natgillin/translations-raw huggingface dataset:
(7) Treba je najti novo ravnovesje med varovanjem zdravja in varnosti delavcev ter med potrebo po uvedbi večje prožnosti za družbe in posameznike pri organizaciji delovnega časa, zlasti kar zadeva dežurstva in še posebej neaktivni čas dežurstva.
(7) It is necessary to strike a new balance between the protection of workers' health and safety and the need to give companies and individuals more flexibility in the organisation of working time, in particular with regard to on-call time and, more specifically, to inactive parts of on-call time.
Direktiva ne nasprotje pavšalnemu izračunu neaktivnega časa dežurstva v skladu z nacionalno prakso.
The Directive does not prevent a flat-rate calculation of the inactive part of on-call time in accordance with national customs.
Ta uvodna izjava naj bi pojasnila, da je državam članicam prepuščeno, kako in v kakšnem obsegu urejajo aktivni in neaktivni čas dežurstva v skladu z nacionalnim pravom.
This recital seeks to make it clear that it is continuing to be a matter for the Member States to decide how and to what extent they regulate the active and inactive parts of on-call time under national law.
(9a) Določene države članice, v katerih uporaba določb iz člena 22(1) ni splošna, poznajo v praksi široke opredelitve pojma samozaposlenih, zato da jih lahko izvzamejo iz mnogih vidikov sedanje pravne ureditve delovnega časa.
(9a) In practice, certain Member States that do not widely apply the provisions made in Article 22(1), use generous definitions of autonomous workers to exempt them from many aspects of current working time legislation.
Na Nizozemskem je na primer samozaposlen vsak, ki zasluži trikratno minimalno plačo na nacionalni ravni – približno 10–14 % delovne sile – ali vsak, ki zasluži dvakratno minimalno plačo in ki je na vodilnem položaju.
In the Netherlands for example, an autonomous worker is anyone who earns three times the national minimum wage - approximately 10-14% of the workforce - or anyone who earns two times the minimum wage and who works in a management position.
Člen 2 a (Direktiva 2003/88/ES)
Article 2 a (Directive 2003/88/EC)
Neaktivni del dežurstva se ne šteje za delovni čas, razen če to ni drugače določeno z nacionalnim zakonom in/ali v skladu z nacionalno zakonodajo in prakso, kolektivno pogodbo ali sporazumom med socialnimi partnerji.
The inactive part of on-call time shall not be regarded as working time, unless national law or, in accordance with national law and/or practice, a collective agreement or an agreement between the two sides of industry decides otherwise.
Čas, ko delojemalec v času dežurstva dejansko opravlja svoje naloge ali dolžnosti, vedno šteje za delovni čas.
The period during which the worker carries out his activity or duties during on-call time shall always be regarded as working time.
Celoten čas dežurstva, vključno z neaktivnim delom, se šteje za delovni čas.
The entire period of on-call time, including the inactive part, shall be regarded as working time.
Toda države članice imajo možnost, da ob upoštevanju splošnih načel varovanja zdravja in varnosti delojemalcev in po posvetu z zadevnimi socialnimi partnerji z zakoni, uredbami ali s kolektivnimi pogodbami ali sporazumi med socialnimi partnerji dovolijo, da se neaktivni čas dežurstva pri obračunu najdaljšega povprečnega tedenskega delovnega časa, določenega s členom 6, upošteva na poseben način pod pogojem, da se prizadetim delavcem zagotovi ustrezen nadomestni počitek in da so nosečnice ali starši otrok (do enega leta starosti) na lastno željo izvzeti iz takšnih ukrepov, če tako zahtevajo, oziroma da se jih ustrezno zaščiti.
However, Member States shall have the option, subject to compliance with the general principles relating to the protection of the safety and health of workers, and provided that the social partners concerned have been consulted, of allowing, by means of laws, regulations or collective agreements or agreements between the two sides of industry, inactive on-call periods to be counted in a specific manner for the purpose of calculating the average maximum weekly working time provided for in Article 6, provided that the workers concerned are afforded adequate compensatory rest, and provided that pregnant women and parents of children under the age of one are exempt from such measures, if they so request, or are afforded appropriate protection.
ČLEN 1, TOČKA 2 A (novo)
ARTICLE 1, POINT 2 A (new)
Člen 13, odstavek 1a (novo) (Direktiva 2003/88/ES)
Article 13, paragraph 1 a (new) (Directive 2003/88/EC)
2a) V členu 13 se doda naslednji odstavek:
2a) The following paragraph shall be added to Article 13:
"Države članice sprejmejo potrebne ukrepe, s katerimi zagotovijo, da delodajalci zaposlene najmanj štiri tedne vnaprej obveščajo o ustreznem modelu delovnega časa ali njegovih spremembah ne glede na kolektivne pogodbe ali sporazume med socialnimi partnerji, ki to vprašanje urejajo drugače."
"Member States shall take measures to ensure that employers shall a n nounce the applicable working time pattern or a change in the wor k ing time pattern to the woker at least 4 weeks ahead, without prejudice to collective agreements or agre e ments between the two sides of industry reg u lating otherwise."
Delojemalci imajo pravico do vnaprejšnjega opozorila v zvezi s kakršno koli spremembo njihovega modela delovnega časa.
Workers are entitled to advance warning of any change to their working patterns.
Člen 16, točka b), odstavek 2 (Direktiva 2003/88/ES)
Article 16, point b, subparagraph 2 (Directive 2003/88/EG)
Kljub temu lahko države članice s pravnimi ali upravnimi predpisi iz objektivnih ali tehničnih razlogov ali iz razlogov organizacije dela podaljšajo to referenčno obdobje na dvanajst mesecev ob upoštevanju splošnih načel varovanja zdravja in varnosti delavcev in po posvetu s socialnimi partnerji ter pod pogojem, da se spodbuja vse ustrezne oblike socialnega dialoga, na željo udeležencev tudi preko pogajanj.
However, Member States may, by law or regulation, for objective or technical reasons, or reasons concerning the organisation of work, extend the reference period referred to above to twelve months, subject to compliance with the general principles relating to the protection of the safety and health of workers, and provided there is a consultation of the social partners concerned and every effort is made to encourage all relevant forms of social dialogue, including negotiation if the parties so wish.
Zaradi podaljšanja referenčnega obdobja za člen 6 s štirih na dvanajst mesecev (glej predlog spremembek členu 16, točka b, odstavek b, pododstavek) je ta odstavek nepotreben.
The extension of the reference period for Article 6 from four to twelve months (see Amendment to Article 16, point b, subparagraph 1 makes this subparagraph redundant.
ČLEN 1, TOČKA 4, TOČKA A
ARTICLE 1, POINT 4, POINT A
Člen 17, odstavek 1 (Direktiva 2003/88/ES)
Article 17, paragraph 1 (Directive 2003/88/EC)
a) V odstavku (1) se besede „od členov 3 do 6, 8 in 16“ nadomestijo z besedami „od členov 3 do 6, 8 in 16, a) in c)“.
a) In paragraph (1), the terms "Articles 3 to 6, 8 and 16" shall be replaced by "Articles 3 to 6, 8 and 16, a) and c)".
a) V odstavku (1) se besede „od členov 3 do 6, 8 in 16“ nadomestijo z besedami „od členov 3 do 6, 8 in 16, a) in c).
a) In paragraph (1), the terms "Articles 3 to 6, 8 and 16" shall be replaced by "Articles 3 to 6, 8 and 16, a) and c).
Beseda „zlasti“ se črta in točka (a) se tako spremeni:
The term "particularly" is deleted and point (a) is replaced by the following:
„(a) vodilni delavci ali primerljive osebe in izvršilni delavci z neodvisno pristojnostjo sprejemanja odločitev, ki so prvim neposredno podrejeni;“.
"(a) Chief Executive Officers or comparable officers, and managing executives with autonomous decision-taking powers directly subordinated to them;".
Trenutna opredelitev je preširoka in odpira veliko možnosti zlorab.
The current definition is too wide and open to a lot of abuse.
Cilj je zaščita samozaposlenih.
The aim is to protect autonomous workers.
ČLEN 1, TOČKA 4, TOČKA B
ARTICLE 1, POINT 4, POINT B
Člen 17, odstavek 2 (Direktiva 2003/88/ES)
Article 17, paragraph 2 (Directive 2003/88/EC)
b) V odstavku 2 se besede „če je prizadeti delavec deležen enakovrednega nadomestnega počitka“ nadomestijo z besedami „če je prizadeti delavec deležen enakovrednega nadomestnega počitka v primernem roku, ki ne sme presegati 72 ur“ .
b) In paragraph (2), the terms "provided that the workers concerned are afforded equivalent periods of compensatory rest" are replaced by "provided that the workers concerned are afforded equivalent periods of compensatory rest within a reasonable period, which cannot be longer than seventy-two hours ".
b) V odstavku 2 se besede „če je prizadeti delavec deležen enakovrednega nadomestnega počitka“ nadomestijo z besedami „če je prizadeti delavec deležen enakovrednega nadomestnega počitka neposredno po določenem delovnem času, razen če ni drugače določeno s kolektivno pogodbo ali z drugim ustreznim sporazumom med socialnimi partnerji.“
b) In paragraph (2), the terms "provided that the workers concerned are afforded equivalent periods of compensatory rest" are replaced by "provided that the workers concerned are afforded equivalent periods of compensatory rest at times immediately following the periods of work concerned, save where otherwise provided by collective agreement or agreement between the two sides of industry."
