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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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NewsEnforcement and Audits - OSHACERCLA, SARA, EPCRAToxics Release Inventory ReportingVideoMonthly Roundup VideoCAA ComplianceInjury and Illness RecordkeepingEnglishOSHA Violations and PenaltiesAir ProgramsIndustry NewsSafety & HealthGeneral Industry Safety300-A Annual SummaryEnvironmentalFocus AreaAir ProgramsUSA
EHS Monthly Round Up - January 2023
In this monthly roundup video, we’ll review the most impactful environmental, safety, and health news.
Hi everyone! Welcome to the monthly roundup video, where we’ll review the most impactful environmental, safety, and health news. First, let’s take a look at what’s happening in safety and health.
If you haven’t already done so, now is the time to post your OSHA 300A Summary. Employers are required to post the Summary in a conspicuous place from February 1st through April 30th.
As required by law, OSHA increased its penalties for inflation in mid-January. Penalties went up 7.7 percent, effective January 17th.
Also in January, OSHA released its long-awaited Fall 2022 regulatory agenda. Along with numerous proposed rules in the works, three major final rules are slated for 2023 – COVID-19 in healthcare, Injury and Illness tracking, and an update to the hazard communication standard.
OSHA recently released two new letters of interpretation, which address exit signs and lockout/tagout. Specifically, OSHA states that the International Standards Organization emergency exit symbol can be located beside the mandatory EXIT text on an existing sign.
The second letter addresses the applicability of lockout/tagout and the maintenance and operations of cathodic protection rectifiers when working on pipelines.
New York’s Warehouse Worker Protection Act was signed into law in December and takes effect in late February. It protects warehouse distribution workers from undisclosed or unlawful work speed quotas and includes protections for workers who fail to meet these quotas.
In 2021, a worker died every 101 minutes from a work-related injury, according to the Bureau of Labor Statistics. A total of 5,190 fatal work injuries was recorded in the U.S. in 2021, an 8.9 percent increase over 2020.
Turning to environmental news, EPA automatically added nine per- and polyfluoroalkyl substances, or PFAS, to the Toxics Release Inventory, or TRI, list. Four PFAS were added since they are no longer claimed as confidential business information.
EPA released its Fall 2022 regulatory agenda in early January. Included are major regulations impacting the National Ambient Air Quality Standards, waters of the United States, and modifications to the Risk Management Program under the Clean Air Act.
There are also a number of rules related to the National Emission Standards for Hazardous Air Pollutants in various rule stages.
And finally, beginning with model year 2027, heavy-duty trucks will be required to meet clean air standards that are 80 percent more stringent than current requirements.
EPA says this final rule is aimed at reducing smog- and soot-forming emissions, increasing the life of governed vehicles by up to 250 percent, and increasing emissions warranty periods up to 450 percent.
Thanks for tuning in to the monthly news roundup!
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NewsIndustry NewsEnforcement and Audits - OSHAOSHA InspectionsSafety & HealthGeneral Industry SafetyMonthly Roundup VideoFocus AreaUSAHazard CommunicationHazard CommunicationEnglishOSHA Violations and PenaltiesVideo
EHS Monthly Round Up - October 2023
In this monthly 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. Please view the content links in the transcript to take a deeper dive into the topics I’ll be covering today. With that said, let’s get started!
OSHA’s hazard communication final rule is under review at the Office of Management and Budget. This process typically takes 90 to 120 days, which means we’ll likely see the final rule in early 2024.
A performance audit found that OSHA did not adequately address the high number of injuries and illnesses at warehouses before and during the COVID-19 pandemic. Despite the high rate of injury and illness, OSHA only conducted a small number of inspections.
An OSHA investigation found a fulfillment center was exposing employees to ergonomic hazards which could lead to musculoskeletal disorders. The company also failed to provide adequate medical care for workers who had sustained head injuries, some of which were traumatic.
