natgillin/translations-raw huggingface dataset:
4. poziva Komisijo, glede ukrepov 10 in 10N, naj predstavi zanesljive podatke o stroških kontrolnih sistemov in možnih sredstvih za poenostavitev, s ciljem poiskati boljše ravnotežje med potrebami po kontrolah in ciljem zmanjšati upravno breme za vlagatelje in upravičence skladov EU;
Asks the Commission, with regard to Actions 10 and 10N, to present reliable information on the costs of the control systems and on possible means of simplification with the goal of finding a better balance between the need for controls and the aim of lessening the administrative burden for applicants and beneficiaries of EU funds;
6. poziva Računsko sodišče, naj bolj podrobno poroča o sodelovanju s svojimi nacionalnimi partnerskimi organi in navede, kdaj naj bi bili vidni pozitivni učinki sodelovanja.
Calls on the Court of Auditors to report in more detail on the cooperation with its national counterparts and to state, when this cooperation will show visible positive effects.
o izvajanju Direktive 2002/14/ES o določitvi splošnega okvira za obveščanje in posvetovanje z delavci v Evropski skupnosti
on the implementation of Directive 2002/14/EC establishing a general framework for informing and consulting employees in the European Community
MNENJE Odbora za ekonomske in monetarne zadeve ..................................13
OPINION of the Committee on Economic and Monetary Affairs ............12
MNENJE Odbora za pravne zadeve ...........................................................................16
OPINION of the Committee on Legal Affairs ......................................................15
– ob upoštevanju izjave voditeljev držav z dne 9. decembra 1989 o listini Skupnosti o temeljnih socialnih pravicah delavcev, zlasti njenih členov 17 in 18,
– having regard to the declaration of the Heads of State and Government of 9 December 1989 on the Community Charter of the Social Rights of Workers, and in particular Articles 17 and 18 thereof,
– ob upoštevanju evropske socialne listine Sveta Evrope, spremenjene leta 1996, zlasti njenega člena 21,
– having regard to the European Social Charter of the Council of Europe, as revised in 1996, and in particular Article 21 thereof,
– ob upoštevanju listine o temeljnih pravicah Evropske unije, ki je bila razglašena v Nici 7. decembra leta 2000 in so jo voditelji držav in vlad vseh 27 držav članic slovesno podpisali decembra 2007 v Evropskem parlamentu, zlasti njenega člena 27,
– having regard to the Charter of Fundamental Rights of the European Union, adopted in Nice on 7 December 2000 and formally signed by the Heads of State and Government of the 27 Member States in the European Parliament in December 2007, and in particular Article 27 thereof,
– ob upoštevanju konvencije Mednarodne organizacije dela št. 135 o varstvu in olajšavah za predstavnike delavcev v podjetju, ki je bila sprejeta 23. junija 1971, zlasti njenega člena 5,
– having regard to Convention 135 of the International Labour Organisation (ILO) concerning Protection and Facilities to be Afforded to Workers' Representatives in the Undertaking, adopted on 23 June 1971, and in particular Article 5 thereof,
– ob upoštevanju Direktive Sveta 98/59/ES z dne 20. julija 1998 o približevanju zakonodaje držav članic v zvezi s kolektivnimi odpusti
– having regard to Council Directive 98/59/EC of 20 July 1998 on the approximation of the laws of the Member States relating to collective redundancies
– ob upoštevanju Direktive Sveta 2001/23/ES z dne 12. marca 2001 o približevanju zakonodaje držav članic v zvezi z ohranjanjem pravic delavcev v primeru prenosa podjetij, obratov ali delov podjetij ali obratov
– having regard to Council Directive 2001/23/EC of 12 March 2001 on the approximation of the laws of the Member States relating to the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses
– ob upoštevanju Uredbe Sveta (ES) št. 2157/2001 z dne 8. oktobra 2001 o statutu evropske družbe (SE)
– having regard to Council Regulation (EC) No 2157/2001 of 8 October 2001 on the Statute for a European company (SE)
– ob upoštevanju Direktive Sveta 2001/86/ES z dne 8. oktobra 2001 o dopolnitvi Statuta evropske družbe glede udeležbe delavcev
– having regard to Council Directive 2001/86/EC of 8 October 2001 supplementing the Statute for a European company with regard to the involvement of employees
29. ter skupne izjave Evropskega parlamenta, Sveta in Komisije o zastopanju delavcev
29. and the Joint declaration of the European Parliament, the Council and the Commission on employee representation
– ob upoštevanju Direktive Sveta 2003/72/ES z dne 22. julija 2003 o dopolnitvi statuta evropske zadruge glede udeležbe delavcev
– having regard to Council Directive 2003/72/EC of 22 July 2003 supplementing the Statute for a European Cooperative Society with regard to the involvement of employees
– ob upoštevanju svoje resolucije z dne 10. maja 2007 o krepitvi evropske zakonodaje na področju obveščanja delavcev in posvetovanja z njimi
– having regard to its resolution of 10 May 2007 on strengthening European legislation in the field of information and consultation of workers
UL C 76 E, 27.3.2008, str.
