Welcome to our system resilience and fault tolerance module. In this module, we will discuss minimizing network downtime. It is crucial for us to maintain network resource availability. One of the three primary security principles is availability, and if our system goes offline, we are not adhering to that principle for our users and customers. Both external and internal threats can cause our system to go offline. Additionally, component or device failures can also impact our availability. To mitigate this, we should aim to avoid single points of failure. If we do identify a single point of failure, we must implement redundancy measures to ensure that the failure of that component does not result in a complete network failure. In the provided picture, we can see a single file server responsible for all the network resources. If this file server goes offline, we lose access to all the resources on our network. To address this, we can utilize redundant servers with failover capabilities. If our primary server goes offline, the data being transmitted to it can automatically be routed to a secondary or backup server. We can choose to either mirror the data on both servers or store it in a centrally located storage area network (SAN) or network-attached storage (NAS). Redundant components such as power supplies are also important. By having multiple power supplies, if one fails, the server can still be powered by the second supply until the faulty one is replaced. Server clustering is another technique that can improve availability and scalability. By grouping high availability servers together, they are treated as a single system, making management easier. This allows for increased efficiency and faster processing by distributing tasks among the servers. Alternatively, we can implement a failover method where the secondary server remains inactive unless the primary system goes offline. In...
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Redundancy certificate Form: What You Should Know
Separation certificates are issued to employees after they have been dismissed from their job due to redundancy or transferred to a new position. The employer's reasons for the dismissal shall be stated in the notice. The notice under Regulation 347/1991(S.I. No. 347/1991) for the dismissal or transfer shall state that the employee is entitled to a redundancy certificate on the basis of the following reasons, viz.:— 1. The employee had been working for the same employer for more than 6 months. 2. The employee was dismissed for misconduct, or in consequence of non-renewal of the employee's Employment Contract. 3. The employee, being not a full-time employee was dismissed for ill health, illness, or maternity. 4. The employee had been dismissed for poor performance or conduct. 5. The employee had been dismissed because of non-renewal of the employment contract. A redundancy certificate shall be issued at the employer's expense to the employee or employees concerned. Separation certificate for redundancy purposes An employee who has completed 6 months of employment may request to be given a redundancy certificate in respect of their last 12 months of employment. A redundancy certificate shall be issued to them at a cost not exceeding £30(£27 if their employment began before 01 April 2001) unless they are in receipt of unemployment benefit or unemployment-related benefits. These costs are payable in accordance with the regulations.
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