natgillin/translations-raw huggingface dataset:
(19) Selguse huvides tuleb ühtlasi selgesõnaliselt sätestada sünnituspuhkusel viibiva naise tööalased õigused, eriti õigus samale või samaväärsele töökohale tagasi pöörduda, ilma et tema töötingimused puhkuse võtmise tagajärjel kuidagi halveneksid, samuti kasutada paranenud töötingimusi, millele tal oleks tekkinud õigus äraoleku ajal.
(19) For reasons of clarity, it is also appropriate to make express provision for the protection of the employment rights of women on maternity leave and in particular their right to return to the same or an equivalent post and to suffer no detriment in their terms and conditions as a result of taking such leave as well as to benefit from any improvement in working conditions to which they should be entitled during their absence.
This specific right reflects very important ECJ case law, in particular Case C-136/95, Thibault [1998] ECR, Ι-2011 and it makes part of the " acquis communautaire"
This specific right reflects very important ECJ case law, in particular Case C-136/95, Thibault [1998] ECR, Ι-2011 and it makes part of the " acquis communautaire"
(19 a) Nõukogu ja nõukogus kokkutulnud tööhõive ja sotsiaalpoliitika ministrite 29. juuni 2000. aasta resolutsioonis naiste ja meeste tasakaalustatud osalemise kohta perekonna- ja tööelus 1 ergutati liikmesriike kaaluma oma vastavate õigussüsteemide kohaldamisala läbivaatamist, et anda töötavatele meestele isiklik ja võõrandamatu õigus saada lapse sünni korral isale antavat puhkust, säilitades samal ajal nende töökohaga seotud õigused.
(19a) In the resolution of the Council and of the Ministers for Employment and Social Policy, meeting within the Council, of 29 June 2000 on the balanced participation of women and men in family and working life 1 , Member States were encouraged to consider examining the scope for their respective legal systems to grant working men an individual and non-transferable right to paternity leave, while maintaining their rights relating to employment.
Sellega seoses on tähtis rõhutada, et liikmesriik otsustab, kas anda selline õigus või ei, ning määrab kõik käesoleva direktiivi kohaldamisala välised tingimused, välja arvatud töölt vabastamine ja töölenaasmine.
In this context, it is important to stress that it is for the Member States to determine whether or not to grant such a right and also to determine any conditions, other than dismissal and return to work, which are outside the scope of this Directive.
Põhjendus 19 b (uus)
Recital 19 b (new)
(19 b) Sarnased tingimused kehtivad liikmesriikides naistele ja meestele isikliku ja võõrandamatu õiguse andmisel saada lapsendamispuhkust, säilitades samal ajal nende töökohaga seotud õigused.
(19b) Similar conditions apply to the grant by Member States to women and men of an individual and non-transferable right to adoption leave, while maintaining their rights relating to employment.
(22) Tõendamiskohustuse eeskirjade vastuvõtmine mängib olulist rolli võrdse kohtlemise põhimõtte tulemusliku jõustamise tagamisel.
(22) The adoption of rules on the burden of proof plays a significant role in ensuring that the principle of equal treatment can be effectively enforced.
Euroopa Kohtu praktika kohaselt tuleb sätestada, et tõendamiskohustus läheb tagasi kostjale, kui diskrimineerimisjuhtum on esmapilgul ilmne, välja arvatud menetluste suhtes, kus juhtumi asjaolusid peab uurima kohus või muu pädev organ.
As the Court of Justice has held, provision should therefore be made to ensure that the burden of proof shifts back to the respondent when there is a prima facie case of discrimination, except in relation to proceedings in which it is for the court or other competent body to investigate the facts.
Siiski tuleb siinkohal selgitada, et otsest või kaudset diskrimineerimist eeldada lubavate faktide hindamine on vastavalt siseriiklikele õigusnormidele või tavadele asjaomase siseriikliku organi ülesanne.
It is however necessary to clarify that the appreciation of the facts from which it may be presumed that there has been direct or indirect discrimination remains a matter for the relevant national body in accordance with national law or practice.
Lisaks sellele võivad liikmesriigid kehtestada igas sobivas asja menetlusjärgus tõendamisreeglid, mis on hagejale soodsamad kui siin esitatud.
Further, it is for the Member States to introduce, at any appropriate stage of the proceedings, rules of evidence which are more favourable to plaintiffs.
Euroopa Kohtu praktika kohaselt tuleb sätestada, et tõendamiskohustus läheb tagasi kostjale, kui diskrimineerimisjuhtum on esmapilgul ilmne, välja arvatud menetluste suhtes, kus juhtumi asjaolusid peab uurima kohus või muu pädev siseriiklik organ.
As the Court of Justice has held, provision should therefore be made to ensure that the burden of proof shifts back to the respondent when there is a prima facie case of discrimination, except in relation to proceedings in which it is for the court or other competent national body to investigate the facts.
(24) Võttes arvesse tõhusa kohtuliku kaitse õiguse põhjapanevat olemust, on kohane tagada, et töötajaid kaitstaks isegi pärast selle suhte lõppemist, mille käigus võrdse kohtlemise põhimõtet väidetavalt rikuti.
(24) Having regard to the fundamental nature of the right to effective legal protection, it is appropriate to ensure that workers continue to enjoy such protection even after the relationship giving rise to an alleged breach of the principle of equal treatment has ended.
Töötajal, kes kaitseb käesoleva direktiivi alusel kaitstavat isikut või annab tema nimel tunnistusi, peaks olema õigus samasugusele kaitsele.
An employee defending or giving evidence on behalf of a person protected under this Directive should be entitled to the same protection.
It is very important the requirement to protect colleagues of the victim of discrimination, who support him/her as witnesses or otherwise, who are also often victims of victimisation.
It is very important the requirement to protect colleagues of the victim of discrimination, who support him/her as witnesses or otherwise, who are also often victims of victimisation.
This sentence was included in Directive 2002/73, as it was proved by experience and research that a serious reason of the reluctance of women to have recourse to courts or even to competent administrative authorities is the lack of evidence.
This sentence was included in Directive 2002/73, as it was proved by experience and research that a serious reason of the reluctance of women to have recourse to courts or even to competent administrative authorities is the lack of evidence.
Indeed, the colleagues of the victim of discrimination are as much afraid of victimisation as the victim herself, and thus they avoid appearing in court or before other authorities as witnesses.
Indeed, the colleagues of the victim of discrimination are as much afraid of victimisation as the victim herself, and thus they avoid appearing in court or before other authorities as witnesses.
(25) Euroopa Kohus on selgesti kehtestanud, et tõhususe tagamiseks eeldab võrdse kohtlemise põhimõte järgmist: rikkumise korral peab antav hüvitis olema piisav võrreldes tekitatud kahjuga.
(25) It has been clearly established by the Court of Justice that, in order to be effective, the principle of equal treatment implies that the compensation awarded for any breach must be adequate in relation to the damage sustained.
Seetõttu on kohane välistada hüvitise ülemmäära eelnev kindlaksmääramine.
It is therefore appropriate to exclude the fixing of any prior upper limit for such compensation.
(25) Euroopa Kohus on selgesti kehtestanud, et tõhususe tagamiseks eeldab võrdse kohtlemise põhimõte järgmist: kui siseriikliku õigusega ettenähtud sanktsiooniks on hüvitis, siis rikkumise korral peab antav hüvitis olema piisav võrreldes tekitatud kahjuga.
(25) It has been clearly established by the Court of Justice that, in order to be effective, the principle of equal treatment implies that if the sanction provided by national law is compensation, the compensation awarded for any breach must be adequate in relation to the damage sustained.
Seetõttu on kohane välistada hüvitise ülemmäära eelnev kindlaksmääramine , välja arvatud juhtudel, kui tööandja suudab tõestada, et avalduse esitaja ainus käesoleva direktiivi tähenduses diskrimineerimise tulemusel kantud kahju on tema töökoha saamiseks esitatud avalduse arvesse võtmata jätmine .
It is therefore appropriate to exclude the fixing of any prior upper limit for such compensation, except in cases where the employer can prove that the only damage suffered by an applicant as a result of discrimination within the meaning of this Directive is the refusal to take his /her job application into consideration .
The purpose of this amendment is to bring the text of the recital into line with the wording of the corresponding article (Article 18) of the proposed Directive.
The purpose of this amendment is to bring the text of the recital into line with the wording of the corresponding article (Article 18) of the proposed Directive.
Recital 28 a (new)
Recital 28 a (new)
(28 a) Et meeste ja naiste erinev kohtlemine töö ja tööhõive küsimustes oleks paremini arusaadav, tuleks välja töötada võrreldavad soospetsiifilised andmed ja statistika, neid analüüsida ja asjakohasel tasandil kättesaadavaks teha.
(28a) For the sake of a better understanding of the different treatment of men and women in matters of work and employment, comparable gender specific data and statistics should be developed, analysed and made available at the appropriate levels.
Existing data are not always sufficient.
Existing data are not always sufficient.
Põhjendus 28 b (uus)
Recital 28 b (new)
(28 b) Meeste ja naiste võrdne kohtlemine töö ja tööhõive küsimustes ei saa piirduda õigusloomealaste meetmetega.
(28b) Equal treatment of men and women in matters of work and employment cannot be restricted to legislative measures.
Selle asemel tuleb Euroopa Liitu ja liikmesriike kutsuda tõhusamalt toetama teadlikkuse suurendamist palgadiskrimineerimisest ja mõtteviiside muutumisest, kaasates nii avalikul kui eratasandil võimalikult ulatuslikult kõiki asjaosalisi.
Instead, the European Union and the Member States must be called upon to promote more vigorously the process of raising awareness of the question of wage discrimination and of changing attitudes, involving all the parties concerned at public and private level to the greatest possible extent.
Sotsiaalpartnerite dialoog võib selles protsessis olulist osa täita.
The dialogue between the social partners can play an important role in this process.
National and European awareness-raising campaigns can therefore help promote a change of attitude in the everyday world of work.
National and European awareness-raising campaigns can therefore help promote a change of attitude in the everyday world of work.
At the same time, however, other interested groups, such as the social partners, should be obliged to take part in the fight against discrimination.
At the same time, however, other interested groups, such as the social partners, should be obliged to take part in the fight against discrimination.
Artikli 1 pealkiri (uus)
Article 1, title (new)
Artikli 2 pealkiri (uus)
Article 2, title (new)
Artikli 2 lõike 1 punkt d
Article 2, paragraph 1, point (d)
d) seksuaalne ahistamine – kui esineb soovimatu sõnaline , mittesõnaline või füüsiline seksuaalse olemusega käitumine, mille eesmärk või tegelik toime on isiku väärikuse alandamine, eriti kui see loob ähvardava, vaenuliku, halvustava, alandava või solvava õhkkonna;
(d) sexual harassment: where any form of unwanted verbal , non-verbal or physical conduct of a sexual nature occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment ;
d) seksuaalne ahistamine – kui esineb soovimatu sõnaline või füüsiline seksuaalse olemusega käitumine, mille eesmärk või tegelik toime on isiku väärikuse alandamine, eriti kui see loob ähvardava, vaenuliku, halvustava, alandava või solvava õhkkonna
(d) sexual harassment: where any form of unwanted verbal or physical conduct of a sexual nature occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment
There is no difference between physical and non-verbal conduct.
There is no difference between physical and non-verbal conduct.
Artikli 2 lõike 1 punkt f a (uus)
Article 2, paragraph 1 (f a) (new)
f a)" ametialane edutamine"– kõrgemale ametikohale viimine või vastutuse suurendamine, kaasa arvatud tingimused, mille alusel sellest teatatakse või seda tehakse;
(fa) ‘professional promotion’: the advancement of rank or responsibility, including the conditions on which this is advertised or awarded;
It is essential to provide a definition of promotion in order that the concept cannot be abused to avoid equal opportunities requirements.
It is essential to provide a definition of promotion in order that the concept cannot be abused to avoid equal opportunities requirements.
Artikli 2 lõike 2 punkt b a (uus)
Article 2, paragraph 2, point (b a) (new)
b a) raseda või sünnituspuhkusel oleva naise halvem kohtlemine direktiivi 92/85/EMÜ mõistes.
(ba) any less favourable treatment of a woman related to pregnancy or maternity leave within the meaning of Directive 92/85/EEC.
Tout traitement moins favorable à l’égard d’une femme enceinte ou en congé de maternité doit être également considéré comme discriminatoire.
Any less favourable treatment of a woman who is pregnant or on maternity leave must also be deemed discriminatory.
Par ailleurs, le congé de maternité n’étant pas défini, l’incorporation de la référence à la directive 92/85/CE est nécessaire.
Furthermore, as maternity leave has not been defined, it is necessary to insert a reference to Directive 92/85/EEC.
Artikli 2 lõike 2 punkt b b (uus)
Article 2, paragraph 2, point (b b) (new)
b b) halvem kohtlemine soovahetuse tõttu
(bb) less favourable treatment on the grounds of gender reassignment
See also amended Recital 2.
See also amended Recital 2.
Case C-13/94 P v S and Cornwall County council [1996] ECR I-2143 and Case C-117/01 K.B. v National Health Service Pensions Agency and Secretary of State [7 January 2004]
Case C-13/94 P v S and Cornwall County council [1996] ECR I-2143 and Case C-117/01 K.B. v National Health Service Pensions Agency and Secretary of State [7 January 2004]
Artikli 3 pealkiri (uus)
Article 3, title (new)
Käesolevat direktiivi kohaldatakse töötava elanikkonna – see tähendab töötajate ja füüsilisest isikust ettevõtjate ning selliste töötajate ja füüsilisest isikust ettevõtjate, kelle töötamine on katkenud haiguse, raseduse ja sünnituse, õnnetuse või sunnitud töötuse tõttu, samuti tööotsijate – ning pensionile jäänud või invaliidistunud töötajate ning nende soodustatud isikute suhtes kooskõlas siseriikliku õiguse ja/või tavaga.
This Directive shall apply to members of the working population, including self-employed persons, persons whose activity is interrupted by illness, maternity, accident or involuntary unemployment and persons seeking employment, and to retired and disabled workers , and to those claiming under them, in accordance with national law and/or practice.
The amendment concerning Article 5 a (new) sees to this.
The amendment concerning Article 5 a (new) sees to this.
Artikli 3 pealkiri (uus)
Article 3 a, title (new)
Positiivsed meetmed
Positive action
Artikli 3 punkt a
Article 3 a (new)
Currently this appears as Article 14 under Title II, Specific Provisions, Chapter 3, The principle of equal treatment for men and women as regards assess to employment, vocational training and promotion and working conditions.
Currently this appears as Article 14 under Title II, Specific Provisions, Chapter 3, The principle of equal treatment for men and women as regards access to employment, vocational training and promotion and working conditions.
This should be a general provision under Title I , so should be a new Article 4 after the current Article 3.
This should be a general provision under Title I, so should be a new Article 4 after the current Article 3.
It is important to encourage Member States to implement positive action measures, and therefore there should be highlighted as a general provision, as it is in the Gender Directive 2004/113 and in the Race Directive.
It is important to encourage Member States to implement positive action measures, and therefore there should be highlighted as a general provision, as it is in the Gender Directive 2004/113 and in the Race Directive.
This will increase consistency and clarity of the new Directive.
This will increase the consistency and clarity of the new Directive.
The provision of childcare is of increasing importance in ensuring genuine equality of opportunity.
The provision of childcare is of increasing importance in ensuring genuine equality of opportunity.
It is extremely important to specify those cases in which the principle of equal treatment must be applied.
It is extremely important to specify those cases in which the principle of equal treatment must be applied.
Artikli 4 pealkiri (uus)
Article 4, title (new)
Diskrimineerimise keeld
Prohibition of discrimination
Sama või võrdväärse töö puhul välistatakse soolisel alusel diskrimineerimine kõigis ühest allikast pärineva töötasu aspektides ja tingimustes.
For the same work or for work to which equal value is attributed, all discrimination on grounds of sex with regard to all aspects and conditions of remuneration attributable to a single source shall be eliminated.
Sama või võrdväärse töö puhul välistatakse otsene või kaudne soolisel alusel diskrimineerimine kõigis töötasu aspektides ja tingimustes.
For the same work or for work to which equal value is attributed, direct and indirect discrimination on grounds of sex with regard to all aspects and conditions of remuneration shall be eliminated.
This recital, together with Article 4 of the Commission proposal, refers back to two Court of Justice judgments ( Lawrence, Case C-320/00, and Allonby, Case C-256/01) which concerned very specific circumstances that cannot be generalised.
This recital, together with Article 4 of the Commission proposal, refers back to two Court of Justice judgments ( Lawrence, Case C-320/00, and Allonby, Case C-256/01) which concerned very specific circumstances that cannot be generalised.
In addition, the wording goes beyond the negative ruling of the underlying decisions.
In addition, the wording goes beyond the negative ruling of the underlying decisions.
Artikli 5 pealkiri (uus)
Article 5, title (new)
Artikli 5 punkt a (uus)
Article 5 a (new)
Artikli 6 pealkiri (uus)
Article 6, title (new)
Artikli 7 pealkiri (uus)
Article 7, title (new)
Mõjualast väljaarvamine
Exclusions from material scope
Artikli 8 pealkiri (uus)
Article 8, title (new)
Sool põhineva diskrimineerimise näited
Examples of sex-based discrimination
Artikli 8 punkt 1
Article 8, point 1
Sätete hulka, mis on võrdse kohtlemise põhimõttega vastuolus, kuuluvad otseselt või kaudselt soolisel kuuluvusel põhinevad sätted,
Provisions contrary to the principle of equal treatment shall include those based on sex, either directly or indirectly, for :
Võrdse kohtlemise põhimõttega on vastuolus sätted, mis põhinevad otseselt või kaudselt soolisel kuuluvusel ja põhjustavad järgnevat:
Opposed to the principle of equal treatment are provisions that are directly or indirectly based on sex and cause the following :
Artikli 8 punkt d
Article 8, point (d)
d) ette näha erinevad reeglid sissemaksete tagasimaksmise kohta juhul, kui töötaja lõpetab skeemis osalemise, ilma et oleks täitnud tingimusi, mis kindlustavad talle tulevikus õiguse pikaajalistele toetustele, välja arvatud punktides h , i ja j ettenähtud reeglid;
(d) laying down different rules, except as provided for in points (h) , (i) and (j), for the reimbursement of contributions when a worker leaves a scheme without having fulfilled the conditions guaranteeing a deferred right to long-term benefits;
d) ette näha erinevad reeglid sissemaksete tagasimaksmise kohta juhul, kui töötaja lõpetab skeemis osalemise, ilma et oleks täitnud tingimusi, mis kindlustavad talle tulevikus õiguse pikaajalistele toetustele, välja arvatud punktides h ja j ettenähtud reeglid;
(d) laying down different rules, except as provided for in points (h) and (j), for the reimbursement of contributions when a worker leaves a scheme without having fulfilled the conditions guaranteeing a deferred right to long-term benefits;
Point (i) is mentioned as an exception to the principle of equal treatment.
Point (i) is mentioned as an exception to the principle of equal treatment.
This is an error, resulting from the fact that in Directive 96/97/EC point (i) consisted of two parts: (1) the current point (i) ‘setting different levels for workers’ contributions;’ (2) the current point (j) ‘setting different levels for employers’ contributions, except: …’.
This is an error, resulting from the fact that in Directive 96/97/EC point (i) consisted of two parts: (1) the current point (i) ‘setting different levels for workers’ contributions;’ (2) the current point (j) ‘setting different levels for employers’ contributions, except: …’.
In the current proposal, the Commission has separated the two points.
In the current proposal, the Commission has separated the two points.
Artikli 8 lõike 1 punkt h
Article 8, paragraph 1, point (h)
h) määrates erineval tasemel toetused, välja arvatud siis, kui on vaja võtta arvesse kindlustusmatemaatilisi tegureid, mis on sissemaksetega määratud pensioniskeemi korral soo alusel erinevad; väljamaksega määratud kogumispensioni skeemide puhul võivad teatavad komponendid olla ebavõrdsed, kui summade erinevus tuleneb meeste ja naiste puhul erinevate kindlustusmatemaatiliste tegurite kasutamisest skeemi rahastamise ajal;
(h) setting different levels of benefit , except in so far as may be necessary to take account of actuarial calculation factors which differ according to sex in the case of defined-contribution schemes; in the case of funded defined-benefit schemes, certain elements may be unequal where the inequality of the amounts results from the effects of the use of actuarial factors differing according to sex at the time when the scheme’s funding is implemented;
h) Erineval tasemel toetuste sätestamine
(h) Provision of different levels of benefits
Artikli 8 punkt k
Article 8, point (k)
k) kehtestada erinevad standardid või ainult ühest soost töötajatele kohaldatavad standardid, välja arvatud punktides h, i ja j ettenähtud juhtudel, millest lähtuvalt töötaja kindlustusskeemist lahkumise korral tagatakse või säilitatakse õigus toetustele tulevikus.
(k) laying down different standards or standards applicable only to workers of a specified sex, except as provided for in points (h) , (i) and (j), as regards the guarantee or retention of entitlement to deferred benefits when a worker leaves a scheme.
k) kehtestada erinevad standardid või ainult ühest soost töötajatele kohaldatavad standardid, välja arvatud punktides h ja j ettenähtud juhtudel, millest lähtuvalt töötaja kindlustusskeemist lahkumise korral tagatakse või säilitatakse õigus toetustele tulevikus.
(k) laying down different standards or standards applicable only to workers of a specified sex, except as provided for in points (h) and (j), as regards the guarantee or retention of entitlement to deferred benefits when a worker leaves a scheme.
This is an error, resulting from the fact that in Directive 96/97/EC point (i) consisted of two parts:
This is an error, resulting from the fact that in Directive 96/97/EC point (i) consisted of two parts:
(1) the current point (i) ‘setting different levels for workers’ contributions;’
(1) the current point (i) ‘setting different levels for workers’ contributions;’
(2) the current point (j) ‘setting different levels for employers’ contributions, except: …’.
(2) the current point (j) ‘setting different levels for employers’ contributions, except: …’.
Artikli 9 pealkiri (uus)
Article 9, title (new)
Füüsilisest isikust ettevõtjad, läbivaatamisklausel
Self-employed workers, revision clause
Artikli 10 pealkiri (uus)
Article 10, title (new)