natgillin/translations-raw huggingface dataset:
meni, da je bistvenega pomena, da se boljše in bolj zgodno izvajanje določb Direktive 2006/54/ES v zvezi z organizacijami za zagotavljanje enakih možnosti in socialnim dialogom za dejansko odpravo razlik v plačilu z zagotavljanjem, da države članice, socialni partnerji in organizacije za zagotavljanje enakih možnosti izvajajo ukrepe, kot so ukrepi iz zgoraj navedenega Okvira ukrepov za enakost med spoloma z dne 1. marca 2005, z zagotavljanjem razširjanja informacij in smernic o praktičnih sredstvih (zlasti za mala in srednje velika podjetja) za odpravo razlik v plačilu, vključno z nacionalnimi ali sektorskimi kolektivnimi pogodbami;
Is convinced that it is essential to ensure better and earlier implementation of the provisions of Directive 2006/54/EC, relating to equality organisations and social dialogue with a view to redressing differences in pay by ensuring that the Member States, social partners and equal opportunity organisations apply measures such as those set out in the above mentioned Framework of actions on gender equality of 1 March 2005, by providing for the distribution of information and guidelines on practical means (particularly for SMEs) of redressing the pay gap, including national or sectoral collective agreements;
poudarja, da so kolektivna pogajanja pomembna za preprečevanje diskriminacije žensk, predvsem v zvezi z dostopom do zaposlitve, plačo, delovnimi pogoji, poklicnim napredovanjem in poklicnim usposabljanjem;
Points out that collective negotiation and bargaining have an important role to play in combating discrimination against women, not least as regards access to employment, pay, working conditions, career advancement, and vocational training;
poziva evropske institucije, naj organizirajo Evropski dan enakega plačila – dan, na katerega so ženske (v povprečju) prejele plačo, ki jo moški prejmejo (v povprečju) v enem letu – ki mora prispevati k večjem osveščanju o razlikah v plačah in spodbujati vse zainteresirane strani k dodatnim pobudam, da bi se te razlike odpravile;
Calls on the European institutions to organise a European Equal Pay Day – the day on which women in Europe have earned (on average) the pay which men earn (on average) in a year – which must contribute to raising awareness about the existing wage gap and encourage all those involved to take additional initiatives to eliminate this gap;
poziva delavske in delodajalske organizacije, naj skupaj oblikujejo instrumente za objektivno ocenjevanje dela, da bi se zmanjšale razlike v plačilu moških in žensk;
Calls on workers" and employers" organisations to jointly develop objective job evaluation instruments, in order to reduce the pay gap between men and women;
naroči svojemu predsedniku, naj to resolucijo in priložena podrobna priporočila posreduje Svetu, Komisiji, ter vladam in parlamentom držav članic.
Instructs its President to forward this resolution and the accompanying detailed recommendations to the Commission, the Council and the governments and parliaments of the Member States.
Direktiva 2006/54/ES vsebuje opredelitev enakega plačila z določbami iz Direktive 75/117/EGS.
Directive 2006/54/EC contains a definition of equal pay, by copying the provisions of Directive 75/117/EEC.
Da bi imeli na voljo natančnejše kategorije kot orodja za obravnavanje razlike v plačilu glede na spol, je treba podrobneje opredeliti različne koncepte:
To have more precise categories as tools for dealing with the gender pay gap (GPG) it is important to define the different concepts more precisely, such as:
neposredna diskriminacija pri plačilu,
Direct pay discrimination;
posredna diskriminacija pri plačilu,
Indirect pay discrimination;
plače, njihova opredelitev pa mora zajemati neto plače in vse finančne dodatke in prejemke v naravi, povezane z delom,
Remuneration, the definition of which should cover any net wages and salaries as well as any work-related financial entitlements and in-kind benefits;
razlika pri pokojninah – v različnih stebrih pokojninskih sistemov, to je pri sistemih, temelječih na sprotnem vplačevanju, poklicnih pokojninah (kot nadaljevanje razlik v plačilu po upokojitvi).
Pension gap - in different pillars of pension systems, i.e. in pay as you go systems, occupational pensions (as a continuation of the pay gap after retirement).
Pomanjkanje informacij in osveščenosti med delodajalci in zaposlenimi o obstoječih ali možnih razlikah v plačilu znotraj podjetja oslabi izvajanje načela, zapisanega v Pogodbi in v veljavni zakonodaji.
The lack of information and awareness among employers and employees about existing or possible pay gaps within their company weakens the implementation of the principle enshrined in the Treaty and in existing legislation.
Ti statistični podatki bi morali biti skladni, primerljivi in popolni, njihov namen pa odprava diskriminatornih elementov pri plači, ki so povezani z organizacijo in razvrščanjem dela.
Those statistics should be coherent, comparable and complete aiming at abolishing discriminatory elements in pay connected with the organisation and classification of work.
Koncept vrednosti dela mora temeljiti na medosebnih spretnostih ali odgovornosti s poudarkom na kakovosti dela, da bi se spodbujale enake možnosti med ženskami in moškimi, ter ne sme biti označen kot stereotipni pristop, ki ni v prid ženskam, na primer s poudarjanjem telesne moči namesto medosebnih spretnosti ali odgovornosti.
The concept of the value of work must be based on interpersonal skills or responsibility emphasising quality of work, with the aim of promoting equal opportunities between women and men and should not be marked by a stereotyped approach unfavourable to women, for example putting the emphasis on physical strength rather than on interpersonal skills or responsibility.
Obstajati mora možnost, da se od panog in podjetij zahteva, da preučijo, ali se v njihovih sistemih razvrstitve delovnih mest na ustrezen način odraža vprašanje spolov, in da jih v nasprotnem primeru ustrezno spremenijo.
It must be possible for sectors and companies to be asked to examine whether their job classification systems reflect the gender dimension in the required manner, and to make the necessary corrections,
Države članice bi morale izvesti poglobljeno oceno, osredotočeno na poklice, v katerih prevladujejo ženske.
Member States should carry out a thorough assessment centred on professions dominated by women,
Ocena dela, ki je nevtralna glede na spol, mora temeljiti na novih sistemih za razvrščanje in organizacijo osebja in dela, pa tudi na poklicnih izkušnjah in produktivnosti, ki se oceni predvsem z vidika kakovosti, uporabi pa se kot vir podatkov in kot ocenjevalna lestvica za določanje plačila ob upoštevanju načela primerljivosti.
A gender-neutral job evaluation should be based on new systems for classifying and organising staff and work and on professional experience and productivity assessed above all in qualitative terms, for use as a source of data and assessment grids for determining pay, with due regard to the principle of comparability.
Organi za spodbujanje enakosti in spremljanje bi morali imeti večjo vlogo pri odpravi razlik v plačilu.
Equality promotion and monitoring bodies should play a greater role in diminishing GPG.
Ti organi bi morali biti pristojni za spremljanje, poročanje, po možnosti pa tudi učinkovitejše in bolj neodvisno izvajanje zakonodaje na področju enakosti spolov.
The bodies should be empowered to monitor, report, and, where possible, enforce gender equality legislation more effectively and more independently.
Člen 20 Direktive 2006/54/ES bi bilo treba spremeniti, da bi imeli ti organi več pristojnosti:
Article 20 of Directive 2006/54/EC should be revised so as to enhance the bodies' mandate by:
podpora in svetovanje žrtvam diskriminacije pri plačilu;
supporting and advising victims of pay discrimination;
zagotavljanje neodvisnim raziskav o razlikah v plačilu;
providing independent surveys concerning the pay gap;
pravna pooblastila za sodni pregon plačne diskriminacije;
legal powers to bring wage discrimination cases to court;
zagotavljanje posebnega usposabljanja za socialne partnerje, odvetnike, sodnike in varuhe človekovih pravic na podlagi paketa analitičnih instrumentov in ciljno usmerjenih ukrepov, ki se uporabijo pri pripravi pogodb ali preverjanju izvajanja pravil in politik za odpravo razlik v plačilu.
providing special training for the social partners and for lawyers, judges and ombudsmen based on a toolbox of analytical instruments and targeted measures to be used either when drawing up contracts or when checking whether rules and policies to address the pay gap are being implemented.
Priporočilo 5: SOCIALNI DIALOG
Recommendation 5: SOCIAL DIALOGUE
Nadzorovati je treba ne le primarne, temveč tudi sekundarne delovne pogoje in poklicne sisteme socialne varnosti (pravila o dopustu, pokojninski sistemi, službena vozila, storitve varstva otrok, prilagodljiv delovni čas itd.).
Such scrutiny should cover not only primary but also secondary working conditions and occupational social security schemes (rules on leave, pension schemes, company cars, childcare arrangements, flexible working time, etc.).
Države članice bi morale ob spoštovanju nacionalne zakonodaje, kolektivnih pogodb in praks spodbujati socialne partnerje, da uvedejo razvrstitev delovnih mest, ki bo nevtralna glede na spol, da bi delodajalci in zaposleni lahko prepoznali potencialno diskriminacijo na podlagi pristranske opredelitve plačilne lestvice.
Member States, while respecting national law, collective agreements or practice, should encourage social partners to introduce gender-neutral job classifications, enabling both employers and employees to identify possible pay discrimination based on a biased pay-scale definition.
Priporočilo 6: PREPREČEVANJE DISKRIMINACIJE
Recommendation 6: PREVENTION OF DISCRIMINATION
Posebno je treba omeniti diskriminacijo pri plačilu v členu 26 (preprečevanje diskriminacije) Direktive 2006/54/ES, da bi zagotovili, da bodo države članice v sodelovanju s socialnimi partnerji in organizacijami za zagotavljanje enakih možnosti sprejele:
Specific reference should be made to pay discrimination in Article 26 (on prevention of discrimination) of Directive 2006/54/EC, with a view to ensuring that Member States, with the involvement of the social partners and equal opportunity organisations, adopt:
posebne ukrepe za usposabljanje in razvrščanje delovnih mest na področju sistema poklicnega usposabljanja, s katerimi bi odpravili in preprečevali diskriminacijo pri usposabljanju, razvrščanju in ekonomski oceni spretnosti,
specific measures relating to training and job classification, aimed at the vocational-training system and designed to remove and prevent discrimination in training and classification and in the economic valuation of skills,
posebne ukrepe, ki bodo omogočili usklajevanje poklicnega ter družinskega in zasebnega življenja, zajemali pa bodo tudi varstvo otrok in druge storitve oskrbe, prilagodljivo organizacijo dela in prilagodljiv delovni čas ter materinstvo, očetovstvo, starševski in družinski dopust, s posebnimi določbami za očetovski dopust in njegovo zaščito ter starševski dopust s finančnim kritjem za oba starša,
specific policies to make it possible to reconcile work with family and personal life, covering childcare and other care services, flexible work organisation and hours, and maternity, paternity, parental and family leave, with specific provision for paternity leave and the protection thereof and for parental leave with financial cover for both parents,
konkretne pozitivne ukrepe (v skladu s členom 141(4) Pogodbe ES) za odpravo razlik v plačilu in razlik med spoloma, ki jih izvajajo socialni partnerji in organizacije za zagotavljanje enakih možnosti na različnih pogodbenih in sektorskih ravneh, kot so: spodbujanje pogodb o plačah za odpravo razlik v plačilu glede na spol, preiskave v zvezi z enakim plačilom, določitev količinskih in kakovostnih ciljev ter meril uspešnosti, izmenjave zgledov najboljših praks,
concrete affirmative actions (under Article 141(4) of the EC Treaty) to redress the pay gap and gender segregation, to be given effect by the social partners and equal opportunity organisations at various levels, both contractual and sectoral, such as: promoting pay agreements to combat GPG, investigations in relation to equal pay, setting of qualitative and quantitative targets and benchmarking, exchange of best practice,
klavzule o spoštovanju enakosti spolov in enakega plačila, vključene v javne pogodbe.
a clause in public contracts requiring respect for gender equality and equal pay.
Priporočilo 7: VKLJUČEVANJE NAČELA ENAKOSTI MED SPOLOMA
Recommendation 7: GENDER MAINSTREAMING
Vključevanje načela enakosti spolov bi bilo treba okrepiti z vključitvijo podrobnih smernic za države članice o načelu enakega plačila in odpravi razlik v plačilu v člen 29 Direktive 2006/54/ES.
Gender mainstreaming should be enhanced by including in Article 29 of Directive 2006/54/EC precise guidelines for the Member States concerning the principle of equal pay and closing the gender pay gap.
Komisija bi morala podpreti države članice in druge zainteresirane strani pri odpravljanju razlik v plačilu med ženskami in moškimi, in sicer z:
The Commission should gear itself to providing assistance to the Member States and to stakeholders as regards practical measures to bridge the gender pay gap by means of the following:
uvedbo sistemov poročanja za ocenjevanje razlike v plačilu med ženskami in moškimi,
devising reporting schemes for the purposes of assessing pay gaps between men and women,
vzpostavijo podatkovne baze za spremembe sistemov razvrščanja in vključevanja delavcev,
creating a data bank containing information concerning changes to the systems for the classification and the organisation of workers,
zbiranjem in razširjanjem izkušenj v zvezi s preoblikovanjem organizacije dela,
collating and disseminating the results of experiments relating to the reform of work organisation,
določitvijo posebnih smernic za nadzor razlik v plačilu v okviru kolektivnih pogajanj, ki bi jih bilo treba objaviti na internetu, prevedeni v več jezikov in dostopni za vse,
devising specific guidelines for the monitoring of pay differentials within the context of collective bargaining, to be made available on an internet site translated into various languages and accessible to all,
razširjanjem informacij in smernic o praktičnih sredstvih (zlasti za mala in srednje velika podjetja) za odpravo razlik v plačilu, vključno z nacionalnimi ali sektorskimi kolektivnimi pogodbami.
distributing information and guidelines on practical means (particularly for SMEs) of redressing the pay gap, including national or sectoral collective agreements.
Priporočilo 8: SANKCIJE
Recommendation 8: SANCTIONS
Zakonodaja na tem področju je iz različnih razlogov očitno manj učinkovita in upoštevajoč, da vseh težav ni mogoče odpraviti zgolj z zakonodajo, bi morale Komisija in države članice veljavno zakonodajo utrditi z ustreznimi vrstami sankcij.
The legislation in this field is for different reasons evidently less effective and, bearing in mind that the whole problem cannot be solved by legislation alone, the Commission and Member States should reinforce the existing legislation with appropriate types of sanctions.
Države članice bi morale sprejeti ustrezne ukrepe za zagotovitev, da bodo kršitve načela enakega plačila za delo enake vrednosti ustrezno kaznovane v skladu z veljavnimi zakonskimi določbami.
It is important that Member States take the necessary measures to ensure that infringement of the principle of equal pay for work of equal value is subject to appropriate sanctions according to the legal provisions in force.
Velja opomniti, da države članice v skladu z Direktivo 2006/54/ES že imajo dolžnost zagotoviti odškodnino ali povračilo (člen 18) ter kazni (člen 25), ki so "učinkovite, sorazmerne in odvračilne".
It is recalled that under Directive 2006/54/EC, Member States are already obliged to provide compensation or reparation (Article 18), as well as penalties (Article 25) which are "effective, proportionate and dissuasive".
Zato je bilo predlagano, da se izvede študijo o možnosti, učinkovitosti in vplivu morebitnih sankcij, na primer:
For this reason, it is proposed to conduct a study on the feasibility, effectiveness and impact of launching possible sanctions such as:
odškodnin ali povračil, ki se jih ne sme omejevati s predhodno določeno zgornjo mejo;
compensation or reparation, which should not be limited by fixing a prior upper limit;
kazni, ki morajo zajemati plačilo nadomestila žrtvam;
penalties, which must include the payment of compensation to the victim;
upravnih kazni (na primer, če podjetje ne obvesti ali mu ne posreduje obvezno oziroma nima analize plačne statistike, ločene po spolu (v skladu s priporočilom 2)), ki jih zahteva inšpektorat za delo ali pristojni organi za vprašanja enakosti;
administrative fines (for example in the event of failure of notification or of compulsory communication or unavailability of analysis and evaluation of wage statistics disaggregated by gender (according to Recommendation 2)) requested by labour inspectorates or the competent equality bodies;
izgube pravic do državnih ugodnosti, subvencij (vključno s sredstvi EU, s katerimi upravljajo države članice) in do sodelovanja v javnih razpisih, kot je predvideno v direktivah 2004/17/ES UL L 134, 30.4.2004, str.1.
disqualification from public benefits, subsidies (including EU funding managed by Member States) and public procurement procedures, as already provided for by Directives 2004/17/EC OJ L 134, 30.4.2004, p.1.
in 2004/18/ES UL L 134, 30.4.2004, str.114.
and 2004/18/EC OJ L 134, 30.4.2004, p.114.
o javnih naročilih;
concerning the procurement procedure.
identifikacije kršiteljev, ki bi jih bilo javno objaviti.
identification of offenders, which should be made public.
Priporočilo 9: USKLAJEVANJE PREDPISOV IN POLITIKE EU
Recommendation 9: STREAMLINING OF EU REGULATION AND EU POLICY
Nujno ukrepanje je potrebno tudi zaradi tega, ker je manjše plačilo povezano z delom s skrajšanim delovnim časom.
One area for urgent action concerns the fact that a wage penalty appears to be linked to working part-time.
Zato bi bilo treba ovrednotiti in morebiti revidirati Direktivo Sveta 97/81/ES z dne 15. decembra 1997 o okvirnem sporazumu o delu s krajšim delovnim časom, sklenjenem med UNICE, CEEP in ETUC – Priloga: okvirni sporazum o delu s krajšim delovnim časom UL L 14, 20.1.1998, str.
This requires an evaluation and possible revision of 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 OJ L 14, 20.1.1998, p.
, v katerem je določeno enako obravnavanje delavcev, ki delajo poln in skrajšani delovni čas, pa tudi bolj usmerjeni in učinkovitejši ukrepi v kolektivnih pogodbah.
, which prescribes equal treatment between full-time and part-time workers as well as more targeted and effective actions in collective agreements.
V smernicah za zaposlovanje bi bilo treba nujno uvesti konkreten cilj zmanjšanja razlik v plačilu, vključno z dostopom do poklicnega usposabljanja in priznanjem kvalifikacij in znanj žensk.
A concrete target for reducing the pay gap should be introduced urgently in the Employment Guidelines, inter alia regarding access to vocational training and a recognition of women's qualifications and skills.
Resolucija Evropskega parlamenta z dne 18. novembra 2008 o podpori zgodnji predstavitvi trajnostne proizvodnje električne energije iz fosilnih goriv ( 2008/2140(INI) )
European Parliament resolution of 18 November 2008 on supporting early demonstration of sustainable power generation from fossil fuels ( 2008/2140(INI) )
ob upoštevanju sporočila Komisije z dne 23. januarja 2008 z naslovom "Podpora zgodnji predstavitvi trajnostne proizvodnje električne energije iz fosilnih goriv"--- ( KOM(2008)0013 ) in spremnega delovnega dokumenta služb Komisije o oceni učinka ( SEK(2008)0047 ),
having regard to the Commission Communication of 23 January 2008 entitled Supporting early demonstration of sustainable power generation from fossil fuels ( COM(2008)0013 ) and the accompanying Commission staff working document on impact assessment ( SEC(2008)0047 ),
ob upoštevanju predloga direktive Evropskega parlamenta in Sveta o spremembi Direktive 2003/87/ES, da se izboljša in razširi sistem Skupnosti za trgovanje s pravicami do emisij toplogrednih plinov ( KOM(2008)0016 ), in spremnega delovnega dokumenta služb Komisije o oceni učinka ( SEK(2008)0052 ),
having regard to the proposal for a directive of the European Parliament and of the Council amending Directive 2003/87/EC so as to improve and extend the greenhouse gas emission allowance trading system of the Community ( COM(2008)0016 ) and the accompanying Commission staff working document on impact assessment ( SEC(2008)0052 ),
ob upoštevanju predloga direktive Evropskega parlamenta in Sveta o geološkem shranjevanju ogljikovega dioksida in spremembi direktiv Sveta 85/337/EGS, 96/61/ES, direktiv 2000/60/ES, 2001/80/ES, 2004/35/ES, 2006/12/ES in Uredbe (ES) št. 1013/2006 ( KOM(2008)0018 ) ter spremnega delovnega dokumenta služb Komisije o oceni učinka ( SEK(2008)0054 ),
having regard to the proposal for a directive of the European Parliament and of the Council on the geological storage of carbon dioxide and amending Council Directives 85/337/EEC, 96/61/EC, Directives 2000/60/EC, 2001/80/EC, 2004/35/EC, 2006/12/EC and Regulation (EC) No 1013/2006 ( COM(2008)0018 ) and the accompanying Commission staff working document on impact assessment ( SEC(2008)0054 ),
ob upoštevanju sporočila Komisije z dne 22. novembra 2007 z naslovom "Evropski strateški načrt za energetsko tehnologijo (Načrt SET): Na poti k prihodnosti z nizkimi emisijami ogljika" ( KOM(2007)0723 ) in spremnih delovnih dokumentov služb Komisije o tehnološkem načrtu ( SEK(2007)1510 ) in načrtu zmogljivosti ( SEK(2007)1511 ),
having regard to the Commission Communication of 22 November 2007 entitled A European strategic energy technology plan (SET-Plan): Towards a low carbon future ( COM(2007)0723 ) and the accompanying Commission staff working documents on a technology map ( SEC(2007)1510 ) and a capacities map ( SEC(2007)1511 ),
ob upoštevanju sporočila Komisije z dne 23. januarja 2008 z naslovom 20–20 do leta 2020: Priložnost Evrope glede podnebnih sprememb ( KOM(2008)0030 ),
having regard to the Commission Communication of 23 January 2008 entitled 20-20 by 2020: Europe's climate change opportunity ( COM(2008)0030 ),
ob upoštevanju sporočila Komisije z dne 10. januarja 2007 z naslovom "Energetska politika za Evropo" ( KOM(2007)0001 ),
having regard to the Commission Communication of 10 January 2007 entitled An energy policy for Europe ( COM(2007)0001 ),
ob upoštevanju Sklepa št. 1982/2006/ES Evropskega parlamenta in Sveta z dne 18. decembra 2006 o Sedmem okvirnem programu Evropske skupnosti za raziskave, tehnološki razvoj in predstavitvene dejavnosti (2007–2013) UL L 412, 30.12.2006, str.
having regard to Decision No 1982/2006/EC of the European Parliament and of the Council of 18 December 2006 concerning the Seventh Framework Programme of the European Community for research, technological development and demonstration activities (2007 - 2013) OJ L 412, 30.12.2006, p.
ob upoštevanju poročila Odbora za industrijo, raziskave in energetiko in mnenja Odbora za okolje, javno zdravje in varnost hrane ( A6-0418/2008 ),
having regard to the report of the Committee on Industry, Research and Energy and the opinion of the Committee on the Environment, Public Health and Food Safety ( A6-0418/2008 ),
ker bo uporaba fosilnih goriv v EU brez večjih naložb v raziskave in razvoj drugih tehnologij, po sedanjih znanstvenih in tehnoloških spoznanjih, še več desetletij nujna za zagotovitev varnosti energetske oskrbe,
whereas according to the latest scientific and technological findings, without massive research and development investment in other technologies, the use of fossil fuels within the EU will continue to be necessary for some decades to come to ensure security of energy supply,