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Regulators Approve Duke Energy's Proposal for New Natural Gas Generation to Support South Carolina's Growing Energy Needs
CHARLOTTE, North Carolina, March 27 -- Duke Energy issued the following news release:
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Regulators approve Duke Energy's proposal for new natural gas generation to support South Carolina's growing energy needs
* The facility in Anderson County builds on decades of partnership and investment in the region; creates thousands of construction jobs and millions of dollars in annual property tax revenue
* The state-of-the-art combined cycle plant is first to be approved after enactment of Energy Security Act and will be company's first new generation in the Palmetto State in a decade
* Construction
... Show Full Article
CHARLOTTE, North Carolina, March 27 -- Duke Energy issued the following news release:
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Regulators approve Duke Energy's proposal for new natural gas generation to support South Carolina's growing energy needs
* The facility in Anderson County builds on decades of partnership and investment in the region; creates thousands of construction jobs and millions of dollars in annual property tax revenue
* The state-of-the-art combined cycle plant is first to be approved after enactment of Energy Security Act and will be company's first new generation in the Palmetto State in a decade
* Constructionis anticipated to begin in summer 2027 and the facility would serve customers by early 2031
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The Public Service Commission of South Carolina (PSCSC) has approved plans by Duke Energy to construct new natural gas generation in Anderson County, a project that will help support the energy needs of a growing region while significantly contributing to the community's economic success in the years ahead.
The approval comes after a thorough and very public process that included a public hearing in Anderson before the PSCSC. In addition, Duke Energy invited members of the community to participate in two open house events where company experts shared details of the project, answered questions and collected feedback.
Why it matters: South Carolina is one of the fastest growing states in the nation. As populations grow and businesses relocate to or expand in the state, new and diverse sources of energy are needed to power that growth. That's why state leaders enacted the Energy Security Act in 2025, to provide a comprehensive path forward for energy policy that will guide South Carolina's continued success for many years to come. Committing to building this modern energy facility in Anderson County is a critical piece of that strong energy future for the region.
By the numbers:
* According to a survey by Ernst & Young, the project is expected to support more than 2,200 jobs annually during the multi-year construction period, with 746 construction jobs located in Anderson County. Once operational, the facility is projected to have an annual $84 million impact statewide, supporting 125 jobs and $10 million in annual labor income.
* The project will be one of the most efficient natural gas plants on Duke Energy's system and will include state-of-the-art environmental control technologies to minimize plant emissions. The facility will use 90% less water than traditional wet cooling technology, will not have a vapor plume, will eliminate the need to treat water chemically, and will have a longer life span than prior natural gas technology.
* Central Electric Power Cooperative and North Carolina Electric Membership Corporation will own 95 megawatts (MW) and 100 MW, respectively, of the combined cycle's approximate 1,365 MW nominal capacity.
* Construction is anticipated to begin in summer 2027 and the facility would serve customers by early 2031.
More info: Additional details about the project can be found here.
What they're saying
* Gov. Henry McMaster: "As South Carolina continues to attract new businesses and new residents at a record pace, the need for dependable energy has never been more urgent. Duke Energy has long been a strong partner in our state, and this project reflects the kind of forward-thinking planning that will ensure we meet those needs with reliable, efficient power for years to come."
* Speaker of the House Murrell Smith: "Today's approval of Duke Energy's new facility in Anderson County shows South Carolina is growing the right way. As one of the fastest-growing states, we need reliable, affordable American energy to support jobs, attract business, and help families thrive. This project will create thousands of construction jobs, generate millions in local tax revenue, and reflects the impact of the Energy Security Act in securing our future."
* Senate President Thomas Alexander: "Being competitive means South Carolina must have reliable, affordable energy ready when we need it. The Public Service Commission's approval of Duke Energy's combined-cycle gas plant is a major step forward, ensuring our state has the capacity to meet our needs, attract jobs, and stay competitive"
* Sen. Mike Gambrell and Rep. Craig Gagnon: "Duke Energy has been a valued partner in Anderson County for many years. This new facility will help meet our community's growing energy needs for decades, and this significant investment will deliver lasting benefits for our schools, our local economy, and our quality of life. We're proud of what this means for Anderson County and look forward to continuing our strong collaboration with the men and women of Duke Energy."
* Duke Energy South Carolina President Tim Pearson: "We appreciate the commission's recognition that the Anderson County combined cycle natural gas power plant is the right resource at the right time at the right site. Adding proven new natural gas technology to the electric grid acknowledges and responds to the efforts of state leaders to address tremendous electricity generation needs as part of a reliable and diverse energy mix that includes new and existing nuclear technology, renewables, battery storage, additional natural gas and energy efficiency programs."
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Duke Energy Carolinas
Duke Energy Carolinas, a subsidiary of Duke Energy, owns 20,800 megawatts of energy capacity, supplying electricity to 2.9 million residential, commercial and industrial customers across a 24,000-square-mile service area in North Carolina and South Carolina.
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Duke Energy
Duke Energy (NYSE: DUK), a Fortune 150 company headquartered in Charlotte, N.C., is one of America's largest energy holding companies. The company's electric utilities serve 8.6 million customers in North Carolina, South Carolina, Florida, Indiana, Ohio and Kentucky, and collectively own 55,100 megawatts of energy capacity. Its natural gas utilities serve 1.7 million customers in North Carolina, South Carolina, Tennessee, Ohio and Kentucky.
Duke Energy is executing an ambitious energy transition, keeping customer reliability and value at the forefront as it builds a smarter energy future. The company is investing in major electric grid upgrades and cleaner generation, including natural gas, nuclear, renewables and energy storage.
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Original text here: https://news.duke-energy.com/releases/regulators-approve-duke-energys-proposal-for-new-natural-gas-generation-to-support-south-carolinas-growing-energy-needs
[Category: BizEnergy]
Morgan Lewis Adds Five-Lawyer International Trade and Investigations Team in Paris
PHILADELPHIA, Pennsylvania, March 27 [Category: BizLaw/Legal] -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Adds Five-Lawyer International Trade and Investigations Team in Paris
PARIS: Morgan Lewis is pleased to announce the arrival of a five-lawyer team to the firm's Paris office, adding depth to its international trade, economic sanctions and export control, anti-corruption, anti-money laundering, ESG, and cross-border investigations capabilities. Partners Marie-Agnes Nicolas and Anne Gaustad-Hanken, of counsel Mathieu Rossignol, and associates Lorenza
... Show Full Article
PHILADELPHIA, Pennsylvania, March 27 [Category: BizLaw/Legal] -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Adds Five-Lawyer International Trade and Investigations Team in Paris
PARIS: Morgan Lewis is pleased to announce the arrival of a five-lawyer team to the firm's Paris office, adding depth to its international trade, economic sanctions and export control, anti-corruption, anti-money laundering, ESG, and cross-border investigations capabilities. Partners Marie-Agnes Nicolas and Anne Gaustad-Hanken, of counsel Mathieu Rossignol, and associates LorenzaNava and Timothe Radosavljevic join from Hughes Hubbard, where Marie-Agnes and Anne served as co-chairs of the global investigations, enforcement, and compliance practice in Europe.
The team's experience further enhances Morgan Lewis's coordinated transatlantic trade enforcement and export controls platform, building on the recent addition of partner Michael Huneke in Washington, DC, who also joined from Hughes Hubbard.
"Our clients worldwide are navigating intensifying geopolitical tension, evolving sanctions regimes, and heightened cross-border enforcement risk," said Firm Chair Jami McKeon. "This team brings a sophisticated perspective that reinforces our ability to guide clients operating at the intersection of international commerce, enforcement exposure, and national security regulation."
Marie-Agnes assists and represents multinational organizations in complex cross-border enforcement and French regulatory matters related to anti-corruption compliance, economic sanctions, ESG, and French blocking statute issues and discovery. She has extensive experience leading cross-border internal investigations and advising on the design and enhancement of global compliance programs, including risk assessments, audits, and third-party due diligence reviews. She also counsels banks and financial institutions on complex contentious matters involving investment products, including derivatives and structured products.
Anne advises multinational clients on cross-border enforcement matters involving economic sanctions, export controls, anti-corruption compliance, business and human rights risk, and corporate governance. She represents global companies in investigations and regulatory proceedings before US and European authorities, multilateral development banks, and other international institutions, and advises on compliance program development, internal and regulatory investigations, third-party due diligence, and risk assessments.
"As regulatory regimes evolve in response to geopolitical developments, clients require seamless, cross-border counsel," said Troy Brown, leader of the firmwide litigation practice. "The team, led by Marie-Agnes and Anne, guides complex multijurisdictional investigations involving US and European authorities, and their experience will be critical to clients managing coordinated scrutiny across borders."
"Paris is an increasingly important hub for cross-border compliance and enforcement work," said Dana Anagnostou, Paris office managing partner. "This talented team adds meaningful depth to our compliance and investigations capability here and enhances our ability to serve clients navigating complex regulatory expectations across France and the broader European market."
Morgan Lewis continues to build on its longstanding presence in Paris, including the addition of a 54-strong lawyer team in 2025. The Paris office advises clients on a range of domestic and cross-border matters, including public and private transactions, such as mergers and acquisitions and private equity; banking and finance; intellectual property and privacy; investment management; multijurisdictional employment issues; real estate; corporate compliance and investigations; and international arbitration and litigation, among other areas.
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Original text here: https://www.morganlewis.com/news/2026/03/morgan-lewis-adds-five-lawyer-international-trade-and-investigations-team-in-paris
Lucky Charms and Trix Bring Bold Flavors to the Breakfast Table Through New Cereals Made With Colors From Natural Sources
MINNEAPOLIS, Minnesota, March 27 -- General Mills, a food company, issued the following news release:
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Lucky Charms and Trix Bring Bold Flavors to the Breakfast Table Through New Cereals Made with Colors from Natural Sources
General Mills introduces Lucky Charms Unicorn Cotton Candy and Tropical Trix featuring Disney's Moana cereals, available nationwide this summer.
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Lucky Charms and Trix are adding more fun and imagination to the cereal aisle with two new cereals made with colors from natural sources. This summer, fans can enjoy Lucky Charms Unicorn Cotton Candy cereal, featuring three
... Show Full Article
MINNEAPOLIS, Minnesota, March 27 -- General Mills, a food company, issued the following news release:
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Lucky Charms and Trix Bring Bold Flavors to the Breakfast Table Through New Cereals Made with Colors from Natural Sources
General Mills introduces Lucky Charms Unicorn Cotton Candy and Tropical Trix featuring Disney's Moana cereals, available nationwide this summer.
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Lucky Charms and Trix are adding more fun and imagination to the cereal aisle with two new cereals made with colors from natural sources. This summer, fans can enjoy Lucky Charms Unicorn Cotton Candy cereal, featuring threenew unicorn marshmallows, and Tropical Trix featuring Disney's Moana cereal, a special collaboration inspired by the fan-favorite film.
Together, the new cereals offer an exciting adventure as part of your morning routine -- whether you're itching to travel to the land of imagination or indulge in an island-inspired experience.
* Lucky Charms Unicorn Cotton Candy Cereal -- A Whimsical New Spin on a Classic Favorite
Celebrate with a cotton candy-flavored cereal complete with three enchanting unicorn-shaped marshmallows. Made with colors from natural sources, this gluten free cereal delivers 19g of whole grain plus essential vitamins and minerals, bringing a little more wonder to breakfast and beyond.
* Tropical Trix featuring Disney's Moana Cereal -- A Flavor Journey Inspired by Family-Favorite "Moana"
In partnership with Disney, Tropical Trix featuring Disney's Moana cereal transports fans straight to the Hawaiian Islands with a refreshing, fruit-forward tropical flavor. Each bowl -- made with colors from natural sources -- provides key vitamins, minerals and calcium, making it perfect for breakfast, snacking or anytime enjoyment.
"Whether it's discovering new ways to make the magic of Lucky Charms even more enchanting or bringing on-screen experiences to our cereal bowls, we're always looking for ways to make breakfast-time moments more memorable," said Megan Brooks, Business Unit Director of Family Favorites Cereals at General Mills. "These cereals showcase the kind of creativity fans love, while also reflecting the progress we're making to remove certified colors from our cereal portfolio."
General Mills remains on track with its commitment to remove certified colors from its U.S. cereal portfolio by summer 2026 and from its full U.S. retail portfolio by the end of 2027. These new offerings reflect that ongoing progress while delivering bold, exciting flavors consumers love.
Lucky Charms Unicorn Cotton Candy and Tropical Trix featuring Disney's Moana cereals will be available at retailers nationwide starting this summer.
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About General Mills
General Mills makes food the world loves. The company is guided by its Accelerate strategy to boldly build its brands, relentlessly innovate, unleash its scale and stand for good. Its portfolio of beloved brands includes household names like Cheerios, Nature Valley, Blue Buffalo, Haagen-Dazs, Old El Paso, Pillsbury, Betty Crocker, Totino's, Annie's, Wanchai Ferry and more. General Mills generated fiscal 2025 net sales of U.S. $19 billion. In addition, the company's share of non-consolidated joint venture net sales totaled U.S. $1 billion.
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Original text here: https://www.generalmills.com/news/press-releases/lucky-charms-and-trix-bring-bold-flavors-to-the-breakfast-table
[Category: BizFood/Beverage]
Littler Issues Commentary: UK Employment Rights Act 2025 Unfair Dismissal Deep Dive Part 1 - Polkey in a World Without Caps
SAN FRANCISCO, California, March 27 -- Littler, a law firm, issued the following commentary on March 26, 2026, by partner Paul Harrison and senior associates Ben Smith and Lisa Coleman:
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UK Employment Rights Act 2025 Unfair Dismissal Deep Dive Part 1: Polkey in a World Without Caps
Can Polkey deductions mitigate the financial risks of an unfair dismissal claim?
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At a Glance
The UK Employment Rights Act 2025 (ERA 2025) fundamentally reshapes the law around unfair dismissal, potentially radically changing employers' risks. According to the Government's plan for implementation, from January
... Show Full Article
SAN FRANCISCO, California, March 27 -- Littler, a law firm, issued the following commentary on March 26, 2026, by partner Paul Harrison and senior associates Ben Smith and Lisa Coleman:
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UK Employment Rights Act 2025 Unfair Dismissal Deep Dive Part 1: Polkey in a World Without Caps
Can Polkey deductions mitigate the financial risks of an unfair dismissal claim?
*
At a Glance
The UK Employment Rights Act 2025 (ERA 2025) fundamentally reshapes the law around unfair dismissal, potentially radically changing employers' risks. According to the Government's plan for implementation, from January1, 2027, employees will need just six months' continuous service to acquire protection from ordinary unfair dismissal, and the compensatory award element for ordinary unfair dismissal will become uncapped. Given the importance of this topic, we are doing a deep dive into the impacts and potential strategies to manage risk. This month, we hone in on the removal of the cap for the compensatory award element of unfair dismissal and in particular examine how Polkey deductions could mitigate financial risks arising from unfair dismissal claims.
Removal of the Cap on Compensation Awards for Unfair Dismissal
In most cases, there are two elements of compensation that may be payable to an employee who successfully claims for unfair dismissal:
* A basic award - Calculated on the basis of a statutory formula in a similar way to a statutory redundancy payment.
* A compensatory award - Capped at the lower of 52 weeks' pay or the statutory numerical cap, which is reviewed annually (pound sterling118,223 for 2025/2026 and is increasing to pound sterling123,543 from April 6, 2026).
The ERA 2025 will remove both elements of the statutory cap on the compensatory award. The basic award will remain unchanged.
The consequences of the removal of the cap for the compensatory award are significant, including:
* The potential financial exposure of an ordinary unfair dismissal claim will be significantly higher than at present, particularly for high earners.
* Calculating the value of a claim for more senior employees is likely to be more complex, requiring consideration of bonus and incentive losses that previously were "capped out."
* The potential for higher compensation may increase employees' appetite to litigate unfair dismissal claims (where currently, the cap means claims are not always attractive for high earners).
* Negotiations to settle claims may become more complicated and employee expectations may become higher.
These changes mean that old orthodoxies for employers around how to approach dismissals and attitudes to unfair dismissal risk may need to be revisited and updated.
What is a Polkey Reduction and Why Might it Become More Important Than Ever?
The concept of a Polkey reduction arose from the House of Lords decision in Polkey v AE Dayton Services Ltd [1987] IRLR 503. This is the principle that a tribunal can reduce a compensatory award made to an employee for a successful claim of unfair dismissal to reflect that the tribunal considers that there would have been a fair dismissal in any event.
It may be expressed as a percentage reduction (though a 100% reduction is rare) or as a cap on future loss.
The tribunal might, for example, conclude that a fair process would have taken six weeks and would have resulted in the same outcome - therefore limiting the compensatory award to six weeks' pay.
When the cap on the compensatory award is removed, Polkey deductions may become a crucial tool in an employer's arsenal when a tribunal is considering remedy for ordinary unfair dismissal, particularly when dealing with senior exits. With the cap removed, employers have two options when considering a complex senior exit:
1. Ensuring a fair reason for dismissal and carrying out a full process before dismissal, accepting the risks to the business of the employee remaining in post during the process (for example risks to confidential information or competitive behaviour); or
2. Skipping the process, accepting that the dismissal will be procedurally unfair and the compensatory award will be uncapped, but then seeking to deploy arguments for a Polkey deduction.
Being able to credibly demonstrate that a Polkey deduction is likely may also assist in settling disputes early.
However, it is key to remember that this tool is only useful on remedy - and only follows an employer being found liable for a procedural unfair dismissal. It does not help employers to defend against liability.
What Should Employers Do to Have a Chance to Argue a Polkey Reduction?
Polkey relies on the tribunal having the evidence available to it to conclude that dismissal would have happened in any event.
It is key therefore to ensure that employers have strong evidence of the reasons that dismissal was inevitable. Poor documentation or muddled reasoning can undermine this. If employers only think about this after dismissal, it may already be too late, so employers should ensure robust record-keeping so that if Polkey does come into play for any dismissal, there will already be a solid documentary record.
Take for example a dismissal for poor performance of a senior employee, who has underperformed for a number of years and has lost the confidence of the company's board of directors. If there are limited historical records showing the extent of that poor performance, succeeding on a Polkey argument will be much more difficult. Clear objective performance metrics and records are key. If underperformance is not known to the employee, a tribunal may find it difficult to conclude that dismissal would have been inevitable.
Polkey is also useful:
* Where the employer can show that a redundancy was inevitable, with documents showing the contemporaneous business case for restructure or redundancy.
* Where the employer can show that misconduct was so serious it clearly justified dismissal, even if a fair process had been followed.
Additional Considerations for Reducing Tribunal Awards
Polkey is just one of a few reasons why a tribunal may reduce a compensatory award. Tribunals may also make deductions for payments already received by the employee as compensation for dismissal, deductions for an employee's failure to mitigate, failure to comply with relevant codes of practice (such as the Acas Codes of Practice on Disciplinary and Grievance Procedures and on Dismissal and Reengagement) and reductions for any contributory fault on the part of the employee.
Employers should be alive to other evidence that might exist to support arguments that the employee's behaviour contributed to their dismissal. This might include information that comes to light after dismissal, such as the discovery that an employee had been misusing the company's confidential information during employment.
Employers should also consider the employee's likely future employment duration, such as showing that the employment relationship was already fractured, that upcoming redundancies were in the pipeline or that the employee would not have continued in employment indefinitely.
Conclusion
With the expansion of ordinary unfair dismissal expected from January 1, 2027, Polkey is not something employers should view as an afterthought. Instead, it may become crucial to allow employers to navigate and potentially limit the costs arising from unfair dismissal risk.
However, it is only part of the story, and Polkey does not protect against an employer being found liable for a procedurally unfair dismissal. Look out for the next instalment in this deep dive into the ERA 2025's changes to unfair dismissal.
For further information on the latest developments, see our Reform Hub.
Helping Employers Prepare
With the range of changes coming in under the ERA 2025, employment counsel can help you to:
* Identify and evaluate the specific risks and implications of the ERA 2025 and related reforms for your business.
* Address and prioritise any compliance gaps.
* Create a tailored, pragmatic action plan and advise your business on implementing any necessary changes.
Further information is available via the ERA 2025 Products and Services (https://littler.co.uk/product-service/employment-rights-act-2025/) page on our website.
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Original text here:https://www.littler.com/news-analysis/asap/uk-employment-rights-act-2025-unfair-dismissal-deep-dive-part-1-polkey-world
[Category: BizLaw/Legal]
Littler Issues Commentary: First Circuit Rejects Per Se Rule That Performance Improvement Plans Automatically Qualify as Adverse Employment Actions
SAN FRANCISCO, California, March 27 -- Littler, a law firm, issued the following commentary on March 26, 2026, by shareholder Gregory Keating and counsel Michael Stefanilo Jr.:
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First Circuit Rejects Per Se Rule that Performance Improvement Plans Automatically Qualify as Adverse Employment Actions
Court highlights that the relevant inquiry is "fact-intensive and PIP-specific"
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This month, in Walsh v. HNTB Corporation, the U.S. Court of Appeals for the First Circuit affirmed a district court finding that placing an employee on a performance improvement plan (PIP), by itself, does not
... Show Full Article
SAN FRANCISCO, California, March 27 -- Littler, a law firm, issued the following commentary on March 26, 2026, by shareholder Gregory Keating and counsel Michael Stefanilo Jr.:
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First Circuit Rejects Per Se Rule that Performance Improvement Plans Automatically Qualify as Adverse Employment Actions
Court highlights that the relevant inquiry is "fact-intensive and PIP-specific"
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This month, in Walsh v. HNTB Corporation, the U.S. Court of Appeals for the First Circuit affirmed a district court finding that placing an employee on a performance improvement plan (PIP), by itself, does notrise to the level of a per se legally redressable "adverse employment action" under federal anti-discrimination laws.
