By Darius Tahir, Lauren Sausser, KFF Health News

It’s the rare policy question that unites Republican Gov. Ron DeSantis of Florida and the Democratic-led Maryland government against President Donald Trump and Gov. Gavin Newsom of California: How should health insurers use AI?

Regulating artificial intelligence, especially its use by health insurers, is becoming a politically divisive topic, and it’s scrambling traditional partisan lines.

Boosters, led by Trump, are not only pushing its integration into government, as in Medicare’s experiment using AI in prior authorization, but also trying to stop others from building curbs and guardrails. A December executive order seeks to preempt most state efforts to govern AI, describing “a race with adversaries for supremacy” in a new “technological revolution.”

“To win, United States AI companies must be free to innovate without cumbersome regulation,” Trump’s order said. “But excessive State regulation thwarts this imperative.”

Across the nation, states are in revolt. At least four — Arizona, Maryland, Nebraska, and Texas — enacted legislation last year reining in the use of AI in health insurance. Two others, Illinois and California, enacted bills the year before.

Legislators in Rhode Island plan to try again this year after a bill requiring regulators to collect data on technology use failed to clear both chambers last year. A bill in North Carolina requiring insurers not to use AI as the sole basis of a coverage decision attracted significant interest from Republican legislators last year.

DeSantis, a former GOP presidential candidate, has rolled out an “AI Bill of Rights,” whose provisions include restrictions on its use in processing insurance claims and a requirement allowing a state regulatory body to inspect algorithms.

“We have a responsibility to ensure that new technologies develop in ways that are moral and ethical, in ways that reinforce our American values, not in ways that erode them,” DeSantis said during his State of the State address in January.

Ripe for Regulation

Polling shows Americans are skeptical of AI. A December poll from Fox News found 63% of voters describe themselves as “very” or “extremely” concerned about artificial intelligence, including majorities across the political spectrum. Nearly two-thirds of Democrats and just over 3 in 5 Republicans said they had qualms about AI.

Health insurers’ tactics to hold down costs also trouble the public; a January poll from KFF found widespread discontent over issues like prior authorization. (KFF is a health information nonprofit that includes KFF Health News.) Reporting from ProPublica and other news outlets in recent years has highlighted the use of algorithms to rapidly deny insurance claims or prior authorization requests, apparently with little review by a doctor.

Last month, the House Ways and Means Committee hauled in executives from Cigna, UnitedHealth Group, and other major health insurers to address concerns about affordability. When pressed, the executives either denied or avoided talking about using the most advanced technology to reject authorization requests or toss out claims.

AI is “never used for a denial,” Cigna CEO David Cordani told lawmakers. Like others in the health insurance industry, the company is being sued for its methods of denying claims, as spotlighted by ProPublica. Cigna spokesperson Justine Sessions said the company’s claims-denial process “is not powered by AI.”

Indeed, companies are at pains to frame AI as a loyal servant. Optum, part of health giant UnitedHealth Group, announced Feb. 4 that it was rolling out tech-powered prior authorization, with plenty of mentions of speedier approvals.

“We’re transforming the prior authorization process to address the friction it causes,” John Kontor, a senior vice president at Optum, said in a press release.

Still, Alex Bores, a computer scientist and New York Assembly member prominent in the state’s legislative debate over AI, which culminated in a comprehensive bill governing the technology, said AI is a natural field to regulate.

“So many people already find the answers that they’re getting from their insurance companies to be inscrutable,” said Bores, a Democrat who is running for Congress. “Adding in a layer that cannot by its nature explain itself doesn’t seem like it’ll be helpful there.”

At least some people in medicine — doctors, for example — are cheering legislators and regulators on. The American Medical Association “supports state regulations seeking greater accountability and transparency from commercial health insurers that use AI and machine learning tools to review prior authorization requests,” said John Whyte, the organization’s CEO.

Whyte said insurers already use AI and “doctors still face delayed patient care, opaque insurer decisions, inconsistent authorization rules, and crushing administrative work.”

Insurers Push Back

With legislation approved or pending in at least nine states, it’s unclear how much of an effect the state laws will have, said University of Minnesota law professor Daniel Schwarcz. States can’t regulate “self-insured” plans, which are used by many employers; only the federal government has that power.

But there are deeper issues, Schwarcz said: Most of the state legislation he’s seen would require a human to sign off on any decision proposed by AI but doesn’t specify what that means.

The laws don’t offer a clear framework for understanding how much review is enough, and over time humans tend to become a little lazy and simply sign off on any suggestions by a computer, he said.

Still, insurers view the spate of bills as a problem. “Broadly speaking, regulatory burden is real,” said Dan Jones, senior vice president for federal affairs at the Alliance of Community Health Plans, a trade group for some nonprofit health insurers. If insurers spend more time working through a patchwork of state and federal laws, he continued, that means “less time that can be spent and invested into what we’re intended to be doing, which is focusing on making sure that patients are getting the right access to care.”

Linda Ujifusa, a Democratic state senator in Rhode Island, said insurers came out last year against the bill she sponsored to restrict AI use in coverage denials. It passed in one chamber, though not the other.

“There’s tremendous opposition” to anything that regulates tactics such as prior authorization, she said, and “tremendous opposition” to identifying intermediaries such as private insurers or pharmacy benefit managers “as a problem.”

In a letter criticizing the bill, AHIP, an insurer trade group, advocated for “balanced policies that promote innovation while protecting patients.”

“Health plans recognize that AI has the potential to drive better health care outcomes — enhancing patient experience, closing gaps in care, accelerating innovation, and reducing administrative burden and costs to improve the focus on patient care,” Chris Bond, an AHIP spokesperson, told KFF Health News. And, he continued, they need a “consistent, national approach anchored in a comprehensive federal AI policy framework.”

Seeking Balance

In California, Newsom has signed some laws regulating AI, including one requiring health insurers to ensure their algorithms are fairly and equitably applied. But the Democratic governor has vetoed others with a broader approach, such as a bill including more mandates about how the technology must work and requirements to disclose its use to regulators, clinicians, and patients upon request.

Chris Micheli, a Sacramento-based lobbyist, said the governor likely wants to ensure the state budget — consistently powered by outsize stock market gains, especially from tech companies — stays flush. That necessitates balance.

Newsom is trying to “ensure that financial spigot continues, and at the same time ensure that there are some protections for California consumers,” he said. He added insurers believe they’re subject to a welter of regulations already.

The Trump administration seems persuaded. The president’s recent executive order proposed to sue and restrict certain federal funding for any state that enacts what it characterized as “excessive” state regulation — with some exceptions, including for policies that protect children.

That order is possibly unconstitutional, said Carmel Shachar, a health policy scholar at Harvard Law School. The source of preemption authority is generally Congress, she said, and federal lawmakers twice took up, but ultimately declined to pass, a provision barring states from regulating AI.

“Based on our previous understanding of federalism and the balance of powers between Congress and the executive, a challenge here would be very likely to succeed,” Shachar said.

Some lawmakers view Trump’s order skeptically at best, noting the administration has been removing guardrails, and preventing others from erecting them, to an extreme degree.

“There isn’t really a question of, should it be federal or should it be state right now?” Bores said. “The question is, should it be state or not at all?”

©2026 KFF Health News. Distributed by Tribune Content Agency, LLC.

Matthew Nix had driven past the brewery in Sauganash for years, but — not much of a weekday drinker — had never stopped in.

When he finally decided to meet friends at the taproom on a recent Saturday to play some cards, he found bartenders dancing on countertops, dogs wearing sweaters and the last of the beer draining from the tap. It was the farewell party for Alarmist Brewing.

“This is my first time here, first and obviously last,” said Nix, 36, a high school teacher living in the Edgewater neighborhood, about the closure.

In Illinois and across the country, breweries have been struggling as consumers seek healthier drinking habits or have a wider range of options, such as THC-infused drinks, as business costs continue to rise. Many have closed their doors, while others have redefined its meaning as a social space that offers beverage variety and events.

In Chicago alone, a handful of breweries have closed or consolidated in recent years, including Metropolitan Brewing, Revolution Brewing Brewpub and Lo Rez Brewing and Taproom. 

The number of U.S breweries closing outpaced those that opened for the second year in a row in 2025 for a net loss of 179 last year, according to preliminary 2025 data from Brewers Association, a trade group for small American brewers.

It stands in stark contrast from a decade ago — a golden age — for craft brewers when the number of breweries opening was about 10 times higher than those closing, according to Matt Gacioch, staff economist at Brewers Association.

One industry challenge is that Americans are now drinking less. A 2025 Gallup poll showed that only 54% of U.S. adults said they consume alcohol — the lowest percentage in 90 years. 

Figures are even lower among young adults with only 50% reporting that they drink alcohol. These numbers fall in line with healthier drinking trends like “sober curious” and “Dry January,” which seek mindful and moderate drinking.

On top of drinking less, consumers are also seeking wider beverage options from nonalcoholic drinks to hard seltzers, which adds pressure for traditional craft breweries specializing in beer.

