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Law on equality of soldiers of the Bundeswehr

Original Language Title: Gesetz zur Gleichstellung von Soldatinnen und Soldaten der Bundeswehr

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Law on Equality between Soldatinnen und soldier der Bundeswehr (Soldatinnen-und Soldatequality Law-SGleiG)

Unofficial table of contents

SGleiG

Date of completion: 27.12.2004

Full quote:

" Soldatinnen-und Soldatequation Act of 27 December 2004 (BGBl. I p. 3822), most recently by Article 21 of the Law of 24 April 2015 (BGBl. 642).

Status: Last amended by Art. 21 G v. 24.4.2015 I 642

For more details, please refer to the menu under Notes

Footnote

(+ + + Text evidence from: 1.1.2005 + + +)
The G was referred to as Article 1 (d). G v. 27.12.2004 I 3822 of the Bundestag. It's gem. Article 10 of this G entered into force on 1 January 2005. Unofficial table of contents

Content Summary

Section 1
General provisions
§ 1 Aim of the law
§ 2 Principles
§ 3 Scope
§ 4 Definitions
Section 2
Measures for the equality of soldiers
§ 5 Principle, corresponding application of rules
§ 6 Recruitment, Posts of Service
§ 7 Acceptance procedure
§ 8 Selection decisions for career advancement
§ 9 Qualification, deprivation prohibitions
§ 10 Initial, continuing and continuing training
§ 11 Equality Plan
Section 3
Reconciliation of family and service for soldiers
§ 12 Family-friendly working hours and framework conditions
§ 13 Part-time employment and family-related leave
§ 14 Change to full-time employment, professional re-entry
§ 15 Prohibition of discrimination in part-time work and family-related leave of absence
Section 4
Equal opportunity commissioner, equality confidence woman
§ 16 Principles
§ 16a Election and election rights in military organisational areas
§ 16b Election and voting rights in civil organisational areas
§ 16c Election and election rights in the Federal Ministry of Defence and in other services
§ 16d Equality confidence woman
§ 16e Early exit
§ 16f Election Appeal
§ 16g Authorisation
§ 17 Coordination, step-sharing
§ 18 Legal status
§ 19 Tasks
§ 20 Information and participation
Section 21 Right of appeal
Section 22 Judicial procedure
Section 5
Statistical data, report
Section 23 Statistical data
§ 24 Report

Section 1
General provisions

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§ 1 Objective of the Act

(1) This Act provides for the equality of soldiers of the Bundeswehr, as well as the elimination of existing and the prevention of future discrimination on grounds of sex. Under the terms of this law, women soldiers are encouraged to reduce existing disadvantages. The aim of the law is also to improve the compatibility of family and service for soldiers. This does not affect the fulfilment of the obligations of the armed forces. (2) Legal and administrative provisions for soldiers are intended to express the equality of women and men linguistically as well. This also applies to official correspondence. (3) Service-grade designations can be fixed in female form for female soldiers. Unofficial table of contents

§ 2 Principles

(1) All soldiers, in particular those with superiors and managerial responsibilities, are required in their areas of responsibility to promote equality between women and men. This also applies to soldiers who carry out service duties outside the armed forces. In the sense of this law, it is also the duty of civilian superiers to which soldiers are subject. (2) Equality between women and men is a continuous guiding principle in all areas of responsibility of the services and in their cooperation shall be taken into account. Unofficial table of contents

§ 3 Scope

(1) (omitted) (2) In the case of the division of tasks of the Division of the Federal Ministry of Defence into the legal form of a company of private law, the appropriate application of this Act shall be worked out. (3) The provision of voluntary state services by services within the remit of the Federal Ministry of Defence to institutions is to be ensured by contractual agreements that these institutions have the basic principles apply this law. (4) This law is in tension and No defence case applicable. (5) This law shall apply in the context of special uses abroad, unless the Federal Ministry of Defence declares it in individual cases to ensure the safety or readiness of the In this case the Federal Ministry of Defence shall inform the German Bundestag of this without delay. Unofficial table of contents

