natgillin/translations-raw huggingface dataset:
Uvedba obveznosti, da mora mati sporočiti trajanje porodniškega dopusta, podjetjem omogoči zanesljivo načrtovanje.
Introduction of an obligation on notification of the maternity leave period provides planning certainty for enterprises.
Sicer bi imela podjetja, zlasti mala in srednje velika, velike težave.
Otherwise they, particularly SMEs, would face considerable organisational difficulties.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da se odobri dodatni dopust v primeru prezgodnjega rojstva otroka, hospitalizacije otroka ob rojstvu, rojstva prizadetega otroka ali rojstva več otrok hkrati.
Member States shall take the necessary measures to ensure that additional leave is granted in the case of premature childbirth, children hospitalised at birth, children with disabilities and multiple births.
Dolžina dodatnega dopusta mora biti sorazmerna in zagotoviti izpolnitev posebnih potreb matere in otroka oziroma otrok.
The duration of the additional leave should be proportionate and allow the special needs of the mother and the child/children to be accommodated.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da se odobri dodatni polno plačan dopust v posebnih okoliščinah, kot so prezgodnje rojstvo otroka, rojstvo mrtvega otroka, carskega reza , hospitalizacije otroka ob rojstvu, rojstva prizadetega otroka, invalidnih mater, najstniških mater , rojstva več otrok hkrati ali rojstev v 18 mesecih po rojstvu prejšnjega otroka .
Member States shall take the necessary measures to ensure that fully paid additional maternity leave is granted in specific situations such as in the case of premature childbirth, stillbirth, caesarean section , children hospitalised at birth, children with disabilities , mothers with disabilities, teenage mothers, multiple births or births occurring within 18 months of the previous birth .
Dolžina dodatnega porodniškega dopusta po porodu mora biti sorazmerna in zagotoviti izpolnitev posebnih potreb matere in otroka oziroma otrok.
The duration of the additional maternity leave after confinement should be proportionate and allow the special needs of the mother and the child/children to be accommodated.
Države članice zagotovijo, da odsotnost zaradi bolezni ali zapletov zaradi nosečnosti več kot 4 tedne ali več pred porodom ne vpliva na trajanje porodniškega dopusta.“
Member States shall ensure that any period of sick leave due to illness or complications arising out of pregnancy occurring four weeks or more before confinement does not impact on the duration of maternity leave.”
Države članice zagotovijo, da odsotnost zaradi bolezni, ki je posledica zapletov, povezanih z nosečnostjo, ali zaradi potrjene poporodne depresije ne vpliva na trajanje porodniškega dopusta.
Member States shall ensure that absences from work due to illness or complications arising out of pregnancy or attested postnatal depression do not impact on the duration of maternity leave.
Poročevalka meni, da odsotnost zaradi bolezni ali zapletov zaradi nosečnosti ne sme vplivati na trajanje porodniškega dopusta.
The rapporteur maintains that when illness and complications arising out of pregnancy are such as to necessitate sick leave – however long or short – the duration of maternity leave should not be affected.
Treba je zagotoviti, da se zaradi nosečnosti delavke ne uvede noben diskriminatoren ukrep ter da delavka ohrani enake pravice kot druge delavke.
It is vital to ensure that working women suffer no discrimination on account of their pregnancy and that they continue to enjoy the same entitlements as other workers.
Člen 8 – odstavek 5a (novo)
Article 8 – paragraph 5a (new)
Države članice zagotovijo možnost uveljavljanja materinskih in očetovskih pravic s tem, da jim omogočijo posebne delovne pogoje v primeru otrok s telesno ali duševno prizadetostjo.
Member States shall guarantee mothers’ and fathers’ rights by ensuring special working conditions so as to help children with disabilities.
Člen 8 – točka 5 b (novo)
Article 8 – point 5 b (new)
Direktiva se uporablja tudi za samozaposlene delavke, države članice pa ustrezno prilagodijo svoje zakone, da bi zagotovile enake pravice iz delovnega razmerja kar zadeva porodniški dopust.
