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
2026-01-28T06:00:00Z
NewsIndustry NewsHuman Resource ManagementHuman Resource ManagementAudits - HRStrategic planningAssociate Benefits & CompensationHR GeneralistIn-Depth ArticleHR ManagementEnglishFocus AreaHuman ResourcesUSA
Employment laws by the number (of employees)
Employers that don’t know which laws apply to them are at greater risk of noncompliance. Which federal employment laws apply to a company depends on how many employees the company has. Some laws apply to employers with only one employee, while others don’t apply unless the employer has 100 or more employees.
Here’s a breakdown of which federal employment laws employers must follow based on the number of employees they have on staff: federal employment laws:
Employers with 1 or more employees must comply with:
- The Employee Polygraph Protection Act
- The Employee Retirement Income Security Act
- The Equal Pay Act
- The Fair Labor Standards Act
- The National Labor Relations Act
- The Occupational Safety and Health Act
- The Uniformed Services Employment and Reemployment Rights Act
- The Family and Medical Leave Act (all public employers)
Employers with 15 or more employees must also comply with:
- The Americans with Disabilities Act
- The Genetic Information Nondiscrimination Act
- The Pregnancy Discrimination Act
- Title VII of the Civil Rights Act of 1964
Employers with 20 or more employees must also comply with:
- The Age Discrimination in Employment Act
Private employers with 50 or more employees must also comply with:
- The Family and Medical Leave Act
Employers with 100 or more employees must also comply with:
- The Worker Adjustment and Retraining and Notification Act
State laws
Those listed are only the federal laws. Each state law has its own definition of which employers are covered.
Key to remember: Employers must be aware of which laws apply to them, and that depends on how many employees they have. Ignorance of the law is no excuse for violations.
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RECENT INDUSTRY HIGHLIGHTS
2026-01-28T06:00:00Z
NewsIndustry NewsIndustry NewsAssociate Benefits & CompensationHR GeneralistFamily and Medical Leave Act (FMLA)Family and Medical Leave Act (FMLA)Associate RelationsEnglishHR ManagementFocus AreaHuman ResourcesUSA
Bill would loosen employee eligibility to take FMLA leave
On December 17, Senator Elizabeth Warren and Congresswoman Jan Schakowsky reintroduced the Part-Time Worker Bill 5 of Rights Act (S 3547 HR 6818). The measure would reduce the criteria employees must meet to be eligible to take leave under the federal Family and Medical Leave Act (FMLA).
Currently, to be eligible to take FMLA leave, employees must:
- Have worked for the employer for at least 12 months (those months don’t have to be consecutive);
- Have performed at least 1,250 hours of work in the 12 months before leave is to begin, and
- Must work at a site with at least 50 company employees within 75 miles.
Employees must meet all three criteria before taking FMLA leave.
Under the bill, however, employees would be eligible if they had worked for an employer for at least 90 days. They would not need to have worked for the employer for at least 12 months or perform at least 1,250 hours of work in the 12 months before leave is to begin. They would still need to work at a location with at least 50 company employees.
The bill has seven cosponsors and is in the initial phases of the legislative process.
Under the FMLA, eligible employees are entitled to take time off for certain qualifying reasons, such as their own health condition, to care for a family member with a health condition, or bond with a new child.
Key to remember: The reintroduction of this bill is yet another indication that members of Congress are thinking about employee rights and benefits.
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2026-01-28T06:00:00Z
NewsIndustry NewsFederal Motor Carrier Safety RegulationsFleet SafetyBusiness planning - Motor CarrierFocus AreaIn-Depth ArticleFleet OperationsBusiness planning - Motor CarrierEnglishTransportationRegistration and Permits - Motor CarrierUSA
Motus on the move: FMCSA’s new registration portal
The Federal Motor Carrier Safety Administration (FMCSA) is preparing to roll out Motus, a modernized, mobile friendly registration portal. It’s designed to streamline how carriers, brokers, and other regulated entities manage their safety and compliance records.
Launching to all users in 2026, Motus will replace fragmented workflows with a single, secure dashboard that marks one of FMCSAs most significant digital upgrades in years.
To make the transition smooth, the agency is urging companies to take a few essential steps now. Being proactive will prevent delays later, especially when it comes time to claim your existing USDOT Number and establish your new Motus account.
A Smarter Start
Motus is only as effective as the data that feeds into it, which is why FMCSA is emphasizing the importance of maintaining an active FMCSA Portal account. Carriers should log in today to confirm their account status or create one if they have never used the Portal before. Many carriers who have held authority for years may not realize they even have a Portal account, making this step especially important.
Once your account is active, you will be able to claim your USDOT Number in Motus and start managing your information there. Without this, users will not be able to complete registration updates or manage authority once the new system goes live. The FMCSA Portal login page allows users to sign in with existing credentials or start fresh through the online registration option, ensuring every company has a verified and secure entry point into Motus.
What to do now
One of the most important preparation steps is verifying the Portal user access list. Under the Account Management tab, companies should confirm which individuals have Portal access and identify their Company Official.
FMCSA is clear about who this person should be:
- The company owner, or
- An internal employee responsible for safety and compliance tasks
It should not be a consultant, third-party service provider, or transportation broker. The Company Official should use the same Login dot.gov email in both the FMCSA Portal and Motus. Using one consistent email ensures the systems can recognize the correct user and properly connect the company’s existing USDOT information to its new Motus account.
This one-to-one match is the only way FMCSA can securely link a company’s historical USDOT data with its new Motus account. Taking time now to verify the correct individual is listed can prevent access issues and delays during the transition.
Update your MCS-150
Motus aims to create a centralized, accurate registration environment. To support that goal, FMCSA recommends carriers complete an online Biennial Update (MCS 150) in the Portal before Motus launches.
Submitting an update, or confirming no changes are needed, ensures the most current company information transfers into the new system. This includes:
- Operating status
- Fleet size and vehicle types
- Hazmat activity
- Mileage and safety data
Accurate information today means fewer issues when Motus goes live.
Key to remember: By getting ahead of these updates, you set your company up for a seamless shift into Motus when it launches.
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2026-01-28T06:00:00Z
NewsToxic Substances Control Act - EPAChange NoticesChange NoticeTSCA ComplianceToxic Substances - EPACaliforniaEnvironmentalEnglishFocus Area
California adds nail product chemical to priority list
Effective date: April 1, 2026
This applies to: Domestic and foreign manufacturers of nail coatings and artificial nails with more than 1,000 parts per million (ppm) of methyl methacrylate (MMA) that sell their products in California
Description of change: The California Department of Toxic Substances Control added nail products with concentrations of 1,000 ppm or more of MMA to the Priority Product list, making the substance subject to regulation.
Covered manufacturers must submit a Priority Product Notification by June 1, 2026, that lists the covered products sold in California as either an intentionally added ingredient, a contaminant, or a residual.
Manufacturers will then have to submit by September 28, 2026, one of the following:
- A Chemical Removal Intent/Confirmation Notification,
- A Product Removal Intent/Confirmation Notification,
- A Product-Chemical Replacement Intent/Confirmation Notification, or
- A Preliminary Alternatives Analysis Report or other alternate reporting options.
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2026-01-28T06:00:00Z
NewsDistrict of ColumbiaAir ProgramsChange NoticesChange NoticeCriteria Air PollutantsCAA ComplianceEnvironmentalFocus AreaEnglishAir ProgramsStationary Emission Sources
District of Columbia extends tuning combustion process deadline
Effective date: January 16, 2026
This applies to: Fuel-burning equipment with a heat input capacity of 5,000,000 British thermal units per hour or more
Description of change: The Department of Energy and Environment extended the annual deadline for tuning the combustion process for fuel-burning equipment from November 1 to December 31. It gives regulated sources more flexibility to complete combustion adjustments. The requirements are contained in 20 DCMR 805.5.
Related state info: Clean air operating permits state comparison
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2026-01-28T06:00:00Z
NewsNew HampshireChange NoticesChange NoticeTSCA ComplianceEnvironmentalEnglishAsbestosFocus AreaToxic and Hazardous Substances - OSHA
New Hampshire amends asbestos rule
Effective date: January 1, 2026
This applies to: Any person who renovates or demolishes an asbestos-containing building and any person involved in asbestos abatement activities
Description of change: The New Hampshire Department of Environmental Services adopted and readopted with amendments rules for asbestos management and control. Changes include:
- Adding new categories of major asbestos abatement,
- Reducing the timeframe to submit a demolition notification for residential projects if it’s submitted online with supporting documentation,
- Raising current notification and application fees, and
- Removing a question from nine application forms.
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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.