Petitions to the Chamber of Deputies

OBJECT : The petitioners ask the Government and the Chamber of Deputies to introduce a moratorium, meaning a temporary ban, on the sale, promotion and use in places open to the public in Luxembourg of consumer smart glasses fitted with a camera or AI-based visual analysis. The moratorium would stay in place until a legal framework is adopted that effectively protects people who are filmed, recorded or analysed without their knowledge. Assistive technology used by blind, partially sighted or disabled people, and specialist professional equipment used for a defined purpose, would be excluded from the moratorium, including their use. The petitioners also ask the Government to press, at European Union level, for common rules that protect people from these devices.

OBJECT : consiste à faire bénificier, au vu de leur apport à la collectivité, les locataires de chasse d'un crédit d'impôt dont le montant reste à définir ou d'un amortissement forfaitaire de +- 8% du coût du bail par an ou par tranche forfaitaire pour chaque période synoptique échue et de faire bénificier les détenteurs d'un permis de chasse luxembourgeois et non locataire de chasse d'un crédit d'impôts par période synoptique.

OBJECT : Introduce legislation requiring employers in Luxembourg to provide specific, written and factual reasons for rejecting job applicants. The legislation should establish the following obligations: Specific feedback: Identify the professional skills, qualifications, experience or assessment results decisive in the rejection. Generic explanations must not be considered sufficient. Clear justification: Distinguish between candidates who fail to meet essential requirements and qualified candidates rejected in favour of another applicant, specifying the decisive selection criteria. Documented selection criteria: Establish selection criteria before evaluating candidates and document recruitment decisions. Record retention: Retain recruitment assessments and decisions for a legally defined period, in compliance with data protection legislation. Independent review: Allow candidates to request an independent examination where reasonable grounds exist to suspect discrimination, favouritism or other irregularities. Enforcement: Establish reasonable deadlines for providing feedback, effective oversight mechanisms and proportionate sanctions for non-compliance. The required level of detail should reflect the stage reached in the recruitment process.