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Diritto all’eguale trattamento
töötaja on töölepingu või teenuste osutamise lepingu alusel töötav isik ja avalik teenistuja avaliku teenistuse seaduse tähenduses. Töötajana käsitatakse ka tööle või teenistusse soovijat;
tööandja on füüsiline või juriidiline isik, kes võimaldab tööd töölepingu või teenuste osutamise lepingu alusel, samuti riigi- või kohaliku omavalitsuse asutus.
(1) Kohtusse või töövaidluskomisjoni pöörduv isik peab avalduses esitama faktilised asjaolud, mille alusel võib eeldada, et toimunud on diskrimineerimine.
Võrdse kohtlemise põhimõtte rakendamine ja edendamine
(2) Voliniku nimetab ametisse sotsiaalminister viieks aastaks.
(5) Volinikku abistavad tema töös nõunikud ja teised tema poolt ametisse määratud ametnikud. Voliniku ajutisel äraolekul asendab volinikku tema poolt määratud ametnik.
8) teeb koostööd teiste isikute ja asutustega soolise võrdõiguslikkuse ja võrdse kohtlemise edendamisel;
(1) Volinik annab arvamuse diskrimineerimise asetleidmise kohta avalduse esitanud isikule ja vajaduse korral isikule, kellel on õigustatud huvi jälgida võrdse kohtlemise nõuete täitmist.
(4) Arvamuse andmiseks on volinikul õigus saada teavet kõikidelt isikutelt, kes võivad omada diskrimineerimisjuhtumi asjaolude selgitamiseks vajalikku informatsiooni, ja nõuda kirjalikke seletusi väidetava diskrimineerimise asjaolude kohta, samuti dokumentide või nende koopiate esitamist tema määratud tähtaja jooksul.
(6) Volinik edastab avaldaja nõusolekul arvamuse diskrimineerimises kahtlustatavale isikule teadmiseks või soovituseks.
Diskrimineerimisvaidluste lahendamine
§ 27. Eesti Vabariigi töölepingu seaduse muutmine
Eesti Vabariigi töölepingu seaduses (RT 1992, 15/16, 241; RT I 2007, 44, 316) tehakse järgmised muudatused:
1) paragrahv 10 muudetakse ja sõnastatakse järgmiselt:
”§ 10. Töölesoovijate ja töötajate diskrimineerimise keeld
Töölesoovijaid ja töötajaid on keelatud diskrimineerida soo, rahvuse (etnilise kuuluvuse), rassi, nahavärvuse, usutunnistuse või veendumuste, vanuse, puude, seksuaalse sättumuse, keeleoskuse, kaitseväeteenistuse kohustuse, perekonnaseisu, perekondlike kohustuste täitmise, sotsiaalse seisundi, töötajate huvide esindamise või töötajate ühingusse kuulumise tõttu. Ükskõik missuguse nimetatud tunnuse tõttu diskrimineerimise korral kohaldatakse võrdse kohtlemise seadust või soolise võrdõiguslikkuse seadust.”;
2) paragrahv 101 muudetakse ja sõnastatakse järgmiselt:
”§ 101. Erandid diskrimineerimiskeelust
2) töötajale usuliste vajaduste rahuldamiseks sobiva töö- ja puhkeaja võimaldamist.”;
3) paragrahvid 102 ja 103 tunnistatakse kehtetuks;
”§ 491. Tööandja kohustus järgida võrdse kohtlemise põhimõtet
Tööandja peab tagama töölesoovija ja töötaja kaitse diskrimineerimise eest, samuti järgima võrdse kohtlemise põhimõtet vastavalt võrdse kohtlemise seadusele ja soolise võrdõiguslikkuse seadusele, arvestades käesolevas seaduses sätestatud erisusi.”;
5) paragrahvi 117 täiendatakse lõikega 4 järgmises sõnastuses:
”(4) Käesoleva paragrahvi 2. ja 3. lõikes sätestatud hüvituse ülempiir ei kehti, kui tööleping lõpetati käesoleva seaduse §-s 10 nimetatud diskrimineerimiskeeldu rikkudes.”;
6) paragrahv 1441 tunnistatakse kehtetuks.
§ 28. Palgaseaduse muutmine
Palgaseaduse (RT I 1994, 11, 154; 2007, 54, 362) § 8 lõige 31 muudetakse ja sõnastatakse järgmiselt:
”(31) Käesoleva paragrahvi lõikes 3 toodud keeld ei kehti, kui andmeid nõuab kohus, prokuratuur, kohtueelse uurimise asutus, Maksu- ja Tolliamet, Riigikontroll, Statistikaamet, Tööinspektsioon või soolise võrdõiguslikkuse ja võrdse kohtlemise volinik, samuti korruptsioonivastases seaduses ja teistes seadustes ettenähtud juhtudel.”