This Directive also applies to self-employed workers, and Member States shall make the necessary adjustments to their respective laws in order to guarantee equal employment rights, as regards maternity leave.
Samozaposlenih delavk se ne sme obravnavati drugače in imeti morajo enake pravice kot zaposlene delavke.
Self-employed workers should not be treated differently from nor enjoy fewer rights than employees.
Člen 8 – odstavek 5 c (novo)
Article 8 – paragraph 5c (new)
Države članice sprejmejo ustrezne ukrepe za zagotovitev, da se poporodna depresija prizna kot bolezen, ki vpliva na delovno zmožnost, podpirajo kampanje ozaveščanja, da bi razširile točne informacije o tej bolezni, ter se borijo proti predsodkom in stigmatiziranju, ki so še vedno povezani z njo.
Member States shall adopt suitable measures for the recognition of postnatal depression as a serious illness, and shall support awareness campaigns aimed at disseminating accurate information on this illness and correcting the prejudices and possible stigmatisation which it can still attract.
Namen predloga spremembe je, da bi države članice priznale tudi specifično klinično sliko poporodne depresije, ki prizadene deset do petnajst odstotkov žensk in ima znatne posledice za poklicno in družinsko življenje.
The aim of this amendment is to raise Member States' awareness of the need for official recognition of postnatal depression as an illness, given that it affects 10-15% of women and has significant repercussions for work and family life.
Vstavi se naslednji člen 8a:
The following Article 8a is inserted:
Očetovski dopust/dopust ob porodniškem dopustu
Paternity/Co-maternity leave
Države članice sprejmejo potrebne ukrepe za zagotovitev, da bodo delavci, katerih partnerice so pred kratkim rodile, upravičeni do nepretrganega in neprenosljivega polno plačanega očetovskega dopusta/dopusta ob porodniškem dopustu, ki traja vsaj dva obvezna tedna, dodelijo pa se po porodu zakonske partnerice oziroma partnerice;“
Member States shall take the necessary measures to ensure that workers whose life-partner has recently given birth are entitled to a continuous period of non-transferable fully paid paternity/co-maternity leave of at least two compulsory weeks , to be taken after the confinement of the worker’s spouse or partner;
Države članice sprejmejo potrebne ukrepe za zagotovitev, da so delavci, katerih partnerice so pred kratkim rodile, upravičeni do posebnega dopusta, vključno z neizkoriščenim delom porodniškega dopusta v primeru smrti ali telesne nesposobnosti matere.“
Member States shall take the necessary measures to ensure that workers whose life-partner has recently given birth are granted a period of special leave including the unused portion of maternity leave in the case of death or physical incapacity of the mother. ”
Vstavi se naslednji člen 8b:
The following Article 8b is inserted:
„Člen 8b
“Article 8b
Posvojiteljski dopust
Adoption leave
Države članice sprejmejo potrebne ukrepe za zagotovitev, da določbe iz te direktive v v zvezi s porodniškim in očetovskim dopustom veljajo tudi v primeru posvojitve.“
Member States shall take the necessary measures to ensure that the provisions of this Directive concerning maternity and paternity leave also apply in the event of adoption.”
Člen 10 – točka 1
Article 10 – point 1
Države članice sprejmejo potrebne ukrepe za prepoved odpusta in vseh priprav na odpust delavk iz člena 2 v obdobju od začetka nosečnosti do konca porodniškega dopusta iz člena 8(1), razen v izjemnih primerih, ki niso povezani z njihovim stanjem in so dovoljeni po nacionalni zakonodaji in/ali praksi, pod pogojem, da je svoje soglasje dal pristojni organ, kjer je to primerno.
