Chevrolet(NEW YORK) -- After decades of speculation and rumors, Corvette, the 66-year-old American sports car, has joined its European competitors by going mid-engine.
Corvette engineers, designers, top General Motors executives like CEO Mary Barra and dealers from around the country packed the Tustin Hangars in Southern California Thursday evening for the reveal. Chevrolet had teased the new design for months, carefully releasing images of a camouflaged eighth-generation Corvette on social media.
The mid-engine styling did not disappoint the crowd. The new car, however, does not resemble what Corvette fans have grown to love all these years. The decision to dramatically alter the look and platform of the Corvette reflects management's desire to change direction for the storied marque, a move that may not be welcomed by all at first.
"The Corvette is an emotional car," Kirk Bennion, exterior design manager for Corvette, told ABC News leading up to the reveal. "Some people will love it immediately. For others it may take more time. And that's OK."
Bennion called the new 2020 Stingray "the most impactful evolution" for the Corvette.
"We really leveraged our Corvette heritage in the design," he noted.
Bennion and the other designers were told to develop a new architecture that was compelling and aggressive but also retain certain Corvette design cues. The 2020 Stingray still keeps the classic Corvette Coke bottle shape, muscular fenders, tapered upper fastback profile and high water line.
But Corvette devotees will also immediately notice the bold, exotic proportions, large rear hatch window and lean athletic shape.
Carlos Lago of Edmunds said the automotive industry will be closely watching to see if the new Corvette can deliver performance at a relatively affordable price like the previous models.
"The Corvette is unique among high-performance cars in that it's aspirational, but also obtainable to many Americans," he said. "Unlike some German, Italian, and Japanese sports cars, you could realistically envision having a poster of a Corvette on your wall as a kid and in your garage as an adult. What's better, Corvette has consistently delivered performance that matches, if not bests, sports cars and exotics that cost up to three times as much. That's something owners and fans take great pride in."
There were several obstacles Bennion and his team encountered with the new Corvette: how to make its styling stand out from other mid-engine supercars and be aerodynamically efficient.
"There were challenges with engine cooling and low drag ... this new car takes in air at all four corners," he said. "But it was important that the C8 still look like a Corvette."
The 2020 Stingray still packs the power and performance that Corvette has consistently delivered over the decades. The 6.2L small block naturally aspirated V8 LT2 engine produces 495 horsepower and 470 lb.-feet of torque when equipped with the performance exhaust -- the most horsepower and torque for any entry-level Corvette, according to Chevrolet.
The engine is paired with a eight speed dual-clutch transmission; a manual option will not be available at launch. The steering ratio was improved to 15.7:1 from 16.25:1, meaning the new Corvette will have much faster steering inputs. The car also sprints from 0-60 mph in less than 3 seconds, the fastest time of any entry level Corvette. The starting price? Under $60,000.
According to Ed Piatek, Corvette chief engineer, the driving experience of the new model is totally different from the current generation.
"It's super responsive," he told ABC News. "The steering feels more direct. You can feel the road. The paddle shifters are lightning fast -- the car holds the gears. It has great downward vision ... the visibility is better than the C7."
There was one factor that was sacrificed by going mid-engine, according to Piatek.
"We will no longer be class leading in cargo space," he said. But the dual trunks still offer space for two sets of golf clubs.
The signature Corvette growl hasn't changed that much, even with the exposed engine now positioned between the driver and rear axle.
"It still sounds like a Chevy small block engine," Piatek said. "Twelve to 15 people worked on the sound. We've broken away from the center mounted exhausts but it still has that Corvette sound."
Piatek underscored that the mid-engine design would not stop the Corvette from being a daily driver for some owners.
"The racetrack lap time has improved as has the handling and stopping distance," he said. "This car still enables all the touring people love in a Corvette."
Karl Brauer, executive publisher of Cox Automotive, said the mid-engine design was intended for one key audience: younger buyers.
The new Stingray will "disappoint some longstanding Corvette fans," he told ABC News. "The transition will be painful. But Chevrolet is smart for going after a younger audience."
Bennion said he's anxious to show off the new Corvette, a project he's been working on for years.
"People will be drawn to it," he said. "The reaction will be 'I want to be in that car' or 'I want to own that car.'"
Added Piatek, "A mid-engine was always part of the Corvette destiny."
wutwhanfoto/iStock(NEW YORK) -- The value of Netflix shares dropped 10% on Thursday, one day after the streaming service reported its first drop in global growth.
Shares of the company closed at $325.21, one day after Netflix reported its second quarter earnings, revealing the company grew subscriptions by only about half of what it had forecast.
Netflix registered 2.7 million new paid memberships globally in the second quarter of 2019, compared to 5.5 million new subscriptions in the second quarter of 2018, the company said. The company had originally forecast 5 million new subscriptions in the second quarter.
"Our missed forecast was across all regions, but slightly more so in regions with price increases," the company said in a letter to investors. "We don’t believe competition was a factor since there wasn’t a material change in the competitive landscape during Q2."
The company said that the first quarter registered such a large bump in subscriptions -- 9.6 million -- that it ate into second quarter numbers and "there may have been more pull-forward effect than we realized," the letter read. "In prior quarters with over-forecasts, we’ve found that the underlying long-term growth was not affected and staying focused on the fundamentals of our business served us well."
Media research firm MoffettNathanson kept a neutral rating on the company, noting that the company showed its first sequential decline in U.S. subscribers since 2011.
"The acknowledgement that the price increase hurt subscriber growth in the quarter also brings into question Netflix’s ultimate pricing power," according to MoffettNathanson's research note. "As more studios pull content from Netflix, the platform moves from being a digital video store in the cloud with unlimited versions of all your favorite shows to a premium cable network on steroids."
The slowed growth comes ahead of the launch of several other streaming services later this year that look to challenge Netflix's dominance in the cultural conversation. Disney, Comcast’s NBCUniversal, AT&T’s WarnerMedia, and Apple are all gearing up to launch their own streaming services.
tomeng/iStock(NEW YORK) -- You might not have to grow up just yet.
Toys "R" Us, the beloved toy chain that liquidated its U.S. stores in 2018 after filing for Chapter 11 bankruptcy in 2017, will have two new stores opening in the U.S. for the holiday season, according to a news release.
The chain's parent company, Tru Kids Brands, said it was partnering with experiential retailer b8ta to open the stores in The Galleria in Houston, Texas, and in Westfield Garden State Plaza in Paramus, N.J.
"We have an incredible opportunity to entirely reimagine the Toys 'R' Us brand in the U.S. and are thrilled to partner with b8ta and key toy vendors to create a new, highly-engaging retail experience designed for kids, families and to better fit within today’s retail environment," Tru Kids Brands CEO Richard Barry said in the release.
The release said the new stores would display products "in an interactive, playground-like environment" and would feature "new events and activities every day," including opportunities to test toys outside of the box, visit different "brand stations," and meet Geoffrey the Giraffe.
A spokeswoman for the new Toys "R" Us joint venture told ABC News the stores would open around November and would be approximately 6,500 square feet.
"As the retail landscape changes, so do consumer shopping habits. But what hasn’t changed is that kids want to touch everything and simply play," b8ta President and Co-founder Phillip Raub said in the release. "In partnership with Richard and his team, we are excited to bring back Toys 'R' Us in an immersive way, focused on creating a fun and engaging experience for kids — and adults, too."
Toys "R" Us filed for Chapter 11 bankruptcy in September 2017 and announced in March 2018 that it would be liquidating inventory in all of its stores in the United States as part of "an orderly wind-down" of business in the U.S., the company said at the time.
Tru Kids Brands became the parent company of Toys "R" Us, Babies "R" Us and Geoffrey the Giraffe in January, according to a February news release. Barry was the former global chief merchandising officer for Toys "R" Us.
Toys "R" Us and Babies "R" Us continued to operate in more than 25 countries around the world and generated more than $3 billion in global retail sales in 2018, Tru Kids Brands said in February.
After the two new U.S. stores open, the companies said they plan to open more Toys "R" Us locations in "prime, high-traffic retail markets" in the United States throughout 2020, according to the release. More details on the new locations, including specific brand partners and experiences, will be announced in coming weeks.
NASA(NEW YORK) -- This year marks the 50th anniversary of Apollo 11, the NASA space mission that led to the first men walking on the moon.
Astronauts Neil Armstrong, Buzz Aldrin and Michael Collins made the historic journey in 1969, with Armstrong becoming the first to set foot on the moon and speaking the now-famous words, "That's one small step for man. One giant leap for mankind."
But it wasn't just men who were important to the history-making mission.
Thanks to Judy Sullivan, the first female engineer in NASA's Spacecraft Operations, it was also a big leap for womankind.
Sullivan was a biomedical engineer in 1969, and one of her most memorable experiences was working with Neil Armstrong in preparation for the historic Apollo 11 mission as lead engineer for the biomedical system.
She studied their breathing rates and depths through sensors that were placed on their sides.
"I would monitor the equipment as a surgeon tested the astronauts to make sure they were healthy enough to go into space," Sullivan said.
"I'm monitoring [Armstrong's] heart rate and breathing rate, but all of a sudden there was a disturbance when he put his gloves on. I had to write that," she shared.
Before he left, he said goodbye to the room of technicians, and then he said, "Goodbye, Judy."
"Then he left for the moon. Hard to believe," she said.
From interest to career path
Sullivan always liked science but didn't realize it would play a bigger role in her life -- and in history, as with her encounter with Armstrong -- until she learned about the first launch space launch in 1957.
"[It became apparent that this could be an] adventure that I'd like to be part of someday," Sullivan said.
She decided to major in biology at Jacksonville State College in Alabama when she heard President John F. Kennedy's speech encouraging students to study science, math and engineering.
Sullivan was one of only two women in her chemistry classes.
"Girls in that period of time usually became one of three things: nurses, teachers or secretaries, and nobody thought beyond that mindset," she said.
Reaching for the sky at NASA
After a few years of working as a teacher after graduation, Sullivan applied for a summer job at NASA at Cape Canaveral, Florida, when she was 26.
She had no idea it would become a bigger part of her future.
Her interviewer -- a woman -- told her, "They'll give you every reason in the world why they can't have a woman over there. They'll even tell you there [are] no female bathrooms.”
But NASA took a chance and hired Sullivan because of her high test results. She qualified as an aerospace technologist when she applied for the job.
"A lot of women became homemakers [at the time], which is also positive," Sullivan told ABC News' Good Morning America. "But I think I have a strong sense of adventure and I wanted to do something more."
"I was very fortunate," she said. "Fate, God's plan for me -- I was in the right place at the right time."
She started doing checks of engines for NASA by testing them to make sure they were safe, but she wanted to land a permanent position at NASA.
She joined the biomedical group for Gemini 12 and became the first woman hired in Spacecraft Operations.
While she worked on a team of all men who supported her, her experience at NASA didn't come without its challenges.
"I heard a section chief say [to someone], 'What do they expect of me? I've got a woman,'" she shared. "When you're in a position like that, it made me more determined to be good, to do a good job and fit in. That's how you get accepted."
Encouraging young women to pursue science
Now 76, Sullivan feels "blessed" to be part of history. She is also passionate about encouraging young women today to pursue careers in the math and science industries.
"Be adventurous, don't let anyone convince you, you can't make your goals," she said. "Talk to your guidance counselors and get to know your science teachers because they're gonna make you believe in yourself."
She also encouraged girls who have interests in these fields to travel to the Space Coast in Florida where they can see a rocket launch and learn about the history of NASA.
"Realize that a lot of jobs are down there and they're not just for guys," she said.
udra/iStock(NEW YORK) -- Here's the scoop: July is National Ice Cream Month and July 21 is National Ice Cream Day, which means you have even more reason to cool down with two scoops of your favorite flavor.
Square just released data about America's iconic dessert, and there's nothing too vanilla about this year's trendiest ice cream flavors.
According to the report, the five flavors that saw the most year-over-year growth in sales between 2018 and 2019 were horchata, "unicorn," sesame, salted caramel and whiskey.
Horchata, which includes rice milk infused and hints of sweet cinnamon, a popular drink in Latin America, has evolved into a popular flavor in the U.S. It's seen 257% sales growth over the past year, becoming the number one trending flavor, according to Square. The growth seems to be tied to the awareness and how the Mexican culture has been embraced in the U.S.
"I think it's because of increased awareness of it and it's a favorite amongst Mexicans, so it makes sense that now more people are aware and exposed embrace it," said Fany Gerson, owner and founder of the popular New York City ice cream shop La Newyorkina. Plus, "It's delicious."
Unicorn-flavored ice cream -- which often includes heavy whipped cream, condensed milk, gel food coloring colors and vanilla extract -- has grown since Starbucks announced back in 2017 it was bringing a Unicorn Frappuccino to the menu. And Bronies -- superfans of My Little Pony -- could also be influencing the 100% growth in the U.S. for unicorn ice cream.
In the state of Nevada, per the report, unicorn has become the favorite flavor. Creamberry, a popular Las Vegas ice cream shop, has become an Instagram sensation with people from all across the world trying its unicorn/cotton candy-inspired ice cream. Creamberry has more than 60,000 followers on Instagram and has become one of those ice cream destinations that goes outside the ordinary.
"The cotton candy has become our most popular flavor. Customers like the cotton candy because of the presentation and looks over the taste of the ice cream from what we've noticed and heard," said Minira, who identified herself as an owner of Creamberry.
Among the other trending flavors, sesame saw 86% increase over the past year, while salted caramel saw a 77% increase and a 58% jump for whiskey, according to the report.
On the flip side, a few flavors are getting a colder reception: hazelnut, bacon and honey are all trending downward, according to the report.
When buying flavors besides the ordinary "classics" such as vanilla and chocolate, customers tend to shy away from the condiments. The cone has come back to life as well, as more people tend to pick the cone over the cup when eating ice cream.
Vegan ice cream has become a trendy pick over the past couple of years with the increase in health awareness. The sales have increased over 220% from 2015 to 2018 and look to continue to grow, according to the Square report. The vegan category includes options such as ice cream made of coconut milk, almond milk and soy milk, as well as sorbet.
And it's not just treats for humans seeing an uptick. Our four-legged friends are also partaking in more frozen treats, with the report noting dog ice cream steadily climbing from 2017-2018 with 55% more purchases.
During the yearly sales peak in July, chances are Vermont -- the home of Ben & Jerry's -- will enjoy the most ice cream, as it ranks the highest for when adjusted for consumption by population. Behind the Green Mountain State are Oregon, Hawaii, Montana and then Washington, D.C.
And the most popular times to indulge in ice cream? According to the report, lines form the longest during the weekends, and at 2 and 7 p.m. during the day.
That was the insult that Ebrima Jallow said he heard repeatedly from his supervisor and fellow co-workers while working at the Walmart in Landover Hills, Maryland.
Despite his recent promotion to the position of Asset Protection Coordinator, overseeing security and theft prevention efforts at the facility, Jallow said the attacks he faced were relentless, according to a lawsuit filed on his behalf by the federal government's Equal Employment Opportunity Commission in 2013.
Jallow, a Muslim who was born in Gambia, accused his store manager and fellow co-workers of repeated instances of harassment and intimidation based on his national origin and religion.
In meetings and day-to-day interactions with fellow employees, Jallow said he was mocked for his accent and told that "all Muslims do is blow up buildings and people."
Employees also allegedly told him he should "go back to Africa."
After reporting the harassment, Jallow alleged he was retaliated against and put on a one-year "coaching period" where other employees were told not to work with him.
Following a nearly two-year court battle, Jallow was paid $75,000 in damages from Walmart, and in a settlement the company committed to providing anti-discrimination and harassment training to employees.
Some Republican leaders have rushed to President Donald Trump's defense following his use of an age-old racist trope to attack four minority Congresswomen -- saying they should "go back" to their countries of origin. And in interviews with several of Trump's supporters planning to attend his campaign rally in Greenville, North Carolina, on Wednesday, many said they took no issue with the president's comments.
"I've been saying it for years," Michael Audette, a resident from Elizabeth City, North Carolina, told ABC News.
But the insult has been referred to in numerous court cases brought by the government over the past decade as a textbook definition of illegal harassment in the workplace.
Eric Bachman, a former Department of Justice Civil Rights Division prosecutor who specializes in anti-discrimination cases, told ABC News that the president's tweets would be "as close to a slam-dunk discriminatory claim as you can get" if he had uttered them as the head of a private company rather than as chief executive of the United States.
"Frankly, if there was a board of directors, they would be taking action to fire him if he were the president of a company," Bachman said. "This would almost certainty violate Title VII of the 1964 Civil Rights Act and a host of other civil rights-related laws."
"Just his statements alone, would be really strong evidence of a hostile work environment that he treats employees who are not white differently than he would treat white employees," Bachman added.
In the days since the president's tweet, civil rights groups have pointed out the sordid history of the "go back to where you came from" racial epithet and its expansion as an insult beyond immigrant groups to anyone who may be a person of color.
"National origin discrimination involves treating people (applicants or employees) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not)," EEOC spokesperson Kimberly Smith-Brown said in a statement, emailed to ABC News on Wednesday.
The EEOC, which declined to comment directly on the president's tweets, is the federal entity tasked with carrying out enforcement of the nation’s workplace anti-discrimination laws.
Below are just a few examples of cases that the EEOC has pursued in the last 15 years in which alleged harassment from employees mirrored the language from the president's tweets. Except where identified, the cases primarily resulted in settlements where the companies were not compelled to admit to any wrongdoing.
1) California hospital settled lawsuit in 2012 for nearly $1 million after Filipino-Americans said they were told to go back to the Philippines, among other instances of harassment
The EEOC brought a lawsuit on behalf of nearly 70 Filipino-American hospital workers at California's Delano Regional Medical Center who reported that they were subject to harassment and discrimination based on their national origin. The workers alleged that fellow staffers "constantly made fun of their accents," and some "were told to go back to the Philippines."
The EEOC argued that the employees' conduct violated Title VII of the Civil Rights Act, and the hospital settled the case for $975,000, distributed between the approximately 70 employees, while committing to develop stronger anti-harassment rules in the hospital.
2) Nevada U-Haul company sued in 2006 after Hispanic workers were told "go back to Mexico"
In 2006, the EEOC brought a lawsuit against a U-Haul company in Nevada where it charged that Hispanic and Asian/Filipino employees were being subject to bigoted harassment based on their race and/or national origin. The Hispanic employees reported that they were told by some of their fellow employees to "go back to Mexico."
The Nevada U-Haul company settled the case for $153,000 and agreed to provide discrimination prevention training to its employees.
3) Car dealership sued in 2004 by a Muslim immigrant from India who said he was told by his coworkers that he should "just go back where [he] came from"
The Houston office of the EEOC brought a lawsuit in 2004 against a car dealership, accused by a former Muslim immigrant employee of subjecting him to a hostile work environment. The man, Mohammad Rafiq, said he was fired for complaining about his supervisors and fellow employees' behavior, alleging that they had told him, "This is not your Islamic state or your India, where you came from," and that a separate colleague had specifically asked him, "Why don't you go back to where you came from since you believe what you believe?"
The company eventually settled the lawsuit as it started to move its way up through the appeals process. They signed a consent decree that required them to make annual compliance reports, apologize and pay $13,500 in damages to Rafiq and provide training to employees.
4) In 2011, New York University settled a lawsuit for $210,000 after African employee called "monkey" and told to "go back to the jungle"
The EEOC announced in 2011 that it had settled a lawsuit with New York University over complaints from an employee, who was a native of Ghana, that said he had been called a "monkey," and told to "go back to the jungle" by a mailroom supervisor. The university agreed to pay the employee $210,000 in lost wages and compensation for the moral distress from the harassment, and also committed to initiating "university-wide enhanced policies and compliant procedures" intended to prevent further, similar harassment from taking place.
"Harassment based on national origin and race is still all too common in today’s workplace," Elizabeth Grossman, regional attorney of the EEOC New York District Office said in a statement announcing the settlement. "EEOC will continue to aggressively expose and remedy such conduct, no matter where it occurs. No employer is above the law." 5) California restaurant paid $165,000 to a dining room manager who was told to "go back to your country"
In 2007, the EEOC sued the California restaurant Albion River Inn after an Arab restaurant manager was fired for refusing to apologize to a customer who had told him to "go back to [his] country." The dining manager said in the suit he was sticking up for a waiter from Tunisia who the customer had physically pushed and was berating for his limited English-speaking abilities. When the customer returned to the restaurant the next evening, the manager asked him not to continue his harassment of his employees -- but the customer allegedly responded by attacking the manager's national origin, saying among other insults, "I fought two wars to get rid of people like you!"
After firing the manager for refusing to write an apology note to the customer, the restaurant agreed to pay $165,000 in relief and committed to give employees non-discrimination training.
Josie_Desmarais/iStock(NEW YORK) -- A year ago, Ally Coll was working as a lawyer when her news feed began to fill up with #metoo posts.
She was surprised both by the volume of the posts and the fact that so many of them reminded her of her own experience when she was an 18-year old intern in the U.S. Senate.
"I was mostly struck by the stories that were being told, that they were speaking so publicly about experiences that I have had, that I know many of us have had, that have really remained in the shadows for so long," Coll told a handful of reporters at a private event on Tuesday in New York City. "I started thinking about my own experiences with sexual misconduct."
Coll would later recount her story of being sexually assaulted by her then boss, a 70-year old senator, to reporters from the Washington Post.
She said she identified with the lack of options for people who suffer workplace harassment right as she found herself close to the epicenter of the #metoo movement. David Boies, the head of her law fim, Boies, Schiller & Flexner, represented Harvey Weinstein, a longtime friend and client of his.
"I found myself in an unexpected #MeToo moment in my workplace. The New Yorker reported that my law firm had retained private investigators who targeted, lied to and secretly recorded conversations with women coming forward with allegations against Hollywood mogul Harvey Weinstein," Coll wrote in an op-ed in The Washington Post, on The Purple Campaign's origins.
After working internally to create better workplace policies regarding sexual harassment and assault at the firm, she decided to commit herself full-time to the effort. She left the firm and co-founded The Purple Campaign.
Boies Schiller did not respond to request for comment from ABC News.
Thus, the Purple Campaign was launched a year ago with the ambitious goal of putting an end to "the systemic problem of workplace sexual harassment that exists across every industry in the United States."
On Tuesday, the campaign said it has partnered with Uber, Amazon, Airbnb and Expedia to develop a certification program for corporations to establish a policy regarding workplace harassment.
The companies will provide data, and some funding, to help develop a set of policies on normative behavior, effective employee training, internal reporting systems, fair investigation and adjudication procedures, measuring success and the intersectionality of workplace harassment.
The certification would be a third party check along the same lines as the Human Rights Campaign’s Corporate Equality Index that assesses companies' corporate policies and practices pertinent to lesbian, gay, bisexual, transgender and queer employees.
The Purple Campaign announcement was met with cautious optimism by experts.
"I’ve been in discussions with companies on how to show their bona fides. I think it’s a good effort towards that," civil rights lawyer Debra Katz, who represented Dr. Christine Blasey Ford at the time of her sexual misconduct allegations against Supreme Court Justice Brett Kavanaugh told ABC News. "You can have a good policy, but if there’s a concern about retaliation," the policy is not enough.
"One would want to know what the reporting rate it is," Katz said, and "to see if people feel safe reporting."
Labor expert Harley Shaiken of the University of California, Berkeley, called it "an impressive first step," but said the biggest challenge to confronting harassment is to make sure that employees have "a voice and enough power to give that voice meaning."
The partnership with a company like Uber, which has tried to shed what has been described as its frat boy image of a company that runs outside the reach of regulators, also underscores the challenges.
In 2017, after Uber commissioned a workplace culture report by former attorney general Eric Holder, it ousted its co-founder and CEO Travis Kalanick per the report's recommendations. The report also recommended an overhaul of the company's diversity and inclusion practices including creating the office of Chief Diversity and Inclusion Officer, a role that is currently filled by Bo Young Lee.
Since the time, the company has tried to change its culture and its image as it prepared for an initial public offering earlier this year.
University of Michigan Law School professor and labor expert Kate Andrias told ABC News that sexual harassment policies cannot succeed in a vacuum.
"Any effort to combat sexual harassment in the workplace is a step in the right direction and these sorts of programs have, in other contexts, helped somewhat to improve labor practices and to reduce discrimination," she said.
"But until these companies commit to respecting workers' rights more generally -- for example by ending the use mandatory arbitration agreements altogether; by no longer misclassifying workers as contractors, thereby leaving them unprotected by many employment laws; and by no longer opposing workers' rights to collective bargaining -- problems are likely to persist," she said. "When workers lack basic rights on the job, it is much harder to speak out against sexual harassment and to pursue remedies."
nycshooter/iStock(CHICAGO) -- Boeing on Wednesday announced that is will dedicate $50 million of pledged $100 million for relief to the families of the 346 people that were killed in the Lion Air and Ethiopian crashes.
"The tragic loss of life in both accidents continues to weigh heavily on all of us at Boeing, and we have the utmost sympathy for the loved ones of those on board," Dennis Muilenburg, Boeing CEO said in a statement. "Through our partnership with Feinberg and Biros, we hope affected families receive needed assistance as quickly and efficiently as possible."
This announcement came minutes before a husband and father testified before Congress about losing his wife and children in the Ethiopia crash.
Boeing's $100 million pledge came a week after U.S. Federal Aviation Administration pilots found a new potential issue with the 737 Max aircraft involved in both fatal crashes during a simulated flight last week, according to two sources familiar with the matter.
The new flaw, traced to how data is being processed by the flight computer, affected pilots' abilities to quickly and easily follow the required recovery procedures for the runaway stabilizer, sources told ABC News. The problem is not related to reported problems with an anti-stall system, called MCAS, but connected to a broader anti-stall system called "speed trim."
SondraP/iStock(LOS ANGELES) -- The Los Angeles home where Charles Manson's followers brutally killed a married couple is now for sale.
Grocer Leno LaBianca and his wife Rosemary LaBianca were ambushed at their house on August 10, 1969. They were stabbed multiple times and the word "war" was carved on Leno LaBianca's stomach.
The killers also used their blood to scrawl on the couple's walls the words "Rise," "Death to Pigs" and "Helter Skelter" -- a reference to The Beatles' song and the phrase Manson wanted to use to ignite a race war.
The property listing on Redfin for the LaBianca's former home does not mention the gruesome double murder there, but does describe "breathtaking, unobstructed" views of downtown Los Angeles, Griffith Park and the San Gabriel Mountains.
