Tag: Corporate Compliance

Entrepreneur’s Guide to Litigation – Blog Series: Complaints and Answers

Recently posted at the  National Law Review  by John C. Scheller of Michael Best & Friedrich LLP an entrepreneur’s guide to the litigation process.

A.  The Complaint

Litigation begins with a Complaint. “Complaint” is capitalized because it is a specific legal document, rather than a garden-variety complaint about something. The Complaint lays out the plaintiff’s specific legal claims against the defendant. It needs to contain enough facts that, if everything stated is true and there are no extenuating circumstances, a judge and jury could find in favor of the plaintiff.

As an example, Paul Plaintiff is suing Diana Defendant for violating a contract. Paul files a Complaint with a court claiming several facts: 1) Diana signed a contract to buy widgets; 2) Paul delivered the widgets; and 3) Diana did not pay the agreed-upon amount. If the court finds that these facts are true, then, unless there were extenuating circumstances, Diana probably breached a contract with Paul and should pay damages.

Paul’s Complaint also needs to allege facts showing that he has a right to be in that court. For example, if Paul wants to sue Diana inTexas, he has to show that the case and the parties have some connection toTexas. If he wants to sue her in a federal court, he has to meet a number of other criteria. (Federal court is generally only available if the parties are based in different states and the damages are relatively substantial or if the legal question is one of federal law.)

B.  Response to a Complaint

Once the defendant officially learns of the Complaint, she has a certain limited time to file some sort of response with the court. The time to respond, however, does not run from when the plaintiff filed the lawsuit, but generally when he officially delivered notice of the Complaint to the defendant. (There is a timeline that starts ticking when the defendant becomes aware of a state court lawsuit she wants to “remove” to federal court.) The amount of time for the defendant to respond varies by what court the case is in, but is generally a short period of time.

After receiving the complaint, the defendant has three options: 1) Ignore the Complaint and have the court grant judgment in favor of the plaintiff; 2) Tell the court that the Complaint is defective and ask for dismissal; or 3) Answer the Complaint. Option one is usually not a good plan; courts do not look favorably on defendants who ignore the legal process, and this option prevents a defendant from fighting the plaintiff’s claims.

Option two does not deal with the merits of the plaintiff’s issue. It is simply telling the court that the Complaint is defective for a variety of reasons including, for instance, how it was served, who the parties are (or are not), which court the case is in, or simply that, even if everything is true, the plaintiff cannot win. For example, if Paul sues Diana, but never tells Diana about the suit, Diana can then ask the court to dismiss the case. Also, if Diana works for DefendCo and Paul’s contract was actually with DefendCo and not with Diana, personally, she may be able to have the case dismissed because Paul sued the wrong party. If Paul sued Diana in a federal court inTexaswhen both parties are residents ofCaliforniaand neither has ever been to or done business in Texas, then Diana may be able to get the case dismissed, at least from theTexascourt.

Finally, there is the “So, what?” defense. If the Complaint doesn’t actually allege a cause of action, the defendant can ask the court to dismiss it. This usually happens because the plaintiff simply assumes a fact, but does not include it in the Complaint. If, for example, Paul alleges only that Diana failed to pay him a certain amount of money, but does not allege that a contract existed between them, then Diana can essentially say “So, what?” and ask the court to dismiss the case. She would ask the court to dismiss the case because, even if true (she really did not pay him any money), he did not plead any facts showing that she was supposed to pay him money. The defendant is not admitting the truth of the allegation; she is just saying that even if true, the plaintiff cannot win.

Finally, a defendant can file an Answer. Again, “Answer” is capitalized because it is a specific legal document. In an Answer, the defendant responds, paragraph by paragraph, to each of the plaintiff’s allegations. The defendant must admit, deny, or say that she does not know the answer to each specific allegation. Saying “I don’t know” functions as a denial.

For example, Paul’s Complaint probably alleges that Diana lives at a certain address. Assuming Diana actually lives there, she has to admit that fact. Paul may allege that he delivered the correct number of working widgets to Diana. If the widgets were not what she actually ordered or did not work, Diana would deny that allegation. Finally, Paul may claim that those widgets cost him a certain amount of money. Diana likely has no way to know how much Paul paid for the widgets, so she would say she does not know – thus leaving Paul to prove that allegation.

Also in the Answer, the defendant can claim affirmative defenses. Those tell the court that there were extenuating circumstances so that, even if everything the plaintiff says is true, the court should not find in favor of the plaintiff.

