This week, the RWW saga continues with Mike sanding in the hall and opening the door to Iris' office asking if he could meet for the next hour, to which he exclaimed, Sure. Erik Paulson, the helpdesk manager, stood next to Mike, both with serious expressions. Please bring with you the HR policy manual that Mike requested from Iris and that Iris agreed to. As he proceeded down the hallway, Mike informed Iris of the situation unfolding in the conference room adjacent to the CEO's office where three people already resided. The trio entered the meeting room and quickly sat down, as RWW CEO Robin Gateere began the meeting. Facilitating the meeting was Jerry Martin for the legal department. Senior Vice President of Human Resources Gloria Simpson was also in attendance. Due to her knowledge of information security in relation to HR policy, Iris was invited to this senior management meeting. Jerry from the legal department explained that hiring policies needed to be reevaluated due to recent events. Jerry further explained that one of RWW's employees had been arrested, resulting in negative television and newspaper coverage of RWW. Come to find out, the arrested employee was convicted of sexual assault and was on probation. The employee in question was hired to work at the helpdesk by the IT department. After discovering that this employee was running a pornographic site, police revoked his parole and he was sent to state prison. How and why he became employed by RWW and how to proceed has been called into question. The aforementioned employee's employment was terminated due to failure to show up for work. Erik admitted to being the hiring manager and recruited Eric, the employee in question. Erik defended himself bye... halfway down the paper... (Whitman & Mattord, 2010 p. 388). Therefore, pre-screening and forwarding only applications from GIAD, CISA, CISSP and/or CISM certified individuals could potentially exclude a good number of highly qualified candidates. 2) I explained what was wrong with the focus on HR in the previous article question. The authors of our textbook explain that many organizations use certification as a measure of a candidate's competence (Whitman & Mattord, 2010 p. 399). However, in most cases, there is no relationship between experience and certification. Therefore, certifications alone do not identify candidates with the most work experience and/or appropriate skills. (Whitman & Mattord, 2010 pp. 424 and 425). References Whitman, M. E., & Mattord, H. J. (2010). Information security management. (3rd ed.). Boston: Course Technology, Cengage Learning.