Author: sHq_LoGiNz

Taco Bell blog

For years, Taco Bell’s iconic hot sauce packets have been part of fans’ biggest and boldest moments, from elevating everyday meals to inspiring fashion statements and even unforgettable marriage proposals. But while these packets deliver big flavor, they’re made from single-use flexible film materials that can be difficult to recycle through traditional curbside systems.

In 2021, Taco Bell and TerraCycle® teamed up to pilot a first-of-its-kind national recycling program for used sauce packets, aiming to help keep hard-to-recycle packets out of landfills. In five years, TerraCycle® and Taco Bell have proudly collected one million sauce packets and single-serve containers through the Taco Bell Sauce Container US Recycling Program to be repurposed or recycled.

“I’m so excited and proud of us reaching the one million mark! It’s such a huge number and such an accomplishment. It’s so impactful to see how much our passion for sustainability is shared by others outside of our team just from seeing the engagement and participation numbers grow every year.” said Grace K., Nutrition and Sustainability Analyst and Taco Bell lead for the US Recycling Program with TerraCycle.

Whether it’s sauce packets, sauce dipping cups, souffle cups and lids, or even coffee creamer pods, this program accepts all brands and types of empty sauce containers, not just Taco Bell’s. It’s open to anyone across the contiguous U.S.

ICYMI: How The Program Works:

Participation is simple, free, and rewarding:

1. Sign up for the program through TerraCycle. Pro tip: use the same email address as your Taco Bell Rewards account to be eligible for bonus Taco Bell Rewards points throughout the year! More details here.
2. Collect your empty sauce packets and other accepted single-serve containers in any box you have on hand.
3. Print a free shipping label by logging in to the TerraCycle portal.
4. Ship your full box to TerraCycle — they’ll rinse, sort, process, and recycle the materials into raw recycled material.

Thank you to our fans and communities for helping collect more than one million items. What a milestone!

Learn about TerraCycle and the program here. Enrollment limits may apply. This program is only available in the U.S.

Authored by Baker Tilly’s Tosca Derrick 

Billions in potential tariff refunds are moving closer to reality, but not all importers will benefit at the same time.

A March 31, 2026, declaration filed with the U.S. Court of International Trade (CIT) lays out how U.S. Customs and Border Protection (CBP) plans to begin processing refunds tied to tariffs imposed under the International Emergency Economic Powers Act (IEEPA). This latest CBP guidance on tariffs provides the clearest signal yet on what will be recoverable now, what will take longer and where companies may face limitations.

At the center of the effort is a new system capability within the Automated Commercial Environment (ACE), known as the Consolidated Administration and Processing of Entries, or CAPE. This system is being built to handle refund claims at scale, introducing new processes that will directly affect how and when importers can recover duties.

For companies navigating IEEPA exposure, the message is clear. Opportunity is emerging, but it will require a targeted, well-timed approach.

A system under construction with real financial impact

The declaration confirms that CBP is building CAPE as a multi-component solution designed to handle the scale and complexity of IEEPA-related refunds. These components include a claim portal, mass processing engine, review and reliquidation functionality and a refund module.

Progress is advancing, but the system is not fully there yet. The claim portal is nearing completion at about 85%, while mass processing is still developing at around 60%. The review and liquidation component is further along at roughly 80%, with refund functionality close behind at about 75%.

That uneven progress is important. It signals that while the infrastructure is coming together, not every refund scenario will be supported at launch. Instead of a single, fully functional release, importers should expect a phased rollout that expands over time.

Phase one: limited scope, immediate opportunity

CBP’s initial rollout of CAPE will focus on a narrower set of entries. In phase one, the system will handle unliquidated entries as well as those still within the 90-day voluntary reliquidation window.

Together, those categories represent roughly 63% of entries impacted by IEEPA duties, meaning most refund opportunities will be accessible early, but not all.

However, the system will not initially process entries where liquidation is final. Those cases are deferred to future phases, creating a gap that many importers will need to actively manage through other legal or administrative avenues.

From a strategic perspective, this creates a clear prioritization framework. Companies should focus first on entries still within actionable timelines, where recovery is most immediately achievable.

Importantly, refunds will not be issued automatically. Importers will need to take action through CAPE to initiate and support claims.

Refund mechanics are changing: digital is now mandatory

As part of evolving CBP guidance on tariffs, one of the more operationally significant updates is the shift to fully electronic refunds. As of February 2026, CBP requires that all refunds be issued via electronic funds transfer, with limited exceptions.

The scale of readiness is notable. More than 26,000 importers of record have already enrolled, representing approximately 78% of impacted entries and more than $120 billion in associated duty value.

For companies that have not yet completed enrollment, this is a critical dependency. Without proper setup, even approved claims may face delays in disbursement.

What CAPE will and will not handle in early stages

Phase one introduces some important nuances in how entries will be handled. In certain cases, IEEPA duties will be removed and recalculated, but refunds will not be issued right away. Instead, those entries will move through the normal liquidation process, with refunds issued at that point.

Other categories bring additional complexity. Entries tied to antidumping or countervailing duties may remain suspended until the Department of Commerce provides liquidation instructions. Warehouse entries will also continue to follow standard timelines, meaning refunds will not be immediate even after adjustments are made.

At the same time, some entries are excluded from phase one altogether. These include reconciliation entries, drawback claims, entries under active protest and certain AD/CVD cases that are already pending liquidation instructions.

Taken together, these limitations make it clear that CAPE is not yet a universal solution. Importers with more complex entry profiles will need to take a more tailored approach to recovery.

Timing expectations and compliance considerations

CBP has indicated that processing of accepted claims may take up to 45 days, particularly where additional validation or compliance review is required. This reflects a broader reality. Both system rollout and refund execution are expected to follow staged timelines rather than immediate payouts.

That distinction matters. While CAPE is being built to facilitate refunds, it is also designed with stronger validation and review controls. Enforcement remains a priority alongside recovery.

In practice, that means claims need to be accurate, complete and well supported from the start. Data integrity within ACE filings will be closely reviewed, and even small inconsistencies can slow processing or delay payment.

Looking ahead: expanded capabilities, increased complexity

Future phases of CAPE are expected to expand beyond the initial scope and address more complex scenarios. These include entries with final liquidation, reconciliation and drawback claims, complex interest calculations and enhanced compliance and financial controls.

As these capabilities are introduced, access to refunds will broaden. At the same time, the technical and regulatory complexity of the process will increase, requiring more sophisticated coordination across trade, finance and compliance functions.

What this means for importers now

The declaration underscores a critical point. Refund recovery tied to IEEPA tariffs is no longer theoretical. It is operational, but not yet comprehensive.

Organizations should act now, focusing on a few key priorities:

• Identify eligible entries within the current processing scope.
• Validate ACE data and entry classifications.
• Complete electronic refund enrollment requirements.
• Develop a phased recovery strategy aligned to CAPE rollout.

At the same time, timing considerations remain critical. Not all entries will be addressed in the initial phase of CAPE, and certain refund opportunities may depend on actions taken outside of the system.

Importers should evaluate whether filing protests is necessary to preserve potential refund claims, particularly for entries approaching liquidation deadlines or those that may fall outside the initial scope of CAPE processing. Acting sooner rather than later can help preserve flexibility and avoid unintended loss of recovery opportunities as CBP guidance continues to evolve.

A strategic moment for trade leaders

The development of CAPE reflects a broader shift in how trade enforcement and revenue recovery are administered. It combines automation, large-scale data processing and evolving legal requirements into a single operational framework.

For importers, success will depend on more than awareness. It will require coordination across trade compliance, finance and legal teams, along with a clear understanding of where opportunities exist today and where they will emerge next.

As CBP guidance on tariffs continues to evolve alongside CAPE development, organizations that act early and prepare thoroughly will be best positioned to recover value efficiently and avoid unnecessary delays. Baker Tilly continues to monitor these developments and works with clients to translate evolving requirements into practical, actionable strategies.

Ready to evaluate your refund opportunity?

As the refund process moves from legal ruling to administrative execution, the challenge for importers is no longer just eligibility. It is execution. IEEPA tariff refunds will depend on complete and accurate data, defensible methodologies and the ability to navigate evolving CBP requirements. In practice, that means organizing years of entry data, validating duty payments and aligning documentation with how claims will be reviewed. Even where refunds are clearly owed, outcomes will be shaped by how well claims are prepared and submitted.

Baker Tilly’s tariff refund and recovery services are designed to help organizations move from eligibility to execution. This includes assessing refund exposure, identifying eligible entries and building claim packages that can stand up to CBP review.

That work often cuts across multiple functions. Entry-level data needs to be compiled and validated across systems; refund calculations must be consistent, supportable and documentation has to align with how CBP evaluates claims. At the same time, organizations must manage filings and timelines while also considering downstream tax and financial reporting impacts.

This level of coordination reflects a broader reality. Legal entitlement alone does not guarantee recovery. Execution, documentation and timing ultimately determine outcomes.

As CAPE continues to evolve and refund pathways expand, organizations that act early and prepare thoroughly will be better positioned to recover value efficiently and avoid unnecessary delays.

Connect with a Baker Tilly specialist to evaluate your tariff refund opportunity 

Originally published on PSEG ENERGIZE!

The New Jersey Chamber of Commerce (NJCC) advocates for businesses of all sizes, lobbying for the economic growth and job creation policies that enable Garden State ventures to flourish. One key segment supported by the NJCC is small businesses—the backbone of the American economy.

As a nonprofit organization, NJCC understands the challenging environment small businesses face, where every dollar counts and resources must be stretched as far as they can go. This need to extend resources led NJCC to participate in our Direct Install Program, one of the many offerings within our broader business energy efficiency portfolio.

Preserving a historic landmark while modernizing its systems

NJCC’s headquarters is no ordinary office: it’s a former residence built in 1875 and listed as a national historic site. But with this legacy comes complexity: multiple heating types (baseboard, radiant, ventilated), a mix of fluorescent and residential‑style fixtures, old and drafty windows and doors and a single heating zone that often made temperatures swing dramatically from one floor to another.

These constraints once made the notion of upgrading feel risky, as if any change might disrupt the building’s character or operations. Yet upgrades made through our energy efficiency program have proved the opposite – showing that careful, targeted improvements can respect history while solving modern comfort, safety and cost challenges.

When the opportunity arose to participate in our Direct Install Program, NJCC leadership saw it as a no‑brainer.

It seemed incomprehensible not to participate. Not only do you get an upfront financial benefit from not having to outlay hundreds of thousands of dollars in advance, but you deal with experts who know exactly how to make your unique space energy efficient.”

-Christine Lee, NJCC Facilities Manager

In addition, NJCC leadership liked the fact that every kilowatt saved could “give back” grid capacity, making the decision feel not just smart, but almost like a civic duty.

What changed: Boilers, lighting and peace of mind

The work began in the 8,400-square-foot building’s basement, where three aging boilers had reached the end of their useful life and were draining NJCC’s budget. Constant repairs, hard‑to‑find parts and inefficient appliances meant every winter brought about financial anxiety and discomfort from working in drafty, cold rooms.

NJCC’s old, outdated boilers were replaced with three, high efficiency boilers.

Following the improvements, NJCC now has three brand‑new, high‑efficiency boilers, which sit where the old ones once struggled. The program also included installation of a hot‑water pump and controls, and replacement of every lightbulb in the building with modern, low‑wattage bulbs that draw roughly a quarter of the energy the old bulbs used. Additionally, motion sensors were installed to control lighting in infrequently used spaces.

The practical impact of this work has been immediate: Christine shared that the upgrades immediately improved comfort and reliability throughout the building. While employees and visitors remark on how warm and inviting the space feels, and NJCC no longer has to pay contractors to climb ladders and swap burnt‑out bulbs throughout the property on a regular basis. And all of these upgrades occurred without any interruptions to operations. As noted by Christine, “They replaced each boiler without having to shut us down, which was remarkable.”

The total project cost was approximately $62,000, with PSE&G covering nearly 40% through program incentives. The remaining balance is being paid by NJCC through interest-free on-bill-repayment over five years. Once repayment is complete, the upgrades are expected to deliver more than $17,000 in annual energy savings, including electric and gas savings.

Comfort, savings and a better experience

The most noticeable change since the project started is comfort; staff are now fine‑tuning thermostats instead of begging for heat. That shift – from never quite warm enough to being able to dial back – is a clear signal that the new system is performing efficiently and reliably.

Operationally, NJCC has gained time and money back. Fewer emergency calls and interruptions for maintenance and lower ongoing lighting costs mean staff can stay focused on serving members, rather than troubleshooting facilities issues. Once the investment is paid off, NJCC plans to redirect savings into core priorities, such as lobbying and networking.

A surprisingly easy path – and a call to action

When NJCC began the project, they collaborated with a responsive team of experts who answered questions clearly, guided them through eligibility and documentation, and made the entire process feel straightforward and pleasant. “Interested businesses shouldn’t be intimidated by the process,” says Christine. “All the players made the process easy.”

For NJCC, making this energy efficiency investment was more than a facilities decision. It has become an ongoing commitment to improving operational efficiency and comfort. The organization encourages every eligible business to see energy efficiency as a powerful way to care for our communities, the bottom line, and the shared grid that keeps New Jersey open for business.

We offer a range of energy efficiency programs designed to meet the needs of businesses of all sizes. To learn more about available solutions, visit mybizenergy.pseg.com.

Health and safety regulatory frameworks continue to evolve globally as governments respond to changing workplace risks, workforce mobility, and societal expectations. For multinational organizations, keeping pace with these changes is critical not only for compliance, but also for maintaining consistent safety standards across global operations.

Recent updates from Canada, USA, Europe and Australia highlight several emerging trends: stronger expectations for emergency preparedness, increased focus on workplace violence prevention, greater emphasis on standardized training and competency, and new frameworks for worker participation in occupational health and safety programs.

Below we highlight several key developments and what they mean for companies operating internationally.

 

At a Glance: Global Health & Safety Regulatory Updates (2025–2026)

• Canada: New regulations require Automated External Defibrillators (AEDs) on certain construction projects starting in 2026, reinforcing emergency preparedness as a compliance obligation.
• Canada (Proposed): Updates to MEWP operator training aim to align with national CSA standards, introducing 3-year refresher cycles, stronger recordkeeping, and cross-border training recognition.
• United States (Louisiana): New workplace violence regulations require written prevention plans, annual training, mandatory signage, and engineering controls (e.g., panic buttons) for public-facing workplaces.
• Europe: Expanding requirements for prevention-based safety programs and worker participation, including mandatory safety committees and broader coverage of modern work environments.
• Australia (NSW): Mandatory compliance with AS 1851-2012 will require organizations to implement formal fire system inspection, testing, maintenance, and detailed recordkeeping starting in 2026.
• Global Trend: Regulators are shifting toward structured, auditable safety systems—with increased expectations for emergency preparedness, workplace violence prevention, standardized training, and proactive risk management.
• What This Means: Multinational organizations must move beyond local compliance and implement globally consistent safety frameworks that align with evolving regulatory expectations across regions.

 

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Canada: New AED Requirements for Construction Projects (Ontario)

One of the most notable recent regulatory updates in Canada comes from Ontario, where new requirements for Automated External Defibrillators (AEDs) on construction projects will come into force on January 1, 2026.

Under Ontario Regulation 157/25, constructors must ensure that AEDs are installed and maintained on construction projects meeting specific thresholds.
 

When the requirement applies

The rule applies when:

• 20 or more workers are regularly employed on a project, and
• The project is expected to last three months or longer.

Key compliance requirements

If the regulation applies, constructors must ensure:

• A Health Canada–licensed AED is installed on the project site
• Required companion equipment is available (e.g., CPR mask, gloves, scissors)
• Clear signage identifying the AED location is posted
• The device is maintained and inspected quarterly
• Inspection records are kept on site
• At least one worker trained in CPR and AED operation is present whenever work is underway

What this means for multinational companies

For organizations operating construction or infrastructure projects across jurisdictions, this regulation reinforces a broader global trend: emergency preparedness is becoming a regulated expectation rather than a voluntary safety enhancement.

Companies with projects in Canada should consider:

• Standardizing cardiac emergency response protocols across global construction sites
• Integrating AED readiness into site mobilization and contractor qualification processes
• Ensuring contractor safety programs include CPR/AED training coverage during all working hours

For global firms, adopting a company-wide emergency response standard can simplify compliance as more jurisdictions move toward similar requirements.

 

Canada: Proposed Updates to MEWP Operator Training

Ontario regulators are also proposing updates to training requirements for workers operating Mobile Elevating Work Platforms (MEWPs), such as boom lifts, scissor lifts, and aerial work platforms.

The proposal aims to align training requirements with the CSA B354.8:17 (R2022) national standard for MEWP operator training.

 

Key proposed elements

If implemented, the proposal would introduce:

• Standardized training content aligned with CSA requirements
• Mandatory training before operating MEWPs for the first time
• Refresher training every three years
• Employer verification and recordkeeping requirements
• Worker access to proof of training records even after employment ends
• Recognition of equivalent training from other jurisdictions completed within the last three years

 

Implications for multinational organizations

These proposed changes reflect a broader international trend toward portable safety credentials and standardized competency frameworks.

For multinational employers, this has several implications:

• Training programs may need to align with recognized standards rather than company-specific content.
• Companies operating across provinces or countries will need stronger training record management systems.
• Cross-border workforce mobility will increasingly depend on recognized training equivalency.

Organizations with mobile construction or maintenance teams should consider reviewing current training programs to ensure alignment with emerging international standards.

 

United States – Workplace Violence Prevention Expansion (Louisiana)

In the United States, workplace violence prevention continues to gain regulatory attention at the state level. A notable recent development is Louisiana’s 2026 “Behind the Counter” Safety Act (HB 422), which introduces new requirements for organizations with customer-facing operations.

What is changing?

The regulation applies to “regulated establishments” where employees regularly interact with the public at a counter or reception area. While initially focused on retail and food service, the definition is being interpreted more broadly to include:

• Life sciences facilities with sample drop-off counters
• Manufacturing sites with front offices or visitor reception areas
• Healthcare clinics and pharmacies
• Any workplace with public-facing service counters

Key compliance requirements

Organizations covered by the Act must:

• Develop and maintain a written Workplace Violence Prevention Plan, updated annually
• Implement and evaluate engineering controls (e.g., panic buttons, cameras, lighting)
• Provide annual employee training on de-escalation and emergency response
• Post mandatory signage (minimum 11″ x 18″) at entrances warning that violence against staff is a felony
• Establish incident reporting procedures for serious events
• Review and update the plan following major incidents

What to verify now

Organizations should confirm:

• Required signage is clearly posted at entrances or reception areas
• Panic buttons or emergency systems are installed, functional, and tested
• Workplace violence prevention plans are site-specific and up to date

 

What this means for multinational organizations

The Louisiana regulation reflects a broader shift in the U.S. toward formalized workplace violence prevention requirements, an area that has historically been guided more by general duty clauses than prescriptive rules.

