Fraud Presentation
Transcript: Lascelles Employees and Partners ' Presentation on Fraud Policy and Procedures What is ? Definition Definition Fraud is dishonestly obtaining a benefit, or causing a loss, by deception or other means. The term ‘fraud’ refers to an intentional act by one or more individuals involving the use of deception to obtain an unjust or illegal advantage. The key element of fraud is dishonesty. Outline of Presentation Outline Type of Fraud Prevention of Fraud Investigation Procedure Fraud Control Strategies Role of Management Disciplinary Actions Video Link Video Explanation https://youtu.be/KVm_pBy-aGk Types of Frauds Fraud Types Example 1 Example 1 Types of Frauds Asset misappropriation Theft of cash 1. 2. Disclosing confidential information to outside parties without authority for personal gain Example 4 Example 4 1. Accepting or seeking anything of material value from contractors, vendors or persons providing services/materials to the Credit Union. Exception: Gifts less than $5,000.00 in value. https://youtu.be/-otHohty-Lk Example 2 Example 2 Falsifying Claims 1. Falsifying Payrolls 2. 3. Forgery or alteration of cheques & bank drafts Example 3 Example 3 Overcharging for goods and services 1. misleading educational qualifications 2. Forgery or alteration of any account documents for the credit union 3. Prevention Prevention of FRAUD Upholding the standards of behavior detailed within the Code of Ethics & Business Conduct. a, Types Compliance with Laws and the policies and procedures b, c, Fraud Prevention Fraud Control Plans Managers and Supervisors d, Fraud Control Strategies Fraud Control EMPLOYMENT Employment Screening Pre-employment screening The Credit Union conducts pre-employment screening for all new employees and agents (see Screening under HR Policy). Perform risk-mitigating hiring practices such as: 1. Background checks 2. Reference checks 3. Thorough interviews Culture of Work Place Promote a culture that encourages ethical conduct and compliance with policies and procedures. 1. Mission statement 2. Code of conduct 3. Management sets the example EMPLOYMENT Internal Control Minimize opportunity with documented internal controls. 1. Detective internal controls 2. Transparency 3. Checks and balances 4. Segregation and rotation of duties 5. Authorizations 6. Mandatory Vacations Risk Factors to FRAUD Risk Factors Risk Factors Causing Fraudulent Activities • Living beyond means • Financial difficulties • Control issues, unwillingness to share duties • Unusually close association with vendor/customer • Wheeler-dealer attitude (someone who uses clever or slightly dishonest methods to get advantages from a lot of situations at the same time, especially in business or politics) • Divorce/family problems • Irritability, suspiciousness, or defensiveness • Refusal to take vacations • Past employment-related problems • Complained about inadequate pay • Past legal problems • Instability in life circumstances • Excessive family/peer pressure for success • Complained about lack of authority Investigations Your Responsibility An investigation of fraudulent activity will be undertaken by appropriately qualified parties depending on the matter and the content of the disclosure. The aim of the investigation of the fraudulent activity is to substantiate or refute the claims. If you see or suspect any fraudulent activity, you must report it immediately to your Supervisor or Risk & Compliance Officer or the General Manager. Where this is not appropriate or you wish to remain anonymous, you may use the procedures outline in the Whistleblower Policy. Continuation Fraud by Non-Credit Union Employee Investigations Suspicious Activity: Any suspicious activity shall be reported to the Manager of the Credit Union who will then inform the Board and the Supervisory Committee. Employees will take extra precautions to gather and preserve any evidence for investigative purposes. Any future transactions with the suspected party shall be conducted very cautiously. Non Credit Union Employee Credit Union Employees Notification Notification of Interested Parties: The Supervisory Committee will ensure that the proper persons are contacted. If the evidence is not sufficient to clearly implicate the dishonest person, the Supervisory Committee and the General Manager of the Credit Union shall consider additional controls or job duty changes to discourage opportunities. Such changes may be made without the employee's knowledge. If the evidence is sufficient to clearly implicate the dishonest person, the Supervisory Committee, and Board of Directors will seek legal counsel's advice on dismissing the employee. The Supervisory Committee will seek legal counsel's advice on reporting the loss to proper authorities. The decision may be based on dollar amount and the evidence. If an investigation results in a recommendation to terminate an individual, the recommendation will be reviewed for approval by the Board and legal counsel. Other Disciplinary