natgillin/translations-raw huggingface dataset:
The Council of Europe created the European Convention for the Protection of Human Rights and Fundamental Freedoms.
Prève na púde Rady Eurùpy bol prijat̅ Eurùpsky dohovor o ochrane ﾋudsk̅ch prèv a zèkladn̅ch slobúd (ｵalej len ¶Dohovorƒ).
The European Court of Human Rights is based in Strasbourg, and oversees the implementation of the Convention.
Eurùpsky sÿd pre ﾋudskï prèva, ktor̅ sódli v Þtrasburgu, dozerè na dodr™iavanie ustanovenó Dohovoru.
Article 14 of the Convention provides some protection against discrimination, as does the 12th Protocol to the Convention which entered into force on 1 April 2005.
Plènok 14 Dohovoru garantuje urｲit̅ stupeﾏ ochrany pred diskriminèciou, podobne ako 12.
At the time of writing this manual (April 2005), out of the 13 countries involved in the present project, only Cyprus has rati-fied and will therefore be bound by the 12th Protocol.
Pro-tokol k Dohovoru, ktor̅ vstÿpil do platnosti 1. apróla 2005. V ｲase pósania tejto próruｲky (apról 2005) spomedzi 13 krajón, ktorï participujÿ na tomto projekte, 12.
The concept of discrimination in EU law and policy
Chèpanie diskriminècie v prève Eà a jej politikèch à v o d
The principle of non-discrimination is a general principle of EU law.
Charta zèkladn̅ch prèv Eurùpskej ànie (ｵalej len ¶Chartaƒ) bola vyhlèsenè v decembri roku 2000 a v sÿｲasnosti nie je prèvne zèvêznè.
It is also expressly mentioned in a number of distinct contexts in the Treaties.
Je sÿｲasﾝou nèvrhu novej àstavnej zmluvy, a akonèhle sa tèto zmluva ratifikuje vo vþetk̅ch 25 ｲlensk̅ch þtètoch, Charta sa stane prèvne zèvêznou.
`Any discrimination based on any ground such as sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, dis-ability, age or sexual orientation shall be prohibited.'
Toto ustanovenie nie je priamym zèkazom diskriminècie, ale skúr ustanovenóm, ktorï umo™ﾏuje Eurùpskej ÿnii prijaﾝ opatrenia proti vyþþie uveden̅m dúvodom diskriminècie (pozri aj ｲasﾝ o vþe-obecn̅ch zèsadèch prèva Eà uvedenÿ vyþþie).
`Without prejudice to the other provisions of this Treaty and within the limits of the powers conferred by it upon the Community, the Council, act-ing unanimously on a proposal from the Commission and after consulting the European Parliament, may take appropriate action to combat discrim-ination based on sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation.'
Predt̅m, ne™ doþlo k prijatiu tohto ustanovenia, existovala v Eà rozsiahla legislatóva a judikatÿra, ktorè sa t̅kala zèkazu diskriminècie na zèklade þtètnej prósluþnosti a pohlavia.
Prior to these developments, there was extensive EU legislation and case-law on the prohibition of discrimina-tion on grounds of nationality and gender.
2000/43, ktorou sa ustanovuje princóp rovnakïho zaobchèdzania s osobami bez ohﾋadu na ich rasov̅ alebo etnick̅ púvod (Rasovè smernica) s Smernica Rady ｲ.
The EU has, pursuant to Article 13, put in place a three-part strategy to combat discrimination.
2000/78, ktorou sa ustanovuje vþeobecn̅ rèmec pre rovnakï zaobchèdzanie v zamestnanó a povolanó, a to bez ohﾋadu na nèbo™enstvo a vieru, postihnutie, vek alebo sexu-èlnu orientèciu s Akｲn̅ program Spoloｲenstva na roky 2001-2006 (rozhodnutie ｲ.
† A directive to implement equal treatment irrespective of racial or ethnic origin (Council Directive 2000/43/EC).
2000/750/ES) na boj proti diskriminècii na zèklade dúvodov vymenovan̅ch v ｲlènku 13 ZES (okrem pohlavia).
† 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).
Program mè tri zèkladnï ciele: n฀Napomèhaﾝ pri analyzovanó a hodnotenó rozsahu a charakteru diskriminècie v Eà a efektóv-nosti opatrenó prijat̅ch na jej odstraﾏovanie; n฀Napomèhaﾝ pri budovanó kapacity aktïrov v jednotliv̅ch ｲlensk̅ch þtètoch Eà a na eurùp-skej ÿrovni, ktoró sÿ aktóvni v boji proti diskriminècii; n฀Vo vzﾝahu k jednotlivcom, ktoró ovplyvﾏujÿ verejnÿ mienku, presadzovaﾝ a ovplyvﾏovaﾝ hodnoty a próstupy, ktorï tvoria zèklad pre boj proti diskriminècii.
† The Community action programme 2001›06 (Decision 2000/750/EC) to combat discrimination on all the grounds listed in Article 13 (other than sex).
Program PROGRESS 2007-2013 prinesie pod jednu strechu viacerï existujÿce eurùpske programy, vrètane tohto antidiskriminaｲnïho programu.
The programme has three principal objectives:
Povaha existujÿcich programov zostane v zèsade nezmenenè.
‹ to help to build the capacity of the actors in the Member States of the EU and at European level who are active in the fight against discrimination;
Diskriminècia znamenè rozliþovanie alebo rozdielne zaobchèdzanie v própadoch, keｵ medzi dvoma osobami alebo situèciami neexistuje relevantn̅ rozdiel, alebo uplatﾏovanie rovnakïho spúsobu zaobchèdzania v situècièch, ktorï sÿ v skutoｲnosti rozdielne.
‹ to promote and disseminate to practitioners and opinion-formers the values and practices underlying the fight against discrimination.
Vyþþie uvedenï antidiskri-minaｲnï smernice, ktorï sÿ zèkladom pre tento seminèr, zakazujÿ priamu a nepriamu diskriminè-ciu.
The Progress programme 2007›13 will bring together a number of existing European programmes under one heading, including the anti-discrimination programme.
Definócie priamej a nepriamej diskriminècie sÿ rovnakï v obidvoch smerniciach.
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. 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.
Priama diskriminècia sa vyskytuje vtedy, ak sa s niektorou osobou zaobchèdza menej priaznivo, ako sa zaobchèdza, zaobchèdzalo alebo ako by sa zaobchèdzalo s inou osobou v porovnateﾋnej situècii, na zèklade ktorïhokoﾋvek z dúvodov zèkazu diskriminècie.
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.
Pri posÿdenó, ｲi doþlo k priamej diskriminècii, je ｲasto problïmom identifikovaﾝ sprèvneho ¶kom-parètoraƒ (teda osobu, ku ktorej prirovnèvame osobu, o ktorej tvrdóme, ™e je diskriminovanè).
The problem in establishing that direct discrimination has taken place is that it is not always easy to identify the `correct comparator'.
Treba tu toti™ nèjsﾝ niekoho, kto je v situècii, ktorÿ mo™no porovnèvaﾝ so situèciou osoby, ktorè tvrdó, ™e sa stala obeﾝou diskriminècie.
You need to find someone whose situation you can compare to the situation of the person who claims to be a victim of discrimination.
Porovnanie mú™e nastaﾝ iba v própadoch, ak sa spomónanï osoby ocitli v rovnakej alebo porovnateﾋnej situècii.
Only if these are in the same or similar situations can the comparison take place. Sometimes it will be impossible to iden-tify an available actual comparator, and a case can then be made for a hypothetical comparator.
Niekedy je nemo™nï nèjsﾝ skutoｲnïho kompa-rètora, a preto sa porovnèvanie mú™e zrealizovaﾝ s vyu™itóm fiktóvneho komparètora.
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.
Tèto kompa-rècia by mala byﾝ zalo™enè na zaobchèdzanó so skutoｲnou osobou bez relevantnej charakteristiky (napróklad niekto reprezentujÿci vêｲþinovï nèbo™enstvo, na rozdiel od niekoho inïho reprezentu-jÿceho minoritnï nèbo™enstvo) v mierne odliþnej situècii.
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.
Akonèhle sa zistó, ™e s dvoma osobami v rovnakej alebo podobnej situècii sa zaobchèdzalo rozdiel-nym spúsobom, bolo by ﾝa™kï preukèzaﾝ, ™e toto rozdielne zaobchèdzanie bolo dovolenï.
The directives provide for certain narrowly and precisely drawn exceptions.
Smer-nice obsahujÿ len urｲitï ÿzko a precózne koncipovanï v̅nimky.
These include genuine occupational requirements, positive action, reasonable accommodation for disabled persons and specified exceptions for age discrimination.
Medzi tieto v̅nimky patria tzv. skutoｲnï a urｲujÿce po™iadavky na v̅kon urｲitïho zamestnania, pozitóvny postup, primeranè ÿprava podmienok pre osoby so zdravotn̅m postihnutóm a urｲitï v̅nimky sÿvisiace s diskriminè-ciou na zèklade veku.
