The document outlines various ideas for how a small career development center at University College Dublin can provide impactful career support to 6,000 students with limited resources. Some suggestions include conducting student research to establish needs and priorities, developing online and in-person services, outsourcing certain functions, collaborating with other universities and industry partners, marketing services effectively, and continually improving offerings based on feedback. The goal is to help students successfully transition from college to employment.
CIPFA Learning and Development Directory.pdfdoerstreasurer
This document provides a directory of qualifications and short courses offered by CIPFA (the Chartered Institute of Public Finance and Accountancy) for public sector professionals. The courses are divided into four sections that align with competency themes in CIPFA's Key Competencies for Public Sector Finance Professionals: public sector context and needs, technical skills, leading and influencing, and increasing public value. The directory provides information on course types, durations, and how they relate to organizational risks around resilience, governance, leadership, and sustainability. It aims to equip public sector finance professionals with the full range of skills and competencies needed for successful careers in public finance.
The letter from the Chairman of the National Knowledge Commission to the Prime Minister recommends reforms to improve the quality of legal education in India. It proposes establishing a new regulatory body called the Standing Committee for Legal Education to oversee all aspects of legal education. It also recommends developing an independent rating system for law schools, revising curriculums to include contemporary issues and international perspectives, improving examinations to test critical thinking, attracting and retaining talented law faculty, establishing advanced research centers, and increasing financing for legal education institutions. The reforms aim to transform legal education in India to meet present and future needs.
This document outlines standards for Bachelor of Science in Accountancy programs. It discusses the goals of accounting education which are to produce competent professional accountants. It emphasizes the need for technical expertise as well as communication, business advisory, and management skills. The document also establishes guidelines for faculty qualifications, teaching loads, and faculty evaluation and promotion systems. Program administration requirements are provided, and core competencies and knowledge, skills, and values that graduates should possess are defined.
This document provides information about the MSc in Compliance program offered jointly by the Institute of Banking (IOB) and the Association of Compliance Officers in Ireland (ACOI). The one-year, part-time program is aimed at compliance professionals and provides 8 modules covering topics like ethics, financial crime prevention, and data protection. Successful graduates will qualify for the FCOI designation from ACOI. The program is delivered through UCD and involves lectures, case studies, and a final compliance project. Testimonials highlight the relevance of the curriculum and benefits of the network for professionals.
The document discusses microcredentials and the European Microcredentials Consortium (EMC). The EMC was founded to increase awareness and use of digital education. It aims to make microcredentials a widely considered option for employers and workers through increasing their credibility and building complementary course offerings. The document also notes the rise of alternative digital credentials and reasons for their growth, including that traditional transcripts do not serve the workforce and skills-based hiring is increasing. It proposes a common microcredential framework to standardize credentials and addresses next steps such as launching first microcredentials later in 2019.
The MA in Ethics (Corporate Responsibility) is a two-year, part-time program offered jointly by Dublin City University and Mater Dei Institute of Education in partnership with the Association of Compliance Officers in Ireland. The program provides students with the conceptual knowledge and practical skills needed to design and manage the ethical, social, and governance aspects of business decision-making. Students take six core modules and one elective module, and also complete a 15,000 word thesis. The program aims to develop ethical leadership skills for roles in ethics, compliance, corporate responsibility, and related fields.
ISO 30401 - The KM Management Systems StandardSIKM
This document provides an overview of ISO 30401, the international standard for knowledge management systems. It discusses the development process for the standard, which took input from experts over 3 years to reach publication. The standard adopts the new Annex SL format, which provides a common structure for all ISO management system standards. It outlines the main clauses of the standard, including leadership commitment, risk management, objectives, resource allocation, process definition, performance evaluation, and continual improvement of the knowledge management system. Annexes provide additional context on knowledge types and boundaries with related fields. The document closes by discussing potential implementations of the standard through compliance, certification, or use as a guiding framework.
The document outlines various ideas for how a small career development center at University College Dublin can provide impactful career support to 6,000 students with limited resources. Some suggestions include conducting student research to establish needs and priorities, developing online and in-person services, outsourcing certain functions, collaborating with other universities and industry partners, marketing services effectively, and continually improving offerings based on feedback. The goal is to help students successfully transition from college to employment.
CIPFA Learning and Development Directory.pdfdoerstreasurer
This document provides a directory of qualifications and short courses offered by CIPFA (the Chartered Institute of Public Finance and Accountancy) for public sector professionals. The courses are divided into four sections that align with competency themes in CIPFA's Key Competencies for Public Sector Finance Professionals: public sector context and needs, technical skills, leading and influencing, and increasing public value. The directory provides information on course types, durations, and how they relate to organizational risks around resilience, governance, leadership, and sustainability. It aims to equip public sector finance professionals with the full range of skills and competencies needed for successful careers in public finance.
The letter from the Chairman of the National Knowledge Commission to the Prime Minister recommends reforms to improve the quality of legal education in India. It proposes establishing a new regulatory body called the Standing Committee for Legal Education to oversee all aspects of legal education. It also recommends developing an independent rating system for law schools, revising curriculums to include contemporary issues and international perspectives, improving examinations to test critical thinking, attracting and retaining talented law faculty, establishing advanced research centers, and increasing financing for legal education institutions. The reforms aim to transform legal education in India to meet present and future needs.
This document outlines standards for Bachelor of Science in Accountancy programs. It discusses the goals of accounting education which are to produce competent professional accountants. It emphasizes the need for technical expertise as well as communication, business advisory, and management skills. The document also establishes guidelines for faculty qualifications, teaching loads, and faculty evaluation and promotion systems. Program administration requirements are provided, and core competencies and knowledge, skills, and values that graduates should possess are defined.
This document provides information about the MSc in Compliance program offered jointly by the Institute of Banking (IOB) and the Association of Compliance Officers in Ireland (ACOI). The one-year, part-time program is aimed at compliance professionals and provides 8 modules covering topics like ethics, financial crime prevention, and data protection. Successful graduates will qualify for the FCOI designation from ACOI. The program is delivered through UCD and involves lectures, case studies, and a final compliance project. Testimonials highlight the relevance of the curriculum and benefits of the network for professionals.
The document discusses microcredentials and the European Microcredentials Consortium (EMC). The EMC was founded to increase awareness and use of digital education. It aims to make microcredentials a widely considered option for employers and workers through increasing their credibility and building complementary course offerings. The document also notes the rise of alternative digital credentials and reasons for their growth, including that traditional transcripts do not serve the workforce and skills-based hiring is increasing. It proposes a common microcredential framework to standardize credentials and addresses next steps such as launching first microcredentials later in 2019.
The MA in Ethics (Corporate Responsibility) is a two-year, part-time program offered jointly by Dublin City University and Mater Dei Institute of Education in partnership with the Association of Compliance Officers in Ireland. The program provides students with the conceptual knowledge and practical skills needed to design and manage the ethical, social, and governance aspects of business decision-making. Students take six core modules and one elective module, and also complete a 15,000 word thesis. The program aims to develop ethical leadership skills for roles in ethics, compliance, corporate responsibility, and related fields.
ISO 30401 - The KM Management Systems StandardSIKM
This document provides an overview of ISO 30401, the international standard for knowledge management systems. It discusses the development process for the standard, which took input from experts over 3 years to reach publication. The standard adopts the new Annex SL format, which provides a common structure for all ISO management system standards. It outlines the main clauses of the standard, including leadership commitment, risk management, objectives, resource allocation, process definition, performance evaluation, and continual improvement of the knowledge management system. Annexes provide additional context on knowledge types and boundaries with related fields. The document closes by discussing potential implementations of the standard through compliance, certification, or use as a guiding framework.
This presentation by Marcus BEZZI, Executive General Manager, Specialised Enforcement and Advocacy, was made during the discussion “Competition provisions in trade agreements” held at the 18th meeting of the OECD Global Forum on Competition on 5 December 2019. More papers and presentations on the topic can be found at oe.cd/cpta.
Study of business participation and entrepreneurship in Marie Skłodowska-Curi...Mantas Pupinis
The Marie Skłodowska-Curie Actions (MSCA) provide grants for researchers in all stages of their careers – be they doctoral candidates or highly experienced researchers – and encourage transnational, inter-sectoral and interdisciplinary mobility. It enables research-focused organisations (universities, research centres, and businesses) to host talented foreign researchers and to create strategic partnerships with leading institutions worldwide.
With this study, PPMI in partnership with the AIT Austrian Institute of Technology and Optimity Advisors assessed the impacts of business participation and entrepreneurship on the results of the research fellowships funded by the programme.
