Re: Access and the Terminated Employee

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

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