RUSHVILLE, IN — November 4, 2026 — Running a small business requires managing many responsibilities, from serving customers and supervising employees to handling finances, maintaining equipment, and planning for growth.

Cybersecurity may not always be at the top of that list.

But whether a business operates a storefront, manufacturing facility, professional office, or home-based enterprise, protecting its digital information is increasingly important.

Customer records, financial accounts, employee information, online ordering systems, and everyday business communications can all be affected by cyber incidents.

Fortunately, business owners do not have to become technology experts to begin improving their security.

Indiana and federal agencies offer free resources designed to help small businesses identify common risks and take practical steps to reduce them.

Why Cybersecurity Matters to Local Businesses

Cybersecurity is often associated with large corporations, financial institutions, and government agencies.

However, businesses of all sizes rely on technology to operate.

A small retailer may use an online payment system and maintain customer records. A contractor may send invoices electronically and store project documents in cloud-based software. A manufacturer may depend on connected equipment, inventory systems, and digital communications with suppliers.

A cyber incident can interrupt these activities and create unexpected costs.

The Federal Trade Commission warns that cyberattacks can result in lost time, information, and money. Its small-business guidance emphasizes protecting data, securing networks, training employees, and preparing for potential incidents.

For Rush County businesses, cybersecurity is not simply an information technology concern. It is also a matter of business continuity, customer trust, and long-term competitiveness.

Indiana Offers Free Cybersecurity Resources

The Indiana Cybersecurity Hub provides a central location for cybersecurity guidance, tools, training information, and incident-reporting resources.

The site includes materials specifically intended for businesses and organizations that may not have dedicated cybersecurity personnel.

Among the resources available are:

• A free Global Cyber Alliance cybersecurity toolkit promoted through the Indiana Small Business Development Center.

• Indiana’s Privacy Toolkit 2.0, designed to help organizations protect personal information and understand privacy responsibilities.

• A guide covering ten privacy best practices for Indiana small businesses.

• Guidance for protecting personally identifiable information, including customer and employee records.

These resources can help business owners evaluate existing practices and identify improvements without first purchasing expensive software or consulting services.

Visit the Indiana Cybersecurity Hub to explore available resources.

Seven Practical Steps Every Small Business Can Take

Businesses can begin improving cybersecurity by reviewing everyday procedures.

1. Use Strong, Unique Passwords

Avoid using the same password for multiple business accounts.

The Federal Trade Commission recommends passwords of at least 12 characters and encourages longer passwords or passphrases.

A reputable password manager can help employees create and securely maintain unique passwords.

2. Turn On Multifactor Authentication

Multifactor authentication adds another verification step when someone signs into an account.

For example, after entering a password, an employee may need to approve a notification through an authenticator application.

Businesses should prioritize this protection for email, banking, payroll, accounting, and administrator accounts.

3. Keep Software Updated

Computers, smartphones, business applications, and network equipment should receive regular security updates.

When practical, enable automatic updates.

Outdated software may contain vulnerabilities that attackers can exploit.

4. Back Up Important Business Information

Imagine losing access to customer records, invoices, employee files, or accounting information.

Regular backups can help a business recover after equipment failure, accidental deletion, or a cyber incident.

Businesses should maintain protected backups separate from their everyday network and periodically test whether important files can actually be restored.

5. Teach Employees to Recognize Suspicious Messages

Cybercriminals frequently use fraudulent emails, text messages, and impersonation attempts to obtain information or access business accounts.

A message may appear to come from a familiar vendor, customer, or coworker.

Employees should be cautious when asked to provide passwords, change payment information, download unexpected attachments, or act immediately on unusual requests.

When in doubt, contact the sender using a previously verified telephone number rather than contact information supplied in the suspicious message.

6. Limit Access to Sensitive Information

Not every employee needs access to every business system.

Review who can view financial records, employee information, customer databases, and administrative accounts.

Remove access when employees leave or change responsibilities.

This can reduce the potential damage if an account is compromised.

7. Develop a Basic Response Plan

Even businesses with good security practices can experience problems.

A simple written response plan should identify whom employees should contact, how affected equipment will be isolated, where backups are stored, and who will coordinate with technology providers.