The two-bedroom house was built in 1922 and sits on a .71 acre lot, the listing says.
"It's extremely peaceful, quiet and private," the Redfin listing agent, Robert Giambalvo, said in a statement released by the company to ABC News.
"The home is spectacular and its attributes far exceed an event that happened 50 years ago," Giambalvo said. "Nobody who has come to see it has asked about something that happened a long time ago. Someone came through yesterday who was born after 1969 and just kind of shrugged their shoulders over the past. It's ancient history for them."
The property was posted to Redfin on July 10 and is listed for $1,988,800.
The LaBianca murders came one day after the Manson followers carried out an attack at another Los Angeles home, killing pregnant actress Sharon Tate, hairstylist Jay Sebring, heiress Abigail Folger, writer Wojciech Frykowski and teenager Steven Parent.
The two days of grisly killings ignited fear throughout the city.
Manson and three of his followers were convicted in 1971 and sentenced to death, but the death sentences were commuted to life sentences when a California Supreme Court ruling abolished capital punishment in 1972. Manson died behind bars in 2017.
The popular free mobile app that instantly alters the appearance of a person's face -- adding wrinkles, sun damage and grey hair -- has blown up on social media, shared by hundreds including a long list of celebrities.
FaceApp uses a type of artificial intelligence to "transform your face" according to the iTunes app store.
But while social media feeds fill up with the instantly aged pictures, new security concerns have risen for the recently top trending free mobile app -- especially in the wake of recent social media scandals, where other platforms have been taken to task for giving away users' private information.
Critics have cautioned that the app could collect more than just the photos that are uploaded. According to the policy, FaceApp "cannot ensure the security of any information you transmit to FaceApp or guarantee that information on the service may not be accessed, disclosed, altered or destroyed."
"FaceApp's privacy page also says they may share user content and your information with businesses that are legally part of the same group of companies," ABC News chief business correspondent Rebecca Jarvis explained.
"It's a Russian company, so once you grant access," she added, "you are granting access to all of those companies."
There are currently 80 million FaceApp users.
"You're getting the access to your phone so all of your contacts, all of your pictures. Once you allow that you are giving away everything," Jarvis said. "That's how they're paying for it, free isn't actually free, they're giving away your information."
Amazon(LONDON) -- The executive body of the European Union has opened a formal investigation into whether Amazon's handling of data from independent sellers breaks anti-competition laws.
The European Commission will investigate Amazon's dual role as a retailer selling products and as a marketplace where independent sellers deal directly with customers.
The investigation will build on the commission's preliminary fact-finding mission, which found that "Amazon appears to use competitively sensitive information - about marketplace sellers, their products and transactions on the marketplace."
These practices could breach European antitrust and competition laws on anti-competitive policies.
"European consumers are increasingly shopping online," Commissioner Margrethe Vestager, who is in charge of competition policy, said in a statement. "E-commerce has boosted retail competition and brought more choice and better prices. We need to ensure that large online platforms don't eliminate these benefits through anti-competitive behavior. I have therefore decided to take a very close look at Amazon's business practices and its dual role as marketplace and retailer, to assess its compliance with EU competition rules."
The commission will investigate how Amazon uses the data of marketplace sellers and whether this breaches EU competition laws. They will in turn look at the "Buy Box" option, and whether this "sensitive data" is used to determine which sellers are chosen for the "Buy Box" option, which "seems key for marketplace sellers as a vast majority of transactions are done through it," the European Commission said.
If Amazon is proven to have broken EU competition laws, the company could face a significant fine.
Earlier this month, the EU fined Japanese company Hello Kitty $7 million for violating competition rules in the bloc.
In reaction to the news, an Amazon spokesperson said, "We will cooperate fully with the European Commission and continue working hard to support businesses of all sizes and help them grow."
fredrocko/iStock(NEW YORK) -- Henry Ford rolled out the first factory-built half-ton pickup truck in 1925. Fast forward 94 years and his company wants to break new ground on your smartphone screen by introducing a truck emoji.
"When customers started demanding a truck emoji, we knew we had to help make it happen," Joe Hinrichs, Ford’s president of automotive, said in a statement.
So last year, Ford submitted a proposal to the organization that reviews and approves new emojis. The Unicode Consortium short-listed the pickup truck emoji. If it's chosen, it'll be out in early 2020 on all platforms.
The automaker has even created a tongue-in-cheek video about developing the emoji:
Billions of emojis are sent daily, with cars, scooters, boats and even spaceships among the 3,000 available.
ABC News(WASHINGTON) -- Exactly 50 years since the launch of Apollo 11, the spacesuit astronaut Neil Armstrong wore during his 'giant leap for mankind' went on display Tuesday morning for the first time in over a decade.
The suit, with lunar dust still embedded in the fabric, was revealed alongside Vice President Mike Pence and members of Armstrong's family at the Smithsonian National Air and Space Museum in Washington.
"It is the single most human factor of the Apollo 11 mission," said Lisa Young, objects conservator at the Smithsonian National Air and Space Museum. "It's like a small, tiny spacecraft that kept the astronauts alive."
Young has worked on Armstrong's Apollo 11 suit for over two years preparing it for its grand debut. Since 2015, the Smithsonian has raised more than $700,000 through a 'Reboot the Suit' campaign to "conserve, digitize, and display" Armstrong's suit after it was placed in storage in 2006 to minimize signs of aging.
"It's really humbling," Young said. "It's really a privilege to work on the space suits."
The goal was not to make the suit look perfect, but as it was 50 years ago when it was on the moon. The flags on the shoulder of the Apollo 11 suits appear worn with marks, but the marks were there before liftoff due to a printing problem.
"Every little stitch, every little piece of land or dust, every marking tells a story and we want to make sure that those stories remain with the suit as long as we have the artifact in our collection," Young said.
The suit was designed by the International Latex Corporation in Dover, Delaware (ILC), best known for making consumer products such as Playtex bras and girdles.
"He could live, work, eat, drink, survive in the spacecraft space suit all the way back to earth and really tells the story of Apollo 11 and his job he did on the lunar surface," Young said of Armstrong.
The pressure suit is comprised of 21 layers, each one hand-built by seamstresses.
"Some of the seamstresses I've talked to are just still in amazement that they can come see their work 50 years later and that people are interested in it," Young said.
The suit will temporarily be on display near the 1903 Wright Flyer until the museum's "Destination Moon" exhibition is completed in 2022.
"I love to see people's reactions," Young said. "It's very emotional."
Girl Scouts of the USA(NEW YORK) -- The Girl Scouts have added more new badges and programs to help girls learn to make choices about how they want to experience and influence the world.
The 42 new badges were created exclusively for girls in grades K-12, the Girl Scouts of the USA said in a press release.
"The badges enhance the organization’s existing girl-led programming, offering girls everything from adventuring in the snow or mountains to learning how to use coding to solve problems they care about," the organization said in a press release. "Girl Scout programming has long promoted independent decision making, which helps girls develop agency, challenge themselves to move beyond their comfort zones, and build confidence in their leadership abilities."
"Girl Scouts has ignited the power and potential of girls for over a century, and we are committed to ensuring that today’s girls are the future of American leadership,” said GSUSA CEO Sylvia Acevedo. "Girl Scouts is where girls can explore new subjects, discover their passions, learn to take smart risks, and become their best, most confident selves—whether they want to become a NASA astronaut, an entrepreneur, a rock climber, a coder, or a cybersecurity agent."
The new offerings include an outdoor high adventure badge, which features two activity options for how the girls can decide to earn the badge.
"Giving girls choices is important for developing their sense of self, their own voice, and gender equality — research from the World Bank Group shows that increasing women’s agency and decision-making abilities is key to improving their lives, communities, and the world," the Girl Scouts said.
Girls in grades 6-12 can also pursue nine new cybersecurity badges and three space science badges.
The "think like a citizen scientist" badge is part of the Girl Scout leadership journey for girls to participate in interactive activities and learn observation techniques; collect data and share findings with real-world scientists through an online network. After the experience, they use the skills to tackle a self-chosen community issue.
New programming includes 12 outdoor high adventure badges and 18 coding for good badges.
The "high adventure" badges, which are funded by The North Face, allow girls the chance to explore nature and try new activities including backpacking, snowshoeing, cross-country skiing, rock climbing and tree climbing. The activities are meant to build confidence, support for one another, risk-taking and time in nature.
These are the first Girl Scout badges that members can earn by choosing one of two self-directed paths.
The "coding for good" badges, which are funded by AT&T and Dell Technologies, detail how each stage of the coding process provides opportunities to use skills for good. One of the activities will include coding "positive memes" to spread a message about a cause they care about.
There is both a "plugged-in and unplugged version, so that all girls can learn the foundations of coding, regardless of their access to technology."
Girl Scouts works with top organizations and content collaborators such as codeSpark, the National Integrated Cyber Education Research Center (NICERC), SciStarter, and Vidcode to weigh in on cutting-edge programs.