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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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2026-08-31T05:00:00Z
NewsIndustry NewsFleet SafetyRecruiting and hiringRisk Management TransportationRisk Management - Motor CarrierRecruiting and hiringFocus AreaIn-Depth ArticleEnglishTransportationUSA
Building a better workforce through clear job descriptions
How do you get the most qualified and safety-minded job candidates to apply and then stay long term? It might be as simple as developing or revising your motor carrier’s job descriptions to attract the right drivers, dispatchers, and technicians.
Consider the following steps when creating new or revising existing job descriptions.
Step 1: Perform a job analysis
A job description is formal, written documentation that is produced from a job analysis. If you haven’t created or recently updated the job analysis, you should do this first before trying to draft a job description.
The job analysis should summarize:
- Specific job duties or essential functions,
- Position qualifications,
- Required education and experience,
- Necessary skills and abilities,
- Responsibilities,
- Reporting requirements,
- Working conditions,
- Physical requirements, and
- Supervisory responsibilities, if applicable.
Step 2: Put together the pieces
Using the information you gathered through the job analysis, it’s time to create the content. The format of a job description may vary from company to company, but there are common elements in most. The top portion of the job description should include:
- Name of the position (e.g., diesel technician)
- Department in which the position is located (e.g., fleet maintenance)
- Name of reporting supervisor (e.g., John Smith)
- Hours to be worked (e.g., 7 a.m. to 3:30 p.m., M-F)
The main body of the job description contains specific information about the job, such as:
- Principal duties and essential functions (e.g. maintenance and repair of power units)
- Required knowledge, skills, and experience (e.g., at least one year of practical experience with repair and maintenance of diesel engines, ability to prioritize assignments, work under deadlines, and attention to detail)
- Required education (e.g., vocational school certification, manufacturer’s training courses)
- Necessary certifications/licenses (e.g., Commercial Driver’s License)
- Working conditions (e.g., fast-paced working environment, climate-controlled shop, and outside tasks in a variety of weather conditions)
- Equipment (e.g., employee provides basic tools and shop provides specialty tools)
Step 3: Communicate expectations to applicants, current employees, and recruiters
By organizing the information from the job analysis into a clear and concise job description, you are creating consistency for a specific position.
As a communication tool, the job description:
- Tells applicants and employees what to expect and what is expected of them,
- Allows the organization to quickly replace or hire additional workers,
- Screens out unqualified applicants for the position, and
- Assists the human resources department in reviewing an employee’s job performance.
An abbreviated version may be useful in posting the job in the classifieds or online to effectively attract qualified candidates and deter those job seekers who don’t meet the minimum criteria. It’s recommended that you present the full description prior to a conditional offer of employment.
Are job descriptions really necessary?
Job descriptions aren’t mandatory under federal rules but may be required under state employment laws. They also aid companies in their defense in the event of an Americans with Disabilities Act (ADA) claim.
Key to remember: Job descriptions are both a hiring and management tool. They help attract the right candidates, communicate job expectations, and demonstrate compliance. Updating them is smart business.
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2026-08-28T05:00:00Z
NewsIndustry NewsAssociate Benefits & CompensationAssociate RelationsHR GeneralistExpert InsightsRetirement Benefits401(k) Plans/Defined Contribution PlansRetirement BenefitsHR ManagementEnglishFocus AreaHuman ResourcesUSA
Expert Insights: Help employees invest in their futures
Investing in our future selves is sometimes easier said than done. For example, when I clean up the kitchen in the evening, I’m investing in my future self the next morning. That doesn’t always happen, but when it does the payoff gets my day off to a good start.
A way to help your employees invest in their futures is to encourage them to invest in your company 401(k) plan if you have one. September 11 is National 401(k) Day — a time to focus on employees’ financial futures.
According to the Internal Revenue Service (IRS), a 401(k) plan is a qualified plan that includes a feature allowing an employee to elect to have the employer contribute a portion of the employee’s wages to an individual account under the plan. Generally, deferred wages (elective deferrals) aren’t subject to federal income tax withholding at the time of deferral, and they aren’t reported as taxable income on the employee’s individual income tax return.
The 2026 annual contribution limit for employees participating in what the IRS calls “qualified defined contribution” plans, such as a 401(k) plan, was $24,500. The IRS should be announcing that the 2027 contribution limits for certain retirement plans in the coming weeks.
When that information comes out, employers should share it with employees to help them plan financially for the upcoming year, and for the years ahead. This could be done at the same time other benefits information is communicated, since many employers could be in the middle of their open enrollment periods. New IRS limits could also be announced in separate employee communication methods, such as posting fliers around work or on the company intranet.
Employees may look to HR for advice on their 401(k) accounts. Being an HR professional, however, doesn’t make you financial adviser. It’s important to draw a line between education and advice.
You shouldn’t cross the line and give specific advice about:
- Buying or selling stocks,
- Taking money out of an account, or
- Reallocating investments.
Advice in those areas should be left up to professionally licensed fiduciaries. Fiduciaries are financial advisers who are legally obligated to act in the best interest of their clients.
One piece of advice you likely can give employees without causing any harm is encouraging them to clean up their kitchens every evening to invest in their morning selves.
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2026-08-27T05:00:00Z
NewsIndustry NewsIndustry NewsEnglishFuel/Mileage Tax PermitsFocus AreaFleet OperationsFleet TaxesInternational Fuel Tax Agreement (IFTA)TransportationUSA
Major fuel tax changes coming to Oregon
Oregon is joining the International Fuel Tax Agreement (IFTA) as a full participant, and simplifying its weight-mile tax (WMT) along the way.
On November 7, 2025, Oregon House Bill (HB) 3991 was signed into law to provide emergency funding for Oregon’s roads, bridges, and transit operations at the state and local level.
Several of the fee and tax increases in the bill were repealed in May 2026. However, changes impacting motor carriers, including WMT Simplification and other rate changes, weren’t repealed and are moving forward on schedule.
Weight-mile tax (WMT) simplification
The WMT structure is simplified starting July 1, 2027. Tax weight will be the same as registration weight. Several transportation fees including Flat Fees, WMT, and Road Use Assessment Fee (RUAF) rates will see rate changes.
Carriers will be asked to amend their enrolled vehicle weights in spring 2027.
Oregon joining IFTA
The Oregon Department of Transportation (ODOT) will also implement a hybrid tax system in accordance with House Bill 3991. Heavy trucks will start paying fuels tax along with reduced WMT. Oregon will become a full participant in the IFTA program and begin collecting and distributing IFTA monies from all carriers, as opposed to only collecting IFTA taxes and fees for Oregon-based carriers.
Other important changes that will occur at the same time include:
- The Oregon Registration Commercial Authority Application (ORCAA) Implementation Project will create a more versatile and modern commercial vehicle registration and IFTA system.
- Diesel becomes a motor vehicle fuel taxed at first sale in Oregon.
- The WMT Electric Rates Table will be deployed for heavy electric commercial vehicles (EVs).
- WMT rates for non-EVs will be reduced to accommodate for a hybrid taxation model with the added diesel tax.
- Dyed diesel and IFTA enforcement will begin.
On July 1, 2029, RUAF, WMT rates, and flat fee rates change in alignment with diesel tax implementation.
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2026-08-27T05:00:00Z
NewsIndustry NewsSafety & HealthRisk Management TransportationConstruction SafetyGeneral Industry SafetyWork ZonesFocus AreaIn-Depth ArticleFleet OperationsUSAEnglishTransportationWork Zones
Roundabouts: Engineering genius or just going in circles?
Ah, the traffic roundabout — nature’s way of testing whether drivers truly understand the concept of yielding, or if they just enjoy circling endlessly like confused ducks in a kiddie pool. Some say roundabouts are the perfect solution to traffic congestion, reducing accidents and keeping things flowing like a well-oiled machine. Others argue they’re glorified spinning traps designed to confuse, frustrate, and occasionally launch unsuspecting minivans into orbit.
So, are roundabouts the heroes of modern traffic design or just circular chaos with landscaping in the middle? Buckle up as we take a few laps around this debate.
Running in circles or reducing incidents?
Believe it or not, roundabouts aren’t just there to make you question your sense of direction, make your GPS recalculate for the fifth time, or give your Uncle Bob another conspiracy theory to support. These circular marvels are actually traffic safety ninjas.
Studies by the Federal Highway Administration (FHWA) have shown that roundabouts typically result in:
| A 37% reduction in overall collisions. | A 75% reduction in injury collisions. |
| A 40% reduction in pedestrian collisions. | A 90% reduction in fatality collisions. |
| A 62-74% reduction in traffic delays. | As a planetary bonus, a 30% reduction in vehicle emissions. |
How to maneuver the roundabout
Don’t let these circular conundrums make drivers question everything you thought they knew about right-of-way, geometry, and your own patience. Here what to know so you can manage roundabouts without the road rage:
- Counterclockwise travel — Traffic travels counterclockwise around the center island. (In other words, spin around to the right.) Drivers should choose the lane where they want to go after the roundabout since there’s not much time to shift gears (or lanes).
- Entry yields control — Vehicles entering the roundabout yield to traffic already circulating. (In other words, whoever is in the circle first has the right-of-way.) Drivers must yield to traffic in all lanes of the roundabout, not just in the lane closest to them, and allow room for larger vehicles like semis or those pulling trailers.
- Don’t stop if you don’t have to — The entrance to the roundabout is a “yield” rather than a “stop.” (In other words, plan ahead so you can enter seamlessly into the circle so the confident roundabout renegade behind you doesn’t join you in your back seat!)
- Low speed — The curvature of the roundabout requires slower vehicle speeds (15-25 mph) throughout the roundabout. (In other words, slow down!)
- No power necessary — Unlike traffic signals, roundabouts are not susceptible to power failures to keep a tab on traffic chaos.
Think of navigating a roundabout like you are joining a polite game of bumper cars — everyone’s circling, and nobody’s crashing. You enter and exit only when you’ve proven you know how to yield without panicking (or making eye contact). Until then, you can always ask Siri how to avoid them altogether, but you may want to leave the house earlier!
Where the idea originated
For the critical thinkers who like to know where this concept of avoiding vertigo on the way to the office originated, here’s a historical detour to see that the idea isn’t new. Roundabouts have been a concept since an 18th century inventor called Pierre L’Enfant designed what became known as “traffic circles” in Washington DC.
The traffic trickery became part of the transportation system in 1905, when the Columbus Circle opened in New York City—one of the first traffic circles designed for cars. We have William Phelps Eno to thank (or criticize, depending upon your opinion of roundabouts) for that. The first European roundabout was built in 1907 in Letchworth Garden City, England — not for traffic, but as a pedestrian island. So yes, the early roundabouts weren’t even meant for cars, which might explain why some drivers still treat them like mysterious crop circles.
Improvements were made in the UK in the 1960’s to help prevent circular intersections from locking up, by not allowing vehicles to enter the intersection until there were enough gaps in circulating traffic. In addition, smaller circular intersections were proposed to not just fit the geography but that made vehicles turn more tightly, resulting in slower entry and circulating speeds.
The modern roundabout has greatly improved in terms of operations and safety, when compared with older roadway rotaries. The benefits of which include:
- Promoting lower speeds and traffic calming which reduces incidents;
- Reducing conflict points and traffic back-ups which improves traffic flow and reduces driver anxiety and frustration;
- Improving vehicle operational performance (e.g., gas conservation, reducing engine overheating, etc.); and
- Meeting a wide range of traffic conditions with versatility in size, shape, and design.
These obnoxious orbs are popping up everywhere across the U.S. and Canada, but now you are prepared to circle in style!
Key to remember: Roundabouts aren’t just a fancy way to make you feel like a NASCAR driver. Once you crack the circular code, you may just embrace these engineering superheroes for their ability to not only reduce traffic jams and fender benders but save lives!
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2026-08-27T05:00:00Z
NewsHazard ClassificationsIn-Depth ArticleHazard CommunicationHazCom Written ProgramEnglishHazcom LabelingHazCom Information and TrainingSafety Data SheetsIndustry NewsSafety & HealthConstruction SafetyGeneral Industry SafetyHazard CommunicationFocus AreaUSA
Playlist: Maintain a Compliant Hazard Communication (HazCom) Program
Hazard communication can feel straightforward until you're trying to make sure every label is accurate, every Safety Data Sheet is available, and every employee understands the hazards they may encounter. With chemical inventories, training requirements, and ongoing program maintenance to manage, it's easy to wonder whether you've covered all your bases.
The good news is that building and maintaining a compliant HazCom program doesn't have to be complicated. The playlist below brings together some of the most valuable Compliance Network resources to help you understand OSHA's requirements, manage chemical hazards effectively, and keep employees informed and protected. Whether you're creating a program from scratch or looking to strengthen an existing one, these resources can help you navigate the process with confidence.
- Maintain a written Hazard Communication Program that describes how labels, Safety Data Sheets (SDSs), and employee training are managed.
- Keep an up to date inventory of all hazardous chemicals present in the workplace.
- Train employees on hazardous chemicals they may be exposed to at the time of initial assignment and whenever a new chemical hazard is introduced.
- Verify that all chemical containers are properly labeled and that workplace labels remain legible and accurate.
- Ensure current SDSs are readily accessible to employees during each work shift.
This playlist brings together key Compliance Network resources to help you build, maintain, and strengthen your Hazard Communication program. For deeper guidance, consider exploring related topics such as Safety Data Sheets (SDSs), Chemical Labeling, GHS Requirements, Hazardous Chemical Inventories, Personal Protective Equipment (PPE), and Hazard Communication Training within Compliance Network.
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2026-08-27T05:00:00Z
NewsIn-Depth ArticleUSAHR ManagementEnglishTalent Management & RecruitingAssociate Benefits & CompensationDiscriminationGender DiscriminationDiscriminationTitle VII (The Civil Rights Act of 1964)Industry NewsRecruiting and hiringProtected classesRecruiting and hiringApplications/ApplicantsHR GeneralistAssociate RelationsFocus AreaHuman Resources
Want to hire only men? Here are $2.6 million reasons not to
Southern summers are hot, and a federal agency turned up the July heat even more on an Alabama recycling plant that engaged in sex-based discriminatory hiring practices. Now the company that owns the plant must pay $2.6 million and provide other relief to settle a lawsuit, according to a recent press release by the U.S. Equal Employment Opportunity Commission (EEOC).
What happened?
The EEOC’s suit charged that the company intentionally violated federal law by engaging in a long-standing pattern of refusing to hire female laborers at one of its plants. This potentially impacted thousands of women, according to the EEOC.
Hiring compliance problems allegedly began in 2006 when the company purchased the plant. Through late 2022, the company intentionally hired only men for laborer positions and converted showers and locker rooms to male-only facilities.
When the company began outsourcing its labor staffing to third-party agencies, it directed them to refer only male applicants even when qualified female candidates were available.
The lawsuit also alleged that the company’s discriminatory practices continued even after the EEOC investigated a whistleblower complaint made by a long-tenured employee who was terminated for telling the truth about its hiring practice. The EEOC previously settled the whistleblower’s retaliation case for $90,000.
More than just a fine
Under the 3-year consent decree resolving the lawsuit, the company will not only pay $2.6 million in monetary damages to compensate women who were denied employment, it must also:
- Hire a Title VII coordinator
- Provide mandatory anti-discrimination training to its managers and employees
- Notify all staffing agencies it works with not to comply with any discriminatory requests, and
- Post a notice to employees about the settlement and how to report any future discrimination.
Staffing agencies dinged, too
The EEOC also fined the two staffing agencies that went along with the company’s illegal hiring scheme. Although the fines were substantially lower for the agencies, chances are they’re on the EEOC’s radar now, as well.
‘Why can’t we just hire men?’
This might’ve been the question company leaders asked prior to the EEOC lawsuit. And, in RARE cases an employer can consider sex when hiring. Sex can be considered where it’s a bona fide requirement. For example, an employer looking to hire models for women’s clothing wouldn’t need to consider male applicants.
But for anyone wondering why the recycling plant couldn’t only hire men, here’s the reason:
Title VII of the Civil Rights Act of 1964 is a federal law enforced by the EEOC. The law prohibits employment discrimination based on protected characteristics, like:
- Race
- Color
- Religion
- Sex
- National origin
Title VII says it’s illegal to discriminate based on protected categories (like sex) in any aspect of employment, like:
- Hiring and firing;
- Compensation, assignment, or classification of employees;
- Transfer, promotion, layoff, or recall;
- Job advertisements;
- Recruitment;
- Testing;
- Use of company facilities;
- Training and apprenticeship programs;
- Fringe benefits;
- Pay, retirement plans, and disability leave; or
- Other terms and conditions of employment.
While that’s a long list of rules, it’s a lot easier to digest than a $2.6 million fine.
Key to remember: Costly lessons in a hiring discrimination case can be a “don’t do what we did” moment for other employers wondering why they can’t hire only men.
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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.