MONTGOMERY, Ala. (AP) — A judge has temporarily blocked Alabama from issuing licenses to medical marijuana facilities amid an ongoing legal battle over how the state selected the winning companies.

Montgomery Circuit Judge James Anderson issued a temporary restraining order late Wednesday to stop the Alabama Medical Cannabis Commission from issuing licenses for “integrated” facilities that grow, transport and sell medical marijuana. The coveted licenses will be on hold while he hears a challenge to the selection process.

Companies that were not selected to receive one of the five available integrated licenses have challenged the selection process, saying the commission violated its own rules when selecting winners. The commission has attempted to award the licenses three times and rescinded the first two selections during the legal dispute.

Anderson said he is sympathetic to concerns about delaying the availability of medical marijuana but said a pause on the licenses is merited.

“While the court understands those parties’ frustrations, the court also notes that all three rounds of awards have been challenged as legally infirm: the first two rounds of awards were abandoned by action of the Commission itself, and now there is a serious question as to whether the third round is also invalid,” Anderson wrote.

The restraining order is the latest development in a legal battle that has plagued the start of Alabama’s medical marijuana program. Alabama lawmakers voted to allow medical marijuana in the state in 2021. Commission officials are aiming to make the products available in 2024 after a series of delays.

“We remain determined and hopeful that the availability of medical cannabis products, recommended by certified physicians to qualified Alabama patients, is right around the corner,” Alabama Medical Cannabis Commission Director John McMillan said in a statement.

The Wednesday order only affects the licenses for the facilities that perform multiple functions from “seed to sale.” The judge last week put a hold on licenses for dispensaries in order to hear a similar challenge. The commission has issued licenses for growers, processors, transportation companies and laboratory testing.

McMillan said the delay on having any licensed dispensaries to sell medical marijuana products also delays the ability of Alabama doctors to get certified to recommend medical cannabis to patients. He said the Alabama Board of Medical Examiners requires the issuance of at least one cultivator, processor, secure transporter, and dispensary license before the board will issue medical cannabis certification permits to physicians.

“We remain hopeful that the Court will swiftly permit the issuance of all licenses awarded by the Commission,” McMillan said.

A lawsuit against Saint-Gobain, the French manufacturing company accused of contaminating drinking water in towns in southern New Hampshire with harmful PFAS chemicals, has entered a new phase after a federal judge said part of the case could be managed as a class action.

Under the decision, thousands of residents who live or have lived near the Merrimack facility since 2016 could be part of the class action. The class could include almost 9,000 households within Merrimack and 382 homes in Bedford within the Merrimack Village District Water Works service area, and 1,200 homes with private wells in the area.

PFAS are a class of man-made chemicals that have been used for decades in a variety of consumer products and have been linked torisks to human health like increased risk for certain kinds of cancers.

Elevated levels of those chemicals were discovered around Saint-Gobain’s Merrimack facility in 2016. The company knew about elevated PFAS levels in their emissions since at least 2004.

The company has provided bottled water and alternative drinking water to residents affected by contamination through a consent decree with the state of New Hampshire. They announced they were closing their Merrimack facility last year.

A class action lawsuit brought by people living near the Saint Gobain manufacturing facility in Merrimack who say they were exposed to PFOA, one of many PFAS chemicals, was filed in 2016.

Judge Joseph Laplante’s Dec. 29 decision splits that case into two phases. In the first, the court would determine whether Saint-Gobain’s Merrimack facility was liable for contamination for nearby residents as a whole, instead of for each individual case.

The second phase will determine how individuals may be compensated for the contamination on a case-by-case basis.

Laplante denied class certification for the claim in the lawsuit that Saint-Gobain caused a “nuisance,” saying that whether Saint-Gobain interfered with each person’s use and enjoyment of their property would need to be determined on an individual basis.

But he certified the class for the purpose of the claims that Saint-Gobain trespassed on residents’ land by causing PFAS chemicals to enter without their permission and that the company acted negligently by emitting PFAS, not investigating and mitigating contamination adequately, and not warning residents about the risks of the chemicals.

Whether Saint-Gobain is liable for emitting the chemicals, how much they foresaw the consequences, and whether they adequately investigated, mitigated, and warned people about them can be determined for all residents together, the judge said.

Mindi Messmer, a former state lawmaker who has called for more accountability for Saint-Gobain over their PFAS emissions, said the decision is a victory for those who may have been affected by the chemicals.

