
SAFETY & COMPLIANCE NEWS
Keep up to date on the latest developments affecting OSHA, DOT, EPA, and DOL regulatory compliance.

SAFETY & COMPLIANCE NEWS
Keep up to date on the latest developments affecting OSHA, DOT, EPA, and DOL regulatory compliance.
Don’t misunderstand the recent action from EPA — it does not shut down California’s Clean Truck Check (CTC) program. The state can still enforce the requirements, and trucks operating in the state must continue meeting inspection and emissions requirements.
In January, the U.S. EPA issued a “final partial disapproval” of California's Heavy-Duty Vehicle Inspection and Maintenance (HD I/M) program (also known as Clean Truck Check, or CTC). The move defines which emission reduction credits California can count toward the State Implementation Plan (SIP).
The partial disapproval prevents California from factoring in all of the emission reductions from CTC. Only the emission reductions from California-registered vehicles will count toward the federally mandated attainment demonstration required by the SIP.
The California Air Resources Board (CARB) may continue state-level enforcement of CTC for all in-state, out-of-state, and foreign-registered vehicles. However, they cannot claim SIP credit for emissions reductions from vehicles not registered in California.
Trucks not registered in California may still be subject to California enforcement, but EPA will not enforce those requirements federally. California cannot use those inspections or emissions reductions for SIP compliance.
To comply with CARB’s CTC requirements, trucking companies can choose from multiple emissions testing options. Those options include:
CTC applies to almost all diesel, alternative fuel, and hybrid vehicles, with a gross vehicle weight rating over 14,000 pounds, operating on public roads and highways in California — even if they are not registered in California. This includes:
Freight contractors and brokers must:
Ports and railyards also have requirements regarding CTC compliance status of vehicles and access to their facility.
Key to remember: EPA’s recent action does not end California’s CTC program. CARB enforcement continues, and trucks operating in the state are still required to comply with all program requirements.
Employees who abuse leave under the federal Family and Medical Leave Act (FMLA) risk losing their job protections under the law. Employers must be careful, though, when determining whether employees are abusing their leave. One employer learned this through a court case.
The company required some employees to work on weekends and holidays. It normally called Andrew, an employee, to work on an as-needed basis. He would indicate that he was available for work by “marking up” for it, and indicate when he wasn’t available for work by “marking off.”
The employer assessed attendance points when employees marked off as sick, which could lead to discipline. The employer, however, didn’t assess points if employees took FMLA leave. Employees weren’t supposed to use FMLA leave to avoid working on weekends or holidays, though.
The company identified employees with a pattern of taking FMLA leave to extend their weekends, vacations, or holidays. Jolanda, the company's senior benefits manager, determined the criteria used to identify employees who were potentially misusing FMLA leave and conducted individualized reviews.
In May 2017, Andrew applied for intermittent FMLA leave for major depression and insomnia. Andrew’s doctor estimated that he would need to take intermittent FMLA leave once a month for up to 2 days per episode. The company approved the leave.
In August, the company sent Andrew a warning letter after he used FMLA leave on 4 weekends over a 6-week period. The letter stated that it appeared he was misusing FMLA leave, as he had a pattern of marking off FMLA leave on the weekends, or in conjunction with vacations or holidays. The letter further stated that continued FMLA misuse could lead to discipline.
As the holidays approached, about 10 percent of the workforce marked off for Christmas morning. Because of this, Jolanda believed that some employees were using FMLA leave dishonestly and investigated the cases. Jolanda didn’t, however, include employees who had cancer, were terminally ill, or were about to give birth, as she deemed these conditions justified using FMLA leave.
She investigated Andrew because he took FMLA leave from the day before Thanksgiving until the day after Thanksgiving, when he had the first of 2 scheduled rest days. He also took FMLA leave on Christmas Eve and Christmas Day, followed by 2 consecutive rest days, and again on New Year’s Eve and had New Year’s Day off as a vacation day. The employer accused him of misusing FMLA leave and eventually fired him. He sued.
Andrew claimed that the employer violated the FMLA when it fired him for taking FMLA leave over Christmas and New Year’s Eve. He argued that holidays worsened his condition, justifying his need for leave. He also argued that the investigation into him wasn’t reliable, since Jolanda didn’t include employees with other conditions in her investigations.
In denying the employer’s request to throw the case out, the court said that the company’s systematic better treatment of similarly situated employees with other serious health conditions was evidence that would allow a jury to infer that its disciplinary action against Andrew was retaliation for taking FMLA leave on holidays.
Brown v. CSX Transportation, Inc., District of Florida, No. 8:24-cv-2777, January 23, 2026.
Key to remember: Watching for FMLA leave misuse patterns can be useful, but when employers take disciplinary action without an individualized review (or apply policies inconsistently) their actions can risk crossing the line into retaliation.
Employees who meet the eligibility criteria under the federal Family and Medical Leave Act (FMLA) may take job-protected leave for reasons such as when they’re incapacitated by their own serious health condition.
Sometimes, those conditions can cause flare-ups. If employees take leave to avoid flare-ups, would taking preventative measures (like time off) qualify for FMLA protections?
The FMLA regulations say, “Yes,” missing work to avoid flare-ups could be job-protected leave. Here’s where this is cited in the regulations:
29 CFR 825.115(f)
Absences attributable to incapacity…qualify for FMLA leave even though the employee or the covered family member does not receive treatment from a health care provider during the absence, and even if the absence does not last more than three consecutive, full calendar days. For example, an employee with asthma may be unable to report for work due to the onset of an asthma attack or because the employee's health care provider has advised the employee to stay home when the pollen count exceeds a certain level. An employee who is pregnant may be unable to report to work because of severe morning sickness.
[Emphasis added]
An employee with an autoimmune condition, for example, might stay home to avoid overly cold or hot work environments. Loud construction noise might trigger a migraine. Wildfire smoke could exacerbate chronic lung disease.
In these types of situations, employers must allow employees to take FMLA leave to avoid a flare-up and count the time off as FMLA leave.
A certification supporting the need for FMLA leave might indicate that the employee needs time away from work to prevent flare-ups. If it doesn’t, and an employee takes a substantial amount of leave for such a reason, the employer may ask for a recertification — especially if the employer doubts the reason for an absence.
As part of the request, the employer may give the health care provider a record of the employee's absence pattern and ask the provider if the serious health condition and need for leave are consistent with such a pattern.
In some situations, employers might wonder if they could ask the employee to work from a different location instead of taking leave if the location is the cause of a flare-up. Unfortunately, the employee is entitled to the leave for a qualifying reason, including time off to avert a flare-up.
If an employee chooses to work from a different location, employers wouldn’t count that time as FMLA leave because the employee is still working.
Key to remember: Employers must count and protect an employee’s time off to avoid a flare-up of a medical condition.
Employers must retain employee exposure records for 30 years. Since OSHA could issue citations for failing to keep these records, employers need to understand exactly what OSHA considers an “employee exposure record.”
The standard at 1910.1020 defines these records to include certain sampling for toxic or hazardous substances, as well as records of hazardous chemicals used. These are rather broad categories, however.
The regulation does not explicitly require keeping Safety Data Sheets (SDSs) for 30 years. Employers must, however, retain records of the identity (chemical name) of the substance or agent, where it was used, and when it was used for at least 30 years. Saving the SDSs can help fulfill that obligation.
Testing for a hazardous substance in Subpart Z would create an exposure record. Those regulations cover asbestos, lead, chromium, formaldehyde, and many other substances. In addition, the tables in 1910.1000 list hundreds of substances from carbon dioxide to vegetable oil mist. Testing for harmful substances that are not listed could also create an employee exposure record.
In addition, measuring noise, vibration, temperature extremes, or particulate matter will usually create an exposure record that must be retained for 30 years. However, measurements of conditions in a normal range (such as office temperature readings) are not exposure records under the OSHA standard.
Not every sample or measurement will create an exposure record. OSHA clarified that exposure records describe the identity of, and possibly the level of exposure to, a toxic substance or harmful physical agent. For example, if an indoor air quality evaluation sampled the HVAC system, the results might identify non-toxic bacteria typical in office or work environments. That result would not be an employee exposure record.
If employers test for a substance with known human health effects, OSHA considers the results to be an employee exposure record even if the levels are below a listed action level or permissible exposure limit (PEL). The term “employee exposure record” is not limited to records showing that exposure exceeds a particular level, but rather on the mere fact that occupational exposure exists. For example, testing for carbon dioxide levels would create an exposure record even if the results were well within safe parameters.
Of course, if exposures are below the action level, the employer can usually stop monitoring, unless a process or work practice changes in a way that could increase exposure. However, if exposures are above the action level but below the PEL, employers may need to conduct periodic monitoring, all of which become exposure records.
On the other hand, the standard does not cover situations where the employer can demonstrate that the toxic substance or harmful physical agent is not used, handled, stored, generated, or present in the workplace in any manner different from typical non-occupational situations.
Finally, OSHA notes that employee questionnaires are not exposure records because they don’t characterize exposures. For example, employers might survey the workforce about things like comfort, temperature, or similar conditions without actually measuring conditions.
However, if questionnaires address medical information, they can be “employee medical records” under 1910.1020. For instance, the questionnaire under the respiratory protection standard is a medical record, but not an exposure record. OSHA also requires maintaining certain medical records. For more information, see our article, Who retains employee medical records?
Key to remember: Employers must save employee exposure records of hazardous substances even if the measured amount was within acceptable levels.
The Pipeline and Hazardous Materials Safety Administration (PHMSA) has issued its proposed HM 215R rule, a broad update intended to align the Hazardous Materials Regulations (HMR) with the newest international standards. Published February 10, 2026, the proposal is open for public comment through April 13, 2026. It introduces extensive changes affecting classifications, proper shipping names, packaging rules, and modal requirements.
By updating U.S. regulations to reflect current global practices while declining to adopt international provisions deemed unnecessary, PHMSA intends to minimize compliance burdens, eliminate conflicting requirements, strengthen emergency response clarity, and support smooth movement of hazardous materials across borders.
Below are the most notable updates hazmat professionals should prepare for.
PHMSA rejected several proposed international changes, including:
Submitting comments
Stakeholders may file comments by April 13, 2026, via:
Key to remember: HM 215R harmonization rule aligns the HMR with international dangerous goods standards. Hazmat professionals should review the proposed rule and provide feedback before the comment window closes.
Submitting accurate air emissions inventories (AEIs) is essential for regulatory compliance, public transparency, and long term environmental planning. Yet companies routinely make mistakes that delay approvals, trigger enforcement, or compromise data quality. Many of these errors stem from misunderstanding reporting rules such as EPA’s Air Emissions Reporting Requirements (AERR) and the Greenhouse Gas Reporting Program (GHGRP). Awareness of these pitfalls helps facilities avoid compliance failures and improve emission tracking systems.
One of the most common errors is failing to understand which pollutants must be included. Under the AERR, states and delegated agencies must report annual emissions of criteria air pollutants (CAPs) including sulfur dioxide, nitrogen oxides, volatile organic compounds, carbon monoxide, lead, particulate matter (PM₂.₅ and PM₁₀), and ammonia. These pollutants drive national air quality planning and modeling.
However, many companies overlook hazardous air pollutants (HAPs). While past AERR rules made HAP reporting voluntary, EPA’s proposed revisions would require annual HAP reporting for many sources starting in 2027, significantly expanding reporting duties. Failing to include HAP data or assuming it is still voluntary is a growing compliance risk.
Greenhouse gases are another reporting blind spot. The GHGRP requires large emitters and certain suppliers to report carbon dioxide, methane, nitrous oxide, and other greenhouse gases each year. Companies often assume GHG reporting applies only to the largest industries, yet thousands of facilities fall within the rule’s thresholds.
Facilities often make calculation errors when converting raw activity data into emissions. Many rely on outdated emission factors or incomplete process data. EPA urges states and regulated entities to use standardized estimation guidance from the Emission Inventory Improvement Program (EIIP) whenever possible. But companies may choose default factors without confirming they apply to the specific process, control efficiency, fuel type, or measurement method.
Under EPA’s proposed AERR revisions, if approved, the agency will require more detailed stack information such as release point coordinates, exhaust parameters, control device data, and stack test results. Failure to collect these details early can lead to rushed estimates or missing data.
Another major issue is misidentifying emission sources. AERR distinguishes between point, nonpoint, mobile, and portable sources. Mislabeling a source may cause a facility to submit incomplete inventories or fail to meet the required reporting frequency. For example, point sources often require annual reporting, while nonpoint sources may follow triennial schedules.
Similarly, GHGRP reporting is broken into numerous subparts that define equipment types, fuel suppliers, industrial processes, and CO₂ injection activities. Companies sometimes choose the wrong subpart or assume their process is exempt, leading to incomplete data submissions.
Both AERR and GHGRP have emission-based thresholds. Companies frequently make errors when determining:
These mistakes usually occur when internal data systems lack consistent tracking or when actual emissions deviate from potential to emit estimates used in permitting.
EPA requires extensive documentation for emissions calculations, monitoring methods, stack tests, control equipment operation, and assumptions. GHGRP rules include detailed monitoring, QA/QC, missing data, and record retention requirements. Under proposed AERR rules, companies will also need to submit performance test and evaluation data. Missing or incomplete records often lead to rejected inventories.
Both AERR and GHGRP are undergoing major revisions. EPA’s proposed AERR updates aim to convert some triennial reporting to annual schedules, add HAP reporting, expand mobile source requirements, and require more detailed facility level data. Meanwhile, GHGRP is facing proposed cuts that eliminate reporting requirements for many source categories while delaying petroleum and natural gas reporting until 2034.
Companies that rely on outdated guidance or assume reporting rules remain static at risk of major compliance failures.
Avoiding common errors begins with three fundamentals:
Key to Remember: Accurate air emissions inventories play a crucial role in protecting public health, supporting air quality regulation, and demonstrating corporate responsibility. By understanding the most common pitfalls, companies can improve compliance and reduce costly reporting errors.


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