natgillin/translations-raw huggingface dataset:
meni, da so se v zadnjem desetletju delovni odnosi, ki zaznamujejo zaposlitev in poklicno dejavnost državljanov, bistveno spremenili; ugotavlja, da je pogodba za nedoločen čas splošna oblika delovnega razmerja in jo je kot tako treba obravnavati kot referenco za skladno in dosledno uporabo načela nediskriminacije; zato meni, da bi moralo evropsko delovno pravo priznavati delovne pogodbe o zaposlitvi za nedoločen delovni čas kot splošno obliko zaposlitve, kjer sta zagotovljeni ustrezno socialno in zdravstveno varstvo ter se spoštujejo temeljne pravice;
Considers that the labour relations which characterise citizens" employment and professional activity have been subject to profound changes over the course of the last decade, notes that the permanent full-time contract is the common form of the working relationship and as such should be seen as the reference for a coherent and consistent application of the principle of non-discrimination, therefore believes that European labour law should recognise employment contracts of an indefinite duration as the general form of employment where adequate social and health protection is provided and respect for fundamental rights is ensured;
v zvezi s tem priznava potrebo po dovolj prožni organizaciji delovnega časa, da so izpolnjene potrebe delodajalcev in delavcev ter je ljudem omogočeno, da lažje ohranjajo ravnovesje med poklicnim in družinskim življenjem, zaščitena pa je tudi konkurenčnost in izboljšan položaj glede zaposlovanja v Evropi, ne da bi bilo pri tem zanemarjeno zdravje delavcev;
In this respect, acknowledges the need for working time arrangements to be sufficiently flexible to meet the needs of employers and employees and to enable people to better balance work and family life as well as to safeguard competitiveness and improve the employment situation in Europe, without neglecting the health of employees;
odločno zavrača analitični okvir, predstavljen v zeleni knjigi, po katerem je tipična pogodba o zaposlitvi za nedoločen čas zastarela ter povečuje delitev trga dela in razlike med "redno zaposlenimi" in "zunanjimi sodelavci", zato jo je treba obravnavati kot oviro za rast zaposlovanja in boljšo gospodarsko dinamiko;
Strongly disagrees with the analytical framework presented in the Green Paper, which claims that the standard indefinite employment contract is outdated, increases labour market segmentation and the gap between "insiders" and "outsiders", and must therefore be regarded as an obstacle to employment growth and improved economic dynamism;
poudarja, da je delovna zakonodaja učinkovita, pravična in trdna le, če jo izvajajo vse države članice, se enako uporablja za vse udeležence ter se redno in učinkovito nadzoruje; zahteva, da Komisija v okviru pobude "boljša zakonodaja" okrepi svojo vlogo varuha pogodbe v zvezi z izvajanjem zakonodaje na področju socialnih zadev in zaposlovanja;
Stresses that labour legislation is only efficient, fair and strong if it is implemented by all Member States, applied equally to all actors and controlled on a regular basis and in an efficient manner; requests that within the "Better legislation" initiative the Commission should strengthen its role as Guardian of the Treaty concerning the implementation of social and employment legislation;
poudarja, da so nedavne študije Organizacije za ekonomsko sodelovanje in razvoj ter druge študije pokazale, da ni dokazov, da zmanjševanje varstva pred odpuščanjem in vse ohlapnejše tipične pogodbe o zaposlitvi omogočajo rast zaposlovanja; poudarja, da primer skandinavskih držav jasno kaže, da so visoka raven varstva pred odpuščanjem in zaposlitveni standardi v celoti združljivi z visoko rastjo zaposlovanja;
Points out that recent OECD and other studies have shown that there is no evidence for the claim that reducing dismissal protection and weakening standard employment contracts facilitates employment growth; points out that the example of the Scandinavian countries shows clearly that a high level of dismissal protection and employment standards is fully compatible with high employment growth;
ugotavlja, da lahko določene oblike atipičnih pogodb – glede na to, kako dobro so vključene v delovno pravo in socialno varnost – ter zagotavljanje vseživljenjskega učenja in možnosti za usposabljanje, prispevajo k zboljšanju gospodarske konkurenčnosti Evropske unije in izpolnjevanju različnih potreb delavcev ob upoštevanju njihovega življenjskega obdobja in možnosti zaposlitve; hkrati priznava, da morajo biti atipične oblike tesno povezane s podporo delavcem, ki prehajajo z enega delovnega mesta na drugo ali iz enega v drug zaposlitveni status; opozarja tudi, da se je treba za hiter in trajnosten prehod osredotočiti na dejavno ukrepanje, ki bo delavcem, ki ponovno vstopajo na trg dela, omogočilo pravico do določene stopnje dohodkovne podpore v obdobju, ki je nujno potrebno, da se z usposabljanjem in prekvalifikacijo povečajo njihove možnosti za zaposlitev;
Notes that certain forms of non-standard contracts, depending on how well they are embedded in labour and social security law, as well as the provision of lifelong learning and training opportunities, can contribute both to improving the European Union's economic competitiveness and also to catering for different needs of workers, bearing in mind the stage of life they are at and their job prospects; at the same time recognises that non-standard forms of work must go hand in hand with support for workers who find themselves in situations of transition from one job to another, or from one employment status to another; also notes that in order to make this transition rapid and sustainable, it is necessary to focus on active intervention allowing workers who re-enter the labour market to be entitled to some level of income support during the period strictly necessary for them to become more employable through training and requalification;
poudarja, da se mora zelena knjiga osredotočiti na samo delovno pravo;
Stresses that the Green Paper should focus on labour law itself;
ugotavlja, da se je Komisija osredotočila na individualno delovno pravo, ter jo poziva, naj podpira kolektivno delovno pravo kot eno izmed sredstev za povečanje prožnosti in varnosti za delavce ter delodajalce;
Notes the Commission's focus on individual labour law, and urges the Commission to promote collective labour law as one of the means of increasing both flexibility and security for workers and employers;
je trdno prepričan, da morajo za vsako obliko zaposlitve, atipično ali ne, veljati temeljne pravice ne glede na specifičen zaposlitveni status, ki morajo zajemati enako obravnavanje, zdravstveno varstvo in varnost delavcev ter določbe o delovnem času in času počitka, svobodo združevanja in zastopanosti, kolektivno pogajanje, kolektivne ukrepe in dostop do izobrazbe; obenem poudarja, da je treba navedene zadeve ustrezno uveljaviti na ravni držav članic ob upoštevanju različnih tradicij ter družbenih in gospodarskih razmer v vsaki državi; poudarja, da zakonodaja Skupnosti ni v nasprotju z nacionalno zakonodajo, ampak jo dopolnjuje;
Firmly believes that any form of employment, whether non-standard or otherwise, should carry with it a core of rights regardless of the specific employment status, which should include: equal treatment, workers" health and safety protection and provisions on working/rest time, freedom of association and representation, collective bargaining, collective action, and access to training; at the same time stresses that these matters should be adequately enforced at Member State level, taking into account the different traditions and social and economic circumstances in each country; underlines that Community legislation is not in contradiction to national legislation, but should be viewed as complementary;
ugotavlja, da je temeljni del delovnega prava v več državah članicah, kakor je poudarjeno v Pogodbi, pravica do kolektivnega ukrepanja sindikatov in da je Komisija v postopkih pred Sodiščem izjavila, da je posebna oblika nekaterih nordijskih kolektivnih ukrepov v skladu s Pogodbo ES, ter zahteva, da Komisija spoštuje kolektivne pogodbe kot posebno vrsto delovnega prava, kakor ga priznava Sodišče;
Notes that a fundamental part of labour law in many Member States, and as enshrined in the Treaty, is the right to take industrial action, and that the Commission has stated in proceedings before the Court of Justice that the specific form of some Nordic collective actions is in accordance with the EC Treaty, and requests the Commission to respect collective agreements as a specific type of labour law as recognised by the Court of Justice;
zahteva, naj imajo vsi delavci dostop do enake ravni varstva in naj se nekaterih skupin ne izključi že vnaprej iz najširše ravni varstva, kot se trenutno pogosto dogaja pomorščakom, delavcem na ladjah in tistim, ki delajo na odprtem morju, ter delavcem v cestnem prometu; poziva, da je treba uporabiti učinkovito zakonodajo za vse osebe, ne glede na kraj dela;
Requests that all workers have access to the same level of protection and that certain groups are not excluded by default from the broadest level of protection, such as is currently often the case for seafarers, workers on vessels and offshore workers as well as workers in road transport; requests that efficient legislation should apply to all persons regardless of the place where they work;
meni, da lahko prekomerna upravna bremena delodajalce odvrnejo od zaposlovanja novih delavcev tudi v obdobjih gospodarske rasti, kar poslabša zaposlitvene možnosti in preprečuje delavcem vstop na trg dela; poudarja, da je ustvarjanje delovnih mest prednostni evropski cilj v skladu s sklepi Sveta z zasedanja v Lizboni leta 2000;
Considers that excessive administrative burdens can deter employers from taking on new workers even during times of economic growth, thereby worsening job prospects and preventing workers from entering the labour market; stresses that job creation is a priority European objective in accordance with the decisions taken by the Council in Lisbon in 2000;
opozarja na rastoče neformalno gospodarstvo in zlasti izkoriščanje neprijavljenih delavcev ter meni, da se je za boj proti temu pojavu najbolje osredotočiti na orodja in mehanizme za odpravo izkoriščanja, vključno s širšim in boljšim izvajanjem delovnega prava in delovnih standardov, ter poenostaviti zakonito zaposlovanje in se osredotočiti na temeljne pravice delavcev; poziva države članice, naj pripravijo zakonodajo, ki bo vodjem tolp preprečila izkoriščanje ranljivih delavcev, ter podpišejo in ratificirajo konvencijo Združenih narodov o varstvu pravic vseh delavcev migrantov in njihovih družinskih članov ter konvencijo Sveta Evrope o ukrepanju proti trgovini z ljudmi;
Notes the growing informal economy and especially the labour exploitation of undocumented workers and considers that the best ways to combat this phenomenon are to focus on instruments and mechanisms to tackle exploitation, including more and better enforcement of labour law and labour standards and to make legal employment easier and focus on fundamental human rights of workers; calls on Member States to bring forward legislation to prevent the exploitation of vulnerable workers by gangmasters and to sign and ratify the UN Convention on the Protection of the Rights of All Migrant Workers and their Families and to sign and ratify the Council of Europe Convention on Action Against Trafficking in Human Beings;
z veliko zaskrbljenostjo ugotavlja, da Komisija v Zeleni knjigi sicer priznava, da sedanje tržne razmere povzročajo neenakost med spoloma, na primer kar zadeva razlike v plačilu in ločevanje po sektorjih, vendar v nobenem pogledu ne upošteva obveznosti in dolžnosti v okviru poročila Komisije z naslovom "Načrt za enakost med ženskami in moškimi" ( KOM(2006)0092 );
Notes with great concern that the Green Paper, while recognising that the current labour market conditions create gender inequality, for example in terms of the gender pay gap and occupational and sectoral segregation, totally ignores the obligations and responsibilities under the Commission Communication 'A Roadmap for equality between women and men' ( COM(2006)0092 );
poleg tega je zelo zaskrbljen tudi, ker Komisija v Zeleni knjigi sicer priznava, da ženske ne morejo vedno uskladiti poklicnega in zasebnega življenja, vendar ne upošteva nujnosti ukrepanja, da se omogoči uskladitev poklicnega in zasebnega življenja ter demografskih izzivov, in sicer v skladu z Evropskim paktom za enakost med spoloma in sporočilom Komisije o demografski prihodnosti Evrope ( KOM(2006)0571 );
Notes, again with great concern, that the Green Paper, although recognising that women face an imbalance between their professional and private lives, ignores the urgent need for action to reconcile professional and private life with demographic challenges, as is necessary to comply with the European Pact for Gender Equality and the Commission Communication on the demographic future of Europe ( COM(2006)0571 );
pozdravlja veliko raznolikost delovnih tradicij, pogodbenih oblik in obstoječih poslovnih modelov na trgih dela;
Welcomes the wide variety of labour traditions, contractual forms and business models existing in labour markets;
poziva k oblikovanju prožnih in varnih pogodbenih dogovorov v okviru sodobnih delovnih organizacij;
Calls for the creation of flexible and secure contractual arrangements in the context of modern work organizations;
poudarja, da imajo mala in srednja podjetja glavno vlogo za ustvarjanje in povečevanje zaposlovanja v Evropi ter za spodbujanje družbenega in regionalnega razvoja; zato meni, da je bistveno povečati vlogo malih in srednjih podjetij pri nastajanju novih delovnih mest z izboljševanjem delovnega prava;
Highlights that small and medium-sized enterprises (SMEs) are recognised as playing a major role in creating and increasing employment in Europe as well as fostering social and regional development; believes therefore that it is vital to increase the role of SMEs in creating extra jobs by means of improving labour law;
meni, da je treba za učinkovitejšo uporabo prava Skupnosti nujno odpraviti pomanjkljivosti obstoječega socialnega dialoga v nekaterih državah članicah glede na premajhno zastopanost delavcev v nekaterih sektorjih, v katerih večino gospodarske dejavnosti izvajajo mala in srednja podjetja z manj kot 10 zaposlenimi (premajhna zastopanost je zlasti izrazita v nekaterih novih državah članicah);
Considers that for more effective application of Community law it is necessary to address the deficiencies of the current social dialogue in some Member States given the absence of workers' representation in certain sectors, where most economic activity is undertaken by SMEs employing fewer than 10 people (this absence of representation being particularly pronounced in some new Member States);
ugotavlja, da sedanja struktura socialnega dialoga ne vključuje mnogih prožnih delavcev iz Zelene knjige, ki niso ne delodajalci ne delojemalci in s katerimi se je v primeru razprav med socialnimi partnerji tudi treba posvetovati;
Observes that the current social dialogue structure fails to include many of the flexible workers discussed in the Green Paper, who are neither employers nor employees, and who must be consulted in addition to any discussions between the social partners;
potrjuje cilj Sveta, da je treba uporabiti vsa ustrezna nacionalna sredstva in sredstva Skupnosti za razvoj kvalificiranih, usposobljenih in prilagodljivih delavcev in trgov dela, ki bi se odzivali na izzive skupnega vpliva globalizacije in staranja evropske družbe;
Endorses the Council's aim of mobilising all appropriate national and Community resources to develop a skilled, trained and adaptable workforce and labour markets responsive to the challenges stemming from the combined impact of globalisation and of the ageing of European societies;
ugotavlja, da je zaradi razčlenjevanja trga dela, na katerem je varnost zaposlitve nizka in so zaposlitve še nestabilnejše, v številnih atipičnih pogodbah omejen dostop do izobraževanja in usposabljanja, poklicno pokojninsko zavarovanje in poklicni razvoj sta slabo zagotovljena ter na splošno se premalo vlaga v človeški kapital; poudarja, da sta zaradi tega gospodarska negotovost ter nasprotovanje spremembam in globalizaciji na splošno večja;
Notes that due to labour market segmentation, where job security is low and employment is more unstable, in many non-standard contracts there is little access to education and training, occupational pensions and professional development provided, and in general underinvestment in human capital; underlines that this increases economic insecurity and creates opposition to change and globalisation in general;
ugotavlja, da je v več državah članicah zaradi neustrezne socialne varnosti nemogoče pridobiti pokojnino iz drugega stebra, kar pomeni dodaten pritisk na starostne pokojnine v prvem stebru;
Notes that, in many Member States, because no adequate social security exists, it is impossible to obtain a pension in the second pillar, bringing extra pressure to bear on old-age pensions in the first pillar;
meni, da je kombinacija motivacije posameznika, podpore delodajalca ter dostopa do sredstev in njihove razpoložljivosti najpomembnejši dejavnik za vključevanje v proces vseživljenjskega učenja, ter poziva k razvoju izobraževalnega sektorja in šol, ki izpolnjujejo zahteve trga dela ter posamezna pričakovanja delavcev in delodajalcev; poudarja potrebo po ustreznem povezovanju poklicne kariere in učnih načrtov;
Believes that a combination of individual motivation, employers' support, accessibility and availability of facilities are the most important factors as regards participation in the process of lifelong learning and calls for the development of the education sector and schools which meet labour market requirements and workers" and employers" individual expectations; stresses the need for proper linking of professional careers and school syllabuses;
meni, da morajo reforme delovnega prava olajšati naložbe podjetij v strokovno znanje delavcev, spodbujati delavce, da nadgradijo svoje strokovno znanje in omogočiti ukrepanje sistemov socialne varnosti za zagotavljanje takšnega pristopa;
Is of the opinion that reforms of labour law should facilitate companies' investment in the skills of their workers, stimulate workers to upgrade their own skills and guarantee the intervention of social security systems to ensure such an approach;
opozarja na pomanjkljivo izvajanje in uveljavljanje obstoječe zakonodaje Skupnosti in poziva Komisijo, naj zagotavlja usklajenost med nacionalnimi inšpektorati za delo; poudarja potrebo po tem, da države članice zakonodajo na področju zdravja in varnosti uskladijo z zakonodajo Skupnosti;
Notes the lack of proper implementation and enforcement of existing Community legislation, and calls on the Commission to ensure coordination between the relevant national employment inspectorate bodies; stresses the need for Member States to bring their health and safety legislation into line with Community legislation;
meni, da bi lahko veljavna zakonodaja ustrezno varovala pravice čezmejnih delavcev, če bi se učinkovito izvajala, in da je cilj sprejeti enotno opredelitev za delavca in samozaposlene osebe po pravu Skupnosti izredno kompleksen zaradi zelo različnih družbenih in gospodarskih razmer ter tradicij v posameznih državah članicah; hkrati meni, da je potrebna pobuda, namenjena povečanju določene stopnje zbliževanja, potrebnega za zagotavljanje doslednega in učinkovitejšega izvajanja pravnega reda Skupnosti; pri tem usklajevanju je treba spoštovati pravice držav članic, da določijo obstoj delovnega razmerja;
Considers that the rights of cross-border workers could be adequately protected under the relevant legislation if it were effectively implemented and that the aim of adopting a single definition of a worker and a self-employed person under Community law is extremely complex because of the very different social and economic realities and traditions in the individual Member States; at the same time, considers that there needs to be an initiative aimed at achieving the level of convergence necessary to guarantee that the implementation of the Community acquis is coherent and more efficient; this convergence should respect the rights of the Member States to determine the existence of an employment relationship;
priznava, da so lahko podjetniki začetniki in mikropodjetniki ekonomsko odvisni, če se sprva v gospodarstvu udeležujejo z enim izvajalcem; zato meni, da se dejansko samozaposlene osebe, odvisne od stranke, ne sme opredeliti kot tretje kategorije med samozaposlenimi in zaposlenimi osebami ali kot zaposlene osebe;
Acknowledges that business start-ups and micro-entrepreneurs may be economically dependent, if they initially participate in the economy with one client; takes the view therefore that genuinely self-employed people when dependent on one client should neither be assigned to a third category intermediate between self-employment and employment nor classified as employees;
ponovno poudarja stališče Parlamenta, v skladu s smernicami zaposlovanja Sodišča, da mora vsaka opredelitev delavca temeljiti na dejanskih razmerah na kraju in v času opravljanja dela;
Reiterates its position, in compliance with the employment guidelines laid down by the Court of Justice, according to which the definition of worker should be based on the de facto situation at the place and time of work;
poziva države članice, naj spodbujajo k izvajanju priporočila ILO iz leta 2006 o obsegu delovnega razmerja;
Calls on Member States to promote the implementation of the 2006 ILO Recommendation on the employment relationship;
poziva države članice, naj upoštevajo zgoraj navedeno priporočilo ILO, da delovno pravo ne sme ovirati pristnih gospodarskih odnosov;
Asks the Member States to note that the abovementioned ILO Recommendation provides that employment law should not interfere with genuine commercial relationships;
poziva, naj se na področju politike zaposlovanja in socialne politike uporabi odprta metoda usklajevanja kot uporaben instrument za izmenjavo informacij o najboljših praksah, ki omogoča prožen in pregleden odziv na skupne izzive ter upošteva različne pogoje, ki so bistveni za trg dela v posameznih državah članicah;
Urges that the open method of coordination be used in the sphere of employment policy and social policy as a useful instrument for exchanging information on best practice so as to respond to joint challenges in a flexible and transparent manner, taking into account the diverse conditions which are of crucial importance for labour markets in individual Member States;
priporoča državam članicam, Svetu in Komisiji, naj na podlagi odprte metode usklajevanja izmenjavajo informacije o najboljših praksah na področju organizacije bolj prilagodljivega delovnega časa in upoštevajo inovativne načine organizacije delovnega časa, ki omogočajo uravnoteženo usklajevanje poklicnega in družinskega življenja;
Recommends to the Member States, the Council and the Commission that, within the framework of the open method of coordination, they exchange information on best practices concerning the flexible organisation of working time and take account of innovative working time arrangements that strike a good balance between work and family life;
poziva države članice, naj pregledajo in prilagodijo sisteme socialne varnosti ter dopolnijo dejavne politike trga dela, zlasti usposabljanje in vseživljenjsko učenje, ki bo omogočilo soočenje z novimi okoliščinami dela, ki podpirajo prehod med zaposlitvami in ponovni vstop na trg dela, da se prepreči vsaka nepotrebna odvisnost od podpore in delo v neformalnem sektorju;
Calls on the Member States to review and adapt social security systems and to complement active labour market policies, particularly training and lifelong learning with a view to new realities of work supporting professional transitions and re-entry into the labour market to prevent any unnecessary dependence on benefits and work in the informal sector;