POLICE RECRUITMENT: A CLOSER LOOK. Nestor Nabe College of Criminal Justice Education University of Mindanao, Bolton Campus, Davao City

Size: px
Start display at page:

Download "POLICE RECRUITMENT: A CLOSER LOOK. Nestor Nabe College of Criminal Justice Education University of Mindanao, Bolton Campus, Davao City"

Transcription

1 UM Research Journal Vol.7 p.25 POLICE RECRUITMENT: A CLOSER LOOK Nestor Nabe College of Criminal Justice Education University of Mindanao, Bolton Campus, Davao City ABSTRACT. This pursuit investigated the recruitment, selection and appointment policies of the Philippine National Police uniformed personnel in Region XI. Using qualitative method, the study revealed that the recruitment, selection and appointment policies are susceptible to breaches and circumventions. The palakasan, bata-bata, and bribery practices have impeded and thwarted the thorough implementation of the policies. The endorsement of police applicants by the city or municipal mayor is regarded unfavorable because it breeds political intervention and patronage. The dissemination of the availability of recruitment quota and the actual recruitment, selection and appointment lack appropriate system which result to tedious, exasperating and sluggish process, thus viewed as problematic. Keywords: Philippine police, recruitment Background of the Study Many police agencies experience difficulty in recruiting and selecting qualified applicants who are knowledgeable about police job and people they supposed to serve and protect (Tangel, 2007). Calis (2000) said that the recruitment process has always been the central point of interest in the police personnel program for this is the cornerstone of the whole personnel structure. Unless recruitment policy is soundly conceived, there can be little hope of building a first rate police staff. The problem on police recruitment has become glaring in the Philippines and even specifically in Mindanao. The investigation initiated by the office of Senator Manuel Villar confirmed that exorbitant recruitment fees are collected involving high ranking PNP officials and that P100,000 is asked from police applicants to facilitate easy approval of the application (Villar, 2006). Despite this problem, a large number of students are still interested to enter the police force because of the glamour, challenge, pride, good salary, extra income and ample benefits that are enticing. The University of Mindanao is one of the biggest schools producing hundreds Criminology graduates in the region. While these graduates are imbued with honesty and dedication to duty, they unsurprisingly lose idealism upon discovering corrupt practices within the organization. The extortion they experience during the recruitment process pushes them to become corrupt cops. It is in this context that this study was pursued. Research Objective The objective in this study is to analyze the recruitment, selection and appointment policies of the Philippines National Police.

2 UM Research Journal Vol.7 p.26 Method Research Design The research design utilized in pursuing this study is qualitative where the emphasis is in natural setting using verbal descriptions resulting in stories and case studies rather than statistical reports, and where the process and the discussions are focused and based on the basic characteristics of the object and subject of investigation (Ardales, 1992). Key Informants Aside from interviewing two police applicants who were interviewed, two purposely selected informants from the Police Regional Office XI and Davao City Police Office respectively, and three each from the Regional Training School-Philippine Public Safety College XI and the College of Criminal Justice Education became part of the respondents. Research Procedure Interview guide questions were appropriately formulated by consulting experts in the field of research and in policy-making. The purpose of the study was explained to the selected informants who were assured that the study would adher to the ethical standards particularly on matters concerning confidentiality. A letter was sent to the informants reminding them of the specific date of the interview and reviewing to them the purpose of such session to help them prepare for the interaction. During the interview proper, notes were jotted down to pick up verbatim articulations from the tape recorder. The recorded conversations were transcribed. After the transcription process, the pieces of information were analyzed and synthesized into specific themes. Data Analysis The answers of the informants were analyzed by way of classifying them into categories. Similar thoughts were put into one category applying the rules asserted by Selltiz, et al (1976) which by essence asserts the following conditions: to derive the set of categories from a single classificatory principle, to make sure that the set of categories were exhaustive and that every response was placed in one of the categories, and such categories were mutually exclusive. Discussion As indicated in several documents like the Memorandum Circular , and R.A. No. 8551, there are 12 basic policies that are directly concerned about recruitment, selection and appointment of the Philippine National Police uniformed personnel. These policies exactly state that the recruitment of PNP Uniformed Personnel to the rank of Police Officer 1 shall be based on the principle of merit and fitness shall be open to all qualified individuals, that the PNP shall reserve at least ten percent of its annual recruitment quota for women, that there shall be no discrimination on account of gender, religion, ethnic origin or political affiliation, that the PNP shall program the annual recruitment quota at the national, regional,

3 UM Research Journal Vol.7 p.27 provincial and city/municipal level subject to the approval of the commission, and that in order to have wider base for the selection process, the PNP Selection Committee shall process the applicants up to the 150% of the approved quota in al offices. Additional policies state that no personnel shall be appointed as Police officer 1 unless the applicant satisfies the minimum qualifications for appointment as provided for under Section 14, R.A. NO. 8551, that preference shall be accorded to the applicants who are residents of the city/municipality where the quota is allocated provided they meet the minimum qualification standards and officially endorsed by the city/municipal mayor in accordance with the procedures set in this circular, and that the age, height and weight requirements for initial appointment in the PNP may be waived only when the number of qualified applicants falls below the approved quota after the final interview at the national/regional level. In reference to the latter policy, it is further established that the application of a member of an indigenous group for height waiver shall be process regardless of whether or not the number of applicants falls below the annual quota: Provided, that applicants granted height waiver by virtue of membership in an indigenous group shall only be considered for appointment in the areas wherein they are considered indigenous by the National Commission for Indigenous Peoples (NCIP) or Office on Muslim Affairs (OMA). Finally, another group of policies concerning recruitment, selection and appointment state that no appointment shall be issued by the PNP National office or by any of the National Support Units unless the commission certifies the proposed appointees to be qualified for appointment, while in the regional offices the proposed appointees shall be certified by the Napolcom Regional Directors before issuance of appointment by the PNP Director, that the appointing authority shall in no case issue a special order earlier than the date of the issuance of the appointment, that no appointee shall be entitled to payment of salary prior to the taking of his/her oath of office and assumption of duty, and that the appointing authority shall be held responsible for the strict implementation of this circular. A Police Magazine (2002) states that in the recruitment, selection and appointment of personnel, only the most qualified and most competent applicant must be considered where qualification and competency are the fundamental criteria. However, one informant commented that said principle is infringed by whom you know culture. He said that generally, there are instances that policies are not observed because of palakasan that is very common in the recruitment of police personnel. Another informant said Mahirap mag-apply ngayon sa pulis kahit qualified ka. Marami ang aplikante kaya ang nangyayari tuloy kailangan magbigay ka ng pera o maghanap ng tao na mag backer sa yo. Kung talagang nasussunod yong policies na yan at least patas sana ang laban. (Its difficult to apply in the police service nowadays even if you are qualified. There are too many applicants that is why you need to give money or look for someone to back you up. If only those policies are followed, at least you have a fair chance.) Most of the informants commented on the non-implementation of the recruitment policies due to similar problem. Other terms used to describe the problem are under the table, lagay, palakasan, backer, padrino, bata-bata system, political intervention, and discrimination. The informants continued that this irregularity in the PNP is no longer a strange and unusual matter to the public. Espinoza (2006) agreed with the contention of the informants that this red tape culture within the PNP is not something new. Like Magsalos

