{"id":2884,"date":"2021-10-01T12:10:50","date_gmt":"2021-10-01T10:10:50","guid":{"rendered":"https:\/\/zellerseyfert.com\/?page_id=2884"},"modified":"2021-12-07T16:34:38","modified_gmt":"2021-12-07T15:34:38","slug":"crews","status":"publish","type":"page","link":"https:\/\/zellerseyfert.com\/en\/expertise\/international-business-law\/shipping-maritime-labor-law\/crews\/","title":{"rendered":"Crews"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"2884\" class=\"elementor elementor-2884\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-24034a4 mb-section-medium mb-margin-bottom-75 elementor-reverse-mobile elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"24034a4\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-7338073\" data-id=\"7338073\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-2ea1a29 elementor-widget elementor-widget-image\" data-id=\"2ea1a29\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/zellerseyfert.com\/wp-content\/uploads\/Bild-farbig_Crews.jpg\" class=\"attachment-full size-full wp-image-4476\" alt=\"\" srcset=\"https:\/\/zellerseyfert.com\/wp-content\/uploads\/Bild-farbig_Crews.jpg 1600w, https:\/\/zellerseyfert.com\/wp-content\/uploads\/Bild-farbig_Crews-300x169.jpg 300w, https:\/\/zellerseyfert.com\/wp-content\/uploads\/Bild-farbig_Crews-1024x576.jpg 1024w, https:\/\/zellerseyfert.com\/wp-content\/uploads\/Bild-farbig_Crews-768x432.jpg 768w, https:\/\/zellerseyfert.com\/wp-content\/uploads\/Bild-farbig_Crews-1536x864.jpg 1536w\" sizes=\"(max-width: 1600px) 100vw, 1600px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-29cc9f3 mb-links-none elementor-widget elementor-widget-text-editor\" data-id=\"29cc9f3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default elementor-inline-editing pen\" contenteditable=\"true\" data-elementor-setting-key=\"title\" data-pen-placeholder=\"Type Here...\">Maritime Labor Law Attorneys for Crewpersons and Employers of Crewmen\u200b<\/h2><p>The crew aboard a ship faces unique labor law issues compared to other occupations, due to the rather tumultuous weather, working, and living conditions. Not only do they face common cases such as the negotiation of fair employment contracts and termination agreements like any worker, but they also face situations involving their rights to accommodation and food, certified medical fitness for sea service, compensation for injury, and even possible death. The\u00a0<strong>Maritime Labor Act<\/strong>\u00a0(<em>Seearbeitsgesetz<\/em>) outlines several inalienable employment rights granted to crew members.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c979f2a mb-links-none elementor-widget elementor-widget-text-editor\" data-id=\"c979f2a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2>Crew Employment Contracts<\/h2><p>The minimum requirements for crew member employment are listed under Part 2 SeeArbG, which details the minimum age, medical fitness, qualifications, and placement of the employee. Valid employment contracts for crew members must follow certain guidelines and necessary policies under Part 3 SeeArbG. Included in such employment contracts should be:<\/p><ul><li>The essential contents of the engagement, \u00a728 subs. 2 sentences 1-13 SeeArbG<\/li><li>For the crew of fishing vessels, also the inclusion of \u00a7 28 subs. 3 sentences 1-3 SeeArbG<\/li><li>For crew likely to work abroad ashore or on a ship flying a foreign flag for more than one month, also the inclusion of \u00a7 28 subs. 4 sentences 1-4 SeeArbG<\/li><li>The entitlement to record of employment, at the latest on the day of termination of service, \u00a7 33 SeeArbG<\/li><li>The entitlement to travel expense reimbursement, \u00a7 31 SeeArbG<\/li><li>The specific duty of service (\u00a732 SeeArbG), with<\/li><li>The obligation to be onboard during off-duty hours unless permission to leave was granted (shore leave) in accordance with \u00a7 35 SeeArbG<\/li><li>The right to wage payments as agreed for the duration of the employment engagement, \u00a7 37 SeeArbG<\/li><li>The work hours at sea should not exceed 8 hours per day and should be arranged by the three-watch system, \u00a7 43-44 SeeArbG<\/li><li>The permission of rest breaks and hours of rest is sufficiently long to guarantee the safety and health of crew members, outlined in \u00a7 45 subs. 2 sentences 1-2 SeeArbG<\/li><li>The maximum hours of work shall not exceed 14 hours in any 24-hour period and 72 hours in any seven-day period, \u00a7 48 subs. 1 sentence 1 SeeArbG<\/li><li>The derogation of working time regulations arranged only through a collective bargaining agreement, \u00a7 49 SeeArbG<\/li><li>Maintain a table of shipboard working arrangements and record of work hours (\u00a7 55 SeeArbG) with its regulation in accordance to \u00a7\u00a7 2-7 See-ArbZNV.<\/li><li>Clear entitlements to leave (\u00a7 56 SeeArbG), the duration of leave (\u00a7 57 SeeArbG)<\/li><li>Standard notice periods as listed in \u00a7 66 SeeArbG, with extraordinary cases as described in \u00a7 67-69<\/li><li>The Entitlement to repatriation in specific cases (\u00a7 73 SeeArbG), to specific destinations (\u00a7 75 SeeArbG), through which form of implementation with costs borne to the shipowner (\u00a7 76 SeeArbG)<\/li><li>The establishment of protocol in regards to the death of a crew member, including arrangements for burial and the costs borne from the burial (\u00a7 79 SeeArbG)<\/li><li>The right to accommodation (\u00a7 93 SeeArbG) and food (\u00a7 97 SeeArbG)<\/li><li>The entitlement to medical care, with certain specific reservations (\u00a7 99-103 SeeArbG)<\/li><\/ul><p>Concerned employers of crewpersons and crew members themselves are invited to go over Part 2 and 3 of the Maritime Labor Act in full detail with our competent employment law attorneys.