...Handling Security and Ethical Issues at TBWI Course: IT560-01 Handling Security and Ethical Issues at TBWI A growing concern, especially with the recent information leak at Target, is the issue of security. Outlined are security concerns for TBWI and how best to handle them. In addition to handling security issues, there may be complicated ethical issues that may occur. To best handle these situations, those ethical issues are addressed, with recommendations for how best to handle them. Security Concerns In 2013, B2B International and Kaspersky Lab conducted a Global Corporate IT Security Risks survey and the results were quite startling. In a conservative estimate, “The average damage suffered by large companies from a single serious incident was $649,000. For small and medium-sized companies, the average damage was $50,000” ("Global corporate it," 2013). These damages can be the result of fines, lawsuits, as well as lost revenue from customers, who no longer have faith in the security of the company. It takes many years for a business, such as TBWI, to build a reputation, but it can all be lost in a matter of seconds. Because of this, the following security concerns need to be recognized, with a plan in place for prevention. External threats External threats are those that occur from people not involved with TBWI. These could be competitors or random hackers or thieves. These types of threats can occur at the software and hardware...
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...594 concerns revolutionizing existing criminal and public safety background checks by licensed dealers to encompass all firearm sales and transfers by incorporating gun show, private sales, and online sales. With this measure to be voted on the ballot on November 4, 2014, there are some exemptions permitted for family, police (local and federal), military, and those in imminent danger. (Voters' Pamphlet) Cherie and I have put together this planning guide to give us the opportunity to think about the upcoming negotiation we have with Andrew and Ryan regarding the measure 594 and our thoughts. This measure is a topic that is relevant to the regional area as the vote is only a few weeks away. Background checks for gun transfers is being discussed in many forums, around many dinner tables, and the supporters of both sides of the measures are bombarding the voters with commercials, mailings, and phone calls to ensure knowledge of the measure and to sway the voters to their side. Cherie and I are mindful that the better the planning, the better the probabilities of a successful negotiation and thus are taking advantage of this opportunity and time to investigate the many facets to shield the public from unnecessary carnage in an effort to protect our society. 1. Identifying needs of both parties (6 pts.) Cherie and Shauna (representing the Public) want Initiative measure No. 594 to pass providing background checks for all gun transfers in the State of Washington with a few exemptions...
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...as the training programs and career development programs it offers to the officers that are currently employed. Just like most jobs the hiring process for the San Antonio Police Department (SAPD) starts with a written application. This application can also be completed online however it must be printed out and turned in to the police department in person. The application consists of basic background information like: full name, date of birth, address, and also past employment history and drug or crime history. Once the applicant has filled out the application and turned it in they will be scheduled to take the written exam. Applicants must pass the written exam with a minimum score of 70 percent. On the same day as the written exam if the applicant passes, the next step is the physical fitness exam. The fitness exam consists of push-ups, sit-ups, running, climbing a five foot wall, and dragging a 180 pound dummy 20 feet. There are minimum standards and according to the "San Antonio Police Department Careers" (2013) website the physical fitness test is a significant struggle for many applicants. Once the physical fitness test has been completed successfully an applicant moves on to the background investigation. The investigation looks at the following things to determine if the applicant is suitable for the department: personal history and character, employment history, military history (if applicable), driving...
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...The Boys and Girls Club of Metro Atlanta. From past experience until this very day there needs to be more strict background checks implemented when it comes to the basis of hiring volunteers and employees. If a stronger hiring process is not implemented I really feel that this location of the Boys and Girls in Metro Atlanta will be in a crisis because the wrong individual(s) were perhaps mentoring young adolescents that shouldn’t be. If this continues this could ultimately crush the dreams and aspirations of young mind. Today in 2014 there is a new generation when it comes to technology, and it’s improving each and every day of our lives. So it wouldn’t be a bad idea to take opinions and suggestions from the public within the community area of Metro Atlanta. Atlanta isn’t really a big place for the most part, and everybody knows everybody as it may seem scarily strange. These surveys could deliver information about the needs of The Boys and Girls Club of Metro Atlanta, a comments section for the public, and ideas and information that they can share to better the individuals that mentor the young adolescents within the community. So the question is are the children safe and can parents put trust in the organization when it comes to their children. Discussing the analysis portions of my paper I want to touch basis on not only implementing a firmer background check but also implementing stress tests as well as psychological test as well to be aware if an individual actually...
