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Pursuant to articles 2.1 and 3.1 of the Statute of the ±¬ÁÏÍøDT, the status of staff member is a necessary condition for access to the Tribunal. This is in line with General Assembly resolution 63/253 which intentionally limited the Tribunal¡¯s jurisdiction. In this case, the application is not receivable ratione personae since the applicant never became a staff member. The applicant¡¯s references to provisions of the Charter of the United Nations are without merit in this respect.

The Head of Office acted within his authority in effectively overriding the recommendation of the APC, as provided for by Annex 4G, para. 28(a)(iii). The relationship between the SAP and the APC is sequential, not hierarchical; the judgment of one is not superior to the judgment of the other. The Head of Office is not bound to accept the recommendation of one over the other. The Head of Office is bound to exercise his independent judgment after giving careful consideration to the recommendations made to him and explaining why he preferred one candidate to another. The Head of Office did not...

In its findings, the Tribunal found that the evidence in support of the charges was credible and that the Applicant failed to prove that the decision to summarily dismiss him was arbitrary or motivated by prejudice or other extraneous factors, or was flawed by procedural irregularities or error of law. With regards to the Applicant¡¯s allegations of breach of due process, the Tribunal could not find any evidence that the rights of the Applicant had been violated. The Tribunal was also satisfied that the Respondent discharged his burden of proof and that he made proper use of his discretion.

The apportionment of points was not done fairly or objectively in two respects:- Experience: logically, either both the Applicant and the selected candidate should have received the maximum 50 points or the Applicant should have been given more than the selected candidate.- Languages: the Applicant¡¯s had five less points than the selected candidate. An objective evaluation would have given her more. Outcome: The Tribunal found that evaluation of the Applicant¡¯s candidacy for the concerned position was not carried out in a full and fair manner and awarded her compensation in the amount of 4...

±¬ÁÏÍøDT held that the decision not to select the Applicant was appropriately reviewed by the JAB panel and therefore proper. ±¬ÁÏÍøDT held that the requirement of relevant experience was appropriate and necessary for this particular vacancy and that the selection process was conducted in a proper manner. ±¬ÁÏÍøDT held that the JAB panel addressed the appropriate legal principles and that, in applying those princples to the facts of the case, it asked the correct questions and considered the appropriate authorities. ±¬ÁÏÍøDT held that the Applicant failed to satisfy it that there was any material irregularity...

The filling of the Post with the ultimately-successful candidate cannot be characterized as a ¡°transfer¡±, be it lateral or not. The ultimately-successful candidate was therefore rather selected for the Post. Simply stated, the Post did not qualify as a lateral transfer. The Respndent employed the wrong procedure. The Applicants, although ranked behind the initially-successful candidate, were also ¡°suitable¡± candidates for the Post. The Tribunal finds that the selection exercise for the initially-selected candidate was improper. The Applicants having been deemed by the Tribunal as suitable...

Having examined the documents and having heard the evidence from the PCO of the selection panel, the Tribunal is satisfied that there was no material irregularity in that all relevant procedures and guidelines were followed. The JAB panel¡¯s examination of the facts is not tainted by procedural error or bias. The application before this Tribunal fails and is dismissed.

The ±¬ÁÏÍøDT drew an adverse inference from the Respondent¡¯s failure to disclose the reasons to the ±¬ÁÏÍøDT and declared that the contested decision was arbitrary, capricious, and therefore unlawful. The ±¬ÁÏÍøDT further found that the Administration breached its obligation to disclose the reasons for the contested decision to the Applicant. The ±¬ÁÏÍøDT ordered (i) compensation in the amount equivalent to six months¡¯ net base salary and entitlements at the P-5 grade, VI step, with retroactive interest, for actual economic loss suffered, and (ii) USD8,000 as compensation for emotional distress. Applicable...

The ±¬ÁÏÍøDT found that the policy or practice had no legal basis in any of the norms of the Organization and was thus unlawful. The Tribunal ordered the rescission of the policy in relation to the Applicant and moral damages of three months¡¯ net base salary. Enforcement of an unlawful policy or practice: Reports of the Fifth Committee do not carry the same legal force as General Assembly Resolutions. The Secretary-General is also not mandated, in the absence of an express statutory provision, to incorporate into a staff member¡¯s terms of employment any policy or recommendation from a Committee...

Decision affecting the applicant¡¯s rights: Since staff members have the right to apply to other positions under the Staff Regulations and Rules, they are entitled to contest a non-selection decision and a fortiori a decision imposing an additional condition for appointment after having been selected. Such a decision does affect the staff member¡¯s rights and is thus open to appeal.Lack of legal basis for the condition to renounce to permanent resident status: The General Assembly never endorsed the recommendations to approve the establishment of the condition that staff members must relinquish...