Active Attacks Sample Clauses

Active Attacks. For Protocol MIIA, a traditional impersonation attack where user E successfully completes a protocol (including key computation in our case) with B (resp. A) by impersonating A (resp. B) would occur in step 1 from Section 4. (Recall from the previous section, the Wi released during step 2 provide no extra information.) According to Xxxxxxx 2, this is unlikely. In all of the MP schemes we have investigated thus far, there has been an implicit assumption that if you were able to successfully complete a protocol with several users, then each of these users is honest. Relaxing this assumption introduces the following possible attacks (which are applicable to our schemes as well as the Xxxxxxxxx-Xxxxxxx scheme). Consider a multi-party protocol between users A, B, C and D who are ori- ented on a ring. If C's left and right partners are B and D (i.e. the users with whom C will perform protocol P) then B, C and D can collude by shielding C. By this we mean that B and D can construct their messages such that C can impersonate some Z. This is possible since no direct authentication is performed between users A and C. At the end of the protocol, A could be made believe that the protocol consists of users A, B, Z and D. Of course, this would not allow C (impersonating Z) to compute the key on his own (see Section 3.2) but the key can be given to C by one of B or D (C's colluding partners).
AutoNDA by SimpleDocs

Related to Active Attacks

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Communicable Diseases (a) The Parties to this Agreement share a desire to prevent acquisition and transmission where employees may come into contact with a person and/or possessions of a person with a communicable disease.

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!