natgillin/translations-raw huggingface dataset:
Article 4(4)(g) will apply, in particular where, owing to the nature of the activity, a worker benefits from the use of rest facilities supervised by the employer; exposure to wholebody vibration in those facilities must be reduced to a level compatible with their purpose and conditions of use, except in cases of ‘force majeure’.
Člen 4(4)(g) se uporablja zlasti, če je delavec zaradi narave dejavnosti upravičen do uporabe prostorov za počitek, za katere je odgovoren delodajalec; izpostavljenost vibracijam celotnega telesa v teh prostorih mora biti zmanjšana na raven, skladno z njihovim namenom in pogoji uporabe, razen v primerih višje sile.
Non-binding guide to good practice for implementing Directive 2002/44/EC (Vibrations at Work)
Nezavezujoči vodnik dobre prakse za izvajanje Direktive 2002/44/ES (vibracije pri delu).
An initiative of the European Union
Pobuda Evropske unije
Combating discrimination in the European Union
Boj proti diskriminaciji v Evropski uniji
Foreword by Commissioner Vladimir Špidla very day across the European Union people are being prevented from participating to
Uvod komisarja Vladimirja Špidle redsodki in diskriminacija vsak dan preprečujejo ljudem po vsej Evropski uniji, da bi
Vladimir Špidla, European Commissioner for Employment,Social Affairs and Equal Opportunities their full ability in work and society because of prejudice and discrimination.
Vladimir Špidla, evropski komisar za zaposlovanje, socialne zadeve in enake možnosti se na delovnem mestu in v družbi udejstvovali po svojih najboljših močeh.
This is why legislation has been introduced to give people equal rights and to help tackle the barriers they face.
Zato je bila sprejeta zakonodaja, ki vsem v EU zagotavlja enake pravice in jim je v pomoč pri spopadanju z ovirami, s katerimi se srečujejo.
European legislation makes it illegal to discriminate in employment and training on the grounds of religion and belief, disability, age and sexual orientation.
Evropska zakonodaja prepoveduje diskriminacijo na delovnem mestu v času zaposlitve ali pripravništva na podlagi veroizpovedi ali prepričanja, invalidnosti, starosti in spolne usmerjenosti.
It also prohibits discrimination on the grounds of racial or ethnic origin, in employment and training and other areas of daily life such as education, housing and healthcare.
Prepoveduje tudi rasno in narodnostno diskriminacijo v zaposlovanju in na drugih področjih vsakdanjega življenja, kot so izobraževanje, stanovanjska politika in zdravstveno varstvo.
For this reason, 2007 has been designated as the European Year of Equal Opportunities for All. The aim of the Year will be to inform people of their rights, to celebrate diversity and to promote equal opportunities for everyone in the Union, be it in economic, social, cultural or political life.
Zato je bilo leto 2007 razglašeno za evropsko leto enakih možnosti za vse s ciljem obveščati ljudi onjihovih pravicah, slaviti raznolikost in razglašati enake možnosti za vse v Uniji tako na gospodarskem, socialnem, kulturnem kot na političnem področju.
In tackling discrimination, in promoting fair and equal treatment, all of us in the European Union stand to gain.
Z bojem proti diskriminaciji ter promocijo poštenega in enakopravnega obravnavanja bomo pridobili vsi v Evropski uniji.
The rules can help protect people against discrimination and harassment.
Pravila lahko pomagajo ščititi pred diskriminacijo in nadlegovanjem.
They allow people who have been discriminated against to have access to law courts, tribunals or other administrative means to pursue their complaint.
Žrtvam diskriminacije omogočajo dostop do sodišč in drugih upravnih poti, po katerih se lahko pritožijo.
A nongovernmental body, association or trade union can also act on their behalf.
Na pomoč jim lahko priskočijo tudi nevladne organizacije ali sindikati.
And an equality body must also be designated by each Member State to support people who have faced discrimination and to promote equal treatment.
