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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.
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NewsIndustry NewsEnglishHR GeneralistIn-Depth ArticleUSAHR ManagementWellnessWellnessFocus AreaHuman Resources
Bring some green indoors to enhance job performance and employee well-being
Green is the color of March, as it signals the St. Patrick’s Day holiday as well as the emergence of spring. Did you know that bringing some green into your workplace can have benefits year-round?
A Harvard Business Review study found that bringing small pieces of nature into the workplace positively impacts employee performance and well-being.
The potted plant test
Researchers tested their theory by going into an office at night and placing potted plants by the desks of some employees. They placed office supplies on other employees’ desks.
The employees who were exposed to this small dose of nature displayed higher job performance, an increased desire to help, and enhanced creativity. No one was negatively impacted.
Bringing nature indoors
Live plants can’t be part of every work setting, but they’re not the only way to bring the benefits of nature indoors.
Nature-related elements can include:
- Windows with views of nature
- Indoor water features
- Murals of natural scenes
- Artificial plants or flowers
- Fish aquariums
Design features related to nature can also be more significant and included in building plans. For example, investing in landscaping designs outside office windows or having an indoor garden are ways to positively impact employees.
These options don’t have to break the bank or require a pot of gold, however. Simply allowing employees to place potted plants by their desks is an inexpensive way to enhance the workplace.
With a little luck, everyone will reap the benefits for having a little more green nearby.
Key to remember: Bringing natural touches to the workplace can have a positive impact on job performance, cooperation, and creativity.
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RECENT INDUSTRY HIGHLIGHTS
2026-04-16T05:00:00Z
NewsIndustry NewsPhysical exam - Motor CarrierFleet SafetyFocus AreaIn-Depth ArticleUSAEnglishTransportationPhysical exam - Motor Carrier
Why CDL drivers should troubleshoot DOT medical certification issues early
The Federal Motor Carrier Safety Administration (FMCSA) has issued an exemption, effective until October 11, 2026, allowing commercial driver’s license (CDL) drivers to carry a paper copy of their Department of Transportation (DOT) medical examiner’s certificate for up to 60 days following their exam. This flexibility, however, shouldn’t be treated as a solution to underlying reporting issues. Instead, drivers and motor carriers must proactively confirm that medical certification information is properly reflected on the driver’s state motor vehicle record (MVR).
Background information
Continued delays and challenges associated with the National Registry II (NRII) medical certification process led to the exemption. Under this system, a medical examiner submits a driver’s exam results directly to the National Registry, which then transmits the information to the driver’s state driver licensing agency. Once posted, the CDL driver’s MVR becomes the official (and required) medical certification record.
Although many system problems have been resolved, delays can still occur, and some certification information may not appear on state records in a timely manner. These issues are outside of a driver’s control, which is why the FMCSA issued temporary relief. However, relying on the full 60-day window increases the risk of last-minute compliance issues.
Don’t wait to verify certification
In most cases, a driver’s medical information should appear on the state MVR within several days of the exam. Motor carriers should continue running MVRs promptly rather than delaying confirmation simply because the exemption allows it. If the information doesn’t appear within 5 days of the exam date, troubleshooting should begin.
3 steps to resolve common reporting issues
If a CDL driver’s medical certification is missing from their MVR, carriers should follow these three steps:
- Contact the DOT medical examiner’s office.
- Confirm that the exam results were submitted to the National Registry.
- Ask if the examiner received an email from the National Registry regarding error validation for the exam. Errors often occur when driver information doesn’t match the CDL and the National Registry is unable to match the driver to a state.
- Ask the examiner to correct and resubmit the information if needed.
- Contact the state driver licensing agency.
- Request to speak with someone in the CDL department/help desk. They’re more familiar with NRII-related issues.
- Explain that the exam was successfully submitted to the National Registry. At this point, it should be up to the state to assist with locating the driver’s medical information.
- Ask if someone from the CDL department can physically check the National Registry while the driver is on the phone. Then, ask if they can attempt to “pull” the driver’s information.
- Escalate to the FMCSA, if needed.
- Contact the FMCSA’s National Registry Technical Support Helpdesk. They can assist with determining where the breakdown occurred. However, most issues should be able to be resolved by following the process in the first two steps.
Additional troubleshooting tips
- Confirm with the MVR provider that the correct MVR type is being ordered. Not all MVRs are the same. Some versions might not show medical information.
- Verify the driver’s self-certification status with the state. The FMCSA only requires medical certification reporting for drivers who are self-certified as Non-Excepted Interstate. Some states may not report medical information for drivers self-certified as Non-Excepted Intrastate.
- Check to see if the state offers online tools that allow drivers to verify their medical status directly. These tools can help confirm compliance before running additional MVRs.
Key to remember: The FMCSA 60-day exemption provides temporary flexibility, but it shouldn’t replace proactive compliance efforts. When medical certification doesn’t appear on a driver’s MVR within several days, there’s usually an underlying issue that needs the driver’s attention.
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2026-04-16T05:00:00Z
NewsIndustry NewsCompensationPayrollCompensationHR GeneralistFamily and Medical Leave Act (FMLA)In-Depth ArticleFamily and Medical Leave Act (FMLA)Associate RelationsEnglishUSAHR ManagementFocus AreaHuman Resources
May employers transfer employees on intermittent leave?
When employees take intermittent leave under the federal Family and Medical Leave Act (FMLA), employers might want to move them into a different position that better suits the needs of the business. Employers must, however, tread carefully, because they may make such transfers or reassignments only in limited circumstances.
Foreseeable leave only
Employers may require employees on intermittent or reduced schedule leave only if the leave is foreseeable based on planned medical treatment for the employee, a family member, or a covered servicemember, including during a period of recovery from:
- The employee’s own serious health condition;
- A serious health condition of a spouse, parent, or child; or
- A serious injury or illness of a covered servicemember.
Employers may also require employees to transfer to an alternative position in cases of intermittent or reduced-schedule leave for bonding with a healthy child.
Unforeseeable intermittent leave might cause the majority of the headaches, but employers may not permanently transfer employees who take this type of leave.
Instead, in these situations, employers may require an employee to transfer temporarily, while the employee needs leave, to an available alternative position for which the employee is qualified and which better accommodates recurring periods of leave than does the employee's regular position.
Alternative positions
In situations when employers may transfer employees to an alternative position, the position must have equivalent pay and benefits, but it doesn’t have to have equivalent duties.
Employers may increase the pay and benefits of an existing alternative position to make them equivalent to the pay and benefits of the employee's regular job.
Employers may also transfer the employee to a part-time job with the same hourly rate of pay and benefits, provided they don’t make the employee take more leave than is medically necessary.
For example, employers could transfer an employee who wants to take leave in increments of 4 hours per day to a half-time job. They could also keep the employee in their original job on a part-time schedule, paying the same hourly rate as the employee's previous job and enjoying the same benefits.
Employers may not eliminate benefits that they otherwise wouldn’t give to part-time employees. They may, however, proportionately reduce benefits, such as vacation leave, where their normal practice is to base such benefits on the number of hours worked.
Employers may not transfer an employee to an alternative position to discourage them from taking FMLA leave or impose a hardship on the employee. They may not, for example:
- Transfer a white-collar employee to perform laborer's work,
- Reassign an employee working the day shift to the graveyard shift, or
- Reassign an employee working in the headquarters facility to a branch at a significant distance away from the employee's normal job location.
Job reinstatement
When employers may transfer employees to an alternative position, and those employees no longer need FMLA leave, employers must put them in the same or equivalent job as before.
Key to remember: Employers may transfer employees who take intermittent leave to an alternative position, but only if the leave is foreseeable.
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2026-04-16T05:00:00Z
NewsIndustry NewsIndustry NewsEnglishFocus AreaFleet OperationsEnforcement - DOTRoadside InspectionsTransportationUSA
FMCSA updates the DataQs data-correction system
The Federal Motor Carrier Safety Administration (FMCSA) has announced updates to its DataQs program to improve turnaround times for drivers and motor carriers awaiting corrections to their safety records.
States will need to meet strict deadlines and follow a three-step independent review process when handling requests to fix data on crashes, inspections, and violations.
DataQs background
DataQs is an online system that allows motor carriers, drivers, and other industry personnel to view and track FMCSA crash and inspection data. Interested parties use the system — available at dataqs.fmcsa.dot.gov — to submit a “Request for Data Review” (RDR) when they believe data may be incomplete or incorrect. In 2024, DataQs processed more than 71,000 requests, including at least 8,300 related to crash data. The FMCSA says the revisions announced April 15, 2026, will establish a more streamlined framework for handling RDRs, specifically for states receiving Motor Carrier Safety Assistance Program (MCSAP) funding from FMCSA. The states will need to:
- Designate points of contact for crash and inspection RDRs.
- Review requests submitted within three years of an inspection and within five years of a crash.
- Include detailed explanations of their decisions, including evidence reviewed and next steps in the review process, for all decisions, especially those where no data correction is made.
- Participate in FMCSA program reviews and follow established policies, including those related to adjudicated citations.
Three-stage review
States will also need to implement a multi-stage, independent review structure that includes:
- Initial review within 21 days to ensure decisions are not made solely by the issuing officer when denying a correction;
- Reconsideration within 21 days. conducted by independent subject matter experts not involved in the initial decision; and
- Final review completed within 45 days by a senior decision-maker or independent panel, helping to remove bias from the determination.
The FMCSA is requiring states to submit DataQs Implementation Plans detailing how they will meet the new requirements, address backlogs, and prevent future delays. The approved plans will be publicly available through the DataQs system.
States will need to begin submitting draft plans in June 2026 and implement them before the end of September.
Find more information at https://roar-assets-auto.rbl.ms/documents/108770/2026-07429.pdf
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2026-04-16T05:00:00Z
NewsIndustry NewsEnglishHR GeneralistIn-Depth ArticleWorkplace StressAssociate RelationsWellnessWellnessHR ManagementFocus AreaUSAHuman Resources
Help employees spend wisely and stretch their paychecks
With inflation on the upswing and the cost of everyday items rising, your workers are likely looking for ways to stretch their money. Smart spending can help them do that.
April is Financial Literacy month and is the perfect time to share these money-saving tips:
- Track spending for a month so you understand where your money is going. Use information from credit card statements and your debit or checking account to see how much is spent on food, rent, clothing, transportation, and other items. Cash purchases can be tracked using receipts or a phone app.
- Add up your spending and consider where to cut back. Optional expenses such as eating out, streaming services, alcohol, entertainment, and gifts can be good places to trim.
- If you use a credit card, make payments on time to avoid late fees. Pay off the balance in full each month, or at least pay more than the minimum, to reduce finance charges.
- Curb impulse buys by waiting 24 hours before making a purchase that isn’t a necessity. Remove shopping apps from your phone and unfollow brands on social media that are too tempting.
- To cut back on your food bill, create a meal plan and a shopping list before going to the grocery store. Advanced planning will prevent you from buying more than you need. Look for recipes with common ingredients that can go a long way; plan to make extra so that you have leftovers and aren’t tempted to eat out as often. Inexpensive ingredients such as beans, rice, tortillas, pasta, potatoes, and lean meats can bolster numerous meals.
- At the grocery store, look for sales on frozen and canned fruits and vegetables. These options last longer and can be purchased in bulk when they’re on sale. In addition, savings from store-brand items can add up.
- Look for free fun. Take advantage of free concerts and museum days in your community. Visit the local library to see if passes for the zoo or other local attractions are available. Explore biking and hiking trails or stroll through the city.
Key to remember: Employers can help employees make the most of their pay with money-saving tips.
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2026-04-15T05:00:00Z
NewsIndustry NewsIndustry NewsAssociate Benefits & CompensationHR GeneralistFamily and Medical Leave Act (FMLA)Family and Medical Leave Act (FMLA)Associate RelationsEnglishHR ManagementFocus AreaHuman ResourcesUSA
Nevada is the first state to limit what doctors can charge for FMLA certifications
Effective January 1, 2026, health care providers in Nevada may not charge more than $30 to complete a certification under the federal Family and Medical Leave Act (FMLA). This is the first state law (HB 305) enacted to address this particular issue. The state will adjust the $30 each January 1 based on the Consumer Price Index.
Why does this matter?
Employers may require that employees support their need for FMLA leave with a certification from a health care provider, but employees bear the cost of the certification. The FMLA doesn’t govern whether or how much health care providers charge for a certification, and in some situations, health care providers charge over $100 to complete them.
Such high costs can deter employees from getting a certification completed. But without a certification, employers might not be able to determine if the reason for the leave qualifies for FMLA protections. Without it, they might risk losing their job.
In some cases, employees might be left trying to find a doctor who doesn’t charge any fees to complete an FMLA certification, or at least charges less.
FMLA certification deadline
Since employees have 15 calendar days to give the employer the requested certification, hunting for a new doctor who doesn’t charge a certification fee can be challenging. The current doctor shortage can make it even harder.
Employers can hold employees to the deadline unless extenuating circumstances are involved. The FMLA regulations don’t explain what does or doesn’t qualify as “extenuating circumstances.” Trying to find a doctor who will complete a certification for a reasonable fee might be an extenuating circumstance. As long as the employee is putting forth a good-faith effort to get a certification, the employer might need to be flexible.
Takeaways for all employers
Nevada isn’t usually a bellwether state, but it’s at the forefront of controlling FMLA certification costs. Now that one state has blazed the trail on curbing certification costs, perhaps others will follow suit.
It’s important to note that no employer — in Nevada or any other state — is required to use FMLA certifications to approve (or deny) an employee’s leave. Many employers use certifications to help verify that the leave qualifies and to obtain information about leave schedules. But it’s not a mandated part of the FMLA process.
Key to remember: Employers in Nevada might find that employees are more forthcoming with FMLA certifications, now that they cost no more than $30.
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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.