
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.
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.
A Pennsylvania-based trucking company assumed they were saving time and money by dismissing a job applicant who was forthcoming about a past criminal record during an interview.
The company had informed the applicant they would run a criminal background check, prompting the applicant to tell them what that report would likely reveal; that 15 years earlier, he had been convicted of armed robbery and served 6 years in prison.
The company immediately rejected him, saying he wouldn’t be hired because of that conviction. Thanks to the wannabe driver’s honesty, they moved on without having to pay for a criminal background check. In the end, however, their decision cost them more time and money than ordering a background check would have.
After being dismissed from the hiring process, the applicant sued the trucking company, arguing that the rejection violated Pennsylvania’s Criminal History Record Information Act. The Act is a state law that defines how employers can use a person’s criminal past when making hiring decisions. Under the law, employers must:
A district court threw out the case, saying that the law applies only when employers obtain criminal records from state agencies, not when applicants disclose information themselves.
The U.S. Court of Appeals for the Third Circuit disagreed. In reversing the lower court’s decision, the judge explained that the statute focuses on what kind of information an employer receives, not where it comes from. The law protects information that is part of someone's criminal history record, regardless of the source.
The key distinction, the court found, is between the type of information and its origin. When the applicant disclosed his robbery conviction, the company received information that exists in his criminal history record file maintained by state agencies. That triggered the law's protections, even though the company learned about it directly from the applicant rather than through an official background check.
The trucking company argued that interpreting the law this way would make legislation known as “ban-the-box” laws meaningless. Local ban-the-box ordinances prohibit employers from asking about criminal history on job applications. But the court rejected that reasoning. Pennsylvania's law doesn’t stop employers from asking about convictions; it just limits what they can do with the answers. Ban-the-box laws are another layer of protection cities can choose to require.
The company also tried to use an exception in the statute for information from certain public sources like court documents and police blotters. The court wasn’t persuaded by this argument because even if that exception applied to hiring discrimination claims, it doesn’t cover what an applicant voluntarily shares. The law lists specific exempted sources, and by omitting applicant disclosures from that list, the legislature signaled they shouldn’t be exempt.
The decision sent the case back to the lower court, where the company will have to defend its actions. That means the trucking company must show why the applicant’s robbery conviction makes him unsuitable to drive their trucks, and whether the company provided proper written notice when it turned him down.
Employers, especially those in Pennsylvania, New Jersey, Delaware, and the Virgin Islands – the states covered by the Third Circuit – should be aware that this ruling clarifies that criminal history laws apply uniformly. The protections don’t disappear if an applicant chooses to be honest during the hiring process.
Key to remember: A federal circuit court ruled that learning about a criminal conviction from a job applicant triggered the same legal protections as learning about it through an official background check during the hiring process.
In this January 2026 round up, we will discuss a new USDOT registration system called Motus, the top vehicle violations of 2025, and the an update for the CDL medical certification process.
The Federal Motor Carrier Safety Administration (FMCSA) is preparing to roll out Motus, a modernized, mobile friendly registration portal. It’s designed to streamline how carriers, brokers, and other regulated entities manage their safety and compliance records. Launching to all users in 2026, Motus will replace fragmented workflows with a single, secure dashboard that marks one of FMCSAs most significant digital upgrades in years.
One of the most important preparation steps is verifying the Portal user access list. Under the Account Management tab, companies should confirm which individuals have Portal access and identify their Company Official.
The FMCSA recommends carriers complete an online Biennial Update (MCS 150) in the Portal before Motus launches. Submitting an update, or confirming no changes are needed, ensures the most current company information transfers into the new system. This includes:
Being familiar with the most common violations can help drivers and motor carriers take steps to avoid them. Key among those steps are comprehensive pre-trip, post-trip, and annual inspections — to catch violations before an officer does. Lamps, tires, and brake violations exceeded 1 million in 2025.
The Federal Motor Carrier Safety Administration (FMCSA) has once again extended its 60-day waiver to allow drivers, carriers, and medical examiners more time to come into compliance.
Effective January 11, 2026, through April 10, 2026, the FMCSA waiver extension allows a paper copy of the medical examiner’s certificate (MEC) to be carried by commercial driver's license/commercial learner's permit (CDL/CLP) drivers for up to 60 days after issue. The previous waiver, effective from October 13, 2025, through January 10, 2026, allowed the paper copy to be carried by drivers for 60 days as well.
That’s it for this month’s round up. Stay safe, and thanks for watching.


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