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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.
Regulatory Compliance News & Updates
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FEATURED NEWS
2026-08-27T05:00:00Z
NewsIndustry NewsIndustry NewsEnglishFuel/Mileage Tax PermitsFocus AreaFleet OperationsFleet TaxesInternational Fuel Tax Agreement (IFTA)TransportationUSA
Major fuel tax changes coming to Oregon
Oregon is joining the International Fuel Tax Agreement (IFTA) as a full participant, and simplifying its weight-mile tax (WMT) along the way.
On November 7, 2025, Oregon House Bill (HB) 3991 was signed into law to provide emergency funding for Oregon’s roads, bridges, and transit operations at the state and local level.
Several of the fee and tax increases in the bill were repealed in May 2026. However, changes impacting motor carriers, including WMT Simplification and other rate changes, weren’t repealed and are moving forward on schedule.
Weight-mile tax (WMT) simplification
The WMT structure is simplified starting July 1, 2027. Tax weight will be the same as registration weight. Several transportation fees including Flat Fees, WMT, and Road Use Assessment Fee (RUAF) rates will see rate changes.
Carriers will be asked to amend their enrolled vehicle weights in spring 2027.
Oregon joining IFTA
The Oregon Department of Transportation (ODOT) will also implement a hybrid tax system in accordance with House Bill 3991. Heavy trucks will start paying fuels tax along with reduced WMT. Oregon will become a full participant in the IFTA program and begin collecting and distributing IFTA monies from all carriers, as opposed to only collecting IFTA taxes and fees for Oregon-based carriers.
Other important changes that will occur at the same time include:
- The Oregon Registration Commercial Authority Application (ORCAA) Implementation Project will create a more versatile and modern commercial vehicle registration and IFTA system.
- Diesel becomes a motor vehicle fuel taxed at first sale in Oregon.
- The WMT Electric Rates Table will be deployed for heavy electric commercial vehicles (EVs).
- WMT rates for non-EVs will be reduced to accommodate for a hybrid taxation model with the added diesel tax.
- Dyed diesel and IFTA enforcement will begin.
On July 1, 2029, RUAF, WMT rates, and flat fee rates change in alignment with diesel tax implementation.
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2026-08-27T05:00:00Z
NewsIndustry NewsSafety & HealthRisk Management TransportationConstruction SafetyGeneral Industry SafetyWork ZonesFocus AreaIn-Depth ArticleFleet OperationsUSAEnglishTransportationWork Zones
Roundabouts: Engineering genius or just going in circles?
Ah, the traffic roundabout — nature’s way of testing whether drivers truly understand the concept of yielding, or if they just enjoy circling endlessly like confused ducks in a kiddie pool. Some say roundabouts are the perfect solution to traffic congestion, reducing accidents and keeping things flowing like a well-oiled machine. Others argue they’re glorified spinning traps designed to confuse, frustrate, and occasionally launch unsuspecting minivans into orbit.
So, are roundabouts the heroes of modern traffic design or just circular chaos with landscaping in the middle? Buckle up — we’re about to take a few laps around this debate.
2026-08-27T05:00:00Z
NewsHazard ClassificationsIn-Depth ArticleHazard CommunicationHazCom Written ProgramEnglishHazcom LabelingHazCom Information and TrainingSafety Data SheetsIndustry NewsSafety & HealthConstruction SafetyGeneral Industry SafetyHazard CommunicationFocus AreaUSA
Playlist: Maintain a Compliant Hazard Communication (HazCom) Program
Hazard communication can feel straightforward until you're trying to make sure every label is accurate, every Safety Data Sheet is available, and every employee understands the hazards they may encounter. With chemical inventories, training requirements, and ongoing program maintenance to manage, it's easy to wonder whether you've covered all your bases.
The good news is that building and maintaining a compliant HazCom program doesn't have to be complicated. The playlist below brings together some of the most valuable Compliance Network resources to help you understand OSHA's requirements, manage chemical hazards effectively, and keep employees informed and protected. Whether you're creating a program from scratch or looking to strengthen an existing one, these resources can help you navigate the process with confidence.
- Maintain a written Hazard Communication Program that describes how labels, Safety Data Sheets (SDSs), and employee training are managed.