Besedilo je preveč ohlapno glede načina, kako so delavci deležni nadomestnega počitka.
The text is too vague as to how workers are afforded compensatory rest.
Jasno mora biti, da je treba odstopanja od nadomestnega počitka neposredno po določenem delovnem času dovoliti zgolj na podlagi kolektivnih pogodb ali sporazumov med socialnimi partnerji.
It must be clear that derogations from taking compensatory rest immediately after the period of works concerned should only be allowed through collective agreements or agreements between the two sides of industry.
Člen 18, pododstavek 3 (Direktiva 2003/88/ES)
Article 18, paragraph 3 (Directive 2003/88/EC)
V tretjem pododstavku člena 18 se besede „če je prizadeti delavec deležen enakovrednega nadomestnega počitka“ nadomestijo z besedami „če je prizadeti delavec deležen enakovrednega nadomestnega počitka v razumnem roku , ki ne presega 72 ur “.
In Article 18, third subparagraph, the expression "on condition that equivalent compensating rest periods are granted to the workers concerned" is replaced by "on condition that equivalent compensating rest periods are granted to the workers concerned within a reasonable period, which cannot exceed seventy-two hours ".
V tretjem pododstavku člena 18 se besede „če je prizadeti delavec deležen enakovrednega nadomestnega počitka“ nadomestijo z besedami „če je prizadeti delavec deležen enakovrednega nadomestnega počitka v 72 urah , ali v razumnem roku."
In Article 18, third subparagraph, the expression "on condition that equivalent compensating rest periods are granted to the workers concerned" is replaced by "on condition that equivalent compensating rest periods are granted to the workers concerned within seventy-two hours or within a reasonable period."
V tej spremembi sta bolje upoštevani sodna praksa Sodišča Evropskih skupnosti in podjetniška resničnost, ki ji ne ustreza rok 72 ur za nadomestni počitek.
This amendment is intended to take into account to a greater extent the jurisdiction of the ECJ, and also the needs of business which are not served by the requirement that compensatory rest periods must be taken within 72 hours.
ČLEN 1, TOČKA 6
ARTICLE 1, POINT 6
Člen 19 (Direktiva 2003/88/ES)
Article 19 (Directive 2003/88/EG)
Člen 19 se nadomesti z naslednjim:
Article 19 is replaced by the following:
Države članice lahko ob upoštevanju splošnih načel varovanja zdravja in varnosti delavcev dopustijo, da se v pogodbah ali sporazumih socialnih partnerjev iz objektivnih ali tehničnih razlogov ali iz razlogov organizacije dela določajo daljša referenčna obdobja za najdaljši tedenski delovni čas, ki v nobenem primeru ne smejo presegati 12 mesecev.
"Member States shall have the option, subject to compliance with the general principles relating to the protection of the safety and health of workers, of allowing, for objective or technical reasons, or reasons concerning the organisation of work, collective agreements or agreements concluded between the two sides of industry to set reference periods, concerning the maximum weekly working time, in no case exceeding twelve months."
Zaradi podaljšanja referenčnega obdobja za člen 6 s štirih na dvanajst mesecev (glej predlog spremembe pododstavka 1 odstavka b točke b člena 16) je ta odstavek nepotreben.
The extension of the reference period for Article 6 from four to twelve months (see Amendment to Article 16, point (b), subparagraph 1 of the original Directive, makes this paragaph superfluous.
Predlog direktive Evropskega parlamenta in Sveta o določenih vidikih organizacije delovnega časa
Proposal for a directive of the European Parliament and of the Council concerning certain aspects of the organisation of working time
MNENJE Odbora za pravice žensk in politiko enakih možnosti
OPINION of the Committee on Women's Rights and Gender Equality
o predlogu Direktive Evropskega parlamenta in Sveta, ki spreminja Direktivo 2003/88/ES o določenih vidikih organizacije delovnega časa
on the proposal for a directive of the European Parliament and of the Council amending Directive 2003/88/EC concerning certain aspects of the organisation of working time
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:
(5) Uskladitev med poklicnim in družinskim življenjem je bistven element za dosego ciljev, ki si jih je Unija zadala v Lizbonski strategiji.
(5) Reconciliation between work and family life is an essential element to allow the Union to reach the objectives set in the Lisbon Strategy.
