natgillin/translations-raw huggingface dataset:
Since the EC Treaty was signed in Rome in 1957, the European Union has adopted 13 Directives in the field of gender equality.
Od podpisa Pogodbe ES v Rimu leta 1957 je Evropska unija na področju enakosti spolov sprejela 13 direktiv.
These cover the right to equal treatment for men and women in areas of work, pay and social security and for access to goods and services.
Te obravnavajo pravico do enakega obravnavanja moških in žensk na področjih dela, plačila in socialne varnosti ter na področju dostopa do blaga in storitev.
They provide special protection to pregnant women and those who have recently given birth, and attempt to establish common standards for women who are selfemployed and helping spouses.
Določajo posebno varstvo za nosečnice in ženske, ki so pred kratkim rodile, ter poskušajo vzpostaviti skupne standarde za ženske, ki so samozaposlene in pomagajo zakoncem.
Equal treatment at work
Enako obravnavanje na delovnem mestu
The notion of ‘equal pay’ includes social security benefits linked to occupational schemes.
Pojem „enakega plačila“ vključuje prejemke socialnega varstva, povezane s poklicnimi sistemi socialne varnosti.
The right to equal access and payment of these benefits has been addressed by Directive 86/378/EC – amended by 96/97/EC.
Pravica do enakega dostopa do teh prejemkov in njihovega plačila je bila obravnavana z Direktivo 86/378/EGS – spremenjeno z Direktivo 96/97/ES.
The EC Treaty also provided the basis for legislation on equal treatment of men and women in employment and occupation.
Pogodba ES je zagotovila tudi podlago za zakonodajo o enakem obravnavanju moških in žensk pri zaposlovanju in poklicnem delu.
This was taken up by Directive 76/207/EEC (amended in 2002), which implemented the principle of equal treatment regarding working conditions and access to employment, self-employment and vocational training.
To je uredila Direktiva 76/207/EGS (spremenjena leta 2002), ki je uresničila načelo enakega obravnavanja glede delovnih razmer in dostopa do zaposlitve, samozaposlitve ter poklicnega usposabljanja.
A new Directive has been adopted in 2006 to consolidate and simplify all of these Directives.
Leta 2006 je bila sprejeta nova direktiva zaradi združitve in poenostavitve vseh navedenih direktiv.
This new Directive will enter into force on 15 August 2009.
Ta nova direktiva bo začela veljati 15. avgusta 2009.
From that date on, Directives 75/117/EEC, 76/207/EEC, 86/378/EEC and 97/80/EC will be repealed.
Po tem datumu bodo preklicane direktive 75/117/EGS, 76/207/EGS, 86/378/EGS in 97/80/ES.
ECLAWDEFINE ANDHARASSMENT?
KAKO ZAKONODAJA ES OPREDELJUJE DISKRIMINACIJOIN NADLEGOVANJE?
EC gender equality law distinguishes between direct and indirect discrimination, harassment and sexual harassment.
Neposredna diskriminacija Kadar se ena oseba na podlagi spola obravnava manj ugodno, kakor se obravnava, se je obravnavala ali bi se obravnavala druga oseba v primerljivi situaciji.
Direct discrimination Where one person is treated less favourably, on grounds of sex, than another is, has been or would be treated in a comparable situation.
Če se ženski odreče zaposlitev, ker je noseča, gre za primer neposredne diskriminacije.
If a woman is denied employment because of her pregnancy, this is a case of direct discrimination.
Posredna diskriminacija Kadar bi navidezno nevtralna določba, merilo ali praksa postavila osebe enega spola v posebej neugoden položaj v primerjavi z osebami druga spola, razen če je ta določba, merilo ali praksa objektivno utemeljena z upravičenim ciljem in so sredstva za dosego tega cilja ustrezna in potrebna.
Harassment Where unwanted conduct related to the sex of a person occurs with the purpose or effect of violating the dignity of a person and creating an intimidating, hostile, degrading, humiliating or offensive environment.
Spolno nadlegovanje Kadar se pojavi kakršna koli oblika neželenega verbalnega, neverbalnega ali zičnega vedenja spolne narave z namenom ali ciljem prizadeti dostojanstvo osebe, zlasti kadar gre za ustvarjanje zastraševalnega, sovražnega, ponižujočega, sramotilnega ali žaljivega okolja.
For example, repeated comments of a derogatory or contemptuous nature about a person’s sex.
Na primer neprijetni predlogi ali zahteve spolne narave s strani nadrejenih ali sodelavcev.
