Categories
Blog

Ten Top Lessons from Recent FCPA Settlements – Lesson No. 2, The Need for Speed

Over the past 15 months, the Department of Justice (DOJ) and Securities and Exchange Commission (SEC) have made clear, through three Foreign Corrupt Practices Act (FCPA) enforcement actions and speeches, their priorities in investigations, remediations, and best practices compliance programs. Every compliance professional should study these enforcement actions closely for the lessons learned and direct communications from the DOJ. They should guide not simply your actions should you find yourself in an investigation but also how you should think about priorities.

The three FCPA enforcement actions are ABB from December 2022, Albemarle from November 2023, and SAP from January 2024. Taken together, they point to a clear path for the company that finds itself in an investigation, using extensive remediation to avoid monitoring and provide insight for the compliance professional into what the DOJ expects in a best practices compliance program on an ongoing basis.

Over a series of blog posts, I will lay out what I believe are the Top Ten lessons from these enforcement actions for compliance professionals who find themselves in an enforcement action. Today, we continue with Number 2, the Need for Speed. The DOJ expects a company to share information with regulators as quickly as it finds those facts without necessarily knowing how such admissions might affect its overall case and settlement chances.

In a 2023 speech, Assistant Attorney General Kenneth Polite announced the change I called ‘The Need for Speed.’ Polite characterized the change as going from ‘full’ cooperation to ‘extraordinary’ cooperation. He noted the DOJ has differences between corporations and individuals in both investigations and enforcement, but “concerning how we consider cooperation, the lens and framework through which we analyze the level and degree of cooperation aren’t so different.”

Polite named three concepts, “immediacy, consistency, degree, and impact—that apply to cooperation by both individuals and corporations, which will help to inform our approach to assessing what is “extraordinary.”He went on to note that “In assessing the quality of a cooperator’s assistance, we value: when an individual begins to cooperate immediately, and consistently tells the truth; individuals who allow us to obtain evidence we otherwise couldn’t get, like quickly obtaining and imaging their electronic devices or having recorded conversations; cooperation that produces results, like testifying at a trial or providing information that leads to additional convictions.” He emphasized that there are “examples in the individual context.”

Then came the puzzling part. Polite stated, “We know “extraordinary cooperation” when we see it, and the differences between “full” and “extraordinary” cooperation are perhaps more in degree than kind.  To receive credit for extraordinary cooperation, companies must go above and beyond the criteria for full cooperation set in our policies—not just run of the mill, or even gold-standard cooperation, but truly extraordinary.” He stated, “At the same time, the government will not affirmatively direct a company’s internal investigation if it chooses to do one, and companies are often well positioned to know the steps they can take to best cooperate in a particular given case.” He concluded, “And, of course, the facts and circumstances of each case will be unique.”

Perhaps Polite is simply channeling his inner Potter Stewart with his line, ‘We know it…when we see it’. Of course, if two or more people look at the same set of facts, there is always the chance for two or more interpretations. The question then becomes how to define extraordinary cooperation.

It also ties directly into what Deputy Attorney General Lisa Monaco said in announcing the Monaco Doctrine when she stated, “Department prosecutors must gain access to all relevant, non-privileged facts about individual misconduct swiftly and without delay.” [emphasis supplied] This meant, “to receive full cooperation credit, corporations must produce on a timely basis all relevant, non-privileged facts and evidence about individual misconduct such that prosecutors have the opportunity to effectively investigate and seek criminal charges against culpable individuals.” If a company fails to meet this burden, it will “place in jeopardy their eligibility for cooperation credit.” The DOJ goes the next step by placing the burden on companies to demonstrate timeliness, stating they “bear the burden of ensuring that documents are produced promptly to prosecutors.”

