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By Lucia Mutikani WASHINGTON (Reuters) - The U.S. Bureau of Labor Statistics' leadership was to blame for a series of missteps this year that put the agency under scrutiny, a report said on Tuesday, noting that its shortcomings included being insufficiently focused on economic data releases, communication with users and providing adequate training. But the report from a team of experts made up of government and private sector members said none of the incidents were related to the quality or accuracy of the agency's core data work. No dishonest or nefarious underlying motives had been found, the report added. Acting Labor Secretary Julie Su ordered an inquiry after three incidents, including the early release of a portion of the Consumer Price Index for April. "I want to emphasize that throughout their conversations with me, the team emphasized that overall, their investigation revealed a really excellent organization with a highly capable staff, deeply committed to their mission and their agency," BLS Commissioner Erika McEntarfer told reporters. "My first hope and expectation is that you will see a seamless data release process. We've already taken a number of steps to further mitigate risk." The BLS compiles economic reports such as the closely followed monthly employment report and consumer price data. In May, the BLS reported that a subset of files had been inadvertently loaded to its website approximately 30 minutes prior to the scheduled 8:30 a.m. ET release for April's CPI and Real Earnings data. McEntarfer said there was no noticeable movement in the U.S. Treasury market on the day some of the CPI data was released early. Months earlier, a BLS economist was reported to have been sharing undisclosed technical calculations underlying some of the data from the CPI series with private-sector economists who were dubbed super-users. "It was an idiosyncratically collected group of emails of people who had been asking him questions that he put together against policies and procedures that BLS outlined, so, yeah, it was limited to one person and ceased at the moment its attention was brought to the agency," McEntarfer said. In August, the release of the preliminary annual benchmark revision for the nonfarm payrolls report was delayed for more than 30 minutes after its scheduled 10 a.m. release time, but it still found its way onto social media platforms before the agency posted it. The investigation found that the agency's technology and software modernization had been hampered by underfunding and a lack of multi-year funding to enable it to ensure its processes and systems kept pace with technological advancements. USE OF CONTRACTORS The panel of investigators recommended among other things that the BLS re-imagine enterprise training for front-line staff, communicate earlier and more frequently with users about upcoming revisions to survey methodologies in a manner that is appropriate for both expert and more general users, and revise contingency planning to mitigate the risk of untimely releases. "BLS management mandated accountability at the supervisory and manager levels, and added standards for those two levels in performance management plans," said Jonathan Schwabish, a member of the committee that conducted the inquiry into the BLS' procedures and practices. Schwabish, who is a senior fellow at the Urban Institute, also said the BLS had removed contractors from critical roles and limited those functions to federal staff. "So prior to these incidents, certain releases either had input or help from federal contractors, and so BLS, after these incidents, removed the contractors from those roles." (Reporting by Lucia Mutikani; Editing by Chizu Nomiyama and Paul Simao)Just a week before Thanksgiving, shoppers at Stop & Shop stores across Massachusetts were forced to leave empty-handed after a cyberattack against the supermarket chain's parent company led to inventory shortages. Parent company Ahold Delhaize said in a statement earlier this month, that it had alerted law enforcement about the cyber breach and had taken some systems offline. "While there may be some limited inventory for certain products, we are working to re-stock our shelves and anticipate item availability to continue to improve over the next few days," the company said. But the incident may be a sign of things to come during the holiday season, when cybersecurity crises are likely to peak. Already this year, corporate giants like AT&T , Ticketmaster and United Health have suffered paralyzing cyberattacks, and now, businesses are bracing for the holidays, a time when many cybersecurity operations rely on skeleton staffing. But