natgillin/translations-raw huggingface dataset:
Je souｲèstó novï àstavnó smlouvy a stane se zèvaznou, a™ bude tato smlouva ratifikovèna vþemi 25 stèty.
It is also expressly mentioned in a number of distinct contexts in the Treaties.
Nejde o pﾖóm̅ zèkaz, ale motivujócó ustanovenó, kterï umo™ﾏuje EU aktivnｸ postupovat proti vyjmenovan̅m formèm diskriminace (viz obecnè zèsada v̅þe).
The EU Charter of Fundamental Rights was solemnly proclaimed in December 2000 and is as of yet not legally binding.
Ne™ doþlo k tomuto v̅voji, byla zde rozsèhlè legislativa a judikatura EU o zèkazu nèrodnostnó a genderovï diskriminace.
It forms part of the new Constitutional Treaty, and if this Treaty has been rati-
Klóｲovï pojmy þkolenó
Key concepts in the training fied by all 25 Member States, it will become binding.
Na zèkladｸ ｲl. 13 vytvoﾖila EU strategii boje s diskriminacó o tﾖech ｲèstech: s Smｸrnice, kterou se zavèdó zèsada rovnïho zachèzenó bez ohledu na rasov̅ a etnick̅ pヮvod (smｸrnice Rady 2000/43/ES) s Smｸrnice, kterou se stanovó obecn̅ rèmec pro rovnï zachèzenó v zamｸstnènó a povolènó na zèkladｸ vóry, tｸlesnïho posti™enó, vｸku a sexuèlnó orientace (smｸrnice Rady 2000/78/ES) s Komunitèrnó akｲnó program 2001-2006 (Rozhodnutó 2000/750/ES) pro boj s diskriminacó na zèkladｸ vþech dヮvodヮ uveden̅ch v ｲl.
`Any discrimination based on any ground such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, dis-ability, age or sexual orientation shall be prohibited.'
13 (kromｸ pohlavó).
Further, Article 13 of the EC Treaty states:
Program mè tﾖi hlavnó cóle: n pﾖispｸt k anal̅ze a hodnocenó rozsahu a charakteru diskriminace v EU a efektivity opatﾖenó na jejó potórènó; n napomoci rozþiﾖovènó mo™nostó aktïrヮ aktivnｸ bojujócóch proti diskriminaci v ｲlensk̅ch stè-tech EU i na celoevropskï ÿrovni; n prosazovat a þóﾖit hodnoty a praxi boje proti diskriminaci v praxi
`Without prejudice to the other provisions of this Treaty and within the limits of the powers conferred by it upon the Community, the Council, act-ing unanimously on a proposal from the Commission and after consulting the European Parliament, may take appropriate action to combat discrim-ination based on sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation.'
Program PROGRESS 2007-2013 slouｲó ﾖadu ji™ existujócóch evropsk̅ch programヮ vｲetnｸ antidiskri-minaｲnóho do jednoho. Podoba existujócóch programヮ se nebude v̅znamnｸ mｸnit.
This is not a direct prohibition, but rather an empowering provision which enables the EU to take action against the forms of discrimination listed (see `General principles' above).
Obｸ antidiskriminaｲnó smｸrnice, tvoﾖócó zèklad tohoto þkolenó, zakazujó pﾖómou i nepﾖómou diskriminaci a definujó diskriminaci stejn̅m zpヮsobem.
† A directive to implement equal treatment irrespective of racial or ethnic origin (Council Directive 2000/43/EC).
K pﾖómï diskriminaci dochèzó, pokud se s jednou osobou zachèzó, zachèzelo nebo by se zachèzelo mïnｸ pﾖózniv̅m zpヮsobem ne™ s jinou ve srovnatelnï situaci z kterïhokoliv dヮvodu, na jeho™ zèkladｸ je diskriminace zakèzèna.
† A directive establishing a framework for equal treatment in employment and occupation on the grounds of religion or belief, disability, age and sexual orientation (Council Directive 2000/78/EC).
