natgillin/translations-raw huggingface dataset:
Direktivo 92/85/EGS je treba ustrezno revidirati v korist zaposlenim ženskam tako, da se zaščiti vloga mater in očetov, zlasti z ukrepi za spodbujanje moških k prevzemanju družinskih odgovornosti.
Directive 92/85/EEC should accordingly be revised for the benefit of working women by protecting the roles of mothers and fathers, not least through measures to encourage men to shoulder family responsibilities.
Vključevanje obeh staršev v otrokovo življenje od samega začetka dalje je bistvenega pomena za zdrav telesni, čustveni in duševni razvoj otroka.
The involvement of parents in a child’s life, right from the start, is vital for the child’s healthy physical, emotional, and mental development.
Zakonodaja Skupnosti mora zato zagotoviti koriščenje neprenosljivega plačanega očetovskega dopusta hkrati s porodniškim dopustom.
That is why Community legislation should also provide specifically for non-transferrable paid paternity leave, to be taken at the same time as maternity leave.
Upravičenost do dopusta bi morala veljati tudi za posvojitve, pri čemer bi si morala partnerja tovrstni dopust razdeliti.
Adoption should likewise carry an entitlement to leave, which the two partners in the couple concerned should split between them.
Trajanje porodniškega dopusta
Duration of maternity leave
Ker je 18-tedenski porodniški dopust v številnih državah članicah že zagotovljen, pomeni njegovo štiritedensko podaljšanje (s trenutnih 14 tednov na predlaganih 18) majhno spremembo, ki najverjetneje ne bo imela velikega vpliva na veljavno zakonodajo držav članic.
Given that 18 weeks’ maternity leave is already granted in many Member States, the four-week increase (from the present 14 weeks to the proposed 18) amounts to a modest change that is unlikely to have a great impact on the Member States’ current legislation.
Svetovalni odbor za enake možnosti žensk in moških priporoča podaljšanje porodniškega dopusta na 24 tednov.
The Advisory Committee on Equal Opportunities for Women and Men is recommending that the leave be increased to 24 weeks.
Po poročevalkinem mnenju bi obdobje dvajsetih tednov ženskam omogočilo, da bi si opomogle po porodu in da bi lahko dojile ter vzpostavile trdno vez z otrokom.
The rapporteur believes that 20 weeks’ leave would be appropriate to the extent that it would give women time to recover from their confinement, encourage breastfeeding, and enable a mother to forge a strong bond with her child.
Minimalno trajanje dopusta po porodu je treba tudi podaljšati na osem tednov, da bi ženske spodbujali k čim daljšemu dojenju.
The minimum post-natal leave should likewise be raised to eight weeks so as to encourage women to breastfeed for as long as possible.
Predlog Komisije namreč ne vsebuje določb o dojenju.
As it happens, the Commission proposal does not contain any provisions on breastfeeding.
Poročevalka ob upoštevanju priporočila Svetovne zdravstvene organizacije A55/15, ki opozarja na pomen dojenja v prvih mesecih življenja, in člena 10 konvencije Mednarodne organizacije dela št. 183 iz leta 2000, ki priporoča, da mora biti ženska za potrebe dojenja upravičena do enega ali več odmorov dnevno ali do krajšega delovnika, vztraja pri skrajšanju delovnega časa za vključitev dojenja, brez kakršne koli izgube pravic.
Bearing in mind WHO recommendation A55/15, which points to the importance of breastfeeding in the first months of life, and Article 10 of ILO Convention No 183, dating back to 2000, which recommends that, to allow time for breastfeeding, a woman should be entitled to one or more breaks a day or to shorter working hours, the rapporteur maintains that working time should be reduced in order to accommodate breastfeeding, without entailing any loss of privileges.
V skladu s predlogom Komisije morajo ženske na porodniškem dopustu prejemati polno plačilo, to je znesek, ki ustreza njihovi zadnji mesečni plači ali povprečni mesečni plači.
As laid down in the Commission proposal, women on maternity leave should be paid their full salary, that is to say, an amount equivalent to their last monthly salary or the average monthly salary.
Vendar ta določba ni obvezna.
That provision, however, is not mandatory.
Izplačilo polne plače ženskam na porodniškem dopustu zagotavlja, da zaradi odločitve za otroke niso finančno prikrajšane.
Payment of their full salary to those on leave is a way of ensuring that women will not lose out financially because they have decided to have children.
Prepoved odpusta
No dismissal
Spremembe v zvezi s prepovedjo odpusta in pravicami delavk so nasploh dobrodošle.
