natgillin/translations-raw huggingface dataset:
R. ker je sporazum Sveta Evrope z dne 24. novembra 1969 o zaposlitvi au-pair zastarel, zato ne rešuje problemov, ki se danes lahko pojavljajo v številnih državah članicah zaradi uporabe take oblike zaposlitve,
R. whereas the Council of Europe’s agreement of 24 November 1969 on au pair placement is outdated and consequently does not address the problems that can arise in relation to the use of au pairs in many Member States today,
S. ker EU ostaja zavezana vključevanju načela enakosti spolov; ker je treba v politiki zaposlovanja dejavno spodbujati enake možnosti za ženske in moške,
S. whereas the EU remains committed to gender equality mainstreaming; whereas, within employment policies, equal opportunities for women and men need to be actively promoted,
Na spol vezana narava negotovega dela
Gendered nature of precarious work
2. poziva Svet in Komisijo, da v smernicah za politike zaposlovanja držav članic in v novi strategij za enakost spolov določijo značilnosti negotovih zaposlitev;
Urges the Council and the Commission to identify the characteristics of precarious employment in the guidelines for the Member States’ employment policies and in the new gender equality strategy;
Socialne razmere
Social conditions
14. poudarja, da je socialna zaščita bistveni sestavni del prožne varnosti; poudarja, da koncept prožne varnosti različno vpliva na moške in ženske ter teži h krepitvi trenutnih vlog glede na spol; opozarja države članice in socialne partnerje na sklepe Sveta z dne 8. junija 2009 o prožni varnosti v času krize, zlasti na vključevanje načela enakosti med spoloma pri izvajanju načel prožne varnosti;
Stresses that social protection is an essential part of flexicurity; stresses that the concept of flexicurity affects men and women differently and tends to reinforce the current gender roles; reminds the Member States and the social partners of the Council Conclusions of 8 June 2009 on ‘Flexicurity in times of crisis’, in particular the application of gender mainstreaming in implementing flexicurity principles;
16. si prizadeva, da bile v prihodnje tipične zaposlitve urejene skladno z načeli „dobrega dela“, ne pa spremenjene v negotova dela; meni, da bi morali biti trgi dela boljše regulirani, in sicer s strožjimi delovnimi inšpekcijami, da bi zmanjšali število negotovih delovnih mest;
Advocates standard jobs being arranged in future in accordance with 'good work' principles, and not being converted into precarious jobs; considers that job markets should be better regulated through stringent labour inspections, with the aim of reducing precarious employment;
19. poziva Komisijo in države članice, naj zakonsko uredijo socialni in pravni status sezonskih delavcev in jim zagotovijo socialno varnost; za sezonske delavce šteje tiste delavce, ki sklenejo delovne pogodbe za nedoločen ali določen čas, pri katerih sta čas trajanja in nadaljevanje odvisna od sezonskih dejavnikov, kot so vremenski cikel, državni prazniki in/ali žetve v kmetijstvu;
Calls on the Commission and the Member States to adopt legislation regulating the social and legal status of seasonal workers and to provide them with social security cover; understands seasonal workers to be workers who have concluded open-ended or fixed-term employment contracts whose duration and continuation is affected by seasonal factors, such as the climatic cycle, public holidays and/or agricultural harvests;
22. poziva Komisijo, naj podpre države članice pri razvoju kampanje za postopno spremembo statusa delavcev z negotovo zaposlitvijo v status redno zaposlenih; poziva Komisijo, naj podpre program izobraževanja zaposlenih o vplivih in učinkih negotovih oblik zaposlitve, vključno z varnostjo in zdravjem pri delu;
Calls on the Commission to support the Member States in developing a campaign for a step-by-step transformation of precarious workers into regular workers; calls on the Commission to endorse a programme aiming to educate workers on the effects and impacts of precarious work, including on occupational safety and health;
Delavci migranti
Migrant workers
25. opozarja, da je družbeno vključevanje preseljenk še težje kot vključevanje preseljencev, saj so izpostavljene dvojni diskriminaciji; zato spodbuja delodajalce, da sprejmejo posebne ukrepe za omogočanje družbenega vključevanja delavk migrantk, na primer s ponudbo jezikovnega izobraževanja in/ali podpornih storitev, in zagotovijo registracijo delavcev migrantov, da bi bili upravičeni do ugodnosti;
Points out that the social integration of migrant women is even more difficult than that of their male counterparts, given that they are subject to dual discrimination; therefore encourages employers to take specific measures to facilitate the social integration of women migrant workers, for instance by offering them language training and/or support services, and to ensure that migrant workers are registered, so that they are entitled to benefits;
Povezane raziskave
Research on the subject
Čeprav je negotovo delo že nekaj časa pomembna tema, ga je v središče postavila aktualna gospodarska in finančna kriza, še zlasti pomembno pa je postalo vprašanje žensk z negotovo zaposlitvijo.
