Podcasts about compliance director

Kimberley Dondo speaks to Ricky McKinney, UK Risk & Compliance Director at Royal London, about how outcomes-based regulation and the Consumer Duty are reshaping financial advice. They explore key findings from the Meaning of Value research, insights from the FCA's AGBR Policy Sprint, and the practical steps advice firms can take to embed value, demonstrate good outcomes, and use compliance as a competitive edge.   Discover more tools, research, and resources to support your Consumer Duty journey from Royal London today! Listen to the previous episodes in the series here.

Join us for an inspiring conversation with Marianne Durling, MHA, RHIA, CPC, CCS, CDIP, CPCO, CDEI, CIC, a veteran of the healthcare industry with over 40 years of experience across nearly every aspect of the field. Currently serving as a Compliance Director at a large academic medical center, Marianne shares insights into her remarkable career journey and the lessons she's learned.

In this episode of The Football Scholarship Podcast, host Richie Contartesi sits down with NCAA compliance expert Rick Allen to uncover the biggest misconceptions athletes and their families face during the recruiting process. With Rick's extensive experience as a former compliance director at D1 programs and founder of Informed Athlete, they explore crucial topics such as NCAA eligibility, transfer rules, and scholarship guarantees. Richie and Rick discuss the realities of scholarship renewals, the risks involved with the transfer portal, and the academic requirements that can make or break an athlete's eligibility. They also dive into the complexities of medical hardship waivers and how mental health plays a role in these decisions. Whether you're a parent, athlete, or coach, this episode offers essential guidance to help athletes navigate the NCAA system and make informed decisions about their athletic and academic futures. Tune in for actionable advice, expert insights, and strategies to ensure athletes stay compliant and maximize their college football scholarship opportunities.

As more and more of our personal and professional lives are based online, we are under increasing threat of cyber attacks.But what is it like for the people and companies at the coalface of cybersecurity in Ireland right now?Joining Bobby to discuss this is: Raluca Saceanu, Chief Executive Officer at Smarttech247 Gary Melvin, Security and Compliance Director at NostraPat Larkin, President of Ekco Security & Chairperson of Cyber Ireland

Hi Everyone, This month, we are discussing “The Progress of Love” by Alice Munro. I'm joined on the podcast by Keith Hood, One Story's 2024 Adina Talve-Goodman Fellow. Keith read the version of the story available in Alice Munro's collection (1st person POV) and I read the New Yorker version. I suggest reading both as we had a great discussion about POV and narrative distance and Alice Munro's decision to switch POV. Please find the stories here: The Progress of Love from Alice Munro's collection or her Selected Stories is available for purchase on Amazon or Bookshop. The New Yorker Version typed by Kelly is available at kellyfordon.com for the month of April, with possible typos. After April, please purchase a subscription and support good writing at The New Yorker here. As always, I'd love to hear any suggestions for upcoming guests and/or possible stories for review. We always appreciate ratings, reviews, or donations (see the donation button on this page). If you have any ideas, comments, or additional insights into this story, please message me on the Let's Deconstruct a Story Facebook Page. I'd love to add additional comments to this page (below) so check back over time for more insights. I hope you enjoy the show! Kelly Let's Deconstruct a Story on Apple Let's Deconstruct a Story on Spotify ARTICLES AND BOOKS REFERENCED IN THIS PODCAST “Switchback Time” by Joan Silber“The Long-Clock Story” by Amy GustineThe Mookes and The Gripes thoughts on “The Progress of Love.”Tantalizing Silences: Articulating Pain in “.The Progress of Love” The Erotics of Restraint: Essays on Literary FormDouglas Glover (Author Guest, Keith Hood: Mostly true stuff even though not true of me. A Google search reveals that someone who shares Keith Hood's name is a Compliance Director in Hoboken, NJ, a Senior Military Advisor in Washington D.C., and Managing Director of Warner Financial Services in the UK where a different Keith Hood established a thriving photographic business. Other Keith Hoods have experience in the medical field as dentist, periodontist, plastic surgeon, and ophthalmologist. A Keith Hood MD has written numerous articles in medical journals including, “Hematomas in Aesthetic Surgery.”(Again, I'm not that Keith Hood although I've written lots of short stories and essays (see Publications) but I've never written any medical articles. I don't even have a college degree. I have never been a male or female prostitute, an operas singer or athlete. Despite rumors to the contrary, I have never been a staff writer for Star Trek: The Next Generation (although I tried my damnedest). Countless LinkedIn profiles say of various Keith Hoods that he is “an all-around splendid person.” For more on this Keith Hood, visit his website ⁠here. ⁠ Podcast Host Kelly Fordon: Kelly Fordon's latest short story collection, I Have the Answer (Wayne State University Press, 2020), was chosen as a Midwest Book Award Finalist and an Eric Hoffer Finalist. Her 2016 Michigan Notable Book, Garden for the Blind (WSUP), was an INDIEFAB Finalist, a Midwest Book Award Finalist, an Eric Hoffer Finalist, and an IPPY Awards Bronze Medalist. Her first full-length poetry collection, Goodbye Toothless House (Kattywompus Press, 2019), was an Eyelands International Prize Finalist and an Eric Hoffer Finalist. It was later adapted into a play by Robin Martin and published in The Kenyon Review Online. She is the author of three award-winning poetry chapbooks and has received a Best of the Net Award and Pushcart Prize nominations in three different genres. She teaches at Springfed Arts in Detroit and online.

Nella puntata di oggi parliamo di Whistleblowing, insieme scopriremo di cosa si tratta e di come le aziende si devono comportare per essere in regola con questa direttiva. Ospite di oggi il Dott. Ottorino Capparelli, Governance, Risk e Compliance Director di Howden.

Kelsey Moses is the Excise Tax and Compliance Director and B Keeper (for B Corp Certification) at Lakefront Brewery and Events at B Local Wisconsin. Learn more about Certified B Corps & Benefit Corporations in this episode.  The Person & Planet theme song is an original song by singer/songwriter Barbara Stephan. Click here to listen to “Gonna Be There.” --- Support this podcast: https://podcasters.spotify.com/pod/show/personandplanet/support

Do you feel like you understand all of the new compliance rules?  Are you ready for AEP?  We continue our Let's Talk Compliance series with our final episode on sales and a final rule overview.  The Brokerage Inc.'s Compliance Director, Diana McElroy, and Training Specialist, Ivonne Acuna dive deep into what you need to know about selling this AEP season. In this episode, we will cover: How much time between a sales and education event Where did you get your leads Rules around the scope of appointment (SOA) And much more. If you want to submit a document for approval, visit www.thebrokerageinc.com and log into the agent portal.  Click on the compliance tab and look for submitting materials.  Our process will also give you an ID# so you have a record of the approval process.  Or you can contact our compliance department by emailing Diana at diana@thebrokerageinc.com.    

We continue our Let's Talk Compliance series with an overview of events and what rules you need to follow if you are planning an event.  The Brokerage Inc.'s Compliance Director, Diana McElroy, and Training Specialist, Ivonne Acuna dive deep into what you need to know about planning a Medicare event. Some of the questions they will answer include: When can you use the word Medicare? Can you do a giveaway? What types of snacks can you serve?  When can you serve a meal? Can you host a series of events in connecting locations? And many more. If you want to submit a document for approval, visit www.thebrokerageinc.com and log into the agent portal.  Click on the compliance tab and look for submitting materials.  Our process will also give you an ID# so you have a record of the approval process.

Most insurance agents appear to spend most of their time trying to figure out all of the rules and regulations of compliance.  But compliance doesn't have to be that complicated, especially if you follow all of the rules CMS has set up.   In this episode of The Broker Link, The Brokerage Inc. Compliance Director, Diana McElroy, and Training Specialist Ivonne Acuna talk about all of marketing & communications guidelines agents need to follow to be compliant.  They will also address other topics like websites, disclaimers, TV and social media, company titles, complaints and a lot more. When it comes to marketing and communications guidelines, Diana suggests: Keep it simple & generic Be transparent in order to build trust Use pre-approved materials Clairify if your event is educational or a sales event Use common sense If you have any questions for Diana or her team at The Brokerage Inc., email her at compliance@thebrokerageinc.com.  To file a complaint with CMS, email marketing@CMS.HHS.gov. As always you can learn more about The Brokerage Inc. online at www.thebrokerageinc.com.  There you can also find a list of upcoming Compliance trainings under our Resources tab.  Mark your calendars, the next compliance training is coming up on August 10th at 10 am CST.      

Ethical misconduct can destroy a company's reputation, result in fines and legal action, and erode trust with stakeholders. However, building an ethical culture is not easy, and compliance officers face many challenges in doing so. Ethical culture is not just about having a set of guidelines or policies in place, but rather, it's about employees having strong values and principles that guide their decisions, even when no one is looking. In this episode of All Things Investigations, compliance expert Laura Paredes joins hosts Tom Fox and Mike Bernadis to discuss what ethical culture means, how to achieve it, and signs that a company does or does not have an ethical culture. Laura Paredes is the Compliance Director for the Americas at Ingram Micro, a Fortune 100 company and global technology distributor. She is a compliance expert with over 15 years of experience in the field, focusing on anti-corruption, anti-bribery, and antitrust compliance. Prior to her current role, Laura worked as a compliance attorney and auditor for leading multinational corporations. She has a law degree from Universidad de Buenos Aires and an LLM in International Business and Economic Law from Georgetown University. You'll hear Tom, Mike and Laura discuss: An ethical culture is about employees having strong values and principles that guide their decisions, even when no one is looking. An ethical culture is part of a company's DNA and should allow employees to make the right decision, even if the rule is not written anywhere. Signs that a company has an ethical culture include: Positive peer pressure, where employees feel free to speak up and raise concerns without fear of retaliation. Leadership plays a crucial role in creating and maintaining an ethical culture by communicating the values of the company and reinforcing them through middle management. Transparency and an open-door policy. Signs that a company does not have an ethical culture include employees being afraid to speak up, wrongdoing being allowed, and lack of accountability. An ethical culture is led by committed leadership and requires institutional justice and fairness. Establishing policies and procedures that are relevant and easy to understand is key, along with constant training and communication to employees. Recognizing and rewarding good conduct can have a positive effect on the culture. It's important to have a plan for building an ethical culture and to have leadership and the Board of Directors on board with it. Building alliances and working with other departments, such as audit and finance, can be effective in promoting compliance. KEY QUOTES: "An ethical culture is about employees having strong values, strong principles that they can apply when they're going to make a business decision. It's something that is part of the DNA of the company, and it's something that will allow them to make the right decision even if the rule is not written anywhere." - Laura Paredes "When employees are not afraid to speak up, and they will openly bring concerns up to their managers or to a compliance officer or legal. They will feel free to ask questions they will not feel ashamed of... There is transparency and there is an open door policy and people feel free to speak up without fear of retaliation, that's a good sign." - Laura Paredes "If you can work with an audit, if you can work with finance and share the same tools that they're using to implement the compliance program, to communicate, to create a culture of compliance, then maybe you can reach more people and you can be more effective." - Laura Paredes Resources: Hughes Hubbard & Reed website Laura Paredes on LinkedIn Ingram Micro

