natgillin/translations-raw huggingface dataset:
`he treats or proposes to treat a person less favourably on the basis of a characteristic that apper-tains generally to persons who have such a disability or a presumed characteristic that is gener-ally imputed to persons who have such a disability.'
Enne kui hakata konkreetse diskrimineerimisjuhtumiga tegelema, tuleks teil kui valitsusvêliste organisatsioonide esindajail vastata jêrgmistele k Ÿ s i m u s tffe l e :
However, this has not been raised before by a judicial authority in Malta as yet.
Millist tulemust kaebuse esitaja soovib?
Article 3 deals with disability discrimination in terms of less favourable treatment:
Kas kaebuse esitajale laienevad seaduses kehtestatud kriteeriumid?
In terms of Article 5, discrimination on the grounds of disability could also arise if the disabled person is treated less favourably than others because he/she possesses or makes use of an auxil-iary aid.
Kas on hêdavajalik saada just juriidiliselt siduvat probleemilahendust?
This provision is taken from Article 3 of the directives.
Kas on piisavalt týendeid diskrimineerimisfakti týestamiseks?
When examining Maltese law, it can be argued that Article 4 of the equal opportunities (persons with disability) act, 2000, provides a prohibition against indirect discrimination.
Kas antud juhul on vajalik (êêrmiselt soovitatav) professionaalse juristi osalus?
Under Maltese law, Legal Notice 461 of 2004, issued under the employment and industrial rela-tions act 2002, extended the protection from harassment in matters of employment on all the grounds mentioned in the two directives, and therefore now goes further than harassment on the ground of sex.
Oluline on arvestada, et sýltumata valitud menetlusvormist tuleb diskrimineerimise ohvril ja tema juristil mýelda sellele, kuidas diskrimineerimisfakti týestada.
As against corresponding provisions of the directives, Regulation 3(3) of the said legal notice does not require that the effects of the harassment be cumulative.
Nêiteks leida tunnistajaid, kes annak-sid Ÿtlusi › suuliselt výi kirjalikult.
An instruction to discriminate against persons on the grounds mentioned in Council Directives 2000/43/EC and 2000/78/EC shall be deemed to be discrimination.
Tuleb arvestada, et kohtumenetluses on arvukalt vormilisi nýu-deid, mida tuleb hoolikalt jêrgida.
The equal opportunities (persons with disability) act, 2000, and the equality for men and women act, 2003, do not contain specific prohibition against the giving of instructions to discriminate.
Mýnikord juhtub, et kavatsedes lahendada k Ÿ s i m u s kohtuvêli-selt, tuleb lýpuks siiski kohtusse pûûrduda.
Legal Notice 461 of 2004 issued under the employment and industrial relations act, 2002, intro-duces into employment legislation in Malta the prohibition of the instruction to discriminate.
Seepêrast tuleb výimalust mûûda suhtuda týendite kogumisse nii, nagu neid tuleks esitada just kohtus.
Regulation 3(4) provides that a person shall also be deemed to have discriminated against anoth-er if he instructs any person to discriminate against such another person.
Kui olete saanud kirjalikud Ÿtlused, laske need notaril kinnitada. Sama kehtib ka dokumentide koopiate kohta.
Reasonable accommodation duties (Article 2(2)(b)(ii) and Article 5 of Directive 2000/78/EC)
Kui asi výib kohtuni jýuda, aga ohvril pole raha pêdeva juristi palkamiseks, soovitage tal tingimata paluda riigilt tasuta ýigusabi.
This means that employers shall take appropriate measures, where needed in a particu-lar case, to enable a person with a disability to have access to, participate in, or advance in employ-ment, or to undergo training, unless such measures would impose a disproportionate burden on the employer.
Te teate juba, et Lêêne- ja Ida-Euroopa riikides on vêlja tûûtatud mitu metoodikat, mis kergenda-vad diskrimineerimise týestamisprotsessi.
This burden shall not be disproportionate when it is sufficiently remedied by meas-ures existing within the framework of the disability policy of the Member State concerned.
EL-is tunnistatakse statistikat ebavýrdse kohtlemise týendiks.
Article 7 of the equal opportunities (persons with disability) act, 2000, provides that employers must provide reasonable accommodation for employees with disabilities.
