natgillin/translations-raw huggingface dataset:
Nłglebegreber i kurset
Key concepts in the training
† umiddelbart gºldende: trºder i kraft i medfłr af offentliggłrelsen i Den Europºiske Unions Tidende fra den dato, der er anfłrt i forordningsteksten eller, i mangel heraf, fra den tyvende dag efter offentliggłrelsen
Directly applicable: come into force by virtue of their publication in the Official Journal of the European Union,from the date specified in them, or in the absence thereof,from the twentieth day following that of their publication
† krºver ingen nationale gennemfłrelsesforanstaltninger
Do not require any national implementing measures
† kan danne grundlag for individuelle personers słgsmìl ved nationale domstole
Can be relied upon in national courts by individuals
† generel anvendelse ̌ gºldende for og i alle medlemsstater.
General application – apply to and in all Member States
† krºver nationale gennemfłrelsesforanstaltninger inden for en vis tidsfrist efter vedtagelsen
Enter into force either on the date specified in them or on the twentieth day after theirpublication in the Official Journal of the European Union
† fłrend tidsfristen er udlłbet, kan direktiver ikke danne grundlag for individuelle personers słgsmìl ved nationale domstole
But require domestic implementing measureswithin a certain time period from adoption
† medlemsstaterne kan drages til ansvar for manglende gennemfłrelse eller for en ufuldstºn-dig gennemfłrelse af direktivet (se afsnit 1.6).
Member States must ensure that they adopt implementing measures before the expiryof the time deadline so that national law reflects the terms of the Directive – thisprocess is called transposing the Directive
Bekºmpelse af diskrimination ̌ En uddannelseshìndbog
Member States can be liable for non-implementationor for imperfect transposition of a Directive (see further below at 1.6)
† dog kun bindende for dem, lovgivningen er henvendt til, f.eks. en virksomhed, der er blevet fundet at have brudt konkurrencelovgivningen
But only on those to whom it is addressed, e.g. a company which has been found inbreach of competition law
† kan anvendes som retsgrundlag af individuelle klagere ved nationale domstole.
Can be relied upon in national courts by individuals
Andre retskilder
Other sources
Retspraksis/ EU-lovgivningens generelle principper
Case law/General principles of EU law
† de grundlºggende menneskerettigheder (herunder Den Europºiske Menneskerettigheds-konvention, se afsnit 1.2)
Fundamental human rights (including the European Convention on Human Rights, seefurther below at 1.2)
† principperne om ligestilling/ikke-forskelsbehandling (se afsnit 1.3)
Equality/non-discrimination (see further below at 1.3)
† retlig sikkerhed/berettigede forventninger/‚non-retroaktivitet§
Legal certainty/legitimate expectations/non-retroactivity
† retten til at blive hłrt
The right to be heard
† udveksling af fortrolige juridiske oplysninger (legal professional privilege).
Legal professional privilege
Europarìdet blev oprettet kort efter 2. verdenskrig med det formìl at fremme europºisk enhed, beskytte menneskerettighederne og lette social og łkonomisk fremgang.
The Council of Europe was created at the end of the Second World War for the purpose ofpromoting European unity, protecting human rights and facilitating social and economicprogress.
Det har 46 medlems-lande, herunder alle EU-medlemsstater og -kandidatlande.
It has 46 Member States, including all EU Member States and candidate countries.The Council of Europe created the European Convention for the Protection of Human Rights and Fundamental Freedoms.
Europarìdet var skaberen af europºisk konvention om beskyttelse af menneskerettigheder og grundlºggende frihedsrettigheder (Men-neskerettighedskonventionen).
The European Court of Human Rights is based in Strasbourg, and oversees the implementation of the Convention.
Der findes nogle bestemmelser om beskyttelse mod diskrimination i konventionens artikel 14 samt i dens 12. protokol, der trìdte i kraft pr. 1. april 2005.
Article 14 of the Convention provides some protection against discrimination, as does the
Begrebet forskelsbehandling i EU-lovgivning og -politik
1.3.The concept of discrimination in EU law and policy
Princippet om ‚ikke-forskelsbehandling§ er et generelt princip i EU-lovgivningen og nºvnes ogsì udtrykkeligt i en rºkke sºrlige sammenhºnge i traktaterne.
The principle of non-discrimination is a general principle of EU law. It is also expressly mentioned in a number of distinct contexts in the Treaties.
Den Europºiske Unions charter om grundlºggende rettigheder blev pì hłjtidelig vis proklameret i december 2000, men er endnu ikke juridisk bindende.
