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ansrsource Launches Breakthrough Training Management System: ansrTMS Enterprise

ansrsource Launches Breakthrough Training Management System: ansrTMS Enterprise

Business Wire4 days ago
AUSTIN, Texas--(BUSINESS WIRE)-- ansrsource, a learning optimization and solutions company, today announced the launch of ansrTMS Enterprise, a breakthrough training management system engineered for organizations that rely on cohort-based learning to deliver onboarding, leadership development, and compliance training at scale.
"ansrTMS was born from a deep understanding of the modern L&D leader's need for seamless logistics and visibility into learner progression."
Purpose-built for L&D administrators and coordinators, ansr TMS eliminates the chaos of manual spreadsheets, scheduling difficulties, and administrative overload. Using intelligent scheduling logic, template-driven program design, dynamic session assignment, and automated communications within a secure, GDPR-compliant environment, ansr TMS optimizes training coordination and elevates the learner experience.
According to Exemplar Global's 2024 report, 29% of training professionals identified "lack of time to complete tasks" as a major challenge. This is caused largely by inefficient administrative workflows like scheduling, manual communications, and resource coordination—all challenges removed with ansr TMS.
" ansr TMS was born from a deep understanding of the modern L&D leader's need for seamless logistics and visibility into learner progression,' said Rajiv Narayana, ansr source President and CEO. 'We reimagined the entire training management lifecycle through the lens of governance, optimization, and scale. This is the platform you build when your clients run multiple concurrent onboarding cohorts and still want to feel human-centered.'
Unlike generic LMS add-ons or event schedulers, ansr TMS goes further, allowing users to:
Duplicate and personalize training templates across geographies to standardize at scale
Auto-generate facilitator assignments and session invites to reduce planning time
Flag scheduling conflicts to eliminate gaps before they become problems
Track attendance and engagement to enable timely interventions
Integrate with Outlook, Teams, and SharePoint to ensure seamless communication
According to Learnit's analysis of corporate L&D trends, cohort-based courses achieve completion rates of approximately 90%, compared to only 3–10% completion rates for self‑paced training. This dramatic disparity underscores how cohort models—which are built around structured timelines, peer support, and live interaction—greatly boost both engagement and knowledge retention.
' ansr TMS was designed in collaboration with our long-time partner, Hilti,' said Rachel Walter, Chief Innovation Officer at ansr source. 'It reflects real-world complexity: multi-phase, multi-location onboarding journeys that require flawless execution across hundreds of learners. The system's unique block-based planning and facilitator auto-matching features reduce human error. The transparency ensures progress and provides unparalleled control without compromising flexibility.'
Hosted securely on AWS and SOC 2 certified, ansr TMS supports enterprises where compliance, efficiency, and learner engagement are mission-critical.
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Donald Trump's next target could be deal that shields most Canadian imports from tariffs, experts warn
Donald Trump's next target could be deal that shields most Canadian imports from tariffs, experts warn

Hamilton Spectator

time4 hours ago

  • Hamilton Spectator

Donald Trump's next target could be deal that shields most Canadian imports from tariffs, experts warn

Canada's biggest shield against U.S. tariffs is still intact after Donald Trump's latest trade deadline, but that could change by next year, experts warn, as Prime Minister Mark Carney prepares for a new round of talks with the mercurial American president. While Trump raised the tariff on Canadian goods to 35 per cent in an executive order Thursday night, an exemption for goods which comply with the Canada-U.S.-Mexico Agreement (CUSMA) was maintained. The order was signed after Ottawa and Washington failed to reach an economic and security deal. That means, most economists agree, that roughly 90 per cent of Canadian exports will still enter the U.S. tariff-free. But, warned BMO chief economist Douglas Porter, that agreement is up for renegotiation in 2026. 'Even though we're in a relatively good spot right now, I don't think that should give us much confidence in the longer term,' Porter said Friday. With CUSMA-compliant goods facing no tariffs, and sector-specific tariffs of 50 per cent on steel and aluminum, Canadian goods currently face an average tariff in the low single digits. But that could easily change when the agreement is renegotiated, Porter added. The fact that Canadian negotiators weren't able to get any agreement lowering the 35 per cent tariff — or cutting sector-specific tariffs — ahead of Trump's Aug. 1 deadline isn't exactly reassuring either, Porter said. 'It really does raise some questions over how smoothly the renegotiation of (CUSMA) is going to go,' said Porter. 'We're going to come into it with the U.S. holding this 35 per cent over our head.' Shortly after midnight on Thursday, just after the hike came into effect, Carney said he was 'disappointed' by Trump's decision, after Canadian officials spent several days this week hunkered down in Washington meeting with U.S. Commerce Secretary Howard Lutnick and representatives of Senate Republicans. 'We remain committed to CUSMA, which is the world's second-largest free trade agreement by trading volume,' Carney's statement read. 'Other sectors of our economy — including lumber, steel, aluminum, and automobiles — are, however, heavily impacted by U.S. duties and tariffs. For such sectors, the Canadian government will act to protect Canadian jobs, invest in our industrial competitiveness, buy Canadian and diversify our export markets.' Dominic LeBlanc, Carney's point-person on Canada-U.S. trade, told Radio-Canada's 'Midi info' that Canadian officials have always maintained that they 'wouldn't accept just any agreement.' 'We'd accept an agreement that was in the interests of workers, of the Canadian economy, and at the end of the day yesterday that agreement wasn't in sight,' LeBlanc said Friday, as he was set to leave Washington after meeting with Lutnick on Thursday. The head of the association representing small businesses said Canada avoided the worst-case scenario this week by keeping CUSMA-compliant goods tariff-free, but said the country is not out of the woods yet. In next year's renegotiation, the U.S. could give preferential status to goods which comply with CUSMA — but that doesn't mean they'd still be duty free, warned Dan Kelly, CEO of the Canadian Federation of Independent Business. 'That's absolutely one of the prospects I fear,' said Kelly of the idea that U.S. negotiators would try to put tariffs on CUSMA-compliant goods. 'There's also nothing stopping him from pulling out of CUSMA altogether. That would be the nuclear scenario.' A senior official with the Canadian Chamber of Commerce also said Canadian businesses need to be wary of the CUSMA revamp, and any lingering uncertainty until it's completed. 'The review could start Monday,' said Matthew Holmes, the chamber's head of public policy. 'But we're going to be talking about CUSMA until 2026, and that's the third act of this play.' At the moment, Holmes estimated, Canadian exports to the U.S. face an average tariff of anywhere from 2.9 to five per cent, which still gives this country the best treatment of any American trading partner. Still, Holmes isn't under any illusion that that low rate will continue — even if Canada's access remains better than most. 'I think it's reasonable to expect they come to the table with a baseline tariff,' Holmes said of U.S. negotiators. 'If they establish a floor of 15 per cent on the world and we come in at 10, we're in relatively good shape, but it's still not great for our businesses.' For sectors like steel and aluminum which still face targeted tariffs, the continuation of the CUSMA exemption didn't provide much comfort at all, said Catherine Cobden, CEO of the Canadian Steel Producers Association. 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Ujczo also said it's time for Carney and other Canadian political leaders to dial down the partisan rhetoric. On Friday, the Conservatives and the NDP accused Carney of failing to improve circumstances for Canadian workers. 'This is a negotiation,' Ujzco said. 'The political campaigns are over now.'

Navigating Compliance and Data Privacy When Hiring Developers Globally
Navigating Compliance and Data Privacy When Hiring Developers Globally

Time Business News

time15 hours ago

  • Time Business News

Navigating Compliance and Data Privacy When Hiring Developers Globally

For tech-focused businesses, hiring developers from other nations is now a must, not an option. Businesses can reduce expenses, drive growth, and maintain their competitiveness by accessing talent from around the world. But there are drawbacks to hiring people from other countries. Businesses must manage employment classifications and adhere to data protection regulations. They must be prepared to manage compliance when they hire individuals from around the globe. This blog examines the challenges of hiring laws in other countries, provides risk-reduction techniques, and describes how platforms such as Zeero secure developer vetting help businesses hire skilled developers while maintaining data security and compliance. The Reasons Behind the Rise in Global Developer Hiring IP Assignment provisions that explicitly give your company ownership of all work Companies are increasingly turning to remote developers in other countries to benefit from the following: Improved access to specialized talent, cost-effective hiring, continuous productivity, and a range of perspectives and skills. However, expanding globally entails legal responsibilities related to each country's data, tax, and labor laws. Penalties, legal action, or harm to a company's reputation. Key Challenges in Global Hiring Compliance 1. Local Labor Laws and Employment Classification One of the most frequent and expensive mistakes made in cross-border hiring is misclassifying workers as independent contractors. Different labor laws are enforced in each nation about: Hours of work and vacation The minimum wage Advantages and contributions to society Termination of contract Noncompliance can lead to back taxes, fines, or even legal action. To legally hire remote developers, one must be aware of the regulations in each jurisdiction. 2. Compliance with Global Payroll Local tax laws, exchange rate fluctuations, and benefit requirements make managing payroll internationally challenging. For example: Contributions to the Provident Fund and gratuities are required in India. 13th-month salary regulations are enforced in Brazil. Employer contributions to social security and health care are mandatory in Germany. Global payroll compliance is frequently a challenge for businesses without legal entities in these nations. Employers of Record (EOR) and compliant hiring platforms are two possible solutions. 3. Privacy of Data in Tech Hiring You must abide by data privacy laws when employing developers who have access to user or personal data, including: The European Union's GDPR California's CCPA Singapore's PDPA Japan's APPI These laws govern the gathering, handling, sharing, and storing of data. Fines and a decline in trust may arise from noncompliance with GDPR developer hiring procedures or comparable legislation. 4. Issues with Contracts and IP Ownership Strong contracts that are adapted to the legal systems of each nation are necessary for international hiring. Among the risks are: Code or IP ownership disputes Language and local legal differences that affect enforceability Insufficient safeguarding of private data It is essential to draft legally binding contracts that include provisions addressing jurisdiction, intellectual property, and non-disclosure. How to Reduce Compliance Risks in International Development Hiring 1. Consult Local Legal Professionals Understanding local employment laws is necessary when hiring in a foreign country. Local counsel can help: Check that workers or contractors are appropriately classified. Create contracts that are compliant. Provide guidance on statutory benefits and severance policies. As an alternative, in-house legal work can be avoided by utilizing a platform such as Zeero secure developer vetting, which has hiring expertise specific to a given region. 2. Make Use of an International Employer of Record or Hiring Partner Your overseas talent is legally employed by an Employer of Record (EOR), who also manages: Processing payroll Dedications for local taxes Administration of benefits Zeero supports global hiring compliance across multiple regions by combining structured onboarding flows, legal contract generation, and Zeero secure developer vetting, going beyond traditional EOR models. 3. Implement Tight Data Security Protocols In order to protect data privacy when hiring tech, businesses should: Limit developers' access to sensitive data unless it is absolutely necessary. Use encrypted file-sharing software and secure VPNs. Provide frequent training on data handling and privacy. Follow the GDPR or its local equivalents when processing personal data. To make sure developers adhere to data protection guidelines right away, Zeero secure developer vetting includes assessments of data handling expertise and security awareness. 4. Make Use of Developer Contracts by Region Good contracts ought to contain: Terms of employment or independent contractors that take into account local laws NDAs, or confidentiality agreements IP assignment clauses that clearly grant your business ownership of all completed work Jurisdiction and dispute resolution provisions Zeero helps businesses stay in compliance from the moment of hire by offering ready-to-use contract templates that are customized for various nations and examined for enforceability. Regional Aspects of Cross-Border Hiring EU (European Union) GDPR-compliant, even for companies with non-European headquarters Requires specific user consent and legal justification for data processing Under EU law, developer contracts should include IP rights APAC (Asia-Pacific) Strong data privacy laws like the GDPR are in place in nations like Singapore and Japan, while tax and labor laws are changing in India Without adequate local support, government compliance procedures and language requirements may cause onboarding to lag Latin America Labor laws that favor workers and mandate stringent termination procedures are found in Argentina and Brazil Laws pertaining to IP and data protection vary by region Different local tax laws may call for employer contributions and withholding taxes How Zeero Makes Things Simpler: Compliance with Global Hiring Zeero manages legal, tax, and data privacy risks while rapidly expanding businesses in hiring top developers from around the globe. What sets Zeero apart: 1. Zeero secure Developer vetting Zeero thoroughly screens developers based on several factors: Technical know-how and soft skills Classification according to jurisdiction Knowledge of secure coding techniques and GDPR Clients can be sure they are working with competent and compliant candidates right away when they use Zeero secure developer vetting. 2. Zeero Provides Automated Compliance Support: Localized contracts that adhere to the law NDAs and IP protection Legal distinction between employees and contractors Workflows for tax compliance are built in This removes uncertainty from global hiring compliance and speeds up onboarding. 3. Assistance with Payroll and Invoicing Zeero assists in managing: Tax deductions specific to a country Timelines for local payments and currency conversion Documentation and invoicing for developers The most recent international payroll compliance standards are followed when processing all payments. 4. Data Security and GDPR Integration Developers employed by Zeero: Work in settings that comply with GDPR Sign agreements pertaining to data security and use Get instructions on data privacy when hiring tech This guarantees that businesses maintain compliance as their teams grow globally. Conclusion: Maintain Compliance While Expanding Worldwide Employing developers from around the world can create dependable tech teams, increase innovation, and lower costs. However, there are regulatory risks associated with it as well, such as privacy compliance and employment laws. Long-term success requires being proactive and knowledgeable about cross-border hiring laws. Businesses can safely grow their development teams overseas with Zeero while preserving trust, guaranteeing compliance, and safeguarding intellectual property. Employing International Developers: The Compliant Approach Want to grow your IT staff while maintaining complete adherence to the law and data protection regulations? To find out how Zeero secure developer vetting can improve, expedite, and secure your hiring process, visit TIME BUSINESS NEWS

