natgillin/translations-raw huggingface dataset:
ob upoštevanju konvencije ILO o delavcih migrantih (dopolnilne določbe) iz leta 1975,
having regard to the ILO Migrant Workers (Supplementary Provisions) Convention, 1975,
ob upoštevanju konvencije ILO o zasebnih agencijah za zaposlovanje iz leta 1997,
having regard to the ILO Private Employment Agencies Convention, 1997,
ob upoštevanju agende ILO za dostojno delo ,
having regard to the ILO decent work agenda,
ob upoštevanju sporočila Komisije z naslovom "Spodbujanje dostojnega dela za vse – prispevek Unije k izvajanju agende za dostojno delo po svetu ( KOM(2006)0249 ),
having regard to the Commission Communication entitled 'Promoting decent work for all: The EU contribution to the implementation of the decent work agenda in the world" ( COM(2006)0249 ),
ob upoštevanju Direktive Sveta 75/117/EGS z dne 10. februarja 1975 o približevanju zakonodaje držav članic v zvezi z uporabo načela enakega plačila za moške in ženske
having regard to Council Directive 75/117/EEC of 10 February 1975 on the approximation of the laws of the Member States relating to the application of the principle of equal pay for men and women
ob upoštevanju Direktive Sveta 76/207/EGS z dne 9. februarja 1976 o izvrševanju načela enakega obravnavanja moških in žensk v zvezi z dostopom do zaposlitve, poklicnega usposabljanja in napredovanja ter delovnih pogojev UL L 39, 14.2.1976, str.
having regard to Council Directive 76/207/EEC of 9 February 1976 on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions OJ L 39, 14.2.1976, p.
ob upoštevanju Direktive Sveta 92/85/EGS z dne 19. oktobra 1992 o uvedbi ukrepov za spodbujanje izboljšav na področju varnosti in zdravja pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo (deseta posebna direktiva v smislu člena 16(1) Direktive 89/391/EGS)
having regard to Council Directive 92/85/EEC of 19 October 1992 on the introduction of measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding (tenth individual Directive within the meaning of Article 16(1) of Directive 89/391/EEC)
ob upoštevanju Direktive Sveta 94/33/ES z dne 22. junija 1994 o varstvu mladih ljudi pri delu
having regard to Council Directive 94/33/EC of 22 June 1994 on the protection of young people at work
ob upoštevanju Direktive Sveta 94/45/ES z dne 22. septembra 1994 o ustanovitvi Evropskega sveta delavcev ali uvedbi postopka obveščanja in posvetovanja z delavci v družbah ali povezanih družbah na območju Skupnosti
having regard to Council Directive 94/45/EC of 22 September 1994 on the establishment of a European Works Council or a procedure in Community-scale undertakings and Community-scale groups of undertakings for the purposes of informing and consulting employees
ob upoštevanju Direktive 2002/73/ES Evropskega parlamenta in Sveta z dne 23. septembra 2002 o spremembi Direktive Sveta 76/207/EGS o izvrševanju načela enakega obravnavanja moških in žensk v zvezi z dostopom do zaposlitve, poklicnega usposabljanja in napredovanja ter delovnih pogojev
having regard to Directive 2002/73/EC of the European Parliament and of the Council of 23 September 2002 amending Council Directive 76/207/EEC on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions
ob upoštevanju Direktive Sveta 97/81/ES z dne 15. decembra 1997 o okvirnem sporazumu o delu s krajšim delovnim časom, sklenjenim med UNICE, CEEP in ETUC – Priloga: Okvirni sporazum o delu s krajšim delovnim časom
having regard to Council Directive 97/81/EC of 15 December 1997 concerning the Framework Agreement on part-time work concluded by UNICE, CEEP and the ETUC – Annex : Framework agreement on part-time work
ob upoštevanju poročila Odbora za zaposlovanje in socialne zadeve ter mnenj Odbora za ekonomske in monetarne zadeve, Odbora za notranji trg in varstvo potrošnikov ter Odbora za pravice žensk in enakost spolov ( A6-0247/2007 ),
having regard to the report of the Committee on Employment and Social Affairs and the opinions of the Committee on Economic and Monetary Affairs, the Committee on Internal Market and Consumer Protection and the Committee on Women's Rights and Gender Equality ( A6-0247/2007 ),
ker bo v času globalizacije in hitrega tehnološkega napredka, demografskih sprememb in velike rasti v storitvenem sektorju izboljšanje evropskega delovnega prava, kadar je to potrebno, da se upoštevajo zahteve delodajalcev in delojemalcev po večji prožnosti ter želja po večji varnosti za delavce, zagotovilo uspešno prilagajanje podjetij in delavcev, s čimer se bodo okrepile vrednote, zajete v evropskem socialnem modelu,
whereas, at a time of globalisation and rapid technological progress, demographic change and significant growth of the services sector, improvement of European labour law where necessary to take account of the requirement for increasing flexibility demanded by employers and employees alike, as well as a desire for greater worker security, will ensure that both undertakings and workers are able to adapt successfully, thereby reinforcing the values of the European Social Model,
ker je gospodarska rast eden temeljnih pogojev za trajnostno rast zaposlenosti in ker socialne politike, kadar so ustrezno zastavljene, ne bi smele obravnavati kot strošek, ampak kot pozitiven dejavnik pri gospodarski rasti Evropske unije v skladu z uresničevanjem Lizbonske agende,
whereas economic growth is one of the fundamental conditions for sustainable employment growth, and whereas social policies, when appropriately designed, should not be regarded as a cost, and indeed can be a positive factor in the European Union's economic growth in line with achievement of the Lisbon agenda,
ker Evropska unija ni le območje proste trgovine, ampak tudi skupnost skupnih vrednot, in bi zato moralo delovno pravo odražati te vrednote ter ker še vedno veljajo osnovna načela delovnega prava, ki so se razvila v Evropi; ker delovno pravo zagotavlja pravno varnost in varstvo za delavce in delodajalce bodisi prek zakonodaje bodisi s kolektivnimi pogodbami ali s kombinacijo obojega in ker vzdržuje ravnovesje moči med delavcem in delodajalcem ter ker bo vsaka sprememba v delovnem pravu uspešnejša, če se bodo delavci počutili varnejše, ta varnost pa je odvisna tudi od tega, kako lahko je najti novo zaposlitev,
whereas the European Union is not only a free trade area but also a community of shared values and, as a consequence, labour law should reflect those values, and whereas the basic principles of labour law which have developed within Europe remain valid; whereas labour law provides legal certainty and protection for workers and employers by way of either legislation or collective agreement, or a combination of the two, and whereas it regulates the balance of power between worker and employer, and whereas the success of any changes in labour law will be greater if workers feel more secure, and such security also depends on how easy it is to find a new job,
ker je prosto gibanje delavcev eno temeljnih načel EU, kakor je določeno v členu 39 Pogodbe ES, in ker bi se morale istočasno s to temeljno svoboščino učinkovito izvajati predpisi, ki zagotavljajo načelo enakega plačila za enako delo,
whereas the freedom of movement of workers is one of the fundamental principles of the EU, as laid down in Article 39 of the EC Treaty, and whereas this fundamental freedom should go hand in hand with efficient implementation of the rules that ensure the principle of equal pay for equal work,
ker je danes na evropskem trgu dela vedno več novih oblik atipičnih pogodb in prožnih tipičnih pogodb (npr. pogodb o zaposlitvi s krajšim delovnim časom, pogodb o zaposlitvi za določen čas, pogodb o začasni zaposlitvi prek agencij za zaposlovanje, obnavljajočih se pogodb za zunanje sodelavce, pogodb za projekte), pri čemer nekatere ne nudijo varnosti,
whereas new forms of non-standard contracts and flexible standard contracts (e.g. part-time contracts, fixed-term contracts, temporary contracts through employment agencies, recurring freelance contracts and project contracts), some of which are non-secure in nature, today are increasingly common in the European labour market,
ker se s temi oblikami pogodbenih razmerij, če jih spremljajo potrebna zagotovila za zaposlitveno varnost, lahko izboljša prilagodljivost podjetij, ki je potrebna v novem mednarodnem okolju, obenem pa se izpolnijo posebne potrebe delavcev po drugačnem ravnotežju med osebnim in družinskim življenjem ter poklicnem usposabljanju,
whereas such forms of contractual relations, if accompanied by the necessary guarantees of employee security, can contribute towards providing businesses with the adaptability required in the new international context and at the same time towards responding to the specific needs of employees for a different balance between personal and family life and professional training,
ker 60 % delovnih mest, ki so bila v Evropski uniji na novo ustvarjena od leta 2000, predstavlja zaposlitev s skrajšanim delovnim časom in ker je 68 % delavcev s skrajšanim delovnim časom zadovoljnih s svojim delovnikom, pri čemer pa je ta stopnja zadovoljstva tesno povezana s stopnjo zaščite, ki jo delavcem s skrajšanim delovnim časom zagotavlja delovno pravo, in s stopnjo socialne varnosti,
whereas part-time employment has accounted for around 60 % of newly-created jobs in the European Union since 2000, and whereas 68 % of part-time workers are satisfied with their working hours, whereas, however, this degree of satisfaction is closely linked to the level of protection that is afforded to part-time workers by labour law and social security,
ker s skrajšanim delovnim časom večinoma delajo ženske, saj je to zanje pogosto kompromisna rešitev, ki jo sprejmejo, ker ni dovolj dostopnih in cenovno ugodnih možnosti za otroško varstvo in varstvo nesamostojnih oseb,
whereas part-time work is predominantly a feature of female employment, as it is often a compromise strategy that women follow because of the lack of accessible and affordable facilities for childcare and dependent persons care,
ker obstoječa zakonodaja Skupnosti za spodbujanje enakosti med moškimi in ženskami še ni dosegla svojih ciljev, evropski delavci pa so še vedno zaskrbljeni predvsem zaradi razlik v plačah med spoloma in pomanjkanja določb glede usklajevanja družinskega in poklicnega življenja ter javnega otroškega varstva;
whereas existing EC legislation promoting gender equality has not achieved its aims to date and the gender pay gap and lack of provisions concerning the reconciliation of work and family life and public childcare services remain key concerns for European workers,
ker je število zaposlitev za določen čas hitreje naraslo v državah članicah, kjer so bili spremenjeni ustrezni predpisi, da bi spodbudili zaposlovanje za določen čas, in ker so atipične oblike zaposlitve lahko koristne, če to ustreza delavcem in se zanj odločijo prostovoljno; ker se delavci redko odločajo za atipične oblike zaposlitve in številni med njimi nimajo osnovnih delovnih in socialnih pravic, zaradi česar je ogroženo načelo enakega obravnavanja,
whereas temporary employment has grown faster in Member States where changes have been made to the relevant rules to encourage temporary employment and whereas non-standard employment may be beneficial if it suits the circumstances of workers and is voluntary; but whereas, at present, much non-standard employment is not chosen and many workers are falling outside the scope of fundamental labour and social rights, thereby undermining the principle of equal treatment,
ker je 60 % tistih, ki so bili leta 1997 vključeni v atipična pogodbena razmerja, leta 2003 imelo sklenjene tipične pogodbe, kar kaže, da 40 % delavcev z atipičnimi pogodbami po šestih letih še vedno nima statusa polne zaposlitve; ker to zadeva zlasti mlade, katerih delovna aktivnost se vedno pogosteje začne z delovnim mestom z veliko manj varnimi delovnimi in socialnimi pogoji kot povprečno in ki jim vedno pogosteje grozi, da bodo ostali ujeti na obrobju trga dela;
whereas 60% of those who had taken up non-standard contractual arrangements in 1997 had standard contracts in 2003, indicating that 40% of non-standard workers still do not have full employment status after 6 years; whereas this concerns in particular young people who increasingly enter into employment via positions with working and social conditions which are much more insecure than average, and who increasingly risk remaining trapped on the margins of the labour market,
ker so se z nedavnim porastom atipičnih pogodb pojavile razlike v delovnih pogojih glede zdravja in varnosti, kar lahko povzroči slabše delovne pogoje in večje številno nesreč,
whereas the recent growth in non-standard contracts has brought with it differences in working conditions in terms of health and safety that can lead to poorer working conditions and higher accident rates,
ker glede na to, da neenakost povzroča neposredne in posredne ekonomske stroške, enako obravnavanje pa ima – ravno nasprotno – konkurenčne prednosti, uresničevanje načela enakega obravnavanja pomembno strateško prispeva h gospodarskemu in socialnemu razvoju; ker si Evropska unija tudi ne more dovoliti, da bi spregledala energijo in produktivno zmožnost žensk, ki predstavljajo polovico prebivalstva,
whereas, given that inequalities generate direct and indirect economic costs and – on the contrary – equal treatment generates competitive advantages, the establishment of equal treatment constitutes a major strategic contribution to social and economic development; whereas, furthermore, the European Union cannot afford to dispense with the energy and the productive capacity of women, who make up half of the population,
ker imajo ženske tri obveznosti, in sicer povečati svojo udeležbo na trgu dela, imeti več otrok in prevzemati vse večjo odgovornost v svoji družini; ker so skoraj vedno ženske tiste, ki morajo sklepati kompromise in svoj čas prilagoditi tako, da lahko ob delu skrbijo tudi za družino, in ki so podvržene velikemu stresu in skrbi, da bi uskladile poklicno in družinsko življenje,
whereas women are now confronted with a triple bind, i.e. to increase their labour market participation, to give birth to more children, and to assume more and more caring responsibilities within their families; whereas it is nearly always women who are required to make the compromises necessary to fit work around the family's needs and who experience high levels of stress and anxiety because of the combination of working and caring roles,
ker na sto tisoče žensk sprejme neurejene delovne pogoje, saj nimajo druge izbire, zato ker opravljajo gospodinjska dela zunaj svojega gospodinjstva ali skrbijo za starejše člane družine,
whereas it is a fact that hundreds of thousands of women have no choice but to accept irregular conditions of employment, because they are domestic workers outside their own household or have caring responsibilities for elderly family members,
ker so lahko delavci z atipičnimi pogodbami zaradi pomanjkanja usposabljanja, neobveščenosti o tveganju in nepoznavanja pravic bolj ogroženi kot njihovi kolegi z drugimi oblikami zaposlitve,
whereas workers who have non-standard contracts may be at higher risk than their colleagues in other forms of employment due to lack of training, not knowing about risks, and unawareness of rights,
ker bi morali vsi delavci imeti korist ustrezno zaposlitveno varnost in zaščito, ne glede na vrsto njihove pogodbe,
whereas all workers should benefit from adequate employment security and protection, independently of their contractual arrangements,
ker v številnih državah članicah kolektivno pogajanje prispeva k prožnemu delovanju trga dela in je bistven del delovnega prava ter osnovno regulativno orodje; ker je treba spoštovati pogoje v zvezi z odnosi med delodajalci in delavci ter se tradicija glede teh odnosov in udeleženost v sindikatih razlikujeta med državami članicami; ker bi morale države članice spodbujati socialni dialog med socialnimi partnerji na vseh ravneh, saj je to lahko učinkovito sredstvo za doseganje ustreznih reform v delovnem pravu,
whereas in a number of Member States collective bargaining helps the labour market to operate flexibly and is a key element of labour law as well as an essential regulatory tool; whereas conditions concerning industrial relations must be respected and traditions of industrial relations and level of trade union membership vary in the Member States; whereas Member States should promote social dialogue between social partners at all levels because this can be an effective means of helping to achieve appropriate reforms in labour law,
ker je treba pri ukrepanju na ravni Evropske unije spoštovati pristojnost držav članic na področju delovnega prava ter načeli subsidiarnosti in sorazmernosti; ker mora Komisija predlagati pobude, kadar se to zdi potrebno, da utrdi sistem minimalnih socialnih standardov, ki veljajo po vsej Uniji, na podlagi pravnega reda Skupnosti,
whereas action at European Union level must respect Member States' competence in the field of labour law and the principles of subsidiarity and proportionality; and whereas the Commission must propose initiatives when this is considered necessary to underpin a system of minimum social standards applicable throughout the Union, on the basis of the Community acquis,
ker mora Evropska unija za reševanje trenutnih gospodarskih izzivov storiti vse, da zagotovi stabilnost trgov dela v državah članicah, se odzove na velike presežke delovne sile v nekaterih sektorjih ter državljanom omogoči višjo raven zdravja in varnosti na delovnem mestu kot prej, kar je bistveno za ohranjanje življenjskih pogojev v skladu s človekovim dostojanstvom in temeljnimi evropskimi vrednotami,
whereas in order to meet the current economic challenges the European Union must do its utmost to ensure the stability of the Member States" labour markets, respond to the large-scale redundancies in certain sectors and provide its citizens with a higher level of health and safety in the workplace than before, which is essential for maintaining living conditions in harmony with human dignity and fundamental European values,
ker je visoka stopnja brezposelnosti v Evropi neuspeh, zato so potrebni ukrepi, s katerimi bi več ljudem olajšali dostop do trga dela, povečali mobilnost na trgu dela in delavcem pomagali pri zamenjavi delovnega mesta, ne da bi pri tem izgubili varnost; ker mora biti prednostna naloga ustvariti vzdušje, ki bo spodbujalo k vzpostavitvi dodatnih novih in boljših delovnih mest,
whereas the high level of unemployment in Europe is a failure which calls for actions making it easier for more people to enter the labour market, increasing mobility and helping workers to change jobs without sacrificing security; whereas the priority must be to create a climate which will foster the creation of additional, new, better quality jobs;
pozdravlja nov pristop k delovnemu pravu, ki bo zajemal vse delavce, ne glede na vrsto njihovih pogodb;
Welcomes a new approach to labour law that aims to cover all workers regardless of their contractual situation;
pozdravlja razprave o potrebi po izboljšanju delovnega prava za reševanje izzivov 21. stoletja, v skladu s katerimi večjo prožnost zahtevajo tako delojemalci kot delodajalci, ter o potrebi za zagotovitev večje varnosti v primerjavi z aktualnimi razmerami, ki so lahko sedaj povezane z atipičnimi oblikami zaposlitve, in večji zaščiti ranljivih delavcev, da se doseže več boljših delovnih mest ter večjo socialno kohezijo, s čimer bi pripomogli k doseganju ciljev Lizbonske strategije; meni, da bi moralo izboljšanje delovnega prava potekati v skladu z načeli Listine o temeljnih pravicah, zlasti ob upoštevanju naslova IV, ter ob spoštovanju in varovanju vrednot na podlagi evropskega socialnega modela ter uveljavljenih socialnih pravic;
Welcomes discussions on the need to improve labour law to meet the challenges of the 21st century, which mean that employers and employees alike require greater flexibility, and the need to provide greater security than may currently be associated with non-standard forms of employment, and to enhance the protection of vulnerable workers, in order to create more and better jobs and greater social cohesion, thereby helping to achieve the goals of the Lisbon Strategy; considers that improving labour law should be consistent with the principles of the Charter of Fundamental Rights, with particular reference to Title IV, and must respect and safeguard the values of the European social model and established social rights;
pozdravlja veliko raznolikost delovnih tradicij, pogodb in poslovnih modelov na trgih dela;
Welcomes the wide variety of labour traditions, contracts and business models existing in labour markets;
poziva k oblikovanju prožnih in varnih pogodbenih dogovorov v okviru sodobnih načinov organizacije dela;
Calls for the creation of flexible and secure contractual arrangements in the context of modern organization of work;
meni, da med prednostna področja za reformo na področju delovnega prava v državah članicah spadajo:
Considers that among the priorities for labour law reform within Member States are:
lažje prehajanje med raznimi oblikami zaposlenosti in nezaposlenostjo;
facilitating the transition between various situations of employment and unemployment;
zagotovitev ustrezne zaščite za delavce z atipičnimi oblikami zaposlitve;
ensuring appropriate protection for workers in non-standard forms of employment;
razjasnitev položaja odvisne zaposlitve ter sivega področja med samozaposlenimi in delavci z odvisno obliko delovnega razmerja;
clarifying the situation of dependent employment and the grey areas between self-employment and employees with a dependent employment relationship;
ukrepanje proti neprijavljenemu delu;
taking action against undeclared work;
vendar obžaluje, da ni bilo posvetovanja s socialnimi partnerji, kakor določa člen 138 Pogodbe ES, glede na to, da je zelena knjiga z naslovom "Posodabljanje delovnega prava za soočanje z izzivi 21. stoletja" ( KOM(2006)0708 ) zelo pomembna za področje socialne politike;
Regrets, however, that the social partners were not consulted as provided for by Article 138 of the EC Treaty, considering that the Commission's Green Paper entitled 'Modernising labour law to meet the challenges of 21st century' ( COM(2006)0708 ) clearly has important implications for the social policy field;
meni, da mora biti delovno pravo, če naj bo kos izzivom 21. stoletja, v večji meri osredotočeno na zaposlitveno varnost skozi vso kariero delavca, namesto da bi varovalo določena delovna mesta, zaradi česar bi se bilo lažje vključiti na trg dela in ostati na njem ter prehajati iz nezaposlenosti v zaposlenost ter z enega delovnega mesta na drugega prek uporabe aktivne politike dela, ki je osredotočena na razvoj človeškega kapitala za spodbujanje zaposljivosti in na ustvarjanje ugodne poslovne klime ter izboljšanje kakovosti delovnih mest;
Considers that, if labour law is to meet the challenges of the 21st century, it must focus to a large extent on employment security throughout a worker's life rather than protecting particular jobs, making it easier both to enter and to stay in the labour market and to change from unemployment to employment and from one job to another through the use of active labour policies focused both on human capital development to enhance employability and on creating a supportive business climate as well as improving the quality of jobs;