Businesses
Here's a look at documents from U.S. and international businesses
Featured Stories
Skanska Celebrates Completion of Historic Riverside Hospital Renovation
NEW YORK, Feb. 28 -- Skanska, a construction and development company, issued the following news release on Feb. 27, 2026:
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Skanska Celebrates Completion of Historic Riverside Hospital Renovation
Project Revitalizes a Century Old Landmark Central to Houston's Black Medical and Civil Rights History
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Skanska USA Building today announced the successful completion of the historic renovation of Riverside General Hospital in Houston's Third Ward, now home to the Harris County Public Health Department. The project revitalizes the hospital, a landmark on the National Register of Historic Places,
... Show Full Article
NEW YORK, Feb. 28 -- Skanska, a construction and development company, issued the following news release on Feb. 27, 2026:
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Skanska Celebrates Completion of Historic Riverside Hospital Renovation
Project Revitalizes a Century Old Landmark Central to Houston's Black Medical and Civil Rights History
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Skanska USA Building today announced the successful completion of the historic renovation of Riverside General Hospital in Houston's Third Ward, now home to the Harris County Public Health Department. The project revitalizes the hospital, a landmark on the National Register of Historic Places,preserving its legacy while transforming it into a modern civic asset.
Originally opened in 1926 and dedicated on Juneteenth as the first nonprofit hospital in Houston dedicated to Black patients and the site of the city's first school for Black nurses, the Houston Negro Hospital, later renamed Riverside General Hospital, holds a profound place in the region's social and medical history.
The scope of work encompassed a 20,772-square-foot adaptive reuse renovation of the main hospital building, the former nursing school and an adjacent utility structure.
Skanska's team delivered the project with meticulous attention to historic preservation, retaining original architectural elements such as exposed brick and plaster while integrating new mechanical, electrical and life-safety systems to support contemporary public-health functions.
"Projects like Riverside Hospital remind us that buildings are more than structures; they carry the memories and meaning of the communities they serve," said Dennis Yung, executive vice president and general manager of Skanska Texas. "We were honored to partner with Commissioner Rodney Ellis and Harris County Public Health to restore and renew this historic facility so it can continue serving the community for many years to come."
Commissioner Ellis said, "Like many people in this community, I have a personal tie to Riverside General Hospital. I was born there. My sister was born there. I am grateful to know that its legacy will live on as we continue to expand access to healthcare for underserved communities."
In addition to honoring Riverside's legacy, the revitalized facility features modern office space, research and development areas, and public-serving amenities designed to support Harris County Public Health's mission of expanding access to essential health services across the region. The renovation was delivered in alignment with sustainable building practices and is targeting LEED certification.
Click here to watch a video that gives you an inside look at the renovation process and more information about this building's important history.
Skanska Celebrates Completion of Historic Riverside Hospital Renovation (https://services.files.skanska.com/file/download/05ee487b-bb3e-45da-b94c-22060b45d65a.1)
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Original text here: https://www.usa.skanska.com/who-we-are/media/press-releases/305205/Skanska-Celebrates-Completion-of-Historic-Riverside-Hospital-Renovation-/
[Category: BizConstruction]
Policy Week in Review - February 27, 2026
SAN FRANCISCO, California, Feb. 28 -- Littler, a law firm, issued the following news:
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Policy Week in Review - February 27, 2026
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
NLRB Formally Reinstates First Trump Joint Employer Rule
The National Labor Relations Board on Thursday issued a rulemaking formally restoring a 2020 standard for judging whether two separate
... Show Full Article
SAN FRANCISCO, California, Feb. 28 -- Littler, a law firm, issued the following news:
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Policy Week in Review - February 27, 2026
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
NLRB Formally Reinstates First Trump Joint Employer Rule
The National Labor Relations Board on Thursday issued a rulemaking formally restoring a 2020 standard for judging whether two separatebusinesses are a "joint employer." The rule follows a ruling by the U.S. District Court of the Eastern District of Texas that vacated a contrary rule issued in 2024. The Board is, therefore, returning to the traditional standard imposed during the first Trump administration, which establishes that an employer may be considered a joint employer of a separate employer's employees only if the entity possesses and exercises substantial direct and immediate control over one or more essential terms or conditions of employment. Given that this is the standard the Board has been enforcing for some time, it does not impose any immediate change. Litigation is likely to continue in the courts over the viability of the Board's standard. For further Littler analysis, read here.
