natgillin/translations-raw huggingface dataset:
Nadomestilo, ki ga prejmejo delavke v smislu člena 2, ne sme biti v nobenem primeru nižje od nadomestila, ki ga prejmejo delavke v smislu člena 2 zaradi prekinitve dejavnosti iz zdravstvenih razlogov.
3a. the allowance received by workers within the meaning of Article 2 may in any case not be lower than the allowance received by workers within the meaning of Article 2 in the event of a break in activity on grounds connected with the worker’s state of health.
Z določitvijo, da porodniško nadomestilo ne sme biti nižje od bolniškega nadomestila, se zagotovi, da direktiva vključuje matere z zelo nizko plačo, kar velja predvsem za matere v novih državah članicah.
Stating that the allowance cannot be lower than health allowance ensures that the directive takes into consideration those mothers who have very low salaries, as is particularly the case in new Member States.
Člen 1 – točka 3 – podtočka c b (novo)
Article 1 – point 3 – subpoint c b (new)
Člen 11 – točka 4
Article 11 – point 4
(cb) Člen 11(4) se razveljavi.
(cb) Article 11(4) is repealed.
Merilo za upravičenost iz člena 11(4) Direktive 92/85/EGS je treba umakniti, če naj bi imele vse ženske enako pravico do plačanega porodniškega dopusta, da se upoštevajo mobilnost delavcev in skupna načela prožne varnosti EU.
It is essential to remove the eligibility criterion of Article 11(4) of Directive 92/85/EEC if all women are to have the same right to paid maternity leave, in such a way as to comply with worker mobility and the EU's common principles of "flexicurity".
Nima smisla, da Komisija v predlogu prizna pravico do porodniškega dopusta ter hkrati ženskam omogoča, da zapustijo delovno mesto in izgubijo dohodek, če ne izpolnjujejo pogojev za plačan porodniški dopust v skladu z nacionalno zakonodajo.
It makes no sense for the Commission proposal to recognise the right to maternity leave yet permit women to leave their jobs and lose their income if they do not meet the conditions for paid maternity leave under national law.
Člen 11 – točka 5
Article 11 – point 5
Države članice sprejmejo potrebne ukrepe za zagotovitev, da delavke iz člena 2 med porodniškim dopustom in po vrnitvi s porodniškega dopusta iz člena 8 lahko prosijo za spremembe urnika in oblik dela ter da bi morali biti delodajalci obvezani te prošnje obravnavati ter pri tem upoštevati svoje potrebe in potrebe delavk.“
Member States shall take the measures necessary to ensure that workers, within the meaning of Article 2, may, during maternity leave or when returning from maternity leave, as provided for in Article 8, request changes to their working hours and patterns, and that employers shall be obliged to consider such requests, taking employers" and workers" needs into account.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da delavke iz člena 2 med porodniškim dopustom in po vrnitvi s porodniškega dopusta iz člena 8 lahko prosijo za spremembe urnika in oblik dela ter da bi morali biti delodajalci obvezani te prošnje obravnavati ter pri tem resno upoštevati svoje potrebe in potrebe delavk, da bi se izboljšala usklajenost med poklicnim, zasebnim in družinskim življenjem .
Member States shall take the measures necessary to ensure that workers, within the meaning of Article 2, may, during maternity leave or when returning from maternity leave, as provided for in Article 8, request changes to their working hours and patterns, and that employers shall be obliged to consider such requests seriously , taking employers" and workers" needs into account , in order to improve the balance between work and private and family life.
Če delodajalci to prošnjo zavrnejo, podajo tudi objektivne razloge, te prošnje pa lahko zavrnejo le, če so organizacijske slabosti za delodajalca nesorazmerno večje od koristi za delavca.
Employers shall , where refusing such requests, provide objective reasons and may only refuse such requests where the disadvantages for the employer in organisational terms are disproportionately greater than the benefits for the worker.
Člen 11 – točka 5 a (novo)
Article 11 – point 5 a (new)
(da) Doda se naslednja točka 5a: „1a.
(da) The following point 5a is inserted:
Države članice sprejmejo potrebne ukrepe za spodbujanje delodajalcev in dialoga med socialnimi partnerji, da bi ženskam po zaključku porodniškega dopusta zagotovili ponovno vključevanje na delovno mesto in jim omogočili pomoč pri usposabljanju, kjer je to ustrezno in/ali kjer delavka to zahteva.“
Member States shall take the necessary measures to encourage employers and to promote dialogue between the social partners to provide for reintegration and training support for workers returning to work after maternity leave , where necessary and/or where requested by the worker ."
Article 1 – point 3 -subpoint d b (new)
Article 1 – point 3 -subpoint d b (new)
Člen 11 – točka 5 b (novo)
Article 11 – point 5 b (new)
Vstavi se naslednja točka 5b:
The following p oint 5 b is inserted:
Delodajalec zagotovi, da se v delovnem času nosečnice upoštevajo nujni redni in izredni zdravstveni pregledi.“
The employer shall ensure that the working time of pregnant workers takes account of the need for regular and extraordinary medical check-ups."
Zdravstveni pregledi nosečnic so obvezni ter izjemno pomembni za normalen razvoj zarodka, zato mora delodajalec to upoštevati in nosečnicam omogočiti fleksibilnost delovnega časa.
The medical check-ups are obligatory for pregnant women and extremely important for the normal development of the foetus, therefore, the employer must take that into consideration and ensure flexibility in the working hours of the pregnant workers.
Člen 1 – točka 3 – podtočka d c (novo)
Article 1 – point 3 -subpoint d c (new)
Člen 11 – točka 5 c (novo)
Article 11 – point 5 c (new)
(dc) Vstavi se naslednji odstavek 5c:
( dc ) The following paragraph 5c is inserted:
Države članice delodajalce spodbujajo, da zaposlenim omogočijo varstvo otrok, mlajših od 3 let.“
Member States shall encourage employers to set up childcare facilities for children of employees that are younger than three years old."
Dejstvo je, da v EU primanjkuje storitev varstva otrok.
The lack of childcare facilities is an undeniable reality in the EU.
Ta določba je bistvena, da se ženske zaradi oskrbe majhnih otrok ne bi odpovedale karieri.
This provision is essential for preventing women from giving up employment because of having small children to take care of.
Vstavi se naslednji člen 11a:
The following Article 11a is inserted:
Odsotnost z dela zaradi dojenja
Time off for breastfeeding
Doječe matere imajo v času dojenja pravico do odsotnosti z dela za dojenje, ki se ga koristi v dveh delih in vsakič traja eno uro, razen če se z delodajalcem sklene bolj ugoden dogovor, brez kakršne koli izgube pravic v zvezi z delovnim razmerjem.
A mother who is breastfeeding her child shall be entitled to a period of leave for that purpose , that shall be taken in two separate periods, each of which shall be of one hour, unless another arrangement has been agreed with the employer, without losing any privileges connected to her employment .
V primeru rojstva več otrok hkrati se odsotnost z dela iz odstavka 1 podaljša za pol ure za vsakega dodatnega otroka.
In the case of multiple births, the leave referred to in paragraph 1 shall be increased by 30 minutes for each additional child.
V primeru dela s krajšim delovnim časom, se odsotnost za dojenje iz prvega odstavka skrajša sorazmerno z delovnim časom, ne more pa biti krajša od pol ure.
In the case of part-time work , the leave referred to in paragraph 1 shall be reduced in proportion to the normal working hours, but may not be less than 30 minutes.
V primeru iz tretjega odstavka se dovoli odsotnost, ki ni daljša od ene ure, in po potrebi druga odsotnost, da se izkoristi preostali čas, razen v primeru drugačnega dogovora z delodajalcem.“
In the case referred to in paragraph 3 , the leave shall be taken for a period not exceeding one hour and, where applicable, for a second period to cover the remaining duration, unless another arrangement has been agreed with the employer".
Člen 11 b (novo)
Article 11b (new)
Vstavi se naslednji člen 11b:
The following Article 11b is inserted:
„Člen 11b
" Article 1 1b
Države članice s kolektivnimi pogodbami ali s prakso spodbujajo delodajalce, da sprejmejo učinkovite ukrepe za preprečevanje diskriminacije žensk zaradi nosečnosti, porodniškega ali posvojiteljskega dopusta.
Member States shall encourage employers through collective agreements or practice, to take effective measures to prevent discrimination against women on the grounds of pregnancy, maternity or adoption leave.
Vključevanje načela enakosti spolov
Gender mainstreaming
Države članice aktivno upoštevajo cilj enakosti med moškimi in ženskami, ko oblikujejo in izvajajo zakone in druge predpise, politike in dejavnosti na področjih, navedenih v tej direktivi.“
Member States shall actively take into account the objective of equality between men and women when formulating and implementing laws, regulations, administrative provisions, policies and activities in the areas referred to in this Directive. "
(1) Države članice sprejmejo ukrepe, ki so glede na njihove nacionalne sodne sisteme potrebni za zagotovitev, da mora, kadar osebe, ki menijo, da so jim bile kršene pravice iz te direktive, in sodišču ali drugemu pristojnemu organu predložijo dejstva, na podlagi katerih je mogoče domnevati, da je prišlo do takšne kršitve, tožena stranka dokazati, da Direktiva ni bila kršena.
(1) Member States shall take such measures as are necessary in accordance with their national judicial systems to ensure that when persons who consider that their rights under this Directive have been breached establish, before a court or other competent authority, facts from which it may be presumed that there has been such a breach, it shall be for the respondent to prove that there has been no breach of the Directive.
(2) Odstavek 1 ne preprečuje državam članicam, da uvedejo pravila o dokazovanju, ki so ugodnejša za tožnike.
(2) Paragraph 1 shall not prevent the Member States from introducing rules of evidence which are more favourable to plaintiffs.
(3) Odstavek 1 se ne uporablja v kazenskih postopkih.
(3) Paragraph 1 shall not apply to criminal proceedings.
(4) Državam članicam ni treba uporabljati odstavka 1 pri postopkih, v katerih sodišče ali drugo pristojno telo razišče dejstva v zvezi s primerom.
(4) Member States need not apply paragraph 1 to proceedings in which the court or competent body investigates the facts of the case.
(5) Odstavki 1 do 4 se uporabljajo tudi v vseh pravnih postopkih, začetih v skladu s členom 12.“
(5) Paragraphs 1 to 4 shall also apply to any legal proceedings commenced according to Article 12.
Člen 12 a a (novo)
Article 12 a a (new)
Vstavi se naslednji člen 12aa:
The following Article 12aa is inserted:
„Člen 12aa
"Article 12aa
Države članice v skladu z nacionalno tradicijo in praksami sprejmejo ustrezne ukrepe za spodbujanje dialoga med socialnimi partnerji na ustreznih ravneh, da bi vzpostavile učinkovite ukrepe za preprečevanje diskriminacije žensk zaradi nosečnosti ali porodniškega oziroma posvojiteljskega dopusta.“
Member States shall, in accordance with their national traditions and practice, take adequate measures to promote dialogue between the social partners at relevant levels with a view to putting in place effective measures to prevent discrimination against women on the grounds of pregnancy, maternity or adoption leave."
Člen 12 c
Article 12 c
Države članice določijo pravila o kaznih, ki se uporabljajo za kršitve nacionalnih določb, sprejetih na podlagi te direktive, in sprejmejo vse potrebne ukrepe, da se zagotovi njihovo izvajanje.
Member States shall lay down the rules on penalties applicable to breaches of national provisions adopted pursuant to this Directive, and shall take all measures necessary to ensure that they are applied.
Kazni lahko obsegajo plačilo odškodnine, ki ne sme biti omejena z določitvijo vnaprejšnje zgornje meje, in morajo biti učinkovite, sorazmerne in odvračilne.“
Penalties may comprise payment of compensation, which may not be limited by the fixing of a prior upper limit, and must be effective, proportionate and dissuasive.
Člen 12 d
Article 12d
Države članice zagotovijo, da je(so) organ(-i) za spodbujanje, analiziranje, nadzorovanje in podpiranje enakega obravnavanja vseh oseb brez diskriminacije zaradi spola iz člena 20 Direktive 2002/73/ES, kakor jo spreminja Direktiva 2006/54/ES, pristojen(-jni) tudi za zadeve, ki jih zajema ta direktiva.“
Member States shall ensure that the body or bodies designated under Article 20 of Directive 2002/73/EC as recast by Directive 2006/54/EC for the promotion, analysis, monitoring and support of equal treatment of all persons without discrimination on grounds of sex shall be competent in addition for issues falling within the scope of this Directive, where these issues pertain primarily to equal treatment and not to the worker's health and safety.
Države članice zagotovijo, da je(so) organ(-i) za spodbujanje, analiziranje, nadzorovanje in podpiranje enakega obravnavanja vseh oseb brez diskriminacije zaradi spola iz člena 20 Direktive 2002/73/ES, kakor jo spreminja Direktiva 2006/54/ES, pristojen(-jni) tudi za zadeve, ki jih zajema ta direktiva, ne samo za zdravje in varnost zadevnih delavk.
Member States shall ensure that the body or bodies designated under Article 20 of Directive 2002/73/EC as recast by Directive 2006/54/EC for the promotion, analysis, monitoring and support of equal treatment of all persons without discrimination on grounds of sex shall be competent in addition for issues falling within the scope of this Directive, where these issues pertain primarily to equal treatment and not solely to the worker's health and safety.
Države članice lahko sprejmejo preventivne ukrepe za varstvo in varnost pri delu nosečih delavk in delavk, ki so pred kratkim rodile.
Member States may adopt preventive measures for the protection and safety at work of pregnant workers and mothers of newly-born children .
Stres na delovnem mestu lahko vpliva na duševno zdravje nosečnic oziroma žensk, ki so pred kratkim rodile ali dojijo, 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.
Socialne partnerje na evropski ravni se poziva k razpravi o okvirnem sporazumu o starševskem dopustu, da bosta lahko oba starša prispevala k boljšemu usklajevanju zasebnega in poklicnega življenja.
The social partners at European level are requested to discuss the framework agreement on parental leave in order to involve both parents in improving the balance between private and working life when they have a child .
V predlogu spremembe direktive 92/85/EGS ni natančnih določb za učinkovito zagotovitev porodniškega dopusta niti za možnost prehoda med porodniškim dopustom in vrnitvijo na delovno mesto, na primer vrtec, očetovski dopust ali dopust za nego in varstvo otroka.
The proposal amending Directive 92/85/EEC does not specify the measures required to ensure effective use of maternity leave and provide for a clear transition between the end of maternity leave and the return to employment, such as childcare facilities, paternity leave and parental leave.
Priporočljivo je, da se pravila, ki izhajajo iz te direktivo, zapišejo v kolektivnih in posameznih delovnih pogodbah v državah članicah.
It is recommended that the rules arising from this Directive be transcribed in the text of collective and individual work contracts in the Member States.
Delavke svojih pravic pogosto ne izrabijo zaradi nepoznavanja zakonodaje, ki je namenjena njihovi zaščiti.
Women workers very often do not avail themselves of their rights because they do not know they are protected by the law.
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 [pet let po sprejetju] in potem vsake 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 [five 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.
V poročilu Komisije se, kot je primerno, upoštevajo stališča socialnih partnerjev in zadevnih nevladnih organizacij.
The Commission’s report shall take account, as appropriate, of the viewpoints of the social partners and relevant non-governmental organisations.
V skladu z načelom enakosti med spoloma poročilo med drugim vsebuje oceno učinka sprejetih ukrepov na ženske in moške.
In accordance with the principle of gender mainstreaming, the report shall inter alia provide an assessment of the impact on women and men of the measures taken.
Glede na prejete informacije poročilo po potrebi vključuje predloge za spremembe in posodobitve Direktive 92/85/EGS, kakor jo spreminja ta direktiva.
In the light of the information received, the report shall, where necessary, include proposals to revise and update 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 na ravni Unije.
