Statute of the Public Open University Čakovec

(Consolidated Text)

Čakovec, April 2023.

Pursuant to Article 54 of the Institutions Act (Official Gazette NN 79/93, 29/97, 47/99, 35/08, 127/19, 151/22) and Article 29 of the Statute of the Public Open University Čakovec, the Management Board of the Public Open University Čakovec, at its session held on April 7, 2023, adopted a Decision establishing the consolidated text of the Statute of the Public Open University Čakovec.

The consolidated text of the Statute of the Public Open University Čakovec includes the Statute of the Public Open University Čakovec, Number: 2109-01-97-18 (Čakovec, August 1997), which was adopted by the Management Board of the Public Open University Čakovec at its session on October 20, 1997, and entered into force on October 28, 1997; the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec, Ref. No.: 2109-01-08-09-81, which was adopted by the Management Board of the Public Open University Čakovec at its session on September 11, 2008, and entered into force on September 26, 2008; the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec, Class: 602-07/2013-09-1, Ref. No.: 2109-01-09-2013-7, which was adopted by the Management Board of the Public Open University Čakovec at its session on September 23, 2013, and entered into force on October 1, 2013; and the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec, Class: 007-02/23-01/2, Ref. No.: 2109-2-2-01-23-1, which was adopted by the Management Board of the Public Open University Čakovec at its session on March 21, 2023, and entered into force on March 21, 2023.

STATUTE OF THE PUBLIC OPEN UNIVERSITY ČAKOVEC

CONSOLIDATED TEXT

I. GENERAL PROVISIONS

Article 1

This Statute regulates the activities, organization, powers, and method of decision-making of individual bodies and other matters of importance for the performance of the activities and business operations of the Public Open University Čakovec (hereinafter: the University).

By the provision of Article 1 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 1 was amended.

Article 2

The University shall perform its activities in accordance with the law, the founding act, this Statute, and other general acts of the University.

Article 3

The University is a public institution for lifelong education and culture.

By the provision of Article 1 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 3 was amended.

The founder of the University is the City of Čakovec.

Article 4

The University is the legal successor of the Open University, an enterprise for culture and education s.p.o. Čakovec, Kralja Tomislava 52.

The University is a legal entity.

Article 5

In legal transactions with third parties, the University has the rights and obligations established by law and other regulations, decisions of the founder, this Statute, and other general acts of the University.

The University is liable for its obligations with all its assets.

The founder of the University is jointly and severally liable for the obligations of the University without limitation.

Article 6

The name of the University is Pučko otvoreno učilište Čakovec.

The abbreviated name of the University is: POU Čakovec.

The English name of the University is: Public Open University Čakovec.

The seat of the University is in Čakovec, Kralja Tomislava 52.

By the provision of Article 2 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, in Article 6, after paragraph 1, paragraphs 2 and 3 were added, and the former paragraph 2 became paragraph 4.

Article 7

The University has a round seal with a diameter of 38 mm with the coat of arms of the Republic of Croatia, the name, and the seat of the University.

The seal from paragraph 1 of this Article is used to certify public documents issued by the University.

The University has a round seal with a diameter of 23 mm without the coat of arms of the Republic of Croatia, with the name and seat of the University, which is used exclusively for the regular administrative and financial operations of the University.

By the provision of Article 1 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, in Article 7, paragraphs 1, 2, and 3 were amended.

Article 8

The University is represented and acted for by the Principal.

Article 9

The University has a single bank account through which it conducts payment transactions.

II. ACTIVITIES OF THE UNIVERSITY

Article 10

The University performs the following activities:

• Primary education for adults
• Secondary education for adults, acquisition of secondary school or vocational qualifications, lower vocational qualifications, retraining, professional training, and specialization
• Preparations for the state matura exam and entrance exams, and exams at secondary and higher education institutions
• Training and specialization, updating and supplementing acquired knowledge, and developing other skills and abilities for work in a profession
• Foreign language programs in accordance with the approval of the Ministry
• Foreign language courses and testing of active and passive knowledge of foreign languages for adults and translation services
• Foreign language courses for preschool and school-age children
• Courses on the use of computers and IT programs for children and adults
• Music education for children and adults, music education and training under special programs, organizing musical events and concerts
• Implementation of validation programs
• Organization of international conferences, seminars, and education programs
• Exhibitions, cultural and entertainment events, trips, excursions, and study tours
• Programs for the preservation of intangible cultural heritage
• Courses for the needs of education and culture for family and household
• Leasing of unused business premises.

The University may perform additional activities intended for the implementation of the program activities from paragraph 1 of this Article.

By the provision of Article 2 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, in Article 10, paragraph 1 was amended.

By the provision of Article 2 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, in Article 10, paragraph 1 was amended.

By the provision of Article 3 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 10 was amended.

Article 11

The activities of the University from Article 10 of this Statute are carried out based on the framework annual plan and program of work of the University, which is adopted by the Management Board of the University upon the proposal of the Principal by February 1 for the current calendar year.

The framework annual plan and program of work of the University determines the tasks, activities, place, time, manner, and executors of tasks, and contains:

• a list of planned tasks and activities
• information on the organization of work
• the work plan of the Head of Andragogy.

By the provision of Article 4 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 11 was amended.

Article 12

Within the scope of its activities, the University issues certificates, attestations, and confirmations of facts for which it keeps records, in accordance with the law and other regulations and other general acts.

III. INTERNAL ORGANIZATION OF THE UNIVERSITY

Article 13

The internal organization ensures the performance of the University’s activities under the most favorable conditions.

Article 14

The performance of activities is organized by departments:

• department for educational activities
• school of foreign languages
• department for general, financial, and technical affairs.

Article 15

The internal work and life at the University are conducted according to the house rules.

The house rules are adopted by the Principal.

IV. BODIES OF THE UNIVERSITY

By the provision of Article 5 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, the title of Chapter IV was amended.

Article 16

The bodies of the University are:

• The Management Board
• The Principal
• The Head of Andragogy

By the provision of Article 6 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 16 was amended.

1. Management Board

Article 17

The University is managed by the Management Board.

Article 18

The Management Board has a President and two members.

The President and members of the Management Board are appointed for a term of four years and may be reappointed.

Article 19

The President and one member of the board are appointed by the Mayor.

One member of the Management Board is a representative of the employees.

The employee representative from the preceding paragraph of this Article is elected and recalled by the employees in free and direct elections, by secret ballot, from among the employees of the University. Every employee of the University has the right to propose a member of the Management Board. Every employee of the University, except the Principal, has the right to be proposed and appointed as a member of the Management Board. The proposed candidate must agree to the proposal. The candidate who receives the highest number of votes from the present employees is elected as a member of the Management Board. If two or more proposed candidates receive the same number of votes, the election is repeated within eight days.

The employee representative has the same legal status as the other appointed members of the Management Board.

By the provision of Article 3 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 19 was amended.

Article 20

After the appointment of the members of the Management Board, the first session of the Management Board is convened no later than within 15 days.

Article 21

If a member of the Management Board is prevented for any reason from further performing their duties on the Management Board, a new member is appointed or elected to their place according to the same procedure by which the member whose term has expired was appointed or elected.

The term of a member of the Management Board appointed or elected according to paragraph 1 of this Article lasts until the expiry of the term for which the previous member of the Management Board was appointed or elected.

The Management Board is obliged to inform the founder of the need to appoint a new member of the Management Board from Article 19, paragraph 1, within 8 days from the day of the termination of the status of a member of the Management Board.

By the provision of Article 4 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 21 was amended.

Article 22

The founder may recall the members of the Management Board from Article 19, paragraph 1, and appoint new members.

A member of the Management Board may request from the founder to be relieved of membership in the Management Board.

By the provision of Article 5 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, in Article 22, paragraph 1 was amended.

Article 23

The members of the Management Board decide on matters within their competence jointly.

At the sessions of the Management Board, decisions are made by public vote.

Voting can also be secret when prescribed by law or when the Management Board decides that certain issues should be voted on secretly.

The Management Board decides by a majority of votes of the total number of members.

Article 24

Minutes are kept at the sessions of the Management Board, which are signed by the chairperson of the session and the minute-taker.

Article 25

The working procedure of the Management Board is regulated in more detail by the Rules of Procedure.

Article 26

The Management Board may establish permanent and temporary commissions and working groups for performing tasks determined by law, for studying certain issues, or for preparing certain acts.

Article 27

Members of permanent commissions are elected for a term of two years, unless otherwise provided by law.

Members of temporary commissions and working groups are elected for the time necessary to perform a specific task.

The Management Board may recall permanent or temporary commissions and working groups and recall an individual member of a commission or working group.

Article 28

Members of commissions and working groups from Article 26 of this Statute are appointed from among the employees of the University.

Exceptionally, when it is prescribed that a certain commission must have a composition that cannot be provided from among the employees of the University or when it is absolutely necessary according to the nature of the task, the Management Board may appoint a person from outside the University as a member of a commission or working group.

Article 29

The Management Board performs tasks determined by law, and in particular:

• adopts the Statute upon the proposal of the Principal,
• adopts other general acts for which special regulations stipulate that they are adopted by the Management Board,
• decides on the change of name, seat, and activity of the University, with the prior consent of the founder,
• adopts the framework annual plan and program of work and approves the annual report on the work and business operations of the University upon the proposal of the Principal,
• supervises the implementation of the framework annual plan and program of work,
• adopts the financial plan and approves the annual report on financial operations upon the proposal of the Principal,
• decides on the distribution of profit for the performance and development of the University’s activities,
• announces and conducts the public competition for the appointment of the Principal,
• appoints and dismisses the Head of Andragogy,
• decides on the individual rights of employees from the employment relationship and in connection with work as a second-instance body,
• decides on the acquisition, disposal, and encumbrance of real estate and other assets of the University, in accordance with this Statute,
• considers and decides on other matters of work and business operations of the University in accordance with the law, this Statute, and other general acts of the University.

By the provision of Article 3 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, in Article 29, sub-paragraph 3 was amended.

By the provision of Article 6 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 29 was amended.

By the provision of Article 7 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, in Article 29, items 3, 4, and 5 were amended, and after item 8, item 9 was added.

2. Principal

Article 30

The University has a Principal.

The Principal of the University is the head of the University.

If the University implements a maximum of ten education programs, of which a maximum of two are for the acquisition of a full qualification at levels 4.1 and 4.2 of the Croatian Qualifications Framework, the Principal may also perform the duties of the Head of Andragogy if they meet the conditions from Article 43 of this Statute.

By the provision of Article 8 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, in Article 30, paragraph 2 was amended, and after paragraph 2, paragraph 3 was added.

Article 31

A person who has completed a graduate university study or an integrated undergraduate and graduate university study or a specialist graduate professional study and has at least three years of work experience in jobs related to the activities of the University may be appointed as the Principal of the University.

By the provision of Article 4 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, Article 31 was amended.

By the provision of Article 7 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, in Article 31, paragraph 1 was amended.

By the provision of Article 9 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 31 was amended.

Article 32

A person cannot be appointed as the Principal of the University if:

• they have been prohibited by a court decision from holding the position of principal, for the duration of that prohibition,
• a measure has been imposed on them that has the legal consequence of being unable to hold the position of principal,
• they have been convicted of criminal offenses for which, according to the provisions of the Criminal Code, the position of principal cannot be held,
• according to the law regulating commercial companies, they cannot be a member of the management board of a commercial company,
• for other reasons established by law.

By the provision of Article 5 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, Article 32 was amended.

By the provision of Article 10 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, in Article 32, after item 3, a new item 4 was added, and the former item 4 became item 5.

Article 33

The Principal is appointed for a term of four years.