§ 4 Definitions

(1) Family obligations within the meaning of this Act shall exist if a soldier or a soldier is in fact caring for at least one child under the age of 18 years or a family member or a member of the family who is in need of care in accordance with medical advice. or maintains. (2) Areas within the meaning of this Act are:
1.
the individual career groups and runways, as well as grades,
2.
the status groups of the professional soldiers, as well as the time and soldiers of temporary military service, the voluntary service providers and the reservists, who provide an active reserve service,
3.
the military areas of organization,
4.
the civil organization areas.
(3) Services within the meaning of this Act are the Federal Ministry of Defence, the military and civilian services of the Bundeswehr, as well as the troop parts. (4) Qualification within the meaning of this Act are suitability, competence and performance. (5) Soldiers must be regarded as under-represented if their share in the individual areas referred to in paragraph 2 in all careers, with the exception of the career of the medical service below 15 per cent, in the career of the medical service below 50% (6) Immediate discrimination against female soldiers is provided if: who, on the basis of their sex in a comparable situation, experienced less favourable treatment than soldiers, experienced or would be experienced. Indirect discrimination against female soldiers shall be the case if, according to neutral rules, criteria or procedures, the soldiers are able to discriminate against the soldiers in a special way, unless the persons concerned are concerned. Rules, criteria or procedures are justified by a legitimate aim and the means are appropriate and necessary in order to achieve this objective. (7) (omitted)

Section 2
Measures for the equality of soldiers

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§ 5 Principle, corresponding application of rules

(1) This section is to be applied unless a specific sex is indispensable for the activity to be performed. (2) In the case of non-discrimination against the prohibition of discrimination on the grounds of a service, and in the case of non-discrimination, the § 12 of the Soldatinnen-und soldier-Equal Treatment Act applies to the professional advancement. Unofficial table of contents

§ 6 Personnel advertising, post announcement

(1) recruits for recruitment and post-office announces for the armed forces must address both women and men. The entire display text must not only be tailored to people of one sex. In advertisements for areas in which women soldiers are under-represented in accordance with § 4 (5), it should be emphasized that applications for women are welcome and that women are given preferential treatment with the same qualification. (2) Show on the In view of the possible future functions of the candidates, recruitment advertising must be subject to the requirement and qualification profile of the career or areas of use, but at least one indication of access to relevant information. Service post announces must be consistent with the requirements of the posts to be filled. Unofficial table of contents

Section 7 Accepting procedures

(1) In areas where female soldiers are under-represented, at least as many women as men are to be considered in acceptance procedures, provided that applications from women are available in sufficient numbers and the applicants are required to have the necessary information. Requirement and qualification profile. If women are under-represented in individual areas, they are to be given preferential treatment with the same qualification, unless there are reasons for the person of a competitor. (2) Questions concerning the marital status, one of the following questions are: In addition to professional activities, pregnancy and/or care for children, persons with disabilities or other dependants is not permitted to take place. Medical examinations for the determination of physical fitness shall not extend to the existence of a pregnancy without the express consent of the applicant in accordance with § 4a of the Federal Data Protection Act (Bundesdatenschutzgesetz). (3) Test commissions should be filled in equal parts with women and men. Unofficial table of contents

§ 8 Selection decisions on career advancement

If women are under-represented in individual areas, they should be given priority in the career advancement with the same qualification. This applies in particular to vocations in the service relationship, conversions of the service relationship, promotions, career changes and for conducive use decisions. Something else applies exceptionally only if there are grounds for overriding reasons in the person of a competitor. Section 7 (2) and (3) shall apply accordingly. Unofficial table of contents

§ 9 Qualification, Prohibition of deprivation

(1) The determination of the qualification shall be determined in accordance with the requirements of the relevant uses and in accordance with the conditions of training, professional experience and achievements. Specific experience and skills acquired through care and care tasks shall be taken into account in so far as they are relevant for the exercise of their respective activities. Where certain uses cannot be carried out in part-time employment, other uses should be offered in order not to disproportionately impede professional advancement. (2) The following reasons are given in the comparative assessment not to be considered:
1.
Leave of absence, part-time employment or delays in the completion of individual training courses on the basis of the perception of family responsibilities,
2.
Burdens due to the care of children or other dependants,
3.
the income situation of the spouse or the spouse, the partner of life or the life partner, the partner of life or the partner of life.
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§ 10 Training, further education and training

(1) The services must, through appropriate measures, support the training and further training of women soldiers. (2) The services must enable the participation of soldiers with family responsibilities in an appropriate manner, provided that: do not stand in the way of official reasons. Where necessary and possible within reasonable limits, additional events are to be offered, which correspond to the spatial and temporal needs of soldiers with family responsibilities. Childcare options are to be offered when necessary. On a case-by-case basis, ineligible childcare costs can be reimbursed on request for the duration of the participation in the service activities of the training, continuing education and further training. (3) The person responsible for personnel management and personnel processing Staff and staff in functions with management and management tasks are to be offered further training on measures to promote equality between soldiers and the reconciliation of family and service. Appropriate training courses for the department are to be provided. (4) Soldatinnen are to be used more strongly as heads of training courses. Unofficial table of contents

