natgillin/translations-raw huggingface dataset:
Stres na delovnem mestu lahko vpliva na duševno zdravje nosečnic oziroma žensk, ki so pred kratkim rodile, in ima lahko posledice tudi za zarodek oziroma novorojenčka.
Workplace stress can have an adverse psychological affect on pregnant women and mothers of newly-born infants and can have repercussions for the foetus or infant.
Določbe iz te direktive se vključijo v kolektivne in individualne delovne pogodbe v državah članicah.
T he provisions laid down in this Directive shall be incorporated in to the text of collective and individual work contracts in the Member States.
Z navedbo pravic v njihovi pogodbi postane bolj jasno, katera zakonodaja se uporablja v določeni situaciji.
If those rights are referred to in their contracts, the nature of the applicable legislation becomes more transparent.
Države članice in nacionalni organi za enakost sporočijo Komisiji najpozneje do [ pet let po sprejetju] in potem vsakih pet let vse informacije, ki jih Komisija potrebuje, da lahko za Evropski parlament in Svet pripravi poročilo o uporabi Direktive 92/85/EGS, kakor jo spreminja ta direktiva.
Member States and national equality bodies shall communicate to the Commission, by [ five years after adoption] at the latest and every five years thereafter, all the information necessary for the Commission to draw up a report to the European Parliament and the Council on the application of Directive 92/85/EEC as amended by this Directive.
Države članice in nacionalni organi za enakost sporočijo Komisiji najpozneje do [ tri leta po sprejetju] in potem vsaka tri leta vse informacije, ki jih Komisija potrebuje, da lahko za Evropski parlament in Svet pripravi poročilo o uporabi Direktive 92/85/EGS, kakor jo spreminja ta direktiva.
Member States and national equality bodies shall communicate to the Commission, by [ three years after adoption] at the latest and every three years thereafter, all the information necessary for the Commission to draw up a report to the European Parliament and the Council on the application of Directive 92/85/EEC as amended by this Directive.
Vključuje tudi oceno učinka, v kateri so analizirani socialni in gospodarski učinki dodatnega podaljšanja porodniškega dopusta in uvedbe očetovskega dopusta na ravni Evropske unije.
It shall also include an impact study analysing the social and economic effects, in the E uropean U nion as a whole, of a further increase in the duration of maternity leave and of the implementation of paternity leave.
Zakonodajna pobuda, ki je del svežnja Komisije za izboljšanje ravnovesja med poklicnim in zasebnim življenjem, je eden od ukrepov za spodbujanje enakosti med spoloma na trgu delovne sile.
This legislative initiative, which forms part of the Commission’s ‘work-life balance package’ is one of the measures aimed at promoting gender equality on the labour market.
Širša pravna podlaga lahko poleg tega vključuje določbe za zaščito matere in očeta, saj sta njuni vlogi ključnega družbenega pomena.
The broader legal basis can, in addition, encompass provisions to protect mothers and fathers, their roles being of paramount social value.
Predlogi sprememb, ki jih uvaja predlog, urejajo zlasti podaljšanje minimalnega porodniškega dopusta, in sicer s štirinajstih na dvajset tednov, načelo, da mora biti nadomestilo delavki na porodniškem dopustu enako njeni polni plači, zahteve v zvezi z varnostjo in zdravjem na delovnem mestu ter prepoved odpusta.
The amendments made by the proposal relate specifically to longer minimum maternity leave, which is increased from 14 to 20 weeks; the principle that the allowance paid to a worker on maternity leave should be equivalent to her full salary; workplace safety and health requirements; and a ban on dismissal.
Ena od prednostnih nalog socialne agende EU je potreba po spodbujanju politik za lažje doseganje ravnovesja med poklicnim in zasebnim življenjem tako za ženske kot moške.
One of the priorities laid down in the EU’s social agenda is the need to promote policies to facilitate a work-life balance, aimed at women and men alike.
EU se trenutno sooča z demografskim izzivom, ki ga povzročata nizka rodnost in vedno večji delež starejših.
The EU is at present facing a demographic challenge arising from low birth rates and the growing proportion of older people.
Še vedno velja, da so ženske v nasprotju z moškimi prvenstveno odgovorne za varstvo otrok in drugih vzdrževanih članov družine; pogosto so prisiljene izbrati med materinstvom in poklicnim uspehom.
Women, and not men, are still considered to be those primarily responsible for looking after children and other dependants; quite often they are forced to choose between motherhood and career success.
Zakonodaja, ki ureja porodniški, očetovski in starševski dopust, že obstaja v več državah članicah, medtem ko imamo na ravni EU direktivi o porodniškem dopustu (Direktiva 92/85/EGS) in o starševskem dopustu (Direktiva 96/34/ES), ni pa še zakonodaje o očetovskem dopustu.
Legislation on maternity, paternity and parental leave already exists in several Member States, however at EU level there is a Directive on maternity (Directive 92/85/EEC) and one on parental leave (Directive 96/34/EC) but no legislation has been produced on paternity leave.
Materinstvo in očetovstvo sta temeljni pravici in bistvena za družbeno stabilnost.
Motherhood and fatherhood are fundamental rights and central to social stability.
Direktivo 92/85/EGS je treba ustrezno revidirati v korist zaposlenim ženskam tako, da se zaščiti vloga matere in očeta, 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 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.
Daljše obdobje bi lahko negativno vplivalo na njihovo vrnitev na trg delovne sile.
A longer period might diminish women’s prospects of returning to the labour market.
Tudi minimalno trajanje dopusta po porodu je treba podaljšati na šest tednov, da bi ženske spodbujali k čim daljšemu dojenju.
The minimum post-natal leave should likewise be raised to six weeks so as to encourage women to breastfeed for as long as possible.
V skladu s predlogom Komisije delavke ni dovoljeno odpustiti v obdobju od začetka nosečnosti do šestih mesecev po zaključku porodniškega dopusta; to drugo 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, do katerih je prišlo 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 meni, 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.
Delodajalci bodo morali te zahtevke obravnavati in jih v primeru, da so utemeljeni, tudi odobriti.
Employers will be required not just to consider such requests, but to approve them when they are justified.
Poročevalka meni, da je to razlog za zaskrbljenost in 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.
Pomembno je spodbujati preventivni pristop, ki zagotavlja ustrezno oceno tveganja na vseh delovnih mestih, na katerih delajo ženske in moški v rodni dobi.
It is essential to promote a preventive approach providing for proper risk assessment at any workplace at which the employees are women and men of fertile age.
Poročevalka meni, da je očetovski dopust ugodnost, namenjena očetom, dejansko pa koristi vsej družini, zlasti otroku, za katerega je najboljša prisotnost obeh staršev.
The rapporteur considers paternity leave as a benefit which is provided for the fathers, however in effect it is shared by the entire family, in particular the child who benefits most from the presence of both parents.
Določba o očetovskem dopustu, ki zagotavlja delitev odgovornosti za skrb za otroka v njegovem zgodnjem življenjskem obdobju, bi lahko ugodno vplivala na zdravstvene izdatke, saj bi izboljšala kakovost življenja in dobro počutje matere in otroka.
The provision of paternity leave ensuring a shared responsibility of childcare in the early stages of a child's life could have a favourable effect on health spending by improving the quality of life and well-being of the mother and the child.
MNENJE ODBORA ZA PRAVNE ZADEVE O PRAVNI PODLAGI
OPINION OF THE COMMITTEE ON LEGAL AFFAIRSON THE LEGAL BASIS
Zadeva: Mnenje o pravni podlagi predloga 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 ( KOM(2008)0637 – C7 0340/2008 – 2008/0193(COD) )
Subject: Opinion on the legal basis of 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 ( COM(2008)0637 – C6‑0340/2008 – 2008/0193(COD) )
Spoštovana gospa predsednica
Dear Ms Svensson,
V pismu z dne 12. januarja 2010 ste v skladu s členom 37(2) poslovnika Odbor za pravne zadeve zaprosili za mnenje o primernosti pravne podlage predloga Komisije.
By letter of 12 January 2010 you asked the Committee on Legal Affairs pursuant to Rule 37(2) to consider whether the legal basis of the above Commission proposal was appropriate.
Odbor je vprašanje obravnaval na seji dne 28. januarja 2010.
The committee considered the above question at its meeting of 28 January 2010.
Pravna podlaga, ki jo je za predlog direktive predlagala Komisija, je člen 137(2) v povezavi s členom 141(3) PES.
The legal basis proposed by the Commission for the proposed directive is Article 137(2) EC combined with Article 141(3).
Po začetku veljavnosti Lizbonske pogodbe sta pravna podlaga postala člena 153(2) in člena 157(3) Pogodbe o delovanju Evropske unije (PDEU).
Following the entry into force of the Lisbon Treaty, that legal basis becomes Article 153(2) and Article 157(3) TFEU.
Nekateri člani odbora, pristojnega za poročilo, so vložili predloge sprememb, s katerimi se črta sklicevanje na člen 157(3) v preambuli k predlogu direktive.
Certain members of the lead committee have tabled amendments deleting the reference in the preamble to the proposed directive to Article 157(3).
Postavlja se torej vprašanje, ali lahko predlagana direktiva temelji le na členu 153.
Accordingly, the question is whether the proposed directive may be based on Article 153 alone.
Kombinacija obeh členov s postopkovnega stališča ni problematična, saj se v obeh primerih uporablja redni zakonodajni postopek.
From the procedural point of view, the combination of the two articles does not raise any problems, since the ordinary legislative procedure applies in each case.
Člen 153(2) zahteva posvetovanje z Evropskim ekonomsko-socialnim odborom in Odborom regij, člen 157 pa le s prvim od dveh, kar ne predstavlja težave.
The fact that Article 153(2) requires both the Economic and Social Committee and the Committee of the Regions to be consulted whereas Article 157 requires only consultation of the former committee is not a problem.
Člen 157
Article 157
Vsaka država članica zagotovi uporabo načela enakega plačila za enako delo ali delo enake vrednosti za moške in ženske.
Each Member State shall ensure that the principle of equal pay for male and female workers for equal work or work of equal value is applied.
V tem členu „plačilo“ pomeni običajno osnovno ali minimalno mezdo ali plačo ter kakršne koli druge prejemke v denarju ali v naravi, ki jih delavec prejme iz naslova zaposlitve neposredno ali posredno od svojega delodajalca.
For the purpose of this Article, ‘pay’ means the ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which the worker receives directly or indirectly, in respect of his employment, from his employer.
Enako plačilo brez diskriminacije glede na spol pomeni:
Equal pay without discrimination based on sex means:
(a) da se plačilo za enako delo po akordnih postavkah izračuna na podlagi enakih merskih enot;
(a) that pay for the same work at piece rates shall be calculated on the basis of the same unit of measurement;
(b) da je plačilo za delo po urnih postavkah enako za enako delovno mesto.
(b) that pay for work at time rates shall be the same for the same job.
Evropski parlament in Svet po rednem zakonodajnem postopku in po posvetovanju z Ekonomsko-socialnim odborom sprejmeta ukrepe za zagotovitev uporabe načela enakih možnosti in enakega obravnavanja moških in žensk glede zaposlovanja in poklica, vključno z načelom enakega plačila za enako delo ali delo enake vrednosti.
The European Parliament and the Council, acting in accordance with the ordinary legislative procedure, and after consulting the Economic and Social Committee, shall adopt measures to ensure the application of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation, including the principle of equal pay for equal work or work of equal value.
(b) delovni pogoji,
(b) working conditions;
(g) pogoji za zaposlitev državljanov tretjih držav, ki zakonito prebivajo na ozemlju Unije;
(g) conditions of employment for third-country nationals legally residing in Union territory;
(h) vključevanje oseb, ki so izključene s trga dela, brez poseganja v člen 150;
(h) the integration of persons excluded from the labour market, without prejudice to Article 166;
V ta namen lahko Evropski parlament in Svet:
To this end, the European Parliament and the Council:
(b) na področjih iz odstavka 1(a) do (i) sprejmeta v obliki direktiv minimalne zahteve za postopno izvajanje, pri čemer upošteva pogoje in tehnične predpise, ki veljajo v posameznih državah članicah.
(b) may adopt, in the fields referred to in paragraph 1(a) to (i), by means of directives, minimum requirements for gradual implementation, having regard to the conditions and technical rules obtaining in each of the Member States.
Evropski parlament in Svet odločata po rednem zakonodajnem postopku po posvetovanju z Ekonomsko-socialnim odborom in Odborom regij.
The European Parliament and the Council shall act in accordance with the ordinary legislative procedure after consulting the Economic and Social Committee and the Committee of the Regions.
Pravna podlaga, ki jo je izbrala Komisija
Choice of legal basis by the Commission
Ugotavljamo, da je Komisija upravičila uporabo dvojne pravne podlage na naslednji način: Predlog temelji na členih 153(2) in 157(3) PDEU.
It is noted that the Commission justifies its recourse to a dual legal basis in the following terms: The proposal is based on Articles 153(2) and 157(3) of the TFEU.
Čeprav Direktiva 92/85/EGS temelji na ... [zdaj člen 153 PDEU] in je posebna direktiva v okviru Direktive o zdravju in varnosti (Direktiva 89/391/EGS), se pravni podlagi za ta predlog doda člen 157 PES .
Although Directive 92/85/EEC is based on ... [what is now Article 153 TFEU] and is an individual Directive under the framework of the Directive on Health and Safety (Directive 89/391/EEC), Article 157 EC is added to the legal base of this proposal .
Porodniški dopust je bistven za varovanje zdravja in varnost 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 varovanju 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 žen sk in moških, ki ga določa člen 157(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 157(3).
Zato sta pravni podlagi za ta predlog združeni
Therefore the legal bases for this proposal are combined
Sklicevanja na pogodbo so posodobljena, da se upošteva uveljavitev Lizbonske pogodbe. .
The Treaty references have been updated to take account of the entry into force of the Lisbon Treaty. .
Namen obravnavanega predloga direktive je sprememba ene prejšnjih direktiv (98/85/EGS), ki je temeljila na členu 118 a, predhodniku člena 153 PDEU.
The proposal for a directive under consideration seeks to amend an earlier directive (98/85/EEC), which was based on Article 118a, the precursor of the Article 153 TFEU.
Prejšnji člen 118 a ni vseboval vprašanja enakosti moških in žensk, ki je bilo obravnavano v členu 119, vendar zgolj s stališča enake obravnave pri plačilu.
At that time the question of equality as between men and women was not present in Article 118a but tackled in Article 119, where, however, it was dealt with only in terms of equal treatment from the point of view of pay.
To še bolj poudarja člen 8 PDEU: „V vseh svojih dejavnostih si Unija prizadeva odpraviti neenakosti in spodbujati enakost med moškimi in ženskami“.
This is reinforced by Article 8 TFEU: “In all its activities, the Union shall aim to eliminate inequalities, and to promote equality, between men and women” .
To načelo je na področju socialne politike uporabljeno v členih 153(1)(i) („enakost moških in žensk glede priložnosti na trgu dela in obravnave pri delu“ ) in 157, zlasti v odstavku 3 (sprejetje ukrepov za „zagotovitev uporabe načela enakih možnosti in enakega obravnavanja moških in žensk glede zaposlovanja in poklica, vključno z načelom enakega plačila za enako delo ali delo enake vrednosti“).
The principle finds expression in the field of social policy in Articles 153(1)(i) (“ equality between men and women with regard to labour market opportunities and treatment at work” ) and 157, in particular paragraph 3 (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, including the principle of equal pay for equal work or work of equal value” ).
V predlogu direktive je Komisija k prvotni pravni podlagi, ki danes ustreza členu 153 PDEU in se med drugim nanaša na zdravje in varnost delavcev ter na enakost moških in žensk glede njihovega obravnavanja na delovnem mestu, dodala člen 157(3), ki se nanaša posebej na enako obravnavanje moških in žensk glede zaposlovanja in poklica.
In the proposal for a directive, the Commission has added to the original legal basis of what is now Article 153 TFEU, dealing inter alia with workers’ health and safety and equality between men and women with regard to treatment at work, Article 157(3), which relates specifically to equal treatment of men and women in matters of employment and occupation.
Komisija bi s tem rada pokazala, da se predlog direktive ne nanaša le na varnost in zdravje pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo, kakor je navedeno v naslovu, temveč tudi na pravila o porodniškem dopustu, njegovem trajanju, nadomestilu ter pravicah in dolžnostih žensk, ki so na porodniškem dopustu ali so se z njega vrnile, ki so po mnenju Komisije dejansko povezana tudi z uporabo načela enakih možnosti in enakega obravnavanja moških in žensk, kot je določeno v členu 157(3).
Consequently, the Commission seeks to show that the proposed directive concerns, not only the health and safety at work of pregnant workers and workers who have recently given birth or are breastfeeding, as mentioned in the title, but also the rules pertaining to maternity leave, its length, remuneration and the rights and obligations of women taking maternity leave or returning from it, which in its view are also intrinsically linked to the application of the principle of equal opportunities and equal treatment between women and men as established in Article 157(3).
To je izraženo v uvodni izjavi 2 predlagane direktive, ki dodatno pravno podlago opravičuje takole: „Ker se ta direktiva ne nanaša le na zdravje in varnost nosečih delavk ali delavk, ki so pred kratkim rodile ali dojijo, ampak tudi na vprašanja enakega obravnavanja, kot je pravica do vrnitve na isto ali enakovredno delovno mesto, pravila o odpustu in pravice iz delovnega razmerja ali na višjo finančno podporo med dopustom, pravno podlago za to direktivo t vorita člena 137 in 157“.
This is reflected in recital 2 of the proposed directive, which justifies the additional legal basis in the following terms: “Since this Directive addresses not only the health and safety of workers who are pregnant, or have recently given birth or are breastfeeding, but also, inherently, issues of equal treatment, such as the right to return to the same or an equivalent working place, the rules on dismissal and employment rights, or on better financial support during the leave, Article 153 and 157 are combined to form the legal base for this Directive”.
Ustrezni predlogi sprememb, ki so bili vloženi v Odboru za pravice žensk in enakost spolov, so obrazloženi, kot sledi:
The relevant amendments tabled in the Committee on Women’s Rights and Gender equality are justified as follows:
„Direktiva 92/85/EGS obravnava legitimno varovanje zdravja nosečih delavk in delavk, ki so pred kratkim rodile ali ki dojijo, na delovnem mestu pred porodom in po njem, zaradi biološkega stanja žensk med nosečnostjo in po njej, v skladu z dosledno sodno prakso Sodišča Evropskih skupnosti.
“Directive 92/85/EEC is concerned – given the biological condition of women during and after pregnancy and in the light of established ECJ case law – with improving legal provisions to protect the health at work of pregnant workers and workers who have recently given birth or are breastfeeding.
Samo delavka-mati lahko izkoristi dopust, ki je vezan na rojstvo otroka.
No one other than a working mother can take leave to give birth.
Ta direktiva torej ne posega v enakost možnosti in obravnavanja na področju zaposlitve in dela ali v usklajevanje družinskega in zasebnega življenja.
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.
Ni se mogoče sklicevati na člen [157]“. (predloga spremembe 74 in 77, Anna Záborská).
Article [157] should not be cited” (Amendments 74 and 77, Anna Záborská) .