natgillin/translations-raw huggingface dataset:
Formandskabets sjette sammenfattende analyse vedrørende anvendelsen af adfærdskodeks omfatter perioden fra 1. juli 1984 til 30. juni 1985.
The sixth Presidency report on the implementation of the Code of Conduct covers the period 1 July 1984 to 30 June 1985.
Følgende skema giver nærmere oplysninger om antallet af omfattede virksomheder og om antallet af sorte arbejdstagere:
Details of the numbers of companies reporting, and of black African employees, are given below:
Amai sorte arbejdstagere
Number of black African employees
Tyskland virksomheder, der har meddelt, at de har underskrevet aftaler om anerkendelse og arbejdskonventioner.
The influence of black trade unions increased during 1984/85, as evidenced by the larger numbers of companies reporting that they had signed recognition and negotiating agree­ments.
Dog består de gamle former for repræsentation af sorte arbejdstagere — virksomhedsråd og forbindelsesudvalg — fortsat og fungerer ofte sideløbende med fagforeningerne. Det samlede antal arbejdstagere, der er tilsluttet fagforeningerne, er steget i 19841985 trods begyndelsen til økonomisk tilbagegang.
The old forms of representation for black workers—works councils and liaison commirtees —nevertheless continued, often operating side by side with trade union structures, overall trade union membership grew during 1984/85, despite the onset of economic recession.
Af de 1,9 millioner arbejdstagere, der var tilsluttet fagforeningerne i slutningen af 1985, var ca. 800 000 formentlig sorte medlemmer af uafhængige fagforeninger (talrige sorte arbejdstagere f.eks. beskæftiget inden for landbruget og som tjenestefolk var ikke omfattet af Labour Relations Aet, og det har derfor været vanskeligt at oprette fagforeninger inden for disse sektorer).
Of the 1.9 million trade union members by the end of 1985, probably nearly 800 000 were black Africans belonging to independent unions (some important black labour sectors, such as farming and domestic service, were outside the ambit of the Labour Relations Act and difficult for unions to organize).
Fagforeningerne har i større udstrækning benyttet sig af de officielle ordninger for bilæggelse af stridigheder; f.eks. var antallet af anmodninger om voldgift i 1985 næsten dobbelt så stort som året før.
Trade unions made greater use of the statutory dispute-settling machinery. For example, in 1985 the number of applications for conciliation boards nearly doubled over the previous year.
Men samtidig har fagforeningerne vist sig mere militante end året før.
But concurrently unions showed greater militancy than in the year before.
Der har været færre strejker, men antallet af tabte mand/dage på grund af arbejdskonflikter var højere i 1985 end i 1984.
There were fewer strikes but more man-days lost through industrial action in 1985 than in 1984.
Nogle tilfælde af masseafskedigelser har kunnet begrænses som følge af strejker i 1984-1985.
Following strikes in 1984/85 there were some cases of mass dismissals.
Sikkerhedslovgivningen anvendes stadig på strejkeorganisatorer og mange fagforeningsledere blev fængslet efter en arbejdsnedlæggelse på to dage i Transval i november 1984.
Security legislation continued to be applied to strike organizers and prominent trade unionists were detained following a two-day stay-away in the Transvaal in November 1984.
Fagforeningernes større medlemstal og mere militante holdning har ikke hindret, at de lavestlønnedes købekraft i Sydafrika er faldet i 1984-1985.
A larger and more milirant trade union movement did not prevent the incomes of low wage earners in South Africa falling in real terms during 1984/85.
Den betragtede periode har været præget af en økonomisk tilbage gang, hvor lønningerne efter officielle og private under søgelser generelt ikke har fulgt stigningen i forbrugerprisindekset, der nåede næsten 16 %.
The reporting period was charac­terized by economic recession in which, according to both academic and private consultancy surveys, wage rates generally failed to keep pace with an increase of nearly 16% in the Consumer Price Index.
Det samlede antal virksomheder, der behandles i rapporten, overskrider 226 og antallet af sorte arbejdstagere ca. 120 000.
The total number of companies covered by the reporr is in excess of 228, and the number of black African workers concerned is around 120 000.
Ingen irske eller luxembourgske virksomheder har indsendt rapport.
No companies in Ireland or Luxembourg submitted reports under the Code.
Som helhed har de europæiske virksomheder i stigeride grad samarbejdet med de fagforeninger, der har sorte medlemmer, samtidig med at forbindelsesudvalg og konsultationsordninger har bevaret deres betydning.
As a whole, European companies reported increased levels of cooperation with trade unions having black African members, while also acknowledging the continued importance of liaison committees and similar consultative mech-
Fagforeningerne har udvidet deres beføjelser til forhandling med virksomhederne.
Unions broadened the scope of their nego­tiations with companies.
Et af de væsentligste spørgsmål i forbindelse med forhandlingerne mellem direktioner og fagforeninger, især inden for den mekaniske industri og metalindustrien, har været på hvilket niveau, forhandlingerne skulle føres. Fagforeningerne ønskede drøftelser på virksomhedsniveau som en afslutning på forhandlingerne i Industrial Council (for de enkelte erhvervsgrene), som arbejdsgiverne foretrak.
A prominent issue in management/union talks, particularly in the engin­eering and metals industry, was the level at which bargaining should take place: the unions pressed for more plant-level bargaining as a supplement to the (industry-wide) industrial-council bargaining favoured by employers.
En milepæl var den afgørelse, som voldgiftsrådet traf i 19841985 i sagen Hart mod MAWU (Metal and Allied Workers' Union); heri bekræftedes, af forhandlingerne på fabriksniveau var frivillige, men et stigende antal virksomheder har vist sig rede til at forhandle på dette niveau.
A landmark industrial court decision during 1984/85, Hart ν MAWU (Metal and Allied Workers' Union), confirmed the voluntary nature of plant-level bargaining, but more and more companies were prepared to bar­gain at this level.
I betragtning af den stigende arbejdsløshed og de beskedne sociale ydelser fra staten har fagforbundene villet føre forhandlinger direkte med virksomhederne om sociale fordele og vilkår for afskedigelse.
Against the background of rising unemployment and limited State social benefits, labour organizations turned their attention to the negotiation of social benefits and retrenchment provisions directly with companies.
Sundhed og sikkerhed er betydelige spørgsmål for arbejdsmarkedets parter, især efter ikrafttrædelsen ved afslutningen af 1984 af Machinery and Occupational Safety Act.
Health and safety emerged as an important industrial relations issue, particularly following the entry into force in late 1984 of the Machinery and Occupational
De tyske virksomheder har accepteret, at deres arbejdere frit kan vælge deres repræsentationsform.
The German companies accepted the principle that employees should have a free choice concerning the form of their representative body.
Fireogfyrre virksomheder, der beskæftigede 73 % af samtlige arbejdere, havde meddelt deres personale, at de var rede til at samarbejde med fagforeningerne.
Forty-four companies, with 73% of all employees, had informed their personnel of their willingness
Redegørelse for, hvorledes EF-virksomheder med datterselskaber i Sydafrika anvender EF's adfærdskodeks vandrende arbejdstagere og i tre heraf er antallet meget beskedent.
Twenty-two of these, employing the majority of black African workers in German companies, stated that this cooperation was based on written agreements, while in the other 22 cooperation was on a non­contractual basis.
Ingen græske virksomheder har meddelt, at de beskæftiger vandrende arbejdskraft, medens de to italienske og de to danske virksomheder har rapporteret, at de ikke beskæftiger denne form for arbejdskraft.
Again, only one of those which used migrant labour did so on a significant scale, and reported efforts to keep down the num­bers involved. Neither Greek company reported the use of migrant labour, while both Italian and both Danish companies stated that migrant wor­kers were not employed.
De britiske selskaber har meddelt, at de i stigende omfang har indgået aftaler med fagforeninger, der repræsenterer sorte arbejdstagere og at de er villige til at anerkende disse fagforeninger; 69 virksomheder har underskrevet aftaler om officel anerkendelse af disse fagforeninger, medens 32 andre virksomheder har med delt, at de har uofficielle forbindelser under en eller anden form med disse fagforeninger.
UK companies' reports gave evidence of increased dealings with unions representing black workers and of willingness to recognize such unions. There were formal union recognition agreements with 69 companies, and 32 other com­panies reported some kind of informal dealings with unions.
Næsten en tredje del af de i de britiske rapporter omhandlede virksomheder har meddelt, at deres sorte personale var repræsenteret af fagforeninger inden for ordningen med »Industrial Council«; et stigende antal virksomheder, der omfattes af aftaler, der er indgået på dette niveau, har meddelt, at de er rede til at forhandle om supplerende aftaler på virksomhedsplan.
Nearly a third of the companies covered by the UK report stated that their black workers were represented by trade unions in the industrial council system, and an increased number of companies covered by agreements at this level were ready to negotiate supplementary agreements at plant level.
Antallet af tyske virksomheder, der beskæftigede vandrende arbejdskraft, er steget fra 17 til 24, men det samlede antal af denne form for arbejdstagere er faldet fra 1 060 til 650.
While the number of German companies employing migrant labour rose from 17 to 24, the actual number of workers involved dropped from 1 060 to 650.
De fleste vandrende arbejdstagere blev beskæftigede i minerne og i fremstillingsvirksomheder i de områder, hvor den lokale arbejdskraft var utilstrækkelig.
Most of these workers were employed in mining and assembly plants, in regions lacking a supply of local labour.
To virksomheder med hjemsted i disse områder tegnede sig alene for 77 % af det samlede antal vandrende arbejdstagere, der var beskæftiget af tyske virksomheder.
Two companies situated in such regions accounted for 77% of all migrant workers employed by the German companies.
Antallet af britiske virksomheder, der beskæftigede vandrende arbejdstagere, steg fra 1 til 48, men det samlede antal af disse arbejdstagere var fortsat ca. 11 000.
The number of UK companies using migrant labour increased by one to 48, while the number of wor­kers remained at around 11 000.
I dette tilfælde tegner en eneste virksomhed sig for den største del (ca. 80 %).
Once more, the bulk of this figure (about 80%) was attributable to one company.
Samtlige nederlandske virksomheder finder, at arbejdstagerne frit bør kunne vælge, hvorledes de vil forhandle med deres arbejdsgiver; alle har erklæret sig rede til at forhandle med de sorte fagforeninger, uanset om disse er officielle eller ikke.
The Dutch companies all believed that employees should be free to choose the means of negotiation with their employer, and all expressed their willingness to negotiate with black trade unions, whether registered or not.
Seks virksomheder har meddelt, at de havde direkte kontakter med de sorte fagforeninger, og to andre har meddelt, at de havde kontakter via ordningen med Industrial Council.
Six companies reported direct contact with black unions, and a further two had contact through the industrial council system.
Syv nederlandske virksomheder havde indført faste konsultationer under en eller anden form; fem af disse virksomheder havde både en fast konsultationsordning og vedvarende kontakt med de sorte fagforeninger.
Seven Dutch companies had organ­ized some form of consultative structure; in five of these this was in addition to contracts with black unions.
Alle franske virksomheder har meddelt, at de under en eller anden form havde konsultationer med deres sorte arbejdstagere; en af disse virksomheder havde indgået en aftale med en fagforening.
All the French companies reported some form of consultation with their black employees, with one company having an agreement with a union.
De to danske virksomheder havde anerkendt de sorte arbejde res ret til at tilhøre en officiel fagforening, og et af de italienske selskaber havde deltaget i forhandlinger om løn og arbejdsvilkår.
Both the Danish companies recognized the right of black Africans to membership of a regular trade union, and one of the Italian companies had been involved in bargaining on wage levels and working conditions.
De virksomheder, der beskæftigede vandrende arbejdskraft, har givet meddelelse om forskellige foran staltninger til forbedring af deres arbejdsvilkår.
The companies which employed migrant labour reported a variety of measures taken to improve the employment conditions of those con­cerned.
Sådanne foranstaltninger var bl.a. ekstra ydelser som f.eks. for længet betalt ferie, forbedring af indlogeringsforhold (herunder indlogering af arbejdstagerens familie), gratis mad og transport.
These included such additional benefits as extra paid holidays, improved accommodation (including housing for workers' families) and the provision of food and transport.
Visse virksomheder har ligeledes truffet foranstaltninger til at hjælpe vandrende arbejdstagere med at løse problemer i forbindelse med bevarelsen af deres job ved at lette fornyelsen af kontrakter, rådgivning og bistand ved henvendelse til administrationen.
Some of the com­panies concerned also took steps to ease the prob­lems facing migrant workers in respect of their continued employment, either by facilitating the renewal of contracts, or by providing advice and support in their dealings with the authorities.
Der erkendes generelt, at vandrende arbejdstagere bør have samme rettigheder som fast personale.
There was a general recognition that migrant wor­kers should enjoy the same rights as the permanent workforce.
De to græske virksomheder har meddelt, at der i de sektorer, inden for hvilke de arbejder, ikke findes fagforeninger, og at deres personale endnu ikke har udtrykt ønske om at tilslutte sig fagforeninger.
