FAAN Unwavering To Deliver Pleasant Airport Experience, Beggarly Immigration Officer Under Trial
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Despite the flagrant disdain an immigration officer exhibited by soliciting money from passengers in the airport in direct conflict to the accelerated advocacy against the new culture being promoted, any such act or similar ones, the airport manager assured that as many of such bad eggs that rear their ugly heads would be promptly dealt with.
A statement by the Chief Executive of the airport management company, the Federal Airports Authority of Nigeria, FAAN, Mrs Olubunmi Kuku, said that such a despicable act was directly opposite to the pleasant experience the airport management had since been consistent in pushing through the media to the public space.
Mrs Kuku identified the seemingly incorrigible culprit as an officer of the Nigeria Immigration Service, NIS. She added that disciplinary action had commenced on the officer.
Kuku appealed to the travelling public that such aberration as exhibited by the arrested arrant officer was light years away from the pleasant airport experience promised the passengers, meters and greeters and other lawful users of the airports.
Kuku thus reiterated, “I want to ensure you know that this behaviour is completely unacceptable and does not reflect the passenger experience we hope to provide at our terminals”.
She also entreated all air travellers thus, “I would like to ask all passengers to report any similar incidents or seek immediate support through the phone numbers and QR codes …..
The FAAN helmswoman emphasized the airports’ workforce commitment in the new dispensation thus, “Your safety and comfort are our top priorities, and we will take every necessary step to ensure a pleasant travel experience for everyone”.
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Suspended civil servants get away with the offence committed because the Human Resources or Personnel Department circumvented the mandate of their ministry to investigate and punish the perpetrators of offences. The Human Resources would take up the matter issuing queries set up committee to tries the officer. If the officer was found guilty of the offence. Most of the time the Human Resources Department would use the discipline policy file instead of using the offender’s personal file to carry out the disciplinary process thereby making the offender’s personal file clean and in some instances the appropriate actions are taken but the correspondence will not be distributed to the appropriate parties to appropriate disciplinary action to prevent reoccurrence of the offence. Disciplinary action may not be served on offenders and if the offences are deemed serious.Human Resources could transfer the offender to a neutral beat/station at a price. Orientation of the officers at the point of enlistment through training may help to minimise indiscipline among officers scheduled for deployment to the nation’s airports to curb their execess.