These are employees of state institutions. Their job responsibilities focus on monitoring compliance with legislation, established norms, rules and standards, and applying penalties in case of their violation. In other words, state regulators exercise external control over enterprises, and the company's compliance risk management system exercises internal control.
Government regulators were originally created to help existing organizations operate within the law, prevent fraudulent and illegal activities, and promote greater compliance with laws and regulations.
Compliance rules and job descriptions of employees of state regulators are designed in such a way as to guarantee the disclosure of violations to regulators, who are in the process of constant monitoring of the activities of companies, as a result of the inspections carried out. For this, control and supervisory authorities can provide discounts on the payment of fines, as well as apply less severe penalties.
State and commercial security
For example, the current fantuan database version of Article 14.32 of the Code of the Russian Federation on Administrative Offenses provides for complete exemption from liability for non-compliance with antimonopoly legislation if the conditions specified in this document are met.
Control and supervisory services monitor the collection of taxes and fines, and their work is also aimed at reducing the level of public dissatisfaction with inaction in relation to violations and fraudulent actions by existing organizations and enterprises.
Government regulators need a compliance system to monitor the activities of companies and take measures to force firms to operate within the framework of the law.
Company employees
These are people who work for the company. For most of them, their salary is their main (and often only) source of income. Business owners and company administrators expect them to fully perform their job responsibilities and follow the instructions of top managers.
Company employees
The Labor Code of the Russian Federation ensures the protection of personnel interests. However, in practice, there are a huge number of ways to neutralize it and get rid of an undesirable employee by not the most legal methods. Company executives often resort to the services of experienced HR managers or lawyers to prepare strategies for negotiations and draw up tricky legal traps. Before dismissing an employee, the company's management contacts various services and departments of the company in order to find solutions and develop a behavior strategy. A clear position is formed in relation to the dismissed employee: an algorithm of actions is determined, legal justifications and the necessary documentation are prepared.
Experience shows that very often such tactics are applied not only to employees who commit fraudulent acts or are irresponsible in their work, but also to absolutely adequate, hardworking, honest people. What to do in such a situation? - There are not so many options: peacefully resign, agreeing to all the proposed requirements, seek help from a qualified lawyer, or file a complaint on the hotline of the National Compliance Association. But filing a complaint on the hotline does not often save a person from dismissal: not all incoming complaints are confirmed, since during internal investigations it is often very difficult to understand which of the parties is right.
For internal investigations of complaints, the topic of forced dismissal and infringement of personnel rights is the most difficult, because it requires the inspector to be as objective as possible and completely free of conformism. But there are often cases when it is possible to understand the situation and help the employee keep the only source of income, improve the climate in the work team, stop insults and put an end to humiliation of the personnel. In such situations, the need for a compliance system in the company is strongly felt. It is important for t