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Staffing News Online

NJSA's Staffing News Online is a monthly e-newsletter that is available to the staffing industry.  The content for Staffing News Online comes directly from our industry partners.  If you are an NJSA industry partner and would like to submit content for Staffing News Online, please email office@njsa.com with your article.

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  • Friday, October 30, 2020 10:05 AM | Denise Downing (Administrator)

    Submitted by Two River Benefits Consultants, LLC

    Employers increasingly use independent contractors to perform non-essential services to reduce labor costs. Downsizing brought on by COVID-19 is expected to increase this trend.

    Classification of a worker as an "employee" as opposed to "independent contractor" has significant legal implications. In the employer-employee relationship the employer bears responsibility for payroll taxes and withholdings. Employees are generally eligible for:

    • employer benefit programs;
    • state-mandated benefits (eg, temporary disability, paid sick leave, family leave insurance);
    • overtime and minimum wage;
    • leave entitlements under the Family and Medical Leave Act (FMLA) and New Jersey Family Leave Act (NJFLA); and
    • the protections of employee rights statutes (eg, anti-discrimination and whistle-blower protection laws).

    Employment status also implicates collective bargaining rights under the NLRA. Furthermore, an employer-employee relationship exposes employers to liability for the tortious acts of employees under the doctrine of respondeat superior.

    When employer obligations are statutory, the statute may not define "employee." In such cases, various tests are used to determine employee or independent contractor classification. The Third Circuit uses the employer-friendly "economic realities" test to determine employee status under the Fair Labor Standards Act (FLSA), which considers the following:

    • is the work integral to the company’s business;
    • does the worker have an opportunity for profit/loss;
    • is the worker retained indefinitely;
    • is the worker’s investment minor, compared to the company’s;
    • does the worker exercise business skills, judgment and initiative; and
    • the degree of control exercised by the employer.

    When determining employee status under Title VII, the Third Circuit employs a narrower 12-factor Darden test, placing emphasis on the degree of control exercised by the employer. The NLRB has returned to a more employer-friendly common law agency test. For purposes of state wage and hour laws, New Jersey adopted the ABC test, which presumes a worker is an employee unless the employer can show:

    • the individual is free from control over performance of the work;
    • the service is outside the usual course of the employer’s business; and
    • the individual is customarily engaged in an independent established trade or occupation.

    Although no single factor is decisive in any test, if the "totality of the circumstances" suggests an employer-employee relationship, the worker will be deemed an employee.


  • Friday, October 30, 2020 10:00 AM | Denise Downing (Administrator)

    Submitted by TAC Benefits Group

    As the Affordable Care Act moves into the 9th year of existence, there remains uncertainty in the health insurance world where premiums and deductibles continue to skyrocket. *Since 2010 health insurance premiums have increased by 54%, and deductibles have increased by 111%.

    One of the key components of the Affordable Care Act was the expansion of Medicaid in many states (including NJ) for individuals and families earning 138% of the U.S. Poverty Level. This expanded health care to many low-income individuals and families. However, as is typical of many government programs, the middle class (between 138% and 400% of poverty) and employers are left with the burden of increased deductibles and premiums.

    Percentage of the poverty level and associated income


    There is hope! There is a little-known requirement for non-profit hospitals to provide free or discounted care to maintain their non-profit status. By utilizing a benefit strategy incorporating this requirement, you as an employer, CAN provide affordable health care to your low to middle income employees at a very affordable price.

    This benefit design provides a comprehensive healthcare plan which is complemented by Direct Primary Care, Prescription Medications, an Advocacy Program with Community programs. This enables your employees to enroll in a program for less than $100 per month with no or very little out of pocket expense. The out of pocket expense varies based on income and assets. Individuals who participate are provided an advocate. The advocacy program helps the individuals navigate the community programs to get the care they need at the lowest cost, whether it be an office visit, an emergency room visit, or a scheduled hospital procedure.

    There are 5,724 hospitals in the U.S., according to the American Hospital Association. Of these, 2,903 hospitals are nonprofit and 1025 are for-profit. Additionally, 1045 hospitals are owned by state or local (county, hospital district) government entities.

    The chart below illustrates the number and percentage of hospitals by state run, non-profit, and for-profit hospitals New Jersey, New York, and Pennsylvania.


    To learn more details specific to your group and other states in which you have employees, please have your broker or benefit manager submit an inquiry to contactus@tacbenefitsgroup.com or reach me directly at mcleary@tacbenefitsgoup.com.


