Don’t let your employees give away secret information for free. This handy decision tree shows employees the potential pitfalls of social media use while working on highly confidential matters. Postings pics, tagging coworkers/vendors, checking...

Make spotting red flags involving third-party expenses super easy with this highly visual infographic. This piece includes both obvious red flags like jewelry and art as well as some less-obvious things like water bills and high discounts.

This elegant guide shows exactly where to go within the company when issues pop up: HR, compliance, or both. A lot of really smart managers and employees don’t know the difference between HR and compliance—the two teams’...

This helpful one-pager gives HR professionals an easy way to assess whether a business decision raises red flags due to a conflict of interest. This off-the-shelf version guides them through both relationships and financial interests that may create a...

Hiring someone from a competitor? You've got risks. This guide breaks down responsibilities and tasks to make sure everyone is coordinated—and it works as a record for due diligence, too! In the rush to hire someone, it’s easy to forget that...

Lots of people think conflicts of interest exist only when they profit. This piece reminds them that's not true.

Show your team the basics—and importance—of vetting service providers and obtaining proper documentation before work begins. Whether it be control for anticorruption, fraud, or sanction screening, it’s the same idea: don’t have...

Ensure your managers know how to address employee concerns with this helpful go-to guide. We love contrasting examples—they’re extraordinarily powerful in helping people learn appropriate behavior. Here, this approach is used to show your...

Your company (and the law) has specific rules about spending money on government officials. Raise your team's awareness about who actually is one.

This powerful graphic makes clear that excluding team members for raising compliance concerns is retaliation. And it's never allowed.

This powerful graphic makes clear that bullying a team member for raising compliance concerns is retaliation. And it's never allowed.

This powerful graphic makes clear that giving team members bad reviews for raising compliance concerns is retaliation. And it's never allowed.

This powerful graphic makes clear that moving or reassigning team members for raising compliance concerns is retaliation. And it's never allowed.

This powerful graphic makes clear that terminating a team member for raising compliance concerns in good faith is retaliation. And it's never allowed.

This powerful graphic makes clear that cutting a team member's pay for raising compliance concerns is retaliation. And it's never allowed.

This powerful graphic makes clear that demoting a team member for raising compliance concerns is retaliation. And it's never allowed.

This powerful graphic makes clear that refusing to promote a team member for raising compliance concerns is retaliation. And it's never allowed.

A helpful reminder for managers that when they hear of a compliance issue, they can't promise anonymity—information and identities will be shared on a need-to-know basis.

A helpful reminder for managers that they should loop in compliance immediately when issues are raised.

Your employees are grown-ups, but sometimes they need reminders that they're accountable for anything they approve.

Remind your employees that vague details in expense reports aren't harmless—they could be hiding fraud or bribes.

Stumbling into antitrust issues isn't fun at all, especially at conferences or trade shows. Get your team ready for how to handle those situations with this graphic reference that reduces the complexity of antitrust obligations into a simple flow of what...

Based DOJ guidance on the FCPA, this explainer breaks down how to think about what is appropriate to give folks in government. Contrasting examples are used to highlight what are truly acceptable gifts and entertainment when government officials are...