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Argentieri Speech and 2024 ECCP: Data Access and Data Analytics

Deputy Assistant Attorney General Nicole M. Argentieri’s speech highlighted a critical shift in the DOJ’s approach to evaluating corporate compliance programs. As outlined in the updated 2024 Evaluation of Corporate Compliance Programs (2024 ECCP), the emphasis on data access signals a new era where compliance professionals are expected to wield data with the same rigor and sophistication as their business counterparts.

In her remarks, Argentieri said, “Third, under the updated ECCP, our prosecutors will assess whether a compliance program has appropriate access to data, including to assess its effectiveness. We have added questions about whether compliance personnel have adequate access to relevant data sources and the assets, resources, and technology available to compliance and risk management personnel. As part of this assessment, we will also consider whether companies are putting the same resources and technology into gathering and leveraging data for compliance purposes they use in their business.”

Her remarks were paired with new language in the 2024 ECCP, which stated:

Data Resources and Access – Do compliance and control personnel have sufficient direct or indirect access to relevant data sources for timely and effective monitoring and/or testing of policies, controls, and transactions? Do any impediments exist that limit or delay access to relevant data sources, and if so, what is the company doing to address the impediments? Do compliance personnel know of and have the means to access all relevant data sources reasonably timely? Is the company appropriately leveraging data analytics tools to create efficiencies in compliance operations and measure the effectiveness of components of compliance programs? How is the company managing the quality of its data sources? How does the company measure the accuracy, precision, or recall of any data analytics models it uses?

Proportionate Resource Allocation – How do the assets, resources, and technology available to compliance and risk management compare to those available elsewhere in the company? Is there an imbalance between the technology and resources used by the company to identify and capture market opportunities and the technology and resources used to detect and mitigate risks?

The speech and the 2024 ECCP put new and additional requirements around a corporate compliance program in the areas of data and data analytics. But how exactly should compliance teams navigate these heightened expectations? Here’s what you must do to ensure your compliance program meets these new standards.

Evaluate Your Data Access to Ensure Unimpeded Access to Relevant Data

The first step in aligning with the DOJ’s expectations is to conduct a comprehensive audit of your current data access. Compliance professionals must ask:

  • Conduct a Data Access Audit. Identify all the critical data sources for monitoring and testing your compliance policies, controls, and transactions. This includes financial transactions, communications, third-party interactions, and other data relevant to your risk profile.
  • Identify and Eliminate Barriers. Once you have a map of your data landscape, scrutinize it for any impediments that may limit or delay access to critical data. These barriers could be technical, such as legacy systems that do not integrate well, or organizational, like departmental silos that restrict data flow. Develop a plan to remove these impediments, whether through technology upgrades, process improvements, or changes in data governance.
  • Educate and Empower Compliance Teams. It is not enough for data to be accessible; your compliance personnel must also have the knowledge and tools to access it effectively. Invest in training programs that enhance data literacy among your team members, ensuring they can navigate and leverage data to its full potential.

The DOJ will scrutinize whether your compliance team has the same data visibility as other business units. If you find gaps, now is the time to bridge them.

Assess Resource Allocation for Data Analytics

Argentieri’s remarks also underscore the importance of resourcing. It is more than having data; your corporate compliance function must have the tools and talent to analyze it effectively. The 2024 ECCP emphasizes the importance of using data analytics tools to create efficiencies in compliance operations and measure the effectiveness of compliance programs.