Pﾖi identifikaci pﾖómï diskriminace nenó v™dy snadnï nalïzt ¶vhodnï srovnènó - referenｲnó osobu•.
† The Community action programme 2001›06 (Decision 2000/750/EC) to combat discrimination on all the grounds listed in Article 13 (other than sex).
Srovnènó lze provïst, pouze pokud jsou ve stejnï nebo podobnï situaci.
The programme has three principal objectives:
Nｸkdy nelze nalïzt skuteｲnou referenｲnó osobu, pak lze vyu™ót hypotetickou osobu.
‹ to assist in analysing and evaluating the extent and nature of discrimination in the EU and the effectiveness of measures to combat it;
Pokud je vþak rozdólnost v zachèzenó se dvｸma osobami v tï™e nebo obdobnï situaci potvrzena, pﾖópustnost tïto rozdólnosti lze prokèzat jen obtó™nｸ.
‹ to help to build the capacity of the actors in the Member States of the EU and at European level who are active in the fight against discrimination;
Patﾖó mezi nｸ podstatnï profesnó po™adavky, pozitivnó ｲinnost, pﾖimｸﾖenï pﾖi-zpヮsobenó zdravotnｸ posti™en̅m osobèm a konkrïtnó v̅jimky u vｸkovï diskriminace.
‹ to promote and disseminate to practitioners and opinion-formers the values and practices underlying the fight against discrimination.
Napﾖóklad, odmótne-li zamｸstnavatel pracovnókovi zv̅þit plat z dヮvodu pracovnókovy sexuèlnó ori-entace a jinïmu pracovnókovi ve stejnï situaci plat zv̅þen je, je pravdｸpodobnï, ™e se jednè o
The Progress programme 2007›13 will bring together a number of existing European programmes under one heading, including the anti-discrimination programme. The nature of the existing pro-grammes will be largely unchanged.
Pﾖóruｲka pro boj proti diskriminaci diskriminaci poruþujócó Rèmcovou smｸrnici o zamｸstnanosti (2000/78/ES).
Combating discrimination › A training manual
Je-li vþak zv̅þenó platu pracovnókovi odmótnuto z dヮvodu vｸku, mヮ™e to b̅t pﾖópustnï podle ｲl.
To discriminate means to differentiate or to treat differently when there is no relevant difference between two persons or situations, or to treat in an identical way situations which are in fact dif-ferent.
6, kter̅ umo™ﾏuje stètヮm stanovit, ™e rozdóly v zachèzenó z dヮvodu vｸku nepﾖedstavujó diskriminaci, pokud jsou v rèmci vni-trostètnóch prèvnóch pﾖedpisヮ objektivnｸ a racionèlnｸ odヮvodnｸnï legitimnóm cólem a pokud jsou prostﾖedky dosa™enó tohoto cóle pﾖimｸﾖenï a nezbytnï.
The two anti-discrimination directives, which provide the basis for this training, prohibit both direct and indirect discrimination and provide the same definition of discrimination.
Mezi takovïto rozdóly mヮ™e podle smｸrni-ce patﾖit stanovenó podmónky minimèlnóho vｸku, profesionèlnóch zkuþenostó nebo praxe v oboru pro pﾖóstup k zamｸstnènó nebo k urｲit̅m v̅hodèm vèzan̅m na zamｸstnènó (vóce viz nó™e).
Direct discrimination has occurred if one person is treated less favourably than another is, has been or would be treated in a comparable situation, on any of the grounds on which discrimi-nation is prohibited.
K nepﾖómï diskriminaci dochèzó, pokud navenek neutrèlnó pﾖedpis, kritïrium nebo zvyklost postavó osoby patﾖócó ke chrènｸnï skupinｸ do specific-ky nev̅hodnïho postavenó v porovnènó s jin̅mi osobami.
The problem in establishing that direct discrimination has taken place is that it is not always easy to identify the `correct comparator'.
Dochèzó k nó, pokud dan̅ pﾖedpis, kri-tïrium nebo zvyklost nenó objektivnｸ odヮvodnｸnï legitimnóm cólem a prostﾖedky dosa™enó toho-to cóle nejsou pﾖimｸﾖenï a nezbytnï.
You need to find someone whose situation you can compare to the situation of the person who claims to be a victim of discrimination.
Stejnｸ jako u pﾖómï diskriminace mヮ™e b̅t obtó™nï nalïzt vhodnou referenｲnó osobu.
Only if these are in the same or similar situations can the comparison take place.
Dalþóm pﾖókladem mヮ™e b̅t zdènlivｸ neutrèlnó ustanovenó ve vnitﾖnóch pﾖedpisech podniku vy™adujócó urｲit̅ odｸv, pokud tento odｸv vede k vylouｲenó urｲitï osoby nebo skupiny osob.
This should build on the treatment of a real person without the relevant characteristics (e.g. some-one from a mainstream religion as opposed to from a minority religion) in slightly different circum-stances.
Povolenè zèkonnè odヮvodnｸnó je tﾖeba aplikovat dヮslednｸ.
The directives provide for certain narrowly and precisely drawn exceptions.
Napﾖóklad, v nｸkter̅ch pﾖópadech mヮ™e zamｸstnavatel odヮvodnｸnｸ po™adovat vysok̅ standard znalosti nèrodnóho jazyka.
For example, if an employer denies a worker a pay rise because of the worker's sexual orientation, and another worker in the same situation is given the pay rise, it is likely that this would constitute discrimination in violation of employment framework directive (2000/78/EC).
Jsou-li tyto dovednosti pro v̅kon danï prèce naprosto nezbytnï, jako napﾖ. pro uｲitele jazyka nebo profesora literatury, zamｸstnavatel je pravdｸpodobnｸ vy™aduje oprèvnｸnｸ.
However, if a worker is denied a pay rise due to his age, this might be permissible under Article 6, which allows States to provide that differences of treatment on grounds of age shall not constitute discrimination if, within the context of national law, they are objectively and reasonably justified by a legitimate aim, and if the means of achieving that aim are appropriate and necessary.
Pokud vþak jde o prèci manuèlnó, nebude tento po™adavek pravdｸpodobnｸ osprave-dlniteln̅ (vóce o podstatn̅ch profesnóch po™adavcóch nó™e 1.4).
Such differences may, according to the directive, include the fixing of minimum conditions of age, professional experi-ence or seniority in service for access to employment or to certain advantages linked to employ-ment (see more on this below).
Je tedy zﾖejmï, ™e definice obtｸ-™ovènó zahrnuje þirokou þkèlu ne™èdoucóho jednènó. Pﾖi posuzovènó toho, doþlo-li k obtｸ™ovènó, nenó tﾖeba hledat referenｲnó osobu.
Indirect discrimination occurs where an apparently neutral provision, criterion or practice would put persons belonging to a protected group at a particular disadvantage compared with other persons.
Smｸrnice dèle stanovujó, ™e za formu diskriminace je tﾖeba pova™ovat takï navèdｸnó k diskrimina-ci, a proto je zakèzèno.
This is so unless the provision, criterion or practice in question is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.
A koneｲnｸ, ve smｸrnicóch se na seznamu zakèzan̅ch jednènó objevuje takï pronèsledovènó.
As with direct discrimination, identifying correct comparators can be difficult.
Je dヮle™itï, aby byla chrènｸna nejen osoba, kterè byla diskriminovanè, ale takï osoby poskytujócó
An example which has in the past often been given as a possible instance of indirect discrimination based on sex
Klóｲovï pojmy þkolenó dヮkazy jako souｲèst diskriminaｲnó stó™nosti nebo se nｸjak̅m jin̅m zpヮsobem na stó™nosti podóle-jócó.
If the job in question involves tasks where these skills are absolutely necessary, for example, for a language teacher or professor of literature, the employer is likely to be justified in demanding them.
*** Þkolitel mヮ™e poskytnout, nebo vyzvat ÿｲastnóky, aby poskytli dalþó pﾖóklady pﾖómï nebo nepﾖómï diskriminace, aby se ujistil, ™e pochopili v̅þe vylo™enï pojmy.
It is important that not only the person who has been discriminated against is protected, but also those who provide evidence as part of a discrimination complaint, or are involved in some other way in the complaint.
Vｸcn̅ rozsah smｸrnic
Material scope of the directives
Rasovè smｸrnice (2000/43/ES), ｲl.
† access to employment, self-employment and occupation (including promotion);
Osobnó rozsah smｸrnic
† access to vocational guidance and training;
Smｸrnice zakazujó fyzick̅m nebo prèvnick̅m osobèm diskriminovat ve veﾖejnïm i soukromïm sekto-ru.
† employment and working conditions, including dismissal and pay;
To znamenè, ™e individuèlnó vlastnók podniku mè stejnou odpovｸdnost nediskriminovat na zèkla-dｸ kterïhokoliv z chrènｸn̅ch dヮvodヮ jako velkè soukromè spoleｲnost, obec nebo stètnó orgèn.
† membership of workers', employers' or professional organisations.
Pﾖóruｲka pro boj proti diskriminaci
Combating discrimination › A training manual
Smｸrnice chrènó pﾖed diskriminacó jednotlivce, tj. fyzickï osoby.
She race directive (2000/43/EC), Article 3, provides much wider protection against discrimination and includes the following:
Navóc by se podle rasovï smｸrnice (2000/43/ES) ochrana pﾖed diskriminacó mｸla vztahovat takï na organizace nebo prèvnickï osoby, jsou-li diskriminovèny na zèkladｸ rasovïho nebo etnickïho pヮvodu sv̅ch ｲlenヮ, pokud se sluｲuje s nèrodnómi tradicemi a praktikami.
† access to employment, self-employment and occupation (including promotion);
3.2; rèmcovè smｸrnice o zamｸstnanosti (2000/78/ES) ÿvodnó ustanovenó 12 a ｲl. 3.2).
† membership of workers', employers' or professional organisations;
Jsou zde takï dalþó prèvnó pﾖedpisy EU o prèvech urｲit̅ch obｲanヮ ze tﾖetóch zemó mimo EU, kteﾖó ™ijó a pra-cujó v ｲlensk̅ch stètech EU.
† social protection, including social security and healthcare;
Vzhledem tomu, ™e smyslem smｸrnic je poskytovat rèmec pro potórènó diskriminace, smｸrnice povolujó diskriminaci jen velmi v̅jimeｲnｸ, a to pouze pﾖi splnｸnó urｲit̅ch podmónek.
† access to and supply of goods and services which are available to the public, including hous-ing.
Podstatn̅ profesnó po™adavek
Personal scope of the directives
U vþech zakèzan̅ch dヮvodヮ smｸrnice povolujó v̅jimku u naplﾏovènó podstatn̅ch po™adavkヮ v̅konu povolènó.
The directives protect individuals, that is, natural persons, against discrimination.
Je-li z dヮvodu povahy vykonèvanï prèce nebo podmónek jejóho v̅konu, ¶pod-statn̅m a urｲujócóm profesnóm po™adavkemƒ to, aby osoba mｸla charakteristiku souvisejócó s raso-v̅m nebo etnick̅m pヮvodem, posti™enóm, nèbo™enstvóm nebo vórou, sexuèlnó orientacó nebo vｸkem, je-li cól legitimnó a po™adavek pﾖimｸﾖen̅, zamｸstnavatel mヮ™e na urｲit̅ post vybrat tako-vou osobu.
Additionally the directives provide that protection against discrimination should also apply to an organisation that has the status of legal person where the organisation suffers discrimination on grounds of the racial or ethnic origin of its members, where this accords with national traditions and practice.
Napﾖóklad, filmov̅ re™isïr mヮ™e trvat na tom, ™e Nelsona Mandelu mヮ™e ve filmu hrèt pouze ｲern̅ herec - v takovïm pﾖópadｸ by þlo o podstatn̅ profesnó po™adavek ｲernïho herce.
The directives protect any person who is present in a Member State against discrimination on any of the prohibited grounds (racial or ethnic origin, disability, religion or belief, sexual orientation and age) regardless of the person's nationality.
Uplatnｸnó pod-statnïho profesnóho po™adavku ve vztahu k jednomu dヮvodu by nemｸlo ospravedlﾏovat diskrimi-naci z jakïhokoliv jinïho dヮvodu; v tomto pﾖópadｸ by nebylo legitimnó rozliþovat na zèkladｸ sexu-èlnó orientace.
The directives specifically exclude discrimination on grounds of nationality, so that if dis-crimination is on grounds of being Romanian, or not being Hungarian, the directives would not apply (please see race directive (2000/43/EC), recital 13 and Article 3.2; employment framework directive (2000/78/EC), recital 12 and Article 3.2).
Dlouhodobｸ zakoﾖenｸnï pﾖedstavy o tom, jak̅ typ ｲlovｸka je tﾖeba k v̅konu urｲitï prèce, nemu-sejó splnit test legitimnóho cóle a pﾖimｸﾖenosti.
Distinct from the anti-discrimination directives there is, of course, the EU Treaty right to freedom of movement of persons across the EU, which provides some protection against nationality dis-crimination for citizens of EU Member States and their families.
Je napﾖóklad nepravdｸpodobnï, ™e by zamｸstnava-tel byl schopen prokèzat, ™e k prèci recepｲnó/ho musó b̅t ｲlovｸk ¶mlad̅ a energick̅ƒ; takov̅ po™adavek bude pravdｸpodobnｸ diskriminaｲnó na zèkladｸ vｸku a posti™enó.
As the purpose of the directives is to provide a framework for combating discrimination, the direc-tives permit discrimination only very exceptionally and only where certain tests are satisfied.
Rozdóly v zachèzenó na zèkladｸ vｸku
Genuine occupational requirement
Ka™dè takovè v̅jimka vþak musó b̅t objektivnｸ a racionèlnｸ odヮvodnｸnè legitimnóm cólem, kter̅m mヮ™e b̅t legitimnó politika zamｸstnanosti, cóle pracovnóho trhu nebo vzdｸlènó.
Long-established assumptions about the type of person required to do a particular job may not meet the test of legitimate objective and proportionality.
Prostﾖedky naplnｸ-nó tohoto cóle musejó b̅t pﾖimｸﾖenï a nutnï.
For example, an employer is unlikely to be able to demonstrate that to work as a receptionist a person must be `young and energetic'; such a requirement is likely to be discriminatory on grounds of age and disability.
Pokud urｲitï skupiny v zamｸstnènó nikdy nevykonèva-ly urｲitï typy prèce, mヮ™e pozitivnó ｲinnost pﾖedstavovat þkolenó osob z takov̅ch skupin, kterï je na takovou prèci pﾖipravó.
The employment framework directive (2000/78/EC), Article 6, permits, but does not require, Mem-ber States to include some further exceptions that would allow differential treatment on grounds of age including:
Mヮ™e takï pﾖedstavovat dalþó plènovanï cólenï kroky pﾖi najómènó nov̅ch zamｸstnancヮ, zveﾖejﾏovanó informacó o nov̅ch móstech jin̅mi zpヮsoby, kterï povzbudó ｲleny tｸchto skupin, aby se o mósta uchèzeli, s pﾖópadnou nabódkou podpory.
† setting special conditions on access to employment and training, on employment and occupa-tion, including dismissal and pay, for young people, older workers and people with caring responsibilities in order to protect them or to promote their vocational integration;
Napﾖóklad: s Aby mohla hluchè zamｸstnankynｸ absolvovat þkolenó, zamｸstnavatel by mohl zajistit tlumoｲ-nóka do znakovï ﾖeｲi.
† fixing maximum age for recruitment, based on the training requirements of the post or the need for a reasonable period of employment before retirement.
s Vozóｲkèﾖ odepóþe na inzerèt na administrativnóho asistenta. Mósto je ve 4. poschodó.
Combating discrimination › A training manual
Zamｸstnavatel nemヮ™e tvrdit, ™e zètｸ™, vｲetnｸ finanｲnó, na zajiþtｸnó pﾖizpヮsobenó posti™enï osobｸ je ¶nepﾖimｸﾖenè•, jsou-li k dispozici finanｲnó nebo jinï zdroje na pomoc zamｸstnavatelヮm v tｸchto situacóch.
Any such exception must still be objectively and reasonably justified by a legitimate aim, which could include legitimate employment policy, labour market or training objectives, and the means of achieving that aim must be appropriate and necessary.
Ochrana prèv
Positive action
Obｸ smｸrnice stanovujó, ™e sdru™enó a organizace s oprèvnｸn̅m zèjmem mohou podporovat obｸti diskriminace nebo ｲinit prèvnó kroky jejich jmïnem (s jejich souhlasem).
The directives recognise that to achieve full equality in practice will require more than prohibiting current or future discrimination; therefore they permit measures to prevent or compensate for the historic disadvantages suffered by groups defined by racial or ethnic origin, religion or belief, dis-ability, sexual orientation or age.
Definice kritïrió ¶oprèvnｸnïho zèjmuƒ je stanovena vnitrostètnómi prèvnómi pﾖedpisy.
If particular groups have never been employed to do particular types of work, positive action could involve training people from such groups to prepare them for such work.
Smｸrnice zavazujó ｲlenskï stèty, aby podporovaly dialog se socièlnómi partnery s cólem vzniku kolektivnóch smluv, pracovnóch ﾖèdヮ, atd. a s NGO s cólem prosazovènó zèsady rovnïho zachèzenó.
The employment framework directive (2000/78/EC), Article 5, requires employers to take appropri-ate steps where needed in a particular case, to enable a disabled person to have access to, par-ticipate in or advance in employment or to undergo training unless this would impose a `dispro-portionate burden' on the employer.
Rasovè smｸrnice (2000/43/ES) zavazuje ka™d̅ ｲlensk̅ stèt, aby povｸﾖil orgèn(y) prosazovènóm rovnïho zachèzenó.
† to enable a deaf employee to undergo training her employer could provide a sign language interpreter;
Jeho hlavnóm ÿkolem je poskytovat nezèvislou pomoc obｸtem diskriminace, provèdｸt nezèvislï prヮzkumy a studie, vydèvat nezèvislï zprèvy a doporuｲenó.
† after an accident at work a manual worker is unable to continue in his manual job; the employ-er could provide appropriate training and transfer him to an office job;
Smｸrnice zavazujó ｲlenskï stèty, aby ｲinily opatﾖenó k þóﾖenó informacó o sv̅ch existujócóch zèkonech o rovnïm zachèzenó a nediskriminaci a o jak̅chkoliv nov̅ch opatﾖenóch, kterè pﾖijmou ke sladｸnó sv̅ch zèkonヮ se smｸrnicemi.
If the employer has offices on several floors including the ground floor, the employer could arrange for the work of the administrative assistant to be done in the ground floor office and move another employee who is able to climb stairs to the fourth floor.
Pﾖi transpozici smｸrnic musó ｲlenskï stèty zajistit existenci a vyu™óvènó sankcó za poruþenó jejich vnitrostètnóch antidiskriminaｲnóch pﾖedpisヮ.
Both directives provide that associations and organisations with a legitimate interest can support victims of discrimination or take legal action on their behalf (with their approval).
Sankce se mohou sklèdat z v̅platy odþkodnｸnó, u nó™ nelze stanovit hornó limit.
Criteria defining which organisations have a `legitimate interest' are established by national law.
8 rasovï smｸrnice a ｲl.
Specialised bodies
Dヮkaznó bﾖemeno nemヮ™e b̅t pﾖesunuto u trestnóch ﾖózenó. V nｸkter̅ch ｲlensk̅ch stètech se nebude vztahovat na vyþetﾖovacó postupy.
In the race directive (2000/43/EC) only, there is an obligation on each Member State to designate a body to promote equal treatment.
Je stejnｸ dヮle™itï ﾖóci, ™e pﾖesun dヮkaznóho bﾖemene se neomezuje na ﾖózenó pﾖed soudem, ale vztahuje se i na ﾖózenó pﾖed jak̅mkoliv pﾖósluþn̅m (tj. sprèv-nóm) ÿﾖadem.
Their main tasks are to provide independent assistance to victims of discrimination, conduct independent surveys and studies, publish independent reports and make recommendations.
Praxe pﾖesunu dヮkaznóho bﾖemene se do prèva EU dostala prostﾖednictvóm judikatury ESD v sou-vislosti s pﾖópady t̅kajócómi se stejnïho platu - kdy ™ena mohla prokèzat rozdól v genderu a platu a soud potﾖeboval vysvｸtlenó od zamｸstnavatele.
The directives require Member States to take measures to publicise widely both their existing laws on equal treatment and non-discrimination and any new measures they adopt to bring their laws in line with the directives.
Smｸrnice hovoﾖó o diskriminaci ¶na zèkladｸƒ rasovïho ｲi etnickïho pヮvodu, nèbo™enstvó nebo vóry, posti™enó, sexuèlnó orientace a vｸku.
In transposing the directives, Member States must ensure there are sanctions for infringement of their national anti-discrimination laws and that these sanctions are applied.
Z judikatury zemó jako Velkè Britènie a vnitrostètnóch prèvnóch pﾖedpisヮ transponujócóch smｸrnice obecnｸ vypl̅vè, ™e ¶na zèkladｸƒ mヮ™e zahrnovat ochranu pﾖed diskriminacó, mè-li obｸﾝ pﾖedmｸtnï charakteristiky, je tak vnómèna, nebo je spojovèna s osobami majócómi tyto charakteristiky.
Sanctions for dis-crimination must be `effective, proportionate and dissuasive'; that is they should provide appropri-ate personal redress for the victim and should deter both the particular respondent and others from comparable acts of discrimination in the future.
Napﾖóklad, je-li nｸkdo vykèzèn z restaurace, proto™e majitel odmótè
Sanctions may comprise the payment of compensation, for which no upper limits can be imposed.
Proto mヮ™e i stｸ™ovatel, kter̅ se pﾖed soudem neprohlèsó za pﾖósluþnóka romskï menþiny, zèroveﾏ tvrdit, ™e byl diskriminovèn na zèkladｸ svïho pﾖedpoklèdanïho etnickïho pヮvodu.
Recognising the difficulty of proving discrimination, Article 8 of the race directive and Article 10 of the framework employment directive provide for the shift of the burden of proof as follows:
Tento postup bude pravdｸpodobnｸ zvlèþtｸ dヮle™it̅ v pﾖópadｸ sexuèlnó orientace, proto™e obｸti nebudou muset dokazovat, ™e majó urｲitou sexuèlnó orientaci, ale pouze uvedou skuteｲnosti, kterï prokè™ó, ™e byly vystaveny mïnｸ pﾖóznivïmu zachèzenó nebo obtｸ™ovènó na zèkladｸ jejich pﾖedpo-klèdanï sexuèlnó orientace nebo jejich spojenó s lidmi urｲitï sexuèlnó orientace.
`„ when persons who consider themselves wronged because the princi-ple of equal treatment has not been applied to them establish, before a court or other competent authority, facts from which it may be presumed that there has been direct or indirect discrimination, it shall be for the respondent to prove that there has been no breach of the principle of equal treatment.'
Existuje ﾖada procedurèlnóch nèstrojヮ, kterï mohou obｸtem diskriminace pomoci ukèzat, ™e mohlo dojót k diskriminaci.
The burden of proof cannot be shifted in criminal proceedings. In some Member States it will not apply to investigative procedures.
Takovï nèstroje zahrnujó testovènó, pou™itó statistiky, obrazov̅ch a zvu-kov̅ch zèznamヮ a takzvanou dotaznókovou metodu.
It is equally important to note that the shift of the burden of proof is not limited to court proceedings but that it extends to proceedings before any competent (i.e. administrative) authority.