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The ±¬ÁÏÍøAT held that, since Mr. Nigam based his interlocutory appeal on alleged errors of fact and law by the ±¬ÁÏÍøDT Judge President, with no allegation of the ±¬ÁÏÍøDT acting extra-jurisdictionally or similarly in excess of its jurisdiction, he must wait to exercise his right of appeal until a final decision has been made.

The ±¬ÁÏÍøAT concluded that an earlier ±¬ÁÏÍøDT Judgment contained neither any indication of bias by Judge Belle against Mr. Nigam, nor any criticism beyond what a reasonably informed observer might expect from a partly erroneous judgment and its subsequent appellate review.

The ±¬ÁÏÍøAT...

The ±¬ÁÏÍøAT noted that the ±¬ÁÏÍøRWA DT had ordered each party to nominate a psychiatrist, who in turn were to designate a third psychiatrist to review whether the staff member¡¯s mental condition at the time he committed the burglary, sentencing for which had been the grounds for his separation in the interest of the Agency.The Commissioner-General failed to comply with this instruction, without explanation, thereby leaving the ±¬ÁÏÍøRWA DT with no medical information about AAW's condition at the time of the burglary.

The ±¬ÁÏÍøAT found that the Commissioner-General had clearly and manifestly abused the...

The ±¬ÁÏÍøAT noted that the staff member allowed an unauthorized female individual to board a United Nations vehicle assigned to him and to publicly commit acts of a sexual nature in the rear seat, bringing disrepute to the Organization and difficulties with the host country.

The ±¬ÁÏÍøAT found that the case was not one where the issues required the ±¬ÁÏÍøDT¡¯s determination of the credibility of contradicting testimonies of parties or witnesses and the lack of a ±¬ÁÏÍøDT hearing had not affected its decision. The ±¬ÁÏÍøDT appropriately considered the former staff member's admissions, as well as the video clip...

The written reprimand

Factual basis for the imposition of the measure

±¬ÁÏÍøPAD, as an ad hoc special interest group, advocates for issues relating to conditions of work pertaining to staff members of African descent in the United Nations.

±¬ÁÏÍøOMS is established ¡°to make available confidential services of impartial and independent persons to address work-related issues of staff members¡± (see ST/SGB/2016/7 para 1.1). ±¬ÁÏÍøOMS is guided in its work by four core principles, namely independence, confidentiality, neutrality, and informality.

It appeared from the information on record that the Applicant...

As a preliminary matter, the ±¬ÁÏÍøAT held that the fact that the ±¬ÁÏÍøDT might have repeated some or most of the Respondent¡¯s arguments and language in its judgment would not be sufficient to undermine the ±¬ÁÏÍøDT¡¯s considerations or determinations.

Regarding the scope of the appeal, the ±¬ÁÏÍøAT held that since the remedy claimed in the appeal does not aim for the rescission of the reassignment, but the placement into a P-5 or D-1 post commensurate with the Appellant¡¯s skills, training, qualifications, and experience for which she has applied and which was not the subject of her initial application, the...

Having reviewed all the factors used in determining the appropriate sanction for the Applicant¡¯s misconduct, the Tribunal finds that the USG/DMSPC has provided sufficient reasoning in the contested decision and has established a rational connection or relationship between the evidence and the objective of the disciplinary action.

The record demonstrated that the Applicant refused to complete her supervisees¡¯ performance evaluation and delayed the contract extension process. The Applicant refused to perform key managerial functions.

While it may be true that she was not given an opportunity to explain her actions, the remedies under section 10.1 ST/AI/2010/5 are only aimed at rectifying performance short comings and are not punitive. It was therefore not necessary to conduct some form of investigation in which a staff member would be required to explain her actions.

While the Applicant had a duty and a right to...

The Tribunal found that there were severe failures in affording the Applicant due process during the investigation. After first interviewing her as a non-subject, SIU later decided that she would be a subject of the investigation but did not then afford her the due process entitlements under section 10 of ST/AI/2017/1. While there was procedural unfairness to the Applicant, inefficiency and a lack of reporting transparency; there was no due process failing on the part of the decision-maker since her decision expressly considered not only the SIU investigation report but also the Applicant¡¯s...

The burden of proving the provenance and authenticity of the footage is on the Respondent. The Tribunal found that the challenge as to the evidentiary value of the video can properly be dismissed, given the type of document (a video file), its content (a continuous show of people interacting with no discrepancies) and the comments on it by the Applicant (as mentioned). The Tribunal found that a forensic examination of the files was not necessary and that the anonymity of the sources did not undermine its clear and objective content. In this case, the Applicant was not simply careless to have...

±¬ÁÏÍøAT considered the motion for execution of judgment No. 2013-±¬ÁÏÍøAT-359. ±¬ÁÏÍøAT noted that it had been provided with information from the Secretary-General that all six members of Dalgaard et al. had either resigned, retired or transferred from ICTY prior to the issuance of the impugned decision. In light of this information, ±¬ÁÏÍøAT held that none of them could rightfully claim that they were entitled to moral damages as a result of their rights being violated by the impugned decision. ±¬ÁÏÍøAT opined that the course of action taken by the Secretary-General, in deciding that Dalgaard et al. were...