Author name: Attystela

Today, we are diving into the updated process of filing a small claims case in the Philippines. Whether you’re a law student, a professional, or just someone seeking justice, this guide is for you. We’ll take you through the journey of Mr. Pedro, who had to file a small claims case against Mr. Juan to recover a debt. I aim to have this discussion as simple as possible so I will be giving a sample scenario below (Mr. Juan and Mr. Pedro): Meet the Characters Mr. Pedro (Creditor) a.k.a ang inutangan: A hardworking individual who lent ₱150,000 to his friend, Mr. Juan, to help with a personal emergency.Mr. Juan (Debtor) a.k.a, yung nangutang: A friend who borrowed money but has been unable to repay the debt. Naningil si Mr. Pedro, nag demand pa nga… unfortunately, the debtor Mr. Juan was unable to pay. Mr. Pedro then decided to file a small claims case to recover the money he lent. If you find yourself in Mr. Pedro’s shoes, here’s what you need to do: Step 1: Understanding Small Claims Cases and Verifying Eligibility What is a small claim? A “small claim” is an action that is purely civil in nature where the claim or relief raised by the plaintiff is solely for the payment or reimbursement of a sum of money. It excludes actions seeking other claims or reliefs aside from payment or reimbursement of a sum of money and those coupled with provisional remedies. The claim or demand may be:(a) For money owed under any of the following: Contract of Lease; Contract of Loan and other credit accommodations; Contract of Services; or Contract of Sale of personal property, excluding the recovery of the personal property, unless it is made the subject of a compromise agreement between the parties. (b) The enforcement of barangay amicable settlement agreements and arbitration awards, where the money claim does not exceed One Million Pesos provided that no execution has been enforced by the barangay within six (6) months from the date of the settlement or date of receipt of the award or from the date the obligation stipulated or adjudged in the arbitration award becomes due and demandable, pursuant to Section 417, Chapter VII of Republic Act No. 7160, otherwise known as The Local Government Code of 1991. Eligibility: Under the Rules on Expedited Procedures in the First Level Courts, Small Claims Cases where the claim does not exceed One Million Pesos exclusive of interest and costs fall under the jurisdiction of Metropolitan Trial Courts, the Municipal Trial Courts in Cities, the Municipal Trial Courts, and the Municipal Circuit Trial Courts. Since in our scenario above, the amount involved is only ₱150,000.00, it is well within Small Claims threshold amount. Step 2: Prepare the Required Documents You will need the following: Statement of Claim (Form 1-SCC): This form outlines the details of your claim, including the amount and the reason for the claim. Certification Against Forum Shopping: This certifies that you have not filed any other cases involving the same issue. Supporting Documents: These include any evidence supporting your claim, such as receipts, promissory notes, and demand letters. Verification and Certification of Non-Forum Shopping: A sworn statement affirming that you are not engaging in forum shopping. Step 3: Filing the Case Submit the completed forms and supporting documents to the Clerk of Court of the appropriate Metropolitan Trial Court (MeTC), Municipal Trial Court in Cities (MTCC), Municipal Trial Courts (MTC), or Municipal Circuit Trial Courts (MCTC). Step 4: Payment of Filing Fees Pay the necessary filing fees at the court’s cashier. If you are unable to afford the fees, you may file a motion to sue as an indigent (Form 6-SCC), subject to approval by the Executive Judge. Step 5: Service of Summons The court will issue a Summons and Notice of Hearing to Mr. Juan. The Summons will be served by the sheriff or a court officer within 10 calendar days. Step 6: The Preliminary Conference Both parties will be required to attend a Preliminary Conference. During this conference, the court will attempt to mediate and possibly resolve the dispute amicably. If mediation fails, the court will proceed with the judicial dispute resolution. Step 7: Submission of Position Papers If necessary, the court may require both parties to submit position papers within 10 calendar days. These papers should outline your arguments and evidence in detail. Step 8: Rendition of Judgment The court will render its judgment within 30 calendar days from the submission of the Mediator’s or JDR Report. This judgment is final, executory, and unappealable. Step 9: Execution of Judgment If Mr. Juan still fails to pay after the court’s judgment, you can file a motion for the issuance of a writ of execution (Forms 13-SCC, 13-A-SCC, or 13-B-SCC). This allows the court to enforce its decision, ensuring you receive the owed amount. Tips for a Successful Claim Be Thorough: Ensure all forms are correctly filled out and all necessary documents are attached. Be Prompt: Adhere to all timelines and deadlines set by the court. Be Professional: Maintain a respectful and professional demeanor throughout the process. Conclusion Filing a small claims case can seem daunting, but with the right guidance and preparation, it can be a straightforward process. By following the steps outlined above, you can take the necessary legal actions to recover your hard-earned money, just like Mr. Pedro. For more legal tips and updates, stay tuned to AttyStela.com. If you have any questions or need further assistance, feel free to reach out. We’re here to help you navigate the legal landscape with confidence. Tags: #SmallClaims #PhilippineLaw #LegalGuide #DebtRecovery #AttyStela

