Counsel’s Wig; A Symbol Of Sagacity And Old Age| Damilola Dawodu

Counsel’s Wig; A Symbol Of Sagacity And Old Age| Damilola Dawodu

History of the
wig and gown
The
tradition of wearing wigs and the culture of adorning gowns was borrowed from
the prevailing practice of the time, however, in the case of gowns, it had a
little twist.

History
records that people wore gowns as early as the 17th century and it formed part
of the traditional attire of the ancient English people, however, these gowns
were very colourful gowns. Eventually, the English People wore a black mourning
gown after the death of King Charles II in 1685. Unexpectedly, after the
mourning period, the lawyers decided to keep wearing it, as it begun to
symbolise the sombre and solemn nature of the profession as well as the
attribute of neutrality.
The
black robe worn by lawyers also has a weird piece of triangular cloth attached
to the left shoulder, often described as ‘violin-shaped’, which is cut in two
lengthways. The origin of this is a bit more uncertain; there are two theories
on it:
The first of these theories is that the triangular clothe once
served as a money sack for the payment of a lawyer’s brief fees, more
professional called professional fees.
According to some, it is divided in half to create two segments,
one for gold coins, and the other for silver. The idea being that since lawyers
were initially not openly paid for their work, clients placed ex-gratia payment
into the Triangular-shaped pocket, literally behind their back, to preserve
their dignity. Therefore, because they could not see how much they were being
paid, the quality of their advocacy in court could not be compromised. (we like
this theory, but it’s an unlikely one)
The second theory is that the triangular cloth is a derivative of
the mourning hood introduced following the death of King Charles II, in
consonance with traditional mourning dress of the time.[1]
Subsequently, Lawyers and Judges started adorning the wigs around
1680. For 150 years, the wig worn by lawyers was usually made with powdered
white or grey hair. In 1822, Humphrey Ravenscroft invented a special wig for Lawyers
and Judges, which were  made from a
whitish – grey horsehair that did not need frizzing , curling, perfuming or
powdering . Wigs are like hats cone in various sizes and have to be fitted.[2]
Why Nigerian Counsel adopted the Tradition of adorning
the wig and the gown
Our colonial masters, who
still adorn the gown when appearing in courts, introduced the practice of
wearing the wig and gown by lawyers when appearing in court.
Whether the continued adornment of the wig and the gown is still
of any relevance in the Nigerian Legal System has sparked different reactions.
To some, the wig and gown is an inspiration to lawyers, as adorning the wig and
gown gives one a sense of satisfaction. Also, it gives respect to legal practitioners,
and make the clients respect the profession when in court because of the regal
nature of the attire.  To others, The wig
and gown distunguishes the legal profession from other professions and from
other members of the
society.
Some are of the opinion that the Wig
and gown epitomizes authority, formality, dignity and solemnity of the law
. It emphasizes on the
objectivity of the law and deflects personal attention from the judge. It was
also introduced  for
hygienic reasons.

Instances where it will be compulsory to be adorned in
the wig and gown
A perusal at the Rules of Professional Conduct for Legal
Practitioners (The Rules) 2007 shows more prominently Rules 45 & 36 which
stipulate that:
Except with the permission of the Court , a lawyer appearing
before a High Court , the Court of Appeal or the Supreme Court shall do so in
his robes
(2)  A lawyer shall
not wear the Barrister’s or Senior Advocate’s robe
(A) on any occasion other than in Court except as may be
directed or permitted by the Bar Council ;or
( b) when conducting his own case as a party to a legal
proceeding in Court ; or
(C) when giving evidence in a legal proceeding in Court.[3]
 “When in the court room, a lawyer shall
(A) be attired in a proper and dignified manner and shall not
wear any apparel or ornament calculated to attract attention to himself.
(B) conduct himself with decency and decorum, and observe the
customs, conduct and code of behaviour of the Court and custom of practice at
the bar with respect to appearance, dress, manners and courtesy..”[4]
MEN:
The specified mode of dressing for male lawyers is Black or
dark- blue two piece or three piece suit, white collarless shirt, white wing
collar ( size  bigger than shirt neck
size ) white band  ( bib) elastic or lawn
, two studs  ( one at the back and one in
front of The collar ) to hold collar to shirt ; and black shoes with black
stockings . Alternatively,  men would
wear  (a) 
white shirt with wing collar in lieu of collarless shirt and
detachable  wing collar . ( b) Black and
grey stripped trousers in lieu of suit trousers (c)  sleeved vest in lieu of coat
WOMEN :
For the women, the specification are as follows:
a. Black or dark- blue suit or straight dress or skirt and
jacket with white blouse if open; white collarette or ladies white band and
black shoes . The dress must have long sleeves and be high to the neck and the
dress or shirt must be knee length , it must also be of a sober appearance and
not worn in a manner as to attract unnecessary attention. The skirt should not be
too tight as to expose the stark figure or contours of the body.
For inferior Courts :
For inferior courts, White shirt and long tie may be worn with
the suit in lieu of wing collar by men . The wig and gown should not be won
in  the inferior Courts or outside Court
premises, except with the permission of the General Council of the Bar. See
Rule 45 (2)(a) of the Rules of Professional Conduct 2007. The occasions to this
may include lying in state of a deceased colleague, valedictory sessions,
opening of legal year.[5]Etc.
Also, the Rule as cited above precludes a  lawyer from remaining within the Bar while
conducting a case in which he is a party. He should leave the Bar and remove
his wig and gown .[6]
Furthermore, Counsel  are
not allowed to wear the wig and Gown in the following Courts;
·       
Special
courts like the Court  Martials, coroners
court etc.
·       
Inferior
Courts which includes the Magistrate Court and Customary Court
·       
Sharia
courts

