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Dissertations / Theses on the topic 'Indirect discrimination'
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Aps, William John Steven. "Indirect discrimination, the individual and the gender equality duty." Thesis, University of Leeds, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.550435.
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This aim of this thesis is to establish a conceptual link between the Gender Equality Duty (GED) and the mechanism of indirect discrimination. The method employed in this exercise is to reconceptualise the Gender Equality Duty as a technique of government that further reconfigures power relations in decision-making. By encouraging, rather than requiring, a gendered approach to decision-making that involves empirical analyses of target populations, and in making this a requirement of uncertain application, the principle effect of the GED is to create indeterminacy in the public sphere. Moreover, this uncertainty surrounds the operation not simply as a negative duty, but as a positive duty to act. This work looks at the relationship between the two methods of addressing discrimination, based upon the locating the individual within the UK equalities framework. The method is to subject the GED to a Foucaultian analysis of govemmentality and power relations. It is suggested that this methodology opens up the possibilities for a new conception of the GED which, further, has implications for indirect discrimination law. The main implication of the interaction between indirect discrimination and the GED is their mutual support based upon the indeterminacy of the GED's extent of application. Further, the interplay between the two legislative provisions gives rise to questions of the conceptualisation of indirect discrimination as a mechanism of impact.
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Lundberg, Emma. "Automated decision-making vs indirect discrimination : Solution or aggravation?" Thesis, Umeå universitet, Juridiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-161110.
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The usage of automated decision making-systems by public institutions letting the system decide on the approval, determination or denial of individuals benefits as an example, is an effective measure in making more amount of work done in a shorter time period and to a lower cost than if it would have been done by humans. But still, although the technology has developed into being able to help us in this way, so has also the potential problems that these systems can cause while they are operating. The ones primarily affected here will be the individuals that are denied their benefits, health care, or pensions. The systems can maintain hidden, historical stigmatizations and prejudices, disproportionally affecting members of a certain historically marginalized group in a negative way through its decisions, simply because the systems have learned to do so. There is also a risk that the actual programmer includes her or his own bias, as well as incorrect translation of applicable legislations or policies causing the finalized system to make decisions on unknown bases, demanding more, less or completely other things than those requirements that are set up by the public and written laws. The language in which these systems works are in mathematical algorithms, which most ordinary individuals, public employees or courts will not understand. If suspecting that you could have been discriminated against by an automated decision, the requirements for successfully claim a violation of discrimination in US-, Canadian- and Swedish courts, ECtHR and ECJ demands you to show on which of your characteristics you were discriminated, and in comparison to which other group, a group that instead has been advantaged. Still, without any reasons or explanations to why the decision has been taken available for you as an applicant or for the court responsible, the inability to identify such comparator can lead to several cases of actual indirect discriminations being denied. A solution to this could be to follow the advice of Sophia Moreau’s theory, focusing on the actual harm that the individual claim to have suffered instead of on categorizing her or him due to certain traits, or on finding a suitable comparator. This is similar to a ruling of the Swedish Court of Appeal, where a comparator was not necessary in order to establish that the applicant had been indirectly discriminated by a public institution. Instead, the biggest focus in this case was on the harm that the applicant claimed to have suffered, and then on investigating whether this difference in treatment could be objectively justified. In order for Swedish and European legislation to be able to meet the challenges that can arise through the usage of automated decision making-systems, this model of the Swedish Court of Appeal could be a better suited model to help individuals being affected by an automated decision of a public institution, being potentially indirectly discriminative.
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Muñoz, Alejandro Matus. "Carbon isotope discrimination and indirect selection for grain yield in lentil, spring wheat and canola." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1996. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq25213.pdf.
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Tanner, Emily E. "Racial Discrimination and the Indirect Effects of Forgiveness on Well-Being Among Emerging Polynesian Americans." BYU ScholarsArchive, 2021. https://scholarsarchive.byu.edu/etd/9231.
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There is a lack of research on the effects of racial discrimination on the mental health of emerging Polynesian American adults (ages 17-29). This study examines the effects of racial discrimination and the indirect effects of forgiveness on mental health among 423 Polynesian American emerging adults. Correlations were conducted in preliminary analysis then data was further analyzed through multiple regressions to determine if racial discrimination predicts psychological outcomes. A mediation analyses with Hayes PROCESS macro bootstrapping was conducted to examine the indirect effects of forgiveness. Lastly, a point-biserial correlation was conducted to examine the effects of education level on perception of racial discrimination. Elevated experiences of racial discrimination were linked to increase of negative psychological outcomes including depression, anxiety, stress. In addition, experiences of racial discrimination were inversely correlated with anger and self-esteem. Participants with a high school education or less were more likely to report experiences of racial discrimination. Forgiveness mediated the relationship between racial discrimination and depression, anxiety, stress, and satisfaction with life. Implications are included regarding the necessity of mental health professionals to be aware of the psychological impacts of racial discrimination among Polynesian emerging adults. Additional results are provided, and implications of these findings are outlined.
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Larsson, Mikael. "The Misleading Debate." Thesis, Malmö högskola, Fakulteten för kultur och samhälle (KS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22657.
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In the year of 2013, Swedish media accused the Swedish police for the implementation of discriminatory internal controls of foreigners, in Malmö, Stockholm and other places across Sweden. The controls were soon to be linked to project REVA. In this thesis, I examine how the internal controls of foreigners measure up to the Swedish Aliens act and whether or not the accusations of discriminatory controls against individuals with a perceived foreign appearance, are correct. The examination includes a legal approach, where I use practical legal method to analyze the provisions of the Aliens act, as well as an evolving conceptual approach, where I evolve the concept of discrimination in order to apply it to the controls. I found that it is possible to link project REVA to the external work with the internal controls of foreigners, despite the denial from people involved. I also found that, because of unclear regulations regarding the implementation of the internal controls of foreigners, it is not possible to assess how the controls measure up to the Swedish Aliens act. Some of the controls, most probably, can be identified as directly and indirectly discriminatory. The problem with this statement is the difficulty to measure police officers decision-making in order to confirm the discriminatory behavior. However, I argue that it is possible to claim that the Aliens act might be indirectly discriminatory. The results of this thesis indicate that the Swedish police should review their practices regarding internal controls of foreigners.
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de, Plevitz Loretta R. "The failure of Australian legislation on indirect discrimination to detect the systemic racism which prevents Aboriginal people from fully participating in the workforce." Thesis, Queensland University of Technology, 2000. https://eprints.qut.edu.au/29025/1/Loretta_de_Plevitz_Thesis.pdf.
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Government figures put the current indigenous unemployment rate at around 23%, 3 times the unemployment rate for other Australians. This thesis aims to assess whether Australian indirect discrimination legislation can provide a remedy for one of the causes of indigenous unemployment - the systemic discrimination which can result from the mere operation of established procedures of recruitment and hiring. The impact of those practices on indigenous people is examined in the context of an analysis of anti-discrimination legislation and cases from all Australian jurisdictions from the time of the passing of the Racial Discrimination Act by the Commonwealth in 1975 to the present. The thesis finds a number of reasons why the legislation fails to provide equality of opportunity for indigenous people seeking to enter the workforce. In nearly all jurisdictions it is obscurely drafted, used mainly by educated middle class white women, and provides remedies which tend to be compensatory damages rather than change to recruitment policy. White dominance of the legal process has produced legislative and judicial definitions of "race" and "Aboriginality" which focus on biology rather than cultural difference. In the commissions and tribunals complaints of racial discrimination are often rejected on the grounds of being "vexatious" or "frivolous", not reaching the required standard of proof, or not showing a causal connection between race and the conduct complained of. In all jurisdictions the cornerstone of liability is whether a particular employment term, condition or practice is reasonable. The thesis evaluates the approaches taken by appellate courts, including the High Court, and concludes that there is a trend towards an interpretation of reasonableness which favours employer arguments such as economic rationalism, the maintenance of good industrial relations, managerial prerogative to hire and fire, and the protection of majority rights. The thesis recommends that separate, clearly drafted legislation should be passed to address indigenous disadvantage and that indigenous people should be involved in all stages of the process.
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de, Plevitz Loretta R. "The failure of Australian legislation on indirect discrimination to detect the systemic racism which prevents Aboriginal people from fully participating in the workforce." Queensland University of Technology, 2000. http://eprints.qut.edu.au/29025/.
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Government figures put the current indigenous unemployment rate at around 23%, 3 times the unemployment rate for other Australians. This thesis aims to assess whether Australian indirect discrimination legislation can provide a remedy for one of the causes of indigenous unemployment - the systemic discrimination which can result from the mere operation of established procedures of recruitment and hiring. The impact of those practices on indigenous people is examined in the context of an analysis of anti-discrimination legislation and cases from all Australian jurisdictions from the time of the passing of the Racial Discrimination Act by the Commonwealth in 1975 to the present. The thesis finds a number of reasons why the legislation fails to provide equality of opportunity for indigenous people seeking to enter the workforce. In nearly all jurisdictions it is obscurely drafted, used mainly by educated middle class white women, and provides remedies which tend to be compensatory damages rather than change to recruitment policy. White dominance of the legal process has produced legislative and judicial definitions of "race" and "Aboriginality" which focus on biology rather than cultural difference. In the commissions and tribunals complaints of racial discrimination are often rejected on the grounds of being "vexatious" or "frivolous", not reaching the required standard of proof, or not showing a causal connection between race and the conduct complained of. In all jurisdictions the cornerstone of liability is whether a particular employment term, condition or practice is reasonable. The thesis evaluates the approaches taken by appellate courts, including the High Court, and concludes that there is a trend towards an interpretation of reasonableness which favours employer arguments such as economic rationalism, the maintenance of good industrial relations, managerial prerogative to hire and fire, and the protection of majority rights. The thesis recommends that separate, clearly drafted legislation should be passed to address indigenous disadvantage and that indigenous people should be involved in all stages of the process.
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Jasukaitytė, Raimonda. "Ar darbo subjektų lytis gali būti teisėta priežastimi darbo santykiams kurti ar juos nutraukti?" Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20140616_161349-31118.
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Šiame darbe yra analizuojami darbo teisiniai santykiai ir teisės normos reguliuojančios diskriminacijos dėl lyties draudimą sudarant ar nutraukiant darbo santykius. Siekiant kuo išsamiau atskleisti šią temą pirmiausiai yra nagrinėjamas lygybės principas, iš kurio yra kildinamas diskriminacijos draudimo (nediskriminacinis) principas, kuris yra įtvirtintas tiek Lietuvos, tiek tarptautiniuose teisės aktuose.
Lygybės ir diskriminacijos draudimo principais draudžiama taikyti skirtingus įdarbinimo kriterijus, skirtingas darbo sąlygas, atleidimo iš darbo pagrindus, tokius pat santykius vertinti skirtingai dėl aplinkybių, kurios nesusijusios su darbuotojo dalykinėmis savybėmis. Diskriminacija darbo teisinių santykių srityje yra suprantama kaip bet koks lygias darbo ir profesinės veiklos galimybes ir lygiateisius santykius pažeidžiantis arba panaikinantis išskyrimas, apribojimas ar pranašumo teikimas. Kitaip tariant, bet koks skirtingas darbuotojų traktavimas dėl jų lyties, kurio pasekmės – nelygios teisės darbo santykiuose, pvz. : tam tikros darbo sąlygos, paaukštinimas pareigose, kvalifikacijos kėlimas yra laikomas diskriminacija.
Toliau aptariami nacionaliniai ir tarptautiniai antidiskriminaciniai įstatymai. Diskriminacijos dėl lyties draudimą Lietuvoje numato 1998 m. gruodžio 1 d. įsigaliojęs Moterų ir vyrų lygių galimybių įstatymas kuris buvo priimtas, siekiant įgyvendinti 2006 m. liepos 5 d. Europos Parlamento ir Tarybos direktyvą 2006/54/EB dėl... [toliau žr. visą tekstą]This paper analyzes the legal labour relations and the laws, regulating the prohibition of gender discrimination in establishing or terminating the labour relations. In order to reveal this theme in as more details as possible, first the principle of equality is examined, where the prohibition of discrimination (discriminatory) principle is derived from. The latter is established in both Lithuanian and international law. The principles of equality and non-discrimination allows the application of different employment criteria, different working conditions, bases of dismissal from work, to treat the same relations differently due to the circumstances, unrelated with employee’s professional characteristics. Discrimination in the field of legal labour relations is understood as any exclusion, restriction or superiority, violating or voiding the equal employment and career opportunities, and the equal relations. In other words, any different treatment of employees because of their gender, the consequences of which include unequal rights in labour relations, for example, certain working conditions, promotion, training, is considered as discrimination. The paper also discusses a number of persons, who are subject to protection against gender discrimination, in legal labour relations. It should be noted that it includes all the persons, belonging to the following groups of labour relations category: employees, self-employed persons, persons, who wish to occupy a vacancy... [to full text]
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Ibrahim, Abdulhadi. "Social, human and job characteristics as the determinants of wages and gender discrimination in Syria : direct and indirect effects." Thesis, Brunel University, 2017. http://bura.brunel.ac.uk/handle/2438/14767.
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The issue of gender wage differentials has long been of interest not only to economists, but also to governments and policy makers. In the last few decades, the labour market outcomes for females seem to be improving; however, the gender pay gap persists globally and females still earn significantly less than males. However, labour market discrimination has not received the research attention it deserves in developing countries in general, and in Syria in particular. A wide variety of factors could influence the gender pay gap, such as human capital, job characteristics and social factors. In the Syrian context, social and cultural factors play an important role in determining the position of females in the labour market. However, most previous studies have ignored the effects of social factors on other variables. Therefore, this research investigates the indirect effect of social factors on wages through human capital and job characteristics. This thesis has two main aims: to examine the main determinants of earnings for men and women in Syria, and to investigate the existence and extent of discrimination in the observed gender wage differentials there. To achieve this, two methods were used. Firstly, the Mincerian wage equations were used to analyse gender wage determinants, then discrimination was estimated using Oaxaca’s decomposition. Secondly, General Linear Modelling (GLM) Univariate ANOVA was tested to reveal the main and interaction effects of the factors specified in the theoretical model. The data used in this research came from the Syrian Labour Force Survey (LFS) 2010 conducted by the Government through the Central Bureau of Statistics. The results indicated that human capital variables were vital in explaining individuals’ earnings. Also, job characteristics and social variables explained wages to different degrees. Rates of return to education were, on average, around 5%, with women’s returns being better for higher educational levels. All three groups of variables explained only 17.19% of the earning gap between men and women, leaving 82.81% that could be considered as labour market discrimination. The GLM models revealed that social factors have significant indirect effects on wages as, when adding these indirect effects to the model, the explained variance in wages increased from 35% to 55%. This research makes significant contributions to the field of gender wage differentials and discrimination in Syria. The results of this study could help the Syrian government to develop tailored policies for the Syrian labour market to narrow the gender pay gap as decreasing gender inequality would enhance productivity and foster economic growth.
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Manigot, Vincent. "La discrimination en entreprise, réflexions sur un risque." Thesis, Paris 2, 2011. http://www.theses.fr/2011PA020067.
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La gestion d’une entreprise expose l’employeur au risque de discrimination. Dans son acception originelle, la notion de discrimination vise les distinctions reposant sur un critère illicite. La mise en oeuvre effective de la prohibition des discriminations amène le juge à exiger de l’employeur qu’il justifie de façon pertinente ses décisions. L’entreprise est sommée de développer des outils lui permettant d’apprécier de manière objective les compétences de ses salariés. Au-delà de cet objectif initial, la lutte contre les discriminations doit dorénavant faciliter l’intégration d’un public défavorisé. Les notions d’égalité professionnelle, de diversité, d’actions positives et de discriminations indirectes font aujourd’hui parti du vocabulaire des entreprises. Bien qu’elles ne disposent pas toujours de leviers d’action efficaces pour agir, les pouvoirs publics les contraignent à négocier sur certains thèmes pour résorber les inégalités. L’employeur responsable ne peut ignorer cette métamorphose du concept de discrimination. Il doit déterminer les nouvelles frontières de ce risque afin de mettre en oeuvre les dispositifs adéquats pour faire obstacle à sa réalisationManaging a company incurs a risk of discrimination for the employer. In its original meaning, the notion of discrimination refers to distinctions based on an illegal criterion. To be effective, the prohibition of discriminations brings the judge to require that the employer give pertinent justifications of his/her decisions. The company is compelled to develop means of assessing in an objective manner employees’ professional skills. Beyond this initial objective, the fight against discriminations must now ease the integration of disadvantaged populations. The notions of equal access to employment, diversity, affirmative action and indirect discrimination are now part of companies’ vocabulary. Though companies do not always have effective leverage for action, public authorities force them to negotiate on certain subjects in order to reduce inequalities. A responsible employer cannot ignore this radical change in the concept of discrimination. He/she must now setthe new boundaries to this risk so as to implement adequate means to prevent its materializing
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Sucur, Predrag. "Religionsutövning i arbetslivet : Ett nyanserat perspektiv på hur religiösa intressen kan tillvaratas på den svenska arbetsmarknaden." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-34725.
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The aim of this essay is to investigate how a demarcation is made between employees’ right to religious freedom next to employers’ interest in running their enterprise in an efficient way. Case law shows that the Arrowsmith-principle forum internum and forum externum could be used when a demarcation has to be made. Furthermore, case law shows that that the employee—when accepting a contract of employment—have accepted certain restrictions of his or her religious freedom. When the employee later on isn’t willing to fulfill duties stated in the contract—due to his or her religious beliefs—it has been defined as labor refusal. However, it seems as though The Court has come to develop a nuanced view on the matter, arguing in the case of Eweida v the United Kingdom for restrictions—when made on employee’s freedom of religion—to be proportionate. Case law further shows that religious beliefs are not protected when they’re challenging other fundamental rights such as protection from discrimination due to sexual orientation. Conflict has surfaced when religious employees were unable to shake hands with employers of the opposite sex, asked for time to pray during working hours and requested to wear a headscarf or a turban at work. The essay also investigates the Swedish legal case ”handskakningsfallet” where the religious manifestation was decided on the basis of direct discrimination. However, the essay finds strong reasons for such manifestations to be assessed in relation to indirect discrimination, which would enable for proportionate assessments. Furthermore, such assessments would pave way for fair and correct judgements when investigating if one has been discriminated or not. Lastly the essay highlights the importance of making such proportionate assessment stated above when deciding if religious interests should be protected or not on the labour market to enable a fair balance between all interests.Uppsatsen undersöker hur gränsdragningen görs när arbetstagare vill nyttja sin religionsfrihet i relation till arbetsgivares intresse att på ett effektivt sätt leda och fördela arbetet. Arrowsmith-principen vad gäller forum internum och externum kan användas vägledande vid sådana gränsdragningar. Rättspraxis visar vidare att anställningsavtalet tillmäts stor betydelse och att arbetstagaren vid ingående av avtal får anses sig ha underkastat sig de regler och krav avtalet ställer. När arbetstagaren sålunda har vägrat att utföra de arbetsuppgifter som faller inom ramen för anställningen med hänvisning till sin religiösa tro har detta bedömts vara arbetsvägran. Europadomstolen synes dock ha utvecklat en mer nyanserad syn i frågan och motiverar i fallet Eweida mot Storbritannien för vikten av en proportionalitetsbedömning när religionsfriheten begränsas i anställningsförhållandet. Vidare visar rättspraxis att religiösa åskådningar inte skyddas när de utmanar andra mänskliga rättigheter, såsom exempelvis skyddet mot diskriminering p.g.a. sexuell läggning. Konflikt har uppstått när religiösa arbetstagare inte kunnat ta arbetsgivare av det motsatta könet i hand, velat be på arbetstid samt velat bära slöja eller turban på arbetsplatsen. Uppsatsen undersöker också ”handskakningsfallet” och övervägande skäl talar för att frågan om religiösa manifestationer torde bedömas utifrån indirekt diskriminering. Proportionalitetsbedömningar torde på ett rättvist och korrekt sätt avgöra om diskriminering ligger för handen eller inte. Avslutningsvis betonar uppsatsen vikten av proportionalitetsbedömningar i varje enskilt fall för att avgöra om religiösa intressen ska skyddas respektive inte skyddas på arbetsmarknaden för att sålunda uppnå en balans mellan samtliga intressen.
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Figueroa, Wilson S. "An Examination of the Direct and Indirect Effects of Minority Stress on Mental and Physical Health in Sexual Minorities." Ohio University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1396009147.
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Triolo, Roberta. "Hierarchy of factors impacting grape berry mass at different scales and its direct and indirect effects on grape and wine composition." Thesis, Bordeaux, 2016. http://www.theses.fr/2016BORD0336/document.
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La masse de la baie est le résultat de l’effet intégré de plusieurs facteurs. La recherche a été dessinée afin d’étudier l’effet simultané des facteurs majeurs influençant la masse et la composition de la baie, de les hiérarchiser selon leur degré d’impact à des échelles différentes, de séparer leur effet direct et indirect sur la composition du raisin et de comparer le profil de vins élaborés à partir de petites et grosses baies. L’étude a été conduite sur deux sites expérimentaux, localisés dans les régions de Saint-Emilion (France) et Alcamo (Italie), pendant les années 2014 et 2015. Sur le premier site, les vignes sont plantées sur deux types de sols, tandis que sur le deuxième, deux traitements hydriques étaient appliqués. A l’échelle intra-parcellaire, l’état hydrique de la vigne représente le facteur le plus important, tandis que l’effet du nombre de pépins par baie n’est pas significatif. Des résultats opposés sont obtenus lorsque les relations sont étudiées à l’échelle de la grappe et de la plante. A large échelle, les facteurs impactent directement et indirectement la composition du raisin et les petites baies produisent des moûts et des vins plus concentrés. A l’inverse, à l’échelle de la grappe et de la plante, la masse de la baie n’influence pas la composition du raisin. Seule la concentration en anthocyanes est significativement liée à la masse à toutes les échelles. Cette relation est particulièrement évidente sous conditions hydriques limitantes. Un déficit hydrique augmente le ratio pellicule/pulpe, indépendamment de la masse de la baie. Petites et grosses baies d’une parcelle ayant une condition hydrique homogène, tendent à avoir un profil similaireFinal berry mass is the result of the integrated effect of several factors. They also influence berry composition. The present work was designed to study the simultaneous effect of major factors influencing berry mass and composition, to hierarchize their impact at different scales, to distinguish their direct and indirect effect on berry composition and to compare the profile of wines made from large and small berries. The study was carried out simultaneously on two vineyards located in the Saint Emil ion (France) and Alcamo (Sicily) areas, during 2014 and 2015. On the first site, vines were planted on two soil types, while on the second site two different irrigation treatments were applied. Depending on the scale, some factors homogeneously impacted the berry mass and composition. At the intra-parcel scale, vine water status represented the most impacting factor, while berry seed number did not have significant effect. Opposite results were obtained when the investigation was carried out at the intra-bunch and intra-plant scales. At large scale, factors impacted directly and indirectly berry compounds and grape juices and wines produced from smaller berries were more concentrated. Neither at intra-bunch, nor at intra-plant scales, berry size effect on juice composition was significant. Only anthocyanin concentration was related to berry size at all scales. This fact was particularly obvious in berries produced under limited water conditions. Water deficit increased the skin to flesh ratio, independently of berry size. This means that small and large berries, produced from a single parcel with homogenous water uptake conditions, tend to have similar enological profiles
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Berger, Christian. "Diskriminierung." Universität Leipzig, 2018. https://ul.qucosa.de/id/qucosa%3A21185.
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Mit dem Begriff Diskriminierung wird der benachteiligende, herabsetzende oder abwertende Umgang mit Personen, die (imaginierten) gesellschaftlichen Gruppen zugeordnet werden, beschrieben. Diesem gehen psychologische Dynamiken der Stereotypisierung sowie historisch komplexe soziale Prozesse und Strukturen der Differenzierung und Hierarchisierung voran. Aufgrund sozialer, politischer und wissenschaftlicher Auseinandersetzungen ist Diskriminierung mittlerweile nicht nur als (Menschen-)Rechtsverletzung anerkannt, sondern permanent Gegenstand von Kontroversen über die (Il-)Legitimität von (Un-)Gleichbehandlung.
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Varaine, Laura. "La religion du contractant." Thesis, La Réunion, 2017. http://www.theses.fr/2017LARE0045.
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Instrument d'échange économique par excellence, le contrat n'est pas, de prime abord, le terrain le plus propice à la satisfaction d'un idéal religieux. Il n'est pas rare, cependant, qu'un contractant se prévale de ses convictions et pratiques religieuses aux fins d'y adapter le contenu ou les conditions d'exécution d'une prestation. La tentation est grande de s'y montrer indifférent. D'un côté est invoquée, pour y parer, l'autonomie de la volonté. De l'autre, il est même suggéré de transposer le principe de laïcité aux relations privées pour obliger les contractants à faire preuve de neutralité. Or, ces dernières sont gouvernées par la liberté de religion. Ainsi, la contractualisation des convictions et pratiques religieuses doit être fortement encouragée. En outre, dans le silence du contrat, le juge peut imposer certaines obligations positives aux contractants, au nom de la liberté de religion et du droit à la non discrimination, au terme d'un processus de conciliationPrima facie, as the most representative economic instrument, contract is not favourable to the satisfaction of religious interests. Nevertheless, contractors frequently invoke their religious beliefs and practices in order to adapt either the content or the conditions of implementation of their duties. Indifference is sometimes considered as a tempting reaction to those claims. One the one hand, it is referred to contractual autonomy. On the other hand, it is suggested to extend secularism to private relations, for the purpose of compelling contracting parties to remain neutral. However, these ones are ruled by freedom of religion. As a consequence, individuals should be incited to include their religious convictions and practices to their contracts. Morerover, judges should be allowed to impose positive obligations, on behalf of both religious freedom and the right to non-discrimination, after a conciliation process
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Rossignol, Sophie. "La reconnaissance des discriminations multiples en droit du travail français : état des lieux et perspectives." Thesis, Strasbourg, 2017. http://www.theses.fr/2017STRAA010.
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La non-discrimination est une notion en constante évolution. Elle se doit d’être réceptive aux nouvelles formes discriminatoires vécues par les travailleurs afin de garantir un niveau de protection juridique conforme aux exigences internationales et nationales. En ce sens, les discriminations multiples sont un parfait exemple. Il s’agit de situations dans lesquelles interviennent et interagissent plusieurs motifs prohibés. Or, le concept de discriminations multiples, issu des sciences sociales, n’est théorisé en droit que depuis les années 1980. Si elles sont inconnues du droit positif, la doctrine et la pratique tendent à souligner la nécessité de leur reconnaissance juridique. Saisies par le droit du travail, elles posent de nombreuses questions quant à leur définition et leur mise en oeuvre. Leur étude va permettre de délivrer une approche différente de l’exigence de non-discrimination en droit du travail mais également des objectifs de diversité en entrepriseAnti-discrimination law is always evolving. It must be receptive to new types of discrimination against workers to guarantee a level of legal protection consistent with international and national standards. In that sense, multiple discriminations are a perfect example. They take place when several protected characteristics occur and interact with each other. The concept of multiple discriminations arises from social sciences but has only been legally theorized since the 80s. If French law does not consider them, jurisprudence and practice tends to underline the necessity of a legal acknowledgment. Seized by employment law, multiple discriminations pose many questions with regard to their definition and implementation. Nonetheless, studying them offers a different approach to the duty to not discriminate at work, and to insuring diversity in the workplace
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Ben, Abderrazak Ahlem. "L'intégration de la fiscalité indirecte en droit de l'Union européenne." Thesis, Paris Est, 2017. http://www.theses.fr/2017PESC0048.
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La fiscalité indirecte est au cœur des préoccupations de l’Union européenne et des Etats membres. Pour l’Union européenne, la fiscalité indirecte représente un élément structurant du marché intérieur. Pour les Etats membres, la fiscalité indirecte est un symbole de la souveraineté nationale et une ressource importante. L’opposition des volontés de l’Union européenne et des Etats membres conduit alors à s’interroger sur la place de la fiscalité indirecte dans la construction européenne. La confrontation des volontés de l’Union européenne et des Etats membres a mené à donner une place particulière à la fiscalité indirecte. Cette spécificité est engendrée par l’interaction entre deux mouvements d’intégration. L’intégration négative va soumettre tout le régime des impôts indirects au contrôle des institutions européennes. Les Etats sont alors « dépossédés » de leur souveraineté fiscale. L’intégration positive, qui nécessite le consentement unanime de tous les Etats membres, va leur permettre de retrouver leur souverainetéIndirect taxation is at the heart of the concerns of the European Union and the Member States. For the European Union, indirect taxation is a structuring element of the internal market. For the Member States, indirect taxation is a symbol of national sovereignty and an important resource. The opposition of the wishes of the European Union and the Member States leads us to wonder about the place of indirect taxation in the construction of Europe. The confrontation of the wishes of the Union and the Member States has led to give a special place to indirect taxation. This specificity is generated by the interaction between two integration movements. Negative integration will subject the whole system of indirect taxes to the control of the European institutions. States are then "dispossessed" of their fiscal sovereignty. Positive integration, which requires the unanimous consent of all member states, will enable them to regain their sovereignty
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Tulloch, Bridget. "The effects of relatedness, social contact, and sex on observational learning in rats (Rattus norvegicus)." The University of Waikato, 2007. http://hdl.handle.net/10289/2468.
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Kin recognition is the ability to identify a conspecific as a relative and can occur even when animals are complete strangers. By being able to recognise relatives, animals are able to give preferential treatment to those with which they share genes. Recognition may occur by either direct familiarisation (learning a phenotypic cue that reliably correlates to kinship), or by indirect familiarisation (learning kinship relationships through previous encounters). Rats (Rattus norvegicus) can recognise kin, however to what degree kin recognition is mediated by genetics (direct familiarisation) or social relationships (indirect familiarisation) are unknown; the influences of kinship and familiarity on the ability to learn from a conspecific is also unknown. Furthermore, the sex of an animal can also influence its ability to learn but this effect has received little attention in the literature, particularly when considering observational learning tasks. I assessed if relatedness and/or familiarity influenced a rat's ability to learn through observation, and if gender relationships influence the learning process. Eighty rats ( observers ) were given the opportunity to observe a demonstrator rat press a joystick in a given direction to obtain a food reward. Observers watched a demonstrator that had one of the following relationships with them: related and familiar, related and unfamiliar, unrelated and familiar, or unrelated and unfamiliar. When observers were given the opportunity to manipulate the joystick, the number of sniffs of the joystick, the latency to first move the joystick and the total number of presses were recorded. Rats that were both familiar and related to the demonstrator consistently performed better than any other treatment group; furthermore, rats that were familiar with the demonstrator performed the task more efficiently than rats that were not familiar with the demonstrator. When the demonstrators and observers were related, the observers produced more presses and sniffs of the joystick while having a lower latency to the first push In addition, male observers learnt better than females regardless of the demonstrator sex, with males that were familiar to their demonstrator making nearly twice as many pushes than any other treatment group. The results from this study are discussed in relation to both the mechanisms of direct and indirect recognition and the potential adaptive value on kin discrimination in the learning process. The home range hypothesis may explain why gender differences in learning were found: male rats have larger home ranges than females. Male rat will regularly encounter more rats than females and would need to ascertain if unfamiliar individuals are relatives. Females remain closer to natal sites and as such are more likely to encounter kin and therefore may not need as well as developed kin recognition ability.
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Nunes, Diana. "Le sexe, un élément d'identification des personnes en droit : étude menée à partir de la transidentité et de l'intersexuation." Thesis, Lyon, 2019. http://www.theses.fr/2019LYSE2060.
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N droit, le sexe procède de l’organisation des personnes en deux catégories, le sexe féminin et le sexe masculin. L’identification juridique des personnes échappe traditionnellement à la volonté individuelle. Le sexe comme élément de l’état des personnes est immuable et binaire. Cependant aujourd’hui ce modèle d’assignation subit des remises en question.D’une part, les revendications transidentitaires ont permis de voir émerger une conception de l’identité en termes de droits fondamentaux et non plus seulement en termes d’identification stable, imposée par l’Etat. D’autre part, l’invisibilisation des personnes intersexes en droit et la contrainte de la fiction instituée de la binarité des sexes sur leurs corps, conduisent à interroger la légitimité de la bicatégorisation et son caractère obligatoire. Finalement, l’effondrement des bases naturalistes de la différenciation des sexes et l’indifférenciation des normes au regard du sexe conduisent à interroger l’utilité de la catégorie. Néanmoins, comme les inégalités de faitspersistent malgré l’égalité formelle, le sexe, dans sa dimension protectrice peut justifier d’une nouvelle pertinenceIn law, sex proceeds from the organization of persons into two categories: female and male. Identifying legally people escapes traditionally the individual will. Sex as an element of the state of people is immutable and binary. However, this assignment model leads today to be questioned. On the one hand, transidentitary demands have allowed emerging a concept of identity in terms of fundamental rights and not only in terms of stable identification, imposed by the State. On the other hand, the invisibilization of the intersex people in law and the constraint of the instituted fiction of the binarity of the sexes on their bodies lead to question the legitimacy of the bicategorization and its obligatory character. Finally, the collapse of the naturalist bases of the differentiation of the sexes and the lack of differentiation of norms with respect to sex lead to question the usefulness of the category. Nevertheless, since facts inequalities persist despite the formal equality, gender in its protective dimension may justify a new relevance
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Navickaitė, Aušra. "Lygių galimybių politikos įgyvendinimas Lietuvoje." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2006. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2006~D_20060320_161711-92876.
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The theme of the thesis An Implementation of the Policy on Equal Opportunities in Lithuania is relevant and important, because the implementation of this policy in Lithuania is highly associated with adoption of Western democratic values, integration into Western international organizations and striving to achieve international communities set the standards in fields of human rights and equal opportunities.
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Englisch, Joachim. "Wettbewerbsgleichheit im grenzüberschreitenden Handel : mit Schlussfolgerungen für indirekte Steuern /." Tübingen : Mohr Siebeck, 2007. http://d-nb.info/984857419/04.
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Dafel, Michael. "The constitutional rebuilding of the South African private law : a choice between judicial and legislative law-making." Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/285563.
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A tension arises whenever the South African private law fails to meet constitutional right norms. To remedy a deficiency, two law-making options are available. The first is for the judiciary to develop or change private law principles and rules in order to provide protection for the implicated constitutional norm. The second is for the judiciary to enforce an obligation upon Parliament to enact legislation to amend or replace existing private law rights and obligations so as to safeguard the norm against interference from a private individual or entity. The former is the more conventional option, but, in recent years, the law reports record an increasing reliance on the legislative duty to protect constitutional right norms in private legal relationships. The thesis investigates the extent to which the latter phenomenon - which will be described as a 'pivot towards legislative remedies' - exists, and the circumstances in which the courts pivot towards legislative remedies rather than developing private law of their own accord. The thesis finds that legislative schemes that give effect to constitutional rights are likely to contain an array of benefits that are absent from or reduced in the judicial law-making process. The judicial pivot towards legislative remedies is thus a strategy to enhance the process through which conflicting rights are resolved, as it allows for the constitutional rebuilding of private law in a way that the judiciary is unable to do on its own. Importantly, however, theories of judicial deference do not explain the pivot. On the contrary, the courts have exercised a strict level of control over the legislative law-making pathway. Through either statutory interpretation or the review of legislation, the courts require legislation to contain the essentials of the judicial law-making framework. From this perspective, the judicial law-making process produces the floor of the rebuilding project and the legislative law-making process enhances that framework.
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Amorim, Vilma Leite Machado. "Violação do direito à igualdade de oportunidades: discriminação indireta de gênero nas relações laborais e a atuação do Ministério Público do Trabalho." Pós-Graduação em Direito, 2013. https://ri.ufs.br/handle/riufs/4397.
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The social values of labor and free enterprise are the foundations of the Federative Republic of Brazil. Decent work is constitutionally guaranteed human right, without
any form of discrimination and able to provide life with dignity. This dignity which was raised to a guiding principle, the basic text Maximum 1988. However, discrimination in social, economic and political is as old as human history. She endures in time, in different areas, in different ways and also excludes or diminishes women in the labor market. Despite this have more years of education than men and have professional skills needed to perform the duties or function that aims remains sidelined,
particularly in the private sector in its various segments, at all stages of the bond employment, from selection and recruitment even after the termination of the
contract. A woman receives lower wages than men for the same work performed under the same conditions, have less opportunity to rise and career, and when the
mass layoff, becomes a priority. On the other hand, never the legal framework, including the internal standards possessed so protective of women, public policy,
backed by the phenomenon of constitutionalization of the principles of human dignity and non-discrimination. No embargoes, complaints, lawsuits, terms of conduct
adjustment and statistical data show that gender discrimination still persists, pulsates
in our society. Brazilian society can only be acclaimed egalitarian, justice, brotherhood, solidarity and free from bias as states in the preamble of the Charter
Citizen of 1988, when we have no more people excluded from the labor market, due to all forms of discrimination, including gender ratio.Os valores sociais do trabalho e da livre iniciativa são fundamentos da República Federativa do Brasil. O trabalho decente é direito humano constitucionalmente garantido, sem quaisquer formas de discriminação e capaz de propiciar vida com dignidade. Dignidade essa que foi alçada a princípio norteador, basilar no Texto Máximo de 1988. Entretanto, a discriminação nas relações sociais, econômicas e políticas é tão antiga quanto a história da humanidade. Ela perdura no tempo, nos diversos espaços, nas diversas formas e exclui ou inferioriza também a mulher no mercado de trabalho. Em que pese essa possuir mais anos de estudo do que o homem e ter qualificação profissional necessária para o exercício do cargo ou função que almeja, continua sendo preterida, particularmente no setor privado, em vários dos seus segmentos, em todas as fases do vínculo de emprego, desde a seleção e recrutamento até mesmo após o término do contrato. A mulher recebe salários inferiores aos dos homens pelo mesmo trabalho executado e nas mesmas condições, tem menos oportunidade de ascensão e promoção profissional e, quando da dispensa em massa, passa a ser prioridade. Por outro turno, jamais o arcabouço jurídico, inclusive o interno, possuiu tantas normas protetivas à mulher, de ordem pública, lastreadas no fenômeno da constitucionalização dos princípios da dignidade da pessoa humana e da não discriminação. Sem embargos, denúncias, ações judiciais, termos de ajuste de conduta e dados estatísticos demonstram que a discriminação em razão de gênero ainda persiste, pulsa em nossa sociedade. A sociedade brasileira somente poderá ser aclamada igualitária, justa, fraterna, solidária e livre de preconceitos, como enuncia no preâmbulo da Carta Cidadã de 1988, quando não mais tivermos pessoas excluídas do mercado de trabalho, em razão de quaisquer formas de discriminação, inclusive em razão de gênero.
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Naidu, Kasturi Melanie. "Indirect discrimination against women in the workplace." Thesis, 1997. http://hdl.handle.net/10413/5221.
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This dissertation focuses on indirect discrimination against women in employment.
It briefly examines the causes of discrimination against women in the workplace.
Further it explains the concept of indirect discrimination by tracing its origins in the
United States of America and analyses the development of the law of indirect
discrimination in the United States until the introduction of the Civil Rights Act of
1991. This analysis involves an examination of the elements involved in proving an
indirect discrimination claim and the problems experienced in doing so. The British
indirect discrimination laws and cases are then examined to the extent to which
Britain deviates from the American approach. The comparative law discussion will
indicate the problems that have become an inherent feature of indirect discrimination
cases. The problematic nature of proving indirect discrimination necessitates a
discussion of the common types of conditions and requirements that indirectly
discriminate against women. It is against this background that the present South
African legislation on indirect discrimination in employment is analysed and case
developments reviewed. Finally, the proposals of the Green Paper on Employment
Equity are examined. The recommendations for the introduction of a comprehensive
discrimination statute; the introduction of an independent commission; and the
formulation of a Code of Good Practice that will provide guidelines to employers, are
supported. Further, recommendations are made for a flexible discrimination legislation
that provides a broad legal framework which allows for development of the law; the
necessity to address issues regarding administration and costs involved in
implementing this legislation; the introduction of additional funtions of the
independent commission relating to training and access to the law; and the adoption
of a statutorily enforced affirmative action policy that addresses the inequalities faced
by women in employment.Thesis (LL.M.)-University of Natal, Durban, 1998.
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Samuels, Simonetti. "Indirect taxation through price discrimination in the health care industry." 1993. http://catalog.hathitrust.org/api/volumes/oclc/29927945.html.
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Thesis (Ph. D.)--University of Wisconsin--Madison, 1993.Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 185-189).
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Moifo, Manjaku Jesaya. "Indirect discrimination in the workplace : a comparison between South Africa and the United States of America." Thesis, 2012. http://hdl.handle.net/10386/709.
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Thesis (LLM. (Labour Law)) -- University of Limpopo, 2012Indirect discrimination is a concept which originated from the United States of America. The concept came about after the failure of anti- discrimination legislation to improve the position of Black Americans, particularly in the employment field. The legislature realized that there are structural practices and policies, in the employment field which affect certain racial groups negatively. These practices of discrimination were not clearly defined hence the meaning and interpretation of the concept was left to the administrative body, the Equal Employment Opportunity Commission (EEOC) and the courts. The concept was imported into the South African jurisprudence after the inception of the government of National unity in 1994. The new government was committed to bring to an end all forms of discrimination which were in the past practiced against the Black community. Section 9(3) of the Constitution of South Africa Act 1996 (Act 108 of 1996) proscribed direct and indirect discrimination. These sections served as the basis for sections 6(1) of the Employment Equity Act 1998 (Act 55 of 1998) which proscribes “unfair direct and indirect discrimination” in any employment policy or practice. Its scope is wide and allows Plaintiffs to prove their claims in jurisdictions where it could have been very difficult for them to do so. While in the United States, statistical evidence is required to prove indirect discrimination, this is not the case in South Africa as seen in the landmark case of v Leonard Dingler Employee Representative Council v Leonard Dingler (PTY) LTD (1998) 19 ILJ 285 (LC). In this case when the Court gave its decision it simply relied on the facts of the case instead of complicated statistical evidence. Seemingly this will apply only in more obvious cases. In more complicated cases, Plaintiffs will still need to submit statistics to prove their claim.
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Swanepoel, Sumarie. "An analysis of the prevalence of gender discrimination in indirect taxation in South Africa." Thesis, 2014. http://hdl.handle.net/10210/11216.
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M.Com. (South African and International Taxation)Tax policy is important on many levels. It directly affects all members of society. The gender impact of these polices is often overlooked. The study was motivated by the potential existence of unintended gender discrimination within various indirect taxes. Tax policy has real repercussions on household budgeting and spending. The impact is likely to differ between the genders and this should be taken into account when setting tax policy in order to maintain fairness. Value Added Tax and the national lottery are all regressive taxes and affect the poor more than the wealthy. In light of the feminisation of poverty, as well as different household responsibilities and spending patterns between men and women, the gendered effect of this regressive tax is significant. This study considers whether South Africa’s indirect tax legislation and policies result in gender discrimination and what the potential solutions are. A largely qualitative approach was undertaken in executing the research. This entailed detailed reading on the topic to support any inferences and conclusions. This study finds that indirect gender discrimination exists in South Africa’s indirect taxation system and policy. The discrimination arises mostly due to the regressive nature of indirect taxes. These taxes have far larger ramifications for the poor. Women make up most of the poorest people both in South Africa and around the world. Men and women also spend differently and their spending and decision making directly affects household disposable income. The result of these gendered spending patterns could be said to put woman at a disadvantage in certain cases. The introduction of additional zero-ratings on children’s clothing and personal hygiene products could go far in addressing discrimination without a huge impact to the fiscus.
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Фомін, Вадим Миколайович. "Конституційно-правові засади антидискримінаційної політики держави: порівняльно правовий аналіз вітчизняного законодавства та зарубіжного досвіду." Магістерська робота, 2020. https://dspace.znu.edu.ua/jspui/handle/12345/4709.
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Фомін В. М. Конституційно-правові засади антидискримінаційної політики держави: порівняльно правовий аналіз вітчизняного законодавства та зарубіжного досвіду : кваліфікаційна робота магістра спеціальності 081 "Право" / наук. керівник Н. В. Верлос. Запоріжжя : ЗНУ, 2020. 101 с.UA : Кваліфікаційна робота складається зі 101 сторінок, містить 79 джерел використаної інформації. Протидія та запобігання дискримінації є дуже важливим елементом в системі забезпечення рівних прав та свобод людини та громадянина. На сьогоднішній день можна побачити, що навіть в країнах, де законодавство, щодо запобігання дискримінації вважається наближеним до ідеалу, відбуваються протести, страйки проти дискримінації на різних підґрунтях, які б’ють по репутації цих країн. З плином часу та розвитком суспільних відносин, виникають нові види та форми дискримінації, які не регулюються сучасним законодавством, тому встає питання про удосконалення нормативно-правових актів у сфері запобігання та протидії дискримінації. Україна як самостійна та незалежна держава, вибрала шлях демократичних трансформацій та реформ, шлях інтеграції до Європейського Союзу, тому повинні бути гарантії дотримання принципу заборони дискримінації, які закріпленні в національному законодавстві в таких нормативно правових актах як: Конституція України, Закон України « Про засади запобігання та протидії дискримінації в Україні» та ін. Вище зазначений закон критикується науковою спільнотою за його проблеми, які на момент останньої редакції досі не вирішенні. Тому потрібно реформувати законодавство щодо запобігання та протидії дискримінації, для більшої гармонізації національного законодавства до європейського. Об’єктом кваліфікаційної роботи є суспільні відносини у сфері запобігання та протидії дискримінації. Предметом дослідження є конституційно-правові засади антидискримінаційної політики держави. Мета роботи полягає у комплексному аналізі конституційно-правових засад антидискримінаційної політики держави, аналіз вітчизняного законодавства та зарубіжного досвіду. Методологічною основою роботи є сукупність методів і прийомів наукового пізнання. Метод аналізу застосовано при досліджені сутності та особливостей дискримінації в Україні. Завдяки порівняльно-правовому методу здійснено загальнотеоретичну характеристику зарубіжного досвіду запобігання дискримінації, та можливості імплементації цього досвіду у національному законодавстві. Метод абстрагування та узагальнення застосовано у процесі вивчення наявних та при розробці власних наукових дефініцій щодо різних правових понять і категорій пов’язаних з формами конституційно-правових засад антидискримінаційної політики України.
EN : The qualification work consists of 101 pages and contains 79 sources of information used. Countering and preventing discrimination is a very important element in the system of ensuring equal human and civil rights and freedoms. Today, we can see that even in countries where the legislation on the Prevention of discrimination is considered close to ideal, there are protests and strikes against discrimination on various grounds, which hit the reputation of these countries. With the passage of time and the development of Public Relations, new types and forms of discrimination arise that are not regulated by modern legislation, so the question arises of improving regulatory legal acts in the field of preventing and countering discrimination. Ukraine, as an independent and independent state, has chosen the path of democratic transformations and reforms, the path of integration into the European Union, so there should be guarantees of compliance with the principle of Prohibition of discrimination, which are enshrined in national legislation in such normative legal acts as: The Constitution of Ukraine, the law of Ukraine "on the basics of preventing and countering discrimination in Ukraine", etc. The above-mentioned law is criticized by the scientific community for its problems, which at the time of the last revision have not yet been solved. Therefore, it is necessary to reform the legislation on preventing and countering discrimination in order to better harmonize national legislation with the European one. The subject of the study is the principle of prohibiting discrimination and the mechanism for overcoming discrimination. The object of the qualification work is public relations in the field of preventing and countering discrimination. The aim of the work is to comprehensively analyze the constitutional and legal foundations of the state's anti-discrimination policy, analyze domestic legislation and foreign experience.
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Відішева, Олександра Костянтинівна. "Правове регулювання протидії дискримінації за економічною ознакою в Україні та світі." Магістерська робота, 2020. https://dspace.znu.edu.ua/jspui/handle/12345/3382.
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Відішева О. К. Правове регулювання дискримінації за економічною ознакою в Україні та світі : кваліфікаційна робота магістра спеціальності 081 "Право" / наук. керівник І. В. Пелех. Запоріжжя : ЗНУ, 2020. 104 с.UA : Кваліфікаційна робота складається зі 104 сторінок, містить 71 джерела використаної інформації. На сьогодні в Україні проживають більше 130 національностей за даними Всеукраїнського перепису населення, а тому, важливо, щоб вони не підвергались дискримінації. Дискримінація будь-яка, відштовхує нас на крок назад. В Україні станом на 01.07.2020 року перебувають 288566 іммігрантів з різних країн та різних національностей, а також 142365 іноземців та осіб без громадянства, які мають право тимчасово проживати на території України. Не менша кількість національних меншин перебувають в громадянстві України. Мета дослідження полягає в комплексному аналізі законодавства щодо протидії та запобігання дискримінації в Україні та дослідження зарубіжного антидискримінаціїного законодавства для виявлення не імплементованих положень міжнародних нормативних актів. Об’єктом кваліфікаційної роботи є врегульовані нормами міжнародного права та національного законодавства суспільні відносини в сфері захисту прав від дискримінації. Предметом дослідження моєї дипломної роботи є правова характеристика протидії та запобігання дискримінації.
EN : Research project contains 104 pages, 71 project information sources. Currently more than 130 ethnicities live in Ukraine to All-Ukrainian censure of enumeration, therefore it’s important to not allow discrimination, including ethnic discrimination. Any discrimination is a setback. May be said, as of 01.07.2020 there are 288566 immigrants from multiple countries and multiple ethnicities live in Ukraine, also here are 142365 legal aliens and stateless people, who have a right in part-time residence on the territory of Ukraine. The goal of research is a comprehensive review of legislation about combating and prevention of discrimination in Ukraine and an investigation of foreign anti-discrimination legislation to detect non-implementing terms and conditions in international normative acts. The target of research is social relations in the area of protection of minorities and ethnic groups, which are adjusted to norms of international law and domestic legislation. The research subject of my work is legal characteristic of combating and prevention of discrimination. The procedural framework contains summation of philosophico-historical, general scientific philosophy and special scientific methods of obtaining knowledge about constitutional legal phenomenon, which give possibility to get scientific-based results. For conducting of the trial, such general scientific methods as analysis and synthesis will be used.
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Dušek, Petr. "Výhrada svědomí v evropském právu." Master's thesis, 2012. http://www.nusl.cz/ntk/nusl-306522.
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This thesis is aimed on the social phenomenon of conscientious objection, its theoretical perception as a legal concept and application in the real world, in particular by the supranational protection of human rights in the European area. Priority concern will be given to the transposition of the general assessments to the special "habitat" of EU law. The basis of the study is built on an analysis of definitions and categories refined by the doctrine and reinforced by the roots of natural law, both of which also serve to determine the methodology and legal perception of conscientious objection. A short study of the Czech law then follows to "pump the theory in legal veins". Large part of the thesis addresses the case law adopted by the European Court of Human Rights which serves as an inspiration and authority for the Union and its Member States. Abstracting the main trends in ECtHR reasoning the thesis draws basic limits laid down by the international protection. It also concludes that the Convention (ECHR) does not preclude developing its own pro or contra- objection approach by the EU institutions. It is, however, supposed to have a great impact on the Unions' legal "technique" in the field of the freedom of thought, conscience and religion. In the context of EU law the special nature of the...
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Přindiš, Petr. "Nepřímá diskriminace dodavatelů při zadávání veřejných zakázek." Master's thesis, 2018. http://www.nusl.cz/ntk/nusl-379259.
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Indirect discrimination against contractors in public tenders ABSTRACT This thesis deals with the legal regulation of public procurement and focuses on the issues of indirect discrimination of contractors in public tenders and the fact that some economic operators cannot participate in procurement procedures due to unjust obstacles to competition laid down by the contracting authorities. One of the main principles of procurement, principle of non-discrimination is described in detail with a use of opinions of stated by the national courts, the Court of Justice of the European Union and in the decisions of the Office for the Protection of Competition in particular. The author of the thesis tries to describe the means of indirect discrimination that occurred in the past procurement procedures within the area of European Union. Discriminatory behavior of the contracting authorities is captured in a comprehensible way and the author shows practical examples to the reader. That all helps to illustrate why the contracting authority's specific behavior was not in compliance with the rules set out in public procurement. It is the analysis of the decision-making practice of the Office for the Protection of Competition, case-law of the national courts and the European Court of Justice that provides an insight into...
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Kalenská, Petra. "Právo na vzdělání příslušníků etnických menšin v evropském systému ochrany lidských práv." Doctoral thesis, 2020. http://www.nusl.cz/ntk/nusl-438334.
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v anglickém jazyce The thesis deals with the right to education in the European system of the protection of human rights. It examines theoretical approaches to judicial protection of the right to education. It compares the right to education in the European system of the protection of human rights with the United Nations' human rights protection and the human rights protection system with the system of the Organization of American States. The thesis shows the development of the right to education through the general commends and recommendations and views of the UN human rights committees and through judgments of the European Court of Human Rights. The thesis analysis six cases of violation of the right to education of ethnic minorities, namely the D.H. and Others v. the Czech Republic, Sampanis v. Greece, Oršuš v. Croatia, Sampani v. Greece, Horváth and Kiss v. Hungary and Lavida v. Greece. These cases show that the judgment of the European Court of Human Rights stating the violation of the right to education and the award of the symbolic just satisfaction are not sufficient for the effective protection of the right to education of ethnic minorities. The paper shows that violation of the right to education of ethnic minorities are always related to racial discrimination. This fact must be taken...
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Dočekal, David. "Důvody omezení volného pohybu služeb v EU." Master's thesis, 2017. http://www.nusl.cz/ntk/nusl-351863.
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The thesis called "Reasons for restricting of the free movement of services" is focused on one of the fundamental freedoms of internal market, free movement of services, both in terms of theory and especially from the perspective of The Court of Justice of the European Union. In five chapters of the thesis is analysed the general characteristics of the free movement of services, the relationship to the other freedoms of the internal market and the legal basis of this freedom in the primary and secondary legislation of the European Union. First chapter is focused on historical development of the internal market of European Union and on principles on which internal market operates. Second chapter of this thesis defines the term "services" and examine the relationship to the other freedoms of the internal market as well as the legal basis of the free movement of services in the primary and secondary legislation of the European Union. Third chapter of the thesis is focused on the restrictions of the free movement of services, direct and indirect discrimination, non- discriminatory restrictions and also on the harmonization of standards. Forth chapter examine legitimate restriction of the free movement of services both in the primary and secondary legislation of the European Union. Purpose of the last...
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Petrlík, David. "Proměny a vývojové tendence v judikatuře Soudního dvora EU v oblasti vnitřního trhu po roce 2004." Doctoral thesis, 2016. http://www.nusl.cz/ntk/nusl-350113.
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There have been three main sets of trends in the case law of the Court of Justice of the European Union in the field of the internal market after 2004. The first set of trends concerned the criteria of legal analysis, i.e. the scope of EU rules on free movement, the concept of the restriction of free movement and the justification of such restrictions. The second set of trends in the case law is related to the fact that the Court completes its legal analysis by considerations linked to its value orientation of the Court, i.e. its liberalism, social tendencies, protection of fundamental rights, pragmatism and proactivity. The third trend in the case law of the internal market consisted in changing the focus of case law in the sense that the Court has begun to deal with more and more cases from sectoral fields, i.e. fields covered by secondary law.