ResidentialBusiness

Guy Hands’ Annington, Just Eat Takeaway and Tennet among borrowers under pressure from investors over asset salesView the full article

Despite a fragmented landscape, industry momentum has been rising since Russia invaded UkraineView the full article

Decades of under-investment in military has left region isolated in US-Russia negotiations, says Rheinmetall chiefView the full article

Ministers will be told to look at whether some watchdogs can be scrappedView the full article

Start-up in talks over ways to allow its non-profit board to maintain control after conversion to a for-profit businessView the full article

UK tax authority rows back on changes to whether limited liability partners can be seen as employeesView the full article

Vast estimated deposits of lithium, titanium and rare earths such as gallium have yet to be significantly developedView the full article

The UK expansion of the quintessential New York firm is a long-term bet on the importance of English commercial lawView the full article

The iPhone maker wants to diversify its supply chain beyond China. Can the world’s largest democracy deliver?View the full article

Donald Trump’s concessions to Vladimir Putin have alarmed European and Ukrainian officialsView the full article

YouTube has announced the integration of Google DeepMind’s latest video generation model, Veo 2, into its Shorts platform, enhancing AI-powered creative tools for users. The update expands Dream Screen, YouTube’s AI-driven background generator, and introduces the ability to create standalone AI-generated video clips that can be added to Shorts. With the launch of Veo 2, users can now generate video clips from simple text prompts, filling gaps in their content or creating entirely new scenes. This new capability allows creators to add AI-generated elements directly into Shorts without needing original footage. “Need a specific scene but don’t have the right footage? Want to turn your imagination into reality and tell a unique story?” wrote Dina Berrada, Director of Product, Generative AI Creation at YouTube. “Simply use a text prompt to generate a video clip that fits perfectly into your narrative, or create a whole new world of content.” The integration of Veo 2 enhances Dream Screen, making AI-generated videos more detailed, realistic, and faster to produce. The upgraded model improves real-world physics and human movement, while also allowing users to apply specific styles, lens effects, and cinematic filters to their AI-generated content. How to Use Veo 2 in YouTube Shorts Creators can access the new features in two ways: To generate AI video backgrounds: Open the Shorts camera, select Green Screen, then choose Dream Screen and enter a text prompt to create a custom background. To create AI-generated video clips: Open the Shorts camera, tap Add to open the media picker, then select Create at the top. After entering a text prompt, select an image, tap Create video, and choose the desired length. YouTube has implemented SynthID watermarks and clear labels to distinguish AI-generated content. These features are now available in the U.S., Canada, Australia, and New Zealand, with plans for further expansion. This article, "YouTube Integrates Veo 2 AI Video Generation Into Shorts, Expands Creative Tools" was first published on Small Business Trends View the full article

YouTube has announced the integration of Google DeepMind’s latest video generation model, Veo 2, into its Shorts platform, enhancing AI-powered creative tools for users. The update expands Dream Screen, YouTube’s AI-driven background generator, and introduces the ability to create standalone AI-generated video clips that can be added to Shorts. With the launch of Veo 2, users can now generate video clips from simple text prompts, filling gaps in their content or creating entirely new scenes. This new capability allows creators to add AI-generated elements directly into Shorts without needing original footage. “Need a specific scene but don’t have the right footage? Want to turn your imagination into reality and tell a unique story?” wrote Dina Berrada, Director of Product, Generative AI Creation at YouTube. “Simply use a text prompt to generate a video clip that fits perfectly into your narrative, or create a whole new world of content.” The integration of Veo 2 enhances Dream Screen, making AI-generated videos more detailed, realistic, and faster to produce. The upgraded model improves real-world physics and human movement, while also allowing users to apply specific styles, lens effects, and cinematic filters to their AI-generated content. How to Use Veo 2 in YouTube Shorts Creators can access the new features in two ways: To generate AI video backgrounds: Open the Shorts camera, select Green Screen, then choose Dream Screen and enter a text prompt to create a custom background. To create AI-generated video clips: Open the Shorts camera, tap Add to open the media picker, then select Create at the top. After entering a text prompt, select an image, tap Create video, and choose the desired length. YouTube has implemented SynthID watermarks and clear labels to distinguish AI-generated content. These features are now available in the U.S., Canada, Australia, and New Zealand, with plans for further expansion. This article, "YouTube Integrates Veo 2 AI Video Generation Into Shorts, Expands Creative Tools" was first published on Small Business Trends View the full article

