Category Archives: Workplace / Legal / Security

By Dorothy Rogers-Bullis

For years, we designed offices around the work. Today, we have to design them around the people doing the work.

That may sound like a subtle change, but it is reshaping the workplace in very real ways. Employees have experienced a different way of working. They know they can answer emails, write reports, join a video call and complete focused tasks from almost anywhere. So if we are asking people to come into an office, the office has to offer something they cannot get sitting alone at a kitchen table.

The workplace now has to earn the commute.

I do not believe that means making every office look like a living room or filling it with trendy furniture. It means thinking much more carefully about what people need during the course of a workday and giving them choices. One person may need quiet, concentrated space at 9 a.m., a collaborative project area at 11 a.m., a private room for a video call after lunch, and an informal place to meet with two coworkers later in the afternoon. A well-designed office should support all of those activities.

For many years, workplace planning followed a predictable formula: private offices around the perimeter, workstations in the center and conference rooms down the hall. That model was built largely around hierarchy and assigned space. Today’s workplace needs to be built around movement, interaction and function.

One of the biggest changes we are seeing is the growth of smaller, more flexible spaces. Not every conversation needs a 12-person conference room. Employees need touchdown areas, two- and four-person meeting rooms, project rooms, phone rooms, comfortable collaboration areas and places where a quick conversation can happen naturally. Those spaces make the office more useful, but they also create something much harder to replicate remotely: human connection.

By Rod Bacon

According to FBI crime data, burglary, defined as unlawful entry into a structure with the intent to commit a crime, has historically accounted for between 1.1 million and 1.4 million reported incidents per year in the United States. Commercial properties, including retail establishments, offices, warehouses and service businesses, account for approximately 35% to 40% of that total, suggesting roughly 385,000 to 560,000 commercial burglaries occur annually in the U.S.

Statistics compiled by the Office of Justice Programs, a component of the U.S. Department of Justice, show that commercial buildings without security systems are 4 to 4.5 times more likely to be burglarized than those with active alarms or surveillance.

Glens Falls-based New York Fire & Security has been helping entrepreneurs prevent theft from and damage to their buildings since 1946. The company provides state-of-the-art systems that address any type of security breach or fire hazard to a business.

“Security has a common theme, whether it’s for an office, warehouse, or retail business,” said Vice President Seawn Eggleston. “It’s about protecting property and the people in the building.”

When he does an initial assessment for a client, the vulnerability he most often encounters is door access. He said there have to be protocols in place to control who is entering and exiting a building. A very effective solution is installing a door access system consisting of card readers. A digital card can be assigned to an employee’s cell phone so they don’t have to have a physical card. That allows them access because they have credentials. The credentials can be customized to allow them access to only certain parts of the building or entry only at certain times. If an employee leaves the company, the privilege can be easily canceled. For vendors or regular visitors to the business, the cards can be tailored to allow access only during certain times or through certain doors. In all cases, a trackable record of people accessing the building is created.

By Jeffrey B. Shapiro, Esq.

Are you protecting your business’s most valuable information? Losing control of it could give your competitors exactly what they need to take your customers and profits. In New York, trade secrets are the lifeblood of many businesses, whether you run a manufacturing company, a professional services firm, or a growing start-up. They can include client lists, pricing models, proprietary processes, source code, or strategic plans. The risk often becomes real when a trusted employee leaves. Imagine a sales director who copies your client database before resigning. With access to pricing structures, purchasing histories, and decision-maker contacts, they could quickly undermine years of relationship-building. This is why drafting enforceable agreements to protect this information can mean the difference between staying ahead of your competitors and watching them profit from your hard work.

The case of AdMarketplace Inc. v. Salzman¹  shows how an employer’s ability to protect vital business information often depends on how effectively its restrictive agreements are drafted. AdMarketplace Inc., an online advertising company, sued two former employees and their new employer, a direct competitor, alleging they had taken confidential client data, solicited employees and customers, and attempted to access its password-protected database after leaving. Both employees had signed non-disclosure and non-solicitation agreements, and one reaffirmed those obligations in a separation agreement. When the defendants moved to dismiss, the court drew a sharp line between overbroad non-compete provisions, which it refused to enforce, and narrowly tailored protections for confidential information and client relationships, which it upheld.

