Trending February 2024 # How To Educate Employees About Cybersecurity # Suggested March 2024 # Top 7 Popular

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A recent set survey quotes that millions of employees have switched to operate from home versions throughout the pandemic. Certainly, making it difficult for organizations to secure their information and software.

Nevertheless, human resource and coaching teams must concentrate on helping workers prevent cyberattacks since they get emails or societal networking platforms, particularly when utilizing company-provided technology. Though system firewalls can stop hackers from accessing business information, programs utilized by employees may render them vulnerable. Use these ideas to facilitate employee instruction.

1. Convey Potential Impact of Cybersecurity Incident

The most ideal approach to catch your workers’ consideration is by clarifying the outcomes of a cybersecurity occurrence on your organization. This incorporates monetary misfortunes, fines, and disintegrated client trust.

Also read: Top 7 Best ECommerce Tools for Online Business

2. Improve Your Cybersecurity Messaging

The principal tip in giving powerful cybersecurity training to your workers is utilizing the right messaging. As a rule, IT groups utilize immense terms that standard workers battle to comprehend. For the most part, your messaging ought to be effectively justifiable, broadened, and relatable.

A justifiable messaging ought to stay away from intense tech language that can bring disarray and cloud the message. On the off chance that conceivable, utilize basic terms that non-tech or layman laborers can undoubtedly comprehend.

Your preparation ought to likewise be relatable. For example, while examining outer threats, make it more about PCs and not the focal organization. Representatives can without much of a stretch relate if the risks are outlined to their telephones or PCs and not some comprehensible worker.

In conclusion, your preparation ought to be expanded. One email that traces everything probably won’t be adequate. Thinking about the quantity of messages from outreach groups, customers, and possibilities that workers get day by day, they can without much of a stretch read the email and excuse it’s anything but an ordinary inner reminder.

3. Teach Them about Various Types of Cybersecurity Threats

For your workers to spot and forestall a cybersecurity break, they ought to have some fundamental information about the normal types of cybersecurity issues and how they present. For this, teach them about spam, malware and ransomware, phishing, and social designing.

Start with spam, which is the most fundamental and normal cybersecurity danger. Teach them on how they can recognize spam content on messages and web-based media messages. You ought to likewise give preparing on phishing utilizing genuine instances of phishing tricks to help them note the distinction among genuine and misrepresented messages. Feature various pointers of a phishing email that make them effectively recognizable

Cybersecurity tips for forestalling malware, ransomware, and social designing ought to likewise be featured during the preparation. That to the side, give experiences on the best way to spot malignant exercises on their gadgets. For example, they ought to be dubious if;

New projects or applications out of nowhere show up on their gadgets

Surprising pop-ups when beginning, utilizing, or closing down their gadgets

On the off chance that the gadget eases back down altogether

Presence of new tabs or augmentations in the program

On the off chance that they let completely go over the mouse or console

Also read: Best Top 10 Paid Online Survey Website in the World

4. Make Cybersecurity Training Part of Onboarding and an Ongoing Conversation

That to the side, give keeping preparing to representatives on cybersecurity. You can accomplish this utilizing the accompanying tips;

Utilize various methodologies, for example, bulletin updates and declarations.

Make all updates observing the KISS rule, which signifies “keep it short and straightforward.” This makes it simple for workers to gather and hold the updates even following a long, chaotic day.

Give reports on current cybersecurity patterns. Contact your representatives each time there is another malware or phishing trick.

Make the updates eye-getting. For example, decide on brilliant infographics rather than do’s and don’ts or posting measurements.

Attempt cybersecurity tests sometimes if workers will assess their insight. For this, counsel a business legal counselor if there are likely repercussions of doing this.

Bottom Line

Powerful cybersecurity training ought to permit representatives to see the value in the significance of proceeding securely on the web, particularly under work organizations or organization gadgets. Great information in cybersecurity is the main line of guard against outside threats.

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How To Motivate Employees To Participate In Training?

Motivate the Employees by Offering the Following Career Advancement

Another approach to demonstrate your concern for your staff and their objectives is via training. Nothing inspires me more than working for a firm that is confident in its ability to succeed. You may find out exactly what training your workers are most interested in and what professions they would want to pursue by conducting a poll of your workforce.

In order to assist employees to reach their goals, management and human resources should collaborate to create career development programs that include both informal and formal education. Businesses may design programs to set employees on the correct road and help them reach their objectives by utilizing a learning management system.

The Right Info in the Right Place

While designing a training program, you need to think about how to offer the material in addition to what to teach and when. No matter how pertinent the training is, it won’t matter if it’s provided in the incorrect setting or structure. Don’t develop online courses, give out books, or have your staff attend in-person sessions if you know they will be using computers constantly.

It also doesn’t make sense to design a course so that it can only be completed on a person’s normal Computer if you know they spend most of their time on their phone or away from the workplace. What to paraphrase or not to paraphrase? One strategy for raising engagement is to make use of the various methods by which employees may access learning. Find out what the workers want to learn and how they want to study. Would you want to ask a question? cited instance? Or do you watch videos to learn?

Take Their Opinion

You may enhance your training by not only asking your staff what they would want to learn and how, but you can also give them the impression that their input is valued. Since they feel appreciated and that an effort has been made to convey content they are already interested in, they are more inclined to take training seriously.


Although long-term objectives and future rewards might be strong incentives, sometimes you require something more immediate. This might be a monetary award for passing a training exam with the highest score or finishing it before the deadline. Nevertheless, it doesn’t have to be money. A gift card, a thank-you note to include on your resume or a medal of achievement are other acceptable options.

Also, you want to highlight how the course will help you achieve your long-term professional objectives. This is so that those who require the broad picture to keep focused and who are not motivated by little incentives can.

Usefulness and Urgency Flexibility

Employees would often be invited to briefing sessions in the past and listened to before going back to work. Everyone who wanted to or was required to attend had to be there at that certain moment owing to the company’s timetable.

It wasn’t perfect at the moment. The situation is made worse for today’s workers since they count on having access to information whenever they need it. In contrast to earlier “push” training methods, this one is referred to as a “pull” training paradigm. With the pull approach, you may access information at any time, just as if one of your staff members were looking it up online. They anticipate having access to this data at all times and locations.


We hope this blog post has provided you with some useful information about how to encourage your staff to attend and take part in your training sessions. When people are given the freedom to accomplish their goals, they are more driven to do so. Employees are more engaged in their overall training when they are given the freedom to choose some of their own areas of study and pursue them. To begin, workers may need to feel empowered.

How To Know If You’Re Violating Your Employees’ Rights

Did You Know?

If your business has 15 or more employees, the ADA requires you to provide reasonable business accommodations for employees with hearing impairments, vision impairments or other disabilities.

What are the most common employee rights violations?

Consider the rights your employees are entitled to and zero in on how you may be failing your workforce. Avoiding violations is critical because noncompliance penalties can be severe. For example, a lawsuit could be brought against your company and a substantial judgment levied.

Here are some of the most common workplace rights violations.

1. Unpaid compensable time

If you employ nonexempt workers whose duties include being on call or working a 24-hour shift with interrupted sleeping time, understand that those employees are entitled to regular wages for any amount of time they spend performing those duties. They’re also entitled to compensation for any additional hours they work, such as overtime, which is time-and-a-half pay if they work over 40 hours in one week or work through their lunch break.

2. Unpaid vacation time

The FLSA does not require employers to pay employees for unused vacation time. In other words, if they don’t use it, they lose it. The FLSA does not regulate vacation and other types of time off from work. 

However, some states do require employers to pay for unused vacation if they terminate an employee and other companies may have their own policies regarding unused vacation or sick time.

Some employers have a “use-it-or-lose-it” policy where if an employee does not use all their accumulated vacation days by the end of the year, those vacation days go away. “Use it or lose it” policies are illegal in California, Nevada and Montana while other states, such as North Dakota, Massachusetts and Illinois, require employers to give employees a reasonable opportunity to use their vacation time before they lose it. New York and North Carolina require employers to formally notify staff of “use-it-or-lose-it” policies. 


Ensure your paid time off (PTO) policy isn’t unknowingly violating employee rights. Some states consider PTO equivalent to earned wages, making “use-it-or-lose-it” policies illegal.

3. Employee misclassification

Determining whether your staff is exempt or nonexempt can be confusing. Exemption status is not determined by job title or whether the employee receives a salary versus an hourly wage but by whether they qualify for overtime pay. 

An exempt employee is not entitled to overtime pay, according to the labor laws under FLSA and generally is given a salary. To be considered exempt, an employee must earn a minimum of $684 per week or $35,568 per year and perform the job duties of exempt professional categories like administrative, computer-related, professional or executive.

It’s vital to know your employees’ exemption statuses to ensure they’re fairly compensated for their time.

4. Unpaid bonuses or commissions

When you offer a job to a new employee, the employee compensation package may include commission or bonuses based on performance. The FLSA doesn’t regulate commission and employee bonuses as the employer and state laws determine whether an employee is entitled to such extra compensation. 

In some states, an employer may legally require an employee to forfeit a bonus or commission if the employee is no longer employed at the company on the date the bonus or commission is to be paid; other states expressly prohibit this practice.

5. Unpaid or miscalculated overtime pay

The FLSA determines overtime pay regulations based on a 40-hour workweek. It stipulates that for hours worked more than 40 hours in one week, employees must be paid time-and-a-half based on their regular hourly rate. For example, if an employee’s regular hourly wage is $8, their time-and-a-half wage would be $12. They should be paid $12 for every hour over the 40 hours they worked in one week.

False reporting has become an issue with overtime pay, particularly for undocumented workers. For instance, some employers will establish rules stating that overtime work is not allowed or won’t be paid without prior authorization. Then, they won’t allow employees who work overtime to report those hours, resulting in free labor. 


The best time and attendance software and the best human resources (HR) software solutions can help employers track and report their employees’ hours accurately to ensure workforces are fairly compensated for their time.

6. Whistleblowing

A whistleblower is someone who reports an illegal activity or an activity that violates company policy. A whistleblower doesn’t have to be an employee at your company ― they can be a client, supplier, contractor, consultant or anyone else who might have witnessed illegal activity.

Many federal and state efforts in the last few decades have aimed to create policies to protect whistleblowers from retaliation, such as blocklisting, wrongful termination, demotions or even threats and harassment in the work environment.

The Whistleblower Protection Act was passed in 2012 to provide legal protection for federal employees. Additionally, most states provide the right to sue employers for compensation or redress for employer retaliation to employees who have reported transgressions.

7. Workplace discrimination

The Civil Rights Act of 1964 expressly prohibits harassment or unequal treatment in the workplace based on race, gender, religion, age or nationality. It also prohibits employment discrimination as part of the hiring process. It has since expanded to further protect employees with disabilities with the ADA, which requires reasonable accommodations for employees. 

States and employers have added their own anti-discrimination laws based on other factors, including sexual orientation and gender identity.

It’s crucial that your employees know the distinction between unfavorable treatment at work and discrimination and what to do if they believe they’ve been discriminated against.

To help avoid a discrimination lawsuit or claim, you should always follow these best practices:

Document all conversations with employees

Ensure you have a thorough knowledge of your company’s anti-discrimination policies

Document your entire hiring process, including strong reasons for nonhires

Ensure you provide reasonable accommodations for all workers

If your employees feel discriminated against, they can file a complaint with the Equal Employment Opportunity Commission (EEOC). If they’re concerned about protecting their identity, another agency or individual can file on their behalf. As the employer, you are legally prevented from retaliation against the employee.

Did You Know?

Valuing fairness and employee rights is part of creating an ethical business culture, which can lead to increased employee loyalty.

Bottom Line

It’s crucial to be aware of state laws protecting employee rights as well as federal laws. For example, some states have laws and regulations about bereavement leave you must adhere to.

What should an employer do if an employee’s rights have been violated?

Typically, if an employee’s rights are violated, an employer can respond in multiple ways depending on the violation the employee experienced.

If you receive an official Notice of a Charge of Discrimination from the EEOC, the first thing you should do is carefully review it. Receiving a notice doesn’t mean you’ve violated any laws, just that a complaint has been filed.

Follow the directions on the notice, such as responding to the charge. The EEOC offers mediation to resolve the charge if you and the complaint-filing employee are willing to participate.

The EEOC may follow up with requests for additional information, such as documents, interviews or on-site inspections. 

An employee may also make their complaint directly to you, in which case you should respond directly, confidentially and empathetically. Ensure you have a system in place for employees to make their complaints and that they know what type of response they should expect, such as in person, an email or an inquiry form. 

Your company’s HR handbook should outline your policy on employee complaints, complete with procedures and expectations. You should also have a system to conduct an impartial investigation should the complaint warrant one.

Jennifer Dublino contributed to this article.

How Teachers Can Educate Their Students On The Science Of ‘Interstellar’

One of the best parts of the new film Interstellar is the crazy science permeating the movie’s plot. Wormholes, gravitational forces, relativity, and warped space-time are just a few of the scientific phenomena that play important roles in the astronauts’ deep space journey. Even though the moviemakers take a few liberties with these complicated theories (as some critics have deigned to point out), there is still a plethora of knowledge and research backing up the film’s science and physics.

And for the extra curious student, there’s a way to learn more about it.

Google has teamed up with the creators of Interstellar to launch a program for students excited about the science surrounding the epic space odyssey. And if you’ve seen the movie, you know that the film touches upon a ton of different science topics. To transform the movie’s plot elements into creative learning experiences, Google representatives worked with numerous Google Certified Teachers — teachers who have attended the Google Teacher Academy, a two-day seminar which trains educators on how to use innovative technologies (namely Google products) in the classroom.

Together, they came up with 20 lesson plans based on the film — and the lessons aren’t all about science. “We wanted to give a wide variety of teachers ways to get involved with the film,” Devin Sandoz, the product marketing manager for the program, tells Popular Science. “We had a Latin teacher, a cinema studies teacher, along with physics and science teachers, and we worked with them to create lesson plans that ran the gamut.”

Lesson Plans

A few of the lesson plans associated with the film

Teachers and students alike can access these lesson plans on the Interstellar website, in a special section just for educators. There’s even an option for teachers to schedule a school field trip to see the movie (umm, awesome!) before they get into all the learning.

The subsequent lessons are structured for different educational levels, ranging from grades 6 to 12, and they aren’t exactly conventional. For example, there’s an option for middle school students to simulate the higher gravitational forces felt on Miller’s planet — the planet closest to the black hole Gargantua in the film. To do this, the students pick one of their classmates, measure his or her weight, and then add extra bags of weight onto them to mimic how it would feel walking on the planet.

There’s also a way for juniors and seniors to recreate the dying Earth depicted in the film by constructing their own biospheres. They can then observe the various effects of nitrogen and oxygen on plant life inside their miniature greenhouses. And in the realm of literature, teachers can instruct students on how to map out comparisons between Matthew McConaughey’s character, Cooper, and the classical Homeric Greek hero. You can check out the other lesson plans here.

So far, Sandoz says that teacher feedback on the program has been quite positive. He believes that there’s something about seeing a science-fiction movie that inspires audiences to learn more about the science that backs it up. “I think back to an experience I had when Jurassic Park came out,” Sandoz says. “Suddenly I was learning about all these species of dinosaur I never know about before. It’s a hunger to know more when you see a movie that awakens in you.”

You don’t have to be a teacher or a student to download the lesson plans on the Interstellar website. But if you’re an ambitious student, you can always grab a copy of theoretical physicist Kip Thorne’s latest book, The Science Of Interstellar, which goes through all of the scientific plot points of the movie in great detail.

Top 10 Practices To Help Your Employees

Online training can be a great way for employees to connect, motivate, and prepare them for new tasks.

An online training program can help employees stay motivated and united, as well as prepare them for new tasks. It is possible to be skeptical that employees will benefit from additional training and additional tasks in the event of a pandemic. Online training can be a great way for everyone to stay motivated and productive.

Businesses continue to work remotely due to the COVID-19 global pandemic and are constantly seeking new ways to deliver goods or services to their customers.

To keep up with the pace of change, employees must be able to learn new skills and accept new tasks. Leaders must be able to manage their teams in a different way and encourage their employees to interact with one another.

Training employees can improve employee engagement. This is one of the greatest benefits. Employees are more likely to feel engaged if they have access to resources and tools that will help them in their careers or boost their confidence.

This is especially true when the employer provides these resources. Studies show that employees who are engaged are more productive than those who are not and are less likely to leave.

Top 10 Practices to Help Your Employees

These are the ten best practices that will help you create a training program for your employees and get them excited about it.

1. Think about the long-term and not compliance

Many companies view employee training as a way for them to check off a box or ensure that everyone has mastered a particular skill.

Companies need to recognize the many benefits employee training can bring to their company. From high-performing employees, who are more productive and generate more revenue, to lower costs for retaining employees, and the greater knowledge and skills that will be available to all members of the workforce.

2. Training is a commitment

Online employee training is a long-term benefit that must be seen by leaders. They should support and promote it. If leaders don’t get excited about online training or fail to communicate its importance, staff won’t see the benefits.

Also read: The Top 10 In-Demand Tech Skills you need to have in 2023

3. Travel the world by train

Many teams work remotely, and they may continue to do so. Group training is not required. Remote teams need to choose programs that offer the training they require. Online training offers many benefits over traditional on-site training. It is easier to access the courses you need, takes less time, and has more variety.

4. Find the right training for your company

Perhaps your training programs don’t resonate with your employees. Make sure you are getting the right training.

Also read: 5 Best Resource Capacity Planning Tools for Teams

5. Utilize employee time wisely

You don’t want to train employees who have to sit for extended periods of time. They may become distracted from other work tasks.

A program should have short videos and courses that employees can complete in under 30 minutes. This will make it easy for employees to learn and not hinder their productivity. It will also give them the feeling that they have “quick wins” once they’ve completed a few.

6. Students should be involved in training

Online training may be the responsibility of each employee, but it doesn’t have to be an individual activity. Managers can invite employees to discuss their courses during weekly team meetings. Managers may also give a course to their team members.

Also read: The 15 Best E-Commerce Marketing Tools

7. You can measure your success by tracking

If you don’t monitor how the program affects employee engagement, it isn’t worth investing in a training program. It is important to establish ways to measure completion. Good employee training programs will include reporting and tracking, as well as key performance indicators that show how training impacts productivity and engagement.

8. Offer professional development courses

Also read: 9 Best Cybersecurity Companies in the World

9. Stay up-to-date with the latest and greatest

It is possible to learn new software, laws, and skills. To ensure that employees are more productive and competitive in their job, online training programs must keep up with the latest trends. Software that allows you upload specific courses and materials is a must to make sure your employees are able to learn specialized skills.

10. Don’t be afraid to teach your employees

Also read: 5 Best Resource Capacity Planning Tools for Teams

Building a Better Workplace

A training program for employees is one of the best ways to increase employee engagement, productivity and team connectivity. This is especially important in times of epidemics. It will take time to create, but the benefits will be huge for your company as well as your employees in the long term.

Tim Cook Issues Business Conduct Policy Video Message To Employees

Along with the video message, employees also received an email from Apple’s top lawyer who goes on to reiterate Apple’s core values of honesty, respect, confidentiality, and the “critical obligation of every Apple employee to adhere to legal principles”, such as antitrust and anti-corruption laws.

Apple has even put together a new code of conduct iBook for employees with multimedia content including galleries, video, audio and multitouch widgets. The full message is right after the break…

The Business Conduct Policy covers employee policies related to speaking to the press, media inquires and endorsements, as well as Apple’s business culture dealing with personal investments, workplace relationships, outside employment and more.

Other topics discussed in the document touch upon the subjects of workplace harassment and discrimination, insider trading and substance abuse.

Jordan Kahn of 9to5Mac was able to get gold of an internal email to employees, here it is in its entirety:

Apple Team,

I am writing to ask you to do something very important — set aside a little time to review Apple’s Business Conduct Policy. It explains in very clear terms how you are expected to conduct yourself with our customers, business partners, government agencies, and fellow employees. We expect every Apple employee to understand and comply with these rules.

The Policy is based on Apple’s core values of honesty, respect, confidentiality, and the critical obligation of every Apple employee to adhere to legal principles, like antitrust and anti-corruption laws. Living by it is how we earn the trust of our customers and partners and how we keep Apple a great place to work.

The Business Conduct group has developed a new version of the Policy in iBooks format. The book is convenient and engaging with galleries, video, audio and multi-touch widgets all designed to help you learn about Apple’s principles of business conduct. You can download the new book via Switchboard, or access a web-version here.

If you have questions, or information about conduct you think may violate the Policy, don’t be afraid to speak up. Talk to your manager, your HR representative, or contact the Business Conduct Helpline — which can be done anonymously.

Bruce Sewell

SVP and General Counsel

So, what do you guys make of this?

It’s curios that Sewell’s message opens with a rather ominous sounding passage urging employees to “to do something very important” while making it pretty clear that Apple expects its every employee “to understand and comply with these rules”.

Although leaks are never mentioned specifically, it sounds like Cook is aiming to clamp down on the increasingly leak-happy culture which has managed to spoil virtually every product launch since Steve Jobs’ October 2011 passing.

Tim Cook has since mentioned leaks to employees with one source telling us Cook referred to leaks as the “enemy” during a town hall meeting at Apple earlier this year.

Back in June 2012, Cook made a pledge at D10 conference to double down on secrecy. “We’re going to double down on secrecy of products,” Cook told journalists Kara Swisher and Walt Mossberg.

The CEO has plenty of reasons to be concerned about corporate secrets being leaked to press, which takes the surprise factor out of the equation. As a result, Apple’s carefully choreographed product presentations are increasingly lacking the ‘one more thing’ element to them – a surprise announcement no one saw coming.

With the exception of the radically revamped Mac Pro – and to a certain extent the Touch ID fingerprint scanner – Apple’s past few keynotes have failed to generate the same level of buzz and excitement compared to the secrecy-obsessed Steve Jobs regime.

I’m not sure that Cook fully understands that most of the leaks originate from Apple’s vast network of suppliers and manufacturers in Asia rather than from employees working at Apple’s corporate headquarters in Cupertino, California. That said, I don’t blame Cook – the guy just isn’t as media-savvy as Jobs used to be.

And I’m not even sure the leaks are preventable at this stage. Apple partners with hundreds of companies that employ tens of thousands of workers who build parts and assemble its products. The company can impose only that much restrictions and proactive measures to tighten the supply chain.

At the end of the day, all it takes to leak a secret is some guy in his dorm room in China posting a video of a five-inch screen or a backplate belonging to an Apple prototype product.

Which brings me to my question of the day: has Apple become to big to prevent the leaks?

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