Refugee Can Pursue Claim For Damages Against Government For Illegal Detention: UK SC

In a fresh development with far reaching consequences, the United Kingdom (UK) Supreme Court has most recently, most remarkably and most rightly held in a latest, landmark and extremely laudable judgment titled R (on the application of DN (Rwanda)) (Appellant) v Secretary of State for the Home Department (Respondent) [2020] UKSC 7 that was delivered on 26 February 2020 whereupon it minced no words to send across a simple, sensible and straight message that refugee can pursue claim for damages against government for illegal detention. No government can claim an unchecked and unrestricted right to hold a refugee in illegal detention! This is exactly the sum and substance of the extremely commendable judgment delivered by the UK Supreme Court which has to be applauded in no uncertain terms!

To start with, this notable judgment authored by Lord Kerr for himself and with whom Lord Wilson, Lady Black and Lord Kitchin agree first and foremost set the ball rolling by pointing out in para 1 that, “The appellant was born in Rwanda. He came to the United Kingdom in August 2000 and sought refugee status because of what he claimed was a well-founded fear of persecution if he returned to his native land. His claim was accepted on 26 October 2000 on the basis that he was a member of a particular social group (Hutu). He was recognized as a refugee pursuant to the 1951 Refugee Convention and granted indefinite leave to remain.”

While elaborating further, it is then pointed out in para 2 that, “Since he arrived in the United Kingdom DN has been convicted of a number of offences. He has also been cautioned twice. The most significant of his convictions occurred on 22 January 2007 when he pleaded guilty to assisting the unlawful entry of a non-EEA national to the United Kingdom contrary to section 25 of the Immigration Act 1971. The circumstances leading to the conviction were these: DN and his sister had travelled to the Netherlands where they met a niece. DN returned to the UK with his niece who used his sister’s travel documents in an attempt to obtain entry to this country. Although this was a serious offence, it was accepted by the trial judge that DN had no financial motivation for the crime.”

To be sure, it is then illustrated in para 3 that, “At the same court before which he had pleaded guilty to the immigration offence, however, DN was convicted, again on his plea of guilty, of three offences of obtaining or attempting to obtain a pecuniary advantage by seeking or taking employment in another’s name. He was sentenced to 12 months’ imprisonment for the Immigration Act offence and two months consecutively for each of the three pecuniary advantage offences making a total sentence of 18 months’ imprisonment.”

In hindsight, it is then unearthed in para 4 that, “On 2 July 2007 DN completed the custodial element of his sentence. On the same date the Home Secretary decided to deport him subject to a final decision on the issue of his refugee status. This was followed by a decision on 3 July that DN should be deported pursuant to article 33(2) of the Refugee Convention which allows the expulsion of refugees “whom there are reasonable grounds for regarding as a danger to the security of the country”. It was said that DN had been convicted of a “particularly serious crime” and that he “constituted a danger to the community”. The decision was based on section 72(4)(a) of the Nationality, Immigration and Asylum Act 2002. He was notified of the decision to deport him, and detained on foot of that decision on 2 July 2007, pursuant to paragraph 2(2) of Schedule 3 to the Immigration Act 1971, which provides that where notice has been given to a person of a decision to make a deportation order against him, he may be detained under the authority of the Secretary of State pending the making of the deportation order.”

Going forward, it is then stated in para 5 that, “Pursuant to powers conferred by section 72(4)(a) of the 2002 Act, the Home Secretary had made the Nationality, Immigration and Asylum Act 2002 (Specification of Particularly Serious Crimes) Order 2004. This specified several offences which were said to be particularly serious crimes. Assisting unlawful immigration to a member state contrary to section 25 of the 1971 Act was included among them. On that basis, the appellant’s conviction for the immigration offence was deemed to warrant his deportation. Section 72(4)(a) also provided that a person convicted of an offence specified in the 2004 order was rebuttably presumed to have been guilty of a particularly serious crime and constituted a danger to the community.”

As a corollary, what follows next is stated in para 6 that, “DN appealed the Home Secretary’s decision. His appeal was heard by the Asylum and Immigration Tribunal (“AIT”) on 22 August 2007. On 29 August the tribunal dismissed the appeal. It found that the appellant constituted a danger to the community of the United Kingdom, that his attempt to circumvent the immigration law in itself amounted to a danger to the community; that he could now be expelled pursuant to article 33(2) of the Refugee Convention; and that he had failed to rebut the presumption created by the 2004 Order that a person convicted of an offence specified by the Order was deemed to have been convicted of a particularly serious crime and to constitute a danger to the community of the United Kingdom. DN sought reconsideration of the decision. On 18 September 2007 that was refused. An application for a statutory review by the High Court of the AIT’s decision under section 103A of the 2002 Act was dismissed on 7 December 2007. On 31 January 2008 the Secretary of State signed the deportation order and made an order for DN’s detention pending deportation. That order was made pursuant to paragraph 2(3) of Schedule 3 to the 1971 Act which, although subsequently amended, at the time provided that “Where a deportation order is in force against any person, he may be detained under the authority of the Secretary of State pending his removal or departure from the United Kingdom (and if already detained by virtue of sub-paragraph (1) or (2) above when the order is made, shall continue to be detained unless he is released on bail or the Secretary of State directs otherwise).” (Emphasis added).”

Importantly, it is then brought out in para 7 that, “Before the deportation order was signed, no suggestion had been made on DN’s behalf that the 2004 Order was unlawful. After it was made, however, solicitors, who had replaced those who originally acted for DN, wrote to the Secretary of State making that precise case. On that account the Secretary of State was invited to revoke the deportation order. It was also claimed that DN’s detention since 2 July 2007 was unlawful. On 29 February 2008 the appellant was released on bail by order of an immigration judge. By that time, he had spent 242 days in immigration detention.”