4 UM Research Journal Vol.7 p.28 (2006), Espinoza supported the claim of the informants saying that there have been breaches in the recruitment policies because of the corrupt police personnel and those high ranking police officials amass huge amount of money from police applicants. This malady is as old as time and there is still no hope to put it an end. Birung (2000) revealed that palakasan system and political interventions are one of the factors which are perceived to be detrimental to the hiring of applicants into the police service. The mediocre and unqualified police officer can be traced to the lack of screening process of applicants, leniency in the implementation of guidelines, vulnerability of guidelines to circumvention and palakasan practices. And that despite the enactment of different laws and policies to eradicate this practice, anomalies are done regularly and those who are involved do it with impunity. This contention coincides with the remarks of the informants that the non-compliance of the policies will surely lead to disastrous effect in the PNP organization. The informants agree that often than not hired unqualified police personnel become liabilities police officers engaging in illegal activities and not doing their tasks and functions. The informants accord that red tape is not just systemic but behavioral issue. Thus addressing the problem likewise depends on the seriousness and political will of the NAPOLCOM and PNP to follow what is mandated by law. The Police Regional Director should guarantee transparency. According to the informants, there are instances that complain concerning anomalies are filed. However, the NAPOLCOM and PNP normally do token investigations to appease the complainants. Often everything ends up to whitewash. Most of the informants believe that merit and fitness are disregarded during recruitment. One of them said that I believe that merit and fitness is not really the basis of police recruitment. The applicants, even with lesser qualifications but with endorsement from ranking politicians or police officials are given more credence that applicants who are more qualified but without endorsement. Yong may mga endorsements, nauna na na-submit yong pangalan nila sa mga nag proprocess ng application at sa Regional Director kaya kahit bagsak sa screening o medical, nagagawan pa rin ng paraan. (Those with endorsements, their names are already submitted to the in-charge of the processing and to the Regional Director that s why even if they failed in the screening or medical, there are still rememdies for them). It was also revealed by an informant who is a police officer that results of medical and neuro-psychiatric examinations are often manipulated or altered if the applicant has a strong backer. Accepting applicants who are not graduates of a police profession course made the informants to doubt the application of merit and fitness in the PNP recruitment. As to the recruitment of women, most of the informants have observed that the numbers of recruits in the previous years were comparably high than recently. However, a police woman informant said that I observe many women are now recruited in the PNP. This will give chance for us to be given an equal employment opportunity in the PNP. But of course, you must also be qualified.

5 UM Research Journal Vol.7 p.29 The informants are divided in terms of the endorsement policy. Some of them believe that endorsing an applicant is just a matter of formality. They believe that endorsing is legal and moral, thus acceptable. One of them said I think its okay to be endorsed by the mayor in your place because it will give you a bigger chance to be accepted. Sa pag a-apply kasi ngayon, dapat may backer ka. (In applying nowadays, you need to have a backer). Nasa procedure kasi na dapat kukuha ng endorsement yong mga aplikante sa pulis pero dapat yong mga mayor tingnan nila na qualified naman yong mga bata nila para maging fair sa lahat. May balita kasi na porke bata ng politician yan, kahit mabagsak san euro or medical ginagawan ng paraan. (It s in the procedure that police applicants must get endorsement but mayors should also see to it that their bata is qualified to be fair toe verybody. There are allegations that some bata of politicians who failed in the neuro or medical are provided with remedies). One of those who disagreed with the endorsement policy said that Hindi ako sang-ayon sa policy na ganyan. Alam kasi natin kung anong uri ang karamihan sa mga politicians. Katulad sa akin, alam ng mayor na iba yong sinusuportahan ng pamilya namin noong electon, syempre ang tutulungan nya ay yong mga supporters nya. (I am not in favor of that policy. We already know the kind of politicians we have. In my case, the mayor knew that my family supported another candidate during the last election, of course he would help his supporters). Bakit kailangan pang i-endorse ng mayor na dumaan nga sa screening yong aplikante? Kung qualified yong aplikante, meron o walang endorsement, hindi yon ang importante. Basta qualified sya at dumaan sa screening. (Why is it needed to be endorsed by the mayor when the applicants have passed the screening anyway? If the applicant is qualified, with or without endorsement, that s not important. What is important is that he is qualified and passed the screening). The informants who are already in the police service that endorsement policy provides the opportunity for political patronage. After having endorsed, the police will have an utang na loob (debt of gratitude) to the politician. The latter will then capitalize this in asking whatever favor that will benefit him, while the first will be obliged to obey. Ang pakikialam ng politicians ang dahilan kung bakit magulo ang PNP ngayon (The interference of the polticiians is the reason why PNP is chaotic). Thus, said informants agreed with what Gil (1998) recommends that political interventions must be minimized by amending the privileges given to mayors in endorsing applicants for police personnel. The informants who are police trainees have similar observation about height issue in the recruitment policy. They said that there are police personnel, mostly women, who have not qualified for the height requirement. It was doubted that these personnel come from indigenous tribes. What they are sure about is that these personnel are bata-bata of politicians. Said informants cited the significance of having policies on recruitment, selection

6 UM Research Journal Vol.7 p.30 and appointment but they unanimously agreed that often these are not observed. Indeed, politicians are just taking advantage of these policies so that they can maintain their power and sphere of influence through the assistance of their bata-bata whom they positioned in the police rank a problem that resonates in the kind of values developed by the bata-bata, the informants added. This bata-bata will become the connection sa loob (inside connections) who in turn become contacts to manipulate application and recruitment process. Thus, the experience of the problem becomes a vicious cycle. One of the informants said that The NAPOLCOM and PNP regional offices deliberately withhold the dissemination of recruitment quota; and then file an application the items under the quota with their own bata-bata. Afterwards, they conduct the dissemination but already too late for interested applicants. The NAPOLCOM and PNP regional offices then inform the late applicants not to worry because they will be prioritized in the next recruitment schedule. Pero sa totoo lang, pangpalubag-loob lang ito sa mga aplikante dahil sa susunod ganun din ang mangyari (But the truth is just to appease those applicants because the same thing will happen next). An informant who is an applicant expressed that the application process is too long. The screening at the municipal and regional level will last for several months. It is so tiring in their part especially in completing the requirements, besides they spent so much especially so that they pay fixers hoping to speed up the process. Conclusion It can be concluded that the recruitment, selection and appointment policies of the PNP Uniformed Personnel were susceptible to breaches or circumventions in its implementation. The palakasan system, political interventions, bat-bata and the under the table practices are evident in the entire process of the recruitment, selection and appointment. With this, the implementation of the intended policies are either violated or abused by powerful people in the position for their personal motives and caprices. As a result, applicants feel that they are deceived and exploited after having spent so much and undergone long, tedious, exasperating and sluggish process. References Ardales, B. (1992). Introduction to qualitative research. National Bookstore, Manila. Birung, R. (2000). Doctrine on final interview in PNP recruitment police officer 1. National Defense College. Philippine Public Safety College, Fort Benifacio, Metro Manila Calis, E. (2000). Recruitment and selection system in the philippine national police: an assessment. Philippine Public Safety College, Fort Bonifacio, Metro Manila Espinoza, E. (2006). Extorting money from police applicants. Sunstar Newspaper.

7 UM Research Journal Vol.7 p.31 Gil, V. (1998). PNP recruitment and selection system: an evaluation. National Defense College. Fort Benifacio, Metro Manila Magsalos, R. (2000). Police managers. Directorate for Personnel and Resource Management. PNP National Headquarters, Camp Crame, Quezon City. Selltiz, et al (1996). Doing qualitative research. MacMillan Publishing House, Maxwell MacMillan, Canada Tangel, W. (2006). Minority recruitment: a working model international association of chiefs of police. Alexandia, Virginia Villar, M. (2006). Corruption in the PNP. Sunstar Newspaper.

ARTICLE I: GENERAL ADMINISTRATION

ARTICLE I: GENERAL ADMINISTRATION ARTICLE I: GENERAL ADMINISTRATION Table of Contents 5-1.1 Personnel Policies-Goals 5-1.2 Equal Employment Opportunity/Sexual Harassment 5-1.3 Board-Staff Communications 5-1.4 Definitions 5-1.5 Personnel

More information

PHILIPPINE LONG DISTANCE TELEPHONE COMPANY CODE OF BUSINESS CONDUCT AND ETHICS

PHILIPPINE LONG DISTANCE TELEPHONE COMPANY CODE OF BUSINESS CONDUCT AND ETHICS PHILIPPINE LONG DISTANCE TELEPHONE COMPANY CODE OF BUSINESS CONDUCT AND ETHICS Philippine Long Distance Telephone Company ( PLDT or the Company ) is dedicated to doing business in accordance with the highest

More information

WHISTLEBLOWER PROTECTION

WHISTLEBLOWER PROTECTION Category: Governance Classification: Public First Issued: 24/1/06 Review Frequency: 4 years Term of Council Legislation: Whistleblower Protection Act 1993 Relevant Policies: Related Procedures: Signed:

More information

Ryanair Holdings PLC Code of Business Conduct & Ethics 2012

Ryanair Holdings PLC Code of Business Conduct & Ethics 2012 Ryanair Holdings PLC Code of Business Conduct & Ethics 2012 1 TABLE OF CONTENTS 1. INTRODUCTION 3 2. WORK ENVIRONMENT 3 2.1 Discrimination & Harassment 3 2.2 Privacy of Personal Information 3 2.3 Internet

More information

The Vancouver Police Board s Vision is to be a leader in police governance, through excellence in civilian oversight.

The Vancouver Police Board s Vision is to be a leader in police governance, through excellence in civilian oversight. C: BOARD MEMBER TERMS OF REFERENCE CHARTER OF EXPECTATIONS FOR POLICE BOARD MEMBERS A. Introduction 1. The Police Act, Part 5, s. 23(1), requires that the Board consist of the Mayor, who is designated

More information

Whistleblower. Category: Governance Number: Audience: All University Employees and Board of Governors Issued: February 10, 2014

Whistleblower. Category: Governance Number: Audience: All University Employees and Board of Governors Issued: February 10, 2014 Whistleblower Category: Governance Number: Audience: All University Employees and Board of Governors Issued: February 10, 2014 Owner: President Approved by: Board of Governors Contact: Secretary to the

More information

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL

DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL DEPARTMENT OF PUBLIC WORKS MANAGEMENT MANUAL Personnel Directive Subject: PROCEDURE FOR PREVENTING AND/OR RESOLVING PROBLEMS RELATED TO SEXUAL HARASSMENT ADOPTED BY THE BOARD OF PUBLIC WORKS, CITY OF LOS

More information

Corporate Governance Code for Shareholding Companies Listed on the Amman Stock Exchange

Corporate Governance Code for Shareholding Companies Listed on the Amman Stock Exchange Corporate Governance Code for Shareholding Companies Listed on the Amman Stock Exchange CONTENTS Topic Page Preamble 3 Chapter One: Definitions 5 Chapter Two: The Board of Directors of the Shareholding

More information

Minerals Technologies Inc. Summary of Policies on Business Conduct

Minerals Technologies Inc. Summary of Policies on Business Conduct Minerals Technologies Inc. Summary of Policies on Business Conduct Lawful and Ethical Behavior is Required at All Times This Summary of Policies on Business Conduct (this "Summary") provides an overview

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will

More information

Chapter 37 ONEIDA NATION LAW ENFORCEMENT ORDINANCE Shakotiye=n@s Olihw@ke The Matters of Those Who Protect Us

Chapter 37 ONEIDA NATION LAW ENFORCEMENT ORDINANCE Shakotiye=n@s Olihw@ke The Matters of Those Who Protect Us Chapter 37 ONEIDA NATION LAW ENFORCEMENT ORDINANCE Shakotiye=n@s Olihw@ke The Matters of Those Who Protect Us 37.1-1 Purpose and Policy 37.7-1 Appointment of Law Enforcement Officers 37.2-1 Adoption, Amendment,

More information

Systems and Regulations Second: highlights on the structure and the organizational Guide of the national anti- corruption commission

Systems and Regulations Second: highlights on the structure and the organizational Guide of the national anti- corruption commission Systems and Regulations Second highlights on the structure and the organizational Guide of the national anti- corruption commission Introduction Based on the objectives of the anti corruption commission

More information

Compliance Policy ALCO recommended standard

Compliance Policy ALCO recommended standard 1. PURPOSE In accordance with CSSF Circular 2004/155, the board of directors of [NAME OF COMPANY] (hereafter the Company ) has adopted the following Compliance Policy. The Company s Compliance function

More information

The Basics of Sexual Harassment

The Basics of Sexual Harassment The Basics of Sexual Harassment Sexual Harassment is a violation both of Federal Law and the laws of most states. For employers, it is fairly easy to take steps to prevent sexual harassment and to defeat

More information

Code of Ethics and Conduct

Code of Ethics and Conduct Introduction: Vale s mission is to transform natural resources into prosperity and sustainable development, aiming to be the number one global natural resources company in creating long term value, through

More information

Whistleblower Policy

Whistleblower Policy Whistleblower Policy The Feedback Group including Feedback Infra, its subsidiaries and associate companies, is committed to conducting its affairs ethically and lawfully. The Group's philosophy on ethics

More information

Equality and Diversity Forum response to the consultation on employer liability for harassment of employees by third parties

Equality and Diversity Forum response to the consultation on employer liability for harassment of employees by third parties Equality and Diversity Forum response to the consultation on employer liability for harassment of employees by third parties The Equality and Diversity Forum (EDF) is a network of national organisations

More information

CODE OF CONDUCT Ethical rules and guidelines

CODE OF CONDUCT Ethical rules and guidelines CODE OF CONDUCT Ethical rules and guidelines CONTENT Introduction... 3 Our customers... 5 Employees... 7 The world around us... 9 Communication & dialog... 11 Security, theft & loss... 13 Environment...

More information

PRINCIPLES OF CORPORATE GOVERNANCE FOR SUPERVISED INSTITUTIONS

PRINCIPLES OF CORPORATE GOVERNANCE FOR SUPERVISED INSTITUTIONS PRINCIPLES OF CORPORATE GOVERNANCE FOR SUPERVISED INSTITUTIONS Content of principles I. ORGANISATION AND ORGANISATIONAL STRUCTURE 1. 1 The organisation of a supervised institution should enable meeting

More information

P. O. Box 1520 Columbia, South Carolina 29202. Effective date of implementation: January 1, 2005. Domestic Violence

P. O. Box 1520 Columbia, South Carolina 29202. Effective date of implementation: January 1, 2005. Domestic Violence SOUTH CAROLINA DEPARTMENT OF SOCIAL SERVICES P. O. Box 1520 Columbia, South Carolina 29202 STANDARDS OF CARE FOR BATTERERS TREATMENT Effective date of implementation: January 1, 2005 Domestic Violence

More information

VETERANS RESOURCE CENTERS OF AMERICA CORPORATE COMPLIANCE PLAN

VETERANS RESOURCE CENTERS OF AMERICA CORPORATE COMPLIANCE PLAN VETERANS RESOURCE CENTERS OF AMERICA CORPORATE COMPLIANCE PLAN COMPLIANCE STATEMENT Veterans Resource Centers of America (VRCOA) is committed to provide the highest quality behavioral health prevention

More information

Society For Human Resource Management of Greater Tucson, Inc. BY-LAWS

Society For Human Resource Management of Greater Tucson, Inc. BY-LAWS Society For Human Resource Management of Greater Tucson, Inc. BY-LAWS Section 2 ARTICLE I NAME The name of the corporation is the Society for Human Resource Management of Greater Tucson, Inc. (SHRM-GT),

More information

Whistleblower Protection Policy

Whistleblower Protection Policy Responsible Officer: SVP - Chief Compliance & Audit Officer Responsible Office: EC - Ethics, Compliance & Audit Services Issuance Date: April 23, 2015 Effective Date: May 1, 2015 Last Review Date: March

More information

HILLENBRAND, INC. AND SUBSIDIARIES. Global Anti-Corruption Policy Statement and Compliance Guide

HILLENBRAND, INC. AND SUBSIDIARIES. Global Anti-Corruption Policy Statement and Compliance Guide HILLENBRAND, INC. AND SUBSIDIARIES Global Anti-Corruption Policy Statement and Compliance Guide Hillenbrand, Inc., including all of its subsidiaries (referred to collectively as the Company ), maintains

More information

འ ག ག ད དཔ ན ཡ ངས བ བཅའ མས ལ ༢༠༠༦ ཅན མ

འ ག ག ད དཔ ན ཡ ངས བ བཅའ མས ལ ༢༠༠༦ ཅན མ འ ག ག ད དཔ ན ཡ ངས བ བཅའ མས ལ ༢༠༠༦ ཅན མ THE OFFICE OF THE ATTORNEY GENERAL ACT OF BHUTAN, 2006 Section CONTENT Page Preamble... 1 CHAPTER 1...1 PRELIMINARY...1 Title, Commencement and Extent...1 Repeal...2

More information

New Zealand Football Code of Conduct

New Zealand Football Code of Conduct New Zealand Football Code of Conduct Explanatory Foreword The purpose of this Code of Conduct is to encourage fair, ethical treatment of all persons and organisations that come under the umbrella of New

More information

a. employees Company; or

a. employees Company; or Code of Busines ss Conduct and Ethics 1. Introduction a. This Code of Business Conduct and Ethics (the Code ) applies to all directors, officers, employees and third parties employed or directly engaged

More information

The Open University of Israel (OUI) Regulations for Prevention of Sexual Harassment at The Open University of Israel

The Open University of Israel (OUI) Regulations for Prevention of Sexual Harassment at The Open University of Israel The Open University of Israel (OUI) Regulations for Prevention of Sexual Harassment at The Open University of Israel 1 Sexual harassment and inappropriate conduct on sexual premises are offensive to the

More information

MODEL LAW ON SEXUAL HARASSMENT

MODEL LAW ON SEXUAL HARASSMENT MODEL LAW ON SEXUAL HARASSMENT 0 MODEL LAW ON SEXUAL HARASSMENT Table of Contents Chapter I: General Provisions... 2 Article 1: [Title]... 2 Article 2: Purpose... 2 Article 3: Application... 2 Article

More information

SENATE. Senate Bill No. 1 B? 4 INTRODUCED BY SEN. JINGGOY EJERCITO ESTRADA EXPLANATORY NOTE

SENATE. Senate Bill No. 1 B? 4 INTRODUCED BY SEN. JINGGOY EJERCITO ESTRADA EXPLANATORY NOTE SIXTEENTH CONGRESS OF THE REPUBLIC) OF THE PHILIPPINES ) First Regular Session ) "13 NOV 27 P 3 :24 SENATE Senate Bill No. 1 B? 4 INTRODUCED BY SEN. JINGGOY EJERCITO ESTRADA EXPLANATORY NOTE After more

More information

PREAMBLE: GENERAL PROVISIONS: Policy Name:

PREAMBLE: GENERAL PROVISIONS: Policy Name: Policy Name: Originating/Responsible Department: Approval Authority: Date of Original Policy: March 2008 Last Updated: February 2012 Policy on the Accreditation of Student Organizations Associate Vice-President

More information

Law Enforcement Officers Bill of Rights. Sections 112.532-534, F.S. 112.532 Law enforcement officers' and correctional officers' rights.

Law Enforcement Officers Bill of Rights. Sections 112.532-534, F.S. 112.532 Law enforcement officers' and correctional officers' rights. Law Enforcement Officers Bill of Rights Sections 112.532-534, F.S. 112.532 Law enforcement officers' and correctional officers' rights.-- All law enforcement officers and correctional officers employed

More information

FORMAL MEMORANDUM ENQUIRIES AS TO WITNESS CREDIBILITY. Table of Contents

FORMAL MEMORANDUM ENQUIRIES AS TO WITNESS CREDIBILITY. Table of Contents FORMAL MEMORANDUM ENQUIRIES AS TO WITNESS CREDIBILITY Table of Contents Introduction...1 Commission Enquiries...2 Police National Computer (PNC)...3 Police National Database (PND)...3 Social Services Department

More information

Whistle Blower Policy

Whistle Blower Policy Whistle Blower Policy 1 Applicability This policy is applicable to: - All Employees, Business Associates, Contract Consultants (Retainers), Academic Interns and ACE Associates of Tata Consultancy Services.

More information

LAWS OF THE A FLORIDA NON PROFIT CORPORATION ARTICLE III. Name

LAWS OF THE A FLORIDA NON PROFIT CORPORATION ARTICLE III. Name LAWS OF THE FLORIDALEARNS FOUNDATION, INC. A FLORIDA NON PROFIT CORPORATION ARTICLE I Name The name of this Corporation as provided in the articles of Incorporation is FLORIDALEARNS FOUNDATION, INC. (the

More information

IndiaFirst Life Insurance Company Ltd. Whistle Blower Policy

IndiaFirst Life Insurance Company Ltd. Whistle Blower Policy IndiaFirst Life Insurance Company Ltd. Whistle Blower Policy Index 1. Preface...3 2. Definitions...3 3. Scope...3 4. Eligibility...4 5. Disqualification...4 6. Procedure...4 7. Investigation...5 8. Protection...6

More information

NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE

NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee

More information

BARRICK GOLD CORPORATION

BARRICK GOLD CORPORATION BARRICK GOLD CORPORATION Code of Business Conduct and Ethics Introduction Barrick s success is built on a foundation of personal and professional integrity and commitment to excellence. As a company and

More information

As stated in the Code of Ethics of the Education Profession in Florida (State Board of Education Rule 6B-1.001):

As stated in the Code of Ethics of the Education Profession in Florida (State Board of Education Rule 6B-1.001): Permanent Personnel 6Gx13-4A-1.213 CODE OF ETHICS I. INTRODUCTION All members of The School Board of Miami-Dade County, Florida, administrators, teachers and all other employees of Miami-Dade County Public

More information

CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE

CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE CITY OF LOS ANGELES SEXUAL ORIENTATION, GENDER IDENTITY, AND GENDER EXPRESSION DISCRIMINATION COMPLAINT PROCEDURE The policy of the City of Los Angeles has been, and will continue to be, to promote and

More information

I. BACKGROUND 3 II. OBJECTIVES 4 III. SCOPE 5 IV. VALUES 6 V. GENERAL RULES OF ETHICS 7 VI. SPECIFIC RULES OF ETHICS 9 VII. RESPONSABILITIES 20

I. BACKGROUND 3 II. OBJECTIVES 4 III. SCOPE 5 IV. VALUES 6 V. GENERAL RULES OF ETHICS 7 VI. SPECIFIC RULES OF ETHICS 9 VII. RESPONSABILITIES 20 1 BUSINESS CODE OF ETHICS I. BACKGROUND 3 II. OBJECTIVES 4 III. SCOPE 5 IV. VALUES 6 V. GENERAL RULES OF ETHICS 7 VI. SPECIFIC RULES OF ETHICS 9 VII. RESPONSABILITIES 20 VIII. WHISTLE BLOWING SYSTEM 28

More information

Letter from the Chief Executive Officer and Chairman and the Group Medical Director

Letter from the Chief Executive Officer and Chairman and the Group Medical Director Letter from the Chief Executive Officer and Chairman and the Group Medical Director Every day, millions of people put their trust in International SOS to help them wherever they live or travel. We remain

More information

Workplace Anti-Harassment Policy (Alberta)

Workplace Anti-Harassment Policy (Alberta) Workplace Anti-Harassment Policy (Alberta) Intent It is public policy in Canada to recognize the dignity and worth of every person and to provide for equal rights and opportunities free of discrimination.

More information

SEMGROUP CORPORATION. Anti-Corruption Compliance Policy August, 2011

SEMGROUP CORPORATION. Anti-Corruption Compliance Policy August, 2011 SEMGROUP CORPORATION Anti-Corruption Compliance Policy August, 2011 SCOPE This is a global policy (the Policy ) applicable to the worldwide operations of SemGroup Corporation ("SemGroup") and all of its

More information

MUTUAL INSURANCE EMPLOYEE HANDBOOK

MUTUAL INSURANCE EMPLOYEE HANDBOOK MUTUAL INSURANCE EMPLOYEE HANDBOOK A. Introduction to Handbook We would like to welcome you as an employee to Mutual Insurance Company. The purpose of this Handbook is to explain the current policies and

More information

SCOTTISH CHILDREN S REPORTER ADMINISTRATION

SCOTTISH CHILDREN S REPORTER ADMINISTRATION Part 1 - Policy for Fraud Prevention, Detection and Investigation 1. Introduction 1.1 SCRA like other public bodies, has a duty to conduct its affairs in a responsible and transparent way and to take into

More information

The faculty of BGSU reaffirms that the following are an accepted part of their responsibilities as teacher-scholars:

The faculty of BGSU reaffirms that the following are an accepted part of their responsibilities as teacher-scholars: Page 1 of 7 SECTION E: ETHICAL RESPONSIBILITIES Faculty members shall follow professional ethical standards in conducting the affairs of the University. These standards are articulated in the Statement

More information

Regulations for the Prevention of Sexual Harassment

Regulations for the Prevention of Sexual Harassment Regulations for the Prevention of Sexual Harassment IDC Herzliya is actively working to create an academic and work environment free of sexual harassment. IDC Herzliya views sexual harassment and maltreatment

More information

Corporate Governance Guidelines

Corporate Governance Guidelines Corporate Governance Guidelines Teachers Federation Health Ltd ABN: 86 097 030 414 Original Endorsed: 25/06/2015 Version: December 2015 1. Corporate Governance Framework 1 2. Board of Directors 2 3. Performance

More information

JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES

JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES BETWEEN THE ASSOCIATION OF COLLEGES (AoC) AND ASSOCIATION FOR COLLEGE MANAGEMENT (ACM) ASSOCIATION OF TEACHERS & LECTURERS

More information

Roche Group Employment Policy

Roche Group Employment Policy Roche Group Employment Policy 2 Roche s Corporate Principles express our conviction that our company s success depends on the talent and performance of dedicated employees. In adopting the present policy,

More information

Copyright 2012, General Dynamics Information Technology. All Rights Reserved.

Copyright 2012, General Dynamics Information Technology. All Rights Reserved. Introduction Over the years, General Dynamics Information Technology has experienced significant growth in its IT services business serving government and commercial customers worldwide. As a valued supplier

More information

Authors: Bori Simonovits (chapters 1., 2., 3., 4.1, 4.2, 4.4., 4.5., 4.6.), Júlia Koltai (chapter 4.3.)

Authors: Bori Simonovits (chapters 1., 2., 3., 4.1, 4.2, 4.4., 4.5., 4.6.), Júlia Koltai (chapter 4.3.) 1 The Equal Treatment Authority accomplishes its research project called TAMOP 5.5.5/08/1 Combating Discrimination, Shaping Societal Attitude and Strengthening the Work of the Authority by the assistance

More information

ETHICAL CONDUCT AND PROFESSIONAL PRACTICE: PRINCIPLES AND STANDARDS FOR MEMBERS OF THE BRITISH COLUMBIA ASSOCIATION OF SCHOOL PSYCHOLOGISTS

ETHICAL CONDUCT AND PROFESSIONAL PRACTICE: PRINCIPLES AND STANDARDS FOR MEMBERS OF THE BRITISH COLUMBIA ASSOCIATION OF SCHOOL PSYCHOLOGISTS ETHICAL CONDUCT AND PROFESSIONAL PRACTICE: PRINCIPLES AND STANDARDS FOR MEMBERS OF THE BRITISH COLUMBIA ASSOCIATION OF SCHOOL PSYCHOLOGISTS March 2010 Preamble Ethical Principles define the ethical responsibility

More information

Code of Conduct Code of Conduct for Business Ethics and Compliance

Code of Conduct Code of Conduct for Business Ethics and Compliance Allianz Group Code of Conduct Code of Conduct for Business Ethics and Compliance Group Compliance Preamble Allianz Group is based upon the trust which our clients, shareholders, employees and public opinion

More information

CHAPTER: III - PERSONNEL Page: (i) CONTENTS INTRODUCTION 330.1 1

CHAPTER: III - PERSONNEL Page: (i) CONTENTS INTRODUCTION 330.1 1 CHAPTER: III - PERSONNEL Page: (i) CONTENTS Paragraph Page INTRODUCTION 330.1 1 General.1.1 1 Application.1.2 2 Purpose of Disciplinary Measures.1.3 2 Responsibility for Imposition.1.4 2 Unsatisfactory

More information

STATEMENT FROM THE CHAIRMAN

STATEMENT FROM THE CHAIRMAN STATEMENT FROM THE CHAIRMAN In an ever-changing global marketplace, it is important for all of us to have an understanding of the responsibilities each of have in carrying out day-to-day business decisions

More information

IMAX CORPORATION PROTOCOL FOR REPORTING SUSPECTED VIOLATIONS OF THE IMAX CODE OF ETHICS. (Whistle Blower Program)

IMAX CORPORATION PROTOCOL FOR REPORTING SUSPECTED VIOLATIONS OF THE IMAX CODE OF ETHICS. (Whistle Blower Program) IMAX CORPORATION PROTOCOL FOR REPORTING SUSPECTED VIOLATIONS OF THE IMAX CODE OF ETHICS (Whistle Blower Program) November 2004 (updated February 2012) PROTOCOL FOR REPORTING SUSPECTED VIOLATIONS OF THE

More information

CARDINAL RESOURCES LLC INTRODUCTION

CARDINAL RESOURCES LLC INTRODUCTION CARDINAL RESOURCES LLC ANTI- BRIBERY AND ANTI- CORRUPTION POLICY INTRODUCTION The purpose of this Anti- bribery and Anti- corruption Policy (the "Policy") is to ensure compliance by the Red Bird Group

More information

UNIVERSITY OF MISSISSIPPI MEDICAL CENTER - GRENADA MEDICAL STAFF

UNIVERSITY OF MISSISSIPPI MEDICAL CENTER - GRENADA MEDICAL STAFF UNIVERSITY OF MISSISSIPPI MEDICAL CENTER - GRENADA MEDICAL STAFF FAIR HEARING PLAN (As Amended) Date Initiated: 06-13-00 TABLE OF CONTENTS DEFINITIONS... 1 PART ONE: INITIATION OF HEARING 1.1 TRIGGERING

More information

Safeguarding Your Financial Assets & Mitigating Employee Fraud. Why Employee Fraud is Difficult to Quantify? What is Fraud?

Safeguarding Your Financial Assets & Mitigating Employee Fraud. Why Employee Fraud is Difficult to Quantify? What is Fraud? What is Fraud? Safeguarding Your Financial Assets & Mitigating Employee Fraud Wikipedia In criminal law, a fraud is an intentional deception made for personal gain or to damage another individual; the

More information

Section I: USA Gymnastics Membership Requirements New additions are highlighted

Section I: USA Gymnastics Membership Requirements New additions are highlighted I. Athlete Membership Section I: USA Gymnastics Membership Requirements New additions are highlighted All athletes appearing in a USA Gymnastics sanctioned event must be pre-registered athlete members

More information

CUBIC ENERGY, INC. Code of Business Conduct and Ethics

CUBIC ENERGY, INC. Code of Business Conduct and Ethics CUBIC ENERGY, INC. Code of Business Conduct and Ethics Introduction Our Company s reputation for honesty and integrity is the sum of the personal reputations of our directors, officers and employees. To

More information

EXTRA SPACE STORAGE INC. CODE OF BUSINESS CONDUCT AND ETHICS

EXTRA SPACE STORAGE INC. CODE OF BUSINESS CONDUCT AND ETHICS EXTRA SPACE STORAGE INC. CODE OF BUSINESS CONDUCT AND ETHICS Purpose and Scope Since its founding, Extra Space Storage Inc. and its subsidiaries (collectively, the Company ) has required that all its employees

More information

Purely applied tools. Thinking is difficult and sometimes unpleasant.

Purely applied tools. Thinking is difficult and sometimes unpleasant. Purely applied tools Bell Labs success factors Freund, Hentoff, the Curmudgeon Munger s 24 Standard Causes of Human Misjudgment Valuable Intellectual Traits Thinking is difficult and sometimes unpleasant.

More information

Anti-Corruption and FCPA Compliance Policy

Anti-Corruption and FCPA Compliance Policy Anti-Corruption and FCPA Compliance Policy Purpose and Scope Vicor Corporation ( Vicor or the Company ) must comply with the U.S. Foreign Corrupt Practices Act of 1977, as amended (the "FCPA") and all

More information

LAFOURCHE PARISH FIRE PROTECTION DISTRICT #3 CIVIL SERVICE BOARD RULES RULE I

LAFOURCHE PARISH FIRE PROTECTION DISTRICT #3 CIVIL SERVICE BOARD RULES RULE I LAFOURCHE PARISH FIRE PROTECTION DISTRICT #3 CIVIL SERVICE BOARD RULES MEETING OF THE BOARD: RULE I SECTION 2: SECTION 3: SECTION 4: SECTION 5: SECTION 6: The board shall hold one regular meeting within

More information

PATHWAYS CMH. POLICY TITLE: ABUSE AND NEGLECT EFFECTIVE DATE: April 14, 2003 REVIEW DATE: July 11, 2013

PATHWAYS CMH. POLICY TITLE: ABUSE AND NEGLECT EFFECTIVE DATE: April 14, 2003 REVIEW DATE: July 11, 2013 PATHWAYS CMH POLICY TITLE: ABUSE AND NEGLECT EFFECTIVE DATE: April 14, 2003 REVIEW DATE: July 11, 2013 RESPONSIBLE PARTY: Recipient Rights Supervisor or Designee CATEGORY: RECIPIENT RIGHTS BOARD APPROVAL

More information

BOARD OF DIRECTORS MANDATE

BOARD OF DIRECTORS MANDATE BOARD OF DIRECTORS MANDATE Board approved: May 7, 2014 This mandate provides the terms of reference for the Boards of Directors (each a Board ) of each of Economical Mutual Insurance Company ( Economical

More information

SEKO Logistics Anti-Corruption and Foreign Corrupt Practices Act Policy

SEKO Logistics Anti-Corruption and Foreign Corrupt Practices Act Policy SEKO Logistics Anti-Corruption and Foreign Corrupt Practices Act Policy General Policy: SEKO Logistics ( SEKO ) conducts its business ethically and in compliance with all laws in the countries where SEKO

More information

CROATIAN PARLIAMENT 1364

CROATIAN PARLIAMENT 1364 CROATIAN PARLIAMENT 1364 Pursuant to Article 88 of the Constitution of the Republic of Croatia, I hereby pass the DECISION PROMULGATING THE ACT ON PERSONAL DATA PROTECTION I hereby promulgate the Act on

More information

Information Sheet 6: Recruiting a Personal Assistant

Information Sheet 6: Recruiting a Personal Assistant Shaw Trust Direct Payments Support Services Information Sheet 6: Recruiting a Personal Assistant Sheet Outline: Drafting a Job Description and Person Specification Advertising your vacancy Interviewing

More information

August 2007 Education and Membership Development Department

August 2007 Education and Membership Development Department August 2007 Education and Membership Development Department Table of Contents Title VII of the Civil Rights Act of 1964 3 What is Sexual Harassment? 3 4 How Can Sexual Harassment Occur? 4 5 When is an

More information

ABBVIE INC. GOVERNANCE GUIDELINES. I. Director Independence and Qualifications... 1. II. Director Responsibilities... 2

ABBVIE INC. GOVERNANCE GUIDELINES. I. Director Independence and Qualifications... 1. II. Director Responsibilities... 2 ABBVIE INC. GOVERNANCE GUIDELINES I. Director Independence and Qualifications... 1 II. Director Responsibilities... 2 III. Board and Committee Meetings... 3 IV. Board Committees... 3 V. Director Access

More information

RULES GOVERNING COMPLIANCE OFFICERS OF DEALING MEMBER FIRMS 1

RULES GOVERNING COMPLIANCE OFFICERS OF DEALING MEMBER FIRMS 1 RULES GOVERNING COMPLIANCE OFFICERS OF DEALING MEMBER FIRMS 1 1. INTRODUCTION: These rules are made pursuant to Article 15 of the Rules and Regulations Governing Dealing Members (the Rules) and Section

More information

Code of Professional Conduct and Ethics for Social Workers. Bord Clárchúcháin na noibrithe Sóisialta Social Workers Registration Board

Code of Professional Conduct and Ethics for Social Workers. Bord Clárchúcháin na noibrithe Sóisialta Social Workers Registration Board Code of Professional Conduct and Ethics for Social Workers Bord Clárchúcháin na noibrithe Sóisialta Social Workers Registration Board 1 Code of Professional Conduct and Ethics for Social Workers Contents

More information

THE CITY OF SAN DIEGO M E M O R A N D U M. All City Employees, Elected Officials, Contract Workers and Volunteers

THE CITY OF SAN DIEGO M E M O R A N D U M. All City Employees, Elected Officials, Contract Workers and Volunteers THE CITY OF SAN DIEGO M E M O R A N D U M DATE: TO: FROM: SUBJECT: All City Employees, Elected Officials, Contract Workers and Volunteers Kevin Faulconer, Mayor Jan Goldsmith, City Attorney Judy von Kalinowski,

More information

Bylaws of United Faculty of Palm Beach State College

Bylaws of United Faculty of Palm Beach State College Bylaws of United Faculty of Palm Beach State College Article I Name This organization shall be known as United Faculty of Palm Beach State College, hereinafter referred to as UF-PBSC. The objectives of

More information

ED McKENNA FOR JUDGE COMMITTEE 10115 Greenwood Ave N, #253 Seattle Washington 98133 edmckennaforjudge@comcast.net

ED McKENNA FOR JUDGE COMMITTEE 10115 Greenwood Ave N, #253 Seattle Washington 98133 edmckennaforjudge@comcast.net ED McKENNA FOR JUDGE COMMITTEE 10115 Greenwood Ave N, #253 Seattle Washington 98133 edmckennaforjudge@comcast.net October 12, 2010 Fair Campaign Practices Committee King County Bar Association 1200 Fifth

More information

Statement of Assets, Liabilities, and Net Worth (SALN)

Statement of Assets, Liabilities, and Net Worth (SALN) Statement of Assets, Liabilities, and Net Worth (SALN) What is a SALN? SALN stands for Statement of Assets, Liabilities, and Net Worth. It is a declaration of assets (i.e., land, vehicles, etc) and liabilities

More information

School of Rehabilitation Therapy Occupational Therapy Program Physical Therapy Program

School of Rehabilitation Therapy Occupational Therapy Program Physical Therapy Program Professional Behaviour Policy 1.0 Introduction School of Rehabilitation Therapy Occupational Therapy Program Physical Therapy Program The purpose of this document is to provide occupational therapy and

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

More information

You and Your Lawyer. Public Legal Education and Information Service of New Brunswick

You and Your Lawyer. Public Legal Education and Information Service of New Brunswick You and Your Lawyer Public Legal Education and Information Service of New Brunswick Public Legal Education and Information Service of New Brunswick (PLEIS-NB) is a non-profit charitable organization. Its

More information

PART II - CODE OF ORDINANCES GENERAL ORDINANCES Chapter 2 - ADMINISTRATION ARTICLE XVI. - BOARDS, COUNCILS, COMMISSIONS AND AUTHORITIES

PART II - CODE OF ORDINANCES GENERAL ORDINANCES Chapter 2 - ADMINISTRATION ARTICLE XVI. - BOARDS, COUNCILS, COMMISSIONS AND AUTHORITIES DIVISION 11. CITIZEN REVIEW BOARD Sec. 2-2201. Establishment of the Atlanta Citizen Review Board. Sec. 2-2202. Appointment of members. Sec. 2-2203. Composition of board. Sec. 2-2204. Time limit on appointments.

More information

PROTECTED DISCLOSURES ACT 26 OF 2000

PROTECTED DISCLOSURES ACT 26 OF 2000 Page 1 of 7 PROTECTED DISCLOSURES ACT 26 OF 2000 [ASSENTED TO 1 AUGUST 2000] [DATE OF COMMENCEMENT: 16 FEBRUARY 2001] (English text signed by the President) ACT To make provision for procedures in terms

More information

Regulations of Florida A&M University. 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures.

Regulations of Florida A&M University. 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures. Regulations of Florida A&M University 10.103 Non-Discrimination Policy and Discrimination and Harassment Complaint Procedures. (1) It is the policy of Florida A & M University that each member of the University

More information

GUIDANCE FOR EMPLOYED BARRISTERS. Part 1. General

GUIDANCE FOR EMPLOYED BARRISTERS. Part 1. General GUIDANCE FOR EMPLOYED BARRISTERS Part 1. General 1.1 This guidance has been issued by the Professional Standards Committee, the Professional Conduct and Complaints Committee and the Employed Barristers

More information

SANTANDER CONSUMER USA HOLDINGS INC. CORPORATE GOVERNANCE GUIDELINES

SANTANDER CONSUMER USA HOLDINGS INC. CORPORATE GOVERNANCE GUIDELINES SANTANDER CONSUMER USA HOLDINGS INC. CORPORATE GOVERNANCE GUIDELINES Good governance, ethical conduct, accountability and transparency are essential to the success of a public company. The Board of Directors

More information

UNIVERSAL INSURANCE HOLDINGS, INC. CODE OF BUSINESS CONDUCT AND ETHICS. Revised as of March 3, 2014

UNIVERSAL INSURANCE HOLDINGS, INC. CODE OF BUSINESS CONDUCT AND ETHICS. Revised as of March 3, 2014 I. Statement of Policy UNIVERSAL INSURANCE HOLDINGS, INC. CODE OF BUSINESS CONDUCT AND ETHICS Revised as of March 3, 2014 Universal Insurance Holdings, Inc. ( UIH ) and its subsidiaries (collectively,

More information

Child Abuse, Child Neglect. What Parents Should Know If They Are Investigated

Child Abuse, Child Neglect. What Parents Should Know If They Are Investigated Child Abuse, Child Neglect What Parents Should Know If They Are Investigated Written by South Carolina Appleseed Legal Justice Center with editing and assistance from the Children s Law Center and the

More information

COTT CORPORATION CORPORATE GOVERNANCE GUIDELINES INTRODUCTION

COTT CORPORATION CORPORATE GOVERNANCE GUIDELINES INTRODUCTION COTT CORPORATION CORPORATE GOVERNANCE GUIDELINES INTRODUCTION The Board of Directors of Cott Corporation (the Corporation ) is committed to fulfilling its statutory mandate to supervise the management

More information

FAIR HEARING PLAN ANTELOPE VALLEY HOSPITAL. Revised April 26, 1995

FAIR HEARING PLAN ANTELOPE VALLEY HOSPITAL. Revised April 26, 1995 FAIR HEARING PLAN ANTELOPE VALLEY HOSPITAL Revised April 26, 1995 The following definitions apply to the provisions of this FAIR HEARING PLAN. 1. APPELLATE REVIEW BODY means the group designated under

More information

BYLAWS OF THE WOMEN LAWYERS ASSOCIATION OF MICHIGAN

BYLAWS OF THE WOMEN LAWYERS ASSOCIATION OF MICHIGAN BYLAWS OF THE WOMEN LAWYERS ASSOCIATION OF MICHIGAN ARTICLE I Name and Purpose Section 1. Association Name. The name of this Association shall be Women Lawyers Association of Michigan ( Association ).

More information

THE PEOPLE OF THE STATE OF MICHIGAN ENACT:

THE PEOPLE OF THE STATE OF MICHIGAN ENACT: State financing and management; authorities; Michigan financial review commission; expand to include certain school districts. State financing and management: authorities; Retirement: pension oversight;

More information

Psy.D. Program in Clinical Psychology. Internship Training Handbook

Psy.D. Program in Clinical Psychology. Internship Training Handbook Psy.D. Program in Clinical Psychology Internship Training Handbook Accredited by the American Psychological Association For information regarding the accreditation of our program Please consult: American

More information

Code Of Ethics and Practice

Code Of Ethics and Practice Code Of Ethics and Practice of the Association for Counsellors in Australia Page 1 Version 8 - July 2012 1. Preamble (a) The Australian Counselling Association ("the ACA (Inc)") has been established to;

More information

CC255 C O R P O R A T E. Altus FCPA Policy. Last revised: 12 October 2010

CC255 C O R P O R A T E. Altus FCPA Policy. Last revised: 12 October 2010 CC255 Altus FCPA Policy Last revised: 12 October 2010 C O R P O R A T E Foreign Corrupt Practices Act Policy Purpose The purpose of this Policy is to ensure compliance by Altus and its directors, officers,

More information

Department of Defense DIRECTIVE

Department of Defense DIRECTIVE Department of Defense DIRECTIVE NUMBER 7050.06 April 17, 2015 IG DoD SUBJECT: Military Whistleblower Protection References: See Enclosure 1 1. PURPOSE. This directive reissues DoD Directive (DoDD) 7050.06

More information

ATMAE Accreditation Accreditation Program Policies and Procedures January 21, 2013 Revisions, Sections 1 through 4

ATMAE Accreditation Accreditation Program Policies and Procedures January 21, 2013 Revisions, Sections 1 through 4 ATMAE Accreditation Accreditation Program Policies and Procedures (These revisions supersede and replace the 2009 ATMAE Accreditation Handbook, Sections 1 through 4) Table of Contents: Sections 1 through

More information

MIAMI CAREERLINK POSTING POLICIES. Career Services 200 HOYT HALL OXFORD, OH 45056 (513) 529-3831 WWW.MIAMIOH.EDU/CAREERS/

MIAMI CAREERLINK POSTING POLICIES. Career Services 200 HOYT HALL OXFORD, OH 45056 (513) 529-3831 WWW.MIAMIOH.EDU/CAREERS/ MIAMI CAREERLINK POSTING POLICIES Career Services 200 HOYT HALL OXFORD, OH 45056 (513) 529-3831 WWW.MIAMIOH.EDU/CAREERS/ Career Services Miami CAREERlink Posting Policies 1 Table of Contents Disclaimer.

More information