As a paralegal student, or as a student who needs to cite a case or a statute in a paper, you may be wondering how to get started.  It may seem overwhelming to have both the Bryant & Stratton College APA Style Guide and the Bluebook sitting in front of you when you do not know which one is applicable to your paper. The first thing you need to know is that the Bryant & Stratton College APA Style Guide controls the vast majority of your paper.  It will assist you in setting up your margins, spacing your paper, and in creating the basic in-text citations and references you will need, among other things. 

The only time you need the Bluebook is to cite primary legal materials.What are primary legal materials? 

 These include cases, statutes, and administrative rules and regulations.  For everything else, use the Bryant & Stratton College APA Style Guide. How to Cite a Case in the References page:  The Bluebook will show you how to cite a case.  Rule 10 in the Bluebook teaches us that the basic triad of a case citation is the volume number, the reporter abbreviation, and the page number.  You need these three components to cite a case even when you locate the case online, such as through WESTLAW or via a webpage.  A case citation triad looks like this:  544 U.S. 1, where “544” is the volume number and “1” is the page number.  (Yes, we do mean the 544th volume on the shelf! )  

“U.S.” is the reporter abbreviation.  You may find reporter abbreviations in Table 1 of the Bluebook. The next piece you need in a case citation is the parenthetical.  The parenthetical tells the reader the year and may also share the court and jurisdiction of the case.  A parenthetical can look like this:  (S.D.N.Y. 2000) or like this: (2012).

Finally, you will need to lead off with the party names, such as Tenet v. Doe.  Italicize the names; do not underline them.  Use “v.” but never “vs.” or “V.”   Rule 10.2 of the Bluebook goes into great detail as to how you should shorten the party names down from something like “George J. TENET, Individually, Porter J. Goss, Director of Central Intelligence and Director of the Central Intelligence Agency, and United States, Petitioners, v. John DOE, et ux.” When you put these components together, a case citation looks like this: Tenet v. Doe, 544 U.S. 1 (2005). Once you have your case citation, it should go into the references page along with all of your other references.

When you are discussing your case in your paper, you will need an in-text citation for it, the same as you would for any other source.  For the in-text citation, simply use the party names and the date. Examples:  Tenet v. Doe (2005) has held that spies cannot sue the CIA to enforce espionage contracts. ~or~ In Tenet v. Doe (2005), the court wrote, “We think the Court of Appeals was quite wrong in holding that Totten does not require dismissal of respondents’ claims” (p. 8). In later blog posts, we will go through how to cite statutes and how to cite administrative rules and regulations.  I hope that this first part will help you to understand the role the Bluebook plays in your papers.  Far from being a competing guide, it is a vital supplement that will allow you to cite legal materials in your papers in a standard, professional manner. If you have any questions about this post, or about citing legal materials in general, please contact me at on.kreisler.brandy@mail.bryantstratton.edu . Happy Bluebooking!

About the Author Brandy Kreisler has taught online for more than six years, and is passionate about legal research and writing. Ms. Kreisler holds a law degree from Texas Tech School of Law and a Masters of Library and Information Science from the University of Washington, where she specialized in legal research.

The “Exploring Career Options” webinar provided tactics and information resources to discover a variety of professional paths to attendees. The  presentation also enabled attendees to:

Acclaimed career coach Kim Dority lead the webinar. Ms. Dority 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.

“Several careers can stem from every degree, but it can be difficult to figure out what possibilities exist. There is both an art and a science to translating knowledge from a degree and personal experience into a variety of careers,” said Dority. “This webinar will provide practical step for job seekers and students wondering what career options are available to them.”

As a Math major, I spent eight years of training at a University where I learned all the intricacies of how Mathematics works. Throughout that time, I had the same question many of you currently have i.e., how does math fit into my career?

Two weeks after I graduated, I started working for a large insurance company just north of San Francisco, California. I spent almost 17 years working for that same company.  Six of those years were in a field called Management Information Systems, and I spent almost 11 years in business management and business development for the same company. During those years, I spent considerable time using all the math skills I built up in my university training. What I found is that there are three specific areas that you will continue to use the math skills you learn in college:

When you think about the skills that you learn in your math classes i.e., Analysis, Problem Solving and Logic, each of those are easily applied to investments, financing, business, the medical industry and any field that requires these skill sets. So, the next time you’re in a math class at Bryant & Stratton College, remember, you’re not just working on skills to get you through a class, but rather you are building skills to make you successful in your career.