Restrictive agreements can be powerful when drafted correctly. They define what counts as “Confidential Information,” limit how it can be used, and outline the consequences for violating those terms. In AdMarketplace Inc., the employer’s NDA barred disclosure of client data and solicitation of clients or employees after departure. The court struck down an overly broad non-compete clause but enforced the confidentiality and non-solicitation provisions because they were focused on protecting legitimate business interests, trade secrets and customer goodwill. The first takeaway for business owners is that while New York courts often reject non-competes², they will enforce agreements that specifically protect confidential information. 

By Michael Cruz

All leaders wonder how they can get more from their people. The basics are not hard. The execution is.

First, leaders need to have a vision for their business. How they will serve their customers. They need to help everyone do the first thing first. In short, they need to help set priorities. People who work in companies need to know what to do – when you are not watching!

To achieve your priorities, you need the right people. You need strong players. That means that you must hire for the right traits. Traits include soft skills like the ability to make good decisions. Sell the customer the right products. Determine what you think success is. Then train and coach people to get there. Remove bad employees. Toxic ones. The ones who bring the rest of your team down. Getting rid of toxic people saves employees and customers too! 

Third, you want to motivate your people. Building well-oiled teams is key. Help them build relationships. Use assessments to help people communicate more efficiently. Reinforce the idea of sticking to priorities. Teach, teach and then teach some more. You are their coach. It is most important to get people to communicate transparently. They need to feel free to share honesty in a productive way. 

Workplace culture is the prevailing atmosphere and shared values that define an organization. It shapes the way employees interact with each other and with clients. This influences both productivity and job satisfaction. In examining your workplace culture, several aspects should be addressed: attention to detail, customer service priorities, employee autonomy, and teamwork.

Attention to Detail

By Reg Harnish, CEO of
OrbitalFire Cybersecurity

By now, most small business owners and leaders understand that cybersecurity is a must-have, not a nice-to-have. Ransomware, email scams, compliance requirements and customer questionnaires are no longer reserved for big corporations; they’re the new reality for smaller businesses in our own communities.

But when it comes to accountability, there’s still a lot of confusion about who’s actually in charge of managing and improving your company’s security.

If you’re like many small businesses, you probably have a part-time IT person or are working with a Managed Service Provider (MSP)—a third-party IT company that handles things like computer updates, hardware support, networking, and maybe even managing your cloud applications.

But here’s the uncomfortable truth:

Your MSP is not your cybersecurity provider. And they were never meant to be.

The IT vs. Cybersecurity Divide

It’s easy to lump IT and cybersecurity together. After all, they both deal with technology and data. But they are not the same and treating them like they are can be a costly mistake.

Think of it like this: your accounting software runs on technology, but you wouldn’t ask your IT provider to do your taxes. 

By Natali Cobb

As we approach six years since the COVID-19 pandemic started, people are starting to notice the long-term impacts, and continuous aftershocks of this historical inflection point. About a year after the world shut down, people began to call this phenomenon “this generation’s 9/11”. Although I was just two years old when our country suffered the aforementioned tragedy on September 11th, I knew exactly what they meant. An event so impactful that history begins to be separated into timelines of ‘pre’ and ‘post’ event. We can draw many similarities between the post-9/11 and post-Covid worlds—heightened awareness of safety, generational rise in anxiety, shifting personal priorities, changes in travel, and cultural and workplace shifts. As a commercial interior designer, that last point is crucial to understand how people need to work and exist in this new world. 

Human centric design revolves around just that—human beings. It explores the needs, comforts, and well-being of humans in the built environment, and aims to create spaces that increase productivity, foster connections, and improve health and wellbeing. We as people spend an average of 90% of our time indoors, yet it has only been in recent years that the health of the spaces we exist in has really been considered. We are seeing more and more companies push for employees to return to the office, but are being met with resistance. People have become accustomed to working in their homes, with limited peer interactions except through virtual conferencing platforms like Zoom or Teams. Employees in the post-pandemic world crave comfort and flexibility in their workplace, and they are demanding more from an office than just a desk and wi-fi. 

Pre-pandemic offices prioritized efficiency of space over individual needs, but offices lined with cubicles are becoming a thing of the past. Some people thrive in buzz and collaboration, and others require quiet focus, and both can be true in the modern office. Flexibility in employees’ work environments has become critical to productivity—in Gensler’s 2024 Workplace Survey, employees who have a choice in where they work reported 14% higher productivity. This might include spaces like quiet zones, collaboration hubs, social lounges, and wellness rooms. Creating comfort in the workplace boosts creativity, reduces stress, and encourages employees to spend more time in the office. 

By David Andrade

Why is a multi-layered approach so effective? It’s simple: redundancy. If one layer fails, others are there to catch the slack. It’s like having multiple locks on your door—each one adds an extra level of protection. By combining both physical and network security measures, you’re creating a fortress that’s tough to breach. Your business should be equipped with the right tools and technologies to keep threats out.

For a modern-day business, a robust security system isn’t just advisable; it’s necessary. You are trusted to protect your customers’ sensitive business data, your employees, and your assets. 

Network Security: 

Cyber threats are becoming more sophisticated and frequent. These attacks present in various forms suh as phishing, malware, ransomware, and direct hacking attempts. The risk of a successful attack leads to revenue loss, downtime, damage to your brand and reputation, and loss of trust from your customers. 80% of all cyber-attacks target the small and midsize business (SMB) market. Even more eye opening is 27 percent of SMBs report that they will be put of business from a cyber-attack. 

With virtually everything we do being done on computers and machines, we have to protect the systems we use. Firewalls scrutinize incoming and outgoing traffic to block unauthorized access, while VPNs encrypt your data to create a secure tunnel for information to travel across public networks while working remotely. Additionally, you need antivirus software, data backups, MFA (multi-factor authentication), employee cybersecurity awareness training, and more. The extensive and complex list of security solutions necessary to protect your IT infrastructure and sensitive business data can seem daunting. A Managed Service Provider (MSP), like StoredTech, will shoulder that responsibility for you. 

By Christine Graf

For more than two decades, Center for Security has been providing locksmith and security services to residential and commercial customers throughout the Capital Region. 

“My father (Tom Walsh) started on his own in the 1990s and then went into business with his partner, Scott Hogan,” said Patrick Walsh, manager and technician at Center for Security. 

After outgrowing their first shop in Clifton Park, the business relocated to a larger space at 1659 Route 9 in Clifton Park. The partners later added a second location at 16 Main Street in Queensbury. 

The company’s 15 employees have decades of experience, most having been with the company for many years.  

“We’ve had the same group of guys working for us for a long time,” said Walsh. “There’s a lot of on-the-job training, and it takes years to learn the ins and outs of locks. You learn a lot of it by being out on the road—learning how to pick locks in different ways.”

By Paul Post

A Queensbury firm and its Singapore-based partner are helping companies worldwide with a new high-tech hiring service that purports to find key employees quickly and efficiently while saving valuable time and money.

“Our first customer in New York City went from an average of two to three months per hire to just three days using our tool,” said Tim Montgomery, owner and president of TIMIT Solutions LLC. “Our primary target is businesses that hire a lot of people. We’ve initially engaged with some very large IT (information technology) companies in India.”

ConvInt.ai (Conversational Intelligence), founded and owned by Virender Aggarwal, of Singapore, uses artificial intelligence to locate top candidates not only for IT companies, but those in other industries such as insurance, healthcare and the rapidly expanding field of cannabis production.

“Many human resources people aren’t technically savvy and don’t know much about who you need to hire for the cannabis industry, the types of people and skills they need,” Montgomery said. “This tool makes them an expert in all of those areas because we’re asking expert questions on their behalf.”