natgillin/translations-raw huggingface dataset:
Izvajanje te direktive ne more opravičevati nikakršnega poslabšanja obstoječih razmer v posamezni državi članici, zlasti nacionalni zakoni, ki z združitvijo dopusta za varstvo in nego otroka in porodniškega dopusta materam zagotavljajo najmanj 18 tednov dopusta pred in/ali po porodu z nadomestilom vsaj v višini, ki jo predvideva ta direktiva .
The implementation of this Directive should not serve to justify any regression in relation to the situation prevailing in each Member State , in particular national laws which, by combining parental leave and maternity leave, provide for an entitlement to the mother of at least 18 weeks of leave allocated before and/or after confinement, and remunerated at least at the level provided for in this Directive.
Države članice se spodbuja, če tega še niso storile, da sprejmejo ustrezne ukrepe, s katerimi bodo zagotovile enako obravnavanje nosečih delavk in delavk v javnem in zasebnem sektorju, ki so pred kratkim rodile ali ki dojijo, pa tudi delavk, ki ne spadajo v opredelitve iz člena 2 direktive 92/85/EGS, zato da se zagotovijo čim večje koristi visoke rodnosti in večja zaposlenost žensk.
Member States that have not already done so are strongly encouraged to take the appropriate measures to ensure equal treatment of pregnant workers and workers who have recently given birth or are breastfeeding, in the public and private sectors, as well as for workers who do not fall within the definitions contained in Article 2 of Directive 92/85/EEC, so as to maximise the benefits of higher fertility rates and higher women’s employment.
Zato bi bilo treba razmisliti o davčnih spodbudah za delodajalce.
To that end tax incentives for employers should be considered.
Komisija na osmi strani obrazložitve k predlogu direktive Evropskega parlamenta in Sveta z dne 3. oktobra 2008 navaja: „nacionalni zakoni, ki materam zagotavljajo najmanj 18 tednov dopusta pred in/ali po porodu z nadomestilom vsaj v višini, ki jo predvideva ta direktiva, se za namene te direktive upoštevajo kot porodniški dopust“.
On page eight of its Explanatory Memorandum to the proposal for a Directive of the European Parliament and of the Council of 3 October 2008, the Commission states that 'National laws which provide for an entitlement to the mother of at least 18 weeks of leave allocated before and/or after confinement, and remunerated at least at the level provided for in this Directive, should be deemed to be maternity leave for the purposes of this Directive.'
Ta predlog spremembe pojasnjuje to namero v ustrezni uvodni izjavi.
This amendment clarifies that intention in a relevant recital.
Direktiva 92/85/EGS
Directive 92/85/EEC
Uvodna izjava 14 se nadomesti z naslednjim:
R ecital 1 4 is replaced by the following:
„ker ranljivost nosečih delavk, delavk, ki so pred kratkim rodile ali ki dojijo, zahteva zagotovitev pravice do porodniškega dopusta v trajanju najmanj dvajset zaporednih tednov, ki je razporejen pred in/ali po porodu, in zahteva obvezen porodniški dopust, ki traja vsaj šest tednov [...] po porodu;“
“Whereas the vulnerability of pregnant workers, workers who have recently given birth or who are breastfeeding makes it necessary for them to be granted the right to maternity leave of at least 20 continuous weeks, allocated before and/or after confinement, and renders necessary the compulsory nature of maternity leave of at least 6 weeks allocated after confinement;”
Uvodna izjava 18 se nadomesti z naslednjim:
R ecital 18 is replaced by the following:
„ker poleg tega določba v zvezi s porodniškim dopustom ravno tako ne bi služila svojemu namenu, če je ne bi spremljalo ohranjanje vseh pravic, povezanih s pogodbo o zaposlitvi, in [...] pravica do enakovrednega polnega nadomestila ;“
“Whereas, moreover, provision concerning maternity leave would also serve no purpose unless accompanied by the maintenance of all rights linked to the employment contract , including maintenance of full pay and [...] entitlement to an equivalent allowance; ”
Ženske bi morale prejemati nadomestilo v višini polne plače, da ne bi bile zaradi materinstva finančno prikrajšane.
Entitlements must be based on full pay so as to prevent women losing out financially because they are mothers.
V člen 1 se vstavi naslednji odstavek 1a:
In Article 1 the following paragraph 1a is inserted :
Namen direktive je tudi izboljšati pogoje za noseče delavke ter delavke, ki so pred kratkim rodile in ostajajo na trgu delovne sile ali se nanj vračajo, ter doseči boljše usklajevanje poklicnega, zasebnega in družinskega življenja.“
This Directive also aims to improve the conditions for pregnant workers and workers who have recently given birth to remain in, or return to, the labour market and to ensure better reconciliation of professional, private and family life.”
Ker je bil pravni podlagi tega predloga dodan člen 141 Pogodbe o ES, dodatna točka širi področje uporabe direktive in omogoča vključitev vprašanj, kot so prožne oblike dela, očetovski dopust itd.
Given the addition of Article 141 of the EC Treaty to the legal basis of this proposal, the additional point aims at widening the scope of the directive and allows for including issues such as flexible working arrangements and paternity leave.
Člen 2 se nadomesti z naslednjim besedilom:
Article 2 is replaced by the following:
„Člen 2
“Article 2
(a) noseča delavka pomeni nosečo delavko, zaposleno po kateri koli pogodbi, tudi gospodinjsko pomočnico, ki svojega delodajalca obvesti o svojem stanju v skladu z nacionalno zakonodajo in/ali nacionalno prakso;
(a) pregnant worker shall mean a pregnant worker employed under any type of contract, including in domestic work, who informs her employer of her condition, in accordance with national legislation and/or national practice;
(b) delavka, ki doji, pomeni delavko, zaposleno po kateri koli pogodbi, tudi gospodinjsko pomočnico, ki jo za tako šteje nacionalna zakonodaja in/ali nacionalna praksa in ki v skladu s to zakonodajo in/ali prakso svojega delodajalca obvesti o svojem stanju;
(b) worker who has recently given birth shall mean a worker employed under any type of contract, including in domestic work, who has recently given birth within the meaning of national legislation and/or national practice and who informs her employer of her condition, in accordance with that legislation and/or practice;
(c) delavka, ki doji, pomeni delavko, zaposleno po kateri koli pogodbi, tudi gospodinjsko pomočnico , ki jo za tako šteje nacionalna zakonodaja in/ali nacionalna praksa in ki v skladu s to zakonodajo in/ali prakso svojega delodajalca obvesti o svojem stanju.“
(c) worker who is breastfeeding shall mean a worker employed under any type of contract, including in domestic work, who is breastfeeding within the meaning of national legislation and/or national practice and who informs her employer of her condition, in accordance with that legislation and/or practice;”
Člen 3 se nadomesti z naslednjim besedilom:
Article 3 is replaced by the following:
„Člen 3
“Article 3
Po posvetovanju z državami članicami in ob pomoči Svetovalnega odbora za varnost, higieno in zdravje pri delu Komisija sestavi navodila za oceno kemičnih, fizikalnih in bioloških dejavnikov ter postopkov, ki veljajo za nevarne za reproduktivno zdravje delavcev moškega in ženskega spola ter za varnost in zdravje delavk v smislu člena 2.
In consultation with the Member States and assisted by the Advisory Committee on Safety, Hygiene and Health Protection at Work, the Commission shall draw up guidelines on the assessment of the chemical, physical and biological agents and industrial processes considered hazardous for the reproductive health of male and female workers and for the safety or health of workers within the meaning of Article 2.
Navodila se pregledujejo, od leta 2012 dalje pa se najmanj vsakih pet let posodobijo.
These guidelines shall be reviewed and shall, from 2012, be updated at least every five years.
V prvem pododstavku omenjena navodila vključujejo tudi gibe in položaje telesa, psihično in telesno utrujenost ter druge vrste telesnega in psihičnega napora, povezane z delom, ki ga opravljajo delavke v smislu člena 2.
The guidelines referred to in the first subparagraph shall also cover movements and postures, mental and physical fatigue and other types of physical and mental stress connected with the work done by workers within the meaning of Article 2.
Namen navodil iz odstavka 1, je, da bodo služila kot osnova za oceno, navedeno v členu 4(1).
The purpose of the guidelines referred to in paragraph 1 is to serve as a basis for the assessment referred to in Article 4(1).
V ta namen države članice vse delodajalce ter vse delavce moškega in ženskega spola in/ali njihove predstavnike ter socialne partnerje v ustrezni državi članici opozorijo na ta navodila.“
To this end, Member States shall bring these guidelines to the attention of all employers and all male and female workers and/or their representatives and the social partners in the respective Member State . ”
Navodila morajo biti posodobljena glede na razvoj in znanje.
It is important to keep the guidelines up to date with recent developments and knowledge.
Poleg tega so zdravstvenim in varnostnim tveganjem izpostavljeni moški in ženske, zato je treba ta tveganja bolj upoštevati, saj so pomembna že pred spočetjem.
Furthermore, health and safety risks exist for both men and women, and should be taken into account more generally, as they are important even before the moment of conception.
Člen 4 se nadomesti z naslednjim besedilom:
Article 4 is replaced by the following:
Ocena, obveščanje in posvetovanje
Assessment , information and consultation
Delodajalec v oceno tveganja iz Direktive 89/391/EGS vključi oceno reproduktivnega tveganja za delavce moškega in ženskega spola.
In the risk assessment carried out under Directive 89/391/EEC the employer shall include an assessment of the reproductive risks for male and female workers.
Za vse dejavnosti, ki bi lahko vključevale posebno nevarnost izpostavljenosti dejavnikom, postopkom ali delovnim pogojem, ki so primeroma našteti na odprtemu seznamu v Prilogi I, delodajalec oceni naravo, stopnjo in trajanje izpostavljenosti delavk v skladu s členom 2 v zadevnem podjetju in/ali (ustanovi) in delavk, ki bi lahko bile v enem od položajev iz člena 2 , bodisi neposredno bodisi s pomočjo služb za varstvo in preventivo, navedenimi v členu 7 Direktive 89/391/EGS, da bi:
For all activities liable to involve a specific risk of exposure to the agents, processes or working conditions of which a non-exhaustive list is given in Annex I, the employer shall assess the nature, degree and duration of exposure, in the undertaking and/or establishment concerned, of workers within the meaning of Article 2 and workers likely to be in one of the situations referred to in Article 2, either directly or by way of the protective and preventive services referred to in Article 7 of Directive 89/391/EEC, in order to:
ocenil tveganja za varnost ali zdravje in kakršne koli možne učinke na nosečnost ali dojenje delavk v skladu s členom 2 in delavk, ki bi lahko bile v enem od položajev iz člena 2 ,
- assess any risks to the safety or health and any possible effect on the pregnancy or breastfeeding of workers within the meaning of Article 2 and workers likely to be in one of the situations referred to in Article 2 ,
– odločil, kako ukrepati.
- decide what measures should be taken.
Brez vpliva na člen 10 Direktive 89/391/EGS se delavke v skladu s členom 2 in delavke, ki bi v zadevnem podjetju in/ali ustanovi lahko bile v enem od položajev, navedenih v členu 2, in/ali njihove predstavnike ter ustrezne socialne partnerje obvesti o rezultatih ocene, omenjene v odstavku 1, in o vseh ukrepih, ki jih je treba sprejeti v zvezi z zdravjem in varnostjo pri delu.
Without prejudice to Article 10 of Directive 89/391/ EEC , workers within the meaning of Article 2 and workers likely to be in one of the situations referred to in Article 2 in the undertaking and/or establishment concerned and/or their representatives and the relevant social partners shall be informed of the results of the assessment referred to in paragraph 1 and of all measures to be taken concerning health and safety at work.
S sprejetjem ustreznih ukrepov se zagotovi, da delavci in/ali njihovi predstavniki v zadevnem podjetju ali ustanovi lahko spremljajo uporabo te direktive ali so vključeni v njeno uporabo, predvsem kar zadeva ukrepe iz odstavka 2, ki jih določi delodajalec, brez poseganja v pristojnost delodajalca za določanje teh ukrepov.
Appropriate measures shall be taken to ensure that workers and/or their representatives in the undertaking or establishment concerned may monitor the application of this Directive or may be involved in its application, in particular with regard to the measures determined by the employer which are referred to in paragraph 2 , without prejudice to the employer’s responsibility for determining those measures.
Posvetovanje z delavci in sodelovanje z njimi in/ali njihovih predstavnikov v zvezi z zadevami, ki jih ureja ta direktiva, poteka v skladu s členom 11 Direktive 89/391/EGS.“
Consultation and participation of workers and/or their representatives in connection with matters covered by this Directive shall take place in accordance with Article 11 of Directive 89/391/EEC. ”
Bistvenega pomena je spodbujati preventivni pristop, ki zagotavlja ustrezno oceno tveganja na vseh delovnih mestih, na katerih delajo ženske in moški v rodni dobi.
It is essential to promote a preventive approach providing for proper risk assessment at any workplace at which the employees are women and men of fertile age.
Pred oploditvijo so tako ženske kot moški lahko izpostavljeni sprožilnim dejavnikom za nastanek genskih mutacij in nepravilnosti, ki vodijo do neplodnosti ter kromosomskih deformacij in aberacij; najresnejše pa so posledice za zarodek.
Men and women alike may be exposed, before fertilisation, to the trigger factors involved in the genetic mutations and abnormalities that lead to infertility and chromosomal malformations and aberrations; the most severe effects, however, occur in the embryo.
Dodata se odstavka 4 in 5, saj vse druge direktive o zdravju in varnosti vsebujejo posebne člene o obveščanju delavcev in njihovih predstavnikov ter posvetovanju z njimi.
Paragraphs 4 and 5 are added, since in all other health and safety directives there are proper articles on information and consultation of workers and their representatives.
Člen 1 – točka -1 f (novo)
Article 1 – point -1 f (new)
Člen 5 se spremeni:
Article 5 is amended as follows:
Če prilagoditev njenih delovnih pogojev in/ali delovnega časa tehnično in/ali objektivno ni izvedljiva [...] delodajalec sprejme potrebne ukrepe za premestitev te delavke na drugo delovno mesto.“
If the adjustment of her working conditions and/or working hours is not technically and/or objectively feasible [... ] the employer shall take the necessary measures to move the worker concerned to another job.”
Če njena premestitev na drugo delovno mesto tehnično in/ali objektivno ni izvedljiva [...] se delavki zagotovi dopust v skladu z nacionalno zakonodajo in/ali nacionalno prakso za celotno obdobje, ki je potrebno za zagotovitev varovanja njenega zdravja.“
If moving her to another job is not technically and/or objectively feasible [...] the worker concerned shall be granted leave in accordance with national legislation and/or national practice for the whole of the period necessary to protect her safety or health. ”
Sedanje besedilo točk 2 in 3 daje delodajalcem preveč priložnosti za dokazovanje, da delovnega mesta ne morejo prilagoditi ali ponuditi druge možnosti.
The current text of paragraphs 2 and 3 gives a far too wide opportunity to employers to argue that they cannot adapt the workplace or offer an alternative job.
S črtanjem dela „oziroma je zaradi pravilno utemeljenih razlogov ni mogoče razumno zahtevati“ se zaščita zaposlitvenih možnosti žensk poveča, saj ostaja manj možnosti, da delodajalec lahko dokaže, da druga možnost ni tehnično ali objektivno izvedljiva.
By deleting the part ‘or cannot reasonably be required on duly substantiated grounds’ the protection of the employment opportunities for women is increased, since less scope remains for the employer to argue that offering such alternatives is not technically or objectively feasible.
Člen 1 – točka -1 g (novo)
Article 1 – point -1 g (new)
Člen 7 se nadomesti z naslednjim besedilom:
Article 7 is replaced by the following
„Člen 7
“Article 7
Nočno delo
Night work
Države članice sprejmejo potrebne ukrepe za zagotovitev, da v členu 2 navedene delavke ne bodo zavezane opravljati nočno delo […]:
Member States shall take the necessary measures to ensure that workers referred to in Article 2 are not obliged to perform night work [...] :
(a) deset tednov pred porodom;
( a) during the ten weeks prior to childbirth ;
(b) preostali čas nosečnosti, če je to potrebno za zdravje matere ali nerojenega otroka;
( b) during the remainder of the pregnancy should it be necessary for the health of the mother or the unborn child ;
(c) ves čas dojenja.
( c) during the entire period of breastfeeding.
V odstavku 1 navedeni ukrepi morajo imeti v skladu z nacionalno zakonodajo in/ali nacionalno prakso za posledico možnost:
The measures referred to in paragraph 1 must entail the possibility, in accordance with national legislation and/or national practice, of:
(a) premestitev na ustrezno delovno mesto podnevi; ali
( a) transfer to a compatible daytime working timetable ; or
(b) dopusta ali podaljšanja porodniškega dopusta, kadar takšna premestitev tehnično in/ali objektivno ni izvedljiva […].
( b) leave from work or extension of maternity leave where such a transfer is not technically and/or objectively feasible [...].
Delavke, ki ne želijo opravljati nočnega dela, morajo o tem obvestiti svojega delodajalca v skladu s pravili, ki so jih določile države članice, ter mu predložiti zdravniško potrdilo v primeru iz odstavka 1(b).
Workers wishing to be exempted from night work shall , in accordance with rules laid down by the Member States , inform their employer and, in the case referred to in paragraph 1 (b), submit a medical certificate to the employer .
Za starše samohranilce in starše otrok s hudo telesno ali duševno prizadetostjo se lahko obdobja, navedena v odstavku 1, podaljšajo v skladu s postopki, ki jih določijo države članice.
For single parents and parents with children with severe disabilities, the periods referred to in paragraph 1 may be extended in accordance with the procedures laid down by the Member States.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da očetom z otroki do dvanajstega meseca starosti ni treba opravljati nočnega dela.“
Member States shall take the necessary measures to ensure that fathers of children younger than 12 months are not obliged to perform night work. ”
Člen 1 – točka -1 h (novo)
Article 1 – point -1 h (new)
Vstavi se naslednji člen 7a:
The following Article 7a is inserted:
Nosečnicam ter delavkam z otrokom, mlajšim od dvanajst mesecev, ni treba opravljati nadurnega dela.
Pregnant workers and working women with a child aged under 12 months shall not be obliged to work overtime.
Doječi ženski v času dojenja ni treba opravljati nadurnega dela, kadar je dojenje v interesu za njeno zdravje ali zdravje otroka..“
A worker who is breastfeeding her child shall not be obliged to work overtime while she is breastfeeding, where necessary in the interests of her health and that of her child .”
Ženske morajo biti upravičene do posebne obravnave, kar zadeva nadurno delo, da bi lahko preživele več časa z zelo majhnim otrokom, zato je treba vključiti določbo, na podlagi katere lahko ženska zavrne opravljanje nadurnega dela, če je njen otrok mlajši od 12 mesecev.
To enable them to spend more time with their young children, women should be entitled to favourable treatment where overtime is concerned; a new provision should be added to allow a worker to refuse to work overtime if her child is under 12 months old.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da imajo delavke iz člena 2 pravico do neprekinjenega obdobja porodniškega dopusta, ki traja vsaj 18 tednov in je razporejen pred in/ali po porodu.
Member States shall take the necessary measures to ensure that workers within the meaning of Article 2 are entitled to a continuous period of maternity leave of at least 18 weeks allocated before and/or after confinement.
Države članice sprejmejo potrebne ukrepe za zagotovitev, da imajo delavke iz člena 2 pravico do neprekinjenega obdobja porodniškega dopusta, ki traja vsaj 20 tednov in je razporejen pred in/ali po porodu.
Member States shall take the necessary measures to ensure that workers within the meaning of Article 2 are entitled to a continuous period of maternity leave of at least 20 weeks allocated before and/or after confinement.
Treba je določiti porodniški dopust, ki bo trajal dovolj dolgo, da bodo lahko ženske, ki to želijo, svoje otroke dojile v dobrih pogojih.
Maternity leave must be long enough to enable those women who so wish to breastfeed in comfort.
V zvezi s tem naj omenimo, da Svetovna zdravstvena organizacija priporoča izključno dojenje v prvih šestih mesecih otrokovega življenja (A55/15).
The World Health Organisation recommends that breastfeeding should be the only feeding method used in the first six months of a child’s life (A55/15).
Obdobje dvajsetih tednov bi ženskam omogočilo, da bi si opomogle po porodu in da bi lahko dojile ter vzpostavile trdno vez z otrokom.
Twenty weeks’ leave would be appropriate to the extent that it would give women time to recover from their confinement, encourage breastfeeding, and enable a mother to forge a strong bond with her child.
Daljše obdobje bi lahko negativno vplivalo na njihovo vrnitev na trg dela.
A longer period might diminish women’s prospects of returning to the labour market.
Porodniški dopust iz odstavka 1 vključuje vsaj šest tednov obveznega dopusta po porodu.
The maternity leave stipulated in paragraph 1 shall include compulsory leave of at least six weeks after childbirth.
Države članice sprejmejo ustrezne ukrepe, da je delavkam iz člena 2 zagotovljeno, da lahko svobodno izberejo, kdaj vzamejo neobvezni del porodniškega dopusta, pred ali po porodu.
The Member States shall take the necessary measures to ensure that workers within the meaning of Article 2 are entitled to choose freely the time at which the non-compulsory portion of the maternity leave is taken, before or after childbirth.
Porodniški dopust iz odstavka 1 vključuje vsaj šest tednov obveznega polno plačanega porodniškega dopusta po porodu.
The maternity leave stipulated in paragraph 1 shall include compulsory fully paid maternity leave of at least six weeks after childbirth.
Države članice lahko podaljšajo obvezno obdobje porodniškega dopusta za največ šest tednov pred porodom.
Member States may extend the compulsory period of maternity leave to a maximum of six weeks before confinement .
Obdobje šestih tednov obveznega porodniškega dopusta velja za vse zaposlene ženske, ne glede na število delovnih dni pred porodom.
The six week period of compulsory maternity leave shall apply to all working women regardless of the number of days worked prior to confinement .
Člen 1 – točka 1
Article 1 -point 1
Člen 8 – odstavek 2a (novo)
Article 8 – paragraph 2a (new)
V skladu z zakonodajo zadevne države članice se ta čas deli z očetom, če se par s tem strinja in tako zahteva.
This period may, if the couple agrees and so requests, be shared with the father, in accordance with the legislation of the Member State concerned.
Člen 8 – odstavek 2 b (novo)
Article 8 — paragraph 2 b (new)
Člen 8 – odstavek 2 c (novo)
Article 8 – paragraph 2 c (new)
V primeru rojstva več otrok hkrati se obvezno obdobje porodniškega dopusta iz odstavka 2 podaljša za en mesec za vsakega dodatnega otroka.
For multiple births the compulsory period of maternity leave referred to in paragraph 2 shall be increased by one month for each additional child .
Člen 1 – točka 1
Article 1 — Point 1
Člen 8 – odstavek 2 d (novo)
Article 8 — paragraph 2 d (new)