Sports and music arena United Center is expected to start selling THC-infused drinks Señorita and Rythm at its stands this month — apparently the largest U.S. arena to do so. 

“Bringing Señorita and Rythm to the United Center reflects a simple truth: Consumers want nonalcoholic options, and leading venues are responding,” Ben Kovler, Rythm, Inc. chairman and interim CEO, said in a statement last month.

Other music venues that sell cannabis-derived drinks are the Salt Shed, Riviera, Ramova Theatre and Thalia Hall, taking up coveted beverage shelf space.

“There’s just so much more competition in terms of consumer attention and physical retail space,” Gacioch said. “There’s this whole world of other options.” 

Rising business expenses and the cost of goods like aluminum have also contributed to the strain, particularly after the pandemic.

“You have the increased cost of just about everything,” said Andrew Heritage, chief economist at the Beer Institute, noting the increase in operating costs, rent and labor. 

Some Chicago breweries were unable to recover, with Lo Rez Brewing in the Pilsen neighborhood closing its doors in 2023 in what cofounder Dave Dahl called a “pandemic casualty.” Another staple in the craft industry, Metropolitan Brewing, one of Chicago’s oldest, closed in 2023 after filing for Chapter 11 bankruptcy.

Most recently, award-winning Alarmist Brewing closed on Feb. 1 after years of struggling with falling business after the pandemic.

“The bottom line is we’re just not selling,” said Alarmist owner Gary Gulley. “It just never recovered since COVID.”

Illinois lost over 30 breweries in two years after 2020, falling to 218 total breweries, according to data from the Beer Institute. By 2024, the number of Illinois breweries rebounded to 251.

Some breweries have adapted to create third spaces, a place to mingle and play trivia with friends — and pups.

“I like a place where you can bring your dog, you can bring a book,” Nix said, likening these breweries to social spaces where you can play card games. 

One brewery that has been bolstering events and activities is Maplewood Brewery and Distillery in the Logan Square neighborhood. The decade-old brewery holds events like its upcoming Pulaski Day Party to celebrate its Pulaski pilsner, trivia nights and beer festivals to cultivate brand loyalty.

“We have our core brand that we make, but we’re always coming out with something new and fun … that’s helped us out,” said Paul Megalis, co-owner and CFO of Maplewood Brewery.

Their expansive beverage options include ready-to-drink rum punch cocktails, in-house coffee liqueurs for espresso martini lovers and seasonal beer concoctions. 

“We’ve essentially been a beverage company since Day 1, and so we’ve always had a diversified portfolio. I mean, we just hustle,” Megalis said.

They plan to open a second location in Glen Ellyn slated for this spring.

Despite the changing tides in the craft beer business, experts believe craft breweries are evolving not disappearing.

“Craft beer industry is nothing if not creative,” Gacioch said.

By BARBARA ORTUTAY and KAITLYN HUAMANI, AP Technology Writers

Social media addiction has been compared to casinos, opioids and cigarettes.

While there’s some debate among experts about the line between overuse and addiction, and whether social media can cause the latter, there is no doubt that many people feel like they can’t escape the pull of Instagram, TikTok, Snapchat and other platforms.

The companies that designed your favorite apps have an incentive to keep you glued to them so they can serve up ads that make them billions of dollars in revenue. Resisting the pull of the endless scroll, the dopamine hits from short-form videos and the ego boost and validation that come from likes and positive interactions, can seem like an unfair fight. For some people, “rage-bait,” gloomy news and arguing with internet strangers also have an irresistible draw.

Much of the concern around social media addiction has focused on children. But adults are also susceptible to using social media so much that it starts affecting their day-to-day lives.

Recognizing signs of compulsive use

Dr. Anna Lembke, a psychiatrist and the medical director of addiction medicine at Stanford University’s School of Medicine, defines addiction as “the continued compulsive use of a substance or behavior despite harm to self or others.”

During her testimony at a landmark social media harms trial in Los Angeles, Lembke said that what makes social media platforms so addictive is the “24/7, really limitless, frictionless access” people have to them.

Some researchers question whether addiction is the appropriate term to describe heavy use of social media, arguing that a person must be experiencing identifiable symptoms. These include strong, sometimes uncontrollable urges and withdrawal to qualify as addiction.

Social media addiction is not recognized as an official disorder in the Diagnostic and Statistical Manual of Mental Disorders, which is the standard reference psychiatrists and other mental health practitioners use to assess and treat patients. That’s partly because there is no widespread consensus on what constitutes social media addiction and whether underlying mental health issues contribute to problematic use.

But just because there is no official agreement on the issue doesn’t mean excessive social media use can’t be harmful, some experts say.

“For me, the biggest signpost is how does the person feel about the ‘amount,’ and how viewing it makes them feel,” said Dr. Laurel Williams, professor of psychiatry and behavioral sciences at Baylor College of Medicine. “If what they discover is they view it so much that they are missing out on other things they may enjoy or things that they need to attend to, this is problematic use. Additionally, if you leave feeling overwhelmed, drained, sad, anxious, angry regularly, this use is not good for you.”

In other words, is your use of social media affecting other parts of your life? Are you putting off chores, work, hobbies or time with friends and family? Have you tried to cut back your time but realized you were unable to? Do you feel bad about your social media use?

Ofir Turel, a professor of information systems management at the University of Melbourne who has studied social media use for years, said there was “no agreement” over the term social media addiction, and he doesn’t “expect agreement soon.”

“It’s obvious that we have an issue,” Turel said. “You don’t have to call it an addiction, but there is an issue and we need, as a society, to start thinking about it.”

Noninvasive tips to reduce social media use

Before setting limits on scrolling, it’s helpful to understand how social media feeds and advertising work to draw in users, Williams said.

“Think of social media as a company trying to get you to stay with them and buy something — have the mindset that this is information that I don’t need to act on and may not be true,” she added. “Get alternate sources of information. Always understand the more you see something, anyone can start to believe it is true.”

Ian A. Anderson, a postdoctoral scholar at California Institute of Technology, suggests making small, meaningful changes to stop you from opening your social media app of choice. Moving the app’s place on your phone or turning off notifications are “light touch interventions,” but more involved options, like not bringing your phone into the bedroom or other places where you tend to use it, could also help, Anderson said.

Tech tools can also help to cut back on tech overuse. Both iPhones and Android devices have onboard controls to help regulate screen time.

Apple’s Screen Time controls are found in the iPhone’s settings menu. Users can set overall Downtime, which shuts off all phone activity during a set period of their choice.

The controls also let users put a blanket restriction on certain categories of apps, such as social, games or entertainment or zero in on a specific app, by limiting the time that can be spent on it.

The downside is that the limits aren’t hard to get around. It’s more of a nudge than a red line that you can’t cross. If you try to open an app with a limit, you’ll get a screen menu offering one more minute, a reminder after 15 minutes, or to completely ignore it.

If a light touch doesn’t work

If a light touch isn’t working, more drastic steps might be necessary. Some users swear by turning their phones to gray-scale to make it less appealing to dopamine-seeking brains. On iPhones, adjust the color filter in your settings. For Android, turn on Bedtime Mode or tweak the color correction setting. Downgrading to a simpler phone, such as an old-school flip phone, could also help curb social media compulsions.

Some startups, figuring that people might prefer a tangible barrier, offer hardware solutions that introduce physical friction between you and an app. Unpluq, for instance, is a yellow tag that you have to hold up to your phone in order to access blocked apps. Brick and Blok are two different products that work along the same lines — they’re squarish pieces of plastic that you have to tap or scan with your phone to unlock an app.

If that’s not enough of an obstacle, you could stash away your phone entirely. There are various phone lockboxes and cases available, some of them designed so parents can lock up their teenagers’ phones when they’re supposed to be sleeping, but there’s no rule that says only teenagers can use them.

Yondr, which makes portable phone locking pouches used at concerts or in schools, also sells a home phone box.

Seeking outside help

If all else fails, it may be a good idea to look for deeper reasons for feeling addicted to social media. Maybe it’s a symptom of underlying problems like anxiety, stress, loneliness, depression or low self-esteem. If you think that’s the case, it could be worth exploring therapy that is becoming more widely available.

“For people struggling to stay away — see if you can get a friend group to collaborate with you on it. Make it a group effort. Just don’t post about it! The more spaces become phone free, the more we may see a lessened desire to be ‘on,’” Williams said.

By Andrew Van DamThe Washington Post

Around Y2K, the mighty American private sector hit a momentous milestone. For the first time on record, frontline managers – supervisors, team leads, foremen, forewomen, etc. – outnumbered back-office managers.

That seemed significant, especially for the working-class folks for whom these noncommissioned-officer-style positions provided a rare path to the upper reaches of the career ladder. As quickly as the milestone was crossed, the trend reversed, according to our analysis of about 37 million responses to the census and American Community Survey from 1950 to 2024.

Once ascendant, supervisory jobs crop up all over our lists of the hardest-hit jobs of Americans’ working lives, even as white-collar management soars to new highs. What happened?

