natgillin/translations-raw huggingface dataset:
„Izbira pravne podlage na osnovi člena [157] Pogodbe... povzroča težave.
“ Le choix de la base juridique fondée sur l'article [157] du Traité ... pose problème.
Direktiva iz leta 1992 je temeljila na členu [153] Pogodbe ES, ki določa varovanje zdravja in varnosti delavcev.
La directive de 1992 était fondée sur l'article [153] du Traité CE relatif à la protection de la santé et de la sécurité des travailleurs.
Člen [157] se nanaša na načelo enakosti obravnavanja in enakih možnosti za ženske in moške.
L'article [157] concerne le principe de l'égalité de traitement et de l'égalité des chances entre hommes et femmes.
Ob teh trditvah se porajata dve vprašanji: prvič, ali je treba določiti, da obstaja neposredna povezava med pojmom enakosti med moškimi in ženskami in namenom direktive?
First, it is necessary to determine whether or not there exists a direct link between the notion of equality as between men and women and the object of the directive.
Če na vprašanje odgovorimo pritrdilno, ali je primerno členu 153(2) dodati člen 157(3), saj je vprašanje enakosti med moškimi in ženskami pri zaposlovanju in delu prisotno v obeh členih.
If this question is answered in the affirmative, it will then be necessary to determine whether it is appropriate to add Article 157(3) to Article 153(2) given that the question of equality as between men and women as regards employment and work is present in both those articles.
Ali obstaja povezava med namenom direktive in vprašanjem enakosti med moškimi in ženskami?
Is there a link between the object of the directive and the question of equality as between men and women?
Namen direktive je zaščititi noseče delavke, delavke, ki so pred kratkim rodile, in tiste, ki dojijo.
The directive in question is intended to protect women workers when they are pregnant, have recently given birth or are breastfeeding.
Ker so takšna stanja po naravi značilna za ženske, se direktiva nanaša le na ženske, oziroma vsebuje določbe, ki so namenjene le ženskam.
Since, in the nature of things, those situations are peculiar to female biology, the directive concerns only women or contains provisions solely intended for women.
Trditev, da direktiva ne obravnava vprašanj enakosti med moškimi in ženskami, se na prvi pogled zdi vzdržna, vendar to ni tako.
At first glance, the argument that the directive does not deal with questions of male/female equality seems tenable, but this is not the case.
Glede na sodno prakso izbira pravne podlage „ ne more temeljiti zgolj na prepričanju določene institucije “
According to the case-law, the choice of legal basis for a measure "may not depend simply on an institution’s conviction"
Zadeva 45/86 Komisija proti Svetu („Generalised Tariff Preferences“ (Splošni tarifni preferenciali)) [1987], ZOdl 1493, odst.
Case 45/86 Commission v. Council ("Generalised Tariff Preferences") [1987] ECR 1493, at para.
11. , temveč „ mora sloneti na objektivnih dejavnikih, ki so lahko predmet sodne revizije ...
11. but " must be based on objective factors which are amenable to judicial review ....
Med takšne dejavnike spadata zlasti namen in vsebina ukrepa “
Those factors include in particular the aim and content of the measure"
Ob upoštevanju številnih dokazov, najdenih v direktivi in v njenem splošnem ozadju, je povsem očitno, da je direktiva globoko povezana z vprašanjem enakosti med moškimi in ženskami.
Indeed, having regard to a large range of evidence found both in the directive itself and in its general context, it is manifestly clear that the directive is profoundly linked to the question of male/female equality.
Trditi nasprotno ne bi imelo smisla in bi pomenilo zgolj napačno razumevanje pomena in cilja predlagane direktive.
To hold the contrary would make no sense and would amount to a misunderstanding of the sense and aim of the proposed directive.
Opredelitve in splošni okvir
Definitions and general framework
Zdi se, da je v pojmu enakosti napačno razumevanje globoko zakoreninjeno.
It seems that the misunderstanding is rooted in the notion of equality.
Člen 157(3) določa sprejetje ukrepov „ za zagotovitev uporabe načela enakih možnosti in enakega obravnavanja moških in žensk glede zaposlovanja in poklica “ .
Article 157(3) provides for the adoption of measures “ to ensure the application of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation” .
Že formulacija člena nakazuje, da ima lahko enakost različne oblike.
The very formulation of that article indicates that equality may assume several forms.
V tem primeru gre za vprašanje enakosti obravnavanja in možnosti.
In this case, it is a question of equality of treatment and equality of opportunity.
Moških in žensk ni dovolj le enako obravnavati, treba jim je tudi nuditi enake možnosti ter jih ne prikrajšati oziroma jim dati manjše ali večje možnosti glede na to, ali pripadajo določenemu spolu.
