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The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT did not err in concluding that it was established that the former staff member diverted funds contributed to the United Nations Staff Union to support ±¬ÁÏÍø Staff Day to the United Nations Athletic Club (±¬ÁÏÍøAC). The ±¬ÁÏÍøAT affirmed that even if the former staff member did not obtain personal gain, she misused her office for the private gain of a third party, the ±¬ÁÏÍøAC, which constituted misconduct.

The ±¬ÁÏÍøAT held that irrespective of what the former staff member¡¯s work environment was like, it cannot justify misconduct.

The ±¬ÁÏÍøAT further held that any form of dishonest...

The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT erred in suggesting that it was the former staff member¡¯s burden to provide evidence to support his assertion that his request for review had been pending before the Dispute Tribunal since July 2009 and to produce a record of his case having been transferred to it from the JDC in July 2009.

The ±¬ÁÏÍøAT further held that the Administration¡¯s response, that his claim was closed due to his failure to pursue it for over 12 years, was neither an administrative decision, nor was it the Administration¡¯s prerogative to make regarding the judicial proceeding. The Administration...

The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT had erred by failing to grant the remedy under Article 10(5)(a) of the ±¬ÁÏÍøDT Statute after it had found that the disciplinary decision was unlawful. The ±¬ÁÏÍøDT erred by refusing to rescind the contested decision on the grounds that the staff member had abused the judicial process. The ±¬ÁÏÍøAT remanded the case to the ±¬ÁÏÍøDT for determination of the appropriate remedy.

The ±¬ÁÏÍøAT agreed with the ±¬ÁÏÍøDT that the former staff member had manifestly abused the judicial process by filing forged documents before that Tribunal. However, the ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT had erred in the...

the Tribunal rules in favour of the Applicant, concluding that she acted in good faith in her efforts to secure her son¡¯s medical treatment and in the subsequent submission of medical invoices for reimbursement.

The Tribunal finds that the contested decision terminating the Applicant¡¯s employment, was, therefore, unlawful.

A witness investigator's act of following the testimony of a Respondent witness while she was testifying contravened the ethical and procedural standards expected of a witness by decision to disregard this fundamental procedural rule not only demonstrates a potential bias but...

In the case at hand there is clearly a lack of mens rea. The Respondent failed to provide any evidence to substantiate the contention that the Applicant unlawfully made any misrepresentation or had any intent to defraud or deceive when submitting her request. She did not knowingly misrepresent or submit falsified documents. She submitted a birth certificate containing the names and occupation of both parents. She did not lie while filling her Questionnaire on Dependency Status (Form P84) as she wrote that she was single, and logically and truthfully answered ¡°N/A¡± when asked after ¡°is your...

The Tribunal held that the facts upon which the disciplinary sanction was issued were proven by claer and convincing evidence and very serious. The Applicant admitted the facts upon which the discipline was imposted. The Tribunal rejected the Applicant's various arguments for which she failed to return monies erroneously deposited to her personal account by ±¬ÁÏÍøFCU, holding that there was no evidence that the Applicant was entitled to Appendix D or separation benefits, that the failure by ±¬ÁÏÍøFCU to provide specifics of who had made the erroneous transfer was irrelevant. The Tribunal further...

Each of the three allegations were serious on their own. The compound nature of the allegations left no possibility for any other punishment than separation. The Organization¡¯s zero-tolerance policy also entails severe punishments for those who engage in harassment (see, for instance, the Appeals Tribunal in Conteh 2021-±¬ÁÏÍøAT-1171, para. 41).

The record indicated that the decision-maker weighed all factors, both mitigating and aggravating, before arriving at the contested decision. Since there was sufficient evidence that all factors were given due consideration, but that the aggravating...

The Tribunal found that:

(a) The Applicant did not satisfy the criteria which would support his claim to whistleblower protection.

(b) The facts of the contested decision were properly establised. Since the Complainant had the relevant qualifications and experience, the Applicant¡¯s attacks on her were neither well founded, nor did they constitute a fair response or comment in the circumstances. The concerns were defamatory of her professionalism and integrity. Accordingly, the Applicant made disparaging remarks about the Complainant in front of other ±¬ÁÏÍøJSPF staff. In addition, the Applicant...

Considering the lack of any direct evidence before the Tribunal as the alleged victim declined to provide witness testimony, it found that the Respondent had not managed to prove with clear and convincing evidence, or even with the preponderance of evidence, the factual allegations leading to the USG/DMSPC¡¯s conclusion that the Applicant had sexually harassed her. In the same vein, the Respondent also failed to demonstrate that the Applicant created a hostile work environment for her.

Whereas the Applicant¡¯s actions and behavior were not up to the standard to be expected of a supervisor...

The Appeals Tribunal found that the Administration¡¯s decision not to investigate further Mr. Lutfiev¡¯s allegations against his former Chief of Staff was one which it was entitled to make given that the former Chief of Staff was no longer an ±¬ÁÏÍøRWA staff member.

Furthermore, the Appeals Tribunal was satisfied that the ±¬ÁÏÍøRWA DT¡¯s decision rescinding Mr. Lutfiev¡¯s separation from service was decided erroneously. The Dispute Tribunal applied the wrong methodology to its consideration of the grounds for Mr. Lutfiev¡¯s separation from service and failed to undertake what is known as the four...