§ 11 Gender Equality Plan

(1) The equality plan shall be an instrument of personnel planning, in particular personnel development, and for the equality of soldiers. Its implementation is a special obligation of the military personnel management as well as of the disciplinary managers. (2) The equality plan must describe the situation of the soldiers in comparison to the situation of the soldiers and the previous funding Evaluate the Soldatinnen in the individual areas (§ 4 para. 2). In particular, it is necessary to provide for measures to increase the level of personnel and organisational improvements required by specific targets in order to increase the share of women in the individual areas. In each equality plan, in areas where female soldiers are under-represented, the number of female soldiers corresponding to the quota referred to in § 4 (5) shall be determined for the filling of posts. Personal data may not be included in the equality plan. (3) The equality plan shall be drawn up by the services in which an equal opportunity officer is to be elected, in consultation with the relevant staff-processing services and shall be drawn up for four years, with the participation of the competent equality officer at an early stage. It is to be adapted after two years of current development. Whereas, in particular, the reasons and complementary measures should be included where it is apparent that the objectives of the equality plan cannot otherwise be achieved or cannot be achieved within the time limits laid down. (4) The equality plan and the updates shall be published in the services covered by this Directive. The equality plan must be made available to the disciplinary supervisor and the specialist supervisor separately. (5) If the objectives of the equality plan have not been implemented, the reasons for the next step are to be taken into account. To present an equality plan and to inform the supervising office and the specialist supervisory authority in addition.

Section 3
Reconciliation of family and service for soldiers

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§ 12 Family-friendly working hours and framework conditions

The department has to offer working hours and other framework conditions which make it easier for soldiers to reconcile family and service, as far as important service reasons do not stand in the way. Unofficial table of contents

Section 13 Part-time employment and family-related leave

(1) In accordance with § 30a of the Soldatengesetz (Soldatengesetz), part-time employment and, in accordance with § 28 (5) and (7) of the Soldatengesetz (Soldatengesetz), a family-related leave of absence is to be made possible for soldiers. (2) Soldatinnen und soldier, who If you apply for a part-time or family-related leave of absence, you should be aware of the consequences of the service and the service law. (3) The office has to ensure that the soldiers in part-time employment one of their discounted In the case of the other soldiers of the department, there are no unreasonable service burdens for the other soldiers in the service. Unofficial table of contents

§ 14 Change to full-time employment, professional re-entry

(1) Part-time workers applying for full-time employment, and certified soldiers with family responsibilities who apply for an early return from the leave of absence, shall be required to comply with their (2) The service centre has the connection to the profession and the professional staff by means of suitable measures, for reasons of family leave, for reasons of family leave. To facilitate re-entry. These include timely information on training measures and the offer to participate during or after the leave of absence. Participation in a training course during the leave of absence shall be based on the right to an exemption from the service after the end of the leave of absence. The duration of the exemption from the service depends on the duration of the training measure. (3) With the soldiers, personnel discussions are to be held in good time before the end of a leave of absence due to family reasons, in which they are informed about the Possibilities of use after the leave of absence are informed. Unofficial table of contents

Section 15 Prohibition of discrimination in part-time work and family-related leave of absence

(1) Part-time employment may not have an adverse effect on professional progress and on the service assessment. A different treatment of part-time and full-time employees is only permissible if important factual reasons justify them. (2) Paragraph 1 shall apply mutatily for family duties Soldiers; regular equal treatment of periods of leave of absence, part-time and full-time employment. (3) In the case of promotions, the resulting leave of absence from the family-related leave of absence is (4) Soldatas and soldiers may be required to take appropriate account of the delay. during a leave of absence referred to in paragraph 2, if the suitability for the higher grade has been demonstrated prior to the leave of absence and the remaining conditions of the other career conditions are satisfied.

Section 4
Equal opportunity commissioner, equality confidence woman

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§ 16 Principles

(1) The Equal Opportunities Officer shall be elected by secret ballot. Re-election is admissible. (2) The elected candidate shall be appointed by the office of office for four years to the Equal Opportunities Officer. If there is no candidate, the office appoints an equal opportunity commissioner from the group of eligible female candidates until the appointment of a elected candidate. The appointment requires the approval of the Soldatin. (3) A deputy is elected and appointed for the equal opportunity commissioner. In the case of large areas of responsibility or complex duties, two alternates shall be elected and appointed. (4) In the case of paragraph 2, paragraphs 1 and 2 shall apply in respect of the election and appointment of the deputy. (5) The Equal Opportunities Officer and her deputy shall not be allowed to represent or represent a staff member during her term of office. Disabled representatives and only in their capacity as Gender Equality Officer shall be involved in human resources matters. They may also not be a trusted person in accordance with the Soldatenbeteiligungsgesetz (Soldatenbeteiligungsgesetz). Unofficial table of contents

§ 16a Election and voting rights in military organisational areas

(1) In the military areas of organization, an equal opportunity representative is elected for each department of the division level. Eligible and eligible are all the Division's Soldatinnen as well as the Soldatinnen of the departments subordinated to the Division. In the case of services of a comparable level, the rates 1 and 2 apply. (2) An equal opportunity representative is also elected in departments which are superior to the division level or to the departments of comparable levels. All female soldiers of the parent department as well as of their subordinated services shall be eligible and eligible, provided that the female soldiers are not already entitled to vote in accordance with paragraph 1. Unofficial table of contents

§ 16b Election and voting rights in civil organisational areas

(1) From the level of the federal authority, an equal opportunity officer can be elected in the civil organization areas. All female soldiers of the Federal Supreme Authority as well as the subordinated services are eligible and eligible. (2) An equal opportunity representative is also elected in the central staff-processing services. The officers of the central HR-processing department and their subordinated services as well as the female soldiers, for which personnel decisions are made in the central HR-processing department, are eligible and eligible. . Unofficial table of contents

§ 16c Election and voting rights in the Federal Ministry of Defence and in other departments

(1) An equal opportunity commissioner shall be elected in the Federal Ministry of Defence. The Federal Ministry of Defence may order that in further cases the Federal Ministry of Defense may decide to elect and elect the soldiers of the department as well as the soldiers for which personnel decisions will be taken by the Federal Ministry of Defence. services of his/her business unit is to be elected to an equal opportunity representative. The soldiers of the office are eligible and eligible to vote. Unofficial table of contents

§ 16d Equality truer

(1) In the services of the military areas of organization without its own equal opportunity representative, the service centre has to appoint an equality confidence woman above the unit level. The order is made for four years and requires the approval of the Soldatin. (2) In departments of the civil organization areas, paragraph 1 applies accordingly, with the proviso that the appointment of the equality confidence woman from the local level shall take place. can. Unofficial table of contents

§ 16e Premature extermination

If the Equal Opportunity Officer leaves early or is not only temporarily prevented from exercising her duties, the office appoints an equal opportunity officer for the remainder of the term of office. The first sentence shall apply to the deputy and to the equality confidence woman. Unofficial table of contents

§ 16f Wahlanfechtung

(1) At least three persons entitled to vote or the management of the office may challenge the election if the electoral law or the electoral procedure has been violated. (2) The election may be held within two weeks after the election. Announcement of the result of the election to the relevant troop court. The election of the Equal Opportunity Officer of the Federal Ministry of Defence can be appealed directly to the Federal Administrative Court (Wehrdienstsenate). In the case of the proceedings, the provisions of the Order of Military Order shall apply in accordance with the court application procedure. (3) The dispute shall be excluded if the breach has not been able to change or influence the outcome of the election. (4) The Troop service chamber is to be filled with at least one soldier as a volunteer judge, with a volunteer judge or a volunteer judge subofficial, the other volunteer judge or the other volunteer judge Must be a staff officer; § 74, paragraph 8, of the Military disciplinary Code shall apply accordingly. Unofficial table of contents

§ 16g Regulation empowerment

The Federal Ministry of Defence is authorized to regulate the procedure for the implementation of the election of the equal opportunity commissioner and of its deputitians by means of a legal regulation without the consent of the Bundesrat. Unofficial table of contents

§ 17 Coordination, Step Participation

(1) The equal opportunity commissioner for soldiers in the Federal Ministry of Defence is responsible for the exchange of information and experiences of the equal opportunity officers and the equality confidence women in the business area of the Federal Ministry of Defence is responsible. (2) As far as decisions are taken with effect for subordinate departments, their equal opportunity commissioner can issue a written opinion within the scope of § § 19 and 20. (3) Personnel decisions are taken in central personnel-processing services, including the Federal Ministry of Defence, shall be required to participate in such decisions only by the Equal Opportunities Officer of that office. Unofficial table of contents

Section 18 Legal status

(1) The equal opportunity commissioner is directly assigned to the relevant service centre. She is free of instructions in the performance of her duties. (2) If she represents the Equal Opportunities Officer or if she exercises his/her own duties (second sentence of paragraph 2b), the Deputy has the same rights and obligations as the Equal opportunity officer. The Vice-President is responsible for the objectives of the Equal Opportunities Officer. (2a) The Equal Opportunity Officer is, in principle, for the full regular working time, with the money and money being considered, of other services. To relieve the burden of material. It is the necessary personnel, spatial and factual equipment to be provided. (2b) In the case of other services, the deputy is in principle responsible for the full remuneration of the cash and in-kind references. to relieve regular working hours. In individual cases, a deputy can be permanently entrusted with his/her own tasks. In such a case, it shall be relieved of any other service activities required to carry out its duties, while leaving the money and the remuneration in the manner required to carry out its duties. It is necessary to provide the necessary human, spatial and factual equipment. (3) The Equal Opportunities Officer and her deputy is an opportunity for further training, particularly in the field of equality law and in matters relating to the To give soldiers, soldiers, personnel representatives, as well as organisational and budgetary law. The equal opportunity commissioner and her deputy have to attend appropriate training courses at the department. (4) The Equal Opportunities Officer will receive a monthly endowment fund. The same shall apply to the deputy if she has been permanently entrusted with his/her own duties. (5) The Equal Opportunities Officer and her deputy shall not be impeded in the performance of their duties and shall be allowed to perform their duties in the course of their duties. not to be disadvantaged or favoured by professional development. They may only be moved against their will or be commanded if this is unavoidable for important service reasons. The fictitious remark of the professional career of the equal opportunity commissioner is to be ensured with a view to inclusion in the staff selection decision. Sentence 3 shall apply mutatis-ly to the deputy if it is permanently entrusted with his/her own duties. (6) The office of office shall, at the request of the equal opportunity representative, give a description of the task as proof of its activity. The first sentence shall apply to the deputy if she has been entrusted with his/her duties on a permanent basis. (7) The Equal Opportunities Officer and her deputy, her staff and the equality confidence women shall be subject in all matters, in particular to the personal circumstances of soldiers and other confidential matters in the service, even beyond the time of their appointment or employment, the Obligation to weigh up the law. Unofficial table of contents

Section 19 Tasks

(1) The Equal Opportunity Officer shall promote and support the enforcement of this law in the Service; this shall also apply to the Soldatinnen-und soldiers-Equal Treatment Act concerning the prohibition of disadvantages on the basis of the Sex in the form of harassment and sexual harassment. In addition, it cooperates with all personnel, organisational and social measures of its department, which include the equality of soldiers, the compatibility of family and service as well as the protection against sexual harassment on the Work place. It shall be involved at an early stage, in particular:
1.
Personnel matters such as recruitment, career advancement measures and early dismissal from the employment relationship,
2.
the drafting of assessment and selection guidelines and meetings aimed at ensuring the uniform application of these directives in the service centre;
3.
Measures to protect against sexual harassment.
In the case of decisions relating to transfers, operations and promotions, it shall, at its request, have the right to participate. The tasks of the Equal Opportunities Officer also include counselling and support in individual cases in the case of professional promotion, elimination of deprivation and questions of the compatibility of family and service. (2) The office has the Equal opportunity commissioner in procedures for filling bodies in accordance with the Federal Statutory Provisions Act (Bundesgremienstaffungsgesetz), provided that no special organisational unit is set up in the department for the equality of soldiers. (3) The equality confidence woman is the contact person for the Soldiers of the department as well as the responsible Equal Opportunity Officer. The task of the equality confidence woman is to communicate information between the soldiers on the one hand and the responsible equal opportunity representative on the other. The Equal Opportunities Commissioner advises the responsible Equal Opportunities Officer on all matters concerning the services represented. The Equal Opportunity Officer may delegate his/her own duties to the Equal Opportunities Trust Woman. Unofficial table of contents

Section 20 Information and participation

(1) The Equal Opportunities Officer shall be immediately and fully informed in order to carry out their duties. It shall provide the documents and comparative overviews required for this purpose and shall provide the information requested. It should be given the opportunity to actively participate in all decision-making processes on human, organisational and social matters. In the course of its legal tasks, it has the right to inspect the relevant parts of personnel files with the exception of the health records in individual cases. The inspection, its scope and purpose must be noted in the personnel file. (2) The Equal Opportunity Officer has direct right of lecture and a direct obligation to carry out the duties at the service centre, and will be responsible for the implementation of the duties. of their tasks. In all questions which are subject to their participation, the Equal Opportunities Officer has a right of initiative. The participation of the equal opportunity officers is regularly carried out by written vote, which is to be taken to the files. If the office does not comply with the equality officer's vote, it must inform them in writing of the reasons on request. (3) The Equal Opportunities Officer can carry out office hours. It may convene an annual meeting in the various departments of the Soldatinnen, which must be notified to the respective department's instructions beforehand. She can participate in staff meetings in services for which she is responsible as an equal opportunity commissioner, and has a right of speech there, even if she is not a member of this service. (4) To clarify matters of principle The Gender Equality Officer can directly apply to the Military Equality Officer of the Federal Ministry of Defence, in particular for the interpretation of this law. Insofar as the transfer of personal data of soldiers is required, their consent is required in accordance with § 4a of the German Federal Data Protection Act. In so far as a matter is to be dealt with, which is classified as a classified information, the Equal Opportunity Officer shall be required to take the place of the service. Unofficial table of contents

Section 21 Opposition law

(1) In the event of breaches of this law or other provisions relating to the equality of soldiers, as well as against the equality plan, the Equal Opportunity Officer shall have a duty to act against the service centre. Right of appeal. It shall be entitled to appeal in writing to the Service Management Board within one week of the date of its knowledge. It does not have suspensive effect. The service branch may suspend the enforcement of a measure against which the objection is directed until the decision on the objection. (2) The service branch shall be informed of the objection within a period of one month after receipt of the notice of appeal. of the opposition. If it considers the objection to be justified, the measures and their consequences shall be corrected and the results of the opposition shall be taken into account in other comparable cases. (3) If the service management board considers the opposition to be unfounded, it shall: This is immediately available to the next higher-level service management. Paragraph 2 shall apply accordingly. (4) (omitted) Unofficial table of contents

Section 22 Court of Justice

(1) If the objection remains unsuccessful, the Equal Opportunity Officer may call the competent military service court, the Military Equality Officer of the Federal Ministry of Defence, the Federal Administrative Court (military service senate). It may also appeal to the General Court if the objection has not been determined objectively within a reasonable time by reason of the objection without sufficient reason. The appeal may not be made before the expiry of three months since the opposition has been submitted, unless a shorter period is required because of special circumstances of the case. If there is a sufficient reason why the opposition has not yet been decided, the Court of First Instance shall suspend the procedure until the expiry of a period specified by the Court which may be extended. If the opposition is granted within the time limit set by the court, the main thing shall be declared void. In no case shall the appeal of the Court have suspensive effect. For the procedure, the provisions of the Wehrbeschwerdeordnung (Wehrbeschwerdeordnung) on the court application procedure apply accordingly. For the selection of the honorary judges, § 16f paragraph 4 applies accordingly. (2) The appeal of the court can only be based on the fact that
1.
the Office of the Rights of the Equal Opportunities Officer has violated or
2.
the service has drawn up an equality plan which does not comply with the provisions of this Act.
(3) The office shall bear the costs incurred by the equal opportunity officer.

Section 5
Statistical data, report

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Section 23 Statistical data

The Federal Ministry of Defence is statistically covering the individual areas
1.
Yearly the number of soldiers, broken down by full-time and part-time employment as well as family-related leave of absence,
2.
annually the number of applicants and the number of recruits recruits,
3.
the number of soldiers for which a change of status or a career change has been decided or for which a funding perspective has been awarded annually, and
4.
After the respective evaluation dates, an evaluation of the service assessment of the soldiers, based on full-time and part-time employment.
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Section 24 Report

Every four years, the Federal Government shall submit a report to the German Bundestag on the situation of the soldiers in relation to the situation of the soldiers in the scope referred to in § 3, and on the application of this law after evaluation of the statistical data. The report can be combined with the report to be submitted by the Federal Government in accordance with Article 39 of the Federal Employment Equality Act and particularly highlight exemplary gender equality measures. It may not contain any personal data.