Bring speeding to a screeching halt at your carrier

What’s a WCPP?

When specific uses of chemical substances (i.e., conditions of use) in an occupational setting may pose unreasonable risks of injury to employees or the environment, Section 6 of TSCA requires EPA to develop regulations that reduce or mitigate those risks. The agency implements WCPPs to address the risks.

A WCPP requires covered entities to take certain actions in the workplace that shield individuals who engage with the conditions of use from inhalation and/or dermal risk.

Who’s subject to a WCPP?

The requirements of a WCPP may apply to entities that manufacture (including import), process, distribute in commerce, use, or dispose of a TSCA-regulated chemical substance.

The WCPP program extends beyond those who directly handle a regulated chemical substance to anyone in the workplace who’s exposed or who could be exposed to it (e.g., employees, independent contractors, volunteers, etc.).

What are the components of a WCPP?

A WCPP generally consists of multiple elements:

• Exposure limits, such as Existing Chemical Exposure Limits (ECELs), set the amount or concentration of a chemical substance that can be in the air.
• ECEL action levels establish airborne concentration limits that, if exceeded, activate additional requirements (like more frequent monitoring).
• Exposure monitoring measures and compares air concentration levels to the exposure limits.
• Regulated areas establish where airborne concentrations of the chemical substance are above or have a reasonable possibility to go above exposure limits. Facilities limit access to these areas to control exposure.
• An Exposure Control Plan documents the selection and implementation of controls used to reduce exposure. It's developed according to the hierarchy of controls, which mandates that the most protective actions used to reduce hazardous exposures be considered first. The general order is elimination, substitution, engineering controls, administrative controls, and then personal protective equipment (PPE) use.
• Dermal and inhalation control measures may consist of direct dermal contact control measures (like removing the chemical substance at the source before a worker encounters it) and PPE use (such as requiring workers to wear chemical-resistant gloves or use respirators when handling the chemical substance).
• Training applies to workers who are or could be exposed to the chemical substance and typically covers multiple elements of the WCPP (work processes, proper PPE use, and exposure controls, for example).
• Recordkeeping demonstrates compliance with the WCPP. Facilities usually have to maintain records of monitoring results, Exposure Control Plans, regulated areas and those authorized to use them, training, and PPE programs.
• Downstream notifications alert others in the supply chain of WCPP requirements. Manufacturers, processors, and distributors generally provide the required information on a chemical substance’s Safety Data Sheet.

Know the chemical-specific requirements

If your facility is subject to a WCPP, it’s essential to know the regulations that apply to the specific chemical substance. The chemical’s rule will define the conditions of use to which the WCPP applies and may contain different or additional requirements. Also, state or local regulations may have stricter rules that dictate how (and if) your facility can use the chemical substance.

Key to remember: Facilities that use TSCA-regulated chemical substances may have to comply with EPA’s workplace chemical protection program to protect workers and other exposed individuals from unreasonable health risks.

Who will be affected?

The stricter PM2.5 rule will impact many industries, particularly those that emit a lot of fine particle pollution. Some of the most affected sectors include:

• Manufacturing & Heavy Industry – Factories making steel, cement, or chemicals may need stronger pollution controls.
• Power Generation – Coal and gas power plants may have tighter limits, requiring better filtration systems.
• Transportation & Logistics – Ports, rail yards, and trucking centers could have new rules reducing diesel pollution.
• Construction & Mining – Dust and particles from digging, moving materials, and using equipment may need stricter control.
• Agriculture – Large farms, especially those handling animals or grain, may need better dust control.
• Oil & Gas – Refineries and drilling sites may face tougher rules on pollution from burning fuel.

These industries may see higher costs, stricter permits, and changes to operations to meet the new standards.

Tougher pollution limits

Businesses in nonattainment areas must follow stricter PM2.5 rules. This may mean updating operations or investing in better pollution control technology. The goal is to reduce fine particle emissions that harm air quality and health.

New permit rules

Businesses expanding or changing operations that increase PM2.5 pollution may need new permits. These permits show compliance with tighter pollution limits.

State rules may change

States with nonattainment areas must update their air quality plans. This could mean new industry rules, such as lowering emissions, increasing monitoring, or changing reporting requirements.

Increased monitoring & reporting

Expect closer tracking of your business’ pollution levels, including real-time monitoring and more frequent reports. Compliance checks may be stricter in nonattainment areas.

Offsetting pollution

If a business increases PM2.5 pollution, it may need to offset that by reducing pollution somewhere else in the same area. This ensures the total pollution level does not rise.

Costs & economic effects

Businesses in nonattainment areas may see higher costs due to stricter rules. Local governments might offer rewards or fines to encourage pollution reductions. Companies may need to find cost-effective ways to lower their PM2.5 levels while staying efficient.

How to prepare

• Review your business’ pollution levels and find ways to lower them.
• Stay updated on new local and federal rules.
• Work with state agencies to understand new compliance expectations.
• Invest in cleaner technology to stay ahead of regulations.

Key to Remember: By having a plan for the possibility of nonattainment now, your business can adjust to the new PM2.5 rules while helping improve air quality and public health.

Proposed legislation

Bipartisan legislation has recently been introduced in the House that would require businesses to provide restroom access to truckers who are loading or delivering cargo at their warehouses, manufacturers, distribution centers, retailers, and ports.

Supported by leading organizations in the trucking industry, the Trucker Bathroom Access Act (H.R. 9592) was introduced on Dec. 15, 2022. The bill requires retailers, warehouses, and other establishments with existing restrooms to provide access to drivers who are loading or delivering cargo. Additionally, operators of ports and marine terminals must provide access for drayage and parking while accessing such restrooms.

This amendment to Title 49 would exempt some employers from the bill including filling and service stations, and restaurants 800-square feet or smaller with restrooms intended for employee use only. The bill doesn’t require employers to construct new restrooms but to give truck drivers the same access as employees or customers.

Your restroom availability affects their health

Commercial truckers and delivery drivers are the lifeline of our supply chain of supplies, products, and consumables. Working tirelessly all hours, during holidays and weekends, and throughout the pandemic, they continue to deliver critical food and emergency supplies to companies everywhere. Employers have the privilege of demonstrating gratitude to truckers and delivery drivers with a positive work environment.