Workplace overdose deaths have increased 536 percent since 2011. A National Safety Council survey found that 75 percent of employers reported opioid use has impacted their workplace, but only 17 percent said they felt prepared to deal with the problem.
And finally, turning to environmental news, EPA finalized its PFAS reporting and recordkeeping rule. It expands the definition to include 41 additional PFAS of concern, among other changes.
Thanks for tuning in to the monthly news roundup. We’ll see you next month!
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2026-10-23T05:00:00Z
NewsIndustry NewsEnglishAssociate RelationsHR GeneralistIn-Depth ArticleUSAHR ManagementWellnessWellnessFocus AreaHuman Resources
A healthier workday, one small choice at a time
Each workday offers an opportunity to support good health. Making healthier choices doesn’t mean you have to revamp your whole day. Start with small actions that fit your job, schedule, and needs. This might look like planning a meal break or creating a clear stopping point at the end of your shift. The goal isn’t a perfect routine. It’s making room to care for yourself during the day. There are simple changes? that when added to the day don’t detract from getting work done but add to your overall well-being. For example, build healthier choices into the workday by creating an environment that supports: Opportunities to move Access to drinking water Breaks that help you refocus Stress reduction when needed Normalize taking care of your health before there’s a problem. This form of self-care is good for individuals and sets a good example for others.
Create a work environment that supports routine healthy behaviors
By focusing on small, repeatable routines anchored to things you already do, you can build sustainable habits that improve energy, focus, and health without feeling like preventative health measures are a second job. Here are ideas for small but powerful changes:
Start the day
- Take 5 or 10 minutes and do the same routine tasks every day to signal to your brain that it’s time to work.
- Plan when your first movement break will be. If necessary, add it to your to-do list or calendar for the day.
Throughout the workday
- Take focus breaks. Pause between tasks, look away from the screen, or spend a quiet moment without checking another device.
- Take movement breaks such as a brief walk, a change of position, or comfortable seated movement, as abilities and duties allow. For active jobs, a restful break may be more appropriate than extra movement.
- Plan workday snacks and meals. Before your shift, think about when and where you’ll eat. Include bringing a meal or having a backup option for a busy day.
- Make hydration a routine by pairing a water refill with an existing transition, such as arriving at work or taking a meal break, where workplace rules allow.
- Reset when stress builds. Offer a brief pause to identify the next manageable step or ask for clarification about competing priorities.
Not every health-related task belongs on your daily checklist, however. Keep a separate reminder to make appointments for routine preventative care and note questions you want to discuss with your health care provider.
To end the workday
- Have a shutdown ritual. Note where you stopped, write down tomorrow’s first task, and put away work materials when your shift ends, as your role allows.
- Take some deep breaths and focus on the positive healthy choices that you made today, even if they’re small. Something is better than nothing.
Make the healthier choice easier for others
If you’re in a leadership position, support a healthy workplace for your team as much as possible.
Workplace support might include providing accessible drinking water, giving workers opportunities to take breaks, and offering them clear information about available wellness resources.
Employees shouldn’t have to treat wellness as another task to squeeze into an already full workload.
Key to remember: Prioritizing wellness in the workplace doesn’t have to feel like adding more work to your plate.
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2026-10-23T05:00:00Z
NewsIndustry NewsWater AnalysisToxic Water PollutantsWater ProgramsIn-Depth ArticleEnvironmentalWater MonitoringWater ProgramsUSAEnglishFocus AreaCWA Compliance
Looking beyond PFAS: Emerging contaminants draw EPA's attention
For years, conversations about emerging contaminants have focused on per- and polyfluoroalkyl substances (PFAS). While PFAS remain a major regulatory and public concern, they represent only one part of a much larger picture. Regulators and researchers are increasingly evaluating a broader range of chemicals that may be present in drinking water and the environment.