In the ABB enforcement action, ABB received credit for extraordinary cooperation based on the following: “(i) promptly providing information obtained through its internal investigation, which allowed the Offices to preserve and obtain evidence as part of their independent investigation; (ii) making regular and detailed factual presentations to the Offices; (iii) voluntarily making foreign-based employees available for interviews in the United States; (iv) producing relevant documents located outside the United States to the Offices in ways that did not implicate foreign data privacy laws; and (v) collecting, analyzing, and organizing voluminous evidence and information that it provided to the Offices, including the translation of certain foreign language documents.”

Some additional insight is found in the SEC Order, which states, “ABB’s cooperation included real-time sharing of facts learned during its internal investigation.”  This meant “ABB was sharing information with regulators as quickly as it found those facts, without necessarily knowing how such admissions might affect its overall case and settlement chances.” [emphasis supplied]

Since the SAP enforcement action, extraordinary cooperation has become more difficult to ascertain. While there was no mention of the super duper, extra-credit giving extensive remediation that Kenneth Polite discussed, when SAP began to cooperate, it moved to collaborate extensively. The DPA noted SAP “immediately began to cooperate after South African investigative reports made public allegations of South Africa-related misconduct in 2017 and providing regular, prompt, and detailed updates to the Fraud Section and the Office regarding factual information obtained through its internal investigation, which allowed the government to preserve and obtain evidence as part of its independent investigation…” Most interestingly, the DPA reported that SAP imaged “the phones of relevant custodians at the beginning of the company’s internal investigation, thus preserving relevant and highly probative business communications sent on mobile messaging applications.” This is explicit instruction around messaging apps in FCPA enforcement actions.

Albemarle was credited with significant cooperation by the DOJ during the pendency of its investigation. The NPA noted that the company also received credit for its substantial cooperation and extensive and timely remediation. However, there was only a standard list of items relating to this cooperation and nothing on extraordinary collaboration.

We are back where we started; there is a need for speed. However, the only functional definition we have for it comes from the SEC and not the DOJ. As laid out in the SEC Order for ABB, it is a real-time sharing of facts.

Categories
Blog

Ten Top Lessons from Recent FCPA Settlements – Lesson No. 1, Self-Disclosure

Over the past 15 months, the Department of Justice (DOJ) and Securities and Exchange Commission (SEC) have made clear, through three Foreign Corrupt Practices Act (FCPA) enforcement actions and speeches, their priorities in investigations, remediations, and best practices compliance programs. Every compliance professional should study these enforcement actions closely for the lessons learned and direct communications from the DOJ. They should guide not simply your actions should you find yourself in an investigation but also how you should think about priorities.

The three FCPA enforcement actions are ABB from December 2022, Albemarle from November 2023, and SAP from January 2024. Taken together, they point a clear path for the company that finds itself in an investigation, using extensive remediation to avoid monitoring, and provide insight for the compliance professional into what the DOJ expects in a best practices compliance program on an ongoing basis.

Over a series of blog posts, I will lay out what I believe are the Top Ten lessons from these enforcement actions. Today, we begin with Number 1, self-disclosure. The first and most important thing is that a company should self-disclose a potential FCPA violation to the DOJ.

The DOJ expects and will reward self-disclosure above all else. The ABB enforcement action all began with ABB’s putative attempt to self-disclose. ABB set up a meeting where they intended to self-disclose but only set up the meeting without telling the DOJ the reason for the meeting. Unfortunately for ABB, this attempt was unsuccessful, as the South African press broke the story of ABB’s bribery and corruption between the time ABB called to set up a meeting and sat down with the DOJ. Yet the DOJ spent significant time discussing the underlying facts, and it was clear it positively impacted the DOJ.

Kenneth Polite, then Assistant Attorney General, said of ABB’s conduct around this attempt, “Before the meeting, however, a media report drew public attention to the wrongdoing.  But because the company could demonstrate intent and efforts to self-disclose before, and without any knowledge of, the media report, the Department weighed both the early detection of the misconduct and the intent to disclose it significantly in ABB’s favor.”

In the Albemarle enforcement action, there was a significant discussion in the NPA around Albemarle’s voluntary self-disclosure to the DOJ. “The disclosure was not “reasonably prompt,” as it was made approximately 16 months ago to the DOJ after initial discovery by the company. This meant the self-disclosure “was not within a reasonably prompt time after becoming aware of the misconduct in Vietnam,” and it means that Albemarle did not meet the standard for voluntary self-disclosure. While the DOJ “gave significant weight” to the company’s voluntary, even if untimely, disclosure of the misconduct, it is certainly cautionary.

Equally interesting was the SAP enforcement action. Although this factor was not present in the SAP enforcement action, the DOJ’s message regarding the DOJ’s expectation of self-disclosure and the obvious and palpable benefits could not be any clearer. Under the Corporate Enforcement Policy, SAP’s failure to self-disclose cost it an opportunity of at least 50% and up to a 75% reduction off the low end of the U.S. Sentencing Guidelines fine range. Its actions as a criminal recidivist resulted in it not receiving a reduction of at least 50% and up to 75% from the low end of the U.S.S.G. fine range but rather at 40% from above the low end. SAP’s failure to self-disclose cost it an estimated $20 million under the Sentencing Guidelines. SAP’s failure to self-disclose and recidivism cost it a potential $94.5 million in discounts under the Corporate Enforcement Policy. The DOJ’s message could not be any clearer.

In addition to these enforcement actions, Kenneth Polite, in a speech announcing changes in the Corporate Enforcement Policy, made clear the importance of self-disclosure in the eyes of the DOJ. “Our existing policy provides that if a company voluntarily self-discloses, fully cooperates, and timely and appropriately remediates, there is a presumption that we will decline to prosecute absent certain aggravating circumstances involving the offense’s seriousness or the offender’s nature. These aggravating circumstances include, but are not limited to, involvement by executive management of the company in the misconduct; a significant profit to the company from the wrongdoing; egregiousness or pervasiveness of the misconduct within the company; or criminal recidivism.” If a company self-discloses, but a criminal resolution is warranted, our existing policy offers 50% off of the low end of the applicable Sentencing Guidelines penalty range.

He re-emphasized this position: “When a company has uncovered criminal misconduct in its operations, the clearest path to avoiding a guilty plea or an indictment is voluntary self-disclosure.  It is also the clearest path to the greatest incentives that we offer, such as a declination with disgorgement of profits.” While noting the difficulty of a company deciding to self-disclose, “we are underscoring that a corporation that falls short of our expectations does so at its own risk. Make no mistake – failing to self-report, cooperate, and remediate fully can lead to dire consequences.” [emphasis supplied]

The DOJ could not be clearer. The No. 1 lesson is that you need to self-disclose if you want any of the benefits available.

Categories
31 Days to More Effective Compliance Programs

31 Days to a More Effective Compliance Program: Day 5 – Kenneth Polite on Clawbacks

Assistant Attorney General Kenneth A. Polite, Jr. began his speech on clawback policy developed by the DOJ to promote “innovative approaches to compensation,” which would “shift the burden of corporate malfeasance away from uninvolved shareholders onto those more directly responsible.” She believes “Companies should ensure that executives and employees are personally invested in promoting compliance,” as “nothing grabs attention or demands personal investment like having skin in the game, through direct and tangible financial incentives.” This led the Criminal Division to “develop guidance, guidance on how to reward corporations with compliance-promoting compensation programs.”

The clawback initiative has two parts. “First, every corporate resolution involving the Criminal Division will now include a requirement that the resolving company develop compliance-promoting criteria within its compensation and bonus system. Second is the creation of a 3-year pilot program under which the “Criminal Division will provide fine reductions to companies who seek to claw back compensation from corporate wrongdoers.”

Three key takeaways:

1. The clawback policy was developed to promote “innovative approaches to compensation.

2. Clawbacks will include those who had supervisory authority over the employees or business area engaged in the misconduct and knew of, or were willfully blind to, the misconduct.

3. How far will the DOJ push companies to move for clawbacks, and how far down the chain will it go?

Categories
Blog

Key Compliance Speeches from 2023-Kenneth Polite on Incentives and Consequence Management

Assistant Attorney General Kenneth A. Polite, Jr. began his speech with an interesting aside. It is about the clear tie between poverty and corruption. This is why it is important to prosecute corrupt government officials because their actions keep the people of in such dire economic straits. He stated, “Just as crime recognizes no borders, our efforts to combat it must be equally boundless. We need our partners – both domestic and international – to solve community problems. That is where the Criminal Division thrives.” In the Diaz case there was international cooperation at various levels. Think about that for a moment, the US and Venezuelan governments cooperating on anything, yet they apparently did cooperate on this matter. Polite added that several recent FCPA corporate enforcement matters, “Glencore, ABB, Danske, and Stericycle, among many others, underscore the successes that we’ve shared with our colleagues abroad.”

To be truly effective community problem-solvers, prosecutors must broaden our sense of community by literally ‘spanning the globe’ to fight crime, including bribery and corruption. Polite stated, “Crime does not limit itself by country or region. Corruption’s corrosive effects are global, with the world’s poor often bearing the brunt. Bribery threatens our collective security by undermining the rule of law and providing a breeding ground for other crime and authoritarian rule.”

Clawbacks

The clawback policy was developed to promote “innovative approaches to compensation” which would “shift the burden of corporate malfeasance away from uninvolved shareholders onto those more directly responsible.” She believes “Companies should ensure that executives and employees are personally invested in promoting compliance” as “nothing grabs attention or demands personal investment like having skin in the game, through direct and tangible financial incentives.” This led the Criminal Division to “develop guidance, guidance on how to reward corporations with compliance-promoting compensation programs.”

The clawback Initiative has two parts. “First, every corporate resolution involving the Criminal Division will now include a requirement that the resolving company develop compliance-promoting criteria within its compensation and bonus system. Second is the creation of a 3-year pilot program under which the “Criminal Division will provide fine reductions to companies who seek to claw back compensation from corporate wrongdoers.”

Finally, the DOJ has added some real benefits for companies which follow these prescripts. First is that any company which resolves a FCPA violation will “pay the applicable fine, minus a reserved credit equaling the amount of compensation the company is attempting to claw back from culpable executives and employees.” Additionally, “If the company succeeds and recoups compensation from a responsible employee, the company gets to keep that clawback money — and also doesn’t have to pay the amount it recovered.” Finally, if the company’s efforts at clawbacks are not successful or completed during the pendency of the investigation up to the settlement “the pilot program will also ensure that those who pursue clawbacks in good faith but are unsuccessful are still eligible to receive a fine reduction.” All of these efforts are designed to “shift the burden of corporate wrongdoing away from shareholders, who frequently play no role in the misconduct, onto those directly responsible.” This new emphasis is clearly designed to encourage companies who do not already factor compliance into compensation to retool their programs and get ahead of the curve.

Polite provided more detail on the new clawback initiative. He said, “As to clawbacks: for companies that fully cooperate with our investigation and timely and appropriately remediate the misconduct, they may receive an additional fine reduction if the company has implemented a program to recoup compensation and uses that program. We expect companies that use these programs to address not only employees who engaged in wrongdoing in connection with the conduct under investigation, but also those who had supervisory authority over the employees or business area engaged in the misconduct, and knew of, or were willfully blind to, the misconduct.” (emphasis mine)

Expanding on the benefits for an organization, he stated, “If the company meets these factors and – in good faith – has initiated the process to recover such compensation at the time of resolution, our prosecutors will accord an additional fine reduction equal to the amount of any compensation that is recouped within the resolution term.” Finally, “if a company’s good faith effort is unsuccessful by the time the resolution term ends, our prosecutors will have discretion to accord a fine reduction of up to 25% of the amount of compensation that has been sought.”

Polite did leave room for companies to weigh a variety of factors in bringing a clawback claim. He noted, “We are not trying to incentivize waste. To the contrary, companies should make an assessment about the potential cost to shareholders and prospect of success of clawback litigation, given any applicable laws, and weigh it against the value of recoupment – and proceed in accordance with their stated corporate policies on executive compensation. This Pilot Program will be in effect for three years, allowing us to gather data and assess its effectiveness and also aid other components and offices in considering this important issue.”

Any litigation is always fraught with unknowns, both known and unknown. Given the imbroglio involving the DOJ and Cognizant Technologies Solutions over the DOJ prosecution of former executives, the road to any successful clawback will be fraught with peril. Additionally, it is not clear how far companies or the DOJ will push for clawbacks from “those who had supervisory authority over the employees or business area engaged in the misconduct.” If scope creep comes in it could be a wide group.

Categories
2 Gurus Talk Compliance

2 Gurus Talk Compliance – Florida Man Moves Outside of Florida

What happens when two top compliance commentators get together? They talk compliance of course. Join Tom Fox and Kristy Grant-Hart in 2 Gurus Talk Compliance as they discuss the latest compliance issues in this week’s episode! This week on the podcast, we discussed a variety of financial fraud and corruption cases that have recently come to light. From Bank of America’s creation of millions of fake accounts to KPMG getting caught cheating in the Netherlands, these cases serve as a reminder to the importance of strong compliance programs and the need for companies to be proactive in preventing fraud. Additionally, the DOJ is utilizing data analytics to enhance their ability to prosecute FCPA cases, while Women in Compliance work to empower and support female professionals in the industry. Finally, the Florida Man Scam highlights the need to be aware of the potential for scams and to exercise caution when giving out personal information.

Highlights Include

·      Bank of America Scandal

·      Navex Survey

·      Corruption in Singapore

·      KPMG Cheating Scandal

·      Kenneth Polite Reflects

·      Lisa Osofsky Reflects

·      Women in Compliance

·      Florida Man Should Stay in FL

·      Contracts and Emojis

 

Resources 

  1. WSJ Risk and Compliance Journal
  2. FCPA Blog
  3. Radical Compliance
  4. Dutch News
  5. WSJ Risk and Compliance Journal
  6. DOJ Press Release
  7. 2023 Navex Survey
  8. Reuters
  9. Compliance Week
  10. BBC

Connect with Kristy Grant-Hart on LinkedIn

Spark Consulting

Tom 

Instagram

Facebook

YouTube

Twitter

LinkedIn

Categories
Daily Compliance News

Daily Compliance News: July 18, 2023 – The Polite to Exit 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.

Stories covered in today’s edition:

  • Head of DOJ Criminal Division, Kenneth Polite, to step down. (WSJ)
  • What is risk? (NYT)
  • Microsoft to face EU probe over bundling. (FT)
  • Tesla Directors settle comp suit. (Reuters)
Categories
FCPA Compliance Report

Maria D’Avanzo on the 2023 ECCP

Welcome to the award-winning FCPA Compliance Report, the longest running podcast in compliance. In this special edition, sponsored by Traliant, I visit with Maria D’Avanzo Chief Evangelist Officer at Traliant to discuss the 2023 Evaluation of Corporate Compliance Programs. We discuss the DOJ’s guidance on financial incentive programs and highlight the importance of cross-functional collaboration in establishing effective compliance programs. What are some of the challenges of implementing clawbacks for employees who engage in misconduct? We consider some of the risks involved when a company decides to file a lawsuit against an executive for clawback. Finally, they touch on the need for proper communication of the compliance message beyond legal and compliance departments. Join Tom Fox and Maria D’Avanzo as they dive deep into the future of corporate compliance programs. Don’t miss this informative and eye-opening episode.

 Key Highlights

·      Evaluating Corporate Compliance Incentive Programs

·      Establishing Compliance Programs in Companies Facing DOJ Allegations

·      Incorporating Compliance Ethics and Clawbacks in Business

·      Lawsuit Consequences for Companies & Executives

·      DOJ Elevating Corporate Compliance Programs

·      Effective Communication for CCOs

 Notable Quotes

“Certainly the timing of any type of any attempt to claw back the compensation, the board needs to be concerned about what’s the right time? What’s the right process? And are we going to open ourselves up?”

“There’s also language about non-financial incentives. And here, once again, nothing really new that companies are supposed to take doing business ethically.”

“I’m not quite sure why a company without resolving the loss, the investigation, either internally or especially with the DOJ, would file a lawsuit against an executive in order to claw back the compensation.”

“Is your investigation completed? Or is it ongoing. I’m not sure how you would win in a litigation if you have not established the basis for the breach of contract.

Resources

Maria D’Avanzo on LinkedIn

Traliant

Tom Fox

Instagram

Facebook

YouTube

Twitter

LinkedIn

Categories
FCPA Compliance Report

Ryan Patrick on the Role of a US Attorney Under the Monaco Memo, CEP & ECCP

Welcome to the award-winning FCPA Compliance Report, the longest running podcast in compliance. Looking for a podcast that will give you insights into the Department of Justice’s corporate enforcement policy and the implications for corporations facing investigations? Look no further than FCPA Compliance Report! In this episode, Tom Fox sits down with Ryan Patrick, a former US district attorney for the southern district of Texas. They discuss the importance of staying up-to-date with DOJ memos and speeches, the difficulty for corporations in deciding whether or not to self-disclose, and the implications of outside counsel being deputized. Ryan emphasizes the importance for companies to work with lawyers who know judges and have pre-existing relationships with local prosecutors, including US attorneys and line prosecutors. They discuss the Southern District of Texas and its role in border-related issues, as well as the Patrick’s time as a US Attorney for the Southern District of Texas. This podcast is a must-listen for anyone looking to gain a better understanding of corporate enforcement and compliance policies. Don’t miss out on the conversation between Tom Fox and Ryan Patrick!

 Key Highlights

·      Discussing U.S District Attorney’s work challenges

·      Evolution of Corporate Enforcement Policy by DOJ

·      Challenges in Communication with Corporations for Attorneys

·      Challenges of Self-Disclosure for Businesses

·      Navigating Legal Issues with Local Counsel

·      Challenges to Attorney-Client Privilege in Corporate Cases

·      Border Security and Cryptography Cases in Texas

·      US Attorney General Advisory Committee in Presidential Administration

·      Role of Southern District of Texas in law enforcement and corporate enforcement

·      Inside a Federal Prosecutor’s Role

 Notable Quotes

·      “It seems to me that this broaden beyond simply anti-corruption in FCPA and whether it be fraud, whether it be antitrust, whether it be environmental, whether it be a wide variety of other types of issues that an AUSA and a local district attorney US district attorney’s office would prosecute.”

·      “Asking the US attorney’s offices now to step into this space where really thinking from the idea of self-disclosure and from monitoring or audio auditing, so to speak, someone’s compliance program.”

·      “One of the not perhaps most difficult, but hardest conversations a corporation has is whether or not to self-disclose under the FCPA.”

·      “Bring it to me. I will consider it because it’s not 1 size fits all.

Resources

Ryan Patrick on LinkedIn

Ryan Patrick on Haynes and Boone

Tom

Instagram

Facebook

YouTube

Twitter

LinkedIn

Categories
Everything Compliance

Episode 114, The Monaco, Polite & ECCP Edition

Welcome to the only roundtable podcast in compliance as we celebrate our second century of shows. Everything Compliance has been honored by W3 as the top talk show in podcasting. In this episode, we have the quartet of Tom Fox, Jonathan Marks, Matt Kelly and special guest Scott Garland from Affiliated Monitors, who discuss at the recent speeches by DAG Lisa Monaco and Kenneth Polite, announcing changes in the DOJ’s Evaluation of Corporate Compliance Programs. We conclude with our fan fav Shout Outs and Rants section.

  1. Matt Kelly looks at the changes around clawbacks. He shouts out to the PCAOB for reminding folks that cryptocurrency ‘reserve reports’ are not worth the paper they are printed on.
  2. Jonathan Marks considers what the two speeches and changes in the ECCP mean for corporate governance. He shouts out to US House of Representatives for overwhelmingly voting to investigate the origins of Covid-19.
  3. Tom Fox looks at the changes to incentives, both financial and non-financial in the 2023 ECCP. He rants about the Tennessee legislature attempt to ban Shakespeare, movies such as Tootie and Some Like It Hot, politicians such as George Santos; all in the guise of banning drag shows.
  1. Special Guest Scott Garland looks at the changes in the monitor selection process and what that means for the line attorney prosecuting a FCPA violation. He shouts out to the Department of Justice for their continued evolution in their thinking about compliance and compliance programs.

The members of the Everything Compliance are:

  • Jay Rosen– Jay is Vice President, Business Development Corporate Monitoring at Affiliated Monitors. Rosen can be reached at JRosen@affiliatedmonitors.com
  • Karen Woody – One of the top academic experts on the SEC. Woody can be reached at kwoody@wlu.edu
  • Matt Kelly – Founder and CEO of Radical Compliance. Kelly can be reached at mkelly@radicalcompliance.com
  • Jonathan Armstrong –is our UK colleague, who is an experienced data privacy/data protection lawyer with Cordery in London. Armstrong can be reached at armstrong@corderycompliance.com
  • Jonathan Marks is Partner, Firm Practice Leader – Global Forensic, Compliance & Integrity Services at Baker Tilly. Marks can be reached at marks@bakertilly.com

The host and producer, ranter (and sometime panelist) of Everything Compliance is Tom Fox the Voice of Compliance. He can be reached at tfox@tfoxlaw.com. Everything Compliance is a part of the Compliance Podcast Network.

Categories
Compliance Into the Weeds

Updated DOJ Mandate on Clawbacks

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 explore a subject. In this episode, Matt and I dive into the hot topic of clawbacks, focusing on Deputy Attorney General Lisa Monaco’s new pilot program and Kenneth Polite’s take on prosecutorial discretion for organizations. Our hosts explore the opportunities for corporate compliance and HR personnel for clawback solutions and the use of the Federation Corrupt Practices Act (FCPA). They also discuss the need for a thorough documentation of personnel involved with and/or accused of illegal conduct and the potential costs to shareholders. Bottom line: Tom Fox and Matt Kelly are here to take you on a deep dive into the complexities of clawbacks and help organizations get compliant and stay compliant.

Key Highlights:

Prosecutorial Discretion and Credit [00:05:24]

Implications of the Foreign Corrupt Practices Act on Corporate Compliance and HR [00:09:41]

The Mathematics of Corporate Policy Development and Management [00:13:59]

Corporate Compliance and the Foreign Corrupt Practices Act [00:17:47]

Balancing Compliance and Risk in Business Practices [00:21:49]

 Notable Quotes:

1.     “It is part of the department’s larger effort to hold individuals more accountable and to have companies be participants in that project and to have companies embrace the culture of compliance; how would you hold individuals accountable if you’re the company, you’d have that clawback clause over their head, and then you would now have more incentive to use it, which is not necessarily an easy thing.”

2.     “What we expect companies that use programs to address not only employees who engaged and wrongdoing a connection with conduct under investigation, but also those who had supervisory authority over the employees or business area engaged in in the misconduct and knew of or were willfully blind to the misconduct.”

3.     “You must have the clawback policies in place at the time of resolution, then get a reserve credit for those clawback compensation moneys that you must successively claw back within the term of the resolution.”

4.     “If you try to recoup the compensation and fail, you’ll still be eligible for up to 25 percent of whatever you were trying to recoup.”

 Resources

Matt in Radical Compliance

Tom in FCPA Compliance and Ethics Blog