Although precarious work has long been an important topic; the current economic and financial crisis has made a focus on precarious work and especially the issue of women in precarious employment became very urgent.
Kriza na pojav negotovega dela učinkuje dvojno:
The crisis has had a twofold effect on the phenomenon of precarious work:
Prvič, podjetja, ki jih je kriza prizadela, so se odzvala z zmanjšanjem števila začasnih zaposlitev, na primer delavcev z zaposlitvijo za določen čas, najetih delavcev ali delavcev z drugačnimi oblikami nestalne zaposlitve.
Firstly, companies hit by the crisis responded by reducing temporary employment, such as workers on fixed-term contracts, hired workforce or employees with other types of non permanent employment.
Drugič, bolj dolgoročen učinek krize bi lahko bil ta, da številne stalne zaposlitve, ki so bile zgubljene v obdobju recesije, ne bodo obnovljene, temveč jih bodo nadomestile netipične sheme zaposlovanja, kar bo delodajalcem omogočalo, da zaposlitveno tveganje prenesejo na delavca z namenom, da se maksimalno poveča dobiček gospodarskih družb in prožnost.
The second, more long-term effect of the crisis may be that many of the permanent jobs lost during the recession, will not be re-established, but will be replaced by atypical employment schemes, allowing the employers to shift the employment risks onto the workers, in order to maximize corporate profit and flexibility.
Ženske so v negotovih oblikah zaposlitve prekomerno zastopane, zato imajo zgoraj opisani negativni učinki nesorazmeren vpliv na položaj delavk z negotovo zaposlitvijo.
Women are overrepresented in precarious work; therefore the above negative effects have a disproportionate impact on the situation of precarious women workers.
Negotovo delo ni le eden od glavnih vzrokov za razlike pri plačah med ženskami in moškimi, temveč je tudi ovira pri obetih za napredovanje, ki vodi do boljše zaposlitve in poklicnega razvoja.
Precarious work is not only a great cause of the pay gap between women and men, but it is also an obstacle to career prospects leading to better jobs and professional development.
Vprašanje negotove zaposlitve se je že pojavilo v številnih resolucijah Evropskega parlamenta in sicer v različnih kontekstih, položaj delavk z negotovo zaposlitvijo pa še ni bil celovito obravnavan.
The issue of precarious employment has appeared in several resolutions of the European Parliament, in several contexts, however the situation of precarious women workers has not been addressed in its entirety.
Opredelitev negotovega dela
Definition of precarious work
Negotovo delo je oblika netipičnega dela, za katerega veljajo naslednje značilnosti:
Precarious work refers to a type of ‘non-standard’ employment mainly characterised by the following:
· pomanjkljiva ali neobstoječa varnost zaposlitve zaradi nestalne, pogosto priložnostne oblike zaposlitve, s pogodbami, ki vsebujejo slabe pogoje, ali brez pisnih pogodb, na primer začasna, neprostovoljna pogodba o delu za krajši delovni čas, nejasen delovni čas in naloge, ki se spreminjajo glede na voljo delodajalca,
· Little or no job security due to the non-permanent, often casual form of employment with contracts containing poor conditions or no written contract like temporary, involuntary part-time contract, uncertain working hours, changing functions at the employer’s will,
· nizko plačilo, ki je lahko celo neuradno in negotovo,
· Low level of payment, which can even be unofficial and uncertain,
· nobenih pravic do socialnega varstva ali dodatkov za zaposlitev,
· Lack of social protection rights and employment benefits,
· nobene zaščite pred diskriminacijo,
· No protection against discrimination,
· omejeni ali neobstoječi obeti za napredovanje na trgu dela,
· Limited or no prospect for advancement in the labour market,
· nobenega kolektivnega zastopanja delavcev,
· Workers do not have collective representation,
· delovno okolje, ki ne izpolnjuje minimalnih varnostnih in zdravstvenih standardov.
· Work environment without minimum safety and health standards.
Nestalna zaposlitev združuje elemente, ki povečajo tveganje in negotovost, kot so nizka usposobljenost, obdobja nezaposlenosti, pomanjkanje usposabljanja, zdravstvene težave, dolžnosti oskrbe.
Precariousness adds up elements that increase risks and insecurity such as low qualification, unemployment spells, no vocational training, health problems, caring duties.
Če temu prištejemo pogodbo za zelo kratek čas, krajši delovni čas ali zelo kratka obdobja dela, obstaja tveganje pomanjkljivih pravic do socialnega varstva in nevključenosti v sindikat in kolektivna pogajanja ter izključenost iz socialnih stikov in podpore na delovnem mestu.
If on top of this the worker faces a very short term contract or part time or very short working spells, there is a risk of poor social protection rights and exclusion from trade union coverage and collective bargaining as well as from workplace social contacts and support.
Poveča se tveganje, da bodo delavci delali v slabih delovnih razmerah ali na črno, kar bo slabo vplivalo na pravice do socialnega varstva in pokojninske pravice.
Risks of working poor situation and undeclared work with negative consequences on social protection and pensions rights arise.
Na spol vezana narava negotovega dela
The gendered nature of precarious work
Panoge gospodarske dejavnosti, v katerih je delo s krajšim delovnim časom najbolj razširjeno na ravni podjetij, so vse v storitvenem sektorju, zlasti gre za hotelirstvo in gostinstvo, izobraževanje, zdravstvo, socialno delo in druge storitve na ravni skupnosti, socialne in osebne storitve, se pravi panoge z največjem deležem žensk med zaposlenimi.
The sectors of economic activity where part-time work is most widespread at company level are all within the services sector, especially in hotels and restaurants, education, health and social work, and other community, social and personal services, in other words: sectors with the highest proportion of female employees in the workforce.
Kot so pokazale pretekle študije, v velikem številu podjetij delajo s skrajšanim delovnim časom izključno ženske, 55 % podjetij s takšno obliko dela pa svojimi zaposlenimi nima niti enega moškega.
As previous studies have shown, in a large number of companies part-time work occurs exclusively among women, with as many as 55% of establishments with this form of work not having a single man among their part-time workforce.
Glede na najnovejše podatke, ki so na voljo, dela s krajšim delovnim časom 31,5
According to latest available data, 31.5
http://epp.eurostat.ec.europa.eu/tgm/refreshTableAction.do?tab=table&plugin=1&pcode=tps00159&language=en % zaposlenih žensk (30 ali manj ur tedensko) v primerjavi z le 8,3 % zaposlenih moških.
http://epp.eurostat.ec.europa.eu/tgm/refreshTableAction.do?tab=table&plugin=1&pcode=tps00159&language=en % of employed women work part-time (30 or less hours per week) compared with only 8.3% of employed men.
V kmetijskem sektorju je delež žensk, ki delajo s krajšim delovnim časom, še večji, in sicer 86 odstotkov
In the agricultural sector, women are even more overrepresented in part-time employment with 86%
Poleg negativnih finančnih posledic pri prihodku in pokojnini, zaposleni s krajšim delovnim časom ne prejemajo toliko pomoči in družbene podpore kot zaposleni s polnim delovnim časom in so manj vključeni v timsko delo.
Apart from the negative financial consequences in terms of income and pensions, part-time workers do not get as much assistance and social support as full-time workers, they are less involved in team work.
Težje tudi dostopajo do nadzornih položajev.
It is also more difficult to accede to supervisory positions.
Treba je poudariti, da 36 % visoko izobraženih moških (visokošolska diploma ali več) opravlja vodilne funkcije, v primerjavi z le 15 % visoko izobraženih žensk.
It is to be noted that 36% of highly educated men (graduate level or above) work as managers against only 15% of highly educated women .
Raziskave, ki temeljijo na četrtem pregledu stanja delovnih razmer v Evropi (4th European Working Conditions Survey), so pokazale, da je pri ženskah povprečna zaposljivost nižja.
Research based on the 4 th European Working Conditions Survey shows that average employability is lower for female workers.
Glede dejavnikov, ki pomagajo ustvarjati razliko pri zaposljivosti, so ugotovitve pokazale, da je dejavnik formalna izobrazba pri ženskah višje zastopan, ostala dva dejavnika – učenje in rotacija delovnih nalog – pa nižje.
In relation to elements that contribute creating the employability gap, findings show that while the ‘formal training’ element of employability is higher for women, the other two factors, namely learning and task rotation, are much lower for women.
Ni presenetljivo, da imajo zaposlitve z veliko stopnjo negotovosti tudi slabe rezultate glede zaposljivosti, kar negativno prizadene predvsem ženske in mlajše delavce.
Not surprisingly, jobs that score high in terms of insecurity score also poorly in terms of employability, affecting especially women and younger workers.
