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The mandate of ±¬ÁÏÍøDT is confined to the review of administrative decisions. Although the definition of this term may be disputed, it is beyond question that administrative decisions must by essence be taken by the Administration. Since the decisions of former ±¬ÁÏÍøAT are judicial decisions, they cannot be contested before ±¬ÁÏÍøDT. The provisions on transitional measures apply to pending ±¬ÁÏÍøAT cases only. They do not include the power to revise ±¬ÁÏÍøAT judgements. Cases closed by judgments of former ±¬ÁÏÍøAT are res iudicata.

In cases deemed suitable to be decided by summary judgment, usually an oral hearing is not necessary. In non-disciplinary cases, it is a matter of judicial discretion to hold an oral hearing or to abstain from it. The mandate of ±¬ÁÏÍøDT is confined to the review of administrative decisions. Although the definition of this term may be disputed, it is beyond question that administrative decisions must by essence be taken by the Administration. Since the decisions of former ±¬ÁÏÍøAT are judicial decisions, they cannot be contested before ±¬ÁÏÍøDT. The provisions on transitional measures apply to pending...

Paragraph 19 of the APPC Procedural Regulations of June 2006 states that only staff members who have served for a minimum of one year in their post are eligible to apply for vacancies. The Applicant claims that the contested decision dated 29 February 2008 to appoint 12 staff members to vacant posts affects her rights since these vacant posts were not advertised. However, in accordance with the above-mentioned provision, at the time the 12 staff members were appointed, the Applicant was not eligible to any of these posts as she had been appointed only in September 2007. Therefore, without it...

The jurisdiction ratione materiae conferred on the Tribunal is set out in Article 2.1 (a) of the Statute of the United Nations Dispute Tribunal. The Tribunal cannot compel the Organization to investigate the Applicant¡¯s complaints against ECA¡¯s Senior Management as pleaded by the Applicant. An investigation is part of a disciplinary procedure as described at paragraph 2 of ST/AI/371 ¨C Revised Disciplinary Measures and Procedures. The Applicant has recourse under the Staff Regulations and Rules to pursue his grievances in relation to his allegations of abuse of authority by ECA Management.

The Tribunal examined whether the application contained an administrative decision falling under the purview of Article 2.1 (a) of the ±¬ÁÏÍøDT Statute. The Tribunal took the view that the decision taken by the administration to appoint an ad interim DCPM and to reallocate responsibilities and duties pursuant to that appointment was an administrative decision. Nevertheless, for the purposes of Article 2.1 (a) of the ±¬ÁÏÍøDT Statute, the Tribunal stated that it is not sufficient for the Applicant to merely establish that an administrative decision was taken in the overall context of the position she...

Paragraph 19 of the APPC Procedural Regulations of June 2006 states that only staff members who have served for a minimum of one year in their post are eligible to apply for vacancies.The Applicant claims that the contested decision dated 29 February 2008 to appoint 12 staff members to vacant posts affects his rights since these vacant posts were not advertised. However, in accordance with the above-mentioned provision, at the time the 12 staff members were appointed, the Applicant was not eligible to any of these posts as he had been appointed only in September 2007. Therefore, without it...

Chapter 6.3.1 of the ±¬ÁÏÍøHCR Staff Administraion and Management Manual (SAMM) provides that ¡°staff members on active duty who hold an indefinite or a fixed-term appointment will be entitled to maternity leave with full pay for a total period of 16 weeks comprising a pre-natal and a post-natal period. When the expiry date of a staff member¡¯s fixed-term appointment, which is not considered for renewal, falls before the beginning of the six-week period prior to the delivery date, there will be no entitlement to maternity leave¡±.The Applicant¡¯s contract expired on 31 December 2006. At that time, she...

A single testimony reporting discriminatory statements made by an individual is insufficient to establish whether such statements were made if the accused individual denies having made such statements. From the moment that a confrontational relationship exists between a senior staff member and his/her supervisor, the Judge, without its being necessary to determine who bears a responsibility of the conflict, considers that the interest of the service requires addressing without delay the conflict and justifies the non-renewal of the staff member¡¯s contract, unless, in the instant case, the...

The Respondent contended that the Applicant¡¯s appointment was not renewed because of financial and staffing considerations, namely the ending of temporary funding for the Applicant¡¯s position. The Applicant contended that this reason was not legitimate and that the decision was tainted by discrimination and based on other factors that were not disclosed to him. The Applicant claimed that the Respondent created an expectancy of renewal of his appointment as a result of the promises given to him by his supervisor. He further submitted that his due process rights were violated during an...

The Tribunal finds that the Applicant has been consistently dilatory in the pursuit of this claim. Leaving the matter open on the court¡¯s docket would be inappropriate in view of the Applicant¡¯s clear lack of interest in pursuing this claim.