natgillin/translations-raw huggingface dataset:
no variable remuneration is paid to members of the management body of the institution unless justified.
člani upravljalnega organa institucije ne prejemajo variabilnega prejemka, razen če je to upravičeno.
Variable elements of remuneration
Variabilni elementi prejemkov
For variable elements of remuneration, the following principles shall apply in addition to, and under the same conditions as, those set out in Article 92(2):
Za variabilne elemente prejemkov se poleg načel iz člena 92(2) in pod enakimi pogoji uporabljajo naslednja načela:
where remuneration is performance related, the total amount of remuneration is based on a combination of the assessment of the performance of the individual and of the business unit concerned and of the overall results of the institution and when assessing individual performance, financial and non-financial criteria are taken into account;
če so prejemki odvisni od uspešnosti, celoten znesek prejemka temelji na kombinaciji ocene uspešnosti posameznika in njegove poslovne enote ter splošnih rezultatov institucije, pri čemer se pri ocenjevanju uspešnosti posameznika upoštevajo finančna in nefinančna merila;
the assessment of the performance is set in a multi-year framework in order to ensure that the assessment process is based on longer-term performance and that the actual payment of performance-based components of remuneration is spread over a period which takes account of the underlying business cycle of the credit institution and its business risks;
ocenjevanje uspešnosti se izvaja v večletnem obdobju, da se zagotovi, da proces ocenjevanja temelji na dolgoročni uspešnosti in da je dejansko plačilo sestavin prejemka, ki temeljijo na uspešnosti, porazdeljeno čez obdobje, ki se določi glede na osnovni poslovni cikel kreditne institucije in njena poslovna tveganja;
the total variable remuneration does not limit the ability of the institution to strengthen its capital base;
celotni variabilni prejemki ne omejujejo sposobnosti institucije za okrepitev njene kapitalske osnove;
guaranteed variable remuneration is not consistent with sound risk management or the pay-for-performance principle and shall not be a part of prospective remuneration plans;
zajamčeni variabilni prejemki niso skladni s preudarnim upravljanjem tveganj ali načelom plačila na podlagi uspešnosti ter niso del morebitnih načrtovanih prejemkov;
guaranteed variable remuneration is exceptional, occurs only when hiring new staff and where the institution has a sound and strong capital base and is limited to the first year of employment;
zajamčeni variabilni prejemki so izjema, se izplačujejo le ob zaposlovanju novih zaposlenih in če institucija razpolaga s trdno in močno kapitalsko osnovo ter so omejeni na prvo leto zaposlitve;
fixed and variable components of total remuneration are appropriately balanced and the fixed component represents a sufficiently high proportion of the total remuneration to allow the operation of a fully flexible policy on variable remuneration components, including the possibility to pay no variable remuneration component;
fiksne in variabilne sestavine celotnega prejemka so ustrezno uravnotežene; fiksna sestavina je dovolj visok delež celotnega prejemka, da omogoča izvedbo popolnoma prožne politike glede variabilnih sestavin prejemka, vključno z možnostjo, da se variabilne sestavine prejemka ne izplačajo;
institutions shall set the appropriate ratios between the fixed and the variable component of the total remuneration, whereby the following principles shall apply:
institucije določijo ustrezno razmerje med fiksno in variabilno sestavino celotnega prejemka, pri čemer se uporabljajo naslednja načela:
the variable component shall not exceed 100 % of the fixed component of the total remuneration for each individual.
v skupnem prejemku za vsakega posameznika variabilna sestavina ne presega 100 % fiksne sestavine.
Member States may set a lower maximum percentage;
Države članice lahko določijo nižji zgornji odstotkovni prag;
Members States may allow shareholders or owners or members of the institution to approve a higher maximum level of the ratio between the fixed and variable components of remuneration provided the overall level of the variable component shall not exceed 200 % of the fixed component of the total remuneration for each individual.
države članice lahko delničarjem, lastnikom ali družbenikom institucij dovolijo, da odobrijo višje zgornje razmerje med fiksnimi in variabilnimi sestavinami prejemkov, če skupni odstotek variabilne sestavine ne presega 200 % fiksne sestavine skupnega prejemka vsakega posameznika.
Member States may set a lower maximum percentage.
Države članice lahko določijo nižji zgornji odstotkovni prag.
