natgillin/translations-raw huggingface dataset:
Takové informace mohou zahrnovat statistické údaje o poměru počtu mužů a žen na různých úrovních organizace a možných opatřeních pro zlepšení situace ve spolupráci se zástupci zaměstnanců.
Such information may include statistics on proportions of men and women at different levels of the organisation and possible measures to improve the situation in cooperation with employees’ representatives.
Takové informace zahrnují zprávu o zařazení mužů a žen do různých funkcí a přehled klasifikace funkcí žen a mužů, jejich mezd a rozdílů ve mzdách a možná opatření pro zlepšení situace ve spolupráci se zástupci zaměstnanců.
Such information shall include a report on the assignment of women and men to the various duties and an overview of the classification of the duties of women and men, their pay and pay differentials and possible measures to improve the situation in cooperation with employees’ representatives.
Článek 23, nadpis (nový)
Article 23, title (new)
Dialog s nevládními organizacemi
Dialogue with non-governmental organisations
Článek 24, nadpis (nový)
Article 24, title (new)
b) že všechna ustanovení odporující zásadě rovného zacházení obsažená ve smlouvách nebo kolektivních smlouvách, mzdových tarifech, mzdových dohodách, ve statutu zaměstnanců podniků, vnitřních řádech podniků nebo pravidlech upravujících svobodná zaměstnání a povolání a organizace zaměstnanců a zaměstnavatelů, v individuálních pracovních smlouvách a v jakýchkoli jiných dohodách budou nebo mohou být prohlášena za neplatná nebo budou změněna;
(b) provisions contrary to the principle of equal treatment in contracts or collective agreements, wage scales, wage agreements, staff rules of undertakings, internal rules of undertakings or rules governing the independent occupations and professions and workers’ and employers’ organisations, individual contracts of employment or any other arrangements shall be , or may be declared , null and void or are amended;
b) že všechna ustanovení odporující zásadě rovného zacházení obsažená ve smlouvách jednotlivců nebo v kolektivních smlouvách na plný nebo částečný úvazek nebo v kolektivních smlouvách, mzdových tarifech, mzdových dohodách, názvech prací, ve statutu zaměstnanců podniků, vnitřních řádech podniků nebo pravidlech upravujících svobodná zaměstnání a povolání a organizace zaměstnanců a zaměstnavatelů, v individuálních pracovních smlouvách a v jakýchkoliv jiných dohodách budou prohlášena za neplatná nebo budou změněna;
(b) provisions contrary to the principle of equal treatment in individual or collective full-time or part-time employment contracts or collective agreements, wage scales, wage agreements, job titles, staff rules of undertakings, internal rules of undertakings or rules governing the independent occupations and professions and workers’ and employers’ organisations, individual contracts of employment or any other arrangements shall be declared null and void or are amended;
c) systémy obsahující taková ustanovení nesmějí být schváleny či rozšířeny správními opatřeními.
(c) schemes containing such provisions may not be approved or extended by administrative measures.
c) systémy sociálního zabezpečení pracovníků a systémy sociálního zabezpečení obsahující taková ustanovení nesmějí být schváleny či rozšířeny správními opatřeními.
(c) occupational schemes and social security schemes containing such provisions may not be approved or extended by administrative measures.
Článek 25, nadpis (nový)
Article 25, title (new)
Článek 26, nadpis (nový)
Article 26, title (new)
Článek 27, nadpis (nový)
Article 27, title (new)
Předcházení diskriminaci
Prevention of discrimination
Článek 28, nadpis (nový)
Article 28, title (new)
Minimální požadavky
Minimum requirements
Uplatňování této směrnice nesmí být za žádných okolností dostatečným důvodem ke snížení míry ochrany pracovníků v oblastech, na než se vztahuje, aniž jsou dotčena práva členských států reagovat na změnu situace přijetím zákonů, nařízení a správních předpisů odlišných od předpisů platných v době oznámení této směrnice, pokud budou dodržena ustanovení této směrnice.
