natgillin/translations-raw huggingface dataset:
Lovgivning vedrørende oprettelse af erhvervsorganisationer eller fagforeninger
Laws governing formation of professional organisations or trade unions forms the basis of the industrial relations system in Ireland.
Grundlaget for arbejdsmarkedssystemet i Irland er princippet om frie kollektive forhandlinger.
The relevant position in the Irish Constitution in relation to freedom of association is Article 40.6.1.
Der er i lovgivningen fastsat bestemmelser for visse grundlæggende rettigheder som f.eks. arbejdstid, afskedigelse, mindste opsigelsesvarsel og ret til ferie.
Certain basic rights covering such matters as redundancy, dismissal, minimum notice, holidays, etc. are covered by legislation.
I denne artikel sikrer staten under hensyntagen til den offentlige orden og moral friheden til udøvelse af bl.a. "borgernes ret til at slutte sig sammen i foreninger og organisationer".
In this Article the State guarantees liberty for the exercise, subject to public order and morality, of, inter alia, "the right of citizens to form associations and unions".
Endvidere fastsættes det heri, at der kan vedtages love for i den offentlige interesse at regulere og kontrollere udnyttelsen af denne ret.
The Article provides that laws may be enacted for the regulation and control in the public interest of the exercise of this right.
I artikel 40, stk. 6, nr. 2 hedder det, at love der indeholder retningslinier for, hvorledes retten til at slutte sig sammen i foreninger og organisationer kan udnyttes, ikke må afstedkomme diskrimination af politiske, religiøse eller klassemæssige årsager.
Article 40.6.2 provides that laws regulating the manner in which the right of forming associations and unions may be exercised shall contain no political, religious or class discrimination.
Retten til at tilslutte sig foreninger er i modsætning til retten til at danne foreninger ikke udtrykkeligt sikret i forfatningen.
The terms of collective agreements are not legally binding; however, under the Industrial Relations Act.
Selvom Oireachtas's (Parlamentets) beføjelser til at fastsætte retningslinier for foreningsfriheden er
1946. it is open to the parties to an agreement to register the agreement with the Labour Court and thereby give it legal effect.
Bestemmelserne i de kollektive overenskomster er ikke retligt bindende, men i henhold til "Industrial Relations Aet".
The right to join associations, unlike the right to form associations, is not expressly guaranteed by the Constitution.
1946. har parterne i en overenskomst imidlertid mulighed for at lade denne registrere i Labour Court og dermed give den retsvirkning.
Although the power of the Oireachtas (Parliament) to regulate freedom of association is limited, trade unions may themselves impose restrictions on the right to join.
Overenskomsten kan udvides til at omfatte ansatte og arbejds tagere inden for samme branche, selvom de ikke har deltaget i forhandlingerne, såfremt Labour Court finder, at deltagerne i
A trade union is not obliged, constitutionally or otherwise, to accept every applicant.
nemlig: forhandlingerne er tilstrækkeligt repræsentative for den gruppe eller type af arbejdstagere, som overenskomsten omfatter.
A number of legal cases have established that there is no constitutional right to join the union of one's choice.
den skal i henhold til "Trade Union Aet" være registreret som en fagforening i "Registrar of Friendly Societies", eller såfremt der er tale om en udenlandsk fagforening, være en fagforening i henhold til lovgivningen i det land, hvor hovedkontoret er beliggende; den skal have mindst 1.000 medlemmer; den skal mindst 18 måneder før indsendelse af ansøgning om tilladelse give meddelelse om, at den har til hensigt at gøre dette; den skal i High Court deponere et beløb på mellem 20.000 og 60.000 IR £ afhængig af medlemstal.
The Courts have also established the principle that the freedom or right to associate necessarily implied a correlative right not to join any trade union.
En arbejdsgiver er ikke i henhold til loven forpligtet til at forhandle med en fagforening og kan derfor nægte at anerkende den.
An employer is not legally obliged to bargain with a trade union and may refuse to recognise it for this reason.
De irske domstole er imidlertid af den opfattelse, at en konflikt vedrørende anerkendelse af en fagforening er en konflikt, der har til formål at muliggøre strejkeaktioner.
Irish Courts have, however, held that a dispute concerning union recognition is a dispute for the purpose of allowing strike action to be taken.
En fagforening kan i henhold til "Industrial Relations Aet".
Under the Industrial Relations Act.
1969 på eget initiativ indbringe en konflikt vedrørende anerkendelse for Labour Court, idet den forpligter sig til at følge dennes afgørelse.
