MR. PETER YUSEFUL ONUMINYA v. ACCESS BANK PLC
(2014) LCN/6978(CA)
RATIO
LABOUR LAW: REMEDY FOR UNLAWFUL TERMINATION OF EMPLOYMENT
The learned trial Judge was also right to have concluded that the Appellant’s forced resignation was in fact a dismissal. It is well settled in a long line of decided cases that the remedy of an employee wrongly terminated or dismissed is to sue for damages, and the measure of damages is always the salaries for the length of time for which notice of termination could have been given in accordance with the contract of employment. See Obo v. Commissioner of Education Bendel State (1993) 2 NWLR (Pt.273) 45; Nigerian Produce Marketing Board v. Adewunmi (1972) 1 All NLR (Pt.2) 433; Western Nigeria Development Corporation v. Abimbola (1966) NMLR 381; Union Bank of Nigeria v. Nwachukwu (2000) LPELR-12976 (CA). Per CHINWE EUGENIA IYIZOBA, J.C.A
