‘Despite receiving ample notice, Ukoh failed to appear before the panel. No valid explanation or prior notice of absence was provided’
I have read the article published regarding the alleged wrongful dismissal of Norah Edet Ukoh from the services of Ibom Hotel and Golf Resort. However, it is imperative to provide the accurate context and clarify the circumstances that led to the disciplinary action taken by the management.
On Wednesday, June 11, 2025, Norah Edet Ukoh was formally served a letter inviting her to appear before a duly constituted disciplinary panel. The panel had been tasked with investigating serious allegations of financial irregularities involving her. The hearing was scheduled for Friday, June 13, 2025, at 10:00 a.m.
Despite receiving ample notice, Ukoh failed to appear before the panel. No valid explanation or prior notice of absence was provided. On the morning of the hearing, as the panel—comprising senior management and relevant stakeholders—convened ahead of time, a call was received from her stating that she was out of town. Given the gravity of the allegations and the seriousness with which the case was being handled, such a last-minute excuse was unacceptable and constituted a violation of the organization’s internal procedures.
It must be emphasized that Ukoh was given a fair opportunity to present her defense. Her noncompliance with internal processes strongly indicates an unwillingness to clear her name and casts doubt on her claim of innocence. The management’s decision was not made arbitrarily but was based on her documented conduct and the overwhelming need to uphold organizational integrity.
Furthermore, credible reports suggest that Ukoh has begun issuing threats to members of the management team through intermediaries, including high ranking elected officials, local government officials and even thugs. This form of intimidation is not only unprofessional but deeply troubling. It is worth noting that Ibom Hotel and Golf Resort operates a recognized staff union which represents employee interests. In this case, the union has remained silent, which further suggests there is little support for her claims, likely due to the nature and weight of the misconduct.
In conclusion, the narrative of wrongful dismissal being circulated by Ms. Norah Edet Ukoh is both misleading and inconsistent with the facts. Her dismissal was the result of due process, which she repeatedly ignored. No organization can function effectively if such serious breaches of conduct are left unaddressed.
By Archibong Udo, writing from Uruan