For multinational companies, this signals:

1. Workplace violence is becoming a regulated safety risk

Organizations must treat workplace violence prevention with the same rigor as traditional safety hazards, including formal plans, controls, and training.

2. Public-facing environments are under increased scrutiny

Facilities that were not traditionally considered “high-risk” (e.g., offices, labs, front desks) may now fall within regulatory scope.

3. Engineering controls and visible deterrents are expected

The requirement for signage and panic systems highlights a shift toward visible, verifiable safety measures.

4. U.S. state-level variability is increasing

With regulations emerging at the state level, multinational organizations must navigate inconsistent requirements across jurisdictions, reinforcing the need for scalable, adaptable safety programs.

 

Europe: Expanded Worker Participation and Prevention Requirements

Across Europe, occupational health and safety systems are also evolving to place greater emphasis on preventive management systems and worker participation.

For example, recent implementation milestones under modernized occupational health and safety legislation require organizations to formalize prevention programs and worker participation mechanisms, including:

• Structured hazard identification and corrective action programs
• Worker participation through health and safety committees or representatives
• Expanded applicability to new workplace contexts, including telework environments
• Mandatory safety committees in establishments with more than 20 workers

 

Why this matters for global companies

European regulatory trends continue to reinforce a shift from reactive compliance toward system-based prevention frameworks.

For multinational employers, this means:

• Greater scrutiny of documented prevention programs
• Increased expectations for employee involvement in safety governance
• Expanded safety responsibilities covering hybrid and remote work environments

Companies operating across the EU or with European subsidiaries should ensure that corporate safety management systems align with participation-based models, which are becoming a central pillar of European occupational health and safety regulation.

 

Australia (APAC): Mandatory Fire Safety Maintenance Standard (NSW)

In the Asia-Pacific region, Australia (New South Wales) is introducing significant changes to building fire safety regulations that will impact a wide range of industries, including commercial real estate, infrastructure, healthcare, and industrial facilities.

From February 13, 2026, compliance with Australian Standard AS 1851-2012 will become mandatory under fire safety regulations.

What is changing?

AS 1851-2012 establishes the requirements for the routine servicing, inspection, and maintenance of fire protection systems and equipment, including:

• Fire detection and alarm systems
• Sprinkler systems and pumps
• Fire extinguishers, hydrants, and hose reels
• Emergency lighting and smoke control systems

Under the updated regulation:

• All Class 1b and Class 2–9 buildings (including commercial, residential, and public buildings) must comply
• Building owners are responsible for ensuring systems are inspected, tested, and maintained in accordance with the standard
• Maintenance must follow defined frequencies, testing protocols, and documentation requirements

Increased focus on documentation and compliance

A key shift is the emphasis on evidence-based compliance, including:

• Detailed maintenance records and logbooks
• Documented proof of inspections, testing, and system performance
• Availability of records for regulators, auditors, and insurers

Regulators will have increased authority to audit compliance and issue penalties for non-compliance, reinforcing accountability for building owners and operators.

What this means for multinational organizations

The NSW update reflects a broader global trend toward formalizing maintenance standards and strengthening accountability for critical safety systems.

For multinational companies with facilities across APAC, this has several implications:

1. Fire safety is moving toward standardized, enforceable maintenance regimes

What may have previously been considered best practice (e.g., alignment with AS 1851) is now becoming a legal requirement, similar to trends seen in Europe and North America.

2. Documentation and audit readiness are critical

Organizations must ensure they can demonstrate compliance through clear, accessible maintenance records, not just completed activities.

3. Facility management and EHS functions must be closely aligned

Fire safety compliance is increasingly intersecting with asset management, facilities operations, and EHS programs, requiring stronger cross-functional coordination.

4. Insurance and liability exposure is increasing

Failure to comply with mandated fire safety standards may impact insurance coverage, claims, and legal liability following incidents.

Why this matters globally

When viewed alongside developments in Canada (AED readiness, training standardization) and Europe (worker participation and prevention systems), the APAC update reinforces a consistent global direction:

Regulators are moving from general safety expectations to highly structured, auditable systems with defined standards and accountability.

