natgillin/translations-raw huggingface dataset:
For the reasons given above, I think that the Court should answer the question of the Employment Tribunal as follows:
Iz zgoraj navedenih razlogov predlagam, naj Sodi�če na vpra�anje Employment Tribunal odgovori tako:
Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation protects people who, although not themselves disabled, suffer direct discrimination and/or harassment in the field of employment and occupation because they are associated with a disabled person.
Direktiva Sveta 2000/78/ES z dne 27. novembra 2000 o splo�nih okvirih enakega obravnavanja pri zaposlovanju in delu �čiti ljudi, ki so žrtve neposredne diskriminacije in/ali nadlegovanja na področju zaposlovanja in dela zaradi povezanosti z invalidno osebo, čeprav sami niso invalidi.
REFERENCE for a preliminary ruling under Article 234 EC from the Employment Tribunal, London South (United Kingdom), made by decision of 6 July 2006, received at the Court on 10 July 2006, in the proceedings
V zadevi C-303/06, katere predmet je predlog za sprejetje predhodne odločbe na podlagi člena 234 ES, ki ga je vložilo Employment Tribunal, London South (Združeno kraljestvo) z odločbo z dne 6. julija 2006, ki je prispela na Sodi�če 10. julija 2006, v postopku
2008 — CASE C-303/06
2008 – ZADEVA C-303/06 generalni pravobranilec: M.
Advocate General: M. Poiares Maduro, Registrar: L. Hewlett, Principal Administrator, having regard to the written procedure and further to the hearing on 9 October 2007, after considering the observations submitted on behalf of:
Hewlett, glavna administratorka, na podlagi pisnega postopka in obravnave z dne 9. oktobra 2007, ob upo�tevanju stali�č, ki so jih predložili:
This reference for a preliminary ruling concerns the interpretation of Council Dir -ective 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation (OJ 2000 L 303, p. 16).
Predlog za sprejetje predhodne odločbe se nana�a na razlago Direktive Sveta 2000/78/ES z dne 27. novembra 2000 o splo�nih okvirih enakega obravnavanja pri zaposlovanju in delu (UL L 303, str. 16).
2008 — CASE C-303/06
2008 – ZADEVA C-303/06
Directive 2000/78 was adopted on the basis of Article 13 EC.
Direktiva 2000/78 je bila sprejeta na podlagi člena 13 ES.
Recitals 6, 11, 16, 17, 20, 27, 31 and 37 in the preamble to the directive are worded as follows:
V uvodnih izjavah 6, 11, 16, 17, 20, 27, 31 in 37 te direktive je določeno:
The Community Charter of the Fundamental Social Rights of Workers recognises the importance of combating every form of discrimination, including the need to take appropriate action for the social and economic integration of elderly and disabled people.
Listina Skupnosti o temeljnih socialnih pravicah delavcev priznava pomembnost boja proti vsem oblikam diskriminacije, vključno s potrebo po sprejemanju ustreznih ukrepov za socialno in ekonomsko vključenost starej�ih in [invalidov].
Discrimination based on religion or belief, disability, age or sexual orientation may undermine the achievement of the objectives of the EC Treaty, in particular the attainment of a high level of employment and social protection, raising the standard of living and the quality of life, economic and social cohesion and solidarity, and the free movement of persons.
Diskriminiranje zaradi vere ali prepričanja, [invalidnosti], starosti ali spolne usmerjenosti lahko ogrozi uresničevanje ciljev iz Pogodbe o Evropski skupnosti, �e zlasti cilje visoke ravni zaposlenosti in socialnega varstva, vi�anja življenjske ravni in kakovosti življenja, ekonomske in socialne kohezije in solidarnosti ter prostega gibanja oseb.
The provision of measures to accommodate the needs of disabled people at the workplace plays an important role in combating discrimination on grounds of disability.
Zagotovitev ukrepov, namenjenih upo�tevanju potreb [invalidnih] oseb na delovnih mestih, ima pomembno vlogo v boju proti diskriminaciji zaradi [invalidnosti].
