Organizations of all sizes and sectors are facing increased cybersecurity risks.
Specifically, ransomware attacks—which leverage malware to compromise a victim’s data and demand them to make a large payment to recover it—have quickly become a rising threat across industry lines. In fact, recent research found that these types of attacks have surged by 150% in the past year alone, with the average amount paid by victims jumping by over 300%. Such attacks have also become more sophisticated over the years as cybercriminals have developed a wide range of different ransomware-use techniques.
Keeping workplace technology up and running is vital to any organization’s success.
While this task seems feasible, it’s growing harder and harder each year as cybercriminals expand their reach. It’s not enough to simply protect workplace technology with software and security protocols. It’s also critical for your organization to test the overall effectiveness of these protocols on a regular basis. That’s where penetration testing can help.
On June 10, 2021, the Occupational Safety and Health Administration (OSHA) updated its guidance on mitigating and preventing the spread of COVID-19 in the workplace.
The guidance applies to employers and employees in settings outside of the health care industry and is now focused only on protecting unvaccinated or otherwise at-risk employees in their workplaces.
Employers can use this OSHA guidance to help them take the appropriate steps to prevent exposure and infection of unvaccinated or otherwise at risk employees.
The pandemic has resulted in thousands of employees working from their kitchen tables or living rooms rather than the office or other workplaces.
However, as more Americans receive a COVID-19 vaccination and organizations develop or update their return-to-work plans, some employees may still be eager to continue working remotely, even if just for a few days each week.
This article provides an overview of hybrid workplaces, the work model’s advantages and challenges, and tips for accommodating distributed employees.
On June 21, 2021, the U.S. Department of Labor (DOL) announced a proposed rule to clarify when employers can claim a tip credit to compensate their tipped employees.
The proposed rule is scheduled for publication in the federal register on June 23, 2021. Employers will have 60 days from the date of publication to submit their comments about the proposed rule to the DOL.