natgillin/translations-raw huggingface dataset:
EEAS 0 0 14 14 0 10 0 0 38 
Evropska služba za zunanje delovanje 0 0 14 14 0 10 0 0 38
Reasons for standby duty 
5.1 Razlogi za stalno pripravljenost za delo
EEAS 0 0 0 4 9 3 0 16 
Evropska služba za zunanje delovanje 0 0 0 4 9 3 0 16
EEAS 7 9 0 0 0 0 16 
Evropska služba za zunanje delovanje 7 9 0 0 0 0 16
When will the policy be reviewed? 
Kdaj bo politika pregledana?
What is the value added of action at the EU level? 
Kakšna je dodana vrednost ukrepanja na ravni EU?
Will there be other significant impacts? 
Ali bo prišlo do drugih znatnih učinkov?
What legislative and non-legislative policy options have been considered? 
Katere zakonodajne in nezakonodajne možnosti politike so bile upoštevane?
How will businesses, SMEs and micro-enterprises be affected? 
Kakšen bo vpliv na podjetja, MSP in mikropodjetja?
No specific exemptions for SMEs are considered. 
Za MSP niso predvidene nobene posebne izjeme.
Therefore the policy options do not disproportionately affect the performance of SMEs. 
Možnosti politike zato ne vplivajo nesorazmerno na uspešnost MSP.
Employers' organisations are not favourable to further EU legislative action. 
Organizacije delodajalcev niso naklonjene dodatnemu zakonodajnemu ukrepanju EU.
- The assessment reveals no direct negative impact on individuals, macro-economic figures or on the environment. 
- Iz ocene ni razviden noben neposreden negativen učinek na posameznike, makroekonomske podatke ali okolje.
[6: OECD (2007) Babies and Bosses] 
[6: OECD (2007) Babies and Bosses (Dojenčki in šefi).]
The Commission will review and evaluate the operation and impact of the legislative proposals five years after the deadline for transposition and produce an implementation report. 
Komisija bo delovanje in učinek zakonodajnih predlogov pregledala in ovrednotila pet let po roku za prenos ter pripravila poročilo o izvajanju.
EU action has a strong added-value in addressing the challenges mentioned in the problem definition. 
Ukrepanje EU ima veliko dodano vrednost pri obravnavanju izzivov, navedenih v opredelitvi težave.
Is there a preferred choice or not? 
Ali obstaja najprimernejša možnost ali ne?
The employer has no obligation to grant the requested change. 
Delodajalec lahko zahtevano spremembo zavrne.
C. Impacts of the preferred option 
C. Učinki najprimernejše možnosti
[5: Article 153(1) (i) TFEU: " equality between men and women with regard to labour market opportunities and treatment at work.] 
[5: Člen 153(1)(i) PDEU: „enakost moških in žensk glede priložnosti na trgu dela in obravnave pri delu".]
Following an assessment of the effectiveness, efficiency and coherence of each option, a preferred combination of options was identified. 
Po oceni učinkovitosti, uspešnosti in skladnosti posamezne možnosti je bila opredeljena najprimernejša kombinacija možnosti.
As outlined above, some options will have higher impacts on national budgets and administrations than others. 
Kot je bilo navedeno, bodo nekatere možnosti bolj vplivale na nacionalne proračune in uprave kot druge.
First, the current situation demonstrates that EU action has a strong influence on Member States' legal frameworks. 
Iz sedanjega stanja je razvidno, da ukrepanje EU zelo vpliva na pravne okvire držav članic.
All options would facilitate the exercise of the rights recognised in Article 33 of the Charter of the Fundamental Rights of the European Union, which specifically refers to the reconciliation of family and professional life. 
Vse možnosti bi spodbujale izvajanje pravic iz člena 33 Listine EU o temeljnih pravicah, v katerem je izrecno navedena uskladitev družinskega in poklicnega življenja.
- Remote working arrangements, as part of the provision on flexible working arrangements, could also have a positive impact on the environment. 
