Registo em formato MARC

001 INR20080820181004
010   ^a978-92-2-117472-1^bweb pdf
010   ^a978-92-2-116427-2^bimpresso
100   ^a20080820d2007    k  y0pory0103    ba
101 0 ^aeng
102   ^aCH
200 1 ^aAchieving equal employment opportunities for people with disabilities through legislation^eguidelines^fInternational Labour Office^gpref. Christine Evans-Klock
205   ^aEd. rev.
210   ^aGeneva^cILO^d2007
215   ^aVI, 88, [2] p. ;^d30 cm ;^d24 cm
300   ^a< pdf>
312   ^aExiste também em francês com a cota D 510 e em português com a cota T 736
320   ^aContém bibliografia e webgrafia
327 0 ^a[Impressão, feita em 25.6.08, a partir de https://www.ilo.org/sites/default/files/wcmsp5/groups/public/%40dgreports/%40dcomm/%40publ/documents/publication/wcms_091340.pdf]
330   ^aContents; Preface; 1. Purpose and rationale of the guidelines; 1.1. People with disabilities globally; 1.2. Using the guidelines; 2. Current trends in disability legislation; 2.1. ILO conventions and recommendations; 2.2. Disability as a human rights issue; 2.3. The principle of non-discrimination; 2.4. The location of disability within legislation; 2.5. The concept of disability; 2.6. Defining disability in legislation; 2.7. The principle of equality; 2.8. Social policy and affirmative action; 2.9. Disability and gender; 3. Non-discrimination legislation; 3.1. Disability in legislation; 3.2. The scope of disability law; 3.3. Different forms of discrimination; 3.4. Reasonable accommodation; 3.5. Shifting the burden of proof; 4. Quotas; 4.1. A quota-levy scheme; 4.2. A binding quota without an effective sanction; 4.3. A non-binding quota based on a recommendation; 4.4. Making the quota work in practice; 4.4.1. Which people with disabilities should be targeted by quota schemes?; 4.4.2. How to identify those eligible for employment under the quota?; 4.4.3. Should the quota especially favour certain disabled people?; 4.4.4. Standard quota or varying quota rates?; 4.4.5. What is the appropriate quota percentage?; 4.4.6. Should small and medium-sized employers be included?; 4.4.7. Should the quota apply to both the public and private sectors?; 4.4.8. What options should be open to employers?; 5. Planning for implementation; 5.1. The role of information; 5.2. Employment support measures; 5.2.1. Provision of specialized work-related equipment; 5.2.2. Provision of specialized equipment for daily living; 5.2.3. Provision of transport facilities; 5.2.4. Financial support; 6. Drafting legislation and policy; 6.1. Consulting with the social partners and civil society; 6.1.1. Consulting organizations of people with disabilities; 6.1.2. Consulting employers and employers’ organizations; 6.1.3. Consulting workers and trade unions; 6.1.4. Consulting service providers; 6.1.5. Consulting other interested parties; 6.2. The consultation process itself; 7. Enforcing the law; 7.1. The law in practice; 7.2. Asserting rights under the law; 7.3. Strengthening judicial mechanisms; 7.4. Administrative enforcement institutions; 7.4.1. The Ombudsman Institution; 7.4.2. A Human Rights, Equal Opportunities or Disability Commission; 7.5. Other approaches; 7.5.1. Contract compliance; 8. Summary of principal points; References
606   ^aPOLÍTICA DE REABILITAÇÃO
606   ^aDIREITOS HUMANOS
606   ^aDIREITOS DAS PESSOAS COM DEFICIÊNCIA
606   ^aIGUALDADE DE OPORTUNIDADES
606   ^aLEGISLAÇÃO
606   ^aTERMINOLOGIA
606   ^aQUOTA OBRIGATÓRIA
606   ^aAJUDAS TÉCNICAS
606   ^aFINANCIAMENTO
606   ^aPARTICIPAÇÃO DA PESSOA COM DEFICIÊNCIA
606   ^aEMPREGADOR
606   ^aPRODUTOS DE APOIO
702  1^aEVANS-KLOCK,^bChristine^4080
710 02^aINTERNATIONAL LABOUR OFFICE
801   ^aPT^bINR^c20080820
856   ^uhttps://www.ilo.org/publications/achieving-equal-employment-opportunities-people-disabilities-through-0^zClique para aceder
859   ^uhttps://www.inr.pt/documents/11309/226343/D469_Achieving_equal_employment_opportunities_for_PwD_through_legislation/53c68fe0-9a55-4825-b3c4-066510843a72?t=1778166606859
920 n
921 a
922 m
931 20080820
955 ^n5^bCEU^dBELARMINA^c20140218
966   ^a10678^pDownload^sD 469^12007^lINR
966   ^a11410^sD 469.2^12007^lINR