Featured Stories
U.S. News & World Report Reveals the 2027 Best Places to Retire
WASHINGTON, Oct. 27 [Category: BizMedia] -- The U.S. News and World Report, a digital news and information company, posted the following news release:
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U.S. News & World Report Reveals the 2027 Best Places to Retire
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* Midland, Michigan, is the No. 1 Best Place to Retire for the second year in a row.
* Affordability is the most considered factor when choosing a place to retire in 2027.
* Florida and Texas dominate the top 250 Best Places to Retire, offering a number of affordable and retiree-tax friendly locations.
Washington, D.C. - U.S. News & World Report, the global authority in
... Show Full Article
WASHINGTON, Oct. 27 [Category: BizMedia] -- The U.S. News and World Report, a digital news and information company, posted the following news release:
* * *
U.S. News & World Report Reveals the 2027 Best Places to Retire
*
* Midland, Michigan, is the No. 1 Best Place to Retire for the second year in a row.
* Affordability is the most considered factor when choosing a place to retire in 2027.
* Florida and Texas dominate the top 250 Best Places to Retire, offering a number of affordable and retiree-tax friendly locations.
Washington, D.C. - U.S. News & World Report, the global authority inrankings and consumer advice, today revealed the 2027 Best Places to Retire in the United States.
Midland, Michigan, retained the No. 1 rank for the second year in a row. Midland scored high in affordability and retiree taxes, helping it to lock in the top spot.
"Retirees are seeking a place that gives them a sense of security and comfort as they live out their golden years," said Megan Wood, assistant managing editor, home services and real estate. "Whether that comfort prioritizes scenic nature spots, access to multi-cultural experiences, or everyday affordability, places like Midland, Michigan, offer financial safety while still providing a good quality of life."
Homosassa Springs, Florida, came in at No. 2 due to strong scores in affordability, 55+ population growth and retiree taxes. High performance for, quality of life, retiree taxes, affordability and quality of life resulted in Weirton, West Virginia, placing No. 3 on the list.
U.S. News adjusted its scoring weights for the 2027 rankings to mirror a growing concern for affordability in America. This resulted in multiple double-digit jumps in the top 25, including Paducah, Kentucky (No. 8), ascending into the top 10 for the first time.
"It's no secret that affordability is top of mind for Americans this year, which is why U.S. News updated its weighting criteria to better align with what retirees prioritize," Wood said. "The 2027 rankings reflect key metrics used to highlight the places that best suit retiree needs."
U.S. News evaluated more than 850 U.S. cities - publishing the top 250 places - based on how well they meet American retirees' expectations against measures including quality of life, affordability, healthcare, retiree taxes, job market, and population and migration for retirees aged 55 and older.
The six measures factored into this year's rankings were weighted based on a public survey of individuals across the U.S. who are at or approaching retirement age (45 and older) to find out what matters most to people when they're considering where to retire. Resources include federal, state and local data provided by Applied Geographic Solutions, which includes data sourced from the FBI's Uniform Crime Reporting program, Bureau of Labor Statistics, Bureau of Economic Analysis and U.S. News' Best Hospitals rankings. To learn more about how the rankings are determined, read the Best Places to Retire methodology.
Best Places to Retire is part of U.S. News' Real Estate section, which provides rankings and tools to help individuals navigate the housing market, including home value estimates to working with an agent.
2027 U.S. News Best Places to Retire - Top 10
*See the full rankings here.