For example, if Paul told Diana not to worry about paying him for the widgets for six months but then turned around and immediately sued her, she would claim that as an affirmative defense.

Finally, the Answer may contain counterclaims. These claims are the defendant counter-suing the plaintiff for something. The counterclaims may be related to the original suit or not. Usually they are related, but they do not have to be. This section follows the same rules as if the defendant were filing a complaint.

For example, Diana may counterclaim against Paul because he sent her the wrong widgets and, perhaps, add a claim that when Paul delivered the widgets to her warehouse, he backed his truck into her building and caused damage. She would then counterclaim for breach of contract and property damage. The court would then sort out the whole mess to decide who owed whom how much.

Click Here: to view the previous post in the Entrepreneur’s Guide to Litigation – Blog Series: Introduction

© MICHAEL BEST & FRIEDRICH LLP

Interview with C. David Morris, Senior Counsel International at Northrop Grumman Corporation

Recently postd at the National Law Review by Michele Westergaard of marcus evans an interview with a Senior in house Counsel of Northrop Grumman about FCPA compliance issues: 

With the steady increase in enforcement, organizations need to now move beyond FCPA compliance and embrace a global anti-corruption compliance program. Global companies should assess their existing anti-corruption compliance programs and adjust them to meet potentially more stringent requirements.

C. David Morris, Senior Counsel International at Northrop Grumman Corporation is a speaker at the 6th FCPA & Anti-Corruption Compliance Conference taking place on June 22-24, 2011 in Washington, DC.

Mr. Morris is Senior Counsel in the Northrop Grumman Corporation International Law Department located in Linthicum, MD. His practice focuses on international regulatory compliance and cross-border transactions involving the corporation’s domestic and international businesses and joint ventures. David answered a series of questions on how to enhance FCPA and anti-bribery initiatives to adapt to heightened global anti-corruption enforcement.

What is the importance for companies to conduct regular compliance training for FCPA and foreign anti corruption laws?

DM:  From a legal perspective, the U.S. Government has made it clear through many Department of Justice and Securities and Exchange Commission settlement agreements and the Federal Sentencing Guidelines that regular training is an essential component of a corporate compliance program for companies that conduct business with foreign government entities. As such, a company’s history of conducting anti-corruption training can be viewed as either a mitigating or aggravating factor should a company find itself in litigation on a FCPA matter. Likewise, the Guidance to the UK Bribery Act also identifies training as a key component to the corporate defense of having adequate compliance procedures. In this regard, the failure to provide training could be detrimental to the statutory defense. From a business perspective, anti-corruption training is a wise investment as part of a preventative law program.  Regular anti-corruption training helps to reinforce and shape a corporation’s ethical culture and standards of business conduct. When clear policies and expectations are communicated, a culture for ethical behavior becomes engrained throughout the enterprise.    

How can companies not only meet the minimal expectationsforFCPA compliancebut also exceed them?

DM: Two features of a robust compliance program that companies can undertake to achieve top tier status are to conduct benchmarking activities relative to their industry peer companies and to regularly conduct comprehensive internal risk assessments on a periodic basis. Collaboration with outside experts on these activities can be particularly helpful because they can bring an independent perspective to aid in the decision making process. In addition, there are numerous webinars, conferences, and bar association committees that provide useful practice tips and networking opportunities to stay abreast of best practices. Finally, the OECD published guidance in this area last year with their Good Practice Guidance on Internal Controls, Ethics, and Compliance, which is often cited by enforcement authorities as a model for companies to embrace.

What are the effects of non-compliance on share price, organizational reputation etc?

DM:  The effects of a corruption related enforcement action can be devastating on all of a company’s constituencies. For shareholders, it is fairly common to see a company’s market capitalization decline following the announcement of a government investigation or a financial reserve set aside to cover potential fines and penalties. In 2010 alone, there were five settlements with the DOJ and SEC in excess of $100M.  For customers and trading partners, uncertainties about the reliability of a company undergoing an enforcement action can be problematic because of the possibility of suspension, debarment, and/or revocation of export privileges in some cases. For employees, morale can take a hit when they observe their leaders prosecuted for criminal activity. Lastly, the enterprise as a whole can suffer because the lifecycle of a typical enforcement action (investigation, litigation, consent decree, and compliance monitor) can consume management focus for many years.

How can existing anti corruption programs be strengthened to take account of emerging global anti-corruption trends?

DM:  Given the extra-territorial reach of the FCPA, the jurisdictional reach of the UK Bribery Act, and the level of inter-country prosecutorial cooperation, companies need to review their policies, procedures, and internal controls to ensure their anti-corruption compliance program is in lock-step with their corporate footprint. As with any business activity, capital, human, and technological resources need to be deployed where they will be most effective and adjusted as the business evolves. An internal risk assessment and procedural gap review are two features of a healthy continuous improvement program. Lastly, I would add that partnering with Internal Auditors, Country Managers, Ethics Officers, Finance personnel and others with an anti-corruption focus can be a beneficial way to leverage and extend the reach of existing resources.

How best can red flags of possible FCPA violations be identified?

DM:  The FCPA’s accounting and internal controls provisions require companies to devise and maintain a system of internal accounting controls sufficient to provide reasonable assurances that transactions are executed in accordance with management’s authorization and are recorded as necessary to maintain accountability for assets. In addition, there are Sarbanes-Oxley requirements for management to provide a statement of the effectiveness of the company’s internal control structure and procedures for financial reporting. As such, procedures and controls should be established for entering into third party commitments, making payments, and cash disbursements to detect red flags which may require additional due diligence. In addition to periodic internal risk assessments and related interviews of key personnel, it is a good practice to provide awareness training on red flags and to require those involved with international transactions to certify if they are aware of red flags or adverse information at milestones throughout a business transaction. The establishment of an anonymous hot line to report ethical concerns is also often cited as a best practice to detect red flags. In terms of identifying red flags of external trading partners, periodic media searches can reveal a wealth of information.  The commercial attaché of the US Embassy of the country in question can also be a valuable red flag identification resource, as well as in-country employees and outside counsel.

© Copyright 2011 marcus evans

 

 

 

An Ounce of Prevention – The Importance of Periodic Corporate Audits

Posted this week at the National Law Review by James M. O’Brien, III and David R. Krosner of  Poyner Spruill LLP – a good overview of the many reasons managed care organization should perform periodic corporate audits:  

Most, if not all, long term care providers operate their business in an entity form, such as a corporation or limited liability company.  Many use multiple entities – for example, one entity to own the real estate (or a separate entity to own each parcel of real estate) and another to operate the business.

Although the type of entity (or entities) used in your business was likely selected based on an evaluation of the benefits and drawbacks of each type of entity (including tax considerations and management structure), one of the principal benefits of both a corporation and a limited liability company (LLC) is limited liability, which is often referred to as the “corporate veil” or “corporate shield.” The corporate veil refers to the concept that the owners of the corporation or LLC are generally not liable for the debts and obligations of the entity. Rather, the “corporate veil” protects the owners from that personal liability and places responsibility for the entity’s debts and obligations on the entity.

As we all know, for every rule, there are exceptions, and that holds true with respect to the corporate shield. Some of these exceptions are created by statutes and others by case law. For example, under federal statutes, employees who are responsible for the entity’s payroll or financial affairs may be personally liable (and also subject to penalties) for willfully failing to collect and remit required federal withholding or employment taxes. Similarly, under certain federal environmental laws, corporate officers who have authority and control over the disposal of hazardous wastes can be held personally liable for the corporation’s failure to comply with certain environmental laws.

In the category of case law type exceptions, generally an individual will always be liable for his own wrongdoing. For example, if I get frustrated at work and punch my partner in the nose, the corporate shield will not protect me from liability to my partner! We all understand (and can’t legitimately complain about) those types of exceptions to the corporate shield. But there is also a broader set of case law that creates additional exceptions that allow plaintiffs to “pierce the corporate veil.” Under this concept, a judge may decide that the facts of a particular case warrant piercing the corporate veil and, thereby, holding the owners of the entity personally liable for the matter being litigated. Generally, the courts examine a laundry list of factors, including, most importantly whether the facts suggest that a refusal to pierce the corporate veil would result in fraud or similar injustice.

Generally, to succeed in a veil piercing case, the plaintiffs would have to prove, among other items, that the owners of the entity so dominated its finances, policy and business that the entity had no separate mind, will or existence of its own. In determining whether that level of control exists, a court looks to several factors (none of which are typically decisive in and of themselves). These factors include (i) inadequate capitalization of the entity, (ii) noncompliance with corporate formalities, (iii) excessive fragmentation of a single enterprise into multiple entities, (iv) absence of company records, and (v) siphoning of funds from the company by the dominant owner.