Think of a good elevator pitch for job seekers as a 30-second explanation to a complete stranger of what you do (or what you would do amazingly well if given the opportunity) in language that’s clear, concise, and conversational. It’s an essential part of your professional brand, and yet often it’s one of the toughest things to come up with.How Long is an Elevator Pitch?

Based on the idea that you’re in an elevator with someone who asks you what you do and you’ve got the length of the elevator ride to dazzle them (or at least pique their interest), the best elevator pitch should focus not so much on what you do, but on the benefits of what you do for your employer, customers, patients, or perhaps clients.

As noted, you want your elevator speech to explain not just what you do, but also the benefits those skills provide. So, for example, your elevator pitch outline may start out with a statement similar to one of these:

Notice how each of these statements “positions” you to your fellow elevator rider:  you’ve expressed enthusiasm for what you do, you’ve indicated that you’re an engaged professional, and you’ve demonstrated that you’re sufficiently confident to be able to talk to a stranger.

In addition, each one of these elevator speech examples for college students gives your companion an opening to ask you more about what you do. It’s almost as if you’re providing the opening line of an interesting story. If you’ve expressed enthusiasm for your work (or potential work), people are likely to want to hear more, which gives you an opportunity to talk a bit more about your career and/or career aspirations (with the goal of demonstrating your value and contribution). If asked, you can give an example of something your skills enabled you to do that you’re really proud of, or think especially interesting.

This is the element of an elevator speech that people often fail to mention: always reciprocate! With genuine interest, ask them to tell you about their work or career.

This provides you with two benefits: 1) you don’t come across as a self-absorbed, boring jerk, and 2) it tells you whether this conversation might develop into a valuable professional connection for one or both of you.

And just in case you’re wondering if working on a killer elevator speech is really worth the effort, keep in mind the other really important benefit you get from this: your folks/spouse/in-laws/kids will now have something they can tell people when asked what you’re up to!

For more information about programs designed to help you advance your career, contact the Admissions office at Bryant & Stratton College.

You probably already know that two of your most effective techniques for exploring career options are informational interviews and job-shadowing. Both put you in positions where you can ask questions, discuss alternative career paths, get insights from insiders on job and industry pros and cons, and in general figure out if this is a career path of potential interest to you.

And you know that you never, ever use an informational interview or job shadowing as a sneaky, sideways approach to landing a job interview (basically, that’s the fastest way to get bounced out the door….).

But there are some informational interview questions you can ask during your job shadow as well as other cool benefits from your informational interview or day(s) spent job-shadowing.

Build your professional reputation  Both informational interviewing and job shadowing give you an opportunity to impress someone with your professional, mature demeanor. So be prepared with thoughtful questions that showcase your knowledge of the job be on time if not a few minutes early to your meetings, dress professionally, take notes when your contact provides you with advice and counsel, listen way more than you talk, and always follow up with a thank-you note.

Build your professional network Every time you come into contact with someone in your profession (or the profession you’re working towards), you want to capture that connection. That’s how you start building the professional network that will sustain you over a multitude of career changes, and potentially open up a similar number of career opportunities. So after you’ve impressed your contact with how professional you are (and sent your thank-you note), follow up shortly with a request to connect on LinkedIn so you can stay in touch.

Learn how the company hires One of the most important questions to ask in an informational interview or job shadow is “how did you get your job?” If you’re potentially interested in working for the employer in question, this will give you an indication of how they hire (for example, through a recruiter, based on resumes submitted online, via internal referrals, etc.) for future reference.

Get a sense of the company culture  When you ask people what they like most/least about their job, their answers may have more to do with their employer than the actual work they do. Try to distinguish between the two, so you can understand what responses indicate a positive or toxic organizational culture if you’re potentially interested in this employer. (However, keep in mind that in large companies the “corporate culture” can vary by department and by boss.)

Get a broader sense of the industry – and additional employers/job opportunities One of the questions you can ask during an informational interview or job shadow is who your contact sees as his or her employer’s main competition. Although you would never disclose any information about the company that your contact shared with you, that doesn’t mean that you can’t use what you’ve learned to understand what type of job or career you might want to pursue with a different company in the same industry.