Relations between bosses soured as Honda grew frustrated with Nissan’s restructuringView the full article

The Fast Company Impact Council is a private membership community of influential leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual membership dues for access to peer learning and thought leadership opportunities, events and more. When you factor in home, school, work, and other public spaces, the average person spends 90% of their time indoors. Given this, it’s probably no surprise that the built environment is responsible for 42% of the world’s carbon (CO2) emissions. This number is too big and the likelihood of it increasing is high when you consider aging buildings, extreme weather, a rising number of powered devices, and the energy demands of AI and high-performance computers. One way for workplaces to lower it is to go back to school and take a page from today’s campus IT leaders and administrators. In addition to monitoring energy consumption, shifting high demand processing needs to off-peak times, and taking advantage of government incentives including energy tax credits and grants, campus leaders have uncovered a new way to get a better handle on energy consumption. One that can potentially lower their buildings’ carbon emissions and be replicated in the workplace. The problem with estimating energy needs Energy consumption and distribution are often based on assumptions. For example, an ad hoc observation could tell you that sections of the library have fewer people on Saturday night versus Monday night. And that student projects and hackathons bring together clusters of people hovering over a table or in a lab. You can also assume energy consumption is higher in dorms on weekday mornings as students get ready for classes while administration buildings are still dark, therefore requiring less power in the administration buildings. Also, for university administrators, budgeting meetings require a larger conference room while one-on-one conversations are in private offices. For these different activities, energy needs vary. These assumptions may be helpful but are not entirely accurate; otherwise CO2 emissions would be decreasing. The HVAC and IT teams have likely already factored the ebb and flow of foot traffic and occupancy into buildings for heating and cooling systems. However, they can’t know the frequency and timing of ad hoc meetings. Meanwhile, the time and cost of powering up an area for a short meeting can be untenable, which explains why a space is often set to a consistent room temperature regardless of usage. Our buildings today don’t understand what users need or intend. I’m sure you remember evenings when you were studying or working alone in a classroom or office, only to have the lights suddenly shut off—forcing you to do a little dance to turn them back on. The situation is similar with HVAC systems. In many buildings, a single rooftop unit cools the entire space, so if one person feels hot in a room and sets the thermostat to “low,” the system might crank up the AC dramatically, wasting a lot of energy. These reactive responses are inefficient for building systems. The future lies in leveraging spatial intelligence to understand how users interact with space and to predict future needs and trends. Use AI to replace assumptions with actual data Little is known about understanding how humans use campus buildings and the office, yet that is changing. Instead of assumption-based decisions, campuses are tuning in to how students and staff use the buildings. For a while, the benefits of occupancy trackers, productivity tools, and cameras were touted, but those are incomplete at best and invasive at worst. This is why higher education institutions are tapping into newer technologies that combine AI and body heat sensing technology with anonymity to better understand how humans use indoor space. In addition to providing insight into foot traffic and occupancy, human movements can tell you the frequency of ad hoc meetings and the need for collaborative versus individual space based on how humans interact on a regular basis. The institutions and organizations using these newer technologies aren’t interested in who is in the space, nor are they capturing that data; they are focused on how the space is being used. Campus insights are transferable to the workplace Campus energy demands are not unlike workplace energy demands. In many instances, both have a mix of older and newer buildings, fluctuating needs for individual work and group collaboration, and fluid foot traffic and occupancy due to shifts in return to office policies. Additionally, each campus and company have distinct corporate cultures. When we have a complete and accurate picture of how indoor space is used by humans, it leads to a better distribution of heating and cooling systems to meet the needs of the people in them. As a result, we see: Fewer blackouts: Despite older infrastructures being retrofitted, the number of blackouts is steadily increasing. Data from Climate Central reports that the U.S. has experienced a 58% increase in weather-related power outages over the past decade compared to the 2000s. A better understanding of energy consumption and needs can help lower the likelihood of blackouts. Higher value from investments in retrofits: According to Professor Kent Larson, director of the City Science research group at the MIT Media Lab, one can lower a building’s carbon footprint by using “deep energy retrofit” with newer technologies in HVAC/building materials and building sensory systems, including heat sensing technology to understand the effects of movements in a space. More productive workspaces: Instead of expensive or one-size-fits-all campus and office designs, interiors can reflect the distinct culture of the institution or organization. Spaces that accommodate the people in them result in more productive, collaborative, and meaningful environments. These types of insights flow into cost savings on energy and maintenance, lower carbon footprints, greater return on technology investments, and higher retention. In the workplace, it’s clear that employees are now in the office more regularly. In a January 2025 report, JLL cites rental rates are trending upwards and leasing has cemented post-pandemic highs in the last three consecutive quarters. What’s more, Q4 volume was at least 92% of pre-pandemic averages. As organizations try to make the office a place employees want to be, it is worth taking a closer look at innovations on campuses that can make a difference in the well-being of employees and the planet. Honghao Deng is the CEO and cofounder of Butlr, an MIT Media Lab spinout. View the full article

Luigi Mangione, the suspect in the alleged murder of United Healthcare CEO Brian Thompson, is in prison awaiting trial. But he still managed to launch a new website, along with his first official statement since his arrest, via his legal team. The message states that Mangione, who is being held at Brooklyn’s Metropolitan Detention Center, has been “overwhelmed” by and “grateful” for the support he’s received in the form of letters from those who have been moved by his story. Although federal charges against the 26-year-old Mangione include stalking and murder for allegedly gunning down Thompson in front of a New York City hotel, some Americans who are frustrated with the state of the health insurance industry have celebrated him as a folk hero. Not long after a manhunt for the shooter began, there were memes, donations, merchandise, and conversations over the potential for copycats. “Powerfully, this support has transcended political, racial, and even class divisions, as mail has flooded MDC from across the country, and around the globe,” said Mangione in the statement. “While it is impossible for me to reply to most letters, please know that I read every one that I receive. Thank you again to everyone who took the time to write. I look forward to hearing more in the future.” Mangione’s legal team also shared a note on the site, explaining why they felt the need to create the outlet. “Due to the extraordinary volume of inquiries and outpouring of support, this site was created and is maintained by Luigi Mangione’s New York legal defense team to provide answers to frequently asked questions, accurate information about his cases, and dispel misinformation,” the note read. “The intent is to share factual information regarding the unprecedented, multiple prosecutions against him.” Per the site’s FAQ page, Mangione’s team asked that supporters limit the number of certain items they are sending, such as photos. “Luigi is allowed to receive photos via Shutterfly and FreePrints in accordance with mail procedures while in custody,” the section explains, noting Mangione has received many photos. “Due to the volume of photos, they could take longer than usual to be screened and shared. Luigi appreciates the photos that are sent and kindly asks that people send no more than five photos at a time. Please note that every photo that is received is screened and reviewed by law enforcement.” It also asked that supporters temporarily refrain from sending books, given a large number have already been sent. The site also includes a link to a Give Send Go crowdfunding website, which supporters have been donating to in order to help pay for the suspect’s legal fees. As of Monday afternoon, the donations topped $475,000. Last week, the accused’s attorney, Karen Friedman Agnifilo told ABC News, “Luigi is aware of the fund and very much appreciates the outpouring of support.” Agnifilo continued, “My client plans on utilizing it to fight all three of the unprecedented cases against him.” Mangione has pleaded not guilty to the charges, which include first-degree murder, an act of terrorism, criminal possession of a weapon and forgery by using a fake ID. His next court appearance is scheduled for February 21 in Manhattan. View the full article

A new study from Atticus highlights the risks faced by gig economy workers, revealing that many continue working through injuries without compensation or support. The research, based on a survey of 1,000 American gig workers, found that 15% have suffered workplace injuries or illnesses, with nearly 90% working through their health issues due to financial pressures. The findings underscore the lack of safety nets and growing concerns about long-term job security. Injuries and Financial Burden Gig roles such as rideshare driving, food delivery, and manual labor present significant health risks. Despite this, more than 80% of injured workers received no compensation or insurance benefits. Many paid out-of-pocket for treatment, with Gen Z (59%) and Gen X (56%) workers most likely to cover costs themselves. The inability to take time off for recovery is another major challenge. Three in four injured or ill gig workers returned to work before they were ready, highlighting the financial strain caused by the lack of paid leave. Some workers found the burden unsustainable, with 2% quitting due to injury or illness, a figure disproportionately affecting Gen X workers (10%). Working Through Injuries Without Compensation Despite the high injury rate, nearly 90% of gig workers continued working while injured or ill, with Gen X workers (93%) being the most likely to push through. Employer support was largely absent, with 47% of injured workers feeling their injury was ignored. Workers’ compensation remained out of reach for most. More than three in four gig workers never applied, often due to lack of knowledge or the belief that their injury wouldn’t qualify. Among those who did apply, 30% were denied benefits, often due to insufficient supporting evidence. Gen Z workers were the most likely to apply (42%), with 35% receiving benefits, while Gen X workers had the lowest application rate (7%) and approval rate (7%). Burnout and Calls for Change Beyond physical injuries, burnout is a growing issue in the gig economy. Two in five gig workers reported burnout from working through health issues, with Gen Z workers (50%) particularly affected. Additionally, 87% worry about a future injury leaving them without income, with the concern highest among Gen X and Gen Z (88%). The financial and physical risks of gig work are leading many to seek alternatives. One in two gig workers is considering traditional full-time employment for more stability, with three in five Gen Z workers expressing interest. Unionization and Policy Reform The study also found nearly 80% of gig workers support forming a union or collective to push for stronger workplace protections, with 85% of Gen Z workers in favor. The findings suggest a growing movement toward advocacy in response to the lack of employer-provided safety nets. Rethinking Protections for Gig Workers The study underscores the need for greater education and policy reform to protect gig workers. One-third (34%) of respondents admitted they didn’t know how workers’ compensation works, meaning some may have been eligible but didn’t apply. Image: Envato This article, "Study: Gig Workers Face High Injury Risks, Financial Strain, and Lack of Support" was first published on Small Business Trends View the full article

A new study from Atticus highlights the risks faced by gig economy workers, revealing that many continue working through injuries without compensation or support. The research, based on a survey of 1,000 American gig workers, found that 15% have suffered workplace injuries or illnesses, with nearly 90% working through their health issues due to financial pressures. The findings underscore the lack of safety nets and growing concerns about long-term job security. Injuries and Financial Burden Gig roles such as rideshare driving, food delivery, and manual labor present significant health risks. Despite this, more than 80% of injured workers received no compensation or insurance benefits. Many paid out-of-pocket for treatment, with Gen Z (59%) and Gen X (56%) workers most likely to cover costs themselves. The inability to take time off for recovery is another major challenge. Three in four injured or ill gig workers returned to work before they were ready, highlighting the financial strain caused by the lack of paid leave. Some workers found the burden unsustainable, with 2% quitting due to injury or illness, a figure disproportionately affecting Gen X workers (10%). Working Through Injuries Without Compensation Despite the high injury rate, nearly 90% of gig workers continued working while injured or ill, with Gen X workers (93%) being the most likely to push through. Employer support was largely absent, with 47% of injured workers feeling their injury was ignored. Workers’ compensation remained out of reach for most. More than three in four gig workers never applied, often due to lack of knowledge or the belief that their injury wouldn’t qualify. Among those who did apply, 30% were denied benefits, often due to insufficient supporting evidence. Gen Z workers were the most likely to apply (42%), with 35% receiving benefits, while Gen X workers had the lowest application rate (7%) and approval rate (7%). Burnout and Calls for Change Beyond physical injuries, burnout is a growing issue in the gig economy. Two in five gig workers reported burnout from working through health issues, with Gen Z workers (50%) particularly affected. Additionally, 87% worry about a future injury leaving them without income, with the concern highest among Gen X and Gen Z (88%). The financial and physical risks of gig work are leading many to seek alternatives. One in two gig workers is considering traditional full-time employment for more stability, with three in five Gen Z workers expressing interest. Unionization and Policy Reform The study also found nearly 80% of gig workers support forming a union or collective to push for stronger workplace protections, with 85% of Gen Z workers in favor. The findings suggest a growing movement toward advocacy in response to the lack of employer-provided safety nets. Rethinking Protections for Gig Workers The study underscores the need for greater education and policy reform to protect gig workers. One-third (34%) of respondents admitted they didn’t know how workers’ compensation works, meaning some may have been eligible but didn’t apply. Image: Envato This article, "Study: Gig Workers Face High Injury Risks, Financial Strain, and Lack of Support" was first published on Small Business Trends View the full article

Governor Christopher Waller says levies would only cause temporary increase in prices View the full article

Paramedics treat more than a dozen people at the scene with no fatalities reportedView the full article

Personnel from Elon Musk’s government-downsizing team DOGE were set to visit the Federal Aviation Administration (FAA)’s Air Traffic Control command center in Warrenton, Virginia, on Monday, as the Trump administration says it wants to reform the system. Transportation Secretary Sean Duffy disclosed the plan in a social media post on Sunday. DOGE personnel will “get a firsthand look at the current system, learn what air traffic controllers like and dislike about their current tools, and envision how we can make a new, better, modern and safer system,” he added. The Trump administration this month reversed course and denied participation to air traffic controllers or security officers of the Transportation Security Administration in a government incentive program to quit. On Saturday, the Professional Aviation Safety Specialists union said several hundred FAA probationary employees were among thousands fired as part of a campaign by President Donald Trump and Musk to slash the U.S. bureaucracy. The union said the “draconian action will increase the workload and place new responsibilities on a workforce that is already stretched thin.” The FAA did not immediately comment on Sunday. Musk, the chief executive of Tesla and SpaceX, said on X in response late on Sunday to the planned DOGE visit that the “safety of air travel is a non-partisan matter. SpaceX engineers will help make air travel safer.” Musk previously cited concerns about the recent temporary failure of the FAA’s NOTAM pilot alerting system, housed at the Virginia command center. This month Senator Maria Cantwell called on Duffy to bar Musk from involvement in FAA air space reform, citing conflicts of interest and saying SpaceX was fined by the agency. SpaceX did not comment late on Sunday. The FAA handles an average of 45,000 daily flights and says more than a quarter of the world’s scheduled flights arrive at or depart from U.S. airports. Last week, two U.S. senators called for increased funding and staffing for FAA air traffic after a fatal midair collision highlighted the persistent lack of aviation safety personnel. Senators Jeanne Shaheen and John Hoeven said the FAA is more than 3,500 air traffic controllers short of targeted staffing levels. FAA controller staffing has been flat in recent years and is down 10% from 2012. A January 29 collision between an American Airlines regional jet and an Army helicopter killed 67 people near Washington Reagan National Airport in the deadliest U.S. air disaster in more than 20 years. Duffy says the administration plans to “make sure that America has the most innovative, technologically advanced air traffic control system.” He is reconsidering rules that let air traffic control supervisors cut staffing before the fatal collision. Duffy plans to soon announce steps to surge more air traffic control training and applicants and will visit the FAA Academy in Oklahoma this week to meet air traffic controller instructors and students. —David Shepardson, Reuters View the full article

Opposition calls for president’s impeachment after he promoted a cryptocurrency that plunged in valueView the full article

Signaling a major shift in civil rights enforcement, the federal agency that enforces workplace anti-discrimination laws has moved to dismiss six of its own cases on behalf of workers alleging gender identity discrimination, arguing that the cases now conflict with President Donald Trump’s recent executive order, court documents say. The requests by the U.S. Equal Employment Opportunity Commission (EEOC) mark a major departure from its prior interpretation of civil rights law, and a stark contrast to a decade ago when the agency issued a landmark finding that a transgender civilian employee of the U.S. Army had been discriminated against because her employer refused to use her preferred pronouns or allow her to use bathrooms based on her gender identity. Just last year, the EEOC updated its guidance to specify that deliberately using the wrong pronouns for an employee, or refusing them access to bathrooms corresponding with their gender identity, constituted a form of harassment. That followed a 2020 Supreme Court ruling that gay, lesbian and transgender people are protected from employment discrimination. Nearly all workplace discrimination charges must pass through the EEOC — at least initially — and the agency’s decision to drop at least six of the cases raises serious questions about whether its protections will continue to extend to transgender and gender nonconforming people going forward. The EEOC is seeking to dismiss three cases in Illinois as well as one in Alabama, New York and California. In each instance, the original complaints allege discrimination against transgender or gender nonconforming workers. The agency cites Trump’s Jan. 20 executive order declaring that the government would recognize only two “immutable” sexes — male and female — as the reason for why it no longer intends to pursue the cases. The Alabama case charged that Harmony Hospitality LLC discriminated against an employee who identifies as a gay nonbinary male by firing him hours after co-owners learned of his gender identity. The New York lawsuit alleged that Boxwood Hotels LLC fired a transgender housekeeper who complained that a supervisor repeatedly misgendered them and made anti-transgender statements, referring to the housekeeper as a “transformer” and “it.” Another suit alleged that Wendy’s franchisee Starboard Group, Inc. subjected three transgender employees to pervasive sexual harassment at a Wendy’s restaurant in Carbondale, Illinois, claiming a supervisor demanded to know if one employee had a penis. In another Illinois case, a transgender Reggio’s Pizza cashier at Chicago O’Hare International Airport was “outed” by her manager, called a racist, homophobic slur by coworkers, and fired when she complained. In southern Illinois, at a hog farm called Sis-Bro, Inc., a coworker allegedly exposed his genitals to a transgender employee and touched her breasts. And in Santa Clara, California, the EEOC charged that a Lush Handmade Cosmetics store manager sexually harassed three gender nonconforming employees with “offensive physical and verbal sexual conduct.” Former EEOC General Counsel and Professor and Co-Dean Emeritus at Rutgers Law School David Lopez, who served in the agency for more than 20 years, on Friday said in his experience, the EEOC has never dismissed cases based on substance rather than merit — until now. For the country’s anti-discrimination agency “to discriminate against a group, and say, ‘We’re not going to enforce the law on their behalf’ itself is discrimination, in my view,” Lopez said. “It’s like a complete abdication of responsibility.” The EEOC’s requests to dismiss the cases come just weeks after Trump dismissed two Democratic commissioners of the five-member EEOC before their terms expired, an unprecedented decision that removed what would have been a major obstacle to his administration efforts to upend interpretation of the nation’s civil rights laws. Had the commissioners been allowed to carry out their terms, the EEOC would have had a Democratic majority well into Trump’s term. The administration also fired Karla Gilbride as the EEOC’s general counsel, replacing her with Andrew Rogers as acting counsel. Shortly after their dismissals, acting EEOC chair Andrea Lucas, a Republican, signaled her intent to put the agency’s resources behind enforcing Trump’s executive order on gender. She announced in a statement that one of her priorities would be “defending the biological and binary reality of sex and related rights.” Later, she ordered that the EEOC would continue accepting any and all discrimination charges filed by workers, although complaints that “implicate” Trump’s order should be elevated to headquarters for “review.” “Biology is not bigotry. Biological sex is real, and it matters,” Lucas said in her statement. “Sex is binary (male and female) and immutable. It is not harassment to acknowledge these truths — or to use language like pronouns that flow from these realities, even repeatedly.” She removed the agency’s “pronoun app,” which allowed employees to display their pronouns in their Microsoft 365 profiles, among other changes. The EEOC in fiscal year 2023 received more than 3,000 charges alleging discrimination based on sexual orientation or gender identity, “the most since the agency started tracking these charges in FY 2013, and up more than 36% from the previous year,” according to the agency’s website, which also provides a link for more information on discrimination based on sexual orientation or gender identity. But the information appears to have been removed and the link now leads to a blank page with the message: “The requested page could not be found.” Jocelyn Samuels, one of the Democratic EEOC commissioners who was fired last month, said via email that Trump’s executive order and the EEOC’s response to it “is truly regrettable.” “The Administration’s efforts to erase trans people are deeply harmful to a vulnerable community and inconsistent with governing law,” she said. Sarah Warbelow, vice president of legal at LGBTQ+ rights group Human Rights Campaign, added in an emailed statement: “This is the inevitable outcome when the EEOC is weaponized to greenlight discrimination against American workers. “Instead of standing up for the rights of everyone to a workplace free from discrimination, including harassment and bias, the Trump administration is making it abundantly clear they will not protect working people.” —By Claire Savage and Alexandra Olson, Associated Press The Associated Press’s women in the workforce and state government coverage receives financial support from Pivotal Ventures. AP is solely responsible for all content. Find AP’s standards for working with philanthropies, a list of supporters and funded coverage areas at AP.org. View the full article

Last week, the Trump administration continued its federal firing spree. After recommendations from Elon Musk’s Department of Government Efficiency (DOGE), the administration reportedly fired more than 300 of National Nuclear Security Administration (NNSA) workers, then quickly rehired most of them. The chain of events prompted immediate concerns over national security. Pantex Plant, the primary nuclear weapons facility in the United States, in Amarillo, Texas, was the target of 30% of the cuts. However, by Friday evening, Teresa Robbins, the director of NNSA, reportedly issued a memo rescinding the firings. All but 28 of the employees who were dismissed were told they had their jobs back. “This letter serves as formal notification that the termination decision issued to you on February 13, 2025, has been rescinded, effective immediately,” said the memo, which was obtained by the Associated Press. Edwin Lyman, director of nuclear power safety at the Union of Concerned Scientists, told the AP the firings are disruptive to the organization as a whole, as well as the security of the country. “I think the signal to U.S. adversaries is pretty clear: throw a monkey wrench in the whole national security apparatus and cause disarray,” he said. “That can only benefit the adversaries of this country.” The NNSA firings were only a fraction of the federal cuts made last week. On Friday, 9,500 federal workers were let go, in addition to the 75,000 who have already taken Trump’s buyout deal. But some say, DOGE is only cutting organizations it isn’t politically aligned with—targeting public health and the environment. For example, the U.S. Forest Service fired around 3,400 recent hires, the National Park Service laid off about 1,000 employees, as well as nearly half of the probationary workers at the U.S. Centers for Disease Control and Prevention (CDC) and others at the National Institutes of Health (NIH). “They are not going to go into agencies that are doing things they like. They are going into agencies they disagree with,” Douglas Holtz-Eakin, a former Republican director of the Congressional Budget Office (CBO), told Reuters. There were also job cuts reported at the FDA and the FAA. There have been at least 73 lawsuits filed over Trump’s executive orders since he took office. And on Monday, a national holiday, a federal judge has called an emergency hearing to address DOGE’s recent firings. U.S. District Judge Tanya Chutkan will hear arguments from 14 states in order to decide whether to issue a temporary restraining order against DOGE. Last week, the courts blocked a number of DOGE’s efforts, temporarily barring the organization from accessing sensitive Treasury Department information and payment systems and disallowing the government from blocking federal funding due to a health agency providing gender-affirming services to minors. Over the weekend, Trump pushed back on efforts to block the administration’s efforts to overhaul government spending in a post on social media. “He who saves his Country does not violate any Law,” the president wrote. The sentiment mimics a quote often attributed to Napoleon Bonaparte. In the 1970 film Waterloo, Napoleon states, he did not “usurp the crown” but “found it in the gutter” and “picked it up with my sword.” The quote continues, “and it was the people . . . who put it on my head. He who saves a nation violates no law.” View the full article

Reports that Elon Musk’s Department of Government Efficiency (DOGE) is seeking access to a guarded Internal Revenue Service (IRS) system has raised alarm bells in Washington and across the nation. Lawmakers and taxpayers say they’re worried about the potential privacy implications of a department run by the world’s richest man having access to extremely sensitive personal and financial information. While no IRS access has yet been granted or even officially requested, DOGE is already looking into the recesses of several government divisions and expected to broadly widen its scope in the coming weeks. And now a DOGE team member is reportedly close to gaining access to taxpayer data. The Washington Post reports that the IRS is under pressure from the White House to give DOGE officials access to its systems and databases, including one that would allow them to access IRS accounts and bank information. This comes in the midst of the 2025 tax season, when Americans are in the process of filing their taxes and awaiting refunds. Why is DOGE looking at the IRS? The official primary reason being given, per a memorandum obtained by the Post, is for modernization of IRS systems and engineering assistance. The DOGE software engineer who will be working there is reportedly set to spend 120 days at the tax service. One idea the department has floated in the past was launching a mobile app letting people file their taxes. Few, if any, are disputing that the IRS systems are in need of an overhaul. Many were built in the 1960s. It’s the access to Integrated Data Retrieval System (IDRS) that’s especially unusual. (Even security clearance does not give individuals access to it.) Will Elon Musk and his team have access to my tax records? Musk, personally, won’t have access, assuming integration follows the outline in the memorandum. Instead, a single DOGE staffer, software engineer Gavin Kliger, will reportedly work at the IRS and have access to IDRS, which reports say could give him and the Musk-run department access to social security numbers, bank information, and more. What safeguards are being put into place to protect my privacy? Kliger would be required to maintain the confidentiality of the tax return information he sees and is required to destroy it when he has finished his work at the IRS. He’s also required to not share any of that information with people who do not have access to IDRS. Not everyone follows that agreement, of course. An IRS contractor named Charles Littlejohn is currently serving a five-year felony sentence for leaking the tax information of Trump, Musk, and others in 2021. Could DOGE seeking access to the IRS system affect how long it takes to get my refund? That’s uncertain. While the IRS has not extended its estimated timeline for refunds (which stands at up to 21 days for e-filed returns and 4 weeks or more for returns sent by mail), any changes to the IRS in the middle of tax season could cause a disruption. DOGE’s plan to update systems isn’t the only potentially disrupting action the Trump administration has taken with the IRS. Thousands of probationary workers (recent hires or someone who has moved or been promoted into a new position) are expected to be laid off, and it’s unclear if that will slow down the processing of returns. (IRS workers were not given the option to accept a recent buyout offer extended to federal workers.) At least one Democratic Senator is warning refund delays could happen, though. NEW: My office is hearing that DOGE is now at the IRS. That means Musk's henchmen are in a position to dig through a trove of data about every taxpayer in America. And if your refund is delayed, they could very well be the reason. — Ron Wyden (@RonWyden) February 13, 2025 Does this impact my chances of getting audited? This, too, is unclear. The Biden Administration invested heavily in the IRS, with plans to hire tens of thousands of IRS workers to help with both customer service and enforcement. That investment came with the caveat that the funding, from the 2022 Inflation Reduction Act, would not be used to increase audits of people making $400,000 or less per year. The IRS has made “limited progress” with complying with that, however. It’s unclear if a reduction at the IRS could squeeze resources at the tax agency and reduce its ability to audit corporations and individuals. Is it legal for DOGE to look through IRS records? The courts will have to ultimately decide that. Rep. Jimmy Gomez (D-Calif.), a member of the House Ways and Means Committee, says DOGE’s actions are “illegal and a blatant power grab.” And Attorneys General from 14 states, on Thursday, filed a lawsuit in federal court to challenge DOGE’s plans, saying Musk and the Department’s actions can only be taken by someone who has been approved by the Senate. View the full article

Departments asked to model savings of up to 11% as government battles chronic squeeze on public financesView the full article