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Careers & Education

This elementary school banned screens in the middle of the year. Will it solve their reading crisis?

This elementary school banned screens in the middle of the year. Will it solve their reading crisis?
By Lily Altavena for Chalkbeat
9 min read • Published May 1, 2026
By Lily Altavena for Chalkbeat
9 min read • Published May 1, 2026

Various books for middle graders.

mirigifford // Shutterstock

This elementary school banned screens in the middle of the year. Will it solve their reading crisis?

Chromebooks are scattered all around the classrooms of Floyd M. Jewett Elementary School in Mesick, Michigan.

Towers of them are teetering atop bookshelves. They’re piled up in corners of classrooms. They’ve even cropped up in one classroom’s dish rack.

But there’s one place you won’t find them: in students’ hands.

Last month, Mesick Consolidated Schools banned digital devices in its elementary school of about 250 students. The decision wasn’t an agonizing one. The ban came at astonishing speed, almost overnight, after a conversation between Mesick Superintendent Jack Ledford and Jewett Principal Elizabeth Kastl.

Ledford recalled asking Kastl how much teachers read to students in grades K-5. And he recalled her reply: “That has almost vanished.” Kastl’s response helped seal the deal.

Teachers had to have students off devices by the end of the week. School printers went into overdrive. Then the district went cold turkey, Chalkbeat reports.

Mesick’s midyear ban underscores a growing backlash against screen time in school, a battle that parents and educators are taking up nationwide. Fears about digital devices’ impact on learning have fused with ongoing concerns about a multiyear decline in national test scores that predates the pandemic. A stream of government hearings, op-eds, and social media posts has only magnified the sense of urgency.

Ledford and Kastl think the need for drastic action is warranted. About 18% of Jewett’s third graders scored proficient or higher on the state reading test last spring — half the state average and half what it was a decade ago.

In Mesick, a rural town known for its annual mushroom festival, 66% of students are economically disadvantaged. The district has done all the “normal things” to improve persistently low reading scores, Ledford said, like switching to an evidence-based curriculum. But he now views screens as an adversary to learning.

“When we’re competing with screens, we’re going to lose,” he said.

But blanket bans at school won’t affect kids’ screen time at home. And research about how screens affect students is inconclusive, although it does suggest that teachers should exercise caution. Not everyone is convinced that a complete prohibition on screens is the best way to help struggling learners.

Morgan Polikoff, a professor at the University of Southern California’s education school, said he understands the appeal of an all-or-nothing approach, but it avoids the reality that some technology does have a place in the classroom.

“It’s like taking a hammer when you need a scalpel,” he said. “A lot of the use of technology in schools is not appropriate. But rather than sitting down and thinking about, ‘What are appropriate uses of technology in classrooms serving young children,’ this approach would just obliterate all uses.”

Lawmakers in at least 16 states have proposed bills that would limit education technology in public schools, following a spate of state-approved cellphone bans for schools.

Ledford said he’s been influenced by writers like Jonathan Haidt, a New York University psychologist who is a prominent supporter of school cellphone restrictions and has more recently criticized the proliferation of tech in education. At the same time, a mid-March visit to Mesick’s classrooms shows the ed-tech backlash can be somewhat divorced from the reality of a school day.

For some at Jewett, the school day doesn’t feel that different. A few teachers said they hadn’t used screens very much. For others, the routine has changed substantially — and for the better, they believe, with students more engaged and learning less “gamified.”

When asked about her school’s screen ban, a girl wearing a “Lilo & Stitch” shirt in an intervention class for struggling readers just growls. But her intervention instructor, Julie Kearns, said the students are simply adjusting.

The student “definitely seems like she enjoys” reading a book more than wearing headphones and peering at a screen, Kearns said.

As Kearns watched, the girl bounced in her chair while reading a passage about soccer.

Why a school banished screens and bought books

In classrooms, a screen ban for students doesn’t mean all screens are gone.

One Friday in March, third-grade teacher Hanna Brechenser presented images on the Smartboard — the modern-day version of a projector — of Indigenous communities to help foster a classroom conversation. Teachers also still have desktop computers.

This is Brechenser’s fifth year teaching and her second in Mesick. She said she had already tried to limit screentime in the classroom before the ban. Her class mostly used their Chromebooks a few times a week for a math fluency exercise and digital library access.

Both Kastl and Ledford believe teachers may not have been aware of just how much of a crutch screens were in some classes.

Mesick went 1:1 with students and devices around 2015, Ledford said, when schools were under pressure by tech evangelists and politicians to add more technology so students would be prepared for jobs in the digital world. That was the argument at the time, anyway.

“I had started in my walkthroughs just noting, what are the students doing?” Kastl said. “More often than not, I was coming back with a list of students on devices. So the perception of how your day actually looks versus what we were seeing on the data piece are probably disjointed.”

Mesick’s new policy has been helpful for Brechenser because she doesn’t have to police students so much on their devices.

Brechenser’s students have physical books from the “Diary of a Wimpy Kid” series, “Twilight,” and “The Baby-sitter’s Club” stacked on their desks. That’s the other side of Mesick’s new screen ban: The district has set aside $30,000 for physical books to bulk up classroom libraries, along with beanbag chairs so students will have special spaces to read.

Students adjusted quickly, Brechenser said. “At first, they were kind of shocked, but we just have a lot more silent reading time.”

Still, it’s hard to miss signs of the amount of time students spend on screens outside of school: A “K-Pop Demon Hunters” water bottle. A Sonic the Hedgehog T-shirt. The image of a snake Brechenser put on the Smartboard prompted one student, Alaric, to say it reminded him of one in a “Harry Potter” movie he watched before school.

Alaric, who’s 9, said he doesn’t really miss his Chromebook, though he’d been reading something on the online library he can no longer access thanks to the screen ban.

He gets plenty of screen time at home playing Xbox, he said. He hasn’t thought about cutting down on that.

“Because I love Fortnite,” he giggled.

In reading instruction, students get a digital detox

Where Mesick’s screen-free initiative feels most significant is in the 30-minute small group sessions for Jewett’s struggling readers.

Mesick uses Read Naturally, an intervention program designed to build fluency. Before the screen ban, students would read a short passage aloud from a computer, then listen through bulky headphones as the software read the passage back to them. Students would then read the passage to themselves three times before reading it aloud again. Paraprofessionals would go from student to student to assist.

Now, Sharon Brown and other literacy aides sit with their students and work through printed reading passages together. Brown can more easily point out when students stop tracking words with their fingers. She can help sound out words. Though she closely helped students on the computers, she finds herself more thrilled to engage this way, to see progress up close. This is why she is in education.

“It’s our passion to sit and watch these kids go from struggling readers to eventually testing out … and not having to come back and see us,” she said.

With one second grader, she has an engaging conversation about the reading’s topic, mammals, before they begin. He asks if a shark is a mammal and if it evolved from dinosaurs.

Brown can see improvements, particularly with some of her first graders. Students are reading more words per minute, based on data they track every session.

“They are so engaged,” she said. “It’s been amazing to us that we’re going, ‘Wow, this has actually been so fun.’”

The way students use technology is an important consideration when thinking about limiting or banning screens, said Dr. Joanna Parga-Belinkie, a pediatrician and a spokesperson for the American Academy of Pediatrics.

Educators and parents should focus on using technology in ways that are interactive and in group settings, instead of having students looking at screens on their own.

“When you are focusing on screens and technology and the use of them you might be not focusing on human relationships,” she said.

Samantha Daniels, the mother of three children in the district, said that last school year, some of the software the district used would offer students games if they read enough.

She’d watch her son, a first grader, try to rush through the reading to get to the game. He struggled a lot with reading, becoming easily frustrated like many young readers.

“It would be about getting to that, versus us enjoying what we’re reading and what we’re learning,” she said.

But now, he’s starting to pick up books on his own.

There are some difficult practical adjustments to a midyear change as big as this one. A lot of classroom resources are based online or have some kind of online component. Kastl asked teachers to stop using those components.

Ultimately, every hour of screen time represented “an hour that we’ve lost direct teacher instruction where they’re actually getting that responsive feedback from a human,” Kastl said.

“That’s when you move the needle.”

Will eliminating screens help young readers?

Ledford doesn’t think he’s taking a gamble by eliminating screens at the elementary school, even though students take state assessments on computers. He thinks it’s much easier to teach students technology skills than social skills.

In fact, he already has plans to scale back technology use by older students, too.

Ledford moved rapidly to ban screens, but he expects improvements in reading scores to happen more gradually. Still, he’s laser-focused on the connection between screens and literacy. To him, education should unlock the ability to read for students, because it affects everything else the district is trying to do for kids.

“We’re failing in literacy,” Ledford said. “If we fail in literacy, how can we effectively teach science or social studies or any of the subjects?”

Getting rid of screens will not solve all of Mesick’s problems, like a leaky roof or clapped-out HVAC system. Kastl has also observed a deeper potential issue: a drop-off in parent involvement after schools closed during the pandemic.

In many cases, Kastl said, “Parents don’t know what actually happens inside their kids’ school building.”

But parents know about the screen ban, and they’re excited about it. They’ve said they’ve noticed their children take more interest in reading.

Kids are also socializing more during free periods, a bright spot for the principal’s son, Sam Kastl.

Sam, 11, used to spend indoor recess — a regular occurrence in northern Michigan’s severe winters — playing games on his Chromebook. He thought the screen ban was “going to be annoying.” Classmates who used to ask him if his mom would declare a snow day started asking him to convince her to bring back devices.

But those requests went away pretty quickly. Students now play board games together instead of games on their Chromebooks alone — just like how reading intervention students now study in a group instead of solo. Another student taught Sam how to draw. Everyone’s adjusted pretty well, from his vantage point.

On the day Chalkbeat visited their school, Sam and his fifth-grade classmates built a fort out of blankets during class time. Then they climbed inside to read with flashlights.

This story was produced by Chalkbeat and reviewed and distributed by Stacker.

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Careers & Education
media-news

#paid's Ellen Hawkins Named A Digiday Rising Influencer Marketing Leader Award Finalist

By Media News
3 min read • Published May 1, 2026
By Media News
3 min read • Published May 1, 2026

Honored as one of the industry’s most promising rising leaders, Ellen has made her mark on #paid’s enterprise creator partnerships and is defining how creator marketing operates at scale.

NEW YORK, NY / ACCESS Newswire / May 1, 2026 / #paid, a leading creator-marketing platform powering campaigns for the world’s top brands, today announced that Ellen Hawkins, a Client Success leader, has been named a finalist for the Digiday Future Leaders Award in the Rising Influencer Marketing Leader category.

The Digiday Future Leaders Award recognizes the next generation of leaders making a significant impact in their industry with 10 years of experience or less. Making its inaugural debut, the Rising Influencer Marketing Leader category honors an individual who is emerging as a leader in their organization. Ellen was selected as a finalist for her demonstrated leadership, forward-looking strategy, and cross-functional execution.

"Ellen embodies the true meaning of a Future Leader," said Ali Braverman, VP Client Success at #paid. "Her fingerprints are all over #paid’s major moments and milestones, and this recognition is a true reflection of the impact she has on the creator economy at large. We couldn’t be prouder."

As the operator behind some of #paid’s biggest moments, Ellen has led extremely complex and high-profile programs:

  • Managed and activated nearly 300 creators to generate close to 60M views and over 2M engagements across TikTok, YouTube, and Snapchat.

  • Built scalable frameworks for countless activations, driving a 140% efficiency improvement for #paid versus 2024 benchmarks.

  • Helped evolve creator marketing into a more measurable, enterprise-ready media channel, with IRL programs growing 168% year-over-year.

  • Built the operational foundations that drive technology adoption and overall growth for #paid, completing 100+ process change actions and unlocking an estimated 300-440 operational hours.

"I’m incredibly honored to be recognized as a Digiday Future Leader finalist," said Ellen Hawkins, Team Manager, Client Success at #paid. "I’m passionate about making creator marketing more scalable, more measurable, and more human, and I feel grateful to be part of a company like #paid whose mission aligns with that."

In her five years with #paid, Ellen has played a direct part in executing #paid’s high-impact creator programs, partnering closely with executive leadership across Sales, Marketing, Product, Paid Media, Measurement, Finance, and Creator Ops to transform first-of-their-kind initiatives into repeatable frameworks that enable #paid’s next phase of growth.

This honor reinforces #paid’s commitment to developing the next generation of leaders while continuing to push the boundaries of what’s possible for brands and creators working together.

Media Contact:

Allie Gonzales – allie@notablypr.com

About #paid

#paid is a creator marketplace that connects vetted creators with the world’s most recognizable brands, like McDonald’s, Sephora, Samsung, and Disney. Together, creators and marketers collaborate and measure entire creator marketing campaigns in a centralized and integrated experience. The company empowers creators to do what they love, and brings trust to the creator ecosystem with proprietary technology solutions to large category problems, like fair pricing, algorithmic matching, and automated content usage rights that create true omni-channel creator marketing. The company is rated #1 for its customer support and managed services, and powers marketing teams and content creators from offices in Toronto, New York, Los Angeles, Chicago, and Miami. For more information, visit hashtagpaid.com.

