Texas — along with 24 other states — has filed lawsuits against a recent set of soot pollution standards from the EPA. Photo via Pixabay/Pexels

A new Biden administration rule that sets tougher standards for deadly soot pollution faced a barrage of legal challenges Wednesday, as 25 Republican-led states — including Texas — and a host of business groups filed lawsuits seeking to block the rule in court.

Twenty-four states, led by attorneys general from Kentucky and West Virginia, filed a joint challenge stating that new Environmental Protection Agency rule would raise costs for manufacturers, utilities and families and could block new manufacturing plants and infrastructure such as roads and bridges. Texas filed a separate suit, as did business groups led by the U.S. Chamber of Commerce and National Association of Manufacturers.

“The EPA’s new rule has more to do with advancing President (Joe) Biden’s radical green agenda than protecting Kentuckians’ health or the environment, said Kentucky Attorney General Russell Coleman, who is leading the joint lawsuit along with West Virginia Attorney General Patrick Morrisey.

The EPA rule “will drive jobs and investment out of Kentucky and overseas, leaving employers and hardworking families to pay the price,” Coleman said.

The soot rule is one of several EPA dictates under attack from industry groups and Republican-led states. The Supreme Court heard arguments last month on a GOP challenge to the agency's “good neighbor rule,” which restricts smokestack emissions from power plants and other industrial sources that burden downwind areas.

Three energy-producing states — Ohio, Indiana and West Virginia — challenged the rule, along with the steel industry and other groups, calling it costly and ineffective. The rule is on hold in a dozen states because of the court challenges.

In opposing the soot rule, Republicans and industry groups say the United States already has some of the strictest air quality standards in the world — tougher than the European Union or major polluters such as China and India.

Tightening U.S. standards "wouldn't improve public health, but it would put as many as 30% of all U.S. counties out of compliance under federal law, leading to aggressive new permitting requirements that could effectively block new economic activity,'' Coleman said.

The EPA rule sets maximum levels of fine particle pollution — more commonly known as soot — at 9 micrograms per cubic meter of air, down from 12 micrograms established a decade ago under the Obama administration.

Environmental and public health groups hailed the rule as a major step to improve the health of Americans, including future generations. EPA scientists have estimated exposure at previous limits contributed to thousands of early deaths from heart disease and lung cancer, along with other health problems.

EPA Administrator Michael Regan said the new soot rule, finalized last month, would create $46 billion in net health benefits by 2032, including prevention of up to 800,000 asthma attacks and 4,500 premature deaths. The rule will especially benefit children, older adults and those with heart and lung conditions, Regan said, as well as people in low-income and minority communities adversely affected by decades of industrial pollution.

"We do not have to sacrifice people to have a prosperous and booming economy,″ Regan said.

Biden is seeking reelection, and some fellow Democrats have warned that a tough new soot standard could harm his chances in key industrial states such as Pennsylvania, Michigan and Wisconsin.

The EPA and White House officials brushed aside those concerns, saying the industry has developed technical improvements to meet previous soot standards and can adapt to meet the new ones. Soot pollution has declined by 42% since 2000, even as the U.S. gross domestic product has increased by 52%, Regan said.

The new rule does not impose pollution controls on specific industries. Instead, it lowers the annual standard for fine particulate matter for overall air quality. The EPA will use air sampling to identify counties and other areas that do not meet the new standard. States would then have 18 months to develop compliance plans for those areas. States that do not meet the new standard by 2032 could face penalties, although EPA said it expects that 99% of U.S. counties will be able to meet the revised annual standard by 2032.

Industry groups and Republican officials dispute that and say a lower soot limit could put hundreds of U.S. counties out of compliance.

The U.S. Chamber of Commerce warned the White House in January that 43% of total particulate emissions come from wildfires, and called the pollution standard "the wrong tool to address this problem.''

The EPA said it will work with states, counties and tribes to account for and respond to wildfires, an increasing source of soot pollution, especially in the West, where climate change has led to longer wildfire seasons, with more frequent and intense fires. The agency allows states and air agencies to request exemptions from air-quality standards due to “exceptional events," including wildfires and prescribed fires.

Besides Kentucky, West Virginia and Texas, other states challenging the EPA rule include: Alabama, Alaska, Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Louisiana, Mississippi, Missouri, Montana, Nebraska, North Dakota, Ohio, Oklahoma, South Carolina, South Dakota, Tennessee, Utah and Wyoming.

