natgillin/translations-raw huggingface dataset:
For workers, working life is becoming more complex as working patterns become more diverse and irregular and an increasing number of transitions need to be managed successfully throughout the lifecycle.
Za delavce postaja delovno življenje bolj zapleteno, saj postajajo delovni vzorci bolj raznoliki in neredni, v življenjskem ciklusu pa je treba uspešno izpeljati vse več prehodov.
With rapidly changing economies and attendant restructuring, they must cope with new ways of working, including enhanced exploitation of Information and Communication Technologies (ICT) and changes in their working status, and be prepared for lifelong learning.
Pri hitro spreminjajočih se gospodarstvih in spremljajočem prestrukturiranju se morajo spopadati z novimi načini dela, vključno s povečano uporabo informacijsko-komunikacijskih tehnologij (IKT) in s spremembami delovnega statusa, ter biti pripravljeni na vseživljenjsko učenje.
Geographical mobility is also needed to access job opportunities more widely and in the EU at large.
Za širši dostop do zaposlitvenih priložnosti v vsej EU je prav tako potrebna geografska mobilnost.
Guideline No 21: Promote flexibility combined with employment security and reduce labour market segmentation, having due regard to the role of the social partners, through:
Smernica št. 21: Spodbujanje fleksibilnosti v povezavi z varnostjo zaposlitve in zmanjševanje segmentacije trgov dela s pomočjo:
the adaptation of employment legislation, reviewing where necessary the different contractual and working time arrangements,
prilagoditve zakonodaje o zaposlovanju skupaj s pregledom, kjer je to potrebno, različnih pogodbenih ureditev in ureditev delovnega časa,
addressing the issue of undeclared work,
urejanja vprašanja neprijavljenega dela,
better anticipation and positive management of change, including economic restructuring, notably changes linked to trade opening, so as to minimise their social costs and facilitate adaptation,
boljšega predvidevanja in pozitivnega upravljanja sprememb, vključno z gospodarskim prestrukturiranjem, predvsem sprememb, povezanih z liberalizacijo trgovine, da se tako kar najbolj zmanjšajo socialni stroški in se olajša prilagajanje,
the promotion and dissemination of innovative and adaptable forms of work organisation, with a view to improving quality and productivity at work, including health and safety,
spodbujanja in razširjanja inovativnih in prilagodljivih oblik organizacije dela z namenom izboljšati kakovost in produktivnost dela, vključno z zdravjem in varnostjo,
support for transitions in occupational status, including training, self-employment, business creation and geographic mobility.
podpore prehodom v poklicnem statusu, vključno z usposabljanjem, samozaposlitvijo, ustanavljanjem podjetij in geografsko mobilnostjo.
See also integrated guideline ‘To promote greater coherence between macroeconomic, structural and employment policies’ (No 5).
Glej tudi integrirano smernico „Spodbujanje večje skladnosti med makroekonomskimi in strukturnimi politikami ter politikami zaposlovanja“ (št. 5).
To maximise job creation, preserve competitiveness and contribute to the general economic framework, overall wage developments should be in line with productivity growth over the economic cycle and should reflect the labour market situation.
Da bi se kar najbolj povečalo odpiranje novih delovnih mest, ohranila konkurenčnost in prispevalo k splošnemu gospodarskemu okviru, morajo biti celotna gibanja plač v skladu z rastjo produktivnosti v gospodarskem ciklusu in izražati stanje na trgu dela.
Efforts to reduce non-wage labour costs and to review the tax wedge may also be needed to facilitate job creation, especially for low-wage employment.
Za lažje ustvarjanje novih delovnih mest, zlasti za nizko plačane zaposlitve, bodo morda potrebna tudi prizadevanja za zmanjšanje stroškov dela, ki ne spadajo v plačo, in za pregled davčnega primeža.
