natgillin/translations-raw huggingface dataset:
Ensure better implementation of legislation and promote compliance, in particular through: - financial support, within the Rights, Equality and Citizenship Programme for (trans)national projects aiming at better enforcement of EU law on work-life balance, including information campaigns; - launch of a specific study on enforcement of dismissal protection and unfavourable treatment by the European network of legal experts in gender equality to assess the situation in Member States; - a seminar, in cooperation with the European Network of Equality Bodies (EQUINET), on capacity building activities for equality bodies and other respective labor market supervisory bodies (Network of Labor Inspectorates, SLIC) in Member States, with a focus on dismissal protection.
Zagotovila boljše izvajanje zakonodaje in spodbujala skladnost, zlasti prek: - finančne podpore v okviru programa za pravice, enakost in državljanstvo za (nad)nacionalne projekte, namenjene boljšemu izvrševanju prava EU o usklajevanju poklicnega in zasebnega življenja, vključno s kampanjami obveščanja; - posebne študije o uveljavljanju zaščite pred odpuščanjem in manj ugodnim obravnavanjem, ki jo bo izvedla evropska mreža pravnih strokovnjakov s področja enakosti spolov, da se oceni stanje v državah članicah; - seminarja o dejavnostih za krepitev zmogljivosti, ki bo pripravljen v sodelovanju z evropsko mrežo organov za enakost (EQUINET) ter je namenjen organom za enakost in drugim nadzornim organom na trgu dela (mreža inšpektoratov za delo, SLIC) v državah članicah, s poudarkom na zaščiti pred odpuščanjem.
Increasing the availability of early childhood education and care, out-of-school care and provision of long-term care services (including home-based services) for dependant persons will create more possibilities for women to enter or stay in employment, have a positive impact on children's development and help to reduce the risk of poverty and social exclusion for children.
Povečanje razpoložljivosti predšolske vzgoje in varstva, zunajšolskega varstva in storitev dolgotrajne oskrbe (vključno s storitvami na domu) za oskrbovane osebe bo ženskam zagotovilo več priložnosti, da vstopijo na trg dela ali ostanejo na njem, pozitivno vplivalo na razvoj otrok in pripomoglo k zmanjšanju tveganja revščine in socialne izključenosti pri otrocih.
The following new rights are proposed: possibility for flexible uptake (piecemeal and part-time) of the 4 months entitlement to parental leave paid at sick pay level; the 4 months entitlement can be taken up until the child reaches the age of 12 and cannot be transferred between parents; an entitlement to 10 working days of paternity leave when a child is born, paid at sick pay level; an entitlement to 5 days of leave paid at sick pay level per year per worker to take care of seriously ill or dependent relatives; a right to request flexible working arrangements for parents of children up to 12 years old and workers with caring responsibilities.
Predlagajo se naslednje nove pravice: možnost prožne izrabe (po kosih in v obliki delne odsotnosti z dela) pravice do štirih mesecev starševskega dopusta, ki je plačan na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov; pravica do štirih mesecev starševskega dopusta se lahko uveljavlja do otrokovega dopolnjenega 12. leta in ni prenosljiva med staršema; pravica do desetih delovnih dni očetovskega dopusta ob rojstvu otroka, plačanega na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov; pravica do petih dni dopusta, plačanega na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov, na leto za posameznega delavca za oskrbo sorodnika z resno boleznijo ali potrebo po oskrbi; pravica do zahtevanja prožnih ureditev dela za starše otrok, starih do 12. let, ter delavce z obveznostmi oskrbe.
In particular, the social dialogue will have a key role to play in ensuring this initiative on work-life balance is successfully developed and implemented.
Pri zagotavljanju, da se bo ta pobuda o usklajevanju poklicnega in zasebnega življenja uspešno pripravila in izvajala, bo imel ključno vlogo zlasti socialni dialog.
This can significantly help to improve workers' work-life balance with a positive impact on women's participation in the labour market.
