North American companies lag behind the rest of the world when it comes to implementing anti-bribery training and policies, according to recent statistics from The Conference Board Inc.(TCB).
The Department of Health and Human Services’ Office for Civil Rights (OCR) recently announced it will resume its HIPAA compliance audit program — launched as a pilot program in 2012 — on a permanent basis in 2014. In preparation, OCR is undertaking a survey of 1,200 organizations to determine appropriate audit candidates by gathering information on the size, complexity and fitness of respondents for an audit.
Religious diversity in the workplace is fast becoming a hot issue for the Equal Employment Opportunity Commission (EEOC). Accordingly, the agency answered questions about the application of federal employment discrimination law to religious dress and grooming practices in its recently released guidance for employers.
The hiring process is heavily regulated in the United States. For this reason, employers and hiring managers must be mindful of the state and federal statutes that dictate acceptable interviewing practices. WeComply, a Thomson Reuters business, developed the following infographic to help organizations understand how to avoid inappropriate interview questions.
The Foreign Corrupt Practices Act (FCPA) prohibits giving or offering anything of value to any foreign official with a corrupt intent to assist in obtaining or retaining business. Enforcement of FCPA compliance by the Department of Justice (DOJ) has been particularly active in recent years, making companies increasingly wary of carrying out business transactions with foreign officials.
On March 7, 2014, a key section of the Violence Against Women Act (VAWA) went into effect, imposing new obligations on colleges and universities for the handling of sexual misconduct on campus. The Campus Sexual Violence Elimination Act (SaVE Act) enhances the Clery Act in an effort to improve the way in which colleges and universities address and respond to incidents of sexual violence on campus.
Employment is heavily regulated in the U.S., where it is illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
According to a recent webinar sponsored by the law firm Hogan Lovells, anti-corruption experts expect to see an increased number of investigations this year under both the U.S. Foreign Corrupt Practices Act (FCPA) and the UK Bribery Act.
Law firms do not hold special immunity from the threat of cybercriminals. In fact, law firms should be extra vigilant, considering the breadth of sensitive client information they often possess regarding corporate acquisitions, product specifics, intellectual property, financial data, etc. Many law firms also rely on third parties to handle much of this information, thus raising their exposure to security threats.
On March 12, 2014, the European Parliament approved a data-protection reform bill that would, among other things, increase the maximum fine for violating the EU's data-protection laws to €100 million or 5 percent of the violator's global annual turnover. The new reform is part of an effort to replace the existing and outdated EU Data Protection Directive, adopted in 1995, with the more modern and currently pending General Data Protection Regulation (GDPR).