Directive 75/177/EEC on equal pay for men and women.
Direktiva 75/117/EGS o enakem plačilu za moške in ženske
The EC Treaty sets out the right to equal pay for men and women, and allows for legislation to prohibit discrimination in work or occupation, or in access to goods and services.
Pogodba ES določa pravico do enakega plačila moških in žensk ter omogoča zakonodajo, ki prepoveduje diskriminacijo pri delu ali poklicu oziroma dostopu do blaga in storitev.
Directive 2004/113/EC on access to and supply of goods and services.
Direktiva 2004/113/ES o dostopu do blaga in storitev ter oskrbe z njimi
Directive 92/85/EEC on health and safety at work for pregnant women and those who have recently given birth or who are breastfeeding.
Direktiva 92/85/EGS o varnosti in zdravju pri delu nosečih delavk in delavk, ki so pred kratkim rodile ali dojijo
Directive 2006/54 EC on the principle of equal opportunities and equal treatment in matters of employment and occupation (recast).
Direktiva 2006/54 ES o načelu enakih možnosti ter enakega obravnavanja pri zaposlovanju in poklicnem delu (prenovljena)
IN
V R O P S KI
Workers who are pregnant, who have recently given birth or who are breastfeeding, receive special protection under Directive 92/85/EEC, which also addresses maternity leave and discrimination in the workplace.
Delavke, ki so noseče, so pred kratkim rodile ali dojijo, so deležne posebnega varstva v skladu z Direktivo 92/85/EGS, ki obravnava tudi porodniški dopust in diskriminacijo na delovnem mestu.
Further protection against discrimination on grounds of pregnancy is provided by the legislation on equal treatment in employment and occupation.
Nadaljnja zaščita pred diskriminacijo zaradi nosečnosti je zagotovljena z zakonodajo o enakem obravnavanju pri zaposlovanju in poklicnem delu.
Directive 96/34/EC extended the rights of parents by setting out minimum requirements on parental leave for male and female workers, and on related employment protection.
Direktiva 96/34/ES je razširila pravice staršev z določitvijo minimalnih zahtev glede starševskega dopusta za delavce in delavke ter s tem povezane zaščite zaposlitve.
The Directive aims to help working parents reconcile work and family life and to promote equal opportunities and treatment between men and women.
Namen direktive je pomagati zaposlenim staršem, da uskladijo poklicno in družinsko življenje, ter spodbujati enake možnosti in obravnavanje moških in žensk.
Directive 79/7/EEC required EU Member States to prohibit direct and indirect discrimination based on sex in their statutory social security schemes.
Direktiva 79/7/EGS je od držav članic EU zahtevala, da v svojih zakonsko določenih sistemih socialne varnosti prepovejo neposredno in posredno diskriminacijo na podlagi spola.
This applies to schemes for the working population, as well as state pensions for the elderly and sickness insurance for workers.
To velja za sisteme za aktivno delovno prebivalstvo, pa tudi za državne pokojnine za starejše osebe in zdravstveno zavarovanje delavcev.
SELF-EMPLOYEDPEOPLE ANDTHEIRSPOUSES
SAMOZAPOSLENI IN ZAKONCI
Directive 86/613/EC applies to people who are selfemployed and to spouses who assist them with their work, without being employees or partners.
Direktiva 86/613/EGS se uporablja za samozaposlene in zakonce, ki jim pomagajo pri delu, ne da bi bili zaposleni ali partnerji.
The Directive covers a wide range of issues in this area, from the establishment of a business to the participation of assisting spouses in a social security scheme.
Direktiva obravnava široko paleto zadev na tem področju, od ustanovitve podjetja do udeležbe zakoncev, ki pomagajo, v sistemu socialne varnosti.
This Directive complements the separate legislation on equal treatment in employment and occupation, occupational social security and statutory social security.
Direktiva dopolnjuje ločeno zakonodajo o enakem obravnavanju pri zaposlovanju in poklicnem delu, poklicnih sistemih socialne varnosti in zakonsko določenih sistemih socialne varnosti.
SERVICES
DOSTOP DO BLAGA IN STORITEV
Discrimination or unequal treatment is not only an issue in the world of work, but also in many spheres of daily life such as provision of goods or access to services.
Vprašanje diskriminacije ali neenakega obravnavanja se ne pojavlja samo v svetu dela, temveč tudi na mnogih drugih področjih vsakodnevnega življenja, kot je oskrba z blagom ali dostop do storitev.
