natgillin/translations-raw huggingface dataset:
† setting special conditions on access to employment and training, on employment and occupa-tion, including dismissal and pay, for young people, older workers and people with caring responsibilities in order to protect them or to promote their vocational integration;
Tieto v̅nimky zahﾕﾏajÿ: s฀Stanovenie osobitn̅ch podmienok na próstup k zamestnaniu a odbornïmu vzdelèvaniu, na zamestnanie a povolanie, vrètane podmienok v̅povede a mzdov̅ch podmienok pre mlad̅ch ﾋudó, starþóch zamestnancov a ﾋudó, ktoró sa starajÿ o ｵalþie osoby za ÿｲelom ich ochrany alebo za ÿｲelom podpory ich pracovnej integrècie;
Any such exception must still be objectively and reasonably justified by a legitimate aim, which could include legitimate employment policy, labour market or training objectives, and the means of achieving that aim must be appropriate and necessary.
Ka™dè z t̅chto po™iadaviek musó byﾝ vþak naｵalej objektóvne a primerane odúvodnenè legitóm-nym ÿｲelom, ktor̅m mú™u byﾝ napróklad legitómna zamestnaneckè politika, ciele trhu prèce alebo ciele odbornej própravy alebo vzdelèvania zamestnancov, a prostriedky na dosiahnutie tohto ÿｲelu musia byﾝ primeranï a nevyhnutnï.
The directives recognise that to achieve full equality in practice will require more than prohibiting current or future discrimination; therefore they permit measures to prevent or compensate for the historic disadvantages suffered by groups defined by racial or ethnic origin, religion or belief, dis-ability, sexual orientation or age.
Preto povoﾋujÿ prijómanie opatrenó, ktorï majÿ zabrèniﾝ nev̅hodèm alebo kompenzovaﾝ historickï nev̅hody, ktorï podstupujÿ skupiny jednotlivcov definovanï na zèklade rasovïho alebo etnickïho púvodu, nèbo™enstva alebo viery, postihnutia, sexuèlnej orien-tècie alebo veku.
If particular groups have never been employed to do particular types of work, positive action could involve training people from such groups to prepare them for such work.
Ak ｲlenovia urｲit̅ch skupón nikdy neboli zamestnèvanó v urｲit̅ch povolaniach, opatrenia pozitóvneho postupu by mohli pozostèvaﾝ napróklad z própravy jednotlivcov patriacich k t̅mto skupinèm na uvedenï druhy prèc.
It could also involve taking additional, planned, targeted steps, when seeking to recruit new employees, to publicise posts in different ways in order to encourage members of such groups to apply, offering support if necessary.
Opatrenia pozitóvneho postupu by v tomto própade vþak mohli pozostèvaﾝ aj z prijómania osobitn̅ch, naplènovan̅ch a presne nasmerovan̅ch kro-kov, ktorï by bolo mo™nï iniciovaﾝ napróklad v própade prijómania nov̅ch zamestnancov, vo for-me zverejnenia pracovn̅ch ponÿk viacer̅mi odliþn̅mi spúsobmi, ktorï by povzbudzovali nèdej-n̅ch zèujemcov a zèujemkyne, aby sa prihlèsili (pri poskytnutó própadnej ｵalþej asistencie).
Reasonable accommodation for disabled people
Primeranè ÿprava podmienok pre osoby so zdravotn̅m postihnutóm
The employment framework directive (2000/78/EC), Article 5, requires employers to take appropri-ate steps where needed in a particular case, to enable a disabled person to have access to, par-ticipate in or advance in employment or to undergo training unless this would impose a `dispro-portionate burden' on the employer. For example:
Plènok 5 Rèmcovej smernice (2000/78/ES) ukladè zamestnèvateﾋom povinnosﾝ prijaﾝ primeranï opatrenia, ktor̅mi sa mè zabezpeｲiﾝ, aby osoby so zdravotn̅m postihnutóm mali v konkrïtnych própadoch próstup k zamestnaniu, adekvètne podmienky na v̅kon zamestnania alebo mo™nosﾝ postupu v zamestnanó ｲi mo™nosﾝ zÿｲastﾏovaﾝ sa vzdelèvania zamestnancov, okrem própadov, ak by takèto po™iadavka predstavovala pre zamestnèvateﾋa neprimeranÿ zèﾝa™.
† to enable a deaf employee to undergo training her employer could provide a sign language interpreter;
Próklady tak̅chto opatrenó: s฀Umo™niﾝ nepoｲujÿcemu zamestnancovi absolvovaﾝ trïning v rèmci vzdelèvania zamestnan-cov, na ktorom by bol zabezpeｲen̅ preklad do posunkovej reｲi.
† after an accident at work a manual worker is unable to continue in his manual job; the employ-er could provide appropriate training and transfer him to an office job;
s฀Po pracovnom ÿraze, v dúsledku ktorïho by zamestnanec nebol schopn̅ ｵalej pracovaﾝ manu-èlne, by ho zamestnèvateﾋ po primeranom zaþkolenó preradil na prècu v kancelèrii.
† a wheelchair-user replies to an advertisement for an administrative assistant. The address is on the fourth floor.
s฀Uchèdzaｲ o zamestnanie, ktor̅ je na invalidnom vozóku, sa prihlèsi na zèklade inzerètu na miesto administratóvneho zamestnanca.
† to enable a blind person who uses a guide dog to get to work more easily, the employer could change their working hours so they do not have to come in the rush hour.
V inzerète je uvedenï, ™e sódlo firmy je na þtvrtom poschodó.
An employer cannot claim that the burden, including financial burden, of providing reasonable accommodation for a disabled person is `disproportionate' if funding or other assistance is avail-able to assist employers in such circumstances.
Ak mè zamestnèvateﾋ priestory na viacer̅ch poschodiach v tej istej budove vrètane
Both directives provide that associations and organisations with a legitimate interest can support victims of discrimination or take legal action on their behalf (with their approval).
Zèkladnï otèzky prózemia, potom by mal zabezpeｲiﾝ, aby sa interview uskutoｲnilo na prózemó a aby na prózemó zamestnanec po svojom prijató prècu aj vykonèval (a aby própadne presunul inïho zamestnan-ca, ktor̅ doposiaﾋ pracoval na prózemó a ktor̅ mú™e chodiﾝ po schodoch, na vyþþie poschodie).
Criteria defining which organisations have a `legitimate interest' are established by national law.
Ak mè vþak zamestnèvateﾋ kancelèrie len na þtvrtom poschodó a v budove nie je v̅ﾝah, potom na strane zamestnèvateﾋa neexistujÿ nijakï opatrenia, ktorï by mohol prijaﾝ bez neprimeranej zèﾝa™e na svojej strane.
The directives require Member States to promote dialogue with social partners to encourage workplace agreements, codes of conduct, and so on, and with NGOs with a view to promoting the principle of equal treatment.
Zamestnèvateﾋ sa nemú™e ospravedlﾏovaﾝ, ™e zèﾝa™, vrètane finanｲnej zèﾝa™e, ktorÿ by preﾏho prijómanie osobitn̅ch opatrenó vo vzﾝahu k postihnut̅m osobèm znamenalo, je neprimeranè, ak sÿ zamestnèvateﾋovi k dispozócii inï zdroje financovania alebo inè pomoc, ktorï by mohol vyu™iﾝ na prijatie t̅chto osobitn̅ch opatrenó.
In the race directive (2000/43/EC) only, there is an obligation on each Member State to designate a body to promote equal treatment.
Obidve smernice umo™ﾏujÿ, aby zdru™enia, organizècie alebo inï prèvnickï osoby, ktorï majÿ legitómny zèujem na dodr™iavanó ustanovenó t̅chto smernóc, vstÿpili do sÿdneho alebo inïho konania v mene alebo v prospech osúb, voｲi ktor̅m boli ustanovenia prijatï na zèklade t̅chto smernóc poruþenï, za predpokladu, ™e s t̅m tieto osoby sÿhlasia.
