natgillin/translations-raw huggingface dataset:
(6) Isiku sooga seotud ahistamine ja seksuaalne ahistamine on vastuolus meeste ja naiste võrdse kohtlemise põhimõttega ning seetõttu tuleks neid käesoleva direktiivi tähenduses lugeda sooliseks diskrimineerimiseks.
(6) Harassment related to the sex of a person and sexual harassment are contrary to the principle of equal treatment between men and women and should therefore be deemed to constitute discrimination on grounds of sex for the purposes of this Directive.
Seda liiki diskrimineerimist ei esine mitte üksnes tööl, vaid ka töö saamise ja kutseõppe võimaldamise kontekstis.
These forms of discrimination occur not only in the workplace, but also in the context of access to employment and vocational training.
(6) Ahistamine ja seksuaalne ahistamine on vastuolus meeste ja naiste võrdse kohtlemise põhimõttega ning kujutavad endast käesoleva direktiivi tähenduses soolist diskrimineerimist.
(6) Harassment and sexual harassment are contrary to the principle of equal treatment between men and women and constitute discrimination on grounds of sex for the purposes of this Directive.
Seda liiki diskrimineerimist ei esine mitte üksnes tööl, vaid ka töö saamise ja kutseõppe võimaldamise ning edutamise kontekstis.
These forms of discrimination occur not only in the workplace, but also in the context of access to employment and vocational training and advancement.
Need diskrimineerimise vormid peaksid seetõttu olema keelatud.
These forms of discrimination should therefore be prohibited.
Kui need püsivad, tuleks nende vastu kohtus rakendada hoiatavaid ja proportsionaalseid sanktsioone.
If they persist they should be subject to dissuasive and proportionate sanctions in the courts.
This amendment refers to Articles 13, 137 and 141 of the EC Treaty and the case law of the Court of Justice under which the elimination of sexual discrimination is a fundamental right.
This amendment refers to Articles 13, 137 and 141 of the EC Treaty and the case law of the Court of Justice under which the elimination of sexual discrimination is a fundamental right.
(7) Selles kontekstis tuleks ergutada tööandjaid ja kutseõppe eest vastutavaid isikuid võtma kooskõlas siseriiklike õigusnormide ja tavadega meetmeid igasuguse soolise diskrimineerimise vastu ning eelkõige ennetusmeetmeid ahistamise ja seksuaalse ahistamise vastu töökohas.
(7) In this context, employers and those responsible for vocational training should be encouraged to take measures to combat all forms of discrimination on grounds of sex and, in particular, to take preventive measures against harassment and sexual harassment in the workplace, in accordance with national legislation and practice.
(7) Selles kontekstis tuleks ergutada tööandjaid ja kutseõppe eest vastutavaid isikuid võtma kooskõlas siseriiklike õigusnormide ja tavadega meetmeid igasuguse soolise diskrimineerimise vastu, kaasa arvatud etnilistesse vähemustesse kuuluvate naiste puhul, kes on eriti haavatavas olukorras , ning eelkõige ennetusmeetmeid ahistamise ja seksuaalse ahistamise vastu töökohas ja seoses töö saamise ning kutseõppega .
(7) In this context, employers and those responsible for vocational training should be encouraged to take measures to combat all forms of discrimination on grounds of sex, including discrimination against the particularly vulnerable group of ethnic minority women and, in particular, to take preventive measures against harassment and sexual harassment in the workplace and in access to employment and vocational training in accordance with national legislation and practice.
Women from ethnic minorities are often discriminated against twice, because of their gender and because of their origin.
Women from ethnic minorities are often discriminated against twice, because of their gender and because of their origin.
This group should not be forgotten when addressing the issue of equal treatment of men and women.
This group should not be forgotten when addressing the issue of equal treatment of men and women.
(8) Asutamislepingu artiklis 141 sätestatud võrdse või võrdväärse töö eest võrdse tasu maksmise põhimõte on meeste ja naiste võrdse kohtlemise põhimõtte oluline aspekt.
(8) The principle of equal pay for equal work or work of equal value as laid down by Article 141 of the Treaty constitutes an important aspect of the principle of equal treatment between men and women.
Seetõttu on kohane sätestada täiendavalt selle rakendamine.
It is therefore appropriate to make further provisions for its implementation.
(8) Asutamislepingu artiklis 141 kindlalt kehtestatud ning Euroopa Kohtu väljakujunenud pretsedendiõiguse alusel edasiarendatud võrdse või võrdväärse töö eest võrdse tasu maksmise põhimõte on meeste ja naiste võrdse kohtlemise põhimõtte oluline aspekt ning ühenduse õigustiku oluline ja hädavajalik soolist diskrimineerimist käsitlev osa .
(8) The principle of equal pay for equal work or work of equal value as firmly established by Article 141 of the Treaty and developed by the settled case-law of the Court of Justice constitutes an important aspect of the principle of equal treatment between men and women , and an essential and indispensable part of the acquis communautaire concerning sex discrimination .
(8 a) Meestele ja naistele võrdse tasu maksmise põhimõte on asutamislepingu artikliga 141 juba kindlalt kehtestatud ja Euroopa Kohtu pretsedendiõigus toetab seda järjekindlalt.
(8a) The principle of equal pay for men and women is already firmly established by Article 141 of the Treaty and is consistently upheld by the case-law of the Court of Justice.
See põhimõte on ühenduse õigustiku ning Euroopa Kohtu pretsedendiõiguse oluline ja hädavajalik soolist diskrimineerimist käsitlev osa.
The principle constitutes an essential and indispensable part of the acquis communautaire and of Court of Justice case-law concerning sex discrimination.
This amendment serves to clarify the current legal situation by referring once again to primary Community law and Court of Justice case-law.
This amendment serves to clarify the current legal situation by referring once again to primary Community law and Court of Justice case-law.
Põhjendus 8 b (uus)
Recital 8 b (new)
(8 b) Vastavalt Euroopa Kohtu väljakujunenud pretsedendiõigusele tuleb töötajate töö võrdväärsuse hindamiseks määrata kindlaks, kas töötajaid võib lugeda võrreldavas olukorras olevaks, võttes arvesse mitmeid tegureid, sealhulgas töö iseloomu, koolitust ning töötingimusi.
(8b) In accordance with the settled case-law of the Court of Justice, in order to assess whether workers are performing the same work or work of equal value, it should be determined whether, having regard to a range of factors including the nature of the work and training and working conditions, those workers may be considered to be in a comparable situation.
(9) Kindel on, et võrdse tasu põhimõte ei ei kehti mitte ainult olukordades, kus mehed ja naised töötavad ühe ja sama tööandja juures.
(9) It is well-established that the principle of equal pay is not limited to situations in which men and women work for the same employer.
Vastavalt Euroopa Kohtu otsustele kohtuasjas C-320/00 A.G. Lawrence ja teised vs Regent Office Care Ltd, Commercial Catering Group ja Mitie Secure Services Ltd
According to the judgments of the Court of Justice in Case C-320/00: A.G. Lawrence and Others v Regent Office Care Ltd, Commercial Catering Group and Mitie Secure Services Ltd
[2002] EKL I-7325. ning kohtuasjas C-256/01 Debra Allonby vs Accrington & Rossendale College, Education Lecturing Services and The Secretary of State for Education and Employment
[2002] ECR I-7325. and Case C-256/01: Debra Allonby v Accrington & Rossendale College, Education Lecturing Services and The Secretary of State for Education and Employment
Otsus 13.1.2004. , peab siiski eksisteerima üks ja sama allikas, mis on tasustamistingimuste kindlakstehtud erinevuste põhjustaja, sest vastasel korral puudub üksus, mis vastutab ebavõrdse kohtlemise eest ja mis võiks võrdse kohtlemise uuesti taastada..
Judgment of 13.1.2004. , there must nevertheless be a single source to which any differences identified in pay conditions can be attributed since otherwise there is no body which is responsible for any inequality and which could restore equal treatment.
(9) Euroopa Kohus on kehtestanud, et teatavatel asjaoludel ei kehti võrdse tasu põhimõte mitte ainult olukordades, kus mehed ja naised töötavad ühe ja sama tööandja juures.
(9) The Court of Justice has established that in certain circumstances the principle of equal pay is not limited to situations in which men and women work for the same employer.
This recital, together with Article 4 of the Commission proposal, refers back to the Court of Justice judgments cited in the original text, which concerned very specific circumstances that cannot be generalised.
This recital, together with Article 4 of the Commission proposal, refers back to the Court of Justice judgments cited in the original text, which concerned very specific circumstances that cannot be generalised.
In addition, the recital goes beyond the negative ruling of the underlying decisions.
In addition, the recital goes beyond the negative ruling of the underlying decisions.
Also, the Court of Justice had regarded the criterion of ‘not attributable to a single source’ as grounds for excluding the applicability of the equal pay requirement.
Also, the Court of Justice had regarded the criterion of ‘not attributable to a single source’ as grounds for excluding the applicability of the equal pay requirement.
(9 a) Liikmesriigid peaksid koostöös sotsiaalpartneritega tegelema jätkuva sooga seotud palgaerinevuse ja tööturu märkimisväärse soolise jagunemise probleemiga, rakendades tööaja paindlikku korraldamist, mis võimaldaks nii meestel kui naistel pereelu ja töökohustusi paremini ühitada; siia kuuluvad vajalikud korraldused lapsehoolduspuhkuse jaoks, mida võib kasutada kumbki vanem.
(9a) The Member States, in collaboration with the social partners, should address the problem of the continuing gender ‑based wage differentials and marked gender segregation on the labour market by means of flexible working time arrangements which enable both men and women to combine family and work commitments more successfully; this includes appropriate parental leave arrangements which can be taken up by either parent.
The requirement of equality for women and men entails changes which apply to both men and women.
The requirement of equality for women and men entails changes which apply to both men and women.
It is therefore essential that the Member States, in collaboration with the social partners, should ensure that both men and women participate in the establishment of new strategies to make equality of the sexes a reality.
It is therefore essential that the Member States, in collaboration with the social partners, should ensure that both men and women participate in the establishment of new strategies to make equality of the sexes a reality.
(13 a) sissemaksetega määratud pensioniskeemi korral, mida finantseeritakse kapitali akumulatsiooni teel, võidakse teatud juhtudel, näiteks regulaarsete väljamaksetega pensioni osa muutmine kapitaliks, pensioniõiguste üleminek, pensioni vähenemine seoses soodustatud isikutele tehtavate väljamaksetega või vähendatud pension, kui töötaja valib ennetähtaegselt pensionile jäämise, määrata ebavõrdsed hüvitisemäärad, kus summade erinevus tuleneb soolise kuuluvuse alusel erinevate kindlustusmatemaatiliste tegurite kasutamisest.
(13a) In the case of defined-contribution schemes funded by capital accumulation, unequal levels of benefit may be set in certain circumstances such as conversion into a capital sum of part of a periodic pension, transfer of pension rights, a reversionary pension payable to a dependant in return for the surrender of part of a pension, or a reduced pension where the worker opts to take early retirement, where the unequal nature of the payments is attributable to actuarial calculation factors which differ according to sex.
In the interests of clarifying Article 8(1)(h) of the present proposal for a directive, the aspects hitherto contained in the Annex to Directive 96/97/EC should not, for reasons of legal safety, be removed entirely, but instead should be set out separately at leas tin the recitals, if nowhere else.
In the interests of clarifying Article 8(1)(h) of the present proposal for a directive, the aspects hitherto contained in the Annex to Directive 96/97/EC should not, for reasons of legal safety, be removed entirely, but instead should be set out separately at leas tin the recitals, if nowhere else.
Põhjendus 13 b (uus)
Recital 13 b (new)
(13 b) Liikmesriigid peaksid tagama täpsete andmete koostamise, avaldamise ja korrapärase uuendamise soolise kuuluvuse kasutamise kohta määrava kindlustusmatemaatilise tegurina.
(13b) Member States should ensure that accurate data relevant to the use of sex as a determining actuarial factor are compiled, published and regularly updated.
It is important that in accordance with Directive 2004/13 MS should procure accurate data relevant to the use of sex as a determining actuarial factor.
It is important that in accordance with Directive 2004/13 MS should procure accurate data relevant to the use of sex as a determining actuarial factor.
Põhjendus 13 c (uus)
Recital 13 c (new)
13 b) Teave, mida liikmesriigid artikli 31 kohaselt komisjonile edastavad, peaks sisaldama täpseid andmeid soolise kuuluvuse kasutamise kohta määrava kindlustusmatemaatilise tegurina ning neid andmeid tuleks koostada, avaldada ja korrapäraselt uuendada.
(13c) All information communicated by the Member States to the Commission in accordance with Article 31 should include accurate data relevant to the use of sex as a determining actuarial factor which should be compiled, published and regularly updated.
SEE AM NEW RECITAL 13A.
SEE AM NEW RECITAL 13A.
(14 a) Euroopa Kohtu järjekindla praktika kohaselt ei mõjuta Barberi protokoll 1 õigust liituda kutsealase pensioniskeemiga ning Euroopa Kohtu kohtuasjas C-262/88 Barber vs Guardian Royal Exchange Assurance Group tehtud otsuse kehtivusaja piirangut ei kohaldata kutsealase pensioniskeemiga liitumise õiguse suhtes; samuti on kohus otsustanud, et siseriikliku õiguse kohase nõude esitamise tähtaegadega seotud siseriiklikke eeskirju võib rakendada nende töötajate suhtes, kes nõuavad oma õigust liituda kutsealase pensioniskeemiga, tingimusel, et kõnealused eeskirjad ei ole selliste nõuete suhtes vähem soodsad kui samalaadsete riiklike nõuete suhtes ega muuda ühenduse õigusest tulenevate õiguste rakendamist võimatuks; samuti on kohus osutanud, et kuigi töötaja võib nõuda kutsealase pensioniskeemiga liitumist tagasiulatuvalt, ei anna see talle õigust hoida kõrvale asjaomase liikmeksolemisega seotud sissemaksete tasumisest.
(14a) The Court of Justice has consistently held that the Barber Protocol 1 does not affect the right to join an occupational pension scheme and that the limitation of the effects in time of the judgment of the Court of Justice in Case C ‑262/88 Barber v Guardian Royal Exchange Assurance Group does not apply to the right to join an occupational pension scheme; the Court has also ruled that the national rules relating to time-limits for bringing actions under national law may be relied on against workers who assert their right to join an occupational pension scheme, provided that they are not less favourable for that type of action than for similar actions of a domestic nature and that they do not render the exercise of rights conferred by Community law impossible in practice; the Court has also pointed out that the fact that a worker can claim retroactively to join an occupational pension scheme does not allow the worker to avoid paying the contributions relating to the period of membership concerned.
(1) Protokoll nr 17 Euroopa Ühenduse asutamislepingu artikli 141 kohta (1992).
(1) Protocol No 17 concerning Article 141 of the Treaty establishing the European Communities (1992).
(15 a) Käesolev direktiiv ei piira ühinemisvabadust, sealhulgas õigust moodustada koos teistega liite ja ühineda liitudega oma huvide kaitseks.
(15a) This Directive does not prejudice freedom of association, including the right to establish unions with others and to join unions to defend one’s interests.
Asutamislepingu artikli 141 lõikes 4 määratletud meetmete hulka võivad kuuluda nende organisatsioonide või liitude liikmelisus või tegevuse jätkamine, mille peamine eesmärk on tegelikkuses edendada naiste ja meeste võrdse kohtlemise põhimõtet.
Measures within the meaning of Article 141(4) of the Treaty may include membership or the continuation of the activity of organisations or unions whose main objective is the promotion, in practice, of the principle of equal treatment between women and men.
(15 b) Diskrimineerimise keelustamine ei tohiks piirata meetmete säilitamist või võtmist, mille eesmärk on ära hoida või heastada ühest soost isikute rühma halvemusi.
(15b) The prohibition of discrimination should be without prejudice to the maintenance or adoption by Member States of measures intended to prevent or compensate for disadvantages suffered by a group of persons of one sex.
Selliste meetmetega on lubatud ühest soost isikute organisatsioonid, mille peamine eesmärk on edendada nende isikute erivajadusi ning naiste ja meeste võrdõiguslikkust.
Such measures permit organisations of persons of one sex where their main objective is the promotion of the special needs of those persons and the promotion of equality between women and men.
16) Vastavalt asutamislepingu artikli 141 lõikele 4 ei takista võrdse kohtlemise põhimõte liikmesriike säilitamast ja võtmast meetmeid konkreetsete eeliste sätestamiseks, et kergendada alaesindatud soo kutsetegevust või takistada või korvata halvemusi ametialases karjääris.
(16) In accordance with Article 141(4) of the Treaty, the principle of equal treatment does not prevent Member States from maintaining or adopting measures providing for specific advantages , in order to make it easier for the under-represented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers
16) Vastavalt asutamislepingu artikli 141 lõikele 4, pidades silmas meeste ja naiste täieliku praktilise võrdõiguslikkuse tagamist töötingimustes , ei takista võrdse kohtlemise põhimõte liikmesriike säilitamast ja võtmast meetmeid konkreetsete eeliste sätestamiseks, et kergendada alaesindatud soo kutsetegevust või takistada või korvata halvemusi ametialases karjääris.
(16) In accordance with Article 141(4) of the Treaty, with a view to ensuring full equality in practice between men and women in working conditions , the principle of equal treatment does not prevent Member States from maintaining or adopting measures providing for specific advantages , in order to make it easier for the under-represented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers.
Arvestades praegust olukorda ja pidades silmas Amsterdami lepingule lisatud deklaratsiooni nr 28, peaksid liikmesriigid kõigepealt püüdma parandada naiste olukorda tööelus.
Given the current situation and bearing in mind Declaration No 28 to the Amsterdam Treaty, Members States should, in the first instance, aim at improving the situation of women in working life.
The first part of the first sentence of Article 141 (4) TEC (“with a view to ensuring full equality in practice between men and women in working conditions”), which shows the character of positive measures as means to achieve substantive gender equality, is missing and it should be added.
The first part of the first sentence of Article 141 (4) TEC (“with a view to ensuring full equality in practice between men and women in working conditions”), which shows the character of positive measures as means to achieve substantive gender equality, is missing and it should be added.
The reference to Declaration No 28 annexed to the Amsterdam Treaty, which stipulates that “Member States should, in the first instance, aim at improving the situation of women” should not be deleted, since de facto inequalities affect mostly women and there is a pressing need to remedy, in the first instance, these inequalities, by positive action.
The reference to Declaration No 28 annexed to the Amsterdam Treaty, which stipulates that “Member States should, in the first instance, aim at improving the situation of women” should not be deleted, since de facto inequalities affect mostly women and there is a pressing need to remedy, in the first instance, these inequalities, by positive action.
(18) Euroopa Kohus on seoses võrdse kohtlemise põhimõttega järjekindlalt tunnustanud naise bioloogilise seisundi kaitsmise õiguspärasust raseduse kestel ning sünnitusjärgsel ajal.
(18) The Court of Justice has consistently recognised the legitimacy, as regards the principle of equal treatment, of protecting a woman’s biological condition during pregnancy and maternity.
Antud direktiiv ei piira seetõttu nõukogu 19. oktoobri 1992. aasta direktiivi 92/85/EMÜ meetmete lisamisest, mille eesmärgiks on soodustada rasedate ja hiljuti sünnitanud või last rinnaga toitvate töötajate töökeskkonna ohutuse ja töötervishoiu parandamist.
This Directive is therefore without prejudice to Council Directive 92/85/EEC of 19 October 1992 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
(18) Euroopa Kohus on seoses võrdse kohtlemise põhimõttega järjekindlalt tunnustanud naise bioloogilise seisundi kaitsmise õiguspärasust raseduse kestel ning sünnitusjärgsel ajal, samuti emaduse kaitsmise meetmeid kui sisulise võrdõiguslikkuse saavutamise vahendit.
(18) The Court of Justice has consistently recognised the legitimacy, as regards the principle of equal treatment, of protecting a woman’s biological condition during pregnancy and maternity, as well maternity protection measures as a means to achieve substantive gender equality .
Antud direktiiv ei piira seega nõukogu 19. oktoobri 1992. aasta direktiivi 92/85/EMÜ meetmete lisamisest, mille eesmärgiks on soodustada rasedate ja hiljuti sünnitanud või last rinnaga toitvate töötajate töökeskkonna ohutuse ja töötervishoiu parandamist ning 3. juuni 1996. aasta direktiivi 96/34/EMÜ lapsehoolduspuhkuse raamkokkuleppe kohta.
This Directive is therefore without prejudice to Council Directive s : 92/85/EEC of 19 October 1992 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 and 96/34/ECC of 3 June 1996 on the framework agreement on parental leave.
These references are very important for the correct interpretation of the provisions relating to maternity protection and the reconciling of family and work, and moreover, for the future of Europe, since measures for maternity protection and the reconciling of family and working life are indispensable for achieving the Union’s strategic social and economic goals (Lisbon strategy) and facing the Union’s demographic problems which endanger not only its future, but its very survival.
These references are very important for the correct interpretation of the provisions relating to maternity protection and the reconciling of family and work, and moreover, for the future of Europe, since measures for maternity protection and the reconciling of family and working life are indispensable for achieving the Union’s strategic social and economic goals (Lisbon strategy) and facing the Union’s demographic problems which endanger not only its future, but its very survival.
(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.
(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.