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I'm not sure that's really a best practice. Rather than dealing with the risk of data theft, you end up with the risk of them shooting up the building or engaging in non-network sabotage while they still have their access cards.
The best practice here is to remove their access at the moment they're notified and escorted off premises if the data is that important.
The best practice here is to remove their access at the moment they're notified and escorted off premises if the data is that important.
That was SOP at a client I did work with. Nobody in house could handle the changes required to disable access to the systems so when someone was being fired, they let me know and I disabled access early in the morning of the day of their termination.
One time they asked me to do that for a person in a key position and I asked them repeatedly if they were going to terminate the person as soon as they walked in the door the next morning. They assured me, repeatedly, that they would be waiting at the door to take them into the owners office. Of course I had explained the consequences if they didn't (The employee would know before being told, which is a bit rude in my opinion, not to mention if the employee wanted to create a scene before being escorted out the door they'd have time to do it.)
Of course, I get a call first thing in the morning from the person being terminated: "I can't log into the system..." Idiots......
>Of course, I get a call first thing in the morning from the person being terminated: "I can't log into the system..." Idiots......
No, they are not idiots. They just left the job of explaining the situation to you.
You are the idiot for not realizing this.
Of course I had explained the consequences if they didn't (The employee would know before being told, which is a bit rude in my opinion, not to mention if the employee wanted to create a scene before being escorted out the door they'd have time to do it.)
Next time, maybe emphasize the damage the ex-employee can do. Say he hacks into the system using his boss's password or sets a fire in the break room.
They did that at a company that I used to work at as they went through a series of layoffs. It was strange because many people didn't know what was going on. I know when I was finally laid off from that company I ended up talking to the IT guys and got my email turned back on and then about a half hour later I got called in to be told the news that I was laid off. So even the all of the IT guys didn't know what was happening.
I could have taken all of the software that we worked on with me but I can't see t
The real question is "Why?" What purpose does stealing that info have? You could "potentially" sell it to a competitor just like you could "potentially" be thrown in jail. The risk vs. reward without having a pre-existing deal to steal data for another company is not worth it. It's like quitting your job before you've even handed in a resume to another company that has no idea who you are.
here's the results of treating employees like shit, enjoy.
As opposed to the results of shitty employees trying to screw over the company? These people who would steal the data just because they're fired are EXACTLY the people that should be fired. They are the shitty employees that get what they deserve.
Here's a question for you -> if you're in the Sales group for a company, and have spent years cultivating relationships with various clients. You're given a pink slip. A week later, you're working at a new company. Is it screwing over your old company if you contact those clients? What if you kept a copy of the Goldmine database from your former company?
And there in lies the problem. If I develop code, on my own time, that I reuse at the workplace, whose code is it? If I work for a new company, and the old company brings charges against me for the code I developed on my own time, with my own equipment, who wins? See, these kinds of polls are...inexact, to say the least. If someone has a pet interest in tarring IT, and drumming up a 'need' for security services to watch IT, for instance, could a poll, with vague phrasing, not confirm the need for said services if read one way, instead of another?
If I develop code, on my own time, that I reuse at the workplace, whose code is it?
Just my thoughts but, if your contact is not clear, I'd suggest getting this agreed in writing before you use it, particularly if, despite being developed on your own time, it was developed to solve a particular problem at that company. At the very least, make sure it has a licence attached, and use it in compliance with the licensing requirements, as if the company was any other third party recipient of the code — I'd aim to separate your two roles as (a) copyright owner and licensor of the code, and (b) employee of a company making use of third party code — if this means internal policy compliance of getting the licence checked out, the code use validated etc., then put the code through it..
(I'm not a developer, although this is a question I've been asked several times by developers, but I work for my employer four days and week, and spend my fifth day pursuing my own academic interests. There's a clear cross-over, since I'm fortunate to be paid to do something which interests me, and so, in reusing work I've done in my academic life, I try to be as clear as possible what is created in the course of my employment, and what is not... Any other thoughts / suggestions would be very interesting to me!)
As a developer, I was very sure to get very clear rules for this in my employment contract.
Any code that I develop in my own time belongs to me. If I choose to use that code in a project at work, the company is given a royalty-free and warranty-free licence to use that code as they see fit. They may not however sub-license it, claim it as their own, or prevent me from using it in any way. All such code must be specifically marked as such, or it is assumed I created it on company time.
My contract does however also specify that I can not compete with my employer while working here, and as such most of the code I do in private has little re-use value at work and vice-versa.
Also, I've been with the same company for 10 years and will likely stay here for the rest of my working life, so I don't actually spend too much time thinking about it - it's just a safety precaution in case something does happen.
Any code that I develop in my own time belongs to me.
Fair enough. Anything else is just getting you screwed.
If I choose to use that code in a project at work, the company is given a royalty-free and warranty-free licence to use that code as they see fit.
Sounds reasonable until this...
They may not however sub-license it,
Unless you go through proper channels to license the code to the company, then you're inviting trouble. Unless the company is happy for you to pull in external code which prevents sub-lice
Here's a question for you -> if you're in the Sales group for a company, and have spent years cultivating relationships with various clients. You're given a pink slip. A week later, you're working at a new company. Is it screwing over your old company if you contact those clients? What if you kept a copy of the Goldmine database from your former company?
The answer is "it depends". It's a common scenario, actually, and the court decisions are all over the place.
In general though, taking the database is de
Revenge isn't rational. When I was first laid off, I stole the department's best set of pliars. Not because they were worth much, but because they were really nice pliars and I just felt really annoyed. Me and a coworker were exactly equal in qualifications, skill and productivity, so it was fairly clear that the decision over who to fire came down to him being the one willing to go down the pub with the boss and play the occasional game of football.
And there's the problem with this survey: you ask a bunch of people with reasonably good-paying jobs if they'd take some revenge if they got fired, in this economy, when most of them don't deserve it? But it should come as no surprise when the survey was conducted by Cyber-Ark, who sells three products:
"You could "potentially" sell it to a competitor
Sell? This is revenge business, there's not much money to earn there, you have to get a job with Vizzini to pay the bills.
Often times its just data to help back your claims up if something hits the fan after you were gone and you get blamed/sued. Or if you plan on suing them.
I have personally seen data 'disappear' that was critical to supporting an ex-employees claim of wrong doing. Once you are gone, you have no leverage to get the truth.
If you treat people as enemies then expect them to treat you as an enemy. Thats both game theory and free market economics in action. Its also the reason why IT systems are a pain in the arse to use and cost twice as much as they should. Its a free choice.
engaging in non-network sabotage
such as hiding shrimps or French cheese in false ceilings or raised floors...
Unless you are firing your employee for doing something horrible, best pratice when terminating white collar employees who have been trusted with access is to cut off access Friday evening, give notice Monday morning, and pay them for another 2-4 weeks at full salary to work half time writing documentation (and be free to spend the rest of their time looking for another job or golfing). The company avoids sabatoge and burning bridges, gets documetnation, and has remaning employees who know they will be treated respectfully.
It would depend on the employee, I suspect. As a sr. sysadmin, if my access was cut off, I'd know immediately what was up (since I'd need it for my job), and if I were unscrupulous, I'd have alternate backdoor accounts and backups already in place to suck out all the data that I really wanted. *shrug*.
It does depend on the person. I would never even remotely consider it for a second, even if I was owed money. That's what lawsuits are for.
When you do sensitive work like working with customer databases and sysadmin work that takes you everywhere inside a company, you need to be trusted. Your actions could get around to other companies.
As for still having access, I wouldn't know. That would require testing for it.
I know it is tempting to get revenge, but in the end I would rather have my integrity and knowing that I was the better person and professional.
Your actions will get around to other companies.
Your actions will get around to other companies.