Although the case law rules for veil piercing vary somewhat from state to state, the good news is that courts are typically very reluctant to pierce the corporate veil. The perhaps better news is that there are steps you can take to make it less likely that the veil of your entity will be pierced. So what can you do to lessen the risk of a successful veil piercing claim? For one, be sure your entity complies with appropriate corporate formalities and maintains appropriate corporate records. For example, if your entity is a corporation, each year the corporation should hold a shareholders’ meeting to elect its Board of Directors and the directors should appoint the officers. All major corporate actions should be approved by the Board of Directors and records of those approvals should be maintained. If money is distributed to the owners or there are multiple entities and money flows between the entities, all of this should be approved in writing by the directors and properly documented. Generally, these types of records are kept in the entity’s minute book. If the last entry in your minute book dates from 1982, your entity is not keeping proper records!

As a service to our clients, we often conduct legal reviews of a client’s corporate/LLC records, including, as applicable, minute books, shareholders’ or operating agreements, articles of incorporation/articles of organization, bylaws, annual reports, stock transfer ledgers, foreign qualifications, good standing certificates, tax clearance certificates, etc., to ensure the records are up to date, reflect the current operations of the company, comply with current law, and generally reflect compliance with the governing documents and formalities applicable to the company. To the extent we find deficiencies, we propose a course of action and help our clients implement corrections. This is an easy and inexpensive way for you to eliminate one of the factors associated with piercing the corporate veil and help protect owners from personal liability.

© 2011 Poyner Spruill LLP. All rights reserved.

 

2nd Social Media Legal Risk and Strategy Conference Jul 19-21 SanFrancisco

The National Law Review would like you all to know about the upcoming 2nd Social Media Legal Risk and Strategy Conference:  Minimizing Legal Risk for Corporations Engaged in Social Media July 19-21 in San Francisco, CA.  

Key Conference Topics Include:

  • Insights and updates on the changing legal landscape for social media
  • Practical strategies to develop robust and compliant social media strategies
  • The role and involvement of legal in the social media initiatives
  • Overcoming the various legal risk from IP, Employment Law to Privacy when organizations engage in social media engagement
  • Analyzing emerging trends and potential legal risk in social media

Key Conference Features Include:

  • Pre-Conference Workshop A (July 19th): Uncovering Current and Emerging Social Media Trends and Applications To Forecast and Minimize Potential Legal Liabilities
  • Pre-Conference Workshop B (July 19th): Monitoring And Tracking Online Activities To Mitigate Legal Risk
  • For More information and to Register Please Click Here:

Attendees are eligible to receive up to 20 CLE credits!

 

NLRB A 'Twitter Over Employers' Social Media Policies

Recently posed at the National Law Review by Laura M. Lawless Robertson of Greenberg Traurig, LLP – updates of the National Labor Relation Board’s (NLRB’s) recent recent scrutiny of  employer’s social media policies for compliance with the National Labor Relations Act (NLRA):  

The National Labor Relations Board’s (NLRB) recent scrutiny of social media policies for compliance with the National Labor Relations Act (NLRA) has alarmed many employers – including non-union employers. Two recent developments in this area add fuel to an already heated debate over employer actions based on employees’ use of social media.

The first case is Lee Enterprises, Inc. d/b/a Arizona Daily Star. The Daily Star newspaper did not have a social media policy, but urged its reporters to use social media, including Twitter, to disseminate information to the public. After deciding that its crime/public safety reporter had gone too far with his unprofessional, sexually inappropriate, and pro-violence tweets, including one in which he called the reporters on a local television station “stupid,” the newspaper’s managing editor admonished him to refrain from engaging in any further social media postings. The reporter was later terminated, after which he filed a charge with the NLRB, contending that his termination violated the NLRA.

The NLRB General Counsel’s Office acknowledged that, “in warning the Charging Party to cease his inappropriate tweets, and then discharging him for continuing to post inappropriate tweets, the Employer made statements that could be interpreted to prohibit activities protected by Section 7 [of the NLRA],” but nevertheless concluded that the newspaper terminated him for violating workplace policies and disregarding its repeated warnings to cease his unprofessional tweets. The General Counsel’s Office concluded that “it would not effectuate the purposes and policies of the [NLRA] to issue a complaint where the statements were directed to a single employee who was lawfully discharged,” and recommended dismissal of the charge.

If employers presumed, based on the Arizona Daily Star outcome, that the NLRB had backed down from its aggressive stance regarding employers’ social media policies, they would be mistaken. On May 9, 2011, the NLRB issued a complaint alleging that Hispanics United of Buffalo, a nonprofit social service agency, unlawfully discharged five employees who complained about their working conditions on their Facebook accounts. After one employee questioned how hard the staff worked to help the agency’s clients, several employees chimed in on her Facebook status, defending their job performance and blaming workload and staffing issues for any unmet client needs. After learning about the posts, Hispanics United fired all of the employees who participated in the flame war. The NLRB issued a complaint, alleging that the Facebook dialogue was protected concerted activity under the NLRA – a discussion among coworkers about the terms and conditions of their employment and undertaken for mutual aid and protection. The case is set for a hearing before an administrative law judge on June 22, 2011, absent settlement (which seems to be the trend in these sort of cases).

These two cases illustrate that employers may discipline employees for social media misconduct, such as disclosing confidential and proprietary information, engaging in “textual harassment,” or libeling competitors, but must scrupulously avoid instituting or enforcing social media policies that impinge on employees’ rights to discuss the terms and conditions of their employment, e.g., wages and working conditions. One thing is for certain…we haven’t heard the last of this topic from the NLRB.

©2011 Greenberg Traurig, LLP. All rights reserved.

6th Anti-Corruption and FCPA Compliance Conference Set for June 22-24, 2011 in Washington, DC

The National Law Review wants to bring your attention to the following upcoming event(s): 

Building on our past successful FCPA conference series, marcus evans invites you to attend the 6th Anti-Corruption & FCPA Compliance Conference in Washington, DC, June 22-24, 2011, co-located with the Life Sciences Strategies for Anti-Corruption and Compliance Conference.  The event will bring together Government officials and industry leaders in FCPA, Anti-Corruption and Compliance to share best practices, strategies and tools on executing, monitoring and auditing a strong and effective anti-corruption / FCPA compliance program.

Now more than ever organizations need to pay close attention to their anti-corruption compliance programs and ensure robust internalcontrols are in place especially in countries with high corruption to ensure their business transactions are compliant with the FCPA as well as  global anti-corruption laws.

Hear From Leading FCPA Compliance and Anti-Corruption Experts Including:

Jay G. Martin, Vice President, Chief Compliance Officer, Senior Deputy General Counsel, Baker Hughes

C. David Morris, Senior Counsel International, Northrop Grumman Corporation

Melissa Chia, Executive Director, Morgan Stanley Investment Management

Debra Kuper, Vice President, General Counsel and Secretary, AGCO

Stephen Donovan, Chief Counsel, Global Compliance, International Paper Company

Why You Should Attend

1. Learn how to embrace a global anti-corruption compliance program
2. Analyze recent regulatory updates and proposals
3. Understand best practices in effective due diligence and management of third parties
4. Discover ways to monitor and disclose FCPA violations
5. Gain insights on how to tackle upcoming regulatory changes and how to best implement updated policies and procedures into your organization
6. Identify possible violations by examining recent enforcement against companies for committing corrupt practices

With a one-track focus, the 6th Anti-Corruption & FCPA Compliance Conference is a highly intensive, content-driven event that includes case studies, presentations and panel discussions over two full days. This conference targets industry leaders from a variety of top industries in order to provide an intimate atmosphere for both the delegates and speakers.

This is not a trade show; our FCPA conference series is targeted at a focused group of senior level executives to maintain an intimate atmosphere for the delegates and speakers. Since we are not a vendor driven conference, the higher level focus allows delegates to network with their industry peers.

marcus evans has requested CLE accreditation from all appropriate states. marcus evans certifies that this conference has been pre approved for CLE credits by the Pennsylvania, California and West Virginia State continuining legal education authorities and also approved for New Jersey and Colorado CLE credit via reciprocity.

 For more information on this conference or to get a complete list of speakers, sessions or past attendees, visit http://www.marcusevansch.com/NLR_FCPA.

Privacy Protection and Data Breaches: HR Tip of the Month

Recently posted at the National Law Review by Trent S. Dickey , David H. Ganz, and Jill Turner Lever  of Sills Cummis & Gross P.C.  – some important things for employers in New York and New Jersey to consider about identity theft of their employees’ information as well as their customers information:  

Identity theft is a major concern for employers who are routinely entrusted with private information of employees and customers, especially in the electronic age, where improper use of such data can have widespread ramifications.  According to the Federal Trade Commission (FTC), each year as many as 9 million Americans have their identities stolen. Is your company prepared to address a data breach?

Federal law and many state laws require employers to safeguard private information.  For instance, the Fair Credit Reporting Act requires companies to take appropriate measures to dispose of sensitive information derived from consumer reports.  If a company becomes aware of a data breach, the FTC also instructs it to immediately report the breach to the local police department, the local office of the FBI, or the U.S. Secret Service, and then to provide notice to individuals whose information was compromised to allow those individuals to take steps to mitigate the misuse of their personal information.  Many state laws also require that notice be provided upon discovery of a breach.

New Jersey has enacted the Identity Theft Prevention Act (ITPA), which requires any business that lawfully collects and maintains computerized records to disclose to the New Jersey State Police and to any New Jersey customer (broadly defined to include an individual who provides personal information to a business, including employees) when that customer’s personal information was or may have been accessed by an unauthorized person.  In the case of a large scale breach, businesses are also required to report to consumer reporting agencies.  In addition, the ITPA regulates the use of social security numbers as identifiers, prohibits the display and usage of social security numbers on printed materials except where required by law, and requires the destruction of records containing personal information when no longer needed.

Similarly, the New York State Information Security Breach and Notification Act requires companies who own or license computerized data to provide prompt notification following the discovery of a breach to any New York resident whose private information was, or may have been, acquired without authorization. The New York State Social Security Number Protection Law regulates the handling of social security numbers and requires covered persons and entities to provide safeguards “necessary or appropriate” to preclude unauthorized access to social security account numbers and to protect the confidentiality of such numbers.

Employers must be prepared to continuously protect information.  Best practices dictate that employers prepare guidelines for safeguarding private information.

This Alert has been prepared by Sills Cummis & Gross P.C. for informational purposes only and does not constitute advertising or solicitation and should not be used or taken as legal advice. Those seeking legal advice should contact a member of the Firm or legal counsel licensed in their state. Transmission of this information is not intended to create, and receipt does not constitute, an attorney-client relationship. Confidential information should not be sent to Sills Cummis & Gross without first communicating directly with a member of the Firm about establishing an attorney-client relationship.    

Copyright © 2011 Sills Cummis & Gross P.C. All rights reserved.

Apple's Expanding App Reach

Posted  yesterday by Sean S. Wooden and Karen J. Wade of Andrews Kurth LLP details of Apple’s changes to it’s purchase policy as it applies to publishers. 

On February 15, 2011, Apple unveiled its new application store subscription and content sale policy, which purports to apply to “publishers of content-based apps.” The new policy becomes effective on June 30, 2011, and, for the first time, enables iOS application (“app”) publishers to sell subscriptions through their apps (iOS is the operating system for Apple mobile devices). The new policy will apply to new and existing apps. Existing app publishers are being required to comply with the new policy by the effective date or risk having their apps removed from Apple’s application store. This new policy, consequently, presents a number of issues or problems for new and existing app publishers.

Among the many problems, the policy mandates that apps for publishers that sell content must include an in-app purchase option and may no longer contain links to external sites where content is sold. In other words, such apps must enable app purchasers to directly purchase or subscribe to the content through the app and may not direct purchasers to an external site for purchase. Moreover, publishers of such content-based apps are required to pay Apple 30% of all revenues, including subscription revenues, generated through the app. Previously, many publishers had paid this 30% only on the app download cost charged to customers (download costs were typically <$10). Now, if a purchaser signs up for a new subscription through an app, Apple will receive 30% of the revenue whether the subscription purchase is processed via a website or otherwise outside of the app. Moreover, any subscription offers made outside of the app must be no better than the subscription offers available through the in app purchase option.

Many app publishers may think that this policy does not apply to them because they do not offer “content” or subscriptions to “content” through their apps. However, the key determination to be made when evaluating whether an app is subject to the new policy is what is meant by “content” or the phrase “publisher of content-based apps.” While examples provided by Apple in connection with the release of their new policy revolved around publishers of content in a traditional sense, such as publishers of “magazines, newspapers, videos, music, etc.,” Apple has not provided a specific definition of content that is so limited. Moreover, an examination of Apple’s iOS developer agreement, which states that “apps utilizing a system other than the In-App Purchase API to purchase content, functionality or services in an app will be rejected,” indicates that the policy will not be limited to content apps in the traditional sense. Illustratively, a new app which would not have provided content per se (i.e., the Readability app, which would have provided a service enabling purchasers to remove advertisements and other elements from webpages, providing only pure-text) was rejected from the App store within days of the new policy announcement, providing a further indication that the policy may not be limited solely to content publishers.

