natgillin/translations-raw huggingface dataset:
Ημερομηνία έκδοσης της απόφασης: αρχήν ο δημόσιος υπάλληλος.
That twofold su pervision served to eliminate progressively existing ex ceptions which no longer appeared justified, having regard to the criteria laid down in Article 2(2)(3).
Παραπομπή: των συζύγων θεωρείτο ως ενότητα, τόσο ως προς
At no time, concluded the Court, since the entry into force of the Directive, had the Federal Republic of Germany adopted the necessary measures to create even a minimum of transparency with regard to the application of Article 2(2) and (3) and Article 9 of Directive 76/207.
Συλλογή 1984, σ. 3225 τις παροχές, όσο και ως προς τις εισφορές.
Finally, the Commission considered that the legisla tion of the Federal Republic of Germany, which imple mented Directive 75/117 concerning equal pay for male and female civil servants, also lacked the legal clarity which was essential for effective implementa tion of the Directive.
Επί του συνόλου των δύο μισθών καταβαλλόταν μόνο
The German Government con tended that the remuneration of public servants and judges was determined according to post and grade, without reference to the sex of the officials con cerned.
Πριν από το 1972, αν η
On those grounds, the Court:
Οι εφεσείουσες στην κύρια δίκη ήταν όλες δημό­ υπαλλήλους. Η επιστροφή αυτή αποτελούσε σιοι υπάλληλοι.
The fourth complaint concerned paragraph 611 a of the Civil Code, according to which an employer could not advertise offers of employment which were not 'impartial' as regards the sex of the employees.
Ήταν έγγαμες και οι σύζυγοι τους προφανώς οικονομικό όφελος για αυτούς.
The Commission considered that, since offers of employ ment preceded access to employment, they came within the scope of Directive 76/207.
ξεων για τους κατοίκους των Κάτω Χωρών, καθώς και τον Algemene Burgerlijke Pensioenwet
Declares that, by failing to adopt the measures necessary to apply Article 9(2) of Council Direc-
Από τη στιγμή γασία μεταξύ εργαζομένων ανδρών και που καταβαλλόταν το ανώτατο ποσό εισφορών γυναικών, αρχή που θεσπίζεται στο ίδιο αυτό από μία υπηρεσία, δεν καταβάλλονταν πλέον ει­ άρθρο 1 1 9, το σύστημα που ισχύει στις Κάτω σφορές από άλλη.
Handbook on equal treatment for men and women in the European Community tive No 76/207/EEC of 9 February 1976 on the implementation of the principle of equal treat­ment of men and women as regards access to em­ployment, vocational training and promotion, and working conditions, in relation to the occupa­tional activities excluded from the scope of that principle by virtue of Article 2(2) of the same Direc­tive, the Federal Republic of Germany has failed to fulfil its obligations under the EEC Treaty;
Η απόφαση τουΔΕΚ τελευταίο βαθμό) της Ουτρέχτης.
Orders the Commission to pay the costs.
Centrale Raad van Beroep της Ουτρέχτης, υπέβαλε ασκεί τα ίδια καθήκοντα, του οποίου όμως ο στο Δικαστήριο δύο προδικαστικά ερωτήματα ακαθάριστος μισθός είναι υψηλότερος του μισθού σύμφωνα με το άρθρο 1 77 της Συνθήκης ΕΟΚ: της γυναίκας.
The EG's decision in this case concerning Article 2(2) of Directive 76/207 laid down an important rule which could be said to be an 'amendment' to Arti­cle 9(2) thereof: Member States must compile a com­plete and verifiable list of the occupations and acti­vities excluded from the application of the principle of equal treatment and notify the results to the Com­mission.
Συνθήκης ΕΟΚ την έννοια ότι καλύπτει και το
Such a list creates, no doubt, legal certainty and clarity as regards the occupations and activities excluded from the ambit of the Directive.
Κατά την ανάλυση της παρούσας υπόθεσης, το
This enables both individuals to seek relief from discrimination and the Commission to exercise its power of supervi­sion (see, also, Case 165/87 — Commission ν UK).
«αντιστάθμισμα» ή ενδεχομένως το ποσό που
Also interesting to observe is the EG's reference to paragraph 3 of Article 2 in the above context.
AWW; της Συνθήκης, δεν συμβαίνει όμως το ίδιο με τα
The list of excluded occupations must also include those activities which are excluded with a view to protect women.
διευκολύνσεις.
JOAN ROBERTS ν TATE & LYLE INDUSTRIES Ltd. Date of judgment: 26 February 1986.
«Το σύστημα κοινωνικής ασφάλισης, σύμφωνα με το οποίο
On the closure of the Liverpool depot, the employer agreed severance terms with the trade union of which Ms Roberts was a member.
Η άποψη που υιοθέτησε το ΔΕΚ, στην παρούσα υπόθεση, σχετικά με τις εισφορές των εργαζο­
Under those terms, all employees made redundant were to be offered either a cash payment or an early pension out of the pen­sion scheme up to five years before the date of their entitlement under the scheme.
2) οι σύζυγοι θεωρούνται ως ενότητα, η δε ει­ βάλλονται στα συστήματα αυτά δεν συνιστούν σφορά υπολογίζεται βάσει του αθροίσματος
Nevertheless, as a result of representations made by male employees against the allegedly discriminatory nature of those arrangements with regard to men aged between 55 and 60, Tate & Lyle amended them by agreeing to grant an immediate pension to both men and women over the age of 55, with the amount of their cash payment reduced. Subject-matter: Equal treatment for men and women — Conditions governing dismissal (Articles 1 (2) and 5 (1 ) of EEC Council Directive 76/207 of 9 February 1976 and Article 7 (1) (a) of EEC Council Directive 79/7 of 19 December 1978).
στον οποίο εργάζεται ο σύζυγος, ενώ ο
By an order of 12 March 1984, the Court of Appeal of England and Wales referred two questions to the Court for a preliminary ruling under Article 177 of the EEC Treaty:
Όσον αφορά τα συστήματα που θίγουν το καθα­ δημόσιος ργανισμός στον οποίο εργάζεται η σύζυγος οφείλει να καταβάλλει την εισφορά ρό εισόδημα, βλέπε υπόθεση 192/85, Newstead.
(1) Whether or not Tate & Lyle discriminated against Ms Roberts contrary to Directive No 76/207 by arranging for male employees who were made redundant to receive a pension from Ms Roberts was member of an occupational pen­sion scheme, which had been created in 1978 by Tate & Lyle for their employees and which was contract­ed out of the State retirement pension scheme. That scheme was funded partly by the employer itself and partly by voluntary contributions by employees. It provided for compulsory retirement with a pension at the age of 65 for men and 60 for women. Neverthe­less, men and women over the age of 50 could, with the employer's consent, retire before attaining the aforementioned normal retirement age, in which case they were entitled to a reduced pension im­mediately. An employee who had been a member of the scheme for 10 years could choose to retire at any time up to five years before the normal retirement age and received the pension earned up to that date. 55
Εγχειρίδιο για την ίση μεταχείριση ανδρών και γυναικών στην Ευρωπαϊκή Κοινότητα αξία και, αφετέρου, δεν προέβλεπε μέσο πα­
Handbook on equal treatment for men and women in the European Community the occupational pension fund 10 years prior to their normal retirement age of 65 but arranging for female employees (such as Ms Roberts) who were made redundant to receive a pension only five years prior to their normal retirement age of 60, thereby arranging for both men and women to receive an immediate pension at the age of 55.
Υπόθεση 143/83 ροχής εννόμου προστασίας που να παρέχει τη δυνατότητα στους εργαζόμενους που θίγονται
(2) If the answer to question 1 is in the affirmative, whether or not Directive No 76/207 can be re lied upon by Ms Roberts in the circumstances of the present case in national courts and tribunals notwithstanding the inconsistency (if any) between the Directive and Section 6(4) of the Sex Discrimination Act 1975.
ΚΟΙΝΟΤΗΤΩΝ κατά ΒΑΣΙΛΕΙΟΥ ΤΗΣ αμοιβών για εργασία ίσης αξίας να διεκδικήσουν
The Court thus acknowledged that benefits linked to a national scheme which laid down a different mini mum pensionable age for men and women could lie outside the ambit of the aforementioned obligation.
ΔΑΝΙΑΣ τα δικαιώματα τους.
However, in view of the fundamental importance of the principle of equality of treatment.
Στις 1 8 Ιουλίου 1983, η Επιτροπή προσέφυγε
Article 1 (2) of Directive 76/207, which excludes social security mat ters from the scope of that Directive, should be in terpreted strictly.
