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Corporate Standards & Expectations test for RW

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Corporate standards & expectations manual

You can hover over the circles below to view an abbreviated version of the Corporate Standards & Expectations.

Click the image above to view the entire Corporate Standards & Expectations Manual.

If you have questions on any of the standards or expectations, please feel free to reach out to the BBNC Compliance Department at compliance.bbnc.net.

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information technology 

Department Head: RC Woodson, Vice President of IT & Chief Information Officer

Enterprise-wide Policies

Corporate Expectations

  • Ensure adequate and appropriate data privacy and security to protect against unauthorized disclosure.
  • Manage various IT networks
  • Provide technical support and assistance to employees
  • Support and advise on IT applicable development
  • Provide strategic innovation and support to leadership
  • Develop, implement, test and periodically update a disaster recovery business continuity plan, including identification of when to escalate to Corporate

Corporate Resources and Support

  • Quarterly conference calls
  • IT Strategic Planning
  • Infrastructure Planning and Management
  • Individual assistance requests to BBNC CIO

Records Management 

Department Head: Nellie Phillips, Records & Information Manager

Enterprise-wide Policies

Corporate Expectations

  • Develop, implement, and maintain a Records and Information (RIM) Policy in alignment with ISO 15489-1, ISO 30301 and relevant industry-specific standards
  • With the approval of the BBNC Records and Information Manager, destroy inactive records that have met the document retention period, as prescribed in the Records Retention Schedule, and are not subject to a document hold

Enterprise-wide Resources

  • OpenText: Hard Copy and Electronic Records Management System

Corporate Resources and Support

  • Support the creation and management of a records and information management program
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Accounting 

Policies

Standards, procedures and written controls help to prevent and detect unethical conduct.

Best Practices

  • Create one central, cross-functional repository for policies, procedures, guidelines, etc.
  • Communicate new and revised policies to applicable parties (employees, independent contractors, vendors, etc.)
  • Implement and distribute a policy development process
  • Share the BBNC Code of Ethics and Business Conduct

Governing Authority

Board of Directors
Executive Leadership  

A Compliance and Ethics Program Structure creates various levels of oversight by knowledgeable individuals to ensure that applicable policies and written standards of control are followed.

Best Practices

  • Define the scope of your industry-specific, risk-based compliance program
  • Document your Compliance & Ethics Program strategic plan and obtain leadership approval
  • Identify dedicated compliance personnel or personnel who accomplish Compliance & Ethics Program functions
  • Create a compliance and ethics budget

Standards & Expectations  

Accounting  
Administration  
Communications
Compliance  
Education on relevant laws, regulations, and policies so that expected conduct in the workplace reduces the probability of unethical conduct.

Best Practices

Training:
  • Offer training in multiple formats (electronic, live, interactive)
  • Track training completion
  • Measure employee satisfaction with training
  • Document the effectiveness of training (i.e., is there a reduction in risk because people are trained)
Education (Content):
  • Complete Annual Compliance & Ethics Training
  • Identify and complete industry-specific training (mandated by industry, regulations or legislation)
  • Identify and complete training that supports employee development and aligns with strategic goals
  • Provide training on new and revised policies, as requested or needed
Communication:
  • Communicate compliance events (policies, training, initiatives, industry changes)
  • Offer communication in multiple formats (email, website, intranet, newsletter)

Corporate Development

Education Foundation 
Finance & Treasury  
Human Resources  
Information Technology  
Land and Natural Resources 
Legal

Culture of Integrity

Duty to ensure that senior leadership models and rewards high ethical behavior by delegating authority, hiring, and promoting others with a proven record of high character.

Best Practices

  • Send Executive and Senior Leadership to the Annual Leadership & Compliance Conference
  • Promote a Speak Up, Speak Out culture
  • Reinforce the importance of compliance and ethics and obtain leadership support
  • Define specific compliance and ethics expectations
  • Assess employee perception of culture using culture surveys
  • Work with key stakeholders to remediate cultural issues

Operations

Records & Information Management  
Risk / Safety / Internal Audit  
Shareholder & Corporate Relations  
Shareholder Development  
Tax   

Monitoring, Auditing & Reporting

Continuous and routine review of business activity allows issues to be identified early on and remedied quickly. Open lines of communication increase early detection of issues and help identify areas or topics that require additional monitoring or education.

Best Practices

Monitoring:
  • Conduct wellness checks (via telephone, video call, or live) to promote a culture of integrity and appreciate employees who demonstrate ethical behavior
  • Maintain a database of applicable laws and regulations and track changes, as needed
  • If red flags appear, report the issue using the established reporting mechanism
Auditing:
  • Collaborate with the Internal Audit function to ensure that the compliance program meets industry standards
Reporting:
  • Maintain an anonymous hotline for employees to report misconduct
  • Create multiple channels for employees to report misconduct
  • Communicate the importance of speaking up and protections (i.e., no retaliation, anonymous reporting) for employees who report misconduct
  • Solicit employee feedback regarding reporting mechanisms