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2026-09-10T05:00:00Z
NewsIndustry NewsSafety & HealthElectrical SafetyGeneral Industry SafetyElectrical SafetyOccupational Safety and Health Administration (OSHA), DOLIn-Depth ArticleEnglishFocus AreaUSA
Electrical safety: Facts about the flash
Arc flashes kill an average of 400 workers every single year when an electrical fault creates a sudden release of energy that sends extreme heat, intense light, and a powerful pressure wave blasting toward the worker. These events can also cause serious, and often permanent, injuries such as severe burns and hearing loss, as well as significant equipment damage that results in operational downtime. Understanding the risks and implementing preventive measures is essential for protecting workers and maintaining a safe work environment.
Where the danger lies
The three key terms in arc safety are electric arc, arc flash, and arc blast. These terms are often confused with one another or used interchangeably; however, they are quite different phenomena. Understanding their distinction is essential for effective safe work practices.
- Electric arc: The breakdown of electrical insulation allowing current to reach the air or take another unintended path.
- Arc flash: The intense light and heat generated during electrical arcing. The flash is essentially an electrical explosion that occurs when an electrical current leaves its intended path and travels through the air from one conductor to another or to the ground.
- Arc blast: The extreme pressure wave created from the electric arc. The blast follows shortly after the flash and is the result of vaporized copper expanding at an alarming rate.
An electrical arcing incident occurs when a short circuit an electric current is sustained outside of its normal conductive pathway like through the air (think: lightning). Although air is usually clean and non-conductive, it becomes conductive when particles gain or lose electrons while floating in the air. The change in electrons creates plasma, which gives the current a new and extremely dangerous path which results in a flash followed by a blast.
Respect the numbers[
The numbers associated with an electrical arcing incident should, alone, be enough to show why arc flash and blast safety matters:
- Temperatures during an arc flash can reach up to 35,000°F which is approximately 4 times hotter than the surface of the sun.
- During an arc blast, copper vaporizes and expands by a factor of 67,000 times.
- Pressure from an arc blast can reach up to 2,000 pounds of force which is the equivalent of a full-grown draft horse plowing into a person’s body.
- Blasts from an arc flash can propel molten metal and debris at up to 700 miles per hour, which is faster than the cruising speed of a commercial airplane.
- More than 2,000 people a year are treated in burn centers for arc flash-related injuries, resulting in 6 to 8 months of lost work time.
- Penalties for arc flash-related injuries can be over $160,000 per violation.
- Average medical expenses for an arc-flash survivor is $1.5 million with an additional $5 million to $10 million in litigation settlements.
Key Elements of Arc Flash Safety
Prioritizing arc flash and blast safety demonstrates a commitment to employee well-being and operational integrity. An effective arc flash safety program will include:
- Conducting a thorough arc flash risk assessment to identify potential hazards, calculate incident energy levels, and label equipment accordingly.
- Implementing engineering design solutions such as arc-resistant equipment;
- Maintaining electrical systems and good housekeeping to reduce the likelihood of faults that lead to arc flashes or dust accumulation that can provide a travel path for rogue arcs.
- Providing appropriate personal protective equipment (PPE), such as flame-resistant clothing, face shields, and insulated gloves, based on the calculated risk level and enforcing employee use.
- Delivering regular training on electrical hazards, safe work practices, and emergency response procedures.
- Encouraging employees to report electrical hazards, safety issues, near misses, and incidents so preventative measures can be taken.
- Ensuring compliance with OSHA and consensus standards like NFPA 70E so safety measures meet legal requirements and industry best practices.
Key to remember: Electrical arcing incidents kill hundreds of workers each year and can cause catastrophic injuries, property damage, and downtime. Understanding the hazards of electric arcs, arc flash, and arc blast is essential for implementing the right protective measures in the workplace.
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2026-09-10T05:00:00Z
NewsIndustry NewsHR GeneralistFamily and Medical Leave Act (FMLA)In-Depth ArticleFamily and Medical Leave Act (FMLA)Associate RelationsEnglishUSAHR ManagementFocus AreaHuman Resources
Unplanned FMLA leave and getting the job done
The federal Family and Medical Leave Act (FMLA) entitles eligible employees to job-protected, unpaid time off for certain qualifying reasons. Sometimes, employees can take the leave if it’s unplanned, which can put employers in a tough position finding worker coverage. Last-minute, unforeseeable, intermittent time off for FMLA issues, such as flare-ups, often poses the biggest challenge in FMLA administration.
Some of the ways employers can manage unpredictable leaves are by:
- Cross-training employees,
- Having backup staff ready,
- Tapping into float pools, or
- Offering voluntary shift swaps.
Keeping schedules updated and assigning temporary responsibilities can also help ensure there are employees available to help get the work done.
Managers can coordinate with other managers to share workload and avoid overburdening any one employee.
The more intermittent leave employees are taking, the more beneficial these types of tactics are.
Employers that aren’t familiar with the FMLA regulations might think that they can transfer an employee who needs intermittent leave (or leave on a reduced leave schedule) to a different job. The regulations state, however, that’s allowed only when the leave is foreseeable based on planned medical treatment.
Call-in policy
Employers may hold employees to their usual and customary call-in policies. Employers may, for example, require employees to call a designated number or a specific individual to request leave.
If, however, an employee requires emergency medical treatment, they wouldn’t have to follow the call-in procedure until:
- Their condition is stabilized,
- They have access to a phone or other means of communication, and
- They’re able to use a phone or other communication method.
If an employee doesn’t comply with the employer's usual notice and procedural requirements, and no unusual circumstances justify the failure to comply, the employer may delay or deny FMLA-protected leave.
It’s still FMLA leave
If an employee needs FMLA leave and follows the proper call-in procedures, the employer must count that time as FMLA leave. The employer isn’t allowed to claim that an employee’s FMLA leave poses an undue hardship, even if they’re managing a heavy workload. The FMLA doesn’t have an undue hardship defense; that falls under the Americans with Disabilities Act.
Employers that fail to provide the leave risk a claim that they interfered with the employee’s FMLA rights.
Key to remember: The FMLA doesn’t dictate how employers get the job done when employees take FMLA leave, and employers can’t deny the leave, but can take some steps to mitigate potential issues.
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2026-09-10T05:00:00Z
NewsIndustry NewsIndustry NewsHeat and Cold ExposureSafety & HealthConstruction SafetyGeneral Industry SafetyAgriculture SafetyMaritime SafetyEnglishHeat StressFocus AreaUSA
OSHA’s proposed heat rule debated during House subcommittee hearing
OSHA’s proposed heat illness and prevention rule took center stage during a September 2 hearing held by the House Workforce Protections Subcommittee.
Elizabeth Milito of the National Federation of Independent Business urged Congress to pass a bill that would prevent OSHA from issuing a permanent heat rule, citing the General Duty Clause already protects workers from heat-related hazards. Rebecca Reindel, director of occupational safety and health for the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) countered that the clause has a “broader, higher burden of proof” than a regular OSHA standard, including the need to satisfy a four-part test to issue a citation.
The rule, originally published in the Federal Register on August 30, 2024, would apply to employers conducting outdoor and indoor work in general industry, construction, maritime, and agriculture sectors where OSHA has jurisdiction and require them to implement a heat injury and illness prevention plan, along with other provisions.
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2026-09-09T05:00:00Z
NewsFamily and Medical Leave Act (FMLA)LeaveFamily and Medical Leave Act (FMLA)Time offHuman ResourcesLeaveHR ManagementEnglishUSAAssociate Benefits & CompensationIndustry NewsIndustry NewsHR GeneralistFocus AreaAssociate RelationsDisabilities and ADADisabilities and ADAReasonable Accommodations
Employee’s leave protected by ADA
In October 2023, Stephen received a call from his doctor telling him that he tested positive for colon cancer. Stephen told his boss and HR that he needed to take 3 days off because of his cancer diagnosis, and he presented a medical note from his doctor.
His boss said to Stephen, “Are you f** kidding me? Your obligations are here.” HR reminded Stephen that the company is in “peak workload season.”
Four days after requesting leave, and on Stephen’s first day back to work, the employer fired him. Afterward, Stephen’s follow-up tests showed that he didn’t have colon cancer and that the test produced a false positive.
Stephen sued his former employer, arguing that the employer violated both the federal Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA).
The employer argued in court that, because Stephen didn’t actually have cancer, he didn’t have ADA job protections.
The court disagreed. It said that there was evidence that the employer regarded or perceived Stephen as being impaired by cancer. It didn’t matter whether the impairment limited or was perceived to limit a major life activity; it was enough that the perceived impairment would be expected to last longer than 6 months and wasn’t otherwise minor. Colon cancer is neither minor nor would an employer expect colon cancer to only last a few months.
The court considered that the employer fired Stephen only 4 days after he announced his medical issue. The employer claimed it had a legitimate reason for firing Stephen: He performed poorly at his job, and sales records supported that claim.
But a jury could find this as pretext for the termination. The supervisor’s and HR’s response to Stephen’s announcement didn’t help the employer’s argument.
The court did, however, rule in the employer’s favor, saying that it didn’t violate the FMLA. Stephen didn’t have a serious medical condition as defined under the FMLA because he didn’t actually have cancer, so his FMLA claims failed.
Lishego v. Tri Star Motors, Inc., Western District of Pennsylvania, No. 2:24-CV-1458, August 5, 2026.
Key to remember: The ADA protects employees even if they don’t have a disability when the employer thinks they’re impaired and takes a negative employment action because of it.
Court decisions are based on the specific facts presented and each court’s interpretation of the law. Because courts may reach different conclusions, similar situations can lead to different outcomes. Employers should avoid relying on a single case as definitive guidance and instead assess each situation carefully, considering applicable laws and seeking advice when needed.
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NewsEnforcement and Audits - OSHANon-Point SourcesToxic Substances Control Act - EPASafety and Health Programs and TrainingToxic Subtances Control Act - EPATSCA ComplianceWater ProgramsWater QualityMonthly Roundup VideoMiningSafety and Health Programs and TrainingUSACWA ComplianceEnglishOSHA Emphasis ProgramsIndustry NewsWater PermittingSafety & HealthNew Source PerformanceGeneral Industry SafetySpecialized IndustriesEnvironmentalFocus AreaVideo
EHS Monthly Round Up - August 2026
In this August 2026 monthly roundup 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. Let’s take a look at what happened over the past month.
Citing elevated injury and illness rates, OSHA relaunched a National Emphasis Program, or NEP, on Warehousing and Distribution Center Operations. Retail operations are no longer targeted by this NEP, as they were previously. Inspectors will focus on common hazards in warehousing and distribution such as powered industrial vehicle operations, materials handling and storage, and fire protection. The NEP also offers OSHA greater discretion in whether to expand an inspection.
OSHA state-plan enforcement continued to gain momentum in fiscal year 2025. In an upward trend, inspection numbers, violation counts, and penalty amounts all increased. The latest data stem from the Occupational Safety and Health Plan Association’s Grassroots Worker Protection report.
OSHA’s Safe+Sound Week was held August 10 through the 16. The event gave employers an opportunity to highlight their safety and health programs and bring attention to common workplace hazards.
The Mine Safety and Health Administration reopened the comment period for proposed changes to the approval criteria for its mine roof control and ventilation plans. The new deadline for comments is September 30.
Turning to environmental news, EPA extended the compliance dates of certain Workplace Chemical Protection Program requirements for perchloroethylene and carbon tetrachloride. The revised deadlines affect facilities subject to the TSCA PCE and CTC risk management rules finalized in 2024.
And finally, EPA published a proposed 2027 general stormwater permit for construction. It applies to construction activities in areas where EPA is the NPDES permitting authority, including Massachusetts, New Hampshire, New Mexico, and the District of Columbia. If finalized, the rule will replace the existing 2022 permit, which expires in early 2027.
Thanks for tuning in to the monthly news roundup. We’ll see you next month!
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NewsDriver qualificationsMonthly Roundup VideoTransportationDriver qualification and hiringHazmatUSAEnglishHazmat Rulemaking proceduresIndustry NewsFleet SafetyTransportation SecurityTransportation SecurityMedical waivers and exemptions - Motor CarrierFleet OperationsFocus AreaVideo
Transportation Monthly Round Up - August 2026
In this August 2026 monthly round up video, we'll review the most impactful transportation and safety news.
In this August 2026 round up, we will provide an NR II update, discuss a new PHMSA rule, and speak about fraudulent activity in trucking.
New Hampshire has now implemented the NRII process. 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.
PHMSA finalized HM-268D, a rule that allows carriers and facility operators to maintain emergency response information electronically rather than carrying a paper copy.
Prior to HM-268D, emergency response information had to be available in hard-copy format. Under the final rule, starting September 3, 2026, emergency response information may be maintained electronically, including through mobile devices and apps. However, organizations remain responsible for ensuring that information is readily accessible when it is needed, especially during transportation incidents or emergency response situations.
FMCSA has issued multiple fraud alerts noting that scammers and third party marketers are sending emails that create urgency around authority issues (like revocations, missing filings, or compliance lapses) and then directing carriers to click links or pay for services.
FMCSA has clearly warned that official communications will come from a .gov email address, not private domains, and that look alike or third party domains are a common tactic used in fraudulent outreach.
Motor carriers should treat unsolicited MCS-150, DOT number, or operating authority messages with caution. Verify requests through official FMCSA channels before interacting with these messages in any way.
That’s it for this month’s round up. Stay safe, and thanks for watching.
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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.