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FEATURED NEWS
2025-10-09T05:00:00Z
NewsIndustry NewsIndustry NewsFleet SafetyAnnual inspections - Motor CarrierFocus AreaUSAEnglishTransportationCMV Inspections
Transportation’s annual checkup: 2025 Roadcheck results
This year’s International Roadcheck results have been officially released, offering a glimpse into truck/motorcoach safety performance.
The Commercial Vehicle Safety Alliance’s (CVSA’s) three-day event from May 13–15, 2025, yielded 56,178 total inspections across Mexico, the U.S., and Canada. The areas of focus for this year’s event included an examination of records of duty status (RODS) and tires.
International Roadcheck 2025 results
Approximately 82 percent of commercial motor vehicles (CMVs) and 94 percent of CMV drivers got through the inspection without any out-of-service (OOS) violations.
In contrast, approximately:
- 18 percent (10,148) of inspected vehicles were placed OOS, and
- 6 percent (3,342) of CMV drivers were placed OOS.
Inspectors identified a total of 13,553 vehicle OOS violations and 3,317 driver OOS violations, as well as 177 hazardous materials/dangerous goods OOS violations.
2025 focus results
The 2025 driver focus area was on identifying false RODS, which are a serious violation that conceals a driver’s true number of hours on-duty or driving time. RODS violations accounted for 10 percent (332) of all driver OOS violations.
The 2025 vehicle focus area was on tires, which are critical for vehicle and roadway safety. In total, inspectors discovered 2,899 OOS violations related to tires, making up 21.4 percent of all vehicle OOS violations. Severe cuts, improperly rated tires, flat tires, and insufficient tread depth were all violations that could place a vehicle OOS.
Inspections by level
The 56,178 total inspection levels break down as follows:
- Level I Inspections: 30,060
- Level II Inspections: 13,150
- Level III Inspections: 11,743
- Level V Inspections: 1,225
Level I Inspections include a 37-step process that checks the driver’s credentials and the vehicle’s components while a Level II Inspection is a less-comprehensive walk-around driver and vehicle inspection. A Level III Inspection is a driver-only inspection and checks credentials, Clearinghouse status, and hours-of-service records. Finally, a Level V Inspection is a comprehensive vehicle-only inspection.
Top 5
Top 5 North American vehicle OOS violations:
- Brake Systems: 3,304
- Tires: 2,899
- 20% Defective Brakes: 2,257
- Lights: 1,737
- Cargo securement: 1,549
Top 5 North American driver OOS violations:
- Hours of service: 1,076
- No commercial driver’s license: 810
- No medical card: 493
- False logs: 332
- Suspended driver’s license/commercial driver’s license: 170
The top 5 North American hazardous materials/dangerous goods OOS violations:
- Loading: 51
- Shipping papers: 36
- Placards: 32
- Training certification: 30
- Markings: 13
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RECENT INDUSTRY HIGHLIGHTS
2025-10-09T05:00:00Z
NewsIndustry NewsCranes, Lifts, and ScaffoldingSafety & HealthCranes, Lifts, and ScaffoldingConstruction SafetyGeneral Industry SafetyIn-Depth ArticleEnglishFocus AreaUSA
Top 5 compliance FAQ’s for cranes, lifts, and scaffolds
Did you know that cranes, lifts, and scaffolds are some of the most frequently cited pieces of equipment during OSHA inspections?
Cranes, lifts, and scaffolds are essential for many worksites, both in construction and general industry. The OSHA regulations differ depending on whether your work falls under construction (29 CFR 1926) or general industry (29 CFR 1910).
Below are five common compliance questions employers frequently ask, with guidance for both environments.
1. What are the main OSHA standards that apply to cranes, lifts, and scaffolds?
The regulations are extensive, both for general industry and construction. While most of the requirements are very similar, we encourage you to review the regulations specific to your industry.
