Buy CAC - 12 course compensation certification for $399.00

Buy CCC - 10 course compensation committee certification for $399.00

Buy All Courses - 36 courses – up to 60 credits – for $999.00

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National Registry QAS Self Study: DLC courses may take 1 to 2 hours to complete. To earn CPE credit for a course, you must pass the final exam with a score of 70% or higher for District of Columbia.

The ERI Distance Learning Center is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org.

Click the Start Course button to begin a course. If it's your first course, you will be asked to register. You may exit and reenter a course at your convenience.

Foundation Courses

09 Basic Quantitative Methods

This online math course teaches everyday mathematics used in Human Resource Management. We begin with a discussion of basic mathematics, including math order of operations and types of measurement. Then we look at how calculating percentages and percentiles can be used to analyze Human Resource data. We show you how to calculate the slope of a li ...More

Credit for QAS Self Study: 2

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71 Environments of Compensation and Benefits Administration

This course describes the economic, social, organizational, and technical environments that influence compensation and benefits programs in the United States. Current and historical influences are discussed. Employment demographics and trends are examined. Labor markets, worker values, organization factors, and the impact of technology are a few of ...More

Credit for QAS Self Study: 2

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15 Federal Employment Laws That Impact Compensation and Benefits

This online course offers an overview of various U.S. federal employment laws that impact compensation and benefits administration. This information is critical because we live in a litigious society. Employers and Human Resources professionals must know exactly what federal law requires regarding employee compensation and benefits administrat ...More

Credit for QAS Self Study: 2

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03 New Economy Total Rewards

This course examines the differences between compensation programs of old economy and new economy organizations. Their different use of compensation elements (including base salaries, incentives and employee benefits) is discussed. At the end of this course, you should understand the basics of compensation planning, and how your organization can be ...More

Credit for QAS Self Study: 1

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02 Online Total Rewards Administration

Today Human Resources has many options for administering compensation and employee benefits plans online. Organizations are leveraging cloud, mobile and digital platforms offering employees numerous features such as health care insurance enrollment and online Summary Plan Descriptions (SPDs), retirement planning and retirement calculators, 401(k) p ...More

Credit for QAS Self Study: 2

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04 Organization Salary Determinations

Before establishing or adjusting a salary structure, Human Resources Management must consider your organization’s internal and external labor market in order to make informed decisions about average job salaries that take into account: labor costs, employee productivity, employee retention, salary comparisons to competitors, cost-of-living co ...More

Credit for QAS Self Study: 2

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Salary Administration

73 Analyzing Salary Surveys

Accurate salary survey data is crucial to salary increase planning. There are many options for obtaining salary survey data: government compensation surveys, online salary surveys, a salary survey research outsource, private compensation surveys, or conducting your own survey. This course explores the advantages of each of these options and sh ...More

Credit for QAS Self Study: 1.5

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33 Conducting Job Analysis

This course will teach you how to perform job analysis from the ground up. The result of this work will be written job descriptions that are used for many HR tasks, including job evaluation, hiring, and setting salaries. You will learn how job analysis questionnaires, such as the PAQ job analysis questionnaire, can be used to update your org ...More

Credit for QAS Self Study: 1.5

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82 Creating a Competitive Salary Structure

This course focuses on the development of a single competitive salary structure for a single market, with the goal of allowing a company to achieve salary levels that at least match the average for the comparison group of companies based on product or service markets, or talent labor markets. You will learn how to create this structure by evaluatin ...More

Credit for QAS Self Study: 1

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81 Creating a Salary Structure for your Organization

Base salary structures are administrative tools that are designed to assist in the administration of compensation programs. Ideally, the salary structure will provide compensation levels that remain internally equitable, externally competitive, and cost effective. Pay structures typically group jobs of equal internal value or worth into grades. Thi ...More

Credit for QAS Self Study: 1

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83 Designing a Geographic Salary Structure

This course takes you through the process of establishing a geographic salary structure for branch offices. You’ll learn how to determine whether your organization can apply its headquarters’ structure directly to the branch office, adjust the headquarters’ structure, or develop a new structure entirely. Geographic salary and cost ...More