Article 13 (1) of the EC Treaty allowes for the possibility of EU legislation against discrimination on grounds of gender outside the field of employment.
Člen 13(1) Pogodbe ES dopušča možnost zakonodaje EU proti diskriminaciji na podlagi spola zunaj področja zaposlovanja.
This was taken up in December 2004 by Directive 2004/113/EC, which applies to access to goods and services available to the public that are offered outside the area of private and family life.
To je bilo decembra 2004 vključeno v Direktivo 2004/113/ES, ki obravnava dostop do blaga in storitev, ki so na voljo javnosti in ponujeni zunaj področja zasebnega in družinskega življenja.
It applies to vital everyday services such as housing, banking and insurance.
Direktiva se uporablja za nujno potrebne vsakodnevne storitve, kot so nastanitvene, bančne in zavarovalniške storitve.
Member States are required to apply this Directive in their national legislation by December 2007.
Države članice morajo to direktivo uveljaviti v svoji nacionalni zakonodaji do decembra 2007.
Women in the European Union earn on average 15% less than men for equivalent work, despite having better academic qualifications.
Ženske v Evropski uniji za enako delo v povprečju zaslužijo 15 % manj kot moški, čeprav imajo boljše strokovne kvali ka-cije. (Vir: Eurostat)
In 2006, the employment rate for persons aged 15 to 64 in the 27 current EU Member States was 57.2% for women and 71.6% for men.
Leta 2006 je znašala v sedanjih 27 državah članicah EU stopnja zaposlenosti oseb, starih od 15 do 64 let, za ženske 57,2 %, za moške pa 71,6 %. (Vir: Eurostat)
8 although 75% of men were aware of their right to parental
Po anketi Eurobarometra, objavljeni leta 2004, je bilo 75 % moških seznanjeno s svojo pravico do starševskega dopusta, vendar jih 84 % te pravice ni izkoristilo, niti niso razmišljali, da bi to storili v prihodnosti.
For further information A European Commission Unit is dedicated to dealing with legal issues related to the equality of men and women.
Dodatne informacije Obstaja enota Evropske komisije, ki se ukvarja s pravnimi vprašanji, povezanimi z enakostjo moških in žensk.
The Unit monitors the transposition of Community Directives in the field of equal opportunities and nondiscrimination into national legislation and the application of these laws in practice.
Ta enota spremlja prenos direktiv Skupnosti na področju enakih možnosti in nediskriminacije v nacionalno zakonodajo ter uporabo teh zakonov v praksi.
It manages the ‘infringement procedures’ in case Member States do not meet their obligations and initiates new legislative proposals if necessary.
Ukvarja se s „postopki v primeru kršitve“, če države članice ne izpolnjujejo svojih obveznosti, in po potrebi uvaja nove zakonodajne predloge.
Contact European Commission Directorate General for Employment, Social Affairs and Equal Opportunities Unit G.2: Equality, Action against Discrimination: Legal Questions B-1049 Brussels
Kontakt Evropska komisija Generalni direktorat za zaposlovanje, socialne zadeve in enake možnosti Enota G.2: enakost, ukrepi proti diskriminaciji, pravna vprašanja B-1049 Bruselj
“You will hear from us...”
„Oglasili se vam bomo ...“
What you should know when applyingfor a job in another EEA country
Kaj morate vedeti, ko se prijavljate na delovno mesto v drugi državi EGP?
“You will hear from us...” what you should know when applying for a job in another eea country
Kaj morate vedeti, ko se prijavljate na delovno mesto v drugi državi EGP?
European Commission Directorate-General for Employment, Social Affairs and Equal Opportunities Unit D.3Manuscript completed in February 2009
Evropska komisija Generalni direktorat za zaposlovanje, socialne zadeve in enake možnosti Enota D.3.Rokopis je bil dokončan februarja 2009.
The contents of this publication has been provided by the Public Employment Services in the EEA Member States.
Vsebino te publikacije so zagotovili javni zavodi za zaposlovanje v državah članicah EGP.
Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the use that may be made of the information contained in this publication.
Za uporabo ali reprodukcijo fotograj, za katere Evropski skupnosti nimata avtorskih pravic, je treba za dovoljenje zaprositi neposredno imetnika ali imetnike avtorskih pravic.
Luxembourg: Oce for Ocial Publications of the European Communities, 2009
Luxembourg: Urad za uradne publikacije Evropskih skupnosti, 2009
Foreword by Dixie Dansercoer, Belgian explorer and athlete
Dixie Dansercoer, belgijski raziskovalec in športnik
In our frantic modern world, everyone seems to hyperactively attempt to do more in less time.
V našem hitrem sodobnem svetu se zdi, da so vsi hiperaktivni in poskušajo doseči več v manj časa.
Quality is forced to give way to quan-nulltity; grace, style and thoughtfulness disappear with each hastily written email or text message.
Količina dobiva prednost pred kakovostjo, nullprijaznost, uglajenost in pozornost pa izginjajo z vsako v naglici napisano e-pošto ali besedilnim sporočilom, poslanim po telefonu.
The sheer volume of the information thrown at us daily can be overwhelming.
Ogromna količina informacij, ki nas dnevno zasipajo, nas lahko povsem preplavi.
My intense and lengthy polar expeditions have shown me that nature does not follow this pattern.
Na zahtevnih in dolgih polarnih odpravah sem spoznal, da narava ne sledi temu vzorcu.
During the treks I was privileged to make in and around the North and South Pole regions, I was forced to slow down and humbly focus on those things which are truly important.
Popotovanja po severnem in južnem tečaju, ki sem jih imel čast doživeti, so me prisilila, da sem se malo ustavil in se ponižno osredotočil na stvari, ki so res pomembne.
It takes a free, strong spirit to be able to endure nature’s harsh conditions in the Arctic and the Antarctic, and I left each expedition a richer human being.
Človek mora imeti svoboden in močan duh, da vzdrži v težkih naravnih razmerah na Arktiki in Antarktiki, in z vsake odprave sem se vrnil bogatejši.
I now view things from a completely dierent perspective, and find myself longing for diversity when life becomes too monotonous: such is the result of any exposure to dierent cultural or geographical conditions, and it can be enormously rewarding.
Zdaj na stvari gledam čisto drugače, in ugotavljam, da hrepenim po raznolikosti, ko stvari postanejo preveč enolične: to prinese izpostavljanje različnim kulturnim in geografskim okoliščinam, kar je lahko nadvse prijetno.
As with any pursuit of passion, hard work is necessary to achieve the dream.
Vsakič, ko sledimo strastem, je trdo delo nujno, in enako velja, če želimo izpolniti svoje sanje.
It takes a good three to four years to prepare for a polar expedition, a process which involves an intricate network of collaborators from around the globe.
Priprave na polarno odpravo trajajo dobra tri, štiri leta, v njih pa sodeluje prepletena mreža sodelavcev z vsega sveta.
I imagine that looking for a job abroad, building up your contacts and making your dream a reality feels like a similarly mammoth project.
Mislim, da se lahko človeku iskanje dela v tujini, navezovanje stikov in uresničevanje sanj zdi enako velik projekt.
The successes that I have enjoyed on my many expeditions have never been achieved alone.
Uspehov, ki sem jih dosegel na številnih odpravah, nikoli nisem dosegel sam.
Besides my obvious expedition partner(s) and the technical support sta, we have often agreed to be accompanied by scientic and educational missions which add weight to our already
Večkrat smo se strinjali, da nas poleg očitnega spremljevalca (spremljevalcev) na odpravi in tehničnega podpornega osebja spremljajo znanstvene in izobraževalne naloge, ki so naše že tako težke sani še dodatno obremenile.
I urge you all to embrace the challenges you face, which can be exciting as well as daunting, and to consider how enriching and benecial living and working in another country and experiencing things from a dierent perspective can be.
Pozivam vas, da sprejmete izzive, s katerimi se spopadate in ki so lahko zanimivi, vendar tudi strašljivi. Razmislite, kako zelo vas lahko življenje in delo v drugi državi ter izkušanje stvari z drugega zornega kota obogatijo in vam tudi koristijo.
Dixie Dansercoer was born in 1962 in Nieuwpoort, a town on the Belgian coast, and is married with four children.
Dixie Dansercoer je bil rojen leta 1962 v Nieuwpoortu, belgijskem obmorskem kraju. Je poročen in ima štiri otroke.
In the mid-1980s Dixie travelled twice around the world in dierent directions.
Sredi osemdesetih let prejšnjega stoletja je dvakrat potoval okrog sveta v različnih smereh.
Since the end of the 1990s he has completed a 4000 km ski crossing of the Antarctic continent with Alain Hubert, and crossed the Arctic Ocean from Siberia to Greenland – over 1800 km in 106 days.
Od konca devetdesetih je z Alainom Hubertom na smučeh prepotoval 4 000 km dolgo pot čez Antarktiko in prečkal Arktični ocean od Sibirije do Grenlandije – več kot 1 800 km v 106 dneh.
He is experienced in long-distance and ultra-marathon running and has climbed Mont Blanc and Mount Everest.
Dixie je izkušen tekač na dolge proge in ultramaratonec ter je preplezal Mont Blanc in Mount Everest.
In 2008 he completed ‘In the wake of the Belgica’, a commemorative sailing expedition to the Antarctic peninsula, where he re-enacted the 20 landings made by Adrien de Gerlache 110 years previously.
V letu 2008 je izvedel spominsko jadralno odpravo „In the wake of the Belgica“ (Po sledeh Belgice), s katero je ponovil 20 pristankov, ki jih je Adrien de Gerlache naredil pred 110 leti.
In 2009 he set up a project concerning the ecological consequences of climate change called `Antarctic matters’.
V letu 2009 je pripravil projekt v zvezi z ekološkimi posledicami podnebnih sprememb z naslovom „Antarctic Matters“.
Dixie has published 13 books – some about his expeditions, as well as a book on how to run a business like an expedition, a motivational book co-authored by his wife, photo books and youth adventure books.
Dixie je objavil 13 knjig, od tega nekaj o svojih odpravah, knjigo o tem, kako podjetje voditi kot odpravo, motivacijsko knjigo, ki jo je napisal skupaj z ženo, ter knjige s fo-tograjami in mladinske pustolovske knjige.
Dixie Dansercoer is the ambassador for Unicef Belgium and has been awarded the title of High Ocer in the Order of the Crown by the Belgian King HM Albert II.
Dixie Dansercoer je ambasador Unicefa Belgija in je od belgijskega kralja, njegovega visočanstva Alberta II., prejel naziv visokega funkcionarja reda krone.
He was patron of the first Mont Blanc expedition led by one-legged female climber Kristien Smet, patron of the Umicore Solar Team in 2007 and a member of the EOS magazine (Scientic American) advisory committee.
Bil je pokrovitelj prve odprave na Mont Blanc, ki jo je vodila Kristien Smet, plezalka brez ene noge, pokrovitelj ekipe Umicore Solar Team v letu 2007 in član svetovalnega odbora revije EOS Magazine (Scientic American).
Dixie’s extensive experience of exploration has taught him above all that cooperation and flexible adaptation to a new environment are indispensable for survival.
Iz bogatih izkušenj, ki jih je dobil pri raziskovanju, se je naučil predvsem to, da sta sodelovanje in prilagajanje novemu okolju bistveni za preživetje.
Visit Dixie Dansercoer’s website at www.circles.cc.
Obiščite spletno stran Dixieja Dansercoerja na naslovu www.circles.cc
Nurturing Europe-wide mobility......................................................9
Spodbujanje mobilnosti po vsej Evropi...........................................9
Application procedures in the EEA .................................................11
Postopki prijave na delovno mesto v EGP .....................................11
Bulgaria ........................................................................................132. Belgique / België (Belgium) ..................................................203. Česká republika (Czech Republic) ......................................264. Danmark (Denmark) ................................................................345. Deutschland (Germany) .........................................................396. Eesti (Estonia).............................................................................457. Éire / Ireland ...............................................................................508.
Bulgaria (Bolgarija) ..................................................................132. België/Belgique/Belgien (Belgija) ......................................203. Česká republika (Češka republika) .....................................264. Danmark (Danska) ...................................................................345. Deutschland (Nemčija) ...........................................................396. Eesti (Estonija) ...........................................................................457. Éire/Ireland (Irska) ....................................................................508.
Elláda (Greece) ...........................................................................559. España (Spain) ...........................................................................5910. France ..........................................................................................6411. Ísland (Iceland) .........................................................................6812. Italia (Italy) .................................................................................7613. Kýpros / Kıbrıs (Cyprus) ........................................................8114. Latvija (Latvia) ..........................................................................8515. Liechtenstein ...........................................................................9016. Lietuva (Lithuania) ..................................................................9417. Luxembourg..............................................................................9918. Magyarország (Hungary) ...................................................10419. Malta .........................................................................................10920.
Elláda (Grčija) .............................................................................559.
Nederland (Netherlands) ...................................................11521.
Nederland (Nizozemska) ...................................................11521.