natgillin/translations-raw huggingface dataset:
Underlying the Framework Agreement is the consideration ‘that contracts of an indefinite duration are, and will continue to be, the general form of employment relationship between employers and workers’.
Okvirni sporazum pri tem upo�teva, „da pogodbe za nedoločen čas so in bodo splo�na oblika delovnega razmerja med delodajalci in delavci“.
6 Yet, at the same time, the Framework Agreement recognises that fixedterm employment contracts ‘are a feature of employment in certain sectors, occupations and activities which
6Obenem pa okvirni sporazum priznava, da so pogodbe o zaposlitvi za
(b) establish a framework to prevent abuse arising from the use of successive fixedterm employment contracts or relationships.’
(b) vzpostaviti okvir za preprečevanje zlorab, ki izhajajo iz veriženja pogodb o zaposlitvi ali delovnih razmerij za določen čas.“
43.5 — Recital (14) in the preamble to Directive 1999/70.
43.5 – 14. uvodna izjava Direktive 1999/70.
7 — Paragraph 8 of the General Considerations of the Framework Agreement; see also the second paragraph in the preamble to the agreement.
7 – Točka 8 splo�nih ugotovitev okvirnega sporazuma; glej tudi drugi odstavek njegove preambule.
6 — Second paragraph in the preamble to the Framework Agreement; see also paragraph 6 of its General Considerations.
6 – Drugi odstavek preambule okvirnega sporazuma; glej tudi točko 6 njegovih splo�nih ugotovitev.
8 — Paragraph 7 of the General Considerations of the Framework Agreement.
8 – Točka 7 splo�nih ugotovitev okvirnega sporazuma.
The principle of nondiscrimination is set out as follows in Clause 4 of the Framework Agreement:
Določba 4 okvirnega sporazuma opredeljuje načelo nediskriminacije tako:
Clause 5 of the Framework Agreement concerns measures to prevent abuse of successive fixedterm employment contracts or relationships:
Določba 5 okvirnega sporazuma se nana�a na ukrepe za preprečevanje zlorab, ki izhajajo iz veriženja pogodb o zaposlitvi ali delovnih razmerij za določen čas:
In respect of employment conditions, fixedterm workers shall not be treated in a less favourable manner than com -parable permanent workers solely because they have a fixedterm contract or relation unless different treatment is justified on objective grounds.
Delavce, zaposlene za določen čas, se glede pogojev zaposlitve ne sme obravnavati manj ugodno kakor primerljive delavce, zaposlene za nedoločen čas, razen kjer je različno obravnavanje upravičljivo iz objektivnih razlogov.
Where appropriate, the principle of pro rata temporis shall apply.
Kjer je to primerno, se uporabi načelo pro rata temporis.
objective reasons justifying the renewal of such contracts or relationships;
(a) objektivne razloge, ki upravičujejo obnovitev tak�nih pogodb ali razmerij;
The arrangements for the application of this clause shall be defined by the Member States after consultation with the social partners and/or the social partners, having regard to Community law and national law, collective agreements and practice.
Način uporabe te določbe opredelijo države članice po posvetovanju s socialnimi partnerji in/ali socialni partnerji, pri čemer upo�tevajo evropsko zakonodajo, nacionalno zakonodajo, kolektivne pogodbe in običaje.
(b) the maximum total duration of successive fixedterm employment contracts or relationships;
(b) najdalj�e skupno trajanje zaporednih pogodb ali razmerij za določen čas;
Period-of-service qualifications relating to particular conditions of employment shall be the same for fixedterm workers as for permanent workers except where different length-of-service qualifications are justified on objective grounds.’ the number of renewals of such contracts or relationships.
(c) �tevilo obnovitev tak�nih pogodb ali razmerij.
question respect the content of the Framework Agreement.
običaji, če te opredelitve spo�tujejo vsebino okvirnega sporazuma.
