CVSA Releases 2020 International Roadcheck Results

More than 50,000 North American Standard Level I, II, III and V Inspections were conducted throughout Canada, Mexico and the United States during the most recent Commercial Vehicle Safety Alliance’s (CVSA’s) annual International Roadcheck. This inspection and enforcement initiative highlights the work of 13,000 commercial motor vehicle inspectors throughout North America and acknowledges the compliance of motor carriers and professional drivers through the issuance of a CVSA decal on eligible vehicles.

In total, 50,151 inspections were conducted in 2020 during the three-day period, with nearly 13,088 CVSA decals issued. However, 12,254 vehicles were removed from the roadways for out-of-service violations, and 3,247 drivers were deemed unfit to perform their duties.

Out-of-service violations mean that either the inspected vehicle or driver will not be allowed to perform their duties until the violations in question are resolved. Out-of-service violations can affect motor carriers’ Compliance, Safety and Accountability (CSA) scores and their Safety Fitness Determination (SFD) ratings.



CVSA Inspection Specifics

The 50,151 inspections were classified as one of three different North American Standard (NAS) levels:

  1. Level I inspections consist of 37 steps, including an examination of commercial vehicles‘ mechanical fitness and of drivers’ operating requirements.
  2. Level II inspections generally include everything that can be checked without getting physically under the vehicle.
  3. Level III inspections include a review of driver requirements, such as a commercial driver’s license (CDL), vehicle documentation, cargo, record of duty status and other requirements.
  4. Level V inspections are equivalent to the Level I NAS inspection, except for the drivers are not present. These normally occur after an incident or arrest.

Of the 50,151 inspections conducted, 26,451 were Level I, 11,224 were Level II, 11,364 were Level III and 1,112 were Level V.

The 72-hour inspection and enforcement highlights the daily work of more than 13,000 commercial motor vehicle inspectors throughout North America.

The CVSA places a different emphasis on the International Roadcheck each year. The specific focus in 2020 was on driver requirements, which includes:

  1. Violations for driver’s age
  2. Commercial drivers’ license or operator’s/chauffer’s license or permit
  3. Medical/physical requirements
  4. Record of duty status
  5. Sickness or fatigue
  6. Intoxicating beverage, drugs and other substances

In total, there were 3,247 out-of-service violations.

Most Common United States Violations

The three most common out-of-service vehicle violations in the United States that occurred during the International Roadcheck inspections accounted for almost three-fourths of all such results:

  1. Braking systems—2,716 (25.4%)
  2. Tires—2,102 (19.7%)
  3. Lights—1,476 (13.8%)

Meanwhile, the three most common United States violations that resulted in a driver being put out-of-service made up more than three-fourths of the total:

  1. Hours of service—999 (32.5%)
  2. Other (e.g., moving violations, cellphone use)—694 (22.6%)
  3. Wrong class license—683 (22.2%)

Other CVSA Inspection Numbers

During the three days of checks, of the 33,714 Level I and Level II Inspections conducted in the United States, 2,288 CMVs carrying hazardous materials and/or dangerous goods were inspected. These consisted of standard Level I inspections as well as checks for compliance of shipping papers, placarding, marking, labeling, packaging and loading.

Of these inspections, the total number of out-of-service violations in the United States was 173. There was a 12% out-of-service rate for vehicles and 1.4% out-of-service rate for drivers. The most common violations among vehicles carrying hazardous materials and/or dangerous goods were:

  1. Loading—89 (51.4%)
  2. Shipping papers—38 (22%)
  3. Placarding—34 (19.7%)

Of the 50,151 total inspections, the overall out-of-service rate in North America for Level I, II and V inspections combined was 20.9%.

Anastasi Insurance Agency knows how hard you work and how important the trucking industry is to our country.

Our Truck Team is here to help you in both these areas – Call me for an evaluation

Predicting the future Cost of Work Comp






Workers’ Compensation Trends to Watch in 2021

Not only is workers’ compensation coverage required in most states, but it also plays a major role in connecting injured employees to the care they need to return to work as quickly and safely as possible. That’s why it’s crucial for your organization to develop an effective workers’ compensation program.

To ensure a successful program, it’s important to stay up to date on the latest workers’ compensation trends. In doing so, your organization will have the information needed to respond appropriately and make any necessary workers’ compensation program adjustments.

Don’t let your organization fall behind in this evolving risk landscape. Review the following guidance to learn more about workers’ compensation trends to watch in 2021.

The Effects of COVID-19

As the coronavirus pandemic continues, many employers have had to make a wide range of organizational adjustments—such as going remote, changing employees’ roles, implementing lay-offs or furloughs, or temporarily halting operations. 

These adjustments, depending on which state you are in, could be subject to various workers’ compensation-related reporting changes, as well as potentially impact your organization’s premium costs and experience modification factor. This is because your workplace risks and safety exposures have likely changed due to such adjustments. Be sure to consult legal counsel for additional, state-specific guidance on the impact of such adjustments.

Your organization should also prepare for workers’ compensation claims related to COVID-19 exposure. Generally, in terms of COVID-19, claims are evaluated on a case-by-case basis, and coverage may be triggered if both of the following are true:

  • The illness in question arises out of the course and scope of employment.
  • The illness in question arises out of or is caused by job-specific conditions and not an ordinary disease of life (e.g., the common cold) to which the general public is exposed.

Keep in mind that every claim is different. When it comes to compensability, you’ll need to evaluate what jobs or tasks an employee was performing when they were exposed to COVID-19. Additionally, states are going to have different thresholds for COVID-19 compensability. Some states may have more general language regarding workplace illnesses, and communicable and contagious diseases in their statutes, while others have issued specific guidance on COVID-19 claims. 

Specifically, a number of states have enacted legislation and issued executive orders that expand workers’ compensation coverage for certain employees (e.g., health care workers and first responders). In particular, some states have created new rules regarding COVID-19 presumptions. A presumption describes the conditions in which an employee’s injury or illness is presumed to have happened on the job and should be compensated. Be sure to track your specific state’s developments regarding the interaction between COVID-19 cases and workers’ compensation claims. 

In any case, it’s important for your organization to implement workplace health and safety measures to help protect your staff from COVID-19 exposure and limit the likelihood of related claims. Further, review guidance from your state workers’ compensation board and speak with an insurance professional to learn more about how your coverage may or may not respond to COVID-19 claims.

The Adoption of Telemedicine

The coronavirus pandemic has certainly contributed to an acceleration in the adoption of telemedicine within the workers’ compensation realm. However, workplace health and safety experts anticipate that telemedicine will remain a key offering even after the pandemic subsides.

Telemedicine allows employees to receive medical services virtually after they’ve been injured on the job. Examples of telemedicine in action may include video consultations with care providers following an injury (allowing for a virtual evaluation and diagnosis) and text message alerts that remind the recovering employee of treatment steps or upcoming appointments. 

Telemedicine can be useful in situations where medical care isn’t easily accessible to staff, such as: 

  • When an injury occurs during an overnight shift and most treatment facilities have closed
  • If your workplace is located in an area where there are limited care facilities nearby
  • If your organization frequently conducts work off-site—making care availability unpredictable

Telemedicine is also an increasingly viable option to help staff avoid the risks of in-person visits or having to navigate adjusted clinic schedules during the coronavirus pandemic.

In addition to providing employees with easy access to medical care following an injury, utilizing telemedicine can offer a variety of key benefits to your workers’ compensation program. This includes transportation and time savings by limiting physical trips to the doctor, simplified access to medical specialists and improved recovery capabilities for injured employees—minimizing treatment delays.

Further, the combination of these benefits can, in turn, help reduce your organization’s overall workers’ compensation claim costs—limiting the need for in-person treatment while still ensuring quality care and a speedy recovery. 

However, keep in mind that telemedicine is not a universal care solution for all workplace injuries. This offering only applies to non-urgent situations. In-person treatment will always be necessary in the event of an emergency. Even in non-urgent situations, telemedicine may still need to be combined with in-person treatment.  

The Impact of Mega Claims

Another trend that has become a costly issue in the realm of workers’ compensation is the surge in mega claims. These are exceptionally large claims—totaling $3 million or more in incurred losses. 

In regard to workers’ compensation, these claims typically stem from employees experiencing severe (and possibly permanent) injuries on the job. While the causes of these injuries vary, mega claims are usually attributed to falls, motor vehicle accidents and struck-by incidents. In some cases, however, mega claims can develop slowly—particularly when caused by minor injuries that go untreated.

Mega claims are not only expensive, but often lengthier and more complex in nature. Such claims can leave lasting impacts on your organization by way of hefty costs, lost time and the potential for severe reputational damage. 

What’s more, mega claims have become a rising concern in the past decade. In fact, according to a recent study conducted by the National Council on Compensation Insurance (NCCI), these claims have reached a 12-year high—increasing in both frequency and severity. This increase has been attributed to several possible factors, such as changes in mortality patterns, medical advances and a rise in health care costs.

Despite their devastating impact, mega claims may be preventable in some instances. To combat such claims, it’s critical to ramp up your safety efforts—particularly when it comes to preventing falls, motor vehicle accidents and struck-by incidents.

The Rise in Comorbidities

The rising concern of comorbidities has also become a recent workers’ compensation trend. Put simply, a comorbidity is the simultaneous presence of two or more medical diagnoses for an individual.

Comorbid conditions are typically long-term health complications that have the potential to increase the severity of other injuries or illnesses that the affected individual may experience, making it more difficult to fully recover. Common comorbid conditions include obesity, diabetes, hypertension, depression, anxiety and substance abuse.

According to a study conducted by the NCCI, workers’ compensation claims involving comorbidities have nearly tripled since 2000. Further, the average cost of workers’ compensation claims connected to a comorbid condition is almost twice as much as that of comparable claims that don’t involve comorbidities. 

This increase in workers’ compensation costs is likely tied to the often complex, long-term nature of claims that involve comorbidities. After all, individuals who have comorbid conditions typically take longer to heal from an injury, are more prone to develop additional complications due to an injury and are even at an increased risk of being left permanently disabled by an injury. 

To combat the potential impact of comorbidities, many employers have found success by implementing wellness initiatives. In other words, if your organization takes the time to address chronic health conditions and improve the overall well-being of your staff, you could reduce the severity of workers’ compensation claims and maintain low comorbidity rates overall.

The Concern of Key Labor Trends

In recent years, filling jobs with experienced workers has been a challenge for organizations across industry lines due to ongoing labor shortages. As a result, many employers have begun hiring a larger number of inexperienced workers. However, such a practice comes with workers’ compensation risks. 

In fact, according to a recent survey conducted by the Golden Triangle Business Roundtable in Texas, employees with less than five years of experience contribute to 43% of overall workplace injuries. This is likely because inexperienced workers often lack years of safety training and may be more willing to take unnecessary risks. 

In addition to a rise in inexperienced employees, the past decade has also brought on an aging workforce. According to the U.S. Bureau of Labor Statistics, the share of employees over the age of 55 in the labor force is expected to increase to nearly 25% by 2024 (up from 21.7% in 2014). Such a statistic is notable, as the cost of workers’ compensation claims generally increases as employees age. After all, because health typically diminishes with age, the impact of minor injuries can be more severe for older workers—taking them longer to fully recover. 

Furthermore, age-related changes and declines can include a shorter memory, slower reaction times, a decline in vision and hearing, or a poor sense of balance. These limitations can lead to many injuries for older workers, including falls caused by poor vision or a slowed reaction time, sprains and strains due to a loss of strength or balance, and injuries from repetitive tasks.

These trends emphasize how crucial it is for your organization to promote a safe working culture and prioritize injury prevention. Specifically, be sure to conduct routine safety training for all employees and implement effective workplace safety policies.

The Results of Marijuana Legalization

Following the 2020 election results, medical marijuana is now legal in 36 states, and recreational marijuana is now legal in 15 states. In response, your organization will need to review changes to your state’s legislation (if any) and adjust your workers’ compensation program accordingly. 

In terms of medical marijuana, very few prescription drugs that are approved by the U.S. Food and Drug Administration (FDA) and contain marijuana exist on the market. And because doctors are only permitted to prescribe FDA-approved drugs, the actual prescription of medical marijuana for treatment is rare. That being said, if your state has legalized medical marijuana, it is best to consult legal counsel to ensure that your workers’ compensation program supports compliant treatment options.

In regard to recreational marijuana, it should be treated similarly to alcohol usage in the workplace. That is, it should be prohibited during work hours, as it can hinder employees’ abilities to perform tasks safely and increase the likelihood of injuries—contributing to workers’ compensation claims. 

We’re Here to Help

You don’t have to respond to this changing risk landscape alone. We’re here to help you navigate these trends with ease. For additional workers’ compensation resources, risk management guidance and insurance solutions, contact us today.

We Are Hiring! – Commercial Lines Producer

To Apply: Click Here

Commercial Lines Producer

Job Location:

Shrewsbury, MA 01545,USA, 01545

Job Category:

Insurance Sales


About Anastasi Insurance Agency Inc


Having specialized in trucking and construction related industries across multiple states over the last 22 years our organic growth has consistently been in the double digits. With this specialized knowledge along with our affiliation with Renaissance Alliance we effectively compete with the regional and national brokerages.

Our plan is to double agency revenue over the next 4-5 years through organic growth in well defined niche markets over multiple states. Our current size lends itself to great flexibility and extraordinary opportunity to our employees and stakeholders.

As focused as we are in business development there is a deep appreciation of family responsibilities among our team members and we will always strive to maintain a balance.


Job Description


We actively seeking a sales professionals that is looking to expand into the highly lucrative field of business insurance.

A recent study commissioned by the Independent Insurance Agents of America in conjunction with Reagan Consulting found that the average commercial Lines agent handled a book of business generating $600,000 in revenue. That would translate into a gross wage of approximately $180,000!!!

Before the pandemic economists were predicting a boom in the formation of small to medium sized businesses in transportation and construction. As we come out of this pandemic there exists great pent up demand. if you don’t think so, take a look at the truck traffic or try getting your local plumber for a non emergency job.

And if that isn’t enough, the same study found the average age of todays insurance agent increased in 2018 by 2.7 years to age 57 – They are all getting ready to retire – this pandemic has kicked them in the gut.

And if you think the internet is taking over the property and casualty insurance for these businesses not in your lifetime. They are all looking for a tough minded aggressive agent that understand their business.



Salary Range: $30000.00 – $45000.00 per year

Flexible work from home options available


  • Aggressive commission schedule for new and renewal business
  • Deferred compensation plan
  • Ownership opportunities
  • Health Insurance
  • Retirement plan with matching
  • 40+ insurance companies/providers
  • Exceptional placement support
  • Experienced account managers and executives supporting you
  • Licensed in multiple states
  • Freedom to work remotely



Here is what is will take

  • 20% of your time prospecting new business leads and refining selling skills
  • 20% of your time studying insurance coverage and learning our pro active service plan
  • 20% of your time assisting in the management of your current book of business
  • 40% Taking care of your family

Based on a 168 hour week you do the math.

If you are committed to a 40 hour work week – DON’T ANSWER THIS AD. But if you are looking to make what the top 5% of wage earners in the US make – contact me.

”I am committed to getting your book of business to $1,000,000 in commission revenue within 6 years. This will put you in the top 5%, obtain financial freedom and revered by your peers.”

Paul M Anastasi, President




  • Obtain your property and casualty license
  • Focus on Transportations and Construction businesses that pay from $50,000 to $1,000,000 per year in premium
  • Embrace a system that over serves the top 20% of your book thru a pro active service time line
  • Willing to embrace a rigorous immersion into our selling system
  • Hard working, disciplined and coachable


A Guide to Creating and Updating Driver Qualification Files


When it comes to managing a fleet, there’s a lot to consider. Not only do you have to ensure every vehicle under your care is safe and operational, but there are also specific Federal Motor Carrier Safety Administration (FMCSA) requirements you must follow in order to remain compliant and avoid potential fines. One complex and often overlooked requirement relates to driver qualification (DQ) files.

DQ files are critical documents motor carriers  are required to develop and maintain by law. These documents serve as proof that motor carriers are hiring qualified drivers and that those drivers are legally fit for the road throughout their years of service. 

Motor carriers must have a DQ file for each one of their drivers—including owner/operators—regardless of how many drivers they have in their fleet. The FMCSA has very specific guidelines on the types of information carriers need to have in DQ files as well as how often that information needs to be reviewed. Failing to maintain DQ files as required by the FMCSA can trigger fines, audits or even lead to your business being placed out of service.

Further complicating matters, record retention is a common area of confusion when it comes to DQ files. Some aspects of your files are permanent, while others need to be updated on a continuous basis. Ensuring that your organization has DQ files in good standing for all of your drivers will save you valuable time and—most importantly—protect you should a claim be brought against one of your drivers.

This guide is meant to provide a general overview of DQ files, highlighting what you need to have on hand for each of your drivers and how long you must retain those documents.


Table of Contents

Introduction 2

Components of a DQ File 4

Permanent Files 6

Driver’s Application for Employment 6

Driver’s Road Test Certificate or Equivalent 6

Inquiry to Previous Employers: Safety Performance History Records Request 7

Safety Performance History Records: Driver Correction or Rebuttal 7

Inquiry to State Agencies for Three-year Driving Record (MVR) 8

Pre-employment Drug and Alcohol Documents 8

Pre-employment Testing 9

Permanent Files (Situational) 9

Documents to Review 10

Inquiry to State Agencies for Driving Record and MVR Review – Annual 10

Driver’s Certification of Violations – Annual 10

Medical Examination Report and Medical Examiner’s Certificate 10

Verification of Medical Examiner Listing 10

Going One Step Further 11

Appendix 12


To download this guide [A Guide to Creating and Updating Driver Qualification Files_]