natgillin/translations-raw huggingface dataset:
the unique identification code or codes, as regards the cases set out in Articles 4(1), 4b, 4c(1) and 4d of Regulation (EC) No 1760/2000 of the European Parliament and of the Council,date of birth,
neponovljivo identifikacijsko kodo ali kode, kar zadeva primere, določene v členih 4(1), 4b, 4c(1) in 4d Uredbe (ES) št. 1760/2000 Evropskega parlamenta in Sveta,datum rojstva,
breed or colour of coat,
pasmo ali barvo,
identification code of the mother or, in the case of an animal imported from a third country, the unique identification code of the individual means of identification allocated to the animal by the Member State of destination in accordance with Regulation (EC) No 1760/2000,
identifikacijsko kodo matere ali, če je žival uvožena iz tretje države, neponovljivo identifikacijsko kodo posameznega sredstva za identifikacijo, ki jo živali dodeli namembna država članica v skladu z Uredbo (ES) št. 1760/2000,
identification number of the holding where born,
identifikacijsko številko gospodarstva, na katerem je bila žival rojena,
identification numbers of all holdings where the animal has been kept and the dates of each change of holding,
identifikacijske številke vseh gospodarstev, na katerih je bila žival nastanjena, in datume vsake spremembe gospodarstva,
date of death or slaughter,
datum smrti ali zakola,
the type of electronic identifier, if applied to the animal.
vrsto elektronskega identifikatorja, če se namesti na žival.
By 18 January 2016, Member States shall bring into force, the laws, regulations and administrative provisions necessary to comply with this Directive.
Države članice najpozneje do 18. januarja 2016 sprejmejo in objavijo zakone in druge predpise, potrebne za uskladitev s to direktivo.
They shall apply those measures from 18 July 2019.
Države članice te predpise uporabljajo od 18. julija 2019.
OJ C 43, 15.2.2012, p.
UL C 43, 15.2.2012, str.
Position of the European Parliament of 2 April 2014 (not yet published in the Official Journal) and decision of the Council of 6 May 2014.
Stališče Evropskega parlamenta z dne 2. aprila 2014 (še ni objavljeno v Uradnem listu) in odločitev Sveta z dne 6. maja 2014.
Council Directive 64/432/EEC of 26 June 1964 on animal health problems affecting intra-Community trade in bovine animals and swine (OJ 121, 29.7.1964, p.
Direktiva Sveta 64/432/EGS z dne 26. junija 1964 o problemih v zvezi z zdravstvenim varstvom živali, ki vplivajo na trgovino z govedom in prašiči znotraj Skupnosti (UL 121, 29.7.1964, str.
Directive 2014/66/EU of the European Parliament and of the Council
Direktiva 2014/66/EU Evropskega parlamenta in Sveta
on the conditions of entry and residence of third-country nationals in the framework of an intra-corporate transfer
o pogojih za vstop in prebivanje državljanov tretjih držav v okviru premestitev znotraj podjetja
Having regard to the Treaty on the Functioning of the European Union, and in particular points (a) and (b) of Article 79(2) thereof,
ob upoštevanju Pogodbe o delovanju Evropske unije ter zlasti točk (a) in (b) člena 79(2) Pogodbe,
For the gradual establishment of an area of freedom, security and justice, the Treaty on the Functioning of the European Union (TFEU) provides for measures to be adopted in the field of immigration which are fair towards third-country nationals.
Za postopno vzpostavitev območja svobode, varnosti in pravice Pogodba o delovanju Evropske unije (PDEU) predvideva sprejetje ukrepov na področju priseljevanja, ki so pravični do državljanov tretjih držav.
The TFEU provides that the Union is to develop a common immigration policy aimed at ensuring, at all stages, the efficient management of migration flows and fair treatment of third-country nationals residing legally in Member States.
PDEU določa, da mora Unija oblikovati skupno politiko priseljevanja, s katero v vseh fazah zagotovi učinkovito upravljanje migracijskih tokov in pravično obravnavo državljanov tretjih držav, ki zakonito prebivajo v državah članicah.
To that end, the European Parliament and the Council are to adopt measures on the conditions of entry and residence, and standards on the issue by Member States of long-term visas and residence permits, as well as the definition of the rights of third-country nationals residing legally in a Member State, including the conditions governing freedom of movement and of residence in other Member States.
V ta namen morata Evropski parlament in Svet sprejeti ukrepe glede pogojev vstopa in prebivanja ter standardov glede postopkov držav članic za izdajo vizumov in dovoljenj za daljši čas ter opredelitev pravic državljanov tretjih držav, ki zakonito prebivajo v državi članici, vključno s pogoji, ki urejajo svobodo gibanja in prebivanja v drugih državah članicah.
