CCEP Exam Dumps Study Guide

This type of training aims to minimize the organization's legal exposure by addressing vulnerabilities identified through risk assessments.

Training should cover the harassment policy and its application in real-world scenarios, ensuring employees understand what constitutes harassment and their reporting obligations.

The Federal Sentencing Guidelines provide a framework for developing compliance programs, offering a comprehensive set of principles and best practices.

An effective compliance and ethics program should mitigate risks by identifying, assessing, and addressing potential issues before they escalate.

Price-fixing is a serious antitrust violation and sales staff are most likely to engage in price discussions with customers.

A compliance and ethics program should include policies regarding confidentiality to protect sensitive information and ensure ethical communication.

The Compliance and Ethics Officer should begin by identifying key risk areas to prioritize their efforts and develop a targeted approach.

The compliance and ethics professional should follow the program's requirements and ensure the company's legal counsel is aware of the situation.

The compliance professional should first discuss the conflict with HR and legal counsel to determine the best course of action.

Before consolidating revisions, the compliance professional should consult with the compliance committee to obtain input and consensus on the proposed changes.

A company's termination of an executive who embezzled a small amount of money demonstrates a commitment to ethical standards by holding even high-level individuals accountable.

The Foreign Corrupt Practices Act (FCPA) prohibits companies from bribing foreign officials to secure business advantages. This policy will prevent violations of the FCPA.

The compliance professional should consult with legal counsel to understand the scope of the subpoena and advise employees on their obligations.

Historical data on past incidents and violations can help identify recurring risk areas and prioritize those with the most significant impact.

New employee orientation is the most appropriate time to discuss an employee's obligation to report misconduct, as it sets the foundation for a culture of compliance.

The Sarbanes-Oxley Act restricts the employment of certain corporate employees by the corporation's audit firm during the year before an audit to ensure independence. The rule includes the Chief Accounting Officer.

Transportation departments in drug manufacturing companies are at high risk for non-compliance due to strict regulations on handling and transportation of pharmaceuticals.

The compliance and ethics professional should be viewed as the company's ethical conscience, promoting ethical behavior and ensuring adherence to compliance standards.

The Sarbanes-Oxley Act prohibits an audit firm from providing bookkeeping services to a company they previously audited to ensure independence.

Under the Caremark principle, board members have a fiduciary duty to act in good faith and demonstrate reasonable care in managing the organization.

A compliance and ethics professional's primary role is to promote a culture of compliance and ethical behavior throughout the organization, fostering a strong ethical foundation.

On-going training is a key component of ensuring compliance and ethical behavior. Regular training helps reinforce standards and keep information current.

The compliance professional's FIRST response should be to investigate the allegation to verify its validity.

A structural policy defines the overall framework and organization of the compliance program, outlining how it will operate.

Substantial authority personnel in the Federal Sentencing Guidelines refer to individuals with significant decision-making power, such as a purchasing supervisor who can influence purchasing decisions.

Evaluation of supervisors should include assessment of their adherence to compliance and ethics standards, ensuring they uphold and enforce the program.

The Federal Sentencing Guidelines require organizations to have a governing authority that provides reasonable oversight of the compliance and ethics program.

The compliance and ethics professional should review the company's non-retaliation policy with the supervisor to ensure they understand the importance of protecting the employee who filed the complaint.

The compliance professional's FIRST action should be to verify the allegation of embezzlement by reviewing relevant financial records.

Technical safeguards relate to policies that control access, audit, integrity, and security during transmission of electronic health information.

Conflicts of interest can create divided loyalties for CEPs, potentially compromising their objectivity and effectiveness.

An online reporting system provides a secure and confidential channel for employees to report misconduct, allowing for timely and anonymous reporting.

Feedback on the training program should be sought after the training is complete to assess its effectiveness and identify areas for improvement.

The "S" in the SMART format stands for "Specific", meaning that the metrics should be clear, focused, and measurable.

Forced hotlines are not a common name for ethics hotlines.

Truthful information is essential for conducting a thorough investigation. Interviewers must create a safe and neutral environment to encourage truthful answers.

Initial reports from a compliance investigation must be maintained in written form to preserve the integrity of the investigation and ensure proper recording of evidence.

High-risk items require the most effort and resources to address, as they pose the greatest potential for negative consequences.

External audit reports can highlight potential compliance risk areas by providing an independent perspective on an organization's practices.