natgillin/translations-raw huggingface dataset:
ugotavlja, da je namen teh delovnih mest med drugim okrepiti zmogljivosti Evropskega ekonomsko-socialnega odbora na področju svetovanja, programskega načrtovanja in odnosov s civilno družbo ter da so sprejemljiv kompromis med prvotnimi zahtevami odbora in predlogom proračuna, kot ga je spremenil Svet;
Notes that these posts are intended, inter alia, to boost the Committee's capacity in the areas of consultative work, programming and relations with civil society and that they strike an acceptable compromise position between the Committee's original requests and the Council's draft budget;
ob upoštevanju trenutnih prostih delovnih mest in po posvetovanju z Evropskim ekonomsko-socialnim odborom o tem vprašanju je sklenil za plače uporabiti 4,5-odstotni pavšalni odbitek, ne 5,5-odstotnega, kot je predlagal Svet, da ne bo ovirano učinkovito zapolnjevanje prostih delovnih mest;
Having taken note of current vacancy rates and heard the Committee on this issue, decides to apply an abatement rate of 4,5% on salaries, instead of the 5,5% suggested by the Council, in order not to hinder effective recruitment on vacant posts;
poudarja, da je treba nemudoma začeti uresničevati načelno odločitev Evropskega ekonomsko-socialnega odbora, da bo svojim članom vračal dejanske potne stroške in opustil pavšalno nadomestilo, ki se uporablja zdaj; to načelno odločitev pozdravlja, je zagotovil sredstva za to spremembo in namerava vprašanje spremljati tudi v prihodnje;
Underlines the need to implement without delay the Committee's decision in principle to reimburse its Members' transport tickets on the basis of real costs and to scrap the flat-rate system currently possible; welcomes this decision in principle, has made available the appropriations relating to this change in system and will continue to follow this issue;
se strinja s povečanjem nekaterih proračunskih vrstic za podporo v omejenem obsegu v primerjavi z zneski, ki jih predlaga Svet, če bodo kljub temu mogoči prihranki glede na predlog proračuna;
Agrees to a limited number of increases compared to the Council's reading, while still representing a saving on the DB, as concerns various support expenditure lines;
je sklenil sprejeti kompromisno rešitev glede novih delovnih mest, zahtevanih zaradi začetka veljavnosti Lizbonske pogodbe, v skladu s predlogom španskega predsedstva, predstavljenega poleti, in sicer gre za uvedbo 18 novih delovnih mest, potrebnih za obvladovanje povečanih pristojnosti in delovnih obremenitev: 2 mesti AD9, 5 mest AD7, 7 mest AD5, 2 mesti AST3 in 2 mesti AST1;
Decides to introduce a compromise solution concerning new posts requested as a consequence of the Lisbon Treaty, along the lines already proposed by the Spanish Presidency in the summer, consisting of the creation of 18 new posts in order to deal with increased competencies and workload as follows: 2 AD9, 5 AD7, 7 AD5, 2 AST3 and 2 AST1;
ugotavlja, da je namen teh delovnih mest med drugim povečati zmogljivosti Odbora regij na področju subsidiarnosti, ozemeljske kohezije, ocenjevanja vpliva, svetovanja in razširjenih medregijskih dejavnosti;
Notes that these posts are intended, inter alia, to boost the Committee's capacity in the areas of subsidiarity, territorial cohesion, impact assessments, consultative work and expanded inter-regional activities;
po predstavitvi argumentov odbora v zvezi z obsegom zaposlovanja in številom prostih mest je sklenil, da bo potrdil pavšalni odbitek 5 %;
Decides to introduce a general abatement rate of 5% after hearing the Committee's arguments as regards recruitment levels and vacancy rates;
ima kompromisno stališče glede zahtev Odbora regij in zmanjšanja nekaterih odhodkov za podporo, ki ga predlaga Svet;
Takes a compromise position between the Committee's requests and the Council's reductions on various support expenditure lines;
meni, da je predlog proračuna te institucije v glavnem zadovoljiv, in ugotavlja, da je Svet predlagal zelo malo sprememb;
Considers that the DB of this Institution as largely satisfactory and also notes that very few changes were introduced by the Council;
kljub temu poudarja, da se ne strinja s stališčem Sveta glede odprtja enega začasnega delovnega mesta, ki ne bi imelo proračunskih posledic, saj so trenutni odhodki za pogodbenega uslužbenca enako visoki, zato je sklenil, da odprtje tega delovnega mesta odobri;
