INTRODUCTION Paramount
Paramount Gold and Silver Corp. (the "COMPANY") is committed to the highest standards of legal and ethical conduct. This Code of Business Conduct and Ethics (the "CODE") sets forth the Company's policies with respect to the way individuals conduct themselves and how the company operates. The provisions of this Code are designed to promote honest and ethical conduct among employees, officers and directors and to deter wrongdoing.
In the course of performing their various roles in the Company, individuals will encounter ethical questions in different forms and under a variety of circumstances. Moments of ethical uncertainty may arise in dealings with fellow employees of the Company, with customers, or with other parties such as government entities or community members. In achieving the high ground of ethical behavior, compliance with governmental laws is not enough. Employees should never be content with simply obeying the letter of the law. They must also strive to comport themselves in an honest and ethical manner. The Company's Code provides clear rules to assist employees, directors and officers to take appropriate action when faced with an ethical dilemma.
The greatest asset of our Company is its reputation, and its value relies on the character of its employees. To protect this asset, the Company will not tolerate unethical behavior by employees, officers or directors. Those who violate the standards in this Code will be subject to disciplinary action. If you are concerned about taking an action that may violate the Code or are aware of a violation by another employee, officer or director, follow the guidelines set forth in Sections 10 and 11 of this Code.
This Code applies equally to all employees, officers and directors of the Company. All references to employees contained in this Code should be understood as referring to officers and directors as well.
1. COMPLIANCE WITH LAWS, RULES AND REGULATIONS
Company policy requires that the Company, as well as all employees, officers and directors of the Company, comply fully with both the spirit and the letter of all laws, rules and regulations. Whenever an applicable law, rule or regulation is unclear or seems to conflict with either another law or any provision of this Code, all employees, officers and directors are urged to seek clarification from their supervisor, the appropriate compliance official or the Company's President. See Section 11 for contact information. Beyond mere compliance with the law, we should always conduct our business with the highest standards of honesty and integrity - wherever we operate.
2. CONFLICTS OF INTEREST
Every employee has a primary business responsibility to the Company and must avoid conflicts of interest. A conflict of interest arises when an employee takes actions or enters into relationships that oppose the interests of the Company, harm the Company's reputation or interfere with the employee's performance or independent judgment when carrying out any actions on behalf of the Company. The Company strictly prohibits its employees from taking any action or entering into any relationship, personal or professional that creates, or even appears to create, a conflict of interest.
A conflict situation can arise when a director, officer or employee takes actions or has interests that may make it difficult to perform his or her work for the Company objectively and effectively. Conflicts of interests may also arise when a director, officer or employee, or a member of his or her family, receives an improper personal benefit as a result of his or her position with the Company. It may be a conflict of interest for a director, officer or employee to work simultaneously for a competitor, customer or supplier. The best policy is to avoid any direct or indirect business connection with our customers, suppliers or competitors, except on our behalf. Employees must be sensitive to potential conflicts of interest that may arise and use their best efforts to avoid the conflict.
Directors, officers and employees must notify the Chief Executive Officer of the existence of any actual or potential conflict of interest. With respect to officers or directors, the Board may make a determination that a particular transaction or relationship will not result in a conflict of interest covered by this policy. With respect to all other employees or agents, either the Chief Executive Officer acting alone or the Board may make such a determination. Any waivers of this policy for an officer or director may only be approved by the Board of Directors.
Any employee, officer or director who is aware of a transaction or relationship that could reasonably be expected to give rise to a conflict of interest in violation of this section must inform the appropriate personnel in accordance with the procedures set forth in Section 12 of this Code. If an employee has any questions regarding the Company's policy on conflicts of interest or needs assistance in avoiding a potential conflict of interest, he or she is urged to seek the advice of a supervisor or the Chief Executive Officer.
3. CORPORATE OPPORTUNITIES
Employees, officers and directors are prohibited from taking for themselves opportunities that are discovered through the use of Company property, Company information or their position in the Company. Furthermore, employees may not use Company property, information or influence or their position in the Company for improper personal gain. Finally, employees have a duty to advance the Company's legitimate interests when the opportunity to do so arises. Consequently, employees are not permitted to compete with the Company.
4. CONFIDENTIALITY
Employees must maintain the confidentiality of confidential information entrusted to them by the Company or its customers or suppliers, except when disclosure is authorized by the Company or required by applicable laws or regulations. Confidential information includes proprietary information of the Company, as well as all non-public information that might be of use to competitors, or harmful to the Company or its customers, if disclosed. This confidentiality is in addition to any other obligations imposed by the Company to keep information confidential.
5. INSIDER TRADING
Employees, officers and directors will frequently become aware of confidential non-public information concerning the Company and the parties with which the Company does business. As set forth in more detail in the Company's Insider Trading Policy, the Company prohibits employees from using such confidential information for personal financial gain, such as for purposes of stock trading, or for any other purpose other than the conduct of our business. Employees must maintain the confidentiality of such information and may not make disclosures to third parties, including members of the employee's family. All non-public information about the Company should be treated as confidential information. To use non-public information for personal financial benefit or to "tip" others who may make stock trades on the basis of this information is not only unethical but also illegal. This policy also applies to trading in the securities of any other company, including our customers or suppliers, if employees have material, non-public information about that company which the employee obtained in the course of their employment by the Company. In addition to possible legal sanctions, any employee, officer or director found to be in violation of the Company's insider trading policy will face decisive disciplinary action. Employees are encouraged to contact the Company's Chief Executive Officer with any questions concerning this policy.
6. PROTECTION AND PROPER USE OF COMPANY ASSETS
All Company assets should be used for legitimate business purposes and all employees, officers and directors must make all reasonable efforts to protect the Company's assets and ensure their efficient use. Theft, carelessness, and waste have a direct impact on the Company's profitability and must therefore be avoided. The suspected occurrence of fraud or theft should be immediately reported to the appropriate person in accordance with the procedures set forth in Section 11 of this Code.
An employee's obligation to protect the Company's assets extends to the Company's proprietary information. Proprietary information includes intellectual property such as patents, trademarks, copyrights and trade secrets. An employee who uses or distributes such proprietary information without the Company's authorization will be subject to disciplinary measures as well as potential legal sanctions.
