ACAS X ACAS X is a family of collision avoidance capabilities being developed to support future airspace requirements & address TCAS II Shortfalls Transitions from Explicit Programming (TCAS) to Decision Theoretic Planning (ACAS X). The Assured Compliance Assessment Solution (ACAS) automates network discovery and vulnerability scanning capabilities, to include configuration (compliance) assessments. The solution is comprised of the main suite of tools required by the DoD and includes Tenable.sc (formally SecurityCenter) and Nessus offerings.

1. Acas Capability Provides A Means For Dummies
2. Acas Capability Provides A Means For Controlling
3. Acas Capability Provides A Means For Individuals

ACAS is a network-based security compliance and assessment capability designed to provide awareness of the security posture and network health of DoD networks. ACAS is a system that ensures security for the DoD networks. ACAS is a system that monitors and corrects vulnerabilities to provide security for the DoD networks. A capability process allows an employer to help improve an employee's poor performance or deal with possible incapability due to ill health.

SecureStrux takes pride in making data monitoring, data protection, and scanning a manageable task.

Our team will help you identify, prioritize, and remediate potential vulnerabilities to meet your organization’s risk tolerance.

Our organization offers a host of different scan engineering options to best support your organization.

ACAS

The Assured Compliance Assessment Solution (ACAS) automates network discovery and vulnerability scanning capabilities, to include configuration (compliance) assessments. The solution is comprised of the main suite of tools required by the DoD and includes Tenable.sc (formally SecurityCenter) and Nessus offerings.

Ease the stress of your compliance assessments (CCRI/SAV). By choosing the right partner, you will be able to demonstrate proper network protection and governance to maintain contracts and grow your operations.

Tenable

Effective security teams require a quick and accurate method to identify vulnerabilities and misconfigurations within their system infrastructure. The Tenable line of products provides the means to accomplish this task by facilitating the scans, identification, prioritization, and remediation guidance for known vulnerabilities and can help organizations reduce risk exposure.

HBSS

The Host-Based Security System Center is a data monitoring and analytics capability that provides administrators and select teams access to real-time asset status and reports, plus centralized configuration and management tools that enable your organization to react quickly.

The Endpoint Security suite of products is designed to actively protect your network assets from theft, manipulation, or loss from internal or external threats. The centrally-managed server allows staff to deploy, update, configure, and manage the suite of products remotely and discreetly across your network.

Vulnerability Assessments

Conducting vulnerability assessments to identify security weaknesses within networks, systems, and applications is an essential aspect of managing cyber hygiene. Vulnerabilities emerge from various sources and are often the result of unpatched software, system misconfiguration, and/or implementation errors in access controls. Failing to fill these security holes could result in the compromise of your data, which could be devastating to your organization. At SecureStrux, our team understands the ins and outs of vulnerability assessments. SecureStrux will help your organization secure networks, protect against vulnerabilities, and prepare for and pass compliance inspections.

Vulnerability Management Engineering

To discuss your specific Vulnerability Management Engineering needs, please connect with our sales team.

There’s no straightforward way to let go of an employee due to ill health. There are five fair reasons to dismiss an employee, they are:

1. Misconduct.
2. Redundancy.
3. Illegality.
4. Capability.
5. And other substantial reasons.

Dismissing staff due to sickness is dependent on their capability. This requires you to prove that you’ve dismissed them because of their inability to perform tasks, as opposed to discriminating against them. You’ll also have to show that you’ve given them fair opportunities to improve.

It’s important to have a procedure in place to avoid claims of discrimination or unfair dismissal.

This post explores the process for termination of employment due to ill health.

How to fairly dismiss an employee on grounds of ill health?

Dismissal should be a last resort after exhausting other efforts. Remember to consider reasonable adjustments such as flexible working hours, remote working or issuing alternative responsibilities.

Acas Capability Provides A Means For Dummies

If you aren’t able to make reasonable adjustments, then it may be fair to dismiss them by reason or incapability.

To avoid claims of discrimination, you’ll have to prove that dismissal was fair and as a result of their incapability.

This includes evidence of reasonable adjustments made as well as any other opportunities provided to improve said employee’s performance or to return them to work.

Before dismissal on grounds of capability due to ill health, you’ll need to find out the current medical positions. Consider contacting the employee’s GP (with the employee’s permission, of course), for a report on their illness and their recommendations in relation to working.

Remember to request ‘fit notes’ after prolonged absences. These are a great way to prepare employees for returning to work. It gives you the opportunity to gain insight into what the doctor thinks could get the employee back to work.

Some factors to consider before dismissal include the:

• Nature of illness.
• Likelihood of reoccurring absences due to ill health.
• Length of absence.
• Length of service.
• Impact on business.
• Impact on other employees.
• Organisation’s sickness policy.

You can also consider hiring an occupational health specialist to carry out a health assessment. Conducting this assessment allows you to confirm what the problem is, how it’ll affect their job and when/if they’ll be ready to return to work.

Dismissal during the probationary period due to sickness

While dismissal during the probationary period due to sickness is not uncommon, it’s important to take extra precaution to avoid claims of discrimination.

It’s understandably frustrating to hire an employee on a three to six-month probation period only for them to take some weeks off due to illness.

Instead of dismissing a new recruit due to a disability, you may consider reasonable adjustments like extending their probation period to give them more time. Remember to inform the employee about this extension and your right to do so.

Remember that you have a legal duty to support disability in the workplace. Before you consider dismissing an employee, you need to prove that you’ve exhausted all other avenues of trying to support them.

Dismissal due to ill health: Benefits

Apart from Statutory Sick Pay (SSP) when capability dismissal is due to ill health, other benefits include:

Acas Capability Provides A Means For Controlling

• Employment and Support Allowance (ESA).
• Personal Independence Payment (PIP).
• Universal Credit.

Most employee benefits including ESA are now covered under Universal Credit. However, there’s also a ‘new style ESA’ that employees unable to work or with reduced hours may be eligible to depending on their National Insurance record.

Expert support

Contact us today for advice on absence and sickness policies that works for your organisation. Speak to a Croner expert on 0808 145 3375.

Acas Capability Provides A Means For Individuals

Disclaimer: These guides are for guidance only and should not be treated as a substitute for specific legal advice on your situation.