Recherce

The UNAT held that the UNDT correctly found that the contested decision was lawful. It concluded that the preliminary assessment of the former staff member’s complaint revealed no sufficient grounds to indicate that his FRO’s alleged unsatisfactory conduct could amount to misconduct, and, as a result, there was no likelihood that an investigation would reveal sufficient evidence to further pursue the matter as a disciplinary case.

The UNAT also found that the UNDT correctly identified the decision subject to judicial review and properly considered and rejected, as a preliminary matter, Mr...

The UNAT held that the UNDT erred in concluding that the staff member’s actions did not constitute misconduct. The UNAT found that it had been established, by a preponderance of the evidence, that the staff member had failed to cooperate with an investigation conducted by the Office of Internal Oversight Services (OIOS), which concerned another staff member under investigation for misrepresenting his place of accommodation.

It found that the staff member had deliberately withheld information and provided generic, vague, and misleading responses during his initial OIOS interview regarding the...

The UNAT held that the former staff member filed his appeal within the statutory deadline. It noted that since he filed his application before the UNDT in French, the 60-day time limit for filing his appeal ran from the date of receipt of the UNDT Judgment in that same language. As he received the UNDT Judgment in French on 15 January 2025 and filed his appeal on 20 February 2025, the UNAT held that it was filed timely.

Nevertheless, the UNAT found that the former staff member’s application before the UNDT was not receivable ratione temporis. The UNAT observed that the former staff member...

The UNAT held that the staff member’s application was not receivable, as his placement on the overtime Priority Two List, rather than the Priority One List, and the consequent non-assignment of overtime to him on 10 April 2023, did not violate any regulations, rules or administrative issuances. The UNAT found that the staff member had no contractual right, nor “de facto entitlement” to perform overtime work or to select his own overtime schedule. On the contrary, it recalled that the allocation of overtime is discretionary with management. Furthermore, the UNAT observed that the...

The UNAT held that the UNDT did not err in finding that ATR’s claim for compensation as a victim of sexual harassment was not receivable because the contested administrative decision did not concern compensation and the applicable legal framework does not provide for such entitlement. The UNAT noted that while Article 10(5)(b) of the UNDT Statute allows for compensation for harm, this remedy must relate to the administrative decision under review, which in this case concerned disclosure of disciplinary measures, not compensation.

The UNAT further held that the UNDT exceeded its jurisdiction in...

The UNAT held that the UNDT properly exercised its discretion in excluding the former staff member’s allegations of racism within the CAF and his claim that his counsel was treated unfairly during the UNDT hearing, as well as in denying his request to call the investigator to testify. Nevertheless, the UNAT concluded that the UNDT erred in finding that the facts underlying the alleged misconduct had been proven by clear and convincing evidence, particularly in its assessment of the credibility of the witnesses.

Regarding V01’s allegations, the UNAT found that the UNDT improperly explained away...

The UNAT held that the UNDT did not err in concluding that the Administration lawfully imposed the disciplinary measure of demotion by one grade with deferment for three years of promotion eligibility and gender‑sensitivity training. The UNAT found that the UNDT correctly applied the governing legal framework, including Staff Rule 1.2(f) and ST/SGB/2008/5, in determining that the staff member’s conduct, an inappropriate remark referencing nudity and a stroking gesture, physical intimidation of a colleague, and leering at female staff, constituted sexual harassment and workplace harassment.

The...

The UNAT held that the UNRWA Dispute Tribunal did not err in concluding that the former staff member’s misconduct was established and that the disciplinary measure of separation from service, with compensation in lieu of notice and without termination indemnity, was proportionate under the Agency’s regulatory framework. The UNAT emphasized that fraud and collusive practices are considered areas of high concern and that misconduct committed by a person in a position of trust, such as a member of the Provident Fund Loans Committee, warrants a severe sanction.

The UNAT further held that the UNRWA...

The UNAT determined that the decision to maintain the staff member’s performance rating “C – Partially meets expectations” constituted a reviewable administrative decision that had direct legal effect on his employment. It observed that under the applicable legal framework, a rating of “Partially meets expectations” justifies a determination that a salary increment is not warranted, and that the increment shall be withheld pending the outcome of a PIP. The UNAT considered these consequences to be disadvantageous effects resulting directly from the rating.

The UNAT also concluded that the...

The UNAT held that the UNDT correctly applied the judicial review tests under Article 2(1)(b) of its Statute. It found that the facts of misconduct were established by clear and convincing evidence, including direct testimony from refugees, corroborating documentary evidence, and hearsay, and that the former staff member had solicited bribes from refugees on multiple occasions between 2010 and 2019 in exchange for assistance with resettlement and other UNHCR services. It held that the established facts legally amounted to serious misconduct and that the sanction of dismissal was proportionate...

The UNAT held that the former staff member’s challenge to the ALWP decision and the New York position decision was not receivable, as she had not sought management evaluation of those decisions.

Regarding the disciplinary measure, the UNAT determined that her statements and social media posts constituted unauthorized outside activities amounting to misconduct. It noted that she issued statements, posted articles, and gave interviews without prior authorization, despite repeated warnings. It held that her social media engagements referenced international humanitarian assistance, humanitarian...

