natgillin/translations-raw huggingface dataset:
või tavadega, et tööandjad ja kutseõppe kättesaadavuse eest vastutavad isikud võtaksid meetmeid igasuguse soolise diskrimineerimise, eelkõige ahistamise ja seksuaalse ahistamise vältimiseks töökohas.
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.
Artikli 28 pealkiri (uus)
Article 28, title (new)
Käesoleva direktiivi rakendamine ei ole mingil juhul piisav alus alandada selle reguleerimisalas töötajatele võimaldatavat kaitsetaset, ilma et see piiraks liikmesriikide õigust lähtuvalt olukorra muutumisest kehtestada käesoleva direktiivi teatavakstegemisel kehtivatest erinevaid õigus- ja haldusnorme, tingimusel, et need vastavad selle direktiivi sätetele.
Implementation of this Directive shall under no circumstances be sufficient grounds for a reduction in the level of protection of workers in the areas to which it applies, without prejudice to the Member States’ right to respond to changes in the situation by introducing laws, regulations and administrative provisions which differ from those in force on the notification of this Directive, provided that the provisions of this Directive are complied with.
Liikmesriigid võivad kehtestada või säilitada võrdse kohtlemise põhimõtte kaitsmise seisukohalt käesoleva direktiivi sätetest soodsamad sätted.
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.
Artikkel 28 b (uus)
Article 28 b (new)
Käesolev direktiiv ei piira direktiivi 96/34/EÜ sätteid.
This Directive shall be without prejudice to the provisions of Directive 96/34/EC.
Liikmesriikide, sotsiaalpartnerite ja teiste sidusrühmade koostöös vaadatakse direktiiv 96/34/EMÜ lapsehoolduspuhkuse raamkokkuleppe kohta uuesti läbi, pidades silmas selle piisavust ja tõhusust.
Together with Member States, social partners and other stakeholders Directive 96/34 EC on the framework agreement on parental leave shall be reviewed with regard to its sufficiency and effectiveness.
Läbivaatamisel keskendutakse nende naiste ja meeste olukorra parandamisele, kellel on raskusi perekondlike ja töökohustuste ühitamisel.
The review shall focus on an improvement of the situation of women and men who have difficulties in combining family and work commitments.
Artikli 29 pealkiri (uus)
Article 29, title (new)
Soolise võrdõiguslikkuse süvalaiendamine
Gender mainstreaming
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, töö saamisel, kutseõppes ja edutamisel.
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 access to employment and vocational training and advancement.
Such inequalities may occur not only at the workplace but also in access to employment and to vocational training and advancement; the monitoring of working practices must therefore cover all these areas.
Such inequalities may occur not only at the workplace but also in access to employment and to vocational training and advancement; the monitoring of working practices must therefore cover all these areas.
Artikli 31 pealkiri (uus)
Article 31, title (new)
Artikli 31 lõige 2 a (uus)
Article 31, paragraph 2 a (new)
Nad teatavad komisjonile selle hindamise tulemustest iga nelja aasta järel.
They shall notify the Commission of the results of this assessment, every four years.
Selle teabe põhjal koostab komisjon iga nelja aasta järel aruande Euroopa Parlamendile ja nõukogule
On the basis of that information, the Commission shall draw up, every four years, a report to the European Parliament and the Council
However, this is a final provision of Directive 76/207 and it belongs to the final provisions of the Recast Directive, as a 3 rd paragraph of Article 31.
However, this is a final provision of Directive 76/207 and it belongs to the final provisions of the Recast Directive, as a 3 rd paragraph of Article 31.
Furthermore, the periodical reports of the Member States and the Commission will also enable the EP to monitor the implementation of the gender equality principle which is endangered by persisting, non transparent, derogations.
Furthermore, the periodical reports of the Member States and the Commission will also enable the EP to monitor the implementation of the gender equality principle which is endangered by persisting, non transparent, derogations.
