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2026-09-01T05:00:00Z
NewsIndustry NewsFleet OperationsEnglishFocus AreaIn-Depth ArticleHighway use - Mileage taxFleet TaxesInternational Fuel Tax Agreement (IFTA)Fleet taxesTransportationUSA
Oregon joining IFTA: What carriers need to know
Big news for interstate carriers: 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 Several of the fee and tax increases in the bill were repealed in May 2026. However, changes impacting motor carriers, including WMT simplification and other rate changes, were not repealed and are moving forward on schedule.
The first set of tax policy changes goes into effect July 1, 2027, with others following in July 2029.
Weight-mile tax (WMT) simplification
The WMT structure is simplified starting July 1, 2027. This will make compliance, recordkeeping, and administration much easier for both carriers and ODOT:
- Tax weight will be the same as registration weight.
- Instead of declaring and reporting multiple weights for different configurations, each vehicle pays WMT based only on the registered weight/rate.
- This simplification reduces the number of tax rates from 85 rates to 10 rates.
- The $5 suspension fee will be eliminated.
- Several transportation fees including flat fees, WMT, and Road Use Assessment Fees (RUAF) will see rate changes.
Action required: Carriers will be asked to amend their enrolled vehicle weights in spring 2027. The new WMT structure takes effect July 1, 2027.
Oregon joining IFTA
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.
Flat fee, WMT, and RUAF changes will align rates to ensure a fair and equitable fee structure for all users of the system. Other important changes that will occur at the same time include:
- 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.
- WMT Electric Rates Table will be deployed for heavy electric commercial vehicles (EVs).
- WMT rates for non-EVs will be reduced to accommodate for 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.
Key to remember: Beginning July 1, 2027, Oregon carriers must use registered weight for WMT reporting and prepare for the state’s transition to full IFTA participation.
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2026-09-01T05:00:00Z
NewsHuman Resource ManagementHuman Resource ManagementStrategic planningNational Origin DiscriminationReligious DiscriminationIn-Depth ArticleUSAHR ManagementEnglishDiscriminationGender DiscriminationDiscriminationTitle VII (The Civil Rights Act of 1964)Industry NewsRace DiscriminationEqual Pay ActGenetic Information Nondiscrimination ActProtected classesPregnancy DiscriminationHR GeneralistAssociate RelationsFocus AreaHuman Resources
HR pros, are you in good hands? Why EPLI is key
When people suffer a negative incident (e.g., a car accident), they might think about filing a lawsuit. This is true even with workplace issues, where employees sue their employers over a real or perceived negative treatment of one kind or another. Every business is at risk of being sued by a current or former employee. Even if employers comply with the letter of the law at all times, an angry employee or applicant could turn into a plaintiff in court.
That’s why some companies have Employment Practices Liability Insurance (EPLI), which is a type of business insurance that protects employers from lawsuits and claims made by prospective employees, current employees, and past employees alleging wrongful employment practices. Such practices can include discrimination, harassment, wrongful termination, and retaliation.
The federal laws involved in those kinds of claims include:
- Title VII of the Civil Rights Act of 1964
- The Age Discrimination in Employment Act
- The Rehabilitation Act
- The Equal Pay Act
- The Americans with Disabilities Act
- The Family and Medical Leave Act
- The Reconstruction Era Civil Rights Act
- The Immigration Reform and Control Act
- The Older Workers’ Benefit Protection Act
EPLI pays for damages or settlements awarded to claimants and the cost of defending employers from lawsuits. It might also cover regulatory actions filed against your business by the federal Equal Employment Opportunity Commission. Depending on the policy specifics, it could cover defense costs in addition to the policy limit, while other policies include them in the limit.
Policies can vary, but many cover claims based on:
- Discrimination based on protected characteristics
- Wrongful discipline or demotion
- Sexual harassment
- Failure to employ or promote
- Negligent hiring, promotions, or pay
- Deprivation of career opportunity
- Wrongful infliction of emotional distress
- Mismanagement of employee benefit plans
- Retaliation
- Breach of employment contract
- Slander or libel
Many EPLI policies exclude claims involving the following:
- Bodily injury or property damage
- Wage and hour law violations
- Workers’ compensation law violations
- Labor disputes
- Fraud or dishonesty
- Violations of federal laws like the Occupational Safety and Health Act or the Worker Adjustment and Retraining Notification Act
- Unemployment insurance
- Punitive damages
- Criminal or civil fines or penalties
EPLI coverage can be expensive, so employers should consider the potential cost of an employment-related claim. Federal law limits the amount of damages a worker can recover in a discrimination suit. The limits vary depending on the employer’s size. Some sources indicate that the limits range from $50,000 for businesses with 15 to 100 workers to $300,000 for those with more than 500 workers. The average out-of-court settlement for a discrimination claim was $75,000 in 2020, and the average jury award was $217,000.
