natgillin/translations-raw huggingface dataset:
(3) Za odpravo potencialno škodljivega učinka slabo oblikovanih struktur prejemkov na premišljeno obvladovanje tveganja in nadzor tveganega ravnanja s strani posameznikov je treba zahteve Direktive 2006/48/ES dopolniti z izrecno obveznostjo za kreditne institucije in investicijska podjetja, da za osebje, katerega poklicne dejavnosti imajo bistven vpliv na njihov profil tveganja, vzpostavijo in vzdržujejo politike prejemkov in prakse, ki so skladne z učinkovitim obvladovanjem tveganja.
(3) In order to address the potentially detrimental effect of poorly designed remuneration structures on the sound management of risk and control of risk-taking behaviour by individuals, the requirements of Directive 2006/48/EC should be supplemented by an express obligation for credit institutions and investment firms to establish and maintain, for those categories of staff whose professional activities have a material impact on their risk profile, remuneration policies and practices that are consistent with effective risk management.
Te kategorije osebja bi morale zajemati vsaj višje vodstvo, prevzemalce tveganja in nadzorne funkcije, pa tudi vse zaposlene, ki jih skupni prejemki, vključno s pokojninskimi določbami, uvrščajo v isto plačno skupino.
Those categories of staff should include at least senior management, risk takers and control functions, and any employee whose total remuneration, including pension provisions, takes them into the same remuneration bracket.
Strukture prejemkov bi morale zajemati tudi tiste zaposlene, katerih skupni prejemki so primerljivi s tistimi višjega vodstva, in nadzorne funkcije, saj utegnejo njihove trgovalne dejavnosti za kreditno institucijo pomeniti resno tveganje, kakor se je izkazalo ob propadu banke Barings Bank.
Remuneration structures should also cover those employees whose total remuneration is comparable to senior management and control functions since their trading activities can cause serious risk to a credit institution, as shown in the collapse of Barings Bank.
(4) Ker lahko pretirano in nepreudarno tveganje ogrozi finančno trdnost finančnih institucij in destabilizira bančni sistem, je pomembno, da se nova obveznost glede politik prejemkov in praks dosledno izvaja.
(4) Because excessive and imprudent risk-taking may undermine the financial soundness of financial institutions and destabilise the banking system, it is important that the new obligation concerning remuneration policies and practices should be implemented in a consistent manner.
Zato je primerno opredeliti ključna načela o premišljenih nadomestilih za zagotovitev, da struktura prejemkov ne spodbuja pretiranega tveganja s strani posameznikov in je usklajena s pripravljenostjo za tveganje, vrednotami in dolgoročnimi interesi institucije.
It is therefore appropriate to specify core principles on sound remuneration to ensure that the structure of remuneration does not encourage excessive risk-taking by individuals and is aligned with the risk appetite, values and long-term interests of the institution.
Za zagotovitev, da je zasnova politik prejemkov vključena v obvladovanje tveganja finančnih institucij, mora upravni organ (nadzorna funkcija) vsake kreditne institucije ali investicijskega podjetja vzpostaviti splošna načela, politike pa morajo biti predmet najmanj letnega neodvisnega notranjega pregleda.
In order to ensure that the design of remuneration policies is integrated in the risk management of the financial institution, the management body (supervisory function) of each credit institution or investment firm should establish the general principles to be applied, and the policies should be subject to at least annual independent internal review.
(4) Ker lahko pretirano in nepreudarno tveganje ogrozi finančno trdnost finančnih institucij in destabilizira bančni sistem, je pomembno, da se nova obveznost glede politik prejemkov in praks dosledno izvaja in zajema vse vidike prejemkov, vključno s plačami in pokojninami .
(4) Because excessive and imprudent risk-taking may undermine the financial soundness of financial institutions and destabilise the banking system, it is important that the new obligation concerning remuneration policies and practices should be implemented in a consistent manner and should cover all aspects of remuneration including salaries and pensions .
Zato je primerno opredeliti ključna načela o premišljenih nadomestilih za zagotovitev, da struktura prejemkov ne spodbuja pretiranega tveganja s strani posameznikov ali moralnega tveganja in je usklajena s pripravljenostjo za tveganje, vrednotami in dolgoročnimi interesi institucije , pa tudi z legitimnimi pričakovanji družbe za finančni sektor, hkrati pa ustrezno upošteva njeno velikost, notranjo ureditev ter naravo, obseg in zapletenost njenih dejavnosti .
