natgillin/translations-raw huggingface dataset:
(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:
Pri-dobitev novih zakonov pa je tudi v tem, da sedaj enakost ni zagotovljena le z ustavo, paｲ pa tudi na zakonski ravni, kar bo predvsem okrepilo sodno varstvo v primerih krþitev z diskriminacijo (vla-ganje ustavnih prito™b je namreｲ bolj zapleteno kot uporaba drugih sodnih postopkov).
(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
Glede na to, da se v Sloveniji pojavljajo primeri diskriminacije, ki jih direktivi ne prepovedujeta, je dobro, da slovenska zakonodaja þiri obseg varstva glede na temelje diskriminacije.
(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'.
Primeri, ki jih direktiva ne pokriva, se pa pojavljajo, so namreｲ diskriminacija zaradi dr™avljanstva, jezika, social-nega izvora, finanｲnega polo™aja in zdravstvenega stanja.
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.
Prav tako je pomemben nereþeni primer izbrisanih, kjer se meþa veｲ temeljev diskriminacije.
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.
Odbori pri Organizaciji zdru™enih narodov
Legal Notice 461 of 2004 issued under the employment and industrial relations act, 2002, provides for the prohibition against direct discrimination.
Potrebno je omeniti tudi druge primere diskriminacije v Sloveniji, na katere opozarjajo nekatere mednarodne institucije.
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.
Med temi institucijami so þe posebej pomembni odbori, ki delujejo v okvi-ru Organizacije zdru™enih narodov in ki so bili ustanovljeni z mednarodnimi konvencijami. Ti odbori so: 1 s฀Odbor za ｲlovekove pravice (Human Rights Committee › HRC, ki je bil ustanovljen z Mednarod-nim paktom o dr™avljanskih in politiｲnih pravicah); s฀Odbor za ekonomske, socialne in kulturne pravice (Committee on Elimination Social and Cul-tural Rights › CESCR, ki je bil ustanovljen z Mednarodnim paktom o ekonomskih, socialnih in kulturnih pravicah);2 s฀Odbor za odpravo rasne diskriminacije (Committee on Elimination of Racial Discrimination › CERD, ki je bil ustanovljen s Konvencijo za odpravo vseh oblik rasne diskriminacije); s฀Odbor za odpravo diskriminacije ™ensk (Committee on Elimination of Discrimination against Women › CEDAW, ki je bil ustanovljen s Konvencijo o odpravi diskriminacije ™ensk); s฀Odbor za pravice otroka (Committee on the Rights of the Child › CRC, ki je bil ustanovljen s Konvencijo o pravicah otroka); s฀Odbor proti muｲenju (Committee against Torture › CAT, ki je bil ustanovljen s Konvencijo).
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.
Poroｲila Slovenije o uresniｲevanju konvencij Zdru™enih narodov in poroｲila odborov Zdru™enih narodov s priporoｲili Sloveniji se nahajajo v slovenþｲini na spletni strani http://www.gov.si/mzz/zunanja_poli/lovekove_prav.html#links.
Legal Notice 461 of 2004 issued under the employment and industrial relations act, 2002, provides for the prohibition against indirect discrimination.
Slovenija bo prvo poroｲilo zagovarjala v novembru 2005.
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.
Ti odbori nadzorujejo izvajanje konvencij ter pregledujejo periodiｲna poroｲila dr™av podpisnic konvencij o tem, kakþna je raven spoþtovanja pravic, zaþｲitenih z navedenimi konvencijami.
In fact, the same test which applies to Article 2(2)(b) of Council Directive 2000/78 to determine whether there has been indirect discrimination or otherwise, applies to Regulation 3(2)(b) of Legal Notice 461 of 2004.
Vlada Republike Slovenije je namreｲ vsakih nekaj let dol™na poroｲati odborom o ravni spoþtovanja ｲlo-vekovih pravic na podroｲjih, ki jih konvencije urejajo.
