Feb 05, 2026

Here are summaries for 8 emails based on the provided text:

1. Email 1: ICE Visit at Your Workplace: How HR Should Respond
2. Discusses immediate response strategies for HR during an ICE visit at or near the workplace.
3. Highlights the importance of calm leadership during uncertain times.
4. Offers resources including webinars on total rewards, leave management, emotional intelligence for women in leadership, and termination without fear.

5. Emphasizes legal compliance and effective employee support during critical situations.

6. Email 2: Powering the People who Power the Olympic Games

7. Announces Korn Ferry as the Founding Partner and Official Talent & Organizational Consulting Partner for the LA28 Olympic and Paralympic Games.
8. Details the extensive preparation behind the scenes, including workforce planning and leadership development to perform under pressure.
9. Stresses alignment of people strategy and creating lasting organizational capabilities.

10. Invites readers to reflect on their own organizational readiness for high-pressure performance.

11. Email 3: Feb. 4 – HR worker nets $5M in jury trial | Employers ‘in a bind’ without guidances

12. Reports on a former HR worker winning over $5 million for retaliation.
13. Covers EEOC harassment guidance removal and its challenges for employers.
14. Notes Cornell University lawsuit alleging refusal to consider White candidates.
15. Discusses employee dissatisfaction with compliance training disconnect.

16. Shares key HR trends, resources, industry news, and upcoming webinars.

17. Email 4: 📓 country fried cost-cutting chaos

18. Critiques Cracker Barrel’s new travel policy forcing employees to eat only at Cracker Barrel on work trips as a poor cost-cutting measure.
19. Highlights the irony given customer complaints about poor maple syrup quality.
20. Discusses broader workplace issues such as the impact of AI on jobs and climate change’s effect on employee wellbeing.
21. Presents PTO data stressing the retention benefits of offering more paid time off.

22. Invites HR leaders to join an HR Therapy session on balancing people and payroll decisions and offers community support.

23. Email 5: Feb. 4 – HR and C-suite disagree on AI use | AI saves customer support teams time

24. Explores differing perspectives between HR and executives on the role of AI in the workplace.
25. Shares survey results noting AI’s effectiveness in saving customer support time and reducing costs.
26. Reinforces the need for compliance training to be relevant to real workplace scenarios.
27. Warns employers of risks due to the absence of EEOC harassment guidance.

28. Promotes participation in the 2026 Identity of HR survey.

29. Email 6: Updated DOL, EEOC, and ICE Enforcement Focus

30. Alerts HR and payroll teams about increasing federal regulatory audits and deeper agency coordination in 2026.
31. Provides an interactive 75-minute session to help organizations assess readiness for audits.
32. Covers how agencies identify audit candidates, common documentation failures, and compliance risks related to payroll, wages, accommodations, and employment eligibility.

33. Offers practical alignment strategies for payroll, HRIS, and manager records to reduce enforcement risks.

34. Email 7: Feb. 4 – Men want to be included, too | FTC enters the DEI crackdown conversations

35. Highlights a shift in the DEI conversation encouraging inclusion of men as active partners rather than mere allies.
36. Reports a lawsuit alleging Cornell University’s exclusion of White candidates in faculty hiring.
37. Discusses FTC’s increased scrutiny and warning to law firms regarding DEI certification practices under anti-collusion enforcement.
38. Shares Taco Bell settlement related to unchecked harassment claims.

39. Encourages participation in the 2026 Identity of HR survey on DEI and workplace issues.

40. Email 8: The 3 Cs of high-performing teams

41. Introduces top three conditions (“3 Cs”) essential for building strong, high-performing teams to sustain organizational success.
42. Suggests shifting from role-centric to skills-first organizational models for future readiness.
43. Provides tips on designing skill-powered organizations and highlights relevant sponsored content about building workplace resilience.
44. Covers legal and practical advice on salary adjustments, menopause workplace support, and return-to-work mandates.
45. Promotes AHRI membership for professional development and community support among HR practitioners.

If you want, I can help create detailed actionable insights or talking points from these summaries.

Stay Well!