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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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2026-07-31T05:00:00Z
NewsIndustry NewsEnglishWater ProgramsWasteWaste ManagementEnvironmentalIn-Depth ArticleWater ProgramsFocus AreaWaste/HazWasteUSAAir ProgramsAir ProgramsCWA Compliance
Expert Insights: Environmental compliance doesn't stop at the state level
Most industrial facilities have a good understanding of federal and state environmental requirements. However, many compliance issues arise because companies overlook county and municipal requirements.
Local governments often have their own environmental ordinances, permitting programs, and enforcement authorities that apply in addition to state and federal regulations. In some cases, local requirements are more restrictive than state rules and can lead to penalties even when a facility believes it’s operating in compliance.
Local governments play an important environmental role
Environmental compliance isn’t handled solely by the Environmental Protection Agency (EPA) and state environmental agencies. Counties, municipalities, sewer authorities, and local stormwater programs often regulate activities that directly affect water quality, public infrastructure, and community health.
For example, local governments commonly regulate:
- Stormwater discharges
- Erosion and sediment control
- Industrial wastewater discharges to sewer systems
- Hazardous material storage
- Spill prevention requirements
- Fire code and emergency planning requirements
- Local environmental permits and inspections
Many municipalities adopt ordinances that supplement state regulations and give local officials authority to inspect facilities, issue notices of violation, and assess penalties.
Industrial wastewater: Local sewer authorities have enforcement power
Industrial wastewater is one of the most common areas where facilities encounter local environmental requirements. Companies that discharge wastewater to a publicly owned treatment works (POTW) are often regulated by a municipal sewer authority rather than directly through an NPDES permit.
Local sewer authorities may issue discharge permits, establish local limits, require monitoring and reporting, conduct inspections, and enforce violations through penalties or corrective actions. Facilities can face enforcement for unauthorized discharges, exceedances, or reporting failures even when no state inspection has occurred.
Stormwater compliance often includes local requirements
Stormwater compliance frequently extends beyond state permit requirements. Many counties and municipalities operate under Municipal Separate Storm Sewer System (MS4) permits and have adopted ordinances that regulate activities affecting stormwater quality.
Local rules commonly address outdoor material storage, drainage system maintenance, erosion controls, illicit discharges, stormwater infrastructure inspections, and construction activities. A facility may comply with its industrial stormwater permit but still violate local requirements if it fails to maintain drainage systems, creates unauthorized storm sewer connections, or performs regulated site work without local approval.
Hazardous waste compliance may involve local agencies
While hazardous waste requirements are primarily federal and state responsibilities, local agencies often regulate related operational activities. These requirements may include hazardous material storage permits, fire code compliance, spill prevention measures, emergency response planning, zoning approvals, and inspections by fire marshals or emergency management officials.
Local inspectors often identify storage, containment, labeling, or emergency planning deficiencies before state environmental agencies conduct inspections. Addressing these requirements helps reduce enforcement risk and improve overall compliance performance.
A multilevel compliance strategy is essential
A strong environmental compliance program considers federal, state, county, and municipal requirements. Before expanding operations, constructing facilities, modifying wastewater systems, or changing stormwater infrastructure, companies should evaluate applicable local ordinances and permit obligations.
Regular communication with sewer authorities, stormwater programs, fire departments, and planning agencies can help identify local requirements early, avoid costly project delays, and reduce the risk of enforcement actions. Ignoring local obligations can create compliance gaps even when a facility meets federal and state environmental requirements.
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2026-07-31T05:00:00Z
NewsIndustry NewsIndustry NewsEnforcement and Audits - OSHASafety & HealthGeneral Industry SafetyOccupational Safety and Health Administration (OSHA), DOLEnglishFocus AreaOSHA Emphasis ProgramsUSA
OSHA revises, extends warehouse NEP
Effective July 31, OSHA revised its National Emphasis Program (NEP) on Warehousing and Distribution Center Operations (CPL 03-00-026) and extended the expiration date five years, to July 31, 2031. Inspections under the NEP will continue to focus on hazards common to warehousing and distribution centers such as powered industrial trucks, material handling/storage, walking-working surfaces, means of egress, heat, ergonomics, and fire protection.
Significant revisions include:
- Removed coverage for High Injury Rate Retail Establishments (Table 3 in 2023 NEP).
- Removed mandatory screening for ergonomic and heat hazards.
- Clarified Area Office discretion to expand inspections based upon fatalities/catastrophes, complaints, or referrals related to establishments in the NAICS codes covered under the NEP.
The revised NEP replaces the previous version, which took effect July 13, 2023.
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2026-07-31T05:00:00Z
NewsIndustry NewsEnglishAssociate RelationsHR GeneralistIn-Depth ArticleWorkplace StressHR ManagementWellnessWellnessUSAFocus AreaHuman Resources
Don’t let stress make you sick
Chronic stress puts a strain on your immune system, decreasing its ability to mount a defense against illness.
When stress doesn’t let up, the body is exposed to consistently high cortisol levels. This reduces the ability of white blood cells to fight disease, increasing the likelihood that you’ll catch a cold, the flu, COVID-19, or get a cold sore. It also makes vaccines less effective.
In addition to respiratory viruses, chronic stress is also linked to other conditions including eczema, lupus, inflammatory bowel disease, arthritis, fibromyalgia, and heart disease.
To increase your odds of staying healthy, take steps to reduce the impact of prolonged stress:
Eat right. Support your immune system with a balanced diet. Emphasize fruits, vegetables, lean protein, and whole grains.
Get moving. Exercise releases hormones that make you feel good and can distract you from your worries. Go for a hike, play pickleball, or take a walk. Even brief bursts of exercise help, such as a break to stretch, climb a set of stairs, or do some squats.
Calm down with yoga. Yoga is another activity that helps reduce stress, as it supports good circulation. In addition, it uses breathing techniques that promote relaxation.
Try meditation. Practicing meditation for 10 to 15 minutes a few times a week can help reduce cortisol levels. You can also practice mindfulness in your daily life, being aware of thoughts and feelings without judging them.
Prioritize sleep. Wind down with a relaxing bedtime routine and go to bed around the same time each night. Get 7 to 9 hours of sleep in a cool, dark environment.
Enjoy the outdoors. Nature makes you feel better, as it improves your mood, calms your nerves, and reduces anxiety.
Be social. The support we get from others boosts resilience during times of stress. Friends give you a chance to talk through your challenges and take your mind off your worries. Even casual social interactions boost emotional well-being, so don’t hesitate to chat at the check-out counter or offer a compliment to a coworker. You’ll likely make their day brighter while lowering your stress level.
Address the cause. If a packed schedule is bringing on stress, work with others who can help you make it more manageable. If you’re unsure of how to move forward, or are struggling to cope with stress and anxiety that won’t let up, talk with a mental health professional.
Key to remember: Take steps to reduce stress to increase the odds that you won't come down with a cold, the flu, or another illness.
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2026-07-31T05:00:00Z
NewsIndustry NewsEnglishAssociate RelationsHR GeneralistIn-Depth ArticleEmployee Mental HealthHR ManagementWellnessWellnessWorkplace StressFocus AreaUSAHuman Resources
To positively impact employee mental health, create a culture of trust
HR professionals can’t fix all the problems that impact employee mental health, but they can establish a supportive workplace.
“Create a culture of trust so hard conversations are possible,” Chad Sorenson, president of Adaptive HR Solutions, suggested in the “From Stigma to Support” presentation at the 2026 Society for Human Resources Management (SHRM) Annual Conference.
HR professionals are the bridge connecting struggling employees to the help they need, he noted. To create a culture where people can be vulnerable and ask for help, and to help them navigate the support system, human resources professionals can:
- Model openness. Speak honestly about mental health. Mental health can be a normal part of communication from leadership. Employee assistance programs should be actively promoted and accessible. Regular well-being check-ins can be embedded into workplace culture.
- Be aware of the signs that indicate help is needed. A person who needs help might have a sudden drop in work performance, change in appearance, increased absences, withdrawal, or conflict that’s out of character. The change from someone’s baseline is what matters most, Sorenson noted.
- Respond with compassion. Talk about what’s been observed and ask how people are really doing. It can also mean saying, “I’ve got time to talk.” When listening to the response, be present and don’t fill silences or minimize what’s being discussed.
- Connect people to resources. HR professionals aren’t therapists but can let people know they don’t have to carry their burden by themselves. Share resources and information about support that is available.
- Equip leaders. Supervisors should be trained to recognize mental health issues and understand how to respond.
Key to remember: HR isn’t expected to be therapists but can have a positive impact on employee mental health by working to create a supportive workplace.
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2026-07-31T05:00:00Z
NewsIndustry NewsPerformance ManagementPerformance ManagementHR GeneralistIn-Depth ArticleUSAHR ManagementEnglishFocus AreaHuman Resources
Tips from Oprah on how to learn and grow in HR
The Oprah Winfrey Show left the air in 2011, but the media leader, producer, actress, and philanthropist still has plenty of wisdom to dispense.
Winfrey, a keynote speaker at the 2026 Society for Human Resource Management (SHRM) Annual Conference, noted that she is always listening and trying to be guided by something bigger than herself. She used examples from her career to show how she keeps learning and growing:
- After each show, she would sit with the audience to talk about where they came from, what they did, and what brought them joy. This was also a focus group for her, as she learned what people were dealing with.
- She vowed never to again allow her guests to be humiliated or embarrassed after one guest was devastated when her husband revealed his girlfriend’s pregnancy during the show.
- She decided each show must have an intention — what is the why? She stressed the importance of having an intention for what you do. For every behavior there is a reason, and that why is going to determine the outcome.
- Her biggest mistake was trying to run a business like a family and not letting people go sooner. It once took her 2 ½ hours to fire someone.
- She admitted that trying to start her own network after her show ended was another mistake. She should have listened to the little voice inside her that told her to do nothing.
- Guests were constantly asking if their performance was OK, even former presidents. “The most important thing you do is how you leave people feeling,” she said.
As she was speaking to an audience if HR professionals, she lauded the job they do, noting that they allow people to feel good about going to work.
“You are the ones who actually get to determine what the human experience will be like,” she said. “I honor that and respect that. HR is not just about spreadsheets. It’s about human potential.”
Key to remember: Oprah Winfrey, express her respect for HR professionals at the 2026 SHRM conference and suggested ways attendees could learn and grow in their careers.
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2026-07-30T05:00:00Z
NewsIndustry NewsIndustry NewsOperating AuthorityFocus AreaBrokers and brokering freight - Motor CarrierFleet OperationsEnglishTransportationUSA
2026 verdict sends shockwaves through the freight brokerage industry
Just months after the U.S. Supreme Court's landmark decision allowing negligent hiring claims against freight brokers to move forward, the industry has received its first major test case, and the result is a staggering $604 million verdict. The decision, handed down by a Dallas County, Texas jury on July 23, 2026, is already being viewed as a watershed moment for freight broker liability and risk management.
The case arose from a tragic 2021 crash on Interstate 20 in Mississippi involving motor carrier Lupus Superior and freight broker C.H. Robinson. According to court records, a tractor trailer operated by the carrier collided with stopped traffic, triggering a multi-vehicle pileup that claimed three lives and injured two others. Plaintiffs argued that C.H. Robinson negligently selected the carrier despite information indicating safety concerns and warning signs that should have prompted additional scrutiny. The jury ultimately found the carrier, its driver, and C.H. Robinson negligent, assigning significant responsibility to the broker.
Removing legal defenses
What makes this verdict particularly important is its timing. In May 2026, the U.S. Supreme Court ruled in Montgomery v. Caribe Transport that federal law doesn’t automatically shield freight brokers from state law negligent hiring claims. That decision removed a legal defense many brokers had relied upon for years and opened the door for courts to evaluate whether brokers exercised reasonable care when selecting motor carriers.
Until now, much of the trucking industry's discussion centered on what the Supreme Court ruling might mean in theory. The $604 million verdict demonstrates what those implications can look like in practice. A jury was given the opportunity to review a broker's carrier selection process and determine whether it met a reasonable standard of care. The outcome suggests that simply verifying operating authority and insurance coverage is no longer enough to satisfy that standard.
Brokers held to a higher standard
For brokers, the message is clear: Carrier vetting and documentation have become critical business functions. Safety ratings, inspection history, out-of-service percentages, crash history, and patterns of regulatory violations are likely to receive increased attention. Equally important will be maintaining records that demonstrate how carrier selection decisions were made. In a post-Montgomery environment, a broker's ability to prove due diligence may be just as important as the vetting process itself.
The verdict is expected to be appealed, and legal questions remain unresolved. However, regardless of the final outcome, the case serves as a powerful reminder that freight brokers now operate in a dramatically different liability landscape. The Supreme Court opened the door, and this verdict shows just how significant the consequences can be when a jury concludes that a broker failed to meet its duty of care.
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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.