7. FAIR DEALING
Although the success of our Company depends on our ability to outperform our competitors, the Company is committed to achieving success by fair and ethical means. We seek to maintain a reputation for fair dealing among our competitors and the public alike. In light of this aim, the Company prohibits employees from engaging in any unethical or illegal business practices. An exhaustive list of unethical practices cannot be provided. Instead, the Company relies on the judgment of each individual employee to avoid such practices. Furthermore, each employee should endeavor to deal fairly with the Company's customers, suppliers, competitors and employees. No employee should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair business practice.
8. DISCLOSURES
It is Company policy to make full, fair, accurate, timely and understandable disclosure in compliance with all applicable laws, rules and regulations in all reports and documents that the Company files with, or submits to, the Securities and Exchange Commission and in all other public communications made by the Company. Employees shall endeavor in good faith to assist the Company in such efforts.
9. WAIVERS
The Company expects all employees, officers and directors to comply with the provisions of this Code. Any waiver of this Code for executive officers, directors or employees may be made only by the Board of Directors or a Board committee and will be promptly disclosed to the public as required by law and stock exchange regulations.
10. COMPLIANCE GUIDELINES AND RESOURCES
In some situations, our employees may not be certain how to proceed in compliance with this Code. This uncertainty may concern the ethical nature of the employee's own acts or the employee's duty to report the unethical acts of another. When faced with this uncertainty, the employee should carefully analyze the situation and make use of Company resources when determining the proper course of action. The Company also encourages employees to talk to their supervisors, or other personnel identified below, when in doubt about the best course of action.
1. Gather all the facts.
Do not take any action that may violate the Code until you have gathered all the facts that are required to make a well-informed decision and, if necessary, you have consulted with your supervisor, or the Chief Executive Officer.
2. Is the action illegal or contrary to policy?
If the action is illegal or contrary to the provision of this Code, you should not carry out the act. If you believe that the Code has been violated by an employee, an officer or a director, you must promptly report the violation in accordance with the procedures set forth in Section 12.
3. Discuss the problem with your supervisor.
It is your supervisor's duty to assist employees in complying with this Code. Feel free to discuss a situation that raises ethical issues with your supervisor if you have any questions. You will suffer no retaliation for seeking such guidance.
4. Additional resources.
The Chief Executive Officer is available to speak with you about problematic situations if you do not feel comfortable approaching your direct supervisor. If you prefer, you may request assistance in writing by sending a request to the Chief Executive Officer.
11. REPORTING PROCEDURES
All employees have a duty to report any violations of this Code, as well as violations of any laws, rules, or regulations. The Company does not permit retaliation of any kind against employees for good faith reports of ethical violations.
If you believe that the Code has been violated by an employee you must promptly report the violation to your direct supervisor or the Chief Executive Officer. If a report is made to a supervisor, the supervisor must in turn report the violation to the Chief Executive Officer. All violations by an officer or director of the Company must be reported directly to the entire Board of Directors.
12. CONTACT INFORMATION
Reports may be made in person, by telephone or in writing by sending a description of the violation and the names of the parties involved to the appropriate personnel mentioned in the preceding paragraph. The contact information is as follows:
Christopher Crupi Chief Executive Officer Paramount Gold and Silver Mining Corporation 346 Waverley Street Ottawa, Ontario Canada K2P 0W5 (613)226-9881
13. DISCIPLINARY ACTION
Employees, officers and directors of the Company will be held accountable for adherence to this Code. The penalty for a particular violation of this Code will be decided on a case-by-case basis and will depend on the nature and severity of the violation as well as the employee's history of non-compliance and cooperation in the disciplinary process. Significant penalties will be imposed for violations resulting from intentional or reckless behavior. Penalties may also be imposed when an employee fails to report a violation due to the employee's indifference, deliberate ignorance or reckless conduct. All violations of this Code will be treated seriously and will result in the prompt imposition of penalties which may include (1) an oral or written warning, (2) a reprimand, (3) suspension, (4) termination and/or (5) restitution.
14. NO RIGHTS CREATED
This Code is a statement of certain fundamental principles, policies and procedures that govern the Company's officers, directors and employees in the conduct of the Company's business. It is not intended to and does not create any rights in any employee, supplier, competitor, shareholder or any other person or entity.
Wednesday, October 1, 2008
Sample of Code of Conduct/ Ethics
Building Owners and Managers Institute International
Source: BOMI Institute Code of Ethics
Date Approved: Undated
Other Version(s) in our Codes of Ethics Online Collection: None
BOMI Institute Code of Ethics
PreambleBOMI, and its designees, are committed to promoting the highest level of professionalism, integrity, and ability available in the commercial property and asset management industry.
This code of professional ethics and conduct is designed to foster trust and mutual respect among those working in the industry, as well as the public at large. It is not intended to discourage fair and healthy competition within the industry, but to increase the esteem of the designations and the individuals who have earned them. We consider industry relationships critical to the industry's success.
Minimum standards of conduct in these areas are contained herein:
Articles I Professionalism
Each designee of the Institute shall conduct business in a manner displaying the highest degree of professional behavior, bringing credit to the profession, the industry, and the Institute. Designees shall speak truthfully and act in accordance with accepted principles of honesty and integrity. A designee shall endeavor to understand and fairly represent his or her own scope of knowledge and ability to perform services.
II Responsibility to Clientseach designee shall diligently and honestly pursue the client's legitimate objectives. Whenever possible, objectives should be put in writing to avoid misunderstanding. No designee shall place his or her own needs and desires above those of the client in the performance of work for that client. Each designee shall advise the client regularly or as agreed on matters concerning the creation of value. National, State and Provincial, and Local (Municipal) laws as well as regulations, codes, and ordinances shall be strictly adhered to in the operation of property or equipment.
III Responsibility to Employerseach designee shall behave in a manner consistent with the stated goals of his or her firm and/or employer. No designee shall act out of a motive of personal gain apart from the knowledge and consent of the employer and/or firm.
IV Responsibilities to Real Property and EquipmentEach designee shall be diligent in the operation of property to maximize its long-term value within the client's objectives. Designees shall not permit or cause damage to the property or properties under their control. In the operation of the property, designee shall take those actions reasonably necessary to maximize the security and life safety of the occupants consistent with accepted standards of the industry.
V Conflict of InterestEach designee shall fully disclose to the client any known conflict of interest between (a) the client; client's employees; suppliers; and other related parties, and (b) the owner; manager; or their employees arising prior to the engagement of management services. Each designee shall use every reasonable means to resolve such conflicts. No designee shall permit a conflict of interest to remain undisclosed, nor shall he or she create any appearance of impropriety.
VI ConfidentialityEach designee shall maintain as confidential any legitimate business information provided in confidence until and unless given permission to disclose it by the source or for the length of time that confidentiality is legally required.
VII Fair DealingEach designee shall endeavor to deal fairly with his or her clients, tenants, competitors, vendors, employer, and employees. No designee shall take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair dealing practice.
VIII Records ManagementEach designee shall maintain complete and accurate records compiled in accordance with generally accepted procedures and provide them to the client or employer with comment on a regular basis. In addition, each designee shall control the funds and property entrusted to the designee in such a way as to protect the client and client's assets from any reasonably foreseeable losses.
IX Continuing EducationEach designee shall endeavor to remain knowledgeable in the subject material of his or her designation by taking courses and seminars offered by the Institute and others, reading industry periodicals, and consulting and sharing information within the industry network in the designee's area.
X Compliance with Lawseach designee shall comply with all National, State and Provincial and Local (Municipal) laws and regulations, as well as any human rights statutes concerning the properties managed, apprising property owners as appropriate.
Plaza Construction Corporation
Source: Plaza Construction Corporation
Date Approved: Undated
Other Version(s) in our Codes of Ethics Online Collection: None
Code of Business Ethics
I. Client Relationships
A. Fiduciary ObligationsEmployees shall at all times exercise loyalty to the interests of Plaza’s clients and shall not engage in any activity which could be reasonably construed as contrary to the best interests of the client. Employees shall not represent personal or business interests divergent or conflicting with those of Plaza’s clients, unless the client is first notified in writing of the activity or potential conflict of interest and consents in writing to allow the employee to proceed.
B. ConfidentialityPlaza's professional relationships with its clients are confidential and maintaining this confidentiality is essential to Plaza’s business relationships. Business affairs must not be discussed with family or friends, nor discussed with other employees in public places such as restrooms, restaurants or elevators. This duty of confidentiality applies to all information which may be proprietary or sensitive regarding clients’ businesses or information.
Employees shall not disclose to any third party any confidential or proprietary information which would be injurious or damaging to a client concerning the client’s business or personal affairs without the client’s prior written consent, unless such disclosure is required or compelled by law or regulation.
In certain cases, employees may gain knowledge of unethical or illegal activity conducted by a client. Employees should immediately report such activity to their immediate supervisors. Employees may also at a later time be required by law or regulation to disclose their knowledge of such activity to government officials.
C. Client Gratuities
Property and/or Monetary Gifts: Employees must receive prior written approval from their immediate supervisor before accepting any gifts from clients, their representatives, vendors, or subcontractors. In general, employees will not be allowed to accept gifts of substantial value, but they may be allowed to retain gifts of a symbolic nature.
Requested or Offered Services. Employees are allowed to receive services from clients and subcontractors only at industry rates. All work completed by a Plaza client for an employee must be approved by the employee’s supervisor.
D. Socializing with Clients and Subcontractors Plaza recognizes the importance of employee participation in social activities provided by the client. Employees will be allowed to accept, with prior approval of their immediate supervisor, the invitation of a client to a reasonable event (e.g. Grand Opening party, Christmas party, business dinner). Reasonable events do not include vacations, recreational events that last more than a day, adult theme activities or the like. If employees are unsure about what type of events they may attend, they should consult their immediate supervisor.
Documentation of All Client Related ActivitiesAll activity with a client shall be documented and presented to the employee’s immediate supervisor who will be responsible for record maintenance. At no time are employees allowed to accept or offer anything to a client without the approval of an immediate supervisor.
Kickbacks Kickbacks are not limited to direct cash payments. Any transaction in which employees or their families can gain personally through a transaction between Plaza and a client or vendor is prohibited. These transactions are not only unethical but may also be illegal.
ReciprocityPlaza often purchases goods or services from vendors who may also buy services from Plaza. Although this is normal practice, employees must not ask vendors to buy Plaza services in order to become or continue to be a vendor with Plaza.
Payments to Clients Employees shall not pay, or offer to pay, any benefit to any client or prospective client in order to induce the client to purchase Plaza services.
II. Proper Work Conduct
A. Use of Contraband or Other Inebriating Substances Possession, sale, or use of alcohol, narcotics, or any other intoxicating drug or controlled substance without a valid prescription, on the premises of Plaza, or being under the influence of alcohol, narcotics or any other intoxicating drug or controlled substance without a valid prescription during working hours, is prohibited.
Violations of Law All employees are expected to adhere to all federal, state, local and administrative laws, rules and regulations in and out of the office. Employees involved in the theft or misuse of Plaza funds or property will be prosecuted to the full extent of the law.
Physical Violenceall employees are expected to act in a manner above reproach in their relationships with business associates, fellow employees, competitors and the public generally. At no time should employees threaten or implement physical violence against any other person. Any threats or physical violence directed towards a Plaza employee in the course of the performance of the employee’s job should be reported to the employee’s supervisor.
Appearance Plaza considers its employees to be its most important representatives. All employees should remember that their personal appearance and their attitude towards their work are a reflection of the company.
Conflicts of Interest Employees shall not represent personal or business interests divergent or conflicting with those of Plaza. Employees are to avoid any outside financial interests that may influence the employee’s corporate decisions. Employees are also to avoid outside employment and activities that may negatively impact their job performance, conflict with the obligations of Plaza or negatively affect Plaza’s reputation. If employees are unsure about whether a situation constitutes a conflict of interest they should discuss the matter with their immediate supervisor.
Books and Records Employees shall not intentionally, either through deliberate omission or by entry of false information, cause Plaza’s books or records to be inaccurate. Legal and regulatory practices require Plaza to retain its books and records for a certain period of time.
Safety Conditions To provide a clean and safe environment for its employees, Plaza encourages all employees to report any conditions they believe to be unsafe, unhealthy or hazardous to their immediate supervisor.
Personal Relationships with Fellow Employees
Harassment and Discrimination. Plaza is committed to maintaining a work environment free of harassment and discrimination. In keeping with this commitment, Plaza will not tolerate harassment of, or discrimination against, its employees by anyone, including any supervisor, co-worker, vendor or customer. Employees should consult their Employee Handbooks for a more detailed description of Plaza’s harassment policy.
