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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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2026-07-27T05:00:00Z
NewsIndustry NewsTransportation SecurityCMV Parts and MaintenanceParts and Accessories - Motor CarrierFocus AreaIn-Depth ArticleUSAEnglishTransportationCMV Inspections
Eliminating redundant regulations: Why FMCSA is streamlining compliance requirements
The Federal Motor Carrier Safety Administration (FMCSA) has recently taken several steps to eliminate outdated, redundant, and unnecessary regulations. These changes are part of a broader federal effort to modernize regulations, reduce administrative burdens, and focus enforcement resources on requirements that directly improve safety. Some of these changes are due to advances in technology, and industry practices, evolving over time.
Most people agree that regulations should provide meaningful safety benefits that justify their compliance costs. By eliminating outdated, and low-value requirements, FMCSA hopes that motor carriers and drivers can focus their time and resources on the activities that most directly improve safety, such as vehicle maintenance, driver training, hours-of-service compliance, and safe operating practices.
Spare fuses
One example is the removal of the requirement for commercial motor vehicles to carry spare fuses. FMCSA determined that this requirement had become unnecessary because modern vehicles use a wide variety of electrical systems and replacement components that are often not practical for roadside replacement. The agency concluded that requiring carriers to maintain spare fuses in every vehicle no longer provided a meaningful safety benefit and simply added another compliance item for inspectors and carriers to manage. By eliminating this requirement, FMCSA removes a rule that no longer reflects today's vehicle technology while maintaining existing vehicle maintenance and repair responsibilities.
ELD operator’s manual
FMCSA has also rescinded the requirement for drivers to carry an electronic logging device (ELD) operator's manual in the vehicle. Since ELD compliance became standard throughout the industry in 2019, drivers and carriers have become familiar with the technology. In addition, most ELD systems include electronic access to operating instructions, and FMCSA maintains information regarding approved devices. The agency found no significant safety advantage in continuing to require a paper manual inside the cab. An important detail is that drivers must still carry instructions on how to transfer ELD data to enforcement and instructions on what to do when a malfunction occurs. Eliminating this requirement helps reduces paperwork and prevents carriers from receiving violations for failing to carry the document.
Liquid burning flares
Another modernization effort involved removing references to liquid-burning flares from FMCSA regulations. These devices were once recognized as a warning option for disabled vehicles but have largely disappeared from commercial vehicle operations. Reflective triangles and other warning devices have become the industry standard. FMCSA concluded that maintaining regulatory language addressing equipment that is no longer commonly used creates unnecessary complexity and confusion. Removing these obsolete references updates the regulations without affecting the requirement to adequately warn approaching motorists of disabled vehicles.
Roadside Inspection Reports (RSI)
FMCSA has also revised the requirement for motor carriers to sign and return completed roadside inspection reports to every issuing state agency. The agency recognized that many states neither request nor require the return of these forms. Requiring carriers to send paperwork to states that have no process for receiving it provided little value while creating unnecessary administrative work. Under the revised rule, carriers must return completed inspection reports only when the issuing state specifically requests them. This change reduces paperwork while preserving the ability of states that rely on the process to continue receiving the information they need.
Key to remember: Demonstrating effective regulation is not measured by the number of rules on the books, but by the value those rules provide. FMCSA’s cleanup is a step in that direction.
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2026-07-27T05:00:00Z
NewsIndustry NewsEmployee RelationsHR GeneralistIn-Depth ArticleAttendanceAssociate RelationsEnglishUSAHR ManagementFocus AreaHuman Resources
8 tips for talking about attendance problem
One team member always comes in late on Mondays. Another seems to have an unusually high number of family "emergencies," especially in summer.
As a manager, you know that occasionally employees need time off to address situations that arise out of nowhere. But unplanned absences and tardiness, especially if they’re frequent, can have a significant impact on a company, including:
- Lost productivity,
- Increased overtime costs, and
- Elevated stress among the employees who must pick up the slack.
Try talk before action
The time to discuss an employee attendance problem is when you first notice it. As you plan this conversation, here are eight tips to keep in mind:
- Delay discipline. Keep the mood of this meeting one of information gathering and concern rather than condemnation or threats. Focus on solving a problem, rather than punishing someone for breaking rules.
- Focus on the value the employee brings to the company. Point out the good work that they do and explain that their team contributions benefit the company as a whole.
- Discuss the matter privately. An open cubicle, the production floor, or the breakroom aren’t the right settings for discussing employee attendance issues since you don’t know if the employee will share personal family or medical information that’s affecting their attendance.
- Do your homework. Before the meeting, gather all the facts, including dates of unexcused absences or tardies, reasons given for each incident, and any supporting documentation or notes. Include information about how the missed work might be affecting the employee’s performance.