The benefits of allowing truckers and delivery drivers the convenience and safety of readily available, sanitary restroom facilities are plenty. They’re able to rest and reset when necessary, which keeps them and others safer on the roads. Equally important, restroom availability prevents drivers from having to search for available facilities elsewhere, allowing them to keep a timely delivery schedule, limit supply chain delays, and ultimately lower costs for employers and customers.

Keys to remember

The proposed Trucker Bathroom Access Act will require retailers, warehouses, and other establishments with existing restrooms to provide access to truckers and delivery drivers who are loading or delivering cargo. Access to restrooms keeps them refreshed and ready to deliver essential supplies to companies across the country.

The importance of CPR and early defibrillation

For every minute a patient is in cardiac arrest, their chances of survival decrease dramatically. When a patient doesn’t have a pulse and isn’t breathing, CPR should be performed until an AED is available. It’s important to note that CPR alone does not restart the heart. CPR is an oxygen circulation procedure. AEDs, on the other hand, are meant for lifesaving intervention.

CPR and early defibrillation are vital components of the emergency medical services (EMS) chain of survival that increases the odds of cardiac patient survival. However, according to the American Heart Association (AHA), even the best CPR can’t provide enough circulation of oxygen to the brain and heart for more than a few minutes. In fact, a patient whose brain is deprived of oxygen for 10 minutes or more seldom recovers.

Signs and symptoms of cardiac compromise

Just like a reliable vehicle, the circulatory system is the human body’s blood transportation system, and the heart is the engine. Amazingly, the heart generates its own electrical impulses, pumping in a regular, rhythmic manner. As with any engine, the heart requires a certain amount of pressure to function and doesn’t work well when clogged with grease or debris. The most common causes of sudden cardiac arrest include a heart attack, electrocution, and asphyxiation — all of which could occur in the workplace. Common signs and symptoms include:

• Chest pain accompanied by a crushing or squeezing sensation,
• Pain that radiates to the jaw or arm,
• Irregular pulse and/or abnormal blood pressure,
• Shortness of breath,
• Cool and sweaty skin,
• Nausea and vomiting, and
• Anxiety or feeling of impending doom.

CPR provides the pressure for the body’s “engine” to oxygen circulating, while an AED provides the electrical impulses to keep the engine pumping.

OSHA requirements regarding CPR

OSHA 1910.151 requires first aid treatment be provided in the absence of an infirmary, clinic, or hospital in near proximity to the workplace used to treat injured employees. This may include assisting a victim of cardiac arrest using CPR or defibrillation.

OSHA requirements for CPR and defibrillation differ considerably. Standards requiring CPR include:

• 1910.146 Permit-required Confined Spaces
• 1910.266 Appendix B: Logging Operations – First Aid and CPR Training
• 1910.269 Electric Power Generation, Transmission, and Distribution
• 1910.410 Qualifications of Dive Team and
• 1926.950 Construction Subpart V, Power Transmission and Distribution

OSHA recommends basic adult CPR refresher training and retesting every year, and first aid training at least once every three years. CPR training include facilitated discussion along with ’hands-on’ skills training that uses mannequins and partner practice.

OSHA requirements regarding AEDs — you might need a prescription

Though OSHA recognizes AEDs as important lifesaving technology that plays a role in treating cardiac arrest, the agency doesn’t currently require their use in the workplace. Instead, OSHA wants employers to assess their own requirements for AEDs as part of their first aid response.

AEDs are considered Class III medical devices which means the Food and Drug Administration (FDA) has some oversight on their use. Almost all AEDs require the purchaser to obtain a prescription from a physician under FDA regulations. The prescription process is meant as a quality control mechanism to ensure AEDs are properly maintained, that all designated responders are properly trained, and assist employers with establishing an emergency response plan for their workplace AED program.

The AHA requires AED operators to also receive CPR training as an “integral part of providing lifesaving aid to people suffering sudden cardiac arrest.” Though easy to use, each AED is slightly different, so training helps users understand the unique traits and supplies for the individual units at their workplace. Additionally, AED users must be trained to understand the signs of a sudden cardiac arrest, when to activate the EMS system, and how to perform CPR.

AEDs are light, portable, easy to use, and inexpensive. They’re best placed near high-hazard areas such as confined spaces, near electrical energy, or in remote work areas. Response time to reach AEDs should be kept within 3–5-minutes.

Training requirements

Many states require or encourage CPR and AED training from nationally recognized organizations. Any AED training should include CPR training. OSHA doesn’t offer first aid or CPR training, nor certify trainers. Training by a nationally recognized organization, such as AHA, the American Red Cross, or National Safety Council is recommended.

Keys to Remember

While OSHA doesn’t currently require the use of AEDs in the workplace, they do expect employers to assess their own AED requirements as part of their first aid response. AED training is required by most states and should include CPR with a hands-on practical component.

Background

As of June 23, all SDLAs were expected to be connected to the National Registry of Certified Medical Examiners (NRCME). This system is where examiners enter medical certification information after each exam.

Each state was also expected to switch to the new process once their system was ready to receive CDL driver medical certification information, which would then appear on the MVR and mean that CDL holders would not need physical proof of certification.

A copy of a CDL driver’s MVR was expected to be in the driver’s qualification file after each exam. FMCSA still requires a copy of a non-CDL driver’s medical card to be in the driver qualification file.

This meant that:

• CDL drivers wouldn’t need to self-certify their medical cards with the SDLA because it would be done through the NRCME to SDLA connection, and
• Carriers wouldn’t need to note that the examiner was on the NRCME on the date of the exam.

As of July, 38 states and the District of Columbia have implemented the Medical Examiner’s Certification Integration (NRII) while 12 states are still relying on the paper certificate.

The waiver’s terms and conditions

The waiver does not apply to:

• A driver who doesn’t have a copy of their current, valid medical examiner’s certificate that was issued by a certified examiner 15 days prior; or
• A motor carrier that doesn’t have a copy of its driver’s current, valid medical examiner’s certificate that was issued 15 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.

Brake safety focus

This year, inspectors will focus on drums and rotors. Brake drum and rotor issues can have a serious negative impact on a vehicle’s brake efficiency. There’s the possibility that broken pieces of drums and rotors can become dislodged from the vehicle enroute and damage other vehicles or lead to injuries or fatalities to the public.

