natgillin/translations-raw huggingface dataset:
V oceni učinka je v tem smislu navedeno sporočilo Komisije o preprečevanju razlike v plačilu med ženskami in moškimi:
The impact assessment quotes in this connection a Commission communication concerned with countering the pay gap between women and men:
„ Starševstvo trajno zmanjša stopnjo zaposlenosti žensk, nikakor pa ne stopnje zaposlenosti moških.
" Parenthood permanently reduces the employment rate of women but not that of men.
Zato se poklicna pot žensk veliko večkrat prekine, je počasnejša in tako tudi manj donosna “
As a result women have careers which are more disjointed, slower and shorter and thus less financially regarding ."
Sporočilo Komisije Svetu, Evropskemu parlamentu, Evropskemu ekonomsko-socialnemu odboru in Odboru regij z dne 18. julija 2007 7 naslovom „Odprava razlike v plačilu med ženskami in moškimi“ (KOM(2007) 424 končno), točka 2.1). .
Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions of 18 July 2007 entitled “Tackling the pay gap between women and men” (
Iz ocene učinka torej izhaja, da bodo ukrepi, navedeni v predlogu direktive, pomagali zagotoviti enakost moških in žensk glede na njihovo zastopanost na trgu delovne sile.
The measures set out in the proposal for a directive will therefore help, according to the impact assessment, to produce equality of the sexes as regards their rate of participation in the employment market.
V njej je celo trditev, da bi lahko podaljšanje porodniškega dopusta zagotovilo ženskam večjo stabilnost na delovnem mestu, kjer so delale pred nosečnostjo
Indeed, it is argued that lengthening maternity leave may secure women greater stability in the job which they held before pregnancy
Ocena učinka SEC(2008) 2596, str.
Impact assessment report - SEC(2008) 2596, p.
Glej tudi str.
See also p.
Glede na napovedi v oceni učinka bi bile torej ženske zaradi štiritedenskega podaljšanja porodniškega dopusta manjkrat primorane podaljšati svojo odsotnost z jemanjem starševskega dopusta.
Thus the impact assessment predicts that a four-week increase in maternity leave may result in women being obliged less often to prolong their absence by taking parental leave.
Zagotovitev dodatnih tednov bi materi in otroku omogočila vzpostavitev tesnejše vezi, obenem pa bi ji olajšalo dogovarjanje glede otroškega varstva.
The grant of those additional weeks will enable mother and child to create a stronger bond while also enabling the mother more readily to make child-care arrangements.
V oceni učinka je glede tega navedeno, da bi lahko daljši porodniški dopust koristno uporabili za premostitev obdobja, ko še ni na voljo otroškega varstva
The impact assessment states in this regard that " a longer maternity leave period could be a helpful way to bridge the time before childcare is available "
In končno, določba v predlogu direktive, ki bi delavki omogočala, da zaprosi delodajalca, naj ji po končanem porodniškem dopustu spremeni urnik in oblike dela
Lastly, the provision of the proposal for a directive which will enable the worker to ask her employer to make changes to her working hours and patterns
Člen 11(5) (dodan s v predlogom direktive). , naj bi ženskam omogočila vrnitev na polni delovni čas in preprečila, da bi bile primorane delati s krajšim delovnim časom
Article 11(5) (added by the proposal for a directive). following her maternity leave should enable women to go back to full-time work and avoid being obliged to work part time
Večina delavcev, ki delajo s krajšim delovnim časom, je žensk. .
Most part-time workers are women. .
Delodajalec ni dolžan odobriti delavkine prošnje, ugotovljeno pa je bilo, da takšna določba – trenutno je v veljavi v Združenem kraljestvu –, učinkuje pozitivno v smislu, da ženske zadrži na delovnem mestu, ki so ga zasedale pred rojstvom otroka
The employer is not obliged to grant the worker’s request, but it has been found that this type of provision – currently in force in the United Kingdom – has had a positive impact on keeping women in the job which they had before their child was born.
Končne ugotovitve analize
Conclusion of the analysis
Analiza predloga direktive in spremljajočih dokumentov je jasno opredelila povezavo med predlagano direktivo in načelom enakosti med moškimi in ženskami.
The analysis of both the proposal for a directive and the accompanying documents clearly identifies the link between the proposed directive and the principle of equality between men and women.
Po drugi strani pa predlog nima značilnosti pozitivnega ukrepa, kakršnega dovoljuje člen 157(4) PDEU.
On the other hand, it is not in the nature of a positive measure of the kind authorised by Article 157(4) TFEU.
Pozitivni ukrepi omogočajo sprejetje posebnih ukrepov, ki bi pripomogli k temu, da nezadostno zastopani spol uživa dejansko enakost.
Positive measures enable specific measures to be taken to assist the under-represented sex in enjoying effective equality.
Takšni ukrepi pa so po svoji naravi začasni in morajo prenehati, ko je enakost dosežena.
However, such measures are temporary in nature and must cease to be when equality is attained.
Enakost med moškimi in ženskami glede nosečnosti pa ne bo nikoli dosežena, saj je ženska biološko v drugačnem položaju kot moški.
But equality between men and women with regard to pregnancy will never be attained since the biological condition of women puts them in a different situation than men.
Nekateri poznavalci takšne zaščitne ukrepe uvrščajo med odstopanja od načela enakosti, verjetno pa je bolj pravilno, če jih opredelimo kot ukrepe, ki omogočajo doseganje dejanske enakosti med moškimi in ženskami, saj s prepovedjo odpusta in z obveznostmi, ki jih nalagajo (pravica do vrnitve na delovno mesto in do koriščenja vseh ugodnosti, povezanih s pogodbo o zaposlitvi), preprečujejo diskriminacijo žensk in jim omogočajo, da dejansko uživajo ugodnosti enakega obravnavanja in da ne trpijo zaradi slabšega položaja, v katerega so postavljene kot ženske, hkrati pa jim zagotavljajo pravice, povezane z njihovimi posebnimi potrebami (porodniški dopust).
Some commentators classify such protective measures as exceptions to the principle of equality, but it seems more correct to describe them as measures enabling effective equality to be achieved between men and women in so far as they prevent discrimination against women (through the ban on dismissal, etc) and enable women through the obligations they impose (right to return to their job and to benefit by all the advantages linked to their contract of employment) to benefit de facto from equal treatment and not to suffer the disadvantage of their condition as women, while granting them rights related to their specific needs (maternity leave).
Ta opredelitev je bolj pravilna, saj izhaja iz sodne prakse Sodišča in sicer iz razlage člena 2(3) Direktive 76/207
This is more correct because it emerges from the case-law of the Court of Justice in its interpretation of Article 2(3) of Directive 76/207
Direktiva Sveta št. 76/207/EGS z dne 9. februarja 1976 o izvrševanju načela enakega obravnavanja moških in žensk v zvezi z dostopom do zaposlitve, poklicnega usposabljanja in napredovanja ter delovnih pogojev UL 1976 L 39, str.
Council Directive 76/207/EEC of 9 February 1976 on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions, OJ 1976 L 39, p.
40. , ki določa:
40. , which provides as follows:
Ta direktiva ne vpliva na določbe, ki se nanašajo na varstvo žensk, še zlasti kar se tiče nosečnosti in materinstva“.
This Directive shall be without prejudice to provisions concerning the protection of women, particularly as regards pregnancy and maternity."
Sodišče je v sodbi v zadevi Hoffmann
In its judgment in Hoffmann
Zadeva 184/83 Hofmann proti Barmer Ersatzkasse , [1984] ZOdl 3047. in dosledno tudi v poznejši sodni praksi
Case 184/83 Hofmann v. Barmer Ersatzkasse [1984] ECR 3047. and as consistently held thereafter
Z odločitvijo, da je varovanje žensk z vidika načela enake obravnave zakonito, je Sodišče obravnavani predlog direktive nesporno umestilo v okvir načela enakosti, od katerega ga ni mogoče – v nasprotju s predlogi avtorjev predlogov sprememb – obravnavati ločeno.