The study relied on the evidence gathered and analysed using qualitative and quantitative methods, including desk research, statistical analysis of the monitoring data, a large-scale case study programme (50 case studies of the MSCA projects involving businesses and cross-case analysis), more than 300 interviews with various types of interviewees (EU and national-level stakeholders, business participants in the MSCA and representatives of unsuccessful business applicants), as well as surveys of the MSCA fellows and participating organisations.
Continuing Professional Development For Social WorkersGallery
This document discusses continuing professional development (CPD) for social workers in the UK. It defines CPD and outlines common CPD activities like training, supervision, and qualifications. It also describes the regulatory bodies that oversee social work, including the General Social Care Council and requirements for maintaining registration. Finally, it discusses the national occupational standards that inform social work practice and the Children's Workforce Development Council's model for structuring the children's social care profession.
The document summarizes the key findings and recommendations from the Legal Education Review in the UK, which examined legal education and training. It identified three key areas for improvement: quality, access and mobility, and flexibility. For quality, it recommended strengthening requirements around legal ethics, values, management and communication skills. For access and mobility, it proposed standards for internships, increasing career progression opportunities, and providing better information on legal careers. For flexibility, it suggested cooperating to set baseline standards, clarifying accreditation of prior learning, and allowing more innovative pathways. The SRA agreed to reforms focused on client confidence, skills for legal services, and access to education. It then outlined its "Training for Tomorrow" proposals and competency
Member Network Meeting Q1 2014 slide packJean Stanley
We had a great turnout on 11th February at Business in the Community Ireland's first Member Network Meeting of 2014, kindly hosted by KPMG, at their offices in 1 Stokes Place, St. Stephen’s Green, Dublin 2.
The topic of discussion at the meeting was how can companies communicate their long-term value to shareholders and to society.
You can find the slides in the link provided. If you have any questions on what was discussed please feel free to leave a comment and start the conversation!
Was there anything from the event that resonated with you that you would like to share with the group?
Member Network Meeting q1 2014 slide packJean Stanley
We had a great turnout on 11th February at Business in the Community Ireland's first Member Network Meeting of 2014, kindly hosted by KPMG, at their offices in 1 Stokes Place, St. Stephen’s Green, Dublin 2.
The topic of discussion at the meeting was how can companies communicate their long-term value to shareholders and to society.
You can find the slides in the link provided. If you have any questions on what was discussed please feel free to leave a comment and start the conversation!
Was there anything from the event that resonated with you that you would like to share with the group?
Common microcredential framework discussion at European Business Forum 25 10-...EADTU
The European MOOC Consortium is developing a common microcredential framework to address the growing demand for alternative credentials from employers and learners. The framework aims to lay the foundations for a new qualification consisting of smaller units of study between 100-150 hours that develop relevant skills. These microcredentials would be recognized towards formal qualifications across different higher education systems in Europe. Challenges include gaining official European Commission recognition and increasing awareness and access among learners. Next steps include launching initial microcredentials and engaging stakeholders through an EU-funded project.
Presentation at the APM Governance SIG conference: Governance and collaborative working 21st May 2013. Martin Samphire, Peter Hansford, Mark Sewell and Andy Murray.
This job description is for an Internal Auditor (ICT) position within an internal audit partnership between three district councils. The main responsibilities of the role include undertaking specialist ICT audits and general audit assignments, planning and conducting audits, analyzing data and reporting findings, maintaining relationships with external stakeholders, and providing advisory support to clients. The ideal candidate will have experience in internal auditing and ICT systems as well as relevant qualifications.
Key Steps to Creating a Strong Compliance Culture Through Effective LeadershipEthisphere
This document summarizes a presentation on creating an effective compliance culture through leadership. It discusses how US and global guidelines emphasize the importance of strong leadership and culture. Recent enforcement actions have faulted companies for lack of oversight and failing to address misconduct. The presentation outlines best practices for compliance leaders, including engaging the board, collaborating with senior management, implementing incentives, and developing a strategic communications plan to push the compliance message throughout the organization.
- Corporate social responsibility (CSR) funding presents opportunities for higher education institutions in Andhra Pradesh to upgrade infrastructure, build faculty capacity, and support other projects.
- However, universities lack proper resources and awareness about CSR to attract funding, and face legal issues in establishing bodies to receive and manage funds.
- Actions taken include creating project proposals, engaging legal experts to set up a society, building alumni networks and industry databases to facilitate CSR contributions. But communication gaps and delays in government approvals remain challenges.
This document contains job descriptions for several human resources positions at a company. It describes the responsibilities, requirements and authorities for roles ranging from Deputy Director to Administrator. The Deputy Director is responsible for strategic initiatives like staffing, compensation and benefits. Lower level roles involve tasks like screening resumes, arranging interviews, onboarding new hires and managing employee data. Most positions require a minimum of bachelor's degree and years of relevant work experience, as well as skills in areas such as communication, organization and knowledge of employment laws.
This document discusses developing a digital compliance program to strengthen corporate governance. It involves 3 phases: 1) updating the corporate governance model, 2) developing digital compliance training courses, and 3) institutionalizing management attestations and supervision. The goals are to align policies with laws, prevent misconduct, and establish stakeholder communications. Regulators increasingly pressure companies to implement robust compliance programs, and enforcement actions against companies like Wells Fargo show the costs of non-compliance.
CMI is strongly supportive of the further education (FE) sector and welcomes Government’s proposals to give it more autonomy and flexibility, and to open up access for a greater number of people. We therefore welcome the widening of FE provision, especially in response to local demand and in collaboration with local and regional employers, but underline the importance of maintaining standards.
CMI and other professional bodies have an important role to play in collaborating with the FE sector and employers to ensure qualifications reflect employers’ needs, meet professional standards, provide professional recognition and provide continuing professional development (CPD) for learners.
Social Work Training Development of the professional self Gallery
This document discusses changes to continuing professional development (CPD) requirements for social workers in the UK. It notes that the regulatory body has shifted from focusing on hours to a range of planned learning activities with reflection. Employers are now expected to support social workers' CPD needs and help them maintain registration. This poses a challenge for recruiters to ensure locum social workers can meet CPD standards through opportunities like training, supervision and maintaining a portfolio of learning activities and reflections. The document provides guidance on how recruiters can help locum social workers satisfy the new CPD requirements.
1. There is a large gap between the demand for higher education in India and the available supply of seats and institutions. The demand for higher education is growing at 20% annually but the growth in supply is only 11%, leading to a shortfall of 45% in available seats.
2. There is also a mismatch between the skills demanded by industry and those possessed by graduates. India will face a shortage of 5.3 million skilled workers over the next few years.
3. The government has undertaken several initiatives to expand higher education such as increasing the number of universities and colleges. However, with an investment of only Rs. 40,000 crores, these measures will not be enough to meet the large unmet
This presentation covers the role of company secretaries in various areas, including their role and position within companies, educational background, and how they can contribute to organizations. The presentation is divided into several parts that discuss the general role of company secretaries, their role under the Company Secretaries Act of 1980, education requirements, necessary qualities, and how they can support corporate governance. Additional reference materials are provided at the end for members to modify and present as needed when engaging with employers.
This presentation covers the role of company secretaries in various areas. It is divided into several parts that discuss the general role of company secretaries, their role under the Company Secretaries Act 1980, the educational requirements, necessary qualities, and how they contribute to corporate governance. Additional material is provided at the end for members to modify the presentation as needed and include when presenting to employers.
This presentation by Marcus BEZZI, Executive General Manager, Specialised Enforcement and Advocacy, was made during the discussion “Competition provisions in trade agreements” held at the 18th meeting of the OECD Global Forum on Competition on 5 December 2019. More papers and presentations on the topic can be found at oe.cd/cpta.
Study of business participation and entrepreneurship in Marie Skłodowska-Curi...Mantas Pupinis
The Marie Skłodowska-Curie Actions (MSCA) provide grants for researchers in all stages of their careers – be they doctoral candidates or highly experienced researchers – and encourage transnational, inter-sectoral and interdisciplinary mobility. It enables research-focused organisations (universities, research centres, and businesses) to host talented foreign researchers and to create strategic partnerships with leading institutions worldwide.
With this study, PPMI in partnership with the AIT Austrian Institute of Technology and Optimity Advisors assessed the impacts of business participation and entrepreneurship on the results of the research fellowships funded by the programme.
The study relied on the evidence gathered and analysed using qualitative and quantitative methods, including desk research, statistical analysis of the monitoring data, a large-scale case study programme (50 case studies of the MSCA projects involving businesses and cross-case analysis), more than 300 interviews with various types of interviewees (EU and national-level stakeholders, business participants in the MSCA and representatives of unsuccessful business applicants), as well as surveys of the MSCA fellows and participating organisations.
Continuing Professional Development For Social WorkersGallery
This document discusses continuing professional development (CPD) for social workers in the UK. It defines CPD and outlines common CPD activities like training, supervision, and qualifications. It also describes the regulatory bodies that oversee social work, including the General Social Care Council and requirements for maintaining registration. Finally, it discusses the national occupational standards that inform social work practice and the Children's Workforce Development Council's model for structuring the children's social care profession.
The document summarizes the key findings and recommendations from the Legal Education Review in the UK, which examined legal education and training. It identified three key areas for improvement: quality, access and mobility, and flexibility. For quality, it recommended strengthening requirements around legal ethics, values, management and communication skills. For access and mobility, it proposed standards for internships, increasing career progression opportunities, and providing better information on legal careers. For flexibility, it suggested cooperating to set baseline standards, clarifying accreditation of prior learning, and allowing more innovative pathways. The SRA agreed to reforms focused on client confidence, skills for legal services, and access to education. It then outlined its "Training for Tomorrow" proposals and competency
Member Network Meeting Q1 2014 slide packJean Stanley
We had a great turnout on 11th February at Business in the Community Ireland's first Member Network Meeting of 2014, kindly hosted by KPMG, at their offices in 1 Stokes Place, St. Stephen’s Green, Dublin 2.
The topic of discussion at the meeting was how can companies communicate their long-term value to shareholders and to society.
You can find the slides in the link provided. If you have any questions on what was discussed please feel free to leave a comment and start the conversation!
Was there anything from the event that resonated with you that you would like to share with the group?
Member Network Meeting q1 2014 slide packJean Stanley
We had a great turnout on 11th February at Business in the Community Ireland's first Member Network Meeting of 2014, kindly hosted by KPMG, at their offices in 1 Stokes Place, St. Stephen’s Green, Dublin 2.
The topic of discussion at the meeting was how can companies communicate their long-term value to shareholders and to society.
You can find the slides in the link provided. If you have any questions on what was discussed please feel free to leave a comment and start the conversation!
Was there anything from the event that resonated with you that you would like to share with the group?
Common microcredential framework discussion at European Business Forum 25 10-...EADTU
The European MOOC Consortium is developing a common microcredential framework to address the growing demand for alternative credentials from employers and learners. The framework aims to lay the foundations for a new qualification consisting of smaller units of study between 100-150 hours that develop relevant skills. These microcredentials would be recognized towards formal qualifications across different higher education systems in Europe. Challenges include gaining official European Commission recognition and increasing awareness and access among learners. Next steps include launching initial microcredentials and engaging stakeholders through an EU-funded project.
Presentation at the APM Governance SIG conference: Governance and collaborative working 21st May 2013. Martin Samphire, Peter Hansford, Mark Sewell and Andy Murray.
This job description is for an Internal Auditor (ICT) position within an internal audit partnership between three district councils. The main responsibilities of the role include undertaking specialist ICT audits and general audit assignments, planning and conducting audits, analyzing data and reporting findings, maintaining relationships with external stakeholders, and providing advisory support to clients. The ideal candidate will have experience in internal auditing and ICT systems as well as relevant qualifications.
Key Steps to Creating a Strong Compliance Culture Through Effective LeadershipEthisphere
This document summarizes a presentation on creating an effective compliance culture through leadership. It discusses how US and global guidelines emphasize the importance of strong leadership and culture. Recent enforcement actions have faulted companies for lack of oversight and failing to address misconduct. The presentation outlines best practices for compliance leaders, including engaging the board, collaborating with senior management, implementing incentives, and developing a strategic communications plan to push the compliance message throughout the organization.
- Corporate social responsibility (CSR) funding presents opportunities for higher education institutions in Andhra Pradesh to upgrade infrastructure, build faculty capacity, and support other projects.
- However, universities lack proper resources and awareness about CSR to attract funding, and face legal issues in establishing bodies to receive and manage funds.
- Actions taken include creating project proposals, engaging legal experts to set up a society, building alumni networks and industry databases to facilitate CSR contributions. But communication gaps and delays in government approvals remain challenges.
This document contains job descriptions for several human resources positions at a company. It describes the responsibilities, requirements and authorities for roles ranging from Deputy Director to Administrator. The Deputy Director is responsible for strategic initiatives like staffing, compensation and benefits. Lower level roles involve tasks like screening resumes, arranging interviews, onboarding new hires and managing employee data. Most positions require a minimum of bachelor's degree and years of relevant work experience, as well as skills in areas such as communication, organization and knowledge of employment laws.
This document discusses developing a digital compliance program to strengthen corporate governance. It involves 3 phases: 1) updating the corporate governance model, 2) developing digital compliance training courses, and 3) institutionalizing management attestations and supervision. The goals are to align policies with laws, prevent misconduct, and establish stakeholder communications. Regulators increasingly pressure companies to implement robust compliance programs, and enforcement actions against companies like Wells Fargo show the costs of non-compliance.
CMI is strongly supportive of the further education (FE) sector and welcomes Government’s proposals to give it more autonomy and flexibility, and to open up access for a greater number of people. We therefore welcome the widening of FE provision, especially in response to local demand and in collaboration with local and regional employers, but underline the importance of maintaining standards.
CMI and other professional bodies have an important role to play in collaborating with the FE sector and employers to ensure qualifications reflect employers’ needs, meet professional standards, provide professional recognition and provide continuing professional development (CPD) for learners.
Social Work Training Development of the professional self Gallery
This document discusses changes to continuing professional development (CPD) requirements for social workers in the UK. It notes that the regulatory body has shifted from focusing on hours to a range of planned learning activities with reflection. Employers are now expected to support social workers' CPD needs and help them maintain registration. This poses a challenge for recruiters to ensure locum social workers can meet CPD standards through opportunities like training, supervision and maintaining a portfolio of learning activities and reflections. The document provides guidance on how recruiters can help locum social workers satisfy the new CPD requirements.
1. There is a large gap between the demand for higher education in India and the available supply of seats and institutions. The demand for higher education is growing at 20% annually but the growth in supply is only 11%, leading to a shortfall of 45% in available seats.
2. There is also a mismatch between the skills demanded by industry and those possessed by graduates. India will face a shortage of 5.3 million skilled workers over the next few years.
3. The government has undertaken several initiatives to expand higher education such as increasing the number of universities and colleges. However, with an investment of only Rs. 40,000 crores, these measures will not be enough to meet the large unmet
This presentation covers the role of company secretaries in various areas, including their role and position within companies, educational background, and how they can contribute to organizations. The presentation is divided into several parts that discuss the general role of company secretaries, their role under the Company Secretaries Act of 1980, education requirements, necessary qualities, and how they can support corporate governance. Additional reference materials are provided at the end for members to modify and present as needed when engaging with employers.
This presentation covers the role of company secretaries in various areas. It is divided into several parts that discuss the general role of company secretaries, their role under the Company Secretaries Act 1980, the educational requirements, necessary qualities, and how they contribute to corporate governance. Additional material is provided at the end for members to modify the presentation as needed and include when presenting to employers.
Similar to CS MANTRA - PPT. pptx (PRESENTATION) (20)
This document briefly explains the June compliance calendar 2024 with income tax returns, PF, ESI, and important due dates, forms to be filled out, periods, and who should file them?.
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
What are the common challenges faced by women lawyers working in the legal pr...lawyersonia
The legal profession, which has historically been male-dominated, has experienced a significant increase in the number of women entering the field over the past few decades. Despite this progress, women lawyers continue to encounter various challenges as they strive for top positions.
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
3. ‘Wheel of Vision’
To elevate the brand image of Company secretaries
as good governance professionals
To enrich the prestige of the Institute in Corporates
and Governing Bodies/Authorities
To enhance the opportunities to both Company
Secretaries in Practice and employment
To ensure that the skills and abilities of Student
Company Secretaries are enhanced to higher
levels for taking up new and challenging tasks.
