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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.
FEATURED NEWS
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
2026-03-16T05:00:00Z
NewsIndustry NewsEnforcement and Audits - OSHAEnforcement and Audits - OSHASafety & HealthGeneral Industry SafetyFocus AreaIn-Depth ArticleEnglishOSHA Violations and PenaltiesUSA
Safety pays – Or else you might!
Justification for safety-related cutbacks are plenty — inflation, scheduling, etc. You may have even heard things like, “This is how we’ve always done things,” “There’s no way that could happen here,” or “OSHA doesn’t have enough people to inspect us.” However, not only is providing a safe workplace the right thing to do even during tight constraints, but it has also been proven time and time again that safety does pay. Let’s explore how!
The cost of non-compliance
Lack of time is often cited as rationale for bypassing safety protocols. However, while time pressures are a reality in every workplace, a proactive approach to safety helps prevent incidents and minimize potentially devastating long-term results.
The cost of workplace non-compliance with safety regulations can be staggering, including the human impact, operational disruption, financial penalties, and in some cases, damage to the company’s reputation. Non-compliance can lead to workplace accidents, injuries, or fatalities, which affect employee morale and productivity. Companies sometimes wait, however, to learn that failing to meet safety standards risks incurring hefty regulatory fines, lawsuits or potential criminal charges, and even increased insurance premiums.
There is no price tag attached to losing a loved one! However, there are monetary costs that are easy to see regardless of the industry. Here are just a few examples of the financial fallout of non-compliance in 2025:
- Construction - Workplace drowning
- The safety cost: The estimated cost of one fall harness ($400-1000) and employee training.
- The final cost: A Florida painting contractor was cited for 5 willful and 3 serious violations totaling over $877,000 for failing to ensure employees used fall protection and life jackets while working on a bridge resulting in a drowning death of one of their workers. An additional $26,480 was proposed for the controlling contractor of the site as well.
- Railroad - Suffocation
- The safety cost: The estimated cost of proper atmospheric testing, ventilation, rescue planning, and employee training.
- The final cost: OSHA proposed a fine of $602,938 to an environmental services contractor for failing to protect workers from lethal environments, one of which lost their life while working inside a railroad tanker car. The confined space had oxygen readings as low as 5% oxygen; however, permit-required confined space safety measures were not implemented. These included not only proper atmospheric testing, but also ventilation and a non-entry rescue plan.
- Entertainment - Crushing
- The safety cost: The estimated cost of performing a structural risk assessment and engineering analysis followed by employee training, which can vary greatly.
- The final cost: Two event production companies were cited by OSHA after a worker death for serious violations related to failing to maintain structural stability during the setup of staging for a concert. One company paid $19,860 in fines while the other is contesting additional fines.
These consequences, only 3 of many for 2025, underscore the importance of investing in proactive safety measures and fostering a culture of compliance to protect both people and the business.
A free tool for cost impact
Not sure how these stories apply to you in a fiscal way? OSHA has a tool to help! Their Safety Pays Program offers a way for employers to assess the impact workplace injuries and illness would have on their bottom line. Though not a detailed analysis tool, the estimator casts some light on the cost of injuries, illness based on your profit margin and an indirect cost multiplier showing how much your sales department would need to generate to cover those costs.
Once you’ve seen the costs of non-compliance for yourself, you can start working toward improving safety compliance. This can be done through fostering a proactive safety culture that benefits from:
- Leadership commitment through visibly supporting safety initiatives and allocating necessary resources to ensure compliance.
- Employee engagement where workers feel free to report hazards or safety concerns, participate in safety committees, and contribute ideas for improvement.
- Clear policies and procedures that are regularly reviewed and updated to ensure alignment with regulatory standards and easily accessible to all employees.
- Regular audits and inspections to identify hazards, verify compliance, and address gaps before they lead to incidents.
- Training and education so employees understand their roles, exposures, and risks while ensuring employees understand both the “how” and “why” of safe practices.
- Leveraging technology for assessing risks, tracking incidents, managing corrective actions, and analyzing safety data to guide decision-making.
Key to remember: Investing as much time, money, and resources into workplace safety not only protects employees, but it also reduces operational risks and helps organizations avoid costly regulatory citations.
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2026-03-16T05:00:00Z
NewsIndustry NewsWater PermittingWater ProgramsEnvironmentalIn-Depth ArticleCWA ComplianceStormwaterEnglishFocus AreaUSA
Key questions in industrial stormwater compliance
Industrial stormwater compliance can feel complex for facilities balancing operations, employees, and shifting permit requirements. Many questions center on the federal general permit, pollution prevention plan expectations, monitoring, and what to do in everyday situations where stormwater risks arise. The following sections summarize core topics and practical concerns.
What is the current status of the federal 2021 Multi-Sector General Permit (MSGP)?
EPA issued the current MSGP in 2021, and it remains in effect beyond its February 28, 2026 expiration until EPA finalizes the proposed 2026 MSGP. Because the proposed 2026 permit is still under review, the 2021 MSGP continues to govern covered facilities.
Why has the proposed 2026 MSGP not taken effect?
EPA released the proposed 2026 MSGP in December 2024. Public comments, including an extended comment period ending May 19, 2025, must be reviewed before finalizing the permit. Since the existing MSGP remains valid until replaced, the 2021 permit stays in force while EPA completes its process.
What is a Stormwater Pollution Prevention Plan (SWPPP)?
A SWPPP outlines how a facility prevents pollutants from reaching stormwater. It identifies pollutant sources, control measures, inspection routines, monitoring steps, and staff training. A SWPPP must be written before submitting a Notice of Intent (NOI) for permit coverage and updated when operations or stormwater risks change.
What are the requirements for authorized state stormwater permits?
Most states issue their own industrial stormwater permits modeled on the federal MSGP. These permits typically require:
- Preparation and maintenance of a SWPPP;
- Inspections and monitoring (such as benchmark, effluent, or visual monitoring);
- Corrective actions when control measures fail; and
- Reporting through state online systems.
States may add requirements based on local conditions. When EPA updates the MSGP, states often revise their permits to align with new federal standards.
Who needs coverage under the MSGP?
Industrial facilities that discharge stormwater to waters of the United States generally need permit coverage unless they qualify for a no‑exposure exclusion. The federal MSGP applies in areas where EPA, not the state, holds National Pollutant Discharge Elimination System (NPDES) authority.
How does a facility obtain coverage?
To obtain coverage, a facility must:
- Prepare and implement a SWPPP;
- Put pollution controls in place, such as good housekeeping and spill prevention;
- Identify sector specific requirements based on the permit; and
- Submit a Notice of Intent through EPA’s online system.
The proposed 2026 MSGP includes updated forms and appendices, but current requirements remain based on the 2021 version until a new permit is published.
What monitoring is required?
Under the 2021 MSGP, required monitoring may include:
- Quarterly visual assessments,
- Benchmark monitoring in designated years, and
- Effluent limitations monitoring for specific regulated discharges.
The proposed 2026 MSGP would expand per- and polyfluoroalkyl substances (PFAS) sampling, increase benchmark monitoring frequency, and add requirements for impaired waters. These changes remain pending.
What happens if benchmark thresholds are exceeded?
A benchmark exceedance requires the facility to investigate causes, improve control measures, and document actions in the SWPPP. The proposed 2026 MSGP would formalize additional implementation measures and reporting steps, but these wouldn’t apply until the new permit takes effect.
What about common real world compliance scenarios?
Industrial stormwater issues often arise from everyday activities. Consider these examples:
Employees’ vehicles leaking oil in parking lots
Leaks from employee vehicles can contaminate stormwater. While the MSGP does not regulate personal vehicles directly, the facility is responsible for any pollutants that enter stormwater from its property. Good housekeeping practices include absorbent stations, spill kits, drip pans, and designated parking areas with routine inspection.
Nonroutine outdoor maintenance
Temporary outdoor activities such as conducting maintenance, unloading equipment, or staging materials, can introduce pollutants. The SWPPP should address nonroutine tasks by requiring temporary controls like tarps, containment pads, or scheduling activities during dry weather. Documentation of these activities is also part of good recordkeeping.
Outdoor waste storage or scrap piles
These materials should be covered or sheltered, kept away from storm drains, and inspected frequently. If runoff contacts industrial materials, the discharge becomes regulated and must be managed under the permit.
These scenarios reinforce the need for strong housekeeping practices, staff training, and prompt corrective actions.
What documentation must facilities keep?
Facilities must maintain monitoring records, inspection logs, SWPPP updates, and corrective action reports. EPA may request these documents at any time. Appendices in the proposed 2026 MSGP preview updated forms, but the 2021 requirements remain in place for now.
What should facilities do while waiting for the 2026 MSGP?
Facilities should continue full compliance with the 2021 MSGP, track regulatory updates, and prepare for more frequent monitoring and PFAS sampling likely included in the 2026 permit. Reviewing proposed changes now helps facilities plan needed SWPPP updates in advance.
Key to remember: Industrial facilities covered under the 2021 MSGP or a state equivalent must continue following that permit until EPA issues a new federal MSGP. Staying informed, maintaining strong housekeeping, and keeping SWPPP documentation current remain the most effective strategies for compliance.
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2026-03-13T05:00:00Z
NewsIndustry NewsCERCLA, SARA, EPCRACommunity Right to KnowToxics Release Inventory ReportingEnvironmental Protection Agency (EPA)EnvironmentalIn-Depth ArticleEnglishSARA ComplianceFocus AreaUSA
Toxics Release Inventory: Are you ready to report?
Every year at the beginning of July, industrial facilities across the nation can breathe a collective sigh of relief — their annual inventories of toxic chemicals are complete! To ensure that your facility can be part of that celebration (and avoid a chaotic rush to meet the deadline), now’s the perfect time to start preparing for the Toxics Release Inventory (TRI).
The Environmental Protection Agency’s (EPA’s) TRI program requires industrial facilities to report waste management data on certain toxic chemicals they manufacture, process, and use by July 1 each year. Is your facility ready to report? Here’s an overview of the TRI program to help you answer this question.
Who’s covered by TRI reporting?
Generally, TRI reporting applies if the facility:
- Is in a covered industry sector (40 CFR 372.23);
- Employs 10 or more full-time-equivalent employees; and
- Manufactures, processes, or otherwise uses a covered chemical or chemical category (372.65) in quantities above the threshold levels (372.25, .27, and .28) in a given year.
TRI tip: The TRI reporting year (RY) reflects the calendar year covered by the report, not the year in which you submit the report. For example, TRI reports for RY 2025 are due by July 1, 2026.
What’s covered by TRI reporting?
Facilities must submit the TRI Form R (or the streamlined Form A Certification Statement if eligible) for each TRI-listed chemical manufactured, processed, or used during the previous calendar year. The data covers chemical waste management activities (including releases to the environment) and any actions taken to reduce or prevent chemical waste.
Facilities usually report for each chemical:
- The quantities of releases (routine and accidental),
- Any releases caused by catastrophic or other one-time events,
- The maximum amount on-site during the year, and
- The amount contained in wastes managed on-site or transferred off-site.
What’s new for RY 2025?
The TRI reports for RY 2025 contain three differences from previous years:
- The de minimis level for anthracene was lowered from 1.0 percent to 0.1 percent. Anthracene’s Chemical Abstracts Service Registry Number (CASRN) is 120-12-7.
- More activity sub-use codes were added to the sub-use codes for “processing” and “otherwise use” activities.
- Nine per- and polyfluoroalkyl substances (PFAS) were added to the TRI chemical list:
| EPA registry name | CASRN |
|---|---|
| 6:2 fluorotelomer sulfonate acid | 27619-97-2 |
| 6:2 fluorotelomer sulfonate ammonium salt | 59587-39-2 |
| 6:2 fluorotelomer sulfonate anion | 425670-75-3 |
| 6:2 fluorotelomer sulfonate potassium salt | 59587-38-1 |
| 6:2 fluorotelomer sulfonate sodium salt | 27619-94-9 |
| Acetic acid, [(.gamma.-.omega.-perfluoro-C8-10-alkyl)thio] derivs., Bu esters | 3030471-22-5 |
| Ammonium perfluorodecanoate | 3108-42-7 |
| Perfluoro-3-methoxypropanoic acid | 377-73-1 |
| Sodium perfluorodecanoate | 3830-45-3 |
How are TRI reports submitted?
Facilities must submit TRI reports electronically to the TRI-MEweb application on EPA’s Central Data Exchange (CDX). Even if a facility uses its own software to prepare TRI forms, it must upload and submit the forms to TRI-MEweb.
TRI tip: To complete the submission process on TRI-MEweb, you need to assign one user the Preparer role and another user the Certifying Official role. Ensure both users have added TRI-MEweb to their CDX user accounts.
TRI reports must be submitted to both EPA and the state. If your facility’s state participates in the TRI Data Exchange (TDX), TRI-MEweb will automatically send your report to the state. If your facility’s state doesn’t participate, you must send a hard copy of the report to the TRI state contact.
TRI tip: Use EPA’s “TRI Data Exchange” webpage to determine whether your facility’s state participates in TDX. As of March 2026, all 50 states participate in TDX. The District of Columbia doesn’t participate.
More TRI tips
Keep these things in mind when preparing your TRI reports:
- You must submit a Form R (or Form A if eligible) for each TRI-listed chemical your facility manufactured, processed, or otherwise used above the threshold quantity.
- TRI data is publicized. If a chemical’s identity needs to be protected, you have to submit substantiation forms to claim the chemical identity as a trade secret. EPA must approve the claims. Further, for each chemical with a trade secret claim, you have to mail hard copies of the substantiation forms and the corresponding Form R (or Form A if eligible) to EPA and the state.
- EPA’s online GuideME platform offers comprehensive guidance for TRI reporting, including reporting forms and instructions, the TRI chemical list, and Q&As.
- Contact the state environmental agency directly to confirm the submission method. EPA’s “TRI State Contacts” webpage contains state contact information.
- Register your facility on CDX or ensure your facility’s CDX account is updated as soon as possible to avoid delays caused by technical issues.
Start preparing for TRI reporting now to give your facility plenty of time to gather data, complete the forms, and respond to unexpected issues that could arise. That way, your facility can breathe easily throughout the whole reporting season.
Key to remember: The submission deadline for TRI reporting is July 1, 2026. Make sure your facility is ready to report.
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2026-03-13T05:00:00Z
NewsTime ClocksTraining & DevelopmentExpert InsightsUSAHR ManagementEnglishTalent Management & RecruitingAssociate Benefits & CompensationIndustry NewsWage and HourWage and HourHours WorkedMinimum WageFair Labor Standards Act (FLSA)Non-Exempt employees HR GeneralistOvertimeAssociate RelationsFocus AreaHuman Resources
Expert Insights: Off-the-clock work means you’re on the hook
Do any of your nonexempt (“hourly”) employees ever say something like:
- “I’ll just eat lunch at my desk.”
- “I’ll read that report over lunch.”
- “I can multitask during lunch to get that project done.”
Casual statements like these — perhaps said to a supervisor in passing — should set off alarm bells for HR professionals. These seemingly benign comments could indicate the potential for wage and hour violations if employees are allowed to work off the clock when they’re supposed to be on a meal break.
If your company has staff working through their lunch to answer phones or monitor the front desk, make sure they’re getting paid properly for that work time, and aren’t working off the clock.
The federal Fair Labor Standards Act (FLSA) requires that a nonexempt (“hourly”) employee be paid time and one-half the regular rate for all hours worked beyond 40 during a workweek. In order to determine what overtime is owed, hours worked must be calculated. Usually, that’s relatively simple. Hours worked includes all the time the employee is doing principal duties, whether directed to do so or merely permitted to do so. Volunteer or off-the-clock work must be counted.
Employers that ignore when employees work off the clock could be on the hook for wage and hour claims, fines, penalties, and more. This is why management training is so important. Managers need to know the risks involved if they let employees work through their lunches. It might not seem like a big deal on the front end, especially if there are deadlines to meet. But the risks of violating these types of employment laws can jeopardize a company in the long run.
It's also good to train your employees in proper timecard recordkeeping. Remind them to only work their assigned hours and to track all their time correctly. While being dedicated to work is admirable, it’s not good if it comes at the cost of a burnt-out employee who’s working more hours than they’re being paid.
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2026-03-12T05:00:00Z
NewsIndustry NewsHuman ResourcesHR GeneralistFocus AreaIn-Depth ArticleUSAHR ManagementEnglishDisabilities and ADADisabilities and ADAReasonable Accommodations
Yes, employers may reevaluate remote work accommodations
During the COVID-19 pandemic, employers sent many employees home to work. This strategy was effective for several years. As the disease risks faded, though, employers began requiring employees to return to the physical workplace. As a result, employees began — and continue — to ask to work from home as an accommodation under the federal Americans with Disabilities Act (ADA). Employers might wonder if they must keep providing such accommodations.
Not necessarily, but employers must tread carefully.
Reassess the need for accommodation
After employers grant an accommodation, they may assess whether there continues to be a need for the accommodation based on individualized circumstances, including whether alternative accommodations might meet the employee’s needs.
Employers have the discretion to choose between effective accommodations. This means employees aren’t necessarily entitled to their preferred accommodation forever. Employers may, therefore, reevaluate a previously granted remote work accommodation and replace it with an effective, reasonable one. When there are several reasonable and effective options, employers may choose an accommodation other than remote work.
Don’t hide under a blanket
Employers shouldn’t take a blanket approach to rescind and deny all remote work accommodations. In some cases, employees will continue to need remote work as an accommodation. Employers need to look at each situation individually, based on its own merits.
When to reassess the type of accommodation
Employers should occasionally reevaluate accommodations in response to changes, such as changes to:
- An employee’s condition,
- Job requirements,
- Operational needs, and
- A related law.
Employers might also, for example, find it helpful to reevaluate a remote work accommodation once a year to confirm the accommodation remains effective and manageable.
After reassessment
If supported by an individualized assessment, employers may allow the employee to continue to work remotely if doing so is necessary to ensure continued compliance with the ADA.
If, however, reevaluation and individualized assessment demonstrate that an employee no longer needs remote work as an accommodation, employers may replace it with a reasonable and effective in-office option (or combination of options). This can include, but isn’t limited to, assistive devices, modified equipment, environmental modifications (sound, smell, light, etc.), job restructuring, modified or flexible work scheduling, etc. It can also include reducing remote work, combined with in-office accommodations, provided the result is still reasonable and effective.
Key to remember: Employers may review whether employees continue to need remote work accommodations. Employers may rescind remote work accommodations if they no longer suit employee or company needs, but they might have to provide an alternative solution.
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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.