natgillin/translations-raw huggingface dataset:
if it is not taken within six months after the end of the period to which it relates, home leave shall be cancelled with respect to that two-year period.
če imata oba dom v isti državi, je vsak od njiju upravičen do dopusta v tej državi na vsaki dve leti;
The date, on which home leave is actually taken, for any given two-year period, shall not affect the date on which the next home leave is to be taken;
če sta njuna domova v dveh različnih državah, je vsak od njiju upravičen do dopusta v svoji matični državi na vsaki dve leti;
where spouses, or registered partners, are both employed by the SATCEN and where both are entitled to home leave, it shall be granted in accordance with the following conditions:
njuni vzdrževani otroci in po potrebi oseba, ki spremlja te otroke, so upravičeni do enega obdobja dopusta v matični državi na vsaki dve leti; če imata starša dom v dveh različnih državah, se dopust lahko koristi v eni od teh držav.
where both have their home in the same country, each shall be entitled to home leave in that country every two years;
Uslužbenec, ki koristi dopust v matični državi, je v skladu s postopki iz člena 18 upravičen do vračila potnih stroškov za obe smeri zase, svoje otroke in, če je prejemnik gospodinjskega dodatka, za svojega zakonca ali registriranega partnerja, vendar ni upravičen do dnevnice za čas potovanja.
where their homes are in two different countries, each shall be entitled to home leave in his or her respective country every two years;
Uslužbenci, ki ne izkoristijo dopusta v matični državi, niso upravičeni do nadomestila.
the couple's dependent children and, if appropriate, the person accompanying those children, shall be entitled to only one period of home leave every two years; where the parents have their homes in two different countries, the home leave may be taken in either of those countries.
Dopust v matični državi se odobri pod naslednjimi pogoji:
A staff member who takes home leave shall be entitled, in accordance with the procedures laid down in Article 18, to payment of the return travel expenses for himself, his children and, if he receives a household allowance, for his spouse or registered partner, but not to a daily allowance for the travelling time.
zadevni uslužbenec se pisno zaveže, da bo dopust v matični državi preživel v državi svojega uradnega bivališča;
Staff members who do not take their home leave shall have no entitlement to compensation.
zadevni uslužbenec se pisno zaveže, da v šestih mesecih, neposredno po koncu obdobja, na katerega se nanaša pravica do dopusta v matični državi (ne glede na dejanski datum začetka dopusta), ne bo odpovedal službe v Satcenu;
Home leave shall be granted on the following conditions:
vodja sektorja mora zagotoviti, da v obdobju zahtevanega dopusta z veliko verjetnostjo ne bo potreboval usluge zadevnega uslužbenca.
the staff member concerned must undertake in writing to spend the home leave in the country of his official home;
Če zadevni uslužbenec ne spoštuje točke (a), mora Satcenu povrniti vsa izplačila, ki jih je prejel v zvezi z dopustom v matični državi; zadevnemu uslužbencu se lahko tudi skrajša neizkoriščeni letni dopust za število dni odobrenega dopusta v matični državi.
the staff member concerned must undertake in writing not to resign from the SATCEN in the six months following the end of the period to which the entitlement to home leave relates (regardless of the date on which that leave is actually taken);
Direktor lahko odloči, da se odstopa od določb iz točk (b) in (c), če meni, da bi njihova dosledna uporaba zadevnega uslužbenca izpostavila krivici ali posebnim težavam.
the head of division must certify that he will in all probability not require the services of the staff member during the period of the requested home leave.
POGLAVJE VI
Failure to comply with point (a) will result in the staff member concerned being obliged to reimburse to the SATCEN all the payments received in connection with the home leave and may also result in the staff member's unexpended annual leave being reduced by the number of days of home leave granted.
Poročanje in napredovanje
The Director may decide to derogate from the provisions in points (b) and (c) if he considers that their strict application would expose the staff member concerned to an injustice or to particular difficulties.
Člen 24
CHAPTER VI
Delo vseh uslužbencev z izjemo direktorja v prejšnjem letu se oceni vsako leto najpozneje do 31. marca.