Sexual Conduct.Plaza strongly advises its employees against engaging in any intimate relations with co-workers, subcontractors or clients.
I. Disclosure of Corporate Information Employees shall not disclose to others outside Plaza, or use for their benefit, any proprietary, secret or confidential information concerning Plaza and its business of which employees become aware during their employment with Plaza without Plaza’s written consent.
If any employee has knowledge of unethical or illegal activity conducted within Plaza or by outside agencies, the employee should immediately report such activity to their immediate supervisor. Employees may also at a later time be required by law or regulation to disclose their knowledge of such activity to government officials.
J. Payments to Government Employees Employees shall not give or offer to give, or provide or offer to provide, money, gifts, services, entertainment or anything of value, directly or indirectly, to any government employee in order to induce any change in the performance of his or her responsibilities.
III. Enforcement
Employees are obligated to report any suspected violation of this Code to their immediate supervisor. Plaza reserves the right to discipline employees by any legal method necessary to ensure adherence to proper conduct and to this Code, up to and including discharge.
Employees are expected to cooperate fully in any investigation of a suspected violation of this Code. Employees making good faith reports of suspected violations will not be subject to any reprisals. To ensure a better working environment for all employees, Plaza encourages all employees to seek the guidance of their supervisors if they have any questions concerning this Code.
Source: BOMI Institute Code of Ethics
Date Approved: Undated
Other Version(s) in our Codes of Ethics Online Collection: None
BOMI Institute Code of Ethics
PreambleBOMI, and its designees, are committed to promoting the highest level of professionalism, integrity, and ability available in the commercial property and asset management industry.
This code of professional ethics and conduct is designed to foster trust and mutual respect among those working in the industry, as well as the public at large. It is not intended to discourage fair and healthy competition within the industry, but to increase the esteem of the designations and the individuals who have earned them. We consider industry relationships critical to the industry's success.
Minimum standards of conduct in these areas are contained herein:
Articles I Professionalism
Each designee of the Institute shall conduct business in a manner displaying the highest degree of professional behavior, bringing credit to the profession, the industry, and the Institute. Designees shall speak truthfully and act in accordance with accepted principles of honesty and integrity. A designee shall endeavor to understand and fairly represent his or her own scope of knowledge and ability to perform services.
II Responsibility to Clientseach designee shall diligently and honestly pursue the client's legitimate objectives. Whenever possible, objectives should be put in writing to avoid misunderstanding. No designee shall place his or her own needs and desires above those of the client in the performance of work for that client. Each designee shall advise the client regularly or as agreed on matters concerning the creation of value. National, State and Provincial, and Local (Municipal) laws as well as regulations, codes, and ordinances shall be strictly adhered to in the operation of property or equipment.
III Responsibility to Employerseach designee shall behave in a manner consistent with the stated goals of his or her firm and/or employer. No designee shall act out of a motive of personal gain apart from the knowledge and consent of the employer and/or firm.
IV Responsibilities to Real Property and EquipmentEach designee shall be diligent in the operation of property to maximize its long-term value within the client's objectives. Designees shall not permit or cause damage to the property or properties under their control. In the operation of the property, designee shall take those actions reasonably necessary to maximize the security and life safety of the occupants consistent with accepted standards of the industry.
V Conflict of InterestEach designee shall fully disclose to the client any known conflict of interest between (a) the client; client's employees; suppliers; and other related parties, and (b) the owner; manager; or their employees arising prior to the engagement of management services. Each designee shall use every reasonable means to resolve such conflicts. No designee shall permit a conflict of interest to remain undisclosed, nor shall he or she create any appearance of impropriety.
VI ConfidentialityEach designee shall maintain as confidential any legitimate business information provided in confidence until and unless given permission to disclose it by the source or for the length of time that confidentiality is legally required.
VII Fair DealingEach designee shall endeavor to deal fairly with his or her clients, tenants, competitors, vendors, employer, and employees. No designee shall take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair dealing practice.
VIII Records ManagementEach designee shall maintain complete and accurate records compiled in accordance with generally accepted procedures and provide them to the client or employer with comment on a regular basis. In addition, each designee shall control the funds and property entrusted to the designee in such a way as to protect the client and client's assets from any reasonably foreseeable losses.
IX Continuing EducationEach designee shall endeavor to remain knowledgeable in the subject material of his or her designation by taking courses and seminars offered by the Institute and others, reading industry periodicals, and consulting and sharing information within the industry network in the designee's area.
X Compliance with Lawseach designee shall comply with all National, State and Provincial and Local (Municipal) laws and regulations, as well as any human rights statutes concerning the properties managed, apprising property owners as appropriate.
Plaza Construction Corporation
Source: Plaza Construction Corporation
Date Approved: Undated
Other Version(s) in our Codes of Ethics Online Collection: None
Code of Business Ethics
I. Client Relationships
A. Fiduciary ObligationsEmployees shall at all times exercise loyalty to the interests of Plaza’s clients and shall not engage in any activity which could be reasonably construed as contrary to the best interests of the client. Employees shall not represent personal or business interests divergent or conflicting with those of Plaza’s clients, unless the client is first notified in writing of the activity or potential conflict of interest and consents in writing to allow the employee to proceed.
B. ConfidentialityPlaza's professional relationships with its clients are confidential and maintaining this confidentiality is essential to Plaza’s business relationships. Business affairs must not be discussed with family or friends, nor discussed with other employees in public places such as restrooms, restaurants or elevators. This duty of confidentiality applies to all information which may be proprietary or sensitive regarding clients’ businesses or information.
Employees shall not disclose to any third party any confidential or proprietary information which would be injurious or damaging to a client concerning the client’s business or personal affairs without the client’s prior written consent, unless such disclosure is required or compelled by law or regulation.
In certain cases, employees may gain knowledge of unethical or illegal activity conducted by a client. Employees should immediately report such activity to their immediate supervisors. Employees may also at a later time be required by law or regulation to disclose their knowledge of such activity to government officials.
C. Client Gratuities
Property and/or Monetary Gifts: Employees must receive prior written approval from their immediate supervisor before accepting any gifts from clients, their representatives, vendors, or subcontractors. In general, employees will not be allowed to accept gifts of substantial value, but they may be allowed to retain gifts of a symbolic nature.