OJ C OJ C 76 E, 27.3.2008, p.
– ob upoštevanju predloga Komisije o prenovitvi direktive Sveta 94/45/ES o ustanovitvi Evropskega sveta delavcev ali uvedbi postopka obveščanja in posvetovanja z delavci v družbah ali povezanih družbah na območju Skupnosti ( KOM(2008)0419 ) in njegove priloge ( SEC(2008)2166 ),
– having regard to the Commission proposal for the recasting of Directive 94/45/EC on the establishment of a European Works Council or a procedure in Community-scale undertakings and Community-scale groups of undertakings for the purposes of informing and consulting employees ( COM(2008)0419 ), and the annex thereto ( SEC(2008)2166 ),
– ob upoštevanju sporočila Komisije o pregledu uporabe direktive 2002/14/ES v EU ( KOM(2008)0146 ) in spremnega delovnega dokumenta ( SEC(2008)0334 ),
– having regard to the Commission communication on the review of the application of Directive 2002/14/EC in the EU ( COM(2008)0146 ) and the accompanying working document ( SEC(2008)0334 ),
– ob upoštevanju poročila Odbora za zaposlovanje in socialne zadeve ter mnenj Odbora za ekonomske in monetarne zadeve in Odbora za pravne zadeve ( A6–0023/2009 ),
– having regard to the report of the Committee on Employment and Social Affairs and the opinions of the Committee on Economic and Monetary Affairs and the Committee on Legal Affairs ( A6‑0023/2009 ),
A. ker prenos direktive 2002/14/ES v zakonodajo držav članic zamuja in ker so se nekatere države članice omejile zgolj na prenos določenih minimalnih zahtev,
A. whereas the Member States are late in transposing Directive 2002/14/EC, and whereas some Member States have confined themselves to transcribing certain aspects of its minimum applicable provisions,
B. ker bo sedanja finančna kriza vplivala na gospodarstvo EU, in sicer na prestrukturiranje, združitve in selitve podjetij na ravni EU,
B. whereas the current financial crisis will have consequences for the EU economy in terms of the restructuring, merging and relocation of undertakings at EU level,
C. ker je cilj direktive 2002/14/ES vzpostaviti splošni okvir za obveščanje in posvetovanje z delavci o prihodnosti podjetij, v katerih so zaposleni, ter za učinkovito posvetovanje z njimi, da bi predvideli ekonomski razvoj teh podjetij,
C. whereas the aim of Directive 2002/14/EC is to establish a general framework for informing and consulting employees about the future of the undertaking in which they are employed and for consulting them effectively in anticipation of the economic developments of that undertaking,
D. ker sta obveščanje in posvetovanje z delavci osrednja elementa socialnega tržnega gospodarstva in se ju ne sme obravnavati kot oviro za gospodarski razcvet podjetij,
D. whereas the principle of informing and consulting employees is central to the social market economy and should not be seen as an obstacle to the economic development of undertakings,
E. ker je v Evropski uniji 23 000 000 podjetij z manj kot 250 zaposlenimi, ki predstavljajo 99-odstotni delež podjetij in zaposlujejo več kot 100 000 000 ljudi, institucije EU pa morajo zagotavljati in izboljševati pravico delavcev do obveščenosti in posvetovanja,
E. whereas in the European Union there are 23 000 000 undertakings with fewer than 250 employees (accounting for 99% of undertakings and employing over 100 000 000 people), and whereas the EU institutions have a duty to guarantee and enhance the right of employees to be informed and consulted,
Postopna krepitev obveščanja in posvetovanja z delavci v EU
