When managers and staff feel like they must adjust or compromise their values to work within a company's structure, they may not be contributing all that they could to an organization's success. By speaking up and being true to their values, employees can support the organization in becoming stronger and more successful says Elizabeth Doty, a consultant and educator in the field of organizational learning.

BraunAbility, a company that modifies vehicles to make them wheelchair accessible, has created a small-town culture within its organization where everyone works together. The employee turnover rate in 2009 was less than 1 percent, and 50 percent of the employees have worked there for more than 10 years.

Stephanie Thomas, director of the Equal Employment Advisory and Litigation Support Division for Minimax Consulting LLC, wants to help you ward off problems you may not have even thought about. She is concerned with two little words in the Lilly Ledbetter Fair Pay Act, the (January 2009) legislation that discusses unlawful employment practices and how they impact compensation. The Act essentially says it is unlawful to make compensation decisions based on discriminatory decisions or other practices. What, exactly, are those other practices?

As Linda Galindo stresses the importance of Human Resources to an organization, she invokes the words of Jack Welch, former chief executive officer (CEO) of General Electric at the 2009 annual conference of the Society of Human Resource Management: “HR professionals have the most important jobs in the U.S. and should show their worth to their CEOs.”

A new MetLife study on employee benefits trends, conducted among over 1,500 benefits decision makers and 1,300 employees, reveals some surprising and disturbing statistics on the correlation between poor medical health and poor financial health. We asked Ronald Leopold, M.D., MetLife’s vice president of U.S. business to offer his insights on the findings.

There’s been much media talk lately about Dave Letterman’s affairs, not to mention the one involving ESPN’s Steve Phillips. In those cases, the personal ramifications for the two men were damaging—the kind of fallout that’s typical of such entanglements, even when the participants are just ordinary, non-high-profile people. But guess who else could be liable? Yes, their employers.