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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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2026-07-01T05:00:00Z
NewsIndustry NewsSafety & HealthConstruction SafetyGeneral Industry SafetyFire Protection and PreventionIn-Depth ArticleEnglishFire Protection and PreventionFocus AreaUSA
Fireworks outside, fire risks inside
July usually brings fireworks, cookouts, and a reminder that fire, when controlled, is part of the celebration. But in the workplace, fire is anything but a celebration. It’s one of those hazards that escalates fast, leaves little room for error, and demands that the basics are done right every single day.
It’s also more common than many realize. The National Fire Protection Association (NFPA) estimates U.S. fire departments respond to about 37,000 fires each year in industrial and manufacturing properties alone. For safety professionals, that’s the reality check. Fire prevention means putting the controls in place to stop fires from starting and preparing people to respond immediately if they do.
Start with the simple truth
Most workplace fires don’t come out of nowhere. They usually tie back to a few common issues:
- Housekeeping that slowly slips over time,
- Poor control or storage of combustible materials,
- Unmanaged ignition sources, and
- Equipment that isn’t maintained.
OSHA keeps it straightforward under 29 CFR 1910 Subpart E and Subpart L. Employers are expected to control fire hazards, maintain safe egress, and ensure fire protection systems are in place and working.
Housekeeping is still one of your best defenses
It sounds basic, but it’s one of the biggest gaps you’ll see on a shop floor or job site.
Dust, debris, waste materials, and even oily rags can turn into fuel if they’re not actively managed. OSHA 29 CFR 1910.22 requires workplaces to be kept clean and orderly, and 1910.106 addresses handling and storage of flammable liquids.
From a practical standpoint:
- Keep work areas clean and organized;
- Remove waste regularly, not “when we get to it”;
- Store flammables in approved containers and cabinets; and
- Check hidden areas like rafters, ducts, and equipment tops.
Control your ignition sources
Fire needs three things, fuel, oxygen, and an ignition source. You don’t always control oxygen, but you do control the other two.
Common ignition sources include:
- Damaged or overloaded electrical equipment;
- Hot work like welding, cutting, and grinding;
- Friction or heat from machinery; and
- Static discharge in certain environments.
OSHA and NFPA 51B (Standard for Fire Prevention During Welding, Cutting, and Other Hot Work) expectations are clear, you need controls, permits, and fire watches where applicable.
Make sure your protection systems actually protect
Having fire extinguishers, alarms, or sprinklers isn’t enough. They have to work when needed.
OSHA 1910.157 requires extinguishers to be properly selected for the hazards, kept accessible, inspected, and maintained so they’re ready to use. If someone grabs an extinguisher, it needs to work. Every time.
The same applies to alarms and suppression systems. OSHA 1910.165 requires fire alarms to provide a clear, reliable warning. Sprinkler systems under 1910.159 and fixed systems under 1910.160 must be inspected, tested, and maintained so they activate when needed.
Don’t overlook egress
When evacuating, people need a clear way out. Egress must be seamless, clear, direct, and easy to follow from wherever someone is working. If someone has to stop and figure it out, they’ve already lost time they don’t have.
OSHA 29 CFR 1910.36 and 1910.37 lay out the essentials including:
- Mark and light exit routes clearly,
- Keep exits and paths unobstructed,
- Avoid any storage or temporary blockages,
- Ensure doors open easily from the inside without keys or tools, and
- Make sure exits lead to a safe area.
Training has to be real, not just checked off
Fire events move fast, so there’s no time to figure it out on the fly. Training has to be simple, practical, and tied directly to the job. If workers can’t picture how it applies, it won’t stick when the unexpected happens.
At a minimum, training should cover:
- What causes fires in your workplace,
- How to prevent them,
- When to evacuate instead of fight a fire,
- When and how to use an extinguisher, and
- How to evacuate, including routes, meeting points, and accountability.
Just as important, employees need to be able to ask questions and understand what applies to their job. OSHA expects training to be effective, not just delivered.
Key takeaway: Fire safety comes down to consistent execution, clean work areas, maintained equipment, controlled hazards, and people who know what to do. Fires don’t give you a warning, so your controls have to be ready to work every time.
