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Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
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Transportation Monthly Round Up - November 2025
In this November 2025 round up video, we'll review the most impactful transportation and safety news.
In this November 2025 round up, we will discuss non-domiciled CDLs in California, the 2025 CVSA Brake Safety Week results, and the New York Highway Use Tax. Let’s get started.
The California Department of Motor Vehicles (DMV) has sent notices to 17,000 non-domiciled commercial driver’s license (CDL) holders, informing them that their licenses no longer meet federal requirements and will expire in 60 days. This action is in response to an ongoing Federal Motor Carrier Safety Administration (FMCSA) audit that revealed that more than one in four of the non-domiciled CDL records sampled in California failed to comply with federal regulations.
In late September, California was given 30 days to come into compliance. Non-compliance would have resulted in FMCSA withholding nearly $160 million in federal funding.
North American inspectors conducted 15,175 commercial motor vehicle inspections with a focus on brake safety during the Commercial Vehicle Safety Alliance's (CVSA) 2025 Brake Safety Week, which ran from August 24-30.
Of the total inspected vehicles, 15.1 percent (2,296) were placed out of service for brake-related violations and removed from roadways. Inspectors in the U.S. alone conducted 13,700 inspections and issued citations to 2,035 (14.9 percent) of those vehicles for brake-related out-of-service violations.
The top 3 violations of the week across the U.S., Canada, and Mexico were 1) failing the 20-percent defective brakes criterion, 2) "other" brake violations and 3) brake hoses/tubes.
Motor carriers operating certain motor vehicles on public highways in New York State face unique tax requirements under the Highway Use Tax (NY HUT) program. Before operating a motor vehicle on the public highways of New York State you must:
- Obtain a certificate of registration and decal for each motor vehicle subject to the highway use tax, and
- Regularly file HUT returns.
To avoid penalties when operating in New York State, remember to register for HUT, display the proper decal, keep accurate records, and file your quarterly returns on time.
That’s it for this month’s round up. Stay safe, and thanks for watching.
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RECENT INDUSTRY HIGHLIGHTS
NewsLockout/TagoutEnforcement and Audits - OSHAHazard ClassificationsConfined SpacesConfined Space HazardsLockout/TagoutPermit-Required Confined SpacesMonthly Roundup VideoUSAHazard CommunicationEnglishOSHA Violations and PenaltiesIndustry NewsCrystalline SilicaInfectious DiseasesSafety & HealthInfectious DiseasesGeneral Industry SafetyHazard CommunicationMine SafetyFocus AreaToxic and Hazardous Substances - OSHAVideo
EHS Monthly Round Up - November 2025
In this November 2025 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’s revised Hazard Communication standard took effect last year and included staggered compliance dates stretching into 2028. The first of these compliance dates is just around the corner. By January 19, 2026, manufacturers, importers, and distributors evaluating substances must be in compliance with all modified provisions of the HazCom standard. Manufacturers and importers must reclassify aerosols, desensitized explosives, and flammable gases under the new criteria in Appendix B to 1910.1200 and make corresponding updates to safety data sheets and labels. Impacted manufacturers, importers, and distributors must comply with the standard’s revisions for labeling and SDSs, as applicable.
Data for fiscal year 2024 reveal that OSHA penalties for serious violations vary widely among state-plan states. Although federal OSHA expects state penalties to stay within ±25% of its average, six states are above this range and ten are below. Penalty trends show annual increases tied to inflation, with some states like Oregon and Minnesota raising penalties dramatically, while others, such as Vermont, decreased them. A serious violation involves a substantial risk of death or harm, with maximum penalties reaching $16,550—or up to $165,514 for willful or repeat violations.
State-plan state inspection counts and penalty amounts surged in fiscal year 2024. Violation figures also grew, but the number of inspections with one or more violations decreased slightly. The latest data stem from the Occupational Safety and Health State Plan Association’s Grassroots Worker Protection Report. This annual report covers the efforts and achievements of OSHA state-plan states.
OSHA issued several new fact sheets and publications, ranging from the hazards of tank cleaning to allergies in the cannabis industry, monkeypox, and temporary workers in construction. These publications don’t create new regulations or obligations but provide guidance and information on specific topics and how they relate to existing OSHA laws and regulations.
Nevada’s recently updated heat illness dashboard now includes enforcement data on the state’s heat illness prevention rule. The rule took effect April 29 and as of October 15, there have been 183 compliance-related inspections. Accommodation and food services, construction, and retail are the top three inspected industries.
And finally, the Mine Safety and Health Administration issued two new safety and health alerts. The safety alert offers best practices for safe electrical work. The agency reminds miners that electrical work shouldn’t begin until circuits are fully deenergized and proper lockout/tagout procedures are in place.
MSHA’s health alert offers best practices to help miners reduce their exposure to respirable dust and silica. The agency warns that dusty work clothes are a significant source of secondary exposure to dust and silica and recommends specific housekeeping measures to keep work areas clear.
Thanks for tuning in to the monthly news roundup. We’ll see you next month!
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HR Monthly Round Up - November 2025
In this November 2025 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.
As of October 30th, employees who file paperwork to extend certain employment authorization documents (or EADs) are not eligible for an automatic extension of work authorization. Employers should identify employees whose documents expire after that date.
It’s recommended that impacted workers file a renewal application up to 180 days before the EAD expires. Waiting longer makes it more likely that there will be a temporary lapse in employment authorization or documentation.
On November 5th, the Internal Revenue Service published guidance that gives employers a break from penalties for new reporting requirements under the One Big Beautiful Bill Act’s provisions regarding employee tips and overtime pay.
Under the bill for tax years 2025 -2028, employees may take an above-the-line tax deduction on qualified overtime pay and qualified tips. Employers are required to report qualified tips and overtime compensation on pay statements and tax forms, but the notice offers some relief for this year. This doesn’t mean that employers are prohibited from providing the information. The IRS still recommends that they do.
Speaking of the IRS, on November 13th the agency announced that the annual contribution limits for certain retirement plans will be higher in 2026.
For example, the annual contribution limit for employees participating in qualified defined contribution plans, such as 401(k) and 403(b) plans, will increase to $24,500. This is up from $23,500 in 2025. Employers should share this information with employees to help them plan financially for next year.
That’s all the HR news we have time for today. Thanks for watching. See you next month!
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2025-12-08T06:00:00Z
NewsFamily and Medical Leave Act (FMLA)LeaveTime offFamily and Medical Leave Act (FMLA)HR ManagementEnglishLeaveAssociate Benefits & CompensationDelawareChange NoticesChange NoticeHR GeneralistAssociate RelationsFocus AreaHuman Resources
Delaware paid family medical leave (PFML) regulations revised
Effective date: December 11, 2025
This applies to: Employers with 10 or more employees in Delaware during the previous 12 months
Description of change:
- Application year: The regulatory revisions change the definition of the “application year,” which is used to determine benefit entitlement. Previously, the application year mirrored the federal Family and Medical Leave Act’s (FMLA’s) 12-month leave year periods. Now, the application year is the 12-month period measured forward from the date the employee first uses any Delaware PFML leave. This change applies to the state program and private plans.
- Employee: “Employee” means those “primarily” reporting for work at a worksite in Delaware. Previously, the focus was on where an employee physically worked. Now, the focus is on where the employee earns wages. Employees are considered to work primarily in Delaware if they earn at least 60 percent of their wages in Delaware each quarter.
- Contribution deductions: Delaware PFML provides benefits for different leave reasons (“lines of coverage”) based on the number of employees an employer has in Delaware. Employers with 10-24 employees in Delaware must provide parental leave only, but can voluntarily provide additional lines of coverage for medical, family caregiver, and qualifying exigency leave. The amended regulations prohibit employers from requiring employees to make contribution payments for the line of coverage in which they have voluntarily enrolled.
While the change to the regulations is effective December 11, 2025, the leave law doesn’t become effective until January 1, 2026.
View related state info: FMLA - Delaware
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2025-12-08T06:00:00Z
NewsIndustry NewsFleet SafetyDriver qualificationsDrivers qualification (DQ file)Driver qualification and hiringFocus AreaIn-Depth ArticleFleet OperationsEnglishTransportationUSA
Leveraging AI: The benefits, preparatory actions, and watchouts to use for DQ and driver management
Artificial Intelligence (AI) can significantly improve driver qualification (DQ) processes when applied correctly. Drivers’ files and performance must always remain compliant with federal regulations and company safety standards. Traditional methods—paperwork, manual checks, and time-intensive verification—degrade onboarding, performance management, and other administrative processes.
Proper use of AI offers potential efficiency, but preparation and oversight are key to avoiding the pitfalls.
The benefits
By leveraging AI, fleets can:
- Reduce administrative burden through automation.
- Accelerate onboarding by minimizing manual data entry.
- Improve accuracy by eliminating human error in document review.
- Enhance compliance and safety behavior monitoring with real-time alerts for expiring certifications, missing documents, or elevated safety risk.
Specific AI applications include:
- Machine learning automation of document verification, license checks, and other repetitive tasks;
- Chatbots to guide drivers through onboarding and document preparation with increased engagement and minimal confusion; and
- Predictive analytics to target high-risk drivers from camera-detected unsafe driving patterns and incident history.
Maintaining company safety standards is just as critical to driver retention as compliant DQ files. Even with the vast amount of data from cameras and vehicle telematics, AI can quickly identify the drivers who need interventions to avoid future crashes and violations.
Preparatory actions
Before deploying AI, companies should take several preparatory steps:
Data quality assessment: AI systems rely on accurate data. Ensure all driver records, compliance documents, and historical data are digitized and standardized. Consider transitioning to an online fleet management system ahead of using AI.
Regulatory alignment: Confirm how AI tools will help maintain compliance with the Federal Motor Carrier Safety Administration (FMCSA) regulations and privacy laws.
Stakeholder training: Educate human resources teams, safety managers, and operations on how AI will integrate into workflows.
Vendor evaluation: Choose AI solutions with proven success in transportation organizations, robust security features, and transparent algorithms. Where possible avoid using multiple AI vendors’ offerings where one cohesive product could be more efficient.
Pilot testing: Start with a small-scale implementation on a narrow DQ file task or driver safety performance area to identify gaps and refine processes before full deployment.
Watchouts
While AI tools offer significant benefits, there are critical considerations:
Bias and Fairness: AI models trained on incomplete or biased data can lead to discriminatory outcomes. Regular audits in this area are essential.
Over-reliance on automation: Automated systems may incorrectly flag drivers as non-compliant or miss issues. AI should assist, not replace, compliance experts.
Data privacy risks: Sensitive driver information must be protected with strong encryption and access controls. Adhere to biometric information privacy laws where digital fingerprints, iris scans, voice recognition, or other biometrics are in use.
Regulatory changes: AI systems must adapt ahead of and be ready for FMCSA and state-specific requirement changes. Use experts to ensure regulatory changes are incorporated by the effective dates of changes to avoid costly penalties.
Keys to remember: Success using AI to ensure only qualified drivers work for a carrier depends on careful planning, data accuracy, and ongoing subject matter expert oversight. By addressing these prerequisites and watchouts, fleets can harness AI responsibly to build safer, more efficient operations.
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2025-12-05T06:00:00Z
NewsIndustry NewsFleet SafetyExpert InsightsBusiness planning - Motor CarrierBusiness policies and procedures - Motor CarrierFocus AreaEnglishTransportationBusiness planning - Motor CarrierUSA
Expert Insights: Safety management can be a real circus
Many safety managers feel like the circus performer who spins plates — running from plate to plate to avoid a catastrophe. Each plate represents a variable in your safety program, such as customers, commodities, staffing, vehicles, economic climate, and so forth.
As the new year begins, it’s a great time to take inventory of your plate-spinning talents and what plates need to be added or removed, so everything doesn’t come crashing down.
Plates in sync
If 2025 was a great year for your safety objectives, congratulations. It’s no easy feat. It might be a good time to see what contributed to this accomplishment. In other words, take a step back and look at how you got there and ask whether these activities will generate the same results in 2026. There are always areas to improve upon and issues that will surface that didn’t exist prior.
One caution: Guard against complacency. You may have all the plates spinning now, but can you keep up the momentum? Do you need to adjust which plate(s) you’re spinning, change the number of plates, and/or ask for assistance? Can your metrics tell you which plate needs your immediate attention, and can you predict the one after that?
Moving on from 2025
Maybe 2025 wasn’t your company’s best year for safety. Don’t let that discourage you. There’s a lot to keep track of.
Take your safety experiences from 2025 to figure out what worked or didn’t work. Safety improvement models stress identifying a deficiency, applying a solution, and then measuring whether the issue was corrected. If the plate falls again, you know your solution wasn’t the root cause. Try again until the plate is stabilized. Once the violation or risk is diminished, move on to the next wobbly plate.
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Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.