- Ureditve glede dela na daljavo v okviru zagotavljanja prožnih ureditev dela bi tudi lahko pozitivno vplivale na okolje.
Low labour market participation of women hinders the EU's goals in relation to gender equality, fighting poverty and supporting employment and growth. 
Nizka udeležba žensk na trgu dela ovira cilje EU glede enakosti spolov, boja proti revščini ter podpiranja zaposlovanja in rasti.
That being said, these options also have positive impacts on female employment, increased tax revenue, increased real incomes and consumption, and overall GDP. 
Vendar imajo te možnosti tudi pozitivne učinke na zaposlenost žensk, povečanje prihodka od davkov, povečanje realnih dohodkov in potrošnje ter celotni BDP.
][4: See for instance European Commission (2013) Long term care in ageing societies; Eurofound (2016) The Gender Employment Gap: Challenges and Solutions] 
][4: Glej na primer Evropska komisija (2013), Long term care in ageing societies (Dolgotrajna oskrba v starajočih se družbah), Eurofound (2016), The Gender Employment Gap: Challenges and Solutions (Vrzel v zaposlenosti med spoloma: izzivi in rešitve).]
Considering that a significant percentage of EU firms' trade is intra-EU, EU-level action could mitigate such concerns and establish a level-playing field while taking into account the need to avoid additional burdens on businesses, particularly SMEs, and ensuring that all Member States move in the same direction. 
Ker velik odstotek podjetij EU trguje znotraj EU, bi lahko ukrepanje na ravni EU ublažilo take pomisleke in vzpostavilo enake konkurenčne pogoje ob upoštevanju potrebe po izogibanju dodatnim obremenitvam podjetij, zlasti MSP, in zagotavljanju, da vse države članice napredujejo v isto smer.
Many other stakeholders have also called for increased EU legislative and non-legislative action in the area of work-life balance. 
Tudi številne druge zainteresirane strani so pozvale k okrepljenemu zakonodajnemu in nezakonodajnemu ukrepanju EU na področju usklajevanja poklicnega in zasebnega življenja.
When Member States do have legal entitlements, variations between Member States with regard to length and the generosity of the conditions could result in an unbalanced level of rights, an unequal protection for EU citizens across the EU and differences in the functioning of labour markets. 
Kadar imajo države članice vzpostavljene zakonske pravice, bi lahko razlike med državami članicami v trajanju in radodarnosti pogojev povzročile neuravnoteženo stopnjo pravic, neenako varstvo za državljane EU po EU in razlike v delovanju trgov dela.
The general policy objective of this initiative is to address women's underrepresentation in the labour market and to promote equality between men and women with regard to labour market opportunities by modernising the current EU legal and policy framework and adapting it to today's labour market. 
Splošni cilj politike te pobude je odprava prenizke udeležbe žensk na trgu dela ter spodbujanje enakosti moških in žensk glede priložnosti na trgu dela s posodobitvijo veljavnega pravnega in političnega okvira EU ter njegovo prilagoditvijo današnjemu trgu dela.
Gender gaps in the labour market are most acute for parents and people with other caring responsibilities. 
Vrzeli med spoloma na trgu dela so največje pri starših in osebah z drugimi obveznostmi oskrbe.
Considering their significant influence on the addressed problem, the initiative could foresee measures to enhance current efforts in these areas, in particular in relation to the monitoring of Member States' policies in the EU Semester and to the use of EU funding in the case of formal care services. 
V pobudi bi se zaradi njihovega velikega vpliva na obravnavano težavo lahko predvideli ukrepi za povečanje sedanjih prizadevanj na teh področjih, zlasti v zvezi s spremljanjem politik držav članic v okviru semestra EU in uporabo finančnih sredstev EU v primeru formalnega otroškega varstva.
The Commission will also to continue to regularly monitor female employment and Member States' work-life balance provisions, including in the European Semester. 
Prav tako bo redno spremljala zaposlenost žensk in določbe držav članic o usklajevanju poklicnega in družinskega življenja, tudi v okviru evropskega semestra.
