natgillin/translations-raw huggingface dataset:
† A directive establishing a framework for equal treatment in employment and occupation on the grounds of religion or belief, disability, age and sexual orientation (Council Directive 2000/78/EC).
Programmil on kolm peamist eesmêrki: n฀Euroopa Liidus asetleidva diskrimineerimise ulatuse ja iseloomu ning selle vastu výitlemise hindamise ja a n a l Ÿ Ÿ s i toetamine; n฀EL liikmesriikides ja Euroopas Ÿldisemalt diskrimineerimisega aktiivselt výitlevate isikute ja organisatsioonide toetamine nende pêdevuse týstmiseks n฀toetada ja levitada diskrimineerimisvastaseid vêêrtushoiakuid ning praktilisi kogemusi ava-liku arvamuse kujundajate ja liidrite seas
† The Community action programme 2001›06 (Decision 2000/750/EC) to combat discrimination on all the grounds listed in Article 13 (other than sex).
Arenguprogramm (Progress programme) liidab Ÿhte mitmed juba praegu olemasolevad, sealhul-gas ka diskrimineerimisvastased programmid.
The nature of the existing pro-grammes will be largely unchanged.
Praeguseid programme sealjuures oluliselt ei muu-deta.
Definition of discrimination
Diskrimineerimise mýiste
To discriminate means to differentiate or to treat differently when there is no relevant difference between two persons or situations, or to treat in an identical way situations which are in fact dif-ferent.
Diskrimineerimine johtub sellest, kui kahte isikut výi olukorda koheldakse eristavalt ja erinevalt, kuigi nad tegelikult seda pole výi koheldakse Ÿhesuguselt olukordi, mis tegelikult on erinevad.
The two anti-discrimination directives, which provide the basis for this training, prohibit both direct and indirect discrimination and provide the same definition of discrimination.
Kaks diskrimineerimisvastast direktiivi, mis on kêesoleva ýppe aluseks, keelavad mýlemad, nii otsese kui kaudse diskrimineerimise ning annavad diskrimineerimise mêêratluse.
Direct discrimination has occurred if one person is treated less favourably than another is, has been or would be treated in a comparable situation, on any of the grounds on which discrimi-nation is prohibited.
Otseseks diskrimineerimiseks peetakse seda, kui Ÿkskýik millises valdkonnas, kus diskriminee-rimine on keelatud, koheldakse Ÿhte inimest halvemini, kui on koheldud, koheldakse výi výidakse kohelda teist inimest samalaadses olukorras.
The problem in establishing that direct discrimination has taken place is that it is not always easy to identify the `correct comparator'.
Otsese diskrimineerimise tuvastamise raskus tuleneb sellest, et alati pole kerge leida ¶ýigetƒ výrd-lusalust.
You need to find someone whose situation you can compare to the situation of the person who claims to be a victim of discrimination.
Teil tuleb leida keegi, kelle olukorda saate výrrelda selle isiku omaga, kes vêidab, et ta on diskrimineerimise ohver.
Only if these are in the same or similar situations can the comparison take place.
Ainult siis, kui olukord on sama výi sarnane, on výrdlus mýeldav.
Sometimes it will be impossible to iden-tify an available actual comparator, and a case can then be made for a hypothetical comparator.
Mýni-kord on výimatu kindlaks mêêrata tegelikku výrdluse alust výi pole see kêttesaadav, siis tuleb lêhtuda juhtumi lahendamisel eeldatavast výrdluse alusest.
This should build on the treatment of a real person without the relevant characteristics (e.g. some-one from a mainstream religion as opposed to from a minority religion) in slightly different circum-stances.
Sel juhul kasutatakse teatud karakte-ristikutega isiku nêidet (nêiteks kuulumist pýhivoolu Ÿhiskonna ja vêhemuste usundisse) mýne-výrra teistsuguses olukorras.
However, once it has been established that two people in the same or similar situation have been treated differently, it would be hard to show that this difference was permissible.
