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SAFETY & COMPLIANCE NEWS

Keep up to date on the latest developments affecting OSHA, DOT, EPA, and DOL regulatory compliance.

Regulations change quickly. Compliance Network ensures you never miss a relevant update with a personalized feed of featured news and analysis, industry highlights, and more.

RECENT INDUSTRY HIGHLIGHTS

FMLA leave abuse investigations must be individualized
2026-02-11T06:00:00Z

FMLA leave abuse investigations must be individualized

Employees who abuse leave under the federal Family and Medical Leave Act (FMLA) risk losing their job protections under the law. Employers must be careful, though, when determining whether employees are abusing their leave. One employer learned this through a court case.

The backdrop

The company required some employees to work on weekends and holidays. It normally called Andrew, an employee, to work on an as-needed basis. He would indicate that he was available for work by “marking up” for it, and indicate when he wasn’t available for work by “marking off.”

The story

In May 2017, Andrew applied for intermittent FMLA leave for major depression and insomnia. Andrew’s doctor estimated that he would need to take intermittent FMLA leave once a month for up to 2 days per episode. The company approved the leave.

In August, the company sent Andrew a warning letter after he used FMLA leave on 4 weekends over a 6-week period. The letter stated that it appeared he was misusing FMLA leave, as he had a pattern of marking off FMLA leave on the weekends, or in conjunction with vacations or holidays. The letter further stated that continued FMLA misuse could lead to discipline.

As the holidays approached, about 10 percent of the workforce marked off for Christmas morning. Because of this, Jolanda believed that some employees were using FMLA leave dishonestly and investigated the cases. Jolanda didn’t, however, include employees who had cancer, were terminally ill, or were about to give birth, as she deemed these conditions justified using FMLA leave.

She investigated Andrew because he took FMLA leave from the day before Thanksgiving until the day after Thanksgiving, when he had the first of 2 scheduled rest days. He also took FMLA leave on Christmas Eve and Christmas Day, followed by 2 consecutive rest days, and again on New Year’s Eve and had New Year’s Day off as a vacation day. The employer accused him of misusing FMLA leave and eventually fired him. He sued.

In court

Andrew claimed that the employer violated the FMLA when it fired him for taking FMLA leave over Christmas and New Year’s Eve. He argued that holidays worsened his condition, justifying his need for leave. He also argued that the investigation into him wasn’t reliable, since Jolanda didn’t include employees with other conditions in her investigations.

In denying the employer’s request to throw the case out, the court said that the company’s systematic better treatment of similarly situated employees with other serious health conditions was evidence that would allow a jury to infer that its disciplinary action against Andrew was retaliation for taking FMLA leave on holidays.

Brown v. CSX Transportation, Inc., District of Florida, No. 8:24-cv-2777, January 23, 2026.

Key to remember: Watching for FMLA leave misuse patterns can be useful, but when employers take disciplinary action without an individualized review (or apply policies inconsistently) their actions can risk crossing the line into retaliation.

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Yes, employees may take FMLA leave to avoid a flare-up
2026-02-10T06:00:00Z

Yes, employees may take FMLA leave to avoid a flare-up

Employees who meet the eligibility criteria under the federal Family and Medical Leave Act (FMLA) may take job-protected leave for reasons such as when they’re incapacitated by their own serious health condition.

Sometimes, those conditions can cause flare-ups. If employees take leave to avoid flare-ups, would taking preventative measures (like time off) qualify for FMLA protections?

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What does OSHA count as employee exposure records?
2026-02-10T06:00:00Z

What does OSHA count as employee exposure records?

Employers must retain employee exposure records for 30 years. Since OSHA could issue citations for failing to keep these records, employers need to understand exactly what OSHA considers an “employee exposure record.”

The standard at 1910.1020 defines these records to include certain sampling for toxic or hazardous substances, as well as records of hazardous chemicals used. These are rather broad categories, however.

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Proposal aligns hazmat regs with international standards
2026-02-10T06:00:00Z

Proposal aligns hazmat regs with international standards

The Pipeline and Hazardous Materials Safety Administration (PHMSA) has issued its proposed HM 215R rule, a broad update intended to align the Hazardous Materials Regulations (HMR) with the newest international standards. Published February 10, 2026, the proposal is open for public comment through April 13, 2026. It introduces extensive changes affecting classifications, proper shipping names, packaging rules, and modal requirements.

By updating U.S. regulations to reflect current global practices while declining to adopt international provisions deemed unnecessary, PHMSA intends to minimize compliance burdens, eliminate conflicting requirements, strengthen emergency response clarity, and support smooth movement of hazardous materials across borders.

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Common errors companies make when submitting air emissions inventories
2026-02-10T06:00:00Z

Common errors companies make when submitting air emissions inventories

Submitting accurate air emissions inventories (AEIs) is essential for regulatory compliance, public transparency, and long term environmental planning. Yet companies routinely make mistakes that delay approvals, trigger enforcement, or compromise data quality. Many of these errors stem from misunderstanding reporting rules such as EPA’s Air Emissions Reporting Requirements (AERR) and the Greenhouse Gas Reporting Program (GHGRP). Awareness of these pitfalls helps facilities avoid compliance failures and improve emission tracking systems.

Misunderstanding what must be reported

One of the most common errors is failing to understand which pollutants must be included. Under the AERR, states and delegated agencies must report annual emissions of criteria air pollutants (CAPs) including sulfur dioxide, nitrogen oxides, volatile organic compounds, carbon monoxide, lead, particulate matter (PM₂.₅ and PM₁₀), and ammonia. These pollutants drive national air quality planning and modeling.

Using incorrect or incomplete emission calculations

Facilities often make calculation errors when converting raw activity data into emissions. Many rely on outdated emission factors or incomplete process data. EPA urges states and regulated entities to use standardized estimation guidance from the Emission Inventory Improvement Program (EIIP) whenever possible. But companies may choose default factors without confirming they apply to the specific process, control efficiency, fuel type, or measurement method.

Under EPA’s proposed AERR revisions, if approved, the agency will require more detailed stack information such as release point coordinates, exhaust parameters, control device data, and stack test results. Failure to collect these details early can lead to rushed estimates or missing data.

Misreporting source categories

Another major issue is misidentifying emission sources. AERR distinguishes between point, nonpoint, mobile, and portable sources. Mislabeling a source may cause a facility to submit incomplete inventories or fail to meet the required reporting frequency. For example, point sources often require annual reporting, while nonpoint sources may follow triennial schedules.

Similarly, GHGRP reporting is broken into numerous subparts that define equipment types, fuel suppliers, industrial processes, and CO₂ injection activities. Companies sometimes choose the wrong subpart or assume their process is exempt, leading to incomplete data submissions.

Incorrect use of thresholds and applicability

Both AERR and GHGRP have emission-based thresholds. Companies frequently make errors when determining:

  • Whether they meet AERR Type A point source criteria;
  • Whether they exceed GHGRP reporting thresholds (generally 25,000 metric tons CO₂e annually); and
  • Whether HAP emissions exceed thresholds when HAP reporting is required by a state.

These mistakes usually occur when internal data systems lack consistent tracking or when actual emissions deviate from potential to emit estimates used in permitting.

Missing documentation and recordkeeping

EPA requires extensive documentation for emissions calculations, monitoring methods, stack tests, control equipment operation, and assumptions. GHGRP rules include detailed monitoring, QA/QC, missing data, and record retention requirements. Under proposed AERR rules, companies will also need to submit performance test and evaluation data. Missing or incomplete records often lead to rejected inventories.

Failing to track regulatory updates

Both AERR and GHGRP are undergoing major revisions. EPA’s proposed AERR updates aim to convert some triennial reporting to annual schedules, add HAP reporting, expand mobile source requirements, and require more detailed facility level data. Meanwhile, GHGRP is facing proposed cuts that eliminate reporting requirements for many source categories while delaying petroleum and natural gas reporting until 2034.

Companies that rely on outdated guidance or assume reporting rules remain static at risk of major compliance failures.

Improving AEI quality and compliance

Avoiding common errors begins with three fundamentals:

  • Use current regulatory guidance, emission factors, and calculation tools;
  • Maintain complete process data, stack test records, and QA/QC documentation; and
  • Assign knowledgeable staff to track AERR, GHGRP, and state-level changes.

Key to Remember: Accurate air emissions inventories play a crucial role in protecting public health, supporting air quality regulation, and demonstrating corporate responsibility. By understanding the most common pitfalls, companies can improve compliance and reduce costly reporting errors.

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