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UCLA Health: Joosun Shin Receives Early Career Award From the International Association for the Study of Lung Cancer
LOS ANGELES, California, Aug. 8 -- The UCLA Health issued the following news release:
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Joosun Shin receives early career award from the International Association for the Study of Lung Cancer
UCLA Joe C. Wen School of Nursing Assistant Professor Joosun Shin, PhD, RN, AGACNP, is being recognized by the International Association for the Study of Lung Cancer (IASLC) for her work improving outcomes of patients impacted by the disease.
Dr. Shin has been selected to receive the Early Career Education Award for Nurses, designed to provide researchers with access to educational sessions, networking, ... Show Full Article LOS ANGELES, California, Aug. 8 -- The UCLA Health issued the following news release: * * * Joosun Shin receives early career award from the International Association for the Study of Lung Cancer UCLA Joe C. Wen School of Nursing Assistant Professor Joosun Shin, PhD, RN, AGACNP, is being recognized by the International Association for the Study of Lung Cancer (IASLC) for her work improving outcomes of patients impacted by the disease. Dr. Shin has been selected to receive the Early Career Education Award for Nurses, designed to provide researchers with access to educational sessions, networking,and professional development opportunities with colleagues from around the world. The award is given to individuals who are in the first three years of their faculty appointment and have shown significant promise in their research activity. Dr. Shin joined the faculty at UCLA Nursing in 2025.
Her research focuses on improving patient outcomes in lung cancer, with an emphasis on dyspnea (shortness of breath), which is one of the most common, debilitating, and poorly understood symptoms following cancer treatment. Despite its profound impact on recovery, quality of life, and long-term survivorship, dyspnea is difficult to predict and is not adequately captured by current clinical risk models. Her goal is to develop predictive models that identify high-risk patients before curative-intent therapy to guide targeted interventions during recovery.
"Despite its impact on recovery, quality of life, and survivorship, dyspnea remains difficult to predict," said Dr. Shin, who is also a member of the UCLA Health Jonsson Comprehensive Cancer Center. "I am incredibly grateful to IASLC for its support of my research, and I look forward to contributing to the organization's community as a nurse scientist and advocate for patient-centered research."
Dr. Shin will formally receive the award at the IASLC 2026 World Conference on Lung Cancer, taking place this September in Seoul, Republic of Korea.
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Original text here: https://www.uclahealth.org/news/release/joosun-shin-receives-early-career-award-international
[Category: Medical]
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Joosun Shin receives early career award from the International Association for the Study of Lung Cancer
UCLA Joe C. Wen School of Nursing Assistant Professor Joosun Shin, PhD, RN, AGACNP, is being recognized by the International Association for the Study of Lung Cancer (IASLC) for her work improving outcomes of patients impacted by the disease.
Dr. Shin has been selected to receive the Early Career Education Award for Nurses, designed to provide researchers with access to educational sessions, networking, ... Show Full Article LOS ANGELES, California, Aug. 8 -- The UCLA Health issued the following news release: * * * Joosun Shin receives early career award from the International Association for the Study of Lung Cancer UCLA Joe C. Wen School of Nursing Assistant Professor Joosun Shin, PhD, RN, AGACNP, is being recognized by the International Association for the Study of Lung Cancer (IASLC) for her work improving outcomes of patients impacted by the disease. Dr. Shin has been selected to receive the Early Career Education Award for Nurses, designed to provide researchers with access to educational sessions, networking,and professional development opportunities with colleagues from around the world. The award is given to individuals who are in the first three years of their faculty appointment and have shown significant promise in their research activity. Dr. Shin joined the faculty at UCLA Nursing in 2025.
Her research focuses on improving patient outcomes in lung cancer, with an emphasis on dyspnea (shortness of breath), which is one of the most common, debilitating, and poorly understood symptoms following cancer treatment. Despite its profound impact on recovery, quality of life, and long-term survivorship, dyspnea is difficult to predict and is not adequately captured by current clinical risk models. Her goal is to develop predictive models that identify high-risk patients before curative-intent therapy to guide targeted interventions during recovery.
"Despite its impact on recovery, quality of life, and survivorship, dyspnea remains difficult to predict," said Dr. Shin, who is also a member of the UCLA Health Jonsson Comprehensive Cancer Center. "I am incredibly grateful to IASLC for its support of my research, and I look forward to contributing to the organization's community as a nurse scientist and advocate for patient-centered research."
Dr. Shin will formally receive the award at the IASLC 2026 World Conference on Lung Cancer, taking place this September in Seoul, Republic of Korea.
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Original text here: https://www.uclahealth.org/news/release/joosun-shin-receives-early-career-award-international
[Category: Medical]
Shaquille O'Neal and General Mills Search for America's Biggest Cereal Fans, Offering Big Prizes and Exclusive Merch
MINNEAPOLIS, Minnesota, Aug. 8 -- General Mills, a food company, issued the following news release:
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Shaquille O'Neal and General Mills Search for America's Biggest Cereal Fans, Offering Big Prizes and Exclusive Merch
Cinnamon Toast Crunch, Lucky Charms, Reese's Puffs and Honey Nut Cheerios are fueling cereal fandom with larger-than-life prizes, exclusive merch and epic experiences.
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From Cinnamon Toast Crunch loyalists to Lucky Charms obsessives, General Mills cereals have inspired devoted fans for generations. And now, those fans have something BIG to rally around. General Mills is ... Show Full Article MINNEAPOLIS, Minnesota, Aug. 8 -- General Mills, a food company, issued the following news release: * * * Shaquille O'Neal and General Mills Search for America's Biggest Cereal Fans, Offering Big Prizes and Exclusive Merch Cinnamon Toast Crunch, Lucky Charms, Reese's Puffs and Honey Nut Cheerios are fueling cereal fandom with larger-than-life prizes, exclusive merch and epic experiences. - From Cinnamon Toast Crunch loyalists to Lucky Charms obsessives, General Mills cereals have inspired devoted fans for generations. And now, those fans have something BIG to rally around. General Mills ispassing the ball to sports legend and cereal superfan Shaquille O'Neal, to bring his big personality and love of competition to the first ever Biggest Fan Contest -- inviting fans to prove their cereal devotion for the opportunity to win epic prizes, exclusive merch and unforgettable experiences inspired by General Mills Cinnamon Toast Crunch, Lucky Charms, Reese's Puffs and Honey Nut Cheerios cereals.
"I have been eating cereal my whole life, and I'm still just as excited about it now as I was when I was young," said Shaquille O'Neal. "Lucky Charms has always been a favorite -- those marshmallows never get old to me. This contest is a chance to celebrate that same excitement in fans everywhere who love cereal as much as I do."
From cereal-themed tattoos to cereal bars at weddings, fans have found bold ways to show off their cereal love for years. With the Biggest Fan Contest, General Mills is giving their superfans the opportunity to prove their passion by uploading a photo or video and sharing why they deserve the title of Biggest Fan.
The competition will feature one massive grand prize plus four cereal-inspired fan experiences and a year's supply of their favorite cereal:
* Grand Prize: A BIG trip to Shaq's Fun House, including two VIP tickets and $1,000 spending cash, plus a BIG cash prize of $20K and a meet and greet with Shaq.
* Lucky Charms Pot of Gold: A cauldron complete with two 1 oz gold bars along with VIP tickets and a trip for two to Shaq's Fun House.
* Cinnamon Toast Crunch Cinnafan Cave: A fully decked-out, Cinnadusted fan cave for the ultimate game day setup and tickets to Shaq's Fun House.
* Reese's Puffs VIP Pass: A "Very Important Puff" experience to Shaq's Fun House plus $1,500 spending cash and a ride in style to one of the most talked-about parties of football's biggest game, along with a custom Reese's Puffs turntable and sound system.
* Honey Nut Cheerios "Bowl" Hot Tub: A BIG Honey Nut Cheerios bowl-inspired hot tub paired with Cheerios-themed lawn chairs, plus tickets to Shaq's Fun House.
Fans who act fast can score even more -- early entrants will unlock access to limited-edition brand-inspired merch, available while supplies last.
Hitting shelves this August, shoppers can also find a lineup of Fandemonium Faves including limited-edition boxes of Cinnamon Toast Crunch, Lucky Charms, Reese's Puffs and Honey Nut Cheerios featuring custom tattoos inspired by each cereal so fans can show off their spirit. Plus, when shoppers spend $25 on select General Mills products, they can receive $10 back* by uploading their receipt at ScoreWithGeneralMills.com(Opens in a new tab).
"Our cereal fans bring incredible passion and personality to the brands they love, and we believe we have some of the best fans out there," said Megan Brooks, Business Unit Director for Family Favorite Cereals at General Mills. "With Shaq bringing his larger-than-life energy to the Biggest Fan Contest, we wanted to create a fun way for people to join in, show their love for their favorite cereals and compete for some seriously unforgettable prizes."
Through December 31, 2026, fans can visit BiggestFanContest.com(Opens in a new tab) to enter for a chance to win. The top 100 highest-scoring entries will be evaluated by cereal content creator Ami Moyal, known online as @cereallife(Opens in a new tab) and recognized for his love of cereal culture and fandom. From there, Shaq will select the grand prize winner, who will be announced on National Cereal Day, March 7, 2027.
Beginning Monday, September 1, 2026, fans can see Shaq alongside a surprise lineup of cereal superfans in a new ad spot rolling out across TV, streaming and social platforms nationwide.
