Author: sHq_LoGiNz
BEIJING, Oct. 9, 2025 /PRNewswire/ — Elong Power Holding Limited. (NASDAQ: ELPW) (the “Company”), today announced that it received a notification letter, dated October 3, 2025 (the “Notification Letter “), from the Listing Qualifications Department of The Nasdaq Stock Market Inc. (the “Nasdaq”), notifying the Company that it is not in compliance with the requirement to maintain a minimum closing bid price of $1.00 per share, as set forth in Nasdaq Listing Rule 5450(a)(1), because the closing bid price of the Company’s ordinary shares was below $1.00 per share for 30 consecutive business days.
On the Notification Date, the Company also received notification letters from the staff at Nasdaq notifying the Company that, for the 30 consecutive business days prior to the date of the letters, the Company’s Market Value of Listed Securities (“MVLS”) was below the minimum of $50 million required for continued listing on The Nasdaq Global Market pursuant to Nasdaq Listing Rule 5450(b)(2)(A) and the Company’s Market Value of Publicly Held Shares (“MVPHS”) was below the minimum of $15 million required for continued listing on The Nasdaq Global Market pursuant to Nasdaq Listing Rule 5450(b)(2)(C). The letters are only a notification of deficiency, not of imminent delisting, and have no current effect on the listing or trading of the Company’s securities on Nasdaq.
The Company would like to clarify that the Notification Letters has no current effect on the listing or trading of the Company’s securities on Nasdaq. In accordance with Nasdaq Listing Rule 5810(c)(3)(A), 5810(c)(3)(C) and 5810(c)(3)(D), the Company has a period of 180 calendar days from the Notification Date, until April 1, 2026, to regain compliance with the minimum bid price requirement, the minimum MVLS requirement and the minimum MVPHS requirement. During this period, the Company’s ordinary shares will continue to trade on the Nasdaq Global Market. If at any time before April 1, 2026, the bid price of the Company’s ordinary shares closes at or above $1.00 per share for a minimum of ten consecutive trading days, and the Company’s MVLS and MVPHS close at or above $50 million and $15 million for a minimum of ten consecutive business days, Nasdaq will provide the Company a written confirmation of compliance and the matter will be closed.
The Company intends to monitor the closing bid price of its Class A ordinary shares, MVLS and MVPHS between now and April 1, 2026, and is intending to take all reasonable measures to regain compliance under the Nasdaq Listing Rule. The Company is currently in compliance with all other Nasdaq continued listing standards. The Notification Letter does not affect the Company’s business operations, its U.S. Securities and Exchange Commission reporting requirements or contractual obligations.
About Elong Power
Elong Power Holding Limited, a Cayman Islands exempted company, is committed to the research and development, manufacturing, sales and service of high-power lithium-ion batteries for electric vehicles and construction machinery, as well as large-capacity, long-cycle lithium-ion batteries for energy storage systems. Elong Power is led by Ms. Xiaodan Liu, Elong Power’s Chairwoman and CEO.
Elong Power has a comprehensive product and technology system that includes battery cells, modules, system integration, and battery management system development, based on high-power lithium-ion batteries and battery system products for long-cycle energy storage devices. Elong Power offers advanced energy applications and full life cycle services. Its product portfolio includes products utilizing lithium manganese oxide and lithium iron phosphate, among others, to meet the needs of high-power applications and energy storage applications in various scenarios.
