Re: Access and the Terminated Employee

[Dave Kovarik <david-kovarik () NORTHWESTERN EDU>]

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