The Member States shall take the necessary measures to prohibit the dismissal and all preparations for a dismissal of workers within the meaning of Article 2 during the period from the beginning of their pregnancy to the end of the maternity leave provided for in Article 8(1), save in exceptional cases not connected with their condition which are permitted under national legislation and/or practice and, where applicable, provided that the competent authority has given its consent.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da delodajalci zaradi osebnih razlogov ne morejo prekiniti materinskega oziroma očetovskega dopusta ali dopusta za varstvo in nego otroka, ter za prepoved odpusta in vseh priprav na odpust delavk iz člena 2 v obdobju od začetka nosečnosti do vsaj šestih mesecev po koncu porodniškega dopusta iz člena 8(1).
The Member States shall take the necessary measures to ensure that employers cannot, for reasons of their own convenience, interrupt maternity or paternity leave or leave to care for a child, and to prohibit the dismissal and all preparations for a dismissal of workers within the meaning of Article 2 during the period from the beginning of their pregnancy to at least six months following the end of the maternity leave provided for in Article 8(1) .
Za odpust v tem obdobju se šteje, da je diskriminatoren, razen v izjemnih primerih, ki niso povezani z njihovim stanjem in so ustrezno pisno utemeljeni ter dovoljeni po nacionalni zakonodaji in/ali praksi, pod pogojem, da je svoje soglasje dal pristojni organ, kjer je to primerno.
Dismissal during that period shall be presumed to have arisen on grounds of discrimination and shall be duly specified in writing, save in exceptional cases not connected with their condition , which are permitted under national legislation and/or practice and, where applicable, provided that the competent authority has given its consent.
Člen 10 – točka 1 a (novo)
Article 10 – point 1 a (new)
Države članice sprejmejo ustrezne ukrepe za zagotavljanje varnosti in zdravja nosečih delavk, in sicer kar zadeva ergonomske pogoje, delovni čas (vključno z nočnim delom in spremembo delovnega mesta), intenzivnost dela ter povečanje zaščite pred povzročitelji infekcij in ionizirajočim sevanjem.
Member States shall take appropriate measures to ensure the safety and health of pregnant workers, with regard to ergonomic conditions, working time (including night work and change of job), work intensity, and increasing protection against specific infectious agents and ionising radiation.
Zaščita zdravja in varnosti nosečih delavk mora biti ena od prednostnih nalog te direktive.
Protecting the health and safety of pregnant workers should be a major concern of this directive.
Če je delavka iz člena 2 odpuščena v obdobju iz točke 1, mora delodajalec pisno navesti pravilno utemeljene razloge za njen odpust.
If a worker within the meaning of Article 2 is dismissed during the period referred to in point 1 the employer must cite duly substantiated grounds for her dismissal in writing.
V primeru odpusta v obdobju šestih mesecev po koncu porodniškega dopusta iz člena 8(1), mora delodajalec na zahtevo zadevne delavke pisno navesti pravilno utemeljene razloge za njen odpust .
If the dismissal occurs within six months following the end of maternity leave as provided for in Article 8(1), the employer must cite duly substantiated grounds for her dismissal in writing at the request of the worker concerned.
V primeru odpusta v obdobju dvanajstih mesecev po koncu porodniškega dopusta iz člena 8(1) se šteje, da je diskriminatoren, razen v izjemnih primerih, ki niso povezani z njihovim stanjem in so ustrezno pisno utemeljeni ter dovoljeni po nacionalni zakonodaji in/ali praksi, pod pogojem, da je svoje soglasje dal pristojni organ, kjer je to potrebno .
If the dismissal occurs within 12 months following the end of maternity leave as provided for in Article 8(1), it shall be presumed to have arisen on grounds of discrimination, save in an exceptional case not connected with her condition, and duly specified in writing, which is permitted under national legislation and/or practice and, where applicable, provided that the competent authority has given its consent.
Države članice sprejmejo potrebne ukrepe za prepoved diskriminacije nosečnic na trgu dela s tem, da jim zagotovijo enake možnosti pri zaposlitvi, če izpolnjujejo vse zahteve za razpisano delovno mesto.
Member States shall take the necessary measures to prohibit discrimination against pregnant women in the labour market by creating equal opportunities in recruitment, should they meet all the requirements for the applicable position.
Države članice morajo nosečnicam zagotoviti enak dostop do trga dela, da nosečnost ne bi ogrozila njihove kariere in možnosti za poklicni razvoj samo zato, ker zaposlitev nosečnice za delodajalca predstavlja dodatno breme.
The Member States should guarantee the equal access to the labour market for pregnant women, so that the pregnancy does not jeopardise the career and chances for professional development of women only because hiring a pregnant worker presents an additional burden to the employer.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da so delavci v času očetovskega dopusta oziroma dopusta ob porodniškem dopustu enako zaščiteni pred odpustom iz člena 1 kot delavke v smislu člena 2.
Member States shall take the necessary measures to ensure that during paternity / co-maternity leave, workers enjoy the same protection from dismissal afforded in Article 1 to workers within the meaning of Article 2.
Člen 10 – točka 4 b (novo)
Article 10 – point 4 b (new)
Države članice se spodbuja, da sprejmejo ukrepe, na podlagi katerih bodo imele delavke največ eno leto pravico do krajšega delovnega časa ter bodo v tem času v celoti zaščitene pred odpustom in bodo imele polno pravico, da se po koncu tega obdobja vrnejo na delovno mesto s polnim delovnim časom in plačo.
Member States shall be encouraged to adopt measures that ensure that a worker may choose to work part - time for a period of no longer than one year, with full protection from the possibility of dismissal and full rights to recover their full time position and pay at the end of this period.
S tem bi lahko pripomogli k uspešnemu usklajevanju zasebnega, družinskega in poklicnega življenja, saj bi delavkam omogočili, da se uspešneje in brez težav prilagodijo na nove razmere.
This measure can contribute to a more successful reconciliation of private, family and professional life, by allowing the worker to adapt better and more smoothly to her new situation.
Člen 1 – točka 3 – podtočka -a (novo)
Article 1 – point 3 – subpoint -a (new)
Člen 11 – točka 1
Article 11 – point 1
(-a) točka 1 se nadomesti z naslednjim besedilom:
(-a) Point 1 is replaced by the following:
“1. v primerih, navedenih v členih 5, 6 in 7, pravice iz delovnega razmerja, ki se nanašajo na pogodbo o zaposlitvi, vključno z ohranjanjem plačila in/ali pravice do enakovrednega nadomestila za delavke iz člena 2, se zagotovijo v skladu z nacionalno zakonodajo in/ali nacionalno prakso;“
“1. in the cases referred to in Articles 5, 6 and 7, the employment rights relating to the employment contract, including the maintenance of a payment to, and/or entitlement to an equivalent allowance for, workers within the meaning of Article 2, must be ensured in accordance with national legislation and/or national practice;”
Ženske bi morale prejemati nadomestilo v višini polne plače, da ne bi bile zaradi materinstva finančno prikrajšane.
Entitlements should be based on full pay, to prevent women losing out financially because they are mothers.
Člen 1 – točka 3 – podtočka a a (novo)
Article 1 – point 3 – subpoint a a (new)
Člen 11 – točka 2 – podtočka b
Article 11 – point 2 – subpoint b
(aa) V točki 2 se podtočka (b) nadomesti z naslednjim:
(aa) In point 2, sub point (b) is replaced by the following:
„(b) ohranjanje plačila in/ali enakovrednega nadomestila za delavke iz člena 2;“
“(b) maintenance of a payment to, and/or entitlement to an equivalent allowance for, workers within the meaning of Article 2; ”
Člen 1 – točka 3 – podtočka a b (novo)
Article 1 – point 3 – subpoint a b (new)
Člen 11 – točka 2 – podtočka b a (novo)
Article 11 – point 2 – subpoint b a (new)
(ab) Točki 2 se doda naslednja podtočka (ba):
( a b ) In point 2, the following sub point (ba) is inserted:
„(ba) pravica delavk, da se njihova plača v času porodniškega dopusta avtomatično zviša, kjer je to primerno, ne da bi morale začasno prekiniti porodniški dopust, da bi bile upravičene do tega zvišanja.“
"(ba) the right of workers on maternity leave to receive automatically any increase of salary, if applicable, without temporarily having to terminate their maternity leave so as to benefit from the salary increase."
Če se v času porodniškega dopusta delavk plača za njihovo delovno mesto zviša, se mora avtomatično zvišati tudi njihova plača, ne da bi morale prekiniti porodniški dopust samo zato, da bi prejele višjo plačo in se nato vrnile na porodniški dopust.
If there is a wage increase for the position of workers on maternity leave, it should come into force automatically for them, so they will not have to interrupt their maternity leave just to get the higher salary and after that resume the leave.
Zanje delodajalec tudi skrajša in poenostavi administrativni postopek v zvezi s tem.
The administrative work of the employer in that respect will also be reduced and simplified.
Člen 1 – točka 3 – podtočka b
Article 1 – point 3 - subpoint b
Člen 11 – točka 2 – podtočka c
Article 11 – point 2 – subpoint c
c) „Pravica, da se delavke iz člena 2 vrnejo na svoja delovna mesta ali enakovredna delovna mesta, kjer pogoji niso slabši, in pravica do izboljšanj delovnih pogojev, do katerih bi bile upravičene med svojo odsotnostjo.“
c) the right of workers within the meaning of Article 2 to return to their jobs or to equivalent posts on terms and conditions that are no less favourable to them and to benefit from any improvement in working conditions to which they would have been entitled during their absence;
c) Pravica, da se delavke iz člena 2 vrnejo na svoja delovna mesta ali enakovredna delovna mesta, kjer pogoji niso slabši, z enako plačo, poklicno kategorijo in nalogami, ki so jih opravljale pred porodniškim dopustom , in pravica do izboljšanj delovnih pogojev, do katerih bi bile upravičene med svojo odsotnostjo; v izjemnih primerih, na primer pri prestrukturiranju ali temeljiti prenovi proizvodnega procesa, je treba z ukrepi zagotoviti, da imajo delavke vedno možnost pogovoriti se z delodajalcem o vplivu teh sprememb na njihov poklicni in s tem tudi osebni položaj.
c) the right of workers within the meaning of Article 2 to return to their jobs or to equivalent posts on terms and conditions that are no less favourable to them , with the same pay, professional category and duties as they enjoyed prior to the period of maternity leave , and to benefit from any improvement in working conditions to which they would have been entitled during their absence; in exceptional situations relating to the restructuring or substantial reorganisation of the production process, steps shall always be taken to ensure that the worker can discuss with her employer the impact of such changes on her work situation and, indirectly, her personal situation;
Kot„enakovredno“ delovno mesto se razume delovno mesto z enako plačo, poklicno kategorijo in nalogami.
A post considered "equivalent" must offer the same pay, professional category and duties as before.
Ta točka je pomembna, saj se lahko položaj žensk v času porodniškega dopusta v posebnih razmerah (na primer v obdobju finančnih kriz) poslabša in zaradi tega izgubijo pravice, če z delodajalcem ne preučijo posledic prestrukturiranja, ki lahko ogrozi njihov položaj v podjetju.
This point is important because, should special circumstances arise (e.g. financial crises) which may be harmful to the situation of women on maternity leave and cause them to lose their entitlements, their position at work may be threatened unless they examine with the employer the implications of restructuring measures.
Člen 1 – točka 3 – podtočka b a (novo)
Article 1 – point 3 – subpoint b a (new)
Člen 11 – točka 2 – podtočka c a (novo)
Article 11 – point 2 – subpoint c a (new)
(ba) Točki 2 se doda pododstavek (ca):
(ba) In point 2, following subpoint (ca) is added:
„(ca) varovanje priložnosti delavk iz člena 2 za poklicni razvoj prek izobraževanja ter trajnega poklicnega in dodatnega usposabljanja, da bi utrdile svoje poklicne možnosti;“
" (ca) the maintenance for workers within the meaning of Article 2 of opportunities for career development through education along with ongoing professional and additional training with a view to consolidating their career prospects;"
Člen 1 – točka 3 – podtočka b b (novo)
Article 1 – point 3 – subpoint b b (new)
Člen 11 – točka 2 – podtočka c b (novo)
Article 11 – point 2 – subpoint c b (new)
(bb) Točki 2 se doda naslednja podtočka (cb):
(bb) In point 2, the following subpoint (cb) is added:
(cb) porodniški dopust ne sme zmanjšati pokojninskih pravic delavk in se mora za namene pokojnine šteti kot obdobje zaposlenosti, delavkam pa se zaradi koriščenja porodniškega dopusta ne smejo zmanjšati pokojninske pravice.
(cb) a period of maternity leave must not be prejudicial to the worker's pension rights and must be counted as a period of employment for pension purposes, and workers must not suffer any reduction of pension rights through taking maternity leave .
Porodniško nadomestilo ne sme povzročiti zmanjšanja pokojninskih pravic delavk.
It is important to ensure that allowances paid to workers during maternity leave do not adversely affect their pension entitlements.
Države članice morajo to preprečiti in delavkam v nasprotnem primeru izplačati odškodnino za izgubljene pokojninske pravice.
Member States should prevent this from happening and provide compensation for any loss of pension rights.
Člen 1 – točka 3 – podtočka c
Article 1 – point 3 – subpoint c
Člen 11 – točka 3
Article 11 – point 3
3. nadomestilo iz člena 2(b) je ustrezno , če zagotavlja dohodek enak znesku zadnje mesečne plače ali povprečne mesečne plače , za katerega pa lahko nacionalna zakonodaja določi zgornjo mejo .
3. the allowance referred to in point 2(b) shall be deemed adequate if it guarantees income equivalent to the last monthly salary or an average monthly salary, subject to any ceiling laid down under national legislation .
Ta zgornja meja ne sme biti nižja od nadomestila, ki ga dobijo delavke iz člena 2 v primeru prekinitve dejavnosti iz razlogov, ki so povezani z njihovim zdravjem .
Such a ceiling may 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 .
Države članice lahko določijo obdobje, ki se upošteva pri izračunu povprečne mesečne plače.“
The Member States may lay down the period over which this average monthly salary is calculated.
3. nadomestilo iz člena 2(b) je enakovredno , če zagotavlja dohodek enak znesku zadnje mesečne plače ali povprečne mesečne plače.
3. the allowance referred to in point 2(b) shall be deemed equivalent if it guarantees income equivalent to the last monthly salary or an average monthly salary.
Pri izračunu je treba upoštevati vsako zvišanje plače v skladu z zakonodajo ali pogodbenimi določbami.
When making the calculation, any salary increases resulting from legislation or contractual provisions must be included .
Med obveznim obdobjem dopusta mora nadomestilo znašati 100 % zadnje mesečne plače ali povprečne mesečne plače in ne sme biti nižje od 85 % zadnje mesečne plače ali povprečne mesečne plače med preostalim obdobjem dopusta zadevne delavke.
The allowance must be 100% of the last monthly salary or the average monthly salary during the compulsory period of leave and not be lower than 85% of the last monthly salary or the average monthly salary during the remaining period of leave of the worker concerned .
Države članice lahko določijo obdobje, ki se upošteva pri izračunu povprečne mesečne plače.
The Member States may lay down the period over which this average monthly salary is calculated.
Člen 1 – točka 3 – podtočka c a (novo)
Article 1 – point 3 – subpoint c a (new)
Člen 11 – točka 3 a (novo)
Article 11 – point 3 a (new)