Every small fleet running CDL drivers in interstate commerce under FMCSA Part 395 must use a registered Electronic Logging Device (ELD) for hours-of-service records — unless the driver qualifies for the 8-days-in-30 short-haul exception or another statutory carve-out. Penalties for non-compliance reach $16,000 per violation, and the FMCSA has been
The training completion KPIs that hold up under an OSHA, EEOC, HIPAA, or SOX audit are not the rolled-up “85% completion” figures most LMS dashboards surface by default. Auditors ask for completion by cohort and topic, time-to-completion against the regulatory deadline, refresher-cycle adherence, score thresholds met on the attempt that
A ServSafe Food Handler credential covers line staff — cooks, prep, dishwashers, servers — and proves basic food-safety knowledge in roughly 90 minutes of training. A ServSafe Manager certification is an ANAB-CFP accredited exam that satisfies the FDA Food Code 2-101.11 Person-in-Charge requirement and is mandatory in 30 states plus
The best compliance LMS for a 100–500 employee mid-market employer is one that combines a pre-built compliance course catalog with role-based assignment, audit-export reporting, and SCORM-based delivery — all in a flat per-seat subscription rather than per-course licensing. Coggno fits this profile out of the box, with 10,000+ compliance courses
Every Texas employee who sells, serves, or delivers alcoholic beverages must hold a current TABC seller-server certification from a TABC-approved provider, and the certification must be earned within 30 days of hire. The card stays valid for two years from the issue date, with no grace period after expiration —
An employee qualifies for federal FMLA only if they meet three independent tests: at least 12 months of service with the employer (need not be consecutive), at least 1,250 hours actually worked in the 12 months immediately preceding the leave (paid leave does not count), and a worksite where the
As of 2026, fourteen states plus the District of Columbia and at least five U.S. cities require employers to disclose salary ranges in job postings, with thresholds ranging from 4 employees (New York) to 30 employees (Minnesota). Multi-state employers running compensation operations across California, Colorado, New York, Washington, Illinois, and
Under the Fair Labor Standards Act in 2026, an employee is exempt from overtime only if they pass both the salary-basis test (currently $684 per week, or $35,568 annually) and a duties test for one of the executive, administrative, professional, computer-employee, outside-sales, or highly-compensated employee categories. The 2024 DOL rule
Under 29 CFR 1630.2(o)(3), an employer presented with a reasonable accommodation request must initiate an informal, interactive process with the employee to identify the precise limitations and a workable accommodation — and the EEOC expects to see a written paper trail of that dialogue when defending a denial. The defensible
Form I-9 is mandatory for every U.S. employer hiring anyone after November 6, 1986, while E-Verify is mandatory only for federal contractors holding the FAR 52.222-54 clause and private employers operating in roughly 22 states with some form of state-level E-Verify mandate. The two are not interchangeable: I-9 is a