It shall also include an impact study analysing the social and economic effects, in the EU as a whole, of a further increase in the duration of maternity leave.
Treba je natančno oceniti stroške in prednosti občutnega podaljšanja porodniškega dopusta tako za ženske kot za družbo.
The costs and benefits entailed, for both women and society, in substantially longer maternity leave need to be gauged accurately.
Takšno podaljšanje s spodbujanjem dojenja omogoča zlasti varčevanje pri zdravstvenih izdatkih in pozitivno vpliva na okolje in kupno moč gospodinjstev.
Facilitating breastfeeding could, among other things, lead to savings in health spending and have a beneficial impact on the environment and household purchasing power.
Namen predloga Komisije o spremembi Direktive 92/85/EGS je zagotoviti boljšo varnost in zdravje nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo.
The Commission proposal amending Directive 92/85/EEC is intended to guarantee better safety and health for pregnant workers and those who have recently given birth or are breastfeeding.
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 dela.
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.
Dodajanje člena 141 Pogodbe ES k pravni podlagi obravnavanega predloga – pravna podlaga predloga je tako sestavljena iz člena 137(2), ki zagotavlja zaščito varnosti in zdravja delavcev, in člena 141(3) PES v zvezi s spodbujanjem enakih možnosti moških in žensk – zagotavlja bolj uravnoteženo zasnovo direktive.
The addition of Article 141 of the EC Treaty to the legal basis in the proposal now under consideration – the proposal thus has a combined legal basis consisting of Article 137(2), providing for workers’ safety and health to be protected, and Article 141(3) of the TEC, relating to the promotion of equal opportunities for men and women – makes the directive conceptually better balanced.
Širša pravna podlaga lahko poleg tega vključuje določbe za zaščito mater in očetov, 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 14 na 18 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 18 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.
Starševstvo na osnovi skupnih odgovornosti
Parenting based on shared responsibilities
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 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.
Boljše ravnovesje med poklicnim in zasebnim življenjem je tudi eno od šestih prednostnih področij ukrepanja iz načrta za enakost med ženskami in moškimi za obdobje 2006–2010.
A better work-life balance is also one of the six priority areas of action set out in the 2006-2010 ‘Roadmap for equality between women and men’.
EU se trenutno sooča z demografskim izzivom, ki izvira iz nizke rodnosti in vedno večjega deleža starejših.
The EU is at present facing a demographic challenge arising from low birth rates and the growing proportion of older people.
Boljše določbe za spodbujanje ravnovesja med poklicnim in zasebnim življenjem so tudi način, kako obvladovati zmanjševanje števila prebivalcev.
Better provisions to promote a work-life balance are also a way of coping with a dwindling population.
Spolni stereotipi v družbi so dokazano dolgoživi in preprečujejo ženskam dostop do zaposlitve in zlasti do dobrih delovnih mest.
However, gender stereotypes in society are proving to be long lived and consequently denying women access to employment and, above all, good jobs.
Še vedno velja, da so ženske v nasprotju z moškimi prvenstveno odgovorne za vzgojo otrok in drugih vzdrževanih članov; pogosto so prisiljene izbrati med materinstvom in uspehom v karieri.
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.
V mnogih primerih velja prepričanje, da kot delavke predstavljajo „visoko tveganje“, so „drugorazredne“ delavke ali „breme“, saj obstaja zelo velika verjetnost, da bodo zanosile in izkoristile pravico do porodniškega dopusta.
In many cases they are perceived to be ‘high-risk’ or ‘second-rate’ workers, or as ‘nuisances’, given that they are highly likely to become pregnant and make use of their entitlement to maternity leave.
Zato je bistvenega pomena, da nove določbe o porodniškem dopustu odpravijo stereotipe v družbi, namesto da jih okrepijo.
It is essential, therefore, that the new leave arrangements should break with, rather than reinforcing, the stereotypes existing in society.
Materinstvo in očetovstvo sta temeljni pravici in steber družbene stabilnosti.
Motherhood and fatherhood are fundamental rights and central to social stability.