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How Employment Contracts can Affect Security

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James Lugsdin

on 4 April 2014

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Transcript of How Employment Contracts can Affect Security

How Employment Contracts can Affect Security
Hiring Policies
These policies are created by organisations in order to narrow down potential employees.
If a applicant fits the hiring policies they will
move forward in the application process.
Separation of Duties
The backbone of any organisation is the ability to delegate the work that needs to be done, as the more people you have the less work it employee has to do.
An example of a hiring policy;
Any form of work that evolves dealing with children or vulnerable people needs the employee to complete a Criminal Background Check through the Criminal Records Bureau before they can start working.
Inside an employees work contract it will state their duties and work they must do however many employers expect their employees to perform duties which are not specified in their contract. Even though the employee isn't contractually obliged to do things which are not in their contract if they don't their employer will begin to slowly use the terms of their contract to eventually force them to leave instead of the employer breaking the terms of their contract by firing them for not performing duties which are not stated in the contract.
An example of how the separations of duties can affect security:
Certain duties may require an employee to be given a level of trust or security clearance which allows them to perform the duty if they decide to delegate this duty to a colleague whom doesn't have the same level of clearance as them and by doing so they are causing a breach in security as well as breaking the terms agreed in their contract.
Enuring Compliance and Disciplinary Procedures
It is assumed that employees within an organisation will comply with anything they are asked to do, but they will be made aware of the consequences of not working to the agreed policies set out in their contract.
Failure to comply with an organisations code of conduct will result in disciplinary action.
Example of disciplinary steps upon failure to comply with organisation policies;
Verbal warning
Written Warning
Final Review/Interview
Dismissal
Responsibility for Training and Communication with Staff
Regular Training is a part of an organisations commitment to its staff, this type of training is sometimes referred to as Continuing and Professional Development (CPD).
This type of training ensures that employees are capable of performing their required tasks and that they are aware to any policy changes that may affect them.
Regular Training is a part of an organisations commitment to its staff, this type of training is sometimes referred to as Continuing and Professional Development (CPD).
This type of training ensures that employees are capable of performing their required tasks and that they are aware to any policy changes that may affect them.
Poorly trained and uncommunicative staff can affect security. staff with iniquity training will be unable to follow the organistions procedures and policies with the possibility of causing harm to company property or the company as a whole.
Email Usage Policy
E-Mail is a big part of any modern organisation so it is very important for there to be security measures in place to regular E-Mail usage within the organisation.
Failure to implement sufficient security measures could lead to a variety of problems:
Allowing viruses or harmful malware onto the oragnisation network
Disclosure of sensitive company education
Internet Usage Policy
As the internet keeps going its becoming an even bigger role in the business world however as it becomes an integral part of the day to day routine of an organisation it is important that it is correctly monitored.

Inadequate security measures can lead to:
Malware which causes malicious damage to company equipment and software
poor bandwidth delegation can mean some employees have more than others leading to a decreased speed for those with less bandwidth
Software Acquisition, installation and usage Policy
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Full transcript