The Occupational Safety and Health Administration (OSHA) drafted a document intended to help employers develop a program to protect employees from retaliation. In it, OSHA suggested five key steps: (1) ensure leadership commitment, (2) foster an anti-retaliation culture, (3) implement a system for responding to reports of retaliation, (4) conduct anti-retaliation training, and (5) monitor progress and program improvement.
Retaliation against reporters of misconduct is high globally, according to the Ethics & Compliance Initiative (ECI)’s Global Business Ethics Survey. ECI notes that in 11 of 13 countries surveyed, “at least one in three reporters across all sectors experienced retaliation.”
According to a 2016 PwC report on economic crime, 89 percent of more than 6,000 executives stated that their organizations have a formal business ethics and compliance program. However, many companies exhibit a degree of confusion about who has ownership over what. Responsibility for these programs is widely dispersed among roles in the surveyed organizations. The report urges readers to “know who has ownership—it’s half the battle.”
Applied correctly, data analytics can be of great to help compliance officers and chief audit executives. Writing for the FCPA Report, Bill Olsen, Dan Reynolds and Alex Koltsov of Grant Thornton LLP suggest compliance professionals use the information about schemes highlighted in Department of Justice and Securities and Exchange Commission settlement papers to identify potential compliance red flags and to help improve their monitoring systems. The report details three risk areas, cited in recent enforcement actions, that are primed for data analytics: product discounts; commissions; and meals, gifts, travel, and entertainment.