Affordable housing is in short supply across America, with prices and rents rising in all areas. The good news is, when it comes to increasing affordable housing supply, property management businesses are in a unique position to help.However, while managing affordable units comes with many rewards and long-lasting benefits, it's also not without its challenges, especially when compared to market-rate portfolios. In this episode of The Top Floor podcast, you'll hear from Jayme Deal, the Regional Property Manager and Compliance Director for Artisan Management Group, Josefin Graebe, AppFolio's Senior Director of Affordable Housing, and Colleen Winship, the Program Manager for AppFolio's Affordable Housing team. Tune in to hear them discuss all things affordable housing management, including solutions for overcoming its unique challenges.Key Moments: Defining affordable housing How some of the most common affordable housing programs work The affordable housing supply problem Who qualifies for affordable housing How affordable housing benefits the wider community The top challenges of managing affordable housing How to get compliance right Hiring and training team members to work in affordable housing How technology can streamline affordable housing operations Key Links More Affordable Housing resources from AppFolio: https://www.appfolio.com/affordable-housing-property-managementA Closer Look at Affordable Housing: https://www.appfolio.com/blog/closer-look-affordable-housing/National Low Income Housing Coalition's report on the affordable rental shortage: https://nlihc.org/gap

In managing any medical facility or clinic, electronic health records, better known by their initials, EHR, are a vital component to that management. EHRs contain a wide range of information that details a patient's medical history, exams they have taken or need in the future, what medications they are using, and generally offers medical providers and other authorized users with readily available information that they need.Handling such sensitive information in this digital age comes with great responsibility given the likelihood of hackers and viruses. How can providers ensure they are safely using EHRs and complying with SAFER? On an episode of Full Circle Healthcare, host Michelle Dawn Mooney talked with Nicki Anderson, Compliance Director at Medsphere Systems Corporation, on the SAFER guidelines, what they are and the means of ensuring they are met. SAFER is an acronym for Safety Assurance Factors for EHR Resilience which lays out a series of steps that guarantee the safe use of EHR. Mooney and Anderson explored more on SAFER and also talked about …1. Its origins and the most recent updates made since its introduction2. How the guidelines specify access factors based on a user and how that helps mitigate risks3. The three categories of the nine SAFER guidelines and how each work towards safetyAnderson explained how the third category, clinical process guide, works in alerting the EHR user of important information when it comes to identifying patients, and exams they've done that need urgent response. But also how that same beneficial information can pose safety concerns.“Examples of these would be, does your EHR flag abnormal lab results in a distinct way, whether it's bolded or maybe it's in red font, maybe it's circled. Another example would be, does the EHR give you the ability to accurately identify a patient and it may be in the EHR itself, it may be when you print out a wristband or label to be attached to something. Is there enough information on those labels and the wristband to correctly identify the patient? So, all in all I think they really focus on those areas where possible patient risk could be introduced,” said Anderson.Nicki Anderson is the Compliance Director at Medsphere Systems Corporation.

Denis Camilo, Risk and Compliance Director at Protiviti, talks with Lauren Munfa, Head of Americas Investment Bank C&ORC at UBS, about how much her parent management training translated to running a large compliance program. SHOW NOTES 00:51 Career Journey 03:58 Top Skills for Risk Management 08:05 The Importance of Immediate and Consistent Rewards 15:49 How to Give an Effective Command 21:26 How Root Cause Analysis Applies at Home and in the Office Transcripts and subscribe to newsletter: https://www.riskywomen.org/2022/11/podcast-s5e9-how-children-have-made-me-a-better-compliance-leader-lauren-munfa/

What you'll learn on this podcast episode Stories of compliance failures aren't strangers to news outlets or entertainment networks. But while the circumstances can make for great media headlines, what is arguably more interesting is watching how those companies respond. In this episode of the Principled Podcast, host Emily Miner is joined by Carlos Villagrán Muñoz, Gerente de Compliance (Director of Compliance) at CMPC. Listen in as the two discuss how, over the past decade, CMPC has sought to not just recover from a significant compliance failure, but rebuild—stronger—by focusing on ethics, culture, and values.   To learn more, download the 2022 E&C Program Effectiveness Report.   Featured guest: Carlos Villagrán Muñoz Carlos Villagran is a Chilean attorney who graduated from the Pontificia Universidad Católica de Chile with a Master of Laws (LLM) degree from Georgetown University (US). He currently serves as Director of Compliance of CMPC, a 100 years old Chilean-based holding, one of the worldwide leading manufacturers of pulp, paper, packaging, personal care, and other forest products. With more than 19,000 employees, CMPC has industrial operations in 8 countries (LatAm) as well as commercial offices in the US, Europe, and China, selling and distributing its products to more than 45 countries around the world. He has previously served as Compliance Officer for the Chilean operations of Liberty Mutual Insurance and Mitsubishi UFJ Financial Group, as well as Legal Intern at the World Bank's Integrity Compliance Office.   Featured Host: Emily Miner Emily Miner is the Director of LRN's Ethics & Compliance Advisory practice. She counsels executive leadership teams on how to actively shape and manage their ethical culture through deep quantitative and qualitative understanding and engagement. A skilled facilitator, Emily emphasizes co-creative, bottom-up, and data-driven approaches to foster ethical behavior and inform program strategy. Emily has led engagements with organizations in the healthcare, technology, manufacturing, energy, professional services, and education industries. Emily co-leads LRN's ongoing flagship research on E&C program effectiveness and is a thought leader in the areas of organizational culture, leadership, and E&C program impact. Prior to joining LRN, Emily applied her behavioral science expertise in the environmental sustainability sector, working with non-profits and several New England municipalities; facilitated earth science research in academia; and contributed to drafting and advancing international climate policy goals. Emily has a Master of Public Administration in Environmental Science and Policy from Columbia University and graduated summa cum laude from the University of Florida with a degree in Anthropology.

