natgillin/translations-raw huggingface dataset:
Delegirani akt, sprejet v skladu s členom 4, začne veljati samo, če Evropski parlament ali Svet ne izrazita nasprotovanja v roku dveh mesecev od uradnega sporočila o aktu Evropskemu parlamentu in Svetu ali če pred iztekom omenjenega roka Evropski parlament in Svet seznanita Komisijo, da aktu ne nameravata nasprotovati.
A delegated act adopted pursuant to this Regulation shall enter into force only if no objection has been expressed either by the Parliament or the Council within a period of two months of notification of that act to the European Parliament and the Council or if, before the expiry of that period, the European Parliament and the Council have both informed the Commission that they will not object.
Člen 42 b
Article 42 b
Evropski parlament ali Svet lahko kadar koli prekličeta pooblastilo iz člena 42a.
The delegation of power referred to in Article 42a may be revoked at any time by the European Parliament or by the Council.
Institucija, ki je začela notranji postopek o morebitnem preklicu pooblastila, o tem obvesti drugo institucijo in Komisijo v razumnem roku pred sprejetjem končnega sklepa ter pri tem navede prenesena pooblastila, ki bi se lahko preklicala, in možne razloge za preklic.
The institution which has initiated an internal procedure for deciding whether to revoke the delegation of power shall endeavour to inform the other institution and the Commission within a reasonable period of time before taking a final decision, indicating the delegated powers which could be subject to revocation and possible reasons for such revocation.
S sklepom o preklicu prenehajo veljati pooblastila, navedena v navedenem sklepu.
The decision of revocation shall put an end to the delegation of the powers specified in that decision.
Sklep začne veljati takoj ali na dan, ki je v njem določen.
It shall take effect immediately or at a later date specified therein.
Člen 42 c
Article 42 c
Evropski parlament in Svet lahko nasprotujeta delegiranemu aktu v dveh mesecih od datuma uradnega obvestila.
The European Parliament or the Council may object to a delegated act within a period of two months from the date of notification.
Na pobudo Evropskega parlamenta ali Sveta se ta rok podaljša za en mesec.
At the initiative of the European Parliament or the Council, this period shall be extended by one month.
Če do izteka navedenega roka niti Evropski parlament niti Svet ne nasprotujeta delegiranemu aktu, se akt objavi v Uradnem listu Evropske unije in začne veljati na dan, ki je v njem določen.
If, on expiry of that period, neither the European Parliament nor the Council has objected to the delegated act it shall be published in the Official Journal of the European Union and shall enter into force on the date stated therein.
Člen 42 d
Article 42 d
Izvedbeni akti – odbor
Implementing acts - committee
Komisiji pomaga Odbor za kmetijske sklade.
The Commission shall be assisted by the Committee on the Agricultural Funds.
Ta odbor je odbor v smislu Uredbe (EU) št. 182/2011*.
That committee shall be a committee within the meaning of Regulation (EU) No 182/2011*.
Če se izvedbeni akti sprejmejo na podlagi tega odstavka, se uporablja člen [5] Uredbe (EU) št. [xxxx/yyyy] (dopolniti po sprejetju uredbe o podrobnih pravilih za nadzor iz člena 291(3) PDEU, ki je zdaj v obravnavi v EP in Svetu) (postopek preverjanja) .
When implementing acts are adopted pursuant to this paragraph, Article [5] of Regulation (EU) No [xxxx/yyyy] (to be completed following the adoption of the regulation on control mechanisms, as referred to in Article 291(3) of the TFEU, currently the subject of discussion by the European Parliament and the Council) shall apply. (examination procedure)
Če se izvedbeni akti sprejmejo na podlagi tega odstavka, se uporablja člen [4] Uredbe (EU) št. [xxxx/yyyy] (dopolniti po sprejetju uredbe o podrobnih pravilih za nadzor iz člena 291(3) PDEU, ki je zdaj v obravnavi v EP in Svetu) (svetovalni postopek).
When implementing acts are adopted pursuant to this paragraph, Article [4] of Regulation (EU) No [xxxx/yyyy] (to be completed following the adoption of the regulation on control mechanisms, as referred to in Article 291(3) of the TFEU, currently the subject of discussion by the European Parliament and the Council) shall apply. (advisory procedure) .'
Pri sklicevanju na ta odstavek se uporablja člen 4 Uredbe (EU) št. 182/2011 .
Where reference is made to this paragraph, Article 4 of Regulation (EU) No 182/2011 shall apply.
Po Lizbonski pogodbi temelji uskladitev Uredbe (ES) št. 1290/2005 z novimi pravili Pogodbe na razvrstitvi določb, ki jih je sprejela Komisija za izvajanje navedene uredbe, na prenesena in izvedbena pooblastila.
Following the Lisbon Treaty, the harmonisation of Regulation (EC) No 1290/2005 with the new rules contained in the Treaty is based on a classification into delegated powers and implementing powers of the provisions adopted by the Commission pursuant to that Regulation.
Na podlagi meril iz člena 290 za delegirane akte in člena 291 za izvedbene akte je poročevalec pozorno pregledal predlog Komisije in opredelil področja, kjer so izpolnjeni pogoji za delegirane akte.
Based on the criteria defined in Articles 290 and 291 for each type of act respectively, the rapporteur carefully scrutinized the Commission proposal and identified areas where the conditions for delegated acts were met.
Nato je bil predlog pregledan tudi glede na pogoje za izvedbene akte.
Consequently, the proposal was scrutinized on the conditions of implementing acts.
Poročevalec predlaga nekaj sprememb glede pogojev prenosa pooblastila (čas prenosa pooblastila, časovni okvir za nasprotovanje delegiranemu aktu, podaljšanje tega obdobja, postopek v odboru itd.) v skladu s skupnim razumevanjem praktičnih ureditev za uporabo delegiranih aktov, ki ga je konferenca predsednikov sprejela 3. marca 2011, in Uredbo 182/2011 Evropskega parlamenta in Sveta o določitvi pravil in splošnih načel, na podlagi katerih države članice nadzirajo izvajanje izvedbenih pooblastil Komisije.
The rapporteur proposes some amendments as regards the conditions of the delegation (period of delegation, timeframe for objecting to a delegated act, extension of that period, committee procedure, etc.) in accordance with the Common Understanding on practical arrangements for the use of delegated acts approved by the Conference of Presidents on 3 March 2011 and Regulation 182/2011 of the European Parliament and the Council laying down the rules and general principles concerning mechanisms for control by Member States of the Commission's exercise of implementing powers.
Spremembe glede odhodkov, ki se morajo financirati iz EKJS, in postopka izterjave pomenijo poenostavitev z odpravo dveh uredb Sveta in z zmanjšanjem upravnih nalog držav članic.
The amendments relating to the expenditure to be financed by the EAGF and the recovery procedure constitute a simplification in that they replace two Council regulations and result in a decrease in the administrative tasks incumbent on Member States.
o ženskah in vodenju podjetij
on women and business leadership
– ob upoštevanju četrte svetovne konference o ženskah septembra 1995 v Pekingu, deklaracije in izhodišč za ukrepanje, sprejetih v Pekingu, ter poznejših končnih dokumentov s posebnih zasedanj Organizacije združenih narodov Peking +5, Peking +10 in Peking +15 o nadaljnjih ukrepih in pobudah za izvajanje pekinške deklaracije in izhodišč za ukrepanje, ki so bili sprejeti 9. junija 2000, 11. marca 2005 oziroma 12. marca 2010,
– having regard to the Fourth World Conference on Women, held in Beijing in September 1995, the Declaration and Platform for Action adopted in Beijing and the subsequent documents adopted at the United Nations Beijing +5, Beijing +10 and Beijing +15 Special Sessions, on 9 June 2000, 11 March 2005 and 12 March 2010 respectively, on further actions and initiatives to implement the Beijing Declaration and Platform for Action,
– ob upoštevanju Listine Evropske unije o temeljnih pravicah, zlasti njenih členov 1, 2, 3, 4, 5, 21 in 23,
– having regard to the Charter of Fundamental Rights of the European Union, in particular Articles 1, 2, 3, 4, 5, 21 and 23 thereof,
– ob upoštevanju člena 2 Pogodbe o Evropski uniji, ki poudarja vrednote, skupne državam članicam, kot so pluralizem, nediskriminacija, strpnost, pravičnost, solidarnost in enakost moških in žensk,
– having regard to Article 2 of the Treaty on European Union, which sets out the values common to the Member States, including pluralism, non-discrimination, tolerance, justice, solidarity and equality between women and men,
– ob upoštevanju člena 19 Pogodbe o delovanju Evropske unije, ki omenja boj proti diskriminaciji na podlagi spola,
– having regard to Article 19 of the Treaty on the Functioning of the European Union, which refers to combating gender discrimination,
– ob upoštevanju poročila Evropske komisije o napredku pri enakosti moških in žensk za leto 2011,
– having regard to the Commission report on Progress on Equality between Women and Men 2011,
– ob upoštevanju sporočila Komisije z dne 27. oktobra 2010 z naslovom „K aktu za enotni trg – za visokokonkurenčno socialno tržno gospodarstvo: 50 predlogov za izboljšanje skupnega dela, poslovanja in izmenjav“ ( KOM(2010)0608 ),
– having regard to the Commission communication of 27 October 2010 entitled ‘Towards a Single Market Act for a highly competitive social market economy: 50 proposals for improving our work, business and exchanges with one another’ ( COM(2010)0608 ),
– ob upoštevanju zelene knjige Komisije z dne 6. junija 2010 o korporativnem upravljanju finančnih institucij in politiki prejemkov ( KOM(2010)0284 ),
– having regard to the Commission Green Paper of 6 June 2010 on corporate governance in financial institutions and remuneration policies ( COM(2010)0284 ),
– ob upoštevanju Sporočila Komisije z dne 5. marca 2010 z naslovom „Okrepljena zaveza za enakost med ženskami in moškimi – Listina žensk“ ( KOM(2010)0078 ),,
– having regard to the Commission communication of 5 March 2010 entitled ‘A Strengthened Commitment to Equality between Women and Men: A Women’s Charter’ ( COM(2010)0078 ),
– ob upoštevanju evropskega pakta za enakost med spoloma, ki ga je Evropski svet sprejel marca 2006, in novega evropskega pakta za enakost med spoloma, ki ga je Evropski svet sprejel 7. marca 2011,
– having regard to the European Pact for Gender Equality adopted by the European Council in March 2006 1 , and the new European Pact for Gender Equality adopted by the European Council on 7 March 2011,
– ob upoštevanju Priporočila Sveta št. 1996/694/ES o enakopravnem sodelovanju žensk in moških v postopku odločanja,
– having regard to Council Recommendation 1996/694/EC on the balanced participation of women and men in the decision-making process,
– ob upoštevanju letnega srečanja svetovnega gospodarskega foruma od 26. do 29. januarja 2011 v Davosu in programa z naslovom „Voditeljice in enakost spolov“,
– having regard to the annual meeting of the World Economic Forum, held from 26 to 29 January 2011 in Davos, and the programme entitled ‘Women Leaders and Gender Parity’,
– ob upoštevanju svoje resolucije z dne 8. marca 2011 o enakosti žensk in moških v Evropski uniji – 2010
– having regard to its resolution of 8 March 2011 on equality between women and men in the European Union - 2010
Sprejeta besedila, P7_TA(2011)0085 . ,
Texts adopted, P7_TA(2011)0085 ,
– ob upoštevanju svoje resolucije z dne 15. junija 1995 o četrti svetovni konferenci Organizacije združenih narodov o ženskah: „Enakost, razvoj in mir“
– having regard to its resolutions of 15 June 1995 on the fourth World Conference on Women in Beijing: ‘Equality, Development and Peace’
92. , svoje resolucije z dne 10. marca 2005 o nadaljnjem ukrepanju po četrti svetovni konferenci o ženskah – izhodišča za ukrepanje (Peking + 10)
92. , of 10 March 2005 on the follow-up to the fourth World Conference on Women Platform for Action (Beijing +10)
UL C 320 E, 15.12.2005, str.
OJ C 320E, 15.12.2005, p.
247. in svoje resolucije z dne 25. februarja 2010 o Pekingu + 15 – izhodišča Organizacije združenih narodov za ukrepanje na področju enakosti med spoloma
247. and of 25 February 2010 on Beijing +15 – UN Platform for Action for Gender Equality
UL C 348 E, 21.12.2010, str.
OJ C 348E, 21.12.2010, p.
– ob upoštevanju poročila Odbora za pravice žensk in enakost spolov ( A7-0210/2011 ),
– having regard to the report of the Committee on Women’s Rights and Gender Equality ( A7-0210/2011 ),
A. ker je enakost spolov temeljno načelo Evropske unije, zapisano v Pogodbi o Evropski uniji, in eden od njenih ciljev in nalog; ker je vključevanje načela enakosti žensk in moških v vse dejavnosti posebno poslanstvo Unije,
A. whereas gender equality is a fundamental principle of the European Union, enshrined in the Treaty on European Union and ranking among its objectives and tasks, and whereas the Union has set itself the specific task of mainstreaming gender equality in all its activities,
B. ker bi moral biti eden prednostnih ciljev Evropske unije, da se sposobnim in usposobljenim ženskam z odstranjevanjem trajnih ovir in neenakosti spolov, ki ženskam onemogočajo poklicno napredovanje, omogoči dostop do mest, ki so jim zdaj težko dostopna,
B. whereas one of the Union's primary objectives should be to afford competent and qualified women access to jobs that are currently difficult for them to obtain, by removing the persistent barriers and gender inequalities that prevent women from advancing in their careers,
C. ker mora enakost spolov na področju zaposlovanja brez razlikovanja spodbujati moške in ženske na trgu dela in pri napredovanju na vodilnih položajih na vseh ravneh za socialno pravičnost in za polno izkoriščenost znanja in spretnosti žensk, s čimer bi tudi okrepili gospodarstvo, ter v enaki meri zagotavljati možnosti za poklicno napredovanje žensk in moških,
C. whereas gender equality in employment must entail the advancement of men and women, without distinction, both within the labour market generally and in terms of their promotion to management posts at all levels, in the interests of social justice and of making full use of women's skills so as to strengthen the economy in the process, and must afford women the same career development prospects as men,
D. ker so leta 2008 ženske prejele 59,5 % univerzitetnih diplom, podeljenih v EU, ker na poslovnih, menedžerskih in pravnih fakultetah študira več žensk kot moških, ker je bil kljub temu leta 2009 delež žensk v najvišjih organih odločanja največjih podjetij, ki kotirajo na borzi, zgolj 10,9 %,
D. whereas, in 2008, 59.5% of university qualifications awarded in the EU went to women, whereas women outnumber men in business, management and law faculties, but whereas, however, the proportion of women in the highest decision-making bodies of the largest publicly listed firms was only 10.9% in 2009,
E. ker je druge možne dejavnike, ki ovirajo zastopanost žensk, morda mogoče pripisati skupku vzorcev razlikovanja na podlagi spola in stereotipnih ravnanj, ki še obstajajo v podjetjih in omejujejo obstoj mentorstva za potencialne direktorice,
E. whereas other possible factors impeding women's representation may be a combination of sex-based discrimination, stereotypical behaviour patterns that tend to persist within companies and limited mentoring provision for women with management potential,
F. ker so študije Evropske komisije in zasebnega sektorja pokazale korelacijo med izboljšanimi gospodarskimi in finančnimi rezultati podjetij in prisotnostjo žensk v njihovih organih odločanja; ker je iz njih razvidno, da je občutna zastopanost žensk na vodilnih položajih resnično orodje gospodarske učinkovitosti in konkurenčnosti,
F. whereas studies produced by the Commission and the private sector have demonstrated a correlation between companies' improved commercial and financial performance and the presence of women in their decision-making bodies; whereas the clear message is that meaningful representation of women at management level actually serves to enhance performance and commercial competitiveness,
G. ker je zato bistveno, da se uvedejo metode, kot so študije primerov, izmenjava dobrih praks na tem področju in pozitivni ukrepi, da se doseže optimalna uporaba ženskih človeških virov na vseh stopnjah razvoja podjetij,
G. whereas it is therefore essential to introduce methods such as case studies and exchanges of good practice in this field, as well as affirmative action, in order to achieve optimal use of female human resources at all levels within companies,
H. ker je žensk kljub temu samo 10 % članov upravnih odborov največjih družb, ki kotirajo na borzah v Evropski uniji, in samo 3 % predsednikov teh upravnih odborov, ob upoštevanju razlik med državami in različnimi zadevnimi poklicnimi področji; ker v Evropi razlika v plačilu med spoloma za celotno EU še vedno znaša 17,5 % , kar velja tudi za vodstvene položaje,
H. whereas, however – albeit with differences from country to country and between different occupational sectors – women currently make up only 10% of the membership of boards of directors of the largest listed companies in the EU, and only 3% of the CEOs of such companies are women, whereas the gender pay gap is still as high as 17.5% for the EU as a whole, and also applies to leadership positions,
I. ker število žensk v upravah podjetij trenutno narašča samo za pol odstotne točke letno; ker bo pri tako počasnem napredku potrebno še petdeset let, do bo uprave podjetij sestavljalo vsaj 40 % predstavnikov vsakega spola,
I. whereas the number of women in corporate boardrooms is currently increasing by only half a percentage point per year; whereas at this slow rate it will take another 50 years before corporate boardrooms contain at least 40% of each gender,
J. ker zastopanost moških in žensk v gospodarskih zbornicah ter sindikalnih in delodajalskih organizacijah še zdaleč ni uravnotežena, kar je odraz nizke zastopanosti žensk v vodstvenih organih podjetij; ker gospodarske zbornice ter organizacije, ki predstavljajo sindikate in delodajalce lahko prispevajo k širjenju in izmenjavi dobrih praks na tem področju,
J. whereas chambers of commerce and industry and the organisations that represent trade unions and employers have a long way to go to achieve a balanced representation of men and women, and this mirrors the low proportion of women in corporate management bodies; whereas, however, chambers of commerce and industry and the organisations that represent trade unions and employers can contribute to the dissemination and exchange of good practice in this respect,
K. ker je naloga oblikovalcev politik na ravni EU, držav članic in v podjetjih odpravljati ovire za vstop žensk na trg dela na splošno in še posebej v vodstvene organe, zagotavljati ženskam enake možnosti, da lahko dostopajo do odgovornih mest in se zagotovi učinkovita uporaba vseh obstoječih virov, optimizirati pretok znanja in usposobljenosti žensk ter čim bolj izkoristiti človeški potencial Evropske unije, ter da se tako zavarujejo temeljne vrednote Evropske unije, saj je enakost eno od osnovnih načel,
K. whereas it is incumbent on policymakers at both EU and Member State level and on companies to remove the barriers to women joining the labour market generally and management bodies in particular, and to offer women equal opportunities so that they can obtain senior posts, with a view to ensuring that all existing resources are efficiently utilised, that women’s skills and strengths are channelled to best effect, that the best possible use is made of the Union’s human potential, and that the EU’s core values are defended, given that equality is a fundamental principle,
L. ker so bile pobude in proaktivni ukrepi za boljšo zastopanost žensk, ki so bili sprejeti v zasebnem sektorju, kot so ukrepi za razvoj človeških virov v podjetjih in boljše podpiranje poklicne poti žensk ali ustanovitev mrež zunaj podjetij za razvijanje udeležbe in spodbujanje žensk ter redna izmenjava dobrih praks, koristni in bi jih bilo treba spodbujati, čeprav še niso bili dovolj, da bi se spremenil položaj v podjetjih, in ker so ženske na upravi ravni še vedno nezadostno zastopane,
L. whereas the proactive initiatives and measures taken by the private sector to increase female representation – such as in-company human-resources development with a view to improved career support for women, or the creation of networks, beyond the bounds of the company, to encourage women’s participation and advancement as well as regular exchanges of good practice – have proved useful and should be encouraged even if they are not yet sufficient to alter the status quo within companies, and women remain under-represented at management level,
1. pozdravlja ukrepe, ki jih je napovedala Komisija 1. marca 2011, zlasti namero, da leta 2012 predlaga evropsko zakonodajo, če podjetja ne bodo uspela s prostovoljnimi ukrepi doseči cilja 30-odstotne zastopanosti žensk v vodstvih podjetij do leta 2015 in 40-odstotne do leta 2020,
Welcomes the measures announced by the Commission on 1 March 2011, and in particular the Commission’s intention to propose European legislation in 2012 if companies do not manage to achieve through voluntary measures the targets of 30% women on company boards by 2015 and 40% by 2020,
4. poudarja, da morajo podjetja zagotavljati enako obravnavanje in enake možnosti za moške in ženske, ter da je zato treba sprejeti ukrepe za preprečevanje vseh vrst diskriminacije;
Stresses that companies are required to ensure equal treatment of and equal opportunities for men and women at work and with this aim in view measures should be adopted to prevent any kind of discrimination;
8. meni, da je treba razmisliti o uvedbi učinkovitih pravila za preprečevanje prevzemanja več funkcij v upravnih svetih, ki bi sprostila mesta za ženske, pa tudi zaradi večje učinkovitosti in neodvisnosti upravljavcev srednjih in velikih podjetij;
Takes the view that cosideration should be given to introducing effective rules to prevent people from holding multiple positions on boards of directors, both in order to free up posts for women and to help ensure the effectiveness and independence of board members of medium-sized and large companies;
a. začnejo dialog z upravnimi odbori velikih podjetij in socialnimi partnerji, ki ne bo omejen zgolj na vprašanje kvot, o načinih za povečevanje zastopanosti žensk, ki bi lahko potekal letno;
a. initiating a dialogue, not limited to the issue of quotas, with the boards of large companies and with the social partners about ways of increasing female representation, which could take place annually;
b. podprejo pobude za ovrednotenje in spodbujanje enakosti moških in žensk v odborih za zaposlovanje in na področjih, kot so razlike v plačilu, klasifikacija poklicev, usposabljanje ali poklicni razvoj;
b. supporting initiatives to assess and promote male-female equality on recruitment committees and in other areas, e.g. with regard to wage differentials, job classification, training and career patterns;
c. spodbujajo družbeno odgovornost evropskih podjetij, z zavezo, ki zagotavlja odgovornost menedžerjev za ženske in za družinam prijazne storitve;
c. promoting corporate social responsibility for European companies, with a commitment to ensuring managerial responsibility for women and family-friendly services;
d. podpirajo kulturne ukrepe za usmerjanje mladih žensk k znanstvenemu in tehničnemu študiju, kot poziva Ekonomsko-socialni svet OZN;
d. supporting cultural measures to orient young women more towards scientific and technological studies, as called for by the United Nations Economic and Social Council;
e. uvedejo posebne ukrepe in ureditve za ustrezno zagotavljanje visokokakovostnih in cenovno dostopnih storitev, na primer varstva za otroke, starejše in druge odvisne osebe, finančne spodbude za podjetja ali druga nadomestila, ki bodo ženskam in moškim, zaposlenim v podjetjih, omogočili usklajevanje družinskega in poklicnega življenja;
e. introducing specific measures and arrangements for the provision of high-quality and affordable services, for example childcare and care of the elderly and other dependent persons, fiscal incentives for companies or other compensation to help women and men employed by businesses to balance family and work commitments;