The inspections

CVSA-certified inspectors will perform routine inspections on commercial vehicles from August 24-30 with a special focus on brake components and systems. Some jurisdictions will also use performance-based brake testers (PBBT) to help assess a vehicle’s braking performance.

If an inspector finds any commercial vehicle with brake-related out-of-service violations, that vehicle will be removed from roads until the violations are corrected.

Bringing awareness

Brake Safety Week helps remind drivers and motor carriers to keep up with proactive vehicle maintenance and safety procedures. Law enforcement use this opportunity to highlight the importance of brake safety and to offer some educational outreach.

To help prepare for this year’s Brake Safety Week event, the CVSA recommends:

• Learning about the different vehicle components checked during inspection, and
• Viewing the inspection procedure to know what to expect at https://www.cvsa.org/programs/operation-airbrake/operation-airbrake-inspection-procedure/.

A flyer with eight brake drum and rotor tips is also available at https://www.cvsa.org/programs/operation-airbrake/focus-area/.

450 pounds

On the morning of the incident, he was in the back of the truck, positioned between the stack of plywood on the left and a dolly that was strapped to the right side of the vehicle. The unsecured stack of plywood — weighing about 450 pounds — tipped to the right and pinned the worker’s neck against a cross-brace on the dolly, rendering him unconscious. Efforts to revive him were unsuccessful, the L&I report says, and he was pronounced dead at the scene.

Why the plywood tipped over remains a mystery, but the fact remains that the fatality likely would not have occurred had the plywood been secured.

L&I investigators also discovered that unsecured lumber and ladders were lying on the truck floor, presenting a tripping hazard that could have contributed to the event.

All CMVs are subject

Federal regulations require that all cargo be secured when transported by commercial motor vehicle, even if the cargo is enclosed inside a truck body. The securement regulations in 49 CFR Part 393, Subpart I, apply to all vehicles operating in interstate commerce that weigh or are rated at 10,001 pounds or more, no matter the type of vehicle (e.g., service truck/van, dry van, flatbed, pickup truck, etc.).

Though state regulations may vary, Washington similarly requires cargo securement for vehicles over 10,000 pounds. For smaller vehicles, labor laws may require cargo securement as a worker-safety measure.

Steps to ensure safety

In response to the fatality, L&I made the following recommendations to keep workers safe:

• Ensure workers load plywood (and similar loads) flat and evenly on the truck floor and secure it with ratchet straps at multiple points.
• Use a panel rack or a separate trailer if truck floor space is limited or if hauling plywood frequently.
• Require workers to use a buddy system when loading and unloading heavy cargo.
• Develop a written accident prevention program that includes a cargo policy addressing the need to safely organize, secure, and store tools, equipment, and materials inside vehicle cargo spaces.
• Train workers in how to comply with securement regulations and company policies, and strictly enforce those policies.
• Perform a job-hazard analysis that assesses cargo-area hazards, identifies cargo organization and storage management solutions, and develops best practices, including daily checks to keep cargo secure, uncluttered, and easy to access.
• Update the job-hazard analysis when new vehicles with different cargo area designs are used and when new types of cargo are hauled.

Key to remember: A fatality involving unsecured plywood in the back of a service truck serves as a harsh reminder that cargo securement is vital no matter the type of vehicle or cargo involved.

The basics of logging exemptions

To be able to use this logging exemption in 395.1(e)(1), the driver must:

• Stay within 150 air-miles of the work reporting location for the day (draw a 150 air-mile radius circle around the work reporting location for the day — the driver must stay within this circle),
• Be back to — and released from — the work reporting location for his/her 8- or 10-hour break within 14 hours, and
• Include the starting and ending times for the day and the total hours on duty on the time record for the day.

The company must retain the time record and have it available for inspection for six months.

What if the driver goes too far or works too many hours?

If the driver cannot meet the terms of the exemption (he or she goes too far or works too many hours), the driver must complete a regular driver’s log for the day as soon as the exemption no longer applies.

If the driver has had to complete a log 8 or fewer days out of the last 30 days, the driver can use a paper log for the day. If the driver had to complete a log more than 8 days out of the last 30 days, the driver needs to use an electronic log for the day (unless one of the ELD exemptions applies, such as operating a vehicle older than model year 2000).

30-minute break exemption

When a property-carrying driver is operating under the 150 air-mile exemption, the driver is also exempt from having to take the required 30-minute break (see 395.3(a)(3)(ii)).

If the driver began the day as a 150 air-mile driver and has driven more than 8 consecutive hours without a break, and something unexpected happens and the driver can no longer use the 150 air-mile exemption, the driver must stop and immediately take the 30-minute break as well as start logging. If the driver went outside of the 150 air-mile area before the driver had 8 hours of driving without a break from driving, the driver would be expected to take the break at the appropriate time.

Common myths

Here are some of the common myths and misunderstandings about the 150 air-mile exemption:

• The driver must have the time records in the vehicle. Myth. The driver simply needs to explain to an officer during a roadside inspection that he/she does not have logs due to operating under the 150 air-mile exemption and that the required time records are back at the carrier’s office (just telling the officer, “I don’t have any logs” will lead to a violation, so the driver needs to know to provide the full explanation).
• The driver must log the previous seven days if he/she had been using this exemption and suddenly can’t. Myth. If the driver cannot use the exemption on one particular day, that is the only day the driver must use a regular log (either paper or electronic).
• Passenger-carrying drivers and drivers hauling hazardous materials cannot use this exemption. Myth. There are no restrictions on the use of this exemption, so any commercial driver can use it.
• A driver that crosses state lines cannot use this exemption. Myth. As this exemption appears in the Federal Motor Carrier Administration (FMCSA) regulations, it can be used by interstate drivers.
• Only drivers that operate out of a “company terminal” can use the 150 air-mile exemption. Myth. As long as the driver makes it back to the work reporting location for the day within the appropriate number of hours, the driver can use the exemption.
• Drivers that move from one jobsite to another every few weeks cannot use this exemption. Myth. If a driver that normally uses this exemption switches work reporting locations, the day the driver switches work reporting locations is the only day the driver cannot use the exemption.
• Drivers covered by this exemption are also exempt from the driver qualification (licensing and medical cards), driving, and vehicle inspection requirements. Myth. The only rules the driver is exempt from are the logging requirement in 395.8 and the 30-minute break requirement in 395.3.
• The driver cannot drive more than 150 miles for the day. Myth. The driver can drive as many miles as he/she wants to or needs to, as long as the driver stays within the 150 air-mile radius circle and gets back to the work reporting location within the appropriate number of hours.
• If a 150 air-mile driver gets into a vehicle with an ELD, the driver must use it. Myth. The carrier can have the driver log in and have the driver entered into the system as an “exempt driver,” or the carrier can request that the driver not log into the device and then attach a comment to the unassigned driving time generated by the driver’s movements. The comment would need to explain that the driver using the vehicle was a 150 air-mile driver who submitted a time record. It is up to the carrier to decide which option to use. If stopped for a roadside inspection, the driver will need to be able to explain to the inspector that he/she is an exempt driver using the 150 air-mile exemption, so using the electronic log is not required.

What’s different with the ‘150 air-mile non-CDL property-carrying drivers’

The 150 air-mile exemption at 395.1(e)(2) only applies to drivers that: Operate property-carrying vehicles that do not require a CDL to operate, and Stay within the 150 air-miles of their work reporting location.

If the driver stays within the 150 air-mile radius of the work reporting location, and returns to the work reporting location within 14 hours on 5 of the last 7 days, and 16 hours on 2 of the last seven days, the driver is allowed to use a time record in place of a log.

If the driver does not meet the terms of the exception, the driver will need to complete a log for the day. If the driver had to log more than 8 days out of the last 30 days, the driver will need to use an electronic log for the day. All of the other issues discussed above would apply to these drivers as well.

Managing the use

If you have drivers that use these exemptions, you will need to check time records to make sure they are complying with the appropriate time limits. You will also need to check movement records to verify that the drivers using these exemptions are staying within the mandated area (within 150 air-miles of the work reporting location for the day).

If a driver is over the hours limit, or has gone too far, you need to verify that the submitted a log for the day, either paper or electronic, depending on how many days the driver had to log out of the previous 30 days.

Verifying compliance is important

During an audit, if it is discovered that your drivers are using these exemptions incorrectly, you will be cited for not having drivers’ logs when required. Each day this occurred will be another violation, so the fine could be rather large if you are not managing the use of these exemptions!

The utility exemption explained

This exemption applies to drivers of vehicles that qualify as “utility service vehicles” as defined in 395.2.

Here is a critical point: The vehicle/driver must meet all three requirements listed in the definition of a utility service vehicle provided in 395.2 to be able to use this exemption. The three requirements are:

• The driver/vehicle must be repairing, maintaining, or operating structures or other physical facilities necessary for the delivery of public utility services,
• The driver/vehicle must be involved in activities related to the ultimate delivery of utility services to the consumers, and
• Except for any occasional emergency use, the driver/vehicle must operate primarily within the service area of a utility’s subscribers or consumers.

Drivers involved in building new utility structures in general are not eligible for this exception. However, if the driver is going back and forth from new construction to repairing, maintaining, or operating utility infrastructure, the driver will be covered by the exemption when involved in these activities, but not covered while involved in new construction.

When involved in new construction and covered by the hours-of service requirements, the driver would have to follow the limits in the hours-of-service regulations and maintain a log (or a time record if the 150 air-mile exemption applies). If the driver had to complete a log more than 8 days in the previous 30 days, the driver would have to use an electronic log on the days the driver is required to log.

The intent of the standard

OSHA’s powered industrial truck (PIT) standard (29 CFR 1910.178) is intended to ensure the safe use of fork trucks, tractors, platform lift trucks, motorized hand trucks, and other specialized industrial trucks powered by electric motors or internal combustion engines. The standard outlines requirements for operational permits and certification.

And, though not specified in the standard itself, PIT operators must be at least 18 years old per federal child labor regulations.

License and certification Q&A

The OSHA PIT standard clearly defines requirements for training and certification. However, some licensing and certification information isn’t as clear. Here are some clarifications:

Q: Who can train, evaluate, and certify PIT operators?

A: OSHA requires in 1910.178(l)(2)(iii) that, “All operator training and evaluation shall be conducted by persons who have the knowledge, training, and experience to train powered industrial truck operators and evaluate their competence.” The OSHA standard doesn’t further define this requirement or set any specific or additional certifications.

Q: Does OSHA require PIT operators to have a valid driver's license?

A: Federal OSHA has no requirement that a forklift operator has a valid motor vehicle driver's license. Some states are more stringent, so check your local and state requirements to confirm.

Q: Does OSHA have regulations that impact an employee’s ability to operate PITs if they’ve received a DUI or suspended license?

A: Because OSHA doesn't require a valid motor vehicle driver's license, the status of that license doesn’t impact PIT operator permitting. Individual states or the employer may have policies that dictate otherwise.

Q: Are PIT drivers required to have their license on them when they are working?

A: Federal OSHA doesn’t require PIT operators to have a license or permit. However, some states such as Michigan do require this. Typically, in states that require a permit or license, the license must be “readily available.” Companies have the option to require the permit or license be carried with the operator.

Q: Are operators required to be trained on each manufacture of PIT model?

A: A June 15, 1999, OSHA letter of interpretation (LOI) clarifies that operators are to be trained and evaluated in the safe operation for the type of truck they’ll be assigned. Operators wouldn’t need additional training for same truck types but would need additional training when truck- or workplace-related training topics are different.

Q: Do PIT operators need to be recertified if they move from one state to another with the same company?

A: In an LOI dated October 1, 1999, OSHA states, "As long as the employer has a reasonable basis to believe that the third-party trainer is qualified and has a program that meets the requirements of the standard, it can rely on that trainer to conduct the training and evaluation of employees and can certify that these employees have been trained. However, the employer may need to provide additional training on site-specific or truck-specific matters." This shouldn’t require retraining for the same type of forklift as already certified; however, workplace conditions or other factors of the new work location may require training for forklift operation in the other state(s).

Operator Impairments

In addition to being properly trained and evaluated, OSHA expects employers to ensure physical capabilities. OSHA references the American National Standards Institute (ANSI) Standard B56.1-1969. Section 6 clarifies that, “Operators of powered industrial trucks shall be physically qualified. An examination should be made on an annual basis and include such things as field of vision, hearing, depth perception, and reaction timing."

Employers should consider OSHA PIT regulations and the General Duty Clause, ANSI standards, and the Americans with Disabilities Act (ADA) requirements when evaluating physical qualifications. In short, if a worker demonstrates the visual, auditory, and mental ability to safely operate PITs, he or she is permitted to operate them.

Keys to Remember

OSHA requires employers ensure the safe use of forklifts and other powered industrial vehicles. Employers must ensure operators have the knowledge, skills, and physical ability to safely operate PITs.

AI speeds things up

Government policy is not the only reason more workplaces are hearing from ICE. Artificial intelligence (AI) models that can draw trends from numerous data sets, including Forms I-9, E-Verify data, and wage and tax information, make ICE enforcement more efficient.

“We will see more notices of inspection and fines because AI can do it faster,” said Mazzeo, who spoke at the 2025 Society for Human Resources Management (SHRM) annual conference.

Agents who previously relied on intuition and a phone book when selecting businesses for audits and worksite enforcement now have advanced AI tools at their disposal. A workplace may be targeted because of its prior violations, industry, geographic location, or job type.

Paying the price

Immigration enforcement can lead to fines for employers as well as workplace disruptions. Noncompliance can result in fines of:

• $288 to $2,861 for paperwork violations for each Form I-9
• $716 to $5,724 per worker for knowingly hiring, recruiting, referring, or retaining unauthorized workers (first offense)
• $5,724 to $14,308 per worker for knowingly hiring, recruiting, referring, or retaining unauthorized workers (second offense)
• $8,586 to $28,619 per worker for knowingly hiring, recruiting, referring, or retaining unauthorized workers (third or subsequent offense)

In addition, employers can face criminal sanctions and may be removed from the E-Verify program, which is required for federal contractors.

What happens tomorrow?

To mitigate penalties and ensure they can continue to operate, employers need to think about what it would mean if ICE appeared on their doorstep.

In terms of business continuity, they not only need to consider the raid itself, Mazzeo said, but what happens the next day. The question, he noted, becomes, “How do I operate tomorrow?”

It’s not only the business visited by ICE that may lose workers. Workplaces near a business that has been targeted, or those in a similar industry, may also experience the loss of workers who are afraid to come to work.

6 tips to cope with continuity challenges

To continue to operate in an era of increased immigration enforcement, Mazzeo advises employers to prepare with these six steps:

1. Understand your risk profile.
2. Have a Form I-9 policy and determine what steps to take when an individual cannot establish work authorization.
3. Subscribe to legal updates.
4. Audit your process, from job posting through termination.
5. Understand your workforce. Determine which employees could become ineligible for work authorization. Start the renewal process early, as documents may be susceptible to production delays, and have a plan if work authorization is lost.
6. Determine how your organization would handle an immediate or sudden loss of noncitizen employees.

Key to remember: Employers need to understand how an emphasis on immigration enforcement impacts their workforce and create a plan for continuing to operate if their workers are impacted.

Employer reporting requirements

Employers will need to report the total amount of qualified overtime compensation on their employees’ Forms W-2. They will also need to report the amount of qualified overtime compensation for non-employees (e.g., independent contractors) on the applicable Forms 1099, even though the FLSA only applies in employer/employee relationships, generally.

To accomplish this reporting, employers must:

• Identify and calculate qualified overtime above the regular rate required by the FLSA, and
• Separate the overtime amounts.

Employers may approximate an amount designated as qualified overtime compensation by any reasonable method specified by the Treasury Secretary for the 2025 tax year.

The Internal Revenue Service (IRS) will provide employers with more details in the future, including updated procedures and related forms to reflect this new deduction. The IRS is also tasked with crafting rules to prevent abuse of this deduction. Intentional or not, potential missteps, like reclassifying employee salaries as overtime, could trigger FLSA or IRS audits.

The deduction doesn’t apply to overtime premiums that aren’t required by the FLSA. This could include pay under a contract, for example, like those found in collective bargaining agreements.

States often have their own overtime rules. Federal deductions don’t override state obligations, so employers will still need to be aware of related state laws. The federal deduction won’t apply to overtime that is required only under state law.

Employees might have questions

Employers that get questions from workers can share the following information:

• Effective for tax years starting January 1, 2025, workers may deduct overtime from their taxes.
• Only the required overtime premium (i.e., half the regular rate of pay) under the federal FLSA qualifies. The deduction cap is:
  • $12,500 for those filing as single, and
  • $25,000 for those filing jointly.
• The cap is reduced by $100 for every $1,000 of modified adjusted gross income above $150k for single filers and $300k for joint filers. The deduction doesn’t affect Social Security and Medicare taxes.

To prepare for this change, employers might want to:

• Review their payroll systems to ensure proper tracking and separate reporting by January 2026.
• Train payroll and HR staff on the new line-item requirements in Forms W2 and 1099.
• Inform employees about what qualifies for the tax break and how deductions affect their withholding and take-home pay.

Key to remember: Employers must prepare for the new reporting requirements under the “no tax on overtime” provisions of the OBBBA.

The Minnesota wage theft case

• The employer was required to pay a prevailing wage rate and keep certain business and payroll records. Several employees filed complaints with the Minneapolis Civil Rights Division, alleging that the owner had engaged in unlawful wage practices.
• The employees claimed that the owner didn’t pay them all wages at the required pay rates, which totaled $35,000.
• One employee worked 8 hours each day between June 8 and June 11, 2020. He didn’t, however, receive a paycheck for that week. The employer claimed the employee didn’t work that week.
• Over the next months, the employer paid five employees, but only paid them a regular wage rate, not the prevailing wage rate as required. The employer also claimed that some of the workers didn’t work when they really did.
• The employer was accused of using the money that should have gone to the employees to pay company debts, such as late taxes.

Other states with similar laws

Minnesota isn’t the only state with criminal wage theft laws. Other states include:

• California
• Colorado
• Idaho
• Illinois
• Kansas
• Kentucky
• Virginia
• Wisconsin

More states could jump on this bandwagon, making it even more important for employers to be careful when making wage deductions. While this employer got off with probation, the law does include the possibility of imprisonment of up to 20 years.