  • Friday, October 30, 2020 9:44 AM | Denise Downing (Administrator)

    Submitted by Avionte

    The financial world of payments, banking, and money management is changing. A rapidly evolving technology landscape, new payments service providers, the desire to bank and manage payments via mobile devices, and increased efforts toward financial inclusion for the unbanked and underbanked are increasing demand for mobile-friendly options for managing money. According to the Fair Labor Standards Act (FLSA), employees should have options for how they receive their pay, and paycards are a convenient, enticing method. There are many reasons staffing agencies should offer a paycard to their talent. It is a convenient alternative to traditional banks and paychecks that address changing needs, while also reducing payroll costs for staffing and recruiting agencies.

    WHAT IS A PAYCARD?

    A paycard (a.k.a. pay card, payroll card) is a pre-paid, stored value card that agencies use to pay their talent for the receipt of wages and other compensation. Every payday, payroll loads the card with the employee’s wages for that pay period. The employee can then use the paycard to withdraw cash from a bank teller or ATM, pay bills online or in person, receive cash back from point-of-sale transactions, and make everyday purchases simply and conveniently.

    According to an industry estimate from payments consulting firm Aite Group there were 3.1 million active payroll cards in the United States in 2010, with $20.9 billion loaded onto those active cards. By 2017, both numbers doubled to an estimated 5.9 million active cards with $42 billion in load value. By 2022, those figures are expected to jump to 8.4 million and $60 billion, respectively, demonstrating the increasing demand for a paycard option. Here are five reasons why you should meet this demand and offer a paycard to your temporary workforce.

    Reasons Staffing Agencies Should Offer a Paycard

    1. Financial Inclusion for the Unbanked and Underbanked

    Research from the Federal Deposit Insurance Corporation (FDIC) shows that approximately 25% of Americans were either unbanked or underbanked as of 2017, and roughly three out of four unbanked households cited either not having enough money to keep an account open due to minimum balance requirements or high banking fees for not having a banking account. When asked about their motivational barriers to banking, these households cited a lack of money (43%), high banking fees (32%), and a general distrust of banks (30%). The respondents who had closed an account said they did so due to high overdraft fees (29%), no longer having direct deposit with their jobs (27%), and minimum balance requirements (22%).

    Offering payroll cards can mitigate or eliminate these issues. Paycards provide unbanked and underbanked workers with increased access to the financial system, as well as the benefits of safety, convenience, faster payments, and ease of use. A paycard offering can end the frustrating financial cycle, creating an incentive for employees to continue working for your firm.

    2. Accessibility and the Changing Landscape of Brick & Mortar Banks

    In addition to financial inclusion and accessibility, physical accessibility to banks is an increasing issue. The availability of brick and mortar bank branches is quickly shifting. In lower-income areas, bank branches are closing far faster than new ones are opening. Between 2014 and 2018, 1,915 more bank branches were closed than opened in lower-income neighborhoods, according to a new report from Bloomberg. This can require a significant drive or bus ride just to cash a check for an employee on payday.

    With a paycard, employees receive their money directly to the card, eliminating a trip to the bank to deposit a check. They can also use their paycard at various ATM locations, making accessibility more convenient. The quick adoption, remote payment distribution, and ease of use proves to be a major benefit of payroll cards.

    3. Budgeting & Money Management

    Using a paycard can be a unique, yet effective way to save money for card holders. Using a paycard in tandem with a standard bank account lets talent separate money to be used for different purposes. For example, employees can reserve one account for necessities and another for day-to-day spending. Having funds in separate accounts allows users to budget more easily and save for special occasions or emergencies.

    Another really helpful use of a paycard is the ability to provide others with funds automatically. The bank can assign a second card to give to another family member to distribute allowances or share funds.

    4. Security

    Another reason staffing agencies should offer a paycard to talent is increased security. Employees can easily misplace or damage a physical check, causing headaches, security risks, and costly charges for them and your firm. Furthermore, reconciling uncashed checks can be a painful process for your back office team. Paper checks also contain personal information that is a major security risk if it falls into the wrong hands.

    Paycards provide fast and secure distribution of funds. This results in less stress and increased satisfaction for both the employee and your payroll team. No more lost checks and reissues! A paycard can eliminate the stress and risks while providing talent with a modernized financial solution.