The two Greek companies pointed out that in the sectors concerned either there were no trade unions or their employees had not yet expressed the wish to join one.
Efter de rapporter, hvori der er anført tal, fandtes der forbindelsesudvalg og tilsvarende organer i 76 britiske virksomheder, 35 tyske, 7 nederlandske, 3 franske og i begge danske virksomheder.
According to the reports which gave fig­ures, liaison committees, or something similar, were in operation in 76 UK companies, 35 German companies, 7 Dutch companies, 3 French com­panies, and both Danish companies.
Størstedelen af de arbejdstagere, der er beskæftiget i europæiske virksomheder, er lønnet efter denne henstilling.
The Code recommended that companies should formulate specific policies aimed at improv­ing the terms of employment of their black African employees and that the minimum wage should exceed by at least 50% the minimum level required to satisfy the basic needs of an employee and his family.
I kodeks anbefales, at virksomhederne bidrager til at sikre sorte arbejdstagere og deres familier fri bevægelighed og at de samtidig i størst mulig omfang søger at mildne virkningerne af det gældende system.
The Code recommended that companies should contribute towards ensuring the freedom of movement of black African workers and their
De fleste europæiske virksomheder har meddelt, at de ikke beskæftiger vandrende arbejdskraft.
A considerable majority of the employees of European companies were paid in accordance with this recommendation.
Redegørelse for, hvorledes EF-virksomheder med datterselskaber i Sydafrika anvender EF's adfærdskodeks
Community firms in South Africa kers, irrespective of race, and that wages should be based on qualitative job evaluation.
Størstedelen af europæiske virksomheder har accepteret princippet om lige løn for lige arbejde og om lige adgang til arbejde.
Among European companies as a whole, there continued to be a widespread acceptance of the principles of equal pay for equal work, and of equality of job opportunity.
udbetaltes mindsteløn plus 50 % i de tilfælde, hvor gennemsnitshusholdningen talte fire personer.
The reports of 43 German companies, with 71% of all employees, showed that the Minimum Living Level plus 50% was exceeded when the average household size was taken as four persons.
For husholdninger på fem personer var de tilsvarende tal 27 virksomheder, der beskæftigede 57 % af det samlede antal arbejdstagere.
The respective figures for households of five persons were 27 companies with 57% of all employees.
24 virksomheder, der beskæftigede 4 729 arbejdstagere, har meddelt, at de udbetalte en mindre mindsteløn end den anbefalede, eller de har ikke givet oplysninger, der er tilstrækkeligt nøjagtige til at foretage en sådan vurdering.
Twenty-four companies, with 4 729 employees, indicated that the minimum wage was lower than recommended, or did not provide sufficiently precise information to permit assessment.
Af de 95 800 sorte arbejdstagere i britiske virksomheder modtog 92,4 % en løn. der lå over det anbefalede minimum (Higher Datum Level).
Of the 95 800 black African employees of UK companies, 92.4% were paid above the Code's recommended minimum (or 'higher datum level').
I visse tilfælde umuliggjorde utilstrækkelige oplysninger en nærmere undersøgelse.
Precise analysis was hampered by a few cases of sparse information.
Alle tyske virksomheder har tilsluttet sig disse principper.
All the German companies embraced these principles.
42 virksomheder med 77 % af alle ansatte har meddelt, at de over for hele deres personale anvendte en objektiv jobklassificering uden hensyn til racekriterier.
Forty-two companies, with 77% of all employees, reported that they applied objec­tive job classification, free of any racial criteria, for all employees.
129 britiske virksomheder angav at have accepteret disse principper uden forbehold, hvorimod tre ud af seks andre havde tilsluttet sig dem på visse betingelser.
One hundred and twenty-nine UK companies expressed unqualified acceptance of the principles, with three of the remaining six expressing qualified acceptance.
Alle belgiske, danske, nederlandske, franske, græske og italienske virksomheder har anført, at lønnen og beskæftigelsesmuligheder er uafhængige af race.
All the companies covered by the Belgian, Danish, Dutch, French, Greek and Italian reports confirmed that rates of pay and employment opportunities were based on non-racial criteria.
186 sorte, der var beskæftiget i syv virksomheder, blev lønnet under mindstelønnen plus 50 % for en familie bestående af mand, hustru og fire børn.
In addition to embracing these principles, most companies took positive steps to improve the employment prospects of their black African employees.
To virksomheder har ikke givet tilstrækkeligt nøjagtige oplysninger til at blive optaget i statistikken.
These included the provision of train­ing, the promotion of black Africans to higher positions and the minimization of dependence on labour recruited from abroad.
De franske virksomheder har meddelt, at alle ansatte fik udbetalt højere løn end mindstelønnen, og at kun nogle få betaltes under det af kodex anbefalede niveau.
The French companies reported that all employees were paid above the Minimum Living Level, and only a few were paid below the Code's recommendation.
De to danske virksomheder meddelte, at deres sorte arbejdstageres lønninger lå over 50 % over mindstelønnen for, at en ansat og hans familie kan skaffe sig de vigtigste livsfornødenheder.
Both Danish companies reported that the wages of all their black African employees exceeded by more than 50% the mini­mum level required to satisfy the basic needs of an employee and his family.
De græske og italienske virksomheder har ikke givet specielle oplysninger om antallet af arbejdstagere, hvis løn ligger under det af kodeks fastsatte niveau (én italiensk virksomhed har dog givet nøje oplysning om mindstelønnen, hvorfor det må konkluderes, at den laveste løn ligger over det af kodeks anbefalede minimumsniveau).
Neither the Greek nor the Italian reports gave specific details of numbers paid below the levels set out in the Code (although one of the Italian companies gave details of mini­mum hourly rates which suggested that the lowest wage rate would be above the Code's minimum recommendation).
Yderligere har de to græske virksomheder ligeledes meddelt, at alle deres arbejdstagere har modtaget samme lønstigninger.
Furthermore, both Greek com­panies also reported that all their employees enjoyed the same rates of increase in their wages.
De europæiske virksomheder har anvendt mange og forskellige metoder til uddannelse, der kan opdeles i tre hovedkategorier: jobbestemt uddannelse, uddannelsesprogram i virksomheden (herunder lærlingekontrakter), kurser uden for virksomheden.
A wide range of training methods were used by European companies, which could be roughly divided into three categories: on-the-job training, in-house training schemes (including apprenticeships) and external courses.
Bortset fra specialuddannelse til et bestemt job, som alle tyske virksomheder tilbød, gav 35 tyske virksomheder ligeledes deres sorte arbejdstagere mulighed for yderligere uddannelse; denne uddannelse omfattede bl.a. uddannelse af lærlinge, kurser ved ansættelse, legater til uddannelse og efteruddannelse på universiteter eller tekniske skoler.
Apart from on-the-job training, practised by all the German companies, further training for black African employees was provided by 35 German companies. Among other things, this included the training of apprentices, introductory courses and scholarships for training and further education at universities or technical colleges.
126 britiske virksomheder gav deres sorte arbejdstagere mulighed for uddannelse og 42 deraf meddelte, at der var tale om en videregående uddannelse bl.a. med uddannelsesprogrammer udefra.
One hundred and twenty-six UK companies provided training for black Africans, with 42 companies reporting increased training and the use of external courses.
De største nederlandske og franske virksomheder havde tilrettelagt interne uddannelseskurser og gav mulighed for kurser uden for virksomheden, medens de mindste virksomheder kun tilbød specialuddannelse til et bestemt job.
The larger Dutch and French companies provided internal training courses and the opportunity to follow external courses, while smaller companies' efforts were limited to on-the-job training.
Visse virksomheder har meddelt, at de af kodeks fastsatte lønningsnormer ikke er holdbare i betragtning af den økonomiske situation og de lokale forhold.
Some companies reported that the pay­ment of wages in line with Code requirements would not be commercially viable, in the face of economic circumstances and local 'going rates'.
Da flere virksomheder imidlertid reviderede deres lønskala mere end en gang om året (især for de lavestlønnede arbejdstagere) var margenen af lønninger under det af kodeks anbefalede minimum ofte beskeden.
But the margin by which employees were paid below the minimum recommended level was fre­quently small, with a number of companies revis­ing their pay scales (especially for low paid wor­kers) more than once a year.
De to italienske virksomheder støtter sorte arbejdstageres erhvervsmæssige uddannelse og en af den har endog åbnet et uddannelsescenter.
Both Italian companies confirmed their commit­ment to the vocational training of black workers, and one had opened a training centre.
De to danske virksomheder organiserede uddannelsesprogrammer for at forbedre deres sorte arbejdstageres kvalifikationer.
Both Danish companies had organized educational programmes in order to enhance the skills of black employees.