natgillin/translations-raw huggingface dataset:
(i) vsaj 40 % variabilne sestavine prejemka se odloži za obdobje najmanj treh let in se jih pravilno uskladi z naravo poslovanja, njegovimi tveganji in dejavnostmi zadevnega člana osebja; plačilo, ki se izplača na podlagi odloga, se ne izplača hitreje kot na sorazmerni osnovi; v primeru zelo visokega zneska variabilne sestavine prejemka se odloži plačilo vsaj 60 % zneska;
(i) at least 40 % of the variable remuneration component is deferred over a period of no less than three years and is correctly aligned with the nature of the business, its risks and the activities of the member of staff in question; remuneration payable under deferral arrangements vests no faster than on a pro-rata basis; in the case of a variable remuneration component of a particularly high amount, at least 60 % of the amount is deferred;
Priloga V – oddelek 11 – točka 22 – točka i a (novo)
Annex V – Section 11 – point 22 – point i a (new)
(ia) variabilni prejemek, vključno z odloženim deležem, se izplača ali dodeli samo, če je zagotovljena trajna stabilnost glede na finančni položaj kreditne institucije kot celote, in je upravičen na podlagi uspešnosti poslovne enote in zadevnega posameznika; pod enakimi pogoji se celotni variabilni prejemek znatno zmanjša, kadar je finančno poslovanje kreditne institucije nizko ali negativno;
(ia) variable remuneration, including the deferred portion, is paid or vests only if it is sustainable with regard to the financial situation of the credit institution as a whole, and justified with regard to the performance of the business unit and the individual concerned; all things being equal, the total variable remuneration is considerably reduced where the financial performance of the credit institution is low or negative;
Priloga V – oddelek 11 – točka 22 – točka i b (novo)
Annex V – Section 11 – point 22 – point i b (new)
(ib) člani osebja se morajo zavezati, da ne bodo uporabljali osebnih strategij varovanja pred tveganjem ali zavarovanja, da bi se izognili učinkom uravnavanja tveganja, ki jih vključuje njihova ureditev glede prejemkov;
(ib) staff members are required to undertake not to use personal hedging strategies or insurance related to remuneration or liability to undermine the risk alignment effects embedded in their remuneration arrangements.
Priloga V – oddelek 11 – točka 22 a (novo)
Annex V – Section 11 – point 22 a (new)
Kreditne institucije, ki so glede na velikost, notranjo organiziranost ter naravo, obseg in kompleksnost dejavnosti pomembne, vedno, razen v izjemnih primerih, ustanovijo odbor za prejemke.
Credit institutions that are significant as regards their size, internal organisation and the nature, scope and the complexity of their activities shall, in all but exceptional cases, establish a remuneration committee.
Tovrsten odbor se ustanovi na način, ki mu omogoča izvajanje kompetentnega in neodvisnega presojanja politik in praks prejemkov ter spodbud, ustvarjenih za upravljanje s tveganji, kapitalom in likvidnostjo.
Such a remuneration committee shall be constituted in a way that enables it to exercise competent and independent judgment on remuneration policies and practices and the incentives created for managing risk, capital and liquidity.
Odboru za prejemke predseduje član upravnega organa, ki v zadevni kreditni instituciji ne opravlja nobene izvršne funkcije.
The remuneration committee shall be chaired by a member of the management body who does not perform any executive functions in the credit institution concerned.
Priloga V – oddelek 11 – točka 22 b (novo)
Annex V – Section 11 – point 22 b (new)
Države članice lahko po posvetovanju s socialnimi partnerji tem ponudijo možnost, da na ustrezni ravni in pod pogoji, ki jih določijo zadevne države članice, potrdijo ali sklenejo kolektivne pogodbe, v katerih se ob spoštovanju namena uravnotežene politike prejemkov podrobno določi ureditev, ki ustreza nacionalni zakonodaji in praksi in se razlikujejo od ureditve iz priloge V.