the FBI and Department of Homeland Security are warning that it's no time for them to be taking a "cyber vacation." The vast majority of ransomware attacks that hobbled businesses and organizations over the past year — 86% — occurred on a weekend or holiday, according to a new global study of 900 IT and security professionals released this week by cybersecurity firm Semperis . But researchers also found that 85% of surveyed organizations — 90% in the U.S. — reduce security staffing by as much as 50% during those same periods. "This study would say that we're not making thoughtful choices," former White House "cyber czar" and Semperis strategic adviser Chris Inglis told CBS News. "If you realize that most of these attacks take place on holidays and weekends and you reduce your manning, you take away your opportunity to essentially have parity with your adversaries," said Inglis. He added, "The advantage goes to the attacker, because they're not taking a day off. They never take a day off." According to the report, organizations consistently overestimate their defenses, with 81% of respondents reporting that they believe they have the necessary expertise to safeguard their digital identities from threats. Still, 83% of participants suffered a successful ransomware attack within the past year. Organizations are beginning to sense they're more vulnerable around the holidays, but Inglis suggested consumers, too, need to be vigilant. Technologies like smart phones and tablets are now cheaper and nearly ubiquitous, but safety measures have not kept up. "We've not actually made the necessary investments to make it such that these technologies — or this system of technologies — is defensible and well defended," he said. According to the survey, mergers, acquisitions, stock launches or layoffs also functioned as "magnets" for ransomware attacks, with a majority of respondents – 63% – also experiencing a cyber attack following what's known as a "material corporate event." With financial executives predicting that President-elect Donald Trump's return to the White House could usher in a wave of bank mergers and acquisitions, cybersecurity experts worry that cybercriminals will be able to take advantage of these "moments of distraction." "Our adversaries – be they criminal or foreign, rogue nations – they test the waters every day. They're conscious of the fact that our attention waxes and wanes," Inglis said. "If there's a merger or an administration transition, those are moments of distraction. So we can expect that they will do what they always do. It's not that they search at this moment, it's that they see their opportunities being perhaps more productive at this moment." In February, UnitedHealth Group suffered the biggest hack in U.S. healthcare history after its acquisition of Change Healthcare meant it inherited outdated technology , with digital systems not yet safeguarded by multi-factor authentication. Beyond an anticipated onslaught of big bank deals, changes in administration – regardless of politics – have historically enticed foreign adversaries to test the defenses of new leadership in Washington. In 2021, President Joe Biden inherited fallout from a sophisticated Russian cyberattack leveled against Texas software-maker SolarWinds and used to breach roughly 100 top U.S. companies and a dozen government agencies. In June 2017, the Russian military waged the devastating 'NotPetya' cyber attack during Trump's first year in office, unleashing a virus that crippled parts of Ukraine's infrastructure and ravaged computer systems worldwide, amounting to billions in damages. Security staffing also remains a widespread challenge across industries, with just 85% of organizations maintaining a year-round, 24-hour Security Operations Center, according to Semperis, and staffing challenges prompted by higher overtime costs when most employees are typically out of the office around the holidays. Contributing to cybersecurity staffing headaches, cybersecurity workforce growth worldwide has flatlined for the first time since 2019. With growth of just 0.1% year-over-year in 2024, budget cuts, layoffs and hiring freezes have exacerbated a global staffing shortage of cybersecurity professionals, according to a recent report released by ISC2 . The former U.S. national cyber director said that he's routinely asked what keeps him up at night. "It's not the attackers, the Russians, the Chinese or any kind of ransomware actors. It's us," Inglis said. "Sometimes, it's the complacency and the proactive ambivalence on our side that is actually, I think, more determinative of our future." Nicole Sganga is a CBS News reporter covering homeland security and justice.

