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
2025-10-13T05:00:00Z
NewsIndustry NewsHazmat SafetyHazmatIn-Depth ArticleFocus AreaUSAEnglishTransportationHazmat Rulemaking procedures
DG professionals speak up about industry challenges
When most people think of dangerous goods (DG) professionals, they picture experts who know how to keep lithium batteries from catching fire mid-flight or ensure that corrosives don’t leak in transit. What they don’t see are the internal battles these professionals fight every day for, such as budget, recognition, staffing, and accountability.
A 2025 COSTHA survey paints a vivid picture of these behind-the-scenes challenges. And while the industry has evolved since 2012, some of the most pressing issues remain stubbornly familiar.
Budget and recognition: Still an uphill climb
Let’s start with the elephant in the room, money. Budget constraints were the most frequently cited challenge in 2025. DG professionals reported difficulty securing funds for training, audits, staffing, and even basic compliance tools. In some cases, even though there’s support from leadership, there’s no funding for resources.
Closely tied to budget is recognition. Many DG professionals feel their work is misunderstood or undervalued by leadership. Some said their programs are seen as overhead rather than essential business functions.
Staffing and accountability
Many DG teams are small and stretched to the limit. Burnout is a real concern, especially when one person is expected to manage global compliance, training, audits, and incident response. Without clear career paths or recognition, retention becomes a challenge.
Even when DG professionals do everything right, they often struggle with accountability across their organizations. The survey highlighted a troubling trend: When others fail to follow DG regulations, there’s little enforcement. Without leadership support, it’s harder to maintain standards, especially across global teams.
Training, systems, and culture
Training remains a challenge. Respondents called out inconsistent onboarding, limited refresher opportunities, and a lack of advanced courses. Outdated or fragmented internal systems only add to the difficulty, making it hard to track compliance or share updates.
Underlying all these issues is a broader concern, compliance culture. Some DG professionals said their organizations treat compliance as a burden rather than a proactive safety strategy. Many companies are more focused on cutting costs than being compliant.
Moving forward
Despite these challenges, the survey shows a passionate, resilient community of professionals who care deeply about their work. They’re advocating for better training, stronger systems, and more recognition, not just for themselves, but for the safety of everyone involved in transporting hazardous materials.
Key to remember: DG professionals aren’t just compliance officers; they’re risk managers, educators, and safety leaders that face unseen challenges every day.
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RECENT INDUSTRY HIGHLIGHTS
2025-10-13T05:00:00Z
NewsOccupational Safety and Health Administration (OSHA), DOLIn-Depth ArticleUSAEnglishInjury and Illness Record Retention and UpdatingIndustry NewsSafety & HealthInjury and Illness RecordkeepingConstruction SafetyFirst Aid and MedicalInjury and Illness Recording CriteriaGeneral Industry SafetyAgriculture SafetyMaritime SafetyInjury and Illness Recordkeeping ApplicabilityFirst Aid and MedicalFocus AreaInjury and Illness Recordkeeping
Same injury, different story: OSHA vs. Workers’ Compensation
Many employers have made the mistake of believing an incident from their OSHA log should also be a workers’ compensation claim. However, that’s not always the case. An injury may land on your OSHA log but not qualify for workers’ compensation or vice versa.
OSHA recordkeeping is intended to track workplace injuries and illnesses to monitor safety performance and identify hazards. It focuses on workplace safety data and compliance. On the other hand, workers’ compensation focuses on employee financial and medical benefits to employees injured on the job, regardless of who is at fault.
Key differences
One primary difference is that OSHA and workers’ compensation differ in their definition of “work-related.” OSHA defines work-related as an event or exposure in the work environment that either caused or contributed to the condition or significantly aggravated a pre-existing injury or illness.
On the other hand, workers’ compensation generally considers an incident “work-related” when it was caused by or related to the job duties or occurred during work hours and while the employee is engaged in work-related activities.
Though these definitions seem the same on the surface, there is a key difference. OSHA presumes work-relatedness for injuries occurring in the work environment (unless exceptions apply), while workers’ compensation requires proof that the injury both arose from and occurred during employment.
Severity and treatment also play a role in how incidents are handled. OSHA requires injuries that require medical treatment beyond first aid to be recorded. Workers' compensation typically covers a much broader range of injuries including coverage of the administration of first aid. For example, a worker who suffered a back injury while playing in their weekend softball championship has the injury exacerbated at work to where they need medical treatment beyond first aid. This would be a recordable injury according to OSHA but may not be compensable by workers’ compensation rules since the injury didn’t occur in the work environment.
Pre-existing conditions can make a difference as well. If an injury is a significant aggravation of a pre-existing condition, it may be recordable under OSHA but not paid for under workers' compensation.
Personal and recreational activities are also key differences in how incidents are handled. For example, injuries that occur during personal activities on an off-site lunch break are typically not considered work-related under OSHA but could still be recordable under workers' compensation. Additionally, certain incidents, such as those involving voluntary participation in wellness programs or recreational activities, are not required to be recorded under OSHA but may still be compensable under workers' compensation.
The state where the incident occurs can also play a role in how OSHA and workers’ compensation pan out. Workers’ compensation is purely a state-owned program and differs for each state. From the OSHA lens, even if a state has their own OSHA-approved plan, each state must still comply with federal regulations at 29 CFR 1904.
A visual comparison
Understanding the differences between the two systems ensures that all relevant injuries are accurately recorded on the OSHA log and reported to workers’ compensation. Each serve distinct purposes and follow specific criteria.
Key reporting criteria for each include:
| IDENTIFIER | OSHA RECORDABLE | WORKERS' COMPENSATION |
| Reportability | Fatalities, hospitalizations, amputations, loss of an eye | All injuries may be compensable based on state law |
| Medical treatment | Must go beyond first aid | Any treatment may qualify |
| Restricted work | If employee can’t perform “routine” job functions | May be compensable if loss of wages occurs |
| Lost time | Any calendar day away from work | Only after a waiting period based on state law |
| Denied claims | Initially recorded; can be removed if determined to be non-work-related | Entered and investigated, even if claim in denied |
Knowing how each system defines and handles injuries helps employers:
- Avoid misreporting,
- Ensure timely and accurate claim processing,
- Maintain compliance,
- Manage risks effectively, and
- Support the fair treatment of injured workers.
This clarity also improves communication between interdepartmental teams (specifically safety, HR, and legal), reduces the risk of audits or penalties, and fosters a culture of transparency and trust in workplace safety practices.
Keys to remember: Understanding the differences between OSHA recordable incidents and workers’ compensation claims are essential for ensuring regulatory compliance, protecting workers, and avoiding potential legal disputes.
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2025-10-10T05:00:00Z
NewsIndustry NewsIndustry NewsFleet SafetyPhysical exam - Motor CarrierPhysical exam - Motor CarrierDriver qualificationsTransportationDriver qualification and hiringEnglishMedical examiner - Motor CarrierFocus AreaUSA
FMCSA extends waiver to allow CDL/CLP driver use of paper medical cards
Effective Monday October 13, 2025, through January 10, 2026, the Federal Motor Carrier Safety Administration (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 August 21 through October 12, 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 medial 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 recommends that certified medical examiners (CMEs) continue to issue paper MECs as well as submit examination results electronically, until further notice.
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.
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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2025-10-09T05:00:00Z
NewsIndustry NewsIndustry NewsFleet SafetyAnnual inspections - Motor CarrierFocus AreaUSAEnglishTransportationCMV Inspections
Transportation’s annual checkup: 2025 Roadcheck results
This year’s International Roadcheck results have been officially released, offering a glimpse into truck/motorcoach safety performance.
The Commercial Vehicle Safety Alliance’s (CVSA’s) three-day event from May 13–15, 2025, yielded 56,178 total inspections across Mexico, the U.S., and Canada. The areas of focus for this year’s event included an examination of records of duty status (RODS) and tires.
International Roadcheck 2025 results
Approximately 82 percent of commercial motor vehicles (CMVs) and 94 percent of CMV drivers got through the inspection without any out-of-service (OOS) violations.
In contrast, approximately:
- 18 percent (10,148) of inspected vehicles were placed OOS, and
- 6 percent (3,342) of CMV drivers were placed OOS.
Inspectors identified a total of 13,553 vehicle OOS violations and 3,317 driver OOS violations, as well as 177 hazardous materials/dangerous goods OOS violations.
2025 focus results
The 2025 driver focus area was on identifying false RODS, which are a serious violation that conceals a driver’s true number of hours on-duty or driving time. RODS violations accounted for 10 percent (332) of all driver OOS violations.
The 2025 vehicle focus area was on tires, which are critical for vehicle and roadway safety. In total, inspectors discovered 2,899 OOS violations related to tires, making up 21.4 percent of all vehicle OOS violations. Severe cuts, improperly rated tires, flat tires, and insufficient tread depth were all violations that could place a vehicle OOS.
Inspections by level
The 56,178 total inspection levels break down as follows:
- Level I Inspections: 30,060
- Level II Inspections: 13,150
- Level III Inspections: 11,743
- Level V Inspections: 1,225
Level I Inspections include a 37-step process that checks the driver’s credentials and the vehicle’s components while a Level II Inspection is a less-comprehensive walk-around driver and vehicle inspection. A Level III Inspection is a driver-only inspection and checks credentials, Clearinghouse status, and hours-of-service records. Finally, a Level V Inspection is a comprehensive vehicle-only inspection.
Top 5
Top 5 North American vehicle OOS violations:
- Brake Systems: 3,304
- Tires: 2,899
- 20% Defective Brakes: 2,257
- Lights: 1,737
- Cargo securement: 1,549
Top 5 North American driver OOS violations:
- Hours of service: 1,076
- No commercial driver’s license: 810
- No medical card: 493
- False logs: 332
- Suspended driver’s license/commercial driver’s license: 170
The top 5 North American hazardous materials/dangerous goods OOS violations:
- Loading: 51
- Shipping papers: 36
- Placards: 32
- Training certification: 30
- Markings: 13
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2025-10-09T05:00:00Z
NewsIndustry NewsCranes, Lifts, and ScaffoldingSafety & HealthCranes, Lifts, and ScaffoldingConstruction SafetyGeneral Industry SafetyIn-Depth ArticleEnglishFocus AreaUSA
Top 5 compliance FAQ’s for cranes, lifts, and scaffolds
Did you know that cranes, lifts, and scaffolds are some of the most frequently cited pieces of equipment during OSHA inspections?
Cranes, lifts, and scaffolds are essential for many worksites, both in construction and general industry. The OSHA regulations differ depending on whether your work falls under construction (29 CFR 1926) or general industry (29 CFR 1910).
Below are five common compliance questions employers frequently ask, with guidance for both environments.
1. What are the main OSHA standards that apply to cranes, lifts, and scaffolds?
The regulations are extensive, both for general industry and construction. While most of the requirements are very similar, we encourage you to review the regulations specific to your industry.
Construction:
- Cranes: 29 CFR 1926 Subpart CC (Cranes & Derricks in Construction)
- Aerial lifts: 29 CFR 1926.453 (part of Subpart L – Scaffolds)
- Scaffolds (including scissor lifts): 29 CFR 1926 Subpart L
General industry:
- Cranes: 29 CFR 1910.179 (Overhead & Gantry Cranes); 1910.180 (Crawler locomotive and truck cranes)
- Aerial lifts & scissor lifts: 29 CFR 1910.67
- Scaffolds: 29 CFR 1926 Subpart L
- Scissor lifts: 29 CFR 1926 Subpart L
Note that OSHA considers scissor lifts to be “mobile scaffolds” which are found in 1926 Subpart L and are applicable to both general industry and construction.
2. Who is allowed to operate cranes and aerial lifts?
OSHA requires only trained and qualified operators—but the qualification process varies slightly.
Construction: Crane operators must be certified by an accredited testing organization or through an audited employer program (1926.1427). Aerial lift operators must complete task-specific training before use.
General industry: While crane operators do not always need formal third-party certification, they must be designated, trained, and competent to operate safely (1910.179). Aerial lift operators must still be trained per 1910.67(c)(2).
In both settings, refresher training is required if unsafe operation or new equipment is introduced.
3. How often do cranes, lifts, and scaffolds need to be inspected?
Inspection frequency and documentation are important for all pieces of equipment.
- Cranes: Daily visual checks before use; monthly checks; and annual inspections by a qualified person are required in both industries.
- Aerial lifts: Pre-use inspections each day of operation are mandatory for both industries.
- Scaffolds: Must be inspected by a competent person before each shift and after any event that could affect stability.
4. What fall protection is required when using this equipment?
- Aerial lifts: Both standards require a body harness and lanyard attached to the lift’s designated anchor point.
- Scaffolds: Construction regulations have different fall protection requirements depending on which type of scaffold is used, while general industry applies fall protection at 4 feet (1910.28).
- Scissor lifts: While it is highly recommended, fall protection is not required in scissor lifts if there is adequate guardrails in good condition.
5. What are common violations to watch out for?
Top OSHA citations include:
- Untrained or uncertified operators
- Missing or damaged guardrails on scaffolds
- Failure to perform required inspections
- Overloading equipment beyond capacity
- Lack of fall protection during maintenance or setup
Proactive training, documented inspections, and strong safety culture reduce risk and help avoid citations under either standard.
Key to remember: Compliance with OSHA’s cranes, lifts, and scaffolds regulations protects workers and avoids hefty penalties from violations.
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2025-10-09T05:00:00Z
NewsWork-life balanceIn-Depth ArticleHR ManagementEnglishWellnessWellnessHuman ResourcesIndustry NewsHR GeneralistEmployee Mental HealthWorkplace StressAssociate RelationsFocus AreaUSA
Surprising ways to support stress relief in your workplace
Some workplace stress is inevitable. A customer’s mood, bad weather, heavy traffic, and tight deadlines can send stress levels soaring and often can’t be avoided or controlled.
While we can’t rid the workplace of stress completely, there are ways to turn down the temperature and reduce the chances that long-term stress will take its toll. October 10 is World Mental Health Day, and provides a great opportunity to look into ways to help workers ease the strain of stress. You might be surprised at the impact your policies, processes, and programs can make.
To set the tone for a supportive workplace culture:
- Be flexible. A lack of control is a significant source of stress. Offering the option for flexible work hours when possible, gives workers some control over when they do their jobs and can help them balance family obligations with workplace expectations. It also shows respect and builds trust. In addition, giving employees whose jobs can be done from home the opportunity to work remotely on one or more days of the week also provides them with control over where their work gets done and takes away the stress of a daily commute.
- Set boundaries. Establish policies around emails and phone calls, making it clear that workers ae not expected to respond after the workday ends. Encouraging employees to respond 24/7 saps energy and strains mental health. If after-hours coverage is needed, rotate responsibilities.
- Train managers to listen. Supervisors should be trained to communicate effectively with staff members. When employees have concerns, managers should practice active listening. This involves letting employees know they are being heard by making eye contact, asking questions, and engaging in conversation. In addition, training in empathy can help managers be more understanding and do a better job of addressing issues.
- Help employees with organization. Being disorganized can result in inefficiency and missed deadlines that bring stress and anxiety. Provide training in time management techniques and organizational skills that can help employees reduce clutter, sort through tasks, and focus on priorities.
- Emphasize wellness. Eating right, getting enough sleep, and being active support resilience and help employees do a better job of coping with stress.
- Shine the spotlight on mental health. Promote the mental health benefits offered by your company. Publicize your employee assistance program and local mental health services through articles on your intranet, newsletters, team meeting discussions, and posters in the break room and bathrooms.
- Provide options for volunteering. Helping others provides workers with a sense of purpose and the benefit of working toward a common goal, as well as social connections and emotional support.
Key to remember: In honor of World Mental Health Day, take time to consider how your policies, process, and programs can help ease workplace stress.
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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.