WASHINGTON — On what should have been a quiet Friday evening at the U.S. Institute of Peace, staffers began receiving surprise termination emails. By midnight, nearly all 300 employees were out of a job. The abrupt firings marked the peak of a hostile takeover that would leave one of Washington’s most unique federal institutions in chaos.

This wasn’t a rogue operation — it was part of a now-infamous playbook from the Department of Government Efficiency (DOGE), spearheaded by Elon Musk before his departure from D.C. The method: swoop in, remove leadership, seize control of systems and property, and act fast enough that courts can’t keep up.

But unlike most federal agencies targeted in recent months, the Institute of Peace fought back — and, for now, it’s won a rare court-ordered reprieve.

A Peace Mission Interrupted

Founded in 1984 and signed into law by President Ronald Reagan, the U.S. Institute of Peace (USIP) is an independent, congressionally funded think tank designed to promote conflict resolution and peacebuilding in war-torn regions. Before the takeover, USIP had ongoing operations in 26 countries including Afghanistan, Pakistan, Mali, and Burkina Faso.

Everything changed on March 14, when most of the board was fired by email. DOGE staff showed up at the headquarters that afternoon, attempting entry. When denied, a tense standoff unfolded. By Monday, DOGE had returned — this time backed by FBI agents and local police — and took control of the building.

Employees like George Foote, the institute’s longtime legal counsel, and security head Colin O’Brien were escorted out. “They had guns. I didn’t,” Foote said, recalling the moment he was forced to leave.

The March 28 Purge

On March 28, the situation escalated. Termination emails rolled out alphabetically. By the end of the night, almost the entire USIP staff was gone. Among them was Nicoletta Barbera, who managed peacebuilding programs in West Africa. Her colleagues on the ground in Burkina Faso and Mali were abruptly cut off from support.

“We were helping local communities spot early signs of radicalization,” Barbera said. “Then we were just … gone. And not because of failure — because someone decided we were expendable.”

A Judge Intervenes, but Damage Lingers

In a hearing, U.S. District Judge Beryl A. Howell criticized the government’s methods, calling them “a bull in a china shop.” On May 19, she ruled that DOGE’s actions — from the board firings to the building transfer — were illegal. The law that created USIP, she said, outlined a specific process for leadership changes, and none of it had been followed.

“Even if the institute is part of the executive branch, the firings were unlawful, and so everything that followed is null and void,” she wrote.

The ruling restored control to the original board and acting president, Ambassador George Moose. However, the government has since filed an appeal and requested a stay — a move that could stall recovery efforts for months.

Picking Up the Pieces

Today, only about 25 people — less than 10% of the original workforce — are back at headquarters, trying to restore operations. Computers need fixing. Documents are scattered. Food has spoiled. Overseas offices remain shuttered, and funding is tied up in bureaucratic knots.

Foote and O’Brien say their top priority is regaining access to accounts and endowments — especially the ones moved during the takeover. But federal finance rules are notoriously slow.

“We’re the first ones behind the looking glass,” O’Brien said. “It’s not just damage control. It’s reassembly.”

A Ripple Effect Across the Globe

The emotional toll on staff is significant. Moose worries not just about the legal battle ahead but about the long-term trauma to employees and global partners. “This wasn’t just a job for most of them,” he said. “This was a mission.”

And that mission — preventing violence, building peace, stabilizing fragile nations — remains uncertain.

“I can’t help but wonder,” Barbera said, reflecting on a recent massacre in Burkina Faso, “what might have been different if we’d still been there.”

What Comes Next?

The Institute of Peace’s fate now rests with the U.S. Court of Appeals. But even if the legal battle is won, the road to restoration is steep. For other federal institutions under threat, this case is a warning: legal wins may not undo real-world losses.

DOGE’s campaign may have lost in court, but the scars it left are still very real — and very human.

Source: AP News – Elon Musk is gone, but DOGE’s actions are hard to reverse. The US Institute of Peace is a case study

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Starting May 12, Starbucks baristas across the U.S. will have to follow a stricter dress code—one that’s already stirring up controversy among employees.

Under the updated guidelines, employees must wear solid black shirts and khaki, black, or blue denim bottoms. Shirts can be short- or long-sleeved, and either collared or collarless. To help ease the transition, the company is providing two free T-shirts to each barista.

