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The ±¬ÁÏÍøAT dismissed the Secretary-General¡¯s appeal and granted Mr. Rolli¡¯s cross-appeal in part. The ±¬ÁÏÍøAT found that the rescission of the termination decision ordered by the ±¬ÁÏÍøDT was ¡°pointless¡± since by the time the case had reached the ±¬ÁÏÍøDT, Mr. Rolli¡¯s post had been abolished. The ±¬ÁÏÍøAT accordingly held that in these circumstances, compensation had to fall under Article 10(5)(b) and be for harm caused by the unlawful decision. The harms he suffered included the loss of his remuneration and benefits (education and pension entitlements), the specific losses resulting of his ceasing to be...

The ±¬ÁÏÍøAT dismissed Mr. Ponce-Gonzalez's appeal. The ±¬ÁÏÍøAT dismissed Mr. Ponce-Gonzalez¡¯s argument of apprehension of partiality of the hiring manager claiming that there was an improper motive to unfairly eliminate him. The Appeals Tribunal found that the mere fact that the hiring manager was involved in two selection exercises in which Mr. Ponce-Gonzalez was not successful did not indicate any partiality, but rather a regular exercise of the Administration¡¯s routine of selecting candidates for advertised positions. The ±¬ÁÏÍøAT further found that the ±¬ÁÏÍøDT did not err in finding no irregularity in...

The ±¬ÁÏÍøAT dismissed the appeal. It held that the ±¬ÁÏÍøDT erred in its consideration of the Administration¡¯s assessment of Mr. Ponce-Gonzalez¡¯s experience against the evaluation criteria; the ±¬ÁÏÍøDT also erred when it rescinded the cancellation of the selection process, invalidating the reason then given that ¡°none of the rostered candidates had met all of the required and desirable criteria of the job opening¡±, and concluding that ¡°at least one of the rostered candidates (the Applicant) met and exceeded all criteria¡±. In so doing, the ±¬ÁÏÍøDT improperly appropriated the discretion of the Secretary...

The ±¬ÁÏÍøAT dismissed the appeal. The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT correctly found not receivable Ms. Raschdorf's application with respect to the non-renewal decision and the ABCC¡¯s decision given Ms. Raschdorf's failure to request management evaluation. The ±¬ÁÏÍøAT found that contrary to Ms. Raschdorf's contention, the non-renewal decision was not taken subsequent to advice from a technical body. As to the ABCC's decision on whether the claim was time-barred, the ±¬ÁÏÍøAT found that that decision was not based on a consideration of a medical evaluation but was concerned with the timeliness of the...

The ±¬ÁÏÍøAT dismissed the appeal. The ±¬ÁÏÍøAT found that AAL was given notice of the need for her to return to the duty station, as well as sufficient opportunity to apply for sick leave. However, she did not request such sick leave, nor did she return to work, leaving no option for the Administration other than to place her on SLWOP. She also failed to provide evidence that there were ¡°compelling personal circumstances¡± so as to engender a decision to allow her to continue to telecommute from outside her official duty station. The ±¬ÁÏÍøAT further found that the ±¬ÁÏÍøDT did not err in finding that AAL...

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...

The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT had not erred in holding that there had been clear and convincing evidence that the staff member harassed other staff members over a substantial period of time, and that this behaviour constituted serious misconduct. The ±¬ÁÏÍøAT affirmed that there was clear and convincing evidence to support the seven allegations that Ms. Iram used abusive language, made insulting remarks, shouted and bullied individuals, engaged in inappropriate touching, and made unwelcome contacts with individuals at their homes after working hours. The ±¬ÁÏÍøAT found that the staff member¡¯s due...

The ±¬ÁÏÍøAT held that the staff member¡¯s argument that the ±¬ÁÏÍøDT applied the incorrect standard of proof is unsubstantiated, as the main facts of the case were undisputed by both parties. She had admitted having used ±¬ÁÏÍø Womens¡¯ UPS account to send two private shipments abroad, without mentioning any prior authorization. The aggravating and mitigating elements reviewed by the ±¬ÁÏÍøDT were by nature peripheral to the sanction imposed. The ±¬ÁÏÍøAT found that even if it was not appropriate for the Administration to use a prior act of possible misconduct as an aggravating factor (as it was not previously...

The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT correctly pointed out that the only remedy requested by the staff member in his application to the ±¬ÁÏÍøDT was the rescission of the administrative decision not to transfer him. Only now on appeal does the staff member raise other claims and additionally requests payment of all salaries and benefits from the date of termination to the date of the ±¬ÁÏÍøAT Judgment, including pension benefits and compensation for the material and moral harm inflicted on him, caused by harassment, mistreatment, and unlawful termination. His new requests on appeal cannot be accepted by the...

The ±¬ÁÏÍøAT affirmed the decision of the ITLOS JAB, holding that the ITLOS was not obliged to conclude the recruitment exercise once it had begun, and that it had the authority to cancel the process. The ±¬ÁÏÍøAT was concerned by the change to the recruitment procedure during the course of the contested recruitment, but could not discern how this affected Mr. Savadogo¡¯s candidacy. The ±¬ÁÏÍøAT agreed with the ITLOS JAB that Mr. Savadogo¡¯s allegations of bias against the Registrar in the recruitment were countered by the fact that the President of ITLOS made the significant decisions in the recruitment...