natgillin/translations-raw huggingface dataset:
(a) in circumstances which are similar or not materially different, he treats or proposes to treat a person who has a disability less favourably than he treats or would treat a person who does not have such a disability; or
Antidiskriminaｲn̅ zèkon upravuje uplatﾏovanie zèsady rovnakïho zaobchèdzania a ustanovuje prostriedky prèvnej ochrany, ak dújde k poruþeniu tejto zèsady.
(b) he treats or proposes to treat a person less favourably on the basis of a characteristic that appertains generally to persons who have such a disability or a presumed characteristic that is generally imputed to persons who have such a disability'.
Zèkon stanovuje vþeobecn̅ rèmec pre uplatﾏovanie zèsady rovnakïho zaobchèdzania.
In terms of Article 5, discrimination on the grounds of disability could also arise if the disabled person is treated less favourably than others because he/she possesses or makes use of an auxil-iary aid.
Zèkon najmê definuje zèkladnï pojmy ako zèsada rovnakïho zaobchèdzania a diskriminècia, ustanovuje osoby, ktorï sÿ povinnï zèsadu rovnakïho zaobchèdzania dodr™iavaﾝ, vymenÿva oblasti, v ktor̅ch existuje povinnosﾝ dodr™iavaﾝ tÿto zèsadu, a pri t̅chto oblastiach vymenÿva dúvody, na zèklade ktor̅ch sa zèsada rovnakïho zaobchèdzania musó dodr™iavaﾝ.
Article 6 refers to that discrimination to which a person may be subjected due to the fact that he/she is accompanied by an assistant due to his/her disability.
Tie™ zakotvuje v̅nimky zo zèsady rovnakïho zaobchèdzania a podrobnosti o mo™nosti obrètiﾝ sa so ™alobou na sÿd v própade jej nedodr™ania.
Legal Notice 461 of 2004 issued under the employment and industrial relations act, 2002, provides for the prohibition against direct discrimination.
V samotnom Antidiskriminaｲnom zèkone je zèsada rovnakïho zaobchèdzania zakotvenè pre oblasti socièlneho zabezpeｲenia, zdravotnej starostlivosti, poskytovanie tovarov, slu™ieb a vzdelè-vania, a pre oblasﾝ pracovnoprèvnych a obdobn̅ch prèvnych vzﾝahov.
Regulation 3(2)(a) provides that direct discrimina-tory treatment shall be taken to occur where one person is treated less favourably than another is, has been or would be treated. This provision is taken from Article 3 of the directives.
V oblasti socièlneho zabez-peｲenia, zdravotnej starostlivosti, poskytovania tovarov, slu™ieb a vzdelèvania je zèsada rovnakï-ho zaobchèdzania garantovanè osobèm bez ohﾋadu na ich pohlavie, rasov̅ púvod, nèrodnostn̅ alebo etnick̅ púvod.
Indirect discrimination, as defined in the directives arises when an apparently neutral provision, criterion or practice which would put persons of a racial or ethnic origin at a particular disadvan-tage compared with other persons, unless that provision, criterion or practice is objectively justi-fied by a legitimate aim and the means of achieving that aim are appropriate and necessary.
V oblasti pracovnoprèvnych a obdobn̅ch prèvnych vzﾝahov je diskriminècia zakèzanè z dúvodu pohlavia, nèbo™enskïho vyznania alebo viery, rasovïho púvodu, nèrodnostnï-ho alebo etnickïho púvodu, zdravotnïho postihnutia, veku alebo sexuèlnej orientècie › teda v zhode s dúvodmi, ako ich ustanovujÿ antidiskriminaｲnï smernice.
When examining Maltese law, it can be argued that Article 4 of the equal opportunities (persons with disability) act, 2000, provides a prohibition against indirect discrimination.
Dúvody, na zèklade ktor̅ch je v slovenskom prèvnom poriadku diskriminècia zakèzanè, sÿ pre jednotlivï vyþþie uvedenï oblasti rozþórenï v osobitn̅ch zèkonoch, ktorï Antidiskriminaｲn̅ zèkon sÿｲasne novelizoval (tieto zèkony buｵ doposiaﾋ obsahovali antidiskriminaｲnï ustanovenia a nove-lizèciou realizovanou Antidiskriminaｲn̅m zèkonom sa tieto ustanovenia dostali do sÿladu s nóm, alebo antidiskriminaｲnï ustanovenia neobsahovali, avþak novelizèciou uskutoｲnenou Antidiskri-minaｲn̅m zèkonom sa tieto ustanovenia stali ich sÿｲasﾝou).
In fact it provides that a person shall discriminate against another person on the grounds of disability if that other person is required to comply with a requirement or condition with which the majority of persons who do not have the disability comply or are able to comply, and (a) which is unreasonable in the circumstances of the case; and (b) with which that other person does not comply or is unable to comply'.
Napróklad zèkon o vysok̅ch þkolèch a zèkon o sÿstave zèkladn̅ch a stredn̅ch þkúl (þkolsk̅ zèkon) rozþirujÿ garanciu prèv ustanove-n̅ch t̅mito zèkonmi v sÿlade so zèsadou rovnakïho zaobchèdzania rovnako vþetk̅m aj bez ohﾋadu na ich pohlavie, nèbo™enskï vyznanie alebo vieru, man™elsk̅ stav a rodinn̅ stav, farbu pleti, jazyk, politickï alebo inï zm̅þﾋanie, odborovÿ ｲinnosﾝ, nèrodn̅ alebo socièlny púvod, zdra-votnï postihnutie, vek, majetok, rod alebo inï postavenie.
Legal Notice 461 of 2004 issued under the employment and industrial relations act, 2002, provides for the prohibition against indirect discrimination.
Takèto zmena ide bezpochyby nad nevyhnutn̅ rèmec stanoven̅ antidiskriminaｲn̅mi smernicami, a svedｲó o snahe koncepｲne rieþiﾝ antidiskriminaｲnÿ problematiku.
Regulation 3(2)(b) provides that `indirect dis-criminatory treatment shall be taken to occur where an apparently neutral provision, criterion or practice would put persons of a particular race or ethnic origin or having a particular religion or religious belief, disability, age, or sexual orientation at a disadvantage when compared with other persons.'
Na druhej strane medzi t̅mito relatóvne vyｲerpèvajÿcimi dúvod-mi zèkazu diskriminècie absentuje odkaz na sexuèlnu orientèciu, ｲo mo™no pri vþetk̅ch ostatn̅ch pozitóvach tejto ÿpravy oznaｲiﾝ za deficit. Niｲmenej, nèpravy proti potencionèlnej diskriminècii zalo™enej na sexuèlnej orientècii by sa bolo mo™nï domèhaﾝ prève na zèklade formulècie ¶alebo
Combating discrimination › A training manual
Boj proti diskriminècii › Odbornè próruｲka inï postavenieƒ obsiahnutej medzi dúvodmi, na zèklade ktor̅ch zèkon o vysok̅ch þkolèch a þkol-sk̅ zèkon diskriminèciu zakazujÿ.
As this definition is taken from Article 2(2)(b) of Council Directive 2000/78, it is compatible with the provisions of the said directive.
V niektor̅ch z t̅chto predpisov (pre ÿplnosﾝ ich tu uvèdzame) je zèsada rovnakïho zaobchèdza-nia ｵalej konkretizovanè: s Zèkon ｲ. 311/2000 Z. z.
Harassment (Article 2(3))
552/2003 Z. z. o v̅kone prèc vo verejnom zèujme v znenó neskorþóch predpisov s Zèkon ｲ.
Council Directives 2000/43/EC and 2000/78/EC state that harassment shall be deemed to be dis-crimination when an unwanted conduct related to racial or ethnic origin takes place with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment.