“This is a big step in that the court is signaling that there is at least some validity to the claims made by the plaintiffs,” she said.

According to court documents, the plaintiffs are seeking compensation for non-economic losses, like the loss of enjoyment of their property, and compensation for economic losses related to the decreased value of their properties and the cost of mitigating contamination.

Experts for the plaintiffs found that damages in the area addressed in the lawsuit would be around $578 million for losses in property value and $2.6 million for those who switched from private wells to municipal water.

Last March, the New Hampshire Supreme Court decided that people exposed to toxins could not recover the cost of medical testing from polluters if they’re not currently sick in a ruling connected to the case.

That came as a disappointment to Laurene Allen, who started Merrimack Citizens for Clean Water to advocate for those affected by PFAS contamination. She said the Supreme Court decision weakened the class action suit.

“When you talk to people you hear about a health condition, then another health condition, then another health condition,” she said. “For many people, you’re watching what’s happening around you, and you know why it’s happening, and no one’s doing anything about it, and your health isn’t properly supported in terms of monitoring. That’s why medical monitoring is so important.”

But despite the lack of medical monitoring cost recovery, Allen said the certification of the class in the lawsuit was validating. And, she said, she hopes the case goes to trial.

Two other class action lawsuits against Saint-Gobain for PFAS pollution – one in Hoosick Falls, N.Y., and one in Bennington, Vt. – ended in settlements in which the company did not admit wrongdoing or liability.

“I would love to see this go to trial and that they truly be held accountable for the harm that they caused,” Allen said. “What they have never once been held accountable for is the harm they have caused, the harm to human health and the forever contamination of our environment.”

PURPOSE

This policy identifies the conditions under which eligible Faculty or Professional Staff Members may take a medical leave of absence not covered under the Federal Family Medical Leave Act of 1993 (FMLA).

APPLICABILITY

This policy applies to all benefit eligible Faculty and Professional Staff Members, excluding any Professional Staff Members governed by language in their collective bargaining unit agreement.

IMPLEMENTATION

Implementation of this policy is the responsibility of the Department of Human Resources in conjunction with the Designated Third-Party Administrator.

ADMINISTRATIVE OVERSIGHT

The Executive Vice President, Treasurer and Chief Operating Officer is the Drexel University official responsible for the administration of this policy.

POLICY

1. Faculty and Professional Staff Members may request a Non-FMLA Medical Leave of Absence for up to 12 weeks of continuous leave in a rolling 12-month period for their own or a family member’s serious or chronic medical condition(s).
2. Faculty and Professional Staff Members may request a Medical Leave of Absence for up to 90 calendar days in a 12-month period for one or more of the following reasons:
   • a Faculty or Professional Staff Member's own chronic health condition, including disability due to pregnancy and/or post-partum;
   • the birth and care of a Faculty or Professional Staff Member's newborn child (leave must conclude within 12 months after birth);
   • the placement of an adopted child or a foster child with a Faculty or Professional Staff Member (leave must conclude within 12 months after placement);
   • the care of a Faculty or Professional Staff Member’s immediate family member (spouse, child or parent) with a serious health condition;
3. Non-FMLA Medical Leave is available only to Faculty and Professional Staff Members that are not eligible for FMLA Leave.

DEFINITIONS

Benefit Eligible refers to full-time or part-time Drexel Faculty and Professional Staff Members who are eligible to receive Drexel paid benefits (e.g. medical coverage, leave accrual, etc.). Full-time Faculty working 12 or more credit hours in three or more quarters (or equivalent workload) and full-time Professional Staff Members are regularly scheduled to work 40 hours per week. Part-time Faculty with at least a 50 percent appointment and part-time Professional Staff Members are regularly scheduled to work at least 20 hours per week but less than 40.

Designated Third-Party Administrator is the Drexel-chosen provider for Non-FMLA Medical Leave administration.

Faculty Member is defined as an individual employed by Drexel University in a tenured, tenure-track, non-tenured track or adjunct position who teaches within any college, school, center or institute in the University. A Faculty Member is deemed to be exempt under the provisions of the Fair Labor Standards Act (FLSA) and/or applicable state law.

Health Care Provider is defined as a doctor, podiatrist, dentist, clinical psychologist, optometrist, nurse practitioner, nurse midwife, clinical social worker, physician assistant, Christian Science practitioner or a chiropractor.

