natgillin/translations-raw huggingface dataset:
Any document contained in the staff member's personal file concerning a disciplinary measure for the first degree of seriousness in accordance with Article 55(2) shall be cancelled after a period of three years if no further disciplinary measure has been imposed on the staff member during that period.
Vsak dokument, ki ga vsebuje osebna datoteka uslužbenca v zvezi z disciplinskim ukrepom za prvo stopnjo resnosti v skladu s členom 55(2), se po treh letih prekliče, če v tem obdobju uslužbencu niso bili naloženi nadaljnji disciplinski ukrepi.
Recruitment — periodic assessment - professional advancement - termination of service/contract - removal from post
Zaposlovanje – redno ocenjevanje – poklicno napredovanje – prenehanje zaposlitve/pogodbe – odstranitev z delovnega mesta
Section 1
Oddelek 1
Recruitment
Zaposlovanje
Recruitment of staff shall be directed at securing for the Centre the services of persons of the highest standard of ability, efficiency and integrity.
Cilj zaposlovanja osebja mora biti, da se Centru zagotovijo storitve oseb na najvišji ravni zmožnosti, učinkovitosti in neoporečnosti.
Staff members shall be selected on the basis of a competition in accordance with internal rules adopted by the Executive Board on a proposal from the Director.
Uslužbenci so izbrani na razpisu po notranjih pravilih, ki jih je na predlog direktorja sprejel izvršilni odbor.
The recruitment procedure established by the rules referred to in paragraph 2 shall be open and transparent, offering the same participation and employment opportunities to all nationals of States signatory to the Cotonou Agreement.
Postopek zaposlovanja, določen s pravili iz odstavka 2, je odprt in pregleden ter zagotavlja enake možnosti sodelovanja in zaposlitve vsem državljanom držav podpisnic Sporazuma iz Cotonouja.
Staff members shall be selected without reference to race, creed or sex.
Uslužbenci so izbrani ne glede na raso, veroizpoved ali spol.
No post shall be reserved for nationals of any specific Member State.
Nobeno delovno mesto ni rezervirano za državljane katere koli določene države članice.
Given equivalent levels of professional qualifications and experience required for appointment to a post, recruitment shall be on as wide a geographical basis as possible from among nationals of States signatory to the Cotonou Agreement.
Glede na enakovredne ravni strokovnih kvalifikacij in izkušenj, ki se zahtevajo za imenovanje na delovno mesto, je treba pri zaposlovanju zajeti kar najširšo geografsko območje, ki vključuje državljane držav podpisnic Sporazuma iz Cotonouja.
The recruitment of staff members must reflect as far as possible the joint ACP-EC nature of the Centre.
Zaposlitev uslužbencev čim bolj izraža skupno naravo AKP–ES Centra.
A staff member may be employed only on condition that he:
Uslužbenec se lahko zaposli, če:
is a national of one of the States signatory to the Cotonou Agreement;
je državljan ene od držav podpisnic Sporazuma iz Cotonouja;
has fulfilled any obligations imposed on him by the laws concerning military service applicable to him;
je izpolnil vse obveznosti, ki mu jih nalagajo zanj veljavni zakoni o vojaški obveznosti;
produces the appropriate character references as to his suitability for the performance of his duties;
ima ustrezne značajske lastnosti, da je primeren za opravljanje svojih nalog;
was recruited in accordance with the competition-based procedure as referred to in Article 26(2);
je bil zaposlen v skladu z razpisnim postopkom iz člena 26(2);
is physically fit to perform his duties, as determined by a medical examination by a medical practitioner appointed by the Centre;
je fizično primeren za izvajanje svojih nalog, kar je na zdravniškem pregledu ugotovil zdravnik, ki ga je določil Center;
produces evidence of a thorough knowledge of one of the Centre's two principal working languages (French or English) and a satisfactory knowledge of the other working language of the Centre to the extent necessary for the performance of his duties.
predloži dokaze, da temeljito obvlada enega od obeh glavnih delovnih jezikov Centra (francoščino ali angleščino) ter zadovoljivo obvlada drugi delovni jezik Centra, kolikor je potrebno za opravljanje njegovih nalog.
