natgillin/translations-raw huggingface dataset:
Upon retirement, OTE employees receive two lump sums: (a) a lump sum imposed by the law, equivalent to 11,6 times the last gross monthly salary, and (b) a lump sum negotiated by OTE and the unions not exceeding EUR 20100, plus 9 gross monthly salary payments (compared to 9,6 salary payments in the case of private firms).
Zaposleni v OTE prejmejo ob upokojitvi dve enkratni izplačili pavšalnega zneska: (a) enkratni pavšalni znesek, ki ga določa zakon, v višini 11,6-kratnega zneska zadnje bruto mesečne plače, in (b) enkratni pavšalni znesek, o katerem se družba OTE pogaja s sindikati in ki ne presega 20100 EUR plus 9 bruto mesečnih plač (v primerjavi z 9,6 plače v primeru zasebnih podjetij).
Retirement scheme
Shema upokojevanja
OTE employees are obliged to retire when (a) they complete 35 years of full service or (b) when they complete 30 years of full service, and reach the age of 58 years, or (c) when they reach the age of 62 years and fulfil the minimum years of service under the law, namely 15 years or 4500 days of work.
Zaposleni pri OTE se morajo upokojiti, ko (a) imajo 35 let delovne dobe ali (b) ko imajo 30 let delovne dobe in dopolnijo starost 58 let ali (c) ko dopolnijo starost 62 let in imajo minimalno delovno dobo po zakonu, to je 15 let ali 4500 delovnih dni.
Those who are entitled to a pension but have not reached the age for mandatory retirement can continue to work until they do so.
Zaposleni, ki so upravičeni do pokojnine, vendar še niso dopolnili zahtevane starosti za upokojitev, lahko nadaljujejo delo, dokler ne dosežejo zahtevane starosti.
Upon retirement, OTE employees are entitled to a pension in accordance with the conditions set out in the Greek social security legislation that applies to a series of special pension funds, including OTE’s pension fund.
Ob upokojitvi so zaposleni pri OTE upravičeni do pokojnine v skladu s pogoji, ki jih določa zakonodaja o socialni varnosti, ki se nanaša na številne posebne pokojninske sklade, vključno s pokojninskim skladom OTE.
This means that OTE employees are entitled to a full pension, that is to say 80 % of their final salary.
To pomeni, da so zaposleni pri OTE upravičeni do polne pokojnine, to je približno 80 % njihove končne plače.
Their main pension is paid by the public-law Insurance Fund for OTE Employees (TAP-OTE) [7].
Osnovno pokojnino plača javni zavarovalni sklad za zaposlene pri OTE (TAP-OTE) [7].
An auxiliary public law insurance scheme which manages the ‘OTE Assistance Fund’ further provides a maximum auxiliary pension of 20 % of the final salary.
Pomožna javna zavarovalna shema, ki upravlja „Sklad družbe OTE za pomoč“, zagotavlja pomožno pokojnino, ki znaša največ 20 % končne plače.
Both the general pension (80 %) and the auxiliary pension (20 %) are incorporated into law and thus mandatory for OTE.
Splošna pokojnina (80 %) in pomožna pokojnina (20 %) sta vključeni v zakonodajo, zato ju mora družba OTE obvezno plačati.
The restructuring of OTE and the VRS
Prestrukturiranje družbe OTE in shema prostovoljnega upokojevanja
Based on a study carried out by the McKinsey consulting firm and in order to ensure the long-term viability of the company, OTE adopted a package of restructuring measures in May 2004, the key element of which is the voluntary retirement scheme (VRS).
Družba OTE je maja 2004 na podlagi raziskave, ki jo je izvedelo svetovalno podjetje McKinsey, in za zagotovitev dolgoročne sposobnosti preživetja podjetja sprejela paket ukrepov za prestrukturiranje, katerih glavni element je shema prostovoljnega upokojevanja („SPU“).
With the VRS, OTE aims to reduce its permanent staff and be in a position to recruit new qualified staff that will no longer enjoy permanent status.
OTE želi z SPU zmanjšati število stalno zaposlenih in imeti možnost zaposlovati novo usposobljeno osebje, ki ne bo več imelo statusa stalno zaposlenih.
OTE currently employs around 16000 people enjoying guaranteed employment.
V družbi OTE je trenutno zaposlenih okoli 16000 ljudi, ki imajo zagotovljeno zaposlitev.
The McKinsey study indicated that OTE could operate and offer the same kind of services with approximately 30 % fewer employees.
McKinseyeva raziskava je pokazala, da bi družba OTE lahko poslovala in omogočala enake storitve s približno 30 % manj zaposlenih.
In addition, the study highlighted the need to recruit qualified staff capable of dealing with IT, new technologies, marketing sales, finance and regulatory issues.
Z raziskavo se je tudi poudarila potreba po zaposlovanju usposobljenega osebja, ki je sposobno delati na področju IT, novih tehnologij, trženja, financ in regulativnih vprašanj.
The average age of OTE’s staff (47 years) and the fact that only a small percentage of the current workforce (19 %) holds a university or college diploma further compound OTE’s labour inflexibility.
Delovna neprožnost družbe OTE deloma izhaja tudi iz povprečne starosti zaposlenih (47 let) in dejstva, da ima samo nizek odstotek trenutno zaposlenih (19 %) univerzitetno ali višjo izobrazbo.
An abolition of the permanent status of existing OTE staff — which could have enabled OTE to reduce its workforce like any other company — would have given rise, according to the Greek authorities, to serious legal constitutional concerns and was therefore discarded as an unrealistic option.
Odprava statusa stalno zaposlenih za sedanje osebje družbe OTE – s čimer bi se družbi OTE omogočilo, da zmanjša delovno silo, kot vsako drugo podjetje – bi po mnenju grških organov povzročila resne pravne ustavne pomisleke in je bila zato izločena kot nerealistična možnost.
Given the permanent status of OTE’s employees as currently enshrined in legislation, a reduction in the workforce was possible only with the consent of the employees’ trade union (OME-OTE).
Glede na status stalno zaposlenih pri OTE, ki ga trenutno določa zakonodaja, je bilo zmanjšanje delovne sile mogoče samo s privolitvijo sindikata delavcev (OME-OTE).
In this respect, a VRS was first agreed between OTE and the company’s trade union in February 2005, conditional upon the Government passing legislation giving it binding effect.
Zato sta se OTE in sindikat podjetja februarja 2005 naprej dogovorila o SPU, pod pogojem, da vlada sprejme zakonodajo, s katero bo imela shema zavezujoč učinek.
In May 2005, OTE also concluded a collateral collective employment agreement with the trade union whereby any new recruits would no longer benefit from the permanent status.
Maja 2005 je družba OTE s sindikatom podpisala tudi dodatno kolektivno pogodbo o zaposlitvi, po kateri novo osebje ne bo več imelo statusa stalno zaposlenih.
The relevant legislation was passed on 14 July 2005 (Law No 3371/2005) and the VRS agreement between OTE and the trade union was finalized on 20 July 2005.
Ustrezna zakonodaja je bila sprejeta 14. julija 2005 (Zakon št. 3371/2005), sporazum o SPU med družbo OTE in sindikatom je bil dokončno izoblikovan 20. julija 2005.
This provided the legal framework which OTE needed in order to offer early retirement to around 6000 people while at the same time being able to take on new staff (around 1200 people) subject to the ordinary labour laws (i.e. with no permanent status).
OTE je potrebovala tak pravni okvir, da bi lahko okoli 6000 zaposlenim omogočila možnost zgodnje upokojitve in zaposlila novo osebje (okoli 1200 ljudi) po običajnem delovnem pravu (tj. brez statusa stalno zaposlenih).
The right to early retirement was given to employees who by 2012 will have reached the mandatory retirement age, namely the age of 58 and 30 years of service, or 35 full years of service, or the age of 62 years and 15 years of service.
Zaposlenim, ki bodo leta 2012 dosegli zahtevano upokojitveno starost, tj. 58 let, in ki bodo imeli 30 let delovne dobe ali 35 let delovne dobe ali ki bodo dosegli 62 let in imeli 15 let delovne dobe, je bila ponujena pravica do predčasne upokojitve.
The remaining years of service (‘notional years’) of employees opting for early retirement would be recognised and these employees would be entitled to immediate pension payments.
Upoštevala bi se preostala leta delovne dobe („hipotetična leta“) zaposlenih, ki bi želeli izkoristiti možnost predčasne upokojitve, in ti bi bili upravičeni do takojšnjih izplačil pokojnine.
The recognition of a maximum of eight notional years of employment is the basis for the calculation of the main and auxiliary pensions as well as the two lump-sum retirement payments, one from OTE and one from the auxiliary fund.
Osnova za izračun glavnih in pomožnih pokojnin in dveh enkratnih izplačil pavšalnih zneskov za upokojitev, ena s strani OTE in druga iz pomožnega sklada, je priznanje največ osmih hipotetičnih let delovne dobe.
Other employees who are close to retirement and already fulfil the general requirements for full pension rights would be entitled to only one lump-sum payment of between EUR 5000 and EUR 30000 [8].
Drugi zaposleni, ki so pred upokojitvijo in že izpolnjujejo splošne zahteve za polno pokojnino, bi bili upravičeni do samo enega enkratnega zneska v višini od 5000 EUR do 30000 EUR [8].
According to the Greek authorities, the conditions of the current VRS had to be more generous than similar early retirement measures in the past in order to ensure maximum take-up by employees [9].
Po navedbah grških organov so morali biti pogoji trenutne SPU bolj ugodni kot podobni ukrepi za predčasno upokojevanje iz preteklosti, da se zagotovi čim številčnejše sodelovanje zaposlenih [9].
Legal framework for the VRS and its financing
Pravni okvir za SPU in njeno financiranje
On 14 July 2005, following the conclusion of the agreement between OTE and the trade unions on the implementation of the VRS, the Greek Parliament adopted Law No 3371/2005.
Dne 14. julija 2005, po sklenitvi sporazuma med OTE in sindikati o izvajanju SPU, je grški parlament sprejel Zakon št. 3371/2005.
Article 74 of that Law gives the necessary legal effect to the VRS and lays down the State’s financial contribution to the scheme.
Člen 74 tega Zakona SPU uveljavlja pravni učinek in določa finančni prispevek države k shemi.
In particular, Article 74 of the Law gives permanent OTE employees reaching the statutory retirement age by 31 December 2012 the possibility of requesting immediate discharge while receiving the pension they would have received if they remained with OTE until that date.
V členu 74 Zakona je določeno, da lahko stalno zaposleni pri OTE, ki izpolnjujejo zakonsko predpisano starost za upokojitev do 31 decembra 2012, zahtevajo takojšnjo prekinitev delovnega razmerja in hkrati dobivajo polno pokojnino, kot bi jo dobili, če bi pri OTE ostali do tega datuma.
For that purpose, the employees are granted recognition of as much notional employment time as necessary, with regards to both the main and the auxiliary pension.
Za ta namen se zaposlenim prizna toliko hipotetičnih let delovne dobe, kot jih potrebujejo glede na glavno in pomožno pokojnino.
Following discharge, the employees are entitled to immediate payment of the pension calculated in this way.
Po prekinitvi delovnega razmerja so zaposleni upravičeni do takojšnjega izplačila pokojnine, izračunane na ta način.
The expenditure arising from the recognition of notional employment time in respect of the total pension contributions of the employees and of the employer, as well as the expenditure arising from the pensions which are awarded by TAP-OTE, will be borne by OTE and the Greek authorities.
Stroške, ki nastanejo zaradi priznanja hipotetične delovne dobe v zvezi s prispevki zaposlenih in delodajalca za polno pokojnino, ter stroške, ki nastanejo zaradi pokojnin, ki jih dodeli TAP-OTE, bodo krili OTE in grški organi.
On the other hand, the costs relating to the auxiliary pensions and the lump-sum payment is to be borne entirely by OTE.
Stroške, povezane s pomožno pokojnino in izplačili pavšalnih zneskov, pa v celoti krije OTE.
Pursuant to Article 74(4)(a) of Law No 3371/2005, the Greek authorities are to transfer 4 % of the share capital of OTE to TAP-OTE.
Na podlagi člena 74(4) Zakona št. 3371/2005 bodo grški organi nakazali 4 % osnovnega kapitala OTE v TAP-OTE.
The value of the Greek State’s contribution to the VRS is calculated by multiplying the total number of shares (490582879) in OTE by 4 % and by the current OTE stock value as quoted on the Athens Stock Exchange.
Vrednost prispevka grške države v SPU je izračunana tako, da se celotno število delnic (490582879) v OTE pomnoži s 4 % in s trenutno vrednostjo delnice družbe OTE na grški borzi.
Under to the Law, the Minister for Economic Affairs and Finance is authorised to sign contracts effecting the aforesaid transfer and setting out the rights of the Greek State in relation to those shares, including the Greek State’s right to buy back the shares if it so wishes (call option), but also the obligation to do so should the pension fund need cash to fund the pension benefits under the VRS (put option) at their closing price on the day of the non-stock-market transfer.
Po zakonu je minister za gospodarstvo in finance pooblaščen, da podpiše pogodbe, ki se nanašajo na navedeni prenos in določajo pravice grške države v zvezi s temi delnicami, vključno s pravico grške države, da ponovno kupi delnice, če to želi (nakupna opcija), ter tudi obveznostjo, da to stori, če bi pokojninski sklad potreboval denar za vložitev glavnice za pokojninske pravice iz SPU (prodajna opcija), po končni ceni na dan neprofitnega prenosa.
Implementing measures and other details concerning the execution of these options have not yet been specified, pending the Commission’s assessment.
Izvedbeni ukrepi in druge podrobnosti o izvedbi teh možnosti še niso bile določene, dokler Komisije ne poda ocene.
Costs of the VRS and value of the Greek State’s financial contribution
Stroški SPU in vrednost finančnega prispevka Grčije
In the notification, the Greek authorities explained that the costs of the VRS based on the expected departure of 6000 employees would amount to approximately EUR 1,5 billion spread over a period of seven years (i.e. from 2005 to 2012), with the main costs accruing from 2005 to 2007.
V obvestilu so grški organi pojasnili, da bi stroški SPU na podlagi pričakovanega odhoda 6000 zaposlenih znašali okoli 1,5 milijarde EUR v obdobju sedmih let (tj. od leta 2005 do leta 2012), z glavnimi stroški od leta 2005 do leta 2007.
In 2005 the expected costs of the scheme were estimated at around EUR 500 million. At current prices, the costs would amount to approximately EUR 1,2 billion [10].
Leta 2005 so bili pričakovani stroški sheme ocenjeni na okoli 500 milijonov EUR. Ob tekočih cenah bi stroški znašali okoli 1,2 milijarde EUR [10].
On 20 December 2005 the Greek authorities informed the Commission that a total number of 5525 employees had submitted a valid application within the required timeframe for taking part in the VRS, approximately 90 % of the initially envisaged workforce reduction.
Grški organi so 20. decembra 2005 obvestili Komisijo, da je skupno 5525 zaposlenih predložilo veljavno vlogo v predpisanem času za sodelovanje v SPU, kar je približno 90 % prvotno predvidenega zmanjšanja delovne sile.
Notwithstanding the fact that the exact figure would not be known until all applications had been fully processed and assessed in detail, the Greek authorities estimate that the overall cost of the VRS will be around EUR 1,1 billion (or around EUR 863 million in net present value terms).
Ne glede na dejstvo, da bo točen znesek znan šele, ko bodo vse vloge v celoti obdelane in podrobno ocenjene, grški organi ocenjujejo, da bodo celotni stroški SPU znašali okoli 1,1 milijarde EUR (ali okoli 863 milijonov EUR po neto sedanji vrednosti).
As indicated above, the Greek State’s participation takes the form of a transfer of 4 % of its shares in the company to the TAP-OTE pension fund.
Kot je navedeno zgoraj, Grčija svoj delež prispeva v obliki prenosa 4-odstotnega deleža v družbi na pokojninski sklad TAP-OTE.
Based on the share price of OTE on the date of the publication of the Law (14 July 2005), the value of the 4 % of the shares to be transferred from the State to the pension fund was around EUR 315 million. However, given that the value of the shares will be determined on the day of the transfer, the State’s contribution may well be higher.
Na podlagi borznega tečaja družbe OTE na dan objave Zakona (14. julija 2005) je bila vrednost 4-odstotnih delnic države za prenos na pokojninski sklad okoli 315 milijonov EUR. Glede na dejstvo, da bo vrednost delnic določena na dan prenosa, bo morda prispevek države višji.
Since July 2005, the share price of OTE has increased from around EUR 16 in July 2005 to around EUR 23 by mid-January 2006, and around EUR 22 in early February 2007.
Od julija 2005 se je borzni tečaj OTE dvignil z okoli 16 EUR v juliju 2005 na okoli 23 EUR do sredine januarja 2006 in padel na okoli 22 EUR v začetku februarja 2007.
The arguments of the Greek authorities
Utemeljitve grških organov
The Greek authorities consider that the State’s contribution to the VRS does not constitute State aid.
Grški organi trdijo, da prispevek države k SPU ne pomeni državne pomoči.
In providing finance for the VRS, the Greek State has acted like a private investor.
Pri zagotavljanju finančnih sredstev za SPU je grška država delovala kot zasebni vlagatelj.
Furthermore, the State’s contribution only partially relieved OTE from the extra costs resulting from the VRS as compared to less costly similar schemes offered under the generally applicable labour laws and regulations.
Nadalje je državni finančni prispevek družbo OTE samo delno oprostil dodatnih stroškov za SPU v primerjavi s cenejšimi podobnimi shemami v skladu s splošno veljavnimi delovnimi zakoni in predpisi.
Consequently, the aim of the State’s contribution was merely to restore a level playing field and therefore not to distort competition.
Cilj državnega finančnega prispevka je bil samo obnoviti enake pogoje delovanja, ne pa izkrivljati konkurence.
The Greek authorities take the view that OTE is at a disadvantage vis-à-vis its competitors in the recently liberalised market for fixed telephony.
Grški organi menijo, da je družba OTE na nedavno liberaliziranem trgu fiksne telefonije v primerjavi s svojimi tekmeci v slabšem položaju.
Due to the life tenure status of OTE employees, OTE could not unilaterally dismiss staff but had to have recourse to voluntary redundancy offers.
Glede na stalni zaposlitveni status zaposlenih pri družbi OTE, ta družba ni mogla enostransko odpustiti osebja, ampak je morala uporabiti prostovoljne ponudbe v zvezi s presežki delovne sile.
In order for such an offer to be attractive, OTE had to offer its employees voluntary redundancy terms and conditions that reflected the latter’s permanent status.
Da bi bile te ponudbe zanimive za zaposlene, jim je družba OTE morala ponuditi pogoje za prostovoljno upokojitev v skladu s statusom stalno zaposlenih.
More particularly, the State’s contribution to the VRS would compensate only partially for the additional costs caused by two main types of structural disadvantages which are due to the legacy of OTE as a state-owned monopoly: (a) the permanent quasi-civil-servant status of OTE employees, guaranteed by law, and (b) the higher salaries (also imposed by law) which significantly increase the overall costs of the scheme.
Prispevek države k SPU bi samo delno nadomestil dodatne stroške zaradi dveh glavnih vrst strukturnih težav, ki so posledica preteklega položaja družbe OTE kot državnega monopolista: (a) stalni status kvazi državnih uradnikov zaposlenih pri OTE, zagotovljen z zakonom, in (b) višje plače (tudi določene z zakonom), ki znatno zvišujejo celotne stroške sheme.
As a result, OTE is put at a disadvantage vis-à-vis its competitors in the recently liberalised market for fixed telephony.
Posledično je OTE v slabšem položaju v primerjavi s svojimi tekmeci na nedavno liberaliziranem trgu fiksne telefonije.
Thus, the State’s contribution can be deemed to be in line with recent case-law in this area, and in particular with the judgment of the Court of First Instance in Combus [11] according to which freeing a public-sector company from structural disadvantages as compared to its private-sector competitors, such as those due to the ‘privileged and costly status of officials’, does not constitute State aid.
Zato se državni finančni prispevek lahko šteje kot skladen z nedavno sodno prakso na tem področju in še posebej s sodbo Sodišča prve stopnje Combus [11], v skladu s katero odprava strukturnih težav podjetja v javnem sektorju, kot so težave zaradi „prednostnega in dragega položaja uradnikov“, v primerjavi z njegovimi tekmeci iz zasebnega sektorja ne pomeni državne pomoči.
The Greek authorities proposed a two-stage calculation aimed at identifying separately (a) the financial burden imposed on OTE by the permanent status, and (b) the burden imposed by inflated salaries.
Grški organi so predlagali dvostopenjski izračun, da bi posebej določili (a) finančno obremenitev družbe OTE zaradi statusa stalno zaposlenih in (b) obremenitev zaradi visokih plač.
In particular, the financial burden imposed on OTE by the permanent status is calculated by comparing the costs of the planned VRS and the costs that would have been incurred had OTE been a private company able to dismiss its staff offering the minimum compensation required by law in the case of dismissal.
Finančna obremenitev družbe OTE zaradi stalnega statusa se izračuna s primerjavo stroškov načrtovane SPU in stroškov, ki bi nastali, če bi bila OTE zasebno družba, ki bi lahko odpustila svoje zaposlene in jim ponudila najnižje nadomestilo po zakonu v primeru odpusta.
However, given that under Greek law mass redundancy schemes are subject to prior ministerial authorisation [12], the Greek authorities consider that a private company would also most likely have had to offer more generous terms than the minimum legal requirements in order to implement a wide-ranging VRS.
Glede na dejstvo, da mora v skladu z grško zakonodajo sheme za množične presežke delovne sile predhodno odobriti minister [12], grški organi menijo, da bi zasebna družba morala ponuditi bolj ugodne pogoje, kot so minimalne pravne zahteve, da bi lahko izvajali obširno SPU.
In this respect, the Greek authorities estimate that private companies would have offered benefits 1,5 to 2,5 times in excess of the redundancy compensation payments provided for by law, or on average twice the legal redundancy compensation payments [13].
V tem pogledu grški organi ocenjujejo, da bi zasebne družbe ponudile 1,5- do 2,5-krat večje ugodnosti kot so nadomestila za upokojitev, ki jih določa zakon, ali povprečno dvakratno zakonsko predpisano nadomestilo za upokojitev zaradi presežka delovne sile [13].
In this case, the additional permanency costs of the VRS would be EUR 269 million.
V tem primeru bi dodatni stroški SPU zaradi statusa stalno zaposlenih znašali 269 milijonov EUR.
Next, comparing the cost of OTE’s VRS with the costs of a VRS based on private-sector salaries, which are roughly one third lower than salaries paid by OTE, the Greek authorities estimate the additional salary burden on OTE at EUR 193 million, based on a comparison between OTE’s costs and twice the minimum legal redundancy compensation payments.
Nadalje, če primerjamo stroške SPU družbe OTE s stroški SPU, ki temelji na plačah zasebnega sektorja, ki so približno eno tretjino nižje kot plače pri OTE, grški organi ocenjujejo dodatno obremenitev družbe OTE zaradi plač v višini 193 milijonov EUR, in sicer na podlagi primerjave med stroški družbe OTE in dvakratnim zneskom zakonsko predpisanega minimalnega nadomestila zaradi presežka delovne sile.
Taking the alleged additional costs due to both permanency and higher salaries together, the total extra burden imposed on OTE amounts to EUR 462 million, which exceeds the State’s contribution as estimated at the time of the notification (around EUR 315 million).
Ob upoštevanju domnevnih dodatnih stroškov zaradi statusa stalno zaposlenih in višjih plač celotna dodatna obremenitev družbe OTE znaša 462 milijonov EUR, kar presega prispevek države, ocenjen v času obvestila (okoli 315 milijonov EUR).