Their main tasks are to provide independent assistance to victims of discrimination, conduct independent surveys and studies, publish independent reports and make recommendations.
Kritïriè, ktorï definujÿ, ｲo pred-stavuje ¶legitómny zèujemƒ t̅chto organizèció, si stanovujÿ jednotlivï ｲlenskï þtèty.
Dissemination of information
Spoluprèca s mimovlèdnymi organizèciami
The directives require Member States to take measures to publicise widely both their existing laws on equal treatment and non-discrimination and any new measures they adopt to bring their laws in line with the directives.
Plenskï þtèty majÿ tie™ v zèujme dosiahnutia cieﾋov stanoven̅ch v antidiskriminaｲn̅ch smerni-ciach povinnosﾝ viesﾝ dialùg s mimovlèdnymi organizèciami, ktorï majÿ legitómny zèujem o pri-spievanie k boju proti diskriminècii.
Sanctions for dis-crimination must be `effective, proportionate and dissuasive'; that is they should provide appropri-ate personal redress for the victim and should deter both the particular respondent and others from comparable acts of discrimination in the future.
Smernice tie™ stanovujÿ, ™e ka™d̅ ｲlensk̅ þtèt musó urobiﾝ vþetky potrebnï opatrenia na to, aby obyvatelia a obyvateﾋky ÿnie, ktor̅ch sa antidiskriminaｲnï smernice t̅kajÿ, boli vþetk̅mi vhodn̅-mi prostriedkami informovanó o ich obsahu.
Shift of the burden of proof
Podèvanie sprèv
`„ when persons who consider themselves wronged because the princi-ple of equal treatment has not been applied to them establish, before a court or other competent authority, facts from which it may be presumed that there has been direct or indirect discrimination, it shall be for the respondent to prove that there has been no breach of the principle of equal treatment.'
V procese transpozócie smernóc majÿ ｲlenskï þtèty povinnosﾝ zabezpeｲiﾝ, aby ich vnÿtroþtètne prèvne poriadky obsahovali sankcie za poruþenie antidiskriminaｲn̅ch ustanovenó, a zèroveﾏ majÿ povinnosﾝ zabezpeｲiﾝ, aby sa tieto sankcie uplatﾏovali.
The burden of proof cannot be shifted in criminal proceedings.
Sankcie v própadoch diskriminècie majÿ byﾝ efektóvne, primeranï a majÿ maﾝ odstraþujÿci efekt.
In some Member States it will not apply to investigative procedures.
To znamenè, ™e by mali zabezpeｲiﾝ primeranï odþkodnenie pre obeﾝ diskriminècie a zèroveﾏ by mali odradiﾝ pèchateﾋa a ｵalþie osoby od diskri-minaｲnïho sprèvania v budÿcnosti.
It is equally important to note that the shift of the burden of proof is not limited to court proceedings but that it extends to proceedings before any competent (i.e. administrative) authority.
Sankcie mú™u pozostèvaﾝ napróklad z povinnosti zaplatiﾝ odþkodnenie (pre ktorï nesmie existovaﾝ hornè hranica) alebo z povinnosti ospravedlniﾝ sa obeti poruþenia zèsady rovnakïho zaobchèdzania.
The notion of the shift of the burden of proof made its way into EU law through ECJ case-law handed down in connection with equal pay cases ̌ where a woman could show difference in gender and difference in pay, and the court needed the employer to provide an explanation. The most frequently cited case in this regard is Enderby v. Frenchay Health Authority and the Secretary of State for Health, C-127/92.
