natgillin/translations-raw huggingface dataset:
However, if a worker is denied a pay rise due to his age, this might be permissible under Article 6, which allows States to provide that differences of treatment on grounds of age shall not constitute discrimination if, within the context of national law, they are objectively and reasonably justified by a legitimate aim, and if the means of achieving that aim are appropriate and necessary.
Pe pa delavｲeva plaｲa ni poveｲana zaradi njegove starosti, bi to lahko bilo dovoljeno in v skladu s ｲlenom 6 direktive, ki dopuþｲa razlike v obravnavanju oseb na temelju staro-sti, ｲe je to v kontekstu domaｲega prava objektivno in razumno utemeljeno z upraviｲenemi cilji in ｲe so sredstva za doseganje teh ciljev primerna in nujna.
Such differences may, according to the directive, include the fixing of minimum conditions of age, professional experi-ence or seniority in service for access to employment or to certain advantages linked to employ-ment (see more on this below).
Take razlike lahko glede na direktivo vkljuｲu-jejo minimalne zahteve glede starosti, strokovne izkuþnje ali minimalno starost, ki se zahteva za zaposlitev ali za ugodnosti, ki izvirajo iz zaposlitve (veｲ na to temo glej spodaj).
The directives also prohibit indirect discrimination.
Direktivi prav tako prepovedujeta posredno diskriminacijo.
Indirect discrimination occurs where an apparently neutral provision, criterion or practice would put persons belonging to a protected group at a particular disadvantage compared with other persons.
Za posredno diskriminacijo gre, ko navidezno nevtralna doloｲba, kriterij ali praksa postavlja osebo, ki pripada zaþｲiteni skupini, v posebno neugoden polo™aj v primerjavi z drugimi osebami. Za a.
As with direct discrimination, identifying correct comparators can be difficult.
Tako kot pri neposredni je tudi pri posredni diskriminaciji identificiranje primerljivih situacij lahko te™ko.
An example which has in the past often been given as a possible instance of indirect discrimination based on sex
Primer, ki je bil v preteklosti velikokrat podan kot mo™ni primer posredne diskriminacije na temelju spola (ki ga ne pokrivata direktivi, temveｲ druge doloｲbe prava EU), je primer precejþnjih razlik v plaｲilu delavcem s polnim delovnim ｲasom in krajþim delovnim ｲasom, ko so s krajþim delovnim ｲasom zaposlene predvsem delavke.
(which is not covered by the directives but by other provisions of EU law) is that of a substantial difference in pay between full-time and part-time workers, where the part-time workers are exclu-sively or predominantly female.
Utemeljeno razlikovanje je na primer lahko veljavno, ko delodajalec zahteva visoko raven pisme-nosti in tekoｲe znanje nacionalnega jezika.
Another example can be an apparently neutral provision in a company's internal rules requesting a particular dress code if this dress code leads to the exclusion of a person or a group of persons.
Pe zaposlitev vkljuｲuje opravljanje nalog, kjer so takþne sposobnosti absolutno potrebne, na primer za zaposlitev uｲitelja jezika ali profesorja knji™evnosti, je verjetno, da jih delodajalec od zaposlenega upraviｲeno priｲakuje.
However, if the job involves manual labour, such a requirement is unlikely to be justifiable (see more on genuine and occupational require-ments below in point 1.4).
Pe pa zaposlitev vkljuｲuje veｲinoma roｲno delo, je takþna zahteva verjetno neutemeljena (veｲ o temi poklicnih zahtev pod toｲko 1.4).
Harassment is defined as unwanted conduct related to the grounds on which discrimination is prohibited with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment intended or not.
Nadlegovanje je opre-deljeno kot neza™eleno obnaþanje, povezano s temelji, na katerih je diskriminacija prepovedana, oziroma obnaþanje, katerega namen ali uｲinek je krþitev osebnega dostojanstva in ustvarjanja zastraþevalnega, sovra™nega, poni™ujoｲega ali ™aljivega okolja, namernega ali nenamernega.
As is clear, the definition of harassment includes a wide range of unwanted conduct.
Jasno je, da definicija nadlegovanja vkljuｲuje þirok razpon neza™elenega obnaþanja.