Credit for QAS Self Study: 1.5

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32 Eliminating the Gender Pay Gap

When the Equal Pay Act was first enacted in 1963, women earned just 59 cents to every dollar that men earned. By 1983, women earned 64 cents to every dollar men were paid. Today the pay-gap has narrowed to 79 cents - attributable to women improving their overall qualifications relative to men. Although the gender wage gap has narrowed, it is stil ...More

Credit for QAS Self Study: 1.5

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77 Pay-for-Performance

In this course, you’ll learn how to create a pay for performance plan for your organization. Pay for performance allows organizations to reward employees for attaining key goals resulting in organization success. This course will help you decide whether or not pay for performance is appropriate for your organization and how to create a pay for per ...More

Credit for QAS Self Study: 1.5

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19 Quantitative Methods Used in Salary Administration

This course teaches the mathematical skills you need to administer your organization’s wage structure and salary increases. We begin with a discussion of how to analyze salary survey data using averages, medians, modes and maturity curves. Next we show you how to set up a wage structure for your company, using salary increase matrices, compa-ratios ...More

Credit for QAS Self Study: 2

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78 Salary Increase Planning

This course reviews 3 different types of approaches to salary increase planning: those based on salary surveys of competitive market rates, cost-of-living adjustments (COLA’s), and merit increases (such as pay for performance). We’ll show you how to use each method and what resources are available to the Human Resource manager responsible for ...More

Credit for QAS Self Study: 1.5

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Incentive Compensation

75 Creating a Variable Pay Plan

This course teaches you how to select and administer variable pay plans for your organization. It describes the importance of variable pay and the organizations that are best suited for these types of plans. It then covers the different types of variable pay plans available and the factors that must be considered in plan design. Finally, this cours ...More

Credit for QAS Self Study: 1.5

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72 Nonprofit Variable Pay

This course teaches compensation professionals how to select and administer variable pay plans for tax-exempt organizations. With a special focus on the importance of variable pay in executive compensation packages, you’ll learn the different types of variable pay plans available. You’ll also find out the factors that must be considered in their de ...More

Credit for QAS Self Study: 2.5

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76 Sales Compensation and Expense Allowances

This course discusses the creation of sales compensation plans. It describes the steps you must take to set a plan up, including setting goals, choosing measures, and establishing formulas. Then it discusses how to evaluate the success of the plan. Finally, this course looks at special sales compensation, including travel allowances and expense acc ...More

Credit for QAS Self Study: 1.5

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Executive Compensation

26 Compensation Committees: Framework for Executive Compensation Alignment

Compensation committees are responsible for the effective design and evaluation of C-Suite compensation programs. These generally focus on achieving short-term operating plan execution coupled with long-term sustainable business performance alignment. The framework under which these responsibilities are fullfilled entail assessing the current bus ...More

Credit for QAS Self Study: 2.5

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21 Compensation for Business Leaders

This course analyzes how compensation for business leaders is established. We will discuss the goals and theories behind these programs, including the use of incentives, bonuses and stock options; the advantages of deferred compensation; and the use of perquisites and golden parachutes. Then this course looks at the question of whether today’s exec ...More

Credit for QAS Self Study: 2.5

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Special Topics

49 Regression Analysis Used in Compensation Administration

This course teaches you how to use regression analyses in compensation administration. First you will gain a background in distributions, standard deviation, standard error and correlation. Then this course will show you how to use linear and multiple regression to analyze pay levels in order to create more rational and competitive wage structures ...More

Credit for QAS Self Study: 1.5

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Litigation Challenges

58 Comparing the DOT, O*NET and eDOT

This course compares three occupational classification systems: the Dictionary of Occupational Titles (DOT), O*NET and ERI’s enhanced Dictionary of Occupational Titles (eDOT). We look at the advantages and disadvantages of each, showing where each system may be of most use in assisting the unemployed, college graduate, disabled individual o ...More

