36 karma · joined November 19, 2017
- decommodify personal details by making them illegal to resell or distribute without permission
- restore individual control: require giving distribution and update/modify/delete rights back to the individual
- mandatory incident reporting requirements with personal criminal liabilities to executives for failing to disclose breaches
- mandatory compensation, determined by independent government risk management, to customers based on the expectation of risk incurred plus insurance against losses for 5 years
- ensure minimum security requirements, similar to PCI-DSS, by formation of a federal information security standards agency that produces practical, effective configuration and architectural standards and collects external/internal audits and conducts spot-check compliance audits similar to the IRS for taxes
- institute an opt-in national identity virtual & physical card with provably secure public/private key management, open-source infrastructure that isn’t based on social security numbers. Perhaps managed by a non-profit which includes security researchers and consumer advocates, with industry advisers with less power.
- phase out use of social security numbers as a primary key, eventually making it illegal to use and require a unique identifier generated for each service by previous system that is not shared by any other system. To connect two identifiers requires the person’s approval, the person can change their per-service identifier at any time and it changes once per year anyhow
For anything broken that can’t be fixed or replaced to the original value, he should seek a diminished value claim.
Comparision matrix of coverage amongst standard plans:
http://www.andersonmurison.com/personal/coverage%20compariso...
IANALOIA
Another aspect is near-realtime organization-visible projects, issue status (and ticket system) and KPIs that show attribution to prove people to gain visibilty and credit to avoid “what does person X do all day?” This also makes performance reviews more automated for both sides of the table.
Having unified, unform tiers of performance management processes that ensure minimum of staff and management fudging plus including qualitative, 360 feedback also helps scale the management and HR layers.