natgillin/translations-raw huggingface dataset:
Where such a derogation applies, the temporary-work agency has no need for the information about the user undertaking’s working conditions and the information requirement should therefore not apply.
Pri takšnem odstopanju agencija za zagotavljanje začasnega dela ne potrebuje informacij o delovnih pogojih v podjetju uporabniku, zato se zahteva po obveščanju ne bi smela uporabljati.
Experience shows that workers who have been hired out by a temporary employment undertaking or placement agency to a user undertaking are sometimes sent to the territory of another Member State in the framework of the transnational provision of services.
Izkušnje kažejo, da so delavci, katerih delo podjetje ali agencija za začasno zaposlovanje posreduje podjetju uporabniku, včasih napoteni na ozemlje druge države članice v okviru čezmejnega opravljanja storitev.
The protection of those workers should be ensured.
Treba bi bilo zagotoviti zaščito teh delavcev.
Member States should ensure that the user undertaking informs the temporary employment undertaking or placement agency about the posted workers who are temporarily working in the territory of a Member State other than the Member State in which they normally work for the temporary employment undertaking or placement agency or for the user undertaking, in order to allow the employer to apply, as appropriate, the terms and conditions of employment that are more favourable to the posted worker.
Države članice bi morale zagotoviti, da podjetje uporabnik obvesti podjetje ali agencijo za začasno zaposlovanje o napotenih delavcih, ki začasno delajo na ozemlju države članice, ki ni država članica, v kateri običajno delajo za podjetje ali agencijo za začasno zaposlovanje, zato da lahko delodajalec po potrebi uporabi pogoje za zaposlitev, ki so ugodnejši za napotenega delavca.
This Directive, in the same way as Directive 96/71/EC, should not prejudice the application of Regulations (EC) No 883/2004 and (EC) No 987/2009 of the European Parliament and of the Council.
Ta direktiva, enako kot Direktiva 96/71/ES, ne bi smela posegati v uporabo uredb (ES) št. 883/2004 in (ES) št. 987/2009 Evropskega parlamenta in Sveta.
Because of the highly mobile nature of work in international road transport, the implementation of this Directive in that sector raises particular legal questions and difficulties, which are to be addressed, in the framework of the mobility package, through specific rules for road transport also reinforcing the combating of fraud and abuse.
Zaradi zelo mobilne narave dela v mednarodnih cestnih prevozih izvajanje te direktive v tem sektorju odpira specifična pravna vprašanja in povzroča težave, ki bodo v okviru svežnja o mobilnosti obravnavana s posebnimi pravili za cestni promet, s katerimi bo okrepljen tudi boj proti goljufijam in zlorabam.
In a truly integrated and competitive internal market, undertakings compete on the basis of factors such as productivity, efficiency, and the education and skill level of the labour force, as well as the quality of their goods and services and the degree of innovation thereof.
Na resnično povezanem in konkurenčnem notranjem trgu podjetja tekmujejo na podlagi dejavnikov, kot so produktivnost, učinkovitost in izobrazba ter raven znanj in spretnosti delovne sile, pa tudi na podlagi kakovosti ter stopnje inovativnosti njihovega blaga in storitev.
It is within Member States’ competence to set rules on remuneration in accordance with national law and/or practice.
Države članice so pristojne za določitev pravil o plačilu za delo v skladu z nacionalnim pravom in/ali prakso.
The setting of wages is a matter for the Member States and the social partners alone.
Določanje plač je izključno v pristojnosti držav članic in socialnih partnerjev.
Particular care should be taken not to undermine national systems of wage setting or the freedom of the parties involved.
Posebno skrb je treba nameniti temu, da se ne ogrozi nacionalnih sistemov določanja plač ali svobode udeleženih strani.
When comparing the remuneration paid to a posted worker and the remuneration due in accordance with the national law and/or practice of the host Member State, the gross amount of remuneration should be taken into account.
Pri primerjavi plačila za delo, izplačanega napotenemu delavcu, in plačila za delo, ki mu pripada v skladu z nacionalnim pravom in/ali prakso države članice gostiteljice, bi bilo treba upoštevati bruto znesek plačila za delo.
The total gross amounts of remuneration should be compared, rather than the individual constituent elements of remuneration which are rendered mandatory as provided for by this Directive.
Primerjati bi bilo treba skupne bruto zneske plačila za delo, ne pa posameznih sestavnih delov plačila za delo, ki so obvezni, kot je določeno v tej direktivi.
Nevertheless, in order to ensure transparency and to assist the competent authorities and bodies in carrying out checks and controls it is necessary that the constituent elements of remuneration can be identified in enough detail according to the national law and/or practice of the Member State from which the worker was posted.
Da bi zajamčili preglednost in podprli pristojne organe in telesa pri izvajanju pregledov in nadzora, pa je treba kljub vsemu zagotoviti, da so sestavni deli plačila za delo dovolj natančno opredeljeni v skladu z nacionalnim pravom in/ali prakso države članice, iz katere je bil delavec napoten.
Unless the allowances specific to the posting concern expenditure actually incurred on account of the posting, such as expenditure on travel, board and lodging, they should be considered to be part of the remuneration and should be taken into account for the purposes of comparing the total gross amounts of remuneration.
Razen kadar so dodatki, ki sodijo k napotitvi, povezani s stroški, ki dejansko nastanejo zaradi napotitve, kot so potni stroški in stroški za prehrano ter nastanitev, bi se morali šteti kot del plačila za delo in bi se morali upoštevati za namene primerjave bruto zneskov plačila za delo.
Allowances specific to posting often serve several purposes.
Dodatki, ki sodijo k napotitvi, imajo pogosto različne namene.
Insofar as their purpose is the reimbursement of expenditure incurred on account of the posting, such as expenditure on travel, board and lodging, they should not be considered to be part of remuneration.
Če je njihov namen povračilo stroškov, ki nastanejo zaradi napotitve, kot so potni stroški in stroški za prehrano ter nastanitev, se jih ne smelo šteti kot del plačila za delo.
It is for Member States, in accordance with their national law and/or practice, to set rules with regard to the reimbursement of such expenditure.
Države članice so v skladu z nacionalnim pravom in/ali prakso pristojne za določitev pravil v zvezi s povračilom teh stroškov.
The employer should reimburse posted workers for such expenditure in accordance with the national law and/or practice applicable to the employment relationship.
Delodajalec bi moral napotenim delavcem povrniti te stroške v skladu z nacionalnim pravom in/ali prakso, ki se uporablja za delovno razmerje.
In view of the relevance of allowances specific to posting, uncertainty as to which elements of such allowances are allocated to the reimbursement of expenditure incurred on account of the posting should be avoided.
Glede na pomembnost dodatkov, ki sodijo k napotitvi, bi bilo treba odpraviti negotovost glede tega, kateri deli takšnih dodatkov se štejejo kot povračilo stroškov, ki nastanejo zaradi napotitve.
The entire allowance should be considered to be paid in reimbursement of expenditure unless the terms and conditions of employment resulting from the law, regulation or administrative provision, collective agreements, arbitration awards or contractual agreements that apply to the employment relationship determine which elements of the allowance are allocated to the reimbursement of expenditure incurred on account of the posting and which are part of remuneration.
Za celoten dodatek bi bilo treba šteti, da se izplačuje kot povračilo stroškov, razen če pogoji za zaposlitev, ki izhajajo iz zakona ali drugih predpisov, kolektivnih pogodb, arbitražnih odločb ali pogodbenih dogovorov, ki se uporabljajo za delovno razmerje, določajo, kateri deli dodatka se štejejo kot povračilo stroškov, ki nastanejo zaradi napotitve, in kateri deli so del plačila za delo.
The constituent elements of remuneration and other terms and conditions of employment under national law or collective agreements as referred to in this Directive should be clear and transparent to all undertakings and posted workers.
Sestavni deli plačila za delo ter drugi pogoji za zaposlitev na podlagi nacionalnega prava ali kolektivnih pogodb iz te direktive bi morali biti jasni in pregledni za vsa podjetja in napotene delavce.
As transparency of, and access to, information are essential for legal certainty and law enforcement, it is, with regard to Article 5 of Directive 2014/67/EU, justified to extend Member States’ obligation to publish the information on the terms and conditions of employment, on the single official national website, to the constituent elements of remuneration rendered mandatory as well as to the additional set of terms and conditions of employment applicable to postings exceeding 12 or, where applicable, 18 months under this Directive.
Ker sta preglednost in dostop do informacij bistvena za pravno varnost in izvrševanje prava, je glede na člen 5 Direktive 2014/67/EU upravičeno, da se obveznost držav članic, da na enotnem uradnem nacionalnem spletnem mestu objavijo pogoje za delo, na podlagi te direktive razširi na sestavne dele plačila za delo, ki so obvezni, ter na dodatne pogoje za zaposlitev, ki se uporabljajo za napotitve, ki presegajo 12 ali, kadar je ustrezno, 18 mesecev.
Each Member State should ensure that the information provided on the single official national website is accurate and is updated on a regular basis.