What you'll learn in this podcast episode It's generally accepted that effective E&C programs are based on values as well as rules. But applying those values to real-life situations can be difficult. This has been particularly true during the pandemic, as organizations make hard decisions in many instances and chief ethics and compliance officers play a key role in guiding those efforts. How can values help CECOs sustain ethical performance—and even excel—in the face of such change and adversity? In this episode of LRN's Principled Podcast, host Susan Divers talks with Scott Sullivan, Chief Integrity & Compliance Officer at Newmont Corporation, and Joe Henry, who just retired as US Compliance Officer at Braskem. Listen in as they discuss the difficult choices they faced in providing moral leadership in their organizations—how those choices were made, by whom, and what the examples say about the role of the CECO.   Principled Podcast Show Notes [1:58] - Scott's role as the CECO at Newmont Corporation, the challenges faced and how he applies his values. [4:50] - Ethics and compliance at the heart of Newmont's decision making during the pandemic. [6:10] - Joe's role at Braskin and the challenges he faced. [11:20] - The role of Joe's values in influencing colleagues to change the decisions they made. [13:35] - The lessons learned from these tough experiences in the company. [16:12] - How both company's ethical cultures emerged after the pandemic.  [19:50] - Other circumstances which strengthened the respective ethics and compliance cultures. [27:25] - The most important areas of focus for an ethics leader in resolving difficult questions. Featured Guest: Joe Henry Joe Henry was the US Compliance Officer for Braskem, a multi-national Chemicals and Plastics company headquartered in Sao Paulo, Brazil.  He led the Ethics, Compliance and Risk Management efforts for Braskem's US operations including commercial, manufacturing, logistics, management and Innovation and Technology (R&D) functions.  Prior to joining Braskem in January 2017, Joe was a Compliance Director at GSK, a global pharmaceutical company, and worked in various ethics and compliance roles since 2003.  Investigations oversight, Compliance Operations, Methodology development, process assessment and improvement, policy and procedure management and managing government oversight programs were some of the responsibilities he successfully fulfilled while at GSK.  Prior to his GSK Compliance roles, Joe worked at SmithKline Beecham as an Information Technology Project Director and with IBM Sales, Technical Support and Product Development.  Joe earned a B.S. in Chemical Engineering from Carnegie-Mellon University and an MBA from Saint Joseph's University.  He also earned his certification as a Leading Professional in Ethics and Compliance from the Ethics and Compliance Initiative (ECI).  Joe and his wife reside in Lewes, Delaware and he retiredg at the end of March 2022 to pursue personal interests, travel and enjoy more time with his 3 grown children and two grandchildren.  Joe continues to provide advisory and investigation services on an as-needed basis to Braskem's US Compliance department.   Featured Guest: Scott E. Sullivan Scott E. Sullivan is the Chief Integrity & Compliance Officer of Newmont Corporation, the world's leading gold company. Newmont has approximately 15,000 employees and 15,000 contractors and has 12 operating mines and 2 non-operated JVs in 9 countries. Mr. Sullivan oversees, develops, implements and manages Newmont's integrity and compliance program including ethics, anti-bribery, corporate investigations, and global trade compliance. Previously, Mr. Sullivan was the Chief Ethics & Compliance Officer of a global manufacturer of fluid motion and control products with approximately 17,000 employees operating in 55 countries. Mr. Sullivan has written and contributed numerous articles on compliance programs, anti-bribery/FCPA, export controls, economic sanctions and other ethics and compliance topics to a variety of publications. Mr. Sullivan is also a frequent local, national and international speaker, moderator and conference organizer on compliance, anti-bribery/FCPA, export controls and economic sanctions.   Featured Host: Susan Divers Susan Divers is a senior advisor with LRN Corporation. In that capacity, Ms. Divers brings her 30+ years' accomplishments and experience in the ethics and compliance area to LRN partners and colleagues. This expertise includes building state-of-the-art compliance programs infused with values, designing user-friendly means of engaging and informing employees, fostering an embedded culture of compliance and substantial subject matter expertise in anti-corruption, export controls, sanctions, and other key areas of compliance. Prior to joining LRN, Mrs. Divers served as AECOM's Assistant General for Global Ethics & Compliance and Chief Ethics & Compliance Officer. Under her leadership, AECOM's ethics and compliance program garnered six external awards in recognition of its effectiveness and Mrs. Divers' thought leadership in the ethics field. In 2011, Mrs. Divers received the AECOM CEO Award of Excellence, which recognized her work in advancing the company's ethics and compliance program. Mrs. Divers' background includes more than thirty years' experience practicing law in these areas. Before joining AECOM, she worked at SAIC and Lockheed Martin in the international compliance area. Prior to that, she was a partner with the DC office of Sonnenschein, Nath & Rosenthal. She also spent four years in London and is qualified as a Solicitor to the High Court of England and Wales, practicing in the international arena with the law firms of Theodore Goddard & Co. and Herbert Smith & Co. She also served as an attorney in the Office of the Legal Advisor at the Department of State and was a member of the U.S. delegation to the UN working on the first anti-corruption multilateral treaty initiative. Mrs. Divers is a member of the DC Bar and a graduate of Trinity College, Washington D.C. and of the National Law Center of George Washington University. In 2011, 2012, 2013 and 2014 Ethisphere Magazine listed her as one the “Attorneys Who Matter” in the ethics & compliance area. She is a member of the Advisory Boards of the Rutgers University Center for Ethical Behavior and served as a member of the Board of Directors for the Institute for Practical Training from 2005-2008. She resides in Northern Virginia and is a frequent speaker, writer and commentator on ethics and compliance topics. Mrs. Divers' most recent publication is “Balancing Best Practices and Reality in Compliance,” published by Compliance Week in February 2015. In her spare time, she mentors veteran and university students and enjoys outdoor activities.     Principled Podcast Transcription Intro: Welcome to the Principled Podcast brought to you by LRN. The Principled Podcast brings together the collective wisdom on ethics, business and compliance, transformative stories of leadership and inspiring workplace culture. Listen in to discover valuable strategies from our community of business leaders and workplace change makers. Susan Divers: Hello, it's generally accepted nowadays that ethics and compliance programs that are effective are based on values as well as rules, but applying those values to real life situations can be difficult. This was particularly true during the pandemic when organizations had to make hard decisions in many instances in unprecedented circumstances, and ethics and compliance officers frequently played a key role in guiding those efforts. How can values actually help ethics and compliance officers sustain ethical performance and even excel in the face of change and adversity?   Well, hello and welcome to another episode of LRN's Principled Podcast. I'm your host, Susan Divers, director of thought leadership and best practices with LRN's advisory group. Today, I'm joined by two thoughtful ethics and compliance professionals, Scott Sullivan, the chief ethics and integrity officer at Newmont Corporation, and Joe Henry, who just retired as the US compliance officer at Braskem. We're going to be talking about the difficult choices they face in providing moral leadership in their organizations, how those choices were made, by whom and what the examples say about the role of the chief ethics and compliance officer. Scott, I'm going to start with you. Can you talk about your role as the CECO at Newmont and some of the hard choices you've faced and how you applied your values? Scott Sullivan: Sure. And thank you, Susan. It's exciting to be part of this podcast and it's a subject I'm very passionate about. So while Joe will be tackling some specific examples, I thought it might be more beneficial to start with a bit on process and approach. So when your values are tested in trying times, this is when the rubber meets the road. So the least common denominator approach, or what is accepted, what is condoned, often becomes your culture. It's not the pronouncements and the platitudes, but rather what you do on the ground or in crunch time. So during COVID, which by the way is not yet over or gone, we faced numerous challenges like everyone else, our values of safety, responsibility and integrity were at the forefront of what we did and said every day. As our strategy rolled out, we had to consider the full spectrum of stakeholders from vulnerable indigenous communities in which we operate to suppliers who were dependent on us to our employees.    In some cases in the early days of COVID, we even went into what's known as care and maintenance mode, which is basically shutting down except for essential services to protect the health and wellbeing of a variety of our stakeholders. We also deployed over 20 million in a COVID fund to assist communities around our minds with COVID type issues and challenges. We were active partners in the COVID struggles. We protected our employees with PPE, with vaccines, with health checks, et cetera, all this being said there were numerous and oftentimes competing opinions on what to do, being strong proponents of our values, and always circling back to them as a gut check when we made decisions, some of them which might have turned out to be controversial, was an excellent moral compass. It made us focus on not just what the short term, but what the long term was and what the consequences could be, both the good and the bad. It was our collective corporate decision that we had to make.          As a compliance team. Part of our job was trying to read the tea leaves and anticipating what was coming. Fortunately at Newmont, we have a fantastic executive leadership team who gave us the space to support them and the organization this endeavor. We invited in diverse perspectives, we had spirited debates and we pressure tested key decisions that mattered most. I'm proud of the approach that we took as an organization whereby no means perfect, but I think it has served us quite well. Susan Divers: Scott, before I turn to Joe, one of the things that strikes me about what you just said is it sounds like ethics and compliance was really at the heart of decision making in these difficult areas that you mentioned. Am I reading that right? And if so, how did you achieve that? Scott Sullivan: Yeah, I think, health and safety for sure was I think the heartbeat, if you will. Perhaps we were the supporting role, but really as COVID evolved over times, the issues got more complicated as they went. So you had initial true health and safety issues, in some cases life and death that you had to do, but then you had a whole series of decisions around employment, around vaccinations, around care and maintenance. And what do you do with communities, where the donations go? How do you ensure that you're not supporting corruption when you're doing the good deed of making donations? So I think as COVID evolved and as the challenges around COVID evolved, we became more integral and more integrated to those decisions over time. Susan Divers: Well, and that's really a good example of how it's meant to work. Yeah, the ethics and compliance department isn't defective if it's often a corner, but it is effective if it's right at the heart of difficult choices, and that's a perfect segue to Joe. Joe, do you mind outlining your role at Braskem and then talking about some of the actual challenges you faced in your role in those? Joe Henry: Certainly. Thank you, Susan. Thank you for the invitation to join you all today. Let me start off by saying that Braskem leadership team is a caring and forward looking group and primarily based in the US headquarters in Philadelphia. And that information will be important in a minute or two. Early in the pandemic two of our sites operated for 28 days via a live-in where our workers stayed on site, quarantined from family and other outsiders to operate our plants in Pennsylvania and West Virginia. These plants produce polypropylene, which is a key material for personal protection equipment, such as surgical gowns, face, shields, gloves, and masks. So our workers were willing to do that. And our Braskem leaders provided all the essentials for this live-in. And our team members were paid for every hour on site. So Braskem tries to do the right thing. And during that time, all other team members were directed to work remotely during the pandemic. Eventually after our operations were deemed essential to US business interest, all of our plants reopened with strict masking and quarantine requirements, including restrictions in travel. One of our first policy decisions developed in Philadelphia was to require workers to quarantine for 14 days after travel if they had traveled from their home county. Works for Philadelphia were pretty close around in the urban area. The policy, and it worked for salary team members who could work from home, but not for hourly workers who worked on site and who would not be paid for the time they must quarantine. So at our Texas sites, this policy was problematic in that it would not be unusual for a worker employee to travel to the next county to care or check in on a family member. Therefore, compliance was asked to intervene. And as a result of that, our intervention, we extended the travel range and only had the policy applied to travel outside usual circumstances. The other one is more around vaccines. So one other example as vaccines became available, again, I remember they were under emergency authorization. There became a drive by Braskem management to encourage team members to be vaccinated and to push required team members to be vaccinated or else be terminated. The impetus for this requirement was that several people at manufacturing sites were complaining about being vaccinated and still having to wear a mask because others were not vaccinated. We discussed the proposed requirement at the leadership team meeting, which US compliance is a part. And then there was actually a discussion in our industrial team where we're not a part and they mandated this vaccination or termination requirement by a majority vote, not a consensus vote. I received a call from one of the dissenters. He was concerned that many of his employees would resign or be terminated because they did not trust the vaccine yet. His plant would be greatly affected. I brought this to the attention to the US leadership team that the vaccines were not yet fully approved and that no matter how administratively burdensome the CDC's recommendation was vaccination or regular testing. So I informed the group, I thought our requirement was overly restrictive. It infringed upon employees' rights, and I would not approve any of these terminations, in the US, the US compliance officer approves all terminations. So I had some leverage there. So what happened is we implemented weekly testing for team members who were not vaccinated. And that seemed to resolve the situation. By the way, it was helpful that I was fully vaccinated and boosted and it was clear, my personal beliefs were not a factor. Susan Divers: Wow. That's a very striking example, Joe, there's a couple of things I'd like to pursue a bit. One is, it's clear that people brought you into these decisions that they turned to you as a resource, it sounds like certainly in the case of be vaccinated or terminated before the vaccines were fully approved, but also it sounds like you were asked to intervene on the travel restriction. Is that correct? Joe Henry: Yes. Susan Divers: And was that at a senior, if I can ask, or other level? Joe Henry: I would say the vaccination or termination decision was a senior management at one of our industrial sites had the concern. And then the travel policy was probably, as I recall from one of the HR leaders at the site saying, Hey, we have some employees that are in unique situation here, or maybe not so unique, but different than what we would have from an urban center versus someone working in a more rural area. Susan Divers: Well, that's another good example of how a compliance and ethics and compliance program should work. It should be a resource and be welcomed into decision making, particularly on very difficult and tricky issues like the two that you just described. Can you talk about the role of your values in convincing your colleagues and your leadership to change or moderate the decisions that they made? Joe Henry: Absolutely. That was probably the driving force is our code of conduct, we don't dictate to people how they must behave, especially outside of work. It's fortunate that US compliance and compliance department of Braskem is independent and we're objective. And we're very visible. So people know us and people are willing to approach us. Again, that's why I started off the leadership team, it had the best of intentions. They heard from one group that says, Hey, we're tired of wearing masks. We want to be productive. And they reacted to that without understanding the potential consequences and the potential issues they may have with our own code of conduct. And that we couldn't mandate someone put something that was not yet fully approved. And that actually went further than what the government was telling us we needed to do. Which isn't uncommon. Our policies and procedures are frequently tighter than what the law requires. But in this case, we had to recognize that people have freedom of association and freedom of choice about theirselves. Once we brought all the potential consequences and perspectives of all affected team members, I think we reached the right decision. Susan Divers: So was that a difficult process, would you say, was it time consuming, or once you played that role of honest broker, was it something that people widely accepted? Joe Henry: Yes. Yes. I would say, we did use a lot of influence in... Basically had the show them what the consequences are, why their actions might not be entirely appropriate. So it wasn't a matter of authority. It was a discussion and it was a lengthy discussion, but I think everyone was fairly open minded and recognized that it was going take some more work and maybe we were going to have to spend some more money, especially getting a company to do the testing for us on a weekly basis. But I think they quickly arrived that it was the right decision. Susan Divers: Well, that's a great example. And thank you for sharing that. I'm going to go back to Scott for a minute and then to you Joe and ask. So obviously these were pretty intense situations that you dealt with. What lessons did you learn from that experience given your role in the company? If you could discuss that a bit, that would, I think be very helpful. Scott Sullivan: Sure. Yeah. Building on my prior comments a bit, I would say there were a few learnings and perhaps a few aha moments that we recognize along the curve. I think one was, you need to think both long term and short term. So whether it's your employees or your stakeholders, you might have a decision today that is different than the consequences tomorrow. So really making sure you're not just stuck in the moment, but you're thinking about the long term of the consequences or actions that come out of your decisions today. Playing off one of Joe's comments about culture and values, modifying a Warren Buffet quote a little bit, "Values take a long time to build, but they can be destroyed in a heartbeat." And people watch, I think that's the one that organizations often forget when they're looking at their culture, it's that whatever you allow or condone becomes your actual culture. So I think it's really important to practice what you preach and stay true to those values or before you know it, or right under your nose, you lose them. And that's true, perhaps even more so in the darkest days. So, how you're treating your employees and what people did with respect to terminations, or extending compensation during COVID, all eyes were on that. And I think that has longterm consequences for employees is they think, well, how did my employer treat me during those dark days? Did they exit us from the organization? Did they treat us poorly? Was the mighty dollar, the only thing that mattered? And again, for us, we have a social license to operate in the locations we do. So you have to think about that holistically, the full ESG perspective and look at all your stakeholders. And I think a little bit about what we've been talking about as well is anticipating the pushback, where are those pressure points, or focal points that are likely to come up and figuring out, like we always say, you can't take a program off the shelf, but customizing or figuring out what works best for you? And then hopefully that leads to you and many more in your organization becoming both values, beacons and champions to help the organization propel forward. Susan Divers: So in other words, it really can become a tremendous positive as long as you stay true to your values. And you're actually strengthening your culture, not destroying it to go back to the Warren Buffet quote. And Joe, based on your experience, do you think that your ethical culture at Braskem emerged stronger as a result of the types of difficult choices that people made in those circumstances? And are there any other lessons learned from that, that you would want to highlight? Joe Henry: So I believe our culture has gotten stronger. The ethics and compliance group and officers know they need to stay ever vigilant to ensure that passions do not overtake the organization's foundational values. We live in an impatient society that is quick to react and does not always consider all perspectives and unintended consequences. So this experience gives us an opportunity to talk to the leadership team and say, Hey, let's take a breath here. Let's look at this. I think when you're more thoughtful about these decisions, I think the decision will be better, probably strengthen your culture versus weaken it, or undermine it. But I do know that my successor's still facing these challenges. Susan Divers: Yeah. Although you're building ethical muscle at the same time, I want to highlight what you said about stop, pause, think, or you said it a little differently, but our chairman of our board, Doug Sideman, has written extensively about the benefits of pausing. And we do live in a impatient world and one that moves at light speed, particularly with social media. And I think Scott, you would agree with this too, that stopping and getting everybody to slow down and look at all the potential ramifications and equities. Joe's example of employees in Pennsylvania versus employees in Texas, I think is a very telling one. And that, that is really, I think what's needed to deal with particularly moral leadership issues. Scott, does that make sense? And also if you could talk about whether your ethical culture came out stronger as a result of the pandemic, that would be helpful. Scott Sullivan: Yeah. I think you often see in some areas the short term view or this, in the impatient world, as I like the way Joe characterize it, you see the pitch forks and the torches coming out in any particular topic. And so part of our job is to say, let's pause, let's think this through, the unintended consequences, the longterm consequences, I think for sure our ethical culture has emerged stronger. It really gave us ample opportunities to do the right thing and to put theory into practice. So one of the things coming out of the tragedy of COVID is it really gave us an opportunity to show our values and do the right thing in those dark days. And I think that also that consistency of messaging and values, it's not one offer. There's one big case. I think that really builds trust with stakeholders and gives you an opportunity to show that you're a different kind of company. So even in the dark days with bad or troubling news, you're going to be transparent and that we stand true to our values and hold ourself accountable to those values. So that consistency of operational model, I think extends well beyond ethics into business and health and safety. When faced with a challenge, we're going to think about it, be very thoughtful in what we do and ultimately do the right thing for the entirety of the stakeholder community. Susan Divers: Yeah, that sounds like very sound holistic decision making. Joe let's let's switch gears a little bit. We've talked about the pandemic and the challenges and how both of you feel that your ethical culture got stronger as a result, and you both played pivotal roles in the ethics and compliance programs, played pivotal roles in helping your organizations navigate. Can you give some other examples outside of the pandemic of having to do that? Joe Henry: So I mentioned one of our values is the freedom of association. As a result of the summer of 2020, George Floyd death and all, we had some outsiders, some activists and DE&I consultants recommend some potential path forward for the company. One of those, including tracking managers' social media profiles, and other forms of public expression and see whether they should continue to be leaders in the company or not. For instance, should we sanction a manager for attending a pro-life rally, or another manager for posting their support for the police on their Facebook page? That type of monitoring is not aligned with our code of conduct. We declined that recommendation. Again, the passion was there. Hey, we got to weed these people out. Well, no, we have to make sure that when they're working for Braskem, they're aligned to Braskem's values and that they're not diminishing our name in the public.   And then most recently we've discussed how and when should compliance be involved in handling microaggressions. And we've agreed that microaggressions are supposed, should be handled between the two people in the first instance, maybe in a second or third occurrence, that it's handled, the person's called out publicly. And if it's repeated, then it's no longer a microaggression, it's an aggression. And then it comes to human resources or compliance. But those are some of the choices where, again, we relied on our code of conduct and relied on our proven policies and procedures regarding our ethics line to preserve the culture and continue to move the company forward and evolve the company. Susan Divers: Well, and that's another excellent example of pausing and looking at all the ramifications and carefully analyzing whether it is consistent with your code or not. Scott, do you have similar examples outside of the pandemic experience? Scott Sullivan: Yeah. So we've been on a journey of what I would probably call radical transparency in the ethics and compliance space, so where we're willing to show the good, the bad and the ugly to advance the health of our culture. It is a journey, so we're not perfect by any chance, but we're now more transparently and willing to share internal stories and struggles with our employees. I used to laugh all the time that most companies will say something happened to somebody, sometime, someplace with some result. And that leaves everybody, what the heck is that? What happened? And what are the expectations I know? So we've decided that we want to clarify expectations for employees. We want to at least establish the baseline for ethical behavior. And we want to ensure really that fraudsters or predators are held to account in the organization wherever and whenever we can. And also there's an evolving view about when something happens in our organization, what do we do to ensure that those individuals or groups of individuals are not just set free and allowed to go into the general community and repeat those damage?     How many times have we all learned in the compliance profession, individual moves from company A to B, to C to D. And when you do the investigation, there's a long track record that history being repeated at different organizations. So we have done cradle to grave exposes, including one with a public press release, where we actually lifted the hood and told the full story. So most times it's fairly detailed internally and the reception has been excellent. It's advanced our culture ball pretty dramatically. As I mentioned, that being said, it's really, we're still on the journey, but we feel that practicing what we preach and not allowing performance to excuse misconduct or cornerstones of our culture. So even when the outcome is internally painful and extremely disappointing, we've been trying to promote this. So it's not just you do it once, because you can't fake it. And if you do it once, you see big scandals in organizations and periodically it's a big splash in the paper. And we've had similar things where you've had a case that we did our first radical transparency case. And I think the organization, the employees were saying, okay, is this a new way that we're going to operate, or is this the company's hand was forced and they felt they had to do it, so they did it? And so I think that whole concept of you can't fake, it's got to be genuine, it's got to be demonstrable and it's got to be sustainable, is really important. And as an aside, I think most companies can get compliance correct, or they get it right. That's to say that it's the right side of the brain, it's the math science side. It's one plus one, plus one equals three. But when you get to integrity, you get to ethics and culture, that's the equivalent to me, the left side of the brain, it's the English history. It's a little bit more soft. It's touchy, feely. It's hard to measure, but I think it's far more impactful. And that is often where I see organizations fall down, because it's so hard to do. And it's so hard to say, what is it? And it feels like it's subjective, or judgemental, or it's just real hard to do. So I think companies that focus on getting the integrity or the culture piece right, are so far ahead of the curve and getting everything else right. And that's not just in the ethics and compliance space, because I think that could be a proxy for good governance. It could be something that is a springboard for doing other things in an extraordinary way or well above peer organizations. Susan Divers: That's so interesting that you framed it in those terms. Something we talk about a lot and we're not alone in that in this area is that you can't just look at your ethics compliance program as a checklist and say, I'm good to go because I've got policies, code, training, audit, it has to be living and breathing. And that's where the touchy feely comes in. And the research, interestingly, it shows that if you have organizational justice where you're holding people to the same standard, and I hear you both talking about that in what you've described today, then you have the lifeblood and a strong foundation for your ethics and compliance program and activities. But if you don't, if there's two standards of justice, or what I'm hearing today too, is if there's a rush to judgment where some people get trampled in that rush, then you don't really have a strong foundation for your program. Joe, would you agree with that as well? Joe Henry: Yes, I absolutely do. Yeah, it has to be thoughtful, fair. We haven't gone to the extent from a transparency as Scott Newman have us to naming particular people, but we do anonymize those situations and publish them or even present them as lessons learned. Susan Divers: Yeah. That's very powerful. Well, we're starting to run out of time, but two questions before we terminate, which is what are the most important areas of focus by an ethics leader in resolving difficult questions? You've both given great examples of how central ethics and compliance was to tough decisions. But if you're a relatively new ethics leader, what are some of the key things to really bear in mind when those tough issues come up? Scott, you want to lead us off on that? Scott Sullivan: Sure. So I think as we've both mentioned, and same with Susan, the tone at the top is really important. So getting your executive leadership on board, otherwise the likelihood of success drops pretty dramatically. And I think as we've also both said, relationships matter. So build them wherever and whenever you can. And I think it's always that rainy day fund, you build credit in the bank, you build street credit. So for the bad news bear moment you have to come in, I think that's really important. So they understand who you are. You're not just a cry wolf person, you're thoughtful, you're methodical. You do all the things the way the organization would expect. And I think, for all of us, unfortunately, and you can see the business partnering go too far. So I think not withstanding that you always have to remember that there will be times undoubtedly as a compliance officer, where you have to put your neck on the line and hopefully your organization does not have a kill the messenger culture, that's not a fun organization to be a part of. And I think value based decisions are toughest in downturn markets and during crises. So we've come out of a pandemic and now we're going into what seems to be a downturn market. So I think the key message there is really prepare in advance and look at your rainy day credits and figure out where you're going to have to put your stake in the ground and move forward. Susan Divers: So build up your relationships and your credit and your goodwill. Joe, something to add. Joe Henry: I do that. I wholeheartedly agree. I think that what Scott mentioned is the most important area, but another area of focus is the company's values, which usually describes in the organization's code of conduct and implemented through your policies and procedures. And I remind the executives and our team members, employees, the code of conduct and policies are approved by the board of directors after thorough and thoughtful review by the executives, by the stakeholders and by compliance. So they're not done instantaneously and there's a lot of thought, there's a lot of reason why we have them and they shouldn't just be dismissed quickly because the particular circumstance. These documents provide the desired ethical direction of the company and have been very useful in resolving difficult decisions in the past, especially with well-meaning, but passionate team members. Go back to the foundation and consider it maybe, maybe, maybe we do need to make a change to the code of conduct or a change to our values, but at least reference it and have that discussion before taking any severe action that may have unintended consequences. Susan Divers: That's a very good point. One of my colleagues describes the code of conduct as your culture written down, and using it as a focal point and a way to ensure that major decisions and discussions include values, I think helps make it a living and breathing document. Well, this has been such an insightful conversation. I wish we could continue it talking about tough choices, I think is really helpful for people at whatever stage they are in their ethics and compliance journey and profession. So I want to thank our listeners. My name is Susan Frank Divers, and we'll see you the next time on Principled Podcast. Thanks Scott. Thanks Joe. Joe Henry: Thank you. Scott Sullivan: Thank you all. Outro:   We hope you enjoyed this episode. The Principled Podcast is brought to you by LRN. At LRN, our mission is to inspire principle performance in global organizations by helping them foster winning ethical cultures, rooted in sustainable values. Please visit us at LRN.com to learn more. And if you enjoyed this episode, subscribe to our podcast on Apple Podcasts, Stitcher, Google Podcasts, or wherever you listen. And don't forget to leave us a review.  

For the season finally of the MiCIA Cannacast Host, Ida Lee sits down with the Finance and Compliance Director, Stephanie Kern of Stash Ventures.

What happens when the word “compliance” gets lost in translation?In this episode, Elena Kashirina, Compliance Director at McDonald's, discusses the challenges and communication barriers she's encountered running a global compliance team for such a widely-recognized company.Elena also shares the importance of empowering your employees to speak up when they see a problem with compliance. It all starts with setting the tone at the highest levels and providing the tools your team needs to succeed.

Landlords and property professionals in the UK are faced with an unusual convergence of economic, market and regulatory issues. Rising interest rates and inflation, possible recession and the end of the house price cycle are all in view. Yet whilst house prices and lettings activity are currently surging, landlords face a number of regulatory changes. The abolition of no fault eviction and new minimum energy efficiency standards are top of the list – and the government has recently sprung a National Landlords Register, Ombudsman, Decent homes standard and Property portal on landlords in England – all with minimal detail and adding to the uncertainty. Join David Cox, Legal & Compliance Director at Rightmove and Hertfordshire based portfolio landlord and campaigner, Jamie Fraser for some plain-speaking and forthright opinions in a lively discussion with Richard Blanco

Brittany Massaro is the Compliance Director for Humboldt Logistics, representing 45 farms around Northern California, including some distributors, manufactures, and retailers. She is transitioning into an ownership position in a vertically integrated distribution and cultivation center throughout the State of California, and is based in Humboldt County and Los Angeles. Instagram: https://www.instagram.com/rmcc_cannaconsulting/ LinkedIn: https://www.linkedin.com/company/rocky-mountain-cannabis-consulting Subscribe to Podcast: https://open.spotify.com/show/4TaI1xJHpRgvTXT92Jfv4W?si=HTTsEiO3Tq6FdhBlWju9Uw Subscribe to YouTube: https://www.youtube.com/channel/UCBysW0XMCO5lUvgy1xk2RYw Free 40-minute compliance operations masterclass: https://academy.rmcc.io/audit-workshop   Timestamps:  0:00 Intro  5:23 What was Prop 215?  7:38 Transitioning from Prop 64 to Prop 215 10:26 Unique challenges in Humboldt 12:00 Free the Plant 13:47 Cannabis Appellations  15:11 Consumer Education with Sungrown 16:20 Quality Will Survive  19:45 Consultant's Responsibilities to Clients 20:25 California Distributor Problems  27:54 Changes Are Coming  29:00 Stopping Cannabis Taxes  35:32 Conflict of Local Govnorence   39:23 Farmers Turning in Their LIcenses  41:28 Humboldt Satellite Surveillance Program  43:30 Regulate Cannabis Tomatoes   47:00 Britt's Wishes for the Industry

Host Ben Hoekstra sits down with Drew Pond, Director of Development at Stone Creek Coffee, and Kelsey Moses, Excise Tax and Compliance Director at Lakefront Brewery. They talk about what is a B Corp, why the companies decided to pursue such a designation, and how B Corps are reshaping the business community here in Milwaukee. To learn more, visit: B Corporation Lakefront BreweryStone Creek Coffee B Local WisconsinAction Steps:Drew and Kelsey's action step includes:Support B Corps in your Community!Bridge the City When you're taking action in your community, share with us! Use #bridgethecity or tag us on Facebook, Twitter, Instagram, or LinkedIn.We humbly ask you to consider joining our Patreon so we can continue creating episodes and events that encourage community engagement and open dialogue. Shoutout to our supporters (include first names of new Patrons and include in episode if possible)Music by Casey Masters.

What you'll learn in this podcast episode   Stories of compliance failures aren't strangers to news outlets or entertainment networks. But while the circumstances can make for great media headlines, what is arguably more interesting is watching how those companies respond. In this episode of the Principled Podcast, host Emily Miner is joined by Carlos Villagrán Muñoz, Gerente de Compliance (Director of Compliance) at CMPC. Listen in as the two discuss how, over the past decade, CMPC has sought to not just recover from a significant compliance failure, but rebuild—stronger—by focusing on ethics, culture, and values. Principled Podcast shownotes [2:50] - Carlos briefs listeners on his company, CMPC. [3:53] - Describing the collusion scheme involving CMPC which took place in the early 2000s [8:03] - The potential root causes which can motivate people to commit fraudulent acts. [14:10] - How has CMPC sought to rebuild stronger in the aftermath of this misconduct case [16:13] - The role of ethics and compliance at CMPC. [23:38] - Rules vs. value in company culture. [30:25] - The evolving risks at CMPC.   Featured guest: Carlos Villagrán Muñoz Carlos Villagran is a Chilean attorney who graduated from the Pontificia Universidad Católica de Chile with a Master of Laws (LLM) degree from Georgetown University (US). He currently serves as Director of Compliance of CMPC, a 100 years old Chilean-based holding, one of the worldwide leading manufacturers of pulp, paper, packaging, personal care, and other forest products. With more than 19,000 employees, CMPC has industrial operations in 8 countries (LatAm) as well as commercial offices in the US, Europe, and China, selling and distributing its products to more than 45 countries around the world. He has previously served as Compliance Officer for the Chilean operations of Liberty Mutual Insurance and Mitsubishi UFJ Financial Group, as well as Legal Intern at the World Bank's Integrity Compliance Office.   Featured Host: Emily Miner Emily Miner is a Senior Advisor in LRN's Ethics & Compliance Advisory practice. She counsels executive leadership teams on how to actively shape and manage their ethical culture through deep quantitative and qualitative understanding and engagement. A skilled facilitator, Emily emphasizes co-creative, bottom-up, and data-driven approaches to foster ethical behavior and inform program strategy. Emily has led engagements with organizations in the healthcare, technology, manufacturing, energy, professional services, and education industries. Emily co-leads LRN's ongoing flagship research on E&C program effectiveness and is a thought leader in the areas of organizational culture, leadership, and E&C program impact. Prior to joining LRN, Emily applied her behavioral science expertise in the environmental sustainability sector, working with non-profits and several New England municipalities; facilitated earth science research in academia; and contributed to drafting and advancing international climate policy goals. Emily has a Master of Public Administration in Environmental Science and Policy from Columbia University and graduated summa cum laude from the University of Florida with a degree in Anthropology.      

I caught up with David Cox, Compliance Director at Rightmove at The Propertymark ARLA Conference in December 2021 to chat about regulation and ROPA in the lettings industry.

