logo
Hanford nuclear site subcontractor, owner to pay $1.1M for COVID loan fraud

Hanford nuclear site subcontractor, owner to pay $1.1M for COVID loan fraud

Yahoo12-03-2025
A former Hanford nuclear site subcontractor and its owner will pay a total settlement of just over $1.1 million to resolve accusations they defrauded the federal government through a COVID pandemic loan program.
On Wednesday, U.S. Judge Stanley Bastian in Yakima sentenced BNL Technical Services, owned by Wilson Pershing Stevenson III, to pay nearly $494,000 restitution to the federal government, as proposed in a settlement agreement.
That is in addition to $611,000 Stevenson, of Nashville, Tenn., already agreed to pay in a civil settlement to resolve his liability in the case.
BNL, which faced a likely ban from federal government contracting, has been dissolved, according to a federal court document. However, the judge still sentenced it to one year of probation to ensure the restitution is paid promptly and in full.
BNL received nearly $494,000 in 2020 from a Paycheck Protection Program loan through the Coronavirus Aid, Relief and Economic Security (CARES) Act.
The money was intended to retain and maintain payroll for Hanford site workers assigned to the nuclear reservation in Eastern Washington and also a few Department of Veterans Affairs workers during the COVID-19 pandemic.
But the federal government continued to cover the costs of those employees as part of a commitment to keep the federal government's contracted workforce in a ready state during the pandemic, according to a court document. BNL overhead costs associated with the workers also were reimbursed with federal government funds.
BNL, which had an office in Richland, hired staff and deployed them to Hanford nuclear reservation and other federal contractors, a service called 'staff augmentation.'
Hanford staff paid with federal tax dollars were assigned to work for former contractors Washington River Protection Solutions, Mission Support Alliance and CH2M Hill Plateau Remediation Co., according to court documents.
During the early part of the pandemic the number of workers reporting for environmental cleanup at the Hanford nuclear reservation was limited, with most workers telecommuting or paid with Department of Energy money to wait for more work to resume. Workers paid with DOE to be kept in readiness included BNL workers, according to court documents.
The Hanford nuclear site adjacent to Richland was used to produce almost two-thirds of the plutonium for the nation's nuclear weapons program, leaving massive environmental contamination on the 580-square-mile site.
Within 48 hours of BNL receiving the Paycheck Protection Program loan at least $453,000 had been spent to pay off Stevenson's personal and family debts, according to an indictment.
That included $100,000 transferred to Stevenson's father and $48,600 to a family trust, according to court documents.
Much of the rest of the money was used to pay off credit card debt, according to the indictment.
The federal government later forgave the loan, which cleared it from having to be repaid.
BNL and Stevenson later applied for and received another Paycheck Protection Program loan of nearly $820,000.
Most of that loan, which also was forgiven, was used correctly for employees who were not assigned work on federal projects, according to new federal court documents.
But some of it also was used to pay off another federal loan, a $150,000 COVID Economic Injury Disaster Loan, which was not an approved use of the money, according to court documents.
'The misuse of critical emergency funds intended for those personally affected by the COVID-19 pandemic defrauds taxpayers and deprives legitimate recipients of important assistance at a time it was needed most,' stated Lewe Sessions, assistant inspector general for investigations at the DOE Office of Inspector General.
The Eastern Washington District U.S. Attorney's Office is continuing to pursue COVID fraud cases, said Rich Barker, acting U.S. attorney.
The case was investigated by the DOE Office of Inspector General Richland Field Office and the Small Business Administration and VA Offices of Inspector General. Assistant U.S. Attorneys Tyler Tornabene and Dan Fruchter prosecuted the case.
Orange background

Try Our AI Features

Explore what Daily8 AI can do for you:

Comments

No comments yet...

