natgillin/translations-raw huggingface dataset:
62 In the context of the procedure established by Article 234 EC providing for cooperation between national courts and the Court of Justice, and in order to provide the national court with an answer which will be of use to it and enable it to determine the case before it (C-334/95 Krüger [1997] ECR I-4517, paragraph 22; C-88/99 Roquette Frères [2000] ECR I-10465, paragraph 18, and Joined Cases C-393/04 and C-41/05 Air Liquide Industries Belgium [2006] ECR I-5293, paragraph 23), it is appropriate to examine the possibilities available to the Member States for determining the terms and conditions of employment covering the matters referred to in Article 3(1), first subparagraph, (a) to (g), including minimum rates of pay, which undertakings are to guarantee workers they post in the framework of the transnational provision of services. 
62 U okviru postupka suradnje između nacionalnih sudova i Suda uspostavljene u članku 234. UEZ-a i s ciljem da nacionalnom sudu pruži koristan odgovor koji će mu omogućiti da riješi spor koji se pred njim vodi (vidjeti presudu od 17. srpnja 1997., Krüger, C-334/95, Zb., str. I-4517., t. 22.; od 28. studenoga 2000., Roquette Frères, C-88/99, Zb., str. I-10465., t. 18. kao i od 15. lipnja 2006., Air Liquide Industries Belgium, C-393/04 i C-41/05, Zb., str. I-5293., t. 23.), valja ispitati mogućnosti kojima raspolažu države članice radi utvrđivanja uvjeta rada i zapošljavanja u vezi s pitanjima predviđenima u članku 3. stavku 1. prvom podstavku točkama (a) do (g) Direktive 96/71, uključujući minimalne plaće, koje poduzeća moraju zajamčiti radnicima koje upućuju u okviru transnacionalnog pružanja usluga.
63 It is clear from both the order for reference and the observations submitted in the course of the present proceedings that underlying the dispute is, first, as regards the determination of the terms and conditions of the employment of posted workers relating to those matters, the fact that minimum rates of pay constitute the only term of employment which, in Sweden, is not laid down in accordance with one of the means provided for in Directive 96/71 and, second, the requirement imposed on Laval to negotiate with trade unions in order to ascertain the wages to be paid to its workers and to sign the collective agreement for the building sector. 
63 Iz zahtjeva za prethodnu odluku i očitovanja podnesenih u okviru ovog postupka proizlazi, prvo, u pogledu utvrđivanja uvjeta zapošljavanja upućenih radnika u vezi s navedenim pitanjima, da su minimalne plaće jedini uvjet zapošljavanja koji u Švedskoj nije utvrđen na način predviđen Direktivom 96/71 i, drugo, da je temelj spora u glavnom postupku obveza Lavala da pregovara sa sindikatima radi utvrđivanja plaća koje mora isplatiti svojim radnicima i da pristupi kolektivnom ugovoru za graditeljstvo.
64 According to the first and second indents of the first subparagraph of Article 3(1) of Directive 96/71, the terms and conditions of employment covering the matters referred to in (a) to (g) thereof are established, in relation to the transnational provision of services in the construction sector, either by law, regulation or administrative provision, or by collective agreements or arbitration awards which have been declared universally applicable. 
64 Na temelju članka 3. stavka 1. prvog podstavka prve i druge alineje Direktive 96/71, uvjeti rada i zapošljavanja u vezi s pitanjima predviđenima u točkama (a) do (g) te odredbe utvrđeni su, u pogledu transnacionalnog pružanja usluga u građevinskom sektoru, bilo zakonom ili drugim propisom, ili kolektivnim ugovorima ili arbitražnim pravorijecima proglašenim univerzalno primjenjivima.
Collective agreements and arbitration awards for the purposes of that provision are those which must be observed by all undertakings in the geographical area and in the profession or industry concerned. 
Kolektivni ugovori i arbitražni pravorijeci u smislu ove odredbe su oni kojih se moraju pridržavati sva poduzeća na zemljopisnom području i u predmetnoj struci ili industriji.
65 The second subparagraph of Article 3(8) of Directive 96/71 also gives Member States the possibility, in the absence of a system for declaring collective agreements or arbitration awards to be of universal application, to base themselves on those which are generally applicable to all similar undertakings in the industry concerned or those which have been concluded by the most representative employers' and labour organisations at national level and which are applied throughout the national territory. 
65 Članak 3. stavak 8. drugi podstavak Direktive 96/71 daje osim toga državama članicama mogućnost da se, u nedostatku sustava za proglašavanje kolektivnih ugovora ili arbitražnih pravorijeka univerzalno primjenjivima, oslanjaju na one koji su opće primjenjivi na sva slična poduzeća u dotičnom sektoru ili na one koje su sklopile najreprezentativnije organizacije poslodavaca i radnika na nacionalnoj razini i koji se primjenjuju na cijelom državnom području.
66 It is clear from the wording of that provision that recourse to the latter possibility requires, first, that the Member State must so decide, and second, that the application of collective agreements to undertakings which post workers should guarantee equality of treatment in the matters listed in Article 3(1), first subparagraph, (a) to (g) of Directive 96/71 between the latter undertakings and national undertakings in the profession or industry concerned which are in a similar position. 
66 Iz teksta ove odredbe proizlazi da zadnja mogućnost zahtijeva, prvo, da je države članice odaberu te, drugo, da primjena kolektivnih ugovora na poduzeća koja upućuju radnike zajamči tim radnicima, kad je riječ o pitanjima navedenima u članku 3. stavku 1. prvom podstavku točkama (a) do (g) Direktive 96/71, jednako postupanje u odnosu na nacionalna poduzeća koja pripadaju dotičnom sektoru ili profesiji koja se nalaze u sličnoj situaciji.
Equality of treatment, within the meaning of Article 3(8) of the directive, is deemed to exist where national undertakings are subject to the same obligations, as regards those matters, as posting undertakings, and where each are required to fulfil such obligations with the same effects. 
Smatra se da jednako postupanje, u smislu članka 3. stavka 8. navedene direktive, postoji kada nacionalna poduzeća podliježu istim obvezama, s obzirom na navedena pitanja, kao i poduzeća koja upućuju radnike i kada se i od jednih i od drugih zahtijeva ispunjavanje takvih obaveza s istim učincima.
67 It is common ground that, in Sweden, the terms and conditions of employment covering the matters listed in Article 3(1), first subparagraph, (a) to (g) of Directive 96/71, save for minimum rates of pay, have been laid down by law. 
67 Poznato je da su u Švedskoj uvjeti rada i zapošljavanja u vezi s pitanjima predviđenima u članku 3. stavku 1. prvom podstavku točkama (a) do (g) Direktive 96/71, osim minimalnih plaća, bili utvrđeni zakonom.
It is also not disputed that the collective agreements have not been declared universally applicable, and that that Member State has not made use of the possibility provided for in the second subparagraph of Article 3(8) of that directive. 
Također nije sporno da kolektivni ugovori nisu proglašeni univerzalno primjenjivima i da ta država članica nije iskoristila mogućnost predviđenu člankom 3. stavkom 8. drugim podstavkom te direktive.
68 It must be noted, in this respect, that since the purpose of Directive 96/71 is not to harmonise systems for establishing terms and conditions of employment in the Member States, the latter are free to choose a system at the national level which is not expressly mentioned among those provided for in that directive, provided that it does not hinder the provision of services between the Member States. 
68 S tim u vezi valja napomenuti da su države članice, s obzirom na to da Direktiva 96/71 nije usmjerena na ujednačavanje sustava određivanja uvjeta rada i zapošljavanja u državama članicama, slobodne na nacionalnoj razini izabrati sustav koji nije izrijekom spomenut među onima predviđenima navedenom direktivom, pod uvjetom da on ne sprečava pružanje usluga između država članica.
69 It is clear from the file that the national authorities in Sweden have entrusted management and labour with the task of setting, by way of collective negotiations, the wage rates which national undertakings are to pay their workers and that, as regards undertakings in the construction sector, such a system requires negotiation on a case-by-case basis, at the place of work, having regard to the qualifications and tasks of the employees concerned. 
69 Iz spisa proizlazi da su u Švedskoj nacionalna tijela povjerila socijalnim partnerima brigu o utvrđivanju, putem kolektivnih pregovora, plaća koje nacionalna poduzeća trebaju isplaćivati svojim radnicima i da, kad je riječ o građevinskim poduzećima, takav sustav podrazumijeva pregovore od slučaja do slučaja, u mjestu rada, uzimajući u obzir kvalifikacije i zadatke dotičnih radnika.
70 As regards the requirements as to pay which can be imposed on foreign service providers, it should be recalled that the first subparagraph of Article 3(1) of Directive 96/71 relates only to minimum rates of pay. 
70 U odnosu na obaveze u pogledu plaća koje se mogu nametnuti pružateljima usluga s poslovnim nastanom u drugim državama članicama, valja podsjetiti da se članak 3. stavak 1. prvi podstavak točka (c) Direktive 96/71 odnosi samo na minimalne plaće.
Therefore, that provision cannot be relied on to justify an obligation on such service providers to comply with rates of pay such as those which the trade unions seek in this case to impose in the framework of the Swedish system, which do not constitute minimum wages and are not, moreover, laid down in accordance with the means set out in that regard in Article 3(1) and (8) of the directive. 
Stoga se na tu odredbu nije moguće pozvati kako bi se opravdala obveza tih pružatelja usluga da poštuju plaće poput onih koje traže sindikati, tužene stranke u glavnom postupku u okviru švedskog sustava, koje ne predstavljaju minimalne plaće i koje osim toga nisu utvrđene u skladu s načinima koji su u tom pogledu predviđeni člankom 3. stavcima 1. i 8. navedene direktive.
71 It must therefore be concluded at this stage that a Member State in which the minimum rates of pay are not determined in accordance with one of the means provided for in Article 3(1) and (8) of Directive 96/71 is not entitled, pursuant to that directive, to impose on undertakings established in other Member States, in the framework of the transnational provision of services, negotiation at the place of work, on a case-by-case basis, having regard to the qualifications and tasks of the employees, so that the undertakings concerned may ascertain the wages which they are to pay their posted workers. 
71 Stoga u ovoj fazi valja zaključiti da država članica u kojoj minimalne plaće nisu utvrđene u skladu s jednim od načina predviđenim člankom 3. stavcima 1. i 8. Direktive 96/71 nema pravo na temelju te direktive nametati poduzećima s poslovnim nastanom u drugim državama članicama, u okviru transnacionalnog pružanja usluga, pregovore od slučaja do slučaja u mjestu rada, uzimajući u obzir kvalifikacije i zadatke zaposlenika, kako bi dotična poduzeća mogla utvrditi plaće koje moraju isplaćivati svojim upućenim radnicima.
72 It is necessary to assess further, the obligations on undertakings established in another Member State which stem from such a system for determining wages with regard to Article 49 EC. 
72 U nastavku ove presude potrebno je procijeniti obveze koje za poduzeća s poslovnim nastanom u drugoj državi članici proizlaze iz takvog sustava utvrđivanja plaća s obzirom na članak 49. UEZ-a.
Matters which may be covered by the terms and conditions of work applicable to posted workers 
Pitanja koja se mogu obuhvatiti uvjetima rada i zapošljavanja primjenjivima na upućene radnike
73 In order to ensure that the nucleus of mandatory rules for minimum protection are observed, the first subparagraph of Article 3(1) of Directive 96/71 provides that Member States are to ensure that, whatever the law applicable to the employment relationship, in the framework of the transnational provision of services, undertakings guarantee workers posted to their territory the terms and conditions of employment covering the matters listed in that provision, namely: maximum work periods and minimum rest periods; minimum paid annual holidays; the minimum rates of pay, including overtime rates; the conditions of hiring-out of workers, in particular the supply of workers by temporary employment undertakings; health, safety and hygiene at work; protective measures with regard to the terms and conditions of employment of pregnant women or women who have recently given birth, of children and of young people; and equality of treatment between men and women and other provisions on non-discrimination. 
73 S ciljem osiguranja poštovanja jezgre prisilnih propisa za minimalnu zaštitu, članak 3. stavak 1. prvi podstavak Direktive 96/71 predviđa da države članice osiguravaju da, neovisno o pravu koje se primjenjuje na radni odnos, poduzeća u okviru transnacionalnog pružanja usluga jamče radnicima koji su upućeni na njihovo državno područje uvjete rada i zapošljavanja nabrojene u toj odredbi, među ostalim maksimalno radno vrijeme i minimalno vrijeme odmora, minimalni plaćeni godišnji odmor; minimalne plaće, uključujući one uvećane za prekovremeni rad; uvjete ustupanja radnika, posebno od strane poduzeća za privremeno zapošljavanje; zdravstvene uvjete, sigurnost i higijenu na radu; zaštitne mjere u odnosu na uvjete zapošljavanja trudnica ili žena koje su nedavno rodile, djece i mladih; te jednako postupanje prema muškarcima i ženama i ostale odredbe o nediskriminaciji.
74 That provision seeks, first, to ensure a climate of fair competition between national undertakings and undertakings which provide services transnationally, in so far as it requires the latter to afford their workers, as regards a limited list of matters, the terms and conditions of employment laid down in the host Member State by law, regulation or administrative provision or by collective agreements or arbitration awards within the meaning of Article 3(8) of Directive 96/71, which constitute mandatory rules for minimum protection. 
74 Namjena ove odredbe je, s jedne strane, osigurati pošteno tržišno natjecanje između nacionalnih poduzeća i poduzeća koja transnacionalno pružaju usluge, u mjeri u kojoj zadnje navedenim poduzećima nalaže da svojim radnicima priznaju, u pogledu ograničene liste pitanja, uvjete rada i zapošljavanja utvrđene u državi članici domaćinu zakonom ili drugim propisom ili kolektivnim ugovorima ili arbitražnim pravorijecima u smislu članka 3. stavka 8. Direktive 96/71, koji predstavljaju prisilne propise za minimalnu zaštitu.
75 That provision thus prevents a situation arising in which, by applying to their workers the terms and conditions of employment in force in the Member State of origin as regards those matters, undertakings established in other Member States would compete unfairly against undertakings of the host Member State in the framework of the transnational provision of services, if the level of social protection in the host Member State is higher. 
75 Ova odredba tako sprečava da poduzeća s poslovnim nastanom u drugim državama članicama u vezi s tim pitanjima, primjenjujući na svoje radnike uvjete rada i zapošljavanja koji su na snazi u državi članici podrijetla, u okviru transnacionalnog pružanja usluga, budu u poziciji nepoštenog tržišnog natjecanja u odnosu na poduzeća države članice domaćina, ako je razina socijalne zaštite viša u ovoj zadnjoj državi članici.
76 Secondly, that provision seeks to ensure that posted workers will have the rules of the Member States for minimum protection as regards the terms and conditions of employment relating to those matters applied to them while they work on a temporary basis in the territory of that Member State. 
76 S druge strane, ovom se odredbom nastoji osigurati da se na upućene radnike primjenjuju pravila minimalne zaštite države članice domaćina u pogledu uvjeta rada i zapošljavanja u vezi s navedenim pitanjima dok obavljaju privremeni posao na državnom području te države članice.
77 The consequence of affording such minimum protection - if the level of protection resulting from the terms and conditions of employment granted to posted workers in the Member State of origin, as regards the matters referred to in Article 3(1), first subparagraph, (a) to (g) of Directive 96/71, is lower than the level of minimum protection afforded in the host Member State - is to enable those workers to enjoy better terms and conditions of employment in the host Member State. 
77 Posljedica priznavanja takve minimalne zaštite, ako je razina zaštite koja proizlazi iz uvjeta rada i zapošljavanja za upućene radnike u državu članicu podrijetla, u vezi s pitanjima predviđenima člankom 3. stavkom 1. prvim podstavkom točkama (a) do (g) Direktive 96/71, niža od razine minimalne zaštite priznate u državi članici domaćinu, jest omogućiti tim radnicima da uživaju bolje uvjete rada i zapošljavanja u ovoj zadnjoj državi.
78 However, in the case in the main proceedings, it is apparent from paragraph 19 of this judgment that, in respect of some of the matters referred to in Article 3(1), first subparagraph, (a) to (g) of Directive 96/71, in particular as regards working time and annual leave, certain terms of the collective agreement for the building sector depart from the provisions of Swedish law which lay down the terms and conditions of employment applicable to posted workers, by establishing more favourable terms. 
78 Međutim, iz točke 19. ove presude proizlazi da u predmetu u glavnom postupku u pogledu nekih pitanja iz članka 3. stavka 1. prvog podstavka točaka (a) do (g) Direktive 96/71, osobito s obzirom na radno vrijeme i godišnji odmor, određene odredbe kolektivnog ugovora za graditeljstvo odstupaju od odredaba švedskog zakonodavstva kojima se utvrđuju uvjeti rada i zapošljavanja primjenjivi na upućene radnike, tako da uspostavljaju povoljnije uvjete.
79 It is true that Article 3(7) of Directive 96/71 provides that paragraphs 1 to 6 are not to prevent application of terms and conditions of employment which are more favourable to workers. 
79 Točno je da članak 3. stavak 7. Direktive 96/71 predviđa da stavci od 1. do 6. ne sprečavaju primjenu uvjeta rada i zapošljavanja koji su povoljniji za radnike.
In addition, according to recital 17, the mandatory rules for minimum protection in force in the host country must not prevent the application of such terms and conditions. 
Osim toga, iz uvodne izjave 17. navedene direktive proizlazi da prisilni propisi za minimalnu zaštitu koji su na snazi u državi domaćinu ne smiju sprečavati primjenu takvih uvjeta.
80 Nevertheless, Article 3(7) of Directive 96/71 cannot be interpreted as allowing the host Member State to make the provision of services in its territory conditional on the observance of terms and conditions of employment which go beyond the mandatory rules for minimum protection. 
80 Ipak, članak 3. stavak 7. Direktive 96/71 ne može se tumačiti u smislu da omogućava državi članici domaćinu da pružanje usluga na svojem državnom području uvjetuje poštovanjem uvjeta rada i zapošljavanja koji nadilaze prisilne propise za minimalnu zaštitu.
As regards the matters referred to in Article 3(1), first subparagraph, (a) to (g), Directive 96/71 expressly lays down the degree of protection for workers of undertakings established in other Member States who are posted to the territory of the host Member State which the latter State is entitled to require those undertakings to observe. 
U pogledu pitanja predviđenih u njezinom članku 3. stavku 1. prvom podstavku točkama (a) do (g), Direktiva 96/71 izričito predviđa stupanj zaštite čije poštovanje država članica domaćin ima pravo zahtijevati od poduzeća s poslovnim nastanom u drugim državama članicama u korist njihovih radnika upućenih na njezino državno područje.
Moreover, such an interpretation would amount to depriving the directive of its effectiveness. 
Osim toga, takvim bi se tumačenjem navedenoj direktivi oduzeo koristan učinak.
81 Therefore - without prejudice to the right of undertakings established in other Member States to sign of their own accord a collective labour agreement in the host Member State, in particular in the context of a commitment made to their own posted staff, the terms of which might be more favourable - the level of protection which must be guaranteed to workers posted to the territory of the host Member State is limited, in principle, to that provided for in Article 3(1), first subparagraph, (a) to (g) of Directive 96/71, unless, pursuant to the law or collective agreements in the Member State of origin, those workers already enjoy more favourable terms and conditions of employment as regards the matters referred to in that provision. 
81 Stoga je, ne dovodeći u pitanje mogućnost poduzeća s poslovnim nastanom u drugim državama članicama da u državi članici domaćinu, osobito u okviru obaveza koje imaju prema svojem upućenom osoblju, dobrovoljno pristupe kolektivnom ugovoru koji je eventualno povoljniji, razina zaštite koju trebaju osigurati radnicima upućenima na državno područje države članice domaćina ograničena, u načelu, onom predviđenom člankom 3. stavkom 1. prvim podstavkom točkama (a) do (g) Direktive 96/71, ako navedeni radnici već ne uživaju povoljnije uvjete rada i zapošljavanja u vezi s pitanjima predviđenima navedenom odredbom, na temelju zakona ili kolektivnih ugovora u državi članici podrijetla.
82 Moreover, it must be pointed out that, pursuant to the first indent of Article 3(10) of Directive 96/71, Member States may apply terms and conditions of employment on matters other than those specifically referred to in Article 3(1), first subparagraph, (a) to (g), in compliance with the Treaty and, in the case of public policy provisions, on a basis of equality of treatment, to national undertakings and to the undertakings of other Member States. 
82 Nadalje valja pojasniti da na temelju članka 3. stavka 10. prve alineje Direktive 96/71 države članice mogu primjenjivati uvjete rada i zapošljavanja na pitanja osim onih posebno navedenih u stavku 1. prvom podstavku točkama (a) do (g) navedenog članka 3., u skladu s Ugovorom i u mjeri u kojoj se radi o odredbama javnog poretka, koje se jednako primjenjuju na nacionalna poduzeća i na poduzeća drugih država članica.
83 In the main proceedings, certain terms of the collective agreement for the building sector relate to matters which are not specifically referred to in Article 3(1), first subparagraph, (a) to (g) of Directive 96/71. 
83 U glavnom postupku određene odredbe kolektivnog ugovora za graditeljstvo odnose se na pitanja koja nisu posebno navedena u članku 3. stavku 1. prvom podstavku točkama (a) do (g) Direktive 96/71.
In that regard, it follows from paragraph 20 of this judgment that signing that collective agreement entails undertakings accepting pecuniary obligations such as those requiring them to pay to Byggettan a sum equal to 1.5% of total gross wages for the purposes of the pay review which that section trade union carries out, and to the insurance company, FORA, first, 0.8% of total gross wages for the purposes of a charge called the `special building supplement', and, second, a further 5.9% for the purposes of a number of insurance premiums. 
S tim u vezi, iz točke 20. ove presude proizlazi da pristupanje tom kolektivnom ugovoru znači da poduzeća moraju prihvatiti novčane obveze poput onih kojima se zahtijeva da plaćaju Byggettanu iznos jednak 1,5 % mase plaća za potrebe nadzora koji taj sindikalni odbor provodi nad plaćama, te osiguravajućem društvu FORA iznose koji predstavljaju, s jedne strane, 0,8 % mase plaća za potrebe davanja nazvanih „posebni dodatak u graditeljstvu" i, s druge strane, 5,9 % te mase za potrebe različitih premija osiguranja.
84 It is common ground, however, that those obligations were imposed without the national authorities' having had recourse to Article 3(10) of Directive 96/71. 
84 Poznato je, međutim, da su te obveze nametnute a da nacionalna tijela nisu primijenila članak 3. stavak 10. Direktive 96/71.