- Inquire about the reasons for the employee’s absences or tardies. Identifying a genuine issue like transportation, childcare, or a mental or physical health condition might allow you to work with the employee to address the absences more effectively. Be aware of the possibility that the employee may be entitled time off under the federal Family and Medical Leave Act (FMLA) or an accommodation under the Americans with Disabilities Act (ADA).
- Brainstorm with the employee. If there’s a consistent, legitimate reason for the employee’s absences, work together to find a solution. A slight adjustment in work hours to match a bus schedule or a shift in workdays to allow family members to share responsibilities might be all it takes to correct the attendance issue.
- Continue monitoring the situation. Let the employee know that after the meeting, you’ll follow up with them. Next steps will depend on the reason(s) they’ve given for their attendance issues. In the meantime, document the conversation, pay attention to their attendance going forward, and address concerns if they arise.
- Pay attention to improvement in attendance. If, after the meeting, you notice a marked improvement, tell the employee you appreciate their efforts to make a positive change. Let them know that you’re available for any questions or concerns they have. If their absences are related to the FMLA or ADA, make sure the steps in your process are compliant with those laws.
Key to remember: Tardiness and unplanned employee absences will happen. It’s better to address attendance problems when you first notice them rather than waiting. A respectful conversation with an employee at the right time might be all that’s needed to improve the situation.
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2026-07-27T05:00:00Z
NewsFamily and Medical Leave Act (FMLA)LeaveFamily and Medical Leave Act (FMLA)Time offHR ManagementEnglishLeaveLouisianaAssociate Benefits & CompensationChange NoticesChange NoticeHR GeneralistAssociate RelationsFocus AreaHuman Resources
Louisiana adds living donor leave
Effective date: August 1, 2026
This applies to: State agencies and private employers with one or more employees,
Description of change: Effective August 1, 2026, Louisiana state employees may take paid, job-protected leave to donate organs. Employees of private employers in the state may take unpaid, job-protected leave to be donors.
To be eligible to take the paid leave, a full-time employee of a state agency must have been continuously employed by the same agency for at least 12 months.
The law doesn’t have eligibility criteria specifically for employees of private employers, but employees must request the leave in writing.
Employees may take up to 30 consecutive calendar days of leave to serve as human organ or bone marrow donors.
Employers are prohibited from retaliating against employees who request or take such leave.
The donor leave can run concurrently with leave under the federal Family and Medical Leave Act (FMLA).
View related state info: FMLA - Louisiana
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2026-07-27T05:00:00Z
NewsLoading and unloading - Motor CarrierTransportationHazmat SafetyCargo loading and securementIn-Depth ArticlePre-trip inspectionsEnglishCMV InspectionsIndustry NewsFleet SafetySafety & HealthGeneral Industry SafetyGeneral Duty ClauseGeneral Duty ClauseFocus AreaWheel chocks - Motor CarrierUSA
Investigation uncovers pitfalls in deadly truck-unloading incident
A routine truck fuel-transfer operation that ended in an explosion, fire, and worker’s death is the subject of a preliminary report from Washington state. Investigators outline the sequence of events and factors that may have contributed to the incident. The findings also discuss related requirements and highlight important lessons for employers and motor carriers responsible for these operations.
What happened?
According to the Washington state Fatality Assessment & Control Evaluation (FACE) report number 71-275-2026, a technician was assigned in September 2023 to unload a liquefied natural gas (LNG) trailer parked at a transfer station. The semi-trailer was operated by a contract carrier, whose driver had made several deliveries prior to that day.
The technician hooked up the transfer hose and began the LNG offload from the trailer. While the transfer hose was still connected and the transfer was underway, the truck driver drove ahead several feet. This pulled the hose connection apart, releasing LNG that quickly created a vapor cloud.
Realizing what happened, the driver climbed down from the truck cab and headed for the emergency shutoff located at the back of the trailer. However, the vapor reached an ignition source, resulting in an explosion and fire.
The driver escaped to a neighboring field. The technician, on the other hand, suffered severe burns but managed to reach a muster point. Another worker at the station called 911. Then, first responders took control of the scene and transported the technician and driver to a hospital. The technician later died of his injuries, while the driver survived with minor burns.
Contributing factors
According to investigators, several factors may have contributed to the fatal event:
- Wheel chocks were not used to hold the trailer in place while the offloading occurred.
- The driver received paperwork from the technician and assumed that meant the transfer was done.
- Prior to moving the truck, the driver did not perform a pre-trip inspection.
- A variety of ignition sources were present in the area.
Related requirements
The Washington state administrative code WAC 296-800-11005 (or General Duty Clause) is referenced in the FACE report. However, at the federal level, employers would instead consider Section 5(a)(1) of the Occupational Safety and Health Act. That section specifies, “Each employer … shall furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.”
The investigation further points to portions of the National Fire Protection Association (NFPA) 59A, Standard for the Production, Storage, and Handling of Liquefied Natural Gas (LNG). Specifically, the report references NFPA provisions for using parking brakes, chocking wheels, and keeping the truck engine off until the hose is disconnected and vapors are dispersed.
Further recommendations
State officials offered suggestions to prevent a repeat incident. These included:
- Verification steps — Before a transfer, verify that the parking brake is set, ignition is off, keys are removed from the ignition, and rear wheels are chocked.
- Interlock brake systems — These electronic systems keep the truck wheels locked when the doors of the trailer control cabinet are open. This prevents movement.
- Communication procedures — Workers should know when a transfer is starting, underway, or completed. Notification steps should be followed by everyone involved, including contractors, in order to prevent human error.
The report also directs employers and motor carriers to a loading/unloading guide from the DOT.
Key to remember
A Washington state FACE report warns employers and motor carriers about the dangers of truck movement during a fuel transfer. The findings also list related regulations and key recommendations.
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2026-07-27T05:00:00Z
NewsIndustry NewsIndustry NewsWage and HourWage and HourAssociate Benefits & CompensationHours WorkedAssociate RelationsHR GeneralistFair Labor Standards Act (FLSA)HR ManagementEnglishFocus AreaHuman ResourcesUSA
Employers don’t have to pay for midday commutes, says DOL
On July 22, the U.S. Department of Labor (DOL) issued an opinion letter on whether employers must pay employees for time spent commuting in the middle of the workday. The DOL said employers don’t have to pay for this time since normal commute time isn’t considered “hours worked,” and thus isn’t paid time.
The letter covers three situations where nonexempt (“hourly”) employees start work at home, travel to the worksite later, spend part of the day there, return home before the workday ends, and/or finish working from home.
The scenarios are as follows:
- A nonexempt employee is scheduled to work from 9:00 a.m. to 5:00 p.m. and usually drives to the office from 8:00 a.m. to 9:00 a.m. and home from 5:00 p.m. to 6:00 p.m. To avoid rush hour, the employee asks to work at home from 8:00 a.m. to 10:00 a.m., drive to the office from 10:00 a.m. to 10:30 a.m., drive home from 3:00 p.m. to 3:30 p.m., and finish work at home from 3:30 p.m. to 5:00 p.m. The employee takes a 30-minute lunch break at noon, regardless of location, so the employee still works 7.5 hours.
- A nonexempt employee volunteers to work extra hours on a short-staffed special project. The employee wants to do the extra work early in the morning at home before leaving for the regular office shift, instead of going to the office early or staying late.
- A nonexempt employee takes the city bus to and from the office and can’t finish the day’s work before the last bus leaves. The employee asks to take the work home and finish it after arriving home, including overtime hours.
The DOL said the employers in these scenarios wouldn’t have to pay employees for home-to-work or work-to-home travel because the travel wouldn’t qualify as “hours worked” under the federal Fair Labor Standards Act. Instead, the travel would be an ordinary commute, which is a normal part of employment and primarily benefits the employee.
In general, an ordinary commute is not worktime, even if it happens during the continuous workday. This clarification is helpful because remote work and split workdays between home and another work location have become more common.
Employers must, however, pay nonexempt employees for their time traveling between worksites during a workday, as that would be considered paid time since they’re working on the employer’s behalf. If, for example, an employee arrived at the office at 8:00 a.m. and then later in the day drove 30 minutes away to attend a work-related meeting, that travel time would be paid.
Key to remember: Employers don’t have to pay for time employees spend commuting to and from work, even if the commute happens during the workday, instead of before or after the workday.
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2026-07-24T05:00:00Z
NewsPesticidesPesticidesChange NoticesChange NoticeEnvironmentalPesticide ManagementEnglishMichiganFocus AreaPesticides
Michigan updates fertilizer bulk storage requirements
Effective date: July 2, 2026
This applies to: Commercial bulk fertilizer storage facilities
Description of change: The amendments increase requirements related to physical and structural redundancy, maintenance, and recordkeeping. The rules align with the standards of the Association of American Plant Food Control Officials (AAPFCO) and the regulations established by similarly situated states. Some of the changes include:
- Requiring every storage container to have a liquid level gauging device;
- Requiring storage containers and appurtenances to be fenced, locked, or otherwise secured to protect against vandalism or unauthorized access that could result in a discharge; and
- Allowing alternative diking for large storage tanks that use double steel wall systems.
Further, the rules require the Michigan Department of Agriculture and Rural Development to preapprove the construction of new or the modification of existing containment systems and operational areas.
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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.