The document discusses the growing risk of bribery and corruption offenses and outlines an anti-bribery and corruption training program. It notes that bribery and corruption fines have increased significantly in recent years. It then describes a flexible online training program with multiple courses that can be tailored to focus on the Foreign Corrupt Practices Act, UK Bribery Act, or both. The training is designed to help organizations mitigate risks and demonstrate having adequate procedures to prevent bribery.
On Tuesday, 23 September, MCRB hosted a half-day workshop on “Anti-Corruption Programmes” for Myanmar businesses in Yangon. The workshop, held in collaboration with Spectrum – a Yangon-based sustainable development knowledge network - was the first in a series of events to follow-up on the Transparency in Myanmar Enterprises (TiME) report and build business capacity in the area of anti-corruption and human rights.
Bribery and corruption - where is it on your agenda?
French Trade Commission Group
19 April 2012
Lewis Rangott
Ernst & Young
Plus de contenu sur http://australie.cnccef.org
Best Practices for Anti-Bribery and Anti-Corruption (ABAC) ComplianceWinston & Strawn LLP
Winston & Strawn hosted a webinar titled “Best Practices for Anti-Bribery and Anti-Corruption (ABAC) Compliance.”
The interactive webinar focused on the following ABAC compliance topics:
- Anti-bribery and anti-corruption authorities
- Essential elements of a comprehensive and effective compliance program
- Implementing your compliance program in real-world scenarios
- Problem management and escalation protocol
On December 5, 2013, Ron Steinkamp, principal, government advisory services at Brown Smith Wallace, presented at the 2013 MIS Training Institute Governance, Risk & Compliance Conference. Ron focused on the following keys to fraud prevention, detection and reporting:
1. Anti-fraud culture
2. Fraud policy
3. Fraud awareness/training
4. Hotline
5. Assess fraud risks
6. Review/investigation
7. Improved controls
On Tuesday, 23 September, MCRB hosted a half-day workshop on “Anti-Corruption Programmes” for Myanmar businesses in Yangon. The workshop, held in collaboration with Spectrum – a Yangon-based sustainable development knowledge network - was the first in a series of events to follow-up on the Transparency in Myanmar Enterprises (TiME) report and build business capacity in the area of anti-corruption and human rights.
Bribery and corruption - where is it on your agenda?
French Trade Commission Group
19 April 2012
Lewis Rangott
Ernst & Young
Plus de contenu sur http://australie.cnccef.org
Best Practices for Anti-Bribery and Anti-Corruption (ABAC) ComplianceWinston & Strawn LLP
Winston & Strawn hosted a webinar titled “Best Practices for Anti-Bribery and Anti-Corruption (ABAC) Compliance.”
The interactive webinar focused on the following ABAC compliance topics:
- Anti-bribery and anti-corruption authorities
- Essential elements of a comprehensive and effective compliance program
- Implementing your compliance program in real-world scenarios
- Problem management and escalation protocol
On December 5, 2013, Ron Steinkamp, principal, government advisory services at Brown Smith Wallace, presented at the 2013 MIS Training Institute Governance, Risk & Compliance Conference. Ron focused on the following keys to fraud prevention, detection and reporting:
1. Anti-fraud culture
2. Fraud policy
3. Fraud awareness/training
4. Hotline
5. Assess fraud risks
6. Review/investigation
7. Improved controls
The process of paying close and continuous attention "wakefulness and watchfulness make a good hunter"; "vigilance is especially subject to fatigue"
we keep an eye open for all the fatigue.
Neill Blundell provides an update of recent bribery activity around the world and discusses whether it is a real issue for business or merely an overstated problem.
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
viaLegal Webinar_ FCPA Training for a Global WorkforceVIA
Corruption in a global trade can be a complex issue and is often intertwined
with both company and country culture. In certain areas of the world, corruption can be a common practice that is endorsed – bribery, intimidation and mark ups may exist in all levels of society. For US corporations, non-compliance with the FCPA practices can result in steep fines,
government compliance monitoring as well as loss of reputation and goodwill. Training of staff has never been more critical, but comprehensive programs can be daunting to design, customize, deliver and monitor across global regions. This webcast will address some of the key challenges and offer helpful tips for designing comprehensive web-based training.
The process of paying close and continuous attention "wakefulness and watchfulness make a good hunter"; "vigilance is especially subject to fatigue"
we keep an eye open for all the fatigue.
Neill Blundell provides an update of recent bribery activity around the world and discusses whether it is a real issue for business or merely an overstated problem.
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
viaLegal Webinar_ FCPA Training for a Global WorkforceVIA
Corruption in a global trade can be a complex issue and is often intertwined
with both company and country culture. In certain areas of the world, corruption can be a common practice that is endorsed – bribery, intimidation and mark ups may exist in all levels of society. For US corporations, non-compliance with the FCPA practices can result in steep fines,
government compliance monitoring as well as loss of reputation and goodwill. Training of staff has never been more critical, but comprehensive programs can be daunting to design, customize, deliver and monitor across global regions. This webcast will address some of the key challenges and offer helpful tips for designing comprehensive web-based training.
With the rise of cloud computing and outsourced services, data security has become the #1 issue for companies who put their data in the hands of others. John Verry (CISA), Principal Consultant and ISO 27001 Certified Lead Auditor with Pivot Point Security recently addressed this issue - Third Party Vendor Risk Management – and brought his unique “simplified” approach to the problem.
View the presentation at http://www.pivotpointsecurity.com/third-party-vendor-risk-management-presentation/
Third-Party Risk Management: Implementing a StrategyNICSA
Two Part Series: Part I of II
Third-Party Risk Management: Implementing a Strategy
Sleep Better at Night: Learn techniques to manage risks associated with third-party relationships.
Do you really know who you’re doing business with?
Trusted data and technology to detect, assess and minimize supplier, partner and distributor risks.
WHAT ARE THE THIRD PARTY RISKS?
Is your organization aware of all the areas of risk they might face when dealing with third parties?
Here is an overview of the main areas of risk and regulation you need to be compliant with.
Brazil's Clean Company Act: Navigating Uncharted Waters. This document includes an overview of the law, key compliance measure, and enforcement expectations.
Status of Beneficial Ownership Transparency in CanadaAlessa
CaseWare RCM hosted an event with Transparency International Canada to discuss the state of beneficial ownership regulations in Canada. Here is what they had to say.
About Alessa, a CaseWare RCM product:
Alessa is a financial crime detection, prevention and management solution offered by CaseWare RCM Inc. With deployments in more than 20 countries in banking, insurance, FinTech, gaming, manufacturing, retail and more, Alessa is the only platform organizations need to identify high-risk activities and stay ahead of compliance. To learn more about how Alessa can help your organization ensure compliance, detect complex fraud schemes, and prevent waste, abuse and misuse, visit us at caseware.com/alessa.
Connect with us online:
Visit the Alessa WEBSITE: https://www.caseware.com/alessa/
Follow Alessa on LINKEDIN: https://www.linkedin.com/caseware-alessa
Follow Alessa on TWITTER: https://twitter.com/casewarealessa
SUBSCRIBE to Alessa on YouTube: http://tiny.cc/Alessa
10 Ways To Reduce The Risk of Bribery and Corruption.pdfWajidKhanMP
Corruption affects all nations, causing instability, inequality, poverty, and eroding national wealth. But there are ways to minimize the risk to your business. Despite strict anti-corruption laws, corruption remains a significant risk. Wajid khan Mp Shares According to PwC's Global Economic Crime Survey, nearly half of the world's businesses have faced fraud, including bribery and corruption, in the last 24 months.
How to reduce bribery and corruption
Learn ten simple and effective strategies to reduce the risk of bribery and corruption in your company.
1. Updated Anti-Bribery and Anti-Corruption Policy
Most UK companies have an anti-corruption policy, but it depends on how they implement it. Ensure employees understand the company's policies and expectations regarding bribery and corruption. We need to know what is and is not acceptable regarding gifts, entertainment, donations, sponsorships, and political contributions. Regular training on crime should be provided to maintain awareness.
10 Ways To Reduce The Risk of Bribery and Corruption.pdfWajid Khan MP
10 Ways To Reduce The Risk of Bribery and Corruption
Corruption affects all nations, causing instability, inequality, poverty, and eroding national wealth. But there are ways to minimize the risk to your business. Despite strict anti-corruption laws, corruption remains a significant risk. Wajid khan Mp Shares According to PwC's Global Economic Crime Survey, nearly half of the world's businesses have faced fraud, including bribery and corruption, in the last 24 months.
How to reduce bribery and corruption
Learn ten simple and effective strategies to reduce the risk of bribery and corruption in your company.
1. Updated Anti-Bribery and Anti-Corruption Policy
Most UK companies have an anti-corruption policy, but it depends on how they implement it. Ensure employees understand the company's policies and expectations regarding bribery and corruption. We need to know what is and is not acceptable regarding gifts, entertainment, donations, sponsorships, and political contributions. Regular training on crime should be provided to maintain awareness.
Alongside your training, establish a process to help you remember the dos and don'ts, such as B. Checklists and Travel Guidelines. Employees should understand that any gift or entertainment received must have a legitimate business purpose, be appropriate, and be listed on the company's gift and entertainment register. Wajid khan suggests Clarifying what you mean by "justified" and "deserved." Please don't leave it up to interpretation.
2. Sound from directly above
Employee awareness of anti-corruption policies is only half the story. Building an anti-bribery culture requires clear and consistent messaging from the top down.
Boards, business owners, and all members of the compliance function must be clear that bribery and corruption are intolerable and that anyone found guilty faces the most severe penalties.
But most importantly, those at the top live their preaching and believe in the importance of anti-corruption policies. Otherwise, employees will not embrace that culture, and dialogue about anti-bribery training will not be taken seriously.
3. Integrate ABAC principles into corporate culture
See Anti-Bribery (ABAC) in company manuals, reports, and training. By including his ABAC clause in all supplier contracts, he establishes ground rules in advance and sets up appropriate termination clauses in case of suspected violations.
Canadian politician Wajid khan discusses Finally, communicate to employees how important they are to prevent bribery and empower them to do their part in maintaining compliance
Fighting Private Sector Corruption And Fraud[1]Alphons Ranner
Understanding of anti-corruption legislation by the private sector is insufficient
Assessment is needed of the companies’ vulnerability to corruption risk in all areas of business and their potential exposure and liabilities under domestic and foreign laws
REDTRAY Inspirations Event: Compliance and croissants the bribery act 2010 finalKate Graham
These presentations were delivered at the Inspirations event on 18 January 2011, focused on the new Bribery Act and the implications for UK organisations. Hosted by REDTRAY and Grant Thornton, we were joined by expert guest speakers from both Grant Thornton and Duane Morris.
Key Take aways -
» To successfully develop and implement an anti-corruption framework, an organization must have an excellent tone at the top.
» An anti-corruption framework must have a robust, clear, and comprehensive de nition section for any employee or vendor to refer to.
» Assess your organization’s culture with adequate risk assessments and take steps to mitigate problem areas.
» The degree of con dentiality and mechanism of reporting offered to employees will inform the level of trust those
employees maintain.
» Investigation procedures and disciplinary actions that an employee might face are indicators of an organization’s tolerance and intolerance toward misconduct.
The globalised business environment of today necessitates a strong network of global vendors that play a critical role in the business and can help bring considerable opportunities.
This interactive webinar will give you a live, guided demo of ELT’s online Ethics & Code of Conduct training program, discuss the laws that mandate training, and provide a practical overview of best training practices.
Online ethics training programs have become critical to many organization’s compliance and risk management strategies. Legal mandates over the past decade have significantly reduced fines and penalties for organizations that train employees on their Code. The regulatory environment continues intensify, demanding increased accountability and transparency from employers.
More than ever, organizations have a strong incentive to build both an ethical culture and effective compliance programs – to reduce risk, to avoid litigation, to build defenses and to create tangible value. Enterprise-wide employee education is central to this effort.
In 2011, employers continued to battle through the toughest economy in decades, deal with record numbers of EEO charges and employment lawsuits, fight the tidal wave of wage and hour claims, and adjust to the regulatory-focused administration in Washington.
Keeping up on the trends is critical to protecting your organization in a time of unprecedented employment law risk, as well as legislative and regulatory activity. Find out how to sift through the multitude of employment issues, and really focus your compliance efforts looking ahead to 2012.
In 2011, employers continued to battle through the toughest economy in decades, deal with record numbers of EEO charges and employment lawsuits, fight the tidal wave of wage and hour claims, and adjust to the regulatory-focused administration in Washington.
Keeping up on the trends is critical to protecting your organization in a time of unprecedented employment law risk, as well as legislative and regulatory activity. Find out how to sift through the multitude of employment issues, and really focus your compliance efforts looking ahead to 2012.
2010 continued a three-year trend of record breaking EEOC charges, with 2010 charges the highest in the Commission’s 45-year history. Our challenging economy, increasingly diverse workforce, new EEO laws and recent court decisions are fueling this steady growth. Keeping up on the trends is critical to protecting your workplace, and sustaining a culture of respect and inclusion
What does this mean for employers? Enhanced anti-discrimination efforts are mission critical. Effective cultural change, behavioral change, and risk management require innovative and integrated anti-discrimination programs. Now, more than ever, reviewing and refining your organization’s EEO compliance programs is essential.
How to Provide the Best Harassment Training to Your Workforce: A Practical Ov...Kendal Peterson
This interactive webinar is an ideal overview of harassment training laws and harassment trends for employers located all over the country.
2011 is a harassment prevention “re-train” year for most California employers. The state’s strict training law, AB 1825, requires any organization that does business in California, and that has more than 50 employees, to provide 2 hours of anti-harassment training to all California supervisors, every 2 years. The California law has had a profound effect on organizations across the country.
A Guide to Combating Wage & Hour LiabilityKendal Peterson
The Department of Labor (DOL) estimates that 80%+ of employers are out of compliance with federal and state wage and hour laws. It’s no surprise that wage and hour class actions now outnumber all other discrimination class actions combined.
2010 has seen no letup in wage and hour lawsuits. Published reports show that wage and hour lawsuits in federal courts are up over 25% from the same time last year. Adding fuel to the fire, the DOL has a bigger budget and hundreds of additional field investigators. With settlements already averaging $23.5M at the federal level and $24.4M at the state level, the potential impact to employers is staggering.
Training on harassment and discrimination prevention is critical to set clear rules and to establish important legal protections. But to remain competitive in today’s diverse and global workplace, organizations must also focus on their culture, and the ability of employees to effectively collaborate. In a diverse workplace, even subtle personal differences (including those not protected by employment laws) impact employee productivity and engagement.
This interactive webinar will be a live, guided demo of ELT’s new online Diversity & Inclusion training course for managers and employees. We will cover how diversity training supports business and cultural goals, discuss the benefits of training beyond legal compliance, and provide a practical overview of diversity training best practices.
7. For Example: FCPA Risk in 2010 Wage & Hour FCPA ∙ UKBA ∙ Global ∙ 3 rd Party $1.8 Billion in fines and penalties in 2010! Department of Justice Investigations up by 3,250% in the last 7 years Big names in the news! Irreparable harm to brand and reputation
12. What about Dodd-Frank? Creates an incentive for employees to go directly to the feds – up to 30% finders’ fee! While we think of Dodd-Frank as financial regulation reform… … the bounty hunter provisions expressly include violations of corruption laws (FCPA)
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17. Third Parties Can Create Risk for Your Organization Distributors Local counsel Franchisees Contractors Agents Intermediaries Consultants Suppliers Joint venture partners Putting your organization’s reputation and bottom line at risk
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19. 4 Courses Tailored to Your Needs The most innovative and flexible set of anticorruption training solutions on the market Anti-bribery & Corruption Courses Resources Designed to Meet Your Needs
20. 4 Courses Tailored to Your Needs The most innovative and flexible set of anticorruption training solutions on the market Anti-bribery & Corruption Courses Resources Designed to Meet Your Needs
29. Bringing the Corruption Fight to Life Fundamentals News Story The fight against global corruption Why it matters to your organization What learners can do to turn the tide The importance of seeking guidance and reporting Fundamentals News Story
30. Your Learners Join the Story MyReports Interactive Exercises Research Files Breaking News Poll Hot Topics The Wall The Interview Video Fact Check Quick Tips
Now lets turn our attention to the course itself. The Course comes in a manager and employee version that deliver two different learning experiences. All learners start out with a story-based section that provides foundational learning. We use a “news show” format that allows us to examine issues from every angle – we talk to victims of harassment, managers, coworkers. We use news story elements like “on the street” interviews, viewer diaries, and expert commentators to bring the story to life and show the impact of discrimination in the workplace. For employees, the course ends here and lasts approximately 1 hour. Managers go on to manager-only simulations. In this section, characters present your learners with real world problems drawn from Littler’s work with companies just like yours. New video elements really bring this section to life. Professional actors and actresses present realistic problems in a very compelling way. Your managers are asked to apply lessons from the first part of the course and resolve the problem. This section gives managers a chance to practice important skills. And where would you rather have your managers practice? In an interactive training course – or in your workplace with real employees?
Now lets turn our attention to the course itself. The Course comes in a manager and employee version that deliver two different learning experiences. All learners start out with a story-based section that provides foundational learning. We use a “news show” format that allows us to examine issues from every angle – we talk to victims of harassment, managers, coworkers. We use news story elements like “on the street” interviews, viewer diaries, and expert commentators to bring the story to life and show the impact of discrimination in the workplace. For employees, the course ends here and lasts approximately 1 hour. Managers go on to manager-only simulations. In this section, characters present your learners with real world problems drawn from Littler’s work with companies just like yours. New video elements really bring this section to life. Professional actors and actresses present realistic problems in a very compelling way. Your managers are asked to apply lessons from the first part of the course and resolve the problem. This section gives managers a chance to practice important skills. And where would you rather have your managers practice? In an interactive training course – or in your workplace with real employees?
Now lets turn our attention to the course itself. The Course comes in a manager and employee version that deliver two different learning experiences. All learners start out with a story-based section that provides foundational learning. We use a “news show” format that allows us to examine issues from every angle – we talk to victims of harassment, managers, coworkers. We use news story elements like “on the street” interviews, viewer diaries, and expert commentators to bring the story to life and show the impact of discrimination in the workplace. For employees, the course ends here and lasts approximately 1 hour. Managers go on to manager-only simulations. In this section, characters present your learners with real world problems drawn from Littler’s work with companies just like yours. New video elements really bring this section to life. Professional actors and actresses present realistic problems in a very compelling way. Your managers are asked to apply lessons from the first part of the course and resolve the problem. This section gives managers a chance to practice important skills. And where would you rather have your managers practice? In an interactive training course – or in your workplace with real employees?