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Students could soon receive college credit for taking free online courses. Would you be for, or against this?
John Cousineau's profile photoStephen Victor's profile photoRobert Koch's profile photoTimothy Smith's profile photo
How could you be against it?
what kind of question is that... how can you be against it?
+Austin Gilpin Plumbers with a college-level knowledge of hydraulics, trigonometry, and business management would still be plumbers.  
yeah, i'm also against that, how can they be sure that they're giving the equal knowledge via online?
+Jenn Leona Free online courses would presumably be visible to everyone, so any inadequacies would become immediately apparent to domain experts and students alike.
+Zachary Porter Sure, if you're getting an MRS degree it's going to work better to live in a dorm or a sorority.  But what's that got to do with being able to get college credit?
+Austin Gilpin This isn't about 'punishing' anyone.  It's simply that knowledge is good , more knowledge is better, and the better knowledge is distributed the happier and more productive everyone is.
   Do you really need me to explain why a plumber might benefit from trigonometry, business management, and hydraulics? 
The way we communicate, do business, learn and exchange ideas has changed drastically in the past 5 years. It's about time formal education caught up with the times. 
Big traditional colleges are still were most research gets done. There is a place for traditional universities they really do need to grasp that some things are just going to have to bend though. Traditional textbooks are finished, if you are the head of a department and aren't demanding a digital version of any textbook you purchase being available for your students your just not doing your job.
Dress Code Legal Issues and How to Avoid Them            |            Free Dress Code Policy

Careful Policy Drafting
Sex Discrimination  
Race and Disability Discrimination 
Religious Discrimination
Tattoos and Body Piercings 
Commonsense Tips for Drafting and Enforcing Your Dress Code 
If you are like many employers, you may mistakenly believe that discrimination laws restrict your right to determine appropriate workplace dress. In fact, you actually have a lot of discretion in what you can require your employees to wear to work. Generally, a carefully drafted dress code that is applied consistently should not violate discrimination laws. However, this fact will not stop employees from questioning your policy. This article, from our HR Matters E-Tips free electronic newsletter, examines common legal challenges to dress codes and suggests ways you can avoid problems. Get your FREE access to this and 100's of FREE HR resources today.

Careful Policy Drafting Needed                                       [Download Free Policies]

You probably have been faced with an employee who complains that a dress code "violates my rights." Some employees will even go so far as to allege discrimination on the basis of sex, religion, or race under Title VII of the Civil Rights Act. However, if a dress code is based on business needs and applied uniformly, it generally will not violate employee civil rights.

Sex Discrimination Claims.

Sex discrimination claims typically are not successful unless the dress policy has no basis in social customs, differentiates significantly between men and women, or imposes a greater burden on women. Thus, a policy that requires female managers to wear uniforms while male managers are allowed to wear "professional dress" may be discriminatory. However, dress requirements that reflect current social norms generally are upheld, even when they affect only one sex. For example, in a decision by the Eleventh Circuit Court of Appeals in Harper v. Blockbuster Entertainment Corp., 139 F.3d 1385 (11th Cir. 1998), the court upheld an employer’s policy that required only male employees to cut their long hair.
[Creating HR Policies or Employee Handbook?]

Be aware, though, that at least one state, California, prohibits employers from implementing a dress code that does not allow women to wear pants in the workplace. According to Section 12947.5 of the California Government Code, it is an unlawful employment practice for an employer to prohibit an employee from wearing pants because of the sex of the employee. The California law does make exceptions so employees in certain occupations can be required to wear uniforms.

Race and Disability Discrimination Claims.

Race discrimination claims can be even more difficult to prove since the employee must show that the employer’s dress code has a disparate impact on a protected class of employees. One limited area where race claims have had some success is in challenges to "no beard" policies. A few courts have determined that a policy that requires all male employees to be clean-shaven may discriminate if it does not accommodate individuals with pseudofolliculitis barbae (PFB), a skin condition aggravated by shaving that occurs almost exclusively among African-American males.

No-beard rules also may violate disability discrimination laws. A few courts have ruled that PFB is a disabling condition and thus requires reasonable accommodation under state disability laws and the federal Rehabilitation Act (which prohibits federal contractors from discriminating in employment based on disability).

Religious Discrimination Claims.

Employees have had more success claiming dress codes violate religious discrimination laws. These claims are likely if an employer is unwilling to allow an employee’s religious dress or appearance. For example, a policy may be discriminatory if it does not accommodate an employee’s religious need to cover his head or wear a beard. However, if an employer can show that the accommodation would be an undue hardship, such as if the employee’s dress created a safety concern, it probably does not have to allow the exception to its policy.

NLRA Claims.

Dress code claims also may be filed under the National Labor Relations Act (NLRA). To comply with the NLRA, employers, even in nonunion workplaces, may not universally ban the wearing of union insignia. An employer may set neutral policies that, when uniformly enforced, prohibit employees from wearing certain items of clothing that also have union insignias on them, such as T-shirts with union logos if the policy prohibits all T-shirts. However, several courts have determined that employees have the right to wear union buttons and pins to work, unless the wearing of these items creates a safety hazard or, in the case of workers with public contact, the employees consistently are required to wear uniforms without buttons and pins.

Tattoos and Body Piercings.

Many employees also mistakenly believe that they have a right to show tattoos and body piercings in the workplace. While tattoos and piercings may be examples of employee self-expression, they generally are not recognized as indications of religious or racial expression and, therefore, are not protected under federal discrimination laws. Accordingly, as with most personal appearance and grooming standards, you have wide latitude to set policy regarding tattoos and body piercings.

Common Sense Tips for Drafting and Enforcing Your Dress Code

Here are some ideas for ensuring that your policy complies with the legal restrictions described above:

1. Base the policy on business-related reasons. Explain your reasons in the policy so employees understand the rationale behind the restrictions. Common business-related reasons include maintaining the organization’s public image, promoting a productive work environment, or complying with health and safety standards.

2. Require employees to have an appropriate, well-groomed appearance. Even casual dress policies should specify what clothing is inappropriate (such as sweatsuits, shorts, and jeans) and any special requirements for employees who deal with the public.

3. Communicate the policy. Use employee handbooks or memos to alert employees to the new policy, any revisions, and the penalties for noncompliance. In addition, explain the policy to job candidates.

4. Apply the dress code policy uniformly to all employees. This can prevent claims that the policy adversely affects women or minorities. However, you may have to make exceptions if required by law. (See next suggestion.)

5. Make reasonable accommodation when the situation requires an exception. Be prepared to accommodate requests for religious practices and disabilities, such as head coverings and facial hair.

6. Apply consistent discipline for dress code violations. When disciplining violators, point out why their attire does not comply with the code and what they can do to comply.
I'm not only for this, I believe you should be able to get a complete college education online for free.  University's are great, and some things can't be taught online, but a lot can be.  Such an educational tool would drastically transform society for the better.  
For, if its a monitored course. Against if anyone could take classes for anybody and no one would know. The ultimate goal should be learning.
For this. Only if person taking class can be verified.
Just for some basic things and it should be through a local institution where the person must registration face to face to guarantee identity.
There are pros and cons to getting a significant amount of coursework online. It is hard to imagine that free (or nearly free) education could be anything but a net positive to students and society as a whole. While they are at it, why not change the economics of academic journals so that the breadth of knowledge in them are freely accessible. Both will happen. It's just a matter of time.
This sounds amazing.  As long as it augments and enhances the current education system I see absolutely nothing wrong with the idea.  I think free and paid education can co-exist.
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