Not necessarily. A lot of companies are too concerned about lawsuits to say anything other than job title and start/end dates. They blacklist you at their company, of course, but there's not a lot of interest in informing other companies; just risk with no real upside, prudent policy generally shun references.
Not necessarily. A lot of companies are too concerned about lawsuits to say anything other than job title and start/end dates. They blacklist you at their company, of course, but there's not a lot of interest in informing other companies; just risk with no real upside, prudent policy generally shun references.
I don't know about the industry you're in but in my field there is a lot of personal networking going on. (That's why Facebook and LinkedIn actually are important to me.) If I sabotaged a workplace and any of my buddies found out about it, I would have a verrrrrrrry difficult time finding work because they'd speak up. I personally have a couple of names I know I'll speak up against over release of confidential data.
This may not be a factor in your field, but you should consider how every year more and mor
Your actions will get around to other companies.
Not necessarily. A lot of companies are too concerned about lawsuits to say anything other than job title and start/end dates. They blacklist you at their company, of course, but there's not a lot of interest in informing other companies; just risk with no real upside, prudent policy generally shun references.
If you're worried about what previous employers are saying about you to prospective employers...there are companies who will make calls like they are looking at hiring you. If any of these companies do the stupid thing...which can and will happen...you have a transcript of what they were told. Myself...after some of the scumbags I've worked for...would have been well worth the cost.
As for still having access, I wouldn't know. That would require testing for it.
I've never been fired, but I have left jobs where I had access to sensitive information. What I did was write an distribute memo which listed everything I could think of that I needed to be locked out of, then sat down on my last day with the person who was supposed to do it and made sure it happened.
Protection is a two-way street. Not only does it protect my former employer from me, if anything happens after I leave it makes it less likely suspicion will fall on me. Besides that revenge is a juvenile act. It feels better to do the right thing and move on than to gloat over the power you wield over the people you left behind.
Posting as AC for good reasons.
A few years backs, I was one of the top dogs in the IT dept of a small but VERY profitable company. I had a good reputation and I held myself to high standards as we all like to think of ourselves. But during a particularly bitter shareholder war I found myself a the crossroads. I was asked to do some very unethical tasks for one side of the belligerent parties and I refused knowing full well it could spell the end of me if that particular faction ever came on top.
Of course in the end they did and I was sacked promptly exactly like you mentionned -just as I entered the building I was nearly cattle prodded into the HR office and given my walking papers after eight years of above reproach work. I was left high and dry and no severance package whatsoever even though it was spelled out in my hiring contract.
Bitter and angry- yes you bet. However I had wisely created a "emergercy care package" for myself in the form of various pieces of informations and when I went to court, some of that information was used by my lawyer to very deadly effect.
In the end all my good conduct and proper attitude did not save my job. Doing the right thing usually does not assures you that somehow you will get not get screwed if it makes cash sense to someone. So yes, its not nice to walk out with some info but then most employers see you as cattle, so you might as well grow some horns.
In the end all my good conduct and proper attitude did not save my job. Doing the right thing usually does not assures you that somehow you will get not get screwed if it makes cash sense to someone. So yes, its not nice to walk out with some info but then most employers see you as cattle, so you might as well grow some horns.
I worked at a job years ago which was going through a merger. Because of this...during the weekly meeting it was mentioned the IT department didn't want to face another $250,000 fine from the BSA that year for pirated software. Of course...all the contractors they had working were running tons of pirated software...as well as some of the employees. When I was handed my walking papers two weeks after this...my first call was to the BSA. Don't know what happened to these employees or company...but I ended up with a better paying contract job I loved three days later...even though my contract wasn't renewed six months later because of the economy.
The funniest part was this company I was fired from didn't lock me out for several days...so I could have done some damage...but didn't. Companies don't take due diligence...they deserve whatever happens to them.
However I had wisely created a "emergercy care package" for myself in the form of various pieces of informations and when I went to court, some of that information was used by my lawyer to very deadly effect.
As someone who's going through something very similar now, let me ask: what was in your care package?
Hmm. In my case, I drop what I'm doing, and leave.
So far as I cam concerned, if I'm fired, the network / users are officially no longer my problem, as of that exact moment. I don't plot revenge; if I've been doing my job, and the firing is unjust, my absence will slowly deteriorate the network / machines into an unusable state (let the users solve their own driver installation problems, and good luck with the servers if / when the RAID goes down). If it is just, then I'm sure someone equally or more capable has / will be hired to maintain things.
You'd be surprised what happens when things are left to their natural tendencies (it usually takes 3 months before things have gotten bad enough to warrant a phone call).
That's what I did at my previous position.
Then, he shorts my check by the majority, apparently claiming I didn't show up for anything more than the next two days...
As for the topic of this thread? Look. It doesn't quite work the way the sodding article wants you to think it does. They word these things for sensationalism to scare the people doing the hiring.
privileged password lists
Oh, you mean the one associated with my myriad systems accounts, on my personal laptop, which I was expected to use - after hours - in support of the co
In reality, you always have a clue that your job is in jeopardy, and you're hoarding whatever information you want to take ahead of time. Some people I know do this as a practice regardless of their job security. They have what they consider their "IP" (regardless of how their employment contract defined IP sharing/ownership), and constantly back it up. I'm not sure you can really stop them unless you want to go to the paranoid level of some banks, and remove all USB ports, seal away the hard drive and disconnect them from the internet...all the time.
In reality I think there is somewhat less danger of an employee walking away with vast company secrets for personal profit, most of the time its stuff they simply worked on, which they have some sort of emotional investment in. Spending a single cent trying to stop this is both fruitless and a poor use of money that could otherwise be invested in the company for more profit.
I told those fudge-packers I liked Michael Bolton's music.
This is the kind of treatment that makes workers angry enough to do the things your 'big company' doesn't want happening in the first place.
This is not a "best practice", as it is completely worthless.
There is a best practice on the opposite side that is capable to defeat your "best practice" on any day of the week and twice during the weekend, and all smart employees have figured it out long ago. It is for the employee to collect the data while they have access, and do not depend on the benevolence of the company policies after the termination decision.
Just so I am not entirely abstract, this is exactly what a certain Bradley Manning allegedly did while in employment of a certain large military organization.
The problem with these types of practices is that you give these ex employees a legitimated reason to actively try and hurt the company. And they would still have friends there and know the building and network. If they really wanted to they should still be able to cause massive damage, and they have far more reason to do it now.
And how in hell is best practices to allow an employee to come in to work and receive a pay-check for a week after they would have a good chance of guessing that they are already fi
Actually.... you all got it wrong.
Best practices are to just lose his paycheck, promise to look into it, keep moving him into smaller and more cramped cubicles, then eventually the basement, and finally steal his stapler that he brought from home . He should just leave quietly.
And I said, I don't care if they lay me off either, because I told, I told Bill that if they move my desk one more time, then, then I'm, I'm quitting, I'm going to quit. And, and I told Don too, because they've moved my desk four times already this year, and I used to be over by the window, and I could see the squirrels, and they were married, but then, they switched from the Swingline to the Boston stapler, but I kept my Swingline stapler because it didn't bind up as much, and I kept the staples for the Sw
sad news is that we can only see this survey because some schmuck got fired.
I recall distinctly during my time with a certain F50 company that they would not only refuse to buy any of the secrets, but that they would be the first to call the FBI on you for trying. The last thing they wanted or needed was to have those secrets unearthed years later, potentially costing them billions of dollars.
Now the gray/black market? Maybe... but that's as much of a jail risk as carrying around an open box full of kiddy porn in front of a police station.
If anything, the things I can see IT employees walking out with are software licenses, images (even hardware!) and crap like that - things they would find useful to themselves later on.
