natgillin/translations-raw huggingface dataset:
This case had important implications for NGOs bringing sexual orientation cases in the public interest(actio popularis): the court established that homosexuality is an inherent feature of one’s personality,which is a precondition of an actio popularisclaim under the Hungarian Equal Treatment Act.Furthermore, NGOs do not have to wait for the discrimination to have actually taken place — it is enoughthat a violation of rights might take place in the future due to the discriminatory law, practice etc. they arechallenging.
Ta primer je pomembno vplival na nevladne organizacije, ki sprožajo primere v javnem interesu (actio popularis): sodišče je ugotovilo, da je homoseksualnost inherentna osebnostna lastnost, kar je po madžarskem Zakonu o enakem obravnavanju predpogoj za tožbo na podlagi actio popularis. Poleg tega nevladnim organizacijam ni treba čakati, da se diskriminacija dejansko zgodi - zadošča, da bi do kršitve pravic lahko prišlo v prihodnosti zaradi diskriminacijskega zakona, prakse itd., kateremu oporekajo.
Annual report on
Letno poročilo — Rasna enakost in enakost pri zaposlovanju CM
Slovenia: Constitutional judgment on Ordinance which restricts the building of mosques
Slovenija: Ustavna presoja o odloku, ki omejuje gradnjo džamij
In July 2004, the Slovenian Constitutional Court ruled that a referendum question on whether an ordinanceof the Ljubljana urban municipality should be enforced amounted to an infringement of the constitutionalright to freely exercise one’s religion.
Julija 2004 je slovensko Ustavno sodišče presodilo, da referendumsko vprašanje o tem, ali je Odlok ljubljanskega Mestnega sveta veljaven, krši ustavno pravico do svobodnega opravljanja verskih obredov.
The ordinance in question laid down conditions for constructingobjects intended to be used for religious and cultural activities of the Islamic religious community.
Zadevni odlok je določal pogoje za gradnjo objektov, ki naj bi se uporabljali za verske in kulturne dejavnosti islamske verske skupnosti.
The courtdeclared that the purpose of deciding on land-use conditions in a referendum was actually to make thebuilding of a mosque impossible, and therefore having a referendum on the ordinance would mean deciding whether the members of the Islamic religious community can freely exercise their religion in themosque or not, which was unconstitutional.
Sodišče je izjavilo, da je namen odločanja o pogojih uporabe zemljišč na referendumu v resnici onemogočanje gradnje džamije, zato bi referendum o Odloku pomenil odločanje o tem, ali člani islamske verske skupnosti lahko v džamiji svobodno opravljajo svoje verske obrede ali ne, kar je protiustavno.
Sweden: Positive action based on ethnicity in university entrance
Švedska: Pozitiven ukrep na podlagi narodnostne pripadnosti za vstop na univerzo
Uppsala University introduced ‘alternative selection criteria’of law students, whereby 10% of places on thelaw programme were reserved to applicants whose parents were both ‘foreign-born’.
Univerza v Uppsali je uvedla „dodatna izbirna merila" za študente prava, po katerih je bilo 10 % mest v programu študija prava rezerviranih za kandidate, katerih starši so bili „tujega izvora".
This was in line withlegislation from January 2003 which aimed to enhance pluralism in higher education.
To je bilo v skladu z zakonodajo iz januarja 2003, ki naj bi okrepila pluralizem v visokem šolstvu.
The practice waschallenged by two women applicants with high academic credits who would have got in to the programme,were it not for the alternative selection criteria.
Ukrepu sta oporekali kandidatki z visokimi ocenami, ki bi se lahko vpisali v program, če ne bi bilo dodatnih ¡zbirnih meril.
They claimed the selection criteria were discriminatoryunder the 2001 Students at Universities Act, which does not expressly provide for preferential treatment.Uppsala District Court found, in January 2005, that the university’s practice was contrary to the prohibitionof direct discrimination, relying on the European Court of Justice’s case-law related to gender positiveaction, that is, positive action is not permitted where there is a clear difference in the merits of the applicants.
Trdili sta, da so izbirna merila diskriminacijska po Zakonu o študentih na univerzah iz leta 2001, ki izrecno ne predvideva preferencialnega obravnavanja. Okrožno sodišče v Uppsali je januarja 2005 presodilo, da je praksa univerze v nasprotju s prepovedjo neposredne diskriminacije, pri tem pa se je oprlo na sodno prakso Sodišča Evropskih skupnosti v zvezi s pozitivnimi ukrepi glede spola, t. j. pozitivni ukrepi niso dovoljeni, če obstaja očitna razlika v odlikah kandidatov.
The two women were each awarded damages of SEK 75 000 (around EUR 7 500).
Vsaki od kandidatk je bila prisojena odškodnina v znesku 75 000 švedskih kron (približno 7 500 evrov).
The case islikely to be appealed.
Verjetno je, da bo primeru sledila pritožba.
Netherlands: Failure to meet reasonable accommodation requirement in vocational training
Nizozemska: Neizpolnitev zahteve po razumni prilagoditvi v poklicnem usposabljanju
An anti-discrimination bureau brought a case against an association that organises exams for the hoteland restaurant sector, alleging that the association had breached the Act on Equal Treatment on thegrounds of disability or chronic disease by failing to provide reasonable accommodation in vocational training.
Protidiskriminacijski urad je sprožil postopek proti združenju, ki organizira izpite za sektor hotelov in restavracij, s trditvijo, da je združenje kršilo Zakon o enakem obravnavanju na podlagi invalidnosti ali kronične bolezni, ker ni poskrbelo za razumne prilagoditve v poklicnem usposabljanju.
The association had offered ‘accommodated’examinations to candidates who have a reading disability.
Združenje je kandidatom z bralnimi motnjami ponudilo „prilagojene" izpite.
However, EUR 90 extra was charged for such an ‘accommodated’exam.
Toda za tak „prilagojen" izpit je bilo treba plačati dodatnih 90 evrov.
The Equal Treatment Commission agreed that this did not comply with the obligation under the Act to provide reasonableaccommodation to persons with disabilities.
Komisija za enako obravnavanje se je strinjala, da tako zaračunavanje ni skladno z obveznostjo po zagotavljanju razumnih prilagoditev za invalidne osebe, ki izhaja iz Zakona.
The accommodation required in this case did not amount toa disproportionate burden upon the association and therefore it was found to have unlawfully discriminated, (Case 2004/140 of 26 October 2004).
Zahtevana prilagoditev v tem primeru za združenje ni pomenila nesorazmernega bremena, zato je sodišče presodilo, da je združenje izvajalo nezakonito diskriminacijo. (Primer 2004/140 z dne 26. oktobra 2004.)
Spain: Clauses in collective agreements forcing retirement at 65 annulled by Supreme Court
Španija: Vrhovno sodišče razveljavilo klavzule v kolektivnih pogodbah, ki zahtevajo upokojitev pri 65 letih
In two judgements of 9 March 2004, the Supreme Court annulled clauses of collective agreements whichforced workers to retire at 65, because there was no national provision permitting such compulsory retirement.
V dveh sodbah z dne 9. marca 2004 je Vrhovno sodišče razveljavilo klavzule v kolektivnih pogodbah, po katerih so se delavci morali upokojiti pri 65 letih, ker ni bilo nobene nacionalne določbe, ki bi omogočala takšno prisilno upokojitev.
The Court relied on the Employment Equality Directive to conclude that it is discriminatory on thegrounds of age to force workers to retire at 65 if there is no provision justifying differences in treatmentbased on age ‘by legitimate employment policy, labour market and vocational training objectives’.
Sodišče se je opiralo na Direktivo o enakosti pri zaposlovanju in sklenilo, da je prisiljevanje delavcev, da se upokojijo pri 65 letih, diskriminacijsko na podlagi starosti, če ni nobenih določb, ki bi opravičevale različno obravnavanje na podlagi starosti zaradi „zakonitih ciljev politike zaposlovanja, trga dela in poklicnega usposabljanja".
In December 2004, the Spanish government adopted a bill in order to allow the reintroduction of suchclauses in collective agreements, by linking them to ‘legitimate employment policy, labour market andvocational training objectives’.
