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Business Wire
26 minutes ago
- Business Wire
OnMed Named Among Top 7% of Fastest-Growing Companies in America
NEW YORK--(BUSINESS WIRE)--Inc., the leading media brand and playbook for entrepreneurs, announced today that OnMed is No. 337 in the annual Inc. 5000 list, placing the company in the top 7% of the fastest-growing private companies in America. As the demand for access to healthcare continues to exponentially grow, this honor recognizes OnMed as a fast-growing alternative to clinic-based care and telemedicine, which have both hit a ceiling from a sustainability standpoint. 'An incredible purpose, a high-performing team that's in it together, and laser-focused execution can move mountains,' said Karthik Ganesh, CEO of OnMed. 'We're grateful to be on this list but we're only getting started.' Share 'An incredible purpose, a high-performing team that's in it together, and laser-focused execution can move mountains,' said Karthik Ganesh, CEO of OnMed. 'We're grateful to be on this list but we're only getting started.' From its roots as a bold idea to reimagine healthcare delivery, OnMed now operates in seven states, with plans to play a central role in the healthcare solution envisioned by the One Big Beautiful Bill (OBBB). The company's patented CareStation, an 8' x 11' Clinic-in-a-Box combines the scalability of telehealth with the human approach and diagnostics of a clinic. Serving primary, urgent, and post-acute care in one secure, tech-enabled space, this is a new model for our public health infrastructure that delivers convenience, affordability, and a personal care experience. In a healthcare landscape often dominated by tech-for-tech's sake, wearables, and AI tools that fail to reach millions of underserved Americans, OnMed stands apart. Its vision is clear: everyday healthcare, everywhere. OnMed's purpose is singular, but powerful, to improve the quality of life and sense of wellbeing in communities by bringing timely care, where and when it is needed most. By partnering with public and private organizations; including payors, health systems, colleges, government agencies, and employers; and being deployed at places like grocery stores, homeless shelters, airports, prisons, and community centers; OnMed is bringing care to meet people seamlessly in their lives. 'This year's Inc. 5000 honorees have demonstrated exceptional growth while navigating economic uncertainty, inflationary pressure, and a fluctuating labor market,' said Mike Hofman, editor-in-chief of Inc. 'They didn't just weather the storm—they grew through it.' For the full list of Inc. 5000 companies, visit: Inc. will celebrate the honorees at the 2025 Inc. 5000 Conference & Gala, taking place October 22–24 in Phoenix. About OnMed OnMed is the premier tech-enabled hybrid care company partnering with public and private organizations to reimagine healthcare access and improve health equity in communities across the country. With its patented 8' x 11' CareStations, OnMed combines the best elements of traditional primary, urgent, and post-acute care with the technology of telemedicine to deliver convenient, affordable care to underserved communities, anywhere they are. The company licenses its cutting-edge technology and care delivery model to a wide range of organizations, including governments, employers, colleges, healthcare provider systems, payors, and high- traffic venues. OnMed is paving the way for everyday healthcare, everywhere.
Yahoo
31 minutes ago
- Yahoo
CPI: New inflation reading creates dilemma for Fed over cutting rates in September
A fresh reading on inflation showed tariffs are pushing goods prices higher for Americans, creating a dilemma for the Federal Reserve of whether to hold interest rates steady in September. The Consumer Price Index for the month of July showed prices rose 3.1% year-over-year excluding volatile food and energy prices. That was hotter than the 3% economists expected and up from 2.9% in June when inflation was pushed higher by rising goods prices. Month over month CPI clocked in as expected, rising 0.3%. Though, on a headline basis, CPI rose less than expected—by 2.7%, a tenth lower than expectations for a rise of 2.8%. 'There was another narrative shift for the Fed to contend with in the July CPI data, with tariff effects once again barely perceptible but a stronger gain in services prices pointing to another above-target gain in the core PCE deflator last month,' said Stephen Brown, deputy chief North America Economist for Capital Economics. But Brown noted that given that several members of the Fed are now more worried about the outlook for the job market, this inflation report probably won't be enough to prevent the Fed from cutting rates sooner than he previously expected. 'But it does support our view that markets are overestimating the degree of loosening to come over the next 18 months,' he said. The Fed has been largely in a 'wait and see' mode, as many central bankers want to assess the impact of tariffs on inflation. Fed Chair Powell has said he wants to see what the impact of tariffs are on inflation over the months of June, July and August, though he's coming around to the idea that their impact may be no more than a one-time increase in prices. But as the Fed waits to see whether or not tariffs will lead to persistent inflation, July's inflation data didn't offer any decisive findings with some areas of goods inflation like furniture and shoes perking up, but services inflation, which has been the stickier culprit historically, popping back up. Inflation now stands more than a full percentage point above the Fed's 2% target. 'This month's report did nothing to convince anyone,' said Chris Zaccarelli, Chief Investment Officer for Northlight Asset Management. The inflation data come after a government report showed the US economy added just 73,000 jobs in July, while the unemployment rate moved up to 4.2% from 4.1% the month prior. At the same time, the two prior months saw downward revisions. May's job gains were revised down to 19,000 from 144,000, while June's additions were cut to just 14,000 from the 147,000 initially reported. That pulled the three-month average employment gain down to 35,000 — a figure many analysts are interpreting as a sign that hiring is stalling, even as population growth slows. The data is likely to lead to continued division within the central bank over whether to cut rates in September at this juncture. In recent days, more Fed officials, including San Francisco Fed president Mary Daly and Minneapolis Fed president Neel Kashkari have made comments that set the table for cutting rates as soon as next month, citing concerns over a weakening job market. "The labor market has softened. And I would see additional slowing as unwelcome, especially since we know that once the labor market stumbles, it tends to fall quickly and hard," Daly said in a speech in Alaska last week. "All this means that we will likely need to adjust policy in the coming months." Federal Reserve governor Michelle Bowman said Saturday that she is looking at three interest rate cuts this year, citing concerns she sees a risk that further delays in cutting rates could "result in a deterioration in labor market conditions and a further slowing in economic growth." Meanwhile, other members of the Fed like Atlanta Fed president Raphael Bostic and Cleveland Fed president Beth Hammack are more concerned about inflation. While both have showed concern with the last jobs report, they are still focused on inflation with Bostic retaining his estimate right now for only one rate cut this year. Markets are pricing in a 90% chance the Fed cuts rates by 25 basis points in September. Jennifer Schonberger is a veteran financial journalist covering markets, the economy, and investing. At Yahoo Finance she covers the Federal Reserve, Congress, the White House, the Treasury, the SEC, the economy, cryptocurrencies, and the intersection of Washington policy with finance. Follow her on X @Jenniferisms and on Instagram. 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
The Hill
an hour ago
- The Hill
Costly employer lesson: Remote work isn't just a perk when it comes to disability rights
