natgillin/translations-raw huggingface dataset:
– ob upoštevanju členov 39 in 45 Poslovnika,
– having regard to Rules 39 and 45 of its Rules of Procedure,
– ob upoštevanju poročila Odbora za pravice žensk in enakost spolov ter mnenja Odbora za zaposlovanje in socialne zadeve ( A6‑0389/2008 ),
– having regard to the report of the Committee on Women's Rights and Gender Equality and the opinion of the Committee on Employment and Social Affairs ( A6‑0389/2008 ),
A. ker ženske v Evropski uniji v povprečju zaslužijo 15 % manj kot moški in do 25 % v privatnem sektorju; ker je razlika v plačilu glede na spol med 4 % in več kot 25 % v državah članicah, ni pa mogoče opaziti znatnega zmanjševanja te razlike,
A. whereas women earn on average 15% less than men in the European Union and up to 25% less in the private sector; whereas the gender pay gap varies between 4% and more than 25% in Member States and this gap does not show a significant narrowing trend,
B. ker morajo ženske delati do 22. februarja (to je 418 koledarskih dni), da bi zaslužile toliko kot moški v enem letu,
B. whereas women need to work until 22 February (i.e. 418 calendar days) in order to earn as much as men do in a year,
C. ker je uporaba načela enakega plačila za enako delo in delo enake vrednosti bistvena za zagotovitev enakosti med spoloma,
C. whereas the implementation of the principle of equal pay for the same work and for work of equal value is crucial to achieving gender equality,
D. ker razlike v plačilu žensk in moških po podatkih, ki kažejo na izjemno počasen napredek (od 17 % leta 1995 na 15 % leta 2005), ostajajo, kljub obseženemu sklopu zakonodaje, ki velja že več kot 30 let, ter ukrepom in sredstvom za njeno zmanjševanje, ker je treba razloge za te razlike preučiti ter razviti pristope za odpravo razlik v plačilu in ločevanje trga dela za ženske, ki je povezano s tem,
D. whereas the gender pay gap still persists, as evidenced by data pointing to extremely slow progress (from 17% in 1995 to 15% in 2005), in spite of the significant body of legislation in force for more than 30 years and the actions taken and resources spent on trying to reduce it; whereas the causes of this difference need to be analysed and approaches to tackling the pay gap and the segregation of the female employment market of which it is an adjunct need to be put forward,
E. ker ženske dosegajo boljše rezultate v šoli v vseh državah članicah in predstavljajo večino vseh diplomantov, razlika v plačilu pa se kljub temu ne zmanjšuje,
E. whereas women achieve a higher pass rate at school than men in all Member States and account for the majority of graduates, without a comparable pay gap reduction,
F. ker je razlika v plačilu posledica neposredne in posredne diskriminacije ter zaradi socialnih in gospodarskih dejavnikov razlikovanja na trgu dela in celotne plačne strukture ter je povezana tudi s številnimi pravnimi, socialnimi in gospodarskimi dejavniki, ki presegajo samo vprašanje enakega plačila za enako delo,
F. whereas the pay gap results from direct and indirect discrimination, as well as from social and economic factors, labour market segregation and the overall wage structure and is, moreover, linked to a number of legal, social and economic factors, which go beyond the single issue of equal pay for the same work,
G. ker razlika v plačilu ne temelji le na podlagi razlik v bruto plačilu na uro, ampak da je treba pri tem upoštevati tudi dejavnike, kot so posamezni dodatki k plači, poklicne kvalifikacije, vzorci organizacije dela, strokovne izkušnje in produktivnost, ki jih je treba oceniti glede na količino (čas fizične prisotnosti delavca na delovnem mestu), pa tudi glede na kakovost in učinek, ki ga imajo na plačilo za krajši delovni čas, dopust in odsotnost iz zdravstvenih razlogov;
G. whereas the pay gap is not based solely on disparities in gross hourly earnings and account should also be taken of factors such as individual pay supplements, job classification, work organisation patterns, professional experience and productivity, which should be measured not only in quantitative terms (hours when the worker is physically present at the workplace) but also in qualitative terms and in terms of the earnings impact of shorter working hours, leave and health-related absences,
H. ker je bilo zmanjševanje razlike v plačilu eden od ciljev lizbonske strategije za rast in nova delovna mesta, vendar v večini držav članic ni bilo zadosti obravnavano,
H. whereas reducing the pay gap was one of the objectives of the Lisbon Strategy for Growth and Jobs, but it has not been sufficiently addressed by most Member States,
I. ker bi moralo izboljšanje pravnega okvira EU državam članicam in socialnim partnerjem omogočiti, da bi bolje opredelili razloge za razlike v plačilu glede na spol,