It is therefore appropriate to specify core principles on sound remuneration to ensure that the structure of remuneration does not encourage excessive risk-taking by individuals or moral hazard and is aligned with the risk appetite, values and long-term interests of the institution and with the legitimate expectations placed on the financial sector by society, while having due regard to their size, internal organisation and the nature, scope and complexity of their activities .
Ta ključna načela bi morala zlasti zagotoviti, da načrtovanje politik variabilnega prejemka spodbuja plačila v obliki pogojnega kapitala in uporabo odloga plačila, da se zagotavi, da so spodbude usklajene z dolgoročnimi interesi institucije ter da metode plačevanja krepijo kapitalsko osnovo institucije.
In particular th o se core principles should ensure that the design of variable remuneration policies favours payments in the form of contingent capital and through the use of deferment, to ensure that incentives are aligned with the long-term interests of the institution and that payment methods strengthen the institution's capital base.
Strukture prejemkov morajo zajemati vse vidike prejemkov, ne le bonusov, saj se bodo sicer pojavile priložnosti za zaobitje ukrepov.
Remuneration structures must cover all aspects of remuneration, not just bonuses, or there will be opportunities to circumvent the measures.
Strukture prejemkov bi morale biti tudi sorazmerne s kreditno institucijo.
Remuneration structures should also be proportionate to the Credit Institution.
(4a) Direktiva določa ključna načela politike prejemkov.
(4a) This Directive lays down core principles on remuneration policy .
Ta načela bi morale države članice uporabljati dosledno, na ustrezen način in v obsegu, ki je sorazmeren z naravo, obsegom, zapletenostjo in tveganostjo dejavnosti ter velikostjo in notranjo strukturo zadevne kreditne institucije ali investicijskega podjetja.
Tho se principles should be applied consistently by Member States in a manner and to the extent that is proportionate to the nature, scope, complexity and riskiness of the activities and the size and internal structure of the credit institution or investment firm concerned .
Ta direktiva ne preprečuje državam članicam, da sprejmejo dodatne ukrepe, sprejete v okviru finančne podpore posameznim bankam.
This Directive should not preclude Member States from adopting additional measures taken in the context of financial support for specific banks.
Ob upoštevanju omejitev za mala podjetja predlog Komisije določa preizkus sorazmernosti za ukrepe v zvezi s prejemki.
Taking into account the constraints on small firms the Commission proposal applies a proportionality test to the remuneration measures.
To pa bi bilo treba revidirati, da se prepreči, da bi vodilo k neenakim pogojem na trgu, ki bi jih bilo mogoče izkoristiti za namene regulativne arbitraže.
This should however be reviewed to ensure it does not lead to an unlevel playing field that could be exploited for the purpose of regulatory arbitrage.
Pomembno je, da zakonodaja ne preprečuje inovacij držav članic pri zakonskem urejanju politik prejemkov, zato je treba izrecno navesti, da lahko presežejo te minimalne zahteve.
It is important that the legislation does not prevent innovation by Member States in regulating remuneration policies and therefore it should be made clear that they may go beyond these minimum requirements.
Razprava o ustrezni politiki prejemkov se naglo razvija, zato je primerno kratko obdobje pregleda, s čimer se zagotovi, da se pravočasno preučijo potrebne prilagoditve na oba načina.
The debate on appropriate remuneration policies is rapidly developing and therefore a short review period is appropriate to ensure any necessary adjustments in both ways can be considered in a timely way.
(5) Politika prejemkov mora biti namenjena uskladitvi osebnih ciljev zaposlenih z dolgoročnimi interesi zadevne kreditne institucije ali investicijskega podjetja.
(5) Remuneration policy should aim at aligning the personal objectives of staff members with the long-term interests of the credit institution or investment firm concerned.
Ocene sestavin nadomestila, ki temeljijo na uspešnosti, morajo temeljiti na dolgoročni uspešnosti in upoštevati izjemna tveganja, povezana z uspešnostjo.
The assessment of the performance-based components of remuneration should be based on longer-term performance and take into account the outstanding risks associated with the performance.
Oceno uspešnosti je treba vključiti v večletni okvir, na primer obdobje med tremi in petimi leti , za zagotovitev, da postopek ocenjevanja temelji na dolgoročni uspešnosti in da je dejansko plačilo sestavin nadomestila, ki temeljijo na uspešnosti, porazdeljeno po poslovnem ciklu podjetja.
