To be able to provide compliant HCM services and solutions to our clients, ADP must have an effective compliance program built on sound foundations and standards. The quality of our internal compliance controls directly affects the value of the services we deliver for our clients, as well as the engagement of our own associates. Read on to learn more about how we manage compliance across the HCM products, services and solutions we deliver to our multinational clients.
Accountants Guide to Workers Compensation & Health BenefitsADP, LLC
Accountants, as trusted advisors, are often called upon to help small business clients figure out their insurance needs. Few accounting firms have a licensed insurance agent available — only 8% of survey respondents were licensed or had a licensed insurance agent in the firm. Review this guide to help you understand how you can help!
Learn why accountants should leverage the power of a Payroll Business and how generational perspectives can influence your approach to business growth.
We know your world has changed. HR isn’t simply about getting things done anymore. You’re expected to help your company thrive, by providing and retaining a better workforce. As one of the world’s largest and most experienced HR providers, ADP offers you recruit-to-retire services and solutions that help you build the team that you need to succeed. Get the Facts about ADP and how we can help.
Complying with government regulations is a tough job, even for large organizations with the best resources. For midsized businesses with limited resources, facing compliance fueled by increasing layers of regulatory complexity can have a direct impact on profitability.
How competitive is your workforce compared with that of other companies? This is a critical question that, up until now, could only be answered by third-party, survey-based benchmarks that are often out-of-date, based on small sample sizes, and lacking the right detail for you to take action. Benchmarking from ADP offers the unmatched ability to compare your workforce data to market averages, based on real, up-to-date anonymized and aggregated HR and pay data from ADP’s U.S. client base of 24 million employees.
Global Compliance Across the ADP PortfolioADP, LLC
To be able to provide compliant HCM services and solutions to our clients, ADP must have an effective compliance program built on sound foundations and standards. The quality of our internal compliance controls directly affects the value of the services we deliver for our clients, as well as the engagement of our own associates. Read on to learn more about how we manage compliance across the HCM products, services and solutions we deliver to our multinational clients.
Choosing the right Professional Employer Organization will help your business remain in compliance, leverage the efficiencies of great technology, and facilitate access to comprehensive capabilities that will benefit your business and its employees. So what are the most basic and key things you need to know about PEO?
Combining seasoned experts, tested processes, and scalable technologies built from decades of experience managing payroll complexity – ADP GlobalView HCM is a powerful, intuitive, global Human Capital Management (HCM) infrastructure that supports finance, HR and other departments, enabling organizational change and agility worldwide.
Accountants Guide to Workers Compensation & Health BenefitsADP, LLC
Accountants, as trusted advisors, are often called upon to help small business clients figure out their insurance needs. Few accounting firms have a licensed insurance agent available — only 8% of survey respondents were licensed or had a licensed insurance agent in the firm. Review this guide to help you understand how you can help!
Learn why accountants should leverage the power of a Payroll Business and how generational perspectives can influence your approach to business growth.
We know your world has changed. HR isn’t simply about getting things done anymore. You’re expected to help your company thrive, by providing and retaining a better workforce. As one of the world’s largest and most experienced HR providers, ADP offers you recruit-to-retire services and solutions that help you build the team that you need to succeed. Get the Facts about ADP and how we can help.
Complying with government regulations is a tough job, even for large organizations with the best resources. For midsized businesses with limited resources, facing compliance fueled by increasing layers of regulatory complexity can have a direct impact on profitability.
How competitive is your workforce compared with that of other companies? This is a critical question that, up until now, could only be answered by third-party, survey-based benchmarks that are often out-of-date, based on small sample sizes, and lacking the right detail for you to take action. Benchmarking from ADP offers the unmatched ability to compare your workforce data to market averages, based on real, up-to-date anonymized and aggregated HR and pay data from ADP’s U.S. client base of 24 million employees.
Global Compliance Across the ADP PortfolioADP, LLC
To be able to provide compliant HCM services and solutions to our clients, ADP must have an effective compliance program built on sound foundations and standards. The quality of our internal compliance controls directly affects the value of the services we deliver for our clients, as well as the engagement of our own associates. Read on to learn more about how we manage compliance across the HCM products, services and solutions we deliver to our multinational clients.
Choosing the right Professional Employer Organization will help your business remain in compliance, leverage the efficiencies of great technology, and facilitate access to comprehensive capabilities that will benefit your business and its employees. So what are the most basic and key things you need to know about PEO?
Combining seasoned experts, tested processes, and scalable technologies built from decades of experience managing payroll complexity – ADP GlobalView HCM is a powerful, intuitive, global Human Capital Management (HCM) infrastructure that supports finance, HR and other departments, enabling organizational change and agility worldwide.
Successful organizations recognize employees are their most valuable asset. They are the heart and soul of your business. In turn, organizations spend a lot of time recruiting, training, and managing employees which is a signifcant investment. One of the best ways to protect your investment is to create engaged employees by communicating with them. Often.
Personalized Workforce Optimization Solutions Just for YouADP, LLC
You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges. We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.
Learn how Blackstone found significant value in deploying a single global payroll solution and transferred that knowledge across the firm’s private equity portfolio.
If payroll takes up too much of your time…
If keeping on top of deductions and tax payments stresses you out…
If you’ve had problems with late or incorrect payroll…
…we need to talk.
Payroll is fundamental for every business, but it can get in the way of the bigger picture stuff.
We think there’s a better way to do it, with the help of the people who have made smarter small business payroll and HR their number one priority.
So you can get on with you do best, and get the benefit of:
• The best payroll guidance
• Easy-to-use technology
• Rock-solid compliance
• Payroll support 24/7/365
We need to talk about payroll.
Thomson Reuters Legal Department In-Source & Efficiency ReportPaul Authachinda
These trends illustrate that departments have
several levers to pull to achieve efficiency
and will continue to redefine the ways legal
work is addressed by internal resources within
the legal department and with outside counsel
for the time to come.
Preparing for the Future: How Professional Employer Outsourcing Will Help Sma...CPEhr
In recent years, Human Resources Outsourcing has grown from merely an interesting idea, to a way of doing business. Despite the current economic woes, HR Outsourcing continues to grow as employers look to consolidate vendors, cut costs and improve efficiencies. When considering whether or not to outsource human resources, employers should review all aspects of their employee administration, compliance and strategic needs to determine which elements should be outsourced, and which can be maintained in-house. Some employers may be only looking to outsource a specific function or process, such as payroll administration, recruitment or benefits administration, while others may find it more productive to outsource the entire spectrum of their human resources function. For those looking for the broadest and most comprehensive solution possible, Professional Employer Outsourcing (PEO) is the answer.
Companies have traditionally performed a large range of functions in-house, regardless of internal capability, or criticality to the business. This was driven by the absence of dependable service providers to outsource to and partially because of insecurity. Most companies pursued vertical integration to control the value chain1. The 90s challenged this mindset when Hamel and Prahlad’s theory of core competence captured the imagination of CEOs worldwide. Core competence theory seemed to urge businesses to stay focused only on functions and processes that were core to the organization.
Protection You Need from the Partner You TrustADP, LLC
Partnering with ADP gives you the advantages of an industry leading advanced platform defense, intelligent detection, automated data protection, fraud defense, identity and access management, and so much more. By embedding multiple layers of protection into our products, business processes, and infrastructure, you can be sure that security remains at the forefront of our business and yours.
Successful organizations recognize employees are their most valuable asset. They are the heart and soul of your business. In turn, organizations spend a lot of time recruiting, training, and managing employees which is a signifcant investment. One of the best ways to protect your investment is to create engaged employees by communicating with them. Often.
Personalized Workforce Optimization Solutions Just for YouADP, LLC
You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges. We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.
Learn how Blackstone found significant value in deploying a single global payroll solution and transferred that knowledge across the firm’s private equity portfolio.
If payroll takes up too much of your time…
If keeping on top of deductions and tax payments stresses you out…
If you’ve had problems with late or incorrect payroll…
…we need to talk.
Payroll is fundamental for every business, but it can get in the way of the bigger picture stuff.
We think there’s a better way to do it, with the help of the people who have made smarter small business payroll and HR their number one priority.
So you can get on with you do best, and get the benefit of:
• The best payroll guidance
• Easy-to-use technology
• Rock-solid compliance
• Payroll support 24/7/365
We need to talk about payroll.
Thomson Reuters Legal Department In-Source & Efficiency ReportPaul Authachinda
These trends illustrate that departments have
several levers to pull to achieve efficiency
and will continue to redefine the ways legal
work is addressed by internal resources within
the legal department and with outside counsel
for the time to come.
Preparing for the Future: How Professional Employer Outsourcing Will Help Sma...CPEhr
In recent years, Human Resources Outsourcing has grown from merely an interesting idea, to a way of doing business. Despite the current economic woes, HR Outsourcing continues to grow as employers look to consolidate vendors, cut costs and improve efficiencies. When considering whether or not to outsource human resources, employers should review all aspects of their employee administration, compliance and strategic needs to determine which elements should be outsourced, and which can be maintained in-house. Some employers may be only looking to outsource a specific function or process, such as payroll administration, recruitment or benefits administration, while others may find it more productive to outsource the entire spectrum of their human resources function. For those looking for the broadest and most comprehensive solution possible, Professional Employer Outsourcing (PEO) is the answer.
Companies have traditionally performed a large range of functions in-house, regardless of internal capability, or criticality to the business. This was driven by the absence of dependable service providers to outsource to and partially because of insecurity. Most companies pursued vertical integration to control the value chain1. The 90s challenged this mindset when Hamel and Prahlad’s theory of core competence captured the imagination of CEOs worldwide. Core competence theory seemed to urge businesses to stay focused only on functions and processes that were core to the organization.
Protection You Need from the Partner You TrustADP, LLC
Partnering with ADP gives you the advantages of an industry leading advanced platform defense, intelligent detection, automated data protection, fraud defense, identity and access management, and so much more. By embedding multiple layers of protection into our products, business processes, and infrastructure, you can be sure that security remains at the forefront of our business and yours.
How an Organization Can Elevate Compliance Standards360factors
A properly designed and effectively executed compliance program is critical for enhancing and validating company performance and reducing compliance risk. However, the efficacy of a compliance program depends on whether it is a paper program or is integrated within the company and used almost daily.
To elevate compliance standards, organizations can follow the below-mentioned practices:
• Understand the Requirements
• Identify and Assess Compliance Program
• Create Transparency
• Ensure Operational Compliance
• Resolve Problems and Issues
For more details: https://bit.ly/3REefMr
Another survey conducted in 2021 by the International Association of Privacy Professionals (IAPP) found that compliance with data protection laws such as GDPR and CCPA is the top privacy-related concern for organizations.
Survey results - Centrally vs Locally managed complianceNimonik
We surveyed EHS professionals from large organizations and found out that leading organizations are shifting from locally managed compliance to centrally managed compliance. The main driver of this change is the need for the management to have direct oversight on compliance issues at facilities worldwide.
Build a business case for compliance March 2022Nimonik
One company, one compliance approach – that is what Nimonik recommends. Too many companies take a siloed and ad-hoc approach to compliance. With growing compliance issues across privacy, trade, cyber-security, environmental, safety and other areas – this whack-a-mole approach is no longer tenable. This webinar discusses how to build a business case for taking a disciplined approach to management systems and compliance.
Recording: https://nimonik.com/2022/03/build-your-business-case-for-a-centralized-comprehensive-compliance-program/
INITIAL COMPLIANCE APPROVAL IN JUST 2 MINUTESMay Martinsen
Did you know you can now check millions of international registry for PEP`s, Sanctions, Terrorism lists and Watchlists fast? Get the results in only 2 minutes. For more information, contact post@irmigroup.com
How to Choose the Right Compliance Management Software for Your Business.pdfMYND Solution
Compliance management plays a vital role in upholding an organisation’s values and fostering its growth. In today’s global landscape, compliance requirements can be intricate and burdensome, with rapid changes, associated risks, and regulatory scrutiny posing significant challenges.
ISO 14001 Certification in Zambia is crucial for many organizations because it sets out a clear framework for managing their environmental performance to protect people, resources, society, and property while improving efficiency and productivity. Factocert provides ISO 14001 Consultant service in Lusaka, Kitwe, Ndola, Kabwe, Chingola, and other major cities
The IT Auditing Series is a series of 10 2-hour webinars.
The study program consists of 5 modules Basic and 5 modules Advanced spanning a broad range of topics and issues in the IT Auditing field. The emphasis in all webinars is therefore on practical aspects, of Internal Auditing.
The course content is based upon ISACA Framework which has been accepted world-wide as the basis of skills and competencies required for all IT Auditors.
This session covers risk analysis for auditors
Waystone Compliance - Global Product Suite 2023.pdfJonathan White
Waystone is a global provider of risk, governance, compliance and administration services with 24 offices globally, over 1,000 employees and $2 Trillion of assets services across 4 verticals.
1) European Solutions – The most substantive provider of Manco ($350b) and Distribution support services in Europe.
2) Governance – The most established provider of Cayman governance and Compliance Solutions
3) Regulatory Compliance – A global regulatory compliance practice
4) Fund and Corporate Administration
Introduction to IT compliance program and Discuss the challenges IT .pdfSALES97
Introduction to IT compliance program and Discuss the challenges IT divisions face in achieving
regulatory compliance? Discuss detailed plan which includes initiating, planning, developing and
implementation of IT compliance?
Solution
Answer:
IT compliance program
Compliance is either a condition of being as per built up rules or determinations, or the way
toward winding up so. Programming, for instance, might be produced in Compliance with details
made by a principles body, and after that sent by client associations in Compliance with a
merchant\'s permitting assertion. The meaning of Compliance can likewise include endeavors to
guarantee that associations are maintaining both industry directions and government enactment.
Duty
Duty by the overseeing body and senior administration to compelling Compliance that pervades
the entire association.
The Compliance approach is adjusted to the association\'s system and business targets, and is
supported by the overseeing body.
Suitable assets are assigned to create, execute, keep up and enhance the Compliance program.
The overseeing body and senior administration embrace the targets and technique of the
Compliance program.
Compliance commitments are recognized and evaluated.
Execution
Obligation regarding Compliance results is obviously explained and doled out.
Fitness and preparing needs are distinguished and routed to empower representatives to satisfy
their Compliance commitments.
Practices that make and bolster Compliance programs are supported, and practices that bargain
Compliance are not endured.
Controls are set up to deal with the distinguished Compliance commitments and accomplish
wanted practices.