I. whereas an improvement in the EU legal framework should enable Member States and social partners to identify better the underlying causes of the persistence of the gender pay gap,
J. ker so poklici in delovna mesta, kjer prevladujejo ženske, običajno podcenjeni v primerjavi s tistimi, kjer prevladujejo moški, ne da bi bilo to podkrepljeno z objektivnimi merili,
J. whereas professions and jobs in which women predominate have a tendency to be undervalued in comparison with those in which men predominate, without necessarily being justified by any objective criteria,
K. ker razkorak med spoloma na digitalnem področju nedvomno vpliva na plačilo,
K. whereas the gender-based digital divide that exists clearly impacts on pay,
L. ker je sistem plač, po katerem se pri določevanju plače upošteva dolžina storitve, neugoden za ženske, ki morajo kariero (večkrat) prekiniti zaradi zunanjih dejavnikov, kot so dopust zaradi otrok, različne poklicne izbire ali kratek delovni čas, zaradi česar so ženske nenehno v sistemsko neugodnem položaju,
L. whereas the pay system whereby length of service is taken into account in setting the level of pay is unfavourable to women who have (repeatedly) to interrupt their career because of external factors, such as child-related employment breaks, differing occupational choices or short working times, and places these women at a permanent and structural disadvantage,
M. ker podatki kažejo, da so pridobljena izobrazba in izkušnje pri ženskah finančno slabše nagrajene kot pri moških; ker se je treba poleg načela enakega plačila za delo enake vrednosti, ki ga ne sme izkriviti pristop spolnih stereotipov, oddaljiti od družbenih vlog, ki so doslej močno vplivale na izbiro izobraževanja in poklicev; poleg tega ženske na trgu dela ne smejo biti diskriminirane zaradi porodniškega in starševskega dopusta,
M. whereas data indicate that qualifications and experience acquired by women are financially less rewarded than those acquired by men; whereas, in addition to the concept of "equal pay for work of equal value", which must not be biased by a gender-stereotyped approach, societal roles that have hitherto significantly influenced education and employment paths must be broken away from; furthermore maternity and parental leave must not give rise to discrimination against women on the labour market,
N. ker razlike v plačilu resno vplivajo na ekonomski in družbeni status žensk v poklicnem življenju, pa tudi po njem, medtem ko so mnoge ženske v družbi, v kateri prispevajo več kot le z zaposlitvijo, na primer s tem, ko skrbjo za otroke in starejše sorodnike, bolj izpostavljene revščini in so manj ekonomsko neodvisne,
N. whereas the pay gap has a serious impact on the economic and social status of women throughout their working life and beyond, whereas as a result of contributing to society by means other than employment, such as by looking after children and elderly relatives, many women are at greater risk of poverty, and are less independent economically,
O. ker so razlike v plačilu še izrazitejše pri priseljenkah, invalidnih ženskah, pripadnicah manjšin in nekvalificiranih ženskah,
O. whereas the pay gap is even more pronounced among immigrant women, women with disabilities, women belonging to minorities and unqualified women,
P. ker so bistveni podatki, ločeni po spolu, ter nov zakonski okvir, ki bi upošteval razlike med spoloma in omogočal odpravo plačne diskriminacije,
P. whereas gender-specific data and a new, gender-aware legal framework enabling the causes of pay discrimination to be tackled, are essential,
Q. ker izobraževanje lahko in mora prispevati k odpravi spolnih stereotipov iz družbe,
Q. whereas education can and must contribute to eradicating gender stereotypes from society,
R. ker je večkrat pozval Komisijo, naj sprejme pobude, vključno z revizijo obstoječe zakonodaje, naj pomaga pri reševanju vprašanja razlik v plačilu in odpravljanju revščine, ki grozi upokojencem, in jim zagotovi dostojen življenjski standard,
R. whereas Parliament has repeatedly called on the Commission to take initiatives, including the revision of existing legislation, in order to help to tackle the pay gap, to eliminate the risk of poverty among pensioners and securing for them a decent standard of living, ,
S. ker Direktiva 2006/54/ES Evropskega parlamenta in Sveta z dne 5. julija 2006 o uresničevanju načela enakih možnosti ter enakega obravnavanja moških in žensk pri zaposlovanju in poklicnem delu (preoblikovano) navaja, da je načelo enakega plačila za enako delo ali delo enake vrednosti ključen in nepogrešljiv del pravnega reda Skupnosti, vključno s sodno prakso Sodišča Evropskih skupnosti o diskriminaciji in vprašanjih spola, in da je treba oblikovati dodatne določbe za uresničevanje tega načela,
S. whereas Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast) states that the principle of equal pay for equal work or work of equal value is an essential and indispensable part of the aquis communautaire, including the case law of the European Court of Justice concerning discrimination and gender, and it is necessary to make further provision for the implementation of that principle,
T. ker bi države članice, socialni partnerji in organizacije za zagotavljanje enakih možnosti z izvajanjem ukrepov, kot so ukrepi iz okvira ukrepov za enakost med spoloma, ki so ga sprejeli socialni partnerji leta 2005, prispevali k odpravi razlik v plačilu na podlagi učinkovitega družbenega dialoga,
T. whereas the implementation by the Member States, social partners and equal opportunity organisations of measures such as those set out in the 'Framework of actions on gender equality' endorsed by the social partners in March 2005 would help close the pay gap through effective social dialogue,
U. ker bo za strategijo za odpravo razlik v plačilu, horizontalne in vertikalne segregacije na trgu dela ter stereotipov glede delovnih mest in področij, na katerih ženske običajno prevladujejo, potreben okvir za zakonodajne in druge ukrepe na različnih ravneh, s katerim se bo razlikovalo med diskriminacijo pri plačilu in razlike pri plačilu, ki temeljijo na dejavnikih, ki niso povezani z neposredno ali posredno diskriminacijo, ker neposredna diskriminacija spada neposredno na področje uporabe zakonodaje, proti posredni diskriminaciji pa se je treba boriti s ciljno usmerjeno politiko in posebnimi ukrepi;
U. whereas a strategy to remedy the pay gap, horizontal and vertical segregation of the labour market and stereotyping of the jobs and sectors where women typically predominate will require a framework for legislative and other measures at various levels which distinguishes between pay discrimination and pay differences based on factors other than direct or indirect discrimination, since while the former falls directly within the scope of legislation, the latter has to be tackled by means of targeted policies and specific measures,
V. ker Komisija, kot je napovedala v zgoraj omenjenem sporočilu "Odprava razlike v plačilu med ženskami in moškimi", v letu 2008 izvaja analizo pravnega okvira EU na področju enakega plačila, ki mora vključiti vse zainteresirane strani; ker bi bilo treba rezultate te analize ustrezno objaviti,
V. whereas the Commission, as announced in its above-mentioned communication entitled "Tackling the pay gap between women and men", is, during the course of 2008 carrying out an analysis of the EU legal framework on equal pay that must involve all stakeholders concerned; whereas the results of this analysis should be given due publicity,
W. ker so bile enake pokojnine za moške in ženske, vključno z upokojitveno starostjo, opredeljene za cilj,
W. whereas equality in male and female pensions, including as regards the retirement age, has been set as a goal,
1. poziva Komisijo, naj v skladu za natančnimi navodili, opredeljenimi v nadaljevanju, Parlamentu do 31. decembra 2009 na podlagi člena 141 Pogodbe o ES posreduje nov zakonodajni predlog o reviziji obstoječe zakonodaje na področju uporabe načela enakega plačila za moške in ženske
Requests the Commission to submit to Parliament by 31 December 2009, on the basis of Article 141 of the EC Treaty, a legislative proposal on the revision of the existing legislation relating to the application of the principle of equal pay for men and women, following the detailed recommendations below
Direktiva Sveta 75/117/EGS z dne 10. februarja 1975 o približevanju zakonodaje držav članic v zvezi z uporabo načela enakega plačila za moške in ženske (UL L 45 19.2.1975, str.
Council Directive 75/117/EEC of 10 February 1975 on the approximation of the laws of the Member States relating to the application of the principle of equal pay for men and women (OJ L 45 19.2.1975, p.
19) je vključena v Direktivo 2006/54/ES.
19) has been incorporated in Directive 2006/54/EC.
V skladu z določbami direktive 2006/54/ES se direktiva 75/117/EGS razveljavi dne 15. avgusta 2009, ki je tudi rok za pričetek izvajanja direktive. ;
According to the provisions of Directive 2006/54/EC, Directive 75/117/EEC is repealed as from 15 August 2009, which is also the last limit set to implement this Directive. ;
5. poziva Komisijo, da Parlamentu posreduje analizo o tem, kateri akti na ravni EU in/ali nacionalni ravni bi bili primerni za znatno zmanjšanje razlik v plačilu,
Calls on the Commission to submit to Parliament an analysis on which type of legal acts at EU and/or national level would be an appropriate means of bringing about a significant reduction in the pay gap;
9. naroči svojemu predsedniku, naj to resolucijo in priložena podrobna priporočila posreduje Komisiji, Svetu ter vladam in parlamentom držav članic.
Instructs its President to forward this resolution and the accompanying detailed recommendations to the Commission, the Council and the governments and parliaments of the Member States.
Priporočilo 1: POMEN IZRAZOV
Recommendation 1: DEFINITIONS
Preoblikovana direktiva št. 2006/54 vsebuje opredelitev enakega plačila z določbami iz direktive 75/117.
The Recast Directive No 2006/54 contains a definition of equal pay, by copying the provisions of Directive 75/117.
Da bi imeli na voljo natančnejše kategorije kot orodja za obravnavanje razlike v plačilu glede na spol, je treba podrobneje opredeliti različne koncepte:
To have more precise categories as tools for dealing with the gender pay gap (GPG) it is important to define the different concepts more in detail, such as:
– razlike v plačilu glede na spol ne smejo zajemati le bruto urnega plačila,
- GPG , while the definition must not cover gross hourly pay alone;
– neposredna diskriminacija pri plačilu,
- Direct pay discrimination;
– posredna diskriminacija pri plačilu,
- Indirect pay discrimination;
– razlika pri pokojninah – v različnih stebrih pokojninskih sistemov, to je pri sistemih, temelječih na sprotnem vplačevanju, poklicnih pokojninah (nadaljevanje razlik v plačilu po upokojitvi).
- Pension gap - in different pillars of pension systems, i.e. in pay as you go systems, occupational pensions (as a continuation of the pay gap after retirement).
Priporočilo 2: ANALIZA STANJA IN PREGLEDNOST REZULTATOV
Recommendation 2: ANALYSIS OF THE SITUATION AND TRANSPARENCY OF RESULTS
Pomanjkanje informacij in osveščenosti med delodajalci in zaposlenimi obstoječih ali možnih razlikah v plačilu v podjetju oslabi izvajanje načela, zapisanega v pogodbi in v veljavni zakonodaji.
The lack of information and awareness among employers and employees about the existing or possible pay gaps within the company weakens the implementation of the principle enshrined in the Treaty and in existing legislation.
Ker primanjkuje natančnih statističnih podatkov, plače žensk pa so nižje, zlasti v poklicih, ki jih po tradiciji opravljajo predvsem ženske, bi morale države članice v celoti upoštevati razliko v plačilu moških in žensk v svoji socialni politiki in jo obravnavati kot resen problem.
Acknowledging the lack of accurate statistical data and the existing lower pay rates for women especially across professions traditionally dominated by women, Member States should take full account of the gender pay gap in their social policies and treat it as a serious problem.
Zato morajo redni plačilni pregledi in objava njihovih rezultatov v podjetju postati obvezni (na primer v podjetjih z najmanj 20 zaposlenimi).
It is therefore essential that regular pay audits, as well as the publication of their results, are made compulsory within companies (e.g. in companies with at least 20 employees).
Ta zahteva mora veljati tudi za podatke o drugih prejemkih poleg plače.
The same requirement must also apply to information on remuneration in addition to pay.
Delodajalci bi morali zaposlenim in njihovim predstavnikom zagotoviti rezultate v obliki statistik o plači, ločenih po spolu.
Employers should provide employees and their representatives with results in the form of wage statistics, broken down by gender.
Te podatke je treba zbirati na sektorski in nacionalni ravni v vsaki državi članici.
This data should be compiled at sectoral and national level in each Member State.
Države članice in Komisija bi morale izboljšati statistične podatke in dodati primerljive podatke o razlikah v plačilu moških in žensk, ki so zaposleni s skrajšanim delovnim časom, in razlike v pokojninah moških in žensk.
Member States and the Commission should improve statistics and add comparable data on the part-time gender pay gap and the gender pension gap.
Ti statistični podatki morajo biti skladni, primerljivi in popolni, njihov namen pa odprava diskriminatornih elementov pri plači, ki so povezani z organizacijo in razvrščanjem dela.
Those statistics should be coherent, comparable and complete aiming to abolish discriminatory elements in pay, connected with the organisation and classification of work
Priporočilo 3: OCENA DELA IN RAZVRSTITEV DELOVNIH MEST
Recommendation 3: WORK EVALUATION AND JOB CLASSIFCATION
Koncept vrednosti dela mora temeljiti na medosebnih spretnostih ali odgovornosti s poudarkom na kakovosti dela, da bi se spodbujale enake možnosti med ženskami in moškimi, ter ne sme biti označen kot stereotipni pristop, ki ni v prid ženskam, na primer s poudarjanjem telesne moči namesto medosebnih spretnosti ali odgovornosti.