State v. Newell, No. 27-CR-23-445, State of Minnesota, Fourth Judicial District, Hennepin County.

Key to remember: Employers that don’t pay employees appropriately could face more than simple fines. They may face felony repercussions and even prison time.

#1 Start here

First, OSHA requires that all operators must be trained prior to being allowed to operate forklifts. And the same thing goes for pallet trucks, order pickers, and stand-up units…. Any powered type of material handling equipment requires training.

But what does training entail? Well, the OSHA regulations are very specific. All operators must receive a combination of training. Training must consist of formal training, which is a lecture, discussion, interactive computer learning, video tape, written material, and so on.

They must also receive practical training, which means demonstrations performed by the trainer and practical exercises performed by the trainee.

And the third component is that operators must receive a performance evaluation. So, they must operate the equipment and be observed and evaluated before being considered trained per the OSHA standard.

Usually, you’ll introduce the concepts during the classroom portion of training, the more informational aspects, such as the OSHA requirements. Then you’ll use the practical part of training to familiarize trainees with controls, talk about load handling, and so on. With the practical part, it’s usually best to ramp up the training, meaning start with simple skills and then build on those.

#2 Train on these topics

Aside from requirements for how to do the training, OSHA gives us a detailed list of topics to cover during the training.

The main categories are truck-related and workplace-related topics. And remember that OSHA does require you to include information on OSHA’s forklift standard as part of the training program. This requirement can be easy to overlook, but a good way to approach it is in the classroom portion of the program.

Keep in mind that if a topic doesn’t apply to your trucks or workplace, you don’t have to train on it. For example, if you don’t have any ramps or hazardous (classified) locations in your facility, your forklift operators don’t need training on these topics.

Truck-related topics include the following:

• Operation instruction, warnings
• Differences between forklift and automobile
• Controls, instrumentation
• Engine, motor operation
• Steering
• Visibility, restrictions
• Fork, attachment operation
• Capacity
• Stability
• Inspection, maintenance
• Refueling, recharging
• Operating limitations
• Operator’s manual instructions, precautions

Workplace-related topics are examples like these:

• Surfaces
• Load composition
• Load handling
• Pedestrians
• Narrow, restricted areas
• Hazardous (classified) locations
• Ramps
• Poor ventilation
• Other hazards

#3 Determine success

The trainees must successfully complete the formal and practical instruction, but how you determine success is up to you. For the classroom portion, you could give a written or oral test or otherwise evaluate the trainees’ knowledge. For the practical training, the trainee must be able to safely perform all the operations used on the job.

#4 End here

An evaluation of the operator’s performance in the workplace must be conducted at the time of initial training. And an evaluation is required to determine the effectiveness of any refresher training.

Also, you must conduct an evaluation at least every three years. This means that at least once every three years every operator must be observed while they operate in the workplace under actual workplace conditions. During the evaluation, the operator must also be able to answer pertinent questions to demonstrate they have the knowledge to operate the forklift safely.

A key point to note here, this evaluation must be more than just a written or verbal test. The employer must observe the operator in action performing all typical tasks related to running the forklift. And, going back to where we started, the evaluation must be conducted by someone who has the knowledge, training, and experience to evaluate the truck operator’s competence.

Document the evaluation — this means placing a record in your training file that includes the name of the operator, the date of the training, the date of the evaluation, and the identity of the person(s) performing the training or evaluation.

Action item

This may be a good time for you to review your options for training forklift operators to ensure they’re meeting these guidelines. And, it’s always a great idea to have all your training procedures in written format for consistency.

Key to remember

Training forklift operators is an OSHA requirement. Follow this step-by-step guide and you can do it in-house.

Origin of Safety Color Code

During World War II, the U.S. War Department recognized that safety colors needed to be standardized. It approved an American War Standard for safety colors before the war’s end.

The American Standards Association (ASA) spearheaded work on a Safety Color Code in 1946. This was an attempt to revise the American War Standard and broaden it for peacetime operations. In 1953 the ASA approved the Safety Color Code for publication, with more defined colors and their limits.

ASA became the USA Standards Institute (USASI) in 1966, and the organization modified the Safety Color Code in 1967. It’s this version entitled, Safety Color Code for Marking Physical Hazards (USAS Z53.1-1967), that OSHA used word-for-word to create 29 CFR 1910.144 on June 27, 1974.

The USASI then became the American National Standards Institute (ANSI), and subsequent versions of its Safety Color Code were published under a different number — ANSI Z535.1. These later versions adjusted the color specifications to accommodate color-blind people. In the seventh edition, the color definitions were removed, focusing only on the color specifications, not their meaning or application.

The current (tenth) iteration of the original American War Standard is ANSI Z535.1-2022, American National Standard for Safety Colors.

OSHA’s 1974 Safety Color Code

The original 1910.144 defined the designation of:

• Red, for fire protection equipment/apparatus, danger, and stop;
• Orange, for dangerous parts of machines or energized equipment, or to emphasize such hazards when guards or enclosure doors are open;
• Yellow, for caution and physical hazards;
• Green, for safety and the location of first-aid equipment;
• Blue, for caution and warning against starting/using/moving equipment under repair;
• Purple (or purple and yellow) for radiation hazards; and
• Black, white, or black and white, for traffic and housekeeping.

OSHA peeled away certain colors in 1978

Today’s 1910.144 no longer designates orange, green, blue, purple, black, white, or black and white. On October 24, 1978, OSHA revoked them so that it could “concentrate its enforcement resources on hazards which have greater significance and impact on exposed employees.”

At the time, the majority of commenters objected to the revocations. Yet, OSHA disagreed, saying:

• Employee safety is not enhanced by such unnecessarily detailed requirements for these colors,
• Accident prevention signs under 1910.145 will provide better and adequate hazard recognition,
• Color-coding by itself is not very effective since there’s no OSHA criteria for hue,
• Color-blind workers may fail to understand the color’s message,
• The OSHA colors may conflict with fire codes,
• Lockout/tagout locks and tags are clearer than blue color for warning against repair hazards, and
• The requirements for the use of purple are vague.

