Timothy O'Toole commented on the importance of having appropriate mechanisms for employees to voice concerns and complaints to protect companies against whistleblowers and false claims. A company is not required by U.S. law to have such mechanisms, but "… it really ought to, because not only will it help them improve their compliance policies generally, but it'll also help them out of huge misunderstandings with regulators," O'Toole said. "When it comes to the genuine and justified complaints, you want the employees that are making them to raise them internally in the first instance – or externally, but very much on your own terms. And time is not your friend. The more time elapses and a complaint isn't addressed, the more time there is for people to get frustrated. And that can be dangerous." O'Toole described three categories of whistleblowers: disgruntled employees, confused whistleblowers, and valid whistleblowers who have genuine complaints. Because the first two categories can monopolize company resources, it is important to have a "comprehensive policy in place that can sort the wheat from the chaff," he said. "If you don't, all three of those kinds of whistleblower could cause the company a great deal of expense."