Both the Compliance Office and Human Resources Management (HRM) play critical roles in any organization’s compliance program, and every compliance officer encounters the blurring of the lines between the two functions frequently. By stepping back, one can see just how much overlapping exists. Both are called upon to deal with compliance with numerous laws and regulations to avoid fines and other penalties by government intervention or civil tort actions. Both get involved in potential violations requiring investigation, remediation, and possible disclosure to government enforcement agencies.
Editor's Note: This article was originally published in the March-April 2017 Edition of the Journal of Health Care Compliance. Published here with permission.
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