Laughing out the door: half of employees admit to stealing corporate data

Do you worry about the information, data, and other property your employees are taking with them after a resignation or termination? If you believe the results of a recent survey conducted by Symantec, if you’re not worried, you should be.

According to the survey, half of employees who left or lost their jobs in the last 12 months kept confidential corporate data, and 40 percent plan to use it in their new jobs. The results are jarring:

• 62 percent of employees believe that it is acceptable to transfer work documents to personal computers, tablets, smartphones, or into the cloud, and most never delete the data they’ve moved.
• 56 percent see nothing wrong with using a competitor’s trade secrets.
• Given the example of a software developer who develops source code for a company, 44 percent believe the employee has some ownership in the work and inventions.
• 51 percent think it is acceptable to take corporate data because their company does not strictly enforce policies.

Based on these results, Symantec makes the following three recommendations for companies hoping to shore up their data:

• Employee education: Organizations need to let their employees know that taking confidential information is wrong. IP theft awareness should be integral to security awareness training.

• Enforce non-disclosure agreements (NDAs): In almost half of insider theft cases, the organization had IP agreements with the employee, which indicates the existence of a policy alone—without employee comprehension and effective enforcement—is ineffective¹. Include stronger, more specific language in employment agreements and ensure exit interviews include focused conversations around employees' continued responsibility to protect confidential information and return all company information and property (wherever stored). Make sure employees are aware that policy violations will be enforced and that theft of company information will have negative consequences to them and their future employer.

• Monitoring technology: Implement a data protection policy that monitors inappropriate access and use of IP and automatically notifies employees of violations, which increases security awareness and deters theft.

Of these three, the enforcement of agreements and other legal rights against the theft of confidential information and other corporate data is the most effective. Companies do not like litigation—it’s expensive, time consuming, and uncertain. Yet, when your intellectual and other property is involved, you have no choice. There exists no greater deterrent to copycat misconduct in the future than putting a thief through the legal wringer. Your employees will know that your agreements have teeth and that you will go to mat to enforce them. The hopeful result is that they will think twice about walking out the door with even a promotional pamphlet, keeping your corporate information and other property secure.

WIRTW #260 (the “award season” edition)

It’s award season. The Grammys are this weekend, and the Oscars a few weeks later. About.com is also handing out some awards, albeit a lot less glamorously. The web portal is giving out its Human Resources Readers’ Choice Awards. It is asking people to nominate their favorite HR websites in various categories, including Best Site for HR Legal Information.

The nomination process is open until 11 p.m. EST on February 11. If there is an employment law blog you enjoy reading, its proprietor would appreciate your vote (even if it’s not me).

Here’s the rest of what I read this week:

Discrimination

• The EEOC on Lesbian/Gay Employees and Sex Discrimination — from Workplace Prof Blog
• I Believe, I Believe! A Vegan and a Flu Shot — from Molly DiBianca’s Delaware Employment Law Blog
• The interactive process under the ADA: Informal? — from John Holmquist’s Michigan Employment Law Connection
• Can A Female Prison Guard Sue Prison Officials For Sexual Harassment By Inmates Who Were Allowed To Watch Violent and Sexually Explicit Movies? — from Employment Discrimination Report
• Think Employment Law Doesn’t Apply to You? Think Again. — from Evil HR Lady, Suzanne Lucas
• Case of Borat Discrimination for Make Benefit Glorious Resources of Humans — from The Employer Handbook Blog
• Top 6 Reasons Why Discrimination Laws Are Good For White Guys — from Donna Ballman’s Screw You Guys, I'm Going Home

Social Media & Workplace Technology

• Your employees’ Facebook opinions – do they bring you into disrepute? — from WorkFace
• Watch What You Tweet: Proposed Social Media Guidance for Financial Institutions — from Socially Aware Blog
• Social media for lawyers : Is it hype or plain common sense? — from Real Lawyers Have Blogs

HR & Employee Relations

• Severance Agreements: Parting is Such Sweet Sorrow? Part I — from The Emplawyerologist
• Wishing You Workplace Civility In 2013 — from BLEG Blog
• 10 Steps To Take When Hiring From A Competitor — from Trade Secrets and Noncompete Blog
• How Many Hours Do You Work per Week (and How Much Is Too Much)? — from Lifehacker
• Having a Plan When Terminating an Employee Minimizes Risk — from Minnesota Labor & Employment Law Blog
• Disgruntled employee spends three years destroying company computers with cleaning supplies — from The Verge

Wage & Hour

• Seventh Circuit Raises The Bar On Collective And Class Certification of Wage-Hour Claims — from The Wage and Hour Litigation Blog
• The Death of FLSA Class Actions Has Been Greatly Exaggerated — from Tim Eavenson’s Current Employment
• What you need to know about sick employees, time off, and paying them — from Employment Law Bits
• The Seven Reasons You Can Dock an Exempt Employee — from Mike Haberman’s Omega HR Solutions
• DOL issues Final Rule on FMLA to address military, aviation amendments … and other things — from Robin Shea’s Employment and Labor Insider

Labor Relations

• Why the DC Circuit's NLRB Recess Appointments Decision Affects (Almost) Everyone — from Phil Miles’s Lawffice Space
• Should Private Employers Still Worry About Unions and What Happens at the NLRB? — from Dan Schwartz’s Connecticut Employment Law Blog
• Labor Relations Today Releases 'Labor Law 2012: A Year in Review' — from Labor Relations Today
• Union violence and legal impunity — from Walter Olson’s Overlawyered

Employer Bill of Rights is (finally) available for Kindle

It took a little head bashing of the fine folks at Amazon, but The Employer Bill of Rights is finally available for download onto your Kindle.

If you’re keeping track, the book is available in the following formats:

• Paperback via Amazon
• Paperback via Barnes & Noble
• Download for Kindle
• Download for iBooks
• Download for Nook
• Download as an eBook directly from the publisher

Thanks to everyone who has purchased so far, and for the kind words I’ve received from those who’ve read the book. Now, on to the best seller list…

Workplace social media policies must account for generational issues

Cisco recently interviewed 3,600 Gen Y College students and workers between the ages of 18 and 30. The purpose of the survey was to gauge the influence of social media, mobile devices, and the Internet on that generation’s job choices. The results (via Gen Y Hub) say a lot about how companies should be managing the divergent expectations of different generations in the workplace.

• 2 out of every 3 college students will ask a prospective employer about its social media policy during a job interview.
• If a company bans the access of social media in the workplace, 56 percent either will not accept a job or will ignore the policy.
• 1 out of every 3 value social media freedom over salary.
• Approximately 70 percent believe that corporate devices should also be used to access personal social media accounts.

Generational issues might be the most important interpersonal aspect of managing social media in the workplace. Yet, this issue is rarely discussed. Each generation has a very different idea both about the role of technology in their daily lives, and the impact of technology on their concepts of personal privacy. A policy that only recognizes the interests of one generation will chase away the others. Take the time to craft a workplace technology program that properly accounts for the divergent ideas of Boomers, X-ers, and Y-ers.

This post originally appeared on The Legal Workplace Blog.

The revolution WILL be televised … Shore up your social media before a termination

Last week, music retailer HMV laid off 190 employees. One of the affected, a former HR employee, hijacked the company's Twitter account and live-tweeted what he described as the “Mass execution, of loyal employees who love the brand. #hmvXFactorFiring ”

In addition to everything else companies have to worry about when terminating employees (lawsuits, sabotage, theft of confidential information, low morale), companies now also have to worry about the maintenance of their public image via social media.

We live in a world in which the walls of privacy are not-so-slowly eroding. Nothing can damage a company’s reputation more quickly than a viral campaign. We no longer have to worry about employees merely discussing the nitty-gritty of a termination. Today, we have to worry about our employees broadcasting it to the entire world in 140 character insta-bursts. And, there’s not much you can do about it after the fact. Once the information is out, it’s out. HMV deleted the tweets, but all it took was one person to “print screen,” and the next thing you know bloggers around the world are republishing the information it tried to hide.

While there is not much you do after the fact, there is one thing you can do before the fact. If you are concerned about employees live-tweeting a termination or a mass layoff, disable their access to your social media channels before you tell them. Change their passwords. Remove their logins. Is there a chance they’ll figure out something is afoot before you officially communicate the termination? Absolutely. Does the harm to your business from that risk pale in comparison to the viral harm you will suffer if said employees hijack your official social media channels? You bet.

DOL: Employers find it easy to comply with the FMLA. What?!?! [poll]

Twenty year ago today, President Clinton signed the Family and Medical Leave Act into law. To commemorate this anniversary, the Department of Labor has released the results of a survey of employers on the status of this law.

According to the DOL:

The study shows that employers generally find it easy to comply with the law, and misuse of the FMLA by workers is rare. The vast majority of employers, 91 percent, report that complying with the FMLA has either no noticeable effect or a positive effect on business operations such as employee absenteeism, turnover and morale.

Did I read that right? Does the DOL really conclude that “employers generally find it easy to comply with the” FMLA? I started practicing law in 1997; I’ve spent my entire career advising employers on the FMLA. I am not aware of any company that finds it “easy to comply with” the FMLA. In fact, most companies whom I have counseled would tell you that FMLA administration is among the most complicated of all HR functions.

Either the DOL found the only 1,649 employers (91 percent of the 1,812 worksites surveyed) who “find it easy to comply with” the FMLA, the DOL is putting some major spin on its survey results, or my read on FMLA administration is way off.

To find out for sure, I’m running my own poll, which asks the question, How difficult has it been for your company to comply with the FMLA?

[Hat tip: Eric Welter]

How do you fight invisible discrimination?

With what seemed like most of Cleveland's western ‘burbs, I spent part of my Sunday afternoon shopping at Costco. My trip not only included the expected bulk items, but also some unexpected bigotry.

Near the samples of mozzarella and pita grilled cheese (delicious), I crossed paths with a family—a father and his two sons—of what appeared to be Arabic descent . The older of the two boys, around age 10, turned to his dad and said:

I got back at that lady who cut me off;
she looked Jewish.

Needless to say, I was stunned, and decided that I couldn’t let the comment go answered. I quietly told the family that I couldn’t stop them from thinking what they want, but they should be careful when and where they express their feelings. They walked away.

In a decade or two, that boy will join the workforce. He could be one of your employees, or, worse, one your managers or supervisors. How do you root out this kind of hatred before it outs itself out in a harassment complaint or discrimination lawsuit? There is no easy answer to this difficult question. Perhaps all we can do is recognize that everyone carries baggage. Some is harmless, and some is hateful. If we foster a workplace of openness and inclusion, when that hatred exposes itself employees will understand that it belongs to a rogue and not your company ,and hopefully, choose not to hold you accountable (provided you respond quickly and decisively when brought to your attention).