Amazon's mirrored towers dominate Seattle's skyline, yet the company's real power struggle plays out far from the city streets. Disabled employees who rely on telework for everything from chronic-pain management to post-stroke recovery suddenly face a blunt mandate: 'Show up five days a week or find another job.' Several workers filed complaints with the Equal Employment Opportunity Commission, and the National Labor Relations Board and supplied regulators with a list of 18 colleagues in similar straits. The complaints accuse Amazon of using AI bots to screen doctors' notes, deleting internal posts that question the policy, and retaliating against staff who demand legally protected accommodations. The Americans with Disabilities Act views telework as a textbook 'reasonable accommodation' whenever physical presence is not an essential job function. The EEOC's 2003 telework guidance spells that out in plain language. Two decades later, the agency has doubled down, warning employers that algorithms must never replace the human dialogue that the ADA demands. When an employee's disability collides with commuting or open-plan offices, the employer must engage in an interactive process and prove undue hardship before denying remote work. Blanket return-to-office rules skip that step, inviting litigation. Amazon's 'multilevel leader review' and month-long trials add procedural hurdles that look less like dialogue and more like deterrence, a strategy that courts routinely punish. Data corroborate the law. The Bureau of Labor Statistics reports that 22.7 percent of Americans with disabilities held jobs in 2024 — the highest share since tracking began in 2008. Economists at the Centre for Economic Policy Research estimate that roughly three-quarters of the surge — nearly 250,000 full-time roles — came directly from the spread of work-from-home options. Remote work eliminates transportation barriers, spares workers from sensory-overloaded offices, and allows flexible scheduling for medical appointments. Employers reap measurable dividends: higher retention, larger talent pools, and productivity bumps that mirror Stanford research showing that teleworkers lose 60 million fewer commuting hours each day. By curbing telework, companies abandon those gains and shrink their competitive edge. The cost of Amazon's decision already extends beyond internal morale. News of deleted Slack posts, AI-driven denials and a petition circulates through human resources newsletters, tech forums and mainstream finance pages. Analysts cast the five-day mandate as an 'outdated' model that helps explain why Amazon's stock lags Alphabet and Microsoft. Marketers understand the math: lower sentiment drives up customer-acquisition costs, dents Amazon Prime sign-ups, and chills advertisers that do not want their brands adjacent to negative headlines. Legal exposure compounds the reputational hit. Jury verdicts show how quickly ADA cases escalate. For example, a jury gave a $22.1 million award against Wells Fargo last year for dismissing an employee who requested remote work due to a disability. Amazon's headcount dwarfs that of Wells Fargo's workforce, and the 18 'similarly situated' employees already named in EEOC filings represent a fraction of the staff who could assert similar claims. Even if settlements land well below eight figures, each lawsuit refreshes the news cycle and generates new discovery costs, outside-counsel fees and managerial distraction that dwarf whatever efficiency leaders hope to gain from rigid attendance rules. Amazon's internal survey results hint at wider risk. Seventy-one percent of the more than 200 disabled employees who responded said the company denied most accommodation requests, and half reported a hostile environment after disclosure. One stroke survivor was advised to move closer to the office; another worker with chronic pain who couldn't drive for longer than 15 minutes was told to ' pull over and stretch ' during a freeway commute. Those anecdotes may never headline a trial, yet they shape jury pools and public opinion long before a judge gavels in the first hearing. Companies and government agencies copying Amazon's return-to-office mandate should consider the mounting toll elsewhere. Bell Road Tire in Arizona paid $64,500 and entered a consent decree after the EEOC found the company had forced a disabled mechanic back to the shop without an interactive dialogue. Federal agencies scrambling to meet sweeping workplace orders already face chaotic space shortages and escalating accommodation disputes, conditions ripe for similar exposure. The U.S. Treasury Department warned recently that it faces significant legal exposure due to a massive accumulation of unanswered requests for remote work. A surge in disability accommodation pleas, primarily for telework, followed a return-to-office mandate from the Trump administration. With thousands of these requests pending for months — far exceeding the mandated 20-day response time — department officials anticipate a wave of expensive equal employment opportunity lawsuits. As those and other stories surface, the resulting lawsuits and negative coverage will replicate Amazon's experience, multiplying costs across the public and private sectors. Remote work transforms the ADA's promise of equal opportunity from statute into daily reality. Enabling telework costs little, widens talent pipelines and signals respect. Denying it by blanket edict gambles with lawsuits, investor skepticism and brand erosion. Amazon's clash with disabled employees proves that the price of inflexibility climbs faster than any savings squeezed from a full parking lot. Leaders who still view remote work as a perk rather than a legal and strategic imperative risk learning the same expensive lesson, under the harsh glare of both courtroom lights and public scrutiny. Gleb Tsipursky, Ph.D., serves as the CEO of the hybrid work consultancy Disaster Avoidance Experts and authored the best-seller ' Returning to the Office and Leading Hybrid and Remote Teams.'