Berÿc do ÿvahy ﾝa™kosti sÿvisiace s dokazovanóm própadov diskriminècie, ｲlènok 8 Rasovej smerni-ce a ｲlènok 10 Rèmcovej smernice zakotvujÿ obrètenï dúkaznï bremeno nasledovn̅m spúso-bom: ƒ A k osoby, ktorï majÿ za to, ™e boli dotknutï poruþenóm zèsady rovnakïho zaobchèdzania, iniciujÿ konanie na sÿde alebo inom kompetentnom orgè-ne smerujÿce k nèprave a predlo™ia dúkazy, na zèklade ktor̅ch mo™no predpokladaﾝ, ™e doþlo k priamej alebo k nepriamej diskriminècii, je na osobe, proti ktorej toto konanie smeruje, aby preukèzala, ™e k poruþeniu zèsady rovnakïho zaobchèdzania nedoþlo.ƒ
There followed Council directive 97/80/EC on the burden of proof in cases of discrimination based on sex.
Obrètenï dúkaznï bremeno nie je mo™nï uplatniﾝ v trestnom alebo priestupkovom konanó.
The shift of the burden of proof which the directives allow is, however, not automatic.
V niektor̅ch ｲlensk̅ch þtètoch sa nebude vyu™óvaﾝ pri vyþetrovacóch postupoch.
The onus of proof does not shift as soon as a plain-tiff simply claims that they were discriminated against but only after they establish facts from which it may be presumed that discrimination has occurred. What these facts might be is depend-ent on domestic legislation and case-law.
Na druhej strane je vþak potrebnï poznamenaﾝ, ™e vyu™itie obrètenïho dúkaznïho bremena nie je obmedzenï len na konanie pred sÿdom, ale ™e sa vzﾝahuje aj na konania pred in̅mi kompetentn̅mi (najｲastejþie sprèvnymi) orgènmi.
Case-law in countries like the United Kingdom and national legislation transposing the directives has generally clarified that `on grounds of' can include pro-tection against discrimination where the victim has the actual characteristics in question or is perceived to have such characteristics or is associated with persons having such characteristics.
Koncept obrètenïho dúkaznïho bremena sa do prèva Eà inkorporoval prostrednóctvom rozhodo-vacej ｲinnosti Sÿdneho dvora ES v sÿvislosti s própadmi t̅kajÿcimi sa rovnakej odmeny za rovnakÿ prècu › kde ™eny preukèzali rozdiely v rode a mzde, a kde sÿd potreboval, aby zamestnèvatelia tieto rozdiely vysvetlili. Najｲastejþie citovan̅m própadom v tejto sÿvislosti je própad Enderby v Fren-chay Health Authority and the Secretary of State for Helath, C-127/92.
There are many procedural instruments that can assist victims of discrimination to establish that discrimination may have occurred.
97/80/ES o obrètenom dúkaznom bremene v própadoch diskriminècie na zèklade pohlavia.
Such instruments include testing, the use of statistics, video and audio recordings and the so-called questionnaire procedure.
Posun v dúkaznom bremene bol veﾋmi ÿzko spojen̅ s potrebou dosiahnutia efektóvnej sÿdnej ochrany pred própadmi diskriminècie.
Testing is commonly used in the United States to prove direct discrimination in employment, housing and access to services.
Posun v dúkaznom bremene, ktor̅ umo™ﾏujÿ smernice, vþak nie je automatick̅ › teda nenastèva okam™ite, ako sﾝa™ovateﾋ/™alobca vyhlèsi, ™e bol diskriminovan̅.
In Belgium testing is a piece of evidence acknowledged by law.
Nastèva len vtedy, ak ™alobca predlo™ó dúkazy/fakty, na zèklade ktor̅ch mo™no usudzovaﾝ, ™e k diskriminècii doþlo.
NGOs in central and eastern Europe also use testers ̌ job seekers for instance ̌ who are selected to stand a comparison in all their characteristics, expect for the one (most often race) on the basis of which discrimination occurs.
V ｲom kon-krïtne majÿ tieto dúkazy spoｲóvaﾝ urｲia vnÿtroþtètne prèvne poriadky ｲlensk̅ch þtètov.
Audio and video recordings can be used as evidence in some countries, for example, in the Czech Republic, but not in others.
Smernice sa vzﾝahujÿ na diskriminèciu ¶z dúvoduƒ rasovïho alebo etnickïho púvodu, nèbo™en-stva alebo viery, postihnutia, sexuèlnej orientècie a veku.
In the United Kingdom the questionnaire procedure enables rejected job seekers to seek an immediate response from the employer as to the reasons for their rejection.
Napróklad situècia, keｵ ... niekoho nevpustia do reþtaurècie preto, ™e vlastnók reþ-taurècie nechce do reþtaurècie vpustiﾝ Rùmov, zakladè priamu diskriminèciu na zèklade rasovïho alebo etnickïho púvodu, a to bez ohﾋadu na skutoｲnosﾝ, ｲi osoba, ktorÿ do reþtaurècie odmietli vpustiﾝ, je sama rùmskeho púvodu, alebo len tak vyzerè kvúli tmavþej pleti, alebo sprevèdza osoby rùmskeho púvodu, hoci sama nereprezentuje rùmske etnikum.
Courts and tribunals in the United Kingdom can draw inferences of discrimination from the answers given to the questionnaire or from the failure of the employer to respond in time or respond at all.
In̅mi slovami, urｲitè osoba, ktorè o sebe pred sÿdom netvrdó, ™e mè rùmsky púvod, mú™e sÿｲasne tvrdiﾝ, ™e bola diskriminovanè na zèklade jej domnelïho etnickïho púvodu.
Both the race directive (2000/43/EC) and the employment framework directive (2000/78/EC) in their preambles expressly mention that statistics may be used in cases of indirect discrimination.
Tento próstup mú™e byﾝ mimoriadne u™itoｲn̅ v própadoch sÿvisiacich so sexuèlnou orientèciou, preto™e obete diskriminècie nebudÿ musieﾝ preukazovaﾝ, ™e majÿ urｲitÿ sexuèlnu orientèciu, ale na to, aby boli na sÿde/v inom konanó ÿspeþnó, bude staｲiﾝ, ak preukè™u, ™e boli diskriminovanó alebo obﾝa™ovanó na zèklade ich domnelej sexuèlnej orientècie alebo na zèklade skutoｲnosti, ™e sÿ spèjanó s osobami majÿcimi urｲitÿ konkrïtnu sexuèlnu orientèciu.
Where a State which is a member of the EU, has not provided for the full (and correct) transposition of a directive (see nature of directives above) into national law by the time the date for implementa-tion has passed, an individual may nevertheless be able to rely on the provisions of the directives before national courts.
Existuje viacero procesn̅ch nèstrojov, ktorï mú™u napomúcﾝ obetiam diskriminècie preukèzaﾝ, ™e k diskriminècii skutoｲne mohlo dújsﾝ. Tieto nèstroje zahﾕﾏajÿ tzv. testing, vyu™itie þtatistók, video- a audiozèznamy a tzv. dotaznókovï metùdy.
The aggrieved individual will have to show that the provision relied on is a precise and unconditional principle which is suffi-ciently operational to be applied by a national court and which is therefore capable of governing the legal position of individuals.
Testing sa veﾋmi ｲasto pou™óva v Spojen̅ch þtètoch na preukèzanie diskriminècie v pracovnoprèvnych vzﾝahoch, v próstupe k b̅vaniu a v próstupe k slu™bèm. V Belgicku je testing jedn̅m z dúkazn̅ch prostriedkov zakotven̅ch v prèvnom poriad-ku.
However it is generally held that the principle of direct effect applies only to complaints directed against a public body or `emanation of the State'.
Mimovlèdne organizècie v strednej a v̅chodnej Eurùpe tie™ pou™óvajÿ testerov (napróklad uchèdzaｲov o zamestnanie), ktoró spﾊﾏajÿ vþetky kritïriè rovnako ako skutoｲn̅ uchèdzaｲ, s v̅nim-kou jednïho kritïria › toho, na zèklade ktorïho doþlo k diskriminècii (t̅mto odliþn̅m kritïriom je zvyｲajne rasa alebo prósluþnosﾝ k etnickej skupine).
As such, in relation to litigation between private individuals or entities, directives also have so-called `indirect effect'.
Audio- a videozèznamy mú™u byﾝ ako dúkaz pou™itï iba v niektor̅ch krajinèch, napróklad v Peskej republike.
As discussed above, States and in particular domestic courts are obliged to do everything possible to achieve the results outlined in the directives. Indirect effect therefore requires domestic courts to interpret existing national law, as far as possible, in line with the direc-tive that should have been implemented.
Vo Veﾋkej Britènii umo™ﾏuje dotaznókovè metùda odmietnut̅m uchèdzaｲom o zamest-nanie zistiﾝ od zamestnèvateﾋa jeho okam™itÿ reakciu t̅kajÿcu sa dúvodov odmietnutia uchèdzaｲa
Combating discrimination › A training manual
Boj proti diskriminècii › Odbornè próruｲka o zamestnanie.
It is ultimately for the ECJ to decide which terms of the anti-discrimination directives have direct or indirect effect.
Sÿdy a tribunèly vo Veﾋkej Britènii mú™u na zèklade odpovedó obsiahnut̅ch v t̅ch-to dotaznókoch alebo na zèklade odmietnutia ich vyplnenia v urｲenom ｲase alebo na zèklade ich nevyplnenia zamestnèvateﾋom vyvodiﾝ zèver, ™e z jeho strany doþlo k diskriminècii.
This is referred to as Francovich damages as the principle was first laid down in the case of Francovich and Bonifaci v. Italy (Joined Cases C-6/90 and C-9/90) decided by the European Court of Justice in 1991.
Obidve smernice › Rasovè aj Rèmcovè › vo svojich preambulèch vyslovene uvèdzajÿ, ™e vyu™óva-nie þtatistiky je mo™nï v própadoch nepriamej diskriminècie.
† the content of such rights must be ascertainable on the basis of the provisions of the directive in question; and
Tèto vlastnosﾝ smernóc sa niekedy uvèdza aj pod pojmom ¶priamy ÿｲinokƒ.
† there must be a causal link between the breach of the State's obligation and the loss and dam-age suffered by the injured individual.
Okrem toho majÿ smernice vo vzﾝahu k sÿdnym sporom medzi jednotlivcami alebo in̅mi osoba-mi sÿkromnïho prèva tzv. nepriamy ÿｲinok.
In addition, the breach of EU law must also be sufficiently serious for the individual to be entitled to damages.
V konｲenom dúsledku je rozhodnutie, ｲi urｲitï konkrïtne ustanovenie antidiskriminaｲn̅ch smer-nóc mè alebo nemè priamy ÿｲinok, v™dy na Sÿdnom dvore ES.
The Francovich damages remedy has been developed by the ECJ in later cases.
Ak ｲlensk̅ þtèt neimplementuje smernicu v ｲase, ktor̅ je na to urｲen̅, je zodpovedn̅ za þkodu, ktorÿ t̅mto spúsobó jednotlivcovi.
It is now clear that it is available for all breaches of EU law by a Member State, including failure to implement a direc-tive properly, in addition to complete non-implementation.
Tèto zèsada sa niekedy naz̅va aj ako zodpovednosﾝ za þkodu podﾋa própadu Franchovich, keｵ™e bola prv̅krèt vygenerovanè prève rozhodnutóm Franchovich a Bonifaci v.
The text of the two directives and possibly summaries (see `National context' section).
V própade Franchovich Sÿdny dvor ES stanovil tri podmienky, ktorï sÿ nevyhnutnï a dostatoｲnï na to, aby na ich zèklade vznikla zodpovednosﾝ þtètu za þkodu.
The role of non-governmental organisations (NGOs) in combating discrimination
Zèkladnï otèzky s฀Medzi poruþenóm povinnosti ｲlensk̅m þtètom a spúsobenou ujmou musó byﾝ próｲinnè sÿvis-losﾝ.
† For the participants to have explored the roles NGOs can and should play in combating dis-crimination.
Okrem toho musó byﾝ poruþenie prèva Eà dostatoｲne zèva™nï vo vzﾝahu k jednotlivcovi, ktorïmu sa mè priznaﾝ nèhrada þkody.
A NGO is a local, national, or international group, with a legally established constitution, a clear purpose and visible activities with a governing body which has the authority to speak for its mem-bers.
Pravidlo t̅kajÿce sa zodpovednosti ｲlenskïho þtètu za þkodu obsiahnutï v rozsudku Franchovich sa ｵalej vyvójalo rozhodovacou ｲinnosﾝou Sÿdneho dvora ES.
It is normally a non-profit-making organisation, not affiliated with any government or private sector entity, or any political party. Its aims are usually to promote well-being by addressing social and legal problems, and by seeking to play an equal role with other democratic institutions in the development and progress of civil society.
V sÿｲasnosti je jasnï, ™e tohto pravi-dla sa mo™no domèhaﾝ pri akomkoﾋvek poruþenó prèva Eà ｲlensk̅mi þtètmi, vrètane nesprèvnej implementècie smernóc ｲlensk̅mi þtètmi alebo ich ÿplnej neimplementècie.
† challenge, by appropriately selected mechanisms, acts, omissions, administrative practices or policies which are contrary to the NGO's objectives;
Predpokladanï v̅sledky seminèra s àｲastnóci sa oboznèmia s ÿlohami, ktorï mimovlèdne organizècie mú™u a mali by zohrèvaﾝ v boji proti diskriminècii.
† keep track of and ensure that advantage is taken of all new developments in combating dis-crimination, for example, new legislation (national, EU and international), new policies (nation-al, EU and international), new sources of funding, and landmark judicial decisions (at both national, EU and international level);
Napróklad dokument vypracovan̅ Radou Eurùpy pod nèzvom ¶Zèkladnï princópy t̅kajÿce sa postavenia mimovlèdnych organizèció v Eurùpeƒ - w w w . c o e . i n t / T / E / N G O / p u b l i c / P r i n c F o n d a - m % 2 0 e n % 2 0 e n g l . p d f .
† be open, transparent and accountable to their membership and to the public;
Tento dokument je dostupn̅ v nasledovn̅ch jazykoch: angliｲtina, francÿzþtina, albènｲina, bulhar-ｲina, litovｲina, lotyþtina, ruþtina a srbｲina.
† work openly and in a spirit of collaboration with other NGOs operating in related fields and to avoid conflicts and disputes between NGOs occurring;
s Mú™e byﾝ mimovlèdna organizècia prepojenè s politickou stranou, alebo musó byﾝ striktne oddelenè od stranóckej politiky?
† put pressure on a State to ratify international instruments which allow for the international spotlight to be shone on government practices;
s Ak je mimovlèdna organizècia ÿzko prepojenè s politickou stranou, ｲo sa stane, keｵ sa tèto strana dostane do vlèdy?
† supply national and international bodies with vital and reliable information which they should draw on when examining a country's record on discrimination.
s Mú™e sa nèbo™enskè organizècia, ako napr. cirkev, pova™ovaﾝ za mimovlèdnu organizèciu?
In summary, the role of many NGOs can be to check, monitor and criticise the actions of govern-ments and private bodies, to supplement and complement the role of government in combating discrimination and to assist individuals and groups to assert their rights.
s Ako mú™e byﾝ nezèvislï postavenie mimovlèdnej organizècie ovplyvnenï alebo kompromito-vanï púvodom jej finanｲn̅ch zdrojov?
The following is a suggested list of activities and services that a NGO can carry out or provide in order to help combat discrimination on all grounds:
s Ak̅ typ ﾋudó je potrebnï maﾝ v riadiacom orgène? Je potrebnï, aby boli ｲlenmi mimovlèdnej organizècie, alebo staｲó, ak podporujÿ jej ciele?
Combating discrimination › A training manual
Boj proti diskriminècii › Odbornè próruｲka s Veﾋkosﾝ, geografickè þpecifickosﾝ s Organizaｲnè þtruktÿra s Plenskè þtruktÿra s Zdroje financovania s Oblasti púsobnosti