natgillin/translations-raw huggingface dataset:
6) Selles kontekstis lasub liikmesriikidel kohustus tagada, et tööturu osapooled sõlmivad asjaomasel tasandil lepinguid, kus oleks kehtestatud eeskirjad paremaks töö- ja perekonnaelu omavahel kokkusobitamiseks.
(6) In this context, it is for Member States to ensure that social partners conclude agreements, at the appropriate level, establishing rules to ensure better compatibility between work and family life.
Reconciliation of work and family life is an essential requirement, the correct application of which should be monitored by the Member States and not left to the sole discretion of the social partners.
Reconciliation of work and family life is an essential requirement, the correct application of which should be monitored by the Member States and not left to the sole discretion of the social partners.
7) On tekkinud vajadus leida uus tasakaal töötajate tervise ja turvalisuse kaitse ning vajaduse vahel tuua rohkem paindlikkust tööaja korraldusse, eriti valvekordade puhul ja täpsemalt tegevusetute ajavahemike puhul valvekorra jooksul .
(7) It is necessary to strike a new balance between the protection of workers' health and safety and the need to give companies more flexibility in the organisation of working time, in particular with regard to on-call time and, more specifically, to inactive parts of on-call time.
7) On tekkinud vajadus leida uus tasakaal töötajate tervise ja turvalisuse kaitse , töö ja perekonnaelu kokkusobitamise ning tööaja paindliku korraldamise vahel.
(7) It is necessary to strike a new balance between the protection of workers' health and safety , reconciliation of work and family life and the organisation of flexible working time.
Tööaja, sealhulgas valveaja korraldamisel tuleb võtta arvesse tõsiasja, et pikad tööpäevad takistavad mitte ainult töö- ja perekonnaelu kokkusobitamist ja seega naistel töö saamist, vaid ka meeste suuremat osalemist perekonnaelus.
As regards the organisation of working time, including on-call time, account must be taken of the fact that long working hours constitute an obstacle, not only to the reconciliation of work and family life and, therefore, to women's access to employment, but also to greater participation by men in family life.
There is a need to strike a balance between the protection of workers' health and safety, reconciliation of work and private life, and flexibility in the organisation of working time.
There is a need to strike a balance between the protection of workers' health and safety, reconciliation of work and private life, and flexibility in the organisation of working time.
These are inextricably linked considerations.
These are inextricably linked considerations.
There should not be any reference to inactive periods of on-call time because it is a distinction that should not be made as it contravenes the rulings of the Court of Justice which define working time in terms of the physical presence of the worker at the place of work and his/her availability to the employer.
There should not be any reference to inactive periods of on-call time because it is a distinction that should not be made as it contravenes the rulings of the Court of Justice which define working time in terms of the physical presence of the worker at the place of work and his/her availability to the employer.
7 a) Euroopa Kohtu pretsedendiõiguse kohaselt on mõiste "tööaeg" iseloomulike tunnuste vaatlemisel määrav tegur nõue olla tööandja poolt määratud kohas kohal ja tööandjale kättesaadav, et olla vajadusel suuteline viivitamatult teenuseid osutama.
(7a) According to the case-law of the European Court of Justice, when considering the characteristic features of the concept of ‘working time’, the decisive factor is the requirement to be present at the place determined by the employer and available to the employer in order to be able to provide services immediately, when necessary.
9) Artikli 22 lõike 1 kohaldamise käigus saadud kogemused näitavad, et täiesti individuaalne lõplik otsus mitte pidada kinni direktiivi artiklist 6 võib tekitada probleeme seoses töötajate tervise ja turvalisuse kaitsega ning töötaja vaba valikuga. töötajate tervise ja turvalisuse kaitsega ning töötaja vaba valikuga.
(9) The experience gained in the application of Article 22(1) shows that the individual final decision not to be bound by Article 6 of the Directive can be problematic in two respects: the protection of workers' health and safety and the freedom of choice of the worker.
Seetõttu ei peaks loobumissätet enam kohaldama.
Therefore, the opt-out provision should no longer be applicable.
Eelkõige on käesoleva direktiivi eesmärk tagada sobivate ja õiglaste töötingimuste õiguse täielik järgimine ( Euroopa Liidu põhiõiguste harta artikkel 31).
In particular, it seeks to ensure full respect of the right to fair and equitable working conditions (Article 31 of the Charter of Fundamental Rights of the European Union ).
14) Käesolev direktiiv arvestab põhiõigusi ja järgib põhimõtteid, mida tunnistab Euroopa Liidu p õhiõiguste harta.
(14) This Directive respects fundamental rights and observes the principles specifically recognised in the Charter of Fundamental Rights of the European Union.
Eelkõige on käesoleva direktiivi eesmärk tagada sobivate ja õiglaste töötingimuste õiguse (harta artikkel 31) ning perekonna- ja tööelu kokkusobitamise õiguse (harta artikkel 33) täielik järgimine.
In particular, it seeks to ensure full respect of the right to fair and equitable working conditions (Article 31 of the Charter) and the right to reconcile family and professional life (Article 33 of the Charter).
Artikli 6 sissejuhatav osa (direktiiv 2003/88/EÜ)
Article 6, introductory part (Directive 2003/88/EC)
Artiklis 6 asendatakse sissejuhatav osa järgmisega:
In Article 6, the introduction is replaced by the following:
"Liikmesriigid võtavad vajalikke meetmeid, mis kooskõlas vajadusega kaitsta töötajate turvalisust ja tervist ning sobitada kokku töö- ja perekonnaelu tagavad, et:"
"Member States shall take the necessary measures to ensure that, in keeping with the need to protect the safety and health of workers and to reconcile work and family life:"
The need to reconcile work and family must always be taken into account in fixing the number of weekly working hours and organising working time.
The need to reconcile work and family must always be taken into account in fixing the number of weekly working hours and organising working time.
Artikkel 13 (direktiiv 2003/88/EÜ)
Article 13 (Directive 2003/88/EC)
Artikkel 13 asendatakse järgmisega:
Article 13 is replaced by the following:
"Artikkel 13
"Article 13
Liikmesriigid võtavad vajalikud meetmed tagamaks, et tööandja, kes kavatseb korraldada töö teatud mudeli järgi, võtab arvesse üldpõhimõtet töö kohandamisest töötajale, pidades eriti silmas üksluise töö ja etteantud tempos töötamise leevendamist sõltuvalt tegevuse liigist, ning ohutus- ja tervishoiunõudeid eelkõige rasedate, hiljuti sünnitanud või rinnaga toitvate töötajate või puuetega inimeste puhul, eriti tööajal tehtavaid puhkepause käsitlevaid nõudeid."
Member States shall take the necessary measures to ensure that an employer who intends to organise work according to a certain pattern takes account of the general principle of adapting work to the worker, with a view, in particular, to alleviating monotonous work and work at a predetermined work-rate, depending on the type of activity, and of safety and health requirements, in particular for pregnant workers and workers who have recently given birth or are breastfeeding and disabled people, especially as regards breaks during working time."
Special protection should be given to workers who are pregnant, have recently given birth or are breastfeeding when organising patterns of work, as provided by Articles 4 and 5 of Council Directive 92/85/EEC on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding.
Special protection should be given to workers who are pregnant, have recently given birth or are breastfeeding when organising patterns of work, as provided by Articles 4 and 5 of Council Directive 92/85/EEC on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding.
Recital 16 of Directive 2000/78/EC establishing a general framework for equal treatment in employment and occupation states that 'The provision of measures to accommodate the needs of disabled people at the workplace plays an important role in combating discrimination on grounds of disability.'
Recital 16 of Directive 2000/78/EC establishing a general framework for equal treatment in employment and occupation states that 'The provision of measures to accommodate the needs of disabled people at the workplace plays an important role in combating discrimination on grounds of disability.'
Articles 5 and 7 also provide for special protection for disabled people at the workplace.
Articles 5 and 7 also provide for special protection for disabled people at the workplace.
ARTIKLI 1 PUNKT 2 C (uus)
ARTICLE 1, POINT 2 C (new)
Artikli13 lõige 1a (uus) (direktiiv 2003/88/EÜ)
Article 13, paragraph 1a (new) (Directive 2003/88/EC)
Artiklisse 13 lisatakse järgmine lõik:
In Article 13, the following paragraph shall be added:
"Liikmesriigid võtavad vajalikud meetmed, et õhutada tööandjaid töörütmi korraldamisel arvestama vajadusega sobitada kokku töö- ja perekonnaelu.
"Member States shall take the necessary measures to encourage employers, in organising working patterns, to take account of the need to reconcile work and family life.
Eelkõige võimaldavad nad töötajatel taotleda oma tööaja ja töörütmi muutmist ning nõuavad, et tööandjad vaataksid kõnealused taotlused läbi õiglaselt ja erapooletult."
In particular, they shall enable workers to request changes to their working hours and working pattern and require employers to consider such requests in a fair and equitable manner."
Working patterns must always be organised taking into consideration the need to reconcile work and family life, which is essential if the objectives of the Lisbon strategy are to be achieved.
Working patterns must always be organised taking into consideration the need to reconcile work and family life, which is essential if the objectives of the Lisbon strategy are to be achieved.
Artikli 16 punkt b (direktiiv 2003/88/EÜ)
Article 16, point (b) (Directive 2003/88/EC)
b) artikli 6 (maksimaalne iganädalane tööaeg) kohaldamiseks võrdlusperioodi, mis ei ületa nelja kuud.
b) for the application of Article 6 (maximum weekly working time), a reference period not exceeding four months.
Kuid liikmesriigid võivad õigus- ja haldusnormide abil, objektiivsetel või tehnilistel põhjustel või tööorganisatsiooniga seotud põhjustel pikendada seda võrdlusperioodi kaheteistkümnele kuule, tingimusel et järgitakse üldisi põhimõtteid seoses töötajate tervise ja turvalisuse kaitsega ning tingimusel, et konsulteeritakse huvitatud tööturu osapooltega ja tehakse jõupingutusi, et soodustada kõiki sotsiaalse dialoogi asjaomaseid vorme, kaasa arvatud läbirääkimised kutseorganisatsioonidega, kui pooled seda vajalikuks peavad.
However, Member States may, by law or regulation, for objective or technical reasons, or reasons concerning the organisation of work, extend the reference period referred to above to twelve months, subject to compliance with the general principles relating to the protection of the safety and health of workers , and provided there is a consultation of the social partners concerned and every effort is made to encourage all relevant forms of social dialogue, including negotiation if the parties so wish.
Kuid liikmesriigid võivad õigus- ja haldusnormide abil, objektiivsetel või tehnilistel põhjustel või tööorganisatsiooniga seotud põhjustel pikendada seda võrdlusperioodi kaheteistkümnele kuule, tingimusel et kehtestatakse range kontroll ja tagatised seoses töötajate tervise ja turvalisuse kaitsega ning tingimusel, et konsulteeritakse huvitatud tööturu osapooltega ja tehakse jõupingutusi, et soodustada kõiki sotsiaalse dialoogi asjaomaseid vorme, kaasa arvatud läbirääkimised kutseorganisatsioonidega, kui pooled seda vajalikuks peavad.
However, Member States may, by law or regulation, for objective or technical reasons, or reasons concerning the organisation of work, extend the reference period referred to above to twelve months, subject to stringent checks and guarantees concerning the protection of the safety and health of workers, and provided there is a consultation of the social partners concerned and every effort is made to encourage all relevant forms of social dialogue, including negotiation if the parties so wish.
Seetõttu tuleks panna erilist rõhku naiste ja naisorganisatsioonide osalemise suurendamisele sotsiaalses dialoogis.
To that end, there should be particular emphasis on increasing the participation and active presence of women and women's organisations in the process of social dialogue.
Kui töölepingu kehtivusaeg on lühem kui aasta, ei saa võrdlusperiood olla pikem töölepingu kestusest.
Whenever the duration of the employment contract is less than one year, the reference period cannot be longer than the duration of the employment contract.
Iga-aastased põhipuhkused, mida antakse vastavalt artiklile 7, ja haiguspuhkuse perioodid ei lähe keskmise arvutamisel arvesse või on neutraalsed ;
The periods of paid annual leave, granted in accordance with Article 7, and the periods of sick leave shall not be included or shall be neutral in the calculation of the average ;
Iga-aastased põhipuhkused, mida antakse vastavalt artiklile 7, ja haiguspuhkuse perioodid ei lähe keskmise arvutamisel arvesse või on neutraalsed .
The periods of paid annual leave, granted in accordance with Article 7, and the periods of sick leave shall not be included or shall be neutral in the calculation of the average .
Võimalus kalduda kõrvale neljakuulisest võrdlusperioodist on välistatud rasedate töötajate või ühe vanemaga pere või suure pere töötavate emade puhul.
The option of departing from the reference period of four months shall be excluded in the case of pregnant workers or working mothers of single-parent or large families.
Kõiki eespool nimetatud tagatisi täiendatakse tõhusa kontrollimehhanismi loomise ja korraliku toimimise kaudu, et kontrollida nende tagatiste järgimist, ning menetluste kaudu, mis tagavad, et liikmesriigid neid tõesti järgivad;
All the abovementioned guarantees shall be supplemented by the establishment and proper operation of an effective mechanism to verify that those guarantees are fulfilled, and by procedures ensuring that the Member States effectively comply therewith;
The provision concerning the reference period of weekly working time allows the Member States a degree of flexibility, which is acceptable provided it is accompanied by strict guarantees on workers' health and safety.
The provision concerning the reference period of weekly working time allows the Member States a degree of flexibility, which is acceptable provided it is accompanied by strict guarantees on workers' health and safety.
For that reason, it is important that the social partners are consulted and that groups of workers which traditionally play a minor part in social dialogue are encouraged to take part.
For that reason, it is important that the social partners are consulted and that groups of workers which traditionally play a minor part in social dialogue are encouraged to take part.
The guarantees enabling the reference period to be extended should be re-examined in the light of the particular needs and difficulties faced by women workers, who are more exposed to the risk of abuse of the derogation provided by the Directive.
The guarantees enabling the reference period to be extended should be re-examined in the light of the particular needs and difficulties faced by women workers, who are more exposed to the risk of abuse of the derogation provided by the Directive.
Moreover, the need to monitor compliance with these guarantees should be emphasised since it makes no sense to draw up a list of them unless there are also effective national supervisory authorities.
Moreover, the need to monitor compliance with these guarantees should be emphasised since it makes no sense to draw up a list of them unless there are also effective national supervisory authorities.
Artikli 22 lõiked 1 ja 1 a (direktiiv 2003/88/EÜ)
Article 22, paragraphs 1 and 1a (Directive 2003/88(EC)
Artiklit 22 muudetakse järgmiselt :
Article 22 is modified as follows:
Artiklis 22 asendatakse lõige 1 järgmisega:
In Article 22, paragraph 1 is replaced by the following:
a) Lõige 1 asendatakse järgmisega:
a) Paragraph 1 is replaced by the following:
Liikmesriigil on võimalus mitte kohaldada artiklit 6, kui ta samal ajal järgib töötajate ohutuse ja tervise kaitse üldpõhimõtteid ning võtab vajalikke meetmeid.
Member States shall have the option not to apply Article 6, while respecting the general principles of the protection of the safety and health of workers.
Selle võimaluse kohaldamine peab siiski olema konkreetselt ette nähtud kollektiivlepingu või lepinguga, mis on sõlmitud tööturu osapoolte vahel siseriiklikul või piirkondlikul tasandil või kooskõlas siseriiklike õigusaktide ja/või tavadega, või kollektiivlepinguga või lepinguga, mis on sõlmitud tööturu osapoolte vahel asjaomasel tasandil.
The implementation of this option must, however, be expressly foreseen by a collective agreement or an agreement between the two sides of industry at national or regional level or, in accordance with national law and/or practice,, by means of collective agreements or agreements concluded between the two sides of industry at the appropriate level .
Liikmesriigid tagavad, et alates käesoleva direktiivi artiklis 4 ettenähtud kuupäevast ei ületa iganädalane tööaeg, sealhulgas ületunnitöö, 48 tundi. "
Member States shall ensure that from the date referred to in Article 4 of this Directive, weekly working time, including overtime, shall not exceed 48 hours."
Selle võimaluse kohaldamine on võimalik ka tööandja ja töövõtja vahelise kokkuleppe korral, kui ühtegi kollektiivlepingut ei kehti või kui kõnealuses ettevõttes või asutuses ei ole töötajate esindust, kellel oleksid volitused vastavalt siseriiklikele õigusaktidele ja/või tavale tööturu osapoolte vahelise kollektiivlepingu või lepingu sõlmimiseks selles valdkonnas."
The implementation of this option is also possible, by virtue of an agreement between the employer and the worker, in cases where there is no collective agreement in force and there is no workers' representation within the undertaking or the business that is empowered, in accordance with national law and/or practice, to conclude a collective agreement or an agreement between the two sides of industry on the issue."
b) Lisatakse järgmine lõige 1 a:
b) The following paragraph (1a) shall be added:
Sellise kokkuleppe kehtivus on maksimaalselt üks aasta ja seda võib pikendada.
This agreement shall be valid for a period not exceeding one year, renewable.
b) ükski töötaja ei tohi kannatada kahju, kui ta ei soovi sellise töö tegemiseks oma nõusolekut anda;
b) no worker suffers any detriment because he is not willing to give his agreement to perform such work;
c) ühtegi töötajat ei tohi rakendada rohkem kui kuuskümmend viis tundi ükskõik millisel nädalal, välja arvatud juhul, kui tööturu osapoolte vahel sõlmitud kollektiivlepingus või lepingus on sätestatud teisiti;
c) no worker works more than sixty-five hours in any one week, unless the collective agreement or agreement between the two sides of industry provides otherwise;
d) tööandja peab ajakohastatult arvet kõigi töötajate üle, kes sellist tööd teevad, ning reaalselt töötatud tundide arvu üle;
d) the employer keeps up-to-date records of all workers who carry out such work and of the number of hours actually worked;
e) arvepidamine esitatakse pädevale ametiasutusele, kellel on õigus töötajate ohutuse ja/või tervise kaitse eesmärgil keelata või piirata võimalust nädala maksimaalset töötundide arvu ületamiseks;
e) the records are placed at the disposal of the competent authorities, which may, for reasons connected with the safety and/or health of workers, prohibit or restrict the possibility of exceeding the maximum weekly working time;
f) tööandja annab päevale ametiasutusele viimase nõudmisel teabe töötaja antud nõusolekute kohta sellist töö tegemiseks, mis ületab neljakümmet kaheksat tundi seitsmepäevase perioodi jooksul, arvestatuna artikli 16 punktis b kirjeldatud võrdlusperioodi keskmisena, ning samuti nende töötajate reaalselt töötatud tundide kohta.”
f) the employer provides the competent authorities at their request with information on cases in which agreement has been given by workers to perform work exceeding 48 hours over a period of seven days, calculated as an average for the reference period referred to in Article 16(b), as well as information on the number of hours actually worked by the workers concerned."
ARTIKLI 1 PUNKT 9
ARTICLE 1, POINT 9
Artikkel 24 a (direktiiv 2003/88/EÜ)
Article 24 a (Directive 2003/88/EC)
Vähemalt viis aastat pärast käesoleva direktiivi artiklis 3 ettenähtud kuupäeva esitab komisjon Euroopa Parlamendile, nõukogule ja Euroopa majandus- ja sotsiaalkomiteele aruande käesoleva direktiivi sätete kohaldamise kohta ning selle kohta, kuidas see on aidanud parandada töötajate tervist ja turvalisust, sobitada kokku töö- ja pereelu, suurendada tööaja juhtimise paindlikkust ja vähendada piiranguid ettevõtetele.
Not later than five years after the date referred to in Article 3 of this Directive, the Commission shall submit to the European Parliament, the Council and the European Economic and Social Committee a report on the application of its provisions and their contribution to workers' health and safety, the reconciliation of work and family life, to increasing flexibility in the management of working time and to reducing constraints on companies.
Aruanne näitab ka seda, kas liikmesriigid on võtnud vajalikud meetmed tagamaks, et maksimaalne iganädalane tööaeg, sealhulgas ületunnitöö, ei ületa 48 tundi.
The report shall also indicate whether Member States have taken the necessary measures to ensure that the maximum working week does not exceed 48 hours, including overtime.
The report on the application of the Directive should contain an assessment of the contribution of the various provisions to the achievement of the objectives set by the Commission.
The report on the application of the Directive should contain an assessment of the contribution of the various provisions to the achievement of the objectives set by the Commission.
It should also indicate whether the Member States have removed the derogation provided in Article 22(1) from their national legislation/practices within the appointed deadline.
It should also indicate whether the Member States have removed the derogation provided in Article 22(1) from their national legislation/practices within the appointed deadline.
Ettepanek võtta vastu Euroopa Parlamendi ja nõukogu direktiiv, millega muudetakse direktiivi 2003/88/EÜ tööaja korralduse teatavate aspektide kohta
Proposal for a directive of the European Parliament and of the Council amending Directive 2003/88/EC concerning certain aspects of the organisation of working time
Arvamuse koostaja nimetamise kuupäev
Draftsperson Date appointed
art 251 lg 2 ja art 137 (EÜ)
Articles 251(2) and 137(2) EC