1- Do you agree or disagree with the author's assertions
regarding seasonal employees and cybersecurity risks in the
work place? Why?
c c c c Based on the given case, I disagree. I don’t think that
seasonal employees possess a high risk overall. Sometimes, the
applicant(s) can only meet basic minimum requirements when
hiring a seasonal employee. Hiring temp workers grants the
employer the labor need for the holiday times and higher
demand c (Bonderud, 2016). c c The employee can benefit from
the experience which was gained while working as a temp
worker. If the experience with both parties was positive in the
future the worker could return for future assignments or even
apply for an FTE position, which works out for both employee
and employer. There are also security factors of which can be in
place before training and or placement which places limitation
within the temporary employee’s profiles. During the hiring
process, restricting seasonal employees to need-to-know
standards could lower risk probabilities (Bonderud, 2016).
2. What steps can (should) managers take to reduce security
risks associated with hiring seasonal or temporary employees?
c c c c Steps to reduce security risk could be hiring someone with
essential experience and giving enough training to fulfill the
need for the position. Doing this lessens the risk factor due to
the limitation of knowledge. As a manager, you could also offer
a CO-OP c c in a PRN position, which would allow less pay after
specific training is provided. This gives the employee(s) incentive
not to pose an inside threat knowing that the employer wants
to retain the seasonal employee(s). Other ways which allow the
employer c to maintain the seasonal worker but place restrictions
on what information they can have access to. This can be put
into place by IT’s system administrator (Bonderud, 2016). There
are legal ways. Of which one could hold seasonal employee(s)
accountable such as legal non-disclosure(s) (Bonderud, 2016).
Simplifying things gives an answer to the what-if questions and
,once signed, allows both parties to agree to the details within
the disclosure(s). Last during the hiring process. Position(s) of
which are being filled should have a full description of what is
expect and jobs performance. Available to everyone during the
hiring process. This allow one to ensure the proper level of
access and training to fit and not to exceed the necessary to
perform the task(s) of one’s job .
3. How can managers show leadership in the area of
cybersecurity defenses and best practices?
c c c Leaders are held to a higher accountability. In many
situations there is a designated fault person in place who cannot
deny their knowledge of an cyber incident. Such leaders are
placed in place for liability and are trained to handle each
situation accordingly. An (THOUGHT LEADERSHIP, 2018)example
of such person would be (CISCO) Chief information Security
Officer.
Works Cited
Bonderud, D. (2016, Nov 2).
Seasonal Employee Security Risks:
Present Danger, Proactive Defense
. Retrieved from Security
Intelligence Logo: https://securityintelligence.com/seasonal-
employee-security-risks-present-danger-proactive-defense/
THOUGHT LEADERSHIP. (2018, 5 18).
Coranet
. Retrieved from
An Integrated Cybersecurity Strategy: Policies, People, Processes,
and Technology: https://www.coranet.com/integrated-
cybersecurity-strategy/
