For all personnel (7.2.2.1), procedures ensure that: terms of employment require compliance with the policy and system and permit disciplinary action for non-compliance; new staff are given the policy, or access to it, and are trained on it within a reasonable period after joining; disciplinary action is available against anyone who breaches the policy or system; no one suffers retaliation, discrimination or disciplinary action (for example threats, isolation, demotion, obstruction of promotion, transfer, dismissal, bullying, victimization or other harassment) because they refused to take part in an activity they reasonably believed carried a bribery risk above low that had not been mitigated, or because they raised, in good faith or on reasonable belief, attempted, actual or suspected bribery or breaches, unless they themselves participated; and staff understand that they must report actual and potential conflicts of interest. For positions whose bribery risk is above low, and for the anti-bribery function (7.2.2.2), procedures provide for: due diligence before a person is hired, transferred or promoted, to judge whether they are suitable and likely to comply; review at planned intervals of bonuses, performance targets and other incentives, to check there are safeguards so they do not encourage bribery; and declarations confirming compliance with the policy and the system, from those staff, from top management and from the governing body, at intervals proportionate to the risk.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.