Ready to start exploring your career options? Now’s a great time to start lining up some informational interviews and job-shadowing opportunities! Need help? Check out Career LifePrep for advice and assistance

Yes sir, the light was green, I am positive…or was it yellow….maybe it just turned yellow….ok, now I am not sure…

 The exciting field of criminal justice is all about dealing with people; whether in the course of an investigation, arrest, court proceeding, or corrections setting.  One of the most frustrating aspects of this occupation is attempting to gather facts in the course of ones duties. 

I cannot recall how many times I have performed interviews from seemingly reliable individuals, only to find later that their factual account of an incident was incorrect? Sometimes we are lucky and find those “ideal” witnesses, who seemed to have a clear, unobstructed view of the event, and appear to be completely unbiased, yet when interviewed, they falsely recount even the most simplest of facts.

One such investigation comes to mind that stemmed my interest in this topic area of research. I was performing a field investigation of a possible “jump in” in the claimant’s vehicle.

The claimant was receiving aggressive medical treatment, yet my insured and the police report did not place him in the claimant’s car. I located two eyewitnesses to the event who were standing on the exact corner of this intersection accident; both with a clear view of the loss and of course the claimant’s car. These were ideal witnesses, both were college educated, presented themselves well, and were unbiased, yet when I interviewed them, they could not even provide the correct color of my insured’s car, which was a distinctive yellow hue.

Some of the seemingly “simple” questions appeared inaccurate- weather, clothing etc…Immediately I thought of how unreliable these reliable witnesses were and wondered why they could not provide a clear account of the simple facts of loss. The reliability of eyewitness testimony is not a new topic of research; it has been explored for more than a hundred years by psychologists and legal experts. Let’s take a brief look at the historical development of eyewitness reliability to establish a foundation for our topic.

In his seminal book, “On the Witness Stand” (1908) Hugo Mu¨nsterberg questioned the reliability of witness testimony. He is considered one of the early pioneers of research and development in this topic area of law and psychology. His early research has shown itself to be applicable to many contemporary situations involving testimony. Mu¨nsterberg performed a significant study which supported his theory of witness unreliability. In the study he had a sample group of children and adults view pictures of a farmer’s room, immediately afterward they were asked a mixture of leading and objective questions. These studies revealed that the adult sample was highly misled by leading questions, but the children were not. The younger group seemed to be less resistant to suggestion than adults.

Contemporary researchers such as Roberts & Schneider (2000) have also supported these findings. Can we infer from these studies that the younger witnesses provide more accurate testimony? The research suggests that we can. A similar study by Valentine, Pickering, and Darling (2003) studied the identification accuracy of 640 witnesses from 314 lineups conducted in London. The researchers categorized the age of the witnesses and correlated their findings to accuracy. They found overwhelmingly, that the age of the witness had a significant effect on identification accuracy, with a rate of 48% accuracy in the under 20-year old group as compared to 28% in the 40-plus group. How about the testimony of the claimant or insured, we would think that someone directly involved in the event would be able to provide a clear recount of the occurrence. However, studies have proven otherwise.

A significant study performed by Patricia Tollestrup, John Turtle, and John Yille (1994) focused on how individuals acquire and retain information from an occurrence. They studied specific cases where a suspect confessed to a crime and also involved eyewitness victims and bystanders. The study revealed that bystanders had a more accurate memory of the crime scene than the victims involved. Victim accuracy rate was 40% lower than that of the bystanders. The most significant aspect of the study surrounded the findings that both the bystanders and the victim eyewitnesses chose the right criminal only 48% of the time in a lineup.

This study illustrates that eyewitness testimony is very weak and unreliable. It also shows that if the eyewitness was directly involved in the crime, chances are their testimony is even weaker because of many factors that bias their memory. In the early 1990’s the development and use of DNA evidence in criminal cases was a significant “eye opener” in eyewitness reliability. The revisiting of cases across the world revealed the many criminals that were initially convicted by eyewitnesses were exonerated by DNA evidence. This caused new found interest in reliability.

Tests by psychologists using mock crime scenes has revealed that eyewitnesses are incorrect approximately half (50%) of the time. In 1996, the Department of Justice assembled a panel of leading psychologists to address this reliability issue and develop strategies to assist with gathering more reliable information. They concluded that the interview format can often times have an affect on the outcome of the testimony. That is, they recommended asking very open-ended questions, so as to extract a more unbiased account of events. They also recognized that the less time that elapses between the interview and the occurrence can also have affect on accuracy. So what can we conclude from this research. Many of the studies overwhelmingly revealed that eye witness testimony is highly unreliable; approximately 50% of the time their testimony is inaccurate.

The message gleaned from this article should not be to discount all eyewitness testimony, instead to use the testimony as part of your overall investigative strategy. Actually sir…now that I have thought about it I am sure the light was yellow…I think…

I recently visited the Kennedy Space Center. Talk about a fish out of water. I don\’t understand the aerodynamics of flight. How is it possible for man to go to that dark, vast, cold place and see remarkable things and return safely to Earth?  Talk about team work.  How are so many minds able to work together for a common goal without the whole project going haywire?

I’m intimidated by all the knowledge in a place like this.  As I walk among the buildings seeing what my fellow countrymen have created, the dreams and aspirations they have realized, astound me.  Everyone here didn’t get to walk in space, visit the space station, or have the fame of being the first to walk on the Moon.  But everyone did work together realizing that the mission to space was bigger than just one man, or one team, or one department of NASA. I can relate these feelings of intimidation back to my own classroom, to my own students here at Bryant & Stratton College Online. 

I see many comments from students saying they are afraid of technology.  I hear you and I feel your pain.  It wasn’t that long ago for me, and I can still imagine what it is like to open up Excel and stare at a blank spreadsheet wondering what you are supposed to do with each of those little squares (cells).  Students know they can perform magic and do powerful things, but it takes knowledge to get there.  And it is intimidating when you know the power, but not the process.  I know the power of space flight, but not the process.  Not yet, anyway.  I have never forgotten my days as a new user of technology and software.  Yes, today I am technically savvy, but I wasn\’t always.  Like you, I had to start somewhere.  I remember those early days of being a computer technician working for Kodak in its heyday. I made a lot of silly mistakes.  When I would embarrass myself by a mistake, I always swallowed my pride and kept moving forward.  I learned from it.  I made lots of mistakes, but tried hard never to make the same one twice.

Nothing is too big to understand if you just ground yourself and take it one piece at a time.  I can still remember my mother telling me that you can even eat an elephant, if you do it one bite at a time. The imagery was awful, but the message was true.  You can conquer anything if you break it down into manageable parts. The best instructors and teachers are those who never forget where they came from, and the journey they took to arrive at the present day.  If you can muster up enough inner-strength to make the determination that you will not let defeat rule the day, you can master anything, even Excel spreadsheets or Access databases. 

They are actually pretty cool, once you become comfortable with them. Technology isn’t going away.  If anything, it will embed itself deeper into our lives, our automobiles, our entertainment, and our very clothing.  We can be left behind, we can be intimidated, we can stand here and wring our hands, or we can choose to take the smallest steps in understanding those little pieces we use daily, our smart phones, our computers, and other peripheral devices.  As we explore our world and really take a solid look at all the technology everywhere, we realize a choice must be made.  Embrace the pieces we choose to use, understand, explore, and experiment – even if we make mistakes.

As my students comments ring in my ears it dawns on me that I am so fortunate to see the transformation from the first weeks of class to the end of class.  Most students learn as much about themselves as they do about technology.  They realize that technology isn’t to be feared and it was their own misgivings that were standing in their way. 

Most want the class to continue for several more months so they can learn everything once they have mastered a few new skills.  I get great joy out of watching this transformation. I am a witness to the journey; the journey of education, the journey of self-realization, and the journey of a thirst for knowledge.  The best part about teaching technology isn’t the technology itself, (although I love that aspect of teaching), it’s watching the student triumph over something that used to hold power over them and intimidate them, and now is nothing more than circuit boards and software in their eyes. 

That is the ultimate rush. I believe I need to come back to Kennedy Space Center next year.  I need to learn more.  I need to understand the process of space flight.  I’ll never be a pilot, and it isn’t the marvel of engineering, or the mathematical calculations that I need to understand. 

It’s the drive, the desire, the passion to make a difference, to achieve, to receive knowledge and mostly to learn about myself as I travel on my journey.

Don’t wait until graduation to start preparing yourself for a career change or advancement. Start taking small steps while you are still in school. This will better prepare you and can help build your career more effectively after graduation. Here are a few actions to consider that can help make you more desirable in a tough job market:

Research what you can do with your degree. As a Bryant & Stratton College student, you have access to a number of research and information databases that are not free to the public. While you are a student, take advantage of this access. Use the Virtual Library outside of your classwork. Research articles on job advancement, different positions requiring your degree, and labor statistics and data in your area.

Build a resume. If you haven’t already, start building your resume. Adding to an existing one after graduation is quicker than designing one from scratch. Take advantage of the Career Services Department and your Career Management Seminar to perfect resume building. The Optimal Resume program available to Bryant & Stratton College students is the perfect place to create and store a developing resume.

Add more to your resume. Consider seeking out supplemental experience to enhance your resume. Volunteer at a local organization, research professional groups or societies online, or look into certifications that will improve your marketability. Talk to successful people or employers in your field and ask them what they look for in potential employees.

Practice Interviewing. Ask a friend to go over a mock interview with you. Have them ask you questions that you are not expecting and did not prepare for beforehand. The more you do it, the more comfortable you will be!

Work hard to achieve good grades. Making Dean’s List or qualifying for the Alpha Beta Gamma Honor Society looks excellent on a resume. In a tough economy, these small steps can add value to your degree. Don’t wait until graduation to start thinking about your career and how to be successful in it!

Bryant & Stratton College announced that it will roll out EmployableYOU™ this winter — a focus on employability providing a guided experience that prepares students for the dynamics of the changing workplace.

EmployableYOU goes beyond traditional academic theory and textbook learning by enhancing important workplace capabilities such as teamwork, persistence, managerial potential, fiscal responsibility, technology skills, and literacy skills. EmployableYOU embeds these competencies into the curriculum for all students and provides students with ample opportunity to learn, master, and demonstrate these important work skills within every course in their program of study. Bryant & Stratton College has developed EmployableYOU in response to a critical need to create more meaningful connections between higher education and the workplace.

According to a 2013 survey by Bryant & Stratton College and Wakefield Research, 80 percent of 18-34 year olds believe they are job-ready and possess all the skills, experience, and education needed to advance in their desired career path or obtain their next job. In contrast, a study by McKinsey & Company found that almost 40 percent of employers planning to hire have had openings for six months or more. These employers attribute their inability to fill the openings to a lack of skills, qualifications, and training in entry-level applicants.

“Employers expect applicants to be job-ready in their knowledge and use of technology and in their communication and critical thinking skills,” said Cindy Susienka, President and CEO of Bryant & Stratton College. “However, employers tell us that many students entering the job market are behind in these important attributes. That is why we created EmployableYOU.”

By integrating career-related connections with classroom study, Bryant & Stratton College draws a powerful correlation between the classroom and the authentic work of each discipline. The newly launched EmployableYOU combines course content across the College with real-world activities and workplace competencies to develop skills that will help students to be successful in their careers.

“EmployableYOU is so much more than writing a resume and doing mock interviews. This experience is embedded into the curriculum. It builds tighter connections between theory-based learning in the classroom and the real-world needs of the workplace,” said Beth Tarquino, Chief Academic Officer.

“While career readiness has been at the heart of Bryant & Stratton College’s mission for the past 160 years, EmployableYOU addresses the needs of employers by putting academic study in the context of on-the-job career requirements in every class. EmployableYOU helps students gain confidence in their ability to articulate and demonstrate essential workplace knowledge, skills and abilities leading to success at every step.”

Under this fully integrated classroom-to-workplace experience, students develop and assess their career-related skills and embedded workplace capabilities by immersing themselves in their field of study. In this safe learning environment, students continue to practice and hone their skills while completing required courses. Students transfer their learning to employment preparation activities including portfolio preparation, mock interviews, resume writing, and internship/practicum experiences while leveraging placement resources.

To ensure that EmployableYOU is aligned to current workplace needs, Bryant & Stratton College has actively solicited the input from the employer community. The College’s commitment to fostering these critical relationships was evidenced by last month’s Employability Summit, where Bryant & Stratton College convened educator and employer stakeholders to create actionable solutions to the challenges employers are experiencing around workforce development.

To view a webcast of Bryant & Stratton’s recent Employability Summit, visit https://www.bryantstratton.edu/employability-summit/. To learn more about Bryant & Stratton College and EmployableYOU, go to https://www.bryantstratton.edu.

About Bryant & Stratton College Bryant & Stratton College is a private career college that provides career relevant education with a focus on employability and student success in a personalized environment. The College is regionally accredited by the Middle States Commission on Higher Education, which is an institutional accrediting agency recognized by the U.S. Secretary of Education, and the Council for Higher Education Accreditation. Bryant & Stratton College has campus locations in New York, Ohio, Virginia and Wisconsin, as well as an Online Education division, and a Professional Skill Center. For 160 years, Bryant & Stratton College has offered students access to career relevant education leading to bachelor′s degrees, associate′s degrees and professional certificates in the fields of business, criminal justice, design, financial services, healthcare, hospitality, human resources, paralegal studies and information technology. General information can also be found on the College′s website at https://www.bryantstratton.edu.

Hospitality management careers are exciting, fast-paced and have a variety of paths. Many hospitality management jobs involve traveling, anticipating customer needs, entertainment, as well as juggling every detail of an event, the customer experience and facility operations. Few of these jobs are 8 – 5; the hours are long and the work week is rarely limited to weekdays. However, hospitality managers enjoy many employee benefits during time off, like travel, lodging and meals at extremely discounted prices.

One area in this industry that is expanding is meeting, convention and event planning.

“Applicants for our scholarship program for event services has grown from a handful a few years ago to a huge number every year,” said Julie Pingston, President of the Event Service Professional Association.

“A bachelor’s degree in hospitality management is becoming required for jobs more and more, but people can also transfer in from other fields,” she said. With that, the pay has also risen. Larger organizations have more positions that offer opportunities to grow from [frontline management] to middle management and even executive level,” she said.

According to the Bureau of Labor Statistics, the median annual salary for meeting, convention and event planners was $46,840in 2015 and the job outlook for the following 10 years is 10%, which is faster than the average growth rate of all other occupations. http://www.bls.gov/ooh/business-and-financial/meeting-convention-and-event-planners.htm

These professionals usually work onsite at hotels and convention centers to coordinate all aspects of professional meeting and events, such as choosing meeting locations, arranging transportation and planning activities.

“What makes this so attractive to me is that every event has something unique about it I can solve. One day I may find a player piano for the venue, on another day I might resolve a very complicated parking situation and on another day I might have to create the perfect menu at the right price,” Pingston said.

Other careers in hospitality management include:

Lodging Managers. For a median annual pay of $45,810, they ensure that guests have a pleasant experience at hotels, resorts, boarding houses and other lodging establishments while running the establishment efficiently and profitably. About 39 percent of them were self-employed in 2012 and there will be little or no change (1 percent) in employment in through 2022. http://www.bls.gov/ooh/management/lodging-managers.htm

Food Service Managers manage the daily operations of restaurants, hotel, schools, etc. This includes, inventory, preparation, safety compliance, budget and customer service. The median annual salary in 2012 was $47,960 and about 40 percent of them were self-employed. The job outlook, at 2 percent, will barely change. http://www.bls.gov/ooh/management/food-service-managers.htm

Travel and Tourism Managers hold jobs like travel agents, cruise directors and tour managers. They oversee all aspects of travel such as, booking trips, entertainment, staff, budget, sales, etc., for an annual pay between $32,000 and $124,616, according to hcareers.com. http://www.hcareers.com/us/resourcecenter/tabid/306/articleid/573/default.aspx

Casino Managers, the most lucrative in the industry, manage all operations of casinos, including customer relations, facility management, entertainment, security, etc. in states where gambling is legal. The annual salary, according to hcareers.com is $124,618 and up. Most of these managers work their way their way up through the ranks into management. http://www.hcareers.com/us/resourcecenter/tabid/306/articleid/573/default.aspxThinking of pursuing a degree in hospitality management? Bryant & Stratton College has several hospitality programs to get you started. Want more information? Click here to learn about a degree in hospitality.

Be honest Understanding the difference between what you think is important and what is truly important is, well, important. We’d all like to think we’re Superwoman (or man) but there is only so much you can truly get done in one day. Figure out what absolutely has to get done that day and make sure it’s at the top of your list.

Tackle the tough first If everything on your list is equally important then work at the most difficult, least enjoyable task first. This “eat the frog” approach encourages you to do the toughest task first because then the rest of your projects for the day will seem easier.

