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NEW QUESTION: 1
Which of the following is the MOST important aspect relating to employee termination?
A. User ID and passwords of the employee have been deleted.
B. Company property provided to the employee has been returned.
C. The appropriate company staff are notified about the termination.
D. The details of employee have been removed from active payroll files.
Answer: C
Explanation:
Explanation/Reference:
Even though Logical access to information by a terminated employee is possible if the ID and password of the terminated employee has not been deleted this is only one part of the termination procedures. If user ID is not disabled or deleted, it could be possible for the employee without physical access to visit the companies networks remotely and gain access to the information.
Please note that this can also be seen in a different way: the most important thing to do could also be to inform others of the person's termination, because even if user ID's and passwords are deleted, a terminated individual could simply socially engineer their way back in by calling an individual he/she used to work with and ask them for access. He could intrude on the facility or use other weaknesses to gain access to information after he has been terminated.
By notifying the appropriate company staff about the termination, they would in turn intitiate account termination, ask the employee to return company property, and all credentials would be withdrawn for the individual concerned. This answer is more complete than simply disabling account.
It seems harsh and cold when this actually takes place , but too many companies have been hurt by vengeful employees who have lashed out at the company when their positions were revoked for one reason or another. If an employee is disgruntled in any way, or the termination is unfriendly, that employee's accounts should be disabled right away, and all passwords on all systems changed.
For your exam you should know the information below:
Employee Termination Processes
Employees join and leave organizations every day. The reasons vary widely, due to retirement,reduction in force, layoffs, termination with or without cause, relocation to another city, careeropportunities with other employers, or involuntary transfers. Terminations may be friendly or unfriendly and will need different levels of care as a result.
Friendly Terminations
Regular termination is when there is little or no evidence or reason to believe that the termination is not agreeable to both the company and the employee. A standard set of procedures, typically maintained by the human resources department, governs the dismissal of the terminated employee to ensure that company property is returned, and all access is removed. These procedures may include exit interviews and return of keys, identification cards, badges, tokens, and cryptographic keys. Other property, such as laptops, cable locks, credit cards, and phone cards, are also collected. The user manager notifies the security department of the termination to ensure that access is revoked for all platforms and facilities.
Some facilities choose to immediately delete the accounts, while others choose to disable the accounts for a policy defined period, for example, 30 days, to account for changes or extensions in the final termination date. The termination process should include a conversation with the departing associate about their continued responsibility for confidentiality of information.
Unfriendly Terminations
Unfriendly terminations may occur when the individual is fired, involuntarily transferred, laid off,or when the organization has reason to believe that the individual has the means and intention to potentially cause harm to the system. Individuals with technical skills and higher levels of access, such as the systems administrators, computer programmers, database administrators, or any individual with elevated privileges, may present higher risk to the environment. These individuals could alter files, plant logic bombs to create system file damage at a future date, or remove sensitive information. Other disgruntled users could enter erroneous data into the system that may not be discovered for several months. In these situations, immediate termination of systems access is warranted at the time of termination or prior to notifying the employee of the termination. Managing the people aspect of security, from pre-employment to postemployment, is critical to ensure that trustworthy, competent resources are employed to further the business objectives that will protect company information. Each of these actions contributes to preventive, detective, or corrective personnel controls.
The following answers are incorrect:
The other options are less important.
Following reference(s) were/was used to create this question:
CISA review manual 2014 Page number 99
Harris, Shon (2012-10-18). CISSP All-in-One Exam Guide, 6th Edition (p. 129). McGraw-Hill. Kindle Edition.

NEW QUESTION: 2
支払いの作成フローを使用して誤って請求書を支払った場合、操作を取り消すことができますか?
A. 請求書をキャンセルして、新しい請求書を作成します。
B. はい、作成された支払いを無効にします
C. はい、プロセスモニターから支払いプロセスをキャンセルします
D. いいえ
E. はい、支払いを相殺するためのクレジットメモを作成します
Answer: D
Explanation:
支払い指示を終了することはできません:
参照:https://docs.oracle.com/cd/E18727_01/doc.121/e12797/T295436T369088.htm

NEW QUESTION: 3
As you review this Security Policy, what changes could you make to accommodate Rule 4? Exhibit:

A. Modify the column VPN in Rule 2 to limit access to specific traffic.
B. Remove the service HTTP from the column Service in Rule 4.
C. Modify the columns Source or Destination in Rule 4.
D. Nothing at all
Answer: A

NEW QUESTION: 4

A. Option D
B. Option C
C. Option B
D. Option A
Answer: D


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