natgillin/translations-raw huggingface dataset:
The Council recommendation of 14 October 2004 on the implementation of Member States' employment policies [3] remains valid as background reference,
Priporočila Sveta z dne 14. oktobra 2004 o izvajanju politik zaposlovanja držav članic [3], še naprej ohranjajo svojo referenčno veljavo –
The guidelines for Member States' employment policies as set out in the Annex are hereby adopted.
Sprejmejo se smernice politik zaposlovanja držav članic, kakor so določene v Prilogi.
The guidelines shall be taken into account in the employment policies of the Member States, which shall be reported upon in the national reform programmes.
Smernice se upoštevajo pri politikah zaposlovanja držav članic, o čemer se poroča v nacionalnih programih reform.
This decision is addressed to the Member States.
Ta sklep je naslovljen na države članice.
Opinion delivered on 26 May 2005 (not yet published in the Official Journal).
Mnenje, podano dne 26. maja 2005 (še ni objavljeno v Uradnem listu).
Opinion delivered on 31 May 2005 (not yet published in the Official Journal).
Mnenje, podano dne 31. maja 2005 (še ni objavljeno v Uradnem listu).
OJ L 326, 29.10.2004, p. 47.
UL L 326, 29.10.2004, str. 47.
THE EMPLOYMENT GUIDELINES (2005 to 2008)
SMERNICE ZAPOSLOVANJA (2005–2008)
(Integrated Guidelines Nos 17 to 24)
(Integrirane smernice 17–24)
Guideline No 17: Implement employment policies aiming at achieving full employment, improving quality and productivity at work, and strengthening social and territorial cohesion
Smernica 17: Izvajanje politike zaposlovanja, usmerjene v doseganje polne zaposlenosti, izboljšanje kakovosti in produktivnosti dela ter krepitev socialne in teritorialne kohezije
Guideline No 18: Promote a lifecycle approach to work
Smernica 18: Spodbujanje pristopa k zaposlitvi po življenjskih obdobjih
Guideline No 19: Ensure inclusive labour markets, enhance work attractiveness, and make work pay for job-seekers, including disadvantaged people, and the inactive
Smernica 19: Zagotavljanje vključujočih trgov dela, izboljšanje privlačnosti dela in zagotavljanje, da se iskalcem zaposlitve, tudi depriviligiranim (prikrajšanim) osebam in neaktivnim osebam, izplača delati
Guideline No 20: Improve matching of labour market needs
Smernica 20: Izboljšanje usklajenosti potreb trga dela
Guideline No 21: Promote flexibility combined with employment security and reduce labour market segmentation, having due regard to the role of the social partners
Smernica 21: Spodbujanje fleksibilnosti v povezavi z varnostjo zaposlitve in zmanjševanje segmentacije trgov dela, ob upoštevanju vloge socialnih partnerjev
Guideline No 22: Ensure employment-friendly labour cost developments and wage-setting mechanisms
Smernica 22: Skrbeti za takšno plačno politiko in obremenitev dela, ki bosta vzpodbujala zaposlovanje
Guideline No 23: Expand and improve investment in human capital
Smernica 23: Razširjanje in izboljšanje naložb v človeški kapital
Guideline No 24: Adapt education and training systems in response to new competence requirements
Smernica 24: Prilagajanje sistemov izobraževanja in usposabljanja novim zahtevam glede usposobljenosti
Guidelines for the employment policies of the Member States
Smernice za politike zaposlovanja držav članic
Member States, in cooperation with the social partners, shall conduct their policies with a view to implementing the objectives and priorities for action specified below.
Države članice v sodelovanju s socialnimi partnerji izvajajo svoje politike z namenom izpolnjevanja ciljev in prednostnih nalog za spodaj opredeljene ukrepe.