1. Midland, Michigan
2. Homosassa Springs, Florida
3. Weirton, West Virginia
4. The Woodlands, Texas
5. Spring, Texas
6. Rancho Rio, New Mexico
7. Altoona, Pennsylvania
8. Paducah, Kentucky
9. Lynchburg, Virginia
10. Palm Coast, Florida
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Original text here: https://www.usnews.com/info/blogs/press-room/articles/2026-10-27/u-s-news-world-report-reveals-the-2027-best-places-to-retire (TNSmrp)
ST Engineering IDirect and MBSat Partner to Build Next-Generation Sovereign Connectivity Services Across Oman and the Middle East
HERNDON, Virginia, Oct. 27 -- ST Engineering, a group is a government-linked entity that specializes in the aerospace, electronics, land systems and marine sectors, posted the following news release:
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ST Engineering iDirect and MBSat Partner to Build Next-Generation Sovereign Connectivity Services Across Oman and the Middle East
Intuition ground system selected to support MBSat's planned 2027 service launch, enabling accelerated deployment, dynamic resource management and scalable service growth
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HERNDON, Va. - 25 October 2026 - ST Engineering iDirect today announced a strategic partnership
... Show Full Article
HERNDON, Virginia, Oct. 27 -- ST Engineering, a group is a government-linked entity that specializes in the aerospace, electronics, land systems and marine sectors, posted the following news release:
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ST Engineering iDirect and MBSat Partner to Build Next-Generation Sovereign Connectivity Services Across Oman and the Middle East
Intuition ground system selected to support MBSat's planned 2027 service launch, enabling accelerated deployment, dynamic resource management and scalable service growth
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HERNDON, Va. - 25 October 2026 - ST Engineering iDirect today announced a strategic partnershipwith Mohammed Al Barwani Satellite Company (MBSat), part of Mohammed Al Barwani Group, to provide the ground system technology foundation for MBSat's next-generation satellite gateway and network operations across Oman and the wider Middle East region. Intuition will provide a flexible, software-defined foundation to support sovereign connectivity services, enabling efficient service deployment, dynamic resource management and scalable network operations.
Intuition will deliver a turnkey ground segment solution that accelerates deployment, simplifies operations and gives MBSat the flexibility to scale services as demand grows. The software-defined platform enables dynamic resource management, service automation and seamless integration with existing and future operational systems. The solution also includes Ka-band gateway infrastructure, service provisioning and management capabilities, open API integration frameworks, training and full-lifecycle support. Together, these capabilities will help MBSat launch and operate services efficiently while adapting to evolving market requirements.
The network will leverage capacity from MB Sat-1, a sovereign MicroGEO satellite, with planned service launch in 2027, to support flexible, scalable connectivity services across the region.
The partnership reflects growing investment in sovereign communications infrastructure across the Middle East as operators seek greater control over service delivery, network expansion and long-term technology evolution.
""This partnership represents an important milestone in our efforts to build an advanced satellite communications platform in Oman and the region," said Ammar Al Rawahi, General Manager, MBSat. "Through our collaboration with ST Engineering iDirect, we are establishing the technical infrastructure required to launch services efficiently, respond to evolving customer needs and expand into new markets, supporting the sustainable long-term growth of our business."
"We are providing MBSat with a flexible, software-defined ground platform that integrates with its existing operational environment," said Sridhar Kuppanna, Chief Executive Officer, ST Engineering iDirect. "This enables more efficient service deployment and operations today, with the flexibility to scale, introduce new capabilities and evolve as requirements change."
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Original text here: https://www.stengg.com/en/newsroom/news-releases/st-engineering-idirect-and-mbsat-partner-to-build-sovereign-connectivity-services/
[Category: TelecommunicationsBiz]
OpenAI: ChatGPT's Expanding World of Work
SAN FRANCISCO, California, Oct. 27 -- OpenAI, an Artificial Intelligence research and deployment company, issued the following news:
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October 26, 2026
ChatGPT's expanding world of work
OpenAI Economic Research releases data for researchers to explore questions on AI and labor more deeply.
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Today, we are releasing OpenAI Signals data that explores 165 work activities across nearly 100 countries, revealing how consumers use ChatGPT for work. This data gives researchers a new way to study AI's role in the economy, with new information on the work activities people bring to ChatGPT--from
... Show Full Article
SAN FRANCISCO, California, Oct. 27 -- OpenAI, an Artificial Intelligence research and deployment company, issued the following news:
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October 26, 2026
ChatGPT's expanding world of work
OpenAI Economic Research releases data for researchers to explore questions on AI and labor more deeply.