Gradual strengthening of the process of informing and consulting employees within the EU
2. poziva države članice, ki še vedno niso pravilno prenesle direktive 2002/14/ES, naj to storijo čim prej;
Urges those Member States which have not yet correctly transposed Directive 2002/14/EC to do so as soon as possible;
5. poudarja, da bi bilo primerno, da države članice v skladu z nacionalno prakso natančno določijo pogoje in omejitve člena 6 direktive 2002/14/ES o zaupnih podatkih in upoštevajo:
Considers it desirable for the Member States, whilst respecting their national practices, to specify precisely the conditions and restrictions relating to, Article 6 of Directive 2002/14/EC on confidential information and to pay attention to:
(a) trajanje te obveznosti po poteku mandata predstavnikov delavcev,
(a) the duration of that obligation after the expiry of the mandate of such employees’ representatives;
(b) merila in primere zakonitega interesa podjetja, da te informacije ohrani kot zaupne, ali nevarnosti povzročitve škode za podjetje, če bi se te informacije objavile;
(b) the criteria and instances for the undertaking’s legitimate interest in keeping such information confidential or the risk of harm to the undertaking if such information were disclosed;
(a) natančno in v duhu direktive 2002/14/ES opredelijo pojem obveščanja, da ga ne bi bilo mogoče razlagati po svoje in da bi lahko predstavniki delavcev obravnavali aktualna vprašanja, ne pa morali zgolj čakati na informacije o odločitvah podjetij, ki neposredno vplivajo na zaposlene,
(a) define precisely the term 'information', leaving no scope for alternative interpretations, at the same time and complying with the spirit of Directive 2002/14/EC, i.e. by enabling workers' representatives to scrutinise the information provided, without waiting for the end of the information procedure, if decisions by undertakings have direct implications for workers;
(b) v vsebino obveščanja vključijo sklicevanje na člen 4(2)(a), (b) in (c) direktive 2002/14/ES,
(b) in connection with the content of information, include references to Article 4(2)(a), (b) and (c) of Directive 2002/14/EC;
(c) zahtevajo, da se informacije posredujejo pravočasno pred posvetovanjem,
(c) require that information be provided in good time before consultation;
(d) zagotovijo dosledno upoštevanje obveznosti iz člena 4 direktive 2002/14/ES glede pravice do obveščanja in posvetovanja ter sporazumnih odločitev v skladu s členom 4(4)(e),
(d) ensure full compliance with the requirements laid down in Article 4 of Directive 2002/14/EC as regards information and consultation rights and with a view to seeking an agreement within the meaning of Article 4(4)(e);
(e) v podporo socialnemu dialogu vključijo tudi sindikate, ki delujejo v podjetjih;
(e) involve the trade unions represented in the undertaking, in order to consolidate the social dialogue;
Izvajanje in izboljšanje ukrepov za prenos direktive 2002/14/ES
Implementing and improving the measures transposi ng Directive 2002/14/EC
11. poudarja, da države članice subsidiarnosti ne smejo navajati kot razlog za neizpolnjevanje obveznosti, da uveljavijo sankcije, ki bodo delodajalce odvračale od kršenja direktive 2002/14/ES;
Stresses that the Member States cannot invoke subsidiarity to justify not meeting their obligation to enact sufficiently severe sanctions to dissuade employers from breaching Directive 2002/14/EC;
Sodba z dne 8. junija 1994, Komisija proti Združenemu kraljestvu (C-382/92, PSES 1994, str.
Judgment of 8 June 1994, Commission/United Kingdom (C-382/92, ECR 1994, p.
I-2435) in sodba z dne 8. junija 1994, Komisija proti Združenemu kraljestvu (C-383/92, PSES 1994, str.
I-2435); judgment of 8 June 1994, Commission/United Kingdom (C-383/92, ECR 1994, p.
14. meni, da je treba zagotoviti, da se bo v ukrepih držav članic za prenos v njihovo zakonodajo samodejno uporabljala pravica do obveščanja in posvetovanja s predstavniki delavcev v skladu s tolmačenjem direktive 2002/14/ES;
Considers that the transposition measures adopted by the Member States must ensure that the right of employees’ representatives to be informed and consulted remains an automatic right, in line with the correct interpretation of Directive 2002/14/EC;
19. opozarja države članice, da v primeru dvomov glede opredelitve izraza "podjetje" v direktivi 2002/14/ES o tem obstaja obsežna sodna praksa Sodišča, in jih poziva, naj se v svojih ukrepih za prenos sklicujejo nanjo, š čimer se bodo izognile, da bi bil proti njim uveden postopek za ugotavljanje kršitev;
Points out to the Member States that, although doubts persist as to precise meaning of the term 'undertaking' in Directive 2002/14/EC, the case law of the Court of Justice on this matter is comprehensive, and calls on the Member States to refer to that case law in their transposition measures, so as to rule out actions against those measures for irregularity;
21. poziva Komisijo, naj predloži poročilo o oceni rezultatov, doseženih z izvajanjem direktive 2002/14/ES, ki zadevajo krepitev socialnega dialoga in zmožnost predvidevanja, preprečevanja in zaposljivosti na trgu dela ter zmožnost za preprečevanje upravnih, pravnih in finančnih težav v malih in srednje velikih podjetjih, ter naj po potrebi doda ustrezne predloge;
Calls on the Commission to submit an evaluation report on the results achieved through the application of Directive 2002/14/EC as regards strengthening the social dialogue, the ability to anticipate, prevention and employability on the labour market, and as regards its ability to prevent administrative, legal and financial difficulties among small- and medium-sized undertakings, attaching appropriate proposals where necessary;
26. poziva Komisijo, naj spodbuja socialne partnerje, da bodo na izvajanje na nacionalni ravni vplivali pozitivno in proaktivno, med drugim z razširjanjem dobre prakse;
Calls on the Commission to encourage the social partners to take proactive, positive steps to influence implementation at national level, for example through the dissemination of good practices;
30. poziva Komisijo, naj ponovno preuči potrebo po uskladitvi direktiv 94/45/ES, 98/59/ES, 2001/23/ES, 2001/86/ES, 2002/14/ES in 2003/72/ES ter uredbe (ES) št. 2157/2001, da bi ocenili, katere spremembe so potrebne, da bi odpravili podvajanje in nasprotja; meni, da bi morali morebitne spremembe vključiti istočasno;
Calls on the Commission to consider the need to coordinate Directives 94/45/EC, 98/59/EC, 2001/23/EC, 2001/86/EC, 2002/14/EC and 2003/72/EC and Regulation (EC) No 2157/2001 with a view to determining what changes may be required in order to eliminate duplications and contradictions; takes the view that any changes required should be made simultaneously;
Direktiva 2002/14/ES je prva direktiva EU, ki je vzpostavila splošno obveznost obveščanja in posvetovanja z delavci v podjetjih, ta obveznost pa je glavni element modela zastopanja delavcev v Evropi.
Directive 2002/14/EC is the first EU directive to establish a general requirement to inform and consult employees within undertakings, a requirement which forms a major plank of the European employee representation model.
Sprejeta je bila kot odziv na vidno namerno neupoštevanje nacionalne zakonodaje na področju obveščanja in posvetovanja z delavci v nekaterih podjetjih.
It was adopted in reaction to the blatant violation by some undertakings of national law on informing and consulting employees.
To neupoštevanje nacionalne zakonodaje je bilo toliko laže, ker je v zakonodaji Skupnosti na tem področju obstajala pravna vrzel.
This infringement of national law was made even easier by the fact that there was a legal vacuum in this area in Community law.
V nekaterih državah članicah je ta direktiva edina pravna podlaga, ki delavcem zagotavlja pravico do obveščenosti in posvetovanja, zato bo njen učinek v teh državah še večji, kot je Komisija navedla v svojem sporočilu.
In some Member States, this directive is the only legal basis guaranteeing employees the right to be informed and consulted, and, as the Commission points out in its communication, its impact in these countries will be all the greater.
Poročevalec priznava, da je v državah članicah s tradicijo prostovoljnega delovanja vzpostavitev stalnega mehanizma za zastopanje delavcev pomembna sprememba v odnosih med delodajalci in delavci.
Your rapporteur acknowledges that, in Member States with a tradition of reliance on voluntary action, the creation of a permanent employee representation structure represents a major change in employer-employee relations.
Pa vendar je pravica delavcev do obveščenosti in posvetovanja zapisana v številnih besedilih Skupnosti, zato morajo te države članice direktivo prenesti pravilno ter v skladu z njenim duhom.
However, this right of employees to be informed and consulted is enshrined in several Community acts, and these Member States are therefore required to transpose this directive correctly and in accordance with its spirit.
Poročevalec meni, da bi bilo treba ob upoštevanju aktualnih razmer, povezanih s finančno krizo, ki je deloma posledica ravnanja vodilnega osebja v nekaterih finančnih družbah, okrepiti demokratično vključevanje delavcev v proces sprejemanja odločitev o njihovem podjetju, saj obstaja nevarnost operacij, kot so prestrukturiranje, združitve in selitve proizvodnje podjetij.
Your rapporteur takes the view that in the current climate, disturbed as it is by a financial crisis resulting partly from the behaviour of the heads of certain finance institutions, the democratic involvement of employees in decisions affecting the undertaking in which they work should be strengthened, in view of the risk of restructuring, mergers, relocation and similar operations.
Izboljšanje ukrepov za prenos direktive 2002/14/ES
Improving the measures transposi ng Directive 2002/14/EC
Poročevalec se strinja s Komisijo, da je bil prenos direktive 2002/14/ES v nekaterih državah članicah neznaten, namerno ohlapen oziroma ga sploh ni bilo.
Your rapporteur agrees with the Commission that in some Member States the transposition of Directive 2002/14/EC has taken place in a minimal or deliberately vague manner or not at all.
Zato so bili nekateri bistveni elementi varstva pravice delavcev do obveščenosti in posvetovanja ogroženi in nepreneseni, čeprav so bili jasno v duhu direktive.
Certain essential aspects of the protection of the right of employees to be informed and consulted have thus been jeopardised and not transposed in spite of being clearly in the spirit of the directive.
To vključuje predvsem:
These include:
– področje uporabe direktive: neupoštevanje netipičnih delavcev pri izračunu števila zaposlenih ali delovna doba delavca kot pogoj, da se ga vključi v ta izračun,
- scope of the directive: failure to take ‘atypical’ employees in account when calculating workforce size, or making an employee’s inclusion in the workforce thus calculated conditional on length of service;
– vsebino obveznosti, ki jih nalaga direktiva: ohlapna opredelitev pojma obveščanje, ki se včasih prepusti v presojo delodajalcev, včasih ne zajema sklicevanja na zaposlitve ter ni vedno pogoj za posvetovanje, čeprav mora biti to obveščanje pomembno in predstavnikom delavcev omogočati, da se ustrezno odzovejo na predlagane odločitve delodajalcev,
- substance of the obligations imposed by the directive: vague definition of the term ‘information', which is sometimes left to the employer's discretion, does not always include references to employment and is not always a prelude to consultation, even though such information should be relevant and should permit employees' representatives to organise an adequate response to the employer's proposed decisions;
– sankcije proti delodajalcem, ki teh obveznosti ne spoštujejo: so redko odvračilne, včasih pa so povsem neobstoječe.
- sanctions against employers who fail to comply with these obligations: rarely dissuasive, sometimes completely non-existent.
Poročevalec se boji, da bo besedilo direktive zaradi tako neznatnega prenosa manj učinkovito, ter obžaluje, da se nekatere države na ta način izogibajo obveznostim Skupnosti.
Your rapporteur fears that such minimalist transposition of the directive will detract from its effectiveness and deplores this strategy by some Member States of evading their Community obligations.
Poleg tega morajo države članice nujno uvesti nekatere bistvene elemente zastopanja delavcev, ki sicer niso vključeni v direktivo, vendar so njen neločljiv del ter so zajeti v mednarodne konvencije o delu.
Moreover, some essential aspects of employee representation, which while not covered by the directive form a necessary corollary to it and are included in the international labour conventions, deserve to be implemented in the Member States.
Namen teh elementov je predvsem zaščita predstavnikov delavcev.
These include the protection of employees’ representatives.
Če takšne zaščite ne bo, je poročevalec prepričan, da se bo direktiva 2002/14/ES izkazala za „prazno lupino“, ki predstavnikom delavcev ne bo zagotavljala pravice do ustrezne obveščenosti in posvetovanja, kar pomeni, da bodo njihova delovna mesta ogrožena, če bodo oporekali sistemu za obveščanje in posvetovanje, ki ga je vzpostavil njihov delodajalec.
In your rapporteur’s view, unless such protection is put in place, Directive 2002/14/EC will prove to be an empty shell, not allowing employee representatives to be properly informed or consulted, and putting their jobs at grave risk if they dispute the way in which employees are informed and consulted by their employer.
Države članice s pomanjkljivostmi v postopkovnem in institucionalnem sistemu morajo zagotoviti ustrezna pravna sredstva.
Member States whose procedural and institutional systems are inadequate are under an obligation to create the appropriate legal recourse.
To načelo izhaja iz sodne prakse Sodišča Evropskih skupnosti, poročevalec pa meni, da postopkovni in institucionalni sistem, ki ne ščiti predstavnikov delavcev, kaže na to, da direktiva ni bila ustrezno prenesena.
This principle flows from the case law of the European Court of Justice and, in your rapporteur’s view, a procedural and institutional system which does not ensure the protection of employees' representatives does not represent an adequate transposition of the directive.
Izboljšanje prava Skupnosti na področju obveščanja in posvetovanja z delavci
Improving Community law on informing and consulting employee s
Glede na negativen izid referenduma o ratifikaciji lizbonske pogodbe na Irskem, kjer so proti glasovali predvsem delavci, poročevalec meni, da je treba delavski svet, na primer posadke plovil na odprtem morju, obvestiti, da je Skupnost sprejela pobude, s katerimi se zavzema za njihove pravice do obveščenosti in posvetovanja v zvezi z odločitvami, ki zadevajo prihodnost njihovih podjetij.
In the light of the Irish referendum on the ratification of the Lisbon Treaty, in which the ‘no’ vote came principally from workers, your rapporteur considers that there is a need to inform the European workforce, such as the crews of sea-going ships, of the existence of Community initiatives supporting their right to be informed and consulted on decisions which affect the future of their undertakings.
Zaradi tega se mora Evropska unija redno in močno zavzemati za zaščito te pravice, ki še zdaleč ni povsod zagotovljena.
To that end, the European Union needs to invest regularly and heavily in the protection of this right, which is still far from being established everywhere.