Abstract

This study investigated the critical factors responsible for fairness in managing dismissal of employee in Textile industries. Dismissal without laid down procedure has cost textile industries in Nigeria huge sum of money in financing litigations. It is a huge source of economic drain to the industry. Litigation has negative impact on the financial status and progress of the organization. Dismissal without recourse to the rules and regulations and the contract arrangement stated by the employer is deemed unfair. There must be grounds for dismissal and dismissal must be fair otherwise the employee will seek retribution in court. The data utilized in this research was collected through cross-sectional survey. The data was utilized in answering research questions and testing hypothesis. The analysis of data collected from questionnaire instrument was done using percentages (%) and Z-test statistics. Analysis of data according to research questions showed that the grounds for dismissal were misconduct, insubordination, lack of qualification for the job, unsatisfactory performance and change requirement of the job. Misconduct was found as the foremost ground for dismissal in Enpee Plc and Afprint Plc. All the variables hypothetically tested as a factor responsible for fairness in managing employee dismissal has significant effect on textile industries in Nigeria. The textile industries should adhere to all the principles outlined in the study that is contingent to fairness in dismissal in order to avoid wrongful dismissal and incessant retribution in court by employees.

Keywords:

Contractual agreement, court litigation, discharge claim, dismissal procedure, employee dismissal, managing dismissal,

References

Competing interests

The authors have no competing interests.

Open Access Policy

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Copyright

The authors have no competing interests.