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23andMe says 15% of customers asked to delete their genetic data since bankruptcy

23andMe says 15% of customers asked to delete their genetic data since bankruptcy

Yahoo4 days ago

23andMe's interim chief executive Joseph Selsavage told lawmakers on Tuesday that 1.9 million people, or about 15% of its customer base, have requested their genetic data be deleted from the company's servers since it filed for bankruptcy protection in March.
Selsavage was speaking at a House Oversight Committee hearing, during which lawmakers scrutinized the company's sale following an earlier bankruptcy auction. The bankruptcy sparked concerns that the data of millions of Americans who used 23andMe could end up in the hands of an unscrupulous buyer, prompting customers to ask the company to delete their data.
Pharmaceutical giant Regeneron won the court-approved auction in May, offering $256 million for 23andMe and its banks of customers' DNA and genetic data. Regeneron said it would use the 23andMe data to aid the discovery of new drugs, and committed to maintain 23andMe's privacy practices.
A federal bankruptcy court is expected to consider Regeneron's bid for 23andMe later in June.
23andMe's bankruptcy comes a year after it experienced a months-long data breach that exposed 6.9 million customers' sensitive personal and genetics data. The company blamed the data breach on its customers for not using multi-factor authentication, rather than acknowledging its own failure to secure customers' accounts, or its inability to detect the breach until months later.
Also on Tuesday, more than two dozen states, including Florida, New York, and Pennsylvania, sued 23andMe to challenge the sale of its customers' private data. The states argue that the company cannot sell the data of its 15 million customers without their explicit permission.
TechCrunch has a short guide on how to delete your 23andMe data.

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How Work is Different This Summer
How Work is Different This Summer

Time​ Magazine

timean hour ago

  • Time​ Magazine

How Work is Different This Summer

By Year-round flexibility policies have changed the way many workers and workplaces approach summer work schedules, as we wrote last year. Gone are the days when offices cleared out for seasonal 'summer Fridays.' Now, says Jacqueline Sharma, VP of people at HR platform Envoy, the company's data show that Friday attendance is consistently lower than other days regardless of time of year. But, as economic uncertainty constrains household travel budgets and adds pressures to workers, setting aside time to rest and recharge is more important than ever—even as it becomes more difficult. According to a survey from HR platform Dayforce, 71% of workers say there are factors standing in the way of taking time off, including being unable to afford it and feeling too busy to do so. Here are other data points that show how work and time off will be different this summer: Shrinking budgets are transforming summer travel. A majority of Americans are planning to take at least one vacation this summer, though many are saving money by driving instead of flying, staying with friends and family instead of at a hotel, or shortening their trips, according to a Deloitte survey on summer travel plans. As of early June, airlines are seeing 10% fewer sumer bookings relative to the same period in 2024. On average, workers request 40% more time-off requests during the summer, according to data from HR software company Paycom. Last year, the most commonly requested day off was July 5, with over four times more requests for paid time off (PTO) than the average day in 2024. To help workers coordinate workflows amid PTO days and zombie crews, teams can adopt team-wide days off or no-meeting days on popular travel days. Charter, for example, added an additional team-wide mental health and wellbeing day directly ahead of Memorial Day and July 4. Beyond team-wide days off, clarity around vacation policies and templates for out-of-office (OOO) messages and PTO plans can help minimize disruptions to ongoing work and empower more workers to take the time they need. People are working on vacation at higher rates. The share of workers who say they disconnect completely from work during vacation has steadily declined over the past four years, according to data from Dayforce. In 2023 it was 47%, compared to 39% and 37% last year and this year, respectively. While remote-work privileges are allowing some workers to extend their vacation—allowing 'workcationers' to prolong their longest summer trips by an average of three days, according to Deloitte—the expectation to be always on may also prevent workers from resting, recharging, and connecting with friends and family during trips. Help your team make the most of remote work while ensuring they also have time to actually unplug by offering work-from-anywhere (WFA) days in addition to PTO. Prudential Financial, for example, allows employees to work entirely remotely from anywhere in the US for four weeks per year. Managers can serve as models, whether that's taking regular WFA and PTO days, sharing their OOO plans well ahead of time, or completely unplugging during PTO days. Summer care gaps are putting extra pressure on working parents. Among working parents, 76% say their level of focus during the summer is directly tied to the reliability of their children's summer-care arrangements, according to a survey from Bright Horizons. Some 68% of respondents said that summer feels like a break for everyone but themselves. Respondents pointed to several unique summer challenges, including having to leave work early for activity pick up and drop off, worrying about what kids are up to at home, and managing summer care schedules that don't align with work schedules. More than three-fourths of respondents shared that they wish their employer offered more support in navigating summer-care arrangements. PwC offers one model for summer-care support. 'As the different schools are letting out across the country, we're talking about our summer camps and some of the child-care offerings that might be even more popular during the summer months,' says Kim Jones, PwC's talent strategy and people experience leader. Those resources include discounted summer camps, a backup child-care reimbursement, and access to an online care marketplace. Jones used many of PwC's child-care and flexibility benefits when her own daughter was young, noting that the support 'goes a long way towards helping you feel engaged with the organization, helping you want to perform at your best, helping you feel like your work is respected along with your personal life.' she says.

Denmark Raises Retirement Age to 70 - Could The US Do The Same?
Denmark Raises Retirement Age to 70 - Could The US Do The Same?

Newsweek

timean hour ago

  • Newsweek

Denmark Raises Retirement Age to 70 - Could The US Do The Same?

Based on facts, either observed and verified firsthand by the reporter, or reported and verified from knowledgeable sources. Newsweek AI is in beta. Translations may contain inaccuracies—please refer to the original content. Workers in Denmark have been rocked by the news that the government has approved raising the retirement age to 70 - the highest in Europe. For now, the Danish can retire with their public pension at 67, but that threshold will gradually climb to 70 by 2040. Reports indicate that some Danes are unhappy with the decision, with protests taking place in the capital, Copenhagen, in the lead-up to the vote in May. Across the world, retirement ages increase because people live longer, placing strain on pension systems. Fewer workers support more retirees, prompting reforms to ensure financial sustainability. Longer work lives boost productivity and tax revenue. However, this shift can disadvantage those in physically demanding jobs or with health issues who can't delay retirement, experts have explained to Newsweek. Retirement in the U.S. The news from Denmark comes as the U.S. full retirement age (FRA) also changes, albeit to 67, for those born in 1960 and after. The FRA has been steadily rising since legislation was passed by Congress in 1983, a move made to help shore up the Social Security trust funds that pay benefits to more than 70 million Americans in 2025. This means that anyone claiming benefits before reaching this age will face a permanent financial penalty, reducing their Social Security payments for the rest of their life. If retiring at 67, older Americans can get their full insurance amount, and if they retire later, they can get even more. Even as the U.S. retirement age has already crept up, some lawmakers have indicated they want it raised even further. The Republican Study Committee, comprising 170 GOP lawmakers, published a budget proposal in 2024 that advocated for "modest adjustments to the retirement age for future retirees, to account for increases in life expectancy"—raising the retirement age to 69. In December, Senator Rand Paul introduced an amendment to the Social Security Fairness Act to raise the full retirement age all the way to 70, proposing three-month annual increases until reaching that threshold, but it was not adopted. These have been touted as solutions to the looming Social Security funding issue. As it stands, in 2035, the funds that help pay for benefits along with payroll taxes will run dry, forcing a 17 percent across-the-board cut in benefit payments unless Congress acts to shore up the system by increasing its revenue, reducing benefits or a combination of both. Other options include raising payroll taxes, cutting benefits for future recipients, or a combination of all three. The Congressional Budget Office estimates that increasing the FRA to 70 would address roughly half of the system's 75-year shortfall. "Raising the retirement age is part of the solution, but not a standalone fix," Jeremy Clerc, co-founder and CEO of Assists and a contributing writer at Assisted Living Magazine, told Newsweek, given the huge impact it could have on future retirees. Steep, Dangerous and Complex Regardless of whether raising the retirement age is chosen as the path to helping Social Security toward longstanding solvency, a later FRA could see different types of workers face potentially unfair disparities. "Not everyone reaches their late 60s in the same shape — physically, financially, or emotionally," Clerc said. "In senior living, we see the disparities up close. For some, two extra years of work is manageable; for others, it's a steep, even dangerous, climb. Reform needs to reflect that complexity." For Clerc, the answer is clear. "Absolutely—and significantly so," Clerc said when asked whether lower-income and blue-collar workers would suffer disproportionately. "They live shorter lives, reducing their years to collect benefits. They're also more likely to perform physically demanding, manual labor, which limits the ability to work longer." Jonathan Price, senior vice president and retirement practice leader at benefits consultancy Segal, agrees. "Delaying Social Security's retirement age will put additional stress on those in physically demanding roles," he explained to Newsweek. "They will likely need to drop out of the labor force and claim Social Security prior to the new retirement age. "Delaying Social Security normal retirement age would likely have an oversized impact," particularly on those who are forced to retire and claim benefits earlier than 67 - or in a raised FRA scenario, 69. IMAGE TO BE REPLACED. IMAGE TO BE REPLACED. Photo-illustration by Newsweek/Getty Clerc said that raising the FRA could slash average lifetime benefits by nearly 20 percent, according to research from the Center on Budget and Policy Priorities. "It's hard to justify asking a warehouse worker or home health aide to stay on the job into their late 60s or 70s," he said. "These are the same people who burn out early, face chronic pain, and often die younger—yet they'd be the ones asked to wait longer for benefits they've paid into their whole lives." Price warns that policy changes could also ripple through the workforce in unexpected ways. "If SSA's retirement ages were to be delayed, then Americans may need to work longer," he said. "What impact will that have on their employers, opportunities for colleagues moving up through the ranks, and overall labor participation? People and organizations will need time to prepare for those types of changes. It's going to be a big adjustment." How Do Americans Feel? Despite repeated calls from some policymakers to raise the retirement age, most Americans aren't buying it. Polls conducted in recent years indicate strong opposition to a higher FRA. A Data For Progress survey from 2023 found that only 8 percent of voters supported the idea of raising the FRA over 67. Clerc said that if it were to happen, it requires being done with care and that raising the retirement age "must be implemented gradually, equitably, and as part of a holistic reform package." "If we push people to work longer, we need to think about what that means—for them, for their families, and for the economy," Price said.

