natgillin/translations-raw huggingface dataset:
Membership of workers’, employers’ or professional organisations
Bekêmpning av diskriminering › En utbildningshandbok
The Race Directive (2000/43/EC), Article 3, provides much wider protection against discrimination and includes the following:
Direktivet om rasdiskriminering (2000/43/EG), artikel 3, ger ett mycket vidare skydd mot diskrimi-nering och omfattar fûljande:
Access to vocational guidance and training
† Tilltrêde till yrkesvêgledning och yrkesutbildning.
Employment and working conditions, including dismissal and pay
† Anstêllnings- och arbetsvillkor, inklusive avskedande och lûner.
Membership of workers’, employers’ or professional organisations
† Medlemskap i en arbetstagar-, arbetsgivar- eller branschorganisation.
Education
† Utbildning.
Social protection, including social security and health care
† Socialt skydd, inklusive social trygghet samt hêlso- och sjukvìrd.
Access to and supply of goods and services which are available to the public, includinghousing
† Tillgìng till och tillhandahìllande av varor och tjênster som êr tillgêngliga fûr allmênheten, inklusive bostêder.
The Directives prohibit discrimination by natural or legal persons in the public sector andthe private sector.
I direktiven fûrbjuds diskriminering av fysiska eller juridiska personer inom den offentliga och pri-vata sektorn.
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.
Det betyder att en enskild êgare av ett fûretag bêr samma ansvar fûr att inte diskri-minera pì nìgon av de skyddade grunderna som en stor privat koncern, en kommun eller en statlig myndighet.
The Directives protect individuals, that is, natural persons, against discrimination.
Direktiven skyddar enskilda, dvs. fysiska personer, mot diskriminering.
Additionally the Directives provide that protection against discrimination should also apply to anorganisation 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 withnational traditions and practice.
Dessutom fûreskrivs i direk-tiven att skyddet mot diskriminering êven ska gêlla fûr en organisation som har stêllning som juridisk person, dì organisationen utsêtts fûr diskriminering pì grund av dess medlemmars ras eller etniska ursprung, dì detta ûverensstêmmer med nationell praxis och sedvênja.
The Directives protect any person who is present in a Member State against discriminationon any of the prohibited grounds (racial or ethnic origin, disability, religion or belief, sexualorientation and age) regardless of the person’snationality.Thus a person of Ukrainiannationality who is discriminated against in Hungary on grounds of ethnic origin or disabilityor sexual orientation is protected in the same way as Hungarian nationals in Hungary whoexperience such discrimination.
Direktiven skyddar varje person som finns i en medlemsstat mot diskriminering pì nìgon av de fûr-bjudna grunderna (ras eller etniskt ursprung, funktionshinder, religion eller ûvertygelse, sexuell lêgg-ning eller ìlder), oavsett personens medborgarskap. Alltsì êr en person med ukrainskt medborgar-skap som i Ungern diskrimineras pì grund av etniskt ursprung eller funktionshinder eller sexuell lêggning skyddad pì samma sêtt som ungerska medborgare i Ungern som upplever sìdan diskrimine-ring.
The Directives specifically exclude discrimination on groundsof nationality,so that if discrimination is on grounds of being Romanian, or not being Hungarian, the Directives would not apply (please see Race Directive (2000/43/EC), recital 13 and Article 3.2; Employment Framework Directive (2000/78/EC) recital 12 and Article 3.2).
I direktiven undantas uttryckligen diskriminering pì grund av medborgarskap, sì om nìgon diskrimineras pì grund av att han êr rumên eller fûr att han inte êr ungrare, sì skulle direktivet inte vara tillêmpligt (se direktivet om rasdiskriminering (2000/43/EG), beaktandemening 13 och artikel 3.2 samt direktivet om likabehandling i arbetslivet (2000/78/EG), beaktandemening 12 och artikel 3.2).
Key concepts in the training or ethnic origin, disability, religion or belief, sexual orientation or age provided that the objective is legitimate and the requirement is proportionate.For example, if a film director decided that only a black actor could play Nelson Mandela in a movie, it would be a genuine occupational requirement to employ a black person.
En arbetsgivare kan sìlunda vêlja en person fûr en viss tjênst fûr vilken det, pì grund av arten av arbete eller det sammanhang i vilket det utfûrs, utgûr ett •verkligt och avgûrande yrkes-krav• att personen ska ha en egenskap som rûr ras eller etniskt ursprung, funktionshinder, religion eller ûvertygelse, sexuell lêggning eller ìlder, fûrutsatt att mìlet êr legitimt och kravet propor-tionerligt. Om t.ex. en filmregissûr beslutade att endast en svart skìdespelare skulle kunna spela Nelson Mandela i en film, sì skulle det i en sìdan situation vara ett verkligt yrkeskrav att anstêlla en svart person.
Applying a genuine occupational requirement inrespect of one ground should not justify discrimination on any other ground; so in this example,itwould not be legitimate to discriminate on grounds of sexual orientation.
Att tillêmpa ett verkligt yrkeskrav avseende en grund fìr inte berêttiga diskrimi-nering pì nìgon annan grund, sì det skulle i det hêr exemplet inte vara legitimt att diskriminera pì grund av sexuell lêggning.
Long-established assumptions about the type of person required to do a particular job maynot meet the test of legitimate objective and proportionality.
Sedan lênge etablerade fûrestêllningar om vilken typ av person som krêvs fûr att utfûra ett visst jobb kanske inte klarar villkoret att ett legitimt mìl och proportionalitet fûreligger.
For example, an employer isunlikely to be able to demonstrate that to work as a receptionist a person must be ‘young andenergetic’; such a requirement is likely to be discriminatory on grounds of age and disability.
En arbetsgivare kan t.ex. sannolikt inte visa att man mìste vara •ung och energisk• fûr att arbeta som receptionist. Sìdana krav êr sannolikt diskriminerande pì grund av ìlder och funktionshinder.
Differences of treatment on grounds of age
Sêrbehandling pì grund av ìlder
The Employment Framework Directive (2000/78/EC), Article 6, permits, but does not require,Member States to include some further exceptions that would allow differential treatmentongrounds of age including:
I direktivet om likabehandling i arbetslivet (2000/78/EG), artikel 6, tillìts medlemsstaterna, men de êr inte skyldiga, att inkludera vissa ytterligare undantag som skulle medge sêrbehandling pì grund av ìlder.
Setting special conditions on access to employment and training, on employment andoccupation, including dismissal and pay, for young people, older workers and people withcare responsibilities in order to protect them or to promote their vocational integration;
† att stêlla upp sêrskilda villkor fûr tilltrêde till anstêllning och till yrkesutbildning, anstêllnings- och arbetsvillkor, inbegripet villkor fûr avskedande och lûner, fûr ungdomar och êldre arbets-tagare samt underhìllsskyldiga personer i syfte att frêmja deras anstêllbarhet eller att skydda dem,
Fixing minimum age, experience or seniority for access to employment or advantageslinked to employment;
† att faststêlla minimivillkor avseende ìlder, yrkeserfarenhet eller anstêllningstid fûr tilltrêde till anstêllning eller fûr vissa fûrmìner fûrknippade med anstêllningen,
Reasonable accommodation for disabled people
Rimliga anpassningsìtgêrder fûr personer med funktionshinder
Article 5 of the Employment Framework Directive (2000/78/EC) requires employers to takeappropriate steps where needed in a particular case, to enable a disabled person to haveaccess to, participate in or advance in employment or to undergo training unless this wouldimpose a ‘disproportionate burden’ on the employer.
Enligt direktivet om likabehandling i arbetslivet (2000/78/EG), artikel 5, krêvs att arbetsgivare vid-tar lêmpliga ìtgêrder dì det krêvs i det enskilda fallet fûr att ge en funktionshindrad person mûj-lighet att fì tilltrêde till, delta i eller gûra karriêr i arbetslivet, eller att genomgì utbildning, sìvida sìdana ìtgêrder inte medfûr en •oproportionerlig bûrda• fûr arbetsgivaren.
For example:
Nìgra exempel:
To enable a deaf employee to undergo training her employer could provide a sign language interpreter.
† Fûr att lìta en dûv medarbetare genomgì utbildning skulle hans arbetsgivare kunna tillhanda-hìlla en teckensprìkstolk.
After an accident at work a manual worker is unable to continue in his manual job; theemployer could provide appropriate training and transfer him to an office job.
† Efter en arbetsplatsolycka kan en manuell medarbetare inte lêngre fortsêtta med sitt tidigare jobb. Arbetsgivaren skulle kunna tillhandahìlla lêmplig utbildning och omplacera honom till ett skrivbordsarbete.
Awheelchair-user replies to an advertisement for an administrative assistant.
† En rullstolsburen person svarar pì en annons fûr ett jobb som administrativ assistent. Kontoret ligger pì fjêrde vìningen.
If the employer has offices on several floors including the ground floor,the employer could arrange for the work of the administrative assistantto be done in the ground floor office and move another employee who is able to climb stairs to the 4th floor.
Om arbetsgivaren har kontor pì flera vìningar, dêribland pì bot-tenvìningen, skulle arbetsgivaren kunna ordna sì att den administrativa assistentens arbete utfûrs pì bottenvìningen och en annan anstêlld som kan gì i trappor flyttas till fjêrde vìning-en.
If, however, the employer has offices only on the 4th floor and there is no lift, then there may be no reasonable measures (without disproportionateburden) the employer can take to enable this person to do this job.
Men om arbetsgivaren bara har kontor pì fjêrde vìningen och det inte finns nìgon hiss skulle det kanske inte finnas nìgra rimliga ìtgêrder som han (utan oproportionerlig bûrda) kan vidta fûr att gûra sì att personen kan klara det hêr jobbet.
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.
† Fûr att gûra sì att en blind person som anvênder ledarhund lêttare ska kunna ta sig till jobbet skulle arbetsgivaren kunna êndra arbetstiden sì att de inte behûver komma under rusnings-tid.
Key concepts in the training assistance to victims of discrimination, conduct independent surveys and studies, publishindependent reports and make recommendations.
En arbetsgivare kan inte hêvda att bûrdan, inklusive den ekonomiska bûrdan, av att tillhandahìlla rimliga anpassningsìtgêrder fûr en funktionshindrad person êr •oproportionerlig• om det finns finansiering eller annan hjêlp att tillgì fûr att bistì arbetsgivare i sìdana fall.
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.
Enligt direktiven mìste medlemsstaterna frêmja en dialog med arbetsmarknadens parter fûr att uppmuntra kollektivavtal, uppfûrandekodexar m.m. och med icke-statliga organisationer fûr att frêmja principen om likabehandling.
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.
Endast i direktivet om rasdiskriminering (2000/43/EG) finns en skyldighet fûr alla medlemsstater att utse ett eller flera organ fûr frêmjande av likabehandling.
Sanctions for discrimination must be ‘effective, proportionate and dissuasive’; that is, they shouldprovide appropriate personal redress for the victim and should deter both the particularrespondent and others from comparable acts of discrimination in the future.
Deras huvuduppgifter bestìr i att pì ett oberoende sêtt bistì offer fûr diskriminering, genomfûra oberoende undersûkningar, publi-cera oberoende rapporter och lêmna rekommendationer.
Recognising the difficulty of proving discrimination, Article 8 of the Race Directive and Article 10 of the Framework Employment Directive provide for the shift of the burden of proofas follows:
Direktiven krêver att medlemsstaterna ska vidta ìtgêrder fûr att bìde deras befintliga lagstiftning om likabehandling och icke-diskriminering och eventuella nya ìtgêrder de vidtar fûr att fì sin lagstiftning att ûverensstêmma med direktiven ska ges en bred spridning.
‘… when persons who consider themselves wronged because the principle of equal treatment has not been applied to them establish, beforeacourt or other competent authority, facts from which it may be presumed that there has been direct or indirect discrimination, it shall befor the respondent to prove that there has been no breach of the principle of equal treatment.’
Medlemsstaterna ska rapportera till EU om tillêmpningen av direktivet om rasdiskriminering (2000/43/EG) senast den 19 juli 2005 och om tillêmpningen av direktivet om likabehandling i arbetslivet (2000/78/EG) senast den 2 december 2005 och dêrefter vart femte ìr.
In some Member States itwill not apply to investigative procedures.
Sanktio-nerna vid diskriminering mìste vara •effektiva, proportionerliga och avskrêckande•.
It is equally important to note that the shift ofthe burden of proof is not limited to court proceedings but that it extends to proceedingsbefore any competent (i.e. administrative) authority.
Det innebêr att de ska medge relevant personlig upprêttelse fûr offret och avhìlla bìde den svarande i det
Combating Discrimination – A Training Manual
Bevisbûrdan kan inte ûverfûras i straffrêttsliga fûrfaranden.
The notion of the shift of the burden of proof made its way into EU law through ECJ caselaw handed down in connection with equal pay cases – where a woman could show difference in gender and difference in pay, and the court needed the employer to provide anexplanation.
Tanken pì ûverfûring av bevisbûrdan hittade in i EU-lagstiftningen genom EG-domstolens preju-dikat i samband med fall rûrande lika lûn › dêr en kvinna kunde visa pì skillnad i lûn mellan kûnen och domstolen krêvde att arbetsgivaren gav en fûrklaring. Det fall som oftast nêmns i detta avse-ende êr Enderby mot Frenchay Health Authority och Secretary of State for Health, mìl C-127/92.
The shift of the burden of proof has been closely linked to the importance ofdelivering effective judicial protection against acts of discrimination.
Ûverfûring-en av bevisbûrdan har hêngt nêra samman med vikten av att tillhandahìlla effektivt rêttsligt skydd mot diskriminerande handlingar.
The shift of the burden of proof which the Directives allow is, however, not automatic.
Den ûverfûring av bevisbûrdan som medges enligt direktiven êr emellertid inte automatisk.
The onus of proof doesnot shift as soon as a plaintiff simply claims that he was discriminated against but only afters/he establishes facts from which it maybe presumedthat discrimination has occurred.What these facts might be is dependent on domestic legislation and case law.
Bevisbûrdan ûvergìr inte sì snart en kêrande bara hêvdar att han utsatts fûr diskriminering, utan fûrst efter att han lêgger fram fakta som ger anledning att anta att det har fûrekommit diskriminering. Vilka fakta det handlar om beror pì inhemsk lagstiftning och rêttspraxis.
The Directives refer to discrimination ‘on grounds of’ racial or ethnic origin, religion orbelief, disability,sexual orientation and age.
Direktiven refererar till diskriminering •pì grund av• ras eller etniskt ursprung, religion eller ûver-tygelse, funktionshinder, sexuell lêggning eller ìlder.
Case law in countries like the United Kingdomand national legislation transposing the Directives has generally clarified that ‘on groundsof’ can include protection against discrimination where the victim has the actual characteristics in question or is perceived to have such characteristics or is associated with personshaving such characteristics.
Rêttspraxis i lênder som Fûrenade kungariket och nationell lagstiftning som infûrlivar direktiven har i allmênhet gjort klart att •pì grund av• kan inbegripa skydd mot diskriminering dì offret har de faktiska egenskaperna i frìga eller uppfattas ha dessa egenskaper eller kopplas samman med sìdana egenskaper.
For example, if someone is excluded from a restaurant becausethe proprietor says ‘No Roma’ this is likely to be direct discrimination on grounds of racialor ethnic origin, whether the person is in fact Roma or whether their appearance suggeststhat they are Roma or because they are with Roma friends.
Om exempelvis nìgon stêngs ute frìn en restaurang pì grund av att êgaren sêger •inga romer• utgûr det sannolikt dis-
Key concepts in the training rejected job-seekers to seek an immediate response from the employer as to the reasons fortheir rejection. Courts and tribunals in the United Kingdom can draw inferences of discrimination from the answers given to the questionnaire or from the failure of the employer torespond in time or respond at all.
Centrala koncept inom utbildningen kriminering pì grund av ras eller etniskt ursprung, oavsett om personen i sjêlva verket êr rom eller om hans utseende antyder att han êr rom eller pì grund av att han êr tillsammans med vênner som êr romer.
Both the Race Directive (2000/43/EC) and the Employment Framework Directive (2000/78/EC)expressly mention in their preambles that statistics may be used in cases of indirect discrimination.
En kêrande som i domstol uppger sig inte tillhûra den romska minoriteten kan alltsì samtidigt hêvda att han utsatts fûr diskriminering pì grund av vad som uppfattas vara hans etniska ursprung.
Where a State which is a member of the EU has not provided for the full (and correct)trans-position of a Directive (see nature of Directives above) into national law by the time thedate for implementation has passed, an individual may nevertheless be able to rely on theprovisions of the Directives before national courts. This is known as the principle of ‘directeffect’.
Detta angreppssêtt kan sannolikt bli lika viktigt i fall om sexuell lêggning, eftersom offren inte behûver bevisa att de har en viss sexuell lêggning, utan bara slì fast fakta fûr att visa att de utsatts fûr mindre gynnsam behandling eller trakasserier pì grund av vad som uppfattats vara deras sexuella lêggning eller deras anknytning till personer med en viss sexuell lêggning.
The aggrieved individual will have to show that the provision relied on is a preciseand unconditional principle which is sufficiently operational to be applied by a nationalcourt and which is therefore capable of governing the legal position of individuals.
Det finns mìnga procedurinstrument som kan bistì offer fûr diskriminering att faststêlla att diskri-minering kan ha fûrekommit.
However, it is generally held that the principle of direct effect applies only to complaints directedagainst a public body or ‘emanation of the State’.
Bland sìdana instrument finns att testa, anvênda statistik, video- och ljudupptagningar och det sì kallade frìgeformulêrsfûrfarandet.
As such, in relation to litigation between private individuals or entities, Directives also havethe so-called ‘indirect effect’.
Att testa anvênds ofta i USA fûr att bevisa direkt diskriminering fûr sysselsêttning, bostêder och tilltrêde till tjênster.
As discussed above, States and in particular domestic courtsare obliged to do everything possible to achieve the results outlined in the Directives.
I Belgien utgûr tester en typ av bevis som erkênns i lagstiftningen.
Indirect effect therefore requires domestic courts to interpret existing national law,as far aspossible, in line with the Directive that should have been implemented.
Icke-statliga organisationer i Central- och Ûst-europa anvênder ocksì testare › t.ex. arbetssûkande › som vêljs ut fûr att tìla en jêmfûrelse avse-ende alla egenskaper utom den (oftast ras) pì vars grund diskriminering fûrekommer.
It is ultimately for the ECJ to decide which terms of the anti-discrimination Directives havedirect or indirect effect.
Ljud- och videoupptagningar kan anvêndas som bevis i vissa lênder › t.ex. i Tjeckien › men inte i andra.
If a State fails to implement a Directive within the time frame provided, the State is liablefor damage that this causes to the individual.
I Fûrenade kungariket gûr fûrfarandet med frìgeformulêr det mûjligt fûr arbetssûkande som avvisats att omedelbart fì en reaktion frìn arbetsgivarna betrêffande skêlen till varfûr de avvisats.
This is referred to as Francovich damages asthe principles were first laid down in the case of Francovich and Bonifaci v. Italy (Joined Cases C-6/90 and C-9/90) decided by the European Court of Justice in 1991.
Domstolar och nêmnder i Fûrenade kungariket kan sluta sig till diskriminering utifrìn de svar som lêmnas pì frìgeformulêret eller utifrìn en arbetsgivares underlìtelse att svara i tid eller svara ûver huvud taget.
In the Francovich case the ECJ listed three conditions which are both necessaryand suffi-cientto establish liability under this principle. These are:
Bìde direktivet om rasdiskriminering (2000/43/EG) och direktivet om likabehandling i arbetslivet (2000/78/EG) nêmner i sina fûrord uttryckligen att statistik kan anvêndas i fall av indirekt diskrimi-nering.
The rule that has been infringed should entail the granting of rights to individuals;
Den person som utsatts fûr diskrimineringen mìste visa att den bestêmmelse man stûder sig pì êr en exakt och ovillkorlig princip som êr tillrêckligt operativ fûr att tillêmpas av en nationell domstol och att den dêrfûr kan reglera enskildas rêttsliga stêllning.
Combating Discrimination – A Training Manual
† att den regel som ûvertrêtts ska tillerkênna enskilda rêttigheter,
The Francovich damages remedy has been developed by the ECJ in later cases.
EG-domstolen har i senare mìl utvecklat rêttsmedlet Francovich-skadestìnd.
It is now clearthat it is available for all breaches of EU law by a Member State, including failure to implement a Directive properly,in addition to complete non-implementation.
Det stìr i dag klart att det stìr till buds vid alla ûvertrêdelser av EU-rêtt som begìs av en medlemsstat, utûver vid helt uteblivet genomfûrande êven vid underlìtelse att vederbûrligen genomfûra ett direktiv.
The text of the two Directives and possibly summaries (see ‘National Context’ Section).
Texten till de tvì direktiven och eventuellt sammanfattningar (se bilagan •nationell lagstiftning•).
Intended learning outcomes
Avsett utfall av utbildningen
For the participants to have explored the roles NGOs can and should play in combatingdiscrimination
† Att deltagarna ska ha undersûkt vilka roller icke-statliga organisationer kan spela fûr att bekêm-pa diskriminering.
2.1.What is a NGO?
2.1 Vad êr en icke-statlig organisation?
ANGO is a local, national, or international group, with a legally established constitution, aclear purpose and visible activities, with a governing body which has the authority to speakfor its members.
En icke-statlig organisation êr en lokal, nationell eller internationell grupp med stadgar faststêllda enligt lag, ett tydligt syfte och iakttagbar verksamhet och med ett ledande organ som har behû-righet att tala fûr dess medlemmar.
It is normally a non-profit organisation, not affiliated with any Government or private-sector entity, or any political party.
Det êr vanligtvis en ideell organisation, utan kopplingar till nìgon regering eller entitet inom den privata sektorn eller till nìgot politiskt parti.
Its aims are usually to promote wellbeing by addressing social and legal problems, and by seeking to play an equal role withother democratic institutions in the development and progress of civil society.
Dess syfte êr vanligtvis att frêmja vêlfêrd genom att ta upp sociala och juridiska problem och genom att fûrsûka spela en roll som êr jêmspelt med andra demokratiska institutioner fûr det civila samhêllets utveckling och framsteg.
2.2.What is the role of a NGO in the field of combating discrimination?
2.2 Vilken roll spelar en icke-statlig organisation pì omrìdet fûr att bekêmpa diskriminering?