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<p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><b><u><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">REPRESENTATION<o:p></o:p></span></u></b></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">ERNEST USAH for the claimant<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">D. O. URUAKPA Esq. for the defendant.<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing" align="center" style="text-align:center;line-height:115%"><b><u><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">JUDGEMENT<o:p></o:p></span></u></b></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant, by a General Form of Complaint filed on 31<sup>st</sup> January, 2014 accompanied by the Statement of Facts, Statement on Oath, List of Documents and List of Witnesses, approached the Court for the following reliefs:<o:p></o:p></span></p> <p class="MsoListParagraphCxSpFirst" style="text-align:justify;text-indent:-.25in; mso-list:l5 level1 lfo1"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">1.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">An order directing the defendant to release the claimant from its employment by responding to ECOBANK Nig. Plc. enquiries on “last employers reference” and copy to the claimant.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l5 level1 lfo1"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">2.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">An order compelling the defendant to provide a detailed account of the claimant’s personal income tax deductions and remittance to the tax authorities with effect from the 12<sup>th</sup> March, 2001 to February 6<sup>th</sup>, 2009.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l5 level1 lfo1"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">3.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">The claimant claims:<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l11 level1 lfo2"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(i)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Housing allowance of #540,831.92 owed to him on pro rata<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l11 level1 lfo2"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(ii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Furniture allowance of #259,594.52 owed to him on pro rata<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l11 level1 lfo2"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(iii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Management Mortgage Support allowance of #757,150.68<b><o:p></o:p></b></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l11 level1 lfo2"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(iv)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Passage allowance paid yearly in arrears #2,115,000.00<b><o:p></o:p></b></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> </span></p> <p class="MsoListParagraphCxSpLast" style="text-align:justify;text-indent:-.25in; mso-list:l4 level1 lfo3"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">(1)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">#132,544,500.00 (One Hundred and Thirty Two Million, Five Hundred and Forty Four Thousand, Five Hundred Naira) only at #8, 836,300.00 per annum, being the total sum of money the claimant would have earned as salaries in fifteen (15) years of service of the ECOBANK Nig. Plc., had the defendants issued the aforesaid last employer’s reference and the claimant continued to work until retirement even without taking into consideration possible promotions, increase in salaries, ex gratia awards (like 13<sup>th</sup> month grant) to which claimant would have been entitled.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">EXEMPLARY DAMAGES<o:p></o:p></span></b></p> <p class="MsoListParagraphCxSpFirst" style="margin-left:.75in;mso-add-space:auto; text-align:justify;text-indent:-.5in;mso-list:l8 level1 lfo4"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(i)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">#2,000,000.00 (Two Million Naira) only, as aggravated damages against the defendant for maliciously destroying the claimant’s career and reputation.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="margin-left:.75in;mso-add-space:auto; text-align:justify;text-indent:-.5in;mso-list:l8 level1 lfo4"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(ii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Ten per cent per annum on the claimed sum from the date of judgement until liquidated.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">GENERAL DAMAGES<o:p></o:p></span></b></p> <p class="MsoListParagraph" style="margin-left:.75in;mso-add-space:auto; text-align:justify;text-indent:-.5in;mso-list:l9 level1 lfo5"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(i)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">#200,000,000.00 (Two Hundred Million Naira) only, general damages for loss of employment, entitlement and the benefits thereto and reputation.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Finally, an order of Court that the claimant is not indebted to the defendant in any way because the loan the claimant obtained was contingent upon his employment which the defendant intimidated him out of his job.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The case of the claimant upon the record is that whereas the claimant put in his best to work for the defendant and the defendant instead of rewarding the claimant for his dutifulness and diligence rather gave the directive forcing the claimant out of his employment by asking him to resign his appointment without following the handbook.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Again, the claimant had contract with the defendant where the defendant offered loan to the claimant and the term of that loan was that the loan will be secured with salary. The claimant was forcefully sent out of the job to the extent that he could not work to pay his loan thus the defendant had forfeited his right to recover the said loan. The defendant could not mention the alleged amount the claimant is owing the defendant and that there is no reason for the defendant to withhold the reference letter of the claimant thus bringing calamity to the claimant, hence this suit.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The defendants filed their <b>STATEMENT OF DEFENCE </b>dated 9<sup>th</sup> May, 2014 on filed 12<sup>th</sup> May, 2014.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The Defendant’s case on the record is that the claimant was not forced out of his employment but personally and happily tendered his letter of resignation to the defendant on 6<sup>th</sup> February, 2009. And that in resigning his appointment with the defendant the claimant was not intimidated out of his job by anybody. And that the letter of 12<sup>th</sup> February, 2009, which the claimant pleaded in paragraph 14(b) is a letter the defendant wrote to him and it is wrong for the claimant in the same paragraph 14(b) to give the defendant notice to produce the original of a letter since he received the original from the defendant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The Defendant maintained that personal income taxes were deducted monthly from the salary of every staff including the claimant and any staff who wanted tax receipt writes to Federal Inland Revenue Board where such tax payments are transmitted by the defendant and that the defendant did not receive any letter from the claimant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The Defendant maintained that malice and extreme bad faith was not shown to the claimant neither did she cause the claimant any irreparable damage and there is procedure for last employer’s reference given to a former staff of a bank. Furthermore, that the claimant knew he could not obtain a letter of release from the defendant when the claimant had not repaid his loan to the defendant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The defendants deny that the claimant is a highly sought after banker or that they brought the claimant’s career to an inglorious and abrupt end, but that the claimant deliberately wants to end his banking career by not repaying the loan he took as a staff of the defendant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant filed a REPLY TO STATEMENT OF DEFENCE dated on filed 26<sup>th</sup> May, 2014.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">In response to the defendants averment that he, the claimant happily resign his appointment, the claimant maintained that he was intimidated to resign his appointment by the defendant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The Claimant admitted that there was error in debiting due to introduction of computer software, but that the introduction of computer software was not the reason for the (fictitious entries) but rather the errors were down to the tricks of the cabal plotting for an unfair exit for him.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant maintained that it was a routine duty of all Business Managers (BMs) to forward their proposed pipeline deals to management for approval so that the bank will be not be involved in any illegal transaction/money laundering. Therefore, that it is incorrect for the defendant to state that it does not accept pipeline deals.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant further maintained that staff handbook authorizes the defendant to pay any unpaid liability to the claimant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant maintained that he was at work when the defendant directed him to resign his appointment without recourse to the procedure of resignation in the staff handbook, thus maliciously relieving him of his job and that he does not owe the defendant any amount nor loan of any amount that could have made the defendant deny his reference.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant averred that there is nothing to show that he signed for or received his entitlement at all from the defendant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The trial commenced on 23<sup>rd</sup> April 2014 with the claimant testifying as CW, he adopted his written statement on oath and proceeded to tender twenty other exhibits. During cross examination the claimant testified that by the provisions of the staff handbook Exhibit C17 every staff is entitled to a letter of release which would indicate whether the staff was a good staff and the release letter would also state if the said staff was owing the bank.