Extraordinary termination of employment contract

Zakon o radu opći je zakon za uređenje radnih odnosa u Republici Hrvatskoj. Osim njega, za uređenje radnih odnosa iznimno su važni i ugovor o radu te pravilnici o radu, kolektivni ugovori, sporazumi radničkog vijeća s poslodavcima i drugi propisi. Jednom zasnovan radni odnos može prestati nizom načina. No, uslijed nastupa osobito teških povreda radnih obveza ili nekih drugih osobito važnih činjenica koje su takve da onemogućuju nastavka tog odnosa, Zakon o radu predvidio je mogućnost izvanrednog otkaza ugovora o radu. Upravo je izvanredni otkaz, zbog svih svoji posebnost i iznimnosti u primjeni predmet ovog rada. Prvi dio rada bavi se modalitetima prestanka ugovora o radu s posebnim osvrtom na otkaz i redoviti otkaz kao jednu podvrstu otkaza, dok se u drugom dijelu rada pozornost usmjerava upravo na izvanredni otkaz i razloge za isti. Treći dio rada nudi pregled karakteristika postupka izvanrednog otkazivanja ugovora o radu te problematike zaštite u slučaju (ne)dopuštenosti takvog otkaza. Također, u tom dijelu rada pažnja se skreće i na alternativne načine rješavanja pitanja dopuštenosti izvanrednog otkaza.The Labour Law is a general law for the regulation of labor relations in the Republic of Croatia. In addition to him, employment contracts and labour regulations, collective agreements, agreements of the workers' council with employers and other regulations are extremely important for the regulation of employment relations. A once-established employment relationship can end in a series of ways. However, due to the occurrence of particularly serious breaches of work obligations or some other particularly important facts that are such as to prevent the continuation of this relationship, the Labour Law provided for the possibility of extraordinary termination of the employment contract. Precisely because of its peculiarities and exceptionality in application, extraordinary dismissal is the subject of this thesis. The first part of the paper deals with the modalities of termination of employment contracts with special reference to dismissal and regular termination as one subtype of dismissal, while in the second part of the paper attention is focused precisely on extraordinary termination and reasons for the same. The third part of the paper offers an overview of the characteristics of the procedure of extraordinary termination of employment contracts and the issue of protection in case of (in)admissibility of such dismissal. Also, in this part of the paper, attention is drawn to alternative ways of resolving the issue of admissibility of extraordinary dismissal