Nii výi teisiti, kui kord on tuvastatud, et kahte inimest on koheldud erinevalt Ÿhes ja samas olukor-ras, on raske týestada, et erinev kohtlemine oli lubatav.
The directives provide for certain narrowly and precisely drawn exceptions.
Direktiiv nêitab kêtte ka têpselt piiritletud erandid.
These include genuine occupational requirements, positive action, reasonable accommodation for disabled persons and specified exceptions for age discrimination.
Nad sisaldavad puht kutsealaseid nýudeid, positiivseid toimimisviise, mýistlikku kohan-damist puudega inimeste jaoks ja ootuspêraseid erandeid vanuse alusel kohtlemises.
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 this would constitute discrimination in violation of employment framework directive (2000/78/EC).
Nêiteks, kui tûûandja keeldub týstmast tûûtaja palka viimase seksuaalse orientatsiooni týttu ning samal ajal ja samas olukorras teise tûûtaja palka týstetaks, on týenêoline, et tegemist on EL Nýu-kogu direktiivi 2000/78/Eâ rikkumisega.
However, if a worker is denied a pay rise due to his age, this might be permissible under Article 6, which allows States to provide that differences of treatment on 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.
Samas, kui tûûtaja palka ei týsteta tema vanuse týttu, výib see olla lubatav direktiivi 6.artikli alusel, mis lubab liikmesriikidel kohelda inimesi erinevalt vanuse týttu, ning mida ei kêsitleta diskrimineerimisena juhul, kui rahvuslik seadusandlus ýigus-tab niisugust kohtlemist objektiivselt ja mýistlikult ning ýiguspêrase sihiga, kui vahendid selle sihi saavutamiseks on asjakohased ja vajalikud.
Such differences may, according to the directive, include the fixing of minimum conditions of age, professional experi-ence or seniority in service for access to employment or to certain advantages linked to employ-ment (see more on this below).
Direktiivi kohaselt výib teatud tûûaladele pêêsemiseks eelistingimustena fikseerida minimaalsed vanuse, kutsealaste kogemuste výi staa™i nýudeid.
The directives also prohibit indirect discrimination.
Direktiiv keelustab samuti kaudse diskrimineerimise.
Indirect discrimination occurs where an apparently neutral provision, criterion or practice would put persons belonging to a protected group at a particular disadvantage compared with other persons.
Kaudne diskrimineerimine leiab aset siis, kui diskrimineerimise eest kaitstav isik satub erilisse halvemusse výrreldes teiste isikutega vêliselt neutraalse sêtte, kriteeriumi výi tava tagajêrjel.
This is so unless the provision, criterion or practice in question is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.
Erandiks on juhud, mil kýnealusel sêttel, kriteeriu-mil výi taval on objektiivselt pýhjendatav ýigustatud eesmêrk ja selle eesmêrgi saavutamise vahendid on asjakohased ja vajalikud.
As with direct discrimination, identifying correct comparators can be difficult.
Nagu otsese diskrimineerimise juhul, výib ka kaudse diskrimineerimise korral olla raske leida ýiget výrdluse alust.
An example which has in the past often been given as a possible instance of indirect discrimination based on sex
Antud direktiivides mittekajastatud, kuid teistes EL seadustes kêsitletud kaudse
(which is not covered by the directives but by other provisions of EU law) is that of a substantial difference in pay between full-time and part-time workers, where the part-time workers are exclu-sively or predominantly female.
Koolituse peamised kontseptsioonid soolise diskrimineerimise týendina toodi varem sageli nêiteid suurtest erinevustest têis- ja osaaja-ga tûûtajate palkade vahel, sealjuures on osaajaga tûûtajad kas eranditult výi enamuses naised.
Another example can be an apparently neutral provision in a company's internal rules requesting a particular dress code if this dress code leads to the exclusion of a person or a group of persons.
Teiseks nêiteks výib olla mýnede kompaniide vêliselt neutraalne ametirýivastuse nýue, juhul kui taolised reeglid toovad kaasa isiku výi grupi tûûalase vêlistamise.