Back in 1978, OSHA said it would NOT revoke the red and yellow designations “in the best interest of worker protection.”

Latest proposal

Today, OSHA says the hazards that red and yellow designations are intended to identify are sufficiently addressed by OTHER federal, state, and local requirements. Examples include 1910.145 (Specifications for Accident Prevention Signs and Tags) and state and local building and fire codes. OSHA does not list the building and fire codes, however.

OSHA explains that flagging hazards by color alone may be ineffective for color-blind workers. Also, the agency cites employers for 1910.144 only about four times per year, which tells us the 7.45 million covered employers are mostly following 1910.144, or OSHA inspectors are not looking for color-code violations.

OSHA proposes to remove not only 1910.144, but also regulatory sections or paragraphs that refer to that regulation. Those include 1910.262(c)(8) for textiles, 1910.265(c)(11) for sawmills, and 1915.90 for shipyards. OSHA calculates the likely cost savings to be $51.9 million.

The proposal asks for public comments by September 2, 2025, on questions about:

• Cost and time savings from the proposed changes,
• Anticipated worker protection from removing the regulations, and
• Costs to employers that would result from a rollback of the safety regulations.

Even if the rule is finalized, state-plan states may keep the color code requirements. OSHA seeks comment on this too.

Finally, September 2 is also the deadline for anyone to submit a request to OSHA to hold an informal public hearing on the proposal. If a hearing is requested, the agency will announce the hearing in the Federal Register.

Key to remember

OSHA proposes to remove 1910.144 from the Code of Federal Regulations, along with a few regulatory sections and paragraphs that refer to 1910.144. The change, if finalized, would be deregulatory. The agency says other requirements address the same hazards.

Can we use rope or chain as fall protection on loading docks?

Yes, if you install it correctly. Most docks are four feet or higher and require fall protection if the door is open without a trailer in place. Rope or chain must be equivalent to a guardrail, which requires a top rail and mid rail. A single chain is not acceptable.

Per 1910.29(b), the material must be at least one-quarter inch in diameter. The top rail must be 42 inches high, plus or minus 3 inches, for a range of 39 to 45 inches. The top rail cannot sag or deflect to within 39 inches of the surface under 200 pounds of force, and should be tight enough to prevent a worker from falling between the chains and the dock edge.

Are wheel chocks required at loading docks?

Employers must use some method to prevent the trailer from moving. OSHA gives examples of wheel chocks, but other options can work, such as dock locks. Even if the dock ramp is inclined downward, OSHA still requires chocks.

Note that OSHA’s directive STD 01-11-007 uses the term “mechanical means” instead of the term “dock locks.” Also, a Letter of Interpretation dated March 7, 2011, clarified that the Federal Motor Carrier Safety Administration (FMSCA) provision for relying on trailer brakes applies only to employers that are motor carriers. Other employers must ensure that forklift operators secure the trailer from movement before entering.

Do fixed ladders need cages?

Fixed ladders over 24 feet high that were installed prior to November 19, 2018, must have a personal fall arrest system, ladder safety system, cage, or well per 1910.28(b)(9)(i)(A). Employers must update those ladders with a fall arrest or ladder safety system by November 18, 2036.

OSHA previously required cages or wells on fixed ladders over 20 feet but removed that requirement in 2017. Employers often install cages on ladders under 24 feet for various reasons, such as limiting access, but OSHA does not require this. For related information, see our article, Planning fixed ladder fall protection upgrades.

Can we use designated areas on flat roofs?

A personal fall arrest or travel restraint system is required for work within 6 feet of the edge, but a designated area can be an option for work further from the edge. It can be used on low-slope roofs in two situations:

1. If the work will be at least 6 feet (but less than 15 feet) from the edge, a designated area may be used if the work is infrequent and temporary, such as changing an air conditioner filter once per month.
2. If employees will be working 15 feet or more from the edge, a designated area may be used even if the job will take several days or weeks.

Surprisingly, if employees will be at least 15 feet from the edge and the work qualifies as infrequent and temporary, no fall protection is required (not even a designated area). OSHA offered clarification on the terms “infrequent” and “temporary” in a Letter of Interpretation dated June 12, 2020.

Key to remember: The fall protection requirements in the Walking-Working Surface regulations raise many questions, but OSHA has published some clarifying guidance.

Example scenarios

An employee hurt his left arm and was told by the doctor not to use that arm for a week. The employee could still perform all routine job functions using only the right arm, but worked at a slower pace. OSHA said this would not be a restricted work case if the employee did, in fact, perform all routine job functions. A loss of productivity is not considered restricted work. If the employer could not accommodate the limitation and assigned light duty that temporarily eliminated a routine function, then it would be a restricted work incident.

In another case, an injured employee was given a lifting restriction of 20 pounds. That restriction would affect his job only if he rotated into a different position during an equipment breakdown, which happened once or twice per month. Again, OSHA said this was not a restricted work incident because routine functions are activities performed at least once per week. Since the restriction affected duties performed only once or twice a month, it did not affect a routine job function.

For related information, see our article, Can I get a second opinion? I want to delete an OSHA recordable.

Job descriptions

Employers often provide job descriptions to help doctors evaluate restrictions. However, the “essential functions” in a job description are not necessarily “routine functions” as defined by OSHA. For example, a job description might require the ability to lift 50 pounds, but if that task arises only twice per month, it’s not a routine function.

Generally, a doctor should describe restrictions rather than declaring that an employee “cannot work.” Employers can provide a job description and ask for recommendations regarding specific duties, but only the employer knows whether those duties are routine functions.

OSHA addressed that point in a Letter of Interpretation dated June 23, 2006. The letter stated, “Only the employer has the ultimate authority to restrict an employee’s work, so the definition is clear that, although a health care professional may recommend the restriction, the employer makes the final determination of whether or not the health care professional’s recommended restriction involves the employee’s routine functions.”

Similarly, only the employer can determine whether accommodations are possible, so employers may assign restrictions as well as days away. For example, if the employer determines that a restriction prevents an injured employee from performing a routine function, it must record the injury as a restricted work case. If the employer cannot accommodate the restriction and sends the employee home, it must record the time as days away. For related information, see our article, If an injured employee requests a day off, is that Days Away? 

Key to remember: Restrictions on job duties must affect routine functions to count as restricted work cases on the 300 Log, and the employer makes that determination.

