Disability and employment : a contemporary disability human rights approach applied to Danish, Swedish and EU law and policy /

Disability and employment : a contemporary disability human rights approach applied to Danish, Swedish and EU law and policy /

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Bibliographic Details
Author / Creator:Ventegodt Liisberg, Maria.
Imprint:Cambridge ; Portland, Or. : Intersentia, c2011.
Description:xv, 414 p. : ill. ; 24 cm.
Language:English
Series:School of Human Rights Research series ; v. 43
School of Human Rights Research series ; v. 43.
Subject:
People with disabilities -- Legal status, laws, etc. -- European Union countries.
People with disabilities -- Legal status, laws, etc. -- Denmark.
People with disabilities -- Legal status, laws, etc. -- Sweden.
Labor laws and legislation -- Sweden.
Labor laws and legislation -- Denmark.
Labor laws and legislation -- European Union countries.
Human rights -- Sweden.
Human rights -- Denmark.
Human rights -- European Union countries.
People with disabilities -- Employment -- Law and legislation.
Denmark.
Europe -- European Union countries.
Sweden.
Format: Print Book
URL for this record:http://pi.lib.uchicago.edu/1001/cat/bib/8689717
Hidden Bibliographic Details
ISBN:9781780680286
1780680287
Notes:Oorspr. proefschrift Maastricht.
Includes bibliographical references (p. 401-410).
Summary in Dutch.
Table of Contents:
  • Acknowledgements
  • List of Abbreviations
  • Part I. Introduction
  • Chapter I. Introduction
  • 1. Research Questions and Purposes
  • 2. Methodology
  • 3. Scope and Structure
  • 4. Some Definitions
  • 5. Disability Employment in Denmark and Sweden in Figures
  • 6. This Thesis in the Context of Existing Research
  • 7. Conclusion
  • Part II. Analytical Framework
  • Chapter II. Human Rights
  • 1. The Contemporary Disability Human Rights Approach
  • 1.1. Methodology for Determining the "Contemporary Disability Human Rights Approach"
  • 1.2. From the End of World War II until the End of the 1960s - Formal Equality and the Medical Model of Disability
  • 1.2.1. Models of Equality and Disability
  • 1.2.2. The United Nations
  • 1.2.3. The Council of Europe
  • 1.3. From the 1970s until 2000s - Substantive Difference Equality and the Minority Model of Disability
  • 1.3.1. The Models of Equality and Disability
  • 1.3.2. The United Nations
  • 1.3.3. The Council of Europe
  • 1.3.3.1. European Convention on Human Rights
  • 1.3.3.2. European Social Charter
  • Current trends - Substantive Diversity Equality and Social Universality Model of Disability
  • The Models of Equality and Disability
  • 1.4.2. TheUnitedNations
  • 1.4.3. The Council of Europe
  • 1.5. The Involvement of Civil Society and Social Partners
  • 1.5.1. Involvement of Civil Society
  • 1.5.2. Involvement of Social Partners
  • 1.6. Conclusion
  • gal Status of Human Rights in Denmark and Sweden
  • 2.1. Human Rights Protection under Domestic Law
  • 2.2. Legal Status of International Human Rights Treaties
  • 2.3. National Disability Action Plans
  • 2.4. Conclusion
  • 3. Conclusion
  • Part III. EU and Domestic Law and Policy
  • Chapter III. EU Law and Policy
  • 1. Introduction
  • 2. Development of EU Disability Policies and Laws
  • 2.1. The Early Years from Treaty of Rome to the Mid-1970s
  • 2.2. Mid-1970s to the Treaty of Amsterdam
  • 2.3. From the Amsterdam Treaty and Onwards
  • 2.4. Conclusion
  • 3. The EU and Human Rights Protection of Persons with Disabilities
  • 3.1. General Human Rights Instruments
  • 3.2. CRPD
  • 3.3. Conclusion
  • 4. Employment Equality Directive
  • 4.1. Definition of Disability
  • 4.1.1. Models of Disability
  • 4.1.2. Delimitation of the Concept of Disability
  • 4.1.3. Definition of Disability and the 'Causal Link'
  • 4.1.4. Conclusion
  • 4.2. Direct Discrimination
  • 4.3. Indirect Discrimination
  • 4.4. Reasonable Accommodation
  • 4.4.1. What are "Appropriate Measures"?
  • 4.4.2. Who is Entitled to Reasonable Accommodation and in Which Situations?
