ACETNEWS
Abuja Continental Hotel has ruled out any labour meeting outside the framework of the National Industrial Court of Nigeria’s Alternative Dispute Resolution (ADR) process, citing a subsisting interim injunction restraining parties from taking steps that could jeopardise the pending suit amid its dispute with the Trade Union Congress (TUC).
In a statement issued at the weekend, the hotel said it remained committed to resolving the dispute through lawful channels, insisting that it had not abandoned dialogue with the union.
The statement, signed by the Cluster Director of Human Resources, Continental Hotels, Nigeria, ‘Niyi Agoro, followed media reports and claims attributed to the TUC concerning a meeting scheduled for October 12.
The management said the matter had become sub judice following its referral to the National Industrial Court, adding that Paragraph Three of the court’s enrolled order expressly directed all parties to maintain peace and refrain from actions that could jeopardise the suit.
It said the order had been served on the relevant parties and that the hotel, as a law-abiding organisation, would not take any action that could prejudice the administration of justice or amount to contempt of court.
According to the statement, the hotel had earlier agreed to an engagement date following the disruption of its business activities on August 24 and interventions by the Nigeria Police Force, the Department of State Services and the Minister of Labour and Employment, who advised dialogue.
However, the management said subsequent developments, particularly the pending court proceedings, had necessitated a cautious approach to further engagement.
It expressed the view that meetings convened outside the court’s ADR framework while the case remained pending could prejudice the administration of justice and run contrary to the spirit of the subsisting order.
The hotel said it had formally communicated its legal position, alongside copies of the enrolled court order, to the Minister of Labour and Employment, relevant security agencies and the TUC leadership.
Dismissing suggestions that it was opposed to organised labour, the management maintained that it had no policy, written or unwritten, prohibiting workers from exercising their constitutional right to freedom of association.
It also denied victimising employees on account of union affiliation, describing the allegation that it was anti-labour as inaccurate and inconsistent with its record of employer-employee relations and investment in staff welfare, training and professional development.
The management reaffirmed its readiness to participate fully in any process directed by the National Industrial Court, stressing that its position should not be interpreted as a refusal to negotiate.
Meanwhile, the hotel assured guests, corporate partners and the general public that its facility remained safe and fully operational, with normal business activities continuing without hindrance.
It added that it was working with relevant security agencies to ensure the safety of employees and guests and the uninterrupted delivery of hospitality services.
The management concluded by reiterating its commitment to industrial peace, respect for the rule of law and constructive engagement with its workforce.
