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NewsEmergency Planning - OSHAIndustry NewsSafety & HealthEmergency PreparednessConstruction SafetyGeneral Industry SafetyIn-Depth ArticleEnglishFocus AreaUSA
How well do first responders know your facility?
Organizations spend a lot of time and resources preparing for emergencies. Local fire departments, EMS providers, and hazmat teams do too. But here’s a question that isn’t asked very often: How much preparation have they done together?
When a serious incident occurs, organizations often rely on outside responders to help protect employees, property, and the surrounding community. These responders bring valuable expertise and resources, but they may not know the facility, its hazards, or its operations as well as the people who work there every day.
That's why emergency preparedness should be viewed as a partnership, not a handoff. The strongest emergency responses occur when organizations and first responders build relationships, share information, and understand each other's expectations long before an incident occurs.
Build the relationship before it's needed
The best time for organizations to meet with local responders isn’t during an emergency. Facility tours, pre-incident planning meetings, and joint exercises allow both sides to learn from one another. Responders can become familiar with facility layouts, hazards, and access procedures. Facility personnel can better understand responder capabilities, equipment, and response expectations.
These conversations also help identify potential issues before they become problems. Questions about after-hours access, communication protocols, command structure, specialized hazards, or monitoring capabilities are much easier to answer during a planning meeting than during an active emergency.
Perhaps most importantly, these interactions build trust and familiarity, both of which can improve communication when pressure is high.
Why familiarity matters
When responders arrive, they often need information quickly to make critical decisions. The more they know beforehand, the more effectively they can respond. During an emergency, responders don't have time to learn the facility from scratch.
Consider some of the questions they may need answered:
- Are there gates, badge-controlled doors, or other security measures?
- Are there any areas with restricted access?
- What hazardous materials are onsite, and where are they located?
- Which utilities, fire department connections (FDCs), or processes may need to be shut down?
- Who has authority to make decisions during the incident?
- Which employees have specialized knowledge of equipment, chemicals, or operations?
- How can responders access the facility after normal business hours?
Without those answers, valuable time can be spent gathering information instead of managing the emergency.
The relationship goes both ways
Organizations sometimes assume responders have every resource they might need. In reality, responder capabilities can vary by jurisdiction, equipment availability, and specialized training.
For example, a local department may have standard atmospheric monitoring equipment but may not carry instruments designed to detect every chemical present at a facility. Certain incidents may require additional resources, technical expertise, or support from a regional hazmat team.
Understanding those capabilities and limitations before an emergency occurs helps both organizations and responders establish realistic expectations, identify resource gaps, and avoid surprises when an incident occurs.
Don't rely on paperwork alone
Many organizations already share hazard information through regulatory programs. Facilities subject to EPCRA requirements may provide chemical inventory information that helps emergency planners understand potential community hazards, but that information doesn't replace direct conversations and site familiarity.
Responders also benefit from information such as facility maps, building access points, utility shutoff locations, hazardous material storage areas, emergency contacts, and site-specific response considerations.
Responders don't need every document an organization has ever produced. What helps most is having key information organized, accessible, and available before an emergency occurs.
Strengthen the partnership
To strengthen relationships with local emergency responders:
- Arrange facility tours to familiarize responders with the site;
- Review emergency plans, major hazards, and available resources together;
- Confirm after-hours access procedures;
- Identify primary and backup emergency contacts;
- Provide updates when processes, layouts, or chemical inventories change; and
- Conduct joint drills or exercises.
Key to remember: First responders shouldn't be learning about a facility during an emergency. The best emergency responses are built on relationships, communication, and shared understanding long before 911 is called.
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Transportation Monthly Round Up - October 2023
Hello, the monthly round up video series will review the month’s most impactful regulatory proposals and changes, and we’ll discuss what you can do stay compliant. With that said, let’s get started!
Let’s further discuss the Advanced Notice of Proposed Rulemaking (ANPRM) for Safety Fitness Determination.
The FMCSA extended to November 29, 2023, the comment period for the Advanced Notice of Proposed Rulemaking (ANPRM) regarding the need to revise the safety fitness determination (SFD) process. The ANPRM was published August 29, 2023.
The FMCSA may do away with its current rating system (which results in ratings of Satisfactory, Conditional, or Unsatisfactory) and instead move to a system that uses CSA results alone to declare the worst carriers “unfit” to continue operating.
As a result, "bad apple” carriers could be shut down without even undergoing an audit. The changes could eventually have a significant impact on motor carriers that are struggling with their CSA scores and performing much worse than their peers. A final rule is not expected until late 2024 or later, however.
Recent changes to drug-testing guidelines for federal employees could trickle down to affect the DOT’s testing rules for truck and bus drivers.
The Department of Health and Human Services amended its “Mandatory Guidelines for Federal Workplace Drug Testing Programs,” including changes for both urine and saliva testing. Such changes are typically incorporated into the DOT’s rules in Part 40.
Among the changes is a new emphasis on the fact that exposure to marijuana smoke or the ingestion of food containing a prohibited drug are not valid excuses for testing positive.
A recent notice from the International Fuel Tax Association (IFTA) reminds carriers that there is a two-month grace period, but it’s for display of the new credentials, not to file your renewal application.
To renew your IFTA license for 2024, you must file with their base jurisdiction before the end of 2023. Then, there’s a two-month grace period (January and February) to display your new IFTA license and decals.
Why the grace period? In some jurisdictions, your new decals will arrive within a few days of submitting your renewal application. In others, they may take up to a month. To keep your trucks on the road, be sure to file your renewal well ahead of the December 31 deadline.
North American inspectors conducted 18,875 commercial motor vehicle inspections during the Commercial Vehicle Safety Alliance's (CVSA) Brake Safety Week, which ran from August 20-26.
Of the total inspected vehicles, 12.6 percent (2,375) were placed out of service for break-related violations and removed from roadways.
Of the 18,875 commercial motor vehicle inspections held across 56 U.S., Canadian, Mexican states/provinces/territories, there were:
- 18,031 U.S. inspections with 2,240 brake-related out-of-service inspections,
- 1,372 Canadian inspections with 134 brake-related out-of-service inspections, and
- 9 Mexican inspections with 1 brake-related out-of-service inspection.
That’s it for this month’s roundup. Stay safe, and thanks for watching.
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NewsIndustry NewsEnglishVideoHR GeneralistLeaveTime offUSAHR ManagementLeaveFocus AreaHuman ResourcesMonthly Roundup Video
HR Monthly Round Up - October 2023
In this monthly roundup video, we’ll review the most impactful HR news.
Welcome, everyone! In the next few minutes, we’ll review the latest in HR news. Let’s get started.
On October 26, the National Labor Relations Board issued its final rule for determining joint employer status under the National Labor Relations Act.
The rule lowers the threshold to be considered a joint employer. As a result, more employers could be liable for wage and hour, workplace safety, and other violations.
The new rule takes effect on December 26, but applies only to cases filed after that date.
Turning to the west coast, California’s employment leave laws are expanding.
Starting January 1st, California employers with five or more employees must provide up to five days of leave for employees who suffer a reproductive loss event, such as a miscarriage, stillbirth, a failed adoption, and so on. The leave could be paid or unpaid, depending on company policies. California is the second state in the country to enact such a law. Illinois has a similar law in place.
Also beginning January 1st, California employees will be entitled to take up to five days of paid sick leave, rather than the current three days. Full-time, part-time, and temporary workers are eligible to take the leave if they meet the qualifications.
Finally, 22 states, including Florida, Montana, and Ohio, have minimum wage increases taking effect January 1st. If you’re an employer in a state with a wage increase on the horizon, make sure your labor law posters show the new rate.
That’s all the HR news we have time for today. For more information on these topics, click the content links in the transcript below. Thanks for watching. See you next month!
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Transportation Monthly Round Up - June 2025
In this June 2025 round up, we will discuss the new English language proficiency test, Operation Safe Driver Week, and Operation Brake Safety Week. Let's get started!
Under an Executive Order issued on April 28, all interstate commercial motor vehicle drivers must have adequate English language skills, as required in the Federal Motor Carrier Safety Administration (FMCSA) regulations at 391.11(b)(2). The determination will be made by officers during roadside inspections.
The first step is a driver interview in English to evaluate the driver’s English language skills. If the driver cannot adequately answer the officer’s questions, the driver will be placed out of service.
Step two in the assessment is evaluating whether the driver can recognize common highway traffic signs. If the driver cannot read the signs and provide correct answers, the driver will be placed out of service.
Beginning on June 25th, officers will begin placing drivers out of service if they fail the English language proficiency testing.
Operation Safe Driver Week will run from July 13-19 this year, with a focus on reckless, careless, and dangerous driving. Officers in Mexico, Canada, and the U.S. will be looking out for commercial drivers’ unsafe driving habits.
The Commercial Vehicle Safety Alliance (CVSA) runs Operation Safe Driver Week every summer to help encourage safe driver practices and improve road safety for everyone. Law enforcement personnel are looking for:
- Speeding,
- Following too closely,
- Drunk driving,
- Drugged driving,
- Distracting driving, and
- Other unsafe driving habits.
Brake Safety Week helps remind drivers and motor carriers to keep up with proactive vehicle maintenance and safety procedures while highlighting the importance of brake safety. Commercial vehicles with brake-related out-of-service violations will be removed from the road until all violations are corrected.
Prepare your drivers and equipment now for this important event.
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NewsIndustry NewsVideoEmployee RelationsHR GeneralistUSAHR ManagementEnglishEmployee RetentionFocus AreaHuman ResourcesMonthly Roundup Video
HR Monthly Round Up - March 2024
In this monthly roundup video, we’ll review the most impactful HR news.
Welcome, everyone! In the next few minutes, we’ll review the latest in HR news. Let’s get started.
The Equal Employment Opportunity Commission announced that it will open the online reporting platform for employers to submit their 2023 EEO-1 data on April 30.
All private-sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, are mandated to annually collect and submit demographic workforce data to the EEOC. The deadline to file is June 4.
In other news, on March 8, a U.S. district judge in Texas blocked the National Labor Relations Board rule for determining joint employer status. The rule had been scheduled to take effect March 11.
The Agency expressed its disappointment and said it’s considering the next steps in light of this change.
In 2021, the state of Florida passed the Individual Freedom Act, commonly known as the “Stop W.O.K.E. Act.” The law banned Florida employers from mandating employee attendance to any training or instruction that essentially promoted a certain set of beliefs regarding the treatment of individuals based on race, color, sex, or national origin.
However, a recent decision by the 11th Circuit Court of Appeals now enables Florida employers to require meetings and/or employee training on the law’s restricted areas, including diversity, equity, and inclusion programs.
The March 4th unanimous decision in Honeyfund.com, Inc. v. Governor, State of Florida listed all the types of training that the law prohibited. The court said that by prohibiting training regarding only certain types of ideas, the act targets speech based on its conduct.
And, finally, on March 11, President Biden revealed his 2025 budget proposal, which includes paid leave. As in years past, this is only a proposal. Any related legislation would need to come from Congress, which has failed to enact past measures. The proposal does, however, illustrate a continuing movement toward paid leave at the federal level.
That’s all the HR news we have time for today. For more information on these topics, click the content links in the transcript below. Thanks for watching. See you next month!
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NewsIndustry NewsVideoHR GeneralistFamily and Medical Leave Act (FMLA)Family and Medical Leave Act (FMLA)USAHR ManagementEnglishFocus AreaHuman ResourcesMonthly Roundup Video
HR Monthly Round Up - April 2023
In this monthly roundup video, we’ll review the most impactful HR news.
Welcome to this month’s HR Roundup. It’s been a busy month, so let’s get started.
Classifying workers as independent contractors can be tricky. A Massachusetts employer recently learned this the hard way.
The state Attorney General’s office issued three citations totaling more than $6.2 million against the employer. These allegations include misclassifying employees as independent contractors, failing to furnish suitable paystubs, and failing to provide earned sick leave per state law.
The investigation began after complaints were received from former and current workers. Investigators discovered the employer misclassified its delivery drivers as independent contractors.
While this incident involved a state law, employers nationwide can expect to see a final rule about the independent contractor status under the federal Fair Labor Standards Act in May.
Speaking of federal laws, let’s talk about what’s coming up with the Family and Medical Leave Act (or FMLA).
While many people are filling up their calendars with fun plans for summer, the U.S. Department of Labor has one key date on its radar — June 30. That’s the date the DOL model FMLA notices and certification forms are expiring.
This is not like when the Form I-9 expires. The FMLA expiration date is an internal government date. Employers don't really need to worry about it.
If June 30 comes and goes without new FMLA forms, don’t panic. Employers may still use the current forms until the new ones come out.
In other news, child labor issues have been popping up lately. Although many organizations struggle to fill open positions, hiring workers under the age of 18 comes with certain risks.
A Minnesota meat processing company learned this lesson. The company is being investigated for their child labor practices. The meat processor was allegedly employing minors for hazardous jobs during overnight shifts.
Remember, child labor laws vary by state. And even federal law restricts the hours and tasks for minors. So, whether you’re hiring for the upcoming summer or for year-round positions, be sure you follow the laws in your area.
April 6 was National Employee Benefits Day. This day is celebrated every April as a time to thank all benefits professionals. Those who administer company benefits play a major role when it comes to overall employee satisfaction.
That’s all the HR news we have time for today. For more information on the topics discussed, just click the links on the transcript. 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.