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Today, we are releasing OpenAI Signals data that explores 165 work activities across nearly 100 countries, revealing how consumers use ChatGPT for work. This data gives researchers a new way to study AI's role in the economy, with new information on the work activities people bring to ChatGPT--frompreparing instructional materials and developing marketing content to programming and analyzing business data.
Researchers can use this data to explore how ChatGPT use for work differs across countries, track changes over time, and match this data to other economic indicators. The release connects ChatGPT usage to 165 work activity categories called Intermediate Work Activities (IWAs). IWAs are commonly-used categories of tasks for the kinds of work people do across occupations. The data is represented quarterly, spanning a period from the first quarter of 2025 through the third quarter of 2026.
Understanding how people use AI for work at a deeper level
Our new data draws on O*NET, a standardized framework that groups occupation-specific tasks into broader categories of work activities shared across occupations. Using a common framework helps researchers compare ChatGPT use with other types of occupational and employment data.
The interactive chart below can be used to explore these work activities within a specific country over time, moving from broad activity groups to more specific activities. The data shows wide variation across countries in how people use ChatGPT for work.
Connecting this data to IWAs revealed that work-related use became less concentrated in the most common activities. That means that countries tended to specialize in their work over time, and different countries specialized in different types of work. These differences might reflect variation in the kind of work done across countries or varying access to AI tools. Exploring these questions is one example of many that researchers can pursue with this new data.
How researchers can use this data
Connecting ChatGPT usage data with IWAs lets researchers compare ChatGPT messages with activities performed across U.S. jobs. The paired visualizations below compare how people use ChatGPT with the activities performed across U.S. jobs. This comparison shows the difference in how people use ChatGPT for work and the actual work being done in the U.S. economy. The two distributions differ substantially, largely because about 43% of the employment-weighted task mix for mapped U.S. occupations falls into Other IWAs, outside the individually reported categories. These include activities such as moving materials, operating vehicles, and maintaining health or medical records. These omitted categories did not meet our threshold for consistent representation in the original U.S. ChatGPT sample.
Explore the data
This release builds on OpenAI Signals, our ongoing effort to share evidence about how people use AI. The data covers work-related messages on individual ChatGPT plans and does not include enterprise messages or Codex use. We invite researchers to explore the data, connect it with other sources, and investigate what these patterns mean for workers and businesses.
To protect users' privacy, researchers do not read individual conversations. Automated systems classify messages after identifying information is removed. We publish aggregated statistics, withhold results for small groups, and add statistical noise to protect individual messages.
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Original text here: https://openai.com/index/chatgpt-expanding-world-of-work/
[Category: BizComputer Technology]
Netflix: Making a Mobile Experience That Moves With You Is Just the Beginning
LOS GATOS, California, Oct. 27 -- Netflix, a content provider, issued the following news:
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Making a Mobile Experience That Moves With You Is Just the Beginning
26 October 2026
At Netflix, we love creating shows and films that move you -- move you to laughs, move you to tears, move you to connect. And now we're excited to offer an elevated mobile experience that also moves with you through all the thrills and emotions our entertainment has to offer.
Launching on iPhone Duo, this update reflects the unique ways you use your phone including:
* A more dynamic, flexible home screen that delivers
... Show Full Article
LOS GATOS, California, Oct. 27 -- Netflix, a content provider, issued the following news:
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Making a Mobile Experience That Moves With You Is Just the Beginning
26 October 2026
At Netflix, we love creating shows and films that move you -- move you to laughs, move you to tears, move you to connect. And now we're excited to offer an elevated mobile experience that also moves with you through all the thrills and emotions our entertainment has to offer.
Launching on iPhone Duo, this update reflects the unique ways you use your phone including:
* A more dynamic, flexible home screen that deliversan immersive, big-screen feeling to your fingertips the moment you open the app.
* Reimagined player controls that move with you, adapting seamlessly no matter how you're watching -- full screen, book pose, tent pose or tabletop -- so they stay within reach at all times.
* A subtle, reflective glow to the controls that responds to the angle of the hinge to pull you deeper into what's on your screen.
* And coming soon: A seamless and frame-accurate switch between vertical and horizontal clips so your phone instantly adapts to what you're watching and how you're watching.