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The defendants called one witness Esiterkom Ekpo, a banker with the defendants, who testified as DW adopted his written statement on oath made on the 29<sup>th</sup> January 2015 marked Exhibit D1, and proceeded to tender the claimant’s letter of resignation which was admitted in evidence and marked as Exhibit D2. Under cross examination DW testified that he had worked for the defendants for three years and that he did not know the claimant. He further testified that he did not know of anyone the defendants had given a letter of exceptional performance and that when he deposed that the claimant was living off past glory he was referring to the profit the claimants had brought in, in the past. He also testified that he did not know the last post the claimant occupied, that he was unaware that the decision to force the claimant out was made by the defendants, that he had never heard of tax receipts, and that the bank should have a handbook but that he has not seen it. DW further testified that he was aware the claimant resigned from available records and when asked ‘Do you have such records to tender’ he replied ‘No, I do not have them here’.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">At the end of trial, parties filed their final written addresses in line with the rules of this court. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The <b>DEFENCE COUNSEL’S WRITTEN ADDRESS</b> was dated and filed on 18<sup>th</sup> January, 2016.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">With the sole ISSUE;-<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Whether from the pleadings, evidence and Exhibits before the Court, the claimant has proved that the defendant is liable to his claims against the defendant?<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Learned Counsel to the defendant Ernest Nsah Esq. submitted that our laws are built on facts of each case and facts simply put, mean the evidence, oral and documentary presented before a Court. Moreover, that it is a general principle of evidence of law that the burden of proving a case rests squarely on him that alleges. <b><span style="color:red">VEEPEE IND. LTD. Vs. COCA IND. LTD. (2008) ALL FWLR (PT. 425) 1667 @ 1683; </span>SEC. 121 (1) of the EVIDENCE ACT, 2011;<span style="color:red"> JOLASIN v. BAMGBOYE (2010) 12 SCNJ 313 @ 331 – 332. </span></b>He contended further that going by the procedures for settlement of Bank and ex-employee disputes, it is obvious that there is no evidence before this Court that the claimant followed the procedure for settlement of dispute between him and the defendant before resorting to litigation and that being the case, it is submitted that based on the contract agreement between the defendant and the claimant, Exhibit C17 to C17<sup>48</sup> paragraph 6.4, page 36, this action is premature because parties are bound by their agreement. FERRERO v. HENKEL (2011) 6 SCNJ 1 @ 14; ONYEKWELU v. ELF PETROLEUM (2009) 2 SCNJ 58 @ 70.<b><span style="color:red"><o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Learned Defence Counsel submitted that Exhibit C18 tendered by the claimant is a document wherein the defendant gave the claimant his terminal account position, which shows the total benefit of the claimant as #571,302.75 and his Net Indebtedness as <b>#4,861,746.02. EGHAREVBA v. OSAGIE (2009) 12 SCNJ 166 @ 188. </b>It is counsel’s contention that the claimant has also admitted that he is aware that the defendant does not issue letter of Release in respect of her ex-staff that is indebted to her, thus, it is the law that admitted facts need not be proved. <b>ADUSEI v. ADEBAYA (2012) 1 SCNJ (VOL. 2) 593 @ 610; OJUKWU v. ONWUDIWE & ORS. (1984) 2 SC. 15 @ 38.</b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The Counsel submitted that Exhibit C18 which is documentary evidence is the best piece of evidence to resolve between the claimant and the defendant who owes the other. EGHAREVBA v. OSAGIE (supra) 188. Furthermore, that on the issue of indebtedness, Exhibit C17 to C17<sup>48</sup> which is the Contract Agreement between the claimant and the defendant has finally settled it. <b>KAYODE v. HON. MINISTER (2010) 2 SCNJ 276 @ 298; OGUNDEPO v. OLUMESON (2011) 12 SCNJ 89 @ 99.</b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">On the last claim of the claimant that the Court should order that the claimant is not indebted to the defendant in any way because the loan the claimant obtained was contingent upon his employment, which the defendant intimidated him out of his job, counsel argued that the claimant failed to prove it. <b>SEC. 13 (1) of the EVICENCE ACT; VEEPEE IND. LTD. v. COCOA IND. LTD. (2008) ALL FWLR (PT. 425) 1667 @ 1683.</b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify;tab-stops:53.25pt"><b><span style="font-size:13.0pt;line-height: 115%;font-family:"Times New Roman","serif"">The CLAIMANT’S REPLY ADDRESS</span></b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> dated 17<sup>th</sup> February, 2016 and filed on 18<sup>th</sup> February, 2016.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Reacting to paragraphs 1.06 & 1.07 of the defendant’s address, the learned claimant Counsel D. O. Uruakpa Esq. contended that the defendant had lost the right they are trying to claim now having taken further steps in this proceeding by filing the following documents: Motion for Extension of Time and Statement of Defence. He argued that what constitutes taking “step in the proceeding” had been considered in the case of <b>OBEME v. WEMABOD ESTATE 91977) II NSCC 264; (1977) 5 S.C. 115; SEC. 5 (1) of ARBITRATION & CONCILIATION ACT, CAP. A18 LAWS OF THE FEDERATION OF NIGERIA (LFN), 2004; HALSBURY’S LAWS OF ENGLAND VOLUME 2 (1991) 4<sup>TH</sup> EDITION, PARA. 627; WHITE BOOK VOLUME 2 P. 609, PARA. 2E – 279; K.S.U.D.B. v. FANS LTD. (1986) 5 NWLR (PT. 39) 75 HELD 3 & 5.</b> Submitting that based on the above argument and citations, the defendant took active part in the proceeding, urging the Court to take judicial notice of the conduct of the defendant in doing so.<b> AG ANAMBRA STATE v. OKEKE (2002) VOL. 99 LRCN 1543.</b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Learned Counsel to the claimant also submitted that DW1 is an agent of the defendant and having admitted that the claimant does not owe them, then the defendant counsel’s submission is of no effect because it is not supported by the evidence on record; and that counsel’s submission, no matter how brilliant it is, will not become evidence on record. <b><span style="color:red">SYLVESTER v. OHIAKON (2013) 49 WRN 126 LINES 21 – 26; UBA PLC v. AKPARABONG COMM. BANK NIG. LTD. (2005) 35 WRN 116 HELD 29.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">He argued that the fact of not knowing the actual debt of the claimant stated by DW1 during cross-examination should not be brushed aside or ignored simply because it comes through cross-examination. <b><span style="color:red">OGBEIDE v. OSULA (2004) 12 NWLR (PT. 888) 86 @ 118; SEC. 223 of the EVIDENCE ACT, 2011.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">He contended that there is no credibility in adopting the witness deposition at all by DW1. <b><span style="color:red">WAZIRI v. STATE (1997) 3 NWLR (PT. 496) 689 @ 721.</span></b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Counsel submitted that the purported letter of resignation dated 6<sup>th</sup> February, 2009 is a document which the Court cannot place reliance upon for the following reasons:<o:p></o:p></span></p> <p class="MsoListParagraphCxSpFirst" style="margin-left:.75in;mso-add-space:auto; text-align:justify;text-indent:-.5in;mso-list:l1 level1 lfo6"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">i.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">It is an unsigned document – just as an unsigned appointment letter will not give any person a job, an unsigned resignation letter is not valid in law. SEC. 93 EVIDENCE ACT, 2011; <b><span style="color:red">BOTTLING CO. LTD. v. OSUJI (2002) 1 NWLR (PT. 748) 311.</span></b><o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify"><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Furthermore, that even if the defendant wishes the Court to place reliance on it as electronic evidence, the evidential rule must be complied with and that there is nothing before this Honorable Court to indicate that Sec. 84 of Evidence Act, 2011 had been complied with by the defendant. SEC. 254 (d) of 1999 CONSTITUTION. <b><span style="color:red">OMISORE v. AREGBESOLA (2015) 15 NWLR (PT. 1482) 205 @ 225 RATIO 21</span></b>.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="margin-left:.75in;mso-add-space:auto; text-align:justify;text-indent:-.5in;mso-list:l1 level1 lfo6"><!--[if !supportLists]--><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";color:red">ii.<span style="font-weight: normal; font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span></b><!--[endif]--><span style="font-size:13.0pt;line-height: 115%;font-family:"Times New Roman","serif"">That the alleged loan which the defendant sought to recover clearly stated that its collateral was salary, it therefore follows that parties to a contract are bound by their agreement as the Court or Counsel will not make one for the parties. <b><span style="color:red">UWAH v. AKPABIO (2014) 17 WRN 78 LINES 11 – 24.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Counsel assuming but not conceding that the Court held that the claimant resigned his appointment submitted that the claimant has right to do so following the breach of his employment by the defendant. <b>SEC. 11 (1) of LABOUR ACT CAP. 198 LAWS OF FEDERAL 2014; SEC. 11 (5) of LABOUR ACT.<o:p></o:p></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">It is counsel’s submission that when one party to a contract has given notice of his intention to terminate the contract wrongfully, the other party has two options thus:<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">He may treat it as an intended breach and terminate the employment forthwith without waiting for the actual breach to be committed. (Labour Act, <b>NLEWEDIM v. NDUMA (1995) 30 LRCN 117 HELD NO. 4. </b>supra) and that this is what happened in the instant case. <b><span style="color:red">UNITED CALABAR CO. v. E.D. LINES LTD. (1972) 1 ALL NLR (PT. 2) 244;</span></b><span style="color:red"> </span><b><u>NIGERIAN LABOUR LAW, 4<sup>TH</sup> ED. by AKINTUNDE EMIOLA, P. 220; Anticipatory Breach on Chitty on Contract.<o:p></o:p></u></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Counsel reiterated that a party to a case must be consistent in pleading and stating their case. AJIDE v. KELANI (1985) 3 NWLR (PT. 12) 248 – 251.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">He submitted that the law is that where there is denial of receipt of a letter by a defendant, the evidence of receipt must be shown and the claimant stated that Exhibit 10 had been stamped and received by the defendant on 9<sup>th</sup> September, 2011. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Counsel contended that <b>Sec. 78 (2) of PERSONAL INCOME TAX CAP. P.8 LAWS OF THE FEDERATION OF NIGERIA, 2004,</b> does not bar individual from requesting for their tax receipt at all.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Reacting to the applicable laws cited by the defendant, claimant referred the Court to<b> SEC. 254c (1) (a) (b) of 1999 CONSTITUTION </b>as amended, submitting that any matter relating to or connected with any employment is under the jurisdiction of the National Industrial Court.