Professional Staff Member is defined as an individual employed in any non-faculty category by Drexel University, including an individual who is deemed to be either exempt or non-exempt under the provisions of the Fair Labor Standards Act (FLSA) and/or applicable state law.

Serious Health Condition is defined as an illness, injury or impairment, or physical or mental condition that involves either inpatient care or continuing care by a health-care provider. Continuing care can include:

• a period of incapacity requiring absence of more than three calendar days that involves continuing treatment by a health care provider;
• pregnancy and time needed for prenatal visits;
• a chronic health condition, such as asthma or diabetes;
• a long-term condition such as Alzheimer's; or
• multiple treatments by a health care provider for a condition that likely would result in incapacity of more than three consecutive days if left untreated (such as physical therapy for a back injury).

Spouse refers to any individual who is lawfully married to an employee.

PROCEDURES

Administration
The Non-FMLA Medical Leave of Absence is administered by the Office of Human Resources in conjunction with the Designated Third-Party Administrator.

Request for Medical Leave of Absence

1. Eligible Faculty and Professional Staff Members may apply for Non-FMLA Medical Leave by contacting the Designated Third-Party Administrator to initiate their claim.
2. Faculty and Professional Staff Members seeking a Medical Leave of Absence are required to provide, at least 30 days prior, written notice of the proposed leave. When advance notice is not possible, such as in the event of a medical emergency, notice should be provided as soon as practicable. Failure to provide advance notice where foreseeable may delay or postpone the commencement of the leave.
3. When an eligible Faculty or Professional Staff Members contacts the Designated Third-Party Administrator to apply for a Medical Leave of Absence, the Administrator will request any necessary information and will also send the medical certification form to the Faculty or Professional Staff Member for completion by their health care provider.
4. Once a medical certification is requested by the Designated Third-Party Administrator, the Faculty or Professional Staff Member must provide it within 15 business days. Failure to provide requested medical certification will result in denial of the request. Denied requests cannot be reopened for the same condition.

Employee Notices

1. If the request is approved, the Faculty or Professional Staff Member must notify their immediate supervisor of the impending leave and the expected duration. However, the Faculty or Professional Staff Member is not required to reveal or discuss the details of the medical condition. It is recommended that Faculty or Professional Staff Members only discuss medical details with the professionals at the Designated Third-Party Administrator or a member of the Human Resources department.

Certifications

1. Medical certification from a health care provider will be required. Failure to provide such certification may result in a delay of the Faculty or Professional Staff Member's leave.
2. The medical certification must be provided within fifteen (15) calendar days of the Designated Third-Party Administrator's request. Drexel reserves the right to require recertification of a medical condition every 30 days. When a Faculty or Professional Staff Member learns of a change in the anticipated length of an approved leave, the Faculty or Professional Staff Member must notify the Designated Third-Party Administrator within three (3) business days of learning of such a change.
3. Drexel reserves the right to obtain a second opinion by a certified health care provider at any time that is chosen by Drexel. Should the two opinions conflict, Drexel may require that the Faculty or Professional Staff Member obtain the opinion of a third health care provider paid for by Drexel. The third health care provider will be designated or approved jointly by Drexel and the Faculty or Professional Staff Member. The decision of the third provider will be final. Failure to submit to a request for a second opinion or to attend the independent medical examination may result in a delay of approval or denial of the leave and/or revocation of currently approved leave.
4. The Faculty or Professional Staff Member is required to provide medical clearance from the treating healthcare provider stating that the Faculty or Professional Staff Member is fit to return to work.

