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Damages recoverable for wrongful termination of employment
Damages recoverable for wrongful termination of employment where the contract of employment expressly provided for a stipulated period of notice
Differences between an employment of master-servant relationship and employment which enjoys statutory flavour in respect of actions for determination of employment
Documents to be tendered by a claimant in an action for termination of employment and facts to be proved
Duty of the court when determining a matter of termination of employment
Duty of the plaintiff to prove the terms of the agreement allegedly breached
Duty placed on an employer where he gives reason for terminating the employment of an employee
Effect of a wrongful termination of employment lacking statutory flavour
Effect of failure by an employer to formally disengage the employee in the manner stipulated by the contract
Effect of failure to comply with the period of notice for termination stipulated in the contract of employment
Effect of the acceptance of salary in lieu of notice in the case of employment with statutory flavour
Effect of the termination of a contract of employment
Facts that a claimant must prove in an action for wrongful termination of employment
General principles governing the termination of employment
Legal implication where a contract of employment is determined by notice, payment in lieu in notice or the notice is subject to the performance of a condition precedent
Need for a claimant alleging wrongful termination of employment to plead the contract of employment
Need for an employee to be given fair hearing where an allegation of misconduct or other serious infraction is made against him
Need for an employer to comply with the condition for terminating an employee's employment
Need for the Court to look into the terms of the contract in determining whether the termination is lawful
Need for the observance of fair hearing before the termination of an employee's appointment
Position of the common law on termination of employment
Position of the law on a wrongful termination of employment which enjoys statutory flavour
Position of the law on the quantum of damages awardable for breach of contract of employment
Position of the law on the termination of the employment of an employee on probation
Position of the law on wrongful termination of employment purely of a master-servant relationship
Position of the law where an employee accepts salary in lieu of notice
Position of the law where parties fail to stipulate the length of notice required to terminate a contract of employment
Power of an employer to terminate the employment of an employee for good reason or no reason at all
Principles governing termination of a master and servant relationship
Principles governing the termination of an employment that is devoid of statutory flavour
Principles governing the termination of employment with statutory flavour
Principles of the award of damages for wrongful termination of employment
Procedure for the termination of an employment with statutory flavour
Quantum of damages in the event of wrongful termination of employment devoid of statutory flavour
Remedy in the event of a wrongful termination of employment lacking statutory flavour
Rules applicable to the termination of employment in a Federal Polytechnic
The nature of the power of an employer to terminate an employment
The principle that an employer can terminate an employment for good reasons, bad reasons or for no reason at all
The principle that an employer has the right to fire an employee at any time
The principle that termination of the employment is based on the contract of service
The principle that the employer seeking to terminate a employment must comply with the procedure provided in the contract of employment
The required length of notice for termination of a general employment
The right of an employer to terminate a contract of employment
The rule that an employer is required to give the requisite notice or pay salary in lieu of notice to validly terminate an employment
Ways of terminating an employment under a master-servant contract of service
Ways of terminating contracts of employment
What a claimant complaining that his employment has been wrongfully terminated must establish
What a claimant seeking declaration that the termination of his employment is unlawful must prove
What compliance with the rules of natural justice in the termination of an employment entails under Section 15 of the University of Ilorin Act
When the termination of a contract of employment would be said to be unlawful
Where letter of termination of employment was posted, what is the date the termination takes effect?
Whether a court can declare the wrongful termination/dismissal of an employment lacking statutory flavour null and void
Whether a master and servant contract can subsist after termnation
Whether a plaintiff needs to plead and tender the letter of employment in action founded on termination of employment
Whether a wrongful act of terminating an employment of the nature of the Respondent's is an illegal or unlawful act
Whether an allegation of fraud and financial malpractices must be proved beyond reasonable doubt before an employer can terminate an employment
Whether an employee is entitled to damages for termination of employment
Whether an employee who has accepted salary and terminal benefits can allege wrongful termination of employment
Whether an employee who receives his terminal benefits on the termination of his contract of employment can be heard to complain that his employment was not properly determined
Whether an employer can terminate employment for good or bad reasons
Whether an employer is bound to give any reason for terminating the appointment of a servant or be compelled to retain any worker where such employment is not one with statutory flavour
Whether an employer is bound to give reasons for terminating the appointment of his employee
Whether an employer must give reason for terminating the employment of its staff and the obligation on him where he gives reason
Whether collection of terminal benefits in respect of wrongfully determined employment would constitute a bar to the challenge of the wrongful termination
Whether it is he who hires that can fire
Whether it is mandatory for an employer to serve notice to terminate an employment even where it is not expressed in the contract of employment
Whether it is sufficient for a party who seeks to terminate a contract of employment to state that he offers to pay salary in lieu of notice
Whether malice and bad faith are relevant in determining the lawfulness of the termination of a contract of employment
Whether motive is relevant in determining the legality of a termination of employment
Whether offering to pay salary in lieu of notice makes a termination right
Whether payment of salary in lieu of notice must be made at the time of termination of the contract
Whether the appointment of an employee can be said to have been terminated on good cause where he submitted a memorandum or gave oral evidence
Whether the employer must expressly state that he no longer requires the services of the employee
Whether the guilt of an employee should be established before his appointment is terminated
Whether the letter of appointment must be tendered in an action for breach of contract of employment
Whether the right to terminate a contract of employment can be vitiated by malice or improper motive
Whether the termination of an employee's employment can be set aside on the ground of non-compliance with fair hearing where there is no provision in the contract on fair hearing
Who can exercise the right to terminate a contract of employment
Who has the duty to give notice to terminate a contract of employment?
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