natgillin/translations-raw huggingface dataset:
The Promotions Board may propose to the Director one of the following measures to reward staff members whose performance was recognised as particularly good:
Komisija za napredovanja lahko direktorju predlaga enega od naslednjih ukrepov, da se nagradijo uslužbenci, ki še posebej dobro opravljajo svoje delo:
the award of a financial bonus;
dodelitev finančne nagrade;
an exceptional advancement in step;
izjemno napredovanje v stopnji;
a promotion to the higher grade provided that the budgeted post allows such promotion.
napredovanje v višji razred, če proračunska sistemizacija dopušča tako napredovanje.
An adverse report may justify keeping the staff member at his present step for an additional year.
Negativno poročilo lahko upraviči, da uslužbenec ostane na obstoječi stopnji še za eno leto.
Two or more successive adverse reports may justify termination or non-renewal of contracts.
Dve ali več negativnih poročil ima lahko za posledico nepodaljšanje pogodbe o zaposlitvi.
If the additional intermediary report referred to in Article 24(3) does not show any improvement in the performance of the staff member, the Director may take one of the following measures:
Če dodatno vmesno poročilo iz člena 24(3) ne pokaže izboljšanja v uslužbenčevem opravljanju nalog, lahko direktor sprejme enega od naslednjih ukrepov:
keep the staff member at his present step for an additional period of 12 months;
uslužbenec ostane na trenutni stopnji dodatnih dvanajst mesecev;
terminate the contract of the staff member in accordance with point 3 of Article 7.
prenehanje pogodbe uslužbenca v skladu s točko 3 člena 7.
The amount of the financial bonus provided for in paragraph 1 and the other implementing rules in respect of this Article shall be decided by the Director at the beginning of each financial year.
O višini denarne nagrade iz odstavka 1 in drugih izvedbenih predpisih tega člena odloči direktor na začetku vsakega proračunskega leta.
Any failure by a staff member or former staff member to comply with his obligations under these Staff Regulations, whether intentionally or through negligence on his part, shall make him liable to disciplinary action.
Uslužbenec ali nekdanji uslužbenec je disciplinsko odgovoren, če namerno ali iz malomarnosti ne ravna v skladu s svojimi obveznostmi po teh kadrovskih predpisih.
Where the Director becomes aware of evidence of failure within the meaning of paragraph 1, he may launch administrative investigations to verify whether such failure has occurred.
Kadar direktor izve za dokaze o neizpolnjevanju obveznosti v smislu odstavka 1, lahko sproži upravno preiskavo, s katero se preveri, ali je prišlo da takega neizpolnjevanja obveznosti.
Disciplinary rules, procedures and measures and the rules covering administrative investigations are laid down in Annex IX.
Disciplinska pravila, postopki in ukrepi ter pravila glede upravnih preiskav so določeni v Prilogi IX.
Appeals and Appeals Board
Pritožbe in komisija za pritožbe
Any person to whom these Staff Regulations apply may submit to the Director a request that he take a decision relating to him in matters covered by these Staff Regulations.
Vsaka oseba, za katero veljajo ti kadrovski predpisi, lahko pri direktorju vloži zahtevo za sprejetje odločitve, ki se nanaša nanjo, v zadevah iz teh kadrovskih predpisov.
The Director shall notify the person concerned of his reasoned decision within two months from the date on which the request was made.
Direktor obvesti zadevno osebo o svoji obrazloženi odločitvi v dveh mesecih od datuma zahteve.
If at the end of that period no reply to the request has been received, this shall be deemed to constitute an implied decision rejecting it, against which a complaint may be lodged in accordance with the following paragraphs.
Če po izteku tega roka ni odgovora na zahtevo, se šteje, da gre za molk organa, ki pomeni zavrnitev zahteve, zoper katero se lahko vloži pritožba v skladu z naslednjimi odstavki.
Any person to whom these Staff Regulations apply may submit to the Director a complaint against an act adversely affecting him, either where the Director has taken a decision or where he has failed to adopt a measure prescribed by the Staff Regulations.
Vsaka oseba, za katero veljajo ti kadrovski predpisi, lahko pri direktorju vloži pritožbo zoper akt, ki je imel zanjo negativne posledice, ne glede na to, ali je direktor sprejel odločitev ali pa ni sprejel nobenega od ukrepov, predpisanih v kadrovskih predpisih.
on the date of the notification of the decision to the person concerned, but in no case later than the date on which the latter received such notification, if the measure affects a specified person; if, however, an act affecting a specified person also contains a complaint against another person, the period shall start to run in respect of that other person on the date on which he receives notification thereof but in no case later than the date of publication;
na dan, ko zadevno osebo uradno obvestijo o odločitvi, nikakor pa ne pozneje kot na dan, ko je ta prejela uradno obvestilo, če ukrep zadeva neko določeno osebo; če pa akt, ki zadeva neko določeno osebo, vključuje tudi pritožbo zoper drugo osebo, začne rok glede na to drugo osebo teči na dan, ko prejme uradno obvestilo o tem, in nikakor ne pozneje od dneva objave;
The Director shall notify the person concerned of his reasoned decision within one month from the date on which the complaint was lodged.
Direktor obvesti zadevno osebo o svoji obrazloženi odločitvi v enem mesecu po datumu vložitve pritožbe.
If at the end of that period no reply to the complaint has been received, this shall be deemed to constitute an implied decision rejecting it, against which an appeal may be lodged under paragraph 5.
Če po izteku tega roka ni odgovora na pritožbo, se šteje, da gre za molk organa, ki pomeni zavrnitev zahteve, zoper katero se lahko vloži pritožba na podlagi odstavka 5.
Such mediation is not mandatory.
To posredovanje ni obvezno.
The Director shall appoint a mediator for a renewable period of three years.
Direktor imenuje posrednika, za obdobje treh let, z možnostjo podaljšanja.
The mediator shall be a qualified, independent legal expert.
Posrednik je usposobljen, neodvisen pravni strokovnjak.
He shall submit his conclusions within 15 days of the date on which he has been apprised of the case.
Svoje zaključke sporoči v 15 dneh od datuma, ko je bil seznanjen s primerom.
Having exhausted the possibilities of the first resort (an internal administrative appeal), staff members shall be at liberty to seek a settlement before the Centre’s Appeals Board.
Če so bile izčrpane vse možnosti v prvem poskusu (interna upravna pritožba), se uslužbenec za rešitev lahko obrne na komisijo centra za pritožbe.
The Appeals Board may:
Komisija lahko:
annul, or confirm, the decisions complained of;
odločitve, ki so predmet pritožbe, razveljavi ali potrdi;
order the Centre incidentally to compensate any material damage sustained by the staff member starting from the day the annulled decision began to have effect;
centru naloži povračilo vse materialne škode, ki jo je utrpel uslužbenec, začenši z dnem, ko je začel veljati sklep o razveljavitvi ukrepa;
rule further that the Centre shall reimburse, within limits to be fixed by the Appeals Board, justified expenses incurred by the claimant, as well as expenses relating to transport and subsistence incurred by witnesses who have been heard.
sprejme tudi odločitev, da mora center v obsegu, ki ga določi komisija, povrniti potrebne stroške vlagatelja zahtevka, kakor tudi stroške, ki se nanašajo na prevoz in stroške bivanja zaslišanih prič.
These expenses shall be calculated on the basis of Article 18 and Annex VII of these Staff Regulations.
Ti stroški se izračunajo na podlagi člena 18 in Priloge VII k tem kadrovskim predpisom.
Pension schemes
Pokojninsko zavarovanje
The rules and conditions contained in the Pension Schemes Rules of the Centre, in accordance with the Pension Scheme Rules of the Coordinated Organisations, are applied to the staff members of the Centre.
Pravila in pogoji, ki jih vsebujejo pravila pokojninskega zavarovanja centra, v skladu s pravili pokojninskega zavarovanja koordiniranih organizacij, se uporabljajo za uslužbence centra.
The New Pension Scheme (NPS) of the Centre applies to staff members who have taken up duty after 30 June 2005.
Novo pokojninsko zavarovanje centra (NPS) se uporablja za uslužbence, ki so se zaposlili po 30. juniju 2005.
Secondment of the Centre’s staff members
Napotitev uslužbencev centra
A staff member on secondment is a staff member who, by decision of the Director, has been directed in the interests of the service to serve temporarily in a post outside the Centre.
Napoteni uslužbenec je uslužbenec, ki je na podlagi odločitve direktorja v interesu službe začasno razporejen na delovno mesto izven centra.
Secondment in the interests of the service shall be governed by the following rules:
Napotitev zaradi službenih razlogov urejajo naslednja pravila:
the decision on secondment shall be taken by the Director after hearing the staff member concerned;
odločitev o napotitvi sprejme direktor po zaslišanju zadevnega uslužbenca;
the duration of secondment shall be determined by the Director;
trajanje napotitve določi direktor;
at the end of every six months, the staff member concerned may request that the secondment be terminated;
po vsakokratnem preteku šestih mesecev zadevni uslužbenec lahko zahteva, da napotitev preneha;
a staff member on secondment is entitled to receive a differential payment where the total remuneration carried by the post to which he is seconded is less than that carried by his grade and step in the Centre; he shall likewise be entitled to reimbursement of all additional expenses entailed by his secondment;
napoteni uslužbenec ima pravico do razlike v plačilu, kadar so skupni osebni prejemki za delovno mesto, na katero je napoten, nižji od prejemkov za razred in stopnjo v centru; prav tako je upravičen do povračila vseh dodatnih stroškov, ki nastanejo zaradi napotitve;
a staff member on secondment shall continue to pay pension contributions based on the salary for active employment carried by his grade and step in the Centre;
napoteni uslužbenec še naprej plačuje pokojninske prispevke na podlagi plače za aktivno zaposlitev za razred in stopnjo v centru;
a staff member on secondment shall retain his post, his right to advancement to a higher step and his eligibility for promotion;
napoteni uslužbenec ohrani svoje delovno mesto, pravico do povišanja v stopnji in upravičenost do napredovanja;
when his secondment ends a staff member shall at once be reinstated in the post formerly occupied by him or in the first vacant post corresponding to his grade provided that he satisfies the requirements for that post.
ob koncu napotitve začne uslužbenec takoj ponovno delati na svojem prejšnjem delovnem mestu ali na prvem izpraznjenem delovnem mestu, ki ustreza njegovemu razredu, če izpolnjuje pogoje za to delovno mesto.
PROVISIONS APPLICABLE TO LOCAL STAFF
DOLOČBE ZA LOKALNE USLUŽBENCE
Statutory provisions
Statutarne določbe
Local staff are auxiliary personnel recruited in principle for short periods.
Lokalni uslužbenci so pomožni uslužbenci, ki so načeloma zaposleni za krajša obdobja.
They do not have the status of international staff, and are entirely subject to the laws and regulations of the host State where they are employed.
Nimajo statusa mednarodnih uslužbencev in za njih v celoti veljajo zakoni in predpisi države gostiteljice, v kateri so zaposleni.
local staff are employees who do not occupy posts defined in the Centre’s table of staff members;
Lokalni uslužbenci so uslužbenci, ki ne zasedajo delovnih mest, določenih v tabeli uslužbencev.
subject to the provisions of this Title, the conditions of employment of local staff, in particular:
Ob upoštevanju določb tega naslova določa pogoje za zaposlovanje lokalnih uslužbencev, zlasti:
the conditions of their engagement and termination of their contract;
pogoje zaposlovanja in prekinitev pogodbe;
their leave; and
dopust in
their remuneration
osebne prejemke,
are determined by the Centre in accordance with current rules and practice in the place where they are to perform their duties;
center skladno z veljavnimi predpisi in prakso v kraju, v katerem opravljajo delo.
