natgillin/translations-raw huggingface dataset:
Odzvati se morajo tudi na vse večjo zahtevo po kakovosti delovnih mest, ki je povezana z delavčevimi osebnimi željami in družinskimi spremembami, spopasti pa se bodo morala tudi s starajočo se delovno silo in manjšim številom novo zaposlenih mladih.
They must also respond to the increasing demand for job quality which is related to workers’ personal preferences and family changes, and they will have to cope with an ageing workforce and fewer young recruits.
Za delavce postaja delovno življenje bolj zapleteno, saj postajajo delovni vzorci bolj raznoliki in neredni, v življenjskem ciklusu pa je treba uspešno izpeljati vse več prehodov.
For workers, working life is becoming more complex as working patterns become more diverse and irregular and an increasing number of transitions need to be managed successfully throughout the lifecycle .
Pri hitro spreminjajočih se gospodarstvih in spremljajočem prestrukturiranju se morajo spopadati z novim načinom dela, vključno s povečano uporabo informacijsko-komunikacijskih tehnologij, in s spremembami delovnega statusa ter biti pripravljeni na vseživljenjsko učenje.
With rapidly changing economies and attendant restructuring, they must cope with new ways of working, including enhanced exploitation of Information and Communication Technologies (ICT) and changes in their working status, and be prepared for lifelong learning.
Za širši dostop do zaposlitvenih priložnosti v vsej EU je prav tako potrebna geografska mobilnost.
Geographical mobility is also needed to access job opportunities more widely and in the EU at large.
Podjetjem je treba omogočiti, da se prožneje odzovejo na spremembe v povpraševanju po njihovih proizvodih in storitvah, prilagodijo novim tehnologijam in da se izkažejo sposobna uvajati inovacije , da bi ostala konkurenčna.
Enterprises must be put in a position in which they can respond more flexibly to changes in demand for their goods and services, adapt to the new technologies and show themselves capable of innovation in order to remain competitive.
Biti morajo tudi sposobna zadovoljiti vse večjo zahtevo po višji kakovosti delovnih mest, ki je povezana z delavčevimi osebnimi željami in družinskimi spremembami, spopasti pa se bodo morala tudi s starajočo se delovno silo in manjšim številom novo zaposlenih mladih.
They should also be able to satisfy the increasing demand for higher job quality which is related to workers’ personal preferences and family changes, and they will have to cope with an ageing workforce and fewer young recruits.
Za delavce postaja delovno življenje bolj zapleteno, saj postajajo delovni vzorci bolj raznoliki in neredni, sami pa morajo opravljati več različnih vrst dela .
For workers, working life is becoming more complex as working patterns become more diverse and they are required to carry out multiple types of work .
Pri hitro spreminjajočih se gospodarstvih in spremljajočem prestrukturiranju morajo biti opremljena za spopadanje z novim načinom dela, vključno s povečano uporabo informacijsko-komunikacijskih tehnologij, in s spremembami delovnega statusa ter biti pripravljeni na vseživljenjsko učenje.
With rapidly changing economies and attendant restructuring, they must be equipped to cope with new ways of working, including enhanced exploitation of Information and Communication Technologies (ICT) and changes in their working status, and be prepared for lifelong learning.
Smernica št. 20
Guideline 20
Spodbujanje prožnosti v povezavi z varnostjo zaposlitve in zmanjšanje segmentacije trga dela s prilagoditvijo zakonodaje o zaposlovanju s pregledom, kjer je to potrebno, ravni prilagodljivosti, ki je zagotovljena s pogodbami za nedoločen in določen čas; boljšim predvidevanjem in pozitivnim upravljanjem sprememb, vključno z gospodarskim prestrukturiranjem, predvsem sprememb, povezanih z odpiranjem trgovine, da se tako kar najbolj zmanjšajo socialni stroški in se olajša prilagajanje; podporo prehodom v poklicnem statusu, vključno z usposabljanjem, samozaposlitvijo, ustanavljanjem podjetij in geografsko mobilnostjo; spodbujanjem in razširjanjem inovativnih in prilagodljivih oblik organizacije dela ; vključno z boljšim zdravjem in varnostjo pri delu ter raznolikostjo pogodbenih ureditev delovnega časa, da bi izboljšali kakovost in produktivnost pri delu; prilagajanjem novim tehnologijam na delovnem mestu, odločnim ukrepanjem za preusmeritev dela na črno v redno zaposlitev (Integrirana smernica št. 20).
Promote flexibility combined with employment security and reduce labour market segmentation through: the adaptation of employment legislation, reviewing where necessary the level of flexibility provided by permanent and non-permanent contracts; better anticipation and positive management of change, including economic restructuring, notably changes linked to trade opening, so as to minimise their social costs and facilitate adaptation; support for transitions in occupational status, including training, self-employment, business creation and geographic mobility; the promotion and dissemination of innovative and adaptable forms of work organisation ; including better health and safety and diversity of contractual and working time arrangements, with a view to improving quality and productivity at work; adaptation to new technologies in the workplace, determined action to transform undeclared work into regular employment (Integrated guideline No 20).
Glej tudi integrirano smernico „Spodbujanje večje skladnosti med makroekonomskimi in strukturnimi politikam“ (št. 4).
See also integrated guideline "To promote greater coherence between macroeconomic and structural policies" (No 4).
Spodbujanje in povečanje prožnosti v povezavi z varnostjo zaposlitve in zmanjšanje segmentacije trga dela s spodbujanjem dobrih odnosov med delodajalci in delojemalci na osnovi trdnih, neodvisnih in reprezentativnih sindikatov ter popolnejših podatkov in posvetovanja z delavci; s prilagoditvijo in uskladitvijo zakonodaje o zaposlovanju s pregledom, kjer je to potrebno, ravni prilagodljivosti in varnosti , ki je zagotovljena s pogodbami za nedoločen in določen čas; boljšim predvidevanjem in pozitivnim upravljanjem sprememb, vključno z gospodarskim prestrukturiranjem, predvsem sprememb, povezanih z odpiranjem trgovine, da se tako kar najbolj zmanjšajo socialni stroški in se olajša prilagajanje novim razmeram ; podporo prehodom v poklicnem statusu, vključno z usposabljanjem, samozaposlitvijo, ustanavljanjem podjetij in geografsko mobilnostjo; spodbujanjem in razširjanjem inovativnih in prilagodljivih oblik organizacije dela ; učinkovitimi ukrepi za zmanjševanje števila delovnih nesreč s pomočjo izboljšanega preprečevanja tveganj na delovnem mestu, posebno s sporazumi na evropski ravni, in raznolikostjo pogodbenih dogovorov, skupaj s prožnim delovnim časom, da bi izboljšali kakovost in produktivnost pri delu ter usklajevanje dela in družinskega življenja , s prilagajanjem novim tehnologijam na delovnem mestu, odločnim ukrepanjem za preusmeritev nedovoljenega dela v redno zaposlitev in bojem proti sivi ekonomiji (Integrirana smernica št. 20).
Promote and increase flexibility combined with employment security and reduce labour market segmentation , promoting good industrial relations on the basis of independent and representative trade unions and improved information and consultation of workers through: the adaptation and streamlining of employment legislation, reviewing where necessary the level of flexibility and security provided by permanent and non-permanent contracts; better anticipation and positive management of change, including economic restructuring, notably changes linked to trade opening, so as to minimise their social costs and facilitate adaptation to new realities ; support for transitions in occupational status, including training, self-employment, business creation and geographic mobility; the promotion and dissemination of innovative and adaptable forms of work organisation; effective measures to reduce workplace accidents by means of improved prevention of workplace risks, especially via agreements at European level , and diversity of contractual arrangements together with flexible working hours , with a view to improving quality of employment, productivity at work and the reconciliation of family life and work , adaptation to new technologies in the workplace, determined action to transform unauthorised work into regular employment and combat the grey economy (Integrated guideline No 20).
Glej tudi integrirano smernico „Spodbujanje večje skladnosti med makroekonomskimi in strukturnimi politikam“ (št. 4).
See also integrated guideline "To promote greater coherence between macroeconomic and structural policies" (No 4)
Priloga, Poglavje 2, odstavek pred integrirano smernico št. 21
Annex, Section 2, paragraph before integrated guideline No 21
Da bi kar najbolj povečali odpiranje delovnih mest, ohranili konkurenčnost in prispevali k splošnemu gospodarskemu okviru, mora biti celoten razvoj plač v skladu z rastjo produktivnosti v gospodarskem ciklusu in izražati stanje na trgu dela.
To maximise job creation, preserve competitiveness and contribute to the general economic framework, overall wage developments should be in line with productivity growth over the economic cycle and should reflect the labour market situation.
Za enostavnejše odpiranje delovnih mest, zlasti za nizko plačane zaposlitve , bodo morda potrebna tudi prizadevanja za zmanjšanje stroškov dela, ki ne spadajo v plačo, in za pregled davčnega primeža.