Before taking up his duties, every staff member shall provide the Centre with the following documents:
Pred začetkom opravljanja svojih dolžnosti vsak uslužbenec predloži Centru naslednje dokumente:
a medical certificate attesting to his capacity to carry out the duties for which he has been recruited;
zdravniško spričevalo, ki potrjuje njegovo zmožnost za opravljanje nalog, za katere je bil zaposlen;
a document attesting to the fact that he has fulfilled his military service obligations;
dokument, ki potrjuje dejstvo, da je opravil svojo vojaško obveznost;
documentary evidence that he is a national of one of the States signatory to the Cotonou Agreement and that he enjoys his full rights as a citizen;
dokument, ki dokazuje, da je državljan ene od držav podpisnic Sporazuma iz Cotonouja in da ima kot državljan polnopravne pravice;
documents relating to his civil status, and to that of his legal spouse and dependent children.
dokumente o svojem matičnem stanju ter matičnem stanju svojega zakonskega partnerja in nepreskrbljenih otrok.
At the request of the Centre, staff members agree to undergo a medical examination by the Centre's medical officer before the end of the trial period.
Na zahtevo Centra uslužbenci privolijo v zdravniški pregled, ki ga opravi zdravnik Centra pred koncem poskusnega obdobja.
In order to fill vacant posts, the Director, after considering the possibilities of assigning members of staff from the Centre to those posts by transfer or promotion in level or category pursuant to the terms of Articles 32 and 33, shall initiate an external recruitment procedure on the basis of a competition in accordance with the rules referred to in Articles 4(1) and 26(2) and Annex V.
Zaradi zapolnitve praznih delovnih mest direktor, po razmisleku o možnostih, da bi na ta mesta v skladu z določbami členov 32 in 33 imenoval uslužbence iz Centra s premestitvijo ali napredovanjem v ravni ali razredu, začne notranji postopek kadrovanja na podlagi razpisa v skladu s pravili iz členov 4(1) in 26(2) ter Prilogo V.
The recruitment procedure may also be initiated in order to constitute a reserve list for future recruitment.
Postopek kadrovanja se lahko začne tudi zaradi oblikovanja rezervnega seznama za prihodnje zaposlovanje.
On recruitment, a staff member shall serve a trial period of six months' duration.
Ob zaposlitvi opravi uslužbenec šestmesečno poskusno obdobje.
A staff member whose work has not proved adequate for establishment in his post shall be dismissed.
Uslužbenec, čigar delo se ni izkazalo ustrezno za namestitev na njegovo delovno mesto, je odpuščen.
However, the Director may, in exceptional circumstances, extend the trial period for further periods, up to a total of a further six months.
Vendar pa lahko direktor izjemoma podaljša poskusno obdobje za nadaljnja obdobja v skupnem trajanju nadaljnjih šestih mesecev.
Where, during his trial period and subsequent extensions, a staff member is prevented, by sickness, maternity leave or accident, from performing his duties for a continuous period of at least one month, the Director may extend his trial period by the corresponding length of time.
Če v svojem poskusnem obdobju in nadaljnjih podaljšanjih uslužbenec zaradi bolezni, porodniškega dopusta ali nezgode ne more opravljati svojih nalog neprekinjeno vsaj en mesec, lahko direktor podaljša njegovo poskusno obdobje za ustrezno obdobje.
Without prejudice to paragraph 3, the total length of the trial period shall in no circumstances exceed 12 months.
Brez poseganja v odstavek 3 skupna dolžina poskusnega obdobja nikakor ne sme presegati dvanajstih mesecev.
The probationer may resign at any time during the trial period, giving one month's notice, unless otherwise agreed.