The plan should also address how the business will continue serving customers if normal systems become unavailable.

The FTC Cybersecurity for Small Business guide provides additional instructions and free educational materials covering these practices.

Protecting Customer and Employee Information

Small businesses often collect information that customers and employees expect them to protect.

This may include names, addresses, telephone numbers, payroll information, financial records, or other personal data.

Business owners should consider whether they need to retain all the information they collect.

They should also establish procedures for securely storing, sharing, and disposing of sensitive records.

Indiana’s Privacy Toolkit and Personally Identifiable Information Guidebook provide additional guidance on these responsibilities.

The specific legal requirements applicable to a business depend on factors such as its industry, the information collected, and relevant state and federal laws.

Businesses handling particularly sensitive information should consult appropriate legal or cybersecurity professionals.

What If a Business Experiences a Cyber Incident?

If a business suspects that an account or computer has been compromised, acting promptly can help limit further damage.

The appropriate response depends on the circumstances, but initial steps may include isolating affected devices, contacting a trusted technology provider, securing compromised accounts, and preserving relevant records.

Businesses should also determine whether customer, employee, or financial information may have been exposed and whether any reporting or notification requirements apply.

The Indiana Cybersecurity Hub provides incident-reporting information, while the FTC offers guidance on responding to data breaches and common cyberattacks.

For suspected internet crimes, businesses can also consult the FBI’s Internet Crime Complaint Center.

Cybersecurity Is Part of Business Resilience

Economic development involves helping businesses start, grow, invest, and remain competitive.

Protecting business operations is part of that effort.

A company that loses access to essential systems may experience disruptions affecting employees, customers, suppliers, and revenue.

For smaller businesses, even a temporary interruption can be difficult to manage.

Building cybersecurity into routine business planning can help reduce those risks.

The same principles apply to entrepreneurs preparing to launch a new business. Establishing secure accounts, recordkeeping practices, and backup procedures early can prevent problems as the business grows.

Start With One Improvement This Week

Cybersecurity does not have to begin with a major technology investment.

Business owners can start by identifying their most important accounts, enabling multifactor authentication, reviewing backups, or holding a short employee conversation about suspicious emails.

The important step is to begin.

Rush County Economic & Community Development Corporation encourages local businesses and entrepreneurs to take advantage of free cybersecurity resources and consider digital security as part of their overall business planning.

Protecting a business means protecting more than its equipment and buildings. It also means protecting the information, relationships, and systems that allow it to operate.

For additional business-development resources, visit Rush County ECDC or contact the organization at 765-932-3735.

RUSHVILLE, IN — October 27, 2026  As National Disability Employment Awareness Month comes to a close, the conversation about recognizing talent and creating employment opportunities shouldn’t end with October.

For Rush County employers, inclusive hiring is more than an annual observance. It’s an opportunity to strengthen recruitment, retain valuable employees, and expand the local talent pipeline throughout the year.

But sometimes, employers overlook qualified candidates simply because their recruitment practices aren’t reaching everyone who could do the job.

October is National Disability Employment Awareness Month (NDEAM), an annual opportunity to recognize the contributions of workers with disabilities and consider how employers can make their workplaces more accessible.

The U.S. Department of Labor selected “Celebrating Value and Talent” as the theme for 2026, recognizing the skills and contributions Americans with disabilities bring to workplaces and communities across the country.

For Rush County businesses, the message is especially relevant: building a strong workforce means recognizing talent, reducing unnecessary employment barriers, and creating opportunities for qualified people to succeed.

Disability Employment Is a Workforce Development Issue

When employers discuss workforce challenges, the conversation often centers on attracting applicants, developing technical skills, and retaining experienced workers.

Those priorities are important. So is making sure qualified individuals have a fair opportunity to demonstrate what they can contribute.

Disabilities can be physical, sensory, cognitive, or related to mental health. Some are immediately apparent, while others are not visible.

Individuals with disabilities work in virtually every industry, including manufacturing, healthcare, education, agriculture, professional services, and retail.