DOL Proposes New Independent Contractor Rule
The U.S. Department of Labor on Thursday proposed a new rule, entitled the "Employee or Independent Contractor Status Under the Fair Labor Standards Act, Family and Medical Leave Act, and Migrant and Seasonal Agricultural Worker Protection Act." The proposed rule is designed to differentiate between employees and independent contractors. If adopted, the rule would establish a standard similar to one the DOL issued under the first Trump administration. Like that first standard, the new rule aims to simplify worker classification by focusing on two main factors--control over the work, and entrepreneurial opportunity. While other factors like amount of skill and degree of permanence of the relationship would still be relevant, they would usually be unnecessary when the two main factors point in the same direction. For further Littler analysis, read here.
Chair MacKenzie Holds Hearing on Paid Leave
The House Subcommittee on Workforce Protections Chair Ryan Mackenzie (R-PA) held a hearing on February 24, titled "Balancing Careers and Care: Examining Innovative Approaches to Paid Leave," to examine the issues and challenges of the paid family leave landscape. Chair Ryan highlighted the work of the House Bipartisan Paid Leave Working Group, co-chaired by Representatives Stephanie Bice (R-OK) and Chrissy Houlahan (D-PA), which led to the introduction of bipartisan legislation H.R. 3089, More Paid Leave for Americans Act. The bill would establish a state paid family leave public-private partnership grant program and the Interstate Paid Leave Action Network (I-PLAN), which would coordinate and harmonize paid leave benefits across the states. A recap of the hearing and witness testimony can be found here.
House Committee on Education and Workforce Hearings in AI Series Continue
As part of the House Committee on Education and Workforce hearing series on Artificial Intelligence (AI), its Subcommittee on Early Childhood, Elementary, and Secondary Education held a hearing on February 24, titled "Building an AI-Ready America: Teaching in the AI Age," to examine how teachers are utilizing AI in the classroom to enhance learning opportunities for students. A recap of the hearing and witness testimony can be found here.
The series continues next week when the Subcommittee on Higher Education and Workforce Development will hold a hearing on March 4 at 10:15 AM, titled "Building an AI-Ready America: Strengthening Employer-Led Training." You can watch on the Committee's YouTube site.
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Authors
Shannon Meade
Executive Director, Workplace Policy Institute
Washington, D.C.
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James A. Paretti
Shareholder
Washington, D.C.
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Alexander T. MacDonald
Shareholder
Washington, D.C.
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Maury Baskin
Shareholder
Washington, D.C.
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Original text here: https://www.littler.com/news-analysis/asap/policy-week-review-february-27-2026
[Category: BizLaw/Legal]
Lockton Announces 2026 Global Benefits Forum Series
KANSAS CITY, Missouri, Feb. 28 -- Lockton, an insurance broker, issued the following news:
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Lockton announces 2026 Global Benefits Forum series
Lockton People Solutions is excited to announce details of its 2026 Global Benefits Forum, an annual event series bringing together HR leaders from around the world to explore the forces reshaping employee benefits and workforce strategies for multinational employers.
Now in its 12th year, the Global Benefits Forum continues to serve as a key platform for leaders seeking clarity in an increasingly complex global landscape.
The 2026 series will
... Show Full Article
KANSAS CITY, Missouri, Feb. 28 -- Lockton, an insurance broker, issued the following news:
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Lockton announces 2026 Global Benefits Forum series
Lockton People Solutions is excited to announce details of its 2026 Global Benefits Forum, an annual event series bringing together HR leaders from around the world to explore the forces reshaping employee benefits and workforce strategies for multinational employers.
Now in its 12th year, the Global Benefits Forum continues to serve as a key platform for leaders seeking clarity in an increasingly complex global landscape.
The 2026 series willbe hosted in six cities around the world, beginning in Orlando, US on 20-22 April, followed by London, UK on 20-21 May, Hong Kong on 11 June, Shanghai, China on 16 July, with dates for Singapore and India to be announced shortly.
