natgillin/translations-raw huggingface dataset:
For example, a considerable obstacle to the health and sustainability of the NGO sector in Japan is the fact that previously, Japan had not granted tax-deductible status to most of its non-profit-making organisations.
Nevladne organizacije, ki se ™elijo registrirati, se morajo s temi pravili podrobno seznaniti in opraviti vse potrebne korake za pridobitev ustreznih dokumentov.
† Lack of effective `partnership' between government and NGOs.
s Prepoved opravljati doloｲene aktivnosti, ｲe organizacije niso registrirane.
The government, profit-making community, and NGOs need to recognise each other as being integral partners, of equal stat-ure, with a distinct and vital role to play in development.
Organizacije morajo presoditi, ali se taka prepoved nanje nanaþa in ali se morajo za opravljanje doloｲene dejavnosti registrirati.
† Under-utilisation of potential support from the business sector.
s Prepoved opravljanja doloｲenih aktivnosti tudi po registraciji.
NGOs should seek to achieve `business engagement'. A growing number of NGOs are now engaging businesses in `partner-ships' aimed at collaboratively addressing key issues.
Nevladne organizacije morajo spoþtovati domaｲe pravo, ｲe pa so pravne doloｲbe na tem podroｲju arbitrarne in nesorazmer-ne, jih lahko izpodbijajo s primernimi sredstvi.
Combating discrimination › A training manual
s Pomanjkanje pravnega interesa za vlaganje prito™b.
† Inability to reach some parts of the community due to insensitivity, imposition of externally chosen legal or political aims, cultural or language barriers.
s Dojemanje, da je nevladna organizacija povezana z vlado ali politiｲno stranko, ki lahko ogrozi nepristranskost organizacije kot zagovornice naｲel.
NGOs should ensure that their own organisations have a diverse workforce with personnel trained in discrimination awareness issues, awareness of the social and political history, including history of exclusion and discrim-ination of the groups within the community and, where relevant, a range of language skills.
Dobra nevladna organizacija mora pri zagovarjanju naｲel paziti, da se je ne povezuje s politiｲnimi strankami, kar mora zagotoviti s primernimi ukrepi.
† Poor management or employment practices occur frequently in NGOs and can damage morale and impede the effectiveness of the NGO.
s Pomanjkanje znanja in sposobnosti, posebno glede organizacijskega in finanｲnega upravljanja ali uporabnosti informacijske tehnologije.
Examples are lack or absence of an organised infra-structure or hierarchy, and/or in terms of the lack or absence of a management system.
s Pomanjkanje denarja in omejena sredstva ter pomanjkanje informacij in navodil o dostopu do dr™avnih, EU ali mednarodnih sredstev.
This may be due to a number of factors including minimal funding, resources, time, resistance to taking on the role of employer, continuity of personnel (especially in an organisation where there is a high turnover of enthusiastic volunteers), low staff morale or downright chaos, and results in NGOs not reaching their full efficiency potential.
s Davｲna in druga relevantna zakonodaja dr™ave donatorja ali prejemnika, ki ne podpira aktivno-sti nevladnih organizacij. Na primer, pomembna ovira za zdravje in obstoj nevladnih organiza-cij na Japonskem je dejstvo, da pred tem Japonska ni priznavala davｲnih olajþav neprofitnemu sektorju.
This can be overcome by agreed allocation of management roles, specific management training, competent internal adminis-tration and regular review of administrative and employment matters.
Izkuþnje Zdru™enih dr™av Amerike pa so po drugi strani pokazale, da davｲne olajþave za neprofitne organizacije spodbujajo prispevke javnosti in promovirajo zasebne dobrodelne izdatke profitnega sektorja.
This document exists in English, French, Albanian, Bulgarian, Latvian, Lithuanian, Russian and Ser-bian.
s Nezmo™nost doseganja nekaterih delov dru™be zaradi neobｲutljivosti, vsiljevanja zunanjih pra-vnih in politiｲnih ciljev, kulturnih in jezikovnih preprek. Nevladne organizacije morajo zagoto-viti, da je osebje v njihovih organizacijah raznoliko usposobljeno na podroｲjih osveþｲanja o
Discrimination in the national context
Vloga nevladnih organizacij v boju proti diskriminaciji diskriminaciji, o dru™beni in politiｲni zgodovini dr™ave, vkljuｲno z zgodovino izkljuｲevanja in diskriminacije posameznih skupin v skupnosti.
† For the participants to be familiar with the national provisions and procedures which have been/have to be adopted to transpose the directives, and to have verified that the transposi-tion has been/can be properly carried out.
s Slabo upravljanje ali zaposlovalna politika sta pogosta pojava v nevladnih organizacijah in lahko poþkodujeta moralo in zni™ata uｲinkovitost organizacije.
† For the participants to be familiar with the administrative and legal channels available at national and international level to redress instances of discrimination, and to have learnt how to use those remedies appropriately.
Primeri za to so pomanjkanje ali neobstoj organizirane infrastrukture ali hierarhije in/ali pomanjkanje ali neobstoj sistema upravljanja.
† For the participants to be able to restate the main principles of the directives, and the national implementing provisions, and to have critically assessed the impact the directives and the national implementing provisions have had/will have in their work.
Razlogi za to so lahko zelo razliｲni, vkljuｲno z minimalnim financiranjem, pomanj-kanjem sredstev in ｲasa, odporom do prevzemanja vloge delodajalca, trajnostjo osebja (pose-bej v organizacijah, kjer se izmenja mnogo navduþenih prostovoljcev), nizko moralo zaposle-nih, kaotiｲnimi razmerami in slabimi rezultati nevladne organizacije, ki ne izkoriþｲa svojega potenciala.
† For the participants to become aware of how the international community has seen their coun-try's record in the relevant field, and to understand how to use this information.
Te ovire so lahko premagane s sporazumno razdelitvijo upravljalskih vlog, specifiｲ-nimi treningi upravljanja, sposobno administracijo in rednimi pregledi administrativnih in zaposlovalnih zadev.
Discrimination in the national context
Diskriminacija v nacionalnem kontekstu
Indirect discrimination occurs when an apparently neutral provision, criterion or practice would disadvantage people on the grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation unless the practice can be objectively justified by a legitimate aim.
Navedene informacije je zbral izvajalec, ki je sestavil to poroｲilo, v sodelovanju z nacionalnimi nevladnimi organizacijami, izra™ena staliþｲa pa ne predstavljajo uradnih staliþｲ Evropske komi-sije in Generalnega direktorata za zaposlovanje, socialne zadeve in enake mo™nosti.
An example of indirect discrimination is requiring all people who apply for a certain job to sit for a test in a particular language, even though that language is not necessary for the job.
Uｲni cilji za udele™ence s Spoznati domaｲe doloｲbe in postopke, ki so bili sprejeti z namenom prenosa direktiv v domaｲe pravo, in preveriti, ali je bil prenos primerno izveden.
† Also prohibits harassment, the instruction to discriminate and victimisation.
s Spoznati razpolo™ljive upravne in sodne poti, ki so na voljo na nacionalni in mednarodni ravni za popravo krivic, do katerih je priþlo zaradi diskriminacije, ter spoznati, kako ta pravna sredstva primerno uporabljati.
Harassment is deemed to be discrimination when an unwanted conduct related to racial or ethnic origin takes place with the purpose of violating the dignity of a person on grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation and creating an intimidating, hostile, degrading, humiliating and offensive environment is prohibited by the new rules.
s Nauｲiti se povzeti glavna naｲela direktiv in domaｲih doloｲb, s katerimi sta direktivi implemen-tirani, ter kritiｲno oceniti vpliv, ki ga bosta imeli direktivi na delo udele™encev.
Victimisation occurs when someone is discriminated against for having made a complaint about discrimination or supporting a colleague who has made a complaint.
s Zavedati se, kako je mednarodna skupnost ocenila stanje na podroｲju diskriminacije v njihovi dr™avi, in razumeti, kako je te informacije mogoｲe uporabiti.
The directives recognise explicitly that outlawing discrimination will not necessarily be enough by itself to ensure genuine equality of opportunity for everyone in society.
Kot je bilo ™e omenjeno v poglavju Kljuｲni koncepti, se direktiva od uredbe razlikuje po tem, da je za dr™ave ｲlanice zavezujoｲa v smislu cilja, ki ga zasleduje, dr™avam ｲlanicam pa prepuþｲa izbiro metod za doseganje predpisanih ciljev.
Specific measures might be called for to compensate for disadvantages arising from a person's racial or ethnic origin, age or other characteristics which might lead to them being treated unfairly.
Slovenija je izpolnila svoje obveznosti v zvezi s transpozicijo evropskih proti-diskriminacijskih direktiv v notranje pravo.
For example, ethnic minorities may need special training and specific help to have a reasonable chance of finding a job. Organising training courses or making different arrangements especially for them are ways of improving their chances.
Rasna direktiva 2000/34/ES in Direktiva o zaposlitvenem okviru 2000/78/ES sta bili v slovensko notranje pravo preneseni z Zakonom o uresniｲevanju naｲela enakega obra-vnavanja (Uradni List RS, 50/2004), posamezne doloｲbe za prepreｲevanje diskriminacije pri zapo-slovanju in delu pa so bile vkljuｲene tudi v novi Zakon o delovnih razmerjih (Uradni list RS, 42/2002), ki je priｲel veljati 1.1.2003.
The directives allow positive action of this kind to be undertaken and do not regard it as infringing the principle of equal treatment.
Direktiva o zaposlitvenem okvirju (in s tem protidiskriminacij-ske doloｲbe na delovnopravnem podroｲju) je bila torej upoþtevana, ko se je pripravljal nov zakon na podroｲju delovnega prava in þe preden je bil sprejet krovni protidiskriminacijski zakon.
† Gives victims of discrimination a right to make a complaint through a judicial or administrative procedure, associated with appropriate penalties for those who discriminate.
s Za predstavitev direktiv glej prilogo Toma™a Trplana.
† Allows for limited exceptions to the principle of equal treatment, for example in cases where a difference in treatment on the ground of race or ethnic origin constitutes a genuine occupa-tional requirement.
s Za predstavitev domaｲe zakonodaje glej prilogo Jasminke Dediｱ.
The requirement that the burden of proof should be shifted, or shared, in this way is a recognition of two general aspects of discrimination cases.
Prenos direktiv v slovensko notranjo zakonodajo je bil izveden dosledno in v celoti in sicer tako, da zakon v veｲji meri prevzema besedilo ｲlenov direktiv.
The first is that those suffering discrimination are
Edino podroｲje, ki ga slovenski zakonodaja-
Combating discrimination › A training manual rarely in a position to prove it.
Boj proti diskriminaciji › Priroｲnik za usposabljanje lec ni uredil kljub temu, da je Slovenija kot dr™ava ｲlanica k temu zavezana, je njena obveznost obveþｲati javnost o doloｲbah direktiv in novi domaｲi protidiskriminacijski zakonodaji.
The second is that only those who are accused of discrimination are likely to have access to the full facts of the case.
To je podro-ｲje, ki v Zakonu o uresniｲevanju naｲela enakega obravnavanja (ZUNEO) ni omenjeno, kar pa þe ne pomeni, da dr™ava te obveznosti nima.
Although this shifting of the burden of proof is a recent feature of legislation in many countries, it is not new.
Na ™alost se je ZUNEO sprejemal brez ustrezne medijske pozornosti in ob pomanjkanju javnih raz-prav v parlamentu.
It has been widely adopted before as part of new laws on equality between men and women.
Poslediｲno v javnosti tudi ni bilo zaslediti reakcij na sprejem protidiskriminacij-ske zakonodaje.
† Provides for the establishment in each Member State of an organisation to promote equal treatment and provide independent assistance to victims of racial discrimination.
Obe sta bili ustanovljeni za namen prepreｲevanja diskriminacije zaradi vseh zakonsko navedenih osebnih okoliþｲin (in ne le za rasno ali etniｲno poreklo, kot se zahteva z Direktivo Sveta 2000/43/ES).
She employment equality directive (2000/78/EC)
1) Svet Vlade RS za uresniｲevanje naｲela enakega obravnavanja
† Implements the principle of equal treatment in employment and training irrespective of reli-gion or belief, disability, age or sexual orientation in employment, training and membership and involvement in organisations of workers and employers.
Glede na ｲlen 9 Zakona o uresniｲevanju naｲela enakega obravnavanja (ZUNEO) je Svet Vlade za uresniｲevanje naｲela enakega obravnavanja strokovno in posvetovalno telo, ki je pristojno za opravljanje naslednjih nalog: s skrbi za izvajanje doloｲb ZUNEO, s spremlja, ugotavlja in ocenjuje polo™aj posameznih dru™benih skupin z vidika uresniｲevanja naｲela enakega obravnavanja, s daje vladi predloge, pobude in priporoｲila za sprejem predpisov in ukrepov, potrebnih za ures-niｲevanje naｲela enakega obravnavanja, s daje predloge za pospeþevanje izobra™evanja, osveþｲanja in raziskovanja na podroｲju enakega obravnavanja oseb, s opravlja druge naloge, doloｲene s sklepom o ustanovitvi.
† Requires employers to make reasonable accommodation to enable a person with a disability who is qualified to do the job in question to participate in training or paid labour.
Svet sestavljajo predstavniki oziroma predstavnice posameznih ministrstev in vladnih slu™b, nev-ladnih organizacij ter strokovnih institucij, ki delujejo na podroｲju enakega obravnavanja.
† Allows for limited exceptions to the principle of equal treatment, for example, where the ethos of a religious organisation needs to be preserved, or where an employer legitimately requires an employee to be from a certain age group to be recruited.
Pri opravljanju svojih nalog Svet sodeluje s pristojnimi dr™avnimi organi in drugimi institucijami na podroｲju enakega obravnavanja oseb in prepreｲevanja diskriminacije na podlagi osebnih okoliþ-ｲin.
Have the directives been transposed into national law?
Delo Sveta koordinira Urad vlade za enake mo™nosti.
The grounds of discrimination or discriminatory treatment are defined as follows under Maltese law.
Zagovornica naｲela enakosti je drug organ, ki je bil v cilju boja proti diskriminaciji ustanovljen v okviru Urada za enake mo™nosti.
'a) Race, place of origin, political opinions, colour, creed or sex are specifically provided for under the Constitution of Malta.
Glavna pristojnost zagovornice je obravnava primerov domnev-nih krþitev prepovedi diskriminacije.
'b) Marital status, pregnancy or potential pregnancy, sex, colour, disability, religious conviction, political opinion, membership in a trade union or in an employers' association, racial or ethnic
Poleg tega ZUNEO predvideva, da ｲe bi þtevilo primerov, nji-hova zahtevnost ali posebnosti glede na doloｲeno osebno okoliþｲino to zahtevali, se lahko za
Discrimination in the national context origin, age and sexual orientation under the employment and industrial relations act, 2002, and the legal notices issued under the employment and industrial relations act, 2002.
Diskriminacija v nacionalnem kontekstu posamezno osebno okoliþｲino (na primer za invalidnost ipd.) imenuje poseben zagovornik oziro-ma zagovornica (glej 11. ｲlen ZUNEO).
'c) Disability on the basis of physical and/or mental impairment under the equal opportunities (persons with disability) act, 2000.
Obravnava primera pri zagovornici se zaｲne s pisno ali ustno pobudo, zagovornica naｲela enakosti pa po obravnavi izda pisno mnenje s svojimi ugotovitvami, ali je v konkretnem primeru priþlo do diskriminacije ali ne, ter izda priporoｲila, kaj je potrebno storiti za odpravo krþitve.
The main legislation on discrimination under Maltese law are the equal opportunities (persons with a disability) act, the employment and industrial relations act, Legal Notice 461 of 2004 and the equality for men and women act.
Postopek je neformalen, v soglasju z ™rtvijo pa ga lahko spro™ijo tudi nevladne organizacije. Zago-vornica lahko primer odstopi inþpekcijski slu™bi, ki ga nadalje obravnava v skladu s svojimi zakon-sko opredeljenimi pristojnostmi.
We also find reference to discrimination in other legislation like the constitutional code, the criminal code, the press act and the broadcasting authority act.
Zagovornica lahko na proþnjo posameznikov ali pravnih oseb izda mnenje, ali bi neko ravnanje lahko pomenilo krþitev naｲela enakega obravnavanja. Vsako leto pa mora o svojem delu tudi poroｲati vladi.
Under the Constitution of Malta it is stated, in Article 45, that no law shall make any provision that is discriminatory either of itself or in its effect and that no person shall be treated in a discrimina-tory manner by any person acting by virtue of any written law or in the performance of the func-tions of any public office or any public authority.
Taka ureditev tako zagovornice kot Sveta je v skladu z direktivama, vendar pa bo þele praksa pokazala, ali je ureditev tudi dejansko primerna glede na cilje, katerim naj bi slu™ila. Poleg tega sta tako Svet kot zagovornica financirana iz vladnih sredstev, zato je njuna neodvisnost in nepristranskost vpraþljiva.
Article 139A(d) of the criminal code provides that any public officer or servant or any other person acting in an official capacity who intentionally inflicts on a person severe pain or suffering, wheth-er physical or mental for any reason based on discrimination of any kind, shall, on conviction, be liable to imprisonment for a term of five to nine years.
Zakon poleg novih organov tudi sicer uvaja mnoge novosti na podroｲje zaþｲite pred diskriminaci-jo (novosti, ki so sicer predvidene ™e z direktivama).
The criminal code does not provide any definition of the term discrimination or a description of those instances which may constitute discriminatory treatment.
Zakon o uresniｲevanju naｲela enakega obravnavanja s ZUNEO izrecno prepoveduje posredno in neposredno diskriminacijo ter nadlegovanje kot obli-ko diskriminacije.
Furthermore, to date the Maltese courts have not yet provided any such definition or description.
s Opredeljuje podroｲja, na katerih je diskriminacija prepovedana (zaposlovanje, delovna razmer-ja, vkljuｲevanje v sindikate in interesna zdru™enja, vzgoja in izobra™evanje, socialna varnost, dostop do dobrin in storitev ter oskrba z njimi).
In addition, in its efforts to combat racism and xenophobia, the Maltese government has recently introduced a new provision in the criminal code by criminalising incitement to racial hatred.
s Opredeljuje temelje, zaradi katerih je diskriminacija prepovedana (osebne okoliþｲine kot so narodnost, rasa ali etniｲno poreklo, spol, zdravstveno stanje, invalidnost, jezik, versko ali drugo prepriｲanje, starost, spolna usmerjenost, izobrazba, gmotno stanje, dru™beni polo™aj ali druge osebne okoliþｲine).
It is to be noted that the term `racial hatred' in this context refers to hatred against a group of persons in Malta defined by reference to colour, race, nationality (including citizenship) or ethnic or nation-al origins.
Te okoliþｲine so zastavljene þirþe od tistih, opredeljenih v direktivah.
Article 82A (1) provides that any person who uses any threatening, abusive or insulting words or behaviour, or displays any written or printed material which is threatening, abusive or insulting, or otherwise conducts himself in such a manner, with intent thereby to stir up racial hatred or where racial hatred is likely, having regard to all the circumstances, to be stirred up shall, on conviction, be liable to imprisonment for a term of six to 18 months.
Slove-nija je namreｲ v ustavi ™e pred prenosom direktiv v domaｲo zakonodajo nudila þirþi obseg varstva, ki ga po prenosu direktiv v domaｲo zakonodajo ni smela zo™iti.
The only ground which is defined under Maltese law is the ground of disability under the equal opportunities (persons with disability) act, 2000.
s Prepoveduje viktimizacijo - diskriminirana oseba ne sme biti izpostavljena neugodnim posledi-cam zaradi njenega ukrepanja.
This act defines disability as the physical or men-tal impairment that substantially limits one or more of the major life activities of a person.
s Dovoljuje pozitivne ukrepe - pozitivni ukrepi so z zakonom doloｲeni zaｲasni ukrepi, ki so name-njeni prepreｲevanju manj ugodnega polo™aja oseb z doloｲeno osebno okoliþｲino oziroma predstavljajo nadomestilo za manj ugoden polo™aj.
Combating discrimination › A training manual
Boj proti diskriminaciji › Priroｲnik za usposabljanje s Opredeljuje dol™nost dr™avnih organov, da na podroｲju prepreｲevanja diskriminacije sodeluje-jo s socialnimi partnerji in nevladnimi organizacijami.
It is to be noted that such interpretation is only restricted to proceedings instituted before the industrial tribunal in cases of alleged discrimination in employ-ment under the employment and industrial relations act, 2002. This legal notice does not apply to alleged discrimination under any other legislation in Malta.
s Dovoljuje uporabo drugih upravnih in sodnih postopkov v primerih diskriminacije (diskrimini-rane osebe lahko zahtevajo obravnavo krþitve 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).
`he treats or proposes to treat a person less favourably on the basis of a characteristic that apper-tains generally to persons who have such a disability or a presumed characteristic that is gener-ally imputed to persons who have such a disability.'
s Prenaþa dokazno breme na krþitelja (kadar v upravnih in sodnih postopkih diskriminirana oseba navaja dejstva, ki opraviｲujejo domnevo, da je bila krþena prepoved diskriminacije, mora domnevni krþitelj oziroma krþiteljica dokazati, da v obravnavanem primeru ni krþil naｲela ena-kega obravnavanja oziroma prepovedi diskriminacije).
Article 6 of the said act also provides that a person shall be discriminating against another person on the ground of disability if he treats or proposes to treat such other person less favourably than he treats or would treat others who do not have such a disability because of the fact that such other person is accompanied by (a) an interpreter; (b) a reader; (c) an assistant; or (d) a carer. It is argued that this could be deemed to constitute discrimination by association.
s Poveｲuje vlogo nevladnih organizacij glede sodelovanja v postopkih › nevladne organizacije lahko v skladu z zakonom sodelujejo v sodnih in upravnih postopkih, ki jih spro™ijo diskrimini-rane osebe zaradi krþitve prepovedi diskriminacije.
However, this has not been raised before by a judicial authority in Malta as yet.
s Opredeljuje sankcije za krþitelje.
Direct discrimination (Article 2(2)(a))
Zakon o delovnih razmerjih v ｲlenu 6 þe posebej prepoveduje diskriminacijo pri zaposlovanju in delu:
Under Maltese law, the equal opportunities (persons with disability) act, 2000, does not make any express reference to direct and indirect discrimination.
2. çenskam in moþkim morajo biti zagotovljene enake mo™nosti in enaka obravnava pri zaposlo-vanju, napredovanju, usposabljanju, izobra™evanju, prekvalifikaciji, plaｲah in drugih prejemkih iz delovnega razmerja, odsotnostih z dela, delovnih razmerah, delovnem ｲasu in odpovedi pogodbe o zaposlitvi.
Instead there is a list of those instances which are deemed to constitute discrimination under the act. Direct discrimination is clearly prohibited under Articles 3, 5 and 6.
Posredna diskriminacija obstaja, ｲe navidezno nevtralne doloｲ-be, kriteriji in praksa uｲinkujejo tako, da postavljajo osebe doloｲenega spola, rase, starosti, zdravstvenega stanja oziroma invalidnosti, verskega ali drugega prepriｲanja, spolne usmerje-nosti ali nacionalnega porekla v slabþi polo™aj, razen ｲe so te doloｲbe, kriteriji in praksa objek-tivno upraviｲeni ter ustrezni in potrebni.
Article 3 deals with disability discrimination in terms of less favourable treatment:
Slovenska zakonodaja torej na nekaj mestih zagotavlja þirþi obseg zaþｲite pred diskriminacijo.