It is to be said loud and clear that a Court of law has no legal duty to confine itself only to authorities cited by parties. It can, in an effort to improve its Judgment rely on authorities not cited by parties. The Court is also under no duty to give notice to the parties that it intends to use a particular book or authority.
– M. Peter-Odili JSC. Adegbanke v. Ojelabi (2021)
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A court is competent when:- (a) It is properly constituted as regards numbers and qualification of members of the bench that no member is disqualified by one reason or another. (b) The subject matter of’ the action is within its jurisdiction and there is no feature in the case which prevents the court from exercising its jurisdiction. (c) Proper parties are before the court. (d) The action is initiated by due process of law and upon fulfillment of any condition precedent to the exercise of its jurisdiction.
– Adekeye, J.S.C. Goodwill v. Witt (2011) – SC. 266/2005
T.M. Orugbo & Anor v. Bulana Una & Ors (2002) 9 SCNJ 12 at 32-33. This Court held that “A Court of law has no legal duty to confine itself only to authorities cited by the parties. It can, in an effort to improve its judgment, rely on authorities not cited by the parties. Historical books or whatever books are authorities and the Koko District Customary Court was free to make use of them in its judgment. That per se is not breach of fair hearing, not even the twin rules of natural justice. The Court is under no duty to give notice to the parties that it intends to use a particular book. That will be a ridiculous situation.”
If I go by sentiments, having regard to the facts of this case leading to this appeal and as appear in the lead Judgment of my learned brother, Oguntade, J.S.C., I may be inclined to allow this appeal. But it is now firmly settled, that sentiments, have no place in our courts including this court. See the cases of Ezeugo v. Ohanyere (1978) 6-7 S.C. 171 @ 184; Omote & Sons Ltd. v. Adeyemo & 9 ors. (1994) 4 NWLR (Pt.336) 48 C.A. and Orhue v. NEPA (1998) 7 NWLR (Pt.557) 107; (1998) 5 SCNJ 126@ 141.
— Ogbuagu, JSC. Grosvenor v Halaloui (2009) – SC.373/2002
Ochoga v. Military Administrator, Benue State (2001) 1 NWLR (Pt. 695) page 570 at page 582, it was held thus: “If a party is entitled to a remedy or a relief and it is rightly claimed, he does not lose same by applying for it under a wrong law. This is because the trial court can, in the interest of justice, use the applicable law.”
ALH. WAHAB ODEYALE & ANR. V. ALH. HAMMED OLAPADE BABATUNDE & ORS. (2009) – CA/I/106/2006:
“In my considered view, the constitutional provisions is very clear and unambiguous, and there is need for the court to give its ordinary meaning without any sort of ambiguity. That jurisdiction given to the courts shall extend to all matters between persons or between government or authority and to any person in Nigeria and to all actions and proceedings relating thereto for the determination of any question as to the civil rights and obligations.”
PER ISTIFANUS THOMAS, J.C.A.
The resolution of labour/employment disputes is the resolution of disputes where the nature of rights is one in personam. This is an area of law where even the identity card of an employee is the property of the employer and must be surrendered immediately the employment relationship ceases or comes to an end. (Exhibit D5 actually demanded that the claimant should surrender any and all correspondences, materials and equipment provided to her by the defendant without retaining copies in any form whatsoever should the claimant discover them in her possession.) This is an area of law where upon the cessation of employment, an employee who hitherto had access (often very limited access) to the documents of the employer immediately ceases to so have simply because the employee’s internet access had been immediately clogged. See, for instance, Exhibit D5 couched as a non-competition term but which threatens the claimant with prosecution should she as much as divulge any information or document through sending such to herself vide her home address or personal email account. There is even the additional threat to the claimant that UAE law recognizes this behavior as theft punishable by imprisonment – this is even aside from the fact the claimant will forfeit any unpaid salary or commission and be liable to be sued for damages. This is an area of law where an employer expected to certify a document will willingly refuse to so certify the document. God save the employee if the employer is a public institution for which the Evidence Act requires certification before any secondary evidence can be rendered.
— B.B. Kanyip, J. Awogu v TFG Real Estate (2018) – NICN/LA/262/2013
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