natgillin/translations-raw huggingface dataset:
With respect to workers temporarily posted to carry out work in order to provide services in another Member State than the one in which they habitually carry out their work, Directive 96/71/EC of the European Parliament and of the Council [4] establishes a core set of clearly defined terms and conditions of employment which are required to be complied with by the service provider in the Member State to which the posting takes place to ensure the minimum protection of the posted workers concerned.
V zvezi z delavci, začasno napotenimi na delo z namenom opravljanja storitev v državi članici, ki ni tista, v kateri običajno opravljajo svoje delo, Direktiva 96/71/ES Evropskega parlamenta in Sveta [4] določa jedro jasno opredeljenih pogojev za zaposlitev, ki jih mora ponudnik storitev izpolnjevati v državi članici, v katero napotuje delavce, da se zagotovi minimalno varstvo zadevnih napotenih delavcev.
All measures introduced by this Directive should be justified and proportionate so as not to create administrative burdens or to limit the potential that undertakings, in particular small and medium-sized enterprises (SMEs), have to create new jobs, while protecting posted workers.
Vsi ukrepi, ki jih uvaja ta direktiva, bi morali biti upravičeni in sorazmerni, da pri varstvu napotenih delavcev ne bi ustvarili upravnega bremena ali omejili potenciala podjetij, zlasti malih in srednjih podjetij (MSP), za ustvarjanje delovnih mest.
In order to ensure compliance with Directive 96/71/EC, whilst not putting an unnecessary administrative burden on the service providers, it is essential that the factual elements referred to in the provisions on the identification of a genuine posting and preventing abuse and circumvention in this Directive are considered to be indicative and non-exhaustive.
Da bi zagotovili skladnost z Direktivo 96/71/ES, ne da bi ponudnikom storitev naložili nepotrebno upravno breme, je bistveno, da se dejanski elementi iz določb te direktive o ugotavljanju, ali je napotitev prava, in preprečevanju zlorab in izogibanja obravnavajo kot okvirni in neizčrpni.
In particular, there should be no requirement that each element is to be satisfied in every posting case.
Zlasti se ne bi smelo zahtevati, da so pri vsaki napotitvi izpolnjeni vsi elementi.
Notwithstanding the fact that the assessment of the indicative factual elements should be adapted to each specific case and take account of the specificities of the situation, situations representing the same factual elements should not lead to a different legal appreciation or assessment by competent authorities in different Member States.
Ne glede na to, da bi bilo treba oceno okvirnih dejanskih elementov prilagoditi posameznemu primeru in upoštevati posebnosti njegovih okoliščin, okoliščine z enakimi dejanskimi elementi v različnih državah članicah ne bi smele voditi v drugačno pravno obravnavo ali oceno pristojnih organov.
In order to prevent, avoid and combat abuse and circumvention of the applicable rules by undertakings taking improper or fraudulent advantage of the freedom to provide services enshrined in the TFEU and/or of the application of Directive 96/71/EC, the implementation and monitoring of the notion of posting should be improved and more uniform elements, facilitating a common interpretation, should be introduced at Union level.
Da se podjetjem prepreči, se jih odvrne od in se zagotovi boj proti zlorabi veljavnih pravil in izogibanju tem pravilom, tako da bi na nepravilen ali goljufiv način izkoriščala svobodo opravljanja storitev, zapisano v PDEU, in/ali uporabo Direktive 96/71/ES, bi bilo treba izboljšati izvajanje in spremljanje pojma napotitev in na ravni Unije uvesti enotnejše elemente, s katerimi bi olajšali enotno tolmačenje.
Therefore, the constituent factual elements characterising the temporary nature inherent to the notion of posting, and the condition that the employer is genuinely established in the Member State from which the posting takes place, need to be examined by the competent authority of the host Member State and, where necessary, in close cooperation with the Member State of establishment.
Zato mora pristojni organ države članice gostiteljice po potrebi v tesnem sodelovanju z državo članico sedeža preučiti dejanske sestavne elemente, ki so značilni za začasno naravo pojma napotitve, in pogoj, da ima delodajalec dejanski sedež v državi članici, iz katere napotuje delavce.
When considering the size of the turnover realised by an undertaking in the Member State of establishment for the purpose of determining whether that undertaking genuinely performs substantial activities, other than purely internal management and/or administrative activities, competent authorities should take into account differences in the purchasing power of currencies.