Having been burned by data-collection changes before, our first instinct was to take a long, hard look at how the Census Bureau classifies jobs. Or, more accurately, to spend 15 seconds emailing an extraordinarily talented economist and hoping they’ve already done the work for us.

We were in luck. Utrecht University economist Anna Salomons responded within an hour, even though the hour in question was already a wee one in the Netherlands. For her blockbuster 2024 analysis, Salomons and her collaborators collected and analyzed detailed Census Bureau job descriptions from 1930 to 2018 to figure out how our economy had evolved, mutated and automated.

She first mentioned that the change in occupational definitions around the 2000 Census was “notoriously large” and, like us, wondered if that might cause some of the shift we saw in the numbers.

But two factors argue against that thesis. First, as Salomons suggested, we’re using a system from our friends at IPUMS that carefully adjusts for all those changes in the raw census definitions.

Second, the changes come gradually after the inflection point – if a census definition change was the culprit, you’d expect a sudden swerve. But what if, Salomons suggested, those changes in definition took place outside of the friendly confines of the Census Bureau?

Specifically, she suggested we look at title inflation, which immediately blew the case wide open. Or at least blew it ajar.

It seems quite possible that, over the past few decades, jobs that were once called some variation on “supervisor” were now called some variation on “manager.”

A fancier title (and no change in pay) may, at least temporarily, fool a worker who’d been angling for a raise or promotion. But could it really fool the almighty Census Bureau?

We fear the answer must be “probably.” The American Community Survey’s superpower – that it hears directly from about 2 million U.S. households each year – is also, in this case, its Achilles’ heel. Because it must rely on what those households say.

The census crew does its utmost to elicit clean answers, but even the most carefully designed questions would struggle to distinguish a manager from a “manager.”

The survey asks not just for your occupation but also for your most important work activities or duties. That detail, plus answers to other questions throughout the survey, such as education level, give the clerks at the National Processing Center – and the government robot that handles the easiest cases – as much information as possible when they’re determining which job a respondent really performed.

But not everybody fills out those activities. And not every manager-in-name-only will provide enough information to reclassify them as a supervisor or even as an individual contributor. So, a certain percentage of inflated titles will slip through.

But that would mean census surveys still reflect a real trend toward title inflation. And why are titles inflating? Based on a lifetime of observation, we’d guess some of corporate America’s brightest minds have noticed that a title upgrade allows you to give a worker a “promotion” without a change in responsibility – or in pay.

Particularly crafty economists may even have found a way to measure one narrow instance of this. Salomons points to an analysis forthcoming in the Review of Financial Studies. In it, economists analyzed about 450,000 online job postings with salaries near the cutoff that makes you eligible for management under the Fair Labor Standards Act. (The postings came from 2010 to 2018, when the cutoff was $455 a week. It currently sits at $684.)

The authors – Lauren Cohen at Harvard University, and Umit Gurun and Bugra Ozel at the University of Texas at Dallas – found that jobs paying just above the legal cutoff are about five times more likely to have managerial titles than are similar jobs with pay just below it.

Why? Well, even a dubious title such as calling a barber a “grooming manager” or a front-desk clerk a “director of first impressions” could provide cover for employers looking to claim that person is exempt from overtime pay. The economists estimate such spurious classifications save employers about 13.5 percent on the pay of each “manager.”

To be sure, as Heidi Shierholz, president of the Economic Policy Institute, told us, the definition for overtime-exempt employees says nothing about titles – it’s purely about job function. Faux-promoting a worker to “manager” shouldn’t change anything. But in reality, she said, bosses often use these titles as a smoke screen.

“Titles can still matter a lot in practice,” Ozel said. “A ‘manager’ label can shape expectations about whether overtime is available and can muddy the record for anyone trying to assess the role from the outside. … Job duties are hard to observe and document without access to internal records and day-to-day work.”

But this dynamic, while suggestive, applies only to a narrow slice of the workforce. In any given year, less than a tenth of the workforce earned enough to put them within fudging distance (20 percent) of the cutoff.

What else might drive this title inflation?

Our best clue came in a call from Nicholas Bloom, a Stanford University management expert who longtime readers may recognize is also a remote-work data impresario.

Bloom pointed out the rise of managers coincides with what he calls the overeducation of the American workforce. College graduates once made up a tiny, elite minority. Now, America’s colleges churn out so many that they outnumber the share of young people who never made it past high school.

As a result, Bloom said, there aren’t enough highfalutin’ positions for all those brand-new baccalaureates. Of course, employers would still love to attract these talented young grads to their unfilled lower-falutin’ positions. But to do so, they’d need to get creative.

“How do you get a college graduate to do a job that’s honestly probably better suited to a noncollege graduate?” Bloom asked. “You just shove the word ‘president’ into the title!”

When we took Bloom’s hint and charted the rise in managers by education, the fallout of his observation became clear. The increase in managers with a bachelor’s degree or higher drowns out any other trend. If we explain that segment, we explain the whole thing.

We started by looking at where all those college-educated managers worked.

As we should have guessed, they’re in the industries with the most-educated workers overall. In almost every major industry, as more educated workers roll in, the number of educated managers rises at the same rate.

Let’s look at an appropriate example: the industry of higher education. In that business, a four-year degree (or something fancier) gave you almost a 5 percent chance of being in management in 2000. By 2024, the share of educated workers in that sector had more than doubled, but your chances of being a manager conditional on having a college degree didn’t really change.

Many industries – banking, real estate, hospitals – follow this pattern. The exception? Computer services, which added more jobs than all but a handful of (mostly low-wage) industries over this time period, also saw your odds of becoming a manager double.

That matches what we heard from Ben Hanowell, an anthropologist who now helps direct ADP Research, the research arm of the outfit that probably processes your paycheck each month. The company’s endless piles of proprietary payrolls allow Hanowell to produce metrics that us mere civilians can’t match.

In his analysis, Hanowell found that U.S. teams got slightly smaller after the pandemic – an average manager went from 7.4 direct reports to about 7.3. But over that time, tech firms have gone from 6.5 workers per manager to about 5.3, with much of the drop coming after the pandemic.

So, while there are some situations where individuals became more likely to be managers, the much more common story is: People with college degrees had the same odds of becoming a manager as they always did, so as we got more people with college degrees, we got more managers.

But are these Potemkin promotions, or do they signal a change in the economy?

It hinges on whether the new boss, the “manager,” is truly the same as the old boss, the “supervisor.” We don’t have enough data right now to compare their actual duties, but we can at least look at their pay.

And sure enough, when we compare managers to similarly paid supervisors since the turn of the millennium, a clean pattern pops out. At every step of pay scale, managers rose, and supervisors fell in roughly equal quantities (after accounting for workforce growth over that time). To us, that looks a lot like replacement.

To be sure, they may not all be simple swaps in which a firm hires a college graduate to be a glorified supervisor with a cool title. We could also be seeing centralization. Perhaps work that once fell to supervisors – say, scheduling or coaching – now shifts to a central, college-educated staff of trainers and human resources professionals.

Around the edges, we expect those trends have been exacerbated by the decline of small businesses, since a megacorp in search of efficiency will centralize more functions. Similarly, the rise of outsourcing and perhaps gig work means jobs that were once done by small teams with supervisors inside the company are now handled by huge outside contractors.

And of course the increasing reliance on gig workers and outsourced workers that such a model implies might also help explain why tech’s managers now seem to manage so few employees – many of the folks they’re managing are now working outside the company.

But experts like Shierholz confirmed our hunch that the dominant force seemed to be the simplest: Job titles are getting a college-friendly makeover even if the jobs themselves don’t change much. Cory Stahle, senior economist at Indeed, agreed this seemed plausible based on his impressions from the online job site’s vast archives of job postings.

“We’re seeing a lot of jobs that have manager in them, but they are doing these more direct manager or direct supervising type of jobs,” Stahle said. “They are managers who are more directly involved in the day-to-day operations rather than a higher-up.”

Across the country, small businesses in immigrant communities are reporting the same pattern: customers are disappearing, workers aren’t showing up, and revenue is in decline.

Federal immigration enforcement has reshaped daily life in these neighborhoods, and some business owners say it’s hitting them harder than COVID, in part because there’s no PPP loan or government lifeline this time around.

In Los Angeles County, the vast majority of surveyed businesses reported negative impacts, with nearly 50% losing more than half their revenue. In Chicago’s Little Village, business sales have dropped an estimated 50 to 70%. And the Brookings Institution estimates that 2025 may have been the first year in over half a century that net migration to the U.S. went negative.

That same predicament is playing out in metro Detroit. In Southwest Detroit, Dearborn, and Hamtramck, the small businesses that anchor entire neighborhoods are under growing pressure. Business owners along Vernor Highway describe empty storefronts, canceled appointments, and streets that used to bustle with foot traffic now eerily quiet. Community networks — WhatsApp alert groups, volunteer patrols, whistle distribution — have emerged to help residents maintain their daily routines.

Mark Lee is the president and CEO of The Lee Group, a consulting firm that works with small businesses on strategy, marketing, and growth across Southeast Michigan. He joined Robyn Vincent on The Metro to talk about what he’s hearing from owners on the ground.

