For example, the technology department may be tasked with routine maintenance for all IT-related policies and procedures, whereas the human resources department may be responsible for the maintenance of standards of conduct, recruiting practices and general employment laws.
Collaborate with the appropriate individual to identify the outdated information, and replace it with the correct content.
Each employee should submit a signed acknowledgement of the revision.
More complex changes, particularly those to procedures, may require a group training class or presentation to ensure the changes are clearly understood by all affected colleagues.
Once the appropriate revisions are complete, perform your due diligence to confirm that the information is accurate and compliant with any applicable laws.
If needed, ask for a second opinion from an internal subject matter expert or attorney.
As a last resort, if postponing updates is required, it should only be for as short of a time as possible, and the ideal approach would be to ensure that the system that is not updated is not used for other purposes (taken off the network) and not exposed to threats to which is may be vulnerable.
Criminals and security researchers are constantly prodding and testing the code, looking for flaws that can allow a “computer hacker” to take control of a computer or steal valuable data.
Additionally, update the policy or procedure in the employee handbook, intranet and any other locations that contain the previous version.
Based in Virginia, Amanda Banach has been a writer since 2009.
When a flaw is discovered, the software vendor issues an “update” or a “patch” to fix the problem.
It is like a recall to replace a defective part for a car.