Join Katie Harrison from BKD as we discuss the topics that examiners are focusing on. We touch on the role of the compliance officer and a few proactive steps you might take before your next examine. BankTalkPodcast.comRemedyconsult.net

I will be joined by David Cox, Legal and Compliance Director of Rightmove and former CEO of ARLA Propertymark. David will be providing a legal update on current matters affecting the lettings industry, and an overview of the current market in the Shropshire and Worcestershire area. I will also be joined by Rebecca Say, Solicitor at SLC solicitors, who specialises in leasehold matters including lease extensions and variations, and will provide a breakdown of the leasehold reform currently under consultation. Dawn Clarke Lettings Director, Nock Deighton Estate Agents

Co-Hosts:Shereefat Balogun, Chief Legal and Compliance Counsel, State Employees Credit Union of Maryland (SECU) Phil Feigen, Shareholder, PolsinelliMichael Gaba, Shareholder, PolsinelliTony Torain, Shareholder, PolsinelliGuests:Karen Gally, Vice President and General Counsel, Otsuka America PharmaceuticalElizabeth Roman Jones, Compliance Director, Cambridge International Systems, Inc.Veronique Staco, In House Counsel, MPR Associates, Inc.

In this episode of the Post-Acute POV, our host Lavin Graviss, VP of Service Delivery at HEALTHCAREfirst, is joined by Rhonda Osborne, CEO and Chief Teaching Officer, Mandy Chandler, Compliance Director, and Stormy Dismuke, Chief Nursing Officer at Shepherd’s Cove Hospice, a six-time Hospice Honors Award recipient. Listen as the group discusses providing exceptional care in the hospice setting and how Shepherd’s Cove focuses heavily on training, people development, and continuous education. This episode provides a look into the uniqueness of hospice care and the importance of establishing trust with patients and their families. Topics discussed during this episode: [00:30 – 04:35]: Lavin introduces Rhonda, Mandy, and Stormy before Rhonda provides the origin story behind Shepherd’s Cove. [04:49 – 09:42]: Stormy and Rhonda discuss the key areas they focus on for Shepherd’s Cove’s continued success and how their culture contributes to providing exceptional care. [10:26 – 13:13]: Rhonda discusses her organization’s strong commitment to training, people development, and continuous education. [14:33 – 17:50]: Mandy describes how they use their hospice CAHPs survey results to track performance and the value of the quality measure dashboard. [18:55 – 24:03]: Stormy and Rhonda talk about the importance of engaging staff to meet goals and empowering caregivers by letting them know they’re doing a great job. [24:54 – 28:51]: The group discusses the uniqueness of providing end-of-life care and the importance of establishing trust with patients and their families, including tips to do so. Resources Learn more about HEALTHCAREfirst at: https://www.healthcarefirst.com/ Find out more about Shepherd’s Cove Hospice: https://www.shepherdscove.org/ Read the transcript of this episode Listen to more episodes of the Post-Acute POV Disclaimer The content in this presentation or materials is for informational purposes only and is provided “as-is.” Information and views expressed herein, may change without notice. We encourage you to seek as appropriate, regulatory and legal advice on any of the matters covered in this presentation or materials. ©2021 by MatrixCare

Family Crisis Center Special Projects and Compliance Director Kathryn Johnson is responsible for so many things for the agency... from making sure the agency is in compliance with grants, to educating staff on cultural diversity.  In this episode, Stuart and Kathryn talk about her job and why she chose her particular career path. 

Janice Amon, CCDS, CCS is a visionary, innovative, and highly motivated compliance professional with a strong regulatory, clinical, coding, and billing knowledge and skills. She currently works for the largest health system in San Diego, California as Sharp Healthcare's (SHC) Corporate Compliance Audit and Clinical Manager. Janice is responsible for assisting Compliance Director for the oversight and maintenance of a high-quality, effective, best practices billing, coding, and reimbursement of SHC's Audit Compliance Program. She leads investigations and multidisciplinary projects and helped developed and implemented Sharp Healthcare's ethics and compliance strategic work plan. She has held previous leadership roles in 3M Health Information systems (3M HIS) and TrustHCs, where she provided education across the nation's top hospitals and health systems' staff. She is most proud of my strong leadership skills, passion, determination, and work ethics. Janice on LinkedIn: https://www.linkedin.com/in/janice-amon-ccds-ccs-73169a86/ Brian Cui on LinkedIn: https://linkedin.com/in/briancui/ Check out our supporting Medical Coding Geek Partners: https://medicalcodinggeek.com/partners Medical Coding Geek and NEC Podcast on Social Media https://facebook.com/medcodinggeek https://facebook.com/necpodcast https://instagram.com/medcodinggeek https://instagram.com/necpodcast https://tiktok.com/@medcodinggeek Subscribe to NEC Podcast on YouTube: https://www.youtube.com/channel/UCKh_A91__rieaSSPIRm4gBw Subscribe to Medical Coding Geek on YouTube: https://youtube.com/MedicalCodingGeekVideos Medical Coding Geek Facebook Groups: https://facebook.com/medcodinggeek/groups

This week's episode features Shana Scott JD, MPH and she is a compliance director, assistant professor, small business owner and mother. Shana has been in public health law for over 17 years and currently serves as the Compliance Director at Barnes Healthcare Services. In addition to her position with Barnes, Shana is also an Assistant Professor of Health Policy at the University of Georgia where she teaches both graduate and undergraduate students in the public health program. When she's not solving public health policy and regulatory problems, Shana works with small business owners to establish their businesses and obtain government contracts. Shana is an avid volunteer and currently sits on the board of two Georgia nonprofits. Shana Scott earned her JD from Loyola University School of Law, her MPH from Georgia Southern and her BS in Biology from Morgan State University. Today we're discussing her journey in public health law, her career and doing it all while raising a family and helping others secure the bag! Getting into law school & moving to a different state Networking to land a position in Public Health Law Prioritizing and sacrificing your time to achieve your dreams Finding your passion through internships and opportunities Securing grants and funding for your organization This is an episode you don't want to miss, so make sure you check it out and don't forget to connect with Shana! --> Discuss Government Contracting/Funding -->Follow Shana on Instagram -->Follow Shana on Twitter To learn more about Young Black and Professional and get resources and tips sent to your inbox go to www.YoungBlackandProfessional.com Don't forget to check out our free trainings and resources to help you on your career journey! Schedule a free consultation with Dr. Des to create a strategy to get to your goals Check us out on Instagram: https://www.instagram.com/YoungBlackandProfessional --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Janice Amon, CCDS, CCS is a visionary, innovative, and highly motivated compliance professional with a strong regulatory, clinical, coding, and billing knowledge and skills. She currently works for the largest health system in San Diego, California as Sharp Healthcare's (SHC) Corporate Compliance Audit and Clinical Manager. Janice is responsible for assisting Compliance Director for the oversight and maintenance of a high-quality, effective, best practices billing, coding, and reimbursement of SHC's Audit Compliance Program. She leads investigations and multidisciplinary projects and helped developed and implemented Sharp Healthcare's ethics and compliance strategic work plan. She has held previous leadership roles in 3M Health Information systems (3M HIS) and TrustHCs, where she provided education across the nation's top hospitals and health systems' staff. She is most proud of my strong leadership skills, passion, determination, and work ethics. Janice on LinkedIn: https://www.linkedin.com/in/janice-amon-ccds-ccs-73169a86/ Brian Cui on LinkedIn: https://linkedin.com/in/briancui/ Check out our supporting Medical Coding Geek Partners: https://medicalcodinggeek.com/partners Medical Coding Geek and NEC Podcast on Social Media https://facebook.com/medcodinggeek https://facebook.com/necpodcast https://instagram.com/medcodinggeek https://instagram.com/necpodcast https://tiktok.com/@medcodinggeek Subscribe to NEC Podcast on YouTube: https://www.youtube.com/channel/UCKh_A91__rieaSSPIRm4gBw Subscribe to Medical Coding Geek on YouTube: https://youtube.com/MedicalCodingGeekVideos Medical Coding Geek Facebook Groups: https://facebook.com/medcodinggeek/groups

Meals on Wheels is partnering wth Centerwell Senior Primary Care. Guests: *Gary Kempker Director/Business Development Meals on Wheels Montgomery County *Jilian Lennon, Compliance Director https://www.facebook.com/mealsonwheelsmc https://www.mowmc.org/ *Lance Aron from Centerwell Senior Primary Care https://www.facebook.com/CenterWellConroe http://centerwellprimarycare.com/ [...]

En este episodio de Abogados Argentinos Por El Mundo conversamos con Esteban Ruete, abogado argentina que reside en Dubai y es Compliance Director de Amgen. Conoce su experiencia profesional y personal, y los desafíos, temores, esfuerzos y barreras que debió sortear para alcanzar su sueño. Producción: abogados-inhouse.com Edición: Tamara de Martino

While glass is known for being fragile, technical glass is strong with a range of applications. Joel is joined by Aphrodite Tomou to discuss Borosilicate glass and its technical applications. Ian Doggett is the Compliance Director at Goodfellow with an extensive knowledge of glass from his previous roles in the company – he joins Joel to explore Goodfellow's relationship with glass.Website: www.materialshub.comWebsite: www.goodfellow.comSales Email: info@goodfellow.comMarketing Email: marketing@goodfellow.comEmail Technical: technical@goodfellow.comMaterials Inside TwitterMaterials Inside FacebookMaterials Inside InstagramMaterials Inside YouTubeBorosilicate Glass LinkGoodfellow will be supporting Outside In with donations throughout the first series. Outside In is a national charity that aims to provide a platform for artists who face significant barriers to the art world due to health, disability, social circumstance or isolation.Together, we aim to make the worlds of Science, Art and Materials more accessible to everyone.If you would like to support Outside In and the artists they represent - Donate here.

As we come out of 2020, a year of uncertainty it has had many of us evaluate our current "industrial" status quo! Join us as Tanya (Bartlett) Hewitt, Kevin Withane and Mary Shirley dive into a great discussion to look at what type of workplaces do we really want to cultivate during 2021 to set the stage for future work generations. Our Guests: Tanya (Bartlett) Hewitt the Founder & CEO of Beyond Safety Compliance Tanya Hewitt, PhD is the owner of Beyond Safety Compliance, helping organizations learn about new ideas in the world of work and safety, and assisting them in constructing an organizational mirror to enable them to create clarity, alignment, and overall more enriching (and profitable) workplaces. She worked for 18 years for a federal regulator, and is known for her engaging and passionate speaking engagements. Tanya can be reached through LinkedIn, www.beyondsafetycompliance.ca or tanya@beyondsafetycompliance.ca. LinkedIn: https://www.linkedin.com/in/tanya-hewitt-55804529/ (https://www.linkedin.com/in/tanya-hewitt-55804529/) Website: https://www.beyondsafetycompliance.ca/ (https://www.beyondsafetycompliance.ca/) Email: tanya@beyondsafetycompliance.ca Kevin Withane the Senior Legal Director and Group Ethics and Compliance Director  of TI Fluid Systems Kevin Withane is a purpose-led senior lawyer and ethics and compliance executive. He has gained experience working across non-profits, quasi-governmental organizations, at a regulator, in law firms, SMEs and at a global public listed company. Kevin has lived and worked in the UK, China, Hong Kong, Russia and the United States as well as traveling extensively across Europe and Asia where he has gained deep insights into the shift towards human leadership and the demand for business to align their purpose with making the world a better place – for everyone. Human leadership and purpose are intersecting at a moment in time when the world needs it most. Kevin is passionate about helping build positive work cultures with strong climates of integrity, and supporting companies become truly diverse and inclusive. Podcast Host of Cocktail Leadership: www.cocktailleadership.com LinkedIn: https://www.linkedin.com/in/kevinwithane/ (https://www.linkedin.com/in/kevinwithane/) Website: https://www.tifluidsystems.com/ (https://www.tifluidsystems.com/) Email: kevin.withane@gmail.com Mary Shirley the Global Head of Culture of Integrity and Compliance Education of Fresenius Medical Care North America Mary Shirley is a New Zealand qualified lawyer with 16 years of Ethics and Compliance experience working for data privacy and antitrust regulators, in-house and private practice/consultancy. She is currently global Head of Culture of Integrity and Compliance Education at Fresenius Medical Care.   Mary also hosts the Great Women in Compliance Podcast which aims to create a platform for the outstanding achievements of women in the field and sharing ideas and providing learning opportunities for everyone in Compliance. She co-authored book Sending the Elevator Back Down: What We’ve Learned From Great Women in Compliance (CCI Press, 2020).  Podcast: https://www.corporatecomplianceinsights.com/great-women-in-compliance/ LinkedIn: https://www.linkedin.com/in/iheartcompliance/ (https://www.linkedin.com/in/iheartcompliance/) Website: https://fmcna.com/ (https://fmcna.com/) Email: mary.shirley@fmc-na.com

JOIN US as Dr. Gloria Stone-Ozbek interviews Shana Scott, Compliance Director, as she walks us through the behind-the-scenes aspect of systems and procedures in a hospital setting! --- Support this podcast: https://anchor.fm/random-health-ish/support

In episode 55 of the Growth Series podcast, Nadine Edwards, Corporate Account Manager at Accord Mortgages, speaks with Sharon Trinder, Compliance Director at MAB to discuss how providing support for clients has never been more important for advisers. With unprecedented events causing new anxieties and new challenges to confront, it can be difficult for brokers to identify their clients changing needs. Nadine and Sharon consider which techniques can help brokers continue to provide a professional, empathetic and quality service.

Andy Pavlovic is the Compliance director at Maris. Maris is certified to four ISO standards, ISO 9001 for quality, ISO 14001 for environmental management, ISO 45001 for health and safety, and ISO 37001 for anti-bribery standards. He manages and maintains all of these ISO standards for Maris and makes sure that the company upholds these standards across the board. This episode, Andy Pavlovic is here to share with me what he's learnt from his years working as Maris's compliance director and overseeing the implementation of four different ISO standards. Andy speaks about how ISO standards enable Maris to maintain consistency across the company in the quality of their work, their health and safety procedures, and their environmental impact. He explains how implementing standards allow organisations to be scalable and how having multiple standards doesn't necessarily mean spending more time on them. With ISO 37001 being a relatively new standard, he explains the value following this standard has not only for the ethos of Maris but also to the commercial side of his business. Finally, he explains how Maris keeps their employees compliant with their standards and what the key benefits of having an integrated management system are... Website: https://www.maris.co.uk/ Linkedin: You'll learn How ISO standards allow organisations to be scalable. Why implementing the correct ISO standards is even more important than ever during COVID times. The importance of choosing the right systems for your organisation. How to maintain consistent adherence to standards across your company over long time periods. The best ways to train your staff to be compliant with new ISO standards. The benefits of having an integrated management system when dealing with multiple ISO standards. Resources Blackmores In this episode, we talk about: [00:32] Who Andy Pavlovic is and the different ISO standards that Maris are certified with. [01:48] Andy's experience working with ISO standards. [02:18] What Maris does and the industries they work in. [03:05] Andy's ISO responsibilities as the Compliance Director. [04:00] How ISO standards work across different cultures and the importance of having these in place. [05:12] How Andy manages four different ISO standards, and how having these standards enable companies to be scalable. [08:07] The importance of organisations accepting standards as part of their culture. [09:52] The importance of giving new employees a proper formal induction and what this process looks like. [11:52] The commercial advantages of having ISO standards and how this has helped Maris win new business during the COVID pandemic. [13:34] What the benefits of having an integrated management system are. [15:16] Advice Andy has for anybody who is looking to implement ISO standards. [16:45] Andy's book recommendation to anyone looking for self-growth. [18:19] The importance of having someone with the right expertise in house when implementing ISO procedures. [19:14] How to get in touch with Maris or Andy himself. If you need assistance with implementing ISO 14001, ISO 9001, ISO 45001 or ISO 37001 – Contact us!

We have been working hard to get your Wednesday off right. Here is the latest and greatest episode of SnackWalls!In this episode Kevin Withane was able to give us an insight to his experience working in the legal world. He has observed that there is no lack of diverse talent, just companies that don't recruit in the right places. When it comes to diversity, companies don't need to think outside the box, they should assume the box doesn’t exist and use the whole space to find talent. As more companies experiment with remote work, it could shape a future where recruiters can look beyond their geographical boundaries to supply their talent pipeline. Large tech companies should also target diverse school districts to establish apprenticeship programs with kids before they finish high school. For companies to retain their talent they need to build equity from the top. The c-suite executives must drive their company culture to be inclusive.Kevin Withane is a Senior Legal Director and Group Ethics and Compliance Director for TI Fluid Systems. He is passionate about pushing forward DE&I and offers pro bono support and consulting to companies and other organizations that are serious about developing or revamping their DE&I programs. Kevin also hosts the Cocktail Leadership podcast where he discusses how business is changing towards a more sustainable, all-stakeholder model.Kevin Withane: https://www.linkedin.com/in/kevinwithaneCocktail Leadership Podcast: https://cocktailleadership.libsyn.com/websiteTI Fluid Systems: https://www.tifluidsystems.comMore episodes of the SnackWalls Podcast: http://podcast.snackwalls.comSnackWalls is powered by San Diego Code School: https://sdcs.ioPlease share like and subscribe for more reach

The COVID-19 pandemic has employers facing a myriad of new and modified legislation. Knowing how to sort through it all and where to turn may be challenging for many employers.JS Clark Agency’s Compliance Director, Jennifer Young, will provide context and clarification on the latest COVID-19 legislative and regulatory updates that impact employee benefits.

Post By: Adam Turteltaub As compliance teams seek to extend their reach into the organization, one idea that has emerged in the development of compliance champions. But what is a compliance champion and how does it work? In this podcast Duncan Milne, Risk & Compliance Director for Bupa Global Latin America, shares his very positive experience with developing a team of champions. The compliance team identified 20 champions with the goal of creating stronger links with the business units. The champions were trained in issues such as identifying red flags, reporting, escalating incidents and performing root cause analysis. They were also charged with helping facilitate communication, both from the compliance team to the business unit and back up to compliance. Listen in as he shares what the Bupa team learned along the way, how to identify potential champions, and how to turn the vision into a reality.

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   Joining RIMScast today is Robert Zhang, Risk Management and Compliance Director for IKEA China. He is joining Justin today to discuss his experience with COVID-19 in Xuhui District, Shanghai, China; how IKEA entered the recovery phase; and how his personal experience of this pandemic has changed his risk management philosophy.   Key Takeaways: [:00] About the RIMS Membership. [:50] About today’s episode and guest, Jasmine DeSilva. [:58] About upcoming RIMS webinars! [1:42] About the RIMS Coronavirus Information Center. [1:54] More about today’s guest, Robert Zhang. [2:12] Justin welcomes Robert to RIMScast! [2:53] Robert shares what his personal experience has been like in Shanghai, China. [4:15] What has Robert’s experience been like as a Risk Manager for IKEA? And how has his role and responsibilities changed in the last several months due to the coronavirus? [6:31] Robert speaks about the mindset he adopted when the coronavirus hit to support the company and employees. [7:44] Did Robert find himself working with people in his organization that he hadn’t typically worked with before the pandemic? [9:15] Are the measures they’re currently taking to protect their employees already a part of their continuity plan, or, are they things that Robert wished they had had the foresight for, prior to the pandemic? [11:22] Would Robert say that IKEA is now in a recovery phase? [12:35] How many employees does IKEA have in each of their locations? [13:15] Does Robert feel like what he’s experienced will be integrated into the ERM for IKEA in China and possibly globally? [16:13] Does Robert feel that his own personal risk philosophy has changed as a result of COVID-19? And if so, how? [20:49] Robert reflects on SARS and his career during the time. [22:05] Justin thanks Robert Zhang for joining RIMScast and highlights some of the important links to check out in today’s show notes.   Mentioned in this Episode: RIMS Webinar — May 28th: “Hidden Dangers of The Insider Threat | Sponsored by 1st Watch Global” RIMS Webinar — June 1st: “Sponsored by McKool Smith: Seeking Insurance Coverage for Coronavirus-related Losses” RIMS-Bermuda 2020 Webinar Series (June 3rd - July 1st) — Register Today Upcoming RIMS Webinars RIMS Advisory Services — Ask a Peer RIMS Coronavirus Information Center RIMS Advocacy: Coronavirus Advocacy Information RM Magazine Risk Management Monitor RIMS-Certified Risk Management Professional (RIMS-CRMP) New Feature: RIMS-CRMP Stories RIMS Membership — Discover why 10,000 of your peers from more than 60 countries are a part of the RIMS community! Download any episode of RIMScast. RIMScast Ep. 84: “Dreams of Bermuda, Webinars, and Captives with Jasmine DeSilva”   Want to Learn More? Keep up with the podcast on RIMS.org and listen on iTunes. Have a question or suggestion? Email: Content@rims.org.   Join the Conversation! Follow @RIMSorg on Facebook and Twitter, and join the RIMS Group on LinkedIn.   Follow up with Our Guest: Robert Zhang’s LinkedIn

In today’s podcast Wilma Noah, Training and Development Specialist of the Native Learning Center and Mike Price Travois Asset Management and Compliance Director discuss details of where to find guidance to maintain compliance during the pandemic. Mike covers highlights of the CARES Act and how that can help with rental income shortfalls. Talking points include: - Understanding who governs your housing projects (HUD/ONAP/RD/LIHTC) - Where to find guidance - What the CARES Act funds can be used for - Tenant recertifications and interims - Regular inspection schedules - Eviction moratorium - Extra attention to cleaning and unit turn procedures - Protecting you and your coworkers - Interactions with the public - What will you do if a tenant informs you they have been diagnosed with COVID-19 - The need for temporary policies during the pandemic

Employers are often unsure what to do with them, or aren’t aware that the DOL has issued guidance to help plan sponsors decide how to handle their rebate. Listen in to a conversation between our Compliance Director and our ERISA attorney that will help explain employers’ options. 