The new policy has been met with resistance by various apps developers and publishers. A number of companies have publicly rejected the new policy and are exploring legal options in connection with fighting it. In addition, the FTC and the Justice Department are currently taking preliminary steps to investigate the new policy for possible anti-trust violations. Although, the true impact of this new policy will not be known until it actually goes into effect and Apple begins to enforce it, it is likely to affect all companies who publish or are considering publishing an app.

© 2011 Andrews Kurth LLP

Anti-Money Laundering Strategies and Compliance Conference May 9-11 New York, NY

Anti-money laundering officers, professionals, and in-house counsel should attend this conference to better understand the changing environment of the financial industry, learn how companies are adapting to these changes, and to identify new measures in which criminals are laundering money through the United States financial system. With technological advancements and the introduction of money laundering into new financial entities, it is important that anti-money laundering professionals and in-house counsel who oversee anti-money laundering compliance to stay abreast of current AML issues and best practices for preventing money laundering and suspicious activities from occurring in their organizations.

The Anti-Money Laundering conference is a highly intensive, content-driven event that includes case studies, presentations, and panel discussions over two full days. This conference targets industry leaders in AML, and Financial Compliance roles in order to provide an intimate atmosphere for both delegates and speakers.

key conference topics include:

Explore the Office of Foreign Assets Control Sanctions Program and updates to the Iranian Sanctions

  • Evaluate the increasing correlation between fraud and money laundering
  • Discuss potential risks that emerging technological products pose to the financial industry
  • Investigate the increase in money laundering through the US from Narcotics Trade and Human Trafficking

 Registration, Location & Details…..

  • May 9-11 Doubletree Metropolitan, New York City, NY, USA
  • To Register and for More information – please click here:

Evaluating Critical Regulatory Reforms to Facilitate Compliance and Effectively Manage Regulatory Risk in the Financial Industry May 9-10 NY, NY

The National Law Review would like to remind you of the upcoming conference in NYC May 9-10:  Evaluating Critical Regulatory Reforms to Facilitate Compliance and Effectively Manage Regulatory Risk in the Financial Industry This conference is geared towards C-Level Executives, EVPs, SVPs, VPs, and Directors involved in compliance, risk, audit, AML or regulatory policy. Hear from leading executives within the financial services industry on how to stay up-to-date and ensure compliance with regulatory reforms such as the Dodd-Frank Act and Basel III.

Attending this premier conference will give you the chance to address critical issues within the industry including new capital and liquidity requirements, economic consequences of new regulations and the restructuring of regulatory bodies. Conference attendees will gain practical knowledge on how to optimize their compliance and regulatory risk management programs.

Attending this conference will allow you to:

  • Examine critical regulatory reforms affecting the financial services industry, including the Dodd-Frank Act and Basel III
  • Address the impact of tighter regulation on the financial sector
  • Evaluate the people, process and technology required to facilitate compliance with regulatory reforms
  • Develop a long term approach to increasing operational efficiency in the compliance arena
  • Discuss best practices for regulatory compliance in the financial industry

The marcus evans Regulatory Risk Compliance conference is a highly intensive, content-driven event that includes presentations and panel discussions over two full days. This conference targets industry leaders in compliance, risk, audit, anti-money laundering, legal, regulatory policy, and general counsel roles in order to provide an intimate atmosphere for both delegates and speakers.

This is not a trade show; our Regulatory Risk Compliance Conference is targeted at a focused group of senior level executives to maintain an intimate atmosphere for the delegates and speakers. Since we are not a vendor driven conference, the higher level focus allows delegates to network with their industry peers.

Current Speakers Include:

  • HSBC North America
  • Wells Fargo Brokerage
  • UBS Wealth Management Americas
  • State Farm Bank
  • JP Morgan Chase
  • Bank of New York Mellon
  • The Northern Trust Company
  • Capital One Financial
  • Societe Generale

 

Registration, Location & Details…..

  • Doubletree Metropolitan Hotel, New York City, NY, USA 9-10 May 2011
  • For More Information and to Register – Please Click Here: