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

Nevertheless, the ±¬ÁÏÍøAT found that the former staff member¡¯s application before the ±¬ÁÏÍøDT was not receivable ratione temporis.The ±¬ÁÏÍøAT observed that the former staff member...

The ±¬ÁÏÍøAT 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 ±¬ÁÏÍøAT 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 ±¬ÁÏÍøAT found that the procedures applied to fill the Position sought by the staff member were consistent with the applicable rules. Although the OCHA advertised the Position without any pre-determined restriction to rostered candidates, and received some 151 applications, it ultimately decided to select a rostered candidate, thereby excluding the staff member and many others from consideration. The ±¬ÁÏÍøAT held that the Administration was well within its prerogative to do so, as the plain reading of Section 9.5 of Administrative Instruction ST/AI/2010/3/Rev.1 (Staff selection system) grants...

Le Tribunal a estim¨¦ que l¡¯ABCC avait mis un temps d¨¦mesur¨¦ (pr¨¨s de cinq ans) ¨¤ traiter la demande d¡¯indemnisation de la requ¨¦rante suite au d¨¦c¨¨s de son mari.

L¡¯objectif m¨ºme de l¡¯indemnisation d¡¯un fonctionnaire pour un pr¨¦judice subi (ou de l¡¯indemnisation d¡¯un b¨¦n¨¦ficiaire pour le d¨¦c¨¨s d¡¯un proche) est d¡¯att¨¦nuer ses souffrances et de le placer dans la situation o¨´ il se serait trouv¨¦ si le pr¨¦judice n¡¯avait pas eu lieu. ? cet ¨¦gard, la question pertinente n¡¯est pas de savoir si la demande d¡¯indemnisation est accept¨¦e ou rejet¨¦e, mais si une d¨¦cision sur la question est prise en temps...

The Applicant failed to establish through clear and convincing evidence that the selection process for the Post was tainted by any unlawful actions or that he suffered any harm as a result of the contested decision. Accordingly, his application was dismissed and his claim for compensation was rejected.

The assertion that the Applicant had a reasonable expectation that his candidacy would receive special consideration since he had performed the functions of the Post for five years was misplaced. He did not seriously dispute the fact that the creation of the Head of Office position was not a...

It was undisputed and established by clear and convincing evidence that the Applicant engaged in several instances of outside activities. It was further undisputed that the Applicant was advised to seek authorization for her online activities. The Applicant¡¯s challenge, therefore, is limited to the characterization of the established conduct as outside activities and, consequently, as misconduct.

Whether the facts on which the disciplinary measure was based have been established by clear and convincing evidence

Based on the evidence on record, the Tribunal found that the Applicant was aware that...

The Tribunal observed that the letter communicating the contested decision did not indicate whether the Advisory Body on Compensation Claims ("ABCC") considered the exceptional circumstances set out by the Applicant in her request to reopen her claim, which explained the reasons for her not meeting the submission deadline.

The Tribunal, thus, held that the Applicant had succeeded in establishing that the decision not to reopen her claim was irrational. The Tribunal deemed the contested decision as irrational because ABCC ignored factors relevant to whether despite not meeting the four-month...

The Tribunal noted that based on the evidence before it and not contested by the Applicant, the sanction letter was issued on 1 July 2022 and the Applicant received it on 5 July 2022. Pursuant to staff rule 11.2(b), disciplinary decisions are not subject to management evaluation. This meant that the Applicant ought to have filed his application no later than Tuesday, 4 October 2022 to comply with the 90-calendar day deadline. He filed his application on 31 January 2024, which was more than a year after the statutory deadline. Accordingly, the Tribunal found the application not receivable ratio...

The ±¬ÁÏÍøAT dismissed the appeal. The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT did not err in finding that Mr. Reiterer had committed the alleged misconduct. The ±¬ÁÏÍøAT agreed with the finding of the ±¬ÁÏÍøDT that the established facts amounted to misconduct on the part of Mr. Reiterer, namely that he violated ST/SGB/2008/5 concerning count one and ST/AI/2013/4 concerning count two. The ±¬ÁÏÍøAT further found that given the nature and the specific facts surrounding Mr. Reiterer¡¯s misconduct, the sanction of demotion by one grade with deferment, for one year, of eligibility for consideration for promotion, was not...

Whether the Applicant had a right of return A Human Resources Factsheet, issued for Umoja users, provides that at the end of a loan period, the staff member concerned is expected to return to the Secretariat unless he/she resigns his/her Secretariat position to transfer to the receiving organization. Such practice has been clearly confirmed by the Appeals Tribunal in Iskandar (see Iskandar 2012-±¬ÁÏÍøAT-248). Accordingly, while the Applicant¡¯s lien on his former post may have been surrendered in accordance with the Administration¡¯s decision of 9 September 2009, he retained a return right to OCHA...