Več sprememb, ki jih uvaja Direktiva 2003/88/ES, zlasti kar zadeva člen 22, omogoča boljšo usklajenost med delom in družinskim življenjem.
Several of the modifications introduced by Directive 2003/88/EC, particularly in relation to Article 22, allow a better compatibility between work and family life.
Več sprememb, ki jih uvaja Direktiva 2003/88/ES, skušajo omogočiti boljšo usklajenost med delom in družinskim življenjem.
Several of the modifications introduced by Directive 2003/88/EC aim to allow a better compatibility between work and family life.
Člen 22 te direktive zadeva načelo opting-out, kar pomeni možnost držav članic, da določijo trajanje delovnega tedna, ki presega 48 ur, kar je največje število ur, ki ga predvideva člen 6.
Article 22 of the Directive concerns the opt-out principle, i.e. the option available to Member States of providing for a working week of more than 48 hours, which is the maximum provided in Article 6.
Toda jasno je dokazano, da so dolge delovne ure ne samo nevarne za zdravje in varnost delavcev, ampak tudi zavirajo uskladitev med poklicnim in družinskim življenjem.
However, it has been clearly demonstrated that long working hours pose not only a risk to workers' health and safety but are also a hindrance to reconciliation of work and family life.
Posebno sklicevanje na člen 22 kot na določbo, ki spodbuja uskladitev med družinskim in poklicnim življenjem, je torej zmotno.
The specific reference to Article 22 as a provision that promotes such reconciliation is therefore incorrect.
(6) V tem smislu morajo države članice spodbujati socialne partnerje, da na ustrezni ravni sklenejo sporazume, ki določajo pravila za boljšo usklajenost med poklicnim in družinskim življenjem.
(6) In this context, it is for Member States to encourage social partners to conclude agreements, at the appropriate level, establishing rules to ensure better compatibility between work and family life.
(6) V tem smislu morajo države članice skrbeti za to, da socialni partnerji na ustrezni ravni sklenejo sporazume, ki določajo pravila za boljšo usklajenost med poklicnim in družinskim življenjem.
(6) In this context, it is for Member States to ensure that social partners conclude agreements, at the appropriate level, establishing rules to ensure better compatibility between work and family life.
Uskladitev med poklicnim in družinskim življenjem je bistvena zahteva, pravilno uporabo katere bi morale nadzorovati države članice, ne pa da je prepuščena zgolj presoji socialnih partnerjev.
Reconciliation of work and family life is an essential requirement, the correct application of which should be monitored by the Member States and not left to the sole discretion of the social partners.
(7) Treba je najti novo ravnotežje med varovanjem zdravja in varnosti delavcev ter med potrebo, da se organizaciji delovnega časa da več prožnosti, zlasti kar zadeva čas dežurstva in še posebej neaktivni del med časom dežurstva.
(7) It is necessary to strike a new balance between the protection of workers' health and safety and the need to give companies more flexibility in the organisation of working time, in particular with regard to on-call time and, more specifically, to inactive parts of on-call time.
(7) Treba je najti novo ravnotežje med varovanjem zdravja in varnosti delavcev, uskladitvijo med poklicnim in družinskim življenjem ter med prožno organizacijo delovnega časa.
(7) It is necessary to strike a new balance between the protection of workers' health and safety , reconciliation of work and family life and the organisation of flexible working time.
Pri organizaciji delovnega časa, vključno s časom dežurstva, je treba upoštevati dejstvo, da dolgi delovni čas ovira ne samo uskladitev med poklicnim in družinskim življenjem in torej dostop žensk do zaposlitve, ampak tudi večje sodelovanje moških v družinskem življenju.
As regards the organisation of working time, including on-call time, account must be taken of the fact that long working hours constitute an obstacle, not only to the reconciliation of work and family life and, therefore, to women's access to employment, but also to greater participation by men in family life.
Treba je najti ravnotežje med varovanjem zdravja in varnosti delavcev, uskladitvijo med poklicnim in zasebnim življenjem ter med prožnostjo organizacije delovnega časa.
There is a need to strike a balance between the protection of workers' health and safety, reconciliation of work and private life, and flexibility in the organisation of working time.
Gre za obravnavane zadeve, ki so neločljivo povezane med seboj.
These are inextricably linked considerations.
Ne bi se smelo sklicevati na neaktivni del med časom dežurstva, ker gre pri tem za razlikovanje, ki ni primerno, ker krši sodbe SES, ki opredeljujejo delovni čas glede na fizično prisotnost delavca na delovnem mestu in dejstvo, da je delodajalcu na razpolago.