When we first brought Netflix to Apple's ecosystem in 2010, the mobile app was supposed to simply mirror the TV experience -- just on a smaller screen. Then came downloads in 2016. A new way to take Netflix with you: on your daily commute, on a trip, anywhere without a connection.
This marked a turning point. Our team started asking what the phone could do that the TV couldn't. We started experimenting with short-form videos and bigger phone-first Billboards.
Now the Netflix mobile app is its own experience, meant to match how you use your phone today. Many members watch mostly or only on a phone, so earlier this year, we unveiled a simpler navigation, making it faster to find what you're in the mood for. We also debuted 'Clips,' a personalized highlight reel with short clips from series, films and specials that helps you decide what to watch or play next, without endless scrolling. These updates give Netflix the flexibility to fit into more moments of the day for our members all over the world.
And we're not done yet. In 2027, we'll roll out themed 'Clips' categories, more niche feeds built around genres, moods or interests. Whether you're looking for some quick moments to get you through the day, or looking for your next series or film, these feeds give you more ways to discover the breadth and depth of our catalog and find what you want faster.
This is just the beginning of our vision for mobile. Every new device or capability is a chance to explore and experiment. After more than 15 years serving our members on mobile, we're excited to keep evolving our experience to move with our members, all the way to iPhone Duo and beyond. Wait until you see what's next.
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Original text here: https://about.netflix.com/en/news/mobile-experience-that-moves-with-you
[Category: Media]
Littler: Allegheny County, Pennsylvania Requires Employers to Provide Paid Parental Leave and Expands Paid Sick Leave Entitlements
SAN FRANCISCO, California, Oct. 27 -- Littler, a law firm, issued the following news:
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Allegheny County, Pennsylvania Requires Employers to Provide Paid Parental Leave and Expands Paid Sick Leave Entitlements
By Taylor Brailey, Sebastian Chilco, and Mark T. Phillis
October 26, 2026
At a Glance
* Allegheny County enacted an employer-funded paid parental leave program and substantially expanded paid sick leave requirements. Although the amendments take effect 180 days after passage, employers receive another 180 days to implement them, making the requirements operative around October 2027.
*
... Show Full Article
SAN FRANCISCO, California, Oct. 27 -- Littler, a law firm, issued the following news:
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Allegheny County, Pennsylvania Requires Employers to Provide Paid Parental Leave and Expands Paid Sick Leave Entitlements
By Taylor Brailey, Sebastian Chilco, and Mark T. Phillis
October 26, 2026
At a Glance
* Allegheny County enacted an employer-funded paid parental leave program and substantially expanded paid sick leave requirements. Although the amendments take effect 180 days after passage, employers receive another 180 days to implement them, making the requirements operative around October 2027.
*Employers with 15 or more employees must provide 12 weeks of leave at base pay, capped at $4,200 weekly, for qualifying parental events. Paid parental leave includes job restoration, employer notice and certification requirements, and penalties of $100 per day per violation.
* Paid sick leave expands to 72 hours annually for employers with 15 or more employees and 48 hours annually for smaller employers.
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Just five months after the Allegheny County, Pennsylvania, Board of Health proposed the measure, County Executive Sara Innamorato signed File # 14083-26 into law on October 22, 2026. The law creates new paid parental leave requirements and expands existing paid sick leave requirements to align with the City of Pittsburgh's recent amendments to its paid sick leave law. The amendments take effect 180 days after passage, but employers then have an additional 180 days from the "effective" date to implement them. As a result, the requirements should be "operative" in about a year.
Paid parental leave is separate from, and in addition to, paid sick leave. The details of each of these components are described below.
Paid Parental Leave
Employer-Funded Leave at 100% of Base Pay
Paid parental leave is entirely employer-funded, which is notably different from other paid family and/or medical leave programs in the United States. Leave must be paid at an employee's base rate of pay, up to a maximum of $4,200 per week, and employers must continue employees' benefits. Employers may meet their obligations via private insurance, but if insurance does not provide employees with the amount of pay the law requires, employers must pay the difference.
