Predstavke i pritužbe protiv policijskih službenika u Republici Hrvatskoj de lege lata i de lege ferenda

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U ovom radu daje se analiza postojećeg zakonodavnog modela podnošenja i rješavanja predstavki i pritužbi na rad i ponašanje policijskih službenika u Republici Hrvatskoj. Nakon analize pravne regulative, stajališta pravne doktrine, sudske prakse, statističkih pokazatelja, kao i rezultata empirijskog istraživanja provedenog anketom među studentima Veleučilišta kriminalistike i javne sigurnosti u Zagrebu, daju se prijedlozi za izmjene zakonodavnog okvira. Autori su stajališta da je uvođenjem civilnog nadzora nad radom policije napravljen značajan iskorak u zaštiti ljudskih prava i nadzoru nad radom policije, međutim ističu da se institut predstavke i pritužbe često zlorabi na štetu policijskih službenika zbog čega im u svakom takvom slučaju treba pružiti pravnu zaštitu u vidu procesuiranja podnositelja koji u tim podnescima vrijeđaju policijske službenike ili ih lažno terete za počinjenje kaznenog djela. Smatraju i da je potrebno regulirati postupanje s anonimnim podnescima i detaljno propisati prava policijskih službenika čiji se rad i ponašanje provjeravaju (pravo uvida u spis, pravo sudjelovanja u postupku, pravo na dobivanje predstavke ili pritužbe i odgovora koji se dostavlja podnositelju predstavke ili pritužbe).

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In Poland, for a long time we have been dealing with the phenomenon of the spread of non-employment forms of employment in the market economy, which primarily concerns civil law contracts and self-employment, which are increasingly displacing the classic employment relationship. The author analyzes the process of expansion of protective labor law into employment relations indicated here, presents its genesis, causes, evolution, scope and boundaries. Without questioning the legitimacy of the protection guaranteed by the legislator to persons engaged in gainful employment outside the employment relationship, the author critically assesses the legal status in this area. De lege lata, we observe the lack of a systemic and comprehensive approach of the Polish legislator to this issue. Changes in this area are often made ad hoc, without a coherent and thought-out concept, also under the influence of political factors. The author of the article believes that the widest scope of protection should be guaranteed only to employees who work for the employer under conditions of subordination. Around such a defined model of employment relationship, it is possible to build other non-employment forms of employment to which labor protection law should apply to a limited extent. De lege ferenda, the author postulates the introduction of comprehensive, coherent and systemic solutions providing for the extension of protective labor law to non-employment forms of employment. It is not enough for the legislator to refer mechanically to the proper application of labor law. In addition, the Polish legislator de lege ferenda should recognize the criterion of economic dependency as a premise determining the scope of protection of persons engaged in gainful employment outside the employment relationship and determining the limits of the expansion of labor law into non-employment forms of employment.

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The termination of lease contracts of residential and roofed business premises has been regulated under the 347th article of Turkish Code of Obligations numbered 6098. First paragraph of the article regulates the termination of lease contracts for residences (dwelling houses) and roofed business premises (working places) concluded for a limited duration (fixed term contracts). Pursuant to the first paragraph of Article 347, at the fixed term lease contract of residential and roofed business premises, the contract is deemed to be extended for one year under the same conditions unless the tenant gives notice at least fifteen days prior to the expiration of the contract. The lessor cannot terminate the contract based on the expiry of the contract period. However, at the end of the ten-year extension period, the lessor may terminate the contract without any justification grounds, by giving at least three months’ notice before the end of each extension period. It is controversial when the ten-year extension period will begin and when the lessor can use the right to terminate at the earliest. In addition, in cases where the lease term is agreed for a period of more than ten years, when the lessor can use the right of termination, is a matter to be evaluated separately. In this study, in terms of the termination of fixed term lease contracts for residential and roofed business premises, the issue of the beginning of the ten-year extension period and the earliest time that the lessor can notify the end of the contract for termination is evaluated in the context of opinions and judicial practice. Finally, our opinion regarding the subject as de lege lata and de lege ferenda is explained.

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