While the decision in Walsh explains that the inquiry "is fact-intensive and PIP-specific," it offers guidance for determining how a PIP can be implemented without constituting an "adverse action."
Brief Background
The plaintiff worked several years for the defendant as an information technology employee. In August 2019, the company placed the plaintiff on a three-month PIP, which she successfully completed. Almost a year later, she resigned.
The plaintiff then brought suit under the Age Discrimination in Employment Act (ADEA), alleging that the company had discriminated against her based on her age by placing her on a PIP, and that this ultimately forced her constructive discharge.
The Court's Decision
The U.S. District Court for the District of Massachusetts sided with the defendant, granting its motion for summary judgment and holding that the PIP at issue did not constitute an adverse employment action. The plaintiff appealed, relying heavily on the Supreme Court's 2024 decision Muldrow v. City of St. Louis. In Muldrow, the Court held that Title VII does not impose a "heightened threshold of harm," and that an employee need not show a "material" change or disadvantage to establish the element of an adverse action. Relying on Muldrow, plaintiff argued that placing her on a PIP was sufficient to show cognizable harm.
The First Circuit rejected the plaintiff's plea for a per se rule, explaining that - even post-Muldrow - an aggrieved employee must show they were "worse off" with respect to the terms or conditions of their employment. In the plaintiff's case, the court was unpersuaded that placement on a PIP negatively affected her. The court noted that the PIP did not assign new duties, alter the plaintiff's title or compensation, or limit her ability to seek opportunities within the company. In short, the court determined that the PIP was nothing more than "documented counseling." While the court acknowledged that an objectively reasonable person may experience distress from being placed on a PIP, a plaintiff must, in addition, show that the PIP somehow negatively altered her employment conditions or terms.
A "Fact-intensive and PIP-specific" Inquiry
Rejecting the plaintiff's contention that all PIPs constitute adverse employment actions, the First Circuit explained that "there is no one-size-fits-all answer for whether a PIP constitutes an adverse employment action." Examining the particulars of plaintiff's situation to determine whether the terms or conditions of her employment were adversely affected, the court considered that the PIP did not reassign or alter plaintiff's job duties, title, or compensation, and it did not act as a barrier to her ability to advance within the organization.
The First Circuit contrasted a post-Muldrow decision from the Seventh Circuit in 2025, with a district court decision from the Southern District of New York in 2024. The Seventh Circuit decided a PIP was not an adverse action "where any changes caused by the PIP were 'within the normal scope of [the plaintiff's] employment and thus did not adversely affect the terms and conditions of her employment.'" Where an employer issues a PIP to alert or warn an employee about performance deficiencies or to assist the employee in developing a plan to improve in their role, the PIP cannot be considered adverse. In contrast the New York district court concluded that placement on a PIP qualified as an adverse action because "it saddl[ed] [the plaintiff] with more and worse tasks, tarnish[ed] her permanent record, dampen[ed] her prospects of a promotion or raise, [and] temporarily prevent[ed] her from transferring."
Demonstrating the fact-specific nature of the inquiry, the First Circuit said the language of the particular PIP showed that its express purpose was to provide plaintiff with "the opportunity to correct [her] unsatisfactory performance." The court pointed out that the PIP "identified several problem areas and provided a corresponding list of ways to improve."
Looking Ahead
Placing an employee on a PIP that is genuinely geared towards performance improvement can be a helpful tool for both employer and employee. Maintaining the terms and conditions of employment unchanged during a PIP reduces the likelihood that placement on the PIP, by itself, will be found to constitute an adverse employment action. Conversely, altering an employee's duties as part of the PIP, or barring the employee from advancement opportunities as a consequence of the PIP, would make it more likely that the PIP would be found an adverse action under Muldrow. When implementing a PIP, it is advisable for employers to ensure its language clearly expresses its remedial purpose while avoiding any negative impact on the terms and conditions of employment.
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Authors
Gregory Keating
Shareholder
Boston
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Michael Stefanilo Jr.
Of Counsel
Boston
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Original text here: https://www.littler.com/news-analysis/asap/first-circuit-rejects-se-rule-performance-improvement-plans-automatically
[Category: BizLaw/Legal]
Comcast Business: Powering Stadiums Of The Future
PHILADELPHIA, Pennsylvania, March 27 -- Comcast, a cable television company, issued the following news release:
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Comcast Business: Powering Stadiums Of The Future
Comcast Business powers some of the most iconic fan experiences in sports. From frictionless entry to 6GHz WiFi, real time data analytics, and advanced fiber infrastructures, our networks sit at the center of how modern stadiums operate. Today's venues aren't just places to watch a game--they're high tech environments built on low latency connectivity, needing massive bandwidth, and mission critical reliability.
With Comcast
... Show Full Article
PHILADELPHIA, Pennsylvania, March 27 -- Comcast, a cable television company, issued the following news release:
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Comcast Business: Powering Stadiums Of The Future
Comcast Business powers some of the most iconic fan experiences in sports. From frictionless entry to 6GHz WiFi, real time data analytics, and advanced fiber infrastructures, our networks sit at the center of how modern stadiums operate. Today's venues aren't just places to watch a game--they're high tech environments built on low latency connectivity, needing massive bandwidth, and mission critical reliability.
With ComcastBusiness supporting 30 major sports venues across 10 professional leagues--and connecting more than 50 million fans every year--we're helping redefine what it means to experience live sports. Here's a look at how Comcast Business is fueling the stadiums of the future.
Oracle Park: Enabling faster entry for fans
Comcast Business helps power a seamless entry experience at Oracle Park through its reliable, high capacity WiFi network. This connectivity enables MLB Go Ahead Entry, the facial authentication system that lets fans walk straight through the gates after a simple one time registration--no tickets needed in hand. The secure, venue wide WiFi supports both the registration process and the real time facial scanning technology at every gate, making entry faster and more convenient for fans. With Comcast Business providing the backbone for this next generation access experience, fans can move effortlessly into Oracle Park and dive right into the action.
Levi's(R) Stadium: Powering one of the most technologically advanced sports venues in the world
At Levi's(R) Stadium - home of the San Francisco 49ers - Comcast Business serves as the connectivity partner powering one of the most advanced sports venues in the world. Through stadium-wide WiFi presented by Xfinity, high-capacity dedicated internet, voice solutions, advanced security, and redundant fiber connectivity, Comcast Business enables everything from mobile ticketing and point-of-sale transactions to security operations, real-time data analytics, and the stadium's command center. Comcast Business also enables frictionless entry at stadium gates and powers frictionless commerce in the team store, letting fans walk in, grab what they need, and check out in seconds. Our enterprise-grade network capabilities support massive fan- demand on game day, integrates seamlessly with the 49ers' in-venue 4K production systems and industry-leading video boards, and provides the resilient, low-latency foundation required to deliver national broadcasts games to tens of millions of viewers.
PPG Paints Arena & UPMC Lemieux Sports Complex: Delivering a more connected experience across venues
Comcast Business has transformed connectivity for the Pittsburgh Penguins with fiber based Dedicated Internet and a next generation 6GHz WiFi network across both PPG Paints Arena and the UPMC Lemieux Sports Complex. Nearly 500 access points now deliver fast, consistent coverage for fans, staff, and players--even during the busiest moments. The upgraded network also links the two facilities, enabling smooth data flow for everything from team operations to fan facing digital services. With stronger, more dependable connectivity in place, the Penguins can deliver a more connected, high performing experience throughout their venues.
Truist Park: Creating modern digital experiences for baseball fans
At Truist Park, Comcast Business helps bring the Braves' technology vision to life by powering one essential piece of their digital transformation: a next generation Wi Fi 6 network. As the team enhances fan touchpoints like mobile ordering, digital ticketing, and modern point of sale systems, Wi Fi 6 provides the speed, density, and reliability needed to support it all--across every seat, concourse, and space in The Battery. This upgrade, enabled by Comcast Business, strengthens real time operations and deepens the digital engagement fans expect when they walk through the gates. In today's game, connectivity isn't just a convenience--it's the foundation that lets the Braves preserve baseball tradition while creating a more immersive, modern fan experience.
Bridgestone Arena: Delivering secure connectivity 24/7/365
Comcast Business partnered with the Nashville Predators to upgrade Bridgestone Arena with a high performance, multi-gigabit fiber connection built for both operations and game day crowds. The circuit delivers dedicated internet service with dramatically faster speeds and scalability toward 100 Gbps, ensuring reliable, secure connectivity throughout the venue. This advanced network backbone supports critical systems and elevates the fan experience across seats, suites, concourses, and restaurants--helping the Predators maintain Bridgestone Arena as a world-class sports and entertainment destination. The point-to-point connectivity between our buildings across Middle Tennessee ensures reliable service for all day-to-day operations, POS systems and guest use as we welcome millions of visitors to our facilities each year.
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Original text here: https://corporate.comcast.com/press/releases/comcast-business-powers-the-stadiums-of-the-future
[Category: BizTelecommunications]
Advent Expands Defense Focus With Commitment to Invest Up to $1 Billion in Next-Generation Defense Technology
BOSTON, Massachusetts, March 27 -- Advent International, a private equity investor, issued the following news release on March 26, 2026:
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Advent expands defense focus with commitment to invest up to $1 billion in next-generation defense technology
- Builds on a longstanding, consistent investment strategy in defense
- Focused on advancing technologies critical to national security and resilience
- Initial investment in Shield AI marks the next phase of this strategy
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Advent, a leading global private equity investor, today announces a commitment to invest up to $1 billion in next-generation
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BOSTON, Massachusetts, March 27 -- Advent International, a private equity investor, issued the following news release on March 26, 2026:
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Advent expands defense focus with commitment to invest up to $1 billion in next-generation defense technology
- Builds on a longstanding, consistent investment strategy in defense
- Focused on advancing technologies critical to national security and resilience
- Initial investment in Shield AI marks the next phase of this strategy
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Advent, a leading global private equity investor, today announces a commitment to invest up to $1 billion in next-generationdefense technology companies.
The commitment builds on Advent's long-established investment strategy in the defense sector, where it has consistently backed businesses supporting national security priorities. The firm's approach reflects a sustained focus on identifying and scaling technologies that are critical to maintaining a strategic edge, including artificial intelligence and autonomous systems.
Advent will pursue investments in differentiated, cutting-edge companies developing advanced capabilities to support defense modernisation and long-term security needs.
Since 2020, Advent has deployed more than $15 billion across the global defense sector, including investments in Cobham, Ultra Electronics, Vantor, and Attalon. This investment history underscores a consistent level of investment activity in the sector, established well ahead of recent geopolitical developments.
Through its ecosystem of experienced executives, government relationships and insights drawn from its portfolio, we believe Advent is well positioned to support pioneering defense technology companies - particularly in areas such as go-to-market strategy, manufacturing scale-up, M&A, and capital markets.
As part of this commitment, Advent has signed a definitive agreement to make an initial investment in the defense technology company Shield AI, co-leading its $1.5 billion Series G funding round, which values the company at $12.7 billion. Founded in 2015, Shield AI develops AI-powered autonomous systems to support air operations, with a mission to protect service members and civilians through intelligent technology.
Shonnel Malani, Managing Partner and global head of aerospace and defense at Advent, said: "We are proud to bring to bear our experience of strategic defense investing and our global network across industry and government to support the next generation of defense technology companies at this critical moment. We believe Shield AI represents the frontier of this transformation and we look forward to partnering with the company as it scales its vision of AI-driven autonomy, helping shape a future where intelligent systems can enhance resilience, protect service members, and redefine the nature of modern security."
The transaction is expected to close in Q2 2026, subject to customary regulatory approvals and closing conditions.
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About Advent
Advent is a leading global private equity investor committed to working in partnership with management teams, entrepreneurs, and founders to help transform businesses. With 16 offices across five continents, we oversee more than USD $100 billion in assets under management/* and have made 448 investments across 44 countries.
Since our founding in 1984, we have developed specialist market expertise across our five core sectors: business & financial services, consumer, healthcare, industrial, and technology. This approach is bolstered by our deep sub-sector knowledge, which informs every aspect of our investment strategy, from sourcing opportunities to working in partnership with management to execute value creation plans. We bring hands-on operational expertise to enhance and accelerate businesses.
As one of the largest privately-owned partnerships, our 655 colleagues leverage the full ecosystem of Advent's global resources, including our Portfolio Support Group, insights provided by industry expert Operating Partners and Operations Advisors, as well as bespoke tools to support and guide our portfolio companies as they seek to achieve their strategic goals.
To learn more, visit our website or connect with us on LinkedIn.
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*/ Assets under management (AUM) as of September 30, 2025. AUM includes assets attributable to Advent advisory clients as well as employee and third-party co-investment vehicles.
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Original text here: https://www.adventinternational.com/news/advent-expands-defense-focus-with-commitment-to-invest-up-to-1-billion-in-next-generation-defense-technology/
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