Welcome in, today is Monday, September twenty-eighth, and we begin with HRD Canada's report that intruders are back inside the payroll software thousands of employers run. On the HR technology side, HRD Canada reports that the group known as ShinyHunters is back inside Oracle PeopleSoft, the software that runs payroll and personnel records for thousands of employers. That account cites Google's security team, which warns the intruders got past fixes applied after the earlier wave, putting employers who had closed out that response back into an open one. The scope of affected organizations has not been confirmed. Among security practitioners, a recurring caution is that a hunt for this can come back falsely clean, because many deployments send application-server logs to monitoring but never the web-tier access logs where the exploit request is visible. Also today, Personnel Today reports that around twenty-three thousand employees at Glasgow City Council will be fired and rehired under new contracts, after the council failed to resolve an equal pay dispute. A dismissal and re-engagement at that scale puts fire-and-rehire back in front of employers weighing contract change against the statutory code and the reputational exposure that follows. Professional reaction leans on the timing. Several observers note the dismissals land around the same period tighter fire-and-rehire restrictions are expected to take effect, and read the move as getting ahead of the legal test rather than as routine restructuring. A recurring framing is that this is a negotiation that ran out of alternatives rather than a cost cut, with some pointing to a split union response and concern centred on the share of staff reported to end up worse off. Separately, the Equal Employment Opportunity Commission has sued Mercy Health and its parent, Bon Secours Mercy Health, alleging an orthopedic surgeon was fired because he is Jewish. VINnews reports the complaint concerns Doctor Ian Walton, notified on November first, twenty twenty-three, weeks after the October seventh attack, that his employment was ending, and told there was no reason when he asked. The same complaint alleges coworkers blamed Jews collectively for the attack, and that Walton was excluded from surgical scheduling meetings and had his operating-room time cut without being told. The allegations are the agency's and remain unproven. Per that reporting, the health system said its Catholic values guide its work and that it welcomes people of all faiths, and declined to comment while the case is pending. The case was filed nearly three years after the dismissal, and the agency is seeking lost wages, damages and court-ordered prevention measures, which is where the duty to act on religious-harassment complaints gets tested. Staying with compliance, Personnel Today carries guidance from Rebecca Tester on changes to right-to-work checks that take effect from October of twenty twenty-six. That piece advises employers to review their current verification and onboarding arrangements before the switch, which puts a dated item on every hiring team's calendar rather than an open-ended one. Practitioner commentary treats the change as a prompt to audit existing processes rather than a legal shift, with a recurring caution that checks be applied uniformly across everyone on payroll, rather than triggered by assumptions about a worker's accent or appearance. Now, a few more headlines moving the trade today. Littler's Workplace Policy Institute, writing in Mondaq, notes that while immigration enforcement and anti-DEI efforts have drawn the most media attention, other federal developments are changing the way employers operate. Personnel Today reports the duty to give workers a written statement of their right to join a trade union has been pushed back to the first of January. The Labor Department has issued guidance for employers on responding to opioid overdoses, HR Dive reports, part of the administration's Great American Recovery Initiative. Starbucks is closing two hundred fifty more stores, with its chief operating officer citing unacceptable financial results and customer experience, per HRD Canada. And finally, UK employers forecast pay awards of three percent in twenty twenty-seven, according to Brightmine data reported by Personnel Today.