natgillin/translations-raw huggingface dataset:
† While disaffection with politics grows, engagement in voluntary and community activities is a way for people to contribute to public life by donating their time or money and supporting issues which are of concern to them.
Jêrgnev on k o d a n i k u Ÿ h e n d u s tffe tegevuste ja teenuste eeldatav loend, mida saab rakendada ker-gendamaks výitlust kýikidel alustel toimuva diskrimineerimise vastu: s teadlikkuse týstmine; s monitooring / poliitika ja seadusandluse mýjutamine; s Ÿksikisikuist kannatanute ja kollektiivse kaebuse esitajate toetamine; s kohtuvaidlused; s v a i d l u s tffe / t Ÿ l i d e alternatiivne vahendamine ja lahendamine;
Organisations have to decide how important this is and whether or not to register.
Detailsemalt kêsitletakse neid valdkondi jêrgmistes osades.
† Prohibition on certain activities even after registration.
*** Kui osavýtjad esitavad teistsuguseid arvamusi, juhendaja peab olema paindlik ja l Ÿ l i t a m a need ettepanekud arutelu kavva.
NGOs need to comply with the national law, or, if it is arbitrary or disproportionate challenge it by the appropriate mechanism.
On Ÿlimalt oluline, et hêid ettepanekuid ei jêetaks kýrvale pelgalt antud programmi têitmise pêrast.
They must either acquire the services (paid or unpaid) of qualified pro-fessionals or undertake appropriate training (or both).
*** Juhendaja peaks arutama osavýtjatega jêrgmisi nêpunêiteid výi ('lumepalli' výi ' a j u r Ÿ n n a k u ' mee-todil) Ÿhiselt leitud ettepanekuid.
† Lack of funding and limited resources, lack of information and guidance on accessing available national, EU and international funds. National equality commission, NGO coordination bodies, local EU representations and regional international donors should be contacted to identify suitable sources of funding.
Esitatud nêited on mýeldud juhendaja abistamiseks, et kergemini fokuseerida arutelu, mitte aga valmis vastusteks, s vabatahtlikel Ÿhendustel on otsustav osa inimeste l Ÿ l i t u m i s e l Ÿhiskondlikku ellu kohalikul, regionaalsel, rahvuslikul ja ka rahvusvahelisel tasemel; s kui kasvab rahulolematus poliitikaga, kindlustab inimeste osalus vabatahtlikes Ÿhendustes ja kohalikes algatustes osasaamise avalikust elust, mille jaoks nad ohverdavad oma aega výi raha Ÿhiste vajaduste jaoks;
Combating discrimination › A training manual
Diskrimineerimise vastu výitlemine › Vêljaýppe kêsiraamat s vabatahtlikud organisatsioonid on Ÿha enam muutumas kohaks, kus inimesed saavad arutada ja l Ÿ l i t u d a nende jaoks têhtsate probleemide lahendamisse.
† Inability to reach some parts of the community due to insensitivity, imposition of externally chosen legal or political aims, cultural or language barriers.
*** Siin on kohane, et juhendaja palub osavýtjail tuua nêiteid nende oma Ÿhenduste edukast tegutse-misest nêiteks seadusloome výi poliitiliste otsustuste valdkonnast, sealhulgas ka diskrimineerimise ennetamise výi lýpetamise alal.
Examples are lack or absence of an organised infra-structure or hierarchy, and/or in terms of the lack or absence of a management system.
*** Osavýtjad kirjeldavad takistusi oma organisatsioonide tegevuses, mille alusel fikseeritakse takis-tuste loend.
This can be overcome by agreed allocation of management roles, specific management training, competent internal adminis-tration and regular review of administrative and employment matters.
Tegelikult on palju Ÿhiseid probleeme, millega Ÿhendused kokku puutuvad, ning neid tuleb arvesse výtta arutelu kêigus.
Discrimination in the national context
Diskrimineerimisvastase výitluse probleemid Eestis
The information provided was put together by the contractor producing this report in coopera-tion with his national NGO partners, and views expressed do not represent any official view of the European Commission and in particular the Directorate-General for Employment, Social Affairs and Equal Opportunities.
Pakutava teabe on koostanud kêesoleva aruande valmistanud lepinguosaline koos oma partnerite-ga siseriiklikest valitsusvêlistest organisatsioonidest ning vêljendatud vaated ei esinda Euroopa Komisjoni, eriti aga tûûhýive, sotsiaalpoliitika ja výrdsete výimaluste peadirektoraadi ametlikke seisukohti.
† For the participants to be familiar with the national provisions and procedures which have been/have to be adopted to transpose the directives, and to have verified that the transposi-tion has been/can be properly carried out.
EL-i kandidaatriigid pidid viima direktiivide nýuded oma seadusandlusse juba 2004. aasta 1. maiks. Tuletame meelde, et direktiiv on Euroopa Liidu kohustuslik normatiivakt, ýiguste ja kohustuste allikas EL-i territooriumil.
† For the participants to be familiar with the administrative and legal channels available at national and international level to redress instances of discrimination, and to have learnt how to use those remedies appropriately.
NÝUKOGU DIREKTIIV 2000/43/Eâ, millega rakendatakse výrdse kohtlemise pýhimýte sýltu-mata isikute rassilisest výi etnilisest pêritolust. 29. juuni 2000 › Rassilise výrdýiguslikkuse direktiiv
† For the participants to be able to restate the main principles of the directives, and the national implementing provisions, and to have critically assessed the impact the directives and the national implementing provisions have had/will have in their work.
NÝUKOGU DIREKTIIV 2000/78/Eâ, millega kehtestatakse Ÿldine raamistik výrdseks kohtle-miseks tûû saamisel ja kutsealale pêêsemisel. 27. november 2000 › Tûûhýive raamdirektiiv
† For the participants to become aware of how the international community has seen their coun-try's record in the relevant field, and to understand how to use this information.
K â S I M U S : Kas Eesti seadusandlus keelas diskrimineerimise juba enne Ÿhinemist Euroopa Liiduga?
*** Wherever possible, the participants, not the trainers, should be providing the `answers' to these questions ̌ the trainer is only there to ensure that ̌ at the end of the session ̌ partici-pants are possessed of accurate information.
Kýik on seaduse ees výrdsed. Kedagi ei tohi diskrimineerida rahvuse, rassi, nahavêrvuse, soo, keele, pêritolu, usutunnistuse, poliitiliste výi muude veendumuste, samuti varalise ja sotsiaalse seisundi výi muude asjaolude týttu.
A directive is binding upon each Member State, but it is left to each Member State to implement the directive in national legislation.
(2) Sama teo eest, kui see on toime pandud:1) vêhemalt teist korda výi
Since the Member States are only bound by the objectives laid down in directives, they have some discretion, when transposing them into national law, in taking account of specific national circumstances.
2) kui sellega on tekitatud oluline kahju teise isiku seadusega kaitstud ýigustele výi huvi-dele výi avalikele huvidele, › karistatakse rahalise karistuse výi kuni Ÿheaastase vangistusega.
Combating discrimination › A training manual provisions against discrimination is made in Article 15 of the racial equality directive and Article 17 of the employment equality directive.
Diskrimineerimise vastu výitlemine › Vêljaýppe kêsiraamat
Transposition must be effected within the period laid down in a directive.The directives
K â S I M U S : Kas teate teisi nêiteid, kus Eesti seadused osutavad otseselt diskrimineerimise lubama-tusele?
For many years the focus of EU action in the field of non-discrimination was on preventing dis-crimination on the grounds of nationality and sex (i.e. `gender' discrimination).
Samuti výivad vêga kasulikud olla mýned Karistusseadustiku sêtted, iseêranis ¢ 151 (sotsiaalse vaenu ýhutamine).
In 1997, however, the Member States approved unanimously the Treaty of Amsterdam.
Eestis pole veel têidetud kaugeltki kýiki direktiivide sêtteid.
Article 13 of this new Treaty granted the Community new powers to combat discrimination on the grounds of sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation.
Selle pýhjuseks on tulised vaidlused justiitsministeeriumi ja sotsiaalministeeriumi vahel, kes ei suutnud kuidagi otsustada: kas meil on vaja Ÿht Ÿhist igat liiki diskrimineerimise vastast seadust výi tuleks meeste ja naiste výrdýiguslik-kuse k Ÿ s i m u s i reguleerida eraldiseisva normatiivaktiga.
Since the Treaty of Amsterdam came into force in 1999, new EC laws, or directives, that have been enacted in the area of anti-dis-crimination are the racial equality directive (2000/43/EC), and the employment equality directive (2000/78/EC).
Lýpptulemusel výeti vastu eraldi Soolise výrdýiguslikkuse seadus. Výrdýiguslikkust teistes valdkondades kêsitlevat raamseadust ei haka-tud 1. maiks 2004. aastaks vastu výtma.
Council Directive 2000/43/EC implements the principle of equal treatment between persons irrespective of racial or ethnic origin, and Council Directive 2000/78/EC establishes a gen-eral framework for equal treatment in employment and occupation.
Ajutise lahendusena viidi sisse parandused Tûûlepingu seadusse, mis jýustusid Eesti Euroopa Liitu astumise hetkel. Samuti tehti muudatusi Ýiguskantsle-ri seaduses.
The principal rules laid down in the two directives are as follows.
Vaadelgem kýigepealt Tûûlepingu seadust, výrrelgem Tûûlepingu seaduse ja direktiivide tekste.
† Gives protection against discrimination in employment and training, education, social protection (including social security and healthcare), social advantages, membership and involvement in organisations of workers and employers and access to goods and services, including housing;
Tûûlepingu seadus keelab ebavýrdse kohtle-mise soo, rassi, vanuse, rahvuse, keeleoskuse, puude, seksuaalse suundumuse, kaitsevêetee-nistuse kohustuse, perekonnaseisu, perekond-like kohustuste têitmise, sotsiaalse seisundi, tûûtajate huvide esindamise výi tûûtajate Ÿhingusse kuulumise, poliitiliste vaadete výi erakonda kuulumise, usuliste výi muude veen-dumuste týttu.
† Contains definitions of direct and indirect discrimination.
Eesti Vabariigi tûûlepingu seadus, ¢ 10 lg. 3
Direct discrimination occurs when a person is treated less favourably than another in a comparable situation because of their racial or ethnic origin, religion or belief, disability, age or sexual orientation.
TREENERITELE: Juhtida têhelepanu týigale, et Eesti seaduses on eraldi êra mêrgitud diskrimineerimine keeleoskuse alusel.
An example of direct discrimination is a job advert, which says `no disabled people need apply'.
Eesti seaduses on kolm korda rohkem diskrimineerimisaluseid kui mýlemas direktii-vis kokku.
Indirect discrimination occurs when an apparently neutral provision, criterion or practice would disadvantage people on the grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation unless the practice can be objectively justified by a legitimate aim.
Direktiivid kehtivad kýigi suhtes, nii avalikus kui ka erasektoris, sealhulgas avalik-ýiguslike isikute suhtes, kui kýne all on: s tûûtasustamisel; s tûû- výi ametialasel edutamisel; s tûûtajale korralduste andmisel; s tûûlepingu lýpetamisel; s tûû saamise, f Ÿ Ÿ s i l i s e s t isikust ettevýtjana tegutsemise ja kutsealale pêêsemise tingi-mused, sealhulgas valikukriteeriumid ja tûûlevýtu tingimused mis tahes tegevus-valdkonnas ja kýigil ametiastmetel, kaasa arvatud ametialane edutamine; s Ÿmber- výi têiendýppe výimaldamisel výi muul viisil tûûsuhtes.
An example of indirect discrimination is requiring all people who apply for a certain job to sit for a test in a particular language, even though that language is not necessary for the job.
s igasuguse ja igatasemelise kutsenýustami-se, kutseýppe, têiendkutseýppe ja Ÿmber-ýppe saamine, kaasa arvatud praktiliste tûûkogemuste saamine;
† Also prohibits harassment, the instruction to discriminate and victimisation.
Oluline on mêrkida, et tûûtajad ja tûûlesoovi-jad on Ÿhtviisi kaitstud.
Harassment is deemed to be discrimination when an unwanted conduct related to racial or ethnic origin takes place with the purpose of violating the dignity of a person on grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation and creating an intimidating, hostile, degrading, humiliating and offensive environment is prohibited by the new rules.
Eesti Vabariigi tûûlepingu seadus, ¢ 10 s tûûlevýtu- ja tûûtingimused, kaasa arvatud tûûlt vabastamine ja tûûtasu; s kuulumine tûûtajate výi tûûandjate orga-nisatsioonidesse výi mis tahes organisat-sioonidesse, mille liikmed tegelevad teata-va kutsetûûga, sealhulgas nende organisatsioonide antavad soodustused.
Victimisation occurs when someone is discriminated against for having made a complaint about discrimination or supporting a colleague who has made a complaint.
Eestis puudub spetsiaalne diskrimineerimisvastane seadustik, mis hýlmaks jêrgmisi direktiivis 2000/43/┻â ettenêhtud rakendusvaldkondi: sotsiaalkaitse, kaasa arvatud sotsiaalkindlustus ja ter-visekaitse; sotsiaalsed eelised; haridus; juurdepêês kaupadele ja avalikult pakutavatele teenustele, sealhulgas eluasemele.
† Allows for positive action measures to be taken, in order to ensure full equality in practice.
Seega on Tûûlepingu seaduse rakendusvaldkond kitsam kui Euroopa Liidu direktiividega ette nêhtud.
The directives recognise explicitly that outlawing discrimination will not necessarily be enough by itself to ensure genuine equality of opportunity for everyone in society.
Samuti tuleb mêrkida, et see seadus ei laiene mýnedele tûûsuhteliikidele.
Specific measures might be called for to compensate for disadvantages arising from a person's racial or ethnic origin, age or other characteristics which might lead to them being treated unfairly.
Ennekýike puudutab see ametnikke (nendega sýlmitakse teenistuslepingud Avaliku teenistuse seaduse alusel), samuti usuorganisatsioonis kultusetoiminguid sooritavatele isikutele (kui mainitud organisatsiooni pýhidokument ei nýua niisuguse isikuga tûûlepingu sýlmimist).
For example, ethnic minorities may need special training and specific help to have a reasonable chance of finding a job.
Kui inimene on iseenda tûûandja výi tûûtab pereettevýttes (nêiteks talumajandis), ei laiene ka temale Tûûlepin-gu seadus.
Organising training courses or making different arrangements especially for them are ways of improving their chances.
Ja kui isikule Tûûlepingu seadus ei laiene, ei saa ta ka selle diskrimineerimist kêsitle-vaid sêtteid abiks výtta.
† Gives victims of discrimination a right to make a complaint through a judicial or administrative procedure, associated with appropriate penalties for those who discriminate.
Kahjuks puuduvad Eestis eraldi sêtted (vêlja arvatud Pýhiseaduses), mis tagaksid výrdýiguslikkuse a m e t i Ÿ h i n g u liikmeks saamisel výi mingil kutsealal tûûtamisel.
Combating discrimination › A training manual rarely in a position to prove it.
Diskrimineerimise vastu výitlemine › Vêljaýppe kêsiraamat
Although this shifting of the burden of proof is a recent feature of legislation in many countries, it is not new.
Tûûlepingu seadus kasutab valdavalt mýistet ƒebavýrdne kohtlemine•, mitte ƒdiskrimineerimist•.
It has been widely adopted before as part of new laws on equality between men and women.
Ent otsese ja kaudse diskrimineerimise mêêratlemine direktiivides ning otsese ja kaudse ebavýrd-se kohtlemise mêêratlus Eesti seaduses on peaaegu eristamatud.
† Provides for the establishment in each Member State of an organisation to promote equal treatment and provide independent assistance to victims of racial discrimination.
Tavaelus kohtame sageli varjatud diskrimi-neerimisvorme. Sellisteks puhkudeks toob seadus n Ÿ Ÿ d sisse kaudse diskrimineerimise (ebavýrd-se kohtlemise) mýiste.
She employment equality directive (2000/78/EC)
Eesti Vabariigi tûûlepingu seadus ¢ 10
† Includes identical provisions to the racial equality directive on definitions of discrimination and harassment, the prohibition of instruction to discriminate and victimisation, on positive action, rights of legal redress and the sharing of the burden of proof.
(2) Otsene ebavýrdne kohtlemine leiab aset, kui Ÿhte tûûlesoovijat výi tûûtajat koheldakse ¢ 10 3. lýikes nimetatud pýhjusel halvemini, kui koheldakse, on koheldud výi koheldaks teist tûûlesoovijat výi tûûtajat samalaadses olukorras.
† Allows for limited exceptions to the principle of equal treatment, for example, where the ethos of a religious organisation needs to be preserved, or where an employer legitimately requires an employee to be from a certain age group to be recruited.
EL-i direktiivide eeskujul tunneb Eesti seadusandlus n Ÿ Ÿ d ka ahistamiskontseptsiooni (ingl - harassment).
Have the directives been transposed into national law?
Ahistamine on meil tunnistatud otsese diskrimineerimise vormiks.
Malta has introduced a number of specific legislative acts to implement Council Directives 2000/78/EC and 2000/43/EC, in particular the employment and industrial relations act of 2002, the equal opportunities (persons with disability) act of 2000, and more recently Legal Notice 461 of 2004 which filled the lacunae there were in Maltese legislation with regards to discrimination on the grounds of religion or religious belief, disability, age, sexual orientation, and racial or ethnic origin in the field of employment.
Ahistamine on eeskêtt alluvale soovimatu sýnaline výi f Ÿ Ÿ s i l i s e iseloomuga kêitumine, mille eesmêrgiks výi tule-museks on inimvêêrikuse alandamine, tûûtajale vaenuliku, alandava jne ýhkkonna loomine. Eesti seadus eeldab, et kui alluv talub sêêrast tûûandjapoolset kêitumist, siis Ÿksnes selle nimel, et sêili-tada tûûkoht, pêêseda koolitusele, saada palgakýrgendust jne. âlemuse selline kêitumine on n Ÿ Ÿ d seadusevastane.
The grounds of discrimination or discriminatory treatment are defined as follows under Maltese law.
â L E S A N N E : Výrrelge allpool esitatud ahistamise mêêratlust Tûûlepingu seaduses ja direktiivis 2000/43/┻â.
'a) Race, place of origin, political opinions, colour, creed or sex are specifically provided for under the Constitution of Malta.
TREENERITELE: Juhtida têhelepanu, et direktiivides on mêêratlus lihtsama sýnastusega ja kýikehýl-mavam.
'b) Marital status, pregnancy or potential pregnancy, sex, colour, disability, religious conviction, political opinion, membership in a trade union or in an employers' association, racial or ethnic
Eesti seaduse mêêratlused (ƒalluvussuhtes isik•, ƒisik talub sellist tegevust pýhjusel• jmt) piiravad ahistamiskontseptsiooni rakendusvaldkonda. S.t et Eestis ei saa výtta vastutusele nêiteks výrdsel positsioonil asuvat kolleegi, kes on s Ÿ Ÿ d i ahistamises.
'c) Disability on the basis of physical and/or mental impairment under the equal opportunities (persons with disability) act, 2000.
Rassilise výrdýiguslikkuse direktiiv ¢ 2 (3)
The main legislation on discrimination under Maltese law are the equal opportunities (persons with a disability) act, the employment and industrial relations act, Legal Notice 461 of 2004 and the equality for men and women act.
Ahistamist peetakse diskrimineerimiseks ..., kui rassilise výi etnilise pêritoluga seotud soo-vimatu kêitumise eemêrk výi selle tegelik toime on isiku vêêrikuse alandamine ja êhvar-dava, vaenuliku, alandava výi solvava ýhkkon-na loomine.
We also find reference to discrimination in other legislation like the constitutional code, the criminal code, the press act and the broadcasting authority act.
Selles kontekstis výib ahistamise mýiste mêêratleda vastavalt liikmesriikide siseriiklikule ýigusele ja tavale.
Under the Constitution of Malta it is stated, in Article 45, that no law shall make any provision that is discriminatory either of itself or in its effect and that no person shall be treated in a discrimina-tory manner by any person acting by virtue of any written law or in the performance of the func-tions of any public office or any public authority.
Ahistamine leiab aset, kui esineb mis tahes alluvus- výi sýltuvussuhtes isikule soovimatu tahtlik sýnaline, mittesýnaline výi f Ÿ Ÿ s i l i s e iseloomuga kêitumine výi tegevus, mille ees-mêrk výi tegelik toime on isiku vêêrikuse alan-damine, mis loob hêiriva, êhvardava, vaenuli-ku, halvustava, alandava výi solvava ýhkkonna ning isik kas týrjub sellist tegevust výi talub sellist tegevust pýhjusel, et see on otseselt výi kaudselt vêljendatuna eelduseks teenistusse výi tûûle výtmisele, tûûsuhte sêilimisele, koo-litusele lubamisele, tasu maksmisele výi muu-dele eelistustele výi soodustustele.
Article 139A(d) of the criminal code provides that any public officer or servant or any other person acting in an official capacity who intentionally inflicts on a person severe pain or suffering, wheth-er physical or mental for any reason based on discrimination of any kind, shall, on conviction, be liable to imprisonment for a term of five to nine years.
1) eeliste andmist raseduse, s Ÿ n n i t u s e ja alaealiste výi tûûvýimetute têisealiste laste ning tûû-výimetute vanemate eest hoolitsemise týttu;
The criminal code does not provide any definition of the term discrimination or a description of those instances which may constitute discriminatory treatment.
2) eeliste andmist tûûtajaid esindavasse Ÿhingusse kuulumise výi tûûtajate huvide esindamise týttu;
Furthermore, to date the Maltese courts have not yet provided any such definition or description.
3) eeliste andmist puudega tûûtajale, sealhulgas puudega tûûtaja erivajaduste jaoks sobiva tûûkeskkonna loomist;
In addition, in its efforts to combat racism and xenophobia, the Maltese government has recently introduced a new provision in the criminal code by criminalising incitement to racial hatred.
4) isiku soo, keeleoskuse, vanuse výi puude arvestamist tûûlevýtmisel, t û û Ÿ l e s a n n e tffe andmisel výi Ÿmber- ja têiendýppe výimaldamisel, kui see on oluline ja mêêrav kutsenýue, mis tule-neb kutsetegevuse laadist výi sellega seotud tingimustest;
It is to be noted that the term `racial hatred' in this context refers to hatred against a group of persons in Malta defined by reference to colour, race, nationality (including citizenship) or ethnic or nation-al origins.
5) tûûtajale usuliste vajaduste rahuldamiseks sobiva tûû- ja puhkeaja výimaldamist.
Article 82A (1) provides that any person who uses any threatening, abusive or insulting words or behaviour, or displays any written or printed material which is threatening, abusive or insulting, or otherwise conducts himself in such a manner, with intent thereby to stir up racial hatred or where racial hatred is likely, having regard to all the circumstances, to be stirred up shall, on conviction, be liable to imprisonment for a term of six to 18 months.
Tûûlepingu seadus ei sêtesta tûûandjatele mingeid erinýudeid, mis sunniksid neid mingilgi mêêral rahuldama puudega tûûtajate erivajadusi. Samuti puuduvad eraldi meetmed kaitseks ohvristamise eest (s.t diskrimineerimise lêbi kannatanud ja nêiteks tûûandja kohtusse kaevanud isikute kaitsmi-seks).
The only ground which is defined under Maltese law is the ground of disability under the equal opportunities (persons with disability) act, 2000.
TREENERITELE: Vaadake lêbi kýik Tûûlepingu seaduse ¢ 10ß sisalduvad erandid.
This act defines disability as the physical or men-tal impairment that substantially limits one or more of the major life activities of a person.
Juhtige têhelepanu selle-le, et oluliseks ja mêêravaks kutsenýudeks pole Eestis rass, rahvus, religioossed výi muud týekspidamised
Combating discrimination › A training manual
Diskrimineerimise vastu výitlemine › Vêljaýppe kêsiraamat ega seksuaalne sêttumus!
It is to be noted that such interpretation is only restricted to proceedings instituted before the industrial tribunal in cases of alleged discrimination in employ-ment under the employment and industrial relations act, 2002.
Tooge vêlja puuetega inimesi puudutavate sêtete nýrkust (ei mingeid positiiv-seid kohustusi tûûandjale!)
This legal notice does not apply to alleged discrimination under any other legislation in Malta.
Tuletage meelde, et vaimulikele ei pruugi Tûûlepingu seadus laieneda (¢ 7).
Article 3(1)(b) of the equal opportunities (persons with a disability) act, 2000, provides that a person is considered to be acting in a discriminatory manner when:
Eesti seadused nêevad n Ÿ Ÿ d ette spetsiaalseid protseduure, mis peaksid diskrimineerimisega výitlemi-se inimese jaoks lihtsamaks muutma.