Bibliografías temáticas / Non-discrimination, EU law, disability, education

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Literatura académica sobre el tema "Non-discrimination, EU law, disability, education"

Autor: Grafiati

Publicado: 11 de marzo de 2023

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Artículos de revistas sobre el tema "Non-discrimination, EU law, disability, education"

Dagmar Schiek. "Sex, Race and Disability. Refocusing EU Non-Discrimination Law". DiGeSt. Journal of Diversity and Gender Studies 2, n.º 1-2 (2015): 51. http://dx.doi.org/10.11116/jdivegendstud.2.1-2.0051.

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Schiek, Dagmar. "Intersectionality and the notion of disability in EU discrimination law". Common Market Law Review 53, Issue 1 (1 de febrero de 2016): 35–63. http://dx.doi.org/10.54648/cola2016004.

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Defining the characteristics targeted by banning discrimination constitutes a central challenge for EU discrimination law, and defining disability is particularly challenging due to the dispute around the very concept of disability. From 2006, the ECJ has wrestled with this definition in six judgments, five of which were delivered as of 2013. Instead of classifying the case law definition as conforming to a medical or social model of disability, this article analyses the case law with a view to illustrate challenges of defining discrimination grounds generally, suggesting that a sufficiently precise and non-exclusive definition of discrimination grounds can be achieved by re-focusing EU discrimination law around the nodes of sex, race and disability. The analysis exposes that the ECJ definition of disability neither complies with the UN CRPD nor adequately responds to intersectionality theory, for example because the definition is exclusionary in relation to female experience of disability.

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Favalli, Silvia y Delia Ferri. "Tracing the Boundaries between Disability and Sickness in the European Union: Squaring the Circle?" European Journal of Health Law 23, n.º 1 (10 de febrero de 2016): 5–35. http://dx.doi.org/10.1163/15718093-12341392.

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In recent years the European Union (eu) has sought to develop a far-reaching policy regarding persons with disabilities. However, to date, eu non-discrimination legislation does not provide any clear legal definition of what constitutes a disability. The Court of Justice of the European Union (cjeu) has attempted to fill this gap and, in several decisions, has elaborated on the concept of disability and its meaning under eu law. The cjeu, with reference to the application of the Employment Equality Directive, has explained the notion of disability mainly by comparing and contrasting it to the concept of sickness. Against this background, this article critically discusses recent case law and attempts to highlight that, even though the Court has firmly embraced the social model of disability envisaged by the un Convention on the Rights of Persons with Disabilities, the boundaries between the concepts of sickness and disability remain blurred.

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Duncan, Jill, Renée Punch, Mark Gauntlett y Ruth Talbot-Stokes. "Missing the mark or scoring a goal? Achieving non-discrimination for students with disability in primary and secondary education in Australia: A scoping review". Australian Journal of Education 64, n.º 1 (19 de febrero de 2020): 54–72. http://dx.doi.org/10.1177/0004944119896816.

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Australia has legislation in the form of the Disability Discrimination Act 1992 (Cth) and the Disability Standards for Education 2005 (Cth) that has the objective of eliminating disability discrimination. The purpose of this scoping review was to determine the extent to which this legislation is achieving the elimination of discrimination against students with disability in primary and secondary schooling. The review reports on the findings of a systematic search of law and education databases that identified 18 peer-reviewed articles discussing the legislation, relevant literature and related case law in the context of the education of students with disability in Australia. Content analysis of the articles indicated the existence of problems in several areas of the intersection between the law, policy and practice. These are outlined under five key themes: inclusion/exclusion, jurisdictions and definitions, the complaints-driven system, legislation clarity and reasonable adjustments. The review concludes with recommendations and suggestions for action.

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Rubino, Livio. "Reasonable accommodation beyond disability and the concept of vulnerability in Europe". Z Problematyki Prawa Pracy i Polityki Socjalnej 20, n.º 3 (29 de abril de 2022): 1–19. http://dx.doi.org/10.31261/zpppips.2022.20.07.

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The article addresses the provision of reasonable accommodation within the context of the European Union, in particular within EU labour law. Specifically, the provision of reasonable accommodation is enshrined within the framework provided by non-discrimination law. Furthermore, the article introduces the concept of vulnerability which represents a new and pioneering category especially in legal studies. The research question wonders whether it would be feasible to expand the provision on reasonable accommodation beyond the ground of disability considering vulnerability as an encompassing category to be used in order to evaluate whether a reasonable accommodation can be required or not. To this aim, it has to be noted that disability is the only ground based on which a reasonable accommodation can be provided under the EU law.

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Quinn, Gerard y Eilionóir Flynn. "Transatlantic Borrowings: The Past and Future of EU Non-Discrimination Law and Policy on the Ground of Disability". American Journal of Comparative Law 60, n.º 1 (1 de diciembre de 2012): 23–48. http://dx.doi.org/10.5131/ajcl.2011.0023.

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Schiek, Dagmar. "On uses, mis-uses and non-uses of intersectionality before the Court of Justice (EU)". International Journal of Discrimination and the Law 18, n.º 2-3 (junio de 2018): 82–103. http://dx.doi.org/10.1177/1358229118799232.

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Intersectionality, frequently used by political scientists, sociologists and anthropologists as a highly abstract concept, originated as the socio-legal critique, by Kimberlé Crenshaw, of US courts’ ignorance of discrimination against Black Women specifically. That ignorance emerged in cases such as DeGraffenreid, in which the claimants challenged a collective redundancy scheme resulting in dismissing all Black Women on grounds of indirect discrimination. The court refused to recognise Black Women as a category of relevance and did not find any discrimination because the scheme did not impact disproportionally on White Women or Black Men. As regards EU law, some socio-legal scholars of today doubt that intersectionality has any value as a practically relevant concept. This article discusses the question whether and how intersectionality can and should be used in applying EU non-discrimination law through a critical analysis of three ECJ rulings delivered between 24 November 2016 and 14 March 2017. The Parris case concerning the pension claims of two white homosexual Men can be qualified as the Court’s “DeGraffenreid moment” because it refused to recognise discrimination in a case where the intersection of being over 63 and homosexual was the basis of excluding the Men from a survivor’s pension. The Court refused to recognise combined discrimination and found that neither age nor sexual orientation in isolation were the reason of that exclusion. The more recent Achbita and Bougnaoui cases seem to constitute instances of surprising ignorance of racializing Muslim Women through penalising them for wearing a headscarf: The Court, following its Avocates Générales, refused to protect Women against dismissal on grounds of that garment on the basis of extensive justifications for religious discrimination, thus ignoring a pervasive exclusion on the intersection of gender and ascribed race. The article criticises all three rulings with a twofold argument. First, it is submitted that anti-discrimination law should and can recognise intersectional discrimination without losing its focus by a reconceptualization around the nodes gender, race and disability. Second, it is argued that EU anti-discrimination law can be interpreted to encompass this concept by using a purposive interpretation.

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Narożniak, Agnieszka. "Joseph Damamme, How Can Obesity Fit Within the Legal Concept of ‘Disability’? A Comparative Analysis of Judicial Interpretations Under EU and US Non-Discrimination Law After „Kaltoft” (W jaki sposób otyłość może zmieścić się w prawnej koncepcji niepełnosprawności? Analiza porównawcza interpretacji sądowych w świetle unijnego i amerykańskiego prawa antydyskryminacyjnego po sprawie Kaltoft), „European Journal of Legal Studies” 2015, vol. 8, no. 1, s. 147–179, ISSN 1973-2937." Studia Prawa Publicznego, n.º 2(18) (4 de diciembre de 2019): 208–9. http://dx.doi.org/10.14746/spp.2017.2.18.10.

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Joseph Damamme, How Can Obesity Fit Within the Legal Concept of ‘Disability’? A Comparative Analysis of Judicial Interpretations Under EU and US Non-Discrimination Law After „Kaltoft” (W jaki sposób otyłość może zmieścić się w prawnej koncepcji niepełnosprawności? Analiza porównawcza interpretacji sądowych w świetle unijnego i amerykańskiego prawa antydyskryminacyjnego po sprawie Kaltoft), „European Journal of Legal Studies” 2015, vol. 8, no. 1, s. 147–179, ISSN 1973-2937.

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Frantziou, Eleni y Sarah Craig. "Understanding the implications of article 2 of the Northern Ireland Protocol in the context of EU case law developments". Northern Ireland Legal Quarterly 73, S2 (15 de diciembre de 2022): 65–88. http://dx.doi.org/10.53386/nilq.v73is2.1059.

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Conscious of the careful balance stemming from the Rights, Safeguards and Equality of Opportunity provisions of the Belfast/Good Friday Agreement 1998, it was clear that human rights guarantees underpinned by European Union (EU) law would be a pivotal aspect of the Protocol on Ireland/Northern Ireland within the Withdrawal Agreement. The commitment is particularly prominent in respect of equality law, as a guarantee that no diminution of rights and equality protections would result from withdrawal from the EU was built into article 2(1) of the Protocol providing for non-diminution of rights in Northern Ireland post-Brexit. The purpose of this article is to identify and analyse recent developments in EU equality case law which may trigger the non-diminution obligation from the entry into force of the Protocol to the date of writing (ie between 1 January 2021 and 1 September 2022). This analysis is underpinned by a systematic case law review to provide an evidence-based analysis of: a) where divergence of equality protection standards is occurring presently; and b) where these concerns are likely to present in the future. The article identifies four substantive areas, namely religious discrimination, disability discrimination, gender equality in the field of pensions and social security, and migration law, which raise significant and complex questions about the practical feasibility of the non-diminution obligation. In light of the thematic case law analysis, the article offers broader reflections on the future direction of article 2 obligations, which could be used to approach the non-diminution commitment prospectively.

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Olsen, Céline Brassart. "When mandatory exercise at work meets employees’ rights to privacy and non-discrimination: a comparative and European perspective". European Labour Law Journal 12, n.º 3 (19 de febrero de 2021): 338–62. http://dx.doi.org/10.1177/2031952521994302.

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In 2017, the municipality of Copenhagen made exercise mandatory for social workers performing physical tasks, such as lifting patients, cooking and cleaning. Private Danish companies have also started to impose exercise on their employees, including sedentary employees. Rationale behind mandatory exercise in the workplace is that it makes employees healthier and more productive, which is a win-win for employees and employers. However, mandatory exercise can put employees in a vulnerable position as employers potentially interfere with some of the fundamental rights of employees, namely their bodily autonomy and privacy. In addition, the increased emphasis on exercise at work and being ‘physically fit’ can indirectly lead to unlawful discrimination practices in recruitment, during employment, and at termination, as employers may exclude or sanction people who are not be able, or do not want, to exercise on various grounds, ranging from age, disability, pregnancy, religion, to health conditions. Therefore, this article examines the lawfulness of mandatory exercise at work in light of the fundamental rights of employees in two selected jurisdictions (Denmark and France), as well as under relevant European Union (EU) law, and the European Convention on Human Rights (ECHR) and related case law. Using a comparative and European perspective, the article examines the legality of mandatory exercise at work in the selected jurisdictions. It analyses and compares the level of protection of employees’ rights to privacy, autonomy and non-discrimination in France and Denmark. It also assesses whether mandatory exercise could qualify as an occupational health and safety measure in the selected jurisdictions. The article examines these questions in light of the increasing recognition and integration of fundamental rights in labour law at European, EU, and national levels. The article finds that the French and Danish labour laws offer different levels of protection of employees’ rights to autonomy, privacy and the right to non-discrimination. As a result, mandatory exercise would likely be deemed to be legal in Denmark, and illegal in France. However, the legality of mandatory exercise under Danish law could be challenged in light of the strong protection of employees’ fundamental rights at EU and European levels. The article concludes that rather than an obligation, exercise should be framed as a right for employees.

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Libros sobre el tema "Non-discrimination, EU law, disability, education"

Robinson, Anthony, David Ruebain y Susie Uppal, eds. Blackstone's Guide to the Equality Act 2010. 4^a ed. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780198870876.001.0001.

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The Equality Act 2010 was an extremely significant reform of the UK discrimination law, consolidating the existing mass of statutory provisions into one statute. The Act brought new rights against discrimination and imposed new duties on employers, service providers, and public authorities. It defined nine protected characteristics: age, disability, combined grounds, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation. This fully revised edition covers all recent developments in the law relating to the Equality Act 2010 and considers the impact of exiting the EU, the transitional period, and the implications for the interaction of the Equality Act and EU law post-Brexit. The book includes new cases and judgments in several key sectors such as employment rights, education, premises, public sector, enforcement, and positive action. Combining the full text of the Act, as amended, with narrative from an expert team, the book is an invaluable resource for all who encounter the evolving legislation.

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Craig, Paul y Gráinne de Búrca. 24. Equal Treatment and Non-Discrimination. Oxford University Press, 2015. http://dx.doi.org/10.1093/he/9780198714927.003.0024.

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All books in this flagship series contain carefully selected substantial extracts from key cases, legislation, and academic debate, providing able students with a stand-alone resource. This chapter discusses EU anti-discrimination law, which, over the past decade and a half, has expanded significantly to cover a wide range of grounds and contexts. In addition to requiring equal treatment for women and men, the Treaty provides legislative competence to combat discrimination on a range of grounds. The Charter of Fundamental Rights, which has a chapter devoted to equality, has been incorporated into the EU Treaties. Article 21 of the Charter prohibits discrimination on any ground. Articles 8 and 10 of the Treaty on the Functioning of the European Union (TFEU) contain horizontal clauses requiring the EU to promote equality between men and women, and to combat discrimination based on certain grounds, namely sex, racial or ethnic origin, religion or belief, disability, age, or sexual orientation in all of its policies and activities.

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Capítulos de libros sobre el tema "Non-discrimination, EU law, disability, education"

Broderick, Andrea y Philippa Watson. "Disability in EU non-discrimination law". En Research Handbook on EU Disability Law, 121–45. Edward Elgar Publishing, 2020. http://dx.doi.org/10.4337/9781788976428.00016.

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Craig, Paul y Gráinne de Búrca. "25. Equal Treatment and Non-Discrimination". En EU Law, 929–94. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198856641.003.0025.

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All books in this flagship series contain carefully selected substantial extracts from key cases, legislation, and academic debate, providing students with a stand-alone resource. This chapter discusses EU anti-discrimination law, which, over the past decade and a half, has expanded significantly to cover a wide range of grounds and contexts. In addition to requiring equal treatment for women and men, the Treaty provides legislative competence to combat discrimination on a range of grounds. The Charter of Fundamental Rights, which has a chapter devoted to equality, has been incorporated into the EU Treaties. Article 21 of the Charter prohibits discrimination on any ground. Articles 8 and 10 of the Treaty on the Functioning of the European Union (TFEU) contain horizontal clauses requiring the EU to promote equality between men and women, and to combat discrimination based on certain grounds, namely sex, racial or ethnic origin, religion or belief, disability, age, or sexual orientation in all of its policies and activities. The UK version contains a further section analysing issues concerning EU discrimination law and the UK post-Brexit.

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Craig, Paul y Gráinne de Búrca. "25. Equal Treatment and Non-Discrimination". En EU Law, 963–1030. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198859840.003.0025.

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Vanhegen, Miet y Frank Hendrickx. "Disability in EU labour law beyond non-discrimination". En Research Handbook on EU Disability Law, 146–63. Edward Elgar Publishing, 2020. http://dx.doi.org/10.4337/9781788976428.00017.

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Costa, Marios y Steve Peers. "25. Discrimination". En Steiner & Woods EU Law, 580–630. Oxford University Press, 2020. http://dx.doi.org/10.1093/he/9780198853848.003.0025.

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This chapter examines European Union (EU) law on discrimination, including the definition of ‘discrimination’ and the limited possibilities of justifying it. The chapter provides an overview of EU provisions on gender equality and discusses equal pay for equal work under Article 157 of the Treaty on the Functioning of the European Union (TFEU). It also explains the principles of equal treatment in self-employment, social security matters and occupational pension schemes, and also discusses the provisions of Directives 2004/113 (sex equality outside employment), Directive 2000/43 (race equality) and Directive 2000/78 (non-discrimination on grounds of age, disability, religion and sexual orientation).

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"Organizing EU Equality Law Around the Nodes of ‘Race’, Gender and Disability". En European Union Non-Discrimination Law and Intersectionality, 21–38. Routledge, 2016. http://dx.doi.org/10.4324/9781315581040-9.

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Lantschner, Emma. "The Development of the EU Non-Discrimination Regime". En Reflexive Governance in EU Equality Law, 11–41. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780192843371.003.0002.

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In Chapter 1 the development of the EU non-discrimination regime is introduced, first in terms of legal developments. It recapitulates the steps starting from the founding Treaties, which only dealt with discrimination on the grounds of nationality and gender, up until the Treaty of Amsterdam, introducing the competence for the discrimination grounds of racial or ethnic origin, religion or belief, age, disability, and sexual orientation, and the adoption of the two Directives which are the focus of the book: Directive 2000/43/EC and Directive 2000/78/EC. It also points at financial instruments and institutions set up in parallel to support the implementation of these Directives and the recent adoption of a series of Strategic Documents and Action Plans in the Commission’s attempts to achieve a Union of equality. The second sub-chapter then discusses the shift from non-discrimination to substantive equality on the basis of the jurisprudence of the European Court of Human Rights (ECtHR) and the Court of Justice of the European Union (CJEU) and closes with some considerations regarding the different levels of impact of EU anti-discrimination law in national constitutional systems.

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Wouters, Jan y Michal Ovádek. "Equality and Non-discrimination Law in the EU". En The European Union and Human Rights, 387–462. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780198814177.003.0007.

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This chapter addresses equality and non-discrimination, which are explicitly acknowledged as foundational values in the EU context in Article 2 TEU. Similarly, the right to non-discrimination enjoys wide recognition in international human rights law. In the EU, non-discrimination had a specific role to play from the outset of European integration. Despite being founded without explicit reference to human rights, the original Treaty of Rome nonetheless prohibited discrimination on the basis of nationality (now Article 18 TFEU), as well as discrimination regarding pay between men and women (now Article 157 TFEU). Today, the scope of non-discrimination was enlarged, paving the way for Directives on racial equality and non-discrimination in the field of employment on the grounds of religion, disability, age, and sexual orientation. Moreover, the Court of Justice of the European Union (CJEU) identified the principle of equality as a general principle of EU law.

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"Disadvantage at the Intersection of Race and Disability: Key Challenges for EU Non-Discrimination Law". En European Union Non-Discrimination Law and Intersectionality, 57–72. Routledge, 2016. http://dx.doi.org/10.4324/9781315581040-11.

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Casserley, Catherine. "Education". En Blackstone's Guide to the Equality Act 2010, 123–44. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780198870876.003.0006.

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This chapter looks at Part 6 of the Equality Act 2010, which sets out what is unlawful conduct in relation to education. Chapter 1 of Part 6 deals with schools; Chapter 2 with further and higher education; and Chapter 3 with general qualifications bodies. At the time of writing, there is no statutory code of practice in relation to either pre-16 education or further and higher education. The Equality and Human Rights Commission has produced non-statutory guidance, referred to as technical guidance, however, for schools and for further and higher education. There has been relatively little case law in the education field though what there has been has either been brought in the First-tier Tribunal (where disability discrimination cases in schools must be brought) or has tended to focus on race and religious discrimination and been litigated by way of judicial review.

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