natgillin/translations-raw huggingface dataset:
L. ker glede na to, da neenakost povzroča neposredne in posredne ekonomske stroške, enako obravnavanje pa ima – ravno nasprotno – konkurenčne prednosti, uresničevanje načela enakega obravnavanja pomembno strateško prispeva h gospodarskemu in socialnemu razvoju; ker si Evropska unija tudi ne more dovoliti, da bi spregledala energijo in produktivno zmožnost žensk, ki predstavljajo polovico prebivalstva,
L. whereas, given that inequalities generate direct and indirect economic costs and – on the contrary – equal treatment generates competitive advantages, the establishment of equal treatment constitutes a major strategic contribution to social and economic development; whereas, furthermore, the European Union cannot afford to dispense with the energy and the productive capacity of women, who make up half of the population,
M. ker imajo ženske tri obveznosti, in sicer povečati svojo udeležbo na trgu dela, imeti več otrok in prevzemati vse večjo odgovornost v svoji družini; ker so skoraj vedno ženske tiste, ki morajo sklepati kompromise in svoj čas prilagoditi tako, da lahko ob delu skrbijo tudi za družino, in ki so podvržene velikemu stresu in skrbi, da bi uskladile poklicno in družinsko življenje,
M. whereas women are now confronted with a triple bind, i.e. to increase their labour market participation, to give birth to more children, and to assume more and more caring responsibilities within their families; whereas it is nearly always women who are required to make the compromises necessary to fit work around the family’s needs and who experiences high levels of stress and anxiety because of the combination of working and caring roles,
N. ker na sto tisoče žensk sprejme neurejene delovne pogoje, saj nimajo druge izbire, zato ker opravljajo gospodinjska dela zunaj svojega gospodinjstva ali skrbijo za starejše člane družine,
N. whereas it is a fact that hundreds of thousands of women have no choice but to accept irregular conditions of employment, because they are domestic workers outside their own household or have caring responsibilities for elderly family members,
O. ker so delavci z atipičnimi pogodbami zaradi pomanjkanja usposabljanja, neobveščenosti o tveganju in nepoznavanja pravic bolj ogroženi kot njihovi kolegi z drugimi oblikami zaposlitve,
O. whereas workers who have non-standard contracts are often at higher risk than their colleagues in other forms of employment due to lack of training, not knowing about risks, and unawareness of rights,
P. ker bi morali vsi delavci imeti korist ustrezno zaposlitveno varnost in zaščito, ne glede na vrstno njihove pogodbe,
P. whereas all workers should benefit from adequate employment security and protection, independently of their contractual arrangements,
3. z veliko zaskrbljenostjo ugotavlja, da Komisija v zeleni knjigi sicer priznava, da sedanje tržne razmere povzročajo neenakost med spoloma, na primer kar zadeva razlike v plačilu in ločevanje po sektorjih, vendar pa popolnoma zanemarja obveznosti in dolžnosti, ki izhajajo iz sporočila Komisije z naslovom "Načrt za enakost med ženskami in moškimi" ( KOM(2006)0092 );
Notes with great concern that the Commission's Green Paper, while recognising that the current labour market conditions create gender inequality, for example in terms of the gender pay gap and occupational and sectoral segregation, totally ignores the obligations and responsibilities under the Commission comunication entitled 'A Roadmap for equality between women and men' ( COM(2006)0092 );
7. vendar obžaluje, da ni bilo posvetovanja s socialnimi partnerji, kot določa člen 138 Pogodbe ES, glede na to, da je zelena knjiga zelo pomembna za področje socialne politike;
Regrets, however, that the social partners were not consulted as foreseen by Article 138 of the EC Treaty, considering that the Green Paper clearly has important implications for the social policy field;
9. meni, da so se v zadnjem desetletju delovni odnosi, ki zaznamujejo zaposlitev in poklicno dejavnost državljanov, bistveno spremenili; ugotavlja, da je pogodba za nedoločen čas splošna oblika delovnega razmerja in jo je kot tako treba obravnavati kot referenco za skladno in dosledno uporabo načela nediskriminacije; zato meni, da bi moralo evropsko delovno pravo spodbujati sklepanje pogodb za nedoločen delovni čas kot splošno obliko zaposlitve, kjer sta zagotovljeni ustrezno socialno in zdravstveno varstvo ter se spoštujejo temeljne pravice;
