SAFETY & COMPLIANCE NEWS
Keep up to date on the latest developments affecting OSHA, DOT, EPA, and DOL regulatory compliance.
Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
FEATURED NEWS
2025-06-30T05:00:00Z
NewsIndustry NewsIndustry NewsFleet SafetyHours of ServiceHours of ServiceBusiness planning - Motor CarrierFocus AreaEnglishTransportationBusiness planning - Motor CarrierUSA
Pro-trucker package promises millions
The U.S. Department of Transportation has unveiled a package of new programs, updates, and initiatives to support truck drivers across the nation. The goal is to make life easier and safer for truck drivers, and to improve overall road safety for all travelers.
The package includes five key focus areas:
- Truck parking. The Department of Transportation (DOT) is planning to release over $275 million in funding to help expand truck parking, with $180 million going to Florida alone. The DOT says this will help reduce the time spent looking for parking and reduce the number of unsafe spots that drivers are currently forced to settle with.
- Speed limiters. The DOT is withdrawing a proposal to mandate speed limiters for heavy trucks. The agency says such a mandate would have created a safety hazard by forcing drivers to travel slower than the flow of traffic.
- Driver resources. The Federal Motor Carrier Safety Administration (FMCSA) is updating the Consumer Complaint database and the DataQs system, along with other digital tools, to make the websites more transparent and easier to use.
- Regulation simplification. FMCSA has proposed to remove around 1,800 words from the federal regulations and claims the changes could save the motor carrier industry millions of dollars annually. The agency also says it’s committed to keeping an existing electronic logging device (ELD) mandate for pre-2000 model year trucks.
- Bad actors. The FMCSA is making a specific effort to target unlawful double-brokering laws and to hold bad actors accountable for their actions.
HOS pilot programs
The FMCSA also announced plans to launch two pilot programs to gather data on whether adding flexibility to the hours-of-service regulations would improve driver working conditions while enhancing safety. The agency says the programs will allow participating drivers to:
- Split their 10-hour off-duty period into more flexible combinations, including 6/4 and 5/5 splits; and
- Pause the 14-hour on-duty period for a period of no less than 30 minutes and no more than 3 hours.
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RECENT INDUSTRY HIGHLIGHTS
2025-06-30T05:00:00Z
NewsIndustry NewsEnglishFleet SafetyOut-of-service criteria - Motor CarrierFocus AreaIn-Depth ArticleEnforcement - DOTTransportationUSA
How to avoid violations that place drivers out of service
The process is straight forward. During a roadside inspection, an officer will verify compliance with safety regulations. If a driver violation is found, the officer will document it on the inspection report. The officer will then compare the situation surrounding the violation to the North American Standard Out-of-Service Criteria, published by the Commercial Vehicle Safety Alliance (CVSA). If the situation matches the criteria, the driver (or vehicle) will be placed out of service.
Here are the violations that could result in the driver being placed out of service:
- Operating in interstate commerce when under 21 years old (391.11(b)(1))
- Inadequate English language skills (391.11(b)(2))
- Not having the correct license for the vehicle being operated (391.11(b)(5) for drivers of non-CDL vehicles, and 383.23(a)(2) if operating a CDL-required vehicle)
- Operating in violation of endorsements or restrictions (391.11(b)(5) for drivers of non-CDL vehicles, and 383.23(a)(2) if operating a CDL-required vehicle)
- No accompanying CDL driver or violating other terms of a commercial learner’s permit (383.25))
- Operating without proof of valid medical certification — a valid medical card for a non-CDL driver and proof of medical qualifications on the motor vehicle report for a CDL driver — or not meeting the terms of a medical variance (391.41)
- Not using corrective lenses when required on the medical card (391.11(b)(4))
- Operating when ill or fatigued (392.3)
- Operating when under the influence of or in possession of drugs or alcohol (392.4 and 392.5)
- Operating when listed as prohibited in the Drug and Alcohol Clearinghouse (392.15)
- No records of duty status for the current and previous seven days when required (395.8)
- Operating when in excess of an hours-of-service limit (395.3 or 395.5)
- Operating with a false log when the falsification has occurred since the last verified mandatory break or when a past falsification, when corrected, puts the driver over a limit (395.8)
The reason the driver is placed out of service for these violations is that the driver is considered an imminent hazard.
Preventing these violations
Here is a list of activities that can prevent these violations:
- Have an effective screening program to make sure you are only hiring qualified drivers (see 391.11) and have a qualifications system in place that makes sure your current drivers remain qualified (always have a valid license and medical).
- Have your dispatch process connected to your qualifications process, so everyone knows what vehicles each driver is qualified to operate and if a driver loses a qualification.
- Immediately remove drivers from driving who have become unqualified (lost their license, lost their medical qualification, failed or refused a drug and alcohol test) or who are listed as prohibited in the Drug and Alcohol Clearinghouse.
- Train your drivers using classroom training and mock roadside inspections to always have their credential current and with them.
- Train your drivers, dispatchers, and supervisors that drivers are not allowed to operate when ill, fatigued, under the influence of anything, or when out of hours.
- Continually remind your drivers they cannot have illegal drugs or alcohol in the cab of the vehicle and have a reasonable suspicion process that puts qualified supervisors in contact with drivers, so they can verify drivers are not under the influence.
- Factor the hours-of-service limits into driver assignments and hold dispatchers and supervisors responsible for hours-of-service violations committed by their drivers.
- Train your drivers, dispatchers, and supervisors on the hours of service and records of duty status requirement.
- Audit drivers’ logs and take corrective action when a violation is discovered.
Key to remember: By having practices, systems, policies, and training in place, you can prevent most of the driver out-of-service violations.
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2025-06-30T05:00:00Z
NewsIndustry NewsFood transportationFood transportationVehicle TechnologyIn-Depth ArticleFleet OperationsVehicle TechnologyEnglishFocus AreaTransportationUSA
Keep the summer from sizzling reefer loads with three technologies
Transporting perishable foods like seafood in summer, even on reefer (refrigerated) trailers, is challenging because they spoil quickly. If food arrives at the wrong temperature or damaged, it can be rejected—costing tens of thousands to over half a million dollars. Fortunately, some newer, more affordable technologies can help reduce these losses and meet customer expectations.
Before using these technologies, carriers should have a strong inspection and maintenance program in place. Once that’s ready, here are three key technologies to consider:
1. Refrigerated trailer telematics
Reefer trailers now often have telematics to monitor and control trailer conditions remotely. This helps ensure food safety and quality. With modern telematics, carriers can:
- Remotely turn the refrigeration unit on/off or switch modes.
- Provide proof of temperature during transit to reduce rejected loads.
- Meet customer and regulatory temperature monitoring requirements.
- Monitor fuel levels to avoid running out mid-trip.
- Cut maintenance and operating costs.
- Get alerts about issues before food is damaged.
2. Trailer tracking and sensors
Thanks to better batteries, sensors, and wireless tech, trailer tracking is now more reliable and affordable. Sensors can show:
- Temperature inside the trailer.
- How long and where a trailer has been idle.
- When doors are opened or closed.
- Whether the trailer is loaded or empty.
This data helps carriers:
- Charge for trailer use (demurrage) when used as storage.
- Find trailers faster and improve delivery times.
- Use equipment more efficiently.
- Track high-value shipments, even when not connected to a truck.
3. Cargo cameras
Since drivers can’t monitor cargo 24/7, cameras help fill the gap. They can:
- Catch cargo thieves in the act, showing who, where, and when.
- Show how full the trailer is after loading or partial unloading.
- Document cargo damage due to securement or temperature failures, trailer cleanliness, and leftover items like pallets or trash.
Key to remember: These technologies help carriers improve food safety, reduce losses, and meet customer demands—giving them a competitive edge in the food transport industry.
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2025-06-27T05:00:00Z
NewsIndustry NewsVehicle inspector requirementsFleet SafetyAnnual inspections - Motor CarrierFocus AreaIn-Depth ArticleFleet OperationsUSAEnglishTransportationCMV Inspections
The advantages of in-house inspectors for commercial vehicles
The transportation industry is constantly changing. Carriers are constantly looking for new ways to improve compliance and cut costs. Having the ability to complete annual inspections in-house can be one way to achieve this goal.
Count the cost
Many carriers have a shop that can do basic repairs. By utilizing existing staff, a carrier can often begin performing annual inspection with little or no increase in cost. Over the long term, an in-house program can lower your bottom line.
When utilizing outside vendors, carriers are at the discretion of the vendor when it comes to cost. Downtime also comes into consideration when making the decision where to have annual inspections completed. In-house inspections can be scheduled for times that do not interfere with the driver’s delivery schedule. Third party shops often “get it in when they can”. Deliveries and pickups can be delayed if the inspection cannot be completed in a timely manner.
Annual inspections cover only specific items on the vehicle. Items that do not affect the safety of the vehicle may not be inspected, even if they affect the ability of the driver to safely operate the vehicle. As an example, mirrors are not listed on Appendix A to part 396. Although a driver could not safely operate a vehicle missing mirrors, the minimum requirements to pass the inspection have been met. Policies and procedures can be put in place to repair any deficiencies found during the inspection, before returning the truck to service when doing the inspections in-house.
Inspector qualifications
While the inspector must be qualified, there is not a certification that must be earned to complete these inspections. Anyone who meets the basic criteria would be qualified. The inspector must understand the criteria in part 393 Appendix A, master the procedures, tools and equipment used to perform the inspections, and have a minimum of 1 year training and experience. This can include: • Participating in a manufacturer sponsored or similar training program.
- Experience as a mechanic or inspector in a carrier’s maintenance program.
- Experience as a mechanic or inspector at a commercial garage or similar facility.
- Experience as a commercial vehicle inspector for a government entity.
These qualifications ensure that the mechanic is well-equipped to conduct thorough and accurate inspections, maintaining the safety and compliance of the CMV.
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2025-06-27T05:00:00Z
NewsIndustry NewsEnforcement and Audits - OSHAEnforcement and Audits - OSHASafety & HealthGeneral Industry SafetyIn-Depth ArticleEnglishFocus AreaUSA
Repealing a rule simply reinstates a previous version of that regulation
With the Trump administration taking a de-regulatory approach and repealing many standards adopted in the last 10 to 15 years, it’s worth keeping in mind that those repeals do not eliminate obligations on employers and businesses. When a federal agency repeals a recent revision to a regulation, the agency just reinstates an older version of the rule. When the previous version again goes into effect, employers need to determine their obligations under that version of the rule.
Federal agencies adopt regulations to implement federal laws such as the Clean Air Act or the Occupational Safety and Health Act, both of which became law in 1970. Those laws aren’t getting repealed, and the regulations implementing them have been changing for 50 years.
When a federal agency repeals a regulation, it still needs implement and enforce the underlying statute. The agency typically repeals an expansion of requirements, but then re-implements an older version of the rule. For example, if the Environmental Protection Agency (EPA) repeals a standard that increases passenger vehicle fuel economy, that doesn’t eliminate fuel economy standards. Vehicle manufacturers would still need to meet some lower standards that were in effect before the increase.
While new regulations create changes for employers, repeals of regulations also create changes that employers must evaluate. Employers likely need to consider:
- What specific requirements were eliminated? Should we keep doing some or all of them anyway? What are the costs of making changes?
- What new or different (older) requirements took effect? Were we already doing that, or do we need to make changes?
- What steps must we follow to effectively implement these changes? Among other things, this might include revising written procedures, obtaining different equipment, and training employees.
Laws rarely change
Most bills introduced in Congress never become laws. On the other hand, Congress almost never successfully repeals a law (like the Affordable Care Act). The battle over how to implement and enforce federal laws often takes place at the agency and regulatory level.
Effectively, regulations are interpretations describing how the agency will enforce federal statutes, but those regulations carry the force of law. When a regulation gets repealed or revised, a business might have a lower standard to meet, but it still has obligations. As noted, the repeal usually ends up restoring an older regulation, perhaps one that was last in effect ten years ago or more, and employers probably don’t remember exactly what those provisions required.
The point is that a repeal is still a change to a regulation. Employers will need to identify their revised obligations and implement plans for complying with the changed requirements.
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2025-06-27T05:00:00Z
NewsIndustry NewsHR GeneralistIn-Depth ArticleLabor Law PostersHR ManagementEnglishLabor Law PostersUSAFocus AreaHuman Resources
Dig into a colorful blend of mid-year posting changes
This year’s summertime posting changes are like a summertime fruit salad: An eclectic blend with some fresh twists. Here’s the scoop:
Arkansas: As of August 3, a Veterans’ Benefits and Services posting will be needed by businesses with 50 or more employees.
Alaska: Businesses in the Land of the Midnight Sun now have an annual July 1 minimum wage change and posting update, rather than one that takes effect in January. The Wage and Hour Act posting shows the new rate of $13 per hour. It also includes information about the state’s new sick leave law. Sick leave information has also been added to the Child Labor posting.
District of Columbia: A minimum wage update has brought mandatory changes to the Minimum Wage and Universal Wage Law postings. As of July 1, the new rate is $17.95 per hour.
Florida: The Sunshine State’s annual minimum wage update will take effect on September 30. The rate will increase to $14 per hour.
Kansas: New information about how to file a claim has been added to the Unemployment Insurance posting.
Louisiana: Before the summer is over, the Earned Income Credit posting is likely to have a mandatory change to show the new rate information for 2025.
Maryland: An update to penalties on the Safety and Health Protection on the Job posting is expected to bring a mandatory posting change in mid-July.
Maine: The Paid Family and Medical Leave posting notes that applications for benefits are scheduled to be accepted starting May 1, 2026.
Massachusetts: Filing information has been updated on the Unemployment Insurance Coverage posting.
Missouri: A Paid Sick Leave posting was added in April, but the state’s sick leave law will be repealed on August 28 if Gov. Mike Kehoe signs HB 567. If that happens, the paid sick leave posting will no longer be required.
Nevada: The Minimum Wage and Daily Overtime bulletins have been updated to note that the 2025 rate will remain $12 per hour.
Oregon: Minimum wage increases took effect on July 1 and are listed on the Minimum Wage poster:
- Nonurban Counties — $14.05 per hour
- Standard — $15.05 per hour
- Portland Metro Area — $16.30 per hour
Vermont: Gov. Phil Scott signed a bill to bring safe leave, bereavement leave, and qualifying exigency leave to the state as of July 1. The Parental Leave, Family Leave, and Short-Term Family Leave posting will be updated.
Virginia: Updated penalties are likely to bring a change to the Job Safety and Health posting in early August. The Covenants Not to Compete posting will also be revised with an expanded definition of low-wage employee.
Washington: The workers’ compensation law has been amended as of July 1 to allow qualified health providers to include a psychologist (for claims related to mental health conditions) or a physician assistant. The Workers’ Compensation posting has been updated.
Key to remember: Labor law posting updates can happen at any time of the year. When a mandatory change is made to a poster, the new version needs to be displayed.
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Copyright 2025 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.