This Directive does not require the recruitment, promotion, maintenance in employment or training of an individual who is not competent, capable and available to perform the essential functions of the post concerned or to undergo the relevant training, without prejudice to the obligation to provide reasonable accommodation for people with disabilities.
S to direktivo se ne zahteva, da se zaposli, povi�a, obdrži v službi ali usposablja posameznika, ki ni usposobljen, zmožen in na razpolago za izpolnjevanje bistvenih funkcij zadevnega delovnega mesta ali za ustrezno usposabljanje, kar pa ne vpliva na obveznost zagotavljanja razumnih prilagoditev za [invalidne] ljudi.
Appropriate measures should be provided, i.e. effective and practical measures to adapt the workplace to the disability, for example adapting premises and equipment, patterns of working time, the distribution of tasks or the provision of training or integration resources.
Poskrbeti bi bilo treba za ustrezne – tj. učinkovite in praktične – ukrepe za prilagoditev delovnih mest [invalidom], denimo s prilagoditvijo delovnih prostorov in opreme, ritma delovnega časa, razdelitve delovnih nalog ali z zagotovitvijo sredstev za usposabljanje ali uvajanje v delo.
In its Recommendation 86/379/EEC of 24 July 1986 on the employment of disabled people in the Community [OJ 1986 L 225, p.
V svojem Priporočilu 86/379/EGS z dne 24. julija 1986 o zaposlovanju [invalidnih] oseb v Skupnosti [(UL L 225, str.
43], the Council established a guideline framework setting out examples of positive action to promote the employment and training of disabled people, and in its Resolution of 17 June 1999 on equal employment opportunities for people with disabilities [OJ 1999 C 186, p.
43)] je Svet postavil okvirne smernice, v katerih so navedeni primeri pozitivnih ukrepov za spodbujanje zaposlovanja in usposabljanja [invalidov], in v svoji Resoluciji z dne 17. junija 1999 o enakih možnostih pri zaposlovanju za [invalide (UL C 186, str.
3], affirmed the importance of giving specific attention inter alia to recruitment, retention, training and lifelong learning with regard to disabled persons.
3)] ponovno potrdil, kako pomembno je namenjati posebno pozornost med drugim zaposlovanju, ohranitvi zaposlenosti, usposabljanju in vseživljenjskemu učenju [invalidnih] oseb.
The rules on the burden of proof must be adapted when there is a prima facie case of discrimination and, for the principle of equal treatment to be applied effectively, the burden of proof must shift back to the respondent when evidence of such discrimination is brought.
Pravila o dokaznem bremenu se morajo prilagoditi, kadar gre za primer evidentne diskriminacije in kadar so predloženi dokazi o tak�ni diskriminaciji, se zaradi učinkovitosti uporabe načela enakega obravnavanja dokazno breme vrne na toženo stran.
However, it is not for the respondent to prove that the plaintiff adheres to a particular religion or belief, has a particular disability, is of a particular age or has a particular sexual orientation.
Vendar pa dokazovanje, da je tožnik pripadnik določene vere ali da ima določeno prepričanje ali [je invalid], da je določene starosti ali spolne usmerjenosti, ni stvar tožene stranke.
In accordance with the principle of subsidiarity set out in Article 5 of the EC Treaty, the objective of this Directive, namely the creation within the Community of a level playing field as regards equality in employment and occupation, cannot be sufficiently achieved by the Member States and can therefore, by reason of the scale and impact of the action, be better achieved at Community level.
V skladu z načelom subsidiarnosti iz člena 5 Pogodbe o Evropski skupnosti države članice ne morejo zadovoljivo izpolniti cilja te direktive, namreč zagotoviti enake pogoje v vsej Skupnosti, kar zadeva enakost pri zaposlovanju in delu, in ga je torej zaradi razsežnosti in učinkov bolje uresničevati na ravni Skupnosti.
In accordance with the principle of proportionality, as set out in that Article, this Directive does not go beyond what is necessary in order to achieve that objective.’
Skladno z načelom sorazmernosti, kakor je opredeljen[o] v navedenem členu, ta direktiva ne sega čez meje tistega, kar je za doseganje tega cilja nujno[.]“
Article 1 of Directive 2000/78 states that ‘[t]he purpose of this Directive is to lay down a general framework for combating discrimination on the grounds of religion or belief, disability, age or sexual orientation as regards employment and occupation, with a view to putting into effect in the Member States the principle of equal treatment’.
V členu 1 Direktive 2000/78 je določeno, da je njen namen „opredeliti splo�ni okvir boja proti diskriminaciji zaradi vere ali prepričanja, [invalidnosti], starosti ali spolne usmerjenosti pri zaposlovanju in delu, zato da bi v državah članicah uresničevali načelo enakega obravnavanja“.
Article 2(1) to (3) of the directive, headed ‘Concept of discrimination’, states:
V odstavkih od (1) do (3) člena 2, naslovljenega „Koncept diskriminacije“, navedene direktive je določeno:
(b) indirect discrimination shall be taken to occur where an apparently neutral provision, criterion or practice would put persons having a particular religion or belief, a particular disability, a particular age, or a particular sexual orientation at a particular disadvantage compared with other persons unless:
(b) se �teje, da gre za posredno diskriminacijo, kadar je zaradi kak�ne navidez nevtralne določbe, merila ali prakse neka oseba določene vere ali prepričanja, ki [je invalid] ali je določene starosti ali spolne usmerjenosti, v primerjavi z drugimi v slab�em položaju, razen če:
(i) that provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary, or
(i) tako določbo, merilo ali prakso objektivno upravičuje legitimni cilj in je način uresničevanja tega cilja primeren in nujen; ali
(ii) as regards persons with a particular disability, the employer or any person or organisation to whom this Directive applies is obliged, under national legislation, to take appropriate measures in line with the principles contained in Article 5 in order to eliminate disadvantages entailed by such provision, criterion or practice.
(ii) mora delodajalec oziroma oseba ali organizacija, ki jo ta direktiva zavezuje, glede [invalidnih] oseb […] na podlagi nacionalne zakonodaje sprejeti ustrezne ukrepe v skladu z načeli iz člena 5, da odpravi podlago za prikraj�anost, ki jo povzroča taka določba, merilo ali praksa.
Harassment shall be deemed to be a form of discrimination within the meaning of paragraph 1, when unwanted conduct related to any of the grounds referred to in
Nadlegovanje se �teje za obliko diskriminacije v smislu odstavka 1, kadar se manifestira nezaželeno ravnanje, povezano s katerim od motivov iz člena 1, katerega cilj
Article 1 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.
2008 – ZADEVA C-303/06 ali posledica je kratenje dostojanstva osebe in ustvarjanje zastra�ujočega, sovražnega, poniževalnega, sramotilnega ali žaljivega okolja.
In this context, the concept of harassment may be defined in accordance with the national laws and practice of the Member States.
V tem kontekstu je koncept nadlegovanja mogoče opredeliti v skladu z nacionalno zakonodajo in prakso držav članic.
Article 3(1) of Directive 2000/78 provides:
V členu 3(1) Direktive 2000/78 je določeno:
‘Within the limits of the areas of competence conferred on the Community, this Directive shall apply to all persons, as regards both the public and private sectors, including public bodies, in relation to:
„V mejah pristojnosti, ki so prenesene na Skupnost, se ta direktiva uporablja za vse osebe, bodisi v javnem bodisi v zasebnem sektorju, vključno z javnimi telesi, kar zadeva:
Article 5 of Directive 2000/78, headed ‘Reasonable accommodation for disabled persons’, provides:
V členu 5, naslovljenem „Razumne prilagoditve za [invalidne] osebe“, navedene direktive je določeno:
‘In order to guarantee compliance with the principle of equal treatment in relation to persons with disabilities, reasonable accommodation shall be provided.
„Da se zagotovi skladnost z načelom enakega obravnavanja, kar zadeva [invalidne] osebe, se zagotovijo razumne prilagoditve.
This means that employers shall take appropriate measures, where needed in a particular case, to enable a person with a disability to have access to, participate in, or advance in employment, or to undergo training, unless such measures would impose a disproportionate burden on the employer. …’
To pomeni, da delodajalci sprejmejo ustrezne ukrepe glede na potrebe v konkretni situaciji, da se [invalidni] osebi omogoči dostop, sodelovanje ali napredovanje v službi ali usposabljanje, razen če bi taki ukrepi delodajalca nesorazmerno obremenili. […]“
Article 7 of Directive 2000/78, headed ‘Positive action’, is worded as follows:
V členu 7, naslovljenem „Pozitivni in posebni ukrepi“, iste direktive je določeno:
With a view to ensuring full equality in practice, the principle of equal treatment shall not prevent any Member State from maintaining or adopting specific measures to prevent or compensate for disadvantages linked to any of the grounds referred to in Article 1.
Da bi bila v praksi zagotovljena popolna enakost, načelo enakega obravnavanja ne preprečuje državam članicam, da bi ohranile ali sprejele posebne ukrepe, katerih cilj je preprečevati ali kompenzirati za prikraj�anost, povezano s katerim od motivov iz člena 1.
With regard to disabled persons, the principle of equal treatment shall be without prejudice to the right of Member States to maintain or adopt provisions on the protection of health and safety at work or to measures aimed at creating or maintaining provisions or facilities for safeguarding or promoting their integration into the working environment.’
Kar zadeva [invalidne] osebe, načelo enakega obravnavanja ne vpliva na pravico držav članic, da ohranijo ali sprejmejo predpise o varovanju zdravja in zagotavljanju varstva pri delu ali ukrepe, ki imajo za cilj ustvariti ali ohraniti določbe ali možnosti za varovanje ali spodbujanje njihovega vključevanja v delovno okolje.“
Article 10 of Directive 2000/78, headed ‘Burden of proof’, provides:
V členu 10, naslovljenem „Dokazno breme“, Direktive 2000/78 je določeno:
Member States shall take such measures as are necessary, in accordance with their national judicial systems, to ensure that, when persons who consider themselves wronged because the principle 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.
Države članice sprejmejo ukrepe, kakr�ni so v skladu z njihovim sodnim sistem[om] potrebni, s katerimi zagotovijo, da je, kadar osebe, ki menijo, da jim je bila storjena krivica, ker ni bilo uporabljeno načelo enakega obravnavanja, pred sodi�čem ali drugim pristojnim organom oblasti dokažejo dejstva, na podlagi katerih je mogoče domnevati, da je �lo za neposredno ali posredno diskriminacijo, dokazno breme, da načelo enakega obravnavanja ni bilo kr�eno, naloženo toženi stranki.
Paragraph 1 shall not prevent Member States from introducing rules of evidence which are more favourable to plaintiffs.’
Odstavek 1 ne preprečuje državam članicam, da sprejmejo za tožnike ugodnej�e predpise o dokaznem bremenu.“
In accordance with the first paragraph of Article 18 of Directive 2000/78, Member States were required to adopt the laws, regulations and administrative provisions necessary to comply with that directive by 2 December 2003 at the latest.
V skladu s členom 18, prvi odstavek, Direktive 2000/78 države članice sprejmejo zakone in druge predpise, potrebne za uskladitev s to direktivo, najpozneje do 2. decembra 2003.
Nevertheless, the second paragraph of Article 18 states:
Vendar je v drugem odstavku tega člena določeno:
‘In order to take account of particular conditions, Member States may, if necessary, have an additional period of three years from 2 December 2003, that is to say a total of six years, to implement the provisions of this Directive on age and disability discrimination.
„Da se upo�tevajo posebne okoli�čine, si države članice po 2. decembru 2003 po potrebi lahko vzamejo �e dodatno obdobje treh let, torej v celoti 6 let, da izvedejo določbe te direktive v zvezi z diskriminacijo zaradi starosti ali [invalidnosti].
In that event they shall inform the Commission forthwith.
V tem primeru o tem takoj obvestijo Komisijo.
Any Member State which chooses to use this additional period shall report annually to the Commission on the steps it is taking to tackle age and disability discrimination and on the progress it is making towards implementation.
Vsaka država članica, ki se odloči uporabiti dodatno obdobje, letno poroča Komisiji o ukrepih, ki jih sprejema za spoprijemanje z diskriminacijo zaradi starosti ali [invalidnosti], in o tem, kak�ne uspehe dosega pri izvajanju določb te direktive.
The Commission shall report annually to the Council.’
Komisija letno poroča Svetu.“
As the United Kingdom of Great Britain and Northern Ireland requested such an additional period for the implementation of the directive, that period did not expire until 2 December 2006 as regards that Member State.
Ker je Združeno kraljestvo Velika Britanija in Severna Irska zaprosilo za tako dodatno obdobje za prenos navedene direktive, je rok za to državo članico potekel �ele 2. decembra 2006.
The Disability Discrimination Act 1995 (‘the DDA’) essentially aims to make it unlawful to discriminate against disabled persons in connection, inter alia, with employment.
Namen zakona o diskriminaciji zaradi invalidnosti iz leta 1995 (Disability Discrimination Act 1995, v nadaljevanju: DDA) je zlasti kot nezakonito določiti vsako diskriminacijo invalidnih oseb, povezano med drugim z zaposlitvijo.
Part 2 of the DDA, which regulates the employment field, was amended, on the transposition of Directive 2000/78 into United Kingdom law, by the Disability Discrimination Act 1995 (Amendment) Regulations 2003, which came into force on 1 October 2004.
Drugi del DDA, v katerem so urejena vpra�anja zaposlitve, je bil ob prenosu Direktive 2000/78 v pravni red Združenega kraljestva spremenjen z uredbo iz leta 2003 o spremembi zakona o diskriminaciji zaradi invalidnosti iz leta 1995 (Disability Discrimination Act 1995 (Amendment) Regulations 2003), ki je začela veljati 1. oktobra 2004.
According to section 3A(1) of the DDA, as amended by those 2003 Regulations (‘the DDA as amended in 2003’):
V členu 3A(1) DDA, kot je bil spremenjen z navedeno uredbo iz leta 2003 (v nadaljevanju: DDA iz leta 2003), je določeno:
‘… a person discriminates against a disabled person if —
„[…] oseba diskriminira invalidno osebo, če:
(a) for a reason which relates to the disabled person’s disability, he treats him less favourably than he treats or would treat others to whom that reason does not or would not apply, and
(a) zaradi razloga, povezanega z invalidnostjo invalidne osebe, to osebo obravnava manj ugodno, kot obravnava ali bi obravnavala druge osebe, na katere se ta razlog ne nana�a ali se ne bi nana�al, in
Section 3A(4) of the DDA as amended in 2003 none the less specifies that the treatment of a disabled person cannot be justified if it amounts to direct discrimination falling within section 3A(5), according to which:
Vendar je v členu 3A(4) DDA iz leta 2003 pojasnjeno, da obravnavanje invalidne osebe ne more biti v nobenem primeru utemeljeno, če gre za neposredno diskriminacijo v smislu odstavka 5 tega člena, v katerem je določeno:
‘A person directly discriminates against a disabled person if, on the ground of the disabled person’s disability, he treats the disabled person less favourably than he treats or would treat a person not having that particular disability whose relevant
„Oseba neposredno diskriminira invalidno osebo, če jo zaradi njene invalidnosti obravnava manj ugodno, kot obravnava ali bi obravnavala osebo, ki ni invalid iste
2008 — CASE C-303/06 circumstances, including his abilities, are the same as, or not materially different from, those of the disabled person.’
2008 – ZADEVA C-303/06 vrste in katere upo�tevne lastnosti, vključno s sposobnostmi, so enake lastnostim invalidne osebe ali se od njih bistveno ne razlikujejo.“
Harassment is defined in section 3B of the DDA as amended in 2003 as follows:
Pojem nadlegovanja je opredeljen v členu 3B DDA iz leta 2003, v katerem je določeno:
‘(1) … a person subjects a disabled person to harassment where, for a reason which relates to the disabled person’s disability, he engages in unwanted conduct which has the purpose or effect of —
„1. […] oseba nadleguje invalidno osebo, če je cilj ali posledica njenega nezaželenega ravnanja zaradi razloga, povezanega z invalidnostjo invalidne osebe:
(a) violating the disabled person’s dignity, or
(a) kratenje dostojanstva invalidne osebe ali
(b) creating an intimidating, hostile, degrading, humiliating or offensive environment for him.
(b) ustvarjanje zastra�ujočega, sovražnega, poniževalnega, sramotilnega ali žaljivega okolja.
Under section 4(2)(d) of the DDA as amended in 2003, it is unlawful for an employer to discriminate against a disabled person whom he employs by dismissing him or by subjecting him to any other detriment.
V členu 4(2)(d) DDA iz leta 2003 je delodajalcu prepovedano, da bi diskriminiral invalidno osebo, ki je pri njem zaposlena, tako da bi ji odpovedal delovno razmerje ali povzročil, da bi ji nastala druga �koda.
Section 4(3)(a) and (b) of the DDA as amended in 2003 provides that it is also unlawful for an employer, in relation to employment by him, to subject to harassment a disabled person whom he employs or a disabled person who has applied to him for employment.
V členu 4(3)(a) in (b) DDA iz leta 2003 je delodajalcu, ko nastopa v tej vlogi, prav tako prepovedano, da nadleguje invalidno osebo, ki je pri njem zaposlena ali se je pri njem prijavila za zaposlitev.
In 2002, she gave birth to a son who suffers from apnoeic attacks and congenital laryngomalacia and bronchomalacia.
Leta 2002 je rodila sina, ki ima apnejo ter prirojeni laringomalacijo in bronhomalacijo.
Her son’s condition requires specialised and particular care.
Stanje njenega sina zahteva specializirano in posebno nego.
The claimant in the main proceedings is his primary carer.
Tožeča stranka iz postopka v glavni stvari nudi sinu bistveni del oskrbe, ki jo ta potrebuje.
On 30 August 2005, she lodged a claim with the Employment Tribunal, London South, alleging that she had been subject to unfair constructive dismissal and had been treated less favourably than other employees because she was the primary carer of a disabled child.
Pri Employment Tribunal, London South, je 30. avgusta 2005 vložila tožbo, v kateri zatrjuje, da je bila v odpoved prisiljena („unfair constructive dismissal“) in da so jo obravnavali manj ugodno kot druge zaposlene, ker skrbi za invalidnega otroka.
She claims that that treatment caused her to stop working for her former employer.
Tožeča stranka navaja, da je bila zaradi tak�nega obravnavanja prisiljena prenehati delati za svojega nekdanjega delodajalca.
The order for reference states that the material facts of the case in the main proceedings have not yet been fully established, since the questions referred for a preliminary ruling arose only as a preliminary issue.
Iz predložitvene odločbe izhaja, da upo�tevne okoli�čine v zadevi v glavni stvari �e niso bile popolnoma ugotovljene, ker so bila predhodno zastavljena vpra�anja za predhodno odločanje.
The referring tribunal stayed that part of the action concerning Ms Coleman’s dismissal, but held a preliminary hearing on 17 February 2006 to consider the discrimination plea.
Predložitveno sodi�če je namreč prekinilo odločanje o delu tožbe, ki se nana�a na odpoved delovnega razmerja S. Coleman, vendar je 17. februarja 2006 opravilo predhodno obravnavo glede tožbenega razloga v zvezi z diskriminacijo.