Day: March 13, 2020

YOU HAVE A BAD REVIEW ON GLASSDOOR. NOW WHAT?

Hiring used to be a one-way street—employers held the key to dream careers, and hopeful job seekers waited for them to open doors. After a great interview, companies could call up former coworkers for references on a prospective employee. But what could the applicant do?
Unless they knew someone personally who worked at the company, candidates were traditionally out of luck when it came to getting a second opinion on the culture, work and leadership of a company. But today, with sites like Glassdoor, Paysa, and Fairygodboss, candidates can read all about what employees (current and former) think about your company in just a few clicks.
It’s a new world for employers, and it’s a difficult one to navigate. If an employee writes a bad review about your company, how should you react?

Ignore the Extreme

I recently received an email from a reader who wanted to know if they should respond to online attacks on their company from an employee who quit in… 1986. He liked to post Glassdoor reviews and even created blogs to smear the company. The posts were filled with grammar and spelling errors, and were clearly meant to do more harm than help potential candidates avoid a bad job. I advised the reader to leave the posts alone—these sites will remove posts that are fake or unreliable, and, like any crowdsourced content, one horrible review won’t mean much to prospects if it doesn’t match up with the rest of the comments.

Reflect on the Feedback

If your reviews claim the culture is negative, salary is under market, or vacation time isn’t possible, don’t dismiss them. Sure, your company policies may be impeccable, but if individual managers aren’t treating team members with respect, alerting leadership about high performers or approving time off, it doesn’t matter what the policies say.
This does not mean going on a witch-hunt to figure out which employee wrote the review in order to set him or her straight. It means reflecting on the feedback, and evaluating whether or not it’s true. If the complaints are about a lack of vacation, run a report on vacation usage. Does one department have a ton of unused vacation on the books? If your company is small, you can probably see for yourself that no one in IT has taken a vacation recently.
But what if the charge is more subjective, such as “the culture is oppressive”? The answer is to talk to employees, management and your executive team. You can hold in-person meetings, or run an anonymous feedback survey.

Review Your Policies

After researching the verity of a review, take a closer look at your policies. You may find that certain policies, even those created with good intentions, have backfired.
For example, let’s say you have a strict policy of no more than a 10 percent raise with a promotion. That sounds fair, until you realize that the 10 percent raise rarely brings employee up to a market rate salary when they reach the manager level. You may have a huge drop-off of employees in that position, and turnover is expensive—especially for more senior roles.
The same is true for onerous review processes or forced rankings. There may be good reasons behind these policies, but they may not be creating the results you hoped for. Practice more transparency with employees, and consider weighing the eventual impact of certain policies on your retention rate and engagement levels.

Respond—Yes, Really

Review sites like Glassdoor actually want you to respond to reviews. As Lisa Holden, Employer Communications Manager at Glassdoor, wrote to me, “Glassdoor makes sure everyone is entitled to their opinion about a company, and that includes the employer… Since 90 percent of folks find the employer perspective useful when learning about jobs and companies, [responding] is a great way to make sure your voice is part of this discussion.”
In your response, just remember to state the facts and offer your support either way. For example: “Our policy at Acme Inc. is to allow everyone 3 weeks of paid time off, in addition to holidays. We’ve looked into this allegation and found that some managers were preventing employees from using their vacation, and we are working to rectify that situation. Please come to HR if you’re not able to use your vacation. We have your back.”
When it comes to more subjective reviews like culture, respond with care. Instead of, “Yeah, well, we like it here! Good riddance!” or “We’re sorry you feel this way,” try “Thanks for bringing this to our attention! We want to make sure everyone feels comfortable and will take your thoughts into consideration.”
Don’t forget to respond to positive comments as well. Overall, feedback that goes two ways is a great thing—just as your employees develop throughout their careers, your business should develop as it grows and expands. A listening ear, clear communication and thoughtful policies can go a long way toward making your company a great place to work.

Earn up to $6,000 in Grants Towards your Medical Assisting Degree!

UPDATE: The Medical Assisting Grant offered for the May 2016 semester is no longer being offered. To determine if you’re eligible to receive grant, scholarship or loan funding to help pay for your education, please contact the financial aid department at Bryant & Stratton College.
Bryant & Stratton College recently introduced an exciting educational grant program for new Medical Assisting students who began their degree program in May 2016.
Qualifying students enrolling in our Medical Assisting associate degree program were eligible for up to $6,000 in funds, awarded through the Medical Assisting Opportunity Grant Program. This new grant provided students with valuable savings as they pursue a rewarding degree in Medical Assisting.
The Medical Assisting associate degree program provides a high-quality education designed to propel graduating students into the medical assisting career field. In addition to academics, Bryant & Stratton College focuses on career-ready education as a cornerstone of this program.  Key employer feedback was utilized in determining the courses and career preparation which make up this degree program. A strong mix of classroom and lab work ensures that students complete the program with a foundation in the theory and practice necessary to succeed as a Medical Assistant.
With the Medical Assisting Opportunity grant, students gain a decided financial advantage towards a degree program in an exciting, growing professional field.
Upon applying for the Medical Assisting program, students work with their personal admissions and financial aid representatives to apply for any medical assistant scholarships or grants available. All courses must be completed and GPA requirements must be met for the grant to be awarded.
To find out if you qualify for a Medical Assistant grant or scholarship call 1-888-836-9748 or apply today!

THE SECRET TO MEANINGFUL GOALS IS ASKING ‘WHY’ FIRST

During the first few weeks of every year, the majority of our conversations in the workplace are centered on goals. What are your personal resolutions? Professional resolutions? What are our team\’s objectives? How should our company change or advance this year?
We eventually come away with plans, timelines, and both \”safe\” and \”reach\” goals. I have no doubt that, for most of us, a considerable amount of time and thought goes into planning these annual objectives. But do we understand why we\’re setting goals in the first place?
In order to set meaningful goals that truly push our limits and help us improve, it is crucial to understand what motivates us to set goals — and whether those are meaningful and healthy motivations.

A Toe-Dip into Goal Theory

The literature of goal-setting theory offers two different psychological approaches: performance-oriented goal setting and learning-oriented goal setting.
People who are performance-oriented are also known as \”extrinsically motivated.\” They determine their success by the amount of recognition they receive from others. Performance-oriented people like awards, money and recognition. They want to be the best on the team, in the company and in the industry. And generally, they don\’t mind finding the easiest way to get there.
Learning-oriented people, on the other hand, are \”intrinsically motivated.\” They measure success by the process as opposed to the destination. They enjoy learning new things and often engage in activities for the sole purpose of trying something unfamiliar — even if they are not the best at it. They don\’t like cutting corners, and instead prefer to fully immerse themselves in a new project, activity or topic until they fully understand it.
But perhaps the most significant difference between performance- and learning-oriented people is how each group views failure. As you might guess, performance-oriented people avoid failure at all costs. Learning-oriented people? They tend to see failure as necessary.

The Importance of Balance—and Falling

Originally, psychologists categorized people as either performance- or learning-oriented people, until studies emerged showing that people can be multiple goal-oriented. In other words, we may be extrinsically motivated in some areas of life, and intrinsically motivated in or for others. Sometimes, it\’s a mix of both.
This range of motivations begs us to be honest with ourselves and others when setting goals: Are you taking a performance-oriented approach, or a learning-oriented approach? Both are of value, but relying too much on one or the other could be harmful. HR pros should ensure that managers are providing their individual employees and the team with a mix of both — you can have a sales quota, but it shouldn\’t come at the expense of great customer service, management skills and creativity.
Most importantly, while goal setting requires striking a balance between performance and learning, it also requires not being afraid to fall along the way.
During your goal setting meetings this month — whether it\’s with your direct team, the C-suite or an individual employee — focus on penning down a few objectives outside of the collective comfort zone. Demonstrate that failure is integral to success. (And for those performance-oriented people, try framing failure in a new light with a \”Best Failure of the Year\” award — making a gusty risk may not go as planned, but there\’s always a lesson to be learned.)

Always Be Developing

As you finalize your goals for this year, also remember that progress isn\’t just annual — it\’s ongoing. Continue to revisit the goals you set, and continue to think about the creating a balance between performance and learning, and success and failure.
I often repeat the phrase \”always be developing\” to my team at Cornerstone, because I believe that our potential is limitless — we can always do more, learn more and see more. This can be a scary thing, yes, but it should also be exciting. If you apply the same mentality to your goal setting and development this year, I guarantee you will be surprised by the things you never knew you could accomplish.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Should I Stop Using Social Media?

We’ve all heard horror stories about individuals who have gotten fired from their job or weren’t considered for a job because of something they posted on Facebook or Twitter. These cautionary tales have us double and triple checking our privacy settings.
Does this mean you should stop using social media if you are on the job hunt or as a safe way to approach career management? According to panelists from the “Job Ready or Not?” event, hosted by Bryant & Stratton College Online, if used appropriately, social media can be an asset during your job search. The event’s panel consisted of HR and hiring experts from CareerBuilder, Enterprise, Humana, Marriott International and Microsoft.
Rather than offering anecdotes about why you should be careful about what photos you post, panelists focused on how to leverage social media to your advantage. Become an expert According to director of digital talent for Marriott International, Jessica Lee, one of the best ways to leverage social media is to position yourself as a subject matter expert.
“You have people who are accountants, for example, who are blogging using social media to share best practices,” she says. “You have healthcare experts, everyone from people in the pharmaceutical space to hospitals, who are sharing articles, having conversations, and putting themselves out there so that they can position themselves as experts.”
How can you position yourself as an expert? Share relevant industry articles on Facebook, Twitter, Pinterest, or LinkedIn and remember to add your own thoughts and commentary to the post. Join the conversation Maybe you don’t feel comfortable enough to become a subject matter expert. That doesn’t mean that you can’t use social media to your advantage.
Another option is to join the conversation already being held about your industry. Pay attention to major influencers and pipe in when you have something to contribute. Doing this will not only show off your knowledge but also has potential to help you grow your network.
“It’s a bit of an organic process,” explains Lee, “and over time, I think that’s where things can grow and flourish.”
Have you recently worked on a project you’re especially proud of? Use social media to share your projects or portfolios with others and get them noticed. LinkedIn recently added functionality that allows individuals to upload files. Take advantage of this to bolster your profile. While you’re on LinkedIn, Heather Tinguely, program manager of Global Talent Labs at Microsoft, also suggests checking that your profile is up to date. Update your employability skills and make it a habit to update your profile with relevant achievements as they happen so you don’t forget about them when it’s time to update your resume.
Also, don’t be shy about asking colleagues and supervisors for recommendations.
“Make sure that you have references on there, because that’s your virtual [resume],” says Tingly.
Bryant & Stratton College Online is dedicated to helping students improve their employability skills and become job ready. Through outcomes-based education and career training, Bryant & Stratton College Online helps students learn the technical skills as well as the soft skills they’ll need to be successful in a career. If you are interested in learning more about the online degree programs at Bryant & Stratton College Online, please call 1.888.447.3528 to speak with an admissions representative.

UVM Students Find Local Food Hub Inspiration in Vermont

The temperature was 12 below when a busload of UVM students arrived at a nondescript business park off Route 100 in Waitsfield.
From the outside, the green, industrial building didn’t look like a thriving food enterprise. But on the inside – with 4,000 square-feet of freezers, storage, a loading dock, and processing space – it became immediately clear to students that local food was the mission.
The Mad River Food Hub hosted 25 students in UVM’s new Food Hub Management Certificate Program for a two-hour tour and Q&A session last week. Students in the program met in Vermont last week to attend lectures and visit local food hubs, distributors, businesses – including The Intervale Food Hub, Black River Produce, and the Mad River Food Hub.
The visits gave students a powerful impression of Vermont’s commitment to the local food system.
“The food hubs we visited this week varied greatly in size, strategy and incorporation, but one common thread was the passion and drive of the managers and employees,” said student Benjamin Bartley, food access director at The Arcadia Center for Sustainable Food & Agriculture in Alexandra, Va. “As one food hub owner explained, this is a dynamic business, built on the strength of relationships. We need more people in the good food movement.”

Touring the Mad River Food Hub

Robin Morris is the founder of the Mad River Food Hub. He is teaching UVM Food Hub Program students two modules on finance in February. Joshua Gibbs, the Mad River Food Hub’s General Manager, will be teaching students about food safety in March. Last week’s tour gave students an up close look at the facility’s operations and space.
Morris, who was instrumental in getting the UVM Food Hub Program established, told students he saw a need to help train food hub employees the essentials of food hub management. High quality staffing is one of the greatest challenges food hubs face and remains a key factor to their success.
The Mad River Food Hub’s facilities and services include shared-use meat and vegetable processing rooms, dry and cold storage, logistics, management, and local distribution. The facility is also a food business incubator that provides producers with the space and equipment to start a business without having to take on debts up front.
“We’re helping early stage food businesses scale up their production to meet growing demand for fresh, local food year-round,” Morris told the students, walking them through a large freezer (formerly owned by American Flatbread) stocked with beef, produce, and dairy.
Open since 2011, the Mad River Food Hub is a fully equipped, licensed vegetable and USDA inspected meat processing facility. It’s currently the only food hub in the Northeast to have a USDA inspected meat processing facility that is available to local farms and meat processors for shared use.
Morris, the former CFO of American Flatbread, told students how helping to build local, small food businesses supports the local economy and increases local food production, thereby contributing to a more robust food system.
UVM students tour one of the freezers at the Mad River Food Hub.

Students look around a freezer at the Mad River Food Hub.
Still, with food hubs popping up around Vermont and the rest of the country, Morris told students he needed a way to differentiate his business. He accomplished that by offering meat processing at the Mad River Food Hub.
“There is a clear need for meat processing and distribution in Vermont,” he says, noting that the Vermont Farm to Plate’s Strategic Plan calls for additional meat processing facilities by 2020. “Also, with the short growing season in Vermont, the best way to make the Mad River Food Hub financially viable was to add meat processing. When we included meat into our business plan, we saw that we could be financially viable.”
But it’s not just about the bottom line. “The number one thing you need are customers,” he explained. “Here at Mad River Food Hub, our customers are our partners.”

