natgillin/translations-raw huggingface dataset:
(iv) veﾖejnoprèvnó trestnó ﾖózenó stó™nosti k subjektu pro ochranu rovnïho zachèzenó jinï prostﾖedky, jako napﾖóklad móstnó samoprèva, parlamentnó þetﾖenó atd.
Harassment is deemed to be discrimination when an unwanted conduct related to racial or ethnic origin takes place with the purpose of violating the dignity of a person on grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation and creating an intimidating, hostile, degrading, humiliating and offensive environment is prohibited by the new rules.
™aloba ve veﾖejnïm zèjmu
† Allows for positive action measures to be taken, in order to ensure full equality in practice.
Urｲete prostﾖedky, kterï existujó na móstnó nebo celostètnó ÿrovni a kterï jsou vhodnï k hèjenó obｸtó diskriminace na zèkladｸ rasovïho nebo etnickïho pヮvodu podle smｸrnice 2000/43/ES.
Specific measures might be called for to compensate for disadvantages arising from a person's racial or ethnic origin, age or other characteristics which might lead to them being treated unfairly.
s cól stó™nosti › je to spravedlnost pro jednotlivce nebo zvyþovènó informovanosti pokud jde o diskriminaci?
† Shifts the burden of proof between the complainant and the respondent in civil and adminis-trative cases, so that once an alleged victim establishes facts from which it may be presumed that there has been discrimination, it is for the respondent to prove that there has been no breach of the equal treatment principle.
Pﾖóruｲka pro boj proti diskriminaci s vliv na veﾖejnï mónｸnó s mo™nosti skupinov̅ch ™alob s mo™nï nèklady a poplatky spojenï s vyu™itóm urｲit̅ch postupヮ
Combating discrimination › A training manual rarely in a position to prove it. The second is that only those who are accused of discrimination are likely to have access to the full facts of the case.
3.2.C Jakï jsou formèlnó procesnó po™adavky?
Although this shifting of the burden of proof is a recent feature of legislation in many countries, it is not new.
3.2.D Jakè podpora existuje na vnitrostètnó ÿrovni podpora dosa™enó formèlnóch po™adavkヮ nutn̅ch k vyu™itó jednotliv̅ch prostﾖedkヮ a co lze udｸlat k pﾖekonènó jednotliv̅ch pﾖekè™ek?
† Implements the principle of equal treatment in employment and training irrespective of reli-gion or belief, disability, age or sexual orientation in employment, training and membership and involvement in organisations of workers and employers.
Pﾖekè™ky mohou zahrnovat napﾖ.: s nedostatek prèvnó pomoci s nedostatek prèvnó pomoci pro bono s nedostateｲnï seznèmenó se smｸrnicemi a/nebo vnitrostètnómi antidiskriminaｲnómi ustanove-nómi mezi soudci, u veﾖejnïho ochrènce prèv nebo u sprèvnóch orgènヮ s nèklady (napﾖ. soudnó poplatky nebo riziko ulo™enó povinnosti uhradit nèklady protistrany v pﾖópadech, kdy ™alobce prohraje) s pﾖóstup k soudヮm a soudnóm ﾖózenóm
Malta has introduced a number of specific legislative acts to implement Council Directives 2000/78/EC and 2000/43/EC, in particular the employment and industrial relations act of 2002, the equal opportunities (persons with disability) act of 2000, and more recently Legal Notice 461 of 2004 which filled the lacunae there were in Maltese legislation with regards to discrimination on the grounds of religion or religious belief, disability, age, sexual orientation, and racial or ethnic origin in the field of employment.
Plènovanï v̅stupy þkolenó s Seznèmit se s rヮzn̅mi ｲinnostmi a slu™bami, kterï mohou NGO realizovat a poskytovat, aby napomohly potórènó diskriminace na praktickï rovinｸ
Discrimination in the national context origin, age and sexual orientation under the employment and industrial relations act, 2002, and the legal notices issued under the employment and industrial relations act, 2002.