Understanding alternative procedures

OSHA considers minor servicing activities to be clearing jams or scrap material, lubricating machine parts, adjusting dials, or inspecting certain parts or sections of a machine. To be exempted from the LOTO standard, tasks must be:

• Routine —performed on a regular basis to keep our machines or equipment running. Routine tasks and maintenance activities may include cleaning, oiling, greasing, tightening nuts and bolts, and other minor tasks required for operations rather than long-term machine health.
• Repetitive — regularly repeated as part of operations. This means the task or activity is not a one-off occurrence but is commonplace and that it’s directly linked to operational output.
• Integral — essential to the production process. This means that the tasks are necessary to allow production to proceed without interruption.

The final requirement for this exception is that the work must be performed using alternative measures which provide effective employee protection that is equivalent to the standard energy control procedures. Examples of alternative methods technology include:

• Circuits that meet the control reliability and control-component-failure-protection requirements of the American National Standards (ANSI);
• Interlock guards, control switches, or key-controlled locks;
• Remote devices and disconnects; and
• Locking out a portion or section of equipment rather than the entire machine.

Ideally, a combination of alternative methods should be used to provide a multi-layered protective process that would protect workers even if one layer of the process fails.

Temporary removal has its limits

OSHA does recognize that in certain situations properly developed and implemented alternatives to control hazardous energy are feasible instead of complete energy isolation. However, there are limits to the temporary removal of LOTO devices and re-energization of equipment. LOTO should always be the default unless it can be clearly demonstrated that a well-established alternative method will ensure equivalent, effective worker protection from hazardous energy. This is especially important when risks are high, or the task or activity is not well understood.

Utilizing alternative procedures under OSHA’s temporary exception applies only for the limited time required for testing, troubleshooting, or repositioning of the equipment, machinery, or components. Once testing or repositioning is completed, and an energized state is no longer required, complete de-energization under LOTO is again required by authorized workers.

Remember, the goal is to increase efficiency without compromising safety!

Protecting employees during temporary LOTO removal

If employees can’t be removed from areas with the potential for re-energization during temporary removal of LOTO devices, they must be protected during all phases of the testing or positioning activities. These protections can be in the form of machine guarding, the use of tools such as push sticks, or other methods and must be accompanied by procedures. These alternative procedures must establish a sequence of actions that will maintain appropriate, consistent employee protection.

Alternative procedures must be communicated and implemented prior to re-energization:

1. Clear machines of tools and materials;
2. Evacuate employees from hazardous areas near equipment or machinery;
3. Remove only the necessary lockout or tagout devices as specified specific procedure;
4. Implement effective employee protection while testing or positioning equipment, machines, or materials;
5. Energize the equipment and perform the work.

Once testing or positioning is complete:

6. De-energize the equipment;

7. Isolate the equipment from all energy sources; and

8. Reapply LOTO devices per normal procedures.

Key to remember: Alternative procedures to LOTO are permitted only when minor servicing that is routine, repetitive, and integral to operations is performed, and protections are as effective as a full energy control procedure (LOTO).

What is the General Duty Clause?

Section 5(a)(1) of the Occupational Safety and Health Act, a law that took effect in 1970, requires employers to provide employees with a safe workplace. Specifically, section 5(a)(1), more commonly known as the General Duty Clause, mandates: “Each employer shall furnish to each of his employees employment and a place of employment which is free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.” 

The General Duty Clause extends OSHA’s authority beyond the Code of Federal Regulations (CFRs) when a recognized workplace hazard exists or potentially exists. In fact, the agency often uses it to cite employers when there’s no specific regulation that applies to a recognized hazard in the workplace. Common examples where OSHA might use the General Duty Clause to cite include those for:

• Ergonomic hazards,
• Workplace violence hazards,
• Extreme heat hazards,
• Lack of safety training,
• Failure to have chemical leak detection equipment or alarms, and
• Unsafe or blocked access to valves/instruments necessary to an employee's job.

To use the General Duty Clause to cite an employer, OSHA must prove four elements:

• The employer failed to keep the workplace free of a hazard,
• The hazard was recognized,
• The hazard was causing or likely to cause death or serious physical harm, and
• There was a feasible and useful method to correct the hazard.

The case that spurred the proposal

In February 2010, an animal trainer was killed by an orca whale during an amusement park show. In a subsequent 2014 court case, OSHA relied on the General Duty Clause to prohibit the park from exposing its trainers to the recognized hazard of close contact with orca whales during live performances.

The D.C. Circuit Court of Appeals upheld the citation (in Case No. 12-1375), holding that the amusement park must reduce the hazard by requiring a barrier or minimum distance between trainers and orcas. Yet, one judge dissented, arguing that the General Duty Clause doesn’t authorize OSHA to regulate hazards arising from normal activities that are intrinsic to professional, athletic, or entertainment occupations.

The case did not reach the Supreme Court. However, in light of the issues raised in the court dissent and developments in administrative and constitutional law, OSHA reexamined its authority under the General Duty Clause.

The latest proposal

Now, the agency proposes that the following employment sectors must no longer be cited under Section 5(a)(1) for certain activities, but notes that its list is not exhaustive:

• Live entertainment and performing arts;
• Animal handling and performance;
• Professional and extreme sports;
• Motorsports and high-risk recreation;
• Tactical, defense, and combat simulation training; and
• Hazard-based media and journalism activities.

If the proposed rule is finalized, employers would NOT have to remove hazards arising from inherently risky employment activities, where:

• The activity is integral to the essential function of a professional or performance-based occupation;
• The hazard can’t be eliminated without fundamentally altering or prohibiting the activity; and
• The employer has taken reasonable hazard-control efforts (e.g., through engineering controls, administrative controls, or personal protective equipment) that don’t alter the nature of the activity to control the hazard.

The agency seeks input on 14 questions specific to the proposal. Interested parties may comment by September 2. Search for OSHA-2025-0041 at regulations.gov to read and enter public comments. OSHA will analyze the comments to shape an upcoming final rule.

Key to remember: Under a proposed rule, OSHA would no longer use the General Duty Clause to cite employers of “inherently risky professions.” The agency seeks comment by September 2 on specific questions related to the proposal.