Oblika pogodbene zaposlitve
The contractual employment form
Zelo negotove oblike dela vključujejo nezapisane pogodbe o zaposlitvi, pogodbe za manj kot 10 tedenskih delovnih ur in zelo kratke pogodbe za določen čas (šest mesecev ali manj).
Very precarious forms of work includes non-written employment contracts, contracts of less than 10 working hours a week and very short fixed term contracts of six months or less.
Prejšnje raziskave Eurofounda so pokazale, da so nestalne in neprostovoljne zaposlitve za krajši delovni čas pretirano zastopane v obliki organizacije dela, ki se ji reče skrčeno delo (constrained work).’
Earlier Eurofound research reveals that non-permanent and involuntary part-time employment contracts are overrepresented in the type of work organisation called ‘constrained work’.
Pri takem delu delavec nima avtonomije na delovnem mestu, ne more postavljati vprašanj o delovnih pogojih ali delovni organizaciji na splošno in ne more postavljati zahtev.
Such work is characterised by an absence of autonomy at work, the impossibility of holding discussions about working conditions or work organisation in general, and a lack of demands in the work.
Taka oblika organizacije dela je značilna za nestandardizirana in nekvalificirana ročna dela, v njej pa so najbolj zastopane ženske v najmlajši (pod 25 let) in najstarejši (nad 55 let) starostni skupini.
This form of work organisation is typically found in unclassified and unskilled manual jobs and has the highest proportion of women in the youngest (under 25 years) and oldest (55 years+) age groups.
Z vidika spola ima zelo netipične pogodbe ali netipično organizacijo dela podoben delež moških (22 %) in žensk (21 %), starih od 15 do 29 let.
From a gender perspective, a similar proportion of men (22%) and women (21%) aged 15 to 29 years hold very atypical contracts or have atypical work arrangements.
Razlike med spoloma pri zelo netipičnem delu so večje v starejših starostnih skupinah in gredo na škodo žensk.
However, the gender gap in relation to very atypical work is wider in the older age groups, to the disadvantage of women.
Dohodek: diskriminacija pri plači
Income: Wage discrimination
V Evropi je razlika v plačah med spoloma približno 18 % (raziskava Eurostata iz leta 2008), kar pomeni, da je ura ženskega dela povprečno vredna petino manj od ure moškega dela.
In Europe, the gender pay gap stands at about 18 % (2008 figure from Eurostat), which means that the hourly pay of women is on average almost a fifth less than that of men.
Ta številka pa ne upošteva razlike pri številu opravljenih delovnih ur, različne vrste pogodb itd.
This figure, however, does not take into account differences in the number of hours worked, different types of contracts, etc.
Razlike med spoloma lahko v glavnem razložimo z dejstvom, da so ženske pogosteje zaposlene s krajšim delovnim časom (glej zgoraj), se večkrat odločijo za prekinitev dela zaradi družinskih obveznosti, kar na splošno skrajša njihovo delovno dobo, delajo v industrijskih panogah ali sektorjih s slabšimi plačami, slabšo kolektivno zastopanostjo in slabšimi pogajalskimi možnostmi.
The gender gap can in large measure be explained by the fact that women tend to engage more often in part-time work (see above), take more and longer career breaks due to family obligations, which reduces the overall length of their work experience, work in lower-paid industries and in low-paid sectors with less collective representation and bargaining power.
Raziskave so tudi pokazale, da na spol vezana vloga pri vzgoji otrok dodatno prispeva k razlikam v plači.
Research has further shown that gendered roles in childcare explain additional parts of the gap.
Gospodinjske pomočnice
Domestic workers
Za delo, ki ga opravljajo gospodinjske pomočnice, je najbolj značilno to, da je negotovo in slabo vrednoteno.
The main characteristics for the work domestic workers do, besides its precarious nature, is that it is undervalued.
Zaradi tega so gospodinjske pomočnice pogosto žrtve neenakega ali krivičnega obravnavanja ali zlorabe.
As a result domestic workers are often subject to unequal, unfair, or abusive treatment.
Ženske iz manj razvitih držav pogosto zapustijo svoje otroke in družine, da si poiščejo delo v drugi državi, kjer opravljajo nizko kvalificirano delo, ki pogosto poteka v neurejenih razmerah, ali celo nezakonito delo.
Women from less developed countries, often leave their children and families to work in another country in low-skilled jobs, amongst irregular circumstances, or even illegal employment.
Te ženske pogosto ne poznajo svojih pravic in slabo govorijo jezik, zato je njihov položaj še bolj ranljiv.
In many cases they are unaware of their rights and they have a limited knowledge of the local languages which makes their situation even more vulnerable.
Pogosto postanejo žrtev zlorabe, slabega ravnanja, nasilja, spolne zlorabe, ali pa za svoje delo ne prejmejo plačila.
These women often suffer from abuse, mistreatment, violence, sexual abuse, or are not being paid for their work at all.
Tiste, ki so nezakonito zaposlene, si pogosto ne upajo obrniti na oblasti in prijaviti primerov zlorabe, saj se bojijo, da bodo nemudoma vrnjene v matično državo.
Those in illegal employment often do not dare to turn to the authorities to report such cases, as they are directly sent back to the country of origin.
Pomanjkljive raziskave
Lack in research
Negotovo delo in zlasti njegova povezava z ženskami sta zelo slabo raziskana.
Today there is a very serious lack of up to date research on the subject of precarious work and especially women and precarious work.
To pomeni, da bo treba v prihodnosti načrtovati in financirati raziskave o negotovem delu in razsežnosti spola.
This means that one of the major tasks of the future is to invest in and engine research on precarious work and the gender dimension.
MNENJE Odbora za zaposlovanje in socialne zadeve
Opinion of the Committee on Employment and Social Affairs
Pripravljavec mnenja: Thomas Händel
Rapporteur: Thomas Händel
Odbor za zaposlovanje in socialne zadeve poziva Odbor za pravice žensk in enakost spolov, kot pristojni odbor, da v svoj predlog resolucije vključi naslednje pobude:
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 suggestions in its motion for a resolution:
A. ker so na negotovih delovnih mestih zaposlene zlasti ženske in ker so v EU kljub obstoječemu zakonodajnemu okviru še vedno precejšnje razlike pri obravnavi žensk, in sicer glede možnosti zaposlitve, kakovosti dela, minimalne plače ter enakega plačila za enako delo in delo enake vrednosti,
A. whereas it is primarily women who work in precarious employment, and whereas despite the existing legislative framework, there continue to be major differences in the EU for women with regard to employment opportunities, quality of work, living income and equal pay for equal work and work of equal value;
B. ker je prevelika zastopanost žensk v negotovih oblikah zaposlitve glavni dejavnik, ki prispeva k še vedno zelo veliki razliki v plačah med spoloma; ker bodo kakovostnejša delovna mesta za ženske prispevala k manjši razliki v plačah med spoloma,
B. whereas the over-representation of women in precarious work is a key contributing factor to the gender pay gap, which remains at a persistent high level; whereas therefore improving the job quality for women will reduce the gender pay gap,
C. ker ostaja EU zavezana vključevanju načela enakosti med spoloma; ker je treba v politiki zaposlovanja dejavno spodbujati enake možnosti za ženske in moške,
C. whereas the EU remains committed to gender equality mainstreaming;whereas, within employment policies, equal opportunities for women and men need to be actively promoted,
D. ker ženske v določenih okoliščinah tvegajo, da bodo morale delati v človeka nevrednih delovnih pogojih, in ker zato zaslužijo posebno pozornost, zlasti nosečnice in doječe matere;
D. whereas in some contexts women are at risk of being subjected to working conditions which are not decent, and whereas they therefore deserve special attention in this regard, in particular to pregnant women and women that are breastfeeding,
E. ker so globalizacija in trenutne gospodarske razmere ter tehnološki napredek povzročili spremembe v zaposlitvenih razmerjih in vsebini nalog delavcev,
E. whereas globalisation and the current economic background, as well as technological progress, are changing employment relationships and the content of workers’ tasks,
F. ker so ženske z negotovo zaposlitvijo manjkrat seznanjene s svojimi pravicami in so bolj izpostavljene tveganju, da bodo izključene iz pravnega varstva in/ali nezakonito odpuščene,
F. whereas women in precarious employment are less likely to know their rights and are exposed to a greater risk of exclusion from legal protection and/or of wrongful dismissal,
G. ker je treba poudariti pomen pravice vseh delavcev, vključno z ženskami z negotovo zaposlitvijo, do poklicnega izobraževanja in usposabljanja,
G. whereas the importance should be emphasised of the right of all workers, including women in precarious employment, to vocational education and training,
H. ker vse večje število žensk z negotovo zaposlitvijo povečuje tveganje revščine med ženskami,
H. whereas the growing number of women in precarious employment increases the risk of poverty among women,
4. poziva Komisijo, naj si z novo strategijo zaposlovanja prizadeva za vključevanje delavk z negotovo zaposlitvijo v sisteme socialne varnosti in varnosti zaposlitve, ne glede na status njihovega dela;
Calls on the Commission to use the new employment strategy to strive for the inclusion of women in precarious employment in social security systems and employment protection systems, irrespective of the status of their work;