The Network's President Interviewed on CNNfn

Host: Law enforcement authorities have received thousands of tips from hotlines they set up in the sniper case. Hotlines, of course, can also be used in far less serious situations, even for companies. One of the biggest deterrents to corporate fraud, for example, is the ability of companies to implement efficient and successful procedures for reporting such crimes. That is where the services of our Maverick of the Morning come into play. He is Ed Stamper, the CEO of The Network, and he joins us to explain how The Network works.

Stamper: Thank you. The Network provides employee and customer feedback programs for companies, helping them address critical areas - workplace ethics, safety, quality and service. We started 20 years ago with what, at the time, was a unique approach to combating fraud and building an ethical workplace. And that approach was to involve employees. It's really a two-pronged attack. One is to improve employee feedback, and to achieve that, The Network established the first third-party employee hotline program, made available to businesses and their employees. The purpose being to offer employees an anonymous option if they feel uncomfortable coming forward in normal reporting channels. The second part of the equation is an effective awareness program to make employees aware of the company standards of conduct, to help them understand the types of activities that can create problems for companies, and most importantly, to communicate to them what they should do if they have a concern.

Host: Ed, so how many major companies are using your services, and exactly how does it work? You set up an 800 number for the employees?

Stamper: Absolutely. We have over 1,000 of America's largest companies using our services today, which is quite a change over the last 20 years. We work with those companies to identify what their needs are, and what they are doing from a reporting standpoint today to evaluate where they might need to improve. Typically the company would make the decision that they feel it is important to offer their employees that option.

Host: Ed, in the past I would imagine lots of the calls might be about workplace issues such as harassment. In these days I would think you might be getting more calls about improper accounting, financial fraud. Is that the case?

Stamper: Absolutely. You know, Post-Enron, it has really changed the level of awareness in the country and the recognition of how serious those problems can be. We've had a much greater level of interest on the part of both the business community and interest and comments on the part of employees.

Host: Ed, how much does this cost for a company? The set up?

Stamper: It is extremely inexpensive. Companies typically invest somewhere between one and five dollars per employee a year. It's a small price relative to the exposure that's reduced.

Guest Host: Ed, how does an employee in a normal course of being an employee separate employee feedback from quote/unquote whistle-blowing? Is it strictly a case of anonymity that the employee wants?

Stamper: Well, I don't know that you really separate it. I think it comes back to, does the employee internalize the problem? Do they feel that it's a significant enough problem that they want to speak up? I think that what's happened in the last 12 months, there's a marked difference in employee perception of what's a significant issue. And the idea that if someone reports malfeasance in the workplace, are they a whistle-blower, or are they a hero? I surmise that they're a hero.

Host: Ed Stamper, thanks a lot for joining us.

Stamper: Thanks for having me.