After the expiry of the term, the same person may be reappointed as Principal.

By the provision of Article 6 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, in Article 33, paragraph 2 was amended.

Article 34

The Principal is appointed on the basis of a public competition.

The decision to announce the competition is made by the Management Board.

The competition for the appointment of the Principal of the University is published in the Official Gazette (Narodne novine) and on the University’s website.

The content of the competition must be in accordance with the law and this Statute.

By the provision of Article 7 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, in Article 34, paragraph 3 was amended.

By the provision of Article 11 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, in Article 34, paragraphs 1 and 3 were amended.

Article 35

Based on the proposal of the Management Board, the decision on the appointment or dismissal of the Principal is made by the Mayor of the City of Čakovec.

By the provision of Article 8 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, Article 35 was amended.

By the provision of Article 8 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 35 was amended.

Article 36

The Principal has the rights, powers, and obligations established by law, and in particular:

• organizes and manages the work and business operations of the University,
• undertakes all legal actions in the name and on behalf of the institution, represents the University in proceedings before courts, administrative and other bodies, and legal persons with public authority,
• is responsible for the legality of the University’s work,
• participates in the work of the Management Board, without the right to vote, executes the decisions and conclusions of the Management Board,
• suspends the execution of decisions and conclusions of the University’s bodies that they deem to be contrary to the law, this Statute, and other general acts of the University,
• proposes to the Management Board general acts and amendments and supplements to general acts for which the law and this Statute prescribe that they are adopted by the Management Board,
• adopts general acts for which the law and this Statute stipulate that they are adopted by the Principal,
• proposes to the Management Board the framework annual plan and program of work of the University and the financial plan, as well as the manner of profit distribution,
• submits to the Management Board an annual report on the work of the University and a report on financial operations,
• decides on the acquisition, encumbrance, or disposal of real estate or other property in accordance with this Statute,
• reports to the Management Board and the founder on the business operations of the University,
• concludes employment contracts with the employees of the University and makes decisions from the employment relationship and in connection with work in the first instance,
• appoints an expert body that makes a decision determining the program differences for each participant who possesses a full qualification, adult education participant who has not acquired a full qualification, and the differences between the education program of the already acquired qualification and the education program for acquiring a new qualification for each participant,
• makes a decision on enrollment in an education program,
• appoints commissions in education programs,
• performs other tasks determined by law, this Statute, and general acts of the University.

By the provision of Article 9 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, in Article 36, sub-paragraph 6 was amended, and sub-paragraphs 7 and 9 were deleted.

By the provision of Article 9 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 36 was amended.

By the provision of Article 12 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, in Article 36, item 8 was amended, after item 12, items 13, 14, and 15 were added, and the former item 13 became item 16.

Article 37

The Principal may establish working groups for drafting individual acts or for preparing proposals for solutions within their scope of work.

Article 38

The Principal is independent in their work and is responsible to the Management Board and the founder.

Article 39

In the event of the Principal’s impediment or absence, they are replaced by an employee of the University whom they authorize in writing for that purpose.

The person who replaces the Principal has the rights and powers of the Principal for the duration of the replacement.

Article 40

The Principal may be dismissed even before the expiry of the term.

The Principal is dismissed by the Mayor in cases determined by law upon the proposal of the Management Board. The Management Board is obliged to inform the Principal of the reasons for dismissal and to set a deadline within which they must respond.

By the provision of Article 10 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 40 was amended.

By the provision of Article 13 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, in Article 40, paragraph 1 was amended.

Article 41

When no one applies to the announced competition for the Principal, or when none of the candidates who applied to the competition is appointed, the University will repeat the competition for the appointment of the Principal within 30 days. Until the appointment of the Principal following the repeated competition, the Management Board will appoint an acting Principal.

The Management Board will, within the period from paragraph 1 of this Article, announce a competition, and the Mayor will appoint an acting Principal also in cases of dismissal of the Principal before the expiry of the term.

By the provision of Article 10 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, in Article 41, paragraphs 1 and 2 were amended.

By the provision of Article 11 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 41 was amended.

3. Head of Andragogy

By the provision of Article 14 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, the title of section 3 after Article 41 was amended.

Article 42

The University has a Head of Andragogy employed full-time, except in the case from Article 30, paragraph 3 of this Statute.

The Head of Andragogy is appointed by the Management Board.

The Head of Andragogy may teach at the University if the University implements a maximum of ten education programs, of which a maximum of two can be for the acquisition of a full qualification at levels 4.1 and 4.2 of the Croatian Qualifications Framework and if they do not perform the duties of the Principal.

The Head of Andragogy is responsible for the professional work of the institution.

A person who has a full qualification from a completed study program in the field of andragogy may also be employed in the position of Head of Andragogy.

By the provision of Article 15 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 42 was amended.

Article 43

The duties of the Head of Andragogy may be performed by a person who meets the following conditions:

• has completed a graduate university study or an integrated undergraduate and graduate university study or a specialist graduate professional study,
• has at least four years of work experience in educational jobs in institutions within the education system.

By the provision of Article 16 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 43 was amended.

Article 44

The Head of Andragogy is responsible for tasks related to:

• the organization of the entire process of education and validation,
• the assessment and guidance of participants in the selection of education programs and validation programs,
• the enrollment of participants in education programs and applicants in validation programs,
• the method of teaching, the quality of teaching and validation,
• the realization of the rights and obligations of participants, as well as monitoring the results of the validation of participants in adult education programs,
• the development of education programs or validation programs proposed by the institution,
• the implementation of validation programs in accordance with the principles of lifelong learning, the right to education, free choice of the type and manner of education, inclusivity, and accessibility,
• tasks related to professional guidance and career development of participants, which include advisory assistance and support in undergoing education programs and validation programs,
• keeping the prescribed andragogical documentation, as well as prescribed records,
• issuing public documents, and
• other tasks important for adult education in the institution.

By the provision of Article 17 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 44 was amended.

Article 45

Deleted.

By the provision of Article 18 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 45 was deleted.

Article 46

Deleted.

By the provision of Article 19 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 46 was deleted.

V. DISPOSAL OF ASSETS AND FINANCIAL OPERATIONS OF THE UNIVERSITY

Article 47

The University’s assets consist of funds acquired by providing services and selling products or obtained from other sources.

All employees of the University are obliged to take care of the University’s assets.

Article 48

The use and disposal of the University’s assets are decided by the Management Board and the Principal in accordance with the law, the founding act, and this Statute.

By the provision of Article 12 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 48 was amended.

Article 49

Contracts for the procurement of assets necessary for the performance of the University’s activities cannot be concluded before financial resources for that purpose are secured in accordance with the law.

Article 50

Decisions on the acquisition, encumbrance, or disposal of real estate and other assets of the University, the individual value of which is less than 9,290.60 euros excluding value-added tax, are made by the Principal independently.

Decisions on the acquisition, encumbrance, or disposal of real estate and other assets of the University and investment works whose individual value is greater than 9,290.60 euros and less than 26,544.56 euros excluding value-added tax, are made by the Management Board.

Decisions on the acquisition, encumbrance, or disposal of real estate and other assets of the University and investment works whose individual value is greater than 26,544.56 euros excluding value-added tax, are made by the Management Board with the prior consent of the founder.

By the provision of Article 13 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 50 was amended.

By the provision of Article 20 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 50 was amended.

Article 51

The University acquires the financial resources necessary for its operations through its own activities.

Article 52

Any potential profit of the University is determined at the end of the financial year.

If the University makes a profit, it will be used exclusively for the performance and development of its activities.

VI. PUBLICITY OF WORK

Article 53

The work of the University is public.

The University informs legal entities and citizens about the performance of its activities and the manner of providing services through:

• public media,
• holding meetings and consultations,
• issuing publications,
• in another appropriate manner.

Article 54

The Management Board and the Principal inform the employees of the University about the conditions and manner of work of the University by:

• publishing general acts,
• publishing decisions and conclusions,
• in another appropriate manner.

Article 55

The Management Board and the Principal are obliged, within their powers, to provide the requested data to the competent authorities upon their request.

Article 56

The Management Board and the Principal are responsible for the publicity of the University’s work.

VII. BUSINESS SECRET

Article 57

The following are considered a business secret:

• data contained in applications, requests, and proposals from citizens and legal entities addressed to the University,
• data contained in the attachments to the applications, requests, and proposals from item 1 of this Article,
• data on the business results of the University,
• data on participants of education, training, and specialization programs and applicants of validation programs that are of a social-moral nature,
• data and documents that the Principal declares to be a business secret.

By the provision of Article 21 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, in Article 57, item 4 was amended.

Article 58

All employees of the University are obliged to keep data and documents that are considered a business secret, regardless of how they learned of such data and documents.

The obligation to keep a business secret binds employees even after the termination of their employment at the University.

Article 59

It is not considered a breach of the obligation to keep a business secret to disclose data or documents that are considered a business secret if such data and documents are disclosed to persons, bodies, or institutions to whom they may or must be disclosed on the basis of regulations or on the basis of the authority arising from the function they perform.

VIII. ENVIRONMENTAL PROTECTION

By the provision of Article 11 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, the title of Chapter VIII was amended.

Article 60

The employees of the University are obliged to ensure conditions for the preservation and development of the environment and to prevent and eliminate harmful consequences that threaten these values or endanger human life and health.

By the provision of Article 12 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, Article 60 was amended.

Article 61

Employees of the University who participate in the implementation of education, training, specialization, and validation programs are obliged to pay attention to informing the participants and applicants of these programs regarding the preservation of environmental protection.

By the provision of Article 12 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, Article 61 was amended.

By the provision of Article 22 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 61 was amended.

Article 62

The University’s work programs in environmental protection are an integral part of the University’s work and development program.

By the provision of Article 12 of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008, Article 62 was amended.

IX. COOPERATION WITH THE TRADE UNION

Article 63

The University will ensure, under the conditions established by the Labor Act and the collective agreement, the work of the trade union branch and the trade union representative.

Article 64

The trade union branch and the trade union representative have the right to submit proposals, opinions, and remarks to the bodies of the University regarding the realization of employees’ rights.

The bodies of the University are obliged to inform the submitter of the proposals, opinions, and remarks from paragraph 1 of this Article within the deadlines established by law, the collective agreement, and the general acts of the University.

By the provision of Article 23 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 64 was amended.

Article 65

The trade union representative or another authorized representative of the trade union may be present at the sessions of collegial bodies and before the Principal when decisions are made on the realization and protection of employees’ rights, and they have the right to express their opinions and proposals, without the right to vote.

By the provision of Article 24 of the Statutory Decision on Amendments and supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 65 was amended.

Article 66

The Principal and other professional employees of the University are obliged to provide the trade union branch and the trade union representative with the necessary assistance and to provide them with the requested data and information in a timely manner.

X. GENERAL AND INDIVIDUAL ACTS OF THE UNIVERSITY AND MINUTES

Article 67

The general acts of the University are: the Statute, the Rulebook on House Rules, and other acts that regulate relations in the University in a general manner.

Article 68

The authorized bodies of the University adopt general acts for the purpose of: executing laws, by-laws, and other regulations, executing the provisions of this Statute, and regulating relations in the University.

By the provision of Article 25 of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023, Article 68 was amended.

Article 69

Any employee of the University may give an initiative for the adoption of general acts, their amendments, and supplements.

By the provision of Article 14 of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013, Article 69 was amended.

Article 70

General acts are published on the notice board of the University.

General acts enter into force on the eighth day from the day of publication on the notice board of the University.

Article 71

General acts are applied from the day they enter into force, unless the act specifies another day as the day of application.

Article 72

The authentic interpretation of general acts is given by the body that adopts them.

Article 73

The University provides every employee, upon their request, with insight into or shorter use of the general acts of the University.

The University provides users of its services with insight into the provisions of general acts that are related to the provision of services.

Article 74

Individual acts that determine the individual rights and interests of employees are adopted by the Management Board and the Principal.

Individual acts enter into force and are executed after their adoption, unless the execution of these acts is conditioned by the finality of the act, the occurrence of certain facts, or the expiry of a certain period.

Article 75

The minutes must be complete and truthful, that is, accurately reflect the course of work and the essence of the decisions or positions from the session.

The minutes are adopted at the next session of the body to whose work they relate.

XI. TRANSITIONAL AND FINAL PROVISIONS

Article 76

The first session of the Management Board of the University is convened by the President of the Management Board.

Article 77

Until the adoption of general acts in accordance with the provisions of this Statute, the provisions of the general acts of the University that are not contrary to this Statute shall apply.

Article 78

Upon the entry into force of this Statute, the Statute of the Open University of December 30, 1994, shall cease to be valid.

Article 79

After obtaining the consent of the City Council of the City of Čakovec, the Statute is published on the notice board of the University and enters into force on the eighth day from its publication.

This Statute of the Public Open University Čakovec was published on the notice board of the Public Open University Čakovec on October 20, 1997, and entered into force on October 28, 1997.

TRANSITIONAL AND FINAL PROVISIONS of the Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 11, 2008, which entered into force on September 26, 2008

Article 13

This Statute on Amendments and Supplements to the Statute enters into force on the eighth day from the day of its publication on the notice board of the University.

This Statute on Amendments and Supplements to the Statute of the Public Open University Čakovec was published on the notice board of the Public Open University Čakovec on September 18, 2008, and entered into force on September 26, 2008.

TRANSITIONAL AND FINAL PROVISIONS of the Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of September 23, 2013, which entered into force on October 1, 2013

This Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec was published on the notice board of the Public Open University Čakovec on September 23, 2013, and entered into force on October 1, 2013.

TRANSITIONAL AND FINAL PROVISIONS of the Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec of March 21, 2023, which entered into force on March 21, 2023

Article 26

This Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec enters into force on the date of signature.

This Statutory Decision on Amendments and Supplements to the Statute of the Public Open University Čakovec was published on the notice board of the Public Open University Čakovec on March 21, 2023, and entered into force on March 21, 2023.

Class: 012-03/23-01/3

Ref. No.: 2109-2-2-01-23-1

Čakovec, April 7, 2023.

President of the Management Board of the Public Open University Čakovec

Renata Hrastić Baksa

(signature)

The Decision of the Management Board of the Public Open University Čakovec establishing the consolidated text of the Statute of the Public Open University Čakovec was adopted on April 7, 2023, was published on the notice board of the Public Open University Čakovec, and entered into force on the same day.

Based on the provisions of Articles 26 and 27 of the Labor Act (Official Gazette “Narodne novine” No. 93/14) and Article 29 of the Statute of the Public Open University Čakovec, the Management Board of the Public Open University Čakovec, at its session held on December 30, 2022, adopted the following

RULES OF PROCEDURE

OF THE PUBLIC OPEN UNIVERSITY ČAKOVEC

I. GENERAL PROVISIONS

Article 1

These Rules of Procedure of the Public Open University Čakovec (hereinafter: the Rules) regulate the internal organization, labor relations, rights, obligations, and responsibilities arising from and based on work, working conditions, material rights of employees, breaks and leaves, job positions, job descriptions, professional and other requirements for assignment to job positions, the procedure and measures for protecting the dignity of employees, and measures for protection against discrimination, as well as other issues related to work in accordance with the Labor Act (Official Gazette “Narodne novine” No. 93/14, hereinafter: the Act) and the Statute of the Public Open University Čakovec (hereinafter: the Statute).

Article 2

For the purposes of these Rules, the term “Employer” shall mean the Public Open University Čakovec.

The responsible person of the Employer is the Principal.

The term “employee” shall mean persons employed by the Employer referred to in paragraph 1 of this Article for an indefinite or fixed term, with full-time, part-time, or reduced working hours, and employees who have established an employment relationship as trainees.

Words and terms that have a gender meaning refer equally to the male and female gender, regardless of whether they are used in the male or female gender.

Article 3

In the event that the rights and obligations of employees, which are the subject of these Rules, are regulated differently by an employment contract binding on the Employer, the Labor Act, or another law or regulation applicable to employees, the most favorable right for the employee shall apply, unless otherwise stipulated by law.

Article 4

The provisions of these Rules shall apply directly to all employees employed by the Employer.

Article 5

The employee is obliged to perform the duties of the job position for which they have concluded an employment contract with the Employer conscientiously and diligently, in accordance with the rules of the profession and the instructions of the Employer or its legal representative.

The employee is obliged to respect all labor regulations of the Republic of Croatia, the provisions of the employment contract, the Rules, or the collective agreement, especially those relating to the employee’s working hours, discipline, equipment maintenance, orders, and adopted work procedures, and to protect the business and interests of the Employer and adhere to the professional and disciplinary rules arising from the organization of work at the Employer.

The employee has the right and obligation to continuously educate, improve, and train themselves in accordance with the needs of the work process.

Article 6

The Employer shall pay the employee a salary for the work performed and enable them to exercise other rights established by these Rules.

The Employer has the right to specify the employee’s job position in more detail, as well as the manner of performing their work.

In implementing the measures from these Rules, the Employer is obliged to act with respect for the rights and dignity of the employee.

II. CONCLUSION OF THE EMPLOYMENT CONTRACT

Article 7

The decision on the need to employ an employee is made by the Principal with the prior consent of the Management Board.

The Employer, through these Rules, determines the special conditions that employees must meet to perform certain jobs, if these conditions are not prescribed by law or other regulations.

The Management Board, upon the proposal of the Principal, makes the decision on the selection of an employee after a competition for a job position at the University has been conducted.

Article 8

Before concluding an employment contract, the Employer is obliged to acquaint the employee with the provisions of these Rules and all other general acts of the Employer that regulate the rights and obligations of employees at the Employer.

Article 9

An employment relationship is established by concluding an employment contract signed by the employee and the Employer. The employment contract must contain at least the clauses prescribed by law.

The employee commences work on the first working day specified in the employment contract.

Article 10

The Employer is obliged to provide employees who are employed on the basis of a fixed-term employment contract with the opportunity for professional development and education under the same conditions as employees who have concluded an indefinite-term employment contract.

Article 11

An employment contract is concluded for an indefinite period and is binding on the employee and the Employer until terminated by one of the contracting parties or until it ceases in another manner determined by the Rules or by law.

Article 12

An employment contract may be concluded for a fixed term when there is a reason for it, especially in the case of:

• seasonal work
• replacement of a temporarily absent employee
• a temporary increase in the scope of work
• temporary jobs for which there is an urgent need
• implementation of a specific program of limited duration
• contracted projects where there is a need for employment for the duration of the project
• other cases determined by law.

Article 13

The Employer may conclude a consecutive fixed-term employment contract with the same employee only if there is an objective reason for it, which must be stated in that contract or in a written confirmation of the concluded employment contract.

The total duration of all consecutive fixed-term employment contracts, including the first employment contract, may not be uninterrupted for more than three years, unless it is necessary for the replacement of a temporarily absent employee or is permitted for some other objective reasons by law or a collective agreement.

Any amendment or supplement to a fixed-term employment contract that would affect the extension of the agreed duration of that contract shall be considered as the next consecutive fixed-term employment contract.

Article 14

The Employer shall, at its own expense, provide a medical examination for the employee in accordance with the employment contract, the provisions of the Rules, the law, and other regulations.

Article 15

When concluding an employment contract and during the employment relationship, the employee is obliged to inform the Employer of any illness or other circumstance that prevents or significantly hinders them in fulfilling the obligations undertaken by the employment contract or that endangers the life or health of persons with whom the employee comes into contact.

In the case of temporary incapacity for work, the employee is obliged to immediately, or as soon as their health condition allows, inform the Employer of the temporary incapacity for work, and within five days at the latest, they are obliged to submit a medical certificate of temporary incapacity for work and its expected duration.

Violation of the provisions of this Article by the employee is grounds for extraordinary termination of the employment contract.

III. PROTECTION OF LIFE, HEALTH, AND PRIVACY

Article 16

The Employer is obliged to organize work and to provide and maintain facilities, devices, equipment, tools, and the workplace and access to the workplace in a manner that ensures the protection of the health and safety of employees.

The Employer is obliged to ensure that employees are trained for safe work.

Article 17

The Employer ensures the implementation of prescribed occupational safety measures.

Every employee has an obligation to participate in the implementation of the occupational safety system and to apply internal rules, laws, and other occupational safety regulations in their daily work.

The employee is obliged to tidy the workplace and work equipment every day after finishing work.

Article 18

The employee is obliged to immediately inform the Employer of any accident they have suffered at work, regardless of whether such an accident affects their ability to work or not.

Article 19

In carrying out their daily tasks, the employee is obliged to work with due care and in a manner that does not endanger their own life or health, as well as the health and life of other employees and the safety of equipment and machinery.

Before starting work at the workplace, the employee is obliged to check the safety conditions at the workplace and to immediately, without delay, warn the Employer or the competent service of any potential dangers at the workplace and access to the workplace, and of any malfunctions and defects in machinery, devices, equipment, and tools, and in case of emergency, also a public authority.

The employee is obliged to act in the manner described in paragraph 2 in the case of such actions by other employees or persons temporarily present on the Employer’s premises, which could endanger the health and life of employees and other persons, and cause damage to or destruction of the Employer’s machinery, devices, equipment, and tools.

The employee is solely responsible for their own safety and health, as well as for the safety and health of other employees caused by their behavior at work.

Article 20

Work under the influence of alcohol and other intoxicating substances, as well as bringing alcohol and other intoxicating substances into the workplace and the Employer’s premises, is strictly prohibited.

An employee is considered to be under the influence of alcohol if their blood alcohol concentration is greater than 0.0 per mille.

Smoking is, in accordance with the law and other regulations, permitted only outside the Employer’s premises in a designated area.

Article 21

Personal data of employees may be collected, used, and disclosed to third parties only if permitted by law and when necessary for the exercise of rights and obligations arising from or in connection with the employment relationship.

The data from paragraph 1 may be collected, processed, used, and disclosed to third parties only by the Employer and an employee authorized by the Employer.

The Employer is obliged to appoint a person who is authorized to supervise the lawful and, on these Rules based, collection, processing, and use of employees’ personal data.

The persons from paragraphs 2 and 3 must permanently keep the data they learn in the performance of their duties as confidential.

Article 22

The Employer is obliged to collect data on employees that are necessary for the proper keeping of records within the scope of work, in accordance with special regulations.

The following data are collected and kept at the Employer: employee’s first and last name; personal identification number; gender; day, month, and year of birth; place of birth, municipality/city and county; citizenship; residence and address; place of work; occupation; educational attainment/education; professional qualification for performing certain jobs; jobs (workplace) where the employee works; employee’s working hours in hours; employee’s previous work experience; information on whether the employment contract is concluded for an indefinite or fixed term; degree and type of employee’s disability; whether the employee is a pensioner; employee’s supplementary work; date of commencement of employment; date of termination of employment; reason for termination of employment.

The Employer is obliged to collect other data on employees and their family members in accordance with the Act and regulations for the purpose of exercising their rights at work and on the basis of work, or rights from health, pension, and disability insurance.

The records from paragraph 1 are kept in writing on paper or in electronic form, or on another medium in accordance with regulations, whereby appropriate abbreviations with a clear explanation of their meaning may be used.

Article 23

For the purpose of exercising rights and obligations from the employment relationship, or in connection with the employment relationship, employees are obliged to promptly provide the Employer with all personal data established by regulations on records in the scope of work, data for income tax calculation and determination of personal deductions, data on education and certain specialized knowledge, health status and degree of disability, on a contractual non-compete clause with a previous employer, data related to the protection of pregnant women, parents, and adopters, as well as changes to this data, as prescribed by law, special regulations, these Rules, or a collective agreement.

Those employees who do not provide the specified data shall bear the harmful consequences of this failure themselves.

IV. PROBATIONARY PERIOD, EDUCATION, AND TRAINING FOR WORK

Article 24

With every employee with whom an employment contract is concluded, a probationary period may be agreed upon, which may not be shorter than three nor longer than six months.

Either contracting party may terminate the employment contract during the probationary period by written notice to the other contracting party.

In the case of paragraph 2, the notice period is at least seven calendar days.

Article 25

The work of an employee with whom a probationary period is agreed is supervised, monitored, and evaluated by their superior or a commission of three members appointed by the Principal.

The members of the commission from the preceding paragraph of this Article must have at least the same level of professional qualification whose knowledge and ability, or work results, they are verifying.

The verification of knowledge and ability begins on the day of the probationary period.

After the verification is completed, the commission provides a written report which is delivered to the employee and the Employer.

Based on the report from the preceding paragraph, the competent body makes a decision on the possibility of assigning the employee to a job position that corresponds to their professional knowledge and abilities, and if such a possibility does not exist, the employee’s employment relationship may be terminated in the manner and under the conditions established by law.

The evaluation of the probationary period must be made no later than the end of the probationary period.

When evaluating the probationary period, the following criteria are considered: quality of work; attitude towards work; attitude towards work equipment; attitude towards colleagues; work discipline; verification of practical knowledge; other criteria established by internal acts for individual business areas at the Employer.

In the event that the employee does not satisfy the probationary period, their employment contract will be terminated. A termination due to failure to satisfy the probationary period must be justified in writing. If the Employer does not deliver the termination from paragraph 8 of this Article to the employee by the last day of the probationary period at the latest, it shall be considered that the employee has satisfied the probationary period.

Article 26

The Employer, in accordance with its needs and possibilities, enables and encourages the education and training of employees by organizing internal professional development courses.

The Employer, in accordance with its possibilities and regulations, participates in covering the costs of external education and training programs for employees.

Employees are obliged to participate in education and training programs to which they are sent by the Employer and at its expense.

Upon completion of education and training, the employee is obliged to work for the Employer for at least a period of time corresponding to the duration of the education and training.

In the event of termination of the employment relationship by the employee’s regular notice, the employee is obliged to reimburse the Employer for any of its costs from paragraph 2 of this Article.

Article 27

A person who is employed for the first time in the occupation for which they were educated may be employed by the Employer as a trainee.

A trainee is trained for independent work in the occupation for which they were educated. The manner of training a trainee is regulated by the employment contract.

A trainee’s employment contract may be concluded for a fixed term.

The training of a trainee (traineeship) lasts for a maximum of one year, unless otherwise determined by law.

Article 28

After completing the traineeship, the trainee takes a professional exam if prescribed by law or other regulations.

The Employer may regularly terminate the employment of a trainee who does not pass the professional exam.

Article 29

If a professional exam or work experience is established by a special law or other regulation as a condition for performing the duties of a specific job position, the Employer may accept a person who has completed the appropriate education for professional training for work without establishing an employment relationship, and conclude a contract for professional training for work with them.

The procedure for employment for professional training for work without establishing an employment relationship is determined by the competent body that approves the said program.

The contract from paragraph 1 of this Article must be concluded in writing.

The period of professional training from paragraph 1 of this Article is included in the traineeship and work experience prescribed as a condition for performing the duties of a specific job position.

V. WORKING HOURS

Article 30

Full-time working hours are 40 hours per week.

The weekly working hours at the Employer are distributed over up to seven working days. The schedule of working hours is determined by the Employer’s decision.

In accordance with the Labor Act, the employee’s working hours may be distributed in equal or unequal duration per day, week, or month.

If the working hours are unevenly distributed, the employee may work a maximum of fifty hours per week, including overtime.

If the working hours are distributed in unequal duration, the Principal shall issue a written decision to that effect.

The employee must be notified of the work schedule or a change in the work schedule at least one week in advance, in writing, with the exact start time of work indicated, except in the case of urgent overtime work and other similar cases of urgent need.

The employee should start and finish work at the workplace according to the prescribed start and end of work. Records and control of the use of working hours are kept for each employee.

The employee’s adherence to the established work schedule regarding arrival at work, presence at work, and departure from work is carried out through entries in the record of use of working hours and/or occasional checks.

Leaving the work premises during working hours is permitted with the permission of a superior.

The Employer is obliged to keep records of working hours, which must be made available to the employee upon request.

Article 31

Part-time work is contracted in accordance with the needs of the Employer’s work organization.

Part-time work is considered any working time shorter than full-time working hours.

Employees with part-time working hours have the same rights as employees with full-time working hours regarding the right to a daily break, weekly rest, annual leave, and other leave.

Salary and other material rights of the employee (jubilee award, holiday bonus, Christmas bonus, etc.), if paid by the Employer, are determined and paid in proportion to the contracted working hours.

When concluding a part-time employment contract, the employee is obliged to inform the Employer of all concluded part-time employment contracts with other employers.

Article 32

For jobs that are determined by special regulations as jobs where, even with the application of safety and security measures at work, it is not possible to protect the employee from harmful influences, the working hours are shortened in proportion to the harmful influence on the employee’s health.

Employees who work reduced hours have all the rights as if they were working full-time.

Article 33

At the request of the Employer, an employee must work longer than full-time (overtime work) in the case of force majeure, an extraordinary increase in the scope of work, and in similar cases of urgent need.

Overtime work may not last longer than ten hours per week, nor longer than one hundred and eighty hours per year.

Overtime work for minor employees is prohibited.

A pregnant woman, a parent with a child up to three years of age, a single parent with a child up to six years of age, an employee who works part-time for multiple employers, and an employee who works supplementary work for another employer, may work overtime only if they provide the Employer with a written statement of consent to such work, except in the case of force majeure.

Article 34

If the nature of the work requires it, full-time or part-time working hours may be redistributed so that during one calendar year in one period it lasts longer, and in another period shorter than full-time or part-time working hours, in such a way that the average working time during the redistribution period may not be longer than full-time or part-time working hours.

The Employer establishes a plan of redistributed working hours indicating the jobs and the number of employees included in the redistributed working hours, and submits such a redistribution plan in advance to the labor inspector, unless the redistribution of working hours is provided for in the contract.

Redistributed working hours are not considered overtime work.

VI. BREAKS AND LEAVE

Article 35

Every working day, the employee has the right to a break (rest) of 30 minutes.

The break time from paragraph 1 of this Article is included in the working hours and cannot be scheduled in the first two hours after the start of working hours nor in the last two hours before the end of working hours.

Article 36

During each twenty-four-hour period, the employee has the right to a daily rest of at least twelve consecutive hours.

Article 37

The employee has the right to a weekly rest of 24 consecutive hours.

If the employee cannot use the weekly rest due to work needs, according to the Employer’s decision, they will be provided with the use of the weekly rest no later than within 14 days.

Article 38

The duration of annual leave is determined by adding days of annual leave to the base of 20 days according to the established criteria as follows:

• Based on the complexity of jobs:
  • jobs with a university degree (VSS): 4 days,
  • jobs with a post-secondary degree (VŠS): 3 days,
  • jobs with a secondary school diploma (SSS): 2 days,
  • jobs with a lower secondary education (NSS): 1 day
• Based on the length of service:
  • up to 4 years of service: 1 day,
  • from 5 to 9 years of service: 2 days,
  • from 10 to 14 years of service: 3 days,
  • from 15 to 19 years of service: 4 days,
  • from 20 to 24 years of service: 5 days,
  • from 25 to 29 years of service: 6 days,
  • from 30 to 34 years of service: 7 days,
  • 35 and more years of service: 8 days
• Based on special social conditions:
  • to a parent, adopter, or guardian with one minor child: 2 days,
  • to a parent, adopter, or guardian for each additional minor child: another 1 day,
  • to a single parent, adopter, or guardian of a child up to 15 years of age: 3 days,
  • to a parent, adopter, or guardian of a child with a disability, regardless of other children: 3 days,
  • to a person with a disability: 3 days,
  • to a person with a physical impairment of at least 50%: 2 days
• Based on working conditions:
  • work with difficult or special working conditions: 2 days,
  • shift work, work on Saturdays, Sundays, and non-working days determined by law: 1 day
• Based on the employee’s age:
  • up to 30 years of age: 1 day;
  • from 31 to 40 years of age: 2 days;
  • from 41 to 50 years of age: 3 days;
  • 51 and more years of age: 4 days

Article 39

The total duration of annual leave is determined by increasing 20 days by the sum of all additional days established in Article 38, provided that the total duration of annual leave cannot exceed 30 working days per year.

The length of service from the preceding Article is considered the time spent in an employment relationship, which is determined in the work booklet, or based on the electronic record of employee data kept by the Croatian Pension Insurance Institute. The completed years of service are determined as of December 31 of the calendar year for which the annual leave is used.

Based on the plan for the use of annual leave, the Employer issues a separate decision for each employee determining the duration of their annual leave.

Article 40

When determining the duration of annual leave, Saturdays, Sundays, non-working days, public holidays, days of paid leave, and the period of temporary incapacity for work as determined by an authorized physician are not included.

Article 41

An agreement to waive the right to annual leave or to receive compensation instead of using annual leave is null and void.

Article 42

An employee who is employed for the first time or has a break in service or work between two employment relationships longer than 8 days, acquires the right to annual leave after six months of continuous work.

A break in work due to temporary incapacity for work or another legally justified reason is not included in the period from paragraph 1 of this Article.

Article 43

An employee has the right to a proportional part of the annual leave in accordance with the provisions of the Labor Act.

An employee who retires before July 1 of the current year has the right to full annual leave.

Article 44

An employee has the right to use one day of annual leave at their own discretion three times, of which they are obliged to inform the Employer in writing three days before the intended day of use, unless particularly justified reasons of the University prevent it.

Article 45

An employee has the right to use annual leave in two parts, unless otherwise agreed with the Employer.

If an employee uses annual leave in parts, during the calendar year for which they are entitled to annual leave, they must use at least two weeks in a continuous period, provided that they have acquired the right to annual leave longer than two weeks, unless otherwise agreed with the Employer.

The employee must use the second part of the annual leave no later than June 30 of the following year.

Article 46

The schedule for using annual leave is determined by the Employer, in accordance with the needs of the work organization and, as much as possible, according to the needs and wishes of the employee.

An employee may personally file an appeal against the decision on the use of annual leave to the Employer’s Management Board.

Article 47

During the use of annual leave, the employee is entitled to salary compensation in the amount of the average monthly salary in the preceding three months.

Article 48

In the case where an employee is made redundant, or when notice of termination is given that is not conditional on culpable conduct, or in the case of termination of service or work due to transfer to another employer, the employee has the right to use the annual leave to which they have acquired the right at the employer where their service or employment relationship is ending.

Article 49

An employee is entitled to leave with salary compensation (paid leave) in one calendar year in the following cases:

• marriage: 5 working days;
• birth of a child: 5 working days;
• death of a spouse, parent, stepfather, stepmother, child, stepchild, adopter, adoptee, and grandchild, brother, and sister: 5 working days;
• death of a grandparent or spouse’s parent: 2 working days;
• moving within the same place of residence: 2 working days;
• moving to another place of residence: 4 working days;
• as a voluntary blood donor for each voluntary donation: 2 working days;
• serious illness of a child or parent outside the place of residence: 2 working days;
• remedying the harmful consequences of natural disasters: 5 working days;
• taking a professional exam (for the first time): 7 working days;
• performing at cultural and sports events: 1 working day;
• upon a call from judicial or other authorized bodies: 1 working day.

An employee is entitled to paid leave for each case of death mentioned in paragraph 1 of this Article, regardless of the number of days used during the same year on other grounds. In the case of voluntary blood donation, the first day of paid leave is, as a rule, used on the day of donation, and if it cannot be used immediately after the donation, the second day of paid leave will be used subsequently, according to the Employer’s decision.

Article 50

During professional or general schooling, training, or specialization to which the employee was sent by the Employer or with its consent, for preparing and taking exams, the employee is entitled to paid leave in the following cases:

• for each exam per subject: 2 days;
• for a final thesis: 5 days.

An employee is entitled to paid leave during professional or general schooling for their own needs in the following cases:

• for each exam per subject: 1 day;
• for a final thesis: 2 days.

Article 51

An employee may use paid leave exclusively at the time of the occurrence of the circumstances on the basis of which they are entitled to paid leave.

The decision on paid leave is made by the Employer, based on a written, reasoned, and documented request from the employee.

Article 52

With regard to the acquisition of rights from or in connection with the employment relationship, the period of paid leave is considered time spent at work.

Article 53

Based on a written, reasoned, and documented request from the employee, the Employer may, by a written decision, grant unpaid leave to the employee for their important personal needs, such as: care for a sick member of the immediate family, education, and for other justified personal reasons, if the nature of the work allows.

Unless otherwise determined by law, the rights and obligations of the employee from the employment relationship are suspended during unpaid leave.

VII. SALARIES AND OTHER MATERIAL BENEFITS OF EMPLOYEES

Article 54

The salary for the work performed by the employee at the Employer consists of:

• basic salary;
• supplement for continuous service; and
• salary increases.

Article 55

The salary is paid for the period constituting a calendar month.

The salary is paid on the first working day of the month, and no later than the 15th day of the month for the preceding month, in such a way that, as a rule, no more than 30 days pass between two salary payments.

Upon payment of the salary, the Employer will provide the employee with a written salary calculation.

At the employee’s request, the Employer is obliged to withhold and settle the employee’s periodic obligations to third parties from the employee’s salary, if their due date coincides with the due date of the salary.

Article 56

The employee may receive their salary and other income through a current account at a bank of their personal choice.

The employee may change the bank from paragraph 1 of this Article once a year.

Before changing the bank from paragraph 1 of this Article, the employee is obliged to obtain and submit the consent of the bank where they had the current account opened.

Article 57

For above-average work results or successful implementation of projects, especially projects financed from EU funds, employees may receive a monetary award up to the maximum non-taxable amount in accordance with the Ordinance on Income Tax (NN 10/17, 128/17, 106/18, and 1/19).

The decision on the amount of the supplement from paragraph 1 of this Article is made by the Principal.

For excellent financial results in the University’s operations, the payment of a 13th and 14th salary is possible.

Funds for performance-based supplements are provided within the mass of expenditures for employees, which are secured in the Employer’s financial plan.

Article 58

The basic salary of officers and employees will be increased for each hour of work, as follows:

• for work on Sundays, public holidays, and non-working days determined by law: 50%.

The supplements from paragraph 1 of this Article are not mutually exclusive. Overtime work is considered any work longer than 40 hours per week.

Instead of paying an increased basic salary, according to the percentages determined in paragraph 1 of this Article, the employee will use free hours.

The employee, in agreement with the Principal, will decide when to use the free hours.

Article 59

If an employee is absent from service or work due to sick leave for up to 42 days, they are entitled to salary compensation in accordance with the Labor Act.

Compensation in the amount of 100% of the basic salary is due to the employee when they are on sick leave due to an occupational disease or an injury at work without the employee’s fault.

An injury at work is an injury to an employee that occurred at the workplace, on the regular route from home to the workplace and back, on a journey undertaken to perform work tasks (business trip, etc.), and on a journey undertaken to start work, which was caused by direct and short-term mechanical, physical, or chemical action and which is causally related to the performance of work tasks.

VIII. OTHER MATERIAL RIGHTS OF EMPLOYEES

Article 60

The employee’s family is entitled to assistance in the same amount paid to civil servants according to the Labor Act in the case of: the death of an employee who loses their life in the performance of or in connection with the performance of service or work, or the death of an employee.

Family members of the employee in the case from the preceding paragraph are considered to be legal heirs of the first order of succession in accordance with the Inheritance Act.

The employee is entitled to assistance also in the case of the death of a spouse, child, and parent according to the Labor Act.

Article 61

An employee is entitled to assistance, once a year, on each basis, in the case of:

• employee’s sick leave longer than 90 days;
• occurrence of severe disability of the employee, the employee’s children, and spouse;
• birth of a child.

The assistance from paragraph 1 of this Article is paid in the same amount according to the Labor Act.

Article 62

When an employee is sent on a business trip, they are entitled to full reimbursement of transport costs, reimbursement of the hotel bill for accommodation, and per diems in the amount of the non-taxable amount in accordance with the Ordinance on Income Tax (NN 10/17, 128/17, 106/18, and 1/19) and the Ordinance on Amendments and Supplements to the Ordinance on Income Tax (NN 112/2022).

Article 63

Employees are collectively insured against the consequences of an accident during the performance of service or work, as well as in their free time, 24 hours a day.

Article 64

An employee is paid a jubilee award, in the manner and in the same amount as paid in accordance with the Act.

The jubilee award from paragraph 1 of this Article will be paid to the employee in the month following the month in which the employee acquired the right to the jubilee award.

Article 65

Employees are entitled to a one-time Christmas bonus in the amount according to the Ordinance on Income Tax (NN 10/17, 128/17, 106/18, and 1/19) and the Ordinance on Amendments and Supplements to the Ordinance on Income Tax (NN 112/2022).

Article 66

On the occasion of St. Nicholas’ Day, the employee will be paid a special gift.

Every child who reaches the age of 15 by December 31 of the current year is entitled to the special gift, and it is paid in accordance with the Ordinance on Income Tax (NN 10/17, 128/17, 106/18, and 1/19) and the Ordinance on Amendments and Supplements to the Ordinance on Income Tax (NN 112/2022).

If both parents are employed by the Employer, the funds from paragraph 1 of this Article are paid to the parent through whom the child is health-insured.

Article 67

An employee is entitled to reimbursement of travel expenses for commuting to and from work (hereinafter: reimbursement of travel expenses) if they reside at a distance of more than one kilometer from the place of work.

The residence or domicile of the employee within the meaning of this Article is the residence or domicile of the employee, in accordance with the Residence Act.

Article 68

If an employee is authorized to use a private car for official purposes, they are entitled to reimbursement of costs in the amount of 3.00 HRK per kilometer traveled.

IX. BUSINESS SECRET AND PROTECTION OF THE EMPLOYER’S PROPERTY AND DATA

Article 69

All data of the Employer of a business or personal nature that the employee has learned in the performance of their duties are considered a business secret.

The employee undertakes to keep all official, technical, and commercial data that constitute a business secret from paragraph 1 of this Article during the employment relationship with the Employer and for two years after the termination of the employment relationship with the Employer.

Article 71

All machinery, tools, equipment, and accessories must be handled professionally and with care, and the material used in the performance of work must be used sparingly and with as little waste as possible, and energy consumption (water, electricity, gas) must also be handled sparingly.

Any unauthorized alienation or non-intended use of the property used by the Employer is prohibited.

The Employer’s property, including business documents in original or copy, may not be taken out of the Employer’s premises without the written permission of the Employer.

The Employer may issue an order to conduct inspections of employees at the entrance and exit of the work premises to prevent the alienation of property.

Article 72

Any introduction of devices for audio and visual recording and devices for data transmission without the prior written permission of the Employer is prohibited.

The use of the Employer’s property for private purposes, including means of communication, without the prior written permission of the Employer is prohibited.

X. NON-COMPETITION

Article 73

An employee may not, for their own or another’s account, without the Employer’s permission, conclude business deals within the Employer’s scope of activity.

XI. EMPLOYEE’S LIABILITY FOR DAMAGE

Article 74

The employee is obliged to refrain from conduct that could cause damage to the Employer in any form and to report to the Employer any attempt to cause damage to its property.

An employee who, at work or in connection with work, intentionally or through gross negligence causes damage to the Employer, is obliged to compensate for the damage, and if the damage is caused by several employees, each is responsible for the part of the damage they caused.

In the event that the part of the damage caused by each employee cannot be determined, it is considered that all employees are equally responsible and compensate for the damage in equal parts.

An employee who, at work or in connection with work, intentionally or due to gross negligence, causes damage that the Employer has compensated to a third party, is obliged to reimburse the Employer for the full amount paid to the third party.

Article 75

The amount of damage is determined based on the book value of the item, and in the event that the damage cannot be determined in this way, it is determined by assessing the value of the damaged item through expert evaluation.

For certain harmful actions, a lump-sum amount of compensation for damages may be prescribed by a special decision of the Employer, which is published in the same way as these Rules are published.

In the event that the damage caused intentionally or through gross negligence is greater than the prescribed lump-sum amount of compensation for damages, the Employer reserves the right to demand compensation in the amount of the actually determined damage.

XII. TERMINATION OF THE EMPLOYMENT CONTRACT

Article 76

The employment contract terminates in any of the ways established by the Act.

Article 77

In the case of termination of the employment contract, the notice periods from the Labor Act apply to the employee and the Employer.

In the event that the employee, at the request of the Employer, ceases to work before the expiry of the notice period, the Employer is obliged to pay them salary compensation and recognize all rights as if they had worked until the expiry of the notice period.

Article 78

A particularly serious breach of the obligation from the employment relationship, for which, taking into account all circumstances and interests of both contracting parties, the continuation of the employment relationship is not possible, and for which the employment relationship is terminated by extraordinary notice of the Employer or employee, is especially considered to be: alienation of the Employer’s property; unauthorized appropriation of property gain; breach of business secret; undertaking another job without the prior written permission of the Employer (Article 78 of the Rules); consumption and introduction of alcohol and narcotic drugs into the Employer’s premises; destruction of the Employer’s property; rude and inappropriate verbal and other behavior towards colleagues, the Employer, and its business partners and clients; repeated refusal of jobs and tasks by order of the Principal.

In the cases from paragraph 1, the contracting party to whom extraordinary notice is given is not entitled to a notice period.

SEVERANCE PAY

Article 79

An employee acquires the right to severance pay by fulfilling the conditions from the Act.

An employee who retires is entitled to rights according to the Labor Act.

EXERCISE OF RIGHTS AND OBLIGATIONS FROM THE EMPLOYMENT RELATIONSHIP

Article 80

Decisions on rights and obligations from the employment relationship are made by the Employer, unless another body or person is authorized to make individual decisions by law, other regulations, or the Rules.

All decisions on the rights and obligations of the employee are delivered to the employee directly by hand on the Employer’s premises, with an indication of the date of delivery and the employee’s signature confirming receipt of the written decision.

In the event that delivery cannot be made in the manner from paragraph 1 of this Article, delivery is made by post, registered with a return receipt, to the employee’s residence address.

If delivery cannot be made in the manner from paragraphs 1 and 2 of this Article, the decision will be posted on the Employer’s notice board with an indication of the date, and it will be considered that it was delivered to the employee upon the expiry of the eighth day from being posted on the notice board.

TRANSITIONAL AND FINAL PROVISIONS

Article 81

Amendments and supplements to these Rules are adopted in the manner prescribed by the Act for their adoption.

Article 82

A decision is made on the exercise of rights from these Rules. For the employees from paragraph 1 of this Article, the decision is made by the Principal.

Article 83

The Rules are published on the notice board at the Employer’s headquarters, displayed in a visible place, in a way that is accessible for inspection by all employees to whom they apply, and at the request of an employee, they are delivered by e-mail.

The Rules can always be inspected at the Employer, and at the request of an employee, the Employer is obliged to allow the employee to make a copy of the Rules of Procedure at the employee’s expense.

Article 84

Employees found in service, or in an employment relationship with the Employer on the day these Rules enter into force, continue to work in their current jobs and retain their salary according to the previous regulations and acts until the adoption of a decision on assignment to job positions in accordance with these Rules, which will be made by the Principal and in the manner prescribed by law.

Article 85

These Rules enter into force on the eighth day from the day of publication on the University’s notice board.

President of the Management Board

Renata Hrastić Baksa

These Rules were published on the University’s Notice Board on December 30, 2022, and enter into force on January 7, 2023.

Class: 602-07-2022-1/1

Ref. No.: 2109-01-12-162

Čakovec, December 30, 2022.

Principal

Mario Zamuda

Based on Article 3, paragraph 1 of the General Data Protection Regulation (EU) 2016/679 and Article 36 of the Statute of the Public Open University Čakovec (hereinafter: the University), the Principal of the University, on May 24, 2018, adopted the following

PROCEDURE

FOR THE PROTECTION OF PERSONAL DATA

I. GENERAL PROVISIONS

Article 1

The University is the controller of personal data processing, and it conducts the procedure of collecting and processing personal data in accordance with the General Data Protection Regulation (EU) 2016/679 (hereinafter: the General Regulation), the regulations of the Republic of Croatia, and this Procedure.

Article 2

This Procedure regulates:

• the appointment and tasks of the Data Protection Officer,
• the privacy policy,
• measures for the protection of personal data,
• the rights of the data subject,
• the procedure for processing data subject requests,
• the procedure in case of a data breach,
• the data storage system.

II. DATA PROTECTION OFFICER

Article 3

The University appoints a Data Protection Officer from among the employees of the University or a person from outside the University.

The University shall publish the contact details of the Data Protection Officer on its website and shall inform the supervisory authority of the person appointed as the officer.

The Data Protection Officer shall have the following tasks:

(a) to inform and advise the University or the processor and the employees who carry out processing of their obligations pursuant to this Regulation and to other Union or Member State data protection provisions;

(b) to monitor compliance with the General Regulation, with other Union or Member State data protection provisions and with the policies of the University or processor in relation to the protection of personal data, including the assignment of responsibilities, awareness-raising and training of staff involved in processing operations, and the related audits;

(c) to provide advice where requested as regards the data protection impact assessment and monitor its performance pursuant to Article 35 of the General Regulation;

(d) to cooperate with the supervisory authority;

(e) to act as the contact point for the supervisory authority on issues relating to processing, including the prior consultation referred to in Article 36 of the General Regulation, and to consult, where appropriate, with regard to any other matter.

The Data Protection Officer shall in the performance of his or her tasks have due regard to the risk associated with processing operations, taking into account the nature, scope, context and purposes of processing.

The Data Protection Officer is obliged to maintain the confidentiality of all information learned in the performance of their duties.

III. PRIVACY POLICY

Article 4

Through its privacy policy, the University establishes a responsible and transparent framework for ensuring compliance with the General Data Protection Regulation.

The privacy policy applies to all organizational units of the University and to all employees, including part-time and temporary workers, as well as to all external associates acting on behalf of the University.

The privacy policy establishes the expected conduct of the University’s employees and its external associates who are involved in the collection, use, storage, transfer, disclosure, or destruction of any personal data of employees, business partners of the University, and other natural persons.

The purpose of the policy is to standardize the protection of the rights and freedoms of data subjects by preserving the privacy of their personal data in all aspects of the University’s business that involve personal data.

Article 5

The privacy policy establishes that the University will not disclose personal data to a third party without authorization, nor act in a way that endangers them.

The University adopts the following principles which it will adhere to when collecting, using, retaining, transferring, and destroying personal data: lawfulness, fairness, and transparency.

The personal data of the data subject will be processed lawfully, fairly, and transparently. In all relevant situations, the University will inform the data subject about how it will process the data (transparency), and the processing will be carried out exclusively in accordance with what has been stated (fairness) and in accordance with the purpose prescribed in the applicable personal data protection law (lawfulness).

Article 6

Personal data will be collected for specified, explicit, and legitimate purposes and not further processed in a manner that is incompatible with those purposes.

The University must clearly state what the collected data will be used for and limit the personal data processing operations exclusively to those operations that are necessary to achieve those purposes.

Article 7

The personal data collected will be adequate, relevant, and limited to what is necessary in relation to the purposes for which they are processed. The University will not collect, process, or store more personal data than is strictly necessary.

Article 8

The personal data collected will be accurate and, where necessary, kept up to date, which means that the University will have developed procedures for identifying and addressing outdated, inaccurate, and unnecessary personal data.

Personal data will not be kept in a form which permits identification of data subjects for longer than is necessary for the purposes for which the personal data are processed. The University will, wherever possible, keep personal data in a manner that limits or prevents the identification of the data subject.

Article 9

Personal data will be processed and stored in a manner that ensures appropriate security, including protection against unauthorized or unlawful processing and against accidental loss, destruction, or damage.

The University will implement appropriate technical and organizational measures described in this Procedure to ensure the integrity and confidentiality of personal data at all times.

Article 10

When designing new systems and processes and when reviewing and expanding existing ones, the University will take care to apply all the aforementioned principles to maximally protect the privacy of the data subject.

Article 11

The legal bases for the collection and processing of personal data of the data subject are as follows:

• legal obligation
• performance of a contractual obligation
• legitimate interest
• protection of the vital interests of the data subject
• public interest or the exercise of official authority of the University
• consent.

Article 12

The laws governing the business of the obligated party prescribe sets of data that are necessary for the fulfillment of a legal obligation. For the collection and processing of data prescribed by law, the University will not seek consent from the data subject, but will only collect data prescribed by law and will not use them for other purposes.

The provision of paragraph 1 of this Article particularly applies to data collected on the basis of the following laws and their associated rulebooks, such as:

• Accounting Act,
• Value Added Tax Act,
• Income Tax Act,
• Labor Act,
• Adult Education Act,
• Rulebook on the content and manner of keeping records of employees.

Article 13

The University will collect personal data necessary for the fulfillment of a contractual obligation without the consent of the data subject, to the minimum extent necessary for the performance of the obligation.

Article 14

The University will, in the Annex to this Procedure, specify a list of its legitimate interests on the basis of which it collects and processes personal data for the purpose of enabling and/or improving its services or products.

Article 15

The University may collect and process personal data without the consent of the data subject if it is for the purpose of protecting their vital interests.

Article 16

In cases where the University’s activity includes acting in the public interest or the data processing is based on another type of official authority, it is not always necessary to inform the data subject about the collection of personal data.

Article 17

In all other cases, the University will seek consent from the data subject for the collection and processing of personal data, in which the purpose of the processing will be clearly stated.

The data subject may withdraw consent at any time, and their data must thereby be automatically removed and the processing stopped.

Consent by which the data subject gives the University permission to process personal data relating to them is voluntary, given, as a rule, in writing with easily understandable, clear, and simple language, with a clearly indicated purpose for which it is given and without unfair conditions.

As an exception to the provision of paragraph 3 of this Article, the data subject may give consent by an appropriate, clear affirmative action, e.g., by not responding to an e-mail in which such an action is explicitly stated as giving consent, provided that the University can prove that the data subject received that e-mail.

If it concerns the processing of personal data of a child below the age of 16, consent in the manner described in paragraph 3 of this Article is given by the holder of parental responsibility over the child (parent or legal guardian of the child).

Article 18

In the process of personal data processing, the University provides the data subject, in an appropriate manner (in writing or directly orally), with all information related to the processing of their personal data, and especially about the purpose of data processing, the legal basis for data processing, the legitimate interests of the University, the intention to transfer personal data to third parties, the period for which the personal data will be stored, the existence of the data subject’s right to access personal data and to rectify or erase personal data and restrict processing, the right to object, etc.

IV. PERSONAL DATA PROTECTION MEASURES

Article 19

Measures for the protection of personal data include:

• physical measures,
• technical measures,
• organizational measures,
• other measures.

Article 20

Persons in charge of processing personal data are obliged to apply available physical, technical, organizational, and other measures for the protection of personal data that are necessary to protect personal data from accidental loss or destruction, from unauthorized access or unauthorized change, unauthorized disclosure, and any other misuse.

Article 21

Physical measures for the protection of personal data at the University are:

• locking of premises,
• locking of cabinets.

Article 22

The University implements the following technical measures for the protection of personal data:

1. Antivirus Protection:

• All computers, workstations, and devices accessing the University’s network must have antivirus protection installed in accordance with the highest protection standards.
• All installed antivirus programs should have automatic updates enabled.
• All devices of guests, visitors, and other private infrastructure over which the University has no control may only connect to a separate internet network designated for such purposes. Connection to the University’s main network is not permitted.

2. Use of Passwords:

• Systems that process personal data should be protected by access control based on a password. Passwords must be composed of a combination of letters, numbers, and special characters (punctuation marks and symbols).
• Passwords must have a combination of uppercase and lowercase letters.
• Passwords should not contain an obvious sequence of characters on the keyboard.
• Passwords should not contain data such as personal information about oneself, family members, pets, children, birthdays, addresses, phone numbers, locations, etc.
• It is not recommended to use the same password to access different systems.
• The University is not authorized to request, collect, or store employee passwords.
• The use of a shared password for multiple operators is permitted if it is business-justified.
• Sharing passwords is strictly forbidden. Passwords must not be disclosed or publicly displayed.
• Sending passwords by e-mail is forbidden.
• Whenever a password is considered compromised, it must be changed immediately.

Article 23

The University implements the following organizational measures for the protection of personal data:

1. Use of IT Equipment:

• IT infrastructure may be used exclusively for the business activities for which it is intended.
• Each user is responsible for the preservation and proper use of the IT infrastructure provided to them.
• All IT infrastructure must be in places with controlled access.
• Active desktops and laptops must be secured if they are not under supervision. Whenever possible, this rule must be enforced automatically.
• Access to the infrastructure is not permitted to unauthorized persons. Granting access to IT infrastructure and computer networks must be done through approved and accepted procedures for managing IT infrastructure services and supervised access management.
• Users must treat the infrastructure entrusted to them with full care, handle it carefully, and avoid improper use.
• Special attention must be paid to protecting laptops, tablets, smartphones, and other portable devices from theft or loss. Also, other risks of damage to the infrastructure and damage that may result in a breach or loss of data, such as extreme temperatures, magnetic fields, or falls, should be taken into account.
• When traveling (by plane), portable equipment such as laptops, tablets, or smartphones must remain in the user’s possession as hand luggage.
• Whenever possible, it is necessary to use encryption and deletion technology in case of loss or theft of portable infrastructure.
• Loss, theft, damage, unauthorized use, or other incidents must be reported to the immediate supervisor as soon as possible after becoming aware of them.
• Disposal of assets that are no longer in use must be carried out in accordance with special procedures for the disposal of IT waste, taking into account the protection of all information that is the subject of such processing. Assets that store confidential data must be destroyed in the presence of a member of the information security team. Media for storing sensitive information must be completely erased before disposal in the presence of a member of the information security team.

2. Use of Personal Devices:

• The use of personal equipment is prohibited:
  • for the purpose of creating video or sound recordings and photographs on the premises of the University, or in other places at the time of performing business activities related to the business of the University,
  • for the purpose of storing or transferring unauthorized material, confidential material, personal data, or any material owned by the University without the express consent of the head of the department to which such materials relate,
  • for the purpose of storing or transferring data belonging to another organization,
  • for harassing others,
  • for external business activities.

3. Security of Using Personal Information and Communication Devices:

• Loss or theft of a device must be reported to the responsible person at the University, no later than 24 hours after becoming aware of the loss or theft. Employees are responsible for notifying the mobile operator of the theft or loss immediately after the loss or theft of the device.
• Every employee is obliged to use their devices in an ethical manner at all times in accordance with company rules and the code of ethics.
• The employee assumes full responsibility for the risks of partial or complete loss of data stored on the device due to improper use or errors that render the device unusable.

4. Network Security:

• The rules for using the internet and e-mail apply to all internet users at the University, including temporary users (guests, visitors, external associates) who have temporary access to the internet and partners with limited or unlimited internet access time.

5. Use of the Internet:

• Limited access is permitted for all internet users. Access to pornographic websites and all other risky sites is strictly prohibited.
• Internet access is mainly intended for business purposes.
• Internet access for personal purposes is permitted provided that it does not affect work productivity.
• The use of the internet for personal purposes during working hours is discouraged.
• Internet access is controlled by a firewall.
• When accessing the internet, users must behave in accordance with rules that ensure a good reputation.
• Reasonable measures must be taken to detect and prevent attacks on servers and workstations.

6. Use of E-mail:

• All assigned e-mail addresses and e-mail storage locations must be used exclusively for business purposes.
• It is strictly forbidden to use the organization’s resources for unauthorized advertising, spam, political campaigns, and other uses not related to the University’s business.
• In no way may the resources and e-mail addresses be used to disclose confidential or sensitive information held by the University, except in the case of disclosing data to authorized persons and to authorized e-mail addresses.
• The use of the University’s resources and e-mail addresses for spreading messages that are considered offensive, racist, or in any way contrary to law and ethics is absolutely prohibited.
• E-mail is used only to the extent necessary to perform business tasks. When a user and the University terminate their business relationship, the e-mail must be deactivated.
• Users must have a private identity to access their own e-mail and e-mail storage resources, except in special cases when they access e-mail assigned to a group of employees.
• Privacy is not guaranteed. If special requirements for confidentiality, authenticity, and integrity arise, the use of electronically signed messages will be enabled.

7. Remote Access Policy:

• The remote access policy defines the conditions for secure remote access to the organization’s internal resources. To access the University’s internal resources from remote locations, users must have the necessary authorization rights. Access for employees from remote locations can only be requested by their superior and is approved by the Principal.
• Access from remote locations must be enabled only through secure channels with mutual authentication between the server and the client. Both the server and the client must recognize mutually trusted certificates.
• Access to confidential information from remote locations is not permitted. An exception to this rule can only be granted in cases where it is strictly necessary.
• Users must not connect from public computers unless it is to access public content (e.g., websites).

Article 24

Other measures for the protection of personal data at the University are:

1. Entrusting tasks to a processor (Outsourcing):

• The outsourcing procedure defines the requirements that are necessary to reduce the risks associated with entrusting data processing tasks to other processors. Before outsourcing the provision of any services, functions, or processes, a risk assessment of the outsourcing must be carried out, the impact on data processing and the financial effects must be evaluated.
• Whenever possible, a tender should be published for selection among several service providers. The service provider should be selected after an assessment of their reputation, experience in the type of service required, offers, and guarantees.
• Service provision contracts and defined service levels must also contain provisions on the protection of personal data.
• The processor must obtain the University’s approval if it intends to engage a third party (subcontractor) in the provision of the contracted service, function, or process.

V. RIGHTS OF THE DATA SUBJECT

Article 25

The University is obliged to acquaint the data subject with their rights and to enable the exercise of their rights regulated by the General Data Protection Regulation, namely:

• The data subject has the right of access to information, i.e., the right to inspect personal data contained in the University’s storage system that relates to them.
• The data subject has the right to be forgotten. Data subjects may request that data about them be removed from the archive. The request will be taken into consideration and will be granted if it does not conflict with the legal basis for processing personal data.
• The data subject has the right to restriction of processing, i.e., the right to limit the scope of processing, in cases where this is applicable.
• The data subject has the right to data portability, i.e., the right to a copy of the data for the purpose of transfer to another data controller.
• The data subject has the right to object, especially in cases where the processing is based on the legitimate interest of the University. In that case, it is necessary to review the purpose of the processing and establish its legal basis, and in cases where it is applicable, to enable the data subject to withdraw consent for data processing and/or to stop the processing of their data.
• The data subject has the right to an assessment, i.e., the right to request from the supervisory authority an assessment of a breach of the provisions of the Regulation and the internal policies of the University.
• The data subject has the right to object to profiling, i.e., the right to object to automatic profiling and other forms of automated decision-making. In the event that the University rejects the data subject’s request, the reason for the rejection will be stated in the response, against which the data subjects may appeal to the competent personal data protection authority (AZOP).

Article 26

For the purpose of protecting personal data, the University, in all cases where possible, and especially when publicly disclosing information in accordance with the Act on the Right to Access Information, carries out data pseudonymization.

Article 27

The data subject exercises the rights from Article 25 of this Procedure on the basis of a request submitted in writing, which must contain the data subject’s name and surname, contact information, and a clearly stated request.

If the request is not clear, the University will, without delay, ask the data subject to correct or supplement the request so that the University can act accordingly.

If the University cannot unequivocally determine from the request which data subject submitted the request, it will, without delay, ask the data subject to supplement the request.

VI. PROCEDURE FOR PROCESSING DATA SUBJECT REQUESTS

Article 28

After being recorded, the person in charge of personal data protection must be immediately notified of the received request.

Article 29

Every data subject has the right to a copy of the data that the University holds in its archive for the purpose of inspection. In addition to the right to inspect their own data, the data subject also has the right to information about:

• the purpose of the processing and the legal basis for the processing
• the legitimate interest, if the processing is based on it
• the types and categories of personal data collected
• third parties to whom the data are transferred
• the data retention period
• the source of the personal data, if not collected from the data subject.

All information must be provided to the data subject in clear and simple language to ensure understanding, and must be clearly marked and visible so that the data subject does not overlook it. There is a possibility that providing the requested information to the data subject may reveal information about another person. In such cases, it is necessary to anonymize or completely withhold that data to protect the rights of that person.

Article 30

If the data subject has submitted a request for the correction of inaccurate data, the request will be granted by correcting the data, and the data subject will be sent a notification of the correction made.

Article 31

If the data subject has requested the erasure of their personal data, it is necessary to:

1. check whether all contractual and legally prescribed deadlines for document retention have expired,
2. check whether the erasure of personal data would lead to a reduction of the data subject’s rights in relation to the University,
3. check whether there are any other reasons why the erasure of the data subject’s personal data could cause harm to the data subject,
4. in the case where the erasure of data could cause harm to the data subject, before erasing the data, the data subject should be warned in writing about the possible harm and their permission should be sought to continue the erasure procedure.

The removal of personal data can be carried out in one of the following ways:

• by physically deleting documents containing the data subject’s personal data (if technically possible)
• by anonymizing the data subject’s data, in such a way that instead of the real personal data, the following is entered into the appropriate fields, e.g.:
  • ‘GDPR protection’ in text fields (name and surname, address)
  • ‘00000000001’ in the OIB (Personal Identification Number) field
  • ‘0’ in any numerical data that represents personal data
  • the date ‘01.01.1900’ in date fields that represent personal data (e.g., date of birth)
  • or another appropriate method.

Other data in documents that contain personal data but are not themselves personal data (e.g., invoice date, items, price) do not need to be changed, as they do not reveal the identity of the data subject.

Article 32

If the data subject’s request cannot be granted, they must be informed of this in writing, stating the reasons why their request cannot be granted. In that case, it is necessary to inform the data subject of their right to appeal the decision to the Agency for Personal Data Protection (AZOP).

Article 33

The search for data about the data subject (determining what data the University has) should be carried out within a maximum of 15 days from the receipt of the request, in order to leave enough time for any additional information needed to grant the request.

The final decision regarding the data subject’s request must be made no later than 30 days, or exceptionally within 60 days from the date of receipt of the request, in accordance with the General Regulation.

VII. PROCEDURE IN CASE OF A DATA BREACH

Article 34

Any employee who suspects a security breach that could lead to the accidental or unlawful destruction, loss, alteration, unauthorized disclosure of, or access to, personal data must immediately notify the person in charge of personal data protection and provide a detailed description of the situation. The notification can be sent by e-mail, telephone, or in person.

Any personal data breach must be immediately reported to the person in charge of personal data protection.

Article 35

The person in charge of personal data protection will conduct a procedure to determine whether a personal data breach has occurred. For cases of a serious personal data breach, the University will conduct an urgent procedure.

In the event of a personal data breach that is likely to result in a risk to the rights and freedoms of data subjects (e.g., financial loss, disclosure of professional secrets, discrimination, damage to reputation, or any other significant social or economic damage), the person in charge of personal data protection is obliged to notify the Agency for Personal Data Protection (AZOP) of this in a timely manner and without undue delay, within a maximum of 72 hours of becoming aware of the breach.

In the event that a personal data breach is likely to result in a high risk to the rights and freedoms of data subjects (higher than the risk described in the preceding article), the person in charge of personal data protection must immediately notify all affected data subjects directly and without delay.

Article 36

Notifications of a personal data breach contain the following information:

• the place and time of the event
• a description of the event
• the category and estimated number of data subjects whose data are at risk
• the category and estimated number of personal data records that are at risk
• the possible consequences of the breach
• details of the measures taken or proposed to be taken to address the breach, including, where appropriate, measures to mitigate its possible adverse effects
• the name and contact details of the person in charge of personal data protection.

A personal data breach in electronic form must be recorded.

The record of a personal data breach is kept for 5 years.

VIII. DATA STORAGE SYSTEM

Article 37

The University collects and processes the following types of personal data:

• personal data of University employees
• personal data of Management Board members
• personal data of candidates participating in the competition procedure for establishing an employment relationship
• personal data of other persons at work (persons who are at the University for professional training for work without establishing an employment relationship, students working through authorized student centers, pupils working through authorized secondary school institutions, pupils of vocational education institutions attending practical classes and exercises at the University, persons performing work for the common good in accordance with general regulations)
• personal data of external associates with whom the University has concluded service contracts or author’s contracts
• personal data of participants in formal adult education programs
• personal data of participants in non-formal adult education programs

Article 38

For the personal data listed in Article 37 of this Procedure, the University keeps a record of processing activities, which is attached to this Procedure and is considered its integral part.

The record of processing activities contains at least the following information:

• purpose of processing
• legal basis
• category of data subjects
• list of personal data
• persons who have the right to access the data
• recipients
• protection measures
• data retention period.

IX. FINAL PROVISION

Article 39

This Procedure shall enter into force on the day of its publication on the University’s notice boards.

Number:

Principal:

(Signature)

This Procedure was published on the University’s notice board on May 24, 2018, and entered into force on May 24, 2018.

Principal:

(Signature)

Based on Article 36 of the Statute of the Public Open University Čakovec, the Principal of the Public Open University Čakovec adopts on December 30, 2024, the following

CODE OF ETHICS

OF THE PUBLIC OPEN UNIVERSITY ČAKOVEC

I. GENERAL PROVISIONS

Article 1

This Code of Ethics establishes the ethical principles and rules of conduct for employees, teachers, learners, and associates of the Public Open University Čakovec (hereinafter: POU Čakovec) in the performance of their duties and in their mutual relations.

Terms in this Code of Ethics stated in the masculine gender are neutral and refer to all persons, regardless of their gender identity.

Article 2

The purpose of the Code of Ethics is to promote ethical values in the work and conduct of the employees of POU Čakovec, with the aim of achieving the common good and public interest, and strengthening public trust in the work of the institution.

Article 3

The Code of Ethics applies to all employees of POU Čakovec, including teachers, part-time associates, learners, and other persons participating in the work and activities of the institution.

II. FUNDAMENTAL PRINCIPLES

Article 4

In performing their duties, the employees of POU Čakovec are obliged to adhere to the following principles:

a) the principle of respect for the regulations and legal order of the Republic of Croatia;

b) the principle of respect for the dignity of the person;

c) the principle of non-discrimination;

d) the principle of equality and fairness;

e) the principle of autonomy in teaching and other professional work;

f) the principle of professionalism;

g) the principle of freedom of thought and expression;

h) the principle of environmental protection and care for sustainable development.

Article 5

The employees of POU Čakovec are obliged to uphold the dignity of the profession outside of working hours at POU Čakovec through appropriate and dignified conduct.

III. RELATIONS WITH LEARNERS AND SERVICE USERS

Article 6

The employees of POU Čakovec are obliged to treat learners and service users professionally, impartially, and with respect, providing them with quality service and assistance in exercising their rights and interests.

Article 7

Teachers and professional associates are obliged to:

• carry out educational work in accordance with the goals, tasks, and standards established in adult education;
• convey knowledge from their subject or field to learners as professionally as possible;
• ensure the truthfulness of data and the presentation of content appropriate to the teaching subject;
• process teaching content in a manner that is acceptable and understandable to learners;
• contribute to the intellectual development of learners;
• listen to and respect the learner’s opinion;
• be objective and impartial when evaluating learners, with the obligation to refrain from all actions that would favor certain learners and create a feeling of inferiority in other learners;
• respect and accept learners with different abilities and interests and enable them to achieve appropriate intellectual, emotional, moral, and spiritual development in accordance with their capabilities;
• respect and appreciate the learner’s abilities and treat learners with learning difficulties with special care;
• develop patriotism, awareness of national identity, and all the values of the historical, cultural, and ethnic heritage of the Republic of Croatia.

Article 8

The employees of POU Čakovec must not abuse their authority and position in relation to learners and service users.

Upon learning of any form of physical or psychological violence against learners or any other socially unacceptable behavior that may harm the development or physical or psychological integrity of learners, an employee of POU Čakovec is obliged to inform the Principal of POU Čakovec as soon as possible, who is then obliged to inform the competent institutions.

Article 9

In carrying out their duties and work tasks, the employees of POU Čakovec are obliged to act correctly and impartially, conscientiously and responsibly, thereby building relationships of mutual trust and cooperation.

In their relations with learners, the employees of POU Čakovec are obliged to act lawfully in accordance with applicable regulations and to ensure that activities are carried out economically and efficiently, within the prescribed deadlines, professionally and with high quality, with the obligation to provide assistance to service users.

IV. MUTUAL RELATIONS OF EMPLOYEES

Article 10

The mutual relations of the employees of POU Čakovec are based on mutual respect, trust, cooperation, and collegiality.

Article 11

Employees are obliged to develop and encourage teamwork, the exchange of knowledge and experience, and professional communication. They must not disturb others in the performance of their duties.

Article 12

Within the scope of their position, the Principal of POU Čakovec should encourage employees to perform their duties with quality and efficiency, and to foster mutual respect, consideration, and cooperation.

V. CONFLICT OF INTEREST

Article 13

The employees of POU Čakovec are obliged to avoid situations that could lead to a conflict of interest. In case of suspicion of a conflict of interest, the employee is obliged to inform their superior.

VI. PUBLIC APPEARANCES

Article 14

In public appearances where they represent POU Čakovec, an employee is obliged to present the official positions of the institution in accordance with regulations, granted authority, and professional knowledge.

In public appearances where an employee does not represent POU Čakovec, but which are thematically related to POU Čakovec, the employee is obliged to emphasize that they are expressing a personal viewpoint.

VII. PROTECTION OF PERSONAL DATA AND CONFIDENTIAL INFORMATION

Article 15

The employees of POU Čakovec are obliged to protect the confidentiality of the personal data of learners, service users, and other employees, as well as business information they come across in the performance of their duties. All such data constitute a professional secret.

The duty to protect official and professional secrets is binding even after the termination of employment at POU Čakovec, except in situations where it is prescribed by the provisions of special laws, or in proceedings before competent authorities.

VIII. USE OF THE INSTITUTION’S RESOURCES

Article 16

Employees are obliged to use the material and financial resources of POU Čakovec with the care of a good manager, taking into account efficiency and economy.

IX. ETHICS COMMITTEE

Article 17

All bodies of POU Čakovec are obliged, each within its competence, to care for the realization and improvement of ethical standards at POU Čakovec and the implementation of the Code of Ethics.

For the purpose of advising POU Čakovec on matters of implementing the Code of Ethics and developing and applying ethical standards, an Ethics Committee is established at POU Čakovec.

Article 18

The Ethics Committee has a president and two members who are appointed by the Principal for a term of four years.

Article 19

The Ethics Committee provides opinions and recommendations regarding complaints of violations of the Code of Ethics, promotes ethical standards in the institution, and proposes amendments and supplements to the Code of Ethics.

X. PROCEDURE BEFORE THE ETHICS COMMITTEE

Article 20

The procedure before the Ethics Committee is initiated by a written application, which must be reasoned and supported by evidence.

Article 21

The Ethics Committee is obliged to conduct the procedure and issue an opinion on the merits of the application within 30 days of receiving the application.

XI. MEASURES FOR VIOLATION OF THE CODE OF ETHICS

Article 22

The following measures may be imposed for violations of the provisions of the Code of Ethics:

• oral warning;
• written warning;
• initiation of disciplinary proceedings.

XII. TRANSITIONAL AND FINAL PROVISIONS

Article 23

All employees of POU Čakovec are obliged to familiarize themselves with the provisions of this Code of Ethics.

Article 24

This Code of Ethics shall enter into force on the eighth day from the day of its publication on the website of POU Čakovec.

Article 25

Amendments and supplements to this Code of Ethics shall be adopted according to the same procedure as the Code itself.

CLASS: 012-04/24-01/1

REF. NO.: 2109-2-2-02-24-1

Čakovec, December 30, 2024.

PRINCIPAL:

Mario Zamuda

(Signature)

PUBLIC OPEN UNIVERSITY ČAKOVEC

Kralja Tomislava 52, 40 000 Čakovec

CLASS: 012-04/25-01/3

REF. NO.: 2109-2-2-02-25-1

Čakovec, January 20, 2025

RULES OF PROCEDURE OF THE ETHICS COMMITTEE

I. GENERAL PROVISIONS

Article 1

These Rules of Procedure regulate the scope of work, competencies, composition, decision-making process, and other matters related to the work of the Ethics Committee of the Public Open University Čakovec (hereinafter: the Committee).

Article 2

The Committee shall act in accordance with the Code of Ethics of the Public Open University Čakovec, the Statute of the University, and the applicable laws and regulations of the Republic of Croatia.

Article 3

The work of the Committee is based on the principles of legality, impartiality, confidentiality, professionalism, and the protection of the dignity of all employees, learners, and associates of the University.

II. COMPOSITION AND MANDATE OF THE COMMITTEE

Article 4

The Committee consists of a president and two members, who are appointed by the Principal for a term of four years.

Article 5

The President of the Committee convenes and presides over meetings and coordinates the work of the Committee.

Article 6

A member of the Committee may be dismissed from duty before the end of their term in the event of resignation, incompatibility of function, or inability to perform their duties. The decision on dismissal is made by the Principal.

III. MODE OF OPERATION OF THE COMMITTEE

Article 7

The Committee makes decisions by a majority vote of all members. In the event of a tied vote, the vote of the President of the Committee shall be decisive.

Article 8

Meetings of the Committee are held as needed, and at least once a year.

Article 9

The President of the Committee convenes the meeting, proposes the agenda, and delivers it to the members at least five days before the meeting is held.

Article 10

Minutes shall be kept of the meeting’s proceedings, which are signed by the president and the minute-taker.

IV. PROCEDURE FOR HANDLING COMPLAINTS

Article 11

The Committee receives, considers, and issues opinions on complaints from employees, learners, and associates related to violations of the Code of Ethics.

Article 12

A complaint must be submitted in writing, signed, and must contain a description of the event and relevant evidence.

Article 13

The Committee is obliged to consider the complaint and issue an opinion within 30 days of its receipt.

Article 14

The Committee may propose preventive or corrective measures to remedy ethical violations.

V. FINAL PROVISIONS

Article 15

These Rules of Procedure may be amended or supplemented upon the proposal of the Committee, the Principal, or the Management Board of the University.

Article 16

These Rules of Procedure shall enter into force on the day of their adoption and shall be published on the notice board of the University.

In Čakovec, January 20, 2025.

President of the Ethics Committee

Ivica Jeđud

(Signature)

Principal

Mario Zamuda

(Signature)

PUBLIC OPEN UNIVERSITY ČAKOVEC

Kralja Tomislava 52, 40 000 Čakovec

CLASS: 012-04/25-01/3

REF. NO.: 2109-2-2-02-25-1

Čakovec, January 20, 2025

APPEAL PROCEDURE TO THE ETHICS COMMITTEE

Article 1. Subject and Purpose

This procedure establishes the steps and deadlines for the submission, consideration, and resolution of appeals related to ethical issues and professional conduct within the Public Open University Čakovec (hereinafter: the University). The aim of the procedure is to ensure the fair, transparent, and effective resolution of appeals in accordance with the Code of Ethics of the University.

Article 2. Submission of an Appeal

An appeal may be submitted by any employee, learner, associate, or other person who believes that the ethical standards defined by the Code of Ethics of the University have been violated.

The appeal shall be submitted in writing to the Ethics Committee via e-mail, postal mail, or in person at the University’s secretariat.

The appeal must contain:

• The first and last name of the appellant (anonymous appeals will not be considered).
• A description of the event and the alleged violation of ethical principles.
• Relevant evidence (if any).
• The date of submission and the appellant’s signature.

Article 3. Consideration of the Appeal

Upon receipt of the appeal, the President of the Ethics Committee shall convene a meeting of the Committee as soon as possible.

The Committee may request additional information from the appellant or other involved parties in order to gather relevant facts.

All data related to the appeal procedure shall be considered confidential.

Article 4. Decision-Making

The Ethics Committee shall make a decision by a majority vote of its members.

The decision may include:

• Upholding the appeal and proposing corrective or preventive measures.
• Dismissing the appeal if there are no grounds for establishing a violation of the Code of Ethics.
• Referring the appeal to another competent body if the matter exceeds the Committee’s authority.

The Committee shall make a decision within 30 days of receiving the appeal.

The decision shall be delivered to the appellant in writing.

Article 5. Rights of the Appellant

If the appellant is not satisfied with the Committee’s decision, they may submit a request for a review of the decision to the Management Board of the University within 15 days of receiving the decision.

All relevant documents and explanations shall be submitted to the Management Board.

The decision of the Management Board is final.

Article 6. Final Provisions

This procedure shall enter into force on the day of its adoption.

The Committee is obliged to ensure the availability of this procedure to all employees, learners, and associates via the University’s notice board.

In Čakovec, January 20, 2025.

President of the Ethics Committee

Ivica Jeđud

(Signature)

Principal

Mario Zamuda

(Signature)