The explosive growth of corporate sustainability programs truly affirms the prominence, if not centrality, that many of these programs have within multinational producers across a wide variety of industries.
We have summarized the results of the compliance studies of the past 12 months and summarized the results in this post. Find out how you measure up against the benchmark.
We are very pleased to present you the latest edition of our Global Overview of Anti-Bribery Laws Handbook, updated with detailed information about key legislative and enforcement activity in the anti-bribery and corruption sphere.
The uncertainty among producers within the waste diversion industry in Canada over the coming change from an industry-funded organization fee-based model to an individual producer responsibility regime for “brand holders” has principally focused upon those various regulated waste streams at the centre of mandatory diversion.
We are, no doubt, entering a golden age of sustainability in the apparel and footwear industries. One trend afoot is the novel use of agricultural inputs in footwear and apparel, such as a corn-derived shoe sole. An interesting product which will, no doubt, capture market interest.
Environment Canada’s Chemical Management Plan continues its assessment of current substances in Canada with a substantial new mandatory reporting obligation for importers and users of approximately 1500 chemicals.
Transparency International has launched its latest 2016 Corruption Perception Index. China’s ranking continues to improve, moving up by four places from last year’s rank of 83 to a rank this year of 79. Find out more about the other highlights.
Baker McKenzie has created a one of its kind Anti-Corruption Risk-Map. The risk maps provide information on primary anti-corruption legislation and enforcement agencies, offences, defences and penalties in 55 countries.
Environment Canada has published its proposed risk management measures for embattled Triclosan
An Ontario court held that the employer did not have sufficient cause for dismissing an employee on the basis of his pending criminal charges and allegations by another employee of potentially related conduct, where the employer had failed to carry out a proper investigation into the matter.