Companies continue to struggle with the ever-growing mountains of data flowing into and out of their systems. Gone are the days of manually filing a couple of hard-copy records per day. Now, information workers send and receive on the average 50 MB (or more) of data per day. The sheer data volume of employees must deal with cause numerous issues, including what data to keep and delete, how to secure sensitive data, ensuring data privacy for customers and employees, and providing accurate and streamlined litigation response.
Does your organization utilize Office 365 for email? Is your organization required to journal email for compliance, legal, or business requirements? Do your Attorneys complain about the time it takes to find information for an eDiscovery request? If the answer is yes to any of these questions, then keep reading.
Subscribe to the blog and get instant access to the crucial steps to ensure your cloud-based Office 365 migration goes smoothly.
As more companies move their data to the cloud, the question of data sovereignty is becoming a hotter topic. Data sovereignty is the requirement that digital data is subject to the laws of the country in which it is collected or processed. Many countries have requirements that data collected domestically must stay in that country. They argue that it’s in the Government’s interest to protect their citizen's personal information against any misuse.
Everyone leaves the company eventually. Better opportunities, reduction in workforce actions, termination, or your manager has the IQ of a stuffed animal. No matter the reason, everyone eventually leaves. In the EU, these people are referred to as “leavers,” and depending on the circumstances, more colorful names. However, the way a company handles these departing employees can mean the difference between business as usual or major customer satisfaction issues, project delays, higher eDiscovery costs, compliance risks, and lower productivity. When an employee is terminated or leaves on their own, the company’s HR organization usually (hopefully they have one) pulls out a checklist of things to do before the employee departs. In many cases, the checklist does not address the most valuable employee asset…information.
A great deal has been written about the GDPR and CCPA privacy laws, both of which includes a “right to be forgotten.” The right to be forgotten is an idea that was put into practice in the European Union (EU) in May 2018 with the General Data Privacy Regulation (GDPR).
Various government privacy regulations, including GDPR, CCPA, various state regulations, and the draft federal privacy bill currently in Congress (the Consumer Data Protection Act) all include some form of the right to data erasure, otherwise known as the right to be forgotten. Because the regulations don’t specify the specifics behind the right to data erasure, some are questioning what this right means when considering PI deletion. The purpose behind this particular privacy requirement needs to be better understood as to what the regulatory authority was actually trying to accomplish.
The California Consumer privacy Act (CCPA) was passed last year (2018) with an effective date of January 1, 2020 – assuming no federal actions (check out the blog titled “Will the New California Consumer Privacy Act Stand?” for potential federal actions.)
Over the years I’ve written a lot about the benefits of enterprise file consolidation, i.e., storing and managing unstructured data in a common repository. In fact, most companies still have data spread around the enterprise in distinct stand-alone data silos (usually unmanaged at the file level) including custodian computers, removable media, personal cloud accounts, file systems, email systems, and SharePoint servers (to name just a few). Companies run the risk of experiencing eDiscovery and regulatory issues, the inability to run effective data analytics processes, and lower employee productivity.