Which of the following is not considered an example of data hiding?

person in the position. Thus, the thoroughness of the screening process should reflect the secu- rity of the position to be filled. Background checks and security clearances are essential elements in proving that a candidate is adequate, qualified, and trustworthy for a secured position. Background checks include obtaining a candidate’s work and educational history; checking references; interviewing col- leagues, neighbors, and friends; checking police and government records for arrests or illegal activities; verifying identity through fingerprints, driver’s license, and birth certificate; and hold- ing a personal interview. This process could also include a polygraph test, drug testing, and per- sonality testingevaluation. Creating Employment Agreements When a new employee is hired, they should sign an employment agreement. Such a document outlines the rules and restrictions of the organization, the security policy, the acceptable use and activities policies, details of the job description, violations and consequences, and the length of time the position is to be filled by the employee. Many of these items may be separate docu- ments. In such a case, the employment agreement is used to verify that the employment candi- date has read and understood the associated documentation for their perspective job position. In addition to employment agreements, there may be other security-related documentation that must be addressed. One common document is a nondisclosure agreement NDA. An NDA is used to protect the confidential information within an organization from being disclosed by a former employee. When a person signs an NDA, they agree not to disclose any information that is defined as confidential to anyone outside of the organization. Violations of an NDA are often met with strict penalties. Throughout the employment lifetime of personnel, managers should regularly audit the job descriptions, work tasks, privileges, and so on for every staff member. It is common for work tasks and privileges to drift over time. This can cause some tasks to be overlooked and others to be performed multiple times. Drifting can also result in security violations. Regularly review- ing the boundaries defined by each job description in relation to what is actually occurring aids in keeping security violations to a minimum. A key part of this review process is mandatory vacations. In many secured environments, mandatory vacations of one to two weeks are used to audit and verify the work tasks and privileges of employees. This removes the employee from the work environment and places a different worker in their position. This often results in easy detection of abuse, fraud, or negligence. Employee Termination When an employee must be terminated, there are numerous issues that must be addressed. A ter- mination procedure policy is essential to maintaining a secure environment even in the face of a disgruntled employee who must be removed from the organization. The reactions of termi- nated employees can range from understanding acceptance to violent, destructive rage. A sen- sible procedure for handling terminations must be designed and implemented to reduce incidents. The termination of an employee should be handled in a private and respectful manner. How- ever, this does not mean that precautions should not be taken. Terminations should take place