Regarding claim 1, the Tribunal held that based on the evidence on record, the Applicant did not provide any evidence that could prove any form of misconduct against the OIOS or UNIFIL officials who handled his complaint. Accordingly, claim 1 was rejected.
For claim 2, the Tribunal noted that, upon his request, via emails dated 22 August 2024 and 31 October 2024, the OIOS provided the Applicant with an explanation for the closure of his Complaint without investigation. Therefore, claim 2 was found to be moot.
Claim 3 was found not receivable. The Tribunal held that the outcome of a management...
a. Regarding the first contested decision, the Tribunal established that based on the evidence on record, the Organization terminated the Applicant’s appointment under staff rule 9.6(c) due to the abolishment of the post that he encumbered. Accordingly, the Tribunal concluded that the termination of the Applicant’s permanent appointment on the basis of abolishment of his post was procedurally proper and lawful.
b. On the second issue, the Tribunal established that based on the evidence before it, the Organization had fulfilled its obligation under staff rule 9.6(c) to make reasonable and good...
The Tribunal found that the 29 February 2024 decision constituted a fresh administrative decision and not a mere reiteration of the 9 August 2023 decision as argued by the Respondent.
Just as a staff member may not reset the clock by repeatedly questioning the original decision, the Organization may not freeze the clock and deprive a staff member of their right to a new decision based on new circumstances.
The substantive issue in this case was whether the Administration properly exercised its discretion in not granting the Applicant telecommuting arrangements. The Tribunal found that the...
The Tribunal noted that the evidence before it, supplied by the Applicant himself, showed that the contested decision was taken on 17 April 2011 and the Application was filed in 2025.
Based on art. 8.1(d)(ii) of its Statute, the Tribunal found that the application was manifestly time-barred. Accordingly, the Tribunal held that the application was not receivable ratione temporis and the application was rejected.
Having reviewed the parties’ submissions and the evidence on record, the Tribunal defined the issues for determination as follows:
a. Whether the Applicant had a realistic chance of being selected; and
b. Whether the Applicant suffered any financial loss due to the contested decision.
Regarding the first issue, the Tribunal noted that the Management Evaluation Unit had already determined that there were irregularities in the selection process and recommended that the selection exercise be redone. The Under Secretary-General for Management Strategy, Policy and Compliance (USG/DMSPC) had also...
Having reviewed the parties’ submissions and the evidence on record, the Tribunal defined the issues for determination as follows:
a. Whether the Applicant had a realistic chance of being selected; and
b. Whether the Applicant suffered any financial loss due to the contested decision.
Regarding the first issue, the Tribunal noted that the Management Evaluation Unit had already determined that there were irregularities in the selection process and recommended that the selection exercise be redone. The Under Secretary-General for Management Strategy, Policy and Compliance (USG/DMSPC) had also...
The Tribunal took note of the Applicant’s preference to have this case adjudicated in New York since he was “partially resident” in the United States with his family. However, having reviewed all of the arguments advanced by the parties since the filing of the case with the New York Registry, particularly the official documents provided by Counsel for the Respondent, the Tribunal considered that it was appropriate and in the interest of justice to transfer the case to the Geneva Registry. The Tribunal was also satisfied that the Applicant would not be prejudiced by the transfer of the case to...
Having established that the Applicant was duly notified of the contested decision on 22 May 2023, the Tribunal found that the request for management evaluation should have been filed by 22 July 2023, at the latest. Since the Applicant only filed the request for management evaluation on 23 November 2023, the Tribunal further found that the application was not receivable.
As Counsel for the Applicant admitted that the Administration had already substantially settled the Applicant’s tax liability claims for 2022 and 2023, the Tribunal also considered those aspects of the application as moot.
The...
The Tribunal found that the application was premature, as it concerned a recruitment process that was still ongoing and for which there had been no selection decision. The decision not to invite the Applicant for an interview was an intermediate step that was not a final reviewable administrative decision. Consequently, the application was not receivable ratione materiae.
The Tribunal was mindful of the Organization’s “zero-tolerance” policy against sexual harassment and abuse as well as of the need for the Organization to protect its reputation and the integrity of the workplace.
The Tribunal noted that the standard required at the stage of imposing the administrative leave without pay ("ALWOP") is not “clear and convincing evidence” but “reasonable grounds to believe”, which is a lower standard. On balance, the Tribunal was satisfied that the initial phases of the investigation uncovered sufficient evidence to support a reasonable suspicion that the Applicant...