GHL » Topics » Employee misconduct could harm Greenhill and is difficult to detect and deter

These excerpts taken from the GHL 10-K filed Feb 26, 2009.
Employee misconduct could harm Greenhill and is difficult to detect and deter
 
There have been a number of highly publicized cases involving fraud or other misconduct by employees in the financial services industry in recent years and we run the risk that employee misconduct could occur at our company. For example, misconduct by employees could involve the improper use or disclosure of confidential information, which could result in regulatory sanctions and serious reputational or financial harm. Our financial advisory business often requires that we deal with client confidences of the greatest significance to our clients, improper use of which may have a material adverse impact on our clients. Any breach of our clients’ confidences as a result of employee misconduct may impair our ability to attract and retain advisory clients. It is not always possible to deter employee misconduct and the precautions we take to detect and prevent this activity may not be effective in all cases.


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Employee misconduct could harm Greenhill and is difficult to detect and deter
 
There have been a number of highly publicized cases involving fraud or other misconduct by employees in the financial services industry in recent years and we run the risk that employee misconduct could occur at our company. For example, misconduct by employees could involve the improper use or disclosure of confidential information, which could result in regulatory sanctions and serious reputational or financial harm. Our financial advisory business often requires that we deal with client confidences of the greatest significance to our clients, improper use of which may have a material adverse impact on our clients. Any breach of our clients’ confidences as a result of employee misconduct may impair our ability to attract and retain advisory clients. It is not always possible to deter employee misconduct and the precautions we take to detect and prevent this activity may not be effective in all cases.


12


Table of Contents

Employee misconduct could harm Greenhill and is difficult to detect and deter
 
There have been a number of highly publicized cases involving fraud or other misconduct by employees in the financial services industry in recent years and we run the risk that employee misconduct could occur at our company. For example, misconduct by employees could involve the improper use or disclosure of confidential information, which could result in regulatory sanctions and serious reputational or financial harm. Our financial advisory business often requires that we deal with client confidences of the greatest significance to our clients, improper use of which may have a material adverse impact on our clients. Any breach of our clients’ confidences as a result of employee misconduct may impair our ability to attract and retain advisory clients. It is not always possible to deter employee misconduct and the precautions we take to detect and prevent this activity may not be effective in all cases.


12


Table of Contents

Employee
misconduct could harm Greenhill and is difficult to detect and
deter



 



There have been a number of highly publicized cases involving
fraud or other misconduct by employees in the financial services
industry in recent years and we run the risk that employee
misconduct could occur at our company. For example, misconduct
by employees could involve the improper use or disclosure of
confidential information, which could result in regulatory
sanctions and serious reputational or financial harm. Our
financial advisory business often requires that we deal with
client confidences of the greatest significance to our clients,
improper use of which may have a material adverse impact on our
clients. Any breach of our clients’ confidences as a result
of employee misconduct may impair our ability to attract and
retain advisory clients. It is not always possible to deter
employee misconduct and the precautions we take to detect and
prevent this activity may not be effective in all cases.





12





Table of Contents







Employee
misconduct could harm Greenhill and is difficult to detect and
deter



 



There have been a number of highly publicized cases involving
fraud or other misconduct by employees in the financial services
industry in recent years and we run the risk that employee
misconduct could occur at our company. For example, misconduct
by employees could involve the improper use or disclosure of
confidential information, which could result in regulatory
sanctions and serious reputational or financial harm. Our
financial advisory business often requires that we deal with
client confidences of the greatest significance to our clients,
improper use of which may have a material adverse impact on our
clients. Any breach of our clients’ confidences as a result
of employee misconduct may impair our ability to attract and
retain advisory clients. It is not always possible to deter
employee misconduct and the precautions we take to detect and
prevent this activity may not be effective in all cases.





12





Table of Contents







Employee
misconduct could harm Greenhill and is difficult to detect and
deter



 



There have been a number of highly publicized cases involving
fraud or other misconduct by employees in the financial services
industry in recent years and we run the risk that employee
misconduct could occur at our company. For example, misconduct
by employees could involve the improper use or disclosure of
confidential information, which could result in regulatory
sanctions and serious reputational or financial harm. Our
financial advisory business often requires that we deal with
client confidences of the greatest significance to our clients,
improper use of which may have a material adverse impact on our
clients. Any breach of our clients’ confidences as a result
of employee misconduct may impair our ability to attract and
retain advisory clients. It is not always possible to deter
employee misconduct and the precautions we take to detect and
prevent this activity may not be effective in all cases.





12





Table of Contents







This excerpt taken from the GHL 10-K filed Mar 11, 2005.

  Employee misconduct could harm Greenhill and is difficult to detect and deter

     There have been a number of highly publicized cases involving fraud or other misconduct by employees in the financial services industry in recent years and we run the risk that employee misconduct could occur at our company. For example, misconduct by employees could involve the improper use or disclosure of confidential information, which could result in regulatory sanctions and serious reputational or financial harm. Our advisory business often requires that we deal with client confidences of the greatest significance to our clients, improper use of which may have a material adverse impact on our clients. Any breach of our clients’ confidences as a result of employee misconduct may impair our ability to attract and retain advisory clients. It is not always possible to deter employee misconduct and the precautions we take to detect and prevent this activity may not be effective in all cases.

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