natgillin/translations-raw huggingface dataset:
obžaluje, da so delovne izkušnje nekaterih zaradi začasnih zaposlitev in vse več kratkoročnih delovnih razmerij, za katera v nekaterih državah članicah ne nudijo dostojnih plač in socialnovarstvenih pravic, ter zaradi dela na črno, priložnostnih in občasnih zaposlitev ali brezposelnosti vse bolj nestalni in negotovi, in da je večji del delovnih mest starejšim težko dostopen; priznava, da se obdobja, ko nekdo dela, se uči, skrbi za druge ali prostovoljno dela, dopolnjujejo in zagotavljajo dragocene izkušnje v vsaki starosti; ugotavlja, da porast priložnostne zaposlitve vpliva tudi na finančno varnost sedanje generacije in povzroča večja bremena za prihodnje generacije; hkrati pa poudarja, da lahko številne oblike samostojnega dela in samozaposlitve, prožne oblike dela, delo s krajšim delovnim časom in različne vrste začasnih zaposlitev bistveno pomagajo številnim starejšim, da si povečajo ali zagotovijo prihodke, če morajo na primer skrbeti za najbližje sorodnike ali prijatelje;
Deplores the fact that some people's patterns of employment are becoming increasingly uneven and insecure as a result of temporary work and the growth of short-term contracts, in some Member States, without decent wages and social security rights, as well as undeclared work, precarious, marginal employment and unemployment, and that the majority of jobs are difficult for older people to access; recognises that periods spent working, learning, caring or volunteering are complementary and provide valuable experience at all ages; notes that the increase in precarious employment also has an impact on the financial security of the current generation and will thus impose a greater burden on succeeding generations; but points out also that many forms of independent working, self-employment, flexible working, part-time work and different types of temporary work can play an absolutely vital role in helping many older people to increase their income or secure an income, for example if they have caring responsibilities for their immediate family or friends;
je prepričan, da lahko prožna varnost prispeva k bolj odprtemu, odzivnemu in vključujočemu trgu dela in olajša prehod med različnimi fazami delovnega življenja, zlasti če temelji na solidarnosti in deljeni odgovornosti med generacijami ter upošteva zahteve in potrebe vseh starostnih in dohodkovnih skupin prebivalstva; poudarja, da je treba zagotoviti dobro usklajene mehanizme, ki omogočajo ustrezno usposabljanje, nadzor nad pravicami delavcev in spoštovanje družinskega življenja; ugotavlja, da prožna varnost vključuje obsežne strategije vseživljenjskega učenja ter sodobne, ustrezne in trajnostne sisteme socialne varnosti;
Is convinced that flexisecurity can contribute to more open, responsive and inclusive labour markets and can ease the transition between the various stages of people's working lives, in particular when it is based on solidarity and shared responsibility between the generations and when it takes the different demands and needs of all age and income groups into account; points out that care must be taken to ensure well-regulated mechanisms to provide appropriate training, monitoring of workers' rights and respect for family life; notes that flexisecurity also involves comprehensive lifelong learning strategies and up-to-date, appropriate and sustainable social security systems;
poudarja, da je treba v celoti zagotoviti varnost poklicne in izobraževalne poti; vsakdo bi moral imeti možnost, da vse življenje neprekinjeno hodi po poklicni poti, ki bi mu omogočala pravico do polne pokojnine;
Stresses that career and training security should be fully guaranteed; everyone should be able to have a full and uninterrupted working life, entitling them to a full-rate pension;
poudarja, da mora biti vseživljenjsko učenje glavni cilj izobraževalnih ukrepov in so zanj odgovorne vse generacije, javni organi in podjetja; zato poziva države članice, naj podprejo sisteme poklicnega usposabljanja, zlasti če vključujejo praktično usposabljanje, ki je lahko včasih v obliki pripravništva;
Emphasises that lifelong learning must be a central aim in all education-related measures and that it is something for which all generations, the public authorities and businesses bear a responsibility; calls on the Member States in consequence to endorse vocational training schemes, especially if they include a period of practical training, sometimes in the form of an apprenticeship;
poziva EU, naj izvaja učinkovito politiko, ki bo starejšim delavcem omogočila, da ostanejo na razpolago za delo in da zaradi svoje starosti ne bodo diskriminirani;
Calls on the EU to pursue an effective policy to ensure that older workers can remain available for work and are not subject to age discrimination;
poziva k spodbujanju kulture, ki zagotavlja upravljanje staranja v podjetjih in sicer ob prihodu mladih in odhodu starejših delavcev, in k prilagajanju njenih podrobnosti, zlasti z možnostjo postopne upokojitve, pri čemer je treba upoštevati težavnost delovnega mesta ter delovne, zdravstvene in varnostne pogoje;
Calls for promoting a culture which provides for the management of ageing in companies, both for the arrival of young people and for the departure of older workers, and tailoring its details, notably by means of possibilities for phased retirement, while taking account of the arduousness of the jobs occupied and the conditions in terms of work, health and safety;
je prepričan, da so za čim boljše upravljanje s človeškimi viri z začetnim usposabljanjem in vseživljenjskim učenjem odgovorni gospodarski akterji, vključno s poklicnimi panogami, ki bi morale predvideti svoje potrebe po zaposlovanju in usposabljanju;
Is convinced that optimal management of human resources in the form of initial and lifelong training is the responsibility of economic stakeholders, including occupational groups, who should anticipate their employment and training needs;
poudarja, da je treba vseživljenjsko učenje potrjevati z diplomami in potrdili o pridobljenih kvalifikacijah, kr bi delavcem najbolj koristilo; opozarja, da je treba ustaliti postopke za potrjevanje pridobljenega znanja;
Points out that, in order to be of the greatest possible benefit to employees, lifelong learning must be attested by diplomas and certificates; draws attention to the need to make the practice of validating prior achievements the norm;
predlaga, da se sistematsko spremlja in statistično predstavi udeležba starejših delavcev v strukturah vseživljenjskega učenja;
Proposes the systematic monitoring and statistical representation of the participation of older workers in life-long learning structures;
predlaga, da se starejšim delavcem in brezposelnim zagotavljajo dodatne spodbude, da se bodo lahko udeleževali programov vseživljenjskega učenja in tako utrdili svoj položaj, ali se uspešno vrnili na trg dela;
Proposes that additional incentives be provided for older workers and unemployed persons to participate in life-long learning programmes in order either to strengthen their position or to ensure their successful return to the labour market;
poziva k večjemu vključevanju žensk vseh starostnih skupin v programe vseživljenjskega učenja;
Calls for increased involvement of women of all age groups in life-long learning programmes;
je seznanjen z oceno, da bo zaradi demografskih sprememb do leta 2030 razmerje med aktivnim in neaktivnim prebivalstvom 2 : 1; poziva Komisijo in države članice, naj podprejo prihodnjo vlogo družinskih negovalcev z oblikovanjem političnih pobud, ki bodo ženskam in moškim omogočile, da dosežejo ravnovesje med poklicnimi obveznostmi ter skrbjo za družino;
Notes that, as a result of changing demographics, it is estimated that by 2030 the ratio between active and inactive people will be 2:1; calls on the Commission and Member States to support the future role of family carers by developing policy initiatives that will enable women and men to achieve a balance between professional and caring responsibilities;
poudarja, da se z demografskimi spremembami ne sme upravičevati splošnega zmanjševanja socialnih pravic in storitev, ampak so nasprotno izziv za današnjo družbo, ter da morajo biti te pravice in storitve uravnotežene tako glede aktivnih kot neaktivnih generacij; spodbuja države članice, naj poenostavijo socialno zakonodajo, da bi bila bolj prožna, dostopna in razumljiva tako za delodajalce kot za delavce;
Stresses that demographic change should not be advanced as a justification for the general dismantling of social entitlements and services but that it is, on the contrary, a challenge for today's society, and that these entitlements and services must be balanced with regard to both active and inactive generations; urges the Member States to simplify social legislation with a view to making it more flexible, more accessible and more comprehensible for employers and employees alike;
meni, da bi morala Evropska komisija podpreti izvajanje novih pobud za spodbujanje aktivnega, zdravega in dostojnega staranja z obstoječimi političnimi instrumenti in programi EU;
Considers that the Commission should support the implementation of new initiatives promoting active, healthy and dignified ageing through the existing policy instruments and programmes of the EU;
poudarja, da je brezposelnost mladih ena najbolj perečih težav, saj vodi v odrekanje možnosti, socialno izključenost, naraščajoče socialne stroške in zapravljanje dragocenih človeških virov, vse to pa je pomemben socialni razlog za zmanjševanje rodnosti in spodbuja zmanjševanje pravičnosti med generacijami; poudarja, da je treba skrajšati časovne vrzeli pri prehodu mladih iz ene šolske ustanove v drugo ali preden se po diplomi zaposlijo; in ugotavlja, da je pomembno zagotoviti vključenost mladih v družbo, jim dati možnost, da pridobijo primeren poklic, in spodbujati podjetništvo mladih;
Emphasises that youth unemployment is one of our most pressing problems because it leads to denial of opportunities, social exclusion, rising social costs and a waste of valuable human resources, all these constituting an important social reason for birth-rate decline and feeding the spiral of lack of justice between generations; underlines the need to reduce the time gaps which arise when young people move from one institution of education to another or before they are employed after graduation; and notes that it is very important to ensure young people's social inclusion, to provide them with the possibility of obtaining suitable employment and to support youth entrepreneurship;
poudarja, da morajo imeti mladi dolgoročne perspektive ter poziva Komisijo in države članice, naj sprejmejo ukrepe, s katerimi bi spodbujale mobilnost mladih med študijem in opravljanje kvalitetne prakse in da je treba ustvariti več delovnih mest za mlade in jim zagotoviti polno vključevanje v družbo ter vlagati v mlade in spodbujati možnosti zanje, da bi lahko prihodnja generacija uživala vse pravice, ki jim pripadajo in ohranila dostojanstvo;
Emphasises the need for young people to have long-term prospects, and calls on the Commission and the Member States to take steps to promote learning mobility and quality traineeships for young people, to create more employment opportunities for young people and to ensure that they participate fully in society, to invest in young people and to encourage youth opportunities so that the next generation enjoys its full rights and maintains its dignity;
poudarja, da brezposelnost mladih, zlasti pa neenak razvoj med regijami ovirata teritorialno kohezijo;
Stresses that youth unemployment, and in particular development disparities between regions, are an obstacle to achieving territorial cohesion;
poudarja, da bo demografski razvoj povzročil pomanjkanje usposobljene delovne sile, ki se lahko večinoma nadomesti s kvalificiranimi delavkami; pri tem pa je pomembno, da država in delodajalec spremenita svoj način razmišljanja in sprejmeta ukrepe za boljše prilagajanje okvirnih pogojev in pogojev dela potrebam žensk;
Stresses that the demographic trend will give rise to a shortage of skilled labour, which can be offset to a large extent by qualified female workers; to this end, governments and employers must change their thinking and take measures to adapt framework and employment conditions more closely to the needs of women;
poudarja, da je treba posebno pozornost nameniti začetku poklicne kariere mladih ter v celoti podpirati njihov uspešen vstop na trg dela, ker lahko neuspešen začetek poklicne kariere vpliva na vse življenje posameznika in njegovo aktivnost na trgu dela;
Emphasises that particular attention must be paid to the start of young people's careers and to doing everything possible to encourage their successful entry onto the labour market, because an unsuccessful start to a young person's working career could have an impact on the rest of his or her life and on his or her activities on the labour market;
poziva Svet in Komisijo, naj si posebej prizadevata za pripravo konkretnih ukrepov, med katerimi bo tudi evropsko jamstvo za mlade, da se mladim po največ štirimesečni brezposelnosti ponudi delovno mesto, pripravništvo, dodatno usposabljanje ali kombinacijo dela in izobraževanje, pod pogojem, da ti s samostojnimi prizadevanji pripomorejo k svojemu vključevanju v delo;
Calls on the Council and the Commission to make particular efforts and to devise practical measures – one of which should be a European Youth Guarantee – to ensure that, after a maximum period of four months' unemployment, young people are offered a job, an apprenticeship, additional training or combined work and training, with the proviso that those concerned support the process of their integration into work through their own efforts;
meni, da je treba mladim brezposelnim delavcem zagotoviti svetovanje, vodenje in pomoč, ki jo potrebujejo, da bi se ponovno ali prvič zaposlili, prav tako pa tudi študentom ali bodočim študentom, da bi bili pri izbiri svoje poklicne poti v celoti seznanjeni s potencialnimi zaposlitvenimi možnostmi;
Giving young unemployed workers the advice, the guidance and the aid they require in order to get them back into work (or into work for the first time), and the same for students or future students, so that they can choose their career path in full knowledge of the potential job opportunities;
Pobuda za evropski pakt za starejše od 50 let
Fifty-plus employment pact initiative
poziva države članice in Komisijo, naj poskrbijo, da bodo z razširjeno strategijo EU 2020 doseženi naslednji cilji:
Calls on the Member States and the Commission to ensure that the following aims are achieved under an expanded EU-2020 strategy:
zagotavljanje polne zaposlenosti delavk in delavcev, starih nad 50 let, do zakonsko določene upokojitvene starosti in doseganje najmanj 55-odstotne zaposlenosti;
securing full employment among the population aged over 50 up to the legal retirement age and achieving the minimum of 55 % employment;
zmanjšanje pobud, na primer za predčasno upokojitev, ki škodijo sistemom socialne varnosti, prispevajo k neenakomerni porazdelitvi bremen in zato niso trajnostne,
eliminating incentives e.g. for early retirement, which damage social security systems, distribute burdens unequally and are therefore not sustainable;
boj proti diskriminaciji na podlagi starosti,
combating age discrimination;
določitev ciljev po državah za dostop starejših delavcev do usposabljanja in vseživljenjskega učenja, razčlenjenih po starostnih skupinah in spolu, da bi zvišali delež vseh generacij pri začetnem in nadaljnjem izobraževanju; in omogočanje dostopa do usposabljanja za starejše delavce, tako da delodajalci določajo spodbude/bonuse za starejše delavce, ki se po petdesetem letu odločijo za nadaljnje izobraževanje;
setting country-specific targets for access to training and lifelong learning for older workers, broken down by age group and gender, thus increasing the proportion of people of all generations in initial and further training; and facilitating access to training for older workers by the setting up of incentives/bonuses by employers for older workers who decide to continue their education after the age of 50;
(v) boj proti diskriminaciji na delovnem mestu na podlagi starosti ter usposabljanje in oblikovanje spodbud za delavce nad 60 let, da bi bili še naprej na razpolago za delo in bi lahko svoje znanje in izkušnje posredovali naslednjim generacijam, zaradi česar bodo morale države članice oblikovati ustrezno zakonodajo, ki bo spodbujala zaposlovanje takih ljudi v podjetjih;
combating age-based discrimination in the workplace and training and developing incentives for workers over the age of 60 to remain available for work, so that they can pass on their knowledge and experience to subsequent generations, which will require the Member States to adopt appropriate legislation designed to promote the recruitment of such people by companies;
(vi) podpiranje (ponovne) vključitve starejših oseb, ki so postale invalidne, na osnovi novega pristopa kompleksne rehabilitacije, ki v enaki meri upošteva fizično in biološko okolje, namesto njihove invalidizacije;
supporting the (re)integration, based on a new approach of complex rehabilitation that takes equal account of the biological and physical environment, of older people who become disabled, rather than classifying them as ‘disabled’;
Pobuda za upravljanje staranja
Age Management initiative
meni, da je zaposljivost starejših odvisna tudi od pobud na področju zdravja, višine dohodka in prispevkov v denarju ali naravi glede na pokojnino in druge pokojninske prejemke, nadaljnjega izobraževanja, oblik delovnega časa, neodvisnosti in možnosti individualne izbire za delavce, boljšega ravnotežja med poklicnim in zasebnim življenjem, zadovoljstva na delovnem mestu in ravnanja vodstva ter zagotovitve ustrezno prilagojenega delovnega mesta v skladu z določbami direktive 2000/78/ES, ter na področju dostopnosti, in da bi morali socialni partnerji take pobude razvijati skupaj, po možnosti za vse zaposlene in na pobudo Komisije ter držav članic;
Argues that older people's employability also depends on initiatives in the fields of health, the level of income and contributions in cash and in kind in comparison to pension and other retirement benefits, further training, working-time patterns, autonomy and individual choice for workers, better work-life balance, job satisfaction and management behaviour, as well as a guarantee of reasonable accommodation, consistent with the provisions of Directive 2000/78/EC, and in the field of accessibility, and that such initiatives should be devised jointly by the social partners, where applicable, for all employees and promoted by the Commission and Member States;
meni, da bi morale države članice podjetja spodbujati k uvedbi strategij upravljanja staranja, s katerimi bi izkoristila izkušnje in posebne odlike starejših delavcev ter tako izboljšala svojo konkurenčnost;
Considers that the Member States should encourage companies to introduce age management strategies that will enhance their competitiveness by harnessing the experience and specific qualities of older workers;
predlaga socialnim partnerjem, delodajalcem in državam članicam, naj delavcem, starim nad 50 let, omogočijo poklicno napredovanje vse do konca njihove poklicne poti;
Suggests to the social partners, employers and the Member States that they guarantee workers aged over 50 the possibility of being promoted until the end of their careers;
zahteva konkretne pobude, da bi v delovnem procesu spodbujali starostno mešane ekipe; se zavzema za to, da se podprejo podjetja, ki prevzemajo take pobude, in nagrajujejo odlični projekti, saj bi s tem pokazali, da se z raznoliko razporejenostjo generacij poveča konkurenčnost in omogoči bolj usklajena rast;
Calls for specific initiatives to promote mixed-age teams for work processes and suggests that companies taking such initiatives should be supported and that outstanding projects should receive recognition, highlighting how the varying distribution of generations increases competitiveness and harmonious growth;
predlaga sprejem konkretnih pobud za vzpostavitev nove podjetniške kulture pri upravljanju s človeškimi viri, da bi se usmerili v zaposlovanje starejših delavcev ter ta pristop povezali z družbeno odgovornostjo podjetij;
Proposes that specific initiatives be taken to create a new entrepreneurial culture for the management of human resources, so as to bring about a switch towards employing older workers with linkage to Corporate Social Responsibility;
Pobuda „Za dostojno pokojnino“
Guaranteeing a decent pension’ initiative
je prepričan, da je upokojitev pravica, ki jo lahko uveljavi vsak delavec, ko doseže zakonsko upokojitveno starost, določeno v državah članicah v posvetovanju s socialnimi partnerji in v skladu z nacionalno prakso; meni, da njihova odločitev, da svojega poklicno aktivnega življenja ne podaljšajo nad nacionalno določeno starost za upokojitev, ne sme vplivati na njihovo pravico do pokojnine ali kakršno koli drugo socialno pravico;
Is convinced that the right to retire is a right that any employee is entitled to claim after the legal retirement age set by each Member State in consultation with the social partners and in accordance with national practices; considers that, should they decide not to extend their working lives beyond the national retirement age, this must not affect their pension rights or other social rights;
poziva Svet in države članice, naj najkasneje do leta 2012 nepristransko pregledajo in odpravijo starostne omejitve za nekatere poklice in delovna mesta ali odobritev sredstev in sklepanje zavarovalnih polic; poziva Svet in države članice, naj preverijo težave starejših pri dostopu do posojil;
Calls on the Council and the Member States to conduct an impartial review of upper age-limits for certain jobs and posts and for eligibility for funding and concluding insurance policies, no later than 2012, and to do away with such limits; calls on the Council and the Member States to look at the difficulty experienced by older people in accessing credit;
Pobuda „Za aktivno staranje“
'Active Ageing' initiative
poziva Komisijo, naj pregleda dejavnosti v zvezi z zdravim staranjem ter leta 2011 pripravi akcijski načrt, da se:
Calls on the Commission to conduct a review of activities related to healthy ageing and to present an action plan in 2011 for:
povečajo dostojanstvo, zdravje, življenjska kakovost in samostojnost starejših oseb,
enhancing older people's dignity, health, quality of life, and autonomy,
jim omogoči enakopraven dostop do zdravstvenega varstva ne glede na dohodek,
allowing them equal access to health care regardless of income,
izpostavijo zlasti tveganja za zdravje ljudi, ki nenadoma niso več aktivni, in
highlighting in particular the health risks for people who suddenly cease being active, and
poudari preprečevanje zdravstvenih težav, zaradi česar morajo države članice podpirati zdrav način življenja in sprejeti ustrezne ukrepe za zmanjšanje kajenja, zlorabe alkohola, debelosti in drugih večjih zdravstvenih tveganj;
emphasising prevention of health problems, which requires the Member States to support healthy lifestyles and take appropriate measures to reduce smoking, alcohol misuse, obesity and other major health risks;
pozdravlja dejstvo, da so številne prostovoljne organizacije razglasile 29. april za dan medgeneracijske solidarnosti, in poziva Komisijo, naj pripravi predlog, da bo leto 2012 postalo evropsko leto aktivnega staranja in medgeneracijske solidarnosti, kar bo jasno pokazalo prispevek starejših k družbi in spodbudilo možnosti, da mladi in starejši delajo skupaj;
Welcomes the fact that many voluntary organisations have declared 29 April a day of ‘Solidarity between Generations’, and calls on the Commission to develop a proposal for 2012 as the ‘European Year of Active Ageing and Solidarity between Generations’ which will highlight the contribution that older people make to society and afford opportunities to get younger and older people working together;