Welcome in, today is Monday, August thirty-first, and we begin with the Labor Department's benchmark revision to the US payroll numbers, released Friday. US employment through March was overstated by seventy-nine thousand jobs, about one tenth of one percent, in the preliminary benchmark revision the Bureau of Labor Statistics released Friday. Private employment was cut harder, down one hundred seventy-eight thousand. That resets the baseline behind headcount plans and comp benchmarking: per that release, nonseasonally adjusted payroll gains averaged about eleven thousand a month over the twelve months to March, not eighteen thousand, and private-sector gains averaged twenty-four thousand rather than thirty-eight thousand. By industry, the same release has retail down about one hundred fifty-four thousand jobs and transportation and warehousing up about one hundred thirty-five thousand. Nine sectors were revised down, six up, including government. The bureau said the adjustment sits within the historical range, noting benchmark revisions over the past decade have averaged two tenths of a percent in absolute terms. A year ago the comparable preliminary estimate was a cut of nine hundred eleven thousand jobs. Reaction among data-watchers leans toward relief at the smaller figure, with several redirecting attention to falling payroll-survey response rates as the more durable data-quality question. The final revision arrives in February twenty twenty-seven. Also today, following our earlier report on the Senate restoring a Republican majority at the National Labor Relations Board, the board's top lawyer has set out what she wants revisited. Per a Barnes and Thornburg analysis carried by Mondaq, General Counsel Crystal Carey issued a memo on August twenty-sixth previewing positions that challenge recent board precedent. That analysis lists confidentiality provisions in severance agreements, the twenty twenty-three standard that swept in common work rules such as civility policies and recording bans, the twenty twenty-four decision barring mandatory captive-audience meetings, and a lowered bar for bargaining orders. The memo offers no timetable, per that account, which leaves employers with signalled targets rather than changed law. Labor practitioners lean anticipatory rather than settled, with a recurring point that handbook language reaches non-unionized employers too. Separately, word processors and typists are projected to be the fastest-shrinking US occupation over the next decade, down thirty-four percent, in new Bureau of Labor Statistics projections for twenty twenty-five to twenty thirty-five reported by Business Insider. That reporting puts the role among two hundred six occupations the bureau classifies as having very high exposure to artificial intelligence, and notes most of the twelve steepest decliners pay below the twenty twenty-five median wage of fifty thousand nine hundred eighty dollars. The bureau ties losses among foundry mold makers and patternmakers partly to three-D printing, and telemarketer declines to the Do Not Call registry. For a reskilling roadmap, the aggregate matters more than the list: total employment is projected to grow three and a half percent over the decade, against ten point nine percent in the prior one, with private healthcare and social assistance taking thirty-seven percent of the five point nine million jobs added. Reaction leans toward reading that as a labor-supply constraint as much as a demand one. One more data point. Employee attitudes toward AI tools have turned sharply negative, according to HRD Canada, which reports Glassdoor data showing which occupations are most unhappy with the new tools. That summary is all we have of the underlying figures, but the direction of travel is the input for anyone sequencing a tool rollout, training or internal comms. Reaction leans toward treating AI-justified job cuts as self-defeating, with several pointing to research suggesting morale and the productivity gains AI is meant to deliver move together. A recurring observation is that the sourness is uneven, framed as enthusiasm concentrated at executive level while early-career and frontline staff report tighter quotas. Now, a few more headlines moving the trade today. The Equal Employment Opportunity Commission has sued Gate Gourmet in federal court in Colorado, alleging the airline caterer failed to act on a Denver employee's repeated harassment complaints. The allegations are unproven. A white HR worker won partial survival of a reverse-discrimination suit against a polling firm, HR Dive reports, over claims including exclusion from a company DEI webinar described as not for white folks. Black finance chiefs at Fortune five hundred and S and P five hundred companies fell to fifteen this year, down twenty-five percent from the twenty twenty-one peak, per Crist Kolder Associates data reported by HR Dive. And finally, HR Executive reports organizations are lifting AI spend while cutting learning and development budgets, leaving many workers to fund their own AI upskilling, often to support a move elsewhere.