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)
I. Purpose of the Commission proposal
I. Purpose of the Commission proposal
V. Comments and criticisms
V. Comments and criticisms
ettepaneku kohta võtta vastu Euroopa parlamendi ja nõukogu direktiiv, mis puudutab meeste ja naiste töö- ja ametialaste võrdsete võimaluste ja võrdse kohtlemise põhimõtte rakendamist
on the proposal for a European Parliament and Council directive on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation
The proposal for a directive brings together the directives implementing the principle of equal pay for men and women (including equal treatment under occupational social security schemes) and the directives dealing with equal treatment with regard to access to employment and training and vocational training, working conditions and the burden of proof, including in particular:
The proposal for a directive brings together the directives implementing the principle of equal pay for men and women (including equal treatment under occupational social security schemes) and the directives dealing with equal treatment with regard to access to employment and training and vocational training, working conditions and the burden of proof, including in particular:
- Directive 75/117/EEC (equal pay)
- Directive 75/117/EEC (equal pay)
- Directive 76/207/EEC (implementation of the principle of equal treatment for men and women as regards access to employment and training and vocational training, promotion and working conditions, as amended by Directive 2002/73/EEC);
- Directive 76/207/EEC (implementation of the principle of equal treatment for men and women as regards access to employment and training and vocational training, promotion and working conditions, as amended by Directive 2002/73/EEC);
- Directive 86/378/EEC (implementation of the principle of equal treatment for men and women in occupational social security schemes, as amended by Directive 96/97/EC);
- Directive 86/378/EEC (implementation of the principle of equal treatment for men and women in occupational social security schemes, as amended by Directive 96/97/EC);
- Directive 97/80/EC (burden of proof in cases of discrimination based on sex);
- Directive 97/80/EC (burden of proof in cases of discrimination based on sex);
The aims of this proposal for a ‘recasting’ directive are:
The aims of this proposal for a ‘recasting’ directive are:
- to simplify and codify Community legislation on equal treatment for men and women;
- to simplify and codify Community legislation on equal treatment for men and women;
- to improve clarity and legal certainty by proposing a single coherent text, in the spirit of the overall effort to make the European Union more open and accessible to European citizens, and
- to improve clarity and legal certainty by proposing a single coherent text, in the spirit of the overall effort to make the European Union more open and accessible to European citizens, and
- to reflect the Court of Justice’s case law in the area of equal treatment.
- to reflect the Court of Justice’s case law in the area of equal treatment.
I. The proposal
I. The proposal
The need to make full use of the production potential of Europe’s labour force is a vital precondition if the strategic objectives set in Lisbon are to be achieved.
The need to make full use of the production potential of Europe’s labour force is a vital precondition if the strategic objectives set in Lisbon are to be achieved.
Promoting women’s participation in the labour market and efforts to abolish disparities between men and women are the key to success.
Promoting women’s participation in the labour market and efforts to abolish disparities between men and women are the key to success.
Despite the increase in women’s employment rates, the gap between men and women in the labour market remains wide (17.2 points)
Despite the increase in women’s employment rates, the gap between men and women in the labour market remains wide (17.2 points)
Commission Report on Equality between Women and Men, 2004 (COM(2004)115. .
Commission Report on Equality between Women and Men, 2004 (COM(2004)115. .
Women with low levels of education and older women continue to show lower employment rates.
Women with low levels of education and older women continue to show lower employment rates.
The gap between women’s and men’s pay remains 16% on average in the EU and has hardly changed in recent years.
The gap between women’s and men’s pay remains 16% on average in the EU and has hardly changed in recent years.
Differences in labour-market participation, differences in career and salary structures, and sex segregation - women are employed essentially in jobs traditionally considered as less worthwhile - are the main reasons for this gap.
Differences in labour-market participation, differences in career and salary structures, and sex segregation - women are employed essentially in jobs traditionally considered as less worthwhile - are the main reasons for this gap.
Achieving the objectives set at the Lisbon Summit of 60% participation by women in the labour market by 2010 will do nothing to contribute to equal opportunities for men and women if a high percentage of women are working in poorly paid and undervalued jobs.
Achieving the objectives set at the Lisbon Summit of 60% participation by women in the labour market by 2010 will do nothing to contribute to equal opportunities for men and women if a high percentage of women are working in poorly paid and undervalued jobs.
It is therefore necessary to reassess some of the basic criteria for achieving equal treatment of men and women in education and the world of work.
It is therefore necessary to reassess some of the basic criteria for achieving equal treatment of men and women in education and the world of work.
The Proposal
The Proposal
The principle of equal pay for men and women performing equal work is laid down in Article 141 of the Treaty.
The principle of equal pay for men and women performing equal work is laid down in Article 141 of the Treaty.
The Court of Justice has interpreted this principle as meaning ‘equal pay for work of equal value’ and it is precisely this idea which is taken up in the recasting of the directives.
The Court of Justice has interpreted this principle as meaning ‘equal pay for work of equal value’ and it is precisely this idea which is taken up in the recasting of the directives.
Job evaluation by means of a ‘job classification system’, as put forward by the current proposal and based on objective and non-sexist criteria, including guarantees against all forms of discrimination, will be an important tool for achieving a transparent labour market.
Job evaluation by means of a ‘job classification system’, as put forward by the current proposal and based on objective and non-sexist criteria, including guarantees against all forms of discrimination, will be an important tool for achieving a transparent labour market.
Growth in employment depends directly on the possibility of reconciling work and family life (see the 2003 Commission report).
Growth in employment depends directly on the possibility of reconciling work and family life (see the 2003 Commission report).
Accordingly, this directive needs to provide protection on the one hand for men and women wishing to have or having young children or dependants requiring special care and, on the other, take account of the specific conditions experienced by women during and after pregnancy, so that there is no discrimination against such persons, whose situations make them more vulnerable in the harsh reality of the world of work.
Accordingly, this directive needs to provide protection on the one hand for men and women wishing to have or having young children or dependants requiring special care and, on the other, take account of the specific conditions experienced by women during and after pregnancy, so that there is no discrimination against such persons, whose situations make them more vulnerable in the harsh reality of the world of work.
Efforts are needed to improve the effectiveness of the measures taken by the Member States to ensure improved application of the principles of equal pay and equal treatment, so that anyone who has suffered harm following the violation of these principles can ensure that his or her rights are enforced and recognised under a judicial procedure provided for by the Member State.
Efforts are needed to improve the effectiveness of the measures taken by the Member States to ensure improved application of the principles of equal pay and equal treatment, so that anyone who has suffered harm following the violation of these principles can ensure that his or her rights are enforced and recognised under a judicial procedure provided for by the Member State.
Your draftswoman is in favour of regular controls and assessment of the effectiveness of the measures taken under the present directive, in the form of the requirement that the Member States present data on equal treatment for men and women with regard to access to employment, training and promotion, as well as working conditions, in the reports on statistics and labour market trends at national and European level.
Your draftswoman is in favour of regular controls and assessment of the effectiveness of the measures taken under the present directive, in the form of the requirement that the Member States present data on equal treatment for men and women with regard to access to employment, training and promotion, as well as working conditions, in the reports on statistics and labour market trends at national and European level.
Tööhõive- ja sotsiaalkomisjon palub lisada vastutaval naiste õiguste ja soolise võrdõiguslikkuse komisjonil oma raportisse järgmised muudatusettepanekud:
The Committee on Employment and Social Affairs calls on the Committee on Legal Affairs, as the committee responsible, to incorporate the following amendments in its report:
(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 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.
(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.
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 ning eelkõige ennetusmeetmeid ahistamise ja seksuaalse ahistamise vastu töökohas ja seoses töö saamise ning kutseõppega .
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 and with regard to access to employment and vocational training , in accordance with national legislation and practice.
Harassment and sexual harassment do not occur only at the workplace but also with regard to access to employment and vocational training.
Harassment and sexual harassment do not occur only at the workplace but also with regard to access to employment and vocational training.
Seetõttu on kohane sätestada täiendavalt selle rakendamine.
It is therefore appropriate to make further provision for its implementation.
(8) Asutamislepingu artiklis 141 sätestatud ning Euroopa Ühenduste Kohtu praktikas kinnistunud võrdse või võrdväärse töö eest võrdse tasu maksmise põhimõte on meeste ja naiste võrdse kohtlemise põhimõtte oluline aspekt ning soolist diskrimineerimist käsitleva ühenduse õigustiku oluline ja lahutamatu osa .
(8) The principle of equal pay for equal work or work of equal value as laid down by Article 141 of the Treaty , and subsequently developed by the consistent jurisprudence of the Court of the European Communities, constitutes an important aspect of the principle of equal treatment between men and women , and an important and inalienable part of the Community acquis regarding sex discrimination .
(24) Võttes arvesse tulemusliku õiguskaitse fundamentaalset olemust, on kohane tagada, et töötajatele jääks selline kaitse ka pärast võrdse kohtlemise väidetavat rikkumist põhjustanud suhte lõppemist.
(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.
Samasugune kaitse peab olema tagatud töötajale, kes kaitseb käesoleva direktiiviga kaitstud isikut või tunnistab tema kasuks.
The same protection should be enjoyed by a worker who is being defended or testifies in favour of a person who is protected by virtue of this Directive.
I jaotise artikkel 1
Title I, Article 1
Käesoleva direktiivi eesmärk on tagada võrdsete võimaluste ning naiste ja meeste võrdse kohtlemise põhimõtte kohaldamine tööhõive ja töötamise valdkonnas.
The purpose of this Directive is to ensure the application of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation.
Seetõttu sisaldab direktiiv sätteid, mille eesmärk on rakendada võrdse kohtlemise põhimõtet seoses:
To that end, it contains provisions to implement the principle of equal treatment in relation to:
a) töö saamisega, sealhulgas edutamine, ja kutseõppega;
(a) access to employment, including promotion, and to vocational training;
a) töötingimustega, sealhulgas töötasud;
(a) working conditions, including pay;
b) töötingimustega, sealhulgas töötasud;
(b) working conditions, including pay;
b) töökohaga seotud sotsiaalkindlustusskeemidega;
(b) occupational social security schemes;
c) töökohaga seotud sotsiaalkindlustusskeemidega.
(c) occupational social security schemes.
c) töö saamisega, sealhulgas edutamine ja kutseõpe;
(c) access to employment, including promotion, and to vocational training;
Direktiiv sisaldab ka sätteid, mille eesmärk on muuta nimetatud põhimõtete rakendamine efektiivsemaks kohaste menetluste loomise abil.
It also contains provisions to ensure that such implementation is made more effective by the establishment of appropriate procedures.
The order in which these topics are listed needs to be changed to bring it into line with the order used in the chapters in Title II, which should be maintained.
The order in which these topics are listed needs to be changed to bring it into line with the order used in the chapters in Title II, which should be maintained.
I jaotise artikli 2 lõike 1 punkt b
Title 1, Article 2, paragraph 1(b)
b) kaudne diskrimineerimine – kui pealtnäha neutraalse sätte, kriteeriumi või tava tõttu satuvad ühe soo esindajad teise soo esindajatega võrreldes konkreetsesse halvemusse, välja arvatud juhul, kui see säte, kriteerium või tava on seaduspärase eesmärgiga õigustatud ning selle eesmärgi saavutamise vahendid on sobivad ja vajalikud;
(b) indirect discrimination: where an apparently neutral provision, criterion or practice would put persons of one sex at a particular disadvantage compared with persons of the other sex, unless that provision, criterion or practice is objectively justified by a legitimate aim, and the means of achieving that aim are appropriate and necessary;
b) kaudne diskrimineerimine
(b) indirect discrimination:
– kui pealtnäha neutraalse sätte, kriteeriumi või tava tõttu satuvad ühe soo esindajad teise soo esindajatega võrreldes konkreetsesse halvemusse, välja arvatud juhul, kui see säte, kriteerium või tava on seaduspärase eesmärgiga õigustatud ning selle eesmärgi saavutamise vahendid on sobivad ja vajalikud;
- where an apparently neutral provision, criterion or practice would put persons of one sex at a particular disadvantage compared with persons of the other sex, unless that provision, criterion or practice is objectively justified by a legitimate aim, and the means of achieving that aim are appropriate and necessary;
– naise vähemsoodus kohtlemine raseduse või sünnituspuhkuse tõttu direktiivi 92/85/EMÜ tähenduses;
- less favourable treatment of a woman owing to pregnancy or maternity leave within the meaning of Directive 92/85/EEC.
Artikli 2 lõike 1 punkt c
Article 2, paragraph 1, point (c)
c) ahistamine – kui esineb isiku sooga seotud soovimatu käitumine, mille eesmärk või tegelik toime on isiku väärikuse alandamine ja ähvardava, vaenuliku, halvustava, alandava või solvava õhkkonna loomine
(c) harassment: where an unwanted conduct related to the sex of a person occurs with the purpose or effect of violating the dignity of a person, and of creating an intimidating, hostile, degrading, humiliating or offensive environment ;
c) ahistamine – kui esineb soovimatu käitumine, mille eesmärk või tegelik toime on isiku väärikuse alandamine ja ähvardava, vaenuliku, halvustava, alandava või solvava õhkkonna loomine
(c) harassment: where an unwanted conduct occurs with the purpose or effect of violating the dignity of a person, and of creating an intimidating, hostile, degrading, humiliating or offensive environment;
Harassment is not related to the sex of a person.
Harassment is not related to the sex of a person.
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 ;