- Keep an up to date inventory of all hazardous chemicals present in the workplace.
- Train employees on hazardous chemicals they may be exposed to at the time of initial assignment and whenever a new chemical hazard is introduced.
- Verify that all chemical containers are properly labeled and that workplace labels remain legible and accurate.
- Ensure current SDSs are readily accessible to employees during each work shift.
This playlist brings together key Compliance Network resources to help you build, maintain, and strengthen your Hazard Communication program. For deeper guidance, consider exploring related topics such as Safety Data Sheets (SDSs), Chemical Labeling, GHS Requirements, Hazardous Chemical Inventories, Personal Protective Equipment (PPE), and Hazard Communication Training within Compliance Network.
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2026-08-27T05:00:00Z
NewsIn-Depth ArticleUSAHR ManagementEnglishTalent Management & RecruitingAssociate Benefits & CompensationDiscriminationGender DiscriminationDiscriminationTitle VII (The Civil Rights Act of 1964)Industry NewsRecruiting and hiringProtected classesRecruiting and hiringApplications/ApplicantsHR GeneralistAssociate RelationsFocus AreaHuman Resources
Want to hire only men? Here are $2.6 million reasons not to
Southern summers are hot, and a federal agency turned up the July heat even more on an Alabama recycling plant that engaged in sex-based discriminatory hiring practices. Now the company that owns the plant must pay $2.6 million and provide other relief to settle a lawsuit, according to a recent press release by the U.S. Equal Employment Opportunity Commission (EEOC).
What happened?
The EEOC’s suit charged that the company intentionally violated federal law by engaging in a long-standing pattern of refusing to hire female laborers at one of its plants. This potentially impacted thousands of women, according to the EEOC.
Hiring compliance problems allegedly began in 2006 when the company purchased the plant. Through late 2022, the company intentionally hired only men for laborer positions and converted showers and locker rooms to male-only facilities.
When the company began outsourcing its labor staffing to third-party agencies, it directed them to refer only male applicants even when qualified female candidates were available.
The lawsuit also alleged that the company’s discriminatory practices continued even after the EEOC investigated a whistleblower complaint made by a long-tenured employee who was terminated for telling the truth about its hiring practice. The EEOC previously settled the whistleblower’s retaliation case for $90,000.
More than just a fine
Under the 3-year consent decree resolving the lawsuit, the company will not only pay $2.6 million in monetary damages to compensate women who were denied employment, it must also:
- Hire a Title VII coordinator
- Provide mandatory anti-discrimination training to its managers and employees
- Notify all staffing agencies it works with not to comply with any discriminatory requests, and
- Post a notice to employees about the settlement and how to report any future discrimination.
Staffing agencies dinged, too
The EEOC also fined the two staffing agencies that went along with the company’s illegal hiring scheme. Although the fines were substantially lower for the agencies, chances are they’re on the EEOC’s radar now, as well.
‘Why can’t we just hire men?’
This might’ve been the question company leaders asked prior to the EEOC lawsuit. And, in RARE cases an employer can consider sex when hiring. Sex can be considered where it’s a bona fide requirement. For example, an employer looking to hire models for women’s clothing wouldn’t need to consider male applicants.
But for anyone wondering why the recycling plant couldn’t only hire men, here’s the reason:
Title VII of the Civil Rights Act of 1964 is a federal law enforced by the EEOC. The law prohibits employment discrimination based on protected characteristics, like:
- Race
- Color
- Religion
- Sex
- National origin
Title VII says it’s illegal to discriminate based on protected categories (like sex) in any aspect of employment, like:
- Hiring and firing;
- Compensation, assignment, or classification of employees;
- Transfer, promotion, layoff, or recall;
- Job advertisements;
- Recruitment;
- Testing;
- Use of company facilities;
- Training and apprenticeship programs;
- Fringe benefits;
- Pay, retirement plans, and disability leave; or
- Other terms and conditions of employment.
While that’s a long list of rules, it’s a lot easier to digest than a $2.6 million fine.
Key to remember: Costly lessons in a hiring discrimination case can be a “don’t do what we did” moment for other employers wondering why they can’t hire only men.
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2026-08-26T05:00:00Z
NewsHuman Resource ManagementHuman Resource ManagementDisabilities and ADAIn-Depth ArticleJob SpecificationsUSAEnglishHR ManagementReasonable AccommodationsIndustry NewsJob DescriptionsHR GeneralistAssociate RelationsFocus AreaDisabilities and ADAHuman Resources
Why job descriptions are important (especially in court)
Employers use job descriptions for many things, such as letting employees know what’s expected of them in certain roles at a company. An unexpected way for employers to use job descriptions is when they’re defending themselves in court.
The story
Angela began working for the company in 2018. Part of her job included setting up and operating equipment The job description indicated that she had to stand for up to 12 hours, bend over, turn, pull, squat, walk, and lift at least 25 pounds overhead.
In late April 2021, Angela slipped at work. A few days later, she went to the emergency room for ongoing back pain and was diagnosed with muscle spasms and possible sciatica. At a follow-up appointment the next week, her doctor cleared her to return to work without restrictions.
In June, however, Angela came to work with a doctor’s note requesting that she be allowed to sit occasionally due to her sciatica flare-ups.
The employer provided this accommodation for several months. Despite this temporary accommodation, the employer viewed its standing requirement as particularly important for the position.
The employer then requested an updated doctor’s note and held a meeting with Angela. In mid-September, she provided a doctor’s note that stated she could work while sitting but couldn’t crawl under equipment; it didn’t indicate that she could work while standing.
Then, in early October, Angela met with HR to discuss the status of her restrictions and accommodations. Because of Angela’s inability to stand for an extended period, the employer placed her on medical leave following the meeting.
Later in October, while on leave, Angela submitted an updated doctor’s note that stated: “Angela needs to be able to sit down immediately after standing to change paper. She cannot crawl around on the floor.” This note indicated that these restrictions were permanent. The employer fired her in January, after Angela exhausted her 12 weeks of leave under the federal Family and Medical Leave Act.
The claim and ruling
Angela sued, claiming the employer violated the federal Americans with Disabilities Act (ADA) and that standing wasn’t really an essential job function.
The court said that determining the essential functions of a job is a fact-intensive issue. It considered factors such as the employer’s judgment, the written job description prepared before interviewing applicants, the consequence of not requiring the plaintiff to perform the functions, and the current work experience of incumbents in similar jobs.
The job description showed that the position required standing during the entire 12-hour shift.
The court also said that employers don’t admit that a job function isn’t essential simply by voluntarily providing a temporary accommodation.
In ruling for the employer to have the case thrown out, the court held that the physical requirements identified in the job description were essential, and because Angela couldn’t perform them, she wasn’t qualified.
Kendall v. Zoltek Corporation, Eighth Circuit Court of Appeals, No. 25-1411, May 18, 2026.
Court decisions are based on the specific facts presented and each court’s interpretation of the law. Because courts may reach different conclusions, similar situations can lead to different outcomes. Employers should avoid relying on a single case as definitive guidance and instead assess each situation carefully, considering applicable laws and seeking advice when needed.
Key to remember: Employers get to determine a job’s essential functions, and having them clearly identified in a written job description can help defend them.
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2026-08-26T05:00:00Z
NewsIndustry NewsIndustry NewsWorkplace ViolenceWorkplace ViolenceSafety & HealthGeneral Industry SafetyCaliforniaEnglishFocus Area
California updates draft workplace violence prevention rule
California's Occupational Safety and Health Standards Board released a revised discussion draft of its proposed workplace violence prevention rule for general industry.
The updated draft better defines employer responsibilities under the state’s workplace violence prevention law, including:
- Written prevention plans,
- Employee involvement,
- Hazard assessments,
- Emergency response procedures,
- Training,
- Post-incident investigations, and
- Methods for correcting workplace violence hazards.
Since July 1, 2024, California employers have been required to create and maintain Workplace Violence Prevention Plans. This proposed regulation would establish a formal Cal/OSHA standard that builds on those requirements.
Following the close of the comment period on August 17, the Standards Board will begin the formal rulemaking process. State law requires adoption of the final rule by December 31, 2026.
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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.