Listen to the full conversation using the media player above.

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By CATHY BUSSEWITZ, Wellness Writer

NEW YORK (AP) — Barbara Goldberg brings a stack of newspapers to the office every day. The CEO of a Florida public relations firm scours stories for developments relevant to her clients while relishing holding the pages in her hand. “I want to touch it, feel it, turn the page and see the photos,” Goldberg said.

Generation Z employees at O’Connell & Goldberg don’t get her devotion to newsprint when so much information is available online and constantly updated, she said. They came of age with smartphones in hand. And they spot trends on TikTok or Instagram that baby boomers like Goldberg might miss, she said.

The staff’s disparate media consumption habits become clear at a weekly Monday staff meeting. It was originally intended to discuss how the news of the day might impact the firm’s clients, Goldberg said. But instead of news stories, the conversation often turns to the latest slang, digital tools and memes.

The first time it happened, she listened without judgment, and thought, “Shoot, this is actually really insightful. I need to know the trending audio and I need to know these influencers.” Of her younger colleagues, she said, “they know the cultural conversation that I wasn’t thinking about.”

With at least five generations participating in the U.S. workforce, co-workers can at times feel like they speak different languages. The ways people born decades apart approach tasks may create misunderstandings. But some workplaces are turning the natural divides between age groups into a competitive advantage through reverse mentoring programs that recognize the strengths each generation brings to work and uses them to build mutual skills and respect.

Unlike traditional mentorships that involve an older person sharing wisdom with a younger colleague, reverse mentoring affords less experienced staff members the opportunity to teach seasoned colleagues about new trends and technologies.

“The generational differences, to me, are something to leverage. It’s like a superpower,” Goldberg said. “It’s where the magic happens.”

Here are some ways to make the most of a multigenerational workplace.

Mentoring up

Beauty product company Estée Lauder began a reverse mentoring program globally a decade ago when its managers realized consumers were rapidly getting beauty tips from social media influencers instead of department stores, said Peri Izzo, an executive director who oversaw the initiative.

The voluntary program now has roughly 1,200 participants. The mentors are millennials, born 1981 to 1986, and Gen Zers, born starting in 1997. They’re paired with mentees who are part of the U.S. baby boom of 1946 to 1964, and members of Generation X, born 1965 to 1980, according to the generational definitions of the Pew Research Center.

At the start of a new mentoring relationship, participants do icebreaker activities like a Gen Z vocabulary quiz. The young mentors take phrases they use with friends in group chats and quiz older colleagues about what they mean, said Izzo, who at age 33 qualifies as a young millennial. For example, if a Gen Zer says something is “living rent-free in your head,” it refers to someone or something that constantly occupies your thoughts.

“Most of the mentees knew what it was, but then one mentee’s reaction was, ‘Oh I get it, my son lives rent-free in my house,’ and everyone thought it was so funny because they were like, ‘You really don’t understand the context that it’s being used on TikTok and amongst millennial and Gen Z,’” Izzo said.

Madison Reynolds, 26, a product manager on the technology team at Estée Lauder, is a Gen Zer and serves as a reverse mentor in the program. She and her contemporaries teach their older colleagues phrases such as “You ate it up,” which means you did a good job. When her manager tries out Gen Z phrases, Reynolds offers feedback, saying, “No, that’s not right,” or “You got it.”

Give and take

When 81-year-old hotelier Bruce Haines brought in athletes from Lehigh University’s wrestling team to participate in a mentorship program at the Historic Hotel Bethlehem in Pennsylvania, he taught them about entrepreneurship by having the students shadow managers in various departments. He also gained valuable marketing insights from the students, which he hadn’t anticipated.

“It’s been energizing for me. It’s almost reinvigorating,” Haines, the hotel’s managing partner, said. “We tended to be Facebook-focused. We’re a luxury destination hotel, so we tend to be an older crowd that we’re reaching. They enhanced our marketing by alerting us that we need to be on Instagram and YouTube and get out there and reach the younger people.”

The students also suggested offering prepackaged pints of ice cream to the hotel’s in-house parlor because their contemporaries didn’t want to wait around for cones. “We were really missing out, and it’s truly increased our ice cream sales and our profitability,” Haines said.

Old-fashioned people skills

Carson Celio, 26, is an account supervisor at the PR firm Goldberg leads. She’s part of the cohort that advises the CEO about what’s trending on TikTok and what’s over with. She says Goldberg has taught her how to successfully work a room and spark conversations that feel natural and organic.

Celio was a sophomore in college when COVID-19 hit, which pushed most of her classes online, including a public speaking course. “We have spent so much time online and conducting meetings over Zoom or Teams.” As a result, in-person networking can feel overwhelming to her generation, she said. “Learning the value of actually being face to face with people and building those connections — Barbara has helped me a lot with that.”

A text or a tome

At Harvard Medical Faculty Physicians, a medical group that employs 2,400 doctors in eastern Massachusetts, Dr. Alexa B. Kimball adapts her communication style to a range of age groups. Some mature clinicians send very long emails, which can be unproductive.

“When you have an email conversation that’s in its 15th response, that tells you you should pick up the phone,” Kimball, the group’s CEO, said. On the other extreme, some of the youngest trainees communicate with six-word texts, she said.

A reverse mentoring program that teachers doctors about different communication styles helped when the practice launched a new medical records system that required 14 hours of training. Following the training, Kimball paired workers with more tech-savvy colleagues, who tended to be younger, to provide support.

Phased retirement

Robert Poole, 62, is the only person at health care technology company Abbott who manages the laser used to create nearly microscopic components of a cardiovascular device. Since he’s approaching retirement, Abbott hired Shahad Almahania, 33, an equipment engineer, to work alongside him and absorb some of his decades of knowledge.

“The equipment is all custom, so it takes a long time to learn how to run it and keep it running,” Poole said.

Poole, who began working in the 1980s, said he also learns from Almahania. When Abbott removed landline telephones five years ago, he migrated to group chats like Slack, asking her for help deciphering the meaning of emojis.

“When you strip away all the generational stereotypes, … every age group, every person, is looking for some of the same things,” said Leena Rinne, vice president at online learning platform Skillsoft. “They want supportive leadership. They want the opportunity to grow and to contribute in their workplace. They want respect and clarity.”

Share your stories and questions about workplace wellness at cbussewitz@ap.org. Follow AP’s Be Well coverage, focusing on wellness, fitness, diet and mental health at https://apnews.com/hub/be-well

WINTER HAVEN – Final preparations are being made inside and outside Galacticoaster, Florida’s newest roller coaster, which is set to open at Legoland Florida theme park this month.

Space-themed Lego models — rotating ride vehicles that are customized by passengers and a next-generation animatronic named Biff Dipper — are prominent parts of the indoor coaster.

Near the entrance is a brick-by-brick and way-bigger-than-life model of Lego set 918, a spaceship introduced in 1979.

It’s “a classic ship, but it’s got some extra flourishes that you only really find in the Legoland park,” says Rosie Brailsford, senior project director for Merlin Magic Making, the creative arm of Merlin Entertainments.

About four years ago, Brailsford was instructed to work with Lego Group to develop an attraction that would work on a global platform, she says.

“They have a line, kind of from the ’70s and various different iterations of that, which is what you will find in Lego Galaxy,” she says. “So, it’s kind of a merge of past and present and opportunity for future iterations as well.”

Brailsford guided the Orlando Sentinel on an exclusive walk-through — no riding yet — of the attraction, which opens to the public Feb. 27.

What’s outside

The new coaster is on the site of the Flying School ride that was closed in August 2023. The exterior queue looks down at the park’s Driving School attraction. There are two entrances, including one from Legoland’s water park.

The spaceship is surrounded by Lego characters, including photo opportunities. The Alien Tourist figure — outfitted in a floral shirt, red shorts, aqua hat and big old-school camera — takes snaps of a green and antennaed alien family. A Duplo play area dubbed Tot Spot and designed for the youngest visitors, includes a Lego Shuttle. (A shade structure is being added.) Nearby are large Lego space flowers and a robot dog.

Early on, potential riders meet Capt. Olivia on screen.

“She’s welcoming you to the Lego Galaxy, telling you about a little snippet of the mission that you’re going to go on,” Brailsford says.

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A large screen televises a 10-minute loop of details about what’s coming up.

“There are little moments of backstory here, so that if you are milling around in the land, you’ve already started to absorb in your subconscious what’s going on,” Brailsford says.

What’s going on? In the Galacticoaster universe, they are bracing for “the asteroid of probable destruction.”

What’s inside

The front lobby features a large blocky version of the Lego Galaxy logo, which is a bit interplanetary and a bit NASA meatball. Below it are actual assembled Lego models on display, some of which are vintage and difficult to find, Brailsford says.

A series of halls and customized posters lead to a big Briefing Room with animatronic Biff Dipper, the chief engineer. He’s about 4 feet tall and standing on an elevated platform. His arms, legs and head move, and his face is animated below the visor of his space helmet. He greets future riders — there can be as many as 80 people in the room — and explains the goal. It’s us versus the asteroid.

