Regulatory Compliance News & Updates
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EPA, and DOL regulatory compliance.
Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
Safety & Compliance News
FEATURED NEWS
2026-04-09T05:00:00Z
NewsUnified Carrier Registration Agreement (UCR)Industry NewsIndustry NewsFleet SafetyFocus AreaFleet OperationsEnglishTransportationRegistration and Permits - Motor CarrierUSA
UCR fees to see a 20 percent increase
The Unified Carrier Registration (UCR) Board of Directors proposed a fee increase of 20 percent for the 2027 registration year and for the years following.
Under this proposal, increased fees would land between $9–$9,329 per entity depending on the tax bracket. UCR fees must be paid by motor carriers, motor private carriers of property, brokers, freight forwarders, and leasing companies.
The Federal Motor Carrier Safety Administration (FMCSA) notes in its proposal to adopt this fee increase that, despite the increased costs, the fees for registration year 2027 would still be less than they were from 2019–2022. Collections are expected to begin October 2026.
Background
No fee increases were proposed for the 2026 registration year, but on September 18, 2025, the UCR Board of Directors recommended a fee increase for 2027 that averages out to about 20 percent across all brackets.
Supporting documents were submitted, in addition to an explanation of the basis for the recommendation and proposed procedures. There’s also an explanation of the methodology used to calculate the fee to allow the public to properly analyze the data and make comments.
The purpose of the fee increase is to cover a projected shortfall of nearly $22 million in required funding.
Take action
All comments for this proposal must be received by May 7, 2026, under Docket Number FMCSA-2025-0655. Comments may be submitted online, by mail, or by hand delivery.
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RECENT INDUSTRY HIGHLIGHTS
2026-04-09T05:00:00Z
NewsIndustry NewsFleet SafetyRisk Management TransportationRisk Management - Motor CarrierFocus AreaIn-Depth ArticleEnglishTransportationUSA
Are your drivers and spotters speaking the same language?
Maneuvering a commercial truck and trailer into a tight spot or through a busy area in a yard is no easy feat. A common best practice is to use spotters to help drivers safely navigate through these obstacles.
Even with this additional set of eyes and ears, drivers must remain alert and effectively communicate with the spotter.
Common, basic hand signals
To help avoid hazards, a spotter directs the commercial driver using hand signals to make a desired vehicle movement. To be effective and safe, the spotter and driver must speak the same language.
Unlike some industries such as construction, the hand signals used throughout the trucking industry are not standardized. Drivers and yard employees should be trained on common, basic hand signals.
When at a shipper or receiver’s facility, the driver obviously has less control over the situation. The company’s standardized hand signals may not be recognized. The driver needs to discuss agreed upon hand signals with the yard or warehouse employee who is directing the driver.
The more commonly used hand signals that should be standardized include:
- Pull forward to the left
- Pull forward to the right
- Back up
- Back up — driver’s side
- Back up — passenger’s side
- Distance to travel
- Stop
- Slow down
- Emergency stop
Above all, the stop signal needs to be clearly understood. It could make the difference between a safe docking and a crushed worker. Variations include both arms crossed with hands in fists, or hands straight up. In any event, the driver and spotter must agree on the stop signal, reinforced by yelling loudly to stop.
Driver’s safety measures
A driver should assess their surroundings before backing up and following a spotter’s directions:
- Walk around the commercial vehicle, making sure nothing is in the path of the tires;
- Observe people in the area;
- Check for obstructions in the cab that would block the line of sight of the mirrors; and
- Verify the position of the spotter (i.e., back of the trailer using the passenger-side mirror).
The driver must stop the vehicle immediately when:
- Unsure of the spotter’s signals. They must clarify the meaning before proceeding.
- Their attention is drawn away from the spotter (including looking away from the mirrors). They should continue only after confirming the last signal.
Spotter’s role
Spotters have their own safety concerns. They must be alert to:
- The position of the trucks, and
- Other hazards approaching or in the truck or trailer’s path.
To ensure their own personal safety, they should:
- Wear bright clothing or a vest,
- Be visible in the driver’s passenger mirror,
- Avoid walking backward while giving instructions to the driver,
- Assume a position that’s a safe distance from the truck,
- Make sure nothing will be in their walking path, and
- Keep eye contact with the driver at all times.
To make sure the driver knows where the spotter is at all times, they may need to change positions frequently so that they are visible in the driver’s passenger mirror.
Key to remember: A driver and spotter must effectively communicate to ensure the safety of the truck, spotter, and bystanders in busy yards and loading docks.
