Compliance Just Got Easier: Stay ahead of regulatory changes with instant notifications on updates that matter.
Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
Regulatory Compliance News & Updates
Keep up to date on the latest
developments affecting OSHA, DOT,
EPA, and DOL regulatory compliance.
Safety & Compliance News
FEATURED NEWS
2026-09-03T05:00:00Z
NewsDisabilities and ADAIn-Depth ArticleUSAHR ManagementEnglishReasonable AccommodationsIndustry NewsDiscriminationDiscriminationProtected classesHR GeneralistAssociate RelationsFocus AreaDisabilities and ADAHuman Resources
Look beyond employee accommodation ideas
Many employers have gone through the accommodation process: An employee tells their supervisor they need a particular workplace change because of a medical condition. This triggers the employer’s obligations under the federal Americans with Disabilities Act (ADA).
Next, the employer discusses the request and any proposed accommodation ideas with the employee as part of the ADA’s interactive process. If the employee asked for a particular accommodation (e.g., remote work), the employer would need to evaluate it, and then decide whether to approve or deny it.
Employers with this type of approach — focusing only on what the employee asked for — might want to reconsider it, and here’s why.
It doesn’t begin and end with the employee’s idea
Employers shouldn’t consider only the change/accommodation the employee requested. Employees (and their doctors) don’t have information about workplace limitations, potential solutions, how the work affects other tasks, or how the work fits into the overall big picture. The employer generally has this information.
Therefore, asking the employee to identify a reasonable accommodation makes little sense if the employee doesn’t have the perspective to identify a real solution.
Employers can help improve their ADA process with a few small changes.
- Focus on limitations. Instead of expecting or asking employees to identify an accommodation, ask employees to describe their limitations. If they have ideas about what might help, consider them, but don’t focus only on them. If an employee’s requested change works for all involved, put it in place. If it doesn’t work, however, employers are responsible for finding something that does.
- Don’t limit the search. Accommodations are often limited only by the imagination. Employers should look beyond the familiar options, such as modified schedules, leave, and equipment changes. Perhaps job restructuring, workplace policy modifications, and different ways of performing job functions can help.
- Ask for help. Employers looking for ideas can tap into resources like the Job Accommodation Network (JAN). Besides JAN, others, such as occupational therapists, workplace ergonomists, and vocational rehabilitation counselors, might be able to share some insights.
What if the employee doesn’t have any ideas?
In some situations, employees might tell their supervisor that they have a limitation, but not provide a potential solution. If so, employers still have a duty to investigate potential options based on the employee’s limitation in relation to the job’s essential functions. They do this by identifying the barriers in between and looking for a solution that breaks down or eliminates the barriers.
Employers aren’t required to provide the specific accommodation an employee requests. They must provide one that is effective. If multiple options are effective, employers get to choose which one to provide.
Key to remember: Under the ADA’s interactive process, employers shouldn’t focus only on an employee’s requested accommodation, but look for a real solution that works for both employee and employer.
Keep reading...Show less
2026-09-03T05:00:00Z
NewsIndustry NewsAssociate RelationsHR GeneralistFamily and Medical Leave Act (FMLA)In-Depth ArticleFamily and Medical Leave Act (FMLA)HR ManagementEnglishUSAFocus AreaHuman Resources
Playlist: Employee asks for time off because of a potential FMLA reason
Complying with the federal Family and Medical Leave Act (FMLA) has never been easy. If you’re unsure where to start when an employee puts you (the employer) on notice about needing leave, or worried about missing something important, you’re not alone. Between determining employee eligibility, getting notices out on time, obtaining a certification, and considering state leave laws, the process can feel overwhelming, especially when you’re trying to do it right the first time. The good news is you don’t have to piece it together on your own. The playlist below pulls together some of the most helpful Compliance Network resources to walk you through each step, so you can hire with confidence, stay compliant, and ensure you treat your employee appropriately.
- Start by making sure your company is covered by the law.
- Determine if the employee is eligible to take FMLA leave.
- Get the employee an eligibility/rights & responsibilities notice within 5 business days. You may include a certification form.
- Determine if the absence qualifies for FMLA protection.
- Get the employee a designation notice within 5 business days of obtaining enough information to make a designation determination.
This playlist brings together key Compliance Network resources to simplify the FMLA process from start to finish. For deeper guidance, consider exploring related topics such as Employee Notice, Policy Considerations, Intermittent Leave, Calculating Leave, Job Restoration, and Minimizing Abuse within Compliance Network.
A Compliance Network playlist is a curated collection of practical resources designed to help you quickly address a specific event, task, or compliance challenge. Each playlist brings relevant guidance together in one place so you can spend less time searching and more time taking action. Stay tuned — more practical, ready-to-use collections are coming soon.
Keep reading...Show less
2026-09-03T05:00:00Z
NewsIndustry NewsIndustry NewsEnglishFocus AreaFleet OperationsFleet TaxesFleet taxesTransportationUSA
Don’t get spooked: UCR fees increasing by 20 percent
Effective October 1, 2026, Unified Carrier Registration (UCR) fees have increased by an average of 20 percent.
The UCR Board of Directors finalized this 20-percent fee increase for the 2027 registration year and for the years following, with fees increasing between $9–$9,329 per entity depending on the tax bracket. Fees for the 2027 registration year are as follows:
| Bracket | # of CMVs owned or operated | Fee |
| B1 | 0-2 | $55 |
| B2 | 3-5 | $167 |
| B3 | 6-20 | $333 |
| B4 | 21-100 | $1,163 |
| B5 | 101-1,000 | $5,548 |
| B6 | 1,001 and above | $54,165 |
UCR fees must be paid by motor carriers, motor private carriers of property, brokers, freight forwarders, and leasing companies. The Federal Motor Carrier Safety Administration (FMCSA) notes that, despite the increased costs, the fees for registration year 2027 will still be less than they were from 2019–2022.
Background
No fee increases were proposed for the 2026 registration year, but on September 18, 2025, the UCR Board of Directors recommended a fee increase for 2027 that averages out to about 20 percent across all brackets.
Supporting documents were submitted, in addition to an explanation of the basis for the recommendation and proposed procedures. There’s also an explanation of the methodology used to calculate the fee to allow the public to properly analyze the data and make comments.
The purpose of the fee increase is to cover a projected shortfall of nearly $22 million in required funding. The proposal for this increase was posted to the Federal Register in April 2026, with comments opened until early May.
Take action
Petitions for Reconsideration of the final rule on fee increases must be submitted by October 1, 2026.
Keep reading...Show less
2026-09-03T05:00:00Z
NewsIndustry NewsPerformance ManagementDisciplineEmployee RelationsIn-Depth ArticleUSAHR ManagementEnglishFocus AreaHuman Resources
Playlist: Handling employee misconduct
Employee misconduct can range from repeated policy violations and inappropriate workplace behavior to more serious offenses that may warrant immediate action. For supervisors, knowing how to respond consistently, fairly, and legally can be challenging. This playlist brings together Compliance Network resources that help managers distinguish between performance problems and misconduct, apply progressive discipline appropriately, document issues effectively, and determine when corrective action, a Performance Improvement Plan (PIP), or termination may be warranted. Whether you're addressing a first-time offense or navigating a more serious situation, these resources provide practical guidance.
- Start with a review of employee relations basics.
- Determine whether the problem can be resolved by using a Performance Improvement Plan (PIP), or if it’s a conduct issue and possibly serious enough to move directly to termination.
- Understand the purpose of employee discipline before moving forward.
- Follow the steps of progressive discipline.
- If necessary, write up an incident report.
This playlist brings together key Compliance Network resources to simplify the employee discipline. For deeper guidance, consider exploring related topics such as Termination, HR Policies, Performance management, and Discrimination within Compliance Network.
A Compliance Network playlist is a curated collection of practical resources designed to help you quickly address a specific event, task, or compliance challenge. Each playlist brings relevant guidance together in one place so you can spend less time searching and more time taking action. Stay tuned — more practical, ready-to-use collections are coming soon.
Keep reading...Show less
2026-09-03T05:00:00Z
NewsIndustry NewsIndustry NewsAir EmissionsEnvironmental Protection Agency (EPA)Renewable and Alternative EnergyBiofuelCAA ComplianceEnvironmentalFocus AreaEnglishAir ProgramsAir ProgramsUSA
EPA extends RFS annual compliance report deadline
The Environmental Protection Agency (EPA) issued a prepublication of a final rule extending the Renewable Fuel Standard (RFS) annual compliance reporting deadline for the 2025 compliance year from September 1 to October 1, 2026.
Who’s impacted?
The RFS annual compliance report applies to obligated parties, including:
- Refiners of gasoline or diesel fuel (transportation fuel), and
- Importers of transportation fuel.
Under the RFS program, obligated parties with renewable volume obligations (RVOs) must retire enough Renewable Identification Numbers (RINs) to meet their RVOs for the calendar year.
What’s the change?
EPA extended the 2025 RFS compliance reporting deadline to October 1, 2026, giving obligated parties additional time to comply with their 2025 RVOs and submit their annual compliance reports.
Why the change?
EPA recently released its small refinery exemption (SRE) decisions for the 2025 compliance year, exempting 1.76 billion RINs for 29 small refineries. SREs affect the cost and availability of RINs for all obligated parties. The extension gives obligated parties more time to assess the impact of the SRE decisions and adjust their strategies before completing their 2025 RFS reporting obligations.
Key to remember: EPA has extended the Renewable Fuel Standard annual compliance reporting deadline from September 1 to October 1, 2026.
Keep reading...Show less
2026-09-02T05:00:00Z
NewsIndustry NewsFederal Motor Carrier Safety RegulationsFleet SafetyFocus AreaIn-Depth ArticleEnglishTransportationBusiness planning - Motor CarrierUSA
The ‘ag exemption’: Is it fact or myth?
“We use the ag exemption.” It’s a statement familiar to many drivers, motor carriers, and enforcement personnel, but compliance with the Federal Motor Carrier Safety Regulations (FMCSRs) is rarely that simple.
With harvest season in full swing, it’s time to review how the FMCSRs apply — or don’t — to agricultural (ag) transportation operations.
Flying under the radar
Many ag-related operations “fly under the radar” when it comes to DOT enforcement, but not being selected for inspections and audits is not the same as being exempt.
In fact, there is no single, overarching “ag exemption” in the FMCSRs. Instead, there’s an overlapping series of exceptions and exclusions that apply only in certain situations, to certain rules, to certain operations, and/or at certain times of year. In addition, there are state-level exceptions that vary from state to state.
It’s complicated
If it sounds complicated, it is. But knowing which exceptions apply — and which ones don’t — is the key to compliance and is critical for passing an audit, avoiding fines, and/or escaping liability in court.
Farmers, in the traditional sense, are eligible for the most exemptions, while private or for-hire service industries may only be eligible for limited exceptions from minor requirements.
Exceptions overview
The following is a summary of the farm-related exceptions in the FMCSRs, including where they can be found in the regulations.
Covered farm vehicles (390.39). This is the most extensive exemption. A covered farm vehicle and its driver are exempt from rules governing:
- Commercial driver’s licenses (CDLs) under Part 383;
- Drug and alcohol testing under Part 382;
- Medical cards and medical exams under Part 391, Subpart E;
- Hours of service under Part 395; and
- Vehicle inspection and maintenance under Part 396.
Note that this list does not include all the FMCSRs. Many requirements still apply, like insurance, driver qualification files, cargo securement, and more.
In basic terms, a “covered farm vehicle” is a truck (including a combination vehicle) that:
- Has a license plate or other obvious sign that it’s registered as a farm vehicle;
- Is operated by the owner or operator of a farm or ranch, or their employee or family member;
- Is used to transport agricultural commodities, livestock, machinery, or supplies to or from a farm or ranch;
- Is not for hire; and
- If the vehicle is over 26,000 pounds, is used only within the state where it’s registered or, if crossing state lines, is used within 150 air miles of the farm or ranch (whereas vehicles under 26,001 pounds may be operated anywhere in the United States).
Driver qualification (391.2). The driver qualification regulations in Part 391 do not apply to:
- Farm vehicle drivers operating straight trucks (non-articulated vehicles) that are controlled and operated by a farmer, not for-hire, and operated within 150 air miles of the farm;
- Custom-harvesting operations, including those engaged in transporting farm machinery and/or supplies or custom-harvested crops; or
- Beekeepers who are transporting bees.
Under another driver qualification provision (391.67), farm vehicle drivers who operate articulated vehicles and who are at least 18 years of age are exempt from certain portions of the driver qualification rules, including background checks, road tests, driver files, and the age restriction.
CDL licensing (383.3). States are allowed (but not required) to exempt certain farmers from needing a commercial driver’s license (CDL). The driver must be a farmer or an employee or family member; must transport ag products, farm machinery, and/or farm supplies to or from a farm; must be not-for-hire; and must remain within 150 miles of the farm.
Also, states may issue restricted, seasonal CDLs (which do not require as much testing) to farm-related service industry drivers, including agri-chemical businesses, custom harvesters, farm retail outlets/suppliers, and livestock feeders.
Note that drivers who are exempt from needing a CDL are also exempt from DOT-regulated drug or alcohol testing under Part 382.
Hours of service (395.1(k)). This is one of the only ag exemptions that can apply to for-hire operations as well as private. It says none of the hour-of-service rules in Part 395 apply to those transporting “agricultural commodities” or “farm supplies” (as defined in 395.2) within a 150 air-mile radius of their source or distribution point and during the state’s planting and harvesting season. Once the driver leaves the air-mile radius or enters a state that is not in its planting/harvesting season, all rules apply.
Ag operations that don’t qualify for this exemption may take advantage of other hours-of-service exceptions found in 395.1.
30-minute breaks (395.1(u)-(v)). Drivers actively engaged in transporting livestock or bees are exempt from having to stop driving every 8 hours for a 30-minute break.
Passengers (392.60(b)). Farmers can transport passengers without first obtaining authorization from the motor carrier.
State-level exemptions. Finally, agricultural operations that are limited to intrastate commerce (within a single state) may enjoy other exemptions provided by the state.
Key to remember: The “ag exemption” isn’t a free pass or a magic phrase that makes the FMCSRs disappear. Before assuming an operation qualifies for an exemption, motor carriers should walk through the facts, match them to the specific rule, and make sure the exception actually fits.
Keep reading...Show less
Got a Compliance Question?
We’ve Got You Covered!
Get clear, reliable answers from experts with 500+ years of combined experience.
J. J. Keller is the trusted source for DOT / Transportation, OSHA / Workplace Safety, Human Resources, Construction Safety and Hazmat / Hazardous Materials regulation compliance products and services. J. J. Keller helps you increase safety awareness, reduce risk, follow best practices, improve safety training, and stay current with changing regulations.
Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.