The EU Charter of Fundamental Rights was solemnly proclaimed in December 2000 and is asof yet not legally binding.
Det indgìr i den nye forfatningstraktat, som, forudsat traktaten ratificeres af alle 25 medlemsstater, vil głre charteret bindende.
It forms part of the new Constitutional Treaty, and if this Treatyisratified by all 25 Member States, it will become binding.
Ratifikationspro-cessen er for łjeblikket i gang ude i medlemsstaterne.
The process of ratification isgoing on across the EU at present.
I charterets artikel 21(1) hedder det, at:
Article 21(1) of the Charter states:
‚Enhver forskelsbehandling pì grund af kłn, race, farve, etnisk eller social oprindelse, genetiske anlºg, sprog, religion eller tro, politiske eller andre anskuelser, tilhłrsforhold til et nationalt mindretal, formueforhold, fłdsel, handicap, alder, seksuel orientering eller ethvert andet forhold er forbudt§.
‘Any discrimination based on any ground such as sex, race, colour, ethnicor social origin, genetic features, language, religion or belief, political orany other opinion, membership of a national minority, property, birth, dis-ability,age or sexual orientation shall be prohibited.’
Af EF-traktatens artikel 13 fremgìr endvidere fłlgende:
Page 13
Dette er ikke et direkte forbud, men en bestemmelse, der bemyndiger EU til at skride ind over for de anfłrte former for forskelsbehandling/diskrimination (se afsnittet om generelle principper ovenfor).
This is not a direct prohibition, but rather an empowering provision which enables the EUtotake action against the forms of discrimination listed (see General Principles above).
Forud for disse udviklingstrin havde EU en omfattende lovgivning og retspraksis om forbud mod forskelsbehandling pì grund af nationalitet og kłn.
Priorto these developments, there was extensive EU legislation and case law on the prohibitionofdiscrimination on grounds of nationality and gender.
I medfłr af artikel 13 har EU afstukket fłlgende trepunktsstrategi til bekºmpelse af forskelsbe-handling:
The EU has, pursuant to Article 13, put in place a three-part strategy to combat discrimination:
† et direktiv om gennemfłrelse af princippet om ligebehandling af alle uanset race eller etnisk oprindelse (Rìdets direktiv 2000/43/EF)
ADirective to implement equal treatment irrespective of racial or ethnic origin(Coun-cil Directive 2000/43/EC)
† et direktiv om generelle rammebestemmelser om ligebehandling med hensyn til beskºfti-gelse og erhverv (Rìdets direktiv 2000/78/EF)
ADirective establishing a framework for equal treatment in employment and occupation on the grounds of religion or belief, disability, age and sexual orientation(Coun-cil Directive 2000/78/EC)
† Fºllesskabets handlingsprogram for bekºmpelse af forskelsbehandling ̌ 2001-2006 (Rìdets afgłrelse 2000/750/EF) baseret pì alle de i artikel 13 nºvnte grunde (ud over kłn).
The Community Action Programme 2001-2006 (Decision 2000/750/EC) to combat discrimination on all the grounds listed in Article 13 (other than sex).
Program-met har tre hovedmìl:
The programme hasthree principal objectives:
̨ at yde stłtte til analyse og evaluering af omfanget og arten af forskelsbehandling i EU og af bekºmpelsesforanstaltningers effektivitet
– toassist in analysing and evaluating the extent and nature of discrimination in the EU and the effectiveness of measures to combat it;
̨ at medvirke til at opbygge kapaciteten hos de aktłrer i EU-landene og pì europºisk plan, der beskºftiger sig med at bekºmpe forskelsbehandling
Combating Discrimination – A Training Manual for a hypothetical comparator.
̨ at fremme og udbrede de vºrdier og praksisser, der ligger bag bekºmpelsen af forskelsbe-handling, til udłvende og meningsdannende aktłrer.
This should build on the treatment of a real person withoutthe relevant characteristics (e.g. someone from a mainstream religion as opposed to aminority religion) in slightly different circumstances.
Programmet Progress (2007-2013) vil samle en rºkke eksisterende EU-programmer under samme titel, herunder programmet til bekºmpelse af forskelsbehandling.
However, once it has been established that two people in the same or similar situation havebeen treated differently, it would be hard to show that this difference was permissible.
De eksisterende programmers beskaffenhed vil som helhed vºre uºndret.
The Directives provide for certain narrowly and precisely drawn exceptions.
