natgillin/translations-raw huggingface dataset:
PROTECTION AGAINST VICTIMISATION
ZAŠTITA OD VIKTIMIZACIJE
of the Gender Equality Act requires a threshold lower then 50% because pursuant to these provisions a discriminated person is obliged to produce facts that justify reasonable doubt that discriminatory treatment had taken place.
Zakona o ravnopravnosti spolova zahtijeva niži prag od vjerojatnih 50% jer je temeljem te odredbe diskriminirana osoba dužna iznijeti činjenice koje opravdavaju sumnju da je došlo dodiskriminacijskog postupanja.
For anti-discriminatory procedures, which refer to sexual orientation, that is discrimination based on sexual orientation, provision of Article 30, paragraph,Item 4
U anti-diskriminacijskim postupcima, koji se odnose na spolnu orijentaciju odnosno diskriminaciju temeljem spolne orijentacije, prvenstveno se primjenjuje odredba članka 30. stavka 4.
With regard to the implementation of the regulations on the reversal of the burden of proof in the Croatian legal system, it is important to point out that the Croatian courts are aware of this guarantee.
U pogledu provođenja pravila o prebacivanju tereta dokazivanja u hrvatskom pravnom sustavu, bitno je istaknuti da su hrvatski sudovi svjesni ovog jamstva.
By exhausting this provision, the opposing party is required to prove that there was no discrimination.
Iscrpljenjem tog uvjeta, protivna je strana dužna dokazati da diskriminacije nema.
If the opposing party does not prove with a degree of certainty that there was no discrimination, it shall be deemed that the right to equal treatment was violated.
Ukoliko protivna strana ne dokaže sa stupnjem sigurnosti da diskriminacije nema, ima se smatrati da je pravo na jednako postupanje povrijeđeno.
On that occasion the Court noted that "the disputed statement of the defendant represents the violation of the dignity of persons of the same sexual orientation, and the meaning of the statement: belittling and humiliation of these persons, is implied by itself, which means that the plaintiffs, in accordance with the provision of the Article 20
Sud je tom prilikom istaknuo kako „Sporna izjava tuženika predstavlja povredu dostojanstva osoba iste spolne orijentacije, a smisao koje izjave: omalovažavanje i poniženje tih osoba, se nameće samo po sebi, što znači da su tužitelji u smislu odredbe članka 20.
of the Anti-Discrimination Act, have proved that it is plausible that there was discrimination of the target group of people in this concrete case.
Zakona o suzbijanju diskriminacije u konkretnom slučaju učinili vjerojatnim da je do diskriminacije ciljane skupine osoba došlo.
Thus, the Croatian Supreme Court in its judgment No. Gž-25/11-2 of 28 February 2013 passed on the joint legal action and published in the daily newspaper "Večernji list", interpreting the Anti-Discrimination Act, found that the party claiming that the discrimination took place is not required to determine the said discrimination with a degree of certainty, but it is enough to prove that it is plausible that the discrimination took place.
Tako je Vrhovni sud Republike Hrvatske u presudi broj Gž-25/11-2 od 28. veljače 2013. donesenoj po udružnoj tužbi i objavljenoj u dnevnim novinama „Večernji list“, tumačeći Zakon o suzbijanju diskriminacije, utvrdio da stranka koja se poziva na diskriminaciju nije dužna tu diskriminaciju utvrditi sa stupnjem sigurnosti već je dovoljno da učini vjerojatnim da je do diskriminacije došlo.
On the other hand, as the defendant failed to prove during the proceedings that he did not discriminate against those persons with such a statement, the proper application of the provisions of Article 3,
S druge pak strane, kako tuženik tijekom postupka nije dokazao da takvom izjavom nije diskriminirao te osobe, to se pravilnom primjenom odredbe članka 3.
with regard to provision of Article 20
U svezi s odredbom članka 20.
of the Anti-Discrimination Act shall deem that the defendant committed harassment of persons from the target group, and that said harassment is equated with discrimination.
