Ex-Ajayi Crowther Varsity Staff Drags Institution to Court Over Alleged Unlawful Disengagement

-Court adjourns the matter till June 10

A former Principal Assistant Registrar of Ajayi Crowther University, Oyo, in Oyo State, has instituted proceedings before the National Industrial Court sitting in Ibadan, challenging the validity of the termination of her appointment on the ground that the entire disciplinary process culminating in her dismissal was allegedly conducted in breach of statutory and contractual safeguards, including fair hearing and the university’s Conditions of Service.

In the originating complaint, the claimant In a suit file No NICN/IB/16/2026 is seeking declaratory and consequential reliefs, including an order setting aside her termination on the basis that it is null, void and of no legal effect whatsoever for being allegedly tainted by procedural irregularities, lack of jurisdictional competence in the disciplinary steps taken, and failure to comply with laid-down provisions governing senior staff discipline.

The claimant contended that her disengagement, communicated through a series of administrative correspondences culminating in a letter dated February 10, 2026, was predicated on allegations of misconduct which she said were never proved in accordance with due process.

She is also challenging an earlier suspension, which was imposed on half salary in November 2025 and later extended indefinitely, describing the action as arbitrary, oppressive, and contrary to the university’s Conditions of Service for Senior Staff.

According to the pleadings before the court, the claimant was employed by the university on November 1, 2007 as a Secretary I, confirmed in 2010, and subsequently elevated through the administrative structure to the rank of Principal Assistant Registrar in 2021.

She maintained that her 19-year service record was unblemished, supported by multiple commendations issued by the institution between 2021 and 2024.

The dispute was anchored on allegations arising in September 2025, when the claimant was said to have been approached in connection with MBA clearance documentation.

She averred that she declined an irregular request and thereafter became the subject of hostile communications and subsequent allegations of financial impropriety involving N3,000 allegedly collected from students.

She denied the allegation in its entirety and asserted that the query issued against her was procedurally defective and issued in violation of the university’s disciplinary regulations.

Central to her case was the contention that the disciplinary proceedings were conducted in breach of the audi alteram partem rule, as she was allegedly not afforded a proper opportunity to confront her accuser or adequately test the allegations levelled against her.

She further argued that the investigation panel constituted by the university was irregularly composed and lacked the requisite statutory representation required under the governing law of the institution, thereby rendering its process and any consequential recommendation void ab initio.

The claimant also alleged that administrative lapses, including inconsistencies in official correspondence and failure to adhere strictly to prescribed disciplinary timelines and procedures, vitiated the entire process leading to her dismissal.

She maintained that the extension of her suspension after she had resumed duty amounted to an abuse of administrative discretion and a breach of legitimate expectation arising from the Conditions of Service.

In her reliefs before the court, she is seeking, inter alia, a declaration that her termination was wrongful, unlawful, null and void for want of fair hearing and non-compliance with extant regulations; an order of reinstatement with full restoration of salary, emoluments, and attendant benefits up to statutory retirement age; and payment of accrued entitlements, including compensation for 155 days of unutilised leave.

She is further claiming N19,979,958.60 as special damages representing projected salaries and allowances up to retirement age, as well as general damages of N10 million for alleged reputational injury, humiliation, and loss of professional standing occasioned by what she describes as unlawful termination.

An additional relief sought was an order directing the defendant to issue a formal written apology.

The claimant is also relying on a wide array of documentary evidence, including appointment and promotion letters, disciplinary correspondence, internal memos, salary records, WhatsApp communications, and the university’s Conditions of Service and enabling law, which she contends collectively demonstrate procedural non-compliance and bad faith in the disciplinary process.

The court, has however, directed the defendant to enter appearance within 14 days of service of the originating complaint, failing which the matter may proceed undefended and judgment may be entered in default.

When the case was called for mention on Tuesday, Barrister L.O Adedigba who held the brief for Barrister O. K Abimbola, on behalf of the claimant informed the court that the defendant had not filed a response leading to the adjournment of the case by Justice JD Peters, who presided over the matter.

He adjourned the case till June 10, 2026 for hearing
Ends