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<p class="MsoNoSpacing"><b><u><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">REPRESENTATION<o:p></o:p></span></u></b></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">VINCENT NWUZE for the claimant<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">ALHAJI F. M. ABDULRAHEM for the defendant with S.C. ALUIZO Esq.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> <o:p></o:p></span></p> <p class="MsoNormal" align="center" style="text-align:center"><b><u><span style="font-size:12.5pt;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:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The Claimant instituted this action via a Complaint with the accompanying frontloaded documents filed on 8<sup>th</sup> May, 2014 with their amended statement of fact dated 1<sup>st</sup> July 2015 against the defendants for the following reliefs:<o:p></o:p></span></p> <p class="MsoListParagraphCxSpFirst" style="text-align:justify;text-indent:-.25in; mso-list:l2 level1 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt; 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]--><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">AN ORDER</span></b><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif""> declaring as unlawful, null, void and of no effect the purported indefinite suspension of the claimant contained in the defendant’s letter of 10<sup>th</sup> March, 2008, the said suspension having been imposed for no just cause and in disregard of fair hearing to the claimant.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l2 level1 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt; 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]--><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">AN ORDER </span></b><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif"">declaring the defendant’s letter of 5<sup>th</sup> May, 2009, purporting to pay the claimant his final entitlement as unlawful and a nullity, the claimant having been made to endorse same under duress.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l2 level1 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt; 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]--><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">AN ORDER </span></b><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif"">for the payment to the claimant of the sum of One Hundred and Five Thousand, One Hundred and Eight Naira (#105,108.00) being the sum of money due the claimant from the Trust Fund deductions made by the defendant from the claimant’s monthly salaries accrued as follows .<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l2 level2 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">a.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-bidi-font-weight:bold">January 1998 to February 2008 at N171.00 per month –N94, 062.00</span><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif""><o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l2 level2 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">b.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-bidi-font-weight:bold">January 2007 to February 2008 at N789.00 per month –N11, 046.00</span><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif""><o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l2 level1 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">4.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">AN ORDER </span></b><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif"">for the payment of the claimant by the defendant an additional terminal benefit of #2,125,577.18 accrued as follows;-<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l2 level2 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";mso-bidi-font-weight:bold">a.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif";mso-bidi-font-weight:bold">Gratuity = N535, 470.74<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l2 level2 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";mso-bidi-font-weight:bold">b.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif";mso-bidi-font-weight:bold">Ex- Gratia = N162, 257.80<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="margin-left:1.0in;mso-add-space: auto;text-align:justify;text-indent:-.25in;mso-list:l2 level2 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";mso-bidi-font-weight:bold">c.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif";mso-bidi-font-weight:bold">Severance Benefit = N1, 070, 901.48<o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="margin-left:1.0in;mso-add-space:auto; text-align:justify;text-indent:-.25in;mso-list:l2 level2 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman";mso-bidi-font-weight:bold">d.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif";mso-bidi-font-weight:bold">Contract completion Bonus = N336, 967.16<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoListParagraphCxSpFirst" style="text-align:justify;text-indent:-.25in; mso-list:l2 level1 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">5.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Fifty Million Naira (#50 M) General Damages for breach of contract.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l2 level1 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">6.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Twenty percent (20%) interest on the judgment sum till the judgement sum is fully liquidated.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="text-align:justify;text-indent:-.25in; mso-list:l2 level1 lfo1"><!--[if !supportLists]--><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">7.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">#500,000.00 being the cost of this action.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";mso-bidi-font-weight: bold">The defendants filed their </span><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">AMENDED STATEMENT OF DEFENCE</span></b><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif""> dated and filed on 9<sup>th</sup> September, 2015.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Maintaining that there was no industrial action or “work to rule” in the premises of the defendant company within Mobil Producing Nigeria Unlimited, rather, that the claimant and Mr. Blessed took it upon themselves to disrupt the activities of the defendant by preventing other employees from carrying out their duties. And that the claimant and his co-worker were reported to the Divisional Police Headquarters as a follow up to their action on 10<sup>th</sup> May, 2008. The claimant was sent on an indefinite suspension and that the date on the suspension letter was the claimant’s last day at work with the defendant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Averring that by the claimant’s contract of employment, he can be placed on an indefinite suspension without pay pending any disciplinary procedure being carried; and that the claimant was placed on indefinite suspension so as not to interfere with the defendant’s own in-house investigation, regardless of the Police investigation. And that since the claimant was placed on indefinite suspension there was no need for him to gain access to the defendant’s office. Furthermore, that while the claimant remained on suspension, the Management carried out staff rationalization exercise which affected the claimant amongst other staff and that this was due to the claimant’s reduced activities. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">That towards this rationalization, the claimant’s employment was terminated and he was invited on 5<sup>th</sup> May, 2009 to come for his terminal benefit which he received and signed for. Moreover, that the defendant is not in control or in management of personal accounts of employees of employees with NSITF or Trust Fund Pensions Administrators.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The defendant maintain that the claimant was paid one (1) month salary in lieu of Notice of Termination of his employment and an additional 8 (eight) months’ salary as lump sum payment to compensate him for loss of his job.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The defendants contend that there is no collective agreement between Mobil Producing Nigeria Unlimited Service Contractors Forum and NUPENG. Furthermore, that MPN Service Contractors Forum is not a Union or Trade Union Organization that negotiates as a group on behalf of its members. Averring further that the claimant is not a member of NUPENG and that none of its staff belongs to NUPENG as there was no time check off dues was paid to the union.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Then Defendant stated that it did not receive any letter from the claimant protesting under payment.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">At the trial the claimant testified as CW, adopted his written statements on oath of 20<sup>th</sup> November 2014 and 29<sup>th</sup> December 2014 (later withdrawn and struck out)which were marked Exhibit C1 and C2 respectively, the claimant went on to tender nine (9) other exhibits one of which (Exhibit C7) was admitted under protest. Under cross examination the claimant testified that he was a member of NUPENG and stated that his claims were based on the collective agreement Exhibit C14-C14 (30), and that his terminal benefits were not accurately paid and he was in court to ask for more.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The defendants called Mr. Bassey Asuquo their staff who testified as DW 1, adopted is statement on oath dated 9<sup>th</sup> September 2015 which was marked Exhibit D1, under cross examination DW1further testified that the claimant was employed by the defendants in May 1997 and that following a rationalization exercise which did not affect the claimant, he was issued a new letter of employment in 2006. DW1 also testified that in by virtue of Exhibit C4 the claimant was terminated in 2006 and given one month’s notice, he also testified that he was unable to comment on the accuracy of the claimant’s entitlements as listed in Exhibit C11 as that documents was from the Accounts department. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The defendants also called one Charles Okpecoha Udoh, an Accountant who testified as DW2, adopted his witness statement on oath of 12<sup>th</sup> September 2015 which was marked Exhibit D2 and under cross examination further testified that the claimant was terminated due to rationalization following reduced activities. He further testified that the claimant was paid his salary for the period he was under suspension, and stated that the first item one Exhibit C11 was not the claimants salaries for the months of his suspension but it was the claimants one month salary in lieu of notice and eight (8) month’s salary as a lump sum to assuage his loss of a job.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">At the close of trial, parties were directed to file their final addresses in line with the rules of this court.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">The DEFENDANT’S FINAL WRITTEN ADDRESS</span></b><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif""> was dated 11<sup>th</sup> February, 2016 and filed on 12<sup>th</sup> February, 2016.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The defendants raised therein four (4) ISSUES<o:p></o:p></span></p> <p class="MsoListParagraphCxSpFirst" style="text-align:justify;text-indent:-.25in; mso-list:l1 level1 lfo2"><!--[if !supportLists]--><span style="font-size:12.5pt; 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:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Whether the suspension of the claimant by the defendant on the 10<sup>th</sup> of March, 2008 was lawful.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l1 level1 lfo2"><!--[if !supportLists]--><span style="font-size:12.5pt; 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:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Whether the termination of the claimant’s employment with the defendant on the 5<sup>th</sup> day of May, 2009 was lawful.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l1 level1 lfo2"><!--[if !supportLists]--><span style="font-size:12.5pt; 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:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Whether the claimant has proved from the circumstances of this case and the evidence adduced before this Honorable Court that he signed the letter of payment of his final entitlement dated 5<sup>th</sup> day of May, 2009 under duress.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="text-align:justify;text-indent:-.25in; mso-list:l1 level1 lfo2"><!--[if !supportLists]--><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">4.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Whether in the circumstances of this case and the evidence adduced before this Honorable Court, the claimant is entitled to be paid the monies claimed in Paragraphs 19 (c) – (H) of the claimant’s Statement of Facts.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">ON ISSUE 1<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">Whether the suspension of the claimant by the defendant on the 10<sup>th</sup> of March, 2008 was lawful.<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Learned Counsel Alhaji F. M. Abdulraheem submitted that the claimant’s suspension of the 10<sup>th</sup> of March, 2008 was lawful as it is trite law that where the terms of an employment are written and express, the parties are bound by the agreement. <b><span style="color:red">OLAREWAJU v. AFRIBANK NIGERIA PLC. (2001) 13 NWLR (PT. 731) 691 @ 705-706; IFEATU v. SHELL PET. DEV. CO. LTD. (2006) 7 MJSC 121 @ 133, PARA. G,</span></b> per <b>Mohammed, JSC. </b>He argued that by the provision of Paragraph 12 Page 3 of the Offer of Employment (Exhibit S.J.1) containing the terms and conditions of the employment, the defendant has the right to suspend the claimant indefinitely in the event of the contravention or breach of the terms and conditions of the claimant’s employment. <b><span style="color:red">GARUBA v. OMOKHODION (2011) 15 NWLR (PT. 1269) 145.</span></b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">ON ISSUE 2<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">Whether the termination of the claimant’s employment with the defendant on the 5<sup>th</sup> day of May, 2009 was lawful.<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Defence Counsel submitted that the claimant’s termination of employment on 5<sup>th</sup> May, 2009 was lawful as the law is trite that where the terms of an employment are written and express, the parties are bound by the agreement therein. <b><span style="color:red">OLAREWAJU v. AFRIBANK PLC. (supra); IFEATU v. SHELL PET. DEV. CO. LTD. (supra).</span></b>He submitted further that where there is a dispute between parties to a written contract of employment, it is outside the jurisdiction of the court to look anywhere for the terms of termination of the contract, other than in the written contract itself. <b><span style="color:red">KATTO v. C.B.N. (1999) 6 NWLR (PT. 607) 405, PARAS. D-F. </span></b>It is counsel’s contention that the termination of the claimant’s employment by the defendant was lawful and that either party to the contract of employment may terminate the contract on the expiration of the Notice given by him to the other party of his intention to do so. However, that nothing shall prevent either of the parties from waiving his right to notice on any occasion or from accepting payment in lieu of the one month notice. <b><span style="color:red">SEC. 11 (1) & (6) of the NIGERIAN LABOUR ACT, CAP. L1, LFN, 2004. </span></b>He maintained that for the termination of employment to be valid, the terms of the contract of employment must be complied with. <b><span style="color:red">ABALOGU v. SHELL PETROLEUM DEVELOPMENT COMPANY OF NIGERIA LIMITED (2003) 14 NSCQR 1086; (2003) 13 NWLR (PT. 837) 309. </span></b>Defendant’s Counsel argued that the terms of the contract between the claimant and the defendant were agreed upon by both parties before the claimant signed Exhibits C4 which is the same as Exhibit S.J.1, which signature signified that the claimant had accepted the terms and conditions of his employment. Furthermore, that fact admitted need no further proof. <b><span style="color:red">SEC. 123 of the EVIDENCE ACT, 2011 (as amended); REPTICO S.A. GENEVA v. AFRIBANK NIG. PLC. (2003) LPELR 20662 SC; MOZIE & ORS. v. MBAMALU & ORS. (2006) 12 SCM (PT. 1) 306 @ 317; BALOGUN v. LABIRAN (1988) 3 NWLR (PT. 80) 66. </span></b>Submitting that it is the law that where the evidence of a witness is favorable to the case of the adverse party, such a party can take advantage of the evidence. <b><span style="color:red">EDOKPOLOR & CO. LTD. v. BENDEL INSURANCE CO. LTD. (1997) 2 NWLR (PT. 486) 131.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">ON ISSUE 3<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">Whether the claimant has proved from the circumstances of this case and the evidence adduced before this Honorable Court that he signed the letter of payment of his final entitlement dated 5<sup>th</sup> day of May, 2009 under duress.<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Learned Defence Counsel submitted that the claimant has not proved that he signed the letter of payment of his final entitlement dated 5<sup>th</sup> May, 2009 under duress and that the law is trite that he who asserts must prove the assertion. <b><span style="color:red">SEC. 131 (1) and (2) of the EVIDENCE ACT, 2011 (as amended); REPTICO S.A. GENEVA v. AFRIBANK NIG. PLC (supra); AGALA & ORS. v. EGWERE & ORS. (2010) 5 SCM 22 @ 37. </span></b>Submitting further that in a civil suit, the person who asserts the existence of any facts has the primary burden of proving his assertion and that the failure of a party asserting to prove or his refusal to testify cannot shift the primary burden on that party. <b><span style="color:red">OLAGUNJU V. YAHAYA (1998) 3 NWLR (PT. 542) 501; UNION BANK OF NIG. PLC. v. ALH. JIMOH (2001) 12 NWLR (PT. 727) 305.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Counsel contended that the Court ought to rely on and accept as true, evidence that was neither challenged nor controverted by the other party. <b><span style="color:red">NACENN v. BEWAC (2012) NSCQR (PT. 1) 230 @# 247.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">He maintained that where an employee accepts or collects his or her entitlements, which include salary in lieu of notice or his entitlements, he cannot be heard to complain later that the contract of employment was not validly and properly determined. Thus, there is foreclosed, any talk of unfair termination. <b><span style="color:red">AGOMA v. GUINESS (NIG.) LTD. (1995) 2 NWLR (PT. 672.</span></b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">ON ISSUE 4<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">Whether in the circumstances of this case and the evidence adduced before this Honorable Court, the claimant is entitled to be paid the monies claimed in Paragraphs 19 (c) – (H) of the claimant’s Statement of Facts.<o:p></o:p></span></b></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Counsel to the defendant argued that the claimant is not entitled to the amount claimed in paragraph 19 (c ) – (H) of his Statement of Fact, and that is trite law that there is established for any employment in the Federal Republic of Nigeria, a Contributory Pension Scheme for payment of retirement benefit of employees to whom the scheme applies. <b><span style="color:red">SEC. 3 (1) of the PENSION REFORM ACT, 2014.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Counsel submitted that where the law requires the fulfillment of a pre-condition before a particular act or action, substantive or procedural, it is to be done/taken, none fulfillment of the pre-condition or non-compliance therewith will be prejudicial to the defaulting party. <b><span style="color:red">PLATEAU CONSTRUCTION LIMITED v. AWARE (2014) 6 NWLR (PT. 1404) 519 @ 540, PARAS. D-E; AINA v. JINADU (1992) 4 NWLR (PT. 233) 91 @ 109, PARA. B; C.C.B. (NIG.) LTD. v. A.G. ANAMBRA STATE (1992) 8 NWLR (PT. 261) 528 @ 556, PARA. G.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">He maintained that it is still the position of the law that where there is a written or documented contract of service, the court will not look outside the terms stipulated therein in deciding the rights and obligations of the parties. <b><span style="color:red">OLOGUNDE v. CARNAUDMETAL BOX TOYO GLASS NIGERIA PLC. (2002) LPELR-12216 CA; WESTERN NIGERIA DEVELOPMENT CORPORATION v. ABIMBOLA (1966) NSCC 172; KATTO v. CBN (1999) 6 NWLR (PT. 607) 390.</span></b> Defendant Counsel argued that the law is trite that where a witness gives conflicting pieces of evidence on an issue, it renders the evidence unreliable and such material contradiction is fatal to the case of the claimant. <b><span style="color:red">C.D.C. (NIG.) LTD. v. SCOA (NIG.) LTD. (2007) 6 NWLR (PT. 1030) 300 SC; AUDU v. GUTA (2004) 4 NWLR (PT. 864) 463; AGBAI & ORS. v. IRE & ORS. (2013) LPELR 22507 CA.</span></b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">He contended that a collective agreement is not in any way meant to supplement an employer’s contract of service. Undoubtedly, that it is the service agreement or the conditions of service that regulates the relationship between an employer and the employee. <b><span style="color:red">COLLEGE OF MEDICINE OF UNILAGOS v. ADEGBITE (1973) 53 SC 149 @ 162; UNITY BANK PLC. v. A.Y.A. ADEMILUYI (2013) LPELR 21984 CA; INTERNATIONAL UBN v. EDET (1993) 4 NWLR (PT. 286) 288, PARAS. B-C; 300, PARAS. C-E.</span></b><o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Counsel, assuming but not conceding that the Court is of the view that the termination of the claimant’s employment was wrongful, the measure of damages recoverable in situations of wrongful termination or dismissal of a servant are determined by what the employee would have earned over a period of notice required for the determination of the employment and not salaries he would have earned up to the time of the employee’s retirement. Furthermore, that the method of assessing the damages recoverable by the claimant is the amount he would have earned over the period of notice which in the instant case, is 3 months. <b><span style="color:red">GEIDAM v. NEPA (2015) 60 NLLR (PT. 210) 329 @ 361, PARAS. E-H; P. 362, PARAS. C-E; ONALJA v. AFRICAN PETROLEUM LIMITED (1991) 7 NWLR (PT. 206) 691; CHUKWUMA v. SHELL PETROLEUM DEV. CO. LTD. (1993) 4 NWLR (PT. 289) 512.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">On the 29<sup>th</sup> April 2016 when the matter was called up for adoption of final written addresses and adumbration, the defendants were present but the claimant had neither filed their final written address nor were they present in court. The defendant counsel then informed the court that his client had informed him that the claimant had died. The matter was further adjourned to the 20<sup>th</sup> May 2016 for adoption of written addresses and to enable the court hear from the claimant.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">On the 20<sup>th</sup> May once more the defendants were in court and the claimants were absent and still had not filed their final written address. The claimants were then foreclosed and the defendants adopted their Final Written Address. The case was further adjourned for Judgement. At the direction of the Court the Court’s clerk called the claimant counsel who stated that he would file his final written address before the next adjourn date and that the claimant had not died.<o:p></o:p></span></p> <p class="MsoNormal" align="center" style="text-align:center;tab-stops:171.75pt"><b><u><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The Court’s Decision<o:p></o:p></span></u></b></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">I have carefully summarized the evidence of both sides, the arguments of the defence 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 issues for determination in this suit to my mind are the issues as formulated by the defendants;-<o:p></o:p></span></p> <p class="MsoListParagraphCxSpFirst" style="text-align:justify;text-indent:-.25in; mso-list:l3 level1 lfo3"><!--[if !supportLists]--><span style="font-size:12.5pt; 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:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Whether the suspension of the claimant by the defendant on the 10<sup>th</sup> of March, 2008 was lawful.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l3 level1 lfo3"><!--[if !supportLists]--><span style="font-size:12.5pt; 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:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Whether the termination of the claimant’s employment with the defendant on the 5<sup>th</sup> day of May, 2009 was lawful.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpMiddle" style="text-align:justify;text-indent:-.25in; mso-list:l3 level1 lfo3"><!--[if !supportLists]--><span style="font-size:12.5pt; 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:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Whether the claimant has proved from the circumstances of this case and the evidence adduced before this Honorable Court that he signed the letter of payment of his final entitlement dated 5<sup>th</sup> day of May, 2009 under duress.<o:p></o:p></span></p> <p class="MsoListParagraphCxSpLast" style="text-align:justify;text-indent:-.25in; mso-list:l3 level1 lfo3"><!--[if !supportLists]--><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";mso-fareast-font-family: "Times New Roman"">4.<span style="font-stretch: normal; font-size: 7pt; line-height: normal; font-family: "Times New Roman";"> </span></span><!--[endif]--><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif"">Whether in the circumstances of this case and the evidence adduced before this Honorable Court, the claimant is entitled to be paid the monies claimed in Paragraphs 19 (c) – (H) of the claimant’s Statement of Facts.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">In order to properly appraise the above issue it is necessary to determine the nature of the employment relationship that existed or exists between the claimant and the defendants. The claimant have presented Exhibit C3 and C4 being contracts of employment as well as other exhibits which arose in the course of their relationship. From a careful perusal of these exhibits as well as considering the argument and submissions of parties I find that the relationship between the two parties was one of Employer/ Employee relationship commonly referred to as Master and Servant. I find and hold<b><span style="color:red"><o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">With regards to issue 1;- Whether the suspension of the claimant by the defendant on the 10<sup>th</sup> of March, 2008 was lawful. The claimants have presented Exhibit C5 the defendant’s letter to the claimant. Reproduced below:<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">10<sup>th</sup> March, 2008<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Blessed O. Isseh<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">QIT location.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Dear Sir,<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><b><u><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Indefinite Suspension<o:p></o:p></span></u></b></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing" style="text-align:justify"><span style="font-size:12.5pt; font-family:"Times New Roman","serif"">This is to inform you that your appointment is hereby suspended indefinitely without pay pending the outcome of the management investigation into your act of gross misconduct of assault to your colleagues on duty today.<o:p></o:p></span></p> <p class="MsoNoSpacing" style="text-align:justify"><span style="font-size:12.5pt; font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing" style="text-align:justify"><span style="font-size:12.5pt; font-family:"Times New Roman","serif"">You will be informed about the reports of the investigation when concluded.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Yours faithfully,<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Human Resources Manager.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">CC: General Services Manager.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> Human Resources Manager<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The letter states that the claimant is place on indefinite suspension from that date without pay.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The defendant maintain that they were entitled so to do with reliance on clauses 13 and clause 12 of Exhibit C3 and Exhibit C4 respectively provide that;<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Suspension: while investigation leading to possible dismissal are being undertaken you may be suspended from duty without pay at Management’s discretion.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The authorities are pretty clear that when it comes to suspension, the question of fair hearing and/or natural justice is immaterial. For instance,<b><span style="color:red"> LONGE v. FBN PLC (2010) 6 NWLR (PT. 1189) 1.</span></b> held that the suspension of an employee when necessary cannot amount to a breach of the employee’s fundamental or common law rights. See also<i> </i><b><span style="color:red;mso-bidi-font-style:italic">AYEWA V. UNIVERSITY OF JOS [2000] 6 NWLR (PT. 659) 142, AKINYANJU V. UNIVERSITY OF ILORIN [2005] 7 NWLR (PT. 923) 87</span></b><span style="color:red;mso-bidi-font-weight:bold"> </span>and <b><span style="color:red;mso-bidi-font-style:italic">SHELL PET. DEV. CO. V. LAWSON JACK [1998] 4 NWLR (PT. 545) 249. BY ADAMS V. LSDPC [2000] 5 NWLR (PT. 656) 291 CA,</span></b> once it is shown that termination of employment is in accordance with the terms of the employment, the issue of natural justice does not arise. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">I indicated earlier that the yardstick for challenging a suspension is whether the suspension is necessary, reasonable, valid and hence lawful. In this respect, an exposition of the law as to suspension may not be out of place. The learned author, EM Rao, in the book<b><u>, Industrial Jurisprudence: A Critical Commentary (LexisNexis Butterworths: New Delhi, India), 2008 </u></b>variously discussed the ambit of the law relating to suspension. For instance, the learned author first acknowledged the right of the employer to suspend; and then at page 116, relying on <b><span style="color:red;mso-bidi-font-style:italic">HOTEL IMPERIAL V. HOTEL WORKERS’ UNION [1995] I LLJ 544 (SC),</span></b> the learned author asserts that in the regulation of an employment relationship, the power to suspend an employee is not an implied term in an ordinary contract between an employer and an employee. The Supreme Court in <b><span style="color:red;mso-bidi-font-style:italic">LONGE V. FIRST BANK OF NIGERIA PLC (SUPRA)</span></b><span style="color:red"> </span>acknowledged this much too. Such a power can only be the creation of either a statute governing the contract or of an express term in the contract itself; The Nigerian case of <b><span style="color: red;mso-bidi-font-style:italic">UDEMAH V. NIG. COAL CORP. [1991] 3 NWLR (PT. 180) 477 CA</span></b> also acknowledged this state of the law holding that an employer has the right to suspend an employee for the purpose of investigation or disciplinary action. The case went on that in doing that, the employer must comply with any existing regulation governing such action.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">There is no gainsaying that an employer has the right to discipline an erring staff (and suspension is one such disciplinary measure – see <b><span style="color:red;mso-bidi-font-style:italic">UNIVERSITY OF CALABAR V. ESIAGA [1999] 4 NWLR (PT. 502) 719 AT 739 – 740, BOSTON SEA FISHING CO. V. ANSELL (1886-90) ALL ER 65 AT 67, LEWIS V. HEFFER & SONS [1978] 3 ALL ER 254</span></b> and <b><span style="color:red;mso-bidi-font-style:italic">THE SHELL PETROLEUM DEVELOPMENT COMPANY LTD V. LAWSON-JACK [1998] 4 NWLR (PT. 545) 249)</span></b> in the interest of the organization or institution, although it may be otherwise if the contract of employment either expressly or impliedly rules out recourse to discipline by the employer. See <b><span style="color:red;mso-bidi-font-style: italic">NEPA V. OLAGUNJU [2005] 3 NWLR (PT. 913) 602</span></b>. Indeed, as held in <b><span style="color:red;mso-bidi-font-style: italic">SHELL PET. DEV. CO. (NIG.) LTD V. OMU</span></b><span style="color: red;mso-bidi-font-weight:bold"> </span><b><span style="color:red;mso-bidi-font-style:italic">[</span></b>1998] 9 NWLR (Pt. 567)<b><span style="color:red;mso-bidi-font-style: italic"> 672</span></b>, it is a disruption of an ordinary employer’s business to fetter him with an injunction not to discipline his servant. Here, the employer has the right to suspend an employee when necessary, with or without pay or at half pay. The English cases of <b><span style="color:red; mso-bidi-font-style:italic">HANLEY V. PEASE & PARTNERS LTD [1915] 1 KB 698 AND MARSHALL V. MIDLAND ELECTRIC [1945] 1 ALL ER 653,</span></b><span style="color:red;mso-bidi-font-weight:bold"> </span>however, held that employers cannot suspend without pay where there is no express or contractual right to do so. The rationale is that in suspending an employee without pay, the employer has taken it up upon itself to assess its own damages for the employee’s misconduct at the sum which would be represented by the wages of the days the employee remains suspended.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify;tab-stops:171.75pt"><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">What all these authorities establish is that the power to suspend and its ambit is a function of law and/or the terms and conditions of the contract of employment. In other words, as in the instant case, it is to the contract of employment of the claimant that we must look in order to determine whether his indefinite suspension was valid or not.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify;tab-stops:171.75pt"><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">In the instant case the claimant’s condition of employment Exhibit C3 as well as C4 clearly provide for suspension without pay in which case the suspension of the claimant was lawful. The defendant contends that the claimant was paid for the period of suspension while the claimants claim typifies otherwise, the defendants have brought nothing before the court to show that they had exercise the discretion in the said Clause 12 to this end i.e. as there is nothing to show that the claimant was indeed paid for the suspension period. I find that the claimant was lawfully suspended and that his suspension was without pay. Relief 1 therefore fails.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">With regard to issue 2:- Whether the termination of the claimant’s employment with the defendant on the 5<sup>th</sup> day of May, 2009 was lawful.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The position of the law is as stated in <b>SASEGBON’S LAWS OF NIGERIA, AN ENCYCLOPAEDIA OF NIGERIAN LAW AND PRACTICE, FIRST EDITION, VOLUME 16 PARA. 322 - WHAT GOVERNS TERMINATION OF APPOINTMENT?</b><o:p></o:p></span></p> <p class="MsoListParagraph" style="text-align:justify;text-indent:-.25in; mso-list:l0 level1 lfo4"><!--[if !supportLists]--><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-fareast-font-family:"Times New Roman"">(1)<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:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">“It needs no restatement that the law of master and servant may be governed by both common law and statute, and that termination of an appointment depends upon what the contract between the parties provides (<b><span style="color:red">OLANIYAN v. UNIVERSITY OF LAGOS (NO.2) (1985) 2 NWLR (PT. 9) 599 @ 612.”</span></b> –Per <b>Awogu, J.C.A</b>. <b><span style="color:red">in DAVID-OSUAGWU v. A.G. ANAMBRA STATE SUIT NO. CA/E/80/91; (1993) 4 NWLR (PT. 285) 13 @ 41.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify;tab-stops:171.75pt"><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">The defendants have submitted that the claimant was terminated following rationalization exercise this also reflected in Exhibit C11.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">5<sup>TH</sup> May, 2009<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Mr.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">NDIANBASI ANIETIE….<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">UBOM<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Dear Sir,<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing" align="center" style="text-align:center"><b><u><span style="font-size:12.5pt; font-family:"Times New Roman","serif"">PAYMENT OF FINAL ENTITLEMENT<o:p></o:p></span></u></b></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">In view of the no-going staff re-shufflement in our organization, we regret to inform you that your service will no longer be required by this company any more.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Please fine below the calculation of your benefits as follows:-<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Nine months lumpsome payment of your monthly gross salary N29500x9 = N265,500.00<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">End of contract buns 2006 to March 2008 ,………………………… N 88, 500.00<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Leave grant for two years N13, 125 x2………. N26, 250.00<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Xmas bonus for 2008……………………………………………………… N22, 125.00<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">TOTAL ……………………………………………………………… N402375. 00<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">(Amount in words) four hundred and two thousand three hundred and seventy five naira only.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Yours faithfully,<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Human Resources Manager.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">Acknowledgement.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">I , Ndianabasi A Ubom having collected the sum of N402375.00 (in words) four hundred and two thousand and three hundred, which is my full and final entitlement from the company, I therefore declare that I have no further claim(s) from the company.<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">SIGN<o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">DATE: 5/5/09 <o:p></o:p></span></p> <p class="MsoNoSpacing"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">From the foregoing, Exhibit 11 dated5th May , 2009 terminated the claimant’s employment with effect from same date (i.e. May 5<sup>th</sup> 2009) and gave the reason as –<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">In view of the on-going staff re-shufflement in our organization, ……your services will no longer be required by this company anymore.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant however maintained that his termination was following his involvement in union agitation for better working condition which led to his arrest, suspension and termination<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The law is that an employer can terminate the employment of an employee with or without a reason See <b><span style="color:red">ANGEL SHIPPING & DYEING LTD V. AJAH [2000] 13 NWLR (PT. 685) 532 CA</span></b>; although modern systems prefer that a reason be given by such an employer (see <b><span style="color:red">PENGASSAN V. SCHLUMBERGER ANADRILL NIGERIA LIMITED [2008] 11 NLLR (PT. 29)</span></b></span><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-ansi-language:EN-GB"> </span></b><b><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";color:red">164</span></b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">). Where the employer, however, gives a reason for the termination, it behooves on him to justify the reason. <b><span style="color:red">SEE ANGEL SHIPPING & DYEING LTD V. AJAH (SUPRA).<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">At the trial the defendant’s witnesses DW1 and DW2 testified that the claimants termination was as a result of rationalization<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Once again, by law a</span><span lang="EN-GB" style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">n employer has the right to restructure/reorganise/reshuffle/rationalize its staff but it must be for verifiable reasons, including the nature of the restructuring/reorganisation/re-shufflement/rationalization. An employer cannot just blindly use the word re-organise or reshufflement as justification without stating what it entails and its component parts. To be such, the defendants must prove the need for the reorganisation, its component part and how they succeeded in doing that in regards to the case at hand. See</span><span lang="EN-GB" style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif""> </span><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-bidi-font-style:italic">EME EKANEM UKPONG V. </span></b><b><span lang="EN-GB" style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-ansi-language:EN-GB;mso-bidi-font-style:italic">AKWA IBOM STATE GOVERNMENT & 2 ORS UNREPORTED SUIT NO. NICN/CA/87/2013</span></b><span lang="EN-GB" style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-ansi-language:EN-GB"> </span><span lang="EN-GB" style="font-size: 12.5pt;line-height:115%;font-family:"Times New Roman","serif";mso-ansi-language: EN-GB">the judgment of which was delivered on September 30, 2014. And </span><b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; color:red">SUIT NO: NICN/LA/271/2014 MRS. AMAECHI LAURETTA ONYEKACHI VS. STANQUEEN INVESTMENT LIMITED</span></b><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";color:red"> </span><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">delivered on the 4<sup>th</sup> December 2015.</span><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif";mso-ansi-language:EN-GB"> <span lang="EN-GB">The defendant in the latter cited case said the reorganisation was as a result of the loss of its loss of “</span></span><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">MTN Dealership rights”. And the court asked? Has this reason been sufficiently justified and proved by the defendant? This remains the question. In paragraph 8 of the statement of defence, the defendant stated that the termination of the claimant’s employment was “due to the reorganization it embarked upon by the company”; and in paragraph 10, the letter of termination was then pleaded by the defendant, the supporting paragraph in the defendant’s witness statement on oath being 12. In stating that the reorganization was necessitated by the loss of MTN Dealership rights, the defendant did not show to this Court any instrument or document that indicated the defendant <i>actually</i> lost the MTN Dealership rights. For instance, the defendant would need to show to this Court a letter communicating the loss of the MTN Dealership rights. This the defendant did not do. This means that the defendant did not justify before this Court the reason for terminating the claimant’s employment; and I so find and hold.</span><span lang="EN-GB" style="font-size:12.5pt;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 style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">With regard to re-organization and the like Learned Author Odabi Osaretin Kingsley in his book <b><u>Case Law Annotation of Public Service Rules in Nigeria© 2013 Evergreen Overseas Publication Benin City, at page 86</u></b> when treating the issue or re-organization and redundancy emphasized the need for employers to particularize the circumstances resulting in re-organization and that court compel the employer to produce proof of such circumstance warranting the termination of the employee.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Also in <b><span style="color:red">STEPHEN IMUZEI AKHIOJEMI & ANOR V. ADMINISTRATIVE STAFF COLLEGE OF NIGERIA & ANOR </span>(</b>unreported<b>) <span style="color:red">SUIT NO. NICN/LA/426/2012</span></b><span style="color:red"> </span>the judgment of which was delivered on January 21, 2014, this Court held that in relying on the rule governing disengagement due to re organization the defendants must actually make out a case for the application of this rule in terms of the justification for disengaging the claimant from his employment.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">What all this means that the defendants must prove re organization to the court to justify their actions on the basis of reorganization, also in <b><span style="color:red">ESTHER OGBODU V. GLOBAL FLEET OIL & GAS LTD AND ANOR, SUIT NO. NICN/LA/32/2012 </span></b>(unreported) the judgment of which was delivered on December 5, 2014, where re-organization was given as one of the reasons for terminating the employee’s employment.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The position of the law in Nigeria is that while an employer is not enjoined to, where, however, the employer chooses to give a reason for terminating the employment of an employee, it lies on that employer to justify the reason if challenged. See <b><span style="color:red">ANGEL SHIPPING & DYEING LTD V. AJAH [2000] 13 NWLR (PT. 685) 532 CA </span></b>and<b><span style="color:red"> AFRIBANK (NIG.) PLC V. OSISANYA [2000]1 NWLR (PT. 642) 592 CA.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">In consequence, I accordingly state that it is my finding and holding that as the defendant have not put before the court any evidence of rationalization or reduce work the defendants termination on the basis of rationalization has not been proved. The defendants termination not being justified is wrongful in the circumstances. I resolve issue 2 for the claimant. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">With regard to issue 3;- Whether the claimant has proved from the circumstances of this case and the evidence adduced before this Honorable Court that he signed the letter of payment of his final entitlement dated 5<sup>th</sup> day of May, 2009 under duress<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">“The Black Law Dictionary 6<sup>th</sup> Edition at Page 504, the word duress, is defined as an unlawful threat or coercion used by a person to coerce another to act (or refrain from acting) in a manner he or she otherwise could not (or would); it is the act of subjecting a person to improper pressure, which overcomes his will and coerces him to comply with a demand to do which he would not yield if acting as a free agent” <b><span style="color:red">CALABAR CENTRAL COOPERATIVE THRIFT & CREDIT SOCEITY Vs. BASSEY EBONG EKPO [2001] LPELR 6984 CA. </span></b>and in the case <b><span style="color:red">of SANDTRADE INVESTMENTS LTD. & ORS Vs. TINO ELECTRIC NIGERIA [2010] LPELR 4931 CA</span></b> The Court of Appeal held that “Consequently a man who entered into a contract under duress may either affirm or avoid such a contract after the duress has ceased, otherwise he may be held bound on the ground of ratification See <b><span style="color:red">OMES Vs. BEADE [1860] 2 DEGF &113.<o:p></o:p></span></b></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">During the trial under cross examination it was put to the claimant that he signed for the entitlements he was paid in Exhibit C11, thus;<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">YUSUF : Exhibit C11 was given to you and you signed<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">CLAIMANT; Yes I was forced to sign under security<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">YUSUF : On the 5<sup>th</sup> May where given cash or cheque<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:1.5in;text-align:justify;text-indent: -1.5in"><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">CLAIMANT: They brought the cash, I was forced to sign for it. The lawyer refused to bring the letter I wrote to the defendants the next day, that is the letter the lawyers refused to tender it was duly acknowledged<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant had tendered Exhibit C12 as well as the Exhibit C13 the dispatch book with which Exhibit C12 was delivered as proof that he had avoided the duress. The defendants duly cross examined the claimant on this point and it was discovered that the claimant had become a kitchen dispatcher who used Exhibit C13 in the normal course of his employment to deliver mail.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">In the circumstance the court is satisfied after hearing the claimant in court and observing his demeanor on this point that the claimant did not willingly sign Exhibit C 11 and consequently took steps to avoid the distress. I resolve this issue in favour of the claimants.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Regarding issue 4; Whether in the circumstances of this case and the evidence adduced before this Honorable Court, the claimant is entitled to be paid the monies claimed in Paragraphs 19 (c) – (H) of the claimant’s Statement of Facts.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant had maintained that his claims in this court were based on a collective bargaining agreement Exhibit C14 and testified that he was a member of NUPENG.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">It is pertinent to note that the law requires the claimant to prove to the court that he is a member of the particular union or employee association whose collective agreement he seeks to evoke,</span><span style="font-size:12.5pt;line-height:115%; font-family:"Times New Roman","serif";mso-ansi-language:EN-GB"> <b><span lang="EN-GB" style="color:red">HABU V. NUT, TARABA STATE [2005] 4 FWLR (Pt. 283) 646</span></b><span lang="EN-GB"> considering that membership of a union is a function of law, not a collective agreement. In the case as <b><span style="color:red">CORPORATE AFFAIRS COMMISSION V. AUPCTRE [2004] 1 NLLR (PT. 1) 1 NIC</span></b>, this court held that for junior staff, eligibility is the yardstick for determining membership of a union was the right to opt out; while for senior staff actual membership is the rule was the right to opt in. In other words, membership for junior staff is automatic.<o:p></o:p></span></span></p> <p class="MsoNormal" style="text-align:justify"><span lang="EN-GB" style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-ansi-language:EN-GB">I am aware the authority of <b><span style="color: red">HABA V. NUT, TARABA STATE [2005] 4 FWLR (Pt. 283) 646</span></b>, check-off dues of a worker and the remittance of same to a trade union is an incidence of membership of the worker whose statutory right is mandatory for or vested by the Labour Act. And in the this case the claimant has not tendered any document of membership or salary pay slips indicating check off deductions to enable the court determine his membership one way or the other. See </span><b><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";color:red">MR. MUMUNI ADEKUNLE YUSUF-ODEDUNTAN Vs. WEMA BANK PLC. NICN/IB/68/2013 (Unreported) </span></b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; mso-bidi-font-weight:bold">delivered on 29<sup>th </sup>September 2014.</span><b><span style="font-size:12.5pt;line-height: 115%;font-family:"Times New Roman","serif""> </span></b><span style="font-size:12.5pt;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:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">More importantly the issue to be considered by the Court is that the claimant in relying on the collective agreement assert that he is a member of NUPENG. The critical issue however is whether the claimant would be right in joining NUPENG and even paying check-up dues to it to enable him benefit from the collective agreement entered into by NUPENG. Unionism is statutorily regulated by the Trade Unions Act (TUA) Cap. T14 LFN 2004, as amended by the Trade Unions (Amendment) Act 2005. Part B of the Third Schedule to the TUA regulates the jurisdictional scope of all the registered unions. By paragraph 13, the jurisdictional scope of NUPENG is –<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">Workers in oil well and natural gas well operations including prospecting, drilling, crude oil and natural gas pipelines. Refining, distribution and marketing of natural gas, extraction oil and natural gas and petroleum products including petrol filling stations, petroleum tanker drivers, but excluding the construction of oil and gas pipelines.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The claimant was employed as Kitchen Helper/Staff by the defendant, and answered yes to the question under cross examination that he was a Kitchen Dispatcher. The defendants catering out fit charged with supply food to an oil service company. Nowhere in the jurisdictional scope of NUPENG are Kitchen Staff permitted to join as members. It must be noted that the right of freedom of association is not absolute and the provisions which set out conditions for membership are not necessarily inconsistent with the stipulations of the Constitution. See <b><span style="color:red;mso-bidi-font-style:italic">MHWUN V. MINISTER OF LABOUR AND PRODUCTIVITY [2005] 17 NWLR (PT. 953) 120 </span></b>and<b><span style="color:red"> OSAWE V. REGISTRAR OF TRADE UNIONS [1985] NSCC (VOL. 16) (PT. 1) 766</span></b>. This means that it would be wrong and even unlawful for the claimant to have joined NUPENG and actually paid check-off dues to it more so as there is in existence a union appropriate for the claimant. It is the National Union of Hotels and Personal Services Workers (NUHPSW) whose jurisdictional scope is provided for under paragraph 12 of Part B to the Third Schedule to the TUA in the following words –<o:p></o:p></span></p> <p class="MsoNormal" style="margin-left:.5in;text-align:justify"><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">Workers in services involving the care of the person or his apparel. Hotels, restaurants, cafes, taverns and other drinking and eating places. Laundries and laundry services, cleaning and dyeing. Barber and beauty shops, domestic services, portrait and commercial photographic studios, shops, offices and cleaning. Security services, recreational and tourist organizations in the private sector and related services. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The NUHPSW is the union that the claimants belong to and so ought to pay their check-off dues to. So in belonging to NUPENG, if, indeed he had, then the claimant erred and acted unlawfully. He cannot, therefore, rely on that unlawfulness and then claim the benefit of the collective agreement NUPENG entered into, See. Unreported <b><span style="color:red">SUIT NO: NICN/LA/125/2012 </span></b></span><b><span lang="EN-GB" style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"; color:red;mso-ansi-language:EN-GB">MR. CHRISTOPHER OKEIYI & 10 ORS VS. PRUDENTIAL GUARDS LTD</span></b><b><span lang="EN-GB" style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif";color:red"> </span></b><span style="font-size:12.5pt;line-height:115%;font-family:"Times New Roman","serif"">delivered December 2, 2013.) I resolve issue 4 for the defendants. Relief 4 fails.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">In relief 3 the claimant is asking the court to order the defendant to pay to the claimant the sum deducted from his monthly salaries under the National Social Insurance Scheme. The claimant however did not show the court the basis on which or the law that empowers him to collect NSTIF deductions directly from the defendant to enable the Court make such an order.., the claimant is praying this Court to order that the said pension contributions due to him be paid to him. Where a statute orders that remittances are to be made to a named body, it is open to this Court to rule that such remittances to be made to an employee even if the employee is the ultimate beneficiary of the remittances in issue. Remittances under the Pension Reform Act 2004 (note that as relates to this case, the cause of action is as governed by the 2004 pension Reform Act, not the 2014 Act, because the cause of action arose upon the claimant’s resignation on 20<sup>th</sup> July 2010) fall under this rule. This Court cannot, therefore, accede to the claimant’s prayer that the said pension contribution be paid to him. Neither can the Court order that the said pension contribution be paid to the claimant’s PFA since there is no evidence before the Court who the PFA is Exhibit C8, which the claimant frontloaded probably as evidence of his PFA has no evidential value. This relief for pension contributions accordingly cannot be granted and so is hereby <i>merely</i> struck out. Relief 3 therefore fails.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Relief 5 is for N50, 000,000.00 as general damages. How did the claimant even arrive at the sum of N50,000,000? This Court was not shown. Since this Court has not been shown how the claimant arrived at the sum of N50, 000, 000.00 as damages. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">The court’s finding on whether the claimant was made to sign exhibit C11 under duress? I find that the claimant was laboring under the mistaken belief that he was entitled to claim for additional entitlements under exhibit C14, he wrote exhibit C12, in the circumstances although the claimant may not have ordinarily collected the amount stated in Exhibit C11, he has not shown the court he is entitled to anything else on that score. Especially since it has been established that one (1) month salary in lieu of notice was paid to the claimant. However the claimant in framing relief 2 did not ask for a declaration for wrongful termination which in the circumstances he would have been entitled to. Relief 2 as couched despite the courts findings on issues 2, 3, and due the courts findings on relief 4 cannot be granted.<o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">Reliefs 6 and 7 are for interest and costs contingent on the pronouncement of a monetary judgement. That is not the case in this suit. <o:p></o:p></span></p> <p class="MsoNormal" style="text-align:justify"><span style="font-size:12.5pt; line-height:115%;font-family:"Times New Roman","serif"">All the reliefs of the claimant therefore fail and are hereby dismissed.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">This is the Court’s Judgement and it is hereby entered accordingly.<o:p></o:p></span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNormal"><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif""> </span></p> <p class="MsoNoSpacing" align="center" style="text-align:center"><span style="font-size:12.5pt;font-family:"Times New Roman","serif"">…………………………………<o:p></o:p></span></p> <p class="MsoNoSpacing" align="center" style="text-align:center"><span style="font-size:12.5pt;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:12.5pt;font-family:"Times New Roman","serif"">Presiding Judge Calabar Division<o:p></o:p></span></p> <p class="MsoNoSpacing" align="center" style="text-align:center"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;"><span style="font-size:12.5pt;font-family:"Times New Roman","serif""> </span></p> <p class="MsoNormal"><span style="font-size:12.5pt;line-height:115%;font-family: "Times New Roman","serif""> </span></p>