Caterpillar Inc. Maintains DividendRosen Law Firm Encourages Quanterix Corporation Investors to Inquire About Securities Class Action Investigation - QTRXDictionary.com reveals its word of the yearPartnering with hummel and Northwell Health, the new kit honors the club's iconic local roots. WESTCHESTER COUNTY, N.Y. , Nov. 26, 2024 /PRNewswire/ -- The Westchester Soccer Club (WSC) – the first homegrown professional sports club to call New York's most populous suburb home – debuted the team's inaugural home kit last week at an event with Northwell Health, its front of kit sponsor and official health partner. See images of the new kit here and the video reveal. Through an exciting partnership with hummel, a leading global sportswear brand, and with sponsorship from Northwell Health, the home kit builds on the excitement of WSC's iconic homegrown brand unveiled earlier this summer. The White, Gold, and Blue "Zee" Kit represents the next step in WSC's campaign to deepen community engagement as it prepares for the 2025 season in the United Soccer League One (USL). Earlier this year, USL announced that Westchester County, N.Y. has been granted the rights to a USL League One franchise, with WSC to kick off in 2025 as the host of home matches at the newly renovated Memorial Field in Mount Vernon, N.Y. "Our new kits proudly showcase the defining spirit of our community. At its core, the jersey is a celebration of our heritage, with the "Infinity W" mark (found in our badge and side-striping) and the Tappan Zee Bridge representing the connection between our players, fans, and our hometown communities," said Mitch Baruchowitz, majority owner of WSC. "Northwell Health is very proud to be the front-of-kit sponsor and official health partner of Westchester Soccer Club. This partnership reflects our shared commitment to fostering a healthier, more connected community," said Dr. Debbie Salas-Lopez of Northwell Health. "The new jerseys symbolize the strength of this collaboration, and we are excited to stand alongside WSC in uniting and inspiring Westchester through the power of soccer." Designed with the vibrant spirit of the NY suburban landscape in mind, the jerseys embody the pride and identity of WSC as a uniter of families and communities in the greater Westchester Region. The distinctive home kits resonate with the club's unique identity and aim to bring fans together and feature one of the region's iconic landmarks. In addition to the introduction of the new kits, WSC is also excited to announce the availability of season ticket deposits for the upcoming League One season. A deposit includes exclusive access to club information, announcements, invitations to events and more, providing fans the opportunity to secure their seats for an exciting season ahead, further solidifying their connection to the club. The new jerseys, and other items in a brand-new line of merchandise, are now available online at WSC's website for ensuring that fans can proudly display their support for the club ahead of the season. For more information about the new jerseys, season ticket options, and upcoming events, please visit: https://www.westchestersc.com/ . About Westchester Soccer Club Westchester Soccer Club, Westchester's first homegrown professional sports team, will join USL One in the 2025 season. The club is dedicated to celebrating the region's profound love for soccer through exciting game experiences and community-focused events. With a strong commitment to nurturing local talent, WSC aims to build a world-class developmental pipeline for both boys and girls in Westchester. For more information and updates, follow WSC on social media: Twitter/X: @westchestersc • Instagram: @westchestersc • Facebook: @westchestersc Sign up for email updates at www.westchestersc.com Media Contact: Josh Vlasto [email protected] SOURCE Westchester Soccer Club

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With more than a billion dollars a year coming to combat homelessness from the newly passed Measure A, Los Angeles County is pursuing the creation of a brand new department tagged with providing homeless services, while consolidating power from other agencies and departments. The Los Angeles County Board of Supervisors voted 4-0 on Tuesday, Nov. 26, with Supervisor Holly Mitchell abstaining. The board action asks its chief executive officer to produce a report about how to create the new department, which would likely be the largest county department. A report on the feasibility of setting up a new county department, as well as how the department could be funded, staffed and operational, is due to the board in about two months. The report would also address accountability and contract management with homeless service providers. The report will look into streamlining the Los Angeles Homeless Services Authority (LAHSA), by requiring the authority to transfer programs to the new county department. LAHSA, a joint-powers agency between Los Angeles city and the county would retain “core functions” including organizing and performing the point-in-time Greater Los Angeles Homeless Count, and also providing emergency response outreach services to the unhoused. County CEO Fesia Davenport will also examine LAHSA’s staffing levels and how the new county department should be staffed to take on the work of many programs that would be transferred from LAHSA to the new county department. If the new department is created, LAHSA employees would get the first opportunity to apply for the county jobs, the motion stated. Third District Supervisor Lindsey Horvath, who sits on the LAHSA board, said the problems with LAHSA have continued for too long and now is the time for an organizational change in delivering homeless services in L.A. County. “Doing the same thing over and over and expecting different results doesn’t make sense,” she said. “We have an obligation to streamline programs and accelerate results.” Horvath emphasized that a new county department should have direct oversight over Measure A funds, which start flowing April 1, 2025, for homeless services and building affordable housing. She also wants to fold into the new department the homeless services activities in 15 county departments. “We need to integrate the system of care that can no longer remain siloed,” Horvath said. Los Angeles City Councilmember Monica Rodriguez has introduced a motion to establish a Department of Homelessness in the city of Los Angeles, reportedly to move away from relying on LAHSA for homeless services. Horvath said the city of L.A.’s similar action to move ahead with its own homeless services department indicated it was time for a change at the county level. The impetus to strip LAHSA of many functions comes as a result of a county audit with 16 findings, including LAHSA’s alleged inability to track the dollars to nonprofit providers, and also track the number of providers. The audit performed by the county’s Auditor-Controller’s Office released on Nov. 20 spells out numerous deficiencies in LAHSA’s fiscal practices. These include no agreements with partners for repaying cash advances from the county; failing to timely reimburse nonprofits in the field for services even when money was available; inadequate controls over contract reviews or cash payments; and inappropriate use of funds. The scope of the audit released last week was focused on LAHSA management and financial practices and did not examine the nonprofit service providers that also contract with the county, the supervisors noted. “Not only will a new county department centralize and streamline much of the county’s response to homelessness, it will also allow the county to implement adequate internal controls related to the use of county homelessness funds, including the new Measure A funds, ” the motion read. By limiting LAHSA’s role in homeless services, “there will be greater transparency, oversight, and accountability on the expenditure of public funds and the impacts of their measurable results,” the motion concluded. Va Lecia Adams Kellum, chief executive officer of LAHSA, told the board of supervisors that in the last 20 months she has worked to fix LAHSA’s problems. “We did restructure the finance department. We made significant changes to get to the bottom of the difficulties,” she said. Supervisor Mitchell opposed the creation of a new county homeless services department. She said she’d rather see the county focus on shoring up payments to service providers. She also noted the county has begun a new way of paying service providers faster, so they can keep their outreach services on the ground or even expand services, while ensuring more accountability. “I am not sure this is the time or it is truly efficient to make this transition, when there are other remedies to be put in place to make LAHSA more efficient in getting people housed,” Mitchell said. Fourth District Supervisor Janice Hahn expressed reservations about the idea. She urged Davenport to create a report that lists pros and cons. And she said she wanted the board to actually vote up or down on creating a new department after the report is delivered to the board and digested. “It is still a massive humanitarian crisis. Whether or not we replace one bureaucracy with another, I am not so sure about,” said Hahn, who voted yes on pursuing the idea.Vintage Mbappe (for 35 mins), Liverpool march on, and how did Retegui miss? — Champions League Briefing

By ALEXANDRA OLSON and CATHY BUSSEWITZ NEW YORK (AP) — Walmart’s sweeping rollback of its diversity policies is the strongest indication yet of a profound shift taking hold at U.S. companies that are revaluating the legal and political risks associated with bold programs to bolster historically underrepresented groups in business. The changes announced by the world’s biggest retailer followed a string of legal victories by conservative groups that have filed an onslaught of lawsuits challenging corporate and federal programs aimed at elevating minority and women-owned businesses and employees. The risk associated with some of programs crystalized with the election of former President Donald Trump, whose administration is certain to make dismantling diversity, equity and inclusion programs a priority. Trump’s incoming deputy chief of policy will be his former adviser Stephen Miller , who leads a group called America First Legal that has aggressively challenged corporate DEI policies. “There has been a lot of reassessment of risk looking at programs that could be deemed to constitute reverse discrimination,” said Allan Schweyer, principal researcher the Human Capital Center at the Conference Board. “This is another domino to fall and it is a rather large domino,” he added. Among other changes, Walmart said it will no longer give priority treatment to suppliers owned by women or minorities. The company also will not renew a five-year commitment for a racial equity center set up in 2020 after the police killing of George Floyd. And it pulled out of a prominent gay rights index . Schweyer said the biggest trigger for companies making such changes is simply a reassessment of their legal risk exposure, which began after U.S. Supreme Court’s ruling in June 2023 that ended affirmative action in college admissions. Since then, conservative groups using similar arguments have secured court victories against various diversity programs, especially those that steer contracts to minority or women-owned businesses. Most recently, the conservative Wisconsin Institute for Law & Liberty won a victory in a case against the U.S. Department of Transportation over its use of a program that gives priority to minority-owned businesses when it awards contracts. Companies are seeing a big legal risk in continuing with