Member States may, after consulting the social partners, give them, at the appropriate level and subject to conditions laid down by the Member State concerned, the option of upholding or concluding collective agreements which, while respecting the purpose of balanced remuneration policies, establish arrangements which are appropriate with regard to national law and practice and differ from those referred to in Annex V.
Priloga XII – del 2 – točka 15 – uvodni del
Annex XII – Part 2 – point 15 – introductory part
Naslednje informacije , vključno z rednimi posodobitvami, se razkrijejo javnosti v zvezi s politikami in praksami prejemkov kreditne institucije za osebje, katerega poklicne dejavnosti imajo bistven vpliv na profil tveganja institucije:
The following information , including regular updates, shall be disclosed to the public regarding the remuneration policy and practices of the credit institution for those categories of staff whose professional activities have a material impact on their risk profile:
Priloga XII – del 2 – točka 15 – točka a
Annex XII – Part 2 – point 15 – point a
(a) informacije o postopku odločanja, ki se uporablja pri določanju politike prejemkov, vključno z, če je to primerno, informacijo o sestavi in pooblastilih komisije za prejemke, imenom zunanjega strokovnjaka , katerega storitve so se uporabljale pri določanju politike prejemkov, in vlogo ustreznih zainteresiranih strani;
(a) information concerning the decision-making process used for determining the remuneration policy, including if applicable, information about the composition and the mandate of a remuneration committee, the name of the external consultant whose services have been used for the determination of the remuneration policy and the role of the relevant stakeholders;
(a) informacije o postopku odločanja, ki se uporablja pri določanju politike prejemkov, vključno z, če je to primerno, informacijo o sestavi in pooblastilih komisije za prejemke, zunanjem strokovnjaku , katerega storitve so se uporabljale pri določanju politike prejemkov, in vlogo ustreznih zainteresiranih strani;
(a) information concerning the decision-making process used for determining the remuneration policy, including if applicable, information about the composition and the mandate of a remuneration committee, the external consultant whose services have been used for the determination of the remuneration policy and the role of the relevant stakeholders;
Priloga XII – del 2 – točka 15 – točka c
Annex XII – Part 2 – point 15 – point c
(c) informacije o merilih, uporabljenih za merjenje uspešnosti, in o prilagoditvah zaradi tveganja;
(c) information on the criteria used for performance measurement and the risk adjustment;
(c) najpomembnejše zasnovne značilnosti sistema prejemkov, vključno z informacijami o merilih, uporabljenih za merjenje uspešnosti, in o prilagoditvah zaradi tveganja , politiki glede odloga in merila za dodelitev ;
(c) the most important design characteristics of the remuneration system, including information on the criteria used for performance measurement and the risk adjustment , deferral policy and vesting criteria ;
Priloga I – točka 4 – točka e
Annex I – point 4 – point e
Priloga XII – del 2 – točka 15 – točka e
Annex XII – Part 2 – point 15 – point e
(e) glavne parametre in utemeljitev za morebitno letno shemo bonusov in druge nedenarne ugodnosti .
(e) the main parameters and rationale for any bonus scheme and any other non-cash benefits .
(e) glavne parametre in utemeljitev za morebitno letno shemo variabilnih sestavin in druge nedenarne ugodnosti ;
(e) the main parameters and rationale for any variable component scheme and any other non-cash benefits ;
Priloga XII – del 2 – točka 15 – točka e a (novo)
Annex XII – Part 2 – point 15 – point e a (new)
(ea) združene kvantitativne informacije o prejemkih, razdeljene glede na višje vodstvo in člane osebja, katerih dejavnosti imajo bistven vpliv na profil tveganja kreditne institucije, pri čemer je navedeno naslednje:
(ea) aggregate quantitative information on remuneration, broken down by senior management and members of staff whose actions have a material impact on the risk profile of the credit institution, indicating the following:
(i) velikost prejemka za finančno leto, razdeljenega v fiksni in variabilni prejemek, in število upravičencev;
(i) the size of the remuneration for the financial year, split into fixed and variable remuneration, and number of beneficiaries;
(ii) velikost in oblika variabilnega prejemka, med drugim razdeljenega na gotovino, delnice in na delnice vezane instrumente;
(ii) the size and form of the variable remuneration, split, inter alia, into cash, shares and share-linked instruments;
(iii) velikost neporavnanega odloženega prejemka, razdeljenega v dodeljeni in nedodeljeni del;
(iii) the size of the outstanding deferred remuneration, split into vested and unvested portions;
(iv) velikost odloženega prejemka, dodeljenega v finančnem letu, izplačanega in zmanjšanega s prilagoditvijo glede na uspešnost;
(iv) the size of the deferred remuneration awarded during the financial year, paid out and reduced through performance adjustments;
(v) velikost novih plačil ob začetku in prekinitvi zaposlitve v finančnem letu in število upravičencev do teh plačil ter
(v) the size of new sign-on and severance payments made during the financial year, and number of beneficiaries of such payments; and
(vi) velikost plačil ob prekinitvi zaposlitve, dodeljenih v finančnem letu, število upravičencev ter najvišja taka dodelitev eni sami osebi.
(vi) the size of the severance payments awarded during the financial year, the number of the beneficiaries, and the highest such award made to a single person.
(5a) Plačilo vsaj 40 % bonusa je treba odložiti za ustrezno obdobje.
(5a) Payment of at least 40 % of the bonus should be deferred for an appropriate period.
Plačilo vsaj polovice odloženega dela bonusa je treba izvršiti v delnicah ali na delnice vezanih instrumentih kreditne institucije ali investicijske družbe, zanj pa bi morala veljati pravna struktura zadevne institucije.
Payment of at least half of the deferred part of the bonus should be made in shares or share-linked instruments of the credit institution or investment firm, subject to the legal structure of the institution or firm concerned.
V primeru kreditnih institucij in investicijskih podjetij, ki ne kotirajo na borzi, je treba plačilo, kadar je to ustrezno, izvršiti v obliki drugih negotovinskih instrumentov.
In the case of non-listed credit institutions or investment firms, the payment should, where appropriate, be made in other non-cash instruments.
V tem smislu je zelo pomembno načelo sorazmernosti, saj teh zahtev ni vedno primerno uvesti za male kreditne institucije in investicijska podjetja.
The principle of proportionality is of great importance in this context, since it may not always be appropriate to apply these requirements to small credit institutions and investment firms.
Ustrezni del bonusa je treba povezati s prihodnjo uspešnostjo podjetja in ga je zato treba odložiti na poznejši čas.
A relevant part of the bonus should be linked to the future performance of the company and, for that reason it should be deferred to a point in future.
Delnice podjetja so priznano merilo njegove uspešnosti, zato naj bi odloženi del bonusa sestavljal pomemben delež delnic.
Since the shares of a company are a recognised measure of the company's performance, the deferred part of the bonus should consist of a significant part of shares.
Člen 1 – točka 2 – točka (b)
Article 1 – point 2 – point b
Smernice vplivajo le na pogodbe, sklenjene po 31. decembru 2009.
The guidelines shall only affect contracts concluded after 31 December 2009.
Odbor evropskih zakonodajalcev za vrednostne papirje tesno sodeluje z Odborom evropskih bančnih nadzornikov pri zagotovitvi smernic o politikah prejemkov za osebje, udeleženo pri zagotavljanju investicijskih storitev in dejavnosti v smislu Direktive 2004/39/ES Evropskega parlamenta in Sveta z dne 21. aprila 2004 o trgih finančnih instrumentov.“
The Committee of European Securities Regulators shall cooperate closely with the Committee of European Banking Supervisors in ensuring the existence of guidelines on remuneration policies for categories of staff involved in the provision of investment services and activities within the meaning of Directive 2004/39/EC of the European Parliament and of the Council of 21 April 2004 on markets in financial instruments.
1 UL L 120, 15.5.2009, str.
1 OJ L 120, 15.5.2009, p.
Direktiva naj pri politiki prejemkov upošteva veljavni pravni red.
The directive should take into account the current acquis communautaire with respect to the remuneration policies.
Spremembe, ki jih uvaja direktiva, vplivajo na obstoječe pogodbe med družbo in njenim osebjem.
Changes introduced by this directive affect existing contracts between the company and its staff.
Da bi preprečili izkrivljanje v obstoječi pogodbeni strukturi podjetij, mora nova politika prejemkov veljati le za pogodbe, ki so bile sklenjene po izvedbi evropske reforme politike prejemkov.
To avoid distortions in the existing contract structure of companies, the new remuneration policy should apply only to contracts concluded after the European reform of remuneration policy was implemented.
Priloga V – Oddelek 11 – točka 22 – točka (i)
Annex V – Section 11 – paragraph 22 – point i
(i) plačilo vsaj 40 % bonusa se odloži za obdobje najmanj treh let in natančno izraža naravo posla in z njim povezana tveganja, ter tudi dejavnosti zadevnega člana osebja; vsaj 50 % tega dela sestavljajo delnice ali na delnice vezani instrumenti kreditne institucije ali, v primeru kreditnih institucij, ki ne kotirajo na borzi, drugih negotovinskih instrumentov, kadar je to primerno.
(i) payment of at least 40 % of the bonus is deferred for a period of not less than three years and accurately reflects the nature of the business and its risks, and the activities of the member of staff in question; at least 50 % of that part consists of shares or share-linked instruments of the credit institution, or, for non-listed credit institutions, of other non-cash instruments where appropriate.
Obrazložitev: glej predlog spremembe 1.
Justification: see amendment 1.
o prispevku regionalne politike EU v boju proti finančni in gospodarski krizi, zlasti ob upoštevanju cilja 2
on the contribution of EU regional policy towards fighting the financial and economic crisis, with a special reference to Objective 2
Rodi Kratsa-Tsagaropoulou )
Rodi Kratsa-Tsagaropoulou
– ob upoštevanju delovnega dokumenta Komisije Posvetovanje o prihodnji strategiji EU 2020 ( KOM(2009)0647 ),
– having regard to the Commission working document ‘Consultation on the future ‘EU 2020’ strategy’ ( COM(2009)0647 ),
– ob upoštevanju sporočila Komisije Kohezijska politika: Strateško poročilo o izvajanju programov 2007–2013 za leto 2010 ( KOM(2010)0110 ),
– having regard to the Commission Communication ‘Cohesion policy: Strategic Report 2010 on the implementation of the programmes 2007-2013’ ( COM(2010)0110 ),
– ob upoštevanju Šestega poročila Komisije o napredku na področju gospodarske in socialne kohezije ( KOM(2009)0295 ),
– having regard to the Sixth progress report from the Commission on economic and social cohesion ( COM(2009)0295 ),
– ob upoštevanju sporočila Komisije Spodbujanje okrevanja evropskega gospodarstva ( KOM(2009)0114 ),
– having regard to the Commission Communication ‘Driving European recovery’ ( COM(2009)0114 ),
– ob upoštevanju sporočila Komisije Kohezijska politika: naložbe v realno gospodarstvo ( KOM(2008)0876 ),
– having regard to the Commission Communication ‘Cohesion Policy: investing in the real economy’ ( COM(2008)0876 ),
– ob upoštevanju sporočila Komisije Nova znanja in spretnosti za nova delovna mesta, Napovedovanje in usklajevanje potreb trga dela ter znanja in spretnosti ( KOM(2008)0868 ),
– having regard to the Commission Communication ‘New Skills for New Jobs: Anticipating and matching labour market and skills needs’ ( COM(2008)0868 ),
– ob upoštevanju sporočila Komisije Evropski načrt za oživitev gospodarstva ( KOM(2008)0800 ),
– having regard to the Commission Communication ‘A European Economic Recovery Plan’ ( COM(2008)0800 ),
– ob upoštevanju sporočila Komisije Od finančne krize do okrevanja gospodarstva: evropski okvir za ukrepanje ( KOM(2008)0706 ),
– having regard to the Commission Communication ‘From financial crisis to recovery: a European framework for action’ ( COM(2008)0706 ),
– ob upoštevanju Priporočila Sveta o posodobitvah širših smernic ekonomskih politik držav članic in Skupnosti v letu 2009 ter o izvajanju politik zaposlovanja držav članic ( KOM(2009)0034 ),
– having regard to the Council Recommendation on the 2009 update of the broad guidelines for the economic policies of the Member States and the Community and on the implementation of Member States’ employment policies ( COM(2009)0034 ),
– ob upoštevanju nacionalnih strateških poročil držav članic za leto 2009;
– having regard to the National Strategic Reports from the Member States for 2009,
– ob upoštevanju Uredbe Sveta (ES) št. 1083/2006 o splošnih določbah o Evropskem skladu za regionalni razvoj, Evropskem socialnem skladu in Kohezijskem skladu in razveljavitvi Uredbe (ES) št. 1260/1999
– having regard to Council Regulation (EC) No 1083/2006 laying down general provisions on the European Regional Development Fund, the European Social Fund and the Cohesion Fund and repealing Regulation (EC) No 1260/1999
– ob upoštevanju predloga resolucije z dne 11. marca 2009 o kohezijski politiki: naložbe v realno gospodarstvo
– having regard to its motion for a resolution of 11 March 2009 on Cohesion Policy: investing in the real economy
Sprejeta besedila, P6_TA(2009)0124 . ,
Texts Adopted, P6_TA(2009)0124 . ,
– ob upoštevanju mnenja Odbora regij o Šestem poročilu Komisije o napredku na področju gospodarske in socialne kohezije (COTER-IV-027),
– having regard to the opinion of the Committee of the Regions on the Sixth progress report from the Commission on economic and social cohesion (COTER-IV-027),
– ob upoštevanju evropske gospodarske napovedi za jesen 2009/Evropsko gospodarstvo 10/2009 – GD za gospodarske in finančne zadeve Evropske komisije,
– having regard to the European Economic Forecast – Autumn 2009/ European Economy 10/2009 – DG Economic and Financial Affairs-European Commission,
– ob upoštevanju četrtletnega poročila o območju eura – 8. zv., št. 4 (2009) –GD za gospodarske in finančne zadeve Evropske komisije,
– having regard to the Quarterly Report on the Euro Area - Volume 8 No 4 (2009) – DG Economic and Financial Affairs – European Commission,
– ob upoštevanju poročila Odbora za regionalni razvoj ( A7-0206/2010 ),
– having regard to the report of the Committee on Regional Development ( A7‑0206/2010 ),
A. ker je 15,2 % Evropejcev (69,8 milijona) med letoma 2000 in 2006 živelo na območjih cilja 2 in je prejelo 22,5 milijarde EUR skupnih finančnih sredstev (9,6 % vseh sredstev), pri tem pa je bilo ustvarjenih 730.000 bruto delovnih mest, ker večina kazalnikov kaže zelo dobre rezultate (zaposlenost, inovacije, raziskave in razvoj, intenzivnost človeškega kapitala, izobraževanje in usposabljanje, vseživljenjsko učenje), hkrati pa drugi kazalniki (neposredne tuje naložbe, produktivnost) kažejo slabše rezultate kot v konvergenčnih regijah in ker so glede rasti BDP na prebivalca v primerjavi s povprečjem v EU te regije s 122 % daleč pred konvergenčnimi regijami (59 %), čeprav je v tem obdobju prišlo do 4,4-odstotnega padca;
A. whereas between 2000 and 2006 15.2% of Europeans (69.8 million) lived in Objective 2 areas and benefited from total financing of EUR 22.5 billion (9.6% of total resources), with 730 000 ‘gross’ jobs being created, and most indicators showing high performance levels (employment, innovation, research and development (R&D), human capital intensity, education and training, lifelong learning) while, on the other hand, other indicators (foreign direct investment (FDI), productivity) show lower performance levels than those of the convergence regions, and, as regards growth of per capita GDP compared with the EU average, the regions in question are quite a long way ahead (122%) of the convergence regions (59%) but nevertheless show a fall of 4.4% over that period,
Β. ker ugotavlja, da se cilj 2 po reformi leta 2006 zdaj nanaša na krepitev regionalne konkurenčnosti in zaposlovanja v skupno 168 regijah v 19 državah članicah, kar pomeni 314 milijonov prebivalcev in skupna finančna sredstva v višini 54,7 milijarde EUR za obdobje 2007–2013 (malo manj kot 16 % vseh sredstev), a je treba poudariti, da je približno 74 % tega zneska namenjenega za izboljšanje znanja in inovacij (33,7 %) ter za številčnejša in boljša delovna mesta (40 %),
Β. noting that, with the 2006 reform, Objective 2 now concerns strengthening regional competitiveness and employment in a total of 168 regions in 19 Member States, i.e. 314 million inhabitants, with total financing for 2007-2013 of EUR 54.7 billion (just under 16% of overall resources), and, it is worth pointing out, around 74% of that amount is earmarked for improving knowledge and innovation (33.7%) and for more and better jobs (40%),
C. ker bodo razmere na trgu dela glede na najnovejše napovedi Komisije (2009-2011) še naprej neugodne, stopnja nezaposlenosti v Evropski uniji pa bo dosegla 10,25 %, in ker je bilo leta 2009 izgubljenih 2,25 % delovnih mest, leta 2010 pa bo jih bo izgubljenih predvidoma 1,25 %, kar bo še povečalo socialne razlike v državah članicah; ker se v glavnih sektorjih regije Evropske unije kažejo: (a) povečanje števila novih naročil in večje zaupanje, skupaj z izboljšanjem skupne podobe industrije EU, čeprav je stopnja proizvodnje za 20 % manjša v primerjavi z začetkom leta 2008, (b) nadaljnji upad dejavnosti v proizvodnem sektorju in (c) nadaljnje težave malih in srednjih podjetij pri dostopu do mikrokreditov ali financiranja;
C. whereas, based on the latest Commission forecasts (2009-2011), the labour market situation will remain unfavourable and the unemployment rate will reach 10.25% in the EU, with the loss of 2.25% of jobs for 2009 and 1.25% for 2010 and entailing inter alia an increase in social breakdown in the member countries; whereas the key sectors in the EU region show: (a) an increase in new orders and confidence, with an improvement in the overall EU industrial picture, although at a rate of production 20% lower than at the start of 2008, (b) continued decline in activities in the manufacturing sector, and (c) continued difficulty for SMEs in accessing micro-credit/financing,
D. ker se trenutno, kljub temu da je kriza najprej prizadela zlasti moške, število delovnih mest zmanjšuje enako hitro za moške in za ženske, ki jih je v večini držav članic Evropske unije na trgu dela manj kot moških; ker smo se iz drugih kriz naučili, da je za ženske, ki izgubijo službo, tveganje, da ne bodo našle novega dela, večje; ker enakost med moškimi in ženskami pozitivno vpliva na produktivnost in gospodarsko rast in ker udeležba žensk na trgu dela prinaša številne socialne in gospodarske prednosti,
D. whereas although it is true that initially the crisis affected men more, currently the rate of job loss is similar for men and women, and women’s presence in the labour market is lower than that of men in most countries of the EU; whereas we have learned from other crises that women who lose their jobs are more likely to be unable to find other work; whereas equality between men and women has a positive impact on productivity and economic growth, and participation of women in the labour market has many social and economic benefits,