I'm sure this news will come as a relief to many computer and Internet users out there: a recent study by a researcher at Microsoft has found that many IT security measures—those things we love to hate like having to change passwords every three months or having individual passwords for a dozen different work accounts—simply don't provide good value for the time and effort they involve, not to mention the bad habits they often cause!
Employee fraud is on the rise, as organizations cut back on staff, and their internal controls slacken as a result. However, the monetary loss is just the beginning of the problem. A recent white paper from Grant Thornton LLP notes that, "Failure to crack down on this unethical—and indeed criminal—behaviour blurs the line between right and wrong. It creates a culture of entitlement that can extend across the business. And it can open the door to more significant corporate theft."
Is it possible to terminate an employee who suffers from a disability and not commit a human rights violation? I recently read a case that made it clear that employers can do so when there is a justifiable reason to terminate not involving the disability, or after all efforts to accommodate the employee have been exhausted. But employers must be able to show this with evidence.