Any approval of a higher ratio in accordance with the first subparagraph of this point shall be carried out in accordance with the following procedure:
Vse odobritve višjega razmerja v skladu s prvim pododstavkom te točke se izvedejo v skladu z naslednjim postopkom:
the shareholders or owners or members of the institution shall act upon a detailed recommendation by the institution giving the reasons for, and the scope of, an approval sought, including the number of staff affected, their functions and the expected impact on the requirement to maintain a sound capital base;
delničarji, lastniki ali družbeniki institucij ravnajo v skladu s podrobnimi priporočili institucije, ki navedejo razloge in obseg zahtevanega dovoljenja, vključno s številom vključenih zaposlenih, njihovimi nalogami ter pričakovanim vplivom na zahtevo po ohranjanju trdne kapitalske osnove;
shareholders or owners or members of the institution shall act by a majority of at least 66 % provided that at least 50 % of the shares or equivalent ownership rights are represented or, failing that, shall act by a majority of 75 % of the ownership rights represented;
delničarji, lastniki ali družbeniki institucij odločajo z najmanj 66-odstotno večino, pri čemer mora biti zastopanih najmanj 50 % delnic ali enakovrednih lastniških pravic, ali, če to ni mogoče, odločajo s 75-odstotno večino zastopanih lastniških pravic;
the institution shall notify all shareholders or owners or members of the institution, providing a reasonable notice period in advance, that an approval under the first subparagraph of this point will be sought;
institucija vse delničarje, lastnike ali družbenike institucije uradno obvesti, da bo zaprosila za dovoljenje iz prvega pododstavka te točke, kar stori vnaprej v razumnem roku;
the institution shall, without delay, inform the competent authority of the recommendation to its shareholders or owners or members, including the proposed higher maximum ratio and the reasons therefore and shall be able to demonstrate to the competent authority that the proposed higher ratio does not conflict with the institution's obligations under this Directive and under Regulation (EU) No 575/2013, having regard in particular to the institution's own funds obligations;
institucija pristojni organ nemudoma obvesti o priporočilu svojim delničarjem, lastnikom ali družbenikom, vključno s predlaganim višjim zgornjim razmerjem in razlogi zanj, ter pristojnemu organu dokaže, da predlagano zgornje razmerje ni v nasprotju z obveznostmi institucije v skladu s to direktivo in Uredbo (EU) št. 575/2013, zlasti kar zadeva kapitalske obveznosti institucije;
EBA may elaborate guidelines to facilitate the implementation of this indent and to ensure the consistency of the information collected;
EBA lahko oblikuje smernice za poenostavitev izvajanja te alineje in zagotovitev doslednosti zbranih informacij;.
staff who are directly concerned by the higher maximum levels of variable remuneration referred to in this point shall not, where applicable, be allowed to exercise, directly or indirectly, any voting rights they may have as shareholders or owners or members of the institution;
zaposleni, ki jih navedene višje zgornje ravni variabilnih prejemkov neposredno zadevajo, ne smejo neposredno ali posredno uveljavljati glasovalnih pravic, ki jih morebiti imajo v vlogi delničarjev, lastnikov ali družbenikov institucije;
Member States may allow institutions to apply the discount rate referred to in the second subparagraph of this point to a maximum of 25 % of total variable remuneration provided it is paid in instruments that are deferred for a period of not less than five years.
države članice lahko institucijam dovolijo, da uporabijo diskontno stopnjo iz drugega pododstavka te točke, ki znaša največ 25 % skupnih variabilnih prejemkov, če se izplačajo v instrumentih, ki se odložijo za vsaj pet let.
EBA shall prepare and publish, by 31 March 2014, guidelines on the applicable notional discount rate taking into account all relevant factors including inflation rate and risk, which includes length of deferral.
EBA pripravi in do 31. marca 2014 objavi smernice glede nacionalne diskontne stopnje, ki se uporablja, ob upoštevanju vseh ustreznih dejavnikov, vključno s stopnjo inflacije in tveganjem, kar zajema tudi trajanje odloga.
