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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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FEATURED NEWS
2026-05-20T05:00:00Z
NewsTransportationSecurity - Motor CarrierIn-Depth ArticleCargo securityEnglishIndustry NewsFleet SafetyFacility security - Motor CarrierTransportation SecurityTransportation SecurityRisk Management TransportationRisk Management - Motor CarrierDriver securityFocus AreaUSA
Short-term drivers can create long-term security risks
Drivers who are assigned from staffing services or leased as independent contractors are a common way to fill gaps when you don’t want or need permanent employees. But these drivers can be a vulnerability in your supply chain if not instructed on security procedures — just like those on the payroll.
Start with basic contact info
Communication between contracted drivers and the motor carrier is an important component of any security plan.
Motor carriers should provide temporary drivers with a point of contact for questions or concerns, along with this individual’s working hours.
Information sharing should be reciprocal. Temporary drivers should offer the carrier their cell phone number, along with emergency phone numbers to contact on behalf of the driver.
Security policy training and enforcement
Security policies and procedures are not just for motor carrier employees. Anyone assigned to your trucks should receive training on applicable pieces of the company’s security plan.
It doesn’t end there. Motor carriers must ensure contract drivers carry out security measures. They must be firm and consistent in enforcing security policies. For example, if a carrier identifies serious noncompliance with the policy or a pattern of ignoring “lesser” security protocols, the motor carrier should be prepared to terminate a business relationship. This may involve:
- Ending a contract with an owner-operator,
- Releasing a staffing service driver, or
- Seeking different drivers from an entirely different employment service.
By addressing contractor behavior, you are ensuring greater security.
Cutting ties
When a temporary driver is no longer assigned to your carrier, just like any other driver, access to and association with the carrier needs to be removed. This may involve reaching out to your IT department to turn off usernames and key cards. Frontline managers should collect all company-issued equipment, including temporary US DOT marking (from owner-operators).
If these details are missed, former drivers may try to gain access to a carrier’s network, use an inactivated fuel card, or represent themselves to others as being from the carrier.
Contracted driver security checklist
Consider the following when onboarding a temporary driver:
- Provide (applicable) portions of the company’s security plan, including:
- Call-in procedures,
- Cargo seal procedures,
- Cargo and vehicle security inspections, and
- Any other details that drivers are expected to know.
- Provide points of contact at the carrier for questions and emergencies:
- Names,
- Phone numbers with extensions,
- Cell phone numbers, and
- Hours available for contact.
- Collect driver contact information.
- Provide equipment, access, markings, and so forth.
Consider the following after termination:
- Collect (as applicable):
- ID badge
- Fuel card (cut up/turn off)
- Card to get into the gate
- Keys to the vehicle
- Apportioned plates
- Padlocks
- Satellite/GPS from the truck
- ELDs (disconnected from ECM)
- Remove:
- USDOT markings
- IFTA sticker
- Access to:
- ELD system
- Driver portal
- Electronic tolling
- Facility (passcodes)
Key to remember: Make sure your contracted drivers don’t expose you to security risks. The impact of a security incident is felt the same no matter how the driver is paid.
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RECENT INDUSTRY HIGHLIGHTS
2026-05-20T05:00:00Z
NewsIndustry NewsHazmat SafetyHazmatIn-Depth ArticleFocus AreaUSAEnglishTransportationHazmat Rulemaking procedures
PHMSA grant funding shows the importance of prevention
The Pipeline and Hazardous Materials Safety Administration (PHMSA) recently announced 11 new grant funding opportunities focused on improving pipeline and hazardous materials transportation safety, representing about $22 million in federal funding. The funding is designed to reduce risk, expand safety awareness, and strengthen how communities and organizations prepare for hazmat-related incidents. At first glance, it may seem like something that mainly applies to regulators or emergency response teams, but it actually reinforces a much broader point for anyone involved in hazmat transportation. A lot of the effort is centered on preventing incidents before they happen, not just responding once they occur.
Where the funding is focused
A large portion of the funding is being directed toward training first responders and improving how communities prepare for hazmat and pipeline-related incidents. This includes helping responders better recognize hazards, understand the risks they’re dealing with, and respond effectively under pressure. In addition, safety education programs are being expanded to improve awareness at the community level, especially in areas where hazardous materials frequently move through or are stored.