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. In this context, the concept of harassment may be defined in accordance with the national laws and practice of the Member States.
CEDAW: s opozarja na diskriminacijo romskih ™ensk; s poziva slovensko vlado, naj bolj natanｲno zbira podatke o diskriminaciji, na podlagi katerih bo mogoｲe narediti podrobne analize in ugotoviti, kakþna je stopnja diskriminacije.
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.
H R C : 3 s zadnje poroｲilo Slovenije je bilo temu odboru predlo™eno leta 1994, vendar je odbor ™e takrat Slovenijo opozoril na vpraþanje pomanjkljive ureditve statusa nepriznanih manjþin iz drugih republik nekdanje Jugoslavije, ki so veliko þtevilｲnejþe od priznane mad™arske in italijanske manjþine, ki pa imata priznano vrsto posebnih pravic z mnogimi podroｲnimi zakoni.
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. 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.
CRC: s opozarja na slab polo™aj otrokov izbrisanih prebivalcev Slovenije; s opozarja na slab polo™aj polo™aj romskih otrok; s opa™a neenakost otrok pripadnikov nepriznanih manjþin; s opozarja na slab polo™aj invalidnih deklic, ki so v slabþem polo™aju glede svojih mo™nosti na podroｲju izobra™evanja ne le v primerjavi z drugimi otroki, pa tudi z invalidnimi deｲki.
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.
3 Slovenija zagovarja 2. periodiｲno poroｲilo v juliju 2005.
Reasonable accommodation duties (Article 2(2)(b)(ii) and Article 5 of Directive 2000/78/EC)
# A T : s opozarja na navedbe, da policija pretirano uporablja silo, zlasti pri pripadnikih etniｲnih manj-þin, s opozarja, da loｲeni statistiｲni podatki o etniｲno motiviranih zlorabah s strani policije in drugih javnih uradnikov niso na voljo.
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.
Glede na to, da v Sloveniji komentarji in priporoｲila, ki jih odbori pripravijo po obravnavi dr™avne-ga poroｲila (ki ga pripravi vlada), ne dosegajo medijske odmevnosti, vlada nanje tudi ne reagira javno.
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.
To pa lahko nevladne organizacije spremenijo s tem, da opozorijo medije na dejstvo, da je kateri od zgoraj omenjenih odborov izdal priporoｲila.
Article 7 of the equal opportunities (persons with disability) act, 2000, provides that employers must provide reasonable accommodation for employees with disabilities.
Pe nevladne organizacije menijo, da navedbe v dr™avnih poroｲilih niso zadostne ali toｲne, je pomebno, da se zavedajo, da lahko vedno pripravijo alternativna poroｲila, ki dr™avna poroｲila dopolnjujejo ali celo popravljajo.
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.
Pe nevladna organizacija nima znanja ali sredstev za pripravo svojega alternativnega poroｲila, ima pa informacije in podatke, za katere meni, da bi jih odbori morali poznati, potem naj takþne informacije in podatke sporoｲi drugi nevladni organizaciji, ki jih lahko vkljuｲi v svoje alternativno poroｲilo.
Article 7 of the act lists those instances in which an employer shall be considered to discriminate on the grounds of disability.
Vｲasih zadostuje, da nevladne organizacije med letom ali sproti poþiljajo podatke (o sistematiｲnih krþitvah) kontaktni osebi v odboru, ker potem ta nadalje raziþｲe ali naredi poizvedbo glede na prejeto dr™avno poroｲilo.
Such instances include, inter alia, if the employer unreasonably 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 his trade or business), or if the employer denies employment opportunities to such a person and denial is based on the fact that he would be required to make reasonable accommodation for the disabil-ity of such person.
Nevladne organizaci-je namreｲ niso omejene le na obiｲajne mehanizme, ki se jih nevladne organizacije ponavadi poslu™ujejo, temveｲ jim lahko koristijo tudi posamezni vladni ali medvladni kontakti, naｲini delovanja in sodelovanja.
