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Will Trump Suspend FCPA Enforcement in Venezuela?

Now that I have your attention with this clickbait title, I want to explore today what the Venezuelan imbroglio may mean for compliance professionals and energy companies who are looking at either entering the Venezuelan market or, in many cases, re-entering it after the not invasion (since it was not a military action authorized by Congress); not a police action (that the Korean War takes the moniker); but the capture of President Maduro and his wife to purloin Venezuela’s oil. As noted by New York Times (NYT) columnist Thomas Friedman today, “It is now clear that Trump’s priority in capturing President Nicolás Maduro of Venezuela was not to make that country safe for the restoration of democracy but to make it safe for the restoration of American oil companies’ dominance over Venezuelan oil extraction.”

But there are multiple obstacles to the US getting to and removing Venezuelan oil. As the Wall Street Journal (WSJ) noted, “But getting foreign companies to flock back to Venezuela will be a massive challenge. Chevron is the only major U.S. oil company and the country’s largest foreign investor. Other oil executives will be forced to gauge the stability on the ground in a country where the industry has fallen into disarray after more than two decades of mismanagement and corruption.” Economically, it may make little to no sense.

Corruption and PDVSA

But from the compliance perspective, there is the issue of corruption. As I wrote back in 2017, “Of all the stench from corruption, not much is more odious than that from the Venezuelan state oil company Petróleos de Venezuela SA (PDVSA). Whether it is shaking down contractors for Rolex watches to schedule a meeting, requiring a bribe to get payments on outstanding invoices, or simply good old-fashioned cash to get on a bid list, PDVSA is perceived to be one of the most institutionally corrupt energy companies around.”

How President Trump plans to get the Venezuelan oil out of the country is not known at this point. But unless he orders US energy companies to put boots on the ground to rebuild PdVSA’s decrepit infrastructure, those same companies will have to deal with the same corrupt PdVSA officials.

In the context of Venezuela’s reopening to Western energy investment, President Trump’s decision to pause enforcement of the Foreign Corrupt Practices Act (FCPA) reflected a broader strategic pivot toward what his administration calls economic competitiveness and national security. His Executive Order issued in early 2025 directed the Department of Justice (DOJ) to halt new FCPA investigations for at least 180 days while it reviewed enforcement priorities on the premise that strict anti-bribery enforcement, as it has traditionally been applied, “impedes U.S. foreign policy objectives” and disadvantages American companies relative to global competitors. The policy rationale was that, in markets perceived as corrupt or opaque, rigorous FCPA enforcement has historically dissuaded US firms from competing effectively, particularly against foreign rivals who do not face the same legal constraints. This argument, which resonated with a strand of populist economic nationalism, frames FCPA enforcement as a barrier to energy companies securing strategic resources, such as Venezuelan oil, rather than as a purely ethical safeguard.

From a compliance professional’s lens, this recalibration had two implications. On one hand, it might reduce the immediacy of DOJ scrutiny for conduct in jurisdictions like Venezuela, where corruption risk is endemic. On the other hand, the suspension does not abolish the law; FCPA remains on the books, and enforcement priorities can flip with the political winds or through congressional action. Moreover, the suspension could embolden local partners or intermediaries to push for irregular payments under the assumption that US enforcement is weak, creating significant red-flag risks for energy companies seeking to operationalize robust controls aligned with the DOJ’s Evaluation of Corporate Compliance Programs (ECCP) standards. Even under a relaxed enforcement regime, a strong compliance program grounded in the ECCP’s emphasis on risk-based design, continuous monitoring, and senior-management accountability remains a critical commercial and legal hedge.

Compliance Going Forward

One of the most important takeaways for compliance professionals confronting Venezuela is the necessary shift from reflexive risk avoidance to disciplined risk management. Mike DeBernardis told me that the modern compliance mandate “is no longer to say ‘no’ when risk is high; it is to say ‘yes, if’ the risk can be identified, structured, and controlled.” This is not a philosophical shift. It is explicitly embedded in the ECCP, which does not reward companies for avoiding difficult markets but instead evaluates how effectively they manage risk in precisely those environments.

In the Venezuelan energy context, this means compliance must be deeply embedded in the business strategy from the outset. Compliance professionals must fully understand the proposed energy project, including its commercial objectives, operational footprint, and timelines. They must map every anticipated interaction with the Venezuelan state, particularly with state-owned enterprises, regulators, customs authorities, and security services.

From there, compliance professionals must identify where corruption pressure is most likely to arise, not in theory but in practice, based on how the business will actually operate. Only then can bespoke controls be designed to address those specific risks. The ECCP repeatedly emphasizes that effective compliance programs are well-designed, adequately resourced, and genuinely empowered. This is where compliance earns its seat at the strategy table. If compliance is engaged only after contracts are signed and capital committed, its ability to influence outcomes is sharply diminished, and the program is far more likely to fail under real-world pressure.

If initial program design is the foundation, continuous monitoring is the load-bearing structure. Energy operations in Venezuela will not tolerate static compliance approaches built around annual certifications or periodic check-the-box reviews. The ECCP explicitly asks whether companies test the effectiveness of their controls and whether they respond promptly and meaningfully to issues as they arise. In a high-risk jurisdiction like Venezuela, corruption risk will evolve rapidly as political conditions, counterparties, and regulatory expectations shift. Compliance programs must therefore be dynamic.

This requires live monitoring of payments, invoices, and reimbursements, particularly those involving third parties and state-linked entities. It requires regular compliance check-ins with project teams operating on the ground and under real-time pressure. It also requires targeted audits that focus narrowly on high-risk transactions rather than broad, generic reviews that miss the point. When red flags appear, swift remediation is essential, including the authority to pause transactions or relationships when necessary. Friction with the business is inevitable in this environment. Under the ECCP, however, that friction is not evidence of failure. It is evidence of independence, effectiveness, and seriousness of purpose.

For energy companies, Venezuela may well be worth the risk. The size of the opportunity, particularly in hydrocarbons, may make disengagement an increasingly unrealistic option. For compliance professionals, however, the mandate is clear and unforgiving. Programs must be designed with the assumption that pressure will occur, that shortcuts will be suggested, and that local counterparts may view compliance as negotiable.

Effective programs anticipate misconduct rather than react to it, and they are built to withstand scrutiny not only from local stakeholders but also from US enforcement authorities looking back months or years later. This requires compliance professionals to think and act as strategic risk managers, not policy custodians. They must insist on visibility into business decisions, demand resources commensurate with risk, and maintain the authority to intervene when necessary.

In the Venezuelan context, success will not be defined by the absence of issues but by how quickly and credibly the organization detects and addresses them. That approach is not merely about satisfying regulatory expectations. It is about protecting the company’s people, assets, and reputation in one of the most challenging operating environments in the world. That is not just compliance. That is strategic risk management at its purest and most demanding.

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31 Days to More Effective Compliance Programs

31 Days to a More Effective Compliance Program: Day 8 – Building Effective Compliance Through Payroll

Welcome to 31 Days to a More Effective Compliance Program. Over this 31-day series in January 2026, Tom Fox will post a key component of a best-practice compliance program each day. By the end of January, you will have enough information to create, design, or enhance a compliance program. Each podcast will be short, at 6-8 minutes, with three key takeaways that you can implement at little or no cost to help update your compliance program. I hope you will join each day in January for this exploration of best practices in compliance.  Today, day 8, we discuss operationalizing a compliance program through payroll.

Key highlights:

  • Payroll should be at the forefront of any effort to prevent, detect, and remediate anti-corruption compliance issues.
  • Key compliance program components for payroll.
  • Watch for Offshore payments.

Resources:

Listeners to this podcast can receive a 20% discount on The Compliance Handbook, 6th edition, by clicking here.

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AI Today in 5

AI Today in 5: January 8, 2026, The 6 Qs for AI in 2026 Edition

Welcome to AI Today in 5, the newest addition to the Compliance Podcast Network. Each day, Tom Fox will bring you 5 stories about AI to start your day. Sit back, enjoy a cup of morning coffee, and listen in to the AI Today In 5. All, from the Compliance Podcast Network. Each day, we consider four stories from the business world, compliance, ethics, risk management, leadership, or general interest about AI.

Top AI stories include:

  1. How AI can transform federal IT compliance. (Executive Biz)
  2. How AI is remaking reg compliance. (The Financial Revolutionist)
  3. Continuous tuning of transaction monitoring in AML. (FinTech Global)
  4. Compliance, credit, and Agentic AI. (FinTech Magazine)
  5. Six AI questions to ask (and answer) in 2026. (Bloomberg)

For more information on the use of AI in Compliance programs, my new book, Upping Your Game, is available. You can purchase a copy of the book on Amazon.com.

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Great Women in Compliance

Great Women in Compliance: Both Sides of the Desk: Managing Layoffs & Thriving Through Them

Layoffs, no matter which side of the desk you are on, are one of the most difficult realities of the workplace. For leaders, they demand empathy, clarity, and responsibility. For employees, they can bring shock, uncertainty, and the need to rebuild. In this episode, Lisa Fina and Ellen Hunt invited Gina Lakatos and Gwen Hassan to explore what it means to manage layoffs with integrity and how individuals can survive and even thrive in the aftermath.

Our conversation focused on the human experience of layoffs: the decisions, emotions, mistakes, and opportunities that shape what comes next.

🔍 What We Cover

  • Compassion and clarity matter on both sides of the desk
  • Why the corporate math of layoffs is not a judgment of value or performance
  • How leaders can communicate with clarity, empathy, and respect
  • Acknowledging the emotional impact of layoffs on those who remain
  • Practical strategies for thriving after job loss: mindset, skills, and next steps

Layoffs may close one chapter—but they don’t have to define your story. This episode offers insight, empathy, and actionable guidance for navigating one of work’s hardest realities with dignity and resilience.

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31 Days to More Effective Compliance Programs

31 Days to a More Effective Compliance Program: Day 7 – Clawbacks and Holdbacks

Welcome to 31 Days to a More Effective Compliance Program. Over this 31-day series in January 2026, Tom Fox will post a key component of a best-practice compliance program each day. By the end of January, you will have enough information to create, design, or enhance a compliance program. Each podcast will be short, at 6-8 minutes, with three key takeaways that you can implement at little or no cost to help update your compliance program. I hope you will join each day in January for this exploration of best practices in compliance. Today, on Day 7, we explore the critical insights from the DOJ Clawback and Holdback Program for compliance professionals.

Key highlights:

  • Integrating Compliance into Compensation
  • Financial Accountability Emphasis
  • DOJ’s Commitment to Individual Accountability
  • Continuous Evaluation and Improvement

Resources:

Listeners to this podcast can receive a 20% discount on The Compliance Handbook, 6th edition, by clicking here.

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AI Today in 5

AI Today in 5: January 7, 2026, The AI Prescribing Meds in Utah Edition

Welcome to AI Today in 5, the newest addition to the Compliance Podcast Network. Each day, Tom Fox will bring you 5 stories about AI to start your day. Sit back, enjoy a cup of morning coffee, and listen in to the AI Today In 5. All, from the Compliance Podcast Network. Each day, we consider four stories from the business world, compliance, ethics, risk management, leadership, or general interest about AI.

Top AI stories include:

  1. AI prescribing medicines in Utah. (ABC4 Utah)
  2. Compliance companies scaling AI. (CIO)
  3. The human factors reshaping AI-driven AML. (FinTech Global)
  4. Real-time AI for healthcare compliance. (HealthCare IT Today)
  5. AI reshaping VAT compliance. (Bloomberg)

For more information on the use of AI in Compliance programs, my new book, Upping Your Game, is available. You can purchase a copy of the book on Amazon.com.

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31 Days to More Effective Compliance Programs

31 Days to a More Effective Compliance Program: Day 6 – The M&A Safe Harbor Policy

Welcome to 31 Days to a More Effective Compliance Program. Over this 31-day series in January 2026, Tom Fox will post a key component of a best-practice compliance program each day. By the end of January, you will have enough information to create, design, or enhance a compliance program. Each podcast will be short, at 6-8 minutes, with three key takeaways that you can implement at little or no cost to help update your compliance program. I hope you will join each day in January for this exploration of best practices in compliance. Today, on Day 6, we delve into the DOJ’s Mergers and Acquisitions (M&A) Safe Harbor Policy.

Key highlights:

  • DOJ Mergers and Acquisitions Safe Harbor Policy
  • Key Requirements and Deadlines
  • Historical Context and Clarifications

Resources:

Listeners to this podcast can receive a 20% discount on The Compliance Handbook, 6th edition, by clicking here.

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31 Days to More Effective Compliance Programs

31 Days to a More Effective Compliance Program: Day 5 – Enhancing Compliance Through Automation

Welcome to 31 Days to a More Effective Compliance Program. Over this 31-day series in January 2026, Tom Fox will post a key component of a best-practice compliance program each day. By the end of January, you will have enough information to create, design, or enhance a compliance program. Each podcast will be short, at 6-8 minutes, with three key takeaways that you can implement at little or no cost to help update your compliance program. I hope you will join each day in January for this exploration of best practices in compliance. Today, on Day 5, we explore how automation can revolutionize traditional compliance reporting, which is often manual, time-consuming, and error-prone. By leveraging data-driven solutions, compliance professionals can achieve near real-time reporting, improving decision-making and efficiency across their organizations.

Key highlights:

  • Challenges in Traditional Compliance Reporting
  • Integrating Tools for Real-Time Compliance
  • Balancing Real-Time Reporting with Data Security

Resources:

Listeners to this podcast can receive a 20% discount on The Compliance Handbook, 6th edition, by clicking here.

Categories
AI Today in 5

AI Today in 5: January 5, 2026, The Does The World Have Time Edition

Welcome to AI Today in 5, the newest edition to the Compliance Podcast Network. Each day, Tom Fox will bring you 5 stories about AI to start your day. Sit back, enjoy a cup of morning coffee, and listen in to the AI Today In 5. All, from the Compliance Podcast Network. Each day, we consider four stories from the business world, compliance, ethics, risk management, leadership, or general interest about AI.

Top AI stories include:

  1. Does the world have time to prepare for AI? (The Guardian)
  2. Colombia adopts an international standard for AI. (Global Compliance News)
  3. Client enablement with AI. (FinTechWeekly)
  4. Agentic AI rewriting rules for compliance. (Dallas Business Journal)
  5. Why AI Compliance needs to build operating systems. (Forbes)

For more information on the use of AI in Compliance programs, my new book, Upping Your Game, is available. You can purchase a copy of the book on Amazon.com.

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Blog

Why Every Company Needs a Corporate Relationships Policy

The Coldplay Concert and University of Michigan-Sherrone Moore imbroglios about consensual relationships introduced multiple issues for the compliance professional. While many saw them as romantic issues, others viewed them as corporate governance issues. Corporate compliance professionals spend a great deal of time talking about tone at the top, culture, and ethical leadership. Yet many organizations continue to ignore one of the most predictable sources of ethical failure, litigation exposure, and cultural rot: unmanaged workplace relationships.

Let me be clear at the outset. A corporate relationships policy is not about policing romance, friendship, or personal lives. It is about managing power, influence, and risk. If your organization has people, hierarchies, incentives, and decision-making authority, then you already have relationship risk. The only real question is whether you are managing it or pretending it does not exist.

The DOJ has been consistent on one point in the ECCP. Risks must be identified, assessed, and addressed in a way that reflects how the company actually operates. Relationships are part of how companies operate. Ignoring them is not cultural sensitivity. It is a governance failure.

Relationships Create Risk When Power Is Involved

Not all workplace relationships are problematic. The risk arises when one person can influence another’s pay, promotion, performance evaluation, assignments, or career trajectory. That is where favoritism, coercion, retaliation, and conflicts of interest live.

In enforcement actions, civil litigation, and internal investigations, I have seen the same fact pattern repeated again and again. A relationship is known. No controls are put in place. A complaint is made months or years after the incident. Suddenly, the organization is explaining to regulators, plaintiffs’ lawyers, and the board why it failed to act despite having notice. A corporate relationships policy forces the organization to confront a simple but uncomfortable truth: disclosure alone is meaningless unless it triggers action.

Disclosure Without Structure Is Theater

Many companies comfort themselves with a disclosure requirement that sounds reasonable on paper. Employees are told to disclose relationships, conflicts, or personal connections. After that, very little happens. From a compliance perspective, this is theater, not control.

A mature corporate relationships policy answers several follow-up questions, including “Then what?” and “Who reviews the disclosure?” ” How quickly must influence be removed? What interim controls apply? How is compliance documented and monitored?

Without these answers, disclosure becomes a liability. It creates notice without mitigation. Regulators do not reward that. Courts do not forgive it.

Culture Is Permanently Damaged When Employees Believe the System Is Rigged

One of the most corrosive effects of unmanaged relationships is the cultural one. Employees notice who gets promoted, who gets protected, and who gets opportunities. When relationships appear to trump merit, trust collapses.

This is where a corporate relationships policy becomes a culture document, not merely a legal one. A clear, consistently applied policy sends a powerful message: decisions will be made fairly, transparently, and without hidden influence. When employees believe the system is fair, they report concerns earlier, cooperate with investigations, and remain engaged. When they do not, they disengage or go external. Neither outcome is good for the organization.

Boards and Regulators Expect Speed, Not Intentions

Modern compliance is measured by response time and effectiveness, not good intentions. When a relationship presents a risk, the organization must act quickly to separate influence. That means changing reporting lines, removing decision authority, or imposing interim controls while structural changes are made.

A corporate relationships policy establishes clear timelines, ownership, and accountability. It gives managers a clock, not discretion. It provides a measurable compliance metric to report to the board. It gives the organization defensibility when regulators ask what happened and when it happened. The absence of such a policy almost guarantees inconsistent handling. Inconsistent handling almost guarantees enforcement risk.

This Is Not an HR Policy; instead, it’s a Governance Control

One of the most common mistakes companies make is treating relationships as purely an HR issue. That framing is outdated and dangerous. Relationships intersect with bribery risk, conflicts of interest, retaliation, and abuse of authority. Those are compliance and governance issues. A corporate relationships policy should be owned jointly by compliance, legal, and human resources, with board-level visibility. It should be integrated into investigations, promotions, succession planning, and risk assessments. Anything less is siloed thinking.

The Bottom Line

A corporate relationships policy does three things that every effective compliance program must do. They are:

  1. Identifies a risk that everyone knows exists but few want to name.
  2. Forces timely action instead of passive disclosure.
  3. Protects culture by reinforcing fairness and accountability.

If your organization does not have a clear, enforceable corporate relationships policy, you do not have a blind spot. You have a known vulnerability. And known vulnerabilities are exactly what regulators expect compliance professionals to address. That is not about being intrusive. It is about being responsible.