Corra Daily Planet » 2013 » January

Employees Who Cyber Steal

Tue, January 29th, 2013 - 3:29 pm - By Gordon Basichis

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Employee theft is on the increase.  So is industrial espionage conducted by employees.   Cyber theft is but one component where valuable data is accessed and stolen.

It is no joke for a business to lose its proprietary data and the information it depends upon.   Now policing cybertheft could be made a little bit easier as as the court revived a lawsuit a Denver chemical company brought against one of its employees.   Allegedly, the employee stole proprietary data through his home computer.

According to the article in the Denver Post…Wednesday’s decision may make it easier for U.S. companies to crack down on alleged computer theft that occurs in remote locations, including outside the country. In recent years, U.S. courts increasingly have dealt with cases involving downloads of corporate information by employees, both in criminal cases brought by prosecutors and civil cases filed by companies.”

Conducting background checks on new hires and current employees may help root out potential interlopers.  In these cases you are not only looking for criminal records but for civil and criminal issues that while not directly related my indicate substance abuse or other tendencies toward desperate behavior.  Domestic issues, incumbent with financial issues, can often be at the top of the list.  The thing is, get on it early.   If you wait before reviewing, then your company may be in the headlines for stories you would just as soon avoid.

Preparing for Disasters that Would Affect the Workplace

Thu, January 24th, 2013 - 3:42 pm - By Gordon Basichis

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We all know how natural disaster and disaster in other forms can adversely affect the workplace.  We often don’t realize how badly the workplace can be affected until there is an actual disaster.  The key is to prepare for possible disaster so that you will incur less damage and can recover much more quickly.    The less damage you sustain and the faster your recovery is the key to maintaining your business.

Management Today provides some excellent insight regarding the best way to prepare for the eventualities of a disaster.  Kate Russell is the MD of Russell HR Consulting , is the author of the article.  Here are some ideas from her article…

“Back in the workplace, organisations need to give detailed thought and plan in advance to prepare for disasters. To lead your business back to work with maximum effectiveness you need to prepare yourself and your employees. Your ‘Disaster Recovery Plan’ should be put together by representatives of the entire organisation and carried out in several iterations to ensure rigour and completeness.

1.     Identify the fullest list you can imagine of serious risk to the business. Assign a probability rating to each risk and assess the likely level of severity.

2.     Against each risk decide what your plan of recovery action is and what resources you will need in place to enable the recovery.

3.     You will need to identify stages within the process i.e. action in immediate aftermath of the disaster; action in the following weeks; action in the following months.

4.     Identify what business functions will need to be resumed and in what order. You will need to identify which employees are key to achieving this.

5.     Test the plan. The emergency services hold periodic disaster practice sessions to ensure that in the event of an unusual emergency that things run as well as possible. We saw evidence of considerable success in the London bombings in July 2005. Lessons still have to be refined, but in general the plans worked well.

6.     Make sure all critical personnel are well briefed, trained and regularly tested in their specific roles. Keep records of test results.

7.     Brief, train and rehearse staff so that they all know what to do in the event of an emergency.

8.     Audit and review the plan and update as necessary.

Having clear policies and guidelines, training and testing employees in what behavior is expected of them in these circumstances can go a long way towards making sure your disaster recovery plan works effectively.

Hundreds of businesses have been sunk by disasters, both natural and man made. Your workplace might be destroyed, and your technology pummeled but with preparation and knowledge you can save your employees and your business.”

 

What To Do When There Are Discrepancies on Your Candidate’s Resume

Tue, January 22nd, 2013 - 11:58 am - By Gordon Basichis

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This ran on my blog site on HR Toolbox….

 

Okay, so you have recruited just the right candidate.   According to his resume his credentials are impeccable.  He has all the required skill sets and vital experience in dealing with all the disciplines the job will require.   His references provide you with glowing reviews.   You have conducted background checks as part of your employment screening process, and your candidate emerges squeaky clean.  Nothing that is noteworthy.

Or maybe there is some kid stuff type offenses on there, where perhaps in an inebriated moment back in his college days he was caught urinating, or doing something else that was pretty stupid, in public.  Or there was a lawsuit found in county civil records, where your candidate was sued by a company, maybe even the employer he used to work for.  But the lawsuit was dismissed.

Not only does this candidate have great skills and a wealth of experience, but you were able to recruit this person from your client’s competitor.  You know, having done your homework, that your candidate did wonders for that competitor, raised sales or presided over a most effective and beneficial merger.  You discover, too, that while your candidate expects a higher salary than most of the other candidates with whom you have been talking, your client, the potential employer, is willing to go the extra bucks just to get him.

But then you discover the reality of the job experience and the resume he presided is not quite what it first appeared.   The university where he claimed his degree is not finding his graduation records.   The employment verification returns, reporting that his work experience at that particular company is a little more than a year less than the time frame he listed on his resume. Meanwhile, the clock is ticking and your client is eager to hire him and get him onboard.

 

For the complete article go to this link on HRToolbox

Courts to Be Closed for Martin Luther King Day

Thu, January 17th, 2013 - 4:20 pm - By Gordon Basichis

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For those conducting background checks as part of their employment screening program, please take note that courts around the country will be closed Monday, January 23 rd in celebration of Martin Luther King Day.   This holiday will cause a slight delay in some courthouses for county criminal records searches and county civil records searches.

Among the courts that will be closed for Martin Luther King Day–

Philadelphia Courts

New Hampshire Courts

Massachusetts Courts

 

 

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