*Participating Products do not include Gushers, Fruit By The Foot, Fruit Roll-Ups, Betty Crocker Fruit Shapes, Mott's, or Annie's fruit snacks. Offer open only to legal residents of the 50 U.S. (including D.C.), 18 years old and older. To receive $10 reward, make a purchase of participating General Mills products of $25 or more (pre-tax, after any coupons or discounts at register/digital checkout, excluding shipping charges for online purchases) in a single transaction between 8/15/26 and 11/28/26. Blue Buffalo Nudges treats are a participating product; however, other products from Blue Buffalo and other pet brands are not eligible. Upload a photo of your original receipt at www.ScoreWithGeneralMills.com(Opens in a new tab) with purchase date, purchase price of qualifying items, and participating retailer by 11:59 p.m. CT on 12/13/26. Allow 4-6 weeks for the delivery of your reward, subject to verification. Reward will be provided via choice of PayPal, Venmo, Digital or Physical Prepaid Card. Reward not provided at register. Limit 1 redemption/$10 reward per household. Offer subject to full Terms and Conditions (including list of participating products) at www.ScoreWithGeneralMills.com(Opens in a new tab). Paypal/Venmo are not sponsors or otherwise affiliated with this offer.
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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 2026 net sales of U.S. $18 billion. In addition, the company's share of non-consolidated joint venture net sales totaled U.S. $1 billion.
REESE'S and Reese's Puffs trademarks, trade dress, REESE'S Orange Color and Crown Design are used under license.
Shaq(TM) and Shaquille O'Neal(TM) are trademarks of ABG-Shaq, LLC. Rights of Publicity and Persona Rights: ABG-Shaq, LLC. Copyright (c) 2026 ABG-Shaq, LLC.
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Original text here: https://www.generalmills.com/news-and-stories/press-releases/shaquille-oneal-and-general-mills-search-for-americas-biggest-cereal-fans
[Category: BizFood/Beverage]
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Shaquille O'Neal and General Mills Search for America's Biggest Cereal Fans, Offering Big Prizes and Exclusive Merch
Cinnamon Toast Crunch, Lucky Charms, Reese's Puffs and Honey Nut Cheerios are fueling cereal fandom with larger-than-life prizes, exclusive merch and epic experiences.
-
From Cinnamon Toast Crunch loyalists to Lucky Charms obsessives, General Mills cereals have inspired devoted fans for generations. And now, those fans have something BIG to rally around. General Mills is ... Show Full Article MINNEAPOLIS, Minnesota, Aug. 8 -- General Mills, a food company, issued the following news release: * * * Shaquille O'Neal and General Mills Search for America's Biggest Cereal Fans, Offering Big Prizes and Exclusive Merch Cinnamon Toast Crunch, Lucky Charms, Reese's Puffs and Honey Nut Cheerios are fueling cereal fandom with larger-than-life prizes, exclusive merch and epic experiences. - From Cinnamon Toast Crunch loyalists to Lucky Charms obsessives, General Mills cereals have inspired devoted fans for generations. And now, those fans have something BIG to rally around. General Mills ispassing the ball to sports legend and cereal superfan Shaquille O'Neal, to bring his big personality and love of competition to the first ever Biggest Fan Contest -- inviting fans to prove their cereal devotion for the opportunity to win epic prizes, exclusive merch and unforgettable experiences inspired by General Mills Cinnamon Toast Crunch, Lucky Charms, Reese's Puffs and Honey Nut Cheerios cereals.
"I have been eating cereal my whole life, and I'm still just as excited about it now as I was when I was young," said Shaquille O'Neal. "Lucky Charms has always been a favorite -- those marshmallows never get old to me. This contest is a chance to celebrate that same excitement in fans everywhere who love cereal as much as I do."
From cereal-themed tattoos to cereal bars at weddings, fans have found bold ways to show off their cereal love for years. With the Biggest Fan Contest, General Mills is giving their superfans the opportunity to prove their passion by uploading a photo or video and sharing why they deserve the title of Biggest Fan.
The competition will feature one massive grand prize plus four cereal-inspired fan experiences and a year's supply of their favorite cereal:
* Grand Prize: A BIG trip to Shaq's Fun House, including two VIP tickets and $1,000 spending cash, plus a BIG cash prize of $20K and a meet and greet with Shaq.
* Lucky Charms Pot of Gold: A cauldron complete with two 1 oz gold bars along with VIP tickets and a trip for two to Shaq's Fun House.
* Cinnamon Toast Crunch Cinnafan Cave: A fully decked-out, Cinnadusted fan cave for the ultimate game day setup and tickets to Shaq's Fun House.
* Reese's Puffs VIP Pass: A "Very Important Puff" experience to Shaq's Fun House plus $1,500 spending cash and a ride in style to one of the most talked-about parties of football's biggest game, along with a custom Reese's Puffs turntable and sound system.
* Honey Nut Cheerios "Bowl" Hot Tub: A BIG Honey Nut Cheerios bowl-inspired hot tub paired with Cheerios-themed lawn chairs, plus tickets to Shaq's Fun House.
Fans who act fast can score even more -- early entrants will unlock access to limited-edition brand-inspired merch, available while supplies last.
Hitting shelves this August, shoppers can also find a lineup of Fandemonium Faves including limited-edition boxes of Cinnamon Toast Crunch, Lucky Charms, Reese's Puffs and Honey Nut Cheerios featuring custom tattoos inspired by each cereal so fans can show off their spirit. Plus, when shoppers spend $25 on select General Mills products, they can receive $10 back* by uploading their receipt at ScoreWithGeneralMills.com(Opens in a new tab).
"Our cereal fans bring incredible passion and personality to the brands they love, and we believe we have some of the best fans out there," said Megan Brooks, Business Unit Director for Family Favorite Cereals at General Mills. "With Shaq bringing his larger-than-life energy to the Biggest Fan Contest, we wanted to create a fun way for people to join in, show their love for their favorite cereals and compete for some seriously unforgettable prizes."
Through December 31, 2026, fans can visit BiggestFanContest.com(Opens in a new tab) to enter for a chance to win. The top 100 highest-scoring entries will be evaluated by cereal content creator Ami Moyal, known online as @cereallife(Opens in a new tab) and recognized for his love of cereal culture and fandom. From there, Shaq will select the grand prize winner, who will be announced on National Cereal Day, March 7, 2027.
Beginning Monday, September 1, 2026, fans can see Shaq alongside a surprise lineup of cereal superfans in a new ad spot rolling out across TV, streaming and social platforms nationwide.
*Participating Products do not include Gushers, Fruit By The Foot, Fruit Roll-Ups, Betty Crocker Fruit Shapes, Mott's, or Annie's fruit snacks. Offer open only to legal residents of the 50 U.S. (including D.C.), 18 years old and older. To receive $10 reward, make a purchase of participating General Mills products of $25 or more (pre-tax, after any coupons or discounts at register/digital checkout, excluding shipping charges for online purchases) in a single transaction between 8/15/26 and 11/28/26. Blue Buffalo Nudges treats are a participating product; however, other products from Blue Buffalo and other pet brands are not eligible. Upload a photo of your original receipt at www.ScoreWithGeneralMills.com(Opens in a new tab) with purchase date, purchase price of qualifying items, and participating retailer by 11:59 p.m. CT on 12/13/26. Allow 4-6 weeks for the delivery of your reward, subject to verification. Reward will be provided via choice of PayPal, Venmo, Digital or Physical Prepaid Card. Reward not provided at register. Limit 1 redemption/$10 reward per household. Offer subject to full Terms and Conditions (including list of participating products) at www.ScoreWithGeneralMills.com(Opens in a new tab). Paypal/Venmo are not sponsors or otherwise affiliated with this offer.
* * *
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 2026 net sales of U.S. $18 billion. In addition, the company's share of non-consolidated joint venture net sales totaled U.S. $1 billion.
REESE'S and Reese's Puffs trademarks, trade dress, REESE'S Orange Color and Crown Design are used under license.
Shaq(TM) and Shaquille O'Neal(TM) are trademarks of ABG-Shaq, LLC. Rights of Publicity and Persona Rights: ABG-Shaq, LLC. Copyright (c) 2026 ABG-Shaq, LLC.
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Original text here: https://www.generalmills.com/news-and-stories/press-releases/shaquille-oneal-and-general-mills-search-for-americas-biggest-cereal-fans
[Category: BizFood/Beverage]
JCP&L Rate Proposal Delays Bill Impact for Residential Customers Until 2028 While Supporting Reliability Investments
AKRON, Ohio, Aug. 8 -- Jersey Central Power & Light, a subsidiary of FirstEnergy, issued the following news release:
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JCP&L Rate Proposal Delays Bill Impact for Residential Customers Until 2028 While Supporting Reliability Investments
Plan gives customers time to prepare while continuing investments to strengthen electric system
HOLMDEL, New Jersey - Jersey Central Power & Light (JCP&L) has filed a rate proposal with the New Jersey Board of Public Utilities (BPU).
The filing includes:
* Proposed offsets to prevent residential customers from feeling changes to base delivery rates in 2027;
* ... Show Full Article AKRON, Ohio, Aug. 8 -- Jersey Central Power & Light, a subsidiary of FirstEnergy, issued the following news release: * * * JCP&L Rate Proposal Delays Bill Impact for Residential Customers Until 2028 While Supporting Reliability Investments Plan gives customers time to prepare while continuing investments to strengthen electric system HOLMDEL, New Jersey - Jersey Central Power & Light (JCP&L) has filed a rate proposal with the New Jersey Board of Public Utilities (BPU). The filing includes: * Proposed offsets to prevent residential customers from feeling changes to base delivery rates in 2027; *A proposed $253 million increase in base distribution rates, which would result in a bill increase of approximately 7% when offsets expire in 2028;
* The recovery of $476 million in previously deferred storm costs through a separate dedicated charge that goes into effect in January 2028, spreading recovery over a 10-year period rather than seeking recovery over a shorter timeframe.
If approved, the average JCP&L customer would see a total bill increase of about 8.5%, with residential customers seeing an impact of approximately 8.8%. For the typical residential customer using 767 kilowatt-hours (kWh) of electricity, currently paying $162.30 per month, that's $14.23 a month.
While the new base distribution rates would be effective on May 6, 2027, the company will delay the impacts of new rates until January 2028, giving customers more time to prepare for the changes. If approved, proposed offsets would equal the change in base delivery rates for residential customers - the portion of the bill that pays for poles and wires, storm restoration and other delivery costs - in 2027.
Doug Mokoid, FirstEnergy President of New Jersey: "Customers shouldn't have to choose between affordability and reliability. Our balanced approach puts both front-and-center simultaneously by minimizing the impact on bills today and giving customers time to plan, while continuing to invest in the infrastructure needed to deliver safe, reliable service for generations to come."
Committed to Affordability
JCP&L's approach to affordability combines cost discipline, bill protection and future opportunities for customers to save.
Teresa Reed, JCP&L's Vice President, Rates & Regulatory: "We are listening to our customers and leading with affordability. By keeping our own costs down and taking an innovative approach, JCP&L is a responsible steward of our customers' energy dollars."
Base rate filings allow utilities to recover the cost of upgrading infrastructure and restoring customers after storms. Increasingly frequent severe storms pushed JCP&L's deferred storm costs to $476 million before the July 3-6 storms.
Investing in Reliability
JCP&L's $1.5 billion in capital investments over the past three years have brought measurable reliability improvements. In 2025, reliability improved 15%, compared to 2024. So far this year, reliability has improved 38%.
Patricia Mullin, JCP&L's Vice President, Operations: "While we've made progress over the past two years, we still have more work to do. When we invest, our customers benefit. This means fewer interruptions for families, more time open for businesses and more investment in our communities and economy."
JCP&L's plan supports an additional $2.1 billion in base distribution investments, part of a larger five-year, $6.9 billion capital plan that includes:
* Modernizing the grid through focused investments in highest priority circuits;
* Increasing remote capability and control through EnergizeNJ;
* Upgrading transmission assets with a focus on long-term reliability and capacity planning;
* Continuing energy efficiency commitments to help meet state goals and customer needs.
Tree Trimming & Removal: Addressing a Leading Cause of Outages
Trees remain a leading cause of power outages in JCP&L's 3,200-square-mile service territory.
With additional funding to trim vegetation and remove dead and diseased ash trees, the proposal gives the company more ability to mitigate hazard trees before they can cause service interruptions.
* Ash trees, which have been decimated by the Emerald Ash Borer, have been responsible for 60% of tree-related outages since 2020.
* JCP&L has already removed more than 74,000 dead or diseased ash trees since 2017.
Managing Energy Bills
Comprehensive programs can help customers manage their energy bills:
* Whole home energy solutions, HVAC and appliance rebates, energy saving rewards and more are part of JCP&L's energy efficiency program. Visit https://www.firstenergycorp.com/save_energy.html for more information.
* Payment assistance programs are available for qualifying customers. For more information and special arrangements, visit https://www.firstenergycorp.com/billassist.
* JCP&L has proposed a no-risk time-of-use rate trial that would reward customers who use power during lower cost, off-peak periods.
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JCP&L, a FirstEnergy Corp. (NYSE: FE) electric company, serves 1.2 million customers in the counties of Burlington, Essex, Hunterdon, Mercer, Middlesex, Monmouth, Morris, Ocean, Passaic, Somerset, Sussex, Union and Warren. Follow JCP&L on X @JCP_L, on Facebook at facebook.com/JCPandL or online at jcp-l.com.
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FirstEnergy is dedicated to integrity, safety, reliability and operational excellence. Its electric distribution companies form one of the nation's largest investor-owned electric systems, serving six million customers in Ohio, Pennsylvania, New Jersey, West Virginia, Maryland and New York. The company's transmission subsidiaries operate approximately 24,000 miles of transmission lines that connect the Midwest and Mid-Atlantic regions. Visit FirstEnergy online at firstenergycorp.com and follow FirstEnergy on X @FirstEnergyCorp.
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Forward Looking Statements:
This press release includes forward-looking statements based on information currently available to management unless the context requires otherwise, references to "we," "us," "our" and "FirstEnergy" refers to FirstEnergy Corp. and its subsidiaries. Such statements are subject to certain risks and uncertainties and readers are cautioned not to place undue reliance on these forward-looking statements. These statements include declarations regarding management's intents, beliefs and current expectations. These statements typically contain, but are not limited to, the terms "anticipate," "potential," "expect," "forecast," "target," "will," "intend," "believe," "project," "estimate," "plan" and similar words. Forward-looking statements involve estimates, assumptions, known and unknown risks, uncertainties and other factors that may cause actual results, performance or achievements to be materially different from any future results, performance or achievements expressed or implied by such forward-looking statements, which may include the following: the potential liabilities, increased costs and unanticipated developments resulting from government investigations and agreements, including those associated with compliance with or failure to comply with the Deferred Prosecution Agreement entered into July 21, 2021 and settlements with the U.S. Attorney's Office for the Southern District of Ohio and the Securities and Exchange Commission ("SEC"); the risks and uncertainties associated with litigation, including the securities class action lawsuit, regulatory proceedings, arbitration, mediation and similar proceedings; changes in national and regional economic conditions affecting us and/or our customers and the vendors with which we do business, including geopolitical conflicts, recession, volatile interest rates, inflationary pressures, supply chain disruptions, higher fuel costs, and workforce impacts; variations in weather, such as mild seasonal weather variations and severe weather conditions (including events caused, or exacerbated, by climate change, such as wildfires, hurricanes, flooding, droughts, high wind events and extreme heat events) and other natural disasters, which may result in increased storm restoration expenses or material liability and negatively affect future operating results; the potential liabilities and increased costs arising from regulatory actions or outcomes in response to severe weather conditions and other natural disasters; legislative and regulatory developments, and executive orders, including, but not limited to, matters related to rates, generation resource adequacy, co-location of generation and large loads, and compliance and enforcement activity; the ability to access the public securities and other capital and credit markets in accordance with our financial plans, the cost of such capital and overall condition of the capital and credit markets, including the loss of FirstEnergy Corp.'s status as a well-known seasoned issuer; the risks associated with physical attacks, such as acts of war, terrorism, sabotage or other acts of violence, and cyber-attacks and other disruptions to our, or our vendors', information technology systems, which may compromise our operations, and data security breaches of sensitive data, intellectual property and proprietary or personally identifiable information; the ability to accomplish or realize anticipated benefits through establishing a culture of continuous improvement and our other strategic and financial goals, including, but not limited to, executing Energize365, our transmission and distribution investment plan, executing on our rate filing strategy, controlling costs, improving credit metrics, maintaining investment grade ratings, strengthening our balance sheet and growing earnings; changing market conditions affecting the measurement of certain liabilities and the value of assets held in our pension trusts may negatively impact our forecasted growth rate, results of operations and may also cause it to make contributions to its pension sooner or in amounts that are larger than currently anticipated; changes in assumptions regarding factors such as economic conditions within our territories, the reliability of our transmission and distribution system, our generation resource planning in West Virginia, or the availability of capital or other resources supporting identified transmission and distribution investment opportunities; human capital management challenges, including among other things, attracting and retaining appropriately trained and qualified employees and labor disruptions by our unionized workforce; changes to environmental laws and regulations, including, but not limited to, federal and state rules related to climate change, coal combustion residuals, and potential changes to such laws and regulations; changes in customers' demand for power, including, but not limited to, economic conditions, development of data centers, the impact of climate change and emerging technology, particularly with respect to electrification, energy storage, co-location of generation and large loads, and distributed sources of generation; future actions taken by credit rating agencies that could negatively affect either our access to or terms of financing or our financial condition and liquidity; the potential of non-compliance with debt covenants in our credit facilities; the ability to comply with applicable reliability standards and energy efficiency and peak demand reduction mandates; changes to significant accounting policies; any changes in tax laws or regulations, including, but not limited to, the Inflation Reduction Act of 2022, the One Big Beautiful Bill Act of 2025, as signed into law on July 4, 2025, or adverse tax audit results or rulings and potential changes to such laws and regulations; the ability to meet our publicly-disclosed goals relating to climate-related matters, opportunities, improvements, and efficiencies, including FirstEnergy's greenhouse gas reduction goals; and the risks and other factors discussed from time to time in FirstEnergy Corp.'s SEC filings. Dividends declared from time to time on FirstEnergy Corp.'s common stock during any period may in the aggregate vary from prior periods due to circumstances considered by the FirstEnergy Corp. Board at the time of the actual declarations. A security rating is not a recommendation to buy or hold securities and is subject to revision or withdrawal at any time by the assigning rating agency. Each rating should be evaluated independently of any other rating. These forward-looking statements are also qualified by, and should be read together with, the risk factors included in FirstEnergy Corp.'s Form 10-K, Form 10-Q and in other filings with the SEC. The foregoing review of factors also should not be construed as exhaustive. New factors emerge from time to time, and it is not possible for management to predict all such factors, nor assess the impact of any such factor on FirstEnergy Corp.'s business or the extent to which any factor, or combination of factors, may cause results to differ materially from those contained in any forward-looking statements. FirstEnergy Corp. expressly disclaims any obligation to update or revise, except as required by law, any forward-looking statements contained herein or in the information incorporated by reference as a result of new information, future events or otherwise.
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Original text here: https://www.firstenergycorp.com/content/fecorp/newsroom/news_articles/jcpl-rate-proposal-delays-bill-impact-for-residential-customers-until-2028-while-supporting-reliability-investments.html
[Category: BizEnergy]
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JCP&L Rate Proposal Delays Bill Impact for Residential Customers Until 2028 While Supporting Reliability Investments
Plan gives customers time to prepare while continuing investments to strengthen electric system
HOLMDEL, New Jersey - Jersey Central Power & Light (JCP&L) has filed a rate proposal with the New Jersey Board of Public Utilities (BPU).
The filing includes:
* Proposed offsets to prevent residential customers from feeling changes to base delivery rates in 2027;
* ... Show Full Article AKRON, Ohio, Aug. 8 -- Jersey Central Power & Light, a subsidiary of FirstEnergy, issued the following news release: * * * JCP&L Rate Proposal Delays Bill Impact for Residential Customers Until 2028 While Supporting Reliability Investments Plan gives customers time to prepare while continuing investments to strengthen electric system HOLMDEL, New Jersey - Jersey Central Power & Light (JCP&L) has filed a rate proposal with the New Jersey Board of Public Utilities (BPU). The filing includes: * Proposed offsets to prevent residential customers from feeling changes to base delivery rates in 2027; *A proposed $253 million increase in base distribution rates, which would result in a bill increase of approximately 7% when offsets expire in 2028;
* The recovery of $476 million in previously deferred storm costs through a separate dedicated charge that goes into effect in January 2028, spreading recovery over a 10-year period rather than seeking recovery over a shorter timeframe.
If approved, the average JCP&L customer would see a total bill increase of about 8.5%, with residential customers seeing an impact of approximately 8.8%. For the typical residential customer using 767 kilowatt-hours (kWh) of electricity, currently paying $162.30 per month, that's $14.23 a month.
While the new base distribution rates would be effective on May 6, 2027, the company will delay the impacts of new rates until January 2028, giving customers more time to prepare for the changes. If approved, proposed offsets would equal the change in base delivery rates for residential customers - the portion of the bill that pays for poles and wires, storm restoration and other delivery costs - in 2027.
Doug Mokoid, FirstEnergy President of New Jersey: "Customers shouldn't have to choose between affordability and reliability. Our balanced approach puts both front-and-center simultaneously by minimizing the impact on bills today and giving customers time to plan, while continuing to invest in the infrastructure needed to deliver safe, reliable service for generations to come."
Committed to Affordability
JCP&L's approach to affordability combines cost discipline, bill protection and future opportunities for customers to save.
Teresa Reed, JCP&L's Vice President, Rates & Regulatory: "We are listening to our customers and leading with affordability. By keeping our own costs down and taking an innovative approach, JCP&L is a responsible steward of our customers' energy dollars."
Base rate filings allow utilities to recover the cost of upgrading infrastructure and restoring customers after storms. Increasingly frequent severe storms pushed JCP&L's deferred storm costs to $476 million before the July 3-6 storms.
Investing in Reliability
JCP&L's $1.5 billion in capital investments over the past three years have brought measurable reliability improvements. In 2025, reliability improved 15%, compared to 2024. So far this year, reliability has improved 38%.
Patricia Mullin, JCP&L's Vice President, Operations: "While we've made progress over the past two years, we still have more work to do. When we invest, our customers benefit. This means fewer interruptions for families, more time open for businesses and more investment in our communities and economy."
JCP&L's plan supports an additional $2.1 billion in base distribution investments, part of a larger five-year, $6.9 billion capital plan that includes:
* Modernizing the grid through focused investments in highest priority circuits;
* Increasing remote capability and control through EnergizeNJ;
* Upgrading transmission assets with a focus on long-term reliability and capacity planning;
* Continuing energy efficiency commitments to help meet state goals and customer needs.
Tree Trimming & Removal: Addressing a Leading Cause of Outages
Trees remain a leading cause of power outages in JCP&L's 3,200-square-mile service territory.
With additional funding to trim vegetation and remove dead and diseased ash trees, the proposal gives the company more ability to mitigate hazard trees before they can cause service interruptions.
* Ash trees, which have been decimated by the Emerald Ash Borer, have been responsible for 60% of tree-related outages since 2020.
* JCP&L has already removed more than 74,000 dead or diseased ash trees since 2017.
Managing Energy Bills
Comprehensive programs can help customers manage their energy bills:
* Whole home energy solutions, HVAC and appliance rebates, energy saving rewards and more are part of JCP&L's energy efficiency program. Visit https://www.firstenergycorp.com/save_energy.html for more information.
* Payment assistance programs are available for qualifying customers. For more information and special arrangements, visit https://www.firstenergycorp.com/billassist.
* JCP&L has proposed a no-risk time-of-use rate trial that would reward customers who use power during lower cost, off-peak periods.
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JCP&L, a FirstEnergy Corp. (NYSE: FE) electric company, serves 1.2 million customers in the counties of Burlington, Essex, Hunterdon, Mercer, Middlesex, Monmouth, Morris, Ocean, Passaic, Somerset, Sussex, Union and Warren. Follow JCP&L on X @JCP_L, on Facebook at facebook.com/JCPandL or online at jcp-l.com.
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FirstEnergy is dedicated to integrity, safety, reliability and operational excellence. Its electric distribution companies form one of the nation's largest investor-owned electric systems, serving six million customers in Ohio, Pennsylvania, New Jersey, West Virginia, Maryland and New York. The company's transmission subsidiaries operate approximately 24,000 miles of transmission lines that connect the Midwest and Mid-Atlantic regions. Visit FirstEnergy online at firstenergycorp.com and follow FirstEnergy on X @FirstEnergyCorp.
* * *
Forward Looking Statements:
This press release includes forward-looking statements based on information currently available to management unless the context requires otherwise, references to "we," "us," "our" and "FirstEnergy" refers to FirstEnergy Corp. and its subsidiaries. Such statements are subject to certain risks and uncertainties and readers are cautioned not to place undue reliance on these forward-looking statements. These statements include declarations regarding management's intents, beliefs and current expectations. These statements typically contain, but are not limited to, the terms "anticipate," "potential," "expect," "forecast," "target," "will," "intend," "believe," "project," "estimate," "plan" and similar words. Forward-looking statements involve estimates, assumptions, known and unknown risks, uncertainties and other factors that may cause actual results, performance or achievements to be materially different from any future results, performance or achievements expressed or implied by such forward-looking statements, which may include the following: the potential liabilities, increased costs and unanticipated developments resulting from government investigations and agreements, including those associated with compliance with or failure to comply with the Deferred Prosecution Agreement entered into July 21, 2021 and settlements with the U.S. Attorney's Office for the Southern District of Ohio and the Securities and Exchange Commission ("SEC"); the risks and uncertainties associated with litigation, including the securities class action lawsuit, regulatory proceedings, arbitration, mediation and similar proceedings; changes in national and regional economic conditions affecting us and/or our customers and the vendors with which we do business, including geopolitical conflicts, recession, volatile interest rates, inflationary pressures, supply chain disruptions, higher fuel costs, and workforce impacts; variations in weather, such as mild seasonal weather variations and severe weather conditions (including events caused, or exacerbated, by climate change, such as wildfires, hurricanes, flooding, droughts, high wind events and extreme heat events) and other natural disasters, which may result in increased storm restoration expenses or material liability and negatively affect future operating results; the potential liabilities and increased costs arising from regulatory actions or outcomes in response to severe weather conditions and other natural disasters; legislative and regulatory developments, and executive orders, including, but not limited to, matters related to rates, generation resource adequacy, co-location of generation and large loads, and compliance and enforcement activity; the ability to access the public securities and other capital and credit markets in accordance with our financial plans, the cost of such capital and overall condition of the capital and credit markets, including the loss of FirstEnergy Corp.'s status as a well-known seasoned issuer; the risks associated with physical attacks, such as acts of war, terrorism, sabotage or other acts of violence, and cyber-attacks and other disruptions to our, or our vendors', information technology systems, which may compromise our operations, and data security breaches of sensitive data, intellectual property and proprietary or personally identifiable information; the ability to accomplish or realize anticipated benefits through establishing a culture of continuous improvement and our other strategic and financial goals, including, but not limited to, executing Energize365, our transmission and distribution investment plan, executing on our rate filing strategy, controlling costs, improving credit metrics, maintaining investment grade ratings, strengthening our balance sheet and growing earnings; changing market conditions affecting the measurement of certain liabilities and the value of assets held in our pension trusts may negatively impact our forecasted growth rate, results of operations and may also cause it to make contributions to its pension sooner or in amounts that are larger than currently anticipated; changes in assumptions regarding factors such as economic conditions within our territories, the reliability of our transmission and distribution system, our generation resource planning in West Virginia, or the availability of capital or other resources supporting identified transmission and distribution investment opportunities; human capital management challenges, including among other things, attracting and retaining appropriately trained and qualified employees and labor disruptions by our unionized workforce; changes to environmental laws and regulations, including, but not limited to, federal and state rules related to climate change, coal combustion residuals, and potential changes to such laws and regulations; changes in customers' demand for power, including, but not limited to, economic conditions, development of data centers, the impact of climate change and emerging technology, particularly with respect to electrification, energy storage, co-location of generation and large loads, and distributed sources of generation; future actions taken by credit rating agencies that could negatively affect either our access to or terms of financing or our financial condition and liquidity; the potential of non-compliance with debt covenants in our credit facilities; the ability to comply with applicable reliability standards and energy efficiency and peak demand reduction mandates; changes to significant accounting policies; any changes in tax laws or regulations, including, but not limited to, the Inflation Reduction Act of 2022, the One Big Beautiful Bill Act of 2025, as signed into law on July 4, 2025, or adverse tax audit results or rulings and potential changes to such laws and regulations; the ability to meet our publicly-disclosed goals relating to climate-related matters, opportunities, improvements, and efficiencies, including FirstEnergy's greenhouse gas reduction goals; and the risks and other factors discussed from time to time in FirstEnergy Corp.'s SEC filings. Dividends declared from time to time on FirstEnergy Corp.'s common stock during any period may in the aggregate vary from prior periods due to circumstances considered by the FirstEnergy Corp. Board at the time of the actual declarations. A security rating is not a recommendation to buy or hold securities and is subject to revision or withdrawal at any time by the assigning rating agency. Each rating should be evaluated independently of any other rating. These forward-looking statements are also qualified by, and should be read together with, the risk factors included in FirstEnergy Corp.'s Form 10-K, Form 10-Q and in other filings with the SEC. The foregoing review of factors also should not be construed as exhaustive. New factors emerge from time to time, and it is not possible for management to predict all such factors, nor assess the impact of any such factor on FirstEnergy Corp.'s business or the extent to which any factor, or combination of factors, may cause results to differ materially from those contained in any forward-looking statements. FirstEnergy Corp. expressly disclaims any obligation to update or revise, except as required by law, any forward-looking statements contained herein or in the information incorporated by reference as a result of new information, future events or otherwise.
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Original text here: https://www.firstenergycorp.com/content/fecorp/newsroom/news_articles/jcpl-rate-proposal-delays-bill-impact-for-residential-customers-until-2028-while-supporting-reliability-investments.html
[Category: BizEnergy]
Geisinger Expands Cancer Services With Opening of New Lewisburg Facility
DANVILLE, Pennsylvania, Aug. 8 -- Geisinger Health posted the following news release on Aug. 7, 2026:
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Geisinger expands cancer services with opening of new Lewisburg facility
State-of-the-art center builds on a strong foundation of care in Union County
LEWISBURG, Pa. - Geisinger officials, employees and community partners gathered Thursday, Aug. 6, to celebrate the opening of the new Geisinger Cancer Center Lewisburg with a ribbon-cutting ceremony. Expected to welcome its first patients on Monday, Aug. 10, the new state-of-the-art center will expand cancer services and increase appointment ... Show Full Article DANVILLE, Pennsylvania, Aug. 8 -- Geisinger Health posted the following news release on Aug. 7, 2026: * * * Geisinger expands cancer services with opening of new Lewisburg facility State-of-the-art center builds on a strong foundation of care in Union County LEWISBURG, Pa. - Geisinger officials, employees and community partners gathered Thursday, Aug. 6, to celebrate the opening of the new Geisinger Cancer Center Lewisburg with a ribbon-cutting ceremony. Expected to welcome its first patients on Monday, Aug. 10, the new state-of-the-art center will expand cancer services and increase appointmentavailability and is an investment in keeping vital cancer services local in the Lewisburg area.
As the population ages and cancer diagnoses continue to rise, the need for comprehensive cancer care is growing. Over the next five years, the number of patients requiring chemotherapy treatments in the region is expected to rise by nearly 8%, making expanded access to these services crucial. The new Geisinger Cancer Center Lewisburg is designed to meet that growing demand by increasing treatment capacity, enhancing access to specialized services and keeping advanced cancer care local.
"This new facility is an investment in our patients, our families and the health of our community," said Alex Zimmerman, chief administrative officer of Geisinger's central region. "As demand for cancer care continues to grow, we're committed to making sure everyone can find the services they need without having to travel. By expanding cancer services in Lewisburg, we're helping more patients get comprehensive, high-quality care and support in a welcoming environment near the people and places they love."
The 20,000-square-foot cancer center will expand care options and clinical space while building on services already available in Lewisburg. The cancer center will feature 12 exam rooms, 15 infusion stations, external beam radiation and treatment planning. Its outpatient clinic will offer medical oncology, hematology, radiation oncology and Geisinger's first palliative care clinic in Union County.
"Cancer care is continually evolving, and our responsibility is to evolve with it," said Rajiv Panikkar, M.D., chair of the Geisinger Cancer Institute. "This new center strengthens our ability to provide leading-edge, comprehensive care in a setting designed around the patient. By expanding services in Lewisburg, we're giving more patients access to the expertise, treatments and support they need throughout every stage of their cancer journey, all under one roof."
The opening of the facility reinforces Geisinger's promise to offer the best-quality care to everyone it serves and allows for the seamless transition of care when a patient needs more advanced services at nearby Geisinger Medical Center in Danville.
"When Abigail Geisinger envisioned a hospital that would serve her community, her request was 'Make my hospital right; make it the best,'" said Terry Gilliland, M.D., president and CEO of Geisinger. "The expansion of services with the new Geisinger Cancer Center Lewisburg reflects that enduring promise. By growing our services and capacity, we're strengthening access to comprehensive cancer care in the region and helping more patients receive the high-quality treatment and support they need, closer to home."
Geisinger Cancer Center Lewisburg is at 4531 West Branch Highway in East Buffalo Township.
To learn more about cancer care in Union County, visit geisinger.org/cancerinstitute.
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About Geisinger
Geisinger is among the nation's leading providers of value-based care, serving 1.2 million people in rural and urban communities across central and northeastern Pennsylvania. Founded in 1915 by philanthropist Abigail Geisinger, the nonprofit system generates $9 billion in annual revenues across more than 130 care sites -- including 10 hospital campuses -- and Geisinger Health Plan, with 509,000+ enrollees in commercial and government plans. Geisinger College of Health Sciences educates more than 600 medical professionals annually and conducts more than 1,600 clinical research studies. With 28,000 employees, including 1,900 employed physicians and 5,400 registered nurses, Geisinger is among Pennsylvania's largest employers with an estimated economic impact of $18 billion on the state's economy. In 2024, Geisinger joined Risant Health, a nonprofit charitable organization created to expand and accelerate value-based care across the country. Learn more at geisinger.org or connect with us on Facebook, Instagram and LinkedIn.
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Original text here: https://www.geisinger.org/about-geisinger/news-and-media/news-releases/2026/08/07/13/40/geisinger-expands-cancer-services-with-opening-of-new-lewisburg-facility
[Category: BizHospital]
* * *
Geisinger expands cancer services with opening of new Lewisburg facility
State-of-the-art center builds on a strong foundation of care in Union County
LEWISBURG, Pa. - Geisinger officials, employees and community partners gathered Thursday, Aug. 6, to celebrate the opening of the new Geisinger Cancer Center Lewisburg with a ribbon-cutting ceremony. Expected to welcome its first patients on Monday, Aug. 10, the new state-of-the-art center will expand cancer services and increase appointment ... Show Full Article DANVILLE, Pennsylvania, Aug. 8 -- Geisinger Health posted the following news release on Aug. 7, 2026: * * * Geisinger expands cancer services with opening of new Lewisburg facility State-of-the-art center builds on a strong foundation of care in Union County LEWISBURG, Pa. - Geisinger officials, employees and community partners gathered Thursday, Aug. 6, to celebrate the opening of the new Geisinger Cancer Center Lewisburg with a ribbon-cutting ceremony. Expected to welcome its first patients on Monday, Aug. 10, the new state-of-the-art center will expand cancer services and increase appointmentavailability and is an investment in keeping vital cancer services local in the Lewisburg area.
As the population ages and cancer diagnoses continue to rise, the need for comprehensive cancer care is growing. Over the next five years, the number of patients requiring chemotherapy treatments in the region is expected to rise by nearly 8%, making expanded access to these services crucial. The new Geisinger Cancer Center Lewisburg is designed to meet that growing demand by increasing treatment capacity, enhancing access to specialized services and keeping advanced cancer care local.
"This new facility is an investment in our patients, our families and the health of our community," said Alex Zimmerman, chief administrative officer of Geisinger's central region. "As demand for cancer care continues to grow, we're committed to making sure everyone can find the services they need without having to travel. By expanding cancer services in Lewisburg, we're helping more patients get comprehensive, high-quality care and support in a welcoming environment near the people and places they love."
The 20,000-square-foot cancer center will expand care options and clinical space while building on services already available in Lewisburg. The cancer center will feature 12 exam rooms, 15 infusion stations, external beam radiation and treatment planning. Its outpatient clinic will offer medical oncology, hematology, radiation oncology and Geisinger's first palliative care clinic in Union County.
"Cancer care is continually evolving, and our responsibility is to evolve with it," said Rajiv Panikkar, M.D., chair of the Geisinger Cancer Institute. "This new center strengthens our ability to provide leading-edge, comprehensive care in a setting designed around the patient. By expanding services in Lewisburg, we're giving more patients access to the expertise, treatments and support they need throughout every stage of their cancer journey, all under one roof."
The opening of the facility reinforces Geisinger's promise to offer the best-quality care to everyone it serves and allows for the seamless transition of care when a patient needs more advanced services at nearby Geisinger Medical Center in Danville.
"When Abigail Geisinger envisioned a hospital that would serve her community, her request was 'Make my hospital right; make it the best,'" said Terry Gilliland, M.D., president and CEO of Geisinger. "The expansion of services with the new Geisinger Cancer Center Lewisburg reflects that enduring promise. By growing our services and capacity, we're strengthening access to comprehensive cancer care in the region and helping more patients receive the high-quality treatment and support they need, closer to home."
Geisinger Cancer Center Lewisburg is at 4531 West Branch Highway in East Buffalo Township.
To learn more about cancer care in Union County, visit geisinger.org/cancerinstitute.
* * *
About Geisinger
Geisinger is among the nation's leading providers of value-based care, serving 1.2 million people in rural and urban communities across central and northeastern Pennsylvania. Founded in 1915 by philanthropist Abigail Geisinger, the nonprofit system generates $9 billion in annual revenues across more than 130 care sites -- including 10 hospital campuses -- and Geisinger Health Plan, with 509,000+ enrollees in commercial and government plans. Geisinger College of Health Sciences educates more than 600 medical professionals annually and conducts more than 1,600 clinical research studies. With 28,000 employees, including 1,900 employed physicians and 5,400 registered nurses, Geisinger is among Pennsylvania's largest employers with an estimated economic impact of $18 billion on the state's economy. In 2024, Geisinger joined Risant Health, a nonprofit charitable organization created to expand and accelerate value-based care across the country. Learn more at geisinger.org or connect with us on Facebook, Instagram and LinkedIn.