Youth sports have become a hot area of investment — and it's prompted a fresh set of concerns
Youth sports have become a hot area of investment — and it's prompted a fresh set of concerns

Business Insider

time2 hours ago

  • Business Insider

Youth sports have become a hot area of investment — and it's prompted a fresh set of concerns

As a kid, I ran from field to field for soccer tournaments with back-to-back games, and woke up before the sun was up for lacrosse tournaments that were a long drive away. I'm not alone. It feels like nearly everyone in the US has some connection to youth sports, either through their own kids, their childhood experiences, or through siblings and other family members. Over 27 million children in the US — 54.6% — played organized sports, according to the most recent data from the National Children's Health Survey, which covered the 2022 and 2023. And investors ranging from venture capitalists to private equity have increasingly been paying attention to the deep connection Americans have with youth sports. "If you look at wallet share and the statistics around that for parents, how much they will spend on youth sports, it's insane," Aaron Miller, an investor at early-stage VC firm Will Ventures, told Business Insider. "For the first time, institutional investors are realizing that these are really interesting assets to own and maybe even optimize." Miller said the addressable market for youth sports is massive. According to The Aspen Institute's Project Play, the average US sports family spent $1,016 on their child's primary sport in 2024. Miller said the US is really the only country in the world with this level of spending on youth sports, which makes it attractive for investments. He said investments had grown in two areas: experiences and technology. Some of the new technologies in the space are using AI, like GameChanger, a livestreaming and game management software that youth teams use to keep track of stats and film, and put together highlights. Unrivaled Sports is an example of a company pouring money into experiences. Josh Harris, the owner of the Washington Commanders and cofounder of Apollo Global Management, along with Blackstone's David Blitzer, co-invested their own money to launch the company this year. Unrivaled Sports specializes in creating unique experiences for kids who play baseball, soccer, football, and action sports and also recently got a further $120 million investment, led by Dick's Sporting Goods. Miller's firm itself has invested in several youth sports companies, such as Youth Inc., a media and commerce company founded by former NFLer Greg Olsen, and Aktivate, a sports tech platform for K-12 schools. Some notable deals in the space include KKR acquiring Varsity Brands last year, and PlayOn (backed by KKR) buying MaxPreps from CBS Sports. TeamSnap acquired Mojo, a youth sports streaming service, in 2023. Investing in youth sports can also benefit leagues. Initiatives like the Junior NBA or LOVB's youth programs are helping to grow the game at a young level. "If you win over a kid in middle school, they're very influenceable, they could be loyal customers for the next 50-plus years," Miller said. Does the money stop kids from being kids? Concerns about the professionalization of youth sports have been growing in the last few years, with some parents concerned about burnout or overuse injuries happening at younger ages. As part of its Project Play research, the Aspen Institute found that some parents felt pressure to have their children specialize in a sport at an earlier age. The costs have also increased. The Aspen Institute reported a 46% increase in cost for a child's primary sport from 2019 to 2024. The study found that spending on travel and lodging, team registration fees, and camps or private training contributed to the increase. Melissa Jacobs is a journalist and the creator of the Good Game Substack, which focuses on talking about youth sports for parents. She said that destination youth sports tournaments and experiences have been proliferating. She said parents' inboxes can be "flooded with emails saying come to Huntington Beach, come to Omaha, come to Florida for every single sport." "It's making the equity gap humongous, and it's also watering down the experience," she said. Miller said he felt there needed to be a system to ensure that youth sports don't get over-optimized as more money flows into the space. Companies can offer services that can be great for talent development and earn more money. But this professionalization could negatively affect the kids playing who don't want to take things as seriously. "Youth sports are really expensive, and I think a lot of people have talked about, what's the breaking point?" Miller said. "Are a lot of these really expensive camps asking families to spend as much as possible? Yes. At the same time, I feel like there are a lot of really awesome products and solutions that haven't been built yet."

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