Businesses are transferring more and more client information files online for storage on hard drives in remote data centers or server farms that offer convenient Internet access. Buying space in this “cloud” (a $40 billion a year business, according to the IDC research firm) is becoming as common as paying for power, water and Internet service. With corporate spies after trade secrets, hackers out to steal sensitive financial information, and the federal government demanding online communications records, protecting data in the cloud creates a serious security risk for companies of all sizes.
“It’s easy to overlook security because of the virtual nature of the cloud,” warns Thomas Trappler, Director of Software Licensing at UCLA. “Your data is going over the Internet to another computer and not to some magical world where everything’s going to be fine.” Unfortunately, businesses often seem blissfully unaware of this threat: a recent nationwide study by the Ponemon Institute found that half the firms surveyed had not considered security risks when storing data with providers in the cloud.
A major question in these deals is determining who’s responsible for the risk of compromised data. Because companies often lack security expertise, they expect cloud providers to do the job. Some providers certify that they meet government or third-party standards for data confidentiality. However, few of them let clients test their digital security – which leaves their clients feeling that they might be liable.
To minimize this risk, Trappler advises businesses to:
- Evaluate the provider’s reputation.
- Insist on reviewing its encryption and security systems.
- Set guidelines for immediate notification of any breaches.
You can also protect yourself from the risks of storing data in the cloud by investing in Cyber Insurance. To learn more, just get in touch with us.
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With slips, trips and, falls remaining one of the top causes of workers compensation claims, safety experts stress the need for preventive measures and ergonomic workplace design.
Such accidents need particular attention in nonindustrial environments where employers often install terrazzo or marble floors that can be dangerous to walk on.
According to the U.S. Bureau of Labor Statistics, same- level slips, trips and falls (in which workers slip and fall on the surface where they’re standing) accounted for 134,580 lost workdays and 111 deaths in 2011. The number of same-level falls increased 42.3% from 1998 to 2010, the highest growth of any accident type during this period. These mishaps are costly, in 2010, Liberty Mutual a a leading workers comp insurance company, paid $8.61 billion in same-level fall comp claims.
Implementing safety measures such as, cleaning spilled liquids promptly and placing floor mats on smooth flooring will help prevent workplace injury. Reviewing injury records to find trends will help determine additional safety measures to implement in the workplace. Many businesses are replacing surfaces that contribute to these mishaps which is a highly cost effective investment that can curb expensive litigation and workers comp liabilities.
Although these precautions have prevented thousands of slip-and-fall accidents, the risk will remain a problem until employers work with design professionals to create ergonomically friendly safe buildings. The National Institute of Occupational Safety and Health (NIOSH) is sponsoring a “Prevention Through Design” initiative to address ways that architects and engineers can get involved in designing safer workplaces (for example, by training college engineering and architecture students about safety and ergonomic considerations).
Our workers comp specialists would be happy to check your business for slip and fall hazards and recommend steps to help keep your staff and visitors from slipping.
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Workplace safety signs and tags play a key role in helping prevent accidents to workers and visitors alike.
To make the most effective use of signs and tags in your facility that comply with OSHA regulation (29 CFR 1910.145), we’d recommend that you follow these guidelines:
- Identify all hazards throughout the workplace. In addition to obvious dangers, include those that are out of the ordinary, unexpected, or not readily apparent.
- Select or design signs and tags. Make sure they conform to OSHA requirements and are consistent in format.
- Use proper wording. According to OSHA, “the wording of any sign should be easily read, concise, and contain sufficient information to be easily understood.”
- Position signs carefully. Signs should be placed so that they’re easy to see and read from a distance and draw maximum attention to hazards.
- Identify safety and fire protection equipment clearly. This includes such items as eyewash stations and safety showers, as well as fire extinguishers and hoses.
- Employ tags properly. OSHA requires that “tags shall be used as a means to prevent accidental injury or illness to employees who are exposed to hazardous or potentially hazardous conditions, equipment, or operations.”
- Review your program whenever new hazards are introduced. If you just put up signs and tags and forget about them, your facility probably won’t be in compliance with the OSHA regulations. Check the program frequently to make sure that it’s still doing the job.
The workplace safety professionals at our agency would be happy to help you review your signage and tag policy. Give us a call at any time.
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In managing today’s disability laws attorneys advise you to not fight whether something is in fact a disability, but simply to worry about whether you can reasonably accommodate limitations to meet productivity standards. A variety of accommodations might be available, depending on the circumstances. Here’s a list of possibilities. To learn more we encourage you to visit the Job Accommodation Network www.askjan.org
- 1.
Make existing facilities accessible. This might include access to break rooms, restrooms, training rooms, parking, furniture, equipment, etc.
- Allow applicants or employees to bring assistive animals to work (of course under limited circumstances.)
- Transfer employees to a more accessible worksite.
- Transfer employees to a different job that they can, in fact, do. Note that you are not required to create a new job as an accommodation.
- Provide assistive aids and services such as qualified readers or interpreters to an applicant or employee.
- Restructure the job by the reallocating or redistributing nonessential job functions in a job with multiple responsibilities.
- Provide a part-time or modified work schedule (not as a permanent solution, but only as an accommodation.)
- Permit an alteration of when or how an essential function is performed (i.e. instead of being required to come to work at 9 they can come to work at 10).
- Provide an adjustment to modifications of exams training materials or policies.
- Allow an employee to work for from home (yes disabled employees may have a greater right to do so than your nondisabled ones).
- Provide a paid or unpaid leave (no law requires you to offer an indefinite leave.)
Of course, by now you’ve been drilled to understand that what’s a reasonable accommodation versus an undue burden varies on a case-by-case basis. You’ll need to consider the cost and nature of the accommodation, and the overall financial resources of the company, the type of operations, geographic location and other factors. Take a look at the ADA forms and the checklists in HR That Works.
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Most employers have to carry unemployment insurance on their employees. Do you really understand, though, when you can use your unemployment insurance benefits? Knowing the answer to this question can help you make important decisions about using this coverage.
What is Unemployment Insurance?
Unemployment Insurance is designed to help you cover expenses when you’re between jobs. It usually gives you a percentage of your working wages rather than a full paycheck.
Unemployment laws also vary by state. Although they follow guidelines from the federal government, each state’s Department of Labor determines how much coverage workers get when they file for unemployment.
Who’s Eligible to Collect Unemployment Benefits?
If you’ve been laid off or fired and are not at fault, you may qualify for unemployment. You will generally be disqualified from receiving unemployment, though, if you:
*Quit without having a good cause,
*Are fired for misconduct,
*Resign because of illness,
*Become involved in a labor dispute or
*Leave to get married or attend school.
What are Unemployment Insurance Limits?
Most states allow you to receive unemployment benefits for up to 26 weeks. In cases, you may be eligible for extensions based on federal guidelines or your state’s unemployment rates.
When Should You File?
As soon as you’re laid off or let go from your job, file for unemployment. It often takes two to three weeks for benefits to start, so a delay in filing means a delay in receiving benefits.
Also, realize that unemployment is not a free ride. While you can use the money to pay any expenses, you typically have to prove that you’re looking for employment to receive ongoing benefits. You’ll also have to report any hours you worked.
Unemployment insurance gives you some financial assistance if you lose your job.
Don’t quit and expect to be compensated, though. Discuss this coverage with your employer, insurance company or Department of Labor if you need further clarification.
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No matter how old you are, retirement will be here sooner than you think. Your employer can help you prepare for this season of life. As you decide if you should transfer existing 401(k) funds into a Roth 401(k), consider your tax preferences.
When You Pay Taxes Matters
Most investment strategists typically recommend that consumers like you invest pre-tax money in their retirement accounts. That means you deposit funds into your retirement account before you pay taxes on the cash. Traditional 401(k)s work this way and allow you to pay taxes on the money you withdraw during retirement.
Open a Roth 401(k), and you’ll be depositing cash that’s already been taxed. When you’re ready to retire, the only taxes you pay are on the profits your investment earned.
You Choose the Option You Prefer
Ultimately, the choice of whether to stick with a traditional 401(k) or transfer to a Roth 401(k) is up to you. After all, it’s your money and your future. Your current and future tax brackets are invaluable tools that can help you decide what to do.
*If your current tax bracket is fairly high and you expect it to decrease once you enter retirement age, stick with your traditional 401(k).
*If you expect to be in a higher tax bracket during retirement or are you a young worker who’s just starting out in your career, the Roth 401(k) is a wise choice. It lets you pay taxes on your investment now when you have more disposable income.
Are you ready to make a decision about whether or not choosing a Roth 401(k) is right for you? Then, talk to your company’s human resources department. Find out if the new Roth 401(k) is available and clarify any questions you might have about retirement investing. With this information, you ensure your retirement account wishes are put into practice as you prepare for the future.
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