Federal Ministry of Finance (FMF) whistleblowing programme

Federal Ministry of Finance (FMF) whistleblowing programme


The Federal Ministry of Finance (FMF)
whistleblowing programme is designed to encourage anyone with information about
a violation of financial regulations, mismanagement of public funds and assets,
financial malpractice, fraud and theft to report it. The Federal Government of
Nigeria, has thus established a portal via which information bordering on
violation of financial regulations, mismanagement of public funds and assets,
financial malpractice or fraud and theft that is deemed to be in the interest
of the public can be disclosed.

A whistleblower is a person who voluntarily
discloses to the Federal Government of Nigeria, through the Federal Ministry of
Finance, a possible misconduct or violation that has occurred, is ongoing, or is
about to occur with specific concerns which are in the public interest.
Some of this offences include; Information
on stolen public funds; Information on concealed public funds; Financial malpractice
or fraud; Theft; Collecting / soliciting bribes; Corruption, among others.
One may submit information through the
FMF-Whistle online portal or in writing to the Federal Ministry of Finance,
Presidential Initiative on Continuous Audit Unit or by calling 09098067946.
Download the FAQ here.

To visit the Whistle Blowing portal, click here
Perspectives on Probation, Confirmation and Promotion in Employment Contract |  Kayode Omosehin, Esq.

Perspectives on Probation, Confirmation and Promotion in Employment Contract | Kayode Omosehin, Esq.

Probation
is simply an agreed trial period for a worker to prove his worth on a job to
his employer and assess the worth of the job to himself. Promotion is an
elevation of a worker in status within a company based on performance or other
considerations as may be agreed in an employment contract or determined by the
employer. Confirmation is the intermediate act of endorsement of a new worker’s
performance by a company sometimes between the periods of probation and
promotion; it is a testament that an employer is satisfied with the performance
of a new employee.


Probation
and promotion of a worker are, generally, matters which are based on each
worker’s contract. As such, an employment lawyer needs to review the employment
contract before an opinion can be formed on the ramifications of an employee’s
probation or promotion. Where the terms of employment are contained in various
documents, it is important to read all the various documents together to
decipher the intention of the parties regarding probation or promotion. From
experience, the offer letter of employment, the appointment letter (if it is
different from the offer letter), the terms and conditions of employment, staff
hand book, policy on review of rank/grade level, disciplinary procedures rules
as well as official circulars and notices circulated internally are all
relevant in determining the respective rights and powers of workers and
employers on probation and promotion.

The
rights of a worker under probation
A
person does not cease to be an employee of a company merely because he is on
probation. As such, in my view, a worker on probation is entitled to all
express benefits in an employment contract or those implied by the labour law.
Interestingly, however, Justice J. D. Peters of the National Industrial Court
held in Ogbonna v. Neptune Software Limited [2016] 64 N.L.L.R. (Pt. 228)
511 that an employer is not under any obligation to give notice of
termination of the service of an employee who is on probation until the
employment is confirmed. In other words, according to Honourable Justice J. D.
Peters, the employment relationship between a worker and a company in thatOgbonna case
was inchoate and that the need to give a notice for termination for one
calendar month stated in the claimant’s letter of employment would only arise
after the confirmation of his employment.

It
is difficult to agree with the reasoning of the judge in the foregoing case
given that an employment relationship is founded on contract following offer
and acceptance, with consideration taking the form of the employee’s resumption
and performance of a designated job. There are many judicial decisions of a
superior court to the effect that a contract of employment comes into existence
when a clear offer made by a company is unequivocally accepted by a job
applicant provided that there is no outstanding condition precedent to
assumption of work which must be fulfilled by the applicant. In fact, and law,
if such outstanding conditions are in the form of medical clearance, provision of
referees, verification of credentials etc. (as they usually are), the employer
can neither unilaterally revoke the offer after the applicant’s acceptance of
same before the deadline for fulfilling the other outstanding conditions, nor
prevent the applicant from fulfilling the rest of the conditions. So, upon
fulfilling the conditions for acceptance of an employment offer and resumption
of duty with a company, it will be inconsistent with judicial precedent to hold
that the employment contract between the worker and the company, in the
circumstances, is inchoate, as Justice J. D. Peters did in the Ogbonna’scase,
merely because the employment relationship commenced with probation. Employment
contracts are not sui generis as they are governed by common law rules
on general contract making which entail offer, acceptance and consideration,
including part-performance. See Federal Government of Nigeria v. Zebra
Energy (2002) 18 NWLR (Pt. 798) 162.

In
my view, a worker on probation is entitled to all the benefits stated in a
contract of employment which are enjoyable on probation and those implied by
law in deserving circumstances. A worker on probation is entitled to be paid
the agreed salaries for the probationary period. He is also entitled to pension
contribution from the employer. An employer of a worker on probation cannot
deny liability for remitting personal income tax of the employee on the ground
that the worker’s employment was probationary. If probation lasts longer than a
year, in my view, the worker is entitled to an annual leave. Both the employer
and employee are entitled to terminate the working relationship during
probation as agreed in the employment contract. It is necessary to repeat here,
only for emphasis, that in addition to the foregoing benefits, a worker on
probation is entitled to all other benefits or rights provided in his contract
of employment which are enjoyable during probation.

The
effect of confirmation of employment
Confirmation
is an attestation of an employer that a worker’s performance is satisfactory in
a period of probation for the purpose of extending the employment in accordance
with agreement. The length of probation before confirmation is a matter of
agreement. Most employment contracts provide for power of the employer to extend
a period of probation if the worker’s performance is unsatisfactory. Whenever
confirmation is due, it is advised to be in writing (in a letter or memo of
confirmation) with all necessary incidental terms clearly spelt out to avoid
the incidence of legal presumptions. Upon confirmation, a worker stands to
enjoy all the benefits which are attached to his employment.

Confirmation
of employment may be express such that an employer writes a letter or memo to
the employee or circulates same within the company to confirm a worker’s
employment at the end of probation. However, where probationary period has
ended but the employer neither expressly extends it nor terminates the
employment, the law presumes that the employment has been confirmed impliedly.
Under Nigerian employment law, at least from the various cases reviewed in the
course of this work, there is no implied extension of probation by the employer
and no such presumption is made in favour of an employer where such employer
fails to expressly extends a probationary period or terminates an
unsatisfactory service of a worker which extended after the expiration of an
agreed probation.

In
line with international best practice and labour standard, a Nigerian court
held in a case that the continuation of services after expiry of the probation
period without a new contract being drawn up means that the employment has been
impliedly confirmed and that a contract of indeterminate duration has taken
effect from the date when the offer for probationary service began. In the said
case, the claimant was engaged for a probationary period of two (2) years but
he was made to work for six (6) years without confirmation. The employment was
eventually terminated without notice or salary in lieu of notice. The
argument advanced by the employer was that the employment was never confirmed.
The court rejected the argument of the company and upheld the claims of the
employee in part. According to Honourable Justice P. O. Lifu (JP), such
termination amounted to unfair labour practice contrary to section254C (1) (f)
of the Constitution as same was incompatible with international best labour
practice.

There
is no specific legislation regulating confirmation of employment in Nigeria.
However, whenever there is any employment dispute regarding probationary
service, the employment contract is usually the proper guide to understanding
the rights of a worker under probation and after confirmation. The employer
must follow whatever procedure that is agreed in the employment contract. Where
confirmation of employment is subject to satisfactory performance by the
worker, a performance appraisal is essential, in my opinion, to evidence a
transparent process by which an employer arrives at a decision not to confirm
an employee’s service after probation.
Promotion
as a right or privilege

Promotion
of staff is a most controversial aspect of employment relationship largely
because of its perception or misconception as a right or privilege. Promotion
or lack of it can turn out to be ugly, leaving an unsavoury feeling in a work
environment, depending on the procedures adopted by a company to arrive at a
decision to promote or not to promote. Generally, under Nigerian employment
law, promotion is not a right but a privilege; it is usually expected to be
earned. Though the foregoing principle of law has its exceptions. In a case
decided by Honourable Justice Shogbola of the National Industrial Court on 9th
April 2014, the court found for a claimant who has been unlawfully terminated
from employment as a police officer but refused to grant the reliefs on
promotion on the ground that promotion of staff is not a right. Interestingly,
however, about a year after, Honourable Justice J. D. Peters of the same court,
in another case, held on 5th March 2015 that where promotion is based on agreed
conditions which the employee has fulfilled, it would be a breach of agreement
if the employer fails to approve his promotion.

What
is clear from a review of cases on promotion is that where a company’s staff
handbook or terms and conditions of employment provide for clear procedure for
promotion, failure of an employer to comply with the procedures may give rise
to liability for breach of contract in an action against the company by an
aggrieved staff. There is no laid down rule or guide for determining a right or
wrong promotion decision. Every employment contract will have its own
peculiarities on which, upon a proper review, an employment lawyer can provide
independent advice regarding the rights of either party. Perhaps I should add
that it is an onerous task for an aggrieved employee to successfully challenge
his employer’s decision on promotion, however unfavourable. There is a
presumption that every employee understands the terms of his or her engagement
at the time of accepting an offer of employment; and the onus to prove any
allegation of fraud or inducement rests on him. Malice and discrimination are
not enough in themselves to impute liability to a company unless there is a
clear evidence to support such allegations. Where a decision on promotion has
been wrongfully exercised, the court has power to entertain the complaints of
an aggrieved employee who has been affected by such decision.

How
to determine “satisfactory performance” of worker in matters of promotion

In
the discussion of promotion in employment law, the requirement of “satisfactory
performance” is the most subjective condition a worker is required to meet.
This is because the management of company determines what amounts to
satisfactory performance of a worker. Hence, the court usually adopts a strict
rule of interpretation of any promotion policy and will readily resolve any
ambiguity in the policy in favour of a worker. In a case decided against Zenith
Bank Plc, the employment contract stated that the claimant would be promoted
upon confirmation and subject to an above average performance rating (minimum
of B+). The claimant’s employment was confirmed at the end of probation
but he was not promoted despite his “A” performance rating. The court,
relying on the last performance appraisal, found for the claimant on the ground
that his performance was satisfactory to merit promotion. Consequently, the
court awarded damages in the sum of money representing the difference in
salaries of the claimant as the time of the suit and those which he would have
earned in (as well as bonuses and benefits accruable to) the higher office to
which he ought to have been promoted.

Review
of Promotion procedures
The
management of a company reserves the right to review the terms and conditions
of an employment contract, including those pertaining to promotion of staff.
However, when such review takes place, every affected staff ought to be
promptly informed about the details of the new promotion policy. It is
advisable to ensure that such management decision is not perverse as such that
will give the impression that an employee is obviously prejudiced or denied of
an entitlement which has become due. Where promotion is due to a worker, any
unilateral decision by a company to review a promotion policy to prejudice or
deny the worker may be deemed as a breach of agreement. Such affected worker
may be entitled to compensation in damages in any action challenging the
company’s decision during or after his resignation from the employment. It only
needs to be added that when a prejudicial decision is taken on promotion, a
right of action is deemed have accrued to an affected staff and he or she is
entitled to resign immediately and seek redress against the company.
Associate
at Udo Udoma & Belo-Osagie

What You Need To Know about Expatriate Employment In Nigeria | Busayo Adedeji

What You Need To Know about Expatriate Employment In Nigeria | Busayo Adedeji

  


With approximately 188 million
inhabitants, Nigeria is the most populous country in Africa and the seventh
most populous country in the world. The country has one of the largest
population of youth in the world. In 2014, Nigeria overtook South Africa
to become Africa’s largest economy and in 2015, Nigeria was said to be the
world’s 20th largest economy, worth more than $500 billion and $1 trillion in
terms of nominal GDP and purchasing power parity respectively.

With the stats detailed above, it
is no wonder the country has become a first port of call for Foreign Direct
Investors looking to invest in Africa. This article seeks to examine and point
out some salient facts every employer of Expatriate Employee must know while
operating in Nigeria. These industry practices and regulations apply to both
local and foreign companies.
Permits and Licences
Every company desirous of
employing Foreign Nationals (“FN”) in Nigeria must
have first obtained an Expatriate Quota (“EQ”) from the
Federal Ministry of Interior (“FMI”). The EQ is a
condition precedent that must be fulfilled by any company (local or foreign)
employing FNs in Nigeria. The document details out the positions in the company
approved by FMI to be filled by FNs. It is important to state that the position
to be occupied by every FN must correspond with his qualifications. A concise
illustration of this point is that, it is very likely that The Nigeria
Immigration Service (“NIS”) would reject an application
for the resident/work permit of a FN who is an accountant and who is expected
to occupy the position of “lead engineer” in a company.
It is also expedient to note
that, flowing from a recently issued directive, companies operating in specific
sectors are required to join certain professional bodies before employing FNs.
E.g., companies operating in the engineering sector are required to register
with Council for The Regulation of Engineering in Nigeria.
STR and CERPAC.
For any FN to enter into Nigeria
for employment related purposes, particularly on a long-term basis, the said FN
must have obtained a Subject to Regularization (“STR”) visa from his
country of residence abroad. Upon arrival in Nigeria the FN is expected to
apply for a Combined Expatriate Resident Permit and Aliens Card (“CERPAC”) within 90 days of arrival. The application for
STR visa and CERPAC is to be made by the employer on behalf of the FN. The
employer must also undertake to bear full immigration responsibility on behalf
of the FN.
Taxation of Expatriates
Pursuant to the Personal Income
Act, an employee is said to be resident in Nigeria if he is domiciled in
Nigeria for a period of 183 days or more in any 12-month period. Expatriates
who have obtained resident permit in Nigeria are liable to personal income tax.
In instances where the relevant
Inland Revenue Service (“IRS”) is of the view
that no or insufficient tax has been paid, the IRS has the power to assess
individual FNs on Deemed Income Assessment basis. When this happens, the onus
is on the employer to prove that the tax paid is sufficient by providing:
     Contract
of Employment of the Expatriate;
     Travel
passport of the Expatriate;
     Expatriate
Quota Position granted to the company; and
     Monthly
quota returns for the company.
Expatriate Pensions
Though section 2(1) of the
Pensions Reform Act 2014 provides that the act shall apply to every employment
in Nigeria, the Guidelines for Cross Border Arrangements under the Pension
Reform Act provides that “any foreign employee of a company registered in Nigeria
shall, at his/her discretion, join the contributory
pension scheme, without considering whether he/she has a pension arrangement in
his/her home country.” This means that the FN may maintain a
Pension Fund Administrator (“PFA”) in his home country or elect to join a
Nigerian PFA.
Change of Employment
The immigration regime in Nigeria
allows for change of employment of FNs already employed in Nigeria by a
previous company to another company. In instances of such, the consent of the
comptroller of immigration must be sought and obtained prior to changing such
employment. The previous employer is also required to issue a letter of no
objection to the employment of the FN by the new company.
End of Expatriate Employment
Upon completion or termination of
an FN employment in Nigeria, the employer is expected to formally inform the
Comptroller General of the NIS of this fact. The reason of the aforesaid stems
from the need for NIS to be able to ascertain at any given time the number of
 FN’s employed in the country, to keep records and also release the
employer from immigration responsibility as it concerns the exited FN.

Busayo Adedeji is an associate at
Bloomfield Law Practice. He has experience assisting clients on regulatory
compliance and general commercial law issues.

How to spot growth and value stocks in the Nigerian stock market | Nairametrics

How to spot growth and value stocks in the Nigerian stock market | Nairametrics


For those new to investing, the terms value
stocks and growth stocks are what you will hear every other day as you decide
what stock to buy, sell or hold.
Stocks, just like most investments are
thrown into buckets to enable investors understand the peculiarity of each
asset and decide where one’s risk appetite lies.

In this article, we shall explain the
difference between Growth Stocks and Value Stocks as it pertains to investing
in the Nigerian Stock Market.
Growth stocks
These are stocks of quoted companies that
are in the early stages of their business cycles, characterized by phenomenal
growth in revenues. Growth stocks typically post double digit revenue growth
periodically (annually in Nigeria) and it doesn’t matter if they report profits
or not.  In fact, most growth stocks are expected to report losses because
it is expected that they spend a lot more on marketing, advertising and
anything that is required to scale up their operations.
Due to this, growth stocks always attract
expensive valuations and are often priced at over 50 times their earnings (if
they have one). They also do not necessarily pay dividends as investors bet
against their ability to grow top line revenue exponentially and reward this
expectation with high valuation. Bottom line, they feel these stocks will come
through some day.

It is hard to find growth stocks in the
Nigerian Stock Exchange because growth stocks are mostly found in the tech
space. Investors also often misconstrue growth stocks with stocks that are
considered bull traps. Stocks that attract high valuation despite not posting
any results or have any inkling of a solid business operation.
However, a stock that may have been
considered as a growth stock a few years ago was Forte
Oil
. Between 2013 and 2015, investors bet that the new management will turn
the company around rapidly and valued the stock as high as 90 times its
earnings
 at some point. The company tried to match these expectations
by churning double digit profitabilitygrowth before the economy got
into trouble, slowing down its growth.

A stock like Dangote Flour Mills can
also be considered a growth stock. Ever since Dangote Group took it
back from Tiger Branded
, they have embarked on a massive turnaround that
has seen the company report back to back profits for the first time in years.
Investors have rewarded the company with higher valuation multiples. More so,
the stock is still trading at very low valuation multiples, perhaps as
investors wait to see if it can generate enough growth to clear out its
accumulated losses of about N6 billion.
Growth stocks generally have high Price-to-earnings
(P/E) ratios and high Price-to-book ratios
, and are sometimes seen as expensive
and overvalued.
Value Stocks
These are stocks that have attained a
considerable level of maturity in their business life cycle. They are stable,
less risky and post moderate but steady revenue growth, profits and always pay
dividends
. These attributes are often referred to as strong fundamentals
for any company who possesses them.
Value Stocks tend to trade at a lower price
relative to their fundamentals (including dividends, earnings, and sales). Due
to their low price to earnings ratio, investors often see them as bargain
stocks and acquire them in the hope that the market will soon realise that they
are undervalued. When this happens, the share price of these stocks start to
rise relative to new information pertaining to its profits and/or dividend
announcements.

For example, in the last two years since
Nigeria faced economic crisis, banking stocks, particularly the FUGAZ,
have traded at price earnings ratio of below 3x their earnings. Investors
feared that they might post losses on the back of a poor economy and as such
assigned low earning multiples to their valuation. However, as results poured
out showing record profits instead of declines, investors now realised indeed
that these stocks are worth more than they currently are. Value investors are
expected have acquired shares in the stock because they know that their
fundamentals are sound and will be rewarded when the time comes.

Sometimes, Value Stocks may have prices
that are below the stocks historic levels or may be associated with new companies
that aren’t recognized by investors. They may also have been affected by a
problem that raises some concerns about their long-term prospects – such as
recently poor operating results and negative outlook.

Another example, is just before the
investor/exporter window was introduced, the stock market assigned very low
price earning multiples to Nigerian Stocks. This is despite signs that the
economy was turning around. Eagle eyed value investors always see these signs
and quickly buy the stocks.  Value Stocks usually have low P/E ratios and
low Price/book ratios.
Summary of the differences between
Growth and Value Stocks
A Value Stock is cheap relative to some
measure of its intrinsic value. Value Stocks are companies that are
undervalued, and are out of favour with the market due to poor operating
results and or slowing growth. Due to the gloomy nature and negative outlook of
these stocks, investors overreact and Value them lower than they should be.
Growth stocks are overvalued with recently
great operating results and fast rising growth. Investors overreact to these
stocks and Value them higher than they should be. 
Note: Growth and Value Stocks are
styles of investing in stocks. Neither approach is guaranteed to provide
appreciation in stock market value as both carry investment risk.

Persuading The Client And The Other Side To Engage In Mediation | DmediationLawyerist

Persuading The Client And The Other Side To Engage In Mediation | DmediationLawyerist

To make the decision whether or not to have
a case or dispute proceed to mediation requires;
An
understanding of the process; what mediation actually entails and its different
forms.

An
appreciation of possible outcomes to the dispute outside a negotiated
agreement.
Sufficient
knowledge of the strength of the legal case or of the client’s  position.
An understanding of the true value of the
case to the client in terms of;
·       
Cost-
efficiency
·       
Time
– efficiency
·       
What
the client really wants to achieve if he can
·       
Whether
the remedy available from the court (even if achievable) can provide what is
actually needed.
·       
Adequate
knowledge.
Without this information, you will not be
able to assess whether the decision to permit the client to mediate is correct.
A Mediation Advocate is tasked with the
responsibility of tactical decisions in managing a claim or its defence and to
also answer two basic questions;
·       
Is
the case suitable for mediation?
·       
Is
the case ripe for mediation?
To ascertain precisely when to call for
Alternative Dispute Resolution (ADR), there are a number of questions a
Mediation Advocate must consider and they are as follows;
·       
Does
he have enough information about the claim, its defence, any cross claim or
third party entanglement?
·       
Do
the parties know and understand the issues being raised by each other?
·       
Does
each party at least know its own version of the facts?
·       
Does
the Mediation Advocate have a proper understanding of the client’s needs?
·       
Is
the potential cost saving such that mediation should be attempted as early as
possible- even before proceedings have been issued?
As mediation processes become more
sophisticated, the Mediation Advocate must consider whether mediation is a better
vehicle for settlement of issues than early neutral assessment or expert
determination or the executive mini-trial and the awareness must be there that
a reference to ADR by the court does not mean mediation or bust.
Footnotes:*
Standing Conference Of Mediation Advocates (SCMA) *The Lagos Multi- Door
Courthouse Law (LMDC) 2007* The LMDC Practice Direction on Mediation Procedure*
The Multi Door Courthouse Code of Ethics for Mediators* Guidelines For
Enforcement Procedure *Guidelines for Court referrals to Alternative Dispute
Resolution *Principles of Alternative Dispute Resolution by Stephen J.Ware
*Effective Mediation Advocacy by Andrew Goodman.*
For
more info –
Follow
us on Facebook Page: fb.me/dmediationlawyeristng
Instagram:
http://www.instagram.com/DmediationLawyerist
 Photo Credit – www.smallbusinessbc.ca
Is Mediation as expensive as Litigation?

Is Mediation as expensive as Litigation?


A small number of cases are intrinsically
unsuitable for mediation although very experienced Mediators and Mediation
Advocates would say that the following under listed may still be mediated at
some stages of the proceedings;

Where the parties wish the court to
determine issues of law or construction which may be essential to the future
trading relations of the parties, as under an on- going long term contract, or
where the issues are generally important for those participating in a
particular trade or market.
Similarly, where a party wants the court to
resolve a point of law that arises from time to time, and one or more parties
consider that a binding precedent would be useful.
Cases involving allegations of fraud or
other disreputable conduct against an individual or group, which are unlikely
to be successfully mediated because confidence is lacking in the future conduct
of that party.
Cases where injunctive or other relief is
essential to protect the position of a party.
Where a party actually does have a
watertight case, since summary judgment procedure in the court would be
available.
The cost of mediation can be a factor of
particular importance where the sums at stake in the litigation are small.
Mediation can sometimes be as expensive as
a day in court, as the parties will often have legal representation and the
mediator’s fees and other disbursements are usually being borne equally by the
parties regardless of the outcome.
Footnotes:*
Standing Conference Of Mediation Advocates (SCMA) *The Lagos Multi- Door
Courthouse Law (LMDC) 2007* The LMDC Practice Direction on Mediation Procedure*
The Multi Door Courthouse Code of Ethics for Mediators* Guidelines For
Enforcement Procedure *Guidelines for Court referrals to Alternative Dispute
Resolution *Principles of Alternative Dispute Resolution by Stephen J.Ware
*Effective Mediation Advocacy by Andrew Goodman.*
Follow
us on Facebook Page: fb.me/dmediationlawyeristng
Instagram:
http://www.instagram.com/DmediationLawyerist

The Benefits Of Mediation Over Litigation (iii)| DmediationLawyerist

The Benefits Of Mediation Over Litigation (iii)| DmediationLawyerist

It is usually less expensive than
litigation which goes all the way to judgment.
Mediation provides litigants with a wider
range of solutions than those that are available in litigation; for example, an
apology; an explanation; the continuation of an existing professional or
business relationship perhaps on new terms.
 

It can create an agreement by one party to
do something without any existing legal obligation to do so.
It is desirable to be able to control the
outcome of the dispute rather than have it imposed upon you, potentially
leaving both parties dissatisfied by the experience.
The absence of a trial not necessarily
wanted by both parties has its advantages; reduced costs, no full trial preparation,
the litigation is not so protracted and the absence of findings of fact that
might subsequently be used by one of the parties.
Generally, there is a very speedy
resolution.
Those interests which are of real
importance to either or both parties will not be obscured by technical or legal
issues advanced by the lawyers within the framework of the litigation.
There may be no real point in trying to
fight a legal principle where the determinative legal issues are already well
settled.
One or both parties may have good reasons
to avoid the publicity which potentially at least is always thrown up by
litigation whether at a local or even national level.
Footnotes:* Standing Conference Of
Mediation Advocates (SCMA) *The Lagos Multi- Door Courthouse Law (LMDC) 2007*
The LMDC Practice Direction on Mediation Procedure* The Multi Door Courthouse
Code of Ethics for Mediators* Guidelines For Enforcement Procedure *Guidelines
for Court referrals to Alternative Dispute Resolution *Principles of
Alternative Dispute Resolution by Stephen J.Ware *Effective Mediation Advocacy
by Andrew Goodman.*
For more information –
Follow
us on Facebook Page: fb.me/dmediationlawyeristng
Instagram:
http://www.instagram.com/DmediationLawyerist

Community Based Approach, Best Way To Fight Drug Abuse-  Senator Ashafa

Community Based Approach, Best Way To Fight Drug Abuse- Senator Ashafa


The Senator representing Lagos East
Senatorial District in the National Assembly, Senator Gbenga B. Ashafa has
expressed concern over the increased rate of drug abuse among youngsters and
advocated a community based approach as the best way to tackle the menace of
drug abuse in our country.

Ashafa made this call at the Magodo
ResidentS Association, Valley View Zone’s, sensitization march against drug
abuse in their community. The event which took place on Saturday, 26th August
2017, at the secretariat of the zone had in attendance the residents and
advocacy groups united in the fight against the scourge.
Other contributors at the event include the
chairman of the Valley View Zone residents association Mr. Olatunji Solarin and
the guest speaker Dr. Dokun Adedeji, the National coordinator of CADAM- Christ
Against Drug Abuse Ministry, who also spoke extensively on the prevalence of
drug abuse and ways to prevent it in the society.
In his words, the Senator Stated that “the
scope of drug abuse has now transcended beyond popular narcotics and alcohol,
youngsters have also found refuge in the abuse of over the counter and
prescription pills/medications at an alarming rate.”
Speaking further, Ashafa stated that “This
nagging concern inspired me to sponsor a motion on the floor of the senate on “Nigerians
involvement in illicit Global Drug Trade and increase in Domestic Abuse by
Nigerian Youths”
 and a“Bill for the amendment of the Nigerian Drug
Law Enforcement Agency Act”.
These legislative interventions seek to ensure
that we overcome the menace of drug abuse in Nigeria.”
He however expressed optimism in the
community-based effort in tackling drug abuse when he stated, “I am even more
optimistic in the fact that Charity begins at home. I therefore call on all
parents, guardians and caregivers to educate our children on the ills of drug
abuse. We must also pay closer attention to the habits being picked up by our
children and wards not only as a family but also as a community. We must be
ready to inform our neighbours of whatever strange mannerisms we notice in
each-others children because community effort is a more effective means of
preventing the spread and continuity of Drug Abuse.”

He concluded by stating that, “My advice
therefore is to remind us that in Africa, “it takes a whole community to train
a child”.
The Benefits Of Mediation Over Litigation (Iii) |  DmediationLawyerist

The Benefits Of Mediation Over Litigation (Iii) | DmediationLawyerist

i.                  
It is usually less expensive than litigation which goes all the way to
judgment.

ii.               
Mediation provides litigants with a wider range of solutions than those
that are available in litigation; for example, an apology; an explanation; the
continuation of an existing professional or business relationship perhaps on
new terms.
iii.            
It can create an agreement by one party to do something without any
existing legal obligation to do so.
iv.            
It is desirable to be able to control the outcome of the dispute rather
than have it imposed upon you, potentially leaving both parties dissatisfied by
the experience.
  
v.               
The absence of a trial not necessarily wanted by both parties has its
advantages; reduced costs, no full trial preparation, the litigation is not so
protracted and the absence of findings of fact that might subsequently be used
by one of the parties.
vi.            
Generally, there is a very speedy resolution.
vii.         
Those interests which are of real importance to either or both parties will
not be obscured by technical or legal issues advanced by the lawyers within the
framework of the litigation.
viii.      
There may be no real point in trying to fight a legal principle where
the determinative legal issues are already well settled.
ix.     One or both parties may have good reasons to avoid the publicity which
potentially at least is always thrown up by litigation whether at a local or
even national level.
Footnotes:* Standing
Conference Of Mediation Advocates (SCMA) *The Lagos Multi- Door Courthouse Law
(LMDC) 2007* The LMDC Practice Direction on Mediation Procedure* The Multi Door
Courthouse Code of Ethics for Mediators* Guidelines For Enforcement Procedure
*Guidelines for Court referrals to Alternative Dispute Resolution *Principles
of Alternative Dispute Resolution by Stephen J.Ware *Effective Mediation
Advocacy by Andrew Goodman.*
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