In episode 15 of the Growth Series podcast, Taj Kang, Compliance Director of CMME Mortgages and Jeremy Duncombe, Director of Intermediary Distribution at Accord Mortgages discuss how finding a niche can give your brokerage a clearer proposition and boost growth. Being successful in a niche takes hard work. Taj explains how CMME grew by developing a strong proposition in a unique area - contractors. They clearly communicated how they can help their target market and worked with lenders to sell the best products. Taj gives a detailed insight into how mortgage brokers can grow within a specialised area.

So, what exactly are your rights when a debt collector contacts you? Jessica Hearn, CFO/Compliance Director of Universal Fidelity, LP, provides consumer tips for responding to a debt collection call, and offers a brief explanation about important guidelines specified under the Fair Debt Collection Practices Act.Support the show (http://www.acainternational.org)

Laura Franco VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services review do a review the requirements for a Compliance and Ethics Program which are part of the Phase 3 ROPs that go into effect on November 28, 2019. This is #10 in a 10-part series outlining the requirements of the program. As a reminder, any LCS employee who has listened to all 10 podcasts in this series by January 25, 2019, will receive a “Certificate of Completion” from the Compliance Department.

Laura Franco VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services review Element #8 - Responsiveness of the Compliance and Ethics Program. This is the #9 in a 10-part series outlining the requirements of the program.

Laura Franco VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services review Element #7 – Consistent Enforcement of the Compliance and Ethics Program. This is the #8 in a 10-part series outlining the requirements of the program.

Laura Franco VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services review Element #6 –Reasonable Steps to Achieve Compliance of the Compliance and Ethics Program. This is the seventh in a 10-part series outlining the requirements of the program.

In 2016, insurers detected 125,000 dishonest insurance claims valued at 1.3 billion pounds - according to the Association of British Insurers.But the insurance industry is fighting back. Earlier this year, Allianz announced they’d made record savings of nearly 63 million pounds in their battle against insurance fraud. So what tricks are fraudsters using and what is being done to prevent it? Nick Hewer discusses fraud and its implications with: Nick Kelsall, Fraud Manager at Allianz,Ben Fletcher, Director of the Insurance Fraud BureauJenny Hemmings, Group Risk & Compliance Director at the Broker Network Insurance Tomorrow - A Podcast from Allianz See acast.com/privacy for privacy and opt-out information.

According to HHS.Gov – in the late 1990s, pharmaceutical companies reassured the medical community that patients would not become addicted to opioid pain relievers and healthcare providers began to prescribe them at greater rates. Increased prescription of opioid medications led to widespread misuse of both prescription and non-prescription opioids before it became clear that these medications could indeed be highly addictive.  Now, easy access to highly addictive drugs now has 11.4 million consumers misusing prescription opioids. Directly correlated, nearly 1 million folks now use heroin, and 130 people die everyday from opioid-related causes. Today we welcome a Veteran with some answers in how to deal with this Opioid Epidemic crippling many communities and families with its mighty grasp.  What’s so interesting – Scott uses many of the same soil management practices that we do in food. Scott Murphy is currently VP of Compliance & Security at Revolutionary Clinics. Previous to this, Murphy was Chief of Compliance / Director of Operations at Garden Remedies – where beginning in 2014 he built-out one of Massachusetts’ first professional marijuana grow, processing & value-ad facilities. Scott is also an Army combat veteran who served from 2006-2010.   Murphy was deployed to Iraq with 3rd Infantry Division as part of the “Surge” from January 2007 to April 2008. Last, Scott Murphy serves as President of Veterans for Safe Access to Compassionate Care.  An organization fighting for smart, just pain management programs for their brethren; for every community, and for every family as a proactive plan against this epidemic. 

Laura Franco, VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services to review Element #5 of the Compliance and Ethics Program.  This is the sixth in a 10-part series outlining the requirements of the program.

Laura Franco, VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services to review Element #4 of the Compliance and Ethics Program.  This is the fifth in a 10-part series outlining the requirements of the program.

Laura Franco VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services to review Element #3 of the Compliance and Ethics Program. This is the fourth in a 10-part series outlining the requirements of the program.

We kicked off this episode of Compliance Conversations with a guest host, our very own compliance expert, Marcie Swenson, and her special guest, Emily Haley, who has worked as a Chief Privacy Officer and Compliance Director at Intermountain healthcare and is currently working in Care Transformation. In the first half of the show, Haley gave us a full fledged rundown on gap analysis, risk analysis and risk management plans. In the second half of the show, we dove unapologetically into the OCR’s phase 2 desk audits and what we can all learn from them. “Everybody is familiar with OCR’s phase 2 desk audits, where they audited 63 covered entities, and I think 40 something business associates. They used a scale 1 through 5, 1 being the very best risk analysis or risk management plan, and 5 being the very worst...more than half both business associates and the covered entities had scored a 4 and a 5. That’s shocking. That means most of us are not doing the right things.” Tune into our latest episode of Compliance Conversations, Smart Strategies to Holistically Tackle Your Organization’s Risks, with guest host Marcie Swenson. In this podcast we’ll cover how: Every Department Must Work Together to Reduce Risks Risk Analysis is Dependent on Gap Analysis and Management Plans To Mitigate the Lack of Updated Risk Analysis Information From the OCR

Laura Franco VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services to review Element #2 of the Compliance and Ethics Program. This is the third in a 10-part series outlining the requirements of the program.

Laura Franco VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services to review Element #1 of the Compliance and Ethics Program. This is the second in a 10-part series outlining the requirements of the program.

Laura Franco VP/Director of Post-Acute Regulatory Strategy meets with Beth Lori, Compliance Director and Corporate Compliance Officer for Life Care Services to introduce the Compliance and Ethics Program. This is the first in a 10-part series outlining the requirements of the program.

Lorenzo Houston is the Compliance Director of U.S. Risk, LLC., a privately-owned specialty lines company specializing in underwriting management and wholesale brokering services. He previously served as the Supervisor for the Surplus Lines Tax Department at Insurance Licensing Services of America (ILSA) before being appointed to a managerial role of the Internal Auditing department. While working as the Compliance Director at U.S. Risk, LLC., he is also the owner of the online beauty supply store, TraciLoren. Today, Lorenzo joins us to share his perspective on what it’s like to work in the insurance industry as well as his career journey in the insurance space. He also shares valuable tips for people working in the surplus lines industry, the importance of networking with others throughout the industry, as well as his challenges as a new business owner. “Success is a moving target that is achieved over and over again.” - Lorenzo Houston Today on Spot On Insurance: The importance of understanding how people learn and how to use that to create effective training materials. The importance of networking with others in the insurance industry. The day-to-day tasks associated with being a Compliance Director. Common challenges during the surplus lines tax filing period. Why finding a work-life balance is his biggest challenge? The one accomplishment he is most proud of. Overcoming low points as an entrepreneur. Creating a stand-out brand in a competitive market. His definition of success. Key Takeaways: New insurance industry professionals really need to take time to focus on learning the industry. Step outside your box through networking and getting in touch with your regulators. It’s important to remember that surplus lines is compliance, but it is also a function of compliance. Make sure you get your reports done early. Connect with Lorenzo Houston: U.S. Risk, LLC. Email: Houston_Lorenzo@yahoo.com Website: www.traciloren.com This episode was brought to you by… Spot On Insurance is brought to you by Insurance Licensing Services of America (ILSA), America’s Premier Insurance Compliance and Licensing experts. To learn more about ILSA and their services, visit ILSAinc.com. Connect, Learn, Share Thank you for joining us on this week’s episode of Spot On Insurance. For more resources and episodes, visit SpotOnInsurance.com. Subscribe so you never miss an episode. Love what you’re learning, Spot Light your review on iTunes and share your favorite episodes with friends and colleagues!  

I am really excited about today’s show. One of the reasons I started this podcast is because I think compliance officers learn so much from listening to other compliance officers share their experiences. Today we are going inside the structure of the ACO compliance programs for two large health systems. We will talk with their compliance officers and each of will respond to the same questions so you’ll get a really good understanding of their organizations, how they have set up their compliance programs and how they interact with governance and operational leadership. We’ll also talk about challenges they’ve encountered, one area of compliance that they are focusing on in 2017, and then their recommendations for anyone either starting or managing an ACO compliance program.  First we’ll hear from Becky Lovelace, she is the Compliance Director for Ascension Care Management Health Partners. Then we will hear from Robert Jagielski, the Compliance Director of Clinical Integration for MedProVideX, a subsidiary of Dignity Health.  This show will be perfect for you if you are just getting involved in ACO compliance and are building a program or you are currently managing an ACO compliance program and are looking for confirmation or new ideas for your program. Becky can be reached at:  becky.lovelace@ascension.org Robert can be reached at: Robert.Jagielski@DignityHealth.org  You can reach me at compliancemastermind@gmail.com  Remember to subscribe to the show! Disclaimer: On this podcast I speak only for myself and what I share are the opinions of me alone. My guests also speak for themselves only and do not represent the opinions of their firms or organizations. All content provided on this podcast is for information purposes only. Neither I or my guests make any representations as to the accuracy or completeness of any information on the podcast or in the show notes. This podcast should not be used in any legal capacity whatsoever. Please consult a qualified attorney before taking any action that could have legal implications to you or your business.