DEI efforts, said Dan Lennington, a deputy counsel at the institute. His organization says it has identified more than 60 programs in the federal government that it considers discriminatory, he said. “We have a legal landscape within the entire federal government, all three branches — the U.S. Supreme Court, the Congress and the President — are all now firmly pointed in the direction towards equality of individuals and individualized treatment of all Americans, instead of diversity, equity and inclusion treating people as members of racial groups,” Lennington said. The Trump administration is also likely to take direct aim at DEI initiatives through executive orders and other policies that affect private companies, especially federal contractors. “The impact of the election on DEI policies is huge. It can’t be overstated,” said Jason Schwartz, co-chair of the Labor & Employment Practice Group at law firm Gibson Dunn. With Miller returning to the White House, rolling back DEI initiatives is likely to be a priority, Schwartz said. “Companies are trying to strike the right balance to make clear they’ve got an inclusive workplace where everyone is welcome, and they want to get the best talent, while at the same time trying not to alienate various parts of their employees and customer base who might feel one way or the other. It’s a virtually impossible dilemma,” Schwartz said. A recent survey by Pew Research Center showed that workers are divided on the merits of DEI policies. While still broadly popular, the share of workers who said focusing on workplace diversity was mostly a good thing fell to 52% in the November survey, compared to 56% in a similar survey in February 2023. Rachel Minkin, a research associated at Pew called it a small but significant shift in short amount of time. There will be more companies pulling back from their DEI policies, but it likely won’t be a retreat across the board, said David Glasgow, executive director of the Meltzer Center for Diversity, Inclusion and Belonging at New York University. “There are vastly more companies that are sticking with DEI,” Glasgow said. “The only reason you don’t hear about it is most of them are doing it by stealth. They’re putting their heads down and doing DEI work and hoping not to attract attention.” Glasgow advises organizations to stick to their own core values, because attitudes toward the topic can change quickly in the span of four years. “It’s going to leave them looking a little bit weak if there’s a kind of flip-flopping, depending on whichever direction the political winds are blowing,” he said. One reason DEI programs exist is because without those programs, companies may be vulnerable to lawsuits for traditional discrimination. “Really think carefully about the risks in all directions on this topic,” Glasgow said. Walmart confirmed will no longer consider race and gender as a litmus test to improve diversity when it offers supplier contracts. Last fiscal year, Walmart said it spent more than $13 billion on minority, women or veteran-owned good and service suppliers. It was unclear how its relationships with such business would change going forward. Organizations that that have partnered with Walmart on its diversity initiatives offered a cautious response. The Women’s Business Enterprise National Council, a non-profit that last year named Walmart one of America’s top corporation for women-owned enterprises, said it was still evaluating the impact of Walmart’s announcement. Pamela Prince-Eason, the president and CEO of the organization, said she hoped Walmart’s need to cater to its diverse customer base will continue to drive contracts to women-owned suppliers even if the company no longer has explicit dollar goals. “I suspect Walmart will continue to have one of the most inclusive supply chains in the World,” Prince-Eason wrote. “Any retailer’s ability to serve the communities they operate in will continue to value understanding their customers, (many of which are women), in order to better provide products and services desired and no one understands customers better than Walmart.” Related Articles National News | Ex-FBI informant accused of lying about the Bidens is indicted on federal tax charges National News | Bird flu virus was found in raw milk. What to know about the risks National News | Ransomware attack on software supplier disrupts operations for Starbucks and other retailers National News | Man found guilty of holding down teen while he was raped at a youth center in 1998 National News | What Black Friday’s history tells us about holiday shopping in 2024 Walmart’s announcement came after the company spoke directly with conservative political commentator and activist Robby Starbuck, who has been going after corporate DEI policies, calling out individual companies on the social media platform X. Several of those companies have subsequently announced that they are pulling back their initiatives, including Ford , Harley-Davidson, Lowe’s and Tractor Supply . Walmart confirmed to The Associated Press that it will better monitor its third-party marketplace items to make sure they don’t feature sexual and transgender products aimed at minors. The company also will stop participating in the Human Rights Campaign’s annual benchmark index that measures workplace inclusion for LGBTQ+ employees. A Walmart spokesperson added that some of the changes were already in progress and not as a result of conversations that it had with Starbuck. RaShawn “Shawnie” Hawkins, senior director of the HRC Foundation’s Workplace Equality Program, said companies that “abandon” their commitments workplace inclusion policies “are shirking their responsibility to their employees, consumers, and shareholders.” She said the buying power of LGBTQ customers is powerful and noted that the index will have record participation of more than 1,400 companies in 2025.