5 Tips For Employers To Earn Respect From Employees

Today, we are going to take a look at how to make respect something that revolves around the workplace. Use these tips to help you identify if you're doing what you need to do to earn and have respect with your coworkers.

In a previous blog (R-E-S-P-E-C-T: How To Earn Respect At Work), I discussed ways employees can earn respect at work. But earning respect shouldn’t be a one-way street – it should also be embraced by employers. Respect isn’t just something subordinates are forced to give managers. It’s a valuable asset for employers to show and earn in the workplace. Earning employee respect isn’t always easy, but when employers find ways to build respect at work, positive benefits ensue. How do you build employee respect at work?

According to Bruce J. Avolio, Ph.D., executive director at the Center for Leadership and Strategic Thinking in the University of Washington’s Foster School of Business, five tips for employers/managers to earn the respect of employees include:

    1. Be authentic: Be an authentic reflection of your organization’s espoused values and principles while promoting transparency and justice.
    1. Promote ‘ownership’: Make all employees feel like ‘owners’ versus ‘renters’, that their voice matters, and that people in positions of power listen to learn and engage with their employees.
    2. Develop potential: Help each individual feel like they are reaching their full potential and achieving their performance goals by investing in development.
    3. Create an energized culture: Create a positive climate where your followers’ energy is directed towards winning against competitors versus defending against internal detractors from what you’re trying to accomplish.
  1. Sacrifice when necessary: Be willing to sacrifice for the greater good of the organization when such sacrifices contribute to everyone’s success.

Bill Mixon, president of Universal Hospital Services, Inc., believes the key to earning employee respect is to empower employees and model the leadership behavior you desire by treating employees with dignity and respect. “If employees respect a person’s leadership, they are more prone to put those same leadership qualities into practice. Empowering employees to make decisions also builds trust. When you show employees you trust their knowledge and skills, you allow them to make smart decisions that benefit the company.”

Developing employee potential is also important. Notes Mixon, “When employees feel valued and appreciated, they take stronger ownership of their work and seek new opportunities to grow in their roles. This not only benefits the employee, but also the company and its customers.”

Howard Behar, retired president of StarbucksCoffee Company, used this same tactic of showing employees they are appreciated to help establish the Starbucks culture, which stresses the importance of people over profits. For example, Starbucks made sure there were no special perks for executives. “All employees are called ‘partners’ and there is no separation in any way of partners and the management team. Outside of pay and stock, every partner gets the same, even the same health insurance. We did this because it was the right thing to do, not because we thought it would help us build respect,” Behar explained.

In addition, the Starbucks management team held ‘open forum’ meetings where any partner could ask anything and they would address it. “It was open dialogue, and I mean really open dialogue during these meetings. If they wanted to debate what I was paid as the president of the company then they could,” said Behar. “No topic was off-limits.”

The management team also included a feedback card in every partner’s paycheck asking for comments on anything that seemed in contradiction to the company’s values and morals – with Behar reading every feedback card submitted. If an executive didn’t live up to the values and morals of the company, the organization would eject that individual. Behar added, “You could get fired a lot faster for not living the values than not achieving the financial numbers.”

Bottom Line: Are you a manager/employer looking to earn the respect of your employees? Then focus on relationships and trust. The foundation for earning respect is establishing good relationships with employees by building trust within the organization. Explains Behar, “If people are feeling trust, they will be more productive, are more willing to take risks, be creative, and solve difficult problems. It doesn’t mean issues won’t arise, but it means you can withstand just about anything because you can talk things through.”

Read the original article.

Quast L. (17 September 2012). "5 Tips For Employers To Earn Respect From Employees" [Web blog post]. Retrieved from address https://www.forbes.com/sites/lisaquast/2012/09/17/5-tips-for-employers-to-earn-respect-from-employees/#5c3c8a1826ac

5 things to know about this year’s flu

The nation is having a Terrible, Horrible, No Good, Very Bad flu season.

Flu is widespread in 46 states, according to reports to the U.S. Centers for Disease Control and Prevention (CDC).

Nationally, as of mid-December, at least 106 people had died from the infectious disease.

In addition, states across the country are reporting higher-than-average flu-related hospitalizations and emergency room visits. Hospitalization rates are highest among people older than 50 and children younger than 5.

In California, which is among the hardest-hit states, the virus struck surprisingly early this season. The state’s warmer temperatures typically mean people are less confined indoors during the winter months. As a result, flu season usually strikes later than in other regions.

Health experts aren’t sure why this season is different.

“We’re seeing the worst of it right now,” said Dr. Randy Bergen, a pediatrician who is leading Kaiser Permanente-Northern California’s anti-flu effort. “We’re really in historic territory, and I just don’t know when it’s going to stop.” (Kaiser Health News, which produces California Healthline, is not affiliated with Kaiser Permanente.)

Here are five things you should know about this flu season:

1. It’s shaping up to be one of the worst in recent years.

The H3N2 influenza A subtype that appears to be most prevalent this year is particularly nasty, with more severe symptoms including fever and body aches. Australia, which U.S. public health officials follow closely in their flu forecasting — in part because their winter is our summer — reported a record-high number of confirmed flu cases in 2017. Another influenza B virus subtype also is circulating, “and that’s no fun, either,” Bergen said.

Flu season in the U.S. typically starts in October and ends in May, peaking between December and February.

2. This season’s flu vaccine is likely to be less effective than in previous years.

U.S. flu experts say they won’t fully know how effective this season’s vaccine is until the it’s over. But Australia’s experience suggests effectiveness was only about 10 percent. In the U.S., it is 40 to 60 percent effective in an average season. Vaccines are less protective if strains are different than predicted and unexpected mutations occur.

3. You should get the flu shot anyway.

Even if it is not a good match to the virus now circulating, the vaccine helps to ease the severity and duration of symptoms if you come down with the flu.

Children are considered highly vulnerable to the disease. Studies show that for children a shot can significantly reduce the risk of dying.

High-dose vaccines are recommended for older people, who also are exceptionally vulnerable to illness, hospitalization and death related to the flu, according to the CDC.

“Some protection is better than no protection,” Bergen said, “but it’s certainly disappointing to have a vaccine that’s just not as effective as we’d like it to be.

Shots may still be available from your doctor or local health clinic, as well as at some chain drugstores. Check the Vaccine Finder website for a location near you.

4. Basic precautions may spare you and your family from days in bed.

As much as possible, avoid people who are sick. Wash your hands frequently and avoid touching your mouth, nose and eyes.

Masks aren’t particularly effective in keeping you from catching the flu, although they may help keep sick people who wear them from spreading their germs further.

If you are sick, cover your cough and stay home from work if you can, Bergen said. Remaining hydrated, eating nutritious foods and exercising can also help strengthen your immune system.

Because elderly people are so vulnerable to the flu, some nursing homes and assisted living facilities may limit visitors and resident activities, depending on the level of illness.


5. Don’t mistake flu symptoms for those of a common cold.

The hallmarks of flu are fever and body aches that accompany cough and congestion, Bergen said.

If you feel as if you’re having trouble breathing, or if your fever can’t be controlled with medication like Tylenol, check with your doctor. It’s even more important for patients to see a doctor if they have a chronic medical condition like diabetes or heart disease, or if they are young or elderly.

Kaiser Permanente doctors now are being advised to prescribe antiviral drugs like Tamiflu — given as a pill or, for kids, an oral suspension — even without a lab test for influenza, Bergen said. According to a report in the Los Angeles Times, however, Tamiflu supplies are running low.

And Bergen cautioned that these medications are only partly effective, reducing the time of illness by just a day or two.

Read the original article.

Kaiser Health News (22 January 2018). "5 things to know about this year’s flu" [Web blog post]. Retrieved from address http://workwell.unum.com/2018/01/5-things-know-years-flu/

HRL - Office - Collaboration - Write - Paper

Level-funded plan uptake trickling down market

What are level-funded plans, and why are they becoming so popular? Allow this article to break down the facts for you.

A brighter light is being cast on level-funded group health plans as benefits decision-makers tackle open-enrollment season. Several industry observers say the trend is more pronounced given that the Affordable Care Act remains largely intact — for now.

There has been an ebb and flow to these self-insured underwritten plans over the past 18 months, says Michael Levin, CEO and co-founder of the healthcare data services firm Vericred. But with a fixed monthly rate for more predictability, he says they can drive 25% to 35% savings relative to fully-insured ACA plans that must comply with the medical loss ratio for a certain segment of the market.

Level funding typically leverages an aggregate and/or specific stop-loss product to cap exposure to catastrophic claims. These plans are offered by an independent third-party administrator or health insurance carrier through an administrative-services-only contract.

It’s best suited for companies with a very low risk profile comprised of young or healthy populations, according to Levin. And with low attachment, stop-loss coverage in most states, he explains that the plans have “very little downside risk from the group’s perspective.” Two exceptions are California and New York whose constraints on the stop-loss attachment point “essentially preclude level-funded plans from being offered” there, he adds.

The arrangement is trickling down market. “We’ve heard from carriers that will go down to seven employees, plus dependents, while others cut it off at 20 or 25,” he says.

David Reid, CEO of EaseCentral, sees a “resurgence of level funding” across more than 38,000 employers with less than 500 lives that his SaaS platform targets through about 6,000 health insurance brokers and 1,000 agencies. His average group is about 30 employees.

He’s also seeing more customers using individual-market plans rather than group coverage through Hixme’s digital healthcare benefits consulting platform. Under this approach, health plans are bundled with other specific types of insurance and financing as a line of credit to fill coverage gaps. Employer contributions are earmarked for individual-market plans, which are purchased through payroll deduction.

Read further.

Shutan B. (17 November 2017). "Level-funded plan uptake trickling down market" [Web Blog Post]. Retrieved from address https://www.employeebenefitadviser.com/news/level-funded-plan-uptake-trickling-down-market?feed=00000152-175e-d933-a573-ff5ef1df0000


Prepare your workforce for flu season

It's that time of the year - flu season (yuck!). Protect and prevent the flu from taking over your workplace with this helpful article from Employee Benefit Advisor.

The flu doesn’t discriminate as to who it will infect, which is why it’s important to make sure your workforce is prepared for flu season — which is now in full force. While there are simple personal health practices everyone can adopt to help stay germ-free, getting an annual flu shot is the most effective way to protect against the virus.

Employees miss an average of five workdays per year due to the flu, at a cost of about $200 per person for each lost day. That means for a workforce of 250 employees, flu season could cost $250,000 in missed workdays every year. And, with between 140,000 to 710,000 hospitalizations from the flu each year, adopting preventative steps to cut your company’s exposure is vitally important for your employees’ health and your bottom line.

[Image: Bloomberg]

[Image: Bloomberg]

One of the most convenient options employers have in preventing the flu is on-site clinics. Some healthcare companies offer this option as part of a worksite wellness program in which they administer flu shots and provide educational materials. According to the U.S. Centers for Disease Control and Prevention, on-site vaccines increase productivity and decrease absenteeism in the workplace.

Business leaders also can help increase employee participation in on-site flu shot clinics by educating their workplace on the importance of the flu shot and helping to dispel common misconceptions associated with the shot. As a physician, here are some of the most common “myths” I’ve come across:

The flu shot will make me sick. This is probably the most common flu shot misconception employees have. While a flu shot can sometimes produce minor side effects, like headache or low-grade fever, the vaccine contains inactive flu viruses that cannot cause illness.

Statistically speaking, some people will come down with the flu shortly after getting the flu shot — but, again, the illness isn’t caused by the vaccine itself. The most logical explanation for this is that the person was already exposed to flu viruses shortly before, or within two weeks after, getting vaccinated. It typically takes two weeks for the body’s immune system to fully protect itself after getting vaccinated, so it’s possible to come down with the flu in that period of time.

It’s too late to get vaccinated. It’s never too late to get a shot. Because flu season typically peaks between December and February and could last until late May, you still have time to schedule an on-site flu clinic. However, don’t wait too long. Even if employees receive the vaccination very early on in flu season (September or October), they will still benefit from protection lasting well into 2018. As always, the earlier the better.

I don’t really need a flu shot. While the vaccine’s effectiveness can vary from year to year depending on what strain is going around, research continues to support the recommendation that working adults should get vaccinated every fall. The CDC agrees, stating that a flu shot can reduce the risk of contracting the virus by between 40% and 60% if the dominant flu strain matches the vaccine.

For a healthy person, the flu often just means using a couple sick days to recover. But receiving a vaccine also prevents the spread of germs to other people, keeping the virus out of the workplace completely. Getting a flu shot protects not only the person getting vaccinated, but also his or her coworkers.

Of course, there’s always room for simple, yet effective prevention practices for the entire workforce. Wiping down surfaces with anti-bacterial wipes kills many different viruses, including the flu. Hand sanitizer also limits the spread of flu, especially if it contains at least 60% ethyl alcohol. This percentage ensures the product will have maximum effectiveness in killing germs.

There’s no better time than now to start preparing for flu season. On-site clinics go a long way in making sure employees are healthier and happier this fall and winter. And that’s a win-win for both worker and employer.



Erickson R. (3 January 2018). "Prepare your workforce for flu season" [web blog post]. Retrieved from address https://www.employeebenefitadviser.com/opinion/how-to-prepare-your-workforce-for-flu-season

7 Ways Your Company Can Lead by Example by Supporting the Lives of Others

Be a business the gives back. In this article, adventure into some great ways to support your community and be a charitable employer.

Business moves the world. So how do you want your company to contribute?

To one degree or another, many of us feel the world today lacks quality leadership. But what better way to fight against that trend than by inspiring greatness in our future leaders? It all begins with leading by example. That’s a tall order, though, and not very specific — so let’s explore seven ways your company can assume thought leadership in the ongoing search for a better quality of life for all.

  1. Giving Back to the Community

If no person is an island unto themselves, that goes double for companies. We tend to think of our careers as somehow separate from the rest of waking life, but the truth is that communities and businesses are very much intertwined. Communities are responsible for the growth and success of businesses — and the other way around, too.

So? Give back as often as you can to the community that has made your business what it is today. We’ll talk in greater detail in a moment about what corporate citizenship should look like, but just getting that sentiment into your corporate culture and set of values is a great place to start.

  1. Be a Better Global Citizen

Making your business the source of positive influence in your community is one thing. But how are you being a global citizen?

Some folks in America seem to believe globalization should be feared and fought against, but rational business leaders know better. As the world draws closer together, we’ll be better prepared than ever to tackle some of the problems that affect us all in equal measure. But first we have to recognize our place in the larger global community.

One example would be The Exterior Company, based in Lancaster, PA, which recognizes their role on the global stage by contributing some of their profits to organizations committed to raising the standard of living in the poorer parts of the world.


  1. Know Your Values

Let’s get philosophical. Do you know what you value, personally? Would an onlooker identify your company as a “principled” one, even if they might not agree with the principles themselves?

The world needs businesses and leaders who know what they believe in. Not so we can blindly agree with them, but because all viewpoints help make the conversation a richer one. Even Hobby Lobby helped improve the conversation surrounding LGBTQ rights in America — even if they are, manifestly, and according to most Americans, standing on the wrong side of the issue.

American consumers wish for and respect companies that take the time to craft cohesive and forward-thinking sets of values. Why not show thought leadership here, and in the process, improve your company’s standing in the public eye?

  1. Donate Your Time

Money is a very valuable resource. But to many folks who don’t come from privilege, time is an even more precious commodity.

You can help support the lives of others — and lead by example in the process — by committing some of your free time to pro-social pursuits. Think of what would happen in the world if every employer allowed and encouraged their team members to commit some of their billable hours to charity work or another kind of community service.

Think of it like this: Corporate America boasts some of the most gifted and thoughtful people in the world. Folks for whom problem-solving comes naturally. What a shame and a waste it would be if all that talent were used merely to generate profits for private enjoyment.


  1. Raise the Standard of Living

If you’re new to business, you’ll recognize quickly that the conversation around workers’ well-being has changed in recent years. For example, global competition has thrown into sharp relief the ways that American corporate culture lags behind the rest of civilization. We have not yet joined the consensus on the fundamental right to paid sick leave and parental leave, for example.

There may be no better way to lead by example than to demonstrate how worthy your employees are of living high-quality lives. Your workers are your brand ambassadors — you want them to be able to go out into the world and proudly say their needs are taken care of. This improves the quality of our conversation everywhere.


    1. Raise Your Employees’ Awareness of the World Around Them
 I try not to use this column to tout my own business, but I do take every chance to support my team of employees who are dedicated to supporting the lives of others through our FX Builds program. We have been exceedingly fortunate over the years in attracting a very high caliber of employee — folks who genuinely care about making the world a better place. And so we wanted to help them achieve something tangible in service to that commitment.

With FX Builds, we’ve helped establish a culture within our organization that ties daily excellence to funds-matching for charitable giving. We’ve already helped break ground on schools in distant countries where public education isn’t something that can be taken for granted.

The point, simply, as it is with other entries in this list, is to make your local team more aware of the larger world and to look for ways to live more fully and conscientiously within it. It’s probably easier than you might think. And if you do it thoughtfully, you can leverage the passion your team already brings to the table.


  1. Focusing on Sustainable Living

According to the scientific community, Earth is experiencing its sixth major extinction event even as we speak. Is that enough of a wake-up call?

It is clear that the individual has failed planet Earth. None of us could reuse enough plastic shopping bags in fifteen lifetimes to reverse the climate change that is already making life difficult in the poorer parts of our planet. And nothing about this is going to improve until we admit there’s a problem and agree on who’s in the best position to make a difference.

That means business leaders must actually lead by example, doing the heavy lifting the individual cannot on their own. It means taking advantage of cheaper-than-ever solar power everywhere you can afford to have it installed. It means not using more paper or other finite resources to do your work than is strictly necessary. It means turning off the computers in your office overnight.

To be perfectly honest, company leaders don’t have to look very far at all to lead the way in sustainable living. And if we can do it in the fight for sustainability, we can do it in every venue that requires decisive, progressive-minded leadership.

If every employer in the world used their resources and influence to help solve this and other crises we face in the world today, the future would be very bright indeed. Word is getting out that pro-social companies — being, after a fashion, like families themselves — are in a truly unique position to change life as we know it for the better.


Read the original article.

Craig W. (5 December 2017). "7 Ways Your Company Can Lead by Example by Supporting the Lives of Others" [Web blog post]. Retrieved from address https://www.forbes.com/sites/williamcraig/2017/12/05/7-ways-your-company-can-lead-by-example-by-supporting-the-lives-of-others/#786463064bbe

The 10 Smartest Things To Look For In Every New Hire


If you’re hiring a new member of your team, congratulations. You have a business that is thriving enough to need more hands. But be prepared, as the shortage of highly skilled workers means finding and retaining quality, creative employees, which can be pretty tough.

According to a 2017 Creative Group study:

41% of surveyed advertising and marketing executives say it’s challenging to find creative talent today.

52% of advertising and marketing executives say they are concerned about retaining their current creative staff in the next 12 months.

For any company, especially companies that do creative work, the people you hire are your most important asset. So how do you hire the right ones (and avoid the wrong ones)?

It can be easy to become overly focused on things like previous employers, degrees and awards — the stuff that may pique a hiring manager’s interest during the applicant-screening process. But in my decade of experience hiring people for our creative agency, I’ve learned that the key to hiring the right people is starting with a clear understanding of the attributes you want in a new hire: the values, characteristics, personality traits and beliefs that will make them an active agent, not a passive employee.

When you hire someone, you aren’t just adding a body. You are introducing a new element to your culture, your work and your skillset. They will become a conduit for your company’s vision and values, and they will influence — and be influenced by — the people around them, for better or worse. That’s why finding people with the right foundation is everything.

After hiring many roles, both successfully and poorly, I’ve distilled the 10 traits that I think are most important for a new hire — beyond their resume.

1. Hunger: Experience is important and necessary for most roles you hire for. However, you don’t want people who have already accomplished everything and are just looking to coast. The best people want to grow, no matter where they are.

2. Humility: Accomplishments are impressive, but they become less so if someone constantly brags about them. You want to hire team players who want everyone to get the glory (and don’t leave passive-aggressive notes in the kitchen about how the dirty dishes in the sink inconvenienced them). Also, look for people who understand the difference between humility and false humility. To quote C.S. Lewis, real humility is someone who “will not be thinking about humility: he will not be thinking about himself at all."

3. Intelligence (Intellectual And Emotional): Book smarts are good. Street smarts are better. Both are ideal. The best employees have not only the technical ability but also the intuition and common sense to get things done — without oversight — under what are sometimes very stressful circumstances.

4. Self-Awareness: Self-awareness is vital when interacting with other people, whether it’s clients, coworkers or colleagues. Understanding your actions and how they are interpreted and make others feel, is often the difference between being someone who is a pleasure or a pain to work with. The good news is this trait is pretty easy to assess in an interview.

5. Curiosity: An unknown source once said, “Knowledge is having the right answer. Intelligence is asking the right question.” To grow, improve and work more efficiently, you need people who are interested in challenging old paradigms, testing, experimenting and learning. That all comes down to interest and curiosity. Great hires will proactively ask questions and seek out information to make the right decisions or suggest new ideas.

6. Scrappiness: Our company was a bootstrapped startup founded by three broke 20-something guys, so scrappiness is built into our DNA. But it’s an employee trait that benefits any organization. You want people who can get stuff done when things aren’t easy, who can always find a way and who don’t need you to hold their hand.

7. Resilience: Failure and frustrations are inevitable in creative work — even on a daily or weekly basis. People who have defied odds, made interesting career switches or taught themselves new things already come equipped with demonstrated resilience. When you go through a rough patch, as every company does, you’ll be grateful that you have people who are willing and able to weather a storm or two instead of jumping ship at the first sign of difficulty.

8. Flexibility: People who are willing to embrace change, who can dig in and help others out — even when a task isn’t technically in their job description — are the secret to helping a company evolve. At our company, we have many people who’ve held several different positions, some of which span across multiple departments, in just a few years. Their flexibility and knowledge benefits each new team and makes us stronger as a whole.

9. Kindness: No one wants to work with an unpleasant person — even if that person is highly capable. Note, however, that being kind is different from being nice. According to Merriam-Webster, "nice" is defined as: "1. pleasant; agreeable; satisfactory. 2. fine or subtle. 3. fastidious; scrupulous." The same source defines "kind" as: "having or showing a friendly, generous, and considerate nature. Affectionate; loving." Being nice is fine; being kind is absolutely necessary.

10. Passion For What We Do: A truly successful company, no matter the size, is full of people who are invested in the cause, vision and values. Even if you’re a small operation without the same financial resources as your competitors, the only way to build a healthy, happy organization is to hire passionate people who share your vision.

To quote Shafqat Islam, the CEO of NewsCred, in the company's public culture document, under the "People" section, he writes: “This is the only thing that matters — we can screw up in everything else, but if we hire the best people, things will work out. A great team with a bad idea can still execute and make it work. A bad team with a great idea will fail every time.”


Read the original article.

Ritchie J. (6 December 2017). "The 10 Smartest Things To Look For In Every New Hire" [Web blog post]. Retrieved from address https://www.forbes.com/sites/forbesagencycouncil/2017/12/06/the-10-smartest-things-to-look-for-in-every-new-hire/#30d66c776704


Cyber Risks & Liabilities - January/February 2018

Troubling Lack of Cyber Concern by CFOs

Gone are the days when chief financial officers (CFOs) solely had to focus on managing their organization’s financial risks. These days, CFOs need to think about the costs of cyber security as well as the costs associated with not having enough of it. When their security tools are inadequate or threats go unnoticed, there is an increased risk of incidents that can costs thousands or millions of dollars in repairs, lost business and reputation. CFOs need to apply new strategies when it comes to tackling cyber risks.

Work With the Chief Information Security Officer

According to recent data, 39 percent of IT workers don’t believe their senior management understands the impact that a security breach could have on their company’s reputation. CFOs should become active members of their security teams, instead of passive observers, in an effort to protect their revenue with a more focused and effective cyber security plan. The most effective partnerships involve weekly cyber exposure reviews with management and IT.

Invest in IT

A recent report found that firms that invest more in IT security experience an average of 6.8 fewer breaches and save more than $5 million. With the growing number of available devices that employees can use to stay connected and do their jobs, new approaches are needed to deal with increased cyber exposure that may have been more easily contained in the past.

Be Accountable

CFOs need to realize how cyber risk affects financial risk. According to a recent study by Ponemon Institute, data breaches result in an average stock price decline of 5 percent and an average revenue decline of $3.4 million. CFOs cannot manage risks of that magnitude by themselves. It is in the best interest of the entire company if its CFO partners with others in the organization who have a vested interest in managing cyber risk.

The Biggest Cyber Security Disasters of 2017

Like 2016 before it, 2017 was not without its share of cyber security incidents—incidents that impacted companies of all sizes and affected multiple industries. The following are some of the biggest cyber security disasters of 2017:

  • WannaCry—Using a tool that was allegedly stolen from the U.S. National Security Agency, cyber criminals exploited a flaw in Microsoft’s Windows system in order to spread malware dubbed WannaCry. The attack, which took place May 12, 2017, has impacted over 200,000 users in at least 150 countries.
  • Equifax—In September of 2017, Equifax, one of the largest credit reporting agencies in the United States, was the victim of a massive cyber attack. This attack compromised the personal information of over 143 million people.
  • Yahoo—In late 2016, Yahoo reported more than 1 billion user accounts were impacted by a 2013 breach. Later in 2017, it was revealed that over 3 billion Yahoo accounts were compromised.
  • Verizon—In July of 2017, it was reported that 14 million Verizon subscribers may have been affected by a data breach. The majority of those impacted by the breach were individuals who had previously contacted Verizon customer service.
  • Gmail—In May of 2017, it was revealed that Gmail users were targeted in a sophisticated phishing scam. The scam sought to gain access to accounts through a third-party app. Over 1 million users have been impacted.

Trump Administration Releases Rules on Disclosing Cyber Flaws

The Trump administration publicly released its rules on whitehouse.gov for deciding whether to disclose cyber security flaws or keep them secret. In doing so, the administration hopes to bring more transparency to its cyber processes.

The U.S. government initially created the Vulnerabilities Equities Process (VEP) under former President Barack Obama, to determine what to do with discovered flaws. The process was designed to balance law enforcement’s and U.S. intelligence officers’ desires to hack into devices with the intention to warn manufacturers of the need to patch holes in their security. However, the government has attracted criticism for jeopardizing internet security by stockpiling detected cyber vulnerabilities in order to preserve its ability to launch its own attacks on computer systems.

The new Trump administration charter explains how the VEP functions and names the agencies involved in the vulnerability reviews, including intelligence agencies as well as several civilian departments that include the Departments of Commerce, Treasury, Energy and State.

The National Security Agency is the executive secretariat of the interagency group. Its job is to coordinate debates over flaws that the various agencies submit in case there is a disagreement about whether to disclose them. If the disagreements cannot be reconciled, the group will vote on whether to disclose or retain the flaws.

The new rules also require the creation of an annual report to provide metrics on the amount of flaws discovered, retained and disclosed. Portions of the report are to be made public. Decisions to retain vulnerabilities are to be reconsidered every year.

According to White House security coordinator Rob Joyce, the revised rules are intended to shed light on the process for how various federal agencies weigh the costs of keeping a flaw secret. Joyce said the rules are the most sophisticated in the world and that they set the United States apart from most other nations.

More than 90 percent of flaws are ultimately disclosed, according to Joyce, although critics argue that they’re not shared quickly enough.


Safety First - January 2018

According to NORC at the University of Chicago, 75 percent of the Americans affected by substance abuse are active in the workforce, and they’re more likely to seek treatment if it is initiated by their employer. Jan. 22-28 is National Drug and Alcohol Facts Week. Take this opportunity to educate your employees about the dangers of substance abuse with these and many more employee communication safety resources available from Hierl Insurance Inc.:

Playing It Safe

Struggling with Drugs or Alcohol? If you recognize that you have a problem with using drugs or alcohol, you have already completed the most important step on your road to recovery. Attempting to do your job well while dealing with your problem is very difficult—but you’re not alone. Of those over age 18 abusing drugs or alcohol, it is estimated that more than 70 percent hold down full- or part-time jobs.

Payroll Stuffer

How Does Substance Abuse Affect the Workplace? Drug or alcohol abuse in the workplace impairs your senses and judgment, putting both your job and your coworkers at risk. It has a negative affect on relationships, health care costs, productivity, and workplace safety.

If you are struggling with a drug or alcohol problem, confidential help is available. Take the first step on the road to recovery by contacting your HR representative today.

Playing It Safe

Dealing With Depression. Everyone feels sad or down at one time or another. For most, this feeling passes within a few days or weeks. But when a loss of interest in normal activities and feelings of sadness persist for a longer period, it may indicate more serious conditions, including depression.

Lifestyle Lessons

Treating Lower Back Pain. Lower back pain is one of the most agonizing and common health conditions in the world, as well as a leading cause of disability. According to the American Chiropractic Association, 1 in 4 adults will experience lower back pain for at least one day during a three-month timespan.

7 Ways Employers Can Support Older Workers And Job Seekers

With all the focus on helping the younger generation achieve success in their careers, let's not forget to support our older workers and job seekers. Read this post for 7 tips for employers to help support older workers.

Credit: Shutterstock

With the unemployment rate (4.1%) at its lowest since 2000, employers are struggling to retain their best workers and attract qualified new ones. Although their efforts are often directed at Millennials, in places where people in their 20s and 30s are increasingly hard to find, employers are equally focused on people in their 50s and 60s.

For example, in May, more than 170 New England employers, policymakers and business leaders came together for an event notably titled, Gray is the New Green: Unleashing the Power of Older Workers and Volunteers to Build a Stronger Northern New England. And at a recent Manchester, N.H., workforce strategies event, AARP-N.H. State Director Todd Fahey urged HR professionals to talk with older employees about the possibility of continuing to work on a flexible basis after they hit the traditional retirement age of 65.

As a boomer and a career coach, I’m heartened by this turn of the events. Of course, I’m not so naïve as to think age discrimination is over. I agree with what Chris Farrell just said in a Next Avenue post: “Older workers still face a serious uphill climb in the job market in many respects.”

So how can employers do a better job of finding, retaining and supporting older job applicants and employees?

To find out, I interviewed Greg Voorheis, the mature worker program coordinator and Governor’s Award coordinator for the state of Vermont. I also watched a video he conducted with executives from the 2017 Governor's Award winner, Chroma Technology Group, a manufacturing firm in the biotech space, based in Bellows Fall, Vt. Incidentally, workers 55 and over currently make up nearly 30% of Vermont's workforce.

7 Tips for Supporting Older Workers and Job Seekers

Here are seven tips from Voorheis and Chroma:

1. Advertise job openings in newspapers in addition to online outlets. “One of the things we’ve learned over the years is that the mature population still really likes written material, like newspapers,” says Voorheis.

The Chroma Technology Group advertises its openings in print and welcomes hard copy applications to accommodate people who might not be comfortable applying online.

2. Display photos and videos of older people in recruitment marketing materials. That helps make it very clear that all ages are welcome to apply.

3. Cut down on ageism by using a group-interview model. HR departments are often staffed by younger workers, and that can result in unnecessary age bias — conscious or otherwise. This is why Chroma uses teams of four to eight people to do its hiring. “That way, no one person’s perspective carries too much weight. And if there are biases, they are minimized,” says the company's HR director, Angela Earle Gray.

4. Encourage mentoring. When older workers mentor younger workers, that helps the employees and it’s good for the company, too.

“Experience is an important thing to pass on,” says Chroma President Paul Millman. “Work habits, ways of doing things, and attitudes towards work all mature over time.”

Chroma uses peer work trainers to both help onboard employees and to continue mentoring them until they’re able to demonstrate competency in their new roles.