Artificial Intelligence (AI) is rapidly transforming our world, offering incredible opportunities while also posing significant risks. To harness the benefits of AI while safeguarding human rights and public interests, the European Union (EU) has introduced the Artificial Intelligence Act of 2024. This landmark regulation sets out rules to ensure that AI is developed and used in a way that is safe, ethical, and aligned with EU values. What is the AI Act? The AI Act is a regulation passed by the European Parliament and the Council of the European Union that lays down harmonized rules for the development, deployment, and use of AI within the EU. The primary goal of the Act is to promote the development of “human-centric and trustworthy AI” while ensuring that AI systems do not harm health, safety, or fundamental rights, such as privacy and non-discrimination. Key Features of the AI Act Risk-Based Approach: The AI Act categorizes AI systems into different risk levels: unacceptable risk, high risk, and minimal risk. This approach tailors the rules and obligations depending on the level of risk posed by the AI system. For instance:Unacceptable Risk: AI practices that manipulate human behavior, exploit vulnerabilities, or involve social scoring by public authorities are banned outright.High Risk: AI systems used in critical areas like healthcare, transportation, and law enforcement must comply with strict requirements, including robust data governance, transparency, and human oversight.Minimal Risk: For low-risk AI systems, the Act imposes fewer obligations, but providers are encouraged to follow voluntary codes of conduct to ensure ethical practices. High-Risk AI Systems: AI systems classified as high-risk must adhere to rigorous standards. These include:Implementing a risk management system to continuously assess and mitigate risks.Maintaining transparency by providing clear information to users about how the AI system operates and its potential impacts.Ensuring human oversight to avoid outcomes that could harm individuals or society. Transparency Obligations: The Act mandates transparency for AI systems, especially those interacting directly with humans. Users should be informed when they are interacting with an AI system, and the AI’s capabilities and limitations should be clearly communicated. Support for Innovation: To encourage innovation while maintaining safety, the AI Act introduces AI regulatory sandboxes. These are controlled environments where innovators can test AI systems under regulatory supervision. The Act also provides special provisions for small and medium-sized enterprises (SMEs) and startups, acknowledging their crucial role in driving AI advancements. Governance and Enforcement: The AI Act establishes a governance framework that includes the European Artificial Intelligence Board, which will oversee the implementation and enforcement of the regulation. National competent authorities in each EU member state will also play a key role in monitoring and enforcing compliance. Penalties: Non-compliance with the AI Act can lead to severe penalties, including significant fines. These penalties are designed to deter misuse and ensure that AI systems are developed and used responsibly. Why Does the AI Act Matter? The AI Act is a pioneering effort to regulate AI on a comprehensive scale, balancing innovation with the need to protect fundamental rights. As AI systems become increasingly integrated into various aspects of life—from healthcare to finance and law enforcement—the Act seeks to ensure that these technologies are used to benefit society, rather than to harm it. By setting clear rules and expectations, the AI Act aims to foster trust in AI technologies, ensuring that they are safe, transparent, and aligned with ethical standards. For businesses and developers, the Act provides a clear framework to guide the responsible development of AI, helping them innovate while staying compliant with EU regulations. What This Means for the Philippines As AI continues to grow globally, countries outside the EU, including the Philippines, are closely watching how regulations like the EU’s AI Act unfold. While the AI Act itself is not directly applicable in the Philippines, its principles and guidelines can significantly influence AI policies and practices in other countries, including ours. Status of AI in the Philippines As AI continues to grow globally, countries outside the EU, including the Philippines, are closely watching how regulations like the EU’s AI Act unfold. While the AI Act itself is not directly applicable in the Philippines, its principles and guidelines can significantly influence AI policies and practices in other countries, including ours.   