CODE OF CONDUCT FOR THE OFFICIALS AND EMPLOYEES OF THE DEPARTMENT OF AGRICULTURE

Pursuant to the Presidential Anti-Graft Commission (PAGC)
Memorandum dated 28 January 2009 on Agency-Specific Code of Conduct.

Pursuant to DA Special Order 458 series of 2008 on the creation of a
seven-member team to implement the PAGC project “Promoting the
Formulation and Enforcement of the Code of Conduct of Government
Agencies in the Philippines.

NOW THEREFORE, the Department of Agriculture hereby promulgates these:

CODE OF CONDUCT FOR THE OFFICIALS AND EMPLOYEES OF THE DEPARTMENT OF AGRICULTURE

Rule I

Scope

The provisions of this Code shall have common applications to all
officials and employees of the offices of the Department of Agriculture.

Rule II
Definition of Terms

Terms as used in these guidelines shall have the following definition:

1. DA refers to the office/units of the Department of Agriculture.

2. DA officials and employees are all those employed in the DA
central office, RFUs Bureaus, Attached Agencies, and Attached
Corporations.

2.1 RFUs are the DA Regional Field Units, includes:

a. CAR, Region I-XII, Caraga and ARMM

2.2 Bureaus include:

a. Agricultural Training Institute (ATI)
b. Bureau of Agriculture & Fisheries Product Standards (BAFPS)
c. Bureau of Animal Industry (BAI)
d. Bureau of Agricultural Research (BAR)
e. Bureau of Agricultural Statistics (BAS)
f. Bureau of Plant Industry (BPI)
g. Bureau of Soils and Water Management (BSWM)

2.3 Attached Agencies:

a. Agricultural Credit Policy Council (ACPC)
b. Bureau of Fisheries Aquatic Resources (BFAR)
c. Bureau of Post Harvest Research & Extension (BPHRE)
d. Cotton Development Administration (CODA)
e. Fertilizer Pesticide Authority (F PA)
f. Fiber Industry Development Authority (FIDA)
g. Livestock Development Council (LDC)
h. National Agricultural & Fisheries Council (NAFC)
i. National Meat Inspection Service (NMIS)
j. Philippine Carabao Center (PCC)

2.4 Attached Corporations

a. National Dairy Authority (NDA)
b. National Food Authority (NFA)
c. National Irrigation Administration (NIA)
d. National Tobacco Administration (NTA)
e. Philippine Coconut Authority (PCA)
f. Philippine Crop Insurance Corporation (PCIC)
g. Philippine Rice Research Institute (PhilRice)
h. Quedan Rural Credit Guarantee Corp. (Quedancor)
i. Philippine Fisheries Dev’t Authority (PFDA)
j. Sugar Regulatory Authority (SRA)

3. Central Office refers to the DA offices/units located at Elliptical Road Diliman, Quezon City.

4. Gift is the thing or a right given gratuitously, or an act of
liberality in favor of another who accepts it, and shall include a
simulated sale or at ostensibly onerous disposition thereof. It shall
include an unsolicited gift of nominal or insignificant value not given
in anticipation of, or in exchange for, a favor from any DA official or
employee.

5. Family of public officials or employees means their spouses and children.

6. Relatives refer to any and all persons related to a DA
officials or employee up to the fourth civil degree of consanguinity or
affinity, including bilas, inso, balae.

7. Conflict of interest arises when a DA official or employee is a
member of board, an officer, a substantial stockholder of a private
corporation, an owner or one who has substantial interest in a
business such that the interest of a such corporation or business, or
his rights or duties therein may be opposed to or affected by the
faithful performance of official duty. A conflict of interest may also
exist when the objectivity of a DA official or employee in performing
official duties is impaired or may reasonably appear to be impaired by
the personal concerns of a DA official and employee which run counter to
the objectives of the agency; or when the official act results in
unwarranted personal benefit on his/her part or of his/her relatives.

8. Post-employment is when a DA official or employee leaves the
agency permanently and obtains employment in the private sector or
another government agency.

9. Confidential information means information related to pending
cases not yet made a matter of public record, as well as information not
yet made public concerning the work of any personnel.

Notes, drafts, research papers, internal discussion, internal
memoranda, records of internal deliberations and similar papers that DA
officials and employees use in preparing decisions, resolutions or
orders are covered by the definition of the term “confidential
information”.