Requested or Offered Services. Employees are allowed to receive services from clients and subcontractors only at industry rates. All work completed by a Plaza client for an employee must be approved by the employee’s supervisor.
D. Socializing with Clients and Subcontractors Plaza recognizes the importance of employee participation in social activities provided by the client. Employees will be allowed to accept, with prior approval of their immediate supervisor, the invitation of a client to a reasonable event (e.g. Grand Opening party, Christmas party, business dinner). Reasonable events do not include vacations, recreational events that last more than a day, adult theme activities or the like. If employees are unsure about what type of events they may attend, they should consult their immediate supervisor.
Documentation of All Client Related ActivitiesAll activity with a client shall be documented and presented to the employee’s immediate supervisor who will be responsible for record maintenance. At no time are employees allowed to accept or offer anything to a client without the approval of an immediate supervisor.
Kickbacks Kickbacks are not limited to direct cash payments. Any transaction in which employees or their families can gain personally through a transaction between Plaza and a client or vendor is prohibited. These transactions are not only unethical but may also be illegal.
ReciprocityPlaza often purchases goods or services from vendors who may also buy services from Plaza. Although this is normal practice, employees must not ask vendors to buy Plaza services in order to become or continue to be a vendor with Plaza.
Payments to Clients Employees shall not pay, or offer to pay, any benefit to any client or prospective client in order to induce the client to purchase Plaza services.
II. Proper Work Conduct
A. Use of Contraband or Other Inebriating Substances Possession, sale, or use of alcohol, narcotics, or any other intoxicating drug or controlled substance without a valid prescription, on the premises of Plaza, or being under the influence of alcohol, narcotics or any other intoxicating drug or controlled substance without a valid prescription during working hours, is prohibited.
Violations of Law All employees are expected to adhere to all federal, state, local and administrative laws, rules and regulations in and out of the office. Employees involved in the theft or misuse of Plaza funds or property will be prosecuted to the full extent of the law.
Physical Violenceall employees are expected to act in a manner above reproach in their relationships with business associates, fellow employees, competitors and the public generally. At no time should employees threaten or implement physical violence against any other person. Any threats or physical violence directed towards a Plaza employee in the course of the performance of the employee’s job should be reported to the employee’s supervisor.
Appearance Plaza considers its employees to be its most important representatives. All employees should remember that their personal appearance and their attitude towards their work are a reflection of the company.
Conflicts of Interest Employees shall not represent personal or business interests divergent or conflicting with those of Plaza. Employees are to avoid any outside financial interests that may influence the employee’s corporate decisions. Employees are also to avoid outside employment and activities that may negatively impact their job performance, conflict with the obligations of Plaza or negatively affect Plaza’s reputation. If employees are unsure about whether a situation constitutes a conflict of interest they should discuss the matter with their immediate supervisor.
Books and Records Employees shall not intentionally, either through deliberate omission or by entry of false information, cause Plaza’s books or records to be inaccurate. Legal and regulatory practices require Plaza to retain its books and records for a certain period of time.
Safety Conditions To provide a clean and safe environment for its employees, Plaza encourages all employees to report any conditions they believe to be unsafe, unhealthy or hazardous to their immediate supervisor.
Personal Relationships with Fellow Employees
Harassment and Discrimination. Plaza is committed to maintaining a work environment free of harassment and discrimination. In keeping with this commitment, Plaza will not tolerate harassment of, or discrimination against, its employees by anyone, including any supervisor, co-worker, vendor or customer. Employees should consult their Employee Handbooks for a more detailed description of Plaza’s harassment policy.
Sexual Conduct.Plaza strongly advises its employees against engaging in any intimate relations with co-workers, subcontractors or clients.
I. Disclosure of Corporate Information Employees shall not disclose to others outside Plaza, or use for their benefit, any proprietary, secret or confidential information concerning Plaza and its business of which employees become aware during their employment with Plaza without Plaza’s written consent.
If any employee has knowledge of unethical or illegal activity conducted within Plaza or by outside agencies, the employee should immediately report such activity to their immediate supervisor. Employees may also at a later time be required by law or regulation to disclose their knowledge of such activity to government officials.
J. Payments to Government Employees Employees shall not give or offer to give, or provide or offer to provide, money, gifts, services, entertainment or anything of value, directly or indirectly, to any government employee in order to induce any change in the performance of his or her responsibilities.
III. Enforcement
Employees are obligated to report any suspected violation of this Code to their immediate supervisor. Plaza reserves the right to discipline employees by any legal method necessary to ensure adherence to proper conduct and to this Code, up to and including discharge.
Employees are expected to cooperate fully in any investigation of a suspected violation of this Code. Employees making good faith reports of suspected violations will not be subject to any reprisals. To ensure a better working environment for all employees, Plaza encourages all employees to seek the guidance of their supervisors if they have any questions concerning this Code.
Brief History of Greece
History of Greece
The shores of the Aegean Sea saw the emergence of the first advanced civilizations in Europe, the Minoan civilization in Crete and the Mycenaean civilization on the mainland. Later, city-states emerged across the Greek peninsula and spread to the shores of Black Sea, South Italy and Asia Minor reaching great levels of prosperity that resulted in an unprecedented cultural boom, expressed in architecture, drama, science and philosophy, and nurtured in Athens under a democratic environment. Athens and Sparta led the way in repelling the Persian Empire in a series of battles. Both were later overshadowed by Thebes and eventually Macedon, with the latter under the guidance of Alexander the Great uniting and leading the Greek world to victory over the Persians, to presage the Hellenistic era, itself brought only partially to a close two centuries later with the establishment of Roman rule over Greek lands in 146 BC.
The subsequent mixture of Roman and Hellenic cultures took form in the establishment of the Byzantine Empire in 330 AD around Constantinople, which remained a major cultural and military power for the next 1,123 years, until its fall at the hands of Ottomans in 1453. On the eve of the Ottoman era the Greek intelligentsia migrated to Western Europe, playing a significant role in the Western European Renaissance through the transferring of works of Ancient Greeks to Western Europe.[13] Nevertheless, the Ottoman millet system contributed to the cohesion of Orthodox Greeks by segregating the various peoples within the Ottoman Empire based on religion, as the latter played an integral role in the formation of Modern Greek identity.
March 25, 1821: Germanos of Patras, blessing the Greek flag at Agia Lavra. Theodoros Vryzakis, 1865.
After the Greek War of Independence, successfully fought against the Ottoman Empire from 1821 to 1829, the nascent Greek state was finally recognized under the London Protocol. In 1827, Ioannis Kapodistrias, a noble Greek from the Ionian Islands, was chosen as the first governor of the new Republic. However, following his assassination, the Great Powers soon installed a monarchy under Otto, of the Bavarian House of Wittelsbach. In 1843, an uprising forced the King to grant a constitution and a representative assembly. Due to his unimpaired authoritarian rule, he was eventually dethroned in 1863 and replaced by Prince Vilhelm (William) of Denmark, who took the name George I and brought with him the Ionian Islands as a coronation gift from Britain. In 1877, Charilaos Trikoupis, a dominant figure of the Greek political scene who is attributed with the significant improvement of the country's infrastructure, curbed the power of the monarchy to interfere in the assembly by issuing the rule of vote of confidence to any potential prime minister.
As a result of the Balkan Wars, Greece successfully increased the extent of her territory and population, a challenging context both socially and economically. In the following years, the struggle between King Constantine I and charismatic prime minister Eleftherios Venizelos over the country's foreign policy on the eve of World War I dominated the country's political scene, and divided the country into two bitterly hostile factions.
In the aftermath of WW I, Greece fought against Turkish nationalists led by Mustafa Kemal, a war which resulted in a massive population exchange between the two countries under the Treaty of Lausanne. Instability and successive coup d'etats marked the following era, which was overshadowed by the massive task of incorporating 1.5 million Greek refugees from Asia Minor into Greek society. On 28 October 1940 Fascist Italy demanded the surrender of Greece, but the Greek dictator Ioannis Metaxas famously responded to the Italian ultimatum with the single word "OXI" ("NO"). In the following Greco-Italian War, Greece repelled Italian forces into Albania, giving the Allies their first victory over Axis forces on land. The country would eventually fall to urgently dispatched German forces during the Battle of Greece, but the occupiers nevertheless met serious challenges from the Greek Resistance.
After liberation, Greece experienced a bitter civil war between Royalist and Communist forces, which led to economic devastation and severe social tensions between its Rightists and largely Communist Leftists for the next 30 years.[14] The next 20 years were characterized by marginalization of the left in the political and social spheres but also by a significant economic growth, propelled in part by the Marshall Plan.
July 24, 1974: Konstantinos Karamanlis arrives in Athens courtesy of French President Valery Giscard d'Estaing
In 1965, a period of political turbulence led to a coup d’état on April 21, 1967 by the US-backed Regime of the Colonels. On November 1973 the Athens Polytechnic Uprising sent shock waves across the regime, and a counter-coup established Brigadier Dimitrios Ioannides as dictator. On July 20, 1974, as Turkey invaded the island of Cyprus, the regime collapsed.
Ex-Premier Constantine Karamanlis was invited back from Paris where he had lived in self-exile since 1963, marking the beginning of the Metapolitefsi era. On the 14 August 1974 Greek forces withdrew from the integrated military structure of NATO in protest at the Turkish occupation of northern Cyprus.[15][16] In 1975 a democratic republican constitution was activated and the monarchy abolished by a referendum held that same year. Meanwhile, Andreas Papandreou founded the Panhellenic Socialist Party, or PASOK, in response to Constantine Karamanlis' New Democracy party, with the two political formations dominating Greek political affairs in the ensuing decades. Greece rejoined NATO in 1980.[16] Relations with neighbouring Turkey have improved substantially over the last decade, since successive earthquakes hit both nations in the summer of 1999 (see Greece-Turkey earthquake diplomacy), and today Athens is an active supporter of Turkey's bid for EU membership.
Greece became the tenth member of the European Union on January 1, 1981 and ever since the nation has experienced a remarkable and sustained economic growth. Widespread investments in industrial enterprises and heavy infrastructure, as well as funds from the European Union and growing revenues from tourism, shipping and a fast growing service sector have raised the country's standard of living to unprecedented levels. The country adopted the Euro in 2001 and successfully organized the 2004 Olympic Games in Athens
.
GOD AND GODDESSES
Aphrodite
The sensual goddess of Beauty
Apollo
The youthful god of the Sun and the Music
Ares The bloodthirsty god of War
Artemis The wild goddess of the Hunt
Athena The sophisticated goddess of Wisdom and Arts
Demeter The natural goddess of the Harvest
Dionysus The joyful god of the Wine
Hades The gloomy god of the Underworld
Hephaestus The ill-favored god of Metallurgy
Hera The mature goddess of the Family
Hermes The cunning god of the Trade
Hestia The calm goddess of the Hearth
Poseidon The moody god of the Seas
Zeus The heavenly King of the Gods and ruler of mankind
The shores of the Aegean Sea saw the emergence of the first advanced civilizations in Europe, the Minoan civilization in Crete and the Mycenaean civilization on the mainland. Later, city-states emerged across the Greek peninsula and spread to the shores of Black Sea, South Italy and Asia Minor reaching great levels of prosperity that resulted in an unprecedented cultural boom, expressed in architecture, drama, science and philosophy, and nurtured in Athens under a democratic environment. Athens and Sparta led the way in repelling the Persian Empire in a series of battles. Both were later overshadowed by Thebes and eventually Macedon, with the latter under the guidance of Alexander the Great uniting and leading the Greek world to victory over the Persians, to presage the Hellenistic era, itself brought only partially to a close two centuries later with the establishment of Roman rule over Greek lands in 146 BC.
The subsequent mixture of Roman and Hellenic cultures took form in the establishment of the Byzantine Empire in 330 AD around Constantinople, which remained a major cultural and military power for the next 1,123 years, until its fall at the hands of Ottomans in 1453. On the eve of the Ottoman era the Greek intelligentsia migrated to Western Europe, playing a significant role in the Western European Renaissance through the transferring of works of Ancient Greeks to Western Europe.[13] Nevertheless, the Ottoman millet system contributed to the cohesion of Orthodox Greeks by segregating the various peoples within the Ottoman Empire based on religion, as the latter played an integral role in the formation of Modern Greek identity.
March 25, 1821: Germanos of Patras, blessing the Greek flag at Agia Lavra. Theodoros Vryzakis, 1865.
