I. Distinguish the difference that temporary employees are hired by the organization to serve in a temporary position or to supplement the existing workforce when compared to permanent employees.
II. Review the concept of how these employees may be paid employees of a “temp agency” or a similar organization and are hired by them directly. Additionally, they are often not subject to the contractual obligations or general policies of other employees.
III. Stress if these individuals breach a policy or cause a problem, the strongest action the host organization can take is to terminate their relationships with the individuals and request that they are censured.
IV. Explain how from a security standpoint access to information for these individuals should be limited to that which is necessary for them to perform their duties.
V. Critique the practice that the organization can attempt to have temporary employees sign nondisclosure agreements and fair use policies, but a temp agency may refuse, forcing the organization to either dismiss the temp worker or allow him or her to work without the agreement.
VI. Emphasize you should ensure the temp worker’s supervisor restricts the information to which the temp has access and make sure all employees follow good security practices, especially those practices relating to clean desk policies and the security of classified data.