Nｸkteﾖó lidï majó vｸdomï pﾖedsudky vヮｲi urｲit̅m skupinèm a ÿmyslnｸ je diskriminujó, mnohem vｸtþó procento lidó si vþak diskriminaｲnó charakter svïho jednènó a postojヮ vヮbec neuvｸdomuje.
The main legislation on discrimination under Maltese law are the equal opportunities (persons with a disability) act, the employment and industrial relations act, Legal Notice 461 of 2004 and the equality for men and women act.
Tato nevｸdomost nｸkdy b̅vè jednou z prvnóch pﾖekè™ek, kterï je tﾖeba ve snaze o smｸﾖovènó k rovnosti pﾖekonat.
We also find reference to discrimination in other legislation like the constitutional code, the criminal code, the press act and the broadcasting authority act.
Mnoho obｸtó diskriminace si nenó vｸdomo sv̅ch prèv, nevó, co dｸlat a kde zóskat pomoc.
Under the Constitution of Malta it is stated, in Article 45, that no law shall make any provision that is discriminatory either of itself or in its effect and that no person shall be treated in a discrimina-tory manner by any person acting by virtue of any written law or in the performance of the func-tions of any public office or any public authority.
Z v̅zkumヮ proveden̅ch velk̅mi organizacemi a sdru™enómi NGO vyplynulo, ™e majó-li NGO fun-govat efektivnｸ, musó zvyþovat informovanost nejen o otèzkèch, kter̅mi se zab̅vajó, ale takï vlastnó i obecnï povｸdomó o nich sam̅ch jako organizacóch.
Article 139A(d) of the criminal code provides that any public officer or servant or any other person acting in an official capacity who intentionally inflicts on a person severe pain or suffering, wheth-er physical or mental for any reason based on discrimination of any kind, shall, on conviction, be liable to imprisonment for a term of five to nine years.
Jde o samostatnï tïma, kterï souvisó se zvyþovènóm povｸdomó o otèzkèch diskriminace, kterï NGO chtｸjó ﾖeþit. B̅vè vþak ｲasto pﾖehló-™eno.
The criminal code does not provide any definition of the term discrimination or a description of those instances which may constitute discriminatory treatment.
NGO, zab̅vajócó se konkrïtnómi otèzkami diskriminace, proto potﾖebujó rozvinout vedle strategie zvyþovènó informovanosti o diskriminaｲnóch otèzkèch, kterï chtｸjó svou pracó ﾖeþit, takï paralelnó strategii zvyþovènó informovanost o sobｸ a sv̅ch cólech.
In addition, in its efforts to combat racism and xenophobia, the Maltese government has recently introduced a new provision in the criminal code by criminalising incitement to racial hatred.
Tato strategie mヮ™e pﾖedstavovat: s Zviditelﾏovènó prostﾖednictvóm ÿｲasti na pﾖósluþn̅ch setkènóch a akcóch nebo vstupu do v̅bo-rヮ/pracovnóch skupin zab̅vajócóch se dヮle™it̅mi otèzkami.
It is to be noted that the term `racial hatred' in this context refers to hatred against a group of persons in Malta defined by reference to colour, race, nationality (including citizenship) or ethnic or nation-al origins.
s Spoluprèce s jin̅mi organizacemi - tj. jin̅mi NGO sdólejócómi zamｸﾖenó na otèzky diskriminace, i kdy™ z jinïho ÿhlu. Mヮ™e jót o setkènó, koordinaｲnó ｲinnost a stanovovènó komunitnóch priorit.
The only ground which is defined under Maltese law is the ground of disability under the equal opportunities (persons with disability) act, 2000.
Je dヮle™itï, aby NGO byly schopny kolektivnｸ urｲit, jak jejich ｲinnost do tｸchto þirþóch plènヮ zapadè.