  • Technology Investment. Are you using advanced analytics tools? Leverage AI and machine learning to proactively identify patterns, anomalies, and potential compliance risks.
  • Invest specifically in Advanced Analytics Tools. Ensure that your compliance program is equipped with state-of-the-art data analytics tools. These tools should be capable of processing large volumes of data, identifying patterns, and flagging potential risks in real-time. Artificial intelligence (AI) and machine learning (ML) can be particularly useful in predictive analytics, helping you stay ahead of emerging risks.
  • Human Resources. Do you have data-savvy compliance professionals on your team? Consider upskilling current staff or hiring data analysts who understand the technical and regulatory landscapes.
  • Benchmark Resources Across the Organization. Start by comparing the assets, resources, and technology available to your compliance and risk management teams with those available in other departments, particularly those focused on capturing market opportunities. Look for any imbalances that could undermine the effectiveness of your compliance efforts.
  • Make a case for compliance. If compliance is underresourced, build a compelling business case for increased investment. Highlight the risks associated with inadequate compliance resources, including the potential for regulatory breaches, reputational damage, and financial losses. Use data to demonstrate how enhanced resources could improve compliance outcomes and protect the organization.

Implement Real-Time Monitoring

The DOJ’s focus on data access and analytics also means that real-time monitoring should be a cornerstone of your compliance strategy. Static, periodic reviews are no longer sufficient.

  • Continuous Data Feeds. Implement systems that provide compliance officers with ongoing, real-time data. This allows for immediate detection of potential issues.
  • Automated Alerts. Set up automated alerts for key risk indicators, such as unusual transaction patterns or policy violations. This ensures that your team can respond to potential breaches before they escalate.
  • Integrate Compliance into Business Strategy. To ensure ongoing support, integrate compliance more closely with business strategy. Show how robust compliance efforts contribute to long-term success, aligning compliance goals with the company’s objectives.

Leverage Data to Assess Compliance Program Effectiveness

The ultimate goal of data access and analytics is to measure and improve the effectiveness of your compliance program. The DOJ is looking for companies that can demonstrate how they use data to inform their compliance efforts.

  • KPIs and Metrics. Develop key performance indicators (KPIs) that track compliance program success. Metrics might include the number of detected compliance incidents, response times, or the effectiveness of training programs.
  • Data-Driven Adjustments. Use data insights to make real-time adjustments to your compliance strategy. If the data shows a particular area of concern, pivot quickly and address it with targeted interventions.
  • Measure the Effectiveness of Analytics Models. Develop metrics to evaluate the performance of your data analytics models. These could include detection rates, false positive/negative ratios, and the speed at which issues are identified and resolved. Review and refine these models to ensure they deliver accurate and actionable insights.

Ensure Transparency and Documentation

Finally, remember that the DOJ will be looking for transparency. Be prepared to demonstrate how you use data, make decisions, and allocate resources.

  • Document, Document, Document. Keep thorough records of your data access, analysis processes, and any adjustments based on data insights.
  • Audit Trails. Maintain clear audit trails that show how data influenced compliance decisions. This will be critical in demonstrating to the DOJ that your program is reactive and proactively leveraging data to prevent compliance failures.
  • Monitor Data Quality. High-quality data is the backbone of effective compliance. Regularly assess the quality of your data sources, checking for accuracy, precision, and recall. Implement data governance frameworks that ensure data integrity and reliability, ensuring your analytics models are based on the best available data.

Finally, under Part III of the 2024 ECCP, in the section entitled, Does the Corporation’s Compliance Program Work in Practice?, the DOJ said prosecutors would pose the following question, “Prosecutors should also assess how the company has leveraged its  data to gain insights into the effectiveness of its compliance program and otherwise sought to  promote an organizational culture that encourages ethical conduct and a commitment to  compliance with the law.”

Coupling that language from the 2024 ECCP with Nicole Argentieri’s speech, you see a clarion call for compliance professionals to elevate their programs through the availability and utilization of data and data analytics to meet the DOJ’s evolving expectations. The message is clear: data is not just a business asset but a compliance imperative. By ensuring unimpeded and robust data access, investing in analytics, implementing real-time monitoring, leveraging data to assess program effectiveness, and achieving resource parity for compliance, your compliance program will meet the DOJ’s standards and drive greater organizational integrity and resilience. In this new era of data-driven compliance, the key to success lies in strategic investment and proactive management.

The stakes have never been higher, but with the right approach, the rewards—reducing risk and increasing trust—are worth the effort.