All three cases were filed before the U.S. Court of Appeals for the District of Columbia.

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Houston environmental firm makes partnership to deliver low-carbon ship fuel

renewable shipping

Houston-headquartered environmental services firm Anew Climate and Vancouver-based ship-to-ship marine bunkering of liquified natural gas company Seaspan Energy have entered into a first-of-its-kind strategic agreement to offer the delivery of renewable liquefied natural gas (R-LNG) to customers on the North American West Coast.

“We’re proud to collaborate with Anew Climate to forge a new path for lower-carbon marine fuel,” Harly Penner, president of Seaspan Energy, said in a news release. “This partnership supports our goal to provide cleaner energy solutions to the maritime industry and demonstrates our dedication to innovation and environmental leadership.”

Anew will supply renewable natural gas (RNG) certified by the International Sustainability and Carbon Certification (ISCC). The RNG will comply with the International Maritime Organization's (IMO) Net-Zero Framework, which recently approved measures to encourage emissions reductions, and the FuelEU Maritime Regulation in the European Union.

Together, the companies aim to identify and develop commercial opportunities to promote the adoption of lower-carbon fuels and deliver ISCC-certified renewable liquified natural gas (R-LNG) to ships throughout the North American West Coast.

The partnership builds upon Anew Climate’s bio-LNG bunkering, which was developed in 2021 when the company was known as Element Markets. It was the first bio-LNG bunkering, or refueling with bio-LNG, in the U.S.

“At a time when global shipping is under pressure to decarbonize, this partnership brings together two innovators committed to advancing sustainable solutions,” Andy Brosnan, president of Anew Climate Low Carbon Fuels, said in a news release. “By combining Anew’s expertise in RNG with Seaspan’s marine logistic capabilities, we’re offering a market-leading approach to help shipowners meet evolving emissions requirements and reduce their environmental impact without compromising performance.”

In July, Anew also extended its agreement with CNX Resources to market remediated mine gas, which is an ultra-low carbon intensity energy source from captured waste methane. It also announced a 10-year agreement earlier this summer with Aurora Sustainable Lands and Microsoft to deliver 4.8 million nature-based carbon removal credits. Anew Climate, founded in 2001, states that its mission is to reduce emissions, environmental restoration and impact the climate in a positive way.

Houston energy firm to develop data center projects in Matagorda County

data center developments

Houston-based Barrio Energy will develop two new projects for 10-megawatt data center sites in Matagorda County.

Located in the ERCOT South Zone, the projects will assist in powering advanced computing operations, modular data centers and cryptocurrency mining, according to a news release.

Barrio Energy is a provider of energy infrastructure solutions for computing and data centers, and its new locations will build on its existing Texas sites in Monahans, George West, Lolita and Tyler. The Tyler location, a 12-megawatt data center connected to the ERCOT grid, opened in 2024.

“The ERCOT South Zone’s strong infrastructure and access to abundant power make it an optimal location for next-generation computing,” Ivan Pinney, CEO of Barrio Energy, said in a news release. “These developments expand our portfolio and contribute to local economic growth through job creation and technological innovation.”

Operations at the first of the two sites are expected to commence in Q4 2025, with the second site following in Q1 2026.

“We are excited to advance these two high-potential 10MW sites in Matagorda County, which perfectly align with our mission to provide scalable, efficient energy solutions for our clients,” Pinney added in the release.

Expert: 6 solutions to address the energy industry’s talent shortage

Guest Column

Across the energy sector, companies are facing the growing challenge of finding skilled workers. In fact, 71% of energy employers say they are struggling to fill open roles. What is causing the shortage? A mix of factors, including an aging workforce, outdated perceptions of the industry and a rising global demand for energy.

This talent gap threatens progress on big goals like transitioning to cleaner energy, upgrading infrastructure and driving innovation in renewables. Solving the problem isn’t simple, but it is possible. It is going to take a coordinated, long-term approach that includes education, recruitment, training, retention and supportive policies. Let’s explore some practical solutions.

1. Build a strong foundation through STEM and career pathway awareness

Solving the workforce shortage starts well before college or the first job offer. We need to reach students early, with STEM education, career exposure and clear pathways to energy careers. Elementary, middle and high school programs that connect science and math with real-world energy applications can spark curiosity and show students the range of opportunities available in the energy industry.

Organizations like the Energy Education Foundation are helping by partnering with educators and employers to align curriculum with real industry needs and bring energy topics to life in the classroom. We also need to ensure students understand the full range of energy systems, from traditional oil and gas to renewables like wind and solar, as well as nuclear, hydrogen and other emerging technologies. A broad, well-rounded understanding of the entire energy value chain will better prepare them for the future of work in this dynamic industry.

As technologies evolve, so must the systems that prepare people to work with them. Energy companies can collaborate with universities, trade schools and community colleges to design programs that match today’s job requirements through hands-on apprenticeships, industry-recognized certifications and digital skills training.

Affordability can also be a barrier for many students who are interested in energy careers but face financial obstacles to higher education. While four-year degrees are important for some roles, they are not the only path into the industry. Trade schools, community colleges and certificate programs offer fast, affordable routes into high-demand jobs, often with strong earning potential right out of the gate. The industry can do more to elevate these options by promoting offshore, field and technical roles as innovative, high-impact careers.

2. Help today’s workforce learn new skills

As more energy companies adopt digital tools like automation, artificial intelligence and data analytics, there is a growing need for employees with the tech skills to match. But right now, there is a shortage of those skills across the board. That is why upskilling and reskilling current employees is so important. Companies can create internal training platforms, offer recognized certifications and explore immersive tools like virtual reality to simulate real-world scenarios. Cross-training employees to understand both traditional and renewable energy systems can also help build more flexible, future-ready teams.

3. Open the doors to broaden and diversify talent

The energy industry, being a global enterprise, has much to gain from embracing diversity across various dimensions, including cultural backgrounds, languages, work styles and time zone considerations. Research shows that culturally diverse companies are 33% more likely to out-innovate their competitors. These organizations are better equipped to generate a wide range of ideas and transform them into valuable products or services. The most successful firms offer equitable advancement opportunities, paid time off, family leave, mentoring and sponsorship programs and environments grounded in respect and fairness. These practices make a big difference not just in attracting talent, but in keeping it.

4. Use technology to support, not replace, people

From exploring new energy sources to managing the grid and storing power, technology is transforming the industry. But instead of replacing jobs, tools like AI and automation can be used to make work safer, smarter and more efficient. For instance, smart grid systems and AI-powered planning tools can cut downtime and boost productivity, freeing up skilled employees to focus on more strategic and creative tasks. When used thoughtfully, technology becomes an ally that helps teams do their best work.

5. Strengthen retention through purpose

While offering competitive salaries is important, it’s only one part of the equation. Many energy companies face challenges in areas such as career development, workplace culture and building trust in leadership. These elements play a significant role in shaping the employee experience and can strongly influence retention.

For younger professionals, particularly millennials and Gen Z, the opportunity to address sustainability challenges is especially compelling. A 2024 survey revealed that nearly 90% of respondents in these groups believe it’s essential for their work to make a difference, with 88% stating that their job should align with their personal values. Clean energy careers strongly align with these expectations. In fact, 81% of surveyed individuals see the clean energy sector as a promising career path. Among the top reasons cited were the sector’s positive environmental impact and the opportunity to be part of something larger than themselves. Even among those currently employed in unrelated fields, 65% expressed a willingness to pivot to a clean energy role, underscoring the growing demand for purpose-driven careers. People want to feel like their work matters and that they are growing. In a fast-evolving sector, building a strong team is about offering purpose, not just perks.

6. Embrace collaboration

No single company can solve the energy workforce shortage on its own. This is a shared challenge, and it needs a shared solution. That means governments, schools and businesses need to collaborate on everything from education to job training. As an example, it is critical to align training programs with real workforce needs. That means sharing data across sectors to understand where demand is heading and making sure employees are trained for the jobs of the future.

The energy sector is at a turning point. As we continue to embrace energy expansion, we need a workforce that can make it all happen. That requires more than quick fixes. It takes a long-term, inclusive approach that supports talent at every stage, from early education to career advancement. By investing in people as intentionally as we invest in technology and infrastructure, we can close the talent gap and build a workforce ready to power a stronger energy future.

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Kristen Barley is the executive director of the Energy Education Foundation, a nonprofit dedicated to inspiring the next generation of energy leaders by providing comprehensive, engaging education that spans the entire energy spectrum.