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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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2026-06-30T05:00:00Z
NewsDrug and Alcohol TestingIndustry NewsDrug and Alcohol TestingSafety & HealthGeneral Industry SafetyAssociate RelationsHR GeneralistIn-Depth ArticleUSAHR ManagementEnglishFocus AreaHuman Resources
Take these steps when rumors of marijuana use are in the air
An employee smells, sees, or hears something that raises suspicions about another worker’s use of marijuana. They tell their supervisor about the rumor and expect action to be taken.
What should be done?
That answer will depend on state law and the circumstances surrounding the situation. Because of this, a supervisor should always pause before taking action.
Four things to consider
A rumor of drug use needs to be investigated. When deciding how to proceed, considerations include:
- The credibility of the source of the information. While reports of drug use need to be investigated, actions shouldn’t be based only on a rumor. The employee reporting the issue might be wrong or could be trying to get a coworker in trouble. The facts of the situation should be paramount in any decisions that are made.
- Safety and health issues that would arise if the employee were to be impaired by marijuana use. If the employee has a job that is safety-sensitive, and the employee or others would be at risk, a prompt investigation is warranted.
- State laws. Some states prohibit marijuana testing based on odor alone, or restrict the type of test that may be done. State laws need to be taken into account if a drug test is to be part of the investigation.
- Federal regulations. If the employee is required to be tested under federal regulations, such as those from the Department of Transportation (DOT), specific criteria must be met for a test to be done. A workplace rumor alone isn’t a reason to do a regulated reasonable suspicion test, but that doesn’t mean the rumor is ignored. The situation needs to be addressed and could be handled under an employer’s workplace drug and alcohol policy.
Get the facts
The person sharing the rumor of drug use should be asked a few questions to bring out the details of the situation. Document what was observed, when, and whether any other employees or supervisors were present.
Then it’s time to talk to the employee. The worker shouldn’t be accused of doing something wrong. Rather, the conversation should be approached as a fact-gathering mission.
The goal isn’t to accuse or punish the employee. The employee’s behavior could be due to a medical issue, a new medication, or a lack of sleep due to caring for a child.
Meet privately, be prepared, and stick to the facts
To preserve confidentiality, the meeting should be held in a private setting. During the meeting, notes and a copy of the company’s drug and alcohol policy should be readily available.
The tone of the meeting should be respectful and the conversation should be based on the facts. You can state what has been observed and ask the employee for an explanation.
To keep the meeting from becoming confrontational:
- Maintain composure and speak in a calm voice,
- Keep an open mind,
- Listen respectfully,
- Ignore inflammatory remarks or combative acts, and
- Be clear and firm about company policy and workplace expectations.
Because drug use was mentioned, it’s also important to also watch for signs that signal reasonable suspicion of substance abuse. These can include:
- Poor coordination
- Clumsy movements
- Drowsiness
- Disorientation/confusion
- Bloodshot eyes
- Giggling
- Short-term memory issues
If signs of drug use are seen
If you do observe signs that indicate recent drug use, the signs should be documented. If drug testing is part of your workplace policy, the employee may be sent for a drug test.
Testing must align with state law. It may need to be done at a certified lab, and in some states, marijuana cannot be part of the testing panel. (Even when a marijuana test isn’t allowed, an employer can take action on any workplace misconduct that led to the test.)
Next steps
If a drug test is positive, the employee may be offered a second chance based on successful completion of a rehabilitation program or may be terminated, depending on company policy.
If no test is conducted, but the employee’s behavior indicates that action is required, actions will depend on the circumstances surrounding the incident and your company’s disciplinary procedures. Your workplace procedures can guide you.
If there is another explanation for the employee’s behavior, and it relates to a condition that may require time away from work, refer the matter to human resources so the employee’s rights under the Americans with Disabilities Act or Family and Medical Leave Act can be given consideration.
Key to remember: Rumors of drug use need to be investigated. Treat it as a fact-gathering mission and take action based on the outcome of the investigation, not speculation.
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2026-06-30T05:00:00Z
NewsIndustry NewsEnvironmental Protection Agency (EPA)Oil Spill PreventionOil Spill PreventionEnvironmentalIn-Depth ArticleCWA ComplianceEnglishFocus AreaUSA
Secondary containment alternative: Does your oil-filled operational equipment qualify?
Facilities that run like a well-oiled machine often rely on just that — operational equipment that stores and uses oil to function (like hydraulic systems). But wherever oil is stored, there’s always the possibility of a leak, and spilled oil can do serious harm, especially if it reaches water.
That’s where the Environmental Protection Agency’s (EPA’s) Spill Prevention, Control, and Countermeasure (SPCC) rule comes in. Usually, regulated facilities must equip oil-filled operational equipment with general secondary containment, which is designed to temporarily hold discharged oil until it can be properly cleaned up. However, some facilities may have another compliance option available.
EPA offers an alternative to secondary containment for qualified oil-filled operational equipment. Let’s take a look at the eligibility criteria and what the other method of compliance requires.
What’s oil-filled operational equipment?
EPA defines “oil-filled operational equipment” at 40 CFR 112.2. Generally, it refers to equipment that has one or more oil storage containers with oil that’s used solely to operate the equipment. Common examples are lubrication systems for pumps and compressors, machining coolant systems, circuit breakers, and electrical switches.
Does your facility have qualified equipment?
Only qualified oil-filled operational equipment is eligible for the alternative requirements to general secondary containment.
The SPCC rule considers oil-filled operational equipment to be qualified if it hasn’t had one discharge of oil exceeding 1,000 gallons or two discharges of oil exceeding 42 gallons each over the following time periods:
- If the facility has operated for at least 3 years, within any 12-month period in the 3 years before the SPCC Plan’s certification date; or
- If the facility has operated for less than 3 years, since becoming subject to the SPCC regulations.
Take note! When determining whether your facility’s oil-filled operational equipment is eligible under federal standards:
- Don’t count oil discharges caused by natural disasters, acts of war, or terrorism; and
- Don’t count the total amount of oil spilled, only the amount that reaches navigable waters or adjoining shorelines.
What about oil-filled manufacturing equipment?
The SPCC rule distinguishes between oil-filled manufacturing equipment and oil-filled operational equipment. Oil-filled manufacturing equipment stores oil only as a supporting element for conducting a mechanical or chemical operation to create or modify a product. It typically involves a flow-through process in which oil continuously moves through the equipment. Examples of this type of equipment include reaction vessels, mixing tanks, and distillation columns.
Because it’s defined independently under the SPCC rule, oil-filled manufacturing equipment isn’t eligible for the alternative compliance option available to qualified oil-filled operational equipment.
What are the alternative measures?
Instead of providing secondary containment for qualified oil-filled operational equipment, facilities may choose to comply with the alternative requirements at 112.7(k), which include:
- Establishing and documenting an inspection or a monitoring program to detect equipment failures and discharges; and
- Adding to the SPCC Plan:
- An oil spill contingency plan according to the requirements of Part 109; and
- A written commitment of the resources (manpower, equipment, and materials) needed to quickly control and remove any potentially harmful quantities of discharged oil;
Take note! If your business must submit a facility response plan (FRP) under 112.20, the oil spill contingency plan and written commitment requirements don’t apply since your FRP already contains these elements.
Why should my facility consider the alternative compliance option?
The alternative requirements to general secondary containment don’t require facilities to prepare an impracticability determination for qualified oil-filled operational equipment.
The impracticability determination provisions at 112.7(d) impose more requirements for facilities that use alternative measures to secondary containment for unqualified equipment.
In addition to meeting the same requirements for qualified oil-filled operational equipment, facilities must have the oil spill contingency plan certified by a Professional Engineer (unless self-certifying as a qualified facility). They also must:
- Describe in the SPCC Plan the reasons such measures aren’t practicable, and
- Conduct periodic integrity tests of bulk storage containers and periodic integrity and leak tests of valves and piping.
Key to remember: The SPCC rule offers an alternative to general secondary containment requirements for qualified oil-filled operational equipment.
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2026-06-30T05:00:00Z
NewsFamily and Medical Leave Act (FMLA)LeaveIn-Depth ArticleTime offHR ManagementEnglishLeaveFamily and Medical Leave Act (FMLA)USAAssociate Benefits & CompensationIndustry NewsHR GeneralistAssociate RelationsFocus AreaHuman Resources
Why give employees time off to grieve?
The continually growing number of state leave laws makes employee leave management more and more challenging for companies to maintain production while staying compliant. Employers might wonder whether they should review their own company leave policies and make changes. With employees legally entitled to various types of leave, perhaps company policies can be scaled back.
Private employers have no federal bereavement law to comply with. Unless covered by a state bereavement leave law, employers are free to craft their own related company policies. Those policies usually define which family members of employees are included, such as a spouse, child, or parent. Some policies include more family members, like grandparents, but might allow less time off in the wake of their passing.
The policy can define which employees are eligible to take the leave, and whether the leave is paid or unpaid.
Bereavement leave policies can also define the reasons employees may take the time off, such as not only handling funeral arrangements, but also grieving the loss of a loved one. These kinds of policies support employee well-being during life’s most difficult moments.
Such policies can help with recruiting and retention, and help employees be more productive when at work
States with bereavement leave laws
Employers with employees in the following states must comply with their respective state law regarding bereavement leave:
California: Employers with five or more employees must give employees who’ve worked at least 30 days up to 5 days of bereavement leave. Employees may take bereavement leave for the death of a spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law.
Illinois: Employers that are covered by the federal Family and Medical Leave Act must give eligible employees up to 2 weeks (10 workdays) of unpaid bereavement leave.
Maryland: Under the Flexible Leave Act, employers with 15 or more employees that give employees paid leave following the birth of the employee’s child must give employees paid bereavement leave for the death of an immediate family member.
Minnesota: Employees may take Earned Sick and Safe Time to make arrangements for or attend funeral or memorial services, or address financial or legal matters that arise after the death of a family member.
Oregon: Employees may take up to 12 weeks of bereavement leave under the Oregon Family Leave Act; 2 weeks per family member. Family members go beyond spouse, child, and parent.
Vermont: Under the Parental and Family Leave Law, employees may use up to 2 of the 12 weeks of leave available for bereavement leave, but not more than 5 consecutive workdays.
Washington: Under the Paid Family and Medical Leave law, employees may take bereavement leave during the 7 calendar days following the death of a family member.
Key to remember: Employee bereavement leave policies can be company-specific, but might have to comply with applicable state leave laws.
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2026-06-30T05:00:00Z
NewsIndustry NewsEnglishHR GeneralistExpert InsightsUSAHR ManagementWellnessWellnessFocus AreaHuman Resources
Expert Insights: Don't stop! A small, positive step makes all the difference when it comes to exercise
When I was in eighth grade, we had to do a long run, probably about a mile, as part of the Presidential Physical Fitness Test.
With the confidence of a 14-year-old who thought she was in great shape but had no long-distance running experience, I took off for what I thought would be a quick sprint around the cones set up on the playground. I ended the run with aching lungs and the determination to never repeat that miserable experience.
For almost a decade I didn’t run, but I gave it another try in my 20s. This time I didn’t sprint, but combined walking and running until I could run a few miles at a comfortable pace
Erase negative associations
If you dread physical activity, maybe it’s time to erase negative associations and take a new, positive first step. This could be a walk to the end of the block, a bike ride with the kids, a beginner yoga class, or another activity you try with a friend.
I’ve found exercise as an adult to be a different and wonderful world compared to some of the more repetitive and dull drills I remember from my youth. There are certainly challenges if you want them, but there’s also control over what and how much you do. That can make it easier to convince yourself to go out for a 5-minute walk, which can easily turn into a longer bout of activity once you find yourself enjoying it.
While you should check with your doctor for options if health factors are a concern, there’s no reason to let age alone stop you from exercising and reaping its benefits.
Recently, a study by Yale’s Becca Levy and other researchers, published in the journal Geriatrics, found that, over time, almost half of adults over age 65 who exercised showed measurable improvement in physical or cognitive function (or both).
The findings suggest that “There is often a reserve capacity for improvement later in life,” noted Levy, a professor of social and behavioral science at the Yale School of Public Health.
Attitude plays a role in tapping into that capacity, and a positive mindset can also help you overcome a hesitation to exercise.
Give exercise a try at your own pace and do things you like. This can lead to a regular routine you enjoy.
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