For multinational organizations, this underscores the need to:

• Align global programs with recognized standards (CSA, AS, ISO, EU frameworks)
• Strengthen documentation, recordkeeping, and audit readiness
• Ensure consistency across facilities, projects, and jurisdictions

 

Emerging Global Themes in Health & Safety Regulation

Although these updates originate in different jurisdictions, they reflect several shared global regulatory trends:

1. Emergency preparedness and critical systems are becoming mandatory

Regulators are increasingly requiring structured emergency response capabilities—from AEDs on construction sites in Canada to mandated fire system maintenance standards in Australia.

2. Workplace violence prevention is gaining regulatory focus

In the U.S. and beyond, workplace violence is being formalized as a regulated risk, requiring written programs, training, engineering controls, and visible deterrents.

3. Standardized training and competency frameworks

Training requirements are moving toward recognized national and international standards, enabling workforce mobility while ensuring consistent competency.

4. Prevention-based safety management systems

Across Europe and globally, regulators are emphasizing proactive, system-based safety models that require hazard identification, risk control, and worker participation.

5. Increased focus on documentation, verification, and auditability

Organizations must now demonstrate compliance through documented evidence—including training records, inspection logs, maintenance reports, and written safety programs.

6. Expanded coverage of modern and complex work environments

Regulations are adapting to reflect multi-employer worksites, public-facing environments, and evolving workplace models, including hybrid and remote work.

 

Key Takeaways: Global Health & Safety Regulatory Updates

1. Emergency preparedness and critical safety systems are now regulated expectations
New requirements—from AEDs on construction sites in Canada to mandatory fire system maintenance in Australia—highlight a global shift toward formalizing life-saving systems.

2. Workplace violence prevention is emerging as a key regulatory priority
New U.S. regulations, such as Louisiana’s Behind the Counter Act, require written prevention plans, employee training, signage, and physical safety controls for public-facing workplaces.

3. Standardized training and competency requirements are increasing
Proposed MEWP operator training updates in Canada reflect a broader trend toward aligning with recognized standards and improving training portability.

4. Worker participation and prevention systems are expanding globally
European regulations emphasize structured prevention programs and active worker involvement, reinforcing proactive safety management approaches.

5. Documentation and audit readiness are critical for compliance
Across all regions, organizations must maintain clear, accessible records—from maintenance logs and inspection reports to training certifications and written safety plans.

6. Multinational companies must manage increasing regulatory complexity
With evolving requirements across North America, Europe, and APAC, organizations need systems to monitor, interpret, and implement regulatory changes consistently.

7. Global safety management systems provide a competitive advantage
Companies that align with international standards and implement consistent global frameworks are better positioned to ensure compliance, reduce risk, and improve operational resilience.

 

Practical Steps for Multinational Employers

To stay ahead of evolving health and safety regulations, multinational organizations should consider:

Conducting regulatory horizon scanning
Monitor emerging regulatory changes across key operating regions.

Standardizing safety programs globally
Where possible, adopt company-wide standards that meet or exceed local regulatory expectations.

Strengthening training and credential tracking
Ensure training programs align with recognized standards and that records are easily accessible.

Integrating prevention and participation frameworks
Embed worker participation into safety governance structures to align with evolving global expectations.

Final Thoughts

Regulatory changes like those emerging in Canada, the United States, Europe and Australia illustrate a broader shift in occupational health and safety governance. Rather than focusing solely on compliance, regulators are increasingly emphasizing preparedness, prevention, and workforce engagement.

For multinational organizations, the challenge—and opportunity—is to move beyond country-by-country compliance and build globally consistent safety management systems that can adapt as regulatory expectations continue to evolve.

 

Inogen Alliance is a global network made up of over 70 of independent local businesses and over 6,000 consultants around the world who can help make your project a success. Our Associates collaborate closely to serve multinational corporations, government agencies, and nonprofit organizations, and we share knowledge and industry experience to provide the highest quality service to our clients. If you want to learn more about how you can work with Inogen Alliance, you can explore our Associates or Contact Us. Watch for more News & Blog updates, listen to our podcast and follow us on LinkedIn.

Originally published on Guiding Stars Health & Nutrition News

by Kitty Broihier

According to a recent survey of US adults, more than a third of respondents experience “aisle anxiety” when grocery shopping. And 39% feel “overwhelmed” by all the options. The survey also found that the average shopper spends four minutes deliberating over each item—and 32% take longer. It doesn’t need to be this way! Use the Guiding Stars nutrition navigation system to help you “see” what’s inside those food packages. By doing so, you’ll know which are the best choices for you and your family. Here’s how…

Look for the Guiding Stars

If you have time to study the labels and ingredient information for everything you plan to purchase, spend the time. Knowing how to read labels is a valuable skill. But for a faster shopping experience (without giving up your quest for healthy foods), it’s time to get starry-eyed. As you walk the aisles, you’ll find many products sporting the blue and green Guiding Stars apple along with 1, 2, or 3 Stars. The easy-to-spot icon shows up on shelf tags, signage, and even some store-brand product packages. The stars indicate good, better, and best nutrition (more on that below). To maximize the nutritional quality of your diet, simply focus your food and beverage choices on Star-earning items.

