How to Protect Your Organization from Social Engineering in 6 Important Steps

What is social engineering and how can it be a threat to your organization? 

Social engineering or “social hacking” as it is sometimes referred to, is a way in which people manipulate someone into revealing their confidential information such as passwords, account numbers, network access, or ID’s. As computer networks and programs improve their security, social engineering becomes more prevalent as a way to gain access to this restricted information, often shockingly easily. Rather than breaking into a computer system, they play psychological tricks 
to gain this information.

Some common ways people use social engineering might be posing as a repairman or company representative such as a financial advisor. Recently a teen in the US gained access to the CIA Director’s email by posing as a Verizon worker.

Social hackers may use phone, the web, or even face-to-face tactics to gain information. They might call you posing as a representative from your bank claiming that your account has been flagged for suspicious activity, and demand personal information to “verify” your identity. A hacker may even pose as a collections agency demanding payments and threatening to arrest you if you don’t pay. You may receive an email claiming to be from the IT dept of your own company requiring restricted information to perform audits or system tests. Some hackers are dedicated enough to gain employment at their target in order to gather privileged information.

So how do you protect yourself from these types of psychological attacks? By following some simple guidelines you can make sure your organization does not fall victim to social hackers.

1. Implement a policy at your organization and train all employees on proper security procedures. Empower them to take responsibility for your company's security by using critical thinking and creating a security aware culture. Require them to verify visitor IDs, and report suspicious activity.
2. Implement proper storage and disposal of sensitive documents. Locked filing cabinets, paper shredders, and high-end network security are your best practices.
3. Remember that it is not enough to have a strong password. Have different logins and passwords for different programs, change passwords often, and never reveal your password to anyone.
4. Stand your ground. If you suspect someone is attempting to use these tactics on you, do not give in to intimidation.
5. Damage control. If you suspect you may have fallen victim to a social engineering attack report the incident immediately to authorities, change all passwords, update your network software, and call your financial institutions or monitor your accounts.
6. Hire a private investigator to complete background checks on employees as well as to help you further protect your organization from hacking and fraud.

Social engineering is a common way to gain confidential information, however you can protect yourself and your organization by staying vigilant and following the steps outlined above.

The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee background checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807 or visit our website for information.

Choosing the Right CCTV Camera for Corporate Surveillance

Video surveillance is a great tool for protecting employees, preventing theft and reducing the risk of criminal break-ins. In addition, it can assist your in supervising your employees to ensure safety protocols (including WCB rules) are followed, record that the right products were shipped or received without damage, and even prevent employee harassment.

There are so many CCTV cameras on the market today. This presents a great opportunity for you to find a camera that does exactly what you need. The first step in choosing a CCTV camera is understanding the main types of cameras out there, and of course determining the main purpose for your surveillance.

What is a CCTV Camera System?

Closed-circuit television (CCTV) is the use of CCTV video cameras to transmit a video signal to a monitor for live viewing, or to a recording device for viewing at a later date. They are used primarily for surveillance and security purposes.


What Type of CCTV Camera Should I Buy?

Here is a selection of the different types of CCTV Cameras you can consider:

Dome Camera

Dome Cameras are often used for indoor security and surveillance. Typical applications are retail environments, where the camera is designed to be unobtrusive, but visible. In addition, the "dome" shape makes it difficult to tell the direction that these cameras are facing, and thus are ideal for deterring criminals. The “bad guys” will know the facility is being watched and customers will feel at ease knowing the facility is being protected. Units that allow the camera to pan/tilt/zoom and spin quickly within the housing are often referred to as “speed domes.” Speed domes are used to cover a wide area with only one camera, or to avoid poor light conditions at certain times of day.

Bullet Camera

Bullet Cameras have a long, cylindrical, and tapered shape, similar to that of a "rifle bullet", often used in applications that require long distance viewing. The camera is not typically designed to have pan/tilt/zoom control but instead to capture images from a fixed location, pointing at a particular area.