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Compliance Tip of the Day

Compliance Tip of the Day: Lesson from The John Deere FCPA Enforcement Action – Pre – acquisition Due Diligence

Welcome to “Compliance Tip of the Day,” the podcast where we bring you daily insights and practical advice on navigating the ever-evolving landscape of compliance and regulatory requirements.

Whether you’re a seasoned compliance professional or just starting your journey, our aim is to provide you with bite-sized, actionable tips to help you stay on top of your compliance game.

Join us as we explore the latest industry trends, share best practices, and demystify complex compliance issues to keep your organization on the right side of the law.

Tune in daily for your dose of compliance wisdom, and let’s make compliance a little less daunting, one tip at a time.

Today, we review why pre-acquisition due diligence is so critical in any best practices compliance program.

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The Hill Country Podcast

The Hill Country Podcast: Exploring Kerrville’s Literary Community with Rachael Carruthers

Welcome to award-winning The Hill Country Podcast. The Texas Hill Country is one of the most beautiful places on earth. In this podcast, Hill Country resident Tom Fox visits with the people and organizations that make this the most unique area of Texas. This week Tom welcomes Rachael Carruthers, head of patron services at the Butt-Holdsworth Memorial Library in Kerrville, Texas.

Rachael discusses her 15-year career at the library, emphasizing the diverse programming she helps organize, including community outreach, reference assistance, and the upcoming ‘Readers, Writers, and Books’ event. The event will feature talks from notable figures such as Kathleen Hudson, Tom Fox, and Larry Morris, covering topics like oral histories, the Hill Country author podcast, and self-publishing. Rachael highlights the vibrant literary scene in Kerrville, the library’s supportive role for local authors, and the various book clubs tailored to different interests within the community.

Key Highlights:

  • Rachael’s Role at the Library
  • Upcoming Event: Readers, Writers, and Books
  • Community Engagement and Outreach
  • Library Resources and Services
  • Book Club Events

Resources:

Butt-Holdsworth Memorial Library

Other Hill Country Focused Podcasts

Hill Country Authors Podcast

Hill Country Artists Podcast

Texas Hill Country Podcast Network

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Daily Compliance News

Daily Compliance News: September 25, 2024 – The $11bn Forfeiture Edition

Welcome to the Daily Compliance News. Each day, Tom Fox, the Voice of Compliance, brings you compliance-related stories to start your day. Sit back, enjoy a cup of morning coffee, and listen to the Daily Compliance News. All from the Compliance Podcast Network.

Each day, we consider four stories from the business world: compliance, ethics, risk management, leadership, or general interest for the compliance professional.

In today’s edition of Daily Compliance News:

  • Carolyn Ellison is sentenced to 2 years in prison and forfeits $11 billion. (NYT)
  • Wagner Group used HSBC and JPMorgan for payments. (FT)
  • China probes PVH. (Reuters)
  • Wells Fargo must face a Caremark claim. (Reuters)

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Compliance Into the Weeds

Compliance into the Weeds: Argentieri Speech and Updated ECCP – The First Analysis

The award-winning, Compliance into the Weeds is the only weekly podcast that takes a deep dive into a compliance related topic, literally going into the weeds to more fully explore a subject. Looking for some hard-hitting insights on compliance? Look no further than Compliance into the Weeds!

In this episode, Tom Fox and Matt Kelly take a deep dive into the speech by Principal Deputy Assistant Attorney General Nicole M. Argentieri at the Society of Corporate Compliance and Ethics 23rd Annual Compliance & Ethics Institute.

Argentieri, revealed substantial updates to the department’s Evaluation guidelines for effective compliance programs, focusing on whistleblower protections and the effectiveness of reporting mechanisms. Matt, reporting live from Dallas, discussed the implications of these updates, especially regarding the DOJ’s increased scrutiny on companies speak-up cultures and the protection of whistleblowers.