More Stars Means More Nutrition

Healthy eating begins with healthy food—which means selecting those foods while shopping. Aligning your food choices with your health goals is definitely a way to help achieve a healthy diet. But making all those smart decisions in the midst of a grocery shopping trip can be daunting. This is when choosing Star-earning foods can save you time and effort. If a food earns Guiding Stars, you can trust it’s already one of the better choices in its category. For example, foods earn Guiding Stars for:

• being lower in sodium
• having less added sugar
• being lower in saturated and trans fats
• containing more fiber
• containing more vitamins and minerals
• including live, active cultures
• being higher in omega-3 fatty acids
• containing more whole grains
• having fewer additives to limit

The bottom line? When you choose Star-earning foods, you’re automatically filling your cart with foods that are more nutritious than their non-Star-earning counterparts.

Let the Algorithms Do the Work

Wondering how we assign Stars to foods and beverages? Guiding Stars uses patented algorithms to evaluate the nutritional merits of thousands of different food items. At its most basic, an algorithm is a set of rules for organizing and analyzing data. Because different types of foods and beverages have inherent compositional differences, we utilize five different algorithms. For example, we wouldn’t try to evaluate apples using the same algorithm that we do for olive oil. This way, our evaluations are more relevant, appropriate, and fair.

Evaluating a food’s nutrition and ingredient data through the appropriate algorithm produces a score. It’s determined by weighing numerical credits (for beneficial nutrient characteristics) against debits (for ingredients to avoid or less-healthy characteristics). If that score is positive, the food will receive a Star value of one, two, or three Stars. If the score is negative, the food will not earn any Stars. If you see a product without a Guiding Stars rating, it either does not meet the nutritional qualifications to earn a Star, or it’s in a category of items that we don’t evaluate, such as:

• medical foods
• meal replacements
• supplements
• infant formula
• foods with less than 5 calories per serving (like spices)
• alcohol

Getting started using Guiding Stars is easy. Whether you’re looking to level-up your food choices, or follow an eating plan for specific health reasons, the Stars can help you navigate the aisles and select the best foods for you and your family. Next time you go shopping, follow the Guiding Stars to make informed grocery choices more quickly and confidently.

About Guiding Stars

Guiding Stars is an objective, evidence-based, nutrition guidance program that evaluates foods and beverages to make nutritious choices simple. Products that meet transparent nutrition criteria earn a 1, 2, or 3 star rating for good, better, and best nutrition. Guiding Stars can be found in more than 2,000 grocery stores, in Circana’ Attribute Marketplace, and through the Guiding Stars Food Finder app.

 

CINCINNATI, April 8, 2026 /3BL/ – Fifth Third (Nasdaq: FITB) has been named to Forbes list of the World’s Best Banks 2026, marking the fourth year the Bank has earned the recognition.

The annual ranking highlights top-performing banks across 34 countries, based on an independent survey of more than 54,000 consumers. Banks are evaluated on key factors including trust, terms & conditions, customer service, digital services, and financial advice.

“Earning our customers’ trust is foundational to everything we do at Fifth Third,” said Jamie Leonard, chief operating officer at Fifth Third. “Being recognized by Forbes among the World’s Best Banks reflects the trust our customers place in us and our continued dedication to delivering a strong customer experience through our innovative product suite, trusted financial advice and advanced digital capabilities.”

Powering that trusted experience is Fifth Third’s consumer banking suite, which combines human-centered design with industry-leading digital innovation. Through redesigned financial centers and Fifth Third Momentum® Banking, customers benefit from simpler, more secure everyday banking—whether they’re managing cash flow, building financial wellness or planning for the future.

Momentum Banking delivers meaningful value with benefits such as Early Pay, providing faster access to paychecks and tax refunds at no cost; Extra Time, which has helped customers avoid overdraft fees and save more than $223 million since 2021; and free estate planning through an exclusive partnership with Trust & Will.

Recognized by J.D. Power as the No. 1 mobile banking app for user satisfaction among regional banks, Fifth Third’s app supports more than 2.4 million monthly users with advanced features that make it easy to get started, move money securely and stay protected, reinforcing Fifth Third’s commitment to putting customers first at every stage of their financial journey.

Forbes’ World’s Best Banks survey asked participants to identify banks where they currently have or previously held a checking or savings account. Banks with the highest customer evaluation scores in each country earned recognition in the 2026 ranking.