Prantsusmaal ja Austrias laieneb nýndanimetatud kontrollimiste kasutamine.
In accordance with Arti-cle 7(5) the phrase `make reasonable accommodation' is defined to include (a) making existing facilities used by employees readily accessible to persons with disabilities; and (b) restructuring jobs, instituting part-time or modified work schedules, reassigning vacant positions, acquiring or modifying equipment or devices, appropriately adjusting or modifying examinations, training materials or policies, providing qualified readers or interpreters, and making any other similar accommodation for a person with a disability.
Nêiteks osalevad eelnevalt kokku leppinud enamuse ja vêhemuse esindaja, kel on Ÿhesugune haridustase ja Ÿhesugune tûûkogemus, mingil ametikoha têitmiseks vêljakuulutatud konkursil. âhte kutsutak-se intervjuule, aga teist mitte, see annab kohtule týsist mýtlemisainest konkreetse ettevýtte per-sonaliotsingupraktika Ÿle.
Article 7 of the act lists those instances in which an employer shall be considered to discriminate on the grounds of disability.
Inimese výimalusi ƒdiskrimineerija• korralekutsumiseks výib kujutada jêrgmise skeemina:
This is mainly because the KNPD try to avoid going to court by reaching an agreement.
Diskrimineerimisohver výib alati kohe kohtusse pûûrduda.
However, in spite of this, when all fails, it is inevitable that the parties concerned end up in court.
Ent selleks, et kiirendada ja lihtsustada ohvri jaoks tema ýiguste kaitset, on Eesti seadusandja loonud mitmesuguseid kohtueelseid ja ›vêliseid menetlusviise.
In fact, there are currently two pending cases.
Spetsiaalseks kohtuvêliseks organiks, kes tegeleb d i s k r i m i n e e r i m i s k Ÿ s i m u s - tffe g a , on ýiguskantsler.
However, an indication as to what constitutes `reasonable' accommodation is laid down in Article 20 of the equal opportunities (persons with disability) act, 2000, which provides for the test of reasonableness.
Kui inimene tûûtab tûûlepingu alusel ja teda diskrimineeritakse, výib ta pûûrduda ka tûûvaidlus-komisjoni poole.
Article 28 of the employment and industrial relations act provides that if any person (a) files a complaint to the lawful authorities or initiates or participates in proceedings for redress on grounds of alleged breach of the provisions of the act, or (b) discloses information, confidential or otherwise, to a designated public regulating body, regarding alleged illegal or corrupt activities being committed by his employer or by persons acting in the employer's name and interests, it is unlawful to victimise such person for having acted accordingly.
Ýiguskantsleri kêsutuses on kaks erinevat menetlusvormi. Kýik sýltub sellest, kes ohvrit diskrimi-neerib: kas a) f Ÿ Ÿ s i l i n e výi eraýiguslik juriidiline isik výi b) riigiasutus, kohaliku omavalitsuse asutus výi organ, avalik-ýiguslik juriidiline isik (nêiteks kool) výi avalikke Ÿlesandeid têitev f Ÿ Ÿ s i l i n e isik výi eraýiguslik juriidiline isik (nêiteks piletikontrolûr).
In this case this provision goes further than that required by Article 11 of the employment equality directive since it does not only relate to breaches of the obligation of equal treatment but to any breach of the provisions of the act.
› avaldaja nime výi nimetuse, postiaadressi ja telefoni- výi faksinumbri (esindamise korral esitage samad andmed esindatava kohta, lisage esindatava tahteavaldus esindamise kohta výi volitusi týendava dokumendi koopia);
The wording of Article 28, particularly in the case mentioned in (b) above, appears to extend protection against victimisation to persons other than the complainant.
› asutuse nimetuse, kui palute kontrollida riigiasutuse tegevust, mis Teie arvates on Teie pýhi-ýigusi ja vabadusi rikkunud.
Identification of any gaps which have been left by the transposition
› vajadusel lisage asjakohaste dokumentide koopiad ja muud materjalid.
It is to be noted that although there are certain provisions of the two Council directives which have still not been implemented such as for example in the case of the specialised body, there are no provisions which are in breach (that is, contrary) of the said directives.
Ent siin on Ÿks oluline ƒaga•: kui diskrimineerimises s Ÿ Ÿ d i s t a t a v ei soostu menetluses osalema, ei saa teda selleks sundida. Sellest keeldumise korral výi juhul, kui pooled ei jýua kokku-leppeni, on avaldajal ýigus pûûrduda kohtusse.
With regards to those provisions of the directives which are, to date, not yet covered by Maltese legislation, one finds the following:
Kui ohver esitab andmed, mille pýhjal výib oletada diskrimineerimisfakti, on teine pool kohusta-tud selgitusi andma.
(a) Article 13 of Council Directive 2000/43/EC states that Member States are to designate a body or bodies for the promotion of equal treatment of all persons without discrimination on the grounds of racial or ethnic origin.
Lýplikus kokkuleppes výib olla fikseeri-tud ka h Ÿ v i t i s e maksmise kohustus. Sellist kokkulepet saab halduskohtus vaidlustada vaid juhul, kui ýiguskantsler on menetlusnýudeid týsiselt rikkunud (sellisel juhul saab seda teha 30 pêeva jooksul).
This part of the legislation is still lacking in Maltese law even though it is envisaged that this shortcoming will be remedied in the near future.
Ehk teisisýnu › valdavatel juhtudel on ýiguskantsleri kinnitatud kokkulepe lýplik ega ole kohtus vaidlustatav.
(b) With regards to the provisions relating to (i) social protection, including social security and healthcare, (ii) social advantages, (iii) education, (iv) access to and supply of goods and services
I g a Ÿ h e l on ýigus pûûrduda ýiguskantsleri poole avaldusega, kui teda on eraýiguse vallas diskrimi-neeritud jêrgmistel alustel: sugu, rass, rahvus (etniline kuuluvus), nahavêrvus, keel, pêritolu, usu-tunnistus výi usulised veendumused, poliitilised výi muud veendumused, vanus, puue, seksuaal-ne suundumus, muu seaduses nimetatud diskrimineerimistunnus.
Furthermore, it is to be noted that the only provisions of the employment and industrial relations act, 2002, which is applicable to employment in the public sector are those which relate to indus-trial relations, saving certain exceptions.
Ýiguskantsleri menetlus lýpeb ýiguskantsleri seisukohavýtuga, milles ta annab hinnangu selle kohta, kas jêrelevalvealuse asutu-se výi isiku tegevus oli vaatlusalusel konkreetsel juhul ýiguspêrane ja hea halduse tava nýuetega kooskýlas.
The provisions of the said act which relate to discrimina-tion in employment have not been extended to cover employees in the public sector.
Kantsler výib diskrimineerijaile esitada omapoolsed kriitilised mêrkused výi ettepane-kud.
Conse-quently, this means that there is no legislation in force in Malta which implements the provisions of Council Directives 2000/78/EC in relation to public service employees.
Need ei ole juriidiliselt kohustavad, kuid kantsler výib nende mittetêitmisest teatada nii asu-tuse Ÿle jêrelevalvavale asutusele, kui ka valitsusele ja riigikogule.
Are the participants aware of and familiar with the examination of national reports by the Committees of CEDAW, CERD, ICCPR and C o R o C as well as material from the ILO?
Lugupidamine ýiguskantsleri vastu on nii suur, et tavaliselt nýustuvad ametnikud vastuvaidlema-tult tema mêrkuste ja ettepanekutega.
*** If the participants are not aware of these reports, the trainers should briefly explain the procedure to point them in the right direction.
Ent tuleb silmas pidada, et pûûrdumine ýiguskantsleri poole ei peata aega, mille jooksul on výimalik pûûrduda kaebusega halduskohtu poole (30 pêeva jooksul alates hetkest, mil isik sai oma ýiguste rikkumisest teada výi oleks pidanud teada saama).
If appropriate, allow time to read carefully selected comments.
Ei saa pûûrduda samaaegselt nii ýiguskantsleri kui ka kohtu poole.
What have those Committees said about discrimination in the national context?
Millised výivad olla diskrimineerimise alused? Millised tahes.
CEDAW: In March 1991, Malta ratified the UN Convention on the Elimination of all forms of Dis-crimination Against Women.
Ýiguskantslerile saab esitada avalduse kirjalikult výi vastuvýtul suuliselt.
Malta also entered CEDAW reservations to Articles 11, 13, 15 and 16, Article 15 being on discrimination.
Avalduse výib kirjuta-da ka vene keeles.
Some of these reservations have been superseded by changes in legislation made between 1991 and 1994.
Kantselei aadress: Kohtu 8, 15193 Tallinn Telefon: 693 8404 › info, kodanike vastuvýtt Faks: 693 8401 E-post: info@oiguskantsler.ee
The national machinery is currently reviewing these reservations.
Kantsleri nýunikud výtavad isikuid regulaarselt vastu Tallinnas, Pêrnus, Tartus, Narvas, Jýhvil ja Sillamêel.
The following are the reservations enforced by the Government of Malta in 1991:
B. Muud kohtuvêlised organid ja kohus
While the Government of Malta is committed to remove, in as far as possible, all aspects of family and property law which may be considered as discriminatory to women, it reserves the right to continue to apply present legislation in that regard until such time as the law is reformed and dur-ing such transitory period until those laws are completely superseded.
Kui diskrimineerimine tûûandja poolt on ilmne, on diskrimineerimisohvril hea výimalus pûûr-duda tûûinspektsiooni.
CERD: The committee considered the combined 13th and 14th periodic reports of Malta (CERD/C/337/Add.3) at its 1 379th and 1 380th meetings (CERD/C/SR.
Sel juhul výib saavutada tûûkohal Ÿldise ýhustiku muutumist, kuid h Ÿ v i t i s e saamine vaevalt ýnnestub.
1379 and 1380), held on 8 and 9 March 2000.
Ent kui te pûûrdute a m e t i Ÿ h i n g u poole, siis výib ta samu-ti aidata teil probleemi kohtuvêliselt lahendada.
At its 1396th meeting, held on 23 March 2000, it adopted the following concluding observations.
A m e t i Ÿ h i n g u tffe l e pakub kindlasti huvi juhtum, mis puudutab suure hulga isikute huve, eriti kui nende seas on ameti-Ÿhinguliikmeid.
The Committee, inter alia:
TREENERITELE: KŸsige a m e t i Ÿ h i n g u tffe esindajailt, mil viisil nad tûûtajaid aitavad?
While noting that the legislation covered many aspects of Article 5 of the Convention, the commit-tee expressed its concern that the report did not sufficiently describe how the legislation is applied in practice and requested that such information be included in the next report.
Kui inimene pûûrdub kohe kohtusse kaebusega tûûandja vastu, kellega ta on sýlminud tûûlepin-gu, siis on pûûrdumise têhtajad samad, mis tûûvaidluskomisjoni poole pûûrdumise puhul: Ÿks kuu, neli kuud výi kolm aastat.
It also recom-mended that following the claims of racial discrimination in housing, particularly as regards rental accommodation, this issue be addressed.
Sellised avaldused esitatakse tsiviilkohtusse.
It was also recommended that the scope of the competence of the Employment Commission be extended to cover all aspects of racial discrimination.
Avaliku teenistuse seadus ei sisalda eraldi p e a t Ÿ k k e mittediskrimineerimisest, kuid siin výivad toimida Eesti seadusandluse Ÿldised pýhimýtted, kaasa arvatud Pýhiseaduse ¢ 12.
With regards to the police, the committee recommended that the necessary measures be taken to ensure that in cases where officers are found to have treated persons in a discriminatory manner in the course of their duties, in addition to disciplinary action, criminal charges be instituted against the police officers concerned.
Palga nýudmise, tûûle výi teenistusse ennistamise ning tûûlepingu lýpetamise výi teenistusest vabastamise aluse formuleeringu muutmise hagi výi kaebuse esitaja vabastatakse riigilýivu tasu-misest.
The committee also invited the Maltese authorities to provide additional information on the crite-ria for granting temporary as opposed to permanent refugee status, specifically as regards Euro-pean and non-European asylum-seekers as well as on the implementation of the law on refugees and asylum-seekers and the effect of the withdrawal by Malta of the geographical limitation clause relating to non-European refugees.
Tûûvaidluskomisjonis, kohtus ja ýiguskantsleri lepitusmenetluses kehtib jêrgmine reegel: kui tûû-taja esitab andmed, mille pýhjal výib eeldada ebavýrdset kohtlemist, on vastaspool kohustatud andma selgituse.
Are they familiar with the possibility of `shadow reporting' (NGO reports that complement and where necessary correct the information provided by governments to these bodies) or of feeding information to larger NGOs for inclusion in their shadow reporting?
(1) Kui tûûtaja výi tûûlesoovija leiab, et tûûandja on teda ¢ 10 3. lýikes nimetatud tunnuse týttu ebavýrdselt kohelnud, esitab ta tûûvaidlusorganile výi ýiguskantslerile ebavýrdse kohtlemi-se faktilisi asjaolusid sisaldava avalduse.
This is an issue which shall be brought up during the seminar.
(2) Jagatud týendamiskohustust ei kohaldata kriminaalmenetluses.
What opinion polls, if any, or comparable assessments have been taken to identify the extent of the impediment which public opinion will prove to be, to the effective implementation of the direc-tives?
Tûûlepingu seadus tagab ebavýrdse kohtlemise ohvrile materiaalse ja moraalse kahju h Ÿ v i t a - mise (¢ 103
There have been no reported opinion polls to date on the matter.
Tooge vêhemalt viis sellist nêidet.
What measures, if any, have been taken by the government to address this?
TREENERITELE: Jýudke selleni, et oleksid nimetatud kýik lýigus B 3.1 loetletud diskrimineerimisalused.
EQUAL is co-funded by the ESF and the Maltese Government and aims to fight discrimination and inequality in the labour market by implementing measures to improve access to employment and training opportunities for people who are unemployed, or employed but low-skilled and therefore vulnerable to unemployment.
Tuleb selgelt mýista, et Eesti seadustes on vêga vêhe norme, mis puudutavad diskrimineerimist vêljapoole tûûsuhteid jêêvates valdkondades. Alati jêêb muidugi výimalus pûûrduda kohtusse: kohtus výib viidata nii Pýhiseadusele kui ka seadusandluse Ÿldistele printsiipidele.
Under the EQUAL Community initiative, an ESF contribution of EUR 1.65 million will be invested in Malta during the first programming period from 2004 to 2006.
Kuid fakt jêêb faktiks: praegusel hetkel on kýige otstarbekam pûûrduda sellistes k Ÿ s i m u s tffe s kýigepealt ýigus-kantsleri poole.
The Ministry of Family and Social Solidarity's ESF Unit is also the designated EQUAL national support structure (NSS) responsible for the administration of the EQUAL Community initiative programme.
TREENERITELE: Mainige Soolise výrdýiguslikkuse seadust kui nêidet hoolikalt koostatud normatiivak-tist, mis annab vastuse vêga paljudele k Ÿ s i m u s tffe l e .
Malta has focused its EQUAL programme into the four main themes listed below with specific attention being paid to the expected impact on the situation in terms of equality between men and women by ensuring that all EQUAL projects promote equality between women and men.
Kui te pole rahul ametniku, riigi výi kohaliku omavalitsuse organi tegevusega, siis výite Ÿldiste reeglite kohaselt esitada 30 pêeva jooksul kaebuse halduskohtule. Kui asi puudutab m i g r a t s i o o n i - k Ÿ s i m u s i , siis on têhtaeg harilikult k Ÿ m m e pêeva.
The four priority themes for Malta's 2004›06 programme are:
Ýigus-vastaselt tekitatud kahju puhul on aegumistêhtaeg 3 aastat.
What are the national NGOs doing to address this?
Mis peab sisalduma riigi ýigusabi taotluses?
(See the section on `Role of NGOs'.)
2) probleemi kirjeldus,
What research, if any, is being carried out in national academic institutions on the kinds of discrimina-tion covered by the directives?
4) pýhjendus, miks riigi ýigusabi saamine on vajalik;
There is no research going on at the moment except for the various reports on the implementa-tion of the directives into Maltese legislation.
5) milline on asjast taotlejale výimalik tulenev kasu;
According to the directives, there is a requirement that their implementation shall in no circum-stances be grounds to reduce the level of protection already provided for under national law.
Riigi ýigusabi andmise otsustamisel ei výeta arvesse mitte ainult taotleja majanduslikku seisundit, vaid ka tema suutlikkust oma probleemi iseseisvalt lahendada ning tema kaitsmist vajava ýiguse têhtsust.
The European Court of Human Rights and the European Court of Justice (see section on `Key con-cepts') have made it clear that the protection of fundamental rights must be `practical and effec-tive not theoretical and illusory'.
Keskkonnakaitse výi tarbijakaitsega seotud juhtudel výivad ýigusabi taotleda ka mittetulundus-Ÿhingud, kel on tulumaksusoodustus ja kantud sihtasutuste nimekirja.
If they have no practical familiarity (for example of petitioning the European Parliament), they will have to have researched these mechanisms in order to acquire at least a theoretical knowledge of how they work.
Teavet riigi ýigusabi kohta výib saada internetist justiitsministeeriumi v e e b i k Ÿ l j e l t eesti ja vene keeles alajaotuses ƒ V a j a d riigi ýigusabi?•(www.just.ee).
Where national procedures with which they are unfamiliar are concerned they need to have acquired not only theoretical information but also practical knowledge from colleagues with the necessary experience.
Kui inimene ei taotle ýigusabi kohtuprotsessi raames, tuleb tal tasuda riigilýiv (mis on hetkel 60 krooni).
What help is available to victims of discrimination?
â L E S A N N E : Kirjutage, kuhu te saate pûûrduda diskrimineerimisprobleemi lahendamiseks.
In Malta there is currently no such independent body.
TREENERITELE: Andke osalejaile výimalus tabel ise têita.
Discrimination in the national context
3. tûûvaidluskomisjon1. halduskohus
Maltese legislation lays down various courses of action that one may follow should an indi-vidual believe that they were subjected to discriminatory treatment.
Mittetûûalane diskrimineerimine ametnike výi avalikke Ÿlesandeid têitva firma poolt
Apart from recourse to action before the Civil Court, First Hall, sitting in its constitutional jurisdiction or the Constitu-tional Court, there exist other bodies where an alleged victim can address his or her com-plaint, depending on the nature of such complaint.
K â S I M U S : Milliseid ettepanekuid výiksite esitada týhustamaks diskrimineerimisohvrite ýiguste kaitsmiseks olemasolevaid mehhanisme?
Article 968 of the Code of Organisation and Civil Procedure, with regards to arbitration, states that any cause concerning any matter in dispute which has been brought before a court of civil jurisdic-tion in Malta may be submitted at the request of all the parties for determination by arbitration.
Euroopa Inimýiguste Kohtusse saab kaebust esitada Ÿksnes juhul, et kaebaja on Eestis kýik kohtu-instantsid lêbinud, s.t jýudnud riigikohtuni vêlja (saanud temalt otsuse výi menetlusest keeldumi-se). Kaebust saab esitada ainult Euroopa Inimýiguste Konventsiooniga tagatud ýiguste rikkumiste kohta.
However, sub-section 2 of this section continues by saying that any submission to arbitration in regard to any dispute, which may not form the subject matter of a contract, whether absolutely or without certain formalities required by law, is null.
Diskrimineerimiskaebustes tuleb viidata samaaegselt konventsiooni Ÿhe výi teise sêttega artiklile 14, mis Ÿtleb: ƒ K o n v e n t s i o o n i s tunnistatud ýiguste ja vabaduste kasutamine peab olema tagatud mis tahes diskrimineerimiseta soo, rassi, nahavêrvi, keele, usutunnistuse, poliitiliste výi muude veendumuste, rahvusliku výi sotsiaalse pêritolu, rahvusvêhemustesse kuulumise, varalise seisu, s Ÿ n n i výi mis tahes muu tunnuse alusel.•
With regards to the public sector, the Public Service Commission is an independent body established by Article 109 of the Constitution of Malta.
Kaebust výib esitada ka eesti výi vene keeles. Kohtupidamise keeleks on selles kohtus inglise výi prantsuse keel.