Vsaka država članica bi morala zagotoviti, da so informacije, objavljene na enotnem uradnem nacionalnem spletnem mestu točne in posodobljene.
Any penalty imposed on an undertaking for non-compliance with the terms and conditions of employment to be ensured to posted workers should be proportionate, and the determination of the penalty should take into account, in particular, whether the information on the single official national website on the terms and conditions of employment was provided in accordance with Article 5 of Directive 2014/67/EU, respecting the autonomy of the social partners.
Morebitne kazni zoper podjetje zaradi neskladnosti s pogoji za zaposlitev, ki jih je treba zagotoviti napotenim delavcem, bi morale biti sorazmerne, pri določitvi kazni pa bi bilo treba upoštevati zlasti, ali so bile informacije na enotnem uradnem nacionalnem spletnem mestu o pogojih za zaposlitev objavljene v skladu s členom 5 Direktive 2014/67/EU, ob upoštevanju avtonomnosti socialnih partnerjev.
Directive 2014/67/EU lays down a number of provisions to ensure that rules on the posting of workers are enforced and are respected by all undertakings.
Direktiva 2014/67/EU vsebuje več določb za zagotovitev, da vsa podjetja izvršujejo in spoštujejo pravila o napotitvi delavcev.
Article 4 of that Directive provides for factual elements that may be taken into account in the overall assessment of the specific situations in order to identify genuine posting situations and to prevent abuse and circumvention of the rules.
V členu 4 navedene direktive so opredeljeni dejanski elementi, ki se jih lahko upošteva pri celotni oceni posebnih primerov, da se ugotovi, ali je napotitev prava, ter se preprečijo zlorabe in izogibanje pravilom.
Employers should, before the beginning of a posting, take appropriate measures to provide essential information to the worker about the terms and conditions of employment as regards the posting in accordance with Council Directive 91/533/EEC.
Kar zadeva napotitev, bi morali delodajalci še pred njenim začetkom sprejeti ustrezne ukrepe za zagotovitev ključnih informacij delavcu o pogojih za zaposlitev v zvezi z njihovo napotitvijo v skladu z Direktivo Sveta 91/533/EGS.
This Directive establishes a balanced framework with regard to the freedom to provide services and the protection of posted workers, which is non-discriminatory, transparent and proportionate while respecting the diversity of national industrial relations.
S to direktivo se vzpostavlja uravnotežen okvir v zvezi s svobodo opravljanja storitev in zaščito napotenih delavcev, ki je nediskriminatoren, pregleden in sorazmeren, hkrati pa upošteva raznolikost odnosov med delodajalci in delojemalci v posameznih državah.
This Directive does not prevent the application of terms and conditions of employment which are more favourable to posted workers.
Direktiva ne preprečuje uporabe pogojev za zaposlitev, ki so ugodnejši za napotene delavce.
With a view to tackling abuses in subcontracting situations and in order to protect the rights of posted workers, Member States should take appropriate measures, in accordance with Article 12 of Directive 2014/67/EU, to ensure subcontracting liability.
Da bi se preprečile zlorabe pri sklepanju pogodb s podizvajalci in zaščitile pravice napotenih delavcev, bi morale države članice sprejeti ustrezne ukrepe za zagotovitev odgovornosti podizvajalcev v skladu s členom 12 Direktive 2014/67/EU.
In order to ensure that Directive 96/71/EC is correctly applied, coordination between the Member States’ competent authorities and/or bodies and cooperation at Union level on combating fraud relating to the posting of workers should be strengthened.
Da bi zagotovili pravilno uporabo Direktive 96/71/ES, bi bilo treba okrepiti usklajevanje med pristojnimi organi in/ali telesi držav članic ter sodelovanje na ravni Unije v boju proti goljufijam, povezanim z napotitvijo delavcev.
In the context of combating fraud related to the posting of workers, the European Platform to enhance cooperation in tackling undeclared work (the ‘Platform’), established by Decision (EU) 2016/344 of the European Parliament and the Council, should, in accordance with its mandate, participate in the monitoring and the evaluation of cases of fraud, improve the implementation and efficiency of administrative cooperation between Member States, develop alert mechanisms and bring assistance and support to reinforced administrative cooperation and information exchanges between the competent authorities or bodies.
