natgillin/translations-raw huggingface dataset:
Diskriminering af kvinder er vidt udbredt i Ungarn.
Discrimination against women is rife in Hungary.
Kulturen er pr. tradition så mandsdomineret, at kvinder ikke engang lægger mærke til de fleste grelle tilfælde af forskelsbehandling.
The culture is traditionally so male-dominated that women do not even notice some of the most glaringly discriminatory practices.
Og selv om de virkelig lægger mærke til det, har spørgsmålet altid syntes "sekundært" for de mænd og kvinder, der lever i det traditionelle kønsrollemønster, på hvilket familielivet er cementeret.
Or even when they do notice, the issue has always appeared as "secondary" to the traditionally perceived roles of men and women which is cemented around the family.
Indtil nu har familien haft en politisk funktion, for så vidt som den ydede beskyttelse mod en undertrykkende stat.
Until now, the family had a political function in so far as it played a protective role against an oppressive State.
Derfor eksisterer forskelsbehandling stadig.
Thus, discrimination continues into the new era.
F.eks. er arbejdsløshed et relativt "nyt" fænomen i Ungarn, og arbejdsanvisningskontorer, der fører tal over ledige jobs, opstod først i 1988.
For instance, unemployment is a relatively "new" phenomenon in Hungary, and employment agencies that keep records of available jobs only started to operate in 1988.
De tal, som disse kontorer fremviser, angiver det samlede antal af ledige jobs inden for enhver sektor og kategori; af disse er antallet af jobs KUN FOR MÆND tydeligt angivet.
The data these agencies are producing shows the total number of available jobs in every sector or category; out of this total the number which are for MEN ONLY is specified.
Enhver arbejdsgiver kan bestemme kønnet hos deres fremtidige arbejdere - så kvinder behøver ikke engang at ansøge.
Any employer can decide the sex of their future workers - so women need not even apply.
I slutningen af 1989 var 31.750 jobs, repræsenterende 68% ud af 46.609 jobs, udelukkende reserveret for mænd.
At the end of 1989, out of the 46,609 available jobs, 31,750, representing 68%, were reserved for men only.
Desuden er nogle jobannoncer i aviserne (for regnskabskyndige, kontorarbejdere osv.) forsynet med et fotografi af en mand. De angiver således klart, hvilke særlige kønsspecifikke kvalifikationer ansøgeren bør være i besiddelse af.
Moreover, some job advertisements in newspapers (for accountants, office work etc) carry a man's photograph, clearly indicating what essential gender qualifications the person should have who wants to apply.
Der forskelsbehandles ofte, så at kvinder ikke bliver forfremmet, uddannet eller omskolet på deres arbejdsplads.
Women are often discriminated against in not being promoted, not being trained or retrained at their place of employment.
Det er indlysende, at ungarske kvinder ville drage stor fordel af foranstaltninger lig EF's eller lignende anti-diskriminerende foranstaltninger.
It is obvious that Hungarian women would greatly benefit from EC type or similar anti-discrimination measures.
SOCIAL SIKRING - LIGEBEHANDLING
SOCIAL SECURITY - EQUAL TREATMENT
Ligebehandling i forbindelse med sociale sikringsydelser er af den yderste vigtighed for kvinder i ethvert samfund.
Equal treatment in matters of social security benefits is of crucial importance for women in any type of society.
I Ungarn bliver sociale sikringsydelser betragtet som en borgerret og er derfor indeholdt i forfatningen.
In Hungary, social security benefits are considered one of the citizen's basic rights, and as such are included in the Constitution.
Artikel 70/E, stk. 1, fastslår, at "alle borgere i Den ungarske Republik har ret til social sikring; gamle, syge, invalide, enker/enkemænd og ufrivilligt arbejdsløse har krav på en under støttelse, man kan leve af."
Article 70/E paragraph 1 lays down that "All citizens of the Hungarian Republic have the right to social security; people in old age, sickness, invalidity, widowhood and if they became unemployed (involuntarily) they are entitled to an allowance to live on."
Der er intet i loven, der kan læses som specielt kønsrelateret.
There is nothing in the law that could be read as specifically gender-related.
EF-direktivet om ligebehandling af mænd og kvinder med hensyn til social sikring (79/7/EØF) er imidlertid blevet specielt udformet for at undgå diskriminering på en række områder inden for den almindelige sociale sikringslovgivning i medlemslandene. Det viser stor lighed med den nugældende ungarske 1ovgivning.
The Community Directive on Equal Treatment for Men and Women in Matters of Social Security (79/7/EEC) has however been specifically formulated to rule out discrimination in a number of areas in the general social security legislation of Member States, which was very similar to the current Hungarian law.
Princippet om ligebehandling, som allerede er blevet behandlet i tidligere bestemmelser, er blevet yderligere behandlet i dette direktiv til anvendelse på de lovbestemte ordninger, der yder beskyttelse i forbindelse med:
The equal treatment principle, that has already been the subject of an earlier law, is further expanded in this Directive to apply to statutory schemes that provide protection against: - sickness - invalidity - old age - accidents at work and occupational diseases - unemployment
I EF's 12 medlemslande burde kvinder have lige adgang til alle de ovenfor nævnte ydelser uden diskriminering.
In the twelve Member States of the European Community, women should have equal access to all the above benefit schemes without discrimination.
Desværre er kvinder imidlertid stadig udsat for diskriminering i mange lande, på trods af disse bestemmelsers eksistens. De nægtes enten adgang til visse sociale sikringsydelser eller modtager mindre end mænd.
Unfortunately, however, regardless of the existence of this law, in many countries women are still discriminated against and either denied access to, or receive less than men in, certain social security benefits.
Ydelserne er naturligvis særdeles kostbare, hvilket delvis forklarer, hvorfor nogle lande trækker tiden ud, mens de undlader at anvende loven.
Benefits are, of course, very costly which partly explains why some countries are dragging their feet in applying the law.
I Ungarn blev i 1989 16,5% af BNP anvendt på social sikring.
In Hungary, 16.5% of the gross national product was spent on social security in 1989.
Arbejdstagernes bidrag svarer til ca. 10% af deres bruttoindkomst, mens arbejdsgivernes bidrag udgør 43%.
Contribution by the workforce is equal to about 10% of their gross income while the employers contribution comes to 43 %.
Siden 1950 blev det sociale sikringssystem centraliseret og betroet fag foreningerne. Dets budget var en af de vigtigste poster på statsbudgettet.
From 1950, the development and direction of social security was centralised and entrusted to the unions, while its budget represented one of the important items of state spending.
I 1989 blev, grundet en række reformer, en ny instans, Den nationale Sikringsfond, ansvarlig for den sociale sikring i Ungarn.
In 1989, due to a series of reforms, a new body, the National Insurance Fund, became the institution responsible for social security in Hungary.
Det er tydeligt, at der i Ungarn ikke hersker nogen direkte forskelsbehandling, hvad angår sikringsydelser.
It appears that in Hungary there is no direct discrimination in any of these insurance based benefits.
I modsætning til tidligere i nogle EF-lande bliver tildelinger og ydelser i Ungarn udregnet ens for mænd og kvinder uden kønsdiskriminering.
Unlike in the past in some EC countries, in Hungary contributions and benefits for men and women are calculated in the same way, thus there is no gender differentiation involved.
Da det sociale sikringssystem er baseret på indkomst, og da kvinder på visse områder tjener mindre og derfor bidrager med mindre, afspejler deres ydelser i overensstemmelse hermed denne grundliggende forskel.
As the social security system is earnings related, and as in some professions women earn less, thus contribute less, accordingly their benefits reflect this basic difference.
Lad os kaste et blik på ordningen for arbejdsløshedsunderstøttelse.
Let us look at the unemployment benefit scheme.
Dette er en ny understøttelse baseret på indtægt. Den blev først indført i 1989 og blev søgt af 12.064 personer det år.
This is a new earnings-related benefit, it was only introduced in 1989 and was claimed by 12,064 persons in that year.
Det beløb, den arbejdsløse er berettiget til, udgør 75-80% af hans/hendes sidste løn, men det kan ikke overstige den gennemsnitlige minimumsindtægt tre gange.
The amount to which the unemployed are entitled represents 75-80% of their last salary but it cannot exceed three times the value of the average minimum income.
I 1989 modtog arbejdsløse manuelt arbejdende kvinder 70,9% af, hvad mænd i samme kategori modtog i arbejdsløshedsunderstøttelse.
In 1989, unemployed women manual workers received 70.9% of what men in the same category received as unemployment benefit.
Procentdelen for arbejdsløse uddannede kvinder er lidt højere, 69,5% sammenlignet med mænd.
The percentage for unemployed professional women is slightly less, 69.5% compared with men.
Kvinder og mænd har lige ret til arbejdsløshedsunderstøttelse.
The conditions of entitlement to unemployment benefit are the same for women as for men.
Den udbetales i et år, hvorefter den arbejdsløse kan anmode om reduceret arbejdsløshedsunderstøttelse i endnu et år.
It is payable for a year, after which the unemployed can claim a reduced unemployment allowance for another year.
Efter 2 års arbejdsløshed er finansiel hjælp ikke længere mulig.
After two years of unemployment there is no more financial help available.
SOCIAL SIKRING - BESKÆFTIGELSESORDNINGER
SOCIAL SECURITY - OCCUPATIONAL SCHEMES
Direktivet om ligebehandling af mænd og kvinder inden for de erhvervstilknyttede sociale sikringsordninger (86/378/EØF) skal dække alle de ordninger, der ikke er omfattet af direktivet om social sikring.
The Directive on Equal Treatment for Men and Women in Occupational Social Security Schemes (86/378/EEC) is intended to cover all those schemes which are not included in the previous Social Security Directive.
Direktivet har til formål at sikre lønmodtagere eller selvstændige erhvervsdrivende ydelser, som skal supplere ydelserne fra de lovbestemte sociale sikringsordninger. ordninger.
The aim of the Directive is to provide workers, whether employees or self-employed, with benefits intended to supplement the benefits provided by statutory social security schemes.
I henhold til disse bestemmelser er alle ydelser, der er i modstrid med princippet om ligebehandling, forbudt.
Under this law all provisions that are contrary to the principle of equal treatment are banned.
Imidlertid behandler bestemmelserne ikke harmoniseringen af de forskellige aldersgrænser for pensionering af mænd og kvinder.
The law, however, does not include the harmonisation of different retirement ages for men and women.
I Ungarn findes der ingen tilsvarende ordninger, da staten var fuldt ansvarlig for alle nationale sikringsbaserede ydelser.
In Hungary there are no parallel provisions as the state had full responsibility for all national insurance based benefits.
Som i Ungarn er der mange lande inden for Det europæiske Fællesskab, der tillader forskellige aldersgrænser for pensionering af mænd og kvinder.
As in Hungary, many countries of the European Community allowed for different retirement ages for men and women.
Resultatet er overalt det samme; kvinder har ikke lige så stor ret til pension som mænd.
The result everywhere is the same, women's entitlement to pensions is less than men's.
Derfor er ældre kvinder ofte udsat for fattigdom.
Thus women are often more subject to poverty in old age.
I Ungarn er pensionsalderen for mænd 60 og for kvinder 55.
In Hungary, retirement age for men is 60 and for women is 55.
Disse aldersgrænser ligger lavere end i mange vesteuropæiske lande, skønt mange, der har nået pensionsalderen, ikke er i stand til at lade sig pensionere af finansielle grunde.
These, age limits are lower than in many Western European countries, although many people reaching pensionable age are unable to afford to leave their job for financial reasons.
Ifølge tal fra 1984 forblev over 23% pensionister erhvervsaktive efter pensionsalderen, og ca. 2/3 af dem fortsatte med eller begyndte at dyrke køkkenhaver delvis af kommercielle grunde.
According to 1984 data, over 23 % of pensioners remained economically active after retirement age and about two thirds of them also continued or took up kitchen gardening partly for commercial use.
Forbløffende mange ældre mennesker - flest kvinder, og ofte over 70 - er erhvervsaktive på en eller anden måde.
There are a surprising number of old people - mainly women and often over 70 - active in the economy in one way or other.
(F.eks. markedssælgere - især fra landet; rengøringshjælp og anden form for huslig hjælp osv.)
(Like some stall keepers at markets - mostly from the country; cleaners and other domestic workers, etc)
I 1988 var der 2,4 millioner pensionister i Ungarn, udgørende næsten 1/4 af den samlede befolkning.
In 1988, there were 2.4 million pensioners in Hungary representing nearly a quarter of the total population.
60% af alle pensionister er kvinder.
60% of all pensioners are women.
I 1970 var budgettet for pensioner 5% af BNP.
In 1970, the pension budget was 5% of the GDP.
I 1989 steg det til 12%.
By 1989 it rose to 12%.
Gennemsnitspensionen pro persona udgør ca. 65% af den gennemsnitlige månedlige indtægt.
The average pension per head represents about 65 % of average monthly income.
Men den månedlige pension for pensionister over 70 år udgør kun 45-50% af den gennemsnitlige månedlige indtægt.
But the monthly pension for the over 70 age group represents only between 45-50% of the average monthly income.
Pensioner bliver ikke pristalsreguleret (de bliver forhøjet med mellemrum), hvilket betyder, at mange gamle har meget lidt at leve for.
Pensions are not index linked (they are raised periodically), which leaves many old people with little money to live on.
I 1987 levede 26% af pensionisterne (de fleste kvinder) under et eksistensminimum.
In 1987, 26% of pensioners, most of them women, lived below the subsistence level.
Deres boligforhold er også uhyre dårlige; 1/5 af de ældre lever i et værelses lejligheder, mens 2/5 af dem ikke har badeværelse og W.C.
Their housing conditions are also dire, one-fifth of the elderly live in one-room flats, whilst two-fifths of them live in accommodation without bathroom and lavatory facilities.
SELVSTÆNDIGE KVINDER, INKLUSIVE LANDBRUG
SELF-EMPLOYED WOMEN, INCLUDING AGRICULTURE
I traditionelle landbrugssamfund og bondekulturer er kvinder som regel uden undtagelse fuldstændig afhængige af deres ægtemands/families indtægt.
In traditionally agricultural societies and peasant cultures women are, more often than not, entirely dependent on their husbands/family's income.
Skønt kvinderne ikke alene arbejder hjemme, men også med jorden på familiens gård, jordstykke eller i et familieforetagende, har der i mange lande ikke været nogen social sikringsordning for dem, og de har ingen individuel ret til understøttelse.
Although women work not only in the home but also on the land, on the family farm/ plot or business, in many countries there has been no social security provision for them and they have no individual rights to benefits.
Kvinder i nogle EF-lande, som hele livet har arbejdet i et familieforetagende og været medansvarlige for dets medgang, stod ofte med tomme hænder, hvis de blev forladt eller skilt.
In some European Community countries, women who worked all their lives in the family business and helped to make it prosperous, on desertion or on divorce were often left without anything.
Da de aldrig har modtaget løn fra en arbejdsgiver, og derfor selv ikke har betalt bidrag til det sociale sikringssystem, kunne de ikke gøre krav på nogen beskyttelse ved graviditet, ej heller på ydelser eller pension.
As they have never received a wage from an employer, thus never paid any contributions into the social security system, they were not entitled to any maternity protection nor to benefits or pensions.
Dette var tilfældet for mange kvinder i EF's medlemslande.
Such was the case of many women in the Member States of the EC.
For at rette op på dette vedtog Det europæiske Fællesskab et direktiv (86/613/EØF) om ligebehandling af mænd og kvinder i selvstændige erhverv, herunder i landbrugserhverv, samt om beskyttelse af kvinder i selvstændige erhverv i forbindelse med graviditet og barsel.
To rectify this situation, the European Community passed a Directive (86/613/EEC) on equal treatment between men and women engaged in an activity, including agriculture, in a self-employed capacity, and on the protection of self-employed women during pregnancy and motherhood.
Således fik selvstændige succesfulde erhvervsdrivende kvinder, landmænd, selvstændige erhvervsdrivende og deres medhjælpende hustruer mulighed for at udøve deres ret og kræve ydelser i henhold til den nationale lovgivning.
Thus self-employed women pursuing gainful activities, farmers and members of the liberal professions and wives of self-employed workers were given the possibility to exercise their rights and claim benefits under national law.
Indtil for nylig var produktionsmidlerne statsejede, og arbejdsmarkedet var i sin organisation centraliseret i Ungarn, og derfor havde størstedelen af arbejdskraften status af "ansatte".
Until recently the means of production were state-owned and the labour market was organised in a more centralised fashion in Hungary, therefore the vast majority of the labour force had the status of "employee".
I 1988 var der kun 4.000 selvstændige såsom forretningsmænd, entreprenører ud af 4.850.000 erhvervsaktive.
In 1988 there were only four thousand people in the self-employed/business/entrepreneur type of profession out of 4,850,000 economically active people.
Kun 1/3 af disse selvstændige er kvinder, alle med et traditionelt kvindeligt er hverv som f.eks. mode, forretning og restauration.
Only one-third of these self-employed are women and all in traditionally female occupations such as fashion, shops and catering.
Ungarns lovgivning om beskæftigelse blev udvidet i midten af 1980'erne for at forbedre de selvstændige kvinders situation.
Hungarian employment legislation has been extended in the mid-1980s to regulate the situation of self-employed women.
Da alle ydelser er baseret på bidrag, har de på lige fod med andre ansatte krav på barselshjælp, børnepasningstilskud og -hjælp.
As all benefits are contributions-based, they are entitled, in the same way as other employees, to maternity, childcare grant and allowance.
UDKAST TIL DIREKTIVER
DRAFT DIRECTIVES
EF-forslag til bestemmelser, som man endnu ikke er enig om eller endnu ikke har vedtaget, kaldes udkast til direktiver.
European Community proposals for legislation on which there has not been an agreement or decision yet are called draft directives.
Der eksisterer nogle få vigtige, som stadig venter på, at en beslutning træffes, eller som er blevet arkiveret. Men når som helst kunne de blive lagt på Ministerrådets bord.
There are a few important ones that await decision or have been shelved but could be put "on the table" of the Council of Ministers at any time.
Et udkast til direktiv, der angår arbejdsbeskyttelse af gravide kvinder eller kvinder, der er nedkommet for nylig, bliver i øjeblikket diskuteret inden for EF, og man regner med, at det i slutningen af 1991 vil blive vedtaget.
A draft directive concerning the protection at work of pregnant women or women who have recently given birth is currently being discussed at the European Community level and it is anticipated that by the end of 1991 it will become law.
Disse bestemmelser stiler efter at harmonisere barselsorlov og -ydelser inden for alle medlemslandene.
This legislation aims to harmonise maternity leave and provisions in all Member States.
Dette udkast til direktiv foreslår for alle gravide fastansatte kvinder en uafbrudt orlovsperiode på mindst 14 uger til fuld løn eller en tilsvarende understøttelse, der udgør ikke mindre end 80% af kvindens sidste løn.
This draft directive proposes for all pregnant women who are in employment an uninterrupted period of at least 14 weeks' leave from work, on full pay or on a corresponding allowance that is not less than 80% of the woman's last salary.
I Ungarn er man temmelig rundhåndet med tildelingen af barselsorlov og -ydelser (se MODERSKAB, s. 24).
In Hungary, maternity leave and provisions are quite generous (see MATERNITY, p.24).
Og alle kvinder er sikret tilbagevenden til deres job efter 2 eller 3 års orlov.
And all women enjoy full job protection after their 2 or 3 years of leave.
Dette udkast til direktiv skulle hjælpe kvinder i tilfælde af forskelsbehandling, hvad angår ligeløn og køn.
This draft directive was meant to help women in equal pay and sex discrimination cases.
De foreslåede bestemmelser ville have gjort den nuværende vanskelige lovformelige procedure lettere, ifølge hvilken en kvindelig ansat (eller kvindelige ansatte) må fremlægge beviser på, at en arbejdsgiver har udsat hende for forskelsbehandling.
The proposed law would have facilitated the currently difficult legal procedure when a women employee or employees needs to provide the proof that an employer has discriminated against her.
Ved at overdrage bevisbyrden til den anden part ville arbejdsgiveren være nødt til at bevise, at han/hun IKKE har udsat sagsøgeren for forskelsbehandling.
Reversal of the burden of proof would give the responsibility to the employer to show that he/she has NOT discriminated against the plaintiff.
Da der ikke findes nogen lovgivning i Ungarn om ligebehandling, findes ikke engang begrebet "bevisbyrden".
As there is no equal treatment law in Hungary, there is not even a concept of "burden of proof'.
Forældreorlov og orlov af familiemæssige årsager (1983; 1984)
Parental Leave and Leave for Family Reasons (1983; 1984)
Dette er et vidt omdiskuteret EF-forslag, som skulle have været vedtaget i forbindelse med det første handlingsprogram for lige muligheder for kvinder, der fandt sted mellem 1982 og 1985.
This is a widely debated EC proposal which was meant to become law under the first Action Programme for equal opportunities for women which was running between 1982-1985.
For at komme dette i forkøbet vedtog de fleste af medlemslandenes regeringer i midten af 1980'erne en lovgivning om en slags forældreorlov og orlov af familiemæssige årsager.
In anticipation, most Member States governments passed legislation on some form of parental leave and leave for family reasons in the mid-1980s.
Dette udkast til direktiv forsøger at regulere forældres ret til ulønnet orlov efter deres barns fødsel og tillader orlov i et vist antal dage, hvis et barn eller en slægtning er syg.
This draft directive aims to regulate parents' rights to unpaid leave after the birth of their child and allow leave for a certain number of days if a child or relative is ill.
Den sidste del af dette forslag er alle rede bortfaldet, men kampen for at have en lovformelig ordning med forældre orlov finder stadig sted.
The latter part of this proposal had already been dropped, but the fight to have a legal measure for parental leave is still on-going.
Udkastet til direktiv foreslår at give den ene af forældrene 3 måneders orlov efter barselsorlov, og før barnet er 2 år gammelt. Orloven kunne være lønnet eller ulønnet, men hvis den blev lønnet, skulle udgifterne bæres af offentlige fonde, ikke af arbejdsgiveren.
The draft directive proposes to give three months leave to either parent, after maternity leave and before the child is two years old.
Som det er blevet påvist (se BØRNEPASNING, s. 26), er orlov i forbindelse med børnepasning lønnet i Ungarn og er blevet en stor succes.
As was shown (see CHILDCARE, p.26), childcare leave is paid and has been very successful in Hungary.
Men kun kvinderne kan tage orlov og blive hjemme hos barnet det første år, mens mændene har mulighed for orlov det andet år.
But the first year of that leave allows only women to stay at home with the child while there is an option for fathers to take up this leave in the second year.