SOURCE: #paid

View the original press release on ACCESS Newswire

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media-news
Hot Jobs

Education Marketing Leaders Are in Demand Across Media Today

Universities and schools are hiring senior communications talent at salaries that rival agency and corporate roles.

mediabistro hot jobs
By Mediabistro Team
4 min read • Published April 30, 2026
By Mediabistro Team
4 min read • Published April 30, 2026

Higher Ed Is Quietly Building Some of the Best Marketing Teams in Media

A pattern keeps surfacing in today’s listings that deserves attention: educational institutions are aggressively recruiting senior marketing and communications leaders, and they’re competing for the same talent pool that agencies and tech companies draw from. Three of today’s most compelling postings come from schools, and these aren’t entry-level coordinator gigs, but strategic leadership roles with real budgets and genuine creative latitude.

The shift makes sense. Universities now operate like global brands. They manage complex digital ecosystems, produce content across dozens of channels, and court audiences in multiple countries. NYU alone recruits students from 133 countries. Arizona State has become one of the most sophisticated digital education operations in the country. Even independent secondary schools are building marketing departments that look more like mid-size agencies than the one-person communications shops of a decade ago.

For media professionals who’ve spent their careers in newsrooms, agencies, or corporate communications, the education sector represents a genuine alternative worth exploring. The work is substantive, the missions are clear, and the compensation is increasingly competitive. If you’re curious about what a social media manager actually does day to day, roles like these show how the function has matured into full strategic leadership.

Today’s Hot Jobs

Vice President for Global Enrollment Marketing and Strategic Communications at New York University

The Big Picture: This is one of the highest-level marketing positions in American higher education. The VP will lead enrollment marketing and strategic communications across NYU’s entire student lifecycle, spanning three degree-granting campuses on three continents and 13 global academic centers. Reporting directly to a Senior VP, this person shapes how one of the world’s most recognized universities tells its story to prospective students, families, and the broader public.

  • Proven experience leading large-scale, multi-channel enrollment or brand marketing campaigns
  • Strategic communications leadership across both digital and traditional platforms
  • Experience managing teams and agency relationships at an institutional scale
  • Deep understanding of the higher education landscape and student recruitment dynamics

Apply for the VP of Global Enrollment Marketing role at NYU

Social Media Manager at Arizona State University

Why This Role Matters: ASU Online is one of the most ambitious digital education experiments in the country, and this role sits at the center of its growth strategy. The salary range of $66,200 to $99,400 is transparent and competitive for the market, and the job itself goes well beyond posting content. You’d own the end-to-end social media strategy, including platform-specific execution, performance optimization, and community building across both established and emerging channels.

  • Deep expertise in platform-specific social strategy with a data-driven approach to performance
  • Experience building scalable systems for content delivery and community management
  • Quantitative ability to track, analyze, and report on social media KPIs
  • Creative instincts paired with analytical rigor across priority and emerging platforms

Apply for the Social Media Manager position at ASU

Senior Politics Reporter, Conservatives at HuffPost

A Different Kind of Beat: This role stands apart from the education theme. HuffPost is looking for a reporter to cover the conservative movement, the Republican Party, and right-wing media. The job requires genuine source-building on the American right, not parachute coverage. With a union-backed salary range of $97,055 to $136,500 through the Writers Guild of America East, this is one of the better-compensated beat reporter positions on the market right now.

  • Proven track record of breaking news and cultivating sources within conservative political circles
  • Ability to write sharp news stories on deadline alongside longer investigative features
  • Experience getting inside the decision-making processes of political leaders and opinion-shapers
  • Strong editorial judgment and comfort working within a union newsroom structure

Apply for the Senior Politics Reporter role at HuffPost

Head of Marketing and Communication at Junipero Serra High School

The Salary Says It All: A $160,000 to $180,000 compensation range for a K-12 school marketing role signals just how seriously independent schools are investing in professional communications leadership. This position oversees all marketing and communications strategy for a well-established Catholic college prep school on the San Francisco Peninsula, including enrollment recruitment, institutional branding, and community engagement. If you’ve led marketing at an agency or brand and want mission-centered work, this is worth a close look.

  • Experience developing and executing comprehensive marketing and communications strategies
  • Ability to align institutional messaging with an organization’s core mission and values
  • Track record strengthening enrollment pipelines through integrated marketing campaigns
  • Senior-level leadership experience, reporting directly to C-suite or equivalent

Apply for the Head of Marketing and Communication role at Junipero Serra

The Takeaway for Job Seekers

If you’ve been filtering out education-sector jobs from your search, reconsider. The compensation and scope of today’s listings rival what you’d find at agencies and major media companies. Junipero Serra’s $160K-$180K range for a marketing lead would be competitive at most mid-size agencies. HuffPost’s union-backed reporter salary reflects what organized labor can do for journalist pay.

The through-line across all four roles is that employers are willing to invest in experienced media professionals who bring strategic depth, not just execution skills.

Topics:

Hot Jobs
media-news

Ad Tech Vendors, Holding Companies, and Streamers Are All Trying to Cut Each Other Out

FreeWheel rebuilds CTV auctions. Omnicom builds AI to bypass them. WPP questions The Trade Desk's reach. Nobody agrees on who controls programmatic.

By Mediabistro Team
4 min read • Published April 30, 2026
By Mediabistro Team
4 min read • Published April 30, 2026

The programmatic advertising supply chain is being redrawn from three directions at once, and the companies doing the redrawing are not talking to each other.

Ad tech platforms including Comcast’s FreeWheel, Index Exchange, and The Trade Desk are rebuilding the auction infrastructure for CTV live sports inventory. Omnicom is testing AI agents designed to route around those exact intermediaries. And WPP’s CFO is publicly shrinking The Trade Desk’s perceived market footprint, which looks less like neutral analysis and more like positioning for contract negotiations.

Elsewhere: a Finnish YA series locked global distribution before its Cannes festival premiere, European Film Promotion’s producer networking program is drawing candidates with serious credits, and Pentagram’s rebrand of St Paul’s Cathedral suggests heritage identity work is solidifying as its own design vertical.

The Programmatic Supply Chain Is Being Contested From Every Direction

The technical heart of this fight is pod bidding, which bundles multiple ad slots within a single commercial break into a unified auction.

FreeWheel, Index Exchange, and The Trade Desk are pushing CTV platforms toward this model, particularly for live sports, where inventory surges are predictable and advertiser demand is concentrated. Instead of bidding on individual 30-second spots, buyers compete for pod-level positioning, which favors larger budgets and more sophisticated optimization.

Ad tech vendors love this. More complexity justifies their margin.

Omnicom is moving the opposite way. The holding company is testing AI agents that would negotiate directly with publishers and platforms, bypassing demand-side platforms entirely.

The stated goal is cost reduction, but the structural implication is bigger: if holding companies can automate the decisioning layer that DSPs control, the entire vendor category loses its reason to exist. Omnicom has committed resources to testing agents in live campaigns, which means they believe the technology is close enough to production-ready that early deployment risk is worth it.

Key Takeaway: Ad tech vendors want more auction complexity. Holding companies want fewer intermediaries. Both sides are using AI, pricing pressure, and public positioning to redraw the map. The supply chain is fracturing into competing architectures.

Then there is WPP’s CFO saying publicly that The Trade Desk operates in a narrower slice of the ad market than people assume. The statement reframes The Trade Desk’s dominance as overstated. Useful framing if you are WPP and you are about to renegotiate platform fees or justify shifting budget to alternative DSPs.

A CFO saying this out loud is a negotiating tactic.

Europe’s Content Pipeline Is Getting More Professional

A Finnish YA series called “Sneakermania” locked global distribution rights with Norsekey Distribution before premiering at Canneseries. Helsinki-filmi announced the deal, and the timing tells you something: European content increasingly secures buyers before festival exposure rather than using festivals as discovery platforms.

Distributors are tracking projects earlier in development and locking rights preemptively. Festival buzz is a bonus.

The 20 producers selected for European Film Promotion’s Producers on the Move program carry credits including “Sirât,” “September 5,” “Smoke Sauna Sisterhood,” and “DJ Ahmet.” The program takes place during the Cannes Film Festival and functions as a networking accelerator for mid-career producers with real track records.

Both stories point the same direction: European production is building commercial infrastructure that operates independently of U.S. validation. Distribution deals close earlier, talent programs select for proven execution, and the ecosystem is professionalizing around structures that do not need American gatekeepers.

For U.S. producers and buyers, this means European content is less available on opportunistic terms and more likely to arrive with rights locked and pricing established.

Heritage Identity Work Is Becoming Its Own Category

Pentagram rebranded St Paul’s Cathedral. The project involved a full identity system overhaul for an institution that has been operating for more than 300 years.

This signals that heritage identity work (museums, cultural institutions, government bodies, historical landmarks) is growing as a distinct design category with constraints and commercial dynamics that look nothing like corporate branding.

Heritage clients operate under different decision-making structures: boards, public accountability, preservation mandates, longer timelines. Design firms building expertise here develop skills in stakeholder management, historical research, and public consultation that corporate work does not demand.

Pentagram taking on St Paul’s validates the category’s commercial viability and suggests top-tier firms see heritage work as strategically valuable.

What This Means

If you work in ad operations or media buying, the programmatic supply chain is fragmenting faster than any vendor’s roadmap acknowledges. Holding companies are testing technology to bypass DSPs. Platforms are redesigning auction mechanics to lock buyers into more complex integrations. Your technical literacy around auction dynamics and vendor dependencies is about to become a hiring differentiator, particularly for roles touching campaign optimization or vendor strategy.

If you work in content sales or international distribution, the window for buying European rights cheaply because American buyers have not heard of a project yet is closing. Track projects in development, not festival lineups.

If you are looking for roles in ad tech, media planning, or content strategy, browse open roles on Mediabistro. If you are hiring for those teams and need candidates who understand supply chain dynamics or international content markets, post a job on Mediabistro.


This media news roundup is automatically curated to keep our community up to date on interesting happenings in the creative, media, and publishing professions. It may contain factual errors and should be read for general and informational purposes only. Please refer to the original source of each news item for specific inquiries.

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media-news

VA Changes Speed Up VA Benefits Process, But More Work Needed

By Media News
3 min read • Published April 30, 2026
By Media News
3 min read • Published April 30, 2026

While the VA is working to process claims faster than ever, some veterans with mesothelioma could be left out. The Mesothelioma Veterans Center is working to ensure that no veterans are left behind.

BOSTON, MA / ACCESS Newswire / April 30, 2026 / The U.S. Department of Veterans Affairs (VA) continues to expand how it awards veterans with disability compensation for serious service-connected issues, notably mesothelioma. As of April 2026, the VA is processing more benefits claims faster than ever before.

However, some veterans’ benefits claims are subject to months of delays or denials, which can cause frustration and even heartbreak. When veterans with mesothelioma are impacted, the delays can be particularly devastating since the cancer is so aggressive.

That’s where the Mesothelioma Veterans Center can be a big help to impacted veterans. The team includes VA-accredited lawyers ready to make the mesothelioma VA benefits process easier, and at no cost to impacted veterans.

Leading military publications and veterans advocacy groups note that there is a growing discrepancy in the processing of some VA claims. In February 2026, the VA reported that its number of backlogged claims – those that take many months to process – dropped to under 100,000. This was the first time the number had dipped since 2020.

The VA previously reported that in 2025, its average processing time for claims dropped to 132 days. As of April 2026, the number had slashed significantly to just 75 days on average.

Yet for some veterans, notably those who are facing mesothelioma after military asbestos exposure, it’s still too long to wait. This cancer can spread quickly, and veterans can often benefit greatly from resources offered solely through VA claims, like free or low-cost health care and disability compensation worth over $4,100 monthly.

Barriers to quickly processing claims specifically related to mesothelioma include a lack of evidence showing when, where, and how military asbestos exposure happened. The VA is required to evaluate a reasonable basis for service connections during initial reviews of a single claim to streamline the process. But even then, some may still not get benefits in a timely manner.

Organizations like the Mesothelioma Veterans Center are working to stand up for impacted veterans so they can get the essential benefits. Independent of the VA, the group’s team, led by U.S. Marine Corps veteran and VA-accredited attorney Jonathan Nelson, can more easily help veterans file for or increase their benefits.

"My role is to help when we have a veteran call into our company who is looking for VA benefits or trying to provide for his family under these difficult circumstances," says Major Nelson. "I’m there to help out and make sure that they get what they’re entitled to."

U.S. veterans with mesothelioma are almost always considered 100% disabled, making them eligible for the highest financial payouts in the lowest health care premiums. As the VA continues to speed up its claims processing, veterans deserve to work with experts like Major Nelson to get the benefits they need more easily.

Right now, Major Nelson is standing by to help veterans through the entire mesothelioma VA claims process. This includes gathering information, filing claims, obtaining medical nexus letters if needed, and ensuring maximum benefits are secured on time.

Founded in 2015 by U.S. veterans, mesothelioma advocates, and loved ones, the Mesothelioma Veterans Center is considered to be the #1 resource for proud service members facing this cancer. Visit the Mesothelioma Veterans Center official website to learn about the team’s mission and how they can assist you.

Jonathan N. Nelson
Retired U.S. Major & VA-Accredited Attorney
855-960-5029
jonathan@mesotheliomaveterans.org

SOURCE: Mesothelioma Veterans Center

View the original press release on ACCESS Newswire

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media-news

New CMS Incentive Expands Substance Access in Nursing Homes, Raising Both Opportunities and Concerns for Resident Safety

By Media News
3 min read • Published April 30, 2026
By Media News
3 min read • Published April 30, 2026

Expanding personalized care options while highlighting the need for strong oversight to help prevent nursing home abuse and neglect

BOSTON, MA / ACCESS Newswire / April 30, 2026 / A recent Centers for Medicare & Medicaid Services (CMS) Innovation Center policy update, effective April 1, 2026, is introducing a significant shift in how some Medicare-certified nursing homes manage resident care. Under the Substance Access Beneficiary Engagement Incentive (BEI), eligible facilities may incorporate certain eligible hemp-derived products into individualized care plans when prescribed and monitored by qualified clinicians. While the policy aims to improve quality of life and expand therapeutic options, it also raises important questions about oversight, safety, possible medication errors, and the potential for misuse in vulnerable populations.

The policy allows clinicians to evaluate whether eligible hemp-derived products can benefit residents when integrated into a structured care plan. Proponents argue that this change reflects a more personalized, patient-centered approach to long-term care, especially for residents dealing with chronic pain, anxiety, or end-of-life conditions.

However, advocates and legal experts warn that without strict safeguards, the expanded use could create new risks for nursing home residents, particularly those already susceptible to neglect or abuse. Improper administration, lack of monitoring, or coercion could lead to adverse health outcomes or exploitation.

"Nursing homes already face ongoing challenges related to medication management and resident supervision," said a representative from NursingHomeAbuseCenter.com. "Introducing additional substances into care plans increases the complexity of care and emphasizes the need for rigorous oversight to prevent errors, neglect, or intentional misuse."

Medication errors and improper sedation have long been cited as forms of nursing home neglect. In some cases, substances have been misused to chemically restrain residents rather than treat legitimate medical conditions. The new policy heightens the importance of transparency, documentation, and family involvement in care decisions.

NursingHomeAbuseCenter.com emphasizes that families should remain vigilant and actively engaged in their loved one’s care. Warning signs of potential abuse or neglect related to substance use may include sudden behavioral changes, unexplained sedation, lack of communication about treatment plans, or inconsistent medication records.

As this policy rolls out more broadly, it will be critical for regulators, healthcare providers, and families to ensure that expanded access translates into better care-not increased risk. Facilities must adhere to strict clinical guidelines, and any deviation that harms residents could constitute neglect or abuse under the law.

The Nursing Home Abuse Center remains committed to advocating for the rights and safety of nursing home residents. The organization provides resources , legal guidance, and support for families who suspect abuse or neglect in long-term care settings.

About NursingHomeAbuseCenter.com
The Nursing Home Abuse Center is a trusted resource dedicated to protecting the rights of nursing home residents. The organization connects families with experienced attorneys, provides educational materials, and works to raise awareness about elder abuse and neglect across the United States.

Julie Rivers, MBA, CSA
Eldercare Advocate & Certified Senior Advisor
877-409-3589
julie_rivers@nursinghomeabusecenter.com

SOURCE: Nursing Home Abuse Center

View the original press release on ACCESS Newswire

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Careers & Education

How to find summer jobs: Earn money and gain experience online

How to find summer jobs: Earn money and gain experience online
By Jennifer Eng for Upwork
14 min read • Published April 30, 2026
By Jennifer Eng for Upwork
14 min read • Published April 30, 2026

A young male student focused on working with a laptop in an outdoor cafe.

Lia_Russy // Shutterstock

How to find summer jobs: Earn money and gain experience online

Summer is a great time for students — or anyone with some free time — to explore new jobs, build their resume, learn new skills, and gain experience. While summer offers a variety of opportunities as businesses work to meet seasonal demand, some of those opportunities are more valuable than others. A stress-free job at a local ice cream shop may make lasting memories, but finding a summer job in your field may be an important first step in your budding career.

In this article, Upwork, an online marketplace for hiring skilled freelancers, offers tips to find the right summer job, and provides 10 ideas for great summer jobs you can do from anywhere with an internet connection.

Decide what kind of job you’d like

The first step in finding a summer job that’s good for you is to decide the kind of job you’d like. If you have a clear idea of the type of career you want, that’s great. If you don’t know what you want to do long-term, that’s okay, too. One of the great things about summer jobs is their mix of low stakes and high value in growing your career.

To help you find the summer job that’s right for you, first answer these questions:

  • How many hours can I work each week?
  • When am I available to work?
  • How much flexibility do I need in my schedule?
  • Do I want an in-person or remote job?
  • Do I have any summer plans that would conflict with a set schedule?
  • What interests me?
  • What hard and soft skills do I currently have?
  • What skills do I want to learn and develop?
  • What do I enjoy doing?
  • What do I find boring?
  • What am I looking to gain (other than money)?

Get a personal or job reference on your resume

Before you start applying for jobs, you’ll want to update your resume. Or, if you don’t have one yet, create one using a resume builder.

If you don’t have a lot of experience, a personal recommendation or job reference can go a long way with potential employers. A personal reference could be from a professor or mentor whom you feel comfortable asking. You could ask a former manager to write a recommendation if you’ve had past jobs or volunteered.

If you don’t have any relationships where you feel comfortable asking for professional references, you can grow them easily and quickly by freelancing.

As you develop professional relationships with clients, you can ask them for references, testimonials, and recommendations.

Begin the search as soon as you can

One common mistake students make is waiting until summer starts to start looking for jobs. Finding a good summer job takes time; if you want to work at a bigger company, you might need to start applying as early as December. Smaller companies tend to look for summer students and seasonal workers in the spring, well before school lets out.

You want to have an idea of what you’re looking for before it’s time to apply for jobs. Once you know what you want, you can start looking at job boards and reaching out to companies. You may need to do a few rounds of interviews with a company before getting an offer. Giving yourself enough time lets you pick the best job for you, rather than waiting too long and having to take the first offer you get.

If you want to freelance full-time during the summer, you can start building your portfolio now. With freelancing, you can work throughout the school year whenever you have a break or lighter coursework.

Try looking within your own network

While your first thought may be to scour the job boards, remember to consider your own network. Let your friends and family know you’ll be looking for a summer job a few months ahead. You could post on your personal social media channels and see if you get any leads. A friend of a friend may know of a position that hasn’t even been posted yet.

Learning how to network is an essential skill that will help you throughout your career. It may feel awkward at first, but you never know where a good lead will come from. You could send a few emails to people in your network who are well connected or work in an industry that interests you. They may even be able to refer you to a summer job at their company.

Connect with recruiters and temp agencies

Another option is to reach out directly to recruiters and temp agencies. Instead of waiting for the company to post a job, you could find their recruiter, send them your resume, and let them know you’re interested in a summer job. Recruiters know the ins and outs of the job market and can be helpful resources.

Temp agencies are also great for finding seasonal work, like a summer job. They work with companies to fill their short-term hiring needs. If you don’t have the time to look and apply for jobs, you could have a temp agency do the heavy lifting. Once you give them your information and what you’re looking for, they’ll work to find job openings that suit your skills.

Try looking on social media

Social media can be a helpful tool for job hunting. Before you start using social media to find a summer job, review your public accounts and see if you need to clean anything up. Your personal brand is important; you want to make sure there are no red flags on your profile that an employer might see. If you aren’t already on LinkedIn, create a professional profile, as this is a popular platform for networking and finding jobs.

Follow the brands and companies that you’re interested in working for. They may post jobs and announce position openings on their social media channels. You can also use hashtags like #remotework #hiring #summerjob or get more specific with the job title like #projectmanagerjobs to filter posts. Or, you might send direct messages to the hiring managers and recruiters on social media.

10 summer job ideas

Are you ready to start your summer job hunt but still not sure what you want to do? Check out these summer job ideas that can help you earn extra money while building marketable skills that you can use later in your career.

1. Project management

Project managers develop strong leadership, organization, and communication skills. They lead projects from start to finish, making sure that everyone has what they need and that projects stay on schedule and under budget.

Working in project management, you could get your foot in the door of a major company and gain experience as a project coordinator or assistant project manager. Assignments would likely include using project management software to organize projects, assign tasks, and help ensure deliverables stay on track. You could also work as a freelance project manager, taking on clients in a variety of industries.

Project management is a valuable skill and can turn into a profitable career down the road. Project managers can make around $19-$45 per hour. If you work 20 hours per week over the summer in a project management role, you could make $1,530-$3,600 per month.

2. Medical writer

Working as a freelance medical writer could be a great summer job if you’re in a pre-med program or taking a science-heavy course load. This type of technical writing focuses on medical resources, from journals to sales brochures, and can also include editing and proofreading.

As a medical writer, you could work on the patient side, taking highly technical and scientific research and turning it into easy-to-understand healthcare information for the general public. You could also work in research and document findings for scientific publications and medical journals.

A background in medicine and healthcare is helpful to find work as a medical writer, and you can also get a medical writing certificate from the American Medical Writers Association.

Medical writers can make around $23-$50 per hour. If you work 20 hours per week as a medical writer over the summer, you could make $1,840-$4,000 per month.

3. Sales consultant

If you’re interested in sales, you could work as a freelance sales consultant during the summer. Learning how to sell is a valuable skill that can carry over into different career paths, like marketing and account management, if you don’t want to stay in sales directly.

Sales consultants are the intermediaries between a company and its customers. They pitch products and services to potential customers, earning an hourly wage and sometimes a commission. As a sales consultant, you represent the company and must have strong communication skills and knowledge of the product or service to answer customer questions.

Beginner sales consultants can typically make around $10 per hour, but as they gain experience can earn around $24 per hour at the intermediate level. Expert and advanced sales consultants can make $88 per hour or more. If you work as a sales consultant for 20 hours per week over the summer, you could make $800-$1,920 per month, potentially even more as you build your experience and skills.

4. Operations management

Operations managers oversee the day-to-day activities of the companies or teams they work with. They help ensure their teams are functioning correctly, looking at operational processes, quality control, compliance, and safety and efficiency in different departments to prevent or eliminate bottlenecks.

Operations management could be an especially beneficial summer job for students studying business. You need strong leadership, communication, problem-solving, and organizational skills to succeed as an operations manager. Working an entry-level operations management job, you may be analyzing data, identifying areas of opportunity for a business, overseeing project areas, or implementing six sigma methodology.

The average hourly rate for an entry-level operations manager is around $26 per hour, according to Glassdoor. If you work 20 hours per week as an operations manager over the summer, you could make $2,080 per month.

5. Tutor

Tutoring is a popular summer job for college students who feel like they’ve mastered a subject and can help others with homework and test prep. Working one-on-one with students virtually or in person, you can review lessons and homework problems. It’s a job that requires patience, as you may need to find different ways to explain a concept, and to explain a concept more than once. You should only tutor in subject areas that you feel really comfortable with.

Tutoring is a great summer job especially for those looking to gain experience in teaching. You could work remotely and freelance, connect with parent groups, or work in person for local schools and in your community. Schools may be hiring part-time tutors during the semester so you can gain experience working a couple of hours per week. If you want to work more hours during the summer, you can work with more than one student at a time.

The average hourly rate for a tutor is about $26 per hour, according to Salary.com. Working with multiple students at a time is an easy way to get more hours per week; if you work 20 hours per week tutoring during the summer, you could earn an extra $2,080 per month.

6. Transcriber

If you’re a fast and accurate typist, transcribing is a summer job with flexible hours that can be done remotely. Companies and even individuals hire transcribers to type audio and video recordings into Word documents or Google Docs. They typically send the files digitally and then ask you to transcribe them within a set timeframe.

Colleges also use transcribers to help students with visual or auditory disabilities during classes, typing out lectures, class discussions, questions, and other important information. If you’re interested in transcription jobs, you can search for work-from-home options or see if your college is looking for on-campus transcribers.

While you can get a transcription certification through the Transcription Certification Institute, transcribing is often an entry-level job that you can do part time and work on building your skills and efficiency. A client may ask that you type out what you hear word for word, unedited, including filler words like “um,” or you may need to edit as you go and correct grammar, depending on the type of transcription.

Transcribers can make around $12-$22 per hour. If you work 20 hours per week as a transcriber during the summer, you could make $960-$1,760 per month.

7. Software development

Working as a software developer could be a great summer job. Front-end developers work in languages like JavaScript and HTML to develop the user-experience side of software. Back-end developers work behind the scenes, building the framework and functionality using Python, PHP, and Java.

If you’re starting out, you could work as a junior developer and learn from those with more experience on your team. Having a few programming projects and IT or software classes on your resume can be helpful for getting interviews. If you’re already comfortable with multiple coding languages, you could freelance and accept more advanced projects, building your portfolio.

Software developers can make $10-$100 per hour. If you work 20 hours per week as a software developer during the summer, you could make $800-$8,000 per month. While software developers at every level are in demand, the highest rates are typically reserved for senior developers with years of experience.

8. Content marketing

Brands use focused content marketing to spread their messaging, grow awareness, find leads, and generate sales. Content comes in many different types, from copy to videos. The job of a content marketer is to figure out what content a brand needs and then find the best channels to use and promote it.

As a content marketer, you could work on planning and strategy, using content calendars to find the best times to put the right content in front of the right audience. Or, you might work on the creative side, generating pictures, images, and videos, and writing copy that resonates with the audience for websites and social media outlets. A third aspect of content marketing is data analytics — using metrics to make better-informed decisions.

Content marketers can make around $15-$40 per hour. If you work 20 hours per week during the summer as a content marketer, you could make $1,200-$3,200 per month.

9. Freelance graphic designer

If you enjoy art and design, you could work as a freelance graphic designer during the summer. Graphic design can be a very rewarding career, allowing people to work in a creative field while earning a respectable income. As a skill-based job, a strong design profile and portfolio are important for winning proposals and projects.

In addition to graphic design, other types of design include website, user experience, and interior design.

Depending on your design skills and the programs you’re comfortable using, you could provide a variety of design services to clients.

Graphic designers can make around $15-$35 per hour. If you work 20 hours per week as a graphic designer over the summer, you could make $1,200-$2,800 per month.

10. Bookkeeping

If you’re studying accounting, finance, or economics, bookkeeping as a summer job can help you gain experience and build your accounting skills. You could work for a company during the summer as a bookkeeper or offer your services to clients as an independent professional. Depending on the client or employer, you may start with data entry but work your way up to financial analysis and reporting.

Bookkeeping, an aspect of accounting, is typically entry level. It focuses on the administrative side with payroll, data entry, and updating and organizing ledgers and other record keeping. A bookkeeper should have a background in finance, be comfortable working with numbers, and know how to input data correctly into spreadsheets and run reports. You could work in spreadsheets or specific software for accounting and bookkeeping like QuickBooks or ADP.

Bookkeepers can make around $11-$25 per hour. If you work 20 hours per week as a bookkeeper over the summer, you could make $880-$2,000 per month.

FAQs about how to find summer jobs

What are the best summer jobs for students?

The best summer jobs for students will depend on your schedule, interests, and goals. Traditional options like retail and food service offer steady hours and customer-service experience. If you’re looking for more flexibility, freelance work — such as writing, graphic design, social media management, or virtual assistance — can be a great alternative.

How can I find a summer job with no experience?

You can find a summer job without prior experience by focusing on transferable skills like communication, organization, and reliability. Many entry-level roles — both in-person and online — don’t require a formal background.

You can also start building experience and developing a portfolio through small freelance projects. Creating a strong profile and applying to beginner-friendly roles can make it easier to get started.

Are online or remote summer jobs legitimate?

Yes, online and remote summer jobs are legitimate — but that doesn’t mean that there aren’t also bad actors who try to abuse the system. Scammers have been known to offer jobs in an effort to steal their victims’ bank account or personal information, and you should know what to look for to spot an online scam on a work platform.

To start, look for opportunities on trusted platforms, check reviews or client history, and avoid roles that require upfront payments or seem too good to be true. Using established marketplaces with built-in protections can help reduce risk.

How can I make more money during the summer?

To make more money over the summer, consider combining multiple income streams — such as a part-time job with freelance work. You can also focus on developing in-demand skills like content writing, data entry, customer support, or social media management.

Freelance work often allows you to set your own rates and take on multiple clients, which can increase your earning potential over time. Exploring different types of opportunities can help you find the best fit for your goals.

Can freelancing be a good summer job?

Yes, freelancing can be an excellent summer job if you’re looking for flexibility and the chance to build real-world skills. You can choose projects that fit your interests and schedule, work remotely, and gain experience that’s valuable for your future career.

Many beginners start with simple projects and gradually take on more complex work as they build confidence, a portfolio, and long-term relationships with clients.

When should I start applying for summer jobs?

You should start applying for summer jobs between January and March, especially for competitive roles like internships or structured programs. However, many employers continue hiring into late spring and early summer — so you can still make an effort even if you get a late start.

Freelance and gig-based opportunities are available year-round, so you can work as soon as you’re ready and take a break if your class load gets too heavy. Learning how to search effectively can help you find opportunities faster.

This story was produced by Upwork and reviewed and distributed by Stacker.

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media-news

Graphene Manufacturing Group Ltd. (OTCQX: GMGMF) Signs with New to The Street for Multi-Part Series Across National TV, Iconic Outdoor Billboards, Earned Media, and NewsOut Distribution

By Media News
2 min read • Published April 30, 2026
By Media News
2 min read • Published April 30, 2026

NEW YORK, NY / ACCESS Newswire / April 30, 2026 / Graphene Manufacturing Group Ltd. (OTCQX:GMGMF) ("GMG" or the "Company"), a clean-technology innovator focused on graphene production and energy-saving solutions, has signed a comprehensive media partnership with New to The Street, one of the largest financial media platforms in the world.

Under the agreement, GMG will be featured in a multi-part, long-form interview series designed to provide investors with deep insight into the Company’s proprietary graphene technology, commercialization strategy, and global market opportunity. The campaign will include national television broadcasts as sponsored programming on Bloomberg and Fox Business, delivering broad exposure to retail and institutional audiences.

In addition to television, GMG will benefit from high-impact outdoor billboard placements across New York City’s most iconic financial districts, including Times Square and the Reuters Building. These placements are designed to drive brand visibility and reinforce investor awareness at scale.

The partnership also incorporates earned media support and full integration into the NewsOut platform, where GMG’s key announcements will be distributed through professionally produced video press releases. These segments will be amplified across digital and social channels, including New to The Street TV, which reaches over 4.56 million subscribers globally.

"Graphene Manufacturing Group represents a next-generation materials company with real-world applications and scalability," said Vince Caruso, Co-Founder of New to The Street. "Our platform is built to translate complex technologies into clear, investable narratives-and then deliver those stories at scale across television, digital, and outdoor media."

The campaign is expected to begin immediately, with coordinated television broadcasts, billboard activations, and NewsOut releases rolling out in the coming weeks.

About Graphene Manufacturing Group Ltd. (OTCQX: GMGMF)
Graphene Manufacturing Group Ltd. is a clean-technology company focused on producing high-quality graphene and developing energy-saving and energy-storage solutions. Leveraging proprietary production processes, GMG is advancing applications across batteries, coatings, and industrial efficiency technologies.

About New to The Street
New to The Street is a premier financial media brand delivering long-form interviews, national television broadcasts as sponsored programming on Bloomberg and Fox Business, and one of the largest YouTube audiences in the business space. The platform combines television, digital, social media, and outdoor advertising to provide companies with unmatched visibility and investor engagement.

Media Contact:
Monica Brennan
New to The Street
Monica@NewtoTheStreet.com

SOURCE: New to The Street

View the original press release on ACCESS Newswire

Topics:

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media-news

Abacus Global Management (NYSE:ABX) Partners with New to The Street to Launch High-Impact Investor Awareness Campaign Across National TV, 4.56M+ Subscriber YouTube Network, and NewsOut Distribution

By Media News
2 min read • Published April 30, 2026
By Media News
2 min read • Published April 30, 2026

NEW YORK, NY / ACCESS Newswire / April 30, 2026 / Abacus Global Management (NYSE:ABX) ("Abacus" or the "Company"), a leader in alternative asset management and financial solutions, has signed a strategic media partnership with New to The Street, one of the largest business-focused television and digital platforms in the world.

Under the agreement, Abacus Global Management will participate in a multi-part, long-form interview series designed to provide investors and the broader financial community with an in-depth understanding of the Company’s business model, growth strategy, and market positioning.

The partnership also includes comprehensive social media amplification across New to The Street’s digital ecosystem, including its flagship New to The Street TV YouTube channel with over 4.56 million subscribers, as well as full integration into the NewsOut platform. Through NewsOut video press releases, Abacus will benefit from professionally produced, anchor-led content distributed across major digital channels, enhancing transparency and engagement with both retail and institutional audiences.

"Abacus Global Management represents the type of forward-thinking financial company our audience seeks," said Vince Caruso, Co-Founder of New to The Street. "Our platform is built to not only tell the story – but to ensure it reaches scale across television, digital, and social channels."

This collaboration positions Abacus to leverage New to The Street’s unique combination of national television exposure, high-impact digital distribution, and continuous earned media support – delivering a consistent narrative to the investment community.

The series is expected to begin production immediately, with interviews and NewsOut coverage rolling out across New to The Street’s broadcast and digital platforms in the coming weeks.

About Abacus Global Management (NYSE: ABX)
Abacus Global Management, headquartered in Orlando, Florida, is a leading financial services company specializing in alternative asset management, data-driven wealth solutions, technology innovations, and institutional services. With a focus on longevity-based assets and personalized financial planning, Abacus leverages proprietary data analytics and decades of industry expertise to deliver innovative solutions that optimize financial outcomes for individuals and institutions worldwide.

About New to The Street
New to The Street is a premier financial media brand delivering long-form interviews, national television broadcasts as sponsored programming on Bloomberg and Fox Business, and one of the largest YouTube audiences in the business space. The platform combines television, digital, social media, and outdoor advertising to provide companies with unmatched visibility and investor engagement.

Media Contact:
Monica Brennan
New to The Street
Monica@NewtoTheStreet.com

SOURCE: New to The Street

View the original press release on ACCESS Newswire

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media-news

Wi2Wi Corporation Announces Grant of Options

By Media News
4 min read • Published April 30, 2026
By Media News
4 min read • Published April 30, 2026

TORONTO, ON / ACCESS Newswire / April 30, 2026 / Wi2Wi Corporation (the "Corporation"), a leader in precision timing devices, frequency control products is pleased to announce that its board of directors has authorized and approved a grant of stock options to its Chief Executive Officer and Chief Financial Officer. To Chief Executive Officer, Sue Amarin, the Corporation has issued an aggregate of 3,850,000 options (the "Options") at an exercise price of $0.05 per share. The granting of the Options and issuance of shares are subject to the terms and conditions of the Corporation’s Stock Option Plan (the "Plan") adopted by the Corporation on January 28, 2013 and subject to approval by the TSX Venture Exchange, if any approval is needed. An aggregate of 1,650,000 Options will vest on May 1, 2026, an aggregate of 1,100,000 will vest on December 1, 2026, and the balance 1,100,000 will vest on September 1, 2027. To Chief Financial Officer, Dawn Leeder, the Corporation has issued an aggregate of 1,100,000 options (the "Options") at an exercise price of $0.05 per share. The granting of the Options and issuance of shares are subject to the terms and conditions of the Corporation’s Stock Option Plan (the "Plan") adopted by the Corporation on January 28, 2013 and subject to approval by the TSX Venture Exchange, if any approval is needed. An aggregate of 475,000 Options will vest on May 1, 2026, an aggregate of 312,500 will vest on December 1, 2026, and the balance 312,500 will vest on September 1, 2027.

About Wi2Wi Corporation

Wi2Wi is a specialized electronic component supplier with expertise in all aspects of frequency control devices. Wi2Wi’s Precision Devices brand of products has earned a premier spot in numerous key markets including avionics, aerospace, industrial equipment, government, and the US military. Wi2Wi’s frequency control products are best-in-class and of the highest quality.

Founded in 2005, Wi2Wi’s headquarters, design center and state-of-the-art manufacturing facility are located in the heart of America’s industrial belt in Middleton, WI. Wi2Wi can deliver specific solutions using its in-house design and manufacturing expertise, as well as leveraging many tier-1 global partnerships with numerous industry leading silicon and wireless technology suppliers.

Wi2Wi has partnered with best-in-class sales leaders. The company uses a global network of manufacturer’s representatives to promote its products and services, and has partnered with world class distributors for the fulfillment of orders all of which augment a US-based direct sales team.

Wi2Wi is extremely proud to serve hundreds of the world’s top companies with its made-in-America products.

Investor & Media Contact

Sue Amarin, Chief Executive Officer
sue_a@wi2wi.com

Forward-Looking Statements: This news release contains certain forward-looking statements, including management’s assessment of future plans and operations, and the timing thereof, that involve substantial known and unknown risks and uncertainties, certain of which are beyond the Company’s control. Such risks and uncertainties include, without limitation, risks associated with the ability to access sufficient capital, the impact of general economic conditions in Canada, the United States and overseas, industry conditions, stock market volatility. The Company’s actual results, performance or achievements could differ materially from those expressed in, or implied by, these forward-looking statements and, accordingly, no assurances can be given that any of the events anticipated by the forward-looking statements will transpire or occur, or if any of them do so, what benefits, including the amount of proceeds, that the Company will derive there from. Readers are cautioned that the foregoing list of factors is not exhaustive. Additional information on these and other factors that could affect the Company’s operations and financial results are included in reports on file with Canadian securities regulatory authorities and may be accessed through the SEDAR+ website (www.sedarplus.ca). Forward-looking statements are made based on management’s beliefs, estimates and opinions on the date the statements are made, and the Company undertakes no obligation to update forward-looking statements and if these beliefs, estimates and opinions or other circumstances should change, except as required by applicable law. All subsequent forward-looking statements, whether written or oral, attributable to the Company or persons acting on its behalf are expressly qualified in their entirety by these cautionary statements. Furthermore, the forward- looking statements contained in this news release are made as at the date of this news release and the Company does not undertake any obligation to update publicly or to revise any of the included forward-looking statements, whether as a result of new information, future events or otherwise, except as may be required by applicable securities laws.

Neither TSX Venture Exchange nor its Regulation Services Provider (as that term is defined in policies of the TSX Venture Exchange) accepts responsibility for the adequacy or accuracy of this release.

SOURCE: Wi2Wi Corporation

View the original press release on ACCESS Newswire

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