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Misconduct

Misconduct denotes intentional or deliberate violation of established laws, ethical standards, or duties, often by individuals in positions of , encompassing mismanagement, , or to fulfill obligations that undermine or harm others. It typically arises in , governmental, or institutional settings where is paramount, distinguishing it from mere by requiring willful intent or gross disregard for rules. Common forms include workplace infractions such as , , , falsification of records, and , categorized broadly as minor (e.g., ), serious (e.g., ), or gross (e.g., or policy breaches warranting immediate dismissal). In specialized contexts, it extends to official misconduct like or neglect of duty in , and research misconduct involving in or . Prevalence varies by sector, with screening data indicating warning signs in approximately 4.8% of candidates and self-reported encounters with unethical behavior affecting nearly one in five patients, though underreporting remains a persistent challenge due to institutional incentives and fear of reprisal. Consequences range from disciplinary actions like warnings or for lesser offenses to summary termination, civil lawsuits, criminal penalties, fines, or professional license revocation for severe cases, often eroding organizational and incurring substantial financial or reputational costs. Effective mitigation relies on clear policies, vigilant oversight, and cultural emphasis on , as unchecked misconduct can perpetuate systemic failures across professions.

Definition and Frameworks

Core Definition and Distinctions

Misconduct constitutes wrongful, improper, or unlawful behavior, often characterized by intentional wrongdoing or a deliberate violation of established laws, standards, or duties. In legal contexts, it typically encompasses acts motivated by premeditation, recklessness, or knowing disregard of risks, distinguishing it from mere errors or oversights. For instance, in employment law, misconduct involves a material breach of an employee's obligations through deliberate acts or omissions, such as theft, insubordination, or falsification of records. A key distinction lies between misconduct and : the former implies willfulness or , whereas stems from unintentional failure to exercise reasonable care, lacking the deliberate element. In tort law, this aligns with contrasts to (improper execution of a lawful , often negligent) and malfeasance (affirmative illegal acts with to harm). Gross misconduct elevates this further, involving severe breaches like criminal acts tied to one's role, potentially justifying immediate termination without notice. Misconduct also divides into legal and ethical dimensions: legal misconduct violates statutes or regulations, carrying criminal or civil penalties, while ethical misconduct breaches professional codes without necessarily infringing , such as a lawyer's failure to uphold candor or under rules like ABA Model Rule 8.4. Ethical breaches emphasize or deceit, enforceable through disciplinary bodies rather than courts alone. These categories overlap, as ethical lapses can underpin legal claims, but ethical standards often exceed legal minima to preserve trust in professions.

Legal and Ethical Dimensions

Legal misconduct generally involves intentional or deliberate violations of laws, regulations, or enforceable professional standards, often carrying penalties such as fines, imprisonment, or professional sanctions. In legal dictionaries, it is defined as "intentional or wanton wrongful but usually not criminal behavior," encompassing acts like deliberate breaches of conduct standards by professionals such as lawyers or judges. For example, under U.S. employment law frameworks, misconduct includes "a deliberate act or omission by a worker which constitutes a material breach of the duties and obligations arising out of such work." Gross misconduct elevates this to criminal acts connected to work, requiring a criminal conviction for validation, as specified in Washington state law. Notable cases illustrate legal ramifications: , such as withholding from defendants, violates and has led to overturned convictions in federal courts. , including improper directives to subordinates or prejudicial rulings, has resulted in censures or removals; for instance, a judge was censured in 2007 for ordering magistrates to set excessive bonds without legal basis. In civil contexts, involving willful violations of rights can bar certain remedies under state laws like Arizona's, limiting recovery to non-intentional harms. Ethical dimensions of misconduct extend beyond legal boundaries to breaches of moral principles, professional codes, and duties of , often enforced through self-regulatory bodies rather than courts. Professional codes explicitly prohibit such conduct; the American Bar Association's Model Rule 8.4 deems it misconduct for a to violate ethical rules or knowingly assist others in doing so, covering acts like or . Similarly, the CFA Institute's Code of and Standards includes Standard I(D) on misconduct, requiring members to maintain personal and avoid actions discrediting the profession, even if not illegal. These frameworks emphasize virtues like , , and avoidance of conflicts, with violations addressed via disciplinary proceedings rather than criminal prosecution. The key distinction between legal and ethical misconduct lies in enforceability and scope: legal violations demand proof of or statutory under codified , potentially leading to state-imposed penalties, while ethical lapses hinge on or norms that may lack legal force absent tangible damage. For instance, an attorney's failure to timely file a claim might ethical duties without constituting if no client occurs, whereas ethical standards probe broader and systemic fairness. Overlaps exist, as severe ethical es can trigger legal scrutiny, but ethical inquiries often encompass subtler failures like or not rising to illegality, reflecting a commitment to over mere compliance.