Men and women must not only be treated equally, they must also be afforded the same opportunities, or not be disadvantaged or have lesser or greater opportunities on account of the fact that they belong to a particular sex.
Pojem enakosti je zato tesno povezan s pojmom diskriminacije ali, bolje rečeno, nediskriminacije.
The concept of equality is therefore closely connected to that of discrimination or, rather, of non-discrimination.
V članku z naslovom La notion de discrimination dans le droit français et le droit européen (Pojem diskriminacije v francoskem in evropskem pravu) je Danièle Lochak podala zanimivo opredelitev sorodnih, vendar različnih pojmov neenakosti in diskriminacije.
In an article entitled La notion de discrimination dans le droit français et le droit européen , Daniel Lochak provides an interesting definition of the neighbouring but yet different notions of inequality and discrimination.
Lochak, „La notion de discrimination dans le droit français et le droit européen“ v Egalité des sexes: la discrimination positive en question , str.
D, Lochak, "La notion de discrimination dans le droit français et le droit européen" in Egalité des sexes : la discrimination positive en question , p.
Avtorica trdi, da je neenakost „stanje stvari“ in da je posledica dejavnikov, ki so neločljivo povezani s posameznikom oziroma z zunanjimi dejavniki.
He argues that inequality is a “fact situation” resulting either from factors inherent to individuals or to external factors.
Diskriminacija pa je povezana z ravnanjem druge osebe ali posrednika.
For its part, discrimination is related to an “act of another” and is the “doing of an agent”.
V našem primeru direktiva z varovanjem specifične kategorije – nosečih delavk in delavk, ki so pred kratkim rodile ali ki dojijo, preprečuje pojav diskriminatornega ravnanja s tem, ko omogoči, da ženske niso prikrajšane zaradi svojega biološkega stanja.
In this case, by protecting a specific category, namely women who are pregnant, have just given birth or are breastfeeding, the directive prevents the emergence of discriminatory conduct by making it possible for women not to suffer a disadvantage on account of their biological condition.
Sodišče Evropskih skupnosti je diskriminacijo opredelilo kot „ uporabo različnih pravil v primerljivih položajih, ali uporabo istega pravila v različnih položajih
The Court of Justice defines discrimination as "the application of different rules to comparable situations or the application of the same rule to different situations”
Zadeva C-342/93 Gillespie in drugi proti Northern Health in Social Services Boards [1996] Zbirka odločb I-475, odst.
Case C-342/93 Gillespie and Others v. Northern Health and Social Services Boards [1996] ECR I-475, para.
16; Zadeva C-394/96 Brown proti Rentokil Ltd [1998] Zbirka odločb I-4185, odst.
16; Case C-394/96 Brown v. Rentokil Ltd [1998] ECR I-4185, para.
Sodišče je na podlagi iste opredelitve razsodilo proti splošni prepovedi nočnega dela žensk v Franciji in sicer z utemeljitvijo, da so moški in ženske v istem položaju glede potencialno škodljivih posledic nočnega dela.
On the basis of that same definition, the Court found against the general ban in France on night work for women on the ground that men and women were in the same situation as regards the potential detrimental consequences of night work.
Ob upoštevanju načela enakosti tako žensk ni bilo mogoče oprostiti nočnega dela samo na osnovi njihovega spola.
As a result, having regard to the principle of equality, women could not be dispensed from night working on the sole ground of their sex.
Po drugi strani pa je sodišče odločilo, da je prepoved veljavna v primeru nosečih delavk ali delavk, ki dojijo, saj je stanje žensk v tem obdobju drugačno od stanja njihovih moških sodelavcev .
On the other hand, the Court held that the ban was valid in the case of pregnant or breastfeeding workers since, during that time, those women were in a situation different from that of their male colleagues.
Na podlagi takšnega sklepanja so noseče delavke ter tiste, ki so pred kratkim rodile ali dojijo, v drugačnem položaju kot moški.
On that reasoning, owing to their biological situation, women when they are pregnant, have recently given birth or are breastfeeding are in a different situation from that of men.
Iz tega sledi, da je uporaba podobnih pravil v različnih položajih diskriminatorna, medtem ko je uporaba posebnih pravil za ženske v omenjenih obdobjih upravičena zaradi njihovega drugačnega stanja v primerjavi z moškimi.
Consequently, it can be seen that it is the application of similar rules to different situations that is discriminatory, whilst the application of rules specific to women at those times is justified by the fact that they are in a different situation from that of men.
