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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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2026-07-08T05:00:00Z
NewsIndustry NewsIndustry NewsAssociate Benefits & CompensationAssociate RelationsHR GeneralistFamily and Medical Leave Act (FMLA)Family and Medical Leave Act (FMLA)HR ManagementEnglishFocus AreaHuman ResourcesUSA
A lower raise and smaller bonus were FMLA retaliation, court rules
In 2013, Jeffrey began working for the company. Near the end of each year, the company gave Jeffrey an annual salary increase and bonus that would go into effect the following calendar year.
From October to December of 2020, Jeffrey took leave under the federal Family and Medical Leave Act (FMLA) for mental health conditions. That year, the company gave him a smaller bonus and lower salary increase — a more than 40 percent reduction in bonus and salary increase compared to previous years.
In May 2021, Jeffrey asked for more leave, then an extension, followed by a request to work from home as an accommodation. Because his requested leave was unlimited, the employer denied it and fired Jeffrey. He sued, claiming that the employer violated the FMLA by giving him a lower salary increase and smaller bonus in 2020 because he took FMLA leave. In short, he claimed retaliation.
The employer argued in court that the decreases weren’t an adverse employment action, and that the FMLA leave wasn’t the reason for the smaller increases.
The court didn’t buy the employer’s argument. It held that Jeffrey engaged in protected activity when he took leave and asked for an accommodation. The ruling demonstrated that a reasonable person could find that the lower bonuses and smaller salary increases could have discouraged someone from requesting FMLA leave or asking for an accommodation, which would keep them from engaging in protected activity.
The court also found the timing of the lower amounts was unusually suggestive, as they happened right after he took FMLA leave.
Steidle v. United States Liability Insurance Co., Inc., Third Circuit Court of Appeals, No. 24-2999, June 24, 2026.
Court decisions are based on the specific facts presented and each court’s interpretation of the law. Because courts may reach different conclusions, similar situations can lead to different outcomes. Employers should avoid relying on a single case as definitive guidance and instead assess each situation carefully, considering applicable laws, and seeking advice when needed.
Key to remember: Employers are prohibited from taking adverse employment actions because employees exercise their FMLA rights, and giving employees a smaller pay increase or bonus could be seen as adverse employment actions.
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2026-07-08T05:00:00Z
NewsUnified Carrier Registration Agreement (UCR)TransportationBusiness planning - Motor CarrierIn-Depth ArticleEnglishNew entrant requirements - Motor CarrierBusiness planning - Motor CarrierIndustry NewsFleet SafetyInternational Registration Plan (IRP)Business policies and procedures - Motor CarrierOperating AuthorityFleet OperationsFocus AreaRegistration and Permits - Motor CarrierUSA
Beyond your DOT number: compliance steps for starting a new trucking company
Obtaining a USDOT number and operating authority is the first step in establishing a trucking company, but they’re just that – the start. It is essential that you keep track of all requirements to stay compliant and continue operations.
Unified Carrier Registration (UCR)
The UCR program is a federally mandated system requiring businesses engaged in interstate commerce to pay an annual fee. This fee funds safety programs and enforcement activities at the state level.
Who must register?
- For-hire motor carriers (e.g., trucking companies transporting passengers or goods for clients across state lines);
- Private motor carriers (e.g., businesses using their own trucks to move their own goods across states);
- Freight forwarders and brokers; and
- Leasing companies involved in interstate transport.
If your operations involve interstate commerce, meaning the movement of goods or passengers across state lines or across the borders of the United States, you likely need UCR registration. Registration opens on October 1 each year. If you fail to register on time, you risk fines, out-of-service orders, and even loosing operating authority.
International Registration Plan (IRP)
Under the IRP, qualifying commercial vehicles can travel through several jurisdictions with one license plate, provided the apportioned registration fees have been paid to the base jurisdiction. After collecting the fees, the base jurisdiction sends each jurisdiction its share and issues a single IRP cab card and apportioned vehicle registration plate which allows motor carriers to travel in all jurisdictions.
International Fuel Tax Agreement (IFTA)
IFTA is an agreement on the collection and distribution of fuel use tax revenues among the lower 48 United States and 10 Canadian provinces. This program simplifies fuel tax reporting for carriers operating across multiple jurisdictions. To participate, you’ll need to obtain an IFTA license, and file quarterly fuel tax returns.
Alternatively, if you won’t be making interstate trips regularly, you may purchase temporary fuel permits for occasional trips.
Heavy Vehicle Use Tax (HVUT)
Under the HVUT program, trucks, tractors, and buses with a gross weight over 55,000 pounds or more registered in the U.S., Canada, or Mexico must file Form 2290 and Schedule 1.
State highway use and mileage taxes
Several states (examples include: Connecticut, Oregon, New York, Kentucky, and New Mexico) impose additional taxes beyond fuel taxes. In most cases, trip permits are available to satisfy tax requirements for carriers not permanently registered. These permits are sometimes combined with a temporary fuel permit.
Hazardous Materials Compliance
If you transport hazardous materials, you may need:
- PHMSA Hazmat Registration for certain materials in interstate or intrastate commerce. The fee for registration funds a nationwide emergency response training and planning grant program for state and local governments. No person required to file a registration statement may transport hazardous materials — or cause them to be transported or shipped — without a current annual Certificate of Registration on file.
- Hazmat Safety Permit for specific quantities and types of hazardous materials. This permit is issued at no fee, and is effective for two years, unless suspended or revoked.
New-Entrant Safety Assurance Program
The FMCSA requires new carriers to undergo a safety audit within the first 18 months of operation. This audit checks compliance in areas such as:
- Carrier credentials
- Insurance requirements
- Drug and alcohol testing
- CDL licensing
- Driver qualifications
- Hours of service
- Vehicle inspection and maintenance
Failing the audit—especially due to “auto-fail” violations—can result in an out-of-service order until issues are corrected.
For more information on this program, refer to Part 385 of the regulations.
Key to remember: Non-compliance can lead to severe penalties, operational shutdowns, unsafe working conditions, and reputational damage. By following these steps, you not only meet legal requirements, but also build a foundation for safe, efficient, and profitable operations.
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2026-07-08T05:00:00Z
NewsIndustry NewsFederal Motor Carrier Safety RegulationsFleet SafetyFocus AreaIn-Depth ArticleEnglishTransportationBusiness planning - Motor CarrierUSA
Long-awaited DOT agenda reveals rulemaking priorities
Although the Trump administration has largely focused on deregulation so far, the U.S. Department of Transportation’s (DOT’s) newly updated 2026 rulemaking agenda shows that it’s not abandoning long-planned regulatory changes. Many actions affecting motor carriers and drivers remain on the roadmap, with several now pushed into mid- to late 2026.
The latest agenda — issued over a year later than normal — includes new priorities involving English-language proficiency, entry-level driver-training-provider standards, commercial driver’s license (CDL) security, and updates to federal drug-testing guidelines.
Among other long-expected changes are updates to the Drug & Alcohol Clearinghouse and electronic logging device (ELD) rules, changes to cargo securement provisions, annual penalty adjustments, and several proposals affecting CDL standards, medical qualification, drug testing, brokers, and more.
The following key actions affecting motor carriers appear on the latest rulemaking roadmap, arranged in the order in which they’re tentatively projected to appear in 2026. The public will have a chance to comment on proposed rules as they’re announced.
| Subject | Description | Next Step |
| Hair testing | Federal workplace drug-testing guidelines for hair testing remain pending and would eventually affect DOT-regulated testing once DOT adopts corresponding rules. | Proposed rule: July |
| Part 40 testing rules | The DOT plans broader revisions to its drug and alcohol testing procedures. | Proposed rule: July |
| Drug/alcohol records | The DOT plans to allow electronic signatures, forms, and record storage for drug and alcohol testing records. | Final rule: July |
| English proficiency | The FMCSA may add English-language proficiency to the out-of-service criteria for roadside inspections. | Proposed rule: July |
| ELDT providers | The FMCSA plans stronger standards for being listed as an entry-level driver-training provider. | Proposed rule: July |
| CDL standards | The FMCSA plans to incorporate a new state procedures manual into the CDL standards. | Proposed rule: July |
| Bus accessibility | The DOT plans to adopt accessibility standards for buses and vans used to transport individuals with disabilities. | Proposed rule: July |
| Automatic emergency braking | The DOT and FMCSA continue work on automatic emergency braking requirements and performance standards for heavy vehicles. | Proposed rule: July |
| Vehicle size and weight | The DOT intends to simplify and clarify its vehicle size and weight rules. | Proposed rule: July |
| Registration | The FMCSA plans updates to the Unified Registration System and procedures for granting or revoking registration. | Proposed rule: July |
| Technical amendments | The FMCSA will be making two rounds of minor technical corrections to its regulations. | Final rules: July and November |
| Railroad crossings | The FMCSA plans to ease or remove the requirement that certain vehicles must stop at all railroad crossings. | Proposed rule: July |
| Emergency response | The FMCSA intends to revert to a 30-day limit on an exemption for drivers engaged in emergency response. | Proposed rule: July |
| UCR fees | The FMCSA will make its annual update to Unified Carrier Registration fees for the 2027 registration year. | Proposed rule: July |
| Civil penalties | The DOT plans to adjust its fines (civil penalties) for inflation, as it’s required to do on an annual basis. | Final rule: July |
| Emergency exemptions | FMCSA plans to clarify emergency exemption applicability by reverting to a 30-day limit. | Proposed rule: July |
| Accident reporting | The FMCSA plans to revise the term “medical treatment” for accident-reporting purposes, to align with current guidance. | Final rule: July |
| CDL security | The FMCSA will be proposing security enhancements for the CDL and commercial learner’s permit (CLP) licensing processes, to combat fraud. | Proposed rule: July |
| Property brokerage | The FMCSA intends to add further transparency to property broker transactions. | Proposed rule: July |
| Vehicle automation | The FMCSA plans to update its safety regulations to account for vehicles equipped with automated driving systems. | Proposed rule: August |
| Test refusals | The DOT plans to establish an appeal process for employer-decided drug or alcohol test refusals. | Proposed rule: August |
| Cargo securement | The FMCSA plans amendments to its “parts and accessories” rules, including cargo securement provisions. | Proposed rule: September |
| Broker/FF qualifications | The FMCSA intends to propose new standards for the qualifications and/or knowledge of the officers employed by brokers and freight forwarders. | Proposed rule: September |
| HHS testing guidelines | The Dept. of Health and Human Services will be proposing updates to its mandatory federal workplace drug-testing guidelines. | Proposed rules: October |
| ELD update | The FMCSA plans to streamline and improve the clarity of its ELD rules. | Proposed rule: November |
| Drug & Alcohol Clearinghouse | The FMCSA intends to revise its Clearinghouse rules to improve error correction, queries, and consent requirements. | Proposed rule: November |
| Entry-level training | The FMCSA plans to alter its new-driver training rules to address sexual harassment, pedestrian safety, and related topics. | Pre-proposal: November |
| CDL flexibility | The FMCSA will be adding more flexibility to the CDL skills-testing process. | Final rule: November |
| Seizure standard | The FMCSA intends to propose changes to the driver qualification standard for seizure-related conditions. | Proposed rule: November |
| Medical examiners | The FMCSA wants to adopt a formal process for administratively removing non-compliant examiners from the National Registry of Certified Medical Examiners. | Proposed rule: November |
| Household goods | The FMCSA plans a proficiency exam as a precondition for registration of household goods motor carriers. | Proposed rule: November |
| New-entrant testing | The FMCSA continues work on a knowledge exam or similar process for new motor carriers before they receive New Entrant authority. | Proposed rule: November |
| Records | The FMCSA will be revising the recordkeeping rules in Part 379 to remove overlapping and burdensome requirements. | Proposed rule: November |
| Safety rating process | The FMCSA plans to revisit its safety fitness procedures. | Proposed rule: November |
Long-term actions
Additional rulemaking actions appear on a “long-term” list, with an uncertain future. These include:
- Adding certain Schedule II drugs, including fentanyl-related changes, to the DOT drug-testing panel.
- Clarifying the “tank vehicle” definition used to determine when a CDL tank endorsement is required.
- Removing or revising rules governing drivers’ employment applications.
- Requiring unique electronic identification of commercial motor vehicles for enforcement purposes.
- Amending how fees are handled for the FMCSA’s self-insurance program.
Key to remember: The latest DOT rulemaking agenda pushes many actions into mid- to late 2026 and adds several new priorities. Carriers should watch for proposed rules, review how the changes could affect operations, and comment when agencies ask for public input.
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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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NewsAir QualityStationary Emission SourcesEnforcement and Audits - OSHAToxic Substances Control Act - EPAAir EmissionsSafe Drinking WaterTSCA ComplianceWater ProgramsWater QualityMonthly Roundup VideoCAA ComplianceAir PermittingHazard CommunicationUSAEnglishHeat StressOSHA Violations and PenaltiesIndustry NewsHeat and Cold ExposureSafety & HealthToxic Substances - EPAGeneral Industry SafetyEnvironmentalFocus AreaWater MonitoringHazard CommunicationAir ProgramsExtreme Temperature PreparationVideo
EHS Monthly Round Up - June 2026
In this June 2026 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.
OSHA won’t increase its penalty amounts in 2026. The agency is required to annually adjust its penalties for inflation, based specifically on the October Consumer Price Index data released by the Bureau of Labor Statistics. Due to a lapse in funding, BLS did not release the October 2025 data. Because no alternative calculation is allowed, OSHA penalties will remain at the 2025 amounts.
OSHA updated its inspection guidance for the Hazard Communication standard. While the document is geared towards OSHA inspectors, it provides insights for chemical manufacturers, importers, distributors, and employers as to what the agency will look for during an inspection.
OSHA will hold a series of informal, virtual hearings on multiple proposed rules beginning August 19th. The majority relate to respiratory protection requirements for different chemical substances. All of the proposed rules were originally published in the Federal Register on July 1, 2025.
Nevada OSHA published a list of frequently asked questions related to its recently adopted heat illness rule. The state’s rule took effect April 29.
Turning to environmental news, EPA restored emergency-related affirmative defense provisions for Title V operating permits. This allows stationary sources to assert a regulatory affirmative defense for certain air emission violations caused by events beyond their control.
EPA released two proposed rules that would have major impacts on drinking water regulations for PFAS. The agency will accept comments on the proposals until July 20.
And finally, EPA now allows facilities to submit PCB annual reports electronically. Facilities can start with the upcoming report that’s due July 15.
Thanks for tuning in to the monthly news roundup. We’ll see you next month!
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NewsMonthly Roundup VideoTraining & DevelopmentFamily and Medical Leave Act (FMLA)Retirement BenefitsFamily and Medical Leave Act (FMLA)Retirement BenefitsHuman ResourcesHR ManagementEnglishUSATalent Management & RecruitingAssociate Benefits & CompensationDiscriminationIndustry NewsDiscriminationTitle VII (The Civil Rights Act of 1964)Affirmative ActionRace DiscriminationEmployee BenefitsProtected classesHR GeneralistHealth Savings Accounts (HSAs)Associate RelationsFocus AreaVideo
HR Monthly Round Up - June 2026
In this June 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 IRS recently announced the 2027 contribution limits for Health Savings Accounts (or HSAs). Employees with self-only coverage will be able to save an additional $100 annually in their HSAs next year, meaning they’ll be able to contribute up to $4,500 in 2027.
To contribute to an HSA, an employee must be enrolled in an HSA eligible High-Deductible Health Plan, which is generally a health plan that only covers preventive services before the deductible.
In other news, did you know that job protections begin when employees ask for leave under the federal Family and Medical Leave Act (or FMLA), not just when leave begins? This is especially important to remember when an employer wants to discipline or fire an employee who asks about leave.
In a recent case out of the Sixth Circuit Court of Appeals, the court found in favor of the employer, because the employer had well-documented evidence of an employee’s poor job performance as the reason for the termination even though the employee was requesting FMLA leave.
And, finally, a decades-old rule that helps protect companies that voluntarily implement affirmative action plans may be eliminated if the federal Equal Employment Opportunity Commission gets its way.
The EEOC submitted a proposal to the White House regulatory office on May 27 that would eliminate the agency’s 1979 regulation clarifying how employers could implement affirmative action strategies in line with Title VII of the 1964 Civil Rights Act. Submission to the regulatory office is the last step before the final rule is published in the Federal Register.
The proposed rescission of the voluntary affirmative action plan rules must undergo a formal notice-and-comment period. Interested stakeholders can submit a public comment, and the EEOC must review them before a final rule is published.
In the meantime, employers may want to assess whether any existing policies or programs could be affected by changes in the federal government’s approach to affirmative action.
That’s all the HR news we have time for today. Thanks for watching. See you next month!
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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.