Pristojni organi bi morali pri obravnavi obsega prometa, ki ga je podjetje ustvarilo v državi članici sedeža, za namene ugotavljanja, ali to podjetje dejansko opravlja večji del svojih dejavnosti, ne le notranjih upravljavskih in/ali administrativnih dejavnosti, upoštevati razlike med kupno močjo valut.
The elements set out in this Directive relating to the implementation and monitoring of posting may also assist the competent authorities in identifying workers falsely declared as self-employed.
Elementi iz te direktive v zvezi z izvajanjem in spremljanjem napotitev so lahko v pomoč tudi pristojnim organom pri odkrivanju delavcev, ki so bili napačno prijavljeni kot samozaposleni.
According to Directive 96/71/EC, the relevant definition of a worker is that which applies in the law of the Member State to whose territory a worker is posted.
V skladu z Direktivo 96/71/ES je ustrezna opredelitev delavca tista, ki se uporablja v pravu države članice, na ozemlje katere je delavec napoten.
Further clarification and improved monitoring of posting by relevant competent authorities would enhance legal certainty and provide a useful tool contributing to combating bogus self-employment effectively and ensuring that posted workers are not falsely declared as self-employed, thus helping prevent, avoid and combat circumvention of the applicable rules.
Pristojni organi bi z dodatnimi pojasnili in boljšim spremljanjem napotitev povečali pravno gotovost in vzpostavili koristno orodje za učinkovit boj proti lažni samozaposlitvi ter zagotovili, da napoteni delavci ne bi bili napačno prijavljeni kot samozaposleni, ter bi tako prispevali k preprečevanju izogibanja veljavnim pravilom, odvračanju od njega in boju proti njemu.
Where there is no genuine posting situation and a conflict of law arises, due regard should be given to the provisions of Regulation (EC) No 593/2008 of the European Parliament and of the Council [5] (‘Rome I’) or the Rome Convention [6] that are aimed at ensuring that employees should not be deprived of the protection afforded to them by provisions which cannot be derogated from by an agreement or which can only be derogated from to their benefit.
Kadar ne gre za pravo napotitev in pride do kolizije zakonov, bi bilo treba upoštevati določbe Uredbe (ES) št. 593/2008 Evropskega parlamenta in Sveta [5] (v nadaljnjem besedilu: uredba Rim I) ali Rimske konvencije [6], katerih namen je zagotoviti, da zaposleni ne bi bili prikrajšani za varstvo, ki se zagotavlja z določbami, od katerih ni možno odstopati na podlagi sporazuma ali pa je to možno le v korist zaposlenih.
Member States should ensure that provisions are in place to adequately protect workers who are not genuinely posted.
Države članice bi morale zagotoviti določbe za ustrezno varstvo delavcev, ki niso dejansko napoteni.
The lack of the certificate concerning the applicable social security legislation referred to in Regulation (EC) No 883/2004 of the European Parliament and of the Council [7] may be an indication that the situation should not be characterised as one of temporarily posting to a Member State other than the one in which the worker concerned habitually works in the framework of the provision of services.
Če potrdilo o veljavni zakonodaji o socialnem varstvu iz Uredbe (ES) št. 883/2004 Evropskega parlamenta in Sveta [7] manjka, je to lahko znak, da primera ne bi smeli opredeliti kot začasne napotitve v državo članico, ki ni država, v kateri zadevni delavec običajno dela v okviru opravljanja storitev.
As is the case with Directive 96/71/EC, this Directive should not prejudice the application of Regulation (EC) No 883/2004 and Regulation (EC) No 987/2009 of the European Parliament and of the Council [8].
Kot velja za Direktivo 96/71/ES, tudi ta direktiva ne bi smela posegati v uporabo Uredbe (ES) št. 883/2004 in Uredbe (ES) št. 987/2009 Evropskega parlamenta in Sveta [8].
Respect for the diversity of national industrial relations systems as well as the autonomy of social partners is explicitly recognised by the TFEU.
PDEU izrecno priznava spoštovanje različnosti nacionalnih sistemov, ki urejajo odnose med delodajalci in delojemalci, ter avtonomijo socialnih partnerjev.
In many Member States, the social partners play an important role in the context of the posting of workers for the provision of services since they may, in accordance with national law and/or practice, determine the different levels, alternatively or simultaneously, of the applicable minimum rates of pay.
V več državah članicah imajo socialni partnerji pomembno vlogo pri napotitvi delavcev z namenom opravljanja storitev, saj lahko v skladu z nacionalnim pravom in/ali prakso določajo, alternativno ali istočasno, različne stopnje veljavnih minimalnih urnih postavk.
The social partners should communicate and inform about those rates.
Socialni partnerji bi morali te urne postavke sporočati in o njih obveščati.
Adequate and effective implementation and enforcement are key elements in protecting the rights of posted workers and in ensuring a level-playing field for the service providers, whereas poor enforcement undermines the effectiveness of the Union rules applicable in this area.
Ustrezno in učinkovito izvajanje in izvrševanje sta ključna za varstvo pravic napotenih delavcev in zagotovitev enakih konkurenčnih pogojev za ponudnike storitev, nezadostno izvrševanje pa slabi učinkovitost veljavnih pravil Unije na tem področju.
Close cooperation between the Commission and the Member States, and where relevant, regional and local authorities, is therefore essential, without neglecting the important role of labour inspectorates and the social partners in this respect.
Tesno sodelovanje med Komisijo in državami članicami ter po potrebi regionalnimi in lokalnimi organi je zato bistveno, ob tem pa ne gre pozabiti pomembne vloge inšpektoratov za delo in socialnih partnerjev.
Mutual trust, a spirit of cooperation, continuous dialogue and mutual understanding are essential in this respect.
Medsebojno zaupanje, pripravljenost za sodelovanje, stalen dialog in vzajemno razumevanje so v tem pogledu ključni.
Effective monitoring procedures in Member States are essential for the enforcement of Directive 96/71/EC and of this Directive and therefore they should be established throughout the Union.
Učinkoviti postopki spremljanja v državah članicah so bistveni za izvrševanje Direktive 96/71/ES in te direktive ter bi morali biti vzpostavljeni po vsej Uniji.
Difficulties in accessing information on terms and conditions of employment are very often the reason why existing rules are not applied by service providers.
Težave pri dostopu do informacij o pogojih za zaposlitev so pogosto razlog, da ponudniki storitev ne uporabljajo veljavnih pravil.
Member States should therefore ensure that such information is made generally available, free of charge and that effective access to it is provided, not only to service providers from other Member States, but also to the posted workers concerned.
Države članice bi morale zato zagotoviti vsesplošno razpoložljivost in brezplačnost informacij o pogojih za zaposlitev ter učinkovit dostop do njih, in sicer ne samo ponudnikom storitev iz drugih držav članic, temveč tudi zadevnim napotenim delavcem.
Where terms and conditions of employment are laid down in collective agreements which have been declared to be universally applicable, Member States should ensure, while respecting the autonomy of social partners, that those collective agreements are made generally available in an accessible and transparent way.
Kadar so pogoji za zaposlitev določeni v kolektivnih pogodbah, ki so bile razglašene za splošno veljavne, bi morale države članice zagotoviti, ob upoštevanju avtonomije socialnih partnerjev, da so te kolektivne pogodbe splošno na voljo v dostopni in pregledni obliki.
In order to improve accessibility of information, a single source of information should be established in Member States.
Za večjo dostopnost informacij bi moral biti v državah članicah vzpostavljen enoten vir informacij.
Each Member State should provide for a single official national website, in accordance with web accessibility standards, and other suitable means of communication.
Vsaka država članica bi morala zagotovi enotno uradno nacionalno spletno mesto, skladno s standardi spletne dostopnosti, in druga primerna komunikacijska sredstva.
The single official national website should, as a minimum, be in the form of a website portal and should serve as a gateway or main entry point and should provide in clear and precise way links to the relevant sources of the information as well as brief information on the content of the website and the links referred to.
Enotno uradno nacionalno spletno mesto bi moralo biti zasnovano vsaj kot spletni portal in služiti kot strežni prehod ali glavna vstopna točka ter jasno in natančno navajati povezave do ustreznih virov informacij, pa tudi kratek opis vsebine navedenega spletnega mesta in povezav.
Such websites should include in particular any website put in place pursuant to Union legislation with a view to promoting entrepreneurship and/or the development of cross-border provision of services.
Med takšnimi spletnimi mesti bi morala biti zlasti spletna mesta, ki so na podlagi zakonodaje Unije vzpostavljena za spodbujanje podjetništva in/ali razvoj čezmejnega opravljanja storitev.
Host Member States should provide information on the periods laid down in their national law for which the service providers have to retain documents after the period of posting.
Države članice gostiteljice bi morale dati na voljo informacije o obdobjih, določenih v njihovem nacionalnem pravu, za katera morajo ponudniki storitev po obdobju napotitve hraniti dokumente.
Posted workers should have the right to receive from the host Member State general information on national law and/or practice that is applicable to them.
Napoteni delavci bi morali imeti pravico, da od države članice gostiteljice prejmejo splošne informacije o nacionalnem pravu in/ali praksi, ki se uporablja zanje.
Administrative cooperation and mutual assistance between the Member States should comply with the rules on the protection of personal data laid down in Directive 95/46/EC of the European Parliament and of the Council [9], and in accordance with national data protection rules implementing Union legislation.
Upravno sodelovanje in medsebojna pomoč med državami članicami bi morala biti v skladu s pravili o varstvu osebnih podatkov iz Direktive 95/46/ES Evropskega parlamenta in Sveta [9] ter v skladu z nacionalnimi pravili o varstvu podatkov, ki izvajajo zakonodajo Unije.
With regard to administrative cooperation through the Internal Market Information System (IMI), it should also comply with Regulation (EC) No 45/2001 of the European Parliament and of the Council [10] and Regulation (EU) No 1024/2012 of the European Parliament and of the Council [11].
Upravno sodelovanje prek informacijskega sistema za notranji trg (IMI) bi moralo biti tudi v skladu z Uredbo (ES) št. 45/2001 Evropskega parlamenta in Sveta [10] ter Uredbo (EU) št. 1024/2012 Evropskega parlamenta in Sveta [11].
In order to ensure the correct application of, and to monitor compliance with, the substantive rules on the terms and conditions of employment to be respected with regard to posted workers, Member States should apply only certain administrative requirements and control measures to undertakings that post workers in the framework of the provision of services.
Za zagotovitev pravilne uporabe materialnih pravil o pogojih za zaposlitev, ki jih je treba izpolnjevati v zvezi z napotenimi delavci, in spremljanja skladnosti z njimi bi morale države članice uporabljati samo določene upravne zahteve in nadzorne ukrepe za podjetja, ki napotujejo delavce v okviru opravljanja storitev.
According to the case law of the Court of Justice of the European Union, such requirements and measures may be justified by overriding reasons of general interest, which include the effective protection of workers' rights, provided they are appropriate for securing the attainment of the objective pursued and do not go beyond what is necessary to attain it.
V skladu s sodno prakso Sodišča Evropske unije so lahko takšne zahteve in ukrepi upravičeni iz nujnih razlogov splošnega pomena, med katere spada učinkovito varstvo pravic delavcev, če se z njimi ustrezno zagotovi uresničitev želenega cilja in ne presegajo tistega, kar je potrebno zanjo.
Such requirements and measures may only be imposed provided that the competent authorities cannot carry out their supervisory task effectively without the requested information and/or less restrictive measures would not ensure that the objectives of the national control measures deemed necessary are attained.
Take zahteve in ukrepi se lahko uvedejo samo, če pristojni organi brez zahtevanih informacij ne morejo učinkovito opravljati svojega nadzornega dela in/ali če z manj omejevalnimi ukrepi ne bi bilo mogoče izpolniti ciljev nacionalnih nadzornih ukrepov, ki veljajo za potrebne.
A service provider should ensure that the identity of the posted workers included in the declaration made by the service provider in order to allow factual controls at the workplace is verifiable for the duration of the posting by the competent authorities.
Ponudnik storitev bi moral zagotoviti, da je v njegovi izjavi navedena identiteta napotenega delavca, da bi lahko pristojni organi v času trajanja napotitve izvajali dejanski nadzor na delovnem mestu.
A service provider established in another Member State should inform the competent authorities in the host Member State without undue delay of any important changes to the information contained in the declaration made by the service provider in order to allow factual controls at the workplace.
Ponudnik storitev s sedežem v drugi državi članici bi moral brez nepotrebnega odlašanja obvestiti pristojne organe v državi članici gostiteljici o vseh pomembnih spremembah informacij, navedenih v izjavi ponudnika storitev, da bi omogočil dejanski nadzor na delovnem mestu.
The obligation to communicate administrative requirements and control measures to the Commission should not constitute an ex-ante authorisation process.
Obveznost sporočanja upravnih zahtev in nadzornih ukrepov Komisiji ne bi smela šteti kot predhodni postopek za pridobitev dovoljenja.
In order to ensure better and more uniform application of Directive 96/71/EC as well as its enforcement in practice and to reduce, as far as possible, differences in the level of application and enforcement across the Union, Member States should ensure that effective and adequate inspections are carried out on their territory, thus contributing, inter alia, to the fight against undeclared work in the context of posting, also taking into account other legal initiatives to address this issue better.
Za zagotovitev boljše in enotnejše uporabe Direktive 96/71/ES in njenega izvrševanja v praksi ter čim večjega možnega zmanjšanja razlik med stopnjami uporabe in izvrševanja v Uniji bi morale države članice zagotoviti, da se na njihovem ozemlju izvajajo učinkoviti in ustrezni inšpekcijski pregledi, s čimer bi med drugim prispevale k boju proti neprijavljenemu delu v okviru napotitve, pri tem pa bi morale za boljše reševanje težav upoštevati tudi druge pravne pobude.
Member States should provide, where applicable, in accordance with their national law and/or practice, the inspected undertaking with a post- inspection or control document which includes any relevant information.
Države članice bi morale po potrebi podjetju, v katerem je bil opravljen inšpekcijski pregled, v skladu z njihovim nacionalnim pravom in/ali prakso predložiti dokument po inšpekcijskem pregledu ali nadzoru, ki bi vseboval vse ustrezne informacije.
Member States should ensure that sufficient staff are available with the skills and qualifications needed to carry out inspections effectively and to enable requests for information as provided for in this Directive, from the host Member State or the Member State of establishment to be responded to without undue delay.
Države članice bi morale zagotoviti zadostno število zaposlenih s spretnostmi in znanji ter kvalifikacijami, ki so potrebne za učinkovito izvajanje inšpekcijskih pregledov in čim hitrejše odzivanje na prošnje države članice gostiteljice ali države članice sedeža za predložitev informacij v okviru te direktive.
Labour inspectorates, social partners and other monitoring bodies are of paramount importance in this respect and should continue to play a crucial role.
Inšpektorati za delo, socialni partnerji in drugi organi za spremljanje so v tem smislu odločilnega pomena in bi morali ključno vlogo ohraniti tudi v prihodnje.
In order to cope in a flexible way with the diversity of labour markets and industrial relations systems, by way of exception, the management and labour and/or other actors and/or bodies may monitor certain terms and conditions of employment of posted workers, provided they offer the persons concerned an equivalent degree of protection and exercise their monitoring in a non-discriminatory and objective manner.
Za prožno odzivanje na različnost trgov dela in sistemov odnosov med delodajalci in delojemalci lahko v izjemnih primerih nekatere pogoje za zaposlitev napotenih delavcev spremljajo socialni partnerji in/ali drugi akterji in/ali organi, če zadevnim osebam zagotavljajo enako raven varstva ter so pri spremljanju nediskriminacijski in objektivni.
Member States' inspection authorities and other relevant monitoring and enforcement bodies should avail themselves of the cooperation and exchange of information provided for in the relevant law in order to verify whether the rules applicable to posted workers have been respected.
Inšpekcijski in drugi ustrezni organi za spremljanje in izvrševanje v državah članicah bi se morali posluževati sodelovanja in izmenjave informacij iz zadevnega prava, da bi se preverila skladnost s pravili, ki se uporabljajo za napotene delavce.
Member States are particularly encouraged to introduce a more integrated approach to labour inspections.
Države članice se posebej spodbuja k uvedbi bolj integriranega pristopa k delovnim inšpekcijam.
The need to develop common standards in order to establish comparable methods, practices and minimum standards at Union level should equally be examined.
Preučiti bi bilo treba tudi potrebo po oblikovanju skupnih standardov za vzpostavitev primerljivih metod, praks in minimalnih standardov na ravni Unije.
However, the development of common standards should not result in Member States being hampered in their efforts to combat undeclared work effectively.
Oblikovanje skupnih standardov pa ne bi smelo ovirati prizadevanj držav članic za učinkovit boj proti neprijavljenemu delu.
To facilitate the enforcement of Directive 96/71/EC and ensure its more effective application, effective complaint mechanisms should exist through which posted workers may lodge complaints or engage in proceedings either directly or, with their approval, through relevant designated third parties, such as trade unions or other associations as well as common institutions of social partners.
Za boljše izvrševanje Direktive 96/71/ES in njeno učinkovitejšo uporabo bi morali obstajati učinkoviti pritožbeni mehanizmi, prek katerih lahko napoteni delavci vložijo pritožbe ali začnejo postopke neposredno ali z njihovim soglasjem prek ustreznih pooblaščenih tretjih strani, kot so sindikati ali druga združenja ter skupne institucije socialnih partnerjev.