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The Learned Claimant Counsel submitted that any breach of contract is followed by adequate damages which will take care of the effect of such breach and that general damages are damages which the law implies or presumes to have accrued from the wrong complained of but which cannot be classified as special damages. <b><span style="color:red">UNITED BANK FOR AFRICA v. OGUNDOKUN (2009) 6 NWLR (PT. 1138) 489.</span></b> He argued that the defendant had not offered any counter compilation of computation of the claimant’s entitlement, the end result being that the defendant has admitted the claimant’s claim as compiled, as the law is that general traverse is no denial. <b><span style="color:red">MAINSTREET BANK (NIG.) PLC. v. EGWU (2015) 15 NWLR (PT. 1482) 336 @ 338</span></b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">There was no reply on point of law filed in this suit.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">On 29<sup>th</sup> April 2016 parties adopted their written statement on oath and the claimant counsel adumbrated their position.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">I have carefully summarized the evidence of both sides, the arguments of opposing counsel and having carefully reviewed all the authorities cited, read through all the relevant processes and digested the contention of the parties and their written submission are herewith incorporated in this Judgement and specific mention would be made to them where the need arises. The issue for determination in this suit to my mind is whether the claimant is entitled to the reliefs sought in this suit.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Before I delve into the propriety of the claimants reliefs it is necessary to address the contention of the defendants contained in their final written address that there is no evidence before this Court that the claimant followed the procedure for settlement of disputes before resorting to litigation and that being the case, this action is premature based on Exhibit C17 to C17<sup>48</sup> paragraph 6.4, page 36, arguing that parties are bound by their agreement. To which the claimant in response contended that the defendant lost the right to complain in this regard having taken further steps in this proceeding by filing processes: Motion for Extension of Time and Statement of Defence. Relying on <b>OBEME v. WEMABOD ESTATE 91977) II NSCC 264; (1977) 5 S.C. 115; SEC. 5 (1) of ARBITRATION & CONCILIATION ACT, CAP. A18 LAWS OF THE FEDERATION OF NIGERIA (LFN), 2004; HALSBURY’S LAWS OF ENGLAND VOLUME 2 (1991) 4<sup>TH</sup> EDITION, PARA. 627; WHITE BOOK VOLUME 2 P. 609, PARA. 2E – 279; K.S.U.D.B. v. FANS LTD. (1986) 5 NWLR (PT. 39) 75 HELD 3 & 5.</b> To argue that the defendant took active part in the proceeding, urging the Court consider the defendants conduct. <b>AG ANAMBRA STATE v. OKEKE (2002) VOL. 99 LRCN 1543.</b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Paragraph 6.4 provides that <o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:1.0in;text-align:justify;text-indent: -1.0in"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">“Stage I If after leaving the employment of the Bank an employee has any claim or grievance against the Bank he/she will be required in the first instance to report the matter to the Head of Human Capital Management for resolution.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:1.0in;text-align:justify;text-indent: -1.0in"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Stage II If the matter is not satisfactorily resolved within 90 days, the matter shall be referred to Mediation at any court connected multi-door Courthouse. The parties may by mutual agreement refer the matter to Mediation in any other Alternative Dispute Resolution or forum.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">However, if the parties fail to reach an agreement of the forum and/or where a court connected multi door courthouse does not exist in the state where the ex-employee resides the matter shall be referred to the nearest court connected multi door courthouse.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">PROVIDED ALWAYS that the procedure for resolution of disputes specified shall not preclude the legal right of an ex-employee to resort to litigation in the settlement of a dispute where agreement cannot be reached by Mediation. However the procedure specified above shall first be followed before resorting to litigation.”<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">This, paragraph of Exhibit C17 (36), I find, at stage I requires that an ex-employee informs the Head of Human Capital Management of his grievance for resolution, this likens to a pre action notice as well as recourse to internal resolution whereas Stage II requires the ex-employee to after 90 days of stage I to by referral (probably for stage I) of by mutual agreement to approach a court connected multi door courthouse of an ADR Centre for mediation. This with the preceding proviso’s create a mediation clause.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">With regard to the pre-action notice the position of the law is that Pre-action notices are recognized procedural provisions. They give a defendant time to enable the defendant determine whether or not to make reparation to the plaintiff. See the case of <b><span style="color:red">UGWUANYI V. NICON INS. PLC. (2013) 11 NWLR (PT. 1366) S.C. 546 @ 558 – 559.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Also in <b><span style="color:red">BABALOLA V. OSHOGBO L.G. (2003) 10 NWLR (PT. 829) 469,</span></b> it was held that “Where there is non-compliance with the stipulated pre-condition setting a legal process in motion, any suit instituted in contravention of the pre-condition provision of the relevant law is incompetent and the court of law for that reason lacks jurisdictional power to entertain it.” <b><span style="color:red">Gambari V. Gambari (1990) 5 NWLR (pt. 52) 572</span></b>.<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">However courts have made the distinction in the effect of a pre action notice contained in a staff handbook and the pre action notice /condition contained in a legislation. See the case of From <b><span style="color:red">SUIT NO: NICN/IB/45/2012 SOLOMON ADESOJI AKINYOOLA Vs. INDEPENDENT NATIONAL ELECTORAL COMMISSION (INEC) & ANOR delivered on TUESDAY NOVEMBER 26, 2013 <o:p></o:p></span></b></span></p> <p class="MsoNoSpacing"><o:p> </o:p></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Where this court held that the effects of the situation involving stipulations contained in the official staff hand books or conditions of service, did not rise to the effects precondition created by statutory provisions, where the employers had not complied with the statutory provisions guiding discipline. Relying on the case of<i> </i><b><span style="color:red;mso-bidi-font-style:italic">DR. A. O. OLALEKAN VS. UNIVERSITY OF MAIDUGURI TEACHING HOSPITAL 2012 LPELR 20099 C.A., </span></b>where Omoleye JCA had this to say,<b><o:p></o:p></b></span></p> <p class="MsoNoSpacing" style="margin-left:.5in;text-align:justify;line-height: 115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">By the provisions of para 1(b) of the University of Maiduguri Teaching Hospital Revised Handbook on residency training Programme 1997 (Hereinafter referred to as the Handbook)<o:p></o:p></span></p> <p class="MsoNoSpacing" style="margin-left:.5in;text-align:justify;line-height: 115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">That is exhibit Hat pages 258 to 278 particular at p.265 a resident doctor shall not go to court for the protection of his constitutional rights arising from disciplinary measures, disputes, disagreements or any such matters pertaining thereto until he/she has exhausted all internal procedure for redress including Petition to the University of Maiduguri Teaching Hospital Board of Management. It was the contention in favour of the Respondent that the Appellant ought to but failed to avail himself of the internal redress mechanism, which is a condition precedent to the commencement of the Appellants suit before the trial court. According to the Respondent, the Appellants failure to comply with the provisions of paragraph 1(b) of the said Handbook rendered the suit incompetent and that the trial court ought to dismiss the Appellants suit for that reason.<o:p></o:p></span></p> <p class="MsoNoSpacing" style="margin-left:.5in;text-align:justify;line-height: 115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Although the learned Judge did not consider it necessary to resolve this ground of objection, it should be noted that, the law is trite that such a provision requiring an aggrieved party in the shoes of Appellant to avail himself or herself of the steps contained in paragraph 1(b) of the Handbook before going to court to ventilate his grievance, is a mere procedural requirement for invoking the jurisdiction of court. To put it in other words, the said procedure is quite different from the authority or competence of the court to decide a matter which on the face of is within the jurisdiction of the court. The purpose of a pre action requirement as contained in paragraph 1(b) of the Handbook is to enable a Complainant and the Respondent decide what to do by way of negotiation in the event of a Complaint. It is not designed to abrogate the Right of the Complainant to approach the Court or to defeat his cause of action. See the cases of (1) <b><span style="color:red;mso-bidi-font-style:italic">BARCLAYS BANK LTD VS CENTRAL BANK OF NIGERIA [1976] 6 SC P175, (2) MOBIL PRODUCING NIGERIA UNLTD VS. LAGOS STATE ENVIRONMENTAL PROTECTION AGENCY [2002] 18 NWLR (PT. 798) P1 AND (3) ETI-OSA LGA VS JEGEDE [2007]10 NWLR (PT. 1043) P537 PER OMOLEYE JCA (PP.20-21PARA C-F).<o:p></o:p></span></b></span></p> <p class="MsoNoSpacing" style="margin-left:.5in;text-align:justify;line-height: 115%"><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-bidi-font-style:italic"> </span></b></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Also in <b><span style="color:red">UGWUANYI V. NICON INS. PLC. </span></b>This court held that “once a legislation, such as the National Insurance Corporation of Nigeria Act, in this case, provides for a condition precedent before a court has jurisdiction, that condition must be fulfilled.”<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">What all this means is that the contention of the defendant that the claimants case is premature is not the position of the law.<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">With regards to the mediation clause, the law has always maintained that the agreement of the parties is supreme </span><span lang="EN-GB" style="font-size: 13.0pt;line-height:115%;font-family:"Times New Roman","serif";mso-ansi-language: EN-GB">hence the Latin maxim <i>pacta sunt servanda</i>, which is a sacred doctrine for the preservation of contracts, is entitled to the greatest respect. Hence when parties have reduced the terms and conditions of service into an agreement, the conditions must be observed.