natgillin/translations-raw huggingface dataset:
(2) The present point (j) ‘setting different levels for employers’ contributions, except: (...)’
(2) The present point (j) ‘setting different levels for employers’ contributions, except: (...)’
In its current proposal, the Commission has separated the two points.
In its current proposal, the Commission has separated the two points.
Artikli 8 lõike 1 punkt g
Article 8, paragraph 1, point (g)
g) peatada õiguste säilitamine või omandamine seaduse või lepinguga ettenähtud ja tööandja poolt tasustatava rasedus- ja sünnituspuhkuse ajal või perekondlikel põhjustel töölt eemalviibimise ajal;
(g) suspending the retention or acquisition of rights during periods of maternity leave or leave for family reasons which are granted by law or agreement and are paid by the employer;
g) peatada õiguste säilitamine või omandamine seaduse või lepinguga ettenähtud ja tööandja poolt tasustatava rasedus- ja sünnituspuhkuse , lapsendamispuhkuse ja lapsehoolduspuhkuse ajal või perekondlikel põhjustel töölt eemalviibimise ajal;
(g) suspending the retention or acquisition of rights during periods of maternity leave , adoption leave, parental leave or leave for family reasons which are granted by law or agreement and are paid by the employer;
It would be appropriate to use the notion of parental leave based on Council Directive 96/34/EC of 3 June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETEUC, rather than paternity leave.
It would be appropriate to use the notion of parental leave based on Council Directive 96/34/EC of 3 June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETEUC, rather than paternity leave.
The concept of paternity leave is narrower than parental leave and is not provided for in all Member States.
The concept of paternity leave is narrower than parental leave and is not provided for in all Member States.
Artikli 8 lõike 1 punkt k
Article 8, paragraph 1, 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.
See justification to Amendment 8 (Article 8, paragraph 1, point (d)).
See justification to Amendment 8 (Article 8, paragraph 1, point (d)).
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)
Füüsilisest isikust ettevõtjad, edasilükkamisklausel
Self ‑employed workers, deferral clause
Artikli 11 pealkiri (uus)
Article 11, Title (new)
Artikli 12 pealkiri (uus)
Article 12, Title (new)
Artikli 13 pealkiri (uus)
Article 13, Title (new)
c) töö saamise ja töö tingimused, kaasa arvatud töölt vabastamine ja töötasu käesoleva direktiivi sätete kohaselt;
(c) employment and working conditions, including dismissals, as well as pay as provided for in this Directive;
c) töö saamise ja töö tingimused, kaasa arvatud töölt vabastamine ja töötasu käesoleva direktiivi ja asutamislepingu artikli 141 sätete kohaselt;
(c) employment and working conditions, including dismissals, as well as pay as provided for in this Directive and in Article 141 of the Treaty ;
Artikli 14 pealkiri (uus)
Article 14, Title (new)
Liikmesriigid võivad säilitada ja võtta meetmeid asutamislepingu artikli 141 lõike 4 tähenduses, pidades silmas meeste ja naiste täieliku võrdõiguslikkuse tegelikku tagamist tööelus.
Member States may maintain or adopt measures within the meaning of Article 141(4) of the Treaty with a view to ensuring full equality in practice between men and women, in working life.
Liikmesriigid võivad säilitada või vastu võtta meetmed asutamislepingu artikli 141 lõike 4 tähenduses, pidades silmas meeste ja naiste täieliku ja tegeliku võrdõiguslikkuse tagamist tööelus , samuti pidades silmas töö saamist, kutseõpet ja edutamist ning töötingimusi .
Member States may maintain or adopt measures within the meaning of Article 141(4) of the Treaty with a view to ensuring full equality in practice between men and women, in working life , and also as regards access to employment, vocational training and promotion, and in matters relating to working conditions .
It is very important to define clearly those cases in which the principle of equal treatment should apply.
It is very important to define clearly those cases in which the principle of equal treatment should apply.
Artikli 15 pealkiri (uus)
Article 15, Title (new)
Naise halvem kohtlemine seoses rasedus- või sünnituspuhkusega on käesoleva direktiivi tähenduses diskrimineerimine.
Less favourable treatment of a woman related to pregnancy or maternity leave shall constitute discrimination within the meaning of this Directive.
Sünnituspuhkusel oleval naisel on pärast sünnituspuhkuse lõppemist või pärast eemalolekut, mis on otseselt seotud või järgneb lapsendamisele või lapsehoolduspuhkusele, õigus naasta oma või võrdväärsele töökohale tema jaoks mitte halvematel tingimustel ning kasutada paranenud töötingimusi, millele tal oleks tekkinud õigus oma äraoleku ajal.
A woman on maternity leave shall be entitled, after the end of her period of maternity leave, or after an absence directly related to or following an adoption or parental leave, to return to her job or to an equivalent post on terms and conditions which are no less favourable to her and to benefit from any improvement in working conditions to which she would have been entitled during her absence.
Maternity and paternity rights must be fully enforced by providing effective protection from discrimination affecting parents who make use of the rights they enjoy under national law.
Maternity and paternity rights must be fully enforced by providing effective protection from discrimination affecting parents who make use of the rights they enjoy under national law.
Women and men should enjoy equal protection as regards the right to return to work after a period of leave to care for young children.
Women and men should enjoy equal protection as regards the right to return to work after a period of leave to care for young children.
This amendment is the same as a European Parliament amendment to Article 2, paragraph 7, of Directive 2002/73/EC amending Directive 76/207/EEC on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions.
This amendment is the same as a European Parliament amendment to Article 2, paragraph 7, of Directive 2002/73/EC amending Directive 76/207/EEC on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions.
Artikli 16 pealkiri (uus)
Article 16, Title (new)
Artikli 17 pealkiri (uus)
Article 17, Title (new)
Liikmesriigid tagavad, et pärast võimalikku pöördumist teiste pädevate asutuste poole oleks igaühel, kes leiab, et teda on võrdse kohtlemise põhimõtte eiramise tõttu koheldud õigusvastaselt, võimalik kasutada käesolevast direktiivist tulenevate kohustuste täitmiseks ettenähtud haldus- või kohtumenetlust, kaasa arvatud lepitusmenetlust isegi juhul, kui see töösuhe, millega väidetav diskrimineerimine kaasnes, on lõppenud.
Member States shall ensure that , after possible recourse to other competent authorities, judicial and/or administrative procedures, including where they deem it appropriate conciliation procedures, for the enforcement of obligations under this Directive are available to all persons who consider themselves wronged by failure to apply the principle of equal treatment to them, even after the relationship in which the discrimination is alleged to have occurred has ended.
Liikmesriigid tagavad, et igaühel, kes leiab, et teda on võrdse kohtlemise põhimõtte eiramise tõttu koheldud õigusvastaselt, oleks võimalik kasutada käesolevast direktiivist tulenevate kohustuste täitmiseks ettenähtud haldus- või kohtumenetlust, kaasa arvatud lepitusmenetlust, vahendusmenetlust ja vahekohtumenetlust isegi juhul, kui see töösuhe, millega väidetav diskrimineerimine kaasnes, on lõppenud.
Member States shall ensure that judicial and/or administrative procedures, including where they deem it appropriate conciliation , mediation and arbitration procedures, for the enforcement of obligations under this Directive are available to all persons who consider themselves wronged by failure to apply the principle of equal treatment to them, even after the relationship in which the discrimination is alleged to have occurred has ended.
Artikli 18 pealkiri (uus)
Article 18, Title (new)
Liikmesriigid võtavad oma siseriiklikes õigussüsteemides meetmed, mis on vajalikud kindlustamaks mõjusaid, proportsionaalseid ja hoiatavaid sanktsioone, juhul kui rikutakse käesoleva direktiiviga ettenähtud kohustusi.
Member States shall introduce into their national legal systems such measures as are necessary to ensure effective, proportionate and dissuasive sanctions in the event of breaches of the obligations under this Directive .
Igasugune diskrimineerimise tulemusel tekitatud kahju hüvitamine või heastamine isikule, keda on koheldud vastupidiselt käesolevale direktiivile, peab olema tegelik, tõhus ja antud isiku poolt kantud kahjuga proportsionaalne, ning seda ei tohi piirata eelnevalt kokkulepitud ülemmäär, 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.
Any compensation or reparation for damage sustained by a person injured as a result of discrimination on grounds of treatment contrary to this Directive shall be real, effective and proportionate to the damage suffered by the person and may not be restricted by a prior upper limit, 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 job application into consideration.
This amendment is intended to bring the article into line with Section 3 of the explanatory memorandum to the proposal: ‘ THE MEASURES LAID DOWN IN THE PROPOSAL FOR A DIRECTIVE’, which, under the heading 'The principal innovations of the current proposal are the following', refers to 'extension of the case law on sanctions/penalties to all areas covered by the present proposal - in line with the changes made by Directive 2002/73/ΕC - (see Articles 18 and 26 of current proposal), and with Title IV of the explanatory memorandum - ‘IMPLEMENTATION’, which states that: 'It requires Member Stares to provide a system of effective, proportionate and dissuasive sanctions to be applied in case of infringement of rights granted under this directive in order to guarantee full practical effect (effet utile) of this directive.
This amendment is intended to bring the article into line with Section 3 of the explanatory memorandum to the proposal: ‘ THE MEASURES LAID DOWN IN THE PROPOSAL FOR A DIRECTIVE’, which, under the heading ‘The principal innovations of the current proposal are the following’, refers to ‘extension of the case law on sanctions/penalties to all areas covered by the present proposal - in line with the changes made by Directive 2002/73/ΕC - (see Articles 18 and 26 of current proposal), and with Title IV of the explanatory memorandum - ‘IMPLEMENTATION’, which states that: ‘It requires Member Stares to provide a system of effective, proportionate and dissuasive sanctions to be applied in case of infringement of rights granted under this directive in order to guarantee full practical effect (effet utile) of this directive.
Member States are also required to notify the Commission of the provisions adopted in this area'.
Member States are also required to notify the Commission of the provisions adopted in this area’.
Artikli 19 pealkiri (uus)
Article 19, Title (new)
Artikli 20 pealkiri (uus)
Article 20, Title (new)
Artikli 21 pealkiri (uus)
Article 21, Title (new)
Artikli 22 pealkiri (uus)
Article 22, Title (new)
Liikmesriigid võtavad vastavalt riiklikele traditsioonidele ja tavadele asjakohaseid meetmeid, et edendada tööturu osaliste vahel dialoogi, mille eesmärgiks on toetada võrdset kohtlemist, jälgides muuhulgas olukorda töökohas, kollektiivlepinguid, tegevusjuhendeid ja teadusuuringuid ning vahetades kogemusi ja häid tavasid.
Member States shall, in accordance with national traditions and practice, take adequate measures to promote social dialogue between the social partners with a view to fostering equal treatment, including through the monitoring of workplace practices , collective agreements, codes of conduct, research or exchange of experiences and good practices.
Liikmesriigid võtavad vastavalt riiklikele traditsioonidele ja tavadele asjakohaseid meetmeid, et edendada tööturu osaliste vahel dialoogi, mille eesmärgiks on toetada võrdset kohtlemist, jälgides muu hulgas olukorda töökohas seoses kutseõppe, töö saamise ja edutamisega , jälgides kollektiivlepinguid, tegevusjuhendeid ja teadusuuringuid ning vahetades kogemusi ja häid tavasid.
Member States shall, in accordance with national traditions and practice, take adequate measures to promote social dialogue between the social partners with a view to fostering equal treatment, including through the monitoring of workplace practices as regards vocational training, access to employment and promotion, and the monitoring of collective agreements, codes of conduct, research or exchange of experiences and good practices.
See justification to Amendment 10 (Article 14).
See justification to Amendment 10 (Article 14).
Liikmesriigid ergutavad tööandjaid kooskõlas riiklike õigusnormide, kollektiivlepingute või tavadega edendama plaanipäraselt ja süstemaatiliselt meeste ja naiste võrdset kohtlemist seoses kutseõppe, töö saamise ja edutamise ning töötingimustega .
Member States shall, in accordance with national law, collective agreements or practice, encourage employers to promote equal treatment for men and women in a planned and systematic way , as regards vocational training, access to employment and promotion and working conditions .
Artikli 23 pealkiri (uus)
Article 23, Title (new)
Dialoog valitsusväliste organisatsioonidega
Dialogue with non ‑governmental organisations
Artikli 24 pealkiri (uus)
Article 24, Title (new)
Artikli 24 punkt b
Article 24 , point (b)
b) lepingutes või kollektiivlepingutes, palgaastmestikes, palgalepetes, ettevõtete personalieeskirjades, ettevõtete sisekorraeeskirjades või vabakutseliste ning töötajate ja tööandjate organisatsioonide tegevust reguleerivates eeskirjades, üksikutes töölepingutes või muudes lepetes sisalduvad võrdse kohtlemise põhimõttega vastuolus olevad sätted tunnistatakse või võidakse tunnistada õigustühiseks või neid muudetakse.
(b) provisions contrary to the principle of equal treatment in contracts or collective agreements, wage scales, wage agreements, staff rules of undertakings, internal rules of undertakings or rules governing the independent occupations and professions and workers’ and employers’ organisations, individual contracts of employment or any other arrangements shall be, or may be declared, null and void or are amended.
b) täistööajaga või osalise tööajaga töötajate individuaalsetes töö lepingutes või kollektiivlepingutes, palgaastmestikes, palgalepetes, ettevõtete personalieeskirjades, ettevõtete sisekorraeeskirjades või sõltumatute ametikohtade ja kutsealade ning töötajate ja tööandjate organisatsioonide tegevust reguleerivates eeskirjades, üksikutes töölepingutes või muudes lepetes sisalduvad võrdse kohtlemise põhimõttega vastuolus olevad sätted tunnistatakse õigustühiseks või neid muudetakse.
(b) provisions contrary to the principle of equal treatment in individual or collective contracts for full-time or part-time employment or collective agreements, wage scales, wage agreements, staff rules of undertakings, internal rules of undertakings or rules governing the independent occupations and professions and workers’ and employers’ organisations, individual contracts of employment or any other arrangements shall be, or may be declared, null or are amended.
c) selliseid sätteid sisaldavad kindlustusskeemid jääksid haldusmeetmete abil kinnitamata või pikendamata.
(c) schemes containing such provisions may not be approved or extended by administrative measures.
c) selliseid sätteid sisaldavad kutsealased- ja sotsiaal kindlustusskeemid jääksid haldusmeetmete abil kinnitamata või pikendamata.
(c) occupational schemes and social security schemes containing such provisions may not be approved or extended by administrative measures.
Artikli 25 pealkiri (uus)
Article 25, Title (new)
Artikli 26 pealkiri (uus)
Article 26, Title (new)
Artikli 27 pealkiri (uus)
Article 27, Title (new)
Liikmesriigid ergutavad kooskõlas riiklike õigusnormide, kollektiivlepingute või tavadega tööandjaid ja kutseõppe kättesaadavuse eest vastutavaid isikuid, et nad võtaksid meetmeid igasuguse soolise diskrimineerimise, eriti ahistamise ja seksuaalse ahistamise vältimiseks töökohas.
Member States shall encourage , in accordance with national law, collective agreements or practice, employers and those responsible for access to vocational training to take measures to prevent all forms of discrimination on grounds of sex , in particular harassment and sexual harassment at the workplace.
Liikmesriigid tagavad kooskõlas riiklike õigusnormide, kollektiivlepingute või tavadega , et võetaks meetmed , vältimaks igasugust diskrimineerimist, eelkõige seksuaalset ahistamist seoses kutseõppe, edutamise ja töö saamisega ning töökohas.
Member States shall, in accordance with national law, collective agreements or practice, ensure that measures are taken to prevent all forms of discrimination, in particular sexual harassment , in connection with vocational training and promotion, access to employment and at the workplace.
The Member States must not only provide encouragement but must also ensure that measures are taken to prevent all forms of harassment, particularly sexual harassment, phenomena which do not occur solely at the workplace but also in connection with access to employment and vocational training.
The Member States must not only provide encouragement but must also ensure that measures are taken to prevent all forms of harassment, particularly sexual harassment, phenomena which do not occur solely at the workplace but also in connection with access to employment and vocational training.
Artikli 27 lõige 1 a (uus)
Article 27, paragraph 1 a (new)
Tööandjaid ja kutseõppe eest vastutavaid isikuid ärgitatakse samuti võtma osana oma kohustustest esimeses lõikes viidatud meetmeid.
Employers and those responsible for access to vocational training shall also be encouraged to take the measures referred to in the first paragraph as part of their duties.
Artikli 28 pealkiri (uus)
Article 28, Title (new)
Liikmesriigid võivad kehtestada või säilitada võrdse kohtlemise põhimõtte kaitsmise seisukohalt käesoleva direktiivi sätetest soodsamaid sätteid.
Member States may introduce or maintain provisions which are more favourable to the protection of the principle of equal treatment than those laid down in this Directive.
Artikli 29 pealkiri (uus)
Article 29,Title (new)
Liikmesriigid tagavad, et käesoleva direktiivi alusel võetud meetmed koos juba kehtivate sätetega tehtaks kõigile asjaomastele isikutele sobival viisil teatavaks, näiteks töökohas.
Member States shall ensure that measures taken pursuant to this Directive, together with the provisions already in force, are brought to the attention of all the persons concerned by all appropriate means , for example at the workplace.
Liikmesriigid tagavad, et käesoleva direktiivi alusel võetud meetmed koos juba kehtivate sätetega tehtaks kõigile asjaomastele isikutele sobival viisil teatavaks, näiteks töökohas ning kutseõppe, edutamise ja töö saamise kontekstis.
Member States shall ensure that measures taken pursuant to this Directive, together with the provisions already in force, are brought to the attention of all the persons concerned by all appropriate means, for example at the workplace , and in the context of professional training, promotion and access to employment .
Artikli 31 pealkiri (uus)
Article 31, Title (new)
Ilma et see piiraks lõike 1 kohaldamist, edastavad liikmesriigid komisjonile iga nelja aasta järel asutamislepingu artikli 141 lõike 4 alusel võetud meetme teksti ning aruanded meetmete ja nende rakendamise kohta.
Without prejudice to paragraph 1, Member States shall communicate to the Commission, every four years, the texts of any measures adopted pursuant to Article 141(4) of the Treaty, as well as reports on these measures and their implementation.
Selle teabe alusel võtab komisjon vastu ja avaldab iga nelja aasta järel aruande, milles esitatakse võrdlev hinnang kõigile meetmetele, pidades silmas Amsterdami lepingu lõppaktile lisatud deklaratsiooni nr 28.
On the basis of that information, the Commission will adopt and publish every four years a report establishing a comparative assessment of any measures in the light of Declaration No 28 annexed to the Final Act of the Treaty of Amsterdam.
Ilma et see piiraks lõike 1 kohaldamist, edastavad liikmesriigid komisjonile iga kahe aasta järel asutamislepingu artikli 141 lõike 4 alusel võetud meetme teksti ning aruanded meetmete ja nende rakendamise kohta.
Without prejudice to paragraph 1, Member States shall communicate to the Commission, every two years, the texts of any measures adopted pursuant to Article 141(4) of the Treaty, as well as reports on these measures and their implementation.
Selle teabe alusel võtab komisjon vastu ja avaldab iga kahe aasta järel aruande, milles esitatakse võrdlev hinnang kõigile meetmetele, pidades silmas Amsterdami lepingu lõppaktile lisatud deklaratsiooni nr 28.
On the basis of that information, the Commission will adopt and publish every two years a report establishing a comparative assessment of any measures in the light of Declaration No 28 annexed to the Final Act of the Treaty of Amsterdam.
The measures taken by the Member States to implement this directive should be included in the national employment plans submitted each year to the Commission.
The measures taken by the Member States to implement this directive should be included in the national employment plans submitted each year to the Commission.
This will make it possible to bring together in a single text all national measures on employment, including those on equal treatment for men and women.
This will make it possible to bring together in a single text all national measures on employment, including those on equal treatment for men and women.
Artikli 32 pealkiri (uus)
Article 32, Title (new)
Artikli 33 pealkiri (uus)
Article 33, Title (new)
Artikli 34 pealkiri (uus)
Article 34, Title (new)
Artikli 35 pealkiri (uus)
Article 35, Title (new)
Artikli 36 pealkiri (uus)
Article 36, Title (new)
Ettepanek võtta vastu Euroopa Parlamendi ja nõukogu direktiiv, mis käsitleb meeste ja naiste võrdsete võimaluste ja võrdse kohtlemise põhimõtte ellurakendamist töö- ja tööhõiveküsimustes
Proposal for a Directive of the European Parliament and of the Council on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation
Ettepanek võtta vastu Euroopa Parlamendi ja nõukogu direktiiv, mis käsitleb meeste ja naiste võrdsete võimaluste ja võrdse kohtlemise põhimõtte ellurakendamist töö- ja tööhõiveküsimustes
Proposal for a directive of the European Parliament and of the Council on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation
art 251 lg 2 ja art 141 lg 3 (EÜ)
Articles 251(2) and 141 (3) EC
VAHERAPORTI PROJEKT
INTERIM REPORT