Protect your payroll data against Ransomware

Ransomware, like the name suggests, is when your files are held for ransom. It is a type of malware that essentially takes over a computer and prevents users from accessing their data until such time as a ransom is paid. The ransomware encrypts data on the computer using an encryption key that only the attacker knows. If you want to decrypt them, you have to pay. If the ransom isn’t paid, the data is often lost forever.

A ransomware attack, also known as WannaCry or WeCrypt, recently spread across the globe and is believed to have affected over 200,000 organisations. The cyber-attack struck banks, hospitals and government agencies in more than 150 countries, exploiting known vulnerabilities in Microsoft operating systems.

How to protect against a ransomware attack?

• Think before you click – It is important to look for malicious email messages that are often concealed as emails from companies or people you regularly interact with online. It is important to avoid clicking on links or opening attachments in those messages, since they could unleash malware. However, unlike many other malicious programs, WannaCry has the ability to move around a network by itself. Once the virus is inside an organisation, it will hunt down vulnerable machines and infect them too.

• Keep software up to date – Users should ensure that security updates are installed on their computer as soon as they are released. Last month, the NSA revealed software vulnerabilities in a Windows Server component which allows files to spread within corporate networks. Since then, Microsoft has released software patches for the security holes. Anyone who applied this patch more than likely was not affected by WannaCry. However, not everyone has installed these updates and so these users are susceptible to an attack. It is also important to note that the vulnerability does not exist within Windows 10, but is present in all versions of Windows prior to that, dating back to Windows XP. Support for Windows XP was discontinued in 2014, and so if you are using XP it is recommended to upgrade to a more secure system. It is important to keep all software packages up to date to maximise protection against attacks.

• Keep backups of data files – Users should regularly back up their data, which will make it possible to restore files without paying a ransom. This can be done by saving files to a USB key, external server or a cloud sharing facility such as Dropbox or Google Drive. Individual software packages may also offer a backup facility, enabling you to automatically back up sensitive data, for example Thesaurus Cloud allows users to easily backup payroll data.

How can Thesaurus Cloud help?

Thesaurus Cloud is an optional add-on to your payroll software that allows employers to automatically and securely backup payroll data to a highly secure cloud server, ensuring that you will never lose your payroll data if you are the victim of an attack.

You may decide that you only want to use Thesaurus Cloud for payroll backups, however, the features listed below can also be availed of.

With Thesaurus Cloud, employers can invite their employees to their own self-service portal. Employees can login to their own personal account, be it on their PC, tablet or smartphone, where they can view payroll documents relevant to them, with a full history of payslips and P60s. Employees can also request annual leave and view annual leave remaining through their portal.

Furthermore, Thesaurus Cloud provides users with an annual leave management facility and a document upload facility, where all information is stored within the same location. With the document upload, employers can upload employee contracts & staff handbooks, training manuals, employment documents and much more, which can be accessed by employers and employees on any device.

Find out more about Thesaurus Cloud with an online demo.

Posted byRachel HynesinBrightPay ConnectEmployee ContractsEmployee HandbookEmployee Self ServicePayroll SoftwareStaff Handbook

Join our Free Employment Law Breakfast Meetings!

Here at Thesaurus Software, we like to look after our customers. That's why we are offering FREE Employment Law Breakfast Meetings to assist our customers with some topical employment law updates. Our employment law experts will also talk attendees through how to best manage these employment law issues in the workplace.

The two hour seminar will cover a range of topics including:

• Managing Sick Leave
• How to handle workplace theft
• Employee dismissal - what you need to know
• Employment Law Update

Following positive feedback from attendees at previous seminars we have decided to run a series of similar events across Ireland. Our next breakfast meetings will be held later this month in Cork and Kilkenny, as follows:

• Thursday 20th November: Rochestown Park Hotel, Cork
• Thursday 27th November: Lyrath Estate Hotel, Kilkenny

At both venues, registration will take place from 8.30am - 9.00am, complimentary tea/coffee and pastries will be provided. The seminars will run from 9.00am until 11.00am.

If you would like to attend one of these events, please email Rachel@thesaurussoftware.com with your name, company name and phone number.

Book early as places are limited and booking out fast!

Posted byRachel HynesinEmployee ContractsEmployee HandbookEmployment UpdateEvents

Parental Leave

The EU (Parental Leave) Regulations 2013 (S.I. 81 of 2013) came into operation on 8 March 2013, amending the Parental Leave Acts 1998 to 2006. The Regulations made the following key changes to parental leave rights in Ireland:

Parental Leave entitlement increased to 18 weeks

The Parental Leave Acts provide parents, adoptive parents and persons in loco parentis, who have the required continuous service with their employer with the right to take unpaid leave to care for their children. The leave may be taken as a continuous block, or, if the employer agrees, it may taken over a period of time. The new Regulations increase the parental leave entitlement from 14 to 18 working weeks.

Leave for child suffering from long-term illness

Normally, parental leave must be taken before the child reaches 8 years of age, but leave can be taken to care for older children in certain limited circumstances, such as when a child has a disability. In such cases parental leave can be taken up until the child reaches 16 years, or the disability ceases, whichever first occurs. The new Regulations now extend the scope of this provision to allow for leave to be taken in respect of a child with a long-term illness until that child reaches 16 years, or the illness ceases, whichever first occurs.

Transfer of parental leave between parents limited to 14 weeks

Each parent has a separate entitlement to parental leave in respect of each child and there is no general right to transfer parental leave from one parent to another. However, in cases where both parents are employed by the same employer, either parent is entitled, subject to the consent of the employer concerned, to transfer all or part of their parental leave to the other parent. However, the new Regulations specify that the right to transfer parental leave is limited to 14 of the 18 working weeks.

Right to request change to working hours or patterns

The new Regulations also provide a statutory entitlement for employees returning from parental leave to request a change in their working hours or patterns for a set period of time. The request must be made not later than 6 weeks before the commencement of the proposed set period. The employer must consider, but is not required to grant, the request. When considering the request, the employer must have regard to the needs of the employer and the employee. The employer must then, within 4 weeks of receipt of the request, either (a) inform the employee in writing that the request has been refused, or (b) if the request is accepted, arrange for the employer and employee to sign an agreement confirming the proposed changes with the date of commencement, and duration of the changed working arrangements set out.

Other Important Aspects

Other noteworthy factors in addition to those above and those set out in the updated handbook section are as follows:

Social insurance contributions

• The Minister for Social Protection has previously introduced Regulations to ensure preservation of social insurance (PRSI) records for employees who take parental leave. The employer must write to the Records Update Section of Department of Social Protection, detailing the weeks not worked, so that the employee can get credited PRSI contributions for this time. Information about credited contributions and parental leave is contained on the Department’s website www.welfare.ie

Annual leave and public holidays

• While on parental leave, an employee must be regarded for employment rights purposes as still working. This means that annual leave is accrued while on parental leave. If annual holidays fall due during parental leave, they may be taken at a later time. A public holiday that falls while an employee is on parental leave and on a day which they would normally be working is added to their entitlement.

Amount of parental leave

• Where an employee has more than one child, parental leave is limited to 18 weeks in a 12-month period. This can be longer if the company agrees and parents of twins or triplets can take more than 18 weeks of parental leave in a year.

• The 18 weeks per child may be taken in one continuous period or in 2 separate blocks of a minimum of 6 weeks. There must be a gap of at least 10 weeks between the 2 periods of parental leave per child. However, if the employer agrees the leave can be separated into periods of days or even hours.

Other elements

• Generally an employee must have been working for the employer for a year before being entitled to parental leave. However if a child is very near the age threshold and an employee has been working for an employer for more than three months but less than one year they are entitled to pro-rata parental leave i.e. one week's leave for every month of employment completed.
• If an employee changes job and has already used part of their parental leave allowance they can use the remainder after one year's employment with the new employer provided the child is still under the qualifying age.
• Apart from a refusal on the grounds on non-entitlement, an employer may also postpone the leave for up to 6 months. This must be done before the confirmation document is signed. If the confirmation document is already signed, the leave cannot be postponed without further written agreement. Grounds for such a postponement may include lack of cover or the fact that other employees are already on parental leave. Normally, only one postponement is allowed, but it may be postponed twice if the reason is seasonal variations in the volume of work.
• Parental leave is to be used only to take care of the child concerned. If the parental leave is taken and used for another purpose The company is entitled to cancel the leave.
• Employers must keep records of all parental leave taken by their employees. These records must include the period of employment of each employee and the dates and times of the leave taken. Employers must keep these records for 8 years. If an employer fails to keep records they may be liable to a fine of up to €2000. 

Bright Contracts – Employment contracts and handbooks
BrightPay – Payroll Software

Posted bySean McHughinEmployee HandbookEmployment Contract

Bright Contracts, Our New Employment Contracts Software, is Now Helping Hundreds of Employers

We launched Bright Contracts in June 2012 after two gruelling years of research and development.

Our aim with the software was to make it really easy for an employer to prepare employee contracts and company handbooks. We also wanted to make sure that it would always be current complying to legislative and changes in best practice.

We partnered with employment law experts to make sure we got it right!

A lot of Irish employers are in breach of employment legislation by not having these documents in place.  This can now be rectified for €129 and a small bit of your time.

Without employment contracts in place, an employer is risking large settlements in the case of staff disputes, and fines in the case of regulatory inspections. Putting employee contracts and handbooks in place clearly defines the terms under which the employer employee relationship is to operate giving clear guidance to what is expected of employees - this makes good business sense!

You can find out more at www.brightcontracts.ie

Posted byPaul ByrneinEmployee ContractsEmployee Handbook