Related Articles

Back-to-office rates in America hit 5-year high — 75% of companies met attendance goals. But it could backfire
Back-to-office rates in America hit 5-year high — 75% of companies met attendance goals. But it could backfire

Yahoo

timean hour ago

  • Yahoo

Back-to-office rates in America hit 5-year high — 75% of companies met attendance goals. But it could backfire

Much to the dismay of many Americans, the COVID-induced work-from-home honeymoon is apparently over. According to a survey by commercial real estate firm CBRE, employers managed to bring more workers back into the office over the last year than at any time since the pandemic began in 2020. Don't miss Thanks to Jeff Bezos, you can now become a landlord for as little as $100 — and no, you don't have to deal with tenants or fix freezers. Here's how I'm 49 years old and have nothing saved for retirement — what should I do? Don't panic. Here are 6 of the easiest ways you can catch up (and fast) Want an extra $1,300,000 when you retire? Dave Ramsey says this 7-step plan 'works every single time' to kill debt, get rich in America — and that 'anyone' can do it Around 75% of the companies surveyed met their attendance goals — a roughly 14% jump from the year prior — while noting that their ultimate desire is to see employees in the office an average of 3.2 days a week. In addition, 69% of the companies monitored attendance closely, while 37% enforced it — up 24% and 20% respectively over the previous year, CNBC reports. This aligns with recent policy changes from the federal government and many major American companies — including Amazon, JPMorgan, and Ford, among others — mandating that workers must return to the office anywhere between three to five days a week. All of which spells bad news for the roughly 22 million Americans who work remotely — the majority of whom, multiple studies show, have no desire to return to in-office work. And this clash between workers and their companies could lead to disastrous results for employee productivity, morale and, ultimately, retention. Home sweet (work from) home It's no surprise that the majority of American workers — 71%, according to a 2024 American Staffing Association study — prefer to work fully, or at least partially, remote. From improvements in mental health and stress levels to the added flexibility of working hours — not to mention saving significant amounts of money on commuting and related costs — there are countless advantages to working from home. But the advantages of remote work don't just apply to the employees. To start, many studies — including one by Stanford economist Nicholas Bloom — found that remote or hybrid workers are just as productive as in-office staff. The U.S. Bureau of Labor Statistics agreed in its summary of tracking remote work productivity across 61 different industries pre- and post-pandemic, while the U.S. Career Institute reports that 79% of managers feel that remote work boosts their team's productivity. Another study touted the productivity of hybrid workers and added that they are often happier and healthier than their in-office counterparts. Meanwhile, the global consultancy firm Advanced Workplace Associates (AWA) found that hybrid employees who work from home at least 3.5 days a week clocked nearly two more hours per week than in-office employees. Extrapolating that further, AWA calculated that hybrid employees worked up to 9.5 more days per year compared to in-office employees. Forcing employees back into the office could undo all of those gains that companies reap from remote and hybrid workers — if it doesn't simply cost them the workers themselves. A 2025 survey by FTI Consulting noted that 70% of American remote or hybrid workers would quit if forced to return to the office full-time. A Pew Research survey yielded similar results, with 61% of remote employees and 46% of hybrid workers saying they'd find another job. And that's not necessarily a bluff. CNBC reported that 'While remote job opportunities are down, the competition to land one is fierce: Just 20% of LinkedIn postings are for remote or hybrid jobs, but they're getting 60% of applications on the platform.' Read more: Nervous about the stock market? Gain potential quarterly income through this $1B private real estate fund — even if you're not a millionaire. Bridging the workplace divide CNBC also pointed to a 2024 study that showed employers often ordered workers back to the office after company stock prices dipped. Aside from hoping for a quick fix by gathering the troops in the office, other reasons that CNBC found for many companies eliminating remote work ranged from the desire 'to make use of expensive corporate real estate' to 'firms with male and powerful CEOs' who believe they're losing control over employees who aren't in the office. This sort of decision-making can breed cynicism while also negatively affecting the productivity of employees forced back to the office — at least, those who don't quit to find a more accommodating workplace. That said, happy hybrid mediums do exist that can satisfy both employer and employee needs. In February, a study by the WTW Research Network concluded that employer flexibility with work hours and locales — prioritizing employee wellbeing, pay and benefit structure improvements and designing a more enticing office environment — would all go a long way to bridging that divide between remote and hybrid workers and the bosses who want them back on site. Furthermore, employee experience consultancy LineZero added that clear communication, a dedication to work-life balance, inclusive leadership and the use of online project management tools could all help employers and employees find that sweet spot between fully remote and in-office work. 'In an ideal world,' as a Forbes deep dive into companies demanding a return to office summed up, 'companies would excel at measuring output — what employees actually deliver and the value they create — eliminating the need to focus so much on managing or monitoring input, including where people work.' What to read next Robert Kiyosaki warns of a 'Greater Depression' coming to the US — with millions of Americans going poor. But he says these 2 'easy-money' assets will bring in 'great wealth'. How to get in now Here are 5 simple ways to grow rich with real estate if you don't want to play landlord. And you can even start with as little as $10 Rich, young Americans are ditching the stormy stock market — here are the alternative assets they're banking on instead Here are 5 'must have' items that Americans (almost) always overpay for — and very quickly regret. How many are hurting you? Stay in the know. Join 200,000+ readers and get the best of Moneywise sent straight to your inbox every week for free. This article provides information only and should not be construed as advice. It is provided without warranty of any kind. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data

'Job hugging' has replaced job hopping, consultants say
'Job hugging' has replaced job hopping, consultants say

CNBC

time2 hours ago

  • CNBC

'Job hugging' has replaced job hopping, consultants say

The so-called "great resignation" has become the "great stay." But experts say workers aren't just staying — they're "job hugging." Job hugging is the act of holding onto a job "for dear life," consultants at Korn Ferry, an organizational consulting firm, wrote this week. Such clinging is a stark contrast from the historic rate of job hopping that workers exhibited in 2021 and 2022, but makes sense given current labor market trends. "There is this stagnation in the labor market, where the hires, quits and layoff rates are low," said Laura Ullrich, the director of economic research in North America at the Indeed Hiring Lab. "There's just not a lot of movement at all." The rate at which workers are voluntarily leaving their jobs has lingered near lows unseen since around 2016, outside of the initial days of the Covid-19 pandemic. The so-called quits rate is a barometer of workers' perceptions of the broader labor market, Ullrich said. In this case, they may be nervous about getting another job or aren't enthusiastic about their ability to find one, she said. "There's quite a bit of uncertainty in the world — economic, political, global — and I think uncertainty causes people to naturally" remain in a holding pattern, said Matt Bohn, an executive search consultant at Korn Ferry. He equated the dynamic to skittish investors who sometimes sit on the sidelines, waiting for an investment opportunity. The job market has also gradually cooled amid a regime of higher interest rates, which makes it more costly for businesses to borrow money and expand their operations. The hiring rate over the past year or so has plunged to its lowest pace in more than a decade (excluding the early days of the Covid-19 pandemic) — meaning those who want to look for a new job may have a relatively tough time finding one. Job growth in recent months has also slowed sharply, which economists point to as evidence of a broader economic slowdown. More CEOs reported plans to shrink their workforce over the next 12 months than expand it — the first time that's occurred since 2020, according to a Conference Board quarterly poll published last week. The shares were 34% to 27%, respectively. More from Personal Finance:Mortgage rates have made a 'substantial improvement'Why investors shouldn't try to be a 'hero' in this economyWhy school lunch prices are up While it's not inherently bad to stay in a job for a long time, job "hugging" can pose some risks for the unwary, experts said. For one, they may be sacrificing some earnings growth, since job switchers generally command higher wage growth than those who remain in their current roles, Ullrich said. For example, workers who get too comfortable in their current role may stagnate rather than take on additional responsibility or learn new skills, which may impact marketability and career growth when the labor market improves, Bohn said. Employers may also decide such workers are no longer meeting their performance standards, he added. Additionally, a lack of movement in the job market may make it harder for new entrants like recent graduates to find work, Ullrich said.

DOWNLOAD THE APP

Get Started Now: Download the App

Ready to dive into a world of global content with local flavor? Download Daily8 app today from your preferred app store and start exploring.
app-storeplay-store