Educause Security Discussion mailing list archives
Re: Access and the Terminated Employee
From: Dave Kovarik <david-kovarik () NORTHWESTERN EDU>
Date: Thu, 3 Mar 2011 11:30:19 -0600
Best illustrated through example: you are a developer with access to testing resources as part of job responsibilities and you are voluntarily terminating and in good stead... access to these testing resources would be revoked on your last day actually worked but you would have access to the HR system for purposes of maintaining your insurance, etc. until your last day of employment (which could be later than actual day worked due to vacation as you suggest). How's that? On 3/3/11 11:05 AM, LIOTTA, KAREN wrote:
Is the day of separation the last day at work? Or, would it include any vacation or sick time taken after the employee's last day at the workplace? -----Original Message----- From: The EDUCAUSE Security Constituent Group Listserv [mailto:SECURITY () LISTSERV EDUCAUSE EDU] On Behalf Of Dave Kovarik Sent: Wednesday, March 02, 2011 4:24 PM To: SECURITY () LISTSERV EDUCAUSE EDU Subject: Re: [SECURITY] Access and the Terminated Employee Patrick - we're reviewing the results of a survey we distributed to the NU community so I don't have a consensus at the moment but access can continue beyond a "termination" date: * involuntary - all access is revoked, any info required beyond the date is provided through HR * voluntary - ID is disabled and all access is revoked on day of separation. For retirees, access is reduced/restored to only that which is appropriate then the ID is re-enabled. These actions are (of course) subject to our being notified of the separation. Further, individuals who are hold staff and student status obviously complicate matters - we might terminate employment and disable the ID which could affect the ability to complete schoolwork. The end game is to develop a university-wide policy to address terminations AND transfers so that any of these events is handled uniformly and rapidly. - Dave Dave Kovarik Northwestern University 847-467-5930 On 3/2/11 11:57 AM, Feehan, Patrick wrote:Good Afternoon All: We are having a discussion about the amount of access a terminated employee can have to (arguably) their information on (clearly) our systems. This came up in context of employees who had terminated, either voluntarily or involuntarily, and then found that they did not have access to their electronic W-2 information they had requested while in the employ of the College. In general, do you have policies or processes which dictate what access (if any) a terminated employee may have to wage or benefit information? Does it make a difference if they were fired versus left on their own (moved on) or even retired? Thanks. Patrick J. Feehan JD, CIPP Director of IT Privacy& Cybersecurity Compliance Montgomery College (240) 567-3087 patrick.feehan () montgomerycollege edu
Current thread:
- Aruba guest portal logging... Jeff Kell (Mar 01)
- Re: Aruba guest portal logging... Greg Williams (Mar 02)
- Access and the Terminated Employee Feehan, Patrick (Mar 02)
- Re: Access and the Terminated Employee Chris Green (Mar 02)
- Re: Access and the Terminated Employee Basgen, Brian (Mar 02)
- Re: Access and the Terminated Employee Roderick Cook (Mar 02)
- Re: Access and the Terminated Employee Dave Kovarik (Mar 02)
- Re: Access and the Terminated Employee LIOTTA, KAREN (Mar 03)
- Re: Access and the Terminated Employee Dave Kovarik (Mar 03)
- Re: Access and the Terminated Employee Sarazen, Daniel (Mar 03)
- Re: Access and the Terminated Employee Valdis Kletnieks (Mar 03)
- Access and the Terminated Employee Feehan, Patrick (Mar 02)
- Re: Aruba guest portal logging... Greg Williams (Mar 02)