Receipt and acknowledgement

1. Regulatory Concept & Core Standards

In this video we will work through a concrete decision: record the first case event correctly. The aim is to explain the criterion used and apply it to a workplace situation. We will start with the concept, move to the procedure and finish with a case to solve. Every case needs a clear sequence of events and owners. Receipt, assessment and the final decision are distinct actions. Combine deadlines with confidentiality, competence and documented reasons.

Receipt enables deadline calculation and reconstruction. Acknowledgement confirms receipt, not prosecutor recognition or the allegation’s truth.

Apply the following rule: Internal receipt is acknowledged within two working days of receipt. Progress or refusal to examine is communicated within ten working days of acknowledgement. After examination, the outcome is communicated within two working days under paragraph 29. The Prosecutor’s Office also acknowledges within two working days, subject to Article 6 exceptions, decides status within ten working days of receipt and communicates that decision within two working days. Its progress and final-response deadlines are set out in Article 6(6).

2. Practical Implementation & Procedure

Record actual receipt, owner and a safe reply route. Acknowledge within two working days. Check automatic email content for disclosure. 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.

At each step, compare the information available with what is still needed for the decision. Arrange continuity when the designated worker is absent. A substitute receives only the information needed for the task, and their actions must remain verifiable.

Mark an unanswered question as a fact to verify. Identify who could confirm it and what access they actually need. A correct exercise choice alone does not show that the reasoning is understood. If the answer depends on an additional fact, state that condition explicitly.

For the workplace task, name the person who can approve the change and the person who will check that it works. Produce a concrete verifiable action, rather than only a promise to follow rules. Check effects on access rights and user information. Record questions that your organisation still needs to resolve.

3. Case Study & Compliance Action

A report arrives Friday and is read Monday. Preserve Friday receipt and apply working-day rules. 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: Can acknowledgement promise a proven breach? 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.

No. Confirm receipt and explain the next step without unfounded expectations about findings or status.

One mistake to avoid is: equating acknowledgement with guilt.

Now apply the national rule to a second decision. The platform waits seven days to acknowledge and three months to respond. Is that suitable for Lithuania?

No. Acknowledge internal receipt within two working days of receipt and communicate progress or refusal to examine within ten working days of acknowledgement. Record examination completion separately and apply the two-working-day final-response deadline. The Prosecutor’s Office’s status-decision period starts at receipt. Do not replace working days with calendar days or move the starting event to the administrator’s first login.