<o:p></o:p></span></p> <p class="MsoNoSpacing"><o:p> </o:p></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">A close look at the mediation clause in C17(36) This I find does not create the necessary mandatory environment the defendants which to evoke. By the introductory words; that the ex -employee, “he or she will be required to report”. These words “will” and “be required” without any duty imposed, I find create a discretion, the only mandatory precept in this clause is that on the Head Human Capital Management to refer the dispute to a Multi door court house or ADR centre within 90 days and even that creates a further discretion as the “parties may by mutual agreement” opt for another institution of their choice.<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">The claimant have contended that the defendants have taken steps from which they can no longer evoke these provisions. <o:p></o:p></span></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family: "Times New Roman","serif";mso-ansi-language:EN-GB">The law governing mediation in Nigeria at this time is the Arbitration and Conciliation Act 2004 which in Section 5 reads </span><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">"If any party to a submission, or any person claiming through or under him, commences any legal proceedings in any court against any other party to the submission, or any other person claiming through or under him, in respect of any matter agreed to be referred, any party to such legal proceedings may at any time after appearance, and before delivering any pleadings or taking any other steps in the proceedings, apply to that court if satisfied that there is no sufficient reason why the matter should not be referred in accordance with the submission,…...”. See <b><span style="color:red">K.S.U.D.B. V. FANZ CONST. LTD (1990) LPELR-1659(SC) (1990) NWLR (PT.142)1 (KANO STATE URBAN DEV. BOARD).<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">In that case the court had ordered pleadings and the statement of claim filed before the defendants raised the issue of the parties agreement to submission and the court held that steps had been taken. A fortori in this case where issued had been joined, trial concluded written addresses submitted then the defendants in their final written address raised the issue of their agreement to mediate. I find in the circumstance that the application of the defendant is coming too late in the day, at this stage this is the only court that could resolve this matter <b><span style="color:red">K.S.U.D.B. V. FANZ CONST. LTD Supra, </span></b> In fact at this point in time, “the court has not only jurisdiction but also the duty to settle the dispute between the parties”<span style="color:red">. <b>DOLEMAN & SONS V. CESSETT CORPORATION (1912) 3 KB.257. <o:p></o:p></b></span></span></p> <p class="MsoNoSpacing"><o:p> </o:p></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">Furthermore in </span><b><span style="font-size:13.0pt;line-height: 115%;font-family:"Times New Roman","serif";color:red">R.C.O. & S. LTD. v. RAINBOWNET LTD. (2014) 5 NWLR (PT. 1401) 516 C.A. @ 520</span></b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";color:red">; </span><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Where it was held that an arbitration clause in an agreement is only procedural in that a provision whereby the parties agree that any dispute should be submitted to arbitration does not exclude or limit rights or remedies but simply provides a procedure under which the parties may settle their grievances. It is not an exclusion or ouster clause properly so called. Thus, the parties are free, such clause notwithstanding, to pursue their claims in the courts subject, of course, to the right of the court to grant a stay of proceedings. <b><span style="color:red">OBEMBE v. WEMABOD ESTATES LTD. (1977) 5 SC 115; CONFIDENCE INS. LTD. v. TRUSTEES OF O.S.C.E. (1999) 2 NWLR (PT. 591) 373 referred to.]</span></b></span><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";color:red"><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">And it is trite that our legal system does not permit a party to approbate and reprobate. Thus, a party who has conceded or refused to object to a particular procedure will not be allowed to complain later.<b><span style="color:red"> OLANIYAN v. ASKAR PAINTS (NIG.) LTD (2014) 42 NLLR (PT. 129) 105<o:p></o:p></span></b></span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">I resolve this issue against the defendant.<o:p></o:p></span></p> <p class="MsoNoSpacing"><o:p> </o:p></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Now to the merits of the case, the reliefs of the claimant are as follows;-<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify;line-height:115%"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> </span></p> <p class="MsoListParagraphCxSpFirst" style="text-align:justify;text-indent:-.25in; mso-list:l7 level1 lfo8"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">1.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">An order directing the defendant to release the claimant from its employment by responding to ECOBANK Nig. Plc. enquiries on “last employers reference” and copy to the claimant.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l7 level1 lfo8"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">2.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">An order compelling the defendant to provide a detailed account of the claimant’s personal income tax deductions and remittance to the tax authorities with effect from the 12<sup>th</sup> March, 2001 to February 6<sup>th</sup>, 2009.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l7 level1 lfo8"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">3.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">The claimant claims:<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l11 level1 lfo2"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(v)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Housing allowance of #540,831.92 owed to him on pro rata<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l11 level1 lfo2"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(vi)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Furniture allowance of #259,594.52 owed to him on pro rata<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l11 level1 lfo2"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(vii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Management Mortgage Support allowance of #757,150.68<b><o:p></o:p></b></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:.75in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l11 level1 lfo2"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(viii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Passage allowance paid yearly in arrears #2,115,000.00<b><o:p></o:p></b></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> </span></p> <p class="MsoListParagraphCxSpLast" style="text-align:justify;text-indent:-.25in; mso-list:l4 level1 lfo3"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">(2)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">#132,544,500.00 (One Hundred and Thirty Two Million, Five Hundred and Forty Four Thousand, Five Hundred Naira) only at #8, 836,300.00 per annum, being the total sum of money the claimant would have earned as salaries in fifteen (15) years of service of the ECOBANK Nig. Plc., had the defendants issued the aforesaid last employer’s reference and the claimant continued to work until retirement even without taking into consideration possible promotions, increase in salaries, ex gratia awards (like 13<sup>th</sup> month grant) to which claimant would have been entitled.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">EXEMPLARY DAMAGES<o:p></o:p></span></b></p> <p class="MsoListParagraphCxSpFirst" style="margin-left:.75in;mso-add-space:auto; text-align:justify;text-indent:-.25in;mso-list:l3 level1 lfo7"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">1.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">#2,000,000.00 (Two Million Naira) only, as aggravated damages against the defendant for maliciously destroying the claimant’s career and reputation.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="margin-left:.75in;mso-add-space:auto; text-align:justify;text-indent:-.25in;mso-list:l3 level1 lfo7"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">2.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Ten per cent per annum on the claimed sum from the date of judgement until liquidated.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">DAMAGES<o:p></o:p></span></b></p> <p class="MsoListParagraph" style="margin-left:.75in;mso-add-space:auto; text-align:justify;text-indent:-.5in;mso-list:l9 level1 lfo5"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(ii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">#200,000,000.00 (Two Hundred Million Naira) only, general damages for loss of employment the entitlement and the benefits thereto and reputation.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.25in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Finally an order of court that I am not indebted to the defendant in any way because the loan I obtained was contingent upon my employment which the defendants intimidated me out of job<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The reliefs of the claimant resonate to terminal benefits which and the issue, therefore, calling for the determination of this Court at this stage is the status of the claimant’s departure from the defendants and whether or not it transmuted to constructive dismissal.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Now the defendant on their part contended that the claimant resigned of his own volition and deny forcing the claimant to resign, this they repeatedly, seven separate times, pleaded this in their statement of defence whether the defendants believed that the more times they reiterated this pleading the more veracious the statement would become is beyond this court.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant case is that he was forced to resign his appointment, the defendant had short paid his entitlements and deprived him from working till retirement for which he is seeking the damages above, in support of his position the claimant tendered 20 exhibits, exhibits C1,C3, C5, C6-C6(2) , C19 and C20 all go to show that the claimant was the defendants employee, that he received two promotions and was acknowledged and given a reward as a performer and held various posts. Exhibit C7-C7(16) described as a bundle of documents are a compilation of emails from March 28<sup>th</sup> 2008 to April 116<sup>th</sup> 2008. Exhibit C8 is a letter setting out the claimants 90 day performance target following his appointment as PCM Public Sector Group Abak, a post the claimant considers a demotion. Exhibit C9-C9(2) are a series of three emails from the claimant at 18.59 2<sup>nd</sup> February 2008 to Ajagbawa Henry and copies to four other persons, a reply from the Henry Ajagbawa at 19.44.47 the same day addressed to the claimant and copied to the same four persons and reaction from No. 3 of the copied person Uduak Ewitat.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Exhibit C10 is the claimants request for tax receipts, Exhibit C11 is the offer of appointment from. Eco Bank, Exhibit C12 is the claimant solicitors letter to the defendant while Exhibits C13-C13(9) and C14 all relate to the claimants employment with Eco Bank, Exhibit C15 is the defendants November 2007 monthly performance review, Exhibit C16 is an email introducing a reviewed compensation package, highlighting some aspects of the package, this email was not addressed by or to the claimant and as the court is not told what the claimant expects this document to be used I find this document goes to no issue. Exhibit C17 is the staff hand book whilst exhibit C21 is the letter tendered by the defendants through the claimant in cross examination as the claimant letter of Resignation.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">With regard to Exhibit C21 the claimants have asked that the court place no reliance on it because it is an unsigned document. Relying on SEC. 93 EVIDENCE ACT, 2011; <b><span style="color:red">BOTTLING CO. LTD. v. OSUJI Supra.</span></b> And as this exhibit is an electronic evidence, the evidential rule must be complied, arguing that Sec. 84 of Evidence Act, 2011 had not been complied with. <b>SEC. 254 (d) of 1999 CONSTITUTION.</b> <b><span style="color:red">OMISORE v. AREGBESOLA (Supra).<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">It is worthy of note that the claimant also tendered electronic evidence i.e computer printouts of emails and also did not comply with the provisions of Section 84 Evidence Act, and neither were these documents signed. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">This court is however aware that documents produced by computer such as emails or internet correspondence with the exception of the encrypted digital signature do not display ordinary signatures as would be a document produced for a signature, so the claimant’s argument to an unsigned computer generated document such as Exhibit C21 is somewhat misplaced. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">As regards the provisions of Section 84 and by extension Section 90 of the Evidence act now this court has held in <b><span style="color:red">SUIT NO. NICN/LA/32/2012ESTHER OGBODU VS. GLOBAL FLEET OIL & GAS LTD & ANOR<u> </u></span></b>delivered 5<sup>th</sup> December 2014 </span><span lang="EN-GB" style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-ansi-language:EN-GB">that by section 12(2)(a) and (b) of the National Industrial Court (NIC) Act 2006, this Court (a)</span><span style="font-size:13.0pt;line-height:115%;font-family: "Times New Roman","serif""> may regulate its procedure and proceedings as it thinks fit; and (b) shall be bound by the Evidence Act but may depart from it in the interest of justice. In <b><span style="color:red;mso-bidi-font-style:italic">KURT SEVERINSEN V. EMERGING MARKETS TELECOMMUNICATION SERVICES LIMITED [2012] 27 NLLR (PT. 78) 374 AT 454, </span></b>this Court clarified the informality and flexibility expected of it when adjudicating; and citing the instructive and incisive holding of the Supreme Court of India in <b><span style="color:red;mso-bidi-font-style: italic">NTF MILLS LTD V. THE 2<sup>ND</sup> PUNJAB TRIBUNAL, AIR 1957 SC 329</span></b>, explained that the task of this Court is to adjudicate on the disputes between employers and their workmen, etc and in the course of such adjudication determine the ‘rights’ and ‘wrong’ of the claim made, and in so doing the Court is undoubtedly free to apply the principles of justice, equity and good conscience, keeping in view the further principle that the Court’s jurisdiction is invoked not for the enforcement of mere contractual rights but for preventing labour practices regarded as unfair and for restoring industrial peace. This process does not cease to be judicial by reason of that elasticity or by reason of the application of the principles of justice, equity and good conscience.</span><span lang="EN-GB" style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-ansi-language:EN-GB"><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">Now, it must be noted that neither party are not contesting the authenticity of </span><span style="font-size:13.0pt;line-height: 115%;font-family:"Times New Roman","serif"">Exhibit C7-C7(16), C9-C9(2) and C21 </span><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family: "Times New Roman","serif";mso-ansi-language:EN-GB">only that they are electronic evidence and <i>were not tendered</i> in accordance with the Evidence Act. The crux of the objection is <i>the manner of tendering</i> these Exhibits C20 and, not its evidential value (the informality enjoined on this Court by section 12 of the NIC Act 2006 and as explained in</span><i><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family: "Times New Roman","serif""> </span></i><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-bidi-font-style:italic">KURT SEVERINSEN V. EMERGING MARKETS TELECOMMUNICATION SERVICES LIMITED </span></b><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">does not permit the approach of the claimant</span><span lang="EN-GB" style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-ansi-language:EN-GB">). The interest of justice does not warrant this kind of technicality that the claimant are lopsidedly introducing here. Accordingly, it is my finding and holding that in the interest of justice, the relevant provisions of the Evidence Act cited by the claimant shall be departed from for the purposes of this judgment. I must point out similar arguments were made in</span><i><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> </span></i><b><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";color:red;mso-bidi-font-style: italic">LUCKY IHANZA & ANOR V. GLOBAL FLEET OIL & GAS LIMITED UNREPORTED SUIT NO. NIC/LA/217/2011,</span></b><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-bidi-font-weight: bold"> the judgment of which was delivered on March 27, 2013,</span><i><span style="font-size:13.0pt;line-height: 115%;font-family:"Times New Roman","serif""> </span></i><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-bidi-font-style:italic">MR. IROKO A. LATEEF V. GLOBAL FLEET OIL & GAS LTD UNREPORTED SUIT NO. NIC/LA/222/2011,</span></b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-bidi-font-weight:bold"> the judgment of which was delivered on May 13, 2013 and </span><b><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";color:red;mso-bidi-font-style: italic">MR. OLUBAYO ADEYEMI V. GLOBAL FLEET LTD</span></b><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-ansi-language:EN-GB;mso-bidi-font-style:italic"> </span></b><b><span style="font-size:13.0pt;line-height: 115%;font-family:"Times New Roman","serif";color:red;mso-bidi-font-style:italic">[2013] 35 NLLR (PT. 105) 384</span></b><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif";color:red;mso-bidi-font-weight:bold"> </span><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-bidi-font-weight:bold">regarding the admissibility of computer generated evidence and this Court rejected them.</span><span lang="EN-GB" style="font-size: 13.0pt;line-height:115%;font-family:"Times New Roman","serif";mso-ansi-language: EN-GB"> The argument of the defendants in that regard accordingly fails and is hereby discountenanced. </span><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Exhibit C7-C7(16), C9-C9(2) and C21</span><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">shall accordingly remain admitted; the only issue left is their evidential value as far as this suit is concerned.</span><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Before looking at the individual heads of claims, there is the need to consider the legal character and effect of the claimant’s ‘resignation’; <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The basic law with regards to Resignation, by <b><span style="color:red;mso-bidi-font-style:italic">YESUFU V. GOV. EDO STATE [2001] 13 NWLR (PT. 731) 517 SC,</span></b><span style="color:red"> </span>is that a notice of resignation of an appointment becomes effective and valid the moment it is received by the person or authority to whom it is addressed. This is because there is absolute power to resign and no discretion to refuse to accept; and it is not necessary for the person to whom the notice of resignation is addressed to reply that the resignation is accepted. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">It is not in doubt that the defendants received Exhibit C21, the resignation of the claimant, on 6<sup>th</sup> February 2009. The resignation of the claimant accordingly took effect from that date, and from all indication it took immediate effect. What is the legal effect of having to resign with immediate effect as the claimant evidently did in the instant case?<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif""> In <b><span style="color:red">WAEC V. OSHIONEBO [2006] 12 NWLR (PT. 994) 258 CA</span></b>, it was held that a notice of resignation is effective not from the date of the letter, or from the date of any purported acceptance, but from the date on which the letter was received by the employer or his agent; and that <i>tendering of a letter of resignation by an employee carries with it the right to leave the service automatically without any benefit subject to his paying any of his indebtedness to his employer</i> (emphasis is this Court’s). And <b><span style="color:red">BY NNPC V. IDONIBOYE-OBU [1996] 1 NWLR (PT. 427) 655 CA</span></b><span style="color:red"> </span>and <b><span style="color:red">NEPA V. ISIEREORE [1997] 7 NWLR (PT.</span></b><span style="color:red"> <b>511) 135 CA</b></span>, where a contract of service gives a party a right of termination of the contract by either giving a particular length of notice or payment of salary in lieu of the length of notice and the latter course is chosen, the party seeking to end the contract must pay to the other party the salary in lieu of notice at the time of termination of the contract. It is not even enough that in the letter of termination he offers to pay salary in lieu of notice. See <b><span style="color:red;mso-bidi-font-style:italic">ABAYOMI ADESUNBO ADETORO V. ACCESS BANK PLC UNREPORTED SUIT NO. NICN/LA/293/2013 </span></b>the judgment of which was delivered on 23<sup>rd</sup> February 2016 where these principles of law were applied.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The rule to note here is that tendering of a letter of resignation by an employee carries with it the right to leave the service automatically without any benefit subject to the employee paying any of his indebtedness to his employer. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Resignation with immediate effect by an employee carries with it, three legal effects: the right to leave service automatically; the employee’s forfeiture of any benefit; and the employee paying any indebtedness to his employer. The justification for having to allow the resigning employee to leave immediately means the said employee relinquishes any contractual claim he may have with the employer such as to serve out his notice or claim any outstanding. Now looking at Exhibits C21 and especially Exhibits C19 and C20 the last two exhibits listed the terminal benefits of the claimant a stance not in consonance with the position of the law.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant, on the other hand contends that he was compelled and/or intimidated into tendering his resignation letter Exhibit C21 following the defendant’s forceful demand on him to resign Exhibit C9-C9(2) the fact that he had complained about fictitious entries and instead of them being investigated he was demoted due to low performance and given a new targets which he was to reach within 90 days, Exhibit C8 which to the claimant amount to a constructive exit plan by the defendants, relying on the emails particularly the responses shown in Exhibit C9 shows that the claimant’s resignation was not free and voluntary but as a result of the demands, advice and conduct of the defendant which the court is now required to determine if the defendants constructively terminated the claimant’s employment as he was asked and intimidated to resign.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">That in ascertaining whether there was constructive termination, the Court is required to consider whether –<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify;text-indent:.5in"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">a) The employee was forced out of his job or forced to resign.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">b) The employee terminated his contract in circumstances such that he was entitled to terminate it without notice by reasons of the employer’s conduct.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">That where the answers to these questions are in the affirmative, then the employee would be said to have had his employment constructively dismissed or terminated. In the English case of <b><span style="color:red;mso-bidi-font-style:italic">WESTERN EXCAVATING (ECC) LTD V. SHARP [1978] QB 761, </span></b>Lord Denning M.R stated <i>inter alia</i>:<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">These provisions are not confined to cases where the employer himself dismisses the man. They also apply to cases where the man leaves of his own choice, if he can show that it was due to the way the employer treated him. In other words, compensation is payable, not only for actual dismissal, but also for “constructive dismissal”. We have here to consider the doctrine of “constructive dismissal”.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The Master of the Rolls went further to state that:<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">If the employer is guilty of conduct which is a significant breach going to the root of the contract of employment, or which shows that the employer no longer intends to be bound by one or more of the essential terms of the contract, then the employee is entitled to treat himself as discharged from any further performance. If he does so, then he terminates the contract by reason of the employer’s conduct. He is constructively dismissed. The employee is entitled in those circumstances to leave at the instant without giving any notice at all or, alternatively, he may give notice and say he is leaving at the end of the notice. But the conduct must in either case be sufficiently serious to entitle him to leave at once.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">That in the above stated case, it was held that for an employee to be able to prove constructive dismissal, he must show that –<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">a) The nature of the employer’s breach of contract must be such as to entitle him to terminate the contract without notice. He may leave without giving notice or he may leave after giving notice and work out the period of notice.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">b) The employer’s breach of contract must precede the employee’s termination of contract.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify;text-indent:.5in"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">c) He must show that the employer’s breach was the reason why he left.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">d) He must not have waived his right to terminate the contract by delaying for an unreasonable period after the breach<o:p></o:p></span></p> <p class="MsoListParagraph" style="margin-bottom:0in;margin-bottom:.0001pt; mso-add-space:auto;text-align:justify;text-indent:-.25in;mso-list:l0 level1 lfo9"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">1.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Was the claimant forced to resign in circumstances amounting to constructive dismissal?<o:p></o:p></span></p> <p class="MsoNoSpacing"><o:p> </o:p></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">In <b><span style="color:red;mso-bidi-font-style:italic">MISS EBERE UKOJI V. STANDARD ALLIANCE LIFE ASSURANCE CO. LTD UNREPORTED SUIT NO. NICN/LA/48/2012</span></b>, the judgment of which was delivered on March 26, 2014 this is what this Court said of the application of the doctrine of ‘constructive dismissal’ –<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Globally, and in labour/employment law, constructive dismissal, also referred to as constructive discharge, occurs when an employee resigns because his/her employer’s behaviour has become intolerable or heinous or made life difficult that the employee has no choice but to resign. Given that the resignation was not truly voluntary, it is in effect a termination. In an alternative sense, constructive dismissal or constructive discharge is a situation where an employer creates such working conditions (or so changes the terms of employment) that the affected employee has little or no choice but to resign. Thus where an employer makes life extremely difficult for an employee, to attempt to have the employee resign, rather than outright firing the employee, the employer is trying to create a constructive discharge. The exact legal consequences differ from country to country, but generally a constructive dismissal leads to the employee’s obligations ending and the employee acquiring the right to seek legal compensation against the employer. The employee may resign over a single serious incident or over a pattern of incidents. Generally, the employee must have resigned soon after the incident. See generally <b><span style="color: red;mso-bidi-font-style:italic">WESTERN EXCAVATING V. SHARP [1978] 1 ALL ER 713 </span></b>and <b><u>Oladosu Ogunniyi’s <i>Nigerian Labour and Employment Law in Perspective</i> (Folio Publishers Limited: Ikeja), 2004, 2<sup>nd</sup> Edition, at pages 462 – 464.<o:p></o:p></u></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The Court then went on in that case to find for the claimant in constructive dismissal. See also <b><span style="color:red">UNREPORTED SUIT NO. NICN/LA/353/2012 MR. PATRICK OBIORA MODILIM VS. UNITED BANK FOR AFRICA PLC </span></b>delivered on 19<sup>th</sup> June 2014.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">Unfortunately, the claimant did not cite any authority to assist the Court on the issue of constructive dismissal and particularly did not state what the remedy ought to be where a finding of constructive dismissal is made by the Court.</span><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif""> See the unreported case of <b><span style="color:red">SUIT NO. NIC/LA/117/2011 MR. BABATUNDE OGUNSOWO VS. DANA MOTORS LIMITED </span></b></span><span lang="EN-GB" style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-ansi-language:EN-GB">delivered 10<sup>th</sup> July 2013. That being the case the court can only make the finding thus; I find that the claimant was in fact forced from employment and from the circumstance and evidence placed before the court was constructively dismissed from the defendants employ. <b><span style="color:red"><o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">The claimant in relief 1 is seeking an order of this court directing that the defendants issue a letter of reference to Eco Bank Nigeria Plc. The defendants had argued that this issue had been overtaken as the claimant has pleaded in this court that he no longer works with the said Ecobank</span><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">. The defendant argued further that they did not issue reference letter to ex staff who were indebted to them but failed to show the court the policy direction of provision of the staff book which entitled the defendants to withhold a letter of reference from an employee just because he had an un-liquidated credit facility or facilities. Exhibit C17(39)-(40) which allows the defendant to withhold terminal benefits in the event that a staff resigned while under a disciplinary investigation. In addition DW testified in D1 paragraph 18, that it was generally the practice in Banks that the last employers reference is not given to employees loan or has any liability with the former bank…” <o:p></o:p></span></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">In law customs or trade practices are required to be proven by evidence. See the case of </span><b><span style="font-size: 13.0pt;line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman";color:red;mso-fareast-language:EN-GB">DANIELS Vs. SHELL BP. PET. DEV CO. [1962]1 All NLR 19 </span></b><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman";mso-fareast-language:EN-GB">where it was held that “in the absence of a written contract of employment recourse may be had to relevant trade custom and practice”. </span><span style="font-size:13.0pt;line-height: 115%;font-family:"Times New Roman","serif""> See section 16(1) Evidence Act 2011and the burden of proving this existence of this customs lies on the person alleging its existence See Section 16(2) Evidence Act 2011. See <b><span style="color:red">SUIT NO: NICN/CA/159/2013 MR. SIMON AJIBOSE Vs. RITE - EDGE LIMITED </span></b>delivered on the 14<sup>th</sup> April 2016. And the defendants have brought no evidence of this practice before the court I find that the argument of the defendant as to the existence of such a practice has not been established before the court and therefore fails<o:p></o:p></span></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Furthermore Exhibit C11 at page 2 sub paragraph (xi) clearly rejects the transfer of indebtedness thus rendering the defendants reason untenable. Withholding the letter of reference the claimant argues made him unable to secure another job. In the circumstances I agree with the claimant that the proper thing to be done would be for the defendants to issue the said letter of reference describing the work mannerism and history of the ex-employee and even indicate the level of indebtedness if required, I find that the claimant was entitled to be issued a letter of reference for the period he worked with the defendants.<o:p></o:p></span></p> <p class="MsoNoSpacing"><o:p> </o:p></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Relief 2 is for an order compelling the defendant to provide a detailed account of the claimant’s personal income tax deductions and remittance to the tax authorities with effect from the 12<sup>th</sup> March, 2001 to February 6<sup>th</sup>, 2009. Unfortunately the claimant did not frontload his pay-slip in order for the Court to determine that these deductions were actually made by the defendant. In any event, this Court has no jurisdiction over tax as to entertain the claim of the claimant in that regard. See the case of <b><span style="color:red">SUIT NO. NICN/LA/42/2014 MR. RAPHAEL CHRISTIAN CHIDI Vs. DANZAS EXPRESS SERVICES (NIG) LIMITED</span></b><span style="color:red"> </span>delivered on the 4<sup>th</sup> December 2015. The relief accordingly fails and is accordingly dismissed.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Relief 4 is for various claims the first two on pro rata basis, the other two for allowances. The defendants have argued that the claimants are not entitled to these claims as they do not form part of Exhibit C17(40) incidental benefits for resigning staff. The last three lines of the said page provide that the reigned employee would be entitled to “certain benefits under the Banks compensation policy….” Not only is the provision inapplicable as this court has found that he did not actually resign but was constructively dismissed, no where did the defendants or even the claimant present to the court what the defendant’ then current compensation policy, particularly as C17(9) 2.1. and 2.2 states that compensation and benefit of the defendant’s shall be competitive and that there shall be an annual survey to ensure that the defendants were continuously competitive.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant in exhibits C3-C3 (1),C5 and C6 is clearly entitled these allowances. The claimant in Paragraph 15 of their statement of Fact is asking for a Housing allowance of #540,831.92 owed to him on pro rata, Furniture allowance of #259,594.52 owed to him on pro rata, Management Mortgage Support allowance of #757,150.68 and a Passage allowance paid yearly in arrears #2,115,000.00.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-bidi-font-weight: bold">The defendants by Exhibit C19 and C20 have also included these allowances so the question of entitlement is untenable. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-bidi-font-weight: bold">To the claimants pleading that he was entitled to the above sums the defendants retorted in paragraph 13 of their statement of Defence also repeated in prima persona in Exhibit D1 that;- “ In answer to paragraph 15 (a), (b), (c), (d) and (e), the Defendant states that these paragraphs are unfounded and ill-conceived if the claimant is entitled to the alleged entitlements, it is his duty on receipt of the defendants letter…..to also write to the defendant claiming the itemized entitlements in paragraph 15 (a), (b), (c), (d) and (e), ……if the claimants makes the claim the defendants finds out that such entitlements are outstanding the Defendant will pay them to the claimant.”<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The law is that an evasive, vague, bogus or general denial, a mere denial of a detailed, factual situation without attacking the veracity of the details, a traverse that the defendant denies a named paragraph of the statement of claim but shall at the trial require the plaintiff to strictly prove the averments contained therein, all do not amount to a denial for the purpose of raising an issue for trial. If anything, they all amount to an admission. See <b><span style="color:red; mso-bidi-font-style:italic">EL-TIJANI V. SAIDU [1993] 1 NWLR (PT. 268) 246; JACOBSON ENGINEERING LTD V. UBA LTD [1993] 3 NWLR (PT. 183) 586; LEWIS & PEAT (NRI) LTD V. AKHIMIEN [1976] 1 ALL NLR (PT. 1) 460; UBA LTD V. EDET [1993] 4 NWLR (PT. 287) 288; OHIARI V. AKABEZE [1992] 2 NWLR (PT. 221) 1; LSDPC V. BANIRE [1992] 5 NWLR (PT. 243) 620; DIKWA V. MODU [1993] 3 NWLR (PT. 280) 170; SANUSI V. MAKINDE [1994] 5 NWLR (PT. 343) 214; EKWEALOR V. OBASI [1990] 2 NWLR (PT. 131) 231 AND IDAAYOR V. TIGIDAM [1995] 7 NWLR (PT. 377) 359.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-bidi-font-weight: bold">I find that the defendants relying on the above authorities have admitted the claimants is entitled to these claimant. Relief 4 therefore succeeds.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Relief 5 is for the sum of N132, 544,500.00 (One Hundred and Thirty Two Million, Five Hundred and Forty Four Thousand, Five Hundred Naira) only at #8, 836,300.00 per annum, the claimant is asking for this sum as the total sum of money the claimant would have earned as salaries in fifteen (15) years of service of the ECOBANK Nig. Plc. This relief raises the question as to the basis upon which the claimant could presume that the court can award futuristic and speculative claims. . The legal position is that the mere fact that a contract of employment fixes the age at which the employee can retire does not mean that the employee has secured an employment for life. See <b><span style="color:red">ABUKOGBO VS. AFRICAN TIMBER & PLYWOOD LTD. [1966] 2All NLR 87</span></b><span style="color:red"> </span>which followed the principle laid down by the English Courts <b><span style="color:red">McCLELLAND Vs. NORTHERN IRELAND HEALTH SERVICE BOARD [1957] 1 WLR 594</span></b><span style="color:red"> </span>Where Lord Justice Kenth said ‘it would need the clearest language to convince the court that a contract for personal service was intended to be a contract for life or a contract to endure until the servant has qualified for full retirement”.</span><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";mso-fareast-language:EN-GB"><o:p></o:p></span></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">The learned author Chigozie Nwagbara© in her book “<u>Determination of Contract of Employment and Remedies for Wrongful Dismissal</u>” 1<sup>st</sup> Edition<u> </u>reprint 2012 at page 28 stated that the mere fact that the contract of employment is expressed to be permanent or pensionable or that it fixes the age at which the employee can retire does not mean the employee has secure employment for life or that his employment cannot be terminated by reasonable notice See. <b><span style="color:red">ABUKOGBO Vs. NIGERIAN TIMBER & PLYWOOD LTD [1966] 2 ALL NLR 87.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">Having mentioned the age at which an employee would eventually retire only means that without adequate notice or outside the agreement the employee cannot be asked to stop work <b><span style="color:red">NICN/CA/104/2013 AKPAN LAWRENCE IDORENYIN Vs. SKYE BANK PLC Unreported delivered 18<sup>TH</sup> June 2015</span></b><o:p></o:p></span></p> <p class="MsoNormal" style="margin-bottom:0in;margin-bottom:.0001pt;text-align: justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">From the foregoing I find there is no legal basis for the expectation that the claimant would work with Ecobank for 15 years.<o:p></o:p></span></p> <p class="MsoNoSpacing"><o:p> </o:p></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant next claims are for damages #2,000,000.00 (Two Million Naira) only, as aggravated damages against the defendant for maliciously destroying the claimant’s career and reputation. The claimant has not, apart from the incident with Ecobank, established that his career was in fact destroyed. I find that one incident where the lack off a letter of reference led to his being relieved of a contract of employed that the claimant suffered as a result thereof is undoubtable but did his injury to rise to the degree of aggravated damage?<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Aggravated damages has been defined as damage that is in a class of its own, that is, it is different from special and /or a general damage as it has different principles governing its award. In this regard see the case of <b><span style="color:red">ODIBA Vs. AZEGE [1998] 7 NWLR (Pt. 566 7</span></b><span style="color:red"> </span>Where the Supreme Court per Iguh J.S.C. dwelling on exemplary or aggravated damages said thus:-<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">“it is the aw that in order to justify an award of exemplary or aggravated damages, it is not sufficient to show that the defendant has committed the wrongful act complained of. His conduct must be high handed, outrageous, insolent, vindictive, oppressive or malicious and showing contempt or disregarding every principle which actuates the conduct of a civilized man “ <b>Per Lusiko – Sodipe JCA in SALAMI Vs. UBN PLC.</b> <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Also in <b><span style="color:red">ALLIED BANK OF NIGERIA VS. AKUBUEZE [1997] 6 NWLR (Pt.</span></b><span style="color:red"> <b>509)</b> </span>the Supreme Court dwelling on circumstances where exemplary damages were awarded had said thus:<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Perhaps it should be stressed that exemplary damages, properly so may only be awarded in an action in torts in three categories of cases namely:-<o:p></o:p></span></p> <p class="MsoListParagraphCxSpFirst" style="margin-left:1.0in;mso-add-space:auto; text-align:justify;text-indent:-.5in;mso-list:l10 level1 lfo10"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(i)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Oppressive , arbitrary or unconstitutional action by servants of Government;<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.5in;mso-list:l10 level1 lfo10"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(ii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Where the defendants conduct has been calculated by him to make profit for himself which may exceed the compensation payable to the plaintiff<o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="margin-left:1.0in;mso-add-space:auto; text-align:justify;text-indent:-.5in;mso-list:l10 level1 lfo10"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(iii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Where the exemplary damage are expressly authorized by statute<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">Also in <b><span style="color:red">SHENA SECURITY CO. LTD. Vs. AFRO PAK (NIG) LTD & ORS</span></b><span style="color:red"> </span>the Supreme Court made it clear that, damages awardable in a case of wrongful dismissal/termination of employment cannot include or take into account of speculative or sentimental values. That the court in awarding damages will certainly not include compensation for injured feelings or the loss that may have been sustained from the fact that the employee having been dismissed makes it or difficult for him to obtain fresh appointment.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">In addition the loss of reputation smacks of the tort of defamation and this court has held severally that it lacks jurisdiction to salvage defamation of character or loss of reputation;- this court held in the unreported <b><span style="color:red">SUIT NO. NICN/LA/43/2014 MR. AKAA ISAAC VS. DANZAS EXPRESS SERVICES (NIG) LIMITED </span></b>delivered on the 4<sup>th</sup> December 2015 that damages for injury to reputation arising from wrongful dismissal are irrecoverable unless the injury results in a pecuniary loss /damages relying on <b><span style="color:red;mso-bidi-font-style: italic">ONWUNEME V. ACB PLC [1997] 12 NWLR (PT. 513) 150 CA.</span></b> The claimant, however, did not show to the Court the pecuniary loss he suffered and for which he is seeking damages. This this relief, relief (ii) thereby fails and is dismissed.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">In Relief (iii) the claimant is for ten per cent per annum on the claimed sum from the date of judgement until liquidated. This is a matter within the court’s discretion and this court is also empowered to grant post judgement cost where the occasion warrants see of <b><span style="color:red; mso-bidi-font-style:italic">KURT SEVERINSEN V. EMERGING MARKETS TELECOMMUNICATION SERVICES LIMITED Supra. </span></b>the court will consider this relief at the end of this judgement.<b><u><span style="color:red"><o:p></o:p></span></u></b></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"">GENERAL DAMAGES<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant in relief (iv) is asking for N200,000,000.00 (Two Hundred Million Naira) only as general damages for loss of employment the entitlement and the benefits thereto and reputation. The claimant has not shown the court how he arrived at the sum of N200, 000.00 and as such this court cannot grant this sum as damages. </span><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";color:red">HARKA AIR SERVICE LIMTIED Vs. KEAZOR ESQ. (2011) LPELR-1353(SC),</span></b><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; color:red"> </span></b><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";color:red">ALHAJI SALISU IBRAHIM Vs. ADAJI OJONYE (2011) LPELR-3737(CA)</span></b><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">That the claimant suffered as a result of the act of the defendant flows from the case as proved by the claimant to the extent that a reasonable man on the street would hold that the claimant is entitled to compensation. I find that the this is a just case in which the court should evoke the provisions of Section 19 of the National Industrial Court Act 2006 that this “Court may in all other cases and where necessary make any appropriate order, including…an award of compensation or damages in any circumstances contemplated by this Act or any Act of the National Assembly dealing with any matter that the Court has jurisdiction to hear”. And make a lump sum as compensation / damages to the claimant for the manner in which he was removed from his employment and the refusal of the defendants to issue him a letter of reference as well as withholding the claimant’s entitlements for over seven (7) years. Relief (iv) therefore succeeds in part.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant also in conclusion sought an order of court that he is not indebted to the defendant in any way because the loan he obtained was contingent upon my employment which the defendants intimidated me out of job, although this court has held in held in NICN/LA/440/2012 <b><span style="color:red">EBENEZER AINA OLADIGBOLU Vs. UNION REGISTRARS LTD. </span></b>delivered on 19th June 2014 “that where loan agreements are tied to the employment of the claimant, if the claimant decides to leave the defendants employment he would be required to repay the sum outstanding on the loan but where “the defendants unilaterally determines the employment relationship between the parties” the claimant cannot not be expected to repay the outstanding.” the contract has been frustrated and therefore rightly rescinded by the claimant.” citing<b><span style="color:red"> DIAMOND BANK LTD Vs. UGOCHUKWU [2008] 1 NWLR (PT, 1067) 1 at P28 paras B-F</span></b><span style="color:red"> </span>where it was held that “frustration would occur where it is established to the satisfaction of the court that due to subsequent change in circumstances of the parties, the contract has become impossible to perform.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">In a situation where the employer wrongfully terminates an employee and in a situation where the employee had an outstanding loan which was to be liquidated through monthly salary the said employer cannot recover the outstanding loan as that would be allowing the employer to benefit from his own wrongful act in other words the employer himself frustrated the contract under which he would have recovered the loan to go on to allow him recover the said loan would be perverse to reason and equity.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">In the instant case claimant has not shown this court how these loans form part of his contract of employment to enable this court exercise jurisdiction, the defendant listed the loans in Exhibit C19 to include the No Wahala Loan which is a loan which the defendants gives to its customers, as for the other two this court is not allowed to speculate. The claimant has not substantiated this claim to enable the court hold that it forms part of the claimants employment contract as it is only in that wise that this court can assume jurisdiction. This relief therefore fails. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">I cannot end this judgment without expressing the court’s dissatisfaction on the manner in which both parties frontloaded documents but made no attempt to link their documents to their pleadings. </span><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif";mso-fareast-font-family:"Times New Roman"; mso-fareast-language:EN-GB">. See the cases of </span><b><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-bidi-font-style:italic">UCHA & ANOR V. ELECHI & ORS [2012] 13 NWLR (PT. 1316) 330 </span></b><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif"">, <b><span style="color:red;mso-bidi-font-style:italic">ANPP V. INEC [2010] 13 NWLR (PT. 1212) 547, EZE V. OKOLAGU [2010] 3 NWLR (PT. 1180) 183 AT 211</span></b><span style="color:red"> </span>and <b><span style="color:red;mso-bidi-font-style: italic">BELGORE V. AHMED [2013] 8 NWLR (PT. 1355) 60 AT 99 – 100, </span></b></span><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">That the law is settled on the point that on no account must a party dump documents on a Court as no Court would spend precious judicial time linking documents to specific areas of a party’s case;-<b><span style="color:red"> ANPP V. INEC [2010] 13 NWLR (PT. 1212) 549</span></b>.</span><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">For avoidance of doubt the claimant’s case succeeds but only thus far:-<o:p></o:p></span></p> <p class="MsoListParagraphCxSpFirst" style="text-align:justify;text-indent:-.25in; mso-list:l6 level1 lfo12"><!--[if !supportLists]--><span style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">1.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">The defendant shall pay to the claimant the following;<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.5in;mso-list:l2 level1 lfo11"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;mso-bidi-font-family:Calibri; mso-bidi-theme-font:minor-latin">(i)<span style="font-stretch: normal; font-size: 7pt; line-height: normal;"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Pro-rated Housing allowance of #540,831.92<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.5in;mso-list:l2 level1 lfo11"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;mso-bidi-font-family:Calibri; mso-bidi-theme-font:minor-latin">(ii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal;"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Pro-rated Furniture allowance of #259,594.52 <o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.5in;mso-list:l2 level1 lfo11"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;mso-bidi-font-family:Calibri; mso-bidi-theme-font:minor-latin">(iii)<span style="font-stretch: normal; font-size: 7pt; line-height: normal;"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Management Mortgage Support allowance of #757,150.68<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.5in;mso-list:l2 level1 lfo11"><!--[if !supportLists]--><span style="font-size:13.0pt;line-height:115%;mso-bidi-font-family:Calibri; mso-bidi-theme-font:minor-latin">(iv)<span style="font-stretch: normal; font-size: 7pt; line-height: normal;"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif"">Passage allowance paid yearly in arrears #2,115, 000.00<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l6 level1 lfo12"><!--[if !supportLists]--><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";mso-ansi-language:EN-GB">2.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif""> The sum of #4,000,000.00 (Four Million Naira) only, as compensation in line with Section 19 of the National Industrial Court Act 2006.</span><span lang="EN-GB" style="font-size:13.0pt;line-height:115%; font-family:"Times New Roman","serif";mso-ansi-language:EN-GB"><o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="text-align:justify;text-indent:-.25in; mso-list:l6 level1 lfo12"><!--[if !supportLists]--><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";mso-ansi-language:EN-GB">3.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: 'Times New Roman';"> </span></span><!--[endif]--><span lang="EN-GB" style="font-size:13.0pt; line-height:115%;font-family:"Times New Roman","serif";mso-ansi-language:EN-GB">Cost of this suit is put at N100, 000.00.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-top:0in;margin-right:0in;margin-bottom:0in; margin-left:.25in;margin-bottom:.0001pt;text-align:justify"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">All</span><span style="font-size:13.0pt;line-height: 115%;font-family:"Times New Roman","serif""> sums to be paid within 30 days of this judgment, failing which they shall attract interest at 10% per annum until fully paid.<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify"><span style="font-size:13.0pt; font-family:"Times New Roman","serif""> </span></p> <p class="MsoNormal" style="margin-left:.25in;text-align:justify"><span lang="EN-GB" style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">This is the judgment of this court and it is hereby entered.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span lang="EN-GB"> </span></p> <p class="MsoNoSpacing" align="center" style="text-align:center"><span style="font-size:13.0pt;font-family:"Times New Roman","serif"">……………………………………<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify;tab-stops:center 3.25in left 337.5pt"><span style="font-size:13.0pt;font-family:"Times New Roman","serif""> Hon. Justice E. N. Agbakoba <o:p></o:p></span></p> <p class="MsoNoSpacing" align="center" style="text-align:center"><span style="font-size:13.0pt;font-family:"Times New Roman","serif"">Presiding Judge Calabar Division.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.25in;text-align:justify"><span style="font-size:13.0pt;line-height:115%;font-family:"Times New Roman","serif""> </span></p>