Combating discrimination › A training manual
Zvyþovènóm vlastnóho profilu NGO zvyþujó takï povｸdomó o konkrïtnóch oblastech diskriminace, jimi™ se zab̅vajó.
It is to be noted that such interpretation is only restricted to proceedings instituted before the industrial tribunal in cases of alleged discrimination in employ-ment under the employment and industrial relations act, 2002.
Zvyþovènó informovanosti o otèzkèch rovnosti
This legal notice does not apply to alleged discrimination under any other legislation in Malta.
s Zmｸna postojヮ, chovènó a vzorcヮ, mobilizace podpory novï politiky, prosazovènó realizace programヮ rovnosti, atd.
Article 3(1)(b) of the equal opportunities (persons with a disability) act, 2000, provides that a person is considered to be acting in a discriminatory manner when:
s Veﾖejnï mónｸnó, obｸti a potencièlnó obｸti, zamｸstnavatelï ve veﾖejnïm i soukromïm sektoru, poskytovatelï slu™eb vｲetnｸ bydlenó, vzdｸlèvacó instituce, v̅konnï orgèny, atd.
`he treats or proposes to treat a person less favourably on the basis of a characteristic that apper-tains generally to persons who have such a disability or a presumed characteristic that is gener-ally imputed to persons who have such a disability.'
s þóﾖenóm pro spoleｲnost pochopitelnïho a pﾖijatelnïho odヮvodnｸnó zèkazu diskriminace a v̅znamu zakotvenó tohoto zèkazu v zèkonｸ.
Council Directives 2000/43/EC and 2000/78/EC define direct discrimination as an action where one person is treated less favourably than another is, has been or would be treated in a comparable situation.
s poskytovènóm osobnóch pﾖókladヮ toho, jakï to je, b̅t diskriminovèn (tj. uｲenóm lidó vcótit se do obｸtó diskriminace) a upouþtｸnóm od vnómènó obｸtó jako ¶tｸch druh̅ch•.
Under Maltese law, the equal opportunities (persons with disability) act, 2000, does not make any express reference to direct and indirect discrimination.
s poskytovènóm informacó o: n zèkonech vztahujócóch se k diskriminaｲnóm prèvヮm; n prèvnóch pﾖedpisech zakotvujócóch tato prèva, zejmïna povinnost stètヮ podle ｲl. 12 smｸrni-ce Rady 2000/78/ES a ｲl.
In fact, as seen above, there is no specific definition of discrimination or discriminatory treatment in the act.
10 smｸrnice Rady 2000/43/ES þóﾖit informace o obsahu smｸrnic vþemi vhodn̅mi prostﾖedky;
Direct discrimination is clearly prohibited under Articles 3, 5 and 6.
Rヮznï metody zvyþovènó povｸdomó ve spoleｲnosti jako celku jsou uvedeny v ｲèsti Dovednosti a nèstroje.
Article 3 deals with disability discrimination in terms of less favourable treatment:
NGO mohou hrèt dヮle™itou ÿlohu pﾖi monitoringu a ovlivﾏovènó v̅voje politiky a prèva, proto™e majó neobyｲejnｸ dobrï postavenó k tomu, aby obracely pozornost ÿﾖadヮ ke znalostem problïmヮ z terïnu a k promyþlenïmu zva™ovènó mo™n̅ch ﾖeþenó.
(a) in circumstances which are similar or not materially different, he treats or proposes to treat a person who has a disability less favourably than he treats or would treat a person who does not have such a disability; or
NGO musó uｲinit strategickï rozhodnutó, je-li toto ｲinnost, pro jejó™ realizaci majó odbornost a kapacitu (viz ｲèst Dovednosti a nèstroje).
(b) he treats or proposes to treat a person less favourably on the basis of a characteristic that appertains generally to persons who have such a disability or a presumed characteristic that is generally imputed to persons who have such a disability'.
s Provèdｸnóm v̅zkumヮ, sbｸrem dat, vytvèﾖenóm indikètorヮ.
When examining Maltese law, it can be argued that Article 4 of the equal opportunities (persons with disability) act, 2000, provides a prohibition against indirect discrimination.
Dobr̅ monitoring pﾖinese relevantnó a spolehlivï informace a je pﾖedpokladem efektivnóho lob-byingu.
Legal Notice 461 of 2004 issued under the employment and industrial relations act, 2002, provides for the prohibition against indirect discrimination.
Monitoring vyu™óvajócó v̅zkum a lobbyistickï pﾖóstupy mヮ™e zahrnovat: s Snahu, aby se vlèda otèzkami zab̅vala, s vyu™itóm setkènó nebo dopisヮ ministrヮm a stètnóm ÿﾖednókヮm; s Reakce na konzultaｲnó dokumenty; s Vyu™óvènó politickïho procesu; s Informovènó poslancヮ o problïmech a snaha, aby dèvali podnｸty k diskusi; s Pﾖópadnou ÿzkou spoluprèci s vlèdou, naskytne-li se pﾖóle™itost (ÿｲast v pracovnóch skupinèch a t̅mech, atd.);
Regulation 3(2)(b) provides that `indirect dis-criminatory treatment shall be taken to occur where an apparently neutral provision, criterion or practice would put persons of a particular race or ethnic origin or having a particular religion or religious belief, disability, age, or sexual orientation at a disadvantage when compared with other persons.'
Jinè skupina NGO nemusó mót dovednosti a zkuþenosti ani pro zèkladnó ¶diagnostikuƒ a mｸly by danou osobu okam™itｸ odkèzat na vhodnｸjþó zdroj rady a pomoci. NGO musó b̅t opatrnï, aby se v tïto oblasti nepokouþely o vóce, ne™ ｲeho se cótó b̅t schopny.
It defines harassment as a form of discriminatory treatment where it has the effect of violating the dignity of the person who is being harassed or where it has the effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for the person who is so subjected.
Proto je tak dヮle™it̅ audit doved-nostó (viz ｲèst Dovednosti a nèstroje)
Furthermore, Regula-tion 3(4) provides that a person shall also be deemed to have discriminated against another if the former neglects his obligation to suppress any form of harassment at their place of work or within their organisation.
NGO by mｸly individuèlnóm obｸtem diskriminace poskytovat þirokou podporu.
Instructions to discriminate (Article 2(4))
Poskytovènó profesionèlnó, ale ÿｲastnï podpory je zèsadnó. Tato podpora mヮ™e mót rヮznï podoby, napﾖ.: s Zalo™enó linky pomoci, kde budou vyþkolenó poradci zaznamenèvat a monitorovat pﾖópady diskriminace.
An instruction to discriminate against persons on the grounds mentioned in Council Directives 2000/43/EC and 2000/78/EC shall be deemed to be discrimination.
s Poskytovènó informacó obｸtem o jejich prèvech v jednoduchïm laickïm jazyce.
The equal opportunities (persons with disability) act, 2000, and the equality for men and women act, 2003, do not contain specific prohibition against the giving of instructions to discriminate.
s Poskytovènó specializovan̅ch informacó a poradenstvó obｸtem ohlednｸ nejvhodnｸjþóho zpヮso-bu obrany proti utrpｸnï diskriminaci.
Legal Notice 461 of 2004 issued under the employment and industrial relations act, 2002, intro-duces into employment legislation in Malta the prohibition of the instruction to discriminate.
s Poskytovènó realistick̅ch informacó a poradenstvó ohlednｸ pravdｸpodobn̅ch v̅sledkヮ podènó stó™nosti.
Regulation 3(4) provides that a person shall also be deemed to have discriminated against anoth-er if he instructs any person to discriminate against such another person.
s Poskytovènó (nebo zprostﾖedkovènó) profesionèlnóho poradenstvó pﾖispóvajócóho k (opｸtovnï-mu) vybudovènó sebedヮvｸry.
Whereas with respect to instructions to discriminate given by the public authorities, one can plead Article 45(3) of the Constitution, in the case of the giving of instructions to discriminate in the private sphere, the legislative provisions outlined above do not appear to conform with the directives.
s Stanovenó cólヮ obｸtó pﾖi podènó stó™nosti a jejich sladｸnó s koncepcó a cóli NGO.
Reasonable accommodation duties (Article 2(2)(b)(ii) and Article 5 of Directive 2000/78/EC)
s Nèvrh neformèlnóho ﾖeþenó, je-li to vhodnï (napﾖ. mediace mezi obｸtó, kterè nedostala byt, a majitelem, aby znovu zvè™il svï rozhodnutó).
Article 5 of Directive 2000/78/EC states that in order to guarantee compliance with the principle of equal treatment in relation to persons with disabilities, reasonable accommodation is to be provided.
s Ustavenó prèvnóho t̅mu schopnïho poskytnout potﾖebnou prèvnó podporu pro obranu proti diskriminaｲnóm ｲinヮm (viz ｲl.
This means that employers shall take appropriate measures, where needed in a particu-lar case, to enable a person with a disability to have access to, participate in, or advance in employ-ment, or to undergo training, unless such measures would impose a disproportionate burden on the employer.
Majó-li NGO konstruktivnó vazby s orgèny zamｸstnavatelヮ (ƒle patronat•) ｲi jak̅mikoliv statutèrnó-mi v̅konn̅mi orgèny, jako napﾖ. pracovnómi inspektorèty, mohou b̅t v pﾖópadech diskriminace v zamｸstnènó nebo povolènó schopny kolektivnｸ oslovit zamｸstnavatele zpヮsobem, jen™ je pro obｸti pﾖijatelnｸjþó.
In accordance with Arti-cle 7(5) the phrase `make reasonable accommodation' is defined to include (a) making existing facilities used by employees readily accessible to persons with disabilities; and (b) restructuring jobs, instituting part-time or modified work schedules, reassigning vacant positions, acquiring or modifying equipment or devices, appropriately adjusting or modifying examinations, training materials or policies, providing qualified readers or interpreters, and making any other similar accommodation for a person with a disability.
Pro NGO, kterï si pﾖejó vyu™óvat k potórènó diskriminace spory, existujó rヮznï mo™nosti: s Vyu™óvènó slu™eb prèvnókヮ pracujócóch pﾖómo pro NGO (za ÿplatu nebo zdarma), kteﾖó spory povedou.
Article 7 of the act lists those instances in which an employer shall be considered to discriminate on the grounds of disability.
s Ustavenó k NGO pﾖidru™enïho t̅mu prèvnókヮ s pﾖósluþnou odbornostó, schopn̅ch a ochotn̅ch vïst spory jmïnem jednotlivcヮ nebo skupin.
Such instances include, inter alia, if the employer unreasonably fails to make reasonable accommodation for the disability of such a person (unless the employer can prove that the required accommodation would unduly prejudice the operation of his trade or business), or if the employer denies employment opportunities to such a person and denial is based on the fact that he would be required to make reasonable accommodation for the disabil-ity of such person.
s Ustavenó vazeb s prèvnómi firmami a jejich motivovènó k zóskènó odbornosti nutnï k vedenó sporヮ, aﾝ u™ za ÿplatu (jsou-li k dispozici zdroje) nebo zdarma (pokud nejsou).
Therefore, failure by the employer to provide an employee with a disability, with reasonable accommodation shall constitute direct discrimination.
s Zajiþﾝovènó obeznèmenosti s vnitrostètnómi pﾖedpisy o prèvnó pomoci, aby je mohly vyu™ót jmïnem nemajetn̅ch obｸtó.
There is no requirement under Maltese legislation to provide reasonable accommodation to peo-ple discriminated against on the other grounds covered by the two directives.
s Vytvoﾖenó strategie vedenó sporヮ v souladu s koncepcó a cóli NGO, vnitrostètnóm systïmem a vyskytujócómi se stó™nostmi.
To date, there have been no judicial pronouncements with regards to what constitutes `reasonable' accommodation or whether such accommodation imposes a `disproportionate burden' on the per-sons who are required to make such accommodation.
NGO se mohou rozhodnout pﾖijmout strategii vedenó sporヮ nebo soubor priorit ohlednｸ sporヮ, nebo poskytovat slu™by podle potﾖeby.
This is mainly because the KNPD try to avoid going to court by reaching an agreement.
Ka™dè alternativa mè svï v̅hody a nev̅hody, ale aﾝ u™ je zvolena kterèkoliv mo™nost, kritïria pro pﾖijómènó pﾖópadヮ musó b̅t transparentnó pro NGO i pro obｸti, ™èdajócó o pomoc.
However, in spite of this, when all fails, it is inevitable that the parties concerned end up in court. In fact, there are currently two pending cases.
s Zajiþﾝovènó nèle™itï pïｲe v prèci prokurètorヮ a vyþetﾖujócóch soudcヮ u diskriminaｲnóch trest-n̅ch ｲinヮ, jako podnｸcovènó k rasovï nenèvisti, homofobnó ÿtok, nèbo™ensky motivovanï nèsiló, a ｲinｸnó pﾖópadn̅ch prèvnóch krokヮ k zajiþtｸnó takovï pïｲe.
Thus for the purposes of interpreting the provisions of the act, in determining the reasonableness of (a) any modification to rules, policies or practices, or (b) the removal of architec-
Pﾖóruｲka pro boj proti diskriminaci s Podpora obｸtó jako ÿｲastnókヮ diskriminaｲnóch ﾖózenó.
Combating discrimination › A training manual tural, communication or transport barriers, or (c) the provision of auxiliary aids or services, regard shall be had as to whether such actions could be undertaken without unjustifiable hardship.
s Pokud byly takovï trestnï ｲiny spèchèny a prokurètor nepodal ™èdnï ™aloby, poskytovènó poradenstvó obｸtem ohlednｸ mo™nosti soukromïho sporu, pokud to umo™ﾏujó vnitrostètnó prèvnó pﾖedpisy, a pﾖópadnè pomoc pﾖi jejóm uskuteｲnｸnó.
An employer shall be considered to discriminate on the grounds of disability in terms of the equal opportunities (persons with disability) act, 2000, if such employer without justification fails to make reasonable accommodation for the disability of such a person, unless the employer can prove that the required accommodation would unduly prejudice the operation of the trade or business run by such employer. Such failure results in direct discrimination.
s Upozorﾏovènó Evropskï Komise na sprèvnó postupy, poruþujócó smｸrnice, s cólem iniciovat ﾖóze-nó pro poruþenó povinnosti, a poskytovènó potﾖebn̅ch informacó a podpory Komisi po zahèjenó tohoto ﾖózenó.
Article 28 of the employment and industrial relations act provides that if any person (a) files a complaint to the lawful authorities or initiates or participates in proceedings for redress on grounds of alleged breach of the provisions of the act, or (b) discloses information, confidential or otherwise, to a designated public regulating body, regarding alleged illegal or corrupt activities being committed by his employer or by persons acting in the employer's name and interests, it is unlawful to victimise such person for having acted accordingly.
A t S mè ve ｲlensk̅ch stètech EU a Rady Evropy ﾖadu rヮzn̅ch podob, jako vyrovnènó, mediaci nebo arbitrè™.
Identification of any gaps which have been left by the transposition
V nｸkter̅ch zemóch je A t S opravdovou alternativou soudnóho sporu. Strany obvykle s pomocó þkolenïho mediètora nebo spoleｲnｸ odsouhlasenïho arbitra ｲi panelu arbitrヮ hledajó oboustran-nｸ pﾖijatelnou dohodu, jó™ se stó™nost/spor uzavﾖe. Dohoda nemusó mót prèvnó moc, ale ｲasto mヮ™e vyﾖeþit povrch i jèdro problïmu uspokojivｸji ne™ spor.
It is to be noted that although there are certain provisions of the two Council directives which have still not been implemented such as for example in the case of the specialised body, there are no provisions which are in breach (that is, contrary) of the said directives.
V nｸkter̅ch systïmech mヮ™e b̅t takto uzavﾖenè dohoda zèvaznè a lze ji soudnｸ vynucovat, pokud ji nｸkterè strana odmótne.
With regards to those provisions of the directives which are, to date, not yet covered by Maltese legislation, one finds the following:
V ﾖadｸ zemó stﾖednó a v̅chodnó Evropy vznikly formèlnｸjþó systïmy mediace, oþetﾖenï zvlèþtnómi zèkony o mediaci, zahrnujócó slu™by soudce jako mediètora nebo arbitra bez odvolènó k formèlnómu prèvnómu ﾖózenó. Dohody dosa™enï v takto mediovan̅ch diskusó jsou obvykle registrovèny u soudu a jsou vymahatelnï.
(a) Article 13 of Council Directive 2000/43/EC states that Member States are to designate a body or bodies for the promotion of equal treatment of all persons without discrimination on the grounds of racial or ethnic origin.
Z pﾖósnｸ technickïho hlediska by z v̅þe uvedenïho jako spory mｸly sprèvnｸ b̅t klasifikovèny pouze stó™nosti k Ev-ropskïmu soudu pro lidskè prèva, ale proto™e jde o kvazisoudnó ﾖózenó, jsou uvedena zde a nikoliv v ｲèsti o alternativ-nóm ﾖeþenó sporヮ.
(b) With regards to the provisions relating to (i) social protection, including social security and healthcare, (ii) social advantages, (iii) education, (iv) access to and supply of goods and services
Mediace a arbitrè™ jsou vysoce kvalifikovanï profesionèlnó ｲinnosti.
If appropriate, allow time to read carefully selected comments.
V ﾖadｸ zemó byly zalo™eny Þkoly mediace a/nebo arbitrè™e, aby se zajistilo naplnｸnó nejvyþþóch standardヮ.
CEDAW: In March 1991, Malta ratified the UN Convention on the Elimination of all forms of Dis-crimination Against Women.
NGO si mohou pﾖèt samy nab̅t tｸchto dovednostó, aby se jejich zamｸstnanci mohli stèt dヮvｸryhodn̅mi mediètory.
Malta also entered CEDAW reservations to Articles 11, 13, 15 and 16, Article 15 being on discrimination.
Nebo mohou chtót navèzat kontakty se þkolen̅mi mediètory, jejich™ slu™by mohou vyu™óvat jmï-nem obｸtó diskriminace.
Some of these reservations have been superseded by changes in legislation made between 1991 and 1994. The national machinery is currently reviewing these reservations.
Mohou existovat i jinï vnitrostètnó i mezinèrodnó mimosoudnó mechanismy A t S , napﾖ. stó™nost k pﾖósluþnïmu nèrodnómu ombudsmanovi, podènó k Evropskïmu parlamentu.
While the Government of Malta is committed to remove, in as far as possible, all aspects of family and property law which may be considered as discriminatory to women, it reserves the right to continue to apply present legislation in that regard until such time as the law is reformed and dur-ing such transitory period until those laws are completely superseded.
Povinnost zajiþﾝovat rovnï zachèzenó a ochranu pﾖed diskriminacó se vztahuje na velkï mno™stvó prèvnóch vztahヮ.
Under the EQUAL Community initiative, an ESF contribution of EUR 1.65 million will be invested in Malta during the first programming period from 2004 to 2006.