No doubt, the simple and straightforward questions that need to be asked here are: How can the illegal detention of DN be justified under any circumstances? How can the 242 days that DN spent in immigration detention be glossed over? How can the claim for damages of DN be overlooked?

More importantly, we need to pay heed to what is stated in para 20 that, “The need for finality in litigation likewise does not warrant displacement of the Lumba principle. As Lord Carnwath says (para 38 of his judgment), finality and legal certainty are desirable objectives. But they cannot extinguish a clear legal right. In this case DN was detained on foot of an intended, and then actual, deportation order which proved to be unlawful. His detention was uniquely linked to that deportation order. The unlawfulness of that detention is inescapable. The desiderata of finality and certainty cannot impinge on that inevitable result.”

Equally important if not more is what is then stated in para 25 that, “If, and inasmuch as, Ullah suggests that paragraph 2(2) of Schedule 3 provides a stand-alone authority for lawful detention, no matter what has gone before, and irrespective of the fact that the decision to deport lacks a legal basis, I consider that the decision was wrong and should now be recognised as such. The giving of notice of the decision to make a deportation order, the making of the deportation order, and the detention on foot of it are essential steps in the same transaction. The detention depends for its legality on the lawfulness of the deportation itself. Absent a lawful basis for the making of a deportation order, it is not possible to breathe legal life into the decision to detain.”

Most importantly, it is then very rightly held in para 26 that, “I would allow the appeal and confirm that the appellant is entitled to pursue a claim for damages for false imprisonment. The prospects of success in that claim are not, of course, a matter for this court, particularly because lines of possible defence to the claimant’s case, not pursued (or, at least, not pursued with any vigour), might be canvassed on the hearing of the claim.”

All told, it is a no-brainer that all the courts in all the countries must always pay heed to what has been held by the UK Supreme Court in this extremely landmark case and hold the concerned Government accountable for false imprisonment of a refugee and for violating his/her human rights with impunity! Of course, it is a cardinal principle of law that even refugees have human rights which are sacrosanct and must always be accorded the highest esteem! If any Government fails to do so then they also must be ready to pay compensation for human rights violations as we see in this DN case of UK!

Sanjeev Sirohi, Advocate,

s/o Col BPS Sirohi,

A 82, Defence Enclave,

Sardhana Road, Kankerkhera,

Meerut – 250001, Uttar Pradesh.

Put Your Best Cover Letter Forward

Writing a resume is tough work, if you do it right. So, after doing all that work, why submit an awesome resume and then write a halfhearted cover letter, or no cover letter at all?
\”People who submit a cover letter along with their resume are more likely to get hired over those who don\’t,\” said Danyelle Little, Work/life Management Professional and editor-in-chief of TheCubicleChick.com.
The fact of the matter is, your cover letter may be the reason why a hiring manager will – or won\’t – read your resume. Here is how to grab his or her attention every single time.
Make it personal Employers are just like everyone else; they prefer personally addressed mail versus generic mail. Take time to research who, specifically, should receive your resume rather than addressing it with Dear sir or Dear madam or Dear hiring manager. You can easily find this on company websites, directories and social media sites and then pick up the phone to confirm the information is correct. Better yet, tap into your personal network so you can mention the referral in the first paragraph.
Be interesting Craft a narrative that sounds like you and that sounds like you are exactly what they need. Don\’t just say that your are qualified for the position, summarize how and cite two or three examples of your accomplishments and what you have to offer without re-hashing your resume. The trick is to paint a picture that makes it easy to imagine you in the job. Use the announcement as a guide and make it more about them than about you by customizing each letter to each employer.
Try a new format The typical format of three paragraphs might work, but maybe something a little more creative works better. Don\’t be afraid to try bullets, tell a brief story of your career evolution, use a two-column comparison to the requirements and how you meet them, or something else that shows creativity without going overboard. However, use a simple 10-12 font, no color, plenty of white space, and no longer than three quarters of a page. The point is to entice them to read the resume, so don\’t over complicate the language, overstate (or understate) your experience or be over-scholarly. Use strong, active language, but keep it simple and readable.
Make it error-free Proofread your cover letter and ask at least three other people to do the same. Ask one or two of them to read for content and general appeal and ask one or two eagle-eyed grammarians to check it for misspelling, typos, punctuation, grammar, etc.
Be proactive Don\’t leave the ball in the employer\’s court with Thanks for your consideration and I look forward to hearing from you. Instead, state your desire for the job and request an interview. Also, mention specifically how and when you will follow up to schedule an interview and do it!

HOW TO HELP EMPLOYEES STRUGGLING OUTSIDE OF THE OFFICE

With the festivity of the holidays behind us, the upcoming winter months can be difficult. Five percent of Americans suffer from seasonal affective disorder, and more than 14 million adults suffer from depression, which can be exacerbated by short winter days.
Some things are personal and it\’s best to stay removed, but if you notice that an employee is struggling with life outside of work, pay attention. Not only could it signal a serious problem, but it can also spill into work life, which will decrease productivity and increase the employee\’s stress level.
Here are some ways you can help employees who find this time of year particularly rough.

1) Encourage Use of the EAP

Most companies have an Employee Assistance Program (EAP). This is an inexpensive way for your employees to get the help they need, when they need it. EAPs can provide referrals for therapy, financial help or legal advice, and the first visit with a specialist is often free or offered at a reduced price. Many employees forget that this is available to them, and a friendly reminder that help is available can save lives.