Forward-looking Statements
This press release may contain “forward-looking statements” within the meaning of Section 27A of the Securities Act of 1933 and Section 21E of the Securities Exchange Act of 1934, including statements regarding the benefits of the transaction, the anticipated timing of the transaction, the products offered by Elong Power and the markets in which it operates, and Elong Power’s projected future results. These forward-looking statements generally are identified by the words “believe,” “project,” “expect,” “anticipate,” “estimate,” “intend,” “strategy,” “future,” “opportunity,” “plan,” “may,” “should,” “will,” “would,” “will be,” “will continue,” “will likely result,” and similar expressions. Forward-looking statements are predictions, projections and other statements about future events that are based on current expectations and assumptions and, as a result, are subject to risks and uncertainties. Many factors could cause actual future events to differ materially from the forward-looking statements in this document, including, but not limited to: the ability of Elong Power to maintain the listing of its securities on Nasdaq; the fact that the price of Elong Power’s securities may be volatile due to a variety of factors, including changes in the competitive and highly regulated industries in which Elong Power operates; variations in performance across competitors; changes in laws and regulations affecting Elong Power’s business and changes in its capital structure; the ability to implement business plans, meet forecasts and other expectations; its need for substantial additional funds; the parties’ dependence on third-party suppliers; risks relating to the results of research and development activities, market and other conditions; its ability to attract, integrate, and retain key personnel; risks related to its growth strategy; risks related to patent and intellectual property matters; and the ability to obtain, perform under and maintain financing and strategic agreements and relationships. Accordingly, these forward-looking statements do not constitute guarantees of future performance, and you are cautioned not to place undue reliance on these forward-looking statements. Risks regarding Elong Power’s business are described in detail in Elong Power’s SEC filings which are available on the SEC’s website at www.sec.gov, including in Elong Power’s Shell Company Report on Form 20-F and Elong Power’s subsequent filings with the SEC. These forward-looking statements speak only as of the date hereof, and Elong Power expressly disclaims any obligation or undertaking to release publicly any updates or revisions to any forward-looking statements contained herein to reflect any change in our expectations or any changes in events, conditions, or circumstances on which any such statement is based, except as required by law.
Elong Power Investor Contact
ir@elongpower.com
zouwei@elongpower.com
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SOURCE Elong Power
Welcome to the third edition of the KPMG ESG Assurance Maturity Index. Since we inaugurated this series, significant developments have unfolded, and the sustainability landscape has shifted in decisive ways.
This year, KPMG surveyed senior executives and board members with ESG reporting and assurance knowledge at 1,320 companies across industries and global regions, with a mean revenue of US$16.8 billion. Of these, 310 companies identified that they reported and obtained assurance over their sustainability disclosures in accordance with the Corporate Sustainability Reporting Directive (CSRD) for financial years beginning on or after January 1, 2024 (Wave 1). We also expanded the sample size to include respondents from Africa, Mexico and the United Arab Emirates, to ensure representation from across each continent.
The Index captures a pivotal moment. As regulatory frameworks such as the CSRD and the International Sustainability Standards Board (ISSB) standards gain traction, organizations are being called to act — not merely react. The data reveals that while some sectors are advancing with confidence, others are still navigating early stages. Yet across the board, the message is clear: ESG assurance is not a destination, it is a journey that demands courage, clarity, and commitment.
Want to know how your company measures against your peers? Complete our short survey to find out!
CALGARY, AB, Oct. 9, 2025 /PRNewswire/ – Canadian Pacific Kansas City (CPKC) today announced the schedule and artist line up for the 2025 Holiday Train, a festive celebration combining musical performances and holiday cheer kicking off with its first show on Nov. 19 in Montreal, Que. Now in its 27th year, the Holiday Train raises money and collects food across CPKC’s extensive network in Canada and the United States supporting community food banks and making a real difference for families in need.
“Every year, our railroaders take great pride in bringing the Holiday Train across our network, this year reaching even more communities for the first time,” said Keith Creel, CPKC President and CEO. “We are thrilled to send this beautiful train filled with lights and music to spread the joy of the season and proud to support the giving spirit of the holidays assisting people experiencing food insecurity. It’s incredible to see communities come together every year to celebrate the holidays while supporting local food banks.”
Holiday Train Highlights
- 196 live music shows in six provinces and 13 U.S. states. Thirteen communities will be visited by the Holiday Train for the first time, with new stops in Maine (1), Louisiana (6), Oklahoma (1), Texas (4) and Ontario (1).
- Performers include Barenaked Ladies, Smash Mouth, Tyler Shaw, Brittany Kennell, Jade Eagleson, JJ Wilde, American Authors, Pynk Beard, Teigen Gayse, Lanco, Tiera Kennedy, and Dylan Marlowe.
- Since 1999, more than $26 million and over 5.4 million pounds of food for community food banks have been collected in Canada and the U.S.
“At East Side Neighborhood Services, our Food Programs are dedicated to providing consistent and dignified food access, especially for older adults and families in our community,” said Mary Ostapenko Anstett, President, East Side Neighborhood Services in Minneapolis, Minn. “The Holiday Train brings more than donations — it brings hope, awareness and critical support at a time when it’s needed most. With the help of our community partners such as CPKC, we remain committed to ensuring that access to food doesn’t become an added burden for our neighbors.”
