It is our mission to promote and protect the employment rights of the seafarers we work with. As we are compliant with the MLC code 2006, we have implemented the following guidelines and procedures:
We interview each candidate who registers with our agency with the same care and attention, regardless of their age, gender or nationality.
We keep candidate personal data confidential and we will send their CV to a third party only with their permission.
We ensure that no blacklists or other mechanisms are used to prevent candidates from gaining employment for which they are qualified.
We ensure that no remuneration or other form of advantage from declared or potential candidates is exchanged. As per MLC 2006 convention, seafarers have access to a system for finding employment on board ships without charge to the seafarer.
The candidate is expected to fund their own qualifications to deem them employable; the basic mandatory qualifications are STCW10, Medial Certificate like an ENG1 or equivalent, Seafarer's discharge book, and a Passport or similar personal travel documents. Other positions at a higher rank require further qualifications – feel free to send us an email to request more information on this. However, vessels to which MLC applies, must cover any visa-related costs associated with the seafarer.
We do not place any candidate on a yacht who are under 18 years old.
We will ensure that seafarers recruited or placed are qualified for the job concerned and undertake confidential reference checks to provide assurance.
We will maintain an up-to-date register of all seafarers recruited or placed through us.
We will ensure that the clients seafarers’ employment agreements (SEA’s) are in accordance with flag state laws and regulations, as is any Collective Bargaining Agreement (CBA) that forms part of the employment agreement
Inform seafarers of their rights and duties under their employment agreements prior to engagement.
Examine and respond to any complaint concerning our activities and advise the competent authority (Flag State) of any unresolved complaint.
Make sure, as far as reasonably practicable, that the owner/management company/Captain has the means to protect seafarers from being stranded in a foreign port.
We have an insurance policy in place to ensure that any failure on the part of the RPS to meet the obligations of the SEA will be duly compensated.
We protect the confidentiality of seafarers’ personal data
We maintain up-to-date lists of the vessels for which we provide seafarers.
All complaints that are received are treated with care and diligence.
If the complaint is regarding a breach of the seafarer’s contract whilst they are signed on to a vessel, we ask the crew member to follow the onboard complaints procedure.
Candidates can also contact the following competent authorities at any stage:
The Management Company of the vessel; the DPA or person responsible for crew welfare ashore
The MCA (email@example.com)
A Competent Authority of the respective Flag State
Their respective Seafarers Union
If the complaint is regarding the activities of Saltwater Recruitment and its employees, we follow these procedures:
First their recruitment agent is asked to be contacted and will attempt to resolve the complaint quickly and effectively.
If the complaint is not resolved efficiently, the complaint will then be escalated to management at Saltwater Recruitment.
If the seafarer does not feel that the complaint was resolved appropriately by Saltwater recruitment management, the seafarer may refer the matter to a Competent Authority.
All complaints and associated decisions should be recorded using the Complaints Reporting Form.
We endeavor to resolve complaints within 14 days.