07014483439, 08182677240, 08119982823
08165312322 hello@myproject.com.ng

THE CONSEQUENCE OF DISSOLUTION OF OCCUPATION ON PRIVATE AND PUBLIC SECTORS IN NIGERIA

 3,000

Sold By: myProject

RESEARCH INFORMATION

[icon type=”icon-pencil”]: THE CONSEQUENCE OF DISSOLUTION OF OCCUPATION ON PRIVATE AND PUBLIC SECTORS IN NIGERIA
[icon type=”icon-book”]: Chapter 1 – 5
[icon type=”icon-basket”]: #3, 000
[icon type=”icon-doc-line”]: Ms Word format

This study, THE CONSEQUENCE OF DISSOLUTION OF OCCUPATION ON PRIVATE AND PUBLIC SECTORS IN NIGERIA contains concise information that will serve as a framework or guide for your project work. The project study is well-researched for academic purposes and are usually provided in complete chapters with adequate References.

Keywords: THE CONSEQUENCE OF DISSOLUTION OF OCCUPATION ON PRIVATE AND PUBLIC SECTORS IN NIGERIA

RESEARCH BODY

TABLE OF CONTENT       

CHAPTER ONE

1.0     INTRODUCTION

1.1     BACKGROUND OF THE STUDY

1.2     STATEMENT OF THE PROBLEM

1.3     OBJECTIVES OF THE STUDY

1.4     RESEARCH QUESTIONS

1.5     SIGNIFICANCE OF THE STUDY

1.6     RESEARCH HYPOTHESES

1.7     SCOPE OF THE STUDY

1.8     LIMITATION OF THE STUDY

1.9     DEFINITION OF TERMS

CHAPTER TWO

2.0     LITERATURE REVIEW

2.1     CONCEPTUAL CLARIFICATION

2.2     THEORETICAL FRAMEWORK

2.3     EMPIRICAL REVIEW

2.4     SUMMARY OF LITERATURE REVIEW

CHAPTER THREE

3.0     RESEARCH METHODOLOGY

3.1     INTRODUCTINTRODUCTION

3.2     RESESEARCH DESIGN

3.3     STUDY POPULATION

3.4     SAMPLE AND SAMPLING TECHNIQUE

3.5     DATA FOR THE STUDY: INSTRUMENTATION

3.6     METHOD OF DATA ANALYSIS

CHAPTER FOUR

4.0     DATA PRESENTPRESENTATATION AND ANALYSIS

4.1     INTRODUCTION

4.2     DATA ANALYSIS

CHAPTER FIVE

5.0     SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION

5.1     SUMMARY OF FINDINGS

5.2     CONCLUSION

5.3     RECOMMENDATION

REFRENCE

APPENDIX

CHAPTER ONE

  • BACKGROUND OF THE STUDY

The concept of unfair dismissal though a novel idea in Nigeria labour jurisprudence (Animashaun, 2008) has not lent itself to a precise definition as there is scarcity of academic work on the concept, particularly in Nigeria where the concept has not really been given recognition. However, reasonable clue is taken from Osborn’sConcise Law Dictionary (Sweet and Maxwell, 2001).The dictionary citing English Employment Rights Act states that: When an employee can prove that he has been dismissed, the burden of proving the reason for the dismissal is on the employer (English Employment Rights Act, 1996). The determination of whether the dismissal was fair or unfair depends on whether, having regard to the reason shown by the employer, the employer acted reasonably or unreasonably in treating it as a sufficient reason for dismissing the employee. Certain reasons for dismissal are automatically unfair, including those related to membership or non-membership of a trade union, pregnancy, exercising rights under working time regulations or a statutory right.

This merely gives an impression of situations of dismissal that may amount to unfair dismissal. Also a close perusal of the above will equally show that unfair dismissal is one without a reason or reasons not connected with the work of the employee or his capacity. Unfair dismissal is a term used in the UK labour law to describe an employer’s action when terminating an employee’s employment contrary to the requirements of the Employment Rights Act.8 It is automatically unfair for an employer to dismiss an employee, regardless of length of service for a reason related to discrimination protected by the English Equality Act9 or for becoming pregnant,10 or having previously asserted certain specified rights.

This means that where dismissal is not substantiated with reason or termination is not done with appropriate notice, the dismissal is presumed unfair. Unfair dismissal is the termination of contract of employment of an employee in a harsh, unjust or unreasonable manner. It is termination of a contract of employment for unfair or inadmissible reasons. Apart from cases involving constructive dismissal, a dismissal is presumed unfair unless the employer can show substantial grounds to justify the dismissal. Unfair dismissal therefore is the determination of contract of employment without substantial reasons. The extant legal regime on unfair dismissal is the International Labour Organization standards on unfair dismissal encapsulated in ILO Convention 158 of 1982.

Labour standards are the rules that govern how people are treated in a working environment. Compliance with those standards does not require application of complex legal formulae to every situation. It is sufficiently complied with by ensuring that basic rules of good sense and good governance apply in the working environment. Labour standards cover a very wide variety of subjects, mainly basic human rights at work, respect for safety and health and ensuring that people are paid for their labour. At the international level they are found in conventions and recommendations. International Labour Organization standards are therefore those rules set out by International Labour Organization. The standards on unfair dismissal connote the rules and regulations set up by the International Labour Organization regulating the conditions under which an employer can terminate the employment of his worker as well as prescribing justifiable valid reasons for dismissal and procedural safeguards to be observed before a worker may be dismissed. The source of the standards is the International Labour Organization Termination of Employment Convention 158 of 1982 which replaced the Termination of Employment Recommendation of 1963.

The termination of employment on private and public sectors in Nigeria will definitely have an effect on both the organizations, those sacked and the nation as a whole; considering the fact that the rate of unemployment is unbearably high and increasing on daily basis.

 STATEMENT OF THE PROBLEM

This economic and social vulnerability of Nigeria, coupled with an extremely high unemployment rate forges in employees a dire willingness to accept any work. This is a problem in many developing countries, Nigeria being one, where one will find many workers chasing the sparsely available job opportunities (Adeogun, 1986; p. 8). What becomes important to the job seeker at that point is to secure the job irrespective of the terms and conditions of the employment contract.

The incidence of unfair dismissal in Nigeria has become so alarming that it has prompted a desire in the minds of stakeholders in the field of labour and industrial relations to look for a way out. This is notwithstanding the International Labour Organization Convention on unfair dismissal. The incidence ranges from dismissal without notice, termination without reason, irrelevance of motive of termination, termination consequent upon union activities, absence of right to fair hearing, absence of order of reinstatement in a private sector employment and so on.

1.3     RESEARCH QUESTION                  

  1. What are the causes of termination of employment on private and public sectors in Nigeria?
  2. What are the effects of termination of employment on private and public sectors in Nigeria?
  3. Does the application of common law invalidate at least part of the employment contract that formalizes the terms of the employment relationship between employers and employees in Nigeria?
  4. What can be done to improve worker’s rights in termination and dismissal with respect to human resource management practices in Nigeria?

1.4       AIMS AND OBJECTIVE OF STUDY

The aim of this studies is to critically study the effect of termination of employment on private and public sectors in Nigeria. The objectives are:

  1. To ascertain the causes of termination of employment on private and public sectors in Nigeria.
  2. To examine the effects of termination of employment on private and public sectors in Nigeria.
  3. To analyze if the application of common law invalidate at least part of the employment contract that formalizes the terms of the employment relationship between employers and employees in Nigeria.
  4. To ascertain what can be done to improve worker’s rights in termination and dismissal with respect to human resource management practices in Nigeria.
Keywords: THE CONSEQUENCE OF DISSOLUTION OF OCCUPATION ON PRIVATE AND PUBLIC SECTORS IN NIGERIA


[divider height=”30″ style=”default” line=”default” themecolor=”1″]

[alert style=”warning”]NOTE: INSTANT DOWNLOAD SERVICE [/alert]

Have you made payment for this project? If YES, Get a Download Code by contacting our Customer Care.

If NO, Place an Order Now.

For further enquiries, call our Hotlines: (+234) 0816-531-2322, 0811-998-2823

[divider height=”30″ style=”default” line=”default” themecolor=”1″]

HIRE A WRITER | BROWSE OTHER PROJECTS | HOW TO PAY FOR PROJECT

Keywords: THE CONSEQUENCE OF DISSOLUTION OF OCCUPATION ON PRIVATE AND PUBLIC SECTORS IN NIGERIA

Not the topic you are looking for? Search here




Choose what you want by category

PROJECT TOPICS HIRE A WRITER
CUSTOMIZED ESSAY FREE ONLINE COURSES
MAKE PAYMENT(S) DOWNLOAD PROJECT(S)





Need Help? Chat with us