“Most of our minifigures in our Legoland are static, smooth minifigures. … Biff is essentially next generation of how we want to do that on a show basis,” Brailsford says. They partnered with Engineered Arts of Cornwall, United Kingdom, to create this figure, which sports 45 facial animations, Legoland says.

Merlin is “working really closely with Lego to make sure all of that motion that they do is true to how a minifigure would move, and we’re not just making them do random things,” she says.

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Other on-screen characters give ride instructions and advance the storyline of how to deal with that asteroid. Plans A and B (one involving a giant net) were flops, and they need help with Plan C. It involves “separator swarms.”

The room includes interesting visuals such as a blueprint for vehicle options and a sign that reads “Interested in time travel? Meet here last Monday, 2 p.m.”

From here, Biff sends riders into a room where ride vehicle options are selected. Riders pick design features for wings, tail, nose and such. The choices range from practical to fanciful — add-ons such as hamburger wings and disco balls. The console allows 15 seconds for each selection, and then the total look is uploaded onto an RFID-enabled bracelet. There are more than 600 possible combinations.

The idea, we’re told, is to make the spacecraft “so awesome that it grabs the separators’ attention like nothing else.” Also, don’t let them catch you.

Next stop: the Galacticoaster loading bay.

The ride stuff

Passengers navigate a moving sidewalk to the in-real-life vehicles, which seat four passengers across and have lap bars that lower from overhead.

The ride moves into an airlock space, and there “you’ll see yourself in your awesome creation,” Brailsford says. You’ll linger for about 10 seconds, “then you will launch, up to 40 miles an hour, off on your adventure,” she says.

“And you have your kind of save-the-day moment on the ride.”

The Sentinel walk-through did not include a ride-through. Brailsford said the experience is smooth and the launch makes it punchy, probably more intense than the Dragon coaster, its Legoland Florida sister attraction. The height requirement is 36 inches for riders accompanied by an adult. Unaccompanied visitors must be at least 48 inches tall.

“It’s not like terrifying or anything, but being indoors, we do feel like they’ll get a little bit more of that thrill factor as well,” she says. “Because it’s dark, you don’t necessarily quite know where you’re going.”

The spinning is programmed, she said. “It’s not like a free spinning.”

Legoland’s website says to expect “Special effects, synchronized lighting and surprise appearances from classic Lego Space characters.”

Ride time is about 1 minute and 30 seconds, and, per theme park tradition, the exit is through the gift shop (official name: Orbital Outpost).

Another Galacticoaster is under construction that’s set to open March 6 at Legoland California, and, in theory, there could be more. There are also Legoland theme parks in New York, the United Kingdom, Denmark, Germany, Malaysia, Dubai, Japan, South Korea and China.

“We have, like, a base story and land concept that we can adjust and tweak if we were to roll a version of it out,” Brailsford says. “It might not necessarily be this ride. It might be a different ride with another story from the world.”

Email me at dbevil@orlandosentinel.com. BlueSky: @themeparksdb. Threads account: @dbevil. X account: @themeparks. Subscribe to the Theme Park Rangers newsletter at orlandosentinel.com/newsletters.

When Kate Brouner decided to put her six-bedroom, three-bath 3,590-square-foot Howell house on the market, she called the previous owner: Novi-based Realtor Jenn Anderson.

Anderson lived in the home for 11 years before selling to Brouner.

“We call it ‘our house’ and we wanted to make sure to find the right buyer,” Anderson said.

Winter tends to be a slower time for agents but it allows real-estate agents to size up last year’s marketplace and forecast the year ahead. But houses are still being bought and sold.

Steve Stockton has a national and local perspective of the housing market. He’s a board member for RealComp, Michigan’s largest multiple-listing service; the North Oakland County Board of Realtors; and the National Real Estate Review Board.

“This is the longest time period we’ve had growth: 29 months in a row of increased value nationally,” he said. “I don’t remember a month since COVID where we haven’t gone up month over month.”

Regionally, sales rose month-over-month in the Northeast and South, were unchanged in the West, and declined in the Midwest. Demand in Michigan remains steady, Stockton said.

Nationally, home sales rose in December, up by a half percent from November, according to the National Association of Realtors. But compared to December 2024, sales were down by 1%.

The typical homebuyer is 60 years old and the median age for a new-home buyer is at an all-time high: 40, up from 33 in 2021 and 29 in 1991.

“The hardest issue is finding starter homes that younger people can buy. To finally hit 40 as the average first-time buyer’s age is just crazy,” he said.

Market shift

Stockton said the current market is transitioning from one that favored sellers to a balanced market favoring neither buyers nor sellers, aided in part by lower interest rates.

As of late Thursday, a 30-year, fixed-rate mortgage loan was around 6.2% and the 15-year rate was around 5.6%. Few expect interest to drop below 6% this year, despite pressure on the Federal Bank by the Trump administration, he said.

Karen Kage, Realcomp’s CEO and a real estate agent for more than 40 years, said buyers are finding 10% more homes for sale in southeast Michigan this year compared to last year while Oakland County has 15% more.

Oakland County’s hottest markets include Novi, Northville and South Lyon, where builders are busy. Existing homes are selling in Milford, Highland and White Lake townships, Stockton said.

Areas like Birmingham and Bloomfield Hills remain popular and lakeside homes are always in high demand.

Home prices

Southeast Michigan’s median price for existing homes was $270,000 in December, up 5.9% over December 2024. Oakland County’s median home price increased by less than 1%, to $360,000..

“The buyers have a little more to chase,” Stockton said, noting that less than five years ago, buyers were skipping home inspections and warranties to compete with a slew of other buyers.

These days, he said, softer markets in Nevada, Arizona, Idaho and Florida are inspiring older homeowners who are weighing getting a good price for their Michigan home and taking advantage of better prices in what Stockon called “the sunshine states.”

In southeast Michigan, the number of homes on the market represent about three to four months of inventory, up from 2015, when the inventory was a scant six weeks. A truly balanced market requires a five-to-seven-month supply of homes, Stockton said.

More homes for sale means sellers are now waiting on home inspection results, offering home warranties again and bargaining on prices more than in recent years.

But in some areas, buyers are writing love letters about the home they want to persuade a seller to pick their offer.

What’s selling

A refreshed kitchen remains a selling point, as does a newer roof.

“The homes selling quickly now are updated and sharp,” Stockton said. “If you have a house that’s a little tired and dated, it’s going to sit on the market for a while.”

But a motivated seller like Brouner will adjust the home price to attract buyers.

Brouner, a healthcare analyst and mother of five, wanted a new home after her divorce was finalized but didn’t have the time for significant updates.

Anderson said it’s important for sellers to be realistic about their home’s value and the marketplace. Brouner had been watching the real estate market for 18 months before deciding to list her home. She and Anderson agreed to list the house for $449,900.

Less than a week after the listing went online, offers poured in.

“I was pretty confident my house would sell but Jenn really helped me make the most money possible,” she said. “Selling is not as scary as everyone thinks. Find the right agent and they will guide you.”

Brouner will start shopping for a new home with Anderson soon. She hopes to find a house with more land, room for her family and a price under $400,000 and she’s being pragmatic about her options.

“I don’t mind buying a fixer upper,” she said.

The 2026 outlook

“I hate making predictions,” Kage said. “Everything could change tomorrow … Who could have predicted some of the things we’ve been through in the last 40 years?”

She prefers to watch monthly home-sales figures and said two months of numbers gives a short-term peek into the future. The final months of winter can suggest how a season will progress. The second-quarter market is a better indicator, she said.

The solid sellers’ market pressed buyers into bidding wars, which Kage said raised prices to a point that challenges younger buyers.

She believes more sellers are confident of getting a good price for their home and being able to find an affordable next home,” she said.

A rise in the number of homes available has increased the average time on the market by two days, to 43 days, which has alarmed sellers and it shouldn’t because buyers who have more choices are more confident in their offers, Kage said.

Kage encourages buyers and sellers to work with a licensed real estate agent. They can help sellers find the optimum price for marketing a home and typically learn about new listings before they are published.

“People say, ‘Oh, I’ll just check Zillow’ but where do you think Zillow gets the information? They get it from us,” she said.

By Ariana Perez-Castells, The Philadelphia Inquirer

Job hunters beware: some of the hard-earned skills listed on your resume are going unnoticed by potential employers.

Workers’ profiles on job posting websites often feature general abilities, like leadership, communication, teamwork, and problem-solving, a recent report from the Wharton School says. But they’re not highlighting the “specialized, execution-oriented skills,” employers are seeking. That’s created a “skills mismatch economy.”

“People are not representing their skills in a way that’s necessarily resonating with the skills that employers want,” said Eric Bradlow, the vice dean of artificial intelligence and analytics at the Wharton School, who co-authored the report.

Meanwhile, AI has been speeding the shift from a “role-based labor market to a skills-based economy,” the report outlines, making it all the more poignant to know what skills employers actually want.

Bradlow, says generative AI has been “a positively destructive bomb on roles and titles,” by making workers able to carry out tasks that they didn’t know how to do in the past. So “having a specific job title is becoming less relevant.”