The EBA guidelines on the discount rate shall specifically consider how to incentivise the use of instruments which are deferred for a period of not less than five years;
V smernicah EBA za diskontno stopnjo se zlasti preuči, kako bi spodbudili uporabo instrumentov, ki se odložijo za najmanj pet let;
payments relating to the early termination of a contract reflect performance achieved over time and do not reward failure or misconduct;
plačila, vezana na predčasno prekinitev pogodbe, izražajo doseženo uspešnost v določenem obdobju in ne nagrajujejo neuspešnosti ali kršitev;
remuneration packages relating to compensation or buy out from contracts in previous employment must align with the long-term interests of the institution including retention, deferral, performance and clawback arrangements;
skupki prejemkov, povezani z nadomestili ali odkupi iz pogodb iz prejšnje zaposlitve, morajo biti v skladu z dolgoročnimi interesi institucije, vključno z dogovori o zadržanju, odlogu, uspešnosti in vračilu sredstev;
the measurement of performance used to calculate variable remuneration components or pools of variable remuneration components includes an adjustment for all types of current and future risks and takes into account the cost of the capital and the liquidity required;
merjenje uspešnosti, na podlagi katere se izračunajo variabilne sestavine prejemka ali masa variabilnih sestavin prejemka, vključuje prilagoditev za vse vrste trenutnih in prihodnjih tveganj ter upošteva stroške kapitala in potrebno likvidnost;
the allocation of the variable remuneration components within the institution shall also take into account all types of current and future risks;
pri razporejanju variabilnih sestavin prejemka v instituciji se upoštevajo tudi vse vrste trenutnih in prihodnjih tveganj;
a substantial portion, and in any event at least 50 %, of any variable remuneration shall consist of a balance of the following:
znaten delež, kar je v vsakem primeru vsaj 50 % katerega koli variabilnega prejemka, je sestavljen iz ravnotežja med naslednjim:
shares or equivalent ownership interests, subject to the legal structure of the institution concerned or share-linked instruments or equivalent non-cash instruments, in the case of a non-listed institution;
delnicami ali enakovrednimi lastniškimi deleži, odvisno od pravne strukture zadevne institucije, ali z delnicami povezanimi instrumenti oziroma enakovrednimi nedenarnimi instrumenti, kadar gre za institucije, ki niso uvrščene na borzi,
where possible, other instruments within the meaning of Article 52 or 63 of Regulation (EU) No 575/2013 or other instruments which can be fully converted to Common Equity Tier 1 instruments or written down, that in each case adequately reflect the credit quality of the institution as a going concern and are appropriate to be used for the purposes of variable remuneration.
če je možno, z drugimi instrumenti v smislu člena 53 ali člena 63 Uredbe (EU) št. 575/2013 ali drugimi instrumenti, ki se lahko v celoti pretvorijo v instrumente navadnega lastniškega temeljnega kapitala ali se odpišejo, ki pa v vsakem primeru ustrezno odražajo kreditno kvaliteto institucije v okviru rednega poslovanja in so primerni za uporabo za namen variabilnih prejemkov.
The instruments referred to in this point shall be subject to an appropriate retention policy designed to align incentives with the longer-term interests of the institution.
Za instrumente iz te točke velja ustrezna politika zadržanja, katere namen je uskladiti spodbude z dolgoročnimi interesi institucije.
Member States or their competent authorities may place restrictions on the types and designs of those instruments or prohibit certain instruments as appropriate.
Države članice ali njihovi pristojni organi lahko omejijo vrste in oblike teh instrumentov ali po potrebi prepovejo določene instrumente.
This point shall be applied to both the portion of the variable remuneration component deferred in accordance with point (m) and the portion of the variable remuneration component not deferred;
Ta točka se uporablja za delež sestavine variabilnega prejemka, za katerega se izplačilo odloži v skladu s točko (m), in delež sestavine variabilnega prejemka, za katerega se izplačilo ne odloži;
a substantial portion, and in any event at least 40 %, of the variable remuneration component is deferred over a period which is not less than three to five years and is correctly aligned with the nature of the business, its risks and the activities of the member of staff in question.
znaten delež, in v vsakem primeru vsaj 40 % variabilne sestavine prejemka, se odloži za obdobje, ki ni krajše od treh do petih let, in se ustrezno uskladi z naravo poslovanja, njegovimi tveganji in dejavnostmi zadevnega zaposlenega.
The length of the deferral period shall be established in accordance with the business cycle, the nature of the business, its risks and the activities of the member of staff in question;
Trajanje obdobja odložitve se določi v skladu s poslovnim ciklom, naravo poslovanja, njegovimi tveganji in dejavnostmi zadevnega zaposlenega;
the variable remuneration, including the deferred portion, is paid or vests only if it is sustainable according to the financial situation of the institution as a whole, and justified on the basis of the performance of the institution, the business unit and the individual concerned.
variabilni prejemki, vključno z odloženim deležem, se izplačajo ali dospejo v plačilo le, če so glede na finančno stanje institucije kot celote vzdržni in če jih upravičuje uspešnost zadevne institucije, poslovne enote in posameznika.