Vsaka država članica mora osnovati tudi neodvisno organizacijo, ki bo podpirala žrtve diskriminacije in se borila za enakopravno obravnavanje.
The European Union is helping support these legal changes by financing research, projects and organisations in the field of combating discrimination.
Evropska unija te zakonske spremembe podpira s financiranjem raziskav, projektov in organizacij s področja boja proti diskriminaciji.
Hundreds of different activities are being financed from training lawyers and judges on the new rules to challenging prejudice and discrimination in media and sport.
Finančno podpiramo na stotine različnih dejavnosti, od usposabljanja odvetnikov in sodnikov glede novih pravil do razkrivanja predsodkov in diskriminacije v javnih občilih in športu.
We are also working hard to raise awareness of antidiscrimination legislation as well as diversity and discrimination issues, more generally.
Močno si tudi prizadevamo, da bi povečali splošno ozaveščenost ljudi o protidiskriminacijski zakonodaji ter področjih raznolikosti in diskriminacije.
Social Affairs and Equal Opportunities
socialne zadeve in enake možnosti
> > The Union is founded on the principles of liberty, democracy,respect for human rights and fundamental freedoms … principleswhich are common to the Member States. < < Article 6(1) Treaty on European Union
> > Unija je osnovana po načelih svobode, demokracije, spoštovanja človekovih pravic in temeljnih svoboščin ... načelih, ki so skupna vsem državam članicam. < < Člen 6 (I) Pogodbe o Evropski uniji
The European Community has long been active in the fight against discrimination.
Evropska skupnost se že dolgo aktivno bori proti diskriminaciji.
Indeed, at the time of its creation one of its most pressing missions was to reconcile a continent divided by nationalistic and ethnic conflicts.
V času njenega nastanka je bil eden njenih najnujnejših ciljev spraviti celino, ki so jo pretresali nacionalistični in narodnostni spori.
For many years the focus was on preventing discrimination on the grounds of nationality and sex.
Mnogo let je bilo v ospredju preprečevanje narodnostne in spolne diskriminacije.
Since 1999, the Community has had new far-reaching powers to combat discrimination on the grounds of racial or ethnic origin, religion or belief, disability, age and sexual orientation, and the power to combat sex discrimination has also been widened.
Od leta 1999 ima Skupnost na voljo močnejša orodja za boj proti diskriminaciji na podlagi rase ali narodnosti, invalidnosti, starosti in spolne usmerjenosti, okrepile pa so se tudi njene moči za boj proti spolni diskriminaciji.
obligations under European antidiscrimination legislation
obveznosti po evropski zakonodaji proti diskriminaciji
Frequently asked questions
Pogosto zastavljena vprašanja
What is the EU doing to combat discrimination?
Kako se EU bori proti diskriminaciji?
Two European laws or ‘Directives’ banning discrimination were adopted unanimously by the European Union Member States in 2000.
Leta 2000 so države članice Evropske unije soglasno sprejele dva zakona ali direktivi, ki prepovedujeta diskriminacijo.
Each country had until 2003 to implement these rules into national law.
Vse države članice so morale do leta 2003 direktivi vključiti v nacionalne zakonodaje.
For the provisions on age and disability, Member States could request an extension to the end of 2006 for implementation.
Za ukrepe o starosti in invalidnosti so lahko zaprosile za podaljšanje roka do konca 2006.
As well as the laws, the EU also finances projects, organisations, research and awareness-rais-ing in the field of combating discrimination.
Poleg zakonov EU financira tudi projekte, organizacije, raziskave in ozaveščevalne kampanje s področja boja proti diskriminaciji.
Who is protected against discrimination?
Kdo je zaščiten pred diskriminacijo?
Everybody in the territory of the Union is protected against discrimination on the grounds mentioned above.
Pred zgoraj omenjenimi oblikami diskriminacije so zaščiteni vsi na področju Evropske unije.
