We at Hotel TUI BLUE Makarska greatly value the feedback from our guests, community, and staff as we continue our efforts to enhance our environmental and social impact. Your suggestions on how we can improve are always welcome. Please feel free to share your comments and ideas by emailing us at josip.buselic@tthotels-croatia.com

We look forward to hearing from you!

 

 

SUSTAINABILITY POLICY

HUMAN RIGHTS PROTECTION POLICY

LOCAL COMMUNITY SUPPORT POLICY

QUALITY ASSURANCE POLICY

HEALTH AND SAFETY POLICY

CHILDREN AND CHILDREN RIGHTS PROTECTION POLICY

 

 

SUSTAINABILITY POLICY

 

VISION

Preserving environment is one of most extensive problems of modern world. Although it takes global efforts to reduce negative effects of human activities on environment, healthier and sustainable environment starts with actions of each company and individual working in their local communities, caring about the future of generations to come. Hoteli Živogošće d.d. commit to conduct business considering environmental goals and to constantly take steps towards more sustainable future.

SCOPE

The Environmental Policy statements apply to business and operations conducted by Hoteli Živogošće d.d. in its managed properties Hotel TUI BLUE Adiratic Beach and TUI BLUE Makarska. All employees, suppliers and other partners are expected to share our vision and to be compliant with all European and local environmental laws and regulations.

ENVIRONMENTAL GOALS

Our planet strives for better balance between economic systems and environment.

To support sustainable development, we work to engage not only our employees, but guests and local community as well, in environmentally responsible behaviour and help achieving our goals:

Prevent and minimize risk

Always consider environmental risks during all business operations. Promptly update environmental risk assessment and measure progress towards environmental goals to make sure risk is prevented or contained to minimal levels.

Responsible use of energy

Make sure that consumption is being monitored and energy is used efficiently in all our properties. Take steps to increase use of clean and renewable sources of energy, equip properties with energy efficient appliances and implement energy saving systems when feasible.

Smart water management

Raise awareness about water stewardship to encourage implementation of smart solutions that reduce water consumption. Develop projects that will allow increase of water usage efficiency through rain harvesting systems, on site purification and safe drainage system.

Sustainable waste management

Ensure proper handling, sorting and dispose of all types of waste. Reduce waste production by responsible maintenance and reuse of repurpose items.

SUSTAINABLE PROCUREMENT

We prioritize the procurement of environmentally friendly products and services, giving preference to local suppliers and sustainable options. While maintaining the quality of our products and considering commercial feasibility, our goal is to source and promote locally-produced products. This not only reduces CO2 emissions from transportation but also strengthens the local economy. Whenever feasible, we aim to adhere to supplier payment terms or negotiate mutually beneficial conditions.

Proetection of animal welfare and biodiversity

Ensure that company is not involved in procurement of endangered or protected species. Always respect and support biodiversity in areas surrounding our properties by careful and constant maintenance of landscape. Promote responsible behaviour of guest and employees towards natural habitat.

PROTECTION OF HUMAN RIGHTS

We are firmly committed to upholding human rights in all aspects of our operations. We categorically condemn and reject any form of human rights violations, including human trafficking, abuse, and exploitation of adults and children. As part of our dedication to socially responsible business practices, we work exclusively with partners and suppliers who share our values and are committed to adhering to all relevant national and international laws on human rights, including conventions against human trafficking and child labor.

Empowered community

We actively collaborate with local communities to support ecological initiatives, promote conservation efforts, and foster environmental responsibility. We encourage projects that address environmental issues through donations, charitable work, and the promotion of shared values.

We are strongly committed to achieving all our environmental goals and reducing greenhouse gas emissions as a result of that process.

We regularly review our sustainability policies and practices to identify areas for improvement, ensure alignment with our sustainability goals, and maintain their relevance and effectiveness.

MEASURING PROGRESS & COMMUNICATING RESULTS

Company is strongly dedicated to actively and continuously pursue its environmental policy to ensure progress in all areas of commitment. Therefore, progress towards our goals is constantly monitored in all hotel properties and hotels undergo Travelife sustainability certification audits to keep up with sustainability standards.

Company keeps detail monthly records on energy and water consumption, as well as quantities of solid waste disposal and purchasing of hazardous substances and high emission food products.

Yearly Sustainability Report will provide information about company’s successfulness of achieving set targets and planned actions toward increasing performance in environmentally related issues.

Sustainability Report will be shared with employees, suppliers, partners, local community members and always available for all other members of public on company’s web site. We make sure our annual sustainability report is electronically distributed to all key stakeholders, presented to our staff on yearly forum and available on hotel BLUE app to all visitors.

 

HUMAN RIGHTS PROTECTION POLICY

 

VISION

Understanding what basic human rights are and how they relate to business company conducts is a first step towards ensuring inclusive and progressive environment, not only for hotel guests, but for employees and other partners too. Hoteli Živogošće d.d. is committed to promotion, protection, and integration of human rights as essential part of everyday operations.

SCOPE

The Human Rights Protection Policy applies to business and operations conducted by Hoteli Živogošće d.d. in its managed properties Hotels TUI BLUE Adriatic Beach and TUI BLUE Makarska. All employees, suppliers and other partners are expected to share our vision and to be compliant with all European and local laws and regulations.

HUMAN RIGHTS PROTECTION GOALS

Hoteli Živogošće d.d. is actively promoting and protecting human rights in community by taking steps to accomplishing the following objectives:

• Diverse and inclusive workplace
• Providing healthy and safe work environment
• Ensuring good working conditions and employee benefits
• Prohibition of forced and child labour
• Respecting freedom of association and collective bargaining
• Protection of privacy and personal data
• Prevention of violence and harassment
• Protection of worker’s dignity
• Supporting community efforts related to human right protection
• Adequate reaction to violation of human rights

DIVERSE AND INCLUSIVE WORKPLACE

Company ensures equal treatment for all employees which implies equal job and training opportunities, wage, work and life conditions. Therefore, no employee is to be disadvantaged based on race, gender, age, religious beliefs, nationality, sexual orientation, marital or family status, disability, or any physical characteristic.

PROVIDING HEALTHY AND SAFE WORK ENVIRONMENT

Hoteli Živogošće d.d. is obliged to apply all relevant regulations in the field of occupational safety and to constantly work on its improvement.

The company is obliged to ensure the health and safety of workers in all forms related to the work, and in particular: to acquire and maintain the plant, equipment, tools, workplace and access to the workplace, organize work in a way that ensures the protection of the life and health of the worker, with special laws and regulations and according to the nature of the work being performed, and apply health and safety measures at work, to prevent any hazards at work, to inform workers on occupational hazards and to enable them to work safely, and to implement other prescribed occupational safety measures

The employer is obliged to send worker to the appropriate examination or training if his workplace requires it by law, regulation or any other act. The Management Board of the Company shall regulate, by special rules, the design and implementation of protection, risk assessment, rights, obligations and liability and all other matters in accordance with the law. The employer is obliged to provide workers with the insurance in case of an injury or any accident related to their work.

PREVENTION OF VIOLENCE AND HARASSMENT

Company will not tolerate any improper, disrespectful or violent behaviour towards guests, employees, partners or local community members.

Harassment may occur as any type of behaviour that can result in:

• Offending, humiliating or intimidating another individual
• Bulling or sexual disturbance
• Physical violence
• Creating hostile work atmosphere
• Authority abuse ect.

A worker who considers him/her harassed or sexually disturbed has the right to file a complaint regarding the dignity of a worker. When a complaint regarding the protection of the dignity of a worker is received, it shall be examined within eight days from the day of receipt of the complaint and all necessary measures must be taken.

In the process of examining and solving the complaints, the complainant shall be examined by the complainant, the person to whom the complaint relates, and, if necessary, for a complete and truthful determination of the facts, and other persons who may have knowledge of the subject of the complaint, and also produce other evidence.

A worker may be examined in the presence of his/her alternate (attorney, trade union trustee, etc.)

If the company does not take measures to prevent harassment, or if the measures taken by it are obviously inappropriate, a worker who is harassed or sexually disturbed has the right to terminate work while not being protected, provided that he or she has requested protection within a further period of 8 days at the competent court.

All data and documents collected in the dignity protection procedure are secret and confidential. The Ordinance that solved a specific complaint, as well as all other persons involved in the complaint handling process that must be timely warned.

PROTECTION OF PRIVACY AND PERSONAL DATA

Employees are obliged to submit to the employer, for the purpose of exercising their rights and obligations from employment, all personal data established by the regulations on records in the field of labour, as well as data: for the calculation of income tax, surtax, personal deduction, education and certain specialist knowledge, condition and disability, contractual prohibition of contention with the previous employer, data relating to motherhood protection, etc.

The employer collects and processes data on the workers required for the proper keeping of records in the field of labour:

1. Name and surname of the worker,

2. Personal identification number,

3. Day, month and year of birth,

4. Birth place,

5. The address of the place of residence or place of residence of the worker, telephone number,

6. Place of work,

7. Profession,

8. Education,

9. Qualification for performing certain tasks,

10. Position (workplace) on which a worker works,

11. Working hours of the worker in hours,

12. Working experience with this employer,

13. Whether the contract was concluded for a specified or indefinite period,

14. Whether the worker is a disabled worker,

15. Employment with another employer,

16. The date of employment,

17. The date of termination of employment,

18. Reason for termination of employment

Workers are obliged to submit the information specified in paragraph 1. of this Article immediately upon the occurrence of changes. The employer will, by special decision, appoint a person authorized to collect, use and submit data on workers to third parties in accordance with the statutory regulations.

Employees have right not to share any private information about themselves among other employees. Hoteli Živogošće d.d. obliges to keep and use this information only for mentioned, professional purposes. Information will not be used in any commercial activity or disclosed to other employees or third party.

PROHIBITION OF FORCED AND CHILD LABOUR

Any type of forced or compulsory or child labour is strictly prohibited. Company cannot insist on work or service by a person who is not providing them willingly or persuade them on work by any type of threat or penalty. All labour must be contracted in accordance with national, European laws and valid collective agreements. Terms and conditions of employment must be transparently disclosed and signed by the employee before he/she starts to work.

ENSURING GOOD WORKING CONDITIONS AND EMPLOYEE BENEFITS

Company obliges to ensure fair and competitive work terms and conditions in accordance to national laws and industry labour market trends. All employees are guaranteed full compliance with national and European laws in terms of wages, work hours, overtime, rest periods, vacation days and other excused absence form workplace.

Company obliges to make sure working environment is adequate to the type business that is being conducted, safe and pleasant for all employees.

RESPECTING FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING

Employer cherishes open and progressive communication with employees. Therefore, company will create no obstacle for employees to freely join organizations, committees and trade unions that can offer representation and support in achieving their rights. Members of such organizations will not be discriminated and their work will not be obstructed in any way.

Company will willingly discuss all relevant matters and take part in processes that will ensure better working condition and raise satisfaction of employees. Company is obliged to conduct business in full accordance with collective agreements terms and conditions.

SUPPORTING COMMUNITY EFFORTS RELATED TO HUMAN RIGHT PROTECTION

Hoteli Živogošće d.d. strongly supports initiatives in protection of human rights and promotion of inclusive community. Company supports and takes part in institutional and civil efforts to ensure no human rights are being violated.

ADEQUATE REACTION TO VIOLATION OF HUMAN RIGHTS

Company celebrates diversity as fundamental value; therefore all employees and partners are expected to act in a respectful and inclusive manner not only at the workplace, but outside of the workplace as well. Company appoints staff representative with adequate skills and knowledge that is responsible for human right protection, recognizing risks, reporting and taking action in case of any violation of guaranteed rights.

MEASURING PROGRESS

Dedication to human rights protection policy in all areas of commitment is one of essential values of the company. Yearly Sustainability Report will provide information about company’s successfulness of achieving set targets and planned actions toward increasing performance in human rights related issues.