At ‚diskriminere§ er det samme som enten at ‚forskelsbehandle§ i tilfºlde, hvor der ikke er nogen relevant forskel mellem to personer eller situationer, eller at give den samme behandling i situa-tioner, der faktisk er forskellige.
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 thiswould constitute discrimination in violation of Employment Framework Directive(2000/78/EC).
De to ovennºvnte rìdsdirektiver om ligebehandling, som danner grundlag for dette kursus, forbyder sìvel direkte som indirekte forskelsbehandling.
However, if a worker is denied a pay rise due to his age, this might be permissible under Article 6, which allows Member States to provide that differences of treatmenton 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.
Direktiverne giver begge den samme definition af begrebet forskelsbehandling. (I denne danske udgave af hìndbogen er udtrykket diskrimination og dets afledninger anvendt helt synonymt med forskels-behandling, medmindre der er tale om lovgivningscitater).
Such differences may, according to the Directive, include the fixing of minimum conditions of age, professional experience or seniorityin service for access to employment or to certain advantages linked to employment (seemore on this below).
Direkte forskelsbehandling forekommer, nìr en person pì ethvert af de grundlag, hvor forskels-behandling er ulovlig, behandles ringere end en anden bliver, er blevet eller ville blive behandlet i en sammenlignelig situation.
This is so unless theprovision, criterion or practice in question is objectively justifiedby a legitimate aim andthe means of achieving that aim are appropriate and necessary.
Problemet med hensyn til at fastslì, at direkte forskelsbehandling har fundet sted, bestìr i, at det ikke altid er let at finde en korrekt ‚komparator§, dvs. et egnet tilfºlde at sammenligne med. Man mì finde en person, hvis situation er sammenlignelig med situationen for den, der hºvder at vºre blevet udsat for forskelsbehandling.
As with direct discrimination, identifying correct comparators can be difficult.
Kun i fald, der er tale om den samme eller tilsvarende situa-tion i begge tilfºlde, er en sammenligning mulig.
An examplewhich has often been given in the past as a possible instance of indirect discriminationbased on sex (which is not covered by the Directives but by other provisions of EU law) isthat of a substantial difference in pay between full-time and part-time workers, where thepart-time workers are exclusively or predominantly female.
Det vil undertiden vºre umuligt at finde en til-gºngelig komparator i praksis.
Another example can be anapparently neutral provision in a company's internal rules requesting a particular dress codeif this dress code leads to the exclusion of a person or a group of persons.
I sì fald kan der blive brug for en hypotetisk komparator.
The permitted legal justifications must be applied rigorously.
Sì snart, det er konstateret, at to personer i samme eller lignende situation er blevet behandlet forskelligt, vil det imidlertid vºre svºrt at pìvise, at forskellen var tilladelig.
For example, justification may in some cases be valid when an employer demands high standards of literacy and fluency in the national language.
Direktiverne indehol-der bestemmelser om nogle bestemte, snºvert og prºcist definerede undtagelser.
If the job in question involves taskswhere these skills are absolutely necessary, e.g. for a language teacher or professor of literature, the employer is likely to be justified in demanding them.
Disse vedrłrer regulºre og afgłrende erhvervsmºssige krav, positiv sºrbehandling, tilpasning til handicappede i rimeligt omfang samt specifikke fravigelser vedrłrende forskelsbehandling pì grund af alder.
However,if the job involvesmanual labour, such a requirement is unlikely to be justifiable (see more on genuine andoccupational requirements below at 1.4).
Et eksempel, som tidligere ofte er blevet fremhºvet som et muligt tilfºlde af indi-rekte kłnsdiskrimination (som ikke er omfattet af direktiverne, men af anden EU-lovgivning), er en vºsentlig lłnforskel mellem fuldtids- og deltidsarbejdende, hvor det udelukkende eller overve-jende er kvinder, der arbejder pì deltid. Et andet eksempel kunne vºre en łjensynligt neutral bestemmelse i en virksomheds interne regelsºt med krav om en bestemt beklºdning, hvis man herved udelukker en person eller persongruppe.
Key concepts in the training purpose or effect of violating the dignity of a person and of creating an intimidating, hostile,degrading, humiliating or offensive environment, intended or not.
Som det vil fremgì, omfatter defi-nitionen af chikane en bred vifte af ułnskede adfºrdstyper.
As is clear, the definitionof harassment includes a wide range of unwanted conduct.
Ved bedłmmelse af, om chikane har fundet sted, er det ikke nłdvendigt at udpege en specifik komparator.
