Post by account_disabled on Dec 28, 2023 3:57:35 GMT
Aa general framework for combating discrimination on grounds of religious affiliation or beliefs disability age or sexual orientation with regard to employment and employment with a view to implementation in member states of the principle of equal treatment . The preliminary question asked The Belgian Court of Cassation decided to stay the proceedings and to address the following preliminary question to the Court Article a of Directive must be interpreted as meaning that the prohibition imposed on a Muslim woman to wear a veil at does the workplace not constitute direct discrimination if the rule applicable to.
The employer prohibits all employees from wearing outward signs Country Email List expressing political philosophical and religious beliefs in the workplace The reasoning of the Court The Court of Justice of the European Union has ruled that in certain circumstances the employers behavior in prohibiting its employees from wearing an Islamic veil at work cannot be considered discrimination at work . Such a prohibition must arise as a result of a general and undifferentiated company policy prohibiting the visible wearing of any political philosophical or religious signs in the workplace. The rule of the company must treat all the workers of the enterprise identically imposing on them in a general.
And undifferentiated manner among other things a neutrality of clothing that opposes the wearing of such signs. In the factual situation there would be no direct discrimination based on religion or beliefs within the meaning of art. para. letter a of Directive EC. In fact the company rule would cover any manifestation of such a belief without distinction and according to should only be considered where a person is treated less favorably than he is has been or will be treated in a comparable situation on grounds of religion or belief. Consequently a domestic provision such as that at issue in the main proceedings does not establish.
The employer prohibits all employees from wearing outward signs Country Email List expressing political philosophical and religious beliefs in the workplace The reasoning of the Court The Court of Justice of the European Union has ruled that in certain circumstances the employers behavior in prohibiting its employees from wearing an Islamic veil at work cannot be considered discrimination at work . Such a prohibition must arise as a result of a general and undifferentiated company policy prohibiting the visible wearing of any political philosophical or religious signs in the workplace. The rule of the company must treat all the workers of the enterprise identically imposing on them in a general.
And undifferentiated manner among other things a neutrality of clothing that opposes the wearing of such signs. In the factual situation there would be no direct discrimination based on religion or beliefs within the meaning of art. para. letter a of Directive EC. In fact the company rule would cover any manifestation of such a belief without distinction and according to should only be considered where a person is treated less favorably than he is has been or will be treated in a comparable situation on grounds of religion or belief. Consequently a domestic provision such as that at issue in the main proceedings does not establish.