* * *
Original text here: https://www.geisinger.org/about-geisinger/news-and-media/news-releases/2026/08/07/13/40/geisinger-expands-cancer-services-with-opening-of-new-lewisburg-facility
[Category: BizHospital]
Fisher Phillips Issues Insight: What Do Colorado Employers Need to Know About New I-9-Related Duties? 6 Steps to Compliance
ATLANTA, Georgia, Aug. 8 -- Fisher Phillips, a law firm, issued the following insight on Aug. 7, 2026:
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What Do Colorado Employers Need to Know About New I-9-Related Duties? 6 Steps to Compliance
Colorado employers now face a new layer of obligations when reviewing identity and work authorization documents. A recently enacted Colorado law restricts how long employers may hold original government-issued identification and requires a new written notice whenever an employer verifies employment eligibility. The law, which took effect on June 3, does not replace the federal Form I-9 process ... Show Full Article ATLANTA, Georgia, Aug. 8 -- Fisher Phillips, a law firm, issued the following insight on Aug. 7, 2026: * * * What Do Colorado Employers Need to Know About New I-9-Related Duties? 6 Steps to Compliance Colorado employers now face a new layer of obligations when reviewing identity and work authorization documents. A recently enacted Colorado law restricts how long employers may hold original government-issued identification and requires a new written notice whenever an employer verifies employment eligibility. The law, which took effect on June 3, does not replace the federal Form I-9 processbut adds state-specific procedures and potential exposure on top of it. What do you need to know about this new law and what six steps should you consider?
What Happened
Form I-9 is the federal form used to verify a new hire's identity and authorization to work in the United States. Federal rules govern which documents employees may present and how employers review them.
Colorado's new law (HB 26-1283) does not change those federal document lists or verification standards. Instead, it adds state-specific requirements governing how employers handle original government-issued identification documents during the employment eligibility verification process. It includes new rules regarding temporary possession of original documents, employee notice, acknowledgments, and recordkeeping.
Biggest Changes to Know About
Employers should be aware of five significant changes:
* Limits on retaining original documents
You generally may not demand, confiscate, retain, or otherwise require an employee or applicant to surrender an original government-issued identification document. You may temporarily retain an original document while completing Form I-9, but only as long as necessary to verify employment eligibility and never for more than 10 hours.
* Retaining copies of documents is still permitted
The law does not prohibit you from making and retaining copies of identity and work authorization documents when otherwise permitted under federal law or the employer's Form I-9 practices.
* A new written notice requirement
Whenever you verify employment eligibility, you must provide written notice informing the individual that you are not permitted to retain the person's original identification documents.
* Notice and acknowledgment must be retained
The individual must acknowledge receiving the notice, and you must retain both the notice and acknowledgment.
* Translated notices may be required
If you know that English is not the individual's primary language, you must provide the notice in their primary language.
If you know that English is not the individual's primary language, you must provide the notice in their primary language.
Hidden Dangers
The law may also affect more than your HR employees who are responsible for completing I-9s. If recruiters, hiring managers, onboarding teams, staffing personnel, third-party administrators, and remote verification vendors handle original identification documents or participate in the hiring or onboarding process, they are also subject to this new rule.
For this reason, you'll need a consistent process for returning originals promptly, issuing the required notice, obtaining acknowledgment, and preserving the related records.
Remote verification practices may also require attention. You should consider how original documents are presented, reviewed, transmitted, and returned when verification occurs through an authorized representative or third-party provider.
Compliance and Legal Risk
A knowing violation may constitute criminal possession of an identification document, classified under the act as a class 2 misdemeanor. An affected individual may also file a civil claim in court seeking return of the document and pursuing damages resulting from the violation.
6 Steps Employers Should Consider
Colorado employers may want to consider the following six measures to ensure compliance:
1. Review document-handling practices. Identify every point at which original identification documents are collected, transported, scanned, stored, or returned.
2. Create a written notice and acknowledgment. Implement the use of a Colorado-specific form that explains the prohibition on retaining original identification documents and include an acknowledgement statement.
3. Prepare translated versions. Identify the languages commonly used in your workplace and establish a process for providing accurate translations when needed.
4. Limit access to originals. Consider adopting procedures requiring immediate return of original documents and prohibiting overnight or routine storage.
5. Update onboarding and reverification workflows. Incorporate the notice into initial hiring, rehire, reverification, and remote verification processes.
6. Review vendor practices. Confirm that staffing agencies, professional employer organizations, remote verification vendors, and other representatives follow the same restrictions.
7. Monitor for guidance. Colorado officials may soon issue a model notice, implementation guidance, or additional instructions addressing acknowledgment, translation, and retention practices. Pay attention to developments and adjust as necessary. The best way to keep these potential changes on your radar is to subscribe to the Fisher Phillips Insight system.
Conclusion
Fisher Phillips will continue to monitor developments affecting Form I-9 compliance and employment eligibility verification. If you have questions, consult your Fisher Phillips attorney, the authors of this Insight, or any attorney in our Denver office or in the firm's Immigration Practice Group. Make sure that you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information directly to your inbox.
* * *
Related People
Jocelyn Campanaro
Partner
303.218.3667
jcampanaro@fisherphillips.com
* * *
Christopher Caravello
Associate
303.218.3642
ccaravello@fisherphillips.com
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/what-do-colorado-employers-need-to-know-about-new-i-9-related-duties
[Category: BizLaw/Legal]
* * *
What Do Colorado Employers Need to Know About New I-9-Related Duties? 6 Steps to Compliance
Colorado employers now face a new layer of obligations when reviewing identity and work authorization documents. A recently enacted Colorado law restricts how long employers may hold original government-issued identification and requires a new written notice whenever an employer verifies employment eligibility. The law, which took effect on June 3, does not replace the federal Form I-9 process ... Show Full Article ATLANTA, Georgia, Aug. 8 -- Fisher Phillips, a law firm, issued the following insight on Aug. 7, 2026: * * * What Do Colorado Employers Need to Know About New I-9-Related Duties? 6 Steps to Compliance Colorado employers now face a new layer of obligations when reviewing identity and work authorization documents. A recently enacted Colorado law restricts how long employers may hold original government-issued identification and requires a new written notice whenever an employer verifies employment eligibility. The law, which took effect on June 3, does not replace the federal Form I-9 processbut adds state-specific procedures and potential exposure on top of it. What do you need to know about this new law and what six steps should you consider?
What Happened
Form I-9 is the federal form used to verify a new hire's identity and authorization to work in the United States. Federal rules govern which documents employees may present and how employers review them.
Colorado's new law (HB 26-1283) does not change those federal document lists or verification standards. Instead, it adds state-specific requirements governing how employers handle original government-issued identification documents during the employment eligibility verification process. It includes new rules regarding temporary possession of original documents, employee notice, acknowledgments, and recordkeeping.
Biggest Changes to Know About
Employers should be aware of five significant changes:
* Limits on retaining original documents
You generally may not demand, confiscate, retain, or otherwise require an employee or applicant to surrender an original government-issued identification document. You may temporarily retain an original document while completing Form I-9, but only as long as necessary to verify employment eligibility and never for more than 10 hours.
* Retaining copies of documents is still permitted
The law does not prohibit you from making and retaining copies of identity and work authorization documents when otherwise permitted under federal law or the employer's Form I-9 practices.
* A new written notice requirement
Whenever you verify employment eligibility, you must provide written notice informing the individual that you are not permitted to retain the person's original identification documents.
* Notice and acknowledgment must be retained
The individual must acknowledge receiving the notice, and you must retain both the notice and acknowledgment.
* Translated notices may be required
If you know that English is not the individual's primary language, you must provide the notice in their primary language.
If you know that English is not the individual's primary language, you must provide the notice in their primary language.
Hidden Dangers
The law may also affect more than your HR employees who are responsible for completing I-9s. If recruiters, hiring managers, onboarding teams, staffing personnel, third-party administrators, and remote verification vendors handle original identification documents or participate in the hiring or onboarding process, they are also subject to this new rule.
For this reason, you'll need a consistent process for returning originals promptly, issuing the required notice, obtaining acknowledgment, and preserving the related records.
Remote verification practices may also require attention. You should consider how original documents are presented, reviewed, transmitted, and returned when verification occurs through an authorized representative or third-party provider.
Compliance and Legal Risk
A knowing violation may constitute criminal possession of an identification document, classified under the act as a class 2 misdemeanor. An affected individual may also file a civil claim in court seeking return of the document and pursuing damages resulting from the violation.
6 Steps Employers Should Consider
Colorado employers may want to consider the following six measures to ensure compliance:
1. Review document-handling practices. Identify every point at which original identification documents are collected, transported, scanned, stored, or returned.
2. Create a written notice and acknowledgment. Implement the use of a Colorado-specific form that explains the prohibition on retaining original identification documents and include an acknowledgement statement.
3. Prepare translated versions. Identify the languages commonly used in your workplace and establish a process for providing accurate translations when needed.
4. Limit access to originals. Consider adopting procedures requiring immediate return of original documents and prohibiting overnight or routine storage.
5. Update onboarding and reverification workflows. Incorporate the notice into initial hiring, rehire, reverification, and remote verification processes.
6. Review vendor practices. Confirm that staffing agencies, professional employer organizations, remote verification vendors, and other representatives follow the same restrictions.
7. Monitor for guidance. Colorado officials may soon issue a model notice, implementation guidance, or additional instructions addressing acknowledgment, translation, and retention practices. Pay attention to developments and adjust as necessary. The best way to keep these potential changes on your radar is to subscribe to the Fisher Phillips Insight system.
Conclusion
Fisher Phillips will continue to monitor developments affecting Form I-9 compliance and employment eligibility verification. If you have questions, consult your Fisher Phillips attorney, the authors of this Insight, or any attorney in our Denver office or in the firm's Immigration Practice Group. Make sure that you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information directly to your inbox.
* * *
Related People
Jocelyn Campanaro
Partner
303.218.3667
jcampanaro@fisherphillips.com
* * *
Christopher Caravello
Associate
303.218.3642
ccaravello@fisherphillips.com
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/what-do-colorado-employers-need-to-know-about-new-i-9-related-duties
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: California Employer Guide to Latest Update on Proposed PAGA Regulations - 7 Key Points on the LWDA's New Modifications
ATLANTA, Georgia, Aug. 8 -- Fisher Phillips, a law firm, issued the following insight on Aug. 7, 2026:
* * *
California Employer Guide to Latest Update on Proposed PAGA Regulations: 7 Key Points on the LWDA's New Modifications
California officials just announced significant changes to a proposed rule that aims to clarify administrative requirements and procedures under California's Private Attorneys General Act of 2004 (PAGA). The original version of the proposed rule brought a mixed bag for California employers, with some provisions aiding employers and possibly decreasing PAGA litigation, ... Show Full Article ATLANTA, Georgia, Aug. 8 -- Fisher Phillips, a law firm, issued the following insight on Aug. 7, 2026: * * * California Employer Guide to Latest Update on Proposed PAGA Regulations: 7 Key Points on the LWDA's New Modifications California officials just announced significant changes to a proposed rule that aims to clarify administrative requirements and procedures under California's Private Attorneys General Act of 2004 (PAGA). The original version of the proposed rule brought a mixed bag for California employers, with some provisions aiding employers and possibly decreasing PAGA litigation,and others stymying settlements and leading to more court costs. The California Labor Workforce Development Agency's (LWDA) latest modifications to the proposed regulations address some of these concerns while raising others. The modifications, announced on August 3, have now entered a short public comment period that ends August 18. This Insight covers some quick background and gives employers seven key points on the modified proposed rule.
Quick Background
* PAGA and the LWDA. PAGA allows employees to sue their current or former employers to recover civil penalties for alleged violations of the state's Labor Code. PAGA actions are monitored by the LWDA and subject to certain administrative requirements.
* 2024 PAGA Reforms. Governor Gavin Newsom signed legislation in July 2024 that made significant changes to PAGA as part of an effort to avoid a contentious PAGA-related proposition from appearing on the ballot later that year. The reforms offered much-needed relief to employers, such as restructured penalties and various measures aimed at reducing litigation, but also created some new challenges.
* 2026 Proposed Regulations. The LWDA issued a proposed rule in February 2026 that aims to bring long-awaited clarity to the administrative requirements and procedures under PAGA, especially in light of the 2024 reforms. The proposed rule was subject to a public comment period, which closed on March 23 (see FP's submitted comment here), as well as a public hearing on April 9 where the LWDA accepted additional public comments.
The Latest: 7 Key Points on the Modified Proposed PAGA Regulations
The LWDA issued a notice on August 3 about new modifications to the proposed PAGA rule.
The agency is now accepting comments relevant to these modifications, and the 15-day comment period will close on August 18. Here are seven key takeaways for employers, followed by information on how FP can assist with submitting comments to the LWDA.
1. Filing Requirements for Employers and Claimants
Employers (and claimants) would be required to file various documents related to PAGA claims with the LWDA through an online PAGA filing portal, and employers would need to submit responses via a specific link. As modified, the rule would also require employees to specify on their PAGA notices if they are asserting certain OSHA violations and list the specific Labor Code sections or violations allegedly violated by the employer.
These proposals, especially as modified, may help employers in identifying and correcting any alleged violations.
2. Measures to Reduce Abusive Filing Tactics
The original proposed rule included welcomed measures to rein in abusive tactics employed by "high-frequency filers" and "vexatious filers." The modified proposed rule ramps up these measures by:
* expanding "high-frequency filers" to include any attorney who has filed 100 or more (in addition to any law firm that has filed 200 or more) PAGA notices in the preceding 12 months; and
* making it harder for "non-compliant filers" (replacing "vexatious filers") to circumvent prefiling screening requirements.
However, the term "non-compliant filers" appears to be narrower in some respects than the "vexatious filers" term it replaced. For example, a vexatious filer was an attorney or firm that simply repeated non-compliant PAGA notices whereas to be deemed a non-compliant filer, an attorney must file three or more non-compliant PAGA notices in preceding 12 months and then continue to file non-compliant notices after warning from the LWDA.
3. Pre-Litigation Notice Rules
The proposed rule would require every PAGA notice to contain a short and plain statement of the facts and theories supporting each violation alleged and personally suffered by the claimant. As modified, it would also require:
* attorneys filing on behalf of aggrieved employees to include their name, State Bar membership number, and specific contact information in the PAGA notice and on the online submission form when filing through the portal;
* the PAGA notice form to describe the available prelitigation administrative review procedures available, including the employer's right to respond to the notice and any cure opportunities; and
* claimants who receive notice from the LWDA of deficiencies in their PAGA notice to file an amended notice within 30 days.
These changes should help employers investigate the nature of allegations and make informed decisions on whether to exercise their cure rights, while also allowing matters to proceed more efficiently.
4. Small Employer Cure Procedures
The proposed regulations would fill gaps left by the 2024 PAGA reforms regarding cure procedures for employers with fewer than 100 employees during the applicable one-year period. The rules would specify details related to submitting a confidential cure proposal, how the LWDA will review a cure proposal, scheduling cure conferences, preliminary cure determinations, and the process for resolving disputes over the cure process.
None of these proposed provisions were impacted by the LWDA's recent modifications.
5. Wage Statement Cure Procedures
The PAGA reforms allow employers of any size that have had a PAGA notice filed against them to cure alleged violations related to certain pay stub requirements. The proposed regulations add new procedural details related to these types of cure opportunities, such as setting a timeframe for filing the cure notice (within 33 days of the postmark date of the PAGA notice) and expanding the information required to be included in the cure notice.
While these proposals will increase administrative requirements for employers, they at least provide clarity on how to properly and timely cure alleged violations related to wage statements.
6. New Rules That Could Stymy Settlements and Increase Litigation
The proposed regulations establish specific rules and details related to the existing statutory requirement that proposed settlement agreements of PAGA civil actions be submitted to the LWDA. While the modifications addressed some of FP's initial concerns, these proposals still may have negative consequences for employers.
For example, one proposal would require the plaintiff proposing to settle PAGA claims to notify by email all other persons who have civil actions asserting PAGA claims pending against the same employer at that time, and anyone who receives such notice may submit comments to the LWDA within 21 days. This could be problematic for employers because it could potentially lead to fewer settlements and increased litigation.
Another proposal would prohibit claimants from amending a PAGA notice to add violations not alleged, or parties not included, "in a prior PAGA notice as part of or at any time after the claimant has reached a proposed settlement agreement with the employer in a pending civil action." However, the LWDA's recent modifications add an exception here that would allow a claimant to amend a PAGA notice if the amended notice includes specific information and statements. Here are two important considerations:
* This modification is a welcome change for employers, because the original version's blanket ban on settling plaintiffs amending PAGA notices would have led to piecemeal settlements and inadequate protection for employers.
* However, even the modified proposed rule could lead to increased litigation and expenses for employers (some plaintiffs may be unable or unwilling to satisfy the new requirements for filing an amended PAGA notice), as well as delayed settlements (especially because the modified proposal states that amended PAGA notices will be subject to the 65-day review, and, if applicable, 120-day investigation period.)
7. No Retroactivity Once Finalized
If finalized, the PAGA regulations would apply to all matters or cases pending at or filed after the rule's effective date. This was clarified in the recent modifications to the proposed rule. We expect the LWDA to issue final regulations later this year after reviewing all comments relevant to the modifications received by August 18.
* If your business supports or opposes the LWDA's recent modifications to the proposed PAGA rule, or would like to identify anything that may lead to uncertainty, you may consider submitting a public comment by August 18, 2026. Reach out to our FP Gov Team for guidance and best practices for submitting comments to the LWDA.
Conclusion
We will continue to monitor the LWDA's proposed PAGA regulations and provide updates as warranted, so make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in any of our California offices.
* * *
Related People
Nazanin Afshar
Partner
818.230.4259
nafshar@fisherphillips.com
* * *
Benjamin M. Ebbink
Partner
916.210.0400
bebbink@fisherphillips.com
* * *
Ashton M. Riley
Partner
949.798.2186
ariley@fisherphillips.com
* * *
Hannah Sweiss
Partner
818.230.4255
hsweiss@fisherphillips.com
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/california-employer-guide-to-latest-update-on-proposed-paga-regulations
[Category: BizLaw/Legal]
* * *
California Employer Guide to Latest Update on Proposed PAGA Regulations: 7 Key Points on the LWDA's New Modifications
California officials just announced significant changes to a proposed rule that aims to clarify administrative requirements and procedures under California's Private Attorneys General Act of 2004 (PAGA). The original version of the proposed rule brought a mixed bag for California employers, with some provisions aiding employers and possibly decreasing PAGA litigation, ... Show Full Article ATLANTA, Georgia, Aug. 8 -- Fisher Phillips, a law firm, issued the following insight on Aug. 7, 2026: * * * California Employer Guide to Latest Update on Proposed PAGA Regulations: 7 Key Points on the LWDA's New Modifications California officials just announced significant changes to a proposed rule that aims to clarify administrative requirements and procedures under California's Private Attorneys General Act of 2004 (PAGA). The original version of the proposed rule brought a mixed bag for California employers, with some provisions aiding employers and possibly decreasing PAGA litigation,and others stymying settlements and leading to more court costs. The California Labor Workforce Development Agency's (LWDA) latest modifications to the proposed regulations address some of these concerns while raising others. The modifications, announced on August 3, have now entered a short public comment period that ends August 18. This Insight covers some quick background and gives employers seven key points on the modified proposed rule.
Quick Background
* PAGA and the LWDA. PAGA allows employees to sue their current or former employers to recover civil penalties for alleged violations of the state's Labor Code. PAGA actions are monitored by the LWDA and subject to certain administrative requirements.
* 2024 PAGA Reforms. Governor Gavin Newsom signed legislation in July 2024 that made significant changes to PAGA as part of an effort to avoid a contentious PAGA-related proposition from appearing on the ballot later that year. The reforms offered much-needed relief to employers, such as restructured penalties and various measures aimed at reducing litigation, but also created some new challenges.
* 2026 Proposed Regulations. The LWDA issued a proposed rule in February 2026 that aims to bring long-awaited clarity to the administrative requirements and procedures under PAGA, especially in light of the 2024 reforms. The proposed rule was subject to a public comment period, which closed on March 23 (see FP's submitted comment here), as well as a public hearing on April 9 where the LWDA accepted additional public comments.
The Latest: 7 Key Points on the Modified Proposed PAGA Regulations
The LWDA issued a notice on August 3 about new modifications to the proposed PAGA rule.
The agency is now accepting comments relevant to these modifications, and the 15-day comment period will close on August 18. Here are seven key takeaways for employers, followed by information on how FP can assist with submitting comments to the LWDA.
1. Filing Requirements for Employers and Claimants
Employers (and claimants) would be required to file various documents related to PAGA claims with the LWDA through an online PAGA filing portal, and employers would need to submit responses via a specific link. As modified, the rule would also require employees to specify on their PAGA notices if they are asserting certain OSHA violations and list the specific Labor Code sections or violations allegedly violated by the employer.
These proposals, especially as modified, may help employers in identifying and correcting any alleged violations.
2. Measures to Reduce Abusive Filing Tactics
The original proposed rule included welcomed measures to rein in abusive tactics employed by "high-frequency filers" and "vexatious filers." The modified proposed rule ramps up these measures by:
* expanding "high-frequency filers" to include any attorney who has filed 100 or more (in addition to any law firm that has filed 200 or more) PAGA notices in the preceding 12 months; and
* making it harder for "non-compliant filers" (replacing "vexatious filers") to circumvent prefiling screening requirements.
However, the term "non-compliant filers" appears to be narrower in some respects than the "vexatious filers" term it replaced. For example, a vexatious filer was an attorney or firm that simply repeated non-compliant PAGA notices whereas to be deemed a non-compliant filer, an attorney must file three or more non-compliant PAGA notices in preceding 12 months and then continue to file non-compliant notices after warning from the LWDA.
3. Pre-Litigation Notice Rules
The proposed rule would require every PAGA notice to contain a short and plain statement of the facts and theories supporting each violation alleged and personally suffered by the claimant. As modified, it would also require:
* attorneys filing on behalf of aggrieved employees to include their name, State Bar membership number, and specific contact information in the PAGA notice and on the online submission form when filing through the portal;
* the PAGA notice form to describe the available prelitigation administrative review procedures available, including the employer's right to respond to the notice and any cure opportunities; and
* claimants who receive notice from the LWDA of deficiencies in their PAGA notice to file an amended notice within 30 days.
These changes should help employers investigate the nature of allegations and make informed decisions on whether to exercise their cure rights, while also allowing matters to proceed more efficiently.
4. Small Employer Cure Procedures
The proposed regulations would fill gaps left by the 2024 PAGA reforms regarding cure procedures for employers with fewer than 100 employees during the applicable one-year period. The rules would specify details related to submitting a confidential cure proposal, how the LWDA will review a cure proposal, scheduling cure conferences, preliminary cure determinations, and the process for resolving disputes over the cure process.
None of these proposed provisions were impacted by the LWDA's recent modifications.
5. Wage Statement Cure Procedures
The PAGA reforms allow employers of any size that have had a PAGA notice filed against them to cure alleged violations related to certain pay stub requirements. The proposed regulations add new procedural details related to these types of cure opportunities, such as setting a timeframe for filing the cure notice (within 33 days of the postmark date of the PAGA notice) and expanding the information required to be included in the cure notice.
While these proposals will increase administrative requirements for employers, they at least provide clarity on how to properly and timely cure alleged violations related to wage statements.
6. New Rules That Could Stymy Settlements and Increase Litigation
The proposed regulations establish specific rules and details related to the existing statutory requirement that proposed settlement agreements of PAGA civil actions be submitted to the LWDA. While the modifications addressed some of FP's initial concerns, these proposals still may have negative consequences for employers.
For example, one proposal would require the plaintiff proposing to settle PAGA claims to notify by email all other persons who have civil actions asserting PAGA claims pending against the same employer at that time, and anyone who receives such notice may submit comments to the LWDA within 21 days. This could be problematic for employers because it could potentially lead to fewer settlements and increased litigation.
Another proposal would prohibit claimants from amending a PAGA notice to add violations not alleged, or parties not included, "in a prior PAGA notice as part of or at any time after the claimant has reached a proposed settlement agreement with the employer in a pending civil action." However, the LWDA's recent modifications add an exception here that would allow a claimant to amend a PAGA notice if the amended notice includes specific information and statements. Here are two important considerations:
* This modification is a welcome change for employers, because the original version's blanket ban on settling plaintiffs amending PAGA notices would have led to piecemeal settlements and inadequate protection for employers.
* However, even the modified proposed rule could lead to increased litigation and expenses for employers (some plaintiffs may be unable or unwilling to satisfy the new requirements for filing an amended PAGA notice), as well as delayed settlements (especially because the modified proposal states that amended PAGA notices will be subject to the 65-day review, and, if applicable, 120-day investigation period.)
7. No Retroactivity Once Finalized
If finalized, the PAGA regulations would apply to all matters or cases pending at or filed after the rule's effective date. This was clarified in the recent modifications to the proposed rule. We expect the LWDA to issue final regulations later this year after reviewing all comments relevant to the modifications received by August 18.
* If your business supports or opposes the LWDA's recent modifications to the proposed PAGA rule, or would like to identify anything that may lead to uncertainty, you may consider submitting a public comment by August 18, 2026. Reach out to our FP Gov Team for guidance and best practices for submitting comments to the LWDA.
Conclusion
We will continue to monitor the LWDA's proposed PAGA regulations and provide updates as warranted, so make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in any of our California offices.
* * *
Related People
Nazanin Afshar
Partner
818.230.4259
nafshar@fisherphillips.com
* * *
Benjamin M. Ebbink
Partner
916.210.0400
bebbink@fisherphillips.com
* * *
Ashton M. Riley
Partner
949.798.2186
ariley@fisherphillips.com
* * *
Hannah Sweiss
Partner
818.230.4255
hsweiss@fisherphillips.com
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/california-employer-guide-to-latest-update-on-proposed-paga-regulations
[Category: BizLaw/Legal]
Alston & Bird Tops GlobalData Ranking for Financial Services M&A in First Half of 2026
ATLANTA, Georgia, Aug. 8 -- Alston and Bird, a law firm, issued the following news release:
* * *
Alston & Bird Tops GlobalData Ranking for Financial Services M&A in First Half of 2026
Alston & Bird ranked first among legal advisers for the number of financial services M&A transactions during the first half of 2026, according to new data from GlobalData.
The firm advised on 23 deals, the highest volume among all legal advisers tracked in the report.
The ranking follows Alston & Bird's #1 position in GlobalData's 2025 financial services M&A league tables, underscoring the firm's continued ... Show Full Article ATLANTA, Georgia, Aug. 8 -- Alston and Bird, a law firm, issued the following news release: * * * Alston & Bird Tops GlobalData Ranking for Financial Services M&A in First Half of 2026 Alston & Bird ranked first among legal advisers for the number of financial services M&A transactions during the first half of 2026, according to new data from GlobalData. The firm advised on 23 deals, the highest volume among all legal advisers tracked in the report. The ranking follows Alston & Bird's #1 position in GlobalData's 2025 financial services M&A league tables, underscoring the firm's continuedleadership in the sector.
Covering announced financial services transactions during the first six months of the year, the report highlights Alston & Bird's continued leadership advising banks, investment managers, fintech companies, and specialty finance institutions on complex strategic transactions.
Lawyers in Alston & Bird's Financial Services Group guide clients through a broad range of transactions, leveraging extensive experience across mergers, acquisitions, dispositions, joint ventures, management buyouts, auctions, tender offers, going-private transactions, and spinoffs.
* * *
Original text here: https://www.alston.com/en/insights/news/2026/08/globaldata-financial-services-ma-2026-h1
[Category: BizLaw/Legal]
* * *
Alston & Bird Tops GlobalData Ranking for Financial Services M&A in First Half of 2026
Alston & Bird ranked first among legal advisers for the number of financial services M&A transactions during the first half of 2026, according to new data from GlobalData.
The firm advised on 23 deals, the highest volume among all legal advisers tracked in the report.
The ranking follows Alston & Bird's #1 position in GlobalData's 2025 financial services M&A league tables, underscoring the firm's continued ... Show Full Article ATLANTA, Georgia, Aug. 8 -- Alston and Bird, a law firm, issued the following news release: * * * Alston & Bird Tops GlobalData Ranking for Financial Services M&A in First Half of 2026 Alston & Bird ranked first among legal advisers for the number of financial services M&A transactions during the first half of 2026, according to new data from GlobalData. The firm advised on 23 deals, the highest volume among all legal advisers tracked in the report. The ranking follows Alston & Bird's #1 position in GlobalData's 2025 financial services M&A league tables, underscoring the firm's continuedleadership in the sector.
Covering announced financial services transactions during the first six months of the year, the report highlights Alston & Bird's continued leadership advising banks, investment managers, fintech companies, and specialty finance institutions on complex strategic transactions.
Lawyers in Alston & Bird's Financial Services Group guide clients through a broad range of transactions, leveraging extensive experience across mergers, acquisitions, dispositions, joint ventures, management buyouts, auctions, tender offers, going-private transactions, and spinoffs.
* * *
Original text here: https://www.alston.com/en/insights/news/2026/08/globaldata-financial-services-ma-2026-h1
[Category: BizLaw/Legal]