yacht job hiring in philippines

Career Opportunities

Do you have the proper documentation to be a seafarer? Are you more than 16 years old? Do you have on board experience locally or internationally? Do you have a good to excellent command of English? Do you have the desire to expand your personal and professional horizons? Do you have the professionalism to represent your country abroad? Do you have a positive reference or evaluation from your previous work experiences?

If your answers to these questions is yes, Crew Asia presents a career in yachting.

Requirements

Gather these requirements

• A Current Resume:
• 2 onboard references or 2 onboard evaluations (If you have more than 2, this is a plus!)
• Current Photographs: (In business attire or uniform, white background)
• 1 pc 4R head shot
• 1 pc 4R full body
• SSS, Phil Health, and Pag-Ibig Numbers
• Training Certificates
• TOR or Diploma
• Certification of Employments
• Passport (1st page)
• Seaman’s Book (1st page)
• All current visas
• NSO Birth Certificate
• BST dated 2009 – present or SOLAS
• SDSD Certificate
• Licenses when needed
• Valid or Latest Medical

Ready to Apply

Download & Apply

• Interior Application Form
• Deck Application Form
• Engine Application Form

File and fasten the application form and requirements in a long white folder.

Submit the file to the Recruitment Department. You can deliver by hand or courier.

Privacy Policy

The privacy, confidence, and trust of those who visit the Crew Asia web site are of paramount important to us. No personal information is ever collected via this site unless it is provided voluntarily by an individual while participating in an activity that requires such information. The following paragraphs disclose the information gathering and usage practices for the Crew Asia web site.

Collection of Information

This web site only collects personal information which is necessary to provide information or services requested by an individual user. "Personal information" refers to any information relating to an identified or identifiable individual who is the subject of the information.

Use of Information

This web site uses the collected information in order to appropriately respond to a user's request. This may be to offer proprietary services and/or information which would require user authentication, or as a means to respond directly to a user's inquiries involving our services.

E-mail or other information requests may be maintained or forwarded to the appropriate personnel within the Crew Asia organization in order to respond to any given request.

Under no circumstances will any information you provide be rented, sold, or shared with other individuals, companies, or organizations for any purpose.

Cookies are short and simple text files that are stored on a user's computer hard drive. They are used to keep track of, and store, information so the user does not have to supply the information multiple times.

The information that is collected through cookies at this site, if any, is handled in the same manner as other information collected here. You can configure your web browser to refuse cookies or to notify you when a web site attempts to send you a cookie. You can also check your hard drive for cookie files and delete them from your computer as you see appropriate.

For those curious about such matters, crewasia.ph does not implement the use of cookies for user-tracking, recognition, or information gathering.

Web Site Security

Crew Asia is committed to the security of any and all information that is either available from, or collected by, this web site. Crew Asia has taken multiple steps to safeguard the integrity of this web site, including but not limited to, user authentication, monitoring, and user password encryption.

Links to Other Sites

This web site may, from time to time, include links to other web sites operated by private businesses which offer complementary information and services.

Crew Asia is not responsible for the content or privacy practices of these sites and suggests that you review their privacy statements accordingly.

Fil-Crew Maritime

• company profile
• crewing solutions
• 24/7 live support

Combining many years of shipping and crewing experience, courtesy and professionalism, we offer a new model of Filipino crew recruitment.

Filipino seafarers.

Be one of the many professional Filipino seafarers and oil rig crew Fil-Crew Maritime & Offshore Services, Inc. , provide it's clients. Get included in our database of qualified candidates for our principals to choose from.

FOR MANPOWER POOLING ONLY / NO FEES SHALL BE COLLECTED FROM THE APPLICANTS / BEWARE OF ILLEGAL RECRUITERS.

Urgent Vacancies

Working area: North Sea.

Apply in-person with your valid documents and 2x2 ID photo at Fil-Crew Maritime and Offshore Services, Inc., 2440-C Palm Court Street cor. F.B. Harrison Street, Libertad, Pasay City.

***Posted July 18, 2018

You can also LIKE our FB Page to receive job vacancy updates.

Certificate of Proficiency(COP) Verification Certificate of Competency(COC) Verification POEA Sea-Based Recruitment Agencies

We supply crew for Shipping, Fishing and Offshore Oil/Gas Industry.

• Cargo ships
• Bulk carriers
• Container ships
• Reefer ships
• Passenger ships

• Utility/work boats
• AHTS vessels
• Crew/fast supply boats
• Fishing boats
• Drill ships

More About Us

Why choose Fil-Crew?

Maybe it's because our candidates have to be of the highest quality. It's in our interest to get our clients the right person, whatever the position.

Perhaps it's our thorough interview process, ensuring that only the most qualified of candidates get through, or maybe it's our 24/7 Live Support.

Viking Crew Asia (POEA)

The hiring and employment of filipino crew doesn’t need to be complex or costly..

Through our Guernsey and Philippines office, we are licensed by the ‘Philippine Overseas Employment Administration’ (POEA) to recruit, employ and administer seagoing staff onboard vessels worldwide.

In the initial discussions, we will guide you through the setting up of a ‘Crew Service Agreement’, which includes creating specific ranks, calculating pay scales and formulising leave rotations. Once complete and agreed we make an application on your behalf to the POEA to have your vessel registered with them along with your proposed manning schedule. When approved, offers of employment can be made to Filipino nationals accordingly. Our many years of experience working closely with our long-term partners United Philippine Lines (UPL) allows us to provide a 24 hour service that is second to none. Our dedicated Crew Management Team in the UK, US, New Zealand and the Philippines will then continue to look after all of your ongoing employment & administrative requirements including:

Placement & Recruitment

The recruitment process is conducted in a similar way for all candidates Our global Placement team use our extensive database and pre-screen candidates who fit within your requirements. Further screening including Marlins English testing as well as per-employment profile assessments and background checks can also be arranged.  Only those who pass this stage are submitted to the client for consideration.

Certification & Documentation

Once a candidate has been selected for employment, our team ensure that the individual holds all of the correct and valid certification (and relevant licences) for the role.

Documentation such as a Seamans Record Book and Seafarers Medical will be obtained and applied for. Employment and Payroll POEA regulated employment contracts are created, signed, and submitted accordingly to the relevant authorities and to the individual crew member.

Various types of visas can be applied for if necessary, to join the vessel. We will apply for this when a joining date and port is confirmed.

Deployment & Travel

Flights can be arranged in advance alongside the relevant visa application. We also liaise with the vessel and appointed port agents around the world. Vessel, managers and repatriated crew will have access to 24-hour emergency contact numbers should any problems arise. Our support does not stop here. When a Viking Crew Asia crew member is employed, we provide 24-hour support and assistance to the crew member and his/her employer.

Already have a POEA Agreement in place?

Our full placement and recruitment facility is still available for vessels to use who already have a POEA agreement in place. Should you wish to recruit Filipino nationals on an “ad hoc” basis then this can easily be achieved under your current agreement. OR maybe you are considering moving your current POEA agreement to another administration such as ourselves?

Key Contacts

The viking crew newsletter. exclusive tips & advice., sign up for news & updates.

• Terms & Conditions " required=""> I agree to your Terms & Conditions *

• Industry Updates
• General Boating News
• Something Else
• I am happy to receive email updates from Viking Crew
• I agree to your Terms & Conditions

Ready To Apply?

Apply with 1 click with your viking crew account..

Don't have one? Click below to register and complete your profile

Email Address

Remember Me

Register With Viking

Search saved.

Manage your search preferences in your user profile

Thankyou for your message.

We aim to respond to all queries within 24 hours. Still looking for the perfect job? Start a search now

Thank you for signing up, keep an eye on your inbox. Ready to start your job search?

• Our Clients
• Our Offices
• Associations & Accreditations
• Crew Your New Build Yacht Projects
• Yacht Services Overview
• Funding and Grants
• Maritime Labour Convention (MLC)
• Green Crew Pathway
• Mental Health & Wellbeing
• Women in Maritime
• MCA Wellbeing at Sea Tool
• Newsletters

About this page

Our systems have detected unusual traffic from your computer network. This page checks to see if it's really you sending the requests, and not a robot.

IP address: 109.248.223.228

Yacht Crew Job Board

With Bluewater's expertise in crew training and yacht crew recruitment, finding your ideal yacht crew vacancy is simple. We offer yacht management services to a variety of exclusive superyachts. Our team excels in sourcing top-notch yacht crew positions, spanning from 25-meter private yachts in the Bahamas to 50-metre charter yachts in the Mediterranean to luxurious 100+ metre superyachts navigating the globe extensively.

66 yacht crew jobs available now.

Yacht Crew Training

Alongside sourcing the latest yacht crew jobs worldwide, Bluewater offers a range of specialised yacht crew training courses. Whether you're new to the superyacht industry seeking entry-level qualifications, an experienced deckhand or engineer aiming to advance your career, or a dedicated crew member looking to enhance your resume with certifications like HELM (Human Element Leadership and Management), Yachtmaster, or OOW (Officer of the Watch), explore our comprehensive yacht crew training options.

Working on a Luxury Yacht

Working as a crew member on a superyacht is undeniably one of the most rewarding yet demanding professions, calling for hard work, dedication, and professional training. The opportunities within the yachting industry are vast, and at Bluewater, we are committed to helping every crew member discover their ideal yacht crew position. Our recruitment division focuses on finding the perfect yacht for crew members and provides unparalleled professional support. Our recruitment experts guide crew members through every step of their yachting career journey, ensuring they receive the best possible assistance.

Manage Your Yacht Career

Whether you're seeking a yacht crew position as a deckhand, engineer, onboard masseuse, stewardess, chef, chief stewardess, purser, first officer, or captain, take control of your yacht career. Create a profile and join one of the world's largest yachting communities for free.

66 JOBS FOUND

• 4 months on 2 months off
• Qualifications: STCW, ENG1 ships cook
• Experience: 1 year +
• Salary: 5200 euros
• Permanent 5:1
• Qualifications: Yacht rating min or YachtMaster Offshore
• Experience: 1season+
• Salary: €2800-3000 DOE
• Seasonal for 4 months
• Qualifications: STCW95, ENG1
• Experience: 1 season +
• Salary: €3000
• Qualifications: STCW95, ENG1, PBL2

• Rotation 8:8 (Weeks)
• Qualifications: -
• Experience: 3 Years +
• Salary: 5000EUR (DOE)
• Seasonal for 4 months-could become permanent
• Qualifications: Master 200
• Experience: 3 years+
• Salary: €5000
• Qualifications: STCW, ENG1, PBL2, Yachmaster Offshore (Not mandatory)
• Experience: 2 Seasons +
• Salary: 3000EUR
• Qualifications: STCW, ENG1, Food & Hygiene Level 2
• Experience: Daywork
• Salary: 2500EUR
• Qualifications: Master 200GT
• Salary: 4500EUR (DOE)
• Rotational 3:1 after 6 months trial
• Qualifications: OOW3000GT (Minimum)
• Experience: Similar Size Vessel
• Salary: 5000EUR

• Destinations
• Find a Cruise
• The Compass
• Request E-Brochure

(833) 999-7292

Sign in or join

REQUEST A CALL

JOIN OUR LADIES AND GENTLEMEN

The Ritz-Carlton Yacht Collection brings the legendary service and timeless style of The Ritz-Carlton to sea. In creating exceptional experiences for our guests, we are looking for talented, adventurous individuals who are curious about people, places and cultures and who share our passion for the very finest in hospitality and customized travel. Our team is diverse; an international team of accomplished professionals committed to the high standards and exemplary values that distinguish The Ritz-Carlton among luxury brands. 

CAREERS WEBSITE

Please visit our careers website to explore employment opportunities with The Ritz-Carlton Yacht Collection.

Careers Website

Discover our current career opportunities below:

Open Positions

We currently have no open positions. Please check back as we will most certainly be looking for great people to join our team in the future.

Click here to view all open positions.

PROTECT YOURSELF FROM RECRUITING SCAMS

To protect yourself from email and recruiting scams, please note:

V.Ships Leisure is the exclusive recruitment agency of The Ritz-Carlton Yacht Collection. V.Ships Leisure will not request any fees or compensation for services from seafarers. Please be aware of any illegal recruitment services and crewing representatives attempting to act on either The Ritz-Carlton Yacht Collection or V.Ships Leisure’s behalf.

EQUAL EMPLOYMENT OPPORTUNITY

The Ritz-Carlton Yacht Collection is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. The Ritz-Carlton Yacht Collection does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.

EEO is the Law ( poster PDF )

• Search our database of 87,718 crew
• Free registration
• Free job advertising

Crew Search Post a Job

• Apply for 1,025 yacht jobs
• All jobs manually checked and approved by us
• Your details secure and protected

Crew Registration Search Jobs

Featured Yacht Jobs

• Childcare, Nanny active in sport or sport coach, massage therapist
• Nursing Assistant
• Housekeeper/Stewardess
• Captain & Mate/Stew Team for Moon Yacht 60
• Cook/Stew with sailing experience for a seasonal position
• Sole Engineer - Temporary Gig - 45 mtr + Sail Yacht - Immediate Start
• Chief Stewardess
• View all jobs

Browse Yacht Jobs

• Deck Jobs (338)
• Engineering Jobs (118)
• Galley Jobs (151)
• Interior Jobs (302)
• Specialist Jobs (60)
• Shore Based Jobs (155)
• Other Jobs (16)

Find STCW Courses:

Powered by STCW Direct

Our crew database includes 5,133 Captains, 10,037 Deckhands, 2,947 Chief Engineers, 1,313 ETOs, 5,570 Chefs, 15,180 Stews, 1,469 Massage Therapists, etc. Here are some of the recently registered yacht crew members:

Email address:

Remember me Forgotten password?

Password Reset

Enter your email address and we will email you a password reset link.

Email address:

This phrase about AI not taking your job sounds smart — but is it true?

• An economist has said, "AI won't take your job, it's somebody using AI that will take your job."
• AI seems to be a positive for many workers, but some roles are more at risk of replacement.
• Experts advise skilling up and leaning into soft human skills as AI becomes embedded in work life.

You may have heard a version of the phrase, "AI won't take your job, it's somebody using AI that will take your job."

Economist Richard Baldwin said the phrase at the 2023 World Economic Forum's Growth Summit, and variations of it have been mentioned since as people discuss the potential impacts of AI.

Baldwin told BI he wasn't sure if he coined the phrase, but the message is that AI won't replace humans, but it will give those who embrace it an advantage in the workforce.

In the 12 months since Baldwin shared his perspective, interest in artificial intelligence has only increased. A recent survey by consulting firm Bain & Company found that 85% of the companies surveyed said adopting AI was a top-five priority.

As companies ramp up their AI offerings and begin restructuring their workforce, many are revisiting the question of whether AI will be a job killer or an enhancer.

While it's still the early days of AI, we asked experts to weigh in. Should you be more worried about losing your job to a human using AI or to the AI itself?

Workers already see the benefit of AI at this stage

Baldwin said that AI is like a lawn mower or a power drill — it makes your job easier but it doesn't replace the human behind it. Other experts seemed to share a similar mindset that it's not advanced enough to function without direction, and for the most part, it helps people do better at their jobs.

Jasmine Escalera, a career coach at LiveCareer said incorporating AI can help automate repetitive tasks and "free up time to focus on upskilling."

Matt Betts, a research and development lead at leadership consulting firm RHR International, says it helps create efficiency so that consultants can focus on more impactful work, like interacting with the client.

Data has shown a similar trend that AI has helped many workers produce high-quality work in a shorter amount of time.

One study by MIT and Stanford from 2023 found that access to AI increased productivity by 14% on average, with a 34% impact on new or lower-skilled workers. A Morgan Stanley report indicated that workers with multiple income streams who used generative AI to increase their productivity made 21% more on average than those who didn't.

Related stories

AI may also be helping people land jobs. Career service LiveCareer surveyed 1,150 US workers in March and found that 85% of job seekers save time using AI for writing applications and 40% think AI improves their grammar, writing, and vocabulary.

The loss of some jobs is inevitable

AI has already redefined a number of roles and even if it doesn't take all jobs, it's bound to replace some.

IBM used to have 800 people working in HR and now has 60 because it was able to automate repetitive tasks, according to the company's marketing chief.

Klarna seems to be following a similar trajectory. The company said in a blog post in February that its AI assistant was doing the work of "700 full-time agents" after pumping the brakes on hiring.

OpenAI CTO Mira Murati also weighed in on the topic at a Dartmouth event on June 8 and turned heads when she said some creative jobs may disappear, but those that could be replaced by AI "shouldn't have been there in the first place."

Carl Benedikt Frey, a director of future and work at Oxford University, said that transportation and logistics are most likely to see outright automation moving forward. He also said warehousing, manufacturing, receptionists, cashiers, and translators are also roles that are moving toward automation or semi-automation.

It's a good idea to skill up

A March Goldman Sachs report found over 300 million jobs around the world could be impacted by AI. But it's impossible to predict how exactly they will change.

Career coach Escalera said the best path forward is to lean into human soft skills while skilling up and "adopting a mindset of continuous learning." For some who are hiring, AI is becoming a prerequisite.

Tripadvisor cofounder Steve Kaufer said on "The Logan Bartlett Show" that he asked candidates during interviews if they tried out new AI chatbots. He said software engineers who didn't experiment with AI tools usually didn't get the job.

"I just don't understand it," Kaufer said. "And I probably don't want to work with that individual."

CEO of global event company Empire Entertainment, J.B. Miller, said it's an "essential new skill set," especially in an industry that involves improvising. He said it cuts down time and helps with generating ideas for set designs and talent sourcing. He asks all new hires what AI tools they use.

"There's no world where I could employ somebody who's like, I don't know how to use Excel or I don't know how to navigate the internet or do an internet search or something online like that," Miller said.

"I think that the same is true of some of these basic, AI tools," he added.

Watch: Why "deployment of AI is top of mind for everybody," according to IBM's Jonathan Adashek

• Main content

Advertisement

Justices Limit Power of Federal Agencies, Imperiling an Array of Regulations

A foundational 1984 decision had required courts to defer to agencies’ reasonable interpretations of ambiguous statutes, underpinning regulations on health care, safety and the environment.

• Share full article

By Adam Liptak

Reporting from Washington

• June 28, 2024

The Supreme Court on Friday reduced the power of executive agencies by sweeping aside a longstanding legal precedent, endangering countless regulations and transferring power from the executive branch to Congress and the courts.

The precedent, Chevron v. Natural Resources Defense Council , one of the most cited in American law, requires courts to defer to agencies’ reasonable interpretations of ambiguous statutes. There have been 70 Supreme Court decisions relying on Chevron, along with 17,000 in the lower courts.

The decision is all but certain to prompt challenges to the actions of an array of federal agencies, including those regulating the environment, health care and consumer safety.

The vote was 6 to 3, dividing along ideological lines.

“Chevron is overruled,” Chief Justice John G. Roberts Jr. wrote for the majority. “Courts must exercise their independent judgment in deciding whether an agency has acted within its statutory authority.”

In dissent, Justice Elena Kagan said the ruling amounted to a judicial power grab. “A rule of judicial humility,” she wrote, “gives way to a rule of judicial hubris.”

Justice Kagan summarized her dissent from the bench, a rare move and a sign of profound disagreement. “Courts, in particular this court, will now play a commanding role” in setting national policy, she said.

The court has overturned major precedents in each of the last three terms: on abortion in 2022, on affirmative action in 2023 and now on the power of administrative agencies.

Chief Justice Roberts said Chevron must be overruled because it “has proved to be fundamentally misguided” and is unworkable. “All that remains of Chevron,” he wrote, “is a decaying husk with bold pretensions.”

Justice Kagan responded that Chevron was, until Friday, vibrant and valuable. “It has become part of the warp and woof of modern government,” she wrote, “supporting regulatory efforts of all kinds — to name a few, keeping air and water clean, food and drugs safe, and financial markets honest.”

The decision was the latest in a sustained series of legal attacks on what its critics call the administrative state. On Thursday, for instance, the court rejected the Securities and Exchange Commission’s use of administrative tribunals to combat securities fraud.

That decision put at risk the ability of other regulatory agencies to bring enforcement actions in such tribunals. It was, Justice Kagan wrote on Friday, “yet another example of the court’s resolve to roll back agency authority, despite congressional direction to the contrary.”

The chief justice wrote that the retroactive impact of Friday’s decision will be limited, saying that regulations upheld by courts under Chevron were not subject to immediate challenge for that reason alone.

Justice Kagan, quoting an earlier opinion, disagreed. “The majority’s decision today will cause a massive shock to the legal system, ‘casting doubt on many settled constructions’ of statutes and threatening the interests of many parties who have relied on them for years.”

For one thing, she wrote, “some agency interpretations never challenged under Chevron now will be.”

For another, she discounted the chief justice’s assurance that earlier decisions will generally not be subject to challenge. “The majority is sanguine; I am not so much,” she wrote. “Courts motivated to overrule an old Chevron-based decision can always come up with something to label a ‘special justification’” to overcome the generally required respect for precedent.

In general, she wrote, “it is impossible to pretend that today’s decision is a one-off, in either its treatment of agencies or its treatment of precedent.”

Justices Sonia Sotomayor and Ketanji Brown Jackson joined Justice Kagan’s dissent.

The conservative legal movement and business groups have long objected to the Chevron ruling, partly based on a general hostility to government regulation and partly based on the belief, grounded in the separation of powers, that agencies should have only the power that Congress has explicitly given them.

Supporters of the doctrine say it allows specialized agencies to fill gaps in ambiguous statutes to establish uniform rules in their areas of expertise, a practice they say was contemplated by Congress.

Justice Kagan echoed that view. “Some interpretive issues arising in the regulatory context involve scientific or technical subject matter,” she wrote. “Agencies have expertise in those areas; courts do not. Some demand a detailed understanding of complex and interdependent regulatory programs. Agencies know those programs inside-out; again, courts do not.”

Its opponents counter that it is the role of courts, not executive branch officials, to determine the meanings of statutes. They also say agencies’ interpretations can change with new administrations and put a thumb on the scale in favor of the government in lawsuits even when it is a party to the case.

Chief Justice Roberts said the basic point was that “agencies have no special competence in resolving statutory ambiguities.”

“Courts do,” he wrote. Justices Clarence Thomas, Samuel A. Alito Jr., Neil M. Gorsuch, Brett M. Kavanaugh and Amy Coney Barrett joined the majority opinion.

In overruling Chevron, the court returned the nation to the world that existed before it was decided in 1984. But the two sides were in sharp disagreement over what that world looked like and how courts had treated the work of the many administrative agencies created during the New Deal.

Chief Justice Roberts wrote that the Supreme Court had had the last word.

“As new agencies with new powers proliferated,” he wrote, “the court continued to adhere to the traditional understanding that questions of law were for courts to decide, exercising independent judgment.”

Justice Kagan took the opposite view. As New Deal programs came into their own, she wrote, “courts became ever more deferential to agencies.”

The court decided two almost identical cases, Loper Bright Enterprises v. Raimondo, No. 22-451, and Relentless v. Department of Commerce, No. 22-1219. Justice Jackson was recused from the first case because she had participated in it as a federal appeals court judge.

Both cases involved a 1976 federal law that requires herring boats to carry federal observers to collect data used to prevent overfishing. Under a 2020 regulation interpreting the law, owners of the boats were required not only to transport the observers but also to pay $700 a day for their oversight.

Fishermen in New Jersey and Rhode Island sued, saying the 1976 law did not authorize the relevant agency, the National Marine Fisheries Service, to impose the fee.

Two appeals courts — one in Washington, the other in Boston — ruled that the deference called for by the Chevron decision required a ruling for the government. The United States Court of Appeals for the District of Columbia Circuit, in Washington, ruled that the agency’s interpretation of the 1976 law “to allow industry-funded monitoring was reasonable.” The First Circuit, in Boston, said that “at the very least” the agency’s interpretation of the 1976 law was “certainly reasonable.”

The fishermen were represented by Cause of Action Institute , which says its mission is “to limit the power of the administrative state,” and the New Civil Liberties Alliance , which says it aims “to protect constitutional freedoms from violations from the administrative state.” Both groups have financial ties to the network of foundations and advocacy organizations funded by Charles Koch, a billionaire who has long supported conservative and libertarian causes.

Forty years ago, when Chevron was decided by a unanimous but short-handed six-member Supreme Court, with three justices recused, it was generally viewed as a victory for conservatives. In response to a challenge from environmental groups, the justices sustained a Reagan-era interpretation of the Clean Air Act that loosened regulation of emissions, saying the Environmental Protection Agency’s reading of the statute was “a reasonable construction” that was “entitled to deference.”

Chief Justice Roberts noted that the Chevron doctrine has been refined over the years. It has also been, he said, supplemented by the “major questions” doctrine, which says that Congress must be particularly clear when it authorized agencies to interpret laws on significant economic and political matters.

Justice Kagan wrote that there was a theme in the court’s work in this area.

“The majority disdains restraint,” she wrote, “and grasps for power.”

Linda Qiu contributed reporting.

Adam Liptak covers the Supreme Court and writes Sidebar, a column on legal developments. A graduate of Yale Law School, he practiced law for 14 years before joining The Times in 2002. More about Adam Liptak