The Commission's Communication of 3 March 2010 entitled ‘Europe 2020: A strategy for smart, sustainable and inclusive growth’ sets the objective of the Union becoming an economy based on knowledge and innovation, reducing the administrative burden on companies and better matching labour supply with demand.
V Sporočilu Komisije z dne 3. marca 2010 z naslovom „Evropa 2020: Strategija za pametno, trajnostno in vključujočo rast“ je opredeljen cilj, v skladu s katerim bi se morala Unija razviti v gospodarstvo, temelječe na znanju in inovacijah, zmanjšati upravna bremena za podjetja ter bolje uskladiti ponudbo delovne sile in povpraševanje po njej.
Measures to make it easier for third-country managers, specialists and trainee employees to enter the Union in the framework of an intra-corporate transfer have to be seen in that broader context.
Na ukrepe, ki olajšujejo vstop vodstvenih delavcev, strokovnjakov in zaposlenih na usposabljanju iz tretjih držav v Unijo v okviru premestitev znotraj podjetja, bi bilo treba gledati s tega širšega vidika.
The Stockholm Programme, adopted by the European Council on 11 December 2009, recognises that labour immigration can contribute to increased competitiveness and economic vitality and that, in the context of the important demographic challenges that will face the Union in the future and, consequently, an increased demand for labour, flexible immigration policies will make an important contribution to the Union's economic development and performance in the longer term.
V Stockholmskem programu, ki ga je Evropski svet sprejel 11. decembra 2009, je zapisana ugotovitev, da lahko priseljevanje delavcev prispeva k večji konkurenčnosti in gospodarski vitalnosti ter da bodo ob povečanem povpraševanju po delu in zaradi velikih demografskih izzivov, s katerimi se bo v prihodnosti soočala Unija, fleksibilne politike priseljevanja dolgoročno pomembno prispevale h gospodarskemu razvoju in uspešnosti Unije.
The Stockholm Programme thus invites the Commission and the Council to continue implementing the Policy Plan on Legal Migration set out in the Commission's Communication of 21 December 2005.
Zato sta v Stockholmskem programu Komisija in Svet pozvana, naj še naprej izvajata načrt politike zakonitega priseljevanja, kakor je bil določen v Sporočilu Komisije z dne 21. decembra 2005.
As a result of the globalisation of business, increasing trade and the growth and spread of multinational groups, in recent years movements of managers, specialists and trainee employees of branches and subsidiaries of multinationals, temporarily relocated for short assignments to other units of the company, have gained momentum.
V zadnjih letih zaradi globalizacije gospodarstva, naraščanja obsega trgovine ter rasti in širjenja multinacionalnih skupin dobivajo vse večjo težo premiki vodstvenih delavcev, strokovnjakov in zaposlenih na usposabljanju, ki so zaradi kratkotrajnejših nalog začasno premeščeni iz podružnic in hčerinskih podjetij multinacionalnih družb v druge enote podjetja.
Such intra-corporate transfers of key personnel result in new skills and knowledge, innovation and enhanced economic opportunities for the host entities, thus advancing the knowledge-based economy in the Union while fostering investment flows across the Union.
Rezultat takih premestitev ključnega osebja znotraj podjetja so nove kompetence, znanje in inovacije ter večje gospodarske priložnosti za subjekte gostitelje, s čimer se spodbuja na znanju temelječe gospodarstvo v Uniji, hkrati pa se pospešujejo tudi naložbeni tokovi po vsej Uniji.
Intra-corporate transfers from third countries also have the potential to facilitate intra-corporate transfers from the Union to third-country companies and to put the Union in a stronger position in its relationship with international partners.
Premestitve osebja iz tretjih držav znotraj podjetja bi lahko tudi olajšale premestitve osebja znotraj podjetja iz podjetij Unije v podjetja v tretjih državah in postavile Unijo v boljši položaj v odnosih z mednarodnimi partnerji.
Facilitation of intra-corporate transfers enables multinational groups to tap their human resources best.
Lažje premestitve znotraj podjetja omogočajo multinacionalnim skupinam, da kar najbolje izkoristijo svoje človeške vire.
The set of rules established by this Directive may also benefit the migrants' countries of origin as this temporary migration may, under its well-established rules, foster transfers of skills, knowledge, technology and know-how.
Pravila iz te direktive so lahko koristna tudi za matične države migrantov, saj se lahko s temi začasnimi migracijami v skladu z dobro uveljavljenimi pravili spodbuja prenos kompetenc, znanja, tehnologije in izkušenj.
This Directive should be without prejudice to the principle of preference for Union citizens as regards access to Member States' labour market as expressed in the relevant provisions of the relevant Acts of Accession.
Kar zadeva dostop do trga dela držav članic, ta direktiva ne bi smela posegati v načelo prednostnega obravnavanja državljanov Unije, kot je zapisano v ustreznih določbah ustreznih aktov o pristopu.
This Directive should be without prejudice to the right of Member States to issue permits other than intra-corporate transferee permits for any purpose of employment if a third-country national does not fall within the scope of this Directive.
Ta direktiva ne bi smela posegati v pravico držav članic, da za različne zaposlitvene namene poleg dovoljenj za osebe, premeščene znotraj podjetja, izdajajo druga dovoljenja, če državljan tretje države ni zajet v področje uporabe te direktive.
This Directive should establish a transparent and simplified procedure for admission of intra-corporate transferees, based on common definitions and harmonised criteria.
Ta direktiva bi morala določiti pregleden in poenostavljen postopek za sprejem oseb, premeščenih znotraj podjetja, ki temelji na skupnih opredelitvah in usklajenih merilih.
Member States should ensure that appropriate checks and effective inspections are carried out in order to guarantee the proper enforcement of this Directive.
Države članice bi morale zagotoviti ustrezno preverjanje in učinkovite inšpekcijske preglede ter tako zagotavljati pravilno izvrševanje te direktive.
The fact that an intra-corporate transferee permit has been issued should not affect or prevent the Member States from applying, during the intra-corporate transfer, their labour law provisions having — in accordance with Union law — as their objective checking compliance with the working conditions as set out in Article 18(1).
Dejstvo, da je bilo izdano dovoljenje za osebo, premeščeno znotraj podjetja, ne bi smelo vplivati na uporabo ali državam članicam preprečevati, da v obdobju premestitve znotraj podjetja uporabljajo svoje določbe delovnega prava, katerih namen je – v skladu s pravom Unije – preverjanje spoštovanja delovnih pogojev, kot to določa člen 18(1).
The possibility for a Member State to impose, on the basis of national law, sanctions against an intra-corporate transferee's employer established in a third country should remain unaffected.
Z ničemer ne bi smeli posegati v možnost držav članic, da v skladu z nacionalnim pravom naložijo sankcije delodajalcu osebe, premeščene znotraj podjetja, s sedežem v tretji državi.
For the purpose of this Directive, intra-corporate transferees should encompass managers, specialists and trainee employees.
Za namene te direktive bi morale biti osebe, premeščene znotraj podjetja, vodstveni delavci, strokovnjaki in zaposleni na usposabljanju.
Their definition should build on specific commitments of the Union under the General Agreement on Trade in Services (GATS) and bilateral trade agreements.
Njihova opredelitev bi morala temeljiti na posameznih zavezah Unije iz Splošnega sporazuma o trgovini s storitvami (GATS) in dvostranskih trgovinskih sporazumih.
Since those commitments undertaken under GATS do not cover conditions of entry, stay and work, this Directive should complement and facilitate the application of those commitments.
Ker te zaveze na podlagi GATS ne zajemajo pogojev za vstop, bivanje in delo, bi se morala uporaba teh zavez zato dopolniti in poenostaviti s to direktivo.
However, the scope of the intra-corporate transfers covered by this Directive should be broader than that implied by trade commitments, as the transfers do not necessarily take place within the services sector and may originate in a third country which is not party to a trade agreement.
Vendar bi pojem premestitev znotraj podjetij po tej direktivi moral biti širši od tistega, ki izhaja iz trgovinskih zavez, saj ni nujno, da so premestitve omejene na storitveni sektor, izvirajo pa lahko tudi iz tretje države, ki ni pogodbenica trgovinskega sporazuma.
To assess the qualifications of intra-corporate transferees, Member States should make use of the European Qualifications Framework (EQF) for lifelong learning, as appropriate, for the assessment of qualifications in a comparable and transparent manner.
Države članice bi morale pri oceni kvalifikacij oseb, premeščenih znotraj podjetja, po potrebi uporabljati Evropski okvir kvalifikacij (EOK) za vseživljenjsko učenje, da bi zagotovile primerljivo in pregledno oceno kvalifikacij.
EQF National Coordination Points may provide information and guidance on how national qualifications levels relate to the EQF.
Nacionalne točke za usklajevanje EOK lahko zagotovijo informacije in smernice o ustreznicah nacionalnih stopenj kvalifikacij v EOK.
Intra-corporate transferees should benefit from at least the same terms and conditions of employment as posted workers whose employer is established on the territory of the Union, as defined by Directive 96/71/EC of the European Parliament and of the Council [4].
Osebe, premeščene znotraj podjetja, bi morale biti upravičene do vsaj enakih določb in pogojev v zvezi z zaposlitvijo kot napoteni delavci, katerih delodajalec ima sedež na ozemlju Unije, kot določa Direktiva Evropskega parlamenta in Sveta 96/71/ES [4].
Member States should require that intra-corporate transferees enjoy equal treatment with nationals occupying comparable positions as regards the remuneration which will be granted during the entire transfer.
Države članice bi morale zahtevati, da so osebe, premeščene znotraj podjetja, z vidika osebnih prejemkov ves čas premestitve deležne enake obravnave kot državljani na primerljivih delovnih mestih.
Each Member State should be responsible for checking the remuneration granted to the intra-corporate transferees during their stay on its territory.
Vsaka država članica bi morala biti odgovorna za preverjanje stanja glede osebnih prejemkov za osebe, premeščene znotraj podjetja, med njihovim bivanjem na njenem ozemlju.
That is intended to protect workers and guarantee fair competition between undertakings established in a Member State and those established in a third country, as it ensures that the latter will not be able to benefit from lower labour standards to take any competitive advantage.
To je namenjeno varovanju delavcev in zagotavljanju poštene konkurence med podjetji s sedežem v državi članici in podjetji s sedežem v tretji državi, saj zagotavlja, da slednja ne bo mogla izrabljati nižjih delovnih standardov za doseganje kakršne koli konkurenčne prednosti.
In order to ensure that the skills of the intra-corporate transferee are specific to the host entity, the transferee should have been employed within the same group of undertakings from at least three up to twelve uninterrupted months immediately prior to the transfer in the case of managers and specialists, and from at least three up to six uninterrupted months in the case of trainee employees.
Za zagotovitev, da so kompetence osebe, premeščene znotraj podjetja, specifične za subjekta gostitelja, bi morala biti premeščena oseba v isti skupini podjetij zaposlena neprekinjeno vsaj tri do dvanajst mesecev neposredno pred premestitvijo, ko gre za vodstvene delavce in strokovnjake, ter neprekinjeno vsaj tri do šest mesecev, ko gre za zaposlene na usposabljanju.
As intra-corporate transfers constitute temporary migration, the maximum duration of one transfer to the Union, including mobility between Member States, should not exceed three years for managers and specialists and one year for trainee employees after which they should leave for a third country unless they obtain a residence permit on another basis in accordance with Union or national law.
Ker premestitve znotraj podjetja pomenijo začasno migracijo, posamezna premestitev v Unijo, vključno z mobilnostjo med državami članici, ne bi smela trajati več kot tri leta za vodstvene delavce in strokovnjake ter eno leto za zaposlene na usposabljanju; po preteku tega obdobja bi se morali vrniti v tretjo državo, razen če pridobijo dovoljenje za prebivanje na drugačni podlagi v skladu s pravom Unije ali nacionalnim pravom.
The maximum duration of the transfer should encompass the cumulated durations of consecutively issued intra-corporate transferee permits.
Najdaljše obdobje premestitve bi moralo zajemati skupno obdobje zaporedno izdanih dovoljenj za osebe, premeščene znotraj podjetja.
A subsequent transfer to the Union might take place after the third-country national has left the territory of the Member States.
Do naslednje premestitve v Unijo lahko pride po tem, ko je državljan tretje države zapustil ozemlje držav članic.
In order to ensure the temporary character of an intra-corporate transfer and prevent abuses, Member States should be able to require a certain period of time to elapse between the end of the maximum duration of one transfer and another application concerning the same third-country national for the purposes of this Directive in the same Member State.
Da se zagotovi, da bodo premestitve znotraj podjetja začasne, in da se preprečijo zlorabe, bi države članice morale imeti možnost zahtevati, da od konca najdaljšega obdobja posamezne premestitve do vnovične prošnje za istega državljana tretje države v isti državi članici za namene te direktive preteče določeno časovno obdobje.
As intra-corporate transfers consist of temporary secondment, the applicant should provide evidence, as part of the work contract or the assignment letter, that the third-country national will be able to transfer back to an entity belonging to the same group and established in a third country at the end of the assignment.
Ker premestitve znotraj podjetja pomenijo začasno napotitev, bi moral prosilec predložiti dokazilo, ki bi se navezovalo na pogodbo o delu ali potrdilo o napotitvi, o tem, da bo državljana tretje države po končani napotitve mogoče premestiti nazaj v subjekt, ki pripada isti skupini in ima sedež v tretji državi.
The applicant should also provide evidence that the third-country national manager or specialist possesses the professional qualifications and adequate professional experience needed in the host entity to which he or she is to be transferred.
Prosilec bi moral predložiti dokazila, da ima vodstveni delavec ali strokovnjak, državljan tretje države, poklicne kvalifikacije in ustrezne delovne izkušnje za potrebe subjekta gostitelja, v katerega naj bi bil premeščen.
Third-country nationals who apply to be admitted as trainee employees should provide evidence of a university degree.
Državljani tretjih držav, ki zaprosijo za sprejem kot zaposleni na usposabljanju, bi morali predložiti dokazilo o univerzitetni izobrazbi.
In addition, they should, if required, present a training agreement, including a description of the training programme, its duration and the conditions in which the trainee employees will be supervised, proving that they will benefit from genuine training and not be used as normal workers.
Poleg tega bi morali na zahtevo predložiti pogodbo o usposabljanju z opisom programa usposabljanja ter navedbo njegovega trajanja in pogojev, pod katerimi bodo zaposleni na usposabljanju deležni mentorstva, ki dokazuje, da se bodo dejansko usposabljali in da ne bodo uporabljeni kot običajni delavci.
Unless it conflicts with the principle of preference for Union citizens as expressed in the relevant provisions of the relevant Acts of Accession, no labour market test should be required.
Razen če je to v nasprotju z načelom prednostnega obravnavanja državljanov Unije, izraženim v ustreznih določbah ustreznih aktov o pristopu, se ne bi smel zahtevati nikakršen preskus trga dela.
A Member State should recognise professional qualifications acquired by a third-country national in another Member State in the same way as those of Union citizens and should take into account qualifications acquired in a third country in accordance with Directive 2005/36/EC of the European Parliament and the Council [5].
Država članica bi morala poklicne kvalifikacije, ki jih je državljan tretje države pridobil v drugi državi članici, priznati na enak način kot tiste, ki so jih pridobili državljani Unije, kvalifikacije, pridobljene v tretji državi, pa bi morala upoštevati v skladu z Direktivo Evropskega parlamenta in Sveta 2005/36/ES [5].
Such recognition should be without prejudice to any restrictions on access to regulated professions deriving from reservations to the existing commitments as regards regulated professions made by the Union or by the Union and its Member States in the framework of trade agreements.
Tako priznanje ne bi smelo posegati v nobeno omejitev dostopa do reguliranih poklicev, ki izhaja iz pridržkov do obstoječih zavez v zvezi z reguliranimi poklici, ki so jih Unija oziroma Unija in njene države članice sprejele v okviru trgovinskih sporazumov.
In any event, this Directive should not provide for a more favourable treatment of intra-corporate transferees, in comparison with Union or European Economic Area nationals, as regards access to regulated professions in a Member State.
V vsakem primeru ta direktiva ne bi smela biti podlaga za obravnavo, ki bi bila, kar zadeva dostop do reguliranih poklicev v posamezni državi članici, za osebe, premeščene znotraj podjetja, ugodnejša kot za državljane Unije ali Evropskega gospodarskega prostora.
This Directive should not affect the right of the Member States to determine the volumes of admission in accordance with Article 79(5) TFEU.
Ta direktiva ne bi smela vplivati na pravico držav članic, da v skladu s členom 79(5) PDEU določijo, koliko državljanov tretjih držav bodo sprejele.
With a view to fighting possible abuses of this Directive, Member States should be able to refuse, withdraw or not renew an intra-corporate transferee permit where the host entity was established for the main purpose of facilitating the entry of intra-corporate transferees and/or does not have a genuine activity.
Zaradi preprečevanja morebitnih zlorab te direktive bi države članice morale imeti možnost, da zavrnejo, odvzamejo ali ne podaljšajo dovoljenja za osebo, premeščeno znotraj podjetja, kadar je bil subje kt gostitelj ustanovljen zlasti zaradi omogočanja vstopa osebam, premeščenim znotraj podjetja, in/ali ne izvaja pristne dejavnosti.
This Directive aims to facilitate mobility of intra-corporate transferees within the Union (‘intra-EU mobility’) and to reduce the administrative burden associated with work assignments in several Member States.
Namen te direktive je olajšati mobilnost oseb, premeščenih znotraj podjetja, v Uniji (v nadaljnjem besedilu: mobilnost znotraj EU) in zmanjšati upravno breme, povezano z napotitvami na delo v več državah članicah.