Baltimore City reaches settlement to improve sidewalk, ramp accessibility for disabled pedestrians
Baltimore City reached a settlement that requires officials to increase the amount of accessible ramps and sidewalks.
The settlement comes after a group of pedestrians with mobility disabilities filed a claim alleging that many of the city's ramps and sidewalks are not accessible and violate the Americans with Disabilities Act (ADA).
To resolve the lawsuit, the city entered into a
partial consent decree
in which officials agreed to devote a minimum of $44 million to build or fix thousands of ramps and sidewalks throughout Baltimore.
A consent decree is an agreement or settlement that resolves claims between two parties without either side having to admit liability or guilt.
They are often used to ensure businesses comply with certain laws.
A partial consent decree allows for specific issues to be resolved while other aspects are left unresolved.
Baltimore's partial consent decree requires compliance with the ADA and Section 504 of the Rehabilitation Act of 1973. Under the agreement, the city will create new programs that will increase sidewalk accessibility for residents and visitors with mobility issues.
The city is also required to improve its 311 system that allows for requests and complaints related to accessibility at intersections and sidewalks.
In the third year of the partial consent decree, the city and the pedestrians who filed the claim will negotiate a long-term plan to make all of the city's ramps and sidewalks accessible.
"This partial consent decree puts in place the programs to ensure that Baltimore finally lives up to the promises of the Americans with Disabilities Act, so that people with mobility disabilities can navigate around the City of Baltimore just as safely and to the same extent as everyone else," said Madeleine Reichman, Senior Staff Attorney at Disability Rights Advocates.
Baltimore City officials said they
plan to invest $8 million in 2025
, and $12 million for each of the following three years to update their sidewalks and curbs.
The city will create a program with the Department of Transportation to manage the projects.
An ADA coordinator will also be appointed to focus on maintaining accessibility for pedestrians.
"The challenge posed by our city's sidewalks and curbs long predates the Americans with Disabilities Act and adequately changing our infrastructure poses a monumental task," Mayor Brandon Scott said. "However, under my administration, we are committed to taking every action necessary to set the City on track to come into compliance with the ADA, and ensure Baltimore is more accessible to our disabled community than ever before."
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She advised, 'Let's see how we can work through and make sure that we're doing inclusion in ways that matter most to your team. A lot of it still applies.' Smith then turned to potential changes in corporate retirement plans. Priestle of PCA said SECURE Act 1.0 and 2.0 brought fairly significant changes. Some are still working their way through the system. But one, effective this year concerning catch-up contributions gives people ages 60 to 63 a greater ability to make those. Another coming down the road next year requires high earners to make catch-up contributions through a Roth after-tax basis. Another provision that created substantial tax credits for small businesses starting new retirement plans has resulted in an influx of new plans being created. Smith asked about retirement timing and how that may be affected. Priestle said changes in interest rates actually made it more beneficial for individuals covered by traditional pension plans to retire a year earlier in some cases. And the Social Security Fairness Act passed this year will affect those individuals with a public sector pension. 'It's a unique planning opportunity for teachers, cops, firefighters, and so on to make sure they're aware of it,' he said. Whalen said she sees a lot of people who don't want to retire because they've seen huge fluctuations in their 401k plans and are worried about Social Security benefits changing. She also hears from employees at retirement age, who want to continue working part-time. 'Think about great ways, interesting ways to keep those people who want to stay and be productive,' she advised employers and managers. A new administration has brought some new trends in employment regulations. Walwyn Colvin suggested that HR professionals review the company employee handbook with an eye to recent changes. She also suggested doing an audit of employment authorization forms or Forms I-9. 'With the immigration issues and raids, frankly, and deportations, we found that there are certain industries where, if you have not properly engaged in the I-9 process and ensured that the workers are authorized, it's possible you lose a significant portion of your workforce all at once.' Walwyn Colvin said she is also seeing more employment disputes coming based on reductions in force and misclassification claims. She suggested reviewing job descriptions to make sure that workers are properly classified as employees or independent contractors, and also whether employees are properly classified as exempt or nonexempt from overtime pay. Smith asked how important it is for multi-state corporate HR teams to work locally to make sure everything across the board is equal. 'It's really about consistency,' Whalen said. 'Job descriptions and the duties of what they're doing, and skills required should be pretty consistent.' Walwyn Colvin added that some states have different requirements related to who can be exempt. 'The state tests are often more restrictive than the federal tests under the Fair Labor Standards Act,' she said. The positions she sees misclassified most often include staff accountants, human resources generalists, and administrative assistants. From a legal perspective, it's preferable to have a signed job description that's accurate, Walwyn Colvin said. She also suggested retaining documents or reports that lead to changes in job descriptions. Whalen suggested that when changing a job description, make sure that the manager and the employee or incumbents in that role review the changes and sign off on them. Those new qualifications and job duties then need to be changed in the performance review system. Walwyn Colvin added that with remote workers, job descriptions can include cross-functional collaboration with individuals who are at the office location, and that can be included as an essential job function. 