Employers should also consider who’s specifically protected under the policy. While a policy might cover HR professionals, it should indicate this, since they can be individually named in a claim.
Key to remember: EPLI coverage can help protect employers from the financial risk of an employment claim.
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2026-09-01T05:00:00Z
NewsUnified Carrier Registration Agreement (UCR)Federal Motor Carrier Safety Administration (FMCSA), DOTChange NoticesChange NoticeFocus AreaFleet OperationsEnglishTransportationRegistration and Permits - Motor CarrierUSA
FMCSA Final Rule: Fees for the Unified Carrier Registration Plan and Agreement
FMCSA amends the regulations governing the annual Unified Carrier Registration (UCR) Plan and Agreement registration fees that participating States collect from motor carriers, motor private carriers of property, brokers, freight forwarders, and leasing companies. On September 18, 2025, the UCR Board recommended a fee increase for the 2027 registration year and subsequent registration years, averaging 20 percent over the fee structure adopted for 2025 and retained for 2026, with increases ranging from $9 to $9,329 per entity depending on the applicable fee bracket. Although the fees for registration year 2027 are increased, they remain lower than the fees in effect during registration years 2019 through 2022. FMCSA adopts the recommended fee increase.
DATES: Effective October 1, 2026. Petitions for reconsideration of this final rule must be submitted to the FMCSA Administrator no later than October 1, 2026.
Published in the Federal Register September 1, 2026, page 56063.
View final rule.
| §367.30 Fees under the Unified Carrier Registration Plan and Agreement for Registration Year 2023 | ||
| Entire section | Removed, §367.40 redesignated as §367.30 | View Text |
| §367.40 Fees under the Unified Carrier Registration Plan and Agreement for Registration Years Beginning in 2025 and Ending in 2026 | ||
| Entire section | §367.50 redesignated as §367.40, revised | View Text |
Previous Text
§367.30 Fees under the Unified Carrier Registration Plan and Agreement for Registration Year 2023.
| Bracket | Number of commercial motor vehicles owned or operated by exempt or non-exempt motor carrier, motor private carrier, or freight forwarder | Fee per entity for exempt or non- exempt motor carrier, motor private carrier, or freight forwarder | Fee per entity for broker or leasing company |
|---|---|---|---|
| B1 | 0-2 | $41 | $41 |
| B2 | 3-5 | 121 | |
| B3 | 6-20 | 242 | |
| B4 | 21-100 | 844 | |
| B5 | 101-1,000 | 4,024 | |
| B6 | 1,001 and above | 39,289 |
§367.40 Fees under the Unified Carrier Registration Plan and Agreement for Registration Years Beginning in 2025 and Ending in 2026.
| Bracket | Number of commercial motor vehicles owned or operated by exempt or non-exempt motor carrier, motor private carrier, or freight forwarder | Fee per entity for exempt or non-exempt motor carrier, motor private carrier, or freight forwarder | Fee per entity for broker or leasing company |
|---|---|---|---|
| B1 | 0-2 | $46 | $46 |
| B2 | 3-5 | 138 | |
| B3 | 6-20 | 276 | |
| B4 | 21-100 | 963 | |
| B5 | 101-1,000 | 4,592 | |
| B6 | 1,001 and above | 44,836 |
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2026-09-01T05:00:00Z
NewsIndustry NewsIndustry NewsPersonal Protective EquipmentSafety & HealthConstruction SafetyGeneral Industry SafetyAgriculture SafetyRespiratory ProtectionEnglishMine SafetyFocus AreaUSA
NIOSH’s Respirator Protection Day set for September 1
The National Institute for Occupational Safety and Health’s (NIOSH’s) Respirator Protection Day will be observed on September 1 and aims to educate employers on respirator safety.
The agency encourages employers to assess their respiratory protection procedures to reduce airborne hazards across major industrial sectors. This includes ensuring proper selection, fit, and maintenance of respiratory equipment for employees exposed to harmful vapors, dust, and biological agents.
In collaboration with its National Personal Protective Technology Laboratory (NPPTL), NIOSH will provide the following resources to employers and workers across many industries:
- NIOSH Science Bulletin,
- Counterfeit/Misrepresented Respirators Webpage, and
- Donning/Doffing Pictorial.
NIOSH’s NPPTL director, Maryann D'Alessandro says, “Employers can look to NIOSH for tools, resources, and messages to help encourage proper respiratory protection practices.”
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2026-08-31T05:00:00Z
NewsIndustry NewsFleet SafetyRecruiting and hiringRisk Management TransportationRisk Management - Motor CarrierRecruiting and hiringFocus AreaIn-Depth ArticleEnglishTransportationUSA
Building a better workforce through clear job descriptions
How do you get the most qualified and safety-minded job candidates to apply and then stay long term? It might be as simple as developing or revising your motor carrier’s job descriptions to attract the right drivers, dispatchers, and technicians.
Consider the following steps when creating new or revising existing job descriptions.
Step 1: Perform a job analysis
A job description is formal, written documentation that is produced from a job analysis. If you haven’t created or recently updated the job analysis, you should do this first before trying to draft a job description.
The job analysis should summarize:
- Specific job duties or essential functions,
- Position qualifications,
- Required education and experience,
- Necessary skills and abilities,
- Responsibilities,
- Reporting requirements,
- Working conditions,
- Physical requirements, and
- Supervisory responsibilities, if applicable.
Step 2: Put together the pieces
Using the information you gathered through the job analysis, it’s time to create the content. The format of a job description may vary from company to company, but there are common elements in most. The top portion of the job description should include:
- Name of the position (e.g., diesel technician)
- Department in which the position is located (e.g., fleet maintenance)
- Name of reporting supervisor (e.g., John Smith)
- Hours to be worked (e.g., 7 a.m. to 3:30 p.m., M-F)
The main body of the job description contains specific information about the job, such as:
- Principal duties and essential functions (e.g. maintenance and repair of power units)
- Required knowledge, skills, and experience (e.g., at least one year of practical experience with repair and maintenance of diesel engines, ability to prioritize assignments, work under deadlines, and attention to detail)
- Required education (e.g., vocational school certification, manufacturer’s training courses)
- Necessary certifications/licenses (e.g., Commercial Driver’s License)
- Working conditions (e.g., fast-paced working environment, climate-controlled shop, and outside tasks in a variety of weather conditions)
- Equipment (e.g., employee provides basic tools and shop provides specialty tools)
Step 3: Communicate expectations to applicants, current employees, and recruiters
By organizing the information from the job analysis into a clear and concise job description, you are creating consistency for a specific position.
As a communication tool, the job description:
- Tells applicants and employees what to expect and what is expected of them,
- Allows the organization to quickly replace or hire additional workers,
- Screens out unqualified applicants for the position, and
- Assists the human resources department in reviewing an employee’s job performance.
An abbreviated version may be useful in posting the job in the classifieds or online to effectively attract qualified candidates and deter those job seekers who don’t meet the minimum criteria. It’s recommended that you present the full description prior to a conditional offer of employment.
Are job descriptions really necessary?
Job descriptions aren’t mandatory under federal rules but may be required under state employment laws. They also aid companies in their defense in the event of an Americans with Disabilities Act (ADA) claim.
Key to remember: Job descriptions are both a hiring and management tool. They help attract the right candidates, communicate job expectations, and demonstrate compliance. Updating them is smart business.
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2026-08-28T05:00:00Z
NewsIndustry NewsAssociate Benefits & CompensationAssociate RelationsHR GeneralistExpert InsightsRetirement Benefits401(k) Plans/Defined Contribution PlansRetirement BenefitsHR ManagementEnglishFocus AreaHuman ResourcesUSA
Expert Insights: Help employees invest in their futures
Investing in our future selves is sometimes easier said than done. For example, when I clean up the kitchen in the evening, I’m investing in my future self the next morning. That doesn’t always happen, but when it does the payoff gets my day off to a good start.
A way to help your employees invest in their futures is to encourage them to invest in your company 401(k) plan if you have one. September 11 is National 401(k) Day — a time to focus on employees’ financial futures.
According to the Internal Revenue Service (IRS), a 401(k) plan is a qualified plan that includes a feature allowing an employee to elect to have the employer contribute a portion of the employee’s wages to an individual account under the plan. Generally, deferred wages (elective deferrals) aren’t subject to federal income tax withholding at the time of deferral, and they aren’t reported as taxable income on the employee’s individual income tax return.
The 2026 annual contribution limit for employees participating in what the IRS calls “qualified defined contribution” plans, such as a 401(k) plan, was $24,500. The IRS should be announcing that the 2027 contribution limits for certain retirement plans in the coming weeks.
When that information comes out, employers should share it with employees to help them plan financially for the upcoming year, and for the years ahead. This could be done at the same time other benefits information is communicated, since many employers could be in the middle of their open enrollment periods. New IRS limits could also be announced in separate employee communication methods, such as posting fliers around work or on the company intranet.
Employees may look to HR for advice on their 401(k) accounts. Being an HR professional, however, doesn’t make you financial adviser. It’s important to draw a line between education and advice.
You shouldn’t cross the line and give specific advice about:
- Buying or selling stocks,
- Taking money out of an account, or
- Reallocating investments.
Advice in those areas should be left up to professionally licensed fiduciaries. Fiduciaries are financial advisers who are legally obligated to act in the best interest of their clients.
One piece of advice you likely can give employees without causing any harm is encouraging them to clean up their kitchens every evening to invest in their morning selves.
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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.