2021 CPI overview is out now!

The newly published Transparency International’s Corruption Perception Index (CPI 2021) is out. This year’s Corruption Perceptions Index (CPI) reveals that corruption levels are at a worldwide standstill. The CPI ranks 180 countries and territories around the world by their perceived levels of public sector corruption. The results are given on a scale of 0 (highly corrupt) to 100 (very clean). This year, the global average remains unchanged for the tenth year in a row, at just 43 out of a possible 100 points. Despite multiple commitments, 131 countries have made no significant progress against corruption in the last decade. Two-thirds of countries score below 50, indicating that they have serious corruption problems, while 27 countries are at their lowest score ever. That proves the need to implement more stringent anti-bribery anti-corruption measures worldwide. In this article, we discuss solutions to tackle bribery in these regions.

What’s happening around the world?

At the top of the CPI, countries in Western Europe and the European Union continue to wrestle with transparency and accountability in their response to COVID-19, threatening the region’s clean image. In parts of Asia Pacific, the Americas, Eastern Europe and Central Asia, increasing restrictions on accountability measures and basic civil freedoms allow corruption to go unchecked. Even historically high-performing countries are showing signs of decline.

In the Middle East and North Africa, the interests of a powerful few continue to dominate the political and private sphere, and the limitations placed on civil and political freedoms are blocking any significant progress. In Sub-Saharan Africa, armed conflict, violent transitions of power and increasing terrorist threats combined with poor enforcement of anti-corruption commitments rob citizens of their basic rights and services. Download the 2021 Transparency International Corruption Perception Index  and compare with last years (2020) corruption wins, scandals and predictions for each region (Asia Pacific, the Middle East and Pakistan).

Trouble at the top, COVID-19 and human rights

The current business climate requires a review and reassessment of your organisation’s third-party relationships. The global pandemic is rattling economies worldwide, disrupting supply chains, interrupting production, wreaking havoc on industry sectors and shuttering businesses.

It’s highly probable that, at some point, organisations that affiliate with outside providers will eventually have to deal with any number of operational interruptions resulting from a third-party related issue. And while the risks involved in partnering with outsiders haven’t changed over time, the potential level of liability has been ratcheted up several notches.  

International Borders have been ripped down. Technology has improved the way businesses communicate. Easy access to data and information enables the media to report on business news before a business can adequately respond. Consequently, the markets quickly react based on this 24/7 on-demand news cycle.

The result of this increased liability can be highly problematic:

  • Business litigation has skyrocketed.  
  • Due to the fallout from the current global pandemic, corporate reputations are negatively impacted.  
  • Risk management frameworks are continually evolving to acclimate to changing business environments. 
  • Board members are becoming increasingly subjected to intense scrutiny from outside critics.

THE CHALLENGE: A highly educated market responds immediately with their pocketbooks

  • Organisations suffer financial loss as the supply chain falters and loses customers because of poor-quality service from a third party.  
  • Company data systems are exposed and breached because of poor security practices by third parties.
  • Companies are experiencing supply chain issues due to poor disaster recovery procedures by third parties.
  • Organisations are increasingly being exposed to litigation because of relationships with an outside provider that significantly violated contractual terms, potentially resulting in regulatory exposure.

THE OUTCOMES: Identifying Red Flags

  • Inadequate Compliance Framework 
  • Human Rights Violations
  • Environmental Negative Impact
  • Inadequate Governance Policies
  • Undisclosed third-party transactions
  • Material misrepresentations or omissions
  • Unreported financial liabilities
  • Criminal or regulatory sanctions
  • Prior bribe or corruption allegations
  • Undisclosed legal or bankruptcy proceedings
  • Politically Exposed Persons (PEPs)

THE SOLUTION: Qualify Your Partners. Protect Your Organisation

Corporate Research and Investigations Limited (CRI® Group) is pleased to announce the rollout of its 3PRM-Certified™ a third-party certification program, specifically designed for organisations across the Middle East, Europe and Asian regions. CRI® Group’s 3PRM-Certified™ Risk Management Program Presents an Effective Strategy to Vet Outside Partnerships.  

This highly specialised Third-Party Risk Management assessment and certification program was developed to help organisations accurately determine the legal compliance, financial viability, and integrity levels of outside partners, suppliers, and customers who seek to affiliate with and represent your business.  

CRI® Group’s 3PRM-Certified™ third-party risk management strategy can safeguard your organisation against:

  • Business Interruption;
  • Brand Damage;
  • Corporate Liability; and
  • Director Liability.

DOWNLOAD BROCHURE NOW!

The 3PRM-Certified™ program consists of gap analysis investigative due diligence on targeted third-party partners, suppliers and agents seeking to affiliate with your organisation. This comprehensive program can reveal any Anti-Corruption, Compliance and Risk Management deficiencies associated with the international regulatory framework. The International Standards Organisation ISO achieves another milestone to launch ISO 37000:2021 Governance of organisations, ISO 37002:2021 Whistleblowing Management systems in-line with ISO 37301 Compliance Management Systems to demonstrate effective corporate compliance and Environmental, Social, and Governance. 

CRI® Group employs a network of locally qualified, subject-specific auditors, investigators, certified fraud examiners and industry-specific professionals across the Middle East, European and Asian regions who can provide expert counsel in offering 3PRM-Certified™ strategies as an effective preemptive measure. 

3PRM™ Gap Analysis can also be combined with a accredited certification by CRI® Group’s independent certification body “ABAC® Center of Excellence Limited” for the scope of:

  • ISO 37000:2021 Governance of organisations;
  • ISO 37002:2021 Whistleblowing Management Systems;
  • ISO 37301 Compliance Management Systems; and
  • ISO 37001 Anti-Bribery Management System certification to demonstrate effective corporate compliance and Environmental, Social, and Governance.

Has your organisation adequately vetted its third-party relationships lately? Contact CRI® Group to learn more about our 3PRM-Certified™ third-party risk management strategy program and discover a practical and proactive approach to mitigating the risks associated with corruption, bribery, financial crimes and other dangerous threats posed by third-party partnerships. We invite you to schedule a quick appointment with us to discuss you third-party risk management strategy needs.

Let’s Talk!

Don’t leave TPRM to chance. Take a proactive stance with the highest level of TPRM as a part of your essential corporate strategy. Contact us today to learn more about our full range of services to help your organisation stay protected.

GET A FREE QUOTE

About us

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider. We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds BS102000:2013 and BS7858:2019 Certifications is an HRO certified provider and partner with Oracle.

In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body established for ISO 37001:2016 Anti-Bribery Management SystemsISO 37301 Compliance Management Systems and ISO 31000:2018 Risk Management, providing training and certification. ABAC® operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals. As a result, CRI® Group’s global team of certified fraud examiners work as a discreet white-labelled supplier to some of the world’s largest organisations. Contact ABAC® for more on ISO Certification and training.

