Document ID: /roh_data/filtered/swiss_laws_in_ROHinterleaved.jsonl.gz/220

This text was translated from EN into Rumantsch Grischun.

fedlex-data-admin-ch-eli-cc-1996-1498_1498_1498-20200701-en-docx151.1English is not an official language of the Swiss Confederation. This translation is provided for information purposes only and has no legal force.Federal Acton Gender Equality(Gender Equality Act, GEA)of 24 March 1995 (Status as of 1 July 2020)The Federal Assembly of the Swiss Confederation,on the basis of Articles 8 paragraph 3, 110 paragraph 1 letter a, 122 and 173 paragraph 2 of the Federal Constitution,and having considered the Federal Council Dispatch dated 24 February 1993,decrees:SR 101 Amended by No I of the FA of 14 Dec. 2018, in force since 1 July 2020  (AS 2019 2815; BBl 2017 5507).BBl 1993 I 1248Section 1 Purpose Art. 1This Act has the aim of furthering true equality between women and men.Section 2 Equality at Work Art. 2 Principles This Section applies to employment relationships under the Swiss Code of Obligations as well as to all employment relationships under public law in the Confederation, cantons and communes.SR 220Art. 3 Prohibition of discrimination  Employees must not be discriminated against on the basis of their sex, whether directly or indirectly, including on the basis of their marital status, their family situation or, in the case of female employees, of pregnancy. This prohibition applies in particular to hiring, allocation of duties, setting of working conditions, pay, basic and continuing education and training, promotion and dismissal. Appropriate measures aimed at achieving true equality are not regarded as discriminatory.Art. 4 Discrimination through sexual harassment Any harassing behaviour of a sexual nature or other behaviour related to the person’s sex that adversely affects the dignity of women or men in the workplace is discriminatory. Such behaviour includes in particular threats, the promise of advantages, the use of coercion and the exertion of pressure in order to obtain favours of a sexual nature.Art. 5 Employees’ rights  Anyone who is the victim of discrimination within the meaning of Articles 3 and 4 may apply to the court or to the administrative authority for an order:a. prohibiting or stopping threatened discrimination;b. requiring existing discrimination to cease;c. confirming that discrimination is taking place if it is continuing to have a disruptive effect;d. for the payment of any salary due. If the discrimination relates to the refusal of employment or to dismissal under the Code of Obligations, the person concerned is entitled only to a compensatory payment. This payment must be fixed by taking all the circumstances into account and is calculated on the basis of the probable or actual salary. In the case of discrimination through sexual harassment, the court or the administrative authority may also award the person concerned compensation, unless the employer proves that it took measures that have been proven in practice to be necessary and adequate to prevent sexual harassment and which it could reasonably have been expected to take. The compensation must be fixed by taking all the circumstances into account and is calculated on the basis of the average Swiss salary. The compensation in the case of discrimination through the refusal of employment in terms of Paragraph 2 must not exceed an amount equivalent to three months’ salary. The total amount of compensation must not exceed this sum even if two or more persons claim compensation for the discriminatory refusal of the same position. The compensation in the case of discrimination through dismissal under the Code of Obligations in terms of Paragraph 2 and in the case of discrimination through sexual harassment in terms of Paragraph 3 must not exceed an amount equivalent to six months’ salary. Claims for damages for financial loss and pain and suffering as well as further contractual claims are reserved.Art. 6 Reduced burden of proof  In relation to the allocation of duties, setting of working conditions, pay, basic and continuing education and training, promotion and dismissal, discrimination is presumed if the person concerned can substantiate the same by prima facie evidence.Art. 7 Actions and appeals by organisations  Organisations that have been in existence for at least two years and that have as their object in terms of their articles of incorporation the promotion of gender equality or safeguarding the interests of employees may in their own names have a finding of discrimination declared if the probable outcome of proceedings will have an effect on a considerable number of jobs. They must allow the employer concerned the opportunity to state his position before they institute conciliation proceedings or bring an action. The provisions on actions and appeals by individuals also apply by analogy.Section 3 Special Provisions for Employment Relationships governed by the Code of ObligationsSR 220Art. 8 Procedure in the case of discriminatory refusal of employment  Persons whose application for employment has been refused and who claim discrimination may request a written statement of reasons from the employer. The right to compensation in accordance with Article 5 paragraph 2 is forfeited unless an action is brought within three months of the employer giving notice of refusal of employment.Art. 9 Procedure in the case of discriminatory dismissal If an employee is discriminated against in the case of dismissal, Article 336b of the Code of Obligations applies.SR 220Art. 10 Protection against dismissal  The termination of employment by an employer may be challenged if it takes place without good cause following a complaint of discrimination by the employee to a superior or the initiation of proceedings before a conciliation board or a court by the employee. Protection against dismissal applies for the duration of any complaints procedure at the place of work, and of any conciliation or court proceedings, and for six months thereafter. The dismissal must be challenged in court before the expiry of the period of notice of termination. The court may order the temporary reinstatement of the employee for the duration of the proceedings if it appears likely that the requirements for overturning the dismissal are well founded. The employee may opt not to continue in employment for the duration of the proceedings and may instead claim compensation in accordance with Article 336a of the Code of Obligations. This Article applies by analogy to dismissals that result from a complaint filed by an organisation in terms of Article 7.SR 220Art. 11 and 12Repealed by Annex 1 No II 1 of the Civil Procedure Code of 19 Dec. 2008, with effect from 1 Jan. 2011 (AS 2010 1739; BBl 2006 7221).Section 4 Legal Protection in the case of Public Employment RelationshipsArt. 13 Legal protection in the case of employment relationships under public law is governed by the general provisions on the administration of federal justice. In the case of complaints made by federal staff, Article 58 of the Federal Act of 30 June 1927 on Public Officials also applies. If a person is discriminated against in the rejection of an application that would establish an employment relationship for the first time, then Article 5 paragraph 2 applies. Compensation may be requested at the same time that a complaint about the decision rejecting the application is made. Federal employees may have recourse to a conciliation board within the period provided in terms of Article 50 of the Federal Act of 20 December 1968 on Administrative Procedure. This Board advises the parties and attempts to bring about a settlement. ... The proceedings are free of charge, other than in cases of vexatious litigation. In proceedings before the Federal Supreme Court, costs are governed by the Federal Supreme Court Act of 17 June 2005.[BS 1 489; AS 1958 1413 Art. 27 let. c, 1997 2465 annex 4, 2000 411 No II 1853, 2001 894 Art. 39 lett. 1 2197 Art. 2 3292 Art. 2. AS 2008 3437 No I 1]. See now Art. 35 and 36 of the Federal Personnel Act of 24 March 2000 (SR 172.220.1). SR 172.021 Amended by No I of the Federal Act of 8 Oct. 2004, in force since 1 March 2005  (AS 2005 1023; BBl 2003 7809). Repealed by Annex No 1 of the Federal Supreme Court Act of 17 June 2005, with effect from 1 Jan. 2007 (AS 2006 1205; FF 2001 4202). SR 173.110 Sentence inserted by Annex No 1 of the Federal Supreme Court Act of 17 June 2005, in force since 1 Jan. 2007 (AS 2006 1205; FF 2001 4202).Section 4a Equal Pay Analysis and Audit Inserted by No I of the FA of 14 Dec. 2018, in force from 1 July 2020 to 30 June 2032 (AS 2019 2815; BBl 2017 5507). Art. 13a Obligation to conduct an equal pay analysis  Employers who employ 100 or more employees at the start of any year shall conduct an internal equal pay analysis for that year. Apprentices are not regarded as employees for this purpose. The equal pay analysis shall be repeated every four years. If the number of employees falls below 100 during this period, the equal pay analysis shall be repeated when the number reaches 100 again. If the equal pay analysis indicates that equal pay requirements are being met, the employer concerned shall be exempted from the obligation to conduct an analysis.Art. 13b Exception to the obligation to conduct an equal pay analysis The obligation to conduct an equal pay analysis does not apply to employers:a. that are subject to verification of equal pay compliance as part of a procedure for the award of a public contract;b. that are subject to such verification in terms of an application for subsidies; orc. that have already been subject to such verification and have proven that they meet the requirements, unless more than four years has elapsed since the reference month.Art. 13c Method of equal pay analysis  The equal pay analysis shall be conducted according to a scientific method and in accordance with the law. The Confederation shall provide all employers with a standard analysis tool free of charge.Art. 13d Audit of the equal pay analysis  Employers subject to the Swiss Code of Obligations shall have their equal pay analysis audited by an independent body. They may choose between:a. a firm of auditors licensed under the Auditor Oversight Act of 16 December 2005; orb. an organisation under Article 7 or an employees’ representation in accordance with the Participation Act of 17 December 1993. The Federal Council shall lay down the criteria for training the lead auditors. The Federal Council shall regulate the conduct of the audit of the equal pay analysis at federal level. The cantons shall regulate the conduct of the audit of equal pay analyses in their fields of responsibility. SR 220 SR 221.302 SR 822.14Art. 13e Audit by a licensed firm of auditors  The employer shall provide the firm of auditors all documents and provide all the information required to carry out the audit. The firm of auditors shall verify whether the equal pay analysis has been conducted in a formally correct manner. It shall draw up a report for submission to the management of the company audited on the conduct of the analysis within a year the conduct of the equal pay analysis.Art. 13f Audit by an organisation or an employees’ representation  The employer shall enter into an agreement with the organisation under Article 7 or the employees’ representation on the procedure for the audit and reporting to the management of the company.Art. 13g Information for the employees Employers shall inform the employees in writing of the result of the equal pay analysis within one year of the conclusion of the audit. Art. 13h Information for the shareholders  Companies whose shares are listed on a stock market shall publish the result of the equal pay analysis in the annex to their annual accounts (Art. 959c para. 1 no 4 of the Code of Obligations). SR 220Art. 13i Publication of results in the public sector Public sector employers shall publish the individual results of the equal pay analysis and the audit.Section 5 Financial Aid Art. 14 Promotion programmes  The federal government may grant financial aid to public or private institutions that conduct programmes for the promotion of gender equality in the workplace. It may conduct its own programmes. The programmes may serve:a. to encourage basic and continuing education training in or outside the workplace;b. to improve the representation of both sexes in the various professions, positions, and management levels;c. to improve the compatibility of work and family duties;d. to promote work organisations and infrastructures in the workplace that encourage equality. Priority for the granting of aid will be given to programmes that are exemplary or innovative in character.Art. 15 Advice centres The federal government may grant financial aid to private institutions for:a. the provision of advice and information to working women;b. the encouragement of the reintegration of women and men who have interrupted their working activities in order to fulfil family duties.Section 6 Federal Office for Gender Equality Art. 16 The Federal Office for Gender Equality promotes the equality of women and men in all areas of life and is committed to eliminating any form of direct or indirect discrimination. For this purpose, it carries out the following tasks:a. it provides the general public with information;b. it advises authorities and private individuals;c. it conducts studies and recommends suitable measures to authorities and private individuals;d. it may participate in projects of national importance;e. it participates in the drafting of federal legislation in the event that such legislation is relevant to gender equality;f. it examines applications for financial aid in accordance with Articles 14 and 15 and supervises the implementation of promotional programmes.Section 7 Final Provisions Art. 17 Transitional provision Claims in terms of Article 5 paragraph 1 letter d are assessed under the new law provided the civil law action has been raised subsequent to the Act coming into force or the competent authority of first instance has not issued a ruling up to that point in time.Art. 17a Transitional provision to the Amendment of 14 December 2018  The Federal Council shall specify the date by which employers under Article 13a must have carried out the first equal pay analysis. It may specify different dates for different sizes of company. Inserted by No I of the FA of 14 Dec. 2018 in force from 1 July 2020 to 30 June 2032 (AS 2019 2815; BBl 2017 5507).Art. 17b Evaluation of effectiveness  The Federal Council shall arrange for an evaluation of the effectiveness of Articles 13a–13i to be carried out. It shall report to Parliament after the second equal pay analysis is carried out, but nine years at the latest after the articles mentioned in paragraph 1 come into force. Inserted by No I of the FA of 14 Dec. 2018, in force from 1 July 2020 to 30 June 2032 (AS 2019 2815; BBl 2017 5507).Art. 18 Referendum and commencement  This Act is subject to an optional referendum. The Federal Council determines the date on which this Act comes into force.Commencement Date: 1 July 1996FCD of 25 Oct. 1995.AnnexAmendment of Federal Acts...The amendments may be consulted under AS 1996 1498.

fedlex-data-admin-ch-eli-cc-1996-1498_1498_1498-20200701-rm-docx151.1 Rumantsch è ina lingua naziunala, ma ina lingua parzialmain uffiziala da la Confederaziun, numnadamain en la correspundenza cun persunas da lingua rumantscha. La translaziun d’in decret federal serva a l’infurmaziun, n’ha dentant nagina validitad legala.Lescha federaladavart l’egualitad da dunna ed um(Lescha d’egualitad, LEg)dals 24 da mars 1995 (versiun dal 1. da fanadur 2020)L’Assamblea federala da la Confederaziun svizra,sa basond sin ils artitgels 8 alinea 3, 110 alinea 1 litera a, 122 e 173 alinea 2 da la Constituziun federala,suenter avair gì invista da la missiva dal Cussegl federal dals 24 da favrer 1993,concluda:SR 101 Versiun tenor la cifra I da la LF dals 14 da dec. 2018, en vigur dapi il 1. da fan. 2020 (AS 2019 2815; BBl 2017 5507).BBl 1993 I 12481. secziun Intent Art. 1Questa lescha ha l’intent da promover l’egualitad effectiva tranter dunna ed um.2. secziun Egualitad en la vita professiunala Art. 2 Princip Las disposiziuns da questa secziun valan per las relaziuns da lavur tenor il Dretg d’obligaziuns sco er per tut las relaziuns da lavur da dretg public en la Confederaziun, en ils chantuns ed en las vischnancas.SR 220Art. 3 Scumond da discriminaziun  Lavurantas e lavurants na dastgan betg vegnir dischavantagiads ni directamain ni indirectamain pervia da lur schlattaina, numnadamain betg sa referind al stadi civil, a la situaziun famigliara u, en cas da lavurantas, ad ina gravidanza. Quest scumond vala en spezial per l’engaschament, per l’attribuziun da las incumbensas, per la concepziun da las relaziuns da lavur, per la salarisaziun, per la scolaziun, per la furmaziun supplementara, per la promoziun e per la relaschada. Mesiras adequatas per realisar l’egualitad effectiva na muntan betg ina discriminaziun.Art. 4 Discriminaziun tras mulestas sexualas Sco cumportament discriminant vegn resguardà mintga cumportament mulestus da natira sexuala u in auter cumportament sin basa da l’appartegnientscha sexuala che pregiuditgescha la dignitad da las dunnas e dals umens a la plazza da lavur. Latiers tutgan en spezial smanatschas, l’empermischun d’avantatgs, l’imposiziun da sforz e l’applicaziun da squitsch per cuntanscher favurs da natira sexuala.Art. 5 Pretensiuns giuridicas  Tgi ch’è pertutgà d’ina discriminaziun en il senn dals artitgels 3 e 4 po dumandar la dretgira u l’autoritad administrativa:a. da scumandar u da tralaschar ina discriminaziun smanatschanta;b. d’eliminar ina discriminaziun existenta;c. da constatar l’existenza d’ina discriminaziun, sche quella chaschuna vinavant disturbis;d. d’ordinar il pajament dal salari debità. Sche la discriminaziun consista d’ina refusa d’in engaschament u d’ina disditga d’ina relaziun da lavur tenor il Dretg d’obligaziuns, ha la persuna pertutgada mo il dretg da survegnir ina indemnisaziun. Quella sto vegnir fixada considerond tut las circumstanzas e vegn calculada sin basa da l’eventual salari u dal salari effectiv. En cas d’ina discriminaziun tras mulestas sexualas po la dretgira u l’autoritad administrativa conceder a la persuna pertutgada ultra da quai ina indemnisaziun, nun che las patrunas u ils patruns possian cumprovar d’avair prendì mesiras ch’èn tenor l’experientscha necessarias ed adequatas per impedir mulestas sexualas e che pon vegnir pretendidas giustifitgadamain d’ellas e d’els. L’indemnisaziun sto vegnir fixada considerond tut las circumstanzas e vegn calculada sin basa da la media dal salari svizzer. L’indemnisaziun en cas d’ina discriminaziun tras la refusa d’in engaschament tenor l’alinea 2 na dastga betg surpassar l’import che correspunda a trais salaris mensils. La summa totala da las indemnisaziuns na dastga er alura betg surpassar quest import, sche pliras persunas fan valair in dretg d’indemnisaziun pervia d’ina refusa discriminanta da la medema plazza da lavur. Sche la discriminaziun consista en la disditga d’ina relaziun da lavur tenor il Dretg d’obligaziuns tenor l’alinea 2 u en mulestas sexualas tenor l’alinea 3, na dastga l’indemnisaziun betg surpassar l’import che correspunda a sis salaris mensils. Resalvads restan ils dretgs d’indemnisaziun e da bunificaziun sco er ulteriurs dretgs contractuals.Art. 6 Facilitaziun da la chargia da cumprova En quai che concerna l’attribuziun da las incumbensas, la concepziun da las relaziuns da lavur, la salarisaziun, la scolaziun, la furmaziun supplementara, la promoziun e la relaschada vegn supponida ina discriminaziun, sche quella vegn cumprovada vardaivlamain da la persuna pertutgada.Art. 7 Plants e recurs d’organisaziuns  Organisaziuns che promovan tenor lur statuts l’egualitad tranter dunna ed um u che defendan ils interess da las lavurantas e dals lavurants e che existan dapi almain 2 onns pon laschar constatar en l’agen num ch’igl exista ina discriminaziun, sch’il resultat da la procedura ha previsiblamain consequenzas per in dumber pli grond da relaziuns da lavur. Ellas ston dar l’occasiun a la patruna u al patrun pertutgà da prender posiziun avant ch’ellas appelleschan ad in post da mediaziun u inoltreschan in plant. Dal rest valan las disposiziuns per ils plants e per ils recurs da persunas singulas tenor il senn.3. secziun Disposiziuns spezialas per relaziuns da lavur tenor il Dretg d’obligaziunsSR 220Art. 8 Procedura en cas d’ina refusa discriminanta da l’engaschament  Persunas, da las qualas l’annunzia per in engaschament n’è betg vegnida resguardada e che fan valair ina discriminaziun pon pretender ina motivaziun en scrit da la patruna u dal patrun. Il dretg d’ina indemnisaziun tenor l’artitgel 5 alinea 2 è pers, sch’il plant na vegn betg purtà entaifer 3 mais dapi che la patruna u il patrun ha communitgà la refusa da l’engaschament.Art. 9 Procedura en cas d’ina disditga discriminanta Sch’ina lavuranta u in lavurant vegn discriminà tras la disditga, è applitgabel l’artitgel 336b dal Dretg d’obligaziuns.SR 220Art. 10 Protecziun cunter la disditga  La disditga da la relaziun da lavur tras la patruna u il patrun è contestabla, sch’ella vegn fatga senza in motiv giustifitgà sin basa d’in recurs entaifer il manaschi cunter ina discriminaziun u sin basa d’ina appellaziun che la lavuranta u il lavurant ha fatg al post da mediaziun u a la dretgira. La protecziun cunter la disditga vala entant che la procedura da recurs entaifer il manaschi, ina procedura da mediaziun u ina procedura giudiziala dura sco er anc 6 mais pli ditg. La disditga sto vegnir contestada tar la dretgira avant la fin dal termin da disditga. La dretgira po ordinar il reengaschament provisoric da la lavuranta u dal lavurant per la durada da la procedura, sch’i para dad esser probabel che las premissas per l’aboliziun da la disditga èn ademplidas. Durant la procedura po la lavuranta u il lavurant desister da cuntinuar la relaziun da lavur e far valair empè da quai ina indemnisaziun tenor l’artitgel 336a dal Dretg d’obligaziuns. Quest artitgel vala tenor il senn per disditgas ch’èn vegnidas fatgas pervia dal plant d’ina organisaziun tenor l’artitgel 7.SR 220Art. 11 e 12Abolì tras la cifra II 1 da l’agiunta 1 da la Procedura civila dals 19 da dec. 2008, cun effect dapi il 1. da schan. 2011 (AS 2010 1739; BBl 2006 7221).4. secziun Protecziun giuridica tar relaziuns da lavur da dretg public Art. 13 La protecziun giuridica tar relaziuns da lavur da dretg public sa drizza tenor las disposiziuns generalas da la Lescha federala davart l’organisaziun giudiziala. Per recurs dal persunal da la Confederaziun vala ultra da quai l’artitgel 58 da la Lescha dals 30 da zercladur 1927 davart las funcziunarias ed ils funcziunaris. Sch’ina persuna vegn discriminada dal fatg che sia candidatura è vegnida refusada tar l’emprima constituziun d’ina relaziun da lavur, è applitgabel l’artitgel 5 alinea 2. L’indemnisaziun po vegnir pretendida directamain cun in recurs cunter la disposiziun refusanta. Emploiadas ed emploiads federals pon sa drizzar ad ina cumissiun da mediaziun entaifer il termin da recurs tenor l’artitgel 50 da la Lescha federala dals 20 da december 1968 davart la procedura administrativa. Quella cusseglia las partidas ed emprova da cuntanscher ina reconciliaziun. ... La procedura è gratuita; exceptads da quai èn process iniziads da levsenn. En la procedura davant il Tribunal federal sa drizza l’obligaziun da surpigliar ils custs tenor la Lescha federala dals 17 da zercladur 2005 davart il Tribunal federal.[BS 1 489; AS 1958 1413 art. 27 lit. c, 1997 2465 agiunta cifra 4, 2000 411 cifra II 1853, 2001 894 art. 39 al. 1 2197 art. 2 3292 art. 2. AS 2008 3437 cifra I 1]. Guardar oz art. 35 e 36 da la LF dals 24 da mars 2000 davart il persunal da la Confederaziun (SR 172.220.1). SR 172.021 Versiun tenor la cifra I da la LF dals 8 d’oct. 2004, en vigur dapi il 1. da mars 2005 (AS 2005 1023; BBl 2003 7809). Abolì tras la cifra 1 da l’agiunta da la LF dals 17 da zer. 2005 davart il TF, cun effect dapi il 1. da schan. 2007 (AS 2006 1205; BBl 2001 4202). SR 173.110 Integrà la frasa tras la cifra 1 da l’agiunta da la LF dals 17 da zer. 2005 davart il TF, en vigur dapi il 1. da schan. 2007 (AS 2006 1205; BBl 2001 4202).4a. secziun Analisa da l’egualitad da las pajas e verificaziun Integrà tras la cifra I da la LF dals 14 da dec. 2018, en vigur dal 1. da fan. 2020 fin ils 30 da zer. 2032 (AS 2019 2815; BBl 2017 5507). Art. 13a Obligaziun d’analisar l’egualitad da las pajas  Patruns che occupan 100 lavurants u dapli al cumenzament d’in onn, analiseschan l’egualitad da las pajas entaifer il manaschi per quel onn. Ils emprendists na vegnan betg quintads sco lavurants. L’analisa da l’egualitad da las pajas vegn repetida mintga 4 onns. Sch’il dumber da lavurants croda durant questa perioda sut 100, vegn l’egualitad da las pajas pir puspè analisada, cur ch’il dumber da 100 lavurants è cuntanschì. Sche l’analisa da l’egualitad da las pajas mussa che l’egualitad da las pajas vegn observada, vegnan ils patruns deliberads da l’obligaziun da repeter l’analisa.Art. 13b Excepziun da l’obligaziun d’analisar l’egualitad da las pajas Betg obligads d’analisar l’egualitad da las pajas n’èn patruns:a. ch’èn suttamess ad ina controlla davart l’observaziun da l’egualitad da las pajas en il rom d’ina procedura per la surdada d’ina incarica publica;b. ch’èn suttamess ad ina tala controlla en il rom d’ina dumonda da survegnir subvenziuns; uc. ch’èn gia stads suttamess ad ina tala controlla ed han cumprovà ch’els adempleschan las pretensiuns, premess ch’i n’èn betg passads dapli che 4 onns dapi il mais da referenza da la controlla.Art. 13c Metoda da l’analisa da l’egualitad da las pajas  L’egualitad da las pajas sto vegnir analisada tenor ina metoda scientifica e confurma al dretg. La Confederaziun metta a disposiziun a tut ils patruns in tool da standard gratuit per l’analisa.Art. 13d Verificaziun da l’analisa da l’egualitad da las pajas  Patruns ch’èn suttamess al Dretg d’obligaziuns laschan verifitgar lur analisa da l’egualitad da las pajas tras in post independent. Per quest intent pon els tscherner tranter:a. ina interpresa da revisiun cun in’admissiun tenor la Lescha dals 16 da december 2005 davart la surveglianza da la revisiun; ub. in’organisaziun tenor l’artitgel 7 u ina represchentanza dals lavurants tenor la Lescha da participaziun dals 17 da december 1993. Il Cussegl federal fixescha ils criteris per la scolaziun dals revisurs directivs. Il Cussegl federal regla la realisaziun da la verificaziun da l’analisa da l’egualitad da las pajas tar la Confederaziun. Ils chantuns reglan la realisaziun da la verificaziun da las analisas da l’egualitad da las pajas en lur champ da cumpetenza. SR 220 SR 221.302 SR 822.14Art. 13e Verificaziun tras ina interpresa da revisiun admessa  Il patrun surdat a l’interpresa da revisiun tut ils documents e tut las infurmaziuns ch’ella dovra per pudair far la verificaziun. L’interpresa da revisiun verifitgescha, sche l’egualitad da las pajas è vegnida analisada en moda formalmain correcta. Entaifer 1 onn suenter la realisaziun da l’analisa da l’egualitad da las pajas redigia ella in rapport davart la realisaziun da l’analisa per mauns da la direcziun da l’interpresa verifitgada.Art. 13f Verificaziun tras in’organisaziun u tras ina represchentanza dals lavurants  Cun l’organisaziun tenor l’artitgel 7 u cun la represchentanza dals lavurants fa il patrun ina cunvegna davart la procedura da la verificaziun e dal rapport per mauns da la direcziun da l’interpresa.Art. 13g Infurmaziun per ils lavurants Il pli tard 1 onn suenter la terminaziun da la verificaziun infurmeschan ils patruns ils lavurants en scrit davart il resultat da l’analisa da l’egualitad da las pajas. Art. 13h Infurmaziun per ils acziunaris Las societads cun aczias ch’èn quotadas ad ina bursa publitgeschan il resultat da l’analisa da l’egualitad da las pajas en l’agiunta dal quint annual (art. 959c al. 1 cifra 4 dal Dretg d’obligaziuns). SR 220Art. 13i Publicaziun dals resultats en il sectur public Ils patruns dal sectur public publitgeschan ils singuls resultats da l’analisa da l’egualitad da las pajas e da la verificaziun.5. secziun Agids finanzials Art. 14 Programs da promoziun  La Confederaziun po conceder agids finanzials ad instituziuns publicas u privatas che mainan tras programs per promover l’egualitad tranter dunna ed um en la vita professiunala. Ella po er sezza manar tras programs. Ils programs pon servir a:a. promover la scolaziun e la furmaziun supplementara entaifer u ordaifer il manaschi;b. meglierar la represchentanza da las schlattainas en las differentas professiuns e funcziuns e sin ils differents plauns directivs;c. meglierar la cumpatibilitad d’incumbensas professiunalas e famigliaras;d. promover organisaziuns da lavur ed infrastructuras a la plazza da lavur che favuriseschan l’egualitad.  En emprima lingia vegnan sustegnids programs cun in cuntegn nov ed exemplaric.Art. 15 Posts da cussegliaziun La Confederaziun po conceder ad instituziuns privatas agids finanzials per:a. cussegliar ed infurmar dunnas en la vita professiunala;b. promover la reintegraziun da dunnas e d’umens che han interrut lur activitad professiunala a favur d’incumbensas famigliaras.6. secziun Uffizi federal per l’egualitad tranter dunna ed um Art. 16 L’Uffizi federal per l’egualitad tranter dunna ed um promova l’egualitad da las schlattainas en tut ils secturs da la vita e s’engascha per eliminar tut las furmas da discriminaziun directa u indirecta. Per quest intent ademplescha el numnadamain las suandantas incumbensas:a. el infurmescha la publicitad;b. el cusseglia autoritads e persunas privatas;c. el fa retschertgas e recumonda mesiras adattadas ad autoritads ed a persunas privatas;d. el po sa participar a projects d’impurtanza per l’entira Svizra;e. el cooperescha a l’elavuraziun da decrets da la Confederaziun, uschenavant che quels èn impurtants per l’egualitad;f. el examinescha las dumondas per agids finanzials tenor ils artitgels 14 e 15 e surveglia la realisaziun da programs da promoziun.7. secziun Disposiziuns finalas Art. 17 Disposiziun transitorica Pretensiuns tenor l’artitgel 5 alinea 1 litera d vegnan giuditgadas tenor il dretg nov, sch’il plant da dretg civil è vegnì purtà suenter l’entrada en vigur da la lescha u sche l’autoritad ch’è cumpetenta en emprima instanza n’ha anc betg prendì ina disposiziun fin a quest termin.Art. 17a Disposiziun transitorica da la midada dals 14 da december 2018  Il Cussegl federal fixescha, fin cura ch’ils patruns tenor l’artitgel 13a ston avair fatg l’emprima analisa da l’egualitad da las pajas. El po fixar differents termins tut tenor la grondezza da las interpresas. Integrà tras la cifra I da la LF dals 14 da dec. 2018, en vigur dal 1. da fan. 2020 fin ils 30 da zer. 2032 (AS 2019 2815; BBl 2017 5507).Art. 17b Evaluaziun da l’efficacitad  Il Cussegl federal procura per l’evaluaziun da l’efficacitad dals artitgels 13a–13i. Suenter la realisaziun da la segunda analisa da l’egualitad da las pajas, il pli tard dentant 9 onns suenter l’entrada en vigur dals artitgels tenor l’alinea 1, suttametta el in rapport al parlament. Integrà tras la cifra I da la LF dals 14 da dec. 2018, en vigur dal 1. da fan. 2020 fin ils 30 da zer. 2032 (AS 2019 2815; BBl 2017 5507).Art. 18 Referendum ed entrada en vigur  Questa lescha è suttamessa al referendum facultativ. Il Cussegl federal fixescha l’entrada en vigur.Data da l’entrada en vigur: 1. da fanadur 1996COCF dals 25 d’oct. 1995.AgiuntaMidada da leschas federalas...Las midadas pon vegnir consultadas en la AS 1996 1498.