Pri boju proti goljufijam, povezanim z napotitvijo delavcev, bi bilo treba v okviru evropske platforme za okrepitev sodelovanja pri ukrepanju proti neprijavljenemu delu (v nadaljnjem besedilu: platforma), vzpostavljene s Sklepom (EU) 2016/344 Evropskega parlamenta in Sveta, v skladu z njenim mandatom sodelovati pri spremljanju in ocenjevanju primerov goljufije, izboljšati izvajanje in učinkovitost upravnega sodelovanja med državami članicami, razviti mehanizme za opozarjanje ter zagotoviti pomoč in podporo za okrepljeno upravno sodelovanje in izmenjavo informacij med pristojnimi organi ali telesi.
In doing so, the Platform is to work in close cooperation with the Committee of Experts on Posting of Workers, established by Commission Decision 2009/17/EC.
Pri tem bi bilo treba v okviru platforme tesno sodelovati z Odborom strokovnjakov za napotitev delavcev na delo, ustanovljenim s Sklepom Komisije 2009/17/ES.
The transnational nature of certain situations of fraud or abuses related to the posting of workers justifies concrete measures aiming to reinforce the transnational dimension of inspections, inquiries and exchanges of information between the competent authorities or bodies of the Member States concerned.
Čezmejni značaj nekaterih primerov goljufije ali zlorab, povezanih z napotitvami delavcev, upravičuje konkretne ukrepe za okrepitev čezmejnosti inšpekcijskih pregledov, preiskav in izmenjav informacij med pristojnimi organi ali telesi zadevnih držav članic.
To that end, in the framework of administrative cooperation provided for in Directives 96/71/EC and 2014/67/EU, in particular Article 7(4) of Directive 2014/67/EU, the competent authorities or bodies should have the necessary means for alerting on such situations and exchanging information aiming to prevent and combat fraud and abuses.
V ta namen bi morali imeti pristojni nacionalni organi ali telesa v okviru upravnega sodelovanja, določenega v direktivah 96/71/ES in 2014/67/EU, zlasti členu 7(4) Direktive 2014/67/EU, na voljo sredstva, potrebna za opozarjanje na takšne primere in izmenjavo informacij ter namenjena preprečevanju teh goljufij in zlorab ter boju proti njim.
In accordance with the Joint Political Declaration of 28 September 2011 of Member States and the Commission on explanatory documents, Member States have undertaken to accompany, in justified cases, the notification of their transposition measures with one or more documents explaining the relationship between the components of a directive and the corresponding parts of national transposition instruments.
V skladu s Skupno politično izjavo z dne 28. septembra 2011 držav članic in Komisije o obrazložitvenih dokumentih se države članice zavezujejo, da bodo v upravičenih primerih obvestilu o ukrepih za prenos priložile enega ali več dokumentov, v katerih bo pojasnjeno razmerje med elementi direktive in ustreznimi deli nacionalnih instrumentov za prenos.
Directive 96/71/EC should be amended accordingly,
Direktivo 96/71/ES bi bilo zato treba ustrezno spremeniti –
Amendments to Directive 96/71/EC
Spremembe Direktive 96/71/ES
Directive 96/71/EC is amended as follows:
Direktiva 96/71/ES se spremeni:
the title is replaced by ‘Subject-matter and scope’;
naslov se nadomesti s „Predmet urejanja in področje uporabe“;
This Directive shall ensure the protection of posted workers during their posting in relation to the freedom to provide services, by laying down mandatory provisions regarding working conditions and the protection of workers’ health and safety that must be respected.
Ta direktiva zagotavlja zaščito napotenih delavcev v času napotitve, kar zadeva svobodo opravljanja storitev, z opredelitvijo obveznih določb glede delovnih pogojev ter varovanja zdravja in varnosti delavcev, ki jih je treba spoštovati.
This Directive shall not in any way affect the exercise of fundamental rights as recognised in the Member States and at Union level, including the right or freedom to strike or to take other action covered by the specific industrial relations systems in Member States, in accordance with national law and/or practice.
Ta direktiva na noben način ne vpliva na uveljavljanje temeljnih pravic, kot so priznane v državah članicah in na ravni Unije, vključno s pravico ali svobodo do stavke ali do drugih ukrepov, zajetih v specifičnih sistemih odnosov med delodajalci in delojemalci v državah članicah, v skladu z nacionalnim pravom in/ali prakso.
