Compliance Whitepapers

Sage Abra LearningAction Compliance Training

The U.S. Supreme Court released two key decisions in June of 1998. As a result of these decisions, a company can dramatically reduce the likelihood of liability through an "affirmative defense" if it can show, by a preponderance of the evidence, that it (a) excercised reasonable care to prevent and correct promptly any sexually harassing behavior, and (b) that the plaintiff employee unreasonably failed to take advantage of any preventative or corrective opportunities provided by the employer. (Note that this defense is available whenever the employee has not suffered tangible employment action as a result of the alleged harassment -- e.g., been fired or denied a promotion.)
 
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What is the Sarbanes-Oxley (SOX) Act of 2002?

Following the bankruptcy of Enron in 2001, Congress responded to heightened public concern about corporate integrity and accounting firm irregularities by passing the Sarbanes-Oxley Act of 2002 on July 30, 2002.  The law’s provisions are generally intended to (1)establish greater independence between public accounting firms and their audit clients; (2) remove incentives for management misrepresentation of the corporation’s financial condition; (3) provide sanctions for corporate-accounting firm misconduct; and (4) establish oversight of the accounting practice…
 
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Sarbane-Oxley Compliance White Paper

In 2002, Congress passed new regulations designed to improve corporate governance of public corporations and reduce fraudulent corporate financial reporting.  The U.S. Public Company Accounting Reform and Investor Protection Act of 2002, commonly referred to as the Sarbanes-Oxley Act, intends to rebuild investor confidence in public corporations after a wave of high publicity corporate accounting scandals that began with the Enron crisis…
 
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Avoiding Costly Fines: A Guide to Current Compliance Mandates

What every manager in a small to mid-sized business needs to know.  View all current compliance mandates.
 
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Understanding the 2007 EEO-1 Reporting Changes

In 2006, the Equal Employment Opportunity Commission (EEOC) announced the first significant changes to the Employer Information Report (EEO-1 report) since the report’s inception in 1966. Beginning with the 2007 reporting cycle, companies will be required to report on new ethnic and racial information for employees, as well as revised job categories.
 
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