Stresses, however, that it takes the opposite view from Council concerning the creation of 1 temporary post, with no budget impact as the same expenditure is currently paid through contracts, and therefore decides to approve it;
zaradi obsega dela te institucije, ki je posledica obstoječih obveznosti in novih nalog v skladu z Lizbonsko pogodbo, namreč obsežnejšega posvetovanja o zakonodaji, ki vpliva na varstvo podatkov, je sklenil odobriti odprtje dveh novih delovnih mest v letu 2011 (1 mesto AD6 in 1 mesto AD9);
Taking into account the combined workload of this institution, based on previously existing obligations and on new obligations under the Lisbon Treaty, leading to increasing consultations on legislation with an impact on data protection, has decided to create 2 new posts for 2011 (1 AD6 and 1 AD9);
se ne strinja s predlaganim povečanjem v drugih proračunskih vrsticah in poziva institucijo nadzornika, naj tem potrebam zadosti interno, v okviru obstoječega proračuna;
Has taken a restrictive approach on increases asked on other lines and asks the Supervisor to manage those needs internally, within existing budgets;
naroči svojemu predsedniku, naj to resolucijo posreduje Svetu in Komisiji ter drugim zadevnim institucijam in organom.
Instructs its President to forward this resolution to the Council and the Commission and to the other institutions and bodies concerned.
Zakonodajna resolucija Evropskega parlamenta z dne 20. oktobra 2010 o predlogu direktive Evropskega parlamenta in Sveta o spremembi Direktive Sveta 92/85/EGS o uvedbi ukrepov za spodbujanje izboljšav na področju varnosti in zdravja pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo ( KOM(2008)0637 – C6-0340/2008 – 2008/0193(COD) )
European Parliament legislative resolution of 20 October 2010 on the proposal for a directive of the European Parliament and of the Council amending Council Directive 92/85/EEC 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 ( COM(2008)0637 – C6-0340/2008 – 2008/0193(COD) )
ob upoštevanju predloga Komisije Evropskemu parlamentu in Svetu ( KOM(2008)0637 ),
having regard to the Commission proposal to Parliament and the Council ( COM(2008)0637 ),
ob upoštevanju člena 251(2) ter členov 137(2) in 141(3) Pogodbe ES, na podlagi katerih je Komisija podala predlog Parlamentu ( C6-0340/2008 ),
having regard to Article 251(2) and Articles 137(2) and Article 141(3) of the EC Treaty, pursuant to which the Commission submitted the proposal to Parliament ( C6-0340/2008 ),
ob upoštevanju sporočila Komisije Evropskemu parlamentu in Svetu z naslovom „Posledice začetka veljavnosti Lizbonske pogodbe za še nedokončane medinstitucionalne postopke odločanja“ ( KOM(2009)0665 ),
having regard to the Commission Communication to Parliament and the Council entitled ‘Consequences of the entry into force of the Treaty of Lisbon for ongoing inter-institutional decision-making procedures’ ( COM(2009)0665 ),
ob upoštevanju člena 294(3), člena 153(2) in člena 157(3) Pogodbe o delovanju Evropske unije,
having regard to Article 294(3) and Article 153(2) and Article 157(3) of the Treaty on the Functioning of the European Union,
ob upoštevanju členov 37, 55 in 175 Poslovnika,
having regard to Rules 37, 55 and 175 of its Rules of Procedure,
ob upoštevanju prvega poročila Odbora za pravice žensk in enakost spolov in mnenja Odbora za zaposlovanje in socialne zadeve ( A6-0267/2009 ),
having regard to the first report of the Committee on Women's Rights and Gender Equality and the opinion of the Committee on Employment and Social Affairs ( A6-0267/2009 ),
ob upoštevanju drugega poročila Odbora za pravice žensk in enakost spolov in mnenja Odbora za zaposlovanje in socialne zadeve ( A7-0032/2010 ),
having regard to the second report of the Committee on Women's Rights and Gender Equality and the opinion of the Committee on Employment and Social Affairs ( A7-0032/2010 ),
ob upoštevanju Pogodbe o delovanju Evropske unije, ter zlasti členov 153(2) in 157(3) Pogodbe,
Having regard to the Treaty on the functioning of the European Union, and in particular Articles 153(2) and 157(3) thereof,
v skladu z rednim zakonodajnim postopkom Stališče Evropskega parlamenta z dne 20. oktobra 2010.
Acting in accordance with the ordinary legislative procedure Position of the European Parliament of 20 October 2010.
Člen 153 Pogodbe o delovanju Evropske unije (PDEU) določa, da Unija z namenom izpolnjevanja ciljev člena 151 PDEU države članice podpira in jim pomaga pri njihovih dejavnostih izboljševanja delovnih pogojev za varstvo zdravja in varnosti delavcev ter zagotavljanja enakosti med ženskami in moškimi glede priložnosti na trgu dela in obravnave pri delu.
Article 153 of the Treaty on the Functioning of the European Union (TFEU) provides that with a view to achieving the objectives of Article 151 TFEU, the Union shall support and complement the activities of Member States in improving the working conditions to protect the safety and health of workers and in ensuring equality between women and men with regard to labour market opportunities and treatment at work.
Člen 157 PDEU določa, da Evropski parlament in Svet v skladu z rednim zakonodajnim postopkom in po posvetovanju z Ekonomsko-socialnim odborom sprejmeta ukrepe za zagotovitev uporabe načela enakih možnosti in enakega obravnavanja moških in žensk glede zaposlovanja in poklica.
Article 157 TFEU provides that the European parliament and the Council, acting in accordance with the ordinary legislative procedure, and after consulting the Economic and Social Committee, shall adopt measures to ensure the application of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation.
Ker se ta direktiva ne nanaša le na zdravje in varnost nosečih delavk ali delavk, ki so pred kratkim rodile ali dojijo, ampak tudi na vprašanja enakega obravnavanja, kot je pravica do vrnitve na isto ali enakovredno delovno mesto, pravila o odpustu in pravice iz delovnega razmerja ali na višjo finančno podporo med dopustom, pravno podlago za to direktivo tvorita člena 153 in 157 PDEU.
Since this Directive addresses not only the health and safety of workers who are pregnant, or have recently given birth or are breastfeeding, but also, inherently, issues of equal treatment, such as the right to return to the same or an equivalent working place, the rules on dismissal and employment rights, or on better financial support during the leave, Articles 153 and 157 TFEU are combined to form the legal base for this Directive.
Člena 21 in 23 Listine Evropske unije o temeljnih pravicah prepovedujeta sleherno diskriminacijo glede na spol in zahtevata zagotavljanje enakosti med moškimi in ženskami na vseh področjih
Articles 21 and 23 of the Charter of Fundamental Rights of the European Union prohibit any discrimination on grounds of sex and require equality between men and women to be ensured in all areas
, tudi pri doseganju ravnovesja med poklicnim in zasebnim življenjem
, including in the achievement of a work-life balance
V skladu s členom 2 Pogodbe o Evropski uniji je spodbujanje enakosti ena ključnih nalog Unije.
Under Article 3 of the Treaty on European Union, promoting such equality is one of the Union's essential tasks.
Podobno si mora Unija v skladu s členom 8 PDEU prizadeva za odpravo neenakosti in spodbuja enakost med moškimi in ženskami v vseh svojih dejavnostih.
Similarly, under Article 8 TFEU the Union must aim to eliminate inequalities and to promote equality between men and women in all its activities.
V svoji sodbi z dne 26. februarja 2008 v zadevi C-506/06 Mayr proti Flöckner
In its judgment of 26 February 2008 in Case C-506/06 Mayr v Flöckner
ZOdl 2008.
ECR 2008, I-01017.
Pravica žensk na porodniškem dopustu do vrnitve na isto ali enakovredno delovno mesto ob koncu dopusta je določena v členu 15 Direktive 2006/54/ES Evropskega parlamenta in Sveta z dne 5. julija 2006 o uresničevanju načela enakih možnosti ter enakega obravnavanja moških in žensk pri zaposlovanju in poklicnem delu
The entitlement of a woman on maternity leave to return, after the end of that leave, to her job or to an equivalent post is laid down in Article 15 of Directive 2006/54/EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation
Direktiva Sveta 92/85/EGS UL L 348, 28.11.1992, str.
Council Directive 92/85/EEC OJ L 348, 28.11.1992, p.
izvaja ukrepe za spodbujanje izboljšav na področju varnosti in zdravja pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo.
implements measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding.
Svetovni zdravstveni skupščini, navaja, da hranjenje izključno z materinim mlekom v prvih šestih mesecih otrokovega življenja zagotavlja optimalno rast in razvoj.
World Health Assembly states that exclusive breastfeeding during the first six months of a child's life guarantees optimum growth and development.
Na podlagi te resolucije bi morale države članice spodbujati dopuste, ki to omogočajo.
On the basis of this resolution, the Member States should encourage the provision of leave designed to fulfil this purpose.
Ena od šestih prednostnih nalog, opredeljenih v sporočilu Komisije z dne 1. marca 2006 z naslovom „Načrt za enakost med ženskami in moškimi za obdobje 2006–2010“, je doseči, da bodo delo, zasebno in družinsko življenje bolj uravnoteženi.
One of the six priorities laid down in the Commission Communication of 1 March 2006, entitled ‘A Roadmap for equality between women and men 2006-2010’ is to achieve a better balance between work and private and family life.
V svojem sporočilu z dne 2. julija 2008 z naslovom „Prenovljena socialna agenda: priložnosti, dostopnost in solidarnost v Evropi 21. stoletja“, je Komisija potrdila, da je treba izboljšati usklajevanje zasebnega in poklicnega življenja.
In its Communication of 2 July 2008, entitled ‘Renewed Social Agenda: Opportunities, access and solidarity in 21st century Europe’, the Commission affirmed the need to improve reconciliation of private and professional life.
Vsi starši imajo pravico skrbeti za svoje otroke.
All parents have the right to care for their child.
Določbe te direktive o porodniškem dopustu ne bi smele posegati v druga pravila držav članic o starševskem dopustu in ta direktiva ne bi smela razvrednotiti teh pravil.
The provisions of this Directive concerning maternity leave should be without prejudice to Member States' other rules on parental leave and this Directive should not undermine those rules.
Porodniški, očetovski in starševski dopust se dopolnjujejo in lahko vzajemno delujejo za boljše usklajevanje poklicnega in zasebnega življenja.
Maternity leave, paternity leave and parental leave are complementary and when used in combination can promote a better work-life balance.
Delavka, ki posvoji otroka, bi morala imeti enake pravice kot biološka mati in bi morala imeti pravico, da vzame porodniški dopust pod enakimi pogoji.
A worker who has adopted a child should have the same rights as a natural parent and be entitled to take maternity leave on the same conditions.
Zaradi njihove ranljivosti je treba nosečim delavkam in delavkam, ki so pred kratkim rodile ali dojijo, zagotoviti pravico do najmanj
The vulnerability of pregnant workers and of 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 zaporednih tednov
20 continuous weeks
porodniškega dopusta pred in/ali po porodu, od katerega je vsaj šest tednov obveznih po porodu.
, allocated before and/or after confinement, and renders necessary the compulsory nature of maternity leave of at least six weeks allocated after confinement.
Skrb za invalidne otroke je za zaposlene matere poseben izziv, ki bi ga morala družba priznavati.
The care of disabled children presents a particular challenge for working mothers, which should be recognised by society.
Večja ranljivost zaposlenih mater invalidnih otrok pomeni, da jim bilo treba odobriti dodaten porodniški dopust; ta direktiva bi morala določitiminimalno trajanje tega dopusta.
The increased vulnerability of working mothers of disabled children means that they should be granted additional maternity leave; this Directive should lay down the minimum period of such leave.
Da bi bil obravnavan kot porodniški dopust v smislu te direktive, bi moral na nacionalni ravni razpoložljiv dopust, povezan z družino, trajati dlje od obdobij, predvidenih v Direktivi Sveta 96/34/ES z dne 3. junija 1996 o okvirnem sporazumu o starševskem dopustu, sklenjenem med UNICE, CEEP in ETUC
In order to be considered maternity leave within the meaning of this Directive, family-related leave which is available at national level should extend beyond the periods provided for in Council Directive 96/34/EC of 3 June 1996 on the framework agreement on parental leave concluded by UNICE, CEEP and the ETUC
; nadomestilo zanj bi moralo biti v skladu s to direktivo; uporabljati pa bi se morala tudi zagotovila iz te direktive, kar zadeva odpust, vrnitev na isto ali enakovredno delovno mesto ter diskriminacijo.
; should be remunerated as provided for in this Directive; and the guarantees laid down in this Directive in relation to dismissal, return to the same job or an equivalent post, and discrimination, should apply.
Sodišče glede načela enakega obravnavanja dosledno priznava zakonitost varstva ženske zaradi njenega biološkega stanja med nosečnostjo in po njej.
The Court of Justice has consistently recognised the legitimacy, in terms of the principle of equal treatment, of protecting a woman's biological condition during and after pregnancy.
Poleg tega dosledno odloča, da je kakršno koli neugodno obravnavanje žensk, ki je povezano z nosečnostjo ali materinstvom, neposredna diskriminacija zaradi spola.
It has, moreover, consistently ruled that any unfavourable treatment of women related to pregnancy or maternity constitutes direct sex discrimination.
Na podlagi načela enakega obravnavanja Sodišče priznava tudi varstvo pravic žensk iz delovnega razmerja, zlasti njihovo pravico do vrnitve na isto ali enakovredno delovno mesto, pod delovnimi pogoji, ki zanje niso slabši, kakor tudi pravico do vseh izboljšav delovnih pogojev, do katerih bi bile upravičene med svojo odsotnostjo.
On the basis of the principle of equal treatment, the Court has also recognised the protection of employment rights of women, and in particular their right to return to the same or an equivalent job, on terms that are no less favourable, as well as to benefit from any improvement in working conditions introduced during their absence.
„Enakovredno“ delovno mesto bi moralo pomeni delovno mesto, ki je enako prejšnjemu delovnemu mestu, tako glede prejete plače kot predvidenih nalog, ali, kadar to ni mogoče, podobno delovno mesto, ki ustreza usposobljenosti delavke in sedanji plači.
A post termed ‘equivalent’ should mean a post that is the same as the former post, as regards both the salary paid and the duties to be performed or where this is not possible, a similar post corresponding to the worker's qualifications and existing salary.
Glede na demografske spremembe v Uniji bi bilo treba spodbujati višjo rodnost na podlagi posebne zakonodaje in ukrepov, ki bodo omogočili učinkovitejše usklajevanje poklicnega, zasebnega in družinskega življenja.
In view of demographic trends in the Union, it is necessary to promote an increase in the birth-rate by means of specific legislation and measures to combine work, private life and family life more effectively.
Zato bi morale biti ženske zavarovane pred diskriminacijo zaradi nosečnosti ali porodniškega dopusta in bi jim moralo biti omogočeno ustrezno pravno varstvo
Women should therefore be protected from discrimination on grounds of pregnancy or maternity leave, and should have adequate means of legal protection
, da bi zaščitili njihovo pravico do dostojnih delovnih razmer ter boljše ravnotežje med družinskim in poklicnim življenjem
, in order to safeguard their rights to decent working conditions and a better balance between family life and work
, so bile države članice pozvane, da preučijo, ali je v njihovih pravnih sistemih mogoče delavcem moškega spola dodeliti individualno in neprenosljivo pravico do očetovskega dopusta brez izgube pravic iz zaposlitve.
, Member States were encouraged to consider whether, under their respective legal systems, working men might be granted a non-transferable individual right to paternity leave, without any loss of employment rights.
V pomoč delavcem pri usklajevanju poklicnega in družinskega življenja je bistveno, da se zagotovi daljši porodniški in očetovski dopust, tudi v primeru posvojitve otroka, mlajšega od 12 mesecev.
For the purposes of helping workers reconcile their professional and family life, it is essential to provide for longer maternity and paternity leave, including in the event of adoption of a child under the age of 12 months.
Delavec oziroma delavka, ki posvoji otroka, mlajšega od 12 mesecev, bi moral(a) imeti enake pravice kot biološki starši in bi moral imeti možnost, da vzame porodniški ali očetovski dopust pod enakimi pogoji.
The worker who has adopted a child under the age of 12 months should have the same rights as a natural parent and be able to take maternity and paternity leave on the same conditions.
Za namene pomagati delavcem pri usklajevanju poklicnega in družinskega življenja in za resnično enakost med spoloma je bistveno, da so moški upravičeni do plačanega očetovskega dopusta, ki bo razen po dolžini odobren na enaki podlagi kot porodniški dopust, s čimer bi postopno ustvarili potrebne pogoje.
For the purposes of helping workers to reconcile their professional and family life and to achieve true gender equality it is essential for men to be entitled to paid paternity leave, granted on an equivalent basis – except with regard to its duration – to maternity leave with a view to gradually establishing the conditions required.
Zaradi staranja prebivalstva Unije in glede na sporočilo Komisije z dne 12. oktobra 2006 z naslovom „Demografska prihodnost Evrope – kako spremeniti izziv v priložnost“ si je treba na vse načine prizadevati za zagotovitev učinkovite zaščite materinstva in očetovstva.
In the context of the Union's ageing population and the Commission Communication of 12 October 2006 entitled ‘The demographic future of Europe – from challenge to opportunity’, every effort will need to be made to ensure the effective protection of motherhood and fatherhood.
Zelena knjiga Komisije z naslovom „Odziv na demografske spremembe: nova solidarnost med generacijami“ se sklicuje na dejstvo, da imajo države članice nizko stopnjo rodnosti, ki ne zadostuje za obnavljanje prebivalstva.
The Commission Green paper entitled ‘Confronting demographic change: a new solidarity between the generations’ refers to the fact that the Member States have low fertility rates, which are insufficient for the replacement of the population.
V Sklepih Sveta za zaposlovanje, socialno politiko, zdravje in varstvo potrošnikov decembra 2007 o uravnoteženi vlogi žensk in moških na področju delovnih mest, rasti in socialne kohezije Svet priznava usklajevanje poklicnega, družinskega in zasebnega življenja kot bistveno področje za spodbujanje enakosti med spoloma na trgu delovne sile.
In the December 2007 conclusions of the Employment, Social Policy, Health and Consumer Affairs (EPSCO) Council on ‘Balanced roles for women and men for jobs, growth and social cohesion’, the Council recognised reconciliation of work and family and private life as being a key area as regards the promotion of gender equality in the labour market.