Rule III

Fidelity to Duty

SECTION 1. DA officials and employees shall, at all
times, exhibit utmost respect to the public and deep sense of commitment
to the mandate of the Office.

SECTION 2. DA officials and employees shall not
discriminate against or dispense undue favors to anyone. Neither shall
they allow kinship, rank, position, affiliation or favors to influence
the performance of their official acts or duties. They shall endeavor to
discourage wrong perception of their roles as dispensers or peddlers of
undue patronage.

SECTION 3. DA officials and employees shall perform their duties efficiently, promptly, and without bias or prejudice.

SECTION 4. DA officials and employees shall avoid any impropriety and the appearance of any impropriety in all of their activities.

SECTION 5. DA officials and employees shall not engage in conduct incompatible with the faithful discharge of their official duties.

SECTION 6. DA officials and employees shall, at all times
perform official duties properly and diligently. They shall fully
commit themselves to the duties and responsibilities of their office
during working hours.

SECTION 7. DA officials and employees shall not
discriminate or manifest, by word or conduct, bias or prejudice based on
race, religion, national or ethnic origin, gender, political belief or
affiliation.

SECTION 8. DA officials and employees shall use the
assets and resources of the office, including funds, properties, goods
and services economically, productively, effectively, only for official
activities, and solely for the purpose required by law.

SECTION 9. DA officials and employees shall carry out
their duties and responsibilities as public servants with utmost and
genuine courtesy, fairness, honesty and compliance with the law.

SECTION 10. DA officials
and employees shall submit performance reports and other documents
required by law such as Statement of Assets and Liabilities and Net
worth, Income Tax Returns and other public documents as may be required
by the Agency.

Rule IV
Confidentiality

SECTION 1. DA officials and employees shall not disclose
to any unauthorized person any confidential information acquired by them
while employed in the Department, whether such information came from
authorized or unauthorized sources.

SECTION 2. Confidential information available to
specific individuals by reason of statute, rule or administrative policy
shall be disclosed only by persons authorized to do so.

SECTION 3. DA officials and employees leaving the
Department for whatever reason, including resignation, termination of
contract, or dismissal, shall bind themselves not to disclose
confidential information acquired by them during their employment in the
Department otherwise their clearances will not be issued.

Rule V

Transparency

SECTION 1. DA officials and employees shall extend prompt, courteous, adequate and effective service to the public.

SECTION 2. DA officials and employees shall state their
policies and procedures in clear and understandable language, ensure
openness of information, public consultation whenever appropriate,
encourage suggestions, simplify and systematize policy, rules and
procedures.

SECTION 3. DA officials and employees shall, at all
times, exercise transparency in all transactions, contracts
relationships and all other matters involving public interest.

SECTION 4. DA officials and employees shall, at all times
make accessible all public documents and transactions for inspection by
the public within reasonable working hours provided:

a. such information, record or document must be kept secret in
the interest of national defense or security or the conduct of foreign affairs;

b. such disclosure would put the life and safety of an individual in imminent danger;

c. the information, record or document sought falls within the
concepts of establishing privilege or recognized exceptions as may be
provided by law or settled policy or jurisprudence^[*]
(e.g. closed door Cabinet sessions, executive sessions of Congress,
deliberations of the Supreme Court, trade secrets and the like);

d. such information, record or document comprises drafts decisions, orders, policy decisions, memoranda, etc.

e. it would disclose information of a personal nature where
disclosure would constitute a clearly unwarranted invasion of personal
privacy;

f. it would disclose investigatory records complied for law
enforcement purposes or information which if written would be contained
in such records, but only to the extent that the production of such
records or information would: (i) interfere with enforcement
proceedings, (ii) deprive a person of a fair trial or impartial
adjudication, (iii) disclose the identity of a confidential information
furnished only by the confidential source or (iv) unjustifiably disclose
investigative techniques and procedures.

Rule VI
Conflict of Interest

DA officials and employees shall always uphold the public interest
over personal interest. DA resources and powers must be employed and
used efficiently, effectively, honestly and economically, particularly
to avoid wastage in public funds and revenues, thus:

SECTION 1. DA officials and employees shall avoid
conflicts of interest in performing official duties. They are required
to exercise utmost diligence in detecting conflicts of interests, in
disclosing them to the designated authority and in terminating them as
they arise.

a. A conflict of interest exists when:

(i) The DA officials and employees objectivity or independence of
judgment in performing official duties is impaired or may reasonably
appear to be impaired; or

(ii) The DA officials and employees, his or her immediate family,
common-law relations or business or other financial interest, would
derive pecuniary or material benefit because of his/her official act.

b. The term “immediate family” shall include the following:
whether related by consanguinity or affinity, (i) spouse, (ii)
children, (iii) brother, (iv) sister, (v) parent, (vi) grandparent,
(vii) grandchildren, (viii) and all other relative within the fourth
civil degree.

SECTION 2. DA officials and employees shall not:

a. Receive cash, gifts, travel or other forms of material
accommodation for assisting or attending to parties engaged in
transactions or involved in actions or proceedings with the Department.
Neither shall he/she accept such cash, gifts and other forms of
remuneration given for the reason of his/her office or functions.

b. Solicit or accept any gifts, loan, gratuity, discount, favor,
hospitality, service or benefit under any circumstances from any person
who shall transact, or who has transactions with the Department, or from
any person acting and in behalf of said person.

Included in this scope is the acceptance of any cash, gift,
travel or other forms of remunerations from persons, or anyone acting in
behalf of them, who does not have pending applications filed before
this Department but within the scope of its jurisdiction.

c. Use their position within the Department for personal gain or
for the benefit of others, or provide assistance or advice to others in
order to give them an unfair advantage, whether for a gain or not, over
other people in their dealings with the Department.

d. Participate in any official action involving a party with whom
either the said DA officials and employees or any member of the said
personnel’s immediate family is negotiating for future employment.

e. Knowingly employ or recommend for employment any member of the immediate family of any other DA officials and employees.

SECTION 3. For purposes of this Code, cash, gifts and
other forms of material accommodation shall be presumed to have been
given for the reason of his/her office or functions if they were given
by government officials and employees within the jurisdiction of the
Department to investigate.

Cash gifts and other forms of material accommodation shall also be
presumed to have been given for the reason of DA officials and
employees’ office or functions.

SECTION 4. Nothing in Section 2 and 3 above shall
prohibit DA officials and employees from (a) accepting invitations to or
attending social functions in relation to the personnel’s official
duties; (b) accepting a public award presented in recognition of public
services; (c) receiving commercially reasonable loan made as part of the
ordinary transaction of the lender’s businesses; and (d) donating to
the Department, provided, however that the award, loan or donation does
not pertain to a person or entity who has transactions or involved in
actions or proceedings with the Department, or from any person acting
for and in behalf of said person or entity.

SECTION 5. The practice of profession is prohibited
except on a limited basis subject of the express permission and limited
scope of authority given by the Secretary and provided that:

a. The practice of profession does not require or induce the DA
officials and employees to disclose confidential information acquired
while performing official duties;

b. The practice of profession shall not be in favor of, or shall
not be under an existing employment with, any other government agency;

c. The practice of profession shall not in any way be contrary to
the matters affecting the operations of DA; neither shall the practice
pertain to any matter, proceeding or application pending with DA;

d. The practice of profession shall in no way use directly or
indirectly any resource of the Department or any Government property;

e. The practice of profession shall not in any way interfere with the responsibilities and duties of the personnel;

f. The practice of profession shall be subject to the provisions of RA 6713 and such other relevant Civil Service Rules;

Rule VII

Duty to Report

It is the duty of all DA officials and employees who witness or
become aware of any violation of this Code by any DA Personnel, or any
attempted or consummated act of graft and corruption involving any DA
Personnel, to report the same at the earliest possible time to the Legal
Division of the Department.

Rule VIII
Reporting and Protection of the Whistleblower

SECTION 1. A Whistleblower shall report/complain about acts or omissions that are:

a. Contrary to laws, rules or regulations and office policies;
b. Unreasonable, unjust, unfair, oppressive or discriminatory; or
c. Undue or improper exercise of powers and prerogatives.

SECTION 2. Rights of Whistleblowers:

2.1 Protection Against Retaliatory Actions – No administrative
action shall be entertained against a whistleblower involving a
protected disclosure.

No retaliatory action shall be against a whistleblower such as,
but not limited to, discriminatory action, including those made under
the guise of policy and procedural determinations designed to avoid
claims of victimization; reprimand; punitive transfer; undue poor
performance reviews; obstruction of the investigation; withdrawal of
essential resources; adverse reports; attachment of adverse notes in
the personnel file; ostracism; questions and attacks on motives;
accusations of disloyalty and dysfunction; public humiliation; and the
denial of work necessary for promotion.

