The nature of the disciplinary code in UAE Law Research Proposal

The nature of the disciplinary mark in UAE Law - Research Proposal ExampleQualitative methods of investigation will be used to gather data from employees and employers of various companies. This method will apply questionnaires designed for 500 responded with some(prenominal) closed and open ended questionnaires to come up with relevant data. Its finally concluded that the UAE is real effective in addressing labor rectitudes since its enactment. Introduction The purpose of this study is to establish the nature of the disciplinary code as entrenched deep down the struggle Laws of the UAE. Labor laws in the United Arab Emirates are governed by the national law number eight of 1980 and it regulates all aspects of labor relations between employees and the employers (Abudhabi, 2013). Its an advanced law that clarifies the rights and duties of all concerned parties hence benefiting both the employers and employees resulting to fewer conflicts. The labor law developed in 1980 and ha s been revise several times to keep it touch with the demands and realities of the dynamic world. Among the issues outlined in the labor laws include operative hours, holidays, leaves, compensation, enjoyment contracts, and disciplinary rules among others. The disciplinary code addresses part of the Labor Laws that addresses issues related to warnings, fines, and suspension from work and bound of service among others. Since the disciplinary code is vital in shaping work relationships between the employer and the employee, its burning(prenominal) to establish how effective it is in addressing work related issues. The study will establish the strengths and weaknesses embedded within the disciplinary code hence providing avenues for future amendments when deemed necessary. Literature review Labour law in UAE This is a federal legislation applicable to all emirate members regardless of whether they are UAE residents or emigrants, however, with a few exemptions (U.A.E Labor Law, 201 1). Those discharged from the applicability of this law include the agricultural employees, domestic servants, members of the armed forces and the police, and the staff and workers of centralized organization sectors of the emirates. In addition (Al Tamini, 2011), Labor Laws cover all aspects of regarding the employer and employee relations including contracts, restrictions on employment of juveniles and women, leave rules, operative hours, medical and social care, just but to mention a few . The Labor Law demands that for each employment of the expatriate, an industry must be made to the ministry of labor and the ministry has the mandate to approve such application or to disapprove it. Expatriates over the 18 years age can seek short confines work permits valid for 60 days and can be renewed up to five times, as long as the renewal is done before the expiry date of the work permit (Barber & Harris, 2011). such(prenominal) employment has a validity of three years subject to ren ewal for the same period by the same ministry with no subscription to minimum wage as such is agreed by the concerned parties. Juveniles chthonian the age of 15 are banned from employment under the UAE Law, but those between the ages of 15 to 18 are allowed to work as long as they receive teenage work permit from the ministry. The employment of women is restricted between 10pm and 7am and they should also not be employed to perform difficult task. The working hours for self-aggrandizing employee are 8 hours a day