Efforts to reduce non-wage labour costs and to review the tax wedge may also be needed to facilitate job creation , especially for low-wage employment .
Da bi kar najbolj povečali odpiranje delovnih mest, ohranili konkurenčnost in prispevali k splošnemu gospodarskemu okviru, mora biti celoten razvoj plač v skladu z rastjo produktivnosti.
To maximise job creation, preserve competitiveness and contribute to the general economic framework, overall wage developments should be in line with productivity growth over the economic cycle and should reflect the labour market situation.
Za enostavnejše odpiranje delovnih mest, so priporočljiva tudi prizadevanja za zmanjšanje stroškov dela, ki ne spadajo v plačo, in za pregled davčnega primeža.
Efforts to reduce non-wage labour costs and to review the tax wedge are also advisable to facilitate job creation.
Smernica št. 21
Guideline 21
Zagotavljanje zaposlovanju prijaznih plač in napredka pri drugih stroških dela s spodbujanjem oblikovanja pravega okvira za pogajanja o plačah, da bi se izrazile razlike v trendih produktivnosti in trga dela na sektorski in regionalni ravni, pri tem pa spoštovati vlogo socialnih partnerjev; in spremljanjem ter, kjer je primerno, pregledom strukture in ravni stroškov dela, ki ne spadajo v plačo, ter njihovega vpliva na zaposlovanje, zlasti za nizko plačano delovno silo in za iskalce prve zaposlitve (Integrirana smernica št. 21).
Ensure employment-friendly wage and other labour cost developments by encouraging the right framework for wage-bargaining systems, while fully respecting the role of the social partners, to reflect differences in productivity and labour market trends at sectoral and regional level; and monitoring and, where appropriate, reviewing the structure and level of non-wage labour costs and their impact on employment, especially for the low-paid and those entering for the first time the labour market (Integrated guideline No 21).
Glej tudi integrirano smernico „Zagotavljanje, da gibanje plač prispeva k makroekonomski stabilnosti in rasti“ (št. 5).
See also integrated guideline "To ensure that wage developments contribute to macroeconomic stability and growth" (No 5).
Zagotavljanje zaposlovanju prijaznih plač in napredka pri drugih stroških dela z zagotavljanjem in spodbujanjem odprtosti pravega okvira za pogajanja o plačah, zlasti v okviru kolektivnih pogodb, tako da bi se izrazile razlike v trendih produktivnosti in trga dela na nacionalni, sektorski in regionalni ravni, pri tem pa spoštovati vlogo socialnih partnerjev ; in spremljanjem ter, kjer je primerno, pregledom, skupaj s socialnimi partnerji, strukture in ravni stroškov dela, ki ne spadajo v plačo, posebno prispevkov za socialno varnost, nadzorom njihovega vpliva na zaposlovanje, posebno za nizko kvalificirane, mlade ljudi, ki prvič vstopajo na trg dela, starejše ljudi, ki želijo nadaljevati z delom, in invalidne osebe; s posebnimi ukrepi za odpravo razlik v plačilu glede na spol, vključno z bolj učinkovitim izvajanjem zakonodaje o enakosti spolov v zvezi z enakim plačilom, razvojem jasnih, posodobljenih statističnih podatkov in boljšo uporabo načrtov za enakopravnost.
Ensure employment-friendly wage and other labour cost developments by sustaining and encouraging the right framework for wage-bargaining systems, particularly collective bargaining, while fully respecting the role of the social partners, to reflect differences in productivity and labour market trends at national, sectoral and regional level, respecting the autonomy of social partners ; and monitoring and, where appropriate, reviewing , in collaboration with social agents, the structure and level of non-wage labour costs , especially social security contributions, supervising their impact on employment, especially for the low-skilled, young people entering the labour market for the first time, older people wishing to go on working, and people with disabilities; specific actions to tackle the gender pay gap including more effective implementation of gender equality legislation in relation to equal pay, development of clear up-to-date statistics and follow-up of equality plans.
(Integrirana smernica št. 21).
(Integrated guideline No 21).
Smernica št. 22
Guideline 22
Razširitev in izboljšanje naložb v človeški kapital z vzpostavljanjem učinkovitih strategij vseživljenjskega učenja, skladno z evropskimi zavezami, vključno z ustreznimi spodbudami in mehanizmi delitve stroškov za podjetja, javne organe in posameznike, zlasti da se bistveno zmanjša število učencev, ki predčasno končajo šolanje; večjim dostopom do začetnega poklicnega, srednjega in visokošolskega izobraževanja, vključno s pripravništvi in podjetniškim usposabljanjem ; in okrepljenim sodelovanjem v stalnem usposabljanju, tudi na delovnem mestu, v vseh življenjskih obdobjih, zlasti za nizko kvalificirane in starejše delavce (Integrirana smernica št. 22).
