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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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2026-10-26T05:00:00Z
NewsIndustry NewsRoad testFleet SafetyFederal Motor Carrier Safety Administration (FMCSA), DOTRisk Management TransportationDriver qualificationsRisk Management - Motor CarrierFocus AreaIn-Depth ArticleEnglishTransportationUSA
Road test requirements: 3 common questions
When hiring commercial motor vehicle (CMV) drivers, motor carriers have limited information to judge how safely an applicant will perform behind the wheel. A driver’s record shows past behavior, but a road test lets the carrier evaluate the driver’s skills firsthand.
Below are three common road test questions, along with the basic requirements and some best practices to help you go beyond the minimum.
1. Does every driver have to take a road test?
Not necessarily. A motor carrier generally cannot allow a driver to operate a CMV until the driver successfully completes a road test and receives a certificate of the driver's road test.
However, the Federal Motor Carrier Safety Regulations (FMCSRs) allow a carrier to accept certain documents as the equivalent of a road test. The most common document is a valid commercial driver’s license (CDL). Keep in mind, if the driver will operate a vehicle that requires a double/triple or tank endorsement, a road test must be performed in that type of vehicle.
Just because the FMCSRs allow an exception doesn’t mean carriers must use it. A road test is your opportunity to verify that a driver can safely operate the assigned vehicle. Skipping the road test can also weaken your defense in post-accident litigation if you could have identified a risk but chose not to. As a best practice, many carriers road test all drivers, regardless of exceptions.
2. Who can administer the road test?
The road test must be given by the motor carrier or a person the carrier designates. That person must be competent enough to evaluate whether the driver can safely operate the type of CMV the driver will be assigned.
Don’t assume anyone with CMV-driving experience is automatically qualified to administer the test. The carrier is responsible for selecting the right person to evaluate the driver’s performance. You should be able to explain why that person is a competent examiner.
Training examiners and setting clear expectations are just as important. A consistent testing process across all examiners is key to a successful road test program, and examiners should be evaluated periodically to make sure they remain effective.
3. What must the road test cover?
Section 391.31 of the FMCSRs identifies specific areas that must be evaluated. Depending on the vehicle, these include:
- Performing a pre-trip inspection required by 392.7;
- Coupling and uncoupling combination units, when applicable;
- Placing the vehicle in operation;
- Using the vehicle's controls and emergency equipment;
- Operating safely in traffic;
- Turning and other vehicle movements;
- Braking and slowing the vehicle; and
- Backing and parking.
As a best practice, your evaluation criteria should expand on each required area and include common scenarios drivers face during a typical day. You must also have a system to rate the driver’s performance in each operation tested.
Document any areas that need improvement, along with any additional training or corrective action taken after the test. This shows effective safety management controls are in place. If a road test shows a driver needed improvement in an area and no action was taken, that might be tough to explain in post-accident litigation.
Key to remember: Don’t treat the road test as just another document for the driver qualifications file. It’s one of the few chances you’ll have to verify that a driver can safely operate the assigned vehicle.
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2026-10-26T05:00:00Z
NewsFamily and Medical Leave Act (FMLA)LeaveTime offFamily and Medical Leave Act (FMLA)HR ManagementEnglishLeaveUSAAssociate Benefits & CompensationIndustry NewsIndustry NewsHR GeneralistAssociate RelationsFocus AreaHuman Resources
Survey illustrates employee leave challenges, with a glimpse at future predictions
In August 2026, J. J. Keller & Associates, Inc., along with the Society for Human Resource Management (SHRM), surveyed 1,389 HR professionals to better understand what leave administration looks like today and where the biggest challenges lie.
Ongoing legislation across the country indicates that employee leave administration is growing more complex as federal, state, and local laws continue to evolve. Remote work and accommodation obligations continue to intersect with the expanding leave landscape. HR teams are managing this complexity while often relying on a mix of HRIS tools, spreadsheets, and manual reminders.
The survey highlighted three big takeaways for HR professionals:
- Leave complexity and HR workloads are rising: More HR teams report increases in both the time spent and complexity of leave administration than report decreases. In fact, complexity is rising faster than the time allotted to deal with it.
- Documentation and coordination are HR's pinch points: Gathering documentation (39 percent) and coordinating overlapping laws/benefits (15 percent) dominate HR’s time, while intermittent leave (44 percent) and documentation (45 percent) are top friction areas.
- State leave law expansion and mental health issues will shape the future: Survey participants indicated that continued expansion of state laws (50 percent) and more employee accommodation/leave requests (46-45 percent) will drive day-to-day burden for HR professionals. Mental health (55 percent) will be the biggest influence on related policies.
Documentation
Respondents indicated that most of their time spent administering employee leave focuses on gathering information and documentation. While many laws allow employers to ask for documentation supporting the need for leave, some state paid leave laws require employees to provide such documentation to the state agency, and not the employer.
Adding to this issue, health care providers might charge fees for completing certifications related to the Family and Medical Leave Act (FMLA). Nevada, however, is the first state to limit how much health care providers may charge to complete FMLA certifications, capping the price at $30.
The current health care provider shortage can also exacerbate certification challenges, as employers struggle to obtain them in time.
The more things change…
Employers are spending more time trying to keep up with all the statutory changes. While the federal FMLA hasn’t changed, state leave laws continue not only to be enacted, but existing ones are changing, and no two are identical. Employers have to be somewhat familiar with the different details of the laws.
Not surprisingly, intermittent leave was a top challenge noted in the results, as it creates staffing issues, particularly when the leave is unforeseeable.
What employers expect for the future
Survey respondents indicated that they expect state leave laws to continue to expand, and they also expect more leave and accommodation requests from employees, particularly those dealing with mental health issues.
To help, employers might consider the following:
- Standardize documentation and intake,
- Strengthen multi-jurisdictional coordination,
- Target intermittent leave rigor,
- Increase manager readiness,
- Monitor capacity and load, and
- Prepare for the continued surge in mental health issues and accommodation requests.
Key to remember: Employee leave complexity is here to stay and will continue to increase. Employers must respond to the current state and prepare for the future.
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2026-10-26T05:00:00Z
NewsTraining & DevelopmentHR ManagementEnglishTalent Management & RecruitingAssociate Benefits & CompensationDelawareDiscriminationDiscriminationRecruiting and hiringWage and HourChange NoticesChange NoticeWage and HourRecruiting and hiringApplications/ApplicantsHR GeneralistAssociate RelationsFocus AreaHuman Resources
Delaware passes pay transparency law
Effective date: September 26, 2027
This applies to: Delaware employers with more than 25 employees
Description of change: House Bill (HB) 105, signed by Gov. Matt Meyer last year, requires employers to include the hourly or salary compensation range and a general description of the benefits and other compensation in both internal and external job postings.
The law’s posting requirements don’t apply to interim or temporary jobs that need to be filled immediately. Further, the law will not apply to job opportunities covered by a collective bargaining agreement (CBA) until after the CBA is amended, giving parties an opportunity to contemplate the pay transparency requirements during negotiations.
The Delaware Department of Labor handles enforcement via administrative proceedings. First-time violations result in a written warning, and subsequent violations carry civil penalties of between $500 and $10,000.
View related state info: Pay transparency and salary history bans - Delaware
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NewsEnforcement and Audits - OSHACERCLA, SARA, EPCRAToxics Release Inventory ReportingVideoMonthly Roundup VideoCAA ComplianceInjury and Illness RecordkeepingEnglishOSHA Violations and PenaltiesAir ProgramsIndustry NewsSafety & HealthGeneral Industry Safety300-A Annual SummaryEnvironmentalFocus AreaAir ProgramsUSA
EHS Monthly Round Up - January 2023
In this monthly roundup video, we’ll review the most impactful environmental, safety, and health news.
Hi everyone! Welcome to the monthly roundup video, where we’ll review the most impactful environmental, safety, and health news. First, let’s take a look at what’s happening in safety and health.
If you haven’t already done so, now is the time to post your OSHA 300A Summary. Employers are required to post the Summary in a conspicuous place from February 1st through April 30th.
As required by law, OSHA increased its penalties for inflation in mid-January. Penalties went up 7.7 percent, effective January 17th.
Also in January, OSHA released its long-awaited Fall 2022 regulatory agenda. Along with numerous proposed rules in the works, three major final rules are slated for 2023 – COVID-19 in healthcare, Injury and Illness tracking, and an update to the hazard communication standard.
OSHA recently released two new letters of interpretation, which address exit signs and lockout/tagout. Specifically, OSHA states that the International Standards Organization emergency exit symbol can be located beside the mandatory EXIT text on an existing sign.
The second letter addresses the applicability of lockout/tagout and the maintenance and operations of cathodic protection rectifiers when working on pipelines.
New York’s Warehouse Worker Protection Act was signed into law in December and takes effect in late February. It protects warehouse distribution workers from undisclosed or unlawful work speed quotas and includes protections for workers who fail to meet these quotas.
In 2021, a worker died every 101 minutes from a work-related injury, according to the Bureau of Labor Statistics. A total of 5,190 fatal work injuries was recorded in the U.S. in 2021, an 8.9 percent increase over 2020.
Turning to environmental news, EPA automatically added nine per- and polyfluoroalkyl substances, or PFAS, to the Toxics Release Inventory, or TRI, list. Four PFAS were added since they are no longer claimed as confidential business information.
EPA released its Fall 2022 regulatory agenda in early January. Included are major regulations impacting the National Ambient Air Quality Standards, waters of the United States, and modifications to the Risk Management Program under the Clean Air Act.
There are also a number of rules related to the National Emission Standards for Hazardous Air Pollutants in various rule stages.
And finally, beginning with model year 2027, heavy-duty trucks will be required to meet clean air standards that are 80 percent more stringent than current requirements.
EPA says this final rule is aimed at reducing smog- and soot-forming emissions, increasing the life of governed vehicles by up to 250 percent, and increasing emissions warranty periods up to 450 percent.
Thanks for tuning in to the monthly news roundup!
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NewsIndustry NewsEnforcement and Audits - OSHAOSHA InspectionsSafety & HealthGeneral Industry SafetyMonthly Roundup VideoFocus AreaUSAHazard CommunicationHazard CommunicationEnglishOSHA Violations and PenaltiesVideo
EHS Monthly Round Up - October 2023
In this monthly 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. Please view the content links in the transcript to take a deeper dive into the topics I’ll be covering today. With that said, let’s get started!
OSHA’s hazard communication final rule is under review at the Office of Management and Budget. This process typically takes 90 to 120 days, which means we’ll likely see the final rule in early 2024.
A performance audit found that OSHA did not adequately address the high number of injuries and illnesses at warehouses before and during the COVID-19 pandemic. Despite the high rate of injury and illness, OSHA only conducted a small number of inspections.
An OSHA investigation found a fulfillment center was exposing employees to ergonomic hazards which could lead to musculoskeletal disorders. The company also failed to provide adequate medical care for workers who had sustained head injuries, some of which were traumatic.
Workplace overdose deaths have increased 536 percent since 2011. A National Safety Council survey found that 75 percent of employers reported opioid use has impacted their workplace, but only 17 percent said they felt prepared to deal with the problem.
And finally, turning to environmental news, EPA finalized its PFAS reporting and recordkeeping rule. It expands the definition to include 41 additional PFAS of concern, among other changes.
Thanks for tuning in to the monthly news roundup. We’ll see you next month!
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2026-10-23T05:00:00Z
NewsIndustry NewsEnglishAssociate RelationsHR GeneralistIn-Depth ArticleUSAHR ManagementWellnessWellnessFocus AreaHuman Resources
A healthier workday, one small choice at a time
Each workday offers an opportunity to support good health. Making healthier choices doesn’t mean you have to revamp your whole day.
Start with small actions that fit your job, schedule, and needs. This might look like planning a meal break or creating a clear stopping point at the end of your shift. The goal isn’t a perfect routine. It’s making room to care for yourself during the day.
There are simple changes that when added to the day don’t detract from getting work done but add to your overall well-being. For example, build healthier choices into the workday by creating an environment that supports:
- Opportunities to move
- Access to drinking water
- Breaks that help you refocus
- Stress reduction when needed
Normalize taking care of your health before there’s a problem. This form of self-care is good for individuals and sets a good example for others.
Create a work environment that supports routine healthy behaviors
By focusing on small, repeatable routines anchored to things you already do, you can build sustainable habits that improve energy, focus, and health without feeling like preventative health measures are a second job. Here are ideas for small but powerful changes:
Start the day
- Take 5 or 10 minutes and do the same routine tasks every day to signal to your brain that it’s time to work.
- Plan when your first movement break will be. If necessary, add it to your to-do list or calendar for the day.
Throughout the workday
- Take focus breaks. Pause between tasks, look away from the screen, or spend a quiet moment without checking another device.
- Take movement breaks such as a brief walk, a change of position, or comfortable seated movement, as abilities and duties allow. For active jobs, a restful break may be more appropriate than extra movement.
- Plan workday snacks and meals. Before your shift, think about when and where you’ll eat. Include bringing a meal or having a backup option for a busy day.
- Make hydration a routine by pairing a water refill with an existing transition, such as arriving at work or taking a meal break, where workplace rules allow.
- Reset when stress builds. Offer a brief pause to identify the next manageable step or ask for clarification about competing priorities.
Not every health-related task belongs on your daily checklist, however. Keep a separate reminder to make appointments for routine preventative care and note questions you want to discuss with your health care provider.
To end the workday
- Have a shutdown ritual. Note where you stopped, write down tomorrow’s first task, and put away work materials when your shift ends, as your role allows.
- Take some deep breaths and focus on the positive healthy choices that you made today, even if they’re small. Something is better than nothing.
Make the healthier choice easier for others
If you’re in a leadership position, support a healthy workplace for your team as much as possible.
Workplace support might include providing accessible drinking water, giving workers opportunities to take breaks, and offering them clear information about available wellness resources.
Employees shouldn’t have to treat wellness as another task to squeeze into an already full workload.
Key to remember: Prioritizing wellness in the workplace doesn’t have to feel like adding more work to your plate.
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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.