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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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EHS Monthly Round Up - August 2026
In this August 2026 monthly roundup video, we'll review the most impactful environmental health and safety news.
Hi everyone! Welcome to the monthly news roundup video, where we’ll review the most impactful environmental health and safety news. Let’s take a look at what happened over the past month.
Citing elevated injury and illness rates, OSHA relaunched a National Emphasis Program, or NEP, on Warehousing and Distribution Center Operations. Retail operations are no longer targeted by this NEP, as they were previously. Inspectors will focus on common hazards in warehousing and distribution such as powered industrial vehicle operations, materials handling and storage, and fire protection. The NEP also offers OSHA greater discretion in whether to expand an inspection.
OSHA state-plan enforcement continued to gain momentum in fiscal year 2025. In an upward trend, inspection numbers, violation counts, and penalty amounts all increased. The latest data stem from the Occupational Safety and Health Plan Association’s Grassroots Worker Protection report.
OSHA’s Safe+Sound Week was held August 10 through the 16. The event gave employers an opportunity to highlight their safety and health programs and bring attention to common workplace hazards.
The Mine Safety and Health Administration reopened the comment period for proposed changes to the approval criteria for its mine roof control and ventilation plans. The new deadline for comments is September 30.
Turning to environmental news, EPA extended the compliance dates of certain Workplace Chemical Protection Program requirements for perchloroethylene and carbon tetrachloride. The revised deadlines affect facilities subject to the TSCA PCE and CTC risk management rules finalized in 2024.
And finally, EPA published a proposed 2027 general stormwater permit for construction. It applies to construction activities in areas where EPA is the NPDES permitting authority, including Massachusetts, New Hampshire, New Mexico, and the District of Columbia. If finalized, the rule will replace the existing 2022 permit, which expires in early 2027.
Thanks for tuning in to the monthly news roundup. We’ll see you next month!
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Transportation Monthly Round Up - August 2026
In this August 2026 monthly round up video, we'll review the most impactful transportation and safety news.
In this August 2026 round up, we will provide an NR II update, discuss a new PHMSA rule, and speak about fraudulent activity in trucking.
New Hampshire has now implemented the NRII process. LA and AK are the final two states to comply with the FMCSA’s requirement for receiving med cards electronically and directly from a certified examiner. CDL drivers in these states must continue to submit their med card information directly to the state.
The FMCSA has a current exemption in place until October 11, 2026, which allows CDL holders and carriers to use a copy of a CDL driver’s DOT med card for up to 60 days to show proof of medical certification. This exemption was issued to allow the remaining states time to transition to the NRII process, as well as address issues with transfer delays in states that have already implemented the NRII process.
PHMSA finalized HM-268D, a rule that allows carriers and facility operators to maintain emergency response information electronically rather than carrying a paper copy.
Prior to HM-268D, emergency response information had to be available in hard-copy format. Under the final rule, starting September 3, 2026, emergency response information may be maintained electronically, including through mobile devices and apps. However, organizations remain responsible for ensuring that information is readily accessible when it is needed, especially during transportation incidents or emergency response situations.
FMCSA has issued multiple fraud alerts noting that scammers and third party marketers are sending emails that create urgency around authority issues (like revocations, missing filings, or compliance lapses) and then directing carriers to click links or pay for services.
FMCSA has clearly warned that official communications will come from a .gov email address, not private domains, and that look alike or third party domains are a common tactic used in fraudulent outreach.
Motor carriers should treat unsolicited MCS-150, DOT number, or operating authority messages with caution. Verify requests through official FMCSA channels before interacting with these messages in any way.
That’s it for this month’s round up. Stay safe, and thanks for watching.
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HR Monthly Round Up - August 2026
In this August 2026 roundup video, we’ll review the most impactful HR news.
Welcome, everyone! In the next few minutes, we’ll review the latest HR news. Let’s get started.
The U.S. Department of Labor issued an opinion letter on July 22 that addressed whether employers must pay employees for their time spent commuting in the middle of the workday. The DOL said employers don’t have to pay for this time since normal commute time isn’t considered hours worked.
However, employers must pay nonexempt employees for their time traveling between worksites during a workday. That would be considered paid time since they’re working on the employer’s behalf. This clarification letter from the DOL is helpful because hybrid work and split workdays have become more common in recent years.
In other news, the federal Menopausal Workers’ Fairness Act was introduced on July 14. If passed into law, the bill would expand workplace protections for employees experiencing menopause. The details are similar to the Pregnant Workers’ Fairness Act, which addresses pregnancy, but doesn’t specifically mention menopause.
While the menopause bill has little chance of becoming a federal law, it helps illustrate a growing trend at the state level. For example, Rhode Island was the first state to mandate workplace accommodations for menopause. And other states are considering similar measures.
In fact, on August 8, Illinois Gov. JB Pritzker signed the Menopause Equity and Care Act into law. This law, which takes effect on January 1, will require most Illinois employers to accommodate employees who are dealing with menopause-related conditions. Accommodations can include flexible scheduling, modified work hours, and temperature or climate-adjusted workplaces.
Circling back to the federal Pregnant Workers Fairness Act for a moment, the Equal Employment Opportunity Commission recently sued an automotive lighting manufacturer in Illinois because the employer failed to accommodate pregnant and nursing employees dating back to July 2023.
According to the August 5 press release about the lawsuit, the EEOC alleged the employer accommodated employees with lifting restrictions that stemmed from job-related injuries by assigning them to light duty work, but refused to do the same for its pregnant employees.
Employers should keep their eye on cases like this because there are potential changes to the Pregnant Workers Fairness Act coming down the road.
Specifically, the EEOC wants to change the interpretation of the words “pregnancy, childbirth, or related medical conditions.” When the agency published its 2026 regulatory agenda on July 6th, it indicated that it plans to publish a proposed rule in November that would revise the Pregnant Workers Fairness Act regulations. So, stay tuned in the coming months.
That’s all the HR news we have time for today. Thanks for watching. See you next month!
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2026-09-03T05:00:00Z
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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.
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2026-09-03T05:00:00Z
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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.
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2026-09-03T05:00:00Z
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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.
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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.