MAINSYSTEMS 
find the recipient competent for the case
1. Regulatory Concept & Core Standards
Today we will learn to find the recipient competent for the case. Throughout the video, consider the difference between knowing a rule and applying it to a decision. We will work through an example, identify a possible failure and develop a response that can be used at work. The Estonian external recipient depends on the field of breach. Advice, receipt and investigation may be different roles. TÕRTKS permits direct external reporting. Exercises do not submit real reports or identify one universal authority for every subject.
Section 4(4) does not require prior internal reporting, but competence and protection conditions still need assessment. Public disclosure under section 12 is separate. External hosting does not turn an employer procedure into public supervision.
Apply the following rule: Section 4(4) permits direct external reporting. Under section 6, competence follows the relevant statutory supervisory or offence-procedure powers. No authority handles every subject. Public disclosure requires the separate section 12 conditions. Using a technology provider does not turn an employer channel into an official external channel.
2. Practical Implementation & Procedure
Describe field and event. Verify official powers and guidance. Where necessary request routing advice securely with limited information. Retain the checked address and date. Before moving on, turn this procedure into a sequence you could explain to a colleague. Identify the first check, the action that depends on its outcome and the record that allows the decision to be reconstructed. Follow the sequence on screen and identify the point where an error would change the result.
3. Case Study & Compliance Action
A person fearing internal pressure seeks the competent external channel. Employer permission is not an automatic prerequisite, but the statutory route must fit. Now read the case carefully. Separate established facts from information you would still need to confirm. Do not add motives or events that have not been described. This distinction matters when choosing a response proportionate to the information available.
The exercise is as follows: May an employer require internal reporting first in every case? Choose an answer and write one sentence explaining it. During the pause, compare your choice with the criteria we have just considered. Also think about the material you would retain to explain the decision later.
Not as a general prerequisite under TÕRTKS. Direct external reporting is allowed. Other conditions and recipient competence still matter.
One mistake to avoid is: adding prerequisites absent from the law.
Now apply the national rule to a second decision. An advice page is listed as the only recipient for every report. What needs verification?
Check the recipient’s powers over the particular breach and official reporting method. Advice, intake and investigation may differ. Section 4(4) permits external reporting without prior internal reporting. Public-disclosure conditions remain separate.