Direktiva sicer zadeva samo ženske, vendar se zaradi tega ne oddaljuje od načela enakosti, saj dokazuje, da prav s tem, ko po zaslugi svojih posebnih pravil ženskam omogoča, da zaradi svojega posebnega stanja niso prikrajšane, uveljavlja načelo enakosti.
Far from causing it to be remote from the principle of equality, the fact that the directive concerns only women testifies to the fact that it applies the principle of equality in so far as it enables women, thanks to its specific rules, not to be disadvantaged on account of their specific situation.
Direktiva je odziv na diskriminacijo in na dejansko neenakost, ki izhaja iz biološkega stanja delavk v primerjavi z moškimi.
The directive is a response to discrimination and to the de facto inequality springing from the biological condition of women workers, as compared with men.
Njen namen je, da s posebnim varstvom nosečih delavk ter tistih, ki so pred kratkim rodile ali dojijo, omogoči ženskam obravnavanje, ki je enako obravnavanju moških, ter jim nudi resnično enake možnosti.
By specifically protecting women who are pregnant, have recently given birth or are breastfeeding, the directive seeks to enable women to receive treatment equal to that of men and to be afforded more genuine equality of opportunities.
Če neenakost odgovarja dejanskemu stanju, se enakost lahko nanaša na dejansko ali pravno stanje ( de facto ali de jure ), se pravi na vsebinsko ali formalno enakost.
Whilst inequality is akin to a fact situation, equality may correspond to a de facto or a de jure situation, that is to say to substantive or formal equality.
Trditev, da ni povezave med direktivo in enakostjo med moškimi in ženskami, temelji na pojmu formalne enakosti.
The argument that there is no link between the directive and male/female equality is based on the concept of formal equality.
V skladu s to trditvijo velja, da je bil ukrep sprejet na temelju enakosti med moškimi in ženskami le, če določa enako ravnanje z obema spoloma ali prepoveduje uporabo drugačnega ravnanja zaradi spola osebe.
According to that argument, a measure is taken by virtue of male/female equality only where it imposes the same conduct toward both sexes or prohibits the adoption of different conduct on account of the sex of the person concerned.
Prvi odstavek člena 157 spada v to kategorijo, saj določa načelo „enakega plačila [...] za moške in ženske“.
Paragraph 1 of Article 157 falls into this category by laying down the principle of “ equal pay for male and female workers” .
Danes imamo številne predpise, ki določajo načelo formalne enakosti med moškimi in ženskami in prepovedujejo vsako obliko diskriminacije na podlagi spola, še zlasti na področju zaposlitve in dela.
Today, there are numerous provisions laying down the principle of formal equality between men and women and prohibiting, in particular in the sphere of employment and work, any form of discrimination on the basis of sex.
Kljub jasno predpisani pravni enakosti, pa statistike kažejo na očitno neenakost med moškimi in ženskami pri zaposlovanju, obravnavanju in plačilu.
However, the statistics clearly show that whilst legal equality has been plainly prescribed, there exists flagrant inequality between men and women, as regards employment, treatment and pay.
Enakosti med moškimi in ženskami na delovnem mestu še daleč nismo dosegli.
Equality between men and women at work has therefore far from been attained.
Zaradi tega je mogoče opaziti, da se nacionalne in evropske politike usmerjajo v iskanje ne le formalne, temveč tudi prave, vsebinske enakosti.
It is for this reason that both national and European policies have been observed to shift towards seeking, not only formal equality, but also real, substantive equality.
Po mnenju nekaterih je temu sledil premik od enakega obravnavanja k enakim možnostim, od načela stroge enakosti k spodbujanju pozitivnih ukrepov.
Some have observed that, as a result, there has been a shift from equal treatment to equal opportunities, from a principle of strict equality to the promotion of positive actions.
Konvencija zahteva tudi, da se ženskam omogoči enako izhodišče in da se v okolju, ki mora biti spodbudno, okrepi njihova vloga, da bodo dosegale enake rezultate.
In addition, the Convention requires that women be given an equal start and that they be empowered by an enabling environment to achieve equality of results.
Ni dovolj, da se ženskam zagotovi obravnavanje, ki je popolnoma enako obravnavanju moških.
It is not enough to guarantee women treatment that is identical to that of men.
Namesto tega je treba upoštevati biološke in socialne ter kulturno pogojene razlike med njimi in moškimi.
Rather, biological as well as socially and culturally constructed differences between women and men must be taken into account.
Za obravnavanje takšnih razlik bo v določenih okoliščinah potrebno ne povsem enako obravnavanje žensk in moških
Under certain circumstances, non-identical treatment of women and men will be required in order to address such differences.”