Reports and promotion
Poročila dajejo oceno o relativnih sposobnostih in znanju uslužbencev in so priložnost za pohvalo uslužbenca ali nasprotno za opozorilo uslužbencu o njegovih pomanjkljivostih, da bi se izboljšalo opravljanje njihovih delovnih nalog.
Article 24
Poročila se nanašajo na splošno uspešnost uslužbenca na njegovem delovnem mestu ter na Satcenove vrednote (timski duh, predanost, odličnost in proaktivnost).
The work of all staff members, apart from the Director, in the previous year, shall be evaluated at the latest by 31 March of each year.
Celotna ocena se povzame na obrazcu letnega poročila, ki se hrani v osebni mapi uslužbenca.
Reports shall comment on the relative proficiency of staff members and shall provide the opportunity to congratulate staff members or, on the contrary, warn them of shortcomings with a view to an improvement in their service.
Če poročilo kaže na podpovprečno opravljanje dela, lahko direktor zahteva vmesno poročilo vsakih šest mesecev.
Reports shall concern the overall performance related to the post held by the staff member concerned and the values of the SATCEN (team spirit, commitment, excellence and proactivity).
Člen 25
The entire evaluation shall be summarised on an annual report form kept in the staff member's personal file.
Postopek
In case the report indicates underperformance, the Director may request an additional intermediate report after six months.
Direktor določi uslužbence, ki so odgovorni za poročanje o osebju, ki jim je v celoti ali delno podrejeno.
Article 25
Vsak uslužbenec, odgovoren za poročilo, z zadevnim uslužbencem opravi osebni razgovor.
Procedure
Uslužbenec je uradno obveščen o svoji letni oceni in podpiše obrazec poročila ter s tem potrdi, da je o stvari obveščen.
The Director shall designate the staff members responsible for reporting on personnel wholly or partly subordinate to them.
Letno poročilo je upravni akt za interno uporabo.
Each staff member shall be interviewed personally by the staff member responsible for his report.
Zoper njega ni mogoča pritožba pri zunanjem organu.
He shall be notified of his annual evaluation, and shall sign the report form thus testifying that he has been informed of it.
Ko so vsa poročila napisana, skliče direktor komisijo za napredovanja, ki vključuje vse uslužbence, ki so napisali eno ali več poročil, in ji sam predseduje.
The annual report is an administrative act established for internal use.
Direktor sprejme poslovnik komisije za napredovanja.
There can be no appeal to any external body against it.
Člen 26
When all reports have been written, the Director shall convene a Promotions Board, chaired by himself, which will include all staff members who have written one or more reports.
Spremljanje poročil
The Director shall adopt the rules of procedure of the Promotions Board.
Komisija za napredovanja lahko direktorju predlaga enega od naslednjih ukrepov, da se nagradijo uslužbenci, ki še posebej dobro opravljajo svoje delo:
Article 26
dodelitev finančne nagrade;
Follow-up action on reports
izjemno napredovanje v stopnji;
The Promotions Board may propose to the Director one of the following measures to reward staff members whose performance was recognised as particularly good:
napredovanje v naslednji višji razred, če proračunska sistemizacija dopušča tako napredovanje.
the award of a financial bonus;
Negativno poročilo lahko upraviči, da uslužbenec ostane na obstoječi stopnji še za eno leto.
an exceptional advancement in step;
Dve ali več negativnih poročil ima lahko za posledico prekinitev ali nepodaljšanje pogodbe o zaposlitvi.
a promotion to the next higher grade provided that the budgeted post allows such promotion.
Če dodatno vmesno poročilo iz člena 24(3) ne pokaže izboljšanja v uslužbenčevem opravljanju nalog, lahko direktor sprejme enega od naslednjih ukrepov:
An adverse report may justify keeping the staff member at his present step for an additional year.
uslužbenca zadrži na trenutni stopnji dodatnih dvanajst mesecev;
Two or more successive adverse reports may justify the termination or non-renewal of contracts.
prekine pogodbo uslužbenca v skladu s točko 3 člena 7.
If the additional intermediate 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:
O višini denarne nagrade iz odstavka 1 in drugih izvedbenih predpisih tega člena odloči direktor na začetku vsakega proračunskega leta.
keep the staff member at his present step for an additional period of 12 months;
POGLAVJE VII
terminate the contract of the staff member in accordance with point 3 of Article 7.
Disciplinski ukrepi
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.
Člen 27
CHAPTER VII
Uslužbenec ali nekdanji uslužbenec je disciplinsko odgovoren, če namerno ali iz malomarnosti ne ravna v skladu s svojimi obveznostmi po teh kadrovskih predpisih.
Disciplinary measures
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.
Article 27
Disciplinska pravila, postopki in ukrepi ter pravila glede upravnih preiskav so določeni v Prilogi IX.
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.
POGLAVJE VIII
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.
Pritožbe in pritožbena komisija
Disciplinary rules, procedures and measures and the rules covering administrative investigations are laid down in Annex IX.
Člen 28
CHAPTER VIII
Pritožbe
Appeals and Appeals Board
Vsaka oseba, za katero veljajo ti kadrovski predpisi, lahko od direktorja zahteva, da sprejme odločitev, ki se nanaša nanjo, v zadevah, ki jih urejajo ti kadrovski predpisi.
Article 28
Direktor zadevno osebo o svoji obrazloženi odločitvi obvesti v dveh mesecih od datuma zahteve.
Appeals
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 request the Director to 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 pritožbo zoper akt, ki je imel zanjo negativne posledice, ne glede na to, ali je direktor sprejel odločitev ali ni sprejel nobenega od ukrepov, predpisanih v kadrovskih predpisih.
The Director shall notify the person concerned of his reasoned decision within two months from the date on which the request was made.
Pritožbo je treba vložiti v treh mesecih.
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.
Rok začne teči:
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 these Staff Regulations.
na dan objave akta, če gre za ukrep splošne narave;
The complaint must be lodged within three months.
na dan, ko je zadevna oseba uradno obveščena o odločitvi, nikakor pa ne pozneje kot na dan, ko je ta prejela uradno obvestilo, če ukrep zadeva 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 period shall start to run:
na dan izteka roka, predpisanega za odgovor, kadar gre za pritožbo zoper molk organa, ki pomeni zavrnitev zahteve, kakor je določeno v odstavku 1.
on the date of publication of the act if it is a measure of a general nature;
Direktor zadevno osebo o svoji obrazloženi odločitvi obvesti v enem mesecu po datumu vložitve pritožbe.
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;
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.
on the date of expiry of the period prescribed for reply where the complaint concerns an implied decision rejecting a request as provided for in paragraph 1.
V primeru negativnega odgovora uslužbenec lahko zaprosi za mediacijo.
The Director shall notify the person concerned of his reasoned decision within one month from the date on which the complaint was lodged.
Takšna mediacija ni obvezna.
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.
Direktor imenuje mediatorja, za obdobje treh let, z možnostjo podaljšanja.
In the event of a negative reply, the staff member may request mediation.
Mediator je usposobljen, neodvisen pravni strokovnjak.
Such mediation is not mandatory.
Direktor in zadevni uslužbenec mu dasta na voljo vse dokumente, za katere meni, da so potrebni za preučitev primera.
The Director shall appoint a mediator for a renewable period of three years.
Svoje zaključke sporoči v 15 dneh od datuma, ko je bil seznanjen s primerom.
The mediator shall be a qualified, independent legal expert.
Ti zaključki niso zavezujoči ne za direktorja in ne za uslužbenca.
He shall be provided by the Director and the staff member concerned with all documents he considers necessary for an examination of the case.
Če direktor izpodbija zaključke, stroške mediacije krije Satcen; 50 % stroškov krije uslužbenec, če zavrne dane ugotovitve.
He shall submit his conclusions within 15 days of the date on which he has been apprised of the case.
Če uslužbenec izčrpa vse možnosti na prvi ravni (notranja upravna pritožba), ima možnost obrniti se na Satcenovo pritožbeno komisijo.
Those conclusions shall not be binding on either the Director or the staff member.
Sestava, delovanje in posebni postopki tega organa so navedeni v Prilogi X.
The costs of mediation shall be borne by the SATCEN if the conclusions are refused by the Director; 50 % of the costs shall be borne by the staff member if it is he who refuses to accept the findings.
Odločitve pritožbene komisije so zavezujoče za obe stranki.
Having exhausted the possibilities of the first resort (an internal administrative appeal), staff members shall be at liberty to seek a settlement before the SATCEN's Appeals Board.
Zoper nje ni pritožbe.
The composition, operation and specific procedures of that body are given in Annex X.
Pritožbena komisija lahko:
Decisions of the Appeals Board shall be binding on both parties.
odločitve, ki so predmet pritožbe, razveljavi ali potrdi;
There shall be no appeal from them.
Satcenu naloži povračilo vse materialne škode, ki jo je utrpel uslužbenec, začenši z dnem, ko je začel veljati sklep o razveljavitvi ukrepa;
The Appeals Board may:
sprejme tudi odločitev, da mora Satcen v mejah, ki jih določi pritožbena komisija, povrniti utemeljene stroške pritožnika, kakor tudi stroške, ki se nanašajo na prevoz in stroške bivanja zaslišanih prič.
annul, or confirm, the decisions complained of;
Ti stroški se izračunajo na podlagi člena 18 in Priloge VII k tem kadrovskim predpisom.
order the SATCEN incidentally to compensate any material damage sustained by the staff member starting from the day the annulled decision began to have effect;
POGLAVJE IX
rule further that the SATCEN 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.
Pokojninsko zavarovanje
Those expenses shall be calculated on the basis of Article 18 and Annex VII of these Staff Regulations.
Člen 29
CHAPTER IX
Pravila in pogoji iz Satcenovih pravil o pokojninskem zavarovanju, v skladu s pravili pokojninskega zavarovanja koordiniranih organizacij, se uporabljajo za Satcenove uslužbence.
Pension schemes
Novo Satcenovo pokojninsko zavarovanje se uporablja za uslužbence, ki so se zaposlili po 30. juniju 2005.
Article 29
Vsi prispevki osebja in Satcena v skladu z odstavkom 1 podpirajo rezervni pokojninski sklad in se upravljajo v skladu s Satcenovih finančnih pravilih.
The rules and conditions contained in the Pension Schemes Rules of the SATCEN, in accordance with the Pension Scheme Rules of the Coordinated Organisations, are applied to the staff members of the SATCEN.
POGLAVJE X
The New Pension Scheme (NPS) of the SATCEN applies to staff members who have taken up duty after 30 June 2005.
Napotitev Satcenovih uslužbencev
All contributions from staff and the SATCEN made in application of paragraph 1, shall sustain the Pension Reserve Fund and shall be managed in accordance with the SATCEN's Financial Rules.
Člen 30
CHAPTER X
Napoteni uslužbenec je uslužbenec, ki je na podlagi odločitve direktorja v interesu službe začasno razporejen na delovno mesto izven Satcena.
Secondment of the SATCEN's Staff Members
Napotitev iz službenih razlogov urejajo naslednja pravila:
Article 30
odločitev o napotitvi sprejme direktor po zaslišanju zadevnega uslužbenca;
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 SATCEN.
trajanje napotitve določi direktor;
Secondment in the interests of the service shall be governed by the following rules:
po vsakokratnem preteku šestih mesecev lahko zadevni uslužbenec zahteva, da napotitev preneha;
the decision on secondment shall be taken by the Director after hearing the staff member concerned;
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 Satcenu; prav tako je upravičen do povračila vseh dodatnih stroškov, ki nastanejo zaradi napotitve;
the duration of secondment shall be determined by the Director;
napoteni uslužbenec še naprej plačuje pokojninske prispevke na podlagi plače za aktivno zaposlitev za razred in stopnjo v Satcenu;
at the end of every six months, the staff member concerned may request that the secondment be terminated;
napoteni uslužbenec ohrani svoje delovno mesto, pravico do povišanja v stopnji in upravičenost do napredovanja;
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 SATCEN; he shall likewise be entitled to reimbursement of all additional expenses entailed by his secondment;
ob koncu napotitve začne uradnik takoj ponovno delati na svojem prejšnjem delovnem mestu.
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 SATCEN;
NASLOV III
a staff member on secondment shall retain his post, his right to advancement to a higher step and his eligibility for promotion;
DOLOČBE ZA LOKALNE USLUŽBENCE
when his secondment ends a staff member shall be reinstated in the post formerly occupied by him.
Člen 31
TITLE III
Statutarne določbe
PROVISIONS APPLICABLE TO LOCAL STAFF
Lokalni uslužbenci so pomožni uslužbenci, ki so načeloma zaposleni za krajša obdobja.
Article 31
Nimajo statusa mednarodnih uslužbencev in za njih v celoti veljajo zakoni in predpisi države gostiteljice, v kateri so zaposleni.
Statutory provisions
lokalni uslužbenci so uslužbenci, ki ne zasedajo delovnih mest, določenih v Satcenovi tabeli uslužbencev;
Local staff are auxiliary personnel recruited in principle for short periods.
ob upoštevanju določb tega naslova, pogoje za zaposlovanje lokalnih uslužbencev, zlasti:
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.
pogoje za zaposlovanje in prekinitev pogodbe;
local staff are employees who do not occupy posts defined in the SATCEN's table of staff members;
letni dopust in
subject to the provisions of this Title, the conditions of employment of local staff, in particular:
prejemke;
the conditions of their engagement and termination of their contract;
določi Satcen skladno z veljavnimi predpisi in prakso v kraju, v katerem opravljajo svoje delo;
their leave, and
za lokalne uslužbence veljajo določbe iz naslova I in naslednje določbe iz naslova II:
their remuneration
poglavje II: člen 5 (starostna meja zaposlitve) in 6 (zdravniški pregledi);
are determined by the SATCEN in accordance with current rules and practice in the place where they are to perform their duties;
poglavje III: člen 15 (predujmi plač in povračila);
local staff are bound by Title I and by the following provisions of Title II:
poglavje IV: člen 18 (službena potovanja);
Chapter II: Articles 5 (age limit for employment) and 6 (medical examinations);
poglavje V: člen 19 (delovni čas) in 21 (državni prazniki);
Chapter III: Article 15 (salary advances and reimbursement);
poglavje VII: člen 27 (disciplinski ukrepi) in Priloga IX (disciplinski postopki)
Chapter IV: Article 18 (travel on duty);
in vsi predpisi na njihovi podlagi.
Chapter V: Articles 19 (hours of work) and 21 (public holidays);
Člen 32
Chapter VII: Article 27 (disciplinary measures) and Annex IX (disciplinary proceedings).
Socialna varnost
and by any regulations based thereon.
Kar zadeva socialno varnost, Satcen plačuje prispevke delodajalcev za socialno varnost po veljavnih predpisih v kraju, v katerem lokalni uslužbenci opravljajo delo.
Social security
Osebni prejemki
As regards social security, the SATCEN 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.
Osebni prejemki lokalnih uslužbencev se določijo s pogodbo; sestavlja jih neto mesečna plača brez dodatkov ne glede na družinski ali socialni položaj zadevne osebe.
Article 33
Ker lokalni uslužbenci ne uživajo pravic iz sistema pokojninskega zavarovanja, se od njihovih osebnih prejemkov ne odtegnejo prispevki za tovrstno zavarovanje.
Remuneration
Na začetku leta upravni odbor osebne prejemke lokalnih uslužbencev poveča za isto odstotno stopnjo kakor prejemke uslužbencev.
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.
NASLOV IV
As local staff do not benefit from the pension scheme, no deduction shall be made in respect of it.
ZASTOPANJE USLUŽBENCEV
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.
Člen 34
TITLE IV
Zastopanje uslužbencev
REPRESENTATION OF EMPLOYEES
Odbor uslužbencev zastopa vse Satcenove uslužbence, opredeljene v členu 1.
Article 34
Odbor uslužbencev za dve leti s tajnim glasovanjem izvolijo Satcenovi uslužbenci.
Representation of employees
Odbor uslužbencev: