The Law On Equality Between Women And Men

Original Language Title: Laki naisten ja miesten välisestä tasa-arvosta

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Read the untranslated law here: http://www.finlex.fi/fi/laki/ajantasa/1986/19860609

In accordance with the decision of the Parliament, provides for: 1 section (30.12.2014/1329) the purpose of This Law the purpose of the Act is to prevent discrimination on grounds of sex and to promote equality between men and women, and to this end, improve the position of women, particularly in working life. The purpose of the Act is also to prevent sex-discrimination based on gender identity or expression.

restrictions on the scope of application of article 2 of the law, the provisions of this Act do not apply to: 1) Evangelical Lutheran Church, the Orthodox Church and other religious communities of the activities linked to the exercise of religion; and 2) the members of the family or other relationship between the subject of private life.
The activities of the Parliament, which is related to the Member's mandate, does not apply to article 10 and 11 of section (a), 14 and 17 and to the provisions of article 19. Similarly, the activities of the President of the Republic shall not apply the provisions of article 10 and 11. (17.2.1995/206) 3 L:lla is repealed 17.2.1995/196.

section 3 (30.12.2014/1329) Definitions, a worker for the purposes of this Act any person who undertakes to carry out the contract to someone else (the employer) work under the supervision of the management and salary for payment or for similar consideration or is comparable to the conditions of employment of civil servants in relation to or otherwise in relation to the State, or the rest of the body (the authority). The provisions of this law, shall apply, mutatis mutandis, the conditions of employment of the other deemed the right in relation to the working relationship.
The employer, for the purposes of this Act to an employer within the meaning of subparagraph (1), and julkisyhteisöä. This Act provides for the employer, the employer shall apply by analogy to the labour force from the vuokraavaan company (the company) in the exercise of dominant influence on the part of the employer in the employment contracts Act (55/2001).
The employer shall apply mutatis mutandis to the provisions of the conditions of employment of the legal relationship with the client, the relationship of the assimilated.
For the purposes of this law, the organizers of the training, which will organize the teaching or training in the law.
Gender-identity for the purposes of this Act a person's experience of their own gender.
Sex for the purposes of this law, shall be replaced by ' the sex recorded pukeutumisella, behaviour, or in any other similar manner.
The provisions of this law provides for gender identity or gender expression discrimination, shall apply by analogy to the discrimination that is based on the fact that a person's physical properties are not explicitly determine the sex of a woman or a man.

section 4 (15 April 2005/232) authority the obligation to contribute to the promotion of equality in all its activities, the public authorities shall promote equality between men and women and in a targeted manner and systematically, and to create and establish the administrative and operating procedures to ensure the promotion of equality between men and women in the preparation of the issues and the decision-making process.
In particular, will need to change the conditions that prevent the achievement of equality.
Between men and women, and the promotion of gender equality should be taken into account within the meaning of paragraph 1 and 2 of the access to and the provision of services.

4. (a) section (15 April 2005/232) of the public administration and the composition of the institutions of public authority in government committees, advisory boards and other similar institutions, as well as coordination between municipal institutions of the municipalities, with the exception of the municipal councils will be both women and men constitute less than 40%, unless specific reasons.
If a public authority or the Agency, institution or to the institution-or valtioenemmistöisellä, the company has a Management Board, the Executive Board or other elected officials of the management or administrative body, the institution will be balanced, as well as women and men, except for specific reasons.
Authorities and all the parties, which will be asked to nominate candidates to the bodies referred to in this article, shall, as far as possible, be in a position to propose both women that men for each member per slot.

section 5 (30.12.2014/1329) the implementation of the education and gender equality in education authorities and training providers, as well as other training or instruction in the sponsor must ensure that both boys and girls and men and women have the same opportunities for training and professional development, as well as the educational, research, and educational material to support the achievement of the purpose of this Act. Equality will be promoted in education and in the teaching of children's age and development.

(5) (a) section (30.12.2014/1329) measures to promote equality, colleges of education, the Organizer is responsible for ensuring that the annual equality plan in cooperation with the staff of the oppilaitoskohtaisesti and pupils or students. The plan can be included as part of the curriculum, or other educational institution.
The value of the plan for gender equality shall consist of: 1) with a report on the situation of gender equality in the institution;
2) the necessary measures to promote gender equality;
3) an estimate of the value of the previous equality plan, the implementation and the results of the measures contained in the.
Particular attention should be given to the pupil or student choices, teaching, learning and evaluation, as well as to the differences between sexual harassment and the prevention and elimination of gender-based harassment.
Instead of the annual review of the plan can be established for a maximum of three years at a time.

section 6 (15 April 2005/232), the employer's duty to promote equality in the workplace for each employer must promote gender equality in a targeted manner.
In order to promote equality in the workplace, the employer shall, taking into account the resources available and other relevant factors: 1) Act in such a way that the open tasks as to both women and men;
2) contributes to the balanced integration of women and men in the various tasks and to create equal opportunities in the promotion;
3) promote equality between men and women in working conditions, in particular remuneration;
4) develop working conditions so that they are suitable for both women and men;
5 with regard to women and men in working life) and family life by paying attention to particular working arrangements; and 6) Act in such a way that in advance to prevent discrimination on grounds of sex.

section 6 (a) (30.12.2014/1329) measures to promote gender equality in the workplace If the conditions of employment of the employer in relation to the number of staff is on a regular basis, at least 30 employees, the employer shall be drawn up in at least every two years, in particular, remuneration and other conditions of service of the equal opportunities plan, which will be implemented in accordance with the measures for the promotion of equal treatment. The plan may be included in the training of the staff and in the action programme in the plan or the health and safety at work.
The equality plan must be drawn up in cooperation with the steward, confidence in the safety and health supervisor or other authorized, with representatives of the bodies designated by the staff. Employees ' representatives must be sufficient for their participation and influence in drawing up the plan.
The value of the plan for gender equality shall consist of: 1) with a report on the situation of gender equality in the workplace and as part of the specification of the proportions of women and men in the different missions, as well as the entire staff of the mapping women's and men's wages and wage differences in the tasks of the classification;
2) the necessary measures are configured or planned to be taken to promote gender equality and palkkauksellisen in order to achieve gender equality;
3) an estimate of the value of the previous equality plan, the implementation and the results of the measures contained in the.
The value of the plan for gender equality and its updating is to inform the staff.
The salary survey can be used to locally agree to at least every three years, if the value of the plan for gender equality for the rest, are made on an annual basis.

Article 6 (b) (30.12.2014/1329) Salary Survey Salary Survey to determine that employment with the same employer in the same or of equal value between women and men who are working not in unjustified wage differentials.
If the salary survey, on the basis of the level of difficulty or tehtäväryhmittäinen or any other groups formed the clear differences between women's and men's wages, the employer must determine the causes of the pay gap and the criteria. If the workplace has enabled recruitment systems, where wages are made up of parts of the wage differences in the causes, you look at the basic salary.
If there is no acceptable reason for differences in pay, the employer shall take appropriate corrective action.

Article 6 (c) (30.12.2014/1329) to gender identity or gender expression discrimination prevention authorities, training providers and other training or education sponsor communities and employers must prevent gender-discrimination based on gender identity or expression in a targeted manner.
The obligation referred to in paragraph 1 above, shall take into account the educational institution and the employer (5) (a) and 6 (a) in accordance with article equality plans in preparation for, and the promotion of equality measures.

section 7 (30.12.2014/1329) the prohibition of direct and indirect discrimination, discrimination on the basis of gender is prohibited.
Direct discrimination based on grounds of sex for the purposes of this law:

1) women's and men's different status on the basis of gender;
2 setting the pregnancy or birth) to a different drive due to the fault of the;
setting a different drive) gender identity or gender expression.
Indirect discrimination on the grounds of sex for the purposes of this law: 1) in a different position setting on the grounds of sex, gender identity or gender expression in relation to the provision, criterion or practice, affecting basically neutral, if the effect of the procedure may actually be at a disadvantage on the basis of gender;
2 the placing of parenting or family) in a different position on the basis of the service obligation.
The procedure referred to in paragraph 3, however, is not discrimination, if it is aimed at an acceptable objective and the means chosen must be appropriate and necessary to achieve this objective.
Discrimination is prohibited, regardless of whether that person or someone else in the fact or assumption.
Sexual harassment and harassment on the basis of gender, as well as an instruction to engage in discrimination on grounds of sex shall be considered discrimination within the meaning of this Act.
For the purposes of this Act, the use of sexual harassment: where any form of verbal, non-verbal or physical conduct of a sexual nature unwanted conduct with the purpose or effect of violating a person's mental or physical integrity, in particular when creating an intimidating, hostile, degrading, humiliating or oppressive atmosphere.
Harassment based on the grounds of sex for the purposes of this law, a person's gender, gender identity or gender expression of unwanted conduct of a sexual nature, which is not, and with the purpose or effect of violating the physical integrity of, and to this mental or of creating an intimidating, hostile, degrading, humiliating or oppressive atmosphere.

section 8 (30.12.2014/1329) discrimination in the employer's discrimination prohibited by law shall be considered in the procedure, if an employer: 1) work in taking, or post or training when choosing to displace the person who is ansioituneempi as elected a person of the other sex, unless the employer's conduct is not acceptable due to other factors like gender, or, in the absence of the quality of work or the task's procedure, not due to the heavier weight and acceptable reason;
2 the work of taking, or training) in choosing the duration of or the continuation or termination of service or salary or other conditions of employment of the person who is in such a way that, when deciding the forced pregnancy, birth, or any other reason related to sex at a disadvantage;
3) to apply the pay or other conditions of service, in such a way that the worker or workers are at a disadvantage on the basis of gender as one or more of the other employer in the same or a worker employed on an equal footing;
4) will lead to a job, to share in the workplace or otherwise organize in such a way that the working conditions of one or more of the employee at a disadvantage compared to on the basis of gender;
5) terminates, or the conditions of employment of, or to otherwise terminate the transfer or lay off of one or more employees on the basis of gender.
Under paragraph 1, the procedure laid down in paragraphs 2 to 5 of this Act prohibited discrimination is, even when it is based on gender identity or gender expression.
Under paragraph 1, the procedure laid down in paragraphs 2 to 5, however, is not discrimination in the case of article 7 (4) of the situation referred to in that article and, for any valid reason, in accordance with that provision.

section 8 (a) (19 December 2008/1023), the prohibition of Employer retaliation procedure should be considered discrimination prohibited by this Act, if a person is terminated or otherwise at a disadvantage after he has relied on the rights and obligations provided for in this Act or participated in the issue of gender discrimination.
This Act prohibited discrimination shall be taken to the fact that the provider of the goods or services set to work to the disadvantage of the person or treats him in such a way that the negative consequences of the subject after he has relied on the rights and obligations provided for in this Act or participated in the issue of gender discrimination.

section 8 (b) (15 April 2005/232) Discrimination in educational establishments, as well as other training and education institution of the communities shall be kept in this Act, the procedure for organising discrimination prohibited, if a person is placed in the context of student choices, education, credit, or other educational institution or in the community on the basis of the actual functioning of gender disadvantage or otherwise will be treated as referred to in article 7. This article does not apply to the organisers and the teaching of the schools referred to in perusopetuslaissa.

Article 8 (c) (15 April 2005/232) Discrimination prohibited by this law intermediary bodies procedure shall be considered as discrimination if the person will be set on the basis of gender disadvantage in the labour market or the rest of the professional activities of a member of the lobby organisation of access to the benefits of, or otherwise, of the adoption of or are being treated within the meaning of article 7.

8 (d) of section (15 April 2005/232) of the employer's Harassment in the workplace, discrimination prohibited by law shall be considered in the procedure, if the employer, after receiving information that an employee is a victim of sexual or gender-based work, fails to take measures to eliminate harassment that are available.

Article 8 (e) (19 December 2008/1023) discrimination in the access to goods and services and in the provision of goods or services, the provider of the procedure shall be considered discrimination prohibited by this Act, if a person is placed in the public or private sector in the provision of goods and services available to the general public on the basis of gender disadvantage or otherwise, will be treated within the meaning of article 7.
The provision of goods and services exclusively or primarily to members of one sex, however, is allowed, if it is justified by the legitimate objective and this objective through appropriate and necessary means.
This article does not apply to the content of media and advertising or to education.
With regard to the use of sex as a factor in insurance premiums and benefits is valid, what the insurance company Act (521/2008), the Insurance Association Law (1250/1987) and the foreign insurance companies Act (395/1995).

section 9 (15 April 2005/232) for the Procedure, which is not to be regarded as discrimination within the meaning of This law, there is no discrimination on the grounds of sex shall be deemed to be: 1) special protection of women during pregnancy or childbirth;
2) compulsory military service only for men tweaking;
3 the approval of either the women's or men's) only the rest of the members of the Organization of the annual Association of the labour market, if this is based on the specific provision of the rules of the Association; If the Association is the professional organization for the rest of the interest of the control, in addition to the requirement that the purpose of the implementation of this law, an organization working for; rather than specific measures based on temporary, 4) plan to promote de facto equality, the purpose of the implementation of this law, with the aim of.

section 9 (a) (15 April 2005/232), the burden of proof If someone who considers themselves to discrimination within the meaning of this Act, submit to this law referred to relevant court or competent authorities in dealing with the facts, on the basis of which it may be presumed that there has been discrimination on the basis of gender, the defendant must prove that the equality between the sexes have been violated, but that the procedure is due to the other on a matter like sex,. Provision shall not apply to criminal proceedings.

section 10 (19 December 2008/1023), the employer's duty to report on the scheme at the request of the employer shall, without delay, provide written explanation of the scheme for those who consider themselves start to feel a sense of paragraph 8(1) of the measures referred to in paragraph 1. The report will be reflected in the conduct of the employer selection criteria, training, selected work-and the rest of the experience, as well as the merits of the other choice had a clearly demonstrable and indices.
The employer shall, without delay, provide written explanation of the reasons for the same procedures for the work of the applicant or employee, who consider themselves section 8, subsection 1 or to paragraphs 2 to 5 of the 8 (a) and 8 (d) referred to in article discrimination.
The employer shall provide a statement of the reasons for this in terms of pay for the employee and the other employees the necessary information, on the basis of which an assessment can be made under section 8 (2) or (3) the prohibition of wage discrimination.

On the basis of the collective agreement, the selected trust the man and the law on employment contracts, as referred to in section 3 of Chapter 13 of the trust or as relevant in the workplace has been agreed upon, other workers ' representative is an independent right to obtain information about the individual pay and working conditions with the consent of the employee or employee group, or, as a collective agreement has been agreed on, when there is reason to suspect pay discrimination on the basis of gender. If the data relates to an individual's salary, the person concerned shall be notified that the information has been given. Steward, a representative of the trust or other employees may not be disclosed to any other salary and working conditions.
The report may not be information about anyone's health or other personal circumstances without the consent of the.

section 10 (a) (15 April 2005/232) from the educational institution for the obligation to report on the scheme of the institution, as well as other training and education to organise, at the request of the Community shall without delay give written explanations for the clever students who consider themselves discriminated against as specified in paragraph 8 (b).
The report may not be information about anyone's health or other personal circumstances without the consent of the.

section 11 (May 29, 2009/369) Credit It has 8 or an 8 (a) and 8 (e) the prohibition of discrimination referred to in article, is liable to pay damages and interest to a refund.
Compensation is to be paid at least 3 240 euros. Työhönottotilanteessa compensation has to be paid to a maximum of 16 210 euros for job seekers, for which the employer is able to demonstrate that he would not be selected for the job, even if the choice would be made on a non-discriminatory basis. A refund, regard shall be had to the nature and extent of discrimination, as well as its duration, as well as in respect of the same Act, under the law, a person convicted of a violation of or to be paid by the financial penalty.
Compensation may be reduced by the minimum amount provided for above, or the obligation to pay compensation to remove completely, if it is considered reasonable, taking into account the financial position of the efforts of the victims and to prevent or remove the effects of the procedure, as well as other conditions.
In addition to the allowance for the run does not prevent to require compensation for the economic loss damages Act (412/1974) or any other law.

section 12 (19 December 2008/1023) require a Credit Allowance is required to be put in issue in an action must be brought in the District Court in whose area of jurisdiction is overseen by the employer, educational institution, or to the provider of the goods or services to the General Court.
For carrying out the action for compensation shall be increased to a violation of the prohibition of discrimination within two years. Työhönottotilanteissa the action, however, is to be raised within a year for infringement of the prohibition of discrimination.
When running the application on the basis of the discrimination has been initiated in respect of the allowance, and more has the right to demand compensation for the same Act or omission, it is all the credit requirements, in so far as it is possible, to be dealt with in the same proceedings.

section 13 (15 April 2005/232) section 13 is repealed by L:lla on April 15, 2005/232.

section 14 prohibition of Discriminatory advertisements in the Job or training place shall not be informed either the women's or men's to be picked up, the quality of work or the task's purpose in this is not due to the heavier weight and acceptable reason, or this is not based on section 9, subsection 2, to the implementation of the plan referred to in paragraph 4. (8.7.1992/624) is repealed by L:lla 17.2.1995/206.

14 (a) of section (21.4.1995/691), the penalty provisions of the Criminal Code provides for the punishment of discrimination in working life, chapter 47, section 3.
The penalty provided for in paragraph 4 of article 10 the obligation of professional secrecy for violation of section 2 of chapter 38 of the Penal Code condemns: (2), unless the Act is not punishable under the Penal Code, chapter 40, section 5 of the criminal law or of a country other than in section 1 of chapter 38 provide for more severe punishment.
That violates the prohibition in article 14 the place of training to be picked up for the notification, must be condemned in a discriminatory way ilmoittelusta to a fine. The Prosecutor may bring a lawsuit against discriminatory ilmoittelusta only on the basis of a High Commissioner for gender equality. (2011/488) section 15 (30.12.2014/1329), requesting an opinion of equality and the gender equality Board, the Court may ask for equality and equal value of the opinion of the Court of 7, 8, 9 (a) and 8 (e) and on the application of article 14 of this law with respect to the objectives of an important fact.

section 16 (30.12.2014/1329) to the Control of the authorized for gender equality and equality and the gender equality Board to monitor compliance with this Act, the public administration and in the private as well as the operation of the business as referred to in this law, as well as separately.

section 17 (30.12.2014/1329) provision of gender-equality officer authorized shall have the right, free of charge, to the public authorities the information necessary for the supervision of compliance with this law, notwithstanding a thing or document from the public eye.
Any observations filed by the equal value of the supervisor has the right within a reasonable period of time to get any of this law for the control of compliance with the necessary information, as well as to require the submission of this document held by the Court, unless this is not according to the law, the right or obligation to refuse to give evidence or presenting the document.
At the request of the employee wage discrimination, doubt, section 10 (4) a representative within the meaning of the employee has the right to obtain information about pay and conditions for an individual employee, the officer responsible for gender equality, when reasonable doubt there is. The gender equality representative of the High Commissioner will provide the information without delay, but within two months of receipt of the request. If the equality delegate refuses to give the information required by the employee's representative may refer the matter to the equality and the gender equality Board.
The Church and the parish church of evankelisluterilaisessa on access to documents laid down separately.

section 18 (19 December 2008/1023) and the assistance of the equality officer has the right to carry out necessary inspection of the workplace, college or etujärjestössä, or to the provider of the goods or services in the business premises, if there is reason to believe that a violation of this Act or that is done in the value of the obligations laid down in the law of equality would not otherwise have been complied with.
The equality officer has the right to audit for the assistance of other public authorities.
The inspection shall be provided in such a way that it does not unduly inconvenience or expense.

section 19 (30.12.2014/1329) to take directions and guidance from the Administration, which has doubts about themselves in this law may apply to discrimination within the meaning of the equality officer responsible for guidance and advice.
When it detects that the obligations laid down in this law have not been observed or that otherwise infringes the provisions of the law, equality officer guidance and advice to ensure that the unlawful conduct will not be extended or renewed.
When it detects that the organizer of the training or the employer referred to in paragraph 2 of the guidelines or advice in spite of neglect (5) (a) or 6 (a) the obligation provided for in article to draw up a plan for gender equality, the Equality Ombudsman may set a reasonable time limit within which the obligation must be fulfilled.

under section 20 (30.12.2014/1329) the equality and the gender equality Board of supervisor or the Central Organisation of the labour market, may 7, 8, 9 (a) and 8 (e) and article 14 of the rules of procedure of the contrary to the provisions of the equality and equal opportunities Board for the procedure referred to in article 21.
Equality Ombudsman may 5 (a) and 6 (a) contrary to the rules of procedure of the article the equality and the gender equality Board within the meaning of section 21 of the procedure.
Equality and equal opportunities Tribunal does not, however, be placed on the issue, which applies to the President of the Republic, consisting of the Government plenary session, on the part of the courts and other judicial bodies, the State Council, the Chancellor of Justice or the Parliamentary Ombudsman. The diet of the matter to be placed on the Board only when the issue is the speaker of the Parliament, or the activities of the authority or of the Agency as an employer.
The equality and equal opportunities Board provides for equality and the gender equality Board (1327/2014).

section 21 (30.12.2014/1329) equality and gender competence of the Board of the unlawful conduct of the Equality and equal opportunities, the Board may deny it, that was 7, 8, 9 (a) and 8 (e) or in breach of the provisions of article 14 of the procedure, if necessary, from continuing or renew the penalty of a fine.
The threat of a fine may be imposed on it, to which the prohibition applies, or to his authorized representative, or both.
A ban on entry of the prohibition can be at the same time, decide that it is to be followed until the date indicated in the decision, if it is appropriate, that the velvoitetulle is reserved for a reasonable period of time to change the conditions or the ban on the procedure.
A proposal from the High Commissioner for gender equality equality and equal opportunities, on pain of a fine, the Panel may, if necessary, order the training Organizer or an employer who has failed to (5) (a) or 6 (a) the obligation referred to in section, the amount of time to draw up the plan for gender equality.

21 (a) of section (30.12.2014/1329) to the High Commissioner the right to equality, the equality delegate penalty set the section referred to in paragraph 17 of the notification and of the obligation of submission of the document was the purpose of the periodic penalty payment. The periodic penalty payment to be paid by condemnation of equality and the gender equality Board.

The threat of a periodic penalty payment of the fine, the law provides otherwise (1113/1990).

section 22 (30.12.2014/1329) section 22 is repealed by L:lla 30.12.2014/1329, which at the time of the entry into force of the law, stabilised against. The previous wording: article 22 (15 April 2005/232), the Board of appeal, an appeal is brought against a decision of the equality by appealing to the administrative court. The appeal is valid, what administrative act (586/1996).
Article 21 of the gender equality Board, pursuant to a decision by the prohibition and the requirement is now to be followed, even if it did not have legal force, unless the Board or the administrative court.

section 23 (15 April 2005/232) for the review of the amounts of the allowance in the euro article 11 (2) of the regulation of the Council of State of the euro the amounts mentioned shall review the change in the value of the kolmivuotiskausittain money.

section 24 of regulation on the implementation of the provisions of this Act, the authority shall be adopted, where the need for further regulation.

Article 25 entry into force and transitional provisions (6.5.1988/406) this law shall enter into force on 1 January 1987.
Before the entry into force of this law may be to take the measures needed to implement the law.
The provisions of this Act do not apply, to the extent that they are incompatible with the collective bargaining agreement prior to the entry into force of this law, official with the condition or condition of the agreement. This section 4 (2) of the provision does not imply any obligation to change before the entry into force of the laws of the State of the Committee, the Board or any other similar institution.
4 article has been repealed, resided/1037 L:lla. THEY 57/85, the second lvk. bet 4/86, Svk. Mrs 79/86 acts entry into force and application in time: 6.5.1988/406: this law shall enter into force on 1 June 1988.
This section 4 (2) of the provision does not imply any obligation to change before the entry into force of the law set out in the composition of the municipal institutions.
THEY'RE 192/87, the second lvk. bet 2/88, Svk. bet 21/88 8.7.1992/624: this law shall enter into force on 1 August 1992.
THEY SuVM 63/92, 4/2/92 92, TyVM 17.2.1995/196: this law shall enter into force on 1 April 1995.
THEY PuVM 131/94, 4/94 17.2.1995/206: this law shall enter into force on 1 March 1995.
Article 4 of the law shall be applied in accordance with the principle of the (2) after the entry into force of the quota imposed on institutions.
THEY'RE the 90/94, TyVM 10/94, annex XVIII to the EEA Agreement, Council Directive (75/117/EEC), Council Directive (76/207/EEC), Council Directive (79/7/EEC), Council Directive (86/378/EEC), Council Directive (86/613/EEC), Council Directive (92/85/EEC) 21.4.1995/691: this law shall enter into force on 1 September 1995.
THEY'RE 94/93, LaVM SuVM 10/22/94, 94, resided/10: this law shall enter into force on 1 December 1997.
THEY PeVL 26/174/1997, 1997, Shub 21/1997, covering the period/71 173/1997 EV: this law shall enter into force on 1 June 2001 THEY 157/2000, TyVL 13/2000, 15 April 2005/232/215 2000 EV: this law shall enter into force on 1 June 2005. Before the entry into force of the law can be used to take the measures needed to implement the law.
THEY are 195/2004, TyVM 3/2005, EV/24/2005 19 December 2008 1023: this law shall enter into force on 1 January 2009.
Before the entry into force of the law can be used to take the measures needed to implement the law.
THEY are 153/2008, TyVM 14/2008 EV 186/2008, Council Directive 2004/113/EC (32004L113); OJ No l L 373, 21.12.2004, p. 37 may 29, 2009/369: this law shall enter into force on 15 June 2009.
Before the entry into force of the law can be used to take the measures needed to implement the law.
THEY'RE 44/2009, TyVM 4/2009 on the EV 58/2009 of the European Parliament and of the Council Directive 2002/73/EC (32002L0073); OJ No l L 269, 5.10.2002, p. 15, 2011/488: this law shall enter into force on 17 May 2011.
THEY LaVM 34/286/2010, 2010, EV 30.12.2014/311/2010 1329: the entry into force of this Act specifically provided for by law.
This law is in force in accordance with the L, 1347/2014 1.1.2015.
THEY 19/2014, THEY 111/11/2014, 2014, TyVM EV 223/2014