I'd have to go with Option B. Establishing internal audit manuals to guide the process shows a commitment to consistency and professionalism. Plus, it's the only option that doesn't involve firing someone or making bold claims.
Ha! Option C is a guaranteed way to get in trouble. An audit manager can't provide a 'guarantee' like that. That's just asking for a lawsuit waiting to happen.
I'm not sure about Option A. Wouldn't that be a bit harsh? Option D seems like a better choice, as having a direct reporting structure to the audit committee ensures independence and proper oversight.
Option A seems like the most appropriate response. Terminating an employee due to a control failure demonstrates accountability and the application of due professional care.
I'm not sure, I think option D could also be a good demonstration of due professional care since it ensures independence and accountability in the audit process.
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