30 Ιανουαρίου 1 985 ενώπιον του Δικαστηρίου, με βάση το άρθρο 1 69 της Συνθήκης ΕΟΚ, ζητώντας να αναγνωρισθεί
Consequently, the exception to the prohibition of discrimination on grounds of sex pro vided for in Article 7(1 )(a) of Directive 79/7 applied only to the determination of pensionable age for the purposes of granting oldage and retirement pen sions and to the consequences thereof for other so cial security benefits.
Παραπομπή: ότι το Βασίλειο της Αανίας παρέβη τις υποχρεώσεις
In those circum stances the grant of a pension to persons of the same age who were made redundant amounted merely to a collective measure adopted irrespective of the sex of those persons in order to guarantee them all the same rights.
Συλλογή 1985,σ. 427 που υπέχει από τη Συνθήκη ΕΟΚ.
Since the second question was contingent upon the reply to the first question being in the affirmative, the Court did not give a reply to it.
Αντικείμενο: Ισότητα αμοιβών μεταξύ εργαζομένων
In answer to questions referred to it, the Court ruled that:
(Οδηγία Συμβουλίου 7 5/11 7/ΕΟΚ, της 1 Οης
In its judgment in the Burton case, the Court stated that the term 'dismissal' contained in Article 5 (1) of Directive 76/207 should be given a wide meaning.
Κατά την υπεράσπιση της, η δανική κυβέρνηση
Consequently, said the Court, an age limit for the compulsory redundancy of workers as part of a mass redundancy fell within the term 'dismissal' construed in that manner, even if the redundancy involved the grant of an early retire ment pension.
Φεβρουαρίου 1975) υποστήριξε ότι η δανική νομοθεσία ανταποκρίνεται πλήρως στο περιεχόμενο της οδηγίας, δεδομέ­ νου ότι στην πραγματικότητα το δανικό δίκαιο εγ­ γυάται τον ίδιο μισθό όχι μόνο για την ίδια εργα­
The Court found it necessary to con sider whether the fixing of the same age for the grant of an early pension constituted discrimination on grounds of sex in view of the fact that under the UK statutory social security scheme the pensionable age for men and women was different (65'and 60 respecti vely). As the Court emphasized in its judgment in the Burton case, Article 7 of Directive 79/7 expressly provided that the Directive did not prejudice the
ίδια εργασία («samme arbejde»), αν δεν υπέχει ήδη την υποχρέωση αυτή από συλλογική σύμβαση.
Articles 5(1 ) of Directive No 76/207 must be in terpreted as meaning that a contractual provi sion which lays down a single age for the dismissal of men and women under a mass redundancy involving the grant of an early retirement pension, whereas the normal retirement age is different
« 1 ) Αποφασίζει ότι το Βασίλειο της Δανίας, μη οδηγία προστασία, σε όλη της την έκταση.
Case-law of the European Court of Justice for men and women, does not constitute discri mination on grounds of sex, contrary to Com munity law.
ΕΟΚ.
Comments
δεν καθορίζονται από παρόμοιες συμβάσεις.
Unlike Case 19/81 — Burton, the present case did not concern the access to voluntary redundancy schemes but the fixing of an age limit with regard to the termination of employment.
Κατά συνέπεια, οι αρχές της ασφάλειας του δικαίου
The EG held that such a dismissal, narrowly linked to the pensionable age, has to be considered as a 'working condition' in the sense of Article 5 of Directive 76/207 on Equal Treatment.
Συνεπώς, θεωρήθηκε άνευ σημασίας στην προ­ κειμένη περίπτωση το γεγονός ότι η δανική κυβέρνηση, κατά τις προπαρασκευαστικές εργα­ σίες που κατέληξαν στη θέσπιση της οδηγίας
According to the EG, Article 1 of the former Directive, which excludes social security matters from its scope, had to be interpreted strictly. Conse quently, the exception does not apply to age limits with regard to the termination of employ ment.
75/1 1 7, είχε ζητήσει να εγγραφεί στα πρακτικά του Συμβουλίου δήλωση σύμφωνα με την οποία «η
However, this did not bring the plaintiff in this case much further, as the EG held that the contractual provisions in casu were not discriminatory in the sense of Article 5 of Directive 76/207.
Δανία θεωρεί ότι μπορεί να εξακολουθεί να χρησιμοποιεί τον όρο "ίδια εργασία" στο σύστημα του δανικού εργατικού δικαίου».
See also the following cases, which were decided on the same day: Cases 152/84 — Marshall and 262/84 — Beets-Proper.