Any official or employee who refuses to follow orders to
perform an act that would constitute a violation of this Section shall
likewise be protected from retaliatory actions.

2.2 No Breach of Duty of Confidentiality – A whistleblower that
has an obligation by way of oath, rule or practice to maintain
confidentiality of information shall not be deemed to have committed a
breach of such duty if he/she/they make/s a protected disclosure of such
information.

SECTION 3. Conditions for Protected Disclosure –
Whistleblowers shall be entitled to protection on and benefits under
these Rules provided that all the following requisites are fulfilled:

a. The disclosure is made voluntarily, in writing and under oath;

b. The disclosure pertains to a matter not yet the subject of a
complaint already filed with, or investigated by the Department or by
any other concerned office; unless, the disclosure are necessary for the
effective and successful prosecutions, of material evidence not yet in
its possession;

c. The whistleblower assists and/or participates in proceedings
commenced in connection with the subject matter of the disclosure;

d. The whistleblower should have personal knowledge of facts and information covered by the disclosure; and

e. The information given by the whistleblower contains sufficient particulars and, as much as possible, supported by other material
evidence.

SECTION 4. Unprotected Disclosures – The following shall not be deemed protected disclosure under these Rules:

a. Disclosure made by an official or employee in connection with a matter subject of his/her official investigation;

b. Disclosures which later appear to be absolutely groundless or
without basis. An investigation may be declined or discontinued if it is
shown that the disclosure was made without reasonable grounds;

c. Disclosures concerning merits of Office policy;

d. False and misleading disclosures; and

e. Disclosure that are later retracted by the whistleblower for
any reason. Such “whistleblower” shall lose the right to claim benefit
or protection under these Rules for the same disclosure and his/her
retraction shall be considered in determining whether or not he/she will
be admitted as a whistleblower with respect to future disclosures.

A person who makes a disclosure deemed unprotected shall not enjoy
any immunity, or other right or privilege accorded under these Rules.

SECTION 5. Confidentiality – At all times during and
after the protected disclosure, and throughout and after any proceeding
taken thereon, the whistleblower, subject to the condition in Section 6
hereof shall be entitled to confidentiality as to his/her/their
identity.

SECTION 6. Necessity for Testimony – Notwithstanding the
provisions in the immediately preceding section, the whistleblower may
be compelled to disclose his/her/ their identity and testify if
his/her/their testimony is necessary or indispensable to the successful
prosecution of any charge arising from the protected disclosure.

SECTION 7. Disclosure made by a Party to a Misconduct – A
disclosure made by a person who is himself/herself a party to be
disclosed conduct constituting misconduct or wrongdoing, whether as
principal, accomplice or accessory, is deemed a protected disclosure
under these Rules and such person shall be entitled to the benefits of a
whistleblower, provided that:

a. The whistleblower complies with the conditions under Section 3 hereof;

b. The whistleblower should not appear to be the guiltiest;

c. The whistleblower testifies in accordance with his/her disclosures.

d. There is no other direct evidence available for the proper persecution of the misconduct in relation to Section 3 (b); and

e. The whistleblower’s testimony can be substantially corroborated on material points in conformity to Section 3 (e).

SECTION 8. Procedure for Protected Disclosure –
Immediately upon receipt of the disclosure, the Secretary, or his/her
duly authorized representative, or the DA Resident Ombudsman shall:

a. Evaluate the disclosure if the same qualifies as protected
disclosure under Section 1, Section 3, and as may be applicable Section 7
of these Rules;

b. Should disclosure qualify as such, to certify it as a protected report; and

c. To conduct appropriate actions, provided, further, that the
declaration as to whether or not a report shall be considered as a
protected disclosure shall be made within a period not exceeding three
(3) working days from the receipt thereof.

SECTION 9. Protection of Witnesses – Any employee who
testifies in any proceedings arising from a protected disclosure shall
be accorded in the same protection against retaliatory actions as
provided in Section 2 hereof.

SECTION 10. Incentives for the Whistleblower – The
Secretary may elect to accord the whistleblower an incentive he/she may
deem appropriate, subject to existing rules and regulations governing
such incentives, e.g. Civil Service Commission, Commissions on Audit,
Department of Budget and Management, etc.

SECTION 11. Violations of Confidentiality – Any employee
who violates the protection of confidentiality of a protected disclosure
and of the confidentiality of proceedings shall be subject to
disciplinary actions as may be provided under relevant Department
issuances, Civil Service Commission issuances, the Administrative Code
of 1987, RA 6713, RA 3019, and other relevant laws, rules and/or
regulations.

SECTION 12. Retaliatory Actions – Any employee who does,
causes or encourages retaliatory actions, as defined in these Rules,
against a whistleblower and/or employees supporting him/her, or any of
his/her relatives within the fourth civil degree of consanguinity or
affinity shall be immediately subjected to administrative and/or
criminal proceedings, and in appropriate cases, immediately placed under
preventive suspension.

SECTION 13. Perjurious Statements – False and misleading
disclosures or statements shall be sufficient ground for the termination
of benefits of whistleblowers under these Rules, including his immunity
from administrative cases as well as disciplinary proceedings against
the whistleblower(s) as may be appropriate.

Rule IX

Nepotism

SECTION 1. Appointment made in favor of a relative of the
appointing or recommending authority, or of the chief of the
Division/Service, or of the person exercising immediate supervision over
the appointee, is hereby prohibited.

SECTION 2. For purposes of
this code, the word “relative” and members of the family referred to all
those related within the 4th degree either of consanguinity or of
affinity.

SECTION 3. Exempted from the operation of the rules on nepotism are persons employed on a confidential capacity.

SECTION 4. The restriction mentioned in section 1, shall
not be applicable to the case of a member of any family who, after his
or her appointment to any position in a Division/Service, contracts
marriage with someone in the same Division/Section in which event the
employment or retention therein of both husband and wife may be allowed.

Rule X

Performance of Duties

SECTION 1. DA officials and employees shall avoid
impropriety and the appearance of impropriety in all of their
activities. For purposes of this Code, impropriety is defined as actions
or representations that are unbecoming of public officers and/or
employees.

SECTION 2. As a subject of constant public scrutiny, DA
officials and employees must conduct themselves in a way that is
consistent with the dignity of the Department so as to be considered as
beyond reproach and should do so freely and willingly.

SECTION 3. DA officials and
employees in their personal relations with professionals, who practice
regularly in the Department ’s hearing or conferences, shall avoid
situations that might reasonably give rise to the suspicion or
appearance of favoritism or partiality.

SECTION 4. DA officials and
employees shall not participate in the determination of a case in which
any member of their immediate family represents a litigant or is
associated in any manner with the case in which conflict of interest may
arise.

SECTION 5. DA officials and employees shall not allow
the use of their residence or any place other than the office of DA to
receive formal complaints, motions or manifestations from complainants,
respondents, witnesses, or their lawyers or representatives.

SECTION 6. DA Officials and employees, like any
other citizen, are entitled to freedom of expression, belief,
association and assembly, but in exercising such rights, they shall
always conduct themselves in such manner as to preserve the dignity and
impartiality of the Department.

SECTION 7. DA Officials and employees shall carry out their responsibilities as public servants as courteously as possible.

SECTION 8. DA officials and employees shall not alter,
falsify, destroy or mutilate willfully any official record within their
control, or cause or allow any other person to do so.

This provision does not prohibit the expunging, amendment or
correction of records or documents pursuant to an order by the
Department or by an authorized official of the Department.

SECTION 9. In performing official duties, DA
officials and employees shall not discriminate or manifest, by word or
conduct, bias or prejudice based on race, religion, national or ethic
origin, perceived economic status, gender, or political affiliation.

SECTION 10. DA officials and employees shall
not recommend any particular professionals to complainants or
respondents, witnesses, or to anyone officially dealing with the
Department.

SECTION 11. DA officials and employees shall
expeditiously enforce rules and implement orders of the Department
within the limits of their authority.

SECTION 12. The concerned DA officials and employees
shall make sure that the Department acknowledge the receipt of a written
request, complaint, or motion immediately, and in no case beyond
fifteen (15) days from receipt of the request, complaint, or motion by
the Department, and shall act on it within reasonable period of time.

Rule XI
Internal Conflict and Disputes

SECTION 1. A grievance shall
be resolved expeditiously at all times at the lowest level possible in
the agency. However, if not settled at the lowest level possible, an
aggrieved party shall present his or her grievance step by step
following the hierarchy of authority.

SECTION 2. All agencies shall establish grievance
machinery with the end in view of finding the best way to address
grievance between or among government officials and employees.

SECTION 3. The aggrieved party shall be assured freedom
from coercion, discrimination, harassment, reprisal and biased action on
the grievance.