The changes relating to the ban on dismissal and to workers’ rights are welcome on the whole.
Enake pravice bi morale veljati tudi za očete na očetovskem dopustu.
The same entitlements should extend to fathers on paternity leave.
V skladu s predlogom Komisije delavke ni dovoljeno odpustiti v obdobju od začetka nosečnosti do šestih mesecev po zaključku porodniškega dopusta; slednje obdobje bi bilo treba podaljšati na eno leto, saj se morajo ženske mnogokrat prilagoditi novim delovnim razmeram, za kar potrebujejo čas.
Under the Commission proposal, a worker may not be dismissed in the time-span from the start of her pregnancy to six months after the end of her maternity leave; the latter period should be increased to a year, given that women will in many cases have to adapt to a new work situation and will need time to do so.
Poročevalka podpira spremembe na tem področju, vključno s pravico delavke do vrnitve na isto ali enakovredno delovno mesto in njeno upravičenostjo do morebitnih izboljšav, izvedenih med njeno odsotnostjo.
The rapporteur supports the changes made in this area, including the right for a worker to return to the same job or an equivalent post and benefit from any improvements brought about in her absence.
Po drugi strani zavzema stališče, da bodo potrebni zaščitni ukrepi za zagotovitev, da bo delovno mesto, ki velja za enakovredno, enako prejšnjemu delovnemu mestu, tako glede prejete plače kot tudi predvidenih nalog.
On the other hand, she takes the view that safeguards will be required in order to ensure that a post termed ‘equivalent’ will be essentially the same as the former job, both as regards the salary paid and as regards the duties to be performed.
Prilagodljiv delovni čas
Flexible working patterns
Po mnenju poročevalke je pomembno, da ima delavka, ki se vrne s porodniškega dopusta, možnost svojega delodajalca prositi za spremembo delovnega časa ali oblike dela.
The rapporteur believes it to be important that a worker, once she has come back from maternity leave, should be allowed to ask her employer to change her working hours or form of work.
Delodajalci bodo morali te zahtevke obravnavati in jih v primeru, da so upravičeni, tudi odobriti.
Employers will be required not just to consider such requests, but to approve them when they are justified.
Enaka pravica bi morala veljati tudi za očete, da bi tako spodbudili ženske in moške k skupnemu prevzemanju družinskih odgovornosti.
The same right should be applied to fathers so as to encourage women and men to share family responsibilities.
Dejstvo, da te določbe uporablja več žensk kot moških, povzroča neravnovesje med spoloma, kar neugodno vpliva na položaj žensk na delovnem mestu in na njihovo ekonomsko odvisnost.
The fact that more women than men make use of these provisions creates an imbalance between the sexes, leading to adverse repercussions in terms of women’s situation at work and their economic dependence.
Poročevalka meni, da je treba dodati določbo, s katero bi bile noseče delavke in delavke, ki so pred kratkim rodile ali dojijo, ter očetje na očetovskem dopustu upravičeni do zavrnitve nadurnega dela.
The rapporteur considers it essential to add a provision whereby pregnant workers and those who had recently given birth or were breastfeeding, along with fathers on paternity leave, would be entitled to refuse to work overtime.
Zdravje in varnost
Health and safety
Delodajalcem ni treba ukrepati, dokler ne izvejo, da je delavka noseča, kar je navadno v sedmem ali osmem tednu.
Employers do not have to take any steps until they have been informed that a worker is pregnant, which normally happens in about the seventh or eighth week.
Tveganje nepravilnosti ploda pa je največje v prvih tednih nosečnosti.
However, the risk of foetal malformation is greatest during the first weeks of gestation.
Poročevalka meni, da je to razlog za zaskrbljenost, in zavzema stališče, da nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo, ni mogoče obravnavati izolirano.
The rapporteur considers this to be a cause of concern and takes the view that pregnant workers and those who have recently given birth or are breastfeeding cannot be dealt with in isolation.
Ocena učinka
Impact study
Poročevalka meni, da je treba natančno oceniti stroške in prednosti občutnega podaljšanja porodniškega dopusta tako za ženske kot za družbo.
The rapporteur believes that the costs and benefits entailed, for both women and society, in substantially longer maternity leave need to be gauged accurately.
MNENJE Odbora za zaposlovanje in socialne zadeve (*)
OPINION OF THE COMMITTEE ON EMPLOYMENT AND SOCIAL AFFAIRS (*)
Pripravljavka mnenja: (*)
Rapporteur: (*) Jamila Madeira
Predlog temelji na členu 137(2) in členu 141(3) Pogodbe o ES.
