natgillin/translations-raw huggingface dataset:
In accordance with Article 141(4) of the Treaty, with a view to ensuring full equality in practice between men and women in working life, the principle of equal treatment does not prevent Member States from maintaining or adopting measures providing for specific advantages in order to make it easier for the under-represented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers.
Da bi se v skladu s členom 141(4) Pogodbe zagotovila dejanska popolna enakost moških in žensk v poklicnem življenju, načelo enakega obravnavanja državam članicam ne preprečuje ohranjanja ali sprejemanja ukrepov, ki omogočajo posebne prednosti, s katerimi bi se manj zastopanemu spolu olajšalo opravljanje poklicne dejavnosti oziroma preprečilo ali nadomestilo prikrajšanost v poklicnih karierah.
Given the current situation and bearing in mind Declaration No 28 to the Amsterdam Treaty, Member States should, in the first instance, aim at improving the situation of women in working life.
Glede na trenutni položaj in ob upoštevanju Deklaracije št. 28 k Amsterdamski pogodbi bi si morale države članice najprej prizadevati za izboljšanje položaja žensk v poklicnem življenju.
It is clear from the case-law of the Court of Justice that unfavourable treatment of a woman related to pregnancy or maternity constitutes direct discrimination on grounds of sex.
Iz sodne prakse Sodišča jasno izhaja, da je neugodno obravnavanje ženske, ki je povezano z nosečnostjo ali materinstvom, neposredna diskriminacija zaradi spola.
Such treatment should therefore be expressly covered by this Directive.
Zato je treba tako obravnavanje izrecno vključiti v to direktivo.
The Court of Justice has consistently recognised the legitimacy, as regards the principle of equal treatment, of protecting a woman's biological condition during pregnancy and maternity and of introducing maternity protection measures as a means to achieve substantive equality.
Sodišče dosledno priznava zakonitost, glede na načelo enakega obravnavanja, zaščite biološkega stanja ženske med nosečnostjo in materinstvom ter uvedbe ukrepov za varstvo nosečnosti kot sredstva za dosego dejanske enakosti.
This Directive should therefore be without prejudice to Council Directive 92/85/EEC of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding.
Ta direktiva torej ne posega v Direktivo Sveta 92/85/EGS z dne 19. oktobra 1992 o uvedbi ukrepov za spodbujanje izboljšav na področju varnosti in zdravja pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo.
This Directive should further be without prejudice to Council Directive 96/34/EC of 3 June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETUC.
Ta direktiva nadalje ne posega v Direktivo Sveta 96/34/ES z dne 3. junija 1996 o okvirnem sporazumu o starševskem dopustu, sklenjenem med UNICE, CEEP in ETUC.
For reasons of clarity, it is also appropriate to make express provision for the protection of the employment rights of women on maternity leave and in particular their right to return to the same or an equivalent post, to suffer no detriment in their terms and conditions as a result of taking such leave and to benefit from any improvement in working conditions to which they would have been entitled during their absence.
Zaradi jasnosti je primerno sprejeti izrecno določbo za varstvo pravic iz delovnega razmerja za ženske, ki so na porodniškem dopustu, zlasti za njihovo pravico do vrnitve na isto ali enakovredno delovno mesto, brez škodljivih posledic za njihove delovne pogoje zaradi koriščenja takega dopusta, ter pravico do vseh izboljšav delovnih pogojev, do katerih bi bile upravičene med svojo odsotnostjo.
In the Resolution of the Council and of the Ministers for Employment and Social Policy, meeting within the Council, of 29 June 2000 on the balanced participation of women and men in family and working life, Member States were encouraged to consider examining the scope for their respective legal systems to grant working men an individual and non‐transferable right to paternity leave, while maintaining their rights relating to employment.
V Resoluciji Sveta in ministrov za delo in socialno politiko, ki so se sestali v okviru Sveta, z dne 29. junija 2000 o uravnoteženi udeležbi žensk in moških v družinskem in poklicnem življenju so bile države članice povabljene k razmisleku o preučitvi možnosti, da v svojem pravnem sistemu moškim delavcem priznajo individualno in neprenosljivo pravico do očetovskega dopusta, ob ohranitvi njihovih pravic iz delovnega razmerja.
Similar considerations apply to the granting by Member States to men and women of an individual and non-transferable right to leave subsequent to the adoption of a child.
Podobno velja, če države članice priznavajo moškim in ženskam individualno in neprenosljivo pravico do dopusta po posvojitvi otroka.
It is for the Member States to determine whether or not to grant such a right to paternity and/or adoption leave and also to determine any conditions, other than dismissal and return to work, which are outside the scope of this Directive.
Države članice določijo, ali se prizna takšna pravica za očetovski in/ali posvojiteljski dopust ali ne, ter določijo tudi pogoje, razen odpuščanja in vrnitve na delo, ki niso zajeti s to direktivo.
The effective implementation of the principle of equal treatment requires appropriate procedures to be put in place by the Member States.
Zaradi učinkovitega uresničevanja načela enakega obravnavanja morajo države članice uvesti ustrezne postopke.
The provision of adequate judicial or administrative procedures for the enforcement of the obligations imposed by this Directive is essential to the effective implementation of the principle of equal treatment.
Določba o ustreznih sodnih ali upravnih postopkih za izvrševanje obveznosti, ki jih nalaga ta direktiva, je temeljnega pomena za učinkovito uresničevanje načela enakega obravnavanja.
The adoption of rules on the burden of proof plays a significant role in ensuring that the principle of equal treatment can be effectively enforced.
Pomembno vlogo pri zagotavljanju učinkovitega uresničevanja načela enakega obravnavanja ima sprejetje pravil o dokaznem bremenu.
As the Court of Justice has held, provision should therefore be made to ensure that the burden of proof shifts to the respondent when there is a prima facie case of discrimination, except in relation to proceedings in which it is for the court or other competent national body to investigate the facts.
Kakor je to izreklo Sodišče, je treba torej sprejeti določbo, ki bo omogočala, da se dokazno breme prenese na toženo stranko, kadar gre za očiten primer domnevne diskriminacije, razen v zvezi s postopki, v katerih mora sodišče ali drugi pristojni nacionalni organ raziskati dejstva.
It is however necessary to clarify that the appreciation of the facts from which it may be presumed that there has been direct or indirect discrimination remains a matter for the relevant national body in accordance with national law or practice.
Vendar pa je treba pojasniti, da presoja dejstev, na podlagi katerih se lahko domneva o neposredni ali posredni diskriminaciji, ostaja v pristojnosti nacionalnega organa v skladu z nacionalno zakonodajo ali prakso.
Further, it is for the Member States to introduce, at any appropriate stage of the proceedings, rules of evidence which are more favourable to plaintiffs.
Poleg tega naj bi države članice v kateri koli ustrezni fazi postopka uvedle dokazna pravila, ki so ugodnejša za tožeče stranke.
With a view to further improving the level of protection offered by this Directive, associations, organisations and other legal entities should also be empowered to engage in proceedings, as the Member States so determine, either on behalf or in support of a complainant, without prejudice to national rules of procedure concerning representation and defence.
Zaradi nadaljnjega izboljšanja ravni varstva, ki jo nudi ta direktiva, bi morala imeti združenja, organizacije in druge pravne osebe tudi pravico do sodelovanja v postopkih na način, ki ga določijo države članice, bodisi v imenu tožeče stranke bodisi v njeno podporo, brez poseganja v nacionalna postopkovna pravila glede zastopanja in obrambe.
Having regard to the fundamental nature of the right to effective legal protection, it is appropriate to ensure that workers continue to enjoy such protection even after the relationship giving rise to an alleged breach of the principle of equal treatment has ended.
Glede na dejstvo, da je pravica do učinkovitega pravnega varstva ena temeljnih pravic, je primerno, da se delavcem zagotovi nadaljevanje takega varstva tudi po tem, ko je razmerje, iz katerega izhaja domnevna kršitev načela enakega obravnavanja, končano.
An employee defending or giving evidence on behalf of a person protected under this Directive should be entitled to the same protection.
Delavec, ki brani osebo, ki je varovana na podlagi te direktive, oziroma je priča takšni osebi, je upravičen do enakega varstva.
It has been clearly established by the Court of Justice that in order to be effective, the principle of equal treatment implies that the compensation awarded for any breach must be adequate in relation to the damage sustained.
Sodišče je jasno ugotovilo, da mora biti za zagotovitev dejanske učinkovitosti načela enakega obravnavanja za vsako kršitev dodeljena ustrezna odškodnina glede na utrpljeno škodo.
It is therefore appropriate to exclude the fixing of any prior upper limit for such compensation, except where the employer can prove that the only damage suffered by an applicant as a result of discrimination within the meaning of this Directive was the refusal to take his/her job application into consideration.
Zato je primerno, da se izključi vnaprejšnja določitev vsake zgornje meje take odškodnine, razen če delodajalec lahko dokaže, da je edina škoda, ki jo je tožeča stranka utrpela zaradi diskriminacije v smislu te direktive, zavrnitev upoštevanja njene/njegove prijave za delovno mesto.
In order to enhance the effective implementation of the principle of equal treatment, Member States should promote dialogue between the social partners and, within the framework of national practice, with non-governmental organisations.
Za učinkovitejše uresničevanje načela enakega obravnavanja morajo države članice spodbujati dialog med socialnimi partnerji in v okviru nacionalne prakse z nevladnimi organizacijami.
Member States should provide for effective, proportionate and dissuasive penalties for breaches of the obligations under this Directive.
Države članice morajo zagotoviti učinkovite, sorazmerne in odvračilne kazni za kršitve obveznosti iz te direktive.
Since the objectives of this Directive cannot be sufficiently achieved by the Member States and can therefore be better achieved at Community level, the Community may adopt measures in accordance with the principle of subsidiarity as set out in Article 5 of the Treaty.
Ker države članice ne morejo zadovoljivo doseči ciljev te direktive in jih je torej laže doseči na ravni Skupnosti, lahko Skupnost sprejme ukrepe v skladu z načelom subsidiarnosti, kakor je določeno v členu 5 Pogodbe.
For the sake of a better understanding of the different treatment of men and women in matters of employment and occupation, comparable statistics disaggregated by sex should continue to be developed, analysed and made available at the appropriate levels.
Za boljše razumevanje različnega obravnavanja moških in žensk pri zaposlovanju in delu bi bilo treba še naprej pripravljati, analizirati in na ustreznih ravneh dati na razpolago statistike, razčlenjene po spolu.
Equal treatment of men and women in matters of employment and occupation cannot be restricted to legislative measures.
Enako obravnavanje moških in žensk pri zaposlovanju in delu ne more biti omejeno na zakonodajne ukrepe.
Instead, the European Union and the Member States should continue to promote the raising of public awareness of wage discrimination and the changing of public attitudes, involving all parties concerned at public and private level to the greatest possible extent.
Nasprotno, Evropska unija in države članice bi morale še naprej spodbujati ozaveščanje javnosti glede problema diskriminacije pri plačah in si prizadevati za spremembo ravnanj ter pri tem v čim večjem možnem obsegu vključiti vse zainteresirane strani v javni in zasebni sferi.
The dialogue between the social partners could play an important role in this process.
Pri tem lahko igra pomembno vlogo dialog med socialnimi partnerji.
The obligation to transpose this Directive into national law should be confined to those provisions which represent a substantive change as compared with the earlier Directives.
Obveznost prenosa te direktive v nacionalno zakonodajo je treba omejiti na tiste določbe, ki v primerjavi s prejšnjimi direktivami pomenijo vsebinsko spremembo.
The obligation to transpose the provisions which are substantially unchanged arises under the earlier Directives.
Obveznost prenosa določb, ki niso vsebinsko spremenjene, izhaja iz prejšnjih direktiv.
This Directive should be without prejudice to the obligations of the Member States relating to the time limits for transposition into national law and application of the Directives set out in Annex I, Part B.
Ta direktiva ne sme posegati v obveznosti držav članic, ki se nanašajo na časovne roke za prenos v nacionalno zakonodajo in uporabo direktiv iz Priloge I, del B.
In accordance with paragraph 34 of the Interinstitutional agreement on better law‐making, Member States are encouraged to draw up, for themselves and in the interest of the Community, their own tables, which will, as far as possible, illustrate the correlation between this Directive and the transposition measures and to make them public,
V skladu z odstavkom 34 Medinstitucionalnega sporazuma o boljši pripravi zakonodaje države članice za svoje potrebe in v interesu Skupnosti izdelajo in objavijo lastne tabele, ki naj, kolikor je to mogoče, prikažejo primerjavo med to direktivo in ukrepi za njen prenos v nacionalno zakonodajo –
The purpose of this Directive is to ensure the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation.
Namen te direktive je zagotoviti uresničevanje načela enakih možnosti in enakega obravnavanja moških in žensk na področju zaposlovanja in poklicnega dela.
To that end, it contains provisions to implement the principle of equal treatment in relation to:
V ta namen vsebuje določbe za uresničevanje načela enakega obravnavanja v zvezi:
access to employment, including promotion, and to vocational training;
z dostopom do zaposlitve, vključno z napredovanjem in dostopom do poklicnega usposabljanja;
working conditions, including pay;
z delovnimi pogoji, vključno s plačilom;
occupational social security schemes.
s poklicnimi sistemi socialne varnosti.
It also contains provisions to ensure that such implementation is made more effective by the establishment of appropriate procedures.
Vsebuje tudi določbe za zagotovitev večje učinkovitosti takšnega uresničevanja z določitvijo ustreznih postopkov.
‘direct discrimination’: where one person is treated less favourably on grounds of sex than another is, has been or would be treated in a comparable situation;
„neposredna diskriminacija“: kadar se ena oseba zaradi spola obravnava manj ugodno, kakor se obravnava, se je obravnavala ali bi se obravnavala oseba drugega spola v primerljivi situaciji;
‘indirect discrimination’: where an apparently neutral provision, criterion or practice would put persons of one sex at a particular disadvantage compared with persons of the other sex, unless that provision, criterion or practice is objectively justified by a legitimate aim, and the means of achieving that aim are appropriate and necessary;
„posredna diskriminacija“: kadar bi bile zaradi navidezno nevtralnega predpisa, merila ali prakse osebe enega spola v posebej neugodnem položaju v primerjavi z osebami drugega spola, razen če ta predpis, merilo ali praksa objektivno temelji na zakonitem cilju in so sredstva za doseganje tega cilja ustrezna in potrebna;
‘harassment’: where unwanted conduct related to the sex of a person occurs with the purpose or effect of violating the dignity of a person, and of creating an intimidating, hostile, degrading, humiliating or offensive environment;
„nadlegovanje“: kadar ima neželeno vedenje, povezano s spolom osebe, učinek ali namen prizadeti dostojanstvo osebe in ustvariti zastrašujoče, sovražno, ponižujoče, sramotilno ali žaljivo okolje;
‘sexual harassment’: where any form of unwanted verbal, non-verbal or physical conduct of a sexual nature occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment;
„spolno nadlegovanje“: kadar ima kakršna koli oblika neželenega verbalnega, neverbalnega ali fizičnega vedenja spolne narave učinek ali namen prizadeti dostojanstvo osebe, zlasti kadar gre za ustvarjanje zastrašujočega, sovražnega, ponižujočega, sramotilnega ali žaljivega okolja;
‘pay’: the ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which the worker receives directly or indirectly, in respect of his/her employment from his/her employer;
„plačilo“: običajna osnovna ali minimalna plača in vsa druga plačila, bodisi v denarju bodisi v naravi, ki jih delavec prejme, neposredno ali posredno, zaradi svoje zaposlitve, od delodajalca;
‘occupational social security schemes’: schemes not governed by Council Directive 79/7/EEC of 19 December 1978 on the progressive implementation of the principle of equal treatment for men and women in matters of social security whose purpose is to provide workers, whether employees or self-employed, in an undertaking or group of undertakings, area of economic activity, occupational sector or group of sectors with benefits intended to supplement the benefits provided by statutory social security schemes or to replace them, whether membership of such schemes is compulsory or optional.
„poklicni sistemi socialne varnosti“: sistemi, ki jih ne ureja Direktiva Sveta 79/7/EGS z dne 19. decembra 1978 o postopnem izvrševanju načela enakega obravnavanja moških in žensk v zadevah socialne varnosti in katerih namen je delavcem, bodisi zaposlenim bodisi samozaposlenim, v delovni organizaciji ali skupini delovnih organizacij, v gospodarski dejavnosti, v poklicnem sektorju ali skupini sektorjev zagotoviti pravice, ki dopolnjujejo pravice iz obveznega sistema socialne varnosti ali jih nadomeščajo, ne glede na to, ali je vključitev v te sisteme obvezna ali prostovoljna.
For the purposes of this Directive, discrimination includes:
Za namene te direktive diskriminacija vključuje:
harassment and sexual harassment, as well as any less favourable treatment based on a person's rejection of or submission to such conduct;
nadlegovanje in spolno nadlegovanje kot tudi vsako manj ugodno obravnavanje osebe zaradi zavrnitve ali dopuščanja takega vedenja;
instruction to discriminate against persons on grounds of sex;
navodilo, naj se osebe diskriminirajo zaradi spola;
any less favourable treatment of a woman related to pregnancy or maternity leave within the meaning of Directive 92/85/EEC.
kakršno koli manj ugodno obravnavanje žensk, ki je povezano z nosečnostjo ali s porodniškim dopustom v smislu Direktive 92/85/EGS.
Member States may maintain or adopt measures within the meaning of Article 141(4) of the Treaty with a view to ensuring full equality in practice between men and women in working life.
Države članice lahko ohranijo ali sprejmejo ukrepe v smislu člena 141(4) Pogodbe za dejansko zagotovitev polne enakosti moških in žensk v poklicnem življenju.
Equal pay
Enako plačilo
Prohibition of discrimination
Prepoved diskriminacije
For the same work or for work to which equal value is attributed, direct and indirect discrimination on grounds of sex with regard to all aspects and conditions of remuneration shall be eliminated.
Za enako delo ali za delo enake vrednosti se odpravi neposredna in posredna diskriminacija zaradi spola glede vseh vidikov in pogojev plačila.
In particular, where a job classification system is used for determining pay, it shall be based on the same criteria for both men and women and so drawn up as to exclude any discrimination on grounds of sex.
Še zlasti kadar se za določanje plačila uporablja sistem razvrstitve delovnih mest, ta sistem temelji na enakih merilih za moške in ženske ter je oblikovan tako, da izključuje vsakršno diskriminacijo zaradi spola.
Equal treatment in occupational social security schemes
Enako obravnavanje v poklicnih sistemih socialne varnosti
Without prejudice to Article 4, there shall be no direct or indirect discrimination on grounds of sex in occupational social security schemes, in particular as regards:
Brez poseganja v člen 4 v poklicnih sistemih socialne varnosti ne sme biti nobene neposredne ali posredne diskriminacije zaradi spola, zlasti glede:
the scope of such schemes and the conditions of access to them;
obsega takih sistemov in pogojev za dostop do njih;
the obligation to contribute and the calculation of contributions;
obveznosti v zvezi s prispevki in izračunavanjem prispevkov;
the calculation of benefits, including supplementary benefits due in respect of a spouse or dependants, and the conditions governing the duration and retention of entitlement to benefits.
izračunavanja prejemkov, vključno z dodatnimi prejemki, ki se plačujejo za zakonskega partnerja ali vzdrževane družinske člane, ter pogojev v zvezi s trajanjem in ohranitvijo upravičenosti do prejemkov.
Personal scope
Področje uporabe glede na osebe
This Chapter shall apply to members of the working population, including self-employed persons, persons whose activity is interrupted by illness, maternity, accident or involuntary unemployment and persons seeking employment and to retired and disabled workers, and to those claiming under them, in accordance with national law and/or practice.
To poglavje se uporablja za delovno aktivno prebivalstvo, vključno s samozaposlenimi osebami, za osebe, katerih delo je prekinjeno zaradi bolezni, materinstva, nesreče ali neprostovoljne brezposelnosti, iskalce zaposlitve ter za upokojene delavce in delavce invalide ter za njihove upravičence v skladu z nacionalno zakonodajo in/ali prakso.
Material scope
Področje uporabe glede na vsebino
This Chapter applies to:
To poglavje se uporablja za:
occupational social security schemes which provide protection against the following risks:
poklicne sisteme socialne varnosti, ki zagotavljajo varstvo pred naslednjimi tveganji:
sickness,
boleznijo;
invalidity,
invalidnostjo;
old age, including early retirement,
starostjo, vključno s predčasno upokojitvijo;
industrial accidents and occupational diseases,
nesrečami pri delu in poklicnimi boleznimi;
unemployment;
brezposelnostjo;
occupational social security schemes which provide for other social benefits, in cash or in kind, and in particular survivors' benefits and family allowances, if such benefits constitute a consideration paid by the employer to the worker by reason of the latter's employment.
poklicne sisteme socialne varnosti, ki zagotavljajo druge socialne pravice kot prejemke v denarju ali v naravi, še zlasti pokojnine preživelih družinskih članov in družinske prejemke, če prejemki te vrste predstavljajo plačilo, ki ga delodajalec izplača delavcu na podlagi njegove zaposlitve.
This Chapter also applies to pension schemes for a particular category of worker such as that of public servants if the benefits payable under the scheme are paid by reason of the employment relationship with the public employer.
To poglavje se uporablja tudi za pokojninske sheme za posebno kategorijo delavcev, kot so javni uslužbenci, če se prejemki iz sheme izplačujejo delavcu na podlagi delovnega razmerja z delodajalcem javnega sektorja.
The fact that such a scheme forms part of a general statutory scheme shall be without prejudice in that respect.
Dejstvo, da je taka shema del splošnega, zakonsko predpisanega sistema, s tem v zvezi nima vpliva.