Sustainability Report will be shared with employees, suppliers, partners, local community members and always available for all other members of public on company’s web site.

 

LOCAL COMMUNITY SUPPORT POLICY

 

VISION

Hoteli Živogošće d.d. supports and promotes initiatives that contribute to strengthening the local community and creating new opportunities for all its members. The company strives to be a partner in promoting local values and supporting the community's development strategy.

SCOPE

The policy of collaboration and support for the local community is a key part of the company's business strategies. It aims to stimulate and support the local economy in various ways—by encouraging competition, creating new jobs, educating and training employees, and forming business partnerships with other local entrepreneurs. All provisions of this policy apply to all business activities conducted by Hoteli Živogošće d.d. across all the properties it manages.

COLLABORATION WITH LOCAL COMMUNITY AND AUTHORITY REPRESENTATIVES

Entrepreneurship is the foundation of local economic development, giving entrepreneurs the opportunity to generate positive effects on the community's life. For these reasons, entrepreneurs are essential and valuable partners in preparing and implementing local development strategies, and their partnership with the community is crucial for its progress.
Hoteli Živogošće d.d. is committed to the well-being of the citizens, the environment, and the local traditions. Company representatives will engage with local authorities and civil institutions to identify citizens' needs and implement positive changes in the community.

GUIDELINES FOR SUPPORTING THE LOCAL COMMUNITY

The growth of business activities can bring many positive effects to the community, primarily by increasing employment, personal income, and overall living standards.

The company seeks to encourage the local community and its members in the following ways:
• Hiring local workforce
• Promoting and sourcing domestic products
• Engaging local entrepreneurs for renovation, furnishing, and maintenance projects in company properties
• Supporting and donating to local civil organizations and public institutions (sports clubs, schools, museums)
• Supporting organizations whose events promote local culture and community
• Setting and following trends for environmental protection, energy and water savings, waste management, and the promotion of human rights
• Participating in various community activities, such as beach clean-ups, planting greenery in public spaces, and renovating playgrounds
• Encouraging hotel management to propose and implement activities that benefit the local community

GUIDELINES FOR COLLABORATION WITH LOCAL SUPPLIERS

The company encourages local entrepreneurs and the local economy, believing that high-quality local products best represent the destination and are crucial for high guest satisfaction. The company prefers local suppliers to reduce transportation costs and minimize environmental impact. Local partners also provide faster and more reliable support when needed and ensure a steady supply of fresh, high-quality products throughout the hotel's operating season.
All products and services sourced from local suppliers must meet pricing, quality, and health and safety standards. Additionally, the products must adhere to the criteria outlined in our sustainable procurement policy.

MONITORING PROGRESS

Hoteli Živogošće d.d. plans annual activities that create positive experiences and contribute to the community's progress. By setting goals such as desired volumes of procurement from local suppliers, offering a variety of local products in the hotels, and donating to institutions, the company fosters engagement with all community members. In its annual sustainability report, the company will inform employees, suppliers, and partners about the activities undertaken in collaboration with the local community.

 

QUALITY ASSURANCE POLICY

 

VISION

Creating a unique experience for each hotel guest is one of the core values of the company. Focused on continuous progress, the company is committed to enhancing the guest experience and increasing guest satisfaction by consistently maintaining all facilities, products, and services at a high level of quality.

SCOPE

Hoteli Živogošće are dedicated to the continuous improvement of all aspects of their services.
Our Quality Policy is based on three key principles:

• Providing exceptional services that exceed guest expectations,
• Improving operational efficiency, and
• Encouraging the development and growth of our valued employees.

By adhering to these guidelines, we strive to consistently deliver outstanding experiences and surpass the standards set by our clients.

Intentions:

The company recognizes and analyses external and internal factors that may affect its operations, whether positively or negatively, and takes into account the needs and expectations of all stakeholders.

Guest Satisfaction:

We regularly monitor the quality of our services and guest satisfaction through various methods such as questionnaires, feedback from partners, and internal team meetings and evaluations.

Risks and Opportunities:

By identifying and analysing potential threats and opportunities, the company proactively strengthens its position and commitment to quality management.

Measurable Indicators:

Our operational goals, quantitative indicators (KPIs), and defined standards are closely linked to this quality policy.

Compliance:

Hoteli Živogošće are committed to complying with all legal and regulatory requirements. To achieve this, we have established an efficient quality management system. This system ensures that our processes, procedures, and work instructions are consistently applied across all areas of hotel operations. It also encourages continuous improvement, enhances company efficiency, and facilitates the achievement of goals set by management.

Monitoring and Evaluation:

Hoteli Živogošće evaluates and ensures quality in the following ways:
• Constantly monitoring, reporting, and responding to guest feedback collected through TUI BLUE guest questionnaires, booking channels, social media, and direct contact with hotel employees.
• Full implementation and ongoing monitoring of compliance between the service and products provided by the hotel and the current TUI BLUE brand standards.
• Successfully meeting Cristal audit criteria on a monthly basis.
• Complete compliance with working conditions and procedures in line with HACCP standards.
• Providing quality education and training for employees.
• Regular independent internal quality audits to evaluate the condition of the property, cleanliness levels, and the quality of food and beverage services, wellness services, etc.

All employees are expected to fully understand and embrace the purpose and objectives of this Quality Policy.

The policy is reviewed annually to ensure its continued relevance and effectiveness.

HEALTH AND SAFETY 

 

VISION

Hoteli Živogošće d.d. is committed to developing and implementing efficient systems, standards, and practices to ensure a healthy, safe, and resilient work environment for all employees. This policy includes crisis management to address potential emergency situations effectively, ensuring the well-being of employees, guests, and stakeholders.

SCOPE

The main aim of this policy is to ensure a healthy, safe, and crisis-prepared work environment by minimizing risks for employees, guests, visitors, partners, and all other parties impacted by the company’s activities. This policy applies to all operations conducted by Hoteli Živogošće d.d. in its managed properties, Hotel TUI BLUE Adriatic Beach and TUI BLUE Makarska

OBLIGATIONS & COMMITMENTS

Hoteli Živogošće d.d. is dedicated to ensuring a healthy, safe, and crisis-ready workplace by adhering to the following key values and principles:

WORKPLACE SAFETY AND CRISIS MANAGEMENT

1. Risk Control:
   All factors that may result in injury, occupational disease, or crisis (such as natural disasters, health emergencies, or security incidents) are controlled to minimize health and safety risks to employees and guests.

   Legal Compliance:
   The company ensures full compliance with all relevant national and international laws, regulations, and standards related to health, safety, and crisis management across all operational properties.

   Health, Safety, and Crisis Management Program:
   The company implements an efficient management program focusing on:

   Risk Evaluation and Control: Regular identification, evaluation, and mitigation of risks that could lead to occupational injuries, diseases, or crises.

   Crisis Management Plan: A structured plan outlining the response to potential crises, including procedures for evacuation, medical assistance, and emergency communication.

   Employee Awareness and Training: Guarantee that all employees are familiar with both the Health and Safety Policy and the Crisis Management Plan. Annual training and drills are conducted to ensure preparedness for emergency situations.

   Incident Investigation: Thoroughly investigate all occupational injuries, diseases, and crisis events to determine the causes and implement measures to prevent recurrence.

   Emergency Preparedness and Crisis Team:
   A Crisis Management Team (CMT) is in place to coordinate the response during emergencies. The team is responsible for initiating action, communicating with stakeholders, and ensuring the safety of all parties involved.

   Regular Crisis Plan Review:
   The Crisis Management Plan is reviewed annually, or after any major incident, to ensure its effectiveness and alignment with the company’s health and safety objectives.

   Post-Crisis Evaluation:
   Following any emergency situation, a detailed review is conducted to assess the response, improve practices, and update the Crisis Management Plan as necessary.

   Communication:
   Clear communication protocols are maintained for both internal coordination and external reporting during a crisis to ensure timely and efficient response.

FULL LABOUR LAW COMPLIANCE

Hoteli Živogošće d.d. is fully committed to complying with all relevant labour laws and regulations:

All employee labour contracts must meet at least the lawful minimum wage and aim to reflect market rates while rewarding experience and excellence.

Legal breaks and vacation entitlements are respected without exception, and cannot be substituted for other forms of compensation.

Working hours are accurately recorded, with all overtime compensated appropriately.

Employees are free to join unions and participate in the workers' council.

All team members are encouraged to report any workplace concerns to management without fear of retaliation.

All other rights, freedoms, and corrective measures are included and further detailed in the Company’s Work Regulations manual.

EQUAL BUT DIFFERENT WORKPLACE

Creating a functional and inclusive workplace is a key priority. Hoteli Živogošće d.d. ensures opportunities for all team members while respecting individuality:

Non-Discrimination:
No discrimination based on gender, age, race, religion, sexual orientation, nationality, or any other factor is tolerated in the work environment.

Respectful Environment:
The company fosters a respectful work atmosphere that values diversity and promotes individuality among team members.

Cultural Diversity:
Team members are encouraged to share their cultural experiences, while all are expected to demonstrate respect for others' backgrounds and traditions.

This integrated Health, Safety, and Crisis Management Policy ensures that Hoteli Živogošće d.d. provides a safe, inclusive, and prepared environment for all employees, guests, and partners, with a strong focus on minimizing risks and being fully prepared for crisis situations.

This policy undergoes annual review to ensure its ongoing relevance and effectiveness.

CHILDREN & CHILDREN RIGHTS PROTECTION POLICY

VISION

Community is a part of every successful business story. Values and interests of community take important place in Hoteli Živogošće d.d. daily operations and business strategy. We are putting extra effort to all details that increase quality of life, not only for our guests, but for employees and members of local community as well. Special attention is being paid to children, one of most sensitive members of our community.

SCOPE

Main aim of this policy is to determine values, principles, beliefs and practical rules that will be taken to ensure that we are protecting all children and youth in our community.

VALUES AND PRINCIPLES

Only in safe and encouraging environment, children can develop and reach their full potential. Therefore, children welfare must be protected each and every day. Hoteli Živogošće d.d. are dedicated in protection following values:

Children and children rights protection is obligation of every adult person – inside and outside the work environment.

Any kind of misappropriation, abuse or violence toward child is strictly forbidden, as well as ignoring obvious signs or not reacting to such ongoing activities within workplace or local community.

Health, safety and children welfare are the highest of priorities.

Each child should always feel appreciated, respected and understood.

Listening to children opinion is important, as well as encouraging them to participate in making decisions.

All business partners are obliged to fulfil children protection standards trough their own actions and policies and always welcome to support our efforts in local community.

To ensure a framework for these values, we make sure all employees and partners:

Always keep in mind how our activities reflect children and never compromise on children welfare.

Treat children with respect and acknowledge them as individuals in every occasion.

Appreciate children's opinions and take them seriously.

Work and interact with children in a way that strengthens their capacities, skills and fulfils their potential.

Make partnerships with parents, institutions and experts that can help protect children rights.

RULES OF BEHAVIOUR AROUND CHILDREN

It is extremely important that all employees and partners are well aware of situations that might represent risk for children, how to act in those situations and how to prevent them from happening.

When working with and around children we should always follow basic rules:

Avoid being alone with a child.

Encourage children and allow them to speak freely regarding any problem or concern.

Make sure no harmful or inappropriate behaviour is ignored.

Empower children, teach them about their rights, what kind of behaviour is not appropriate and who they can talk to if something happens.

All people working with and around children must never:

Physically or s psychologically abuse or harm children.

Make unnecessary physical contact with children.

Sleep in the same bed with a child or invite to spend night in their accommodation.

Involve in any kind of sexual interaction or sexually suggestive conversation with child.

Develop any form of relationship that can be seen as taking advantage of a child.

Act in a way that can put children under risk of being abused.

Ignore unlawful, dangerous or violent behaviour towards children.

Discriminate, unfairly treat or favour specific child among others.

All people working with and around children should always think how their actions might be interpreted and sustain from:

Using inappropriate, offensive language forms, offer any kind of inappropriate advice.

Behave in a way that can be interpreted as sexually suggestive.

Intrude their personal space or help with things children can do on their own.

Act in a way that might humiliate or shame children.

ACTIVITIES IN EVERYDAY OPERATIONS

To ensure active and practical implementation of policy, Hoteli Živogošće d.d. are conducting the following activities on regular basis:

Familiarize all employees with Children and children rights policy by arranging yearly workshop and employee training. Human Resources department organizes a training that teaches all employees how to act if somebody is acting suspiciously around children, how to report such behaviour and to whom regardless of the fact it may happen outside workplace.

When signing contracts and making partnerships, all parties need to be aware of obligation to share the same values written in this policy.

Employment procedure always includes appropriate background check to make sure all employees are suitable to work with children.

Company should actively support local institutions and civil organisations that promote and safeguard children rights.

Company appoints and always informs about appointed Commissioner for Children rights protection.

REPORTING SUSPICIOUS BEHVAIOUR TOWARDS CHILDREN

All employees of Hoteli Živogošće d.d. are familiar with procedure of reporting suspicious behaviour towards children.

Suspicious behaviour in which there is a chance children’s right might be endangered should always be reported following the next steps:

Situations should be reported without a delay. If there is an emergency, situation needs to be reported to police immediately. Situations that are not urgent can be reported to appointed hotel commissioner.

When reporting try to describe situation and specific details, time, place and persons involved.

If hotel commissioner is not onsite, situation needs to be reported to Duty manager or hotel General manager.

Hotel commissioner will gather all information and take further steps and report situation to relevant institutions.

Appointed hotel Children rights commissioner:

Name: Ines Barać

Job role: Human Resources manager

e-mail address: ines.barac@tthotels-croatia.com

In case of emergency - do not wait! If you witness ongoing child abuse or direct threat to child's well-being it is necessary to report situation to police officers by calling 192 or 112 immediately.

REPORTING SUSPICIOUS BEHAVIOUR TO RELEVANT PUBLIC INSTITUTIONS

Hotel Children protection commissioner is obliged to react on each request/information in next 24 hours since request/information was delivered.

When reporting suspicious behaviour, hotel commissioner should follow the procedure:

Report suspicious behaviour towards children on Croatian Ministry of the Interior via “RED BUTTON” web page: Ministarstvo unutarnjih poslova Republike Hrvatske - Online prijava (gov.hr)

Follow web page instructions, choose option “Report abuse” or “Report internet content” regarding of the situation that needs to be reported.

Fill in mandatory fields, describe situation and specific details, describe time, place and people involved. Disclose the identity of participants if that information is available.

When reporting internet content, always write down the web page address or link.

Write name, last name, address, telephone number and email address.

If there is an issue and internet connection is not available, report situation by telephone or personally report in Police station Split-Dalmatia county.

Report on all actions taken to hotel General manager and Board member of Hoteli Živogošće d.d.

REPORTING SUSPICIOUS BEHAVIOUR TO RELEVANT PUBLIC INSTITUTIONS

All employees are free and encouraged to ask hotel commissioner for help even if suspicious behaviour happened outside of the workplace.

Every citizen and visitor in Croatia can report suspicious behaviour to following public institutions:

Police station Split - Dalmatia county:

Via RED BUTTON web site: www.redbutton.gov.hr

By phone call to number +385 21 307 284

Via e-mail to pp.makarska@mup.hr

Personally in Police station Makarska – address: Petra Krešimira IV 4, Makarska

All emergency situations can be reported to telephone number 112 ili 192

“Hrabri telefon” – 0800 0800 – 24 hour phone line for anonymous reports

Public’s Attorney Office Makarska:

Work hours: Monday – Friday from 9 AM to 2 PM

Address: Petra Krešimira IV 2, Makarska

Telephone: +385 21 695 551