Primary Classifications

Workplace and Employee Misconduct

Workplace and employee misconduct encompasses deliberate or negligent actions by employees that contravene employer policies, , or applicable laws, often resulting in operational disruptions, financial losses, or harm to others. These behaviors differ from mere performance deficiencies by involving intentional violations, such as breaches of or protocols, and are typically addressed through disciplinary processes ranging from warnings to dismissal. Gross misconduct, including or , justifies summary termination without in many jurisdictions. Common forms include or , where employees misappropriate resources; sexual or other , involving unwelcome advances or discriminatory conduct; insubordination or abuse of authority, such as refusing lawful orders or exploiting positions for personal gain; falsification of records; violations of health and safety protocols; on premises; and misuse of company equipment or property. Frequent or lateness, while sometimes classified as minor, escalates to misconduct when habitual and unjustified. Prevalence data indicate significant incidence: in 2024, screening of candidates revealed misconduct indicators in 1 in 20 cases, with online and intolerance most flagged; the U.S. (EEOC) received over 88,000 charges, many tied to misconduct. affected 32.3% of U.S. adults, equating to roughly 52.2 million workers when extrapolated to the employed population. High-profile examples include cases of executive leading to multimillion-dollar losses or retail employees damaging inventory through , often uncovered via internal audits or whistleblower reports. Legally, consequences extend beyond termination to civil liabilities, such as EEOC-enforced remedies totaling nearly $700 million in 2024 for victims, or criminal charges for severe acts like on-the-job . Employers may face lawsuits if failing to address patterns, underscoring the need for documented investigations.

Professional and Sector-Specific Misconduct

Professional misconduct encompasses behaviors by licensed or certified that sector-specific ethical codes, regulatory standards, or professional oaths, often resulting in to clients, patients, or . These violations differ from general infractions by invoking specialized oversight bodies, such as boards or securities regulators, which impose sanctions like license revocation or fines based on demonstrable incompetence, , or . In healthcare, examples include gross incompetence in , with patients, fraudulent billing, or conflicts of interest in treatment recommendations. Such actions undermine and erode institutional credibility, with disciplinary processes varying widely by jurisdiction due to inconsistent enforcement thresholds. In the healthcare sector, state medical boards issued 6,601 disciplinary actions against 3,023 physicians in 2024, covering offenses from to substandard care. The rate of serious actions, such as license revocations or suspensions, averaged 0.81 per 1,000 licensees from 2021 to 2023, marking a 12% decline from prior periods and highlighting variations across states, with at 1.74 per 1,000 and lower rates in states like . These figures suggest under-detection or lenient , as boards infrequently address emerging issues like disseminating unverified medical claims, which accounted for less than 1% of actions in major states. Financial sector misconduct typically involves violations of securities laws, including insider trading, manipulative disclosures, or inadequate internal controls over reporting. The U.S. Securities and Exchange Commission (SEC) initiated 583 enforcement actions in fiscal year 2024, securing $8.2 billion in remedies—the highest annual total recorded—targeting fraud in areas like financial misstatements and advisory conflicts. Cases often stem from failures in oversight, such as unverified subsidiary cash balances or unauthorized asset conversions by advisers, underscoring how incentive structures can prioritize short-term gains over compliance. In and , misconduct primarily manifests as falsification (altering data), fabrication (inventing results), or , driven by pressures and career advancement metrics. Over research papers were retracted in due to such issues, with a global revealing 25,710 retraction cases linked to misconduct out of 31,003 total retractions analyzed. High-profile incidents, like those involving fabricated datasets in or biomedical fields, have led to institutional investigations and halts, yet systemic under persists, as retractions represent only detected cases amid widespread incentives for selective . Other sectors exhibit analogous patterns: in , bar associations for ethical breaches like client fund ; in , failures to adhere to standards have precipitated disasters, prompting professional society reviews. Across domains, low rates relative to violation indicate challenges in and deterrence, often compounded by resource constraints in regulatory bodies.

Public Sector and Institutional Misconduct

Public sector misconduct involves actions by government employees, elected officials, or agencies that violate legal, , or procedural standards, such as , , abuse of authority, or deliberate neglect of duties, often exploiting taxpayer-funded resources or authority for personal gain. Institutional misconduct extends to systemic patterns within bodies, including cover-ups, , or failures in oversight that enable individual wrongdoing to persist. These differ from misconduct by their direct impact on democratic and , as roles carry duties to citizens rather than shareholders. In the United States federal government, disciplinary actions for misconduct remain limited relative to workforce size. In 2016, agencies imposed 10,249 suspensions, 7,411 removals, and 114 demotions, affecting fewer than 1 percent of employees annually, according to data compiled by of Personnel Management (OPM). Weaknesses in OPM's tracking, including incomplete reporting of reasons for actions, hinder comprehensive analysis of trends. By 2020, agencies generally followed protocols for compiling misconduct data but varied in reporting completeness to the Merit Systems Protection Board. Law enforcement agencies exhibit notable misconduct rates, encompassing excessive force, false arrests, theft, sexual abuse, and deliberate indifference to rights. The Department of Justice's Civil Rights Division investigates such cases, with patterns often revealed through pattern-or-practice probes. From 2018 to 2023, the National Law Enforcement Accountability Database (NLEAD) documented 4,790 incidents involving 4,011 federal officers, including uses of force and other violations, though the database faced criticism for incomplete participation by agencies. Racial disparities persist in encounters, with 4 percent of Black individuals reporting misconduct in recent police contacts compared to lower rates among other groups. In 2021, the Government Accountability Office noted inconsistent publication of excessive force data by the DOJ, impeding national oversight. Corruption within public sectors frequently involves and officials. An analysis of U.S. cases identified over 800 instances implicating personnel, alongside civil servants in schemes like fraud, , and . Prosecutions averaged 8.2 official cases per 10 million people in 2025, with 31 convictions reported that month by the Justice Department. High-level schemes, such as misappropriation in public , cost billions annually, with 20 percent of analyzed cases involving fund diversion. Statutes like official misconduct laws impose penalties for intentional benefit-seeking or harm via public office. The (FBI) has faced scrutiny for internal misconduct, including and mishandling of complaints. A 2024 congressional by Sen. revealed persistent issues, with the agency accused of self-protection over accountability, as internal reviews often resulted in no action or light penalties. Such patterns echo broader institutional challenges, where agencies like the Department of Homeland Security vary in discipline rates across components, with most allegations ending in informal resolutions rather than formal sanctions. These incidents erode institutional legitimacy, as hinges on impartial enforcement; empirical data from reports and DOJ trackers underscore underreporting and lenient outcomes as recurring causal factors, independent of political narratives in coverage.

Underlying Causes

Individual-Level Drivers

Moral disengagement, a cognitive process identified by psychologist , enables individuals to bypass self-regulatory moral standards, facilitating unethical actions without self-condemnation through mechanisms such as moral justification (framing harmful acts as serving a greater good), euphemistic labeling (using sanitized language for misconduct), and advantageous comparison (contrasting one's behavior against worse alternatives). This process correlates positively with workplace misconduct, as evidenced by a of 95 studies showing moral disengagement's role in increasing deviant behaviors like and while reducing organizational citizenship behaviors. Empirical research further indicates that individuals employing experience diminished guilt post-misconduct, perpetuating cycles of ethical lapses without emotional exhaustion that might otherwise deter repetition. Personality traits within the —, , and —strongly predict engagement in misconduct, characterized by exploitative tendencies, lack of , and manipulative strategies that prioritize personal gain over collective norms. , driven by and , often rationalize self-serving violations as deserved, while Machiavellians view deceit as pragmatic for advancement, and exhibit callous disregard for consequences, leading to higher incidences of , , and in settings. Studies link these traits to a propensity for high-stakes and counterproductive work behaviors, with particularly associated with repeated ethical breaches due to impaired . Additional individual factors include low and heightened , where immediate personal rewards outweigh long-term ethical costs, often amplified by or of that prompts preemptive unethical shortcuts to avert perceived threats. Behavioral experiments demonstrate that individuals with weaker inhibition engage more readily in ordinary unethical acts, such as minor , when situational pressures align with internal motivations, underscoring how deficient self-regulation erodes moral restraint. These drivers operate independently of external influences, rooted in intrinsic psychological vulnerabilities that empirical models consistently identify as precursors to misconduct across contexts.

Systemic and Environmental Factors

Systemic factors contributing to misconduct often stem from organizational structures that prioritize short-term gains over ethical , such as misaligned systems that reward aggressive metrics. Empirical indicates that tournament-style incentives, where executives compete for promotions based on relative , increase the likelihood of fraudulent to inflate results and secure advantages. Similarly, equity-based compensation for top teams heightens fraud risk when multiple executives hold significant stock options tied to financial outcomes, as this creates collective pressure to manipulate . Unrestricted stockholdings in fraud-prone firms further amplify these incentives, serving as a primary motivator for executives to overlook ethical boundaries. Organizational culture plays a central role in fostering or mitigating misconduct, with toxic environments characterized by high pressure and low ethical norms correlating with elevated rates of unethical pro-organizational behavior. Studies demonstrate that job strain, exacerbated by unrealistic targets, prompts employees to engage in deviance when coworker support is insufficient, as individuals rationalize actions to meet demands. A review of culture impacts reveals that deviant behaviors thrive in settings with weak ethical climates, where norms tolerate or encourage rule-breaking to achieve collective goals. Peer-reviewed analyses of ethical emphasize that pervasive lapses occur when fails to embed into decision-making processes, allowing survival-oriented values to legitimize questionable practices during crises. Environmental pressures, including regulatory gaps and industry-wide norms, compound these risks by enabling undetected noncompliance. Organizational misconduct research highlights how structural factors like inadequate internal controls and mechanisms fail to deter violations, with linking weak to persistent . In high-stakes sectors, target pressure cultures—where employees face relentless goal-setting—have been shown through natural experiments to precipitate scandals, as individuals prioritize outcomes over propriety. Broader systemic reviews underscore that distorted information flows and limited regulatory oversight allow misconduct to proliferate, particularly when firms exploit ambiguities in enforcement. These factors interact causally, where cultural tolerance for pressure reinforces incentive-driven behaviors absent robust external checks.

Consequences and Ramifications

Personal and Professional Outcomes

Misconduct often results in immediate repercussions, including and revocation of professional licenses or certifications. In cases of research misconduct, for instance, perpetrators face career-ending consequences such as retractions of publications, loss of funding eligibility, and exclusion from or scientific roles, with empirical analyses showing that most retractions stem from intentional misconduct leading to damaged trajectories. Workplace ethical violations similarly trigger dismissal, with screening data indicating that approximately 1 in 20 job candidates in 2024 exhibited prior misconduct flags, such as or intolerance, hindering future hiring prospects. Longer-term professional fallout includes within industries and diminished earning potential, as evidenced by studies on organizational misconduct where individuals encounter barriers to advancement due to reputational . Personal misconduct, particularly when publicized, elicits harsher career penalties compared to similar acts by others, with demonstrating unequal but severe across demographics. Adjudication processes for misconduct impose substantial financial burdens, including legal fees and lost income, alongside personal costs like strained professional networks and identity erosion. On the personal front, detection of misconduct frequently induces psychological distress, encompassing anxiety, , and of future implications, as individuals grapple with the fallout of investigations and sanctions. Financial losses extend beyond professional spheres to personal assets, with misconduct probes entailing direct costs to those involved, compounded by potential civil liabilities or restitution orders. Reputational harm permeates personal relationships, fostering ostracism and familial strain, while legal convictions may lead to incarceration or , further disrupting daily life. These outcomes underscore the causal link between misconduct and multifaceted personal detriment, often persisting beyond resolution of the incident.

Broader Societal Effects

Misconduct across sectors generates significant economic burdens on society, including direct financial losses from fraud, penalties, and remediation efforts. In the United States, corporations have paid over $1 trillion in regulatory fines, criminal penalties, and class-action settlements related to misconduct since 2000. Globally, fraud constitutes an estimated 5% of organizations' annual revenues, amounting to billions of dollars in annual losses that strain economies through reduced productivity and resource misallocation. In 2024, U.S. public companies alone reported average fraud losses equivalent to 1.06% of revenues, with procurement fraud emerging as a particularly disruptive form affecting supply chains and public procurement. These costs often necessitate increased taxation or public expenditure for enforcement and recovery, diverting funds from essential services. Recurring instances of institutional and misconduct erode in key societal pillars, fostering widespread cynicism and diminished civic participation. As of May 2024, only 22% of reported trusting the federal government to act correctly "just about always" or "most of the time," a decline attributed in part to scandals involving , economic mismanagement, and institutional failures. Empirical analyses link such events to reduced confidence in political and economic systems, with negative economic perceptions and congressional scandals directly correlating to drops in levels. This erosion extends to domains, where misconduct scandals amplify perceptions of systemic unaccountability, leading to lower institutional legitimacy and heightened social fragmentation. Beyond and trust, misconduct perpetuates broader social harms, including amplified and compromised public . Corruption cultures, prevalent in regions with weak oversight, correlate with elevated corporate and violations, entrenching unethical norms that disadvantage compliant actors and widen resource disparities. In sectors like healthcare and , professional breaches result in tangible harms to third parties—such as suffering or inefficient service delivery—while stigmatizing entire professions and deterring . Collectively, these dynamics hinder long-term societal , as unchecked misconduct signals tolerance for deviance, potentially normalizing behaviors that undermine collective norms and cooperative structures.

Prevention and Response Measures

Policy and Training Interventions

Organizations implement policy interventions such as codes of conduct and programs to establish clear behavioral standards and reporting mechanisms aimed at deterring misconduct. , the Sentencing Guidelines for Organizations, updated periodically since , incentivize corporations to adopt effective and programs by offering reduced penalties for violations if such programs demonstrate reasonable efforts to prevent and detect wrongdoing. These policies often include whistleblower protections, requirements, and disciplinary protocols, with evidence from judicial evaluations post-violation assessing program adequacy in promoting ethical cultures. However, empirical analyses indicate that such programs do not consistently reduce misconduct rates, as efforts focused on legalistic frameworks may fail to influence underlying employee behavior when disconnected from . Mandatory ethics training represents a common intervention, typically involving modules on recognizing conflicts of interest, reporting obligations, and scenario-based delivered annually to employees. Proponents argue that targeted training fosters awareness and equips individuals to navigate ethical dilemmas, with some organizational surveys reporting perceived reductions in observed violations following implementation. Yet, rigorous studies challenge its efficacy; for instance, an examination of corporate ethics training programs found no statistically significant decrease in subsequent misconduct incidents, attributing limited impact to superficial engagement and failure to address motivational drivers. Similarly, in contexts, ethics training shows no correlation with lower levels or improved ethical behavior, suggesting that standalone sessions rarely alter entrenched practices without complementary enforcement. In the , policies often mandate integrity training and procedural safeguards like procurement transparency rules and asset disclosure requirements, as seen in frameworks from bodies such as the Office on Drugs and Crime. Evaluations of these interventions reveal incomplete evidence of effectiveness, with anecdotal reports of improved guideline adherence but limited empirical demonstration of reduced or , particularly when training lacks adaptation to local risks or follow-up monitoring. Systematic reviews, including those assessing educational interventions for research integrity, confirm scant high-quality data supporting policy or training measures in preventing professional misconduct across sectors, underscoring the need for antecedent environmental supports like peer monitoring over reactive programs.

Detection and Accountability Processes

Detection of misconduct often relies on whistleblower reports, which empirical studies identify as the most effective , accounting for 43% of fraud detections compared to 3% by law alone. Internal hotlines and anonymous reporting systems further enhance this, with organizations implementing such tools uncovering unethical behavior at higher rates than passive monitoring. However, whistleblower programs require robust protections against retaliation to function effectively, as fear of reprisal can suppress disclosures, particularly in hierarchical institutions where loyalty norms prevail. Audits and internal controls serve as proactive detection tools, with segregation of duties and regular reconciliations reducing opportunities for asset misappropriation, which constitutes 47% of occupational schemes. In specialized contexts like scientific research, forensic techniques such as analysis for data anomalies or image sleuthing for manipulated visuals have identified fraudulent outputs that evaded initial . External oversight, including regulatory bodies like the U.S. Office of Research Integrity (ORI), supplements these by mandating prompt reviews of allegations, though detection rates remain low without incentivized reporting. Accountability processes typically commence with formal investigations triggered by credible allegations, involving evidence gathering, hearings, and determinations of . In federal research settings, institutions must adhere to standardized policies recommending , , and sanctions such as debarment from or retraction of publications. Disciplinary outcomes range from reprimands to termination, with legal prosecution reserved for criminal elements like falsification for personal gain; however, enforcement varies, as seen in prolonged cases where institutional incentives prioritize over . Challenges persist due to systemic factors, including cover-ups in ideologically aligned environments like , where unconscious biases can delay or derail scrutiny of misconduct congruent with prevailing narratives. and academic sources, often exhibiting left-leaning institutional biases, may underreport or contextualize misconduct selectively, undermining public ; verification through primary data or alternative outlets is thus essential for causal assessment. Empirical evidence indicates that without transparent post-investigation reporting, trust erodes, perpetuating cycles of undetected wrongdoing. Effective processes demand auditors and metrics tracking resolution timelines to mitigate these risks.

Historical and Contemporary Examples

Early and Pre-Modern Instances

In ancient , political misconduct often involved and , which undermined democratic processes despite legal prohibitions. During the fourth century BCE, orator accused his rival of accepting bribes from to sway Athenian foreign policy, highlighting how such could compromise state decisions. Similarly, generals facing for mismanagement of the Sicilian expedition in 413 BCE were charged with embezzling public funds, reflecting systemic vulnerabilities in military oversight. In the , corruption escalated in provincial administration and senatorial ranks, eroding republican institutions. Governors frequently extorted provinces for personal enrichment; , in from 73 to 71 BCE, was prosecuted by for systematic plunder, including seizure of artworks and imposition of illegal taxes, amassing vast wealth through judicial and intimidation of locals. The (112–105 BCE) exposed senatorial complicity, as Numidian king bribed Roman officials, including judges, to evade accountability for territorial aggression, prompting reforms like the Lex Maria after public outrage. Censors held authority to expel senators for or financial misconduct, such as excessive luxury or electoral , though enforcement waned amid elite self-interest. Medieval Europe saw prevalent ecclesiastical misconduct, particularly and within the , which fueled reform calls. From the onward, bishops and abbots often purchased offices, as documented in papal decrees condemning the practice; Pope Gregory VII's reforms in the 1070s targeted lay , where secular rulers appointed clergy for political gain, intertwining church roles with corruption. Political scandals included royal abuses, such as English ’s extortion of barons and clergy in the early 13th century, leading to in 1215 as a check on arbitrary taxation and judicial favoritism. In the , emperors like faced accusations of undermining papal authority through alliances with simoniacal bishops, exacerbating the . These instances underscore how pre-modern misconduct frequently intertwined personal ambition with institutional power, often addressed through legal or conciliar interventions rather than consistent .

Modern and Recent Cases

In the realm of scientific research, a prominent case of alleged data falsification involved , a tenured professor at specializing in behavioral science and . In June 2023, following an investigation prompted by bloggers at who identified anomalies in her co-authored studies on dishonesty, Harvard placed Gino on unpaid leave and concluded she had intentionally falsified data in multiple papers. Gino denied the allegations, maintaining that the data manipulations were errors or misunderstandings, but an internal faculty committee upheld the findings of research misconduct, leading to the revocation of her tenure on May 27, 2025. This incident highlighted vulnerabilities in self-reported behavioral data and prompted broader scrutiny of in social sciences, with at least four of Gino's papers retracted by journals including Proceedings of the . Corporate fraud exemplified by the collapse of , a founded by , represented one of the largest financial misconduct schemes in recent history. Between 2018 and 2022, Bankman-Fried diverted approximately $8 billion in customer funds to his for undisclosed ventures, including political donations and purchases, while misleading investors about FTX's solvency. A federal jury convicted him on seven counts of , , and in November 2023, resulting in a 25-year prison sentence imposed on March 28, 2024, alongside a $11 billion forfeiture order. The scandal, which triggered FTX's bankruptcy and losses for millions of users, underscored regulatory gaps in the crypto industry and led to enhanced U.S. Securities and Exchange Commission oversight of digital assets. Persistent issues at Bank illustrated systemic sales practice misconduct extending into recent years. Originating from a 2016 where employees created over 3.5 million unauthorized accounts to meet aggressive targets, the bank faced ongoing repercussions, including a 2025 addressing failures that concealed the fraud's scope. In October 2025, former executives Claudia Russ Anderson and Paul McLinko avoided a $10 million penalty from of the Comptroller of the Currency after a court ruling, despite evidence they knew of widespread unauthorized practices affecting customers from 2011 onward. agreed to $2 billion in consumer redress and compliance enhancements, reflecting continued fallout from a prioritizing metrics over , with total fines exceeding $3 billion since 2016. These cases demonstrate how entrenched incentives can perpetuate misconduct despite regulatory interventions.

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