natgillin/translations-raw huggingface dataset:
Discrimination on grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation is outlawed in respect of access to employment, self-employment or an occupation, including selection criteria and recruitment; access to all types of vocational training and guidance,including practical work experience; employment and working conditions, including dismissals andpay; and membership of or involvement in trade unions and other worker organisations, employ-ers’associations and professional bodies.
Diskriminacija zaradi rase ali narodnostnega izvora, vere ali prepričanja, invalidnosti, starosti ali spolne usmerjenosti je nezakonita v zvezi z dostopom do zaposlitve, samozaposlitve ali poklica, vključno z merili za izbor in zaposlovanje; dostopom do vseh vrst poklicnega usposabljanja in usmerjanja, vključno s praktičnimi delovnimi izkušnjami; zaposlitvenimi in delovnimi pogoji, vključno z odpustom in plačili; članstvom ali udeležbo v sindikatih in drugih delavskih organizacijah, združenjih zaposlenih in strokovnih telesih.
Discrimination on the ground of racial or ethnic origin is also outlawed in respect of social protection, including social security and healthcare social advantages (such as free prescriptions and
Razlikovanje na podlagi rasnega ali narodnostnega izvora je nezakonito tudi v zvezi s socialno zaščito, vključno z ugodnostmi socialnega in zdravstvenega varstva (kakor so brezplačna zdravila na recept in olajšave pri potovanjih), izobrazbo, dobavo javno dostopnih dobrin in storitev ter dostopom do njih, vključno z bivališčem.
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travel concessions), education, and accessto and supply of goods and services available to the public, including housing.
Kako se lahko pravica do enakega obravnavanja uveljavi na podlagi teh dveh direktiv?
How can the right to equal treatment beenforced under the Directives?
Vsi, ki menijo, da so bili diskriminirani, morajo imeti dostop do sodnih ali upravnih postopkov, s katerimi lahko uveljavijo svoje pravice.
Everyone who believes they have been discriminated against must have access tojudicial or administrative procedures throughwhich they can enforce their rights.
Sodišča ali drugi pristojni organi morajo obravnavati njihov primer (v skladu z državnimi predpisi o časovnih omejitvah) in izdati ustrezen ukrep za izboljšanje stanja, če je bila diskriminacija ugotovljena.
Thecourts or other responsible body must consider their case (subject to national timelimits) and issue appropriate remedies if discrimination is found to have taken place.In some countries, there are special procedures that are especially designed to decideon discrimination disputes and, in several, conciliation procedures are also available for resolvingdisputes.
Nekatere države imajo predvidene postopke, ki so posebej izdelani za odločanje v diskriminacijskih sporih ¡η v nekaterih državah so na voljo spravni postopki za reševanje sporov.
Even if a Member State has not properly implemented the Directives, individuals may stillbe protected by their provisions (see below, ‘Protecting and enforcing individual rights’).
Četudi država članica teh dveh direktiv ne izvaja ustrezno, lahko posameznike ščitijo njune določbe (glej v nadaljevanju „Zaščita in uveljavljanje pravic posameznika").
In bringing their case to a court or other body, victims have a right to be supported by organisations that have a legitimate interest in enforcing the principle of equal treatment, for example tradeunions or NGOs concerned with discrimination.
S svojim primerom na sodišču ali pri drugem organu žrtve pridobijo pravico do podpore organizacij, ki imajo zakonit interes za izvajanje načela enakega obravnavanja, npr. sindikatov ali nevladnih organizacij, ki se ukvarjajo z diskriminacijo.
Usually victims have to give their consent to suchsupport.
Običajno morajo žrtve dati soglasje k taki obliki podpore.
Because instances of discrimination are by their nature difficult to prove, the Directives require thatin discrimination cases, the level of proof needed from the alleged victim is less than what wouldnormally be required.
Ker je diskriminacija po svoji naravi težko dokazljiva, ti dve direktivi zahtevata, da je raven potrebnega dokazovanja domnevnih žrtev v primeru diskriminacije nižja, kakor se to običajno zahteva.
Once the claimant has established facts from which it may be presumed thediscrimination took place, the ‘burden of proof’shifts to the respondent who must bring evidencethat disproves the alleged discrimination.
Ko tožnik predloži dejstva, na podlagi katerih se lahko domneva, da se je zgodila diskriminacija, se dokazno breme prenese na toženca, ki mora predložiti dokaz o neobstoju domnevne diskriminacije.
This rule applies in civil and administrative courts andprocedures but does not apply in criminal procedures, where the traditionally higher standards ofproof still apply, or investigative procedures.
To pravilo velja za civilna in upravna sodišča ter postopke, ne velja pa za preiskovalne in kazenske postopke, za katere še vedno veljajo tradicionalno višji standardi dokazovanja.
Breaches of anti-discrimination laws must be met with effective, proportionate and dissuasivesanctions, which may include compensation being paid to the victim.
Pri kršenju protidiskriminacijskih zakonov je treba uporabiti učinkovite, sorazmerne in odvračilne kazni, ki lahko vključujejo tudi plačilo nadomestila žrtvi.
According to the European Court of Justice, in the case-law on sex discrimination, Member States must provide remedieswhich ensure ‘real and effective’protection for individuals’European Community rights and whichhave a real and deterrent effect on employers.
Glede na mnenje Sodišča Evropskih skupnosti morajo v sodni praksi o spolni diskriminaciji države članice uvesti pravna sredstva, ki zagotavljajo „dejansko in učinkovito zaščito pravic posameznikov" v Evropski skupnosti in ki imajo dejanski in odvračilni učinek na delodajalce.
Moreover, Member States may not put an upperlimit on the amount of compensation to be paid to victims of discrimination (see cases Von Colson,14/83 and Marshall II, C-271/91 at www.curia.eu.int).
Poleg tega države članice ne smejo določiti zgornje meje za plačilo nadomestila žrtvam diskriminacije (glej primera Von Colson, 14/83 in Marshall II, C-271/91 na www.curia.eu.int).
Are there any exceptions to the principle of equal treatment?
Ali ima načelo enakega obravnavanja kakšne izjeme?
The Directives do allow some exceptions to the principle of non-discrimination.
Direktivi dopuščata nekatere izjeme glede načela nediskriminacije.
Firstly, they allowpositive action, under which some groups are treated more favourably than others, in order toprevent or compensate for disadvantages linked to one of the specified grounds of discrimination.
Prvič, dovoljujeta pozitivne ukrepe, s katerimi so nekatere skupine obravnavane ugodnejše kot druge, da se prepreči ali izravna neugodno obravnavanje, povezano s katerim od določenih razlogov za diskriminacijo.
Secondly, they allow differences in treatment where the nature of the employment activity may genuinely require the person carrying them out to be of a certain ethnic origin, religion or age etc.
Drugič, dovoljujeta različno obravnavanje, če narava zaposlitvene dejavnosti resnično zahteva izvajalca določenega narodnostnega izvora, vere ali starosti itd.
Whetheror not a requirement is really a genuine and determining occupational requirementwill be judgedstrictly.
O tem, ali je poklicna zahteva v resnici upravičena in odločilna, se presoja zelo strogo.
In addition, where national law or practices pre-dating the Directive so allow, organisationswith an ethos based on religion or belief, such as churches, can require that certain occupationalactivities are undertaken by a person who shares that religion or belief.
Poleg tega, če nacionalna zakonodaja ali prakse, ki so obstajale pred uvedbo direktive, to omogočajo, lahko organizacije, ki temeljijo na veri ali prepričanju, na primer cerkve, zahtevajo, da nekatere poklicne dejavnosti izvajajo osebe te vere ali prepričanja.
Insofar as the nature of theactivities, or the context in which such activities are carried out, makes the person’s religion or beliefa genuine, legitimate and justified occupational requirement, this does not constitute discrimination.
Če je zaradi narave dejavnosti ali okoliščin, v katerih se te dejavnosti izvajajo, vera ali prepričanje osebe avtentična, zakonita in opravičena poklicna zahteva, se to ne šteje za diskriminacijo.
Annual report on equalityand nondiscrimination
Letno poročilo — Rasna enakost in enakost pri zaposlovanju CN
There are particular exceptions to the prohibitionon age discrimination.Member States may choseto provide in their laws that, in certain circumstances,differences in treatment on grounds of age do not infact constitute age discrimination if they are objectively and reasonably justified by a legitimate aim —such as in relation to employment policies, andlabour market or vocational training objectives — andthe means of achieving that aim are appropriate andnecessary.
Prepoved diskriminacije zaradi starosti ima posebne izjeme. Države članice lahko v svojih zakonih določijo, da v nekaterih okoliščinah različno obravnavanje na podlagi starosti ne predstavlja diskriminacije zaradi starosti, če takšne okoliščine objektivno in razumno opravičuje zakoniti cilj - na primer v zvezi s politikami zaposlovanja in smotri trga dela ali poklicnega usposabljanja - in so sredstva za dosego tega cilja ustrezna in potrebna.
The Employment Equality Directive givesexamples of what might, in certain circumstances,amount to legitimate differences in treatment.
Direktiva o enakosti pri zaposlovanju navaja primere, kaj je v nekaterih okoliščinah lahko zakonita podlaga za različno obravnavanje.
Theseinclude special conditions for access to employmentand vocational training as well as conditions ofemployment and occupation, including dismissal orpay, for young people, older workers or carers.
Med njimi so posebni pogoji za dostop do zaposlitve in poklicnega usposabljanja ter pogoji zaposlitve in poklica, vključno z odpustom in plačilom, za mlade ljudi, starejše delavce ali skrbnike.
Suchconditions may be allowed if their purpose is to promote the vocational integration of such people or ensure their protection.
Takšni pogoji so lahko dovoljeni, če je njihov namen spodbujanje poklicnega vključevanja takšnih ljudi ali zagotavljanje zaščite zanje.
Minimum conditions ofage, professional experience or seniority in service may also be set for access to employment orreceiving certain advantages linked to employment.
Pogoji glede najnižje starosti, strokovnih izkušenj ali delovne dobe se lahko določijo tudi za dostop do zaposlitve ali za uživanje nekaterih ugodnosti, povezanih z zaposlitvijo.
Amaximum age may be set for recruitmentwhere this is based on training requirements for the job or the need for a reasonable period ofemployment before retirement.
Za zaposlovanje se lahko določi najvišja starostna meja, če temelji na zahtevi po usposobljenosti za delo ali potrebi po razumnem trajanju zaposlitve pred upokojitvijo.
If Member States choose to allow such exceptions, this must be set out in their national legislation,ensuring that the exceptions have a legitimate aim and are appropriate and necessary.
Če se države članice odločijo, da bodo dovolile takšne izjeme, morajo to določiti v svoji nacionalni zakonodaji, pri čemer zagotovijo, da imajo izjeme upravičen cilj in so ustrezne ter potrebne.
The lattermeans that, at the very least, it must not be possible to achieve the aim through alternative, nondiscriminatory means.
Slednje pomeni, da ne sme biti mogoče, da bi se ta cilj dosegel z drugimi, nediskriminacijskimi sredstvi.
The Directive also allows Member States to permit an age condition to be set for admission or entitlement to retirement or invalidity benefits under an occupational social security scheme.
Direktiva državam članicam tudi dovoljuje, da določijo starostni pogoj za upokojitev ali pravico do upokojitve ali invalidnine po shemi poklicnega socialnega varstva.
Withinsuch a scheme, different ages can be set for different categories of employee and age criteria maybe used in actuarial calculations so long as it does not result in sex discrimination.
Znotraj takšne sheme se lahko določijo različne starostne meje za različne kategorije zaposlenih in kriterij starosti se lahko uporabi v zavarovalnotehničnem izračunu, če ne vodi v diskriminacijo na podlagi spola.
Equally, the two Directives do not apply to the conditions for third-country nationals and statelesspersons to enter and reside in a Member State or to treatment that arises from their legal status.Note however that, under the EU’s Long-Term Residents Directive (Directive 2003/109/EC), equaltreatment with EU nationals is guaranteed to third-country nationals who are long-term residentsin the EU.
Prav tako se direktivi ne nanašata na pogoje, pod katerimi lahko državljani tretjih držav ali osebe brez državljanstva vstopijo v državo članico in v njej prebivajo, ali na obravnavanje, ki izhaja ¡z njihovega pravnega statusa. Treba pa je poudariti, da je po Direktivi EU o statusu državljanov tretjih držav, ki so rezidenti za daljši čas (Direktiva 2003/109/ES), državljanom tretjih držav, ki so rezidenti EU daljši čas, zajamčeno enako obravnavanje kot državljanom EU.
EU citizens are protected against discrimination on the grounds of nationality in the EUunder Article 12 of the EC Treaty.
Državljani EU so v EU zaščiteni pred diskriminacijo na podlagi državljanstva po členu 12 Pogodbe ES.
In addition, the Employment Equality Directive (concerning discrimination based on religion orbelief, disability, age and sexual orientation) does not apply to:
Poleg tega se Direktiva o enakosti pri zaposlovanju (kar zadeva diskriminacijo na podlagi vere ali prepričanja, invalidnosti, starosti in spolne usmerjenosti) ne nanaša na:
• measures laid down by national law which, in a democratic society, are necessary for public security, maintaining public order and preventing criminal offences, protecting health and the rightsand freedoms of others;
• ukrepe, določene z nacionalno zakonodajo, ki so v demokratični družbi nujni za javno varnost, ohranjanje javnega reda in preprečevanje kaznivih dejanj, varovanje zdravja ter pravic in svoboščin drugih;
• payments made by state schemes or similar, including social security or social protectionschemes.
• izplačila po državnih shemah ali podobna izplačila, vključno s shemami socialne varnosti ali socialne zaščite.
Finally, Member States may exempt the armed forces from the provisions of the Employment Equality Directive in respect of age and disability.
In končno, države članice lahko ¡z določb Direktive o enakosti pri zaposlovanju glede starosti in invalidnosti izvzamejo oborožene sile.
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What else do the Directives oblige Member States to do?
Kaj so še države članice dolžne storiti po obeh direktivah?
Member States must set up a body (or bodies) to promote equal treatment in respect of racialor ethnic origin.They must ensure that these bodies, at a minimum, are able to provide independent assistance to victims of discrimination in pursuing their complaints about discrimination, conduct independent surveys, and publish independent reports and recommendations on any issuerelating to discrimination.
Države članice morajo ustanoviti organ (ali organe) za spodbujanje enakega obravnavanja v zvezi z rasnim ali narodnostnim izvorom. Zagotoviti morajo najmanj to, da so ti organi sposobni zagotoviti neodvisno pomoč žrtvam diskriminacije pri vlaganju pritožb o diskriminaciji, izvajati neodvisne ankete in objavljati neodvisna poročila ter priporočila o katerih koli vprašanjih, povezanih z diskriminacijo.
Member States have a responsibility to disseminate informationon equality laws in their country, covering both new laws transposing the Directives and old laws already in force.
Države članice so odgovorne za širjenje informacij o zakonih o enakosti v svoji državi, kar vključuje tako nove zakone na podlagi direktiv kot stare zakone, ki so že v veljavi.
They mustalso promote discussion between employers and employee organisationson equal treatment and encourage dialogue with NGOswith an interest in combating discrimination.
Prav tako morajo spodbujati razpravo med organizacijami delodajalcev in zaposlenih o enakem obravnavanju in dialog z nevladnimi organizacijami, ki se ukvarjajo z bojem proti diskriminaciji.
Members States have an obligation to abolish any discrimination laws or regulationsand toensure that any discriminatory provisions in contracts or collective agreements or internal rules oforganisations are made ineffective.
Države članice so dolžne razveljaviti vse diskriminacijske zakone ali predpise ter zagotoviti, da prenehajo veljati vse diskriminacijske določbe v pogodbah ali kolektivnih pogodbah ali internih pravilih organizacij.
Member States must report to the European Commissionon the application of the Racial Equality Directive by 19 July 2005 and on the application of the Employment Equality Directive by2 December 2005, and every five yearsafter that.
Države članice morajo Evropski komisiji poročati o uporabi Direktive o rasni enakosti do 19. julija 2005 in o uporabi Direktive o enakosti pri zaposlovanju do 2. decembra 2005, potem pa vsakih pet let.
The Commission will then use this informationto prepare reports on the application of the Directives for the European Parliament and the Councilof the European Union.
Komisija bo nato te informacije uporabila za pripravo poročil o uporabi direktiv za Evropski parlament in Svet Evropske unije.
What can the European Commission do if a Member State fails properly to implementthe Directives?
Kaj lahko Evropska komisija stori, če država članica direktiv ne izvaja pravilno?
Under the European Community Treaty, the European Commission can launch enforcement proceedings against Member States for failing to meet the requirements of the Directives (Article 226).Such proceedings can be launched for not communicating transposition and for not conformingwith the provisions of the Directives where the transposition is incomplete or incorrect.
Po Pogodbi o Evropski skupnosti lahko Evropska komisija sproži postopek izvršbe proti državam članicam, če ne izpolnijo zahtev iz direktiv (člen 226).
Proceedingsbegin with a formal letter from the Commission to the Member State outlining why it believes the State has failed to meet its obligations.
Takšen postopek lahko sproži, če ne prejme sporočila o prenosu direktiv in če ni skladnosti z določbami direktiv, kjer je bil prenos nepopoln ali nepravilen.
The State has two months to reply.
Postopek se lahko začne s formalnim pismom Komisije državi članici, ki razloži, zakaj Komisija meni, da država ni izpolnila svojih obveznosti.
If the matter has notthen been resolved, the Commission delivers a ‘reasoned opinion’, to which the Member State hasa further two months to reply.
Država ima za odgovor dva meseca časa. Če se zadeva v tem času ne razreši, Komisija pošlje „utemeljeno mnenje" in država članica ima spet dva meseca časa, da nanj odgovori.
If it fails to reply or to reply satisfactorily, the Commission can referthe Member State to the European Court of Justice.
Če ne odgovori ali odgovori nezadovoljivo, lahko Komisija državo članico napoti na Sodišče Evropskih skupnosti.
If the Court finds that the Member State has failed to fulfil its obligations, the State must take thenecessary measures to comply with the Court’s judgment.
Če Sodišče ugotovi, da država članica ni izpolnila svojih obveznosti, mora država sprejeti potrebne ukrepe za uskladitev s sodbo Sodišča.
After that, if the Commission considersthe Member State has not taken satisfactory measures, it gives the State the opportunity to submit its observations, then issues a reasoned opinion detailing the points with which the State hasnot complied (Article 228 of the EC Treaty) and gives the Member State a limited amount of timeto comply with these.
Če po tem Komisija meni, da država članica ni sprejela zadovoljivih ukrepov, državi da možnost, da predloži svoja opažanja, nato pa izda utemeljeno mnenje s podrobnim opisom točk, v katerih država ni dosegla skladnosti (člen 228 Pogodbe ES), in da državi članici na voljo omejen čas, v katerem mora v teh točkah doseči skladnost.
If it still fails to comply, the Commission can bring the Member State back tothe Court of Justice and specify the amount it thinks it should pay.
Če država še vedno ne doseže skladnosti, lahko Komisija državo članico ponovno pošlje na Sodišče in določi znesek, ki bi ga po njenem mnenju morala plačati.
If the Court finds the Member State has not complied with its judgment, it can impose a lump sum or penalty payment on it.
Če Sodišče ugotovi, da država članica ni spoštovala njegove sodbe, ji lahko naloži plačilo povprečnine ali denarne kazni.
Action taken by the Commission against 5 Member States
Ukrepi Komisije proti petim državam članicam
In July 2004, the Commission referred five Member States (Austria, Finland, Germany, Greece and Luxembourg) to the European Court of Justice for not communicating transposition of the Racial Equality Directive.
Julija 2004 je Komisija pet držav članic (Avstrijo, Finsko, Nemčijo, Grčijo in Luksemburg) napotila na Sodišče Evropskih skupnosti, ker niso poslale obvestila o prenosu Direktive o rasni enakosti.
No resolution had been reached in the previous stages of infringement proceedings.
V prejšnjih fazah postopka za ugotavljanje kršitve še ni bila dosežena rešitev.
In December 2004, the Commission referred the same Member States to the Court for not communicating transposition of the Employment Equality Directive.
Decembra 2004 je Komisija iste države članice napotila na Sodišče, ker niso poslale sporočila o prenosu Direktive o enakosti pri zaposlovanju.
Again, earlier communicationbetween the Commission and these Member States failed to resolve the matter (whereas it did so inrespect of Belgium, Denmark, Ireland, the Netherlands, Portugal and the UK, against which infringement proceedings were also originally launched).
Tudi v tem primeru prejšnja komunikacija med Komisijo in temi državami članicami ni rešila zadeve (je pa rešila zadeve z Belgijo, Dansko, Irsko, Nizozemsko, Portugalsko in Združenim kraljestvom, proti katerim je bil tudi sprožen postopek za ugotavljanje kršitev).
In Greece and Germany, draft legislation was only submitted to Parliament in late 2004.
V Grčiji in Nemčiji so bili osnutki zakonodaje predloženi parlamentu proti koncu leta 2004.
Legislationhas meanwhile been adopted in Greece and the cases concerning this Member State have been discontinued.
V Grčiji je bila zakonodaja medtem sprejeta in primeri v zvezi s to državo so ustavljeni.
In Luxembourg, the two bills submitted to Parliament at the end of 2003 have still not beenadopted.
V Luksemburgu dva osnutka zakona, predložena parlamentu konec leta 2003, še vedno nista bila sprejeta.
In Austria, not all provinces have transposed the Directives, and in Finland the Directiveshave yet to be implemented in the Āland Islands.
V Avstriji vse dežele še niso prenesle direktiv in na Finskem je treba direktivi še sprejeti na Alandskem otočju.
The infringement proceedings takes into accountthe fact that Germany notified the Commission of its intention to use the optional extra three years fortransposing the Employment Equality Directive in respect of age discrimination.
Postopek za ugotavljanje kršitev upošteva dejstvo, da je Grčija uradno obvestila Komisijo o svoji nameri, da izkoristi dodatna tri leta za prenos Direktive o enakosti pri zaposlovanju v zvezi z diskriminacijo na podlagi starosti.
None of the other four Member States formally extended their deadlines in this way.
Nobena od drugih štirih držav članic ni formalno podaljšala roka na ta način.