Construction:
- Cranes: 29 CFR 1926 Subpart CC (Cranes & Derricks in Construction)
- Aerial lifts: 29 CFR 1926.453 (part of Subpart L – Scaffolds)
- Scaffolds (including scissor lifts): 29 CFR 1926 Subpart L
General industry:
- Cranes: 29 CFR 1910.179 (Overhead & Gantry Cranes); 1910.180 (Crawler locomotive and truck cranes)
- Aerial lifts & scissor lifts: 29 CFR 1910.67
- Scaffolds: 29 CFR 1926 Subpart L
- Scissor lifts: 29 CFR 1926 Subpart L
Note that OSHA considers scissor lifts to be “mobile scaffolds” which are found in 1926 Subpart L and are applicable to both general industry and construction.
2. Who is allowed to operate cranes and aerial lifts?
OSHA requires only trained and qualified operators—but the qualification process varies slightly.
Construction: Crane operators must be certified by an accredited testing organization or through an audited employer program (1926.1427). Aerial lift operators must complete task-specific training before use.
General industry: While crane operators do not always need formal third-party certification, they must be designated, trained, and competent to operate safely (1910.179). Aerial lift operators must still be trained per 1910.67(c)(2).
In both settings, refresher training is required if unsafe operation or new equipment is introduced.
3. How often do cranes, lifts, and scaffolds need to be inspected?
Inspection frequency and documentation are important for all pieces of equipment.
- Cranes: Daily visual checks before use; monthly checks; and annual inspections by a qualified person are required in both industries.
- Aerial lifts: Pre-use inspections each day of operation are mandatory for both industries.
- Scaffolds: Must be inspected by a competent person before each shift and after any event that could affect stability.
4. What fall protection is required when using this equipment?
- Aerial lifts: Both standards require a body harness and lanyard attached to the lift’s designated anchor point.
- Scaffolds: Construction regulations have different fall protection requirements depending on which type of scaffold is used, while general industry applies fall protection at 4 feet (1910.28).
- Scissor lifts: While it is highly recommended, fall protection is not required in scissor lifts if there is adequate guardrails in good condition.
5. What are common violations to watch out for?
Top OSHA citations include:
- Untrained or uncertified operators
- Missing or damaged guardrails on scaffolds
- Failure to perform required inspections
- Overloading equipment beyond capacity
- Lack of fall protection during maintenance or setup
Proactive training, documented inspections, and strong safety culture reduce risk and help avoid citations under either standard.
Key to remember: Compliance with OSHA’s cranes, lifts, and scaffolds regulations protects workers and avoids hefty penalties from violations.
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2025-10-09T05:00:00Z
NewsIndustry NewsEnglishWork-life balanceAssociate RelationsHR GeneralistIn-Depth ArticleEmployee Mental HealthHR ManagementWellnessWellnessWorkplace StressFocus AreaUSAHuman Resources
Surprising ways to support stress relief in your workplace
Some workplace stress is inevitable. A customer’s mood, bad weather, heavy traffic, and tight deadlines can send stress levels soaring and often can’t be avoided or controlled.
While we can’t rid the workplace of stress completely, there are ways to turn down the temperature and reduce the chances that long-term stress will take its toll. October 10 is World Mental Health Day, and provides a great opportunity to look into ways to help workers ease the strain of stress. You might be surprised at the impact your policies, processes, and programs can make.
To set the tone for a supportive workplace culture:
- Be flexible. A lack of control is a significant source of stress. Offering the option for flexible work hours when possible, gives workers some control over when they do their jobs and can help them balance family obligations with workplace expectations. It also shows respect and builds trust. In addition, giving employees whose jobs can be done from home the opportunity to work remotely on one or more days of the week also provides them with control over where their work gets done and takes away the stress of a daily commute.
- Set boundaries. Establish policies around emails and phone calls, making it clear that workers ae not expected to respond after the workday ends. Encouraging employees to respond 24/7 saps energy and strains mental health. If after-hours coverage is needed, rotate responsibilities.
- Train managers to listen. Supervisors should be trained to communicate effectively with staff members. When employees have concerns, managers should practice active listening. This involves letting employees know they are being heard by making eye contact, asking questions, and engaging in conversation. In addition, training in empathy can help managers be more understanding and do a better job of addressing issues.
- Help employees with organization. Being disorganized can result in inefficiency and missed deadlines that bring stress and anxiety. Provide training in time management techniques and organizational skills that can help employees reduce clutter, sort through tasks, and focus on priorities.
- Emphasize wellness. Eating right, getting enough sleep, and being active support resilience and help employees do a better job of coping with stress.
- Shine the spotlight on mental health. Promote the mental health benefits offered by your company. Publicize your employee assistance program and local mental health services through articles on your intranet, newsletters, team meeting discussions, and posters in the break room and bathrooms.
- Provide options for volunteering. Helping others provides workers with a sense of purpose and the benefit of working toward a common goal, as well as social connections and emotional support.
Key to remember: In honor of World Mental Health Day, take time to consider how your policies, process, and programs can help ease workplace stress.
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2025-10-09T05:00:00Z
NewsI-9sVisasI-9sE-VerifyUSAHR ManagementEnglishTalent Management & RecruitingAssociate Benefits & CompensationIndustry NewsIndustry NewsRecruiting and hiringRecruiting and hiringHR GeneralistApplications/ApplicantsAssociate RelationsFocus AreaHuman Resources
E-Verify is back up and running amidst government shutdown
On October 9, the U.S. Citizenship and Immigration Services (USCIS) indicated that the E-Verify system is once again running, despite the government shutdown.
Employers that participate in E-Verify must create an E-Verify case by October 14 for each employee hired while the system wasn’t available. They must use the hire date from the employee’s Form I-9 when creating the E-Verify case.
If employers couldn’t create an E-Verify case by the third business day after an employee began work for pay because the system wasn’t available, E-Verify will prompt them during case creation to provide a reason for the delay. Impacted employers should:
- Select “Other” from the “Select a Reason for Delay” drop-down menu, and
- Enter “E Verify not Available” as the specific reason in the “Reason for Delay” text box.
The days E-Verify was unavailable won’t count toward the three business days employers usually have to create a case.
Mismatches
If an employee received a mismatch and notified the employer of their intention to contest it, and the employer provided the “Referral Date Confirmation” to the employee, the employer must revise the date by which the employee must contact the Social Security Administration (SSA) or the Department of Homeland Security (DHS) to begin resolving the mismatch.
An employer has three options to provide a revised date to the employee for their “Referral Date Confirmation” notice:
- The best option is to print a new “Referral Date Confirmation” notice that will have the new date employees must contact the SSA or DHS to begin resolving their mismatch. To reprint a copy of the employee’s “Referral Date Confirmation,” an employer must log in to E Verify, select the employee’s case, and select the “Print Confirmation” button.
- The next option is to log in to E Verify, select the employee’s case to find their new referral date, and write the new date on the previously issued “Referral Date Confirmation” notice.
- The third option is to add six federal business days to the date on the employee’s “Referral Date Confirmation” notice. Federal business days are Monday through Friday and don’t include federal holidays.
For mismatch cases that were referred once E-Verify resumed operations on or after October 8, an employer shouldn’t add days to the time the employee has to contact either the SSA or DHS. If the employee decided to contest the mismatch when E-Verify was unavailable, the employer should refer the employee’s case and follow the mismatch process.
Federal contractors
For federal contractors, any calendar day when E-Verify was unavailable won’t count toward any of their deadlines.
Key to remember: The E-Verify system is back up. Affected employers have only until October 14 to input cases that have happened since the government shutdown began to stay in compliance.
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NewsIndustry NewsCompliance reviews - Motor CarrierFleet SafetyEnglishHours of ServiceHours of ServiceMonthly Roundup VideoFocus AreaUSAFleet OperationsEnforcement - DOTRoadside InspectionsTransportationVideo
Transportation Monthly Round Up - September 2025
In this September 2025 round up, we will discuss the federal government shutdown, the DOT agenda for 2026, and two new Hours-of-Service pilot programs. Let's get started.
I want to address the federal government shutdown and how it may impact motor carriers. Roadside inspections are considered an essential safety function. Both federal and state enforcement partners perform these inspections, and most weigh stations are run by state DOT agencies, which aren’t directly affected by the federal shutdown.
While the day-to-day enforcement likely won’t change, some aspects of the FMCSA and DOT operations may slow down, such as:
- Rulemaking and new initiatives: Any changes to federal regulations will pause.
- Audits and investigations: Compliance reviews and safety audits may take longer, although enforcement of violations will continue.
- Administrative support: Processing non-urgent matters, permits, or correspondence may be slower.
After a long delay, the DOT has issued its rulemaking plans for the year ahead, including a variety of actions that will impact motor carriers and drivers. The FMCSA and DOT plan to issue over 20 final rule changes before the end of the year and propose another 25 changes within the next 12 months, though such projections are often overly optimistic.
Among the changes: updates to the Drug & Alcohol Clearinghouse and electronic logging device rules (ELD) rules, changes to the bumper labeling requirements, removal of the need to carry spare fuses, and an increase in fines. Gone from the agenda are controversial rules mandating the use of speed limiters and requiring reflective tape on straight trucks. The public will be invited to weigh in with comments.
Two new hours-of-service pilot programs were announced to increase flexibility and, make drivers’ jobs safer and easier to accomplish. The programs include the Split Duty Period pilot program and the Flexible Sleeper Berth pilot program.
The Split Duty Period pilot program will allow drivers to pause the 14-hour driving window for no less than 30 minutes and no more than 3 hours. The Flexible Sleeper Berth pilot program will look to more sleeper berth split options beyond the current 8/2 and 7/3 options (e.g., splitting the 10-hour-off-duty requirement into 6/4 and 5/5/ splits). The FMCSA is requesting comments for these two new programs by November 17, 2025.
That’s it for this month’s round up. Stay safe, and thanks for watching.
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NewsMonthly Roundup VideoFamily and Medical Leave Act (FMLA)LeaveFamily and Medical Leave Act (FMLA)USAHuman ResourcesLeaveHR ManagementEnglishAssociate Benefits & CompensationIndustry NewsWage and HourWage and HourHR GeneralistFair Labor Standards Act (FLSA)Associate RelationsFocus AreaVideo
HR Monthly Round Up - September 2025
In this September 2025 roundup video, we’ll review the most impactful HR news.
Welcome, everyone! In the next few minutes, we’ll review the latest HR news. Let’s get started.
On September 4, the U.S. Department of Labor’s Wage and Hour Division published its Spring 2025 unified agenda. The agenda offers a glimpse into what the agency is working on in terms of employment-related regulations. As expected, the agency plans to rework some regulations and get rid of others. For example, employers can anticipate hearing something soon about the independent contractor rule, as well as a proposed rule on joint employers.
However, the rule about the federal salary threshold for the white-collar exemption under the Fair Labor Standards Act was moved to long-term actions. This means it’s under development, but the agency doesn’t expect to have any regulatory action for at least a year. In the meantime, the agency is applying the salary threshold set in its 2019 rule.
In other news, the Federal Trade Commission took steps on September 5 to dismiss appeals in two federal circuit courts and allow a rule banning noncompete agreements to die. If this hadn't happened, employers would have needed to notify current and former workers (except senior executives) bound by existing noncomplete agreements that their agreements wouldn't be enforced.
While the FTC rule was vacated at the federal level, employers must still comply with state laws on noncompete agreements. These laws vary. Some states prohibit noncompete agreements altogether. Others restrict them to higher-paid workers.
And finally, on September 9, bipartisan legislation was introduced in Congress to expand leave eligibility under the Family and Medical Leave Act specifically for educational support staff. Because their work schedules are limited to the school year, many educational support staff members don’t qualify for FMLA leave because they don’t meet the 1,250-hour threshold needed to qualify for FMLA leave. This keeps them from being able to take FMLA leave for themselves or to care for a family member.
While this measure is only in the beginning stages of the legislative process and might not pass, employers should be aware that Congress still has leave law changes on its radar.
That’s all the HR news we have time for today. Thanks for watching. See you next month!
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Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.