2) Be Flexible With Schedules

Some jobs require strict adherence to schedules, but some jobs can be done at any time of day or night. If your company\’s area of business allows for some flexibility, now\’s the time to urge your employees to take advantage of it.
Seasonal illnesses are particularly prevalent this time of year, so remind employees that the company is understanding about doctor\’s appointments. Preventative care should be encouraged too, so let workers take time off for annual check-ups, dentist appointments or visits to a therapist. And keep in mind—your employees may also need time to take care of family matters, like meeting with a child\’s teacher, or seeing a lawyer about legal matters.
Working from home may alleviate some of the pressures workers feel. And the flexibility pays off—giving your employees the time they need to take care of personal issues means they will be more focused on their work responsibilities when they\’re at the office.

3) Be Kind

It\’s the beginning of the first quarter—time to start delivering on those lofty promises made during end-of-year plans. It\’s a busy time for many businesses, and it\’s easy to get caught up in the execution. But, projects will still get done if you take the time to check in and see how employees are doing, listen to their concerns and compliment their hard work. A little kindness goes a long, long way towards ensuring employee happiness.

Jobs You Can Get with a Human Resources Degree

Receiving your human resources degree is the first step towards entering an exciting career field. There are multiple jobs you can get that fall under the Human Resources (HR) umbrella. In a small company, you may be the sole human resource specialist. In larger companies, you will join a dynamic HR team. Today, most companies prefer their HR employees to have a degree with an emphasis in human resources and it is really how to get a good job in human resources at the entry level
Here are some of the many jobs you can enjoy with a Human Resources Specialist Associate degree from Bryant & Stratton.
Human Resources Assistant: An HR Assistant is the right hand to the head of HR. You can serve as a jack-of-all-trades, providing a variety of services for the HR department from administrative assistant responsibilities to maintaining accurate records of the company’s employees. You might also need to provide accurate employee reports for employee evaluations and promotions. It is the perfect training ground to put your human resources degree to work as you learn hands-on the various roles of the HR department. For more details on opportunities as a human resources assistant, click here.
Personnel Recruiters: If you love to travel, are highly-organized, and enjoy motivating people, you will make an ideal Personnel Recruiter. In addition to managing in-house applications and keeping applicants informed of their hiring status, a personnel recruiter may also have the opportunity to travel locally, nationally, and even internationally in a headhunting capacity. Companies often send their personnel recruiters to community and university job fairs to seek qualified candidates. You will also need to keep up-to-date with Equal Opportunity Act and other affirmative action-based legislation to ensure your company complies with current employment legislation. Staffing companies like Randstad also hire personnel recruiters so there are lots of opportunities. https://www.randstadusa.com/jobs/careers-at-randstad/recruiter/
Payroll & Timekeepers: Do you love the world of numbers, but also enjoy working with others? Payroll & Timekeepers get to enjoy the best of both worlds. As a Payroll & Timekeeper, you act as a liaison between employees and the payroll department. You are responsible for collecting and tracking employee time cards, as well as submitting the appropriate forms and/or electronic records to your payroll department. A Payroll & Timekeeper is also responsible for processing paperwork pertaining to social security, health insurance, and retirement benefits. For more details click here.
First-line Supervisor/Manager of Administrative Employees: The First-line Supervisor or Manager of administrative support employees is a default human resources specialist. In this position, you will provide the same type of services for your department that an HR specialist provides for the entire company. Keeping track of employee records and work performance, mediating employee relations, and interviewing perspective employees will fall under your jurisdiction. A human resources degree can help to provide the knowledge and skills you need to excel in your managerial duties.
According to the Bureau of Labor StatisticsHuman Resource Specialists over the next seven years, employment opportunities will continue to increase by 5%, which is at pace with the national average.
Bryant & Stratton College’s AAS in Human Resources will provide the ideal foundation for your future in human resources. When you enroll in our human resources degree program, you will participate in a top-notch academic program designed to provide the academic knowledge and relevant skills you need to excel as an HR specialist. You will also learn the fundamentals of:
  • Accounting
  • Office and computer technology
  • Compensation and benefits
  • Local, state and national employment laws and ethics in the business environment
  • Employee Relations
  • And more.
Please contact Bryant & Stratton’s Admissions Office if you are ready to begin an exciting, successful career.

Webinar: “It Really Is a Team Effort – How Employees and Employers Create High-Performance Workplaces,” with Kim Dority

Are you striving to create a positive and performance-driven work environment?
\”Negative workplaces often frustrate managers, disengage staffers and generally demoralize the entire group, causing an uncomfortable and low-performance work environment,\” said Scott Traylor, Associate Campus Director for Online Education at Bryant & Stratton College.
Acclaimed career coach Kim Dority discussed in depth, multiple strategies to help managers and staff work together to improve workplace morale with acclaimed career coach Kim Dority.  Kim is a frequent presenter for Bryant & Stratton College Online and has been writing about and teaching courses on career training for more than a decade. Registrants who attended this free event learned more about the best practices on how to improve the workplace, including assuming personal responsibility, engaging with fellow colleagues and creating strategic plans on both the individual and team level. This webinar will enable attendees to:
  • Create and take charge of their own professional growth agenda
  • Align their agenda with the strategic goals of their team, department and organization
  • Help managers create an environment that elicits and supports the best efforts of their diverse team members.

Watch Recorded Webinar Now
Kim\’s Resources from the webinar for High-Performance Contributors, Managers, and Workplaces:
Buckingham, Marcus and Donald O. Clifton. Now Discover Your Strengths   and   Go Put Your Strengths to Work: 6 Powerful Steps to Achieve Outstanding Performance.
Dorsey, Jason R. Y-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business.
Goleman, Daniel. Emotional Intelligence: Why it Can Matter More Than IQ   and  Working with Emotional Intelligence.
Lencioni, Patrick.  The Five Dysfunctions of a Team   and  Overcoming the Five Dysfunctions of a Team.
Pink, Daniel H. Drive: The Surprising Truth About What Motivates Us. Allen, David. Getting Things Done: The Art of Stress-Free Productivity.
Leeds, Regina. One Year to an Organized Work Life: From Your Desk to Your Deadlines, the Week-by-Week Guide to Eliminating Office Stress for Good.  (The “Zen” organizer)
Levit, Alexandra and Julie Jansen. They Don’t Teach Corporate in College: A Twenty-Something’s Guide to the Business World.
Klauser, Henriette Anne. Write It Down, Make It Happen: Knowing What You Want and Getting It.
Tracy, Brian. Goals! How to Get Everything You Want – Faster Than You Ever Thought Possible. For more recorded webinars or to register for our next event click here!  

Webinar: "It Really Is a Team Effort – How Employees and Employers Create High-Performance Workplaces," with Kim Dority

Are you striving to create a positive and performance-driven work environment?
\”Negative workplaces often frustrate managers, disengage staffers and generally demoralize the entire group, causing an uncomfortable and low-performance work environment,\” said Scott Traylor, Associate Campus Director for Online Education at Bryant & Stratton College.
Acclaimed career coach Kim Dority discussed in depth, multiple strategies to help managers and staff work together to improve workplace morale with acclaimed career coach Kim Dority.  Kim is a frequent presenter for Bryant & Stratton College Online and has been writing about and teaching courses on career training for more than a decade. Registrants who attended this free event learned more about the best practices on how to improve the workplace, including assuming personal responsibility, engaging with fellow colleagues and creating strategic plans on both the individual and team level. This webinar will enable attendees to:
  • Create and take charge of their own professional growth agenda
  • Align their agenda with the strategic goals of their team, department and organization
  • Help managers create an environment that elicits and supports the best efforts of their diverse team members.

Watch Recorded Webinar Now
Kim\’s Resources from the webinar for High-Performance Contributors, Managers, and Workplaces:
Buckingham, Marcus and Donald O. Clifton. Now Discover Your Strengths   and   Go Put Your Strengths to Work: 6 Powerful Steps to Achieve Outstanding Performance.
Dorsey, Jason R. Y-Size Your Business: How Gen Y Employees Can Save You Money and Grow Your Business.
Goleman, Daniel. Emotional Intelligence: Why it Can Matter More Than IQ   and  Working with Emotional Intelligence.
Lencioni, Patrick.  The Five Dysfunctions of a Team   and  Overcoming the Five Dysfunctions of a Team.
Pink, Daniel H. Drive: The Surprising Truth About What Motivates Us. Allen, David. Getting Things Done: The Art of Stress-Free Productivity.
Leeds, Regina. One Year to an Organized Work Life: From Your Desk to Your Deadlines, the Week-by-Week Guide to Eliminating Office Stress for Good.  (The “Zen” organizer)
Levit, Alexandra and Julie Jansen. They Don’t Teach Corporate in College: A Twenty-Something’s Guide to the Business World.
Klauser, Henriette Anne. Write It Down, Make It Happen: Knowing What You Want and Getting It.
Tracy, Brian. Goals! How to Get Everything You Want – Faster Than You Ever Thought Possible. For more recorded webinars or to register for our next event click here!  

Why Travel to China? Exploring the Benefits of China

China has become one of the most popular study abroad destinations for students around the world because of its culture, language, history, and powerful influence in the global marketplace.
Beginning in the fall of 2014, the University of Vermont will offer an 18-credit China Semester Abroad program in conjunction with Ocean University in Qingdao. UVM also offers a Doing Business in China 4-credit summer session. We asked two UVM alumni who travel frequently to China to talk about what they’ve learned from a business perspective and why studying in China gives students a competitive edge.
James Candido, \'04, and Chris Bariberi, \'64

James Candido, ’04, and Chris Bariberi, ’64
James Candido, ’04, of Williston, is the former director of Vermont’s EB-5 program and now works as a consultant for CrossHarbor Capital Partners, a private equity firm specializing in real estate development in China and around the world.
Chris Barbieri, ’64, led the Vermont Chamber of Commerce’s Asia Division for eight years and lived in Shanghai full time from 2003-2007. Barbieri, who lives outside of Montpelier, now works as a consultant helping Vermont companies conduct business in China.
Shanghai_Web
1. What are some important business lessons you’ve learned in China?
James: Attention to detail is key. Every aspect of the deal needs to be carefully thought out and presented, and you must prepare for deep diving questions. Also, it seems as though business partners want to truly get to know you before making a significant business deal. Business dealings in the United States, from my experience, tend to be a bit more subjective.
Chris: It’s absolutely necessary to understand how China works. The culture, business practices, social norms, and history are entirely different than ours in the United States. Chinese people think very differently than we do. To succeed in China, you need to invest the time to dig deep and understand how things work. Chinese business culture is based on personal relationships, not on contracts. It’s all in the handshake.
2. What are some of the biggest cultural and marketplace differences you’ve seen between the US and China?
James: I don’t think that I ever been anywhere that feels as culturally different from the United States as China. I have only spent time in the metropolitan areas of the country, but it feels as if people are constantly moving together as one toward personal and national goals. It’s a trait that does not seem as apparent here at home. No matter what their situation is or their economic status, everyone in China seems to be trying to improve and make sacrifices to move the community forward.
This ties into the marketplace as well, as people seem to work incredibly hard regardless of their position. I have to admit it’s a little startling to come back to the United States after a trip and experience the difference in how service people – even at a McDonald’s or Subway – go about their jobs.
Chris: The cultural differences between China and the USA are very, very different. Marketplace differences are apparent as well and it’s critical for a foreigner to understand these differences in order to succeed in China. Here are a few basic differences:
  • Work ethic: Chinese workers are as hardworking as any country I’ve ever visited. Long hours and doing the job right dominates. Employees will work late because “I didn’t complete my assignment by quitting time.” This may change as Western business culture gets more exposure in China.
  • Personal responsibility: Chinese people take responsibility for their actions. The blame game is rare in China.
  • Business relationships are based mostly on the personal relationship of those involved.
  • Contracts exist of course, but often mean little as the legal system is still in its infancy.
  • Communications: Americans tend to get to the point and be straightforward in expressing their opinions whether delivering good or bad news. This is not so true in China.
  • Education is held in high regard and Chinese students are under great pressure to do well in their studies.
  • Crime rate and drug use are much lower than in the United States as a result of penalties and cultural norms.
3. What surprised you most about China?
James: As much as there is significant growth, the Chinese marketplace seems like a challenging place to operate. Anecdotally, I’ve heard of the difficulties of growing a business due to the necessity of having central government approval.
Real estate is being built in such magnitude that you often see massive malls and office buildings that are half – or in some instances – totally empty. You will also often see seven or eight people working in a store with almost no customers. It will be very interesting to see how the Chinese market evolves over the next 10 years.
What I found the most amazing about the economic marketplace in China is its scale. It’s impossible to adequately express how big it is. China has massive manufacturing areas, transportation hubs, and metropolitan areas with some cities having a population of more than 25 million.
Chris: What surprised me early on and has kept me coming back are the opportunities for Vermont, the work ethic, the food, the positive energy, the low crime rate, and the pure excitement of being there.
UVM China Study Abroad
4. The University of Vermont will offer an 18-credit China Semester Abroad program in fall 2014. Why is studying abroad in China so important?
James: China’s marketplace is still one of the most important in the world. I think anyone who would want to be involved in the global economy would almost have to spend significant time there. I also think the perspectives learned can be used across the board in a variety of fields, even if those perspectives involve lessons learned on how not to operate.
Since China is such an emerging global power, there are many lessons to be learned from immersion in Chinese culture. Be it in the social or business arena, there are just so many fascinating differences in how the country operates that will give students incredible perspective.
Chris: If a student wants to understand where the opportunities will be in the future, then they must understand China. I will tell any young person who will listen that if they want an exciting and rewarding future, they should learn Mandarin and pursue a degree in international trade.
Personal relationships are everything in China. Hard work is rewarded and quality education counts. Personal responsibility and discipline count in business. China will soon be the world’s largest economy, and it has 1.4 billion people with rapidly increasing incomes. American products, services, education, and technology are held in high regard by Chinese people. China is where the action is, and students should remember that.

Back to College, But Do You Need Back to School Supplies?

Store aisles are overflowing with school supplies and back to school sales. You may be checking off long lists of must-haves for your children in elementary and high school classes. Even preschools are sending home hefty requirements of paint brushes, playdough Ziplock baggies. But when you head back to class, online, do you need to have a stack of freshly pressed notebooks and red pens at your side
No.
Your only must have is your computer and an internet connection. Brook Urban, Bryant & Stratton Academic Advisor, said students do 100 percent of their work online. “Their papers are submitted online, the quizzes are completed online, even the portfolio they create will be completed online,” she said. Which means your number one school supply is your computer and an internet connection. Students in the public speaking class will need to make sure their computer contains a camera since they will need to record themselves giving a speech. All students are given a list of hardware and software requirements when they submit their application, but in case you missed it, here it is again:
Hardware:
  • 1 GHz processor or higher (Intel core 2 Duo or higher for MAC)
  • 2 GB of RAM
  • DVD drive
  • 40 GB HDD
  • PC: Windows Vista or higher operating system
  • Mac: OS/X 10.4 or higher operating system
  • Webcam, microphone, and speakers
  • Printer
  • Scanner (only for Interactive Media Design AAS)
  • Other computer accessories may be required in the future
  • Netbooks, Chromebooks & Tablets do not meet the computer requirement
Software:
  • Internet Explorer 8.0 or higher, Mozilla Firefox 23 or higher (Safari & Chrome are also supported by Angel)
  • Microsoft Office 2013 & 365 (2011 for MAC) Professional to include: Word, Excel, Access, PowerPoint, Publisher
  • All students must have updated anti-virus software
  • Bootcamp running Windows 7 or VMware Virtual PC for MAC (Highly recommended for some degree fields and classes but not necessary for all students).
  • Adobe Creative Suite (only for Interactive Media Design AAS)
  • Adobe Flash 9 or higher (Free download)
  • Acrobat 7 or higher (Free download)
  • ITunes 7 or higher (Free download)
  • Quicktime 7 or higher (Free download)
  • Other software, including upgrades, may be required in the future
Connectivity:
  • Broadband Internet service (strongly recommended)
  • Personal email address
Perhaps the most important thing you can have at the ready as an online student is a technology contingency plan. Storms knock out internet. Computers crash. Toddlers poor juice all over keyboards. It happens. And unfortunately, deadlines keep rolling.
“Having a backup plan is essential for success,” Urban said. “We advise our students to have at least one, at best two back up plans, whether that is a local library, or a friend or family member’s computer. This will also eliminate a lot of stress for the students.”
And just because your professor didn’t send you a tidy list of school supplies doesn’t mean you can’t use them. Urban stresses that students need to understand how they learn best. If that means taking notes on actual paper, making flashcards or highlighting passages in books, go for it!
“Do they need to print out their lecture and highlight portions for better understanding, or do they need to take notes, or record themselves reading the lectures? It is basically the student’s preference for how they learn if they need additional supplies.”

YOUR EXECUTIVES DON’T KNOW EVERYTHING: 4 WAYS TO MENTOR SENIOR EMPLOYEES

When I was a child, it never once occurred to me that my parents didn’t know everything. I mean, sure, they didn’t understand what it was like to be in high school (because they were “so old”), but they obviously knew how to handle car repairs, when to see the doctor, and how to handle my rebellious siblings. (I, of course, was perfect.)
Then I became an adult—and learned that most of adulthood is just winging it.
Children have a whole group of people assigned to them to help them succeed—parents, teachers, older siblings, cousins—but adults either need to figure it out themselves or seek out their own mentors. The working world reflects this progression: Companies have all sorts of mentoring programs and succession planning programs for entry-level to middle management employees, but once you make the senior team, everyone kind of abandons you.
It’s the equivalent of saying, “Hey, you’re an adult now! You’re on your own.”
But it’s time for that to change. It’s expensive for a company to lose an executive—replacing a senior leader comes with a long recruitment phase and can cost up to 213 percent of the employee’s salary—and yet, we don’t worry about their retention and development.
Think about that for a minute—HR is in the business of helping employees succeed, but we see executives as already having succeeded. If you’re the new CFO, how much help do you really need? Well, actually, a lot.
Here’s how HR can better meet the development needs of senior staff:

1) Understand what motivates senior employees

First, it’s important to understand that senior executives have goals and dreams just like the shiny new grad in that entry-level role. In fact, many of them are craving mentorship.
Global executive search and talent advisory firm Egon Zehnder recently polled 1,275 senior execs on their professional development. More than 30 percent of the execs said their companies were not helping them achieve their professional potential and 72 percent stated that they would welcome more help from their companies.
Another study from the firm looked at what motivates executives, and personal growth and development ranked at 45 percent—tied for second place in the list of motivators.

2) Make sure they receive feedback—positive and negative

While it’s absolutely true that some senior people believe they walk on water and get angry if anyone says otherwise, most people want to know how they can improve. Don’t let your CEO skip his annual review from direct reports, and encourage your board to give feedback to the CEO. This information helps a person grow, even when they are at the top of the ladder.

3) Provide professional coaching

A great HR person can often provide professional coaching herself, but when you get into the senior levels, it might be best to find an executive coach. It’s easy to hook your junior accountant up with someone more senior for mentoring, but it’s not so easy for the higher levels. A few executive coaching sessions are far cheaper than turnover at those high levels.

4) Encourage a stronger role in company culture

Sometimes, the need for more development comes down to a stronger involvement in company culture in general. Beyond a specific management role, involving execs in culture exposes them to new challenges and learning opportunities. The senior HR person should encourage the senior team to focus on making the company a better place. Remind them that they can make a difference through simple things, like treating employees fairly, complying with laws such as FMLA, being an example of a great manager and introducing fun events or team activities.
Whatever you do, don’t assume that an executive has all of the support he or she needs. They’re just humans, too.

Important Announcement Regarding Loan Forgiveness Scam

There are several companies currently targeting Bryant & Stratton College students and alumni purporting to assist with student loan forgiveness and consolidation. 
These companies are unlawfully using Bryant & Stratton College’s name, logo, and photographs to create the impression that Bryant & Stratton College has endorsed or supports their fraudulent student loan forgiveness program. These companies are marketing their scams through Facebook News Feeds, robocalls, and websites and operating under several different names. 
Representatives will promise that the government will forgive your student loans if you can show financial hardship in as few as 3 months. They will encourage you to provide them your name, social security number, and credit card or bank account information. Please do not respond to any companies who advertise to help you have your loans forgiven. If you are looking for advice on student loan repayment options, loan consolidation, or possible student loan forgiveness, Bryant & Stratton College and the federal government provide free resources to assist you.
For more information on the name of your lender(s) and servicers, the amount of money you owe, and your available repayment options, please log on to www.studentloans.gov. This is a legitimate, free, online resource offered by the U.S. Department of Education. In addition, you may contact your Financial Aid office for assistance on student loan repayment. If you believe you may have been a victim of a student loan scam please contact your Financial Aid Department immediately to determine if you need to take additional steps to ensure your student loan accounts are being managed properly.

HOW TED GETS YOUR WORKFORCE TALKING

Cornerstone today announced a partnership with TED that brings curated TED Talks to Cornerstone clients and this has a lot of us really excited. TED Talks are a powerful learning tool because they not only provide learning on a vast array of subjects, they change how people think. They introduce concepts and ideas that can challenge beliefs and inspire new ways of viewing the world. More so, employees are excited by TED Talks. Like Nike and Apple, TED has built great brand recognition and is a sought after name. People like TED; they get it and trust it. Introducing TED Talks into your workforce shows your employees that you get them – you understand them.  They show that you want your workforce to explore new areas and you want them to think about what they are doing, both in and out of the office, on a larger scale.
TED is unique in that it has created an incredibly successful platform for sharing ideas in a short time frame. TED has figured out how to take large-scale lectures in front of a big, energetic audience, yet make the viewer feel like they are in an intimate, personal learning space. There’s something about TED Talks that make people feel inherently good while watching them. In 6-18 minutes, people get snippets of information in a concise way about topics that really interest them. This interest and engagement stimulates conversation in the workplace that otherwise would not happen, creating an informal learning environment and a work culture that fosters open dialogue. It is changing the way people are talking to each other at work, and contextualizing the work environment in an entirely different way.