Nor does it affect the right to negotiate, to conclude and enforce collective agreements, or to take collective action in accordance with national law and/or practice.’;
Prav tako ne vpliva na pravico do pogajanja o kolektivnih pogodbah, njihovega sklepanja in izvrševanja, ali na pravico do sprejemanja kolektivnih ukrepov v skladu z nacionalnim pravom in/ali prakso.“;
being a temporary employment undertaking or placement agency, hire out a worker to a user undertaking established or operating in the territory of a Member State, provided that there is an employment relationship between the temporary employment undertaking or placement agency and the worker during the period of posting.’;
kot podjetje ali agencija za začasno zaposlovanje posredujejo delo delavca podjetju uporabniku, ki ima svoj sedež ali je dejavno na ozemlju katere od držav članic, pod pogojem, da v času napotitve obstaja delovno razmerje med podjetjem ali agencijo za začasno zaposlovanje in delavcem.“;
‘Where a worker who has been hired out by a temporary employment undertaking or placement agency to a user undertaking as referred to in point (c) is to carry out work in the framework of the transnational provision of services within the meaning of point (a), (b) or (c) by the user undertaking in the territory of a Member State other than where the worker normally works for the temporary employment undertaking or placement agency, or for the user undertaking, the worker shall be considered to be posted to the territory of that Member State by the temporary employment undertaking or placement agency with which the worker is in an employment relationship.
„Če mora delavec, katerega delo je podjetje ali agencija za začasno zaposlovanje posredovala podjetju uporabniku iz točke (c), opravljati svoje delo v okviru čezmejnega opravljanja storitev v smislu točke (a), (b) ali (c), ki jih zagotavlja podjetje uporabnik na ozemlju države članice, ki ni država, v kateri običajno dela za podjetje ali agencijo za začasno zaposlovanje ali za podjetje uporabnika, se šteje, da je delavca na ozemlje te države članice napotilo podjetje ali agencija za začasno zaposlovanje, s katero ali s katerim je v delovnem razmerju.
The temporary employment undertaking or placement agency shall be considered to be an undertaking as referred to in paragraph 1 and shall fully comply with the relevant provisions of this Directive and Directive 2014/67/EU of the European Parliament and of the Council.
Podjetje ali agencija za začasno zaposlovanje se šteje za podjetje iz odstavka 1 in v celoti spoštuje ustrezne določbe te direktive in Direktive 2014/67/EU Evropskega parlamenta in Sveta.
The user undertaking shall inform the temporary employment undertaking or placement agency which hired out the worker in due time before commencement of the work referred to in the second subparagraph.
Pred začetkom izvajanja dela iz drugega pododstavka podjetje uporabnik pravočasno obvesti podjetje ali agencijo za začasno zaposlovanje, ki je posredovalo/-a delo delavca.
Member States shall ensure, irrespective of which law applies to the employment relationship, that undertakings as referred to in Article 1(1) guarantee, on the basis of equality of treatment, workers who are posted to their territory the terms and conditions of employment covering the following matters which are laid down in the Member State where the work is carried out:
Države članice, ne glede na to, katero pravo se uporablja za delovno razmerje, poskrbijo, da podjetja iz člena 1(1) delavcem, napotenim na njihovo ozemlje, na podlagi enakega obravnavanja zagotovijo pogoje za zaposlitev v zvezi z naslednjimi zadevami, ki so v državi članici, v kateri se opravlja delo, urejene:
by law, regulation or administrative provision, and/or
z zakonom ali drugim predpisom in/ali
by collective agreements or arbitration awards which have been declared universally applicable or otherwise apply in accordance with paragraph 8:
s kolektivnimi pogodbami ali arbitražnimi odločbami, razglašenimi za splošno uporabne ali ki se kako drugače uporabljajo v skladu z odstavkom 8:
maximum work periods and minimum rest periods;
maksimalni delovni čas in minimalni počitek;
minimum paid annual leave;
minimalni plačani letni dopust;
remuneration, including overtime rates; this point does not apply to supplementary occupational retirement pension schemes;
plačilo za delo, tudi za nadurno delo; ta točka se ne uporablja za pokojninske načrte dodatnega poklicnega zavarovanja;
the conditions of hiring-out of workers, in particular the supply of workers by temporary employment undertakings;
pogoji za posredovanje dela delavcev, zlasti s strani podjetij za začasno zaposlovanje;
health, safety and hygiene at work;
zdravje, varnost in higiena pri delu;
protective measures with regard to the terms and conditions of employment of pregnant women or women who have recently given birth, of children and of young people;
zaščitni ukrepi glede pogojev za zaposlitev nosečnic ali žensk, ki so pred kratkim rodile, otrok in mladih;
equality of treatment between men and women and other provisions on non-discrimination;
enako obravnavanje moških in žensk in druge določbe o nediskriminiranju;
the conditions of workers’ accommodation where provided by the employer to workers away from their regular place of work;
pogoji nastanitve delavcev, kadar jo delodajalec zagotovi delavcem, ki niso v kraju, kjer običajno opravljajo delo;