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The ±¬ÁÏÍøAT considered an appeal by the staff member.

The ±¬ÁÏÍøAT found that the recommendation report did not provide any explanation to understand the rationale of the non-selection decision. The ±¬ÁÏÍøAT noted that no information had been given in the course of the judicial proceedings either as to why the external candidate was the most suitable candidate. The ±¬ÁÏÍøAT held that, for the sake of reasonableness, fairness and transparency, it was expected from the Administration to give relevant and true reasons supporting its ultimate choice. The ±¬ÁÏÍøAT found that the ±¬ÁÏÍøDT had made an error of fact...

The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT erred in holding that the Administration misinterpreted one of the requirements for the position advertised in JO 127555, namely ¡°experience in leading large teams¡±, as requiring experience of direct supervision of 10 people or more. The ±¬ÁÏÍøAT further found that the vacancy announcement allowed for a such contextual interpretation as the literal meaning of ¡°lead¡± is very general and does not, by itself, allow for an exact comprehension of the intended meaning. Therefore, the ±¬ÁÏÍøAT held that it was reasonable for the Administration to interpret the requirement of...

The undisputed facts are unambiguous and leave little room for different interpretations. An apology does not invalidate or undo the misconduct. The fact that the Applicant was not made aware of the negative impact of her practice has no relevance for the factual determination. As such, the Administration has established the facts underlying the disciplinary measure in question by preponderance of evidence.

The Applicant using expletives towards her subordinates and widely addressing her colleagues by nicknames in the workplace were compounded by her ignoring personal and professional...

While regrettably there is neither an eyewitness to the physical assault in question nor any security camera that could have captured the assault on video, the complainant provided, under oath, a detailed and coherent account of the physical assault in question, the circumstances leading to it and its aftermath. His account of the physical assault and subsequent events is corroborated by other witnesses¡¯ testimonies, the documentary evidence and/or the Applicant¡¯s contemporaneous behaviour, i.e., his attempt to bring some soft drinks to the complainant a few hours after the physical assault...

The Tribunal rejected the application finding that the Secretary-General made the final selection decision, lawfully taking into account the unchallenged considerations of geographical diversity and gender. In regard to the evaluation of the shortlisted candidates, the Applicant cannot allege to have been prejudiced by the choice of the other shortlisted or recommended candidates. The Applicant was among the recommended candidates. In any event, the Applicant does not demonstrate that the selected female candidate had less credentials than the other female candidates. The Applicant has not...

The ±¬ÁÏÍøDT was faced with two irreconcilable versions of the case, and thus it was necessary for the ±¬ÁÏÍøDT to satisfy itself on the credibility and reliability of the various factual witnesses and probabilities. This task was made especially difficult for the ±¬ÁÏÍøDT since the relevant witnesses did not present their evidence in person. In this case, the evidence presented by the Secretary-General was of an exceedingly limited nature and value. The Secretary-General relied exclusively on the contents of the written report of the OIOS investigation, which was entirely hearsay and, in some instances...

The Tribunal is seized of an application where the staff member contests the termination of her permanent appointment and separation from service due to unsatisfactory performance. The evidence shows that the Applicant¡¯s performance was rated as either ¡°partially meets performance expectations¡± or ¡°does not meet performance expectations¡± since 2015, except for one cycle in which she ¡°fully met¡± expectations. The Applicant only rebutted one of these performance evaluations, which, however, was upheld by the rebuttal panel. Accordingly, all of these performances evaluations are binding on the...

Whether the sanction imposed was consistent with past practice.

The Applicant failed to demonstrate that the sanction imposed was inconsistent with past practice for the following reasons:

First, it is within the Administration¡¯s discretion to identify comparable previous cases. Indeed, it is neither for the Tribunal nor for the Applicant to ¡°pick and choose¡± what precedents the Administration should take into consideration in determining the appropriate sanction. Second, after a careful analysis of the 2022 Sanction Letter, the Tribunal finds that the Administration has properly considered...

Whether the contested decision is lawful

Whether the Administration properly exercised its discretion in not granting the Applicant telecommuting arrangements

The Organization¡¯s duty of care towards staff during the COVID-19 pandemic

Since March 2020, when WHO declared COVID-19 as a global pandemic, the Organization has ensured that all necessary measures are in place to support the safety and health of all ±¬ÁÏÍø personnel when carrying out the functions and responsibilities entrusted to them.

The nature of the Applicant¡¯s functions may require her on-site presence, as evidenced by...

The Tribunal's findings were as follows:

The impugned decision related to the use of the performance appraisal to penalize the Applicant.

It had jurisdiction to review an impugned decision which meets the requirements under art. 2.1(a) of the ±¬ÁÏÍøDT Statute.

The performance appraisal was conducted and completed with a "successfully meets expectations" rating by the Applicant¡¯s FRO and endorsed by her SRO. This was a unilateral decision made in a precise individual case. This decision was final and binding in accordance with sections 15.1 and 15.7 of ST/AI/2010/5 which precluded the Applicant...