By indicating that that protection of women is legitimate "in terms of the principle of equal treatment" , the Court undeniably locates the proposal for a directive under consideration in the context of the principle of equality, from which it cannot - unlike the authors of the amendments suggest - be dissociated.
Člen 153(2)(b) že določa spodbujanje enakosti med moškimi in ženskami: je potrebno dodati člen 157(3)?
Since Article 153(2)(b) already provides for the promotion of male/female equality, is the addition of Article 157(3) necessary?
Člen 153 pa uvaja seznam področij, na katerih je Unija pristojna za ukrepanje.
For its part, Article 153 establishes a catalogue of fields in which the Union has competence to act.
Na podlagi zgoraj navedenega ocenjujemo, da je ohranitev obeh pravnih podlag, člena 153 in člena 157(3), popolnoma upravičena.
In the light of the foregoing, it is considered that there is every justification for maintaining the two legal bases of Article 153 and 157(3).
Na seji dne 28. januarja 2010 je Odbor za pravne zadeve skladno s tem soglasno z 21 glasovi za in nobenim vzdržanim glasom
At its meeting of 28 January 2010 the Committee on Legal Affairs accordingly decided, unanimously, by 21 votes in favour with no abstentions
Pri končnem glasovanju so bili navzoči: Klaus-Heiner Lehne (predsednik), Raffaele Baldassarre (podpredsednik), Sebastian Valentin Bodu (podpredsednik), Evelyn Regner (podpredsednica), Marielle Gallo, Lidia Joanna Geringer de Oedenberg, Antonio Masip Hidalgo, Bernhard Rapkay, Alexandra Thein, Diana Wallis, Cecilia Wikström, Christian Engström, Zbigniew Ziobro, Jiří Maštálka, Francesco Enrico Speroni, Piotr Borys, Vytautas Landsbergis, Kurt Lechner, Arlene McCarthy, Eva Lichtenberger, Sajjad Karim. odločil, da poda naslednje priporočilo: predlog direktive Evropskega parlamenta in Sveta o spremembi Direktive Sveta 92/85/EGS o uvedbi ukrepov za spodbujanje izboljšav na področju varnosti in zdravja pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo mora temeljiti na dvojni pravni podlagi, členu 153 in členu 157(3) Pogodbe o delovanju Evropske unije.
The following were present for the final vote: Klaus-Heiner Lehne (Chair), Raffaele Baldassarre (Vice-Chair), Sebastian Valentin Bodu (Vice-Chair), Evelyn Regner (Vice-Chair), Marielle Gallo, Lidia Joanna Geringer de Oedenberg, Antonio Masip Hidalgo, Bernhard Rapkay, Alexandra Thein, Diana Wallis, Cecilia Wikström, Christian Engström, Zbigniew Ziobro, Jiří Maštálka, Francesco Enrico Speroni, Piotr Borys, Vytautas Landsbergis, Kurt Lechner, Arlene McCarthy, Eva Lichtenberger, Sajjad Karim. , to recommend to you as follows: the Proposal for a Directive of the European Parliament and of the Council amending Council Directive 92/85/EEC 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 should be based on the dual legal basis of Article 153 and 157(3) of the Treaty on the functioning of the European Union.
Predlog temelji na členu 137(2) in členu 141(3) Pogodbe ES.
The proposal is based on Articles 137(2) and 141(3) of the EC Treaty.
Čeprav direktiva 92/85/EGS temelji na členu 118a Pogodbe ES (zdaj člen 137) in je posebna direktiva v okviru direktive 89/391/EGS o varnosti in zdravju, se kot pravna podlaga za ta predlog doda tudi člen 141 Pogodbe ES.
Although Directive 92/85/EEC is based on Article 118a of the EC Treaty (now Article 137) and is an individual Directive within the framework of the Directive on Health and Safety (Directive 89/391/EEC), Article 141 EC has been added to the legal basis of the proposal.
Predlog izhaja iz potrebe po vzpostavitvi trdnih ukrepov za usklajevanje družinskega in poklicnega življenja, katerih končni cilj je na trgu dela zagotoviti večji delež žensk in manjšo segregacijo ter odpraviti razlike v plači med ženskami in moškimi, in sicer s povečanjem priložnosti glede porodniškega dopusta.
This proposal stems from the need to establish solid reconciliation measures whose end goal is to achieve a higher percentage of women on the labour market, less segregation on the labour market and an end to wage differences between women and men, by increasing opportunities with regard to maternity leave.
Evropska unija potrebuje več žensk na trgu dela, ne le zaradi reševanja težav v zvezi s staranjem prebivalstva, ampak tudi za povečanje konkurenčnosti na globalni ravni.
The European Union needs more women to participate in the labour market, not just to solve the problem of an ageing society but also to increase competitiveness at the global level.
Zaenkrat rojstvo otroka izrazito vpliva na udeležbo žensk na trgu dela, saj je bila leta 2007 med ženskami, ki so rodile, in moškimi zabeležena 26-odstotna razlika.
At present, the impact of births on women’s participation in the labour market is very marked, with a difference of 26% being recorded in 2007 between women who had given birth to a child and men.
Razlogi za to so različni, vendar jih je mogoče odpraviti s prenovo pravil o porodniškem dopustu, njegovem trajanju, nadomestilu ter pravicah in dolžnostih žensk, ki nastopijo porodniški dopust ali se z njega vrnejo na delovno mesto, kar je tesno povezano z izvajanjem načela enakih možnosti za ženske in moške, ki ga določa člen 141(3) Pogodbe ES.
There reasons for this are various, but they can be eliminated by overhauling the rules on maternity leave, its length, remuneration and the rights and obligations of women taking maternity leave or returning from it, all of which are intrinsically linked to the application of the principle of equal opportunities and equal treatment between women and men as established in Article 141(3).
Delitev obveznosti med staršema od rojstva naprej dodatno pripomore k dobremu fizičnemu in psihičnemu počutju otroka.
The sharing of responsibilities between the two parents from the time of birth is of additional benefit for the psychological and physical well‑being of the child.
Zato je potrebna posebna direktiva, saj sedanja ne vključuje določb o starševskem dopustu, ampak je njen poudarek na zdravju in varstvu žensk, ki so noseče ali dojijo.
A separate directive is needed in that respect, since the present directive does not include provisions relating to parental leave, but focuses on the health and safety of women who are pregnant or breastfeeding.
Pravice nosečih delavk iz delovnega razmerja
Employment rights of pregnant workers
V odboru za zaposlovanje in socialne zadeve smo prepričani, da bo predlagana sprememba direktive 92/85/EGS okrepila pravice nosečih delavk iz delovnega razmerja.
The Committee on Employment and Social Affairs is convinced that the proposed amendment of Directive 92/85/EEC will provide support for the employment rights of pregnant women.
Menimo pa tudi, da spremenjeno besedilo, ki ne bo vsebovalo spodaj navedenih predlogov sprememb našega odbora ter dopolnilnih ukrepov, ki so jih sprejeli socialni partnerji na evropski ravni, ne bo v celoti prispevalo k boljšemu usklajevanju poklicnega, zasebnega in družinskega življenja ter ponovnemu vključevanju žensk na trg dela.
However, we are also convinced that without the amendments proposed below by the Committee on Employment and Social Affairs and the supplementary measures adopted by the social partners at European level, the amended text will not fully contribute to enhancing the reconciliation of work with private and family life or to helping women to return to employment.
Podaljšanje minimalnega trajanja porodniškega dopusta in možnost dela s krajšim delovnim časom
Extension of the minimum length of maternity leave and possibility of working part time
Odbor za zaposlovanje in socialne zadeve meni, da sta podaljšanje trajanja porodniškega dopusta s 14 na 20 tednov ter določitev spodbud jasno sredstvo za okrepitev možnosti žensk, da ostanejo na trgu dela tudi ob nosečnosti.
The Committee on Employment and Social Affairs takes the view that the option of extending the length of maternity leave from 14 to 20 weeks and the provision of incentives is an obvious means of enhancing the potential for women to reconcile pregnancy with remaining on the labour market.
Podaljšanje bo materam omogočilo ustrezno dolgo obdobje za vrnitev na delo po nosečnosti in za utrditev vezi z otrokom.
The extension will allow mothers an appropriate period of time for returning to work following pregnancy and to bond with their children.
Poleg tega so pomisleki nekaterih držav članic o stroških financiranja tega podaljšanja neutemeljeni, saj je raziskava družbe ECORYS pokazala, da bi podaljšanje na 18 tednov ali več neznatno vplivalo na gospodarstvo, nosečim delavkam pa bi zagotovilo boljše zdravstvene pogoje.
What is more, the fears of some Member States surrounding the costs of financing that extension are unfounded, with the study by ECORYS showing that an extension to 18 weeks or even beyond will have minor economic impact, but will guarantee better health conditions for pregnant workers.
Delodajalci morajo upoštevati prošnje delavk za prehod s polnega na krajši delovni čas v prvih 12 mesecih po porodu.
Employers need to take into consideration applications from workers to switch from full‑time to part‑time working in the first 12 months following a birth.
Odbor za zaposlovanje in socialne zadeve podpira spremembe direktive 92/85/EGS iz člena 1(3)(b), v skladu s katerim imajo delavke, ki so rodile, pravico, da se vrnejo na svoje delovno mesto ali enakovredno delovno mesto, kjer pogoji niso slabši, in pravico do izboljšanja delovnih pogojev, do katerih bi bile upravičene med svojo odsotnostjo.
The Committee on Employment and Social Affairs supports the amendments to Directive 92/85/EEC made in Article 1(3)(b) in accordance with which workers who have given birth to a child have a right to return to their jobs or to equivalent posts on terms and conditions that are no less favourable to them, and to benefit from any improvement in working conditions to which they would have been entitled during their absence.
Ta določba je tesno povezana z varnostjo zaposlitve in je pomemben korak k odpravi diskriminacije zaradi nosečnosti.
That provision is closely tied in with job security and is an important step towards ending discrimination on the grounds of pregnancy.
Pravice samozaposlenih delavk
Rights of self ‑employed workers
Socialni partnerji na evropski ravni (BusinessEurope (UNICE), CEEP in ETUC) so 14. decembra 1995 sklenili sporazum o starševskem dopustu, ki se izvaja z direktivo Sveta 96/34/ES z dne 3. junija 1996.
On 14 December 1995, the social partners at European level (BusinessEurope (UNICE), CEEP and ETUC) concluded an agreement on parental leave, which was implemented by Council Directive 96/34/EC of 3 June 1996.
Ta direktiva določa minimalne pogoje za starševski dopust kot pomemben dejavnik pri usklajevanju poklicnega in družinskega življenja ter spodbujanju enakih možnosti in enakega obravnavanja moških in žensk.
That directive lays down minimum rules on parental leave, as an important means of reconciling working life with family life and promoting equal opportunities and treatment for men and women.
Odbor za zaposlovanje in socialne zadeve poziva Odbor za pravice žensk in enakost spolov kot pristojni odbor, da v svoje poročilo vključi naslednje predloge sprememb:
The Committee on Employment and Social Affairs calls on the Committee on Women's Rights and Gender Equality, as the committee responsible, to incorporate the following amendments in its report:
(6a) Direktiva Sveta 96/34/ES z dne 3. junija 1996 o okvirnem sporazumu o starševskem dopustu, sklenjenem med UNICE, CEEP in ETUC¹ določa minimalne zahteve za lažje usklajevanje poklicnih in starševskih obveznosti delavcev.
(6a) Council Directive 96/34/EC of 3 June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETUC 1 lays down minimum requirements to help working parents reconcile their work and parental responsibilities.
Medtem so socialni partnerji 18. junija 2009 dosegli dogovor in trenutno je v obravnavi predlog direktive.
The social partners did, however, reach an agreement on 18 June 2009 and a draft directive is currently being considered.
Direktiva Sveta 96/34/ES je okvirni sporazum med organizacijami BusinessEurope (UNICE), CEEP in ETUC o starševskem dopustu in je pomemben dodatek k predlogu za spremembo direktive 92/85/EGS, saj določa minimalne zahteve za lažje usklajevanje poklicnih in starševskih obveznosti zaposlenih staršev.
Council Directive 96/34/EC is a framework agreement between BusinessEurope (UNICE), CEEP and the ETUC on parental leave and is an important addendum to the proposal amending Directive 92/85/EEC as it lays down minimum requirements to help working parents reconcile their work and parental responsibilities.
Vendar je treba poudariti, da so socialni partnerji 18. junija 2009 dosegli dogovor in da je trenutno v obravnavi predlog direktive, s katero bi se posodobil zgoraj omenjeni sporazum.
It should, however, be emphasised that the social partners did reach an agreement on 18/06/09 and a draft directive is currently being considered which would update the aforementioned framework agreement .
(6b) Sporazum, ki je bil sklenjen med državami članicami na vrhunskem srečanju v Barceloni leta 2002 in je namenjen doseganju enakosti med ženskami in moškimi (enako plačilo, očetovski dopust, dostopnost delovnih mest, kjer imajo enake pravice), je podlaga za doseganju boljših pogojev pri usklajevanju zasebnega in poklicnega življenja ter bo zagotovil ekonomsko neodvisnost moških in žensk.
(6b) The agreement concluded by Member States at the Barcelona Summit in 2002 aimed at achieving equality between women and men (equal remuneration, paternity leave, access to work where they enjoy the same rights), is the basis for the achievement of better conditions regarding the reconciliation between private and professional lives and will ensure the economic independence of both men and women.
Barcelonski cilji so del strategije EU za rast in ustvarjanje delovnih mest in naj bi pomagali mladim staršem – zlasti ženskam – pri vključevanju na trg dela in uspešnem usklajevanju poklicnega in zasebnega življenja.
Barcelona s targets are a part of the EU Strategy for the grow and the creation of workplaces and they intend to help the young parents - especially women - to be engaged in the work field and to realise the reconciliation between the professional and private life.
Dostopnost boljšega otroškega varstva (pogoji, cena in – kar je zelo pomembno – primeren delovni čas za starše) je bistvena za vključevanje žensk na trg dela.
The access to better childcare services (conditions, price and very important - properly hours for the parents) represents the key for the access of the women on the labour market.
(6c) Sporočilo Komisije z naslovom „Strategiji EU o otrokovih pravicah naproti“ z dne 4. julija 2006 opredeljuje pravice otrok kot prednostno nalogo EU, države članice pa poziva, da spoštujejo konvencijo Združenih narodov o pravicah otrok in dodatne protokole, pa tudi razvojne cilje tisočletja.
(6c) The Commission Communication of 4 July 2006 entitled 'Towards an EU Strategy on the Rights of the Child' states that children's rights should be an EU priority and that Member States should comply with the UN Convention on the Rights of the Child and the additional protocols thereto, as well as the Millennium Development Goals .
To sporočilo opredeljuje pravice otrok kot prednostno nalogo EU, države članice pa poziva, da spoštujejo Konvencijo OZN o otrokovih pravicah in njene dodatne protokole, pa tudi razvojne cilje tisočletja.
The communication states that children's rights should be an EU priority and that Member States should comply with the UN Convention on the Rights of the Child and the additional protocols thereto, as well as the Millennium Development Goals.