SAFETY & COMPLIANCE NEWS
Keep up to date on the latest developments affecting OSHA, DOT, EPA, and DOL regulatory compliance.
Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
FEATURED NEWS
2026-01-06T06:00:00Z
NewsUnified Carrier Registration Agreement (UCR)Industry NewsFocus AreaIn-Depth ArticleFleet OperationsEnglishTransportationRegistration and Permits - Motor CarrierUSA
No delay: UCR enforcement starts January 1
Guidance issued this week urges states to begin enforcement January 1 for the Unified Carrier Registration (UCR) 2026 registration year.
Enforcement officials verify compliance with UCR during roadside inspections. A violation appears on the Driver/Vehicle Examination Report as “392.2 UCR - Failure to pay UCR fees.” Officials verify compliance via CVIEW, SAFER, or www.ucr.gov/enforcement. No UCR credential must be carried in the commercial motor vehicle.
You can still get checked for last year
During roadside inspections, enforcement officials may look for evidence of interstate or international operations during the past registration year. Proof may include:
- Log entries,
- Toll receipts,
- Shipping papers,
- Bills of lading,
- Previous year’s apportioned receipt, and
- Prior roadside inspection reports of interstate or international operations.
Who’s covered?
The program applies to all motor carriers that operate in interstate and international commerce. This includes:
- For-hire, private, and exempt carriers;
- Brokers;
- Freight forwarders; and
- Leasing companies.
Carriers based in Canada or Mexico that operate in the U.S. must also register under the program.
Who’s exempt?
Carriers not subject to UCR include:
- Motor carriers that operate only in intrastate commerce. These carriers do not:
- Handle interstate or international freight, or
- Make interstate or international movements.
- Private motor carriers of passengers. These private carriers transport passengers as part of a commercial enterprise. The transport service is not available to the public at large.
Key to remember: Carriers subject to UCR must register and pay by January 1. There is no grace period for compliance.
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RECENT INDUSTRY HIGHLIGHTS
2026-01-06T06:00:00Z
NewsBefore and After Work ActivitiesIn-Depth ArticleUSAHR ManagementEnglishAssociate Benefits & CompensationIndustry NewsWage and HourPreparatory and Concluding Activities/Time CardsWage and HourHours WorkedHR GeneralistFair Labor Standards Act (FLSA)Focus AreaHuman Resources
Employers must pay employees for travel time between job sites
On October 6, 2025, the U.S. Supreme Court (SCOTUS) decided not to take up a case involving an employer that didn’t pay an employee for time spent driving between job sites. The circuit court ruling, therefore, stands and serves as a good reminder that the federal Fair Labor Standards Act (FLSA) requires employers to pay employees for travel time between job sites, even if those job sites are personal residences.
In this case, a home health care service provider didn’t pay its employees for time spent traveling between clients’ homes.
The SCOTUS points to the FLSA’s requirement that employers must pay for work-related travel time during the workday. Pay is required when:
• The employee is on duty and when entering or exiting a period of off-duty rest.
• The travel is necessary and constitutes “part of” the employee’s “principal activity.”
In other words, although employers don’t have to pay for off-duty time, the travel time necessary to go between job sites is integral to a principal work activity and must be paid.
What is “work”?
The FLSA doesn’t define “work.” The SCOTUS has explained that an employee “works” within the meaning of the FLSA when the employee is engaged in some kind of activity that is “controlled or required by the employer and pursued necessarily and primarily for the benefit of the employer and his business.”
In the case, the employer argued that the Portal-to-Portal Act (PPA) says that employers don’t have to pay employees for time spent “walking, riding, or traveling to and from the actual place of performance of the [employee’s] principal activity or activities” and doing “activities which are preliminary to or postliminary to said principal activity or activities.”
But the PPA covers only travel to the job site that occurs either before the time the work begins or after the principal work activities end. The PPA doesn’t apply to the time between the workday’s start and end
Start and end of the workday
Once the workday has begun, employees are entitled to be paid even if they’re not working at every moment of the day.