Guideline No 22: Ensure employment-friendly labour cost developments and wage-setting mechanisms by:
Smernica št. 22: Zagotavljanje plačne politike in obremenitve dela, ki vzpodbuja zaposlovanje s pomočjo:
encouraging social partners within their own areas of responsibility to set the right framework for wage bargaining in order to reflect productivity and labour market challenges at all relevant levels and to avoid gender pay gaps,
spodbujanja socialnih partnerjev v okviru njihovih pristojnosti za oblikovanje pravega okvira za pogajanja o plačah, da bi se izrazili izzivi glede produktivnosti in trga dela na vseh ustreznih ravneh in da bi se izognili razkorakom v plačah med spoloma,
reviewing the impact on employment of non-wage labour costs and where appropriate adjust their structure and level, especially to reduce the tax burden on the low-paid.
pregleda vpliva stroškov dela, ki ne spadajo v plačo, in – kjer je to potrebno – prilagajanja njihove strukture in ravni, zlasti z namenom zmanjšanja davčnih obremenitev najnižjih plač.
See also integrated guideline ‘To ensure that wage developments contribute to macroeconomic stability and growth’ (No 4).
Glej tudi inegrirano smernico „Zagotavljanje, da gibanje plač prispeva k makroekonomski stabilnosti in rasti“ (št. 4).
INCREASE INVESTMENT IN HUMAN CAPITAL THROUGH BETTER EDUCATION AND SKILLS
POVEČATI NALOŽBE V ČLOVEŠKI KAPITAL Z BOLJŠIM IZOBRAŽEVANJEM IN STROKOVNIM USPOSABLJANJEM
Europe needs to invest more in human capital.
Evropa mora več vlagati v človeški kapital.
Too many people fail to enter or to remain in the labour market because of a lack of skills, or due to skills mismatches.
Vse preveč ljudem ne uspe vstopiti ali ostati na trgu dela, zaradi pomanjkanja kvalifikacij ali zaradi neustreznih kvalifikacij.
To enhance access to employment for all ages, raise productivity levels and quality at work, the EU needs higher and more effective investment in human capital and lifelong learning for the benefit of individuals, enterprises, the economy and society.
Da bi EU izboljšala dostop do zaposlitve za vse starosti ter dvignila ravni produktivnosti in kakovosti pri delu, potrebuje večje in učinkovitejše naložbe v človeški kapital ter vseživljenjsko učenje v korist posameznikov, podjetij, gospodarstva in družbe.
Knowledge-based and service-based economies require different skills from traditional industries; skills which also constantly need updating in the face of technological change and innovation.
Na znanju in storitvah temelječa gospodarstva, zahtevajo drugačno strokovno usposobljenost kot pa tradicionalne industrije; strokovna znanja, ki jih je treba vpričo tehnoloških sprememb in inovacij tudi stalno izpopolnjevati.
Workers, if they are to remain and progress in work, need to accumulate and renew skills regularly.
Če delavci želijo ostati in napredovati v delu, morajo strokovna znanja redno izpopolnjevati in obnavljati.
The productivity of enterprises is dependent on building and maintaining a workforce that can adapt to change.
Produktivnost podjetij je odvisna od oblikovanja in ohranjanja delovne sile, ki se je sposobna prilagajati spremembam.
Governments need to ensure that educational attainment levels are improved and that young people are equipped with the necessary key competences, in line with the European Youth Pact.
Vlade morajo zagotoviti, da se izboljša dosežena raven izobrazbe in da – v skladu z Evropskim paktom za mlade – mladi pridobijo potrebne ključne sposobnosti.
All stakeholders should be mobilised to develop and foster a true culture of lifelong learning from the earliest age.
Mobilizirati je treba vse interesne skupine, da bi razvili in spodbujali ustrezno kulturo vseživljenjskega učenja od najzgodnejšega obdobja.
To achieve a substantial increase in public and private investment in human resources per capita and guarantee the quality and efficiency of these investments, it is important to ensure fair and transparent sharing of costs and responsibilities between all actors.
Da bi dosegli znatnejše povečanje javnih in zasebnih naložb v človeške vire na prebivalca ter zagotovili kakovost in učinkovitost teh naložb, je pomembno, da se zagotovi pravična in pregledna delitev stroškov in odgovornosti med vsemi udeleženci.
Member States should make better use of the Structural Funds and the European Investment Bank for investment in education and training.
Države članice morajo bolje uporabljati strukturne sklade in Evropsko investicijsko banko pri vlaganjih v izobraževanje in usposabljanje.
To achieve these aims, Member States commit themselves to establishing comprehensive lifelong learning strategies by 2006 and implementing the Education and Training 2010 Work Programme.
Da bi dosegle te cilje, se države članice zavezujejo, da oblikujejo celostne strategije za vseživljenjsko učenje do leta 2006 ter uresničujejo delovni program Izobraževanje in usposabljanje 2010.
Guideline No 23: Expand and improve investment in human capital through:
Smernica št. 23: Razširjanje in izboljšanje naložb v človeški kapital s pomočjo:
inclusive education and training policies and action to facilitate significantly access to initial vocational, secondary and higher education, including apprenticeships and entrepreneurship training,
vključujočih politik izobraževanja in usposabljanja ter ukrepov z namenom občutnega olajšanja dostopa do začetnega poklicnega, srednješolskega in visokošolskega izobraževanja, vključno s pripravništvi in podjetniškim usposabljanjem,
significantly reducing the number of early school leavers,
bistvenega zmanjšanja zgodnjih osipnikov,
efficient lifelong learning strategies open to all in schools, businesses, public authorities and households according to European agreements, including appropriate incentives and cost-sharing mechanisms, with a view to enhancing participation in continuous and workplace training throughout the life-cycle, especially for the low-skilled and older workers.
učinkovitih strategij za vse dostopnega vseživljenjskega učenja v šolah, podjetjih, javnih organih in gospodinjstvih, skladno z evropskimi sporazumi, vključno z ustreznimi spodbudami in mehanizmi delitve stroškov, z namenom, da se izboljša sodelovanje pri stalnem usposabljanju, usposabljanju na delovnem mestu, v vseh življenjskih obdobjih, zlasti za nizko kvalificirane in starejše delavce.
See also integrated guideline ‘To increase and improve investment in R & D, in particular by private business’ (No 7).
Glej tudi integrirano smernico „Povečanje in izboljšanje naložb v raziskave in razvoj, predvsem s strani zasebnih podjetij“ (št. 7).
Setting ambitious objectives and increasing the level of investment by all actors is not enough.
Zastavljanje ambicioznih ciljev in večje naložbe s strani vseh udeležencev ne zadostujejo.
To ensure that supply meets demand in practice, lifelong learning systems must be affordable, accessible and responsive to changing needs.
Da bi zagotovili usklajenost ponudbe in povpraševanje v praksi, morajo biti sistemi vseživljenjskega učenja cenovno dostopni, dosegljivi in se morajo odzivati na spreminjajoče se potrebe.
Adaptation and capacity-building of education and training systems is necessary to improve their labour market relevance, their responsiveness to the needs of the knowledge-based economy and society and their efficiency.
Prilagajanje in krepitev zmogljivosti sistemov izobraževanja in usposabljanja sta nujna za izboljšanje njihovega pomena na trgu dela, njihove odzivnosti na potrebe na znanju temelječega gospodarstva in družbe ter njihove učinkovitosti.
ICT can be used to improve access to learning and better tailor it to the needs of employers and employees.
Z IKT se lahko izboljša dostop do učenja in se ga bolje priredi posameznim potrebam delodajalcev in delojemalcev.
Greater mobility for both work and learning purposes is also needed to access job opportunities more widely in the EU at large.
Za večji dostop do zaposlitvenih priložnosti v vsej EU je prav tako potrebna večja mobilnost zaradi dela in učenja.
The remaining obstacles to mobility within the European labour market should be lifted, in particular those relating to the recognition and transparency of qualifications and competences.
Treba je odpraviti preostale ovire za mobilnost na evropskem trgu dela, zlasti tiste, ki so povezane s priznavanjem in preglednostjo kvalifikacij in usposobljenosti.
It will be important to make use of the agreed European instruments and references to support reforms of national education and training systems, as is laid down in the Education and Training 2010 Work Programme.
Pomembno bo uporabljati dogovorjene evropske instrumente in reference v podporo reformam nacionalnih sistemov izobraževanja in usposabljanja, kakor je določeno v delovnem programu Izobraževanje in usposabljanje 2010.
Guideline No 24: Adapt education and training systems in response to new competence requirements by:
Smernica št 24: Prilagajanje sistemov izobraževanja in usposabljanja novim zahtevam glede usposobljenosti s pomočjo:
raising and ensuring the attractiveness, openness and quality standards of education and training, broadening the supply of education and training opportunities and ensuring flexible learning pathways and enlarging possibilities for mobility for students and trainees,
dviga in zagotavljana privlačnosti, odprtosti in standardov kakovosti izobraževanja in usposabljanja, razširitve ponudbe priložnosti za izobraževanje in usposabljanje ter zagotavljanja fleksibilnih oblik učenja ter večjih možnosti za mobilnost študentov in pripravnikov,
easing and diversifying access for all to education and training and to knowledge by means of working time organisation, family support services, vocational guidance and, if appropriate, new forms of cost sharing,
lajšanja in večanja raznolikosti dostopa vseh do izobraževanja in usposabljanja ter do znanja z organizacijo delovnega časa, storitvami podpor družinam, poklicnim usmerjanjem in, če je to primerno, z novimi oblikami delitve stroškov,
responding to new occupational needs, key competences and future skill requirements by improving the definition and transparency of qualifications, their effective recognition and the validation of non-formal and informal learning.
odzivanja na nove poklicne potrebe, ključne sposobnosti in prihodnje zahteve po strokovnih znanjih z izboljšanjem opredelitve in preglednosti kvalifikacij, njenega učinkovitega priznavanja ter potrjevanja neformalnega in priložnostnega učenja.
Targets and benchmarks set in the framework of the European Employment Strategy
Cilji in merila uspešnosti, določeni v okviru evropske strategije zaposlovanja
The following targets and benchmarks were agreed in the context of the European Employment Strategy in 2003:
V okviru evropske strategije zaposlovanja so bili dogovorjeni naslednji cilji in merila uspešnosti:
that every unemployed person is offered a new start before reaching 6 months of unemployment in the case of young people and 12 months in the case of adults in the form of training, retraining, work practice, a job or other employability measure, combined where appropriate with on-going job search assistance,
da se vsaki brezposelni osebi omogoči nov začetek, in sicer za mlade v roku 6 mesecev po nastopu brezposelnosti in za odrasle v roku 12 mesecev, v obliki usposabljanja, preusposabljanja, delovne prakse, delovnega mesta ali drugega zaposlitvenega ukrepa, po potrebi v povezavi s stalno pomočjo pri iskanju zaposlitve,
that 25 % of long-term unemployment should participate by 2010 in an active measure in the form of training, retraining, work practice, or other employability measure, with the aim of achieving the average of the three most advanced Member States,
da bi do leta 2010 25 % dolgotrajno brezposelnih moralo biti vključenih v aktivne ukrepe v obliki usposabljanja, preusposabljanja, delovne prakse ali drugih zaposlitvenih ukrepov s ciljem doseči povprečje treh vodilnih držav članic,
that jobseekers throughout the EU are able to consult all job vacancies advertised through Member States' employment services,
da imajo iskalci zaposlitve na celotnem ozemlju EU dostop do vseh prostih delovnih mest, ki jih objavljajo zavodi za zaposlovanje držav članic,
an increase by five years, at EU level, of the effective average exit age from the labour market by 2010 (compared to 59,9 in 2001),
dvig dejanske povprečne upokojitvene starosti na ravni Evropske unije ob odhodu s trga dela za pet let do leta 2010 (v primerjavi z 59,9 let v letu 2001),
the provision of childcare by 2010 to at least 90 % of children between 3 years old and the mandatory school age and at least 33 % of children under 3 years of age,
do leta 2010 zagotoviti otroško varstvo najmanj 90 % otrok od starosti 3 let do začetka obveznega šolanja in vsaj za 33 % otrok do starosti 3 let,
an EU average rate of no more than 10 % early school leavers,
povprečni delež osipnikov na ravni EU največ 10 %,
at least 85 % of 22-year olds in the EU should have completed upper secondary education by 2010,
do leta 2010 bi v EU moralo imeti srednješolsko izobrazbo najmanj 85 % dvaindvajsetletnikov,
that the EU average level of participation in lifelong learning should be at least 12,5 % of the adult working-age population (25 to 64 age group).
da bi povprečni delež udeležencev vseživljenjskega učenja v EU moral znašati najmanj 12,5 % odraslega, za delo sposobnega prebivalstva (starostna skupina od 25 do 64 let).
amending Decision 2005/393/EC as regards the restricted zones in relation to bluetongue in Italy
o spremembi Odločbe 2005/393/ES glede območij z omejitvami v zvezi z boleznijo modrikastega jezika v Italiji
(notified under document number C(2005) 2929)
(notificirano pod dokumentarno številko K(2005) 2929)
Having regard to Council Directive 2000/75/EC of 20 November 2000 laying down specific provisions for the control and eradication of bluetongue [1], and in particular point (c) of Article 8 (3) and the third paragraph of Article 19 thereof,
ob upoštevanju Direktive Sveta 2000/75/ES z dne 20. novembra 2000 o določitvi posebnih določb za boj zoper in izkoreninjenje bolezni modrikastega jezika [1], in zlasti točke (c) člena 8(3) ter tretjega odstavka člena 19 Direktive,
Directive 2000/75/EC lays down control rules and measures to combat bluetongue in the Community, including the establishment of protection and surveillance zones and a ban on animals leaving those zones.
Direktiva 2000/75/ES določa pravila in ukrepe nadzora za boj proti bolezni modrikastega jezika v Skupnosti, vključno z določitvijo okuženih in ogroženih območij in prepovedjo premikov živali z navedenih območij.
Commission Decision 2005/393/EC of 23 May 2005 on protection and surveillance zones in relation to bluetongue and conditions applying to movements from or through these zones [2] provides for the demarcation of the global geographic areas where protection and surveillance zones (the restricted zones) are to be established by the Member States in relation to bluetongue.
Odločba Komisije 2005/393/ES z dne 23. maja 2005 o okuženih in ogroženih območjih zaradi bolezni modrikastega jezika in o pogojih, ki veljajo za premike s teh območij ali prek teh območij [2] določa razmejitev globalnih geografskih območij, kjer morajo države članice vzpostaviti okužena in ogrožena območja („območja z omejitvami“) zaradi bolezni modrikastega jezika.
On 7 June 2005 Italy presented a report to the Standing Committee for the Food Chain and Animal Health which concludes that the surveillance system in place in Italy has proved that no virus has circulated in the province of Massa Carrara, in Toscana, for more than two years.
junija 2005 je Italija Stalnemu odboru za prehranjevalno verigo in zdravje živali predložila poročilo, v katerem ugotovlja, da je nadzorni sistem na ravni Italije dokazal, da že več kot dve leti ni nobenega širjenja virusov v provinci Massa Carrare v Toskani.
Consequently, that province should be considered free of bluetongue and, on the basis of the substantiated request submitted by Italy, deleted from the Italian provinces listed under Zone B in Annex I to Decision 2005/393/EC.
Zato navedena provinca velja za prosto bolezni modrikastega jezika in se ob predložitvi utemeljene zahteve Italije črta s seznama italijanskih provinc območja B v Prilogi I Odločbe 2005/393/ES.
Decision 2005/393/EC should therefore be amended accordingly.
Odločbo 2005/393/ES je zato treba ustrezno spremeniti.
In Annex I to Decision 2005/393/EC, in the part for Zone B, in the row for Toscana, ‘Massa Carrara’ is deleted.
V Prilogi I k Odločbi 2005/393/ES, v delu za Območje B, se v vrstici za Toscano črta „Massa Carrara“.
This Decision shall apply from the day following its publication in the Official Journal of the European Union.
Ta odločba se začne uporabljati dan po objavi v Uradnem listu Evropske unije.
Decision as amended by Decision 2005/434/EC (OJ L 151, 14.6.2005, p. 21).
Odločba, kakor je bila spremenjena z Odločbo 2005/434/ES (UL L 151, 14.6.2005, str. 21).
amending Decision 93/52/EEC as regards the declaration that certain regions of Italy are free of brucellosis (B. melitensis) and Decision 2003/467/EC as regards the declaration that certain provinces of Italy are free of bovine brucellosis and that the region of Piemonte is free of enzootic bovine leucosis
o spremembah Odločbe 93/52/EGS v zvezi z razglasitivijo nekaterih dežel Italije kot prostih bruceloze (B. melitensis) in Odločbe 2003/467/ES v zvezi z razglasitvijo, da so nekatere pokrajine v Italiji proste bruceloze pri govedu in da je dežela Piemont prosta enzootske goveje levkoze
(notified under document number C(2005) 2932)
(notificirano pod dokumentarno številko K(2005) 2932)
Having regard to Council Directive 64/432/EEC of 26 June 1964 on health problems affecting intra-Community trade in bovine animals and swine [1], and in particular Annex A (II) (7) and Annex D (I) (E) thereto,
ob upoštevanju Direktive Sveta 64/432/EGS z dne 26. junija 1964 o problemih v zvezi z zdravstvenim varstvom živali, ki vplivajo na trgovino z govedom in prašiči med državami članicami Evropske skupnosti [1] in zlasti Priloge A(II)(7) in Priloge D(I)(E) Direktive,
Having regard to Council Directive 91/68/EEC of 28 January 1991 on animal health conditions governing intra-Community trade in ovine and caprine animals [2], and in particular Annex A, Chapter 1, point II thereto,
ob upoštevanju Direktive Sveta 91/68/EGS z dne 28. januarja 1991 o pogojih v zvezi z zdravstvenim varstvom živali, ki urejajo trgovanje znotraj Skupnosti z ovcami in kozami [2], in zlasti točke II, poglavja 1, Priloge A k Direktivi,
Commission Decision 93/52/EEC of 21 December 1992 recording the compliance by certain Member States or regions with the requirements relating to brucellosis (B. melitensis) and according them the status of a Member State or region officially free of the disease [3] lists the regions of Member States which are recognised as officially free of brucellosis (B. melitensis) in accordance with Directive 91/68/EEC.
Odločba Komisije 93/52/EGS z dne 21. decembra 1992 o ugotovitvi skladnosti nekaterih držav članic ali regij z zahtevami glede bruceloze (B. melitensis) in o priznanju statusa države članice ali regije, uradno proste te bolezni, [3] vsebuje sezname regij v državah članicah, ki so priznane kot uradno proste bruceloze (B. melitensis) v skladu z Direktivo 91/68/EGS.
In the Regions of Marche and Piemonte, at least 99,8 % of the ovine or caprine holdings are officially brucellosis-free holdings.
V deželah Marke in Piemont je vsaj 99,8 % gospodarstev za rejo ovc ali koz uradno prostih bruceloze.
In addition, those Regions have undertaken to comply with certain other conditions laid down in Directive 91/68/EEC concerning random checks to be carried out following recognition of the concerned provinces as brucellosis-free.
Poleg tega sta se navedeni deželi zavezali, da bosta izpolnili nekatere druge pogoje iz Direktive 91/68/EGS v zvezi z naključnimi pregledi, ki se bodo izvajali po priznanju zadevnih provinc kot prostih bruceloze.
The Regions of Marche and Piemonte should therefore be recognised as officially free of brucellosis (B. melitensis) as regards ovine or caprine holdings.
Deželi Marke in Piemont je zato treba v zvezi z gospodarstvi, ki se ukvarjajo z rejo ovc ali koz, priznati kot uradno prosti bruceloze (B. melitensis).