When making an assessment ofwhether harassment has taken place, a comparator does not need to be identified.
I direktiverne prºciseres det endvidere, at instruktion om at forskelsbehandle en person pì grund af race eller etnisk oprindelse skal betragtes som forbudt forskelsbehandling.
The Directives further state that an instruction to discriminateshould be considered as aform of discrimination and is prohibited.
Direktivernes liste over forbudte handlinger omfatter ogsì repressalier.
Finally, the Directives include victimisationunder the list of prohibited acts.
Medlemsstaterne skal indfłre de nłdvendige foranstaltninger til at beskytte arbejdstagere mod ufordelagtig behand-ling fra arbejdsgiverens side (herunder afskedigelse) som reaktion pì en klage inden for virksom-heden eller enhver form for retsforfłlgning med det formìl at sikre, at princippet om ligebehand-ling iagttages.
The Member States need to put in place measures that are necessary to protect individuals from anyadverse treatment (such as dismissal) as a reaction to a complaint or proceedings aimed atenforcing compliance with the principle of equal treatment.
Det er vigtigt at sikre beskyttelse, ikke alene af den person, der er blevet diskrimineret, men ogsì af dem, der vidner eller pì anden mìde medvirker i en klagesag.
It is important that not onlythe person who has been discriminated against is protected, but also those who provideevidence as part of a discrimination complaint, or are involved in some other way in thecomplaint.
Bekºmpelse af diskrimination ̌ En uddannelseshìndbog
1.4.Definition of other concepts in the Directives
Rìdets direktiv om ligebehandling med hensyn til beskºftigelse (2000/78/EF), artikel 3, foreskriver beskyttelse mod forskelsbehandling pì fłlgende omrìder:
The Employment Framework Directive (2000/78/EC), Article 3, protects against discrimination in the following areas:
† adgang til lłnnet beskºftigelse, udłvelse af selvstºndig erhvervsvirksomhed og erhvervs-mºssig beskºftigelse (herunder forfremmelse)
Access to employment, self-employment and occupation (including promotion)
† adgang til erhvervsvejledning og erhvervsmºssig videreuddannelse
Access to vocational guidance and training
† ansºttelses- og arbejdsvilkìr, herunder afskedigelse og lłn
Employment and working conditions, including dismissal and pay
† medlemskab af arbejdstager-, arbejdsgiver- eller fagorganisationer.
Membership of workers’, employers’ or professional organisations
Rìdets direktiv om ligebehandling med hensyn til race og etnisk oprindelse (2000/43/EF), artikel 3, foreskriver en meget mere omfattende beskyttelse mod forskelsbehandling, navnlig pì fłl-gende omrìder:
The Race Directive (2000/43/EC), Article 3, provides much wider protection against discrimination and includes the following:
† medlemskab af arbejdstager-, arbejdsgiver- eller fagorganisationer
Membership of workers’, employers’ or professional organisations
† uddannelse
Education
† social beskyttelse, herunder social sikring og sundhedspleje
Social protection, including social security and health care
† adgang til og levering af varer og tjenesteydelser, herunder bolig.
Access to and supply of goods and services which are available to the public, includinghousing
Direktiverne forbyder forskelsbehandling udłvet af fysiske eller juridiske personer i den offentlige sìvel som den private sektor.
The Directives prohibit discrimination by natural or legal persons in the public sector andthe private sector.
Dette betyder, at en individuel virksomhedsindehaver har samme ansvar for ikke at diskriminere pì nogen af de beskyttede grundlag, som tilfºldet er for en stor koncernvirksomhed, en kommune eller en statsinstans.
This means that an individual owner of a business has the same responsibility not to discriminate on any of the protected grounds as does a large private corporation, a municipality or a government department.
Direktiverne beskytter fysiske personer, dvs. enkeltpersoner, mod forskelsbehandling.
The Directives protect individuals, that is, natural persons, against discrimination.
Desuden foreskriver direktiverne, at diskriminationsbeskyttelsen ogsì gºlder organisationer med status af
Additionally the Directives provide that protection against discrimination should also apply to anorganisation 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 withnational traditions and practice.
Nłglebegreber i kurset juridisk person i tilfºlde, hvor en sìdan organisation forskelsbehandles pì grund af dens medlem-mers race eller etniske oprindelse, for sì vidt dette stemmer overens med landets traditioner og praksis.
