Suchergebnisse

Gerichtsurteile eines Sondergerichts im Dritten Reich in Köln.

Themen: Person (anonymisiert), Geschlecht, erlernter Beruf, ausgeübter
Beruf, Vergehen, Strafe, Aktenzeichen, Mehrfachverurteilungen, u.a.

Beurteilung der Entscheidung des höchsten Gerichts.

Themen: Bewertung der Entscheidung des Bundesverfassungsgerichts zum
Abtreibungsparagraphen und perzipierte Möglichkeiten politischer
Aktionen.

Demographie: Alter (klassiert); Geschlecht; Familienstand; Konfession;
Schulbildung; Beruf; Berufstätigkeit; Haushaltseinkommen;
Haushaltsgröße; Haushaltszusammensetzung; Haushaltungsvorstand;
Ortsgröße; Bundesland.

Auswahl von Aktennotizen der deutschen Justizverwaltung.
Zum Teil Akten des Staaatsarchivs Brandenburg und des Bundesarchivs, Abteilung Potsdam.

Ziel des hier dokumentierten Forschungsprojektes war es, nach den Motiven sowie den persönlichen, sozialen und politischen Umständen zu fahnden, die deren Entstehung und einen Parteieintritt in die NSDAP begünstigten.
Für die Jahre vor 1933 existieren zwei umfangreiche Quellenbestände mit jeweils mehreren hundert zeitgenössischen Zeugnissen früher Nationalsozialisten über die Umstände und die Beweggründe ihres Parteieintritts. Es handelt sich zum einen um die mittlerweile gut zugänglichen autobiografischen Berichte der sogenannten Abel-Collection, zum anderen um die weitaus weniger bekannten Gimbel-Berichte. Daneben existieren einzelne aufgrund lokaler Befragungen und Dokumentenanalysen – zumeist nach 1945 verfasste – Zeugnisse von NSDAP-Mitgliedern über die Umstände, die sie zu einem Parteieintritt bewegten.
Ein weiterer, bisher für unsere Fragestellung nicht systematisch ausgewerteter, mehrere Millionen Akten umfassender Quellenbestand schließlich liegt in Form der inzwischen zugänglichen Entnazifizierungsakten vor. Für Personen, die nach dem 30. Januar 1933 Parteimitglied wurden, stellen diese Akten vermutlich die einzige Massenquelle mit Angaben über die Umstände und möglichen Motive ihrer Parteimitgliedschaft dar.

The evaluation mandate is based on a motion by National Councilor Vreni Hubmann (02.3142). Hubmann demanded that retaliatory firing in private law employment relationships should be void rather than contestable and that the duration of protection against dismissal should be extended appropriately (amendment Art. 10 Gender Equality Act - GEA). Since the topic of retaliatory firing cannot be examined on its own, the evaluation was extended to the question of how the Gender Equality Act (GEA) meets his claim. Possible weaknesses of the law should be pointed out and any need for reform identified. The activities and scope of action of the Federal Office for Gender Equality are not the subject of the evaluation, and in particular not the financial aid under the Gender Equality Act. These two areas have already been examined in earlier evaluations.
The evaluation comprises three levels:
- Investigation and evaluation of cases concerning the Gender Equality Act (courts and arbitration boards)
- Interviewing various stakeholders involved in the implementation of the Gender Equality Act on their experiences
- Statistical analysis of wages and occupational status of women and men (based on the Swiss Earnings Structure Survey) as the most important indicators of an unequal employment situation. The third point is governed by a separate mandate from the Federal Statistical Office and not part of the project presented here.
The topics examined here are:
- Knowledge level of the GEA and its regulations
- Influence of the GEA on the development and status of equality in the work environment
- Concrete cases of discrimination: at the level of companies, counseling, conciliation boards and courts
- New regulations in the GEA: collective actions, simplified burden of proof, protection against dismissal and sexual harassment as well as
- Legislative development
As points of reference of the impact assessment are the problems in the enforcement of equal rights for women and men that the GEA was supposed to solve:
- Lack of awareness of discrimination (instrument in law: general prohibition of discrimination)
- Exposure (instrument: collective action right)
- Difficult adducing of proof (instrument: simplified burden of proof)
- Missing protection against dismissal (instrument: protection against dismissal)
- Lack of support (instrument: arbitration bodies, funding of counseling centers)
- Expensive procedures (instrument: freedom of costs for the procedure)
- Taboo topic sexual harassment (instrument: liability of the employer for sexual harassment)

The evaluation mandate is based on a motion by National Councilor Vreni Hubmann (02.3142). Hubmann demanded that retaliatory firing in private law employment relationships should be void rather than contestable and that the duration of protection against dismissal should be extended appropriately (amendment Art. 10 Gender Equality Act - GEA). Since the topic of retaliatory firing cannot be examined on its own, the evaluation was extended to the question of how the Gender Equality Act (GEA) meets his claim. Possible weaknesses of the law should be pointed out and any need for reform identified. The activities and scope of action of the Federal Office for Gender Equality are not the subject of the evaluation, and in particular not the financial aid under the Gender Equality Act. These two areas have already been examined in earlier evaluations.
The evaluation comprises three levels:
- Investigation and evaluation of cases concerning the Gender Equality Act (courts and arbitration boards)
- Interviewing various stakeholders involved in the implementation of the Gender Equality Act on their experiences
- Statistical analysis of wages and occupational status of women and men (based on the Swiss Earnings Structure Survey) as the most important indicators of an unequal employment situation. The third point is governed by a separate mandate from the Federal Statistical Office and not part of the project presented here.
The topics examined here are:
- Knowledge level of the GEA and its regulations
- Influence of the GEA on the development and status of equality in the work environment
- Concrete cases of discrimination: at the level of companies, counseling, conciliation boards and courts
- New regulations in the GEA: collective actions, simplified burden of proof, protection against dismissal and sexual harassment as well as
- Legislative development
As points of reference of the impact assessment are the problems in the enforcement of equal rights for women and men that the GEA was supposed to solve:
- Lack of awareness of discrimination (instrument in law: general prohibition of discrimination)
- Exposure (instrument: collective action right)
- Difficult adducing of proof (instrument: simplified burden of proof)
- Missing protection against dismissal (instrument: protection against dismissal)
- Lack of support (instrument: arbitration bodies, funding of counseling centers)
- Expensive procedures (instrument: freedom of costs for the procedure)
- Taboo topic sexual harassment (instrument: liability of the employer for sexual harassment)

The evaluation mandate is based on a motion by National Councilor Vreni Hubmann (02.3142). Hubmann demanded that retaliatory firing in private law employment relationships should be void rather than contestable and that the duration of protection against dismissal should be extended appropriately (amendment Art. 10 Gender Equality Act - GEA). Since the topic of retaliatory firing cannot be examined on its own, the evaluation was extended to the question of how the Gender Equality Act (GEA) meets his claim. Possible weaknesses of the law should be pointed out and any need for reform identified. The activities and scope of action of the Federal Office for Gender Equality are not the subject of the evaluation, and in particular not the financial aid under the Gender Equality Act. These two areas have already been examined in earlier evaluations.
The evaluation comprises three levels:
- Investigation and evaluation of cases concerning the Gender Equality Act (courts and arbitration boards)
- Interviewing various stakeholders involved in the implementation of the Gender Equality Act on their experiences
- Statistical analysis of wages and occupational status of women and men (based on the Swiss Earnings Structure Survey) as the most important indicators of an unequal employment situation. The third point is governed by a separate mandate from the Federal Statistical Office and not part of the project presented here.
The topics examined here are:
- Knowledge level of the GEA and its regulations
- Influence of the GEA on the development and status of equality in the work environment
- Concrete cases of discrimination: at the level of companies, counseling, conciliation boards and courts
- New regulations in the GEA: collective actions, simplified burden of proof, protection against dismissal and sexual harassment as well as
- Legislative development
As points of reference of the impact assessment are the problems in the enforcement of equal rights for women and men that the GEA was supposed to solve:
- Lack of awareness of discrimination (instrument in law: general prohibition of discrimination)
- Exposure (instrument: collective action right)
- Difficult adducing of proof (instrument: simplified burden of proof)
- Missing protection against dismissal (instrument: protection against dismissal)
- Lack of support (instrument: arbitration bodies, funding of counseling centers)
- Expensive procedures (instrument: freedom of costs for the procedure)
- Taboo topic sexual harassment (instrument: liability of the employer for sexual harassment)

Political attitudes as well as judgement on parties and politicians in
the Federal Republic.

Topics: most important problems of the Federal Republic; judgement on
one´s own and the general economic situation; issue relevance;
issue-ability of the parties; attitude to selected political topics
such as e.g. nuclear energy, the death penalty for terrorists,
directing the economy, abortion and restriction of civil rights;
postmaterialism index; knowledge about the time of the next Federal
Parliament election; importance of result of Federal Parliament
election for oneself; party preference (ballot procedure); preference
for federal chancellor; not desired federal chancellor; behavior at the
polls with other candidates for chancellor than Schmidt and Strauss;
trust in the leadership role of the USA; fear of war (scale); preferred
chancellor given a hypothetical international crisis situation;
attitude to founding of the Greens; attitude to voting for the Greens
in a Federal Parliament election; assumed taking seats in Parliament by
the Greens as well as a tax party; self-classification on a left-right
continuum; sympathy scale for the political parties and leading
politicians in the Federal Republic; judgement on social-liberal
coalition and opposition in Bonn; party inclination; party
identification; satisfaction with democracy in the Federal Republic;
attitude to a grand coalition; self-assessment of social class; trust
in the action of the Federal Government; Federal Government in the
service of the public interest or special interest groups; the right to
political opposition and personal understanding of democracy (scale);
judgement on the relationship between taxpayer and tax office;
judgement on tax equity and honesty in paying taxes; trust in the the
judiciary; assumed equality of all citizens before the law; personal
court experiences and judgement on the court decision; association with
policemen and prestige of the police; attitude to authorities and
conduct in contact with authorities (scale); judgement on the
possibilities of political participation; complexity of political
events; assessment of the relation between voter and politician or the
parties; personal political interest and activities; importance of
participation in politics; attitude to selected protest measures and
judgement on the effectiveness of such measures; personal participation
and intent to participate in protest measures; assumed winner of the
next Federal Parliament election; frequency of conversations about
politics and the Federal Parliament election.

Demography: ZUMA standard demography: age; sex; marital status;
religious denomination; frequency of church attendance; school
education; vocational training; occupational position; employment; area
of business of company; company size; household income; sources of
income; composition of household; residential status; interest in
politics; behavior at the polls in the last Federal Parliament
election; regional origins; memberships.

Interviewer rating: type of city; degree of urbanization; presence of
others during the interview; interventions by other persons in the
interview; willingness to cooperate and reliability of respondent; time
of interview.

Also encoded was: availablilty of respondent on various weekdays;
interviewer identity; length of interview; day of interview.