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2026-04-09T05:00:00Z
NewsIndustry NewsHR GeneralistFamily and Medical Leave Act (FMLA)In-Depth ArticleFamily and Medical Leave Act (FMLA)HR ManagementEnglishUSAFocus AreaHuman Resources
No magic words needed (for an employee to trigger FMLA)
- An employee gives the supervisor a doctor’s note excusing an absence for migraines.
- A worried employee tells the manager that a parent was in a car accident and taken to the hospital.
- An employee calls in with morning sickness.
- An employee is injured in a forklift accident at work and needs time off to recover.
- An employee’s spouse calls in to tell the manager that the employee is sick and needs a week off.
- An employee tells the manager about plans to donate a kidney to a sibling.
All these scenarios have one thing in common: They’re all situations in which employees put their employers on notice of the need for leave under the federal Family and Medical Leave Act (FMLA).
The employees didn’t first fill out any leave request forms. They didn’t have to at this stage. The information they provided was enough to trigger employers’ FMLA obligations.
The FMLA or its regulations say nothing about employees having to apply for or specifically request initial FMLA leave. Employers may require employees to complete an application or request form, but that requirement must be flexible depending on each situation, and should not be the initial step.
Employers must, however, get any additional required information through informal means. This means that employees must respond to related questions designed to determine whether an absence is potentially FMLA-qualifying.
Employers, therefore, shouldn’t wait until employees mention the FMLA or apply for it before starting the FMLA process. If employers, including supervisors or managers, have an inkling that employees might need FMLA leave, they should start down the FMLA path.
When more information is required
Once their FMLA leave is approved, however, that’s a different story.
When employees ask for FMLA leave that employers have already approved, employees must specifically reference either the qualifying reason for leave or the need for FMLA leave. Calling in “sick” without providing more information isn’t enough to trigger employers’ FMLA obligations at this point. Employees have to be more specific. They must either mention the qualifying reason or “FMLA” leave.
When leave is foreseeable, employees must give at least 30 days’ notice or as much notice as is practicable.
What the courts say
Courts have ruled against employers for overlooking situations where employees gave notice. In one case, an employee’s sleeping on the job was seen as notice (Byrne v. Avon Products, Inc., 7th Circuit Court of Appeals, No. 02-2629, 4/14/2003). In another case, an employee’s crying on the job was enough notice (Valdivia v. Township High School District 214, Northern District of Illinois, No. 16-cv-10333, 5/15/17).
Employers (and anyone acting on their behalf) are responsible for recognizing when employees give notice and responding appropriately.
Key to remember: Employers must be able to recognize when employees put them on notice of the need for leave and not expect employees to say any particular words or phrases, at least initially.
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2026-04-09T05:00:00Z
NewsIndustry NewsPhysical exam - Motor CarrierFleet SafetyFocus AreaIn-Depth ArticleUSAEnglishMedical examiner - Motor CarrierTransportationPhysical exam - Motor Carrier
CDL medical certification waiver extension - The essential information
Effective April 11, 2026, through XXXXXX, 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 January 11, 2026, through April 10, 2026, allowed the paper copy to be carried by drivers for 60 days as well.
Carriers can also use the certificate in the DQ file. However, the certificate must be replaced by a motor vehicle record (MVR) with updated medical certification information within 60 days after the exam.
Details of the paper med card waiver
This waiver applies to both CDL and CLP holders. Non-CDL drivers aren't affected by this waiver since they're already required to be issued and to carry a paper medical card, which must be in the non-CDL driver's DQ file after each exam.
As a reminder, the two key impacts of this waiver include: • CDL drivers can use paper medical cards as proof of medical certification for up to 60 days after the certificate has been issued (following the DOT exam) while operating a commercial motor vehicle (CMV).
- Carriers can use the medical card in the DQ file to be replaced by the CDL motor vehicle record (MVR) with the latest medical certification within 60 days.
The waiver’s terms and conditions The waiver does not apply to:
- A driver who doesn’t have a copy of their current, valid MEC that was issued by a certified examiner 60 days prior; or
- A motor carrier that doesn’t have a copy of its driver’s current, valid MEC that was issued 60 days prior.
Additionally, the FMCSA reserves the right to revoke the waiver if safety conditions are negatively impacted in terms of the goals and objectives of the original order.
Other important information
The FMCSA continues to extend these waivers to give carriers and drivers support while medical examiners and states transition to the secure electronic transmission to medical certification data update. The FMCSA decided drivers should not be punished for delays that may occur while medical examiners and State Driver’s Licensing Agencies (SDLAs) transition to the new system.
The agency strongly recommends, but does not require, that certified medical examiners (CMEs) continue to issue paper MECs (Form MCSA-5876) along with the required submission of examination results electronically, until further notice.
CDL drivers licensed in the following states must still submit their medical cards to their state of licensing until the state transitions to direct updates from the National Registry:
- Alaska
- California
- Kentucky
- Louisiana
- New Hampshire
Key to remember: The use of the waiver does not relieve carriers of the requirement to replace the medical card in a CDL/CLP driver’s DQ file with an updated MVR within 60 days of the day of the medical exam.
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NewsWaste ManifestsEnforcement and Audits - OSHAWaste/HazWasteWater ProgramsMonthly Roundup VideoCAA ComplianceUSACWA ComplianceStormwaterEnglishAir ProgramsIndustry NewsEnforcement and Audits - OSHAMunicipal WastewaterSafety & HealthGeneral Industry SafetyWasteEnvironmentalFocus AreaAir ProgramsVideo
EHS Monthly Round Up - March 2026
In this March 2026 roundup 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. Let’s take a look at what happened over the past month.
OSHA released an updated Job Safety and Health poster. Employers can use either the revised version or the older one, but the poster must be displayed in a conspicuous place where workers can easily see it.
OSHA recently removed a link from its Data topic webpage that displayed a list of “high-penalty cases” at or over $40,000 since 2015. The agency says it discontinued and removed it in December. The data is frozen and archived elsewhere.
OSHA published two new resources as part of its newly launched Safety Champions Program. The fact sheet provides an overview of how the program works, eligibility criteria, and key benefits. The step-by-step guide helps businesses navigate the core elements of OSHA’s Recommended Practices for Safety and Health Programs.
Several forces are nudging OSHA to address a number of workplace hazards and high-hazard industries. This comes from other agencies, safety organizations, watchdogs, legislative proposals, and persistent injury/fatality data. Among the hazards are combustible dust; first aid; personal protective equipment; and workplace violence. How all this translates into new regulations, guidance, programmed inspections, or other initiatives remains to be seen.
Turning to environmental news, EPA issued a proposed rule to require waste handlers to use electronic manifests to track all RCRA hazardous waste shipments. Stakeholders have until May 4 to comment on the proposal.
On March 10, EPA finalized stronger emission limits for new and existing large municipal waste combustors and made other changes to related standards.
And finally, EPA temporarily extended coverage under the 2021 Multi-Sector General Permit for industrial stormwater discharges until the agency issues a new general permit. The permit expired February 28 and remains in effect for facilities previously covered. EPA won’t take enforcement action against new facilities for unpermitted stormwater discharges if the facilities meet specific conditions.
Thanks for tuning in to the monthly news roundup. We’ll see you next month!
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NewsEmployment ContractsIndependent ContractorsMonthly Roundup VideoContingent WorkforceFamily and Medical Leave Act (FMLA)LeaveFamily and Medical Leave Act (FMLA)USAHuman ResourcesLeaveHR ManagementEnglishAssociate Benefits & CompensationIndustry NewsContingent WorkforceWage and HourHours WorkedHR GeneralistFair Labor Standards Act (FLSA)Non-Exempt employees Associate RelationsFocus AreaVideo
HR Monthly Round Up - March 2026
In this March 2026 roundup video, we’ll review the most impactful HR news.
Welcome, everyone! In the next few minutes, we’ll review the latest HR news. Let’s get started.
On February 27th, the U.S. Department of Labor’s Wage and Hour Division published a proposed rule that would rescind the 2024 independent contractor rule and replace it with a rule that’s similar to the one that was finalized in 2021, but never took effect. The public may submit comments until April 28th.
In the meantime, employers should follow guidance from the 2024 rule and ensure they’re complying with all federal, state, and local employment laws, especially when it comes to properly classifying workers.
One other tidbit about this independent contractor proposed rule, it also stretches its application beyond the federal Fair Labor Standards Act to the federal Family and Medical Leave Act.
While employers wouldn’t see a major FMLA change, if the proposed rule is finalized, they would benefit from the simplicity and certainty of having both laws use the same definitions.
And, finally, could a federal paid leave law be in the works? While employers shouldn’t hold their breath, paid leave is once again on the minds of Congress members. On February 24th, the U.S. House Employee Protections subcommittee held a hearing titled “Balancing Careers and Care: Examining Innovative Approaches to Paid Leave.” The hearing was held to examine the challenges of the U.S. paid leave landscape.
With the patchwork of state paid leave laws, House members at the hearing recognized the challenge private-sector employers have in navigating them. While nothing may come of this, it shows Congress is still very interested in the topic of paid leave.
That’s all the HR news we have time for today. Thanks for watching. See you next month!
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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.