The document outlines rules implementing the Code of Conduct and Ethical Standards for Public Officials and Employees (RA 6713) in the Philippines. It details the duties of public officials and employees, including acting promptly on requests from the public within 15 days, processing documents expeditiously, and making documents accessible to the public. Public officials must attend to any personal transactions with the public promptly and act on communications even if outside their jurisdiction by referring it to the proper agency.
The document discusses the nature of public office and the Code of Conduct and Ethical Standards for Public Officials and Employees (Republic Act 6713). It defines key terms like public office, public officer, gift, and conflict of interest. It outlines the norms of conduct, duties, and prohibited acts for public officials according to the Code. It also discusses the requirements for financial disclosure statements and penalties for violations of the Code, which include fines, suspension, removal from office, and imprisonment. The goal of the Code is to uphold the principle that public office is a public trust.
This document summarizes the registration process and requirements for public sector unions in the Philippines. It explains that registration provides unions legal status and allows them to negotiate on behalf of employees. The key points are:
1. Unions must register with the Department of Labor and Employment to obtain a certificate of registration, which legitimizes the union under law.
2. The registration process involves submitting documents like the union constitution and by-laws, minutes of meetings, and a list of members. Applications with complete documents are processed within 7 days.
3. Registered unions have reporting obligations and certificates can be cancelled for reasons like false statements or failure to submit required reports. Decisions can be appealed through the Public S
This document is the Republic Act No. 9485, also known as the Anti-Red Tape Act of 2007. The key points are:
1) It aims to improve efficiency and reduce bureaucratic red tape in government service delivery by simplifying procedures and setting timelines.
2) It mandates all government offices to establish a Citizen's Charter detailing service standards and reengineer processes to reduce processing times.
3) It sets penalties for officials who fail to meet service standards or engage in graft, including suspension, dismissal and criminal charges. Fixers are also subject to criminal penalties.
Simplified Explained Version, REPUBLIC ACT 9485 - ANTI-RED TAPE ACT OF 2007, Report for PAE1-Service Delivery System, College of Public Administration - Tarlac State University
This document discusses various topics related to legal ethics in the Philippines. It begins by outlining the sources of legal ethics such as the Canons of Professional Ethics, Supreme Court decisions, statutes, the Constitution, treatises and publications. It then defines key terms related to legal ethics and the practice of law such as attorney-at-law, counsel-at-law, attorney in fact, counsel de oficio, and others. The document also discusses Republic Act No. 6713, which establishes the code of conduct for public officials and employees, and how it correlates with related laws such as the Civil Service Code and Revised Penal Code. It concludes by summarizing the latest jurisprudence on topics like the practice of law
This executive order from the President of the Philippines establishes policies on public disclosure and transparency in the executive branch of the government. It recognizes the constitutional right of citizens to access information on public matters. The order requires all government agencies to disclose documents and records, with exceptions for matters of national security, privacy, and those barred from disclosure by law. It also outlines procedures for citizens to request information and for agencies to respond within 15 days.
This document provides an overview and definitions for key terms in the Financial Rehabilitation and Insolvency Act of 2010 in the Philippines. It defines terms like debtor, claim, commencement date, rehabilitation, and liquidation. It also outlines exclusions from the Act, such as banks and insurance companies. The Act aims to encourage rehabilitation of financially distressed enterprises when possible, and orderly liquidation when rehabilitation is not feasible, to protect creditor rights and maximize asset value.
This document outlines the Code of Conduct and Ethical Standards for Public Officials and Employees in the Philippines according to R.A. 6713. It details requirements for public officials and employees to disclose assets, liabilities, and financial interests. It also specifies standards to avoid conflicts of interest and restricts certain activities. Violations of the code's provisions can result in penalties such as fines, suspension, removal from office, or imprisonment depending on the offense.
The document discusses the nature of public office and the Code of Conduct and Ethical Standards for Public Officials and Employees (Republic Act 6713). It defines key terms like public office, public officer, gift, and conflict of interest. It outlines the norms of conduct, duties, and prohibited acts for public officials according to the Code. It also discusses the requirements for financial disclosure statements and penalties for violations of the Code, which include fines, suspension, removal from office, and imprisonment. The goal of the Code is to uphold the principle that public office is a public trust.
This document summarizes the registration process and requirements for public sector unions in the Philippines. It explains that registration provides unions legal status and allows them to negotiate on behalf of employees. The key points are:
1. Unions must register with the Department of Labor and Employment to obtain a certificate of registration, which legitimizes the union under law.
2. The registration process involves submitting documents like the union constitution and by-laws, minutes of meetings, and a list of members. Applications with complete documents are processed within 7 days.
3. Registered unions have reporting obligations and certificates can be cancelled for reasons like false statements or failure to submit required reports. Decisions can be appealed through the Public S
This document is the Republic Act No. 9485, also known as the Anti-Red Tape Act of 2007. The key points are:
1) It aims to improve efficiency and reduce bureaucratic red tape in government service delivery by simplifying procedures and setting timelines.
2) It mandates all government offices to establish a Citizen's Charter detailing service standards and reengineer processes to reduce processing times.
3) It sets penalties for officials who fail to meet service standards or engage in graft, including suspension, dismissal and criminal charges. Fixers are also subject to criminal penalties.
