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La discrimination en entreprise, réflexions sur un risque / Discrimination at work, what about advoing the risks ?Manigot, Vincent 05 November 2011 (has links)
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 réalisation. / Managing 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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Důvody omezení volného pohybu služeb v EU / Reasons for restricting of the free movement of services EUDočekal, David January 2017 (has links)
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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DiskriminierungBerger, Christian 07 May 2018 (has links)
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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Proměny a vývojové tendence v judikatuře Soudního dvora EU v oblasti vnitřního trhu po roce 2004 / Transformations and trends in the case law of the court of justice of the EU in the field of the internal market after 2004Petrlík, David January 2016 (has links)
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.
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