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The Ä¢¹½ÊÓƵAT considered an appeal by the staff member.

The Ä¢¹½ÊÓƵAT found that the recommendation report did not provide any explanation to understand the rationale of the non-selection decision. The Ä¢¹½ÊÓƵAT noted that no information had been given in the course of the judicial proceedings either as to why the external candidate was the most suitable candidate. The Ä¢¹½ÊÓƵAT held that, for the sake of reasonableness, fairness and transparency, it was expected from the Administration to give relevant and true reasons supporting its ultimate choice. The Ä¢¹½ÊÓƵAT found that the Ä¢¹½ÊÓƵDT had made an error of fact...

The application is partly non-receivable and, is rejected on the merits. The Applicant¡¯s objection to General Assembly¡¯s decision to restructure the D-1 level position and to submit the selection of the Secretary of the Board to a competitive process by the Succession Planning Committee is not reviewable by the Tribunal. The Tribunal found that the Applicant was afforded full and fair consideration and the non-selection decision was lawful. The Tribunal found that the USG/DMSPC lawfully assigned the Applicant to a suitable position in the Secretariat in order to retain his employment at the D...

The management evaluation response was sent to the Applicant on Friday, 7 May 2020, at 10:51 a.m., New York time (EDT), which was 5:51 p.m. in East Jerusalem and Ramallah. Ä¢¹½ÊÓƵDP sent the RME Response after working hours in the duty station, at the start of the Applicant¡¯s weekend (which was Saturday and Sunday), and during the traditional weekend in the oPt which is Friday and Saturday. The Ä¢¹½ÊÓƵDT therefore determined that the first full day of the delivery of the email was 8 May 2020, which means that the 90-day count under art. 8.1(d)(i)(a) of the Ä¢¹½ÊÓƵDT Statute started from 9 May 2020. The...

Ä¢¹½ÊÓƵAT considered an appeal by the Secretary-General. On the question of whether Ä¢¹½ÊÓƵDT erred in finding that the five years¡¯ experience requirement was arbitrary and not based on any proper consideration, Ä¢¹½ÊÓƵAT held that, absent any proper legal or factual basis upon which to impugn the five years¡¯ experience requirement, Ä¢¹½ÊÓƵDT had no function in substituting its judgment for that of the Administration in determining the criteria for the selection of S-3 officers, and in doing so, Ä¢¹½ÊÓƵDT erred in law resulting in a manifestly unreasonable decision. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT erred in law in deeming the...

Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT¡¯s interpretation of the totality of the evidence on the record was reasonable. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT had correctly found that Mr Russo-Got was Candidate A for the P-3 test and Candidate F for the P-4 test and that Ä¢¹½ÊÓƵOPS had submitted contemporaneous documentation showing that he was not recommended because he had failed the written assessment for the two tests. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT properly reviewed the contested decisions in accordance with the applicable law.

The Head of Office acted within his authority in effectively overriding the recommendation of the APC, as provided for by Annex 4G, para. 28(a)(iii). The relationship between the SAP and the APC is sequential, not hierarchical; the judgment of one is not superior to the judgment of the other. The Head of Office is not bound to accept the recommendation of one over the other. The Head of Office is bound to exercise his independent judgment after giving careful consideration to the recommendations made to him and explaining why he preferred one candidate to another. The Head of Office did not...

Outcome: The applicant succeeds. Compensation ordered for distress and loss of career development and associated benefits.

Outcome: The application was dismissed in its entirety.

The filling of the Post with the ultimately-successful candidate cannot be characterized as a ¡°transfer¡±, be it lateral or not. The ultimately-successful candidate was therefore rather selected for the Post. Simply stated, the Post did not qualify as a lateral transfer. The Respndent employed the wrong procedure. The Applicants, although ranked behind the initially-successful candidate, were also ¡°suitable¡± candidates for the Post. The Tribunal finds that the selection exercise for the initially-selected candidate was improper. The Applicants having been deemed by the Tribunal as suitable...

The Ä¢¹½ÊÓƵDT found that the contested decisions were lawful and that there was no evidence to support the claim that these decisions were motivated by ill will. The Tribunal also expressed its concern at the huge volume of unnecessary as well as irrelevant material that had been filed by the Applicant thereby imposing an onerous burden on the Tribunal at the expense of other cases awaiting a judicial determination.

The Tribunal noted an indication of favouritism towards a particular candidate and a desire to appease the staff council neither of which are consistent with the standard of conduct...