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The Tribunal finds that the mere fact that the Applicant was not invited to a competencybased interview following the written assessment did not give rise to an administrative decision, and that such a step of the selection process may only be challenged in the context of an application against a specific decision with clear and direct legal consequences on the Applicant, such as the final selection decision. The Tribunal has accepted in the past that certain intermediate decisions in a selection process¡ªsuch as when a candidate is found not suitable/ineligible for a given post¡ª constitute...

The Tribunal noted that there was no evidence that ±¬ÁÏÍøOPS Administration approved the Applicant¡¯s sick leave. Therefore, given that the Applicant was separated from service effective 31 March 2018 and that no sick leave beyond that date had been approved by the ±¬ÁÏÍøOPS Administration, the Tribunal found that there was no sick leave to ¡°terminate or retract¡± as claimed by the Applicant. Having said the above, the Tribunal found that the effective content of the challenged decision communicated to the Applicant on 5 April 2018 concerned the non-extension of her fixed-term appointment for the sole...

The legal issue for determination in the present case is whether ±¬ÁÏÍøOPS was under an obligation to extend a fixed-term appointment for the sole purpose of allowing a staff member to utilize his or her sick leave entitlement. The answer is negative, as the Tribunal found that there was no evidence in the case file to conclude that the legal framework of ±¬ÁÏÍøOPS included such obligation. Neither Staff rule 6.2(a) nor ±¬ÁÏÍøOPS Operational Directive OD.PCG.2017.01 on Human Resources, Ethics and Culture (in effect as of 15 August 2017) contain any obligation for the Administration to extend a staff...

The Tribunal noted that in accordance with ST/AI/2018/1, eligibility of international staff members for education grant in respect of their children is to be determined by inter alia the conditions that: a) the child is in full-time attendance at an educational institution at the primary level or above, and b) the child is five years of age or older at the beginning of the academic year, or the child reaches the age of five within three months of the beginning of the school year. The Tribunal found that ±¬ÁÏÍøICEF correctly considered that at both periods for which the Applicant applied for...

The application in respect of the alleged non-compliance with the second agreement is premature, and as such not receivable, because the Applicant has not followed the mandatory dispute resolution process contained in said settlement agreement concluded in July 2017. The Applicant¡¯s multiples and generic complaints that the Organization has failed to follow its own rules and procedures, and her assertions regarding the conduct of her current and former reporting officers at ±¬ÁÏÍøGSC do not constitute administrative decisions under Article 2(1)(a) of the Tribunal¡¯s Statute. The Tribunal DECIDES to...

The Tribunal noted that, on 12 January 2018, the Deputy Director of the ±¬ÁÏÍøOPS People and Change Group, in a telephone call, informed unequivocally the Applicant of the contested decision. The Applicant claimed that he was only officially made aware of his non-selection for the post when a formal announcement was made on 1 March 2018, which stated that another candidate had been chosen for the position. The Tribunal found that this claim was ill-founded, as a verbal unequivocal communication is sufficient for the purpose of staff rule 11.2(c) (see Auda 2017-±¬ÁÏÍøAT-746). The Tribunal considered...

The Tribunal found that the application was not receivable. It resulted from the file that, on 24 November 2017, the Applicant received a letter indicating that she had not been matched against any post in the newly planned structure of the Water Supply and Sanitation Collaborative Council (WSSCC). This letter clearly stated that ¡°all posts in the current WSSCC structure [were] being abolished with effect [close of business] 31 March 2018¡±, that her appointment would not be renewed when it expires on 31 March 2018 and she would be separated from service. The Tribunal considered that the...

Procedural issues Respondent¡¯s challenge to the admissibility of certain documents Art. 18 of the Tribunal¡¯s Rules of Procedure contains the set of norms applicable to evidence. However, except for article 18.6, there is no specific provision in relation to admissibility of evidence based on recordings made without consent. The Tribunal finds that the transcript of a meeting the Applicant recorded is not admissible in the proceedings because it is tainted by the fact that one of the participants at the meeting was not aware that the meeting was being recorded. The Applicant cannot make use of...

The Tribunal found that the contested decision was unlawful based on the Respondent¡¯s admission that ¡°although there were legitimate reasons to abolish the Applicant¡¯s post, the decision to do so, which led to the non-extension of her appointment [¡­] was based, in part, on flawed considerations¡±. Therefore, the only legal issue that remained for adjudication before the Tribunal was that of remedies. Remedies The Tribunal noted that the Applicant worked as an Operations Manager, at the NO-C level, in the ±¬ÁÏÍøICEF Morocco Country Office. She worked on a fixed-term appointment since February 2010...

The Tribunal has chosen to proceed by way of a judgment on receivability as it is competent to raise the issue of jurisdiction sua sponte. Recalling that the Applicant only filed his application in June 2020, the Tribunal finds that his challenge against the 2013 decision is not receivable ratione temporis. In the absence of a request for management evaluation, the Tribunal cannot but find that the Applicant¡¯s challenge to the 2018 and 2019 decisions is not receivable ratione materiae.