According to Starbucks, the move is about consistency and customer connection. The company says the simplified dress code will make its iconic green apron pop more and create a more familiar, welcoming environment for customers.

“By updating our dress code, we can deliver a more consistent coffeehouse experience that will also bring simpler and clearer guidance to our partners,” Starbucks said in a blog post. “That means they can focus on what matters most: crafting great beverages and fostering connections with customers.”

The change is part of Starbucks’ broader effort to improve the in-store experience after years of shifting customer expectations and operational challenges.

But not all baristas are thrilled. Starbucks Workers United, the union representing employees at over 550 unionized locations, says the company is jumping the gun. The group claims it already negotiated a tentative dress code agreement with Starbucks and is pushing back against any unilateral changes before a final labor agreement is reached.

“Instead of addressing the most pressing issues baristas have been raising for years, Starbucks is prioritizing a limiting dress code that won’t improve the company’s operation,” said Jasmine Leli, a barista and union delegate.
“They’re forcing baristas to pay for new clothes when we’re struggling as it is on Starbucks wages and without guaranteed hours.”

The new rules mark a pivot from the more relaxed approach Starbucks adopted in recent years. Back in 2016, the company broadened its dress code to allow more self-expression, adding gray, navy, dark denim, and brown shirt options—along with tasteful patterns. In 2019, it even permitted employees to wear a single facial piercing, which is still allowed under the new policy.

Now, Starbucks appears to be dialing things back in the name of consistency.

Source: AP News – Starbucks imposes new limits on what baristas can wear under their green aprons

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When Can Employers Fire You Over Social Media Posts?

According to labor law experts, most employees in the U.S. work under “at-will” employment, meaning they can be terminated for nearly any reason, including social media activity.

“In general, an employer could fire an employee for just about anything, including criticizing the company on social media,” says Jeffrey Hirsch, a labor and employment law professor at the University of North Carolina.

However, legal protections may apply in some cases, depending on the nature of the post, the employee’s industry, and state laws.

Legal Protections for Employees on Social Media

While employers have discretion in terminations, some laws protect workers from retaliation over specific types of social media posts:

1. The National Labor Relations Act (NLRA)

The NLRA protects employees who engage in “concerted activity,” such as discussing wages or working conditions with co-workers. If an employee’s social media post is work-related and encourages dialogue among employees, it may be legally protected. Even something as simple as “liking” a co-worker’s post about work conditions could fall under this protection, according to labor law experts.

However, general complaints such as “my job stinks” or “my boss is awful” are not protected under the NLRA unless they specifically relate to workplace policies affecting multiple employees.

2. Public Sector Employees & First Amendment Rights

Government employees have additional protections under the First Amendment. If their social media post addresses a public concern and is made off-duty without disrupting workplace operations, it may be safeguarded from employer retaliation.

“There are cases where teachers or police officers have been disciplined for social media posts and successfully argued First Amendment protections,” says Catherine Fisk, an employment law professor at UC Berkeley.

3. State Laws and Contracts

Montana is the only U.S. state that does not follow at-will employment, meaning employers there must have a valid reason to fire an employee. Additionally, some workers have employment contracts that specify conditions under which they can be terminated, offering more security.

What Can and Can’t Be Included in Social Media Policies?

Companies can establish social media policies to regulate employees’ online behavior, but these policies must follow legal guidelines. Employers can:

• Prohibit employees from making false statements about the company.
• Restrict employees from revealing trade secrets or confidential business information.
• Discourage employees from making negative posts about competitors.

However, companies cannot create overly broad policies that prevent workers from expressing concerns about workplace conditions. The National Labor Relations Board (NLRB) has ruled that such policies can discourage employees from exercising their legal rights.

What to Do If You’re Fired Over a Social Media Post

If an employee believes they were wrongfully terminated for a protected social media post, they can file a complaint with the NLRB.

“The bad news is most people don’t know about this option,” says Hirsch. “Even many lawyers don’t realize that non-unionized employees can still be protected under the NLRA.”

After a complaint is filed, the NLRB will investigate and determine whether the case has merit. If the employer does not settle, the board will pursue the case at no cost to the employee. If the employee wins, they could be reinstated and awarded back pay.

