natgillin/translations-raw huggingface dataset:
† accountability (NGOs have been at the forefront of debates regarding accountability and trans-parency ̌ key issues for voluntary action)
Mimovlèdna organizècia predstavuje miestnu, nèrodnÿ alebo medzinèrodnÿ skupinu so stanova-mi vypracovan̅mi v sÿlade so zèkonom, ktorè sleduje jednoznaｲn̅ cieﾋ a vykonèva viditeﾋnï akti-vity, a ktorej riadiaci orgèn mè oprèvnenie reprezentovaﾝ a vyjadrovaﾝ sa v mene jej ｲlenov.
† appropriate national legislation in place regarding its establishment and functioning.
Zvy-ｲajne je to neziskovè organizècia, ktorè sa nespèja so ™iadnym vlèdnym subjektom alebo subjektom sÿkromnïho sektora ｲi politickou stranou.
Why are NGOs better placed than other organisations to work towards combating discrimination?
Akÿ ÿlohu majÿ mimovlèdne organizècie v oblasti boja proti diskriminècii?
† While disaffection with politics grows, engagement in voluntary and community activities is a way for people to contribute to public life by donating their time or money and supporting issues which are of concern to them.
Mimovlèdne organizècie sÿ nevyhnutne potrebnï pre ÿspeþn̅ rozvoj jednotliv̅ch krajón a pre dosiahnutie ich cieﾋov v oblasti zachovania mieru, demokracie, dobrej sprèvy (good governance), zdravia, prosperity a rovnosti.
† Voluntary organisations have increasingly become places where people can debate and engage in issues that affect them, and where they feel they can advocate for change.
Medzi ÿlohy mimovlèdnych organizèció ako nèstroja obｲianskej spoloｲnosti v boji proti diskrimi-nècii mú™e patriﾝ: s Poskytovanie prostriedkov na vyjadrenie a aktóvne rieþenie potrieb ﾋudó, ktoró sÿ vystavenó dis-kriminècii.
† Complex rules surrounding the requirements that NGOs must meet in order to be registered.
s Podpora rúznosti a rovnosti v spoloｲnosti.
NGOs need to comply with the national law, or, if it is arbitrary or disproportionate challenge it by the appropriate mechanism.
s Osloviﾝ þtètne orgèny a podnikateﾋsk̅ sektor, aby aktóvne vystÿpili proti diskriminècii.
† Lack of standing in order to participate in relevant political debates.
s Monitorovanie, dokumentovanie a kritika diskriminaｲn̅ch praktók.
† Perception of affiliation to government or a political party threatening acceptance as an impar-tial advocate of issues.
s Udr™anie problematiky rovnosti v politickej agende a podpora mobilizècie.
They must either acquire the services (paid or unpaid) of qualified pro-fessionals or undertake appropriate training (or both).
Pri plnenó tejto ÿlohy sa musia mimovlèdne organizècie zameraﾝ na vlèdu a podnikov̅ sektor vyvójanóm nètlaku, lobovanóm a vyjednèvanóm tak, ako je to potrebnï,
† Inability to reach some parts of the community due to insensitivity, imposition of externally chosen legal or political aims, cultural or language barriers. NGOs should ensure that their own organisations have a diverse workforce with personnel trained in discrimination awareness issues, awareness of the social and political history, including history of exclusion and discrim-ination of the groups within the community and, where relevant, a range of language skills.
To mú™e napomúcﾝ k zmierneniu predsudkov existujÿcich v rèmci spoloｲnosti, a t̅m podporovaﾝ rovnosﾝ, s pracovaﾝ otvorene a spoloｲne s ostatn̅mi mimovlèdnymi organizèciami, ktorï púsobia v pró-buzn̅ch oblastiach, a predchèdzaﾝ konfliktom a hèdkam medzi nimi, s vyvójaﾝ nètlak na þtètnu moc, aby ratifikovala medzinèrodnï nèstroje, ktorï umo™ﾏujÿ vykonè-vaﾝ medzinèrodn̅ dohﾋad nad vlèdnymi praktikami, s poskytovaﾝ vnÿtroþtètnym a medzinèrodn̅m orgènom dúle™itï a spoﾋahlivï informècie, z kto-r̅ch mú™u vychèdzaﾝ pri hodnotenó situècie v oblasti diskriminècie v danom þtète.
This may be due to a number of factors including minimal funding, resources, time, resistance to taking on the role of employer, continuity of personnel (especially in an organisation where there is a high turnover of enthusiastic volunteers), low staff morale or downright chaos, and results in NGOs not reaching their full efficiency potential.
Struｲne povedanï, ÿlohou mnoh̅ch mimovlèdnych organizèció je kontrola, monitorovanie a kriti-ka krokov uskutoｲnen̅ch vlèdou a neþtètnymi inþtitÿciami, dopﾊﾏanie ÿlohy vlèdy v oblasti boja proti diskriminècii a pomoc jednotlivcom a skupinèm pri presadzovanó ich prèv.
See, for example, the Council of Europe document, `Fundamental principles on the status of NGOs in Europe', w w w . c offe . 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
Ako konkrïtne mú™u mimovlèdne organizècie bojovaﾝ proti diskriminècii?
The information provided was put together by the contractor producing this report in coopera-tion with his national NGO partners, and views expressed do not represent any official view of the European Commission and in particular the Directorate-General for Employment, Social Affairs and Equal Opportunities.
2. àloha mimovlèdnych organizèció v boji proti diskriminècii s organizovanie kampanó, obhajovanie zavèdzania zmien do praxe (na rozdiel od politók a zèko-nov)
† For the participants to be familiar with the national provisions and procedures which have been/have to be adopted to transpose the directives, and to have verified that the transposi-tion has been/can be properly carried out.
Podrobnostiam t̅kajÿcim sa t̅chto oblastó sa budÿ venovaﾝ ｵalþie stretnutia.
† For the participants to be able to restate the main principles of the directives, and the national implementing provisions, and to have critically assessed the impact the directives and the national implementing provisions have had/will have in their work.
s ﾋudskï zdroje s zruｲnosti s vedomosti s odbornosﾝ s otvorenosﾝ s transparentnosﾝ s zodpovednosﾝ (mimovlèdne organizècie sa nachèdzajÿ v popredó diskusie t̅kajÿcej sa zodpo-vednosti a transparentnosti - kﾋÿｲov̅ch otèzok dobrovoﾋnóckej ｲinnosti) s financovanie s nediskriminaｲnï postoje v rèmci vlastnej organizècie s existujÿca prósluþnè vnÿtroþtètna legislatóva upravujÿca zakladanie a fungovanie mimovlèd-nych organizèció
The transposition of the directives into national law
V ｲom majÿ mimovlèdne organizècie v̅hodu oproti in̅m organizècièm v boji proti diskriminècii?
*** Wherever possible, the participants, not the trainers, should be providing the `answers' to these questions ̌ the trainer is only there to ensure that ̌ at the end of the session ̌ partici-pants are possessed of accurate information.
s Dobrovoﾋnócke organizècie hrajÿ kﾋÿｲovÿ ÿlohu v anga™ovanó sa v rèmci komunót na miestnej, regionèlnej, nèrodnej i medzinèrodnej ÿrovni.
Since the Member States are only bound by the objectives laid down in directives, they have some discretion, when transposing them into national law, in taking account of specific national circumstances. For example with regards to sanctions.
s Dobrovoﾋnócke organizècie sa stèvajÿ miestom, kde ﾋudia mú™e diskutovaﾝ a anga™ovaﾝ sa pri rieþenó otèzok, ktorï sa ich t̅kajÿ, a kde majÿ pocit, ™e mú™u podporiﾝ zmenu.
For many years the focus of EU action in the field of non-discrimination was on preventing dis-crimination on the grounds of nationality and sex (i.e. `gender' discrimination).
s Zlo™itï pravidlè sÿvisiace s po™iadavkami, ktorï musia mimovlèdne organizècie splniﾝ, aby boli zaregistrovanï.
In 1997, however, the Member States approved unanimously the Treaty of Amsterdam. Article 13 of this new Treaty granted the Community new powers to combat discrimination on the grounds of sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation.
Mimovlèdne organizècie, ktorï sa chcÿ zaregistrovaﾝ, by sa mali podrobne oboznèmiﾝ s t̅mito pravidlami a podniknÿﾝ sprèvne kroky a zóskaﾝ vþetky potrebnï dokumenty na to, aby vyhoveli podmienkam registrècie.
Since the Treaty of Amsterdam came into force in 1999, new EC laws, or directives, that have been enacted in the area of anti-dis-crimination are the racial equality directive (2000/43/EC), and the employment equality directive (2000/78/EC).
s Zèkaz ｲinnosti organizèció vykonèvajÿcich urｲitï aktivity, ak nie sÿ zaregistrovanï.
Council Directive 2000/43/EC implements the principle of equal treatment between persons irrespective of racial or ethnic origin, and Council Directive 2000/78/EC establishes a gen-eral framework for equal treatment in employment and occupation.
Organizècie sa musia rozhodnÿﾝ, do akej miery je to pre ne dúle™itï, a ｲi sa majÿ zaregistrovaﾝ alebo nie.
The principal rules laid down in the two directives are as follows.
s Zèkaz vykonèvania urｲit̅ch ｲinnostó dokonca aj po registrècii.
The racial equality directive (2000/43/EC):
s Nespúsobilosﾝ na ÿｲasﾝ v relevantn̅ch politick̅ch debatèch.
† Implements the principle of equal treatment between people irrespective of racial or ethnic origin;
Mimovlèdne organizècie mú™u pomèhaﾝ t̅m, ktoró sÿ na to spúsobiló, alebo sa mú™u sna™iﾝ zmeniﾝ pravidlè.
† Gives protection against discrimination in employment and training, education, social protection (including social security and healthcare), social advantages, membership and involvement in organisations of workers and employers and access to goods and services, including housing;
s Vnómanie prepojenia s vlèdou alebo politickou stranou ohrozuje akceptovanie mimovlèdnej organizècie ako nezaujatïho obhajcu danej problematiky. Dobrè mimovlèdna organizècia by mala byﾝ opatrnè pri v̅bere kauzy, ktorÿ bude obhajovaﾝ, aby prediþla potencièlnemu spèjaniu svojho mena s politickou stranou.
Direct discrimination
Mimovlèdne organizècie by si mali byﾝ istï, ™e chèpu v̅znam dobrïho organizaｲnïho a finanｲnïho mana™mentu.
Direct discrimination occurs when a person is treated less favourably than another in a comparable situation because of their racial or ethnic origin, religion or belief, disability, age or sexual orientation.
s Nedostatok financió a obmedzenï zdroje, nedostatok informèció a usmernenó t̅kajÿcich sa pró-stupu k dostupn̅m finanｲn̅m zdrojom na nèrodnej, eurùpskej alebo medzinèrodnej ÿrovni.
An example of direct discrimination is a job advert, which says `no disabled people need apply'.
Je potrebnï kontaktovaﾝ nèrodnÿ komisiu pre rovnosﾝ, orgèny pre koordinèciu ｲinnosti mimo-vlèdnych organizèció, miestne zastÿpenia Eà a medzinèrodn̅ch donorov v regiùne, aby bolo mo™nï identifikovaﾝ vhodnï zdroje financovania.
That's why indirect discrimina-tion is also covered.
Na druhej strane skÿsenosti z USA dokazu-
Indirect discrimination occurs when an apparently neutral provision, criterion or practice would disadvantage people on the grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation unless the practice can be objectively justified by a legitimate aim.
2. àloha mimovlèdnych organizèció v boji proti diskriminècii jÿ, ™e daﾏovï ÿﾋavy poskytovanï neziskov̅m organizècièm motivujÿ verejnosﾝ, aby poskytova-la próspevky a podporujÿ sÿkromnï charitatóvne dary z komerｲnïho sektora.
An example of indirect discrimination is requiring all people who apply for a certain job to sit for a test in a particular language, even though that language is not necessary for the job. The test might exclude more people who have a different mother tongue.
Je potrebnï, aby sa vlèda, komerｲnè komunita a mimovlèdne organizècie navzèjom uznali za neoddeliteﾋn̅ch partnerov s rovnocenn̅m postavenóm a s nespornou a v̅znamnou ÿlohou, ktorÿ ka™d̅ z nich zohrèva pri rozvoji spoloｲnosti.
Harassment is deemed to be discrimination when an unwanted conduct related to racial or ethnic origin takes place with the purpose of violating the dignity of a person on grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation and creating an intimidating, hostile, degrading, humiliating and offensive environment is prohibited by the new rules.
Vlèda uzèkoﾏuje a presadzuje pravidlè a na-riadenia, ktorï definujÿ politickï prostredie potrebnï pre aktivity mimovlèdnych organizèció, aby zapustili svoje korene.
Victimisation occurs when someone is discriminated against for having made a complaint about discrimination or supporting a colleague who has made a complaint.
Komerｲnï podniky mú™u poskytnÿﾝ know-how, zdroje a technickÿ pomoc, zatiaﾋ ｲo mimovlèdne organizècie ponÿkajÿ praktickï vedomosti, vzﾝahy a implemen-taｲnï systïmy potrebnï na to, aby bol finèlny v̅sledok trvalo udr™ateﾋn̅.
† Allows for positive action measures to be taken, in order to ensure full equality in practice.
s Nedostatoｲnï vyu™itie potencièlnej podpory z komerｲnïho sektora.
The directives recognise explicitly that outlawing discrimination will not necessarily be enough by itself to ensure genuine equality of opportunity for everyone in society.
Mimovlèdne organizècie by sa mali usilovaﾝ dosiahnuﾝ ¶komerｲnÿ anga™ovanosﾝƒ.
Specific measures might be called for to compensate for disadvantages arising from a person's racial or ethnic origin, age or other characteristics which might lead to them being treated unfairly.
V sÿｲasnosti narastè poｲet mimovlèd-nych organizèció, ktorï sa anga™ujÿ v komerｲn̅ch ¶partnerstvèchƒ s cieﾋom spoloｲne rieþiﾝ kﾋÿｲovï problïmy.
For example, ethnic minorities may need special training and specific help to have a reasonable chance of finding a job.
s Neschopnosﾝ osloviﾝ niektorï ｲasti komunity z dúvodu ﾋahostajnosti, stanovenia zvonku vybra-n̅ch prèvnych a politick̅ch cieﾋov, kultÿrnej a jazykovej bariïry.
† Gives victims of discrimination a right to make a complaint through a judicial or administrative procedure, associated with appropriate penalties for those who discriminate.
s Mnohï mimovlèdne organizècie uplatﾏujÿ pomerne mèlo kvalitnï praktiky v oblasti riadenia a zamestnèvania, ktorï mú™u prispievaﾝ k zni™ovaniu morèlky a negatóvne ovplyvniﾝ efektóv-nosﾝ ich ｲinnosti.
† Allows for limited exceptions to the principle of equal treatment, for example in cases where a difference in treatment on the ground of race or ethnic origin constitutes a genuine occupa-tional requirement.
Prókladom je nedostatok alebo neexistencia organizovanej þtruktÿry alebo hierarchie a/alebo nedostatoｲn̅ alebo ch̅bajÿci systïm riadenia.
† Shifts the burden of proof between the complainant and the respondent in civil and adminis-trative cases, so that once an alleged victim establishes facts from which it may be presumed that there has been discrimination, it is for the respondent to prove that there has been no breach of the equal treatment principle.
Próｲin tohto stavu mú™e byﾝ niekoﾋko, vrètane veﾋmi nózkeho financovania, zdrojov, ｲasovej nèroｲnosti, neochoty prijaﾝ ÿlohu zamestnèvateﾋa, slabè personèlna kontinuita (hlavne v própade organizèció s vysokou fluktuèciou entuziastick̅ch dobrovoﾋnókov), nózka morèlka personèlu ｲi vysloven̅ chaos, kto-r̅ch dúsledkom je neschopnosﾝ mimovlèdnych organizèció plne a efektóvne vyu™iﾝ svoj poten-cièl.
The requirement that the burden of proof should be shifted, or shared, in this way is a recognition of two general aspects of discrimination cases. The first is that those suffering discrimination are
Tÿto prekè™ku je mo™nï prekonaﾝ dohodnut̅m rozdelenóm mana™ïrskych ÿloh, þpecièlny-mi mana™ïrskymi þkoleniami, kompetentnou vnÿtornou sprèvou a pravidelnou kontrolou zèle™itostó t̅kajÿcich sa administratóvy a zamestnèvania.
The main legislation on discrimination under Maltese law are the equal opportunities (persons with a disability) act, the employment and industrial relations act, Legal Notice 461 of 2004 and the equality for men and women act. We also find reference to discrimination in other legislation like the constitutional code, the criminal code, the press act and the broadcasting authority act.
Poskytnutï informècie boli zaznamenanï dodèvateﾋom, ktor̅ tÿto sprèvu vytvoril spolu s nèrodn̅mi partnermi v oblasti mimovlèdnych organizèció a uvedenï postoje nepredstavujÿ oficièlne stanovisko Eurùpskej komisie ani Generèlneho riaditeﾋstva pre zamestnèvanie, socièlne veci a rovnosﾝ próle™itostó.
Under the Constitution of Malta it is stated, in Article 45, that no law shall make any provision that is discriminatory either of itself or in its effect and that no person shall be treated in a discrimina-tory manner by any person acting by virtue of any written law or in the performance of the func-tions of any public office or any public authority.
Ciele pre ÿｲastnókov: Diskriminècia vo vnÿtroþtètnom kontexte s oboznèmiﾝ sa s vnÿtroþtètnymi ustanoveniami a procesn̅mi mechanizmami, ktorï boli prijatï za ÿｲelom transpozócie antidiskriminaｲn̅ch smernóc (konkrïtne Rèmcovej a Rasovej smernice), a overiﾝ si, ｲi smernice boli transponovanï ÿplne s oboznèmiﾝ sa s prèvnymi a mimoprèvnymi prostriedkami ochrany, ktorï sÿ v própadoch diskri-minècie k dispozócii na vnÿtroþtètnej a medzinèrodnej ÿrovni, ako aj so spúsobmi, ak̅mi tieto prostriedky mo™no vyu™óvaﾝ s upevniﾝ si poznatky o antidiskriminaｲn̅ch smerniciach a vnÿtroþtètnych implementaｲn̅ch predpisoch prijat̅ch na ich zèklade a o zèkladn̅ch princópoch, na ktor̅ch sÿ tieto smernice a predpisy postavenï, a kriticky zhodnotiﾝ dopad smernóc a vnÿtroþtètnej legislatóvy na prècu ÿｲastnókov (v minulosti aj v budÿcnosti) s oboznèmiﾝ sa s mo™nosﾝami boja proti diskriminècii v Slovenskej republike vypl̅vajÿcimi z me-dzinèrodn̅ch zèvêzkov SR
Article 139A(d) of the criminal code provides that any public officer or servant or any other person acting in an official capacity who intentionally inflicts on a person severe pain or suffering, wheth-er physical or mental for any reason based on discrimination of any kind, shall, on conviction, be liable to imprisonment for a term of five to nine years.
Ako u™ bolo uvedenï v kapitole ｲ. 1 (Zèkladnï otèzky) Manuèlu pre ÿｲastnókov seminèra ¶Postavenie mimovlèdnych organizèció v boji proti diskriminèciiƒ, jednou z povinnostó stanoven̅ch prèvom Eà vo vzﾝahu k ｲlensk̅m þtètom je povinnosﾝ do prèvnych poriadkov transponovaﾝ smernice prijatï inþtitÿcia-mi Eà.
The criminal code does not provide any definition of the term discrimination or a description of those instances which may constitute discriminatory treatment.
Smernica je prèvny akt, ktor̅ je pre ｲlensk̅ þtèt zèvêzn̅ vo vzﾝahu k v̅sledku, ktor̅ sa mè smer-nicou dosiahnuﾝ.
Furthermore, to date the Maltese courts have not yet provided any such definition or description.
Formy a metùdy, ktor̅mi sa tento cieﾋ dosiahne, je ponechan̅ na ｲlensk̅ch þtètoch.
In addition, in its efforts to combat racism and xenophobia, the Maltese government has recently introduced a new provision in the criminal code by criminalising incitement to racial hatred. It is to be noted that the term `racial hatred' in this context refers to hatred against a group of persons in Malta defined by reference to colour, race, nationality (including citizenship) or ethnic or nation-al origins.
Nesplnenie si povinnosti implementovaﾝ smernicu zo strany ｲlenskïho þtètu mú™e maﾝ za nèsle-dok konanie o poruþenó zmluvy pred Sÿdnym dvorom Eurùpskych spoloｲenstiev iniciovanï Eurùpskou komisiou, ktorï mú™e vyÿstiﾝ a™ do ulo™enia pokuty ｲlenskïmu þtètu.
Article 82A (1) provides that any person who uses any threatening, abusive or insulting words or behaviour, or displays any written or printed material which is threatening, abusive or insulting, or otherwise conducts himself in such a manner, with intent thereby to stir up racial hatred or where racial hatred is likely, having regard to all the circumstances, to be stirred up shall, on conviction, be liable to imprisonment for a term of six to 18 months.
Neimplemento-vanie alebo nesprèvne implemetnovanie smernice mú™e tie™ viesﾝ k vzniku zodpovednosti za þkodu vo vzﾝahu k subjektom, ktoró sÿ neimplementovanóm alebo nesprèvnym implementovanóm smernóc poþkodenó.
It is to be noted that such interpretation is only restricted to proceedings instituted before the industrial tribunal in cases of alleged discrimination in employ-ment under the employment and industrial relations act, 2002.
2000/78 z 27.11.2000, ktorou sa ustanovuje vþeobecn̅ rèmec pre rovnakï zaobchèdzanie v za-mestnanó a povolanó, a to bez ohﾋadu na nèbo™enstvo a vieru, postihnutie, vek alebo sexuèlnu orientèciu (ｵalej len ¶Rèmcovè smernicaƒ).
This legal notice does not apply to alleged discrimination under any other legislation in Malta.
Okrem toho bola v roku 2002 novelizovanè smernica 76/207 o rovnakom zaobchèdzanó s mu™mi a ™enami, ktorè otèzky sÿvisiace s diskriminèciou upra-vuje podobn̅m spúsobom ako antidiskriminaｲnï smernice prijatï v roku 2000 (smernica o rovna-kom zaobchèdzanó s mu™mi a ™enami vþak nie je predmetom tohto seminèra).
Assumed and associated discrimination
Najneskorþó termón, ktor̅ bol urｲen̅ na transpozóciu Rasovej smernice, bol 19. jÿl 2003.
Article 3(1)(b) of the equal opportunities (persons with a disability) act, 2000, provides that a person is considered to be acting in a discriminatory manner when:
Lehota na transpozóciu smernice o rovnakom zaobchèdzanó s mu™mi a ™enami uplynie 5. oktùbra 2005.
`he treats or proposes to treat a person less favourably on the basis of a characteristic that apper-tains generally to persons who have such a disability or a presumed characteristic that is gener-ally imputed to persons who have such a disability.'
Pasﾝ eurùpskej antidiskriminaｲnej legislatóvy bola do slovenskïho prèvneho poriadku inkorporo-vanè u™ v procese harmonizècie prèva SR v ｲase pred vstupom do Eà.
Article 6 of the said act also provides that a person shall be discriminating against another person on the ground of disability if he treats or proposes to treat such other person less favourably than he treats or would treat others who do not have such a disability because of the fact that such other person is accompanied by (a) an interpreter; (b) a reader; (c) an assistant; or (d) a carer.
Konkrïtne, Zèkonnók prèce u™ od roku 2000 obsahoval ustanovenia, ktorï zakazovali diskriminèciu v pracovnoprèvnych vzﾝa-hoch z viacer̅ch dúvodov, ktorï poｲtom presahovali dúvody obsiahnutï v antidiskriminaｲn̅ch smerniciach (avþak na druhej strane neobsahovali zèkaz diskriminècie na zèklade sexuèlnej orien-tècie).
It is argued that this could be deemed to constitute discrimination by association.
Podobne Zèkon na ochranu spotrebiteﾋa obsahoval vþeobecnï ustanovenie zakazujÿce diskriminèciu spotrebiteﾋa.
Furthermore, since Legal Notice 461 of 2004 now provides for the prohibition of both direct and indirect discrimination, and such definitions are taken from the Council directives, then it may be argued that Maltese law prohibits discrimination based on presumed characteristics.
365/2004 Z. z. o rovnakom zaobchèdzanó v niektor̅ch oblastiach a o ochrane pred diskriminèciou a o zmene a doplnenó niektor̅ch zèkonov (Antidiskriminaｲn̅ zèkon), ktorï nasledovalo po neÿspeþn̅ch pokusoch prijaﾝ komplexnÿ a rèmcovÿ antidiskriminaｲnÿ legislatóvu.
However, this has not been raised before by a judicial authority in Malta as yet.
Zèkon bol pri-jat̅ 20. mèja 2004 a ÿｲinnosﾝ nadobudol 1. jÿla 2004.
Under Maltese law, the equal opportunities (persons with disability) act, 2000, does not make any express reference to direct and indirect discrimination. In fact, as seen above, there is no specific definition of discrimination or discriminatory treatment in the act.
Zèkladn̅ rèmec, ktor̅ na Slovensku zakotvuje princóp rovnosti a zèkazu diskriminècie, predstavu-je àstava Slovenskej republiky. àstava v ｲlènku 12 stanovuje, ™e ﾋudia sÿ si rovnó v dústojnosti i v prèvach.
Instead there is a list of those instances which are deemed to constitute discrimination under the act.
Tie™ hovoró, ™e zèkladnï prèva a slobody sa na ÿzemó Slovenskej republiky zaruｲujÿ
Article 3 deals with disability discrimination in terms of less favourable treatment:
Nikoho nemo™no z t̅chto dúvodov poþkodzovaﾝ, zv̅hodﾏovaﾝ alebo znev̅-hodﾏovaﾝ.
(1) A person shall discriminate against another person on the grounds of disability in any circum-stances relevant for the purposes of any provision of this act, if:
Ako vidno z formulècie ¶inï postavenieƒ, v̅poｲet dúvodov, na zèklade ktor̅ch nemo™-no nikoho poþkodzovaﾝ, zv̅hodﾏovaﾝ alebo znev̅hodﾏovaﾝ, nie je uzavret̅, a teda neexistuje nijak̅ dúvod, preｲo by diskriminècia nemala byﾝ zakèzanè napróklad aj z dúvodu zdravotnïho postihnutia, veku, ｲi sexuèlnej orientècie.