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The ±¬ÁÏÍøAT found that the ±¬ÁÏÍøDT had appropriately dismissed Ms. Yu¡¯s application as not receivable ratione temporis. The ±¬ÁÏÍøAT emphasized that because Ms. Yu¡¯s position was based in Western Europe, the statutory time limits must be calculated based on Geneva time where the ±¬ÁÏÍøDT is located, and therefore, Ms. Yu missed the deadline by one day.

The ±¬ÁÏÍøAT rejected the new arguments and evidence related to the mediation process submitted to the ±¬ÁÏÍøAT for the first time. Even if these were considered, the ±¬ÁÏÍøAT concluded that the mediation did not pertain to the contested decision and therefore did not...

The ±¬ÁÏÍøAT rejected the new arguments and evidence submitted to the Appeals Tribunal for the first time that were aimed to show that Mr. El-Anani had not read the attachment of the e-mail that communicated the disciplinary sanction.

The ±¬ÁÏÍøAT confirmed that, the two Microsoft Outlook notification records acknowledged by Mr. El-Anani indicated that the contested decision had been delivered to and read by him on 28 March 2023 and that he was therefore required to file his application with the ±¬ÁÏÍøDT by no later than 26 June 2023. Since Mr. Al-Anani did not file the application until 28 June 2023...

The ±¬ÁÏÍøAT held that, since Mr. Nigam based his interlocutory appeal on alleged errors of fact and law by the ±¬ÁÏÍøDT Judge President, with no allegation of the ±¬ÁÏÍøDT acting extra-jurisdictionally or similarly in excess of its jurisdiction, he must wait to exercise his right of appeal until a final decision has been made.

The ±¬ÁÏÍøAT concluded that an earlier ±¬ÁÏÍøDT Judgment contained neither any indication of bias by Judge Belle against Mr. Nigam, nor any criticism beyond what a reasonably informed observer might expect from a partly erroneous judgment and its subsequent appellate review.

The ±¬ÁÏÍøAT...

The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøRWA DT erred in consolidating the seven cases. The consolidated cases involved unique administrative decisions, and those decisions involved neither a common administrative policy nor a common set of facts. The nature of the misconduct attributed to the staff members was not similar among the cases. The cases concerned staff from different ±¬ÁÏÍøRWA field offices. The disciplinary measures taken were not identical among the cases, but included a wide range of penalties. The standards of proof for the misconduct alleged in case varied.

The ±¬ÁÏÍøAT disagreed with the...

The ±¬ÁÏÍøAT first observed that the staff member dedicated parts of his appeal brief to challenging the findings of fact in an earlier ±¬ÁÏÍøDT judgment concerning his disciplinary case. The ±¬ÁÏÍøAT held that he was estopped from doing so because he did not appeal this earlier ±¬ÁÏÍøDT judgment.

The ±¬ÁÏÍøAT was satisfied that when the ±¬ÁÏÍøDT reviewed the disciplinary sanction imposed, the ±¬ÁÏÍøDT properly considered previous cases involving comparable misconduct, as well as aggravating and mitigating factors. The mitigating factors raised by the staff member were considered by the Administration, but they simply...

The ±¬ÁÏÍøAT noted that the ±¬ÁÏÍøRWA DT had ordered each party to nominate a psychiatrist, who in turn were to designate a third psychiatrist to review whether the staff member¡¯s mental condition at the time he committed the burglary, sentencing for which had been the grounds for his separation in the interest of the Agency.The Commissioner-General failed to comply with this instruction, without explanation, thereby leaving the ±¬ÁÏÍøRWA DT with no medical information about AAW's condition at the time of the burglary.

The ±¬ÁÏÍøAT found that the Commissioner-General had clearly and manifestly abused the...

The ±¬ÁÏÍøAT noted that the ±¬ÁÏÍøDT had appropriately relied on the clear and convincing evidence to conclude that the staff member had submitted a medical insurance claim to Cigna for medical services that had never been provided.

The ±¬ÁÏÍøAT held that the evidence established that it was highly probable that the staff member had made the misrepresentation to Cigna with the intent to deceive and that his actions had been potentially prejudicial to the ±¬ÁÏÍøDP which was subject to any loss from undue reimbursements.

The ±¬ÁÏÍøAT found that the staff member¡¯s certification to Cigna of the correctness of the...

The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT erroneously concluded that there was clear and convincing evidence of the former staff member¡¯s knowledge that he was in a prohibited family relationship with another staff member, Mr. S.R.B.

Moreover, the ±¬ÁÏÍøAT found that even if the information provided by the former staff member was false, he could not have intended to mislead the Organization by providing or omitting it. On the contrary, the evidence established that when he made his relevant applications, he did not know, and had no reason to know, that Mr. S.R.B. was employed by the United Nations. In...

The ±¬ÁÏÍøAT held that the Administration did not act unreasonably or unlawfully in requiring the staff member to work from the office two days per week. It further held that relevant considerations, including the staff member¡¯s personal and medical circumstances, were taken into consideration, and irrelevant considerations were excluded. The ±¬ÁÏÍøAT also found that there was no obligation on the Administration to establish that the requested accommodations represented a disproportionate or undue burden on the workplace.

The ±¬ÁÏÍøAT also found no merit in the staff member¡¯s argument that the lack of...

The ±¬ÁÏÍøAT held that the ±¬ÁÏÍøDT did not commit any error in procedure that affected the outcome of the case by partially denying the former staff member¡¯s motions for production of additional evidence or by not granting him sufficient additional time to respond to the Secretary-General¡¯s submissions.

The ±¬ÁÏÍøAT also concluded that the ±¬ÁÏÍøDT appropriately identified the contested decision as the 1 April 2022 decision finding him ineligible to participate in ASHI. The ±¬ÁÏÍøAT observed that the former staff member himself identified this decision in both his ±¬ÁÏÍøDT application and his management evaluation...