Under the federal Americans with Disabilities Act (ADA), employers may ask for reasonable documentation of employees’ limitations when conditions aren’t obvious or when they don’t already have enough documentation. This step occurs when employees ask for accommodations as part of an interactive process with employers. Once employers have enough information, they shouldn’t ask for updated documentation unless something has changed.

An employer learned that asking for updated documentation and pausing the accommodation process didn’t sit well with the Equal Employment Opportunity Commission (EEOC) or a court.

Shipping papers, placards, and cargo securement dominated the list of reasons drivers received hazardous materials (hazmat or HM) violations during roadside inspections in 2025.

Out of 3.1 million roadside inspections last year, there were 35,700 hazmat violations, and 26 percent of those resulted in an out-of-service (OOS) order. Being familiar with the most common hazmat violations can help drivers and motor carriers take steps to avoid them.

In certain situations, employers can claim “undue hardship” when it comes to workplace accommodations under the federal Americans with Disabilities Act (ADA). An undue hardship occurs when providing the particular accommodation would result in significant difficulty or expense, based on a company’s resources and business operations. One employer learned how this defense can work to its benefit.

On November 15, 2022, Sara, an employee, was diagnosed with cancer. She told her supervisor, John, of her diagnosis and that surgery was scheduled for December 6. She requested leave under the federal Family and Medical Leave Act (FMLA) from December 6 to February 27, 2023, and the employer approved it.