Landmarks in Nigerian Labour Law

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dc.contributor.authorOdumosu, O. I.
dc.coverage.geographicalNigeriaen_US
dc.date.accessioned2013-02-17T20:32:27Z
dc.date.accessioned2018-10-27T23:09:38Z
dc.date.available2013-02-17T20:32:27Z
dc.date.available2018-10-27T23:09:38Z
dc.date.issued1987-01-13
dc.departmentLawen_US
dc.description.abstractThe contractual relationship between the employer and the employee (master and servant) is crucial for the meaningful operation of a system of collective bargaining. Equally important is the existence of strong trade union organisations whose membership depends on workers who are "job-holders". We have discussed at length these various aspects of our Labour Law in order to shed light on their merits and demerits. The superiority of the employer vis-a-vis his employee looms large in the whole of their employment relationship. The employer has the power to lock-out his workers and his liability to pay wages for the period of lockout and the grant to the workers concerned of continuity of employment do not appear to be a sufficient deterrent. Closely related to this is the whole range of disciplinary powers such as suspension or dismissal, which the employer exercises at will. And, unless the employee is one of the few ones protected by legal status, his only remedy will be claimed for damages.en_US
dc.facultiesLawen_US
dc.format.filetypepdfen_US
dc.identifier.urihttp://localhost:8080/xmlui/handle/123456789/3087
dc.language.isoenen_US
dc.pages.totalpages57en_US
dc.publisherObafemi Awolowo University Pressen_US
dc.subjectEmployer-employee relationshipen_US
dc.subjectLabour decreeen_US
dc.subjectContract of employmenten_US
dc.subjectFreedom of contract
dc.subjectCollective bargaining
dc.subjectCollective agreement
dc.subjectTrade Unions
dc.subjectTrade Unions Decree 1978
dc.subjectProtection of employment
dc.subjectRight to work
dc.subjectIndustrial conflicts
dc.subjectNational Industrial Court
dc.titleLandmarks in Nigerian Labour Lawen_US
dc.typeLectureen_US
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