What areas of discrimination are covered by the laws?
Katera področja diskriminacije obravnava zakonodaja?
Both direct and indirect discrimination are prohibited by the rules.
Pravila se nanašajo tako na posredno kot na neposredno diskriminacijo.
The legislation adopted in 2000 prohibits discrimination in employment and training on the grounds of racial or ethnic origin, sexual orientation, religion or belief, age and disability.
Zakonodaja, sprejeta leta 2000, prepoveduje diskriminacijo na delovnem mestu v času zaposlitve ali pripravništva na podlagi rase in narodnosti, spolne usmerjenosti, veroizpovedi ali prepričanja, starosti in invalidnosti.
The rules on racial discrimination also cover other areas such as education, social security, healthcare, access to goods and services and housing.
Pravila glede rasne diskriminacije pokrivajo tudi druga področja, kot so izobraževanje, socialna varnost, zdravstveno varstvo, dostop do blaga in storitev ter stanovanjska politika.
Discrimination between men and women is covered by separate legislation (see page 10).
Diskriminacijo moških in žensk obravnava posebna zakonodaja (glej stran 10).
Direct discrimination occurs when a person is treated less favourably than another in a comparable situation because of their racial or ethnic origin, religion or belief, disability, age or sexual orientation.
Za neposredno diskriminacijo gre v primerih, ko se s posameznikom ravna slabše kot z drugim posameznikom v primerljivem položaju zaradi njegove rase ali narodnosti, veroizpovedi ali prepričanja, invalidnosti, starosti ali spolne usmerjenosti.
Indirect discrimination is only permitted if it can be objectively justified by a legitimate aim.
Posredna diskriminacija je dovoljena le, kadar jo objektivno opravičuje zakonit cilj.
For example:A construction company could insist that all workers on a dangerous building site wore safety hats.
Na primer:Gradbeno podjetje lahko zahteva, da morajo vsi delavci na nevarnem gradbišču nositi zaščitne čelade.
This would have a negative impact, for example, on Sikhs who are required to wear turbans.
Ta pogoj bi denimo imel negativne posledice za Sikhe, ki morajo nositi turban.
Because of the health and safety need this would not constitute unlawful discrimination.
Iz zdravstvenih in varnostnih razlogov pa to ne bi bil primer nezakonite diskriminacije.
However, in reality discrimination often takes more subtle forms.
V vsakdanjem življenju pa se diskriminacija pogosto pojavlja v bolj zakriti, prefinjeni obliki.
That is why indirect discrimination is also covered.
Zato pravila pokrivajo tudi posredno diskriminacijo.
This occurs when a seemingly neutral provision or practice is applied to all groups but has a disproportionate effect on the members of one group.
Do te prihaja, kadar se na videz nevtralen ukrep ali praksa izvaja v vseh skupinah, vendar ima na pripadnike posamezne skupine nesorazmeren učinek.
What about harassment and victimisation?
Kaj je nadlegovanje in kaj šikaniranje?
Harassment with the purpose or effect of violating the dignity of a person on grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation and creating an intimidating, hostile, degrading, humiliating and offensive environment is prohibited by the rules.
Pravila prepovedujejo nadlegovanje z namenom ali posledico skrunitve človekovega dostojanstva na podlagi rase ali narodnosti, veroizpovedi in prepričanja, invalidnosti, starosti ali spolne usmerjenosti in ustvarjanje zastraševalnega, sovražnega, ponižujočega, sramotilnega in žaljivega okolja.
Victimisation is also prohibited.
Prepovedano je tudi šikaniranje.
This is where someone is treated badly or differently for having made a complaint about discrimination or supporting a colleague who has made a complaint.
To je ravnanje, ko se s posameznikom ravna slabo ali drugače, ker se je pritožil zaradi diskriminacije ali ker podpira sodelavca, ki se je pritožil zaradi nje.
What does this mean for employers?
Kaj to pomeni za delodajalce?
Anne-Sophie Parent,President, Platform of European Social NGOs(www.socialplatform.org)
Anne-Sophie Parent,predsednica Platformeevropskih socialnihnevladnih organizacij(www.socialplatform.org)
The rules apply to all private and public sector employers.
Pravila veljajo za vse delodajalce v javnem in zasebnem sektorju.
The Directive also covers conditions for access to self employment and occupation.
Direktiva govori tudi o pogojih za dostop do samozaposlitve in samostojnega poklica.
All employers will need to review their employment practices to make sure that they are not discriminating directly or indirectly for example in recruitment procedures, selection criteria, pay and promotions, dismissals or access to vocational training.
Vsi delodajalci bodo morali preveriti postopke zaposlovanja in se prepričati, da ne izvajajo posredne ali neposredne diskriminacije v omenjenih postopkih pa tudi pri izbiri kandidatov in določanju meril za plačevanje, napredovanje, odpuščanje in možnosti za poklicno usposabljanje.
The antidiscrimination rules apply to all stages of the employment contract from recruitment through to termination.
Pravila proti diskriminaciji se nanašajo na vse stopnje izvajanja zaposlitvene pogodbe, od zaposlitve pa do prenehanja delovnega razmerja.
What duties do employers have with regard to a person with a disability?
Kakšne obveznosti imajo delodajalci do invalidnih oseb?
“Employers who invest in a workplace free from discrimination and in a diverse workforce are making the right choice.
“Delodajalci, ki vlagajo v delovno okolje, ki ne povzroča diskriminiranosti, in v raznoliko delovno silo, so se pravilno odločili.
They gain from a more human work environment and the experience of personnel who reflect the diversity of consumers and users of their services.
Od delovnega okolja, ki je bolj po meri človeka, imajo korist pa tudi od izkušenega osebja, ki odseva raznolikost potrošnikov in uporabnikov njihovih storitev.
Discrimination destroys lives, marginalises individuals, and prevents the development of a positive work environment based on inclusion, respect and team spirit.As a coalition of European social NGOs with roots in many different parts of civil society, the Social Platform is also strongly aware of the need to address multiple discrimination, where individuals are discriminated against on the basis of more than one ground.”
Diskriminacija uničuje življenja, posameznike marginalizira in preprečuje razvoj pozitivnega delovnega okolja, ki temelji na sprejemanju, spoštovanju in skupinskem duhu. Kot koalicija evropskih socialnih nevladnih organizacij, ki izvirajo iz različnih delov civilne družbe, se socialna platforma močno zaveda potrebe po obravnavi večkratne diskriminacije, ko so posamezniki diskriminirani na več kot eni osnovi.”
Employers have a duty of “reasonable accommodation” in respect of candidates or employees with a disability.
Delodajalci so dolžni izvajati »razumne prilagoditve« v korist kandidatov za zaposlitev ali zaposlenih z invalidnostjo.
Employers must take appropriate measures to enable a person with a disability to have access to employment and training unless doing so would impose a disproportionate burden on the employer. “Reasonable accommodation” may include, for example, providing wheelchair access, adjusting working hours or simply redistributing tasks between members of a team.
Delodajalci morajo izvesti ustrezne ukrepe, s katerimi omogočijo osebam z invalidnostjo možnost zaposlitve ali pripravništva, razen kadar bi izvajanje takih ukrepov za delodajalca pomenilo nesorazmerno težko breme. »Razumna prilagoditev« lahko med drugim pomeni zagotovitev dostopa z invalidskim vozičkom, prilagoditev delavnika ali preprosto prerazdelitev nalog med člane skupine.
To determine the disproportionate burden, account should be taken in particular of the financial and other costs entailed, the scale and financial resources of the organisation and the possibility of obtaining public funding or any other assistance.
Pri opredeljevanju nesorazmernega bremena je treba upoštevati finančne in druge posledične stroške, velikost in razpoložljive vire organizacije ter možnost pridobitve javnih finančnih sredstev ali katere koli druge pomoči.
“As a bridge between European and organised civil society, the European Economic and Social Committee strongly endorses EU efforts for a diverse and discrimination-free workplace and society.
“Evropski ekonomsko-socialni odbor kot most med evropsko in organizirano civilno družbo močno podpira prizadevanja EU za raznoliko nediskriminatorno delovno okolje in družbo.
It is therefore well placed to help promote such a dialogue.
Odbor lahko veliko stori za promocijo takšnega dialoga.
I am truly convinced that all EU residents should enjoy a minimum level of protection and rights of legal redress against discrimination.
Prepričana sem, da morajo vsi prebivalci držav članic uživati vsaj minimalno zaščito in pravico do pravnih sredstev proti diskriminaciji.
This would also strengthen economic and social cohesion within the Union.
To bi okrepilo tudi gospodarsko in socialno kohezijo znotraj Unije.
I am confident that better dialogue based on good practice, between business, trade unions and other social and economic actors, could show that equal treatment in employment and occupation can improve both economic performance and social inclusion.”
Trdno verjamem, da lahko okrepljen dialog med podjetniki, sindikati in drugimi socialnimi in gospodarskimi partnerji, ki bi temeljil na načelu dobrega ravnanja, dokaže, da lahko enakovredna obravnava na delovnem mestu in v poklicu izboljša gospodarsko uspešnost in socialno vključenost.”
Anne-Marie Sigmund, President, European Economic and Social Committee (www.ces.eu.int)
Anne-Marie Sigmund, predsednica Evropskega ekonomsko-socialnega odbora (www.ces.eu.int)
What do businesses stand to gain from these rules?
Kakšno korist lahko od teh pravil pričakujejo podjetja?
A growing number of European companies are adopting diversity and equality strategies not only for ethical and legal reasons but also for the business benefits they are expected to deliver.
Vedno več evropskih podjetij se odloča za strategijo raznolikosti in enakopravnosti zaradi pričakovanih poslovnih koristi in ne le zaradi etičnih in pravnih razlogov.
Among the most important of these benefits are enhanced employee recruitment and retention from a wider pool of high quality workers, improved corporate image and reputation, greater innovation and enhanced marketing opportunities.
Med temi koristmi so najpomembnejše zaposlovanje in ohranitev zaposlenih iz širšega izbora visokokakovostnih delavcev, boljši sloves in ugled podjetja, več inovativnosti in boljše priložnosti za trženje.
Renaldas Vaisbrodas, President of the European Youth Forum (www.youthforum.org)
Renaldas Vaisbrodas, predsednik Evropskega mladinskega foruma (www.youthforum.org)
“Young people must be at the core of the development of cohesive, yet diverse civil societies that are based on respect for human rights and democratic principles.
“Mladi morajo tvoriti jedro razvoja povezanih, a raznolikih civilnih združenj, ki temeljijo na spoštovanju človekovih pravic in demokratičnih načelih.
Youth organisations play a key role in this objective, by promoting those values and offering young people a space for active participation and engaged citizenship.
Mladinske organizacije imajo v doseganju tega cilja ključno vlogo, in sicer da širijo te vrednote in ponujajo mladim prostor za dejavno udejstvovanje in izražanje državljanske zavesti.
We recognise that not all young people have equal opportunities to participate and that many suffer from discrimination.
Spoznavamo, da vsi mladi nimajo enakih možnosti za sodelovanje in da so mnogi žrtve diskriminacije.
The European Youth Forum and its member organisations are committed to work for equal opportunities for all and against all types of discrimination.
Evropski mladinski forum se s svojimi članskimi organizacijami zavzema za enake možnosti za vse in proti vsem oblikam diskriminacije.
This can only be done through partnership and cooperation with the European and international institutions while organising non-formal education programmes, employment initiatives aimed at securing decent jobs for all young people, and human rights education.”
To je mogoče le s partnerstvom in sodelovanjem evropskih in mednarodnih ustanov na področjih organizacije neformalnih izobraževalnih programov, pobud za zaposlitev s ciljem zagotoviti mladim primerna delovna mesta in izobraževanja o človekovih pravicah.”
Are there exceptions to the general prohibition of discrimination?
Ali pozna splošna prepoved diskriminacije izjeme?
Josep Borrell Fontelles, MEP, President of the European Parliament (www.europarl.eu.int)
Josep Borrell Fontelles, predsednik Evropskegaparlamenta (www.europarl.eu.int)
The legislation allows limited exceptions to the principle of equal treatment, for example to preserve the ethos of religiousbased organisations, or to allow measures to promote the integration of older or younger workers into the labour market.
Zakonodaja dovoljuje omejeno število izjem od načela enakovredne obravnave, na primer kadar bi s tem ohranili običaje verskih organizacij ali ko dovoljuje ukrepe za promocijo vključevanja starejših ali mlajših delavcev na trg dela.
There may also be a need for the job holder to have a particular profile, e. g. it would not be unreasonable to hire a black actor to play Nelson Mandela.
Včasih se od kandidata za delo zahteva poseben profil. Tako na primer ne bi bilo nerazumno zahtevati, naj Nelsona Mandelo igra temnopolti igralec.
Such exceptions are however, strictly limited.
Takšne izjeme so sicer strogo omejene.
How can people who have been discriminated against make a complaint?
Kako se lahko žrtve diskriminacije pritožijo?
“Respect for diversity is fundamental for the European Union.
“Spoštovanje raznolikosti je eden temeljev Evropske unije.
Nevertheless, Europe is not immune to intolerance and discrimination.
Kljub temu pa Evropa ni imuna za nestrpnost in diskriminacijo.
The European institutions condemn any kind of discrimination and work together to prevent discrimination within the framework, according to article 13 of the Treaty of the European Community and the Charter of Fundamental Rights.
Evropske ustanove obtožujejo vse vrste diskriminacije in sodelujejo v boju za preprečevanje diskriminacije po 13. členu Pogodbe o Evropski skupnosti in Listini o temeljnih pravicah.
The European Parliament, as the institution representing all the citizens of the Union, is strongly committed to the fight against discrimination and racism.
Evropski parlament, ustanova, ki zastopa vse prebivalce Unije, se odločno zavzema za boj proti diskriminaciji in rasizmu.
It will continue to demand the existence of appropriate legislation at a European level against racism and xenophobia.”
Še naprej bomo zahtevali obstoj ustrezne zakonodaje proti rasizmu in ksenofobiji na evropski ravni.”
Under the rules in civil and administrative cases, the burden of proving discrimination is shared between the person who has experienced discrimination and the alleged discriminator.
Pravila zagotavljajo tudi delitev bremena dokazovanja med žrtvijo in domnevnim povzročiteljem diskriminacije v civilnih in upravnih postopkih.
This will make it easier for people who have been discriminated against to prove it.
To bo omogočilo ljudem, ki so prizadeti zaradi diskriminacije, da jo bodo laže dokazali.
What help is available to people who have been discriminated against?
Kakšna pomoč je na voljo žrtvam diskriminacije?
The EU legislation on racial discrimination requires Member States to designate bodies for the promotion of equal treatment which will provide independent assistance to the victims of discrimination, conduct surveys and studies and publish independent reports and recommendations.
Zakonodaja EU o rasni diskriminaciji od držav članic zahteva, da ustanovijo organizacije za promocijo enakovredne obravnave, ki bodo žrtvam diskriminacije zagotovile neodvisno pomoč, izvajale raziskave in študije ter objavljale neodvisna poročila in priporočila.