Decembra 2004 je španska vlada sprejela osnutek zakona, da bi omogočila ponovno uvedbo takšnih klavzul v kolektivne pogodbe s sklicevanjem na „zakonite cilje politike zaposlovanja, trga dela in poklicnega usposabljanja".
This means that, once the bill is adopted by the parliament, such clausesmay not amount to age discrimination, to the extent, however, that they may be considered as objectively and reasonably justified.
To pomeni, da potem, ko bo parlament sprejel osnutek zakona, takšne klavzule ne bodo pomenile diskriminacije na podlagi starosti, če jih bo seveda mogoče objektivno in razumno opravičiti.
UK: First finding of sexual orientation discrimination under Regulations transposing Employment Equality Directive
Združeno kraljestvo: Prvi primer diskriminacije na podlagi spolne usmerjenosti po Pravilniku, ki prenaša Direktivo o enakosti pri zaposlovanju
In January 2005, the 2003 Employment Equality (Sexual Orientation) Regulations were found to havebeen breached for the first time.
Januarja 2005 je bila odkrita prva kršitev Pravilnika o enakosti pri zaposlovanju (spolna usmerjenost) iz leta 2003.
Stratford Employment Tribunal in London found that the complainant, abusiness manager, had been subject to sustained abuse over a period of time from senior members ofstaff at his company, Cleanaway, and forced to quit his GBP54 000 (around EUR 78 400) a year post.He was awarded GBP35 345 (around EUR 51 300) in compensation for constructive unfair dismissal,harassment and discrimination.
Razsodišče za delovna razmerja Stratford Employment Tribunal v Londonu je presodilo, da je bil poslovni direktor dlje časa žrtev zlorab s strani višjih vodilnih delavcev v svojem podjetju Cleanaway in je bil končno prisiljen dati odpoved z delovnega mesta, kjer je letno zaslužil 54 000 funtov (približno 78 400 evrov).
The tribunal found that his employer had failed to accept or deal with theproblem, despite previous complaints by another gay member of staff.
Dosojena mu je bila odškodnina v znesku 35 345 funtov (približno 51 300 evrov) zaradi prisilne odpovedi, nadlegovanja in diskriminacije.
Cleanaway’s human resourcesdepartment had failed to ensure that senior managers understood that references to sexual orientationwere not acceptable.
Kadrovski oddelek v podjetju Cleanaway ni poskrbel za to, da bi višji vodilni delavci razumeli, da sklicevanje na spolno usmerjenost ni dopustno.
2005Part I > Progress in implementing the Racial Equality and the Employment Equality Directives Page 20
Napredek pri izvajanju direktiv o rasni enakosti in enakosti pri zaposlovanju
Remedies and sanctions redressing infringements of individual rights
Pravna Sredstva ¡Π Sankcijokot nadomestilo Za kršitve
Under the Directives, national courts must ensure violations of theprinciple of equal treatment are satisfactorily remedied.
Podirektivah morajo nacionalna sodišča zagotoviti zadovoljiva Pravna sredstva za kršitve načela enakega obravnavanja.
Sanctionsagainst discriminators must be effective (i.e. achieve the desired outcome), proportionate (i.e. adequately reflect the gravity and nature of the loss and/or harm suffered) and dissuasive (i.e. deter future acts of discrimination).
' učinkovite (t. j. doseči želeni učinek), sorazmerne (t. j. ustrezno odtehtati resnost in naravo izgube in/ali škode, ki jo oseba utrpi) in odvračilne (t. j. odvračati prihodnja diskriminacijska dejanja).
It is still early toaccurately assess whether or not the various sanctions available in the respective EU Member Statesmeet this requirement.
Prezgodaj je še, da bi lahko pravilno ocenili, ali različne sankcije, ki so na razpolago v posameznih državah članicah, izpolnjujejo to zahtevo ali ne.
This will become clearer as more cases are decided by the national courts.
To bo postalo jasno, ko bodo nacionalna sodišča obravnavala še več primerov.
Some Member States have traditionally imposed criminal sanctions for certain forms of discrimination,especially fines and imprisonment.
Nekatere države članice že tradicionalno nalagajo kazenske sankcije za nekatere oblike diskriminacije, predvsem denarne in zaporne kazni.
The EC Directives have, however, generally been implementedthrough civil, labour and administrative law so sanctions such as compensation, are likely to be morecommon in the future.
Direktive ES pa se v glavnem izvajajo prek civilnega, delovnega in upravnega prava, zato bodo v prihodnje verjetno bolj pogoste sankcije v obliki nadomestil.
Financial compensation may include compensation for past and future loss andfor injury to feelings, damages for personal injury such as psychiatric harm, or exemplary damages topunish the discriminator.
Finančno nadomestilo lahko vključuje nadomestilo za preteklo in prihodnjo izgubo ter prizadeta čustva, odškodnino za osebno prizadetost, na primer psihično poškodbo, ali eksemplarično odškodnino za kaznovanje tistega, ki diskriminira.
The victim is accordingly directly compensated, in contrast to criminal lawfines which are paid instead to the State.
Na ta način žrtev prejme neposredno nadomestilo v nasprotju z denarnimi kaznimi kazenskega prava, ki se izplačajo državi.
Other remedies include interim relief to stop the discrimination and obliging the discriminator to take action to prevent or reduce the effects of discriminationon the victim, such as an order to reinstate him or her in their job or to adopt a particular code of practice.
Druga pravna sredstva vključujejo začasno pomoč, ki tistemu, ki diskriminira, prepreči diskriminacijo in ga prisili v ukrepanje za preprečevanje ali omejevanje učinkov diskriminacije na žrtev, na primer odredba o ponovnem sprejetju na delovno mesto ali sprejetje določenega kodeksa ravnanja.
Sometimes there are specific sanctions on companies or organisations which differ from thoseimposed on individuals.
Včasih se posebne sankcije za podjetja ali organizacije razlikujejo od tistih, ki se naložijo posameznikom.
Agreat many countries have sanctions that are especially designed to redress discrimination, in placeof or in addition to more general civil, criminal or administrative sanctions.
Mnogo držav ima sankcije, ki so posebej oblikovane za popravo diskriminacije, bodisi namesto bodisi poleg splošnejših civilnih, kazenskih ali upravnih sankcij.
For example, sanctions in Belgium include criminal law fines, imprisonment and compensation for damages, civil damages,declaring contract clauses null and void, ordering the cessation of a discriminatory practice and thepublicationof a judgment.
Na primer, sankcije v Belgiji vključujejo denarne kazni kazenskega prava, zaporno kazen in nadomestilo za škodo, civilno odškodnino, razveljavitev klavzul v pogodbah, odredbo za prenehanje diskriminacijske prakse in objavo sodbe.
In cases where employees have been dismissed because they complainedabout discrimination (victimisation), they may be reinstated and receive back-pay, or alternatively theymay seek damages equivalent to six months remuneration.
V primerih, ko so bili delavci odpuščeni, ker so se pritoževali nad diskriminacijo (viktimizacija), so lahko sprejeti nazaj v službo in prejmejo plačilo za nazaj, lahko pa zahtevajo odškodnino v znesku šestmesečnega nadomestila.
In Italy, under the decrees transposing the Directives, a judge can order the discriminatory behaviourto stop, its effects to be removed and the situation before discrimination to be restored.
V Italiji lahko po uredbah o prenosu direktiv sodnik odredi prenehanje diskriminacijskega vedenja, odpravo njegovih učinkov in ponovno vzpostavitev položaja pred diskriminacijo. To temelji na podmeni, daje sleherna diskriminacija protizakonita in posledično neveljavna.
Discriminatory dismissalsare always considered null and void and workers unfairly dismissed can be reinstated in their post.Judges can also order the publication of a decision in a national newspaper.
Odpusti kot posledica diskriminacije se vedno štejejo za nične in neveljavne, in delavce, ki so bili nepošteno odpuščeni, je mogoče ponovno sprejeti na ¡sto delovno mesto. Sodniki lahko tudi odredijo objavo svoje odločitve v nacionalnem časopisu.
Victims may claim compensation for financial and other damages.
Žrtve lahko zahtevajo nadomestilo za finančno ali drugo škodo.