Tom and Matt explored the practical steps compliance officers need to take to meet these new DOJ expectations, including ensuring anonymous reporting mechanisms are well-publicized and effectively utilized, fostering a culture that encourages reporting without fear of retaliation, and aligning company policies with the latest external whistleblower protection laws. They also touched on the potential challenges of balancing AI risks with these new guidelines and the broader impact on compliance programs.

Key Highlights:

  • Key focus on enhancing whistleblower protections.
  • Compliance officers must ensure that reporting mechanisms are well-publicized.
  • Importance of aligning internal policies with external whistleblower protection laws to ensure comprehensive employee training.
  • Balancing the challenges of AI risks with the need to adhere to new DOJ guidelines.
  • The practical steps for compliance professionals to align their programs with DOJ’s evolving expectations.

Resources:

Matt in Radical Compliance

Tom in the FCPA Compliance and Ethics Blog

Tom

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Blog

Argentieri Speech and 2024 ECCP: Whistleblowers and Anti-Retaliation

Deputy Assistant Attorney General Nicole M. Argentieri’s speech highlighted a critical shift in the Department of Justice’s (DOJ) approach to evaluating corporate compliance programs. As outlined in the updated 2024 Evaluation of Corporate Compliance Programs (2024 ECCP), the emphasis on data access signals a new era where compliance professionals are expected to wield data with the same rigor and sophistication as their business counterparts.

In her remarks, Argentieri said, “Second, following the recent announcement of our whistleblower awards program, the ECCP now includes questions designed to evaluate whether companies encourage employees to speak up and report misconduct or employ practices that chill reporting. Our prosecutors will closely consider the company’s commitment to whistleblower protection and anti-retaliation by assessing policies and training, as well as the treatment of employees who report misconduct. We will evaluate whether companies ensure that individuals who suspect misconduct know how to report it and feel comfortable doing so by showing that there is no tolerance for retaliation.”

Her remarks were paired with new language in the 2024 ECCP, which stated:

Effectiveness of the Reporting Mechanism – Does the company have an anonymous reporting mechanism, and why not? How is the reporting mechanism publicized to the company’s employees and other third parties? Has it been used? Does the company test whether employees know the hotline and feel comfortable using it? Does the company encourage and incentivize reporting of potential misconduct or violation of company policy? Conversely, does the company use practices that tend to chill such reporting? How does the company assess employees’ willingness to report? How has the company assessed the seriousness of the allegations it received? Has the compliance function had full access to reporting and investigative information? 

Commitment to Whistleblower Protection and Anti-Retaliation. Does the company have an anti-retaliation policy? Does the company train employees on internal and external anti-retaliation policies and whistleblower protection laws? To the extent that the company disciplines employees involved in misconduct, are employees who reported internally treated differently than others involved in misconduct who did not? Does the company train employees on internal reporting systems, external whistleblower programs, and regulatory regimes?

The speech and the 2024 ECCP impose new and additional requirements on a corporate compliance program in internal reporting, whistleblower protection, and anti-retaliation. But how exactly should compliance teams navigate these heightened expectations? Here’s what you must do to ensure your compliance program meets these new standards.

The DOJ has made it abundantly clear that companies must have effective, accessible, and well-publicized reporting mechanisms coupled with ironclad whistleblower protections. For compliance professionals, this mandate represents a critical component of a company’s overall compliance program that cannot be overlooked or underestimated. Here is what you need to do to implement these DOJ requirements effectively.

Establish and Maintain an Anonymous Reporting Mechanism

First and foremost, your company must have an anonymous reporting mechanism—commonly known as a hotline. If your company lacks this, it’s time to address this gap immediately.

  • Set Up a Hotline. Implement a reliable, user-friendly, anonymous reporting mechanism. This could be a dedicated phone line, an online portal, or both. The key is to ensure that employees and third parties can report misconduct without fear of exposure.
  • Publicize the Mechanism Effectively. Once in place, make sure everyone knows about it. Publicize the hotline through multiple channels—email announcements, posters in common areas, mentions in training sessions, and inclusion in employee handbooks. The goal is to ensure that no one in the organization can claim ignorance of its existence.
  • Test Awareness and Comfort Levels. Regularly survey employees to gauge their awareness of the hotline and their comfort in using it. This can be done through anonymous questionnaires or during training sessions. The DOJ expects companies to have a hotline that employees know and trust.

Encourage and Incentivize Reporting

A reporting mechanism is only as effective as the culture that surrounds it. Compliance professionals must work to foster an environment where reporting is encouraged and valued.

  • Positive Reinforcement. Encourage reporting by framing it as a positive, company-supportive action. Highlight success stories where reports led to meaningful change or helped the company avoid greater risks. Consider incentivizing reporting through recognition programs or other rewards that align with your company’s culture.
  • Avoid Chilling Practices. Be mindful of practices or policies that might discourage reporting. For example, employees will quickly learn to stay silent if your company has a history of disregarding reports or retaliating against reporters. Review your policies to ensure they don’t inadvertently dissuade reporting and correct any past practices that might have had this effect.
  • Leadership Commitment. The tone from the top is critical. Senior leaders must openly support and advocate for whistleblower protections. This includes publicly acknowledging the importance of reporting misconduct and demonstrating zero tolerance for retaliation. Leaders should actively participate in training sessions and speak about the value of transparency and accountability.
  • Anonymous Reporting Channels. While encouraging open dialogue is important, some employees may feel more comfortable reporting anonymously. Ensure that your organization has robust, confidential reporting channels in place. These might include hotlines, online portals, or third-party reporting services. Make sure these channels are well-publicized and easy to use.

Assess and Act on Internal Reports Thoroughly

The DOJ wants to know that companies take reports seriously. This means evaluating the seriousness of allegations promptly and thoroughly.

  • Rigorous Investigation Process. Ensure that all reports are promptly reviewed and assessed for seriousness. Develop a standardized process for triaging reports based on their nature and potential impact. This should involve clear guidelines for escalating significant issues to senior management or the board.
  • Full Access for Compliance. Your compliance function must have unrestricted access to all reporting and investigative information. This ensures that investigations are conducted independently and without interference and that the compliance team can assess trends, identify systemic issues, and recommend corrective actions.
  • 120 Days. Remember, the new Corporate Whistleblower Awards Pilot Program has a 120-day deadline from when a reporter speaks up in any manner internally. Companies must fully investigate and disclose to the DOJ within that timeline to be eligible for a Declination under the Corporate Enforcement Policy.

Reinforce Whistleblower Policies and Training

The foundation of any effective whistleblower program is a clear, robust policy communicated effectively across the organization.

  • Review and Update Whistleblower Policies. Start by revisiting your existing whistleblower policies. Ensure they clearly outline the process for reporting misconduct, the protections afforded to whistleblowers, and the consequences for retaliatory actions. Update your policies to reflect the latest regulatory guidance and industry best practices.
  • Comprehensive Training Programs. Policies are only effective if employees understand them. Develop and deliver training programs that educate employees on the importance of whistleblowing, the protections they are entitled to, and how to report concerns. This training should be mandatory, regularly updated, and tailored to different levels of the organization, ensuring everyone—from frontline employees to senior executives—understands their role in maintaining a speak-up culture.
  • Regular Communication. Keep whistleblowing at the forefront of your mind by regularly communicating the importance of speaking up. This can be through internal newsletters, town hall meetings, or dedicated campaigns reinforcing the company’s commitment to ethical conduct and employee protection.

Demonstrate Zero Tolerance for Retaliation

An effective compliance program must go beyond just having a hotline—it must actively protect those who use it. A key element of the DOJ’s evaluation will be how companies treat employees who report misconduct. It is critical to ensure there is no tolerance for retaliation.

  • Develop a Strong Anti-Retaliation Policy. Ensure your company has a comprehensive anti-retaliation policy that is clear, enforceable, and well-publicized. This policy should unequivocally state that retaliation against anyone who reports misconduct in good faith will not be tolerated.
  • Swift Action Against Retaliation. Establish clear, enforceable consequences for retaliatory behavior. If an employee experiences retaliation, act quickly to investigate the claim and, if necessary, take disciplinary action against those responsible. Publicize these actions (while maintaining confidentiality) to reinforce the message that retaliation will not be tolerated.
  • Training on Anti-Retaliation Laws. Train employees on your internal anti-retaliation policies and relevant external whistleblower protection laws. This training should be frequent and tailored to different levels of the organization, from entry-level employees to executives.
  • Monitor and Measure. Implement systems to track whistleblower reports and any subsequent actions. Regularly review this data to identify patterns or areas of concern, such as departments with higher rates of reported retaliation. Use this information to refine your policies and training, ensuring continuous improvement in your approach to whistleblower protection.

Build Trust Through Transparency

Trust is the cornerstone of any effective whistleblower program. Employees must know their concerns will be taken seriously and handled with integrity.

  • Transparency in Investigations. When a report is made, ensure the investigation process is transparent, thorough, and impartial. Keep the whistleblower informed (within the bounds of confidentiality) about the investigation’s progress and any resulting outcomes.
  • Fair Treatment of Whistleblowers. Scrutinize how whistleblowers are treated within your organization, especially if they are involved in the misconduct they reported. The DOJ will examine whether whistleblowers are treated fairly and without bias compared to others involved in the same incidents.
  • Celebrate Whistleblowers. Consider recognizing and celebrating employees who come forward with important information. While this can be a sensitive area, public acknowledgment (where appropriate) can reinforce the organization’s value of ethical behavior and speak up.

Evaluate and Improve Continuously

Finally, the DOJ will look for evidence that companies are committed to whistleblower protection and continuously improving their programs.

  • Regular Program Assessments. Conduct periodic assessments of your whistleblower program to ensure it remains effective and aligned with the latest regulatory expectations. This could involve employee surveys, focus groups, or third-party audits.
  • Act on Feedback. Use the insights gained from these assessments to make meaningful changes. Continuous improvement should be a core component of your whistleblower program, whether improving reporting channels, enhancing training, or refining policies.
  • Regular Training on Reporting Mechanisms. Incorporate training on internal reporting systems and external whistleblower programs into your regular compliance training. Employees should know how to report internally and to external regulators if necessary.
  • Assess Training Effectiveness. Regularly assess the effectiveness of this training through quizzes, feedback surveys, or audits. Ensure that employees understand the reporting systems and feel empowered to use them.

Nicole Argentieri emphasized the DOJ’s heightened focus on whistleblower protections within corporate compliance programs. This comes on the heels of the DOJ’s new whistleblower awards program and underscores the critical role of speak-up cultures in identifying and mitigating misconduct. For compliance professionals, this shift means more than just updating policies; it requires a fundamental reassessment of how your organization encourages, protects, and values whistleblowers. Here’s how you can align your compliance program with the DOJ’s expectations.

Her remarks make it clear that the DOJ is placing a renewed emphasis on whistleblower protections as a critical component of corporate compliance programs. For compliance professionals, this is both a challenge and an opportunity. By reinforcing your policies, fostering a culture of speaking up, demonstrating zero tolerance for retaliation, building trust, and committing to continuous improvement, you can meet the DOJ’s expectations and create a more ethical, transparent, and resilient organization.

The 2024 ECCP made it abundantly clear that companies must have robust, accessible reporting mechanisms and unwavering whistleblower protections. For compliance professionals, this means creating a culture that supports and actively encourages reporting. By setting up effective hotlines, fostering a positive reporting culture, ensuring thorough investigations, and protecting whistleblowers from retaliation, your compliance program will meet DOJ standards and contribute to a healthier, more ethical workplace. In today’s regulatory environment, the effectiveness of your reporting mechanism and commitment to whistleblower protection are no longer just best practices—they are imperatives.