PART ONE
PRESENTED BY
MARCH , 2019
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Introduction
The entire history of the Nigeria Labour Congress is the outcome of many years of
relentless, vigorous and concerted struggle engaged by Nigeria workers for better
work conditions, improved remuneration, equality among classes and gender, and
other multifarious interest. A great number of this struggle appeared to be between the
workers and the government but in reality it was always between the workers and
capitalist system for instance, ever enacts communist policies without being booted
out by severe opposition. Hence for it to perform to its highest potential it must align
Thus, in a capitalist setup that thrives on exploitation of man by man, the government
the government by the system that always lead to industrial conflict. However, since
policies are created and enforced by the people in government, the workers, who are
always at the receiving end, channel their grievances on the leaders. (Asiodu, 2009)
that the conflict is more complicated than it is normally perceived. It is more than
putting the blames solely on the government. The history of unionism itself is
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Origin of Nigeria Labour Congress
Before the emergence of Nigeria labour congress (NLC) in (1978), there has been
firms and industries. The activities of these unions were inimical to the socioeconomic
well-being of country. Prior to this development, there has been need to form broad
based union that will cater for the needs of these unions.
In corroborating with this, Asiodu, (2009) noted the following “The need for strong
and responsible trade unions had been expressed at different times by trade unions
themselves in the form of resolutions adopted at their conferences and seminars and
tribunal of inquiry”.
Agalamanyi (2009:207) noted that for government to realize this motive of Strong
Central body of Labour Union, Several Commissions were set up. For instance,
Morgan Commission (1970 - 1), Mr. Justice D. Adebiyi Commission (1975) were all
set up to look into the problem(s) of these unions and make recommendations that
would lead to the amelioration of them. Based on the out come of (1975) Commission
set up by the military regime, the more than 1,000 Unions existing in the country then
As a follow up to this, government insisted on the formation of a labour centre for the
overall unions. In February 1978, the Nigeria Labour Congress was formed and
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inaugurated. According to Agalamanyi Ibid, the 42 industrial unions became affiliates
of the Nigeria Labour Congress with legal backing of Trade Union (Amendment)
Decree No 22 of 1978. In1989, the Trade Unions were again restructured to become
NLC’s Vision of Nigeria is that of a nation in which all workers irrespective of gender,
ethnicity or religion would be guaranteed a just and fair living wage, security of job an
which national economic policies shall be geared towards job creation, steady
improvement of the general well – being of the citizens and equal participation of
Above all, it is a future in which industrial democracy and where collective bargaining
would be the main mechanism for determining working conditions and wages in the
country. Essential to this, is the ending of work place discrimination especially against
women and the enthronement of equal pay for equal jobs as well as equal
opportunities and advancement, such as future entails the establishment and deepening
of genuine rather than symbolic structures and institutions at all levels of society. This
entails the building of effective structures such as political parties, trade unions and
strong economic foundation that should counter the absolute power of multinationals
whose grip on the economies of many nation states is increasing with the
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intensification of globalization. The NLC envisions a secular Nigeria state and an
egalitarian modern industrial society that will be free democratically, united and just.
Pursuit of this vision requires that NLC / itself be transformed into a well –focused,
goal – oriented and pro –active organization. Its defining qualities should be internal
build its fighting capacity and power and those of its affiliate members.(Alalade,
2004)
Vision Statement:
Arising from the above, the vision statement of the NLC is as follows;
Congress envisions a people – driven, people centered and people oriented process
crudity of capitalist exploitation and the crop of a bankrupt and predatory elite, which
2009)
exploitation of any kind. We believe that the trade union movement is best placed to
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The Mission of Nigeria Labour Congress is as follows: To promote and defend a
Nigerian nation that would be just, democratic, united, secular and prosperous. To
enhance the quality of life and improve the income and other working conditions of
workers.(Atchison, 2003)
To promote and sustain the unity of Nigeria trade unions, to ensure total
unionization of all workers in both formal and informal sectors, irrespective of their
creed, state of origin, gender and their political beliefs. To promote and defend trade
union and human rights, the rule of law and democratic government. To promote and
defend democracy, probity and transparency in the trade unions and in civil
governance. Work for the industrialization and prosperity of the Nigerian nation and
ensure protection of jobs, full employment and human working environment. Strive to
create or influence legislation and public and corporate policies in the interest of
workers, disadvantage social groups and trade unions. To promote workers education
principally for developing trade union, political and class consciousness for
organization which the trade union may share common ideological and other
Activities of NLC
The Nigeria Labour Congress is the only central labour organisation without any
condition brought into force by the amendment Decree No 22 of 1978 for the purpose
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of exercising powers of central labour organisation provided under section 34(1) of
I. To represent the general interest of its members on any advisory body set up by
need thereof;
III. To collect and disseminate to its members information and advice on economic
Card & Krueger (2005) opined that Nigeria Labour Congress has both internal and
external problems. On the internal problem, some state chapters are emasculated by
the state government. The emasculation comes from using court injunctions to whittle
down any reaction against unjust policies and disengagements of workers in the civil
service. For instance, the immediate past civilian regime in Enugu State held NLC at
the Jugular for up word of (7) seven years without Labour raising its hand against that
regime. Several workers were illegally disengaged while those left on the service did
Secondly, due to leadership crisis, Nigeria Labour Congress finds it difficult to present
a solidified fight against some State Chief Executives. In the course of the crisis, some
of them one bought over, thus rendering the purpose and ideology of the members and
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accountability and transparency of those at the top. This type of reality has made some
state councils to be pawns in the hands of some State Governors. The reality noted in
Enugu State earlier was replicated in Kogi State in 2010 where the State Governor, not
only ignored the striking teachers of primary and secondary schools for upward of six
months but refused to dialogue with them. The intervention of the National
On the National level and externally too, NLC is being impaired by federal
officers. For instance, the interference or intrusion was more noticeable during the
military regime of two decades. The event of 1993 presidential election in which the
military annulled it but labour stayed aloof is a pointer. In its editorial comment,
National Concord edition of June 24th 1994 titled, June 12, where does labour stand?
accused the leadership of NLC then led by Comrade Paschal Bafyau of having sold
and at the extreme clamps into detention some NLC’s officials for demanding for
improved working conditions or any other National issues. Daily Sun July 12,2005,
titled, “oshomiole detained”, recounted how the labour leader was detained State
Security Service Operatives after being ruffled by the same SSS operatives. The
unilaterally increase the price of fuel and other petroleum products.(Charles, 2015)
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Instructively, government both at the state and federal level sees organized labour as
the side – kick to it and only institution that can kick against the obnoxious polices
and programme that will impoverish the masses. It is this conviction that makes
government to take extra – measure to little down the activities of organized labour.
This form of government behaviour against Nigeria labour congress which remains
the greatest problem against the progress of the union.(Christopher and Moore 2014)
CONCLUSION
This study has indicated that in recent time, Industries are increasingly recognizing the
need for cordial relationship between management and trade union, which helps in
maintaining harmonious working environment and help to enhance the effective and
productivity through the effort of unions reducing turnover rate and workers
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address their problems and receive solutions and compensation, improved working
condition.
Management should ensure that when formulating and implementing policies that take
care of the interest of parties involved, having proper concern in the evaluation of
those policies so that they will not in turn bring about conflict situation between
management and trade union. The policies adopted should contain or cover areas as
industrial peace, job security, improved working environment and adequate facilities.
both management and labour in any conflictual situation for the avoidance of
RECOMMENDATIONS
made:
(1) Continuous and adequate awareness need to be created among the stakeholders in
(2) Trade Unions should develop appropriate strategies/measures that will help
organizational goals. Labour can only fulfil their individual and collective interests
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(3) To avoid high labour turnover, employees pay and welfare packages should be
improved. A motivated worker is a happy worker and a happy worker puts in his best
relationship between the union and the management, therefore it is essential that such
(5) Employers or management should try as much as possible to maintain a good and
cordial relationship with their employers/union members for the purpose of avoiding
clashes that may wrench the organisation thus affecting organizational productivity
(6) Union leaders should try as much as possible to utilize every peaceful avenue and
grievance procedures for negotiation and dialogue as well as for collective bargaining
(7) To boost the workers morale towards organisational productivity the management
must identify itself, with the employees‘ demands especially on improved conditions
the level of conflict between labour and management in the organization. (Bittel,
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References
Agba, S. Ikoh U. Ushie R. & Agba S. (2012). Personnel Management and Industrial
Relations. New Delhi: Prentice Hall.
Alalade, S. (2004). “Industrial Relations in the Civil Service” In Damachi, U.G &
Fashoyin, T(eds).Contemporary Problems in Nigerian Industrial Relations.
Lagos: Development Press.
Card, D., & Krueger, A. B. (2005). Myth and measurement: The new
economics of the minimum wage. Princeton. Princeton University Press,
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Donaldson, M. (2009). Negotiations for Dummies. New York, NY: Hungry Minds, Inc.
Douty, H.M. (2010). The Wage Bargain and the Labour Market. Baltimore:
John Hopkins Ltd.
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