The Impact of Politics and Social Issues

Businesses often see a rise in concerns over employees’ social media posts during politically charged times, such as elections or social justice protests. Employers may seek legal advice on how to handle politically sensitive posts while avoiding potential lawsuits.

“When things are calm, these issues quiet down,” says employment attorney Mark Kluger. “But in today’s world, there always seems to be something that sparks debates affecting workplaces.”

Final Thoughts

While employees do have some protections for online speech, they should still be cautious about what they post. Understanding workplace policies and labor laws can help employees navigate social media use without jeopardizing their jobs.

Would you rethink posting about work on social media? Share your thoughts in the comments below!

Source: Can you lose your job for what you post on social media? Here’s what the experts say

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Costco Wholesale (COST.O) is set to increase wages for most of its hourly U.S. store employees, raising top-tier worker pay beyond $30 per hour, according to a company memo shared with employees this week.

Pay Increase Details

• The wage increase will be implemented gradually over the next three years.
• In the first year, top-of-the-scale employees will see a $1 increase to $30.20 per hour.
• Over the following two years, wages will continue to rise by $1 per year.
• Entry-level employees will also receive a 50-cent increase, bringing their hourly pay to $20.

Union Pressure & Negotiations

The decision follows growing pressure from Costco Teamsters union members, who recently voted in favor of a nationwide strike.

• Earlier this month, 85% of union members voted to authorize the strike ahead of a Jan. 31 contract deadline.
• The Teamsters union represents more than 18,000 Costco workers across the U.S.

Company Statement

Costco remains confident that its wages and benefits will continue to outpace competitors in the retail industry.

“With these changes, we believe our hourly wages and benefits will continue to far outpace others in the retail industry,” CEO Ron Vachris stated in the memo.

This wage adjustment solidifies Costco’s reputation for offering some of the highest pay and benefits in the retail sector.

Source

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A lawsuit filed in California Superior Court on Friday alleges that former Fox Sports host Skip Bayless made repeated unwanted advances toward a hairstylist, including an offer of $1.5 million for sex. The plaintiff, Noushin Faraji, who worked as a hairstylist for Fox Sports for over a decade, is seeking unspecified damages from Bayless, Fox Sports, and its parent company, Fox Corporation.

Allegations Against Bayless

Faraji claims Bayless’s advances began in 2017 and continued until 2023. According to the lawsuit, his behavior included lingering hugs, kisses on the cheek, and comments suggesting he could “change her life” if she agreed to have sex with him. In 2021, Bayless allegedly offered Faraji $1.5 million for sex and later threatened her job after she refused.

The lawsuit details Faraji’s attempts to maintain professionalism, emphasizing that she repeatedly rebuffed Bayless while being cautious to remain polite due to her position.

Hostile Work Environment at Fox Sports

The complaint further alleges that Fox Sports fostered a hostile work environment, allowing senior executives and on-air personalities, including Bayless, to engage in abusive behavior without consequences. Faraji says she remained silent for years, fearing retaliation, and claims she was ultimately fired in 2024 for “fabricated” reasons.

Fox Sports, in a brief statement, said it takes the allegations seriously but declined further comment due to the ongoing litigation.

Bayless’s Exit from Fox Sports

Skip Bayless’s tenure at Fox Sports ended in 2024 after the cancellation of his show, following a sharp decline in ratings after the departure of his co-host, Shannon Sharpe. Efforts to reach Bayless for comment have been unsuccessful, and his attorney, Jared Levine, has not responded to media inquiries.

Broader Workplace Issues

In addition to sexual harassment claims, the lawsuit alleges that Fox employees were denied full wages and overtime pay, seeking class-action status on behalf of others affected by these alleged practices.

Faraji’s lawsuit comes years after Fox Sports fired its head of programming in 2017 amid a separate sexual harassment investigation.

Faraji Goes Public

The Associated Press typically does not identify individuals alleging abuse unless they choose to go public. Faraji, by filing the lawsuit, has chosen to identify herself, asserting that it is important to speak out about her experiences at Fox Sports.

This lawsuit raises serious questions about the corporate culture at Fox Sports and the protections in place for employees subjected to harassment and workplace abuse. Further developments are expected as the case proceeds.

Source

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