For employers, the objective is not to lower job expectations. It is to identify the essential skills and responsibilities of a position and ensure qualified applicants have an appropriate opportunity to demonstrate their abilities.

An accessible workplace can also help existing employees who acquire a disability or develop a health condition during their careers.

Five Practical Steps Employers Can Take

Building a workplace that recognizes talent doesn’t necessarily require creating a new program or making major investments.

Employers can begin by reviewing their existing practices.

1. Review Job Descriptions and Hiring Requirements

Start by looking at the qualifications listed in job postings.

Are all the requirements essential to performing the position?

For example, a position might list a particular educational credential or physical requirement even when the actual job duties could be performed successfully through other qualifications or appropriate accommodations.

Clearly identifying essential job functions helps employers evaluate applicants based on the work that needs to be accomplished.

2. Make the Application Process Accessible

Consider whether applicants can reasonably access and complete the hiring process.

This may include reviewing online applications, interview locations, communication methods, and procedures for requesting accommodations.

Employers should also make sure applicants know how to request assistance during the hiring process when needed.

A straightforward application process benefits both applicants and hiring teams.

3. Focus Interviews on Skills and Abilities

Interviews should help employers understand whether candidates can perform the essential responsibilities of a position.

Use consistent, job-related questions and provide candidates with an opportunity to describe their qualifications and experience.

Avoid making assumptions about someone’s abilities based on a disability.

Employers should also understand applicable requirements under the Americans with Disabilities Act and other employment laws when conducting interviews and evaluating candidates.

4. Understand Reasonable Accommodations

A reasonable accommodation is a workplace adjustment that enables a qualified individual with a disability to participate in the application process, perform essential job functions, or enjoy equal employment opportunities.

Depending on individual circumstances, accommodations might involve modified equipment, accessible communication, adjustments to work schedules, or changes to certain workplace procedures.

There is no single solution appropriate for every employee or position.

The Job Accommodation Network (JAN) provides free, confidential guidance to employers and employees about workplace accommodations and related employment issues.

JAN also offers practical tools and examples that employers can use when evaluating accommodation requests.

5. Connect With Employment Resources

Employers don’t have to navigate every question about disability employment independently.

The Employer Assistance and Resource Network on Disability (EARN) offers free resources to help businesses recruit, hire, retain, and advance employees with disabilities.

Its resources include guidance for small businesses, workplace accessibility, employee retention, and hiring practices.

Employers can use these materials to evaluate their existing procedures and identify improvements that fit their organizations.

Indiana Vocational Rehabilitation Offers Another Connection to Employment

Indiana’s Vocational Rehabilitation program helps eligible individuals with disabilities prepare for, obtain, maintain, or advance in employment.

Services may include career exploration, vocational counseling, training, employment assistance, and assistive technology, depending on individual eligibility and needs.

Vocational Rehabilitation counselors provide services throughout Indiana, including Rush County.

For residents whose disabilities create barriers to employment, the program may provide a pathway toward developing skills and pursuing career opportunities.

Individuals interested in services can begin through the state’s referral process or contact a Vocational Rehabilitation office.

Learn more through Indiana Vocational Rehabilitation Services.

Why This Matters to Rush County

A strong local economy depends on connecting businesses with the people and skills they need.

That means supporting young people entering the workforce, adults seeking new opportunities, experienced employees changing careers, and individuals who may encounter additional barriers to employment.

For Rush County, workforce development is not simply about filling open positions.

It’s about helping employers recognize available talent and helping residents build meaningful, sustainable careers.

When employers review hiring practices, consider accessibility, and connect with workforce resources, they strengthen their ability to recruit and retain qualified employees.

These efforts can also support the long-term competitiveness of local businesses.

Turning Awareness Into Action

National Disability Employment Awareness Month provides an opportunity to recognize the contributions of workers with disabilities.

But the most meaningful progress happens when employers carry those lessons into everyday business practices.

This month, consider choosing one practical step: review a job posting, evaluate the accessibility of your application process, share accommodation resources with supervisors, or learn more about available employment services.

Small improvements can help create better opportunities for applicants, employees, and businesses.

Rush County Economic & Community Development Corporation remains committed to strengthening the connections among employers, job seekers, education partners, and workforce resources.

A stronger workforce begins with recognizing the value and talent people bring to the job.

For information about local workforce-development resources, contact Rush County ECDC or visit the Rush to Work Job Center at 306 N. Main Street in Rushville.

RUSHVILLE, IN — October 20, 2026 — Career exploration became a hands-on experience for Rushville Consolidated High School students this week as the 2026 Duke Energy Career Quest culminated in the school’s College & Career Fair.

Through a partnership between Rush County Economic & Community Development Corporation (ECDC), Duke Energy, Rushville Consolidated High School, and participating employers and colleges, the two-phase initiative helped students prepare for meaningful conversations about their futures—and then put those skills into practice.

Phase One: Preparing Students for Success

On Friday, October 16, 165 RCHS juniors and seniors participated in the first phase of Duke Energy Career Quest, featuring guest speaker Savanna Fox.

Fox shared practical strategies to help students approach the upcoming College & Career Fair with confidence and purpose.

The preparation session emphasized the importance of asking thoughtful questions, making positive first impressions, exploring unfamiliar career pathways, and taking advantage of opportunities to connect directly with employers and college representatives.

Rather than simply collecting information from exhibitors, students were encouraged to engage in meaningful conversations that could help shape their education and career decisions.

Duke Energy sponsored the preparation session as part of its investment in strengthening Rush County’s future workforce.

Phase Two: Putting Career Readiness Into Action

On Tuesday, October 20, students had the opportunity to put their preparation into practice during the 2026 RCHS College & Career Fair.

Approximately 40–50 employers, colleges, and other organizations participated, connecting students with opportunities in manufacturing, healthcare, agriculture, skilled trades, higher education, military service, and other career pathways.

Throughout the fair, students engaged with exhibitors, asked questions about career opportunities, explored educational and training requirements, and learned more about the possibilities available in Rush County and the surrounding region.

The event served as the second phase of Duke Energy Career Quest, bringing together the career-readiness skills introduced during Friday’s preparation session and the real-world opportunity to practice those skills with employers and college representatives.

Recognizing Students Who Made the Most of Their Opportunities

A highlight of the 2026 Duke Energy Career Quest was a student engagement contest designed to encourage meaningful conversations between students and exhibitors.

Employers and college representatives were invited to identify students who demonstrated exceptional engagement, curiosity, professionalism, and communication skills during the College & Career Fair.

Thanks to Duke Energy’s generous sponsorship, twelve students received $100 gift cards, totaling $1,200 in prizes, in recognition of their efforts.

Duke Energy also sponsored Friday’s career-readiness presentation by Savanna Fox and provided padfolios and lanyards for the student engagement contest.

Together, these investments helped create an experience that went beyond a traditional career fair—giving students preparation, opportunities to practice their skills, and recognition for actively exploring their futures.

Why These Connections Matter to Rush County

Events like Duke Energy Career Quest are an important part of building a stronger local talent pipeline.

Rush County employers depend on a skilled, prepared workforce to remain competitive and grow. At the same time, students benefit from understanding the range of opportunities available in their community and the education or training needed to pursue them.

Career exploration events help bridge that gap.

For some students, a conversation with an employer may introduce a career they had never considered. For others, meeting a college representative may help clarify the next steps toward a particular profession.

These connections also allow employers to introduce young people to their industries, explain workplace expectations, and build relationships with potential future employees.

By combining preparation with direct engagement, Duke Energy Career Quest helps students move beyond simply learning about careers to actively exploring their possibilities.

A Partnership Investing in the Future

Rush County ECDC extends its appreciation to Duke Energy for supporting both phases of Career Quest, including the student preparation session, engagement contest materials, and $1,200 in prizes.

We also thank Savanna Fox for helping students prepare, Rushville Consolidated High School for its partnership, and the many employers, colleges, and organizations that participated in the fair.

Most importantly, we recognize the students who took advantage of the opportunity to ask questions, explore career pathways, and make connections that may influence their futures.

When schools, employers, and community partners work together, we do more than prepare students for graduation. We help build the workforce and economic future of Rush County.