Considers that the labour relations which characterise citizens’ employment and professional activity have been subject to profound changes over the course of the last decade, notes that the permanent full-time contract is the common form of the working relationship and as such should be seen as the reference for a coherent and consistent application of the principle of non-discrimination, therefore believes that European labour law should reinforce employment contracts of an indefinite duration as the general form of employment where adequate social and health protection is provided and respect for fundamental rights is ensured;
11. odločno zavrača analitični okvir, predstavljen v zeleni knjigi, po katerem je tipična pogodba o zaposlitvi za nedoločen čas zastarela ter povečuje delitev trga dela in razlike med „redno zaposlenimi“ in „zunanjimi sodelavci“, zato jo je treba obravnavati kot oviro za rast zaposlovanja in boljšo gospodarsko dinamiko;
Strongly disagrees with the analytical framework presented in the Green Paper, which claims that the standard indefinite employment contract is outdated, increases labour market segmentation and the gap between ‘insiders’ and ‘outsiders, and must therefore be regarded as an obstacle to employment growth and improved economic dynamism;
14. ugotavlja, da lahko določene oblike atipičnih pogodb – glede na to, kako dobro so vključene v delovno pravo in socialno varnost – ter zagotavljanje vseživljenjskega učenja in možnosti za usposabljanje, prispevajo k zboljšanju gospodarske konkurenčnosti EU in izpolnjevanju različnih potreb delavcev ob upoštevanju njihovega življenjskega obdobja in možnosti zaposlitve; hkrati priznava, da morajo biti atipične oblike tesno povezane s podporo delavcem, ki prehajajo z enega delovnega mesta na drugo ali iz enega v drug zaposlitveni status; opozarja tudi, da se je treba za hiter in trajnosten prehod osrediniti na dejavno ukrepanje, ki bo delavcem, ki ponovno vstopajo na trg dela, omogočilo pravico do določene stopnje dohodkovne podpore v obdobju, ki je nujno potrebno, da se z usposabljanjem in prekvalifikacijo povečajo njihove možnosti za zaposlitev;
Notes that certain forms of non-standard contracts, depending on how well they are embedded in labour and social security law, as well as the provision of lifelong learning and training opportunities, can contribute both to improving the EU’s economic competitiveness and also to for catering for different needs of workers, bearing in mind the stage of life they are at and their job prospects; at the same time recognises that non-standard forms of work must go hand in hand with support for workers who find themselves in situations of transition from one job to another, or from one employment status to another; also notes that in order to make this transition rapid and sustainable, it is necessary to focus on active intervention allowing workers who re-enter the labour market to be entitled to some level of income support during the period strictly necessary for them to become more employable through training and requalification;
26. potrjuje cilj Sveta, da je treba uporabiti vsa ustrezna nacionalna sredstva in sredstva Skupnosti za razvoj kvalificiranih, usposobljenih in prilagodljivih delavcev in trgov dela, ki bi se odzivali na izzive skupnega vpliva globalizacije in staranja evropske družbe;
Endorses the Council’s aim of mobilising all appropriate national and Community resources to develop a skilled, trained and adaptable workforce and labour markets responsive to the challenges stemming from the combined impact of globalisation and of the ageing of European societies;
28. ugotavlja, da je v več državah članicah zaradi neustrezne socialne varnosti nemogoče pridobiti pokojnino iz drugega stebra, kar pomeni dodaten pritisk na starostne pokojnine v prvem stebru;
Notes that, in many Member States, because no adequate social security exists, it is impossible to obtain a pension in the second pillar, bringing extra pressure to bear on old-age pensions in the first pillar;
31. meni, da morajo reforme delovnega prava olajšati naložbe podjetij v strokovno znanje delavcev, spodbujati delavce, da nadgradijo svoje strokovno znanje in omogočiti ukrepanje sistemov socialne varnosti za zagotavljanje takšnega pristopa;
Is of the opinion that reforms of labour law should facilitate companies' investment in the skills of their workers, stimulate workers to upgrade their own skills and guarantee the intervention of social security systems to ensure such an approach;
33. opozarja na pomanjkljivo izvajanje in uveljavljanje obstoječe evropske zakonodaje in poziva Komisijo, naj usklajuje med seboj nacionalno delovno pravo in inšpektorate za socialne zadeve; poudarja potrebo po tem, da države članice zakonodajo na področju zdravja in varnosti uskladijo z evropsko zakonodajo;
Notes the lack of proper implementation and enforcement of existing European legislation, and calls on the Commission coordinate between national labour law and social inspectorates; (ex 337)stresses the need for Member States to bring their health and safety legislation in accordance with European legislation;
36. poziva države članice, naj spodbujajo k takojšnjemu izvajanju priporočila Mednarodne organizacije dela iz leta 2006 o obsegu delovnega razmerja;
Calls on Member States to promote the implementation without delay by the Member States of the 2006 ILO Recommendation on the scope of the employment relationship;
40. poziva Komisijo, naj nadaljuje zbiranje in analizo informacij o nacionalnih trgih dela, s čimer zagotovi, da izmenjave dobre prakse v zvezi s politiko zaposlovanja v posameznih državah članicah temeljijo na zanesljivih podatkih;
Calls on the Commission to continue collecting and analysing information on national labour markets so as to ensure that exchanges of good practice in connection with the employment policies pursued in individual Member States are based on reliable data , particularly homogeneous and comparable statistics;
43. opozarja, da je prožna varnost opredeljena kot združevanje prožnosti in varnosti na trgu dela, ki prispeva k povečanju produktivnosti in kakovosti delovnih mest z zagotavljanjem varnosti, hkrati pa podjetjem omogoča prožnost, potrebno za ustvarjanje delovnih mest kot odgovor na spreminjajoče se potrebe trga; meni, da zahteve po prožnosti in varnosti niso protislovne in se medsebojno podpirajo ;
Reminds that flexicurity is defined as combining flexibility and security in the job market in a way that helps increase both productivity and the quality of jobs by guaranteeing security, while at the same time allowing firms the flexibility needed to create jobs in response to the changing needs of the market; is of the opinion that flexibility and security requirements are not contradictory and are mutually reinforcing;
47. poziva Komisijo in države članice, naj priznajo, da ima delovno pravo izjemen vpliv na ravnanje podjetij ter da je njihovo zaupanje v stalne, jasne in dobre določbe ključni element pri odločanju o ustvarjanju več boljših delovnih mest ter zato poziva države članice, da ustrezno izvajajo in poglobijo vso obstoječo zakonodajo EU, ki zadeva trge dela;
Calls on the Commission and Member States to recognise that labour law, has an immense influence on the behaviour of enterprises, and that their confidence in stable, clear and sound provisions is a key element when taking decisions to create more and better jobs and calls therefore on the Member States to implement and enforce properly all the existing EU legislation affecting labour markets;
50. poziva Komisijo, naj začne informacijsko kampanjo za delodajalce in delavce, z namenom opozoriti na minimalna pravila in predpise, ki se uporabljajo v EU ter na možen negativen vpliv dela na črno na nacionalne sisteme socialne varnosti, javne finance , lojalno konkurenco, gospodarsko uspešnost in delavce;
Calls on the Commission to launch an information campaign directed at employers and workers aimed at drawing attention to the applicable EU minimum rules and regulations and adverse effects clandestine work can have on national social security systems, public finances, fair competition, economic performance and on workers themselves;
60. poziva države članice, naj zmanjšajo omejitve dostopa na trg dela ter tako izboljšajo mobilnost delavcev v EU, kar bo omogočilo hitrejšo uresničitev ciljev lizbonske strategije hitreje dosežejo;
Calls on the Member States to remove the restrictions on access to their labour markets and thus improve worker mobility within the EU, thereby enabling the goals of the Single Market and the Lisbon Strategy to be achieved more swiftly;
Namen zelene knjige Komisije o posodabljanju delovnega prava za soočanje z izzivi 21. stoletja je začeti javno razpravo v EU o tem, kako posodobiti delovno pravo, da bo lahko izpolnilo glavne izzive, ki jih prinašata zlasti globalizacija in staranje evropske družbe.
The aim of the Commission's Green Paper on 'Modernising labour law to meet the challenges of the 21st century' is to launch a public debate in the EU on how labour law can be modernised to meet the main challenges deriving above all from globalisation and the ageing of European societies.
Bistveno je, da delovno pravo obravnava ta vprašanja, če želimo doseči najpomembnejša cilja lizbonske strategije – da EU postane najbolj konkurenčno gospodarstvo na svetu do leta 2010 in da se dosežejo visoke stopnje zaposlenosti.
Moving labour law in this direction seems to be vital if the two most important aims of the Lisbon Strategy - making the EU the world's most competitive economy by 2010 and creating high levels of employment - are to be achieved.
Ker je rast zaposlenosti mogoča le skupaj z gospodarsko rastjo, se morajo pri posodobitvi delovnega prava upoštevati pričakovanja delavcev in delodajalcev.
Since growth in employment is possible only in combination with economic growth, modernisation of labour law must take into account the expectations of both workers and employers.
V Evropski uniji, v kateri kulturo spora – filozofsko podlago delovnega prava, ki je bila prvotno namenjena varstvu šibkejše strani v delovnem razmerju – postopno zamenjuje kultura sodelovanja, ta pričakovanja niso povsem različna.
In fact, these are not completely divergent in the European Union, where a culture of conflict - the philosophical basis of labour law, which was originally intended to protect the weaker party in the employment relationship - is gradually being replaced by a culture of cooperation.
Sedanji skupni cilj delavcev in delodajalcev je sposobnost, da se prilagodijo spremenljivim razmeram zaradi hitrega tehnološkega razvoja, večje konkurenčnosti – ki je posledica globalizacije in spremenljivega povpraševanja potrošnikov – in zaradi zelo hitrega razvoja storitvenega sektorja.
At present, the shared aim of workers and employers is to be able to adapt to changing conditions stemming from rapid technological development, increased competitiveness - a consequence of both globalisation and changing consumer demand - and also from the very swift development of the services sector.
Ob upoštevanju teh dejavnikov je Evropski svet na vrhu v Hampton Courtu oktobra 2005 sprejel sporočilo Komisije o evropskih vrednotah v globaliziranem svetu, ki poziva države članice k uporabi aktivne politike trga dela ter spodbujanju prožnosti in prilagodljivosti, oblikovanih „tako, da bi zaščitili ljudi namesto delovnih mest“.
At the Hampton Court Summit in October 2005, taking these factors into account, the European Council adopted, a Commission communication on European values in a globalised world, which called on the Member States to apply active labour market policies and promote flexibility and adaptability designed 'to protect people rather than jobs'.
Sporočilo opozarja tudi na to, da je treba izboljšati regulativno okolje na ravni EU in nacionalni ravni, „da bi se podjetja in državljani osvobodili nepotrebnih stroškov in upravnih ovir“.
The communication also pointed to the need to improve the regulatory environment at EU and national level, so as to 'free businesses and citizens from unnecessary costs and red tape'.
Zdi se, da je zelena knjiga nadaljevanje razmišljanja, v skladu s katerim je bistveno oblikovati prožnejši okvir delovnega prava.
The Green Paper appears to be a continuation of the line of thinking which holds that the creation of a more flexible labour law framework is essential.
To ne pomeni korenitega odmika od obveznih standardov varnosti zaposlitve, ampak je morda zato treba spremeniti kakovost teh standardov, ki se kaže v prehodu s koncepta „varnosti delovnega mesta“ na „varnost zaposlitve“ in s pojma „varnost zaradi delovnega mesta“ na „varnost delovnega mesta“.
This does not mean a radical retreat from compulsory standards of employment security, but may require changes in the quality of those standards reflected in a change from the concept of 'job security' to that of 'employment security' and from the notion of 'security with a job' to that of 'security of a job'.
Delovno pravo, namenjeno zlasti zaščiti delavcev v standardnem delovnem razmerju na podlagi pogodb za nedoločen čas, ne bo tistih, ki niso v običajnem delovnem razmerju, odvrnilo od prožnega odziva na potrebe trga.
Labour law geared essentially to protecting workers employed under standard labour relations based on permanent labour contracts will not deter those not in conventional employment from responding flexibly to market needs.
Prestroga ureditev trga dela negativno vpliva na gospodarsko rast in rast zaposlenosti in hkrati odvrača delodajalce od tega, da bi ponudili zakonito delo, ter spodbuja delodajalce in delavce k vključitvi na črni trg.
Over-strict regulation of the labour market has adverse effects on economic growth and growth in employment, deterring employers from offering legal work and encouraging both employers and workers to resort to the black market.
Zaradi neprožnosti delovnega prava se razvijejo tudi nadomestne oblike zaposlovanja, ki po statističnih podatkih povečujejo zaposlitvene možnosti oseb, ki so na začetku delovne poti, in tistih, ki so dosegli upokojitveno starost ali se želijo vrniti na delo po prekinitvi.
Lack of flexibility in labour law also results in the development of alternative forms of employment which, as statistical data show, increase job opportunities for persons beginning their working life, as well as those of retirement age or wishing to return to work after a break.
Poleg tega takšne oblike mladim študentom ali staršem, ki vzgajajo otroke, omogočajo, da preprosto združijo delo s študijem ali družinskim življenjem.
These also provide young students or parents bringing up children with an easy way of combining work with study or family life.
Glede na vedno večjo priljubljenost takšnih oblik zaposlovanja in njihov pozitivni vpliv pri zagotavljanju, da oseba lažje vstopi na trg dela in na njem ostane, jih je treba v delovnem pravu upoštevati ter hkrati zaščititi zadevne delavce pred diskriminacijo in zagotoviti, da se ohranijo nekatere minimalne pravice, ki se določijo glede na tradicijo ter socialne in gospodarske razmere v posamezni državi članici.
Given the growing popularity of such forms of employment, as well as their favourable effects as regards making it easier to enter and stay in the labour market, labour law must respect them, while at the same time protecting the workers concerned from discrimination and ensuring the maintenance of certain minimum rights, to be determined according to the traditions and social and economic conditions of each Member State.
Vendar si pri tem ni treba prizadevati za odpravo razlik med tradicionalnimi in nadomestnimi oblikami zaposlovanja.
However, there is no need to seek to eliminate the differences between traditional and alternative forms of employment.
Določitev skupnih minimalnih zaposlitvenih standardov za vse oblike zaposlovanja bi bila zelo težka, zaradi nje pa bi lahko nastale tudi dodatne ovire za dostop veliko družbenih skupin, vključno z najbolj ranljivimi za marginalizacijo, do zakonitega trga dela.
Establishing common minimum employment standards for all forms of employment would not only be very difficult, but could lead to the erection of further barriers to access to the legal labour market for many social groups, including those most vulnerable to marginalisation.
Določevanja novih enotnih standardov in opredelitev na ravni Unije se je treba lotiti zelo pazljivo.
The creation of new uniform standards and definitions at Union level should be approached with particular restraint.
Razlike med državami članicami so tako velike, da bi se lahko z določitvijo takšnih enotnih ukrepov zmanjšala gospodarska učinkovitost, kar bi negativno vplivalo na stopnje zaposlenosti.
The differences between Member States are so great that introducing such uniform measures could have the effect of reducing economic efficiency and thus adversely affecting employment levels.
Evropska unija ima zelo veliko predpisov, ki urejajo trg dela, zato sprejetje novih ni potrebno.
The European Union has an impressive array of regulations governing the labour market and there is no need to introduce new ones.
Kljub temu je treba rutinsko pregledati sedanjo zakonodajo, da se oceni njen vpliv na delovanje podjetij, zlasti mala in srednje velika podjetja, in na stopnje zaposlenosti v Uniji.
However, there is a need for a routine review of existing legislation to gauge its impact on the operation of enterprises, particularly SMEs and on employment levels in the Union.
V zvezi s tem bi bilo nedvomno pozitivno, da bi države članice sprejele drznejšo politiko za dokončno oblikovanje enotnega trga, ki bi bila usmerjena zlasti v prosti pretok delavcev in storitev.
In this connection, it would undoubtedly be useful for the Member States to adopt a bolder policy aimed at completing the single market, with particular reference to the free movement of workers and services.
S prizadevanjem institucij Skupnosti je treba odpraviti ovire in težave, ki se pojavljajo na nadnacionalni ravni, ker še naprej ovirajo večjo mobilnost evropskih državljanov, ki je bistvena za gospodarsko rast in zato za zaposlovanje.
The efforts undertaken by the Community institutions should result in the removal of barriers and difficulties arising at supranational level, since these continue to be a major factor hampering the growth of mobility for European citizens, which is crucial to economic growth and hence to employment.
Odprta metoda usklajevanja mora biti okvir za bolj dinamične izmenjave pozitivnih izkušenj držav članic v zvezi z aktivno politiko trga dela.
The open method of coordination should serve as a framework for more dynamic exchanges of positive experience by Member States in the field of active labour market policies.
Komisija v svojem poročilu o zaposlovanju v Evropi iz leta 2006 obravnava prožnost in varnost na trgih dela v EU ter izrecno opozarja, da zagotavljanje ustreznega usposabljanja za brezposelne tem osebam dolgoročno znatno bolj pomaga pri tem, kako naj ravnajo na trgu dela.
The Commission, in its report on Employment in Europe 2006, deals with flexibility and security in EU labour markets and explicitly points out that, from a long-term prospective, providing competent training for people without work has a much greater positive influence in helping them cope in the labour market.
Zato je treba večjo pozornost nameniti dostopnosti in kakovosti usposabljanja za delavce in brezposelne.
Hence greater emphasis must be placed on the availability and quality of training both for workers and the unemployed.