The concept of the value of work must be based on interpersonal skills or responsibility emphasising quality of work, with the aim of promoting equal opportunities between women and men and should not be marked by a stereotyped approach not favourable to women, for example putting the emphasis on physical strength rather than on interpersonal skills or responsability .
Zato je treba ženskam zagotoviti informacije, pomoč in/ali usposabljanje na področju pogajanja o plačah, razvrstitve delovnih mest in plačilnih lestvic.
Women must therefore be provided with information, assistance and/or training in wage negotiations, job classification and pay-scaling.
Obstajati mora možnost, da se od panog in podjetij zahteva, da preučijo, ali se v njihovih sistemih razvrstitve delovnih mest na ustrezen način odraža razsežnost spolov, in da jih v nasprotnem primeru ustrezno spremenijo.
It must be possible for sectors and companies to be asked to examine whether their job classification systems reflect the gender dimension in the required manner, and to make necessary corrections,
Komisija bi morala v pobudi pozvati države članice, naj uvedejo razvrstitev delovnih mest, ki bo v skladu z načelom enakosti med ženskami in moškimi, da bodo lahko delodajalci in zaposleni zaznali potencialno diskriminacijo na podlagi pristranske opredelitve plačilne lestvice.
The Commission's initiative should invite Member States to introduce job classification complying with the principle of equality between women and men, enabling both employers and workers to identify possible pay discrimination based on a biased pay-scale definition.
Še vedno je pomembno spoštovanje nacionalne zakonodaje in tradicij na področju razmerij med delodajalci in zaposlenimi.
Respecting national laws and traditions concerning industrial relations system remains important.
Ti elementi ocene dela in razvrstitve delovnih mest bi morali biti tudi pregledni in na voljo vsem zainteresiranim stranem ter inšpektoratom za delo in organom za vprašanja enakosti.
Such elements of work evaluation and classification should also be transparent and be made available to all stakeholders and to labour inspectorates and equality bodies,
Države članice bi morale izvesti poglobljeno oceno, osredinjeno na poklice, v katerih prevladujejo ženske, ter v tesnem sodelovanju s področnimi združenju s poklicnimi združenji in delodajalci razviti mehanizem za izboljšanje statusa delavcev.
Member States should carry out a thorough assessment centred on professions dominated by women and develop, working in close cooperation with trade associations and employers, a mechanism intended to improve the financial status of workers,
Ocena dela, ki je nevtralne glede na spol, mora temeljiti na novih sistemih za razvrščanje in organizacijo osebja ter organizacijo dela, pa tudi na poklicnih izkušnjah in produktivnosti , kar se oceni predvsem z vidika kakovosti, uporabi pa se kot vir podatkov in ocenjevalna lestvica za določanje plačila ob upoštevanju načela primerljivosti.
A gender-neutral job evaluation should be based on new systems for classifying and organising staff and organising work and on professional experience and productivity assessed above all in qualitative terms, for use as a source of data and assessment grids for determining pay, with due regard to the principle of comparability.
Priporočilo 4: ORGANI ZA SPODBUJANJE ENAKOSTI
Recommendation 4: EQUALITY BODIES
Organi za spodbujanje enakosti in spremljanje morajo imeti večjo vlogo pri odpravi razlik v plačilu.
The equality promotion and monitoring bodies should play a greater role in diminishing the GPG.
Ti organi bi morali biti pristojni za spremljanje, poročanje, po možnosti pa tudi učinkovitejše in bolj neodvisno izvajanje izvrševanje zakonodaje na področju enakosti spolov.
The bodies should be empowered to be able to monitor, report, and, where possible, enforce more effectively and more independently the application of gender equality legislation.
Člen 20 direktive 2006/54 bi bilo treba spremeniti, da bi imeli ti organi več pristojnosti:
Article 20 of Directive 2006/54 should be revised so as to enhance their mandate by:
– s podporo in svetovanjem žrtvam diskriminacije pri plačilu;
- supporting and advising victims of pay discrimination;
– z zagotavljanjem neodvisnim raziskav o razlikah v plačilu;
- providing independent surveys concerning the pay gap;
– z objavo neodvisnih poročil in oblikovanjem priporočil o vseh vprašanjih povezanih z diskriminacijo pri plačilu (posredno in neposredno);
- publishing independent reports and making recommendations on any issue relating to pay discrimination (direct and indirect) ;
– s pravnimi pooblastili za sodni pregon plačne diskriminacije;
- legal powers to bring wage discrimination cases to court;