The proposal is based on Articles 137(2) and 141 (3) of the EC Treaty.
Čeprav direktiva 92/85/EGS temelji na členu 118a Pogodbe o ES (zdaj člen 137) in je posebna direktiva v okviru direktive 89/391/EGS o varnosti in zdravju, se kot pravna podlaga za ta predlog doda tudi člen 141 ES.
Although Directive 92/85/EEC is based on Article 118a of the EC Treaty (now Article 137) and is an individual Directive under the framework of the Directive on Health and Safety (Directive 89/391/EEC), Article 141 EC is added to the legal basis of this proposal.
Porodniški dopust je bistven za varstvo zdravja in varnosti nosečih delavk oziroma delavk, ki so pred kratkim rodile.
Maternity leave is essential for the protection of the health and safety of pregnant workers or workers who have recently given birth.
Zaščita pred odpustom ali diskriminacijo zaradi nosečnosti ali materinstva in nadomestilo med porodniškim dopustom prispevata k varstvu zdravja in varnosti žensk.
The protection from dismissal or discrimination due to pregnancy or motherhood is instrumental for the protection of women's health and safety, as well as the remuneration of maternity leave.
Vendar so pravila o porodniškem dopustu, njegovem trajanju, nadomestilu ter pravicah in dolžnostih žensk, ki so na porodniškem dopustu ali so se z njega vrnile, tesno povezana z izvajanjem načela o enakih možnostih ter obravnavi žensk in moških, ki ga določa člen 141(3).
But the rules pertaining to maternity leave, its length, remuneration and the rights and obligations of women taking maternity leave or returning from it are also intrinsically linked to the application of the principle of equal opportunities and equal treatment between women and men as established in Article 141(3).
Zato sta pravni podlagi za ta predlog združeni.
Therefore the legal bases for this proposal are combined.
Odbor za zaposlovanje in socialne zadeve se je na podlagi svojih pristojnosti osredotočil predvsem na sledeče teme.
The Committee on Employment and Social Affairs has, within its areas of responsibility, given special consideration to the following points:
Delitev obveznosti
Sharing responsibilities
Izredno pomembno je, da si ženske in moški skrb za otroke delijo že od njihovega rojstva, moškim pa je treba tudi dati možnosti, da prevzamejo to nalogo.
It is vitally important that women and men share the responsibility for children from the time of birth and it is also important that men be given an opportunity to take on this responsibility.
Sedanja direktiva ne omogoča vključitve očetovskega dopusta, zato Evropski parlament poudarja, da je potrebna tudi direktiva na tem področju, da bi bile zagotovljene enake možnosti in delitev obveznosti.
As there is no provision in this directive for the inclusion of paternity leave, the European Parliament wishes to stress the need for a directive on the subject that can ensure equal opportunities and the sharing of responsibilities.
Da bo zagotovljena delitev obveznosti, bo treba ta predlog direktive obravnavati tudi na prihodnjih razpravah o direktivi o starševskem dopustu ter direktivi o enakem obravnavanju samozaposlenih delavk in delavcev.
Moreover, with a view to ensuring that responsibilities are shared, this proposal for a directive should be considered as a part of the future discussions on the directive on parental leave and the directive on equal treatment of men and women as self-employed workers.
Delavske pravice nosečih delavk
Employment rights of pregnant workers
V našem odboru smo prepričani, da bo predlog spremembe direktive 92/85/EGS okrepil delavske pravice nosečih delavk.
The Committee on Employment is convinced that the proposed amendment of Directive 92/85/EEC will provide support for the employment rights of pregnant women.
Vendar menimo, da spremenjeno besedilo, ki bo vsebovalo le predloge sprememb Komisije, ne pa tudi Odbora za zaposlovanje in socialne zadeve ter sprejete dopolnilne ukrepe socialnih partnerjev na evropski ravni, ne bo v celoti prispevalo k boljšemu usklajevanju poklicnega, zasebnega in družinskega življenja ter ponovnemu vključevanju žensk na trg dela.
However, we are convinced that, without the amendments proposed below by the Committee on Employment and Social Affairs and the supplementary measures adopted by the social partners at European level, the amended text will not fully contribute to enhancing the compatibility of working, private and family life and helping women to return to employment.
Podaljšanje minimalnega obdobja porodniškega dopusta, ki vključuje tudi obvezni porodniški dopust
Extension of minimum maternity leave, including a compulsory period
Ocena učinka je pokazala, da se položaj nosečih delavk na trgu dela ne bo optimalno izboljšal samo s podaljšanjem porodniškega dopusta ter z vključitvijo obveznega obdobja po porodu.
The impact assessment shows that extending maternity leave and providing for such a compulsory period following the child's birth will not, in itself, have an ideal impact on the position of pregnant women on the labour market.
Podaljšanje porodniškega dopusta bo treba tudi združiti z drugimi ukrepi, na primer z učinkovitim dopustom za nego in varstvo otroka ali drugimi ukrepi (kot so zagotovitev storitev varstva otrok v skladu z zavezami, sprejetimi v sklopu ciljev iz Barcelone).
It will need to be combined with other measures, such as effective parental leave or other provisions (e.g. childcare facilities, in accordance with commitments under the Barcelona objectives).
Zato je sprememba predloga direktive 92/85/EGS zgolj prvi korak v pravi smeri.
Amending Directive 92/85/EEC should therefore be seen merely as a first step in the right direction.
Zaščita poklicnih možnosti
Safeguarding career prospects
V predlaganih spremembah direktive 92/85/EGS se navaja, da imajo delavke v smislu člena 2 pravico, da se vrnejo na svoja delovna mesta ali enakovredna delovna mesta, kjer pogoji niso slabši, in pravico do izboljšanja delovnih pogojev, do katerih bi bile upravičene med svojo odsotnostjo (člen 2(3)(b)).
The amendments tabled to Directive 92/85/EEC mention that workers have a right, 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 (Article 2(3)(b)).
Delavke so odsotne z dela osemnajst tednov in v tem času se lahko izredno poslabšajo njihove poklicne možnosti.
Such workers remain outside the labour market for 18 weeks, and this may lead to a serious break in their career prospects.
Da se to prepreči, jim je treba zagotoviti tudi možnosti usposabljanja in izobraževanja.
An additional effort will need to be made in the field of education and training to ensure that the legitimate career prospects of these workers are not adversely affected.
Pravice samozaposlenih delavk
Rights of self-employed workers
Čeprav predlog direktive ščiti samo pravice zaposlenih delavk z bojem proti diskriminaciji in zagotavljanjem enakih možnosti, bodo morale države članice zagotoviti, da bodo pravice iz te direktive veljale tudi za samozaposlene delavke.
Although the proposal for a directive only protects employees with a view to combating discrimination and ensuring equal opportunities, Member States will need to ensure that self-employed women enjoy the same rights.
Vloga socialnih partnerjev
Role of the social partners
Socialni partnerji na evropski ravni (BusinessEurope (UNICE), CEEP in ETUC) so 14. decembra 1995 sklenili sporazum o starševskem dopustu, ki se izvaja z direktivo Sveta 96/34/ES z dne 3. junija 1996.
On 14 December 1995, the social partners at European level (Business Europe(UNICE), the CEEP and the CES) concluded an agreement on parental leave, which was implemented by Council Directive 96/34/EC of 3 June 1996.
Ta direktiva določa minimalne pogoje glede starševskega dopusta kot pomembne dejavnike pri usklajevanju poklicnega in družinskega življenja ter spodbujanju enakih možnosti in enakega obravnavanja moških in žensk.
This directive lays down minimum rules governing parental leave, as an important means of reconciling working life with family life and promoting equal opportunities and treatment for men and women.
Ker predlogi sprememb direktive 92/85/EGS navajajo vrnitev delavk na delovno mesto (odstavki 2, 3, 4 in 5 člena 2), je treba posebno pozornost nameniti tudi razmeram, ki dejansko omogočajo ponovno vključitev delavk na trg dela.
As the proposed amendments to Directive 92/85/EEC mention the right of workers to return to work (Article 2(2), (3), (4) and (5)), special consideration should also be given to the circumstances under which workers can in practice return to work.
S tem je na primer povezana potreba po učinkovitem zagotavljanju storitev varstva otrok, da se jim zares omogoči vrnitev na njihovo delovno mesto.
This is linked, for example, to the need to ensure effective childcare so that workers can in fact return to work.
Odbor za zaposlovanje in socialne zadeve Odbor za pravice žensk in politiko enakih možnosti kot pristojni odbor, da v svoje poročilo vključi naslednje predloge sprememb:
The Committee on Employment and Social Affairs calls on the Committee on Women's Rights and Gender Equality, as the committee responsible, to incorporate the following amendments in its report:
(6c) Sporočilo Komisije z naslovom "Strategiji EU o otrokovih pravicah naproti" s 4. julija 2006 opredeljuje pravice otrok kot prednostno nalogo EU, države članice pa poziva, da 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 .
(8a) Porodniški dopust po tej direktivi ni v nasprotju s starševskim dopustom ali ureditvijo starševskih dopustov v državah članicah in nikakor ni namenjen temu, da bi se te ureditve obšle.
(8a) Maternity leave under this Directive should not conflict with Member States’ other rules on parental leave and there is no intention to circumvent those models.
(12a) „Enakovredno“ delovno mesto iz člena 11(2)(c) se opredeli tako, da bo enako prejšnjemu delovnemu mestu, tako glede prejete plače kot predvidenih nalog.
(12a) A post termed ‘equivalent’ pursuant to Article 11(2)(c) should mean that such a post is essentially the same as the former job, as regards both the salary paid and the duties to be performed.
(13a) Zaradi staranja prebivalstva Evropske unije in v kontekstu sporočila 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.
(13a) 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.
(18a) Države članice v svojem nacionalnem pravnem sistemu uvedejo ustrezne ukrepe za zagotovitev dejanskega in učinkovitega nadomestila oziroma povračila škode delavki v primeru kršitve obveznosti iz te direktive v skladu z nacionalnimi pravnimi predpisi, in sicer na odvračilen način in sorazmerno z utrpljeno škodo;
(18a) Member States should introduce into their national legal systems measures to ensure real and effective compensation or reparation, as they consider to be appropriate, for any harm caused to a worker by any breach of the obligations under this Directive, in a way which is dissuasive and proportionate to the damage suffered.
Člen 1 – točka 1 (novo)
Article 1 – point -1 (new)
Namen direktive je med drugim izboljšati z delom povezane pogoje za noseče delavke in delavke, ki so pred kratkim rodile in ostajajo na trgu delovne sile ali se nanj vračajo, ter doseči boljše usklajevanje poklicnega, zasebnega in družinskega življenja.“
"1a.This Directive also aims to improve the work-related conditions for pregnant workers and workers who have recently given birth, who remain or return to the labour market, and to achieve a better reconciliation of professional, private and family life."
Dodatni pododstavek širi področje uporabe direktive in omogoča vključitev vprašanj, kot so prožne oblike dela, očetovski dopust itd.
The additional subparagraph aims at widening the scope of the Directive and allows for including issues such as flexible working arrangements, paternity leave, etc.
V členu 2 se točka a nadomesti z naslednjim:
In Article 2, point a is replaced by the following:
„(a) noseča delavka pomeni nosečo delavko , tudi gospodinjsko pomočnico, ki svojega delodajalca obvesti o svojem stanju v skladu z nacionalno zakonodajo in/ali nacionalno prakso;“
"(a) pregnant worker shall mean a pregnant worker , including a domestic worker, who informs her employer of her condition, in accordance with national legislation and/or national practice;"
Okvirna direktiva o zdravju in varnosti izključuje gospodinjske pomočnice.
The Framework Directive on health and safety excludes domestic workers.
Treba jih je izrecno vključiti v varstvo materinstva.
However, they should be included explicitly in maternity protection.
V členu 2 se točka b nadomesti z naslednjim:
In Article 2, point b is replaced by the following:
„(b) delavka, ki je pred kratkim rodila, pomeni delavko, tudi gospodinjsko pomočnico, ki je rodila pred kratkim v smislu nacionalne zakonodaje in/ali nacionalne prakse in ki v skladu s to zakonodajo in/ali prakso svojega delodajalca obvesti o svojem stanju;“
"(b) worker who has recently given birth shall mean a worker , including a domestic worker, who has recently given birth within the meaning of national legislation and/or national practice and who informs her employer of her condition, in accordance with that legislation and/or practice;"
V členu 2 se točka (c) nadomesti z:
In Article 2, point c is replaced by the following:
„(c) delavka, ki doji, pomeni delavko , tudi gospodinjsko pomočnico , ki jo za tako šteje nacionalna zakonodaja in/ali nacionalna praksa in ki v skladu s to zakonodajo in/ali prakso svojega delodajalca obvesti o svojem stanju.“
"(c) worker who is breastfeeding shall mean a worker , including a domestic worker, who is breastfeeding within the meaning of national legislation and/or national practice and who informs her employer of her condition, in accordance with that legislation and/or practice."
Člen 1 – točka (-1 d) (novo)
Article 1 – point -1 d (new)
V člen 3(1) se doda naslednji pododstavek:
In Article 3(1), the following subparagraph is added: