natgillin/translations-raw huggingface dataset:
Pri pripravi in uporabi politik celotnih prejemkov , vključno s plačami in pokojninami, za osebje , vključno z višjim vodstvom, prevzemalci tveganja in nadzornimi funkcijami ter vsemi zaposlenimi, ki prejemajo celotne prejemke, ki jih uvrščajo v isto plačilno skupino tega osebja, in katerega poklicne dejavnosti imajo bistven vpliv na njihov profil tveganja, kreditne institucije izpolnjujejo naslednja načela na način in v obsegu , ki je primeren glede na njihovo velikost, notranjo organiziranost in naravo, področje in celovitost njihovih dejavnosti:
When establishing and applying the total remuneration policies , inclusive of salaries and pensions, for categories of staff including senior management, risk takers and control functions, and any employee receiving total remuneration that takes them into the same remuneration bracket as those categories of staff, and whose professional activities have a material impact on their risk profile, credit institutions shall comply with the following principles in a way and to an extent that is appropriate to their size, internal organisation and the nature, the scope and the complexity of their activities:
Priloga I – točka 1
Annex I – Point 1
Priloga V – oddelek 11 – točka 22 – točka b
Annex V – section 11 – point 22 – point b
b) politika prejemkov je v skladu s poslovno strategijo, cilji, vrednotami in dolgoročnimi interesi kreditne institucije;
b) the remuneration policy is in line with the business strategy, objectives, values and long-term interests of the credit institution;
b) politika prejemkov je v skladu s poslovno strategijo, cilji, vrednotami in dolgoročnimi interesi kreditne institucije , pa tudi z legitimnimi pričakovanji družbe za finančni sektor, ter vključuje ukrepe za preprečevanje navzkrižja interesov ;
b) the remuneration policy is in line with the business strategy, objectives, values and long-term interests of the credit institution and with the legitimate expectations placed on the financial sector by society, and incorporates measures to avoid conflicts of interest ;
Naloga finančnega sektorja je, da s finančnimi storitvami, potrebnimi za delovanje družbe, oskrbuje različna gospodarska področja, javni sektor, pa tudi državljanke in državljane.
The financial sector has a duty to provide not just the various sectors of the economy and the public sector, but also the general public, with the financial services necessary for the functioning of society.
Uskladitev z načeli odbora za finančno stabilnost, kot jih podpira skupina G20.
Adjustment in line with the principles of the Financial Stability Board endorsed by the G20.
Priloga V – oddelek 11 – točka 22 – točka b a (novo)
Annex V – section 11 – point 22 – point b a (new)
(ba) določbe o prejemkih iz točke 22 ne posegajo v celovito izvajanje temeljnih pravic, zagotovljenih s pogodbami, zlasti pravice socialnih partnerjev, da v skladu z nacionalno zakonodajo in tradicijo sklepajo in izvajajo kolektivne pogodbe;
(ba) the provisions on remuneration in point 22 are without prejudice to the full exercise of fundamental rights guaranteed by the Treaties, in particular the right of social partners, in accordance with national laws and traditions, to conclude and enforce collective agreements;
V tem okviru je zelo pomembno poudariti, da so temeljne pravice, zagotovljene s pogodbami, bistvena podlaga določb o prejemkih iz točke 22.
It is very relevant in this context to underline that the provisions on remuneration in point 22 have as an essential basis the fundamental rights guaranteed by the Treaties.
Priloga V – oddelek 11 – točka 22 – točka b b (novo)
Annex V – section 11 – point 22 – point b b (new)
(bb) s politiko prejemkov se uvaja bolj pošteno razmerje med najvišjimi in najnižjimi prejemki znotraj iste institucije;
(bb) the remuneration policy introduces a degree of fairness between the highest and lowest remunerations within the same institution;
Priloga V – oddelek 11 – točka 22 – točka c
Annex V – section 11 – point 22 – point c
(c) upravni organ (nadzorna funkcija) kreditne institucije vzpostavi splošna načela politike prejemkov in je odgovoren za izvajanje te politike;
(c) the management body (supervisory function) of the credit institution establishes the general principles of the remuneration policy and is responsible for its implementation;
(c) upravni organ (nadzorna funkcija) kreditne institucije sprejme in redno pregleduje splošna načela politike prejemkov in je odgovoren za izvajanje te politike;
(c) the management body (supervisory function) of the credit institution adopts and periodically reviews the general principles of the remuneration policy and is responsible for its implementation;
Uskladitev z načeli odbora za finančno stabilnost, kot jih podpira skupina G20.
Alignment to the FSB principles as endorsed by the G20.
Priloga V – oddelek 11 – točka 22 – točka d
Annex V – section 11 – point 22 – point d
(d) izvajanje politike prejemkov je najmanj enkrat letno predmet osrednjega in neodvisnega notranjega pregleda skladnosti s politikami in postopki za prejemke, ki jih opredeli upravni organ (nadzorna funkcija);
(d) the implementation of the remuneration policy is, at least annually, subject to central and independent internal review for compliance with policies and procedures for remuneration defined by the management body (supervisory function);
(d) izvajanje politike prejemkov je najmanj enkrat letno predmet osrednjega in neodvisnega notranjega pregleda skladnosti s politikami in postopki za prejemke, ki jih sprejme upravni organ (nadzorna funkcija);
(d) the implementation of the remuneration policy is, at least annually, subject to central and independent internal review for compliance with policies and procedures for remuneration adopted by the management body (supervisory function);
Priloga V – oddelek 11 – točka 22 – točka d a (novo)
Annex V – section 11 – point 22 – point d a (new)
(da) uslužbenci z nadzornimi funkcijami so neodvisni od poslovnih enot, ki so pod njihovim nadzorom, imajo ustrezno avtoriteto in so nagrajevani glede na doseganje ciljev, povezanih z njihovimi funkcijami, neodvisno od uspešnosti poslovnih področij pod njihovim nadzorom;
(da) staff members engaged in control functions are independent from the business units they oversee, have appropriate authority, and are compensated in accordance with the achievement of the objectives linked to their functions, independent of the performance of the business areas they control ;
Priloga V – oddelek 11 – točka 22 – točka d b (novo)
Annex V – section 11 – point 22 – point d b (new)
(db) prejemke visokih uradnikov, ki opravljajo funkcije obvladovanja tveganja in zagotavljanja skladnosti, neposredno nadzira komisija za prejemke;
(db) the remuneration of the senior officers in the risk management and compliance functions is directly overseen by the remuneration committee;
Višino prejemkov uradnikov, ki opravljajo funkcije obvladovanja tveganja in zagotavljanja skladnosti, je treba določiti na način, ki preprečuje navzkrižje interesov glede poslovne enote, ki jo nadzirajo, zato mora biti določena neodvisno.
The remuneration of those employees in compliance and risk management functions must be designed in a way that avoids conflict of interest related to the business unit they are overseeing and therefore should be independently determined.
Priloga V – oddelek 11 – točka 22 – točka e a (novo)
Annex V – section 11 – point 22 – point e a (new)
(ea) v primeru kreditnih institucij, kjer stroški za prejemke osebja dosegajo več kot 25 % skupnih prihodkov, imajo delničarji pravico do glasovanja o razporeditvi presežnih prihodkov;
(ea) in the case of credit institutions where the costs attributable to staff remuneration represent more than 25 % of total revenue, shareholders have a vote on the allocation of surplus revenues;
Če so kreditne institucije organizirane na način, ki predvideva, da se velik del dobička, ustvarjenega v določenem letu, nameni osebju, je ustrezno delničarjem omogočiti pravico do glasovanja o razporeditvi tega dobička med zaposlenimi, delničarji in zneskom, ki se obdrži kot kapital.
In instances where the credit institutions are organised so that the profits generated in any given year result in a large portion of it being awarded to staff, it is appropriate that shareholders have a vote on the allocation of that profit between employees, shareholders and the amount to be retained as capital.
Priloga V – oddelek 11 – točka 22 – točka e b (novo)
Annex V – section 11 – point 22 – point e b (new)
(eb) ocena uspešnosti je postavljena v večletni okvir, da se zagotovi, da postopek ocenjevanja temelji na dolgoročni uspešnosti in da je dejansko plačilo sestavin nadomestila, ki temeljijo na uspešnosti, porazdeljeno čez obdobje, pri katerem se upoštevajo osnovni poslovni ciklus kreditne institucije in njena poslovna tveganja;
( eb ) the assessment of the performance is set in a multi-year framework 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 a period which takes account of the underlying business cycle of the credit institution and its business risks;
Priloga V – oddelek 11 – točka 22 – točka e c (novo)
Annex V – section 11 – point 22 – point e c (new)
(ec) skupni variabilni prejemki ne omejujejo sposobnosti kreditne institucije, da okrepi svojo kapitalsko osnovo;
( ec ) the total variable remuneration does not limit the ability of the credit institution to strengthen its capital base;
Priloga V – oddelek 11 – točka 22 – točka e d (novo)
Annex V – section 11 – point 22 – point e d (new)
(ed) v primeru kreditnih institucij, ki še vedno koristijo izredne posege vlade:
( ed ) in the case of credit institutions that are continuing to benefit from exceptional government intervention :
– prejemki se strogo omejijo kot delež skupnih neto prihodkov, če niso v skladu z ohranjanjem dobre kapitalske osnove in pravočasnim prenehanjem uporabe vladne podpore,
- remuneration is strictly limited as a percentage of net revenues when it is inconsistent with the maintenance of a sound capital base and timely exit from government support,
– direktorjem te institucije se ne izplača nikakršen variabilni prejemek,
- no variable remuneration is paid to the directors of that institution
– skupni prejemek vsakega direktorja te institucije ne presega 500.000 EUR;
- the total remuneration of each director of that institution is not in excess of EUR 500 000;
Ker so direktorji odgovorni za splošno uspešnost svojega podjetja, in v skladu z zahtevami odbora za finančno stabilnost, da bonusi odražajo uspešnost, ni upravičeno, da bi prejeli izplačila bonusov, če podjetje še naprej potrebuje izredno državno podporo.
As directors are responsible for the overall performance of their firm, and in line with the FSB requirements that bonuses reflect performance, there can be no justification for their receipt of bonus payments while a firm continues to require exceptional state support.
Ta ukrep tudi preprečuje moralno tveganje v zvezi s takšnimi plačili in zagotavlja, da je glavni poudarek na krepitvi institucije in zlasti njene kapitalske osnove, da se poplača davkoplačevalce in ni več potrebna podpora vlade.
Such a measure also prevents the risk of moral hazard with respect to such payments and ensures a prime focus on strengthening the institution, and in particular its capital base, to repay taxpayers and relieve the need for government support.
Priloga V – oddelek 11 – točka 22 – točka e e (novo)
Annex V – section 11 – point 22 – point e e (new)
(ee) zajamčeni variabilni prejemki so izjema in se izplačujejo samo v okviru zaposlovanja novih uslužbencev in so omejeni na prvo leto;
( ee ) guaranteed variable remuneration is exceptional and occurs only in the context of hiring new staff and is limited to the first year;
Priloga V – oddelek 11 – točka 22 – točka f
Annex V – section 11 – point 22 – point f
(f) fiksne in variabilne sestavine celotnega prejemka so ustrezno uravnotežene; fiksna sestavina predstavlja dovolj visok del celotnega prejemka, da omogoča izvedbo popolnoma fleksibilnega bonusa , vključno z možnostjo brez bonusa ;
(f) Fixed and variable components of total remuneration are appropriately balanced; the fixed component represents a sufficiently high proportion of the total remuneration to allow the operation of a fully flexible bonus policy, including the possibility to pay no bonus ;
(f) Fiksne in variabilne sestavine celotnega prejemka so ustrezno uravnotežene; fiksna sestavina predstavlja dovolj visok del celotnega prejemka, da omogoča izvedbo popolnoma fleksibilne politike variabilnih sestavin prejemka, vključno z možnostjo neplačila variabilne sestavine prejemka, pri čemer variabilna sestavina prejemka v nobenem primeru ne presega 50 % celotnega prejemka zadevnega posameznika ;
(f) f ixed and variable components of total remuneration are appropriately balanced; the fixed component represents a sufficiently high proportion of the total remuneration to allow the operation of a fully flexible policy on variable remuneration components , including the possibility to pay no variable remuneration component and, in any event, the variable remuneration component does not exceed 50 % of the total remuneration of the individual concerned ;
V skladu s pristopom iz drugih določb načel odbora za finančno stabilnost mora načelo ustreznega ravnovesja med fiksnimi in variabilnimi sestavinami prejemka dopolnjevati minimalni standard, da se zagotovi učinkovito izvajanje.
In line with the approach taken in other provisions of the FSB principles, the principle of an appropriate balance between fixed and variable components of remuneration should be accompanied by a minimum standard to ensure it is effectively implemented.
Priloga V – oddelek 11 – točka 22 – točka h
Annex V – section 11 – point 22 – point h
(h) merjenje uspešnosti, kot podlage za bonuse ali skupne fonde bonusov, vključuje prilagoditev za trenutna in prihodnja tveganja, ter upošteva stroške kapitala in potrebno likvidnost;
(h) the measurement of performance used to calculate bonuses or bonus pools includes an adjustment for current and future risks and takes into account the cost of the capital and the liquidity required ;
(h) obseg fondov variabilnih sestavin prejemka in njihova dodelitev v okviru kreditne institucije upošteva celoten obseg trenutnega in morebitnega tveganja ter zlasti:
(h) the size of the pool of variable remuneration components and its allocation within the credit institution take s into account the full range of current and potential risks , and in particular:
– stroške in količino kapitala, ki mora podpirati prevzeto tveganje;
— the cost and quantity of capital required to support the risks taken;
– stroške in količino likvidnostnega tveganja, prevzetega pri vodenju poslovanja; ter
— the cost and quantity of the liquidity risk assumed in the conduct of business; and
– skladnost s časovnim načrtom in verjetnostjo potencialnih bodočih prihodkov v okviru trenutnih zaslužkov ;
— consistency with the timing and likelihood of potential future revenues inc orporated into current earnings ;
Priloga V – oddelek 11 – točka 22 – točka h a (novo)
Annex V – section 11 – point 22 – point h a (new)
(ha) šibka ali negativna finančna uspešnost kreditne institucije ponavadi vodi do precejšnjega zmanjšanja celotnih variabilnih prejemkov, pri tem pa se upošteva tako trenutno nadomestilo in zmanjšanje izplačil zneskov, zasluženih prej, vključno z dogovori o sistemu malusa ali povrnitvi sredstev;
(ha) s ubdued or negative financial performance of the credit institution generally lead s to a considerable contraction of the total variable remuneration, taking into account both current compensation and reductions in payouts of amounts previously earned, including through malus or clawback arrangements ;
Priloga V – oddelek 11 – točka 22 – točka h b (novo)
Annex V – section 11 – point 22 – point h b (new)
(hb) najmanj 90 % zneska variabilnega prejemka, za katerega ne velja odlog v skladu s točko (i) te točke, se zagotovi v obliki pogojnega kapitala v skladu s pravno strukturo zadevne kreditne institucije; po potrebi se glede na pravno strukturo uporabi enakovreden instrument; za pogojni kapital ali enakovredne instrumente velja ustrezna politika zadržanja, katere namen je uskladitev spodbud z dolgoročnimi interesi kreditne institucije, pri čemer je obdobje zadržanja vsaj pet let;
(hb) at least 90% of the amount of variable remuneration not subject to deferral in accordance with p oint (i) of this point is made in the form of contingent capital, as appropriate to the legal structure of the credit institution concerned ; where necessary due to the legal structure an equivalent instrument shall be used; the contingent capital or equivalent instruments are subject to an appropriate retention policy designed to align incentives with the longer-term interests of the credit institution and th e retention period is no less than five years ;
Uskladitev z načelom odbora za finančno stabilnost o izplačilu v obliki delnic.
Alignment to the FSB principle on payment in the form of shares.
Ta pristop uravnava spodbude in krepi kapitalski položaj podjetja.
Such an approach aligns incentives and strengthens the capital position of the firm.
Načela odbora za finančno stabilnost zahtevajo ustrezno obdobje zadržanja, da se zagotovi, da bo ukrep učinkovit.
The FSB principles require an appropriate retention period be applied to ensure that the measure is effective.
V smislu pristopa, sprejetega drugje, je primerno zagotoviti minimalen čas za to obdobje.
In line with the approach taken elsewhere it is appropriate to ensure a minimum figure is set for this retention period.
V skladu s priporočilom Komisije (2009)3177 in pravili odbora za finančno stabilnost o odlogu bonusov je primerno, da se določi minimalno obdobje treh let.
Consistent with Commission Recommendation (2009)3177 and the FSB rules of deferral of bonuses it is appropriate to set this minimum period at three years.
Priloga V – oddelek 11 – točka 22 – točka i
Annex V – section 11 – point 22 – point i
(i) plačilo večjega dela visokega bonusa se odloži za ustrezno obdobje in je povezano s prihodnjo uspešnostjo podjetja.
(i) payment of the major part of a significant bonus is deferred for an appropriate period and is linked to the future performance of the firm.
(i) znaten delež variabilne sestavine prejemka se odloži za dovolj dolgo obdobje ; obseg odloženega deleža in trajanje obdobja odložitve se določita v skladu s poslovnim ciklom, z naravo poslovanja, njegovimi tveganji in dejavnostmi zadevnega uslužbenca; prejemki, za katere velja odlog, dospejo v izplačilo po načelu sorazmernosti; vsaj 40 % variabilne sestavine prejemka se odloži; v primeru zelo visokega zneska variabilne sestavine prejemka se odloži plačilo vsaj 60 % zneska, pri čemer odlog traja vsaj pet let;
(i) a substantial proportion of the variable remuneration component is deferred over a sufficient period ; t he size of the deferred proportion and the length of the deferral period is established in accordance with the business cycle, the nature of the business, its risks and the activities of the member of staff in question ; r emuneration payable under deferral arrangements vests no faster than on a pro-rata basis ; a t least 40 % of the variable remuneration component is deferred ; i n the case of a variable remuneration component of a particularly high amount at least 60 % of the amount is deferred and t he deferral period is no less than five years ;
Uskladitev z načeli odbora za finančno stabilnost o odložitvi bonusov.
FSB alignment regarding deferral of bonuses.
Predlog spremembe je oblikovan tako, da se pojasni, da je najpomembnejše, da se znesek in obdobje odložitve določita v skladu s poslovnim ciklom in dejavnostmi posameznika, s poslovno enoto in podjetjem, ter je tako triletno obdobje odložitve zgolj minimalna zahteva in je lahko primerno daljše obdobje.
The amendment is phrased to make clear that the priority must be that the amount and period of deferral be established according to the business cycle and the activities of the individual, their business unit and the firm and therefore that a three year deferral period is only a minimum requirement and a longer period may be appropriate.
Priloga V – oddelek 11 – točka 22 – točka i a (novo)
Annex V – section 11 – point 22 – point i a (new)
(ia) variabilni prejemki, vključno z odloženim deležem, se izplačajo ali dospejo v plačilo le, če so glede na finančno stanje kreditne institucije kot celote vzdržni in če jih upravičuje uspešnost zadevne kreditne institucije, poslovne enote in zadevnega posameznika; zlasti odloženi delež posameznika se bo sorazmerno zmanjšal glede na stopnjo neuspešnosti institucije, poslovne enote in posameznika s pomočjo malusa ali s povrnitvijo sredstev odloženega deleža; o vsakem primeru malusa ali povrnitve sredstev je treba poročati nadzornikom in identificirati posameznike, na katere se nanaša, ob tem pa ja treba upoštevati oceno o njihovi primernosti za opravljanje funkcij višjega vodstva, prevzemalcev tveganja in nadzornih funkcij ali za uvrstitev v enak dohodkovni razred;
(ia) the variable remuneration, including the deferred portion, is paid or vests only if it is sustainable according to the financial situation of the credit institution as a whole, and justified according to the performance of the credit institution, the business unit and the individual concerned; in particular an individuals' deferred portion will be reduced in proportion to the underperformance of the institution, the business unit and the individual by means of malus or clawback against the deferred portion; any malus or clawback is reported to supervisors along with the identification of the individuals to whom it applies, taking into account the assessment of suitability for holding positions of senior management, risk-takers and control functions or being in that income bracket;
Priloga V – oddelek 11 – točka 22 – točka i b (novo)
Annex V – section 11 – point 22 – point i b (new)
(ib) politika pokojnin je v skladu s poslovno strategijo, cilji, vrednotami in dolgoročnimi interesi kreditne institucije, variabilni ali diskrecijski pokojninski prispevki pa se obravnavajo kot pogojni kapital ali njemu enakovredni instrumenti do obdobja petih let potem, ko je zaposleni zapustil kreditno institucijo.
(ib) the pension policy is in line with the business strategy, objectives, values and long-term interests of the credit institution and variable or discretionary pension contributions are held as contingent capital, or equivalent instruments, until five years after the employee has left the credit institution.
V primeru upokojitve tudi za variabilne ali diskrecijske prispevke velja petletno obdobje zadržanja;
In cases of retirement, variable or discretionary contributions are also subject to a five year holding period;
Priloga V – oddelek 11 – točka 22 – točka i c (novo)
Annex V – section 11 – point 22 – point i c (new)
(ic) uslužbenci se morajo zavezati, da ne bodo uporabljali osebnih strategij zavarovanja pred tveganji ali zavarovanja v zvezi s prejemki in odgovornostjo ter s tem posegali v učinke usklajevanj tveganj iz njihovih dogovorov glede prejemkov;
( ic ) staff members are required to undertake not to use personal hedging strategies or remuneration- and liability-related insurance to undermine the risk alignment effects embedded in their remuneration arrangements ;
Priloga V – oddelek 11 – točka 22 – točka i d (novo)
Annex V – section 11 – point 22 – point i d (new)
(id) variabilni prejemek se ne izplača z instrumenti ali metodami, ki olajšujejo izogibanje plačilu davkov na dohodek za ta prejemek;
(id) variable remuneration is not paid through vehicles or methods that facilitate the avoidance of payment of income taxes on this remuneration;
Direktiva 2006/48/ES
Directiva 2006/48/EC
Priloga V – oddelek 11 – točka 22 – točka e e (novo)
Annex V – section 11 – point 22 – point i e (new)