Ed Robertson with the Barenaked Ladies, performing on the Holiday Train with stops in Alberta and British Columbia, adds, “I can’t imagine a better way to visit some of Canada’s beautiful mountain towns than by riding the CPKC Holiday Train. It’s going to be a great time for a great cause!”
The festive atmosphere created by the brightly decorated Holiday Train and engaging musical performances embody the spirit of the holidays. Each event is free, with CPKC encouraging attendees to make a monetary or heart-healthy food donation as local food banks will be accepting donations at each stop.
This year’s Holiday Train in the United States will feature a new light display honouring the legacy of ‘Rudy’ and the recently retired Kansas City Southern Holiday Express train that operated across the U.S. South for nearly a quarter century.
A full schedule and details of this year’s Holiday Train are available at cpkcr.com/holidaytrain.
About CPKC
With its global headquarters in Calgary, Alta., Canada, CPKC is the first and only single-line transnational railway linking Canada, the United States and México, with unrivaled access to major ports from Vancouver to Atlantic Canada to the Gulf Coast to Lázaro Cárdenas, México. Stretching approximately 20,000 route miles and employing 20,000 railroaders, CPKC provides North American customers unparalleled rail service and network reach to key markets across the continent. CPKC is growing with its customers, offering a suite of freight transportation services, logistics solutions and supply chain expertise. Visit cpkcr.com to learn more about the rail advantages of CPKC.
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SOURCE CPKC
ST. PAUL, Minn., October 9, 2025 /3BL/ – Antea Group USA, a leading environmental and sustainability consulting firm, today announced its pro bono involvement in addressing PFAS contamination in the water supply of the Bug-O-Nay-Ge-Shig School, located on the Leech Lake Band of Ojibwe Reservation in Minnesota.
The Bug-O-Nay-Ge-Shig School, serving approximately 250 students and 50 teachers, support staff, custodians, bus drivers, and others, has been grappling with PFAS (per- and polyfluoroalkyl substances) contamination in its water supply. Routine sampling discovered that four to eight PFAS compounds were present in the water from the school’s four on-site supply wells. This contamination may have been ongoing at the school’s current site in 1984, with the most likely source being the use of floor waxes and coatings containing PFAS compounds for over 30 years. Repeated cleaning, reapplication, and water disposal to the onsite treatment system likely led PFAS compounds to enter the groundwater supply. These “forever chemicals” are linked to various health risks, and the long-term exposure for the school community has necessitated urgent action.
Antea Group President and hydrogeology expert, Bob Karls, is donating his time and specialized knowledge to the ongoing remediation efforts by the Leech Lake Band of Ojibwe, who are actively collaborating with the U.S. Environmental Protection Agency (EPA), U.S. Army Corps of Engineers, and several State agencies. Support of this project is part of Antea Group USA’s broader corporate social responsibility program, which dedicates 1% of annual profits to pro bono work for non-profit organizations.
“We are honored to contribute our expertise to the Bug-O-Nay-Ge-Shig School and the Leech Lake Band of Ojibwe in their pursuit of clean and safe drinking water,” said Bob Karls, President of Antea Group USA. “This pro bono project underscores our deep commitment to environmental stewardship and supporting communities in need, especially when facing complex challenges like PFAS contamination. Our goal is to provide the technical hydrogeological insights necessary to secure a new, clean water source for the school and protect the health of its students and staff.”
Bob serves on the board of Northern Waters Land Trust, a local nonprofit dedicated to conserving northern Minnesota’s watersheds, lakes, and wildlife. Through Northern Waters Land Trust, he learned about the school’s water issues and, with Antea Group’s support, committed to addressing the supply challenges affecting students and staff.
Bug-O-Nay-Ge-Shig Superintendent Dan McKeon shared, “Discovering that water at the school was unsafe for consumption was devastating. There are families who for generations have sent their children to the Bug-O-Nay-Ge-Shig School, so the thought of the water being unsafe created a lot of frustration and fear. Having people like Bob on our team has helped us turn the corner from fear and frustration to hope and a sense of safety down the road. His expertise has been invaluable, as has his gentle and considerate approach to this sensitive project.”