The Wharton School worked in partnership with Accenture, a professional services firm, to analyze millions of job postings and worker profiles for the report. The study used data from Lightcast, a labor market data provider, and the U.S. Bureau of Labor Statistics. Bradlow spoke with The Inquirer about their findings.

This conversation has been edited for length and clarity.

Q: What are some skills included on resumes that don’t make much difference to employers, because everyone seems to have them?

A: Do we think it’s important to communicate? Well, yeah, of course, it is. Do we think it’s important to have leadership skills and manage teams well? Yeah, of course. Last time I checked, those were really important parts of the job — but everybody puts that down. We’re not saying in the report that those skills aren’t important. What we’re saying is there’s an over supply of people stating those skills, as opposed to companies saying these skills are what’s going to get you the job.

Companies are realizing that depth of skill is what’s going to be really important.

Q: Do people lack the specialized skills employers are looking for? Or are they just failing to highlight them on their resumes?

A: That’s something, trust me, I wish I could answer.

If we had people’s transcript data, or if we knew what courses someone had taken, then we could try to get an understanding of what skills people actually have.

I think two things are going to happen, based on this Wharton-Accenture Skills Index gap report. Number one is, you will see a migration where people [will say] “I need to acquire those skills, if I don’t have them, if I want a job.” Second, you’ll see [organizations] — whether it’s an academic institution or a for-profit institution — saying “wait a second, here, we need more people with this skill. We’ll create a certification program.”

Q: You found that some skills are actually tied to higher-paying jobs. Was that surprising?

A: I’m not sure I had hypotheses about which skills would be paid higher or lower.

I think maybe the part that surprised me a little bit was that there wasn’t massive swings and variation like “if you have this skill, your salary doubles.” That’s not what we found in the data.

Q: What advice would you give someone crafting their resume?

A: One is talk about the specific skills you have. Every resume I read says “I’m an effective communicator, experienced leader.” That’s fine, but that’s not what’s going to stick out and become differentiated, because everyone’s going to say that. To the degree that you have specific expertise and depth or skills, those are the kinds of things to put on the resume.

The second thing I would say is that … we should be in the skills acquisition business, be a lifelong learner. Skills will always be valued. Jobs in a particular workflow can go away. People with skills will be hired.

Take, for instance, a customer support agent in a customer satisfaction group. If you’re someone with exceptional problem solving skills, you’re hearing your customer, and you’re able to tie it to some remedy, that skill is not going to go away even if the job you’re currently in happens to go away.

Q: What skills are needed more or needed less because of the adoption of AI recently?

A: I don’t view it as AI replacing humans. I view AI as that decision-support tool you should use for every decision. If I were an employer today, I wouldn’t even consider hiring someone that didn’t recognize the power of artificial intelligence as a decision-support aid. I don’t know what business decision — pricing decision, product launch decision, product design decision, possibly even hiring decision — [for which] I wouldn’t use artificial intelligence as a decision support tool.

I would also say, equally, I’m very concerned about the agentic use of AI — in some sense totally handing over high stakes decisions.

Q: From where you stand, is AI coming for people’s jobs, as we often hear, or is it coming for their skills? What’s the difference?

A: Go through the history of mankind.

The train engine came. So you mean we don’t need as many horses? Electricity came. You mean we don’t need as much coal? Green energy came, and so now we don’t need as much nuclear fusion?

Doesn’t technology always come and translate one set of jobs to another set of jobs? It’s not AI is coming for your job. What companies are realizing about AI is there are certain roles and functions that AI can do extraordinarily well, with high accuracy, and in some cases better than humans can do. These tend to be functions, by the way, that many humans don’t like doing anyway.

I don’t see AI coming for your job any more so than any set of technology. This is an extraordinarily disruptive technology, but we’ve lived through periods of extraordinarily disruptive technology.

©2026 The Philadelphia Inquirer, LLC. Visit at inquirer.com. Distributed by Tribune Content Agency, LLC.

By GARY FIELDS, JOSH FUNK and ED WHITE, Associated Press

WASHINGTON (AP) — An air traffic controller felt a “little overwhelmed” by numerous aircraft around Reagan airport just minutes before an American Airlines jet collided midair last year with an Army Black Hawk helicopter, killing 67 people, an investigator said Tuesday at a National Transportation Safety Board hearing to determine the biggest factors in the crash.

During the hearing’s early stages, some themes emerged: The jet’s pilot had no warning about the helicopter, and airspace was crowded the night of Jan. 29, 2025.

“It will not be an easy day,” NTSB board member Todd Inman said in his opening remarks. “There is no singular person to blame for this. These were systemic issues across multiple organizations.”

Everyone aboard the jet, flying from Wichita, Kansas, and the helicopter died when the two aircraft collided and plummeted into the icy Potomac River. It was the deadliest plane crash on U.S. soil since 2001.

The Federal Aviation Administration made several changes after the crash to ensure helicopters and planes no longer share the same airspace around the nation’s capital, and last week made those changes permanent. The NTSB will recommend additional action, and families of the victims have said they hope that leads to meaningful change.

NTSB chairwoman Jennifer Homendy said she couldn’t believe the FAA didn’t realize the helicopter route in use during the crash didn’t provide adequate separation from planes landing on Reagan’s secondary runway.

“We know over time concerns were raised repeatedly, went unheard, squashed — however you want to put it — stuck in red tape and bureaucracy of a very large organization,” Homendy said. “Repeated recommendations over the years.”

NTSB investigator Katherine Wilson said an air traffic controller felt a “little overwhelmed” when traffic volume increased to 10 aircraft about 10 to 15 minutes before the collision, but then “felt the volume was manageable when one or two helicopters left the airspace.”

Yet about 90 seconds before the collision, Wilson said, “traffic volume increased to a maximum of 12 aircraft consisting of seven airplanes and five helicopters. Radio communication showed that the local controller was shifting its focus between airborne, ground and transiting aircraft.”

The workload “reduced his situational awareness,” Wilson said.

NTSB investigators showed a video animation to demonstrate how difficult it would have been for the pilots in both aircraft to spot the other amid the lights of Washington. The animation also showed how the windshields of both aircraft and the helicopter crew’s night vision goggles restricted views.

Some people were escorted from the room, including two in tears, as an animation of the flights began. Several entered the auditorium wearing black shirts bearing the names of crash victims.

“I hope that we see a clear path through the recommendations they offer to ensure that this never happens again,” Rachel Feres, who lost her cousin Peter Livingston and his wife and two young daughters in the crash, said ahead of the hearing. “That nobody else has to wake up to hear that an entire branch of their family tree is gone, or their wife is gone or the child is gone. That’s what I hope coming out of this. I hope we have clarity and urgency.”

Whether that happens depends on how Congress, the Army and the Trump administration respond after the hearing. Victims’ families say they will keep the pressure on officials to act.

Young Alydia and Everly Livingston were among 28 members of the figure skating community who died in the crash. Many of them had been in Wichita for a national skating competition and development camp.

The NTSB has already spelled out many key factors that contributed to the crash and detailed what happened that night. That includes a poorly designed helicopter route past Reagan airport, the fact that the Black Hawk was flying 78 feet (23.7 meters) higher than it should have been, the warnings that the FAA ignored in the years beforehand, and the Army’s move to turn off a key system that would have broadcast the helicopter’s location more clearly.

Several other high-profile crashes and close calls followed the D.C. collision, alarming the flying public. But NTSB statistics show that the total number of crashes last year was the lowest since the COVID-19 pandemic hit in 2020, with 1,405 nationwide.

Funk reported from Omaha, Nebraska, and White reported from Detroit. AP Airlines writer Rio Yamat contributed from Las Vegas.

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By CATHY BUSSEWITZ

NEW YORK (AP) — Beth Brown was assigned to a major project at work when hardship struck. First, her 6-month-old daughter fell ill with COVID-19. A few days later, her mother passed away.

Brown, director of health and well-being at a company that provides employee mental health programs and absence management services, sent a note to the senior ComPsych director who was her partner on the project, explaining she would have to miss work to care for her daughter and to make funeral arrangements. “The guilt that I felt for knowing I was going to leave her dry on my end,” she recalled.

Instead of calling to go over remaining tasks, the director reached out to ask whether Brown was OK and to tell her not to worry about the project. “In the grand scheme of things, this is not important,” Brown recalled her colleague saying. “It’ll be here when you get back. I’ll be there when you’re back.” Hearing the kind words, Brown “felt like there was a brick taken off my chest.”

The importance of treating others with kindness is one of the first lessons most parents and guardians try to teach children. But the skill sometimes falls by the wayside in work settings that encourage competition and where adults face deadlines and pressure. Financial worries and fears of layoffs also can stifle generous impulses.

Perhaps that’s why acts of kindness on the job often are so memorable for those on the receiving end. Molly MacDermot, director of special initiatives at Girls Write Now, a nonprofit mentorship and writing program, feels lucky to have a boss who was kind to her when MacDermot’s father died eight years ago and her mother passed away six months ago.

As technology accelerates the pace of many types of work, “it’s really important to feel human, to be allowed to be human, which is getting the grace to just deal with the bumps in life,” MacDermot said.

Kindness can also mean sharing hard truths in a productive way, going out of the way to welcome a new coworker or bending the rules for the sake of love.

Here are some examples of kindness in action and ideas for spreading goodwill at work.

Create safe spaces

Treating others with warmth and consideration may be especially meaningful at a time of heightened political divisions that has many people feeling like they have to choose sides, said Anna Malaika Tubbs, a sociologist and author of “The Three Mothers” and “Erased.”

“Especially in a workplace, where you can level the playing field and really make sure people know, ‘Hey, you’re welcome here and you’re seen here,’ that can really make a difference at a time when on a national level people feel really divided from each other,” Tubbs added.

One way to encourage empathy at work is to create an environment where people get to know each other, Tubbs said. Organizing staff retreats where family members are welcome, bringing in guest speakers, starting book clubs and scheduling fun offsite activities like going to an escape room are ways to generate shared experiences and facilitate healthy dialogues, she said.

The goal isn’t “to erase political difference or erase being able to disagree with each other” but to promote a cultural shift by encouraging behavior and actions different from the ones that often get rewarded at work, Tubbs said.

“Let’s not show up to meetings thinking that we have to compete and show who’s going to be the loudest and who’s going to be the most dominant,” she said. “What would look differently if we were collaborating with each other? If we were more focused on community?”

Creating a supportive culture within an organization requires daily attention, said Maya Nussbaum, the founder of Girls Write Now and MacDermot’s boss. She starts meetings with “heart warmers,” a time for staff members to share their thoughts on topics as simple as a favorite candle. She also encourages actively listening to different perspectives.

“Productivity is better when people feel that they’re valued and they’re listened to and they matter,” Nussbaum said. “They’re going to work harder and they are going to care, and they’re going to channel their passion as opposed to feeling dismissed.”

Provide real feedback

Compassion can mean sharing hard truths in a tactful way. For example, it’s challenging to let people know they aren’t meeting performance expectations, but “sometimes kindness is getting out of your comfort zone and telling someone the truth so they can shine,” said Chantel Cohen, founder and CEO of Atlanta-based CWC Coaching and Therapy, a counseling and life coaching practice in Atlanta.

When providing feedback as a manager, give specific examples to illustrate the behaviors that need improvement, she said. “Kindness isn’t a conflict-free workplace. Kindness is a workplace where repair is possible or improvement is possible,” Cohen said.

However, remember to acknowledge successes. Karla Cen recalls a former boss who she says criticized her several times a day. She learned a lot, but felt unrelenting pressure.

A manager at the retirement community in Florida where Cen works now brought her a potted plant on her first day after driving four hours to meet her. Another manager provides encouraging feedback daily.

“Having her pass by and say, ‘You did that really well today,’ it just really uplifts the mood of the whole department and makes us ready to come in for the next challenges,” Cen said.

Give back time

Before scheduling a meeting, consider whether the goals can be accomplished another way. For example, a manager can tell a working group, here’s what’s on the agenda, take time to think about it and send your ideas in writing, Cohen suggested.

“Sometimes, the gift of time is such a kindness,” she said. “Maybe you can’t give your team time off right now, but what you could do a couple times a quarter is just say, ‘Hey we’re going to skip tomorrow’s meeting and here are the things I want you all to think about. Submit this in writing so that you can have the time for yourselves.’”

Keeping meetings structured and focused also frees up time, Nussbaum said.

Reconsider rules

Meher Murshed began dating a colleague, Anupa Kurian-Murshed, more than two decades ago when they both worked at Gulf News in Dubai. The couple wanted to marry, but the newspaper prohibited spouses from working in the same department. They feared one of them would have to quit if they wed.

So they appealed to their editor-in-chief, who raised the issue with the managing director. The top managers decided the couple could keep their jobs and get married as long as one of them didn’t report to the other.

“It changed our lives. Life could have been very different,” Meher Murshed said.

Share your stories and questions about workplace wellness at cbussewitz@ap.org. Follow AP’s Be Well coverage, focusing on wellness, fitness, diet and mental health at https://apnews.com/hub/be-well

By FATIMA HUSSEIN

WASHINGTON (AP) — The U.S. Treasury Department has cut its contracts with Booz Allen Hamilton, after a former contractor who worked for the firm was charged and subsequently imprisoned for leaking tax information to news outlets about thousands of the country’s wealthiest people, including President Donald Trump.

The latest move is in line with Trump administration efforts to exact retribution on perceived enemies of the president and his allies.

In 2024, former IRS contractor Charles Edward Littlejohn of Washington, D.C. — who worked for Booz Allen Hamilton — was sentenced to five years in prison after pleading guilty to leaking tax information about Trump and others to news outlets.

Littlejohn gave data to The New York Times and ProPublica between 2018 and 2020 in leaks that appeared to be “unparalleled in the IRS’s history,” prosecutors said.

In court documents, prosecutors said Littlejohn had applied to work as a contractor to get Trump’s tax returns and carefully figured out how to search and extract tax data to avoid triggering suspicions internally.

Treasury says the agency has 31 contracts with Booz Allen Hamilton totaling $4.8 million in annual spending and $21 million in total obligations.

Treasury Secretary Scott Bessent said in statement that the firm “failed to implement adequate safeguards to protect sensitive data, including the confidential taxpayer information it had access to through its contracts with the Internal Revenue Service.”

A representative from Booz Allen Hamilton was not immediately available for comment.

USA TODAY Co., owner of the Detroit Free Press, will acquire The Detroit News and continue to publish it separately, it announced Monday.

The company said it has agreed to a binding letter of intent to acquire The News from MediaNews Group, a transaction it expects to complete by month’s end. Terms of the deal will not be disclosed, the announcement said.

USA TODAY Co. noted it is acquiring the three-time reigning Michigan Newspaper of the Year for journalistic excellence, as honored by the Michigan Press Association. The News is a leading source of digital news and one of the top regional digital news sources in the nation.

“Welcoming The Detroit News fully to our network will enable the continued delivery of trusted, high-quality news and content to our audiences and advertisers in the region,” CEO Mike Reed said in a statement. The acquisition “reinforces our commitment to local journalism in the Detroit metropolitan area.”

It’s the latest twist in ownership for the Detroit dailies, which on Dec. 28 concluded a 36-year joint operating agreement. In that partnership, business operations of The News and Free Press were merged under management of USA TODAY Co., while the newsrooms competed against each other under separate ownership.

As the companies worked to untether those business operations, The News announced on Dec. 26 that it planned to start a separate Sunday paper beginning Jan. 18. It abruptly delayed those plans on Jan. 9.

Formerly known as Gannett Co., USA TODAY Co. did not immediately disclose its plans for The News, except to say, “The Detroit Free Press and The Detroit News will continue to publish separately.”

“We are pleased to reach this agreement with USA TODAY Co. now that the joint operations agreement has expired after decades of successful operations,” said Guy Gilmore, COO of MediaNews Group, in a statement. “Both companies have a mutual desire to ensure that these publications and their distinct journalism continue to serve the greater Detroit area.”

USA TODAY Co. was prohibited from certain acquisitions and increased indebtedness without the consent of its lenders, it said in its 2025 annual report.

On Monday, it said it would finance the purchase of The News in part with cash and also with funds managed by Apollo Global Management, its primary lender. It did not disclose a price.

“Apollo continues to be a great partner of USA TODAY Co.,” Reed’s statement said. “Their commitment enables us to fund this strategic acquisition.”

It is rare for the two major dailies in a metro area to be owned by one parent company, but it is not unprecedented. Cox Enterprises purchased the Atlanta Journal in 1939 and purchased the Atlanta Constitution in 1950. They continued to publish separately until they merged as the Atlanta Journal-Constitution in 2001.

Similar deals have prompted scrutiny from the Department of Justice, such as when The News and Free Press first announced their joint operating agreement in 1986; it was contested in courts until 1989, when the U.S. Supreme Court deadlocked over an attempt to block it.

The sale to USA TODAY Co. marks a return for The News to its former corporate parent.

Founded in 1873 by James E. Scripps as The Evening News, The News marked several firsts in the 113 years before its sale to Gannett in 1986.

The News founded WWJ-AM (950), broadcasting for the first time in August 1920 from the second floor of The News building.

A pioneer in aerial photography, The News purchased a gyrocopter with a swiveling camera to better cover news events in 1931. It was later donated to the Henry Ford Museum in Dearborn, where it remains on display.

In 1942, News photographer Milton Brooks won the inaugural Pulitzer Prize for photography for his 1941 photograph of Ford Motor Co. strikers being beaten. The News has won three Pulitzers, recognized as the highest honor in journalism.

The News debuted broadcast television in Michigan in 1947, founding WDIV-TV (Channel 4).

By its 100th anniversary, The News had achieved the largest evening circulation of any newspaper in the country. With readers moving toward morning newspapers, The News launched a morning edition in 1976.

In July 1995, The News launched detnews.com, becoming among the first newspapers to distribute content on the internet. It now has nearly 3 million users every month.

After 113 years of independent ownership, the Scripps family sold The News and its array of other newspapers and broadcast stations to Gannett for $717 million, instantly making The News the largest local paper in the Gannett chain.

Almost immediately thereafter, the owners of The News and Free Press filed to create the joint operating agreement, declaring that the Free Press was in imminent danger of failing. When finally approved, it became the largest such agreement in the United States.

In 2005, with Free Press owner Knight-Ridder under increasing pressure, Gannett purchased the Free Press and sold The News to MediaNews Group for $25 million. The two companies entered the 20-year business partnership that ended in December.

The post Detroit Evening Report: Rescue seeks fosters for dogs during extreme cold appeared first on WDET 101.9 FM.

By Sarah Atwood, satwood@detroitnews.com

Lansing — Several of Michigan’s public university leaders gathered last week to reveal the results of a study analyzing the positive economic impact their institutions have on the state, generating $45 billion annually.

As public scrutiny of higher education and its mission has grown over the last five years, the speakers, including Michigan State University President Kevin Guskiewicz and Grand Valley State University President Philomena Mantella, explained on Tuesday how Michigan’s public schools are continuing to improve the lives of all Michigan residents.

It’s been 10 years since the last report on the economic impact of Michigan’s universities, said Britany Affolter-Caine, executive director of Research Universities for Michigan, an organization of the four Michigan research universities.

The report, done by the East Lansing-based Anderson Economic Group, shows that Michigan’s public universities contributed $45 billion in net new economic activity through operations, student spending and alumni earnings for the state. The report pointed out that this revenue was more than 28 times the amount given in state appropriations for the 15 universities.

“This is economic impact that would not exist in Michigan if these institutions were not here,” said Dan Hurley, CEO of the Michigan Association for State Universities.

However, about 70% of Americans now say higher education is going in the wrong direction, a poll by Pew Research released in October showed, up from 56% in 2020.

Guskiewicz and Mantella agreed that the public perception of higher education is something they’re trying to repair. Graduates coming out of college with jobs in their field, more affordable tuitions so students have less debt and showing the impact of universities in local communities are all ways the institutions can rebuild public trust, the speakers said.

Perception of higher education

Americans were losing confidence in higher education because they believe it’s too expensive, doesn’t provide the skills needed for today’s jobs and is “indoctrinating” students, Guskiewicz said.

The misinformation regarding the value of a degree conflicts with the real data that shows, Guskiewicz said, the social upward mobility and the opportunity that come with a degree, along with the improvements to quality of life in all sectors that touch a university.

“We have to do a better job of telling our story, just like we are today,” Guskiewicz said.

But negative perceptions of higher education held by lawmakers, federally and statewide, can hurt a university’s finances. In the past year, President Donald Trump’s administration has cut millions of dollars from Michigan universities, according to Treasury Department data compiled by the Center for American Progress, a liberal group.

Michigan House Republicans toyed with the idea of cutting $291 million from the University of Michigan’s and MSU’s state appropriations to redistribute among the other state universities. This was rejected by the Democratic-led Senate and Democratic Gov. Gretchen Whitmer, and all universities saw an increase in their state appropriations in the budget approved in October.

“That was an effort by one caucus in one chamber, which is a pretty distinct minority in the entire public body that ultimately is responsible for passing the state budget,” Hurley said. “All of our universities need to have reinvigorated state investment. … We are thankful for what the Legislature has done in recent years. … But we are conservatively at least 41st out of 50 in this country as it involves per student state support for public universities.”

The worth of a degree

Pew’s poll showed that about 80% of adult respondents said colleges and universities aren’t doing enough to keep tuition affordable, and about half said higher education wasn’t doing enough to prepare students for well-paying jobs.

The speakers acknowledged the longstanding problem of graduates struggling to find employment in their degree’s field, or any meaningful employment at all.

“This is not a new challenge,” Affolter-Caine said. “It happens to maybe be exacerbated in the current cycle.”

However, the report shows that graduates from Michigan universities make double what high school degree holders earn and, on average, about $20,000 more than what graduates from out-of-state public institutions make.

On average, the report said, Michigan university alumni ages 25-24 earn $91,073 yearly.

Mantella said Grand Valley, like other universities, has embraced and strengthened “experience-based learning.” This includes ensuring all students have access to an internship, project-based learning or other professional workforce experience while still in college.

“This is not only an opportunity to accelerate to the workforce,” Mantella said. “It’s so (students) come into the workforce at the appropriate levels, in the appropriate roles. … It also links the individual to a Michigan employer, so there’s a higher probability that they will, in fact, stay in the state and contribute to the state rather than go somewhere else.”

Hurley said about 84% of the top 50 most in-demand jobs over the next few years will require at least a bachelor’s degree.

“(Those jobs) are our state’s economy, our private sector, our non-private sector, our health care sector speaking,” Hurley said. “And so for us to be competitive in the future, we have to continue generating that talent. And of course, it’s the role of the state government to make sure that college remains affordable.”

It will be a while before you can come and get those Motown memories this weekend.

After Monday, Jan. 19 — the Martin Luther King Jr. birthday observance — the Motown Museum will be closed for tours to allow for intensive construction of its $75 million expansion, which is slated to grow the shrine from two houses on Detroit’s West Grand Boulevard into a 50,000-sqare-foot facility housing interactive exhibits, artifacts, a professional recording studio and more, as well as the Hitsville NEXT educational academy.

The expanded museum is slated to open in the spring of 2027.

This week and weekend also feature days themed to specific artists from Motown’s history. The Marvelettes, Teena Marie, Stevie Wonder and the Temptations were covered earlier in the week, while the weekend will focus on the Four Tops (Friday, Jan. 16), Diana Ross & the Supremes (Sat., Jan. 17) and Smokey Robinson & the Miracles (Sunday, Jan. 18, with discounted admission). All will feature immersive tours, curated playlists, video footage and special giveaways.

MLK Day will also feature special immersive tours.

The museum will be open 10 a.m. to 6 p.m. each day. Call 313-875-2264 or visit motownmuseum.org.

At the end of 2025, a commitment to getting a new economic development plan out of the Legislature was halted. In this episode MichMash, Bridge Michigan’s business reporter Paula Gardner joins Cheyna Roth and Alethia Kasben to discuss economic development incentives and if they are helping to attract Michigan businesses.

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Q: We have a third bathroom in our finished basement that has a stall shower. My brother-in-law says it’s only considered a half-bath because it doesn’t have a bathtub. Is he correct?

A: Your brother-in-law is wrong. Bathrooms go by the number of fixtures. A bathroom with a sink and a toilet is a two-fixture bath, which is also referred to as a half-bath or a lav. A full bath has a sink, toilet, and either a bathtub or shower, or both, so it can be either a three- or four-fixture full bath.

Home maintenance tip

Are you losing up to 25% of your heat because you don’t have $40 to $80 worth of insulation in your basement? Having been in literally over a thousand homes over the years, I get to observe a lot of things. One thing I have noticed, especially in homes built before the 1980s, is the lack of insulation around the rim joist in the basement. That is where all the joists rest on top of the basement wall. If you see insulation, you’re good, but if you see bare wood, you’re losing money out of your pocket every minute during the cold weather here in Michigan.

The fix is simple: buy a roll or two of insulation and cut pieces to fit up in all of the cavities. (If you have bay windows or kitchen sinks that are in a bay with plumbing pipes, then consult with a professional on the correct way to insulate the bay.) It’s a good idea to wear gloves, long sleeves, safety glasses and a face mask when handling insulation. You can take it a step further and seal all the joints with a foam sealant first before adding the insulation. I recommend consulting your home improvement store or a contractor/handyman as to the best way to go about it for your home. As long as you do something, you will start saving money right away.

Market update

November’s market update for Macomb County and Oakland County’s housing market (house and condo sales) is as follows: In Macomb County, the average sales price was up by almost 3% and Oakland County’s was up by more than 2%. Macomb County’s on-market inventory was down by almost 2% and Oakland County’s was up by almost 4%. Macomb County’s average days on market was 35 days and Oakland County’s was 32 days. Closed sales in Macomb County were up by almost 3% and were down by almost 9% in Oakland County. (All comparisons are month to month, year to year.)

By the long-standing historical definition from the National Association of Realtors, which has been in existence since 1908, a buyer’s market is when there is a seven-month supply or more of inventory on the market. A balanced market between buyers and sellers is when there is a six-month supply of inventory. A seller’s market is when there is a five-month or less supply of inventory. Inventory has continued to stay low. In November, the state of Michigan’s inventory was at 2.6 months of supply. Macomb County’s inventory was at 2.4 months of supply and Oakland County’s inventory was at 2.3 months of supply. By definition, it’s still not close to a buyer’s market.

Steve Meyers is a real estate agent/Realtor at Realty Executives Home Towne in Shelby Township. He can be contacted with questions at 586-997-5480 or emailed at Steve@MeyersRealtor.com. You can also visit his website at  AnswersToRealEstateQuestions.com.