For example, a messenger who works on a crossword puzzle while awaiting assignments and a factory worker who talks to his fellow employees while waiting for machinery to be repaired are working during their periods of inactivity.
Employers must pay employees for travel time when employees lack the time to go off duty. Employers can’t claim that the travel period between job sites is part of an employee’s break. They must pay employees for time spent traveling before or after an off-duty period/break.
Employees go off duty when they’re completely relieved from duty long enough to enable them to use the time effectively for their own purposes.
Challenges
This employer said the situation was a challenge because off-duty employees could go wherever they wanted and begin their travel to a client’s home from wherever they wanted, so it was harder to say when they would return to on-duty status.
The employer argued that this theory of compensation was “unworkable” and “would require estimation of the compensable portion of travel” in a manner that would violate the FLSA.
The court said that the employer simply had to make a record so that it and employees had “the most probative facts concerning the nature and amount of work performed.”
The employer also tried to argue that travel wasn’t closely related to the productive work, such as feeding, bathing, providing medication, and dressing their clients. The court disagreed.
An activity doesn’t need to be predominant in some way over all other activities to qualify as principal. The employees were hired to travel and provide care to clients where they reside, rather than meeting them in hospitals or clinics. So, travel was part of their principal activities.
U.S. Department of Labor v. Nursing Home Care Management Inc., Third Circuit Court of Appeals, No. 23-2284, March 5, 2025.
Key to remember: As the SCOTUS makes clear, employers must pay employees for time spent travelling during the workday.
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2026-01-06T06:00:00Z
NewsIndustry NewsSafety & HealthConstruction SafetyFire Prevention InspectionsGeneral Industry SafetyFire Protection and PreventionIn-Depth ArticleEnglishFire Protection and PreventionFocus AreaUSA
The invisible risks of indoor warmth
As the January frost settles in, the primary mission for any workplace becomes a simple one: stay warm. Whether it’s a drafty warehouse or a corner office with a chill, employees instinctively reach for tools to turn up the heat. However, in the pursuit of comfort, two silent and often overlooked hazards creep into the workplace, Carbon Monoxide (CO) poisoning and space heater fire hazards.
While these hazards appear different, they do share a dangerous commonality; they are often the result of small, well-intentioned adjustments to our environment that go unnoticed until it is too late. To protect your team this Winter Safety Month, it is essential to understand how these risks intersect and how to manage the "invisible" side of winter safety.
Carbon monoxide: The silent threat
The danger begins with the air we breathe. Carbon monoxide is frequently called the “silent killer” because it is colorless, odorless, and tasteless. In the winter, the risk spikes as buildings are sealed tight to keep the cold out, inadvertently trapping any gases produced by fuel-burning equipment.
In industrial settings, this might be a propane-powered forklift running in a closed loading dock. In an office setting, it could be a malfunctioning furnace or the improper use of a kerosene heater. Because CO mimics the symptoms of common winter ailments, it is easy to ignore. Employees might complain of a "dull headache," "winter fatigue," or "nausea," assuming they are just coming down with a cold. However, a key red flag for employers is this "cluster effect." If multiple people in the same area begin feeling lethargic or dizzy simultaneously, it is probably not a virus—more than likely it is an environmental emergency. Protecting your team starts with the installation of CO detectors, but it continues with a culture where employees feel empowered to speak up the moment the air feels off.
Air quality to fire safety
Where fuel-burning equipment creates a chemical hazard, electric heating creates a structural one. When the central HVAC system can’t keep up with a January cold snap, the "personal space heater" becomes the most popular tool in the building. While these devices provide immediate relief, they are responsible for a staggering percentage of workplace fires because they are often treated as "plug-and-play" appliances rather than high-powered industrial tools.
The transition from a cozy workstation to a fire hazard often happens through simple proximity. This is where the "Three-Foot Rule" becomes non-negotiable. Whether it is a stack of paper, a plastic trash can, or a winter coat draped over a chair, combustible materials must be kept at a distance. A heater doesn't need to touch an object to ignite it; the constant radiant heat can raise the temperature of nearby materials to their ignition point over several hours.
Beyond the physical placement of the heater lies the electrical strain. A common mistake in office environments is "daisy-chaining” or plugging a space heater into a power strip or an extension cord. Most power strips are designed for low-draw electronics like monitors and phone chargers. A space heater draws a large amount of electricity, which can cause the internal wiring of a power strip to melt or ignite long before a circuit breaker ever trips. To bridge this gap, employers should enforce a "Direct-to-Wall" policy. If a heater cannot reach a wall outlet, it should not be used. This ensures the building’s heavy-duty wiring handles the load, rather than a thin plastic extension cord hidden under a rug.
Strategies
Protecting employees during the winter months requires a much broader view of indoor safety. It isn’t just about checking the furnace or just banning heaters; it’s about managing how we modify our environment. A few winter safety strategies should include:
- The "Last Man Out" Protocol: Assigning a team member to ensure all supplemental heaters are unplugged and not just turned off at the end of the day.
- HVAC Audits: Treating the need for space heaters as a "symptom" that the main heating system needs a professional tune-up or vent cleaning.
- Open Communication: Encouraging a "safety first" mindset where reporting a headache or a hot-to-the-touch power cord is rewarded, not dismissed.
Keys to remember: By addressing the air we breathe and the equipment we plug in as two parts of the same winter safety goal, employers can ensure that the workplace remains a sanctuary from the cold, rather than a source of danger.
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2026-01-05T06:00:00Z
NewsIndustry NewsFleet SafetySafety & HealthConstruction SafetyGeneral Industry SafetyWork ZonesSignals and BarricadesFocus AreaIn-Depth ArticleUSAEnglishTransportationWork Zones
Glow Big or Go Home: Why Vehicle Lights Matter
There’s nothing worse than driving at night through a work zone and having some glaring aqua headlights coming right at you, right? At times, we are left wondering if the lights are meant for work zone safety, emergency vehicles, or if they are even legal. So, let’s explore which vehicle lights are required according to regulators and why they matter.
Understanding which vehicle lights are required and why they are necessary is more than a regulatory checkbox; it's a cornerstone of safety. These lights aren't just for visibility but are intended to communicate intent, type of vehicle, guide traffic, and protect both workers and drivers. When properly used, they reduce confusion, prevent collisions, and reinforce the presence of a temporary but high-risk zone. The ultimate goal is to reduce traffic incidents and deaths by providing appropriate, noticeable vehicle lighting on public roads.
Simple colors, simple safety!
OSHA regulations for vehicle light colors are primarily governed by the Federal Motor Vehicle Safety Standards (FMVSS) standard number 108. The standard establishes requirements for motor vehicle lighting equipment, including light colors and brightness.
The color in all lamps and reflective devices must follow Table I in FMVSS No. 108, which includes:
- White: Lower and upper beam headlamps, backup lamp, license plate lamp, and parking lamps (can be white or amber).
- Amber (yellow): Turn signal (flashing) lamps, side marker lamps, reflex reflectors, parking lamps (can be amber or white), clearance lamps, identification lamps.
- Red: Tail lamps, stop lamps, reflex reflectors, identification lamps (non-truck tractor), signal warning (flashing) lamps.
Tracking down regulations for work vehicle lighting
FMVSS isn’t the only regulator having a say in work vehicle lighting. Additional regulations designed to keep work zones safe include:
- The Federal Highway Administration (FHWA) requires proper lighting for visibility and worker safety in federally funded projects.
- Lights used for traffic control (e.g., arrow boards, beacons) must meet the Manual on Uniform Traffic Control Devices (MUTCD) standards.
- The Department of Transportation (DOT) state-specific rules for light color, placement, and usage (e.g., Wisconsin DOT may differ from Michigan DOT).
- Work vehicle lighting is enforced by the National Highway Traffic Safety Administration (NHTSA) and the Society of Automotive Engineers (SAE).
While OSHA doesn’t regulate vehicle lights directly, it mandates safe working conditions, and proper visibility in work zones. That being said, there are some OSHA standards for work vehicle lighting. Construction motor vehicles that operate within an off-highway jobsite (not open to public traffic) are covered by 29 CFR 1926.601 and must:
- Be equipped with at least two headlights and two taillights in operable condition any time visibility conditions warrant additional light; and
- Have brake lights in operable condition regardless of light conditions.
Compliance with all of these regulations is vital to incident prevention and roadway safety.
Emergency vehicle lights: Different rules for different states
Each state sets its own color patterns for emergency and service vehicles to ensure visibility and safety. Here are just a few examples:
- Michigan reserves flashing, oscillating, or rotating red and blue lights for police, fire, and EMS vehicles only. Amber lights are allowed for utility, road service, and construction vehicles. Warning lights must flash white/amber in front and amber/red in rear.
- New York differs slightly by using red, white, blue, green or amber depending on the vehicle type. Police, sheriff, and state trooper vehicles department use red, white and/or blue police lights, while fire departments in the Big Apple can’t use blue. Volunteer ambulances may use green lights while construction vehicles will display amber lights. Emergency vehicle lights may be flashing or solid.
- Florida limits blue lights to law enforcement only. Volunteer firefighters may use red or red/white combinations. Construction vehicles in high-speed zones (≥55 mph) may use green, amber, and red but only when workers are present; otherwise, vehicles use amber or white strobes.
- Texas emergency vehicles may use red, white, or blue lights. Tow trucks, service, and construction vehicles must use flashing amber lights. In snow/ice or intermittent work zones, amber and blue may be used together.
Regardless of the state, the bottom line is that flashing lights in work zones mean slow down and stay alert—lives depend on it.
Key to remember: Vehicle lighting is essential for reducing the risk of accidents in high-risk or low-visibility environments. Specific lights communicate intent and are designed to protect both workers and the public in and around work zones.
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2026-01-05T06:00:00Z
NewsIndustry NewsIndustry NewsFleet SafetyDriver qualificationsMedical waivers and exemptions - Motor CarrierDriver qualification and hiringFocus AreaUSAEnglishMedical examiner - Motor CarrierTransportationPhysical exam - Motor Carrier
Paper medical card waiver extended — again!
The Federal Motor Carrier Safety Administration (FMCSA) has once again extended its 60-day waiver to allow drivers, carriers, and medical examiners more time to come into compliance.
Effective Sunday January 11, 2026, through April 10, 2026, the FMCSA waiver extension allows a paper copy of the medical examiner’s certificate (MEC) to be carried by commercial driver's license/commercial learner's permit (CDL/CLP) drivers for up to 60 days after issue. The previous waiver, effective from October 13, 2025, through January 10, 2026, allowed the paper copy to be carried by drivers for 60 days as well.
Carriers can also use the certificate in the DQ file. However, the certificate must be replaced by a motor vehicle record (MVR) with updated medical certification information within 60 days after the exam.
The FMCSA made this update to give carriers and drivers more support while medical examiners transition to the secure electronic transmission to medical certification data update. The FMCSA decided drivers should not be punished for delays that may occur while medical examiners and State Driver’s Licensing Agencies (SDLAs) transition to the new system.
The agency strongly recommends that certified medical examiners (CMEs) continue to issue paper MECs (Form MCSA-5876) along with the required submission of examination results electronically, until further notice.
CDL drivers licensed in the following states must still submit their medical cards to their state of licensing until the state transitions to direct updates from the National Registry:
- Alaska
- California
- Kentucky
- Louisiana
- New Hampshire
- New Jersey
- New York
- Oklahoma
Details of the paper med card waiver
This waiver applies to both CDL and CLP holders.
Non-CDL drivers aren't affected by this waiver since they're already required to be issued and to carry a paper medical card, which must be in the non-CDL driver's DQ file after each exam.
As a reminder, the two key impacts of this waiver include:
- CDL drivers can use paper medical cards as proof of medical certification for up to 60 days after the certificate has been issued (following the DOT exam) while operating a commercial motor vehicle (CMV).
- Carriers can use the medical card in the DQ file to be replaced by the CDL motor vehicle record (MVR) with the latest medical certification within 60 days.
The waiver’s terms and conditions
The waiver does not apply to:
- A driver who doesn’t have a copy of their current, valid MEC that was issued by a certified examiner 60 days prior; or
- A motor carrier that doesn’t have a copy of its driver’s current, valid MEC that was issued 60 days prior.
Additionally, the FMCSA reserves the right to revoke the waiver if safety conditions are negatively impacted in terms of the goals and objectives of the original order.
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2026-01-05T06:00:00Z
NewsIndustry NewsIndustry NewsPoint SourcesWater ProgramsWater QualityEnvironmental Protection Agency (EPA)Industrial WastewaterEnvironmentalUSAWater ProgramsEnglishFocus AreaCWA Compliance
EPA extends wastewater compliance deadlines for coal-fired steam power plants
The Environmental Protection Agency (EPA) published a final rule on December 31, 2025, that changes certain requirements for wastewater discharges from coal-fired steam electric power plants. It applies to the deadlines established by the preceding rule finalized in 2024.
The 2025 final rule:
- Extends the submission deadline for the notice of planned participation (NOPP) required for the subcategory of electric generating units (EGUs) seeking to permanently stop coal combustion by December 31, 2034;
- Extends compliance deadlines for zero-discharge limitations that apply to dischargers of flue gas desulfurization (FGD) wastewater, bottom ash (BA) transport water, and combustion residual leachate (CRL);
- Establishes tiered standards for indirect discharges of FGD wastewater, BA transport water, and CRL; and
- Adds provisions that allow facilities to transfer into and out of the subcategory of regulated EGUs that will permanently cease coal combustion by 2034 until December 31, 2034.
Who’s affected?
The final rule impacts EGUs subject to the effluent limitations guidelines and standards for the steam electric power generating point source category (40 CFR Part 423).
What are the new deadlines?
The 2025 final rule delays the NOPP compliance date. It also extends the deadlines for zero-discharge limitations on FGD wastewater, BA transport water, and CRL. These apply to the best available economically achievable (BAT) limitations for direct dischargers and the pretreatment standards for existing sources (PSES) for indirect dischargers.
| Requirement(s) | Previous deadline | New deadline |
|---|---|---|
| December 31, 2025 | December 31, 2031 |
(Direct dischargers)
| No later than December 31, 2029 | No later than December 31, 2034 |
(Indirect dischargers)
| May 9, 2027 | January 1, 2029, or site-specific date for BAT |
What are the other changes?
EPA’s 2025 final rule sets tiered standards for indirect dischargers of FGD wastewater, BA transport water, and CRL:
- The first tier requires indirect dischargers to meet pre-2024 final rule standards by January 1, 2029.
- The second tier:
- Allows indirect dischargers to continue indirectly discharging up to December 31, 2024, if they certify that they’ll convert to become direct dischargers; or
- Requires indirect dischargers to meet the zero-discharge requirements by January 1, 2029, if they choose not to become direct dischargers.
The final rule also adds provisions that enable facilities to transfer into and out of the subcategory of regulated EGUs that will permanently cease coal combustion by 2034 until December 31, 2034. It allows EGUs to switch between complying with the zero-discharge limitations and the requirements that apply to the subcategory.
Key to remember: EPA has delayed certain compliance requirements for coal-fired steam electric power plants that discharge three types of wastewaters.
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Copyright 2026 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.