The funding also supports the development of new safety technologies and provides resources for state, tribal, and local partners who play a role in oversight and enforcement. When you look at these focus areas together, a clear theme begins to stand out. The goal isn’t just better response capability, it’s making sure people at every level are more prepared and more informed before an incident ever occurs.
What this means for day-to-day operations
Even though these grants don’t typically go directly to shippers or carriers, the message still applies across the industry. PHMSA is putting real emphasis on the idea that hazmat safety depends on awareness, communication, and preparation long before something goes wrong. That makes sense with what we see in day-to-day operations, where many issues don’t come from complex regulatory breakdowns. They usually come from missed information, limited visibility, or someone not recognizing a risk early enough.
Why prevention continues to be the priority
One of the biggest takeaways from this announcement is the continued focus on prevention. Once an incident happens, response becomes critical, but options are limited and risks are already in play. Identifying a hazard early, before it moves through the supply chain, gets stored incorrectly, or is handled the wrong way, has a much bigger impact on overall safety.
That same idea applies across most hazmat programs. Catching an issue at the classification stage, during packaging, or while a shipment is still being planned is far more effective than trying to manage it later when it’s already in transit or on-site.
Bringing it back to your operation
From an operational perspective, this really comes down to reinforcing the fundamentals. Clear communication, proper classification, and making sure employees understand what they’re handling continue to be the most effective ways to reduce risk. When the people closest to the work have enough awareness to recognize when something doesn’t look right, it creates an opportunity to stop a problem before it grows.
It also shows the importance of consistency. Small gaps in understanding or communication can lead to larger issues later on, especially when hazardous materials are involved.
Key to remember: This latest round of PHMSA funding is a good reminder that hazmat safety doesn’t start when something goes wrong. It starts with awareness, training, and communication long before an incident ever happens.
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2026-05-20T05:00:00Z
NewsIndustry NewsIndustry NewsEnglishAssociate Benefits & CompensationAssociate RelationsHR GeneralistFamily and Medical Leave Act (FMLA)LeaveFamily and Medical Leave Act (FMLA)HR ManagementLeaveFocus AreaHuman ResourcesUSA
Outsourcing FMLA leave management doesn’t outsource employer liability
In early 2023, Rodney began taking intermittent leave for two separate reasons under the federal Family and Medical Leave Act (FMLA): to care for his mother and for his own condition. The company approved both of his leaves through the beginning of August.
In July, the employer outsourced its FMLA claim management to a third-party administrator (TPA).
Subsequently, Rodney tried to report his absences as FMLA leave to the TPA but had major difficulties. He called the TPA several times, but the phone line often left him on hold or disconnected the call. In fact, if people were still on hold at 5 p.m., the TPA hung up. Rodney tried to use the TPA’s website and automated service but found those methods ineffective, as well.
Timothy, Rodney’s supervisor, assured him that as long as his FMLA paperwork was completed correctly, he wouldn’t be penalized if the TPA’s system didn’t work properly. Therefore, Rodney texted Timothy to report his absences.
In October, Timothy told Rodney that he had accrued 54 attendance points; that Rodney hadn’t reported absences to the TPA as FMLA leave. In response, Rodney reported any absences he believed were FMLA-related to the TPA for possible approval.
About a week later, Rodney met with a company HR representative to talk about his issues getting FMLA approval for his absences. The representative assured Rodney that she would handle it, telling him not to worry.
Termination and lawsuit
In January 2024, Rodney was surprised to receive a letter from the employer firing him for “excessive absenteeism, providing false, dishonest, or misleading information in connection with a request for leave, and failure to follow the notification procedure for leave time.”
Rodney sued, arguing that the employer denied his FMLA rights and that he never received proper notice from the TPA. He also claimed that the significant problems with the TPA’s system discouraged him from taking FMLA leave because he believed it wouldn’t be recorded correctly, and that he wouldn’t be able to speak with anyone at the TPA.
The employer argued that it gave Rodney FMLA benefits for all dates for which he provided a complete FMLA certification. The employer also claimed that the TPA sent letters to Rodney regarding his certifications, but Rodney claimed he never received the letters.
Court ruling
The court ruled in favor of Rodney, stating that a reasonable jury could find that the TPA’s system created a “burdensome approval process” that interfered with or discouraged Rodney from taking FMLA leave. The court also took issue with the fact that the HR department saw discrepancies with Rodney’s leave, but never discussed them with him before his termination.
Severson v. S.C. Johnson & Son, Inc., Eastern District of Wisconsin, No. 24-CV-1063, April 27, 2026.
Key to remember: Employers are responsible for ensuring that they or their TPA doesn’t make the FMLA process overly burdensome for employees.
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2026-05-20T05:00:00Z
NewsRecyclingChange NoticesChange NoticeCaliforniaSustainabilityEnvironmentalProduct StewardshipEnglishSustainabilityFocus Area
California approves plastic packaging regulations
Effective date: May 1, 2026
This applies to: Producers of single-use packaging and plastic single-use food service ware
Description of change: CalRecycle approved permanent regulations to implement the Plastic Pollution Prevention and Packaging Producer Responsibility Act (SB 54). The regulations require producers of covered materials (single-use packaging and plastic single-use food service ware) to administer an extended producer responsibility program.
Producers must meet minimum recycled content requirements for covered materials and pay fees (including annual mitigation surcharges for all producers and fees to producers participating in a producer responsibility organization (PRO) plan).
By June 1, 2026, producers must:
- Register with Circular Action Alliance (CAA) and submit supply data to CAA if participating in an approved PRO plan,
- Register with CalRecycle and apply to be an independent producer if complying individually, or
- Register with CalRecycle and apply for the small producer exemption if qualified.
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2026-05-20T05:00:00Z
NewsPublicly Owned Treatment WorksWater ProgramsWater QualityWater ProgramsStormwaterEnglishCWA ComplianceMunicipal WastewaterPoint SourcesChange NoticesChange NoticeCaliforniaIndustrial WastewaterEnvironmentalFocus Area
California adopts risk-based water quality standards for nonpotable water
Effective date: April 22, 2026
This applies to: Owners and operators of on-site treated nonpotable water systems (OTNWS)
Description of change: The California State Water Resources Control Board adopted risk-based water quality standards that apply to OTNWS for the on-site treatment and reuse of nonpotable water for nonpotable end uses in:
- Multifamily residential buildings,
- Commercial buildings, and
- Mixed-use buildings.
The types of nonpotable water include on-site:
- Wastewater,
- Graywater,
- Stormwater, and
- Roof runoff.
The regulations apply to indoor and outdoor nonpotable uses, including:
- Toilet and urinal flushing,
- Drain trap priming,
- Clothes washing,
- Decorative fountains,
- Landscape irrigation,
- Ornamental plant irrigation,
- Dust suppression, and
- Car washing.
Related state info: Industrial water permitting — California
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2026-05-20T05:00:00Z
NewsToxic Substances Control Act - EPANew MexicoNew Mexico Environment Department (NMED)Change NoticesTSCA ComplianceChange NoticeToxic Substances - EPAEnvironmentalEnglishFocus Area
New Mexico adopts PFAS product phaseout regulations
Effective date: July 1, 2026
This applies to: Manufacturers, distributors, and retailers that sell, offer for sale, distribute, or distribute for sale products that contain intentionally added per- and polyfluoroalkyl substances (PFAS) in New Mexico
Description of change: The New Mexico Environment Department adopted regulations implementing the PFAS Protection Act (HB212), which phases out consumer products with intentionally added PFAS. The regulations contain:
- The prohibitions of products (with specific product categories and timelines),
- Reporting and testing requirements,
- Labeling requirements, and
- Fees for mandatory reporting and “currently unavoidable use” designation applications.
The regulations establish three phaseout deadlines:
- The first group of products must be phased out by January 1, 2027.
- The second group of products must be phased out by January 1, 2028.
- All other nonexempt products and products without currently unavoidable use designations must be phased out by January 1, 2032.
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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.