The assessment of performance should be set in a multi-year framework, for example of three to five years, in order to ensure that the assessment process is based on longer term performance and that the actual payment of performance-based components of remuneration is spread over the business cycle of the firm
Oceno uspešnosti je treba vključiti v večletni okvir, v obdobju vsaj petih let , za zagotovitev, da postopek ocenjevanja temelji na dolgoročni uspešnosti in da je dejansko plačilo sestavin nadomestila, ki temeljijo na uspešnosti, porazdeljeno po poslovnem ciklu podjetja.
The assessment of performance should be set in a multi-year framework, of at least five years, in order to ensure that the assessment process is based on longer term performance and that the actual payment of performance-based components of remuneration is spread over the business cycle of the firm.
Da bi dodatno uravnali spodbude, je treba diskrecijske prispevke za pokojnine za vse zadevne uslužbence voditi kot pogojni kapital kreditne institucije.
To further align incentives, discretionary pension allocations of all staff members covered by those requirements should be held as contingent capital of the credit institution.
Treba je obravnavati vse prejemke in ne le bonuse.
Total remuneration must be tackled, not just bonuses.
V skladu s tem je treba dodeljena sredstva za pokojnine hraniti kot podrejeni dolg, ker bo to uskladilo dolgoročne spodbude z uspešnostjo kreditne institucije in zmanjšalo nepotrebna tveganja, saj se bo v primeru zloma podrejeni dolg uporabil za kritje izgub.
Accordingly, pension allocations should be held as subordinated debt since this will align long-term incentives with the performance of the credit institution and reduce unnecessary risk-taking because, in the event of a collapse, the subordinated debt will be used to absorb losses.
Dodatna korist je okrepitev kapitalske osnove, saj se podrejeni dolg obravnava kot kapital, kar vzpostavlja neposredno povezavo med prejemki in kapitalsko močjo.
An additional benefit is the strengthening of the capital base since subordinated debt can qualify as capital, thereby establishing a direct link between remuneration and capital strength.
Pet let je ustrezno minimalno obdobje, ki odraža poslovni cikel.
Five years is an appropriate minimum period to reflect the business cycle.
(5a) Da bi kolikor mogoče zmanjšali pobude za pretirano tveganje, morajo biti bonusi manjši delež vseh prejemkov.
(5a) To minimise incentives for excessive risk-taking bonuses should be a smaller proportion of total remuneration.
Zelo pomembno je, da plača uslužbenca predstavlja dovolj visok delež vseh njegovih prejemkov, da omogoča izvajanje politike povsem prilagodljivih bonusov, vključno z možnostjo, da se bonus ne izplača.
It is essential that an employee's salary represents a sufficiently high proportion of their total remuneration to allow the operation of a fully flexible bonus policy, including the possibility to pay no bonus.
Načela o prejemkih, določena v tem poročilu, so namenjena boljši uskladitvi tveganja v politiki prejemkov, ki jo izvajajo podjetja.
The principles on remuneration set out in this report are designed to better align risk in firms' remuneration policies.
Če bonusi zajemajo večji del vseh prejemkov zaposlenih, ostaja prisotna pobuda za iskanje kratkoročnega dobička in zmanjševanje tveganja, namenjenega trgovanju.
However, where a bonus is the dominant part of an employees remuneration package a major incentive remains to seek short term profits and minimise risks assigned to trading activity.
Zato je pomembno, da se drugi ukrepi v tej direktivi podprejo z določbo, da skupni del variabilnih prejemkov ne predstavlja večidel vseh prejemkov.
It is therefore important, as a backstop to the other measures in this directive, to ensure that the overall level of variable remuneration is not the major part of total remuneration.
(7) Določbe o prejemkih ne smejo posegati v pravice, kjer je to primerno, socialnih partnerjev v pogajanjih za sklenitev kolektivnih pogodb .
(7) The provisions on remuneration should be without prejudice to the rights , where applicable, of social partners in collective bargaining .
(7) Določbe o prejemkih ne smejo posegati v celovito izvajanje temeljnih pravic, zagotovljenih s pogodbami, zlasti pravice do tega, da socialni partnerji sklepajo in izvajajo kolektivne pogodbe v skladu z nacionalno zakonodajo in tradicijo .
(7) The provisions on remuneration should be without prejudice to the full exercise of fundamental rights guaranteed by the Treaties, in particular the right of social partners to conclude and enforce collective agreements, in accordance with national laws and traditions .
V zvezi s tem je pomembno, da se vstavi jasno sklicevanje na temeljne pravice in da se natančneje opredelijo pravice socialnih partnerjev pri pogajanjih za sklenitev kolektivnih pogodb.
In this context, it is important to have a clear reference to basic fundamental rights and to be more specific regarding the right of social partners in collective bargaining.
(8) Za zagotovitev hitrega in učinkovitega izvajanja morajo imeti pristojni organi po Direktivi 2006/48/ES pooblastilo za naložitev finančnih ali nefinančnih ukrepov ali kazni zaradi kršitve zahteve, vključno z zahtevo po skladnosti politik prejemkov s premišljenim in učinkovitim obvladovanjem tveganj.
(8) In order to ensure fast and effective enforcement, competent authorities should also have the power to impose either financial or non-financial measures or penalties for breach of a requirement under Directive 2006/48/EC, including the requirement to have remuneration policies that are consistent with sound and effective risk management.
Ti ukrepi in kazni bi morali biti učinkoviti, sorazmerni in odvračilni.
Those measures and penalties should be effective, proportionate and dissuasive.
Da bi Komisija zagotovila doslednost ter enake pogoje delovanja, pregleda izvajanje te določbe ob upoštevanju doslednosti med ukrepi in kaznimi v Uniji ter, kjer je to ustrezno, predstavi predloge, tudi tiste v zvezi s potrebo po uvedbi strožjih kazni.
In order to ensure consistency and a level playing field, the Commission should review the implementation of that provision with regard to the consistency between the measures and penalties across the Union and, where appropriate, come forward with proposals, including as regards the need for introducing stricter penalties.
(9) Za zagotovitev učinkovitega nadzora tveganj, ki izhajajo iz neprimernih struktur prejemkov, je treba politike in prakse prejemkov, ki jih sprejmejo kreditne institucije in investicijska podjetja, vključiti v nadzorniški pregled po Direktivi 2006/48/ES.
(9) In order to ensure effective supervisory oversight of the risks posed by inappropriate remuneration structures, the remuneration polices and practices adopted by credit institutions and investment firms should be included in the scope of supervisory review under Directive 2006/48/EC.
V okviru tega pregleda nadzorniki ocenijo, ali lahko te politike in prakse spodbujajo pretirano tveganje s strani zadevnih zaposlenih.
In the course of that review, supervisors should assess whether those policies and practices are likely to encourage excessive risk-taking by the staff in question.
Poleg tega nadzorniki opravijo temeljite in poglobljene preiskave višjega vodstva, prevzemalcev tveganja in nadzornih funkcij, katerih poklicne dejavnosti bistveno vplivajo na profil tveganja kreditnih institucij, s čimer zagotovijo njihovo ustreznost, preden ti prevzamejo svojo vlogo.
In addition, supervisors should conduct thorough and intrusive checks on senior management, risk-takers and control functions, whose professional activities have a material impact on the risk profile of credit institutions, before they can take up their roles in order to ensure their suitability.
Enaki postopki veljajo tudi za zaposlene, ki jih skupni prejemki, vključno s pokojninskimi določbami, uvrščajo v enako plačno skupino kot navedeno osebje.
Such procedures should also apply to staff whose total remuneration, including pension provisions, takes them into the same bracket as these categories as staff.
Nadzornike je treba prav tako obvestiti vsakič, ko kreditna institucija sproži malus ali povrnitev sredstev, da se to ustrezno upošteva v pogovoru.
Furthermore, supervisors should be notified whenever a credit institution initiates any malus or clawback in order to inform such interviews.
Nadzorniki bi morali opraviti izčrpne pogovore z višjim vodstvom in osebjem v enakem dohodkovnem razredu, da se pred prevzemom njihovih funkcij oceni, ali so primerni za opravljanje teh nalog.
Supervisors should conduct thorough interviews with senior management and staff in the same remuneration bracket to assess their suitability before taking up such roles in a credit institution.
Pogovori bi morali biti strogi in upoštevati vse postopke malusa ali povrnitve sredstev, ki zadevajo obravnavane posameznike.
Such interviews should be rigorous and consider any malus or clawback involving the individual in question.
(9a) Da bi pristojni organi držav članic še bolj izboljšali preglednost v zvezi s prakso prejemkov kreditnih institucij in investicijskih podjetij, morajo zbirati informacije o prejemkih za primerjavo institucij v skladu s kategorijami kvantitativnih podatkov, ki jih morajo te institucije razkriti v skladu s to direktivo.
(9a) In order further to enhance transparency as regards the remuneration practices of credit institutions and investment firms, the competent authorities of Member States should collect information on remuneration to benchmark institutions in accord ance with the categories of quantitative information that th o se institutions are required to disclose under this Directive.
Pristojni organi morajo zagotoviti te informacije Evropskemu bančnemu organu (EBA), da bi mu omogočile izvajanje podobnih primerjav na ravni Unije.
The competent authorit ies should provide the European Banking Authority (EBA) with such information to enable the EBA to conduct similar benchmarking at Union level.
Evropski bančni organ in nacionalni nadzorniki morajo spodbujati skupno mednarodno strukturo za razkrivanje števila posameznikov v plačilnih skupinah z 1 milijonom EUR in več, vključno z zadevnim področjem poslovanja in glavnimi sestavnimi deli plače, bonusi, jubilejnimi nagradami in pokojninskimi prispevki.
The EBA and national supervisors should promote a common international structure for disclosure of the number of individuals in pay brackets of EUR 1 million and above, including the business area involved and the main elements of salary, bonus, long-term award and pension contribution.
Vsakršno zbiranje in uporabljanje informacij mora biti v skladu z vsemi ustreznimi določbami zakonodaje EU o varstvu podatkov, vključno z Direktivo 95/46/ES Evropskega parlamenta in Sveta z dne 24. oktobra 1995 o varstvu posameznikov pri obdelavi osebnih podatkov in o prostem pretoku takih podatkov 1 in Uredbo (ES) št. 45/2001 Evropskega parlamenta in Sveta z dne 18. decembra 2000 o varstvu posameznikov pri obdelavi osebnih podatkov v institucijah in organih Skupnosti in o prostem pretoku takih podatkov 2 .
All information collection and use must be in line with all relevant provisions of EU data protection legislation, including Directive 95/46/EC of the European Parliament and of the Council of 24 October 1995 on the protection of individuals with regard to the processing of personal data and on the free movement of such data 1 , and Regulation (EC) No 45/2001 of the European Parliament and of the Council of 18 December 2000 on the protection of individuals with regard to the processing of personal data by the Community institutions and bodies and on the free movement of such data 2 .
2 UL L L 8, 12.1.2001, str.
2 OJ L L 8, 12.1.2001, p.
Da bi nacionalni nadzorniki temeljito razumeli vzorce in trende politik prejemkov, morajo uporabiti podatke o politikah prejemkov in plačil, ki jih zberejo, za primerjavo institucij na nacionalni ravni, in o tem poročati Evropskemu bančnemu organu ter mu omogočiti izvedbo vseevropske primerjave.
To fully understand patterns and trends of remuneration policies national supervisors should use the information they collect on remuneration policies and payments to benchmark the institutions at a national level, and refer this to the European Banking Authority enabling it to undertake a Europe wide benchmarking exercise.
(10) Za spodbujanje konvergenc nadzora pri ocenjevanju politik in praks prejemkov mora Odbor evropskih bančnih nadzornikov zagotoviti smernice za premišljene politike prejemkov v bančnem sektorju.
(10) In order to promote supervisory convergences in the assessment of remuneration policies and practices, the Committee of European Banking Supervisors should ensure the existence of guidelines on sound remuneration policies in the banking sector.
Odbor evropskih regulativnih organov mora pomagati pri pripravi takšnih smernic , če te veljajo tudi za politike prejemkov za osebe, udeležene pri zagotavljanju investicijskih storitev in izvajanju investicijskih dejavnosti kreditnih institucij in investicijskih podjetij v smislu Direktive 2004/39/ES Evropskega parlamenta in Sveta z dne 21. aprila 2004 o trgih finančnih instrumentov.
The Committee of European Securities Regulators should assist in the elaboration of such guidelines to the extent that they also apply to remuneration policies for persons involved in the provision of investment services and the carrying out of investment activities by credit institutions and by investment firms within the meaning of Directive 2004/39/EC of the European Parliament and of the Council of 21 April 2004 on markets in financial instruments.
(10) Za spodbujanje konvergenc nadzora pri ocenjevanju politik in praks prejemkov mora Evropski bančni organ izdelati tehnične standarde za poenostavitev zbiranja informacij in dosledno izvajanje načel prejemkov v bančnem sektorju.
(10) In order to promote supervisory convergences in the assessment of remuneration policies and practices, the EBA should elaborate technical standards to facilitate information collection and the consistent implementation of the remuneration principles in the banking sector.
Za določitev teh standardov mora Komisija imeti pooblastila za sprejemanje delegiranih aktov v skladu s členom 290 Pogodbe o delovanju Evropske unije.
The Commission should be empowered to adopt delegated act s in accordance with Article 290 of the Treaty on the Functioning of the European Union to establish those standards .