A New Way to Learn

Technology has gotten us used to shortening and abbreviating everything. The mobile phone revolution has given rise to a new generation of workers that have grown up multi-tasking and being able to get the information they need, when they need it. Finding information is no longer the issue, information on any subject is readily available. The question now is how one gets access to the best information.  This is why curation is critical from an organizational perspective. Anyone can go online and look up a TED Talk, but they will likely end up on a talk that has been deemed relevant solely by a search engine, without context into what objective of the viewer is. Curated talks have been vetted from the thousands of TED Talks available to ensure that these are the best and most relevant discussions that will directly address your organizational needs.  
Employees want learning to be easy. Time management and stress management are two of the biggest pain points for employees in their everyday life and anything an organization can do to help people get to quality information quicker is going to be a huge asset. Not only will they get to information quicker, the information they find will be aligned to larger organizational objectives. For example, if fostering creativity in your workforce is a priority, you can roll out a curated playlist on creativity or inspiration and assign it to targeted employees. Curated lists can also be leveraged with other learning and development curricula that also reinforce the importance of creativity in your organization.

Enabling a Learning Workforce

TED Talks can be used before, during, and after trainings to drive home points and reinforce the training’s message. They also add another layer of credibility to a presenter –people tend to trust the message even more if it is supplemented by TED material. TED content also opens up the opportunity for informal discussion after the presentation between the presenters and participants, and between the participants themselves, to further explore ideas raised by the TED Talks. This really gets into the area of learning and engagement and shows employees that learning in your organization is a two way discussion.
Organizations are also beginning to understand that giving their workforce control over their learning is important. Regardless of whether the content is video, mobile, or anything else, people want to autonomously select what they are looking at, they want to be able to talk about it amongst each other, and they want to share it. By giving employees greater control of their learning, organizations can bring down the wall that stands between ‘student’ and ‘teacher’ and create an environment of formal and informal learning where everyone plays a part in each other’s development. Famed psychologist Lev Vygotsky discussed the power of learning residing in co-construction – that we learn best when we learn together and can see each other in each other’s lights.
How many times have you forwarded a TED Talk to a friend because you knew they just had to see it? Either you knew it was something that was already of interest to them, or you found it so interesting that you want them to be exposed to it so you can have someone to discuss it with. Now imagine your entire organization doing that on a regular basis. Your employees want to learn – give them engaging material like curated TED Talks and control over how they do it and you’ll be impressed with the conversations that you’ll hear around the office.

Advice for First Time Online College Students

Starting your online degree program on the right foot is important. Luckily, Bryant & Stratton College Online requires all new students to complete the First Year Experience Program. This program is designed to give you a support system that will help you succeed in your college years and beyond.
Here are more tips on how to succeed during your first year of college:
Know your college support team: Academic Advisors and Instructors
Academic advisors and instructors can be a big part of your support network at college, so get to know them well. New students at Bryant & Stratton College Online will work with a personal academic success coach throughout their first semester. This relationship is key for the first semester as new students have the opportunity to lean on their success coach for guidance when needed. After your first semester a student will continue to work with an academic advisor specific to the degree program they’re pursuing. Academic advisors can tell you which courses you need to take to graduate on time and may help you save both time and money. Instructors on the other hand are a great resource for individual class help. When you establish a good relationship with your instructor you’ll have an easier time asking questions and getting the help you need to excel in a class. Instructors can also serve as great references for job opportunities or networking opportunities.
Buckle down:
Just because you are taking classes online doesn’t mean that you can skate by without putting in the effort. Log into your classes, stay on top of discussions and create plans to complete class assignments. If you’re juggling a job or family responsibilities there may be a time when you need to ask for an extension, your instructor will be more likely to grant that request if your are a student in good standing.
Ask questions:
Don’t wait to ask for help if you find yourself falling behind or struggling with a course. Find classmates you trust to ask for help or reach out to your instructor. Bryant & Stratton College Online also offers tutoring services, online tutors and 24-hour access to our online library to help catch you up to speed.
Stay balanced:
It’s great to be focused on your academics, but you need to maintain a healthy, balanced lifestyle both in and out of school. Continue to do things in your life that make you happy, like exercising and spending time with your family and friends. Take care of all of yourself, not just your brain, in order to avoid overworking yourself and burning out.
Bryant & Stratton College Online is dedicated to helping students succeed in their first year of college and throughout their entire professional career. We’ve been preparing students for a lifetime of success for nearly 160 years. Call 1.888.447.3528 to speak with an admissions representative and get started today!

How Obama’s Community College Plan Can Help Vermont

By Cynthia Belliveau, Ed.D., Dean of UVM Continuing and Distance Education
President Obama’s college plan to provide post-secondary education that is universally affordable and accessible to Americans could be the answer to our accessibility and affordability problem, especially here in Vermont.
While Vermont has one of the highest high school graduation rates in the country, only 52 percent of Vermont high school graduates go straight from high school to college. About 60 percent of Vermont high school students eventually enroll in college within 16 months of graduation. Still, those figures are below the national average, and are the lowest in New England.
Vermont has made progress on making college more affordable and accessible. Last year, Gov. Peter Shumlin announced the statewide launch of Personalized Learning Plans (PLPs) for all Vermont students. The goal of the PLP program is to create a path for all Vermont students toward post-secondary education. Vermont’s Dual Enrollment Program also offers Vermont high school students up to two college courses tuition-free at several Vermont colleges, including the University of Vermont.
Still, we need to do more. Obama’s proposal — America’s College Promise plan — would cost the federal government about $60 billion over 10 years. That would cover three-quarters of the anticipated cost, giving participating states the responsibility of paying for the rest.
The United States has about 1,100 community colleges, which educate about 40 percent of American college students.
Here in Vermont, Community College of Vermont is the second largest college in the state, serving 7,000 students each semester at 12 academic centers all around the state and online. CCV has special transfer agreements with many other colleges – including UVM – to help students in the process of transferring credits. CCV offers many local students the opportunity to further their education beyond high school. Imagine what we could accomplish as a state if more Vermonters were given this opportunity.
Scott Giles, President of Vermont Student Assistance Corporation, put it this way:
“President Obama’s vision for an educated workforce is one we share. VSAC’s goal is to make sure every Vermonter can pursue studies after high school. Today’s economy demands a skilled workforce. Education and training after high school is not a luxury; it’s a necessity. This should be a priority and a commitment to the state’s future – both for Vermonters and the state’s economy,” he said in a prepared statement.
Obama’s plan requires that students would have to attend college at least half time, maintain a 2.5 grade-point average, and make steady progress toward completing their program. The money could only be used for academic programs that fully transfer to public four-year colleges or to job-training programs that have high graduation rates and also lead to degrees and certificates in high-demand fields.
Ultimately, about nine million students across the United States could benefit from Obama’s plan each year, with full-time students saving an average of $3,800 in tuition per year, according to The Chronicle of Higher Education.
Will Obama’s plan pass through the Republican-controlled Congress? That remains to be seen. But imagine the possibilities if college becomes a right and not just a privilege.

6 Tips for Balancing Work and Family

If you’re a business or health care leader who feels as if work is creeping into your home life, then stop and take a deep breath. Achieving a healthy work-life balance might be easier than you think.
Here are six tips for balancing your life at work and home:
Make a list of which activities are most important to you: Is it spending time with family members and friends? Exercising? Meditating? Reading? Consider activities that you may, or may not, spend enough time doing. This list will become your working document for reshaping your work-life balance.
Conduct a “time audit” of your day to see where you spend the bulk of your hours: If you’re like most working people – especially those with children – you may wonder where your time goes. Working parents devote most of their waking time each day to their jobs, household tasks and caregiving, according to the U.S. Bureau of Labor Statistics’ 2012 American Time Use Survey. They average just 2.6 hours of leisure and sports time a day. Americans over age 15 spend more than 60 percent of their down time watching TV or playing computer games, 13 percent socializing and 6 percent exercising.
Stop wasting your time on things that don’t matter: Is social media all that important to you? Are you saying “yes” to every work or volunteer commitment? Are there people in your life who are “energy zappers”? Somewhere in your life, there are probably activities and people who are taking time away from what really matters to you (refer back to your “work-life list’). It’s time to drop them.
Ignore any unnecessary tasks – or outsource them: As part of your time audit, consider which menial tasks at work and at home are taking up too much of your time. You may not be able to afford a housekeeper, but can you live with more dirt? Or devote just 15 minutes a day to one task – such as vacuuming the living room or cleaning a bathroom – to stay ahead of the grime.At work, consider what wastes your time – and your company’s. Which menial tasks can you drop or outsource in the interest of “big picture” activities that meet company goals?
Schedule leisure time into your day: If you find you’re not spending enough time on the activities that matter to you, then try building them into your calendar. Block off this time in your calendar so you force yourself to abide by your new philosophy of time management, and let co-workers know you have an appointment you can’t miss.
Get more exercise: You may not have included this in your list of “to-do” activities, but many studies show that this is an area from which you might benefit the most. Exercise may actually gain you some time by making you more productive at work and at home.
With all of these adjustments to your daily schedule, you may be able to carve out more time – and rise above the daily grind instead of succumbing to i

Bryant & Stratton College Nursing Student Helps Keep the Heart of Jamaica Healthy

Money was tight. Full-time work coupled with a full class load meant little time off to take. It was not a good idea. But at some point, Leah Doperalski and her friend decided to just go for it.woman taking older lady's blood pressure And the pair headed to the steep mountains of Jamaica for a week with a non-profit troupe of medical volunteers.
That was the moment that changed Doperalski’s life.
“I fell in love with it,” she said of the quiet village of Hagley Gap, which teeters at the top of the island destination amid the Blue Mountains. While tourists fill the beaches below, villagers here live an anachronistic life, without cars, running water or medical facilities.
As a second semester nursing student at Bryant & Stratton College’s Wisconsin campus, Doperalski was already able to give the villagers more medical attention than they had ever received.
“We go house to house, we do blood pressure screenings, zika virus education … we’re really huge on education in the community,” she said. “We find people living in the village who haven’t seen anyone in a long time. There are two clinics but they are too far to walk. It’s nice for us to go so they can have a yearly checkup.”
Doperalski traveled as a volunteer for Blue Mountain Project. The non-profit brings medical care to the villages in the region but also supports the local schools by providing tutors, computer labs and library materials. In addition, the group is working to establish a chamber of commerce and grow the local craft industry in hopes of re-routing some of the tourist flow, and income, to the Blue Mountain villages.
After Doperalski returned from the region, she was hooked. She organized a trip in January of 2016 and escorted 18 Bryant & Stratton students to the Blue Mountains.
“It was amazing,” she said. “It was a great opportunity for the community and the students got to have this service on their resume.”
Students stay on the island for one week, and live with host families. Fundraising is a key component of the preparation. Volunteers pay $99 per day for room and board (much of which goes to the host family) as well as their flight. Once there, first year nursing students are partnered with older students as they tend to the villagers.
“It’s good experience to get down there and practice what we are learning,” Doperalski said. “It’s a good learning experience, a good bonding experience, it’s good for Bryant and Stratton. I love it.”
Doperalski is putting together a trip to the Blue Mountains for Bryant & Stratton students in January, 2017. Interested in going? Contact her at: ldoperalski91@gmail.com. To learn more about the Blue Mountain Project, please visit