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The Board Role In Ethics And Compliance

For compliance programs, "tone at the top" is a frequently used (but little examined) term.  Just how does a board of directors determine and establish a practical system of ethics that will reach throughout the corporate structure?  What elements are needed?  How can the board gauge the effectiveness of its efforts?  What approaches work best-and which lead to failure?

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Topics: Ethics & Compliance, Culture, Leadership, Corporate Culture, Values, Tone At The Top

20 Years in Ethics & Compliance: The Chief Ethics & Compliance Officer

The CECO: A Work in Progress By Dominique Dussard

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Topics: Ethics & Compliance

20 Years in Ethics & Compliance: Gaming Compliance

Gaming Compliance By Nicolas Carr & Robert Gulick

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Topics: Ethics & Compliance, Gamification

20 Years in Ethics & Compliance: The Powers of Self-Governance

The Powers of Self-Governance By Michelle Moyer

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Topics: Ethics & Compliance

20 Years in European Ethics & Compliance

By Keith Read

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Topics: Ethics & Compliance

20 Years in Ethics & Compliance: Big Data, Big Risks

Big Data, Big Risks By Michael Bramnick

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Topics: Ethics & Compliance

20 Years in Ethics & Compliance: Cracking the Code of Conduct

Cracking the Codes By Mark Rowe

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Topics: Ethics & Compliance

20 Years in Ethics & Compliance: Aspiring to Irrelevance

Aspiring to Irrelevance By David Greenberg

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Topics: Ethics & Compliance

20 Years in Ethics & Compliance: An LRN Whitepaper

Freedom to Go Beyond Compliance By Dov Seidman

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Topics: Ethics & Compliance

Labor and Employment Update: Incentives

HR professionals are experts in designing incentives programs through salaries, bonuses, promotions, and other rewards strategies. Similarly, compliance officers know that incentives are a key component of effective compliance programs under the sentencing guidelines. The department of Justice recently issued a 120-page guidance on the Foreign Corrupt practices Act. While the HR department might not think that bribery issues are within their purview, CECOs and HR professionals know that employees may confide in their managers before they call anonymous hotlines, the law department, or faceless people in compliance whom they have never met. On the flip side, the employee may be disgruntled and bypass the company altogether, going straight to the government to seek a reward under the Dodd-Frank whistleblower program.

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Topics: Employment, ECA Risk Forecast Report 2013, Ethics & Compliance, Labor