<\/p><h2>Termination of crew members<\/h2><ul><li>\u00a7 65-72 of the SeeArbG goes over the terms for terminations and notice periods.<\/li><\/ul><p>As crew members work in a \u201cmoving workplace\u201d and cannot simply leave on their own at the end of their termination, the crew are entitled to repatriation, in accordance with \u00a7 73 SeeArbG:<\/p><ul><li>in the event of illness or injury in accordance with \u00a7 105,<\/li><li>when the engagement is terminated; in the event of ordinary notice after the expiry of the notice period under \u00a7 66,<\/li><li>in the event of the shipowner no longer fulfilling his\/her legal or contractual obligations as an employer due to insolvency, sale of the ship, change of ship\u2019s registration or any other similar reason,<\/li><li>if the ship is to sail in an area in which particular dangers are imminent because of armed conflicts, and to which the crew member does not want to sail, or if the ship does not leave such an area without delay,<\/li><li>when the shipowner abandons the crew member (\u00a7 76a subs. 1 sentence 3).<\/li><\/ul><p>The crew member holds the choice of destination of repatriation (\u00a7 75 SeeArbG) and the shipowner shall make arrangements and bear the costs (\u00a7 76 SeeArbG).<\/p><h2>Working and living onboard<\/h2><p>As the ship is both a crew person\u2019s place of work and living, there are special protections established for fair hours and living conditions provided by their employers. The accommodations, recreational facilities, and food and catering standards for crew persons are regulated in accordance to \u00a7\u00a7 93-98 SeeArbG.<\/p><p>Moreover, detailed rules and specificities of accommodations and recreational facilities are regulated in accordance to the Ordinance on Accommodation and Recreational Facilities for Crew Members on Board of Merchant Vessels (<em>Verordnung \u00fcber die Unterk\u00fcnfte und Freizeiteinrichtungen der Besatzungsmitglieder an Bord von Kauffahrteischiffen<\/em>, SeeUnterkunftsV). This ordinance applied to ships flying the German flag and at least 24 m in length.<\/p><h2>Labor law for inland waterway shipping<\/h2><p>While maritime transport largely contributes to the economic resilience of Germany and the designation of Europe\u2019s logistics hub, the many inland waterways that course through the country form a highly developed inland shipping system. The Inland Shipping Working Time Ordinance (<em>Binnenschifffahrts-Arbeitszeitverordnung<\/em>\u00a0\u2013 BinSchArbZV) applies to crew members on commercial inland navigating boats operating within the Federal Republic of Germany. Much like the Maritime Labor Act, the ordinance covers various work regulations for inland shipping crew, such as working hours, breaks and rest periods, seasonal work, and obligations to keep records of daily work\/rest times of employees.<\/p><h2>Seafarer safety and Maritime Labor Law changes in regards to the Coronavirus<\/h2><p>As with all infectious diseases, preventing the spread of coronavirus on board should be taken seriously for any ship. As the situation continues to change on a daily basis, it is important for updated regulations regarding quarantine and testing. Additional updates are issued periodically by\u00a0<a href=\"https:\/\/www.deutsche-flagge.de\/en\/coronavirus\" target=\"_blank\" rel=\"noopener\">Deutsche Flagge<\/a>\u00a0in this matter.<\/p><p>For crew people concerned about the validity of their seafarers\u2019 certificates, such documents issued by the German Maritime Administration and due to expire before July 1st, 2021 was automatically extended by 6 months.<\/p><p>The attorneys of\u00a0<strong>ZELLER &amp; SEYFERT<\/strong> will fight on your behalf when it comes to the Employment Law rights of the crew aboard German-flagged ships or crews aboard foreign-flagged ships in German waters \/ inland waterways.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Maritime Labor Law Attorneys for Crewpersons and Employers of Crewmen\u200b The crew aboard a ship faces unique labor law issues compared to other occupations, due to the rather tumultuous weather, working, and living conditions. Not only do they face common cases such as the negotiation of fair employment contracts and termination agreements like any worker, [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4807,"parent":2871,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"categories":[],"tags":[44],"class_list":["post-2884","page","type-page","status-publish","has-post-thumbnail","hentry","tag-expertise-template"],"acf":[],"_links":{"self":[{"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/pages\/2884","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/comments?post=2884"}],"version-history":[{"count":5,"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/pages\/2884\/revisions"}],"predecessor-version":[{"id":5948,"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/pages\/2884\/revisions\/5948"}],"up":[{"embeddable":true,"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/pages\/2871"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/media\/4807"}],"wp:attachment":[{"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/media?parent=2884"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/categories?post=2884"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/zellerseyfert.com\/en\/wp-json\/wp\/v2\/tags?post=2884"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}