The total cost of the options for micro-businesses represents a small share of the companies' total turnover (under 1% of turnover in most countries and under 3% in all countries), and very close to the level of cost under the baseline. 
Skupni strošek možnosti za mikropodjetja obsega majhen delež skupnega prometa podjetij (manj kot 1 % prometa v večini držav in manj kot 3 % v vseh državah) in je zelo podoben ravni stroškov v okviru osnovnega scenarija.
Member States may hesitate to correct such a failure through regulation in this area because they may perceive a risk of putting their own companies at a disadvantage with companies from other Member States. 
Države članice bi lahko oklevale pri odpravi take pomanjkljivosti s predpisi na tem področju, ker bi lahko zaznale tveganje, da bodo njihova podjetja v slabšem položaju kot podjetja iz drugih držav članic.
Secondly, the projections based on the available information clearly demonstrate that only EU action will ensure that sufficient progress is achieved in all Member States. 
Iz napovedi, ki temeljijo na razpoložljivih informacijah, je jasno razvidno, da se bo zadosten napredek v vseh državah članicah zagotovil le z ukrepanjem EU.
Indeed, as a result of the recent crisis, policy priorities diverge between Member States, and other issues (particularly those expected to produce short-term benefits) are focussing national authorities' attention. 
Zaradi nedavne krize imajo države članice različne prednostne naloge politike, nacionalni organi pa pozornost namenjajo drugim vprašanjem (zlasti tistim, ki naj bi prinesla kratkoročne koristi).
In the policy area covered by this initiative, it is only when EU legislation is in place (i.e., maternity and parental leave) that there is legislation in place in every Member State. 
Na področju politike, ki ga zajema ta pobuda, imajo zakonodajo vzpostavljeno vse države članice le, če obstaja zakonodaja EU (tj. materinski in starševski dopust).
The gender employment gap has been shown to widen substantially after having children. 
Izkazalo se je, da se vrzel v zaposlenosti med spoloma precej poveča po rojstvu otrok.
Similarly, women are much more likely to assume the role of informal carers for elderly or dependent relatives than men. 
Podobno je pri ženskah precej verjetneje kot pri moških, da bodo prevzele vlogo neformalnih oskrbovalcev starejših ali oskrbovanih sorodnikov.
In 2015 the gender employment gap (age 20-64) in the EU amounted to 11.6 percentage points (pps). 
Leta 2015 je vrzel v zaposlenosti med spoloma (oseb, starih 20-64 let) v EU znašala 11,6 odstotne točke.
On average in 2015, the employment rate of women with one child under 6 is 8.8 pps less than women without young children, and in several countries this difference is over 30 pps . 
Leta 2015 je bila povprečna stopnja zaposlenosti žensk z enim otrokom, mlajšim od šestih let, 8,8 odstotne točke nižja od stopnje zaposlenosti žensk brez majhnih otrok, v številnih državah pa je ta razlika večja od 30 odstotnih točk.
One of the main reasons for this problem is inadequate work-life balance policies. 
Eden glavnih razlogov za to težavo so neustrezne politike za usklajevanje poklicnega in zasebnega življenja.
What are the costs of the preferred option (if any, otherwise main ones)? 
Kakšni so stroški najprimernejše možnosti (če obstaja, sicer glavnih možnosti)?
Employers, particularly small and medium-sized enterprises, may be hesitant to provide greater work-life balance measures on their own, given the short-term costs and administrative burdens that may result. 
Delodajalci, zlasti mala in srednja podjetja, bodo morda neradi sami zagotovili ukrepe za boljše usklajevanje poklicnega in zasebnega življenja zaradi kratkoročnih stroškov in upravnih bremen, ki bi jih ti ukrepi lahko povzročili.
This will allow parents with children or workers with dependent relatives to better balance caring and professional responsibilities. 
To bo staršem z otroki ali delavcem z oskrbovanimi sorodniki omogočilo boljše usklajevanje obveznosti oskrbe ter poklicnih obveznosti.
The European Parliament has called for extending the duration of parental leave and introducing pay, as well as introducing paternity leave and carers' leave. 
Evropski parlament je pozval k podaljšanju trajanja starševskega dopusta in uvedbi plačila ter k uvedbi očetovskega dopusta in oskrbovalskega dopusta.
The preferred options for paternity leave and parental leave entail some costs for central governments due to benefit payments and administrative costs in processing applications. 
Najprimernejše možnosti za očetovski in starševski dopust vključujejo nekaj stroškov za enote centralne ravni države zaradi plačil denarnih nadomestil in upravnih stroškov pri obdelavi zahtevkov.
A range of non-legislative and legislative measures have been considered in the following areas: maternity leave, paternity leave, parental leave, carers' leave and flexible work arrangements. 
Številni nezakonodajni in zakonodajni ukrepi so bili preučeni na področjih materinskega dopusta, očetovskega dopusta, starševskega dopusta, oskrbovalskega dopusta in prožnih ureditev dela.
With regard to the provision of formal care services and 'economic disincentives, this is due to the limited EU competence in these areas. 
Zagotavljanje formalnega otroškega varstva in odvračilni gospodarski dejavniki niso zajeti, ker ima EU na teh področjih omejene pristojnosti.
What are the benefits of the preferred option (if any, otherwise main ones)? 
Katere so koristi najprimernejše možnosti (če obstaja, sicer glavnih možnosti)?
Thirdly, EU-level intervention could mitigate trends in some Member-States to reduce work-life balance provisions. 
Posredovanje na ravni EU bi lahko ublažilo trende zmanjševanja določb o usklajevanju poklicnega in zasebnega življenja v nekaterih državah članicah.
As outlined in the Roadmap of this initiative, the problem to be addressed is women's under-representation in employment, particularly due to the lack of equal sharing of caring and professional responsibilities by parents with children or those with dependent relatives. 
Kot je navedeno v časovnem načrtu te pobude, je težava, ki jo je treba rešiti, prenizka udeležba žensk pri zaposlovanju, ki je posledica zlasti neenake porazdelitve obveznosti oskrbe ter poklicnih obveznosti med staršema z otroki ali osebami z oskrbovanimi sorodniki.
- Companies: by increasing women employment the combination of options would enable employers to benefit from a wider pool of talented skilled workers and by increasing work-life balance for parents and carers, this would lead to an increase in workers' productivity. 
- Podjetja: kombinacija možnosti bi s povečanjem zaposlenosti žensk delodajalcem omogočila, da imajo korist od večjega števila nadarjenih kvalificiranih delavcev, z boljšim usklajevanjem poklicnega in zasebnega življenja staršev in oskrbovalcev pa bi se povečala produktivnost delavcev.
Economic disincentives (such as the disincentives for second earners which mostly affects women) can further reinforce the unequal sharing of caring responsibilities by women and men and act as a reinforcing driver of the gender gap in employment. 
Odvračilni gospodarski dejavniki (kot so odvračilni dejavniki za prejemnike drugega dohodka v gospodinjstvu, ki najpogosteje vplivajo na ženske) lahko dodatno okrepijo neenako porazdelitev obveznosti oskrbe med ženske in moške ter delujejo kot dejavnik, ki krepi vrzeli med spoloma na področju zaposlovanja.
Impact assessment accompanying the document 'A 'New Start' to Support Work-Life Balance for Parents and Caregivers' 
Ocena učinka k dokumentu z naslovom Nov začetek za podporo pri usklajevanju poklicnega in zasebnega življenja staršev in oskrbovalcev
This initiative aims to address the problem of the underrepresentation of women in the labour market by addressing one of its main drivers, which is the unequal distribution of caring responsibilities between women and men. 
Cilj te pobude je rešiti težavo prenizke udeležbe žensk na trgu dela, saj obravnava enega glavnih vzrokov za to težavo, tj. neenako porazdelitev obveznosti oskrbe med ženskami in moškimi.
