Why Court Ordered Covenant University To Pay Ex-Staff N10.3m

The National Industrial Court on Thursday gave reasons why Covenant University, Ota should pay a former staff, Dr Adekunle Oyeyemi N10.3m as general damages.

The courts presided over by Justice Ayodele Obaseki-Osaghae, delivering judgment held that the termination of the claimant’s employment was wrongful and in breach of the contract of his employment.

It thus ordered Covenant University, to pay the said sum of N10.3 million as general damages, terminal benefit, and salary.

Of the amount, N8.2 million is for his 24 months salary as general damages, N1.7 million as terminal benefits and N344,635 salary in lieu of notice, to be paid within 30 days.

The judge also described as wrongul, the University’s unilateral review of Dr Adekunle Oyeyemi’s employment conversion to Senior Lecturer.

According to the court, such an action was unsolicited and designed to force him to exit.

Obaseki-Osaghae stated that there was no wrongdoing established before the court that necessitated the termination of the claimant’s appointment with immediate effect, a Vanguard report said.

“The words with ‘immediate effect’ have the effect of stigmatisation.

“The termination of the claimant’s employment is wrongful and not in accordance with international best practices.” the judge ruled

Dr Adekunle Oyeyemi had submitted that he was employed as a full-time Director of the Covenant University’s Counseling Centre from Oct.1, 2007, to Nov.15, 2016, when his appointment was terminated without any misconduct.

In addition, he stated that he sent an internal memo to the Secretary of the University Board to state his position against the Board’s resolution on the issue of tenure of Principal Officers and Directors.

He further said that he got a reply letter informing him that his tenure as the Director of the Centre had come to an end and he was being redeployed to the Department of Psychology as a Senior Lecturer, which was against his terms of employment.

The claimant’s counsel, Funmi Falana, submitted that the termination of her client’s employment was done contrary to the institution’s law .

She therefore sought for an order of reinstatement amongst other reliefs.

The defendant, on its part submitted that the claimant was invited to a roundtable discussion when his service was no longer required in its counseling centre.

Covenant University also stated that when the claimant was informed of its decision to transfer him as a Senior Lecturer on contract, he consented to the arrangement.

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The University stated that it decided to retain the claimant as a Senior Lecturer on contract as a kind gesture as he was over 60 years as at the time and was due for retirement.