Member States after consultation with the social partners and/or the social partners shall, where appropriate, determine under what conditions fixedterm employment contracts or relationships: designed to take account of the situation in each Member State and the circumstances of particular sectors and occupations, including activities of a seasonal nature. 10
Države članice po posvetovanju s socialnimi partnerji in/ali socialni partnerji po potrebi določijo, pod kak�nimi pogoji se pogodbe o zaposlitvi ali delovna razmerja:
(a) shall be regarded as “successive”;
(a) �tejejo za ‚zaporedna‘,
Article 3 of Directive 1999/70 provides that the Directive was to enter into force on the day of its publication in the Official Journal of the European Communities, that is, on 10 July 1999.
Člen 3 Direktive 1999/70 določa, da ta začne veljati na dan objave v Uradnem listu Evropskih skupnosti, torej 10. julija 1999.
shall be deemed to be contracts or relationships of indefinite duration.’
(b) �tejejo za pogodbe ali razmerja za nedoločen čas.“ okvirnega sporazuma
Finally, Clause 8(5) of the Framework Agreement provides:
Določba 8(5) končno določa:
‘The prevention and settlement of disputes and grievances arising from the application of this agreement shall be dealt with in accordance with national law, collective agreements and practice.’
„Preprečevanje in re�evanje sporov in delovnih sporov, ki izhajajo iz uporabe tega sporazuma, poteka skladno z nacionalno zakonodajo, kolektivnimi pogodbami in običaji.“
Under the first paragraph of Article 2 of Directive 1999/70, the Member States were required to ‘bring into force the laws, regulations and administrative provisions necessary to comply with this Directive by 10 July 2001’, or to ensure that, by that date at the latest, ‘management and labour have introduced the necessary measures by agreement’.
Države članice v skladu s členom 2(1) Direktive 1999/70 „sprejmejo zakone in druge predpise, potrebne za uskladitev s to direktivo, najpozneje do 10. julija 2001“ ali zagotovijo, da najpozneje do omenjenega datuma „delodajalci in delojemalci po dogovoru uvedejo potrebne ukrepe“.
According to the second paragraph of Article 2 of the Directive, Member States could have a maximum of one more year for transposition, if necessary, and following consultation with management and labour, to take account of special difficulties or implementation by a collective agreement.
Države članice imajo v skladu s členom 2(2) Direktive na voljo, če je to potrebno ter po posvetovanju z delodajalci in delojemalci, največ eno leto za upo�tevanje posebnih težav ali za izvajanje kolektivne pogodbe.
Ireland did not, however, avail itself of that option.
Irska pa te možnosti ni uporabila.
9 — Recital (17) in the preamble to Directive 1999/70.
9 – 17. uvodna izjava Direktive 1999/70.
10 — Paragraph 10 of the General Considerations of the framework agreement on fixedterm work; see also the third paragraph in the preamble to the Framework Agreement.
10 – Točka 10 splo�nih ugotovitev okvirnega sporazuma o delu za določen čas; glej tudi tretji odstavek preambule tega okvirnega sporazuma.
Directive 1999/70 allows Member States to define the terms used in the Framework Agreement, but not specifically defined therein, in conformity with national law or practice, provided that the definitions in
Direktiva 1999/70 omogoča državam članicam, da izraze, uporabljene v okvirnem sporazumu, ki niso natančno določeni, opredelijo skladno z nacionalno zakonodajo ali
In addition to Directive 1999/70 and the Framework Agreement, reference must also be made to the social provisions of the EC Treaty, in particular, to Article 137 EC and Article 139 EC.
Poleg Direktive 1999/70 in okvirnega sporazuma je treba opozoriti �e na socialne določbe Pogodbe ES, namreč na člen 137 ES in na člen 139 ES.
(b) may adopt, in the fields referred to in paragraph 1(a) to (i), by means of directives, minimum requirements for gradual implementation, having regard to the conditions and technical rules obtaining in each of the Member States.
(b) na področjih iz odstavka 1(a) do (i) sprejme v obliki direktiv minimalne zahteve za postopno izvajanje, pri čemer upo�teva pogoje in tehnične predpise, ki veljajo v posameznih državah članicah.
Such directives shall avoid imposing administrative, financial and legal constraints in a way which would hold back the creation and development of small and mediumsized undertakings.
Te direktive se izogibajo uvajanju upravnih, finančnih in zakonskih omejitev, ki bi lahko zavirale ustanavljanje in razvoj malih in srednjih podjetij.
Article 137 EC is worded, in part, as follows:
Člen 137 ES v odlomkih določa:
In addition, Article 139 EC provides, inter alia, as follows:
Poleg tega člen 139 ES med drugim določa:
a less favourable manner than a comparable permanent employee in respect of his or her conditions of employment, including pay and pension provision.
ugodno kot primerljive delavce, zaposlene za nedoločen čas.
As regards pensions, however, section 6(5) of the 2003 Act provides that the prohibition of less favourable treatment applies only to fixedterm employees whose normal hours of work constitute not less than 20% of the normal hours of work of a comparable permanent employee.
Prepoved manj ugodnega obravnavanja glede pokojninskega zavarovanja pa v skladu s členom 6(5) zakona iz leta 2003 velja le za delavce, zaposlene za določen čas, katerih običajni tedenski delovnik ne zna�a manj kot 20 % običajnega delovnika primerljivega delavca, zaposlenega za nedoločen čas.
Protection of Employees (Fixed-Term Work) Act 2003
Zakon o varstvu delavcev, zaposlenih za določen čas, iz leta 2003
It follows from section 9(1) of the 2003 Act that the fixedterm contract of an employee who, on or after the passing of the 2003 Act, has completed his or her third year of continuous employment with his or her employer may be renewed on only one occasion and any such renewal is to be for a fixed term of no longer than one year.
Iz člena 9(1) zakona iz leta 2003 izhaja, da se lahko pogodba o zaposlitvi za določen čas delavca, ki je v trenutku sprejetja zakona iz leta 2003 ali pozneje dopolnil svoje tretje leto neprekinjene zaposlitve pri enem delodajalcu, le enkrat in največ za eno leto obnovi za določen čas.
According to section 9(3) of the 2003 Act, any term of a fixedterm employment contract which purports to contravene subsection (1) is to have no effect, 12 and the contract concerned is to be deemed to be a contract of indefinite duration.
V skladu s členom 9(3) tega zakona so omejitve pogodbe o zaposlitvi, ki je v nasprotju z odstavkom 1, neveljavne, 12 in �teje se, da je pogodba o zaposlitvi sklenjena za nedoločen čas.
The 2003 Act entered into force on 14 July 2003.
29 iz leta 2003 o varstvu delavcev, zaposlenih za določen čas 11
The combined effect of section 6(1) and section 2(1) of the 2003 Act is that a fixedterm employee may not be treated in
Iz člena 6(1) v povezavi s členom 2(1) zakona iz leta 2003 izhaja, da se delavcev, zaposlenih za določen čas, glede pogojev zaposlitve, skupaj s plačilom in pokojninskim zavarovanjem, ne sme obravnavati manj
12 — The order for reference states that an agreement as to the expiry of the contract by effluxion of time or the occurrence of an event, and which contravenes section 9(1) of the 2003 Act, is ‘void ab initio’.
12 – Iz predložitvenega sklepa izhaja, da je dogovor o poteku pogodbe po določenem času ali ob nastopu določenega dogodka, ki je v nasprotju s členom 9(1) zakona iz leta 2003, „void ab initio“ (ničen ex tunc).
13 — See section 6(2) and section 9(4) of the 2003 Act.
13 – Glej člen 6(2) in člen 9(4) zakona iz leta 2003.
Neither has express jurisdiction to determine a claim based on a directly effective provision of Community law unless the provision at issue comes within the scope of the legislation that confers jurisdiction upon them.
Noben od njiju nima izrecne pristojnosti za odločanje o zahtevku, ki temelji na neposredno veljavni določbi prava Skupnosti, razen če ta spada na področje uporabe predpisov, ki sami prena�ajo pristojnost na Rights Commissioner oziroma na Labour Court.
Under section 14 of the 2003 Act, a complaint alleging that an employer has contravened any provision of the Act must be referred in the first instance to a ‘Rights Commissioner’. 14The complaint may be referred by an employee or — with the employee’s consent — by a trade union of which the employee is a member.
V skladu s členom 14 zakona iz leta 2003 je treba pritožbo zoper delodajalca, s katero so očita kr�itev tega zakona, na prvi stopnji vložiti pri komisarju za pravice, tako imenovanem „Rights Commissioner“; 14pritožbo lahko vloži delavec ali – z njegovim soglasjem – sindikat, katerega član je ta delavec.
The Rights Commissioner’s decision on a complaint is taken after hearing the parties and must incorporate one or more of the measures set out in section 14(2) of the 2003 Act.
Rights Commissioner odloča o pritožbah po zasli�anju strank, pri čemer lahko odredi ukrepe iz člena 14(2) tega zakona.
The Rights Commissioner may, inter alia, require the employer to pay appropriate compensation of up to twice the complainant’s annual remuneration.
Med drugim lahko delodajalcu naloži plačilo primerne od�kodnine v vi�ini največ dveh letnih plač pritožnika.
Civil servants in Ireland are recruited either on an ‘established’ or an ‘unestablished’ basis.
Predložitveno sodi�če v predložitvenem sklepu poleg tega opozarja na naslednje posebnosti irskega prava javnih uslužbencev.
Section 15 of the 2003 Act provides that the parties may appeal to the Labour Court against the decision of a Rights Commissioner.
Člen 15 zakona iz leta 2003 določa, da lahko stranke zoper odločbo Rights Commissioner vložijo tožbo pri Labour Court.
An appeal against a judgment of the Labour Court may then be brought — on a point of law only — before the High Court.
Zoper sodbo Labour Court se potem lahko pri High Court vloži pritožba, ki je omejena na pravna vpra�anja.
The determination of the High Court is final and conclusive.
Odločba, ki jo sprejme High Court, je zaključna in dokončna.
According to the referring court, the jurisdiction of the Rights Commissioner and of the Labour Court is limited to that which has been conferred upon them by statute.
Po navedbah predložitvenega sodi�ča sta tako Rights Commissioner kot tudi Labour Court pristojna za odločanje le, če je bila pristojnost nanju prenesena z zakonom.
Recruitment to ‘established’ posts is by way of public competition, and the appointment to an ‘established’ post of a person who is employed in a temporary capacity is prohibited.
Za imenovanje uradnika je potreben javni razpis, pri čemer je na uradni�kih mestih prepovedano zaposlovanje za določen čas.
On the other hand, recruitment to ‘unestablished’ posts is either by way of public competition or local recruitment, and may also be for a fixed term.
Nasprotno pa se začasni uslužbenci lahko zaposlijo na podlagi javnega razpisa ali na lokalni ravni, ta zaposlitev pa je lahko tudi časovno omejena.
14 — The Rights Commissioners are appointed by the competent Minister. Their function can best be compared to that of a publicly appointed independent arbitrator.
14 – Rights Commissioners, ki jih imenuje pristojni minister, imajo položaj, ki je �e najbolj podoben javno poobla�čenemu in neodvisnemu posredniku v sporu.
They operate under the auspices of the Irish Labour Relations Commission.
Spadajo k irski „Labour Relations Commission“ (komisija za delovna razmerja).
Their decisions are either binding or simply in the nature of a non-binding recommendation, depending on the relevant legislation.
Njihove odločbe so glede na zadevno pravno podlago lahko zavezujoče ali pa imajo le naravo nezavezujočega priporočila.
Further information about the role of the Rights Commissioners in employment disputes may be found at http://www.lrc.ie (last viewed on 14 November 2007).
Več o vlogi Rights Commissioners v delovnopravnih sporih je na primer navedeno na naslovu http://www.lrc.ie (zadnji obisk 14. novembra 2007).
Under relevant regulations governing pension entitlements in the Irish civil service,
Zadevni predpisi o pokojninskih pravicah v irskem javnem sektorju določajo različne
Other complainants have completed more than three years’ continuous service and are claiming not only the same employment conditions, but also contracts of indefinite duration.
Drugi pritožniki so bili neprekinjeno zaposleni več kot tri leta; ti ne zahtevajo le enakih pogojev zaposlitve, ampak poleg tega tudi delovna razmerja za nedoločen čas.
There are significant differences also in the regulations applicable for the purpose of dismissing established as against unestablished civil servants.
Tudi določbe o odpustu uradnikov in začasnih uslužbencev se bistveno razlikujejo.
The practical consequence of these differences is that the security of tenure of established civil servants is significantly greater than that of unestablished civil servants.
V praksi se te razlike kažejo v tem, da je delovno mesto uradnika bistveno varnej�e kot tisto začasnega uslužbenca.
By contrast, other disparities which used to exist, for example in relation to sick pay, have since been abolished.
Druge razlike, ki so obstajale v preteklosti, na primer glede zdravstvenega zavarovanja, pa so bile medtem odpravljene.
III — Facts and the main proceedings
III – Dejansko stanje in postopek v glavni stvari
The reason for resorting to fixedterm contracts was either to meet a temporary need or to cover situations where permanent funding for the posts involved could not be guaranteed.
Do poseganja po delovnih razmerjih za določen čas je pri�lo zaradi pokrivanja začasne potrebe ali zaradi pomanjkanja trajno zagotovljenega financiranja zadevnih delovnih mest.
The respondents’ general practice was to renew fixedterm employment contracts for periods of between 12 and 24 months.
V skladu s splo�no prakso zadevnih ministrstev so bila delovna razmerja za določen čas vsakič obnovljena za časovna obdobja od 12 do 24 mesecev.
However, during the period immediately before the 2003 Act entered into force, the Department of Foreign Affairs renewed the employment contracts of a number of the complainants for a fixed term of up to eight years.
Neposredno pred uveljavitvijo zakona iz leta 2003 pa je ministrstvo za zunanje zadeve obnovilo delovna razmerja nekaterih pritožnikov za določen čas do osem let.
IMPACT is a trade union representing the interests of civil and public servants in Ireland.
IMPACT je sindikat, ki zastopa interese zaposlenih v javnem sektorju na Irskem.
The main proceedings are between IMPACT, as the representative of 91 of its members, and various Irish government departments (‘the respondents’) in which the trade union members concerned (‘the complainants’) are or were all employed as unestablished civil servants on the basis of successive fixedterm employment contracts of varying duration.
IMPACT v sporu o glavni stvari kot zastopnik svojih skupno 91 članov nastopa proti več irskim ministrstvom, na katerih so ali so bili zadevni člani sindikata (v nadaljevanju tudi: pritožniki) zaposleni kot začasni uslužbenci na podlagi veriženja delovnih razmerij za določen čas.
The complainants’ fixedterm employment contracts all commenced before 14 July 2003 and continued beyond that date.
Vsi pritožniki so delovna razmerja za določen čas sklenili pred 14. julijem 2003, trajala pa so tudi �e po tem datumu.
Some of the complainants have completed less than three years’ continuous service in their respective departments and accordingly
Nekateri pritožniki so bili manj kot tri leta neprekinjeno zaposleni na konkretnih ministrstvih in temu ustrezno zahtevajo zgolj enake pogoje zaposlitve kot primerljivi delavci,
In the proceedings before the Rights Commissioner, the complainants, represented by IMPACT, sought redress for alleged contraventions of their rights to equal treatment, particularly in not being afforded the same level of pay and the same pension entitlements as established civil servants who, they claim, are comparable permanent workers.
Pred komisarko za pravice (Rights Commissioner) so pritožniki, ki jih zastopa IMPACT, uveljavljali kr�itev svoje pravice do enakega obravnavanja, ker naj zlasti ne bi prejeli enakega plačila in enakih pokojninskih pravic kot uradniki; pritožniki menijo, da so uradniki primerljivi delavci, zaposleni za nedoločen čas.
The complainants also alleged that the respondents’ repeated renewal of fixedterm contracts constituted abuse.
Poleg tega so pritožniki menili, da je ponavljajoče časovno omejeno obnavljanje njihovih delovnih razmerij za določen čas s strani zadevnih ministrstev zloraba.
IMPACT encompassed pay and pension entitlements.
IMPACT sporazuma, glede pogojev zaposlitve vključuje tudi plačilo in pokojninske pravice.
The Rights Commissioner ruled that Clause 4 of the Framework Agreement was directly effective but that Clause 5 was not.
Določba 4 okvirnega sporazuma naj bi bila neposredno veljavna, ne pa nasprotno določba 5.
In respect of the period from 10 July 2001 to 14 July 2003 — the period between the deadline for transposing Directive 1999/70 and the date of its actual transposition in Ireland — the complainants’ claims were based on Clauses 4 and 5 of the Framework Agreement and they relied on the direct effect of those provisions.
Pritožniki so svoje zahtevke za obdobje od 10. julija 2001 do 14. julija 2003 – to je obdobje od poteka roka za prenos Direktive 1999/70 do njenega dejanskega prenosa na Irskem – oprli na določbi 4 in 5 okvirnega sporazuma, pri čemer so se sklicevali na njuno neposredno veljavnost.
In respect of the period after 14 July 2003, the complainants relied on section 6 of the 2003 Act.
Pritožniki so se za obdobje po 14. juliju 2003 sklicevali na člen 6 zakona iz leta 2003.
Accordingly, the Rights Commissioner found that only the complaints made by the complainants which were not based on Clause 5 of the Framework Agreement were well founded.
Zato je komisarka za pravice odločila, da so utemeljene le navedbe pritožnikov, ki se ne opirajo na določbo 5 okvirnega sporazuma.
She held that the respondents had infringed the complainants’ rights under both national law and Directive 1999/70 by affording them less favourable conditions of employment than those afforded to comparable permanent workers.
Ministrstva naj bi kr�ila pravice pritožnikov, ki so utemeljene tako v nacionalnem pravu kot v Direktivi 1999/70, ker naj bi jim priznala manj ugodne pogoje zaposlitve kot primerljivimi delavcem, zaposlenim za nedoločen čas.
The Rights Commissioner regarded established civil servants as comparable permanent workers.
Pri tem je komisarka za pravice �tela, da so uradniki primerljivi delavci, zaposleni za nedoločen čas.
The respondents challenged the jurisdiction of the Rights Commissioner to entertain the complaints in so far as they were based on Directive 1999/70.
Zadevna ministrstva so izpodbijala že pristojnost komisarke za pravice, da odloča o pritožbah, če se te opirajo na Direktivo 1999/70.
They contended that the Rights Commissioner’s jurisdiction was confined to adjudicating on complaints alleging a contravention of the relevant national law.
Komisarka za pravice naj bi lahko odločala le o pritožbah, s katerimi se očita kr�itev zadevnega nacionalnega prava.
In the alternative, the respondents contended that Clauses 4 and 5 of the Framework Agreement were not unconditional or sufficiently precise and could not therefore be relied upon by individuals before national courts.
Podredno so ministrstva uveljavljala, da določbi 4 in 5 okvirnega sporazuma nista brezpogojni in dovolj natančni in da se zato posamezniki pred nacionalnimi sodi�či ne morejo sklicevati nanju.
They also contended that a fixedterm worker was not entitled under Clause 4 of the Framework Agreement to the same pay and pensions as a comparable permanent worker.
Poleg tega naj v skladu z določbo 4 okvirnega sporazuma delavec, zaposlen za določen čas, ne bi imel pravice do enakega plačila in enake pokojnine kot primerljiv delavec, zaposlen za nedoločen čas.
The Rights Commissioner took the view that she had jurisdiction, including in respect of the period between the deadline for transposing Directive 1999/70 and the date of its actual transposition in Ireland.
Komisarka za pravice se je izrekla za pristojno tudi za obdobje med potekom roka za prenos Direktive 1999/70 in dnevom njenega dejanskega prenosa na Irskem.