Regulatory Compliance News & Updates
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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.
Safety & Compliance News
FEATURED NEWS
2026-04-10T05:00:00Z
NewsGreenhouse GasesIndustry NewsIndustry NewsAir ProgramsEnvironmental Protection Agency (EPA)CAA ComplianceEnvironmentalFocus AreaEnglishVolatile Organic CompoundsAir ProgramsStationary Emission SourcesUSA
EPA amends specific oil and gas emission standards
On April 9, 2026, the Environmental Protection Agency (EPA) published a final rule that makes technical changes to the emission standards established in March 2024 (2024 Final Rule) for crude oil and natural gas facilities. This rule (2026 Final Rule) amends the requirements for:
- Temporary flaring of associated gas, and
- Vent gas net heating value (NHV) monitoring provisions for flares and enclosed combustion devices (ECDs).
Who’s impacted?
The 2026 Final Rule affects new and existing oil and gas facilities. Specifically, it applies to the regulations for the Crude Oil and Natural Gas source category, including the:
- New Source Performance Standards at 40 CFR 60 Subpart OOOOb, and
- Emission guidelines at 60 Subpart OOOOc.
These emission standards are commonly referred to as OOOOb/c.
What are the changes?
The 2026 Final Rule implements technical changes to the temporary flaring and vent gas NHV monitoring requirements set by the 2024 Final Rule.
Temporary flaring
The rule extends the baseline time limit for temporary flaring of associated gas at well sites in certain situations (like conducting repairs or maintenance) from 24 to 72 hours. Owners and operators must stop temporary flaring as soon as the situation is resolved or the temporary flaring limit is reached (whichever happens first).
It also grants allowances beyond the 72-hour limit if exigent circumstances occur (such as severe weather that prevents safe access to a well site to address an emergency or maintenance issue) and there’s a need to extend duration for repairs, maintenance, or safety issues. Owners and operators must keep records of exigent circumstances and include the information in their annual reports.
NHV monitoring
For new and existing sources, the 2026 Final Rule exempts all flare types (unassisted and assisted) and ECDs from monitoring due to high NHV content, except when inert gases are added to the process streams or for other scenarios that decrease the NHV content of the inlet stream gas. In these cases, EPA requires NHV monitoring via continuous monitoring or the alternative performance test (sampling demonstration) option for all flares and ECDs.
Other significant changes include:
- Replacing the general exemption from NHV monitoring for associated gas for any control device used at well site affected facilities with NHV monitoring requirements;
- Granting operational pauses during weekends and holidays for the consecutive 14-day sampling demonstration requirements (limiting it to no more than 3 operating days from the previous sampling day); and
- Permitting less than 1-hour sampling times for twice daily samples where low or intermittent flow makes it infeasible (as long as owners and operators report the sampling time used and the reason for the reduced time).
The 2026 Final Rule takes effect on June 8, 2026.
Key to remember: EPA’s technical changes to the emission standards for oil and gas facilities apply to temporary flaring provisions and vent gas NHV monitoring requirements.
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RECENT INDUSTRY HIGHLIGHTS
2026-04-10T05:00:00Z
NewsIndustry NewsPhysical exam - Motor CarrierFleet SafetyFocus AreaIn-Depth ArticleUSAEnglishTransportationPhysical exam - Motor Carrier
CDL medical certification 6-month exemption - The essential information
Effective April 11, 2026, through October 11, 2026, the FMCSA exemption 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 and carriers to use the medical card in the driver qualification (DQ) file for up to 60 days after issue, but must be replaced by an updated motor vehicle record (MVR) in that timeframe. 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.
Details of the paper med card exemption
This exemption applies to both CDL and CLP holders. Non-CDL drivers aren't affected by this 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 exemption 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 exemption's terms and conditions The exemption 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 exemption if safety conditions are negatively impacted in terms of the goals and objectives of the original order.
Other important information
The FMCSA continues 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
This exemption does not affect non-CDL drivers who continue to receive medical cards that must be carried in their commercial motor vehicle and must be in the DQ file.
Key to remember: The use of the exemption 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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2026-04-10T05:00:00Z
NewsIndustry NewsSafety & HealthConstruction SafetyErgonomicsGeneral Industry SafetyFocus AreaIn-Depth ArticleEnglishErgonomicsUSA
Beyond the cubicle, remote work, real ergonomic risk
While remote work offers flexibility and convenience, they also introduce ergonomic challenges. Without proper setups and regular movement, daily work habits can lead to discomfort, fatigue, and long term injuries.
The home office did not arrive with a grand opening, it just happened. Kitchen tables turned into desks, couches replaced office chairs, and workdays quietly stretched longer than expected. Paying attention to ergonomics outside the traditional office is essential for keeping today’s workforce healthy, comfortable, and productive.
Remote work isn’t risk free — and neither is employer responsibility
Working remotely doesn’t eliminate the risks of musculoskeletal disorders (MSDs). Without proper workstation setups, regular movement, and timely adjustments, daily remote work habits can quietly lead to pain, fatigue, and injury over time.
Although OSHA has no specific ergonomics standard, employers remain responsible under the General Duty Clause, for addressing recognized ergonomic hazards wherever work is performed. In remote and hybrid settings, OSHA may look at whether reasonable steps were taken to identify and manage ergonomic risks.
To meet these responsibilities, employers should prioritize prevention, awareness, and early intervention. Practical steps include:
- providing ergonomic guidance and expectations for home and hybrid workstations,
- training employees to recognize early signs of ergonomic strain and report concerns,
- encouraging regular movement and posture changes throughout the workday,
- conducting workstation evaluations, including virtual reviews or self assessments, and
- documenting ergonomic efforts, including training, assessments, and corrective actions.
Hidden ergonomic exposure in remote work
Remote work can make it easy to fall into ergonomic habits that seem harmless at first but gradually take a toll on the body. Since these issues build over time, they’re easy to miss. Common risk factors include:
- extended laptop use,
- screens that sit too low or too high,
- chairs without adequate support,
- repeated mouse or keyboard movements, and
- staying in the same position for long stretches.
Addressing these risks means applying the same ergonomic principles used in the office to home workspaces by checking posture, monitor height, seating support, task duration, and opportunities for movement. Workstation reviews, employee self check tools, and supervisor guidance can help identify concerns early. Consider using an ergonomic checklist as a simple way to review workstation setups and fix common issues.
Get up and move
Even with a well arranged workstation, sitting still for long periods can cause stiffness, fatigue, and discomfort. Encourage employees to stand, stretch, or change positions every 30 to 60 minutes during the workday.
Simple actions, such as stretching between meetings or switching between sitting and standing, can reduce muscle strain and improve comfort. Regular movement and quick workstation check ins, such as adjusting screen height or chair support, can help prevent small issues from turning into injuries.
Ergonomics pays off
Supporting remote ergonomics benefits both employees and organizations. Proactive ergonomics programs can help reduce injury rates, lower workers’ compensation costs, decrease lost workdays. Employees who feel physically supported are more likely to stay engaged and focused.
Promoting ergonomics shows that an organization values employee health and well being, no matter where work takes place.
Key to remember: Remote work doesn’t eliminate ergonomic risk, it shifts it. A little awareness, early action, and regular movement can go a long way in preventing injuries and supporting healthier, more sustainable work habits.
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2026-04-10T05:00:00Z
NewsIndustry NewsAssociate RelationsHR GeneralistIn-Depth ArticleLabor Law PostersHR ManagementEnglishLabor Law PostersUSAFocus AreaHuman Resources
Breaking the law? Improper posting will give you away!
Labor law posters must be displayed to make employees aware of their rights, and failing to comply can be an obvious sign that you’re breaking a law.
Earlier this year, the Appellate Division of the New Jersey Superior Court considered a case involving a company accused of violating the state’s Earned Sick Leave Law and found its cavalier approach to posting compliance to be clear evidence of a violation.
The company’s contention
The concrete company contended that its vacation policy could be used to meet state sick leave requirements and that it qualified for an exemption from the law because it was in the construction industry.
In addition, it displayed the state’s required Earned Sick Leave Law posting at only one of its locations and placed it in an obscure spot.
Substantial evidence of noncompliance
The court didn’t agree with the company’s reasoning. It found that the company didn’t qualify for an exemption from the law and that its vacation policy couldn’t be substituted for compliance with the state’s sick leave law.
The law called for employers to conspicuously post the notification in a place or places accessible to all employees in each of the employer’s workplaces and provide individualized notices.
Because the company didn’t provide notices and failed to conspicuously post the employee rights poster as required, the court found that there was “substantial, credible evidence” to show that the company didn’t adequately notify its employees of their rights under the law.
How to post the right way
Each labor law posting is required under a different law, but in general they must be:
- Posted in all locations. They can’t be only posted in corporate headquarters or at one or two locations. On a large corporate campus, they might need to be posted in more than one building to give all employees ready access to them.
- Readily available. Commonly used entrances, cafeterias, and break rooms are good places for posters.
- Easily readable. Posters shouldn’t be placed too high, and the type size shouldn’t be too small.
In addition, notices must be provided directly to employees when required. They could be emailed, mailed, or handed to the employee.
Key to remember: Failing to properly display labor law posters can be a clear sign that a law is being ignored.
William Cano, et al., vs. County Concrete Corporation, Superior Court of New Jersey, Appellate Division, January 28, 2026
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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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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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Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.