Finding Success with a Local Food Hub

The focus on customer service is why Greg Bove loves his job. Bove, a UVM alumnus who lives in Montpelier, works for the Mad River Food Hub as the facilities and operations supervisor. He’s also a student in the UVM Food Hub Program.
Bove wears many hats at the Mad River Food Hub. His job mainly involves making sure the production rooms and loading dock are clean and sanitized; stocking the food hub with sufficient paper goods, cleaning supplies, and packaging materials for customers; and helping the food hub’s driver prepare the day’s delivery route.
“My ultimate goal is to maintain customer satisfaction. Our customers rent space in our shared processing facility to create foods ranging from soup to pet food and chorizo to bean cookies,” Bove said. “While each customer is truly unique, all customers require a clean and safe environment to make their goods, a well-orchestrated facility where they can make the best use of their rental time and storage space, and an efficient distribution route for our driver to distribute the goods through central Vermont.”
Bove echoes Morris’s commitment to the importance of building and maintaining relationships with food producers, farmers and customers.
“While working here at the Mad River Food Hub, I have witnessed a culture of maintaining long-term relationships with our clients,” Bove said. “Good food is made when you have good relationships. Especially when dealing with local food and farmers, relationships are far superior to rigid rules and binding contracts. Seasonal crops can fail and the winter may take away real incomes. Any good food hub should harbor these enormous risks a farmer takes on independently.”

The Rise of Food Hubs

There are about 300 food hubs around the country. Sixty-two percent of food hubs in the United States have been in existence for five years or less.
By USDA definition, a food hub is a business or organization that actively manages the aggregation, distribution, and marketing of source-identified food products primarily from local and regional producers to strengthen their ability to satisfy wholesale, retail, and institutional demand.
“Food hubs are important because they serve the needs of both farmers and consumers. Our current food system values efficiency and corporate profits at the cost of producing truly safe food and system resiliency,” explained Bartley, the food access director of The Arcadia Center for Sustainable Food & Agriculture. “Food hubs are helping to reverse the commodification of what is inherently best when it’s most fresh and the genuine result of an organic, biological process. Food hubs value source identification, responsible production and farm viability, and these values help to strengthen local communities and the food movement.”
Vermont is home to several food hubs, including the Intervale Food Hub, Windham Farm and Food Network, Rutland Area Farm and Food Link, and Mad River Food Hub.
Vermont food hubs – and their values – are clearly setting an example for the rest of the country.
“Vermont is definitely a beacon of hope for those of us trying to improve our food system,” said student Kim Bayer, who is involved on developing the Washtenaw Food Hub in Ann Arbor, Michigan. “The growing mainstream support for local food, the diversity of food hub business models, and Vermont’s progressive legislative support and funding for its food community in general are all very inspiring.”
UVM Food Hub Program students toured the Mad River Food Hub.

UVM Food Hub Program students recently toured the Mad River Food Hub

Study Links Childhood Trauma With Chronic Disease in Adults

A major study has found that childhood abuse, neglect and other traumatic stressors are major risk factors for chronic health problems later in life.
Almost two-thirds of the participants in the Adverse Childhood Experiences (ACE) Study by the U.S. Centers for Disease Control and Kaiser Permanente reported at least one case of a childhood stressor, and more than one out of five reported three or more stressors. As those stressors increased, so did the risks for various adult health problems ranging from alcoholism and alcohol abuse to sexually transmitted diseases and unintended pregnancies.
“Using epidemiology and biostatistics, tools of public health education and training, these researchers were able to discover something very important about the breadth of factors that impact children’s health during their childhood, and years later, when they are adults,” said Jan Carney, M.D., M.P.H., associate dean for public health, professor of medicine and lead faculty for the University of Vermont’s online graduate public health certificate program. “Their findings have broad implications for prevention, and are being used by public health, mental health and social service agencies, and healthcare leaders and professionals, both in the U.S. and internationally.”
Participants were asked to report whether they had experienced these stressors:
  • Childhood abuse (emotional, physical or sexual)
  • Neglect (emotional or physical)
  • Household dysfunction (mother treated violently; household substance abuse; household mental illness; parental separation or divorce; or incarcerated household member)
The initial phase of the study was conducted by Kaiser Permanente from 1995 to 1997, when more than 17,000 participants – all Health Maintenance Organization (HMO) members – had standard physical exams and answered questions about their childhood experiences. The study used an ACE score to determine the total amount of stress during childhood.
The study’s principal investigators – Robert F. Anda, M.D., M.S., with the CDC and Vincent J. Felitti, M.D., with Kaiser Permanente – used this information as baseline data. They now are tracking the medical status of the 17,337 participants, 54 percent of whom are female and 46 percent male.
Interest in the study is growing. Recently, the CDC notes, investigators in Canada, China, Jordan, Norway, the Philippines and the United Kingdom have replicated the ACE Study or used its questionnaire. The World Health Organization and several American cities and states are also accessing and applying the data.
In addition, the study has resulted in more than 50 scientific articles and over 100 conference and workshop presentations. Recently, Dr. Felitti presented his findings in October at a Vermont conference of health care leaders, including public health and medical professionals.
Adverse Childhood Experiences and the Impact on Adult Health
Participants in the Adverse Childhood Experiences (ACE) Study by the U.S. Centers for Disease Control and Kaiser Permanente reported the number of childhood stressors they had experienced, resulting in an ACE Score. As the number of ACEs increased, so did the risk for the following health problems:
  • Alcoholism and alcohol abuse
  • Chronic obstructive pulmonary disease (COPD)
  • Depression
  • Fetal death
  • Health-related quality of life
  • Illicit drug use
  • Ischemic heart disease (IHD)
  • Liver disease
  • Risk for intimate partner violence
  • Multiple sexual partners
  • Sexually transmitted diseases (STDs)
  • Smoking
  • Suicide attempts Unintended pregnancies
  • Early initiation of smoking
  • Early initiation of sexual activity
  • Adolescent pregnancy

Bryant & Stratton College Allied Health Club Helps Community and Each Other

The most important word in this student groups’ title, is “allied”. Together, they raise money to help local nonprofits. Together, they host blood drives to bring much needed blood to the sick. Together they are students in both medical and non-medical fields driven by a single mission: to help their community. 
“I personally like the enthusiasm our club brings to brain storm ideas on fundraisers and where to donate our fundraising funds to,” said Len Lukasik president of the Allied Health Club, at the Bryant & Stratton College Milwaukee campus. “we work together to help out each other in so many different ways, that we are almost like a big family. it shows how our club members get behind one student who is asking for club participation and then receives a bunch of volunteers to help out in an event,” he said.
every year the club holds a minimum of six fundraisers. each time, the profits are donated to a local organization such as the american red cross, the aids resource center or the milwaukee women’s center, among others. and, each time you see a blood drive on campus, that too is the work of the allied health club as they partner with the blood center of wisconsin. student membership is free. each member is only asked to give “time, treasure or talent,” lukasik said.
what they gain is immeasurable. lukasik said through their volunteer work, the students have an opportunity to build soft skills in teamwork and leadership roles. they are also able to network with executives in each of the local organizations and build connections that will help them in the workplace after graduation. allied health club director, boakai paasewe, md, said this opportunity for students to work in the community gives them a competitive advantage.
“these students learn the importance of giving back to the community which is very important for their chosen field of work,” he said. “in addition, they learn about time management and prioritizing.”
club members not only help the community outside campus walls, but inside their own classrooms as well. students in this club look to each other for guidance when they are struggling with a class assignment. paasewe said since the club is made up of students from various academic levels, it is easy to find a mentor or tutor in the group if you need help.
“a student who is working (and going to school) and finding it difficult to find time to study, will find a student with a similar situation who is succeeding,” he said. and working together, they will both succeed.

Setting a Path for Young HR Professionals by Joining the SHRM

Here’s a great way to learn the ropes, set a career course and make contacts before you ever leave the college classroom: join the Society for Human Resource Management (SHRM).
Professional associations like this are not just for professionals. These organizations are happy to train, groom and teach the newest up and coming stars in their fields.
And SHRM membership is among the best when it comes to setting HR professionals on the path to success.
Director of Academic Initiatives for SHRM, Nancy Woolever, MAIS, SPHR, has outlined a list for HR students to follow as they complete their education and move into the field in order to be successful.
First, become involved with your local SHRM chapter. “A lot of professionals are just as interested in meeting students and giving them internships,” Woolever said. In fact, making those early connections, and leveraging as many opportunities as possible to complete an internship may help students land an HR job after graduation.
“Every time we do a study, consistently 90 percent of employers or above require at least six months, but preferably a minimum of one to two years of experience in HR to get your foot in the door for an interview,” Woolever said. “How are you going to do that if you haven’t taken internships?”
Next, even after you have the internship under your belt, keep your connections with SHRM. When students convert their membership from student to professional status, they also get an upgrade. The professional SHRM membership benefits provide members with professional development opportunities, conferences, seminars and virtual programs valuable to members fresh in their career and knowledge base.
Also, a shift to professional status gives members access to SHRM’s knowledge center online which is staffed by seasoned HR professionals who can answer member’s questions and point them toward resources.
SHRM’s website also offers a way for young professionals to connect in their local area. “The program is neat in that it connects them with people who are likely going through the same types of issues they are going through,” Woolever said.
After a student has graduated and become established in their career, Woolever said SHRM pushes its members to gain the competency required of all HR professionals.
Upon graduation, Woolever said students will have mastered their technical expertise. SHRM has modeled eight additional behavioral competency models for HR professionals to develop over the course of their career. They have also determined through extensive, global studies what order professionals should master each competency in order to move to the next career stage.
The last step Woolever lays out for students is to strongly suggest they become certified. Student members of SHRM can pursue the certified professional rating as seniors, as can young professionals. Students pursuing bachelor’s degrees can also sit for the industry’s Capstone exam up to one year before and one year after graduation.
While students can certainly start their career with an associate’s degree, Woolever highly suggests students make their goal to have at least a bachelor’s degree.
“If they’re seriously considering HR as their life’s work, they should seriously start with a bachelor’s,” Woolever said. “A lot of people do go back for a master’s of science in HR or an MBA with a focus in HR. It’s not only for the betterment of the profession but for the betterment of the individual in achieving long-term career goals.”
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

WHAT PAID FAMILY LEAVE COULD MEAN FOR YOUR BUSINESS

Paid family leave helps many people afford the time off they desperately need, but it also has a major impact on organizations. If your company currently has more than 50 employees, then you\’re likely already familiar with the Family Medical Leave Act (FMLA) and fall under its jurisdiction. The law guarantees certain employees up to 12 work weeks of unpaid leave each year with no threat of job loss. The problem, however, is that because it\’s unpaid, many people can\’t afford to take time off, even though they\’re legally allowed to.
To alleviate the financial pressure of taking unpaid time off , there\’s been some recent political discussion about implementing a paid family leave through a payroll deduction, and some states, including California, Rhode Island and New Jersey, have already implemented plans. New York was the latest to introduce a paid leave plan, which rolled out on January 1, 2018.
Nothing\’s been decided at the federal level yet, but if your state is the next one to enact a paid family leave plan, will you be ready? Here\’s what it might mean for your business.

The Rules

Paid family leave is funded through a staff-wide payroll deduction, instead of requiring each employer to self-fund the leave. But other rules vary from state to state. In New York, for example, everyone who has worked a minimum number of hours (26 weeks for people who work 20 hours a week or more, and 175 days for people who work less than 20 hours a week), qualifies. New Jersey law, meanwhile, is unique because it doesn\’t offer job protection during the duration of paid leave.
Ultimately, your state\’s law may vary greatly from existing legislature, so pay close attention to the wording of any plans that earn approval.

The Reality

With paid leave on the table, it\’s likely that more people will take advantage of it. For example, mothers and fathers are equally entitled to FMLA when a new baby arrives, but right now only 22 percent of fathers take advantage of it. You can expect that number to jump somewhat.
However, there is a caveat—no paid leave plan covers 100 percent of salary. New York currently covers 50 percent of salary, capping the benefit at a maximum of $652.96 per paycheck. As a result, though there may be an uptick in employees opting for a paid leave, it likely won\’t be drastic.

The Cost

The cost to individuals under participating states\’ existing plans are minimal. The payroll deductions range from 0.8 percent to 1.2 percent, with various maximum caps. In New York, the maximum you\’ll pay is about $85 annually, while the maximum contribution in California is $960.
But what happens when the government miscalculates the amount of money needed? Could it mean increased contributions or decreased payouts? It\’s hasn\’t been a problem so far—California\’s law has been running for 10 years and remains solvent. Still, that doesn\’t mean that each state is on top of the costs. And, once a benefit is implemented, if there isn\’t enough money to pay out, it will be difficult to roll it back. Keep an eye on your state\’s payout projections to prepare for any bumps along the road.

Who Will Take Leave?

While having a baby is one of the top reasons for paid leave, the new plan isn\’t just for growing families. Many of these plans have been limited strictly to parents taking care of children—for example, a sick child can also be a reason for a leave, or the placement of a foster child. In New York, however, the leave also extends to employees taking care of elderly parents or grandparents.
Paid family leave is crucial for employees, but its impact on businesses will depend on how the programs are implemented, and the makeup of your workforce. Keep your eyes and ears open, and be vocal—let your local and federal lawmakers know what will be best for businesses in your state.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Kris Akins: A Life Changing Experience

Working as a cashier in a grocery store, Kris Akins knew enough about the business world to realize that it offered many opportunities, but a college degree would be necessary to make the most of them.
Her goal was to get a degree with a broad focus so she could use it in many different ways. She found that the Bryant & Stratton College Online’s associate degree in Business offered just the approach she was looking for: a broad-based business curriculum offered in a convenient format that would enable her to continue working while a student.
A single mom of four kids and also a full-time employee when she started the program, Kris was concerned about being able to juggle her various responsibilities, but the online format helped because she didn’t have to worry about getting a babysitter or getting to classes at a specific time.
Asked how she managed to keep herself motivated through several years of school, parenting and work responsibilities that Kris pointed out.
“I just wanted to do it and get it done. I had a goal at the end: I wanted to better myself and get a better job.”
The effort paid off for Kris in a job that calls on the business knowledge she gained in her degree program as well as on her people skills. A Program Assistant for a New York-based Head Start program, Kris gets to split her time between administrative activities and working with the children and babies. She notes that the combination is perfect because she doesn’t get bored with her “desk job” knowing she can interact with the kids, but she can also enjoy the peace and quiet of her administrative role when the babies start crying!
Kris has a realistic take on both the challenges and benefits of returning to school as a single working mom. She suggested that those in a similar situation and considering college try to line up supportive family members or friends to help out as you go through the program, because “it can be a lot of work.” But she also believes that, in terms of motivation, it’s important to think of the future, noting that “in this day and age, you have to have a degree” to compete in the job market.
Although Kris undertook quite a challenge combining work, single parenting and school, her advice for others with similar circumstances is to just “know that you can do it.” Kris has experienced firsthand the fact that it’s a tough job market for everyone, but especially hard for people without a college degree.
Her recommendation regarding going to college: “Going to Bryant & Stratton College Online gives a person the opportunity for growth and pride. You know, it’s a risk, but it’s worth it, as long as you’re willing to put in the hard time and hard work. It’s a good investment.”
Recently married, Kris has proven not only to herself but to her four children the value of believing that hard work and dedication can overcome obstacles. She is her own best example.
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Create a Plan For Online Success

Roger Maris, a famous baseball player, once said, “You win not by chance, but by preparation.”
The same is true for college; planning for success is a huge step in reaching your goals, and being successful in college. As an online instructor I am often asked, “How do I prepare for online classes?”  Online students don’t need to go brave the crowds for a new outfit to wear on the first day, yet, there are a few things online students should do to prepare for the start of class! Creating long-term and short-term goals is essential for success.
Linking your long-term goal of graduating and advancing your career with your short-term goals of being successful in each class will give you the opportunity to celebrate your accomplishments on a regular basis.
Establishing study times is another way to prepare for online classes. Many students are working full time, have families, and other personal responsibilities, so establishing a weekly schedule with consistent blocks of time each week for working on your online assignments is one strategy for success. Having an effective study area is another step in your online success program. This environment should be a quiet place where you can concentrate, as well as where you have access to the Internet. In your study environment you want to eliminate any online distractions, do not be logged into any chat or social media tools while working on your coursework. Concentrate on one assignment at a time.
Jumping back and forth between assignments will decrease your ability to comprehend the material and successfully complete your assignment. Familiarizing yourself with the course design is another strategy for online success. You will have access to your course syllabus and a tracking calendar. Take note of your instructor’s email address, when are assignments due, how your assignments needs to be submitted, course policies (late policies and attendance), what textbooks are required, and where to get technical support. Once you are familiar with your course you will be able to set that worry aside and be prepared to start your class and be successful. Familiarize yourself with your support services. You have access to an online library with a librarian available 24 hours a day, as well as tutoring. Understanding where you can find these support services will help relieve any stress you may feel when you come across a point where you need support. Having a technology contingency plan is another strategy for online success.
We have no control over what may happen that may stand in our way when we are trying to achieve our goals.  Unfortunately computers and Internet access will inevitably fail, and always when we can least afford it. Having a plan for this is essential. Identify alternative access to computers, whether this is a local library, or a friend or family member’s computer. Have your instructor’s contact information as well as the technology support services written down. Ensure you have a plan for backing up your work. Too often things can go wrong, computers can crash, work is not saved, and having a backup plan for your work will help to eliminate this type of distraction.
Taking college classes online gives you a great opportunity to reach your goals. Your journey to success in college will be filled with many challenges; however, creating a plan for success and being prepared for any situation will help you overcome these challenges, and help you reach your ultimate goal!
Brooke Urban is an adjunct instructor at Bryant & Stratton College Online.  Currently completing her PhD online, Brooke also works in the online admissions department. Prior to Bryant & Stratton College she has worked in the business world for 8 years as a manager and corporate trainer.
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Study Links Childhood Trauma With Chronic Disease in Adults

A major study has found that childhood abuse, neglect and other traumatic stressors are major risk factors for chronic health problems later in life.
Almost two-thirds of the participants in the Adverse Childhood Experiences (ACE) Study by the U.S. Centers for Disease Control and Kaiser Permanente reported at least one case of a childhood stressor, and more than one out of five reported three or more stressors. As those stressors increased, so did the risks for various adult health problems ranging from alcoholism and alcohol abuse to sexually transmitted diseases and unintended pregnancies.
“Using epidemiology and biostatistics, tools of public health education and training, these researchers were able to discover something very important about the breadth of factors that impact children’s health during their childhood, and years later, when they are adults,” said Jan Carney, M.D., M.P.H., associate dean for public health, professor of medicine and lead faculty for the University of Vermont’s online graduate public health certificate program. “Their findings have broad implications for prevention, and are being used by public health, mental health and social service agencies, and healthcare leaders and professionals, both in the U.S. and internationally.”
Participants were asked to report whether they had experienced these stressors:
  • Childhood abuse (emotional, physical or sexual)
  • Neglect (emotional or physical)
  • Household dysfunction (mother treated violently; household substance abuse; household mental illness; parental separation or divorce; or incarcerated household member)
The initial phase of the study was conducted by Kaiser Permanente from 1995 to 1997, when more than 17,000 participants – all Health Maintenance Organization (HMO) members – had standard physical exams and answered questions about their childhood experiences. The study used an ACE score to determine the total amount of stress during childhood.
The study’s principal investigators – Robert F. Anda, M.D., M.S., with the CDC and Vincent J. Felitti, M.D., with Kaiser Permanente – used this information as baseline data. They now are tracking the medical status of the 17,337 participants, 54 percent of whom are female and 46 percent male.
Interest in the study is growing. Recently, the CDC notes, investigators in Canada, China, Jordan, Norway, the Philippines and the United Kingdom have replicated the ACE Study or used its questionnaire. The World Health Organization and several American cities and states are also accessing and applying the data.
In addition, the study has resulted in more than 50 scientific articles and over 100 conference and workshop presentations. Recently, Dr. Felitti presented his findings in October at a Vermont conference of health care leaders, including public health and medical professionals.
Adverse Childhood Experiences and the Impact on Adult Health
Participants in the Adverse Childhood Experiences (ACE) Study by the U.S. Centers for Disease Control and Kaiser Permanente reported the number of childhood stressors they had experienced, resulting in an ACE Score. As the number of ACEs increased, so did the risk for the following health problems:
  • Alcoholism and alcohol abuse
  • Chronic obstructive pulmonary disease (COPD)
  • Depression
  • Fetal death
  • Health-related quality of life
  • Illicit drug use
  • Ischemic heart disease (IHD)
  • Liver disease
  • Risk for intimate partner violence
  • Multiple sexual partners
  • Sexually transmitted diseases (STDs)
  • Smoking
  • Suicide attempts Unintended pregnancies
  • Early initiation of smoking
  • Early initiation of sexual activity
  • Adolescent pregnancy
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1

Instructor Blog: Citing for Success

Plagiarism can seem like a scary word, and it can be difficult to understand everything that is considered plagiarism. Most students would never intentionally steal work from another student or the internet. However, plagiarism also includes:
  • submitting the same document for more than one assignment
  • using a quote or idea from an outside source, such as a website, with no in-text citation and/or reference page listing
While citation can seem involved and complicated, it’s important to remember the purpose of citation. Citing a source shows the reader what information is from an outside source.  When presenting an argument or proposal, you want to show the source that supports your argument. Introducing a source helps orient the reader. For example, let’s say you are creating a proposal to implement a specific kind of software. Your in-text citation might look like this:
According to the Journal of Medical Software, “Software X decreases errors and increases efficiency by 73% through streamlining all patient information” (Hernandez, 2013, p.4).
The reader gains helpful information from this introduction. The name of the publication is listed, which saves the reader from having to scroll to the reference page. Also, the year is part of the in-text citation, which shows the currency of the information. For direct quotes, the page or paragraph number is required.
With the above source, let’s look at examples of plagiarism:
I propose that our office implement Software X to stay competitive in today’s market. Software X decreases errors and increases efficiency by 73% through streamlining all patient information.
The lack of citation leaves the reader with questions. Where is the statistic from? Did the writer conduct his or her own research? If the source is listed on the reference page but not in the text, the reader does not know what, if any, information is from the source listed. Even if the source is listed on the reference page, failure to use in-text citation still constitutes plagiarism. A source must also be listed on the reference page to avoid plagiarism. End citation is critical as it allows the reader to go directly to the source.
 Tools for Citation
  • The APA Guide (located in the FAQ tab) is your best friend for citing sources. Print it, it’s worth the paper! It is organized by type of source. For example, page 11 describes how to cite a source from the Virtual Library both for in-text citation and on the reference page.  A sample paper begins on page 20. There are also two presentations on formatting APA in the same place in the FAQ tab.
  • Your instructor is also a great resource. If you are unsure of how to cite a specific source, post your question in the “Ask Your Instructor” discussion.
  • The Smarthinking tutorial service can provide assistance with citation.
  • There are many free plagiarism checkers online.
Avoiding plagiarism not only preserves your academic integrity, but strengthens your role as a professional. Even if APA is not used in your field, having an understanding of how to integrate a source and provide credit allows the reader to differentiate between the ideas of the writer and an outside source. Strong and accurately cited support can make the difference between a proposal being accepted or ignored!
https://www.youtube.com/channel/UCCzOJDJZHoBttdHAjJsnN9w?sub_confirmation=1