natgillin/translations-raw huggingface dataset:
„Smernice iz prvega pododstavka se redno ocenjujejo, od leta 2012 dalje pa se vsakih pet let opravi revizija.“
"The guidelines referred to in the first subparagraph shall be regularly evaluated with a view to their revision, at least once every five years, starting in 2012."
Razlaga: smernice je treba usklajevati z razvojem in znanjem.
Explanation: it is important to keep the guidelines up to date with recent developments and knowledge.
Člen 1 – točka 1 e (novo)
Article 1 – point -1 e (new)
V členu 4 se naslov nadomesti z naslednjim besedilom:
In Article 4 the title is replaced by the following:
„Ocena, obveščanje in posvetovanje “
"Assessment , information and consultation"
Reproduktivnim tveganjem so izpostavljeni moški in ženske ter jih je treba obravnavati splošneje, saj so pomembna že pred spočetjem.
Reproductive risks exist for both men and women, and should be taken into account more generally as they are important even before the moment of conception.
Člen 1 – točka 1 f (novo)
Article 1 – point -1 f (new)
Člen 4 – odstavek 1 (novo)
Article 4 – paragraph -1 (new)
V členu 4 se vstavi naslednji odstavek:
In Article 4, the following paragraph is inserted:
Delodajalec v oceno tveganja, ki se izvaja v skladu z Direktivo 89/391/EGS, vključi reproduktivno tveganje za moške in ženske.“
In the risk assessment carried out under Directive 89/391/EEC, the employer shall include reproductive risks for male and female workers."
V členu 4(1) se uvodni del nadomesti z naslednjim besedilom:
In Article 4(1), the introductory part is replaced by the following:
Za vse dejavnosti, ki bi lahko vključevale posebno nevarnost izpostavljenosti dejavnikom, postopkom ali delovnim pogojem, ki so primeroma našteti na odprtemu seznamu v Prilogi I, delodajalec oceni naravo, stopnjo in trajanje izpostavljenosti delavk v skladu s členom 2 in delavk, ki bi lahko bile v enem od položajev, navedenih v členu 2 , v zadevnem podjetju in/ali (ustanovi) bodisi neposredno bodisi s pomočjo služb za varstvo in preventivo, navedenimi v členu 7 Direktive 89/391/EGS, da bi:“
For all activities liable to involve a specific risk of exposure to the agents, processes or working conditions of which a non-exhaustive list is given in Annex I, the employer shall assess the nature, degree and duration of exposure, in the undertaking and/or establishment concerned, of workers within the meaning of Article 2 and workers likely to be in one of the situations referred to in Article 2 , either directly or by way of the protective and preventive services referred to in Article 7 of Directive 89/391/ EEC , in order to:"
Člen 1 – točka 1 h (novo)
Article 1 – point -1 h (new)
Člen 4 – odstavek 1 – alinea 1
Article 4 – paragraph 1 – indent 1
V členu 4(1) se prva alinea nadomesti z naslednjim besedilom:
In Article 4(1), the first indent is replaced by the following:
„ocenil tveganja za varnost ali zdravje in kakršne koli možne učinke na nosečnost ali dojenje delavk v skladu s členom 2 in delavk, ki bi lahko bile v enem od položajev, navedenih v členu 2 ,“
"- assess any risks to the safety or health and any possible effect on the pregnancies or breastfeeding of workers within the meaning of Article 2 and workers likely to be in one of the situations referred to in Article 2 ,"
Člen 1 – točka –1 i (novo)
Article 1 – point -1 i (new)
V členu 4 se odstavek 2 nadomesti z naslednjim:
In Article 4, paragraph 2 is replaced by the following:
Brez vpliva na člen 10 Direktive 89/391/EGS se delavke v skladu s členom 2 in delavke, ki bi v zadevnem podjetju in/ali ustanovi lahko bile v enem od položajev, navedenih v členu 2, in/ali njihove predstavnike ter ustrezne socialne partnerje obvesti o rezultatih ocene, omenjene v odstavku 1, in o vseh ukrepih, ki jih je treba sprejeti v zvezi z zdravjem in varnostjo pri delu.“
Without prejudice to Article 10 of Directive 89/391/ EEC , workers within the meaning of Article 2 and workers likely to be in one of the situations referred to in Article 2 in the undertaking and/or establishment concerned and/or their representatives and the relevant social partners shall be informed of the results of the assessment referred to in paragraph 1 and of all measures to be taken concerning health and safety at work."
Člen 1, točka -1 j (novo)
Article 1 – point -1 j (new)
V členu 5 se odstavek 2 nadomesti z naslednjim:
In Article 5, paragraph 2 is replaced by the following:
Če prilagoditev njenih delovnih pogojev in/ali delovnega časa tehnično in/ali objektivno ni izvedljiva [...] delodajalec sprejme potrebne ukrepe za premestitev te delavke na drugo delovno mesto.“
If the adjustment of her working conditions and/or working hours is not technically and/or objectively feasible, [...] the employer shall take the necessary measures to move the worker concerned to another job."
Razlaga: sedanje besedilo nekaterih pododstavkov daje delodajalcem veliko priložnost za dokazovanje, da delovnega mesta ne morejo prilagoditi ali ponuditi druge možnosti.
Explanation: the current text of the various subparagraphs gives a far too wide opportunity to employers to argue that they cannot adapt the workplace or offer an alternative job.
S črtanjem tega besedila ima delodajalec še vedno dovolj možnosti za dokazovanje, da druge možnosti niso tehnično ali objektivno izvedljive.
By deleting this very open text, sufficient scope remains for the employer to argue that offering such alternatives is not technically or objectively feasible.
Člen 1 – točka -1 k (novo)
Article 1 – point -1 k (new)
V členu 5 se odstavek 3 nadomesti z naslednjim:
In Article 5, paragraph 3 is replaced by the following:
Če njena premestitev na drugo delovno mesto tehnično in/ali objektivno ni izvedljiva [...] se delavki zagotovi dopust v skladu z nacionalno zakonodajo in/ali nacionalno prakso za celotno obdobje, ki je potrebno za zagotovitev varovanja njenega zdravja.“
If moving her to another job is not technically and/or objectively feasible, [...] the worker concerned shall be granted leave in accordance with national legislation and/or national practice for the whole of the period necessary to protect her safety or health."
Člen 1 – točka -1 l (novo)
Article 1 – point -1 l (new)
V členu 7(2) se točka b nadomesti z naslednjim:
In Article 7(2), point b is replaced by the following:
„(b) dopusta ali podaljšanja porodniškega dopusta, kadar takšna premestitev tehnično in/ali objektivno ni izvedljiva [...].“
"(b) leave from work or extension of maternity leave where such a transfer is not technically and/or objectively feasible [...]."
Države članice sprejmejo potrebne ukrepe za zagotovitev, da imajo delavke iz člena 2 pravico do neprekinjenega obdobja porodniškega dopusta, ki traja vsaj 18 tednov in je razporejen pred in/ali po porodu .
Member States shall take the necessary measures to ensure that workers within the meaning of Article 2 are entitled to a continuous period of maternity leave of at least 18 weeks allocated before and/or after confinement .
Države članice sprejmejo potrebne ukrepe za zagotovitev, da imajo delavke iz člena 2 pravico do neprekinjenega obdobja porodniškega dopusta, ki ga lahko po želji koristijo do dva tedna pred porodom .
Member States shall take the necessary measures to ensure that workers within the meaning of Article 2 are entitled to a continuous period of maternity leave of at least 18 weeks , with the option of also taking up to two weeks prior to confinement .
Gre za zaščito delavke pred možnimi pritiski delodajalca, da mora koristiti neobvezen porodniški dopust pred porodom.
Women workers need to be protected against any pressure from employers with regard to non-mandatory pre-confinement maternity leave.
Člen 8 – točka 1 a (novo)
Article 8 – point 1 a (new)
Če delavka svojega otroka doji, se najdaljše obdobje 18 tednov porodniškega dopusta lahko podaljša za dodatnih šest tednov.
If the worker breastfeeds her child, the maximum period of 18 weeks' maternity leave may be increased by six additional weeks.
V skladu s priporočilom Mednarodne zdravstvene organizacije A55/15 je treba otroka prvih šest mesecev življenja hraniti izključno z materinim mlekom.
According to WHO Recommendation A55/15, a young child should be exclusively breastfed during the first six months of its life.
Zato se temu členu doda še šest tednov.
An additional six weeks have therefore been added to this article.
Države članice sprejmejo ustrezne ukrepe, da je delavkam iz člena 2 zagotovljeno, da lahko svobodno izberejo, kdaj vzamejo neobvezni del porodniškega dopusta , pred ali po porodu.
The Member States shall take the necessary measures to ensure that workers within the meaning of Article 2 are entitled to choose freely the time at which the non-compulsory portion of the maternity leave is taken, before or after childbirth .
Države članice lahko podaljšajo obvezni del porodniškega dopusta iz te direktive do največ osem tednov po porodu in/ali največ šest tednov pred porodom .