There is no requirement under Maltese legislation to provide reasonable accommodation to peo-ple discriminated against on the other grounds covered by the two directives.
Glede na to, da je krovni protidiskri-minacijski zakon priｲel veljati þele leta 2004 in da ovire þe niso bile identificirane, vlada tudi þe ni sprejela nobenih ukrepov za odpravo morebitnih ovir.
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.
Nevladne organizacije ™e delajo na nekaterih projektih, s katerimi poskuþajo oceniti ustrez-nost nove slovenske zakonodaje na tem podroｲju skupaj z ustreznostjo ™e obstojeｲih postop-kov, ki jih je v kombinaciji z novo protidiskriminacijsko zakonodajo mogoｲe uporabiti v boju zoper diskriminacijo.
This is mainly because the KNPD try to avoid going to court by reaching an agreement.
Nevladne organizacije, ki se s tem ukvarjajo, so Mirovni inþtitut ter usta-nova Fundacija GEA 2000.
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.
Slednja je pripravila þtudijo o implementaciji direktiv v Sloveniji na zakonski ravni, Mirovni inþtitut pa je po pripravi podobne þtudije priｲel izvajati tudi izobra™e-vanja za sodnike, to™ilce in pripravnike ter za nevladne organizacije, na poti pa je tudi prvi znanstveni zbornik na temo boja proti diskriminaciji v Sloveniji.
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.
Mirovni inþtitut je obenem izvedel socioloþko raziskavo o tem, kako skupine z visokim tveganjem diskriminacije v Slove-niji do™ivljajo diskriminacijo ter kako do™ivljajo druge skupine.
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-
Cilj teh projektov je predvsem raziskovanje pojavljanja diskriminacije ter osveþｲanje ciljnih skupin, ki v dru™bi lahko bistveno pripomorejo k reþevanju primerov diskriminacije in prepreｲevanju, da bi se sploh zgodili.
Such failure results in direct discrimination.
V ta namen na dr™avni in mednarodni ravni obstajajo postopki, ki se jih je mogoｲe poslu-™iti v primerih diskriminacije.
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.
V tem poglavju so navedena pravna sredstva, ki so na voljo na lokalni ali dr™avni ravni v primerih diskriminacije pri zaposlovanju in delu zaradi rasne ali etniｲne pripadnosti, vere ali prepriｲanja, invalidnosti, starosti ali spolne usmerjenosti in ki so doloｲeni z domaｲo zakonodajo, z namenom izvajanja direktiv Sveta 2000/43/ES in 2000/78/ES.
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.
Ko pri zaposlovanju ali delu pride do situacije, ko dejstva ka™ejo na obstoj diskriminacije, vedno najprej obstaja mo™nost neformalne reþitve spora.
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.
Ustaljena praksa je, da se nasprotno stran v sporu naprej pisno pozove, da preneha z dejanji (v tem primeru bi þlo za diskriminatorno ravnanje) ali da odpravi posledice svojega ravnanja.
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.
Hkrati pa se nasprotno stran opozori, da bodo uporab-ljena ustrezna pravna sredstva, ｲe: s ne bo prenehala z diskriminatornim ravnanjem, s ne bo odpravila posledic diskriminatornega ravnanja ali s ne bo ravnala tako, kot bi v skladu z naｲelom enakega obravnavanja morala ravnati.
Identification of any gaps which have been left by the transposition
Na ta naｲin se krþitelju ponudi mo™nost popraviti njegovo ravnanje.
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.
Nasprotni strani je tako vedno omogoｲeno, da se o zadevi izjavi, razreþi morebitni nesporazum ali pa se, ｲe gre za primer neza-vedne diskriminacije, zave svojega diskriminatornega ravnanja in odpravi posledice.
With regards to those provisions of the directives which are, to date, not yet covered by Maltese legislation, one finds the following:
V primeru, da neformalno pismo ali pogovor ne zale™e, þe vedno obstaja vrsta drugih postopkov, ki pa so pona-vadi tudi dra™ji in dolgotrajnejþi.
(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.
Pe gre za diskriminacijo pri zaposlovanju in delu in ｲe se na primer izka™e, da so vztrajno diskrimi-nirane samo doloｲene skupine ljudi, lahko pogajanja z delodajalci o izboljþanju pogojev za te skupine ljudi prevzamejo sindikati.
(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
Nekateri delodajalci (predvsem veｲja podjetja) so vzpostavili notranje prito™bene postopke, v katerih lahko njihovi zaposleni vlagajo prito™be zoper najrazliｲnejþa ravnanja ali opustitve, s kate-
Discrimination in the national context which are available to the public, and (v) housing, under Article 3(1)(e) to (h), Directive 2000/43, there is no specific legislation in Malta which prohibits discrimination in these matters.
Diskriminacija v nacionalnem kontekstu rimi jim je bila po njihovem mnenju krþena pravica do enakega obravnavanja.
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.
Pogoji za vlaganje prito™b so ponavadi doloｲeni z internimi pravilniki in se med seboj razlikujejo, zato jih je potrebno preveriti v vsakem posameznem primeru.
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.
Takþen postopek bi se npr. lahko uporabil v primeru napredovanja, prito™bo pa bi lahko vlo™ila oseba, ki ni napredovala, ｲe bi menila, da je bila do napredovanja upraviｲena, pri tem pa bi obstajala dejstva, ki bi kazala na to, da ni napredovala zaradi katere od svojih osebnih znaｲilnosti.
If appropriate, allow time to read carefully selected comments.
d) Upravni postopki, vkljuｲno z inþpektoratom za delo
What have those Committees said about discrimination in the national context?
V primerih krþitve naｲela enakosti je mo™no vlo™iti prijavo na inþpektorat za delo, ki nadzoruje izvajanje Zakona o delovnih razmerjih.
CEDAW: In March 1991, Malta ratified the UN Convention on the Elimination of all forms of Dis-crimination Against Women.
Ta zakon je v boju proti diskriminaciji zelo pomemben, saj izrecno prepoveduje diskriminacijo pri zaposlovanju in delu.
Malta also entered CEDAW reservations to Articles 11, 13, 15 and 16, Article 15 being on discrimination.
Ko prejme prijavo, inþpektor za delo opravi postopek po Zakonu o inþpektorskem nadzoru in Zakonu o sploþnem upravnem postopku.
Some of these reservations have been superseded by changes in legislation made between 1991 and 1994.
Po opravljenem postopku izda sklep, s katerim odloｲi, ali je prþlo do krþitve ali ne.
The national machinery is currently reviewing these reservations.
Pe je priþlo do krþitve kazenskega zakonika (kaznivo dejanje krþitve enakopravnosti), lahko poda kazensko ovad-bo.
The following are the reservations enforced by the Government of Malta in 1991:
Pe je delodajalec storil prekrþek, inþpektor lahko izvede postopek po zakonu o prekrþkih, pre-pove diskriminatorno ravnanje in nalo™i plaｲilo denarne kazni.
Articles 15
Zoper sklep, ki ga izda inþpektor, je dovoljena prito™ba v roku 15 dni, o prito™bi pa odloｲa Ministrstvo za delo, dru™ino in socialne zadeve.
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.
Kot ™e reｲeno, ZUNEO doloｲa, da lahko diskriminirane osebe zahtevajo obravnavo krþitve naｲela enakosti v sodnih in upravnih postopkih ter pred drugimi pristojnimi organi pod pogoji in na naｲin, doloｲen v zakonu, in imajo pravico do odþkodnine po sploþnih pravilih civilnega prava.