local staff is bound by the provisions as established by Title I and the following provisions of Title II:
Za lokalne uslužbence veljajo določbe iz naslova I in naslednje določbe iz naslova II:
Chapter II: Articles 5 (age limit for employment) and 6 (medical examinations);
poglavje II: člena 5 (starostna meja zaposlitve) in 6 (zdravniški pregledi);
Chapter III: Article 15 (salary advances);
poglavje III: člen 15 (predujmi plač);
Chapter IV: Article 18 (travel on duty);
poglavje IV: člen 18 (službena potovanja);
Chapter V: Articles 19 (hours of work) and 21 (public holidays);
poglavje V: člena 19 (delovni čas) in 21 (državni prazniki);
Annex IX: compensation for damage;
Priloga IX: odškodnina za povzročeno škodo,
and any regulations based thereon.
in vsi predpisi na njihovi podlagi.
As regards social security, the Centre shall be responsible for the employer’s share of the social security contributions under current regulations in the place where they are to perform their duties.
Kar zadeva socialno varnost, center plačuje prispevke delodajalcev za socialno varnost po veljavnih predpisih v kraju, v katerem lokalni uslužbenci opravljajo delo.
The remuneration of local staff shall be fixed contractually; it shall be made up of a net monthly salary excluding any additional allowances, whatever the family or social situation of the person concerned.
Osebni prejemki lokalnih uslužbencev se določijo s pogodbo; sestavlja jih neto mesečna plača brez dodatkov ne glede na družinski ali socialni položaj zadevne osebe.
As local staff do not benefit from the pension scheme, no deduction shall be made in respect of it.
Ker lokalni uslužbenci ne uživajo pravic iz sistema pokojninskega zavarovanja, se od njihovih osebnih prejemkov ne odbijajo prispevki za tovrstno zavarovanje.
At the beginning of the year the remuneration of local staff shall be increased by the same percentage as that granted to staff members by the Board.
Na začetku leta upravni odbor osebne prejemke lokalnih uslužbencev poveča za isto odstotno stopnjo kakor prejemke uslužbencev.
REPRESENTATION OF EMPLOYEES
ZASTOPANJE USLUŽBENCEV
Representation of employees
Zastopanje uslužbencev
The Staff Committee shall represent all the employees of the Centre, as defined in Article 1.
Odbor uslužbencev zastopa vse uslužbence centra, opredeljene v členu 1.
The Staff committee shall be elected by the employees of the Centre by secret ballot for a period of two years.
Uslužbenci centra s tajnim glasovanjem izvolijo odbor uslužbencev za dve leti.
defend the professional interests of all employees of the Centre;
varuje poklicne interese vseh uslužbencev centra;
make proposals for improving the well-being of all employees;
daje predloge za izboljšanje dobrega počutja vseh uslužbencev;
make suggestions regarding social, cultural and sporting activities for the employees;
daje predloge glede družabnih, kulturnih in športnih dejavnosti uslužbencev;
represent all employees vis-à-vis staff associations of other international organisations.
zastopa vse uslužbence v zvezi z združenji uslužbencev drugih mednarodnih organizacij.
Terms of reference implementing this Article shall be approved by the Director after consultation of the Staff Committee.
Pogoje za izvajanje tega člena določi direktor po posvetovanju z odborom uslužbencev.
Staff members in service at the date of entry into force of these Staff Regulations who have been continuously in the service of the Centre for more than three years shall be offered a contract of indefinite duration at the end of their present contract.
Uslužbencem, ki so na dan začetka veljavnosti teh kadrovskih predpisov več kot tri leta neprekinjeno zaposleni v centru, se ob izteku pogodbe ponudi pogodba za nedoločen čas.
Staff members with less than three years of service at the date of entry into force of these Staff Regulations shall be offered a contract of indefinite duration on the expiry of their second contract.
Uslužbencem, ki so na dan začetka veljavnosti teh kadrovskih predpisov zaposleni manj kot tri leta, se ob izteku druge pogodbe ponudi pogodba za nedoločen čas.
regarding the position to be taken by the Community within the International Jute Study Group Council on extension of the Agreement establishing the Terms of Reference of the International Jute Study Group, 2001
o stališču, ki naj ga zavzame Skupnost v okviru sveta mednarodne študijske skupine za juto o podaljšanju veljavnosti Sporazuma o uvedbi projektne naloge mednarodne študijske skupine za juto 2001
Having regard to the Treaty establishing the European Community and in particular Article 133, in conjunction with the second paragraph of Article 300(2) thereof,
ob upoštevanju Pogodbe o ustanovitvi Evropske skupnosti in zlasti člena 133 Pogodbe v povezavi z drugim pododstavkom člena 300(2) Pogodbe,
The Agreement establishing the Terms of Reference of the International Jute Study Group, 2001 was signed and concluded on behalf of the European Community on 15 April 2002 by Council Decision 2002/312/EC [1].
Sporazum o uvedbi projektne naloge mednarodne študijske skupine za juto 2001 je bil v imenu Evropske skupnosti podpisan in sklenjen 15. aprila 2002 s Sklepom Sveta 2002/312/ES [1].
Under Rule 25(a) and (b), the Agreement establishing the Terms of Reference of the International Jute Study Group, 2001 is due to expire on 26 April 2010 unless it is extended beyond that date by decision of the International Jute Study Group Council for one or two periods not exceeding a combined total of four years.
Sporazum o uvedbi projektne naloge mednarodne študijske skupine za juto 2001 naj bi se v skladu s pravilom 25(a) in (b) iztekel 26. aprila 2010, razen če bi bilo njegovo trajanje podaljšano s sklepom sveta mednarodne študijske skupine za juto za eno ali dve obdobji, ki skupaj nista daljši od štirih let.
Extension of the abovementioned Agreement is in the interest of the Community.
Podaljšanje navedenega sporazuma je v interesu Skupnosti.
The Community’s position in the International Jute Study Group Council should be determined,
Treba bi bilo določiti stališče Skupnosti v okviru sveta mednarodne študijske skupine za juto –
The European Community’s position within the International Jute Study Group Council shall be to vote in favour of extending the Agreement establishing the Terms of Reference of the International Jute Study Group, 2001 for one or two periods not exceeding a combined total of four years and to notify this extension to the United Nations Secretary-General.
Stališče Evropske skupnosti v okviru sveta mednarodne študijske skupine za juto je, da se glasuje za podaljšanje Sporazuma o uvedbi projektne naloge mednarodne študijske skupine za juto 2001 za eno ali dve obdobji, ki skupaj nista daljši od štirih let, ter da se o tem podaljšanju obvesti generalnega sekretarja Združenih narodov.
Done at Luxembourg, 9 October 2009.
V Luxembourgu, 9. oktobra 2009
OJ L 112, 27.4.2002, p. 34.
UL L 112, 27.4.2002, str. 34.
appointing one Lithuanian member and one Lithuanian alternate member of the Committee of the Regions
o imenovanju litovskega člana in litovskega nadomestnega člana Odbora regij
Having regard to the proposal of the Lithuanian Government,
ob upoštevanju predloga litovske vlade,
A member’s seat on the Committee of the Regions has become vacant following the end of the term of office of Mr Vitas MATUZAS.
Zaradi izteka mandata Vitasa MATUZASA se je sprostilo mesto člana Odbora regij.
An alternate member’s seat has become vacant following the end of the term of office of Mr Alvydas ŠEDŽIUS,
Zaradi izteka mandata Alvydasa ŠEDŽIUSA se je sprostilo mesto nadomestnega člana Odbora regij –
Mr Viktor TROFIMOV, Chairman of Panevėžys Regional Development Council;
Viktor TROFIMOV, predsedujoči regionalnega razvojnega sveta Panevėžys;
Ms Daiva MATONIENĖ, Council Member of Šiauliai City Municipality.
Daiva MATONIENĖ, članica sveta mestne občine Šiauliai.
on the definition of the European Electronic Toll Service and its technical elements
o opredelitvi evropskega elektronskega cestninjenja in zadevnih tehničnih elementov
(notified under document C(2009) 7547)
(notificirano pod dokumentarno številko C(2009) 7547)
Having regard to Directive 2004/52/EC of the European Parliament and of the Council of 29 April 2004 on the interoperability of electronic road toll systems in the Community [1], and in particular Article 4 thereof,
ob upoštevanju Direktive 2004/52/ES Evropskega parlamenta in Sveta z dne 29. aprila 2004 o interoperabilnosti elektronskih cestninskih sistemov v Skupnosti [1] in zlasti člena 4 Direktive,
Directive 2004/52/EC requires the Commission to define the European Electronic Toll Service (EETS) in accordance with the procedure referred to in its Article 5(2).
Direktiva 2004/52/ES od Komisije zahteva, da opredeli evropsko elektronsko cestninjenje (v nadaljnjem besedilu: EETS) v skladu s postopkom, določenim v členu 5(2).
A single contract with one EETS Provider should allow EETS Users to pay their tolls in all EETS domains of the European road network, in accordance with Article 3(1) of Directive 2004/52/EC by means, among others, of a single on-board equipment (OBE), which can be used on all EETS domains.
Enkratna pogodba z enim ponudnikom storitev EETS omogoča uporabnikom EETS, da plačujejo cestnino na vseh območjih, vključenih v EETS znotraj evropskega cestnega omrežja, v skladu s členom 3(1) Direktive 2004/52/ES, med drugim z uporabo enotne opreme za vozila (v nadaljnjem besedilu: OBE) primerne za vsa območja EETS.
This decision covers the exchange of information between Member States, toll chargers, service providers and road users in view to ensure the correct declaration of tolls due within the context of EETS.
Ta odločba zajema izmenjavo podatkov med državami članicami, izvajalci cestninjenja, ponudniki storitev in uporabniki cest, da bi zagotovili pravilno prijavljanje obračunanih cestnin v okviru EETS.
The introduction of EETS will entail the processing of personal data, which shall be carried out in strict accordance with relevant Community rules, as set out, inter alia, in Directive 95/46/EC of the European Parliament and of the Council [2] and Directive 2002/58/EC of the European Parliament and of the Council [3].
Uvajanje EETS pomeni tudi obdelavo osebnih podatkov, kar se izvede strogo v skladu z ustreznimi pravili Skupnosti, ki so med drugim določena v Direktivi Evropskega parlamenta in Sveta 95/46/ES [2] in Direktivi 2002/58/ES Evropskega parlamenta in Sveta [3].
Toll Chargers have to give access to their EETS domain to EETS Providers on a non-discriminatory basis.
Izvajalci cestninjenja morajo ponudnikom storitev EETS omogočiti nediskriminacijski dostop na njihova območja EETS.
To ensure transparency and non-discriminatory access to EETS domains for all EETS Providers, Toll Chargers shall publish all the necessary information relative to access rights in an EETS domain statement.
Za zagotavljanje preglednosti in nediskriminacijskega dostopa do območij EETS za vse ponudnike storitev EETS izvajalci cestninjenja objavijo vse potrebne informacije v zvezi s pravicami dostopa v izjavi o območju EETS.
The EETS is based on the principles of transparency and efficient and fair pricing.
EETS temelji na načelih preglednosti in učinkovitosti ter pravičnega zaračunavanja.
A conciliation procedure has to be ensured in view to settle disputes between Toll Chargers and EETS Providers during contract negotiations and in their contractual relationships.
Spravni postopek se zagotovi za morebitne poravnave sporov med izvajalci cestninjenja in ponudniki storitev EETS pri sklepanju pogodb ter v njihovih pogodbenih razmerjih.
National Conciliation Bodies should be consulted by Toll Chargers and EETS Providers in search of a dispute settlement relating to non-discriminatory access to EETS domains.
Za poravnavo sporov med izvajalci cestninjenja in ponudniki storitev EETS glede nediskriminacijskega pristopa na območja EETS, so pristojni nacionalni spravni organi.