A bullet camera is a wall-mount or ceiling-mounted unit that is typically designed for indoor use, but can also be used for some outdoor applications. Many bullet cameras can also be waterproof by being installed inside protective casings, which protect against dust, dirt, rain, hail and other harmful elements.

C-Mount Camera

C-mount cameras have detachable lenses to fit different applications. Standard camera lenses can only cover distances of between 35 and 40ft, therefore with C-mount cameras, it is possible to use special lenses, which can cover distances greater than 40ft.

Day/Night Camera

Day/Night cameras have the distinct advantage of operating in both normal and poorly-lit environments. These cameras do not have Infrared illuminators because they can capture clear video images in varying light conditions and in the dark.

The camera is ideal for outdoor surveillance applications, where Infrared CCTV cameras cannot function optimally. These cameras are primarily used in outdoor applications and they can have a wide dynamic range to function in glare, direct sunlight, reflections and strong back light 24/7.

High-Definition HD Camera

Ultra high-definition cameras are often relegated to niche markets, such as casinos and banks. These give the operators the ability to zoom in with extreme clarity (to look at a poker player who might have something up their sleeve).

If you plan to conduct corporate surveillance, there are some additional factors to consider.  Click here to view our post: Corporate Surveillance | What You Need to Know.


We offer a variety of corporate surveillance services that will allow us to discreetly gather information and assist you in presenting unbiased facts and circumstances. We have a strict privacy policy in place, and can assist you in navigating your own privacy-related legislative requirements.

Contact us today for more information about our corporate surveillance services.



The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee background checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807 or visit our website for information.

Corporate Video Suveillance | What You Need to Know

Both large and small businesses recognize the importance of implementing video surveillance to protect employees, prevent theft and reduce risk of criminal break-ins. Video surveillance systems are relatively easy to install, however, you must consider privacy legislation to prevent potential litigation and ensure you’re following legislative privacy requirements such as those implemented under PIPEDA.

One of the first steps in protecting your business from litigation is implementing a Video Surveillance Policy and ensuring that all employees are aware of the system and its purpose.

 

Within your video surveillance policy, you should include:

· Purpose of the video surveillance system

· Where cameras will be used or not used

· Where the videos will be monitored

· Who will have access to the recordings and for what purpose

· Privacy procedures for requesting recordings

· Details and policies for archiving video footage

If your business is in the private sector, the privacy commission requires that your "… need to conduct video surveillance must be balanced with the individuals’ right to privacy, which includes the right lead their lives free from scrutiny. Given its inherent intrusiveness, organizations should consider all less privacy-invasive means of achieving the  same end before resorting to video surveillance."


Based on this requirement, the Privacy Commission has released a series of questions to help you decide whether or not you should implement corporate video surveillance. Check out their list below or view the entire article here.

10 things to do when considering, planning and using video surveillance

1. Determine whether a less privacy-invasive alternative to video surveillance would meet your needs. 
2. Establish the business reason for conducting video surveillance and use video surveillance only for that reason. 
3. Develop a policy on the use of video surveillance. 
4. Limit the use and viewing range of cameras as much as possible. 
5. Inform the public that video surveillance is taking place. 
6. Store any recorded images in a secure location, with limited access, and destroy them when they are no longer required for business purposes. 
7. Be ready to answer questions from the public. Individuals have the right to know who is watching them and why, what information is being captured, and what is being done with recorded images. 
8. Give individuals access to information about themselves. This includes video images. 
9. Educate camera operators on the obligation to protect the privacy of individuals. 
10. Periodically evaluate the need for video surveillance. 

We offer a variety of corporate surveillance services that will allow us to discreetly gather information and assist you in presenting unbiased facts and circumstances. We have a strict privacy policy in place, and can assist you in navigating your own privacy-related legislative requirements.


The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee background checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807 or visit our website for information.

Tips on Hiring a Private Investigator

People love detective stories and there have been many dramatic portrayals of Private Investigators in popular media. So when you find yourself needing to talk with someone about investigation services, you might think it's all cloak and dagger, but in reality it's a very professional, regulated, and customizable service.

Private investigators provide a broad range of services to personal and corporate clients.

Private Investigators are highly trained professionals with unique skill sets that assist you in gathering information for specific reasons. They are licensed and insured. They work closely with law enforcement and the legal community.

They know how to gather and protect evidence so that it is admissible in court. They are an independent third party professional not emotionally attached to your case.

There is a reason to hire lawyers, accountants and doctors. Private Investigators are professionals in the same right and in the proper circumstance they can be a valuable asset to your legal team.

 How do you hire a Private Investigator?

 So how do you go about choosing a private investigation agency that is right for your project? The following is a hiring guide published by the Council of Private Investigators - Ontario and you can download the full report here www.therenwickgroup.ca

 1. Go to the Council of Private Investigators - Ontario website, the yellow pages or search online for Agencies or Investigators who specialize in the type of investigation you require.
 2. Call your lawyer and ask for recommendations.
 3. Consult with a friend or acquaintance that may have been in similar circumstances.
 4. Identify three agencies local to you that provide the type of investigation services you require.
 5. Prepare a written list of questions you are going to ask each company.
 6. Confirm that the Private Investigation Companies or Private Investigators are licensed and insured.
 7. Check the company name and individual license number on the Ministry of Community Safety and Correctional Services.
a. Licensed Agencies
 b. Licensed Individuals
 8. Visit the agency office. It is required by law that all Private Investigation Agencies have a physical office address with a public entrance.
 9. The business licence to provide private investigation services should be clearly displayed in their office.  Request to see a copy of their certificate of insurance.
 10. Request to see a sample report format.
 11. Make an inquiry to the Better Business Bureau.
 12. Inquire about experience, education, training and length of time in the industry. What is their level of expertise in the areas of investigation you require?
 13. Ask for client references or letters of recommendation.
 14. If you retain a Private Investigation Agency insist on having a written receipt for any retainer/deposit you have provided and ask for the companies HST number.
 15. In most cases a Private Investigation Agency will require you to sign a contract or agreement. The agreement should clearly state what the investigation will entail, provide an estimated budget, identify a breakdown of the costs associated with the investigation and include a proposed timeline for completion. If progress payments are required clearly define the deliverables prior to signing the contract.
 16. Establish specific times when you will be updated about the investigation. Define if the updates are to be written or verbal.
17. Define the deliverables you will receive after the investigation is completed. Reputable Private Investigation.  Agencies will provide a full written report with details of the investigation, the time spent on investigation tasks (such as surveillance), and a detailed invoice itemizing costs associated with all phases of the investigation.

The Renwick Group is a private investigation firm founded in 1997 and is based in Barrie, Ontario. We excel in delivering our core Private Investigation Services in the most efficient, secure, and professional manner.​

 Source: http://www.cpi-ontario.com/default.asp

The Renwick Group has the knowledge and experience to help you or your business solve problems such as fraud, skip tracing, locating people, litigation support, labour dispute management, and more..  Please call us at 1 (888) 722-9807 to discuss your situation.

Unethical workplace behaviour? What's an Employer to do?

A recent survey of ethics in the Canadian workplace found that 42% of the respondents had witnessed  breaches of ethics on the job but nearly half of them failed to report it.

In addition 69% of the respondents said they had a lack of faith that investigations would be conducted properly, and that disciplinary measures would be consistently applied.

Fraud and misconduct costs small businesses in North America billions of dollars.  If you suspect crime in the workplace or inappropriate behaviour you need to protect your business and your employees by giving serious thought to investigations and security.

"Senior business leaders should use these results to take a long, hard look at the ethics within their organizations, and determine ways they can improve their programs and strengthen their ethical cultures," ClearView President Phil Enright said in a statement. "Wrongdoing can negatively impact your organization's reputation and financial well-being, while a strong ethical culture can positively impact your organization's performance and reduce risk."

 The Renwick Group can discuss your business situation and determine what needs to be done to investigate fraud, put in place corporate surveillance, and help you develop a plan.

Read the full article: Huffington Post | Canada's Business Ethics Under Scrutiny

Video Surveillance Systems for Business Security - What you need to do.

Many businesses recognize the need to add video surveillance to their security systems to reduce workplace fraud, and to protect employees. While video systems are relatively easy to install, company management must give thought to implementing a Video Surveillance Policy to ensure that all employees are aware of the system and its purpose.

In a recent Ontario case, a complaint was brought to the Privacy Commissioner by an inner-city bus employee, who felt that the bus company had not adequately informed employees of monitoring.

The Commissioner ruled in favour of the bus company stating, "the use of the video surveillance system could be supported for the purposes as outlined by the organization — ensuring security and safety, reducing illegal behaviour and limiting the potential for liability."

Elliott Goldstein, B.A., LL.B., writing about this case, pointed to 3 lessons for businesses using video security systems.
"1. Video surveillance in the workplace must be accompanied by sufficient signage to alert employees that they may be monitored.
2. If there is to be video surveillance in the workplace, employees must be informed of the purposes the information will be used.
3. Implied consent of employees for the use of their personal information collected by video surveillance is assumed to have been obtained when the personal information being collected is not sensitive and the express purposes of the video surveillance have been explained so that the employees would reasonably expect that their information be used for those purposes."

The solution is to implement a Video Surveillance Policy and communicate it to all employees.

Areas to address in the policy include;

• Purpose of video surveillance system.
• Where cameras are typically used.
• Where cameras are generally never used.
• Where the video surveillance system is monitored.
• How video is recorded and for what duration.
• Who is responsible for the management of the video surveillance system.
• Who has access to video recordings and for what purposes.
• Procedures for requesting video recordings.
• Archival storage of video recordings related to security incidents.

information source

Here is an example of a Video Surveillance Policy.

Thinking about corporate surveillance? It's important to speak with a professional to find a solution right for your organization and to protect your company against risk.

The Renwick Group is a private investigation firm founded in 1997 and is based in Barrie, Ontario. We have evolved into a focused private investigation firm offering a unique range of regional and national services, including corporate surveillance. Please contact us to discuss your business needs. 1 (888) 722-9807  or visit our website.

Tips for Installing Video Security Cameras

This applies to home security and work security cameras. Professional installers will know where to point the cameras to get the best information.

source: By Simmons, Garrett on November 11, 2013.
Lethbridge Herald

"Last week I talked about the use of surveillance and CCTV cameras and I’d like to continue that theme and look at how the public can help the police and each other with their own video recording systems.

One of the first questions that an investigator asks themselves at a crime scene is “is there video?” The basic investigative questions of who, what, when, where, why, and how are still relevant but achieving those answers is often aided and expedited by the use of surveillance video. Often the video we look for is not at the scene itself but adjacent to the area, down the block or across the street.

With advances in technology the quality of such video has improved over the years and the cost of video surveillance systems has been reduced to the point where many people install them in their own homes. I can think of a few recent cases where video from a neighbouring business and home has provided us with the evidence we needed to solve a crime and make an arrest.

It is important when considering installing a video surveillance system to think about what it is being used for, how it will best assist you as a property owner and also how will it help your neighbours, if necessary, and the police. Make sure that you purchase a system that has a quality camera so that an identifiable picture can be obtained. We often look to identify someone from a surveillance system to only find that the cameras are not of a quality that can produce a good picture. We have all seen the photos that are so grainy it would be next to impossible to even identify your closest friend."

continue reading article..


The Renwick Group has experience working with many different types of businesses and organizations providing skip-tracing, fraud investigations, WSIB support, legal team assistance, evidence gathering, employee back-ground checks, and more. We also work with individuals who need help with personal matters. Call us at 1 (888) 722-9807 or visit our website for more contact information.

The Canadian Perspective on Workplace Monitoring and Employee Surveillance

As a continuation of our series about employee surveillance, I would like to share with you this interesting pdf downloadable paper from the Canadian Law Firm - McCarthy Tetrault - Titled - "Workplace Monitoring and Employee Surveillance" by Christopher McHardy, Tina Giesbrecht & Peter Brady. 

We get a good overview from a top law firm and a Canadian perspective.  Although may I note that this is paper was authored in Western Canada and therefore regional differences in legislation may exist.

This paper looks at the way in which Canadian privacy legislation is influencing the way courts and arbitrators are balancing the right of employers to know and manage, versus privacy rights employees may have in the workplace.

You can download the McCarthy Document here as a pdf document

Workplace Monitoring and Employee Surveillance Extract / Summary

In the last decade, new technologies in the workplace have changed the way we do work and the way we manage employees. Beyond the production and cost benefits, these technologies have both increased employer risks relating to employee misconduct and improved employer tools to manage and address such misconduct.

The increased risks and improved tools have resulted in increased use of surveillance and monitoring and an increase in the tension between management rights and employee privacy. The introduction of privacy legislation in Canada has further increased this tension.

You can download the McCarthy Document here as a pdf document

A New Era

Since the implementation of the federal Personal Information Protection and Electronic Documents Act (“PIPEDA”)2 in January 2001, issues of privacy and protection of personal information have become a regular concern for human resources managers. PIPEDA now applies to all commercial activity in Canada except in those provinces which have substantially similar legislation and where the federal government has registered an exemption order. Personal information which flows across provincial or national borders will be subject to PIPEDA and PIPEDA will continue to apply, within provinces, to the activities of federal works, undertakings and businesses such as broadcasting, telecommunications, banking and transportation.

You can download the McCarthy Document here as a pdf document

This Article is brought to you by The Renwick Group - www.therenwickgroup.ca - The Renwick Group is a private investigation firm founded in 1997 and is based in Barrie, Ontario. We excel in delivering our core Private Investigation Services in the most efficient, secure, and professional manner.​

The Basics You Should Know About Employee Surveillance

As employee surveillance is becoming more topical at the moment I thought I should get some help from www.Wikipedia.com  to better understand what it means and some of the current implications being discussed. While this is a general USA centric view only, I will continue my research to identify specific Canadian examples in my future blogs.

So here is an overview ... but please note - as with all aspects of this subject, legislation and prevailing laws are often different in different countries, states and provinces. So the information below may not be valid in your juristication., but may serve as a guideline.



Employee Surveillance

E-mail scanning
E-mail scanning is a process in which incoming and outgoing mail passes through E-mail filtering software to search for content which may violate the policies of the employer. Often E-mails which are flagged by the filtering software will be then reviewed by a human to verify the validity of the E-mail content.

While an employee has the right for privacy, using company property means a company may monitor the way their equipment is used. A wide misconception with electronic emails in a work environment is that privacy rights issued with electronic mail is exactly the same as the private communications of sending and receiving mail with an envelope. As long as the services being used are provided by the employer, it is not an invasion of privacy if they monitor their own systems. For the monitoring of employee electronic mail to be considered an invasion of privacy, it must fall under certain conditions.

The person reading the electronic mail must engage in this activity intentionally with the purpose of intruding on private affairs, and the intrusion must be highly offensive to a reasonable person.

Data entry, phone work, and retail

Monitoring systems can automatically count every keystroke of data-entry and data-processing clerks. Similarly, workers who answer telephone calls all day are monitored in detail. The exact number and duration of each call, and the idle time between calls, can go into an automatic log for analysis.

Video surveillance

One of the most effective forms of employee monitoring is through the use of Video surveillance equipment. Video feeds of employee activities are fed back to a central location where they are either recorded or monitored live by another person. "This is a benefit because it provides an unbiased method of performance evaluation and prevents the interference of a manager's feelings in an employee's review (Mishra and Crampton, 1998)." Management can review the performance of an employee by checking the surveillance and detecting problems before they become too costly.

Location monitoring

For employees that do not work in a static location, supervisors may chose to track their location. Common examples of this are delivery and transportation industries. In some of these cases the employee monitoring is incidental as the location is tracked for other purposes, such as determining the amount of time before a parcel will be delivered, or which taxi is closest.

Employee surveillance may lead to an executive's decision on whether to promote or demote and employee or in some cases even fire them.

Different techniques can be used, e.g. employees' cell phone or Mobile phone tracking.

Employee privacy and ethical issues

Companies need to make sure they remain moral in utilizing techniques for monitoring their employees. From an ethical point of view, the employee does not give up all of his or her privacy while they are in their work environment. Privacy can become a moral matter, but it is important to know what the employee and employer rights are. The ethical challenge that companies face involves protecting their interests through Internet monitoring while ensuring they don't go so far that employees lose all sense of privacy in the workplace. 

When a policy is in place, both the employer and employee will understand what is expected of each other. Without the proper policies and procedures there becomes no set standard and theoretically the employee has nothing to go by. The employee needs to understand what is expected of them while the employer needs to establish that rule.

Legal issues

In Canada, it is illegal to perform invasive monitoring, such as reading an employee's emails, unless it can be shown that it is a necessary precaution and there are no other alternatives.

The following uses of employee information are generally considered legal (Ed - but please check in your own juristiction for accuaracy)

• Find needed business information when the employee is not available.
• Protect security of proprietary information and data.
• Prevent or investigate possible criminal activities by employees.
• Prevent personal use of employer facilities.
• Check for violations of company policy against sending offensive or pornographic email.
• Investigate complaints of harassment.
• Check for illegal software.

According to Computer Monitoring: The Hidden War Of Control,“The employer of today has the ability and legal right to read e-mail, review files stored on a company computer, examine computer usage, and track individual employee computer activities. The idea of anonymous actions is an illusion. Every action between a network and the computers connected to it can be tracked. Every action by an individual worker on a computer can be tracked, analyzed and used against the employee.

Security

In some cases, monitoring an employee's work leads to monitoring the employee's life in aspects that are not related to work. This leads to acquisition of information about the employee, compromising the security of the employee.

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The Renwick Group is a private investigation firm founded in 1997 and is based in Barrie, Ontario. We excel in delivering our core Private Investigation Services in the most efficient, secure, and professional manner.​ www.therenwickgroup.ca

Corporate Security is an Important Part of Many Businesses

Corporate security deserves serious consideration, because companies can't afford to ignore the importance of both physical and data security.

That means taking steps to keep the confidential data on the company network, and to ensure the safety of the building.

We recommend companies can enhance the safety of their operations and protect their businesses by taking both physical and virtual security into account. Here are some of the basics to consider:

Internal Threats

While concern about physical break-ins and computer hackers is justified, it is as important for business owners and company management to address the threats that can come from inside the office walls.

From disgruntled employees to workers who are merely careless, companies face many internal threats.

Management teams should give workers access only to the files they need, and network administrators can greatly reduce the chance that valuable data will be lost, through either deliberate action or simple carelessness.

Physical Security

Physical security goes beyond simply locking the doors when the last employee leaves for the night. Every business should implement a systematic security strategy that includes employee training.

Everyone who works at the company needs to be aware of the importance of building security, and workers should be trained not to allow anyone they do not know on to the premises.

Company managers should implement a system that requires all visitors to sign in and be escorted while they are on the premises.

Badge System

A badge system can help keep the building safe and secure and provide other benefits as well.

A badge system helps ensure that no unauthorized users can enter the building, protecting the office when no workers are present. Badge codes can be updated instantly to prevent former employees from entering the building.

Badge systems also can be integrated into a timekeeping system, making it easy for company managers to keep track of employees' working hours.

If you need any Corporate Security Advice - Please contact The Renwick Group at www.therenwickgroup.ca