Corporate Risk Management Needs To Include Termination Policies And The Potentiality of A Security Breach

Companies employ a number of different measures to ensure that prospective employees are an ideal fit for their particular business environment. In addition to a jobseekers interview performance, work experience, skills, knowledge, and education that may potentially be of benefit to the company, employers conduct pre-employment detailed background checks, psychological and drug screenings, references checks, and other data to minimize any foreseeable adverse risks before hiring. Once an individual is hired there are accountability and periodic performance check measures utilized throughout the length of their employ. All of the aforementioned actions are taken to ensure the security of the business and work environment. Equally important measures need to be taken when the employer-employee relationship ends.

Whether the parting was amicable or otherwise an ex-employee is a person who has had the benefit of possible access to proprietary information and/or practices, exclusive business related developments, and other such data that the company does not want out in the public sphere. The protection offered by non-disclosure/non-compete agreements require placing trust in an individual who is no longer working for the benefit of the company, which is not always a good idea.

Recent Research conducted by OneLogin sampling United KIngdom (UK) business organizations revealed that roughly 3 out of five former employees still had the ability to access corporate networks after leaving the organization of which almost a third had unfettered access in excess of one month. It also found that nearly one-quarter of businesses experienced data breaches due to the action of ex-employees. A cohesive effort between the Human Resources (HR) and Information Technology (IT) departments can prevent these odds by taking some key protective measures.

Utilizing automated de-provision technology prevents a departing employee’s ability to access valuable corporate data. According to OneLogin research, only half of all UK businesses employ such processes with just over two-thirds go a step further with Security and Information Manager (SIEM) technology that monitors for unauthorized access by terminated employees. Other technologies include automated syncing of HR directories and generating checklists for IT personnel to ensure de-provision will eliminate potential; future exploitation of your business organization.

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