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The main issue presented in this appeal was whether the ±¬ÁÏÍøDT was correct to dismiss Mr. Shah¡¯s application as not receivable ratione materiae because he was not challenging a final administrative decision. The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT correctly found that an interoffice memorandum that changed the reporting lines for all of the staff who worked on the India side of the United Nations Mission Military Observer Group in India and Pakistan (±¬ÁÏÍøMOGIP) was not an appealable administrative decision because it did not deprive Mr. Shah of his work or affect his functions.

The ±¬ÁÏÍøAT also rejected Mr...

The contested decision identified by the Applicant is not a final administrative decision that is related to the Applicant¡¯s terms of appointment or contract of employment. It is an operational decision of general application that promoted a change in the reporting lines of all staff members serving in that organization. Such a decision is within the scope of the managerial discretion of the organization in question. Accordingly, the application is not receivable ratione materiae.

The decision to deny the Applicant¡¯s claim for compensation can no longer be subject of a challenge before this Tribunal, because it ceased to have legal effect the moment it was rescinded by the decision-maker. Since the contested decision is no longer existing, the Tribunal cannot rule on the Applicant¡¯s case. The outcome of MEU is not of itself an administrative decision. Consequently, this Tribunal cannot pass judgment on it. Therefore, the Applicant¡¯s challenge against the outcome of the MEU review is not receivable. The lack of existence of a substantive matter makes any motion for...

Regarding the removal of the hiring manager from the interview panel, despite an alleged procedural irregularity, the Applicant successfully passed a competency-based interview and was recommended for the Post. Therefore, the Tribunal finds that the Applicant failed to show that the removal of the hiring manager from the interview panel affected her right to full and fair consideration. Regarding the failure to consult with the hiring manager in making the selection decision, the Applicant fails to explain how the failure to consult with the hiring manager adversely affected her right to full...