Duration of Medical Leave

1. Eligible Faculty and Professional Staff Members may request up to 12 weeks of unpaid medical leave during any rolling 12-month period. The period from the previous twelve months will be examined and any Non-FMLA Medical Leave taken during the previous twelve-month period will be subtracted from the current 12 weeks of Non-FMLA Medical Leave entitlement. For example, if the Faculty or Professional Staff Member requests a medical leave scheduled to start on October 1, 2020, the time period from September 30, 2020 back to October 1, 2019 would be examined. If the Faculty or Professional Staff Members has not taken any Non-FMLA Medical Leave during the prior twelve months, they are entitled to up to 12 weeks of Non-FMLA Medical Leave. If the Faculty or Professional Staff Member took 4 weeks of Non-FMLA Medical Leave during the prior 12 months they would be entitled to only 8 weeks more of leave.
2. When both spouses are employed by Drexel, they have the same rights and obligations under this policy as any other eligible Faculty or Professional Staff Members. Each spouse is entitled to 12 weeks of Medical Leave for the birth and care of their newborn child, or for the care and placement with them of a child for adoption or foster care. Leave for the birth and care, or placement and care of a child must conclude within 12 months of the birth or placement of the child.
3. While employees are on an approved Medical Leave, they are relieved of all work duties and are not required to perform any duties for the duration of their leave. There will be no punitive action taken against a Faculty or Professional Staff member as a result of time taken under the Non-FMLA Medical Leave of Absence.

Compensation for Professional Staff Members when using Paid Leave

1. When a Professional Staff Member takes Non-FMLA Medical Leave they are required to use all of their available paid time during the Medical Leave. The Professional Staff Member will be required to exhaust all available paid time in the following order: sick time, then vacation time, then personal time at the beginning of the leave.
2. Professional Staff Members who have elected short-term disability will use their available sick, vacation and/or personal time to satisfy their elimination period in accordance with their short-term disability election. Should the Professional Staff Member exhaust their accrued sick, vacation and personal leave time, and there is no short- term disability election, the remainder of the leave, if any, will be unpaid.
3. Paid time off will run concurrently with Non-FMLA Medical Leave time.
4. Professional Staff Members who remain on Drexel’s payroll while using their available sick, vacation and/or personal time will be considered in an “active pay status” and will continue to accrue sick and vacation time.
5. Professional Staff Members who are not being paid by Drexel (e.g., receiving short-term disability payments from the Designated Third-Party Administrator, or have exhausted their paid leave) are considered to be in an “inactive pay status” and accruals for sick and vacation time will cease.

Compensation for Faculty Members

1. A Faculty Member who is approved for Medical Leave is entitled to up to 12 weeks of unpaid leave.
2. Faculty Members may utilize the short-term disability benefit through the Designated Third-Party Administrator if they have enrolled in the short-term disability benefit during the plan year in which the Medical Leave begins.

Faculty Member Teaching and Workload

1. Both before and after a Faculty Member commences Medical Leave, no extra duties above their normal workload shall be expected or required; at all times, the Faculty Member shall be assigned duties commensurate with their normal workload. There will be no punitive action taken against a Faculty Member as a result of time taken under the Non-FMLA Medical Leave of Absence.
2. In the event that the leave period spans two academic terms, the Faculty Member may be relieved from teaching duties for both terms at the discretion of their department head and dean. Outside of the 12 weeks of leave over those two academic terms, the Faculty Member will be responsible for their standard non-teaching duties such as research, scholarship and creative work, as well as professional development, advising, administrative duties and committee assignments.
3. Tenure-track Faculty Members may be eligible for extension of the pre-tenure period in the event of exceptional circumstances that may be related to circumstances covered by this policy. Tenure-track faculty members are eligible for an automatic one-year extension of the pre-tenure period for after each birth or after each adoption. Please refer to the Tenure and Promotion Policy [PDF].

Benefits During Leave

1. During the Non-FMLA Medical Leave, Drexel will maintain the Faculty or Professional Staff Member's health insurance with the same coverage that would have been provided if the Faculty or Professional Staff Member had been continuously employed during the entire leave period. Drexel and the Faculty or Professional Staff Member will each continue to pay their portion of the benefit costs.
2. If a Professional Staff Member goes into an unpaid pay status by exhausting available sick, vacation and/or personal time, Drexel will recover the unpaid premiums from the Professional Staff Member when they are reinstated into active pay status.
3. Drexel may recover premiums from the Faculty or Professional Staff Member paid to maintain health coverage for a Faculty or Professional Staff Member who fails to return to work from a Medical Leave.
4. University-paid life insurance, and personal accident insurance, accidental death and dismemberment, and long- term disability insurance will continue in effect for the duration of the Medical Leave.
5. A Faculty or Professional Staff Member who was participating in a dependent-care or health-care reimbursement account may continue to participate in accordance with policy provisions. No contributions can be made while the Faculty or Professional Staff Member is on any unpaid part of an Medical Leave.
6. Retirement plan contributions will continue in accordance with the provisions specified in the respective retirement plan documents.

Return from Leave

1. Following the exhaustion 12 weeks of Non-FMLA Medical Leave, failure to return to work without communication from the Faculty or Professional Staff Member to their immediate supervisor may be considered voluntary termination of employment.
2. Faculty or Professional Staff Members returning from the Medical Leave will be required to provide the Designated Third-Party Administrator medical clearance from their treating physician certifying their fitness to return to work, and are required to notify their immediate supervisor of their anticipated return date. Faculty or Professional Staff Members who are unable to return to work at the end of the leave should notify Human Resources and their immediate supervisor as soon as possible.
3. Use of the Medical Leave will not be counted against the Professional Staff Member as an "occurrence" under Drexel's Attendance Policy.

AT-WILL EMPLOYMENT NOT AFFECTED
Notwithstanding anything to the contrary stated in this policy, nothing herein is intended to alter the at-will status of any Professional Staff Member. Drexel University at all times retains the right to terminate any Professional Staff Member at any time for any lawful reason, or for no reason at all.

Bragar Eagel & Squire, P.C., and Bernstein Liebhard LLP filed on behalf of persons or entities who purchased or otherwise acquired Inspire Medical common stock between May 3, 2023, and Nov. 7, 2023.

The Minneapolis-based company develops minimally invasive implantable products for treating obstructive sleep apnea. It offers an alternative to the traditional CPAP machines made by the likes of Philips and ResMed. Inspire Medical’s reputation has grown over the past several years as Philips dealt with a massive CPAP recall and people moved away from that method of treatment.

Outlining the class action allegations against Inspire Medical

According to the law firms, Inspire introduced a pilot program in 2022. In this program, the company’s advisor care program team could directly access doctors’ electronic schedules and schedule appointments online.

Throughout the period outlined in the class action, Inspire allegedly touted the program’s effectiveness. The suits say the company boasted a 30% improvement in physician appointments. By August 2023, the suit alleges Inspire claimed more than 60 centers used the tool.

The suit alleges that during the May-August period, Inspire misled investors and/or failed to disclose key outcomes. Among the allegations, the firms say that customers encountered challenges with previous authorization submissions and scheduling appointments, despite the acceleration program. The slowdown in authorization submissions from these challenges allegedly led to a shortfall of hundreds of implant procedures.

As a result, the law firms say, Inspire’s positive statements about financial guidance, business, operations and prospects “were materially false and misleading and/or lacked a reasonable basis at all relevant times.”

Inspire’s third-quarter earnings — announced on Nov. 7 — included revenues that fell shy of expectations on Wall Street. The company also reported a decline in prior authorization submissions for patients seeking Inspire therapy. It also said it started to “track” problems with the acceleration program no later than the second quarter of 2023.

In response to the earnings, shares of INSP fell approximately 20% from $161.74 at close on Nov. 7 to $129.95 on Nov. 8. The stock has since rebounded, though, sitting at a share price of $201 before the market opened today, Dec. 27.

An Inspire spokesperson shared the following response to a request for comment:

• We are aware of the lawsuit filed against Inspire alleging securities fraud;
• We intend to vigorously defend ourselves in this matter; and
• Because this is an active litigation matter, we have no additional comments.

Securities Litigation Partner James (Josh) Wilson Encourages Investors Who Suffered Losses Exceeding $100,000 In Inspire Medical To Contact Him Directly To Discuss Their Options

If you suffered losses exceeding $100,000 investing in Inspire Medical stock or options between May 3, 2023 and November 7, 2023 and would like to discuss your legal rights, call Faruqi & Faruqi partner Josh Wilson directly at 877-247-4292 or 212-983-9330 (Ext. 1310). You may also click here for additional information: www.faruqilaw.com/INSP.

There is no cost or obligation to you.

New York, New York--(Newsfile Corp. - December 29, 2023) - Faruqi & Faruqi, LLP, a leading national securities law firm, is investigating potential claims against Inspire Medical Systems, Inc. ("Inspire Medical" or the "Company") (NYSE: INSP) and reminds investors of the February 20, 2024 deadline to seek the role of lead plaintiff in a federal securities class action that has been filed against the Company.

Faruqi & Faruqi is a leading minority and Woman-owned national securities law firm with offices in New York, Pennsylvania, California and Georgia.

As detailed below, the complaint alleges that the Company and its executives violated federal securities laws by making false and/or misleading statements and/or failing to disclose that: (1) despite the Acceleration Program, customers were encountering challenges with the prior authorization submission process, including with the scheduling of appointments; (2) a slowdown in prior authorization submissions arising from these challenges led to a shortfall of hundreds of procedures to implant the Company's OSA device; and (3) as a result, Defendants' positive statements about the Company's financial guidance, business, operations, and prospects were materially false and misleading and/or lacked a reasonable basis at all relevant times.

The truth emerged after the close of markets on November 7, 2023, when the Company announced disappointing earnings results for the third quarter of 2023, including "a decline in prior authorization submissions for patients seeking Inspire therapy." Inspire Medical further admitted it had started to "track" problems with the Acceleration Program no later than the second quarter of 2023, the Company "had strong confirmation" of the problems with the Acceleration Program, and the Company "realized we needed to take some corrective action."

In response to this news, shares of Inspire Medical declined approximately 20%, from a closing price of $161.74 per share on November 7, 2023, to a closing price of $129.95 per share on November 8, 2023.

The court-appointed lead plaintiff is the investor with the largest financial interest in the relief sought by the class who is adequate and typical of class members who directs and oversees the litigation on behalf of the putative class. Any member of the putative class may move the Court to serve as lead plaintiff through counsel of their choice, or may choose to do nothing and remain an absent class member. Your ability to share in any recovery is not affected by the decision to serve as a lead plaintiff or not.

Faruqi & Faruqi, LLP also encourages anyone with information regarding Inspire Medical's conduct to contact the firm, including whistleblowers, former employees, shareholders and others.

Attorney Advertising. The law firm responsible for this advertisement is Faruqi & Faruqi, LLP (www.faruqilaw.com). Prior results do not ensure or predict a similar outcome with respect to any future matter. We welcome the opportunity to discuss your particular case. All communications will be treated in a confidential manner.

To view the source version of this press release, please visit https://www.newsfilecorp.com/release/192404

Community Action of Etowah County Inc. will begin scheduling appointments for its regular and crisis low-income heating programs on Jan. 17.

Office hours are 8 a.m. to 5 p.m. Monday through Friday; the office is closed from noon to 1 p.m. for lunch. Only applicants with pending applications will be served on Fridays.

Applicants are eligible if the household heats with natural or butane gas, or is totally electric, and applicants meet Fiscal Year 2024 eligibility requirements.

The Regular Heating Program provides general heating assistance to eligible households that meet the guidelines set by the Alabama Department of Economic and Community Affairs.

The Crisis Heating Program provides assistance to households with an energy-related crisis. Any household member with a medical situation caused or aggravated by extreme heat or cold may apply for crisis assistance, with verification by a physician or nurse on the agency-provided “Physician/Nurse Medical Statement.”

Households must meet all points of eligibility before assistance can be awarded. Documents provided must be for the month before the date of an appointment.

The following documents are required and may be submitted through fax or email:

• Total household gross Income (from all sources)

• Social Security cards of all household members (Medicaid cards are not accepted)

• Photo ID of head-of-household and/or spouse (IDs expired more than six months prior cannot be accepted)

• Food stamp allotment letters for all household members (SNAP beneifts)

• Child support payments received (bank statements or electronic copies accepted; a written statement from the parent is not acceptable)

• Current/signed lease agreement (public housing lease showing utility allowance)

• Current gas or power bill (if totally electric)

Household members who are unemployed and currently do not have income must complete a "Declaration of Household Income" form provided by Community Action of Etowah County.

Employed household members must provide check stubs as verification of income. Bank statements cannot be used to verify income from SS or SSI benefits. If a person in the household has applied for SS or SSI and the status is pending, a letter from the Social Security office or a representation letter from any attorney is required. Custody claims must be Checked with legal documentation, such as guardianship declarations.

Residents who live in assisted living or public housing projects, and are responsible for out-of-pocket payments for utility bills, may qualify for the regular and crisis utility assistance program. In addition to all other eligibility requirements, households must provide proof of out-of-pocket "utility allowance" and "utility reimbursement" payments (lease agreement/tenant income certification.

Fiscal Year 2024 Monthly Income eligibility requirements are:

For more information, contact Community Action of Etowah County at 256-546-9271.

This article originally appeared on The Gadsden Times: Community Action of Etowah County offers heating assistance