'You can then enforce it in a performance review,' she said. Smith brought up the needs and styles of different generations in the workforce. Whalen said most employers now have five generations in their workforces. 'The difference now is that there are smaller numbers coming in with Gen Z, so it's harder to find people,' she said. 'The different generations are being more vocal and more adamant about wanting a different lifestyle with work,' she said. Understanding generational differences and the talents of each and then adapting the culture will improve hiring and retention, she said. Walwyn Colvin remarked that younger generations generally need more feedback about their performance. 'It's the surprised employee that is more likely to sue,' she said. 'You have to be very clear and communicate about performance that is not satisfactory.' Priestle recommended looking at the entirety of the benefits package to make sure it's relevant to the types of employees you want to attract and retain. Whalen reminded the audience, 'The number one key benefit everyone still wants, no matter your generation, is pay.' But the desire for benefits such as financial counseling, retirement benefits, and time off may differ among generations. Turning to Priestle, Smith asked about retirement planning in this era. He responded saying that although traditional pensions are becoming a thing of the past, the workplace is still the primary means by which people save for retirement. Employers have flexibility to pick and choose different features within their retirement plans and reduce barriers for the type of employee population they have. How to communicate that plan to the workforce is another point to consider. He is also seeing financial planning as a workplace benefit. 'Offering comprehensive financial planning to your employees can be very beneficial in this, and, if done correctly, can run the gamut of your population.' The discussion turned from financial benefits to health and wellness, as Whalen said, she had changed her attitude about its importance during her career. 'It's critical,' she said. 'It's part of what employers should be doing.' That includes mental health too, she said. 'It's not just about providing some tips and wellness benefits,' she said. 'It's more about looking at the overall health of your culture, and the overall health and wellness, including mental health, of your employees.' About 75% of all employees often deal with mental health challenges, she said, citing a recent survey. Walwyn Colvin notes that mental health challenges can affect leave under the Family Medical Leave Act and under the Americans with Disabilities Act. 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He suggested starting with a traditional 401k plan, then considering nonqualified plans that allow for more creativity about who you offer those to. These can be tied to job and company performance. An audience member asked about Generation Z. 'How do you advise trying to change that culture from the bottom up?' Whalen suggested trying to understand, or encouraging the organization to understand, the benefits that Gen Z brings, as well as the reasons behind their preferences. Forming cross-generational teams to do training also helps, she said. 'It boils down to just getting to know the person individually,' she said. 'Each generation has different unique qualities that they bring to the table, but each person has their own unique qualities too.' The conversation then turned to remote work and who is eligible for that as well as rules around the practice. 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Metsera is advancing a broad portfolio of oral and injectable incretin, non-incretin and combination therapies with potential best-in-class profiles to address multiple therapeutic targets and meet the future needs of a rapidly evolving weight loss treatment landscape. Metsera was founded in 2022 and is based in New York City. For more information, please visit us at and follow us on LinkedIn and X. Metsera may use its website as a distribution channel of material information about the Company. Financial and other important information regarding the Company is routinely posted on and accessible through the Investors & News section of its website at In addition, you may sign up to automatically receive email alerts and other information about the Company by using the 'Email Alerts' option on the Investors & Media page and submitting your email address. Forward-Looking Statements This press release contains forward-looking statements for purposes of the Private Securities Litigation Reform Act of 1995 (the "Act"). Examples of such statements include, but are not limited to, statements relating to Metsera's expectations regarding participation and presentations at the 85th Scientific Sessions of the American Diabetes Association® (ADA), its research and development activities, and statements regarding the efficacy, safety and potential regulatory progress of its investigational candidates. Such statements are based on management's current expectations, but actual results may differ materially due to various risks and uncertainties, including, but not limited to the risks related to Metsera's business outlined in Metsera's filings with the Securities and Exchange Commission, including in the 'Risk Factors' section of its Annual Report on Form 10-K for the year ended December 31, 2024. Forward-looking statements are not guarantees of future performance, and Metsera's actual results of operations, financial condition and liquidity, and the development of the industry in which it operates, may differ materially from the forward-looking statements contained in this press release. Any forward-looking statements that Metsera makes in this press release speak only as of the date of this press release. Metsera assumes no obligation to update its forward-looking statements whether as a result of new information, future events or otherwise, after the date of this press release. Contact:Jono EmmettMetseramedia@ while retrieving data Sign in to access your portfolio Error while retrieving data Error while retrieving data Error while retrieving data Error while retrieving data
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