Υπόθεση 248/83
Case 152/84
3) παράλειψη δέοντος προσδιορισμού του πε­
M.H. MARSHALL ν SOUTHAMPTON AND SOUTH-WEST HAMPSHIRE AREA HEALTH AUTHORITY (TEACHING).
Παραπομπή:
Date of judgment: 26 February 1986.
Συλλογή 1985, σ. 1459
Reference: [1986] ECR 723.
Συμβουλίου 76/207/ΕΟΚ, της 9ης Φεβρουα­
Marshall's claim in so far it was based on infringe­ment of the Sex Discrimination Act but upheld the claim that the principle of equality of treatment laid down by Directive 76/207 had been infringed.
5) παράλειψη της δέουσας μεταφοράς στο ρίου 1 976· οδηγία του Συμβουλίου εσωτερικό δίκαιο της οδηγίας 7 5/1 1 7, όσον
On ap­peal to the Employment Appeal Tribunal that deci­sion was confirmed as regards the first point but was set aside as regards the second point on the grounds that an individual could not rely upon viola­tion of the principle of equality of treatment (Direc­tive 76/207) in proceedings before a United Kingdom court or tribunal.
75/11 7/ΕΟΚ, της 1 Οης Φεβρουαρίου 1975) αφορά τις αμοιβές των δημοσίων υπαλλήλων.
Ms Marshall appealed against that decision to the Court of Appeal.
Η απόφαση τουΔΕΚ
Questions referred to the ECJ
Όσον αφορά την πρώτη αιτίαση, κατά την άποψη της Επιτροπής, η οδηγία 76/207 εφαρμόζε­
(1 ) Whether the Authority's dismissal of Ms Marshall after she had passed her 60th birthday pursuant to the Authority's retirement age policy and on the grounds only that she was a woman who had passed the normal retiring age applicable to women, was an act of discrimination prohi­bited by Directive 76/207.
Στις 1 3 Αυγούστου 1980, τέθηκε σε εφαρμογή, ται και όσον αφορά τις δημόσιες υπηρεσίες. Αυτό στην Ομοσπονδιακή Δημοκρατία της Γερμανίας, καθίσταται σαφές στο άρθρο 3, παράγραφος 1, το νόμος περί ίσης μεταχείρισης ανδρών και οποίο αναφέρεται στην πρόσβαση «σε απα­ γυναικών στον τόπο εργασίας (Arbeitsrechtliches σχόληση ή θέση εργασίας ανεξάρτητα από τομέα ή
(2) If the answer to question 1 is in the affirmative, whether or not Directive 76/207 can be relied upon by Ms Marshall in the circumstances of the present case in national courts or tribunals notwithstanding the inconsistency (if any) between the Directive and Section 6(4) of the Sex Discrimination Act 1975.
EG-Anpassungsgesetz — Νόμος περί προσαρ­ κλάδο δραστηριότητας».
Ms Marshall, who was born on 4 February 1918, was employed by Southampton and South-West Hampshire Area Health Authority ('the Authority') from June 1966 to 31 March 1980.
Επί της ουσίας του προ­ μογής του εργατικού δικαίου στο κοινοτικό δίκαιο).
From 23 May 1974, she worked under a contract of employment as senior dietician.
σιοϋπαλληλική σχέση εργασίας εγγυώνται ρητά την ίση πρόσβαση και μεταχείριση ανδρών και γυναικών στον τομέα των δημόσιων υπηρεσιών.
On 31 March 1980. approximately four weeks after she had attained the age of 62, Ms Marshall was dismissed, notwithstanding that she had expressed her willingness to continue in employ­ment until she reached the age of 65.
Υποστήριξε ότι όλες αυτές οι διατάξεις δημιουρ­
The sole reason for the dismissal was the fact that Ms Marshall was a woman who had passed 'the retirement age' (the age at which social security pensions became paya­ble) applied by the Authority to women.
Δικαστήριο έκρινε ότι η Επιτροπή δεν απέδειξε, και ούτε επιχείρησε να αποδείξει ότι στις δημόσιες
The Court observed, in the first place, that the ques­tion of interpretation which was referred to it did not concern access to a statutory or occupational retire­ment scheme, i.e. the conditions for payment of an oldage or retirement pension, but the fixing of an age limit with regard to the termination of employ-
1 ) παράλειψη της δέουσας μεταφοράς στο εσωτερικό δίκαιο της οδηγίας 76/207, όσον αφορά τη σχέση εργασίας στις δημόσιες υπηρε­σίες· υπηρεσίες της Ομοσπονδιακής Δημοκρατίας της
Ms Marshall instituted proceedings against the Authority before an industrial tribunal claiming that her dismissal for the reason indicated by the Author­ity constituted discriminatory treatment on the grounds of sex and, accordingly, unlawful discrimin­ation contrary to the Sex Discrimination Act and Com­munity law. The industrial tribunal dismissed Ms
Νομολογία του Δικαστηρίου των Ευρωπαϊκών Κοινοτήτων
Case-law of the European Court of Justice ment pursuant to a general policy concerning dis missal.
Γερμανίας υφίσταντο νομικές ή πραγματικές δια­ κατά τρόπο που οδήγησε σε διορισμούς σε δημό­ κρίσεις λόγω φύλου.
where a person involved in legal proceedings was able to rely on a directive as against the State he could do so regardless of the capacity in which the latter was acting, whether employer or public authority.
Επιπλέον, το Δικαστήριο επι­ σιες υπηρεσίες στηριζόμενους σε διακρίσεις λόγω σήμανε ότι η ρητή αναφορά του Συντάγματος φύλου.
In either case, the Court stressed, it was necessary to prevent the State from taking advantage of its own fai lure to comply with Community law.
Η Επιτροπή έφερε το βάρος της από­ δειξης ότι η γερμανική διοίκηση ακολούθησε παρό­ στην ισότητα ανδρών και γυναικών ενώπιον του μοια πρακτική, δεν κατάφερε όμως να το αποδείξει.
Finally, the Court sustained that Article 5 of Directive 76/207 did not confer on the Member States the right to limit the application of the principle of equality of treatment in its field of application or to subject it to condi tions and that that provision was sufficiently precise and unconditional to be capable of being relied upon by an individual before a national court in order to avoid the application of any national provision which did not conform to that article.
Συντάγματος αποτελούν επαρκή εγγύηση έναντι προσφυγής ενώπιον του Συνταγματικού Δικα­ των διακρίσεων λόγω φύλου και στην περί­ στηρίου, αποτελούν επαρκή εγγύηση όσον αφο­ πτωση αυτή.
The Court then made it clear that whereas the exception to the prohibition of dis crimination on grounds of sex provided for in Article 7(1 )(a) of Directive 79/7 applied only to the deter mination of pensionable age for the purposes of granting oldage and retirement pensions and the possible consequences thereof for other benefits, this case was concerned with dismissal within the mean ing of Article 5 of Directive 76/207.
Κατά τη γερμανική κυβέρνηση, οι σχε­ ρά την εφαρμογή, στον τομέα της δημόσιας τικές συνταγματικές διατάξεις ισχύουν άμεσα διοίκησης, της αρχής της ίσης μεταχείρισης που στον τομέα αυτό, για το λόγο ότι, όπου για την εί­ θεσπίζει η οδηγία 76/207.
The Court there fore concluded that the fixing of an age limit which was different for men and women with regard to the termination of employment pursuant to a general policy concerning dismissal constituted discrimination on grounds of sex contrary to Directive 76/207.
Από αυτό προκύπτει ότι η αρχή που διατυπώνε­ λόγω φύλου.
Since the first question had been answered in the affirmative, it was necessary to consider whether Article 5(1 ) of Directive 76/207 could be relied upon by an individual before national courts or tribunals.
Ως εκ τούτου, κατέληξε το Δικα­ ται στο άρθρο 3, παράγραφος 1, του Συντάγματος στήριο, ο σκοπός της εν λόγω οδηγίας, όσον αφο­ εφαρμόζεται χωρίς διάκριση και όσον αφορά το ρά την απασχόληση στις δημόσιες υπηρεσίες, νομικό καθεστώς των διαφόρων ελευθέρων επαγ­ είχε ήδη επιτευχθεί στην Ομοσπονδιακή Δημοκρα­ γελμάτων, σύμφωνα με τις διατάξεις της τία της Γερμανίας κατά το χρόνο έναρξης της οδηγίας.
The Court started by recalling that wherever the provi sions of a directive appeared, as far as their subjectmatter was concerned, to be unconditional and suf ficiently precise, those provisions could be relied upon by an individual against the State where that State had failed to implement the directive into national law by the end of the period described or where it had failed to implement it correctly.
Το Δικαστήριο, εκτι­ καθεστώς δημιουργεί πράγματι διακρίσεις.
Therefore, it should be examined whether, in this case, the Authority could be regarded as having acted as an individual.
αναφέρεται σε μεγάλη ποικιλία κριτηρίων εκτίμησης τα οποία, λαμβανομένων υπόψη των
As in Case 19/81 — Roberts, this case concerned the fixing of an age limit with regard to the termina tion of employment. As the EG's ruling was similar to that case, with the exception that in the present
Εγχειρίδιο για την ίση μεταχείριση ανδρών και γυναικών στην Ευρωπαϊκή Κοινότητα λαμβάνει ακριβή κατάλογο των επιτρεπομένων της οδηγίας προβλέπει δύο στάδια ελέγχου και εξαιρέσεων.
Handbook on equal treatment for men and women in the European Community case the contractual provisions were indeed consi dered to be discriminatory in the sense of Article 5 of Directive 76/207, reference is made to the com ments made there (see, also, Case 262/84 — Beets-Proper).
Η Ομοσπονδιακή σμάτων των ανωτέρω εκτιμήσεων. Ο διπλός αυτός
In addition to this, the present case is im portant since in it the EG decided that directives have no horizontal effect.
2, παράγραφος 2.
A directive, therefore, does not impose obligations on individuals and may not be re lied upon against such persons.
Από τις διατάξεις αυτές προ­ υποχρεωμένα να καθορίσουν περιοριστικά, διά κύπτει ότι απόκειται καταρχήν στα κράτη μέλη να της νομοθετικής οδού, τις εξαιρέσεις που επιτρέ­ καταρτίζουν πλήρη και επαληθεύσιμο πίνακα πονται σύμφωνα με την εν λόγω διάταξη.
As the present case involved a p.ublic authority, and said Article 5 was con sidered to be sufficiently precise and unconditional, the EG held that this provision was (vertically) directly effective in relation to the State as employer.
Η διά στην Επιτροπή.
This implies that State employees are better off than private employees.
Ωστόσο, το άρθρο 9, παράγραφος 2, ρισης πρέπει να έχει τη δυνατότητα να διεκδικεί
The negative effects of this part of the judgment are, however, reduced by the ruling in Cases 14/83 — von Colson, 79/83 — Harz, C-322/88 — Grimaldi, C-106/89 — Marleasing, C-188/89 — Foster and C-6 and 9/90 — Francovich.
Επισήμανε ότι σε καμία αφορά την πρόσβαση σε απασχόληση, την διάταξη της οδηγίας δεν γίνεται μνεία των προ­ επαγγελματική εκπαίδευση και προώθηση και σφορών εργασίας.
the need for any notice of dismissal. By a letter dat­ed 2 August 1982, Van Lanschot informed Mrs Beets-Proper that she was entitled to an oldage pension together with a supplementary pension payable until she attained the age of 65.
2, της ίδιας της οδηγίας 76/207, στο βαθμό που συνδέονται οδηγίας, παρέβη τις υποχρεώσεις που υπέχει στενά με την πρόσβαση στην απασχόληση και μπο­ από τη Συνθήκη
She had not been admit­ted to work since 1 September 1982, in spite of her desire to continue her employment, possibly on a parttime basis.
ΕΟΚ.
Reference: [1986] ECR 773.
Δικαστήριο αναγνώρισε, ωστόσο, ότι η οδηγία δεν επιβάλλει καμία υποχρέωση στα κράτη μέλη να
Subject-matter: Equality of treatment for men and women — conditions governing dismissal (Articles 1 (2) and 5(1 ) of EEC Council Directive 76/207 of 9 February 1976 and Article 7 (1 ) (a) of EEC Council Directive 79/7 of 19 December 1978).
Η απόφαση του ΔΕΚ στην παρούσα υπόθεση λεται από την οδηγία 76/207, αλλά πρέπει να που αφορά το άρθρο 2, παράγραφος 2, της εκληφθεί ως ανεξάρτητο νομοθετικό μέτρο.
By a writ of 16 September 1982, Mrs Beets-Proper applied to the president of the Arrondissementsrecht­bank (District Court), Amsterdam, for an interlocu­tory injunction requiring Van Lanschot to allow her to resume work and to pay her salary from 1 September 1982, until such time as the contract of employment should be terminated in a legally valid manner.
οδηγίας 76/207 θέσπισε έναν σημαντικό κανό­ να, ο οποίος μπορεί να χαρακτηρισθεί ότι αποτελεί
Mrs Beets-Proper also submitted a com­plaint to the Commissie Gelijke Behandeling van Man­nen en Vrouwen bij de Arbeid (Commission on Equal Treatment of Men and Women in Employment at Work).