A recent EPA research initiative highlights this shift. In September 2026, EPA announced a scientific study that will use non-targeted analysis (NTA) to improve the agency's understanding of emerging contaminants in drinking water. Unlike traditional analytical methods that look for a limited list of chemicals, NTA allows researchers to screen for thousands of potential contaminants and identify previously unknown substances.
Emerging contaminants continue to evolve
There is no single regulatory definition of "emerging contaminant." Generally, the term refers to chemicals that have been detected in the environment and may present risks to human health or ecosystems but are not yet fully understood, routinely monitored, or regulated.
Many emerging contaminants are not new chemicals. In many cases, they have been used for decades. What has changed is the ability to detect them at very low concentrations and to better understand where they occur, how they move through the environment, and what impacts they may have.
PFAS are a prime example. Once largely unknown outside technical circles, they are now the subject of drinking water standards, reporting requirements, cleanup efforts, and litigation. Other contaminant groups may follow a similar path as research continues.
EPA is expanding its view beyond PFAS
As part of its study, EPA developed a screening library containing more than 1,400 emerging contaminants. According to EPA, the library includes more than 1,000 pesticides and pesticide metabolites, more than 250 pharmaceuticals and personal care products, more than 70 PFAS, and other emerging contaminants.
While PFAS remain the most recognized emerging contaminant family, EPA's screening efforts extend far beyond fluorinated chemicals. The pharmaceutical and personal care product category includes compounds such as antibiotics, hormones, and other medicinal ingredients that can enter the environment through wastewater systems and other pathways. The pesticide category encompasses herbicide, insecticide, fungicide, and pesticide degradation products that may persist in soil, groundwater, or surface water.
EPA states that the study will help identify contaminants that may warrant additional investigation in the future.
Why this matters now
Most facilities are not currently required to monitor for hundreds or thousands of emerging contaminants. However, today's research efforts often become tomorrow's regulatory priorities.
Historically, contaminants often attract scientific attention long before regulatory requirements follow. As occurrence data grows and analytical methods improve, regulators gain a better understanding of where contaminants are found and whether additional action is needed.
Facilities that manufacture, process, use, discharge, or dispose of chemicals should understand which substances are present in their operations and waste streams. This includes evaluating raw materials, wastewater discharges, byproducts, and residual wastes. Facilities may also want to monitor supplier communications and regulatory developments related to chemicals used in their operations.
Organizations with strong chemical inventory management and environmental review processes are often better positioned to adapt when new contaminants attract regulatory attention.
Preparing for what comes next
Organizations do not need to become experts on every emerging contaminant. However, focusing solely on PFAS could cause them to overlook broader trends developing across the environmental landscape.
EPA's latest drinking water study demonstrates that regulators are increasingly using advanced analytical tools to evaluate a much wider universe of chemicals. Whether the next major concern involves pharmaceuticals, pesticide metabolites, or another group of contaminants, facilities that stay informed about emerging issues will be better positioned to anticipate and respond to future compliance challenges.
Key to remember: PFAS may be the most visible emerging contaminant today, but they are unlikely to be the last. EPA's recent drinking water study shows that regulators are evaluating a much broader range of contaminants, making it important for facilities to stay informed about emerging chemical concerns before they become regulatory requirements.
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2026-10-22T05:00:00Z
NewsFamily and Medical Leave Act (FMLA)Family and Medical Leave Act (FMLA)In-Depth ArticleHR ManagementEnglishUSAReasonable AccommodationsDiscriminationIndustry NewsDiscriminationProtected classesPregnancy DiscriminationHR GeneralistFocus AreaAssociate RelationsDisabilities and ADADisabilities and ADAHuman Resources
Why ‘out of FMLA’ doesn't mean ‘out of options’
Eligible employees get 12 weeks of job-protected, unpaid leave per leave year under the federal Family and Medical Leave Act (FMLA). To avoid violating the law, covered employers need to understand what happens in week 13 if the leave is for an employee’s own condition.
The FMLA isn’t the only leave law with which employers must comply. Time off beyond the 12 FMLA weeks, for example, may be considered a reasonable accommodation under the federal Americans with Disabilities Act (ADA) and/or the federal Pregnant Workers Fairness Act (PWFA), assuming the leave is for the employee and not a family member. State or local laws could also come into play.
The ADA
Unlike the FMLA, the ADA isn’t an employee leave entitlement law. In other words, employees aren’t “entitled” to leave as an ADA accommodation. Rather, the ADA requires covered employers to provide a reasonable accommodation to an employee’s or applicant’s known disability to enable them to perform the job’s essential functions. Providing leave can be one form of accommodation, but accommodations can be almost anything that effectively solves a disability-related workplace problem.
The ADA defines a disability as an impairment that substantially limits one or more major life activities.
Employers should focus on accommodations that enable an employee to stay at work, but sometimes, leave is the only effective accommodation. Unlimited leave, however, isn’t reasonable. If employees can’t provide at least an estimated return date, employers don’t have to provide the leave as an accommodation.
Employers also don’t have to provide an accommodation that would add significant costs or difficulties to the business.
Employers, however, should talk to the employee and discuss possible solutions. This is called the interactive process. Employees must participate in the interactive process; otherwise, the ADA accommodation process ends.
The PWFA
The federal PWFA also isn’t an employee leave entitlement law, but an accommodation law. It’s similar to the ADA, but there are differences. Covered employers must, for example, provide reasonable accommodations to employees with limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions. Again, like with the ADA, employers don’t have to provide an accommodation that will cause an undue hardship.
Under the PWFA, leave is considered an accommodation of last resort, but in some situations, leave will be the only logical accommodation, such as for delivery and recovery. The law doesn’t apply only to pregnant employees; it also applies to employees who have conditions related to pregnancy, such as postpartum depression, IVF (trying to get pregnant), stillbirth, and varicose veins.
State laws
Beyond the federal laws, many state laws provide for employee leave. Because of how they’re written, employees might be able to stack state leave on top of federal FMLA leave. If, for example, an employee uses all their FMLA leave, but then needs time off for a reason that’s excluded from FMLA leave, such as safe leave, but is included in the state law, the employee could take more leave under the state law.
Key to remember: Just because an employee runs out of FMLA leave for their own condition, it doesn’t mean the employee is out of options under other laws.
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2026-10-22T05:00:00Z
NewsIndustry NewsIndustry NewsFocus AreaFleet OperationsFuel managementEnglishFuel ManagementTransportationUSA
Prices at the pump fuel this year’s list of top trucking concerns
The American Transportation Research Institute (ATRI) releases its 22nd Annual Top Industry Report, revealing fuel costs remain the top concern and including new and repeat issues. The top issues include:
- Fuel Prices,
- Lawsuit Abuse Reform,
- Compliance, Safety, Accountability (CSA) and Insurance Cost/Availability,
- Artificial Intelligence regarding trucking, and
- Diesel Emissions Regulations.
Despite some positive signs in the freight economy emerging, the rising cost of diesel fuel topped out this year at $6.50 per gallon. The small-to-mid size fleets can’t pump the brakes on these accelerating operating costs, sending that issue to the top spot.
The economy held the top spot on the report 3 years previously, dropping to number 6 in this year’s report. Workforce issues returned to the top 10 this year, with driver shortage and compensation both ranking in the top 10 as well.
Who participated?
Nearly half of the respondents were motor carrier executives with truck drivers and freight stakeholders, each representing a little over a quarter of those who participated. The cost of fuel and truck parking remained at the top of the breakdown of their responses, with lawsuit abuse ranking first among the motor carrier responses, and fuel prices and drivers’ shortages taking a close second.
The goal of the annual analysis is to not only recognize the top concerns, but also to diagnose how the industry can manage or contain the effects of the issues on the industry.
To view the full report, visit ATRI’s website.
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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.