退職調査の英語

2004年の国内調査でも、60～64歳、65～69歳を適切な退職年齢と考える割合が、各年齢層とも50～60％に上っている（第3-2-2表）。例文帳に追加

Likewise, in the domestic survey for 2004, 50% to 60% of the respondents from each age group chose the appropriate retirement age to be either 60-64 or 65-69 (Table 3.2.2). - 経済産業省

60歳以上の男女を対象とした意識調査の国際比較では、我が国の高齢者は、欧米の高齢者よりも望ましいと考える退職年齢が高く、就業意識が高いとの結果がある。例文帳に追加

An international comparison of awareness surveys of both genders aged 60 or older reveals that the retirement age believed to be desirable by the elderly in Japan is higher than that in the U.S. and Europe and thus, the conclusion has been drawn that the older generation Japanese people are eager to work. - 経済産業省

４　任命権者は、第二項の通知を受けた場合において、第一項の調査の対象となっている職員に対する懲戒処分又は退職に係る処分を行おうとするときは、あらかじめ、審査会に協議しなければならない。ただし、次条第一項の規定により懲戒処分の勧告を受けたとき又は第三十一条の規定により通知を受けたときは、この限りでない。例文帳に追加

(4) If the appointer receives the notice in paragraph 2 and the appointer intends to take a disciplinary action or disposition pertaining to retirement against the official who is an object of the investigation set forth in paragraph 1, the appointer shall consult with the Board about the matter in advance; provided, however, that this shall not apply to the case where the appointer receives the recommendation of a disciplinary action pursuant to the provision of paragraph 1 of the following Article or receives a notice pursuant to the provision of Article 31.発音を聞く  - 日本法令外国語訳データベースシステム

また、厚生労働省「労働経済動向調査」により、実際に残業規制や配置転換、中途採用の削減・停止、希望退職者の募集、解雇等の何らかの雇用調整を実施した事業所の割合の推移を企業規模別にみると、2002年初頭からおおむね下降基調で推移している（第1-1-25図）。例文帳に追加

The Ministry of Health, Labour and Welfare's (MHLW) Survey on Labour Economy Trend similarly shows that the proportion of business establishments adjusting employment in one way or another (such as by limiting overtime, relocating personnel, cutting and suspending mid-career hiring, calling for voluntary retirement, and laying off workers) has generally been on the decline at enterprises of all sizes since the start of 2002 (Fig. 1-1-25). - 経済産業省

女性の新規就業者の割合は増加しており、企業に占める女性役員の数もわずかながら上昇している（第3-2-9表）ものの、2003年の女性雇用管理基本調査によると、女性管理職が少ない又は全くいない理由として、「必要な知識や経験、判断力等を有する女性がいない（48.4％）」、「勤続年数が短く、管理職になるまでに退職する（30.6％）」、「将来管理職に就く可能性のある女性はいるが、現在管理職に就くための勤続年数を満たしている者はいない（27.6％）」等が挙げられている。例文帳に追加

The ratio of women among newly recruited employees is increasing, as well as the number of female executive members at companies, although only slightly in the latter (Table 3.2.9). However, reasons raised for having only a few or no female management level employees in the Basic Survey on Employment Management of Working Women of 2003 includes, "lack of female employees with necessary knowledge, experience, decision making power, etc. (48.4%)," "the length (years) of service of women is short and they resign before reaching management level positions (30.6%)," and "there are female employees likely to assume a management level position in the future, but who currently do not have enough years of service to qualify them for such a position (27.6％)," among others. - 経済産業省