This year's conference theme, Connected Intelligence, reflects the growing need for organizations to link data, insights and real world experience as they navigate shifting laws, social and cultural expectations, and dynamic economic conditions.
The program will examine the forces redefining employee benefits -- from balancing global strategy with local needs, to addressing healthcare and wellbeing, strengthening governance frameworks, responding to regulatory and financing pressures, and understanding the fast moving influence of technology and AI.
Through discussions, expert insights and peer exchange, attendees will explore how connected thinking can turn complexity into opportunity that delivers measurable impact worldwide.
We encourage HR and benefit leaders from multinational organizations to register their interest to attend.
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Original text here: https://global.lockton.com/us/en/news-insights/lockton-announces-2026-global-benefits-forum-series
[Category: BizInsurance]
Littler Issues Commentary: UK - TUPE, Harmonisation and Indirect Discrimination Risk
SAN FRANCISCO, California, Feb. 28 -- Littler, a law firm, issued the following commentary on Feb. 27, 2026, by partner Laura Lobb:
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UK: TUPE, Harmonisation and Indirect Discrimination Risk
At a Glance
A recent EAT decision emphasizes that while TUPE protects terms upon transfer, it does not shield an employer from claims post-transfer.
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For many businesses, outsourced services are part of the landscape, helping companies to manage costs and focus on key business areas. However, TUPE transfers arising from outsourcing and insourcing can still create challenges. A recent decision of
... Show Full Article
SAN FRANCISCO, California, Feb. 28 -- Littler, a law firm, issued the following commentary on Feb. 27, 2026, by partner Laura Lobb:
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UK: TUPE, Harmonisation and Indirect Discrimination Risk
At a Glance
A recent EAT decision emphasizes that while TUPE protects terms upon transfer, it does not shield an employer from claims post-transfer.
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For many businesses, outsourced services are part of the landscape, helping companies to manage costs and focus on key business areas. However, TUPE transfers arising from outsourcing and insourcing can still create challenges. A recent decision ofthe Employment Appeal Tribunal (EAT) in Anne & Others v. Great Ormond Street Hospital for Children NHS Foundation Trust provides an important reminder that where a TUPE transfer creates a situation in which employees are employed on different terms across a workforce, the fact of the TUPE transfer does not automatically shield an employer from claims arising from discriminatory differences.
Most employers are aware that TUPE ordinarily prevents changes to contractual terms post-transfer and often attempts to change terms and conditions will be met with resistance. However, employers can be unaware of the fact that failure to address inequalities arising from inherited terms which put a group of employees at a disadvantage, may expose them to liability.
Although the case has some NHS-specific facts, its implications are much broader. Any employer bringing services in-house, or acquiring a workforce through a TUPE transfer, should carefully consider how they handle post-transfer harmonisation. This case emphasises that while TUPE protects terms upon transfer, it does not justify creating long-term, discriminatory pay disparities between transferred staff and existing NHS employees.
Background
The case concerned a group of cleaners who transferred to Great Ormond Street Hospital under TUPE when cleaning services were brought in-house from an outsourced provider. Prior to the transfer, the workers had been paid the London Living Wage rather than NHS Agenda for Change (AfC) rates (AfC is a collectively agreed pay structure within the NHS). After the transfer, they remained on their inherited contractual terms for a period of five months, while other employees who had been engaged directly by the Trust and were performing comparable work were on AfC terms.
The claimants alleged indirect race discrimination, relying on evidence showing that the transferred cleaning workforce was overwhelmingly from a Black and Minority Ethnic (BAME) background, whereas the comparator AfC workforce was significantly less so. The core allegation was that the Trust applied a practice which made access to AfC pay and benefits dependent on not having transferred in under TUPE and this put the claimants at a particular disadvantage.
At first instance, the Employment Tribunal dismissed the claims, heavily influenced by earlier case law (The Royal Parks Limited v. Boohene) concerning the limits of discrimination claims by contract workers. On appeal, however, the EAT drew a critical distinction between the pre-transfer and post-transfer periods.
The EAT confirmed that, as a matter of law, contract workers cannot generally bring indirect discrimination claims against the ultimate "client" in relation to pay set by their employer prior to transfer. That part of the claim therefore failed.
