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Keeping Records

It is important for your designated ethics compliance officer, general counsel, or human resources director to maintain excellent written records of your company’s consistent punishment of employees’ illegal activities and violations of your code. Proper documentation of these circumstances, as well as circumstances that did not merit punishment, and retention of these records will provide important, objective support for similarly punishing future instances of employee misconduct, as well as defending against potential company or management liability that could result from future or repeated employee transgressions.