Sarbanes-Oxley- Implications For General Counsel, Human Resources, Employment Policy And Employment Law
- Topics:
- Investor Relations
- Tags:
- Act,
- Sarbanes-Oxley,
- Regulatory Compliance,
- Regulations,
- Policies And Procedures,
- Litigation,
- Human Resources,
- Government,
- Fraud,
- Financial Accounting,
- ...
- Source:
- Akin Gump Strauss Hauer & Feld
FREE Registration is required
Overview: Congress has a message for your employees - if you witness corporate fraud, or an attempt to cover it up, report it to authorities without fear of reprisal. The Sarbanes-Oxley Act of 2002 (the Act) is designed to root out corporate corruption in public companies and, in the process, mandates corporate action to accomplish its goals. The Act requires to encourage employees to come forward with information regarding corporate fraud without fear of reprisal, enact policies to prevent corporate fraud and prevent the destruction of certain documents. Compliance with the Act will require modification and/or creation of new policies and training, all in coordination with human resources and employment law counsel. This paper provides a brief synopsis of the Act’s employment-related impact and a review of whistle-blower law and employment record retention requirements.
(Is this item miscategorized? Does it need more tags? Let us know.)
Format: PDF | Size: 956KB | Date: Sep 2002 | Pages: 6
