natgillin/translations-raw huggingface dataset:
][2: Directive 2018/957/EU of the European Parliament and of the Council 28 June 2018 amending Directive 96/71/EC concerning the posting of workers in the framework of the provision of services (OJ L 173, 9.7.2018, p.16).
][2: Direktiva (EU) 2018/957 Evropskega parlamenta in Sveta z dne 28. junija 2018 o spremembi Direktive 96/71/ES o napotitvi delavcev na delo v okviru opravljanja storitev (UL L 173, 9.7.2018, str.
Nine Member States (Austria, Croatia, Cyprus, Estonia, Finland, Germany, Greece, Hungary and Lithuania) prescribe information on the type of business, i.e. the business sector in which the undertaking is active.
Devet držav članic (Avstrija, Hrvaška, Ciper, Estonija, Finska, Nemčija, Grčija, Madžarska in Litva) je predpisalo informacije o vrsti poslovne dejavnosti, tj. poslovni sektor, v katerem podjetje deluje.
In Sweden, the languages available are English, German, Polish, Romanian and French.
Na Švedskem je mogoče uporabiti angleščino, nemščino, poljščino, romunščino in francoščino.
In addition, eleven Member States (Austria, Croatia, Cyprus, Estonia, Finland, Greece, Hungary, Italy, Luxembourg, Slovenia and Sweden) ask information on a contact person generally entitled to represent the employer; the Dutch regulation indicates the person responsible for wage payment.
Poleg tega enajst držav članic (Avstrija, Hrvaška, Ciper, Estonija, Finska, Grčija, Madžarska, Italija, Luksemburg, Slovenija in Švedska) zahteva informacije o kontaktni osebi, ki je na splošno upravičena za zastopanje delodajalca; v skladu z nizozemskimi predpisi je treba navesti osebo, pristojno za izplačila plač.
Regarding the transposition of Article 5(2), in the majority of the Member States (Austria, Belgium, the Czech Republic, Denmark, Estonia, Finland, Germany, Greece, Hungary, Ireland, Lithuania, Luxembourg, Malta, the Netherlands, Spain and the UK) the national legislation does not specify the criteria to be applied to the information provided on the website.
Kar zadeva prenos člena 5(2), nacionalna zakonodaja večine držav članic (Avstrije, Belgije, Češke, Danske, Estonije, Finske, Nemčije, Grčije, Madžarske, Irske, Litve, Luksemburga, Malte, Nizozemske, Španije in Združenega kraljestva) ne določa meril, ki jih je treba uporabiti za informacije, zagotovljene na spletnem mestu.
Belgium, Croatia, Cyprus, Czech Republic, Estonia, Greece, Hungary, Ireland, Latvia, Lithuania, Poland, Portugal (except in some cases), Romania, Slovakia, Slovenia, and the UK have established a system where the sanction to be imposed on the employer is not depending of the number of workers concerned.
Belgija, Hrvaška, Ciper, Češka, Estonija, Grčija, Madžarska, Irska, Latvija, Litva, Poljska, Portugalska (razen v nekaterih primerih), Romunija, Slovaška, Slovenija in Združeno kraljestvo so vzpostavili sistem, v okviru katerega sankcija, ki se naloži delodajalcu, ni odvisna od števila zadevnih delavcev.
According to the replies to the questionnaire sent to the Expert Committee on Posting of Workers, most Member States (Austria, Belgium, Bulgaria, Czech Republic, Germany, Spain, Finland, Lithuania, Luxembourg, Poland, Portugal, Romania, Slovakia, Estonia, Denmark, Croatia, France, the Netherlands) have bilateral agreements or joint statements in place with other Member States covering the area of posting of workers when it comes to administrative cooperation between different authorities.
Glede na izpolnjene vprašalnike, poslane Odboru strokovnjakov za napotitev delavcev na delo, ima večina držav članic (Avstrija, Belgija, Bolgarija, Češka, Nemčija, Španija, Finska, Litva, Luksemburg, Poljska, Portugalska, Romunija, Slovaška, Estonija, Danska, Hrvaška, Francija, Nizozemska) dvostranske sporazume ali skupne izjave z drugimi državami članicami, ki zajemajo napotitev delavcev in povezano upravno sodelovanje različnih organov.