1969 a trade union may unilaterally refer a recognition dispute to the Labour Court, agreeing to be bound by its decision.
Labour Court anbefaler normalt, at arbejdsgiveren og fagforeningen enes om at forhandle en kollektiv overenskomst, selv i de tilfælde, hvor den omtvistede fagforening ikke har sikret sig, at et flertal af arbejdstagerne er medlemmer.
In general, the Court recommends that the employer and trade union agree to negotiate a collective agreement, even where the trade union in dispute has not secured a majority of the employees in membership.
Bestemmelser vedrørende udøvelse af strejkeretten og vedrørende forligsmæglingsog voldgiftsprocedurer
Regulations governing the exercising of the right to strike and provision of conciliation, mediation and arbitration procedures
Irsk lovgivning indeholder ingen udtrykkelig bestemmelse om, at man har ret til at strejke; den indeholder snarere en række undtagelser, der har til formål at sikre, at fagforeninger, der har forhandlingstilladelse, og deres medlemmer under visse omstændigheder er retsbeskyttede, hvis de indleder en strejke.
Some categories of workers, i.e. members of the Defence Forces and of the Police Force, are forbidden by law to join ordinary trade unions and to resort to industrial action to effect changes in their terms and conditions of work. Civil Service employees enjoy the same rights regarding strike action as other trade union members.
De skal imidlertid have en kontrollerende myndighed, hvis medlemmer alle skal være bosiddende i Nordirland, og som har beføjelse til at træffe beslutninger i forbindelse med spørgsmål, der direkte berører fagforeningsmedlemmer, der er bosiddende i Irland.
Irish statute law does not enshrine a positive right to strike; instead it provides a certain immunity to ensure that in certain circumstances trade unions which hold negotiation licences, and their members, are legally protected if they institute industrial action.
1990 fritages fagforeningerne fra ansvar i forbindelse med sammensværgelse, fredelig strejkevagt, opfordring til brud på arbejdskontrakt eller indblanding i andres forretning eller beskæftigelse, forudsat at denne handling i alle tilfælde udføres af en person "med henblik på at skabe eller fremme en arbejdskonflikt".
1990 protects
Princippet med kollektive forhandlinger udgør grundlaget for arbejdsmarkedssystemet i Irland.
with the employer while the State's function is to provide legislative and institutional support.
De vigtigste statslige organer til løsning af konflikter er Labour Relations Commission og Labour Court.
The principal dispute-settling bodies provided by the State are the Labour Relations Commission and the Labour Court.
Labour Relations Commission blev oprettet i 1991 og har det overordnede ansvar for at fremme gode arbejdsmarkedsforhold.
The Labour Relations Commission was set up in 1991 and has overall responsibility for the promotion of good industrial relations.
Kommissionen består af repræsentanter for arbejdsgivere og fagforeninger samt
The Commission is comprised of employer, trade union and independent representatives appointed by the Minister for Enterprise and Employment.
Dens vigtigste opgaver er:
Its main functions are:
(a) at fungere som mægler og bistå parterne i en konflikt med at løse denne, når direkte forhandlinger mellem fagforening og ledelse er slået fejl;
(a) to provide a conciliation service which assists parties to a dispute to resolve it, when direct negotiations between the trade union and management have failed; it must be registered as a trade union under the Trade Union Act with the Registrar of Friendly Societies or, in the case of a foreign-based union, it must be a trade union under the law of the country in which its headquarters are situated
(b) at rådgive og dermed bistå med at finde frem til de grundlæggende problemer, der kan give anledning til uro på arbejdsmarkedet, og at hjælpe med at finde løsninger på sådanne problemer;
(b) to provide an advisory service whose function is to assist in identifying the underlying problems which may give rise to ongoing industrial relations unrest and help work out solutions to such problems; it must have a minimum of members
(c) at fungere som rådgiver i forbindelse med individuelle rettigheder og i den forbindelse bistå med løsning af konflikter, der vedrører individuelle arbejdstagere;
(c) to provide a Rights commissioner service which assists in the resolution of disputes involving individual workers; it must give notice of its intention to apply for a licence 18 months before doing so
(d) at gennemføre eller lade gennemføre forskning i arbejdsmarkedsforhold;
(d) to conduct or commission research on industrial relations; it must deposit with the High Court a sum of money ranging from IRL£20,000 to IRL£60,000, depending on its membership.
(e) at undersøge og overvåge udviklingen i arbej dsmarkedsforholdene;
(e) to review and monitor industrial relations developments;
Labour Court blev oprettet i 1946 og har siden oprettelsen af Labour Relations Commission fungeret som højeste instans i forbindelse med løsning af konflikter.
