Eighteen families of fallen police officers in Adamawa State have received lifelines totalling N14,911,511 from the Nigeria Police Force.

The Adamawa State Commissioner of Police, Dankombo Morris, presented cheques of varying sums to the next-of-kin of deceased officers under the Group Life Assurance and IGP Family Welfare Scheme.

During the presentation ceremony held at the State Police Command Headquarters in Yola on Monday, CP Morris, speaking on behalf of the Inspector-General of Police, IGP Kayode Egbetokun, conveyed the gratitude of the police leadership to the fallen officers.

“These men and women gave their lives in the line of duty. We may not bring them back, but we can bring some relief to the loved ones they left behind,” Morris said.

He noted that the total payout of nearly N15 million formed part of a broader commitment by the IGP to ensure the welfare of officers—serving, retired, or deceased—remains a top priority under his leadership.

Morris explained that the funds, drawn from both the Group Life Assurance and the Family Welfare Scheme, are intended to assist families in managing life after the loss of their breadwinners.

One of the benefitting widows, Mrs Christiana Garba, whose husband, Inspector Garba, died in a gunfight with kidnappers last year, said, “I thought the police had forgotten about us. But this cheque tells me they remember.”

Each beneficiary received varying amounts based on the rank of the deceased officer.

The Police Public Relations Officer for the Adamawa Command, SP Suleiman Nguroje, who provided further details on the event, described it as a reflection of the reform-minded leadership of the police.

“This is not a favour. It’s a right. And we’re happy that under IGP Egbetokun, the system is working,” Nguroje told journalists.

The Igbo Women Assembly, IWA, has claimed that the women riot  which took place at Aba and some  other parts  of Igbo land in  1929  and the role of the Igbos in the campaigns for Nigeria’s independence were some of the reasons the Igbo were hated by the British government.

This is as the group said  there would not have been any  outbreak of civil war in the country if the former Head of State, General Yakubu Gowon had continued with the reconciliation efforts of General Aguiyi Ironsi.

The President of Igbo Women Assembly, Nneka Chimezie who said this in a press statement she issued in Umuahia, said that the 1929 women riot which was staged against the harsh policies of  colonial authority, sparked the campaign for Nigeria’s independence from the British government.

According to her, the British government was not happy with the way Igbos led the women riot and played a prominent role in Nigeria’s independence, claiming that the 1966 Coup presented an opportunity for the British government to punish the Igbos.

“Remember that it was the Aba women riot that sparked the campaign for the British to leave Nigeria, and Britain was yet to forgive the Igbo for that.

“So, the coup presented them with an opportunity to punish the Igbo and cause disunity in Nigeria so that the 1960 political independence of the country would be a mess”, she said.

In a groundbreaking report released on June 13, Immigration, Refugees and Citizenship Canada (IRCC) exposed a series of alarming misconduct cases within its department.

From an employee soliciting bribes to approve study permits to others breaching privacy by accessing sensitive files, the report paints a troubling picture of ethical lapses within one of Canada’s most critical government departments.

This first-ever misconduct report, aimed at fostering transparency, has sparked widespread concern about the integrity of Canada’s immigration system.
With 62 founded cases of misconduct out of 76 investigations, including instances of harassment, discriminatory remarks, and violations of IRCC’s Code of Conduct, the report underscores the challenges faced by a department responsible for processing millions of immigration applications annually.

However, we believe this number could be even higher within an organization with over 11,000 employees.
As Canada continues to welcome newcomers, these revelations raise questions about accountability, oversight, and the measures in place to safeguard the system.

This article analyzes the details of the report, exploring the types of misconduct, their implications, and IRCC’s response, while offering insights into how such issues could affect public trust and Canada’s global reputation as a welcoming nation.
Table of Contents

The Scope of Misconduct at IRCC
1. Bribery Attempt: A Shocking Breach of Trust
2. Privacy Breaches: Employees Accessing Files Out of Curiosity
3. Harassment and Disrespectful Behavior: A Toxic Workplace Culture?
4. Administrative Misconduct: Time Theft and Insubordination
5. Breach of Code of Conduct: Ethical Lapses
IRCC’s Response: Transparency and Accountability
Broader Implications for Canada’s Immigration System
What’s Next for IRCC?
The Scope of Misconduct at IRCC

IRCC, with approximately 13,000 employees, including those stationed at embassies worldwide, plays a pivotal role in shaping Canada’s immigration landscape.
The department processes applications for study permits, work permits, permanent residency, and refugee claims, making its integrity paramount.
However, the 2023-2024 fiscal year revealed a range of misconduct cases that threaten to undermine public confidence.