Multiple water treatment options and new water sources were evaluated based on cost, environmental impact, and user concerns. The preferred solution involves drilling into a protected aquifer approximately 300 feet deep. Test wells have confirmed suitability, and engineering work is now underway to install new supply wells and connect them to the school’s water systems. The existing wells will be properly decommissioned, and continued monitoring of both shallow and nearby wells will ensure the contaminated groundwater is no longer used.
“In collaboration with our multi-agency team working to alleviate our PFAS concerns, Bob’s knowledge and expertise has assisted Leech Lake and the school to understand this emerging science, guiding us through our options, avoiding costly treatments and encouraging all parties to find clean water,” shared Brandy Toft, Environmental Director for the Leech Lake Band of Ojibwe. “Bob’s engagement has greatly assisted us to do things right the first time—proactively—so we can secure clean and safe water for our children.”
Antea Group USA is proud to partner with the Bug-O-Nay-Ge-Shig School and the Leech Lake Band of Ojibwe in this vital effort to protect the health of students and staff and ensure a healthier future for the community.
About Antea Group USA: Antea Group USA is an international environmental and sustainability consulting firm that partners with clients to create a cleaner, safer, and more sustainable world. By combining industry expertise with a global perspective, Antea Group USA offers a wide range of services, including environmental, health, safety, and sustainability consulting. Learn more about Antea Group’s expertise in PFAS management.
About Bug-O-Nay-Ge-Shig School: The Bug-O-Nay-Ge-Shig School is a K-12 Tribal school located on the Leech Lake Band of Ojibwe Reservation in Minnesota. It provides education and a supportive learning environment for approximately 300 students and faculty. Learn more: www.bugonaygeshig.com
About the Leech Lake Band of Ojibwe: The Leech Lake Band of Ojibwe is a federally recognized, sovereign Native American Tribe located in north central Minnesota. The LLBO is committed to the responsible operation of government, preservation of our heritage, promotion of our sovereignty, and the protection of natural resources for our elders and future generations, while enhancing the health, economic well-being, education, and our inherent right to live as Ojibwe People.
Media Contacts:
Alison Bryant
Antea Group
alison.bryant@anteagroup.us
Michael Chosa, Communications Director
Leech Lake Band of Ojibwe
mike.chosa@llojibwe.net
AI is reshaping agriculture – and CNH, a world-class equipment, technology and services company, is at the forefront of this transformation. In one of the world’s oldest industries, they have been supporting farmers through innovation and engineering for over 180 years. Today, as they face challenges such as constrained farming land, a changing climate and labor shortages, CNH are delivering AI-powered solutions that help them work smarter and more sustainably.
On CNH combines, tractors, and sprayers, AI systems make complex decisions in real time, from steering vehicles to optimizing inputs all to improve productivity and yields. Technologies such as SenseApply™ sprayer automation use machine vision to apply treatment only where needed, cutting herbicide use and increasing productivity for farmers each year.
In their latest A Sustainable Year story, CNH experts, including Head of Technology Strategies and Product Innovation, Francesca Protano, share how AI is making farming smarter, faster, and more sustainable. The story also features insights from Dr. Dennis Buckmaster, professor and expert in digital agriculture and AI at Purdue University, on how AI and connectivity are shaping the future of farming.
Read the full story here.
An uptick in public awareness and media coverage around mental health has catalyzed a long-overdue shift in how organizations view mental well-being. At the same time, a convergence of global crises—pandemics, economic uncertainty, climate change, and social unrest—has amplified stress, burnout, and anxiety in the workplace. For today’s businesses, mental health isn’t just a wellness topic—it’s a core risk management issue, regulatory requirement, and key to workforce sustainability.
A global survey by McKinsey found that even though roughly three-quarters of organizations surveyed are prioritizing workplace mental health programs, employee burnout remains high. Their research also finds that implementing and scaling proven mental health interventions globally by 2050 could reduce direct and indirect mental health disease burden by over 40 percent.
The cost of inaction is steep. For example, mental health conditions now account for 9% of serious workers’ compensation claims in Australia, with a 37% increase since 2017–18. These claims typically involve four to five times more time lost than physical injuries, and three times the cost in compensation.
This evolving legal and operational landscape means that investing in mental health is not just ethically responsible—it is critical for business continuity and compliance.
Benefits of EHS Mental Health Programs
Environmental, Health, and Safety (EHS) leaders are uniquely positioned to champion workforce mental health by building programs that address psychological hazards and integrate mental well-being into core risk management systems.
How workplace mental health programs benefit your employees
Workers gain several benefits from quality mental health programs in the workplace.
Benefits for Employees:
- Reduced stress and burnout: Comprehensive mental health programs provide employees with tools to manage stress effectively. This leads to lower stress levels and better coping mechanisms.
- Improved work-life balance: These programs often include resources for achieving a healthier work-life balance. This helps workers avoid burnout and maintain personal relationships.
- Stronger workplace relationships: Improved mental health translates to better interactions with colleagues. Workers are more likely to communicate effectively, collaborate, and contribute positively to team dynamics.
- Increased engagement and job satisfaction: Feeling supported in terms of mental health enhances overall job satisfaction. Employees who are content and fulfilled are more likely to remain committed to their roles and the organization.
- Greater focus on wellness: Mental health initiatives are often part of broader wellness programs. These programs encourage healthier lifestyles, encompassing both physical and mental well-being.
How workplace mental health programs benefit your organization
Here are a few ways your organization can benefit from implementing a holistic mental health program.
Benefits for Organizations:
- Improved productivity and performance: A mentally healthy workforce is a more productive one. Employees who have the resources to manage their mental well-being are better equipped to stay focused, make informed decisions, and perform at their best.
- Improved talent retention: Organizations that prioritize mental health create a positive and supportive workplace culture. This fosters employee loyalty and reduces turnover rates, leading to cost savings associated with recruitment and training.
- Reduced absenteeism and turnover: Mental health programs help employees manage stress and mental health challenges, reducing absenteeism due to mental health-related issues.
- Compliance with regulatory requirements (including psychosocial hazard regulations and ISO 45003)
- Risk mitigation and reduced risk of legal action: Addressing mental health issues early can prevent larger problems from arising. Mental health programs help identify potential challenges and provide interventions before they escalate.
- Stronger employer brand and talent retention: Employees want to work for a company that cares for them and provides structures and programs to support their well-being.
A Holistic Approach to Workplace Mental Health Programs
A holistic employee mental health program examines broader workplace culture to promote well-being at multiple levels. To meaningfully improve workplace mental health, organizations must go beyond awareness campaigns and take an integrated, risk-based approach grounded in the core principles of occupational health and safety. This fosters an authentic culture of support, inclusivity, and overall mental health.
Here are a few key elements for this approach.
Cultural assessment
The program would start with a comprehensive assessment of the existing workplace culture. This involves evaluating factors such as communication patterns, leadership styles, and attitudes toward mental health. A workplace culture assessment provides insights into areas that require improvement and informs the development of targeted strategies. These insights form the foundation for a robust psychosocial risk assessment aligned with ISO 45003.
C-suite engagement and buy-in
As the bridge between the C-suite and the workforce, EHS leaders play a vital role in prioritizing worker mental health programs. Sustainable change must come from the top. EHS teams can help secure executive commitment and embed mental health into broader business strategies.
Leadership training
Holistic mental health programs prioritize leadership development. Training managers and leaders in empathetic communication, active listening, and stress management equips them to create a supportive environment and respond effectively to employees’ mental health concerns—especially when managing teams exposed to psychosocial hazards like trauma or high-stress roles.
Policy review and development
The program would involve a thorough review of existing policies to ensure they support mental well-being. New policies could be developed to address bullying, misconduct, flexible work, and accommodation for mental health needs to align with local psychosocial hazard regulations and mental health standards.
Wellness initiatives
A holistic program extends to physical health as well. Initiatives like fitness classes, mindfulness workshops, and healthy eating options contribute to overall well-being and mental health.
Support beyond the employee
Supporting employees’ families through workplace mental health resources helps reduce stress and emotional strain on the employee, improving their focus, well-being, and overall job performance. When family needs are addressed, employees feel more supported and less distracted, fostering a healthier and more engaged workforce.
Workload management
Ensuring workloads are manageable and realistic reduces stress and burnout. Encouraging breaks, setting reasonable expectations, and providing opportunities for skill development contribute to a healthier work-life balance.
