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Ä¢¹½ÊÓƵAT held that the Appellant had only presented arguments challenging the Administration¡¯s behaviour and the decision to terminate her contract with Ä¢¹½ÊÓƵMIK. Ä¢¹½ÊÓƵAT held that the Appellant had failed to demonstrate how Ä¢¹½ÊÓƵDT, by judging the application not receivable and dismissing it on this ground, could have exceeded its jurisdiction, failed to exercise it, made an error of law or procedure, or made an error of fact that resulted in a manifestly unreasonable decision. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT had correctly dismissed the application as not receivable since the request for administrative review had...

Ä¢¹½ÊÓƵAT considered an appeal of Ä¢¹½ÊÓƵDT Order No. 50 (GVA/2010) by the Secretary-General. Ä¢¹½ÊÓƵAT held that the issue under consideration was settled, as Ä¢¹½ÊÓƵAT had consistently held that Ä¢¹½ÊÓƵDT had no jurisdiction to waive deadlines for management evaluation or administrative review. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT erred on a question of law in determining that it had the authority to waive the deadlines for administrative review. Ä¢¹½ÊÓƵAT allowed the appeal and set aside the Ä¢¹½ÊÓƵDT Order.

Ä¢¹½ÊÓƵAT held that it was not in dispute that the Appellant did not submit a request for management evaluation until more than one year after he had been notified that he had not been selected for the post in question. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT, under Article 11.1 of the Ä¢¹½ÊÓƵDT Statute, was obliged to issue a judgment in writing, stating the reasons, facts, and law on which it was based. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT¡¯s decisions, that the Appellant had been properly served with a notification in writing in compliance with former Staff Rule 111.2 and that Article 8.3 prohibited Ä¢¹½ÊÓƵDT from extending the deadline for...

A request for an administrative review or management evaluation is mandatory with the exception of disciplinary cases. It is clear from the applicant¡¯s submissions that he was well aware that the decision to stop the payment of his salary and the decision not to renew his appointment are two distinct administrative decisions. The applicant failed to request an administrative review or management evaluation of the decision not to pay his salary. Outcome: The application is not receivable.

The Respondent submits that the contested decision was expressed in a letter dated 3 August 2001 and the claim is therefore time-barred as the Applicant¡¯s request for administrative review, dated 2 May 2005, was filed out of time. The Applicant avers that her application is receivable as the final decision subject to appeal was expressed in the letter of the High Commissioner for Human Rights dated 30 March 2005. Ä¢¹½ÊÓƵDT found that the contested decision was made on 3 August 2001 and that the Applicant was notified of it, at the latest, on or before 15 April 2002. Ä¢¹½ÊÓƵDT found that the Applicant...

Section 8.9 of ST/AI/1999/3 applies only to holders of fixed-term appointments. It is therefore not relevant to the applicant¡¯s case, as he held an indefinite appointment. Regarding the payments due, a clear distinction must be made between the termination indemnities, which are automatically due to the concerned staff member in the event of termination of his/her contract, as provided by the Staff Regulations and Rules, and the compensation package, which, in addition to that which is legally due, includes a certain amount that the administration chooses to give ex gratia; as such, it is...

The Administration, on three separate occasions in 2000, determined that his post would remain classifiable at the P-3 level. In 2006, the Applicant made another request to have his post reclassified and a desk audit of the post was performed under ST/AI/1998/9, but the post remained classified at the P-3 level. The Applicant contended that the Respondent failed to comply with the established procedures as set out in ST/AI/1998/9, including that the Applicant was not provided with available documentation to justify the decisions and that this effectively deprived him from filing a meaningful...

The process leading up to the termination decision. A human resources office, such as OHR, has the obligation to ensure that its administrative decisions are taken on a proper factual basis and, if necessary, make the necessary enquiries to ensure this to protect the affected staff member¡¯s rights. OHR failed to inform the Applicant and the relevant medical advisors about the consequences of her being declared disabled by Ä¢¹½ÊÓƵSPC and about her possible alternatives. OHR also failed to delay the examination of the Applicant¡¯s case by Ä¢¹½ÊÓƵSPC. All these circumstances breached the Applicant¡¯s rights...

An offer of employment and its acceptance amount to an agreement entailing rights for the Applicant: The contract by which an individual acquires staff member status can only be concluded validly on the date at which an official of the Organization signs the staff member¡¯s letter of appointment. However, as the Appeals Tribunal held, ¡°this does not mean that an offer of employment never produces any legal effects. Unconditional acceptance by a candidate of the conditions of the offer of an appointment before the issuance of a letter of employment can form a valid contract, provided the...

The Tribunal dismissed the application as time-barred, as the Applicant failed to submit a timeous request for administrative review/management evaluation.