3
6. Inspiration
6
- Creation of more opportunities
- Exposure to top level B-schools
- Direct admission to M.phil and P.hD in
more universities
-Involving students in communal works
-Continuous interaction with statutory,
regulatory authorities and business
leaders
-Imparting life skills
I
7. Competence
7
C
- Review of syllabus to suit the business need
- More practical learning approach
- Imparting best in class training
- Introduction of virtual classes at the same time
creating noble Guru’s concept with experienced
faculty
- Introduction of state of art facilities
- Vigorous training for compliance as well as
business management aspects
8. Skill Set
8
S
- Introduction of personal grooming manual
- Introduction of concept of “presenting on self”
- Making soft skills a key need
- Interpersonal skills
- Communication & Leadership skills
- Importing business etiquettes as part of the
training
- Ethical values & values driven leadership
- Strategic tie-up with technical courses
- e-learning
9. International Exposure
9
I
- Including the syllabus relating to international
commerce , law, trade and management
- Collaborate with international universities in
respect of legal and management and
leadership curriculum
- Internship at foreign universitiesforeign
companiesforeign law firms
12. Integration
12
I
- Integration of members with
- universities,
- professional bodies,
- regulatory authorities and
- Industrial associations
- Conducting programmes to integrating with
mind, body and soul
13. Capacity building
13
C
- More focused courses on various other
subjects
- Introduction of real time and Practical
oriented training programs
- Specialized services or segment wise services
- Leadership and management skills- Tie-up
with reputed B Schools
14. Scope
14
S
- Value based services to the industries
- Specialized portal for job vacancies
- Empanelment with major corporate for
campus interviews at all chapters
- More recognition from law
15. Indemnity
15
I
- Insertion of indemnity clause for professionals
- Group professional liability insurance as part of CSBF wing
- Panel of members to represent before the NFRA and other
statutory authorities in case of prosecutions or enquiries at
Delhi/Mumbai level to save costs of institute members
- Arrangements with insurance companies for compensation
schemes
18. Integrity
18
I
- Stepping into the shoes of the management
- Understanding the business perspective
- Introduction of business secrecy clauses in the
code of conduct
- Introduction of corporate grievance cell for
misbehavior and misconduct of members
19. Credibility
19
C
- Panel of advisers for corporate services at
head quarters level like SEBI giving opinions
- Disciplinary committee cell at regional levels
to save costs in case of enquiries
- Providing not only legal solution but also
Business solution
- More peer review actions
20. Secrecy
20
S
- More refining code of conduct to maintain
the secrecy on business and confidential
issues
- Developing a corporate whistle-blower policy
24. Investor protection
24
I
- Creating a panel by CS members for small
share holding directors
- Investor protection cell for providing services
- Establishing investor incubators
- Panel of members to represent before the
authorities in case of prosecutions or
enquiries to save cost
25. Corporate Governance
25
C
- CS members co-operative societies apart from
CSBF
- Establishing Corporate governance excellence
centers for professionals
- Creation of corporate governance coordination
committee with other statutory and regulatory
authorities
- Creating a pool of resourcing persons who are
specialized in corporate governance and utilising
their services
26. Standards
26
S
- Integration with all applicable corporate laws
- Introduction of standards in other corporate laws
viz., corporate laws and FEMA
- Introduction of best secretarial standards awards
- Provide inputs and work closely on the labour law
reforms, GST, Direct Tax etc
- CSR standards
- Creation of standard board at chapter level also
27. Information & Compliance
27
I
- Constitution of advisory committees for central
government and state government in formulating
laws, amendments, rules and regulations for
good governance
- Joint courses and new certification courses with
other professional bodies like CMA, National
Institute of law etc. For specialized papers at
professional level
- Devising a system for information and companies
in a true and fair view manner
30. Image
30
I
- Establishment of centers for professional
excellence at metropolitan cities
- Strategic branding initiatives
- Best use of media and social media
- Creating a empanelment of speakers to
depute to the universities, professional bodies
and regulatory authorities
- Creating a panel speakers for appearance in
the TV shows
31. Community
31
C
- Focus on community involvement
- Involving in the national building activities and
government initiatives from time to time
- Creating funds for CSR activities of ICSI
- To act as implementing agency for the CSR
activities of the corporate
32. Supreme
32
S
- Increasing the number of satellite chapters and study
centers at rural level after identification industrial
corridors
- Professional support cell
- Grooming members for occupying the position of law
makers
- Encouraging the members to occupy the positions in
judicial system like supreme court, high court , NCLT
and NFRA
- Identifying the CS qualified who are at statutory,
regulatory and judicial levels encouraging them to get
membership
33. Infrastructure
33
I
- Technology Up gradation
- Provide the best of infrastructure facilities in all
parts of ICSI with Wi-Fi to meet technological
requirements
- Study rooms at all chapters
- Enhance usage of technology for professional
development programmes (Webcast, Podcost etc)
- Decentralized student and membership service
cell at all chapters
34. Appeal
Let’s build on this strong CS foundation
together and strive for achieving excellence. In
this direction , put forth the right persons who
could deliver us the results to reality in true
letter and spirit.
Coming together is a beginning;
Keeping together is progress;
Working together is success.
34
35. Our Belief
“Effective leadership is not about making
speeches or being liked; leadership is defined
by results not attributes”.
35