Global Mental Health Regulations and Guidelines – the latest updates:
Global employers need to be aware of regulations that impact their workforce across jurisdictions. Here are some examples of workplace mental health regulations and guidelines from around the world.
Australia
Victoria’s new Occupational Health and Safety (Psychological Health) Regulations
Commences on 1 December 2025, requiring employers to identify, assess, and control psychosocial hazards such as bullying, sexual harassment, aggression, and exposure to traumatic events. These hazards must now be treated as seriously as physical risks.
The Fair Work Act now includes a positive duty to eliminate sexual harassment and hostile work environments, requiring proactive measures rather than reactive responses.
Model Code of Practice for Bullying at Work
Australia has a Model Code of Practice on Preventing and Responding to Workplace Bullying. This code provides guidelines for employers to prevent and address workplace bullying, which can have significant mental health implications. It includes recommendations for risk assessment, creating policies, and providing training.
Model Code of Practice for Managing Psychosocial Hazards at Work
NSW and other states have already embedded psychosocial risk management into WHS regulations.
United Kingdom
Health and Safety Executive (HSE)
The HSE in the UK provides guidelines for managing work-related stress. Employers are required to assess and manage the risk of stress-related ill health arising from work activities. This includes identifying stressors, implementing control measures, and providing appropriate support.
Canada
Canada developed a voluntary standard that provides guidelines for promoting psychological health and safety in the workplace. It addresses factors such as workload management, work-life balance, and supportive leadership to prevent mental health issues.
There are also a few specific province acts related to mental health including:
Stronger, Healthier Ontario Act
(Bill 127) which amended several provisions of the Workplace Safety and Insurance Act,
those governing the circumstances in which workers are entitled to benefits as a result of mental stress These amendments took effect on January 1, 2018. Workers are entitled to benefits for both traumatic and chronic mental stress that arises out of and in the course of the employment.
Workers in Ontario now have a right to disconnect when their regular work day is completed, which means not engaging in work-related communications or the sending or reviewing of other messages, so as to be free from the performance of work.
Brazil
Starting in May 2026, Brazil will enforce NR-01 (Regulatory Norm-01) around psychosocial risks. NRs are the federal Health and Safety regulations that are applicable to all businesses in the country.
Psychosocial risks are a big part of the new equation, and this is likely to require significant efforts, specifically around integration of different areas from the business, new resources around health and new documents required.
New Zealand
WorkSafe New Zealand provides resources for addressing work-related stress and mental health. Employers are encouraged to create a supportive work environment and identify and manage stressors that could impact employees’ mental well-being.
Mental Health Foundation New Zealand
The Mental Health Foundation of New Zealand is a charity that works towards creating a society free from discrimination. They encourage policies, systems and laws that protect and promote wellbeing alongside providing resources and best practice guidelines for businesses.
Frequently Asked Questions (FAQs) on Workplace Mental Health Programs
What is a psychosocial risk assessment?
A psychosocial risk assessment is a structured process used to identify, evaluate, and control workplace hazards that impact mental health—such as stress, bullying, harassment, or traumatic events. It is essential for creating psychologically safe work environments and is increasingly required under global regulations like ISO 45003.
What are psychosocial hazards in the workplace?
Psychosocial hazards are aspects of work design, organization, and interpersonal relationships that can negatively affect employees’ psychological health. Common examples include unrealistic workloads, poor leadership, job insecurity, bullying, sexual harassment, and exposure to trauma.
Why is ISO 45003 important?
ISO 45003 is the international standard for managing psychosocial risks at work. It provides guidance to organizations on how to prevent work-related stress, promote well-being, and fulfill legal and ethical responsibilities around mental health.
What are the legal responsibilities of employers regarding mental health?
In many countries, employers have a legal duty to protect employees from psychological harm, just as they do for physical harm. For example, Australia has introduced psychosocial hazard regulations in states like Victoria and New South Wales. In the UK, duties fall under the Health and Safety at Work Act. In the U.S., OSHA and the Department of Labor emphasize mental health as part of overall workplace safety. It is important when operating globally that a business understands the local environments and regulations, local consultants can help not only with the compliance and guidelines but important cultural nuances and understanding.
How do mental health programs benefit businesses?
Workplace mental health programs improve productivity, reduce absenteeism, and increase employee retention. They also help organizations comply with emerging regulations, reduce legal risks, and build stronger employer brands.