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You make sure contractors in your global supply chain keep private data secure. You take pains to ensure third party corruption compliance. You may even require suppliers to adopt social and environmental standards. But have you addressed slavery?

There are more slaves today than at the height of the transatlantic slave trade over 300 years ago and they could be working in your supply chain. Here's how you can root it out.

The past year was a mixed bag for corporate compliance. In 2015, we saw major compliance scandals, like the Volkswagen emissions fraud, and the continued fallout from the GM recall, not Just for General Motors, but for its in-house legal team. The year also saw the continued rise of compliance professionals and a re-commitment by the Department of Justice to vigorously pursue compliance enforcement.

But enough about 2015. What lies ahead in corporate compliance?

While you're slaving away in the legal department, reviewing corporate contracts, company greeting cards, and H.R. policies, half of the company is streaming cat videos and shopping on Amazon. That is, if they're anything like the average American. A new survey shows that half of all Americans use work Internet for personal use.

But does it matter?

A third of all in-house counsel report that their companies have suffered a data breach, according to a new survey released by the Association of Corporate Counsel. The larger the company was, the more likely it was to experience a breach. The most common causes were employee error and "inside jobs."

But, perhaps because of the high rate of data breaches, many companies are now taking greater steps to protect themselves and their data, though gaps in protection remain.

If you don't already work for a corporate Goliath, you may soon. From health care to tech to hospitality, corporate mergers and acquisitions are skyrocketing. They'll soon outpace the $4.6 trillion record set in 2007, the Los Angeles Times reports.

But when two companies merge, what happens to their in-house attorneys?

Your company is growing and the legal department needs to expand to keep pace. Or perhaps you’re one of the 20 percent of in-house lawyers who work solo and it’s time you got some company. Whatever the case, you’re looking to hire.

But finding the right candidate takes more than just posting a listing on a recruiting website. Here are some tips to help guide you through the process.

It was one of the biggest product defects ever, a faulty ignition switch in General Motors cars which lead to at least 124 deaths. GM settled a federal investigation over the switches last month for $900 million. Shutting down a series of private lawsuits cost the carmaker another $575 million -- relatively small amounts compared to what might be in store for automakers like Volkswagen.

But if GM and its executives are getting off light, the company's in-house counsel aren't coming away unscathed. If there's one clear lesson to come out of GM's deadly fiasco, it's that in-house attorneys can't ignore problems and have a duty to report issues up the food chain.

If you started your legal career in a foreign country like China, France, or Texas, the New York courts are contemplating a rule change that could make your life a bit easier. The Empire State is considering an amendment to the Rules of the Court of Appeals that would permit foreign lawyers to register as in-house counsel.

Under the change, foreign attorneys would not have to be admitted to the New York bar to work in-house, so long as they are a member in good standing of a foreign legal jurisdiction. The switch would put them on equal footing with their American-barred colleagues.

It's no secret that in-house lawyers are motivated by more than just cold hard cash -- though that helps, too. Many lawyers seek out in-house positions even though they could make more in big firms or their own practices. It's the desire for work-life balance, an interest in business, or a yearning for greater variety that brings them to corporate legal departments.

Those non-monetary motivations don't disappear once in-house attorneys land a job. The desires for status, certainty, autonomy, relatedness, and fairness can all be used to help in-house teams achieve goals. It's basic neuroscience.

When it comes to international business, the arm of anti-bribery and corruption laws is long, reaching transactions across the world. And the arms of the law are growing more numerous. It's no longer just America's Foreign Corrupt Practices Act that companies have to worry about. Canada and Brazil both have strong anti-bribery laws, while the U.K.'s Bribery Act is stricter than that of any other country. Companies don't need to just worry about themselves, either. Third-parties can open up corporate actors to liability for bribery and corruption violations.

No wonder many companies rank auditing third parties as their number one challenge. A recent survey by KPMG highlights those challenges, showing where companies are falling short in their international anti-bribery and corruption compliance efforts.