5. Provide ample training for older workers. Experienced employees are usually eager to get training that will keep their skills sharp and make them more employable. Yet sometimes employers hesitate to provide it because they worry about the return on investment for workers who might retire soon. Chroma takes a different tack by encouraging all workers to seek training opportunities.

“If you can show us how that is going to benefit you, we’ll find a way to get you that training, or something similar,” says Gray.

6. Offer flexible work arrangements.Voorheis says seasonal work, such as the snowbird programs offered at IBM, can be especially attractive to older workers.

Even though Chroma prefers employees to work full-time, it offers telecommuting and flextime to accommodate workers’ needs. And when staffers have needed to go part-time for a stretch, the company has tried to make that work. “We’re not fond of ridding ourselves of employees,” says Millman.

Sabbaticals are another popular option at Chroma. Long-term employees have the option to take an extended leave, for up to 11 weeks. The leave is unpaid, but the company continues to pay for medical and dental coverage.

7. Provide a wide range of benefits. Chroma also offers generous retirement benefits, company stock and a variety of wellness programs, including reimbursement for gym memberships and fitness programs. It runs monthly employee education programs, too, on topics like retirement planning, wellness and advance-care planning.

“We take very good care of mature workers at Chroma,” says Gray. “But it was never a conscious choice to do that. The conscious choice was to take very good care of all our employees.”

Voorheis echoes that sentiment, saying: “Good behaviors and programs that benefit mature workers benefit workers of all ages


Read the original article.

Collamer N. (27 November 2017). "7 Ways Employers Can Support Older Workers And Job Seekers" [Web blog post]. Retrieved from address https://www.forbes.com/sites/nextavenue/2017/11/27/7-ways-employers-can-support-older-workers-and-job-seekers/#443ed6745ff0


Top 10 Corporate Wellness Habits to Adopt During 2018

With the New Year in full swing, you may be considering how to turn your life around for the better -  drop pounds, kill unhealthy chocolate addictions, quit binging every Netflix season ever, etc... But what about making lasting habits within the workplace?


Too often, we make a list of resolutions, and we forget where we spend most our time. Work is work, but that doesn’t mean we can’t implement some of the changes we make in our personal lives in the workplace, as well.


Today, we thought we’d offer up 10 different ideas for employers (or for employees to offer to their boss) to try and implement within the workplace – from wellness challenges to recess. Try one, combine a few, or do them all! The best part about making resolutions is making them unique to yourself and your company. So, don’t be afraid to get creative!

  1. Offer healthy alternatives to traditional junk food items


Just a simple switch of snack foods in the office can cut unnecessary calories! Snacking on healthy items can make mindless snacking not so bad.

  1. Offer standing desks


This easy switch will be one of the new year’s trendiest wellness tactics. Select desk options that allow users to easily switch between standing and sitting while working to allow for better blood flow throughout the day.

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  1. Try a wellness challenge


There’s nothing like some healthy interoffice competition to get people motivated. Select a wellness challenge that is easy and effortless to incorporate into your workplace. This could be a monthly or a weekly challenge, switch it up each month/week to keep things interesting!


  1. On-site yoga classes


Another wellness trend that will continue into 2018 is managing stress through yoga. Mindfulness and meditation offer a slew of benefits to help employees relieve stress. Invite an instructor to your office every couple of weeks to guide the team through a yoga class.

  1. Celebrate “Wellness Wednesday”


Make hump day something to celebrate and begin to tackle wellness in the office in a manageable way. One day a week can be a gateway to a much healthier lifestyle.

  1. Listen to your employees

Survey employees to find out what is working and what isn’t instead of wasting time and energy on things that aren’t engaging your employee population. Use a site like Survey Monkey or Google Forms to create a survey to collect feedback from employees.

  1. Participate in a 5K or other group fitness activities

Find a 5K in your community or choose another group fitness activity and cover the entry fee for anyone choosing to participate.


  1. Post signs near elevators and escalators encouraging employees to take the stairs instead

Sometimes just seeing this reminder is all the motivation needed to be a little more active!

  1. Schedule recess

Pick a 15-minute time of the afternoon for everyone to get away from his or her desk. Go outside, socialize with each other and enjoy some fresh air! Taking walks has also been shown to increase creativity.

  1. Reward volunteers


Pay your employees for any volunteer hours up to a certain amount or allot a certain amount of time each month for employees to get away from their desk and get active in the community. Ideas include volunteering at a local food bank or cleaning up a local park, beach, or trail. You’ll benefits from both team building and group physical exercise!


Give one or more of these ideas a try and if they work out for you, let us know! The important lesson here is to remember your work-life is just as important to better as your personal life. When it comes to New Year Resolutions, make sure they encompass every aspect of your life and definitely don’t forget to include your employees in your thoughts.

Stay healthy, have fun, and Happy New Year!