    5. Generational Differences & Lifestyle Choices

    Millennials and Gen Z are not using banks like previous generations and prefer other options. Younger generations think entering a bank and standing in line to deposit a check is time-consuming, antiquated, and unnecessary. The younger generations rarely have a reason to write a check or even know how to do so. For many, checks are as equally retro as the rotary phone and not in a vintage, charming sort of way.

    A common trait among Gen Z and Millennials is the need for choice. They expect banking options personalized to their preferences, like other services they interact with on a daily basis. Paired with a growing awareness about the importance of financial health and wellbeing among younger generations, payroll cards are the perfect solution to modernize your payroll and provide flexibility. Paycards offer an improved experience and more freedom for how talent bank, make payments, and manage their money.

    Paycard Options

    With the various reasons staffing agencies should offer a paycard in mind, it is time to research options! The staffing and recruiting industry is unique. Payroll and compliance is complicated, so look for a provider with specific experience in the staffing and recruiting industry. Avionté CHANGE is the first staffing paycard with an incentive program for employees, making it a great place to start in your journey to modernize payments.


  • Friday, October 30, 2020 9:40 AM | Denise Downing (Administrator)

    Submitted by Assurance

    With a rise in cyber security and privacy concerns, we’ve seen an increase in inquiries from our insureds concerning how their businesses are being impacted. In response to this, our partners at MMA have put together a list of best practices to consider regarding security and privacy concerns.

    1. Ensure privacy of employee information. Remind employees not to share sensitive information publicly if an employee (or family member) has been or is suspected to have been diagnosed with Coronavirus.
    2. With the increased numbers of employees working from home, especially for those who may not be accustomed to doing so, it is recommended to remind employees of corporate mobile device and remote access policies (i.e. mobile device policies, email/internet usage). Also, if not already implemented, require Security Application Gateway or VPN (Virtual Private Network) to access corporate systems and ensure multifactor authentication (MFA) where applicable. 

      Additional tips from CSOonline.com: 8 Key Security Considerations For Protecting Remote Workers.
    3. Remind your employees of your organization’s data security policies, including the policy that we see many organizations have in place that mandates not sharing corporate information with non-approved and/or personal email systems.
    4. Be wary of coronavirus related emails that may lure employees to click on malicious links and download malware/ransomware which may further interrupt your technology infrastructure by encrypting your network files and subjecting your organization to a potential ransom demand.
    5. Do not connect nor download corporate documents/materials via non-approved or non-corporate managed devices (i.e. flash drives).
    6. Protect mobile devices and sensitive paper document in transit (to avoid car theft) and at home in compliance with mobile device policies.
    7. Presuming employees’ increased reliance on teleconferencing, review contracts with mobile conference systems providers (i.e. Skype, Zoom, etc.) pertaining to the security/privacy safeguards they employ. Review responsibility, collaboration and indemnity provisions in the event of a system or security disruption and/or privacy event (i.e. eavesdropping, etc.).

      National Institute of Standards & Technology (NIST) Virtual Meetings Best Practices
    8. If you are faced with supply chain disruption, maintain due diligence in seeking alternative suppliers/vendors from a systems and connectivity standpoint, without sacrificing security controls, data integrity and contractual standards.
    9. Review your cyber liability insurance policy to ensure how it will respond to security/privacy infiltrations within a remote desktop employee environment. Most updated policy forms affirmatively cover unauthorized access into the organization’s network/system/environment via remote desktop protocol (for example), although each policy differs in coverage. Remind employees to report suspected activity or infiltrations of their home network to their IT/Information Security team in accordance with your incident response plan and cyber liability policy.
    10. For multinational organizations and organizations that may have care, custody or control of non-US citizen data, be mindful of the individual collection, retention and safeguarding guidelines by various Data Protection Authorities, especially in light of COVID-19. Guidelines from International Association of Privacy Professionals (IAPP) Global Data Protection Authorities.

    For additional insight or questions to protect your organization from cyber threats, be sure to contact a member of the A-Team today.


  • Friday, October 30, 2020 9:35 AM | Denise Downing (Administrator)

    Submitted by TempWorks

    October is National Cybersecurity Awareness month, a fact of particular importance in the year 2020, when so much our work lives have become remote and virtual. Shifting to remote work has been an ambivalent experience for many–some studies show that remote work makes employees more productive, while others say it hurts everyone’s ability to network and communicate effectively. But however good or bad remote work is treating your workplace, nearly all businesses and their data are under a more severe threat now than they were before the pandemic.

    Although many companies have embraced working from home, the initial shift from in-office workplaces to entirely remote setups was abrupt and unexpected. These changes present a massive threat to any organization’s cybersecurity. Almost overnight, companies had to create brand new processes for a situation they were unprepared for. This has created a near perfect scenario for hackers and phishers to obtain classified data, and they are taking advantage of it. Phishing attacks have increased by 667% since February, and they continue to go up.

    Protecting your security—and that of your company’s—mostly entails practicing common sense:

    Keep a Sharp Eye on Your Inbox

    A lot of scams happen in email, and phishers are getting cleverer with their tactics every day (notice the ease with which Rihanna’s character from Ocean’s 8 sends a personalized phishing email). However, there are a few easy elements you can watch out for to identify a real email from a phishing attack:

    1. Emails insisting you click on a given URL. As we know from Rihanna, all it takes is one link click to give a hacker all they need to infiltrate a computer system. Beware of any email that directs you to click on any kind of link, even if the email is sent from someone you know. If the email includes a sense of urgency (i.e. asking you to click immediately or risk losing money, etc.), you should automatically mark the message as suspicious.
    2. Spelling errors and typos (especially in the sender email address). Look out for any spelling or grammatical errors in the email’s content and sender address. Phishing emails will often impersonate other websites and people by making minute changes to spelling in hopes of convincing the recipient that the email is legitimate.
    3. Strange content. Self-explanatory, but any email with content that strikes you as odd and asks for you to click on a link is suspicious—even, again, if the email appears to be sent from someone you know. Hackers will often compromise email accounts and reply to messages in those inboxes. This means a suspicious email could be a reply to one you yourself already sent. If you sense something strange in a reply to one of your own earlier emails, double check with the email sender (through phone, text, or other messaging services) to make sure they truly sent the email.

    Keep Passwords Secure

    Safe password practices are critical to maintaining excellent cybersecurity. Hackers are very aware of the tricks people use to make easily remembered passwords. They’re also aware that people often use the same password for multiple sites. This means that if a hacker cracks just one password, they have likely won access to multiple sites. It’s important to have a separate password for each login and for each of these passwords to be as secure as possible. The longer the password, the more secure it will be. A combination of three or more unrelated words (do not use famous quotes) will usually make a secure password, and it’s recommended that you install a password manager (such as LastPass) to keep track of your login information.

    The more we work online, the greater the threat to our information. Ensure you have proper safety measures in place for detecting phishing emails and protecting your data against theft.


  • Friday, October 30, 2020 9:28 AM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    More and more businesses are beginning to open back up, which means there are available positions that need to be filled. Normally, this is not an issue. However, we are living in "less than normal" times. In the wake of the pandemic, people would rather collect unemployment or are wary of returning to work.

    So, the question becomes:

    How do you find qualified candidates to fill all those job orders?

    Employer Branding

    Now is a great time to showcase your company and why people should work for you. This can be done in a few different ways. Share testimonials on social media from people you have placed on jobs. You can even ask someone to record a quick 30-second video telling everyone about the positive experience they had. It’s also important to get your recruiters to record a few videos about available jobs and why someone should apply for them. You will also want to let people know that you care and are taking the proper precautions to ensure their health and safety.

    Job Descriptions

    Are your job descriptions written in a way that will attract candidates? If someone comes across your job description and doesn’t see how much it pays or why they should apply, they will likely not.

    Be sure to focus on the job’s primary responsibilities and the opportunity to grow or be hired on full time. You’ll also want to create a sense of urgency by letting people know how soon they can start. If on-the-job training is included, be sure to mention that. The more details you provide, such as a clear job title, the more attractive the job appears, and hopefully, more people will apply.

    Social Media

    More people are spending time on social media, so don’t miss out on this opportunity for them to see your open positions. Another option is to write a general post directing people back to your job board, letting them know you have many exceptional positions available. And if you have specific jobs that need to be filled right away, you can put some money behind boosting them to ensure a larger audience sees them. Consider choosing specific demographics to make sure the right audience sees them as well.

    Remember, successful recruiting in today's market takes a lot more than just posting a job and hoping that people apply. Take time to make sure the job description will grab someone’s attention. Before posting, think to yourself: If you were looking for a job and came across this description, would you apply?

    If you need assistance in attracting more candidates, contact one of our marketing experts today.


  • Tuesday, October 06, 2020 11:25 AM | Denise Downing (Administrator)


    New Jersey Staffing Alliance has earned the 2020 ASA Certificate of Chapter Achievement and Certificate of Legislative Achievements!

    The Certificate of Achievement recognizes NJSA’s continued commitment to advance the staffing industry at a local level and ongoing affiliation as a chapter with the American Staffing Association.

    The Certificate of Legislative Achievement recognizes chapters that demonstrate successful legislative activity on legal, legislative, or regulatory issues that arose during the year.

    NJSA will be recognized during a virtual award ceremony on Wednesday, October 7, at 4:00 p.m. ET. We invite you to join. Register online today.


  • Wednesday, September 30, 2020 2:53 PM | Denise Downing (Administrator)

    Submitted by Avionte

    In early August, Avionté hosted its annual user conference, Avionté CONNECT. This year’s conference welcomed more than 1,000 attendees from the staffing and recruiting industry. Avionté CONNECT aims to serve as an industry event, not just a conference on our software. Therefore, we invite partners in the staffing industry, along with our clients, to share their knowledge and experience. With the unique challenges our world faces today, we brought in an industry expert to discuss staffing industry growth projections for 2020.

    One such industry partner is Tom Erb. With a staffing and recruiting career spanning over 25 years, Tom Erb has established himself as one of the industry’s top subject matter experts. He is one of the most highly sought-after national speakers in the staffing industry, presenting to a variety of industry organizations including the American Staffing Association, National Association of Personnel Services, TechServe Alliance, and dozens of state and regional staffing and recruiting conferences. Tom is the author of Winning the Staffing Sales Game. He writes the monthly column Recruiting Today for ASA’s Staffing Success magazine. Tom is a former president of the Ohio Staffing and Search Association and the Human Resources Association of Central Ohio. He is also the chair for the National Association of Personnel Services (NAPS), and former chair and current member of ASA’s Professional-Managerial Section Council.

    “Avionté CONNECT was a fantastic event that I had the privilege to speak,” Tom said. “In this current world of virtual conferences, Avionté set the new standard with their event. In my session, Staffing Industry Insights, I discussed the importance of positive attitude in tough times, how economic indicators are pointing to a strong recovery for the staffing industry, and they key areas we should be focusing on in both recruiting and sales to maximize our upcoming opportunities. Those with a positive approach and solid recruiting and sales plans will come out of this downturn stronger than they entered it.”

    Tom’s session provided expert insight into 2020 staffing industry growth projections. He shared an optimistic view of where the industry is headed, stating that every economic downturn has an opportunity. With higher unemployment comes a larger talent pool. Competition may also thin out or present opportunities for acquisition. Additionally, Erb painted a picture of the current economic landscape that is perhaps not as dire as the headlines suggest. Erb used Avionté’s Real Analytics Weekly (RAW) report to show the year-over-year comparison, demonstrating that the industry almost hit 2019’s numbers on July 4th. He commended the Avionté RAW series, stating that the numbers and growth are consistent with what he’s seeing across the industry.

    While COVID-19 rattles our world, Erb suggests ways firms can prepare for a resurgence in orders in their vertical. COVID-19 affects the economy and workforce is unique ways. Unlike a typical economic downturn, the pandemic is a global health crisis. Returning to work has become a moral issue rather than an economic one. Therefore, certain industries are bouncing back earlier than others, and Tom shares those predicted milestones in his projections. He also provides useful, tangible suggestions for preparing for the resurgence in your market. He recommends re-engaging your existing database of clients and talent, tailoring your message to the varying levels of job seekers, and kick-starting your sales process.

    To hear Tom Erb’s staffing industry growth projections for 2020, watch the entire presentation recording here:  https://www.avionte.com/2020/08/staffing-industry-growth-projections-2020/


  • Wednesday, September 30, 2020 2:49 PM | Denise Downing (Administrator)

    Submitted by E3HR

    Today’s environment is challenging to say the least. The business philosophy in today’s climate has turned into a real all hands-on deck mentality. This has led to a workplace scenario that we have never faced before and, hopefully, will never face again.

    Considering the pressures of maintaining, let alone growing, small businesses is as acute as ever and overworked employees can be detrimental to the success of each staffing agency in the fast paced and dynamic world of employee leasing.

    Using a PEO or Professional Employer Organization has some very critical advantages for staffing companies. This allows the company to focus on the core business of growing the client base and managing the daily placement of their employees.

    The average small business, that partners with a PEO, realizes an 8% growth in profitability based on a nationwide survey conducted by The National Association of Professional Employer Organizations (NAPEO).

    There are many advantages, but we will focus on just three in this article:

    1. It reduces the amount of HR related and administrative tasks the business has to handle in house. This is huge for a Staffing Agency when considering the numerous compliance issues, unemployment claims and multi-jurisdictional regulations and requirements. In addition to processing payroll,these tasks would be managed by our PEO and be removed from your company’s workflow. Missing or misunderstanding a new regulation can land you in a lot of hot water, especially if that mandate is in a sector such as healthcare or labor laws. You can find yourself saddled with fines and administrative orders for even minor mistakes.

      Our professional Compliance Department is current on rules and regulations, and we be there to support your business with implementation of the necessary guidelines while keeping them current and relative.
    2. You are getting creative, quality and cost effective underwriting on the workers compensation policies.  Staffing Companies battle with timely and expensive claims administration that can cost thousands every year.

      E3 underwrites your business to meet your current business, as well as promote future growth. We will get to know your business and understand the codes and the nature of your locations. It is important that claims are handled quickly and efficiently in the most economic manner. In today’s world, it is critically important to stay up to date with all safety regulations and employ the use of safety consultation and plans that result in cost containment and earnings predictability.
    3. You are getting high quality benefits for a lower cost.  A PEO can leverage the number of employees it has in all industries to bring the purchasing power that most small businesses never get an opportunity to realize.

    There are a lot of benefits to using a PEO. For the business owner, knowing you have a partner company looking out for your best interest and handling the day-to-day administrative tasks so you don’t have to worry about them can be a path to huge success. Having someone to turn to when you have questions about compliance and regulations can save you time and ultimately money. If you are a staffing agency looking to grow, hiring a good PEO can start you on the right path.


  • Wednesday, September 30, 2020 2:47 PM | Denise Downing (Administrator)

    Submitted by TempWorks

    Shifting to remote work has been an ambivalent experience for most companies. Some studies show that remote work makes employees more productive, while others say it’s hurting everyone’s ability to network and communicate effectively. But however good or bad remote work is treating your workplace, nearly all businesses and their data are under a more severe threat now than they were before the pandemic.

    Although many companies have embraced working from home, the initial shift from in-office workplaces to entirely remote setups was abrupt and unexpected. Almost overnight, companies had to create brand new processes for a situation they were unprepared for. This has created a near perfect scenario for hackers and phishers to obtain classified data, and they are taking advantage of it. Phishing attacks have increased by 667% since February, and they continue to go up.

    Protecting your security—and that of your company’s—mostly entails practicing common sense:

    Keep a Sharp Eye on Your Inbox

    A lot of scams happen in email, and phishers are getting cleverer with their tactics every day (notice the ease with which Rihanna’s character from Ocean’s 8 sends a personalized phishing email). However, there are a few easy elements you can watch out for to identify a real email from a phishing attack:

    1. Emails insisting you click on a given URL. As we know from Rihanna, all it takes is one link click to give a hacker all they need to infiltrate a computer system. Beware of any email that directs you to click on any kind of link, even if the email is sent from someone you know. If the email includes a sense of urgency (i.e. asking you to click immediately or risk losing money, etc.), you should automatically mark the message as suspicious.
    2. Spelling errors and typos (especially in the sender email address). Look out for any spelling or grammatical errors in the email’s content and sender address. Phishing emails will often impersonate other websites and people by making minute changes to spelling in hopes of convincing the recipient that the email is legitimate.
    3. Strange content. Self-explanatory, but any email with content that strikes you as odd and asks for you to click on a link is suspicious—even, again, if the email appears to be sent from someone you know. Hackers will often compromise email accounts and reply to messages in those inboxes. This means a suspicious email could be a reply to one you yourself already sent. If you sense something strange in a reply to one of your own earlier emails, double check with the email sender (through phone, text, or other messaging services) to make sure the truly sent the email.

    Keep Passwords Secure

    Hackers are very aware of the tricks people use to make easily remembered passwords. They’re also aware that people often use the same password for multiple sites. This means that if a hacker cracks just one password, they have likely won access to multiple sites. It’s important to have a separate password for each login and for each of these passwords to be as secure as possible. The longer the password, the more secure it will be. A combination of three or more unrelated words (do not use famous quotes) will usually make a secure password, and it’s recommended that you install a password manager (such as LastPass) to keep track of your login information.

    The more we work online, the greater the threat to our information. Ensure you have proper safety measures in place for detecting phishing emails and protecting your data against theft.

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