Credit for QAS Self Study: 1.5

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Tax Issues and Planning

42 Accumulated Earnings and Deferred Compensation

This course looks at complexities in the valuation of a company. First we examine taxation issues related to accumulated earnings. Then we look at the potential tax loss/gain that exists with deferred compensation plans. These include qualified retirement plans like a 401K and nonqualified retirement plans such as rabbi trusts, secular trusts, and ...More

Credit for QAS Self Study: 2.5

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22 Black-Scholes Valuations

This course teaches you how to place a future value on stock options using the Black-Scholes method. We explain each step of the Black-Scholes formula, describing the consequences of its assumptions and the reason why ten different companies might derive ten different values. Then we look at the alternatives to this formula, including the intrinsic ...More

Credit for QAS Self Study: 2

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18 Intermediate Sanctions

This course provides an overview of how intermediate sanctions (Internal Revenue Code § 4958) impact executive compensation arrangements. Intermediate sanctions are aimed at curbing abuse that occurs in 501(c)(3) and 501(c)(4) tax-exempt organizations relating to overcompensation of individuals in control at these firms. This course will exam ...More

Credit for QAS Self Study: 2

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12 IRS Reasonable Executive Compensation

This taxation course reviews the U.S. Internal Revenue Service (IRS) federal income tax standards for reasonable compensation of stockholder-employees in closely held corporations. Reasonable compensation challenges result from the IRS suspicion that stockholder-employees have paid themselves so as to improperly reduce their taxes through und ...More

Credit for QAS Self Study: 1.5

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Relocation Planning

92 Expatriate Compensation

This course teaches you how to manage compensation for employees who accept expatriate assignments. It covers how to select employees for such assignments, how to compensate them with allowances, and how to manage their home and host country taxation. Keeping the employee whole is stressed, since he or she should not be penalized financially for ac ...More

Credit for QAS Self Study: 1

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93 Global Mobility and the Relocation of an Employee to an International Assignment

This course presents an overview of global mobility from both the employer and employee point of view. It discusses current trends in policies and assignment types, choosing the employee, problems faced by companies, compliance issues, cost-of-living allowances, and repatriation. ...More

Credit for QAS Self Study: 1

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91 Multiple Country Compensation Programs

As organizations expand worldwide, they will require a total rewards program aligned with corporate goals as well as local business objectives for each country in which they operate. This course demonstrates how to evaluate total rewards for expatriates, local nationals, and third country nationals. Special attention is focused on data collection f ...More

Credit for QAS Self Study: 1.5

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57 Relocating an Employee Within the United States

Employee relocation planning is a Human Resources function that supports businesses that have operations in multiple locations and move their employees to meet workforce demands. This course teaches you how to set up employee relocation packages for executive relocation, new hires, and everything in between. You'll learn how to establish home purch ...More

Credit for QAS Self Study: 1.5

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Employee Benefit Programs

53 Employee Benefits Strategies

This course provides an overview for strategic employee benefits planning. First you'll learn what benefits your organization must offer based on federal employee benefits laws. Then you'll find out how to align employee benefits programs with your organization's demographics by using employee benefits surveys. You'll learn how to control per emplo ...More

Credit for QAS Self Study: 2.5

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74 Trends in Retirement Plans

This course presents a broad overview of employee retirement plans for the Human Resource professional. You’ll take a look at qualified and non-qualified retirement plans, the various plans within those categories, and the advantages and disadvantages of each plan. You’ll also look briefly at retirement plan options for small businesses, and at gen ...More

Credit for QAS Self Study: 2

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For the Employee

50 Employee Life and Disability Insurance

This course presents a broad overview of individual and employer-provided life and disability insurance policies. You’ll learn how to evaluate your own need for life and disability insurance. Then you’ll find out about necessary supplements to those policies. ...More

Credit for QAS Self Study: 2

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20 The Basics of Employee Stock Option Plans

This course presents a basic overview of employee stock options. You'll learn about NQSOs and ISOs, employee ownership, how to evaluate a stock option portfolio, and what the future has in store for stock option plans. ...More

Credit for QAS Self Study: 1

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World at Work CPE Sponsors - Registry CPE Sponsors - QAS CCC CAC

The ERI Distance Learning Center is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: https://www.nasbaregistry.org/