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Q1 Distress Levels Climb Across Chapter 11 and Health Care Sectors
KANSAS CITY, Missouri, May 22 (TNSxrep) -- Polsinelli, a law firm, issued the following news:
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Q1 Distress Levels Climb Across Chapter 11 and Health Care Sectors
The latest Polsinelli-TrBK Distress Indices Report shows increased distress activity across Chapter 11 and health care sectors during the first quarter of 2026, while real estate distress levels continued a more moderate upward trend. Overall Chapter 11 filings increased meaningfully quarter over quarter, and health care distress rebounded sharply following a temporary decline at the end of 2025.
"What we're seeing is not a broad-based
... Show Full Article
KANSAS CITY, Missouri, May 22 (TNSxrep) -- Polsinelli, a law firm, issued the following news:
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Q1 Distress Levels Climb Across Chapter 11 and Health Care Sectors
The latest Polsinelli-TrBK Distress Indices Report shows increased distress activity across Chapter 11 and health care sectors during the first quarter of 2026, while real estate distress levels continued a more moderate upward trend. Overall Chapter 11 filings increased meaningfully quarter over quarter, and health care distress rebounded sharply following a temporary decline at the end of 2025.
"What we're seeing is not a broad-basedeconomic collapse, but a growing concentration of distress in sectors facing structural pressure," said Jeremy R. Johnson, a restructuring attorney at Polsinelli and co-author of the report. "Health care in particular continues to operate in a fundamentally different distress environment than the broader economy, with large-system restructuring driving a significant share of filing activity."
Released quarterly by Polsinelli, the Polsinelli-TrBK Distress Indices track business bankruptcy filings as a measure of economic distress across the broader economy and key sectors.
Key findings from the first quarter 2026 report include:
* The Chapter 11 Distress Research Index increased to 91.25 for the first quarter of 2026, rising more than 7 points from the prior quarter. Compared with the same period one year ago, the Index declined over 9 points and remains more than 8 points below the benchmark period of the fourth quarter of 2010.
* The Real Estate Distress Research Index increased to 52.78 during the first quarter of 2026, rising modestly from the prior quarter and slightly more than the same period one year ago. Compared with the benchmark period of the fourth quarter of 2010, the Index remains down more than 47 points.
* The Health Care Services Distress Research Index increased to 1,246.67 during the first quarter of 2026, rising more than 208 points from the prior quarter. Compared with the same period one year ago, the Index declined by 25 points, but remains more than 1,146 points above the benchmark period of the fourth quarter of 2010.
* On a trailing four-quarter average, the percentage of real estate filings among all index Chapter 11 filings declined from 12.18% to 11.49% during the quarter, while the percentage of health care filings increased from 13.85% to 15.35%.
The reports also highlight continued concentration of large health care restructurings, with filings involving debtors exceeding $1 billion in assets accounting for more than 61% of health care index filings during the quarter. In addition, Southeast venues continued to account for the largest share of overall Chapter 11 and health care filings.
The Polsinelli-TrBK Distress Indices are research indices based on Chapter 11 bankruptcy filing data. The Chapter 11 Distress Research Index serves as the primary index and is based on filings by entities with assets scheduled at greater than $1 million as represented on initial Chapter 11 petitions.
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Original text here: https://www.polsinelli.com/news/q1-chapter-11-health-care-distress-levels
[Category: BizLaw/Legal]
Polaris Publishes 2025 Geared For Good Report
MEDINA, Minnesota, May 22 (TNSrpt) -- Polaris Industries, a manufacturer of snowmobiles, all terrain vehicles, midsize and heavyweight motorcycles, issued the following news release on May 21, 2026:
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Polaris Publishes 2025 Geared For Good Report
MINNEAPOLIS, MN - Polaris Inc. (NYSE: PII) today released its 2025 Geared For Good Report. The annual report highlights Polaris' ongoing efforts to support its people, riders, communities and the outdoors while advancing toward its 2035 environmental goals.
"Doing business the right way and being thoughtful stewards of our industry, our people
... Show Full Article
MEDINA, Minnesota, May 22 (TNSrpt) -- Polaris Industries, a manufacturer of snowmobiles, all terrain vehicles, midsize and heavyweight motorcycles, issued the following news release on May 21, 2026:
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Polaris Publishes 2025 Geared For Good Report
MINNEAPOLIS, MN - Polaris Inc. (NYSE: PII) today released its 2025 Geared For Good Report. The annual report highlights Polaris' ongoing efforts to support its people, riders, communities and the outdoors while advancing toward its 2035 environmental goals.
"Doing business the right way and being thoughtful stewards of our industry, our peopleand the outdoors is core to who we are at Polaris," said Holly Spaeth, Vice President, Brand & Powersports Marketing and Corporate Responsibility Committee Chair at Polaris. "This year's report reflects our commitment to being Geared For Good, highlighting how we're welcoming more people into powersports, investing in our communities, and making progress toward our long term environmental goals."
The report is organized around Polaris' four Geared For Good pillars: THINK PRODUCT, THINK PRODUCTION, THINK PLACES, and THINK PEOPLE. Highlights include:
THINK PRODUCT:
* Expanded access to powersports by launching the RANGER 500, an approachable utility side by side starting at $9,999.
* Removed 100% of detectable PFAS in Klim's spring and fall lines.
* Earned industry recognition for best in class innovation, including honors for MRZR, Godfrey Sanpan, and Hurricane SunDeck 3200.
THINK PRODUCTION:
* Installed an 8,000 square meter solar array in Goupil, generating more than twice the facility's annual energy needs.
* Cut dunnage waste by 900 tons through the creation of reusable engine crates.
* Conserved more than 4 million gallons of water year over year.
THINK PLACES:
* Supported trail and conservation projects across five states through the fully funded Polaris Fund for Outdoor Recreation in partnership with the National Forest Foundation.
* Donated $255,000 via TRAILS GRANTS, supporting trail stewardship and rider education.
* Raised $10,000 for Advocates for Multi Use Public Lands and local riding clubs, expanding snowmobile access.
THINK PEOPLE:
* Strengthened communities with more than $5.6 million in corporate donations, grants and employee giving.
* Invested $80,000 in S.T.E.P. scholarships, providing over 1,000 students, from 45 schools, free access to Polaris technician training.
* Advanced leadership and skill development for more than 2,000 employees through the launch of Development Day.
The report also highlights continued momentum toward Polaris' 2035 environmental goals, teams following ISO standards to evaluate vehicle recyclability, reducing GHG emissions by 10,000 metric tons of CO2e since 2023, overall 80% waste diversion, and 98% of miles driven with SmartWay.
To explore the full 2025 Geared For Good Report, visit Polaris.com/corporate-responsibility.
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About Polaris
As the global leader in powersports, Polaris Inc. (NYSE: PII) has been defining and redefining outdoor adventure since 1954. Polaris delivers industry-shaping off-road vehicles, snowmobiles, boats, military, quadricycles, and commercial transportation vehicles, along with an expansive portfolio of parts, garments, and accessories. Its lineup includes some of the most iconic brands in powersports including the RANGER, RZR, Polaris XPEDITION, Bennington pontoons, Slingshot, and more. Headquartered in Minnesota and serving customers in nearly 100 countries, Polaris continues to set the standard for performance, quality, and unmatched service. Explore more at www.polaris.com.
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REPORT: https://cdn1.polaris.com/globalassets/crp/geared-for-good/2025-geared-for-good-esg-report-final-version.pdf?v=eb66db3f
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Original text here: https://www.polaris.com/en-us/news/company/2025-geared-for-good-annual-report/
[Category: BizTransportation]
Littler Issues Commentary: Public Act No. 26-12 Is a Gamechanger for Connecticut Workplace Compliance - Here Are the Highlights
SAN FRANCISCO, California, May 22 -- Littler, a law firm, issued the following commentary on May 21, 2026, by office managing shareholder Paula N. Anthony, counsel Nicole S. Mule and associates Ian C. Beck and Dylan C. Harriger:
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Public Act No. 26-12 Is a Gamechanger for Connecticut Workplace Compliance - Here Are the Highlights
At a Glance
* Connecticut enacted a 124-page omnibus bill that represents the most comprehensive overhaul of Connecticut's workplace laws in recent years, imposing significant compliance burdens upon employers across industries.
* The Act addresses liability for
... Show Full Article
SAN FRANCISCO, California, May 22 -- Littler, a law firm, issued the following commentary on May 21, 2026, by office managing shareholder Paula N. Anthony, counsel Nicole S. Mule and associates Ian C. Beck and Dylan C. Harriger:
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Public Act No. 26-12 Is a Gamechanger for Connecticut Workplace Compliance - Here Are the Highlights
At a Glance
* Connecticut enacted a 124-page omnibus bill that represents the most comprehensive overhaul of Connecticut's workplace laws in recent years, imposing significant compliance burdens upon employers across industries.
* The Act addresses liability forunpaid wages in the construction trades, expands workers' compensation for employees injured by workplace assaults, modifies pay transparency requirements, expands break time for nursing mothers, and broadens workplace rights of police, firefighters and veterans, among other far-reaching changes.
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A sweeping labor and employment bill passed at the end of Connecticut's 2026 legislative session was signed by the governor on May 11. Public Act No. 26-12, An Act Concerning Workforce Development and Working Conditions in the State, makes far reaching changes to Connecticut's workplace laws. The Act spans more than 120 pages and combines provisions from dozens of individual bills introduced during the 2026 session. While numerous sections of the omnibus bill had failed in this and past legislative sessions, combining the provisions into a single bill enabled unions and other employee advocates to maneuver passage of the package as the legislative session expired.
The result is an act that changes the legal landscape for public and private sector employers across a wide range of industries. Among other things, the Act addresses liability for unpaid wages in the construction trades, expands workers' compensation for employees injured by workplace assaults, modifies pay transparency requirements, expands break time for nursing mothers, and broadens workplace rights of police, firefighters and veterans.
While this article focuses on the new measures that apply to private employers, note that there are other portions of the Act, not discussed here, that affect public employers specifically./1
Wages, Compensation and Pay Transparency
Mandatory Wage Range and Benefits Disclosure in All Job Postings
Effective October 1, 2026, all employers, regardless of size, must include a position's wage or wage range, as well as a general description of the position's benefits, in both public and internal job postings. "Benefits" are defined as "health insurance benefits, retirement benefits, fringe benefits, paid leave and any other compensation other than wages to be offered with a position."
The amended statute revises the definition of "wage range" from the range an employer "anticipates relying on when setting wages" to a range the employer "sets in good faith." This aligns Connecticut's definition of wage range with pay transparency statutes enacted in other jurisdictions. The amendment applies not only to jobs performed in Connecticut, but also to out of state positions that report to a Connecticut based supervisor, office, or worksite.
The statute continues to authorize private rights of action, but the amendment eliminates punitive damages. Compensatory damages and attorneys' fees remain available.
Expanded Restrictions of Employment Promissory Notes
Since 1985, Connecticut law has prohibited employment promissory notes, or agreements requiring employees to repay money an employer advances for training, sign-on bonus or relocation expenses, if the employee leaves before working a specified period. Employers with 25 or fewer employees were, however, exempted from this provision. Beginning October 1, 2026, the prohibition will apply to all employers, regardless of size. The law does not prohibit employers and employes from entering into voluntary agreements for repayment of amounts advanced by the employer.
Minimum Wage at Cannabis Establishments
The Act eliminates tip credits in the compensation of employees working for cannabis establishments, dispensary facilities, or producers. These employers must now pay employees at least Connecticut's minimum wage without using tips to supplement a lower hourly rate. This provision takes effect October 1, 2026.
Paycheck Transparency
Effective October 1, 2026, employers with at least 100 employees must create a plain language guide explaining the pay codes they use for overtime and commonly used pay differentials. Examples include shift differentials, on call pay, hazard pay, call back pay, holiday or weekend pay, and geographic pay differentials. If applicable, the guide must include no fewer than 10 pay codes and must be updated whenever a new overtime or pay differential code is added.
The guide must be posted on the employer's website in English, Spanish, and the other commonly spoken languages of the employer's workforce. It must identify the office or individual responsible for handling employee questions or disputes related to timekeeping and pay calculations. Employers must provide employees with access to the guide by sharing the website address at hire and including a link on each record of hours worked that they provide to employees.
The Act treats employers as compliant if they use a third party payroll service that supplies a pay code guide that meets the statute's standards. The Act does not require employers to create or maintain a website if they do not already have one and does not require employers to create new pay codes solely to comply with the statute.
Prevailing Wage
Effective October 1, 2026, employers working on projects subject to Connecticut's prevailing wage requirements must keep daily attendance records for all mechanics, laborers, and other workers on a covered job site. The records must list: the project name and location, the date, each worker's name (and trade license number, if applicable), and each worker's arrival and departure times. Employers must submit these daily attendance records weekly to the contracting agency.
These records will be treated as public records subject to the Freedom of Information Act, meaning anyone may inspect or copy them. An employer that fails to maintain and submit these records may face fines, imprisonment, or both.
The Act also clarifies how prevailing wage rates are set on public works projects. When calculating those rates, the labor commissioner must now determine the portion attributable to benefit payments and contributions, such as health insurance and retirement benefits, using the journeyman rate.
Contractor Liability for Unpaid Wages
For any contract entered on or after January 1, 2027, the Act makes general contractors (GC) liable for wages not paid by their subcontractors for construction, renovation, or rehabilitation projects in the state.
The GC will be jointly and severally liable for any unpaid wages owed to a subcontractor's employee for work performed under the construction contract. Before bringing a claim against the GC, the employee must provide 30 days' notice describing the general nature of the alleged violation. The 30-day notice is not required, however, if the employee has raised this issue (or a different violation by the same subcontractor) to the GC previously.
For some level of protection, GCs can include a provision in the subcontract authorizing that unpaid wages be satisfied from the contract retainage. Such provisions do not, however, limit an employee's right to bring an action against the GC, nor waive or release any of the GC's liability. In other words, while inclusion of such language offers GCs some level of protection against loss, it cannot shield GCs against claims brought by unpaid employees.
Retention of Service Contract Workers
Effective July 1, 2027, entities that take over certain service contracts at covered locations, contract out covered services, or receive property in a sale or transfer ("successor employers") must retain covered service contract employees for at least 90 days. For example, if an office building utilizes a cleaning contractor, and they replace that cleaning contractor with a different cleaning contractor, the new contractor would be required to retain all the prior cleaning contractor employees for a period of 90 days, so long as each employee had worked 16 hours per week for at least 60 days during the previous 90 days.
The retention requirement applies to employers with two or more employees that operate in certain industries, including: higher educational facilities, multifamily residential buildings with 50 or more units, commercial centers, complexes or office buildings occupying more than 75,000 square feet, cultural centers or complexes, including museums, convention centers, arenas or performance halls, banks, shopping malls, warehouses or distribution centers, airports, and train stations.
The Act also requires the awarding authority/2 to provide at least 15 days' advance written notice of the termination or nonrenewal, start of the successor contract, or property sale or transfer to the terminated contactor, including contact information of the successor contractor. The terminated contractor has three days to provide the successor contractor with the name, date of hire and job classification of each covered employee. Written offers to those employees must be provided by the successor contractor by the later of five days prior to the termination of the original service contract or 15 days prior to the start of the successor contract.
Covered service employees cannot be terminated during the 90-day retention period absent just cause. However, the successor employer may terminate employees whose attendance and performance records while working under the terminated service contract would lead a reasonably prudent employer to terminate the employee. Moreover, if a successor employer determines that fewer employees are required to perform the work, the employer must retain such required employees by seniority within each job classification, based on the employees' total length of service at the affected site(s). Employees who are not retained must be placed on a preferential hiring list and be recalled if additional employees are necessary.
After the 90-day retention period ends, the successor employer must provide each retained employee with a written performance evaluation. If the employee's performance is deemed satisfactory, the successor employer must offer continued employment either on the same terms and conditions the employee previously had, or any modified terms required by law.
Employees who are displaced or terminated in violation of this law may file a complaint with the labor commissioner or bring a private civil action. Penalties for noncompliance include back pay and lost benefits, reinstatement, compensatory damages, and attorney's fees and costs. The labor commissioner may also direct the attorney general to bring an action in Superior Court seeking damages, injunctive relief, or other equitable remedies on behalf of affected employees.
Healthcare
Direct Care Services Employee Access to Virtual Monitoring Evidence
Under the Act, employees of nonprofit organizations and contractors who provide direct care services to individuals enrolled in programs administered by the Department of Developmental Services (DDS) or the Department of Social Services (DSS) have a right to review virtual monitoring data relied upon as evidence in proposed disciplinary action against them. Labor organizations representing those employees can also obtain such evidence. This right is limited to evidence used in a proposed disciplinary action, not any further recordings.
Virtual monitoring data is defined as remote monitoring of an individual providing direct care services by technology owned and operated by the care recipient in their home. Employees (and/or their union representative) can request access to that evidence so long as they: (1) agree to sign a confidentiality agreement approved by the DDS or DSS; (2) treat any recordings or images obtained as confidential; and (3) refrain from replicating, reproducing, or further disseminating the evidence obtained.
The Act does not curtail employers' use of virtual monitoring data, nor does it require employers to provide such evidence absent a request. However, to the extent an employer relies on virtual monitoring data to discipline an employee, it should be prepared to provide that data to the employee and representative upon request and execution of an approved confidentiality agreement.
DDS and DSS are directed to implement policies and procedures to carry out these provisions by July 1, 2027, and to ensure that granting access to virtual monitoring evidence does not violate HIPAA or any other federal or state law.
Hospital Staffing Committees and Nurse Staffing Plans
In 2024, Connecticut adopted legislation requiring hospitals to provide the State Department of Public Health biannually a prospective nurse staffing plan, including written certification that the developed plan is sufficient to provide adequate and appropriate delivery of health care services to patients for the covered period. The Act amends the statute to require the Department of Public Health Commissioner, in consultation with an organization that represents hospitals in the state, to create a report regarding the number of variations from the nurse staffing plans that hospitals are required by law to develop.
The report must include the number of times a hospital-wide variation from the nurse staffing plan occurred and the number of times there was unit variance from the nurse staffing plans by a hospital. The commissioner must submit the report no later than January 1, 2027, to the Public Health and Labor and Public Employees Committees.
Enhanced Workers' Compensation Benefits for Health Care Providers and Teachers Assaulted at Work
Under Connecticut's Workers' Compensation Act, employees injured in the course of employment are generally eligible to receive wage replacement benefits equal to approximately 75% of their average weekly wage, subject to a cap.
The Act expands workers' compensation benefits for teachers, health care providers and related employees by providing enhanced benefits if they are unable to work as a result of having been "physical[ly] or negligent[ly]" assaulted in the performance of their duties. The new law is essentially a salary continuation benefit, entitling these employees to 100% of their average weekly wage, without a cap on the benefit amount, for periods of partial or total incapacity due to the assault. Reasonably incurred expenses for medical and other services resulting from the assault, as well as lost wages due to their attendance for court appearances related to the assault, are also covered. Further, such absences cannot be charged against the employee's PTO.
Health care providers are defined broadly to include employees and volunteers of a "health care facility or institution" who have direct patient care or patient/family contact responsibilities. "Health care facility or institution" is defined under the statute to include hospitals, nursing homes, home health care agencies, urgent care, medical offices, student infirmaries and other facilities. State-operated facilities, with the exception of UConn Health Center, are excluded. Covered teachers and other educational employees are also defined broadly.
The statute does not define "physical or negligent assault," so the nature of employer conduct that will trigger these statutory provisions, including whether intent is a necessary element, are unclear. When enhanced benefits apply may need to be clarified through litigation or future amendment.
Statutory indemnification provisions that previously saved teachers and other education personnel assaulted in the line of duty from financial loss and expenses not covered by workers' compensation or other insurance have been repealed./3
Disability Accommodations
ADA Posting and Notice Requirements
Effective October 1, 2026, the Connecticut Department of Labor will be required to post information in English and Spanish about the federal Americans with Disabilities Act (ADA) on its website, including the definition of disability and how it relates to reasonable accommodation obligations. The notice must be available for download by employers for posting at their places of business.
Further, employers will be required to provide written notice of the right to reasonable accommodation to existing employees within 120 days of October 1, 2026 (January 29, 2027) and thereafter to new employees upon hire. Employers must also provide such notice within 10 days after an employee notifies the employer of their disability. The DOL Commissioner is authorized to adopt regulations imposing additional requirements regarding methods of employee notice.
As currently written, an employee does not have to request accommodation, but only advise their employer of a disability, to trigger the notice requirement. It is unclear whether the employer's obligation is triggered where the employee's disability may be readily observable without communication from the employee. It is likely that the DOL will provide additional guidance concerning this through regulation.
Expansion of Lactation Accommodations
Connecticut significantly expanded its lactation accommodation law in 2021, mandating that all employers make reasonable efforts to provide a private, sanitary location for employees to breastfeed or express milk during their meal or break periods.
The new law expands the 2021 amendments, requiring employers to provide reasonable break times - not limited to an employee's regular meal or break periods - to breastfeed or express milk.
Conclusion
Public Act 26 12 represents the most comprehensive overhaul of Connecticut's workplace laws in recent years, imposing significant compliance burdens upon employers across industries. While not every provision will affect every workplace, the Act's breadth demands early review and proactive planning. Connecticut employers should determine which provisions apply to their operations, update policies and practices as needed, and consult with labor and employment counsel to ensure compliance with the full gamut of this wide ranging law.
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See Footnotes
1/ For example, the Act extends "portal-to-portal" workers' compensation coverage to public works employees, sets standards for termination of tenured public-school teachers, and establishes mortgage assistance for first responders.
2/ Awarding authority means any person, including a contractor or subcontractor, that (A) awards or otherwise enters into a contract or subcontract to perform services at a covered location, or (B) contracts to sell or transfer control of a property where employees were employed at any time during the 90-day period preceding such sale or transfer. Awarding authority does not include the federal government, the state or the Connecticut Airport Authority.
3/ The so-called "Teacher Assault Statute" codified at Conn. Gen. Stat. 10-236a is repealed by Sec.75 of Public Act 26-12.
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Authors
Paula N. Anthony
Office Managing Shareholder
New Haven
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Nicole S. Mule
Of Counsel
New Haven
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Ian C. Beck
Associate
New Haven
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Dylan C. Harriger
Associate
New Haven
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Original text here: https://www.littler.com/news-analysis/asap/public-act-no-26-12-gamechanger-connecticut-workplace-compliance-here-are
[Category: BizLaw/Legal]
Hour Children and Mental Health Innovations Teams Win Morgan Stanley's 2026 Strategy Challenge Supporting Nonprofits in the U.S. and the UK
NEW YORK, May 22 -- Morgan Stanley, a multinational financial services corporation, issued the following news release on May 21, 2026:
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Hour Children and Mental Health Innovations Teams Win Morgan Stanley's 2026 Strategy Challenge Supporting Nonprofits in the U.S. and the UK
* Morgan Stanley employees provided over 11,000 hours of pro bono consulting to 14 nonprofits
* 220 nonprofits served since the program's launch in 2009
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Morgan Stanley (NYSE: MS) today announced the winners of its 17th annual Strategy Challenge, the Firm's flagship pro bono program which brings together rising
... Show Full Article
NEW YORK, May 22 -- Morgan Stanley, a multinational financial services corporation, issued the following news release on May 21, 2026:
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Hour Children and Mental Health Innovations Teams Win Morgan Stanley's 2026 Strategy Challenge Supporting Nonprofits in the U.S. and the UK
* Morgan Stanley employees provided over 11,000 hours of pro bono consulting to 14 nonprofits
* 220 nonprofits served since the program's launch in 2009
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Morgan Stanley (NYSE: MS) today announced the winners of its 17th annual Strategy Challenge, the Firm's flagship pro bono program which brings together risingtalent to help nonprofits solve strategic, mission-critical challenges. The winning teams supported Hour Children in the U.S. and Mental Health Innovations in the UK.
Over the past 10 weeks, Morgan Stanley employees provided in-depth, pro bono consulting services to 14 nonprofits on topics such as expanding programming, enhancing productivity, and improving service delivery and business models. The 2026 Strategy Challenge culminated in events in New York and London, where teams presented their recommendations to nonprofit sector experts and senior leaders at the Firm.
"Drawing on the breadth of talent across Morgan Stanley, the Strategy Challenge is a powerful example of how our employees leverage their skill sets to make a concrete impact on our communities," said Joan Steinberg, Global Head of Philanthropy at Morgan Stanley and President of the Morgan Stanley Foundation. "Through rigorous analysis and fresh perspectives, this year's teams all developed actionable proposals to help nonprofits improve their operations and advance their missions to address important issues facing society."
In the U.S., the winning team worked with Hour Children, an organization that helps currently and formerly incarcerated women reunify with their children and rebuild stable, independent lives. Morgan Stanley employees analyzed how the nonprofit can more effectively deliver financial literacy programming to members of its Hour Working Women Program. The team developed a plan for a hybrid education model consisting of CFP(R)-led in-class instruction, one-on-one virtual coaching and on-demand mobile support intended to reinforce long-term financial stability for participants.
"The new financial literacy curriculum will be a valuable addition to our programming, helping us equip women and children impacted by incarceration with the tools needed for financial stability and independence," said Dr. Kimberly Cason, Director of Hour Children's Hour Working Women Program. "The Morgan Stanley team demonstrated an outstanding understanding of the lived realities of the families we serve, which made their recommendations highly relevant, thoughtful and impactful."
The winning UK team worked with Mental Health Innovations, a charity that uses digital innovation and clinical expertise to improve mental health outcomes across the country. The Morgan Stanley volunteers explored how Mental Health Innovations could collaborate with fellow mental health nonprofit Place2Be to develop a digital early intervention platform for children ages 10-13, co-designed with young people and embedded with safety measures to ensure proper human intervention and crisis escalation. The team's winning proposal includes a scalable operating and funding model for the platform, which expands user access in a timely manner while reducing pressure on existing services.
"The level of commitment, dedication and creativity shown by our Morgan Stanley Strategy Challenge team was outstanding," said Victoria Hornbey, CEO of Mental Health Innovations. "The recommendations for a comprehensive new product will allow us to move further and faster in our mission to improve the mental health and wellbeing of children across the UK."
The 14 nonprofits that participated in this year's Strategy Challenge across the U.S. and the UK include: Ambitious about Autism, Cancer Research UK, Center for Independence of the Disabled NY, Commonpoint, Day Care Council of New York, Exhale to Inhale, The Felix Project & FareShare, Guide Dogs, Harlem School of the Arts, The HOPE Program, Hour Children, Mental Health Innovations, MorDance, and Welcome to Chinatown. For more on the Morgan Stanley Strategy Challenge and each of the participating organizations, click here.
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About Morgan Stanley
Morgan Stanley (NYSE: MS) is a leading global financial services firm providing a wide range of investment banking, securities, wealth management and investment management services. With offices in 42 countries, the Firm's employees serve clients worldwide including corporations, governments, institutions and individuals. For further information about Morgan Stanley, please visit www.morganstanley.com.
Disclosures:
Inclusion of, and references to, outside parties does not constitute an endorsement. Opinions or views expressed by an outside party are solely their own.
This communication contains links to third-party websites. These links are provided only as a convenience. The inclusion of any link is not and does not imply an affiliation, sponsorship, endorsement, approval, investigation, verification or monitoring by Morgan Stanley of any information contained in any third-party website. In no event shall Morgan Stanley be responsible for the information contained on that site or your use of or inability to use such site. You should also be aware that the terms and conditions of such site and the site's privacy policy may be different from those applicable to your use of this website.
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Original text here: https://www.morganstanley.com/press-releases/hour-children-and-mental-health-innovations-teams-win-morgan-sta
[Category: BizFinancial Services]
Goodwin Advises KKA on Financing Expansion for Muhldorfer Group
BOSTON, Massachusetts, May 22 [Category: BizLaw/Legal] -- Goodwin, a law firm, issued the following news release:
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Goodwin Advises KKA on Financing Expansion for Muhldorfer Group
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Goodwin has advised KKA Partners ("KKA") on the comprehensive expansion of the financing structure for Muhldorfer Group, a portfolio company of KKA Partners. The transaction was completed in April 2026.
Since its founding in 1994 by Klaus Mittermeier, the Muhldorfer Group has been dedicated to developing and manufacturing optimally balanced animal nutrition and care products, drawing on its expertise and many
... Show Full Article
BOSTON, Massachusetts, May 22 [Category: BizLaw/Legal] -- Goodwin, a law firm, issued the following news release:
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Goodwin Advises KKA on Financing Expansion for Muhldorfer Group
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Goodwin has advised KKA Partners ("KKA") on the comprehensive expansion of the financing structure for Muhldorfer Group, a portfolio company of KKA Partners. The transaction was completed in April 2026.
Since its founding in 1994 by Klaus Mittermeier, the Muhldorfer Group has been dedicated to developing and manufacturing optimally balanced animal nutrition and care products, drawing on its expertise and manyyears of experience. Today, the Muhldorfer Group brings together strong brands and expertise under one roof, including companies such as Muhldorfer Nutrition, Vilstalmuhle, Dr. Clauder, GEVO, Muhldorfer Iberia, and Herrmann, all of which are proven specialists in their respective fields. As one of Europe's leading innovators in the fields of animal nutrition and health, the Muhldorfer Group is continuously expanding its market position with a clear growth strategy across its eight production sites in Germany and Spain. The Muhldorfer Group's core competencies lie in the customized development of ideas, products, and services - tailored and sustainable as a strategic partner for both national and international clients.
KKA was founded in 2018 and is a Berlin-based private equity firm that invests in leading small- and medium-sized enterprises in Germany, Austria, and Switzerland. It invests in established, profitable, and growing niche champions through its strong access to the DACH SME market. KKA supports its portfolio companies in realizing their full potential by combining traditional and technology-based value-enhancement strategies.
The Goodwin team was led by Winfried Carli and Daniel Wagner and included Anna Zoth, Philipp Lehle, and Philipp Lauer.
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Original text here: https://www.goodwinlaw.com/en/news-and-events/news/2026/05/announcements-otherindustries-df-goodwin-advises-kka
For Years, Doctors Thought It Was 'Just a Stomach Bug.' The Real Diagnosis Was EoE, a Disease Making It Painful to Eat.
NEW YORK, May 22 [Category: BizHospital] -- NYU Langone Health, an academic medical center affiliated with New York University, posted the following news release:
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For Years, Doctors Thought It Was 'Just a Stomach Bug.' The Real Diagnosis Was EoE, a Disease Making It Painful to Eat.
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T oday, 11-year-old Logan Fitzpatrick of Malverne, New York, spends his time playing baseball, practicing tae kwon do, painting, and cheering on the Mets and the Islanders. But behind the scenes, he continues to manage eosinophilic esophagitis (EoE), a chronic allergic disease of the esophagus that can make
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NEW YORK, May 22 [Category: BizHospital] -- NYU Langone Health, an academic medical center affiliated with New York University, posted the following news release:
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For Years, Doctors Thought It Was 'Just a Stomach Bug.' The Real Diagnosis Was EoE, a Disease Making It Painful to Eat.
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T oday, 11-year-old Logan Fitzpatrick of Malverne, New York, spends his time playing baseball, practicing tae kwon do, painting, and cheering on the Mets and the Islanders. But behind the scenes, he continues to manage eosinophilic esophagitis (EoE), a chronic allergic disease of the esophagus that can makeswallowing and eating painful and difficult.
After years of searching for answers, Logan and his family found ongoing, specialized care through the Pediatric Gastroenterology Program at Hassenfeld Children's Hospital at NYU Langone, where his condition is medically managed with treatment, monitoring, nutrition guidance, and behavioral health support. Logan is sharing his story in recognition of World EoE Day on May 22. He and his family want to raise awareness about the increasingly recognized pediatric condition and encourage other families to seek answers when symptoms persist.
Looking Beyond 'Just a Stomach Bug'
As a young child, Logan frequently complained that his stomach hurt. Over time, his parents, Stephanie and Tim Fitzpatrick, also noticed him vomiting, clearing his throat, and having increasing difficulty with food.
"When Logan was a baby, nothing seemed obviously alarming at first," said Stephanie. "He had trouble nursing, cried during feedings, and spit up often, but we just assumed he was colicky."
As symptoms continued, the Fitzpatricks repeatedly brought Logan to the pediatrician, where they were often told he was likely dealing with recurring stomach bugs.
"For years, his chief complaint was 'My stomach hurts,'" said Stephanie. "We were consistently told it was probably another stomach bug."
Still looking for solutions, Logan's parents sought out a pediatric gastroenterologist. At age 5, Logan underwent an endoscopy at a local hospital and was diagnosed with EoE-a disease they had never heard of before.
The family transferred Logan's care to Hassenfeld Children's Hospital in 2021, seeking more specialized long-term management for the condition under the care of pediatric gastroenterologist Melanie K. Greifer, MD.
"EoE occurs when eosinophils, a type of white blood cell involved in allergic reactions, build up in the esophagus, causing chronic inflammation that can interfere with swallowing and eating," said Dr. Greifer. "Often described as part food allergy and part swallowing disorder, EoE has symptoms that can vary by age and are frequently mistaken for more common childhood conditions."
In younger children, symptoms can include feeding difficulties, vomiting, poor weight gain, and stomach pain. Older children may begin avoiding certain foods, eating very slowly, or needing large amounts of water to swallow comfortably. If left untreated, the inflammation can lead to narrowing and scarring of the esophagus, increasing the risk of food becoming stuck.
Once considered rare, EoE is now one of the most commonly diagnosed gastrointestinal diseases in children, with experts estimating the condition affects roughly 1 in 2,000 people. Researchers believe growing awareness, improved diagnosis, and increases in allergic disease are contributing to the rise in cases.
"Early diagnosis is critical in preventing long-term complications and helping children maintain a healthy relationship with food," said Dr. Greifer.
Specialized Pediatric GI Care That Goes Beyond the Diagnosis
At Hassenfeld Children's Hospital, Logan's care includes ongoing monitoring, medication management, nutritional guidance, and behavioral health support through the Pediatric Gastroenterology Program. That whole-child approach is supported by the hospital's Sala Institute for Child and Family Centered Care, where psychologists and certified child life specialists work alongside clinical teams to help children and families manage the anxiety, food-related fear, and stress that can come with chronic illness treatment.
Because symptoms do not always reflect the level of inflammation in the esophagus, children with EoE may undergo repeat upper endoscopies with biopsies to monitor how well treatment is working. During the procedure, physicians use a small camera to examine the esophagus and collect tiny tissue samples that can show whether inflammation is improving.
"Children with EoE aren't just managing symptoms-many are also coping with anxiety around eating, medical procedures, and feeling different from their peers," said Dr. Greifer. "Our goal is not only to control the disease but to help children regain confidence around food and feel like kids again."
Today, Logan receives dupilumab, a biologic therapy given by injection that targets immune pathways driving inflammation in the esophagus. For Logan, treatment means a biweekly shot-one part of the ongoing routine his family has built around managing EoE.
For Stephanie, one of the most important lessons from the experience has been learning to advocate for her child.
"Don't be afraid to get a second opinion," she said. "Do the research and find someone who will listen."
Living with EoE also changed Logan's relationship with food. As the family navigated dietary restrictions, Stephanie began baking gluten-, dairy-, and nut-free treats so Logan could still enjoy birthdays, holidays, and celebrations without feeling excluded. What began as a way to support her son eventually grew into a broader effort to help other families manage food allergies and eosinophilic disorders: She started a business called the Rare Treats Baking Company.
Finding Comfort Through Creativity and Community
With support from his care team and family, Logan has found ways to manage the emotional side of living with his chronic condition. Art has become one of his favorite outlets, especially on treatment days.
"After his biweekly dupilumab shot, he often asks for extra time to paint as a calming reward," said Stephanie. Earlier this year, he sold some of his artwork at a local farm in Malverne.
Outside of treatment, Logan and his family have become advocates for EoE awareness through the American Partnership for Eosinophilic Disorders (APFED), connecting with other families navigating the disease.
"Talking with other families changed everything for us," said Stephanie. "There's a comfort level that comes when you realize you're not going through the hard days of EoE alone."
Through APFED, Logan has connected with children across the country living with EoE. He shares tips for managing biweekly injections, including using lidocaine numbing cream beforehand and choosing a fun activity afterward.
Logan kicked off National Eosinophil Awareness Week (May 17 to 23) by hosting a lemonade stand that raised nearly $400 for APFED.
Logan recently earned his black belt in tae kwon do and was invited into his dojo's leadership program. He also pitched a complete-game victory for his baseball team in a 4-3 win.
"He's taken this whole experience and turned it into something positive for other people," said Dr. Greifer. "That's what makes his story so special."
Stephanie hopes that sharing Logan's story will encourage other families to seek answers when symptoms persist.
"Food shouldn't hurt," she said. "Kids shouldn't have to struggle in silence."
Media Inquiries
Katie Ullman
Phone; 646-483-3984
Kathryn.Ullman@NYULangone.org (link sends email)
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Original text here: https://nyulangone.org/news/years-doctors-thought-it-was-just-stomach-bug-real-diagnosis-was-eoe-disease-making-it-painful-eat
Bloomberg News wins Investigation of the Year at The Press Awards
NEW YORK, May 22 [Category: BizMedia] -- Bloomberg Media posted the following news:
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Bloomberg News wins Investigation of the Year at The Press Awards
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Bloomberg News was awarded Investigation of the Year at The Press Awards, the leading awards celebrating the best of national journalism in the UK.
The Bloomberg News team of Harry Wilson, Jonathan Browning, Jason Leopold, Jeff Kao, Ava Benny-Morrison, Surya Mattu, Max Abelson and Dhruv Mehrotra won for their reporting of Epstein's Enduring Ties to the British Establishment.
Judges' comments: "This investigation has reshaped public
... Show Full Article
NEW YORK, May 22 [Category: BizMedia] -- Bloomberg Media posted the following news:
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Bloomberg News wins Investigation of the Year at The Press Awards
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Bloomberg News was awarded Investigation of the Year at The Press Awards, the leading awards celebrating the best of national journalism in the UK.
The Bloomberg News team of Harry Wilson, Jonathan Browning, Jason Leopold, Jeff Kao, Ava Benny-Morrison, Surya Mattu, Max Abelson and Dhruv Mehrotra won for their reporting of Epstein's Enduring Ties to the British Establishment.
Judges' comments: "This investigation has reshaped publicunderstanding of Epstein's network, delivered major political consequences and set a new benchmark for accountability journalism."
Max Harlow was highly commended in the data journalism category at the Press Awards
The winners were announced at an awards ceremony on May 21st in London.
This builds on a broader week of prestigious British award wins for Bloomberg News, with additional accolades at The Wincott Awards and The Audio Academy ARIAS.
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Original text here: https://www.bloombergmedia.com/press/bloomberg-news-wins-investigation-of-the-year-at-the-press-awards/