Simplified Explained Version, REPUBLIC ACT 9485 - ANTI-RED TAPE ACT OF 2007, Report for PAE1-Service Delivery System, College of Public Administration - Tarlac State University
This document discusses various topics related to legal ethics in the Philippines. It begins by outlining the sources of legal ethics such as the Canons of Professional Ethics, Supreme Court decisions, statutes, the Constitution, treatises and publications. It then defines key terms related to legal ethics and the practice of law such as attorney-at-law, counsel-at-law, attorney in fact, counsel de oficio, and others. The document also discusses Republic Act No. 6713, which establishes the code of conduct for public officials and employees, and how it correlates with related laws such as the Civil Service Code and Revised Penal Code. It concludes by summarizing the latest jurisprudence on topics like the practice of law
This executive order from the President of the Philippines establishes policies on public disclosure and transparency in the executive branch of the government. It recognizes the constitutional right of citizens to access information on public matters. The order requires all government agencies to disclose documents and records, with exceptions for matters of national security, privacy, and those barred from disclosure by law. It also outlines procedures for citizens to request information and for agencies to respond within 15 days.
This document provides an overview and definitions for key terms in the Financial Rehabilitation and Insolvency Act of 2010 in the Philippines. It defines terms like debtor, claim, commencement date, rehabilitation, and liquidation. It also outlines exclusions from the Act, such as banks and insurance companies. The Act aims to encourage rehabilitation of financially distressed enterprises when possible, and orderly liquidation when rehabilitation is not feasible, to protect creditor rights and maximize asset value.
This document outlines the Code of Conduct and Ethical Standards for Public Officials and Employees in the Philippines according to R.A. 6713. It details requirements for public officials and employees to disclose assets, liabilities, and financial interests. It also specifies standards to avoid conflicts of interest and restricts certain activities. Violations of the code's provisions can result in penalties such as fines, suspension, removal from office, or imprisonment depending on the offense.
This document outlines the Maharashtra Right to Public Services Act of 2015. Some key points:
- It establishes time limits for various government services that must be provided to eligible persons. Services and their time limits from different departments are listed.
- It creates a system of designated officers responsible for providing each service, as well as first and second appellate authorities to hear appeals if services are denied or delayed.
- Penalties can be imposed on designated officers or appellate authorities if they are found to have denied services without cause or failed to decide appeals in a timely manner. Repeated failures can also result in disciplinary action against designated officers.
- The act aims to encourage use of information technology to deliver services online and
Criminology ppt presentation for 3rd yearsXienahBambico
This document summarizes Republic Act 6713, also known as the Code of Conduct and Ethical Standards for Public Officials and Employees. The Act aims to promote high ethical standards in public service. It establishes norms of conduct, duties and prohibited acts for public officials. It also mandates financial disclosure statements and divestment from conflicts of interest. Violations of the Act may result in administrative penalties like removal from office or criminal penalties like imprisonment or fines. The Civil Service Commission is tasked with administering and enforcing the provisions of the Act.
This document summarizes Republic Act 6713, which establishes a code of conduct and ethical standards for public officials and employees in the Philippines. The act defines prohibited acts such as having financial interests related to official duties. It also requires public officials to disclose their assets, liabilities, and financial interests. Violations of the act can result in penalties such as fines or suspension. The Civil Service Commission is responsible for administering and enforcing the code of conduct.
This document outlines the key chapters and articles of UAE labor law. It defines important terms like employer, worker, establishment, employment contract, remuneration, and work. It discusses employment regulations for nationals and non-nationals, including giving preference to Arab workers from other countries when national workers are unavailable. It also covers requirements for obtaining work permits for non-national employees and conditions under which the Ministry of Labor can cancel work permits. The law aims to protect worker rights while prioritizing employment opportunities for UAE nationals.
The document is the Federal Law No 8 from 1980 that regulates labor relations in the United Arab Emirates. Some key points:
- It defines terms related to employment such as employer, worker, firm, employment contract, wage, etc.
- It sets the general provisions for the law, including that Arabic is the official language, categories of workers excluded, and priority of payments to employees in case of employer insolvency.
- It outlines 12 chapters that cover issues like employment of workers, contracts, wages, working hours, safety, termination, disputes and penalties.
The document discusses Republic Act No. 6713, which establishes the Code of Conduct and Ethical Standards for Public Officials and Employees. It aims to uphold the principle that public office is a public trust. Key points include:
- It defines terms related to government officials and employees.
- It establishes norms of conduct that officials and employees must follow, including commitment to public interest and responsiveness.
- It prohibits acts like conflicts of interest, outside employment interfering with official duties, and soliciting gifts.
- It requires officials to disclose assets, liabilities, and financial interests periodically and grants the Civil Service Commission authority to enforce the law.
HRM - The employment exchanges Act 1959Ranjeet Singh
This document summarizes the Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 in India. The key points are:
1. The act aims to help unemployed persons find suitable jobs by making it compulsory for employers to notify vacancies to employment exchanges.
2. It applies to establishments with 25 or more workers in non-agricultural activities in both public and private sectors.
3. Employers must notify vacancies to the relevant employment exchange at least a week before interviews for local exchanges and 3 weeks before for central exchanges.
The Workmen's Compensation Act 1923 provides compensation to employees who suffer injuries or diseases during the course of their employment. The key aspects covered are:
1. It defines important terms like dependent, workmen, disablement and occupational diseases.
2. It imposes liability on employers to provide compensation in cases of work-related injuries or death. The amount of compensation depends on the nature and extent of disablement and the monthly wages of the employee.
3. It outlines the procedures for claiming compensation, including notice of accident, application process, role of Commissioners and settlement of disputes.
This document contains summaries of Rules 1-9 of the Code of Conduct and Ethical Standards for Public Officials and Employees.
Rule 1 covers who the Code applies to, including all government officials and employees regardless of position or compensation. Rule 2 discusses how the Code should be interpreted in light of promoting high ethics in public service.
Rule 3 mandates value development programs, training, and reforms to improve public services and prioritize public interest. Rule 4 requires transparency in transactions and access to information. Rule 5 establishes an incentive and rewards system for exemplary conduct.
Rule 6 outlines duties of officials including timely response to requests and transparent services. Rule 7 requires financial disclosures. Rule 8 authorizes bodies to review
Raleigh Orthopedic RA and CAP April 2016data brackets
Raleigh Orthopedics's Resolution Agreement and CAP resulting from Raleigh Orthopedic violating the Insurance Portability and Accountability Act of 1996 (HIPAA) Privacy and Security Rules
Raleigh Orthopedic RA and CAP April 2016Alex Slaney
Resolution Agreement and CAP put in place after Raleigh Orthopedic violated The Health Insurance Portability and Accountability Act of 1996 (HIPAA) Privacy Rule
This document outlines rules regarding public disclosure requirements for officials and employees under the Code of Conduct and Ethical Standards for Public Officials and Employees. It discusses requirements to file statements of assets, liabilities, net worth and disclosure of business interests and financial connections. It specifies what must be included in the statements, when they must be filed, and where they must be filed depending on the position. It also describes procedures for review of statements and outlines what constitutes a conflict of interest.
This document summarizes several legal cases from the Philippines. It discusses the facts, issues, and holdings of each case. The cases cover a range of legal topics including publication requirements, administrative rules and regulations, labor laws, and civil liability.
The Contract Labor (Regulation And Abolition) Act was enacted in the year 1970 by the Indian Legislature.
The act applies to all the establishments where the number of workmen employed as contract labor are 20 or more .on any day of the preceding twelve months. it includes all the contracts of Governments and local authorities as well.
The document discusses key sections of the Industrial Employment (Standing Orders) Act, 1946 related to the approval of standing orders in India. It outlines the procedures for employers to submit draft standing orders (Section 3), conditions for certification of standing orders (Section 4), and obtaining certified standing orders (Section 5). It also discusses the roles of the Certifying Officer, appellate authorities, and case laws related to standing orders and their binding nature on employers and employees. Recent amendments to incorporate "fixed term employees" in Karnataka in response to COVID-19 are also mentioned.
The document discusses various requirements for companies under the Companies Act regarding establishing a registered office, providing documents like the memorandum and articles of association to members, issuing shares in dematerialized form for public offerings, accompanying application forms with abridged prospectuses, liability for misstatements in prospectuses, issuing global depository receipts, different types of equity share capital, shares being movable property, share certificates serving as evidence of title, and issuing duplicate share certificates if the original is lost, destroyed, defaced or mutilated.
The building and other construction workers' welfare cess act, 1996Leo Lukose
This document outlines the Building and Other Construction Workers' Welfare Cess Act of 1996, which provides for the levy and collection of a cess (tax) on the cost of construction incurred by employers. The cess is collected to augment the resources of Building and Other Construction Workers' Welfare Boards established under another related Act. The key aspects covered include provisions for collecting the cess at a rate of 1-2% of construction costs, requirements for employers to furnish returns, procedures for assessment and collection of the cess, and penalties for non-compliance.
The building and other construction workers' welfare cess act, 1996Leo Lukose
This document outlines the Building and Other Construction Workers' Welfare Cess Act of 1996 in India. The key points are:
1. The Act provides for the levy and collection of a cess (tax) on construction costs incurred by employers.
2. The proceeds from the cess are used to augment the resources of Building and Other Construction Workers' Welfare Boards established under another related Act from 1996.
3. The cess is collected from employers undertaking building and construction works at a rate between 1-2% of construction costs, as specified by the Central Government.
How To Cultivate Community Affinity Throughout The Generosity JourneyAggregage
This session will dive into how to create rich generosity experiences that foster long-lasting relationships. You’ll walk away with actionable insights to redefine how you engage with your supporters — emphasizing trust, engagement, and community!
This document outlines the Maharashtra Right to Public Services Act of 2015. Some key points:
- It establishes time limits for various government services that must be provided to eligible persons. Services and their time limits from different departments are listed.
- It creates a system of designated officers responsible for providing each service, as well as first and second appellate authorities to hear appeals if services are denied or delayed.
- Penalties can be imposed on designated officers or appellate authorities if they are found to have denied services without cause or failed to decide appeals in a timely manner. Repeated failures can also result in disciplinary action against designated officers.
- The act aims to encourage use of information technology to deliver services online and
Criminology ppt presentation for 3rd yearsXienahBambico
This document summarizes Republic Act 6713, also known as the Code of Conduct and Ethical Standards for Public Officials and Employees. The Act aims to promote high ethical standards in public service. It establishes norms of conduct, duties and prohibited acts for public officials. It also mandates financial disclosure statements and divestment from conflicts of interest. Violations of the Act may result in administrative penalties like removal from office or criminal penalties like imprisonment or fines. The Civil Service Commission is tasked with administering and enforcing the provisions of the Act.
This document summarizes Republic Act 6713, which establishes a code of conduct and ethical standards for public officials and employees in the Philippines. The act defines prohibited acts such as having financial interests related to official duties. It also requires public officials to disclose their assets, liabilities, and financial interests. Violations of the act can result in penalties such as fines or suspension. The Civil Service Commission is responsible for administering and enforcing the code of conduct.
This document outlines the key chapters and articles of UAE labor law. It defines important terms like employer, worker, establishment, employment contract, remuneration, and work. It discusses employment regulations for nationals and non-nationals, including giving preference to Arab workers from other countries when national workers are unavailable. It also covers requirements for obtaining work permits for non-national employees and conditions under which the Ministry of Labor can cancel work permits. The law aims to protect worker rights while prioritizing employment opportunities for UAE nationals.
The document is the Federal Law No 8 from 1980 that regulates labor relations in the United Arab Emirates. Some key points:
- It defines terms related to employment such as employer, worker, firm, employment contract, wage, etc.
- It sets the general provisions for the law, including that Arabic is the official language, categories of workers excluded, and priority of payments to employees in case of employer insolvency.
- It outlines 12 chapters that cover issues like employment of workers, contracts, wages, working hours, safety, termination, disputes and penalties.
The document discusses Republic Act No. 6713, which establishes the Code of Conduct and Ethical Standards for Public Officials and Employees. It aims to uphold the principle that public office is a public trust. Key points include:
- It defines terms related to government officials and employees.
- It establishes norms of conduct that officials and employees must follow, including commitment to public interest and responsiveness.
- It prohibits acts like conflicts of interest, outside employment interfering with official duties, and soliciting gifts.
- It requires officials to disclose assets, liabilities, and financial interests periodically and grants the Civil Service Commission authority to enforce the law.
HRM - The employment exchanges Act 1959Ranjeet Singh
This document summarizes the Employment Exchanges (Compulsory Notification of Vacancies) Act of 1959 in India. The key points are:
1. The act aims to help unemployed persons find suitable jobs by making it compulsory for employers to notify vacancies to employment exchanges.
2. It applies to establishments with 25 or more workers in non-agricultural activities in both public and private sectors.
3. Employers must notify vacancies to the relevant employment exchange at least a week before interviews for local exchanges and 3 weeks before for central exchanges.
The Workmen's Compensation Act 1923 provides compensation to employees who suffer injuries or diseases during the course of their employment. The key aspects covered are:
1. It defines important terms like dependent, workmen, disablement and occupational diseases.
2. It imposes liability on employers to provide compensation in cases of work-related injuries or death. The amount of compensation depends on the nature and extent of disablement and the monthly wages of the employee.
3. It outlines the procedures for claiming compensation, including notice of accident, application process, role of Commissioners and settlement of disputes.
This document contains summaries of Rules 1-9 of the Code of Conduct and Ethical Standards for Public Officials and Employees.
Rule 1 covers who the Code applies to, including all government officials and employees regardless of position or compensation. Rule 2 discusses how the Code should be interpreted in light of promoting high ethics in public service.
Rule 3 mandates value development programs, training, and reforms to improve public services and prioritize public interest. Rule 4 requires transparency in transactions and access to information. Rule 5 establishes an incentive and rewards system for exemplary conduct.
Rule 6 outlines duties of officials including timely response to requests and transparent services. Rule 7 requires financial disclosures. Rule 8 authorizes bodies to review
Raleigh Orthopedic RA and CAP April 2016data brackets
Raleigh Orthopedics's Resolution Agreement and CAP resulting from Raleigh Orthopedic violating the Insurance Portability and Accountability Act of 1996 (HIPAA) Privacy and Security Rules
Raleigh Orthopedic RA and CAP April 2016Alex Slaney
Resolution Agreement and CAP put in place after Raleigh Orthopedic violated The Health Insurance Portability and Accountability Act of 1996 (HIPAA) Privacy Rule
This document outlines rules regarding public disclosure requirements for officials and employees under the Code of Conduct and Ethical Standards for Public Officials and Employees. It discusses requirements to file statements of assets, liabilities, net worth and disclosure of business interests and financial connections. It specifies what must be included in the statements, when they must be filed, and where they must be filed depending on the position. It also describes procedures for review of statements and outlines what constitutes a conflict of interest.
This document summarizes several legal cases from the Philippines. It discusses the facts, issues, and holdings of each case. The cases cover a range of legal topics including publication requirements, administrative rules and regulations, labor laws, and civil liability.
The Contract Labor (Regulation And Abolition) Act was enacted in the year 1970 by the Indian Legislature.
The act applies to all the establishments where the number of workmen employed as contract labor are 20 or more .on any day of the preceding twelve months. it includes all the contracts of Governments and local authorities as well.
The document discusses key sections of the Industrial Employment (Standing Orders) Act, 1946 related to the approval of standing orders in India. It outlines the procedures for employers to submit draft standing orders (Section 3), conditions for certification of standing orders (Section 4), and obtaining certified standing orders (Section 5). It also discusses the roles of the Certifying Officer, appellate authorities, and case laws related to standing orders and their binding nature on employers and employees. Recent amendments to incorporate "fixed term employees" in Karnataka in response to COVID-19 are also mentioned.
The document discusses various requirements for companies under the Companies Act regarding establishing a registered office, providing documents like the memorandum and articles of association to members, issuing shares in dematerialized form for public offerings, accompanying application forms with abridged prospectuses, liability for misstatements in prospectuses, issuing global depository receipts, different types of equity share capital, shares being movable property, share certificates serving as evidence of title, and issuing duplicate share certificates if the original is lost, destroyed, defaced or mutilated.
The building and other construction workers' welfare cess act, 1996Leo Lukose
This document outlines the Building and Other Construction Workers' Welfare Cess Act of 1996, which provides for the levy and collection of a cess (tax) on the cost of construction incurred by employers. The cess is collected to augment the resources of Building and Other Construction Workers' Welfare Boards established under another related Act. The key aspects covered include provisions for collecting the cess at a rate of 1-2% of construction costs, requirements for employers to furnish returns, procedures for assessment and collection of the cess, and penalties for non-compliance.
The building and other construction workers' welfare cess act, 1996Leo Lukose
This document outlines the Building and Other Construction Workers' Welfare Cess Act of 1996 in India. The key points are:
1. The Act provides for the levy and collection of a cess (tax) on construction costs incurred by employers.
2. The proceeds from the cess are used to augment the resources of Building and Other Construction Workers' Welfare Boards established under another related Act from 1996.
3. The cess is collected from employers undertaking building and construction works at a rate between 1-2% of construction costs, as specified by the Central Government.
How To Cultivate Community Affinity Throughout The Generosity JourneyAggregage
This session will dive into how to create rich generosity experiences that foster long-lasting relationships. You’ll walk away with actionable insights to redefine how you engage with your supporters — emphasizing trust, engagement, and community!
This report explores the significance of border towns and spaces for strengthening responses to young people on the move. In particular it explores the linkages of young people to local service centres with the aim of further developing service, protection, and support strategies for migrant children in border areas across the region. The report is based on a small-scale fieldwork study in the border towns of Chipata and Katete in Zambia conducted in July 2023. Border towns and spaces provide a rich source of information about issues related to the informal or irregular movement of young people across borders, including smuggling and trafficking. They can help build a picture of the nature and scope of the type of movement young migrants undertake and also the forms of protection available to them. Border towns and spaces also provide a lens through which we can better understand the vulnerabilities of young people on the move and, critically, the strategies they use to navigate challenges and access support.
The findings in this report highlight some of the key factors shaping the experiences and vulnerabilities of young people on the move – particularly their proximity to border spaces and how this affects the risks that they face. The report describes strategies that young people on the move employ to remain below the radar of visibility to state and non-state actors due to fear of arrest, detention, and deportation while also trying to keep themselves safe and access support in border towns. These strategies of (in)visibility provide a way to protect themselves yet at the same time also heighten some of the risks young people face as their vulnerabilities are not always recognised by those who could offer support.
In this report we show that the realities and challenges of life and migration in this region and in Zambia need to be better understood for support to be strengthened and tuned to meet the specific needs of young people on the move. This includes understanding the role of state and non-state stakeholders, the impact of laws and policies and, critically, the experiences of the young people themselves. We provide recommendations for immediate action, recommendations for programming to support young people on the move in the two towns that would reduce risk for young people in this area, and recommendations for longer term policy advocacy.
Combined Illegal, Unregulated and Unreported (IUU) Vessel List.Christina Parmionova
The best available, up-to-date information on all fishing and related vessels that appear on the illegal, unregulated, and unreported (IUU) fishing vessel lists published by Regional Fisheries Management Organisations (RFMOs) and related organisations. The aim of the site is to improve the effectiveness of the original IUU lists as a tool for a wide variety of stakeholders to better understand and combat illegal fishing and broader fisheries crime.
To date, the following regional organisations maintain or share lists of vessels that have been found to carry out or support IUU fishing within their own or adjacent convention areas and/or species of competence:
Commission for the Conservation of Antarctic Marine Living Resources (CCAMLR)
Commission for the Conservation of Southern Bluefin Tuna (CCSBT)
General Fisheries Commission for the Mediterranean (GFCM)
Inter-American Tropical Tuna Commission (IATTC)
International Commission for the Conservation of Atlantic Tunas (ICCAT)
Indian Ocean Tuna Commission (IOTC)
Northwest Atlantic Fisheries Organisation (NAFO)
North East Atlantic Fisheries Commission (NEAFC)
North Pacific Fisheries Commission (NPFC)
South East Atlantic Fisheries Organisation (SEAFO)
South Pacific Regional Fisheries Management Organisation (SPRFMO)
Southern Indian Ocean Fisheries Agreement (SIOFA)
Western and Central Pacific Fisheries Commission (WCPFC)
The Combined IUU Fishing Vessel List merges all these sources into one list that provides a single reference point to identify whether a vessel is currently IUU listed. Vessels that have been IUU listed in the past and subsequently delisted (for example because of a change in ownership, or because the vessel is no longer in service) are also retained on the site, so that the site contains a full historic record of IUU listed fishing vessels.
Unlike the IUU lists published on individual RFMO websites, which may update vessel details infrequently or not at all, the Combined IUU Fishing Vessel List is kept up to date with the best available information regarding changes to vessel identity, flag state, ownership, location, and operations.
The Antyodaya Saral Haryana Portal is a pioneering initiative by the Government of Haryana aimed at providing citizens with seamless access to a wide range of government services
Indira awas yojana housing scheme renamed as PMAYnarinav14
Indira Awas Yojana (IAY) played a significant role in addressing rural housing needs in India. It emerged as a comprehensive program for affordable housing solutions in rural areas, predating the government’s broader focus on mass housing initiatives.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Bharat Mata - History of Indian culture.pdfBharat Mata
Bharat Mata Channel is an initiative towards keeping the culture of this country alive. Our effort is to spread the knowledge of Indian history, culture, religion and Vedas to the masses.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
RFP for Reno's Community Assistance CenterThis Is Reno
Property appraisals completed in May for downtown Reno’s Community Assistance and Triage Centers (CAC) reveal that repairing the buildings to bring them back into service would cost an estimated $10.1 million—nearly four times the amount previously reported by city staff.
3. In the performance of duties, all public officials and
employees are under obligation to:awphi1.net
(a) Act promptly on letters and requests.
All public officials and employees shall, within fifteen (15)
working days from receipt thereof, respond to letters,
telegrams or other means of communications sent by the
public. The reply must contain the action taken on the request.
4. (b) Submit annual performance reports.
All heads or other responsible officers of offices and agencies of the
government and of government-owned or controlled corporations shall,
within forty-five (45) working days from the end of the year, render a
performance report of the agency or office or corporation concerned.
Such report shall be open and available to the public within regular
office hours.
5.
6. (c) Process documents and papers expeditiously.
All official papers and documents must be processed
and completed within a reasonable time from the
preparation thereof and must contain, as far as
practicable, not more than three (3) signatories therein.
In the absence of duly authorized signatories, the official
next-in-rank or officer in charge shall sign for and in their
behalf.
7. (d) Act immediately on the public's personal transactions.
All public officials and employees must attend to anyone
who wants to avail himself of the services of their offices
and must, at all times, act promptly and expeditiously.
8. (e) Make documents accessible to the public.
All public documents must be made
accessible to, and readily available for
inspection by, the public within reasonable
working hours.
9. Rules Implementing the Code of Conduct and Ethical
Standards for Public Officials and Employees (RA 6713)
Rules Implementing the Code of Conduct and Ethical
Standards for Public Officials and Employees (RA 6713)
10.
11. PURSUANT TO THE PROVISIONS OF
SECTION 12 OF REPUBLIC ACT NO. 6713,
OTHERWISE KNOWN AS THE CODE OF
CONDUCT AND ETHICAL STANDARDS FOR
PUBLIC OFFICIALS AND EMPLOYEES,
APPROVED ON FEBRUARY 20, 1989, AND
WHICH TOOK EFFECT ON MARCH 25, 1989,
CONFORMABLY TO SECTION 17 THEREOF,
THE FOLLOWING RULES ARE HEREBY
ADOPTED IN ORDER TO CARRY OUT THE
13. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 1. AS A GENERAL RULE, WHEN A
REQUEST OR PETITION, WHETHER WRITTEN OR
VERBAL, CAN BE DISPOSED OF PROMPTLY AND
EXPEDITIOUSLY, THE OFFICIAL OR EMPLOYEE IN
CHARGE TO WHOM THE SAME IS PRESENTED
SHALL DO SO IMMEDIATELY, WITHOUT
DISCRIMINATION, AND IN NO CASE BEYOND
FIFTEEN (15) DAYS FROM RECEIPT OF THE
REQUEST OR PETITION.
14. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 2. IN DEPARTMENTS, OFFICES
OR AGENCIES THAT ARE USUALLY
SWAMPED WITH PERSONS CALLING FOR A
PARTICULAR TYPE OF SERVICE, THE HEAD
OF THE DEPARTMENT, OFFICE OR AGENCY
SHALL DEVISE A MECHANISM SO AS TO
AVOID LONG QUEUES SUCH AS BY GIVING
EACH PERSON A TICKET NUMBER DULY
COUNTERSIGNED WHICH SHALL SPECIFY
THE TIME AND THE DATE WHEN THE
15. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. IN CASE OF WRITTEN REQUESTS,
PETITIONS OR MOTIONS, SENT BY MEANS OF
LETTERS, TELEGRAMS, OR THE LIKE, THE OFFICIAL
OR EMPLOYEE IN CHARGE SHALL ACT ON THE
SAME WITHIN FIFTEEN (15) WORKING DAYS FROM
RECEIPT THEREOF, PROVIDED THAT:
(A) IF THE COMMUNICATION IS WITHIN THE
JURISDICTION OF THE OFFICE OR AGENCY, THE
OFFICIAL OR EMPLOYEE MUST:
16. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. (A) IF THE COMMUNICATION IS
WITHIN THE JURISDICTION OF THE OFFICE OR
AGENCY, THE OFFICIAL OR EMPLOYEE MUST:
(1) WRITE A NOTE OR LETTER OF
ACKNOWLEDGEMENT WHERE THE MATTER IS
MERELY ROUTINARY OR THE ACTION DESIRED MAY
BE ACTED UPON IN THE ORDINARY COURSE OF
BUSINESS OF THE DEPARTMENT, OFFICE OR
AGENCY, SPECIFYING THE DATE WHEN THE MATTER
WILL BE DISPOSED OF AND THE NAME OF THE
OFFICIAL OR EMPLOYEE IN CHARGE THEREOF.
17. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. (A) IF THE COMMUNICATION IS
WITHIN THE JURISDICTION OF THE OFFICE OR
AGENCY, THE OFFICIAL OR EMPLOYEE MUST:
(2) WHERE THE MATTER IS NON-ROUTINARY OR THE
ISSUES INVOLVED ARE NOT SIMPLE OR ORDINARY,
WRITE A NOTE OR LETTER OF ACKNOWLEDGEMENT,
INFORMING THE INTERESTED PARTY, PETITIONER
OR CORRESPONDENT OF THE ACTION TO BE TAKEN
OR WHEN SUCH REQUESTS, PETITIONS OR MOTIONS
CAN BE ACTED UPON.
18. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. (A) IF THE COMMUNICATION IS WITHIN
THE JURISDICTION OF THE OFFICE OR AGENCY, THE
OFFICIAL OR EMPLOYEE MUST:
(2) WHERE THERE IS A NEED TO SUBMIT ADDITIONAL
INFORMATION, REQUIREMENTS, OR DOCUMENTS, THE
NOTE OR LETTER OF ACKNOWLEDGMENT SHALL SO
STATE, SPECIFYING REASONABLE PERIOD OF TIME
WITHIN WHICH THEY SHOULD BE SUBMITTED, AND
THE NAME OF THE PARTICULAR OFFICIAL OR
EMPLOYEE IN CHARGE THEREOF.
19. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. (A) IF THE COMMUNICATION IS
WITHIN THE JURISDICTION OF THE OFFICE OR
AGENCY, THE OFFICIAL OR EMPLOYEE MUST:
(2) WHEN ALL THE DOCUMENTS OR REQUIREMENTS
HAVE BEEN SUBMITTED TO THE SATISFACTION OF
THE DEPARTMENT, OR OFFICE OF AGENCY
CONCERNED, THE PARTICULAR OFFICIAL OR
EMPLOYEE IN CHARGE SHALL INFORM THE
INTERESTED PARTY, PETITIONER, OR
CORRESPONDENT OF THE ACTION TO BE TAKEN AND
WHEN SUCH ACTION OR DISPOSITION CAN BE
EXPECTED, BARRING UNFORESEEN CIRCUMSTANCES.
20. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. (B) IF COMMUNICATION IS
OUTSIDE ITS JURISDICTION, THE OFFICIAL
OR EMPLOYEE MUST:
(1) REFER THE LETTER, PETITION,
TELEGRAM, OR VERBAL REQUEST TO THE
PROPER DEPARTMENT, OFFICE OR
AGENCY.
21. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. (B) IF COMMUNICATION IS
OUTSIDE ITS JURISDICTION, THE OFFICIAL OR
EMPLOYEE MUST:
(2) ACKNOWLEDGE THE COMMUNICATION BY
MEANS OF NOTE OR LETTER, INFORMING THE
INTERESTED PARTY, PETITIONER, OR
CORRESPONDENT OF THE ACTION TAKEN AND
ATTACHING A COPY OF THE LETTER OF
REFERRAL TO THE PROPER DEPARTMENT,
OFFICE OR AGENCY.
22. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. (B) IF COMMUNICATION IS
OUTSIDE ITS JURISDICTION, THE OFFICIAL OR
EMPLOYEE MUST:
(2) THE DEPARTMENT, OFFICE AND AGENCY TO
WHICH THE LETTER, PETITION, TELEGRAM OR
VERBAL REQUEST WAS REFERRED FOR
APPROPRIATE ACTION MUST TAKE ACTION IN
ACCORDANCE WITH SUBSECTION (A), PARS. 1 &
2 HEREOF.
23. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 3. (B) IF COMMUNICATION IS OUTSIDE
ITS JURISDICTION, THE OFFICIAL OR EMPLOYEE MUST:
(2) THE PERIOD OF FIFTEEN (15) DAYS HEREIN
PROVIDED SHALL BE COUNTED FROM DATE OF
RECEIPT OF THE WRITTEN OR VERBAL
COMMUNICATION BY THE DEPARTMENT, OFFICE OR
AGENCY
CONCERNED.
24. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 4. ALL OFFICIAL PAPERS AND
DOCUMENTS MUST BE PROCESSED AND COMPLETED
WITHIN A REASONABLE TIME FROM THE PREPARATION
THEREOF. REASONABLE TIME SHALL BE DETERMINED
IN ACCORDANCE WITH THE FOLLOWING RULES:
A) WHEN THE LAW OR THE APPLICABLE RULE ISSUED
IN ACCORDANCE THEREWITH PRESCRIBES A PERIOD
WITHIN WHICH A DECISION IS TO BE RENDERED OR AN
ACTION TAKEN, THE SAME SHALL BE FOLLOWED.
25. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 4. B) WHEN THE LAW OR THE
APPLICABLE RULE ISSUED IN ACCORDANCE
THEREWITH DOES NOT PRESCRIBE A PERIOD,
THE HEAD OF THE DEPARTMENT, OFFICE OR
AGENCY SHALL ISSUE RULES AND
REGULATIONS PRESCRIBING, AMONG OTHER
THINGS, WHAT IS REASONABLE TIME, TAKING
INTO ACCOUNT THE FOLLOWING FACTORS:
26. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 4.(1) NATURE, SIMPLICITY OR
COMPLEXITY OF THE SUBJECT MATTER OF
THE OFFICIAL PAPERS OR DOCUMENTS
PROCESSED BY SAID DEPARTMENT, OFFICE
OR AGENCY;
(2) COMPLETENESS OR INADEQUACY OF
REQUIREMENTS OR OF DATA AND
INFORMATION NECESSARY FOR DECISION
OR ACTION;
27. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 4.
(3) LACK OF RESOURCES CAUSED BY
CIRCUMSTANCES BEYOND THE CONTROL OF
THE DEPARTMENT, OFFICE OR AGENCY OR
OFFICIAL OR EMPLOYEE CONCERNED;
(4) LEGAL CONSTRAINTS SUCH AS
RESTRAINING ORDERS AND INJUNCTIONS
ISSUED BY PROPER JUDICIAL, QUASI-
JUDICIAL OR ADMINISTRATIVE AUTHORITIES;
28. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 4.
(5) FAULT, FAILURE OR NEGLIGENCE OF
THE PARTY CONCERNED WHICH RENDERS
DECISION OR ACTION NOT POSSIBLE OR
PREMATURE; AND
(6) FORTUITOUS EVENTS OR FORCE
MAJEURE.
29. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 5. EXCEPT AS OTHERWISE
PROVIDED BY LAW OR REGULATION, AND AS
FAR AS PRACTICABLE, ANY WRITTEN ACTION
OR DECISION MUST CONTAIN NOT MORE THAN
THREE (3) INITIALS OR SIGNATURES. IN THE
ABSENCE OF THE DULY AUTHORIZED
SIGNATORY, THE OFFICIAL NEXT-IN-RANK OR
OFFICER-IN-CHARGE OR THE PERSON DULY
AUTHORIZED SHALL SIGN FOR AND IN HIS
BEHALF.
30. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 5. THE HEAD OF THE DEPARTMENT, OFFICE OR
AGENCY SHALL PRESCRIBE, THROUGH AN APPROPRIATE OFFICE
ORDER, THE RULES ON THE PROPER AUTHORITY TO SIGN IN THE
ABSENCE OF THE REGULAR SIGNATORY, AS FOLLOWS:
(1) IF THERE IS ONLY ONE OFFICIAL NEXT IN RANK, HE SHALL
AUTOMATICALLY BE THE SIGNATORY.
(2) IF THERE ARE TWO OR MORE OFFICIALS NEXT IN RANK, THE
APPROPRIATE OFFICE ORDER SHALL PRESCRIBE THE ORDER OF
PRIORITY AMONG THE OFFICIALS NEXT IN RANK WITHIN THE
SAME ORGANIZATIONAL UNIT; OR
31. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 5. THE HEAD OF THE DEPARTMENT,
OFFICE OR AGENCY SHALL PRESCRIBE, THROUGH AN
APPROPRIATE OFFICE ORDER, THE RULES ON THE
PROPER AUTHORITY TO SIGN IN THE ABSENCE OF THE
REGULAR SIGNATORY, AS FOLLOWS:
(3) IF THERE IS NO OFFICIAL NEXT IN RANK PRESENT
AND AVAILABLE, THE HEAD OF THE DEPARTMENT,
OFFICE OR AGENCY SHALL DESIGNATE AN OFFICER-IN-
CHARGE FROM AMONG THOSE NEXT LOWER IN RANK
IN THE SAME ORGANIZATIONAL UNIT.
32. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 6. ALL PUBLIC DOCUMENTS
MUST BE MADE ACCESSIBLE TO, AND
READILY AVAILABLE FOR INSPECTION BY,
THE PUBLIC DURING OFFICE HOURS,
EXCEPT THOSE PROVIDED IN SECTION 3,
RULE IV.
33. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 7. ALL HEADS OR OTHER
RESPONSIBLE OFFICERS OF DEPARTMENTS,
OFFICES AND AGENCIES OF THE GOVERNMENT
AND GOVERNMENT-OWNED OR CONTROLLED
CORPORATION SHALL, WITHIN FORTY FIVE (45)
WORKING DAYS FROM THE END OF THE YEAR,
RENDER A FULL AND COMPLETE REPORT OF
PERFORMANCE AND ACCOMPLISHMENTS, AS
PRESCRIBED BY EXISTING LAWS AND
REGULATIONS.
34. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 7. ANOTHER REPORT OF
COMPLIANCE WITH THE PROVISIONS OF
THE CODE AND THESE RULES SHALL BE
PREPARED AND SUBMITTED TO THE CIVIL
SERVICE COMMISSION. THE COMMISSION
MAY REQUIRE OFFICIALS TO PROVIDE
ADDITIONAL INFORMATION OR FURNISH
DOCUMENTS, IF NECESSARY.
35. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 8. OFFICIALS AND
EMPLOYEES AND THEIR FAMILIES SHALL
LEAD MODEST AND SIMPLE LIVES
APPROPRIATE TO THEIR POSITION AND
INCOME. THEY SHALL NOT INDULGE IN
EXTRAVAGANT OR OSTENTATIOUS
DISPLAY OF WEALTH IN ANY FORM.
36. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 8. BASICALLY, MODEST AND SIMPLE
LIVING MEANS MAINTAINING A STANDARD OF
LIVING WITHIN THE PUBLIC OFFICIAL OR
EMPLOYEE€™S VISIBLE MEANS OF INCOME AS
CORRECTLY DISCLOSED IN HIS INCOME TAX
RETURNS, ANNUAL STATEMENT OF ASSETS,
LIABILITIES AND NET WORTH AND OTHER
DOCUMENTS RELATING TO FINANCIAL AND
BUSINESS INTERESTS AND CONNECTIONS.
37. The case of The Ombudsman, Fact-finding and Intelligence
Bureau, Office of the Ombudsman, and Preliminary
Investigation and Administrative Adjudication Bureau v. Nestor
S. Valeroso, GR 167828, April 2, 2007, it was alleged in a
complaint among others that respondent, then occupying the
position of director II at the Bureau of Internal Revenue, failed to
disclose his ownership of several properties, as well as certain
business interests of his wife, in his sworn SALN from 1995 to
2002, in violation of Republic Act (RA) 6713, otherwise known
as the Code of Conduct and Ethical Standards for Public
Officials and Employees.
Finding the existence of a strong indicia of guilt on the part (of
Valeroso) for administrative offense of dishonesty, and an
unexplained increase in his net worth, the Ombudsman, in an
Order dated June 10, 2004, placed respondent under
preventive suspension for a period of six months without pay.
38. RULE VI
DUTIES OF PUBLIC OFFICIALS AND
EMPLOYEES
SECTION 8. PUBLIC FUNDS AND
PROPERTY FOR OFFICIAL USE AND
PURPOSE SHALL BE UTILIZED WITH THE
DILIGENCE OF A GOOD FATHER OF A
FAMILY.
Editor's Notes
Some offices were awarded/issued with ISO Certification. One of this is our very own Region 12 since 2013
ISO 9001:2008 Certificates to the Department of Trade and Industry’s (DTI) four (4) central units that include the Office of the Undersecretary of the Consumer Welfare and Trade Regulation Group (OUSEC-CWTRG), Bureau of Product Standards (BPS), Philippine Contractors’ Accreditation Board (PCAB) and, General Administrative Services (GAS).
So PWD are prioritized in case of long queus.
Plantilla/ office order/designation were issued to government employees for proper authority
In case of absence or leave, the Head department prescribed an office order to someone next to him/her to substitute as officer in charge in his/her absence
Freedom of Information Bill
Diligence of a good father of a family reminds us that in rendering our obligations to other persons, we should provide the care and caution that we would have otherwise done in the exercise of handling the affairs of our own family.