The penalties of suspension and cancellation of license or authority are prescribed for violations of the above-quoted provisions, among others. And the Secretary of Labor has the power under Section 35 of the law to apply these sanctions, as well as the authority, conferred by Section 36, not only to “restrict and regulate the recruitment and placement activities of all agencies,” but also to “promulgate rules and regulations to carry out the objectives and implement the provisions” governing said activities. Pursuant to this rule-making power thus granted, the Secretary of Labor gave the POEA, on its own initiative or upon a filing of a complaint or report or upon request for investigation by any aggrieved person, “xxx (authority to) conduct the necessary proceedings for the suspension or cancellation of the license or authority of any agency or entity” for certain enumerated offenses including 1) the imposition or acceptance, directly or indirectly, of any amount of money, goods or services, or any fee or bond in excess of what is prescribed by the Administration, and 2) any other violation of pertinent provisions of the Labor Code and other relevant laws, rules and regulations. The Administrator was also given the power to “order the dismissal of the case or the suspension of the license or authority of the respondent agency or contractor or recommend to the Minister the cancellation thereof.” This power conferred upon the Secretary of Labor and Employment was echoed in People v. Diaz, viz.: A non-licensee or non-holder of authority means any person, corporation or entity which has not been issued a valid license or authority to engage in recruitment and placement by the Secretary of Labor, or whose license or authority has been suspended, revoked or cancelled by the POEA or the Secretary.[9] Thus, the trial court did not err in considering the certification from the DOLE-Dagupan District Office stating that petitioner has not been issued any license by the POEA nor is a holder of an authority to engage in recruitment and placement activities. The Office of the Solicitor General (OSG), in its Comment[10] dated October 9, 2006, also gives a valid observation as to the admissibility of the certification as evidence for the prosecution, thus: x x x Notably, there is nothing on record to show that petitioner objected to the admissibility of the certification for the purpose for which it was offered. Thus, petitioner's argument that the certification was inadmissible because it was not properly identified by the issuing officer should be rejected. It is well-settled that “[e]very objections to the admissibility of evidence shall be made at the time such evidence is offered or as soon thereafter as the ground for objection shall have become apparent, otherwise the objection shall be considered waived.” Accordingly, the certification has been accepted as admissible by the trial court and properly considered as evidence for the party who submitted it.[11] Anent the second element, petitioner insists that the CA was wrong in affirming the factual findings of the trial court. According to her, the accommodation extended by the petitioner to the private respondents is far from the referral as contemplated in Article 13 (b) of the Labor Code. It is a settled rule that factual findings of the trial courts, including their assessment of the witnesses' credibility, are entitled to great weight and respect by the Supreme Court, particularly when the CA affirmed such findings.[12] After all, the trial court is in the best position to determine the value and weight of the testimonies of witnesses.[13] Nevertheless, the testimonies of the private respondents clearly establish the fact that petitioner's conduct falls within the term recruitment as defined by law. As testified by Romulo Padlan, petitioner convinced