±¬ÁÏÍø

Rescission and in lieu compensation under art. 10.5(a) of the Dispute Tribunal¡¯s Statute

Considering that the evidence provided by the Respondent showed that the duration of most of the former renewals of the Applicant¡¯s fixed-term appointment including the last regular renewal was for a duration of one year and that there is no expectation of renewal for a fixed-term appointment, the Tribunal determined that the amount of in lieu compensation must be equal to one year¡¯s net base salary.

Compensation for harm under art. 10.5(b) of the Dispute Tribunal¡¯s Statute

The Tribunal reviewed the...

The Applicant claims that several events of prohibited conduct occurred between 2018 and 2022 affecting him. However, he did not follow the procedural path under Bulletins ST/SGB/2008/5 (Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority) and ST/SGB/2019/8 (Addressing discrimination, harassment, including sexual harassment, and abuse of authority) for the handling of formal reports of prohibited conduct and the Dispute Tribunal does not have jurisdiction to conduct an investigation into such allegations.

There is no evidence that the Applicant ever...

The Tribunal decided on its own initiative and in accordance with art. 9 of its Rules of Procedure, to adjudicate the present application by way of summary judgement.

The Tribunal noted that in accordance with art. 8.4 of the Tribunal¡¯s Statute and art. 7.6 of its Rules of Procedure, an application shall not be receivable if it is filed more than three years after the applicant¡¯s receipt of the contested administrative decision. The Applicant filed her application on 5 March 2023 indicating that the contested decision was made in October 1995, that is, more than 27 years earlier. Consequently...

In determining the lawfulness of the contested decision, the Tribunal examined the following issues:

a) Whether the Applicant's performance was evaluated in a fair and objective manner.

The Tribunal noted that the contested decision was based on the Applicant¡¯s records for the 2019-2020 and 2020-2021 performance cycles.

The Tribunal reviewed the evidence on record and noted that during the 2019-2020 performance cycle, the Applicant was advised on multiple occasions to improve his work ethic and productivity. At the end of the 2019-2020 performance cycle, the Applicant was assessed as...

The challenge against the decision to place the Applicant on a PIP and the outcome of the review of MEU of the contested decisions is not receivable.

The Administration failed to respect the procedural standards expected from the United Nations in proceedings leading to the imposition of a written reprimand. The above-mentioned deficiencies raise doubts about the appearance of impartiality of the investigation and the decision-making process and are thus sufficient to taint the contested decision. Accordingly, the Administration¡¯s decision to issue to the Applicant a written reprimand and...

The alleged lack of decision

The Tribunal noted that if a claim is submitted timely, the Administration opens the case under the framework of Appendix D, which remains open as compensation may be awarded any time after the original incident.

The Tribunal referred to art. 2 entitled ¡°Principles of award¡± of the pre-2017 Appendix D, applicable at the time the claim was submitted, and found that for a compensation to be paid or a benefit to be granted under Appendix D, a staff member must make a specific request such as the reimbursement of medical expenses or the payment of compensation for...

Accoding to the hiring manager, he concluded that the Applicant id not meet one of the minimum requirements for the position and thus, lawfully not considered further in the selection process. This requirement was "experience in leading large teams", which the hiring manager defined as "supervising at least 10 employees".

The Tribunal found that the process of advertising and setting out the criteria for selection was done lawfully. However, it also found that there was evidence of an unjust process that failed to provide a fair chance to job applicants like the Applicant because it failed to...

Based on the applicable legal framework, the Administration can determine the status of eligibility of staff members in connection with dependency entitlements, which include dependent child allowance, and proceed to recover any amounts when a staff members fail to comply with their relevant obligations.

Pursuant to Annex III of ST/IC/2020/12, for a child of a staff member who is not the custodial parent or who has joint custody of the child, which is the case of the Applicant, the amount of payment to be eligible for a child dependency allowance should be at least the amount of the court...

The written reprimand

Factual basis for the imposition of the measure

±¬ÁÏÍøPAD, as an ad hoc special interest group, advocates for issues relating to conditions of work pertaining to staff members of African descent in the United Nations.

±¬ÁÏÍøOMS is established ¡°to make available confidential services of impartial and independent persons to address work-related issues of staff members¡± (see ST/SGB/2016/7 para 1.1). ±¬ÁÏÍøOMS is guided in its work by four core principles, namely independence, confidentiality, neutrality, and informality.

It appeared from the information on record that the Applicant...

The Tribunal rejected the application finding that the Secretary-General made the final selection decision, lawfully taking into account the unchallenged considerations of geographical diversity and gender. In regard to the evaluation of the shortlisted candidates, the Applicant cannot allege to have been prejudiced by the choice of the other shortlisted or recommended candidates. The Applicant was among the recommended candidates. In any event, the Applicant does not demonstrate that the selected female candidate had less credentials than the other female candidates. The Applicant has not...