When do counsels get wigs and gown
Wig and gowns are first worn officially during the call to
the Nigerian Bar ceremony of the Aspirant to the Bar. Vendors usually come to
meet students at the Nigerian law school to introduce them to different wigs
right from the first term at the law school. The vendors come to advertise
those wigs and they also mention that there are discounts on each wig. The wigs
are priced according to the quality. 
Some of the vendors succeed in convincing the students, Some will  tell students to buy it and start praying on
it. Student who are excited about the idea will buy while some others will
calmly wait to buy after the results are out. The ones who calmly wait are
usually the lucky ones because they would get the wigs at a price  lower than the supposed  discount price. Some other aspirants order
for theirs from abroad.
It is a thing of joy for both the aspirants and the family
to be adorned in this beautiful and honourable attire.
THE Wig as a symbol of seniority at the bar.
I am still very young at the Bar, but from my days at the
law school especially during the externship, I noticed that one can tell the
age of a Counsel at the Bar in Court by the wig.
When you see a white wig , it presuposses that the gentleman
is  a new wig. When you see the
not-so-white wig it means the gentleman is advanced in age at the bar.
I can not
deny that it is worrisome that some lawyers attend court with torn wigs and
shabby gowns as an expression of their long years at the bar. This actually
goes to say that they don’t look after themselves because such dressing only
undermines the high standing of the legal profession.
Recommendations
I know the
problem is; the old wigs do not want to be addressed as new wigs and they also want
to be given the respect that they deserve. Hence, I will advice and suggest as
follows:
1.    
Counsel should purchase a
strong and durable wig when being called to the Bar.
2.    
In the course of the years,
counsel should maintain the wig and the gown well, especially the wig,so that
it does not get torn or tattered
3.    
Counsel should endeavour to
buy at least two wigs and use them interchangeably.
If your wig is torn or your gown is battered, buy a new one.
Wearing torn or tattered wig does not bring any sort of honour to you nor the
profession.

Written by;

Damilola Dawodu
LinkedIn :
Damilola Dawodu
edawodu89@gmail.com



[1] Administrator, Why do Nigerian Lawyers wear wigs and black gowns, law
paid.com , administration of justice, http://lawpadi.com/why-do-nigerian-lawyers-wear-wigs-and-black-gowns/ 
[2] Why do Judges and barristers wear wigs, the Nigerian lawyer.com,  life and tech category, Jan 21, 2016, http://thenigerialawyer.com/why-do-judges-and-barristers-wear-wigs/
[3] Rule 45 Rules of Professional Conduct for
Legal Practitioners
 2007
[4] Rule 36 Rules of  Professional Conduct for Legal Practitioners 2007
[5] A. Obi Okoye ,Law in Practice in Nigeria ( professional
Responsibilities and lawyering skills ) page 228
[6]  Rule 36 (f) Rules of
Professional Conduct for Legal Practitioners 2007
The Benefits Of Mediation Over Litigation (II) |DmediationLawyerist

The Benefits Of Mediation Over Litigation (II) |DmediationLawyerist


 The Benefits Of Mediation Over Litigation include – 

·       
It
gives better results because control remains directly in the hands of the
parties as decision makers.
·   Win
or lose, it is comparatively quick and cheap as a self- contained process.

·       
It
saves management time.
·       
It
is private and confidential.
·       
As
a dynamic, it actively promotes renewal and reconciliation because it has been
structured to restore relationships.
·       
Litigation
looks to find fault; Mediation does not.
 Mediation makes a particularly attractive
route where parties are likely to continue to have dealings and interact in the
future, whether in business, as neighbors or within the confines of some close
personal relationship or physical proximity. This is of particular interest in
Landlord/Tenant, Vendor/Purchaser, Principal/Agent and other neighbor
relationships, as well as trading partners.
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 tips on Mediation –
Follow
us on Facebook Page: fb.me/dmediationlawyeristng
Instagram:
http://www.instagram.com/DmediationLawyerist

Mediation and the Courts | DmediationLawyerist

Mediation and the Courts | DmediationLawyerist

It should be noted that Mediation and other
forms of ADR can NEVER replace the courts but it is to be seen as part of the
court system and this has been done with the establishment of the Lagos Multi
Door Courthouse (LMDC) which is primarily aimed at resolving disputes.

Mediation and every other form of ADR is
achieving justice by consensus and the aim of our page is that it is hoped that
only cases which should be in the courts get to the court.
THE
BENEFITS OF MEDIATION OVER LITIGATION (I)
·     Litigation is formal and looks backward in time at what has occurred.
·     Many winners find that in real terms, taking into account, time,
irrecoverable costs and aggravation, they have not won anything at all.
·     It imposes a binding solution based on legal liability where
inevitably one party or the other is likely to be dissatisfied, since the
process is designed to attribute blame.
·     The expense and costs regime may make even the winner dissatisfied.
·     It removes control of the dispute from parties, first by vesting it in
the lawyers and then in the court’s administration and management system.
·     It addresses issues in a purely legal context, in the public eye, with
foxed pre-determined remedies that you either obtain or fail to obtain.
·     It is slow, expensive and more often than not destroys relationship as
a result of the victor- vanquished mentality.
·     In contrast Mediation is an informal, very flexible procedure with no
imposed solutions and looks forward in time from where the parties are at
presently.
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 tips on Mediation –
Follow
us on Facebook Page: fb.me/dmediationlawyeristng
Instagram:
http://www.instagram.com/DmediationLawyerist

Fighting Tax Evasion & Avoidance | Theophilus Olufemi

Fighting Tax Evasion & Avoidance | Theophilus Olufemi

The Federal
Inland Revenue Service (FIRS) has again taken a step towards containing tax
avoidance and evasion in Nigeria. The agency signed two major multilateral
agreements to join 71 other countries to fight tax evasion.

On behalf of the
FIRS, Mr. Tunde Fowler has signed a multilateral convention to implement Tax
Treaty Related Measures to Prevent Base Erosion and Profit Shifting and the
Common Reporting Standard Multilateral Competent Authority Agreement. This
agreement was signed in Paris with the Head Global Relations and Development
Division of the organisation for Economic Cooperation and Development.
These agreements
would avail the FIRS with the “automatic exchange of tax and financial
information among 101 tax jurisdictions and enhance the ability of countries to
contain tax avoidance and evasion.”
It will also help
the countries to share financial data.
The MLI is a
legal instrument designed to prevent Base Erosion and Profit Shifting by
multinational enterprises.
It allows
jurisdictions to transpose results from the OECD/G20 BEPS project, including
minimum standards to implement in tax treaties to prevent treaty abuse and
“treaty shopping”, into their existing networks of bilateral tax treaties in a
quick and efficient manner.
The CRS MCAA is a
multilateral competent authority agreement based on Article 6 of the
Multilateral Convention on Mutual Administrative Assistance in Tax Matters,
which aims to implement the automatic exchange of financial account information
pursuant to the OECD/G20 Common Reporting Standard and to deliver the automatic
exchange of CRS information between 101 jurisdictions by 2018.
Senior Tax Advisor at TAC Professional
Services

Ed’s Note – This article was first
published here

Photo Credit – Here 
The Types Of Cases That Can Be Referred To Mediation

The Types Of Cases That Can Be Referred To Mediation

Mediation can be utilized in resolving a
wide range of disputes including but not limited to the following;

·       
Banking
and Insurance related disputes
·       
Commercial
/Local dispute resolution
·       
Landlord
and Tenant matters
·       
Property
disputes
·       
Debt
recoveries
·       
Libel
and slander
·       
Administration
of Estate
·       
Employment
and Trade Disputes
·       
Construction
disputes
·       
Accident
and tort
·       
Medical
negligence
·       
Contracts
enforcement
·       
Family
disputes including marital disputes, child custody etc
·       
Succession
disputes
·       
Small
claims etc.
THE LAWYER’S ROLE AND RESPONSIBILITY
IN MEDIATION
The lawyers represent their clients as MEDIATION ADVOCATES and drive the
settlement initiative. He is obligated to assist clients in evaluating and preparing
settlement options. If no settlement is reached, then the cases can either be
referred to Arbitration or taken to court.
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 on mediation
Follow
us on Facebook Page: fb.me/dmediationlawyeristng
Instagram:
http://www.instagram.com/DmediationLawyerist

Photo Credit- www.lynchdallas.com 

The Right Choice Between Voluntary Resignation and Termination of Employment |  Kayode Omosehin, Esq.

The Right Choice Between Voluntary Resignation and Termination of Employment | Kayode Omosehin, Esq.

One of the easiest ways out of any
confusion created by an irreconcilable difference in the course of an
employment relationship is a voluntary resignation by the affected worker.
Unfortunately, lack of knowledge of employee’s rights and employer’s powers has
resulted in several litigious employment disputes that could have been avoided
with minimal costs to both parties. It all depends on making the right decision
with less stress or none at all.

Employer’s pressure, following a request or
advice to a worker to resign, is a prominent element in the facts of most
judicial decisions reviewed on the questions of voluntary resignation by an
employee. I have addressed below, in a question and answer manner, some of the
legal issues associated with a letter of termination and voluntary resignation,
whether or not the resignation is based on the employer’s advice to resign:
1.        
What is the difference between a termination
letter and an employer’s advice to resign?
A termination letter of employment is
simply a document by which an employment relationship is determined. It is a
letter which disengages an employee from any further obligations except those
which he is required by agreement to fulfill before exiting the employment.
However, an employer’s advice to resign is merely a verbal or written request
by an employer urging an employee to voluntarily quit his job rather than a
termination of the employment by the employer. An employer’s advice to a worker
to resign is simply a management strategy to ensure that the company’s record
does not reflect that the worker’s employment was terminated by the company
(even though the worker was urged or pressured to resign).
 It is difficult to outline what will
amount to undue pressure from an employer to warrant the inference of a
wrongful termination of employment. It is advised that the facts of each
circumstance ought to be carefully reviewed by an employment lawyer in order to
advise on the best way out of any irreconcilable difference between an employer
and employee. Sometimes, an employer’s advice or request for a worker’s
resignation may be a kind gesture towards the employee whereas at other times,
it may be inappropriate and actionable! The National Industrial Court held that
an employer’s advice or request to an employee to resign has no legal effect
whatsoever and, as such, can be disregarded by a worker. In a case decided on
25th September 2014 by Honourable Justice O. A. Obaseki-Osaghale of the Calabar
Division of the Court, the claims of an aggrieved employee against his employer
were granted in large part when the court held that the claimant’s employment
had not been terminated by a memo issued by the company’s management advising
the claimant to resign.
 2.    Is
an employee bound to resign when the employer requests for his or her
resignation?
A worker is not bound to resign on the
advice or request of his or her employer. A worker is at liberty to refuse to
resign, even if he is threatened by his employer to do so, especially if there
are no justifiable reasons for which the employer can immediately (and
lawfully) terminate the employment. In other words, if a worker is not culpable
for any misconduct or poor/non-performance, he or she can disregard the
employer’s advice or request for resignation.
 It would appear to be a common
practice for a company to request a worker to resign in order to avoid being
fired! The question, however, is how far can the company go in legitimately
requesting or pressuring a worker to tender resignation without violating
international best labour practice? In my view, it is a wrong decision for an
employer to request or advice an employee in writing (including a report of
investigation) to tender resignation unless the employee is found wanting for
misconduct or poor/non-performance. This is because the court may presume that
a worker’s service has been wrongfully terminated if, after his refusal to
tender resignation on the written advice or request of the employer, a notice
of termination is issued to such a worker.
 It is useful to mention that a worker
should regard an employer’s advice to resign as a good gesture or favour if,
after a considered review of the circumstances, there are, indeed, justifiable
grounds for immediately terminating the employment by the company.
3.    What
are the required contents of a letter of termination or resignation?
A letter of termination or resignation is
required to satisfy certain conditions. These conditions are not provided in
any law but are drawn from my review of some judicial decisions of superior
courts in Nigeria in which letters of termination and resignation were in
contention between employers and their respective employees.
 The following conditions are to be
satisfied:
i.                  
Date of the Letter: A letter of
termination or resignation must be dated. Without being dated, a document is
worthless as a letter of resignation or termination. The date is necessary to
compute the period of notice as agreed in the employment contract.
ii.               
Addressed to a Specified Party: A letter of
termination must be addressed to an individual employee and not to a group of
employees; otherwise, this will give rise to a different legal implication. For
instance, where a letter of termination is addressed to a group of employees,
it may give rise to an inference that the employees have been disengaged in a
manner that will entitle them to redundancy benefits. A letter of resignation,
however, may not be invalidated merely because it is not addressed to a
specific authority in the company, it is sufficient if it is addressed to the
company or any official in the management.
iii.            
Clear Wording of the Termination Phrase: A letter of
termination must clearly state that the employee’s services are no longer
required by the employer or that his/her employment is terminated effective
from a specified date. Equally, a resignation letter must state clearly that
the employee wishes to bring the working relationship to an end by using any of
these or similar expressions; “I hereby resign from my employment as
director/manager/accountant/Head, Human Resources etc
of the
company
 or “Please accept my resignation as
director/manager/accountant/Head, Human Resources etc. of the company
”.
iv.            
Reason for Termination: According to recent
judicial decisions, every letter of termination of employment must state a good
reason for terminating the service of a worker. Liability may arise to the
employer if the termination letter does not state any ground (and of course, a
good ground) for the termination.
v.               
Notice Period or Salary in lieu of
Notice: 
A
letter of termination or resignation must state whether a notice period is
given to the addressed party or that the party issuing the letter will pay/has
paid the salary payable in lieu of the notice period,
depending on the employment agreement. Where the party issuing the notice
intends to pay a salary in lieu of notice, the letter of
termination or resignation may state the amount payable or simply enclose a
banker’s cheque in the said sum. The payment should not be delayed. Where a
notice period is given, the employee is expected to resume work as usual unless
the employer prefers to pay the worker off and dispense with his or her service
for the notice period. It is, however, unclear and, therefore, arguable
whether, in the course of a notice period, a worker may decide to convert his
service for the reminder of the notice period to payment of salary in
lieu
 of notice. Where an employee accepts payment after termination of
employment, he cannot complain later of unlawful termination of employment.
vi.            
Date of Disengagement: A letter of
termination or resignation must state when the worker will stop work or whether
he is required to leave the employment immediately. If the worker is required
to leave the employment immediately, his salary in lieu of
notice and other benefits, in appropriate circumstance, should be paid
immediately as well. Even though the Court of Appeal’s case of WAEC v.
Oshionebo [2006] 12 NWLR (pt. 994) 258 
has been interpreted by the
National Industrial Court to imply that the tendering of resignation by an
employee carries with it the “right” to leave the service automatically without
any benefit, it is my view, however, that a thorough review of an employment
contract is sacrosanct in determining if the employee will be entitled to any
terminal benefits at the time of voluntary resignation. Please note that the
parties may enter into a new agreement on how to satisfy, at a future date, any
outstanding obligations under the employment contract which the parties cannot
fulfil at the time of resignation or termination of the employment.
vii.         
Authorized Signature: Except where
delegation of authority is otherwise permitted, a letter of termination must be
signed by the authorized staff of the employer in accordance with the
employment contract. Please note that the authorized staff of the employer is
the official who signed the employment contract on behalf of the company or the
staff who has the power to terminate the employment. If there is any question
as to whether the staff who signs a letter of termination has a delegated
authority to do so, the answer will depend on the facts of each case, the
employment contract, internal structure of a company and the court’s evaluation
of evidence.
viii.       Evidence of
Delivery: 
A
letter of termination or resignation must be delivered to the addressed party
in the manner agreed in the employment contract or any other manner which may
justify reasonable notice. It is acceptable to forward a letter of resignation
or termination under the cover of an email to the official email of the
addressed party provided that nothing is done to prevent its receipt. In such
case, both the letter and the cover email must be tendered in any litigation
regarding the employment.
ix.             
Evidence of Receipt: A letter of
termination or resignation must be received by the addressed party. The
addressed party has no right or discretion to reject the letter.  A letter
of resignation or termination takes effect from the date on which the letter is
received by the addressed party. Proof of receipt is important in order to
answer any question on whether an employment relationship has been brought to
an end either by termination or resignation.  
4.    What
are the Remedies for terminating an employment by a defective or no letter of
termination
Whenever an employee’s engagement is
brought to an end by a defective letter of termination or resignation or no
letter at all, damages is the only available remedy to the aggrieved party. The
employee cannot be reinstated to the employment as the Court does not force a
willing servant on an unwilling master and vice versa. In the case referred to
under No. 1 above, the employer, by a memo dated 17th December
2009, advised the claimant to resign but he refused to resign and, instead,
brought an action against the company three (3) years after (on 18th December
2012). After holding that the claimant was right to have disregarded the
employer’s memo advising him to resign, the court held that the worker remained
in the company’s employment and therefore entitled to salaries for the period
from June 2009 till judgement date, 25th September 2014, and thereafter until
his employment was properly terminated by the employer!
Associate at Udo Udoma & Belo-Osagie

Ed’s Note – This article was first published here

What is mediation?

What is mediation?

Mediation is a
voluntary, non-binding and private dispute resolution process in which a
trained neutral person helps the parties to reach a negotiated settlement.
It has also been
defined as an opportunity to resolve a dispute without resorting to formal
procedure.

A Mediation
Advocate is a lawyer and other professional advocate who represents clients at
mediation.
In most cases,
mediation cannot take place unless the parties agree to enter the process,
although this may only be after a strong judicial recommendation, with an
associated risk of cost sanctions against a party who refuses to mediate and
indeed where the process is justiciable before the Lagos Multi-Door Courthouse
or other MDC, a fine for parties who do not attend the hearing before the ADR
judge to determine the appropriate route.
Mediation is not
possible without the participation of all parties, and will cease if one party
walks out, which they are free to do at any time.
Although refusing
to mediate can have adverse cost consequences, the mediation process is both
“without prejudice” and absolutely confidential to the extent the law permits.
FEATURES OF MEDIATION
a.    
It is a flexible process.
b.   
It is conducted confidentially.
c.     
The Mediator is a neutral person.
d.   
The Mediator actively assists parties in working towards a negotiated
agreement.
e.    
The parties are in ultimate control of the decision to settle and the
terms of settlement.
f.      
It is a voluntary process.
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 on mediation
Follow us on Facebook Page:
fb.me/dmediationlawyeristng
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http://www.instagram.com/DmediationLawyerist

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Star Profile – Mr. Femi Falana SAN, LL.B, B.L, FCI, Arb.

Star Profile – Mr. Femi Falana SAN, LL.B, B.L, FCI, Arb.

 Femi Falana, a native of Ilawe , Ekiti State,
Nigeria was born on May 20, 1958. Femi Falana’s primary education began at St.
Michael’s Primary School, Ilawe, between 1963 and 1968. After which, Femi
attended Sacred Heart Catholic Seminary between 1971 and 1975.

Upon gaining admission into the University
of Ife (Obafemi Awolowo University), he studied law between 1977 and 1981 and was
called to the bar a year after. He worked with the Public Complaints
Commission  between 1982 and 1983 and practiced
as a lawyer under the firm of Alao Aka –Bashorun & CO. between1983 and 1991.
 In 1991, Femi Falana began his own
Chambers which is now known as Falana and Falana Chambers, having his wife
Funmi as a partner a partner. 
Femi Falana, popularly known as a human
right activist, has championed legal causes in support of human rights all through
his legal career. He is renowned for providing free legal services to the poor
and disadvantaged and had suffered long spells in detention under Nigeria’s
past military dictators. Femi also contested and lost the governorship election
of Ekiti State in 2007 on the platform of National Conscience Party,
a party he served as National Chairman in 2011.
For his legal prowess, he was conferred with
the rank, Senior Advocate of Nigeria in 2012. Femi has published may articles,
papers and books including –
·        
Fundamental
Rights Enforcement, Legaltext Publishing Company 2005 (251 pages)
·        
Legal
and Policy Framework of Occupational Health and Safety in Nigeria in Idowu
Awopetu et al (eds) (1998)
·        
WORKING
IN DANGER, P. 52, a CDHR Publication, Editor-in-Chief, Weekly Report of Nigeria;
Femi Falana
belongs to many Professional Memberships and held various leadership positions
such as
President,
West African Bar Association, Member, Nigerian Bar Association and Member, West
African Bar Association, Member, Pan African Lawyers Union and Member,
International Bar Association. Mr Femi Falana ia a recipient of National and
International Awards / Honour. some of which are: “Defender of the year Award”
from the international league for Human Rights in 2000; The Ogoni merit award –
2002; Dr Kwame Nkrumah leadership award 2003; and Bernard Simon memorial award
for the advancement of human rights- 2003.
Falana & Falana’s Chambers is a leading
law firm in constitutional law and human rights services. His firm has
also represented many victims of human rights violation in Nigerian Courts and
the ECOWAS Community Court.

Nigerian Startup Registration in 2017: a Necessity or Luxury? |  Adejorin D. Abiona

Nigerian Startup Registration in 2017: a Necessity or Luxury? | Adejorin D. Abiona

When starting a business, one of the major considerations on the minds of
the owners/ promoters is whether or not registration is needed at that material
time. This of course may be borne of the desire to justify every expense to be
incurred by a newly formed startup i.e. every penny has to provide a return on
the investment. Registration of a startup may seem unnecessary at the beginning
stage of a business to the owner but this should not be the case. This article
will look into registration of startups in Nigeria with focus on the major
reasons for registration and drawing a conclusion on whether registration is a
necessity or not.

Business structures
The legal structure chosen for a business has major implications. In
choosing a structure for a business, factors such as the potential risks and
liabilities of the business, the objects of the business, the costs involved in
establishing and maintaining the business structure and tax implications should
be taken into consideration. The promoters/owners of a business must decide on
the legal structure that best meets their needs, as this will determine the
type of registration procedures that will be followed.
There are three commons ways to structure a startup in Nigeria:
Sole trader: This consists of an individual trading on his own. He controls and
manages the business. It is the simplest business structure and easy to set up
with minimal costs. A sole trader is solely responsible for the liabilities of
the business and also solely enjoys the profits. The main disadvantage of this
structure is that there is no protection for the personal assets of the
Proprietor in the event that the business fails as his assets become available
to pay off creditors.
Partnership: This involves an agreement between two or more
people to go into business together. Each of the partners will be jointly and
severally liable for the debt of the partnership. It is not necessary for all
the partners to be fully involved in the management of the business but they
all share the profits or loss as the case may be.
Limited Liability
Company
: This is a
legal entity separate from its shareholders, directors and employees. Liability
here is limited to the amount invested in the company as shares. Hence, the
shareholders enjoy a form of protection on their personal assets in the event
that the company goes into liquidation.
The body generally responsible for registration of businesses in Nigeria
is the Corporate Affairs Commission (CAC)
[1].
Why register a startup?
Compliance with the
law
The Law makes it mandatory for every individual, firm or corporation
operating under a business name to register their business within 28 days of
commencement[2]. Also a limited
liability company can only be formed in the manner set out by the law[3]. Hence, in order to comply with
the provisions of the Law, a startup must be registered. 
The law that primarily provides for registration of business
organizations in Nigeria is the Companies and Allied Matters Act (CAMA) 1990[4].
Brand reputation
and public perception
Building a reputation with new clients and customers may seem very
difficult. Registration enhances the public perception of a startup and gives
potential clients the confidence that they are dealing with a reputable
business. Also, there are many businesses who will not engage with an
unregistered startup because of their status and reputation. 
Registration gives the assurance that the business is legitimate and
reputable.
Bank Account
To open a business bank account for a startup, proof of registration is
always a necessary requirement. Banks will not open a business account for an
unregistered startup. Having a business account gives a startup more
credibility and trust from the customers, bank, other associated businesses and
the public. The account also ensures that business funds are not diverted for
personal use.
Loan Facilities
Most Financial Institutions give business loans only to registered
businesses. The Institutions in order to protect their interest and to ensure
repayment of loan facilities would naturally need an assurance that a business
is legitimate and the facilities would be put into proper use. This assurance
is easily seen in a registered startup and this is why registration is a
non-negotiable requirement to qualify for such loans.
Brand identity
Protection
Registration gives a unique identity to a startup and such is also
protected under the law. By the provision of law, no two businesses should have
the same name or names so identical as to confuse the public. Once a business
name is registered, such name is recorded and recognized by the government and
as such, no other business can register with that same name.
A registered business name enjoys the advantage of protection against
competitive usage within the country.
Liability
Protection
When a startup is registered as a limited liability company, the business
becomes a different entity for its owners. The owners can not be personally
held liable for the debt of the company. This means that no one can legally go
after the personal properties of the business owners in case the business goes
into liquidation or to enforce any claim against the Company.
Registration as a limited liability company protects the personal assets
of the business owners.
Continuity
A registered startup has the ability to live longer than its owners. This
means that even if the business owners become incapacitated or dead, the
business will not close down especially when a proper structure is in place.
A registered startup is an asset transferrable to the next generations.
How to register a Startup
Registration of a startup in Nigeria involves some processes including
filling of forms and filing of some documents. It is advisable to engage the
services of persons with experience in this field who can streamline the
process and get the business registered within a very short period of time.
Conclusion
Registration of a startup may seem to be an investment without direct
return but similar to insurance. It will definitely cost money, time and
effort. However, this is a necessary price to pay for the protection of the
business, business owners and associated businesses. It is always advisable to
register a startup in order to enjoy the benefits stated above which are indeed
necessary for the smooth running and the image of the startup. Hence, it is not
a luxury to register a startup but a necessity.
[1] Section 1,
Companies and Allied Matters Act (CAMA) 1990, CAP C20, LFN 2004
[2] Section 574,
Companies and Allied Matters Act (CAMA) 1990, CAP C20, LFN 2004.
 (Exceptions to this provision is contained in Section 573 CAMA)
[3] Section 35,
Companies and Allied Matters Act (CAMA) 1990, CAP C20, LFN 2004.
[4] CAP C20, LFN
2004.
Adejorin D. Abiona
Associate Attorney | Writer | Public Speaker
Ed’s Note – Article was first
published here
Photo Credit – https://www.etaxcorporate.com

Overview of the Legal requirements for revocation of certificate of occupancy in Nigeria | Teingo Inko-Tariah

Overview of the Legal requirements for revocation of certificate of occupancy in Nigeria | Teingo Inko-Tariah

Introduction
A certificate of occupancy is a document
that evidences the grant of a right of occupancy over land in Nigeria given by
the appropriate authority i.e. the Governor of a State
[i]. The
Constitution of Nigeria provides that every citizen of Nigeria has a right to
acquire and own immovable property in Nigeria
[ii]. However, such
acquisition and ownership of land is regulated by the principal statute for the
administration of land in Nigeria – Land Use Act (LUA) of 1978. All laws
relating to registration of title to or interest in land or transfer of title
or interest are required to comply with the Land Use Act
[iii].
By the provision of the said Act, all land in each state of the Federation is
vested in the Governor of that State who is empowered to hold such land in
trust and administer same for the benefit of all Nigerians.
[iv]

It is worth noting that the concept of
ownership in the sense of absolute dominion does not apply with regards to land[v] because
the right to convey/transfer title which is a fundamental ingredient of
ownership is subjected to the consent of the Governor thus, qualifying the
ownership of land. The nature of the title that is usually acquired over land
is that of a right of occupancy i.e. the right to lawfully use and occupy land.
A right of occupancy could either be ‘statutory’ in which case it will granted
by the Governor over land in urban and non-urban areas[vi]; or
‘Customary’, in which case, it will be over land in areas other than urban
areas[vii] and
granted by the relevant Local Government Authority[viii].
A certificate of occupancy is usually
granted for a term of 99 years subject to renewal[ix]. The
certificate would clearly state the terms and conditions of the grant[x] and
where the holder of such certificate of occupancy fails to comply with the
stated terms, the certificate of occupancy could be revoked or the holder may
be penalized.[xi] The
holder of a right of occupancy over land is prohibited by law from parting with
any portion of the land granted to him by way of mortgage, transfer of
possession, assignment, sub-lease or any other manner without first obtaining
consent to do so from the Governor[xii].
Any transaction which purports to transfer any interest or right over land in
Nigeria without complying with the provisions of the LUA shall be null and void[xiii].
Circumstances under which right of
occupancy may be revoked.
A right of occupancy may be revoked by the
Governor in accordance with the provisions of the Land Use Act and the law
provides the circumstances under which the right of occupancy over land may be
revoked as well as the procedure to be followed. A right of occupancy may be
revoked for overriding public interest[xiv].
The term ‘overriding public interest’ has been clearly defined by the law as
follows[xv]:

a)    Where
the holder of a statutory right of occupancy parts with the land in any manner
contrary to the law or other regulatory provisions;

b)    Where
the land over which statutory right of occupancy is granted is required by the
State or Federal Government for public purposes[xvi]
c)  Where
the land over which a statutory right of occupancy is granted is required for
oil pipeline or any related purpose;

d)   Where
the holder of a customary right of occupancy parts with the said land without
the requisite consent;

e)  Where
the land over which customary right of occupancy is granted is required by the
Federal or State Government for public purpose

f)  Where
the land over which customary right of occupancy is granted is required for
mining purposes, oil pipeline or related purposes; or for the extraction of
building materials;

g)  Breach
of any provisions or any term contained in the certificate of occupancy or any
special contract made in accordance with the law in relation to the grant of
the right of occupancy;

h)  Refusal
to accept to pay for certificate of occupancy granted by the Governor.

Note that the law does not give the
Governor any additional discretionary powers to determine what constitutes
‘overriding public interest’. However, since the inception of the Land Use Act
in 1978, there have been cases of abuse of powers by Governors and Military
administrators in the exercise of their lawful authority to revoke a right of
occupancy. In the case of C.S.S Bookshops Ltd v. The Registered Trustees
of Muslim Community in Rivers State & Others[xvii] the
Supreme Court held that the revocation of the Appellant’s right of occupancy
was wrongful as it did not comply with the provisions of S. 28 of the Land Use
Act. In that case, Mohammed JSC delivering the lead judgement held as follows:
“It is not at all in doubt that
the provisions of section 28 of the Act contains comprehensive provisions to
guide the Governor of a State in the exercise of his vast powers of control of
land within the territorial areas of his State particularly the power of
revocation of a right of occupancy. One of the preconditions for the exercise
of this power of revocation is that it must be shown clearly to be for
overriding public interest. In order not to leave the Governor in any doubt as
to the conditions for the exercise of his powers, the law went further to
provide adequate guidance by defining in clear terms what overriding public
interest means in the case of a statutory right of occupancy under the Act in
subsection (2) of section 28. What this means of course is obvious. Any
revocation of a right of occupancy by the Governor in exercise of powers under
the Act must be within the confine of the provisions of section 28 of the Act.
Consequently, any exercise of this power of revocation for purposes outside
those outlined or enumerated by section 28 of the Act or not carried out in
compliance with provisions of the section, can be regarded as being against the
policy and intention of the Land Use Act resulting in the exercise of the power
being declared invalid, null and void by a competent court in exercise of its
jurisdiction on a complaint by an aggrieved party. See Osho v. Foreign Finance
Corporation (1991) 4 NWLR (Pt.184) 157; Olohunde v. Adeyoju (2000) 10 NWLR
(Pt.676) 562; Dantsoho v. Mohammed (2003) 6 NWLR (Pt.817) 457 at 483”
Where a right of occupancy is revoked, the
holder will be entitled to compensation in accordance with the law based on the
value of the unexhausted improvements made to the land. Compensation would
depend on the reason for revocation and may take the form of resettlement in
any other place or area by way of reasonable alternative[xviii].
Note that compensation has nothing to do with the current market value of the
land as the land is not ‘owned’ by the occupier as hinted above. The payment of
annual ground rent further buttresses this point.
Procedure
for revocation of a right of occupancy/certificate of occupancy
Revocation of a right of occupancy is
executed by sending a notice to that effect to the holder of the right of
occupancy. The notice is required to be signed by a public officer duly
authorized by the Governor[xix] and
the title of the holder of right of occupancy will cease once the notice is
received by him or on any other date stated in the notice[xx].
The law requires any notice to the holder of a right of occupancy to be served
on the person in any of the following ways[xxi]:
a)         
By
delivery to the holder personally;
b)    By
leaving at the usual or last known place of abode of the holder;
c)    By
sending via prepaid registered post addressed to the holder at his usual or
last known place of abode;
d)  In
the case of a corporate entity or company, by delivery to the company secretary
or clerk or by sending via prepaid registered post addressed to the registered
or principal office or by sending in a prepaid registered letter addressed to
the secretary or clerk of the company;
e)    Where
it is not practicable to ascertain the name and address of the holder or
occupier of land then the notice may be addressed to the person as “holder” or
“occupier” and by delivery to a person on the premises. Where there is no one
on the premises to take delivery of notice then it may be affixed on a
conspicuous part of the premises.
In C.S.S Bookshops Ltd v. The
Registered Trustees of Muslim Community in Rivers State & Others it
was held that publication in a gazette was not one of the methods of notification
provided under the Land Use Act and therefore such notification was invalid.
Again the decision of the Court per Mohammed JSC is worthy of reproduction as
follows:
From the above it is clear that the
notice of revocation published in the said Rivers State Government Notice No.
235 dated 27th April, 1985 and published in Volume 17, No. 27 of the Official
Gazette was not a valid mode of service in accordance with the Land Use Act.
This is because the mode fell short of the requirement in the Act. There was no
personal service or in this case which is a registered company, there was no
service on the secretary or clerk of the company as provided for. The mode of
service is therefore null and void and of no effect.
I entirely agree with the trial court on this finding on the question of notice
particularly when the 2nd respondent whose powers were being challenged made no
attempt to throw light on the question. The effect of the failure of the 2nd
respondent to serve adequate notice on the appellants as required by the Land
Use Act prior to the revocation of the right of occupancy means the power of
revocation was not exercised in compliance with the provisions of the Act”.
The statement of the Court of Appeal in the
case of Olatunji v. Military Governor of Oyo State[xxii] is
also instructive on the need for the mode of service of revocation of a right
of occupancy to comply with the provisions of the Land Use Act. In that case,
it was stated as follows:
A very careful reading of sections 28
and 44 of the Land Use Act would disclose that publication in Gazette and local
newspapers are not mode or manner of effecting service under Land Use Act. It
does appear to me that omission of publication in the Gazette and newspaper is
to further emphasize to acquiring authorities that the legislature has in mind
personal service only as it left the acquiring authority with no option.
Publication in the Gazette or newspaper is a mere grafting of a manner of
serving notice prescribed under section 9(3) of Public Land Acquisition Law on the
provisions of section 44 of the Land Use Act. For a notice to be valid it has
to be served in accordance with the provisions of the Land Use Act
”.
The combined effect of the statutory and
judicial authorities on the issue of notice is that failure to comply with this
procedure will invalidate the process of revocation of a right of occupancy and
a subsequent certificate of occupancy issued on the same property will be
invalid. In other words, the grant of a right of occupancy over an existing
right of occupancy will not amount to a revocation[xxiii].
Conclusion
The Governor of Rivers State was recently
reported to have revoked the certificate of occupancy of a Hotel in the State
for allegedly condoning electoral malpractice. The purported revocation was
made orally at a public event. In the light of the foregoing, it cannot be said
that a valid revocation took place. Clearly, electoral malpractice is not one
of the reasons for which a right of occupancy may be revoked.
It is imperative that Governors uphold the
rule of law by complying with the provision of the law in the exercise of their
powers. This obligation was noted by the Supreme Court in the case of Goldmark
(Nig.) Ltd. v. Ibafon Co. Ltd
[xxiv] where
the court stated thus:
“The court has always emphasized
that government has the right to compulsorily acquire property on payment of
compensation. There is no argument about such constitutional power. There are
statutes which provide for the procedure of acquiring property by the
government. Government is expected to comply with those statutes which it has
enacted. Where government disobeys its own statute by not complying with the
laid down procedure for acquisition of property, it is the duty of the courts
to intervene between the government and the private citizen”.
The words of Oguntade JSC in the case of C.S.S
Bookshops Ltd v. The Registered Trustees of Muslim Community in Rivers State
& Others[xxv] is
also very instructive on the point. The learned Justice of the Supreme Court
stated thus:
“I must express that the conduct of
the public officials of Rivers State as represented in this case by 2nd, 3rd
and 4th defendant grossly unsatisfactory. They had with their eyes wide open
engaged on a course that could have led to a religious conflict and disharmony
they had plainly shown themselves as incapable of managing prudently the
responsibilities of their offices. Why would public officials so flagrantly and
without any pretensions as to conformity with laws which are well-known seize
the property of one citizen and hand it over to, another. I should have thought
that fairness even-handedness and above all respect for the rule of law would
characterize the behaviour and standards of such men who found themselves in
public offices. So much for this show of shame”.
The Land Use Act has been the subject of
much criticism and controversy in Nigeria for years. Recently, the National
Assembly failed to get the required majority votes to delete the Land Use Act
from S. 315 CFRN 1999. The effect of such deletion would have been to remove
the strict requirement for amendment of the Act. Unless and until the law is
amended or repealed, it remains in force and valid and ought to be obeyed by
all. While it remains uncertain whether or not the right of occupancy of the
hotel has actually been revoked in accordance with the law, it is hoped that
those who have the mandate to lead will not use their powers to intimidate the
public as it will be counterproductive in the final analysis.
Teingo Inko-Tariah is a Partner in Accord
Legal Practice, Port-Harcourt Nigeria.



[i] S. 9(1) (c)
Land Use Act (LUA). Although the LUA is silent on issuance of certificate of
occupancy by Local Government Authority, it may be presumed that in the case of
a customary right of occupancy, a certificate would be granted by the Local
Government Chairman.
[ii] S. 43 CFRN
1999
[iii] S. 48 LUA
[iv] S.1 Land Use
Act
[v] Black’s Law
Dictionary; 8th Edition defines ownership as the bundle of
rights allowing one to use, manage and enjoy property, including the right to
convey it to others. Ownership implies the right to possess a thing regardless
of any actual or constructive control. Ownership rights are general, permanent
and heritable.
[vi] S. 5 LUA
[vii] “Urban Area” is defined in the LUA to men such area of
the State as may be designated as such by the Governor in accordance with s.3
of the Act which is to the effect that the Governor may by order published in
State Gazette designate parts of the area of the territory of the State
constituting land in an urban area subject to any general conditions specified
by the National Council of States.
[viii] S. 6 LUA
[ix] There is no express statutory provision for this
period in the LUA but the Act provides that the right of occupancy must be for
a definite term. See s. 8 LUA
[x] S. 8 LUA
[xi] Ss. 19, 20
LUA
[xii] S. 22 LUA
[xiii] S. 26 LUA
[xiv] S. 28(1) LUA
[xv] S. 28(2) –
(5) LUA
[xvi] Please see S.
51 LUA for the definition of ‘public purpose’.
[xvii] [2006] 11 NWLR (Pt.992) 530
[xviii] S. 33 LUA
[xix] S. 28(6) LUA
[xx] S. 28(7) LUA
[xxi] S. 44 LUA
[xxii] (1994) LPELR-14116
[xxiii] CSS Bookshop
Ltd v. The Registered Trustees of Muslim Community in Rivers State & others
(Supra).
[xxiv]  [2012]
10 NWLR (Pt. 1308) p.291
[xxv] Supra

Teingo is a Partner at Accord Legal Practice