Hospitals or financial institutions can be a little different. You can hold the hospital hostage with HIPA as if they did call the FBI they would have to pay millions in fines after I release the data.
With a financial institutions the Russian Mobfia will pay quite handsomly and do the dirty criminal work for you for bank account numbers, passwords, and credit card number.s
If anything, the things I can see IT employees walking out with are software licenses
I assume you mean copies of serial numbers / license keys. The actual license/right to use software still belongs to the company in that case; the employee that makes unauthorized use of a serial number to reuse software for production purposes elsewhere would just be pirating software, plain and simple, they don't actually get a license just because they misappropriated a copy of the key; they might have done that at an
You're right, that's the most important question. What do you do once you've got their crown jewels? Me, I'm a self-employed contractor. Half of the time, I get called in to work on fairly large projects where nobody expects me - or even wants me - to be on location all of the time. So I work from my office or from home. And sure enough, I've got their code, their passwords, and usually (if it fits on my laptop) their database. As an external contractor, I don't get fired. My contract just ends. This occurs far more frequently than employees get fired (I hope). Do I delete all of the data after I complete phase 8 of project X, while I wait if/when they'll call me back for phase 9? No, I don't. I keep it all. The only thing I worry about is that it's stored safely (meaning full disk encryption, at the least, and disconnected encrypted drives for old projects).
I have no idea how much all of that data would be worth to the right (wrong) people. I never really thought about it. When somebody _gives_ me their passwords and/or their data, that implies a level of trust I just couldn't violate (unless forced, but that's not what we're talking about here). I enjoy cracking passwords and finding exploits as much as the next guy, but once somebody trusts me, they're off limits.
I don't know. In the last 15 years I've gotten along fine with each and every customer I've had. Some were more difficult than others, but there has never been a situation where I was even remotely tempted to betray them or sell them out. Might be a different story if I were working for organized crime, or some other organization whose morals I deeply object to, but as an external contractor I get to choose my customers. If I ever get sucked into something like that.. I have no idea what I'd do. I probably wouldn't pull a Bradley Manning, but who knows... Whistleblowing is one thing, blackmail is quite the opposite.
You're right, that's the most important question. What do you do once you've got their crown jewels?
Even if they handed you the keys to the kingdom, don't tell them you have the keys to the kingdom. I have also been that contractor with 'god level' access to everything. And then one day it was pointed out to management that all of this nonsense about using IDS and scanners to detect whether a USB drive had been plugged in or not would really only serve to get in the way of people trying to do their job; anyone with even 3 working neurons in their brain could figure out how to get around it (as one example, printing a binary file, and then going over to the printer, plugging in an SD card, and copying it. Windows group policies don't work on printers. It was pointed out that the entire IT department had the necessary rights on the network and technical know-how to do it. So, naturally management nuked everything from orbit. They fired over 50 people in the span of a few months in a political fiat between infosecurity and the rest of IT (Little known fact: many people who work in info security have no previous background in IT. They usually can't tell a router from a switch) So you know, security must have improved after that, eh? Well, actually it didn't; They were robbed of a significant chunk their customer's credit card and billing data six months later because when you fire a significant chunk of your IT staff in one go, minor things like security patches tend to get put on the backburner while everyone goes into crisis mode.
Anyway, people talk about employees walking off with confidential data, but for every person that does that, at least a hundred others got fired because management got paranoid... probably more. Usually the value of the data they're protecting is worth less than the cost of hiring and training new employees, because management got spooked about the old ones.
when you fire a significant chunk of your IT staff in one go, minor things like security patches tend to get put on the backburner while everyone goes into crisis mode.
That, and if you fire more than one IT guy at once, each of them now has plausible deniability...
I honestly don't understand. IT people need to be trusted with very important data. Each time one of these surveys come out they demonstrate that they can't be trusted with data.
As an IT guy, I wouldn't consider for a second walking out with data that's not mine. What the hell is wrong with the rest of you?
I'm not sure if this includes knowledge.
If I got fired today there is an awful lot of knowledge which is in my brain which could be damaging to the company depending who got it.
As an IT guy, I wouldn't consider for a second walking out with data that's not mine. What the hell is wrong with the rest of you?
The summary, at least, says it is not "IT guys" it is IT management that has ethical problems here. Not too surprising given that full-blown psycopathy is 4x more common in senior managers than in the general population. [cnn.com] Since psycopathy is really a continuum with only the really extreme types qualifying for the label, you don't have to be a full-fledged pyscopath to rationalze walking out with stolen data either.
Boy, wouldn't it be great if that problem went. Like if there is some managed solution provider out there who can do data backups, saves money, never have to see them etc.
It smells like a cloud advertisement. Why have data hosted locally if you they are going to steal it anyways
Why have data hosted locally if you they are going to steal it anyways
... etc.
That is awesome!
Instead of losing a copy of your data when you fire an employee, you lose complete access to your data when you "fire" the cloud provider.
Or when they fire you by jacking up the rates so much that your company profits go to their company.
I love it!
As an IT guy, I wouldn't consider for a second walking out with data that's not mine. What the hell is wrong with the rest of you?
I agree with you here. I would never even dream of copying sensitive data, installing backdoor access or stealing actual physical hardware, that's hideously selfish and if I knew of someone having done that I'd be the first to report that person to authorities, even if it was one of my own family members. But alas, as disgusting as I find such behaviour I also am not surprised in the least; majority of people are willing to screw over anyone and anything -- even their own morals and ethics! -- in order to gain something and even more so if the gain could be monetary. Mankind in general is not to be trusted.
What the hell is wrong with the rest of you?
Nothing. We wouldn't either. But our execs and senior management apparently would. Read the summary.
That's why you don't understand.
The title should read: " MANAGEMENT Admits They'd Walk Out With Stolen Data If Fired"
TFS says they surveyed managers and executives, not rank and file.
You need to pay attention to what's actually being said (or not being said) here. It's a study done by a fucking ID management company. It's like Symantec writing a paper on how Windows malware infections are on the rise (as their stock markets drop).
Imagine, someone answers a question like:
* Do you keep customer contact information on your personal phone? (This question ignores that you get to expense the use of your phone, but whatever.)
If you answered "yes" to that, chances are you're guilty of somethign
I thought that's data protection 101.
The solution to "insider theft" is simple:
Don't hire from the bottom of the barrel just to save a buck, and you won't have to fire people.
Treat your employees like valuable assets and not just cogs, and your people won't quit.
This article, despite the headline, isn't about "IT Employees". It's about IT executives and senior management. These are the employees that are treated like valuable assets. It's the low-paid one which are honest - which is probably why they're still low-paid.
It's the low-paid one which are honest
The summary isn't quite accurate. The article states that the survey was mostly IT managers and executives, and the actual report PDF mentions that about 25% were "business/admin/technical staff" (i.e. regular workers), but there is no breakdown as to which group was less honest.
Still, while I'd grant that managers might be more sociopathic, humans in general are quite corrupt. This sort of white-collar unethical behaviour is all too common as, unlike physical violence, it's very indirect as to the effect
This is because these companies seem to be getting the opposit results from these tests that are intended. They are weeding out the good, honest, and hard working employees. The only people that can pass these things are liars, cheaters, and BSers. Is that the type of employee they really wan't.
Everyone preaches about the insider threat, even though less than 4% of all incidents come from insiders.. If you count by the number of breached records, insiders make up less than 1% of all breached records (though, arguably, they may be breaching records that are more valuable)
http://www.verizonbusiness.com/resources/reports/rp_data-breach-investigations-report-2012_en_xg.pdf [verizonbusiness.com]
Exactly. In other news, 4 out of 5 IT people admit they'd like to be time-traveling superheroes and save the universe.
When I fire someone, there is a significant amount of planning that goes into it, and the whole process takes about 4 weeks.
When I decide it's time for someone to go, I have HR stage a company-wide reaffirmation of adherence to company policy. Employees are reminded that they are not allowed to bring any company data home on thumb drives (which technically they aren't allowed to bring in from home or leave the office with anyway), personal laptops, phones, and so on. During this initiative, they are asked to bring in any thumb drives they have with company data, and make sure they erase company date from their personal devices. I instruct the IT department to assist any employee who asks for help with locating and purging company data.
We are certain to remind them that this is to protect the company from security issues and corporate theft, reduce legal costs, and so on.
After about a week of that, we install a keystroke logger and screenshot collector on the employees PC, and collect all of their passwords to local resources, databases, servers, and so on. We monitor their computer activity 24/7 to make sure it will be a clean break. This is also useful for creating justification for violations of IT policy, since most employees violate it by using their company-owned computer for personal endeavors (email, non work-related web browsing, etc), which is against IT policy and subject to disciplinary action up to and including termination.
After a week or two of monitoring, I get the ball rolling with HR and IT. I submit the necessary termination documentation to HR, and IT generates a script that instantly locks them out and changes all of their passwords so that they cannot access any company resources.
We usually try to execute a firing when the terminated employee is in a meeting or other place where s/he will not have immediate physical access to items at their desk or lab. I usually just pop my head in the door and say "Hey XYZ, I need your help for a second." We walk back to my office, where HR is waiting with the termination paperwork, while IT removes their laptop from their desk and locks all of their drawers and cabinets.
To communicate the firing, I actually read from a script, because the lawyers are very particular about the language and what is said. Security escorts the employee to their work area and supervises and thoroughly documents any personal effects they take with them. They are not allowed to take any memory devices with them, including those in picture frames, without first having them checked by IT for company information. Picture frames are also disassembled and other items searched as thoroughly as possible.
Terminated employees are also searched/wanded on their way out to ensure they are not hiding things like USB keys or hard drives on their person.
It's an arduous process, but it's my job to protect the company from thieves.
Be very careful when reading these surveys. The wording can be critical, and can mean something different than what the headline is implying. For example:
If you were told that you were going to be fired tomorrow, what, if anything would you take with you?
The answer would have to include things that you already have in your possession. So no malicious intent is required here! For example, 5% responded "R&D plans." That doesn't mean that they would steal R&D plans in response to being fired. It could be that they already had those plans on a flash drive on their key ring, perhaps because they gave a presentation on the topic recently. 8% responded "Privileged password list" which could mean that they keep an encrypted copy of vital passwords in case they need to remote into the servers from home. They might take the "Customer database" because they keep a copy on their laptop in case they are on call and need to contact a customer.
You have two competing goals, company security BY the employees, vs company security FROM the employees.
IT are like the cops in town. In order for them to do their job you have to trust them with powers that can be abused. There is no perfect solution to this problem. The best thing you can do if you are a reasonable sized organization is to simply have the power spread out horizontally well, so the watchers can watch each other.
In small businesses, you may have a small IT staff tree that's composed of people that do jobs that have very little overlap, and that makes their position more abusable.
I've seen it work both ways on the way out. I've seen people get 6 weeks of advance notice, and I've personally been handed papers when I arrived in the parking lot. Paranoia varies, just as trust varies. If you're in an "at-will state" you can get the rug pulled out at any time, and many companies do this as a matter of policy. I consider it very double-standardish, that last place my manager told me he expected me to give two weeks notice if I was leaving, but when I asked how much notice he'd give me, well, that's different! IMHO, employers that think that's playing fair deserve zero day notice, and should consider that the tradeoff for having a zero-day notice for their employees.
Considering the present economy, the value of job security has gone up, and I would certainly find a job less attractive if I knew my employer had a "meet you at the door on Monday with a box of your stuff" policy. But what if I were going to be evil? Then I'd say you need to train your HR people to hire people with better character, good references, and thorough background and job-history checks. You need to be able to trust your IT staff, because of the nature of their position, just like the city needs to be able to trust the cops it hires. If you don't hire people you don't trust, you don't have to zero-day bomb them when layoffs are required. Promote from within instead of hiring off the street into positions of trust and power. If a new hire isn't trustworthy, thank him for his time and give him his two weeks and find someone else. Don't burn people that are in a position of power.
You think it's unfair when a semi-key staff walks on you? Try being that staff when he gets to go home and sit on the couch all day waiting for the wife to get off work, trying to figure out how to tell her he's unemployed as of now. It hits the employee a lot harder than it should hit the company. And in any reasonable sized company, no single person walking should be able to do great damage, nothing like your home income dropping 50 (or 100) percent overnight.
I also read from time to time about karma coming back and biting employers that zero-day a key IT. And I'm not talking about the cases where Joe Fired remotes in and makes a mess etc. I mean the "this broke again, oh crap, Joe usually fixes this, what do we do now?" sort of cases. Responsible employees try to prevent this sort of dependency but companies often don't give enough time or resources to accomplish it. (time to document, hours to crosstrain, etc) So you can't just blindly go blaming the employee. And so now you're left with missing key experience, and a burned bridge. I watched that happen twice at one company. They zero-day'd a key person, only to find that he was the best go-to man for certain things, and a company mass-mail went out to NOT call that person for help. (because they had made it clear they were going to charge for every support call they received a result of his departure) So that leaves us all fumbling around for hours at a tim trying to figure things out that a 10 second phonecall could have solved. Wonderful waste of resources, makes us look like bumbling idiots in front of the client, etc. "Why are you here? Where's Joe, he's always the one you send to work on our server? Really? Are you going to be able to fix this? (after a few hrs...) Can't we just call
In 30 years as a software dev I don't think I've known more than a couple computer geeks who might have the guts to steal data, let alone the personality to locate a buyer, negotiate a price and actually follow through on the deal. Sure we've all seen Office Space and talked trash about what we'd like to do to a company, but at the moment of truth, no way. And managers tend to be even more gutless -- something tells me the survey results were heavily skewed by false bravado.
"Stealing data" is another way of saying "offsite backup".
There is, believe it or not, another way - it consists in treating your employees as real people, with fairness, respect, dignity and honour. The fact is, you basically get what you ask for; if your whole attitude is that your coworkers are criminals, then for the most part that is exactly what they will choose to be.
I know this from personal experience - at one point I felt ostracised and treated with suspicion and contempt; and I wouldn't have hesitated with stripping the company of all valuables if I had got the chance. Then we got a new manager, who gave a fair chance to prove myself - and now I wouldn't dream of betraying the trust of my workplace. Of course, the problem is finding a manager who has the integrity and the guts.
... They are not "insiders" any more. You could call it "previously-insiders" threat.
Our business in life is not to succeed but to continue to fail in high spirits. -- Robert Louis Stevenson


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BERWYN – Flu vaccine is now available to Berwyn residents and shots will be administered from 10 a.m. to 3 p.m. every Tuesday and Thursday at the Berwyn Township Public Health District building, 6600 W. 26th St.
Shots will be given until vaccine stock has depleted. Proof of Berwyn residency will be required at the time of service.
No appointment is necessary.
Children 18-years old and younger, who have no insurance or are on Medicaid, will receive the vaccine free of charge. The cost for children with private insurance, as well as adults, is $25.
The Berwyn Township Public Health District can only accept cash for services provided, according to a news release.
Berwyn seniors who have Medicare Part B as a primary insurance will not be charged if they present their Medicare card along with their valid photo ID at the time of service.
The Centers for Disease Control and Prevention (CDC) recommends that everyone 6 months of age and older receive a yearly flu shot. Senior citizens, young children and those with a weak immune system are at high risk for flu complications. It takes two weeks for the body to develop antibodies after the flu vaccine is administered. For this reason, people are encouraged to receive a flu shot as early in the season as possible.
If a flu immunization is required outside of the set hours of 10 a.m. to 3 p.m. on Tuesdays and Thursdays, please call the Health District at 708-788-6600 to schedule an appointment.
Children 18-years old and younger must be accompanied by a parent or legal guardian. If another adult is bringing your child for medical services, they must present your written permission along with a copy of your valid photo ID. Please bring children's shot records for review at the time of their appointment
More information is available at 708-788-6600.

subset: commoncrawl


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It's the start of a new year and your resolution for 2013 should be to try new exciting things in Corpus Christi. Caller Entertainment reporter Sarah Acosta is here to help you by letting you know the Top 5 things you can enjoy in the Coastal Bend. If you can't go to all of the events, try to go to one, and explore the fun events our unique city has to offer. In this week's edition you can get a taste of one local church's Christmas tradition, theater life, comedy and the arts.
Boar's Head: Christmas is not over yet — not until you go to First Christian Church's Boar's Head and Yule Log Festival. Enjoy choir performances, authentic costumes, and performers of all ages act out a Coastal Bend tradition.
Surf Art: Get stoked about surf art and film this weekend. Check out this one of a kind surf art and short film show at 7 p.m. Saturday at the House of Rock. See work done by world surf photographer Jon Steele and other local photographers and videographers. Cover for the show is $7 at the door.
Hallelujah: Praise the Broadway musical gods this weekend. The Harbor Playhouse will open its musical production of "Godspell" at 7:30 p.m. this Friday and Saturday. Tickets to this classic Broadway musical range from $6 to $16. For more information on the show check www.harborplayhouse.com.
Wedding Bells: Calling all those who just got engaged over the holidays. A perfect way to start off your year of planning your wedding is by attending The One Inside Out Wedding conference from 11 a.m. to 5 p.m. Saturday at the Congressman Solomon P. Ortiz International Center. Enjoy three huge fashion shows, wedding planning workshops and signature drink tastings. Tickets range from $15 to $25. For more information on the wedding conference check theoneinsideout.eventbrite.com.
Walk it Out: If you haven't gone to a Corpus Christi Downtown ArtWalk yet, make it a New Year resolution to start to go to them monthly. It's one of the coolest events in town and is held the first Friday of the month from 5 to 9 p.m. Meet at La Retama Park on North Mesquite Street next to Bank of America. Pick up a map there and roam the downtown area to enjoy a variety of live music, art shows, food and art vendor and other live artistic performances. For more information on the ArtWalk check its Facebook page at "Corpus Christi Downtown ArtWalk."


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SLS Project Coming Up $400 Million Short 132
In other words, the GAO says SLS is at risk of costing more than the current estimate of $12 billion to reach the first launch or taking longer to get there. Similar cost and schedule problems – although of a larger magnitude – led President Obama to cancel SLS's predecessor rocket system called Constellation shortly after taking office." The current $12 billion estimate is for the program's cost to achieve one unmanned launch. That's four times what it is costing NASA to get SpaceX, Boeing, and Sierra Nevada to build their three spaceships, all scheduled for their first manned launches before 2017.


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Linked by Thom Holwerda on Thu 29th Sep 2011 19:48 UTC, submitted by fran
"Intel and Samsung are now confirmed to be working under the umbrella of the Linux Foundation, and with the cooperation of the Limo Foundation, on 'Tizen', a new mobile operating system based on Linux. Various rumours about the parties' future plans for MeeGo and merging of plans have been in circulation, but the announcement of a new operating system was unexpected. The Tizen operating system will combine components of MeeGo and Limo with an emphasis on supporting HTML5-based applications and WAC (Wholesale Applications Community) distribution and APIs. WAC is the product of a number of mobile companies who have developed a uniform platform for mobile widgets and applications based on W3C standards."
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RE: Meanwhile...
by sparkyERTW on Fri 30th Sep 2011 13:42 UTC in reply to "Meanwhile..."
... my noble Nokia N900, with the super deprecated Maemo OS, is still chugging along with various comunity updates. And I love it.
It really is fantastic. However, the community is starting to fracture with no foreseeable future devices to move to and developers leave for greener pastures. So disappointing, but I'll enjoy it while it lasts.


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2012 Track and Field
Winter athletes named Academic All-HCAC
16 winter athletes earn Academic All-Heartland Conference honors
March 22, 2012
BLUFFTON, Ohio - The Heartland Collegiate Athletic Conference recently announced the winter honorees of the HCAC All-Academic awards for the 2011-12 school year. Sixteen Bluffton University athletes were recognized for their efforts in the classroom. Women's indoor track and field and men's basketball led the way for the Beavers with five honorees.
Senior Megan Neal (Arlington), junior Maddie Moore (Linn Grove, Ind./South Adams) and a trio of sophomores were all honored by the HCAC. Brandi Dominique (Wauseon), Kayla Mullenhour (Delphos/Jefferson) and Julie Court (Galion) all showed their work ethic in the classroom as well as on the track. Moore was also honored following her sophomore and junior campaigns on the soccer field.
Senior Andy Chaffee (Clarkston, Mich.) and junior Chris Arnold (Fort Wayne, Ind./Canterbury) made it seven total athletes from track and field to be honored and it marked repeat performances for both who earned Academic All-HCAC following the cross country season as well.
Five men's hoopsters earned Academic All-HCAC honors following the 2011-12 campaign. Senior Steve Swick (Elida) and junior Tyler Neal (Bluffton), who is a two-time honoree, were joined by a trio of sophomores in their first year of eligibility. Jonathan Fowler (Cincinnati/St. Xavier), Blade Tackett (Crestline/Colonel Crawford) and Matt Weisenborn (Bowling Green/Otsego) all got it done in the classroom as well as on the court.
Three seniors and sophomore Sarah Inskeep (Morral/Ridgedale) rounded out the Bluffton selections to the Academic All-HCAC list for 2011-12. Seniors Alicia Amis (Mechanicsburg), Brittany Stegmaier (Garfield/Trinity) and Beth Yoder (Marshallville/Smithville) were all recognized from the women's basketball team. It marked the third straight year that Amis, Stegmaier and Yoder have been honored by the conference.
To be named All-Academic HCAC, a student-athlete must have completed a full year at the institution, be a varsity athlete and carry a minimum cumulative grade point average of at least 3.50 through the semester preceding the end of the season.
Bluffton University is a liberal arts residential campus with 39 undergraduate programs, adult degree completion programs in organizational management and human resource management and master's degree programs in education, organizational management and business administration. Founded in 1899 and affiliated with Mennonite Church USA, Bluffton is located in northwest Ohio. The institution has a growing enrollment of more than 1,100 students and 16 NCAA Division III athletics teams. Bluffton's hundred-year legacy is expressed today in its enduring values of discovery, community, respect and service that are woven into the academic program and campus life. Bluffton students go into the world prepared for life as well as for their chosen vocation.


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After impassioned and at times lofty rhetoric from both sides in the day-long duel of closing arguments the jury will soon decide the federal corruption case against Hamilton Mayor John Bencivengo.
Both sides argued most points of the case and even brought out several new ones, including a lawsuit settlement that brought Bencivengo tens of thousands of dollars weeks after accepting $7,400 from the government�s cooperating witness, Marliese Ljuba last July. The evidence went to the core of defense attorney Jerome Ballarotto�s argument that Bencivengo accepted a loan, not a bribe, totaling $12,400 from Ljuba.
�It�s been suggested to you (the jury) that Mrs. Ljuba is the puppetmaster; where she is pulling the strings of the mayor and everyone else in town,� said Assistant US Attorney Dustin Chao in his rebuttal argument. �He�s sitting on $24,000, not using a dime to pay property or income taxes. Who is manipulating who?�
Shortly after Chao finished, the jury broke deliberations until this morning. They�ll have to decide whether the embattled mayor of Hamilton is guilty of the five charges against him. The prosecution alleged that Bencivengo took the $12,400 in exchange for influencing two school board members so that Ljuba could keep her lucrative health insurance brokerage with Hamilton School District. The charges carry a maximum of 20 years in jail each and a guilty verdict on any one could remove Bencivengo from office.
Ballarotto, in his closing argument, sought to poke holes in the prosecution�s case, which largely rests on the recordings made by Ljuba and her courtroom testimony. He said that after the FBI approached her last year about her dealings with previous employer Frank Cotroneo, she needed some way to get out of trouble.
�She was here, because when the FBI knocked on her door, she was smart enough, adroit enough, experienced enough to take the target off her back and put it on John�s,� he said.
Cotroneo plead guilty to bribing public officials in Toms River School District in 2010. The FBI approached Ljuba in June 2011 about the case, and she told the FBI about the first payment to Bencivengo, a $5,000 check for a �cherry bedroom set� written by Ljuba�s husband to the wife of the admitted middleman in the case, Rob Warney.
�That check was a hot potato, no one wanted their name on that check: Not Mrs. Ljuba not the mayor not Mr. Warney,� Assistant US Attorney Harvey Bartle said. �There probably isn�t another piece of evidence that would fit this (money laundering charge) more perfectly than the cherry bedroom set check.�
Toward the end of his argument, Ballarotto appealed to the juror�s sense of justice, and at one point paraphrased Winston Churchill.
�Justice is a jealous mistress she tugs at my arm every moment in this courtroom she doesn�t let me sleep much and frankly she gives me very little peace,� he said. �You know what she wants you know what justice demands you know what the evidence in this case demands a not guilty verdict.�
Aside from the high-minded language, the arguments also got into the specific parts of the charges against the mayor. They are extortion under color of official right, attempted extortion under color of official right, two violations of the travel act and one charge of money laundering.
Perhaps unsurprisingly, the prosecution and defense reached opposite conclusions from the same evidence on those charges, even quoting from the same recordings to prove their points. Bartle
�He didn�t take that money as John Bencivengo, citizen. He took that money as John Bencivengo, Mayor, the CEO of Hamiton Township,� he said.
He also pointed to the money from Bencivengo�s settlement. That settlement, valued at $80,000, came from a federal lawsuit Bencivengo and his then-wife filed against a contractor who had promised to build them a house on the island of St. Martin�s. The prosecution showed that Bencivengo had received $32,000 from the settlement in August 2012, more than enough money to pay back Ljuba and settle his tax bills.
�The mayor never worried about paying this money back, because it was never a loan it was a bribe,� Bartle said.
Ballarotto continued to make Ljuba�s credibility an issue in the trial. He said she contradicted her previous statements to the FBI in court and also lied to them over the course of the investigation about her relationship with Joy Tozzi. Tozzi is the business administrator of Robbinsville Township. In addition, she said she told Joe and Cathy Tramontana about her cooperation with the FBI shortly after it began.
Joe Tramontana is the Business Administrator for Hamilton Township School District and Cathy Tramontana is the Department of Health and Recreation Director for Hamilton.
Ljuba did not tell the FBI about her friendship with Tozzi until March, and did not tell the FBI she had told the Tramontanas until she received her nonprosecution agreement in June. She also said she possessed recorders for as long as a week after a conversation and on at least one occasion decided not to record a conversation that she decided didn�t contain anything substantive.
�She a liar, she�s a manipulator, she�s a thief, she�s a con artist and she�s now vouching for the accuracy of the tapes,� he said. �The tapes are only as good as the integrity of the process in which the tapes are made.�
Chao though, said the evidence on those recordings would be enough to convict Bencivengo. Partially, he said, because Bencivengo never says the money was a loan, and never differentiates between the money and his actions on her behalf with Board President Patty Del Giudice and Board Member Stephanie Pratico.
�$7,400 is definitely doable as long as you�ve got my back with Pratico,� Ljuba said in one June 2011 recording.
�Mar, Mar I�m just saying when have I ever not had your back?� Bencivengo responded.
Chao said evidence of bribery, with conditions like that, cannot get any clearer.
�No one ever uses the word bribe when they�re actually bribing someone. You have to look at the conditions,� he said.
But Ballarotto pointed to the same quote from the June 2011 recording, in particular Bencivengo saying �when have I ever not had your back?� as evidence that Bencivengo did not see the exchange as money for his official action.
�The government tapes clearly demonstrate that it wasn�t a quid pro quo. It wasn�t� a bribe. It wasn�t something for something,� he said.
Ballarotto also pointed to another tape which he said indicated Bencivengo thought of the money from Ljuba as a loan.
�You always have me,� Ljuba said on the recording.
�Mar, Mar I�m just worried about everyday living I can�t even pay my regular bills,� Bencivengo said.
Chao said it did not make sense for Ljuba to be criminally manipulative, misleading and corrupt in all other portions of her professional life except her relationship with Bencivengo. He also said it did not make sense, after testifying to giving out tens of thousands of dollars in bribes and gifts to various public officials over several years, to then provide a loan without any strings attached for the mayor of Hamilton.
�It was her business to pay public officials in Hamilton and it was her business to keep them close to her and friendly,� he said. �There�s a very powerful incentive if you are a criminal with someone to be very good friends with them.�
You can check out live coverage of the deliberations and possible verdict today at hamiltoninfocus.blogspot.com


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Submission + - Web exploit found that targets Windows, Mac, and Linux (arstechnica.com)
phaedrus5001 writes: From the article: "Security researchers have found a live Web exploit that detects if the target is running Windows, Mac OS X, or Linux and drops a different trojan for each platform. The attack was spotted by researchers from antivirus provider F-Secure on a Columbian transport website, presumably after third-party attackers compromised it. The unidentified site then displayed a signed Java applet that checked if the user's computer is running Windows, Mac OS X, or Linux. Based on the outcome, the attack then downloads the appropriate files for each platform."
You can find the F-Secure teams original blog post here.
You can find the F-Secure teams original blog post here.


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Hello, Phoenix, and what a unique little guy you are! I especially love that blue tongue in the first picture of you! I can honestly say I`ve never seen a blue tongue lizard before, so this is a first for me. And from Australia as well, WOW you`ve had quite the life already! I`m sorry to hear that you were caught by a cat, but at least you made it out okay and your new humans were there to help you get better. I like the sound of your diet, especially those grapes for dessert, yum! :D I can picture you now popping your head out of your little pipe to see what`s going on around you. What a smart little guy you are! I just can`t get over that blue tongue either; I seriously have never seen anything like it and I love it!
I hope you enjoy your special day today, Phenomenal Phoenix, and that you get some extra grapes! Congratulations on being today`s Pet of the Day! :love:


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Dave Burrows is a funny guy, his still cherubic face breaking out into a broad smile when he hits on one of his many fond basketball recollections. But he gets serious when he talks about his state high school career scoring record, which he still holds 22 years later with 2,845 points set at tiny Nute High School in Milton.
"Do I want someone to break my record?" he asked. "Absolutely. I need to meet somebody in my lifetime who worked harder than me and didn't jump to a larger school for 'more exposure.'"
Burrows lives in Durham with his high school sweetheart and wife, the former Lisa Dube, and their daughters Anne, 11, and Grace, 8. Lisa and he turn 40 in May, and Dave said he periodically wonders if his record will ever be broken.
Not any time soon by the looks of it.
"I thought it would be broken a lot sooner than this," he said.
