Crack the code (of conduct) with these tips

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.

The EPA definition: “RCRA empty” explained

Under the Resource Conservation and Recovery Act (RCRA), a container that once held hazardous waste is only legally “empty” if it meets particular criteria outlined in 40 CFR 261.7. The first standard that must be satisfied is that all material has been removed from the container using normal means such as pouring, pumping, or aspirating. Secondly, no more than 2.5 centimeters or 1 inch of residue remains on the container's bottom or inner lining. Additionally, if the container holds less than 110 gallons, it is empty if no more than 3 percent of the total weight or volume exists. Of course, sometimes special circumstances require further evaluation. For example, a gas cylinder is not empty until the pressure has reduced to atmospheric levels, and acute hazardous waste containers must be triple rinsed with an appropriate solvent or cleaned by another approved method. If these conditions are not met, the container is still legally considered to contain hazardous waste, even if it feels empty.

The OSHA definition: “Empty” under the Hazard Communication Standard

While EPA focuses on environmental disposal and waste management, OSHA’s concern with empty containers centers on worker safety, particularly the potential for exposure to hazardous residues or vapors. Under OSHA’s Hazard Communication Standard (29 CFR 1910.1200), a container that previously held hazardous chemicals must retain its original hazard label until it is adequately cleaned or until the employer removes the label following proper decontamination procedures. For example, a drum labeled “Flammable” must keep this label even if it appears empty, as residual material or vapors may still pose a significant ignition or fire risk. Removing such labels prematurely could lead to workplace hazards and violations of OSHA regulations.

How to stay compliant

Employers must first clearly determine which rules apply to them: whether the container held hazardous materials governed by EPA regulations, hazardous chemicals subject to OSHA requirements, or both. Emptying procedures should be followed, including properly draining the container, performing triple-rinsing when required, and thoroughly documenting all decontamination activities. Original hazard labels must be maintained on containers until they are thoroughly cleaned or reconditioned, as removing labels prematurely violates OSHA’s Hazard Communication Standard. Additionally, employers should provide employees with training on the proper handling, labeling, and disposal of containers and ensure they fully understand what constitutes an empty container under federal standards. Finally, a detailed record of all rinsing, draining, and cleaning processes should be maintained to demonstrate compliance during EPA or state inspections.

Keys to remember: Employers should educate their teams, enforce proper cleaning procedures, and maintain compliance records to ensure they are staying compliant with “empty” container standards.

A blemish on your safety record

Speeding appears on roadside inspections at 392.2-SLLS. The violation will have suffix of:

• 1 when speeding 1-5 mph over limit,
• 2 when speeding 6-10 mph over limit,
• 3 when speeding 11-14 mph over limit, 4 when speeding 15 or more over limit, and
• WZ when speeding in a work or construction zone.

All suffixes except “1” are severity weighted and used in the Compliance, Safety, Accountability (CSA) Unsafe Driving BASIC calculations. The remaining violations are valued from four to ten, depending on the degree of infraction.

Even if drivers do not exceed the posted limit by much, a habit of driving at least 6 mph over the limit will negatively impact the carrier’s CSA Unsafe Driving BASIC score.

Although third parties can’t see a motor carrier’s Unsafe Driving BASIC score, they can view the roadside inspection reports and listed violations. This provides customers, brokers, and your insurance provider with a glimpse into your safety record to identify unsafe driving patterns — without ever having to do any math.

Tangible costs

Aside from a high Unsafe Driving BASIC score, speeding can add to the carrier’s operational costs, such as:

• More frequent engine repairs. Because the engine works harder when the driver speeds, there is more wear and tear requiring repairs and replacement parts.
• Brake repairs. Speeding results in frequent and harsh braking. This behavior will wear out the truck’s brake pads and rotors more quickly.
• Tire replacements. Speeding wears out tires quickly, especially when paired with aggressive acceleration and harsh braking.
• Increased fuel costs. Speeding results in reduced fuel efficiency in both highway and city driving.
• Suspension repairs. Aggressive driving, including speeding, can strain a suspension system. Like engine repairs, expect more frequent trips to the shop.

In addition, when speed is a factor in a crash, it typically adds to the seriousness of the accident.

Correcting bad behavior

Speed is often paired with other aggressive behaviors such as sudden acceleration and hard braking and cornering. By addressing speeding, hopefully you’re eliminating other unwanted driving habits.

Your first task is to identify those exhibiting bad behaviors. This can be accomplished through:

• A thorough review of roadside inspections,
• Telematics data,
• Motor vehicle record (MVR) monitoring, and
• Complaints from the public about your operator’s driving.

Company policies and procedures should clearly spell out what behaviors are unacceptable along with specific consequences. Don’t limit traffic citations to those occurring in a commercial motor vehicle. Behavior in a personal vehicle should be taken into consideration, since it could easily transfer over to time spent behind the wheel of your truck.

A policy, for instance, would list speeding as unacceptable along with the corrective actions for each citation (e.g., 6-10 mph over) and what frequency of violation will be held against the driver (e.g., violations within the past one, three, or five years). These policies must be consistently enforced.

Mistakes happen, and the intent of identifying unsafe driving behaviors is not to end a driving career, it’s to sustain it. Many carriers have a progressive discipline policy to get the driver back on track. Often drivers are subject to coaching and refresher training.

Key to remember: Speeding is the most common roadside inspection violation for commercial drivers, accounting for 13 percent of driver violations. Avoid becoming a statistic by proactively identifying and working with those drivers exhibiting the behavior.

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.

Can a motor carrier retest anytime they want?

Only specific scenarios identified in 49 CFR Part 40 require or permit recollections. They include negative dilute and invalid laboratory results.

A motor carrier can’t perform a second collection to nullify a prior test result. If the medical review officer (MRO) reported a drug test violation, there was an official result. A new drug test will not erase the violation.

Negative dilute scenarios

One of the more common reasons for recollection is a negative dilute result for a urine specimen.

The negative dilute will fall into one of two scenarios:

1. The creatinine concentration of the specimen is greater than or equal to 2mg/dL but less than or equal to 5mg/dL. The MRO will instruct the designated employer representative (DER) to send the driver for an immediate recollection with minimum possible advance notice. The test is performed under direct observation.
2. The creatinine level of the specimen is greater than 5 mg/dL. The MRO will report the result as negative dilute with no instructions. The DER takes one of two actions:
   1. Requests a retest under company policy. This test is also immediate with minimum possible advance notice, but it can’t be under direct observation. The company’s policy must indicate which test types are subject to the retest (e.g., random, post-accident, pre-employment).
   2. Accepts the result as negative because the company policy doesn’t dictate a new collection.

Drivers must know the policy when testing under #2-a prior to the original collection, and the policy must be enforced consistently by the motor carrier.

The second test result becomes the test of record. If the second sample is reported as negative dilute, the result is considered negative at this point. The DER can’t request yet another test.

However, another test could be required as the result of a recollection under #2-a (employer test) if the lab finds the creatinine level greater than or equal to 2mg/dL but less than or equal to 5mg/dL. The MRO will direct the DER to request a third urine specimen (this time under direct observation). This test becomes the test of record, and the process doesn’t go further even if it comes back negative dilute.

Invalid test result

An invalid drug test result occurs when the laboratory finds a substance is interfering with the immunoassay test on the specimen.

After the MRO is notified of the results, the MRO contacts the driver as part of the verification process. The MRO is looking for a medical explanation and/or valid prescription that might be the cause. If the driver is unable to provide a valid explanation, the MRO:

• Cancels the original test,
• Communicates the invalid result to the DER, and
• Directs the DER to immediately send the driver for second collection under direct observation.

The motor carrier must ensure that the driver has minimum possible advance notice when told to go to the collection site. The second test result becomes the test of record.

What if the driver won’t go for the recollection?

It doesn’t matter whether it’s an MRO-mandated retest or employer-based retest for a negative dilute, failing to go for testing after notification is a refusal to test. The DER reports these events to the CDL Drug and Alcohol Clearinghouse as violations.

It’s important to note that recollections apply to pre-employment drug tests too. If you look at 40.191(a)(6), declining to take another test has no protection for those taking pre-employment drug tests.

That said, the prospective employer must notify the driver applicant and arrange a convenient time. This might prove difficult if the driver is working another job. The DER must take into consideration any extenuating circumstances that delay testing, rather than automatically deeming it a refusal to test. DERs always have discretion.

If the driver-applicant refuses to go for the second test altogether (e.g., no longer interested in the job), that’s a much different story than having scheduling conflicts. It’s a refusal to test.

When testing under the carrier’s authority as the result of a negative dilute, it’s important to carefully communicate which test types are covered in the policy. It’s especially important for pre-employment testing, so applicants know expectations.

Key to remember: Retesting helps rule out drug use, and the DOT requires another trip the clinic for a second specimen under specific scenarios.

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/.

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.

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.

FMLA certification basics

Employers aren’t required to use certifications, but if they do, the U.S. Department of Labor (DOL) has five different certification forms to use for various FMLA leave situations.

The forms are as follows:

1. Certification of Health Care Provider for Employee's Serious Health Condition,
2. Certification of Health Care Provider for Family Member's Serious Health Condition,
3. Certification of Qualifying Exigency for Military Family Leave,
4. Certification for Serious Injury or Illness of a Current Servicemember for Military Family Leave, and
5. Certification for Serious Injury or Illness of a Veteran for Military Family Leave.

Let’s focus on the first two, as these are the most common ones HR administrators use.

Who can fill out an FMLA certification?

The FMLA regulations describe the person who has the authority to fill out a certification as a “health care provider.” The good news is, the regulations include a lengthy list of medical professionals who fit this role.

Under the FMLA, a health care provider includes:

• A doctor of medicine or osteopathy,
• A podiatrist,
• A dentist,
• A clinical psychologist,
• An optometrist,
• A chiropractor (limited to manual manipulation of the spine as demonstrated by X-ray),
• A nurse practitioner,
• A nurse midwife,
• A clinical social worker,
• A physician assistant,
• A Christian Science practitioner, and
• Any health care provider from whom the employer or the employer's group health plan's benefits manager will accept a medical certification to substantiate a claim for benefits.

To be qualified to fill out FMLA forms, medical professionals must be authorized to practice in the state and perform within the scope of their practice. This means that the provider must be authorized to diagnose and treat physical or mental health conditions.

What about doctors in a foreign country?

If an employee or an employee's family member is visiting another country, or a family member resides in another country, and a serious health condition develops, the employer must accept a medical certification from a health care provider who practices in that country. This includes second and third opinions.

If a medical certification from a foreign health care provider is not in English, the employee may be required to provide a written translation of the certification.

Key to remember: The FMLA regulations spell out which medical professionals can fill out certification forms.

#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.

What’s behind OSHA’s proposed changes?

OSHA developed the Respiratory Protection standard at 1910.134 in the 1990s. Back then, the use of medical evaluations was a well-accepted best practice to identify underlying conditions where respirator use of any kind could cause adverse health or functional effects. Based on studies and comments OSHA received when developing the standard, the agency concluded that the use of any respirator requires a prior medical evaluation to determine a worker’s physical fitness.

Fast forward 30 years, OSHA says it now believes that this approach is too broad in practice for several reasons:

• There are no large-scale epidemiological studies that assess how effective medical evaluations are for workers who wear FFRs or loose-fitting PAPRs.
• Despite large spikes in respirator usage during COVID–19, no evidence has surfaced illustrating the need for medical evaluations for FFR and loose-fitting PAPR use.
• Data reported in the final rule for Respiratory Protection in the late 1990s found that 2 percent or fewer workers did not pass the medical evaluation. That proportion is fairly consistent with more recent studies. This means not that many workers are refused respirators following a medical evaluation.
• Workers are able to respond quickly when symptoms arise. In the rare circumstances that a worker develops symptoms from wearing an FFR or loose-fitting PAPR, they’re not immediately dangerous to life or health (IDLH) situations. This is because FFRs and loose-fitting PAPRs are not permitted to protect workers in IDLH environments.
• Available data mainly shows minimal impact on health. While self-contained breathing apparatus (SCBA) respirators require a great deal of exertion given their weight, existing literature shows that any physiological effects from wearing much lighter FFRs and PAPRs are minimal during low to moderate exertion. OSHA believes this would be typical of the vast majority of workplaces.

Agency seeks feedback on proposed rule

OSHA seeks feedback on all aspects of the July 1, 2025, proposed rule. However, particular key points are of interest to the agency:

• The extent to which medical evaluations are effective at preventing adverse health outcomes resulting from the use of FFRs and loose-fitting PAPRs,
• The extent to which workers have worn FFRs and loose-fitting PAPRs without medical evaluations since the emergence of COVID-19 in 2020,
• How many adverse events are being avoided by restricting the use of FFRs and loose-fitting PAPRs by workers, and
• Whether the proposed changes impose additional or more stringent requirements than the existing standard.

Even if the rule is finalized, state-plan states may keep their existing medical evaluation requirements; OSHA seeks comment on this, too.

Interested parties may comment by September 2, 2025. Search for OSHA-2025-0006 at regulations.gov to read and enter public comments. If an informal public hearing on the proposed rule is requested by the September 2 deadline, OSHA will schedule one and announce it in the Federal Register. 

Note that 1910.134 is a general industry standard. Yet, OSHA recognizes that if the revisions become final, they would also impact the construction and maritime industries. That’s because the standards for those industries reference 1910.134. See 1926.103 (construction), 1915.154 (shipyards), 1917.92 (marine terminals), and 1918.102 (longshoring).

Key to remember: Under a recent proposed rule, OSHA would remove the medical evaluation requirement for workers who are required to use FFRs and loose-fitting PAPRs. Stakeholders have until September 2 to comment on the proposal.

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).