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Over the past few decades, organizations have been challenged with unprecedented environmental turbulence some refer to it as VUCA (Volatile, Uncertain, Complex, and ambiguous). In response to these contextual changes and to ensure their survival, they were forced to review and change many of their management policies and practices, particularly those associated with the career management system. The latter had to be modernized, namely, to acquire functional and digital flexibility which led to a new structure of transforming the employees’ psychological contract to be relational and transactional. Accordingly, and in line with the emerging corporate paradigm, the organization is no longer the primary architect of the professional employee’s future but becomes an extension in fulfilling the employees’ aspirations. Notwithstanding, given the contemporary challenges facing organizations (e.g. well-being, promotion, talent retention, diversity, etc.), there is an urgent need to critically review current career management methods. It is not a matter of questioning the renewed model by presenting nostalgic arguments, but rather of opening up to a third wave within the career management area; a wave that must meet the demands of a new reality. This analytical paper reviews the history of the individual and organizational career management perspectives and intends to offer a future perspective by proposing the outlines for a multivocal model of organizational career management; the model is anchored in a psychological contract based on partnership, for which it enables transformation as a way to confront (or overcome) contemporary challenges in the labor market.

Keywords: Gestion individuelle, individual management, gestion organisationnelle, organizational management, carrière, career practice, paradigme néocorporatif, career, corporate paradigm, modèle multivoque, pratiques de carrière

After a century of attempts to establish a uniform system for maritime transportation liability, it is somewhat paradoxical that this matter now is sometimes governed by the Rules of the Hague, by the Rules of the Hague-Visby or by the Rules of Hamburg. The author demonstrates how intent to set up a unique international legal framework splintered into a multitude of legal systems that compete with one another for the maritime transportation liability, at the expense of goods owners. Each system continues to impose a ceiling on maritime transportation liability, yet most of them still grant maritime carriers with various exonerating circumstances.

The author examines the major recorded oil spills into international and nationalseas, some of them occurring in Canada, caused by supertankers: the TorreyCanyon, the Arrow, the Amoco Cadiz, the Gino, the Aegean Captain and theAtlantic Express, the Odyssey, the Exxon Valdez, the Braer, the Maersk Navigator,the Erika, the Prestige and the Ixtoc 1 (oil well).But, there are a lot more accidents, since those black tides began, in 1960. Eachyear, since the seventies, we could count around half-dozen of such oil spills disasters.Annex A provides a table listing all oil spill accidents from tankers since1975 involving more than 20 000 tonnes of oil. Annex B provides the chronologicallist of all accidents since 1960.Following the recent verdict in the Total SA affair (the Erika charterer), announcedby the Paris Criminal Court on January 16, 2008, after several years of trial, theauthor takes this opportunity of studying oil spill accidents and causes, someresearch programs, ecological and economical impacts, legal aspects, insuranceand indemnification, all in order to learn some lessons from such perils of sea.

Keywords: Hydrocarbures, pollution par les pétroliers, pollution maritime, OMI, conventions internationales, FIPOL (fonds d'indemnisation), Petroleum, oil pollution from tankers, marine pollution, IMO, internationalconventions, FIPOL (compensation funds)