employment law course online

the center for legal studies is recognized by shrm to offer professional development credits (pdcs) for the shrm-cpsm or shrm-scpsm. this course is the equivalent of at least 45 clock hours of study. for each lesson you will submit a 50-point writing assignment covering the topics in that lesson’s reading consisting of a variety of short answer questions and essay questions. these assignments are referred to as bulletin board submissions and will be submitted by either selecting bulletin board submission from within the lesson material, or by selecting ‘forums’ under activities on the right side bar. the writing assignments can be accessed from within the lesson material, or by selecting ‘assignments’ under activities on the right side bar of your course home page.

after the first thursday of class, no refunds will be issued. you represent that you are either (a) a student currently enrolled in a cls course or (b) an agent of the current student enrolled in a cls course. if the course enrollment is financed through any third party, the student is required as a condition of this agreement to agree to the following: this online westlaw access is for use by students currently enrolled in center for legal studies courses and this access will expire at the end of the time listed below, regardless of the student’s completion status. online course format student’s access will expire on the seventh saturday of the session for paralegal 2, regardless of when westlaw is purchased. online course format student’s access will expire on the seventh saturday of the online session. westlaw access is solely for registered students to be used in completing a center for legal studies course and students will not release password information to anyone.

you will learn the ins and outs of how to advertise a job position, and how to effectively interview so that your hiring process goes smoothly. the first fact you need to be aware of is that employment is an economic relationship. this is an area in which you can take reasonable steps to minimize your risk of making costly mistakes. independent contractors often are hired to work for you without the complication of actually hiring them as employees. one of the biggest things that will distinguish an independent contractor from an employee is determining who is responsible for how that individual is allowed to do his or her job.

employees usually are paid according to the time they spend working, per piece of work, or on a commission basis. it is up to you, the employer, to understand the legal ramifications of hiring an independent contractor and what tax burden you bear. in addition to the tax issue, as an employer, you must be aware of other issues that differ with an employee and an independent contractor. perhaps you have made promises, even in your employee manual or handbook, that you will follow certain steps prior to termination of employment. this could make you vulnerable to a lawsuit should you terminate an employee, even if you are suffering from the economic downturn and have no choice but to reduce your workforce.

the courses address key employment law requirements in the united states and also provide guidance on the employment law is a branch of contract law that deals with relationships between employers and employees. this course the courses address key employment law requirements in the united states and also provide guidance on the, employment law certification online, employment law certification online, us employment law course online free, labor law courses online, employment law degree online.

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