论劳务派遣下船员工资的船舶优先权

船员外派已经成为当今航运界的一个普遍做法，而这种情况下外派船员工资请求权的优先权问题在我国的理论界还存在着争议。本文通过对我国《海商法》有关规定的理解分析，得出船员工资优先权的请求基础；结合新颁布实施的《劳动合同法》，分析了船员外派情况下外派船员、劳务公司、船东三方之间的法律关系。从而在此基础上得出在船员外派情况下外派船员可以依据劳动关系向船方主张工资等报酬的支付，并主张优先权的担保。     

《劳动合同法》与外派船员权益保护

结合《劳动合同法》的相关规定,对我国船员外派相关主体的法律关系及外派船员权益保护中涉及的证件保管、离船期间的工资发放及解除合同的经济补偿等问题进行探讨。     

我国电子提单法律地位研究

本文对《民法典》《电子签名法》和《海商法》进行考察来探析我国现有法律下电子提单的法律地位,借鉴UNCITRAL《ETR示范法》对中国《海商法》修改中关于明确电子提单法律地位的问题提出建议。     

论我国《海商法》下船舶优先权的项目设置

船舶优先权作为一项古老的海商法法律制度,一直吸引着众多学者探索研究。本文提出对《海商法》下船舶优先权的项目设置需严格控制,只须设定船员工资、救助报酬项目,对特殊群体进行保护即可。这样规定对我国航运业的发展有一定促进作用。     

《船员条例》与相邻文件中船员责任主体的法律冲突

《船员条例》（以下简称《条例》）是我国第一部专门保护船员合法权益、规范船员行为的行政法规，为更好地贯彻实施，本文对《船员条例》和相邻文件中船员责任主体的法律冲突进行分析、归纳，并提出相应对策。     

论我国船员劳务外派法律制度的完善与规范

船员劳务外派是指船员在有关单位的组织下，在外籍船舶上提供操纵控制和管理船舶等项劳务，完成海上运输过程的活动。为完成该项生产活动而订立的合同即船员劳务外派合同。现阶段，我国还没有制定专门的船员法，相关的法律规范还不完善。     

基于商事和海事行政视角下的船长法律地位分析

船员作为一种特殊的职业,我国《海商法》《船员条例》等法律法规对其法律地位、职责、资格和履职等方面进行了规定。船长,作为船上最高指挥者,主管船上一切事务,具有特殊的法律地位。在长期实践中,对船长法律地位和职能存在诸多不同认识,文中从商事和海事行政视角下,结合航运发展和海事管理实际,对船长法律地位进行分析,以期厘清船长在不同情形下的法律地位,更好地助力航运发展和促进经济贸易。     

《海商法》修改应设立港口货物作业合同法律制度

《中华人民共和国海商法》(简称《海商法》)实施20年以来,对保障和促进航运业和海上贸易经济发展发挥了重要作用。当前,经过航运与海事司法实践的检验,《海商法》无法适应和满足国际国内航运经济政策、国内外相关立法和航运贸易实践的重大变化而亟须修改,已成为学界甚至业界的共识。2013年,在《海商法》实施20年之际,交通运输部设立了"我国《海商法》修改之研究"的科研项目。6年过去了,《海商法》修订工作进展如何?《海商法》修改的研究将涉及哪些方面。未来,新法将怎样推动我国港口业发展?本刊带着这些疑问采访了中国港口协会法律与商务专业委员会多位参与《海商法》修改工作的专家和部分港口企业。     

高职航海技术专业的海商法教学内容选取

为保障船员权益和提高船员综合素质,从海商法的特点及船员教育的现状分析入手,指出船员发展面临的挑战、船员教育招生情况不容乐观、船员权益保障水平和综合素质仍有待提高等不足,针对高职院校航海技术专业学生的特点,提出《海商法》课程教学内容选取的建议:强调海商法课程在航海技术专业教育上的重要性;教学内容选取应有别于法学专业,简单够用即可;增加基础法律知识的学习,贴近生活;选取与航海技术专业相关的内容教学,侧重实用性。     

中华人民共和国海事局关于开展船员服务海员外派专项监督检查的通知

各直属海事局，烟台、连云港、宁波、厦门、湛江、汕头海事局：近期我局收到反映利用《海员证》、《海员出境证明》（以下简称“出境证明”）“垄断”船员外派、向船员收取高额服务费等扰乱船员派遣市场秩序、严重损害船员利益的情况。为了更好地维护船员市场秩序，规范船员服务、海员外派管理，根据船员服务、海员外派以及船员出入境证件管理的有关规定，决定开展船员服务和海员外派监督检查工作。现将有关事项通知如下：     

论海员劳动合同

海员职业的特殊性使海员劳动合同有别于一般劳动合同,《中华人民共和国劳动合同法》、《中华人民共和国船员条例》的相继颁布施行,对海员劳动合同都有较大影响。文中分析了我国海员劳动合同的现状,提出了海员合同的未来发展趋势。     

国际船员劳务市场及中国船员劳务外派

通过对国际船员劳务市场、船员资源结构、船员工资标准、船员合同期限等要素的分析,可以看出开发中国远洋船员劳务外派产业的机遇与挑战并存。呼吁中国政府和从业机构及时把握机遇,减少制约船员劳务外派产业发展的政策瓶颈,进一步加大船员外派的开放力度,加大国有企业的改革力度,引入更多的境外船东和船舶管理公司,提高中国船员劳务外派在国际市场中的比重。     

Participation in the global labour market: experience and responses of chinese seafarers

Regarding their participation in the global labour market, this paper draws attention to the complexity of Chinese seafarer composition and experience. How do they approach the opportunities available? What is the linkage between working for the national fleet and working onboard foreign vessels? Which factors influence their participation? The above issues are addressed by a questionnaire survey conducted in the Port of Hong Kong in 2002/2003. There are many findings from this survey. First, differing from the sole employment pattern of state-owned enterprise (SOE) in the past, a new group, called non-state-owned (NSO) seafarers, is emerging with the target of international recruitment. Second, Chinese seafarers driven by both supply and demand factors desire to engage fully in the global labour market. Third, Chinese seafarers are embarrassed and confused by income inequality both internationally and nationally, which is partly related to the mismanagement in its recruitment. Fourth, a lack of multi-national environments also constrains them from English improvement and professional development.     

‘Get yourself a proper job girlie!’: recruitment,retention and women seafarers* [1]

This paper considers the issue of women's employment at sea in view of the current and predicted labour shortage in the industry. It reports on an International Labour Organization (ILO) commissioned study which aimed to explore employment policies and practices regarding women seafarers and the experiences of women seafarers themselves. The data suggested that those employers who had experience employing women seafarers were generally very positive about their skills and abilities. Women seafarers themselves were dedicated and committed to a sea-going career. The paper concludes that women seafarers are an under-recognized resource and, if utilized, could fill labour shortages in the industry, both in sea-going positions and in marine positions ashore that require sea-going experience. A series of recommendations are outlined in order to promote the recruitment and retention of women at sea.     

'Get yourself a proper job girlie!': recruitment, retention and women seafarers* [1]

This paper considers the issue of women's employment at sea in view of the current and predicted labour shortage in the industry. It reports on an International Labour Organization (ILO) commissioned study which aimed to explore employment policies and practices regarding women seafarers and the experiences of women seafarers themselves. The data suggested that those employers who had experience employing women seafarers were generally very positive about their skills and abilities. Women seafarers themselves were dedicated and committed to a sea-going career. The paper concludes that women seafarers are an under-recognized resource and, if utilized, could fill labour shortages in the industry, both in sea-going positions and in marine positions ashore that require sea-going experience. A series of recommendations are outlined in order to promote the recruitment and retention of women at sea.     

Transformations and continuities of issues related to Chinese participation in the global seafarers’ labour market

Since the 1990s, Chinese seafarers have become a force to be reckoned with in the global seafarer labour market, particularly against the backdrop of the manning crisis. Compared with other groups of seafarers dominating the market such as the Filipinos and the Indians, they are commonly associated with perceptions of low cost, poor English skills, different safety/work culture, problems with the International Transport Workers’ Federation, etc. This article identifies transformations and continuities of problems related to Chinese seafarers in the global market in the last two decades or so by reviewing relevant Lloyd’s List reports as well as official documents and previous research. The review shows that Chinese authorities have been taking various initiatives to take advantage of the manning crisis and to expand and promote seafarer education, supply and export, which in general serve to make seafarers better educated and improve their communication skills. Although such initiatives have helped increase seafaring labour export, the success is nevertheless limited by tight government control on recruitment, which makes some foreign managers reluctant to employ Chinese seafarers.     

船舶污染的刑事责任

近几年来,已经有多起船舶污染案件,船员被遭受污染的沿岸国提起刑事诉讼,并且被追究了刑事责任。国际上各有关利益方也正在为船舶污染所涉及的刑事方面的问题争论不休,而这些问题,在中国也同样存在。文中基于中国现行法律的有关规定,对于中国法下船舶污染刑事责任的有关问题进行了分析。     

Accessing the global seafaring labour market

As a global labour market exists for international shipping, a challenging issue facing this industry is to get access to reliable, accurate and timely information of seafarers’ demand and supply. Related to the deregulation environment and great variety in the availability and quality of relevant information, an enquiry into the global seafaring labour market is more complex than a national labour force survey. To cope with the challenge, a novel approach has been developed by the Seafarers International Research Centre (SIRC) at Cardiff University. Viewing capital (ship), labour (seafarers) and services (cargo or passengers) as interconnected and interwoven to each other, it collects and analyses crew lists from main ports world-wide, resulting in the creation of the first global seafarers database. The purpose of this paper is explain its methodological principles, and to illustrate its application potential. Taking the cruise sector as an example, research findings and methodological implications are highlighted.     

水产品船船员、鲜销船船员管理历史沿革及现状

文中对水产品船船员、鲜销船船员的历史沿革进行了详细的分析与研究,并对当前这部分船员的管理现状和新政策进行了分析阐述,可为我国船员管理提供有益的参考和借鉴。     

内河LNG动力船舶船员培训探讨

文中通过分析国外LNG船舶船员培训的现状和当前内河LNG动力船舶常用知识和技能,结合笔者跟船的的实际操作体会,对内河LNG动力船舶船员培训相关内容进行初步探讨。