When making an assessment of whether harassment has taken place, a comparator does not need to be identified.
Ob ugotavlja-nju, ｲe gre v doloｲenem primeru za nadlegovanje, ni treba identificirati primerljive situacije.
The directives further state that an instruction to discriminate should be considered as a form of discrimination and is prohibited.
Direktivi prav tako doloｲata, da se navodila oziroma ukaz za diskriminacijo þtejejo za obliko diskri-minacije in so zato prepovedana.
Finally, the directives include victimisation under the list of prohibited acts.
Nenazadnje pa direktivi med prepovedana dejanja vkljuｲujeta tudi viktimizacijo.
The Member States need to put in place measures that are necessary to protect individuals from any adverse treat-ment (such as dismissal) as a reaction to a complaint or proceedings aimed at enforcing compli-ance with the principle of equal treatment.
Dr™ave ｲlanice morajo sprejeti ukrepe, ki so nujni za zaþｲito posameznikov pred kakrþnimikoli neugodnimi posle-dicami (na primer odpust z dela), ki so posledica prito™be ali postopka, s katerim se zahteva spo-þtovanje naｲela enakega obravnavanja.
It is important that not only the person who has been discriminated against is protected, but also those who provide evidence as part of a discrimination complaint, or are involved in some other way in the complaint.
Pri tem je pomembno, da zaþｲite ni dele™na le diskrimini-rana oseba, temveｲ tudi tisti, ki v postopku prito™be zaradi diskriminacije podajo dokaze ali ki so s prito™bo kako drugaｲe povezani.
Definition of other concepts in the directives
Definicija drugih pojmov, opredeljenih z direktivama
Material scope of the directives
Materialni obseg direktiv (podroｲja, na katera se direktivi nanaþata)
The employment framework directive (2000/78/EC), Article 3, protects against discrimination in the following areas:
Direktiva o sploþnih okvirih enakega obravnavanja pri zaposlovanju in delu (2000/78/ES) v ｲlenu 3 þｲiti proti diskriminaciji na naslednjih podroｲjih: s dostop do zaposlitve, samozaposlitve in poklica (vkljuｲno z napredovanjem); s dostop do poklicnega usmerjanja in usposabljanja; s zaposlitev in delovni pogoji, vkljuｲno z odpustitvijo in plaｲilom; s ｲlanstvo v sindikatu, zdru™enju delodajalcev in strokovnih organizacijah.
† access to employment, self-employment and occupation (including promotion);
Rasna direktiva (2000/43/ES) v ｲlenu 3 zagotavlja veliko þirþo zaþｲito pred diskriminacijo in vklju-ｲuje naslednja podroｲja: s dostop do zaposlitve, samozaposlitve in poklica (vkljuｲno z napredovanjem); s dostop do poklicnega usmerjanja in usposabljanja;
She race directive (2000/43/EC), Article 3, provides much wider protection against discrimination and includes the following:
Boj proti diskriminaciji › Priroｲnik za usposabljanje s zaposlitev in delovni pogoji, vkljuｲno z odpustitvijo in plaｲilom; s ｲlanstvo v sindikatu, zdru™enju delodajalcev in strokovnih organizacijah; s izobra™evanje; s socialna varnost, vkljuｲno s socialnim zavarovanjem in zdravstvenim varstvom; s socialni prejemki; s dostop do dobrin in storitev, ki so namenjene javnosti, vkljuｲno z nastanitvijo.
† access to employment, self-employment and occupation (including promotion);
Personalni obseg direktiv (subjekti, na katere se direktivi nanaþata)
† employment and working conditions, including dismissal and pay;
Direktivi prepovedujeta diskriminacijo, ki jo povzroｲajo tako fiziｲne kot pravne osebe v javnem in zasebnem sektorju.
† membership of workers', employers' or professional organisations;
To pomeni, da je zasebnik, ki ima v lasti podjetje, enako zavezan nediskrimina-ciji iz kateregakoli razloga, kot je k temu zavezano veliko zasebno podjetje ali pa obｲinski ali vlad-ni urad.
† social protection, including social security and healthcare;
Direktivi pred diskriminacijo þｲitita posameznike, to je fiziｲne osebe.
† access to and supply of goods and services which are available to the public, including hous-ing.
Poleg tega Rasna direktiva (2000/43/ES) doloｲa, da naj zaþｲita pred diskriminacijo vkljuｲuje tudi organizacije s statusom pra-vne osebe, ki so ™rtve diskriminacije zaradi rasne ali etniｲne pripadnosti svojih ｲlanov, ｲe je to v skladu s tradicijo in prakso dr™ave ｲlanice.
The directives prohibit discrimination by natural or legal persons in the public sector and the pri-vate sector.
Direktivi pred diskriminacijo na temelju kateregakoli prepovedanega razloga (rasna ali etniｲna pri-padnost, invalidnost, vera ali prepriｲanje, spolna usmerjenost in starost) þｲitita kateregakoli posa-meznika, ki se nahaja na ozemlju dr™av ｲlanic, ne glede na posameznikovo dr™avljanstvo.
This means that an individual owner of a business has the same responsibility not to discriminate on any of the protected grounds as does a large private corporation, a municipality or a government department.
Na primer, oseba z ukrajinskim dr™avljanstvom, ki je na temelju rasne ali etniｲne pripadnosti, invalidnosti ali spolne usmerjenosti diskriminirana na Mad™arskem, je pred diskriminacijo zaþｲitena na enak naｲin, kot so zaþｲiteni mad™arski dr™avljani, ki so diskriminirani iz teh razlogov.
The directives protect individuals, that is, natural persons, against discrimination. Additionally the directives provide that protection against discrimination should also apply to an organisation that has the status of legal person where the organisation suffers discrimination on grounds of the racial or ethnic origin of its members, where this accords with national traditions and practice.
Direktivi namenoma izklju-ｲujeta zaþｲito pred diskriminacijo na temelju dr™avljanstva; v primerih, ko je nekdo diskriminiran, ker ima romunsko in ne mad™arsko dr™avljanstvo, se direktivi ne uporabljata (glej Rasno direktivo (2000/43/ES), doloｲbo v uvodni izjavi 13 in ｲlen 3.2, in Direktivo o sploþnih okvirih enakega obravna-vanja pri zaposlovanju in delu (2000/78/ES), doloｲbo v uvodni izjavi 12 in ｲlen 3.2).
The directives protect any person who is present in a Member State against discrimination on any of the prohibited grounds (racial or ethnic origin, disability, religion or belief, sexual orientation and age) regardless of the person's nationality.
Poleg proti diskriminacijskih direktiv Pogodba o ustanovitvi Evropskih skupnosti posebej doloｲa pravico prostega gibanja oseb po vsej EU, s katero zagotavlja zaþｲito EU dr™avljanov in njihovih dru™in pred diskriminacijo na temelju dr™avljanstva.
Thus a person of Ukrainian nationality who is discriminated against in Hungary on grounds of ethnic origin or disability or sexual orientation is protected in the same way as Hungarian nationals in Hungary who experience such discrimina-tion.
Poleg tega pa obstaja tudi druga zakonodaja EU v zvezi s pravicami dr™avljanov dr™av, ki niso ｲlanice EU (dr™avljani tretjih dr™av), ki zaradi dela bivajo v EU dr™avah.
Exceptions to the prohibition of discrimination in the directives
Izjeme od prepovedi diskriminacije
Genuine occupational requirement
Zahteve za opravljanje poklica
For all prohibited grounds the directives permit an exception to meet genuine occupational requirements.
V zvezi z vsemi prepovedanimi oblikami diskriminacije direktivi dovoljujeta izjemo izpolnjevanja zahtev za opravljanje poklica.
For example, if a film director decided that only a black actor could play Nelson Mandela in a movie ̌ in such a situation it would be a genuine occupational requirement to employ a black person.
Na primer, filmski re™iser lahko vztraja, da lahko le temnopolt igralec igra Nelsona Mandelo v filmu › v takþni situaciji bi bila temna barva ko™e pravþnja in odloｲilna lastnost igralca, ki bi ga zaposlili.
Applying a genuine occupational require-ment in respect of one ground should not justify discrimination on any other ground; so in this example, it would not be legitimate to discriminate on grounds of sexual orientation.
Poklicne zahteve, ki dopuþｲajo eno obliko diskriminacije, pa ne upraviｲu-jejo drugih oblik diskriminacije. V primeru igralca torej ni dopustno diskriminirati igralcev na pri-mer zaradi njihove spolne usmerjenosti.
Long-established assumptions about the type of person required to do a particular job may not meet the test of legitimate objective and proportionality.
Uveljavljene predstave o tem, kakþnega tipa mora biti oseba za opravljanje doloｲenega poklica, morda ne bodo izpolnjevale pogoja upraviｲenosti in sorazmernosti glede na cilj, ki se ™eli doseｲi.
For example, an employer is unlikely to be able to demonstrate that to work as a receptionist a person must be `young and energetic'; such a requirement is likely to be discriminatory on grounds of age and disability.
Na primer, delodajalec bo te™ko dokazal, da mora biti oseba, ki bo delala kot receptor, ‚mlada in polna energije§. Takþna zahteva bo verjetno pomenila diskriminacijo zaradi starosti in invalidnosti.
Differences of treatment on grounds of age
Razliｲno obravnavanje zaradi starosti
The employment framework directive (2000/78/EC), Article 6, permits, but does not require, Mem-ber States to include some further exceptions that would allow differential treatment on grounds of age including:
Direktiva o sploþnih okvirih enakega obravnavanja pri zaposlovanju in delu (2000/78/ES) v ｲlenu 6 dovoljuje, vendar ne zahteva, da dr™ave ｲlanice opredelijo druge izjeme, ki dovoljujejo razliｲno obravnavanje zaradi starosti, vkljuｲno z: s vzpostavljanjem posebnih pogojev za dostop do zaposlitve in usposabljanja, za zaposlitev in poklic, vkljuｲno s plaｲilom in pogoji za odpust, in sicer za mlade in stare delavce z namenom, da se jih zaþｲiti oziroma da se promovira njihovo poklicno vkljuｲevanje v dru™bo; s doloｲanjem minimalne starosti, izkuþenj ali starosti za dostop do zaposlitve ali ugodnosti, povezanih z zaposlitvijo; s doloｲanjem minimalne starosti za rekrutiranje na osnovi usposobljenosti za delovno mesto ali doloｲanjem razumne delovne dobe, potrebne za upokojitev.
† setting special conditions on access to employment and training, on employment and occupa-tion, including dismissal and pay, for young people, older workers and people with caring responsibilities in order to protect them or to promote their vocational integration;
Vsaka taka izjema mora biti þe vedno biti objektivno in razumno utemeljena z upraviｲenim ciljem, ki se ga z izjemo ™eli doseｲi, kot na primer z upraviｲenimi zaposlovalnimi politikami, trgom dela ali aktivnostmi usposabljanja.
† fixing minimum age, experience or seniority for access to employment or advantages linked to employment;
Sredstva za doseg teh ciljev pa morajo biti primerna in potrebna.
The directives recognise that to achieve full equality in practice will require more than prohibiting current or future discrimination; therefore they permit measures to prevent or compensate for the historic disadvantages suffered by groups defined by racial or ethnic origin, religion or belief, dis-ability, sexual orientation or age.
Direktivi priznavata, da je za doseganje popolne enakosti v praksi potrebno storiti veｲ kot le pre-povedati trenutno ali prihodnjo diskriminacijo. Direktivi torej dovoljujeta ukrepe za prepreｲevanje ali poravnavo krivic, ki so jih doloｲene skupine trpele v preteklosti zaradi svoje rasne ali etniｲne pripadnosti, vere ali prepriｲanja, starosti, spolne usmerjenosti ali invalidnosti.
If particular groups have never been employed to do particular types of work, positive action could involve training people from such groups to prepare them for such work.
Pe doloｲene skupine nikoli niso bile zaposlene v doloｲenih poklicih, lahko pozitivni ukrepi vkljuｲujejo usposabljanje teh skupin ljudi za opravljanje takþnih poklicev.
It could also involve taking additional, planned, targeted steps, when seeking to recruit new employees, to publicise posts in different ways in order to encourage members of such groups to apply, offering support if necessary.
Pozitivni ukrepi lahko tudi vkljuｲujejo dodatno naｲr-tovane in usmerjene korake v smislu iskanja novih delavcev, oglaþevanja delovnih mest na razliｲne naｲine z namenom vzpodbude ｲlanov te skupine k prijavi, vkljuｲno z nudenjem pomoｲi, ｲe jo ti potrebujejo.
Reasonable accommodation for disabled people
Prilagoditev delovnega okolja za invalidne osebe
The employment framework directive (2000/78/EC), Article 5, requires employers to take appropri-ate steps where needed in a particular case, to enable a disabled person to have access to, par-ticipate in or advance in employment or to undergo training unless this would impose a `dispro-portionate burden' on the employer. For example:
Direktiva o sploþnih okvirih enakega obravnavanja pri zaposlovanju in delu (2000/78/ES) v ｲlenu 5 zahteva, da delodajalci sprejmejo primerne ukrepe, potrebne v posameznih primerih, da invalidni osebi omogoｲi dostop do, udele™bo pri ali napredovanje v zaposlitvi ali da se udele™i usposablja-nja, razen ｲe bi to za delodajalca pomenilo nesorazmerno breme.
† after an accident at work a manual worker is unable to continue in his manual job; the employ-er could provide appropriate training and transfer him to an office job;
Delodajalec mora na primer: s omogoｲiti gluhi osebi, da se udele™i usposabljanja, za katerega bi delodajalec lahko zagotovil prevajalca za gluhoneme; s po nesreｲi na delovnem mestu, po kateri delavec, ki je prej opravljal roｲno delo, tega dela ne more veｲ opravljati, delodajalec delavcu lahko zagotovi primerno usposabljanje in premestitev na delo v pisarno; s uporabnik invalidskega voziｲka se prijavi na razpis za delovno mesto za administrativnega asistenta.
† a wheelchair-user replies to an advertisement for an administrative assistant.
Zglasiti se mora v 4. nadstropju stavbe, kjer ima podjetje sede™.
If the employer has offices on several floors including the ground floor, the employer could arrange for the work of the administrative assistant to be done in the ground floor office and move another employee who is able to climb stairs to the fourth floor.
Pe pa ima delodajalec pisarne le v 4. nadstropju in v stavbi ni dvigala, morda ne obstajajo razumni ukrepi, ki bi jih delodajalec lahko sprejel, da bi osebi omogoｲil opravljanje dela, ne da bi to zanj predstavljalo nesorazmerno breme.
If, how-ever, the employer has offices only on the fourth floor and there is no lift, then there may be no reasonable measures (without disproportionate burden) the employer can take to enable this person to do this job;
s omogoｲiti slepi osebi, ki uporablja psa vodnika, la™ji prihod na delo tako, da delodajalec prila-godi delovni ｲas zato, da osebi in psu ni treba na delo hiteti v najveｲji gneｲi.
† to enable a blind person who uses a guide dog to get to work more easily, the employer could change their working hours so they do not have to come in the rush hour.
Delodajalec se ne more izgovarjati, da je breme, tudi finanｲno, za prilagoditev delovnega mesta za invalidno osebo zanj nesorazmerno, ｲe so sredstva ali druga pomoｲ za ta namen zagotovljena.
An employer cannot claim that the burden, including financial burden, of providing reasonable accommodation for a disabled person is `disproportionate' if funding or other assistance is avail-able to assist employers in such circumstances.
Obe direktivi doloｲata, da imajo zdru™enja in organizacije z upraviｲenim interesom pravico pod-preti ™rtve diskriminacije ali spro™iti postopek v njihovem imenu (s privolitvijo ™rtve). Kriteriji za presojo, katere organizacije imajo upraviｲen interes, so doloｲeni z notranjim pravom.
Dialogue with civil society
Dialog s civilno dru™bo
The directives require Member States to promote dialogue with social partners to encourage workplace agreements, codes of conduct, and so on, and with NGOs with a view to promoting the principle of equal treatment.
Direktivi od dr™av ｲlanic zahtevata, da promovirajo dialog s socialnimi partnerji za namen spod-bude sklepanja sporazumov o delovnih mestih, pravilih obnaþanja ipd. ter z nevladnimi organiza-cijami za namen veｲjega spoþtovanja naｲela enakega obravnavanja.
In the race directive (2000/43/EC) only, there is an obligation on each Member State to designate a body to promote equal treatment.
Od obeh direktiv le Rasna direktiva (2000/43/ES) doloｲa obveznost dr™av ｲlanic, da doloｲijo telo, ki bo skrbelo za promocijo enakega obravnavanja.
Their main tasks are to provide independent assistance to victims of discrimination, conduct independent surveys and studies, publish independent reports and make recommendations.
Glavna naloga telesa je zagotoviti neodvisno pomoｲ ™rtvam diskriminacije, izvajati neodvisne raziskave in þtudije, objavljati neodvisna poroｲila in podajati priporoｲila.
Dissemination of information
Þirjenje informacij
The directives require Member States to take measures to publicise widely both their existing laws on equal treatment and non-discrimination and any new measures they adopt to bring their laws in line with the directives.
Direktivi zahtevata od dr™av ｲlanic, da sprejmejo ukrepe za þiroko objavo tako obstojeｲih zakonov o enakem obravnavanju in ne-diskriminaciji kot tudi novih ukrepov, ki so jih sprejele z namenom uskladitve zakonodaje z direktivama.
Member States must report to the EU on the application of the race directive (2000/43/EC) by 19 July 2005 and on the application of the employment framework directive (2000/78/EC) by 2 December 2005, and every five years thereafter.
Dr™ave ｲlanice morajo o implementaciji Rasne direktive (2000/43/ES) EU poroｲati do 19. julija 2005, o implementaciji Direktive o sploþnih okvirih enakega obravnavanja pri zaposlovanju in delu (2000/78/ES) pa do 2. decembra 2005, zatem pa vsakih 5 let.
In transposing the directives, Member States must ensure there are sanctions for infringement of their national anti-discrimination laws and that these sanctions are applied.
V postopku prenosa direktiv v domaｲo zakonodajo morajo dr™ave ｲlanice tako predvideti sankcije za krþitve domaｲe protidiskriminacijske zakonodaje kot tudi skrbeti za izvrþevanje sankcij.
Sanctions for dis-crimination must be `effective, proportionate and dissuasive'; that is they should provide appropri-ate personal redress for the victim and should deter both the particular respondent and others from comparable acts of discrimination in the future.
Sankcije zaradi diskriminacije morajo biti uｲinkovite, sorazmerne in odvraｲajoｲe. To pomeni, da morajo zagotoviti ™rtvi zadoþｲenje in morajo odvraｲati tako krþitelja kot tudi druge osebe od podobnih diskriminatornih dejanj v prihodnosti.
Sanctions may comprise the payment of compensation, for which no upper limits can be imposed.
‚„ mora to™enec dokazati, da ni bilo krþeno naｲelo enakega obravnava-nja, ｲe osebe, ki menijo, da jim je bila storjena krivica, ker ni bilo uporablje-
`„ when persons who consider themselves wronged because the princi-ple 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.'
Boj proti diskriminaciji › Priroｲnik za usposabljanje no naｲelo enakega obravnavanja, na sodiþｲu ali pri drugem pristojnem organu predstavijo dejstva, na podlagi katerih se lahko domneva, da je priþlo do neposredne ali posredne diskriminacije.§
The burden of proof cannot be shifted in criminal proceedings.
Dokaznega bremena ni mogoｲe prenesti v kazenskih postopkih.
In some Member States it will not apply to investigative procedures.
V nekaterih dr™avah ｲlanicah se ne upoþtevajo pri preiskovalnih postopkih zaradi prekrþkov.
It is equally important to note that the shift of the burden of proof is not limited to court proceedings but that it extends to proceedings before any competent (i.e. administrative) authority.
Prav tako je pomembno opozo-riti, da prenos dokaznega bremena ni omejen le na sodne postopke, temveｲ velja tudi za postopke pred drugimi pristojnimi organi (npr. upravnimi).