National AI Strategy: The Department of Trade and Industry (DTI) has introduced the National AI Roadmap, aiming to position the Philippines as an AI center for excellence in Southeast Asia. This roadmap outlines strategies to promote AI adoption across various sectors, enhance the country’s AI capabilities, and ensure the ethical use of AI technologies. AI in Business and Government: AI applications are beginning to emerge in the Philippine business sector, particularly in industries like finance, customer service, and healthcare. The government is also exploring AI’s potential in improving public services, such as traffic management, disaster response, and agriculture. Challenges and Ethical Considerations: Despite these advancements, the Philippines faces challenges, including the need for skilled AI professionals, infrastructure development, and the establishment of ethical and legal frameworks. The EU’s AI Act can serve as a reference point for the Philippines in shaping its own AI regulations, particularly in areas like risk management, transparency, and human rights protection. As of writing (August 20, 2024), the National Privacy Commission or NPC, has no guidelines yet that relate to AI as is. Potential Impact of the AI Act on Philippine Policies While the Philippines is crafting its own AI policies, the EU’s AI Act can offer valuable lessons. The Act’s focus on a risk-based approach, transparency, and human-centric AI development could influence the drafting of similar regulations in the Philippines. For instance: Adoption of AI Ethics: The Philippines could integrate principles of transparency, fairness, and human oversight into its AI strategies, ensuring that AI systems deployed in the country align with both local and global ethical standards. Regulatory Framework: As AI technology becomes more prevalent, the Philippine government might consider developing a regulatory framework similar to the EU’s, tailored to the country’s specific needs and context. International Collaboration: The Philippines could explore partnerships with the EU

The Supreme Court En Banc, during its session last August 20, 2024, approved and promulgated the Guidelines on Submission of Electronic Copies of Pleadings and Other Court Submissions Being Filed Before the Lower Courts Pursuant to the Efficient Use of Paper Rule (Guidelines for eFiling). The implementation of the electronic filing will begin on September 1, 2024, with full implementation completed by December 1, 2024. Starting September 1, 2024, trial courts shall only act upon pleadings and other court submissions in civil cases if the filing is accompanied by an electronic transmittal of the same document in PDF format through email. Electronic submissions must be completed within 24 hours from the primary manner of service, which includes personal filing, registered mail, or accredited courier. A court may waive the electronic transmittal requirement if the annexes, exhibits, and other accompanying documents cannot readily be converted to PDF or if these consist of sealed and confidential documents. Starting September 1, 2024, all orders and documents issued by the trial courts shall also be accompanied by an electronic transmittal to the parties and their counsel of PDF copies through email. By December 1, 2024, the primary and mandatory manner of service of outbound and court documents within a certified judicial region shall be through electronic transmittal, except for Summons, which shall continue to be through personal or substituted service under Rule 14 of the Rules of Court. By December 1, 2024, within certified judicial regions, all filing and service of pleadings and other court submissions shall be done through email, except for initiatory pleadings. For initiatory pleadings, these shall continue to be done through personal service, registered mail, or accredited courier, but must be accompanied by an electronic transmittal of a PDF copy, until Rule 13 is amended by the Court.   Republic of the Philippines Supreme Court Manila EN BANC NOTICE Please take notice that the Court En Banc issued a Resolution dated August 20, 2024, which reads as follows: A.M. No. 10-3-7-SC A.M. No. 11-9-4-SC RE: GUIDELINES ON SUBMISSION OF ELECTRONIC COPIES OF PLEADINGS AND OTHER COURT SUBMISSIONS BEING FILED BEFORE THE LOWER COURTS PURSUANT TO THE EFFICIENT USE OF PAPER RULE MOVING TOWARDS DIGITAL COURTS: COMPONENT ONE: TRANSITION TO ELECTRONIC FILING AND SERVICE OF PLEADINGS, MOTIONS AND OTHER DOCUMENTS AS WELL AS DIGITAL SERVICE OF ALL ORDERS IN CIVIL CASES WHEREAS, under Article VIII, Section 5(5) of the 1987 Constitution, the Supreme Court is vested with the power to “[promulgate rules concerning the protection and enforcement of constitutional rights, pleading, practice, and procedure in all courts, the admission to the practice of law, the Integrated Bar, and legal assistance to the underprivileged. Such rules shall provide a simplified and inexpensive procedure for the speedy disposition of cases, shall be uniform for all courts of the same grade, and shall not diminish, increase, or modify substantive rights.”]; WHEREAS, under Article VIII, Section 6 of the 1987 Constitution, the Supreme Court is vested with administrative supervision over all courts and the personnel thereof; WHEREAS, pursuant to this power, the Supreme Court En Banc, in A.M. No. 22-04-26-SC, crafted the Strategic Plan for Judicial Innovations for 2022-2027, which lays down the reform initiatives necessary toward achieving a technology-driven Judiciary; WHEREAS, a key activity in the Innovation outcome in the Strategic Plan for Judicial Innovations for 2022-2027 is the development of an eCourt System Version 2.0 (eCourt PH 2.0) for the digitalization of adjudication; WHEREAS, eCourt PH 2.0 comprises the following