natgillin/translations-raw huggingface dataset:
I. der henviser til, at det absolut må sikres, at præstestanden ikke stilles dårligere end andre arbejdstagere med hensyn til arbejdstagerrettigheder og appelmuligheder,
I. Whereas there is a clear case for ensuring that the clergy are not at a disadvantage by comparison with other workers where employment rights and avenues of redress are concerned;
13. opfordrer alle parter i denne tvist til at løse deres mellemværende i en forsonende og forstående ånd i overensstemmelse med de kirkelige traditioner og de grundlæggende principper, hvorpå demokratiet baseres og bevares i Den Europæiske Union;
Urges all parties to this dispute to resolve their differences in the spirit of reconciliation and understanding which is the way of the Church, and which corresponds to the basic principles on which democracy is founded and preserved within the European Union;
Pastor Raymond Owen indgav et andragende til Europa-Parlamentet i april 2001.
The Reverend Raymond Owen submitted a petition to the European Parliament in April 2001.
I sit andragende protesterede pastor Raymond Owen mod den afgørelse, hans biskop havde truffet om at afskedige ham som ansvarlig medpræst ("team rector") i Hanley, Stoke on Trent, med virkning fra den 18. juli 1999.
The Rev. Owen, through his petition, was appealing against the decision of his Bishop to terminate his tenure as the Team Rector in the parish of Hanley, Stoke on Trent as of July 18, 1999.
Andrageren mener, at den procedure, der førte til, at biskoppen af Stafford afskedigede ham, var fundamentalt forkert, og at der ikke var givet passende personlige garantier i forbindelse med det evalueringsmøde, der blev holdt for at drøfte forlængelsen af hans ansættelse som ansvarlig medpræst, og som gennemførtes i henhold til de retningslinjer, som er fastsat i adfærdskodeksen for præsteembeder ("Code of Recommended Practice for Team and Group Ministeries").
The petitioner believes that the process which led to the ending of his tenure by the Bishop of Stafford was fundamentally flawed, and that adequate personal safeguards were absent from the review meeting set up to discuss the renewal of the term of office of the Team Rector, which was conducted according to the guidelines laid down in the Code of Recommended Practice for Team and Group Ministries.
Denne er offentliggjort med bemyndigelse af Church of Englands generelle synodes stående udvalg.
This is published on the authority of the Standing Committee of the General Synod of the Church of England.
Pastor Raymond Owen hævder, at ikke alene er hans grundlæggende rettigheder blevet misligholdt i forbindelse med processen, men de britiske myndigheder har også overtrådt europæiske direktiver eller håndhævet dem ukorrekt.
Reverend Owen alleges that not only have his fundamental rights not been respected in the course of the process, but that European Directives have been either breached or not properly applied by the UK authorities.
I sit andragende henviser han navnlig til den kendsgerning, at han er blevet diskrimineret i modstrid med Amsterdam-traktatens artikel 13 og Rom-traktatens artikel 48, stk. 2, og artikel 112.
In his petition, he refers in particular to the fact that he has been discriminated against, contrary to Article 13 of the Amsterdam Treaty, and contrary to Articles 48,2 and 112 of the Treaty of Rome.
Han hævder endvidere, at Det Forenede Kongerige ikke har gennemført Rådets direktiv 91/533/EØF af 14. oktober 1991 i sin nationale lovgivning.
He furthermore claims that Council Directive 91/533/EEC of October 1991 has not been properly incorporated into UK law.
Udvalget for Andragender fremsendte pastor Raymond Owens andragende til Kommissionen med henblik på en videre undersøgelse, som også fandt sted, og i december 2001 modtog udvalget et svar.
The Committee on Petitions forwarded the Reverend Owen’s petition for the Commission to investigate, which it did, and a reply was received by the Committee in December 2001.
Kommissionen fandt ikke, at der var tale om brud på traktaterne eller Fællesskabets eksisterende retsakter.
The Commission failed to identify any breaches of the treaty or of any current EU legislation.
Kommissionen påpegede, at Amsterdam-traktatens artikel 13 ikke i sig selv giver enkeltpersoner nogen rettigheder, men at den danner retsgrundlag for Rådets direktiv 2000/78/EF af 27. november 2000 om generelle rammebestemmelser om ligebehandling med hensyn til beskæftigelse og erhverv.
They note that Article 13 of the Amsterdam Treaty does not grant rights to individuals, but provides a legal basis for Council Directive 2000/78 of November 2000 establishing a general framework for equal treatment in employment and occupation.
Dette direktiv træder dog først i kraft ved udgangen af 2003.
This however, will only come into effect at the end of 2003.
Kommissionen påpeger, at Rådets direktiv 91/533/EØF finder anvendelse på enhver arbejdstager, hvis arbejdskontrakt eller ansættelsesforhold er defineret i den gældende lovgivning i en medlemsstat og/eller er omfattet af gældende lovgivning i en medlemsstat.
The Commission considers that Council Directive 91/533/EEC applies to every paid employee having a contract or employment relationship defined by the law in force in a member state and/or governed by the law in force in a member state.
Det giver dog ikke en fællesskabsdefinition på en arbejdstager, hvilket er overladt til national arbejdsret.
It does not however provide an EU definition of an employee, which is left to national employment legislation.
Kommissionen understreger, at hvis præster ikke har status som arbejdstagere i henhold til den nationale lovgivning, finder bestemmelserne i direktivet ikke anvendelse på dem.
Where, says the Commission, clergymen do not have the status of employees according to national law the provisions of the Directive cannot apply.
I sin erklæring til udvalget den 24. januar 2002 henviste pastor Raymond Owen til den vedvarende undergravning af præstestandens fundamentale arbejdstagerrettigheder, der har fundet sted siden krigen.
In his statement to the Committee on January 24th 2002, Reverend Owen pointed to the steady erosion of the clergy’s fundamental employment rights since the war.
Han sagde "at den klassiske beskyttelse af retten til tjenestebolig ikke længere eksisterer, at mange præster får beskikkelse ... som medlem af en gruppe af præster, hvis beskikkelse til enhver tid kan ophæves".
He said “the ancient protection of the freehold office is being removed, and many clergy are being licensed...as members of team ministries, where licences can be removed at any time”.
Da han ikke kunne anlægge sag ved en arbejdsret i Det Forenede Kongerige, indbragte han sagen for domstolene med henblik på domstolskontrol, hvilket mislykkedes.
Unable to appeal before employment tribunals in the UK, he took his case for judicial review by the courts but failed.
De kirkelige myndigheder havde forsøgt at få en domstolskendelse med henblik på beslaglæggelse af hans tjenestebolig, præstegården, og et modkrav baseret på den europæiske menneskerettighedskonventions artikel 6 og 8 verserer i øjeblikket for domstolene.
The Church authorities have sought a possession order for his tied house, the rectory, and a counter-claim before the courts is pending based on Articles 6&8 of the European Convention on Human Rights.
Man havde kunnet forvente mere omsorg og forståelse fra Church of England.
One would have expected more care and consideration from the established Church of England.
Engelsk lov skelner mellem tjenestemænd ("office holder"), som f.eks. sognepræster, og arbejdstagere ("employee").
English law has contrasted the position of an “office holder”, such as a parish priest, to that of an “employee”.
Loven giver dem ikke samme beskyttelse med hensyn til deres tjenesteforhold.
The law does not afford them the same protection as regards their employment.
Church of England har gennem ærkebiskoppens koncilium forsøgt at forklare denne skelnen i et notat, hvori det redegør for sin retlige holdning til denne sag.
The Church of England, through the Archbishops’ Council has gone to the trouble to try to explain the distinction in a note providing the legal background to this case, as they see it.
Konciliet anfører, at de fleste højerestående gejstlige i Church of England og hovedparten af sognepræsterne alle er tjenestemænd og ikke indgår nogen ansættelseskontrakt eller anden kontrakt i forbindelse med deres arbejde.
Most senior clergy of the Church of England, they state, and most clergy serving in parishes serve solely as office holders and do not enter into any contract of employment or otherwise for their services.
Som bevis herpå henviser Church of England til domstolenes retspraksis.
They provide case law in evidence.
Men ubevidst eller uvilkårligt indrømmer kirken et vigtigt og relevant punkt i denne sag, idet den erklærer følgende: "Graden af den sikkerhed for fast ansættelse et medlem af præstestanden nyder godt af, er underlagt kirkeretten, som er en del af engelsk ret, og er afhængig af den post han elle hun beklæder.
But they unintentionally or otherwise, concede an important but relevant point to this case when they state the following: “The degree of security of tenure that a member of the clergy who is an office holder enjoys is governed by ecclesiastical law, which...is part of English law, and depends on the post he or she holds.
Højerestående gejstlige, som f.eks. biskopper, ærkediakoner, diakoner, kanniker ved domkirker og sognepræster samt stedfortrædende sognepræster nyder godt af en meget høj sikkerhed for ansættelse, der er underlagt de i nedenstående paragraf 5 anførte faktorer (vi kommer tilbage hertil igen).
Senior clergy such as bishops, archdeacons and deans and residential canons of cathedrals and rectors or vicars of parishes, enjoy a very high security of tenure, subject to factors explained in paragraph 5 below.
De er underkastet en obligatorisk pensionsalder, sædvanligvis 70 år, og kan afskediges fra deres stilling som følge af disciplinærsager af retslig art, ... på grund af helbredsproblemer ..., eller i visse tilfælde (med økonomisk godtgørelse), hvis de indbyrdes forhold i et sogn er brudt fuldstændig sammen, eller den pågældende stilling nedlægges.
(To which we shall return) They are subject to a mandatory retiring age, normally age 70, and can be removed from office as a result of disciplinary proceedings of a judicial nature...,on grounds of ill health..., or in some cases (subject to financial payments) in the case of breakdown of relations in a parish or abolition of the relevant office.
Andre gejstlige, som f.eks. kapellaner, kan have mindre sikkerhed for fast ansættelse, men hvis et medlem af præstestanden, som er udnævnt for en fast berammet periode, afskediges fra sin stilling i løbet af denne, enten efter en disciplinærsag eller af andre grunde, har denne ret til at appellere ".
Other clergy - such as priests in charge or curates - may enjoy a lesser degree of security of tenure, but where a member of the clergy who is appointed for a fixed term is removed from office during the term, whether after disciplinary proceedings or otherwise, this is subject to a right of appeal. ”
I samme dokument defineres begrebet medpræster (reguleret af Pastoral Measure 1983, nu ændret ved Team and Group Ministries Measure 1995), dvs. to eller flere præster, der i et særligt område i fællesskab udøver deres hverv som sjælesørgere (eventuelt med hjælp fra andre præster eller lægfolk).
The same document defines a team ministry (governed by the Pastoral Measure 1983, now as amended by the Team and Group Ministries Measure 1995) where two or more priests collaborate to provide pastoral care for a particular area (possibly with the assistance of other clergy or lay people).
Gruppen består af den ansvarlige medpræst, der har ansvaret for ledelsen af gruppen , og en eller flere medpræster.
The team includes the team rector, who is responsible for the leadership of the team , and one or more team vicars.
I paragraf 5 i dokumentet fra ærkebiskoppens koncilium anføres det klart, at i henhold til Pastoral Measure 1983 kan den ansvarlige medpræst gøre tjeneste på ubestemt tid på de ovennævnte betingelser i den stilling, han er udnævnt til, i modsætning til en almindelig medpræst, der udnævnes for et bestemt åremål, sædvanligvis syv år, medmindre der er fastlagt et andet tidsrum for den pågældende gruppe.
Paragraph 5 of the Archbishops’ Council document makes clear that the 1983 Measure allowed the Team Rector to serve an indefinite period on his appointment, under the conditions mentioned above, in contrast to the team vicar who would be appointed for a specified number of years, which will be seven years unless some other period is specified for the particular team.
Pastor Raymond Owen blev udnævnt til ansvarlig medpræst i 1991 i henhold til bestemmelserne i Pastoral Measure 1983.
The Reverend Owen was appointed Team Rector in 1991 under the terms of the 1983 Measure.
I 1995 indførtes en ny bestemmelse, i henhold til hvilken alle ansvarlige medpræster og almindelige medpræster, der blev udnævnt efter bestemmelsens ikrafttræden , ville blive ansat for et specifikt åremål.
It was in 1995 that a new Measure provided that all Team Rectors as well as Team Vicars, appointed after the measure came into force , would hold office for a specified term of years.
Foreløbige konklusioner
Provisional conclusions.
Der kan konstateres en række uregelmæssigheder og opstilles en række hypoteser.
A number of anomalies appear; or a number of hypotheses can be drawn.
Pastor Raymond Owen blev udnævnt til tjenestemand ("office holder") i henhold til Pastoral Measure 1983, hvori det hedder, at den ansvarlige medpræst er ansat på ubestemt tid, hvorfor der ikke var noget grundlag for at afskedige ham.
The Reverend Owen was appointed an office holder under the 1983 Measure, which provides for indefinite tenure for the Team Rector, in which case there were no grounds for his removal.
Hvis man ønskede at afskedige ham, skulle han have haft økonomisk godtgørelse.
If his removal was sought, financial compensation should have been agreed.
Hvis han var udnævnt til ansvarlig medpræst i 1991 i henhold til Pastoral Measure 1983 men for et fastlagt åremål på syv år, så var hans rettigheder og pligter reguleret af en afgørelse, der ikke var i overensstemmelse med arbejdskontrakter eller et juridisk bindende forhold, helt bortset fra, at han havde status som tjenestemand.
If he was appointed Team Rector in 1991 under the 1983 Measure, but a specific fixed term of seven years was agreed, then his rights and duties were governed by a decision anomalous to a contract of employment or a legally binding relationship, in addition to his status as office holder.
Dette underbygges af den kendsgerning, at hans pligter omfattede ledelsen af gruppen.
This is reinforced by the recognition that his duties included leadership of the team.
Han havde ikke adgang til at klage mod biskoppens afgørelse men måtte anmode om domstolskontrol.
He was not given a right of appeal against the decision of the Bishop, but had to seek Judicial review.
Begge antagelser vækker formodning om, at der har været tale om uretfærdighed.
Either way, an injustice may have been seen to have occurred.
Pastor Raymond Owen har forelagt en række dokumenter, der attesterer hans løn, indkomstskat og de sygesikringsbidrag, der er indbetalt af de engelske kirkekommissærer ("Church Commissioners").
The Reverend Owen has provided a number of documents attesting to his certificate of pay, income tax and NI contributions from the Church Commissioners for England.
Han har forelagt divergerende synspunkter vedrørende evalueringsudvalgets arbejde, som førte til den afgørelse, biskoppen af Stafford traf, og det mindste, man kan sige om rapporterne fra møderne, er, at de umiskendeligt giver et ensidigt vidnesbyrd om sagen, under hvilken Raymond Owen ikke fik ret til at forsvare sig.
He has provided contrasting accounts of the Review meeting which led to the decision of the Bishop of Stafford, and the least that can be said of the reports of the meeting is that they clearly represent a one-sided testimony where the Reverend Owen had no right of defence.
Han synes således at have fået frataget sine grundlæggende rettigheder ikke blot på grund af de ejendommelige procedurer, der blev anvendt (som for øvrigt ikke synes at være i overensstemmelse med ånden i Church of Englands kodeks for tilrådet praksis ("Code of Recommended Practice")), men også på grund af den kendsgerning, at hans sag øjensynligt hverken henhører under engelsk eller europæisk lov.
His fundamental rights thus appear to have been denied not only by the peculiar procedures which were used (which in addition do not seem to have respected the spirit of the Church of England’s Code of Recommended Practice,) but also by the fact that his case appears to fall entirely outside of either English or European Law.
Hvis kirkemyndighederne accepterer, at hans kontrakt som ansvarlig medpræst er af ubegrænset karakter, selv om det falder uden for bestemmelserne i Pastoral Measure 1983, og således vedkender en retligt bindende kontrakt, kan der være grundlag for at betragte ham som ansat af kirken, hvorfor han bør ydes den beskyttelse, der er knæsat i såvel engelsk som europæisk lov.
If, the fixed nature of his contract as Team Leader is however accepted by the Church authorities even though it lies outside of the provisions of the 1983 Measure, and therefore a legally binding contract is recognised, there may be grounds for considering that he be covered as an employee of the Church and afforded the protection of the law after all, both English and European.
Udvalget vil formodentlig fortsætte denne drøftelse på baggrund af ovennævnte betragtninger og har anmodet Udvalget om Beskæftigelse og Sociale Anliggender om at forelægge sine synspunkter i form af en udtalelse.
The Committee might wish to take this discussion further on the basis of such considerations and obtain the further advice from the Committee on Employment and Social Affairs in the form of an opinion.
19. december 2001
19 December 2001
MEDDELELSE TIL MEDLEMMERNE
NOTICE TO MEMBERS
Andragende 395/2001 af Raymond Owen, britisk statsborger, om afskedigelse på grund af påstået diskrimination
Petition 395/2001 by Raymond Owen (British), on alleged discrimination with regard to his dismissal
Andrageren er præst i "Church of England" og beretter, at han er blevet afskediget af sin biskop, hvilket har givet ham alvorlige økonomiske og familiemæssige problemer, idet han på denne måde har mistet den ret til en bolig, som hans stilling gav ham.
The petitioner, a Church of England clergyman, indicates that he has been dismissed by his bishop which has caused him serious financial and family problems since he has also lost his entitlement to the housing to which he was entitled by virtue of his office.
Andrageren hævder, at denne situation skyldes Det Forenede Kongeriges overtrædelse af fællesskabsretten, da landet ikke i sin nationale lovgivning har gennemført Rådets direktiv 91/533/EØF af 14. oktober 1991 om arbejdsgiverens pligt til at underrette arbejdstageren om vilkårene for arbejdskontrakten eller ansættelsesforholdet.
He argues that this constitutes an infringement of Community law by the United Kingdom which has failed to implement under its national law Council Directive 91/533/EEC of 14 October 1991 on an employer's obligation to inform employees of the conditions applicable to the contract or employment relationship.
– Andrageren har kontaktet MEP'erne Roy Perry og Glyn Ford.
– The petitioner contacted Roy Perry and Glyn Ford, MEPs.
Andragendet opfylder betingelserne for behandling (fastslået den 19. september 2001).
Declared admissible on 19 September 2001.
Kommissionen anmodet om oplysninger (forretningsordenens artikel 175, stk. 3).
Information requested from Commission under Rule 175(3).
Kommissionens svar , modtaget den 13. december 2001
Commission reply , received on 13 December 2001
Raymond Owen, som er præst i "Church of England", var i januar 1999 genstand for en evaluering af, hvorvidt hans ansættelse som sognepræst i sognet Hanley i stiftet Lichfield skulle forlænges.
Reverend Raymond Owen, priest in the Church of England, was in January 1999 subject of a review for the renewal of tenure as the Team Rector of the Parish of Hanley, in the Diocese of Lichfield.
På evalueringsudvalgets forslag meddelte biskoppen andrageren, at hans ansættelsesforhold ville ophøre den 18. juli 1999.
Following the proposal of the review panel, the Bishop informed the petitioner that his tenure of office would end on 18 July 1999.
Ifølge andrageren var der mange proceduremæssige uregelmæssigheder forbundet med evalueringsprocessen.
According to the petitioner, the review process presented many procedural anomalies.
Han indbragte derfor sagen for den britiske landsret for at søge om tilladelse til at få biskoppens beslutning prøvet ved domstolene.
He therefore took the case to the High Court to seek leave to bring an application to judicial review of the Bishop's decision.
Ansøgningen blev afvist, selv om de tre dommere kritiserede håndteringen af evalueringen.
The application was refused, although the three judges criticised the handling of the review process.
En appel til Overhuset blev afslået, og det samme gjaldt et andragende.
An appeal to the House of Lords was refused, as well as a petition.
Andrageren påstår, at han har været udsat for diskrimination på grund af sin religion, nationalitet og det land, han arbejder i.
The petitioner claims that he has been discriminated against on the basis of his religion, nationality and country of work.
Andrageren hævder også, at Det Forenede Kongerige ikke i sin nationale lovgivning har gennemført Rådets direktiv 91/533/EØF af 14. oktober 1991 om arbejdsgiverens pligt til at underrette arbejdstageren om vilkårene for arbejdskontrakten eller ansættelsesforholdet EFT L 288 af 18.10.1991, s. 32. .
He also argues that the United Kingdom failed to correctly implement the Council Directive 91/533/EEC of 14 October 1991 on an employer's obligation to inform employees of the conditions applicable to the contract or employment relationship OJ L 288, 18.10.1991, p.
Den påståede diskrimination
Concerning the alleged discrimination
Hvad angår artikel 13, er det vigtigt at understrege, at denne bestemmelse ikke i sig selv giver enkeltpersoner nogen rettigheder, som kan håndhæves ved de nationale domstole eller EF-Domstolen.
With regard to Article 13, it is important to underline that this provision as such does not grant individuals any right which can be enforced before national courts or the European Court of Justice.
Denne artikel udgør retsgrundlaget for en række retsmidler, som har til formål at bekæmpe diskrimination, navnlig Rådets direktiv 2000/78 af 27. november 2000 om generelle rammebestemmelser om ligebehandling med hensyn til beskæftigelse og erhverv.
This Article constitutes the legal base for a set of legal instruments aimed at combating discrimination, notably Council Directive 2000/78 of 27 November 2000 establishing a general framework for equal treatment in employment and occupation.
Dette direktiv fastsætter et generelt princip om forbud mod enhver direkte eller indirekte forskelsbehandling på grund af bl.a. religion eller tro.
This Directive establishes a general principle of prohibition of any direct or indirect discrimination based, inter alia , on religion or belief.
Medlemsstaterne skal senest den 2. december 2003 vedtage de nødvendige love, forordninger og administrative bestemmelser for at opfylde direktivet.
Member States must adopt the laws, regulations and administrative provisions necessary to comply with the Directive by 2 December 2003 at the latest.
Det gælder derfor ikke begivenheder, der fandt sted inden denne dato.
It is therefore not applicable to events which took place before that date.
Anvendelsen af direktiv 91/533/EØF
Concerning the application of directive 91/533/EEC