1379 and 1380), held on 8 and 9 March 2000. At its 1396th meeting, held on 23 March 2000, it adopted the following concluding observations.
Preden pa se oseba odloｲi za sodno varstvo, mora premisliti o zastopanju pred sodiþｲi, mo™nosti za brezplaｲno pravno pomoｲ in stroþkih postopka.
The Committee, inter alia:
Zastopanje pred sodiþｲi
'a) welcomed the amendments to the press act, as well as the measures envisaged by the State party to amend the criminal code and the police force act, intended to cover aspects of Article 4 of the Convention;
Za vlaganje pobud pri zagovornici naｲela enakosti, prijav na inþpekcijo, ovadb na policijo in to™b pred katerimikoli sodiþｲi (upravnimi, pravdnimi, delovnimi, socialnimi) na prvi in drugi stopnji zastopanje ni potrebno oziroma ni nujno.
'b) noted with satisfaction the amendment to the citizenship act which allows dual citizenship and entitles foreign spouses of Maltese nationals to be registered as nationals and the new law establishing procedures regarding refugees and asylum-seekers.
Pe se ™rtev kljub vsemu v doloｲene postopke, tudi pred sodiþｲi, ne ™eli podati sama, prav tako pa ne ™eli pooblastiti odvetnika ali druge osebe, ki je opravila pravniþki dr™avni izpit, lahko v doloｲe-
Combating discrimination › A training manual
çrtev mora paziti, koga pooblasti za zastopanje.
However, the committee expressed its concern that Article 4 of the Convention is not fully covered by the legislation and recommended to take into account all aspects of Article 4 in the elaboration of the new legislation and to review its declaration in relation to this article, made upon ratification of the Convention.
Oseba, ki ne bo nastopala v korist ™rtve, lahko naredi veｲ þkode kot koristi bodisi zaradi malomarnosti (torej, ker ji bo za zadevo vseeno) bodisi zaradi pomanjkanja pravnega znanja. V strokovnem pogledu je seveda najbolje, da ™rtev zastopa odvetnik ali druga oseba, ki je opravila pravniþki dr™avni izpit.
While noting that the legislation covered many aspects of Article 5 of the Convention, the commit-tee expressed its concern that the report did not sufficiently describe how the legislation is applied in practice and requested that such information be included in the next report.
V strokovnem pogledu je seveda najbolje, vendar tudi najdra™je, da ™rtev za zastopanje pred sodiþ-ｲem pooblasti odvetnika ali drugo osebo, ki je opravila pravniþki dr™avni izpit, ki lahko najbolje zavaruje njene pravne interese.
It also recom-mended that following the claims of racial discrimination in housing, particularly as regards rental accommodation, this issue be addressed.
Pe ™rtev nima zadostnih sredstev, da bi plaｲala odvetniku za zasto-panje, lahko zaprosi za brezplaｲno pravno pomoｲ. Pogoje za to ureja Zakon o brezplaｲni pravni pomoｲi.
It was also recommended that the scope of the competence of the Employment Commission be extended to cover all aspects of racial discrimination.
Za pridobitev brezplaｲne pravne pomoｲi obstajajo posebni obrazci, ki se jih izpolni in vlo™i na okro™no sodiþｲe.
With regards to the Ombudsman, the Mal-tese authorities were encouraged to increase its efforts in disseminating information about the duties and responsibilities of the Ombudsman, as well as about the procedure for launching com-plaints concerning racial discrimination.
Vlogi je potrebno prilo™iti potrdila o premo™enjskem stanju (osebni dohodek, potrdilo centra za socialno delo), saj so do brezplaｲne pravne pomoｲi upraviｲeni tisti posamezniki, ki nimajo zadostnih sredstev, da bi s pomoｲjo odvetnika vodili postopke za zavarovanje svojih koristi, oziroma bi plaｲevanje odvetnika lahko ogrozilo njihovo pre™ivljanje.