Reflecting the Lisbon strategy, the Member States' policies shall foster in a balanced manner:
Ob upoštevanju Lizbonske strategije politike držav članic na uravnotežen način spodbujajo:
Full employment Achieving full employment, and reducing unemployment and inactivity, by increasing the demand for and supply of labour, is vital to sustain economic growth and reinforce social cohesion;
Polno zaposlenost doseganje polne zaposlenosti ter zmanjševanje brezposelnosti in neaktivnosti s povečanjem povpraševanja in ponudbe po delovni sili je bistvenega pomena za vzdrževanje gospodarske rasti in krepitev socialne kohezije.
Improving quality and productivity at work Efforts to raise employment rates go hand in hand with improving the attractiveness of jobs, quality at work and labour productivity growth, and reducing the share of working poor.
Izboljšanje kakovosti delovnih mest in produktivnosti dela napori za povečanje stopnje zaposlenosti gredo v korak z izboljšanjem privlačnosti delovnih mest, kakovosti dela in rasti produktivnosti dela ter zmanjšanjem deleža zaposlenih, ki živijo pod pragom revščine.
Synergies between quality at work, productivity and employment should be fully exploited;
V celoti bi bilo treba izkoristiti sinergije med kakovostjo pri delu, produktivnostjo in zaposlovanjem.
Strengthening social and territorial cohesion Determined action is needed to strengthen social inclusion, prevent exclusion from the labour market and support integration in employment of people at a disadvantage, and to reduce regional disparities in terms of employment, unemployment and labour productivity, especially in regions lagging behind.
Krepitev socialne in teritorialne kohezije potrebno je odločno ukrepanje za okrepitev socialne vključenosti, preprečitev izključenosti iz trga dela in za podporo integraciji zaposlovanja depriviligiranih (prikrajšanih) oseb ter za zmanjšanje regionalnih razlik v smislu zaposlenosti, brezposelnosti in produktivnosti dela, zlasti v regijah, ki zaostajajo v razvoju.
Equal opportunities and combating discrimination are essential for progress.
Za napredek so ključni enake možnosti in boj proti diskriminaciji.
Gender mainstreaming and the promotion of gender equality should be ensured in all action taken.
Pri izvajanju vseh ukrepov je treba zagotoviti upoštevanje načela enakosti spolov in vzpodbujati enakost spolov.
As part of a new intergenerational approach, particular attention should be paid to the situation of young people, implementing the European Youth Pact, and to promoting access to employment throughout working life.
Kot del novega medgeneracijskega pristopa se mora posebna pozornost posvetiti položaju mladih, izvajanju Evropskega pakta za mlade in spodbujanju dostopa do zaposlitve v celotnem aktivnem obdobju.
Particular attention must also be paid to significantly reducing employment gaps for people at a disadvantage, including disabled people, as well as between third-country nationals and EU citizens, in line with any national targets.
Posebno pozornost je treba posvetiti tudi občutnemu znižanju razkorakov v stopnjah zaposlenosti depriviligiranih (ali prikrajšanih) oseb, vključno z invalidi, ter med državljani tretjih držav in državljani EU, v skladu s katerimi koli nacionalnimi cilji.
In taking action, Member States should ensure good governance of employment policies.
Pri ukrepanju morajo države zagotoviti dobro upravljanje politik zaposlovanja.
They should establish a broad partnership for change by involving parliamentary bodies and stakeholders, including those at regional and local levels.
Oblikovati morajo široko partnerstvo za spremembe, ki bo vključevalo parlamentarna telesa in interesne skupine, tudi na regionalni in lokalni ravni.
European and national social partners should play a central role.
Evropski in nacionalni socialni partnerji morajo imeti osrednjo vlogo.
A number of targets and benchmarks which have been set at EU level in the framework of the European Employment Strategy in the context of the 2003 guidelines are included at the end of this Annex and should continue to be followed up with indicators and scoreboards.
Ob koncu te priloge so navedeni številni cilji in merila uspešnosti, ki so bili določeni na ravni EU v okviru Evropske strategije zaposlovanja v sklopu smernic za leto 2003, in ki se morajo še nadalje spremljati s pomočjo kazalnikov in preglednic dosežkov.
Member States are also encouraged to define their own commitments and targets, for which they should take these into account, as well as the 2004 recommendations agreed at EU level.
Države članice se pozove, da opredelijo svoje lastne zaveze in cilje, pri katerih morajo upoštevati prej omenjene cilje in merila uspešnosti ter na ravni EU sprejeta priporočila za leto 2004.
Good governance also requires greater efficiency in the allocation of administrative and financial resources.
Dobro upravljanje zahteva tudi večjo učinkovitost pri dodeljevanju upravnih in finančnih sredstev.
In agreement with the Commission, Member States should target the resources of the Structural Funds, in particular the European Social Fund, on the implementation of the European Employment Strategy and report on the action taken.
V soglasju s Komisijo si morajo države članice prizadevati pridobiti sredstva iz strukturnih skladov, zlasti Evropskega socialnega sklada, za izvajanje Evropske strategije zaposlovanja in poročati o sprejetih ukrepih.
Particular attention should be paid to strengthening institutional and administrative capacity in the Member States.
Posebno pozornost je treba nameniti krepitvi institucionalnih in administrativnih zmogljivosti v državah članicah.
Guideline No 17: Implement employment policies aiming at achieving full employment, improving quality and productivity at work, and strengthening social and territorial cohesion.
Smernica št. 17: Izvajanje politike zaposlovanja, usmerjene v doseganje polne zaposlenosti, izboljšanje kakovosti in produktivnosti dela ter krepitev socialne in teritorialne kohezije.
Policies should contribute to achieving an average employment rate for the European Union (EU) of 70 % overall, of at least 60 % for women and of 50 % for older workers (55 to 64) by 2010, and to reduce unemployment and inactivity.
Politike morajo do leta 2010 prispevati k uresničitvi 70 % skupne povprečne stopnje zaposlenosti v Evropski uniji, od tega za ženske najmanj 60 %, ter za starejše delavce (55 do 64 let) 50 %, ter k zmanjšanju brezposelnosti in neaktivnosti.
Member States should consider setting national employment rate targets.
Države članice morajo razmisliti o določitvi nacionalnih ciljnih stopenj zaposlenosti.
In addressing these objectives, action should concentrate on the following priorities:
Pri doseganju teh ciljev se morajo ukrepi osredotočiti na naslednje prednostne naloge:
attract and retain more people in employment, increase labour supply and modernise social protection systems,
spodbuditi več ljudi, da se zaposlijo in ohranijo zaposlitev, povečati ponudbo delovne sile in posodobiti sisteme socialne zaščite,
improve adaptability of workers and enterprises,
izboljšati prilagodljivost delavcev in podjetij,
increase investment in human capital through better education and skills.
povečati naložbe v človeški kapital z boljšim izobraževanjem in strokovnim usposabljanjem.
ATTRACT AND RETAIN MORE PEOPLE IN EMPLOYMENT, INCREASE LABOUR SUPPLY AND MODERNISE SOCIAL PROTECTION SYSTEMS
SPODBUDITI VEČ LJUDI, DA SE ZAPOSLIJO IN OHRANIJO ZAPOSLITEV, POVEČATI PONUDBO DELOVNE SILE IN POSODOBITI SISTEME SOCIALNE ZAŠČITE
Raising employment levels is the most effective means of generating economic growth and promoting socially inclusive economies whilst ensuring a safety net for those unable to work.
Dvig stopenj zaposlenosti je najučinkovitejše sredstvo za ustvarjanje gospodarske rasti in spodbujanje socialno vključujočih gospodarstev, ki hkrati zagotavlja varnostne mreže za osebe, nezmožne za delo.
Promoting an increased labour supply in all groups, a new lifecycle approach to work and modernising social protection systems to ensure their adequacy, financial sustainability and responsiveness to changing needs in society are all the more necessary because of the expected decline in the working-age population.
Spodbujanje povečane ponudbe dela v vseh skupinah, novega pristopa k zaposlitvi po življenjskih obdobjih in posodabljanje sistemov socialne zaščite za zagotovitev njihove ustreznosti, finančne vzdržnosti in odzivnosti na spreminjajoče se potrebe v družbi sta čedalje bolj potrebna zaradi pričakovanega upada delovno aktivnega prebivalstva.
Special attention should be paid to tackling the persistent employment gaps between women and men, and the low employment rates of older workers and young people, as part of new intergenerational approach.
Posebno pozornost je treba nameniti reševanju vztrajnih razkorakov v stopnji zaposlenosti med ženskami in moškimi ter nizkih stopenj zaposlenosti starejših delavcev in mladih, kar je del novega medgeneracijskega pristopa.
Action is also required to tackle youth unemployment which is on average double the overall unemployment rate.
Lotiti se je treba reševanja brezposelnosti mladih, ki je v povprečju dvakrat višja od skupne stopnje brezposelnosti.
The right conditions must be put in place to facilitate progress in employment, whether it is first time entry, a move back to employment after a break or the wish to prolong working lives.
Oblikovati je treba prave razmere za pospeševanje zaposlovanja, ne glede na to, ali gre za prvo zaposlitev, vrnitev v zaposlitev po premoru ali željo po podaljšanju delovne aktivnosti.
The quality of jobs, including pay and benefits, working conditions, employment security, access to lifelong learning and career prospects, is crucial, as are support and incentives stemming from social protection systems.
Izredno pomembni so kakovost delovnih mest, vključno s plačilom in ugodnostmi, delovni pogoji, varnost zaposlitve, dostop do vseživljenjskega učenja in poklicnega napredovanja, prav tako pa tudi podpora in spodbude, ki izhajajo iz sistemov socialne zaščite.
Guideline No 18: Promote a lifecycle approach to work through:
Smernica št. 18: Spodbujanje pristopa k zaposlitvi po življenjskih obdobjih s pomočjo:
a renewed endeavour to build employment pathways for young people and reduce youth unemployment, as called for in the European Youth Pact,
obnovljenega prizadevanja za izgradnjo poti zaposlovanja za mlade in zmanjševanja brezposelnosti mladih, na kar poziva Evropski pakt za mlade,
resolute action to increase female participation and reduce gender gaps in employment, unemployment and pay,
odločnega ukrepanja za višanje participacije aktivnosti žensk na trgu dela in odpravo razkorakov med spoloma pri zaposlovanju, brezposelnosti in plačilu,
better reconciliation of work and private life and the provision of accessible and affordable childcare facilities and care for other dependants,
boljše usklajenosti med poklicnim in zasebnim življenjem ter zagotavljanja dostopnega in finančno sprejemljivega otroškega varstva in oskrbe za druge vzdrževane člane,
support for active ageing, including appropriate working conditions, improved (occupational) health status and adequate incentives to work and discouragement of early retirement,
podpore za aktivno staranje, vključno z ustreznimi delovnimi pogoji, izboljšanim (pokicnim) zdravstvenim statusom ter primernimi spodbudami za delo in odvračanjem od predčasnega upokojevanja,
modern social protection systems, including pensions and healthcare, ensuring their social adequacy, financial sustainability and responsiveness to changing needs, so as to support participation and better retention in employment and longer working lives.
sodobnih sistemov socialne zaščite, vključno s pokojninskimi in zdravstvenimi, ob zagotavljanju njihove ustreznosti, finančne vzdržnosti in odzivnosti na spreminjajoče se potrebe z namenom spodbujanja vključenosti in boljše varnosti zaposlitve ter daljše delovne aktivnosti.
See also integrated guideline ‘To safeguard economic and fiscal sustainability as a basis for increased employment’ (No 2).
Glej tudi integrirano smernico „Ohranitev gospodarske in fiskalne vzdržnosti kot podlage za večje zaposlovanje“ (št. 2).
Facilitating access to employment for job seekers, preventing unemployment and ensuring that those who become unemployed remain closely attached to the labour market and increase their employability are essential to increase participation and combat social exclusion.
Olajšanje dostopa do zaposlitve za iskalce zaposlitve, preprečevanje brezposelnosti in zagotavljanje, da tisti, ki postanejo brezposelni, ostanejo tesno povezani s trgom dela in povečujejo svojo zaposljivost, so izredno pomembni za povečanje delovne vključenosti in boj proti socialni izključenosti.
This requires breaking down barriers to the labour market by assisting with effective job searching, facilitating access to training and other active labour market measures and ensuring that work pays, as well as removing unemployment, poverty and inactivity traps.
To zahteva premagovanje ovir na trgu dela s pomočjo učinkovitega iskanja zaposlitve, olajšanje dostopa do usposabljanja in drugih aktivnih ukrepov na trgu dela ter zagotavljanje, da se delo izplača, pa tudi odstranjevanje pasti brezposelnosti, revščine in neaktivnosti.
Special attention should be paid to promoting the inclusion of disadvantaged people, including low-skilled workers, in the labour market, including through the expansion of social services and the social economy, as well as the development of new sources of jobs in response to collective needs.
Posebno pozornost je treba nameniti spodbujanju vključevanja depriviligiranih (prikrajšanih) oseb, vključno z nižje usposobljenimi delavci, na trg dela, vključno s širjenjem socialnih storitev in socialnega gospodarstva, pa tudi razvijanjem novih zaposlitvenih možnosti kot odgovor na skupne potrebe.
Combating discrimination, promoting access to employment for disabled people and integrating immigrants and minorities are particularly essential.
Še posebej pomembni so boj proti diskriminaciji, spodbujanje dostopa do zaposlitve za invalide ter vključevanje priseljencev in manjšin.
Guideline No 19: Ensure inclusive labour markets, enhance work attractiveness, and make work pay for job-seekers, including disadvantaged people, and the inactive through:
Smernica št. 19: Zagotavljanje vključujočih trgov dela, izboljšanje privlačnosti dela in zagotavljanje, da se iskalcem zaposlitve, tudi depriviligiranim (prikrajšanim) osebam in neaktivnim osebam, izplača delati, s pomočjo:
active and preventive labour market measures including early identification of needs, job search assistance, guidance and training as part of personalised action plans, provision of necessary social services to support the inclusion of those furthest away from the labour market and contribute to the eradication of poverty,
aktivnih in preventivnih ukrepov na trgu dela, ki vključujejo zgodnje prepoznavanje potreb, pomoč pri iskanju zaposlitve, usmerjanje in usposabljanje kot del osebnih akcijskih načrtov, zagotavljanje socialnih storitev, potrebnih za podporo vključevanju najtežje zaposljivih oseb na trg dela, ter prispevanje k izkoreninjenju revščine,
continual review of the incentives and disincentives resulting from the tax and benefit systems, including the management and conditionality of benefits and a significant reduction of high marginal effective tax rates, notably for those with low incomes, whilst ensuring adequate levels of social protection,
stalnega preverjanja spodbud in ovir, ki izhajajo iz sistemov davkov in dajatev, vključno z upravljanjem in pogojevanjem dajatev ter z znatnim zmanjšanjem visokih mejnih dejanskih davčnih stopenj, predvsem za tiste z nizkimi prihodki, ob hkratnem zagotavljanju ustrezne ravni socialne zaščite,
development of new sources of jobs in services for individuals and businesses, notably at local level.
razvoja novih zaposlitvenih možnosti na področju storitev za posameznike in podjetja, zlasti na lokalni ravni.
To allow more people to find better employment, it is also necessary to strengthen the labour market infrastructure at national and EU level, including through the EURES network, so as to better anticipate and resolve possible mismatches.
Da bi več ljudi našlo boljšo zaposlitev, je treba okrepiti tudi infrastrukturo trga dela na nacionalni ravni in na ravni EU, tudi prek mreže EURES, da bi bolje predvideli in rešili morebitna neskladja.
In this context, mobility of workers within the EU is key and should be fully ensured within the context of the Treaties.
V tem okviru ima mobilnost delavcev v Evropski uniji ključno vlogo in jo je treba v celoti zagotoviti v okviru Pogodb.
Full consideration must also be given on the national labour markets to the additional labour supply resulting from immigration of third-country nationals.
Na nacionalnih trgih dela je treba popolnoma upoštevati tudi dodatno ponudbo delovne sile, ki je posledica priseljevanja državljanov tretjih držav.
Guideline No 20: Improve matching of labour market needs through:
Smernica št. 20: Izboljšanje usklajenosti potreb trga dela s pomočjo:
the modernisation and strengthening of labour market institutions, notably employment services, also with a view to ensuring greater transparency of employment and training opportunities at national and European level,
posodobitve in okrepitve institucij trga dela, zlasti zavodov za zaposlovanje, tudi z namenom zagotavljanja večje preglednosti možnosti za zaposlovanje in usposabljanje na nacionalni in evropski ravni,
removing obstacles to mobility for workers across Europe within the framework of the Treaties,
odpravljanja ovir za mobilnost delavcev po Evropi znotraj okvira Pogodb,
better anticipation of skill needs, labour market shortages and bottlenecks,
boljšega predvidevanja potreb po strokovni usposobljenosti ter pomanjkanja in ozkih grl na trgu dela,
appropriate management of economic migration.
ustreznega upravljanja ekonomskih migracij.
IMPROVE ADAPTABILITY OF WORKERS AND ENTERPRISES
IZBOLJŠATI PRILAGODLJIVOST DELAVCEV IN PODJETIJ
Europe needs to improve its capacity to anticipate, trigger and absorb economic and social change.
Evropa mora izboljšati svojo sposobnost za predvidevanje, odziv in absorbiranje gospodarskih in socialnih sprememb.
This requires employment-friendly labour costs, modern forms of work organisation and well-functioning labour markets allowing more flexibility combined with employment security to meet the needs of companies and workers.
To zahteva zaposlovanju prijazno gibanje stroškov dela, sodobne oblike organizacije dela in dobro delujoče trge dela, ki bodo omogočali več fleksibilnosti v povezavi z varnostjo zaposlitve, da bi zadovoljili potrebe podjetij in delavcev.
This should also contribute to preventing the emergence of segmented labour markets and reducing undeclared work.
To bi moralo prispevati tudi k preprečevanju nastajanja segmentiranih trgov dela in zmanjševanju neprijavljenega dela.
In today's increasingly global economy with market opening and the continual introduction of new technologies, both enterprises and workers are confronted with the need, and indeed the opportunity, to adapt.
V današnjem čedalje bolj globalnem gospodarstvu z odpirajočimi se trgi in nastajanjem vedno novih tehnologij se podjetja in delavci srečujejo s potrebo, pa tudi s sposobnostjo prilagajanja.
While this process of structural changes is overall beneficial to growth and employment, it also brings about transformations which are disruptive to some workers and enterprises.
Medtem ko je proces strukturnih sprememb sicer na splošno ugoden za gospodarsko rast in zaposlovanje, pa prinaša tudi spremembe, ki močno posežejo v življenje nekaterih delavcev in podjetij.
Enterprises must become more flexible to respond to sudden changes in demand for their goods and services, adapt to new technologies and be in a position to innovate constantly in order to remain competitive.
Podjetja morajo postati fleksibilnejša, da se lahko odzivajo na nenadne spremembe v povpraševanju po njihovih proizvodih in storitvah, prilagajajo novim tehnologijam in da so sposobna stalno uvajati inovacije, da bi ostala konkurenčna.
They must also respond to the increasing demand for job quality which is related to workers' personal preferences and family changes, and they will have to cope with an ageing workforce and fewer young recruits.
Odzvati se morajo tudi na vse večjo zahtevo po kakovosti delovnih mest, ki je povezana z delavčevimi osebnimi željami in spremembami v družinskem življenju, spopasti pa se bodo morala tudi s starajočo se delovno silo in manjšim številom na novo zaposlenih mladih.