Dave set the standard while playing five seasons for little Nute from 1985 to 1990. When he broke the 2,000-point mark in the 1989 Class S championship, he was just the fifth N.H. athlete to do so. By the end of the 1990s, an additional nine players had reached the milestone. Only one has done so since 1999: Mascoma Valley's Tonya Young in 2007.
When asked about the record and how he got there, Burrows answers, "It was a perfect storm."
He also said he was never in search of scoring records. What he wanted was a state championship, something that eluded him and the Rams during his first four seasons.
"I was obsessed with winning a state championship," he said. "I saw (older brother) Steven win his. This is what I want. When I lost (in the finals) my junior year, it was a life-changing experience. I really doubled the efforts and became obsessed with it."
He got it, too.
Nute won the 1990 Class S title, largely on Burrows' back, with tournament wins over Derryfield, Alton, Stratford and Wilton-Lyndeborough. Burrows scored 149 tournament points, still the most for one tournament by one player regardless of class or gender in New Hampshire.
When Burrows looks back, he sees a number of factors that helped him set the scoring record:
First, he was obsessed with basketball at a young age. "My baby pictures," he said. "Every picture I have has a basketball in my hand. Every one of them."
Second, his older brothers, Steve and Scott, former Nute stars, toughened him up. He could always compete skill-wise against older players, but then they would bully and outmuscle Burrows in pickup games and that toughened him up significantly.
"I just accepted the fact that the price to play against older players was a bloody nose, scrapes and bruises from being thrown down or elbowed," he said. "If I complained or whined, I was quickly ejected from those games."
Third, Burrows was a man-child in eighth grade. He was 6-foot-5, athletic and full coordinated (he grew five inches between his seventh- and eighth-grade years and did not lose his coordination).
Fourth, he had the advantage, because Nute was such a small school, to play on the varsity as a Grade 8 student. That extra year made a huge difference in setting the record.
Fifth, having Phil Mollica coach at Nute at that time was the best thing that ever happened to Burrows.
"He took whatever talent you had and squeezed it out of you." Burrows said. "Phil did a good job of getting us in shape. He put us in a position to win. He really did. Everybody knew their roles."
Nute had an 'Iron five', which played nearly every minute of every game. That five included Burrows, Dan White, Dean Wood, Ethan Joos and Jason Hescock.
Mollica was also no-nonsense. Burrows was the star, but he didn't get special treatment.
"He threw me out twice in a row in a preseason scrimmage and I deserved it," Burrows said. "I have a little bit of a temper. I want to win."
Sixth, he stayed healthy and eligible. Dave did not miss a game in five years, despite playing his final three years with a bad ankle. When he was 15, Burrows suffered a severe high ankle sprain at a Junior Olympic tournament in Seattle.
"Since then I kept rolling my ankle over," he said. "All the time. Once you roll it over, you can step on a pebble and it rolls right over. I taped it every practice, every game. Phil Mollica taped me up every practice. And that wasn't a good duty. That was one of his worst duties as coach, taping my ankles. But it was one of the most important jobs he had."
In his senior season, he experienced constant nose bleeds because of his rigorous workouts. He went to the doctor and found out he had a vitamin deficiency.
"He played sick, hurt and with a broken finger," Lisa said. "He was unwilling to yield."
Seventh, along with staying healthy, playing lots of games was key and Dave played nearly every minute of every game for five seasons (111 in all). His teams went deep into the tournament four of those five years, making the finals his junior and senior seasons.
Finally, Burrows played Junior Olympic basketball at a time when it was one team and one team only, not the proliferation we see today. He went to a tryout with 300 kids and made the team at age 13. Frank Alosa was the coach and Burrows played with some of the best players in New Hampshire, including Matt Alosa and Scott Drapeau, both 2,000-point scorers, and college stars. He held his own, led the team in scoring and earned All-American honors when he was 14.
"At the Junior Olympic level, especially when I was 14, I realized I could play anywhere," he said, "and I could get the exposure down the road."
There were overtures from bigger New Hampshire high schools to transfer and play there, but he decided he could have the best of both worlds at Nute. The Junior Olympics provided the exposure and he could play for his hometown team at Nute and pursue his dream of a state title.
"It was tempting," he said. "I was getting asked to play for bigger schools. It was enticing."
Proably the most important thing about Dave, noted Mollica, was that he was a multi-skilled player. "He had the size to post up inside, he could shoot the 3, pull up for the 15-foot jumper and he could handle the ball," Mollica said. "He was also a good free-throw shooter. Dave did all of it at a high level. He was extremely versatile."
That senior season, and even Burrows' life, has a storybook quality about it. Lisa recalled starting a spirit squad just to be part of the basketball experience, which was gathering steam as the team continued to win. Games sold out at home and even on the road, as basketball fans were drawn to Nute games to watch Dave play.
"He really lived and breathed basketball," said Lisa, who started dating Dave when they were sophomores. "He was always shooting at home in his driveway. He had high expectations of himself. He was humble, too. He never thought he was the team."
Lisa said she is fairly level-headed person and she could always joke with Dave. "He was so passionate and fired up," she said. "Sometimes it came off as being cocky. I may have helped keep his feet on the ground. I probably do that now."
Lisa was also a very good athlete, starring on Nute volleyball and softball teams. She was the starting left fielder on the school's 1990 Class S state championship softball team, also coached by Phil Mollica.
Burrows received a full athletic scholarship to attend Bryant University in Rhode Island, where he played all four years, earned numerous honors and scored 1,499 points. Today he owns two businesses in Dover, and Lisa and he have made sure to expose their daughters to everything. It's not surprising, without any push from either parent, the two sisters have a passion for basketball just like their dad.
"He keeps them excited," Lisa said. "It's a big reason why they love basketball. His love of the game is clear and he makes it that much more enjoyable."
Dave is a co-coach of the Oyster River High School boys freshman basketball team, and also coaches his daughters' youth teams. Anne and Grace know about their dad's records, but they are still young. "When they start to tune me out a little bit," Dave said with a laugh, "Lisa has to remind them that I put in more baskets than anyone in the state. They pop up and listen.
"I'm very happy coaching the lower levels," he added. "But one day I would most definitely love to have my own program."
Fresh out of college, Dave did have a head coaching stint at Spaulding High School for two years in the mid 1990s, guiding the boys' varsity team. They made the playoffs the first year.
"Dealing with administration, I was very immature in that respect," he said. "I did learn a lot in two years."
Now that he's back in basketball circulation, he gets asked about his scoring record. "It's once a week," he said. "Now that I'm back coaching at the lower levels and getting back into the flow."
When people come up to Dave, he often doesn't recognize them but is willing to talk basketball and, of course, about his record. Sometimes someone will say so-and-so would have broken it or something like that. Dave just smiles.
"I say, 'do you want to play a little one on one?'" he added. "As a joke."
Or maybe not.
Mike Whaley is the sports editor for Foster's Daily Democrat and the Rochester Times. He can be reached at email@example.com.


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Looks like BlackBerry App World has made it out of the Beta Zone as of right now. If you head on over to the official app world site you can download version 126.96.36.199 . A few days ago we reported that version 22.214.171.124 was available in the Beta Zone, and that there were quite a few updates. There were a few mixed thoughts on version 184.108.40.206 as many thought it was still a work in progress. With version 184.108.40.206 already available to the public, and released with no change log we can only assume that the changes with .28 have been applied to this release. Could this be the final release that we see for a while? Let us know your thoughts on this version of App World.
Download It here:
BlackBerry - App World - Official Store for BlackBerry Apps


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Story highlights
- The politician has turned into one of the president's fiercest critics
- As his fiery anti-government rhetoric grows, so does his popularity
- His brash, populist image connects with the poor, some say
- Critics say he seizes on discontent to spread his anti-government message
South African Julius Malema is a populist, an opportunist, or both, depending on whom you ask.
Donning his trademark beret, he taunts his way to the front pages with ferocious soundbites against the government.
And as his anti-government rhetoric grows, so do the headlines.
Expelled from the ruling party's youth leadership earlier this year, the political rebel is making a comeback. And he is using the labor conflict in the nation to spread his message.
Workers at Lonmin mine in the nation's northwest -- the world's third-largest platinum producer -- went on strike in August to demand higher pay. In the ensuing days, 44 people died as a result of the protests, including nearly three dozens shot by police in one day.
Fuming strikers, fueled by outrage over the deaths of their colleagues, reiterated their calls for higher pay. Unrest spread to nearby mines.
Malema stepped into the fray, calling for nationwide strikes and pushing his longterm message of nationalizing mines. He sang and danced with striking mine workers, and lashed out at the government for not doing enough to reach out to the masses.
"We continue to play that role to ensure that the working class in South Africa does not become leaderless because those who are charged with such a responsibility have taken leave from discharging such responsibility," he told CNN's Christiane Amanpour.
But critics say his brash, populist message is all a show to push his political agenda.
"It's entirely methodical. He doesn't organize strikes. He just tries to feed of them," said Steven Friedman, director of the Centre for the Study of Democracy in Johannesburg.
"He reads in the newspapers that there's a strike, goes there and makes a speech. ... A loud young man trying to amass money by pretending that he's the voice of poor people. It's very sad."
However, some of the poor and the disenfranchised are buying into his message, some say.
"For many, Malema is the right man at the right time, championing the needs of those at the bottom end of the social ladder," said Ayo Johnson, director of ViewPoint Africa, which sells content on the continent to the media.
"He can rally a crowd and play to the international media. He is a firebrand that is in keeping with his bad boy, tough talking and macho man image. Never shy from the limelight, he relishes an opportunity to rebrand himself after many thought was his end."
Path to the ruling party
Malema, 31, is no stranger to controversy. His road to fame has been tempestuous.
The former youth leader was born in 1981 in Seshego, a segregated black township in South Africa. He was raised by a single mother, who was a domestic worker.
Malema joined the ruling African National Congress before he reached his teens. His job: to rip off posters of the opposition party from buildings.
He shot to the spotlight four years ago when he was picked as the youth wing leader of the party in a hotly contested vote.
Soon after, he was ruffling feathers.
He once slammed an international journalist, saying he has "white tendency." He called for regime change in neighboring Botswana.
He also demanded the nationalization of mines and the seizure of white-owned farms in South Africa, especially incendiary calls in a nation with a history of racial tensions.
And in 2010, he came under fire for singing an apartheid-era song that includes the words "kill the Boer," a reference to white farmers.
The party, accusing him of sowing division and hate speech, first suspended him, and then shot down his appeal, expelling him in April.
Now, Malema is the subject of a criminal investigation over allegations that he used his political position to influence government tenders. He has denied the allegations.
While he has dismayed potential investors and the nation's white minority, he retains some grassroots support.
"It's a battle of hearts and minds, and to the poor, Malema seems to have found himself and some much needed friends," Johnson said.
But Friedman disagrees.
"The only people who think he is a champion of poor people are journalists because he makes for colorful copy," Friedman said. "There are some people who are interested in him -- some upwardly mobile people who think his approach will advance their interests. But there are also some people who think he is a buffoon."
Malema versus the president
Once a big supporter of President Jacob Zuma, the two have broken ties despite his role in propelling him to power in 2009. Malema was instrumental in the president's election, and traipsed the nation campaigning on his behalf.
In recent years, he has turned into one of the president's fiercest critics, accusing his administration of failing to improve the lives of the poor. His chants of "down with Zuma" are a common fixture at gatherings.
"It is under President Zuma we have seen a critical voice being suppressed," he said. "We have seen, under President Zuma, democracy being replaced with dictatorship."
Today, Malema's life is a far cry from his upbringing.
Despite losing his job in the ruling party, he leads a lavish lifestyle that includes mansions, fancy cars and trips overseas, according to Friedman.
"He is currently unemployed, yet he lives very well," he said. "Because there are very wealthy people who find him useful."
Just like his life, his legacy is one of contrasts.
"He has not changed the face of South African politics, but he has left a mark as a political figure surrounded by controversy, who at this historical junction is trying to find himself again," Johnson said.
It would seem ideal for the controversial figure.
In 2011, Forbes named him one of the 10 youngest power men In Africa.
A year before, Time magazine listed him as one of the least influential people.


text:
Albert Paley is known as an international man of steel. From Rochester to Los Angeles, to Toronto, Canada, to Monterrey, Mexico, the metal sculptor's commissioned works are permanent fixtures in cities across the United States and around the globe.
Paley, who holds the Charlotte Fredericks Mowris Professorship in Contemporary Arts in RIT's School for American Crafts, channels his creative inspiration at his studio and office space on North Washington Street in Rochester. After 25 years, Paley's entire operation—from the cranes to his sketches to the office chairs—are moving into a new space on Lyell Avenue—the site of the former Valeo plant. As a result, Paley's floor space will triple in size.
Before pulling up stakes at the end of May, Paley wanted to document the North Washington Street space and reached out to RIT's School of Photographic Arts and Sciences.
"Albert has been in this space for so many years," says Jennifer Laemlein, studio director, Paley Studios. "The early photos showed empty walls and floors, but over time the visual space he's created has built up. We wanted to capture the spirit of the studio, which can be defined in so many different ways. Bringing in 10 sets of fresh eyes, with each person bringing their own point of view to the project, was great. Pairing with RIT was a natural fit."
A team of 10 people—seven students and three professors from the photography school—visited Paley Studios at least once a week for several months to shoot images. Time-lapse cameras also captured the building's contents as they emptied out.
"The most rewarding parts of the project for me was getting the chance to work with a world-renowned artist and the chance to be published and get my work out there to be seen," says Gabriel Eljdid, a fourth-year visual media student.
Each member of the photo team approached the project from a different perspective. Some photographed Paley and the workers on the studio floor, others focused on detail images of the equipment and the tools, and some students chose to document the office staff.
"I enjoyed talking to Albert and seeing the way he interacted with his employees, and how they interacted with him," says Jared Rube, first-year photojournalism student. "He's a very interesting man. His view on life and the way he works reminds me of my father, who is an artist. Albert, like my father, thinks big and about the future."
Elizabeth Cameron, Paley Studios archivist, says she told the students, "Shoot what inspires you."
For Kimberley Dixon, a fourth-year visual media student, it was the people who inspired her.
"The studio would be another empty building if it weren't for the people," says Dixon. "They bring the studio to life and they also help bring life to the artwork. I watch them pour themselves into each piece like it was their own and when you see the finished piece, while it's a Paley design, it exists too because of the workers. It was an awesome experience."
The RIT images are now part of Paley's archives.
"The images are valuable to our archive," says Cameron. "Museum and gallery curators and publications are constantly looking for images. For Albert, he has a specific aesthetic that he looks for in the images of his sculptures. If someone captures that, he will remember it and go back to the image time and time again."
"It has been a pleasure to have the interface of working with the students and professors in the documentation arena," says Albert Paley. "Their personal vision and insights afford a fresh view and perspective to the studio activities. I feel this offers the viewer of the captured image a rare and unique insight to the process of art and related disciplines."
The above images are currently part of the exhibit "Albert Paley in the 21st Century" at the Memorial Art Gallery in Rochester. The exhibit brings together 37 of Paley's sculptures and models and 16 drawings spanning from 2000 to 2010. The exhibit runs through June 27.