  • 4.4.3. Limitations on the Duty to Accommodate
  • 4.4.4. Reasonable Accommodation, Direct and Indirect Discrimination and Positive Action
  • 4.4.5. Conclusion on Reasonable Accommodation
  • 4.5. Harassment and Instruction to Discriminate
  • 4.6. Scope of Application
  • 4.7. Burden of Proof
  • 4.8. Positive Action
  • 4.8.1. Definition of Positive Action
  • 4.8.2. ECJ Case Law on Positive Action
  • 4.8.3. Disability-Related Positive Action
  • 4.9. Remedies and Sanctions and Victimisation
  • 4.10. Conclusion on Employment Equality Directive
  • 5. Employers' Obligations
  • 5.1. Protection Against Dismissals
  • 5.1.1. Hard-law on Protection Against Dismissals
  • 5.1.2. Soft-law on Protection Against Dismissals
  • 5.2. Health and Safety
  • 5.2.1. Hard-law on Health and Safety
  • 5.2.2. Soft-law on Health and Safety
  • 5.3. Conclusion on Employers' Obligations
  • 6. Employment Promotion
  • 6.1. Hard-law on Employment Promotion
  • 6.2. Soft-law on Employment Promotion
  • 6.3. Conclusion on Employment Promotion
  • 7. Income-Replacement Benefits
  • 7.1. Hard Law on Income-Replacement Benefits
  • 7.2. Soft-law on Income-Replacement Benefits
  • 7.3. Conclusion on Income-Replacement Benefits
  • 8. Involvement of Civil Society and Social Partners
  • 8.1. Civil Society
  • 8.2. Social Partners
  • 8.3. Conclusion
  • 9. Legal Status of Denmark and Sweden under EU Law
  • 10. Conclusions
  • Chapter IV. Equality Law and Policy
  • 1. Introduction
  • 2. Contemporary Disability Human Rights Approach
  • 2.1. Non-Discrimination and Equality
  • 2.2. Definition of Disability
  • 2.3. Positive Action
  • 2.4. Conclusion
  • 3. Overview of Danish and Swedish Equality Law
  • 4. Definition of Disability
  • 4.1. Danish Definition of disability
  • 4.2. Swedish Definition of Disability
  • 4.3. Conclusion
  • 5. Direct Discrimination
  • 5.1. Less favourable treatment
  • 5.2. Comparable Situation
  • 5.3. Causal Link Between Disability and the Differential Treatment
  • 5.4. Exceptions
  • 5.5. Conclusion
  • 6. Indirect Discrimination
  • 6.1. Indirect Differential Treatment
  • 6.2. Objective Justification Clause
  • 6.3. Reasonable Accommodation Clause
  • 6.4. Conclusion
  • 7. Reasonable Accommodation
  • 7.1. Meaning of "Reasonable Accommodation"
  • 7.2. What are "Appropriate Measures"?
  • 7.3. Who is Entitled to Reasonable Accommodation and in Which Situations?
  • 7.4. Limitations on the Duty to Accommodate
  • 7.5. Reasonable Accommodation, Direct and Indirect Discrimination and Positive Action
  • 7.6. Conclusion
  • 8. Scope of Application
  • 8.1. Employer-Employee Relationship
  • 8.2. Membership of Workers' or Employers' Organisations
  • 8.3. Armed Forces
  • 8.4. Self-Employment
  • 8.5. Education and Training
  • 8.6. Related Areas of Transport, Infrastructure and Social Security
  • 8.7. Conclusion
  • 9. Positive Action
  • 9.1. Public Employers
  • 9.2. Private Employers
  • 9.3. Conclusion
  • 10. Conclusion
  • Chapter V. Employers' Obligations
  • 1. Introduction
  • 2. Contemporary Disability Human Rights Approach
  • 2.1. Employers' Obligations Towards Employees with Disabilities and Disability-Related Reduced Working Capacity
  • 2.2. Protection Against Unfair Dismissals
  • 2.3. Dismissals Due to Shortage of Work
  • 2.4. Conclusion
  • 3. Dismissal Due to Disability-Related Reduced Working Capacity
  • 3.1. Material Limitations
  • 3.1.1. Denmark
  • 3.1.2. Sweden
  • 3.1.3. Conclusion
  • 3.2. Protection against Unfair Dismissal
  • 3.2.1. Denmark
  • 3.2.2. Sweden
  • 3.2.3. Conclusion
  • 3.3. Conclusion
  • 4. Adjustment for Reduced Working Capacity
  • 4.1. Denmark
  • 4.2. Sweden
  • 4.2.1. General Duty to Adjust Working Tasks and Conditions
  • 4.2.2. Duty to Rehabilitate Employees on Sick Leave
  • 4.2.3. Reorganisation of Work and Transfer to Another Position
  • 4.3. Conclusion
  • 5. Protection against Dismissals Due to Shortage of Work
  • 5.1. Denmark
  • 5.2. Sweden
  • 5.2.1. Criteria for Choosing Employees set by Law
  • 5.2.2. Special Protection of Persons with Disabilities
  • 5.3. Conclusion
  • 6. EU Law and Policy
  • 7. Conclusion
  • Chapter VI. Employment Promotion
  • 1. Introduction
  • 2. Contemporary Disability Human Rights Approach
  • 2.1. Sheltered Employment
  • 2.2. Supported Employment
  • 2.3. Conclusion
  • 3. Introduction to Danish and Swedish Labour Market Policy
  • 3.1. Danish and Swedish Employment Promotion Policies
  • 3.2. Implementation of Danish and Swedish Employment Promotion Policy
  • 3.3. Conclusion
  • 4. Supported Employment in the Open Labour Market
  • 4.1. Overview
  • 4.2. Reserved to Persons Otherwise Excluded from the Labour Market
  • 4.3. Available to Those Who Need It
  • 4.4. Promote Transition to Open Labour Market
  • 4.5. Usual Benefits of Labour Law
  • 4.6. Conclusion
  • 5. Sheltered Employment
  • 5.1. Overview
  • 5.2. Reserved to Persons Excluded from the Open Labour Market
  • 5.3. Available to Those Who Need It
  • 5.4. Promote Transition to Open Labour Market
  • 5.5. Usual Benefits of Labour Law
  • 5.6. Conclusion
  • 6. EU Law and Policy
  • 7. Conclusion
  • Chapter VII. Income Replacement Benefits
  • 1. Introduction
  • 2. Contemporary Disability Human Rights Approach
  • 2.1. Disability-Specific Provisions
  • 2.2. Non-Disability-Specific provisions
  • 2.3. Work Injury Benefit from a Human Rights' Perspective
  • 2.4. Conclusion
  • 3. Disability Pension
  • 3.1. Available to Those Who Need it and Ensures an Adequate Standard of Living
  • 3.1.1. Long-Lasting Reduced Working Capacity
  • 3.1.2. Partially Reduced Working Capacity
  • 3.1.3. Documentation of Reduced Working Capacity
  • 3.1.4. Level of Benefit
  • 3.1.5. Conclusion
  • 3.2. Dignified Support for Entry into Labour Market
  • 3.2.1. Suspension of Disability Pension
  • 3.3. Design and Administration of Disability Pension
  • 3.4. Conclusion
  • 4. Sickness Benefit
  • 4.1. Available to Those Who Need It and Ensures an Adequate Standard of Living
  • 4.1.1. Measurement of Working Capacity
  • 4.1.2. Level of Sickness Benefits
  • 4.2. Dignified Support for Entry into the Labour Market
  • 4.3. Design and Administration of Sickness Benefits
  • 4.4. Conclusion
  • 5. Rehabilitation
  • 5.1. Available to Those Who Need It and Ensures an Adequate Standard of Living
  • 5.2. Promotes Re-entry into Labour Market in a Dignified Manner
  • 5.3. Design and Administration of Rehabilitation Benefits
  • 5.4. Conclusion
  • 6. Work Injury Compensation
  • 6.1. Design and Administration of Work Injury Compensation
  • 6.2. Equal Right of Persons with Disabilities to Public Work Injury Compensation
  • 6.3. Conclusion
  • 7. EU Law and Policy
  • 8. Conclusion
  • Part IV. Conclusion
  • Chapter VIII. Conclusion
  • 1. Main Findings
  • 2. Employers' Obligations
  • 3. Equality Law and Policy
  • 4. Employment Promotion
  • 5. Income-Replacement Benefits
  • 6. Disability Organisations and Social Partners
  • 7. Rights-Based Approach
  • 8. EU Law and Policy
  • 9. Main Recommendations
  • Summary in English
  • Summary in Dutch (Samenvatting)
  • List of Literature

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