The permitted legal justifications must be applied rigorously.
Lubatud seaduslike pýhjenduste týendamist tuleb jêrgida rangelt.
For example, justification may in some cases be valid when an employer demands high standards of literacy and fluency in the national language.
Nêiteks, erinýuded výivad mýnel juhul olla ýigustatud, kui tûûandja esitab kýrgeid kirjaoskuse výi rahvuskeele vaba valdamise nýudeid.
If the job in question involves tasks where these skills are absolutely necessary, for example, for a language teacher or professor of literature, the employer is likely to be justified in demanding them.
Kui antud tûû sisaldab Ÿlesandeid, mille têitmiseks on need nýuded absoluutselt vajalikud, nêiteks keele- výi kirjanduse ýpetaja puhul, on nende nýuete esita-mine tûûandja poolt igati ýigustatud.
However, if the job involves manual labour, such a requirement is unlikely to be justifiable (see more on genuine and occupational require-ments below in point 1.4).
Samas kêsitûû puhul on need nýuded vaevalt ýigustatud.
The directives also provide that harassment is a form of discrimination.
Direktiiv sêtestab diskrimineerimise vormiks ka ahistamise.
Harassment is defined as unwanted conduct related to the grounds on which discrimination is prohibited with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment intended or not.
Ahistamist mêêratletakse jêrgmiselt: diskrimineerimisega on tegemist siis, kui mistahes diskrimineerimist keelaval alusel asetleidva soovimatu kêitumise eesmêrk výi selle tegelik toime on isiku vêêrikuse alandamine ja êhvardava, vaenuliku, halvustava, alandava výi solvava ýhkkonna loomine kas sihilikult výi tahtmatult.
As is clear, the definition of harassment includes a wide range of unwanted conduct.
Nagu selgub, hýlmab ahistamise mýiste ulatusliku soovimatu kêitumise loetelu.
When making an assessment of whether harassment has taken place, a comparator does not need to be identified.
Kui tahetakse hinnata, kas ahistamine leidis aset výi ei, pole tarvidust otsida výrdlusisikut.
The directives further state that an instruction to discriminate should be considered as a form of discrimination and is prohibited.
Direktiivi kohaselt peetakse diskrimineerimise vormiks ka korraldust diskrimineerida isikuid ning see on keelatud.
The Member States need to put in place measures that are necessary to protect individuals from any adverse treat-ment (such as dismissal) as a reaction to a complaint or proceedings aimed at enforcing compli-ance with the principle of equal treatment.
Têhtis on, et kaitstud on mitte ainult need, keda on diskrimineeritud vaid ka need, kes annavad tunnistusi výi on kuidagi teisiti kaasatud diskrimineerimiskaebuse esitamisse.
It is important that not only the person who has been discriminated against is protected, but also those who provide evidence as part of a discrimination complaint, or are involved in some other way in the complaint.
*** Juhendaja výib lisada výi palub seda teha osavýtjail nêiteid otsesest ja kaudsest diskrimineerimi-sest veendumaks, et kuulajad on omandanud nende mýistete têhenduse.
Definition of other concepts in the directives
Direktiivide teiste kontseptsioonide mýisted
Material scope of the directives
Direktiivide reguleerimisala
The employment framework directive (2000/78/EC), Article 3, protects against discrimination in the following areas:
Direktiiv 2000/78/Eâ (Art.3) pakub kaitset diskrimineerimise vastu jêrgmistel juhtudel: s฀tûûle saamine, f Ÿ Ÿ s i l i s e s t isikust ettevýtjaks výi kutsealale pêêsemine, kaasa arvatud ametiala-ne edutamine s฀kutsenýustamise, kutseýppe, têiendkutseýppe ja Ÿmberýppe saamine
† employment and working conditions, including dismissal and pay;
Diskrimineerimise vastu výitlemine › Vêljaýppe kêsiraamat s฀tûû saamine ja tûû tingimusi, kaasa arvatud tûûlt vabastamine ja tûûtasu; s฀kuulumine tûûtajate výi tûûandjate organisatsioonidesse
† social advantages;
Isikule kohaldamisala
The directives prohibit discrimination by natural or legal persons in the public sector and the pri-vate sector.
Direktiivid keelavad diskrimineerimise f Ÿ Ÿ s i l i s e isiku výi ametniku poolt avalikus ja erasfêêris.
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.
See têhendab, et eraettevýtjal on samasugused kohustused mittediskrimineerimise alal nagu suurtel erakompaniidel výi omavalitsuse ja riigi asutustel.
The directives protect individuals, that is, natural persons, against discrimination.
Direktiiv kaitseb diskrimineerimise eest f Ÿ Ÿ s i l i s i isikuid.
Additionally the directives provide that protection against discrimination should also apply to an organisation 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 with national traditions and practice.
Sellele lisaks annab direktiiv 2000/43/Eâ niisugust kaitset ka juriidilise isiku staatuses olevale organisatsioonile, kui see kannatab diskrimi-neerimise all tema liikmete rassilise výi etnilise pêritolu týttu, ning kui see tuleneb nende rahvus-likest traditsioonidest ja tavadest.
The directives protect any person who is present in a Member State against discrimination on any of the prohibited grounds (racial or ethnic origin, disability, religion or belief, sexual orientation and age) regardless of the person's nationality.
Direktiiv kaitseb olenemata kodakondsusest iga liikmesriikides asuvat isikut diskrimineerimise eest mistahes keelatud alusel (rassiline výi etnilise pêritolu, puude, usu, seksuaalse sêttumuse ja vanuse).
Thus a person of Ukrainian nationality who is discriminated against in Hungary on grounds of ethnic origin or disability or sexual orientation is protected in the same way as Hungarian nationals in Hungary who experience such discrimina-tion.
Seega on nêiteks Ukraina kodanik, keda diskrimineeritakse Ungaris tema etnilise pêritolu, puude výi seksuaalse sêttumuse týttu, kaitstud výrdselt Ungari kodanikuga, keda diskrimineeri-takse samal alusel.
The directives specifically exclude discrimination on grounds of nationality, so that if dis-crimination is on grounds of being Romanian, or not being Hungarian, the directives would not apply (please see race directive (2000/43/EC), recital 13 and Article 3.2; employment framework directive (2000/78/EC), recital 12 and Article 3.2).
Toodud nêites Rumeenia kodakondsuse olemasolu ja Ungari koda-kondsuse puudumise korral on pýhjendatud direktiivi 2000/43/Eâ (sissejuhatav osa p.13 ja art.3.2) ja Direktiivi 2000/78/Eâ (deklaratiivne osa p.12 ja Art. 3.2.) erinev kohaldamine teistel, spetsiifiliselt kodakondsusest tulenevatel juhtudel ja alustel.
Distinct from the anti-discrimination directives there is, of course, the EU Treaty right to freedom of movement of persons across the EU, which provides some protection against nationality dis-crimination for citizens of EU Member States and their families.
Erinevalt diskrimineerimisvastastest direktiividest on antud juhul tegemist EL lepingust tuleneva isikute liikumisvabadusega EL piires, mis pakub teatud diskrimineerimisvastast kaitset EL kodani-kele ja nende perekonnaliikmetele.
There is also other EU legislation concerning the rights of certain non-EU citizens (third country nationals) who are residing working in EU Member States.
On ka teisi EL seadusi, mis kêsitlevad mitmeid EL liikmesriikides asuvate ja tûûtavate kolmandate e. EL mittekuuluvate riikide kodanike ýigusi.
Exceptions to the prohibition of discrimination in the directives
Diskrimineerimist keelavate direktiivide rakendamise erandid
As the purpose of the directives is to provide a framework for combating discrimination, the direc-tives permit discrimination only very exceptionally and only where certain tests are satisfied.
Direktiivide eesmêrk on kehtestada Ÿldine raamistik, et výidelda diskrimineerimise vastu, samas lubavad nad erandkorras ka erinevat kohtlemist, kuid seda ainult olukordades, mis vastavad tea-tud tingimustele.
For all prohibited grounds the directives permit an exception to meet genuine occupational requirements.
Kýigil direktiivide poolt diskrimineerimist keelustavatel aladel on lubatud teha tûû iseloomust tulenevaid erandeid.
Thus an employer may select a person for a particular post where, due to the nature of the work involved or the context in which it is carried out, it is a `genuine and determining occupational requirement' that the person should have a characteristic related to racial or ethnic origin, disability, religion or belief, sexual orientation or age provided that the objective is legiti-mate and the requirement is proportionate.
Need on puhtprofessionaalsed tûûhýive nýuded. Nii výib tûûandja valida tûûtajaid teatud ametisse eelistades rassilist výi etnilist pêritolu, puude olemasolu, usku výi usku-musi, seksuaalset sêttumust výi vanust juhul, kui antud kutstegevuse laadi výi sellega liituvate tingimuste týttu on tegemist ƒolulise ja mêêrava• kutsenýudega, tingimusel, et eesmêrk on ýigus-tatud ja nýue sellega proportsionaalne.
For example, if a film director decided that only a black actor could play Nelson Mandela in a movie ̌ in such a situation it would be a genuine occupational requirement to employ a black person.
Nêiteks výib filmi direktor nýuda, et Nelson Mandela rolli mêngiks mustanahaline nêitleja, sel juhul on tegemist olulise kutsenýudega.
Applying a genuine occupational require-ment in respect of one ground should not justify discrimination on any other ground; so in this example, it would not be legitimate to discriminate on grounds of sexual orientation.
Rakendades pýhjen-datud kutsenýudeid Ÿhes valdkonnas, nagu esitatud nêites, pole lubatud diskrimineerimine muus valdkonnas, nêiteks seksuaalse sêttumuse alusel.
Long-established assumptions about the type of person required to do a particular job may not meet the test of legitimate objective and proportionality.
Pika aja jooksul kujunenud enesestmýistetavad arusaamad inimestest, kes on sobilikud teatud tûûdeks, výivad sattuda vastuollu seaduslikkuse ja proportsionaalsuse nýuetega.
For example, an employer is unlikely to be able to demonstrate that to work as a receptionist a person must be `young and energetic'; such a requirement is likely to be discriminatory on grounds of age and disability.
Nêiteks saab tûûandja vaevalt týestada, et vastuvýtuametnik (registraator) peaks olema ¶noor ja energilineƒ. Niisuguse nýude esitamine výib týenêoliselt olla diskrimineeriv vanuse ja puude suhtes.
Differences of treatment on grounds of age
Vanuse alusel erinev kohtlemine
The employment framework directive (2000/78/EC), Article 6, permits, but does not require, Mem-ber States to include some further exceptions that would allow differential treatment on grounds of age including:
Direktiivi 2000/78/Eâ 6. artikkel lubab, kuid ei nýua, liikmesriikidel ette nêha kohtlemise erandeid ning sêtestada eri tingimusi vanuse alusel: s฀tûûle ja kutseýppele pêêsemises, tûû saamise ja kutsealale pêêsemise ning tûûlt vabastamise ja palga eritingimuste kehtestamist noortele, vanematele tûûtajatele ja hooldamiskohustusi têitvatele isikutele, et edendada nende kutsealast integreerimist výi tagada nende kaitse; s฀vanuse, tûûkogemuste výi teenistusalase vanemusega seotud tûûdele pêêsemise výi teatud tûûsoodustuste miinimumtingimuste kehtestamist; s฀tûûle výtmise Ÿlempiiri kehtestamist kýnealuse ametikoha koolitusnýuete alusel výi selleks, et pensionile jêêmisele eelneks mýistlik tûûstaa™.
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.
Iga niisugune erand peab olema objektiivselt ja mýistlikult pýhjendatud ýiguspêraste eesmêrki-dega tûûhýive poliitikas, tûûturgu ja kutseýpet hýlmavates eesmêrkides ning kui nende eesmêr-kide saavutamise vahendid on asjakohased ja vajalikud.
Positive action
Positiivne toimimisviis
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, dis-ability, sexual orientation or age.
Direktiivides tunnistatakse, et têieliku výrdsuse tegelik saavutamine nýuab enamat kui vaid ole-masoleva výi tulevase diskrimineerimise keelamist; seetýttu on soovitavad meetmed kompensee-rimaks ajaloolist Ÿlekohut, mis on saanud osaks rassi- ja etnilistele, religiooni- ja usuvêhemustele, puudega výi erilise seksuaalse sêttumusega inimestele ja v a n u s r Ÿ h m a d e l e .
If particular groups have never been employed to do particular types of work, positive action could involve training people from such groups to prepare them for such work.
Kui vastavaid gruppe pole varem výetud teatud tûûdele, siis positiivselt toimides peab neid inimesi kaasama kutseýp-pesse nende ettevalmistamiseks tûûks neil aladel.
It could also involve taking additional, planned, targeted steps, when seeking to recruit new employees, to publicise posts in different ways in order to encourage members of such groups to apply, offering support if necessary.
Nende meetmete hulka kuuluvad eesmêrgista-tud têiendavad abinýud tûûhýive alal, eri viisil teavitamine selleks, et julgustada ja vajadusel toe-tada nimetatud kategooriate inimesi tûûkohta taotlema.
Reasonable accommodation for disabled people
Mýistlikud abinýud puuetega inimeste arvessevýtmiseks
The employment framework directive (2000/78/EC), Article 5, requires employers to take appropri-ate steps where needed in a particular case, to enable a disabled person to have access to, par-ticipate in or advance in employment or to undergo training unless this would impose a `dispro-portionate burden' on the employer. For example:
Direktiivi 2000/78/Eâ 5. artikkel nýuab tûûandjailt, et nad výtaksid asjakohaseid ja konkreetsel juhul vajalikke meetmeid, et výimaldada puudega inimestel tûûle pêêseda, tûûs osaleda výi ede-neda výi saada koolitust, kui sellised meetmed ei pýhjusta tûûandjale ebaproportsionaalselt suurt koormust.
† to enable a deaf employee to undergo training her employer could provide a sign language interpreter;
Nêiteks: s฀Selleks, et výimaldada kurdile tûûtajale koolitust, výiks tûûandja talle abiks anda viipekeele týlgi.
† after an accident at work a manual worker is unable to continue in his manual job; the employ-er could provide appropriate training and transfer him to an office job;
s฀Pêrast tûûýnnetust pole kêsitûûline výimeline edasi tûûtama oma alal; tûûandja výib výimal-dada talle Ÿmberýpet ja rakendada teda kontoritûûl.
† a wheelchair-user replies to an advertisement for an administrative assistant.
s฀Liikumispuudega ratastoolis inimene taotleb vastavalt tûûkuulutusele juhi assistendi kohta.
The address is on the fourth floor.
Asutus on neljandal korrusel.
If the employer has offices on several floors including the ground floor, the employer could arrange for the work of the administrative assistant to be done in the ground floor office and move another employee who is able to climb stairs to the fourth floor.
Kui tûûandjal on tûûruumid ka teistel, kaasa arvatud esimesel korrusel, peaks tûûandja korraldama tûû Ÿmber, výimaldama juhiabi tûûd esimesel korrusel ning Ÿmber paigutama teise tûûtaja neljandale korrusele.
If, how-ever, the employer has offices only on the fourth floor and there is no lift, then there may be no reasonable measures (without disproportionate burden) the employer can take to enable this person to do this job;
Kui aga tûûandjal on ruumid vaid neljandal korrusel ja hoones pole lifti, siis sellisel juhul pole ettevýtjal výimalik výtta mýistlikke meetmeid antud isiku palkamiseks ilma, et koormus oleks talle ebaproportsionaalselt suur.