natgillin/translations-raw huggingface dataset:
41. poudarja pomen sklepov skupine G20 o svetovnih neravnovesjih in o tem, kako naj vsako gospodarsko območje uravnoteži svoje gospodarstvo; poudarja pomen menjalnih tečajev pri pripravi naslednjih vrhunskih srečanj skupine G20; meni, da bi morale biti te priprave znotraj EU bolj pregledne ter da bi moral biti Parlament o njih obveščen;
Emphasises the importance of the G-20 conclusions on global imbalances and what each economic area has to do in order to balance its economy; stresses the importance of exchange rates in the preparation of forthcoming G-20 summits; takes the view that such preparation should be more transparent within the EU and that Parliament should be kept informed;
o predlogu 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
on 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
Pripravljavka mnenja (*):
Rapporteur for the opinion(*):
(*) Pridruženi odbor – člen 50 poslovnika
(*) Associated committee - Rule 50 of the Rules of Procedure
(Vrsta postopka je odvisna od pravne podlage, ki je predlagana v osnutku akta.)
(The type of procedure depends on the legal basis proposed by the Commission.)
Pri spremembah, ki jih predlaga Parlament, je spremenjeno besedilo k osnutku akta označeno s krepkim poševnim tiskom .
In amendments by Parliament, amended text is highlighted in bold italics .
Glava vsakega predloga spremembe k obstoječemu aktu, ki se ga želi spremeniti z osnutkom akta, vsebuje še tretjo in četrto vrstico.
Any deletions that Parliament wishes to make in passages of this kind are indicated thus: [...].
Morebitni izbrisi tovrstnega besedila so označeni z [...].
Suggested corrections of this kind are subject to the agreement of the departments concerned.
MNENJE ODBORA ZA PRAVNE ZADEVE O PRAVNI PODLAGI.....................................54
OPINION OF THE COMMITTEE ON LEGAL AFFAIRS ON THE LEGAL BASIS.............57
MNENJE Odbora za zaposlovanje in socialne zadeve (*) .............................65
OPINION OF THE COMMITTEE ON EMPLOYMENT AND SOCIAL AFFAIRS (*).........68
(*) Pridruženi odbor – člen 50 poslovnika
(*) Associated committee - Rule 50
– ob upoštevanju členov 251(2), 137(2) in 141(3) Pogodbe ES, na podlagi katerih je Komisija Parlamentu podala predlog ( C7‑0340/2008 ),
– having regard to Article 251(2) and Articles 137(2) and 141(3) of the EC Treaty, pursuant to which the Commission submitted the proposal to Parliament ( C6‑0340/2008 ),
– ob upoštevanju člena 294(3) in členov 153(2) in 157(3) Pogodbe o delovanju EU,
– having regard to Article 294(3) and Articles 153(2) and 157(3) of the Treaty on the Functioning of the EU,
– ob upoštevanju mnenja Evropskega ekonomsko-socialnega odbora z dne 13. maja 2009
– having regard to the opinion of the European Economic and Social Committee of 13 May 2009
UL C 277, 17.11.2009, str.
OJ C 277, 17.11.2009, p.
– po posvetovanju z Odborom regij,
– after consulting the Committee of Regions,
– ob upoštevanju členov 37, 55 in 175 svojega poslovnika,
– having regard to Rules 37, 55 and 175 of its Rules of Procedure,
– ob upoštevanju prvega poročila Odbora za pravice žensk in enakost spolov in mnenja Odbora za zaposlovanje in socialne zadeve ( A6-0267/2009 ),
– having regard to the first report of the Committee on Women’s Rights and Gender Equality and the opinion of the Committee on Employment and Social Affairs ( A6‑0267/2009 ),
– ob upoštevanju drugega poročila Odbora za pravice žensk in enakost spolov in mnenja Odbora za zaposlovanje in socialne zadeve ( A7‑0032/2010 ),
– having regard to the second report of the Committee on Women’s Rights and Gender Equality and the opinion of the Committee on Employment and Social Affairs ( A7‑0032/2010 ),
Naslov Direktive
Title of the Directive
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
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
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 , ter o uvedbi ukrepov za podporo delavcem pri usklajevanju delovnega in družinskega življenja
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 and on the introduction of measures to support workers in balancing work and family life
Člena 21 in 23 Listine o temeljnih pravicah Evropske unije prepovedujeta sleherno diskriminacijo glede na spol in zahtevata zagotavljanje enakosti med moškimi in ženskami na vseh področjih , tudi pri usklajevanju poklicnega in zasebnega življenja .