- Central Government and Social Security: expected costs are mainly due to benefit payments (€14 bn for Central Governments and €41 bn for Social Security partners) and administrative costs (€1 bn for Central Government and €258 mil for Social Security partners). 
- Enote centralne ravni države in socialna varnost: pričakovani stroški bodo zlasti posledica plačil denarnih nadomestil (14 milijard EUR za enote centralne ravni države in 41 milijard EUR za partnerje na področju socialne varnosti) in upravnih stroškov (1 milijarda EUR za enote centralne ravni države in 258 milijonov EUR za partnerje na področju socialne varnosti).
[2: European Commission (2015), Roadmap: A new start to address the challenges of work-life balance faced by working families][3: Gender gaps in employment are 24.7 pp among those with 1 child below 6 years of age, 25.6 pp among those with 2 children (youngest below 6 years of age) and 35.4 pp for those with three children or more. 
][3: Vrzeli v zaposlenosti med spoloma znašajo 24,7 odstotne točke pri tistih z enim otrokom, mlajšim od šestih let, 25,6 odstotne točke pri tistih z dvema otrokoma (drugi otrok je mlajši od šestih let) in 35,4 odstotne točke pri tistih s tremi otroki ali več.
- The combination of options is also expected to have a positive impact on GDP (€ 838.8 bn in NPV 2015-2055) and on employment (> 1.5bn in 2050), labour force (>1.4bn in 2050) and real incomes (€120 bn in 2050). 
- Kombinacija možnosti naj bi pozitivno vplivala tudi na BDP (838,8 milijarde EUR v neto sedanji vrednosti v obdobju 2015-2055) ter zaposlovanje (več kot 1,5 milijarde leta 2050), delovno silo (več kot 1,4 milijarde leta 2050) in realne dohodke (120 milijard EUR leta 2050).
Trade unions have indicated their desire for EU-level legislation on paternity leave and carers' leave; increasing the length, pay and dismissal protection for maternity leave; a right to request flexible working arrangements; and amending the parental leave directive to extend the length and non-transferability as well as to introduce payment for the leave. 
Sindikati so izrazili željo po zakonodaji o očetovskem dopustu in oskrbovalskem dopustu na ravni EU, podaljšanju trajanja, povečanju plačila in okrepitvi zaščite pred odpuščanjem pri materinskem dopustu, pravici do zahtevanja prožnih ureditev dela in spremembi direktive o starševskem dopustu, da se podaljšata trajanje in neprenosljivost ter uvede plačilo dopusta.
Over the period of 2015-2055, the estimated costs (in NPV) of the preferred combination of options are summarised as follows: - Companies: The combination of options will lead to adjustment costs (€3 bn), administrative costs (€ 109 bn), costs due to benefit payments (€ 27 bn), recruitment costs (€7 bn) and costs due lost production (€144 bn). 
Ocenjeni stroški (v neto sedanji vrednosti) najprimernejše kombinacije možnosti v obdobju 2015-2055 so povzeti v nadaljevanju: - Podjetja: kombinacija možnosti bo povzročila stroške prilagoditve (3 milijarde EUR), upravne stroške (109 milijard EUR), stroške zaradi plačil denarnih nadomestil (27 milijard EUR), stroške zaposlovanja (7 milijard EUR) in stroške zaradi izgube proizvodnje (144 milijard EUR).
The estimated benefits of the preferred combination of options are summarised as follows: - Individuals: the leave and flexible working arrangement provisions should positively impact parents and carers' work-life balance and well-being, the sharing of caring responsibilities between women and men, female participation in the labour market and lead to a decrease in the risk of poverty for women and children. 
Ocenjene koristi najprimernejše kombinacije možnosti so povzete v nadaljevanju: - Posamezniki: določbe o dopustu in prožnih ureditvah dela bi morale pozitivno vplivati na usklajevanje poklicnega in zasebnega življenja ter dobro počutje staršev in oskrbovalcev, porazdelitev obveznosti oskrbe med ženske in moške ter udeležbo žensk na trgu dela in zmanjšati tveganje revščine za ženske in otroke.
Provisions on leave and flexible working arrangements will lead to a decrease in replacement costs (by €100 bn) and in absence from work (which will lead to a benefit of € 23 bn) between 2015-2055 (NPV). 
Z določbami o dopustu in prožnih ureditvah dela se bodo zmanjšali stroški nadomeščanja (za 100 milijard EUR) in odsotnost z dela (kar bo prineslo korist v višini 23 milijard EUR) v obdobju 2015-2055 (neto sedanja vrednost).
The preferred options for carers' leave and flexible working arrangements are estimated to have benefits for central governments. 
Najprimernejše možnosti za oskrbovalski dopust in prožne ureditve dela naj bi enotam centralne ravni države prinesle koristi.
Insufficient possibilities to take leaves to care for children/dependent relatives, the design of the leave system which hinders a better sharing of caring responsibilities between women and men, limited possibilities to make use of flexible working arrangements, and insufficient formal care services have all been shown to excerbate the female employment challenges. 
Izkazalo se je, da nezadostne možnosti za uveljavljanje dopusta za varstvo otrok/oskrbo oskrbovanih sorodnikov, zasnova sistema dopustov, ki ovira boljšo porazdelitev obveznosti oskrbe med ženske in moške, omejene možnosti za izrabo prožnih ureditev dela in nezadostno formalno otroško varstvo povečujejo izzive na področju zaposlovanja žensk.
- Central Governments and Social Security: the combination of options would lead to a decrease in the payment of unemployment benefits (+ €18 bn) an increase in tax revenue (+ €381 bn) and a decrease in health care expenditure (by € 2 bn) between 2015-2055 (NPV). 
- Enote centralne ravni države in socialna varnost: s to kombinacijo možnosti bi se v obdobju 2015-2055 (neto sedanja vrednost) zmanjšalo plačilo denarnega nadomestila za brezposelnost (+18 milijard EUR), povečal prihodek od davkov (+381 milijard EUR) in zmanjšali izdatki za zdravstveno varstvo (za 2 milijardi EUR).
The specific objectives of this initiative are therefore defined as follows: to improve access to work-life balance arrangements - such as leaves and flexible working arrangements to increase take-up of family-related leaves and flexible working arrangements by men It should be noted that some aspects related to the problem to be addressed are not covered in this impact assessment. 
Specifična cilja te pobude sta zato opredeljena, kot sledi: izboljšanje dostopa do ureditev za usklajevanje poklicnega in zasebnega življenja, kot so dopusti in prožne ureditve dela; povečanje deleža moških, ki izrabijo dopust iz družinskih razlogov in prožne ureditve dela.
The preferred combination includes: Maternity leave: non-legislative measures to enhance the enforcement of current legislation on dismissal protection, raise awareness on the dismissal of pregnant women and give policy guidance on facilitating successful transitions between maternity leave and employment (including breastfeeding facilities and breaks) Paternity leave: introduction of an individual entitlement for 10 working days, paid at least at sick pay level Parental leave: individual non-transferable entitlement of 4 months paid at least at sick pay level to be taken for each child up to the age of 12 ; right to flexible uptake (part-time, piecemeal), Carers' leave: introduction of an individual entitlement of 5 days/year, paid at least at sick pay level Flexible working arrangements: right for parents of children up to 12 and carers to request flexibility in working hours, schedule or place of work for a set period of time. 
Starševski dopust: štirimesečna individualna neprenosljiva pravica, ki je plačana vsaj na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov in se jo izrabi za vsakega otroka do 12. leta starosti; pravica do prožne izrabe (z delno odsotnostjo z dela, po delih).
The proposal does not fall under an exclusive competence of the EU. 
Predlog ni v izključni pristojnosti EU.
framework 4 The EU as a global partner 
okvira 4 EU kot globalni partner
The availability periods under both Decisions would be respected.] 
Upoštevala bi se obdobja razpoložljivosti v okviru obeh sklepov.]