Regulatory Compliance News & Updates
Keep up to date on the latest
developments affecting OSHA, DOT,
EPA, and DOL regulatory compliance.
Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
Safety & Compliance News
FEATURED NEWS
2026-03-30T05:00:00Z
NewsIndustry NewsFleet SafetyRisk Management ProgramRisk Management ProgramFocus AreaIn-Depth ArticleFleet OperationsEnglishTransportationUSA
From day one to trusted pro: How safety mindset grows across a trucking career
Safety in trucking isn’t just a set of rules to follow. It’s a mindset that develops over time, shaped by experience, awareness, and responsibility.
From a driver’s first day behind the wheel through decades on the road, each phase of a career influences how risks are managed and decisions are made. Understanding how safety culture evolves helps both drivers and fleets support habits that protect people, equipment, and freight throughout an entire career.
New drivers: Laying the foundation
For new drivers, every mile brings something unfamiliar. Inspections, backing, traffic flow, weather, and trip planning all require focus and learning. Because everything is new, most drivers pay close attention to instructions and best practices. This early caution is valuable and should be reinforced.
The first months on the road are the ideal time to establish routines that last a lifetime. Thorough pretrip inspections, proper following distance, defensive driving, and smart rest planning begin to feel natural when practiced consistently. New drivers who ask questions, seek feedback, and accept coaching build confidence faster and reduce the risk of avoidable mistakes. A supportive environment encourages growth and strengthens early safety habits.
This stage also teaches drivers to recognize personal limits. Long hours and changing schedules can challenge both energy and focus. Learning to identify fatigue, manage stress, and speak up when rest is needed builds a sense of responsibility that carries forward for years.
Midcareer drivers: Staying sharp
Midcareer drivers bring valuable experience and familiarity with the job. They’ve handled difficult routes, tight schedules, and changing conditions. While experience builds confidence, it can also introduce risk if attention slips.
When tasks become routine, it’s easier to skip steps or assume situations will turn out as expected. A rushed inspection or moment of distraction may seem minor but can lead to serious consequences. This phase of a career calls for renewed awareness and a return to the fundamentals learned early on.
Midcareer drivers also serve as examples for newer team members. Their habits are observed closely. By staying consistent, following procedures, and keeping up with new regulations and technology, they help reinforce a strong safety culture across the fleet.
Veteran drivers: Leading with experience
Veteran drivers have faced nearly every scenario the road can offer. Their calm approach and ability to anticipate trouble are powerful tools. Still, experience alone does not guarantee safety.
The most respected veteran drivers treat every trip as unique. They remain alert to changing traffic patterns, equipment updates, and evolving best practices. Many also take on a mentoring role, sharing knowledge and reinforcing safe habits among less experienced drivers.
Key to remember: A successful driver is measured not only by miles traveled but by the ongoing commitment to safety that makes every mile possible.
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RECENT INDUSTRY HIGHLIGHTS
2026-03-30T05:00:00Z
NewsIndustry NewsIndustry NewsSafety & HealthInjury and Illness RecordkeepingConstruction SafetyGeneral Industry SafetyAgriculture SafetyMaritime SafetyUSAEnglishFocus AreaInjury and Illness Recordkeeping
Nonfatal workplace injuries, illnesses down 3.1 percent from 2023
Data from the Bureau of Labor Statistics (BLS) show nonfatal workplace injuries and illnesses decreased in 2024, down 3.1 percent from 2023. This is largely due to a 26 percent overall drop in illness cases, which in turn stemmed from a 46.1 percent decrease in respiratory illnesses, the lowest level since 2019.
The incident rate was 2.3 cases per 100 full-time equivalent workers, down from 2.4 in 2023. Cases involving days away from work, job restriction, or transfer (DART) also decreased.
Of the 2.5 million nonfatal injuries and illnesses reported by private employers, the majority were in healthcare and social assistance, retail trade, and manufacturing.