Odbor Združenih narodov za odpravo diskriminacije žensk (CEDAW), splošno priporočilo št. 25, trideseta seja, 2004, člen 4(1) – Začasni posebni ukrepi. , navaja sporočilo.
UN Committee on the Elimination of Discrimination against Women (CEDAW), General Recommendation No 25 - thirtieth session, 2004 Article 4 paragraph 1 - Temporary special measures.
V takšnem socialnopolitičnem kontekstu je treba razumeti določbe te direktive, ki varujejo noseče delavke ter tiste, ki so pred kratkim rodile ali dojijo.
It is in this context of social policy that the rules laid down by the directive have to be understood as protecting women who are pregnant, have just given birth or are breastfeeding.
Direktiva seveda vsebuje predpise, ki se zaradi svoje narave uporabljajo le pri ženskah, ti predpisi pa poleg tega, da prispevajo k varovanju zdravja in varnosti delavk, hkrati izpolnjujejo zahteve po nediskriminaciji in zahteve po doseganju vsebinske enakosti.
Admittedly, the directive contains rules which, by their nature, are applicable only to women, but those rules satisfy a imperative, on the one hand, of non-discrimination and, on the other, of achieving substantive equality, while also helping to protect the health and safety of the women workers concerned.
Dokazi iz vsebine direktive
Evidence from the content of the directive
(a) V uvodnih izjavah
(a) From the recitals
Uvodne izjave jasno kažejo, da je treba sprejetje direktive obravnavati v kontekstu varovanja žensk, ki so noseče, so pred kratkim rodile ali dojijo, pred vsako obliko diskriminacije na podlagi njihovega stanja, ter v okviru prizadevanj za uresničevanje načela moške in ženske enakosti na področju zaposlovanja in dela.
The recitals clearly indicate that the adoption of the directive is to be seen in the context of the protection of women who are pregnant, have just given birth or are breastfeeding against any discrimination linked to their condition and seeks in this way to help to achieve the principle of male and female equality in the sphere of employment and work.
Uvodna izjava 3 tako navaja, da direktiva obravnava „ vprašanj[a] enakega obravnavanja “.
In this way, recital 3 states that the directive addresses “inherently, issues of equal treatment” .
Uvodni izjavi 4 in 5 poudarjata, da je enakost med moškimi in ženskami temeljno načelo, ki mora usmerjati EU in biti prisotno v vseh njenih dejavnostih.
Recitals 4 and 5 point out that equality between men and women is a fundamental principle which has to guide and permeate the actions of the EU.
Uvodna izjava 7 direktivo uvršča v kategorijo zakonodaje o „ enakosti med spoloma “.
Recital 7 includes the directive in the category of legislation on “gender equality” .
Uvodne izjave 11–17 se nanašajo na sodno prakso Sodišča o zaščiti nosečnic pred diskriminacijo v skladu z načelom enakega obravnavanja.
As for recitals 11 to 17, they refer to the case-law of the Court of Justice on the protection of pregnant women against discrimination pursuant to the principle of equality of treatment.
Uvodne izjave kot celota z vsebinskega stališča nedvomno dokazujejo, da je direktiva neposredno povezana s spodbujanjem spolne enakosti na delu.
Having regard to the recitals as a whole, it is certain from the point of view of their content that they demonstrate that the directive is directly connected with the promotion of sex equality at work.
(b) V uzakonitvenih določbah
(b) From the enacting terms
Obravnavani predlog direktive je namenjen spremembi veljavne direktive, zato je treba v tej analizi poleg dodanih ali spremenjenih členov upoštevati tudi člene iz Direktive št. 92/85/EGS, ki bodo še naprej v veljavi.
Since the proposal for a directive under consideration is intended to amend an existing directive, this analysis should take account not only of the articles added or amended but also of such articles of Directive 92/85/EEC as will remain in application.
Nekateri členi so neposredno povezani z zdravjem in varnostjo delavcev.
Some of the articles are directly connected to workers’ health and safety.
Naslednji členi pa so neposredno povezani z zaščito žensk pred diskriminacijo na podlagi njihovega položaja noseče ženske ali ženske, ki je pred kratkim rodila ali doji.
On the other hand, the following articles relate directly to the protection of women against discrimination resulting from their status as women who are pregnant, have recently given birth or are breastfeeding.
Člen 9 tako ščiti delavke pred izgubo plačila zaradi dopusta za zdravniške preglede pred porodom, člen 10 prepoveduje odpust med nosečnostjo in porodniškim dopustom, člen 11 zagotavlja delavki pravice in ugodnosti, povezane s pogodbo o zaposlitvi, člen 12 pa se nanaša na varstvo zgoraj omenjenih pravic.
Accordingly, Article 9 protects women workers against loss of pay when they take time off for ante-natal examinations, Article 10 prohibits dismissal during pregnancy and maternity leave, Article 11 guarantees the worker her rights and advantages flowing from her contract of employment and Article 12 deals with the defence of the rights described above.
Posebna analiza vsebine uzakonitvenih določb torej kaže, da ima direktiva v resnici dvojni cilj: varovanje zdravja in varnosti delavk ter zagotavljanje njihovega enakega obravnavanja.
This specific analysis of the content of the enacting terms suggests that the directive has in fact a dual aim, that of protecting the health and safety of women workers and of guaranteeing them equal treatment.
(3) V dokumentih, ki niso sestavni del direktive
(3) Evidence from the documents not forming part of the directive
Zaradi vseh dokumentov, ki spremljajo predlog direktive, se ta brez pomislekov uvršča med ukrepe za spodbujanje moške in ženske enakosti na delovnem mestu.
All the documents accompanying the proposal for a directive include it wholeheartedly amongst measures for promoting male/female equality at work.
Da bi upravičili sprejetje nove direktive, so se pri Komisiji potrudili spomniti na njen kontekst, zlasti na ukrepe Unije za usklajevanje dela z zasebnim in družinskim življenjem, enake možnosti za moške in ženske na trgu delovne sile in boj proti diskriminaciji, ki jo pri zaposlitvi in delu trpijo nosečnice.
In order to justify the adoption of the new directive, the Commission takes care to call to mind its context, namely Union action designed to reconcile work and private and family life, equal opportunities of men and women on the employment market and combating discrimination suffered by pregnant women as regards employment and work.
Komisija je s tem v zvezi nanizala razne instrumente, ki že obstajajo na tem področju, kot so načrt za enakost med ženskami in moškimi za obdobje 2006–2010 ter številne resolucije Evropskega parlamenta.
In this connection, it lists the various instruments existing in this area, such as the Roadmap for equality between women and men 2006-2010, and a number of resolutions of the European Parliament.
Omenjeno je bilo tudi posvetovanje s svetovalnim odborom za enake možnosti žensk in moških.
Mention is also made of the fact that the Advisory Committee on Equal Opportunities for Women and Men was consulted.
(b) Ocena učinka
(b) Impact assessment
Ocena učinka nam nudi zanimive podrobnosti glede vrste enakosti, za katero si prizadevajo ukrepi iz predloga direktive.
The impact assessment provides us with interesting details of the type of equality targeted by the range of measures contained in the proposal for a directive.
Iz nje namreč izhaja, da
It indicates that:
bi bil cilj vseh ukrepov doseganje večje enakosti med spoloma pri udeležbi na trgu dela in večjo usklajenost poklicnega, zasebnega in družinskega življenja.
" the objectives of any action would be to achieve more gender equality in labour market participation rates and a better reconciliation of professional, private and family lives."
Ta trditev je v popolnem nasprotju z obrazložitvijo k vloženim različnim predlogom sprememb, v skladu s katero ta direktiva ne vpliva na vprašanja enakih možnosti in enakega obravnavanja v zadevah, povezanih z zaposlitvijo in poklicem, ali na vprašanja glede usklajevanja dela in zasebnega ter družinskega življenja.
This statement conflicts directly with the justification for the various amendments tabled to the effect that “ This directive does not thus affect the issues of equal opportunities and equal treatment in matters of employment and occupation or of achieving a balance between work and private and family life.”
Ukrepi, načrtovani za zaščito nosečih delavk ter tistih, ki so pred kratkim rodile ali dojijo, so neposredno povezani z usklajevanjem dela in družinskega ter zasebnega življenja.
The measures designed to protect women when they are pregnant, have recently given birth or are breastfeeding are directly concerned with reconciling work with family and private life.
Ti ukrepi ženski omogočajo, da se, če se tako odloči, posveti družinskemu življenju, ne da bi zaradi tega trpelo njeno poklicno življenje.
Those measures allow a woman to choose to occupy herself with her family life without her working life suffering.
Z vidika smiselnosti in formalnosti bi lahko rekli, da je to vprašanje povezano tudi z moškimi, vendar statistike kažejo, da razvoj družinskega življenja veliko manj otežuje moške v njihovem poklicnem življenju, saj ženske prevzamejo nase precej večji delež odgovornosti za družinsko življenje.
Logically and formally, it may be said that this question also concerns men; however, statistics show that the development of a family life disadvantages men much less in their professional lives, since women assume a significantly greater part of the responsibility for family life.