Implementation of this Directive shall under no circumstances be sufficient grounds for a reduction in the level of protection of workers in the areas to which it applies, without prejudice to the Member States’ right to respond to changes in the situation by introducing laws, regulations and administrative provisions which differ from those in force on the notification of this Directive, provided that the provisions of this Directive are complied with.
Členské státy mohou zavést či zachovat ustanovení, která jsou výhodnější z hlediska ochrany zásady rovného zacházení oproti ustanovením této směrnice.
Member States may introduce or maintain provisions which are more favourable to the protection of the principle of equal treatment than those laid down in this Directive.
This provision is an integral part of advanced legislation, and it gives the Member States the possibility of ensuring a higher level of protection in the area of equal treatment.
This provision is an integral part of advanced legislation, and it gives the Member States the possibility of ensuring a higher level of protection in the area of equal treatment.
Článek 28b (nový)
Article 28 b (new)
Tato směrnice se nedotýká ustanovení směrnice 96/34/ES.
This Directive shall be without prejudice to the provisions of Directive 96/34/EC.
Směrnice 96/34/ES o rámcové dohodě o rodičovské dovolené bude spolu s členskými státy, sociálními partnery a dalšími zainteresovanými stranami zrevidována s ohledem na její dostatečnost a účinnost.
Together with Member States, social partners and other stakeholders Directive 96/34 EC on the framework agreement on parental leave shall be reviewed with regard to its sufficiency and effectiveness.
Tato revize se zaměří na zlepšení situace žen a mužů, kteří mají potíže při sladění rodinných a pracovních závazků.
The review shall focus on an improvement of the situation of women and men who have difficulties in combining family and work commitments.
Článek 29, nadpis (nový)
Article 29, title (new)
Hledisko rovnosti mezi muži a ženami
Gender mainstreaming
Členské státy zajistí, aby byly dotyčné osoby všemi vhodnými prostředky upozorněny na opatření přijatá podle této směrnice i na ustanovení, která jsou již v platnosti, například opatření na pracovišti.
Member States shall ensure that measures taken pursuant to this Directive, together with the provisions already in force, are brought to the attention of all the persons concerned by all appropriate means , for example at the workplace .
Členské státy zajistí, aby byly dotyčné osoby všemi vhodnými prostředky upozorněny na opatření přijatá podle této směrnice i na ustanovení, která jsou již v platnosti, například opatření na pracovišti a opatření pro přístup k zaměstnání a odbornému vzdělávání a kariérnímu postupu.
Member States shall ensure that measures taken pursuant to this Directive, together with the provisions already in force, are brought to the attention of all the persons concerned by all appropriate means, for example at the workplace, and in access to employment and vocational training and advancement.
K tomuto nerovnému zacházení může docházet nejen na pracovišti, ale i v přístupu k zaměstnání, odbornému vzdělávání a kariérnímu postupu; sledování podnikové praxe musí tedy postihovat všechny tyto oblasti.
Such inequalities may occur not only at the workplace but also in access to employment and to vocational training and advancement; the monitoring of working practices must therefore cover all these areas.
Článek 31, nadpis (nový)
Article 31, title (new)
2, aby s přihlédnutím k sociálnímu vývoji rozhodly, zda existují důvody pro zachování uvedených výjimek.
2, in order to decide, in the light of social developments, whether there is justification for maintaining the exclusions concerned.
Každé čtyři roky vyrozumí Komisi o výsledcích tohoto hodnocení.
They shall notify the Commission of the results of this assessment, every four years.
Na základě těchto informací Komise každé čtyři roky vypracuje zprávu pro Evropský parlament a Radu.
On the basis of that information, the Commission shall draw up, every four years, a report to the European Parliament and the Council
Je to však závěrečné ustanovení směrnice 76/207 a náleží k závěrečným ustanovením přepracované směrnice jako třetí odstavec článku 31.
However, this is a final provision of Directive 76/207 and it belongs to the final provisions of the Recast Directive, as a 3 rd paragraph of Article 31.
Kromě toho periodické zprávy členských států a Komise umožní EP sledovat uplatňování zásady rovnosti mužů a žen, které je ohroženo přetrvávajícími netransparentními výjimkami.
Furthermore, the periodical reports of the Member States and the Commission will also enable the EP to monitor the implementation of the gender equality principle which is endangered by persisting, non transparent, derogations.
Článek 32, nadpis (nový)
Article 32, title (new)
Článek 33, nadpis (nový)
Article 33, title (new)
Článek 34, nadpis (nový)
Article 34, title (new)
Článek 35, nadpis (nový)
Article 35, title (new)
Článek 36, nadpis (nový)
Article 36, title (new)
The aim of this Commission proposal is to modernise and simplify Community law in the area of equal treatment of men and women in matters of employment and occupation, in order to give greater clarity and legal certainty.
The aim of this Commission proposal is to modernise and simplify Community law in the area of equal treatment of men and women in matters of employment and occupation, in order to give greater clarity and legal certainty.
To this end the Commission brings together a number of existing Community provisions in one legal text.
To this end the Commission brings together a number of existing Community provisions in one legal text.
These are the directives on the application of the principle of equal pay, equal treatment for men and women in occupational social security schemes, equal treatment for men and women as regards access to employment, vocational training, promotion and working conditions, and the burden of proof in cases of discrimination based on sex (Directive 75/117/EEC; Directive 76/207/EEC; Directive 2002/73/EC; Directive 86/378/EEC; Directive 96/97/EC; Directive 97/80/EC; Directive 98/52/EC).
These are the directives on the application of the principle of equal pay, equal treatment for men and women in occupational social security schemes, equal treatment for men and women as regards access to employment, vocational training, promotion and working conditions, and the burden of proof in cases of discrimination based on sex (Directive 75/117/EEC; Directive 76/207/EEC; Directive 2002/73/EC; Directive 86/378/EEC; Directive 96/97/EC; Directive 97/80/EC; Directive 98/52/EC).
In addition, the Commission has incorporated the extensive case-law of the European Court of Justice in the proposed legislation.
In addition, the Commission has incorporated the extensive case-law of the European Court of Justice in the proposed legislation.
Further development of equality law
Further development of equality law
The Commission proposal does not restrict itself simply to consolidating Community legislation in the area of equal treatment of men and women in matters of employment and occupation.
The Commission proposal does not restrict itself simply to consolidating Community legislation in the area of equal treatment of men and women in matters of employment and occupation.
Instead, certain provisions, for example horizontal legal protection provisions which were hitherto only applicable in certain specific areas, will, as a result of the recast version, apply to all areas covered by this proposal.
Instead, certain provisions, for example horizontal legal protection provisions which were hitherto only applicable in certain specific areas, will, as a result of the recast version, apply to all areas covered by this proposal.
Content of the directive
Content of the directive
The proposal is divided into five titles .
The proposal is divided into five titles .
In the first title the underlying objectives of the directive are set out and concepts are given uniform definitions.
In the first title the underlying objectives of the directive are set out and concepts are given uniform definitions.
This applies in particular to concepts such as ‘direct’ and ‘indirect’ discrimination, and ‘harassment based on sex’ and ‘sexual harassment’.
This applies in particular to concepts such as ‘direct’ and ‘indirect’ discrimination, and ‘harassment based on sex’ and ‘sexual harassment’.
The second title summarises the principle of equal pay once again, taking account of European Court of Justice case-law.
The second title summarises the principle of equal pay once again, taking account of European Court of Justice case-law.
In addition, the existing provisions on the principle of equal treatment in occupational social security schemes are restated, taking account of the most recent case-law.
In addition, the existing provisions on the principle of equal treatment in occupational social security schemes are restated, taking account of the most recent case-law.
The third title contains a number of horizontal provisions aimed at improving legal protection for victims of discrimination.
The third title contains a number of horizontal provisions aimed at improving legal protection for victims of discrimination.
These include the possibility of legal recourse in cases of failure to apply the equal treatment principle, including class action for certain organisations, the possibility of claiming damages in the event of discrimination, and reversal of the burden of proof as soon as there are grounds to assume discrimination.
These include the possibility of legal recourse in cases of failure to apply the equal treatment principle, including class action for certain organisations, the possibility of claiming damages in the event of discrimination, and reversal of the burden of proof as soon as there are grounds to assume discrimination.
These horizontal provisions are rounded off with the establishment of bodies to promote equal treatment and measures designed to encourage the social dialogue between the social partners.
These horizontal provisions are rounded off with the establishment of bodies to promote equal treatment and measures designed to encourage the social dialogue between the social partners.
These provisions, many of which had already been introduced by Directive 2002/73, are now to be applied in all the areas covered by the Commission proposal.
These provisions, many of which had already been introduced by Directive 2002/73, are now to be applied in all the areas covered by the Commission proposal.
The fourth and fifth titles contain provisions for the implementation of the directive and the corresponding final provisions.
The fourth and fifth titles contain provisions for the implementation of the directive and the corresponding final provisions.
Equal treatment, the current position
Equal treatment, the current position
The principle of equal pay for men and women who are doing work of equal value has already been enshrined in primary legislation for decades in the form of Treaty Article 141.
The principle of equal pay for men and women who are doing work of equal value has already been enshrined in primary legislation for decades in the form of Treaty Article 141.
The Court of Justice has developed this essential principle of Community law in innumerable landmark judgments, thus giving decisive impetus to the fight against discrimination in the Member States.
The Court of Justice has developed this essential principle of Community law in innumerable landmark judgments, thus giving decisive impetus to the fight against discrimination in the Member States.
However, despite this legal situation, wage differentials between men and women in the European Union have remained shockingly high in recent years, although the rate of women’s participation in the labour market has risen.
However, despite this legal situation, wage differentials between men and women in the European Union have remained shockingly high in recent years, although the rate of women’s participation in the labour market has risen.
This is demonstrated by the statistics in the Commission reports on equality of women and men for 2004
This is demonstrated by the statistics in the Commission reports on equality of women and men for 2004
COM (2004) 115 final, 19.2.2004. and 2005
COM (2004) 115 final, 19.2.2004. and 2005
COM (2005) 44 final, 14.2.2005. .
COM (2005) 44 final, 14.2.2005. .
According to these, the average gender-specific wage differential in the European Union is still 16%.
According to these, the average gender-specific wage differential in the European Union is still 16%.
The discrepancy is higher in the private than in the public sector.
The discrepancy is higher in the private than in the public sector.
In comparison with their male colleagues, women with a lower level of education and older women still have a lower participation quota in the work force.
In comparison with their male colleagues, women with a lower level of education and older women still have a lower participation quota in the work force.
In addition, there are differences in the career paths and wage structures of women and men.
In addition, there are differences in the career paths and wage structures of women and men.
This is often directly linked to the possibility of combining family life and employment.
This is often directly linked to the possibility of combining family life and employment.
The same conclusions are reached by the report on equal pay for work of equal value drawn up by the Committee on Women’s Rights and Equal Opportunities more than four years ago.
The same conclusions are reached by the report on equal pay for work of equal value drawn up by the Committee on Women’s Rights and Equal Opportunities more than four years ago.
EP No.: A5-0275/2001 ; resolution of 20 September 2001.
EP No.: A5-0275/2001 ; resolution of 20 September 2001.
Despite all the efforts, which have been accompanied by numerous national and European laws, these statistics have hardly changed at all in the past few years.
Despite all the efforts, which have been accompanied by numerous national and European laws, these statistics have hardly changed at all in the past few years.
The rapporteur approves and supports the Commission’s primary aim of making existing legislation simpler and clearer with the proposed directive.
The rapporteur approves and supports the Commission’s primary aim of making existing legislation simpler and clearer with the proposed directive.
She is convinced that the progress in Community law represented by the recast directive will bring benefits for the women concerned.
She is convinced that the progress in Community law represented by the recast directive will bring benefits for the women concerned.
However, your rapporteur would point out that, in a way analogous to the situation in the Member States, existing Community legislation notwithstanding, the inequalities in the treatment of men and women have clearly not so far been effectively eliminated.
However, your rapporteur would point out that, in a way analogous to the situation in the Member States, existing Community legislation notwithstanding, the inequalities in the treatment of men and women have clearly not so far been effectively eliminated.
The legal conditions are there on paper, although the deadline for implementation for certain legal acts, such as Directive 2002/73/EC, which introduces a series of changes for the better, has not yet elapsed, so that their results are still not apparent.
The legal conditions are there on paper, although the deadline for implementation for certain legal acts, such as Directive 2002/73/EC, which introduces a series of changes for the better, has not yet elapsed, so that their results are still not apparent.
Your rapporteur would also like to point out that the directive does not restrict itself in all its sections to pure consolidation.
Your rapporteur would also like to point out that the directive does not restrict itself in all its sections to pure consolidation.
Instead, under to the directive the scope of the horizontal provisions is to be broadened to include areas such as occupational social security schemes.
Instead, under to the directive the scope of the horizontal provisions is to be broadened to include areas such as occupational social security schemes.
This would mean considerable progress in Community law, the consequences of which cannot be definitively assessed.
This would mean considerable progress in Community law, the consequences of which cannot be definitively assessed.
In these cases we must carry out a detailed examination in order to ascertain whether the Commission proposal can be complied with in its entirety.
In these cases we must carry out a detailed examination in order to ascertain whether the Commission proposal can be complied with in its entirety.
The rapporteur suggests that the Member States continue consistently in their transposition of Community law, at the same time following new paths in combating discrimination.
The rapporteur suggests that the Member States continue consistently in their transposition of Community law, at the same time following new paths in combating discrimination.
Discrimination begins in the mind.
Discrimination begins in the mind.
National and European information campaigns can be used to change attitudes in the everyday world of work.
National and European information campaigns can be used to change attitudes in the everyday world of work.
At the same time efforts must be made to introduce the obligation for other involved parties, such as the social partners, to make even more intensive efforts to combat discrimination.
At the same time efforts must be made to introduce the obligation for other involved parties, such as the social partners, to make even more intensive efforts to combat discrimination.
It is essential for the Member States and the social partners to address the problem of the gender‑specific wage differential, which remains high, and the continuing sharp segregation of the sexes on the labour market.
It is essential for the Member States and the social partners to address the problem of the gender‑specific wage differential, which remains high, and the continuing sharp segregation of the sexes on the labour market.
The social partners can play a decisive role in this by encouraging flexible working arrangements which allow both women and men to combine family and employment more successfully.
The social partners can play a decisive role in this by encouraging flexible working arrangements which allow both women and men to combine family and employment more successfully.
In order to discover the reasons for the wage differential between men and women, detailed analysis is needed.
In order to discover the reasons for the wage differential between men and women, detailed analysis is needed.
Sorting and analysing existing data and gender-specific statistics could help with this process.
Sorting and analysing existing data and gender-specific statistics could help with this process.
Finally, the Member States could also make an important contribution to uncovering the reasons through an exchange of best practice.
Finally, the Member States could also make an important contribution to uncovering the reasons through an exchange of best practice.
k návrhu směrnice Evropského parlamentu a Rady o zavedení zásady rovných příležitostí a rovného zacházení pro muže a ženy v oblasti zaměstnanosti a práce
on the proposal for a European Parliament and Council directive on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation