The latest “Stress in America Survey” confirms that work is stressing out people. One stress solution that works, according to the American Psychological Association: wellness programs that offer incentives to employees who trade overeating, smoking and other harmful habits for healthier behaviors.

When violence occurs at work, employees may say their violent co-worker "just snapped." But, the truth is, people usually don't snap. They display warning signs long before they actually act out. Too many supervisors let things like threats and argumentative behavior slide until it's too late ...

Maybe you already know the basics of the Family and Medical Leave Act (FMLA). But do you know how to leverage all the employer protetions in the law so you're not taken advantage of? Because of the strict limits on what an employer may ask an employee, follow these 10 steps to maintain an effective FMLA anti-fraud program:

Q. A few of our employees have added their spouses to our health benefits plan. We’ve heard through the grapevine that some of these couples aren’t actually married. Can we check on this without being discriminatory?

Goldilocks could relate. For some, offices are too hot, while others are too cold. Only half say the temp’s just right. After you’ve separated workers who battle for control of the thermostat, what’s the best way to stop flaring tempers and cold shoulders at work? Hint: Layers.

Employees who celebrate 10 years with Kansas City, Mo.-based Lockton Cos. get a big thank-you from company brass: a Rolex watch. The insurance broker gave away more than 60 of the high-end watches in 2009, according to Communications Director Dean Davison.

The cost cutting and staff reductions may not be completely over, but as the economy begins its recovery, HR will be dealing with new challenges in 2010. Here are 10 trends to expect in the coming year, plus tips and tools to help you respond to each.

When employees say they’re having trouble completing their job duties because of their ADA-qualifying disabilities, employers are required to enter into an “interactive process” to find accommodations that allow them to perform the job’s essential functions. That’s where the newly updated, redesigned Job Accommodation Network (JAN) site can come in handy.

As the economic downturn trudges on, many workers are struggling with household budgets. In fact, six out of 10 recently surveyed workers said they live paycheck to paycheck. Savings rates are dropping and retirement funds are drying up. Here's how HR can provide genuine help—without adding budget costs.

Test your knowledge of recent trends in employment law, comp & benefits and other HR issues with our monthly mini-quiz ...

Starting this month, IBM will begin paying all of its employees’ primary care health costs—with no co-pays or deductibles. At the same time, the organization is offering new cash incentives to encourage employees to eat healthier and exercise. Employees can receive up to $300 in cash a year.

When was the last time you reviewed your company’s bulletin boards in the break room or alongside the time clock? Do they show the correct, updated federal- and state-law posters? A little time spent seeing what’s there—and what’s missing—will keep you in compliance with state and federal laws.

Three-quarters of the women employees who got promoted last year at alcoholic beverage maker Diageo had flexible work schedules, including job sharing, flextime, compressed hours and telework. Among all female workers at the company, half reduced their hours at some point during the year, and 60% used flextime.

Gay marriage proponents suffered a major setback when the New Jersey Senate rejected a gay marriage bill in a 20-14 vote. Supporters had hoped to get the bill passed before Gov. Jon Corzine left office on Jan. 19. Newly sworn-in Gov. Christopher Christie opposes it.

Having employees handle their own pay and benefits administration is the Holy Grail for HR professionals. You’d like every worker to independently access forms and find answers to payroll and benefits questions online. But old habits die hard. Solution: Initiate a long-term, multimedia strategy using techniques that encourage employees to help themselves.

Goals are the heart of any pay-for-performance system. They set the standard against which employees’ progress is measured—and on which bonuses and raises are based. But goal setting can be a tightrope act. To establish goals that improve organizational performance, ask these eight questions, developed by the Harvard Business School:

Corporate counsels are preparing for a big year of litigation, with 42% of them anticipating an increase in legal disputes their companies will face in the next 12 months. That’s up from 34% last year, according to the annual litigation survey by Fulbright & Jaworski.

Customers who phone the call center at Ascend One, a debt management company in Columbia, Md., are likely to talk to an employee who’s dressed in pajamas. Since 2006, the organization has allowed its call center employees to work from home, and about half of them—300 or so—have accepted the offer.

Here’s a situation that never occurred to me. One of our employees was on vacation for a week, but was sick for two days. When she got back, she put down three days of vacation and two days of sick leave. I said, “No way! Regardless of what you’re doing while you’re on vacation, it’s still vacation.” The employee can’t understand the problem, and I’m having a hard time articulating it any clearer than that. Has anyone dealt with this scenario? What should I tell her?—BM, Florida

If you have a strict grooming policy or are considering implementing one, make sure you first understand what you can and cannot require employees to wear or what grooming standards you can legally enforce. Employees can and do sue when their employers try to impose rules that interfere with religious beliefs, reflect sexual stereotypes or are simply demeaning.

Here’s a problem you might not see coming. Let’s say you have an employee who belongs to a protected class, and whose skills you believe will help when relating to others of the same protected class. Before you decide to assign work to the employee based on those skills, consider whether doing so is, in effect, unspoken segregation.

Sometimes, it makes sense to make an accommodation even if you aren’t entirely convinced the employee is disabled or that the accommodation will work. Think of it as a risk/benefit analysis. If the requested accommodation is easy to implement and doesn’t cost a lot, why not make it? It’s probably much cheaper than defending an ADA lawsuit.

When supervisors and managers have to deal with an employee they perceive as trouble, emotions can take over. That’s bad news. Warn them that anytime they have to deliver bad news to an employee—for example, while disciplining or firing—they must refrain from making smart-aleck comments. Wisecracks are too easy to misinterpret, especially if the employee already thinks the employer is out to get him.

With so many companies focused on downsizing to contain costs in a down economy, many employers have failed to prepare for a pending change that will significantly alter workforce demographics. Beginning in 2011, the first of the baby boomers will turn 65. As the rest of the roughly 70 million baby boomers follow, we’ll see a major shift in the age of our society—and our workforces. This shift will have a significant impact on employers.

Q. My company wants to begin substance-abuse testing of employees that it suspects are under the influence of drugs or alcohol in the workplace. We already have a drug- and alcohol-free workplace policy. Is there anything else we need to do to allow us to test employees for illegal drugs or alcohol?