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About Fifth Third
Fifth Third is a bank that’s as long on innovation as it is on history. Since 1858, we’ve been helping individuals, families, businesses and communities grow through smart financial services that improve lives. Our list of firsts is extensive, and it’s one that continues to expand as we explore the intersection of tech-driven innovation, dedicated people and focused community impact. Fifth Third is one of the few U.S.-based banks to have been named among Ethisphere’s World’s Most Ethical Companies® for several years. With a commitment to taking care of our customers, employees, communities and shareholders, our goal is not only to be the nation’s highest performing regional bank, but to be the bank people most value and trust. Fifth Third Bank, National Association is a federally chartered institution. Fifth Third Bancorp is the indirect parent company of Fifth Third Bank and its common stock is traded on the NASDAQ® Global Select Market under the symbol “FITB.” Investor information and press releases can be viewed at www.53.com. Deposit and credit products provided by Fifth Third Bank, National Association. Member FDIC.

CONTACT
Jordan DuShane (Media Relations) 
jordan.dushane@53.com

Matt Curoe (Investor Relations)
matt.curoe@53.com  | 513-534-2345

This Women’s History Month, we’re celebrating women around the world who are helping build the future of technology and spotlighting the skills that helped them along the way. 

Through Cisco Networking Academy, millions of learners each year gain the skills and credentials they need to lead, create, and thrive in the tech industry. Here, we’re showcasing a few of Cisco Networking Academy’s inspiring women and their unique career journeys.

From the plains of Canada to the vibrant tech communities of Iraq, their stories show that with the right skills, the possibilities are limitless — and that together, we can build a more inclusive and innovative future for all.

Resilience and the power of connection in the Americas 

In Canada, Sharon Angus is redefining what it means to be a mentor. Drawing from her Plains Cree and Mohawk roots, Sharon uses the concept of wâhkôhtwin, or the belief that all things are interconnected, to teach IT. 

For Sharon, Cisco Networking Academy was more than just a curriculum; it was a career-defining anchor. “I feel like being here at Saskatchewan Indian Institute of Technologies, teaching this [Cisco Networking Academy] program has just been a culmination of my entire career, and I feel like I’m exactly where I need to be.”

Similarly, in Costa Rica, Pamela Soto’s journey from a factory worker to a High Touch Technical Support Engineer at Cisco showcases the necessity of structured learning. “Cisco Networking Academy courses were fundamental to my training,” Pamela explains. “Without them, I wouldn’t have been able to start my career in networking. From the beginning, they served as a basis for troubleshooting problems or configuring labs, something I still enjoy today.” 

Bridging the digital divide across EMEA

The impact of empowering women in technology is clear in the diverse pathways taken by our learners in the Europe, Middle East, and Africa (EMEA) region. 

From Oumaima Ben Nasrallah in Tunisia, who transitioned from biotechnology and education to IT networking through Cisco Networking Academy, to Giada Bartoli in Italy, who made the jump from international relations to cybersecurity after earning a Cisco scholarship, our learners are proving that there is no one-size-fits-all background for technology. Both women took the leap and embraced new challenges, leveraging Cisco Networking Academy training to build confidence and advance their careers.

Meanwhile, in Iraq, our partnership with the nonprofit She Codes Too is creating a repeatable model for digital inclusion. In fact, Cisco Networking Academy was the catalyst that turned She Codes Too’s mission into an industry-aligned training experience with globally recognized credibility. By integrating this curriculum, we are helping more women in technology support national digital transformation agendas.

Curiosity and defense in the APJC region

Across the Asia-Pacific (APJC) region, we see how empowering women in technology have helped turn vulnerability into strength. 

After a ransomware attack compromised her architectural firm, Tasara DeRoche in Australia turned to the Academy to master the technology that had failed her. She reflects on the rigor of the program, sharing, “Without the structured path from Cisco Networking Academy, the transition from a ransomware victim to a certified security enthusiast would have lacked the technical rigor necessary for a true career pivot.”

Meanwhile, in China, Yao Tong’s journey began with a childhood fascination of electronic circuits, eventually leading to a role as a Technical Consulting Engineer at Cisco Japan where she has started a new life for herself in Tokyo. 

For Yao, the Academy provided essential groundwork for her professional life. “The foundational networking knowledge I acquired at the academy has been extremely important in my work at the Technical Assistance Center (TAC),” shared Yao. “It serves as the foundation, like the base of a building.”

Building a future without boundaries

Whether motivated by cultural background, career pivots, or cybersecurity, these women share a common thread: they utilized the resources of Cisco Networking Academy to help unlock their professional potential.

Through these efforts, we’re helping fuel the global labor market and help ensure that the digital world is built by a diverse set of voices, perspectives, and experiences. 

The path is open, the tools are ready, and the world needs your unique perspective. We invite you to explore the courses and opportunities available through Cisco Networking Academy and start your own journey toward a rewarding career in technology. 

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