General discussion


Sacking an I.T guy

By gflyhalf ·
What is the best way to lay off an I.T guy? I've heard of a guy who was given a notice and within the same day,he had corrupted the database,deleted crucial files and took off within 30mins. Cases are also told of guys who install viruses that are triggered off when they dont log in within a specific period of time....

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If you like your company...

by Onkel Gunnar In reply to Blow his brains out witho ...

If you like your company and your workmates and you love your computersystem and network, you will not want to hurt them., or tell secrets.


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its a 'real' management task

by pmjm In reply to Sacking an I.T guy

I came in a week after the previous sole IT programmer & Admin guy walked out due to a contract payments dispute. he refused to give up any passwords or any source code for the web data base he had promised that week so the company had already terminated the leased system it was to replace. Took me a week of 20 hour days to crack most passwords, a year to re-write the system from just about scratch. company paid a lawyer 12 grand to write threatning letters to no avail, which was what they owed him anyway. Moral - treat other people as you would expect to be treated, avoid lawyers, take backups offsite, don't bet the company on a new system working......still I did alright.

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IT guy response

by info In reply to Sacking an I.T guy

Hi ... I think that this is one of the biggest concers you can have. Most internal security breaches are due to disgruntled employees. There are far more serious things that can happen, if the guy is a little creative. He could very easily make sure that once you reboot a server after a while, the disks partition table is deleted.

My advice is, if you want to get rid of him, make sure he cannot touch a pc anymore before you tell him.

An IT guy

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Its All about Documentation

by thelastsaint In reply to IT guy response

Management depending on teh size of the organisation must have a process of documenting all backup, password and other IT related issue and stored off site.

Secondly a handover documentation should be produce by the IT guy before his severance pay is paid to him/her.


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by info In reply to Its All about Documentati ...

I certainly agree (I'm a security guy ;-). I just want to say that few companies I've worked for have these things in place.

It certainly depends on the areas (Europe, US ...), but my advise will be, do it quick and don't give him a chance.

(I'm from a small country in Europe ;-)

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by Tony Hopkinson In reply to Its All about Documentati ...

but that documentation should be in place all the time, it should also be reviewed and proven.
Putting it in after you've made the decision to release an employee, would give even us thickie IT types who can't make management a bit of a clue.

Handover is for current state of a project.

Specific tasks and routines should already be documented, keeping your operational systems up with undocumented routines is damn stupid, what if the guy got hit by a bus?

If I found I was running my business with my booty that exposed, I'd be sacking the guy who was responsible for covering my ***.

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NO - Too easy to abuse this "documentation"

by chas_2 In reply to Its All about Documentati ...

I don't think I can agree with this. Management could, theoretically, drag out the process of "approving" the documentation, hoping the freshly terminated employee just gives up - thus allowing the company to keep its severance.

I think this would also be a function of how long the employee was working for the company. An individual of 15+ years of experience expected to document everything he/she knew could, conceivably, spend another week writing it all down. For a relative newbie to the company (less than 24 months) would something like this really be beneficial?

When management decides to lay off a worker, they should already have analyzed the consequences before the fact. Asking someone to write down everything to make it easy for the management relieves the management of taking responsibility for what's supposed to be happening - it's laziness.

If management wants to request such a transition document, it should not be longer than two pages and should be represented as an outline with the most critical activities mentioned - not an exhaustive list of bean-counting activities. An individual who's in shock and traumatized by the sudden loss of his/her income is going to have a hard time focusing on writing such a document - meaning there may be inadvertent omissions, inconsistencies, or outright errors.

Management are, ultimately, responsible for knowing what their people know. Having someone else write a how-to guide after the fact is lazy and unethical. Let management get their hands dirty, I say.

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ITs aftermath

by agaetos In reply to NO - Too easy to abuse th ...

IT employee who absorbed the work function(s) can easily go with the dirty tricks by stating that needed information was not part of the it handover document. This was evident to employees who has no right it skills, teamwork attitude and harmonious working environment especially with the layoff employee(s).

Things worsen, now an exodus layoff in process in the organization.

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Be fair with your IT personnell. And the other personnel too.

by ccerratom In reply to IT guy response

There is nothing you can do, as an employer, to prevent a situation like that, except ... be fair.

If it is absolutely necesary, fired him/her. OK.

But, ... please, be fair, pay all the benefits his/her has a right to.

You can take it to the door with a pair of security men, change all the passwords, etc. but ... what about a time bomb that activates a few days later, when the employee is not here anymore, because the trigger is inverse, and the employee deactivated it all days.

No easy solutions.

Only prevention, maybe hire a consultant months before the firing, to analyze the programas ...(!!!), surely a titanic task, an internal policy to share all the critic passwords ... but, I think nothing would be enough, if the company is playing maliciously, the employee will note the situation.

If your employee is satisfied with the relationship, surely he will not be tempted to provoke a disaster.

Prevention. Be fair.

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Unless, of course...

by Chaz Chance# In reply to IT guy response

Unless, of course, there is a program running somewhere that waits until he hasn't logged in for a while, and then...

Oh, the joys of working in a profession where NOTHING is impossible.

PS Disaster recovery people are paid to be paranoid.

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