LINEAGE INVESTOR ALERT: Robbins Geller Rudman & Dowd LLP Files Class Action Lawsuit Against Lineage, Inc. and Announces Opportunity for Investors with Substantial Losses to Lead the Lineage Class Action Lawsuit
LINEAGE INVESTOR ALERT: Robbins Geller Rudman & Dowd LLP Files Class Action Lawsuit Against Lineage, Inc. and Announces Opportunity for Investors with Substantial Losses to Lead the Lineage Class Action Lawsuit

Business Wire

time17 hours ago

  • Business Wire

LINEAGE INVESTOR ALERT: Robbins Geller Rudman & Dowd LLP Files Class Action Lawsuit Against Lineage, Inc. and Announces Opportunity for Investors with Substantial Losses to Lead the Lineage Class Action Lawsuit

SAN DIEGO--(BUSINESS WIRE)-- Robbins Geller Rudman & Dowd LLP announces that purchasers of Lineage, Inc. (NASDAQ: LINE) common stock in or traceable to the registration statement used in connection with Lineage's July 2024 initial public offering (the 'IPO'), have until September 30, 2025 to seek appointment as lead plaintiff of the Lineage class action lawsuit. Captioned City of St. Clair Shores Police and Fire Retirement System v. Lineage, Inc., No. 25-cv-12383 (E.D. Mich.), the Lineage class action lawsuit charges Lineage and certain of its top executives, directors, IPO underwriters, and IPO sponsor with violations of the Securities Act of 1933. If you suffered substantial losses and wish to serve as lead plaintiff of the Lineage class action lawsuit, please provide your information here: CASE ALLEGATIONS: Lineage is a Maryland REIT focused on temperature-controlled cold-storage facilities. In the July 2024 IPO, Lineage sold over 65 million shares of Lineage common stock to investors at $78 per share, raising more than $5 billion in gross offering proceeds. The Lineage class action lawsuit alleges that the registration statement was false and/or misleading and/or failed to disclose that: (i) Lineage was then experiencing sustained weakening in customer demand, as additional cold-storage supply had come on line, Lineage's customers destocked a glut of excessive inventory built up during the COVID-19 pandemic, and Lineage's customers shifted to maintaining leaner cold-storage inventories on a go-forward basis in response to changed consumer trends; (ii) Lineage had implemented price increases in the lead-up to the IPO that could not be sustained in light of the weakening demand environment facing Lineage; (iii) Lineage was unable to effectively counteract the adverse trends listed above through the use of minimum storage guarantees or as a result of operational efficiencies, technological improvements, or its purported competitive advantages; (iv) as a result, rather than enjoying stable revenue growth, high occupancy rates, and steady rent escalation as represented in the registration statement, Lineage was in fact suffering from stagnant or falling revenue, occupancy rates, and rent prices; and (v) consequently, Lineage's financial results, business operations, and prospects were materially impaired. Since the IPO, the price of Lineage stock has fallen to lows near $40 per share. The price of Lineage stock has remained substantially below the IPO price at the time of the filing of the complaint. The plaintiff is represented by Robbins Geller, which has extensive experience in prosecuting investor class actions including actions involving financial fraud. You can view a copy of the complaint by clicking here. THE LEAD PLAINTIFF PROCESS: The Private Securities Litigation Reform Act of 1995 permits any investor who purchased Lineage common stock in or traceable to the registration statement issued in connection with Lineage's IPO to seek appointment as lead plaintiff in the Lineage class action lawsuit. A lead plaintiff is generally the movant with the greatest financial interest in the relief sought by the putative class who is also typical and adequate of the putative class. A lead plaintiff acts on behalf of all other class members in directing the Lineage class action lawsuit. The lead plaintiff can select a law firm of its choice to litigate the Lineage class action lawsuit. An investor's ability to share in any potential future recovery is not dependent upon serving as lead plaintiff of the Lineage class action lawsuit. ABOUT ROBBINS GELLER: Robbins Geller Rudman & Dowd LLP is one of the world's leading law firms representing investors in securities fraud and shareholder litigation. Our Firm has been ranked #1 in the ISS Securities Class Action Services rankings for four out of the last five years for securing the most monetary relief for investors. In 2024, we recovered over $2.5 billion for investors in securities-related class action cases – more than the next five law firms combined, according to ISS. With 200 lawyers in 10 offices, Robbins Geller is one of the largest plaintiffs' firms in the world, and the Firm's attorneys have obtained many of the largest securities class action recoveries in history, including the largest ever – $7.2 billion – in In re Enron Corp. Sec. Litig. Please visit the following page for more information: Past results do not guarantee future outcomes. Services may be performed by attorneys in any of our offices.

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