Articles 21 and 23 of the Charter of Fundamental Rights of the European Union prohibit any discrimination on grounds of sex and require equality between men and women to be ensured in all areas , including in the achievement of a work-life balance .
(5a) Sodišče Evropskih skupnosti je 26. februarja 2008 v zadevi C-506/06 Mayr proti Flöckner 1 izreklo sodbo, da pomeni zapostavljanje delavke, ki je odsotna z dela zaradi postopka umetne oploditve, neposredno diskriminacijo na podlagi spola.
(5a) In the judgment of the Court of Justice of the European Communities of 26 February 2008 in Case C-506/06 Mayr v Flöckner 1 , the Court held that direct discrimination on grounds of sex occurs if a female employee is placed at a disadvantage on account of absence in connection with IVF treatment.
(5b) Pravica žensk na porodniškem dopustu do vrnitve na isto ali enakovredno delovno mesto ob koncu dopusta je določeno v členu 15 Direktive 2006/54/ES Evropskega parlamenta in Sveta z dne 5. julija 2006 o uresničevanju načela enakih možnosti ter enakega obravnavanja moških in žensk pri zaposlovanju in poklicnem delu (preoblikovano) 1 .
( 5b ) The entitlement of a woman on maternity leave to return, after the end of that leave, to her job or to an equivalent post is laid down in Article 15 of Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast ) 1 .
1 UL L 204, 26.7.2006, str.
1 OJ L 204, 26.7.2006, p.
Seznam predlogov v aktu, ki spreminja Direktivo 92/85/EGS, ne omenja člena 15 Direktive 2006/54/ES Evropskega parlamenta in Sveta, ki ureja pravice žensk ob vrnitvi na delo po porodniškem dopustu.
The list of proposals in the act amending Directive 92/85/EEC contains no reference to Article 15 of Directive 2006/54/EC of the European Parliament and of the Council, which regulates the entitlements to be accorded to a woman returning to work after maternity leave.
(6a) Prenovljeni okvirni sporazum o starševskem dopustu, ki so ga 18. junija 2009 podpisali evropski socialni partnerji, vprašanj nadomestil in posebnih vrst z družino povezanega dopusta ne obravnava ustrezno ter zato ne izpolnjuje svoje vloge pomembnega ukrepa za boljše usklajevanje zasebnega in poklicnega življenja staršev.
(6a) The revised Framework Agreement on P arental L eave signed on 18 June 2009 by the European social partners, does not adequate ly cover remuneration issues and specific types of family-related leave, and therefore does not fulfil its role as an important measure to improve the balance between private and working life for parents.
Okvirni sporazum o starševskem dopustu je pomemben vidik politike enakih možnosti, ki podpira uravnoteženo poklicno, zasebno in družinsko življenje, vendar pa določa le minimalne zahteve, zato ga je mogoče obravnavati le kot prvi korak.
The Framework Agreement on Parental Leave is an important aspect of equal opportunities policy supporting reconciliation of professional, private and family life, however it sets out only minimum requirements, so it can only be regarded as a first step measure.
(6b) V ciljih iz sklepov predsedstva Evropskega sveta v Barceloni 15. in 16. marca 2002 je zapisano, da morajo države članice odpraviti prepreke za vključevanje žensk na trg dela ter do leta 2010 zagotoviti otroško varstvo za 90 % otrok v starosti od treh let do šoloobvezne starosti in za najmanj 33 % otrok v starosti do treh let, to varstvo mora biti enako dostopno v mestih in na podeželju.
( 6b ) The objectives set out in the Presidency Conclusions of the Barcelona European Council of 15 and 16 March 2002 stated that Member States should remove disincentives to women's involvement in the labour market and aim to provide by 2010 childcare facilities for at least 90% of children between the age of three and the compulsory school age and for at least 33% of children under the age of three, and that such children should have equal access to such facilities in towns and rural areas .
(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, naj spoštujejo konvencijo Združenih narodov o pravicah otrok ter dodatne protokole, kot 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 Združenih narodov o otrokovih pravicah in njene dodatne protokole, kot 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.
Ob upoštevanju te direktive to pomeni, da je treba vsem otrokom omogočiti dojenje pri materi ter dostop do ustreznega in kakovostnega varstva v skladu z njihovimi razvojnimi potrebami.
With reference to this directive, this means ensuring that all children may be breastfed and receive appropriate care in accordance with their needs as regards development and access to adequate quality care.
(6d) Globalna strategija Svetovne zdravstvene organizacije za prehrano novorojenčkov in majhnih otrok s 16. aprila 2002, ki je bila z Resolucijo 55.25 potrjena na 55. skupščini te organizacije, navaja, da hranjenje izključno z materinim mlekom v prvih šestih mesecih otrokovega življenja zagotavlja optimalno rast in razvoj.
(6d) The World Health Organisation Global strategy on infant and young child feeding of 16 April 2002, endorsed by Resolution 55.25 of the 55 th World Health Assembly states that exclusive breastfeeding during the first six months of a child's life guarantees optimum growth and development.
Na podlagi te resolucije morajo države članice spodbujati dopuste, ki to omogočajo.
On the basis of this resolution, the Member States should encourage the provision of leave designed to fulfil this purpose.
(8a) Vsi starši imajo pravico skrbeti za svoje otroke.
(8a) All parents have the right to care for their child.
(8b) Določbe te direktive o porodniškem dopustu ne smejo biti v nasprotju z drugimi predpisi držav članic o starševskem dopustu in ta direktiva ne sme razvrednotiti teh predpisov.
( 8b ) The provisions of this Directive concerning m aternity leave should not conflict with Member States’ other rules on parental leave and this Directive should not undermine those rules.
Porodniški, očetovski in starševski dopust se dopolnjujejo in lahko vzajemno delujejo za boljše usklajevanje poklicnega in zasebnega življenja.
Maternity leave , paternity leave and parental leave are complementary and when used in combination can promote a better work-life balance .
Komisija je v svojem obrazložitvenem memorandumu umetno ustvarila razliko med porodniškim in starševskim dopustom.
In its explanatory memorandum the Commission draws an artificial distinction between maternity leave and parental leave.
Obliki se dopolnjujeta in lahko prispevata k boljši usklajenosti poklicnega in zasebnega življenja, kadar se uporabita skupaj.
Both models complement each other, and using them in combination can promote a better work- life balance.
(8c) Delavka, ki posvoji otroka, mora imeti enake pravice kot biološka mati in mora imeti možnost, da vzame porodniški dopust pod enakimi pogoji.
( 8 c ) A worker who has adopted a child should have the same rights as a natural parent and be able to take maternity leave on the same conditions.
Čeprav se področje uporabe te direktive nanaša na naravno materinstvo, nalaga posvojitev otroka materi enak obseg obveznosti, odgovornosti in težav pri usklajevanju delovnega in družinskega življenja.
Even though the scope of this Directive refer to the natural maternity becoming a mother through adoption imposes the same scope of the duties, responsibilities and difficulties in balancing work and family life
(9a) Skrb za invalidne otroke je za zaposlene matere poseben izziv, ki bi ga morala družba priznavati.
( 9a ) The care of disabled children presents a particular challenge for working mothers, which should be recognised by society.
Večja ranljivost zaposlenih mater invalidnih otrok terja, da se jim odobri dodaten porodniški dopust, katerega minimalno trajanje je treba določiti v tej direktivi.
The increased vulnerability of working mothers of disabled children means that they should be granted additional maternity leave; th is Directive should lay down the minimum period of such leave.
(10) Mednarodna organizacija dela priporoča najmanj 18 tednov porodniškega dopusta, med katerim ženska prejema nadomestilo v znesku njenega prejšnjega zaslužka.
(10) The International Labour Organization recommends a minimum duration of maternity leave of 18 weeks remunerated at the full amount of the woman's previous earnings.
Konvencija o varstvu materinstva, ki jo je Mednarodna organizacija dela sprejela leta 2000, določa šest tednov obveznega porodniškega dopusta po porodu.
The ILO Maternity Protection Convention of 2000 provides for a period of six weeks' compulsory leave after childbirth.
(10a) Da bi bil obravnavan kot porodniški dopust v smislu te direktive, mora na nacionalni ravni razpoložljiv dopust, povezan z družino, trajati dlje od obdobij, predvidenih v Direktivi 96/34/ES; nadomestilo zanj mora biti v skladu s to direktivo, veljati pa morajo tudi zagotovila iz te direktive, kar zadeva odpust, vrnitev na isto ali enakovredno delovno mesto ter diskriminacijo.
(10a) In order to be considered maternity leave within the meaning of this Directive, family-related leave which is available at national level should extend beyond the periods provided for in Directive 96/34/EC; should be remunerated as provided for in this Directive; and the guarantees laid down in this Directive in relation to dismissal, return to the same job or an equivalent post, and discrimination , should apply.
Pomembno je, da države članice, ki že imajo določbe za daljša obdobja starševskega dopusta za oba starša, lahko ohranijo te ugodne pogoje, ne da bi to vplivalo na druge države članice ali zmanjšalo učinek tega predloga direktive o podaljšanju porodniškega dopusta v vsej EU.
It is important that Member States which already have provision for longer periods of parental leave for both parents can keep their generous conditions, without this affecting other Member States or diminishing the effect of this proposal for a directive prolonging the maternity leave across the EU.
(12a) „Enakovredno“ delovno mesto iz člena 11(2)(c) pomeni delovno mesto, ki je enako prejšnjemu delovnemu mestu, tako glede prejete plače kot predvidenih nalog, kadar pa to ni mogoče, pa pomeni podobno delovno mesto, ki ustreza usposobljenosti delavke in sedanji plači.
(12a) A post termed ‘equivalent’ pursuant to Article 11(2)(c) should mean a post that is the same as the former post, as regards both the salary paid and the duties to be performed or where this is not possible, a similar post corresponding to the worker's qualifications and existing salary.
Delodajalec si mora na vsak način prizadevati, da ponovno vzpostavi prejšnje delovne pogoje delavca, v primerih pa, ko to objektivno ni mogoče, je potrebna prožnost, da se ohranijo delovne pravice.
The employer should make any effort to restore employee to the previous working conditions but in a case that it is objectively not possible the flexibility should be applicable, thus working rights preserved.
(12b) Glede na demografske spremembe v Evropski uniji je treba spodbujati višjo rodnost na podlagi posebne zakonodaje in ukrepov, ki bodo omogočili učinkovitejše usklajevanje poklicnega, zasebnega in družinskega življenja.
( 12b ) In view of demographic trends in the European Union, it is necessary to promote an increase in the birth-rate by means of specific legislation and measures to combine work, private life and family life more effectively.
(13) Zato morajo biti ženske zavarovane pred diskriminacijo zaradi nosečnosti ali porodniškega dopusta in jim mora biti omogočeno ustrezno pravno varstvo.
(13) Women should therefore be protected from discrimination on grounds of pregnancy or maternity leave, and should have adequate means of legal protection
(13) Zato morajo biti ženske zavarovane pred diskriminacijo zaradi nosečnosti ali porodniškega dopusta in jim mora biti omogočeno ustrezno pravno varstvo , da bi zaščitili njihovo pravico do dostojnih delovnih razmer ter boljše ravnotežje med družinskim in poklicnim življenjem .
(13) Women should therefore be protected from discrimination on grounds of pregnancy or maternity leave, and should have adequate means of legal protection , in order to safeguard their rights to decent working conditions and a better balance between family life and work .
(13a) V resoluciji Sveta in ministrov za zaposlovanje in socialno politiko, ki so se se stali v okviru Sveta, z dne 29. junija 2000 o uravnoteženi udeležbi moških in žensk v družinskem in poklicnem življenju 1 , so bile države članice pozvane, da preučijo, ali je v njihovih pravnih sistemih mogoče delavcem moškega spola dodeliti individualno in neprenosljivo pravico do očetovskega dopusta brez izgube pravic iz zaposlitve.
(13a) In the resolution of the Council and of the Ministers for Employment and Social Policy, meeting within the Council, of 29 June 2000 on the balanced participation of women and men in family and working life 1 , Member States were encouraged to consider whether, under their respective legal systems, working men might be granted a non-transferable individual right to paternity leave, without any loss of employment rights.
V resoluciji Sveta in ministrov za zaposlovanje in socialno politiko z dne 29. junija 2000 so bile države članice pozvane, da preučijo, ali je v njihovih pravnih sistemih mogoče delavcem moškega spola dodeliti individualno in neprenosljivo pravico do očetovskega dopusta brez izgube pravic iz zaposlitve, na kar se je večina držav članic odzvala pozitivno.
In the resolution of the Council and of the Ministers for Employment and Social Policy, meeting within the Council, of 29 June 2000 on the balanced participation of women and men in family and working life, Member States were encouraged to consider whether, under their respective legal systems, working men might be granted a non-transferrable individual right to paternity leave, without any loss of employment rights; most Member States have responded favourably.
(13b) V pomoč delavcem pri usklajevanju poklicnega in družinskega življenja je bistveno, da se zagotovi daljši porodniški in očetovski dopust, tudi v primeru posvojitve otrok, mlajših od 12 mesecev.
(13b) For the purposes of helping workers reconcile their professional and family life, it is essential to provide for longer maternity and paternity leave, including in the event of adoption of a child under the age of 12 months.
Delavci, ki posvojijo otroka, mlajšega od 12 mesecev, morajo imeti enake pravice kot biološki starši in morajo imeti možnost, da vzamejo porodniški ali očetovski dopust pod enakimi pogoji.
The worker who has adopted a child under the age of 12 months should have the same rights as a natural parent and be able to take maternity and paternity leave on the same conditions.
(13c) V pomoč delavcem pri usklajevanju poklicnega in družinskega življenja in za resnično enakost med spoloma je bistveno, da so moški upravičeni do plačanega očetovskega dopusta, ki bo razen po dolžini odobren na enaki podlagi kot porodniški dopust, s čimer bi postopno ustvarili potrebne pogoje.
( 13c ) For the purposes of helping workers to reconcile their professional and family life and to achieve true gender equality it is essential for men to be entitled to paid paternity leave, granted on an equivalent basis – except with regard to its duration – to maternity leave with a view to gradually establishing the conditions required.
Do tega bi morali biti upravičeni tudi neporočeni pari.
This entitlement should also be given to unmarried couples.
Države članice naj pretehtajo, ali njihov pravni sistem omogoča, da se zaposlenim moškim dodeli neprenosljiva individualna pravica do očetovskega dopusta brez izgube pravic iz zaposlitve.
Member States are encouraged to consider whether, under their respective legal systems, working men might be granted a non-transferable individual right to paternity leave, without any loss of employment rights.
(13d) Zaradi staranja prebivalstva Evropske unije in glede na sporočilo Komisije z dne 12. oktobra 2006 z naslovom „Demografska prihodnost Evrope, kako spremeniti izziv v priložnost“ si je treba na vse načine prizadevati za zagotovitev učinkovite zaščite materinstva in očetovstva.
(13d) In the context of the European Union's ageing population and the Commission Communication of 12 October 2006 entitled "The demographic future of Europe – from challenge to opportunity", every effort will need to be made to ensure the effective protection of motherhood and fatherhood .
Glede na demografske spremembe in potrebo po večji rodnosti je treba zagotoviti pogoje za učinkovit porodniški in očetovski dopust.
In view of demographic changes and the importance of having more children, the necessary steps must be taken to ensure effective maternal and paternal leave.
(13e) Zelena knjiga Komisije z naslovom „Odziv na demografske spremembe: nova solidarnost med generacijami“ se sklicuje na to, da imajo države članice nizko stopnjo rodnosti, ki ne zadostuje za obnavljanje prebivalstva.
( 13e ) The Commission Green paper entitled "Confronting demographic change: a new solidarity between the generations" refers to the fact that the Member States have low fertility rates, which are insufficient for the replacement of the population.
Potrebni so torej ukrepi v zvezi z razmerami na delovnem mestu za delavke pred nosečnostjo, med njo in po njej.
Measures are therefore needed for the improvement of conditions at the workplace for workers before, during and after pregnancy.
Priporočljivo je sledenje najboljšim praksam držav članic z visoko stopnjo rodnosti in ki zagotavljajo stalno sodelovanje žensk na trgu delovne sile.
It is recommended that the best practices from those Member States with high fertility rates and which ensure the continued participation of women in the labour market be followed.