Start with speed and ease Alternatively, you can look for the items on your list that will take five minutes or less (an important note here: be sure to write down everything, no matter how brainless. Sometimes the most obvious tasks are the most important). By starting with these easily accomplished items you can build the momentum and energy needed to complete other pieces of your list.

Email time limit We all love email. It’s a quick and easy way to communicate, but it can be a real black hole for productivity – especially at work. Since we’re all connected 24/7, it can seem like you have to respond to every email immediately when it lands in your inbox. But, you’ll be able to stay more focused on your to-do list and be more productive if you set specific times of day to check and respond to emails. By making email less of a priority, you’ll be able to concentrate on what really matters. One of the biggest excuses for not going back to school is lack of time. But, maybe by putting in to practice the tips above, you’ll find room in your schedule to finally take the next step in your career by earning a degree.

If you are interested in finding out how online school makes it easier to earn a degree while balancing a job and family responsibilities, call 1.888.447.3528 to speak with a Bryant & Stratton College Online admissions representative.

Thinking about entering the paralegal career field? Now may be a good time. According to the Bureau of Labor Statistics’ 2014-15 Occupational Outlook Handbook, the field is projected to grow by 8 percent at pace with the average growth rate for all occupations.

That translates into 21,200 jobs between 2014 and 2024.

Generally, entry level positions in this field require an associate’s degree and the median annual salary is $48,810. For new paralegals, the salary is lower but there is plenty of room for advancement for anyone willing to put in the time and effort.

To catch a glimpse of what this great career really has to offer, we contacted Loretta Calvert, JD, the 2012-2013 President of the American Association for Paralegal Education (AAfPE) and Paralegal Studies Director at Volunteer State Community College.

Q: Why is the paralegal field an exciting one?

A: People are drawn to the legal field because it is interesting and always changing. Just today I received two notices about updates to different areas of law I practiced in. It is a challenge to stay on top of your field. Also, paralegals get to stand right beside attorneys when cases unfold and get to help people who might not have known their rights without the guidance of a lawyer.

Q: Where are the jobs?

A: Everywhere! There are jobs at law firms, in-house at companies, administrative agencies like the EEOC, state agencies like Department of Labor or Insurance, federal  courts and federal asset forfeiture, healthcare, and so much more. The important thing is to realize that the job title does not always say paralegal.

Q: What kind of work do paralegals perform on a day-to-day basis?

A: There is a good portion of dealing with clients whether it is intake for new clients or updating current clients. There is drafting legal documents, researching statutes and procedures, and organizing evidence. Some law firms divide up duties based on a paralegal’s abilities and other law firms divide up work based on the attorney who uses the paralegal.

Q: What are the most important credentials and skills for paralegals?

A: Attend a program approved by the American Bar Association so you have more opportunities! Usually, taking a credentialing exam requires that you graduate from an ABA-approved school. Some job listings will also specify ABA-approved programs. Besides that, look for extra computer training. If you have IT skills and paralegal skills, you open up an entirely new set of job possibilities. There are companies that devote their services to running and restoring deleted files from computers, iPads, and telephones. Even law firms now want IT skills to help set up websites and manage webpages and cloud computing.

Q: What must-have advice would you give those who want to enter into this field?

A: Take a personality test like the Myers-Briggs and figure out what your natural inclinations are before you plan a career. The insights can help you figure out what jobs are a better match for you. If someone is an introvert then he/she will probably not want to work the front desk at a law firm. I would tell the introvert to look for jobs where he or she will review documents and manage databases. However, the extrovert will love working that front desk and greeting clients, getting the intake forms completed, and making people feel welcome.

Q: What myths are there about this field and what are the realities?

A: I often hear people say they want job stability and a lot of money. Job stability is unheard of in our current economy. People no longer stay at the same job for 20 years. As far as money, new paralegals are not rolling in the dough. Do what you love and the money will follow. Also, many paralegal students think they will be able to go to court with the attorney. Only seasoned paralegals accompany attorneys to court to assist with documents and technology during trial. Pay your dues and develop a good network, then you can roll around in the dough.

If you want to learn more about paralegal career options, contact the Admissions office at Bryant & Stratton College.

Her role as an Admissions Representative means that Megan VillaReale spends quite a bit of time connecting with students on a daily basis.

However that hasn’t prevented her from enjoying one of her favorite hobbies away from work. Megan has amassed an impressive rotary phone collection over the past few years. While she doesn’t have a specific reason for her fascination, she gives a lot of credit to the phone she consistently used at her grandmother’s house.

“There are so many different styles and colors of rotary phones that it’s almost a challenge to find new ones,”

Megan said. Megan’s interests do extend well beyond her phone collection, however. She’s a movie buff who also loves to get out and camp whenever the opportunity presents itself. Her love for DIY Pintrest projects and the holidays hints that her home is probably sports the coolest decorations on the block each year. In fact, Megan went full-DIY last year at Halloween, making her own Rubik’s Cube costume for the holiday.

Favorite thing about Bryant & Stratton College:  I work with a great group of people who are supportive of each other and it\’s a great feeling knowing you\’ve helped people achieve their educational goals.

Favorite Student Story:  One of the best feelings I’ve had while working with Bryant & Stratton College Online is when I saw my first student on the graduation list. I clearly remember working with her and how much she wanted her degree to start a new career and life for herself so couldn’t help but be so proud of her and glad I was able to share in her success.

Advice for new students:  NEVER be afraid to ask for help!! It is better to make an educated decision than just taking a shot in the dark.

By: Josh Galle, Veterans and Government Recruiting Lead and Kelly Young, Human Resources Program Manager at Humana Like many corporations, Humana has recognized the value that military veterans bring to the workforce.   From strong project management skills to punctuality and extensive travel experience, Veterans are an attractive candidate pool.  However, finding practical ways to translate your military experience into layman’s terms as someone transitioning out of the Service can be difficult.   Here are some tips to help you sell your military experience in the corporate world.

Focus on transferrable skills It may be that your military job doesn’t directly translate into a job in the corporate workforce.  (Who knew there would be a limited market for bomb technicians in corporate America?!)  In that case, focus on the skills you have that are generally transferrable to business roles- things like team leadership skills, project management, your proven ability to work with individuals from different cultures and backgrounds, strong accountability and execution skills, etc.   Be sure to have experiential examples to back up each of these qualities, and reference them in interviews.

Minimize acronyms and jargon The average recruiter may not be familiar with the military jargon and acronyms that are second nature to those in the Service.  Have someone without military experience review your resume, checking for use of acronyms and jargon.  When in doubt, spell out the acronyms and translate the jargon into layman’s terms.   For instance, spell out Corporal instead of CPL and when possible substitute with a corporate title, i.e. Squad Leader can be displayed as Security Supervisor or Manager.

Network with other Vets Don’t underestimate the power of your military network.  Stay connected via social media sites like LinkedIn and Facebook with others you’ve met or worked with during your military career.  Talk with other Vets in your area to see if their employers are hiring.   Often, valuable referrals can come through friends, neighbors, and former colleagues who know that you are looking for new opportunities post military career.

Seek out Veteran-friendly employers Many organizations now have targeted recruiting efforts to source Veteran talent.   Check out the Top 100 Military Friendly Employers listing and this listing of Federal Contractors and other vet friendly employers.  

Interested in finding out more about Humana’s Veteran’s Hiring?   Be sure to check out our Veteran’s Talent Network.    In addition to competitive benefits that focus on health and well-being, one of the best resources available to veterans and military spouses once they join Humana is the Veterans Network Resource Group. This group, which meets both in-person as well as has an online community through our enterprise social media site for military veterans and military spouses, helps veterans and their families transition to civilian life and share common experiences. This group also supports community service for veterans and provides input to Humana on how we can better serve our military and government members.  

To learn more, visit http://careers.humana.com/ Josh Galle is a Recruiting Lead at Humana, focusing on recruiting for Government business and leading the organizations efforts on hiring and retaining Veterans and in Humana’s workforce.

Josh is a decorated Veteran who served 8 years (Active & Reserve) in the United States Marine Corps and has a passion for helping Veterans and their families.  Josh is also a co-author in a recently published book, “An American Crisis: Veterans Unemployment” available from Inspired Authors Press and on Amazon.com.

Kelly Young is a Human Resources Program Manager at Humana. Kelly is responsible for coordinating enterprise learning and developing the talent of professionals within the organization.  Josh and Kelly have partnered various times to write publications to help support Veterans who are re-entering the corporate workforce.