However, the legal position materially changed once the workers transferred from the outsourced provider to the client and became employees of the Trust. From that point onwards, the Trust was fully responsible for their terms and conditions. The EAT found that the Tribunal had erred in treating the post-transfer position as legally equivalent to the period during which the employees were engaged by the contractor.
The EAT held that:
* A provision, criterion or practice can exist even if it applies only to a subset of employees (here, transferred cleaners).
* The correct comparator pool post-transfer was other Trust employees performing comparable work - not all outsourced workers across the organization.
* The disparity between the proportion of BAME employees working for the outsourced provider (78%) versus the Trust in comparable positions (51%) was sufficient to establish a case of indirect race discrimination.
The Trust sought to justify its approach by reference to TUPE, arguing that the regulations prevent immediate harmonisation. However, the transferred contracts contained an express contractual variation clause. This meant the Trust could lawfully have moved the employees onto AfC terms from day one, or shortly thereafter, without breaching TUPE. The failure to do so coupled with a slow and contested harmonisation process meant the discriminatory impact could not be objectively justified.
The EAT therefore substituted a finding that the post transfer indirect discrimination claim succeeded in relation to the period during which the employees were directly engaged by the Trust.
What This Means for Employers
This decision is not about forcing employers to harmonise terms immediately following every TUPE transfer. Nor does it undermine the fundamental protections TUPE provides. What it does do is expose a common misconception: that TUPE automatically justifies prolonged differences in pay and benefits post-transfer.
* TUPE is not a shield against discrimination claims: Once employees transfer, they fall squarely within the employer's equality law obligations. If the retained differences in terms disproportionately affect a protected group, the employer must be able to justify that impact with evidence.
* Delay increases the risk: The EAT was clearly influenced by findings that the employer had been slow to harmonise terms, despite knowing the roles mapped onto AfC bands and having contractual mechanisms available to implement change. In a commercial context, this means that integration timetables need to be defensible, documented and actively managed.
* Variation clauses matter: Many employers overlook inherited contractual flexibility when assessing TUPE risk. This case shows that where a lawful route to change exists, a decision not to use it can undermine any reliance on TUPE as justification.
* It is important to understand the workforce: The fact that the employer did not intend to discriminate was irrelevant; the effect was what mattered.
Key Takeaways
* Plan TUPE integration early: Harmonisation strategy should be considered before transfer, not after problems arise.
* Do not over-rely on TUPE: TUPE restrictions are nuanced; they do not automatically justify ongoing inequality.
* Audit inherited contracts: Variation clauses and flexibility may allow lawful, earlier alignment of terms.
* Monitor equality impact: Pay and benefit disparities post transfer should be tested for disproportionate impact on protected groups.
* Document business rationale: If differences must remain, ensure there is a clear, evidence based reason and a realistic timetable for resolution.
This case found that there should have been harmonisation at an early stage (even on day one) and therefore any organisation bringing services in-house should give careful consideration to whether the TUPE process may result in a particular group of employees with a protected characteristic suffering a negative pay disparity compared to other employees. Both the due diligence process and the information and consultation process may provide crucial insights into the incoming workforce.
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Authors
Laura Lobb
Partner
London
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Original text here: https://www.littler.com/news-analysis/asap/uk-tupe-harmonisation-and-indirect-discrimination-risk
[Category: BizLaw/Legal]
Littler Issues Commentary: NLRB Reinstates 2020 Joint Employer Standard - Return to Direct Control
SAN FRANCISCO, California, Feb. 28 -- Littler, a law firm, issued the following commentary on Feb. 27, 2026, by shareholder Alexander T. MacDonald and associate Dinora Orozco:
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NLRB Reinstates 2020 Joint Employer Standard: A Return to Direct Control
On February 26, 2026, the National Labor Relations Board formally reinstated its 2020 joint-employer standard. This action officially withdraws a Biden-era 2023 rule and restores a narrower framework for determining when two businesses share legal responsibility for the same group of workers. By returning to the 2020 standard, the Board is aiming
... Show Full Article
SAN FRANCISCO, California, Feb. 28 -- Littler, a law firm, issued the following commentary on Feb. 27, 2026, by shareholder Alexander T. MacDonald and associate Dinora Orozco:
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NLRB Reinstates 2020 Joint Employer Standard: A Return to Direct Control
On February 26, 2026, the National Labor Relations Board formally reinstated its 2020 joint-employer standard. This action officially withdraws a Biden-era 2023 rule and restores a narrower framework for determining when two businesses share legal responsibility for the same group of workers. By returning to the 2020 standard, the Board is aimingto settle period of legal uncertainty that has loomed over the business community for years.
Closing the Regulatory Gap
The Board's action traces back to a legal defeat. In 2020, the Board adopted a rule setting out its joint-employment standard. Among other things, that standard found joint employment only when two businesses exercised direct and substantial control over the same worker. The Board retreated from that position in 2023, adopting a new rule that allowed joint employment based only on "indirect" or "reserved" control. But in March 2024, the U.S. District Court for the Eastern District of Texas struck down the 2023 rule. The court ruled that the 2023 rule was "arbitrary and capricious" because the word "employee" under the National Labor Relations Act is defined by the common law, and the 2023 rule's expansive standard contradicted long-standing common-law standards.
That ruling created a technical "regulatory gap." The Biden-era rule was vacated, but the official Code of Federal Regulations had not yet been updated to reflect the return of the previous standard. This left the Board without a formal, codified rule on the books. By formally codifying the 2020 standard, the NLRB has now officially closed that gap.
The Return of "Direct and Immediate Control"
The rule's most immediate effect is to restore the "direct and immediate control" standard. Under this standard, a company is deemed a joint employer only if it exercises "substantial direct and immediate control" over the essential terms and conditions of another company's employees. To meet this threshold, an entity must actually possess and exercise such control over one or more essential employment terms to a degree that it meaningfully affects the employment relationship.
This standard is a higher bar than the 2023 rule's "reserved control" test. The standard focuses on concrete, actual control over functions such as hiring, firing, discipline, supervision, and wages. Critically, merely retaining the ability to influence these decisions, without actually doing so, generally does not create a joint-employer relationship. Similarly, indirect influence, brand standards, or general operational expectations are no longer enough to trigger shared bargaining obligations. For employers, the change allows them to rely more comfortably on the terms of their service contracts. They are less likely to be considered the employer of another company's workers simply because they set basic standards for the project.
A Mirror of the Broader Political Shift
This move comes at a time of shifting employment standards. On the same day, the U.S. Department of Labor proposed a rule that adopts a more focused test for classifying workers under the FLSA. For the business community, both rules signal a shift from open standards to bright-line rules. They may also signal a period of greater stability.
Strategic Risk Management for the Business Community
The Board's action may also help companies utilizing staffing agencies, subcontractors, or franchise models, allowing them to enforce brand standards and safety requirements. These companies will operate under a brighter-line standard, and so may find it easier to navigate joint-employment risks.
That said, some risks remain. Joint-employer liability remains a fact-intensive inquiry. Businesses must ensure onsite managers do not cross the line from setting project goals to "directing the work" of third-party providers through direct supervision or task assignment. Under this results-oriented framework, the focus must remain on what needs to be done rather than how the vendor's employees perform it. Furthermore, because the direct control rule makes it harder to pull parent companies into bargaining, businesses should anticipate a tactical pivot by unions toward aggressive, site-specific organizing or alternative pressure tactics, such as legislative lobbying and corporate campaigns, that bypass the NLRB's doctrine entirely.
Looking Ahead: Growth and Flexibility
If nothing else, the Board's action provides more certainty. That certainty could, in the long term, encourage growth in affected industries, such as the franchise and outsourced-services sectors. Businesses that paused expansion in response to the expected impact of the 2023 rule may now be more comfortable pursuing long-term partnerships.
However, prudent employers will not view this as a permanent resolution. To protect their business, employers should audit service agreements and train onsite managers on the "direct control" boundary. While the NLRB has provided much-needed breathing room, maintaining operational flexibility remains essential in this unpredictable legal environment.
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Alexander T. MacDonald
Shareholder
Washington, D.C.
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Dinora Orozco
Associate
Chicago
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Original text here: https://www.littler.com/news-analysis/asap/nlrb-reinstates-2020-joint-employer-standard-return-direct-control
[Category: BizLaw/Legal]
IHeartRadio and TikTok Hosted "Romantic Radio With Bruno Mars: IHeartRadio Album Preview," Streamed LIVE on TikTok February 26
SAN ANTONIO, Texas, Feb. 28 -- iHeartMedia issued the following news release on Feb. 27, 2026:
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iHeartRadio and TikTok Hosted "Romantic Radio with Bruno Mars: An iHeartRadio Album Preview," Streamed LIVE on TikTok February 26
During the dedication hour, Bruno Mars shared never before heard songs from his new album, The Romantic ahead of its official release on February 27
Special surprise callers including Victoria Monet, Anderson .Paak and ROSE received dedications from Bruno
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New York, N.Y. - On February 26, iHeartMedia and TikTok hosted "Romantic Radio with Bruno Mars: An iHeartRadio
... Show Full Article
SAN ANTONIO, Texas, Feb. 28 -- iHeartMedia issued the following news release on Feb. 27, 2026:
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iHeartRadio and TikTok Hosted "Romantic Radio with Bruno Mars: An iHeartRadio Album Preview," Streamed LIVE on TikTok February 26
During the dedication hour, Bruno Mars shared never before heard songs from his new album, The Romantic ahead of its official release on February 27
Special surprise callers including Victoria Monet, Anderson .Paak and ROSE received dedications from Bruno
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New York, N.Y. - On February 26, iHeartMedia and TikTok hosted "Romantic Radio with Bruno Mars: An iHeartRadioAlbum Preview," streamed LIVE on @brunomars, @iheartradio and @tiktok, and broadcasted on iHeartRadio stations nationwide.
To celebrate his new album, The Romantic, Bruno Mars stepped in as the world's ultimate musical advisor. Fans were invited to submit their love stories--from the fairytale to the complicated--via the iHeartRadio app's Talkback feature on Love Songs Radio leading up to the event and on TikTok LIVE during the event for a chance to receive a song dedication and advice directly from Bruno. A few special surprise callers including Victoria Monet, Anderson .Paak and ROSE received personal dedications from Bruno.
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About TikTok
TikTok is the leading destination for short-form mobile video. Our mission is to inspire creativity and bring joy.
TikTok's global headquarters are in Los Angeles and Singapore, and its offices include New York, London, Dublin, Paris, Berlin, Dubai, Jakarta, Seoul, and Tokyo.
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About Bruno Mars
Bruno Mars is a 16x GRAMMY(R)-winning global superstar, singer, songwriter, multi-instrumentalist, producer, and one of the most-streamed artists in the world. Known for his showmanship and chart-toppers, Bruno has set a number of records throughout his career, including becoming the first artist ever to hit 150 million monthly listeners on Spotify, appearing on two of the fastest songs to reach one billion streams (for "Die with a Smile" with Lady Gaga and "APT." with ROSE, and achieving the highest-certified song in RIAA history with 2010's "Just the Way You Are"). Since launching a string of hits beginning in 2009, Bruno has sold over 150 million records worldwide, making him one of the best-selling artists of all time. Beyond his work as a soloist, Bruno is a member of the duo Silk Sonic with Anderson .Paak. In addition to his 35 Billboard Hot 100 hits, including ten number one singles, Bruno is the recipient of 16 GRAMMY(R) Awards (including "Album of the Year" for 24K Magic), 14 American Music Awards, and seven MTV Video Music Awards. His 24K Magic World Tour was among the highest-grossing tours in history, and within the top ten highest-grossing of the 2010s. He just released his 10th No. 1 single, "I Just Might," which is the first song from his long-awaited fourth solo album, The Romantic, and inaugural No. 1 debut. Marking his first solo album in a decade, The Romantic is available everywhere on February 27.
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About iHeartMedia, Inc.
iHeartMedia, Inc. [Nasdaq: IHRT] is the leading audio media company in America, with nine out of ten Americans listening to iHeart broadcast radio in every month. iHeart's broadcast radio assets alone have a larger audience in the U.S. than any other media outlet and over four times the ad-enabled audience of the largest digital only audio service. iHeart is the largest podcast publisher according to both Podtrac and Triton, with more downloads than the next two podcast publishers combined, has the most recognizable live events across all genres of music, has the number one social footprint among audio players, has the highest-reach and most engaged influencers, and is the only fully integrated audio ad tech solution across broadcast, streaming and podcasts. The company continues to leverage its strong audience connection and unparalleled consumer reach to build new platforms, products and services. Visit iHeartMedia.com for more company information.
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Original text here: https://www.iheartmedia.com/press/iheartradio-and-tiktok-hosted-romantic-radio-bruno-mars-iheartradio-album-preview-streamed
[Category: BizMedia]
Gulfstream G700 Earns Certification in India
SAVANNAH, Georgia, Feb. 28 -- Gulfstream Aerospace, a subsidiary of General Dynamics, issued the following news release on Feb. 26, 2026:
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Gulfstream G700 Earns Certification in India
G700 Follows G600 and G500 India Validations, Reflecting Growing Demand
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Gulfstream Aerospace Corp. today announced the Gulfstream G700 has been certified by the Government of India's Office of the Director General of Civil Aviation, clearing the path for customer deliveries in the country. The G700 follows the Gulfstream G600 and Gulfstream G500 India certifications that were received in the second half
... Show Full Article
SAVANNAH, Georgia, Feb. 28 -- Gulfstream Aerospace, a subsidiary of General Dynamics, issued the following news release on Feb. 26, 2026:
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Gulfstream G700 Earns Certification in India
G700 Follows G600 and G500 India Validations, Reflecting Growing Demand
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Gulfstream Aerospace Corp. today announced the Gulfstream G700 has been certified by the Government of India's Office of the Director General of Civil Aviation, clearing the path for customer deliveries in the country. The G700 follows the Gulfstream G600 and Gulfstream G500 India certifications that were received in the second halfof last year.
"We are seeing strong momentum in India as interest in our next-generation aircraft continues to grow," said Mark Burns, president, Gulfstream. "The advanced technology and safety features of our visionary fleet, combined with outstanding range, speed and cabin environment, are major differentiators for customers. The G700 in particular offers a transformative advantage with its globe-spanning range and the most spacious cabin in the industry. We look forward to continued growth of the Gulfstream fleet for customers throughout India and around the world."
With more than 90 city-pair speed records to date, the G700 can fly 7,750 nautical miles/14,353 kilometers at Mach 0.85 or 6,650 nm/12,316 km at Mach 0.90 and link New Delhi to New York at Mach 0.87 or Mumbai to London at Mach 0.90.
The G700 also offers the most spacious cabin in business aviation, delivering exceptional flexibility and a high degree of customization. The aircraft features the signature Gulfstream Cabin Experience with 100% fresh air, abundant natural light from 20 Gulfstream Panoramic Oval Windows and the industry's lowest cabin altitudes at the highest elevations. Customers can select from a range of advanced interior options, including high speed internet connectivity packages; an ultrahigh definition circadian lighting system; an ultragalley with more than 10 feet of counter space; or a grand suite featuring a fixed bed and shower.
The award-winning G500 and G600 -- which debuted Gulfstream's next-generation Symmetry Flight Deck featuring the industry's first active control sidesticks and most extensive use of touch-screen technology -- continue to see exceptional demand and utilization around the world with more than 370 aircraft in service and over 150 city-pair speed records, combined.
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NOTE TO EDITORS
Inspired by the belief that aviation could fuel business growth, Gulfstream Aerospace Corp. invented the first purpose-built business aircraft, the Gulfstream I, which first flew in 1958. Today, more than 3,500 aircraft are in service around the world. Together with parent company General Dynamics, Gulfstream consistently invests in the future, dedicating resources to researching and developing innovative new aircraft, technologies and services. Gulfstream's next-generation family of aircraft, including the super-midsize Gulfstream G300, the category-leading Gulfstream G400, the award-winning Gulfstream G500 and Gulfstream G600, the ultralarge-cabin Gulfstream G700 and the ultralong-range Gulfstream G800, offers an aircraft for every mission. All are backed by the worldwide Gulfstream Customer Support network. Learn more at gulfstream.com.
More information about General Dynamics is available at generaldynamics.com.
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Original text here: https://www.gulfstreamnews.com/en/news/?id=5f926a2c-bb4f-412d-ba0d-23f938925e96
[Category: BizAerospace]
