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The Ä¢¹½ÊÓƵAT held that the Ä¢¹½ÊÓƵRWA DT rightly identified that the standard of proof for placing the staff member on ALWOP was whether there was reasonable suspicion or reasonable grounds to believe that the staff member had committed the alleged misconduct.

The Ä¢¹½ÊÓƵAT rejected the staff member¡¯s argument that his ex-wife¡¯s withdrawal of the complaint against him in a national court should have stopped all investigations against him. The Ä¢¹½ÊÓƵAT noted that the national court had provided the case records to the Agency, and the Agency, following its complete assessment of the situation, can proceed with...

Mr. Jibril appealed.

As regards the request for an oral hearing, the Ä¢¹½ÊÓƵAT held that the factual and legal issues arising from this appeal had already been clearly defined by the parties and there was no need for further clarification. Moreover, an oral hearing would not assist in the expeditious and fair disposal of the case, as required by Article 18(1) of the Ä¢¹½ÊÓƵAT Rules of Procedure. Accordingly, the request for an oral hearing is denied.

The Ä¢¹½ÊÓƵAT agreed with the Ä¢¹½ÊÓƵRWA DT that the challenged administrative decision to place Mr. Jibril on Administrative Leave With Pay (ALWP) was lawful. ...

On the decision to postpone the separation on medical grounds, Ä¢¹½ÊÓƵAT noted that a staff member had a right to be compensated for a service-incurred injury. Ä¢¹½ÊÓƵAT found that Ä¢¹½ÊÓƵRWA DT erred in law in determining the decision to postpone the Appellant¡¯s separation on medical grounds until the end of the disciplinary process was lawful. Noting that the Appellant did not provide any evidence in support of his claim of psychological suffering (or harm), Ä¢¹½ÊÓƵAT did not award moral compensation. On the issue of the SLWOP, given the nature and seriousness of the allegations against the Appellant, Ä¢¹½ÊÓƵRWA DT...