The UNAT determined that it had been demonstrated by clear and convincing evidence that the former staff member committed serious misconduct by: i) failing to return to the United Nations Federal Credit Union (UNFCU) funds of USD 587,428.65 that were erroneously credited to her account and to which she was not entitled; ii) failing to comply with a judgment issued by the High Court of Zambia (High Court Judgment), which ordered her to return the aforementioned funds to UNFCU; and iii) submitting false documentation and/or misrepresenting facts during the investigation conducted by the Office...

The UNAT held that the UNDT erred in finding that the former staff member’s performance had not been fairly and objectively evaluated. It found that she knew that her telecommuting arrangement was temporary and nevertheless reported to her duty station in Fiji only months later. It emphasized that her delay in requesting the payment of a travel lump sum and in applying for a visa for her mother did not excuse her failure to report timeously. The UNAT confirmed that, in assessing her performance, the Administration was entitled to consider the extent of, reasons, and consequences of her...

The UNAT held that the UNDT did not err in concluding that the former staff member’s application was not receivable ratione materiae because he did not attempt to resolve the dispute through the office of the United Nations Funds and Programmes Ombudsman, as explicitly required by the Settlement Agreement to which he had expressly agreed. The UNAT found that the terms of the Settlement Agreement remained binding and enforceable on the parties, and that the UNDT committed no error in holding the parties to its terms.

The UNAT further found that the UNDT did not err in determining that the...

L'UNAT a estimé que l'UNDT avait commis une erreur en concluant que l'administration n'avait pas prouvé de manière claire et convaincante que M. Ammar avait publié le message sur Facebook, car le bureau de l'inspecteur général (IGO) avait écarté de manière inappropriée la possibilité que le compte Facebook de M. Ammar ait été piraté. L'UNAT a estimé que l'administration s'était acquittée de son obligation de prouver qu'il était hautement probable que M. Ammar ait publié le commentaire et ait ainsi exprimé publiquement son soutien à un crime d'honneur. L'administration a produit des preuves non...

L'UNAT a noté que la fonctionnaire avait postulé à différents postes vacants, à différents moments, dans le cadre de différents processus de sélection, et qu'elle n'avait pas été retenue pour différentes raisons. L'UNAT a estimé que l'UNDT avait correctement décidé que chacune de ces décisions était distincte et qu'il n'y avait aucune preuve qu'elles étaient liées. L'UNAT a estimé qu'elle ne s'était pas acquittée de la charge qui lui incombait de démontrer que le jugement contesté était erroné.

Le TUNAT a estimé que la candidature au poste à Pretoria était manifestement hors délai et que celle...

L'UNAT a noté que, conformément au règlement du personnel de l'ISA, l'UNAT a la compétence d'« ordonner une mesure provisoire afin d'apporter une aide temporaire à l'une ou l'autre des parties afin d'éviter un préjudice irréparable et de maintenir la cohérence avec la décision prise en première instance ». L'UNAT a également compétence pour ordonner des mesures provisoires dans les cas appropriés découlant d'un litige relevant de l'ISA, comme c'est le cas dans la requête de M. Hall.

Toutefois, l'UNAT a estimé que M. Hall n'avait pas démontré que des mesures provisoires étaient nécessaires pour...

L'UNAT a estimé que le TFP avait correctement déterminé que la décision de non-sélection avait été remplacée et rendue sans objet par l'annulation ultérieure de cette décision par l'Administration, qui avait mis fin au processus de sélection sans que personne ne soit sélectionné pour le poste. Il a conclu qu'à partir de ce moment, la décision de non-sélection avait cessé d'avoir tout effet juridique et ne constituait plus une question en suspens sur laquelle le TFP était compétent pour statuer.

Le TUNAS a en outre affirmé qu'il relevait entièrement de la compétence de l'Administration d'annuler...

L'UNAT a estimé que le DT de l'UNRWA avait commis une erreur en jugeant recevable la demande de Mme Fakhouri.

L'UNAT a estimé que, bien qu'elle fût membre du personnel, la décision contestée par Mme Fakhouri concernait les conditions d'un contrat potentiel non pas en tant que membre du personnel, mais en tant que contractante indépendante, et que, par conséquent, la décision contestée n'était pas susceptible de recours. Le TUNU a souligné que l'article 2(1)(a) du Statut du DT de l'UNRWA stipule clairement que les recours peuvent être formés contre les décisions administratives lorsque ces...

Le TUNAT a noté que la fonctionnaire avait déposé de nombreuses plaintes et demandes confuses qui avaient fait l'objet de divers examens par l'Unité d'évaluation de la gestion, le TFP et le TUNAT, qui visaient tous essentiellement à garantir que l'Administration continue de lui verser des prestations pour raisons médicales après l'expiration de son engagement à durée déterminée.

Le TUNAT a estimé que ses observations ne permettaient pas d'identifier avec précision une décision administrative spécifique susceptible d'être réexaminée. Le TUNI a estimé que les prétendues non-décisions ou décisions...