Expand and improve investment in human capital through: the establishment of efficient lifelong learning strategies, according to European commitments, including appropriate incentives and cost-sharing mechanisms for enterprises, public authorities and individuals, in particular to significantly reduce the number of pupils leaving school early; increased access to initial vocational, secondary and higher education , including apprenticeships and entrepreneurship training ; and enhanced participation in continuous and workplace training throughout the life-cycle, especially for the low-skilled and older workers (Integrated guideline No 22).
Glej tudi integrirano smernico „Povečanje in izboljšanje naložb v raziskave in razvoj“ (št. 12).
See also integrated guideline "To increase and improve investment in R&D" (No 12).
Razširitev in izboljšanje naložb v človeški kapital z vzpostavljanjem učinkovitih strategij vseživljenjskega učenja v sodelovanju s socialnimi partnerji , skladno z evropskimi zavezami, vključno z ustreznimi spodbudami in mehanizmi delitve stroškov za podjetja, javni sektor in posameznike, opredelijo in načrtujejo potrebni ukrepi za zmanjšanje števila učencev, ki predčasno končajo šolanje; večjim dostopom do začetnega poklicnega, srednjega in visokošolskega izobraževanja, neuniverzitetnim poklicnim usposabljanjem, spodbujanjem podjetništva na vseh stopnjah izobraževanja, uporabo informacijske družbe in novih tehnologij ter okrepljenim sodelovanjem v stalnem usposabljanju, tudi na delovnem mestu, v vseh življenjskih obdobjih, zlasti za nizko kvalificirane, starejše delavce , ženske, zlasti ob vrnitvi na delo, ter zaposlene v malih in srednje velikih podjetjih, in spodbujanjem programov izmenjave za učitelje in učence med podjetji na nacionalni ravni ter med državami članicami (Integrirana smernica št. 22).
Expand and improve investment in human capital through: the establishment of efficient lifelong learning strategies, in cooperation with the social partners, according to European commitments, including appropriate incentives and cost-sharing mechanisms for enterprises, the public sector and individuals, identify and programme the measures needed to significantly reduce the number of pupils leaving school early; increased access to initial vocational, secondary and higher education , non-university vocational training, the promotion of entrepreneurship in all levels of education and the use of the information society and the new technologies ; and enhanced participation in continuous and workplace training throughout the life-cycle, especially for the low-skilled , older workers , women, especially when they come back to work, and SME employees, as well as the encouragement of exchange schemes for teachers and students between enterprises at national level and between Member States (Integrated guideline No 22).
Priloga, Poglavje 3, integrirana smernica št. 23
Annex, Section 3, integrated guideline No 23
Prilagoditev sistemov izobraževanja in usposabljanja novim zahtevam po usposobljenosti z boljšim prepoznavanjem poklicnih potreb in ključne usposobljenosti in predvidevanjem prihodnjih zahtev po strokovnih znanjih; razširitvijo ponudbe orodij izobraževanja in usposabljanja; oblikovanjem okvira za večjo preglednost in učinkovitejše priznavanje kvalifikacij ter veljavnost neformalnega in priložnostnega učenja; zagotavljanjem privlačnosti, odprtosti in visoke kakovosti sistemov izobraževanja in usposabljanja (Integrirana smernica št. 23).
Adapt education and training systems in response to new competence requirements through: better identification of occupational needs and key competences, and anticipation of future skill requirements; broadening the supply of education and training tools; developing frameworks to support the transparency of qualifications, their effective recognition and the validation of non-formal and informal learning; ensuring the attractiveness, openness and high quality standards of education and training systems (Integrated guideline No 23).
Prilagoditev sistemov izobraževanja in usposabljanja novim zahtevam po usposobljenosti z boljšim prepoznavanjem poklicnih potreb in ključne usposobljenosti in predvidevanjem prihodnjih zahtev po strokovnih znanjih; in podpiranjem tesnega sodelovanja med industrijo ter izobraževalnimi in raziskovalnimi centri, da se za zagotovijo boljše razmere za inovacije med evropskimi podjetji, razširitvijo ponudbe orodij izobraževanja in usposabljanja; oblikovanjem okvira za večjo preglednost in učinkovitejše priznavanje kvalifikacij ter veljavnost neformalnega in priložnostnega učenja; zagotavljanjem privlačnosti, odprtosti in visoke kakovosti sistemov izobraževanja in usposabljanja, vključno s sistemi, ki upoštevajo posebne potrebe zapostavljenih ljudi na trgu dela , zlasti žensk, mladih in starejših ljudi; posebej si je treba prizadevati za pridobitev študentov in znanstvenikov iz tretjih držav (Integrirana smernica št. 23).
Adapt education and training systems in response to new competence requirements through: better identification of occupational needs and key competences, and anticipation of future skill requirements; support close co-operation between industry and education- and research centres in order provide for the best climate for innovation among European enterprises ; broadening the supply of education and training tools; developing frameworks to support the transparency of equivalent qualifications, their effective recognition and the validation of non-formal and informal learning; ensuring the attractiveness, openness and high quality standards of education and training systems , including systems fitting the specific needs of people at a disadvantage on the labour market, particularly women, young people and older people; special efforts should be given to attract students and scientists from third countries (Integrated guideline No 23).
Priloga, Poglavje 3, odstavek za integrirano smernico št. 23
Annex, Section 3, paragraph after integrated guideline No 23
Pri ukrepanju morajo države članice posebno pozornost nameniti dobremu upravljanju politik zaposlovanja.
In taking action, Member States should pay special attention to ensuring good governance of employment policies.
Oblikovati morajo obsežno partnerstvo za spremembe, ki bo vključevalo parlamentarne organe in interesne skupine, tudi na regionalni in lokalni ravni.
They should establish a broad partnership for change by involving parliamentary bodies and stakeholders, including those at regional and local levels.
Evropski in nacionalni socialni partnerji morajo imeti glavno vlogo.
European and national social partners should play a central role.
Države članice morajo opredeliti zaveze in cilje v skladu s smernicami in priporočili EU.
Member States should define commitments and targets in line with the EU Guidelines and Recommendations.
Dobro upravljanje zahteva tudi preglednost pri dodeljevanju upravnih in finančnih sredstev.
Good governance also requires transparency in the allocation of administrative and financial resources.
V soglasju s Komisijo si morajo države članice prizadevati pridobiti sredstva iz strukturnih skladov, zlasti Evropskega socialnega sklada, za izvajanje Evropske strategije zaposlovanja in poročati o sprejetih ukrepih.
In agreement with the Commission, Member States should target the resources of the Structural Funds, in particular the European Social Fund, on the implementation of the European Employment Strategy and report on the action taken.
Posebno pozornost je treba nameniti krepitvi institucionalnih in upravnih zmogljivosti držav članic.
Particular attention should be paid to strengthening institutional and administrative capacity in the Member States.
Oblikovati morajo obsežno partnerstvo za spremembe, ki bo vključevalo parlamentarne organe in vse interesne skupine, na evropski, nacionalni, regionalni in lokalni ravni.
They should establish a broad partnership for change by involving parliamentary bodies and all stakeholders, at European, national, regional and local levels.
Regionalni in lokalni udeleženci držav članic morajo opredeliti zaveze in preverljive cilje v skladu s smernicami in priporočili EU ter posebnimi regionalnimi in lokalnimi potrebami .
Member States , regional and local actors should define commitments and verifiable targets in line with the EU Guidelines and Recommendations and specific regional and local needs .
V soglasju s Komisijo si morajo države članice in regije prizadevati pridobiti sredstva iz strukturnih skladov, zlasti Evropskega socialnega sklada, za izvajanje Evropske strategije zaposlovanja in poročati o sprejetih ukrepih.
In agreement with the Commission, Member States and regions should target the resources of the Structural Funds, in particular the European Social Fund, on the implementation of the European Employment Strategy and report on the action taken.
Posebno pozornost je treba nameniti krepitvi institucionalnih in upravnih zmogljivosti držav članic in regij .
Particular attention should be paid to strengthening institutional and administrative capacity in the Member States and regions .
MNENJE Odbora za pravice žensk in politiko enakih možnosti
OPINION OF THE COMMITTEE ON WOMEN’S RIGHTS AND GENDER EQUALITY
o predlogu odločbe Sveta o smernicah politike zaposlovanja držav članic (2005-2008)
on the proposal for a Council decision on guidelines for the employment policies of the Member States (2005–2008)
Odbor za pravice žensk in politiko enakih možnosti poziva Odbor za zaposlovanje in socialne zadeve kot pristojni odbor, da v svoje poročilo vključi naslednje predloge sprememb:
The Committee on Women’s Rights and Gender Equality calls on the Committee on Employment and Social Affairs, as the committee responsible, to incorporate the following amendments in its report: