SAFETY & COMPLIANCE NEWS
Keep up to date on the latest developments affecting OSHA, DOT, EPA, and DOL regulatory compliance.
Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
FEATURED NEWS
2026-01-29T06:00:00Z
NewsIndustry NewsEnforcement and Audits - OSHAEnforcement and Audits - OSHASafety & HealthGeneral Industry SafetyIn-Depth ArticleEnglishFocus AreaUSA
Hot off the press! OSHA updates/uploads publications to website
OSHA recently revamped two of its guidance publications related to enforcement and nail salon safety. The agency also revised and returned the redline-strikeout version of the Hazard Communication (HazCom) rule to its website. All three documents are intended to be informational and don’t create new regulations or obligations.
Employer rights/responsibilities after an OSHA inspection
OSHA inspections can be an overwhelming experience. Understanding the regulatory terms and what’s required of you afterwards can be confusing. OSHA says its Employer Rights and Responsibilities Following a Federal OSHA Inspection booklet can and should be used as a discussion guide during your closing conference with the compliance officer.
The booklet explains that:
- After an inspection, the officer reports the findings to the OSHA area director who evaluates them.
- If a violation was found, OSHA will issue you a Citation and Notification of Penalty detailing the exact nature of the violation(s) and any associated penalties. A citation informs you of the alleged violation. It also sets a proposes an abatement date and penalty amounts.
Also explained in OSHA’s guidance are types of violations, employer options, how to comply, how to contest citations, and more. The booklet is available as a pdf or ebook in English and Spanish.
Nail salon hazards and prevention strategies
Nail technicians are exposed to hazardous chemicals found in glues, polishes, removers, and other salon products. The trouble is these exposures can lead to asthma and other respiratory illnesses, skin disorders, liver disease, reproductive loss, and cancer. Additionally, awkward positions and repetitive motions may lead to muscle strains, and workers face potential infections from contact with client skin, nails, or blood.
Stay Healthy and Safe While Giving Manicures and Pedicures: A Guide for Nail Salon Workers highlights common issues in nail salons — such as chemical and biological exposures, ventilation problems, inadequate personal protective equipment (PPE), and ergonomic risks. Importantly, the guide provides practical steps for correcting those issues. It also explains worker rights and offers a list of applicable OSHA standards and resources. The publication is available in five languages.
Redline-strikeout version of 2024 HazCom rule
Finally, OSHA returned the redline-strikeout version of its 2024 HazCom rule to its Hazard Communication topic page. The latest document includes the corrections issued in the Federal Register (on May 20, 2024, October 9, 2024, January 8, 2026, and January 15, 2026). The redline-strikeout version is the full text of 29 CFR 1910.1200 with all revisions from 2024 and 2026 marked in red so you can spot what was added, revised, or removed.
We anticipate more HazCom guidance and enforcement information will be coming to OSHA’s HazCom topic page, either behind the HCS final rule link or the other links on the page.
Key to remember: OSHA continues to update its guidance publications. The latest ones cover OSHA inspections, nail salon safety, and hazard communication.
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RECENT INDUSTRY HIGHLIGHTS
2026-01-29T06:00:00Z
NewsIndustry NewsIndustry NewsFleet SafetyPost-trip inspectionsAnnual inspections - Motor CarrierFocus AreaUSAEnglishPre-trip inspectionsTransportationCMV Inspections
New dates for Roadcheck 2026
International Roadcheck 2026 is right around the corner, taking place in early May this year. This annual 3-day vehicle inspection event is designed to educate and spread awareness about motor vehicle safety.
Inspections will take place at weigh/inspection stations, mobile patrols, and temporary sites during the 72-hour inspection. The Commercial Vehicle Safety Alliance (CVSA) says that it’s conducted over 1.8 million inspections since this event began in 1988.
Roadcheck is scheduled for May 12-14, 2026, so make sure your team and operations are ready. Remember, every roadside inspection has an impact on Compliance, Safety, Accountability (CSA) scores.
During the inspection blitz, CVSA-certified law enforcement personnel across Mexico, the U.S., and Canada will examine motor vehicles to verify state, federal, provincial, and territorial regulatory compliance.
Inspectors will perform as many Level I inspections as possible. This is a complete inspection of the driver and vehicle. Unsuccessful inspections could result in a vehicle or driver being placed out of service until the violation is resolved.
8 levels of inspection
The CVSA has eight levels of roadside inspections. Each level has a varying degree of emphasis and detail. Although Roadcheck 2026 will involve mostly Level I comprehensive driver/vehicle inspections, drivers (and their vehicles) should be prepared for all inspection types every day of the year.
- Level I: Comprehensive driver/vehicle: Examination of driver documents, plus a detailed inspection of the vehicle.
- Level II: Cursory driver/vehicle: Examination of driver documents, plus a simple inspection of the vehicle.
- Level III: Driver: Examination of documents and items related to the driver.
- Level IV: Targeted: A one-time examination of a specific item, such as a driver’s record of duty status or a vehicle component.
- Level V: Vehicle: Detailed inspection of the vehicle only.
- Level VI: Radioactive cargo: Inspection of certain types of radioactive cargo.
- Level VII: Jurisdictional: An inspection mandated by a jurisdiction that doesn’t meet the requirements of any other level of inspection.
- Level VIII: Electronic: Conducted wirelessly or remotely, not necessarily requiring interaction with an inspector.
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2026-01-29T06:00:00Z
NewsIndustry NewsFleet SafetyEntry-Level driver trainingEntry-level driver trainingTraining & DevelopmentFocus AreaIn-Depth ArticleFleet OperationsUSAEnglishTransportationHuman Resources
Three keys to confidently navigate an ELDT audit
As the Federal Motor Carrier Safety Administration (FMCSA) ramps up audits of entry-level driver training (ELDT) providers, knowing what to expect and how to prepare is essential. The following three keys will help you stay organized, compliant, and audit-ready.
1. Maintain required records
Section 380.725 of the Federal Motor Carrier Safety Regulations (FMCSRs) lists the specific records that must be maintained by all ELDT providers on FMCSA’s Training Provider Registry (TPR). During an ELDT audit the investigator will ask for and review the following ELDT-specific records:
- Self-certifications by all behind-the-wheel driver-trainees stating that they will comply with:
- The regulations in Parts 40, 382, 383, and 391; and
- State and/or local laws related to alcohol and controlled substances testing, age, medical certification, licensing, and driver records;
- A copy of the driver-trainee’s commercial learner’s permit (CLP) or commercial driver’s license (CDL);
- Instructor qualification documentation:
- Listing each instructor’s driving and/or training experience, and
- A copy of each instructor’s current and valid CDL and applicable endorsements;
- Lesson plans for theory and behind-the-wheel (range and public road) training curricula; and
- Records of each driver-trainee’s ELDT assessments.
2. Ensure TPR data is current
Another issue being addressed is the activity or inactivity within the ELDT provider’s TPR profile. To remain on the TPR, an ELDT provider needs to periodically update its data on the TPR. This includes:
- Updating the Entry-Level Driver Training Provider Registration Form at least once every two years (biennially); and
- Reporting changes to key information to FMCSA within 30 days of the change. This includes changes to the:
- Training provider’s name, address, or phone number;
- Type(s) of training offered; and
- Training provider’s status, and, if applicable, any change in state licensure, certification, or accreditation status.
3. Meet any applicable state requirements
In addition to the ELDT requirements, many states have requirements that must be met by schools and entities providing CDL instruction. In many cases these requirements apply to schools or entities that offer instruction for tuition or a fee.
As part of the process to be listed on the TPR, a school or entity certifies that they are licensed, certified, registered, or authorized to provide training as required by the laws and regulations of the state where in-person training is conducted.
During an audit, the investigator will ask for documentation of state licensure, registration, or certification to verify that the provider is authorized to provide training in the state. This also confirms that the school or entity correctly certified that they are meeting state requirements on their TPR application.
Key to remember: Ensuring that all records are complete and up to date is key when it comes to having a successful ELDT audit.
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2026-01-29T06:00:00Z
NewsHuman Resource ManagementHuman Resource ManagementExpert InsightsFamily and Medical Leave Act (FMLA)Disabilities and ADAUSAFamily and Medical Leave Act (FMLA)HR ManagementEnglishReasonable AccommodationsIndustry NewsHR GeneralistMedical ExaminationsAssociate RelationsFocus AreaDisabilities and ADAHuman Resources
Expert Insights: HR professionals love paperwork – when it comes from employees
The HR function of a company predominantly deals with employees — the human capital needed to run an organization. From hiring to separation, employee files are filled with a variety of records, both required by law and not.
When employees request something from the employer, the employer usually wants to know why, particularly when employees ask for time off or a change to the work or workplace. In such situations, employers often want employees to provide some form of documentation supporting the request.
Now and then, however, employers ask for too much, and that can lead to compliance issues.
FMLA certification
When an employee asks for time off for a reason that qualifies for job protection under the federal Family and Medical Leave Act (FMLA), employers are allowed to ask that the employee give them a completed certification supporting the need for leave in most cases.
Employers shouldn’t, however, ask for more information than the certification form includes.
Employers also shouldn’t ask for FMLA certifications (or recertifications) too often. The FMLA regulations specify when employers may ask for them.
ADA documentation
If an employee asks for a workplace change because of a medical condition, employers may ask for “reasonable” documentation of the employee’s limitations and possible accommodation needs under the federal Americans with Disabilities Act (ADA). They may do so only if the condition isn’t obvious, and the employer doesn’t already have enough information.
The request for such documentation should be part of an interactive process with the employee, and not be the initial response. What is “reasonable” will depend on the situation. The ADA doesn’t have a pre-made form for this. Employers fare best when they don’t ask for the same information for every situation. ADA accommodations must be handled on a case-by-case basis.
Employers are entitled to know that the employee has a covered disability for which they need a reasonable accommodation before providing an accommodation. Employers don’t, however, usually need a whole lot of information for this.
Documentation is sufficient if it:
- Describes the nature, severity, and duration of the employee's impairment, the activity or activities that the impairment limits, and the extent to which the impairment limits the employee's ability to perform the activity or activities; and,
- Substantiates why the requested reasonable accommodation is needed.
Mixing it up
If employers already have an FMLA certification, that information might suffice as ADA documentation. If employers don’t already have an FMLA certification, they shouldn’t use that form to document and support an ADA accommodation request. It risks asking for too much information.
In some situations, employers aren’t allowed to ask for documentation supporting an accommodation under the Pregnant Workers Fairness Act (PWFA). Employers shouldn’t use an ADA form for PWFA accommodation requests. Again, an ADA form likely asks for too much information.
Key to remember: When employees ask for time off or other workplace changes, employers may ask for documented information from employees, but they may not ask for unlimited information.
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2026-01-29T06:00:00Z
NewsIndustry NewsIndustry NewsElectronic Reporting of Injury and Illness RecordsSafety & HealthInjury and Illness RecordkeepingGeneral Industry Safety300-A Annual SummaryUSAEnglishFocus AreaInjury and Illness Recordkeeping
Deadline looming for posting OSHA Form 300A Summary
Employers covered by OSHA’s workplace injury and illness recordkeeping requirements must post their 2025 Form 300A Summary by February 1. The form must include information recorded in their 300 Log for the previous year and be displayed in a “conspicuous place where other employee notices are usually posted” until April 30.
Employers must display the Summary even if there were no recordable injuries for the year. Some employers also need to submit Form 300A data electronically through OSHA’s Injury Tracking Application. This applies to:
- Establishments with 250 or more employees that are already keeping OSHA’s workplace injury and illness records, or
- Establishments with 20-249 employees that are designated “high-risk” industries in OSHA’s regulations.
Electronic submissions are due to OSHA by March 2, 2026. OSHA began collecting data for calendar year 2025 on January 2, 2026.
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2026-01-29T06:00:00Z
NewsIndustry NewsAdverse driving conditionsFleet SafetyHours of ServiceFocus AreaIn-Depth ArticleFleet OperationsEnglishTransportationUSA
Extra hours, extra confusion: Making sense of adverse condition and emergency relief rules
Winter weather brings more than snow and ice, it brings confusion about what rules apply when conditions change. Two of the most misunderstood Hours of Service (HOS) provisions are the Adverse Driving Conditions (ADC) exception and Emergency Relief Orders (EROs). While both can impact how long a driver may operate, they apply in very different situations.
What are adverse driving conditions?
The Federal Motor Carrier Safety Administration (FMCSA) defines adverse driving conditions as weather or road conditions that could not have been known at the time of dispatch. This exception is meant to cover unexpected events, things a driver could not reasonably plan around. If conditions were forecasted, the ADC exception does not apply.
What does the exception allow?
When adverse conditions arise unexpectedly, a driver can drive up to 2 additional hours after the limits have been reached. Extending the driving time does not decrease the rest requirements. The exception cannot be used if the driver would not have been able to arrive on time, under normal conditions.
If a driver begins a trip and several hours into a trip, an unpredicted storm drops visibility, ADC may be used to complete the trip. A blizzard that was in the forecast for several days, would not qualify for this exception because the conditions were predicted in advance.
What is an Emergency Relief Order?
EROs are issued by state or federal authorities during significant events affecting public safety or essential supply chains. These orders temporarily modify HOS rules for drivers providing direct emergency assistance. Common examples of when these orders would be issued in the summer are:
- Widespread freezing temperatures that cause energy shortages,
- Major storms that disrupt supply chains and,
- Emergency transport of essential items like fuel, food and, medical supplies.
What does an ERO allow?
Each order is different, but they may allow:
- Temporary suspension of some or all HOS limits,
- More flexibility for drivers hauling emergency-related freight and,
- Apply across and entire state or region.
EROs should only be used when an official declaration is in place. Time limits are placed on these orders, so it is important to stay informed. The driver must be carrying emergency-related freight and, the carrier should notify the driver when they can and cannot use the exception.
Safety first, safety always
Neither of these exceptions override safety. Even with extra driving time, drivers should make good choices.
- Slow down in snow and ice,
- Increase following distance,
- Stop if conditions become unsafe and,
- Never drive fatigued.
The law gives flexibility in special circumstances, but it never removes the driver’s responsibility to operate safely.
Key to remember: Winter brings unique challenges for commercial drivers, but knowing the difference between Adverse Driving Conditions and Emergency Relief Orders helps ensure you stay safe, legal, and prepared.
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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.