Key concepts in the training or ethnic origin, disability, religion or belief, sexual orientation or age provided that the objective is legitimate and the requirement is proportionate.For example, if a film director decided that only a black actor could play Nelson Mandela in a movie, it would be a genuine occupational requirement to employ a black person.
Direktiverne beskytter enhver person, som er til stede i en medlemsstat, mod forskelsbehandling pì ethvert af de forbudte grundlag (race eller etnisk oprindelse, handicap, religion eller tro, seksuel orientering og alder) uanset den pìgºldendes nationalitet. En person med ukrainsk nationalitet, som f.eks. i Ungarn forskelsbehandles med henvisning til etnisk oprindelse, handicap eller seksuel orientering, er sìledes beskyttet pì samme mìde som landets indbyggere med ungarsk nationalitet, som udsºttes for en sìdan diskrimination.
Long-established assumptions about the type of person required to do a particular job maynot meet the test of legitimate objective and proportionality.
Direktiverne udelukker udtrykkeligt forskelsbehandling pì grund af nationalitet.
Differences of treatment on grounds of age
Det vil sige, at bestemmelserne ikke er gºldende ved en forskelsbehand-ling grundet i, at vedkommende er rumºner eller ikke er ungarer (se direktivet om ligebehandling med hensyn til race og etnisk oprindelse (2000/43/EF), betragtning 13 og artikel 3.2 samt direktivet om ligebehandling med hensyn til beskºftigelse (2000/78/EF) betragtning 12 og artikel 3.2).
The Employment Framework Directive (2000/78/EC), Article 6, permits, but does not require,Member States to include some further exceptions that would allow differential treatmentongrounds of age including:
Ud over direktiverne om ligebehandling gºlder naturligvis EU-traktatens ret til fri personbevºge-lighed i hele EU, hvilket sikrer en vis beskyttelse mod nationalitetsdiskrimination af EU-borgere og deres familier.
Setting special conditions on access to employment and training, on employment andoccupation, including dismissal and pay, for young people, older workers and people withcare responsibilities in order to protect them or to promote their vocational integration;
Der findes ogsì anden EU-lovgivning om rettighederne for borgere fra lande uden for EU (tredjelandsstatsborgere), som opholder sig og arbejder i EU-lande.
Fixing minimum age, experience or seniority for access to employment or advantageslinked to employment;
Eftersom direktivernes formìl er at skabe rammer for bekºmpelse af diskrimination, tillader de kun i meget undtagelsesvist omfang forskelsbehandling og kun under forudsºtning af, at bestemte kriterier er overholdt.
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.
En arbejdsgiver kan sìledes udvºlge en person til en bestemt stilling, hvor karakteren af bestemte erhvervsaktiviteter eller den sam-menhºng, hvori sìdanne aktiviteter udłves, głr det til et ‚regulºrt og afgłrende erhvervsmºs-sigt krav§, at arbejdstageren skal besidde bestemte egenskaber i tilknytning til race eller etnisk oprindelse, handicap, religion eller tro, seksuel orientering eller alder og forudsat at mìlet er legi-timt, og at kravet stìr i rimeligt forhold hertil.
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, disability, sexual orientation or age.
Hvis en filminstruktłr f.eks. beslutter, at kun en skuespiller med sort hudfarve kan spille Nelson Mandela i en film, vil det vºre et regulºrt og afgł-rende erhvervsmºssigt krav at engagere en sort skuespiller.
If particular groups have never beenemployed to do particular types of work, positive action could involve training people fromsuch groups to prepare them for such work.
Anvendelsen af et regulºrt og afgł-rende erhvervsmºssigt krav pì ït af grundlagene kan ikke berettige diskrimination pì noget andet grundlag. I det nºvnte eksempel ville det sìledes ikke vºre legitimt at forskelsbehandle med henvisning til seksuel orientering.
It could also involve taking additional, planned,targeted steps when seeking to recruit new employees, publicising posts in different ways inorder to encourage members of such groups to apply and offering support if necessary.
Forskelsbehandling pì grund af alder
Reasonable accommodation for disabled people
Direktivet om ligebehandling med hensyn til beskºftigelse (2000/78/EF), artikel 6, tillader, men pìbyder ikke medlemsstaterne at tilfłje yderligere nogle undtagelser, som kan tillade forskelsbe-handling pì grund af alder, herunder:
Article 5 of the Employment Framework Directive (2000/78/EC) requires employers to takeappropriate steps where needed in a particular case, to enable a disabled person to haveaccess to, participate in or advance in employment or to undergo training unless this wouldimpose a ‘disproportionate burden’ on the employer. For example: