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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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2026-09-03T05:00:00Z
NewsDisabilities and ADAIn-Depth ArticleUSAHR ManagementEnglishReasonable AccommodationsIndustry NewsDiscriminationDiscriminationProtected classesHR GeneralistAssociate RelationsFocus AreaDisabilities and ADAHuman Resources
Look beyond employee accommodation ideas
Many employers have gone through the accommodation process: An employee tells their supervisor they need a particular workplace change because of a medical condition. This triggers the employer’s obligations under the federal Americans with Disabilities Act (ADA).
Next, the employer discusses the request and any proposed accommodation ideas with the employee as part of the ADA’s interactive process. If the employee asked for a particular accommodation (e.g., remote work), the employer would need to evaluate it, and then decide whether to approve or deny it.
Employers with this type of approach — focusing only on what the employee asked for — might want to reconsider it, and here’s why.
It doesn’t begin and end with the employee’s idea
Employers shouldn’t consider only the change/accommodation the employee requested. Employees (and their doctors) don’t have information about workplace limitations, potential solutions, how the work affects other tasks, or how the work fits into the overall big picture. The employer generally has this information.
Therefore, asking the employee to identify a reasonable accommodation makes little sense if the employee doesn’t have the perspective to identify a real solution.
Employers can help improve their ADA process with a few small changes.
- Focus on limitations. Instead of expecting or asking employees to identify an accommodation, ask employees to describe their limitations. If they have ideas about what might help, consider them, but don’t focus only on them. If an employee’s requested change works for all involved, put it in place. If it doesn’t work, however, employers are responsible for finding something that does.
- Don’t limit the search. Accommodations are often limited only by the imagination. Employers should look beyond the familiar options, such as modified schedules, leave, and equipment changes. Perhaps job restructuring, workplace policy modifications, and different ways of performing job functions can help.
- Ask for help. Employers looking for ideas can tap into resources like the Job Accommodation Network (JAN). Besides JAN, others, such as occupational therapists, workplace ergonomists, and vocational rehabilitation counselors, might be able to share some insights.
What if the employee doesn’t have any ideas?
In some situations, employees might tell their supervisor that they have a limitation, but not provide a potential solution. If so, employers still have a duty to investigate potential options based on the employee’s limitation in relation to the job’s essential functions. They do this by identifying the barriers in between and looking for a solution that breaks down or eliminates the barriers.
Employers aren’t required to provide the specific accommodation an employee requests. They must provide one that is effective. If multiple options are effective, employers get to choose which one to provide.
Key to remember: Under the ADA’s interactive process, employers shouldn’t focus only on an employee’s requested accommodation, but look for a real solution that works for both employee and employer.
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2026-09-03T05:00:00Z
NewsIndustry NewsAssociate RelationsHR GeneralistFamily and Medical Leave Act (FMLA)In-Depth ArticleFamily and Medical Leave Act (FMLA)HR ManagementEnglishUSAFocus AreaHuman Resources
Playlist: Employee asks for time off because of a potential FMLA reason
Complying with the federal Family and Medical Leave Act (FMLA) has never been easy. If you’re unsure where to start when an employee puts you (the employer) on notice about needing leave, or worried about missing something important, you’re not alone. Between determining employee eligibility, getting notices out on time, obtaining a certification, and considering state leave laws, 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 ensure you treat your employee appropriately.
- Start by making sure your company is covered by the law.
- Determine if the employee is eligible to take FMLA leave.
- Get the employee an eligibility/rights & responsibilities notice within 5 business days. You may include a certification form.
- Determine if the absence qualifies for FMLA protection.
- Get the employee a designation notice within 5 business days of obtaining enough information to make a designation determination.
This playlist brings together key Compliance Network resources to simplify the FMLA process from start to finish. For deeper guidance, consider exploring related topics such as Employee Notice, Policy Considerations, Intermittent Leave, Calculating Leave, Job Restoration, and Minimizing Abuse 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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2026-09-03T05:00:00Z
NewsIndustry NewsIndustry NewsEnglishFocus AreaFleet OperationsFleet TaxesFleet taxesTransportationUSA
Don’t get spooked: UCR fees increasing by 20 percent
Effective October 1, 2026, Unified Carrier Registration (UCR) fees have increased by an average of 20 percent.
The UCR Board of Directors finalized this 20-percent fee increase for the 2027 registration year and for the years following, with fees increasing between $9–$9,329 per entity depending on the tax bracket. Fees for the 2027 registration year are as follows:
| Bracket | # of CMVs owned or operated | Fee |
| B1 | 0-2 | $55 |
| B2 | 3-5 | $167 |
| B3 | 6-20 | $333 |
| B4 | 21-100 | $1,163 |
| B5 | 101-1,000 | $5,548 |
| B6 | 1,001 and above | $54,165 |
UCR fees must be paid by motor carriers, motor private carriers of property, brokers, freight forwarders, and leasing companies. The Federal Motor Carrier Safety Administration (FMCSA) notes that, despite the increased costs, the fees for registration year 2027 will still be less than they were from 2019–2022.
Background
No fee increases were proposed for the 2026 registration year, but on September 18, 2025, the UCR Board of Directors recommended a fee increase for 2027 that averages out to about 20 percent across all brackets.
Supporting documents were submitted, in addition to an explanation of the basis for the recommendation and proposed procedures. There’s also an explanation of the methodology used to calculate the fee to allow the public to properly analyze the data and make comments.
The purpose of the fee increase is to cover a projected shortfall of nearly $22 million in required funding. The proposal for this increase was posted to the Federal Register in April 2026, with comments opened until early May.
Take action
Petitions for Reconsideration of the final rule on fee increases must be submitted by October 1, 2026.
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2026-09-03T05:00:00Z
NewsIndustry NewsPerformance ManagementDisciplineEmployee RelationsIn-Depth ArticleUSAHR ManagementEnglishFocus AreaHuman Resources
Playlist: Handling employee misconduct
Employee misconduct can range from repeated policy violations and inappropriate workplace behavior to more serious offenses that may warrant immediate action. For supervisors, knowing how to respond consistently, fairly, and legally can be challenging. This playlist brings together Compliance Network resources that help managers distinguish between performance problems and misconduct, apply progressive discipline appropriately, document issues effectively, and determine when corrective action, a Performance Improvement Plan (PIP), or termination may be warranted. Whether you're addressing a first-time offense or navigating a more serious situation, these resources provide practical guidance.
- Start with a review of employee relations basics.
- Determine whether the problem can be resolved by using a Performance Improvement Plan (PIP), or if it’s a conduct issue and possibly serious enough to move directly to termination.
- Understand the purpose of employee discipline before moving forward.
- Follow the steps of progressive discipline.
- If necessary, write up an incident report.
This playlist brings together key Compliance Network resources to simplify the employee discipline. For deeper guidance, consider exploring related topics such as Termination, HR Policies, Performance management, and Discrimination 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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2026-09-03T05:00:00Z
NewsIndustry NewsIndustry NewsAir EmissionsEnvironmental Protection Agency (EPA)Renewable and Alternative EnergyBiofuelCAA ComplianceEnvironmentalFocus AreaEnglishAir ProgramsAir ProgramsUSA
EPA extends RFS annual compliance report deadline
The Environmental Protection Agency (EPA) issued a prepublication of a final rule extending the Renewable Fuel Standard (RFS) annual compliance reporting deadline for the 2025 compliance year from September 1 to October 1, 2026.
Who’s impacted?
The RFS annual compliance report applies to obligated parties, including:
- Refiners of gasoline or diesel fuel (transportation fuel), and
- Importers of transportation fuel.
Under the RFS program, obligated parties with renewable volume obligations (RVOs) must retire enough Renewable Identification Numbers (RINs) to meet their RVOs for the calendar year.
What’s the change?
EPA extended the 2025 RFS compliance reporting deadline to October 1, 2026, giving obligated parties additional time to comply with their 2025 RVOs and submit their annual compliance reports.
Why the change?
EPA recently released its small refinery exemption (SRE) decisions for the 2025 compliance year, exempting 1.76 billion RINs for 29 small refineries. SREs affect the cost and availability of RINs for all obligated parties. The extension gives obligated parties more time to assess the impact of the SRE decisions and adjust their strategies before completing their 2025 RFS reporting obligations.
Key to remember: EPA has extended the Renewable Fuel Standard annual compliance reporting deadline from September 1 to October 1, 2026.
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2026-09-03T05:00:00Z
NewsUSAHR ManagementEnglishWellnessWellnessHealth PlansAssociate Benefits & CompensationIndustry NewsIndustry NewsEmployee BenefitsEmployee BenefitsHR GeneralistAssociate RelationsFocus AreaHuman Resources
DOL eases enforcement of workplace wellness program rules
On August 26, the U.S. Department of Labor (DOL) and two other federal agencies issued new guidance on workplace wellness programs following a wave of lawsuits challenging tobacco-related health insurance surcharges.
The guidance, released by the DOL’s Employee Benefits Security Administration along with the Departments of Health and Human Services and the Treasury, addressed questions raised in dozens of lawsuits involving health plan premiums that are higher for employees who use tobacco products.
Federal law allows employers to offer wellness programs that encourage healthy behaviors. Under the Health Insurance Portability and Accountability Act and the Affordable Care Act, employers may provide rewards or incentives to employees who participate in programs focused on areas such as:
- Nutrition,
- Weight management,
- Smoking cessation,
- Fitness,
- Stress management,
- Substance abuse treatment, and
- General health education.
The new guidance focuses on health-contingent wellness programs, which provide rewards only when employees meet certain health-related standards. For example, employees may receive a premium discount if they stop using tobacco products or complete a smoking cessation program.
Federal agencies said that, until additional regulations or guidance are issued, they won’t take enforcement action against health plans that provide wellness rewards only after an employee completes an approved alternative standard, rather than applying the reward retroactively to the beginning of the plan year. In other words, employers may generally begin providing the reward from the date the employee satisfies the alternative requirement.
The guidance also clarifies disclosure requirements for employers and insurance companies. If plan materials simply inform employees that a wellness program exists without explaining the program's details, employers aren’t required to include information about alternative ways employees may qualify for rewards.
Daniel Aronowitz, Assistant Secretary for Employee Benefits Security, said in a press release that the guidance is intended to support employers that use wellness programs to improve health outcomes among workers.
“Wellness programs can play an important role in encouraging healthier behaviors and improving overall health,” Aronowitz said. He added that employers and insurers that offer wellness programs designed reasonably and without discrimination won’t face penalties for using incentives to motivate healthier choices.
The guidance is expected to give employers greater clarity as they continue offering wellness initiatives, including tobacco cessation programs, while legal challenges over premium surcharges continue to work their way through the courts.
Key to remember: The federal government recently issued wellness-program guidance that’s focused on a reasonable alternative standard and disclosure requirements.
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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.