1- Do you agree or disagree with the author's assertions regarding
seasonal employees and cybersecurity risks in the work place?
Why?
d 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 (Bonderud, 2016). 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?
d 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 d 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 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?
d 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/