Covered Employees and Employers
The law applies to employers that conduct business in Allegheny County and have 15 or more employees, regardless of where those employees are located.
To be eligible, employees must be employed for at least 180 days, and they must have worked at least 80 hours a year in Allegheny County. Additionally, part-time employees must have worked at least 625 hours during that time period. Certain employees, however, appear/1 to be excluded from coverage:
1. employees covered by a collective bargaining agreement negotiated by a construction labor union that represents employees involved in construction, reconstruction, demolition, alteration, custom fabrication, or repair work who are enrolled or have graduated from a registered apprenticeship program;
2. temporary employees hired to work a predetermined duration or for a specific project lasting less than one year; or
3. seasonal employees hired for a period of not more than 16 weeks during a calendar year.
Permitted Uses and Amount of Leave
Employees can use paid parental leave after the birth, adoption, or placement of a child. Leave is also available in the event of a stillbirth or fetal death. Employees are entitled to 12 weeks of paid leave; for part-time employes, the amount of leave hours per week is based on their average weekly hours worked in the six months before a request for benefits. Employees must use their paid parental leave within 12 months of a qualifying event.
Paid parental leave runs concurrently with leave under the federal Family and Medical Leave Act (FMLA), to the extent possible. However, unlike under the FMLA, employers must permit employees who are married or are domestic partners to each take the full 12 weeks of paid parental leave for a qualifying event. Additionally, employees will become eligible for paid parental leave sooner than they will become eligible for FMLA leave.
Employee Notice, Documentation, and Determinations of Eligibility
When the need for leave is known to the employee at least 30 days in advance, employees must provide written notice to the employer of the need and schedule for taking leave at least 30 days prior to taking the leave. Employees are to make reasonable efforts to schedule the leave in a manner that does not unduly disrupt the operations of the employer. For all other (unforeseeable) absences, employees need only notify an employer as soon as practicable, including if the need arises immediately before or after the employee has reported to work.
Employers may require employees to provide documentation to support their need for paid parental leave, including, but not limited to: (a) the child's birth certificate; (b) a document stating the child's birth date issued by the health care provider of the child or the person who gave birth; (c) a document issued by the health care provider of the child, an adoption agency involved in the adoption, or by other individuals, as determined by the Department of Health, that confirms their adoption or anticipated adoption and the date of adoption or anticipated adoption; (d) a document issued by the health care provider of the child, a foster care agency involved in the legal placement of the legal permanent placement, or by other individuals as determined by the Department of Health that confirms the actual or anticipated legal permanent placement and date of such placement; (e) a court order reflecting the child's date of birth and recognizing the employee as that child's parent; (f) a voluntary acknowledgment of paternity; or (g) a certificate of stillbirth (fetal death) or a document issued by a health care provider confirming the occurrence and date of a stillbirth or fetal death.
Within 10 business days of their receipt of a claim and all necessary documentation to support the claim, employers must determine whether the employee has met all eligibility requirements, notify the employee in writing of their eligibility, and inform the employee of the amount of paid leave they are entitled to receive.
Notice and Certification
Employers must provide written notice of the law's requirements at the time of hire and annually thereafter. Additionally, employers must annually certify their compliance to the Allegheny County Health Department.
Job-Protected Leave
Upon returning from paid parental leave, employees must be restored to the position they held prior to taking paid parental leave or to a position with equivalent seniority, status, employment benefits, pay, and other terms and conditions of employment.
Enforcement
Employers that fail to provide employees with the same or equivalent position upon their return from paid parental leave, that fail to appropriately coordinate paid parental leave with other types of leave, or that fail to comply with the notice provisions of the law will be subject to a penalty of $100 per day per violation and/or civil actions from employees. If employees prevail in a civil action, they will be entitled to recover their reasonable attorneys' fees and costs.
Expanded Paid Sick Leave
With the paid sick leave amendment, employers in Allegheny County with 15 or more employees will be required to provide employees who are eligible for paid sick leave with one hour of paid sick leave for every 30 hours worked, and to accrue and use up to 72 hours per year.
This marks a change from the current version of the Allegheny County Paid Sick Leave Ordinance, which requires employers with 26 or more employees to provide employees with one hour of paid sick leave for every 35 hours worked, and to accrue and use up to 40 hours per year. With this change, Allegheny County's paid sick leave will be aligned with the amended Pittsburgh Paid Sick Days Act, which became effective on January 1, 2026.
Additionally, in accordance with the amendment, employers in Allegheny County with less than 15 employes must now provide paid sick leave to employees. Employees of those employers will accrue one hour for every 30 hours worked, up to 48 hours per year. They also may use up to 48 hours of paid sick leave per year.
Possible Next Steps
In light of these changes, employers with employees in Allegheny County may want to revise their budgets to account for the expanded leave entitlements. Employers also may want to review their paid leave policies and consult with counsel to prepare for compliance before the amendments become "operative" in October 2027. Employers that comply with the paid sick leave law by frontloading may want to consider modifying their policies at the start of a leave year to avoid the complications of a mid-year change.
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See Footnotes
1/ These exclusions appear in the paid sick leave chapter, but the definitions section refers to "this Article," which covers both the paid sick leave and paid parental leave chapters. As a result, it is unclear whether the exclusions also apply to paid parental leave.
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Authors
Taylor N. Brailey
Of Counsel
Pittsburgh
tbrailey@littler.com
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Sebastian Chilco
Knowledge Management Counsel
San Francisco
schilco@littler.com
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Mark T. Phillis
Shareholder
Pittsburgh
mphillis@littler.com
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Original text here: https://www.littler.com/news-analysis/asap/allegheny-county-pennsylvania-requires-employers-provide-paid-parental-leave-and
[Category: BizLaw/Legal]
Geisinger Announces 2026 Recipients of the Nursing Scholarship and Caring Award in Honor of Susan M. Robel
DANVILLE, Pennsylvania, Oct. 27 -- Geisinger Health posted the following news release:
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Geisinger announces 2026 recipients of the Nursing Scholarship and Caring Award in honor of Susan M. Robel
Oct. 26, 2026
Awards recognize Geisinger employees who 'represent the very best of Geisinger'
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DANVILLE, Pa. - Geisinger recently recognized 11 employees who go above and beyond in their dedication to patients at work and in the community with the Caring Award and the Nursing Scholarship Award in honor of Susan M. Robel.
"Our recipients represent the very best of Geisinger -- bringing compassion
... Show Full Article
DANVILLE, Pennsylvania, Oct. 27 -- Geisinger Health posted the following news release:
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Geisinger announces 2026 recipients of the Nursing Scholarship and Caring Award in honor of Susan M. Robel
Oct. 26, 2026
Awards recognize Geisinger employees who 'represent the very best of Geisinger'
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DANVILLE, Pa. - Geisinger recently recognized 11 employees who go above and beyond in their dedication to patients at work and in the community with the Caring Award and the Nursing Scholarship Award in honor of Susan M. Robel.
"Our recipients represent the very best of Geisinger -- bringing compassionto those they serve, lifting up their colleagues and strengthening the communities around them," said Greg Burke, M.D., chief patient experience officer at Geisinger. "Their impact is felt in the moments of care they provide, the example they set and the dedication they bring to our mission every day. We're proud to call them members of the Geisinger team."
Created to honor the legacy of Sue Robel, Geisinger's former chief nursing officer and co-chief patient experience officer, the two awards are presented annually to recognize Geisinger employees' commitment to providing the highest level of patient care and serving others in their roles at work and in the community.
The Nursing Scholarship Award in honor of Robel recognizes the significance of lifelong learning in nursing, and rewards those enrolled in nursing school who exemplify what it means to go above and beyond in providing patient care. Scholarship recipients have demonstrated a continued commitment to meeting the highest standards of bedside care and treat patients with the utmost compassion and kindness. Each recipient is awarded $2,000 toward their tuition, funded by the Alice E. Steele Endowment.
The 2026 Nursing Scholarship winners are:
* Corin Barletta, patient financial counselor, Geisinger Wyoming Valley Medical Center
* Arianna Frias, nursing assistant, Geisinger Wyoming Valley Medical Center
* Lila Fries, nursing assistant, Geisinger Medical Center Muncy
* Trisha Groce, administrative nurse supervisor, Geisinger Lewistown Hospital
* Seth Hummel, foodservice, Geisinger Medical Center
* Alia Williams, nursing assistant, Geisinger Bloomsburg Hospital
The Caring Award recognizes Geisinger employees who are dedicated to caring for others in the workplace and beyond. Like Robel, who defined collegiality and was an exemplary colleague to all, these recipients demonstrate a steadfast commitment to serving others and are incredible advocates in our communities. They inspire others with their compassion, thoughtfulness and selflessness. Nominated by their peers and selected by the award committee, recipients receive $500 in cash and $500 to donate to their charity of choice.
The 2026 Caring Award winners are:
* Kara Bond, professional development certified medical assistant, Mill Street Office Building
* Caitlin Prusko, licensed social worker, Geisinger at Home Central Region
* Bridget Stem, clinical registered nurse supervisor, Geisinger Healthplex State College
* Sheila Transue, administrative secretary, Geisinger Wyoming Valley Outpatient Specialty Center
* Patricia Wojciechowski, licensed practical nurse, Geisinger Healthplex Woodbine
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About Geisinger
Geisinger is among the nation's leading providers of value-based care, serving 1.2 million people in rural and urban communities across central and northeastern Pennsylvania. Founded in 1915 by philanthropist Abigail Geisinger, the nonprofit system generates $9 billion in annual revenues across more than 130 care sites -- including 10 hospital campuses -- and Geisinger Health Plan, with 509,000+ enrollees in commercial and government plans. Geisinger College of Health Sciences educates more than 600 medical professionals annually and conducts more than 1,600 clinical research studies. With 28,000 employees, including 1,900 employed physicians and 5,400 registered nurses, Geisinger is among Pennsylvania's largest employers with an estimated economic impact of $18 billion on the state's economy. In 2024, Geisinger joined Risant Health, a nonprofit charitable organization created to expand and accelerate value-based care across the country. Learn more at geisinger.org or connect with us on Facebook, Instagram and LinkedIn.
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Original text here: https://www.geisinger.org/about-geisinger/news-and-media/news-releases/2026/10/26/19/04/geisinger-announces-2026-recipients-of-the-nursing-scholarship-and-caring-award
[Category: BizHospital]
Fisher Phillips Issues Insight: When Your AI Notetaker Becomes a Plaintiff's Lawyer's New Best Friend - Key Employer Lessons From Recent Discrimination Lawsuit
ATLANTA, Georgia, Oct. 27 -- Fisher Phillips, a law firm, issued the following Insight:
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When Your AI Notetaker Becomes a Plaintiff's Lawyer's New Best Friend: Key Employer Lessons From Recent Discrimination Lawsuit
Oct 26, 2026
Does this situation sound familiar? Your video meeting starts to wrap up, so you ask the junior workers to leave and the senior team sticks around to debrief. Someone says something that crosses a line but you don't think anything of it because you feel that everyone is comfortable around their peers. The difference now? You forgot that artificial intelligence
... Show Full Article
ATLANTA, Georgia, Oct. 27 -- Fisher Phillips, a law firm, issued the following Insight:
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When Your AI Notetaker Becomes a Plaintiff's Lawyer's New Best Friend: Key Employer Lessons From Recent Discrimination Lawsuit
Oct 26, 2026
Does this situation sound familiar? Your video meeting starts to wrap up, so you ask the junior workers to leave and the senior team sticks around to debrief. Someone says something that crosses a line but you don't think anything of it because you feel that everyone is comfortable around their peers. The difference now? You forgot that artificial intelligencewas being used to transcribe the meeting, and the remarks that otherwise would have been quickly forgotten or kept private were captured word-for-word and automatically sent to everyone who joined any portion of the meeting. This Insight will cover how one New Jersey business learned this lesson the hard way and offer key employer takeaways related to AI notetakers.
Quick Background: What's an AI Notetaker?
AI notetakers use machine learning for natural language processing. Rather than simply transcribing a meeting, AI tools can generate meeting summaries, highlight key discussions, identify different speakers, add charts and other visual aids, provide a task list of action items to be accomplished after the meeting, and be formatted for readability.
While many of the same risks and rewards associated with traditional recordings and automated transcription software will apply to AI notetakers, advancements in technology have made these products more sophisticated, prompting additional questions about the potential risks, which you can read more about here.
How an AI Notetaker Led to an Employment Discrimination Complaint
Lindsay Waninger sued her former employer after she received an AI transcription of the virtual meeting at which she was fired. According to her August 12 complaint:
* Waninger had been working as an environmental scientist for Marathon Engineering & Environmental Services for roughly three months when she was abruptly terminated during a video conference by a superior who claimed it was not "working out." Several others were on the call, including an administrator who had set up Fireflies.ai, an AI-powered assistant, to record and take notes of the meeting.
* After Waninger left the meeting, upper management stayed on and discussed the situation. The AI notetaking tool then automatically emailed her a transcript of the entire meeting - including the portion after which she left. Waninger's complaint alleges the transcript included remarks by her superiors describing the "ideal person" for her former position as a "relatively strapping young man."
The remarks revealed by the AI notetaker are now the basis of a lawsuit Waninger filed in a New Jersey Superior Court, which claims that her gender was a determinative and/or motivating factor for her termination and therefore a violation of the New Jersey Law Against Discrimination. She named Marathon Engineering, along with members of upper management in their individual capacities, as defendants, and she demands damages - including punitive damages based on the "especially egregious" actions alleged - as well as interest, costs, attorneys' fees, and equitable back pay, front pay, and reinstatement.
This case is pending, and the above is based on the plaintiff's allegations only. Marathon Engineering and the managers have not yet had an opportunity to respond, and they may tell a completely different story. It remains to be seen how this will all play out - including whether the AI transcripts will be authenticated and admissible in court.
Key Employer Takeaways
If you have decided that using an AI notetaking program is beneficial to your organization, you'll want to follow best practices to address potential risks and avoid delivering lawsuit material to your employees on a silver platter. Here are some key points to consider:
* Create a written policy. Consider creating clear guidelines on how and for what purposes the AI notetaker can be used. Certain meetings may need to be confidential, while others are more open to information sharing - but either way, you'll want to ensure employees are following proper protocol to use the program effectively and reduce legal risks.
* Inform participants and obtain consent. Decide how you will inform participants that the meeting is being documented. For example, you may want to add a pop-up message before participants enter a virtual meeting room that asks for their acknowledgement and consent. Does your state require two-party consent to record conversations? If so, all participants will need to consent prior to being recorded. The rules on what constitutes consent vary by location, and compliance gets more complicated when you have meeting participants from more than one jurisdiction.
* Train managers and keep your guard up. Train managers to always check for the use of AI and other recording technology at the start of meetings and to understand how long the technology will be used and whether (and to whom) a transcript or summary will be sent. You should also understand how your existing record-retention policies might apply, what special nuisances you need to address in the AI context, and how these records might come up in litigation. It won't be before long that you will see opposing counsel in litigation file discovery requests seeking information about any AI notetaker output generated during meetings relevant to the conflict at issue.
* Contact legal counsel. Ultimately, the key takeaway is to proceed with caution when using generative AI technology to take meeting notes. While your organization can likely benefit from using these tools, you'll want to discuss the myriad potential pitfalls and legal issues with your FP attorney before allowing their use and while developing robust policies and procedures.
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Related People
Usama Kahf, CIPP/US
Partner
ukahf@fisherphillips.com
949/798-2118
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David J. Walton, AIGP, CIPP/US
Partner
dwalton@fisherphillips.com
610/230-6105
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Original text here: https://www.fisherphillips.com/en/insights/insights/when-your-ai-notetaker-becomes-a-plaintiffs-lawyers-new-best-friend
[Category: BizLaw/Legal]
