What you do when an important executive is alleged to have violated company policy says a lot about your compliance program.
“Claims About Executive Tested Uber Overhaul,” The Wall Street Journal, September 27, 2018 B3. Senior executive investigated; rather than being terminated, he received a formal warning (apparently, informal was not sufficient), his bonus was reduced Why do you give bonuses to people who violate company policy?), and was required to take sensitivity training.
This at a company that had a rather sordid history of sexual harassment.
How will Uber convince its remaining employees that this time it is serious? Do you believe them? Is this an effective compliance program under the Federal Sentencing Guidelines, assuming that’s the appropriate measure?
Where’s the Board? Do they care?