On Dec. 1, the U.S. government is raising the minimum salary threshold on paying overtime to white collar workers.

Businesses that focus on resiliency will benefit in the long run.

There are a growing number of resources available to address employee mental health issues.

Clear documentation is one way to avoid litigation and other hazards in the practice of integrated absence management.

Heightened scrutiny by the EEOC and DOL fuels litigation and shows a need for greater employer awareness.

Designating certain diseases as work hazards speeds up claims and streamlines the system, but may increase costs.

Risk managers should expand prohibitions on workplace bullying.

North Carolina’s dispute with the federal government over transgender use of bathrooms affects the wider issue of workplace discrimination.

Ever wish your company could go back and un-hire a bad apple? Hiring for integrity can minimize regrets as well as claims costs.

Adoption of paid family leave is becoming more widespread, but employers are struggling with a complex mix of rules and policies.

Undisciplined insurance purchasing practices leave dangerous gaps for expats.

Litigation against employers continues to rise.

The EEOC has revised its guidelines concerning worker retaliation, but opinions on the changes are mixed.

Employers face liability risks if the child of a traveling or expat female employee is infected.

If the Department of Labor wins the case, all companies may have to revise rules for immediate reporting of injuries.

Savvy companies are weighing the benefits of offering paid leave to valued employees against the cost of adding skilled absence managers.

Litigation against employers continues to rise, often with significant financial consequences.

Just because integrated absence management is hard to achieve doesn’t mean it shouldn’t be attempted.

Risk professionals spend too little time considering human capital risks.

Unforeseen liabilities in M&As may cause headaches for buyers.