The report categorizes misconduct into several key areas:

Harassment, Violence, and Disrespectful Behavior (9 cases)
Breach of Values and Ethics Code or IRCC’s Code of Conduct (3 cases)
Administrative Misconduct (37 cases)
Violations of IRCC’s Network Acceptable Use Policy (12 cases)
Misconduct Related to Security Clearance (1 case)
While no cases of fraud or financial misconduct were substantiated, the 62 founded cases highlight systemic issues that demand attention.

Below, we explore each category in detail, providing real-world examples and analyzing their broader implications.

1. Bribery Attempt: A Shocking Breach of Trust

Perhaps the most sensational revelation in the report is the case of an IRCC case processing agent who asked a colleague via an internal messaging app whether they would accept money to approve a study permit.
Study permits are critical for international students seeking to study in Canada, and any attempt to manipulate this process undermines the fairness of the system.

The employee who received the request promptly reported the violation, citing IRCC’s Code of Conduct.

The offending agent attempted to deflect blame with a fabricated story, claiming that an individual to whom they owed money had taken control of their laptop.
However, an investigation revealed the agent was under financial hardship, leading to the revocation of their reliability status—a critical security clearance required for their role.

Implications: This incident raises serious concerns about vulnerabilities in the immigration system.

International students contribute billions to Canada’s economy, and any hint of corruption in the study permit process could deter applicants and damage Canada’s reputation as a trusted destination for education.
The fact that the employee’s financial struggles may have driven the misconduct highlights the need for better support systems for staff under pressure.

2. Privacy Breaches: Employees Accessing Files Out of Curiosity

Twelve employees were found to have violated IRCC’s Network Acceptable Use Policy by accessing sensitive immigration files without authorization.
These breaches involved employees checking the status of files for themselves, family members, friends, or acquaintances, or simply out of curiosity.

In some cases, employees attempted to fast-track applications or requested colleagues to make corrections to files, further compromising the system’s integrity.

IRCC’s systems, such as the Global Case Management System and Integrated Retrieval Information System, contain highly sensitive personal information.

Unauthorized access not only violates privacy laws but also erodes trust in the department’s ability to safeguard data.

Managers are required to report such breaches to IRCC’s privacy division to contain the damage, and the report notes that disciplinary measures, including suspensions and written reprimands, were issued.

Case Example: One employee accessed a friend’s immigration file to check its status, while another attempted to expedite a family member’s application.
These actions, while seemingly minor, represent a significant breach of protocol and could have far-reaching consequences for the individuals whose files were accessed.

Implications: Privacy breaches in a department handling sensitive personal data are particularly alarming.

Applicants entrust IRCC with personal details, and any misuse of this information could lead to identity theft, fraud, or other harms.

The report’s transparency in addressing these breaches is commendable, but it also highlights the need for stronger cybersecurity measures and employee training.

3. Harassment and Disrespectful Behavior: A Toxic Workplace Culture?

Nine cases of harassment, violence, and disrespectful behavior were substantiated, ranging from racist comments to threatening conduct.
These incidents reveal a troubling undercurrent within IRCC’s workplace culture, which could impact employee morale and productivity.

Notable Cases:

An employee made racist remarks about a specific nationality, claiming they believed themselves “above the law.” The employee was suspended without pay.
Another employee sent disrespectful emails criticizing their manager’s competency and refused to attend meetings, resulting in a written reprimand.
In a particularly egregious case, an employee made a death threat to their supervisor and coerced them into adjusting a performance appraisal. The employee was subjected to multiple investigations, received two suspensions, and was ultimately terminated.
Implications: Workplace harassment and discrimination not only harm employees but also affect the quality of service provided to immigration applicants.

A toxic work environment can lead to high turnover, reduced efficiency, and errors in processing, all of which impact Canada’s immigration system.

The department’s commitment to training and awareness campaigns is a step in the right direction, but sustained efforts are needed to foster a respectful workplace.

4. Administrative Misconduct: Time Theft and Insubordination

The largest category of misconduct, with 37 founded cases, was administrative misconduct, including time theft, tardiness, absenteeism, unauthorized leave, insubordination, and misuse of government assets.

These cases reflect a lack of accountability among some employees, which can strain departmental resources and delay application processing.

Time Theft and Absenteeism: 27 cases involved employees not working scheduled hours, failing to report absences, or falsely claiming overtime. Some employees fell asleep during shifts or failed to provide medical notes for sick leave.
Insubordination: Nine cases involved employees ignoring management instructions, working from unauthorized locations, or committing privacy breaches by mishandling procedures.
Misuse of Government Assets: One employee used a departmental travel card for personal purchases totaling less than $1,000. The employee repaid the amount, but the incident underscores the need for stricter oversight.
Corrective Measures: Disciplinary actions ranged from written reprimands (12 cases) to suspensions without pay (22 cases) and terminations (2 cases).

One employee resigned before disciplinary measures could be applied.

Implications: Administrative misconduct, while less sensational than bribery or privacy breaches, can significantly impact IRCC’s efficiency.