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2026-03-27T05:00:00Z
NewsIndustry NewsCERCLA, SARA, EPCRAToxics Release Inventory ReportingEnvironmentalIn-Depth ArticleEnglishSARA ComplianceFocus AreaUSA
Expert Insights: Four commonly overlooked categories in TRI reporting
TRI reporting can be tricky, even for seasoned EHS teams. Many facilities meet all the requirements but still miss chemicals that should be reported. Most oversights fall into four key categories. Here’s what they are, why they get missed, and a few simple examples that show up in routine operations.
Newly added or updated TRI chemicals
The TRI list changes more often than many people realize. EPA regularly updates it and recently added new per- and poly-fluoroalkyl substances (PFAS) and even a full diisononyl phthalate (DINP) chemical category. When facilities don’t review these updates each year, they may keep using materials that now contain reportable chemicals without realizing it. For example, PFAS were expanded for Reporting Years 2024 and 2025, and the DINP category was added in 2023. These changes mean that everyday items like coatings, lubricants, and flexible plastics can suddenly trigger TRI thresholds.
“Otherwise used” chemicals
Not every reportable chemical is manufactured or processed. Many are simply “otherwise used,” including solvents, degreasers, cleaners, and maintenance chemicals. Facilities often overlook these because they aren’t part of the product mix, but they can add up fast. Even common shop chemicals, when used across a year, can exceed the 10,000-pound threshold and require reporting.
Coincidentally manufactured byproducts
Some chemicals are created unintentionally during normal operations. Ammonia may form during baking or heating steps, nitrates often appear in wastewater treatment, and metal compounds can be generated during welding, machining, or corrosion. These substances count as “manufactured” under TRI even if they weren’t intentionally manufactured. Examples like ammonia, nitrates, metal compounds, and diesel byproducts such as naphthalene and polycyclic aromatic compounds are regularly overlooked in TRI reporting because they’re easy to underestimate.
Impurities or additives in mixtures
Many reportable chemicals hide inside mixtures, oils, coatings, lubricants, and chemical blends. If a facility focuses only on the main ingredients, they may miss the smaller additive or impurity that’s actually subject to TRI reporting. These overlooked components can push a facility over a reporting threshold, even when the product is used in small amounts.
TRI oversights usually occur not because facilities ignore the rules, but because chemicals show up in unexpected forms. Keeping an eye on updates, tracking cleaners and maintenance chemicals, monitoring byproducts, and checking mixtures closely can prevent the most common reporting mistakes.
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2026-03-27T05:00:00Z
NewsIndustry NewsFleet SafetySafety and Health Programs and TrainingSafety & HealthConstruction SafetyGeneral Industry SafetySafety and Health Programs and TrainingFocus AreaIn-Depth ArticleEnglishTransportationUSA
April is distracted driver awareness month: A reminder of the preventable risks
Distracted driving awareness month is an important opportunity for organizations to address one of the most overlooked workplace hazards. For employees who drive as part of their job, whether it is operating fleet vehicles, traveling between job sites, or running errands, distractions behind the wheel can lead to serious injuries, costly liability, and even fatalities. Unlike many other workplace hazards, distracted driving often occurs offsite, making it harder to monitor but no less critical to control.
Distracted driving is any activity that takes a driver’s attention away from the road. It typically falls into three categories: visual (eyes off the road), manual (hands off the wheel), and cognitive (mind off driving). In a workplace context, distractions often go beyond personal habits like texting or eating. Employees may feel pressure to respond to work calls, check GPS updates, review schedules, or communicate with supervisors while driving. This expectation, whether real or perceived, can significantly increase the risk of an accident. The actual consequences of distracted driving on the job can be severe. Motor vehicle incidents remain one of the leading causes of workplace fatalities. A momentary lapse of attention at highway speeds means traveling the length of a football field without looking at the road. When employees are involved in crashes, the impact extends beyond personal injury. Employers may face workers’ compensation claims, vehicle damage costs, regulatory scrutiny, and potential legal liability. Additionally, incidents can damage a company’s reputation and disrupt operations.
One of the biggest challenges any organization faces is changing the culture around communication and productivity. Employees may believe they are expected to stay constantly connected, even while driving. Without clear policies, they may take risks trying to meet deadlines or respond quickly to messages. This is where leadership plays a critical role. Establishing and enforcing a clear distracted driving policy is essential. Policies should explicitly prohibit texting, handheld phone use, and other high-risk behaviors while driving on company business. However, policies alone are not enough. Training and communication are key to making expectations clear and practical. Driver safety programs should include real-world examples, statistics, and interactive discussions that emphasize the risks. Employees should understand that no message, call, or task is urgent enough to justify unsafe driving. Encouraging simple habits such as pulling over safely before using a phone, setting up their GPS before starting a trip, and minimizing in-vehicle distractions can make a meaningful difference.
Technology can also support safer driving behaviors. Many organizations are implementing hands-free systems, telematics, and mobile device management tools that limit phone functionality while vehicles are in motion. While these tools are not a substitute for good judgment, they can reinforce safe habits and provide valuable data to identify risk trends. Reviewing telematics data can also help organizations spot patterns such as harsh braking, erratic driving, or frequent phone use, allowing for targeted coaching and intervention.
Supervisors and managers must lead by example. If leadership sends emails or expects immediate responses from employees who are driving, it undermines safety efforts. Setting realistic expectations such as delayed response times for employees on the road helps remove the pressure to multitask while driving. A strong safety culture makes it clear that safe driving is a priority, not a barrier to productivity.
April distracted driving awareness month gives companies the perfect opportunity to take proactive steps to reinforce their commitment to safe driving. This can include safety stand-downs, toolbox talks, policy refreshers, and awareness campaigns focused on distracted driving. Sharing real incident stories, near-misses, and lessons learned can make the risk more tangible for employees. Ultimately, preventing distracted driving in the workplace comes down to awareness, accountability, and culture. Every trip, no matter how routine, carries risk. By prioritizing attention behind the wheel and supporting employees with clear expectations and resources, organizations can protect their workforce, reduce incidents, and ensure that everyone makes it home safely at the end of the day.
Keys to remember: Staying focused behind the wheel protects not only you, but your coworkers and everyone else on the road.
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2026-03-26T05:00:00Z
NewsIndustry NewsHR GeneralistFamily and Medical Leave Act (FMLA)In-Depth ArticleFamily and Medical Leave Act (FMLA)HR ManagementEnglishUSAFocus AreaHuman Resources
Amid all the state leave laws, don’t forget about the FMLA
When a state enacts a new employee leave law, it generally makes headlines. Currently, the U.S. has at least 40 states with leave laws (paid or unpaid) that have been complicating leave administration for employers.
The tide of state laws continues to roll, with about five states poised to enact leave-related laws. All this state hoopla can appear to hide the federal Family and Medical Leave Act (FMLA) in the shadows.
Just because employers have to deal with state leave laws, however, doesn’t mean they can ignore their obligations under the FMLA.
Employers might think that, as long as they comply with their requirements under the various state leave laws, they don’t have to comply with the FMLA. Employers might think the state law is more important or even redundant with the FMLA. But employers must comply with each law as it applies.
Concurrency
Many of the state laws allow the time off to run concurrently with FMLA leave, when:
- The employer is covered by both,
- The employee meets the eligibility criteria for both, and
- The reason qualifies for both.
When the leave runs concurrently, employers have to comply with both laws. A state law could have specific employer requirements, and employers have to meet them. That could involve giving employees certain information. The Colorado Family and Medical Leave Insurance (FAMLI), for example, requires employers to not only post the program notice in a prominent location, but it also requires employers to give employees written notice of the program upon hiring and when learning of an employee experiencing an event that triggers the employee’s eligibility.
Under the FMLA, when employees put the employer on notice of the need for leave, employers must give the employee an eligibility/rights & responsibilities notice within five business days. Once employers have enough information to determine if the absence qualifies for FMLA protections (such as from a certification), employers have five business days to give the employee a designation notice.
Employers can't overlook those FMLA steps, even if they seem redundant with state requirements.
Risks
If employers fail to designate an absence as FMLA leave, they may retroactively designate it only if doing so doesn’t cause harm or injury to the employee. If so, employers can’t retroactively designate it, which could result in the employee having more than the 12 weeks of FMLA leave.
Employers that don’t comply with the FMLA’s notice requirements can risk fines and penalties, even if the employers gave the employee the 12 workweeks of leave and the employee suffered no actual harm.
Therefore, overlooking the FMLA would not only risk violations but would also add another layer of unnecessary complexity.
Key to remember: Employers need to remember to comply with the federal FMLA’s requirements in addition to a state’s requirements.
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2026-03-26T05:00:00Z
NewsIndustry NewsEnforcement and Audits - OSHAEnforcement and Audits - OSHASafety & HealthGeneral Industry SafetyOccupational Safety and Health Administration (OSHA), DOLIn-Depth ArticleEnglishFocus AreaUSA
Mixed bag of new OSHA pubs: Electrical safety, grain handling, silica, and agency inquiries
OSHA issued five new publications, ranging from electrical safety to best practices when responding to OSHA calls. The publications don’t create new regulations or obligations. Instead, they provide guidance and information that may help you comply.
Electrical safety and control measures
Electrical hazards affect more than just electricians. In fact, 74 percent of workplace electrical fatalities occur in non-electrical occupations, including tree trimming, HVAC, roofing, and painting. Many employees may not be trained to perform electrical work. That means they may not recognize electrical hazards.
An OSHA toolbox talk (OSHA 4496) outlines how to prevent injury when using electrical equipment. Specifically, it suggests that you employ the hierarchy of controls: elimination/substitution, engineering controls, administrative controls, personal protective equipment, and work practices.
Extension cords: 5 things to know
OSHA’s requirements for flexible cords and cables, at 29 CFR 1910.305(g), were cited nearly 1,300 times last fiscal year, according to OSHA enforcement data. A new publication (OSHA 4495) explains the top five things you and your employees should know about using extension cords safely.
Grain safety poster
Suffocation and falls are the two leading causes of death at grain handling facilities. Other hazards include fire, explosions, electrocution, and injuries from improperly guarded machinery. Exposures to grain dust and associated airborne contaminants can also occur. Such contaminants might include molds, chemical fumigants, and gases from decaying and/or fermenting sileage.
Each year, OSHA partners with several organizations to sponsor Stand Up 4 Grain Safety Week. The event takes place March 30 to April 3 this year. A printable poster (OSHA 3967) highlights the event and lists seven steps to grain safety.
Silica hazards in countertop work
OSHA and NIOSH have identified exposure to silica as a serious health hazard to workers. These workers might be involved in manufacturing, finishing, and installing natural and engineered stone countertop products. However, the respirable crystalline silica hazard can be mitigated in most countertop operations with dust control methods. These are spelled out in OSHA’s silica standards for general industry (29 CFR 1910.1053) and construction (29 CFR 1926.1153).
An OSHA/NIOSH Hazard Alert (OSHA 3768) explains silica hazards in the stone countertop industry, why it’s a concern, how to protect workers and control exposure, and more.
Responding to OSHA inquiries on complaints and referrals
A call from OSHA asking about alleged hazards reported in a complaint or referral can be stressful. Knowing what’s involved can help you prepare. The agency says it will work with you to address the matter through a timely and adequate response. According to OSHA, if the issues are resolved through this process, an onsite inspection is generally not conducted.
A fact sheet (OSHA 4498) for small employers outlines the inquiry process from initial contact to resolution, tells you what happens at each step, and provides best practices for a safe and successful outcome.
Key to remember: Several new OSHA publications provide guidance and information on a variety of topics, from electrical safety to the OSHA inquiry process.
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Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.