In general, administrative cooperation via the Internal Market Information System on these issues is considered effective by Member States who replied to the Expert Committee on Posting of Workers questionnaire.
Na splošno države članice, ki so izpolnile vprašalnik Odbora strokovnjakov za napotitev delavcev na delo, menijo, da je upravno sodelovanje pri teh vprašanjih prek informacijskega sistema za notranji trg učinkovito.
The report is accompanied by the Staff Working Document including several annexes: Annex I and II concern Member States' transposition measures of Articles 9 and 12, respectively.
Prilogi I in II se nanašata na ukrepe držav članic za prenos člena 9 oziroma 12.
The former applies to thirteen Member States (Austria, Belgium, Estonia, France, Ireland, Italy, Luxembourg, Malta, the Netherlands, Poland, Slovenia, Spain and Sweden), the latter to three (Croatia, Czech Republic and Slovakia).
Prva možnost se uporablja v 13 državah članicah (v Avstriji, Belgiji, Estoniji, Franciji, na Irskem, v Italiji, Luksemburgu, na Malti, Nizozemskem, Poljskem, v Sloveniji, Španiji in na Švedskem), druga pa v treh (na Hrvaškem, Češkem in Slovaškem).
Eight of these countries (Cyprus, Estonia, Finland, Italy, France, Greece, Lithuania and Slovenia) require also information on the service recipient's type of business, in Austria the applicable collective agreement needs to be indicated.
Osem od teh držav (Ciper, Estonija, Finska, Italija, Francija, Grčija, Litva in Slovenija) zahteva tudi informacije o vrsti poslovne dejavnosti prejemnika storitev, Avstrija pa navedbo veljavne kolektivne pogodbe.
Apart from these requirements, twelve Member States (Austria, Czech Republic, Denmark, Estonia, Finland, Greece, Hungary, Italy, Latvia, Poland, Slovakia and Spain) require the posting employer to notify its VAT number, business registration number or similar, and Cyprus demands the undertaking to indicate its legal form.
Poleg teh zahtev 12 držav članic (Avstrija, Češka, Danska, Estonija, Finska, Grčija, Madžarska, Italija, Latvija, Poljska, Slovaška in Španija) zahteva, naj delodajalec, ki napoti delavce, sporoči svojo identifikacijsko številko za DDV, matično številko podjetja ali podoben podatek, na Cipru pa mora podjetje navesti svojo pravno obliko.
[5: References to the national laws transposing the Directive can be found on the Eur-Lex webpage: https://eur-lex.europa.eu/legal-content/EN/NIM/?uri=CELEX:32014L0067&qid=1547558891458][6: Established by the Commission Decision of 19.12.2008 setting up the Committee of Experts on Posting of Workers (OJ L 8 13.1.2009 p.
[5: Sklici na nacionalne zakone, s katerimi se Direktiva prenaša v nacionalno zakonodajo, so na voljo na spletišču Eur-Lex na naslovu: https://eur-lex.europa.eu/legal-content/SL/NIM/?qid=1547558891458&uri=CELEX%3A32014L0067.
By the deadline of 18 June 2016, in ten Member States (Denmark, Finland, France, Hungary, Malta, the Netherlands, Poland, Slovakia, Slovenia and the UK) laws transposing the Directive entered into force.
Do roka za prenos, tj. 18. junija 2016, so zakoni za prenos Direktive začeli veljati v desetih državah članicah (na Danskem, Finskem, v Franciji, na Madžarskem, Malti, Nizozemskem, Poljskem, Slovaškem, v Sloveniji in Združenem kraljestvu).
In Denmark, the alternative scheme to transpose Article 12(6) is based on the establishment of a Labour Market Fund for Posted Workers whereby if workers posted to Denmark and covered by a Danish collective agreement have problems receiving their wage from the employer the worker can get the missing wage paid from the abovementioned fund.
Na Danskem nadomestni sistem za prenos člena 12(6) temelji na ustanovitvi sklada trga dela za napotene delavce.
In Denmark, posted workers can be registered using English, German and Polish languages The possibility to make the declaration in other languages is given in many Member States with electronic systems for declaration.
Izjavo v drugih jezikih je mogoče predložiti v številnih državah članicah, ki uporabljajo elektronske sisteme za izjavo.
Alternatively or additionally, Belgium, Croatia, Cyprus, the Czech Republic, Denmark, Estonia, France, Germany, Greece, Hungarian, Ireland, Latvia, Lithuania Luxembourg, the Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia and the UK define the range or at least upper threshold of sanctions that are applicable per employer, irrespective of the number of workers concerned.
Belgija, Ciper, Češka, Danska, Estonija, Francija, Grčija, Hrvaška, Irska, Latvija, Litva, Luksemburg, Madžarska, Nemčija, Nizozemska, Poljska, Portugalska, Romunija, Slovaška, Slovenija in Združeno kraljestvo so namesto tega oziroma poleg tega opredelili razpon ali vsaj zgornjo mejo sankcij, ki se uporabljajo na posameznega delodajalca ne glede na število zadevnih delavcev.
Due diligence
Skrbno ravnanje
The situation is different when we look at how many Member States (Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Estonia, France, Germany, Spain, Hungary, Italy, Lithuania, Latvia, the Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia and the UK) have been addressed as a requested authority, meaning a request to notify or recover a penalty or fine has been sent to them.
Če pogledamo število držav članic (Belgija, Bolgarija, Hrvaška, Ciper, Češka, Estonija, Francija, Nemčija, Španija, Madžarska, Italija, Litva, Latvija, Nizozemska, Poljska, Portugalska, Romunija, Slovaška, Slovenija in Združeno kraljestvo), ki so prejele prošnjo za izdajo uradnega obvestila o kazni ali globi ali njeno izterjavo kot zaprošeni organ, je stanje drugačno.
Though not stated explicitly, such a broad application is also implied by the provisions of the Hungarian Labour Code.
Tudi določbe madžarskega zakonika o delovnih razmerjih nakazujejo na tako široko uporabo, čeprav ta ni izrecno navedena.
What legislative and non-legislative policy options have been considered?
Katere zakonodajne in nezakonodajne možnosti politike so bile predvidene?
Posting of workers involved 1.9 million European workers in 2014.
Leta 2014 je bilo napotenih 1,9 milijona evropskih delavcev.
No special regime for SMEs is envisaged.
Za MSP ni načrtovana posebna ureditev.
The Commission will evaluate the impact of the Directive five years after the deadline for transposition.
Komisija bo učinek Direktive ocenila pet let po roku za prenos.
A regulative framework for posting of workers between Member States can only be established at EU level.
Regulativni okvir za napotitev delavcev med državami članicami se lahko vzpostavi samo na ravni EU.
The costs of information and enforcement are already provided for by the 2014 Enforcement Directive, currently under transposition.
Stroški informiranja in izvrševanja so predvideni že v direktivi o izvrševanju iz leta 2014, ki je zdaj v fazi prenosa.
The evaluation report will be developed by the Commission with the assistance of external experts and in consultation with the social partners and other stakeholders.
Poročilo o oceni bo pripravila s pomočjo zunanjih strokovnjakov ter v posvetovanju s socialnimi partnerji in drugimi deležniki.
The effect of the proposed options may increase their business opportunities and job creation potential.
Učinek predlaganih možnosti lahko poveča njihove poslovne možnosti in potencial za ustvarjanje delovnih mest.
Impact assessment on Proposal for a Directive amending Directive 96/71/EC concerning the posting of workers in the framework of the provision of services
Ocena učinka predloga direktive o spremembi Direktive 96/71/ES o napotitvi delavcev na delo v okviru opravljanja storitev
No particular cost is expected for national budgets and administration.
Ne pričakujejo se posebni stroški za nacionalne proračune in uprave.
Member States and the social partners at the appropriate level remain responsible for establishing their legislation and setting wages, in accordance with national law and practices.
Države članice in socialni partnerji na ustrezni ravni ostajajo pristojni za vzpostavitev svoje zakonodaje in določanje plač v skladu z nacionalnim pravom in praksami.
Nine member States (BG, CZ, EE, HU, LT, LV, PL, SK, RO), Business Europe, UEAPME and CEEMET have expressed a position in favour of waiting for a sufficient period of implementation of the Enforcement Directive before acting.
Devet držav članic (Bolgarija, Češka, Estonija, Madžarska, Litva, Latvija, Poljska, Slovaška in Romunija), Business Europe, UEAPME in CEEMET so izrazili stališče, da bi bilo treba pred ukrepanjem počakati na zadostno obdobje izvajanja direktive o izvrševanju.
The improvement of the information contained in the Portable Documents A1, as well as the transposition of the Enforcement Directive will enhance the reliability of the information on the dynamics of posting of workers.
Zaradi izboljšanja informacij v prenosnih dokumentih A1 ter prenosa direktive o izvrševanju se bo povečala zanesljivost informacij o dinamiki napotitve delavcev.
Although it represents 0.7% of total EU employment, posting of workers supports the cross-border provision of services in the Internal Market, particularly in construction and some personal and business services sectors.
Čeprav napotitev delavcev predstavlja 0,7 % vseh zaposlitev v EU, podpira čezmejno opravljanje storitev na notranjem trgu, zlasti v gradbeništvu ter nekaterih sektorjih osebnih in poslovnih storitev.
In the first place, SMEs will benefit from improved legal clarity and decreasing administrative burden originating from risks of judicial litigation.
MSP bodo v prvi vrsti imela koristi od boljše pravne jasnosti in manjšega upravnega bremena, ki izhaja iz tveganja sodnih postopkov.
What is this initiative expected to achieve?
Kaj se pričakuje od pobude?
By reducing the scope of labour cost competition, posting of workers will foster the provision of cross-border services based on specialisation, innovation and skills.
Z zmanjšanjem obsega konkurence na podlagi stroškov dela bo napotitev delavcev spodbudila opravljanje čezmejnih storitev na podlagi specializacije, inovativnosti in spretnosti.
The revision of the 1996 Directive aims at strengthening the original objectives of encouraging the exercise of the freedom to provide services across borders within a climate of fair competition and respect of the rights of workers by adapting to the new economic and labour market conditions.
Revizija direktive iz leta 1996 je namenjena okrepitvi prvotnega cilja, tj. spodbujanja uveljavljanja svobode čezmejnega opravljanja storitev v ozračju poštene konkurence in spoštovanja pravic delavcev, s prilagajanjem novim gospodarskim razmeram in razmeram na trgu dela.
The diminished role of labour costs as the main competition factor can reduce the competitiveness of companies located in Member States with lower wage conditions, especially in labour-intensive sectors, such as construction.
Zmanjšana vloga stroškov dela kot glavnega dejavnika konkurence lahko zmanjša konkurenčnost podjetij, ki se nahajajo v državah članicah z nižjimi plačnimi pogoji, zlasti v delovno intenzivnih sektorjih, kot je gradbeništvo.
The fine-tuning of elements of mismatch between the Directive and other EU legislation will improve legal clarity for businesses, workers, and authorities, and reduce the costs of potential judicial litigation.
Odprava neusklajenosti med Direktivo in drugo zakonodajo EU bo izboljšala pravno jasnost za podjetja, delavce in organe ter zmanjšala stroške morebitnih sodnih postopkov.
Eurociett supports the revision of the Directive on posted temporary agency workers to ensure equal treatment between cross-border and national temporary agency workers.
Eurociett podpira revizijo direktive o delu prek agencij za zagotavljanje začasnega dela, da se zagotovi enako obravnavanje čezmejnih in domačih delavcev, zaposlenih pri agenciji za zagotavljanje začasnega dela.
Mismatches between the Directive and other pieces of EU legislation create legal uncertainties with respect to equal treatment of posted workers in the EU regulatory framework in the case of long-term posting.
Neusklajenosti med Direktivo in drugimi zakonodajnimi akti EU ustvarjajo pravno negotovost glede enakega obravnavanja napotenih delavcev v regulativnem okviru EU v primeru dolgoročnih napotitev.
The options of introducing the principle of "equal rules on pay for equal work" and applying the host Member States's labour law for long-term posting go in the direction favoured by seven Member States (AT, BE, FR, DE, LU, NL, SE), the European Trade Union Confederation, and the European Builders' Confederation.
Možnosti uvedbe načela „enakih pravil o plačilu za enako delo" in uporabe delovnega prava države članice gostiteljice za dolgoročne napotitve gresta v smeri, ki jo podpira sedem držav članic (Avstrija, Belgija, Francija, Nemčija, Luksemburg, Nizozemska in Švedska), Evropska konfederacija sindikatov in Evropsko združenje malih gradbenikov.
In the case of sub-contracting chains and long-term postings, the application of the principle of equal treatment is expected to raise the wage conditions of posted workers, thus enhancing their social protection.
V primeru podizvajalskih verig in dolgoročnih napotitev naj bi uporaba načela enakega obravnavanja izboljšala plačne pogoje napotenih delavcev in s tem njihovo socialno zaščito.
In turn, SMEs operating in high-wage market segments through posting of workers will benefit from a climate of fair competition based on a level playing field as regards to wage rules.
Po drugi strani pa bodo MSP, ki z napotitvami delavcev delujejo v tržnih segmentih visokih plač, imela koristi od ozračja poštene konkurence na podlagi enakih konkurenčnih pogojev glede pravil o plači.
Under the current rules, posting companies need to comply with a core set of rights of the host country, including minimum rates of pay.
V skladu z veljavnimi pravili morajo podjetja, ki napotijo delavce, spoštovati osnovne pravice države članice gostiteljice, vključno z minimalnimi urnimi postavkami.
On the other hand, the general rules on posting might not be adequate to deal with specific situations like posting in the context of sub-contracting chains, temporary agency work and intra-group posting.
Po drugi strani pa splošna pravila o napotitvi morda ne bi bila ustrezna za obravnavanje posebnih primerov, kot so napotitve v okviru podizvajalskih verig in dela prek agencij za zagotavljanje začasnega dela ter napotitve znotraj skupine.
Also, the Commission considers efficient in terms of improved legal clarity the options of applying the labour law of the host Member State to long-term postings over 24 months, in line with social security coordination rules; the establishment of equal remuneration between posted workers in subcontracting chains and workers at the main contractor through applying the latter's working conditions, including from company-level agreements, if any; the compulsory application of equal terms and conditions to posted temporary agency workers as agency workers recruited locally..
Po mnenju Komisije so za izboljšanje pravne jasnosti učinkovite tudi naslednje možnosti: uporaba delovnega prava države članice gostiteljice za dolgoročne napotitve nad 24 mesecev, v skladu s pravili koordinacije sistemov socialne varnosti; določitev enakega plačila za delo za napotene delavce v podizvajalskih verigah in delavce pri glavnem izvajalcu z uporabo delovnih pogojev slednjega, vključno s pogoji iz sporazumov na ravni podjetja, če obstajajo; obvezna uporaba enakih pogojev za delavce, ki jih napoti agencija za zagotavljanje začasnega dela, in za lokalno zaposlene agencijske delavce.
Equal treatment rules on long-term postings over 24 months and on sub-contracting chains can also reduce the role of labour costs as a competition factor with similar effects as above, although long-term postings seem to be a low share of total postings.
Pravila o enakem obravnavanju pri dolgoročnih napotitvah nad 24 mesecev in v podizvajalskih verigah lahko prav tako zmanjšajo vlogo stroškov dela kot dejavnika konkurence s podobnimi posledicami, čeprav se zdi, da dolgoročne napotitve predstavljajo majhen delež vseh napotitev.
Equal rules on pay, as well as equal treatment on long-term postings and in sub-contracting chains may particularly affect SMEs providing cross-border services through posting of workers in low-wage market segments as a consequence of possible increases in wage costs.
Enaka pravila o plačilu ter enako obravnavanje pri dolgoročnih napotitvah in v podizvajalskih verigah lahko zlasti vplivajo na MSP, ki zagotavljajo čezmejne storitve z napotitvijo delavcev v tržnih segmentih nizkih plač, in sicer zaradi morebitnih zvišanj stroškov plač.
The application of equal treatment to posted temporary agency workers may also lead to an increase in wage costs for companies, even though the option does not provide for additional conditions than those currently in place for locally-recruited agency workers.
Uporaba načela enakega obravnavanja za delavce, ki jih napoti agencija za zagotavljanje začasnega dela, lahko prav tako povzroči povečanje stroškov plač za podjetja, čeprav ta možnost ne predvideva dodatnih pogojev od tistih, ki zdaj veljajo za lokalno zaposlene agencijske delavce.
In particular, the initiative aims at ensuring fair wage conditions to posted workers and a level playing field between posting and local companies in the host country; and at improving the clarity of EU legislation.
Namen pobude je zlasti zagotoviti poštene plačne pogoje za napotene delavce in enake konkurenčne pogoje med podjetji, ki delavce napotijo, in lokalnimi podjetji v državi članici gostiteljici ter izboljšati jasnost zakonodaje EU.
This provision causes significant wage differentiation between posted and local workers in host countries, estimated to range from 10% up to 50% depending on countries and sectors.
Te razlike po ocenah segajo od 10 % pa vse do 50 %, odvisno od držav in sektorjev.
However, cross-country differentials in social security charges and other taxes, including special regimes for SMEs in some Member States, may mitigate the impact.
Vendar lahko ta učinek omilijo razlike med državami glede socialnih prispevkov in drugih davkov, vključno s posebnimi ureditvami za MSP v nekaterih državah članicah.
Equal rules on wage can increase wage costs for such sending undertakings which are in the low wage segment (1/3 of the situations), even though total labour costs may still be lower than local companies in host Member States because of cross-country differentials in social security charges and corporate taxes.
Enaka pravila o plači lahko povečajo stroške plač za tista podjetja, ki pošiljajo delavce in spadajo v segment nizkih plač (1/3 primerov), čeprav so skupni stroški dela zaradi razlik med državami glede socialnih prispevkov in obdavčitve dohodkov pravnih oseb morda še vedno nižji kot pri lokalnih podjetjih v državah članicah gostiteljicah.
Equal rules on remuneration will contribute to increase the wages earned by posted workers, reduce pay differentials with local workers, and establish a level playing field between companies in the host countries.
Enaka pravila o plačilu za delo bodo prispevala k povečanju plač napotenih delavcev, zmanjšanju razlik v plačah v primerjavi z lokalnimi delavci in vzpostavitvi enakih konkurenčnih pogojev med podjetji v državah gostiteljicah.
Differentiated pay rules distort the level playing field among companies, by conferring a labour cost advantage to sending companies over local companies in host Member States.
Različna pravila o plačilu izkrivljajo konkurenco med podjetji, saj podjetjem, ki pošiljajo delavce, zagotavljajo prednost v zvezi s stroški dela pred lokalnimi podjetji v državah članicah gostiteljicah.
The Commission considers the introduction of equal rules on remuneration and the extension to all sectors of the reference to universally binding collective agreements, a more effective option to attain the policy objectives of fair wage conditions for posted workers, a more level playing field for companies, and improved legal clarity than non-action.
Komisija meni, da sta za doseganje ciljev politike, tj. poštenih plačnih pogojev za napotene delavce, enakovrednejših konkurenčnih pogojev za podjetja in boljše pravne jasnosti, uvedba enakih pravil o plačilu za delo in razširitev sklica na splošno zavezujoče kolektivne pogodbe na vse sektorje učinkovitejša možnost kot neukrepanje.
(tonnes)
(v tonah)
NCP: No Check Performed
PNO: pregled ni bil opravljen.