The Member States may extend the compulsory portion of the maternity leave under this Directive to a maximum of eight weeks after the birth and/or a maximum of six weeks before the birth .
Brez pravil o prepovedi zaposlovanja pred porodom bi lahko bodoče matere doživele občutno močnejši pritisk (ki ga povzročijo same ali drugi), da bi morale delati še tik pred otrokovim rojstvom.
Without a rule prohibiting working before the birth, there is a risk that a pregnant woman will come under much greater pressure than before, from herself or from others, to work until shortly before her child is born.
To pa lahko povzroči velika tveganja za zdravje matere in nerojenega otroka.
This situation can entail great risks for the health of both the mother and her unborn child.
Celo Komisija je v svoji podrobni obrazložitvi k predlogu uredbe (točka 9) poudarila veliko svobodo odločanja bodoče matere, ali bo izkoristila porodniški dopust pred porodom ali ne.
The Commission itself, in its ‘Detailed explanation’ of the draft Directive (p.9) stresses the importance of pregnant women being able to decide freely whether to take part of maternity leave before the birth.
Prav zato ji je dano na izbiro, da ta čas lahko izkoristi svobodno in brez pritiska.
Women need protection so that they can freely exercise this choice without compulsion.
To se zagotovi z načelno prepovedjo dela pred porodom z možnostjo izvzetja.
This is provided by the principle of a ban on working before the birth, with an optional opt-out.
Delavka mora izbrani čas porodniškega dopusta sporočiti vsaj dva meseca pred začetkom.
The worker must indicate her chosen period of maternity leave at last two months before the starting date.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da se odobri dodatni dopust v primeru prezgodnjega rojstva otroka, hospitalizacije otroka ob rojstvu, rojstva prizadetega otroka ali rojstva več otrok hkrati .
Member States shall take the necessary measures to ensure that additional leave is granted in the case of premature childbirth, children hospitalised at birth, children with disabilities and multiple births.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da se odobri dodatni dopust v primeru prezgodnjega rojstva otroka, hospitalizacije otroka ob rojstvu, rojstva invalidnega otroka , invalidnosti matere ali rojstva več otrok hkrati.
Member States shall take the necessary measures to ensure that additional leave is granted in the case of premature childbirth, children hospitalised at birth, children with disabilities , mothers with disabilities, and multiple births.
Glede na večje družbene izzive s katerimi se soočajo invalidne matere, številne potrebujejo dodaten porodniški dopust, da se prilagodijo novim razmeram in zagotovijo ustrezen razvoj družinskega življenja.
The greater challenges faced in society by mothers with disabilities mean that in many cases they require additional maternity leave in order to adapt to their new circumstances and ensure the satisfactory evolution of their family life.
Države članice zagotovijo, da odsotnost zaradi bolezni ali zapletov zaradi nosečnosti več kot 4 tedne ali več pred porodom ne vpliva na trajanje porodniškega dopusta.
Member States shall ensure that any period of sick leave due to illness or complications arising out of pregnancy occurring four weeks or more before confinement does not impact on the duration of maternity leave.
Države članice zagotovijo, da odsotnost zaradi bolezni , zapletov zaradi nosečnosti do 4 tedne pred porodom ali zaradi potrjene poporodne depresije do 4 tedne po porodu ne vpliva na trajanje porodniškega dopusta.
Member States shall ensure that any period of sick leave due to illness , complications arising out of pregnancy or attested postnatal depression occurring four weeks or more before or after confinement do not impact on the duration of maternity leave.
Namen predloga spremembe je, da bi države članice priznale tudi specifično klinično sliko poporodne depresije, ki prizadene deset do petnajst odstotkov žensk in ima znatne posledice za poklicno in družinsko življenje.
The aim of this amendment is to ensure that the protective measures on illness also include the specific case of postnatal depression, which affects 10-15 of women and has significant repercussions for work and family life.
Člen 8 – točka 5 a (novo)
Article 8 – point 5 a (new)
Države članice sprejmejo potrebne ukrepe za prepoved odpusta in vseh priprav na odpust delavk iz člena 2 v obdobju od začetka nosečnosti do konca porodniškega dopusta iz člena 8(1) , razen v izjemnih primerih, ki niso povezani z njihovim stanjem in so dovoljeni po nacionalni zakonodaji in/ali praksi, pod pogojem, da je svoje soglasje dal pristojni organ, kjer je to primerno.
The Member States shall take the necessary measures to prohibit the dismissal and all preparations for a dismissal of workers within the meaning of Article 2 during the period from the beginning of their pregnancy to the end of the maternity leave provided for in Article 8(1) , save in exceptional cases not connected with their condition which are permitted under national legislation and/or practice and, where applicable, provided that the competent authority has given its consent.
Države članice sprejmejo potrebne ukrepe za prepoved odpusta in vseh priprav na odpust delavk iz člena 2 v obdobju od začetka nosečnosti do vsaj štiri mesece po porodu , razen v izjemnih primerih, ki niso povezani z njihovim stanjem in so dovoljeni po nacionalni zakonodaji in/ali praksi, pod pogojem, da je svoje soglasje dal pristojni organ, kjer je to primerno.
The Member States shall take the necessary measures to prohibit the dismissal and all preparations for a dismissal of workers within the meaning of Article 2 during the period from the beginning of their pregnancy to at least four months after childbirth , save in exceptional cases not connected with their condition which are permitted under national legislation and/or practice and, where applicable, provided that the competent authority has given its consent.
Smiselna je prepoved odpusta do štiri mesece po porodu.
A ban on dismissal for up to four months after childbirth seems advisable.
Matere so namreč takoj po porodniškem dopustu, v prvih tednih po vrnitvi na delo še posebej potrebne zaščite.
Mothers are in particular need of protection just after the end of maternity leave, in their first weeks back at work.
V tem času morajo najprej še praktično uskladiti delo in družino.
This is when they will first experience in practice the difficulties of combining work and family.
Spodbujamo torej, da se rok za prepoved odpusta ne bi nujno vezal na konec porodniškega dopusta.
We therefore advocate that the end of the period when dismissal is prohibited should not be obligatorily tied to the end of maternity leave.
V primeru odpusta v obdobju šestih mesecev po koncu porodniškega dopusta iz člena 8(1), mora delodajalec na zahtevo zadevne delavke pisno navesti pravilno utemeljene razloge za njen odpust.
If the dismissal occurs within six months following the end of maternity leave as provided for in Article 8(1), the employer must cite duly substantiated grounds for her dismissal in writing at the request of the worker concerned .
V primeru odpusta v obdobju dvanajstih mesecev po koncu porodniškega dopusta iz člena 8(1), mora delodajalec pisno navesti pravilno utemeljene razloge za njen odpust.
If the dismissal occurs within twelve months following the end of maternity leave as provided for in Article 8(1), the employer must cite duly substantiated grounds for her dismissal in writing.
V tem obdobju je treba vedno pisno obrazložiti razloge za odpust, ne glede na to, ali je delavka to zahtevala ali ne.
During this period, the grounds for dismissal of a worker should be cited whether or not the worker has so requested.
Člen 1 – točka 3 – točka (b)
Article 1 – point 3 – point b
Člen 11 – točka 2 – točka (c)
Article 11 – point 2 – point c
(c) Pravica, da se delavke iz člena 2 vrnejo na svoja delovna mesta ali enakovredna delovna mesta, kjer pogoji niso slabši, in pravica do izboljšanj delovnih pogojev, do katerih bi bile upravičene med svojo odsotnostjo;
(c) the right of workers within the meaning of Article 2 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;
(c) Pravica, da se delavke iz člena 2 vrnejo na svoja delovna mesta ali enakovredna delovna mesta, kjer pogoji niso slabši, in pravica do izboljšanj delovnih pogojev, do katerih bi bile upravičene med svojo odsotnostjo; v izjemnih primerih, na primer pri prestrukturiranju ali temeljiti prenovi proizvodnega procesa, je treba z ukrepi zagotoviti, da imajo delavke vedno možnost pogovoriti se z delodajalcem o vplivu teh sprememb na njihov poklicni in s tem tudi osebni položaj.
(c) the right of workers within the meaning of Article 2 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; in exceptional situations relating to the restructuring or substantial reorganisation of the production process, steps shall always be taken to ensure that the worker can discuss with her employer the impact of such changes on her work situation and, indirectly, their personal situation;
Člen 11 – točka 2 – točka c a (novo)
Article 11 – point 2 – point c a (new)
„(ca) varovanje priložnosti delavk iz člena 2 za poklicni razvoj prek izobraževanja ter trajnega poklicnega in dodatnega usposabljanja, da bi utrdile svoje poklicne možnosti;“
"(ca) the maintenance for workers within the meaning of Article 2 of opportunities for career development through education along with ongoing professional and additional training with a view to consolidating their career prospects;"
Člen 11 – točka 2 – točka c b (novo)
Article 11 – point 2 – point c b (new)
(cb) koriščenje porodniškega dopusta ne sme zmanjšati pokojninskih pravic delavk, obdobje porodniškega dopusta mora za namene pokojnine šteti kot obdobje zaposlenosti, delavkam pa se zaradi koriščenja porodniškega dopusta ne smejo zmanjšati pokojninske pravice.
(cb) when using maternity leave it must not be prejudicial to the worker's pension rights, the period of maternity leave must be counted as a period of employment for pension purposes, and workers must not suffer any reduction of pension rights through taking maternity leave .
Člen 1 – točka 3 – točka (d)
Article 1 – point 3 – point d
Države članice sprejmejo potrebne ukrepe za zagotovitev, da delavke iz člena 2 med porodniškim dopustom in po vrnitvi s porodniškega dopusta iz člena 8 lahko prosijo za spremembe urnika in oblik dela ter da bi morali biti delodajalci obvezani te prošnje obravnavati ter pri tem upoštevati svoje potrebe in potrebe delavk.
Member States shall take the measures necessary to ensure that workers, within the meaning of Article 2, may, during maternity leave or when returning from maternity leave, as provided for in Article 8, request changes to their working hours and patterns, and that employers shall be obliged to consider such requests, taking employers' and workers' needs into account.
Prošnjo lahko vloži tudi eden od staršev, zakonec ali partner delavke, ki se ji odobri porodniški dopust, obravnava pa se na enak način.
That request may also be made by the parent, spouse or partner of the worker granted maternity leave and shall be treated in the same way.
Za delitev obveznosti je pomembno, da imajo tudi starši, zakonec ali življenjski partner po koncu porodniškega dopusta delavke možnost, da zaprosi za prilagoditev delovnega časa in organizacije dela.
For the purposes of sharing responsibilities, it is important that the worker's parent, spouse or partner may, following the period of maternity leave, request these measures to adjust working hours and patterns.
Člen 1 – točka 3 – točka d
Article 1 – point 3 - point d
Države članice sprejmejo ukrepe za zagotovitev, da delodajalci zagotovijo dovolj odmorov in ustrezen prostor za delavke, ki se vrnejo s porodniškega dopusta in želijo še naprej dojiti.
Member States shall take the measures to ensure that employers provide sufficient breaks and appropriate accommodation for workers that have returned from maternity leave and wish to continue breastfeeding.
V skladu s priporočilom Mednarodne zdravstvene organizacije A55/15 je treba otroka za zagotovitev njegovega optimalnega razvoja prvih šest mesecev življenja hraniti izključno z materinim mlekom.
According to WHO Recommendation A55/15 "infants should be exclusively breastfed for the first six months of life to achieve optimal growth, development and health.
Zatem je treba za zadovoljevanje razvijajočih se prehrambenih potreb uvesti prehrambeno ustrezna in varna dopolnilna živila, medtem ko se dojenje nadaljuje do drugega leta starosti ali več.
Thereafter, to meet their evolving nutritional requirements, infants should receive nutritionally adequate and safe complementary foods while breastfeeding continues for up to two years of age or beyond".
Člen je bil dodan, da bi ženskam zagotovili možnost dojenja tudi po izteku šestmesečnega porodniškega dopusta.
This article has been added to ensure that women are able to continue breastfeeding beyond their six months of maternity leave.
Člen 12a – odstavek 4 a (novo)
Article 12a – paragraph 4 a (new)
Države članice zagotovijo, da lahko združenja, organizacije ali druge pravne osebe, ki imajo v skladu z merili, določenimi z nacionalno zakonodajo, pravno utemeljen interes za zagotavljanje spoštovanja določb te direktive, če se pritožnik s tem strinja, sodelujejo v njegovem imenu ali njemu v podporo v katerem koli sodnem in/ali upravnem postopku, predvidenem za izvrševanje obveznosti v skladu s to direktivo.
Member States shall ensure that associations, organisations or other legal entities which have, in accordance with the criteria laid down by their national law, a legitimate interest in ensuring that the provisions of this Directive are complied with, may engage, either on behalf or in support of the complainant, with her approval, in any judicial and/or administrative procedure provided for the enforcement of obligations under this Directive.
(Če bo predlog spremembe sprejet, se odstavek 5 ustrezno spremeni: „Odstavki 1 do 4a se uporabljajo tudi v vseh pravnih postopkih, začetih v skladu s členom 12.“)
(If this amendment is adopted, Paragraph 5 shall be amended accordingly to read: ‘Paragraphs 1 to 4a shall also apply to any legal proceedings commenced according to Article 12.’)
Člen 12d
Article 12d