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A new academic study finds that people who get along with their co-workers are less likely to suffer from depression and are better equipped to deal with the stresses of today's working life than those who don't. So why don't we all just get along?

Increased information on the potential incentivization of risky behavior may be the most complex change set forth in a 129-page SEC proxy-disclosure enhancement rule. The rules, which go into effect on Feb. 28, 2010, also set a threshold for disclosure of potential compensation-consultant conflicts-of-interest and require more information on board membership and corporate leadership structure.

A recent survey indicates that blacks are less likely than other groups to perceive their workplaces as fair. Meanwhile, race-based discrimination charges filed with the EEOC are at a 10-year high. What's going on?

The latest ruling on the ability of independent contractors to sue for discrimination adds to the split between the federal appellate courts on the issue. The split may ultimately persuade the U.S. Supreme Court to decide the issue. In the meantime, HR leaders would be wise to pursue processes that would head off litigation altogether.

Women make up nearly half of the union membership and that is having an impact on issues that come up at the bargaining table. There's more of an emphasis on work/life issues, paid sick leave and paternity leave, experts say.

While most organizations agree that workforce planning is important, most companies don't think they're doing a good enough job at it -- especially with the changes brought on by the economy. And for it to be truly effective, it should be a joint effort, including HR, finance, strategic planning and senior leadership.

A recent study finds that workers who covertly suffer from stress are more likely to have heart attacks or suffer from heart disease. And since these employees suffer in silence, there are limited options available for HR leaders who would like to help mediate the problem. Experts offer some ideas, however.

Employers have been warned to brace for heightened ID theft because of an ever-increasing number of bogus Web sites and phishing attempts. HR leaders should be more proactive in protecting and educating employees through a growing number of employer-sponsored solutions now available.

Many employers and their workers are underreporting workplace injuries and illnesses, according to a report from the Government Accountability Office. Flawed safety-incentive programs and the desire to keep workers' compensation rates low may be factors. HR leaders should stay away from programs that base safety rewards on the number of days without a reported injury.

Attendees at a White House summit offered ideas for job growth that included tax incentives, easier access to skilled talent abroad and boosting infrastructure spending. President Obama plans to review the suggestions offered during the summit -- which was derided as a PR stunt timed to coincide with a slightly positive unemployment report -- and turn them into plans for his administration.

A court ruling reversing a decision affecting Wal-Mart coupled with an agreement by Caterpillar to settle a 401(k) lawsuit will probably encourage more employees to begin class-action litigation because of retirement-fund fees. There are anywhere from one to two dozen similar suits pending in the courts already.

A recent survey finds that seven in 10 employers are using stock to motivate their employees -- and about half of them are issuing such equity to workers at the manager level. Potential problems with the practice, however, include possible dilution of the stock as well as the challenge of employee education.

Employment discrimination based on sexual orientation is persistent in both the private and public sector, according to a new study. As Congress hears testimony on a federal bill banning such bias, HR leaders should be proactive in prohibiting conduct that does not promote inclusiveness. But, as one expert notes, such bias "is often in the ears of the listener, and not as often in the heart of the speaker."

The Supreme Court will rule on whether decisions issued by the two incumbent members on the five member labor relations board are valid. A ruling throwing out all of the decisions issued since January 2008 could create chaos -- although there were few controversial decisions made during that time.

A law firm's talent-development program for associates -- which ties core competencies to advancement -- is attracting some attention. Even some observers who believe economics is playing a bigger role than admitted to by the firm say the program may offer a good model for other firms to copy.