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Is Slovakia Breaking Eu Rules, By Accepting Only Christian Refugees?
22 Answers
http://
It would seem from this, that they are, but will they be punished?
/// EU Commission spokeswoman Annika Breithard emphasised that EU states were prohibited from any form of discrimination, according to the BBC. ///
/// Interior Ministry spokesman Ivan Metik told the BBC: “We could take 800 Muslims, but we don’t have any mosques in Slovakia, so how can Muslims be integrated if they are not going to like it here?” ///
It would seem from this, that they are, but will they be punished?
/// EU Commission spokeswoman Annika Breithard emphasised that EU states were prohibited from any form of discrimination, according to the BBC. ///
/// Interior Ministry spokesman Ivan Metik told the BBC: “We could take 800 Muslims, but we don’t have any mosques in Slovakia, so how can Muslims be integrated if they are not going to like it here?” ///
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Sorry - I'm no apologist but I think there is no escaping more migrants (an estimated 15 million misplaced persons I believe) of course we cannot take them all but if we resign ourselves to the fact we have to take some and them are strong and clear what we expect and will reject from them I think the progression will be a lot easier
I'd support the attitude. Christians are indisputably fleeing persecution - a first requirement for asylum. We would know that they are not economic migrants. They are also finite in number - a consideration. They are definitely not going to include in their number Islamic extremists trying to get into the UK.
Well that's how I feel before I read all the other posts - someone may possibly make me change my mind, but I doubt it. Nothing wrong with selection on grounds of persecution.
Well that's how I feel before I read all the other posts - someone may possibly make me change my mind, but I doubt it. Nothing wrong with selection on grounds of persecution.
As far as I can see the non-discrimination law only appertains to employment, I can see nothing about discrimination regarding entering a country.
http://
Handbook on European non-discrimination law
14
development through the free movement of goods, capital, people and services.
In order to allow for a level playing field between the Member States, the original
Treaty Establishing the European Economic Community (1957) contained a provision
prohibiting discrimination on the basis of sex in the context of employment. This
would prevent Member States gaining a competitive advantage over each other
by offering lower rates of pay or less favourable conditions of work to women.
Although this body of law evolved considerably to include areas such as pensions,
pregnancy and statutory social security regimes, until 2000 non-discrimination law
in the EU applied only to the context of employment and social security, and only
covered the ground of sex.
During the 1990s, significant lobbying was carried out by public interest groups
calling for the prohibition on discrimination to be extended in EU law to cover other
areas such as race and ethnicity, as well as sexual orientation, religious belief, age
and disability. Fears of resurgent extremist nationalism among some EU Member
States stimulated sufficient political will among leaders to allow for the European
Community Treaty to be amended, giving the Community the competence to
legislate in these areas.
In 2000, two directives were adopted: the Employment Equality Directive prohibited
discrimination on the basis of sexual orientation, religious belief, age and disability
in the area of employment; the Racial Equality Directive prohibited discrimination on
the basis of race or ethnicity in the context of employment, but also in accessing the
welfare system and social security, and goods and services. This was a significant
expansion of the scope of non-discrimination law under the EU, which recognised
that in order to allow individuals to reach their full potential in the employment
market, it was also essential to guarantee them equal access to areas such as health,
education and housing. In 2004, the Gender Goods and Services Directive expanded
the scope of sex discrimination to the area of goods and services. However,
protection on the grounds of sex does not quite match the scope of protection under
the Racial Equality Directive since the Gender Social Security Directive guarantees
equal treatment in relation to social security only and not to the broader welfare
system, such as social protection and access to healthcare and education.
Although sexual orientation, religious belief, disability and age are only protected
grounds in the context of employment, a proposal to extend protection for
these grounds to the area of accessing goods and services (known as ‘Horizontal
Directive’) is currently being debated in the EU institutions.
http://
Handbook on European non-discrimination law
14
development through the free movement of goods, capital, people and services.
In order to allow for a level playing field between the Member States, the original
Treaty Establishing the European Economic Community (1957) contained a provision
prohibiting discrimination on the basis of sex in the context of employment. This
would prevent Member States gaining a competitive advantage over each other
by offering lower rates of pay or less favourable conditions of work to women.
Although this body of law evolved considerably to include areas such as pensions,
pregnancy and statutory social security regimes, until 2000 non-discrimination law
in the EU applied only to the context of employment and social security, and only
covered the ground of sex.
During the 1990s, significant lobbying was carried out by public interest groups
calling for the prohibition on discrimination to be extended in EU law to cover other
areas such as race and ethnicity, as well as sexual orientation, religious belief, age
and disability. Fears of resurgent extremist nationalism among some EU Member
States stimulated sufficient political will among leaders to allow for the European
Community Treaty to be amended, giving the Community the competence to
legislate in these areas.
In 2000, two directives were adopted: the Employment Equality Directive prohibited
discrimination on the basis of sexual orientation, religious belief, age and disability
in the area of employment; the Racial Equality Directive prohibited discrimination on
the basis of race or ethnicity in the context of employment, but also in accessing the
welfare system and social security, and goods and services. This was a significant
expansion of the scope of non-discrimination law under the EU, which recognised
that in order to allow individuals to reach their full potential in the employment
market, it was also essential to guarantee them equal access to areas such as health,
education and housing. In 2004, the Gender Goods and Services Directive expanded
the scope of sex discrimination to the area of goods and services. However,
protection on the grounds of sex does not quite match the scope of protection under
the Racial Equality Directive since the Gender Social Security Directive guarantees
equal treatment in relation to social security only and not to the broader welfare
system, such as social protection and access to healthcare and education.
Although sexual orientation, religious belief, disability and age are only protected
grounds in the context of employment, a proposal to extend protection for
these grounds to the area of accessing goods and services (known as ‘Horizontal
Directive’) is currently being debated in the EU institutions.
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