To lahko delavcem precej pomaga pri usklajevanju poklicnega in zasebnega življenja, saj pozitivno vpliva na udeležbo žensk na trgu dela.
It introduces payment at sick pay level and increased flexibility for taking parental leave, including by extending the age of the child from eight to twelve years where a parent may take parental leave.
Uvaja plačilo na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov in večjo prožnost za izrabo starševskega dopusta, tudi s podaljšanjem starosti otroka, do katere lahko starš izkoristi starševski dopust, z osmih na dvanajst let.
[55: Bettio, F., Verashchagina, A. and EU Expert Group on Gender and Employment (2009) Fiscal system and female employment in Europe.
[55: Bettio, F., Verashchagina, A. in skupina strokovnjakov EU za vidik spola in zaposlovanje (2009), Fiscal system and female employment in Europe (Davčni sistem in zaposlovanje žensk v Evropi).
Inadequate measures to reconcile work with care responsibilities tend to impact women disproportionately, with many men discouraged from taking up family-related leaves and flexible working arrangements and many women pushed to leave the labour market or to reduce their working hours.
Nezadostni ukrepi za usklajevanje poklicnih obveznosti z obveznostmi oskrbe običajno nesorazmerno vplivajo na ženske, saj številni moški niso pripravljeni izrabiti dopustov iz družinskih razlogov in prožnih ureditev dela, številne ženske pa morajo zapustiti trg dela ali skrajšati svoj delovni čas.
The Parental Leave Directive provides for an individual right to four months of parental leave for each parent to take care of a child until he or she is eight years old.
Direktiva o starševskem dopustu zagotavlja individualno pravico do štirimesečnega starševskega dopusta zaradi nege in varstva otroka do njegovega dopolnjenega osmega leta.
http://www.oecd.org/els/family/Who_uses_childcare-Backgrounder_inequalities_formal_ECEC.pdf ][48: To provide information to the parents on the benefits of good-quality early childhood education and care for children's overall development, cognitive skills and health is also needed.]
][48: Staršem je treba tudi zagotoviti informacije o koristih kakovostne predšolske vzgoje in varstva za celostni razvoj otrok, kognitivne sposobnosti in zdravje.]
][34: Directive 2010/41/EU.
][34: Direktiva 2010/41/EU.
The proposed Directive complements the current EU aquis in the Parental leave and Part-time work Directives by introducing a right to request flexible working arrangements for workers with children or other dependent relatives.
Predlagana direktiva veljavni pravni red EU iz direktive o starševskem dopustu in direktive o delu s krajšim delovnim časom dopolnjuje z uvedbo pravice za delavce z otroki ali drugimi oskrbovanimi sorodniki, da zahtevajo prožne ureditve dela.
EU legislation requires Member States to provide for maternity leave and parental leave.
Države članice morajo v skladu z zakonodajo EU zagotoviti materinski in starševski dopust.
With this initiative, the Commission presents an ambitious set of legislative and non-legislative actions to modernise the existing European Union legal and policy framework to support better work-life balance for men and women with caring responsibilities and a more equal use of leave and flexible work arrangements.
Komisija s to pobudo predstavlja ambiciozen sklop zakonodajnih in nezakonodajnih ukrepov za posodobitev veljavnega pravnega in političnega okvira Evropske unije, da bi moške in ženske z obveznostmi oskrbe bolje podprla pri usklajevanju poklicnega in zasebnega življenja ter zagotovila bolj uravnoteženo izrabo dopusta in prožnih ureditev dela.
In many cases, early childhood education and care entitlement are limited to a part-time place.
Pravica do predšolske vzgoje in varstva je pogosto omejena na skrajšano varstvo.
This encourages mostly second-earners in the household (most often women) to take parental leave and does not sufficiently provide incentives for men.
Zato starševski dopust izrabijo večinoma prejemniki drugega dohodka v gospodinjstvu (najpogosteje so to ženske), moški pa zanj nimajo zadostne spodbude.
[25: Council Directive 2010/18/EU.
[25: Direktiva Sveta 2010/18/EU.
Fathers' involvement in childcare gives higher life satisfaction, physical and mental health of caring fathers and higher cognitive and behavioural outcomes for children.
Očetje, ki so vključeni v nego in varstvo otrok, so bolj zadovoljni z življenjem, izboljša se njihovo telesno in duševno zdravje, otroci pa dosegajo boljše kognitivne in vedenjske rezultate.
The Commission is proposing non-legislative measures to address lack of sufficient or adequate care services or to tackle economic disincentives to work for second earners.
Komisija predlaga nezakonodajne ukrepe, da bi odpravila pomanjkanje zadostnih ali ustreznih storitev za varstvo otrok ali oskrbo ali ekonomske dejavnike, ki prejemnike drugega dohodka v gospodinjstvu odvračajo od dela.
Member States' tax and benefits systems vary in terms of the financial incentives or disincentives for second earners to enter employment or work more hours, for example through joint taxation systems, transferable tax credits or deductions for single earner households.
Davčni sistemi in sistemi socialne varnosti držav članic se razlikujejo v finančnih dejavnikih, ki prejemnike drugega dohodka v gospodinjstvu spodbujajo k vstopu na trg dela ali opravljanju več delovnih ur oziroma jih od tega odvračajo, na primer s sistemi skupne obdavčitve, prenosljivim davčnim dobropisom ali olajšavami za gospodinjstva z enim dohodkom.
Lack of formal care services for children and other dependants can lead workers with dependants, in particular women, to reduce their working hours or drop out of the labour market.
Zaradi pomanjkanja formalnega otroškega varstva in oskrbe za druge oskrbovane osebe se lahko zgodi, da morajo delavci z otroki ali oskrbovanimi osebami, zlasti ženske, skrajšati svoj delovni čas ali zapustiti trg dela.
A second-stage consultation was conducted from July to September 2016, in which social partners provided their views on a range of possible EU-level measures.
Druga faza posvetovanja, v kateri so socialni partnerji predložili svoja mnenja o številnih morebitnih ukrepih na ravni EU, je potekala od julija do septembra 2016.
Among secondary earners, women with young children are at the highest risk of labour market exclusion.
Med prejemniki drugega dohodka v gospodinjstvu izključenost iz trga dela najbolj grozi ženskam z majhnimi otroki.
][33: Directive 2006/54/EC.
][33: Direktiva 2006/54/ES.
One of the key goals of this initiative is to enhance the existing parental leave scheme, by facilitating uptake by women and men with new measures on payment, flexibility and non-transferability.
Eden ključnih ciljev te pobude je okrepiti obstoječo shemo starševskega dopusta z novimi ukrepi glede plačila, prožnosti in neprenosljivosti, ki bodo moškim in ženskam olajšali njeno izrabo.
][7: United Kingdom, Czech Republic, Estonia, Slovakia, Ireland, Hungary][8: The gender gap in the employment rate for the 55-64 age cohort exceeds 35% in Malta, Greece, Slovenia, Croatia, Romania and Luxemburg.]
][8: Razlika v stopnji zaposlenosti med spoloma pri starostni skupini od 55 do 64 let je na Malti, v Grčiji, Sloveniji, na Hrvaškem, v Romuniji in Luksemburgu višja od 35 %.]
The gender employment gap widens substantially once families have children, reflecting the difficulty for women to reconcile child-raising and care responsibilities with their work.
Vrzel stopnje zaposlenosti po spolu se precej poveča, ko imajo družine otroke, kar kaže na to, kako težko ženske obveznosti vzgoje ter nege in varstva otrok uskladijo s svojim delom.
[31: Council Directive 92/85/EEC.
[31: Direktiva Sveta 92/85/EGS.
With a broad set of complementary legislative and policy actions, this ambitious package seeks to modernise the way in which work-life balance policies are designed and to deliver measures that will improve the daily lives of many parents and carers.
Ta ambiciozen sveženj si z obsežnim sklopom zakonodajnih ukrepov in ukrepov politike, ki se med seboj dopolnjujejo, prizadeva za sodobno oblikovanje politik usklajevanja poklicnega in zasebnega življenja ter sprejetje ukrepov, ki bodo izboljšali vsakdanje življenje številnih staršev in oskrbovalcev.
While addressing women's underrepresentation in the labour market and supporting their career progression through modern work life balance policy, this initiative contributes to the Treaty-based objectives of equality between men and women with regard to labour market opportunities and equal treatment at work.
Ta pobuda z obravnavanjem prenizke udeležbe žensk na trgu dela in podpiranjem njihovega kariernega napredovanja s sodobno politiko usklajevanja poklicnega in zasebnega življenja prispeva k ciljem, ki temeljijo na Pogodbi, in sicer k enakosti moških in žensk glede priložnosti na trgu dela in enaki obravnavi pri delu.
Provide funding: - Under the Programme for Employment and Social Innovation (EaSI) fund new pilot schemes addressed to employers for the development of innovative working arrangements such as family leaves and flexible working arrangements (through existing resources).
Zagotovila sredstva: - Financirala nove pilotne sheme, namenjene delodajalcem, za razvoj inovativnih ureditev dela, kot so dopusti iz družinskih razlogov in prožne ureditve dela (z obstoječimi sredstvi), na podlagi programa za zaposlovanje in socialne inovacije (EaSI).
The availability of flexible working arrangements can prevent workers from taking on jobs below their full professional potential and skills level or dropping out of the labour market when taking on caring responsibilities.
Razpoložljivost prožnih ureditev dela lahko delavce odvrne od tega, da bi zaradi obveznosti oskrbe sprejeli delovna mesta, ki ne dosegajo njihovega poklicnega potenciala in ravni usposobljenosti, ali zapustili trg dela.
Leaves, flexible working arrangements, care facilities and economic disincentives
1.2 Dopusti, prožne ureditve dela, možnosti za varstvo in oskrbo ter odvračilni ekonomski dejavniki
This evidence on current economic and societal challenges points at the need to better-designed work-life balance policies that facilitate more equal sharing of care responsibilities within couples and remove barriers to women's labour market participation and career advancement.
Iz teh dokazov o sedanjih gospodarskih in družbenih izzivih je razvidno, da so potrebne bolje zasnovane politike usklajevanja poklicnega in zasebnega življenja, ki spodbujajo bolj uravnoteženo porazdelitev obveznosti oskrbe med partnerja ter ženskam omogočajo udeležbo na trgu dela in karierno napredovanje.
[37: Plantenga, J., Remery, C. and EU expert Group on Gender and Employment (2010) Flexible working time arrangements and gender equality.
[37: Plantenga, J., Remery, C. in skupina strokovnjakov EU za vidik spola in zaposlovanje (2010), Flexible working time arrangements and gender equality (Prožne ureditve delovnega časa in enakost spolov).
Unfavourable treatment of women when they become pregnant and for women and men due to take leave is still being reported in many Member States.
Številne države članice še vedno poročajo o manj ugodnem obravnavanju žensk, ko zanosijo, ter žensk in moških, ki nameravajo izkoristiti dopust.
Improve EU level data collection on economic disincentives for second earners; develop and use benchmarks at EU level on work disincentives for second earners created by tax-benefit systems in the context of the European Semester.
Izboljšala zbiranje podatkov na ravni EU o ekonomskih dejavnikih, ki odvračajo prejemnike drugega dohodka v gospodinjstvu, ter v okviru evropskega semestra oblikovala in uporabila referenčna merila na ravni EU za dejavnike, ki prejemnike drugega dohodka v gospodinjstvu odvračajo od dela in izvirajo iz sistemov davkov in socialnih ugodnosti.
Share best practices with social partners and Member States through seminars under the Mutual Learning programme on: gender-balanced uptake of family leaves and flexible working arrrangements, initiatives such as labels and certifications for employers with good work-life balance practices, smooth transition between leaves and employment (e.g.provision of breastfeeding facilities at the workplace), crediting of family-related leave periods in the pension system.
Izmenjevala dobre prakse s socialnimi partnerji in državami članicami na seminarjih v okviru programa vzajemnega učenja o: uravnoteženi izrabi dopustov iz družinskih razlogov in prožnih ureditev dela med spoloma; pobudah, kot so oznake in potrdila za delodajalce z dobrimi politikami usklajevanja poklicnega in zasebnega življenja; nemotenem prehodu med dopusti in zaposlitvijo (npr. zagotavljanje prostorov za dojenje na delovnem mestu); priznavanju obdobij dopusta iz družinskih razlogov v pokojninskem sistemu.
In addition to the benefits for workers and their families, the combination of the legal and policy measures will strongly benefit companies and the wider society.
Kombinacija zakonodajnih ukrepov in ukrepov politike bo prinesla ugodnosti delavcem in njihovim družinam ter zelo koristila podjetjem in širši družbi.
][32: Council Directive 97/81/EC.
][32: Direktiva Sveta 97/81/ES.
Member States can provide for further measures to facilitate work-life balance, improve female labour market participation and more equal gender share of care.
Zagotovijo lahko dodatne ukrepe za lažje usklajevanje poklicnega in zasebnega življenja, izboljšanje udeležbe žensk na trgu dela in bolj uravnoteženo porazdelitev oskrbe med spola.
Availability of flexible working arrangements - such as telework, flexitime, reduced working hours or job sharing - also plays an important role.
Pomembna je tudi razpoložljivost prožnih ureditev dela, kot so delo na daljavo, gibljiv delovni čas, skrajšani delovni čas ali delitev delovnega mesta.
Across the EU, women account for vast majority of second income earners (or those earning less in the couple).
V EU so prejemnice drugega dohodka v gospodinjstvu večinoma ženske (ali pa zaslužijo manj kot partner).
In 2015, the average employment rate of women aged 20-64 in the EU was of 64.3 %, compared to 75.9% for men (11.6 percentage points gap); the gap reaches an average of 18.1 percentage points when considering full-time employment, taking into account the higher prevalence of part-time work among women.
Leta 2015 je bila povprečna stopnja zaposlenosti žensk, starih 20-64 let, v EU 64,3-odstotna, stopnja zaposlenosti moških pa 75,9-odstotna (razlika 11,6 odstotne točke).
[23: Commission SWD Impact assessment accompanying the Communication "A new start to support work-life balance for parents and carers". ]
[23: Delovni dokument služb Komisije: Ocena učinka, spremni dokument k sporočilu z naslovom Pobuda za podporo zaposlenim staršem in oskrbovalcem pri usklajevanju poklicnega in zasebnega življenja. ]
][18: For more information, please see https://ec.europa.eu/info/strategy/european-semester_en ][19: Already in 1992, the Council gave a Recommendation on child care (92/241/EEC, OJ L 123, 08/05/1992).]
][19: Svet je že leta 1992 podal priporočilo o otroškem varstvu (92/241/EGS, UL L 123, 8.5.1992, str.
Tax-benefit disincentives can also discourage second-earners, most often women, from entering the labour market or working additional hours.
Tudi odvračilni dejavniki na področju davkov in socialnih ugodnosti lahko prejemnike drugega dohodka v gospodinjstvu, ki so najpogosteje ženske, odvrnejo od vstopa na trg dela ali opravljanja dodatnih delovnih ur.
The 21st Century European way of life should allow for a good balance between family and professional commitments and provide equal opportunities for women and men in the workplace and at home. EU and national legislation and policies should help employees to reconcile work and family, help companies to retain talent, promote flexibility of both employers and employees, promote equal opportunities, generate economic growth and benefit society as a whole, including children and those dependent on family care.
Zakonodaja in politike na ravni EU in nacionalni ravni bi morale pomagati delavcem pri usklajevanju dela in družine, pomagati podjetjem, da zadržijo nadarjene kadre, spodbujati prožnost delodajalcev in delavcev, spodbujati enake možnosti, ustvarjati gospodarsko rast in koristiti družbi kot celoti, vključno z otroki in osebami, ki potrebujejo družinsko oskrbo.
2.1 Improving the design and Gender-Balanced take-up of Family-Related Leaves and flexible working arrangements
2.1 Izboljšanje zasnove dopusta iz družinskih razlogov in prožnih ureditev dela ter uravnotežena stopnja njihove izrabe med spoloma
Evidence shows the positive impact of adequate compensation on the take up of leave by fathers' (second parent), the value of flexible take-up (piece-meal or part-time) and of making it non-transferable between the parents.
Iz podatkov sta razvidna pozitiven učinek, ki ga imata zadostno nadomestilo in neprenosljivost med staršema na izrabo dopusta pri očetih (drugih starših), ter vrednost prožne izrabe (po kosih ali v obliki delne odsotnosti z dela).
4. address shortcomings in care services facilities and eliminate economic disincentives to work for second earners.
4. odpravo pomanjkljivosti storitev varstva in oskrbe ter ekonomskih dejavnikov, ki prejemnike drugega dohodka v gospodinjstvu odvračajo od dela.
Building on the existing acquis, and limiting the burden on businesses (and notably on SMEs), further minimum legal requirements on work-life balance arrangements will help to provide a level-playing field for companies and workers.
Dodatne minimalne pravne zahteve glede ureditev za usklajevanje poklicnega in zasebnega življenja, ki temeljijo na veljavnem pravnem redu in omejujejo obremenitev podjetij (zlasti MSP), bodo pripomogle k zagotavljanju enakih konkurenčnih pogojev za podjetja in delavce.
Continue monitoring the design and the gender balanced take-up of family- related leaves and flexible working arrangements as part of the European Semester and in the annual report on gender equality.
Nadalje spremljala zasnovo dopusta iz družinskih razlogov in prožnih ureditev dela ter uravnoteženo stopnjo njihove izrabe med spoloma v okviru evropskega semestra in letnega poročila o enakosti spolov.
][40: Presidency Conclusions, Barcelona European Council, March 2002. http://www.consilium.europa.eu/uedocs/cms_data/docs/pressdata/en/ec/71025.pdf][41: No EU level benchmarks exist in the fields of out-of-school care and long-term care services.]
][40: Sklepi predsedstva Evropskega sveta v Barceloni, marec 2002 http://www.consilium.europa.eu/uedocs/cms_data/docs/pressdata/en/ec/71025.pdf.
http://ec.europa.eu/social/BlobServlet?docId=5545&langId=en][56: European Commission (2015) Secondary earners and fiscal policies in Europe.
][56: Evropska komisija (2015), Secondary earners and fiscal policies in Europe (Prejemniki drugega dohodka v gospodinjstvu in davčne politike v Evropi).
When coupled with high costs for childcare and long-term care services, high tax rates and reduced benefits for second earners in a household can magnify the financial disincentives for women to stay or enter into work.
Visoke davčne stopnje in manjše socialne ugodnosti za prejemnike drugega dohodka v gospodinjstvu lahko skupaj z visokimi stroški storitev otroškega varstva in dolgotrajne oskrbe še okrepijo finančne dejavnike, ki ženske odvračajo od tega, da ostanejo na trgu dela ali nanj vstopijo.
Each of these figures is more than double the percentages of those who would prefer for women to just stay at home. ILO (2017) Towards a better future for women and work: Voices of women and men.
ILO (2017), Towards a better future for women and work: Voices of women and men (Za boljšo prihodnost žensk in dela: glas žensk in moških).