Kandidat lahko med poskusnim obdobjem kadar koli odpove službo z enomesečnim odpovednim rokom, če ni dogovorjeno drugače.
Section 2
Oddelek 2
Periodic Assessment — Professional Advancement
Redno ocenjevanje – Poklicno napredovanje
Every 12 months, at the end of the calendar year and subject to the internal implementing rules laid down by the Director, the ability, efficiency and conduct of a staff member shall be the subject of an assessment report by his superiors.
Vsakih dvanajst mesecev, ob koncu koledarskega leta in po notranjih izvedbenih pravilih, ki jih je določil direktor, nadrejeni v poročilu o oceni ocenijo zmožnost, učinkovitost in ravnanje uslužbenca.
The assessment report shall be communicated to the staff member.
Poročilo o oceni se predloži uslužbencu.
He shall be entitled to make any comments thereon which he considers relevant.
Uslužbenec je upravičen podati kakršne koli pripombe glede poročila, ki se mu zdijo pomembne.
A member of staff, after good performance and continuous service of not less than two years at the same level and step and whose contract will continue for at least one month after that period, may advance to the next step of his level.
Uslužbenec, v primeru dobre uspešnosti in vsaj dveletnega nepretrganega službovanja na isti ravni in stopnji, in čigar pogodba bo trajala še vsaj en mesec po tem obdobju, lahko napreduje v naslednjo stopnjo na svoji ravni.
The abovementioned increases in step shall not be automatic and shall be decided on by the Director on the basis of the ability, efficiency and conduct of the staff member as assessed by his superiors and of changes in the complexity of his duties.
Zgoraj omenjena napredovanja v stopnji niso avtomatična, o njih odloči direktor na podlagi zmožnosti, učinkovitosti in ravnanja uslužbenca, kot so jih ocenili njegovi nadrejeni, in sprememb kompleksnosti njegovih nalog.
Any promotion in level of a staff member shall occur only in order to fill vacancies by means of appointment by the Director to the level immediately above, in accordance with internal rules adopted by the Executive Board on a proposal from the Director.
Do vsakega napredovanja uslužbenca na višjo raven pride izključno zaradi zapolnitve praznih delovnih mest z direktorjevim imenovanjem na raven, ki je neposredno nad prejšnjo, po notranjih pravilih, ki jih je na predlog direktorja sprejel izvršilni odbor.
The appointment of a staff member to the level immediately above the category to which he belongs shall take place from among staff members who have completed a minimum length of service at their level, after consideration of their comparative merits and the reports of their hierarchical superiors.
Do imenovanja uslužbenca na raven, ki je neposredno nad razredom, v katerem je uslužbenec, pride med uslužbenci, ki so izpolnili pogoj najkrajšega službovanja na svoji ravni, po preučitvi njihovih primerjalnih zaslug in poročil njihovih hierarhično nadrejenih.
A staff member may be appointed to the category immediately above only after a competitive assessment among staff members applying, who have the requisite training and experience and have completed a minimum length of service at their level.
Uslužbenec je lahko imenovan v razred, ki je neposredno nad njegovim, samo po konkurenčni oceni med uslužbenci, ki se potegujejo za to delovno mesto, ki so ustrezno usposobljeni in izkušeni ter so izpolnili pogoj najkrajšega službovanja na svoji ravni.
The staff member shall be appointed to the lowest level of the new category.
Uslužbenci so imenovani na najnižjo raven novega razreda.
A minimum of two years at the same level shall be a condition for eligibility for promotion in level or category.
Pogoj za upravičenost do napredovanja v ravni ali razredu sta vsaj dve leti službovanja na isti ravni.
A staff member shall be classified at the step for which the salary is closest to that which he was receiving at his previous level.
Uslužbenec je razvrščen v stopnjo, v kateri je plača najbližja tisti, ki jo je prejemal na prejšnji ravni.
In no case shall a staff member receive at his new level a basic salary lower than that which he received at his former level.
Uslužbenec na svoji novi stopnji nikakor ne sme prejemati osnovne plače nižje od tiste, ki jo je prejemal na svoji prejšnji ravni.
In no case shall a staff member be penalised in monetary terms in a case where, had he not been promoted, he would have received a merit step at his former level.
Uslužbenec nikakor ne sme biti finančno kaznovan, če bi na svoji prejšnji ravni zaradi zaslug napredoval za eno stopnjo, ko ne bi napredoval na naslednjo raven.
In such a case, the staff member shall receive a supplementary step on the date on which the merit step would have been due at his former level.
V takšnem primeru uslužbenec prejme dodatno stopnjo na datum, ko bi moral zaradi zaslug napredovati za eno stopnjo na svoji prejšnji ravni.
Section 3
Oddelek 3
Termination of Service — Termination of Contract
Prenehanje zaposlitve – Prenehanje pogodbe
Apart from cessation on death, employment shall cease:
Razen prenehanja zaradi smrti se zaposlitev konča:
at the end of the period of notice following resignation by the staff member.
Ob koncu odpovednega roka, ko da odpoved uslužbenec.
Such notice shall be for a minimum of three months and a maximum of six months, unless a shorter period is mutually agreed;
Takšen odpovedni rok traja vsaj tri in ne presega šestih mesecev, razen če ni vzajemno dogovorjen krajši rok.
at the end of the period of notice following notification by the Centre;
Ob koncu odpovednega roka, ko da odpoved Center.
The length of the period of notice shall be one month for each completed year of service, subject to a minimum of three months and a maximum of nine months.
Dolžina odpovednega roka je en mesec za vsako dopolnjeno leto službovanja, ni krajša od treh in ne presega devetih mesecev.
The period of notice shall not commence to run, however, during maternity leave or sick leave, provided such sick leave does not exceed three months.
Odpovedni rok ne začne teči med porodniškim ali bolniškim dopustom, če takšen bolniški dopust ne presega treh mesecev.
It shall, moreover, be suspended during maternity or sick leave, subject to the aforesaid limits;
Poleg tega odpovedni rok miruje med porodniškim ali bolniškim dopustom v skladu z zgoraj navedenimi omejitvami.
at the end of the month in which the staff member reaches the age of 65 years.
Ob koncu meseca, v katerem uslužbenec dopolni 65 let.
In the interest of the efficient working of the Centre, a staff member's contract may be terminated in the case of incompetence or unsatisfactory service during the course of employment, in accordance with Article 55.
V korist učinkovitega dela Centra se lahko pogodba uslužbenca preneha ob nezmožnosti ali nezadovoljivem službovanju v obdobju zaposlitve v skladu s členom 55.
In the event of the closure of the Centre, due notably to the lack of funding, a staff member shall receive compensation of one month's gross basic salary per completed year of service, up to a maximum of twelve months.
V primeru zaprtja Centra predvsem zaradi pomanjkanja finančnih sredstev prejme uslužbenec nadomestilo za enomesečno bruto osnovno plačo na leto službovanja do največ dvanajstih mesecev.
Such calculation shall be based on the staff member's last gross basic monthly salary.
Takšen izračun temelji na zadnji bruto osnovni mesečni plači uslužbenca.
In the event of redundancy of a post, the staff member concerned shall receive notice as provided for in paragraph 2 and shall receive compensation as defined in paragraph 5.
Če je delovno mesto odveč, prejme zadevni uslužbenec odpoved, kot je predvideno v odstavku 2, in nadomestilo, kot je določeno v odstavku 5.
The contract of a staff member may be terminated without notice on the initiative of the Director:
Pogodba uslužbenca se lahko na pobudo direktorja konča brez odpovednega roka:
during or at the end of the trial period, under the conditions set out in Article 29(2);
med preskusnim obdobjem ali ob koncu tega obdobja v skladu s pogoji iz člena 29(2);
if the staff member ceases to fulfil the conditions set out in Article 27(1);
če uslužbenec preneha izpolnjevati pogoje iz člena 27(1);
in the case provided for in Article 36;
v primeru, predvidenem v členu 36;
in the case provided for in Article 37.
v primeru, predvidenem v členu 37.
After completion of the disciplinary procedure laid down in Chapter VI of this Title, the contract of a staff member may be terminated without notice on disciplinary grounds in serious cases of failure to comply with his obligations, whether intentionally or through negligence on his part.
Po koncu disciplinskega postopka, določenega v Poglavju VI tega naslova, se lahko pogodba uslužbenca konča brez odpovednega roka zaradi disciplinskih razlogov v resnih primerih neizpolnjevanja obveznosti uslužbenca, zaradi namerne opustitve ali malomarnosti.
The decision to terminate a contract shall be taken by the Director, after the person concerned has had an opportunity to submit his defence.
Odločitev o prenehanju pogodbe sprejme direktor, potem ko je zadevna oseba imela možnost zagovora.
Prior to the termination of his contract, the staff member may be suspended under the conditions set out in Article 57.
Pred prenehanjem pogodbe je uslužbenec lahko suspendiran pod pogoji iz člena 57.
In the event of termination of duties pursuant to paragraph 1 of this Article, the Director may propose that the Executive Board should decide to withhold from the person concerned all or part of his entitlement to the compensation and reimbursement of costs provided for in the rules referred to in Articles 46 and 52.
Če se obveznosti v skladu s prvim odstavkom tega člena prenehajo, lahko direktor predlaga, da se izvršilni odbor odloči zadevni osebi v celoti ali delno odtegniti njegovo pravico do nadomestila in povračila stroškov, predvidenih v pravilih, ki se nanašajo na člena 46 in 52.
The contract of a staff member must be terminated without notice by the Centre where the Director finds that, at the time of his recruitment, the person concerned intentionally provided false information concerning his professional skills or the conditions set out in Article 27(1).
Pogodbo uslužbenca Center prekine brez odpovednega roka, če direktor ugotovi, da je zadevna oseba ob svoji zaposlitvi namenoma predložila neresnične podatke o svojem strokovnem znanju ali pogojih, določenih v členu 27(1).
In this case, the termination of the contract shall be declared by the Executive Board on a proposal from the Director, after the person concerned has been heard and after completion of the disciplinary procedure laid down in Chapter VI of this Title.
V tem primeru izvršilni odbor na predlog direktorja razglasi prenehanje pogodbe, potem ko je bila zadevna oseba zaslišana in se je končal disciplinski postopek, določen v Poglavju VI tega naslova.
The provisions of Article 36(3) shall apply.
Uporabljajo se določbe člena 36(3).
CHAPTER IV
POGLAVJE IV
Working conditions
Delovne razmere
Duration of work
Trajanje dela
Staff in active employment shall at all times be at the disposal of the Centre.
Aktivno zaposleni uslužbenci so ves čas na voljo Centru. Vendar pa normalen delovni teden ne sme presegati sedemintrideset ur in pol, ure normalnega delovnega dneva pa so določene po notranjih izvedbenih pravilih, ki jih je določil direktor.
However, the normal working week shall not exceed 37,5 hours, the hours of the normal working day being determined in accordance with the internal implementing rules laid down by the Director.
Direktor lahko zaradi ustrezno utemeljenih razlogov uslužbencu odobri skrajšan delovni čas, če meni, da to koristi Centru.
Staff may be required to work overtime in cases of urgency or exceptional pressure of work.
Od uslužbencev se lahko zahteva nadurno delo v primeru nujnosti ali izjemnega delovnega pritiska.
Night work and all work on Sundays or public holidays may be authorised only in accordance with the internal implementing rules laid down by the Director.
Nočno delo in vse delo ob nedeljah in državnih praznikih se lahko odobrita samo po notranjih izvedbenih pravilih, ki jih je določil direktor.
The total amount of overtime required of a staff member may not exceed 150 hours worked in a six-month period.
Skupna količina nadur, zahtevana od uslužbenca, ne sme presegati 150-ih ur, opravljenih v šestmesečnem obdobju.
Overtime worked by staff in the ‘professional’ and ‘clerical’ staff' categories shall not create entitlement to compensation or to remuneration.
Nadurno delo, ki ga opravijo uslužbenci iz razredov „strokovnjaki“ in „pisarniško osebje“, ne prinaša pravice do nadomestila ali nagrade.
Under the conditions laid down in the internal implementing rules referred to in paragraph 1, overtime worked by staff in the ‘supporting staff’ category shall create entitlement to a compensatory rest period or, if the needs of the service do not allow compensation in the six months following that during which the overtime was worked, to the automatic granting of a payment per hour of overtime fixed by those rules.
Pod pogoji, določenimi v notranjih izvedbenih pravilih iz odstavka 1, nadurno delo, ki ga opravijo uslužbenci v razredu „podporno osebje“, lahko prinaša pravico do nadomestnega obdobja počitka ali, če potrebe službe ne omogočajo nadomestila v šestih mesecih po mesecu, v katerem je bilo opravljeno nadurno delo, do avtomatične odobritve plačila na uro nadurnega dela, določenega z navedenimi pravili.
Staff shall be entitled to a minimum of 24 working days and a maximum of 30 working days of annual leave per calendar year, in accordance with the internal implementing rules laid down by the Director.
Uslužbenci so upravičeni do najmanj 24-ih in največ 30-ih delovnih dni letnega dopusta na koledarsko leto po notranjih izvedbenih pravilih, ki jih je določil direktor.
These rules shall specify the conditions for carrying over leave from one calendar year to the next.
Ta pravila podrobno določajo pogoje za prenos dopusta iz enega koledarskega leta v naslednjega.
Apart from this annual leave, staff may exceptionally, on request, be granted special leave by the Director.
Poleg tega letnega dopusta lahko direktor uslužbencem izjemoma na zahtevo odobri izreden dopust.
The arrangements for granting such leave shall be laid down in internal rules adopted by the Executive Board on a proposal from the Director.
Ureditve za odobritev takšnega dopusta se določijo v notranjih predpisih, ki jih je na predlog direktorja sprejel izvršilni odbor.
Female members of staff shall be entitled, in addition to the leave provided for in Article 40, and on production of a medical certificate, to maternity leave with full pay normally starting six weeks before the expected date of confinement shown in the certificate and normally ending 10 weeks after the date of confinement; such leave shall not be for less than 16 weeks.
Uslužbenke so poleg dopusta, predvidenega v členu 40, in ob predložitvi zdravniškega spričevala, upravičene do porodniškega dopusta s polnim plačilom, ki se običajno začne šest tednov pred pričakovanim datumom poroda, navedenem v spričevalu, in običajno konča 10 tednov po datumu poroda; takšen dopust pa ne sme biti krajši od 16-ih tednov.
However, with medical authorisation, the staff member concerned may start her maternity leave less than six weeks before the expected date of confinement, ending in this case at the end of a period of 10 weeks after the date of confinement plus the time which the staff member concerned has continued to work as from the sixth week preceding the actual date of confinement.
Vendar pa lahko zadevna uslužbenka na podlagi zdravnikovega dovoljenja začne svoj porodniški dopust kasneje kot šest tednov pred pričakovanim datumom poroda, v tem primeru se ta dopust konča deset tednov po datumu poroda, ki se jim prišteje čas, v katerem je zadevna uslužbenka nadaljevala delo v obdobju po šestem tednu pred dejanskim datumom poroda.
Male members of staff shall be entitled to five working days' paternity leave within 10 weeks after the date of birth of the child.
Uslužbenci imajo pravico do petih delovnih dni očetovskega dopusta v desetih tednih po datumu otrokovega rojstva.