There should not be any reference to inactive periods of on-call time because it is a distinction that should not be made as it contravenes the rulings of the Court of Justice which define working time in terms of the physical presence of the worker at the place of work and his/her availability to the employer.
(7a) V skladu s sodno prakso Evropskega sodišča je pri obravnavanju značilnosti pojma „delovni čas“odločilni dejavnik zahteva po prisotnosti na kraju, ki ga določi delodajalec in ki mu je na razpolago, da lahko takoj izvede storitve, če je to potrebno.
(7a) According to the case-law of the European Court of Justice, when considering the characteristic features of the concept of ‘working time’, the decisive factor is the requirement to be present at the place determined by the employer and available to the employer in order to be able to provide services immediately, when necessary.
Zato se določba o možnosti umika ne sme več uporabljati.
Therefore, the opt-out provision should no longer be applicable.
(14) Ta direktiva spoštuje temeljne pravice in upošteva načela, posebej in zlasti priznana v Listini o temeljnih človekovih pravicah Evropske unije.
(14) This Directive respects fundamental rights and observes the principles specifically recognised in particular by the Charter of Fundamental Rights of the European Union.
Še zlasti ta direktiva zagotavlja polno spoštovanje pravičnih in enakopravnih delovnih pogojev (člen 31 Listine o temeljnih človekovih pravicah Evropske unije ).
In particular, it seeks to ensure full respect of the right to fair and equitable working conditions (Article 31 of the Charter of Fundamental Rights of the European Union ).
(14) Ta direktiva spoštuje temeljne pravice in upošteva načela, posebej priznana v Listini o temeljnih človekovih pravicah Evropske unije.
(14) This Directive respects fundamental rights and observes the principles specifically recognised in the Charter of Fundamental Rights of the European Union.
Še zlasti ta direktiva zagotavlja polno spoštovanje pravičnih in enakopravnih delovnih pogojev (člen 31 Listine ) in pravice do uskladitve družinskega in poklicnega življenja (člen 33 Listine).
In particular, it seeks to ensure full respect of the right to fair and equitable working conditions (Article 31 of the Charter) and the right to reconcile family and professional life (Article 33 of the Charter).
Uskladitev družinskega in poklicnega življenja je eno od treh meril, ki jih navaja Komisija, ki bi jih morali upoštevati v vseh predlogih na tem področju.
Conciliation of family and working life is among the three criteria indicated by the Commission that should be met in all proposals in this area.
ČLEN 1, TOČKA 2A (novo)
ARTICLE 1, POINT 2 A (new)
Člen 6, uvodni del (Direktiva 2003/88/ES)
Article 6, introductory part (Directive 2003/88/EC)
V členu 6 se uvodni del zamenja z naslednjim besedilom:
In Article 6, the introduction is replaced by the following:
„Države članice sprejmejo potrebne ukrepe, s katerimi v skladu s potrebama po varovanju zdravja in varnosti delavcev ter po uskladitvi med poklicnim in družinskim življenjem:“.
"Member States shall take the necessary measures to ensure that, in keeping with the need to protect the safety and health of workers and to reconcile work and family life:"
Potrebo po uskladitvi med poklicnim in družinskim življenjem se mora pri določanju števila ur delovnega tedna kot tudi pri organizaciji delovnega časa vedno upoštevati.
The need to reconcile work and family must always be taken into account in fixing the number of weekly working hours and organising working time.
ČLEN 1, TOČKA 2C (novo)
ARTICLE 1, POINT 2 B (new)
Člen 13 (Direktiva 2003/88/ES)
Article 13 (Directive 2003/88/EC)
Člen 13 se zamenja z naslednjim besedilom:
Article 13 is replaced by the following:
„Člen 13
"Article 13
Vzorec dela
Pattern of work
Države članice sprejmejo potrebne ukrepe, s katerimi zagotovijo, da delodajalec, ki namerava organizirati delo po določenem vzorcu, glede na vrsto dejavnosti ter varnostne in zdravstvene zahteve, zlasti glede odmorov med delovnim časom, upošteva splošno načelo prilagajanja dela delavcu z namenom, da se olajša monotono delo in delo z določenim ponavljanjem, predvsem za noseče delavke, delavke, ki so pred kratkim rodile ali dojijo.“
Member States shall take the necessary measures to ensure that an employer who intends to organise work according to a certain pattern takes account of the general principle of adapting work to the worker, with a view, in particular, to alleviating monotonous work and work at a predetermined work-rate, depending on the type of activity, and of safety and health requirements, in particular for pregnant workers and workers who have recently given birth or are breastfeeding and disabled people, especially as regards breaks during working time."