Suchergebnisse

Der Gleichbehandlungsgrundsatz gehört zu den wichtigsten allgemeinen Prinzipien nicht nur des deutschen Gesellschaftsrechts. Gleichwohl sind viele Grund- und Teilfragen noch ungeklärt. Deshalb scheint eine rechtsvergleichende Betrachtung dieses insbesondere für den Minderheitenschutz wichtigen Grundsatzes interessant und lohnend. Die fünf Landesberichte zum englischen, französischen, litauischen, schweizerischen und US-amerikanischen Recht sowie der Generalbericht beschäftigen sich zunächst mit den Grundlagen sowie mit dem objektiven und subjektiven Anwendungsbereich des gesellschaftsrechtlichen Gleichbehandlungsgrundsatzes. Ferner werden der Inhalt und die Rechtsnatur des Gleichbehandlungsgebots sowie die Rechtsfolgen eines Verstoßes rechtsvergleichend behandelt. Es bleibt zudem noch Raum für die Untersuchung praktisch bedeutsamer Spezialfragen.InhaltsübersichtChristopher Hare: Equal Treatment of Shareholders in English Law – Bénédicte François: The Principle of Equal Treatment in French Company Law – Virginijus Bitė: Equal Treatment in Lithuanian Corporate Law – Peter V. Kunz/Peter Jung: Der Gleichbehandlungsgrundsatz im schweizerischen Gesellschaftsrecht – James D. Cox: Equal Treatment in Corporate Law: The American Experience – Hanno Merkt: Der Gleichbehandlungsgrundsatz im Gesellschaftsrecht. Generalbericht

Die vorliegende Arbeit untersucht die Bedeutung von Diskriminierungsverboten im deutschen Zivilrecht. In ihrem ersten Teil wird der Frage nach dem Bestehen derartiger Verbote auf internationaler wie nationaler Ebene nachgegangen. Die untersuchten internationalen und nationalen Antidiskriminierungsmaßnahmen insbesondere die vom Rat der Europäischen Union erlassenen Antidiskriminierungsrichtlinien sowie das in Deutschland in Umsetzung dieser Richtlinien am 18.08.2006 in Kraft getretene Allgemeine Gleichbehandlungsgesetz (AGG) bilden den Ausgangspunkt für die im zweiten Teil der Arbeit vorzunehmende konkrete Bestimmung des Diskriminierungsbegriffs, im Rahmen derer auf folgende Fragen eingegangen wird: Welche Verhaltensweisen sind geeignet, den Tatbestand der Diskriminierung zu erfüllen? Welches sind die Merkmale, aufgrund derer diskriminiert werden kann (Diskriminierungsmerkmale)? Ist das Verhalten, das als diskriminierungsrelevant eingestuft wurde, rechtswidrig? Gibt es einen sachlichen Bereich, innerhalb dessen diskriminiert werden kann? Besteht auf der anderen Seite ein solcher, in dem ein etwaiges Diskriminierungsverbot nicht gelten darf? Im dritten Teil der Arbeit werden anhand zahlreicher Fallbeispiele Kriterien für die im Rahmen der Rechtswidrigkeitsprüfung erforderliche Abwägung der Interessen des potenziell Diskriminierten auf der einen und des potenziell Diskriminierenden auf der anderen Seite entwickelt. Der vierte und letzte Teil der Arbeit beschäftigt sich schließlich mit der gesetzestechnischen Umsetzung des Diskriminierungsverbotes im Zivilrecht. Dabei wird zunächst der Frage nachgegangen, ob legislativer Handlungsbedarf vor Inkrafttreten des AGG für den deutschen Gesetzgeber überhaupt bestand. Zu deren Beantwortung wird geklärt, wie sich die im ersten Teil der Arbeit untersuchten Antidiskriminierungsmaßnahmen auf das Privatrechtsverhältnis auswirken. Im Anschluß daran werden das AGG und alternative Gesetzesentwürfe untersucht und gewürdigt. Daran knüpft ein eigener Vorschlag für die gesetzestechnische Umsetzung des Diskriminierungsverbotes an, der neben dem Diskriminierungstatbestand auch auf die Sanktionen, die ein Verstoß gegen das Diskriminierungsverbot zu Folge hat, sowie auf Fragen der Beweislast eingeht. ; The present work examines the impotance of discrimination bans in the german civil law. His first part looks into the question of the existence of such bans at international and national level. The examined international and national anti-discrimination measures especially the anti-discrimination directives , adopted by the Council of the European Union, as well as the general equal treatment law (in german called Allgemeines Gleichbehandlungsgesetz, AGG ), entered into force on the 18th of August of 2006, which implements these directives form the starting point for the conrete definition of the term discrimination in the second part of the work. Within this context there will be dealed with the following questions: Which behaviour patterns are suitable to comply the discrimination matter of facts? Which are the signs, on the basis of those can be discriminated (discrimination signs)? Is the behaviour, which was classified as relevant for a discrimination, illegal? Exists an area, within that can be discriminated? Is there on the other side an area, within a possible discrimination ban may not be valid? In the third part of the work will be with the help of numerous case examples developed criteria for weighing up the interests of the potentially discriminated person on the one side and the potentially discriminating person on the other side which is necessary within the illigality check. The fourth and last part of the work deals, finally, with the law-technical implementation of the discrimination ban in the civil law. Within this context first there will be looked into the question if there existed a legislative action need for the german legislator before the AGG entered into force. To there answer there will be cleared how affect the in the first part of the work examined anti-discrimination measures the private legal relationship. After that the AGG and alternative law drafts are examined and appreciated, followed by an own proposal for the law-technical implementati on of the discrimination ban, which deals apart of the discrimination matter of facts with the sanctions which an offence against the discrimination ban has to result as well as questions of the burden of proof.

The prohibition of discrimination in the Polish legal system is based on numerous international agreements and conventions, as well as on various internal regulations. Article 32.2 of the Polish Constitution constitutes a general prohibition of discrimination. Nevertheless, it is a very vague statement, which needs to be determined by specific non-discrimination principles. Primarily, such regulations can be found in labour law provisions. Moreover, since January 1, 2011, "The Act on the Implementation of Certain Provisions of the European Union in the Field of Equal Treatment" has been in force. This Act implements five European Union directives, which introduce non-discrimination principles in various aspects of social life. According to article 1 of the Equal Treatment Act, discrimination is prohibited on the basis of: sex, race, ethnicity, nationality, religion, belief, outlook on life, disability, age or sexual orientation. The Equal Treatment Act designates Ombudsman and The Government Plenipotentiary for Equal Treatment as those organs which are responsible for the implementation of government policy in the field of equal treatment. Even though the latter institution had already existed in Poland before the Act entered into force, its functioning and appointment are determined by this regulation. The existence of specific provisions aimed at counteracting discrimination does not prevent abuses. Both Ombudsman and The Government Plenipotentiary for Equal Treatment frequently intervene with state authorities responsible (especially with the respective Ministers) in cases which constitute an infringement of the principle of non-discrimination. These actions are undertaken to introduce amendments in existing legal regulations, thus adapting them to certain obligations derived from the principles of equal treatment and non-discrimination. Keywords: Convention to protect your rights and liberties, Council of Europe, equal treatment, EU-La, Implementation International Covenant on Civil and Political Rights, International Law.

The Employment Directive was transposed into the "Equal Treatment Law" of 28 November 2006 on equal treatment (the "Law"). 1 The law's definitions of direct and indirect discrimination includes all the elements in the definitions of the concept given in the Employment Directive, in particular less favourable treatment because of an individual's sexual orientation as grounds for a finding of direct or indirect discrimination. The Equal treatment law amends the Labour and Criminal Codes, following very closely the provisions of the Employment Directive. By transposing both the Employment Directive and the Racial Equality Directive in the same piece of legislation, the Law broadens the Employment Directive's material scope of the application, the "Equal Treatment Law" . The law also provides for the establishment of a Centre for Equal Treatment (CET) (Centre pour l'égalité de traitement, CET), which began to set up the elements necessary for its operation at the end of 2007. The CET has emphasised that its mission provides it with no binding powers over institutions or private persons that do not wish to collaborate with it; and believes that its investigative powers should be strengthened.

Policies to promote equal treatment between men and women have been an important part of getting the needs of women recognised in social security provisions. However, the unequal situations of men and women in the labour market have significant implications for policy. This article examines the limits of equal treatment in the context of new labour market trends and hence, new demands on social security. To what extent can a formal equal treatment approach tackle the substantive inequalities between men and women?

This article proposes that four major educational developments resulted from the Supreme Court's decision in Brown v. Board of Education, Topeka: Elementary and Secondary Education Act Title I and Title VII, school finance, affirmative action, and multicultural education. Each of these major efforts was targeted to overcome discriminatory practices produced in large part by school segregation, specifically: inequality of treatment, inequity of resources, denial of access, and stereotyping and denigration of culture.

Intro -- Foreword -- Preface -- Contents -- Part I General/Theoretical Aspects -- 1 Variations on the Principle of Equality in International and EU Law -- 1.1 Sovereign Equality as a Structural Principle of the Old International Order -- 1.2 From Formal Equality to an Attempt to Introduce "Compensating Inequalities" -- 1.3 Some Examples of Rebalancing: Tailored Obligations, Rights and Responsibilities -- 1.4 Missed Opportunities? Regression of Egalitarian Claims in the Global Era -- 1.5 EU Anti-discrimination Law: Equality as Non-Discrimination … -- 1.6 … and as Equal Treatment -- 1.7 The 'Indifference towards Difference' in the European Neo-Liberalism of the 21st Century -- 1.8 Managing Equality and Diversity-The 'Weaker' Party in EU Private International Law -- References -- 2 Sovereign Inequality and Struggles for Equality -- 2.1 Introduction -- 2.2 Origins, Rationale and Theories -- 2.3 Sovereignty -- 2.4 Different Meanings of Sovereign Equality -- 2.4.1 Equality of Statehood or Personality -- 2.4.2 Equality of Representation -- 2.4.3 Equality of Rights or Obligations -- 2.4.4 Equality of Legal Protection -- 2.4.5 Equality of Contribution to the Formation of International Law -- 2.4.6 Equality Inherent in the World System -- 2.4.7 Equality of Non-interference -- 2.4.8 Equality of Strength -- 2.5 The Dynamics of Sovereign Equality -- 2.6 Conclusion -- References -- 3 Equality of States and Mutual Membership in European Union Law: Contemporary Reflections -- 3.1 Introduction -- 3.2 On "Red Lines", Equality, and Member States' Prerogatives -- 3.3 Judicial Unilateralism, Equality, and Authority of EU Law -- 3.4 Concluding Remarks -- References -- Part II Equality of States and International Organizations in International and EU Law.

This paper deals with some current questions of equal treatment, especially with regard to workplace discrimination. Direct and indirect discrimination are the most common forms of discrimination but attention should be paid to harassment and victimisation as well because these also represent real dangers for employees related to infringement of equal treatment. I intend to analyse the practical emergence of these concepts in connection with employment in Hungarian legal practice. I will examine individual resolutions of the Equal Treatment Authority and judgments of the Curia of Hungary. I will refer to the relevant directives of the European Union and mention some of the most important judgments of the Court of Justice of the European Union concerning harassment and victimisation. I give some considerations in accordance with the importance and correct interpretation of the relevant definitions. ; Tematem niniejszego artykułu jest problematyka równouprawnienia, zwłaszcza ta, która dotyczy dyskryminacji w pracy. Bezpośrednia i pośrednia dyskryminacja są najbardziej powszechnymi formami tego zjawiska, ale należy zwracać uwagę również na molestowanie i mobbing ponieważ one także stanowią istotne zagrożenie naruszenia praw pracowników do równego traktowania. Autor rozpatrzy wyżej wymienione pojęcia w prawie węgierskim. Przeanalizuje pojedyncze rezolucje Komitetu do Równouprawnienia i wyroki węgierskiego Sądu Najwyższego. Będzie się odwoływał do istotnych rezolucji Unii Europejskiej i wspomni o najważniejszych orzeczeniach Trybunału Sprawiedliwości Unii Europejskiej odnośnie molestowania i mobbingu. Autor będzie rozważył znaczenie i poprawną interpretację istotnych definicji.