natgillin/translations-raw huggingface dataset:
(16) V skladu s členom 141(4) Pogodbe , da bi zagotovili dejansko polno enakost med moškimi in ženskami v delovnem življenju, načelo enakega obravnavanja državam članicam ne preprečuje ohranitve ali sprejetja ukrepov o specifičnih ugodnostih, s katerimi se nezadostno zastopanemu spolu olajša opravljanje poklicne dejavnosti ali prepreči ali izravna neugoden položaj v poklicni karieri.
(16) In accordance with Article 141(4) of the Treaty, with a view to ensuring full equality in practice between men and women in working conditions , the principle of equal treatment does not prevent Member States from maintaining or adopting measures providing for specific advantages , in order to make it easier for the under-represented sex to pursue a vocational activity or to prevent or compensate for disadvantages in professional careers.
Glede na zdajšnje stanje in ob upoštevanju deklaracije št. 28 k Amsterdamski pogodbi bi si morale države članice najprej prizadevati za izboljšanje stanja žensk v delovnem življenju
Given the current situation and bearing in mind Declaration No 28 to the Amsterdam Treaty, Members States should, in the first instance, aim at improving the situation of women in working life.
Prvi del prvega stavka člena 141 (4) PES (“da bi zagotovili dejansko polno enakost med moškimi in ženskami v delovnem življenju”), ki kaže naravo pozitivnih ukrepov kot sredstev za doseganje dejanske enakosti spolov, manjka in bi ga bilo treba dodati.
The first part of the first sentence of Article 141 (4) TEC (“with a view to ensuring full equality in practice between men and women in working conditions”), which shows the character of positive measures as means to achieve substantive gender equality, is missing and it should be added.
Sklica na deklaracijo št. 28, priloženo Amsterdamski pogodbi, ki pravi, da “si morajo države članice najprej prizadevati za izboljšanje položaja žensk”, ne bi smeli izbrisati, saj dejanska neenakost prizadene predvsem ženske, tako da obstaja torej nujna potreba po odpravi teh neenakosti s pozitivnim delovanjem.
The reference to Declaration No 28 annexed to the Amsterdam Treaty, which stipulates that “Member States should, in the first instance, aim at improving the situation of women” should not be deleted, since de facto inequalities affect mostly women and there is a pressing need to remedy, in the first instance, these inequalities, by positive action.
(18) Sodišče ES glede načela enakega obravnavanja dosledno priznava zakonitost varovanja ženske zaradi njenega biološkega stanja med nosečnostjo in po njej.
(18) The Court of Justice has consistently recognised the legitimacy, as regards the principle of equal treatment, of protecting a woman’s biological condition during pregnancy and maternity.
Ta direktiva torej ne vpliva na Direktivo Sveta 92/85/EGS z dne 19. oktobra 1992 o uvedbi ukrepov za spodbujanje izboljšav na področju varnosti in zdravja pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo.
This Directive is therefore without prejudice to Council Directive 92/85/EEC of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding
(18) Sodišče ES glede načela enakega obravnavanja dosledno priznava zakonitost varovanja ženske zaradi njenega biološkega stanja med nosečnostjo in po njej , pa tudi ukrepov za zaščito materinstva kot načina za doseganje dejanske enakosti med spoloma.
(18) The Court of Justice has consistently recognised the legitimacy, as regards the principle of equal treatment, of protecting a woman’s biological condition during pregnancy and maternity, as well maternity protection measures as a means to achieve substantive gender equality .
Ta direktiva torej ne vpliva na dve direktivi: 92/85/EGS z dne 19. oktobra 1992 o uvedbi ukrepov za spodbujanje izboljšav na področju varnosti in zdravja pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo , in 96/34/ES z dne 3. junija 1996 o okvirnem sporazumu o starševskem dopustu.
This Directive is therefore without prejudice to Council Directive s : 92/85/EEC of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding and 96/34/ECC of 3 June 1996 on the framework agreement on parental leave.
(19) Zaradi jasnosti je tudi primerno izrecno določiti varstvo pravic žensk, ki so na porodniškem dopustu, na področju zaposlitve, zlasti njihovo pravico do vrnitve na isto ali enakovredno delovno mesto, pod delovnimi pogoji, ki zanje niso manj ugodni.
(19) For reasons of clarity, it is also appropriate to make express provision for the protection of the employment rights of women on maternity leave and in particular their right to return to the same or an equivalent post and to suffer no detriment in their terms and conditions as a result of taking such leave.
Ta specifična pravica odraža zelo pomembne sodbe SES, zlasti primera C-136/95, Thibault [1998] Zbirka Ι-2011 in je del "pravnega reda Skupnosti".
This specific right reflects very important ECJ case law, in particular Case C-136/95, Thibault [1998] ECR, Ι-2011 and it makes part of the " acquis communautaire"
(19a) V resoluciji Sveta in ministrov za zaposlovanje in socialno politiko, ki so se sestali v okviru Sveta, z dne 29. junija 2000 o uravnoteženi udeležbi moških in žensk v družinskem in poklicnem življenju 1 , so bile države članice pozvane, da preučijo možnosti svojih pravnih sistemov in delavcem dodelijo individualno in neprenosljivo pravico do očetovskega dopusta ob ohranitvi njihovih pravic v zvezi z zaposlitvijo.
(19a) In the resolution of the Council and of the Ministers for Employment and Social Policy, meeting within the Council, of 29 June 2000 on the balanced participation of women and men in family and working life 1 , Member States were encouraged to consider examining the scope for their respective legal systems to grant working men an individual and non-transferable right to paternity leave, while maintaining their rights relating to employment.
V tem smislu je treba poudariti, da imajo države članice možnost odločitve o dodelitvi takšne pravice kot tudi možnost določitve kakršnih koli pogojev razen odpusta in vrnitve na delovno mesto, ki jih ta direktiva ne določa.
In this context, it is important to stress that it is for the Member States to determine whether or not to grant such a right and also to determine any conditions, other than dismissal and return to work, which are outside the scope of this Directive.
(1) UL C 218, 31.7.2000, str.
(1) OJ C 218, 31.7.2000, p.
Glej člen 16 predloga direktive.
See Article 16 of the proposal.
Uvodna izjava 19 b (novo)
Recital 19 b (new)
(19b) Podobni pogoji veljajo za individualno in neprenosljivo pravico do posvojiteljskega dopusta, ki jo države članice dodelijo ob ohranitvi pravic v zvezi z zaposlitvijo.
(19b) Similar conditions apply to the grant by Member States to women and men of an individual and non-transferable right to adoption leave, while maintaining their rights relating to employment.
(22) Sprejetje določb o dokaznem bremenu ima pomembno vlogo pri zagotavljanju učinkovitega izvajanja načela enake obravnave.
(22) The adoption of rules on the burden of proof plays a significant role in ensuring that the principle of equal treatment can be effectively enforced.
Kot je odločilo Sodišče ES, se sprejmejo določbe, s katerimi se zagotovi, da se dokazno breme prenese na obtoženca, kadar obstaja verjetnost, da gre za diskriminacijo, razen v zvezi s postopkom, v katerem je obravnava zadeve naloga sodišča ali pristojnega organ.
As the Court of Justice has held, provision should therefore be made to ensure that the burden of proof shifts back to the respondent when there is a prima facie case of discrimination, except in relation to proceedings in which it is for the court or other competent body to investigate the facts.
Kljub temu je potrebno pojasniti, da presoja dejstev, na podlagi katerih se sklepa, da gre za neposredno ali posredno diskriminacijo, ostaja v obravnavi pristojnega nacionalnega organa v skladu z nacionalno zakonodajo ali prakso.
It is however necessary to clarify that the appreciation of the facts from which it may be presumed that there has been direct or indirect discrimination remains a matter for the relevant national body in accordance with national law or practice.
Države članice tudi odločajo, ali se v primerni fazi sodnega postopka uvedejo pravila o dokazovanju, ki so za tožnika ugodnejša.
Further, it is for the Member States to introduce, at any appropriate stage of the proceedings, rules of evidence which are more favourable to plaintiffs.
Kot je odločilo Sodišče ES, se sprejme določbe, s katerimi se zagotovi, da se dokazno breme prenese na obtoženca, kadar je očitno, da gre za diskriminacijo, razen v zvezi s postopkom, v katerem je obravnava zadeve naloga sodišča ali pristojnega nacionalnega organa.
As the Court of Justice has held, provision should therefore be made to ensure that the burden of proof shifts back to the respondent when there is a prima facie case of discrimination, except in relation to proceedings in which it is for the court or other competent national body to investigate the facts.
(24) Ob upoštevanju temeljne narave pravice do učinkovitega pravnega varstva je delavcem primerno zagotoviti, da takšno varstvo uživajo tudi po koncu delovnega razmerja, v katerem je prišlo do domnevne kršitve načela enakega obravnavanja.
(24) Having regard to the fundamental nature of the right to effective legal protection, it is appropriate to ensure that workers continue to enjoy such protection even after the relationship giving rise to an alleged breach of the principle of equal treatment has ended.
Delavec, ki brani osebo, zaščiteno s to direktivo, ali ki daje na voljo dokaze v njenem imenu, mora biti upravičen do enake zaščite.
An employee defending or giving evidence on behalf of a person protected under this Directive should be entitled to the same protection.
(25) Sodišče Evropskih skupnosti je odločilo, da je načelo enakega obravnavanja dejansko učinkovito le v primeru, če se ob vsaki kršitvi delavcu, ki je bil diskriminiran, dodeli odškodnina, sorazmerna utrpeli škodi.
(25) It has been clearly established by the Court of Justice that, in order to be effective, the principle of equal treatment implies that the compensation awarded for any breach must be adequate in relation to the damage sustained.
Zato je primerno izključiti vnaprejšnjo določitev najvišje zgornje meje takšne odškodnine.
It is therefore appropriate to exclude the fixing of any prior upper limit for such compensation.
(25) Sodišče Evropskih skupnosti je jasno določilo, da je načelo enakega obravnavanja dejansko učinkovito le, če se ob vsaki kršitvi , za katero je v nacionalni zakonodaji predvidena sankcija v obliki odškodnine, dodeli odškodnina, sorazmerna utrpeli škodi.
(25) It has been clearly established by the Court of Justice that, in order to be effective, the principle of equal treatment implies that if the sanction provided by national law is compensation, the compensation awarded for any breach must be adequate in relation to the damage sustained.
Zato je primerno izključiti vnaprejšnjo določitev najvišje zgornje meje takšne odškodnine, razen v primerih, ko delodajalec dokaže, da je edina škoda, ki jo je tožnik utrpel zaradi diskriminacije v smislu te direktive, neupoštevanje njegove prošnje za delovno mesto .
It is therefore appropriate to exclude the fixing of any prior upper limit for such compensation, except in cases where the employer can prove that the only damage suffered by an applicant as a result of discrimination within the meaning of this Directive is the refusal to take his /her job application into consideration .
Namen tega predloga sprememb uskladiti besedilo uvodne izjave z besedilom ustreznega člena (člen 18) predloga direktive.
The purpose of this amendment is to bring the text of the recital into line with the wording of the corresponding article (Article 18) of the proposed Directive.
(28a) Zaradi boljšega razumevanja vzrokov različnega obravnavanja moških in žensk pri delu in zaposlovanju bi bilo treba razviti primerljive specifične podatke in statistike v zvezi s spoloma, jih analizirati in omogočiti dostop do njih na primernih ravneh.
(28a) For the sake of a better understanding of the different treatment of men and women in matters of work and employment, comparable gender specific data and statistics should be developed, analysed and made available at the appropriate levels.
Obstoječi podatki niso vedno zadostni.
Existing data are not always sufficient.
Uvodna izjava 28 b (novo)
Recital 28 b (new)
Pomemben prispevek v tem postopku je lahko dialog med socialnimi partnerji.
The dialogue between the social partners can play an important role in this process.
Diskriminacija se začne v glavi.
Discrimination begins in the mind.
Zato lahko osveščevalne kampanje na nacionalni in evropski ravni pripomorejo k spremembi načina mišljenja v poklicnem vsakdanu.
National and European awareness-raising campaigns can therefore help promote a change of attitude in the everyday world of work.
Hkrati pa se morajo proti diskriminaciji boriti tudi druge udeležene skupine, kot so na primer socialni partnerji.
At the same time, however, other interested groups, such as the social partners, should be obliged to take part in the fight against discrimination.
Člen 1, Naslov (novo)
Article 1, title (new)
Člen 2, Naslov (novo)
Article 2, title (new)
Člen 2, odstavek 1, točka d
Article 2, paragraph 1, point (d)
d)„spolno nadlegovanje“: okoliščine, v katerih pride do nepričakovanega nezaželenega vedenja s spolnimi namigi, ki se izražajo fizično, verbalno ali neverbalno in ki ima za cilj ali učinek škodovati dostojanstvu osebe in ustvariti ustrahujoče, sovražno, sramotilno, poniževalno ali žaljivo okolje;
(d) sexual harassment: where any form of unwanted verbal , non-verbal or physical conduct of a sexual nature occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment ;
d)„spolno nadlegovanje“: okoliščine, v katerih pride do nepričakovanega nezaželenega vedenja s spolnimi namigi, ki se izražajo fizično, verbalno ali v kakršni koli drugi obliki in ki ima za cilj ali učinek škodovati dostojanstvu osebe in ustvariti ustrahujoče, sovražno, sramotilno, poniževalno ali žaljivo okolje;
(d) sexual harassment: where any form of unwanted verbal or physical conduct of a sexual nature occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment
Nujno je potrebno opredeliti napredovanje, tako da se tega koncepta ne bo dalo izrabljati za izogibanje zahtevam enakih možnosti.
There is no difference between physical and non-verbal conduct.
Člen 2, odstavek 1, točka f a (novo)
Article 2, paragraph 1 (f a) (new)
(fa) "poklicno napredovanje": napredovanje po položaju in odgovornosti, vključno z razpisnimi in plačilnimi pogoji napredovanja;
(fa) ‘professional promotion’: the advancement of rank or responsibility, including the conditions on which this is advertised or awarded;
Nujno je potrebno opredeliti napredovanje, tako da se tega koncepta ne bo dalo izrabljati za izogibanje zahtevam enakih možnosti.
It is essential to provide a definition of promotion in order that the concept cannot be abused to avoid equal opportunities requirements.
Člen 2, odstavek 2, točka (b a) (novo)
Article 2, paragraph 2, point (b a) (new)
(ba) manj ugodno obravnavanje žensk, ki je povezano z nosečnostjo ali porodniškim dopustom v smislu direktiv e 92/85/EGS.
(ba) any less favourable treatment of a woman related to pregnancy or maternity leave within the meaning of Directive 92/85/EEC.
Vsakršno manj ugodno obravnavanje nosečnic ali žensk na porodniškem dopustu mora biti opredeljeno kot diskriminatorno.
Any less favourable treatment of a woman who is pregnant or on maternity leave must also be deemed discriminatory.
Ker porodniški dopust ni opredeljen, je nadalje potrebno vnesti sklic na Direktivo 92/85/EGS.
Furthermore, as maternity leave has not been defined, it is necessary to insert a reference to Directive 92/85/EEC.
Člen 2, odstavek 2, točka bb (novo)
Article 2, paragraph 2, point (b b) (new)
(bb) manj ugodno obravnavanje zaradi spremembe spola.
(bb) less favourable treatment on the grounds of gender reassignment
Glej tudi spremenjeni člen 2.
See also amended Recital 2.
Primer C-13/94 P proti S in Cornwall County Council [1996] Zbirka I-2143 in primer C-117/01 K.B. proti National Health Service Pensions Agency in Secretary of State [7. januar 2004]
Case C-13/94 P v S and Cornwall County council [1996] ECR I-2143 and Case C-117/01 K.B. v National Health Service Pensions Agency and Secretary of State [7 January 2004]
Člen 3, Naslov (novo)
Article 3, title (new)
Ta direktiva se v skladu s pravnimi predpisi in/ali praksami posameznih držav članic nanaša na aktivno prebivalstvo, vključno s samozaposlenimi osebami, na zaposlene, katerih delo se prekine zaradi bolezni, materinstva, nezgode ali brezposelnosti brez lastne krivde, in na iskalce zaposlitve kot tudi na delojemalce, ki so upokojeni ali nezmožni za delo ter njihove vzdrževane člane.
This Directive shall apply to members of the working population, including self-employed persons, persons whose activity is interrupted by illness, maternity, accident or involuntary unemployment and persons seeking employment, and to retired and disabled workers , and to those claiming under them, in accordance with national law and/or practice.
Ta določba temelji na Direktivi 96/97/ES, katere namen je uresničiti načelo enake obravnave moških in žensk v okviru poklicnih sistemov socialne varnosti.
This provision comes originally from Directive 96/97/EC, which deals with the implementation of the principle of equal treatment for men and women in occupational social security schemes.
Člen 3a, Naslov (novo)
Article 3 a, title (new)
Pozitivni ukrepi
Positive action
Člen 4, Naslov (novo)
Article 4, title (new)
Prepoved diskriminacije
Prohibition of discrimination
Za enako delo ali za delo enake vrednosti se ukine vsako razlikovanje na podlagi spola glede vseh elementov in pogojev plačila, ki se lahko prisodijo enemu samemu viru.
For the same work or for work to which equal value is attributed, all discrimination on grounds of sex with regard to all aspects and conditions of remuneration attributable to a single source shall be eliminated.
Za enako delo ali za delo enake vrednosti se ukini vsako razlikovanje na podlagi spola glede vseh elementov in pogojev plačila.
For the same work or for work to which equal value is attributed, direct and indirect discrimination on grounds of sex with regard to all aspects and conditions of remuneration shall be eliminated.
Predlog Komisije temelji na dveh sodbah Sodišča Evropskih skupnosti (Lawrence, pravna zadeva C-320/00, in Allonby, pravna zadeva C-256/01), ki ju ni mogoče posploševati, saj se tičeta zelo posebnih situacij.
This recital, together with Article 4 of the Commission proposal, refers back to two Court of Justice judgments ( Lawrence, Case C-320/00, and Allonby, Case C-256/01) which concerned very specific circumstances that cannot be generalised.
Člen 5, Naslov (novo)
Article 5, title (new)
Člen 5a (novo)
Article 5 a (new)
Glej prejšnji predlog spremembe 10.
See former Amendment 10.
Člen 6, Naslov (novo)
Article 6, title (new)
Materialno področje uporabe
Material scope
Člen 7, Naslov (novo)
Article 7, title (new)
Izjeme med materialnimi področji uporabe
Exclusions from material scope
Člen 8, Naslov (novo)
Article 8, title (new)
Primeri diskriminacije na podlagi spola
Examples of sex-based discrimination
Člen 8, točka 1
Article 8, point 1
Vse določbe, ki so v nasprotju z načelom enakega obravnavanja, vključujejo načela, ki temeljijo na spolu, tako posredno kot neposredno, za:
Provisions contrary to the principle of equal treatment shall include those based on sex, either directly or indirectly, for :
V nasprotju z načelom enakega obravnavanja so določbe, ki neposredno ali posredno temeljijo na spolu in povzročajo sledeče:
Opposed to the principle of equal treatment are provisions that are directly or indirectly based on sex and cause the following :
Člen 8, točka (d)
Article 8, point (d)
d) določijo različna pravila, razen pri ukrepu iz točk h), i) in j), za povrnitev prispevkov, ko delavec zapusti program, ne da bi izpolnil pogoje, ki mu zagotavljajo odložljivo pravico do dolgoročnih dajatev;
(d) laying down different rules, except as provided for in points (h) , (i) and (j), for the reimbursement of contributions when a worker leaves a scheme without having fulfilled the conditions guaranteeing a deferred right to long-term benefits;
d) določijo različna pravila, razen pri ukrepu iz točk h) in j), za povrnitev prispevkov, ko delavec zapusti program, ne da bi izpolnil pogoje, ki mu zagotavljajo odložljivo pravico do dolgoročnih dajatev;
(d) laying down different rules, except as provided for in points (h) and (j), for the reimbursement of contributions when a worker leaves a scheme without having fulfilled the conditions guaranteeing a deferred right to long-term benefits;
Točka i) je navedena kot izjema k načelu enakega obravnavanja.
Point (i) is mentioned as an exception to the principle of equal treatment.
V tem predlogu je Komisija ločila ti dve točki.
In the current proposal, the Commission has separated the two points.
Člen 8, odstavek 1, točka (h)
Article 8, paragraph 1, point (h)
(h) določitev različnih ravni storitev, razen če je treba upoštevati aktuarske faktorje za izračun, ki so različni glede na spol v primeru shem z določenimi prispevki; v primeru plačevanja prispevkov v pokojninski načrt z določenimi pravicami, lahko nekateri elementi predstavljajo neenako obravnavo, če je razlika v zneskih posledica uporabe različnih aktuarskih faktorjev glede na spol pri plačevanju prispevkov v sistem pokojninskega zavarovanja;
(h) setting different levels of benefit , except in so far as may be necessary to take account of actuarial calculation factors which differ according to sex in the case of defined-contribution schemes; in the case of funded defined-benefit schemes, certain elements may be unequal where the inequality of the amounts results from the effects of the use of actuarial factors differing according to sex at the time when the scheme’s funding is implemented;
(h) Opredelitev različnih ravni storitev
(h) Provision of different levels of benefits
Člen 8, točka k
Article 8, point (k)
k) določiti različne standarde ali standarde, uporabne samo za delavce določenega spola, razen pri ukrepu iz točk h), i) in j), kar zadeva jamstvo ali ohranitev pravice do različnih odložljivih dajatev, ko delavec zapusti program.
(k) laying down different standards or standards applicable only to workers of a specified sex, except as provided for in points (h) , (i) and (j), as regards the guarantee or retention of entitlement to deferred benefits when a worker leaves a scheme.
k) določiti različne standarde ali standarde, uporabne samo za delavce določenega spola, razen pri ukrepu iz točk h), in j), kar zadeva jamstvo ali ohranitev pravice do različnih odložljivih dajatev, ko delavec zapusti program.
(k) laying down different standards or standards applicable only to workers of a specified sex, except as provided for in points (h) and (j), as regards the guarantee or retention of entitlement to deferred benefits when a worker leaves a scheme.
To je napaka, do katere je prišlo zato, ker je v Direktivi 96/97/ES, točka i) sestavljena iz dveh delov:
This is an error, resulting from the fact that in Directive 96/97/EC point (i) consisted of two parts:
1) točke i) „določiti različne ravni prispevkov delavcev;“
(1) the current point (i) ‘setting different levels for workers’ contributions;’
2) točke j) „določiti različne ravni prispevkov delodajalcev, razen (...)“.
(2) the current point (j) ‘setting different levels for employers’ contributions, except: …’.
Člen 9, Naslov (novo)
Article 9, title (new)