The paper "Employment Relationships: Problems & Perspectives, Labor Unions in the Sultanate of Oman" is a good example of a business case study. Employment relationships are legal concepts broadly utilized in many countries across the globe to refer to the association between an employee or the workforce and the employer, who the employees work for under particular conditions in order to acquire remunerations in return as supported by ILO (2003). Through employment relationships, reciprocal accountabilities and rights are established between the employer and their employees and therefore, employment relationships acts as the principal driving force through which employees get access to their benefits and rights related to the employment thus, generating labour regulations and social security (Cappelli, 2008).
More often than not, employment relationships are the main points of reference for establishing the scope and nature of the rights of employers and their responsibilities towards their employees. Among systems established to ensure employment relationships are effectively and proficiently maintained is trade or labour unions. Trade or labour unions are the organization of employees who have joined to attain mutual goals in relation to employment such as favourable working conditions and better pays.
Through its leadership, labour unions negotiate with the employer on behalf of its union members and confer with the employers regarding labour contracts (Dine, 2007). The main aim of labour unions is to maintain and enhance the terms and conditions of employment for its members such as wages, work policies and rules, procedures of handling complaints, laws guiding selection and recruitment, compensation, procedures for dismissals, occupational health and safety and workplace policies among others as echoed by Dine (2007).
Despite increased pressure across the international market and business arena to employers to allow their employees to exercise their freedom to associate and join labour unions, there are countries and organizations across the globe that are yet to fully allow establishment and operations of labour unions and employees to be members of labour unions respectively. This forms the basis of this report, which seeks to critically assess the contribution of the new law that legalized the establishment of labour unions, has on Omani Employment Relations by evaluating how this enactment has contributed towards better labour relations between employers and the employees since its inception. Labor Unions in the Sultanate of Oman The Sultanate of Oman is a monarchy governed by Sultan Qaboos bin Said al-Said, who has remained the prime minister and the Chief of Staff since the seventies (ITUC).
In the year 1996, the Sultan gave a royal decree, which created the Basic Law to be used, by the country. Apart from creating a bicameral legislature, the Basic Law elucidates rules of succession and civil liberties as highlighted by Hafner-Burton (2009).
To the present, the Basic Law in Oman operates as the constitution (ITUC-CSI-IGB. 2007). Among laws established in the Basic Law includes the Law of Associations in Article 33 that offers citizens the right to associate. Nevertheless, associations ought to have legitimate goals and obey the rules to the constitution. A labour union in Oman must be registered with the government while the Ministry of Social Development must consent. Its formation and its by laws although owing to vague wording used in the law guiding NGOs and the unwillingness to permit NGOs to operate freely in Oman by the government, numerous labour unions are kept for long durations of time once they apply for licenses (ITUC).