natgillin/translations-raw huggingface dataset:
of the Act in a way that the National Health Council gives an opinion regarding the gender reassignment, and while performing duties in its competence, it may seek an opinion of other experts from various fields of medicine, whose opinion is necessary to resolve individual issues. 
Zakona na način da Nacionalno zdravstveno vijeće daje mišljenje vezano uz promjenu spola, a u obavljanju poslova iz svoje nadležnosti može zatražiti i mišljenje drugih stručnjaka iz pojedinih struka medicine, čije mišljenje je potrebno za rješavanje pojedinog pitanja.
The adoption of the Act on Amendments to the State Registry Act (Official Gazette No. 76/2013) provided a legal background for the adoption of the new Ordinance on the collection of medical records and determining the conditions and assumptions for gender reassignment and life with a different gender identity, which is substantially wider than the previous Ordinance, as it prescribes determination of conditions and assumptions for gender reassignment and life with a different gender identity. 
Donošenjem Zakona o izmjenama i dopunama Zakona o državnim maticama (Narodne novine br. 76/2013) dobivena je zakonska podloga za donošenje novog Pravilnika o prikupljanju medicinske dokumentacije te utvrđivanju uvjeta i pretpostavki za promjenu spola i života u drugom rodnom identitetu, a koji je sadržajno širi od dosadašnjeg Pravilnika, budući da propisuje i utvrđivanje uvjeta i pretpostavki za promjenu spola i života u drugom rodnom identitetu.
Ordinance is scheduled for adoption within the provided statutory time-limit, by the end of this year 
Pravilnik se planira donijeti u predviđenom zakonskom roku, do kraja ove godine.
The said Ordinance is currently in the drafting phase which includes specialists in this area, representatives of the Ombudsperson for Gender Equality and the Ombudsperson for Children, as well as civil society associations, which have shown interest in participating in the regulation of the subject in question. 
U tijeku je i izrada predmetnoga pravilnika u koju su uključeni stručnjaci koji se bave tim područjem, predstavnice pravobraniteljice za ravnopravnost spolova i pravobraniteljice za djecu, kao civilne udruge građana, koje su pokazale interes za sudjelovanje u reguliranju predmetne tematike.
Further information were requested from the Croatian authorities regarding the level of protection that is guaranteed to employees against victimisation, and notably as regards the way that the specific provisions of the Gender Equality Act and of the Anti-Discrimination Act interact with each other. 
Zatražene su dodatne informacije od hrvatskih nadležnih tijela u pogledu razine zaštite koja je zajamčena zaposlenicima protiv viktimizacije, a posebno o načinu na koji odredbe Zakona o ravnopravnosti spolova i Zakona o suzbijanju diskriminacije međusobno djeluju:
of the Anti-Discrimination Act, discrimination is considered placing of any person, or a person related to that person by kinship or other relationship, in a less favourable position on any of the grounds enumerated by law. 
Zakona o suzbijanju diskriminacije, diskriminacijom se smatra stavljanje u nepovoljniji položaj bilo koje osobe po nekoj od zakonom pobrojanih osnova kao i osoba s njom povezanih rodbinskom ili drugim vezama.
Linguistically speaking, placing someone in a less favourable position also includes suffering adverse treatment. 
Jezično gledano, dovođenje nekoga u nepovoljniji položaj uključuje i trpljenje štetnih posljedica.
In the Croatian language to place someone in a less favourable position is a broader term that encompasses a wide range of possible effects. 
U hrvatskom je jeziku stavljanje u nepovoljniji položaj širi pojam koji obuhvaća široki dijapazon mogućih učinaka.
Furthermore, provision in Article 5, paragraph 4 
Nadalje, odredbom članka 5. stavka 4.
(the Gender Equality Act) and 7 
(Zakon o ravnopravnosti spolova) i 7.
(the Anti-Discrimination Act) covers the wider population than the employees and their representatives. 
(Zakon o suzbijanju diskriminacije) obuhvaća širu populaciju od zaposlenika i njihovih predstavnika.
While the Directive protects in case of internal complaints or court proceedings, the scope of persons envisaged by the Anti-Discrimination Act and the Gender Equality Act is defined in terms of “no one" and "witness or victim" (the Gender Equality Act) and the determination of a wide range of situations covered by Article 2 
Dok Direktiva štiti u slučaju interne pritužbe ili sudskog postupka, obuhvat osoba predviđen i Zakonom o suzbijanju diskriminacije i Zakon o ravnopravnosti spolova definiran pojmovima „nitko“ i „svjedok ili žrtva“ (Zakon o ravnopravnosti spolova) te određenjem širokog spektra situacija obuhvaćenim člancima 2.
During the period of interruption of work, the employee has the right to receive salary compensation in the amount he or she would have received if he or she had actually worked. 
Za vrijeme prekida rada radnik ima pravo na naknadu plaće koju bi ostvario da je radio.
Provision of Article 130, paragraph 3 
Odredbom članka 130. stavka 3.
Besides, provision of Article 109 
Osim toga, odredbom članka 109.
The employer shall, no later than within eight days of the date when the complaint was filed, examine the complaint and take all the necessary measures which are appropriate for a particular case, to stop the continuation of the harassment if he or she has established that harassment has occurred. 
Poslodavac je dužan, najkasnije u roku od osam dana od dostave pritužbe, istu ispitati i poduzeti sve potrebne mjere primjerene pojedinom slučaju, radi sprječavanja nastavka uznemiravanja ako utvrdi da ono postoji.
If the employer has failed to take measures for the prevention of harassment within the said time limit, or if the measures taken by him or her are clearly inappropriate, the employee who is a victim of harassment has the right to stop working until he or she is offered protection, provided that he or she seeks protection in the court having jurisdiction in the next eight days. 
Ako u navedenom roku poslodavac ne poduzme takve mjere, ili su iste očito neprimjerene, radnik koji je uznemiravan ima pravo prekinuti rad, dok mu se ne osigura zaštita, pod uvjetom da je u daljnjem roku od osam dana zatražio zaštitu pred nadležnim sudom.
of the Labour Act prescribes that in the case when a worker is exposed to discrimination or his or hers dignity is not protected, he or she has the right to submit a complaint to the employer. 
Zakona o radu propisano je da u slučaju kada je radnik izvrgnut diskriminaciji ili mu se vrijeđa dostojanstvo on ima pravo podnijeti poslodavcu pritužbu.
of the Labour Act prescribes that any direct and indirect discrimination in the field of labour and labour conditions shall be prohibited, which includes selection criteria and employment requirements, promotion requirements, vocational guidance, vocational training, additional training and retraining, in accordance with a special law. 
Zakona o radu propisano je da je zabranjena izravna ili neizravna diskriminacija na području rada i radnih uvjeta, uključujući kriterije za odabir i uvjete pri zapošljavanju, napredovanju, profesionalnom usmjeravanju, stručnom osposobljavanju i usavršavanju te prekvalifikaciji, sukladno posebnim zakonima.
Namely, the Gender Equality Act and the Anti-Discrimination Act apply to a larger number of areas than the said Directive and as such protect a wider range of people from victimization . 
Naime, i Zakon o ravnopravnosti spolova i Zakon o suzbijanju diskriminacije odnose se na veći broj područja nego navedena Direktiva i kao takvi od viktimizacije štite širi krug osoba.
There, victims and witnesses are, in the broadest sense, protected persons and persons who support the victim's case as well as ordinary colleagues. 
Njima su uz žrtve i svjedoke u najširem smislu zaštićene i osobe koje podržavaju žrtvin predmet ali i obični kolege.
Thus, the Labour Act includes a provision which prohibits discrimination in relation to subjects of labour relations (individual and collective) and that indicates the application of special laws, the Gender Equality Act and the Anti-Discrimination Act 
Dakle, Zakon o radu sadrži odredbu prema kojoj je zabranjena diskriminacija u odnosu na subjekte radnih odnosa (individualnih i kolektivnih) te koja upućuje na primjenu posebnih zakona, Zakona o suzbijanju diskriminacije i Zakona o ravnopravnosti spolova.
Therefore, the declaratory legal norm of the Labour Act prohibits direct and indirect discrimination in areas of employment and labour and in cases of discrimination refers to the application of specific laws governing this area. 
Dakle, deklaratornom pravnom normom Zakona o radu zabranjena je izravna ili neizravna diskriminacija na području zapošljavanja i rada te se u slučaju postojanja diskriminacije upućuje na primjenu posebnih zakona koji uređuju to područje.
The employer shall protect employees' dignity during work from such treatment by superiors, peers and persons with whom employees come into regular contact during their work that is unwanted and contrary to a separate law. 
Poslodavac je dužan zaštititi dostojanstvo radnika za vrijeme obavljanja posla od postupanja nadređenih, suradnika i osoba s kojima radnik redovito dolazi u doticaj u obavljanju svojih poslova, ako je takvo postupanje neželjeno i u suprotnosti sa zakonima.
Any employer employing more than 20 workers shall adopt and publish employment rules, or collective agreements regulating the procedures and measures for the protection of the dignity of workers, safeguards against discrimination and appoint a person who would, in addition to him, be authorised to receive and deal with complaints related to the protection of workers' dignity. 
Svaki poslodavac koji zapošljava najmanje dvadeset radnika dužan je putem pravilnika o radu ili kolektivnog ugovora urediti postupak i mjere za zaštitu dostojanstva radnika, mjere zaštite od diskriminacije te imenovati osobu koja je osim njega ovlaštena primati i rješavati pritužbe vezane za zaštitu dostojanstva radnika.
Workers' representatives also enjoy statutory protection. 
Predstavnici radnika također uživaju zakonom propisanu zaštitu.
of the Labour Act prescribes that filing an appeal or complaint, or taking part in the proceedings against the employer on the ground of a violation of a law, another regulation, collective agreement or employment rules, as well as the employee's turning to the competent executive bodies, are not considered to be just cause for cancelling an employment contract. 
Zakona o radu propisano je da podnošenje žalbe ili tužbe odnosno sudjelovanje u postupku protiv poslodavca zbog povrede zakona, drugog propisa, kolektivnog ugovora ili pravilnika o radu, odnosno obraćanje radnika nadležnim tijelima izvršne vlasti, ne predstavlja opravdani razlog za otkaz ugovora o radu.
Also, the employee's turning to responsible persons or competent state administration bodies or filing a bona fide application with these persons or bodies, regarding a reasonable suspicion about corruption, is not considered to be just cause for dismissal. 
Također, i obraćanje radnika zbog opravdane sumnje na korupciju ili u dobroj vjeri podnošenje prijave o toj sumnji odgovornim osobama ili nadležnim tijelima državne vlasti, isto tako ne predstavlja opravdani razlog za otkaz ugovora o radu.
Prohibition of unequal treatment of members of the works council is prescribed in provision of Article 156 
Zabrana nejednakog postupanja prema članovima radničkog vijeća propisana je odredbom članka 156.
of the labour Act according to which the employer must neither favour nor disfavour members of the works council. 
Zakona o radu prema kojoj poslodavac ne smije članove radničkog vijeća povlašćivati, ali niti stavljati u nepovoljniji položaj od drugih radnika.
If an employer wishes to terminate a work contract of an individual member of the works council, he/she shall thereby obtain the prior consent of the works council. 
Ukoliko poslodavac želi otkazati ugovor o radu pojedinom članu radničkog vijeća dužan je pri tome dobiti prethodnu suglasnost radničkog vijeća.
As for union representatives, they also enjoy legal protection. 
Što se tiče sindikalnih povjerenika, oni također uživaju zakonsku zaštitu.
of the Labour Act prescribes prohibition of unequal treatment on the ground of membership in a trade union or taking part in trade union activities. 
Zakona o radu propisana je zabrana nejednakog postupanja zbog sindikalnog članstva ili djelatnosti.
Provision of Article 247 
Odredbom članka 247.
1)conclude an employment contract with an employee, under the condition that he or she does not join a trade union or that he or she leaves a trade union, 
1)ugovor o radu s određenim radnikom sklopiti pod uvjetom da on ne stupi u sindikat, odnosno pod uvjetom da istupi iz sindikata,
2)rescind an employment contract or place an employee in a less favourable position in comparison with other employees in some other way because of his or her membership in a trade union or participation in trade union activities after hours, or during working hours subject to the consent of the employer. 
2)otkazati ugovor o radu ili na drugi način staviti radnika u nepovoljniji položaj od ostalih radnika, zbog njegovog članstva u sindikatu ili sudjelovanja u sindikalnim djelatnostima izvan radnoga vremena, a uz suglasnost poslodavca i za vrijeme radnoga vremena.
The employer must not take into consideration membership in a trade union and participation in trade union activities when rendering a decision whether or not to conclude an employment contract, on the change of job of an employee or a the place of work, on specialist training, promotion, pay, social benefits and termination of an employment contract. 
Članstvo u sindikatu i sudjelovanje u djelatnostima sindikata ne smije biti okolnost na kojoj poslodavac temelji odluku o sklapanju ugovora o radu, promjeni poslova koje radnik obavlja, odnosno mjesta rada, stručnom obrazovanju, napredovanju, plaćanju, socijalnim davanjima i prestanku ugovora o radu.
During the shop steward's performance of his or her duty and six months after the termination of this duty, if the trade union has not given its consent to that effect, it is not allowed: 
Sindikalnom povjereniku za vrijeme obavljanja te dužnosti i šest mjeseci nakon prestanka te dužnosti, a bez suglasnosti sindikata nije moguće:
1) to cancel the shop steward's employment contract, or 
1) otkazati ugovor o radu, ili
2)to place the shop steward in a less favourable position compared to his or her previous working conditions and in comparison with other employees. 
2)na drugi način staviti ga u nepovoljniji položaj u odnosu na njegove dotadašnje uvjete rada i u odnosu na ostale radnike.
If the trade union refuses to give its consent to a dismissal, the employer may, within 15 days of the receipt of the trade union's observations, request that such consent be replaced by a judicial decision. 
Ako sindikat uskrati suglasnost na otkaz, poslodavac može u roku od petnaest dana od dana dostave očitovanja sindikata zatražiti da suglasnost nadomjesti sudska odluka.
Pursuant to paragraph 1 of the said provision an employee must not be placed in a less favourable position in comparison with other employees on the ground of his or her membership in a trade union. It is, in particular, prohibited to: 
Prema stavku 1. navedene odredbe radnik ne smije biti stavljen u nepovoljniji položaj od drugih radnika zbog članstva u sindikatu, a osobito nije dopušteno:
If the works council refuses to give its consent , the employer shall, within fifteen days of the receipt of the denial request that the consent be replaced by a judicial or arbitral decision. 
Ako radničko vijeće uskrati suglasnost, poslodavac je dužan u roku od petnaest dana od uskrate suglasnosti zatražiti da tu suglasnost nadomjesti sudska ili arbitražna odluka.
Workers in relation to the employer may be represented by the works council and shop steward. 
Radnike u odnosu na poslodavca mogu predstavljati radničko vijeće i sindikalni povjerenik.
The Labour Act (Official Gazette No. 149/09, 61/11, 82/12 and 73/13) does not contain provisions on job classification system for determining pay. 
Zakon o radu (Narodne novine, br. 149/09, 61/11, 82/12 i 73/13) ne sadrži odredbe o sustavu klasifikacije radnih mjesta pomoću kojeg bi se određivala plaća.
However, provisions of the Labour Law stipulate that each employment contract must contain information on basic salary, salary supplements and the periods in which payments to which the employee is entitled are to be made. 
Međutim, odredbama Zakona o radu propisano je da svaki ugovor o radu mora sadržavati podatke o osnovnoj plaći, dodacima na plaću te razdoblju isplate plaće.
Instead of determining the amount of pay through an employment it can be referred to applicable law, regulation, collective agreement or employment regulations regulating the salary issue. 
Umjesto određivanja iznosa plaće putem ugovora o radu, u samom ugovoru može se uputiti na odgovarajući zakon, propis, kolektivni ugovor ili pravilnik o radu koji uređuju pitanje plaće.
Regardless to the legal act that regulates pay, in determining the amount of salary, the provision of Article 83 of the Labour Act 
Neovisno o tome kojim pravnim aktom je plaća uređena, pri određivanju visine plaće mora se poštivati odredba članka 83.
must be respected, according to which an employer shall pay equal salaries to women and men for equal work and for work of equal value. 
Zakona o radu prema kojoj je poslodavac dužan isplatiti jednaku plaću ženi i muškarcu za jednaki rad i rad jednake vrijednosti.
of the Labour Act, equal pay is also ensured pursuant to provision of Article 5, paragraph 4 
Zakona o radu jednakost plaća osigurana je i na osnovi odredbe članka 5. stavka 4.
of the Labour Act which prohibits any direct and indirect discrimination in the field of labour and labour conditions, which includes selection criteria and employment requirements, promotion requirements, vocational guidance, vocational training, additional training and retraining, in accordance with a special law. 
Zakona o radu prema kojoj je zabranjena izravna ili neizravna diskriminacija na području rada i radnih uvjeta, uključujući kriterije za odabir i uvjete pri zapošljavanju, napredovanju, profesionalnom usmjeravanju, stručnom osposobljavanju i usavršavanju te prekvalifikaciji, sukladno posebnim zakonima.
Thus, the Labour Act includes a provision which prohibits discrimination in relation to subjects of labour relations (individual and collective) and that indicates the application of special laws, the Anti-Discrimination Act(Official Gazette No. 85/08 and 112/12) and the Gender Equality Act (Official Gazette No. 82/08). 
Dakle, Zakon o radu sadrži odredbu kojom se zabranjuje diskriminacija u odnosu na subjekte radnih odnosa (individualnih i kolektivnih) te upućuje na primjenu posebnih zakona, Zakona o suzbijanju diskriminacije (Narodne novine, br. 85/08 i 112/12) i Zakona o ravnopravnosti spolova (Narodne novine, br. 82/08).
In addition to the above mentioned provision of Article 83 
Osim navedenom odredbom članka 83.
Two persons of different gender are considered to perform equal work and work of equal value if: 
Smatra se da dvije osobe različitog spola obavljaju jednaki rad i rad jednake vrijednosti ako:
1.they perform the same work in the same or similar conditions or they could substitute one another at the workplace, 
1.obavljaju isti posao u istim ili sličnim uvjetima ili bi mogle jedna drugu zamijeniti u odnosu na posao koji obavljaju,
2.the work one of them performs is of similar nature to that performed by another, and the differences between the work performed by them and conditions under which it is performed have no significance in relation to the overall nature of the work or they appear so rarely that they have no significance in relation to the overall nature of the work, 
2.je rad koji jedna od njih obavlja slične naravi radu koji obavlja druga, a razlike između obavljenog posla i uvjeta pod kojima ih obavlja svaka od njih, nemaju značaja u odnosu na narav posla u cijelosti ili se pojavljuju tako rijetko da ne utječu na narav posla u cijelosti,
3. the work one of them performs is of equal value as that performed by another, if one takes into account the criteria such as qualifications, skills, responsibilities, conditions under which the work is performed and whether the work is of manual nature or not. 
3. je rad koji jedna od njih obavlja, jednake vrijednosti kao rad koji obavlja druga, uzimajući u obzir kriterije kao što su stručna sprema, vještine, odgovornost, uvjeti u kojima se rad obavlja te je li rad fizičke naravi.
The Labour Act specifies in detail the concept of pay which is compared as earnings of women and men. 
Zakon o radu detaljno određuje pojam plaće koja se uspoređuje kao zarada žena i muškaraca.
The concept of salary does not include only the basic salary but also all additional payments of any type made by the employer to the female or male employee for the work performed, either directly or indirectly, in cash or in kind, under an employment contract, collective agreement, employment rules or other regulation. 
Pojam plaće ne obuhvaća samo osnovnu plaću, već i sva dodatna davanja bilo koje vrste koja poslodavac izravno ili neizravno, u novcu ili naravi, na temelju ugovora o radu, kolektivnog ugovora, pravilnika o radu ili drugog propisa isplaćuje radnici ili radniku za obavljeni rad.
The above mentioned provision of the Labour Act is a mandatory legal norm, and every provision of the employment contract, collective agreement, employment rules or any other legal act which is contrary to the principle of equal remuneration for men and women is considered to become null and void. 
Navedena odredba Zakona o radu je kogentna pravna norma, pa se svaka odredba ugovora o radu, kolektivnog ugovora, pravilnika o radu ili drugoga pravnog akta koja je protivna načelu jednakosti plaća žena i muškaraca smatra ništetnom.
Chapter VIII 
U Glavi VIII.
of the Labour Act contains provisions for the protection of pregnant women, parents and adoptive parents. 
Zakona o radu nalaze se odredbe kojima se štite trudnice, roditelji i posvojitelji.
Paragraph 2 
U stavku 2.
of the same Article states that a dismissal is null and void if, on the day of dismissal, the employer was aware of the circumstances stated above or if the employee notifies his or her employer, within a period of fifteen days following the receipt of the notice of dismissal, of such circumstances, enclosing an appropriate certificate signed by an authorised physician or another authorised body. 
Istog članka navodi se da je otkaz ništetan ako je na dan davanja otkaza poslodavcu bilo poznato postojanje navedenih okolnosti ili ako radnik u roku od petnaest dana od dostave otkaza obavijesti poslodavca o postojanju tih okolnosti te o tome dostavi odgovarajuću potvrdu ovlaštenog liječnika ili drugog ovlaštenog tijela.
of the Labour Act. 
Zakona o radu.
Furthermore, the Ordinance on uniform standards and criteria for determining the titles and descriptions of jobs in the civil service (Official Gazette No. 116/07), which regulates uniform standards and criteria for determining the titles and descriptions of jobs in the civil service in Article 4 stipulates the following: "When passing a decision on assignment to a post or other decisions on the rights and obligations of civil servants, the job title shall be stated in the masculine or feminine gender (for example, for a Department Head terms used are načelnik odjela/načelnica odjela , for an Advisor the terms used are savjetnik/savjetnica " 
Nadalje, Pravilnikom o jedinstvenim standardima i mjerilima za određivanje naziva i opisa radnih mjesta u državnoj službi (Narodne novine, br. 116/07), kojim se uređuju jedinstveni standardi i mjerila za određivanje naziva i opisa radnih mjesta u državnoj službi člankom 4. propisano je sljedeće: “Kod donošenja rješenja o rasporedu na radno mjesto i drugih rješenja o pravima i obvezama državnih službenika koristi se naziv radnog mjesta u muškom ili ženskom rodu (npr. načelnik, odjela/načelnica odjela, savjetnik/savjetnica).“