Observing and estimating
Execution of the Compliance program is observed, estimated and written about.
• Improving IT framework with the goal that more successive information is accessible
for certain hazard zones (credit hazard and liquidity chance)
• Process upgrades to foundation in order to lessen dependence on manual workarounds
and to mechanize collections
• Simplifying current IT engineering and information streams crosswise over divisions
and legitimate substances to streamline the total procedure and to empower snappy
conglomeration of hazard information amid times of pressure
• Ensuring that predictable and coordinated information scientific classifications and
lexicons exist at the gathering level, and all through the association
• Identifying and characterizing \"information proprietors\" to enhance responsibility.
Compliance is a common business concern, incompletely as a result of a regularly expanding
number of directions that expect organizations to be cautious about keeping up a full
comprehension of their administrative Compliance prerequisites. Some conspicuous controls,
guidelines and enactment.
As directions and different rules have progressively turned into a worry of corporate
administration, organizations are turning all the more every now and again to specific
Compliance p.
Similar to Global Compliance Across the ADP Portfolio (20)
ADP Chief Security Officer Roland Cloutier breaks down the top five security issues facing global businesses. What are the main threats of the future? And how can we prepare for them?
Shattering the Benefits Mold Dave Marini, DVP Strategic Advisory Services Ber...ADP, LLC
Information on the current HCM landscape, benefits as a value prop in the workplace, and a communication strategy around benefit offerings, participation and engagement.
Leveraging the FY17 ADP Benefits Summit to network with fellow colleagues and industry leaders and explore how leaders are transforming their benefits strategy during a time when dramatic transformations in benefits models, Health Care Reform, and workforce innovation are changing the way top-performing organizations build and manage their benefits
HMSHost International: The Global Human Capital Management JourneyADP, LLC
Learn how HMSHost International, has one consistent view of its workforce around the globe, achieving higher employee engagement and consistency in HR processes and systems.
Protection You Need from the Partner You TrustADP, LLC
Partnering with ADP gives you the advantages of an industryleading advanced platform defense, intelligent detection, automated data protection, fraud defense, identity and access management, and so much more. By embedding multiple layers of protection into our products, business processes, and infrastructure, you can be sure that security remains at the forefront of our business and yours.
You have a winning business idea plus the passion and skills to make it a success. But the process of actually getting your company off the ground can be overwhelming. Trust us, you’re not alone. We created this simple guide with you in mind — to help make the tricky (and let’s face it, not so fun) aspects of becoming your own boss a little less daunting.
Global Compliance Across the ADP PortfolioADP, LLC
To be able to provide compliant HCM services and solutions to our clients, ADP must have an effective compliance program built on sound foundations and standards. The quality of our internal compliance controls directly affects the value of the services we deliver for our clients, as well as the engagement of our own associates. Read on to learn more about how we manage compliance across the HCM products, services and solutions we deliver to our multinational clients.
Midsized businesses play an important role in the recovering U.S. economy. The Association for Corporate Growth (ACG), for example, reports that while midsized businesses represent just 1% of all businesses, they provide 26.5% (48 million) of all U.S. jobs. Review this whitepaper and learn about the three key themes which emerged in the study results - employee engagement, talent management, and compliance.
A Right Approach to Selecting The Right CandidateADP, LLC
ADP® provides U.S.-based multinational organizations with an integrated background screening solution built with on-demand technology supported by our screening and compliance expertise. Our systems dig into available public records to help ensure application information is accurate and that you have all the background knowledge you need on the talent you wish to bring on board. We help streamline the onboarding process by validating candidate information against Social Security Administration records and other public information.
The Evolution of Work - The Changing Nature of the Global WorkplaceADP, LLC
The workplace of the future is arriving now. Changes in technology, culture, and economies are having an impact on the way people work at all levels around the world. In order to understand how workplace trends are impacting the workplace, ADP Research Institute® (ADP RI) conducted an original qualitative and quantitative study among employers and employees in four major regions. Learn more through this white paper.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
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"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Attending a job Interview for B1 and B2 Englsih learnersErika906060
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
2. Contents
1. Introduction – the compliance environment in globalized markets 1
2. Compliance governance 2
2.1 Global compliance oversight 2
2.2 ADP Streamline’s compliance structure 2
2.3 Roles and responsibilities within ADP Streamline 3
2.4 Compliance management lifecycle & risk assessments 4
2.5 ADP Streamline’s service compliance: SOC 1 ISAE 3402 report 5
3. Partner management lifecycle 6
3.1 Partner selection & onboarding 7
3.1.1 Partner selection 7
3.1.2 Partner onboarding 9
3.2 Ongoing partner management 9
3.2.1 Regular service reviews & Key Performance Indicators 10
3.2.2 Executive business reviews 10
3.2.3 Training and support 10
3.2.4 Payroll Legislative Updates 11
3.2.5 Partner Anti-Bribery Compliance Program 11
3.3 Monitoring and audit 12
3.3.1 Financial Assessments 12
3.3.2 On-site Partner Audits 12
4. Our certifications and awards 15
Confidentiality
The information contained in this document is confidential, and remains the intellectual property of Automatic
Data Processing, Inc. and/or its affiliates (“ADP Group”). This document must not be reproduced, stored in a
retrieval system, or transmitted in any form by means electronic, mechanical, optical, photocopying, recording
or otherwise, without the prior consent of the ADP Group.
This document must be kept strictly confidential at all times. It must not be disclosed to any person without
the prior written consent of the ADP Group.
3. 1Compliance in ADP Streamline - January 2016
1. Introduction - the compliance environment in globalized markets
Global payroll executives state concerns over how to comply with mounting legal and
regulatory requirements in a multijurisdictional environment as their single biggest worry1
.
Consider the complexity of global legislation, the vast differences in policies of individual countries’ governing
bodies and the constantly evolving nature of the payroll-related regulatory landscape, and you can perhaps
understand their apprehension.
Without a doubt, the risks of non-compliance in today’s globalized marketplace have never been greater due
to the increasing regulatory oversight. Breach an anti-bribery regulation or break a payroll-related law, and
your company could face financial penalties, reputational damage, increased regulatory scrutiny and even
criminal charges – the impact of which can imperil even the most sophisticated global business.
To be able to provide compliant HCM services and solutions to our clients, ADP must have an effective
compliance program built on sound foundations and standards. The quality of our internal compliance
controls directly affects the value of the services we deliver for our clients, as well as the engagement of our
own associates.
Read on to learn more about how we manage compliance across the HCM products, services and solutions
we deliver to our multinational clients.
1 Global Payroll Survey 2014: One year on and closer to reality? Ernst & Young, 2014
Global footprint, local expertise
France DSN
Declarations to public
social intitutions have to be
submitted electronically on
a monthly basis
Russia Data Protection Law
Personal data have to be
hosted in Russia
Brazil eSocial
Events resulting in tax
obligations need to be
notified electronically
Japan ‘My Number ’
Employers have to collect
employees’ personal ID
numbers
(2015)
4. 2 Compliance in ADP Streamline - January 2016
A strong compliance program, built on an organization’s values and principles, is the
bedrock for creating a culture that is focused on outstanding quality and business
outcomes.
2. Compliance governance
ADP’s ‘Code of Business Conduct and Ethics’ is the foundation upon which
our compliance program is built. We review this Code on a regular basis
and make it available in 18 languages so that ADP employees around the
world can read it, understand it and put it into action. Complementing
the Code of Business Conduct and Ethics are other company policies and
procedures that outline responsibilities for compliance, including our Anti-
Bribery Policy, Antitrust (Anti-Monopoly) Compliance Guide, and Global
Privacy Policy among others.
Continuously reinforcing a compliance culture is an important aspect of our Compliance Program. We raise
awareness across ADP through regular training and relevant publications to drive changes in behavior, reduce
instances of wrongdoing and encourage open communication.
2.1 Global compliance oversight
ADP’s Global Compliance Office is responsible for the governance, strategies and initiatives of our company-
wide Compliance Program. The Chief Compliance Officer and central team support risk assessment activities,
provide tools, deliver corporate compliance communications and work to identify key risks across the entire
ADP corporation.
2.2 ADP Streamline’s compliance structure
ADP teams, wherever they’re based in the world, know that from initial contact with clients through to
implementation and then ongoing operations, compliance and integrity are embedded in all aspects of the
work we do for the benefit of our global clients.
Each business unit within ADP has a formal compliance program and dedicated Compliance Leader. ADP
Streamline’s compliance program, on which we collaborate closely with ADP’s Global Compliance Office, is
tailored to business-specific compliance requirements, aligned with ADP’s global policies and practices.
5. 2.3 Roles and responsibilities within ADP Streamline
ADP Streamline is part of ‘Global Enterprise Solutions’ – the part
of ADP dedicated to serving multinational (MNC) clients’ HCM
needs .
The Compliance Leader oversees a program that covers all of
our global products, services and operations. Responsible for
engraining compliance standards into all aspects of our daily
work, the Compliance Leader advises senior management
on how to mitigate compliance risks as well as designing and
monitoring the processes we need in place across our business
worldwide.
Our Compliance Leader also chairs the Compliance
Committee, which meets monthly and is staffed by senior ADP
professionals, including the General Manager. Overseeing
compliance initiatives, committee members review the impact
of regulatory developments and ensure that the adequate
internal policies, processes and controls are in place. They are
also responsible for allocating the resources required to comply
with the laws and regulations applicable to all ADP Streamline
operations.
Compliance Committee members are not alone in this
responsibility. They tap into the collective experience of subject
matter experts from across the whole ADP organization, who
work in sub-committees or working groups and develop
and implement the compliance initiatives as directed by the
Compliance Committee.
ADP Streamline has a dedicated
Global Partner Network
Department consisting of more than
40 professionals responsible for our
network of local payroll partners. This
team is based in our main hub offices
in Barcelona, Singapore, São Paulo
and Miami.
The Client Experience and
Continuous Improvement team
manages the framework for on-site
audits as part of the Partner Assurance
Program.
ADP’s Global Security Organization
carries out on-site partner audits
covering business governance,
payroll and IT & security controls.
These experts are responsible for the
management of security incidents and
other security-related areas.
6. 4 Compliance in ADP Streamline - January 2016
2.4 Compliance management lifecycle & risk assessments
We carry out regular as well as ad hoc risk
assessments of the ADP Streamline business
in order to meet the requirements of the ever-
evolving regulatory landscape.
This is a formal process that leverages the
experience and expertise of internal leaders
and subject matter experts. Taking into account
input from across the business, we then define a
Compliance Enhancement Plan to be approved
by the Compliance Committee based on the
likelihood and magnitude of the potential
impact on our business.
The Committee also monitors the progress of
our compliance initiatives, reviews business
escalations and new regulatory developments
and allocates the required resources.
Top compliance priorities:
7. 5Compliance in ADP Streamline - January 2016
2.5 ADP Streamline’s service compliance: SOC 1 ISAE 3402 report
ADP Streamline has designed and implemented controls in order to ensure our central services are compliant
with requirements set out by the US Sarbanes–Oxley Act (SOX) in order to prevent the risks associated with
payroll management.
The main areas covered by our controls
Our internal controls are audited on an annual basis by one of the ‘Big Four’ audit firms, who assess the
suitability of the design and operating effectiveness of the controls described in our control matrix and
policies. The auditors review and certify our organization’s compliance with international assurance standard
SOC 1-ISAE 3402 Type II, which includes how we execute our Partner Assurance Program.
The external auditor provides a report according to SOC 1 ISAE 3402 standards that is made available to
clients upon request.
Applications
change
management
User
management
Payroll
production
controls
Network
controls
(Vendor
Management)
Physical
access
IT
infrastructure
(IPC report)
8. 6 Compliance in ADP Streamline - January 2016
3. Partner management lifecycle
ADP’s obligation to ensure ethical and legal behavior doesn’t only apply to our own
employees – it also extends to the activities of our agents, consultants and business
partners who act on our behalf.
ADP Streamline has built a network of payroll
partners covering more than 100 countries and
territories (partnering with both ADP affiliates and
external subcontractors). Each has been carefully
selected as expert providers in the local country,
possessing a proven track record and normally at
least 10 years’ payroll experience.
Our international network of payroll partners
is crucial in helping to attain strategic business
objectives while allowing us to offer our clients an
enhanced service and in-depth knowledge of local
payroll laws, rules and regulations.
However, the use of third parties also increases
exposure to certain risks that can damage
businesses – even those with the most sophisticated
and carefully maintained processes. Some of these
risks are inherent to the payroll processing itself,
similar to the risks that would arise from ADP
conducting this activity directly.
Naturally, many of our clients want to know exactly how we manage these risks.
ADP Streamline’s network of professional payroll partners must deliver payroll services of the highest
standards, as defined in our subcontracting service agreement. Strong, centralized governance is at the heart
of our relationship with our partners, with the objective that both parties benefit from a mutually successful,
long-term business relationship.
Our Partner Assurance Program acts as a frame of reference for compliance with international standards and
regulations such as the previously mentioned SOX, ISAE 3402 and information security standards ISO/IEC
27001:2013.
This program is positively received by our partner community; motivating and guiding them on how to reduce
their level of risk when it comes to IT and security, payroll processing and business governance.
We apply this framework from the first moment that we begin to work with third-party vendors.
9. 7Compliance in ADP Streamline - January 2016
3.1 Partner selection and onboarding process
3.1.1 Partner Selection
Selecting ADP Streamline partners is a joint effort among
the Global Partner Network Department, Global Security
Organization and Compliance teams.
The initial phase of our partner selection process is carried
out by ADP Streamline’s Global Partner Network Department,
who identify and then vet prospective partners by means
of an evaluation form. This questionnaire covers business
characteristics (such as annual turnover, number of employees
and total client base size) as well as detailed information on the
firm’s experience in the payroll sector. At this stage, we also
establish:
what accreditation the company has,
its geographic coverage,
market position.
We also review country risk (such as political, economic, criminal aspects, among others) to help make
strategic business decisions regarding our payroll services.
Secondly, as part of this preliminary assessment, certified security experts from our Global Security
Organization review the shortlist of candidates, evaluating the maturity of the companies’ IT and security.
Members of our Global Partner Network Department then visit the company’s offices, to evaluate whether the
organization is suitable to be included on our selection shortlist.
Once a final candidate is selected, the Global Security Organization completes an on-site audit
independently to further assess IT & security and issue an audit findings report, based on established scoring
criteria.
10. 8 Compliance in ADP Streamline - January 2016
Thirdly, in today’s tight regulatory environment, businesses must be able to demonstrate to clients and
regulators that we know who we’re dealing with. We must know the true background of all of our business
associates - current and prospective – in order to meet compliance requirements, avoid regulatory fines
and protect our reputation. To this end, our Compliance Leader carries out Due Diligence Screening on the
company and its key personnel in order to manage reputational and regulatory counterparty risk in relation to:
Anti-Money Laundering (AML)
Organized Crime
Countering the Financing of Terrorism (CFT)
Corruption (Bribery)
War Crimes
Sanctions
Politically Exposed Persons (PEPs)
We use a risk intelligence tool which is considered the gold standard in PEPs monitoring,
AML screening and financial crime control. Through its extensive negative media research it
acts as an early warning system for hidden risk in business relationships – risk that compliance
regulations could be breached or threaten our reputation.
Financial stability assessments are another core component of our initial screening and ongoing monitoring
process. We source reports from a trusted global credit reporting agency, which include analysis of the
following areas (where available):
Financial statements
Bankruptcy probability factor
Company corporate data
Directorships and management team
Share capital structure, major shareholders
Check on bankruptcy filings, court judgments, debts collections, tax liens
Payment history.
Based on all of the selection criteria described above, ADP Streamline’s senior leadership will take the final
decision on whether an individual third-party vendor is ultimately selected as an ADP Streamline partner.
Our Legal team then finalizes the contract, making sure that the standard clauses are in place, including
provisions for anti-bribery, data privacy and security. Once the contract is signed, the partner onboarding
process begins.
11. 3.1.2 Partner Onboarding
Constructing a mutually compliant partnership starts by training our third-party payroll experts on ADP
Streamline’s Service Definition. This document is the core of clients’ contractual relationship with ADP
Streamline, in which we establish the terms of the service we deliver to clients in all countries for which they
have contracted our global payroll solution.
We also invest a considerable amount of time training new partners on ADP’s standards and control
requirements; making sure partners fully understand our governance model and service delivery framework
before we move on to operational training and the technicalities of systems integration.
3.2 Ongoing Partner management
ADP Streamline’s dedicated Global Partner Network
Department has overall responsibility for our partner
network, ensuring compliance and continuous
improvement through a number of activities such as
regular reviews, training and workshops.
Additionally, each year we take the opportunity to
nurture our relationships with our partners in person
through operational regional workshops and a separate
Executive Convention. Through plenary sessions
and interactive workshops, we discuss compliance
best practices in payroll processing, aiming to raise
standards and ensure operational consistency.
These and other activities are described in more detail
in the following sections.
12. 10 Compliance in ADP Streamline - January 2016
3.2.1 Regular service reviews & Key Performance Indicators
Partners have a dedicated Partner Manager, who conducts monthly and bi-monthly service reviews, covering
the 23 Key Performance Indicators (KPIs ) by which we assess our global payroll partners:
3.2.2 Executive business reviews
ADP Streamline Partner Executive Relationship Managers conduct semi-annual or annual executive business
reviews with our partners’ senior leadership teams, covering topics such as:
Current business and the business growth forecast
High-level operational reviews
Compliance with our partner ‘pillars’ of service
On-site audit results
Service delivery performance
Strategic updates
3.2.3 Training and support
We provide training to our partners on payroll control requirements based on the
SOC 1- ISAE 3402 framework, support on payroll platform migrations, and assistance
on high-impact legislative changes affecting payroll processing operations.
We also operate a ‘Service Delivery Framework’ to help our local payroll partners
develop a service organization that mirrors ADP’s own service standards. All of our
partners’ operational managers and payroll specialists are required to complete the
training and implement its takeaways in order to create culture of high standards and
continuous improvement.
13. 11Compliance in ADP Streamline - January 2016
3.2.4 Payroll Legislative Updates service
ADP Streamline’s network of local payroll experts possesses deep knowledge of fast-changing local laws,
social security systems and tax regulations. At times, these can even differ by city and region, as well as by
country.
Our partners around the world provide insights into new and changing payroll regulations in their particular
territory, so that clients can stay abreast of breaking news on topics like employment tax, wage payments,
working hours, tax credits, statutory leave and social security. Through the ‘MyStreamline’ portal, ADP
Streamline clients can then access a centralized dashboard to filter the legislative updates by region, country
and effective date.
This Payroll Legislative Updates service is a complementary service from ADP Streamline aimed at helping
multinational clients achieve compliance.
3.2.5 Partner Anti-Bribery Compliance Program
Part of our partners’ contractual agreement with ADP Streamline relates to the Foreign Corrupt Practices Act.
This is a US federal law that prohibits the bribery of foreign officials. Other countries around the world have
similar legislation – the UK Bribery Act 2010, for example.
These laws extend beyond the act of bribery itself; making companies responsible for deliberately ignoring
facts or circumstances that could make it likely for bribery to take place.
Our obligation to ensure ethical and legal behavior doesn’t only apply to our own associates – it also
encompasses the activities of our agents, consultants and business partners who’re acting on our behalf.
Our anti-bribery program is in place to ensure that we and our network of partners are fully compliant and
conducting business to the highest ethical standards. The program comprises:
14. 12 Compliance in ADP Streamline - January 2016
3.3 Monitoring & Audit
3.3.1 Financial assessments
As described earlier under the partner selection process (section 3.1.1) financial assessments of our partners
are completed on a regular basis to ensure that our business partners are in sound financial health and that
the continuity of our service to clients is not compromised.
3.3.2 On-site partner audits
Professional auditors carry out on-site audits of our payroll partners, providing us with a direct means of
detecting and, if need be, correcting, any compliance deficiencies.
Auditors periodically evaluate our partners’ practices, processes and policies to ensure compliance with
the three modules of our comprehensive Partner Assurance Program: business governance, payroll process
management and security, IT and data privacy. Partners must meet a minimum compliance maturity level
within each one of these modules.
15. 13Compliance in ADP Streamline - January 2016
Partner Assurance Program - Modules
16. 14 Compliance in ADP Streamline - January 2016
Within the business governance module, auditors will be looking for proof of partners’ Code of Ethics and
Anti-bribery Policy, delivery of employees’ training & development, capacity management, insurance cover.
Assessing how partners manage the payroll process itself, auditors probe partners’ controls in implementing
new ADP Streamline clients, and payroll processing in line with our Service Definition. They will also assess
controls regarding partners’ timeliness in applying local legislative changes that impact payroll data and the
accuracy of partners’ declarations to statutory authorities (such as tax and social security bodies).
Finally, partners must demonstrate the effectiveness of their information security procedures, in terms of
organizational, technical and physical components. These checks are based on selection of relevant controls
from the ISO/IEC 27001:2013 framework.
For additional details on our Partner Assurance Program please ask your ADP Representative.
Remediation plans for real risk reduction
Partners’ senior management teams receive the audit report with agreed action plan assessed against the
required controls defined in our Partner Assurance Program. Over the ensuing months, ADP then follows up
on all open findings to ensure that relevant remediation actions have been implemented, in order to reduce
or eliminate identified weaknesses, improve and align key processes and reduce potential risk.
The MNC Senior Leadership has oversight of all audit results and with periodic reporting, and can use these
insights as a strategic decision tool if required.
17. 4. Our certifications and awards
In 2015, for the fifth year in a row, service auditors Ernst &
Young certified ADP Streamline with the rigorous service control
standard ‘Annual SOC 1 ISAE 3402 Type II (SAS 70)’. This
endorsement of the control integrity of our payroll processing
environment includes an independent assessment of our Partner
Assurance Program, giving you confidence in ADP Streamline as
a trustworthy and secure payroll provider.
Our Partner Assurance Program have also been recognized
by two high-profile US security organizations. Firstly, it was
named as one of the 50 prestigious CSO50 winners in the
2015 awards; an annual event that honors 50 organizations
for security projects and initiatives that demonstrate
outstanding business value and thought leadership.
This accolade was seconded by ISE Northeast, a well-known security organization in the
US, nominated the ADP Partner Assurance Program as being one of the best security
projects delivering value to the business. This award recognizes the information security
executives for demonstrating outstanding leadership in risk management, data asset
protection, regulatory compliance, privacy, and network security.
18. We hope that this document has given you a thorough understanding of the myriad aspects of compliance
within ADP Streamline’s global payroll operations.
For further details on any of the information included here, please contact your Implementation Coordinator
or Service Relationship Manager.
Disclaimer
The information provided in this document is for informational purposes. ADP reserves all proprietary rights
to the information within this document. ADP assumes no responsibility for any technical or operational
inaccuracies or typographical errors that may be contained herein. In no event will ADP be held responsible
for direct, indirect, special, incidental, consequential or any other loss or damage caused by errors, omissions,
misprints or misinterpretation of the information found in this publication.
ADP expressly disclaims any and all liability to any person, in respect of anything done or omitted, and the
consequences if anything done or omitted, by any such person in reliance on the contents of this publication.
The contents published herein are subject to change at any time without notice. Photos and illustrations are
for illustration purpose only.
Nothing here in shall constitute any representation by ADP of any affiliation between ADP and any company
whose names, marks, products or icons are referred to or displayed herein.
About ADP
Employers around the world rely on ADP® (Nasdaq: ADP) for cloud-based solutions and services to help
manage their most important asset – their people. From human resources and payroll to talent management
and benefits administration, ADP brings unmatched depth and expertise in helping clients build a better
workforce. A pioneer in Human Capital Management (HCM) and business process outsourcing, ADP serves
more than 630,000 clients in more than 100 countries. ADP.com
To learn more about how ADP Streamline can help your company transform global payroll and HR, visit
www.adp.com/streamline