Zakona o suzbijanju diskriminacije ima smatrati da je tuženik učinio uznemiravanje osoba ciljane skupine, a koje uznemiravanje je izjednačeno s diskriminacijom.
Regarding the request for further information on the existing rules in the national legislation of the Republic of Croatia concerning the prohibition of discrimination on the grounds of gender reassignment, we would like to emphasize that provisions of the Croatian Constitution, the Anti-Discrimination Act and the Gender Equality Act are equally applied on persons who have undergone gender reassignment.
Vezano za upit kojim se traže dodatne informacije o postojećim pravilima u nacionalnom zakonodavstvu Republike Hrvatske koja se odnose na zabranu diskriminacije na temelju promjene spola, ističemo da se na osobe koje su promijenile spol na jednak način primjenjuju odredbe Ustava Republike Hrvatske, Zakona o suzbijanju diskriminacije i Zakona o ravnopravnosti spolova.
Furthermore, we draw attention to the provisions of the State Registry Act (Official Gazette No. 96/93, 76/13) which stipulate in Article 42 Paragraph 4
Nadalje, skrećemo pozornost na odredbe Zakona o državnim maticama (Narodne novine, br. 96/93, 76/13) kojim je u članku 42. stavku 4.
that "for persons with gender reassignment registered in the State Registry, their certificate does not contain data on the sex change and name change, i.e. for persons who have changed their first name due to gender reassignment their certificate does not contain data on the name change."
Propisano da se „za osobe za koje je u državnim maticama upisana promjena spola, na izvatku se ne iskazuju podaci o promjeni spola i promjeni osobnog imena, odnosno za osobe koje su promijenile osobno ime promjene spola ne iskazuje se podatak o promjeni osobnog imena.“
In accordance with the provisions of Article 1 Paragraph 2
Sukladno odredbi članka 1. stavka 2.
This prevents discrimination against persons who have undergone gender reassignment, given the fact that data on gender reassignment and name change are not visible in a State Registry certificate.
Na ovaj način onemogućuje se diskriminacija osoba koje su promijenile spol, s obzirom na to da podaci o promjeni spola i promjeni imena nisu vidljivi na izvatku iz državne matice.
Furthermore, the Ordinance on the method of collecting medical records on gender reassignment (Official Gazette No. 121/2011) prescribes the method of collecting gender reassignment medical records in order to register the change of gender in the Registry of Births.
Nadalje, Pravilnikom o načinu prikupljanja medicinske dokumentacije o promjeni spola (Narodne novine, br. 121/2011) propisuje se način prikupljanja medicinske dokumentacije o promjeni spola radi upisa promjene podataka o spolu u maticu rođenih osoba.
The said regulation treats both sexes equally and there are no provisions that would indicate otherwise.
Navedenim propisom potpuno se jednako tretiraju oba spola i nema niti jedne odredbe koja bi upućivala suprotno.
In accordance with the said Ordinance, based on the Health Care Act (Official Gazette No. 150/08, 71/10, 139/10, 22/11 and 84/11), in order to register gender reassignment in the Registry of Births, transgender persons shall submit a request to the National Health Council of the Ministry of Health, containing an opinion of a psychiatrist/psychologist, opinion of an endocrinologist, opinion of a general practitioner/family physician, opinion of a social worker and medical documentation on surgical gender reassignment, in case it was done.
Sukladno navedenom Pravilniku, koji se temelji na Zakonu o zdravstvenoj zaštiti (Narodne novine br. 150/08, 71/10, 139/10, 22/11 i 84/11), za upis promjene spola u Maticu rođenih osoba, transrodne osobe podnose zahtjev Nacionalnom vijeću Ministarstva zdravlja, koji sadrži mišljenje psihijatra/psihologa, endokrinologa, doktora opće/obiteljske medicine, socijalnog radnika i medicinsku dokumentaciju o kirurškoj promjeni spola ukoliko je učinjena.
With the entry into force of the Act on Amendments to the Health Care Act in July of this year (Official Gazette No. 82/13) an administrative barrier of the National Health Council's competence to provide opinions with regard to gender reassignment is removed.
Stupanjem na snagu Zakona o izmjenama i dopunama Zakona o zdravstvenoj zaštiti u srpnju ove godine (Narodne novine, br. 82/13) otklonjena je administrativna prepreka, nenadležnosti davanja mišljenja, vezano uz promjenu spola od strane Nacionalnog zdravstvenog vijeća.
Namely, Article 32 amended provisions of Article 115
Naime člankom 32. dopunjene su i izmijenjene odredbe članka 115.
of the Act in a way that the National Health Council gives an opinion regarding the gender reassignment, and while performing duties in its competence, it may seek an opinion of other experts from various fields of medicine, whose opinion is necessary to resolve individual issues.
Zakona na način da Nacionalno zdravstveno vijeće daje mišljenje vezano uz promjenu spola, a u obavljanju poslova iz svoje nadležnosti može zatražiti i mišljenje drugih stručnjaka iz pojedinih struka medicine, čije mišljenje je potrebno za rješavanje pojedinog pitanja.
The adoption of the Act on Amendments to the State Registry Act (Official Gazette No. 76/2013) provided a legal background for the adoption of the new Ordinance on the collection of medical records and determining the conditions and assumptions for gender reassignment and life with a different gender identity, which is substantially wider than the previous Ordinance, as it prescribes determination of conditions and assumptions for gender reassignment and life with a different gender identity.
Donošenjem Zakona o izmjenama i dopunama Zakona o državnim maticama (Narodne novine br. 76/2013) dobivena je zakonska podloga za donošenje novog Pravilnika o prikupljanju medicinske dokumentacije te utvrđivanju uvjeta i pretpostavki za promjenu spola i života u drugom rodnom identitetu, a koji je sadržajno širi od dosadašnjeg Pravilnika, budući da propisuje i utvrđivanje uvjeta i pretpostavki za promjenu spola i života u drugom rodnom identitetu.
Ordinance is scheduled for adoption within the provided statutory time-limit, by the end of this year
Pravilnik se planira donijeti u predviđenom zakonskom roku, do kraja ove godine.
The said Ordinance is currently in the drafting phase which includes specialists in this area, representatives of the Ombudsperson for Gender Equality and the Ombudsperson for Children, as well as civil society associations, which have shown interest in participating in the regulation of the subject in question.
U tijeku je i izrada predmetnoga pravilnika u koju su uključeni stručnjaci koji se bave tim područjem, predstavnice pravobraniteljice za ravnopravnost spolova i pravobraniteljice za djecu, kao civilne udruge građana, koje su pokazale interes za sudjelovanje u reguliranju predmetne tematike.
Further information were requested from the Croatian authorities regarding the level of protection that is guaranteed to employees against victimisation, and notably as regards the way that the specific provisions of the Gender Equality Act and of the Anti-Discrimination Act interact with each other.
Zatražene su dodatne informacije od hrvatskih nadležnih tijela u pogledu razine zaštite koja je zajamčena zaposlenicima protiv viktimizacije, a posebno o načinu na koji odredbe Zakona o ravnopravnosti spolova i Zakona o suzbijanju diskriminacije međusobno djeluju:
of the Anti-Discrimination Act, discrimination is considered placing of any person, or a person related to that person by kinship or other relationship, in a less favourable position on any of the grounds enumerated by law.
Zakona o suzbijanju diskriminacije, diskriminacijom se smatra stavljanje u nepovoljniji položaj bilo koje osobe po nekoj od zakonom pobrojanih osnova kao i osoba s njom povezanih rodbinskom ili drugim vezama.
Linguistically speaking, placing someone in a less favourable position also includes suffering adverse treatment.
Jezično gledano, dovođenje nekoga u nepovoljniji položaj uključuje i trpljenje štetnih posljedica.
In the Croatian language to place someone in a less favourable position is a broader term that encompasses a wide range of possible effects.
U hrvatskom je jeziku stavljanje u nepovoljniji položaj širi pojam koji obuhvaća široki dijapazon mogućih učinaka.
Furthermore, provision in Article 5, paragraph 4
Nadalje, odredbom članka 5. stavka 4.
(the Gender Equality Act) and 7
(Zakon o ravnopravnosti spolova) i 7.
(the Anti-Discrimination Act) covers the wider population than the employees and their representatives.
(Zakon o suzbijanju diskriminacije) obuhvaća širu populaciju od zaposlenika i njihovih predstavnika.
While the Directive protects in case of internal complaints or court proceedings, the scope of persons envisaged by the Anti-Discrimination Act and the Gender Equality Act is defined in terms of “no one" and "witness or victim" (the Gender Equality Act) and the determination of a wide range of situations covered by Article 2
Dok Direktiva štiti u slučaju interne pritužbe ili sudskog postupka, obuhvat osoba predviđen i Zakonom o suzbijanju diskriminacije i Zakon o ravnopravnosti spolova definiran pojmovima „nitko“ i „svjedok ili žrtva“ (Zakon o ravnopravnosti spolova) te određenjem širokog spektra situacija obuhvaćenim člancima 2.
During the period of interruption of work, the employee has the right to receive salary compensation in the amount he or she would have received if he or she had actually worked.
Za vrijeme prekida rada radnik ima pravo na naknadu plaće koju bi ostvario da je radio.
Provision of Article 130, paragraph 3
Odredbom članka 130. stavka 3.
Besides, provision of Article 109
Osim toga, odredbom članka 109.
The employer shall, no later than within eight days of the date when the complaint was filed, examine the complaint and take all the necessary measures which are appropriate for a particular case, to stop the continuation of the harassment if he or she has established that harassment has occurred.
Poslodavac je dužan, najkasnije u roku od osam dana od dostave pritužbe, istu ispitati i poduzeti sve potrebne mjere primjerene pojedinom slučaju, radi sprječavanja nastavka uznemiravanja ako utvrdi da ono postoji.
If the employer has failed to take measures for the prevention of harassment within the said time limit, or if the measures taken by him or her are clearly inappropriate, the employee who is a victim of harassment has the right to stop working until he or she is offered protection, provided that he or she seeks protection in the court having jurisdiction in the next eight days.
Ako u navedenom roku poslodavac ne poduzme takve mjere, ili su iste očito neprimjerene, radnik koji je uznemiravan ima pravo prekinuti rad, dok mu se ne osigura zaštita, pod uvjetom da je u daljnjem roku od osam dana zatražio zaštitu pred nadležnim sudom.
of the Labour Act prescribes that in the case when a worker is exposed to discrimination or his or hers dignity is not protected, he or she has the right to submit a complaint to the employer.
Zakona o radu propisano je da u slučaju kada je radnik izvrgnut diskriminaciji ili mu se vrijeđa dostojanstvo on ima pravo podnijeti poslodavcu pritužbu.
of the Labour Act prescribes that any direct and indirect discrimination in the field of labour and labour conditions shall be prohibited, which includes selection criteria and employment requirements, promotion requirements, vocational guidance, vocational training, additional training and retraining, in accordance with a special law.
Zakona o radu propisano je da je zabranjena izravna ili neizravna diskriminacija na području rada i radnih uvjeta, uključujući kriterije za odabir i uvjete pri zapošljavanju, napredovanju, profesionalnom usmjeravanju, stručnom osposobljavanju i usavršavanju te prekvalifikaciji, sukladno posebnim zakonima.
Namely, the Gender Equality Act and the Anti-Discrimination Act apply to a larger number of areas than the said Directive and as such protect a wider range of people from victimization .
Naime, i Zakon o ravnopravnosti spolova i Zakon o suzbijanju diskriminacije odnose se na veći broj područja nego navedena Direktiva i kao takvi od viktimizacije štite širi krug osoba.
There, victims and witnesses are, in the broadest sense, protected persons and persons who support the victim's case as well as ordinary colleagues.
Njima su uz žrtve i svjedoke u najširem smislu zaštićene i osobe koje podržavaju žrtvin predmet ali i obični kolege.
Thus, the Labour Act includes a provision which prohibits discrimination in relation to subjects of labour relations (individual and collective) and that indicates the application of special laws, the Gender Equality Act and the Anti-Discrimination Act
Dakle, Zakon o radu sadrži odredbu prema kojoj je zabranjena diskriminacija u odnosu na subjekte radnih odnosa (individualnih i kolektivnih) te koja upućuje na primjenu posebnih zakona, Zakona o suzbijanju diskriminacije i Zakona o ravnopravnosti spolova.
Therefore, the declaratory legal norm of the Labour Act prohibits direct and indirect discrimination in areas of employment and labour and in cases of discrimination refers to the application of specific laws governing this area.
Dakle, deklaratornom pravnom normom Zakona o radu zabranjena je izravna ili neizravna diskriminacija na području zapošljavanja i rada te se u slučaju postojanja diskriminacije upućuje na primjenu posebnih zakona koji uređuju to područje.
The employer shall protect employees' dignity during work from such treatment by superiors, peers and persons with whom employees come into regular contact during their work that is unwanted and contrary to a separate law.
Poslodavac je dužan zaštititi dostojanstvo radnika za vrijeme obavljanja posla od postupanja nadređenih, suradnika i osoba s kojima radnik redovito dolazi u doticaj u obavljanju svojih poslova, ako je takvo postupanje neželjeno i u suprotnosti sa zakonima.
Any employer employing more than 20 workers shall adopt and publish employment rules, or collective agreements regulating the procedures and measures for the protection of the dignity of workers, safeguards against discrimination and appoint a person who would, in addition to him, be authorised to receive and deal with complaints related to the protection of workers' dignity.
Svaki poslodavac koji zapošljava najmanje dvadeset radnika dužan je putem pravilnika o radu ili kolektivnog ugovora urediti postupak i mjere za zaštitu dostojanstva radnika, mjere zaštite od diskriminacije te imenovati osobu koja je osim njega ovlaštena primati i rješavati pritužbe vezane za zaštitu dostojanstva radnika.
Workers' representatives also enjoy statutory protection.
Predstavnici radnika također uživaju zakonom propisanu zaštitu.
of the Labour Act prescribes that filing an appeal or complaint, or taking part in the proceedings against the employer on the ground of a violation of a law, another regulation, collective agreement or employment rules, as well as the employee's turning to the competent executive bodies, are not considered to be just cause for cancelling an employment contract.
Zakona o radu propisano je da podnošenje žalbe ili tužbe odnosno sudjelovanje u postupku protiv poslodavca zbog povrede zakona, drugog propisa, kolektivnog ugovora ili pravilnika o radu, odnosno obraćanje radnika nadležnim tijelima izvršne vlasti, ne predstavlja opravdani razlog za otkaz ugovora o radu.
Also, the employee's turning to responsible persons or competent state administration bodies or filing a bona fide application with these persons or bodies, regarding a reasonable suspicion about corruption, is not considered to be just cause for dismissal.
Također, i obraćanje radnika zbog opravdane sumnje na korupciju ili u dobroj vjeri podnošenje prijave o toj sumnji odgovornim osobama ili nadležnim tijelima državne vlasti, isto tako ne predstavlja opravdani razlog za otkaz ugovora o radu.
Prohibition of unequal treatment of members of the works council is prescribed in provision of Article 156
Zabrana nejednakog postupanja prema članovima radničkog vijeća propisana je odredbom članka 156.
of the labour Act according to which the employer must neither favour nor disfavour members of the works council.
Zakona o radu prema kojoj poslodavac ne smije članove radničkog vijeća povlašćivati, ali niti stavljati u nepovoljniji položaj od drugih radnika.
If an employer wishes to terminate a work contract of an individual member of the works council, he/she shall thereby obtain the prior consent of the works council.
Ukoliko poslodavac želi otkazati ugovor o radu pojedinom članu radničkog vijeća dužan je pri tome dobiti prethodnu suglasnost radničkog vijeća.
As for union representatives, they also enjoy legal protection.
Što se tiče sindikalnih povjerenika, oni također uživaju zakonsku zaštitu.
of the Labour Act prescribes prohibition of unequal treatment on the ground of membership in a trade union or taking part in trade union activities.
Zakona o radu propisana je zabrana nejednakog postupanja zbog sindikalnog članstva ili djelatnosti.
Provision of Article 247
Odredbom članka 247.
1)conclude an employment contract with an employee, under the condition that he or she does not join a trade union or that he or she leaves a trade union,
1)ugovor o radu s određenim radnikom sklopiti pod uvjetom da on ne stupi u sindikat, odnosno pod uvjetom da istupi iz sindikata,
2)rescind an employment contract or place an employee in a less favourable position in comparison with other employees in some other way because of his or her membership in a trade union or participation in trade union activities after hours, or during working hours subject to the consent of the employer.
2)otkazati ugovor o radu ili na drugi način staviti radnika u nepovoljniji položaj od ostalih radnika, zbog njegovog članstva u sindikatu ili sudjelovanja u sindikalnim djelatnostima izvan radnoga vremena, a uz suglasnost poslodavca i za vrijeme radnoga vremena.
The employer must not take into consideration membership in a trade union and participation in trade union activities when rendering a decision whether or not to conclude an employment contract, on the change of job of an employee or a the place of work, on specialist training, promotion, pay, social benefits and termination of an employment contract.
Članstvo u sindikatu i sudjelovanje u djelatnostima sindikata ne smije biti okolnost na kojoj poslodavac temelji odluku o sklapanju ugovora o radu, promjeni poslova koje radnik obavlja, odnosno mjesta rada, stručnom obrazovanju, napredovanju, plaćanju, socijalnim davanjima i prestanku ugovora o radu.
During the shop steward's performance of his or her duty and six months after the termination of this duty, if the trade union has not given its consent to that effect, it is not allowed:
Sindikalnom povjereniku za vrijeme obavljanja te dužnosti i šest mjeseci nakon prestanka te dužnosti, a bez suglasnosti sindikata nije moguće:
1) to cancel the shop steward's employment contract, or
1) otkazati ugovor o radu, ili
2)to place the shop steward in a less favourable position compared to his or her previous working conditions and in comparison with other employees.
2)na drugi način staviti ga u nepovoljniji položaj u odnosu na njegove dotadašnje uvjete rada i u odnosu na ostale radnike.
If the trade union refuses to give its consent to a dismissal, the employer may, within 15 days of the receipt of the trade union's observations, request that such consent be replaced by a judicial decision.
Ako sindikat uskrati suglasnost na otkaz, poslodavac može u roku od petnaest dana od dana dostave očitovanja sindikata zatražiti da suglasnost nadomjesti sudska odluka.
Pursuant to paragraph 1 of the said provision an employee must not be placed in a less favourable position in comparison with other employees on the ground of his or her membership in a trade union. It is, in particular, prohibited to:
Prema stavku 1. navedene odredbe radnik ne smije biti stavljen u nepovoljniji položaj od drugih radnika zbog članstva u sindikatu, a osobito nije dopušteno: