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However, the inability to quickly adapt technologies that support digital transformation processes, including identity-based segmentation, virtual desktop interfaces and full-stack cloud, is hindering a business' ability to adequately address new threats and even to test new security systems and protocols.
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On their road to recovery from the pandemic, businesses face unique dilemmas. This includes substantial and entirely necessary investments in digital transformation, however tight budgets are making such endeavors difficult if not impossible.
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Although most do not yet realize it, the world of learning and development and HR just changed dramatically for the better — and there will be no going back. The change is coming first to publicly traded companies, but it will not stop there.
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Colorado voters approved a ballot initiative November 3, granting as much as 16 weeks of job-protected, paid family and medical leave to Centennial State workers — including those who are self-employed — beginning in 2024.
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Mention sexual harassment, and you’re likely to picture a sleazy boss acting inappropriately with an unwilling female associate. But harassment often assumes many forms and can occur with both male and female workers.
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On January 1, 2021, various new and amended employment laws will go into effect in California. Below is a summary of some of these laws that employers should make themselves aware of heading into the New Year.
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I have handled many travel time cases and can report, regretfully, that plaintiff-side lawyers are always seeking new and creative ways to make certain kinds of travel time compensable.
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Governor Newsom recently signed several bills into law that will affect California employers in the coming year. All new laws take effect on January 1, 2021 unless otherwise indicated below.
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You don’t need me to point out that we’re living in very turbulent times. Businesses are facing many challenges staying afloat in a downturn caused largely (if not entirely) by a global pandemic.
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