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...call center representative position that you applied for online with Safe streets. * Potential Candidate Response: Yes, Can you please remind me what this job inquires and a little about the company. I have field out so many applications and I’m trying to figure out which application this was for. SSREP: SSREP: Yes not a problem, we are an authorized dealer for the company ADT. This position is and outbound sales rep position where you would contact ADT customers who have expressed their interest in gaining ADT systems in their homes through our websites. Our Call centers representatives get paid weekly. The pay rate is based off your experience and the rate is on average of $18/hr. * Potential candidate: Ok, Yes I would be interested in the position. Pre-Screen Interview * SSREP: SSREP: Great I would like to ask you a few questions 1. Can you tell me a little about your pervious work history? “Potential Candidate Responds” 2. What does customer service mean to you, and what do you enjoy most about customer service? “Potential Candidate Responds” 3. Tell me a little about your educational background? “Potential Candidate Responds” 4. Our company is a security base, and our policy requires all our potential candidates to pass a background check. Would you be able to pass a back ground check? Closing SSREP SSREP Potential Candidate: Yes, I would be able to pass a background check.” (If potential candidate advise that they have felonies...
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...Form (Your marked-up essay is below this form.) HOW THIS WORKS: Your tutor has written overview comments about your essay in the form below. Your tutor has also embedded comments [in bold and in brackets] throughout your essay. Thank you for choosing Smarthinking's OWL; best wishes with revising your paper! Hi Denise! My name is Keren H., and I will be reviewing your submission today. Thank you for an interesting piece of research on Background Checks. In today’s review, we will revise sentence structure, word choice, and documentation. Strengths of the essay: Denise, “References” is the correct name for the heading of your page of sources. Good job! Sentence Structure: One or two of your sentences are “run-ons”. This means that two ideas “run on” into each other with no punctuation or links to separate them. Let’s see an example, and discuss how to correct the run-on: A background check is a must in today’s business world. You never know what you may find on the applicant. What two ideas do you see here? “A background check is a must in today’s business world” is one; the rest makes up another idea. The easiest way to separate two ideas (two main clauses) is to put each in a sentence of its own. What punctuation (such as a capital letter and period) will you add, so that you have TWO sentences instead of the run-on? Visit Run-ons and Comma Splices to find more ways to revise run-ons. Word Choice: Denise, I notice that you use the word “So” quite often to begin...
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...landscape of background investigation in hr | OBJECTIVE: To know the need for background investigation in hiring a candidate. Through this paper, we bring out the logic behind the investigations and discuss some cases to corroborate that logic. Laws and rules governing the investigations will also be looked into. Some of the best practices will then be discussed as a practical approach to the issue. DEFINITION: A background check or background investigation is the process of looking up and compiling criminal records, commercial records and financial records of an individual or an organization. REASON: Litigation problems can arise if employees have an incorrect background to them. Every employer has a legal duty to exercise due diligence in hiring and protecting its employees and assets. Estimates are that 30%-40% of job resumes includes some false or inflated facts. Additionally, some Federal and State Laws require background checks be conducted for certain positions. Background checks are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Background checks can be expensive depending on the information requested. Results of a background check typically...
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...INTRODUCTION ABOUT APU APIIT Education Group has risen throughout the years as one of Malaysia's Largest Education Groups tending to all levels of Education. The Asia Pacific University of Technology and Innovation (APU) is amongst Malaysia's Premier Private Universities, and is the place a one of a kind combination of innovation, advancement and imagination works adequately towards planning graduates for huge parts in business and society all around. APU has earned an advantageous notoriety as a honor winning University through its accomplishments in winning a large group of prestigious grants at national and global levels, and additionally a fabulous reputation in creating profoundly employable graduates who can quickly add to industry upon graduation. . Initially settled as the Asia Pacific Institute of Information Technology (APIIT) in 1993 and the Asia Pacific University College of Technology and Innovation (UCTI) in 2004, APU's sound way to deal with supporting school leavers into qualified experts has brought about our graduates being exceptionally looked for after by businesses. With a universal understudy group from more than 110 nations examining in its Malaysian grounds, APU offers a genuinely cosmopolitan learning environment which gets ready understudies well for the worldwide difficulties which lie ahead. While Technology frames a typical center as an empowering influence over its scholarly projects, APU offers a wide scope of projects including territories...
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...In light of issues encountered during the hiring process for Hathaway Jones’ Shanghai management position related to the discovery of questionable background information concerning the candidate online. The information uncovered was pertinent to the eligibility of the applicant, yet whether intentionally or otherwise it was not provided. My personal recommendation to Management is to seriously consider the inclusion of online background checks as part of hiring policy. The following will shows that due consideration has been given to facilitate optimal hire, ensure legality, and to risk management. The process and procedure should be designed as following: Step 1: Written Agreement for Background Search The HR department should author a standardized written notice of online check for applicant signature. The form should be approved by the legal department prior to use. The information should be used for a additional consideration for the position. The applicant should be given the right to review and explains all search results retrieved from internet and public media. The working process • The applicant should be notified prior to the search • Acquired signed permission from applicant Step 2: Online Data Collection Considering the unlimited number of search parameters available, we should mainly focus on a few that are most pertinent to the consideration of the applicant. Search parameters should be more extensive for upper management positions and...
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...current system in place. In conclusion we’ll present our analysis to the President along with the recommendations needed to implement a better system of internal control. Issues: There’s an issue with too much responsibility placed on one employee. The accountant serving as the controller and treasurer creates a problem with documentation as you don’t have anyone to verify cash and revenue is accounted for correctly. It’s too easy for one employee to manipulate the books in his favor without a clear segregation of duties. The accountant is leaving checks in his office during the week exposing sensitive information and increasing the risk of theft in the office without securing the checks prior to leaving for the weekend. Access to petty cash is not regulated effectively due to lack of security and poor documentation. There’s a lack of human resource presence in order to complete a competent interview process and extensive background checks on all employees prior to employment. The infrastructure of the company has...
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...a guidebook for what users are allowed to do with the company’s IT assets. Violation of the AUP can be grounds for immediate dismissal and/or legal actions. Any third party that may need access to our systems will need to adhere to these policies as well and will need to sign an agreement before any access is given. The Human Resources department will be responsible for ensuring that all employees have signed an agreement to the AUP. All employees must pass a background check and their identities verified by HR before any access to Richman’s systems are granted. The Workstation Domain is where most users will connect to Richman’s IT infrastructure. This includes all desktops, laptops, PDAs, smartphones, and tablets. No personal devices or removable media will be allowed to connect to Richman’s system. Any devices or removable media needed to conduct business will be issued by Richman’s IT department and be used for official matters only. Once HR has verified that the person has passed all identity and background checks they will inform the IT department of what access to the system the position requires. The IT department will ensure that a username and password are set up and must be used to access the Richman infrastructure. IT...
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...SKOOKUM Dear Applicant: Thank you for taking the time to fill out our application. We want to provide the best customer service possible. Your application will be reviewed and screened by our Human Resources department. We want to emphasize that only completed applications will be processed; you are welcome to include your resume with the application. Please fill out the entire application. Providing complete and accurate information on your education, work experience, and skills will help identify whether you are a qualified candidate for the position. Please date and sign the application. If not signed, the application is not complete and will not be processed. An incomplete application may disqualify you from being considered for the position. Additionally, you may not apply for “any position” you must specify what open position you are interested in. If you need any further assistance completing your application please contact Skookum Human Resources at any of following locations. Submit Applications to: Human Resources4525 Auto Center Way~PO Box 5359Bremerton, WA 98312cday@skookum.org[->0](360) 475-0756 1-888-343-0220 (360) 475-0757 (fax)| Again, thank you for your interest in Skookum. Good Luck! Skookum SKOOKUM Job Application Your Name: ___Cocheta Sanders__________________________________________Date:___________________ Welcome to Skookum: America’s Premier...
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...PIEDMONT AIRLINES EMPLOYMENT APPLICATION | | |PERSONAL INFORMATION | |LAST NAME FIRST NAME |ALIAS OR NICKNAME |SOCIAL SECURITY NUMBER | |MIDDLE INITIAL | |224-71-6419 | |Boswell William D | | | |RESIDENT ADDRESS CITY STATE |PRIMARY PHONE |ALTERNATE PHONE | |ZIP CODE | | | | |720-271-6464 | | |9601 Alfaree Road Richmond VA 23237 ...
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... | |Years Lived at this address: | | If less than 5 years list previous address(s) on back page. | |Home Phone: | | |Cell Phone: | | |E-Mail Address: | | |Confidential Background Check Information | |The information below is required for a criminal background check when working with children. | |Social Security Number: | |Date of Birth: | | |Driver’s License Number: | |State: | |Exp. Date: |...
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...authority, the insurer shall notify the agent when the insurer receives confirmation of the issuance of the certificate of authority. (b) The certificate of authority is deemed effective immediately upon the submission of the request by the insurer; however this does not relieve the insurer of the responsibility of verifying that the certificate of authority has actually been issued. (2) The insurer shall affirm that an investigation on the general character of the agent has been made and that the insurer recommends the agent for a certificate of authority. Such investigation shall include a report concerning the general character of the applicant by an agency not affiliated with the insurer. Such investigation shall include a criminal background check. The presence of any criminal charges or dispositions related thereto must be disclosed to the Department. (3) The Commissioner will provide a certificate of authority renewal listing to all insurers annually. The certificate of authority renewal listing will include all eligible licensees appointed with said company by December 31st of the previous year. All insurers shall renew their certificates of authority annually and pay the required fees. LOOKING UP AGENCY AFFILIATION INFORMATION ON SIRCON Log on to www.sircon.com, At the right of the screen under...
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