However, courts of law and industrial relations bodies may take account of any provisions of a code of practice which they deem to be relevant in determining any proceedings before them.
Det er et uafhængigt organ med et lige stort antal medlemmer udnævnt af arbejdsgiver- og arbejdstagerorganisationer samt en uafhængig formand og uafhængige viceformænd udnævnt af ministeren. Konflikter forelægges først for Labour Relations Commission.
However, a foreign-based union must have a controlling authority, every member of which must be resident in Ireland, which has power to make decisions in relation to issues of direct concern to members of the trade union resident in Ireland.
Når denne mener, at den har udtømt alle muligheder for at løse konflikten, kan parterne indbringe denne for Labour Court, som udsteder en henstilling.
The principle of free collective bargaining forms the basis of the industrial relations system in Ireland. This system assumes freedom for workers to organise and to bargain
ERHVERVSUDDANNELSE
FAS provides an extensive range of training and employment schemes to meet the needs of unemployed persons.
(f) at udarbejde og vejlede om adfærdskodekser vedrørende arbejdsmarkedsforhold, som er udarbejdet i samarbejde med fagforeninger, arbejdsgiverorganisationer og andre berørte parter; bestemmelserne i en adfærdskodeks er ikke retsgyldige; domstolene og arbejdsmarkedsorganisationerne kan dog tage hensyn til en hvilken som helst bestemmelse i en adfærdskodeks, som de mener er relevant i forbindelse med behandlingen af en sag ved domstolene.
These include: without recourse to industrial action by providing practical guidance on procedures for the resolution of such disputes. Particular emphasis is placed on the avoidance of disputes in Essential Services with the Code setting out additional safeguards for inclusion in employer/trade union agreements.
Labour Relations Commission har udarbejdet "Code of Practice on Dispute Procedures including Procedures in Essential Services" Ten adfærdskodeks om konfliktprocedurer herunder procedurer for vigtige tjenester), der har til formål at sikre, at konflikter løses uden strejker ved at komme med en praktisk vejledning i procedurer til løsning af sådanne konflikter.
The Labour Relations Commission has also prepared a Code of Practice on "Duties and Responsibilities of Employer Representatives and the Protection and Facilities to be afforded them by their Employer".
FAS har ladet udføre en række brancheundersøgelser med henblik på at fastslå kravene til uddannelse og arbejdskraft inden for de vigtigste sektorer i den irske industri.
Special training and development programmes are also provided for unemployed young persons, particularly those with inadequate education or vocational qualifications:
FAS har fortsat fremmet og støttet tilvejebringelsen af uddannelsesmuligheder indenfor virksomheder og organisationer gennem "Industrial Restructuring Training Programme" og "Job Training Scheme".
Community Enterprise Programmes Community Youth Training Programmes Community & Travellers Training Workshops FAS, the Training and Employment Authority, has statutory responsibility for the provision of vocational training programmes for Irish industry, with the exception of Hotel and Catering - provided by CERT - and Agriculture - provided by TEAGASC.
FAS og den franske minister for arbejde, beskæftigelse og erhvervsuddannelse ( & AFPA) har videreudviklet en bilateral overenskomst om gensidig anerkendelse af kvalifikationsbeviser i 1994. Yderligere syv FAS-kvalifikationsbeviser er blevet anerkendt i Frankrig (titres homologues), og FAS' bestyrelse har anerkendt de tilsvarende otte franske kvalifikationsbeviser. Der arbejdes på at udvide listen over gensidigt anerkendte kvalifikationsbeviser i 1995. FAS har en lang række uddannelses- og beskæftigelsesordninger til opfyldelse af arbejdssøgendes behov.
FAS and the French Minister for Labour, Employment and Vocational Training ( & AFPA) further developed the bilateral agreement for the Mutual Recognition of Certification in 1994. A further seven FAS certificates have been accredited (titres homologues) in France and the FAS Board has recognised the corresponding eight French certificates. Work is being carried out to further extend the list of mutually recognised qualifications in 1995. FAS has commissioned a series of Sectoral Studies to establish the training and manpower requirements of the main sectors of Irish industry.
Det irske turistakademi CERT har tilsluttet sig det fransk/irske initiativ om gensidig anerkendelse af kvalifikationsbeviser, og i 1994 blev to CERT-kvalifikationsbeviser anerkendt i Frankrig, ligesom CERT anerkendte de tilsvarende franske kvalifikationsbeviser.
CERT, the Irish Tourism Training agency, has joined the France/Ireland mutual recognition initiative and two CERT certificates were accredited in France in 1994 and the CERT council formally recognised the corresponding French certificates.
Den fælles ordning, der siden 1990 har eksisteret mellem FAS og Guilds of London Institute vedrørende kvalifikationsbeviser, blev gennemgået af FAS' bestyrelse i 1994 og forlænget med yderligere to år indtil 1996.
FAS has continued to encourage and support the provision of training within companies and organisations through the Industrial Restructuring Training Programme and the Job Training Scheme.
Der er ligeledes oprettet uddannelses- og udviklingsprogrammer for unge arbejdssøgende, særligt unge, der har utilstrækkelige skolekundskaber eller erhvervskvalifikationer.
Joint Certification agreement, which has been in operation since 1990, was reviewed by the FAS Board in 1994 and extended for a further two years until 1996.
FAS har indledt et samarbejde med de tyske myndigheder med henblik på at fremme gensidig anerkendelse af irske og tyske erhvervskvalifikationer.
FAS has initiated work with relevant German authorities with a view to improving mutual recognition of Irish and German trade qualifications.
Der ventes at ske yderligere fremskridt i 1995.
Progress is expected in 1995.
Ordning for elever, der forlader folkeskolen (valgmuligheder) Ungdomsprogram (herunder navnlig erhvervsuddannelse og praktisk uddannelse med tilknyttet erhvervserfaring) Program for opøvelse af færdigheder
FAS has continued its "Positive Action Programme for Women" which is aimed at encouraging women to enter nontraditional occupations. In 1993, women accounted for 38% of all persons completing FAS Training Programmes and 31% of participants on Employment Schemes.
FAS deltager i EUROKVALIFIKATIONS-programmet, der har til formål at lette den gensidige anerkendelse af kvalifikationsbeviser i samtlige EU-medlemsstater.
FAS is participating in the EUROQUALIFICATION Programme which is designed to facilitate the mutual recognition of vocational certification throughout the Member States.
Første fase af EUROKVALIFIKATION omfatter nu 12 forskellige erhvervsudviklingssektorer, og der uddannes elever inden for i alt 42 erhverv.
The first phase of EUROQUALIFICATION is now involved with 12 different vocational sectors of development and a total of 42 occupations are being used to provide training for individual trainees.
Særprogrammerne udbydes ved at gennemføre særlige initiativer med det formål at fremme lokalsamfundenes deltagelse i løsningen af arbejdsløshedsproblemerne.
The Anti-Di seri m i nati on (Pay) Act. 1974 established the right to equal remuneration where women employed by the same employer in the same place of employment are doing "like work" with men.
Blandt disse kan nævnes:
The Act also applies to men.
Samtlige disse aktiviteter vil formentlig lette og forbedre arbejdstagernes mobilitet i hele EU.
All these activities should facilitate and improve the mobility of workers throughout the Community.
Lærlingeuddannelse
Apprenticeship Training
Programmer for virksomheder i lokalsamfundet Uddannelsesprogrammer for unge i lokalsamfundet Oprettelse af værkstedsskoler i lokalsamfundet samt for rejsende personer
The Employment Equality Act. 1977 makes it unlawful to discriminate on grounds of sex or marital status in relation to access to employment, conditions of employment (other than pay or occupational pension schemes), training or work experience or in the matter of opportunities for promotion or regrading.
FAS har i samarbejde med parterne på arbejdsmarkedet udarbejdet et nyt standardsystem for lærlingeuddannelsen.
FAS, in conjunction with the social partners, has designed a new standards-based system of apprenticeship.
Lærlinge, der gennemfører denne uddannelse, vil modtage et nyt nationalt svendebrev, der vil
Successful apprentices will be awarded a new National Craft Certificate which will be based on standards achieved as opposed to the old system which was based on time served.
Alle kan indbringe overtrædelser af ligestillingslovgivningen for Equality Officers, Labour Court og i visse tilfælde for de civile domstole.
Grievances under equality legislation can be pursued by any person in proceedings before Equality Officers, the Labour Court and in certain circumstances, the Civil Courts.
Det har både en undersøgelses- og en kontrolfunktion; dets tre vigtigste opgaver er:
It has both an investigative and overseeing role and was conferred with three main functions:
Indholdet af den nye lærlingeuddannelse er blevet fastlagt på grundlag af undersøgelser blandt arbejdsgiverne med henblik på at få defineret og fastlagt de færdigheder og det kompetenceniveau, der kræves af lærlinge inden for 25 udvalgte brancher.