components: 1. Digital filing and service of all pleadings, motions, and other court documents, as well as the digital service of court orders in civil cases; 2. Installation of the digital case dashboard in all trial courts; 3. Digitization of existing case records and rollos in all pending cases; 4. Digital filing and service before the Supreme Court and appellate courts; 5. Digital appeals process; and 6. Digital criminal and special proceedings; WHEREAS, in an April 11, 2023 Resolution, the Supreme Court En Banc resolved to approve the Guidelines on Submission of Electronic Copies of Pleadings and Other Court Submissions Being Filed Before the Lower Courts Pursuant to the Efficient Use of Paper Rule; WHEREAS, the June 26, 2024 Report of the Office of the Court Administrator showed that the compliance by all courts with electronic filing after these administrative issuances has been less than one hundred percent; WHEREAS, it is necessary that all courts and constituents are able to comply with the changes necessary for the digital transformation of the Judiciary; WHEREAS, the Management Committee of the Strategic Plan for Judicial Innovations, on August 7, 2024, approved the plan to implement eCourt PH 2.0 in six components, the first component on electronic filing to be fully accomplished within a final transition period of three months; WHEREAS, by December 1, 2024, all civil cases pending before first- and second-level courts shall use electronic transmittal as the primary manner of filing pleadings and other court submissions and their accompanying documents, such as annexes and exhibits, if any; NOW, THEREFORE, the Supreme Court En Banc resolves to ISSUE the following Resolution: PART I TRANSITION MANDATE Section 1. Mandatory submission of electronic copies of filings in civil cases. – Starting September 1, 2024, no first- or second-level court shall act upon any pleading, motion, or other court document (herein referred to as “pleading or other court submission”) filed, served, or offered in evidence in any civil case governed by the rules of civil procedure, unless the filing, service, and offer in evidence is accompanied by an electronic transmittal through e-mail of the same pleading or court submission. The additional accompanying documents of the pleading or other court submission, such as annexes, appendices, or exhibits, shall also be electronically submitted. However, upon motion of the filing party or counsel, a court may waive the requirement of electronic transmittal of the following submissions: (i) annexes, appendices, exhibits, or other accompanying documents to pleadings or other court submissions not readily amenable to digitization to portable document format (PDF); and (ii) sealed and confidential documents or records. The court shall ensure that all orders

I came across an intriguing question in a social media group that caught my attention: Good day po Atty. Si Person A ay nag-apply sa isang local recruitment agency to be hired as a concierge officer sa isa nilang client. However, nung lumabas yung result ay HIV positive siya. Yung confirmatory test po ay 30 days pa bago lumabas kaso po urgently needed na daw mapunan ung position dahil need ng client so kinansela po yung offer kay Person A at binigay kay Person B na ready to report to work ASAP. Will this be seen as discrimination kay Person A?” This question touches on a critical issue — workplace discrimination against HIV-positive individuals. The situation highlights the complex intersection of employment law, anti-discrimination protections, and public health concerns in the Philippines. This article will unpack the legal framework governing such cases, examine the implications of the scenario presented, and offer guidance to both employers and employees on navigating these sensitive matters. The Legal Framework: RA 11166 and the Magna Carta for Persons with Disability The Philippine legal system is clear on its stance against discrimination, particularly concerning health conditions like HIV. The Republic Act No. 11166, also known as the Philippine HIV and AIDS Policy Act, provides comprehensive protection for people living with HIV (PLHIV) against discrimination in various settings, including the workplace. Under Section 35 of RA 11166, it is unlawful to discriminate against an individual based on their HIV status. This protection extends to hiring, promotion, assignment, and other employment-related decisions. Moreover, Republic Act No. 7277, or the Magna Carta for Persons with Disability, as amended by Republic Act No. 9442, recognizes HIV as a disability. The law mandates that no person should be denied access to employment opportunities solely on the basis of their disability, which includes HIV. Thus, refusing to hire someone because of their HIV status constitutes discrimination under these laws. Is This Discrimination? Returning to the scenario presented, let’s analyze whether the actions of the recruitment agency could be considered discriminatory. The recruitment agency rescinded the job offer to Person A after discovering their HIV-positive status, instead offering the position to Person B, who could start work immediately. The agency justified its decision by citing the urgent need to fill the position due to the client’s requirements. At first glance, this action appears discriminatory for several reasons:   1. Premature Decision-Making: The decision to rescind the offer was made before the confirmatory test results were available. Under RA 11166, employers are prohibited from discriminating against individuals based on their actual, perceived, or suspected HIV status. Since the confirmatory test was not yet available, the decision to cancel the job offer was likely based on suspicion or prejudice rather than a confirmed medical condition. 2. HIV Status as a Basis for Employment Decisions: The rescission of the job offer due to Person A’s HIV-positive status directly contravenes the anti-discrimination provisions of RA 11166. The law explicitly states that no person living with HIV shall be denied employment opportunities based on their status. 3Perceived Urgency as a Justification: While the agency cited the urgent need to fill the position as the reason for their decision, this does not justify discriminatory actions. The urgency of the client’s needs cannot override the legal protections afforded to HIV-positive individuals. Employers are required to make reasonable accommodations for employees with disabilities, including those living with HIV, which may include allowing time for confirmatory tests or providing interim solutions until the employee is ready to work. Employer Obligations Under RA 11166 Employers and recruitment agencies must be fully aware of their obligations under the Philippine HIV and AIDS Policy Act. These obligations include:   1. Confidentiality: Employers must maintain the confidentiality of all medical information related to an employee’s HIV status. Any breach of confidentiality is punishable under the law. 2. Non-Discrimination: Employers must ensure that no employment decision is based on an individual’s HIV status. This includes hiring, promotion, job assignment, and termination. 3. Reasonable Accommodation: Employers are required to provide reasonable accommodations to employees living with HIV, similar to how they would for employees with other disabilities. This could involve adjusting work schedules, offering alternative assignments, or allowing time for medical treatments and tests. 4. Education and Awareness: Employers should also be proactive in educating their workforce about HIV and AIDS, reducing stigma, and promoting an inclusive work environment. This can be achieved through training programs, information dissemination, and by fostering a culture of understanding and support. Again, to reiterate: Employers and recruitment agencies must be fully aware of their obligations under the Philippine HIV and AIDS Policy Act. What are the remedies for the discriminated employees? Employees who believe they have been discriminated against due to their HIV status have several legal remedies available such as:   1. Filing a Complaint: The affected employee can file a complaint with the National Labor Relations Commission (NLRC) or the Department of Labor and Employment (DOLE). The complaint can seek reinstatement, back pay, damages, and other forms of relief. To file a complaint with the NLRC, please go to the nearest NLRC office near you. 2. Civil Action: The employee may also opt to file a civil action for damages under the Civil Code of the Philippines. This could include claims for moral and exemplary damages, particularly if the discrimination has caused significant emotional distress. 3. Criminal Prosecution: RA 11166 also provides for criminal penalties against individuals or entities that violate the anti-discrimination provisions of the law. This includes imprisonment and fines for those found guilty of discriminatory practices. Related Question: “If an HIV-positive employee faces harassment from colleagues after their status becomes known, what legal remedies are available to them in the Philippines?” In the Philippines, harassment of any form, including that based on an employee’s HIV status, is strictly prohibited under the Republic Act No. 11166, also known as the Philippine HIV and AIDS Policy Act. This law provides comprehensive protection for people living with HIV (PLHIV) against all forms of discrimination and harassment in the

In today’s digital age, protecting personal data is more crucial than ever. If you’re running a business, handling personal data like customer information or employee records, or working in a government institution in the Philippines, you need to comply with the Data Privacy Act of 2012. One key requirement under this law is registering your Data Processing System (DPS) and appointing a Data Protection Officer (DPO) through the National Privacy Commission Registration System (NPCRS). This guide will help you understand what NPCRS is, why registration is necessary, and how to go through the process step-by-step. Whether you’re a business owner, an HR professional, or someone just starting your compliance journey, this guide simplifies the technical jargon to ensure a smooth registration process. What Is the NPCRS and Why Do You Need to Register? The National Privacy Commission Registration System (NPCRS) is an online platform managed by the National Privacy Commission (NPC) that serves as the official database for registering data controllers and processors. Data controllers are entities that collect personal information, while data processors manage and process that data on behalf of the controller. Under the Data Privacy Act of 2012 (Republic Act No. 10173), all organizations or government agencies that collect or process personal data must register their Data Processing Systems and appoint a Data Protection Officer (DPO). This applies to organizations with at least 250 employees or those processing personal data of more than 1,000 individuals. Failure to register can result in penalties, including fines and imprisonment in serious cases of non-compliance. What is a Data Protection Officer (DPO)? A Data Protection Officer (DPO) is an individual within an organization responsible for overseeing data privacy compliance. The DPO ensures that the organization complies with the Data Privacy Act and related regulations, educates employees about their responsibilities, and serves as the point of contact for data subjects (e.g., customers or employees) and the National Privacy Commission. Every organization that processes personal data must appoint a DPO. Now that you understand the basics, let’s walk through the step-by-step registration process. Step-by-Step Guide to Register Your Data Processing System or DPO in NPCRS 1. Prepare the Necessary Information and Documents Before you begin the registration process, make sure you have the following: Company/Organization Name and Contact Information – Your business’s registered name, contact number, email address, and office address. DPO Information – Name, email address, and contact number of the designated Data Protection Officer. Types of Personal Data Collected – Whether you collect personal, sensitive, or privileged information. Data Processing Activities – A description of how your organization collects, processes, stores, and disposes of personal data. Data Processing Systems (DPS) – The software, systems, or processes you use for collecting and processing personal data. Also, please prepare the following if you are a DPO of a company or corporation:-Secretary Certificate (which must be notarized, please scroll down below to see a sample Secretary Certificate)-Privacy Impact Assessment-Privacy Notice or Privacy Policy or Privacy Statement of the CompanyNote: I tried to capture the process and give a step-by-step guide in the video below.  Having these details on hand will ensure a faster and smoother registration process.  2. Access the National Privacy Commission Registration System (NPCRS) Go to the official National Privacy Commission website at www.privacy.gov.phh and navigate to the National Privacy Commission Registration System (NPCRS) portal. You can find this under the “E-Services” section. Alternatively, you can access the NPCRS directly by visiting: https://npcrs.privacy.gov.ph 3. Create an Account If you’re a first-time user, you’ll need to create an account in the NPCRS. Follow these steps: Click the Register button on the NPCRS homepage. Fill out the required fields, including your organization’s name, the Data Protection Officer’s details, and a valid email address. Set a password for your NPCRS account. Ensure that the password is secure and follows NPC’s guidelines (at least 8 characters with a mix of letters, numbers, and symbols). Once you’ve filled in the details, click Submit. You will receive a confirmation email from NPC. Follow the instructions in the email to activate your account. 4. Log In to NPCRS After activating your account, go back to the NPCRS portal and log in using your registered email and password. 5. Complete the Organization’s Profile Once logged in, you’ll need to complete your organization’s profile. This includes: Organization Name and Contact Details Nature of the Business (e.g., retail, healthcare, education) Number of Employees – This helps NPC determine if your organization meets the registration threshold. Description of Data Processing Activities – Briefly describe how your company handles personal data, including the types of data collected and processed. Data Protection Officer’s Information – Input the details of your appointed DPO, including their email address, contact number, and role within the company. 6. Register the Data Processing System (DPS) Types of Data Collected – Whether you collect personal information (name, address, etc.), sensitive information (health data, biometrics), or privileged information. Purpose of Data Processing – Clearly state why your organization collects and processes personal data (e.g., for marketing, customer service, employment records, etc.). Third-Party Processors – If you use third-party services (e.g., cloud storage or payroll processors), you’ll need to list these service providers and their roles in processing personal data. Once you have completed all the required fields, click Save and Proceed. When you have done this, you will then be able to download the DPO form. Download the DPO Form, print it (at least 2 copies) and then sign it. The head of your organization must also be able to sign it. After which, notarize the form. Do not forget to bring a copy of your ID and the copy of your head’s ID when you notarize the signed document. 7. Submit the Registration Form After completing the registration form, you’ll have the option to review all the information before final submission. Double-check everything to ensure accuracy. Once reviewed, click Submit. You will receive a notification from NPC confirming that your registration has been received. 8. Wait for Confirmation from NPC After submitting your registration, the National Privacy Commission will review your application. The review process typically takes