Enterprises found guilty of discrimination on grounds ofracial or ethnic origin, religion or nationality can have any tenders, supply contracts or financial assistance from public bodies withdrawn.
Podjetjem, spoznanim za kriva zaradi diskriminacije na podlagi rasnega ali narodnostnega izvora, se lahko prekličejo vsi razpisi, dobavne pogodbe ali finančna pomoč javnih organov.
In certain cases, enterprises may be excluded from tenders orfinancial assistance for up to two years.
V nekaterih primerih so lahko podjetja izključena iz razpisov ali finančne pomoči za obdobje do dveh let.
Equinet, the European Network of Equality Bodies, is led by the Dutch Equal Treatment Commission with the
Evropsko mrežo organov za enakost Equinet vodi Nizozemska komisija za enako obravnavanje, nalogo sekretariata pa opravlja Skupina za migracijsko politiko.
The purpose of Equinet is to develop cooperation and facil- itate information exchange between Equality Bodies fromacross the EU – 18 Member States are represented – witha view to ensuring EU equality laws are uniformly appliedand legal protection against discrimination is levelled up.
Namen mreže Equinet je razvijanje sodelovanja in spodbujanje izmenjave informacij med organi za enakost iz vse Evropske unije - zastopanih je 18 držav članic -, da bi zagotovili enotno uporabo zakonov EU o enakosti in dvig ravni pravne zaščite pred diskriminacijo.
As well as helping Equality Bodies to fulfil their mandatesthrough exchange of legal expertise and views on enforcement strategies, we want to encourage dialogue with European Institutions in order to promote the inclusion ofequality considerations in EU policies and programmes.
Poleg pomoči organom za enakost pri izvajanju njihovih nalog z izmenjavo pravnih strokovnih znanj in mnenj o strategijah izvajanja, želimo tudi spodbujati dialog z evropskimi institucijami, da bi pospešili vključevanje vprašanj, povezanih z enakostjo, v politike in programe EU.
Equinet operates through working groups, training sessions for staff and the exchange of information on workingpractices and on the laws and policies in place across the EU.
Equinet deluje prek delovnih skupin, usposabljanja za osebje in z izmenjavo informacij o delovnih praksah ter obstoječih politikah v EU.
In this way, it helps not only to improve the performance of Equality Bodies but to strengthen their independence and to make their support for victims of discriminationmore effective.
Tako pomaga izboljšati uspešnost organov za enakost, krepi njihovo samostojnost in povečuje učinkovitost pri njihovi podpori žrtvam diskriminacije.
Such cooperation also means that Equality Bodies are able to learn from experience elsewhere and tomake more informed recommendations for legislation andprocedures in their own countries.
Tovrstno sodelovanje tudi pomeni, da se lahko organi za enakost učijo od tujih izkušenj in pripravijo v svojih državah bolj utemeljena priporočila glede zakonodaje in postopkov.
Programme up to the end of 2006 and one of our immed- iate aims is to create the conditions for its sustainability beyond that.
Mreža bo do konca leta 2006 dobivala podporo akcijskega programa Skupnosti, eden od naših neposrednih ciljev pa je ustvariti pogoje za njeno ohranitev po tem datumu.
TREATMENT COMMISSION
ALEX-GEERT CASTERMANS, PREDSEDNIK, NIZOZEMSKA KOMISIJA ZA ENAKO OBRAVNAVANJE
Article 13 of the Racial Equality Directive (Directive 2000/43/EC)requires Member States to establish a body for the promotion of racialand ethnic equality.
Organi za enakost V člen 13 Direktive o rasni enakosti (2000/43/ES) od držav članic drŽavah Članicah EU zahteva, da ustanovijo organ za spodbujanje rasne in narodnostne enakosti.
Its competence must include providing independent assistance to victims of discrimination in pursuing their complaints, conducting independent surveys and publishing independent reports and recommendations on issues relating to discrimination.
Njegove pristojnosti morajo vključevati zagotavljanje neodvisne pomoči žrtvam diskriminacije pri vlaganju pritožb o diskriminaciji, izvajanje neodvisnih anket in objavljanje neodvisnih poročil ter priporočil o katerih koli vprašanjih, povezanih z diskriminacijo.
Many equality bodies also have a mandate to cover other grounds of discrimination in addition to racial or ethnic origin.
Mnogi organi za enakost imajo pooblastila tudi za obravnavanje drugih razlogov za diskriminacijo poleg rasnega in narodnostnega izvora.
This is not required by EU law, though the European Commissionstrongly encourages it (see box for a list of equality and similar bodies in the 25 EU Member Statesand Romania and the forms of discrimination they cover).
Tega zakonodaja Združenega kraljestva ne zahteva, čeprav Evropska komisija to močno spodbuja (glej okvir, v katerem je seznam organov za enakost in podobnih organov v 25 državah članicah EU in Romuniji ter oblike diskriminacije, ki jih ti organi obravnavajo).
2005Part I > Progress in implementing the Racial Equality and the Employment Equality Directives Page 22
C\l Del I > Napredek pri izvajanju direktiv o rasni enakosti in enakosti pri zaposlovanju Page 25
Equality body
Organ za enakost
All grounds specified in the two Directives plus other grounds
Vsi razlogi, navedeni v obeh direktivah, in drugi razlogi
Public Defender of Rights —Veřejný ochránce práv
Vsi razlogi, navedeni v obeh direktivah, in spol
Tel. +49 30 20655-1835 or +49 1888-555-1835www.integrationsbeauftragte.de
Komisar Zvezne vlade za migracijo, Tel. (49-30) 206 55 18 35 ali begunce in integracijo - Beauftragten (49-1888)555 18 35 der Bundesregierung für Migration, www.integrationsbeauftragte.de Flüchtlinge und Integration
The Office of the Chancellor of Justice of Estonia —Eesti Vabariigi Oiguskantsler
Vsi razlogi, navedeni v obeh direktivah, ter spol in drugi razlogi
The Greek Ombudsman
Grški varuh človekovih pravic
All grounds
Vsi razlogi
All grounds specified in the two Directives plus sex and othergrounds
Vsi razlogi, navedeni v obeh direktivah, ter spol in drugi razlogi
Equality Authority
Vsi razlogi, navedeni v obeh direktivah, in drugi razlogi
Racial or ethnic origin
Rasni ali narodnostni izvor
Racial or ethnic origin plus religion, political or other belief,language, nationality
Rasni ali narodnostni izvor in vera, politično ali drugo prepričanje, jezik, narodnost
All grounds specified in the two Directives
Urad za enake možnosti, varuh Tel. (370) 52 61 27 87 človekovih pravicn -www.lygybe.lrs.lt Lygin galimybiq kontrolieriaus tamyba
All grounds specified in thetwo Directives plus sex andother grounds
Vsi razlogi, navedeni v obeh direktivah, ter spol in drugi razlogi
Not yet established.
Še ni ustanovljen.
Remit of National Commission for the Promotion of Equality for Men and Women might beextended
Pristojnosti Nacionalne komisije za spodbujanje enakosti med moškimi in ženskami se lahko razširijo
All grounds specified in thetwo Directives except disability, plus sex
Vsi razlogi, navedeni v obeh direktivah, razen invalidnosti, in spol
Government Plenipotentiary for Equal Status of Women and Men —Pelnomocnika Rzadu ds. Rownego Statusu Kobiet i Mezczyzn
Vladni pooblaščenec za enak status žensk in moških -Pelnomocnika Rzadu ds. Rownego Statusu Kobiet i Mezczyzn
High Commissioner for Immigration and Ethnic Minorities — Alto Comissariadopara a Imigração e Minorias Étnicas
Visoki komisar za priseljevanje in narodnostne manjšine - Alto Comissariado para a Imigração e Minorias Étnicas
All grounds
Slovenija
Office for Equal Opportunities —Urad za enake možnosti
Urad za enake možnosti
All grounds
Slovaška
Racial and ethnic origin,religious belief and politicalopinion, sex, disability, sexual orientation
Rasni in narodnostni izvor, versko prepričanje in politično mnenje, spol, invalidnost, spolna usmerjenost
Part II > Improving the situation of Roma in the EU
Del II > Izboljšanje položaja Romov v EU