AB ve sosyal politika: giri. Oturum 13 ve 14 : E it Muamele

Transkript

1 AB ve sosyal politika: giri Oturum 13 ve 14 : E it Muamele

2 Giri AB mevzuat na genel bak ve belirli e itlik / ayr mc kla mücadele kanunlar n sunumu AB e itlik / ayr mc k kanunundaki baz kavramlar Hak ve yükümlülüklerin özeti AB politika çerçevesi Örnekler

3 sa tarihçe 1957 : Roma Antla mas : Madde 119 Milliyet / uyruk zemininde ayr mc k yap lamaz (serbest dola n bir parças olarak iç pazar) Kad nlara ve erkeklere e it ücret ilkesi aras nda Cinsiyet ve toplumsal cinsiyet e itli iyle ilgili bir dizi Direktif 1997 : Amsterdam Antla mas Madde 13: 6 farkl zeminde yap lan ayr mc kla mücadele etmek için Toplulu a yasal bir zemin sunar Kad nlar ve erkekler aras ndaki e itli i Avrupa Komisyonunun misyonlar ndan biri ve faaliyet alanlar ndan biri olarak berlirler gücü piyasas ndan d lanm olanlar n yeniden i gücüne dahil edilmesini bir hedef olarak ortaya koyar Özürlü ki ilerle ilgili bir bildirim yer al r EC can act but discrimination is as such not prohibited

4 sa tarihçe (2) 2000 : Ayr mc k Direktifleri (toplumsal cinsiyetin d nda kalan ayr mc k zeminleri) 2000/43/EC ve 2000/78/EC 2007 :Temel Haklar art : Madde 21 Cinsiyet, rk, derinin rengi, etnik veya sosyal köken, genetik özellikler, dil, din ve inanç, politik görü ve di er ki isel görü ler, ulusal bir az nl n üyesi olmak, mal varl, do um, özürlülük ya da cinsel yönelim gibi herhangi bir zeminde her türlü ayr mc k yasakt r.

5 Ba ca 6 ayr mc k zemini Cinsiyet / Toplumsal cinsiyet Din / inan Irk / etnik köken Özürlülük Ya Cinsel yönelim

6 Cinsiyet / Toplumsal cinsiyet it i e e it ücret / e de ere sahip i ler daki alanlarda kad nlar ve erkekler için f rsat itli i stihdama eri im Mesleki e itim ve geli im Çal ma ko ullar Sosyal güvenlikte e it muamele Mesleki sosyal güvenlik programlar

7 Kad nlar ve erkekler için e it ücret l Yürütme Birincil Mevzuat kincil Mevzuat 1957 (Md. 119 TEC (Roma) ) = e it i e e it ücret (Md. 94 TEC (Roma) ) Sadece genel yasal zemin 1975 (E it Ücret Direktifi 75/117) 1997 Md. 141 TEC (Amsterdam) = e it i e ve e it de erdeki i e it ücret Md. 141(3) TEC (Amsterdam) = özel yasal zemin /08/2009 Recast Directive 2006/54 ECJ /12/2009 Md. 157 TFEU (Lizbon) Md. 157(3) TFEU (Lizbon) = istihdam ve mesleklerle ilgili konularda kad nlar ve erkekler için f rsat e itli i ve it muamele

8 it Ücret: (Md. 141 TEC) / Md. 157 TFEU 1. Her Üye Devlet kad n ve erkekler i çiler için e it e ya da e de erdeki i e e it ücret ilkesinin uygulanmas sa lamal r. 2. Bu maddede geçen ücret kelimesi çal an n i ili kisi kar nda i vereninden do rudan ya da dolayl olarak ald nakdi veya ayni temel ya da asgari ayl k veya maa anlam na gelmektedir.

9 it Ücret: (Md. 141 TEC) / Md. 157 TFEU 3. Avrupa Parlamentosu ve Konsey, ola an yasama prosedürü uyar nca, ve Ekonomik ve Sosyal Komitenin de görü ünü alarak, e it i e ya da e de erdeki i e e it ücret ilkesi de dahil olmak üzere, istihdam ve mesleklerle ilgili alanlarda kad nlara ve erkeklere f rsat e itli i tan nmas ve it muamele yap lmas sa lamak için gerekli tedbirleri almal r.

10 it Ücret: Avrupa Adalet Divan Md. 119 / Md. 141 TEC / Md. 157 TFEU Md. 119 : e it i <> Md. 141 e de erde i (ayr ca Md. 157 TFEU) Avrupa Adalet Divan (AAD): Md. 119 do rudan uygulanabilir ve mahkemeler taraf ndan korunmas gereken bireysel haklar n ortaya kmas na neden olabilir AAD : Md. 119 do rudan ayr mc kapsar AAD : Md. 119 dolayl ayr mc içine almaz AAD : geçici etki

11 it Ücret ve Recast Directives it Ücret Direktifi 75/117 Asl nda AAD içtihat hukuku nedeniyle at l kalm r Dolayl ayr mc da içine al r De iklik Yapan Direktif 2006/54 Ücretler, emekli ayl klar ve istihdam konular nda kad nlara ve erkeklere e itlik sa lanmas ile ilgili tüm önceki Direktifleri ve içtihat hukukunu bir araya getirir Tan mlar verir, olumlu eylemlere imkan sa lar ve tazminat veya zararlar n telafisini alma hakk verir

12 it Ücret: çiler Ne Mad. 157 TFEU, Mad. 141 TEC ne de E it Ücret Direktifinde i çi tan yer almaz AB hukukunda i çilerle ilgili tek bir tan m yoktur Ba lama göre de ebilir AAD: Madde 141 e göre i çiler= bir i sözle mesi çerçevesinde istihdam edilen ya da bir i ili kisinin parças olan ki ilerdir (Kendi ad na çal anlar de il) AAD: serbest dola mla ilgili içtihat hukuku çi: ba ka birisi için kar nda para almak suretiyle belirli bir süre için hizmetini sunan ki idir : subordination stihdam / i ili kisinin olup olmad sorusu = duruma göre de ir: resmi bir s fland rma yoktur AAD: özel ve kamu sektöründeki i çiler

13 it Ücret: Ücret Geni bir ekilde tan mlanm r: any consideration which is derived from employment in whatever form (cash- kind) is pay for Art 157 TFEU, Art 141 TEC and Equal Pay Dir. AAD: Ücret= Hastal k izni ödemeleri Anal k izni süresince ödenen ücretler l sonu ikramiyeleri Ücretli izin Uygun olmayan çal ma saatlerinde yap lan çal malar kar nda yap lan ödemeler Redundancy payments Mesleki emekli ayl klar

14 it Ücret: Ayr mc k AAD De iklik Yapan Direktif 2006/54 Do rudan ayr mc k; bir ki inin cinsiyetinden dolay where one person is treated less favourably on grounds of sex than another is, has been or would be treated in a comparable situation Indirect discrimination: where an apparently neutral provision or practice would put persons of one sex at a particular disadvantage compared with persons of the other sex, unless that provision, criterion or practice is objectively justified by a legitimate aim, and the means of achieving that aim are appropriate and necessary

15 Sex / Gender it i e e it ücret / e de ere sahip i ler daki alanlarda kad nlar ve erkekler için f rsat itli i stihdama eri im Mesleki e itim ve geli im Çal ma ko ullar Sosyal güvenlikte e it muamele Mesleki sosyal güvenlik programlar

16 rsat E itli i As l 1957 tarihli Antla mada yer almaz (<> e it ücret) 76/207 say rsat E itli i Direktifi AB Kurucu Antla mas genel yasal zemin olarak al r 2002/73 say Direktifle de tirilmi tir AAD yi de dahil etmek için Yeni kavramlar (cinsel taciz,..) Kad nlara ve erkeklere istihdam ve meslekle ilgili konularda f rsat e itli i ve e it muamele tan nmas ilkesinin uygulanmas yla ilgili De iklik yapan 2006/54 say Direktif

17 Year In force Primary legislation Secondary legislation 1957 (Art. 119 TEC (Rome) ) = equal pay for equal work (Art. 94 TEC (Rome) ) Only general legal basis 1975 (Equal Pay Directive 75/117) 1976 (Equal Opportunities Directive 76/207) 1997 Art. 141 TEC (Amsterdam) = equal pay for equal work and work of equal value Art. 141(3) TEC (Amsterdam) = special legal basis 2002 (Directive 2002/73 amending 76/207) ECJ /08/2009 Recast Directive 2006/ /12/2009 Art. 157 TFEU (Lisbon) = equal opportunities and equal treatment wo- /men in matters of employment and occupation Art. 157(3) TFEU (Lisbon)

18 rsat E itli i Direktifi: kapsam Conditions for access to employment, to self-employment, or occupation including selection criteria and recruitment conditions for access to all jobs, and to all levels of occupational hierarchy; Access to all types, and all levels, of vocational guidance, vocational training and advanced vocational training and retraining including practical work experience; Çal ma ko ullar, i ten ç karmayla ilgili ko ullar da dahil; Membership of, and involvement in, an organisation of workers or employers, or any organisation whose members carry on a particular profession, including the benefits provided for by such an organisation

19 rsat E itli i Direktifi: kapsam Geni bir ekilde tan mlanm r Hem kamu sektörünü hem de kamu sektörünü içine al r Üye devletler Direktifin hükümlerinden daha ileri düzeyde tedbirler alabilir Hükümlerin do rudan etkisi vard r

20 rsat E itli i Direktifi: kapsam Sadece cinsiyet zemininde e it muamele Taciz ve cinsel taciz = cinsiyet zemininde ayr mc k Do rudan ve dolayl ayr mc k Nesnel gerekçelendirme: dolayl ayr mc n ard nda yatan sebepler do rudan ki inin cinsiyetiyle ilgili de ilse, söz konusu uygulama ya da kural yasa d olarak de erlendirilmez

21 rsat E itli i Direktifi: istisnalar Direktifte istisnalar da belirtilmi tir Ki inin cinsiyeti belirli bir i in icra edilmesinde belirleyici bir faktör konumundaysa Özellikle hamilelik ve annelikle ilgili olarak kad nlar n korunmas na yönelik ç kar söz konusuysa Özellikle kad nlar n f rsatlar etkileyen e itsizlikleri ortadan kald rmay ve kad nlar ve erkekler için f rsat itli i yaratmay hedefleyen tedbirler söz konusu oldu unda AAD: kamu güvenli i

22 Cinsiyet / Toplumsal Cinsiyet it i e e it ücret / e de ere sahip i ler daki alanlarda kad nlar ve erkekler için f rsat itli i stihdama eri im Mesleki e itim ve geli im Çal ma ko ullar Sosyal güvenlikte e it muamele Mesleki sosyal güvenlik programlar

23 Sosyal Güvenlik Direktifinde E it Muamele 79/7 say Direktif Uygulama süresi olarak 6 y l öngörülmü tür Mad. 4(1) (e it muamele ilkesini ortaya koyan madde) do rudan etkilidir

24 Sosyal Güvenlik Direktifinde E it Muamele Kimler kapsama girer (mad. 2) : Çal anlar ve kendi hesab na çal anlar Belirtilen risklerden biri nedeniyle ekonomik faaliyeti kesintiye u ram olanlar arayanlar AAD: geni anlamda çal an nüfus = gücü piyasas nda olan ve i gücü piyasas na girmeye çal an herkes

25 Sosyal Güvenlik Direktifinde E it Muamele Kapsama giren programlar ve yard mlar: madde 3 (1) : a) daki risklere kar koruma sa layan yasal programlar Hastal k Malüllük Ya k kazalar ve meslek hastal klar sizlik b) a) bendindeki programlar tamamlamak ya da onlar n yerine geçmek üzere uygulamaya konan sosyal yard m programlar = (istihdam) income replacement benefits or benefits to those who cannot take up employment due to illness, disability

26 Sosyal Güvenlik Direktifinde E it Muamele Art 4 : there must be no discrimination, directly or indirectly, on the grounds of sex in the following matters Scope of the social security schemes Obligation to pay contributions and the calculation of the amount of the contributions Calculation of the benefits including increases paid for the spouse and for the dependants and the conditions governing the duration and retention of the benefit The principle is mandatory Subject to exceptions in Art 7

27 Direct discrimination Different benefit rates, different entitlement conditions, different duration between men and women Indirect discrimination Access to benefits is granted on equal terms but in reality for one sex it is difficult or impossible. This can be a case of discrimination

28 Exceptions and derogations Directive does not apply to occupational social security schemes But occupational social security schemes may fall under the notion pay, and in all cases they are part of a separate Directive on equal treatment When is occupational scheme pay and not social security? Linkage between employment relationship and retirement benefit : retirement benefit entitlement arises out of employment relationship that is negotiated and agreed between employer and employee (vs laid down without involvement of employee or by legislation of general application) Applicability of scheme to category of workers and not to general working population Benefits are related to periods of services completed Level of benefit is calculated with reference to salary

29 Exceptions and derogations Directive does not apply survivor s benefits and family benefits unless family benefits are increases in other schemes that fall under the scope

30 Exceptions and derogations Article 7(1) allows for derogations and MS can exclude following matters from the principle of equal treatment Determination of the pensionable age for the purposes of old age and retirement pensions and the possible consequences thereof for beneficiaries Benefits and privileges granted in respect of old age pension schemes to persons who have brought up children Old age and invalidity benefits to which married women may be entitled on the basis of their husband s insurance record Increases in pensions awarded to a man in respect of a dependent wife

31 Exceptions and derogations Objective Justification Differences in treatment may be objectively justified and therefor not unlawful under the Directive

32 Proposal for Directive in 87 Extension of principle of equality to family benefits and survivors benefit Extension of principle to occupational schemes Extension to benefit excluded under 7(1) of the Directive and under Art 9(a) of the Equality Treatment in Occupational Social Security Directive Never adopted..

33 Sex / Gender it i e e it ücret / e de ere sahip i ler daki alanlarda kad nlar ve erkekler için f rsat itli i stihdama eri im Mesleki e itim ve geli im Çal ma ko ullar Sosyal güvenlikte e it muamele Mesleki sosyal güvenlik programlar

34 Occupational social security benefits Occupational social security benefits MAY be considered as PAY in the meaning of the treaty provisions but only when they fulfill certain conditions ECJ case law more than 30 years (complex and substantial) Equal Treatment in Occupational Social security Directive 86/378 as amended in 1997 and replaced by Directive 2006/54 on the implementation of principle of equal opportunities and equal treatment of men and women in matters of employment and occupation

35 Bilka case (1986) 2 criteria that determine if occupational scheme is PAY The scheme is financed, at least partially, by the employer. Then it forms part of the consideration for work performed The scheme must be contractual, formed out of an agreement between employer and employees, rather than a creature of statute

36 Barber case (1986) Occupational pensions schemes and redundancy payments can be pay under treaty Only prospective consequences (to ensure financial stability) Created large concerns Protocol to the Maastricht Treaty Limits consequences in time : occupational pensions schemes shall not be considered as remuneration if and insofar as they are attributable to periods of employment prior to 17 May 1990

37 Equal Treatment occupational schemes Equal treatment in occupational social security schemes falls under Art 141 (Art 157 TFEU) Principle : men and women should be subject to the same obligations as regards access and receive the same benefits from the schemes Obligation under art 141 is mandatory (art 157 TFEU)

38 Equal Treatment occupational schemes Direct discrimination: f.i. different pensionable age for entitlement under scheme MS must eliminate differences in pensionable age but there is discretion on how this can be achieved.

39 Questions Hospital management issues regulation that nurses in night shifts may only be women between 25 and 45 During recruitment interviewee is asked whether she is pregnant or intends to become County x has compulsory military service for male only. Company y has written policy to promise staff who have completed military service to have access to training

40 Race and ethnic origin Traditionally : international law UN: international Convention on economic, social and cultural rights ; Convention on elimination of of all forms of racial discrimination Council of Europe: Convention for the protection of human rights and fundamental freedoms EC, MS signatory parties Before Amsterdam Treaty 1986 : Joint Declaration of Institutions against Racism and Xenophobia 1995 : Commission Communication on racism, xenophobia and anti-semitism 1997 : European Year against racism and establishment of European Monitoring centre on Racism and Xenophobia

41 (Art 13) / Art 19 TFEU Art 13 introduced by Amsterdam Treaty Within the limits of the powers conferred upon the Union, Council can act unanimously in accordance with a special legislative procedure and after consent with EP in order to take appropriate action to combat discrimination based on sex, racial and ethnic origin, religion or belief, disability, age or sexual orientation At 13 does not impose obligations to MS 6 grounds are suspect grounds

42 Race Directive Directive 2000/43 Sets a framework for combating discrimination on the grounds of racial or ethnic origin and sets minimum provisions to be transposed in national law Member states are obliged to ensure that law, practices, administrative provisions respect equal treatment Member states can adopt more stringent measures Member state can adopt positive action

43 Race Directive : scope Conditions for access to employment self-employment, occupation including selection criteria and recruitment conditions Vocational training, guidance Employment an working conditions, dismissal and pay Membership of workers, employers, professional organisations Social protection including social security and health care Social advantages Education Access to and supply of goods and services, which are available to the public, including housing

44 Race Directive : scope The Directive applies within the limits of the powers conferred to the Union to all persons and to the public and private sectors Health care? Housing? There is no obligation to eliminate discrimination what with private business (banks, hotels, shops.. Direct and indirect discrimination

45 Race Directive : exceptions Treatment based on nationality Genuine and determining occupational requirements Positive action

46 Religion, disability, age and sexual orientation Directive 2000/78 establishing a general framework for equal treatment in employment and occupation (the Framework Employment Directive) No definition of the 4 grounds Restrictive interpretations of concepts

47 Framework Employment Directive Art. 1 : sets general framework for putting into effect the principle of equal treatment by the Member states Directive lays down minimum requirements MS can adopt or maintain more favourable provisions Directive is horizontal : across all economic sectors All laws, regulations and administrative provisions Public and private entities

48 Framework Employment Directive: scope Applicable to all persons who exercise economic activity (employed, self employed, in pblic or private sector Applicable to Conditions of access to employment; to self employment, occupation including selection and recruitment criteria Vocational training, guidance Employment and working conditions, including dismissal and pay Membership or involvement of an employee/employers or professional organisation Within the areas of Community competence

49 Framework Employment Directive: scope Prohibition of direct and indirect discrimination including harassment Discrimination by association Reasonable accommodation Art 5 : disabled persons have the right to reasonable accommodation in the workplace so as to have effective access to employment and training Employers must take appropriate measures to enable PwD to have access to, participate or advance in employment or to undergo training unless such measures impose a disproportionate burden on the employer

50 Framework Employment Directive: exceptions Disability : right of MS to adopt or maintain measures to promote health and safety at work or measures aimed at promoting PwD to become integrated in working environment Measures in interest of public security, public order, prevention of criminal offences Difference in treatment related to nationality or conditions of entry and residence of third country nationals Social security and social protection Laws on marital status and benefits dependent thereon

51 Framework Employment Directive: derogations MS can provide that the Directive does not apply Armed forces (age and disability only) Differences in treatment on grounds of age if there are objective reasons and it is reasonable justified by a legitimate aim related to the employment policy, labour market or vocational training objectives. They may include Special conditions of access to employment/training for youngsters, elderly or disabled with a view to promote their vocational integration or protection Fixing of minimum conditions of age, seniority for acces to employment Fixing of maximum age for recruitment / or need for reasonable period of employment before retirement

52 Framework Employment Directive: derogations Differential ages for employees for admission or entitlement to retirement or invalidity benefits in occupational social security schemes (may not constitute discrimination on grounds of sex) Differences in treatment based on a characteristic of a particular occupation (genuine and determining occupational requirement) Occupational activities within churches or other public or private organisations the ethos is based on religion or belief

53 questions Law MS X permits that employers unrestrictedly can conclude fixed term contracts with workers above 50