Suchergebnisse

This paper is analysing what "indirect discrimination" stands for; and if there is a possibility to differentiate the subjects of Labour Law; what are the criteria based on which the differentiated treatment of subjects of Labour Law can be justified; and what is the difference between "differentiation" and "indirect discrimination". By examining Lithuanian and European Union rules of Labour Law, it was aimed to provide the basis for determining indirect gender discrimination prohibition principles; furthermore, lay down assumptions for application of those principles in the field of wages - when concluding, implementing or ending a labour contract. Based on the leading case precedents of European Court of Justice, it has been attempted to clarify the characteristics of indirect discrimination. Attention has been paid to the ways of defending the violated rights of a person, who has experienced an indirect discrimination. This Master's paper has analysed if Lithuanian rules of Labour Law meet the requirements set out by the European Union rules of Labour Law, with regard to the implementation of indirect discrimination prohibition principle; key problems have been identified, and improvements suggested.

This paper is analysing what "indirect discrimination" stands for; and if there is a possibility to differentiate the subjects of Labour Law; what are the criteria based on which the differentiated treatment of subjects of Labour Law can be justified; and what is the difference between "differentiation" and "indirect discrimination". By examining Lithuanian and European Union rules of Labour Law, it was aimed to provide the basis for determining indirect gender discrimination prohibition principles; furthermore, lay down assumptions for application of those principles in the field of wages - when concluding, implementing or ending a labour contract. Based on the leading case precedents of European Court of Justice, it has been attempted to clarify the characteristics of indirect discrimination. Attention has been paid to the ways of defending the violated rights of a person, who has experienced an indirect discrimination. This Master's paper has analysed if Lithuanian rules of Labour Law meet the requirements set out by the European Union rules of Labour Law, with regard to the implementation of indirect discrimination prohibition principle; key problems have been identified, and improvements suggested.

This paper is analysing what "indirect discrimination" stands for; and if there is a possibility to differentiate the subjects of Labour Law; what are the criteria based on which the differentiated treatment of subjects of Labour Law can be justified; and what is the difference between "differentiation" and "indirect discrimination". By examining Lithuanian and European Union rules of Labour Law, it was aimed to provide the basis for determining indirect gender discrimination prohibition principles; furthermore, lay down assumptions for application of those principles in the field of wages - when concluding, implementing or ending a labour contract. Based on the leading case precedents of European Court of Justice, it has been attempted to clarify the characteristics of indirect discrimination. Attention has been paid to the ways of defending the violated rights of a person, who has experienced an indirect discrimination. This Master's paper has analysed if Lithuanian rules of Labour Law meet the requirements set out by the European Union rules of Labour Law, with regard to the implementation of indirect discrimination prohibition principle; key problems have been identified, and improvements suggested.

This paper is analysing what "indirect discrimination" stands for; and if there is a possibility to differentiate the subjects of Labour Law; what are the criteria based on which the differentiated treatment of subjects of Labour Law can be justified; and what is the difference between "differentiation" and "indirect discrimination". By examining Lithuanian and European Union rules of Labour Law, it was aimed to provide the basis for determining indirect gender discrimination prohibition principles; furthermore, lay down assumptions for application of those principles in the field of wages - when concluding, implementing or ending a labour contract. Based on the leading case precedents of European Court of Justice, it has been attempted to clarify the characteristics of indirect discrimination. Attention has been paid to the ways of defending the violated rights of a person, who has experienced an indirect discrimination. This Master's paper has analysed if Lithuanian rules of Labour Law meet the requirements set out by the European Union rules of Labour Law, with regard to the implementation of indirect discrimination prohibition principle; key problems have been identified, and improvements suggested.

This Master's thesis gives the analysis under the legislative norms of the EU and of the Member States regarding the protection of individuals against the discrimination in their employment relations. In addition, it covers the scope of the discrimination that is prohibited regarding the potential/current/dismissed employees, and examines what are the types and grounds of the discrimination with the historical overview of their development and with the underlining the exceptions in which case the discrimination is allowed. Furthermore, this research revises the effectiveness of the enforcement of the rights of the employees (disregarding their status) in the national bodies with the using of the administrative/judicial/conciliation procedures. Also, it states about the necessity of the improvement in the providing the general information to the injured employees regarding the access to the justice. As regarding measures, there is the variety of them, but mostly they do not ensure the appropriate redress to the injured individuals in the employment relations, according to this the research states about the usefulness of obligation of such kind of the punishment to the wrongdoer that should be in the obligatory compensation in the discrimination cases in the employment relations.

This Master's thesis gives the analysis under the legislative norms of the EU and of the Member States regarding the protection of individuals against the discrimination in their employment relations. In addition, it covers the scope of the discrimination that is prohibited regarding the potential/current/dismissed employees, and examines what are the types and grounds of the discrimination with the historical overview of their development and with the underlining the exceptions in which case the discrimination is allowed. Furthermore, this research revises the effectiveness of the enforcement of the rights of the employees (disregarding their status) in the national bodies with the using of the administrative/judicial/conciliation procedures. Also, it states about the necessity of the improvement in the providing the general information to the injured employees regarding the access to the justice. As regarding measures, there is the variety of them, but mostly they do not ensure the appropriate redress to the injured individuals in the employment relations, according to this the research states about the usefulness of obligation of such kind of the punishment to the wrongdoer that should be in the obligatory compensation in the discrimination cases in the employment relations.

Although the staff in each company is relevant to all people of inherent dignity and of the equal opportunities for the acquisition and recognition of individual rights, the evaluation of human resource management development of democracy in Lithuania has not eliminated discrimination conditioned by various factors. Social sense discrimination is perceived as a destructive process that creates social differentiation in violation of certain social groups' rights. Discrimination, the social expression of the most extreme forms of inequality, is the denial of the rights of individuals or groups on the basis of certain criteria. Discrimination becomes a major factor in companies for personnel with lower and higher needs: the choise of work, pay for work of equal dimension, career aspirations, and redundancy management. Discrimination as a destructive process is an inherent factor of personnel management activities for any size company. In analyzing employment relationships, it is possible to discern certain injustices and human discrimination in today's companies. [.]

Although the staff in each company is relevant to all people of inherent dignity and of the equal opportunities for the acquisition and recognition of individual rights, the evaluation of human resource management development of democracy in Lithuania has not eliminated discrimination conditioned by various factors. Social sense discrimination is perceived as a destructive process that creates social differentiation in violation of certain social groups' rights. Discrimination, the social expression of the most extreme forms of inequality, is the denial of the rights of individuals or groups on the basis of certain criteria. Discrimination becomes a major factor in companies for personnel with lower and higher needs: the choise of work, pay for work of equal dimension, career aspirations, and redundancy management. Discrimination as a destructive process is an inherent factor of personnel management activities for any size company. In analyzing employment relationships, it is possible to discern certain injustices and human discrimination in today's companies. [.]

Experts state that Lithuania remains one of the most intolerant countries in Europe. Intolerance towards some specific social minorities is extremely high. Prejudices, stereotypes and discrimination are a concurrent in many minorities' daily life. Discrimination has a negative influence not only on the discriminated but also on the society as such. There is a lack of studies analyzing the causes and sequences of discriminatory beliefs and behaviors in Lithuania. There is neither a real integral conception of minorities nor a systemic approach to minorities' problems and possibilities to solve them. This ends in inaccurate preventive and interventional measures. The object of this work was to survey equal opportunities and antidiscrimination field experts' prospects of discrimination against minorities in Lithuania and approach to possibilities of overcoming discrimination. The set tasks were to survey experts' (1) concepts of minorities and discrimination; (2) prospects of situation of minorities; (3) supposed causes and sequences of discrimination; (4) evaluation of current antidiscrimination policy in Lithuania; and (5) supposed possibilities and means of overcoming discrimination. A qualitative descriptive research was made. The method: a qualitative analysis of semi-structured interview. Four experts were selected from different fields of antidiscrimination and equal opportunities policy implementation covering wide field of working issues on all minority groups. The survey has revealed experts' complex concept of minorities, vital discrimination on the grounds of sexuality and ethnicity, causes of discrimination (firstly related to social structures), negative effects of discrimination on the individual and society, negative evaluation of current antidiscrimination policy, and possibilities of overcoming discrimination through education and alternation in political culture. These results can be helpful with a view to develop effective antidiscrimination strategies.

Experts state that Lithuania remains one of the most intolerant countries in Europe. Intolerance towards some specific social minorities is extremely high. Prejudices, stereotypes and discrimination are a concurrent in many minorities' daily life. Discrimination has a negative influence not only on the discriminated but also on the society as such. There is a lack of studies analyzing the causes and sequences of discriminatory beliefs and behaviors in Lithuania. There is neither a real integral conception of minorities nor a systemic approach to minorities' problems and possibilities to solve them. This ends in inaccurate preventive and interventional measures. The object of this work was to survey equal opportunities and antidiscrimination field experts' prospects of discrimination against minorities in Lithuania and approach to possibilities of overcoming discrimination. The set tasks were to survey experts' (1) concepts of minorities and discrimination; (2) prospects of situation of minorities; (3) supposed causes and sequences of discrimination; (4) evaluation of current antidiscrimination policy in Lithuania; and (5) supposed possibilities and means of overcoming discrimination. A qualitative descriptive research was made. The method: a qualitative analysis of semi-structured interview. Four experts were selected from different fields of antidiscrimination and equal opportunities policy implementation covering wide field of working issues on all minority groups. The survey has revealed experts' complex concept of minorities, vital discrimination on the grounds of sexuality and ethnicity, causes of discrimination (firstly related to social structures), negative effects of discrimination on the individual and society, negative evaluation of current antidiscrimination policy, and possibilities of overcoming discrimination through education and alternation in political culture. These results can be helpful with a view to develop effective antidiscrimination strategies.

STRAVINSKAITĖ, Aistė. (2006) Disability discrimination in labor market and possibilities it decrease. MBA Graduation Paper. Kaunas: Kaunas Faculty of Humanities, Vilnius University. SUMMARY The aim of this paper is to identify discrimination manifestation in Lithuanian labor market and give some practical recommendations how situation could be changed. Author takes a large view of discrimination, especially accent on disability in labor market. As shows literature and law analysis in Lithuania there are problems in this area. Author summaries that hypothesis - disabled people in Lithuanian labor market determines clear national policy absence and employers stereotypic thinking – could be accepted but with some exceptions. Governmental policy about integration disabled is quite positive but its implementation isn't fairly. Research sows not only problems in employers thinking but also lack of disabled people in communication and professionals skills. Practical recommendations accent necessity of stronger all of interest groups interaction especially in "visibility" and occupational orientation. Governmental policy and disabled people activity in labor market must be more aggressive to demonstrated ability work.

STRAVINSKAITĖ, Aistė. (2006) Disability discrimination in labor market and possibilities it decrease. MBA Graduation Paper. Kaunas: Kaunas Faculty of Humanities, Vilnius University. SUMMARY The aim of this paper is to identify discrimination manifestation in Lithuanian labor market and give some practical recommendations how situation could be changed. Author takes a large view of discrimination, especially accent on disability in labor market. As shows literature and law analysis in Lithuania there are problems in this area. Author summaries that hypothesis - disabled people in Lithuanian labor market determines clear national policy absence and employers stereotypic thinking – could be accepted but with some exceptions. Governmental policy about integration disabled is quite positive but its implementation isn't fairly. Research sows not only problems in employers thinking but also lack of disabled people in communication and professionals skills. Practical recommendations accent necessity of stronger all of interest groups interaction especially in "visibility" and occupational orientation. Governmental policy and disabled people activity in labor market must be more aggressive to demonstrated ability work.

STRAVINSKAITĖ, Aistė. (2006) Disability discrimination in labor market and possibilities it decrease. MBA Graduation Paper. Kaunas: Kaunas Faculty of Humanities, Vilnius University. SUMMARY The aim of this paper is to identify discrimination manifestation in Lithuanian labor market and give some practical recommendations how situation could be changed. Author takes a large view of discrimination, especially accent on disability in labor market. As shows literature and law analysis in Lithuania there are problems in this area. Author summaries that hypothesis - disabled people in Lithuanian labor market determines clear national policy absence and employers stereotypic thinking – could be accepted but with some exceptions. Governmental policy about integration disabled is quite positive but its implementation isn't fairly. Research sows not only problems in employers thinking but also lack of disabled people in communication and professionals skills. Practical recommendations accent necessity of stronger all of interest groups interaction especially in "visibility" and occupational orientation. Governmental policy and disabled people activity in labor market must be more aggressive to demonstrated ability work.

STRAVINSKAITĖ, Aistė. (2006) Disability discrimination in labor market and possibilities it decrease. MBA Graduation Paper. Kaunas: Kaunas Faculty of Humanities, Vilnius University. SUMMARY The aim of this paper is to identify discrimination manifestation in Lithuanian labor market and give some practical recommendations how situation could be changed. Author takes a large view of discrimination, especially accent on disability in labor market. As shows literature and law analysis in Lithuania there are problems in this area. Author summaries that hypothesis - disabled people in Lithuanian labor market determines clear national policy absence and employers stereotypic thinking – could be accepted but with some exceptions. Governmental policy about integration disabled is quite positive but its implementation isn't fairly. Research sows not only problems in employers thinking but also lack of disabled people in communication and professionals skills. Practical recommendations accent necessity of stronger all of interest groups interaction especially in "visibility" and occupational orientation. Governmental policy and disabled people activity in labor market must be more aggressive to demonstrated ability work.

The institutional protection of equal rights and opportunities is one of the most important features of the contemporary democratic society. In this context, there is some paradox in Lithuania. The modern mechanism for the protection of equal rights and opportunities is being developed, however, the population does not fully utilize its competences in the case of actual discrimination. The article enquires into the choice of potential and actual actions for a conflict resolution based on discrimination in the context of existing institutional possibilities in Lithuania. The concept of the conflict resolution pyramid is used. Both pyramids of potential and actual conflict resolution represent the trend towards a quantitative decline in the choices to be made for the conflict resolution. Some foreseen gaps between the potential and actual action in the case of discrimination are unexpectedly salient.Almost all Lithuanians express the determination to defend the violated rights that is not a case of represented actual actions by the victims of discrimination. Moreover, it can be assumed that at least half of all Lithuanian respondents are not eager for the conflict resolution even on the basic level of a close social environment. Also, the research data suggest that the public discourse on equal opportunities and discrimination is at the stage of formation.