words. and it talks about how people develop their pass words. it s not hard for them to figure it out. i don t think they re just figuring out things that they love, so a lot of these attacks are of the mass kind, so there s different ways to get in. on this particular piece, which is a corporate one, i had an idea about one thing that as a perspective employee, if you re interviewing a company, one question you might ask them is what is your cyber security policy. how protected am i if i come to work here? and that could become a competitive advantage for companies that actually do it well. they also get a breach too that s pretty easy to hack into, because you have employees that work into it, and they hack into their employee servers from their iphones and their i pass and their desk tops. the defenses that sony have, and the hackers as sophisticated as they were, they would have gotten past 90% of the software
it s about finding out who you re hiring and what their proclivities are. this is an opportunity here for employers to find out whether this is the kind of person they want to have representing them as an employer in dealing with young children. and more importantly, we owe it to the parents of these children to allow for this opportunity for employers to find out if these are people that are going to be predators on their children. there is also the issue obviously of privacy. and that s why really this hasn t been done before. you were a lawyer for dismy once. yes. i m sure you know privacy issues as well as anyone. what would stop employers, though, from some of these companies from asking other personal questions that might have nothing to do whether a potential employee is a child predator? the perspective employee goes into the interview knowing there is going to be a polygraph. at this point you kind of put your privacy issues aside. because if you want the job, you ll g
done before. you re a lawyer for disney. i m sure you know privacy issues. what would stop them from asking other personal questions that tice not have anything to do with whether an employee is a child predator? the perspective employee goes in knowing there is going to be a polygraph. at that point, you kind of put your privacy issues aside because if you want the job, you go through with the interview, if you don t, you won t. more importantly, transparency is there so they can find out a background of the people they are hiring. again, these are individuals that are going to have a close relationship with minor children. we owe it to these children, we owe it to their families, we owe it to our future, again, to make sure that we do everything we can to protect them. would you want to limit sort of the questions that would be asked to this particular top pick? you know, it s not a question whether we ll legislate the questions or not. we ll leave that up to professionals. the
access we didn t have the technological advances we have today. we need to allow employers to find out who they re hiring if they re going to be dealing with minor children in these types of situations. you know, as we saw from the earlier interview, those that had background checks usually can get caught. but if we can allow for a polygraph, and when the perspective employee goes in there knowing they re going to be polygraphed, it allows the employer to an opportunity to find out what their background may be. and it allows us to prevent the next event from ever happening, to allow the next victim from ever occurring, we have made tremendous strides with our laws. so let me ask you about this. as you know, polygraph tests have proven to be inaccurate. they re not admissible in court including the state of florida because of the inaccuracies. to someone who might ask why employers would be allowed to use a tool which is inaccurate you say what? well, again, it s another tool for th
strengthen our efforts. sea world and universal studios say they have zero tolerance and say they do everything they can. sheriff grady judge said child oriented businesses to polygraph would be employees. congress man ross, thanks for being with us. why do you think this legislation is necessary? it s another tool in the tool box. the act was passed 25 years ago and we didn t have internet access and advances we have today. we need to allow employers to find out who they are hiring if they deal with minor children in these types of situations. you know, as we saw from the earlier interviews, those that had background checks usually can get caught but if we can allow for a polygraph and when the perspective employee goes in there knowing they will be polygraphed, it allows the employer an opportunity to find