Without prejudice to the general principles of national contract and labour law, the total variable remuneration shall generally be considerably contracted where subdued or negative financial performance of the institution occurs, taking into account both current remuneration and reductions in payouts of amounts previously earned, including through malus or clawback arrangements.
Brez poseganja v splošna načela nacionalnega pogodbenega in delovnega prava so celotni variabilni prejemki na splošno bistveno manjši, kadar je finančna uspešnost institucije slaba ali negativna, pri čemer se upoštevajo tako trenutni prejemki kot zmanjšanje izplačil predhodno zasluženih zneskov, vključno z dogovori o sistemu malusa ali vračilu sredstev.
Up to 100 % of the total variable remuneration shall be subject to malus or clawback arrangements.
Za do 100 % celotnih variabilnih prejemkov veljajo dogovori o sistemu malusa ali vračilu sredstev.
Institutions shall set specific criteria for the application of malus and clawback.
Institucije določijo posebna merila za uporabo malusa in vračila sredstev.
Such criteria shall in particular cover situations where the staff member:
Taka merila zajemajo zlasti primere, v katerih zaposleni:
participated in or was responsible for conduct which resulted in significant losses to the institution;
je sodeloval ali bil odgovoren za ravnanje, ki je vodilo do znatnih izgub za institucijo,
failed to meet appropriate standards of fitness and propriety;
ni izpolnil primernih standardov primernosti;
the pension policy is in line with the business strategy, objectives, values and long-term interests of the institution.
politika pokojnin je v skladu s poslovno strategijo, cilji, vrednotami in dolgoročnimi interesi institucije.
If the employee leaves the institution before retirement, discretionary pension benefits shall be held by the institution for a period of five years in the form of instruments referred to in point (l).
Če zaposleni zapusti institucijo pred upokojitvijo, institucija zadrži diskrecijske pokojninske ugodnosti za obdobje pet let v obliki instrumentov iz točke (l).
Where an employee reaches retirement, discretionary pension benefits shall be paid to the employee in the form of instruments referred to in point (l) subject to a five-year retention period;
Če zaposleni doseže pogoje za upokojitev, se diskrecijske pokojninske ugodnosti izplačajo v obliki instrumentov iz točke (l), pri čemer zanje velja petletno obdobje zadržanja;
variable remuneration is not paid through vehicles or methods that facilitate the non-compliance with this Directive or Regulation (EU) No 575/2013.
variabilni prejemki se ne izplačajo z instrumenti ali metodami, ki bi spodbujali neusklajenost s to direktivo ali Uredbo (EU) št. 575/2013.
EBA shall develop draft regulatory technical standards with respect to specifying the classes of instruments that satisfy the conditions set out in point (l)(ii) of paragraph 1 and with respect to qualitative and appropriate quantitative criteria to identify categories of staff whose professional activities have a material impact on the institution's risk profile as referred to in Article 92(2).
EBA pripravi osnutke regulativnih tehničnih standardov glede opredelitve vrste instrumentov, ki izpolnjujejo pogoje iz točke (l)(ii) odstavka 1, ter glede kvalitativnih in ustreznih kvantitativnih meril za opredelitev kategorij zaposlenih, katerih poklicne dejavnosti pomembno vplivajo na profil tveganosti institucij iz člena 92(2).
EBA shall submit those draft regulatory technical standards to the Commission by 31 March 2014.
EBA navedene osnutke regulativnih tehničnih standardov do 31. marca 2014 predloži Komisiji.
Power is delegated to the Commission to adopt the regulatory technical standards referred to in the first subparagraph in accordance with Article 10 to 14 of Regulation (EU) No 1093/2010.
Na Komisijo se prenese pooblastilo za sprejetje regulativnih tehničnih standardov iz prvega pododstavka v skladu s členi 10 do 14 Uredbe (EU) št. 1093/2010.
Remuneration Committee
Komisija za prejemke
Competent authorities shall ensure that institutions that are significant in terms of their size, internal organisation and the nature, the scope and the complexity of their activities establish a remuneration committee.
Pristojni organi zagotovijo, da institucije, ki so pomembne zaradi svoje velikosti, notranje organiziranosti ter narave, obsega in zapletenosti svojih dejavnosti, ustanovijo komisijo za prejemke.
The remuneration committee shall be constituted in such a way as to enable it to exercise competent and independent judgment on remuneration policies and practices and the incentives created for managing risk, capital and liquidity.
Komisija za prejemke se ustanovi na način, ki ji omogoča izvajanje kompetentnega in neodvisnega presojanja politik in praks prejemkov ter spodbud, oblikovanih za upravljanje tveganj, kapitala in likvidnosti.
Competent authorities shall ensure that the remuneration committee is responsible for the preparation of decisions regarding remuneration, including those which have implications for the risk and risk management of the institution concerned and which are to be taken by the management body.
Pristojni organi zagotovijo, da je komisija za prejemke odgovorna za pripravo odločitev v zvezi s prejemki, vključno s tistimi, ki vplivajo na tveganje in upravljanje tveganj zadevne institucije in jih sprejme upravljalni organ.
The Chair and the members of the remuneration committee shall be members of the management body who do not perform any executive function in the institution concerned.
Predsednik in člani komisije za prejemke so člani upravljalnega organa, ki v zadevni instituciji ne opravljajo nobene izvršilne funkcije.
If employee representation on the management body is provided for by national law, the remuneration committee shall include one or more employee representatives.
Če nacionalno pravo predvideva zastopanost zaposlenih v upravljalnem organu, je član komisije za prejemke tudi najmanj en predstavnik zaposlenih.
When preparing such decisions, the remuneration committee shall take into account the long-term interests of shareholders, investors and other stakeholders in the institution and the public interest.
Pri pripravi takih odločitev komisija za prejemke upošteva dolgoročne interese delničarjev, investitorjev in drugih zainteresiranih strani v instituciji ter javni interes.
Maintenance of a website on corporate governance and remuneration
Vzdrževanje spletne strani o korporativnem upravljanju in prejemkih
Institutions that maintain a website shall explain there how they comply with the requirements of Articles 88 to 95.
Institucije, ki vzdržujejo spletno stran, tam pojasnijo, na kakšen način izpolnjujejo zahteve iz členov 88 do 95.
Supervisory review and evaluation process
Proces nadzorniškega pregledovanja in ovrednotenja
Supervisory review and evaluation
Nadzorniško pregledovanje in ovrednotenje
Taking into account the technical criteria set out in Article 98, the competent authorities shall review the arrangements, strategies, processes and mechanisms implemented by the institutions to comply with this Directive and Regulation (EU) No 575/2013 and evaluate:
Ob upoštevanju tehničnih meril iz člena 98 pristojni organi pregledajo ureditve, strategije, procese in mehanizme, ki jih izvajajo institucije za uskladitev s to direktivo in Uredbo (EU) št. 575/2013, ter ovrednotijo:
risks to which the institutions are or might be exposed;
tveganja, katerim so ali bi lahko bile izpostavljene institucije,
risks that an institution poses to the financial system taking into account the identification and measurement of systemic risk under Article 23 of Regulation (EU) No 1093/2010, or recommendations of the ESRB, where appropriate; and
tveganja, ki jih institucija predstavlja za finančni sistem ob upoštevanju ugotavljanja in merjenja sistemskega tveganja na podlagi člena 23 Uredbe (EU) št. 1093/2010 ali po potrebi priporočil ESRB in
risks revealed by stress testing taking into account the nature, scale and complexity of an institution's activities.
tveganja, ki so jih razkrila stresna testiranja, ob upoštevanju narave, obsega in zapletenosti dejavnosti institucij.
The scope of the review and evaluation referred to in paragraph 1 shall cover all requirements of this Directive and of Regulation (EU) No 575/2013.
Področje uporabe pregledovanja in ovrednotenja iz odstavka 1 zajema vse zahteve te direktive in Uredbe (EU) št. 575/2013.
On the basis of the review and evaluation referred to in paragraph 1, the competent authorities shall determine whether the arrangements, strategies, processes and mechanisms implemented by institutions and the own funds and liquidity held by them ensure a sound management and coverage of their risks.
Na podlagi pregledovanja in ovrednotenja iz odstavka 1 pristojni organi določijo, ali ureditve, strategije, procesi in mehanizmi, ki jih izvajajo institucije, ter kapital in likvidnost teh institucij zagotavljajo preudarno upravljanje in kritje njihovih tveganj.
Competent authorities shall establish the frequency and intensity of the review and evaluation referred to in paragraph 1 having regard to the size, systemic importance, nature, scale and complexity of the activities of the institution concerned and taking into account the principle of proportionality.
Pristojni organi določijo pogostost in intenzivnost pregledovanja in ovrednotenja iz odstavka 1 glede na velikost, sistemski pomen, vrsto, obseg in zapletenost dejavnosti zadevne institucije ter pri tem upoštevajo načelo sorazmernosti.