SECTION 4. Grievance proceedings shall not be bound by
the Rules of Court or technicalities of evidence. Even verbal grievance
must be acted upon expeditiously. The services of a legal counsel shall
not be allowed.

SECTION 5. A grievance shall be presented verbally or in
writing in the first instance by the aggrieved party to his or her
immediate supervisor. The latter shall, within three (3) working days
from the date of presentation, inform verbally the aggrieved party of
the corresponding action. If the party being complained of is the
immediate supervisor, the grievance shall be presented to the next
higher supervisor.

SECTION 6. Grievance refers to work related issues giving
rise to employee dissatisfaction. The following cases shall be acted
upon through the grievance machinery:

a. Non-implementation of policies, practices and procedures on
economic and financial issues and other terms and conditions of
employment fixed by law including salaries, incentives, working hours,
leave benefits, and other related terms and conditions;

b. Non-implementation of policies, practices and procedures which
affect employees from recruitment to promotion, detail,
transfer, retirement, termination, lay off, and other related issues
that affect them;

c. Physical working condition;

d. Interpersonal relationships and linkages;

e. Protest on appointments; and

f. All other matters giving rise to employee dissatisfaction and
discontentment outside of those cases enumerated in Item No. 6.

SECTION 7. Only permanent officials, whenever applicable, shall be appointed or elected as members of the grievance committee.

In the appointment or election of the committee members, their
integrity, probity, sincerity and credibility shall be considered.

SECTION 8. Agencies with regional offices shall establish
separate grievance committee in their head and regional offices. The
composition is as follows:

a. In the central office, the highest official responsible for
Human Resource Management (HRM) shall act as chairperson. In the
regional offices, the chairperson shall be the chief or Head of
Administrative Division.

The committee shall elect among themselves the vice-chairman who
will act as the chairman in case the chair is the object of the
grievance.

In addition, if any of the members inhibits him because he is the
subject of the complaint, a replacement shall be chosen from among
their respective level. Such that, election of alternate shall be
simultaneously done during election thereof.

b. Two (2) Division Chiefs or their equivalent positions chosen from among themselves;

c. Two (2) representatives from the career rank-and-file
employees to be designated by the accredited employees’
association/union.

d. The Bilis Aksyon Partner (BAP) duly designated.

SECTION 9. The Agency head shall ensure equal opportunity for men and women to be represented in the grievance committee.

SECTION 10. The agency
grievance committee shall develop and implement proactive measures that
would prevent grievance, such as employee assembly which shall be
conducted at least once every quarter, “talakayan” counseling, HRD
interventions and other similar activities.

SECTION 11. The DA Personnel Unit, in collaboration with
the agency grievance committee, shall conduct a continuing information
drive on grievance machinery among its officials and employees.

SECTION 12. The grievance committee shall conduct an
investigation and hearing within ten (10) working days from the receipt
of the grievance and render a decision within five (5) working days
after the investigation. Provided, however, that where the object of the
grievance is, the grievance committee, the aggrieved party may submit
the grievance to the top management.

SECTION 13. A grievance may be elevated to the Civil
Service Commission Regional Office concerned only upon submission of a
Certificate of the Final Action on the Grievance (CFAG) issued by the
grievance committee. The CFAG shall contain, among other things, the
following information: history and final action taken by the agency on
the grievance.

Rule XII

Discipline

SECTION 1. No DA officials and employees shall be removed or suspended except for a cause as provided by law.

SECTION 2. Any complaint against any DA officials and
employees of the Department under this Administrative Order shall be
initiated by a verified complaint, or, if not verified is verifiable and
supported by the necessary evidence. This section shall also cover
situations wherein members of DA officials and employees of the
Department institute an administrative action against a co-member or
co-worker in the Department

2.1 Complaint whether verified or not shall be referred to the Legal Division, for appropriate administrative action.

SECTION 3. Any violation of this Code shall be subject of
the pertinent provisions of the Civil Service Rules on administrative
due process, actions, penalties, sanctions and remedies.

Rule XIII

Effectivity

This Administrative Order shall take effect after fifteen (15)
days from the date of publication in a newspaper of general circulation
and filing thereof with the National Administrative Register of the
University of the Philippines Law Center.

All existing administrative orders, rules and regulations that are
inconsistent with the provisions of this Order are hereby revoked or
modified accordingly.

Adopted: 29 May 2009

(SGD.) ATTY. ARTHUR C. YAP
Secretary

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^[*] Not Filed with ONAR.