2000/1998 Z. z. o þtètnej slu™be colnókov a o zmene a doplnenó niektor̅ch ｵalþóch zèko-nov v znenó neskorþóch predpisov s Zèkon ｲ.
In this context, the concept of harassment may be defined in accordance with the national laws and practice of the Member States.
370/1997 Z. z. o vojenskej slu™be v znenó neskorþóch predpisov s Zèkon ｲ.
Under Maltese law, Legal Notice 461 of 2004, issued under the employment and industrial rela-tions act 2002, extended the protection from harassment in matters of employment on all the grounds mentioned in the two directives, and therefore now goes further than harassment on the ground of sex.
73/1998 Z. z. o þtètnej slu™be prósluþnókov Policajnïho zboru, Slovenskej informaｲnej slu™-by, Zboru vêzenskej a justiｲnej strè™e Slovenskej republiky a çelezniｲnej polócie v znenó neskorþóch predpisov s Zèkon ｲ.
It defines harassment as a form of discriminatory treatment where it has the effect of violating the dignity of the person who is being harassed or where it has the effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for the person who is so subjected.
315/2001 Z. z. o Hasiｲskom a zèchrannom zbore v znenó neskorþóch predpisov s Zèkon ｲ. 455/1991 Zb. o ™ivnostenskom podnikanó (™ivnostensk̅ zèkon) v znenó neskorþóch pred-pisov s Zèkon ｲ.
As against corresponding provisions of the directives, Regulation 3(3) of the said legal notice does not require that the effects of the harassment be cumulative.
154/2001 Z. z. o prokurètoroch a prèvnych ｲakateﾋoch prokuratÿry v znenó neskorþóch predpisov s Zèkon ｲ.
Furthermore, Regula-tion 3(4) provides that a person shall also be deemed to have discriminated against another if the former neglects his obligation to suppress any form of harassment at their place of work or within their organisation.
5/2004 Z. z. o slu™bèch zamestnanosti a o zmene a doplnenó niektor̅ch zèkonov v zne-nó zèkona ｲ. 191/2004 s Zèkon ｲ.
An instruction to discriminate against persons on the grounds mentioned in Council Directives 2000/43/EC and 2000/78/EC shall be deemed to be discrimination.
131/2002 Z. z. o vysok̅ch þkolèch a o zmene a doplnenó niektor̅ch zèkonov v znenó neskorþóch predpisov s Zèkon ｲ.
Article 45(3) of the Constitution of Malta provides 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.
386/1997 Z. z. o ｵalþom vzdelèvanó v znenó neskorþóch predpisov s Zèkon ｲ.
The equal opportunities (persons with disability) act, 2000, and the equality for men and women act, 2003, do not contain specific prohibition against the giving of instructions to discriminate.
29/1984 Zb. o sÿstave zèkladn̅ch a stredn̅ch þkúl (þkolsk̅ zèkon) v znenó neskorþóch predpisov s Zèkon ｲ.
Legal Notice 461 of 2004 issued under the employment and industrial relations act, 2002, intro-duces into employment legislation in Malta the prohibition of the instruction to discriminate.
461/2003 Z. z. o socièlnom poistenó v znenó neskorþóch predpisov s Zèkon ｲ.
Regulation 3(4) provides that a person shall also be deemed to have discriminated against anoth-er if he instructs any person to discriminate against such another person.
195/1998 Z. z. o socièlnej pomoci v znenó neskorþóch predpisov
Discrimination in the national context
Diskriminècia vo vnÿtroþtètnom kontexte s Zèkon ｲ.
Reasonable accommodation duties (Article 2(2)(b)(ii) and Article 5 of Directive 2000/78/EC)
328/2002 Z. z. o socièlnom zabezpeｲenó policajtov a vojakov a o zmene a doplnenó niektor̅ch zèkonov v znenó neskorþóch predpisov s Zèkon ｲ.
Article 5 of Directive 2000/78/EC states that in order to guarantee compliance with the principle of equal treatment in relation to persons with disabilities, reasonable accommodation is to be provided.
277/1994 Z. z. o zdravotnej starostlivosti v znenó neskorþóch predpisov s Zèkon ｲ.
This means that employers shall take appropriate measures, where needed in a particu-lar case, to enable a person with a disability to have access to, participate in, or advance in employ-ment, or to undergo training, unless such measures would impose a disproportionate burden on the employer.
273/1994 Z. z. o zdravotnom poistenó, financovanó zdravotnïho poistenia, o zriadenó Vþeobecnej zdravotnej poisﾝovne a o zriadenó rezortn̅ch, odvetvov̅ch, podnikov̅ch a ob-ｲianskych zdravotn̅ch poisﾝovnó v znenó neskorþóch predpisov s Zèkon ｲ.
This burden shall not be disproportionate when it is sufficiently remedied by meas-ures existing within the framework of the disability policy of the Member State concerned.
634/1992 Zb. o ochrane spotrebiteﾋa v znenó neskorþóch predpisov.
In accordance with Arti-cle 7(5) the phrase `make reasonable accommodation' is defined to include (a) making existing facilities used by employees readily accessible to persons with disabilities; and (b) restructuring jobs, instituting part-time or modified work schedules, reassigning vacant positions, acquiring or modifying equipment or devices, appropriately adjusting or modifying examinations, training materials or policies, providing qualified readers or interpreters, and making any other similar accommodation for a person with a disability.
Na ujasnenie vzﾝahu medzi Antidiskriminaｲn̅m zèkonom a ostatn̅mi vyþþie uveden̅mi zèkonmi, v ktor̅ch je zakotvenè zèsada rovnakïho zaobchèdzania, Antidiskriminaｲn̅ zèkon ustanovuje, ™e pri uplatﾏovanó zèsady rovnakïho zaobchèdzania sa pou™ijÿ ustanovenia Antidiskriminaｲnïho zèkona, a tie™ ustanovenia osobitn̅ch zèkonov, ak tieto zèkony ustanovujÿ ｵalþie dúvody, na zèklade ktor̅ch sa diskriminècia zakazuje.
Article 7 of the act lists those instances in which an employer shall be considered to discriminate on the grounds of disability.
Niektorï z vyþþie uveden̅ch zèkonov v porovnanó s Antidiskriminaｲn̅m zèkonom zakotvujÿ ｵal-þie mo™nosti prèvnej ochrany.
Therefore, failure by the employer to provide an employee with a disability, with reasonable accommodation shall constitute direct discrimination.
Na bli™þie oboznèmenie sa s konkrïtnymi dúvodmi a oblasﾝami, v ktor̅ch sa diskriminècia zakazu-je, je dobrï nahliadnuﾝ do vyþþie uveden̅ch zèkonov.
To date, there have been no judicial pronouncements with regards to what constitutes `reasonable' accommodation or whether such accommodation imposes a `disproportionate burden' on the per-sons who are required to make such accommodation.
Vo vþeobecnosti mo™no povedaﾝ, ™e v porovnanó s definóciami rovnakïho zaobchèdzania a diskri-minècie obsiahnut̅mi v antidiskriminaｲn̅ch smerniciach sÿ zèsada rovnakïho zaobchèdzania a zèkaz diskriminècie koncipovanï v Antidiskriminaｲnom zèkone þirþie a komplexnejþie.
However, in spite of this, when all fails, it is inevitable that the parties concerned end up in court. In fact, there are currently two pending cases.
Koncept diskriminècie zas pozostèva z viacer̅ch foriem ne™ t̅ch, ktorï sÿ obsiahnutï v an-tidiskriminaｲn̅ch smerniciach, a odrè™a aj relevantnÿ antidiskriminaｲnÿ judikatÿru.
However, an indication as to what constitutes `reasonable' accommodation is laid down in Article 20 of the equal opportunities (persons with disability) act, 2000, which provides for the test of reasonableness. Thus for the purposes of interpreting the provisions of the act, in determining the reasonableness of (a) any modification to rules, policies or practices, or (b) the removal of architec-
Zèsada rovnakïho zaobchèdzania spoｲóva podﾋa Antidiskriminaｲnïho zèkona v zèkaze diskrimi-nècie z akïhokoﾋvek dúvodu, vo v̅kone prèv a povinnostó, ktor̅ je v sÿlade s dobr̅mi mravmi, a tie™ v preventóvnom sprèvanó vþetk̅ch subjektov, ktorï sÿ tÿto zèsadu v oblastiach upraven̅ch Antidiskriminaｲn̅m zèkonom povinnï dodr™iavaﾝ › teda orgènov þtètnej sprèvy, orgènov ÿzem-nej samosprèvy, orgènov zèujmovej samosprèvy, fyzick̅ch a prèvnick̅ch osúb. Preventóvne sprè-
Combating discrimination › A training manual tural, communication or transport barriers, or (c) the provision of auxiliary aids or services, regard shall be had as to whether such actions could be undertaken without unjustifiable hardship.
Boj proti diskriminècii › Odbornè próruｲka vanie mè spoｲóvaﾝ v prijómanó opatrenó na ochranu pred diskriminèciou, ak je mo™nï prijatie tak̅chto opatrenó po™adovaﾝ vzhﾋadom na konkrïtne okolnosti a mo™nosti osoby, ktorè mè povin-nosﾝ dodr™iavaﾝ zèsadu rovnakïho zaobchèdzania.
An employer shall be considered to discriminate on the grounds of disability in terms of the equal opportunities (persons with disability) act, 2000, if such employer without justification fails to make reasonable accommodation for the disability of such a person, unless the employer can prove that the required accommodation would unduly prejudice the operation of the trade or business run by such employer.
Podﾋa Antidiskriminaｲnïho zèkona diskriminècia zahﾕﾏa nielen priamu diskriminèciu, nepriamu diskriminèciu, obﾝa™ovanie a pokyn na diskriminèciu, ako je tomu v antidiskriminaｲn̅ch smerni-ciach, ale pod svoju definóciu subsumuje aj neoprèvnen̅ postih a nabèdanie na diskriminèciu.
Such failure results in direct discrimination.
Zèkon tie™ prichèdza s konceptom diskriminècie prèvnickej osoby, ｲo je v porovnanó s antidiskri-minaｲn̅mi smernicami taktie™ nùvom.
Article 28 of the employment and industrial relations act provides that if any person (a) files a complaint to the lawful authorities or initiates or participates in proceedings for redress on grounds of alleged breach of the provisions of the act, or (b) discloses information, confidential or otherwise, to a designated public regulating body, regarding alleged illegal or corrupt activities being committed by his employer or by persons acting in the employer's name and interests, it is unlawful to victimise such person for having acted accordingly.
Priama diskriminècia je koncipovanè takmer identicky s definóciou tohto pojmu v antidiskrimi-naｲn̅ch smerniciach. Je definovanè ako konanie alebo opomenutie, pri ktorom sa s osobou zaobchèdza menej priaznivo, ako sa zaobchèdza, zaobchèdzalo alebo by sa mohlo zaobchèdzaﾝ s inou osobou v porovnateﾋnej situècii.
In this case this provision goes further than that required by Article 11 of the employment equality directive since it does not only relate to breaches of the obligation of equal treatment but to any breach of the provisions of the act.
Antidiskriminaｲn̅ zèkon teda na rozdiel od smernóc bli™-þie þpecifikuje, ™e menej priaznivï zaobchèdzanie mú™e byﾝ spúsobenï konanóm alebo opome-nutóm.
The wording of Article 28, particularly in the case mentioned in (b) above, appears to extend protection against victimisation to persons other than the complainant.
Priamou diskriminèciou je teda konanie, ktor̅m niekto priamo znev̅hodﾏuje urｲitÿ osobu pre jej urｲitÿ vlastnosﾝ alebo danosﾝ.
With regards to that which is provided for under Article 9 of the racial equality directive, as yet Mal-tese law does not specifically provide protection to individuals who may be subjected to adverse treatment or adverse consequences as a reaction to a complaint or to proceedings aimed at enforc-ing compliance with the principle of equal treatment, other than for instances relating to employ-ment which would be covered by Article 28 of the employment and industrial relations act, 2002.
Priamou diskriminèciou by bolo napróklad upred-nostnenie mladþej uchèdzaｲky o zamestnanie pred starþou, hoci starþia uchèdzaｲka lepþie spﾊﾏa kritïriè pre prijatie do zamestnania. Priamou diskriminèciou je tie™ nevpustenie Rùma alebo Rùmky do reþtauraｲnïho zariadenia alebo odmietnutie ich obsluhy v tomto zariadenó, a to z dú-vodu ich etnickej prósluþnosti.
Identification of any gaps which have been left by the transposition
Pojem nepriamej diskriminècie je taktie™ definovan̅ v sÿlade s antidiskriminaｲn̅mi smernicami.
It is to be noted that although there are certain provisions of the two Council directives which have still not been implemented such as for example in the case of the specialised body, there are no provisions which are in breach (that is, contrary) of the said directives.
Nepriama diskriminècia predstavuje navonok neutrèlny predpis, rozhodnutie, pokyn alebo prax, ktorï znev̅hodﾏujÿ osobu v porovnanó s inou osobou; nepriama diskriminècia nie je, ak tak̅to predpis, rozhodnutie, pokyn alebo prax sÿ objektóvne odúvodnenï sledovanóm oprèvnenïho zèujmu a sÿ primeranï a nevyhnutnï na dosiahnutie takïho zèujmu.
With regards to those provisions of the directives which are, to date, not yet covered by Maltese legislation, one finds the following:
Nepriama diskriminècia je teda nieｲo, ｲo navonok mú™e vyzeraﾝ ako rovnakï zaobchèdzanie, avþak pri bli™þom skÿmanó mè diskriminaｲn̅ efekt.
(a) Article 13 of Council Directive 2000/43/EC states that Member States are to designate a body or bodies for the promotion of equal treatment of all persons without discrimination on the grounds of racial or ethnic origin.
Nepriamou diskriminèciou by mohla byﾝ napróklad situècia, kedy by sa zamestnèvateﾋ rozhodol poskytovaﾝ rúzne ÿﾋavy a zv̅hodnenia partnerom a partnerkèm zamestnancov, ktoró sÿ s t̅mito partnermi a partnerkami zosobèþe-nó.
This part of the legislation is still lacking in Maltese law even though it is envisaged that this shortcoming will be remedied in the near future.
Takïto zaobchèdzanie by zèroveﾏ znamenalo priamu diskriminèciu z dúvodu rodinnïho stavu, ktorè je v slovenskej pracovnoprèvnej legislatóve zakèzanè.
(b) With regards to the provisions relating to (i) social protection, including social security and healthcare, (ii) social advantages, (iii) education, (iv) access to and supply of goods and services
Samozrejme, tak̅to próklad nemo™no pauþalizovaﾝ, keｵ™e ka™d̅ própad sa v™dy posudzuje s ohﾋadom na konkrïtne okolnosti.
Furthermore, it is to be noted that the only provisions of the employment and industrial relations act, 2002, which is applicable to employment in the public sector are those which relate to indus-trial relations, saving certain exceptions.
V própade osúb so zdravotn̅m postihnutóm je podﾋa Antidiskriminaｲnïho zèkona nepriamou diskriminèciou aj odmietnutie alebo opomenutie zamestnèvateﾋa prijaﾝ takï opatrenia, ktorï by umo™ﾏovali osobe so zdravotn̅m postihnutóm próstup k urｲitïmu zamestnaniu, k v̅konu urｲitej ｲinnosti v zamestnanó, k funkｲnïmu ｲi inïmu postupu v zamestnanó alebo próstup k odbornïmu vzdelèvaniu; to neplató, ak by prijatie tak̅chto opatrenó bolo pre zamestnèvateﾋa neprimerane nèroｲnï.
The provisions of the said act which relate to discrimina-tion in employment have not been extended to cover employees in the public sector. Conse-quently, this means that there is no legislation in force in Malta which implements the provisions of Council Directives 2000/78/EC in relation to public service employees.
Pri posÿdenó, ｲi je prijatie t̅chto neprimerane nèroｲnï, sa berie do ÿvahy prospech, ktor̅ by prijatie opatrenia prinieslo osobe so zdravotn̅m postihnutóm, finanｲnï mo™nosti zamestnèva-teﾋa vrètane dostupnosti finanｲnej alebo inej pomoci potrebnej na prijatie opatrenia a mo™nosﾝ dosiahnuﾝ ÿｲel opatrenia vyþþie uvedenïho opatrenia in̅m, nèhradn̅m spúsobom.
Are the participants aware of and familiar with the examination of national reports by the Committees of CEDAW, CERD, ICCPR and C o R o C as well as material from the ILO?
Definócia obﾝa™ovania prekraｲuje rèmec definócie tohto pojmu obsiahnutej v antidiskriminaｲn̅ch smerniciach, a jej znenie predstavuje pozitóvny posun vo vzﾝahu k púvodnej definócii obsiahnutej v smerniciach.
What have those Committees said about discrimination in the national context?
Prónosom zèkonnej definócie obﾝa™ovania je najmê zakomponovanie odkazu na ﾋudskÿ dústojnosﾝ do jej obsahu, a tie™ bli™þie þpecifikovanie kontextu, v ktorom sa obﾝa™ovanie mú™e vyskytnÿﾝ (v odseku b) definócie).
CEDAW: In March 1991, Malta ratified the UN Convention on the Elimination of all forms of Dis-crimination Against Women.
Obﾝa™ovanóm teda nemusó byﾝ len sexuèlne obﾝa™ovanie, ktorïho obeﾝou sÿ najｲastejþie ™eny, a ktorï mnohó vnómame ako jedinÿ existujÿcu formu obﾝa™ovania.
Some of these reservations have been superseded by changes in legislation made between 1991 and 1994.
Obﾝa™ovanie sa tie™ nemusó diaﾝ v̅luｲne na pracovisku.
The national machinery is currently reviewing these reservations.
Mú™e sa diaﾝ napróklad v þkole › napróklad t̅m, ™e si vyuｲujÿci na niektorïho zo svojich ™iakov ¶sadneƒ.
The following are the reservations enforced by the Government of Malta in 1991:
Pri obﾝa™ovanó je podstatnï to, ako ho vnóma osoba, ktorè je nóm dotknutè, a nie to, ｲi ho za zèva™nï pova™uje osoba, ktorè ho produkuje.
While the Government of Malta is committed to remove, in as far as possible, all aspects of family and property law which may be considered as discriminatory to women, it reserves the right to continue to apply present legislation in that regard until such time as the law is reformed and dur-ing such transitory period until those laws are completely superseded.
Aj preto je dúle™i-tï, aby osoba, ktorè sa domnieva, ™e voｲi nej dochèdza k obﾝa™ovaniu, dala vｲas a jednoznaｲne najavo, ™e takïto zaobchèdzanie je pre ﾏu ne™iaduce.
CERD: The committee considered the combined 13th and 14th periodic reports of Malta (CERD/C/337/Add.3) at its 1 379th and 1 380th meetings (CERD/C/SR.
Podﾋa Antidiskriminaｲnïho zèkona je pokynom na diskriminèciu konanie, ktorï spoｲóva v zneu™i-tó podriadenosti osoby na ÿｲel diskriminècie tretej osoby.