The content of the new apprenticeship has been drawn up as a result of surveys of employers to establish the range of skills and level of competence required by apprentices in 25 designated trades.
Arbejds giverorganisationer, fagforeninger, undervisningsministeriet og FAS har udpeget eksperter inden for bestemte områder til at udarbejde en undervisningsplan på baggrund af deres egen ekspertise og resultaterne af undersøgelserne.
Subject Matter Experts nominated by the employer bodies, trade unions, the Department of Education and FAS were engaged to use their own expertise and findings from the surveys to write the curriculum.
at arbejde hen imod en fjernelse af diskrimineringen på arbejdsmarkedet i højere grad at give mænd og kvinder de samme jobmuligheder til stadighed at tilpasse lovene fra 1974 og 1977.
- to work towards, the elimination of employment discrimination; to promote equality in employment opportunity and; to keep under review the 1974 and 1977 Acts.
I september 1993 startede 15 erhverv under det nye, standardbaserede system.
In September 1993, 15 trades started operating under the new Standards-Based system, 5 more started in September 1994, with a further 5 to commence in September 1995.
I september 1994 påbegyndtes yderligere 5, og de sidste 5 forventes at starte i september 1995.
Promoting Equal Opportunities in the Public Service
At fremme ligestillingen i den offentlige sektor
On the premise that the public sector can be a proving ground for new concepts of positive
Ud fra det synspunkt, at den offentlige sektor kan anvendes til at afprøve nye former for positive særforanstaltninger, og at den er forpligtet til at gå i spidsen for den private sektor, begyndte fagforeninger og ledelse i 1987 systematisk at undersøge initiativer med henblik på at skabe ligestilling mellem mænd og kvinder.
action, and that it has an obligation to give leadership to the private sector, the process of monitoring equality of opportunity initiatives was started in the civil service by unions and management in 1987.
FAS har fortsat sit "Positive Action Programme for Women", hvis formål er at tilskynde kvinder til at søge ind på utraditionelle beskæftigelsesområder.
The Department of Equality and Law Reform has launched an Action for Equality Awards Scheme for the promotion of equality in two categories - gender and disability.
I 1993 udgjorde kvinderne 38% af dem, der gennemgik FAS-programmerne, og 31% af deltagerne i beskæftigelsesordninger.
The purpose of the Equality Awards Scheme is to recognise good equality practices in Irish Society.
I 1991 blev denne indsats udvidet til også at omfatte lokale myndigheder og sundhedsmyndighederne på baggrund af et initiativ, som blev taget af PESP. "Department of Labour" foranstaltede i den forbindelse en undersøgelse af tre aktivitetssektorer - statsligt støttede organer, lokale myndigheder og sundhedsmyndigheder.
In 1991 this process was extended to local Authorities and Health Boards in line with a commitment in the PESP (Programme for Economic and Social Progress) and a survey of three sectors - state sponsored bodies, local authorities and health boards - was undertaken by the former Department of Labour.
Undersøgelsen mundede ud i "Department of Equality and Law Reform", og i slutningen af 1993 blev der offentliggjort en rapport om en undersøgelse aflige muligheder inden for den offentlige sektor.
The survey was completed by the Department of Equality and Law Reform and a Report on a Survey on Equal Opportunities in the Public Sector was published at the end of 1993.
Ligestillingen i den offentlige sektor er også blevet styrket af den fortsatte tilstedeværelse af ligestillingspolitik i regeringsprogrammet. Etableringen af "Department of Equality and Law Reform", udnævnelsen af en "Minister for Equality and Law Reform" som
The promotion of equal opportunities in the public sector has also been strengthened by the continued profile of equality policy in the Government Programme.
En væsentlig udvikling i retning mod ligestilling i den offentlige sektor er regeringens indførelse af en politik til fremme af en kønskvota på 40% i forbindelse med alle udnævnelser til bestyrelserne i den offentlige sektor.
A significant development towards equality in the public sector is the Government's introduction of a policy to promote a gender quota of 40% in respect of all appointments to the boards of public sector bodies.
Formålet med dette initiativ er at støtte og fremme et begrænset antal nyskabende pilotprojekter til oprettelse af børnepasningsforanstaltninger, hvortil der ansættes velkvalificeret, lokalt personale.
The scheme is targeted at designated disadvantaged areas and the £1 million exchequer funding available during 1994 is to assist with startup capital costs such as adaptation of premises, purchase of equipment, etc.