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2026-08-20T05:00:00Z
NewsIndustry NewsFleet SafetyDriver qualificationsDrivers qualification (DQ file)Driving RecordsDriver qualification and hiringEmployment application driverIn-Depth ArticlePrevious employer check - Motor CarrierFocus AreaEnglishDriver recruiting and retentionTransportationUSA
Playlist: Hiring a new driver
Hiring a new driver comes with a lot of responsibility, and if you’re feeling unsure about where to start or worried about missing something important, you’re not alone. Between federal requirements, background checks, and documentation rules, the process can feel overwhelming, especially when you’re trying to do it right the first time. The good news is, you don’t have to piece it together on your own. The playlist below pulls together some of the most helpful Compliance Network resources to walk you through each step, so you can hire with confidence, stay compliant, and get your driver on the road without unnecessary stress.
- Start by understanding everything required for driver qualification and hiring.
- Collect a compliant application.
- Run motor vehicle records (MVR) and Clearinghouse checks.
- Conduct previous employer investigations.
- Assemble and review the complete DQ file before dispatch.
This playlist brings together key Compliance Network resources to simplify the driver hiring process from start to finish. For deeper guidance, consider exploring related topics such as Driver Qualification Files, Hiring Drivers, Drug & Alcohol Programs, and FMCSA Recordkeeping Requirements within Compliance Network.
A Compliance Network playlist is a curated collection of practical resources designed to help you quickly address a specific event, task, or compliance challenge. Each playlist brings relevant guidance together in one place so you can spend less time searching and more time taking action. Stay tuned — more practical, ready-to-use collections are coming soon.
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2026-08-20T05:00:00Z
NewsIndustry NewsIndustry NewsPhysical exam - Motor CarrierDriver qualificationsDriver qualification and hiringFocus AreaUSAFleet OperationsEnglishMedical examiner - Motor CarrierTransportationPhysical exam - Motor Carrier
NH implements NRII, only 2 states remain
As of August 17, 2026, New Hampshire is in full compliance with the new NRII requirements. As a result, only two states (Louisianna and Alaska) remain on the list of states yet to comply with the new regulations.
Paper submissions coming to an end
NH is now meeting the requirements of the Federal Motor Carrier Safety Administration (FMCSA) and will no longer accept paper copies of the Medical Examiner Certificates (med cards), including drop box, email, and in-person submissions. The last paper copy was accepted on August 14, 2026.
All med cards issued to commercial driver’s license (CDL) holders by FMCSA-certified examiners will now be electronically submitted to the state’s Department of Motor Vehicle (DMV) and automatically added to the driver’s record. CDL drivers who don’t maintain a valid med card will risk losing their driving privileges. Drivers may check their med card status by calling 603-227-4000.
Two states left
LA and AK are the final two states to comply with the FMCSA’s requirement for receiving med cards electronically and directly from a certified examiner. CDL drivers in these states must continue to submit their med card information directly to the state.
The FMCSA has a current exemption in place until October 11, 2026, which allows CDL holders and carriers to use a copy of a CDL driver’s DOT med card for up to 60 days to show proof of medical certification. This exemption was issued to allow the remaining states time to transition to the NRII process, as well as address issues with transfer delays in states that have already implemented the NRII process.
NRII background
Since June 23, 2025, the “National Registry II” dictated that if a certified medical examiner finds that a CDL driver is physically qualified to drive a CMV, the examiner will complete a CMV Driver Medical Examination Results Form (MCSA-5850) in the National Registry of Certified Medical Examiners (NRCME). That information will be electronically transferred to the driver's licensing authority. Upon receiving this information, the state will post a medical qualification status of “certified” on the driver’s motor vehicle record (MVR), along with other required exam information. The driver’s state driving record (i.e., MVR) is official proof of medical certification for CDL drivers and their carrier.
None of these changes apply to non-CDL drivers, who must follow all existing regulations concerning physical qualification status.
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2026-08-19T05:00:00Z
NewsHazardous WasteIndustry NewsSafety & HealthGeneral Industry SafetyWasteIn-Depth ArticleEnglishFocus AreaUSA
The drum no one dated
Somewhere in your facility, there's probably a drum of hazardous waste with a date written on its label. That date is doing more legal work than you realize. Under the Resource Conservation and Recovery Act (RCRA), that date is more like a countdown. When it runs out, your storage area doesn't just become "out of compliance" but transforms into something else entirely: an unpermitted hazardous waste treatment, storage, and disposal facility (TSDF). This designation carries its own permitting requirements, inspection standards, and penalty exposure.
