Home Depot Cyber Breach Costs at $33 Million and Counting
Home Depot Inc. incurred $33 million of pretax net expenses related to last year’s data breach in 2014, but still cannot estimate the breach’s ultimate cost, the Atlanta-based retailer said in its fourth quarter 2014 results, which were issued Tuesday.
Meanwhile, the judge in charge of litigation filed against Home Depot in connection with the breach has set dates for filings in the case.
Source: http://www.businessinsurance.com/
Identity Theft Tops FTC’s Consumer Complaint Categories Again in 2014
Identity theft topped the Federal Trade Commission’s national ranking of consumer complaints for the 15thconsecutive year, while the agency also recorded a large increase in the number of complaints about so-called “imposter” scams, according to the FTC’s 2014 Consumer Sentinel Network Data Book , which was released today.
Source: http://www.ftc.gov/
When Will Your Data Breach Happen? Not a Question of If But When
IT security is a growing threat for businesses of every type and no organization is safe. U.S. consumer cyber-attacks in 2013 came at a price of $38 billion, according to the 2013 Norton Cybercrime Report by ZDNet and USA TODAY.
Employees have ready access to company information and are often ignorant about how to detect and prevent breaches because of a general lack of training. That means a cyber-attack at your company is no longer a question of if, but when.
Source: http://www.securityinfowatch.com/
Lessons on Work-Related Fraud and Abuse
The Association of Certified Fraud Examiners recently released its 2014 Report to the Nations on Occupational Fraud and Abuse (the “Report”), which provides interesting statistics and insights for HR professionals hoping to better understand and combat occupational fraud.
The Report is based on a global study of 1,483 cases of occupational fraud, which occurred in over 100 countries, including Canada. Overall theReport provides insight which can help lawyers and HR professionals avoid some of the challenges associated with combatting occupational fraud and abuse.
Source: http://www.jdsupra.com/
Court Reduces I-9 Fine For Employer Who Retained Supporting Documents
One of the most frequently asked policy decisions about I9s is “should we retain a copy of the “supporting documents” presented by the employee (e.g., driver’s license and social security card)? And if so, will this save us from fines and penalties in the event of an I-9 audit?
As with so many things in I-9 compliance, it depends. And that brings us to today’s tantalizing tale of I-9 misfortune and redemption in the case of U.S. v. Foothill Packing, Inc. Read-on to learn how this California-headquartered employer managed to reduce its I-9 fines by over 80% based on its diligent practice of copying supporting I-9 documents (and some fine lawyering work too).
Source: http://www.lawlogix.com/
How Should Employers with Multiple Legal Entities Enroll in E-Verify?
When faced with this E-Verify entity conundrum (and impracticality of figuring out who is an employer), many organizations decide to enroll under separate E-Verify accounts because it provides the best and most definitive documentation of E-Verify enrollment at the “entity-level” while also potentially limiting exposure to I-9 and E-Verify liabilities.
So let’s say you’ve decided (under the advice of counsel) to enroll each legal entity under a separate E-Verify account. How in the world can you manage the cases and make sure that each employee is being submitted under the correct account/EIN?
Employers using the web E-Verify interface can enroll using the ” corporate administrator access method ,” which is designed for managing multiple related employer accounts. In addition, employers can now also used an electronic I-9 system which is integrated with E-Verify in order to manage multiple related accounts.
Source: http://discuss.ilw.com/
Signing Section 2 of the I-9? Don’t Forget to Read the Fine Print!
Tired of reading about Form I-9 fines and penalties? Looking for a break from E-Verify angst and anxiety? Look no further – for today, John Fay, sheds some light on the enigmatic process of verifying employment eligibility in the U.S. As with most story retellings, John has taken a few small liberties (for dramatic effect), but he assures you the facts of this case are very real – serving as a warning to all employers who still think the I-9 is just a simple two-page form…
Source: http://www.lawlogix.com/
States Start Mandating Use of E-Verify
The use of e-Verify – a computer system provided to employers by the United States Citizenship and Immigration Service (USCIS) that allows employers to verify the employment eligibility of newly-hired employees – has exploded in recent years. According to USCIS, as of January 3, 2015, more than 7.4 million cases are expected to run in fiscal year 2015, and more than 500,000 employers are participating in the program.
Although E-Verify is voluntary in most states, a significant number of states have passed legislation mandating the use of E-Verify for certain jobs.
W. Barry Nixon is the COO, PreemploymentDirectory.com the leading background screening information portal and online worldwide directory of professional background screening firms and Suppliers to the background screening industry. He co-authored the landmark book, Background Screening & Investigations: Managing Hiring Risk from the HR and Security Perspective. He also is the publisher of award winning newsletters, The Background Buzz and The Global Background Screener, and the author of the Background Checks column in PI Magazine.
In addition, Barry is a past recipient of the elite ‘Top 25 Influential People in Security’ by Security Magazine and past Co-Chair, International Committee for the National Association for Professional Background Screeners (NAPBS). He currently serves as a Global Ambassador for NAPBS.
You can contact Barry at 1-949-770-5264 or online at wbnixon@preemploymentdirectory.com