Meet the CEO

Zafar I. Anjum is Group Chief Executive Officer of CRI® Group (www.crigroup.com), a global supplier of investigative, forensic accounting, business due to diligence and employee background screening services for some of the world’s leading business organisations. Headquartered in London (with a significant presence throughout the region) and licensed by the Dubai International Financial Centre-DIFC, the Qatar Financial Center – QFC, and the Abu Dhabi Global Market-ADGM, CRI® Group safeguard businesses by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers and customers seeking to affiliate with your business. Based in London, CRI® Group maintains offices in UAE, Pakistan, Qatar, Singapore, Malaysia, Brazil, China, Turkey and the USA.

Contact CRI® Group to learn more about its 3PRM-Certified™ third-party risk management strategy program and discover an effective and proactive approach to mitigating the risks associated with corruption, bribery, financial crimes and other dangerous risks posed by third-party partnerships.

CONTACT INFORMATION

Zafar Anjum, MSc, MS, CFE, CII, MICA, Int. Dip. (Fin. Crime) | CRI® Group Chief Executive Officer

37th Floor, 1 Canada Square, Canary Wharf, London, E14 5AA United Kingdom

t: +44 207 8681415 | m: +44 7588 454959 | e: zanjum@crigroup.com

 

What are cultural barriers in Background Screening across the globe?

Background screening cultural barriers.

Background screening cultural barriers. The COVID-19 pandemic has accelerated the expansion in wireless connectivity between personal and working communities around the globe; however, this has not come without the trials in upholding an operational and compliant employment background screening program in the globalisation of the digital workforce. Background Screening plays a significant role in reducing bad hires by ensuring that your candidates are qualified to do the job they have applied for. This is important in safeguarding the reputation of an organisation and the nature of how commerce is conducted.

CRI® Group surveyed to gauge the state of human resources in which it was revealed that the COVID-19 pandemic is raising fears of fraud and the protection of sensitive and confidential data since the implementation of virtual in work-from-home (WFH) arrangements.

It was estimated that roughly 88 per cent of the surveyed admitted that the pandemic is indeed having an impact on the way their HR operations are being carried out, while 65 per cent are considering new ways to hold on to employees during the crisis outside of government schemes, i.e., the furlough scheme in the UK. Alarmingly, a staggering 54 per cent of the surveyed admitted to not screening their employees for criminal, media, employment history perspectives before any work-from-home arrangement as they would have done if they were being asked to work from the office despite being these employees having access to sensitive information.

Before COVID-19, it was found that an estimate of 85% of organisations testified to conducting background screening of some type. On the same note, a vast 92 per cent stated that they trust their employees with confidential data but without the assistance of a background screening measure. Background screening is vital to organisations of all types and industries as it can assist in authenticating your employees track record and help avoid a bad hire.

Find out other ways COVID has impacted the hiring process or download our brochure.

Are background screening checks essential?

Background checks are essentially an inquiry into an employee’s/candidate’s character inside and outside their vocations. At CRI® Group, we offer a complete, in-depth background screening service for candidates and employees at all levels across the globe. Working with different cultures in different geographies raises background screening challenges that should be considered when conducting a thorough background check – to be able to conduct business successfully in a geographic location that you are unfamiliar with, it is crucial to consider these aspects to be able to integrate your organisations into the locality seamlessly; these are particularly important if you are considering a partnership with oversea organisations. 

CRI® is certified by British Standard Institute BSI for the scope of BS 7858:2019 Screening of individuals working in a secure environment, Code of practice and BS 102000:2018 Code of practice for investigative services. The BSI is the only BS 7858 accredited background screening services provider in the UAE and across the Middle East. Find out more about the BS 7858:2019 below or download the free playbook.

The Different Challenges of Background Screening Across the Globe

Regulatory policies

  • The guidelines for background screening checks differ from country to country, with personal privacy and data protection being a universally passionate debate. The laws in the United States, for example, are not the same as those that impact investigations in the Middle East and the Middle East policies vary from the European ones. International Background Screening necessitates compliance with personal data protection regulations across regions where it is conducted. Background screening in the US typically must conform with the Fair Credit Reporting Act to conduct domestic background investigations. In the case of Europe, its GDPR effectively fell into force in 2018.

If you need more information on establishing GDPR procedures in your organisation, read our guide on maintaining GDPR compliance.

  • Other investigations outside of the West are considered far more complex. Middle Eastern countries have no prohibitive legislation governing employment screening or employee due diligence. This means that the process largely relies on consent from the applicants. Background screening industry professionals in the Middle East must follow strict data protection requirements (such as the GDPR, local Data Protection regimes, DIFC Data Protection, ADGM Data Protection and QFC Data Protection regulations) to process consensually based on personal data information. In contrast, Dubai International Financial Centre (DIFC) Data Protection standards allow for processing sensitive personal information, including criminal history, with signed consent from the data question for operative due to diligence necessities. Read more about compliance with privacy laws in the UAE. With this in mind, it is important to bear regulatory policies in mind and do further research on them when conducting these checks overseas.

Find out more about CRI® Group’s compliance solutions below or contact us to get a free quote.

Local Practices

  • Much like the regulatory policies, obtaining background screening data differs from jurisdiction to jurisdiction. The Middle East, for example, have background investigators journey to remote destinations to conduct interviews, find and use other resources and enlist local assistance to verify the information. Leading background screening firms often conduct investigations that regularly involve a thorough review of local press records and online and proprietary databases to locate the appropriate public records. This is not a requirement in the US as the data is digitised and available in official sources. In South Africa, on the other hand, such a procedure would require the candidate’s fingerprints due to the digital gap. Investigators would have to go through the Australian Criminal Intelligence Commission (ACIC) in Australia.

Technology gap

  • As mentioned before, the same technology is not available in all countries across the globe. The technology gap is an additional task that can impact the effectiveness of a comprehensive background screening check. The technology gap is an echo of local practices and regulatory policies; this solidifies the notion that auditors must adapt to meet the organisation’s needs centred on the resources they have available to them. It is a good idea to collaborate with a screening firm in the designated country that an organisation wishes to hire to make sure that no policies are being broken nor any obstacles, such as the technology gap, hinder the HR process.

Political Differences

  • Political differences and solidarities should be considered during a screening as it means that the officials and authorities of the country may have different priorities than the organisation’s country of habitation. The cultural barrier index shows Africa and Middle East regions having unrest due to political instability as a significant challenge. Africa, for example, principally concentrate on preserving law and order leading to organisational processes such as verification being of lesser priority to them. In geographies where the socio-economic conditions are worse than the organisation’s abode, there will certainly influence the turnaround time, which is why it is mandatory to implement the correct procedures in place – especially if you would like your organisation to reap larger benefits of outsourcing.

Time differences and regional natural disasters

  • This reason is not as easily recognised but is just as important for successfully performing background screening checks. The climate is known to fluctuate from one geography to another, which means that some regions are more prone to natural disasters. Some natural disasters such as earthquakes or typhoons in certain regions might impact the speed of conducting a background screening. Another important aspect to consider is the time difference and the difference in working days. The working week differs across regions, some dependent on societal expectations and others on religious understanding – this is more than likely to impact the turnaround time of completing a background check. While the working week in Europe is usually considered to be Monday to Friday, the offices in UAE shut their doors earlier, with the weekend starting on Fridays and the 5-day working week beginning on Sunday. As the UAE is a predominantly Muslim country, Fridays are typically a shorter day in the working week for devout observations such as Jumu’ah (Friday) prayers.

Local Festivities

  • Replies from employees, employers, education institutions and even government officials may slow down during Christmas in the Western world, Ramadan in the Middle East region, or Lunar New Year in Asia. It is an effective strategy to bear the national holidays in mind when hiring or screening your candidates, and it prevents any further delays than what has already occurred.

Social behaviour

  • Social behaviour can vary from one district to another within the same land, so any visitor, individual or corporation is anticipated to acknowledge the cultural norms and social behaviour of the country they are visiting and to respect it as a measure of good practice. In some areas, what could be considered normal practice might be disrespectful or offensive in others. For this reason, the cultural index was established. The cultural index is a directory that notes the different cultural barriers and their impact on various regions; it is typically measured on a scale of 1, known as “not a challenge” to 5, which is “highly challenging”. Social behaviour was rated as three across countries in APAC and the Middle East as was rated as two across other regions. Again, establishing a local team will ensure a seamless process due to their awareness of how to conduct HR processes.

Language

  • Failure to read or the inability to translate documents required for any step of any HR procedure would increase the turnaround time for completing the background screening process. Europe is typically challenged in this aspect as it is a continent that is representative of several diverse official languages, and a background screening service that is not adaptable nor accommodating to several languages could lead to a language barrier, thus resulting in delays and data inaccuracy. Based on this, CRI® Group has implemented a ‘boots on the ground strategy and employs local experts in remote areas in the world, who are equipped with technical skills and local knowledge and understand the cultural subtleties to help set the tone at the top.

Next steps, Locating Reputable Screening Firms

It is crucial that your organisation works hand in hand with a reputable screening firm to ensure the screening process is effective in the organisation’s homeland and overseas – this will aid in minimising most if not all of the cultural barriers we have discussed thus far. Most firms who work with partners overseas are likely to adapt to your organisation’s work culture fast enough as they are used to the concept of outsourcing and malleability. The best way to go about locating a reputable screening firm in the country of your choice is by following the steps below:

  1. Research home and overseas background screening firms supplied by the Professional Background Screening Association https://thepbsa.org/.
  2. Research the local and regional laws beforehand and ask your firm how they conform to local and regional laws governing individual privacy and data protection.
  3. Screening firms are also capable of outsourcing their cases to a third party. Avoid this by ensuring that the firm’s physical address is in the region in which you’re looking to conduct investigations.
  4. Know how your chosen firm investigates and conducts background screening; it is best to steer clear of firms that investigate exclusively through media searches. This provides very little personal information on the candidate.
  5. Auditors in your chosen firm should comply with GDPR and maintain Information Security Management System ISMS (ISO27001). This is important for data management and protection laws. It is best to avoid those with no (international) standards implemented.
  6. Evade firms that specialise in checks of the International Terrorist Watch List and the OFAC watch list; these lists are available online at no cost to the general public.
  7. Ask your firm how old the data collected is, and steer clear of firms that won’t supply you with the source of the records they have acquired.
  8. Background checks must involve investigative research and not just press clippings. Make certain that your firm will merge in-depth field investigations with routine public records searches as part of its process.
  9. Service delivery is essential in foreign investigations, so it is best to look into average turnaround times and get commitments from your chosen firm for delivery in advance.
  10. Ask for references as you would from your potential employees.

 

Like any aspect of corporate conduct, background screening has its challenges, but that is not to say that they are impossible to deal with. By default, proper planning, research, and local knowledge can help your organisation navigate the cultural barriers to successfully run services overseas. The more you invest in sourcing morally correct corporate conduct, the more you can expect to be rewarded with a catalytic action to grow and expand your organisation.

Let’s Talk!

Don’t leave hiring to chance. Take a proactive stance with the highest level of background screening as a part of your essential corporate strategy. Contact us today to learn more about our full range of services to help your organisation stay protected.

GET A FREE QUOTE

About us

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider. We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds BS102000:2013 and BS7858:2019 Certifications is an HRO certified provider and partner with Oracle.

In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body established for ISO 37001:2016 Anti-Bribery Management SystemsISO 37301 Compliance Management Systems and ISO 31000:2018 Risk Management, providing training and certification. ABAC® operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals. As a result, CRI® Group’s global team of certified fraud examiners work as a discreet white-labelled supplier to some of the world’s largest organisations. Contact ABAC® for more on ISO Certification and training.

Meet the CEO

Zafar I. Anjum is Group Chief Executive Officer of CRI® Group (www.crigroup.com), a global supplier of investigative, forensic accounting, business due to diligence and employee background screening services for some of the world’s leading business organisations. Headquartered in London (with a significant presence throughout the region) and licensed by the Dubai International Financial Centre-DIFC, the Qatar Financial Center – QFC, and the Abu Dhabi Global Market-ADGM, CRI® Group safeguard businesses by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers and customers seeking to affiliate with your business. CRI® Group maintains offices in UAE, Pakistan, Qatar, Singapore, Malaysia, Brazil, China, the USA, and the United Kingdom.

Contact CRI® Group to learn more about its 3PRM-Certified™ third-party risk management strategy program and discover an effective and proactive approach to mitigating the risks associated with corruption, bribery, financial crimes and other dangerous risks posed by third-party partnerships.

CONTACT INFORMATION

Zafar Anjum, MSc, MS, CFE, CII, MICA, Int. Dip. (Fin. Crime) | CRI® Group Chief Executive Officer

37th Floor, 1 Canada Square, Canary Wharf, London, E14 5AA United Kingdom

t: +44 207 8681415 | m: +44 7588 454959 | e: zanjum@crigroup.com

 

Personal Due Diligence, Tips You Need to Know

In the business world, due diligence refers to the investigation and steps were taken by organisations to satisfy all legal requirements before buying or selling products/ services or entering into a contract or a financial arrangement with another party. An Integrity Due Diligence allows an organisation to reduce risks arising from the FCPA (Foreign Corrupt Practices Act) and the UKBA (U.K. Bribery Act), to make informed decisions and pursue takeovers or mergers with more confidence. 

Due diligence is vital to prevent many types of fraud, and while professional services can be used in some cases, it is also up to the consumer to do their due diligence. Due diligence is vital to prevent many types of fraud. While in some cases, it is also up to the consumer to do their own personal due diligence. Due diligence sounds complicated, but it is merely the process of doing your homework before you make a significant commitment.

Personal Due Diligence In Everyday Transactions

Most of us practice personal due diligence even though we may not think of it that way (i.e. research on the internet before making a purchase or deciding what restaurant to go to). We are doing our “due diligence” to get the best deal in this process. The level of proper due diligence should be proportionate to the level of commitment involved and your specific status. So when buying a house, the due diligence ought to be more extensive (i.e. a family with children may want to check out the rating of the schools in the area). Another personal area to conduct due diligence involves a new job offer (i.e., the organisation known to treat its employees well). These areas involve a significant amount of due diligence on your part before accepting a new position at a new company.

Due Diligence Makes Trust Possible

The Government is under increased pressure to give clear guidance on post-Brexit Right to Work and Right to Rent checks. In the U.K., the lack of clarity from the Government has already caused problems. Many landlords are averse to letting their properties to non-UK nationals if they breach the Right to Rent rules post-Brexit. Whether renting a property, having home renovations done, buying insurance, getting a mortgage, or even entering a new romantic relationship, you can use due diligence to protect yourself. Due diligence can prevent potential fraud and some other types of scams.

The following are tips on how to avoid fraud:

  • Know who you are dealing with, ask questions and verify the information;
  • Check with the governing body for licensing and insurance requirements;
  • Scammers pressure you to act immediately. Don’t sign anything you don’t understand;
  • Don’t sign anything for large amounts of money without having it reviewed by your lawyer;
  • Scammers say there’s a problem or a prize. Do not give out your personal information without verifying who is getting it;
  • Be cautious if you are asked to make up-front payments;
  • Get company information, including name and address and ensure that a written contract backs all verbal promises;
  • Have a contract in place for things like construction work;
  • Never give an unsolicited caller access to your computer;
  • Do not give out a credit card or online account details over the phone unless you made the call and the number you are calling came from a trusted source;
  • Scammers tell you to pay in a specific way. Never wire money unless you’re confident that you’re sending it to someone you know;
  • Be suspicious of any calls from supposedly distressed relatives who don’t give their names. After hanging up, try calling the family member with the phone numbers you have to see if they need help;
  • Scammers pretend to be from an organisation you know. Be suspicious of any calls from a supposed government agency or other businesses demanding payments; and
  • Landlords should check references (in some cases, a police criminal record check), credit reports, and employment information of potential tenants.

Online Fraud is on the rise

In a time of crisis, we often see the best in people. Even before COVID-19 was officially classified by the World Health Organisation (WHO) as a global pandemic, citizens and government leaders alike praised the selfless sacrifice of doctors, nurses, first responders and others putting themselves in harm’s way to help treat and limit the spread of the disease. Unfortunately, a crisis can also bring out the worst in some people; fraudsters prey on fear and confusion.

The research shows that online fraud is on the increase too. Online retailer sectors saw rising transaction volumes in March 2020 compared to the previous year, with 97% in Home products and furnishings, 136% in DIY products, 163% in garden essentials, and 26.6% in electronics. Fraudsters are using the surge in online activity to target unsuspecting consumers.

Online Due Diligence Tips:

  • Change online passwords regularly and make them secure (don’t use standard information about yourself);
  • Don’t post personal info such as date of birth or mailing address on social media sites;
  • Have the most current firewall and anti-virus software on your computer;
  • Don’t send financial or any other type of personal information by email or text;
  • When purchasing online, make sure the site is secure. It should begin with HTTPS;
  • Don’t open links that appear in an email asking you to start a financial transaction. Go directly to the organisation’s website;
  • Don’t download software programs or apps from an unsecured source; and
  • Don’t use unsecured wifi (such as in a coffee shop) if your device has personal information on it.
  • Change online passwords regularly and make them secure (don’t use standard information about yourself);
  • Don’t post personal info such as date of birth, mailing address, or SIN on social media sites;
  • Have the most current anti-virus software and firewall on your computer;
  • Don’t send financial information by email or text;
  • When purchasing online, make sure the site is secure. It should begin with HTTPS;
  • Don’t open links that appear in an email asking you to start a financial transaction. Go directly to the organisation’s website;
  • Don’t download apps or software programs from an unsecured source; and
  • Don’t use unsecured wifi (such as in a coffee shop) if your device has personal information (such as your phone contacts, apple id, banking records, residence or employment information).

DueDiligence360™

Don’t fall prey to unscrupulous business dealings and outside threats. At CRI® Group, we specialise in Integrity Due Diligence, working as trusted partners to businesses and institutions worldwide. Our people work with energy, insight and care to ensure we provide a positive experience to everyone involved – clients, reference providers and candidates.

Our DueDiligence360™ expose vulnerabilities and threats that can cause serious damage to your organisation and can significantly reduce business. The world’s largest corporations trust CRI® Group and consultancies – outsource your due diligence to an experienced provider, and you will only ever have to look forward, never back.

LEARN MORE ABOUT DUE DILIGENCE 360

About CRI® Group

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider. We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds B.S. 102000:2013 and B.S. 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.

LEARN MORE ABOUT OUR SOLUTIONS

Speak Up, Report Illegal, Unethical or Improper Behaviour

Ethics and Compliance Hotline is an anonymous reporting mechanism that facilitates reporting of possible illegal, unethical, or improper conduct when the normal communication channels have proven ineffective or are impractical under the circumstances. At CRI® Group, we are committed to having an open dialogue on ethical dilemmas regardless. We want to introduce a new Ethics & Compliance Hotline. This hotline is available to all employees and clients, contractors, vendors, and others in a business relationship with CRI® Group and our sister brand ABAC® Group.

If you find yourself in an ethical dilemma or suspect inappropriate or illegal conduct, and you feel uncomfortable reporting through normal channels of communication, or wish to raise the issue anonymously, use CRI® Group’s Compliance Hotline in below mentioned ways or provide us with your complaint online on the form below. The Compliance Hotline is a secure and confidential reporting channel managed by an independent provider. When reporting a concern in good faith, you will be protected by CRI® Group’s Non-Retaliation Policy.

What Can You Report?

Feel free to report any known or suspected noncompliant behaviour or violations with any regulatory mandates and/or local policies, including but not limited to:

  • Ethical standards Violations
  • Violation of laws and Company Policy and internal control
  • Risk and Safety
  • Theft, embezzlement or misappropriate of assets and fraud
  • Bribery and corruption
  • Employee Rights, Employee Relation, Work Environment
  • Privacy laws or security of personal information
  • Discrimination
  • The dispute related to Supervisor, H.R. and other Departments
  • Physical and Verbal Harassment on Workplace
  • Issues related to job responsibilities
  • The Report related to a suspicious activity being a witness
  • Unfair dismissals

Our Compliance Hotline is accessible by both phone and online. If you make a report directly by telephone, you will speak with the Compliance Department directly. If you submit a report online, the system will guide you through the reporting process, and a PIN generated automatically once you complete the Report.

REPORT NOW

 

 

 

 

 

 

Managing HR through COVID-19 in 4 simple steps

Managing HR through COVID-19

Managing HR through COVID-19, here are the four simple steps. COVID-19 continues to affect communities on every continent. This global crisis called for fresh due diligence and risk management review of the company’s third-party partnerships; it has disrupted business and entire industries as we know it; a fraud spike in the wake of the COVID-19 pandemic has consequently led to an increase in identity theft cases; for many HR professionals, employee screening during COVID-19 has become complicated, with its many new ways COVID-19 impacted background checks enhancing why critical background Screening has become. This pandemic has made managing HR more difficult than ever.

While we must take vigorous action to control the spread of the coronavirus and save lives, we must also act to protect our livelihoods. The steps you need to take now relate to four categories: Review, Communicate, Update and Travel. These checklists provide chief human resources officers (CHROs) and other HR professionals with practical ideas for keeping employees safe while maintaining productivity and charting recovery paths. And then, the following will form a good starting point.

The four simple steps in managing HR through COVID-19

1. REVIEW

  • Review business continuity plans and how these would be maintained if employees suffer from coronavirus absences.
  • Review existing sickness policies and procedures, are they disseminated to staff? Do they need amending? 
  • Review contracts of employment. It may be relevant to establish whether individuals can be asked to undertake different work or at other locations or at various times from the norm. 
  • Review your emergency procedures, e.g., if there is an infection and the workplace is closed temporarily. If appropriate, carry out a test run of emergency communication to see how robust the process is. 
  • Ensure contact details for all staff are up to date. 
  • Undertake risk analysis of high-risk groups of employees and what steps can be taken to try and reduce risks for those groups. These groups may include: 1) those who frequently travel to countries where there is currently or may well be a risk of infection. 2) those with health issues, such as asthma, diabetes, cancer, or those who are pregnant, are more likely to suffer adversely if they become infected with the virus. 
  • Review procedures in the office for preventing the spread of the virus, e.g., increased cleaning, availability of hand sanitisers and tissues etc. 
  • Review planning for the possibility of large-scale absenteeism. For example: 
  • Identify the essential positions within the business, what needs to carry on during an emergency, and what is the minimum number of employees required?
  • Identifying employees with transferable skills so that these essential positions can always be temporarily filled. 
  • Considering flexible work patterns, such as employees working from home.
  • Identify employees who have the necessary IT infrastructure to work from home (e.g., remote access to the office computer systems). 

2. COMMUNICATE

  • Identify an appropriate person as spokesperson/ communicator of updates on policies etc., with appropriate credibility.
  • What, if anything, is said about absence from work for reasons other than ill-health, e.g., where an office is closed?
  • Assuming the employer has a health and safety committee, have there been any discussions with that committee about COVID-19 and its potential impact? If there is no such committee, the employer may want to consider setting one up. 
  • Communicate as a matter of urgency with the high-risk groups identified in any risk review to ensure they are aware of their high-risk status and the measures taken to assist. 
  • Ensure managers are aware of the relevant workplace policies. 
  • Consider issuing guidance to employees on recognising when a person is infected with the coronavirus. What are the symptoms, and what should one do if one is taken ill at home or work? It is also important to emphasise that individuals may not recognise that they have the virus and may not be exhibiting symptoms. Employees should be informed of the reporting procedure within their employer if they have a potential infection and any official reporting process. 
  • Provide advice to encourage individuals to take responsibility for their health and safety and slow the virus’s spread. For example, advice on handwashing and sanitiser gels, coupled with a willingness to self-identify where individuals may have encountered individuals with the virus, have become infected themselves or have returned from private travel abroad to an area that turns out to be affected by the virus.
  • Make clear that where staff are ill, they must not come to work regardless, i.e. “Struggle through”.

3. TRAVEL

  • Log employee travel before it is booked and check against the latest travel protocols. 
  • Ensure staff know that this applies to personal travel and business travel. 
  • Encourage staff to tell you if close family members with whom they share a house are travelling to infected areas. 
  • Replace face-to-face meetings (especially those involving travel) with video conferences, telephone conferences, etc. 
  • Consult/communicate about whether to encourage varied work patterns to avoid travelling on public transport at rush hour. 

4. UPDATE 

  • Initiate a system to keep up-to-date, especially given the spread of infection. 
  • Consider establishing a committee on the employer’s side to coordinate responses and engage with any staff consultative forum, with particular responsibility for staying up-to-date with public health updates. 
  • How will employers communicate regular updates on the coronavirus and its spread to employees? As news develops, it is vital for an employer to be issuing fact-based updates to avoid the possibility of fear being used by worried employees to make decisions about whether or not to come to work, whether to travel abroad, etc. 
  • Who will have the authority to determine changes to policy and issue any new communications to staff?

Employsmart™: Background checks during COVID-19 and more

As a background screening provider, CRI® Group can support you by proactively monitoring the data sources and working with them to understand when and how to carry out verification requests. By working with a background screening partner, we can tailor your screening needs to the challenging times we’re facing. EmploySmart™ is CRI® Group’s robust pre-employment background screening service that helps companies of any size and industry avoid negligent hiring liabilities. We know you have lots of questions. We compiled a FAQ ebook, read now or download your FREE ebook.

During the COVID-19 pandemic, it’s imperative to ensure a safe work environment for all of your employees. EmploySmart™ can be tailored to meet the requirements of each specific position within your company. As a leading worldwide provider of specialised local and international employment background screening, CRI® Group’s services are second-to-none in providing risk mitigation and peace of mind in the hiring process.

Learn more about how EmploySmart™ can help your company stay protected during these strange and uncertain times. Contact CRI® Group today.

Want to know the most crucial factors in the hiring process? 

Download our “Top 10 things every organisation should know about background checks” infographic. Get answers to frequently asked questions about background checks/screening cost, guidelines, check references etc. This eBook of compiled list of background screening related questions taken is the perfect primer for any HR professional, business leader and company looking to avoid employee background screening risks. It provides the tools and knowledge needed to make the right decisions. 

READ MORE

Who is CRI® Group?

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider.

We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.

In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body that provides education and certification services for individuals and organisations on a wide range of disciplines and ISO standards, including ISO 31000:2018 Risk Management- GuidelinesISO 37000:2021 Governance of OrganisationsISO 37002:2021 Whistleblowing Management System, ISO 37301:2021 (formerly ISO 19600) Compliance Management systemAnti-Money Laundering (AML) and ISO 37001:2016 Anti-Bribery Management Systems.

 

Employee Screening During COVID-19: Doesn’t have to be complicated

Employee Screening During COVID-19 made simple

Employee Screening During COVID-19. Unsurprisingly, the virus has had a massive impact on businesses, and the recruitment industry is certainly not immune to that. Companies adapted quickly to survive, and the legacy of COVID-19 may forever change the nature of recruitment and the workplace landscape. CRI® Group’s survey revealed that 77 per cent of HR professionals accept that there is a risk that employees can initiate fraudulent activity because of the work-from-home arrangement. The rise in recruitment fraud is creating several challenges – last year, it cost £23 Billion just in the UK. The COVID-19 is set to cost even more. And what is particularly worrying for any HR professional is that fraud in recruitment regularly sees genuine businesses used to add legitimacy to illegal behaviour. 

Background checks and necessary screenings are vital to avoid horror stories and taboo tales that occur within HR, your business or even your brand – simply investing insufficient screening can save you time, money and heartbreak. COVID-19 is adding even more complexity and new challenges to your job:

  1. Money mule scammers specialise in hacking employer accounts at job recruitment Websites like Monster.com and other popular employment search services. Armed with the employer accounts, the crooks are free to search through millions of resumes and reach out to people who are in fragile situations due to COVID-19.
  2. According to jobs site Glassdoor, the virus has sparked new demand for professions related to infectious diseases, which has recorded a more than doubling of job postings with keywords related to coronavirus this month, particularly within the government, healthcare, and biotech and pharmaceuticals.

 

The recruiters that weather the COVID-19 storm will be those that adapt as the situation unfolds. Outsourcing your background screening is smart and effective. CRI® Employee Background Checks can reduce the risk of hiring someone who could cause irrevocable damage. Firms spend years, thousands, even millions to brand their products and services and one bad hire can cause loss of capital and reputation to the extent that may bring a business to fail. A robust pre-employment check can help you and your company:

  • Reduce turnover & training costs
  • Gain a competitive edge through the hiring of better people
  • Increase productivity – help your employees be more productive knowing that everyone employed by your company has been screened
  • Set your company apart & win more business
  • Reduce employee-related problems
  • Protect company reputation/brand & customer relations
  • Comply with mandates created by state or federal law for certain industries
  • Increase retention
  • Reduce negligent hiring claims
  • Avoid violence in the workplace (threats of violence & actual violence)
  • Reduce theft & espionage
  • Avoid lawsuits & the costs associated with the defence
  • Avoid loss of goodwill

GET A FREE QUOTE NOW!

BS 7858:2019 Standard: A new way to mitigate employee risk during COVID-19

BS 7858:2019 Standard is the revised standard for screening individuals working in secure environments. The far-reaching impact of the COVID-19 outbreak has affected virtually every business and economic sector worldwide. Depending on the global region, the far-reaching implications have hampered (on various levels) the ability to conduct proper and thorough background screening investigations.

In the United Kingdom and the United Arab Emirates, the countrywide lockdowns forced leaders to close sites and send their workforce home. Many must learn how to manage people working from home (WFH) or remotely for the first time. The previous concerns about productivity, privacy and protecting sensitive information only grew more with the practice of WFH.

They highlighted the vital importance of pre-employment background screening and background investigations. BS 7858:2019 Standard for screening individuals working in secure environments offers a complete solution.

Unfortunately, conducting such investigations in a reliable and timely manner has brought its struggles. The closure of public information sources has dramatically impacted accessing public records to verify previous employment, education and criminal charges.

Drug screening tests have been delayed or postponed until such companies are permitted to reopen their doors for business. On the applicant side, it’s been widely reported that individuals are concerned (and rightly so) about participating in face-to-face interviews. Applicants are concerned with leaving their homes to do a drug test and returning to a work environment that may or may not appear healthy, protected and safe.

Want to know the most crucial factors in the hiring process? 

Download our “Top 10 things every organisation should know about background checks” infographic. Get answers to frequently asked questions about background checks or screening cost, guidelines, check references etc. This eBook of compiled list of background screening related questions taken is the perfect primer for any HR professional, business leader and company looking to avoid employee background screening risks. It provides the tools and knowledge needed to make the right decisions. 

READ MORE

Learn more about how EmploySmart™ can help your company stay protected during these strange and uncertain times. Contact CRI® Group today.

Who is CRI® Group?

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider.

We have the largest proprietary network of background screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.

In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body that provides education and certification services for individuals and organisations on a wide range of disciplines and ISO standards, including ISO 31000:2018 Risk Management- GuidelinesISO 37000:2021 Governance of OrganisationsISO 37002:2021 Whistleblowing Management System, ISO 37301:2021 (formerly ISO 19600) Compliance Management systemAnti-Money Laundering (AML) and ISO 37001:2016 Anti-Bribery Management Systems.

 

An Open End-of-Year Appreciation Letter

An Open End-of-Year Appreciation Letter

As the end of the year draws near, we would like to take this opportunity to thank all of you for a fantastic year. The success of the CRI® Group is based on the relationships we have built over the years, and we really wouldn’t be where we are without you. We are grateful for the opportunity to work with and for you. 

Our passion for safeguarding the corporate world by detecting and exposing those elements that can cause irreparable harm to a business and help markets stand up against the outside forces that, through corruption, collusion, coercion and fraud, can cause financial, organisational, reputational and legal harm to our global clients remains strong. Over this past year, we have added staff, contractors and new clients to help us on our mission.

At CRI®, we are committed to spreading knowledge about the negative impact of fraud on global businesses and promoting transparent business relations across the world. For the past year, we worked extensively to deliver whitepapers, manuals and other insights to help organisations overcome bribery and corruption challenges and manage risks more effectively. 2021 was a year that brought many industry collaborations – including events hosted with several experts from leading organisations – and educated over 600 people with:

2021 has been filled with a multitude of victories, and 2022 is set to be even better, as Zafar I. Anjum, our Group Chief Executive Officer, comments on here:

“2021 saw an expansion in our service capabilities with our 3PRM™- Certified solution, Anti-Money Laundering Advisory services and BS 7858:2019 Screening investigations solutions (CRI® is the only BS 7858 certified background screening services provider in the UAE and across the Middle East); in addition to announcing the opening of our new offices in Turkey (Corporate Research and Investigations Danışmanlık Hizmetleri Limited Şirketi).”

“Our sales and marketing teams have been busy attending exhibitions. We’ve also seen a dramatic increase in our online marketing presence and subsequent engagement with our customers. Next year we hope to build on the success of 2021, and to that end, further expansion plans are already on the drawing board.”

“It just leaves me to thank all our customers for their business and loyalty, but perhaps most importantly all of the hard-working and dedicated employees in the UK, UAE, Qatar, Singapore, Malaysia, Pakistan and USA, without whom none of what you read in the subsequent pages would be possible. Thank you, and here’s to a successful 2022.”

On behalf of CRI® Group, we wish you a very Merry Christmas and a wonderful holiday season! Thank you for your continued support and partnership. We look forward to working with you in the years to come.

Happy holidays!

As we move into 2022 and seek new opportunities, know that CRI® is here, as your partner, to help you by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers, employees and customers seeking to affiliate with your business. We are working closely with our internal teams to ensure your 2022 business goals are met, and we are continuing to support you in the manner you are accustomed to and fully deserve.

2021 has been filled with a multitude of victories. As 2021 draws to a close, I want to take the opportunity to look back on a year that turned out much differently than anyone could have imagined. Over this past year, we have added staff, new clients and new services, 2021 saw an expansion in our service capabilities with our 3PRM™- Certified solution, Anti-Money Laundering Advisory services and BS 7858:2019 Screening investigations solutions (CRI® is the only BS 7858 certified background screening services provider in the UAE and across the Middle East); in addition to announcing the opening of our new offices in Turkey (Corporate Research and Investigations Danışmanlık Hizmetleri Limited Şirketi). For more, we have released our end of year open letter talking about our projects and accomplishments across all regions. 

While it was challenging in many ways, it also showed how strong we are as a company – even in the most challenging times. And the success of the CRI® is based on the relationships we have built over the years, and we really wouldn’t be where we are without you. We are grateful for the opportunity to work with and for you, and this past year has been a pleasure. 

As the end of the year approaches, we know there will be many challenges ahead. But we are so excited we all that 2022 has in store for us – enthusiasm and anticipation are building around new opportunities in all our locations worldwide. Stay tuned for more details in the new year.

Both on behalf of our entire CRI® Group, as well as personally, I hope that when you’re celebrating the holidays with friends and family, you look back on the year with the same sense of accomplishment that we all should feel and thank you for your continued trust in us.

Best,

Zafar I. Anjum

MSc, MS, LLM, CFE, CII, CIS, Int. Dip. (Fin. Crime), MICA, MIPI, MAB
Group Chief Executive Officer

(Certified Fraud Examiner)
(Certified International Investigator)
(MSc Counter Fraud and Counter Corruption Studies, University of Portsmouth UK)
(Master of Fraud and Financial Crime – CSU Australia)
LL.M Legal Practice (Intellectual Property)

t: +44 7588 454959 | e: zanjum@CRIgroup.com | LinkedIn

 

Meet our new HRBP & Associate Director, Nilofar

The CRI® Group welcomes Nilofar as our new HRBP & Associate Director and member of our expert team here at CRI®. Ms. Nilofar A. Gardezi is a Senior Certified HR professional with more than nine (9) years of experience in HR. She has expertise in strategic human centric based HR practices.  She holds membership of PSHRM, SODEIT-UN and Rotaract Club Pakistan.

Ms. Gardezi has done MPHIL-PHD with specialisation in HRM. She has an MBA in Management and is an accredited SHRM professional from EPCA. Ms. Gardezi is also a gold certified Trainer from DWE. She holds a certification in Psychology and serves as a certified Professional Counsellor as well. She has worked with  renowned organizations like Attock Group, British Council and Standard Chartered Bank.

Join CRI® Group as we welcome our newest team member.

REACH OUT!

Nilofar A. Gardezi, HRBP & Associate Director

e: nilofar.gardezi@crigroup.com | LinkedIn

Reach out for any HR related questions

About CRI®

Corporate Research and Investigations Limited (CRI® Group) has been safeguarding businesses from fraud, bribery and corruption since 1990. Globally, we are a leading Compliance and Risk Management company licensed and incorporated entity of the Dubai International Financial Center (DIFC) and Qatar Financial Center (QFC).

CRI® protects businesses by establishing the legal compliance, financial viability, and integrity levels of outside partners, suppliers and customers seeking to affiliate with your business. Based in London, United Kingdom, CRI® is a global company with experts and resources located in key regional marketplaces across the Asia Pacific, South Asia, the Middle East, North Africa, Europe, North and South America.Our global team can support your organisation anywhere in the world.

We are always ready to assist you to effectively manage your workplace in an efficient and risk-free manner that best suits your needs. Our experience base, skilled workforce, technical resources, networking capabilities, internal flexibility and global offices maximise our solution efficacy. Explore our broad range of risk management solutions for your business including:

 

Financial Crime Policies and Procedures: examples of good and poor practice…

The principal catalyst of economic crime (also known as financial crime) is monetary gain. However, economic crime has a devasting effect on individuals and communities. When associated with organised crime and terrorist financing, it threatens laws, democratic processes, and fundamental human freedoms, impoverishing states and distorting free trade and competition. 

Not a victimless crime

Because of the well-publicised financial scandals that marked the aftermath of the tech bubble in 2002 and the housing bubble in 2008, most recently, the 2018 Patisserie Valerie scandal, which was once considered a merely poor business practice (i.e. widespread reckless investment) is now considered criminal. We saw how the vast losses associated with these high-level financial fraud scandals undermined social-security systems and destabilised economic systems. Today there is a growing consensus on the need to improve the global framework for fighting financial crime and regain the public’s trust. And financial crime prevention policies and procedures are critical. 

Walk the walk with a robust code of conduct

The failure of self-regulation by most companies involved in the scandals only highlighted how important organisations have prevention policies and procedures in place. These policies fall under the “Ethical Code of Conduct” A code of conduct sets the standards for how an organisation ought to behave and guides its workforce in the decision-making. A robust Code of Conduct and other internal rules and guidelines serve as the foundation for a successful free of fraud organisation. Read more on “Ethical code of conduct and what should be covered?”

By having a robust code of conduct, organisations can demonstrate their commitment to complying with all applicable laws and regulations. With a well-established set of global policies, the organisation can achieve robust and consistent compliance standards. Rather than assume that ethical rules “go without saying,” every organisation should spell out what they expect of their employees when it comes to ethical behaviour. At CRI® Group, we counsel business leaders that every organisation should have a written, carefully considered ethical code of conduct as part of their fraud prevention strategy. CRI® Group’s Certification program through the ABAC® Center of Excellence includes developing an ethical code of conduct as part of clients’ training and development phase.

CONTACT CRI® FOR MORE INFORMATION

Successful organisations adopt a risk-based approach when doing business…

A company must have up-to-date policies and procedures appropriate to its business. These policies should provide a uniform set of risk management principles and mandatory standards. These should be readily accessible, effective and understood by all relevant workforce.

Self-assessment questions:

  • How often are your organisation’s policies and procedures reviewed, and at what level of seniority?
  • How does it mitigate the financial crime risks it identifies?
  • What steps does the organisation take to ensure that relevant policies and procedures reflect new risks or external events? How quickly are any necessary changes made?
  • What steps does the organisation take to ensure that staff understand its policies and procedures?
  • How do you ensure that policies and procedures are disseminated and applied throughout the business?

Examples of good practice

  • There is clear documentation of the company’s approach to complying with its legal and regulatory requirements concerning financial crime;
  • Policies and procedures are regularly reviewed and updated; and
  • Internal audit or another independent party monitors the effectiveness of policies, procedures, systems and controls.

Examples of poor practice

  • No written policies and procedures;
  • Does not tailor externally produced policies and procedures to suit its business;
  • Takes inadequate steps to communicate policies and procedures to relevant staff;
  • Fails to review policies and procedures in light of events;
  • Fails to check whether policies and practices are applied consistently and effectively; and
  • Has not considered whether its policies and practices are consistent with its obligations under legislation that forbids discrimination.

An Investigative Study Into Causal Factors of the Perpetration of Transnational Financial Crimes

As the global impact of transnational financial crime increases to unprecedented levels, attention has turned to the need to fully understand the motivations that lead to the perpetration of such crimes. CRI® Group has recently published an ebook that provides insightful looks into today’s issues at the forefront of fraud and corruption. They range from deep dives into the U.S., U.K. and other anti-fraud and anti-corruption laws worldwide to close examinations of actual fraud cases that hold lessons for all of us. This ebook provides an in-depth study of transnational financial crimes and the national laws and regulations. Laws in the U.S. and the U.K., in particular, are compared and examined in terms of effectiveness in preventing financial crimes. The comparative study focuses on corporate fraud. “The Catalysts for Economic Crime” pursues the question of how weaknesses in national laws can be considered “a core causal factor in the perpetration of transnational financial crimes.” We invite you to download this ebook and increase your knowledge of fraud, corruption, proper compliance, risk assessments, due diligence, etc.

Download your FREE “The Catalysts for Economic Crime” ebook here!

At CRI® Group, we are always ready to assist you to effectively manage your organisation in an efficient and risk-free manner that best suits your needs. Our experience base, skilled workforce, technical resources, networking capabilities, internal flexibility and global offices maximise our solution efficacy. Explore our broad range of risk management solutions for your business.

CRI® Group’s investigators and Certified Fraud Examiners understand fraud patterns and are trained to recognise the elements of fraud characteristics and where they might come into play at any organisation. Through this knowledge, we can help you uncover the trail of fraud and help bring about a quick and successful resolution.

Having global coverage, CRI® works directly with the key personnel to lead and conduct fraud investigations, including, if needed, your internal board of directors, audit committee, ethics and compliance officers, general and in-house counsel, corporate security, human resources, and C-level executives.

VIEW OUR RISK MANAGEMENT SOLUTIONS BROCHURE

 

 

UAE rule: ‘Good Conduct & Behaviour’

UAE Good Conduct & Behaviour: CRI® Group urges all UAE organisations to implement thorough background screening under the UAE Good Conduct & Behaviour rule

Those applying for UAE employment visas need to obtain the UAE “Good Conduct & Behaviour Certificate” to create a more secure and peaceful community. The certificate is a mandatory requirement. Expatriates will need to procure a certificate of good conduct and behaviour from their respective home country or a country where they have legally resided in the last five years. The certificate will need to be authenticated by the UAE diplomatic mission or the Ministry of Foreign Affairs overseas. This rule is deemed to apply to all UAE jurisdictions but excludes dependants accompanying primary applicants as well as tourists.

The implementation of this rule on 4 February 2018 came to light of the UAE authorities endeavouring to achieve high levels of security for UAE residents and ensuring that security screening measures are met with authenticated evidence in the form of a legalised good certificate of conduct.

In the short term, business leaders should be wary of a potential uptick in employment fraud, according to experts from Corporate Research and Investigations LLC “CRI® Group,” a leading global provider of background screening and due diligence services.

According to CRI® Group, the high volume of foreign applicants applying for jobs in the UAE could mean a rush to secure the certificates, with the possibility of a few individuals using fraudulent credentials to meet applicable standards. There’s also a risk of applicants presenting fraudulent good conduct certificates to obtain employment visas quickly.

“This is an important new rule that will help the UAE ensure an even more secure workforce,” said Zafar Anjum, CRI® Group’s CEO. “However, this is also a critical time for all organisations to conduct thorough pre-employment background checks. CRI® Group provides this service at an expert level, and we can also verify the validity of Good Conduct Certificates. With our operational capabilities in 80 countries, we have the knowledge and resources to determine if the certificates are genuine and not fake or forged.”

CRI® Group has a specialised dedicated service called EmploySmart™ as additional verification support to organisations in public and private sectors to authenticate Good Conduct Certificates and verify the validity of attested documents such as diplomas and transcripts, certificates, and education, character references, certificates/letters.

Anjum encourages organisations to move quickly “time is of the essence.” Please get in touch with us at cridxb@crigroup.com for more information.

CRI® Group Employee Background Checks

Employee background checks, also known as EmploySmart™, is a robust new pre-employment background screening service certified for BS7858 to avoid negligent hiring liabilities. Ensure a safe work environment for all – EmploySmart™ can be tailored into specific screening packages to meet the requirements of each position within your company. We are a leading worldwide provider, specialising in local and international employee background checks, including pre-employment and post-employment background checks.

CRI® Employee Background Checks are an investigation into a person’s character – inside and outside their professional lives. Some checks you already carry out in-house, such as candidate’s qualifications (documents provided), work history (with a reference check), right to work in the country and even a quick social media presence scan.

However, we provide a full in-depth background screening service for candidates and employees at all levels – from senior executives through to shop-floor employees:

  • Address Verification (Physical Verification)
  • Identity Verification
  • Previous Employment Verification
  • Education & Credential Verification
  • Local Language Media Check
  • Credit Verification & Financial History (where publicly available)
  •  Compliance & Regulatory Check
  • Civil Litigation Record Check
  • Bankruptcy Record Check
  • International Criminal Record Check
  • Integrity Due Diligence
  • and more.

VIEW BROCHURE

You’re vulnerable to risk when you bring a new employee into your business to fill a vital role. CRI® is trusted by the world’s largest corporations and consultancies – outsource your employee due diligence to an experienced provider, and you will only ever have to look forward, never back. Working with CRI® Group, you get:

  • Expertise in domestic and international screening, one of the largest, most experienced and best-trained integrity due to diligence teams globally.
  • The ability to manage multiple background checks online
  • Quick turnaround times
  • High-quality searches, backed by numerous checks and quality controls
  • We have a flat structure which means that you will have direct access to senior staff members throughout the due diligence process.
  • Our multi-lingual teams have conducted assignments on thousands of subjects in over 80 countries, and we’re committed to maintaining and constantly evolving our global network.
  • Our solutions are easily customisable, flexible and we will tailor our scope to address your concerns and risk areas, saving you time and money.
  • Our team of more than 50 full-time analysts is spread across Europe, the Middle East, Asia, North and South America and fully equipped with the local knowledge to serve your needs globally.
  • Our comprehensive solutions include due diligence, employee pre and post background screening, business intelligence and compliance, facilitating any decision-making across your business no matter what area or department.

Who is CRI® Group?

Based in London, CRI® Group works with companies across the Americas, Europe, Africa, Middle East and Asia-Pacific as a one-stop international Risk ManagementEmployee Background ScreeningBusiness IntelligenceDue DiligenceCompliance Solutions and other professional Investigative Research solutions provider. We have the largest proprietary network of background-screening analysts and investigators across the Middle East and Asia. Our global presence ensures that no matter how international your operations are, we have the network needed to provide you with all you need, wherever you happen to be. CRI® Group also holds BS 102000:2013 and BS 7858:2012 Certifications, is an HRO certified provider and partner with Oracle.

In 2016, CRI® Group launched the Anti-Bribery Anti-Corruption (ABAC®) Center of Excellence – an independent certification body established for ISO 37001:2016 Anti-Bribery Management SystemsISO 37301 Compliance Management Systems and ISO 31000:2018 Risk Management, providing training and certification. ABAC® operates through its global network of certified ethics and compliance professionals, qualified auditors and other certified professionals. As a result, CRI® Group’s international team of certified fraud examiners work as a discreet white-labelled supplier to some of the world’s largest organisations. Contact ABAC® for more on ISO Certification and training.