§ 29. Avaliku teenistuse seaduse muutmine
Avaliku teenistuse seaduses (RT I 1995, 16, 228; 2008, 8, 57) tehakse järgmised muudatused:
1) paragrahvi 2 lõiget 2 täiendatakse punktiga 12 järgmises sõnastuses:
”12) soolise võrdõiguslikkuse ja võrdse kohtlemise voliniku kantselei.”;
2) paragrahvi 12 lõiget 3 täiendatakse punktiga 9 järgmises sõnastuses:
”9) soolise võrdõiguslikkuse ja võrdse kohtlemise volinikule.”;
3) paragrahvi 21 lõike 2 punkt 8 muudetakse ja sõnastatakse järgmiselt:
”8) soolise võrdõiguslikkuse ja võrdse kohtlemise volinik – võrdse kohtlemise seaduse § 15 lõikes 2 ettenähtud tähtajaks.”;
4) paragrahvi 22 lõike 3 punkt 5 muudetakse ja sõnastatakse järgmiselt:
”5) soolise võrdõiguslikkuse ja võrdse kohtlemise volinikule.”;
5) seadust täiendatakse 3. peatükis §-ga 361 järgmises sõnastuses:
”§ 361. Õigus võrdsele kohtlemisele
(1) Riigi- ja kohaliku omavalitsuse ametiasutused peavad tagama isikute kaitse diskrimineerimise eest ning järgima võrdse kohtlemise põhimõtet vastavalt võrdse kohtlemise seadusele ja soolise võrdõiguslikkuse seadusele.
(2) Keelatud on teenistuja või teenistusse soovija diskrimineerimine soo, rahvuse (etnilise kuuluvuse), rassi, nahavärvuse, usutunnistuse või veendumuste, vanuse, puude, seksuaalse sättumuse, keeleoskuse, kaitseväeteenistuse kohustuse, perekonnaseisu, perekondlike kohustuste täitmise, sotsiaalse seisundi, teenistujate huvide esindamise või teenistujate ühingusse kuulumise tõttu. Ükskõik missuguse nimetatud tunnuse tõttu diskrimineerimise korral kohaldatakse võrdse kohtlemise seadust või soolise võrdõiguslikkuse seadust.
(3) Diskrimineerimiseks ei peeta erinevat kohtlemist keeleoskuse alusel, kui selline erinev kohtlemine on lubatud käesoleva seadusega või keeleseadusega.”;
6) paragrahvi 135 täiendatakse lõikega 3 järgmises sõnastuses:
”(3) Käesoleva paragrahvi 2. lõikes sätestatud hüvituse ülempiir ei kehti, kui ametnik vabastati teenistusest käesoleva seaduse § 361 2. lõikes nimetatud diskrimineerimiskeeldu rikkudes.”
§ 30. Vabariigi Valitsuse seaduse muutmine
Vabariigi Valitsuse seaduse (RT I 1995, 94, 1628; 2007, 66, 408) § 67 lõige 1 muudetakse ja sõnastatakse järgmiselt:
”(1) Sotsiaalministeeriumi valitsemisalas on riigi sotsiaalprobleemide lahendamiskavade koostamine ja elluviimine, rahva tervise kaitse ja arstiabi, tööhõive, tööturu ja töökeskkonna, sotsiaalse turvalisuse, sotsiaalkindlustuse ja
-hoolekande korraldamine, võrdse kohtlemise ning naiste ja meeste võrdõiguslikkuse edendamine ja sellealase tegevuse koordineerimine ning vastavate õigusaktide eelnõude koostamine.”
§ 31. Individuaalse töövaidluse lahendamise seaduse muutmine
Individuaalse töövaidluse lahendamise seaduses (RT I 1996, 3, 57; 2006, 58, 439) tehakse järgmised muudatused:
1) paragrahvi 14 täiendatakse lõikega 21 järgmises sõnastuses:
”(21) Diskrimineerimisvaidluse lahendamisel võib esindajaks olla ka isik, kellel on õigustatud huvi jälgida võrdse kohtlemise nõuete täitmist.”;
2) paragrahvi 20 täiendatakse lõikega 31 järgmises sõnastuses:
”(31) Diskrimineerimisvaidluste puhul rakendatakse võrdse kohtlemise seaduses või soolise võrdõiguslikkuse seaduses ettenähtud jagatud tõendamiskohustust.”;
3) paragrahvi 30 täiendatakse lõikega 4 järgmises sõnastuses:
”(4) Käesoleva paragrahvi 2. lõikes sätestatud hüvituse ülempiir ei kehti, kui tööleping lõpetati võrdse kohtlemise seaduses või soolise võrdõiguslikkuse seaduses nimetatud diskrimineerimiskeeldu rikkudes.”
§ 32. Riigiteenistujate ametinimetuste ja palgaastmestiku seaduse muutmine
Riigiteenistujate ametinimetuste ja palgaastmestiku seaduses (RT I 1996, 15, 265; 2008, 8, 57) asendatakse sõnad ”soolise võrdõiguslikkuse volinik” läbivalt sõnadega ”soolise võrdõiguslikkuse ja võrdse kohtlemise volinik” vastavas käändes.
§ 33. Soolise võrdõiguslikkuse seaduse muutmine
Soolise võrdõiguslikkuse seaduses (RT I 2004, 27, 181) tehakse järgmised muudatused:
1) paragrahvi 1 pealkiri muudetakse ja sõnastatakse järgmiselt:
”§ 1. Seaduse eesmärk ja reguleerimisala”;
2) paragrahvi 2 pealkiri muudetakse ja sõnastatakse järgmiselt:
”§ 2. Seaduse kohaldamisala”;
3) paragrahvi 3 lõige 2 muudetakse ja sõnastatakse järgmiselt:
”(2) Käesoleva seaduse tähenduses:
1) töötaja on töölepingu või teenuste osutamise lepingu alusel töötav isik ja avalik teenistuja avaliku teenistuse seaduse tähenduses. Töötajana käsitatakse ka tööle või teenistusse soovijat;
2) tööandja on füüsiline või juriidiline isik, kes võimaldab tööd töölepingu või teenuste osutamise lepingu alusel, samuti riigi- või kohaliku omavalitsuse asutus.”;
4) paragrahv 4 muudetakse ja sõnastatakse järgmiselt:
”§ 4. Jagatud tõendamiskohustus
(1) Kohtu või töövaidluskomisjoni poole pöörduv isik peab avalduses esitama faktilised asjaolud, mille alusel võib eeldada, et toimunud on diskrimineerimine käesoleva seaduse §-s 6 või 8 nimetatud alusel.
(3) Jagatud tõendamiskohustust ei kohaldata halduskohtu- ja kriminaalmenetluses.”;
5) paragrahvi 12 tekst muudetakse ja sõnastatakse järgmiselt:
”Diskrimineerimisvaidlusi lahendab kohus või töövaidluskomisjon. Lepitusmenetluse korras lahendab diskrimineerimisvaidlusi õiguskantsler.”;
6) paragrahvi 13 lõige 3 muudetakse ja sõnastatakse järgmiselt:
”(3) Hüvitise suurust kindlaks määrates arvestab kohus või töövaidluskomisjon muu hulgas diskrimineerimise ulatust, kestust ja laadi.”;
7) paragrahvi 13 täiendatakse lõikega 4 järgmises sõnastuses:
”(4) Tööle ja teenistusse soovijad, kellega tööandja ei sõlminud töölepingut või teenuste osutamise lepingut või keda ei nimetatud või valitud ametisse soo tõttu, ei või nõuda töölepingu või teenuste osutamise lepingu sõlmimist või ametisse nimetamist või valimist.”;
8) 5. peatüki pealkiri muudetakse ja sõnastatakse järgmiselt:
”5. peatükk
SOOLISE VÕRDÕIGUSLIKKUSE JA VÕRDSE KOHTLEMISE VOLINIK”;
9) paragrahv 15 muudetakse ja sõnastatakse järgmiselt:
”§ 15. Soolise võrdõiguslikkuse ja võrdse kohtlemise volinik
(2) Voliniku ametisse nimetamine, tema volituste lõppemine ja tema tegevuse piirangud ning voliniku pädevus on sätestatud võrdse kohtlemise seaduses.”;
10) paragrahvid 16–21 tunnistatakse kehtetuks.
1 Nõukogu direktiiv 2000/43/EÜ, millega rakendatakse võrdse kohtlemise põhimõte sõltumata isikute rassilisest või etnilisest päritolust (EÜT L 180, 19.07.2000, lk 22–26); nõukogu direktiiv 2000/78/EÜ, millega kehtestatakse üldine raamistik võrdseks kohtlemiseks töö saamisel ja kutsealale pääsemisel (EÜT L 303, 02.12.2000, lk 16–22).
(into force on 1 January 2009)
(1) The purpose of this Act is to ensure the protection of persons against discrimination on the grounds of nationality (ethnic origin), race, colour, religion or other beliefs, age, disability or sexual orientation.
(2) In order to fulfil the objective specified in subsection (1) of this section, the following shall be provided by law:
1) the principles of equal treatment;
2) duties upon implementation and promotion of the principle of equal treatment;
3) resolution of discrimination disputes.
(1) Discrimination of persons on the grounds of nationality (ethnic origin), race or colour is prohibited in relation to:
1) conditions for access to employment, to self-employment or to occupation, including selection criteria and recruitment conditions, whatever the branch of activity and at all levels of the professional hierarchy, including promotion;
2) entry into employment contracts or contracts for the provision of services, appointment or election to office, establishment of working conditions, giving instructions, remuneration, termination of employment contracts or contracts for the provision of services, release from office;
3) access to all types and to all levels of vocational guidance, vocational training, advanced vocational training and retraining, including practical work experience;
4) membership of, and involvement in, an organisation of employees or employers, or any organisation whose members carry on a particular profession, including the benefits provided for by such organisations;
5) social protection, including social security and healthcare, and social advantages;
6) education;
7) access to and supply of goods and services which are available to the public, including housing.
(2) Discrimination of persons on the grounds of religion or other beliefs, age, disability or sexual orientation is prohibited in relation to:
4) membership of, and involvement in, an organisation of employees or employers, or any organisation whose members carry on a particular profession, including the benefits provided for by such organisations.
(3) This Act does not preclude the requirements of equal treatment in labour relations on the basis of attributes not specified in subsection 1 (1) of this Act, in particular due to family-related duties, social status, representation the interests of employees or membership in an organisation of employees, level of language proficiency or duty to serve in defence forces.
(4) The Administrative Procedure Act applies to administrative proceedings prescribed in this Act, taking account of the specifications provided for in this Act.
§ 3. Principle of equal treatment and discrimination
(1) The principle of equal treatment means that discrimination on the basis of attributes specified in subsection 1 (1) of this Act does not occur.
(2) Direct discrimination shall be taken to occur where, on the basis of an attribute specified in subsection 1 (1) of this Act, one person is treated less favourably than another is, has been or would be treated in a comparable situation.
(3) Harassment is deemed to be a form of direct discrimination when unwanted conduct related to any of the attributes specified in subsection 1 (1) of this Act takes place with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment.
(4) Indirect discrimination shall be taken to occur where an apparently neutral provision, criterion or practice would put persons, on the basis of an attribute specified in subsection 1 (1) of this Act, at a particular disadvantage compared with other persons unless that provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.
(5) An instruction to discriminate against persons on the basis of any attribute specified in subsection 1 (1) of this Act is deemed to be discrimination.
(6) Discrimination shall also be taken to occur where one person is treated less favourably than others or negative consequences follow because he or she has submitted a complaint regarding discrimination or has supported a person who has submitted such complaint.
§ 4. Employee and employer
“employee” means a person employed under an employment contract or a contract for the provision of services or a public servant within the meaning of the Public Service Act. Persons applying for employment or service are also deemed to be employees;
“employer” means a natural or legal person who provides employment on the basis of an employment contract or a contract for the provision of services, or a state agency or a local government agency.
§ 5. Disability
For the purposes of this Act, disability is the loss of or an abnormality in an anatomical, physiological or mental structure or function of a person which has a significant and long-term unfavourable effect on the performance of everyday activities.
Principles of Equal Treatment
§ 6. Positive action
This Act does not prejudice the maintaining or adopting of specific measures to prevent or compensate for disadvantages linked to any of the attributes specified in subsection 1 (1) of this Act. Such action shall be in proportion to the objective being sought.
§ 7. Duty to provide explanation
Within fifteen days as of receipt of a written application, the person suspected of discrimination is required to provide a written explanation concerning his or her activities to the person who believes that he or she has been discriminated against on the basis of an attribute specified in subsection 1 (1) of this Act.
§ 8. Shared burden of proof
(1) An application of a person addressing a court or a labour dispute committee shall set out the facts on the basis of which it can be presumed that discrimination has occurred.
(2) In the course of proceedings, it shall be for the respondent to prove that there has been no breach of the principle of equal treatment. If the person refuses to provide proof, such refusal shall be deemed to be equal to acknowledgement of discrimination by the person.
(3) The shared burden of proof does not apply in administrative or criminal proceedings.
§ 9. Exceptions to prohibition on discrimination
(1) This Act does not prejudice the maintaining or adopting of specific measures which are in accordance with law and are necessary to ensure public order and security, prevent criminal offences, and protect health and the rights and freedoms of others. Such action shall be in proportion to the objective being sought.
(2) Differences of treatment on grounds of age shall not constitute discrimination, if, within the context of law, they are objectively and reasonably justified by a legitimate aim, including legitimate employment policy, labour market, vocational training and social insurance objectives, and if the means of achieving that aim are appropriate and necessary.
(3) The following is not deemed to be discrimination in labour relations:
1) grant of preferences on grounds of representing the interests of employees or membership in an association representing the interests of employees if this is objectively and reasonably justified by a legitimate aim, and if the means of achieving that aim are appropriate and necessary;
2) grant of preferences on grounds of pregnancy, confinement, giving care to minors or adult children incapacitated for work and parents who are incapacitated for work.
§ 10. Occupational requirements
(1) A difference of treatment which is based on an attribute related to any of the grounds specified in subsection 1 (1) of this Act shall not constitute discrimination where, by reason of the nature of the particular occupational activities concerned or of the context in which they are carried out, such an attribute constitutes a genuine and determining occupational requirement, provided that the objective is legitimate and the requirement is proportionate.
(2) In the case of occupational activities within religious associations and other public or private organisations the ethos of which is based on religion or belief, a difference of treatment based on a person's religion or belief shall not constitute discrimination where, by reason of the nature of these activities or of the context in which they are carried out, a person's religion or belief constitute a genuine, legitimate and justified occupational requirement, having regard to the organisation's ethos.
(3) This Act shall thus not prejudice the right of religious associations and other public or private organisations, the ethos of which is based on religion or belief, to require individuals working for them to act in good faith and with loyalty to the organisation's ethos.
§ 11. Taking of measures regarding disabled persons
(1) Grant of preferences to disabled persons, including measures aimed at creating facilities for safeguarding or promoting their integration into the working environment, shall not constitute discrimination.
(2) Employers shall take appropriate measures, where needed in a particular case, to enable a person with a disability to have access to, participate in, or advance in employment, or to undergo training, unless such measures would impose a disproportionate burden on the employer.
(3) Upon determining whether the burden on the employer is disproportionate as specified in subsection (2) of this Act, the financial and other costs of the employer, the size of the agency or enterprise and the possibilities to obtain public funding and funding from other sources shall also be taken into account.
Implementation and Promotion of Principle of Equal Treatment
§ 12. Employer as person implementing and promoting principle of equal treatment
Upon promotion of the principle of equal treatment, an employer shall:
1) take the appropriate measures to protect employees against discrimination;
2) inform employees of the rights and obligations provided for in this Act in an appropriate manner.
§ 13. Implementation and promotion of principle of equal treatment in field of education and training
Educational and research institutions and other agencies and persons organising training shall, upon determination of the content of instruction and organisation of instruction, take account of the need to promote the principle of equal treatment.
§ 14. Obligations of ministries upon implementation and promotion of principle of equal treatment
Each ministry shall, within their area of government, monitor compliance with the requirements of this Act and shall cooperate with other persons and agencies upon promotion of the principle of equal treatment.
Commissioner for Gender Equality and Equal Treatment
§ 15. Commissioner for Gender Equality and Equal Treatment
(1) The Commissioner for Gender Equality and Equal Treatment (hereinafter Commissioner) is an independent and impartial expert who acts independently, monitors compliance with the requirements of this Act and the Gender Equality Act and performs other functions imposed by law.
(2) The Commissioner shall be appointed to office by the Minister of Social Affairs for five years.
(3) The activities of the Commissioner shall be financed from the state budget.
(4) The Commissioner shall be serviced by the Office. The structure of the Office shall be approved by the Commissioner.
(5) Advisers and other officials appointed by the Commissioner shall assist the Commissioner with his or her work. Upon the temporary absence of the Commissioner, an official appointed by him or her shall substitute for the Commissioner.
(6) The organisation of the activities of the Commissioner and his or her Office shall be provided for in the statutes established by the Government of the Republic.
§ 16. Competence of Commissioner
1) monitor compliance with the requirements of this Act and the Gender Equality Act;
2) advise and assist persons upon submission of complaints regarding discrimination;
3) provide opinions concerning possible cases of discrimination on the basis of the applications submitted by persons or on his or her own initiative on the basis of the obtained information;
4) analyse the effect of Acts on persons divided on the basis of the attributes specified in subsection 1 (1) of this Act and on the situation of men and women in society;
5) make proposals to the Government of the Republic, government agencies, local governments and their agencies for amendments to legislation;
6) advise and inform the Government of the Republic, government agencies and local government agencies on issues relating to the implementation of this Act and the Gender Equality Act;
7) publish reports on implementation of the principle of gender equality and equal treatment;
8) cooperate with other persons and agencies to promote equal treatment and gender equality;
9) take measures to promote equal treatment and gender equality.
§ 17. Opinion of Commissioner
(1) The Commissioner shall provide opinions to persons who have submitted applications concerning possible cases of discrimination and, if necessary, persons who have a legitimate interest in monitoring compliance with the requirements for equal treatment.
(2) The purpose of an opinion specified in subsection (1) of this section is to provide an assessment which, in conjunction with this Act, the Gender Equality Act, international agreements binding on the Republic of Estonia and other legislation, allows for an assessment of whether the principle of equal treatment has been violated in a particular legal relationship.
(3) An applicant for an opinion shall submit to the Commissioner an application which sets out the circumstances which indicate that discrimination has occurred.
(4) In order to provide an opinion, a Commissioner has the right to obtain information from all persons who may possess information which is necessary to ascertain the facts relating to a case of discrimination, and demand written explanations concerning facts relating to alleged discrimination, and submission of documents or copies thereof within the term designated by the Commissioner.
(5) An opinion shall be provided within two months after submission of an application specified in subsection (3) of this section.
(6) With the consent of the applicant, the Commissioner shall communicate the opinion to the person suspected of discrimination for knowledge or recommendation.
§ 18. Refusal of Commissioner to provide opinion
The Commissioner may refuse to provide an opinion, return a written application submitted by a person or refuse to formalise an oral application if:
1) provision of an opinion is impossible due to lack of facts indicating discrimination;
2) the Commissioner has previously provided an opinion on the same bases and regarding the same object;
3) on the same bases and regarding the same object, judicial proceedings have been commenced, a court judgment has entered into force, proceedings have been initiated at a labour dispute committee, a decision of a labour dispute committee has entered into force, a petition has been filed with the Chancellor of Justice, or a conciliation procedure of the Chancellor of Justice for the resolution of a discrimination dispute or an agreement approved by the Chancellor of Justice in conciliation proceedings is in process.
§ 19. Disclosure of results of investigation relating to application
Without the consent of the applicant, the Commissioner may disclose to the public only the content of an application concerning which proceedings are conducted.
§ 20. Termination of authority of Commissioner
The authority of the Commissioner is deemed to be terminated and he or she shall be released from office:
1) as of the date of expiry of the term specified in subsection 15 (2) of this Act;
2) as of the date of acceptance of his or her letter of resignation;
3) as of the date of entry into force of a judgment of conviction for an intentionally committed criminal offence;
4) as of the date of entry into force of a judgment of conviction which prescribes imprisonment for a criminal offence committed due to negligence;
5) upon his or her death.
§ 21. Extended inability of Commissioner to perform functions
(1) If the Commissioner is unable to perform his or her functions for six consecutive months due to illness or for any other reason, the Commissioner may be released from office.
(2) The Commissioner shall be released from the office pursuant to subsection (1) of this section as of the date specified in the directive of release.
§ 22. Restrictions on activities of Commissioner
(1) During his or her term of office, the Commissioner shall not:
1) hold any other state or local government office or an office of a legal person in public law;
2) belong to the management board, supervisory board or supervisory body of a company;
3) engage in enterprise, except the making of personal investments and receipt of interest and dividends therefrom, as well as the receipt of income from the disposal of his or her property.
(2) The Commissioner is permitted to engage in research and teaching unless this hinders the performance of his or her functions.
Resolution of Discrimination Disputes
§ 23. Resolution of discrimination disputes
Discrimination disputes shall be resolved by a court or a labour dispute committee. Discrimination disputes shall be resolved by the Legal Chancellor by way of conciliation proceedings.
§ 24. Compensation for damage
(1) If the rights of a person are violated due to discrimination, he or she may, on the bases and pursuant to the procedure provided by law, demand that the person who violates the rights terminate the discrimination and demand compensation for the damage caused to him or her by the violation.
(2) A person whose rights are violated due to discrimination may demand that, in addition to the provisions of subsection (1) of this section, a reasonable amount of money be paid to the person as compensation for non-proprietary damage caused by the violation.
(3) Upon determination of the amount of compensation, a court shall take into account, inter alia, the scope, duration and nature of the discrimination.
(4) Persons applying for employment or service with whom the employer refused to enter into an employment contract or a contract for the provision of services or who were not appointed or elected to office on the basis of an attribute specified in subsection 1 (1) of this Act shall not demand entry into the employment contract or contract for the provision of services or appointment or election to office.
§ 25. Expiry of claim for compensation for damage
A claim provided for in § 24 of this Act expires within one year as of the date when the injured party becomes aware or should have become aware of the damage caused.
§ 26. Transitional provision
Upon entry into force of this Act, a person employed in the position of the Gender Equality Commissioner has the right to continue employment as the Commissioner for Gender Equality and Equal Treatment until expiry of the term of authority.
§ 27. Amendment of Republic of Estonia Employment Contracts Act
The Republic of Estonia Employment Contracts Act (RT 1992, 15/16, 241; RT I 2007, 44, 316) is amended as follows:
1) section 10 is amended and worded as follows:
”§ 10. Prohibition on discrimination against persons applying for employment and employees
It is prohibited to discriminate against a person applying for employment or an employee on grounds of sex, nationality (ethnic origin), race, colour, religion or other beliefs, age, disability, sexual orientation, level of language proficiency, duty to serve in defence forces, marital or family status, family-related duties, social status, representation the interests of employees or membership in an organisation of employees. Upon discrimination on the basis of any specified attribute, the Equal Treatment Act or the Gender Equality Act applies.”;
2) section 101 is amended and worded as follows:
”§ 101. Exceptions to prohibition on discrimination
Within the meaning of this Act, the following is not deemed to be discrimination:
1) grant of preferences on grounds of pregnancy, confinement, giving care to minors or adult children incapacitated for work and parents who are incapacitated for work;
2) grant of preferences on grounds of membership in association representing the interests of employees or representing the interests of employees;
2) allowing a suitable working and rest time regime which satisfies the religious requirements of an employee. ”;
3) sections 102 and 103 are repealed;
4) section 491 is added to the Act worded as follows:
”§ 491. Obligation of employer to comply with principle of equal treatment
An employer shall ensure the protection of persons applying for employment and employees against discrimination and comply with the principle of equal treatment pursuant to the Equal Treatment Act and the Gender Equality Act, taking account of the specifications provided for in this Act.”;
5) section 117 is amended by adding subsection (4) worded as follows:
”(4) The upper limit of the compensation provided for in subsections (2) and (3) of this section does not apply if the employment contract is terminated by violation of the prohibition on discrimination specified in § 10 of this Act.”;
6) section 1441 is repealed.
§ 28. Amendment of Wages Act
Subsection 8 (31) of the Wages Act (RT I 1994, 11, 154; 2007, 54, 362) is amended and worded as follows:
”(31) The prohibition set out in subsection (3) of this section does not apply if the information is requested by a court, the Prosecutor's Office, a pre-trial investigation authority, the Tax and Customs Board, the Statistical Office, the Labour Inspectorate or the Commissioner for Gender Equality and Equal Treatment, and also in the cases prescribed in the Anti-corruption Act and other Acts.”
§ 29. Amendment of Public Service Act
The Public Service Act (RT I 1995, 16, 228; 2008, 8, 57) is amended as follows:
1) clause 12) is added to subsection 2 (2) worded as follows:
”12) Office of the Commissioner for Gender Equality and Equal Treatment.”;
2) clause 9) is added to subsection 3 (3) worded as follows:
”9) the Commissioner for Gender Equality and Equal Treatment.”;
3) clause 21 (2) 8) is amended and worded as follows:
”8) the Commissioner for Gender Equality and Equal Treatment, for the term prescribed in subsection 15 (2) of the Gender Equality Act.”;
4) clause 22 (3) 5) is amended and worded as follows:
”5) to the Commissioner for Gender Equality and Equal Treatment.”;
5) the Act is amended by adding § 361 to Chapter 3 worded as follows:
”§ 361. Right to equal treatment
(1) State and local government agencies shall ensure the protection of persons against discrimination and comply with the principle of equal treatment pursuant to the Equal Treatment Act and the Gender Equality Act.
(2) It is prohibited to discriminate against a public servant or a person applying for public service on grounds of sex, nationality (ethnic origin), race, colour, religion or other beliefs, age, disability, sexual orientation, level of language proficiency, duty to serve in defence forces, marital or family status, family-related duties, social status, representation the interests of public servants or membership in an organisation of public servants. Upon discrimination on the basis of any specified attribute, the Equal Treatment Act or the Gender Equality Act applies.
(3) A difference of treatment which is based on the level of language proficiency is not deemed to be discrimination if such difference of treatment is permitted by this Act or the Language Act.”;
6) section 135 is amended by adding subsection (3) worded as follows:
”(3) The upper limit of the compensation provided for in subsection (2) of this section does not apply if the official is released from service by violation of the prohibition on discrimination specified in subsection 361 (2) of this Act.”
§ 30. Amendment of Government of Republic Act
Subsection 67 (1) of the Government of the Republic Act (RT I 1995, 94, 1628; 2007, 66, 408) is amended and worded as follows:
”(1) The area of government of the Ministry of Social Affairs shall include the drafting and implementation of plans to resolve state social issues, the management of public health protection and medical care, employment, the labour market and working environment, social security, social insurance and social welfare, promotion of the equality of men and women and co-ordination of activities in this field, and the preparation of corresponding draft legislation.”
§ 31. Amendment of Individual Labour Dispute Resolution Act
The Individual Labour Dispute Resolution Act (RT I 1996, 3, 57; 2006, 58, 439) is amended as follows:
1) section 14 is amended by adding subsection (21) worded as follows:
”(21) Upon resolution of discrimination disputes, a person who has legitimate interest to check compliance with the requirements for equal treatment may also act as a representative. ”;
2) section 20 is amended by adding subsection (31) worded as follows:
”(31) In the case of discrimination disputes, the shared burden of proof prescribed in the Equal Treatment Act or in the Gender Equality Act applies.”;
3) section 30 is amended by adding subsection (4) worded as follows:
”(4) The upper limit of the compensation provided for in subsection (2) of this section does not apply if the employment contract is terminated by violation of the prohibition on discrimination specified in the Equal Treatment Act or the Gender Equality Act.”
§ 32. Amendment to State Public Servants Official Titles and Salary Scale Act
In the State Public Servants Official Titles and Salary Scale Act (RT I 1996, 15, 265; 2008, 8, 57), the words “the Gender Equality Commissioner” are substituted by the words "the Commissioner for Gender Equality and Equal Treatment" in the appropriate case form.
§ 33. Amendment of Gender Equality Act
The Gender Equality Act (RT I 2004, 27, 181) is amended as follows:
1) the title of § 1 is amended and worded as follows:
”§ 1. Purpose and scope of application of Act”;
2) the title of § 2 is amended and worded as follows:
”§ 2. Scope of application of Act”;
3) subsection 3 (2) is amended and worded as follows:
”(2) For the purposes of this Act:
1) “employee” means a person employed under an employment contract or a contract for the provision of services or a public servant within the meaning of the Public Service Act. Persons applying for employment or service are also deemed to be employees;
2) “employer” means a natural or legal person who provides employment on the basis of an employment contract or a contract for the provision of services, or a state agency or a local government agency. ”;
4) section 4 is amended and worded as follows:
”§ 4. Shared burden of proof
(1) An application of a person addressing a court or a labour dispute committee shall set out the facts on the basis of which it can be presumed that discrimination on the bases specified in §§ 6 or 8 of this Act has occurred.
(3) The shared burden of proof does not apply in administrative or criminal proceedings.”;
5) the text of § 12 is amended and worded as follows:
Discrimination disputes shall be resolved by a court or a labour dispute committee. Discrimination disputes shall be resolved by the Legal Chancellor by way of conciliation proceedings.”;
6) subsection 13 (3) is amended and worded as follows:
”(3) Upon determination of the amount of compensation, a court or a labour dispute committee shall take into account, inter alia, the scope, duration and nature of the discrimination.”;
7) section 13 is amended by adding subsection (4) worded as follows:
”(4) Persons applying for employment or service with whom the employer refused to enter into an employment contract or a contract for the provision of services or who were not appointed or elected to office on grounds of sex shall not demand entry into the employment contract or contract for the provision of services or appointment or election to office.”;
8) the title of Chapter 5 is amended and worded as follows:
” Chapter 5
Commissioner for Gender Equality and Equal Treatment”;
9) section 15 is amended and worded as follows:
”§ 15. Commissioner for Gender Equality and Equal Treatment
(1) The Commissioner for Gender Equality and Equal Treatment (hereinafter Commissioner) is an independent and impartial expert who acts independently, monitors compliance with the requirements of this Act and the Equal Treatment Act and performs other functions imposed by law.
(2) Appointment of the Commissioner, termination of his or her authority, restrictions on his or her activity and the competence of the Commissioner are provided for in the Equal Treatment Act.”;
10) sections 16-21 are repealed.
§ 34. Entry into force of Act
This Act enters into force on 1 January 2009.
1 Council Directive 2000/43/EC implementing the principle of equal treatment between persons of racial or ethnic origin (OJ L 180, 19.07.2000, p. 22–26); Council Directive 2000/78/EC establishing a general framework for equal treatment in employment and occupation (OJ L 303, 02.12.2000, p. 16–22).
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