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Regulatory Compliance News & Updates

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Safety & Compliance News

Regulations change quickly. Compliance Network ensures you never miss a relevant update with a personalized feed of featured news and analysis, industry highlights, and more.
FSMA 204 food traceability: Upcoming FDA requirements explained
2026-07-16T05:00:00Z

FSMA 204 food traceability: Upcoming FDA requirements explained

With foodborne illness making headlines, understanding the FDA’s food traceability requirements is especially timely. Traceability helps food companies and regulators track a product through the supply chain, allowing them to respond more effectively to food safety incidents.

Section 204 of the Food Safety and Modernization Act, commonly referred to as FSMA 204, calls for the FDA to designate certain high-risk foods that need extra traceability records. Companies that manufacture, process, pack, or hold foods on the agency’s Food Traceability List (FTL) must maintain and share specific traceability records as foods move through the supply chain.

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Cuts were made but still costs rise
2026-07-16T05:00:00Z

Cuts were made but still costs rise

The cost of operating a truck hit a record $2.34 per mile last year as rising expenses continued to outpace freight rates and squeeze carrier profitability, according to the latest analysis from the American Transportation Research Institute (ATRI).

The findings are part of ATRI’s 2026 “Analysis of the Operational Costs of Trucking” report, detailing both accelerating costs and low profitability in the trucking industry.

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Employee didn’t follow company notice policy, loses FMLA claim
2026-07-15T05:00:00Z

Employee didn’t follow company notice policy, loses FMLA claim

Employees must put employers on notice of the need for leave under the federal Family and Medical Leave Act (FMLA), but the law doesn’t protect employees from discipline for non-leave issues.

Employee misses work

Five years after he began working for the company, Dillon, an employee, transferred to a different department. During his interview for the transfer, he disclosed that he might need to take time off to care for his young son who had ongoing health problems.

Investigation

After the trainer alerted Robert of Dillon’s absence, Robert started an investigation that revealed that Dillon had signed the attendance record for the March 10 class several days later. It also revealed that he had reported 1.5 hours of overtime for the day he left early and that his hours incorrectly reflected that he worked full days on the days of his absences.

Dillon admitted the hours were incorrect and that personal stressors related to his son’s poor health caused him to not let Robert know about his March 10 absence. The department, however, decided to fire Dillon for misreporting overtime, unbecoming conduct, and untruthfulness. Dillon resigned rather than being fired and sued under the FMLA and the Americans with Disabilities Act.

In court

The employer argued that Dillon didn’t let it know about the need for FMLA leave and that his son didn’t have a chronic FMLA serious health condition as Dillon claimed.

The court ruled Dillon didn’t tell Robert as soon as practicable of the March 10 leave when it arose, despite knowing of his need to take leave. He didn’t provide such notice until days after the fact, and he didn’t follow the company policy for requesting leave.

The court also found that Dillon’s son suffered bouts of short-term ailments, but they didn’t amount to an FMLA serious health condition.

Given all this, Dillon’s FMLA claims failed.

Thompson v. Louisville Jefferson County Metro Government, Western District of Kentucky, No. 3:24-cv-00243, June 16, 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 may hold employees to their usual and customary call-in procedures and may require employees or family members to have an FMLA serious health condition.

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MSHA finalizes several deregulatory actions
2026-07-15T05:00:00Z

MSHA finalizes several deregulatory actions

Effective July 27, the Mine Safety and Health Administration (MSHA) will withdraw regulations that address outdated effective dates and requirements for various industry equipment and procedures.

On June 25, the agency published several final rules based on a series of July 1, 2025, proposals issued after President Trump’s Executive Order directing agencies to “alleviate unnecessary regulatory burdens.” These rules address:

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