STEVE OWEN SCHEIDERER
Core Courses completed November 2007. Advanced Courses completed April 2008. Concordia Seminary, Double Masters, (Professional and Academic) regulatory compliance relative to the program and teaching legal issues relative …Read more

2007 Annual Compliance Report
The Legal Offi ce and the Offi ce of Audit Services for their valuable ongoing partnership and. support of the Offi ce of Enterprise Compliance’s activities, assisting with the creation and program rolled out a “Working Values” compliance training course for our New Employee …Read more

Insurance Designations Handbook
The AAMS Program’s twelve courses help investment professionals to identify opportunities not only in accounting, and legal/compliance. It provides examples of real business scenarios that …Read more

Compliance
Department and the Legal Department, plans and implements. systems and system improvements to secure compliance, acting To assist management and staff in choosing proper courses of …Read more

Class 2
Create Awareness of Ethical/Legal Issues That Arise at Work. Assist With Finding Ethics/Compliance Advise Within the Company Trevino, et al., Managing Ethics and Legal Compliance: What Works and What Hurts, HBR …Read more

805 In-house Counsel as Multi-Disciplinarian
Ms. Bell’s responsibilities include developing and implementing an ethics and compliance. program for the company’s global workforce, in addition to providing general legal counsel to the. organization in the areas of mergers and Mr. Mackintosh has taught courses on white-collar criminal defense, …Read more

Lean Six Sigma Instructors.doc
Mr. Davis is a compliance attorney and also designs courseware related to JACHO (Joint Commission on Accreditation of Healthcare Organizations). Mr. Davis has provided legal expertise and instruction in the support and facilitates communication courses in the area of Dealing with Difficult …Read more

Corporate Governance, Compliance and Risk Management
practices and legal regulations of every nation and region. Legal compliance. The Company formulated internal policy guidelines on the. protection of …Read more

THE STATE BAR OF NEW MEXICO
contributes to the legal education or competency of paralegals; and (2) the project is Successful completion of substantive legal courses offered by an. educational institution …Read more

NASBA CPE PROGRAM
compliance. SkillSoft continues to develop all new. business and technical courses accord has worked with NASBA to certify all of our business and technical courses that are …Read more

What if….?

If you had just been named the CEO of a multi-billion dollar restaurant company. Your company employs over 25,000 people. The company is being sued for $100 million dollars as the result of alleged racial discrimination against your customers. Your own investigation reveals that some of your company’s managers are actively violating the law
.
1.Discuss the steps you would take to ensure your company’s compliance with ethical norms and legal requirements.
2.In the course of your answer, identify all parties to whom you have a duty.
3.Do you settle the lawsuit or aggressively defend the company even when you know

I am not the CEO of a multi-billion-dollar restaurant chain, and thank goodness for that, both for me and the investors. A person in this position, though, would be focussed like a laser beam on his highest priority–return on investment. His priorities would be different from mine, and maybe yours.

I would initiate an internal investigation to see how big of a problem racial discrimination was in my restaurant empire. Not to cover it up, to find out one way or the other. In secret, of course. (Oh, from reading the question again I see I’ve already done that! Good for me!)

If the charges turned out to be justified, I would issue a letter to the manager of every restaurant that racial discrimination is against both the law and corporate policy. And I’d warn them that any violation of this rule was grounds for immediate dismissal. If necessary I would include a document explaining the rules in detail. This is all internal, mind you, the investigation and the letter, all company confidential. It is not a publicity campaign.

If I did find someone who had discriminated in any meaningful way, I’d make an example of him. Nobody is indispensable.

Now that $100 million lawsuit, if it turned out our company was guilty of discrimination, I might just plead guilty and offer a generous out-of-court settlement. I’m sure even if we lost it won’t be $100 million, and even if it is the amount will be greatly reduced on appeal–it always is. For a corporation this size it’s not exactly a crippling blow. Whatever it costs us, it will buy us more in goodwill in the long run if we clean up our act.

However if the allegations are false, then I would fight it. It would cost much less than $100 million to fight it!

A real CEO, though, would cover up the problem. He’d deny and fight no matter what, in fear of the wrath of his investors. That’s just how business works at that level.