The clock
Under federal regulation, the 90-day accumulation clock for a large quantity generator (LQG) starts the moment the first drop of hazardous waste enters a container in a Central Accumulation Area — not when the container is full, not when it's staged for pickup, and not when someone gets around to labeling it. LQGs have 90 days to ship waste off-site; small quantity generators (SQGs) get 180 days or 270 days if the disposal facility is more than 200 miles away. If that date is missed, your storage area becomes an unpermitted TSDF, with penalties reaching into the tens of thousands of dollars per day.
In one recent case, inspectors from the Environmental Protection Agency (EPA) reviewing a facility’s weekly inspection logs found containers that had exceeded the accumulation exemption period without the required extension. The violation was sitting in the facility's own paperwork. In another, a single container was found marked with an accumulation date indicating it had been stored 232 days, well past the time limit with no permit, interim status, or approved extension in place. Both cases were resolved through EPA expedited settlement agreements, but both started the same way: a documented date overdue, then discovered during a routine inspection rather than caught internally.
Why "episodic" automatically means excused
Sometimes employers can assume that an unusual event such as a tank cleanout or spill response buys them some flexibility on the time limits. It can, but only if you follow a specific and narrow procedure. Under the Hazardous Waste Generator Improvements Rule, a facility can ship waste from an episodic event off-site without triggering a change to its normal generator category, but only if the generator notifies EPA or the state at least 30 days before a planned event, or within 72 hours after an unplanned one, and concludes the episodic event within 60 days, including transporting the waste off-site.
An SQG is limited to one episodic event per calendar year, though a second event may be approved if a petition is granted. If the hazardous waste from the event isn't off-site within that 60-day window, it gets counted toward the generator's regular monthly generation levels, which can bump a facility into a more heavily regulated generator category it never intended to occupy. In other words, episodic status is a documented exception you apply for, not a category you default into because the circumstances felt unusual. Treating it as the latter is exactly how a facility ends up discovering, mid-inspection, that its "one-time" waste has been sitting well past both the episodic window and the standard accumulation limit.
The cost of losing track
Civil penalties under RCRA Subtitle C now reach $93,058 per day per violation, and separate analysis puts the current statutory ceiling for the most common RCRA civil penalties at $124,426 per day per violation. A drum without a date, a missed weekly inspection entry, an expired training record, or an untracked manifest can each become a standalone liability, but exceeding accumulation time limits remains the single most costly and most preventable category that EPA inspectors encounter.
What this means for your program
The accumulation clock is unforgiving specifically because it's invisible until someone checks. EPA requires weekly inspections of Central Accumulation Areas, and a walk-through without a corresponding documented log is difficult to defend later, even if the walk-through actually happened. The practical fix is really easy. Just make sure to:
- Date every container the moment waste first enters it;
- Track that date against your generator category's specific limit;
- Document weekly inspections in writing; and
- Treat any episodic event as a formal notification process, not an informal grace period.
The waste itself rarely causes the violation. The forgotten date on the drum does.
Keys to remember: Most RCRA violations aren't caused by the waste itself but by failing to date, track, inspect, and ship waste before accumulation time limits expire.
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2026-08-19T05:00:00Z
NewsIndustry NewsFleet SafetyDrug and Alcohol Testing - DOTDrug and alcohol training - Motor CarrierIn-Depth ArticlePre-employment drug testing - Motor CarrierFocus AreaEnglishTransportationUSA
Don’t assume driver applicants know drug testing procedures
Most employers don’t give pre-employment testing problems a second thought until something happens.
Just like any other DOT test type, pre-employment drug tests can involve issues, such as a shy bladder or an invalid or negative dilute result. Unlike existing employees, applicants may be unaware of requirements, but they can’t plead ignorance if their actions violate testing rules.
This raises important questions: How will an applicant know what is expected of them short of providing some sort of information prior to testing? What are the employer’s obligations?
382.601: No clear-cut answer
Section 382.601 requires employers to distribute a copy of their policy and educational materials to each driver prior to the start of alcohol and controlled substances testing under Part 382.
A literal reading of this rule “might” suggest that sending a driver applicant for a DOT pre-employment drug test under the employer’s Part 382 program qualifies as the start of testing, and that the applicant should be provided with the information prior to testing.
However, others may argue that a driver applicant is not yet a “driver” (one who operates a CDL CMV for the carrier) since the applicant has not been hired, so the distribution of materials is not necessary.
Yet others might point out that the Federal Motor Carrier Safety Administration (FMCSA) won’t ask to see a signed policy receipt from someone who wasn’t hired and on the driver roster.
Regardless of how employers interpret 382.601, many opt to provide some basic information prior to collections to help applicants navigate testing procedures and unexpected situations.
Points to provide applicants
With no black-and-white answers on policy distribution, much is left to the discretion of the potential employer.
Providing the whole document offers applicants the big picture and may mitigate claims that the employer failed to instruct the applicant on what is expected during a DOT test. For those who feel their policy is too much information, a condensed document highlighting common points of confusion might be more useful. Items to stress include:
- Retesting cautions: Applicants can’t ignore a request for a recollection. In each of the following scenarios, testing is still in process, and applicants must comply with the request:
- A collector asks for a second specimen under direct observation when the temperature of the initial specimen is out of range.
- A collector asks for a second specimen under direct observation when there are signs of tampering with the initial specimen.
- A potential employer as directed by the medical review officer (MRO) requests a recollection under direct observation due to an invalid or negative dilute test result.
- A potential employer requests a recollection (not under direct observation) under its independent authority (policy) due to a negative dilute result that didn’t qualify for retesting under DOT’s authority.
- Refusals to tests: The policy provisions in 382.601(b)(8) on what constitutes a refusal to test should be shared with applicants. Applicants can’t argue that they didn’t know better.
- Shy bladder procedures: Applicants need to know that they can’t leave the testing site during the 3-hour window following a shy bladder episode, unless they provide an adequate specimen. To do otherwise is a refusal to test.
A recruiting tool
Putting together educational material for pre-employment testing might feel like an administrative burden. However, by providing at least some basic information to the applicant, motor carriers might avoid misunderstandings and keep the hiring process moving forward.
They can prevent the loss of a qualified applicant due to confusion over DOT testing rules by assembling handouts or providing excerpts from their longer DOT testing policy.
Key to remember: Applicants who are sent for pre-employment tests run into many of the same testing dilemmas as those who are on the payroll. However, without instructions prior to testing, some may not know how to respond, which could inadvertently result in a refusal to test and loss of a job candidate.
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2026-08-19T05:00:00Z
NewsIndustry NewsIndustry NewsSafety & HealthMiningSpecialized IndustriesEnglishMine SafetyFocus AreaUSA
MSHA seeks additional feedback on mine roof control, ventilation proposals
The Mine Safety and Health Administration (MSHA) has reopened the comment period for proposed changes to the approval criteria for its mine roof control and ventilation plans. The proposed rules were originally published in the Federal Register on July 1, 2025.
Under the proposed rules, MSHA district managers would no longer have the authority to modify or require additions to these plans. The proposals state that current standards “may violate statutory authority; the Appointments Clause [of the U.S. Constitution], by vesting significant regulatory authority in district managers; and the Administrative Procedure Act (APA), by skipping notice and comment.”
The public can comment on the proposed rules until September 30 by searching Docket No. MSHA-2025-0072 (roof control) and Docket No. MSHA-2025-0084 (ventilation) at www.regulations.gov.
MSHA will hold virtual hearings on the proposals: roof control on September 15 and ventilation on September 16.
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2026-08-19T05:00:00Z
NewsIndustry NewsIndustry NewsEnglishAssociate Benefits & CompensationHR GeneralistLeaveAssociate RelationsLeaveHR ManagementFocus AreaHuman ResourcesUSA
IRS gives employers another way to calculate the OBBBA paid leave credit
The IRS has issued guidance on the federal paid family and medical leave tax credit under the One, Big, Beautiful Bill Act (OBBBA). The guidance explains how employers may calculate the credit for tax years beginning in 2026.
Employers may use one of two methods to calculate the credit:
- Wage method: This method is based on the wages an employer pays to qualifying employees while they’re on family and medical leave.
- Premium method: This method is available when an employer has an insurance policy that provides paid family and medical leave. The credit is based on the premiums the employer paid or incurred for that policy during the tax year.
New premium method
The premium method is new. It may be helpful for employers that provide paid leave through an insurance policy instead of paying wage replacement directly from their own funds.
Under the premium method, employers calculate the credit based on the insurance premiums. They don’t need to determine whether any qualifying employees actually took family and medical leave during the tax year.
Employers also don’t need to include paid leave required under state law when calculating the federal credit.
If an insurance premium covers both creditable and noncreditable leave, employers must divide the premium between the two. For example, a blended premium may cover both qualifying paid family and medical leave and other types of leave, or it may cover both qualifying and non-qualifying employees.
Employers may use both methods, but not for the same leave. If, for example, an employer claims the credit for an insurance premium, it may not also claim the wage credit for benefits later paid from that same premium.
If a leave benefit is paid partly by insurance and partly from the employer’s general funds, the employer may claim the premium credit for the insurance-funded portion and the wage credit for the employer-funded portion.
Employers can claim the credit using IRS Form 8994, Employer Credit for Paid Family and Medical Leave.
Key to remember: Employers have options when calculating the federal paid family and medical leave credit under the OBBBA, including a new method based on insurance premiums.
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