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).
Napróklad ak by zamestnèvateﾋ odmietol zv̅þiﾝ zamestnancovi mzdu pre jeho sexuèlnu orientè-ciu, hoci inïmu zamestnancovi v rovnakej situècii by bola mzda zv̅þenè, je pravdepodobnï, ™e toto zaobchèdzanie by predstavovalo poruþenie Rèmcovej smernice (200/78/ES).
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.
Avþak ak by bolo zamestnancovi zv̅þenie mzdy odmietnutï z dúvodu jeho veku, toto by sa mohlo byﾝ ospravedlnenï ｲlènkom 6, ktor̅ umo™ﾏuje ｲlensk̅m þtètom stanoviﾝ, ™e rozdielne zaobchèdza-nie z dúvodu veku nepredstavuje diskriminèciu, ak ju mo™no v sÿlade s vnÿtroþtètnym prèvom ospravedlniﾝ legitómnym cieﾋom a ak prostriedky na dosiahnutie tohto cieﾋa sÿ primeranï a ne-vyhnutnï.
The directives also prohibit indirect discrimination.
Smernice tie™ zakazujÿ nepriamu diskriminèciu.
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.
Nepriama diskriminècia by nastala vtedy, ak by zjavne neutrèlne ustanovenie, kritïrium, pokyn alebo prax znev̅hodnila osoby patriace k skupine chrènenej smernicami v porovnanó s in̅mi osobami.
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.
O nepriamu diskriminèciu by iþlo a™ dovtedy, k̅m by sa nepreukèzalo, ™e toto ustanovenie, kritïrium alebo prax sÿ objektóvne odúvodnenï legitómnym cieﾋom a ™e prostriedky na dosiahnutie tohto cieﾋa sÿ primeranï a nevyhnutnï.
As with direct discrimination, identifying correct comparators can be difficult.
Podobne ako v própade priamej diskriminècie, aj pri nepriamej diskriminècii mú™e byﾝ hﾋadanie komparètora problematickï.
An example which has in the past often been given as a possible instance of indirect discrimination based on sex
In̅m prókladom mú™e byﾝ zjavne neutrèlne ustanovenie v organizaｲnom poriadku firmy, ktor̅ stanovuje pravidlè obliekania sa zamestnancov, ktorï neberÿ do ÿvahy po™iadavky niektor̅ch
(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.
Zèkladnï otèzky nèbo™enstiev sÿvisiace s obliekanóm, ｲóm brènia prósluþnókom niektor̅ch nèbo™enstiev demon-þtrovaﾝ svoju vieru navonok.
The permitted legal justifications must be applied rigorously.
Povolenï v̅nimky musia byﾝ posudzovanï prósne.
For example, justification may in some cases be valid when an employer demands high standards of literacy and fluency in the national language.
Odúvodnenè v̅nimka mú™e v niektor̅ch própa-doch prichèdzaﾝ do ÿvahy napróklad vtedy, ak zamestnèvateﾋ vy™aduje vysok̅ þtandard znalosti a plynulosti ÿradnïho jazyka.
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.
Ak zamestnanie, o ktorï v konkrïtnom própade ide, zahﾕﾏa ÿlohy, na plnenie ktor̅ch je v̅bornè znalosﾝ ÿradnïho jazyka nevyhnutnè (napróklad uｲiteﾋ jazyka alebo profesorka literatÿry), je veﾋmi pravdepodobnï, ™e zamestnèvateﾋovi sa podaró odúvodniﾝ vy™ado-vanie t̅chto znalostó.
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).
Ak by vþak konkrïtne zamestnanie bolo postavenï na fyzickej prèci, takèto po™iadavka by veﾋmi pravdepodobne bola neodúvodnenè (pozri viac pri opise skutoｲn̅ch a nevy-hnutn̅ch po™iadaviek na v̅kon zamestnania v ｲasti 1.4).
The directives also provide that harassment is a form of discrimination.
Smernice tie™ zabezpeｲujÿ, ™e formou diskriminècie je aj obﾝa™ovanie.
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.
Obﾝa™ovanie je definovanï ako nechcenï sprèvanie, ktorï sa vzﾝahuje na dúvody zèkazu diskriminècie uvedenï v smerniciach a ktor̅ch cieﾋom alebo ÿｲinkom je naruþenie dústojnosti urｲitej osoby a vytvèranie zastraþujÿce-ho, nepriateﾋskïho, zneva™ujÿceho, poni™ujÿceho alebo neprójemnïho prostredia ｲi u™ ÿmyselne alebo neÿmyselne.
As is clear, the definition of harassment includes a wide range of unwanted conduct.
Ako je jasnï z definócie, definócia obﾝa™ovania zahﾕﾏa þirokÿ þkèlu mo™n̅ch druhov sprèvanie, ktorï je nechcenï.
When making an assessment of whether harassment has taken place, a comparator does not need to be identified.
Pri hodnotenó, ｲi doþlo k obﾝa™ovaniu, nie je nevyhnutnè existencia komparètora.
The directives further state that an instruction to discriminate should be considered as a form of discrimination and is prohibited.
Smernice ｵalej hovoria, ™e pokyn na diskriminèciu mè byﾝ posudzovan̅ ako forma diskriminècie, a preto je zakèzan̅.
Finally, the directives include victimisation under the list of prohibited acts.
Posledn̅m druhom sprèvania, ktor̅ je smernicami zakèzan̅, je viktimizècia.
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.
Plenskï þtèty sÿ povinnï do svojich vnÿtroþtètnych prèvnych poriadkov zakomponovaﾝ ustanovenia, ktorï majÿ ochrèniﾝ jednotlivcov pred ak̅mkoﾋvek nepriazniv̅m zaobchèdzanóm (ako napróklad v̅poveｵ z prèce), ktorï by bolo reakciou na sﾝa™nosﾝ alebo sÿdne konanie iniciovanï za ÿｲelom vynÿtenia dodr™iavania zèsady rovnakïho zaobchèdzania.
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.
Tu je dúle™itï poznamenaﾝ, ™e pred viktimizèciou je smernicami chrènenè nielen osoba, ktorè sa stala obeﾝou diskriminècie, ale aj osoba, ktorè dala podnet na preþetrenie poruþenia zèsady rovnakïho zaobchèdzania alebo in̅m spúsobom partici-povala na konanó t̅kajÿcom sa preþetrovania poruþenia zèsady rovnakïho zaobchèdzania (napró-klad poskytla dúkazov̅ materièl, vypovedala ako svedok apod.).
Definition of other concepts in the directives
Definócia in̅ch pojmov obsiahnut̅ch v smerniciach
The employment framework directive (2000/78/EC), Article 3, protects against discrimination in the following areas:
Rèmcovè smernica (2000/78/ES) podﾋa ｲlènku 3 zabezpeｲuje ochranu proti diskriminècii v nasle-dovn̅ch oblastiach: s฀próstup k zamestnaniu, samozamestnèvaniu a povolaniu (vrètane postupu v zamestnanó) s฀próstup k odbornej próprave a vzdelèvaniu zamestnancov
Combating discrimination › A training manual
Boj proti diskriminècii › Odbornè próruｲka s฀pracovnï podmienky, vrètanie podmienok v̅povede a mzdov̅ch podmienok s฀ｲlenstvo zamestnancov a zamestnèvateﾋov v profesijn̅ch organizècièch.
† membership of workers', employers' or professional organisations;
Rozsah púsobnosti smernóc z hﾋadiska osúb, na ktorï sa vzﾝahujÿ
The directives prohibit discrimination by natural or legal persons in the public sector and the pri-vate sector.
Smernice zakazujÿ diskriminèciu fyzick̅mi alebo prèvnick̅mi osobami vo verejnom a sÿkromnom sektore.
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.
To znamenè, ™e drobn̅ podnikateﾋ mè takÿ istÿ povinnosﾝ nediskriminovaﾝ na zèklade akïhokoﾋvek z dúvodov obsiahnut̅ch v smerniciach ako veﾋkè sÿkromnè firma, obec alebo odde-lenie na ministerstve.
The directives protect individuals, that is, natural persons, against discrimination.
Smernice chrènia jednotlivcov, teda fyzickï osoby, pred diskriminèciou.
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.
Okrem toho Rasovè smer-nica (2000/43/ES) stanovuje, ™e ochrana pred diskriminèciou sa vzﾝahuje aj na organizècie, ktorï majÿ status prèvnickej osoby a ktor̅ch ｲlenovia sÿ podrobenó diskriminècii na zèklade svojho rasovïho alebo etnickïho púvodu.
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. 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.
Smernice chrènia akÿkoﾋvek osobu, ktorè sa zdr™iava v ｲlenskom þtète Eà, pred diskriminèciou na zèklade dúvodov, ktorï sÿ vymenovanï v smerniciach (rasov̅ alebo etnick̅ púvod, postihnutie, nèbo™enstvo alebo viera, sexuèlna orientècia a vek), bez ohﾋadu na to, akÿ mè tèto osoba þtètnu prósluþnosﾝ.
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).
Ak by teda osoba s ukrajinsk̅m þtètnym obｲianstvom pracujÿca v Maｵarsku bola v prèci diskriminovanè na zèklade etnickej prósluþnosti, postihnutia alebo sexuèlnej orientècie, na tÿto osobu sa vzﾝahuje ochrana garantovanè smernicami v rovnakom rozsahu, ak̅m sÿ chrènenó maｵarskó obｲania, ktoró by boli subjektom diskriminècie z rovnak̅ch dúvodov. Smernice vþak zo
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. 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.
Zèkladnï otèzky svojej púsobnosti vyslovene vyluｲujÿ diskriminèciu na zèklade þtètnej prósluþnosti, tak™e ak by doþlo k diskriminècii z dúvodu, ™e urｲitè konkrïtna osoba mè rumunskÿ alebo nemè maｵarskÿ þtètnu prósluþnosﾝ, nedoþlo by k poruþeniu spomónan̅ch antidiskriminaｲn̅ch smernóc (pozri Raso-vÿ smernicu, bod 13 Preambuly a ｲlènok 3.2, ako aj Rèmcovÿ smernicu, bod 12 Preambuly a ｲlè-nok 3.2).
Exceptions to the prohibition of discrimination in the directives
V̅nimky zo zèkazu diskriminècie stanovenï v smerniciach
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.
Keｵ™e cieﾋom smernóc je zabezpeｲiﾝ rèmec pre odstrènenie diskriminècie, smernice stanovujÿ len v veﾋmi mèlo v̅nimiek, na uplatnenie ktor̅ch musia byﾝ splnenï prósne podmienky.
Genuine occupational requirement
Skutoｲnï a urｲujÿce po™iadavky na v̅kon zamestnania
For all prohibited grounds the directives permit an exception to meet genuine occupational requirements.
V̅nimka skutoｲn̅ch a urｲujÿcich po™iadaviek na v̅kon zamestnania sa vzﾝahuje na vþetky dúvo-dy zèkazu diskriminècie.
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.
Preto zamestnèvateﾋ mú™e na urｲit̅ post vybraﾝ zamestnanca spúsobom, ktor̅ vzhﾋadom na charakter vykonèvanej prèce alebo kontext, v ktorom sa mè tèto prèca vykonè-vaﾝ, odrè™a skutoｲnï a urｲujÿce po™iadavky urｲitïho konkrïtneho zamestnania, ktorï tèto osoba musó spﾊﾏaﾝ a ktorï sa vzﾝahujÿ na jej rasovÿ alebo etnickÿ prósluþnosﾝ, postihnutie, nèbo™enstvo alebo vieru, sexuèlnu orientèciu alebo vek.
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.
V̅nimka skutoｲn̅ch a urｲujÿcich po™iadaviek sa vþak mú™e uplatniﾝ len za predpokladu, ™e t̅mto v̅berom sa sleduje legitómny cieﾋ a po™iadavka je primeranè.
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.
Uplatnenie skutoｲnej a urｲujÿcej po™iadavky na zamestnanie na zèklade jednïho dúvodu vþak nezakladè prèvo na diskriminèciu na zèklade inïho dúvodu, ktor̅ nijako nesÿvisó s po™iadav-kou na v̅kon toho-ktorïho zamestnania.
Long-established assumptions about the type of person required to do a particular job may not meet the test of legitimate objective and proportionality.
Dlhodobo zakorenenï predstavy o type osoby, ktor̅ je potrebn̅ na v̅kon urｲitïho zamestnania, vþak nemusia byﾝ automaticky ospravedlnenóm pre vyu™itie spomónanej v̅nimky, lebo nemusia prejsﾝ testom legitómnosti ÿｲelu a primeranosti po™iadavky.
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.
Napróklad zamestnèvateﾋ nemusó byﾝ ÿspeþn̅ pri preukazovanó, ™e recepｲnè alebo recepｲn̅ v hoteli musia byﾝ ¶mladó a energickóƒ. Takèto po™iadavka by bola diskriminaｲnou z dúvodu veku alebo postihnutia.
Differences of treatment on grounds of age
Rozdielne zaobchèdzanie z dúvodu veku
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:
Plènok 6 Rèmcovej smernice (2000/78/ES) povoﾋuje (ale nevy™aduje) ｲlensk̅m þtètom prijaﾝ ｵalþie v̅nimky, ktorï by povolili rozdielne zaobchèdzanie z dúvodu veku.