After the Greek War of Independence, successfully fought against the Ottoman Empire from 1821 to 1829, the nascent Greek state was finally recognized under the London Protocol. In 1827, Ioannis Kapodistrias, a noble Greek from the Ionian Islands, was chosen as the first governor of the new Republic. However, following his assassination, the Great Powers soon installed a monarchy under Otto, of the Bavarian House of Wittelsbach. In 1843, an uprising forced the King to grant a constitution and a representative assembly. Due to his unimpaired authoritarian rule, he was eventually dethroned in 1863 and replaced by Prince Vilhelm (William) of Denmark, who took the name George I and brought with him the Ionian Islands as a coronation gift from Britain. In 1877, Charilaos Trikoupis, a dominant figure of the Greek political scene who is attributed with the significant improvement of the country's infrastructure, curbed the power of the monarchy to interfere in the assembly by issuing the rule of vote of confidence to any potential prime minister.
As a result of the Balkan Wars, Greece successfully increased the extent of her territory and population, a challenging context both socially and economically. In the following years, the struggle between King Constantine I and charismatic prime minister Eleftherios Venizelos over the country's foreign policy on the eve of World War I dominated the country's political scene, and divided the country into two bitterly hostile factions.
In the aftermath of WW I, Greece fought against Turkish nationalists led by Mustafa Kemal, a war which resulted in a massive population exchange between the two countries under the Treaty of Lausanne. Instability and successive coup d'etats marked the following era, which was overshadowed by the massive task of incorporating 1.5 million Greek refugees from Asia Minor into Greek society. On 28 October 1940 Fascist Italy demanded the surrender of Greece, but the Greek dictator Ioannis Metaxas famously responded to the Italian ultimatum with the single word "OXI" ("NO"). In the following Greco-Italian War, Greece repelled Italian forces into Albania, giving the Allies their first victory over Axis forces on land. The country would eventually fall to urgently dispatched German forces during the Battle of Greece, but the occupiers nevertheless met serious challenges from the Greek Resistance.
After liberation, Greece experienced a bitter civil war between Royalist and Communist forces, which led to economic devastation and severe social tensions between its Rightists and largely Communist Leftists for the next 30 years.[14] The next 20 years were characterized by marginalization of the left in the political and social spheres but also by a significant economic growth, propelled in part by the Marshall Plan.
July 24, 1974: Konstantinos Karamanlis arrives in Athens courtesy of French President Valery Giscard d'Estaing
In 1965, a period of political turbulence led to a coup d’état on April 21, 1967 by the US-backed Regime of the Colonels. On November 1973 the Athens Polytechnic Uprising sent shock waves across the regime, and a counter-coup established Brigadier Dimitrios Ioannides as dictator. On July 20, 1974, as Turkey invaded the island of Cyprus, the regime collapsed.
Ex-Premier Constantine Karamanlis was invited back from Paris where he had lived in self-exile since 1963, marking the beginning of the Metapolitefsi era. On the 14 August 1974 Greek forces withdrew from the integrated military structure of NATO in protest at the Turkish occupation of northern Cyprus.[15][16] In 1975 a democratic republican constitution was activated and the monarchy abolished by a referendum held that same year. Meanwhile, Andreas Papandreou founded the Panhellenic Socialist Party, or PASOK, in response to Constantine Karamanlis' New Democracy party, with the two political formations dominating Greek political affairs in the ensuing decades. Greece rejoined NATO in 1980.[16] Relations with neighbouring Turkey have improved substantially over the last decade, since successive earthquakes hit both nations in the summer of 1999 (see Greece-Turkey earthquake diplomacy), and today Athens is an active supporter of Turkey's bid for EU membership.
Greece became the tenth member of the European Union on January 1, 1981 and ever since the nation has experienced a remarkable and sustained economic growth. Widespread investments in industrial enterprises and heavy infrastructure, as well as funds from the European Union and growing revenues from tourism, shipping and a fast growing service sector have raised the country's standard of living to unprecedented levels. The country adopted the Euro in 2001 and successfully organized the 2004 Olympic Games in Athens
.
GOD AND GODDESSES
Aphrodite
The sensual goddess of Beauty
Apollo
The youthful god of the Sun and the Music
Ares The bloodthirsty god of War
Artemis The wild goddess of the Hunt
Athena The sophisticated goddess of Wisdom and Arts
Demeter The natural goddess of the Harvest
Dionysus The joyful god of the Wine
Hades The gloomy god of the Underworld
Hephaestus The ill-favored god of Metallurgy
Hera The mature goddess of the Family
Hermes The cunning god of the Trade
Hestia The calm goddess of the Hearth
Poseidon The moody god of the Seas
Zeus The heavenly King of the Gods and ruler of mankind
Brief History of Cavite State University
A Brief History of Cavite State University
Humble Beginnings
The University has its humble beginning in 1906 as the Indang Intermediate School with the American “Thomasites” as the first teachers. Several transformations in the name of school took place. In 1918 – Indang Farm School, in 1927 – Indang Rural High School and then to Don Severino National Agricultural School in 1958. The name Don Severino is in honor of Don Severino de las Alas who was then the secretary of Interior in the Aguinaldo revolutionary government. Don Severino donated a track of land for use as field laboratory by the School.
As a State College of Agriculture
In 1964, the School was converted into a State College by virtue of Republic Act No. 3917 and become known as Don Severino Agricultural College.
In the beginning of its establishment as a State College, the only program offering was baccalaureate degree in agriculture education. However, due to the demands of parents and in answer to the challenges of Project CALABARZON, major program units such as Arts and Sciences, Education, and Engineering were created in addition to the School of Agriculture in 1992.
In 1993, in recognition of its achievements and potentials, the College was designated by the Department of Education, Culture and Sports (DECS) as the Regional College of Agriculture (RCA) for the Southern Tagalog Region. Being RCA, DSAC is mandated to assist the Provincial Technical Institutes of Agriculture (PCIAs) in the region in the improvement of their curriculum and instructional programs, practical and applied researches, the training of PTIA staff and to lead in the production of instructional materials.
As A State University
On January 22, 1998, by virtue of Republic Act No.8468, DSAC was converted into CAVITE STATE UNIVERSITY (CvSU). Two years later, the Commission on Higher Education (CHED) designated the University as Center of Development in Agriculture and Agriculture Engineering.
In the year 2001, the University had four other campuses. Cavite College of Fisheries (CACOF) Naic, Cavite and Cavite College of Arts and Trade (CCAT) in Rosario, Cavite were integrated to the University by virtue of CHED memo no. 27,s. 2000. Cavite City Campus was established and started offering courses on the first semester of SY 2002 – 2003.
In first semester SY 2003 – 2004, CvSU opened a branch campus in Imus, Cavite. Trece Martires Campus was established through memorandum of agreement (MOA) signed on May 18, 2005 to start offering of courses on the first semester SY 2005 -2006. In first semester SY 2006 – 2007, CvSU opened a branch campus in Silang, Cavite and also in Tanza, Cavite branch last year.
REPUBLIC OF THE PHILIPPINES
CAVITE STATE UNIVERSITY INDANG CAMPUS
ADMISTRATORS SINCE 1906
YEAR
NAME
1906 – 1908
Mr. C.E. Workman
1908 – 1911
Mr. Henry Wise
1911 – 1915
Mr. Joseph Coconawer
1915 – 1919
Mr. Mariano Mondoñedo
1919 – 1930
Mr. Simeon Madlangsakay
1930 – 1936
Mr. Basilio O. Viado
1936 – 1938
Mr. Camilo Guevarra, Sr.
1938 – 1940
Mr. Santiago Medrano
1940 – 1941
Mr. Jose Crisanto
1941 – 1942
Mr. Apolonio Muñoz
1942 – 1945
Mr. Simeon Madlangsakay
1945 – 1953
Mr. Basilio O. Viado
1953 – 1954
Mr. Paulino E. Costa
1954 – 1955
Mr. Agripino Constantino
1955 - 1956
Mr. Leonardo Pulido
Teacher – in – Charge
1956
Mr. Fortunato A. Mojica
1956 – 1957
Mr. Salvador Della
Teacher – in – Charge
1957 – 1960
Mr. Mariano Macasaet
1960 – 1965
Mr. Vicente G. Hicaro
Principal – in – Charge
1965 – 1975
Mr. Romeo B. Reyes
Principal
1967 – 1970
Mr. Vicente G. Hicaro
Dean and Officer – in – Charge
1970 – 1971
Mr. Santiago Rolle
Acting President
1972 – 1983
Mr. Vicente T. Pinazo
President
1983 - 2008
Dr. Ruperto S. Sanggalang
2008 - present
Dr. Divina S. Sanchez
Humble Beginnings
The University has its humble beginning in 1906 as the Indang Intermediate School with the American “Thomasites” as the first teachers. Several transformations in the name of school took place. In 1918 – Indang Farm School, in 1927 – Indang Rural High School and then to Don Severino National Agricultural School in 1958. The name Don Severino is in honor of Don Severino de las Alas who was then the secretary of Interior in the Aguinaldo revolutionary government. Don Severino donated a track of land for use as field laboratory by the School.
As a State College of Agriculture
In 1964, the School was converted into a State College by virtue of Republic Act No. 3917 and become known as Don Severino Agricultural College.
In the beginning of its establishment as a State College, the only program offering was baccalaureate degree in agriculture education. However, due to the demands of parents and in answer to the challenges of Project CALABARZON, major program units such as Arts and Sciences, Education, and Engineering were created in addition to the School of Agriculture in 1992.
In 1993, in recognition of its achievements and potentials, the College was designated by the Department of Education, Culture and Sports (DECS) as the Regional College of Agriculture (RCA) for the Southern Tagalog Region. Being RCA, DSAC is mandated to assist the Provincial Technical Institutes of Agriculture (PCIAs) in the region in the improvement of their curriculum and instructional programs, practical and applied researches, the training of PTIA staff and to lead in the production of instructional materials.
As A State University
On January 22, 1998, by virtue of Republic Act No.8468, DSAC was converted into CAVITE STATE UNIVERSITY (CvSU). Two years later, the Commission on Higher Education (CHED) designated the University as Center of Development in Agriculture and Agriculture Engineering.
In the year 2001, the University had four other campuses. Cavite College of Fisheries (CACOF) Naic, Cavite and Cavite College of Arts and Trade (CCAT) in Rosario, Cavite were integrated to the University by virtue of CHED memo no. 27,s. 2000. Cavite City Campus was established and started offering courses on the first semester of SY 2002 – 2003.
In first semester SY 2003 – 2004, CvSU opened a branch campus in Imus, Cavite. Trece Martires Campus was established through memorandum of agreement (MOA) signed on May 18, 2005 to start offering of courses on the first semester SY 2005 -2006. In first semester SY 2006 – 2007, CvSU opened a branch campus in Silang, Cavite and also in Tanza, Cavite branch last year.
REPUBLIC OF THE PHILIPPINES
CAVITE STATE UNIVERSITY INDANG CAMPUS
ADMISTRATORS SINCE 1906
YEAR
NAME
1906 – 1908
Mr. C.E. Workman
1908 – 1911
Mr. Henry Wise
1911 – 1915
Mr. Joseph Coconawer
1915 – 1919
Mr. Mariano Mondoñedo
1919 – 1930
Mr. Simeon Madlangsakay
1930 – 1936
Mr. Basilio O. Viado
1936 – 1938
Mr. Camilo Guevarra, Sr.
1938 – 1940
Mr. Santiago Medrano
1940 – 1941
Mr. Jose Crisanto
1941 – 1942
Mr. Apolonio Muñoz
1942 – 1945
Mr. Simeon Madlangsakay
1945 – 1953
Mr. Basilio O. Viado
1953 – 1954
Mr. Paulino E. Costa
1954 – 1955
Mr. Agripino Constantino
1955 - 1956
Mr. Leonardo Pulido
Teacher – in – Charge
1956
Mr. Fortunato A. Mojica
1956 – 1957
Mr. Salvador Della
Teacher – in – Charge
1957 – 1960
Mr. Mariano Macasaet
1960 – 1965
Mr. Vicente G. Hicaro
Principal – in – Charge
1965 – 1975
Mr. Romeo B. Reyes
Principal
1967 – 1970
Mr. Vicente G. Hicaro
Dean and Officer – in – Charge
1970 – 1971
Mr. Santiago Rolle
Acting President
1972 – 1983
Mr. Vicente T. Pinazo
President
1983 - 2008
Dr. Ruperto S. Sanggalang
2008 - present
Dr. Divina S. Sanchez
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