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Ä¢¹½ÊÓƵAT held that, except for the Appellant¡¯s own assertion, it found no evidence to show that he was a genuine whistle-blower. Ä¢¹½ÊÓƵAT held that it was not a case of retaliation following a report of possible misconduct, but instead a disagreement between the Appellant and management regarding work matters which was properly addressed in the context of the performance assessment process. Ä¢¹½ÊÓƵAT held that the non-renewal of the Appellant¡¯s contract was not retaliatory but based on his performance rating which had been reviewed and confirmed after a rebuttal opportunity was given to the Appellant. Ä¢¹½ÊÓƵAT...

The Secretary-General appealed, regarding the judgments on liability and relief. Mr. Wasserstorm also appealed regarding the judgment of relief. Ä¢¹½ÊÓƵAT agreed with the Secretary-General that the Ethics Office is limited to making recommendations to the Administration and found that the recommendations are not administrative decisions subject to judicial review. Ä¢¹½ÊÓƵAT accordingly upheld the Secretary-General¡¯s appeal on receivability. Ä¢¹½ÊÓƵAT reversed the judgment on Liability and vacated the judgment on Relief. With respect to the award of costs, Ä¢¹½ÊÓƵAT found that the Secretary-General¡¯s refusal to...

Ä¢¹½ÊÓƵAT first considered the receivability of the appeal and held that it was receivable, pursuant to Article 2(1) of the Ä¢¹½ÊÓƵAT Statute. Ä¢¹½ÊÓƵAT further held that the Ethics Office is limited to making recommendations, which are not administrative decisions subject to judicial review, to the Administration. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT made no error in dismissing the applications on the ground that the Ethics Office matters were not administrative decisions subject to judicial review. Ä¢¹½ÊÓƵAT acknowledged that the Ethics Office failed in its duty to make a recommendation pursuant to Section 5.7 of ST/SGB/2005/21...

Ä¢¹½ÊÓƵAT agreed with the Ä¢¹½ÊÓƵDT finding that it lacked jurisdiction in respect of the staff member¡¯s application to review the determination of the Second Alternate Chair. Ä¢¹½ÊÓƵAT noted that the subject matter jurisdiction of Ä¢¹½ÊÓƵDT is limited to the review of administrative decisions. The determinations of the Second Alternate Chair do not constitute administrative decisions, and as such, any application to review them before the Ä¢¹½ÊÓƵDT is not receivable. Ä¢¹½ÊÓƵAT highlighted that ST/SGB/2017/2/Rev.1 confers on the Ethics Office only the power to recommend, advise and refer, and Section 10.3 of ST/SGB/2017/2/...

The jurisdiction ratione materiae conferred on the Tribunal is set out in Article 2.1 (a) of the Statute of the United Nations Dispute Tribunal. The Tribunal cannot compel the Organization to investigate the Applicant¡¯s complaints against ECA¡¯s Senior Management as pleaded by the Applicant. An investigation is part of a disciplinary procedure as described at paragraph 2 of ST/AI/371 ¨C Revised Disciplinary Measures and Procedures. The Applicant has recourse under the Staff Regulations and Rules to pursue his grievances in relation to his allegations of abuse of authority by ECA Management.

Ä¢¹½ÊÓƵDT found that the applicant had standing in both cases and that the appeals were not time-barred. Ä¢¹½ÊÓƵDT found that the Organisation did not violate the applicant¡¯s rights when it decided that the provisions of ST/SGB/2005/21 were not directly applicable to him. Ä¢¹½ÊÓƵDT found that the applicant¡¯s complaint of retaliation was adequately and objectively examined by the investigation panel and by the Director Ethics Office, who agreed that no retaliation had taken place. Thus, the applicant received appropriate recourse. However, Ä¢¹½ÊÓƵDT found that the applicant¡¯s rights were violated when the...

The Tribunal found that the performance appraisal followed by the rebuttal process had been done in respect of the rules and procedures applicable to Ä¢¹½ÊÓƵDP. Based on the documentary evidence, it was the view of the Tribunal that, as a matter of fact, the Management went out of his way to afford the Applicant with as much latitude as possible to comment and challenge the rating of ¡°partially met expectations¡±. With regards to the Applicant¡¯s allegations of harassment, retaliation and discrimination, the Tribunal found that both the Ä¢¹½ÊÓƵDP Ethics Office and the Ä¢¹½ÊÓƵ Central Ethics Office followed the...

The Tribunal found that the decision of the Ethics Office had direct consequences for the rights of the Applicant so as to make it an administrative decision. Further, the Tribunal held that when a claim relates to issues covered by ST/SGB/2005/21, a staff member is entitled to certain administrative procedures, including judicial review of the administrative decision taken.

Receivability: Decisions by the Ethics Office are administrative decisions that are subject to appeal before the Tribunal, since they may directly affect staff members¡¯ rights. A request for management evaluation has to be sought prior to the filing of the application and hence her request to regularize her application a posteriori could only be rejected, in accordance with staff rule 11.2, namely the required antecedence of the request for management evaluation to the application.

Legal Obligations/Applicable rules: Rules affecting jurisdiction and remedies are not procedural but substantive in nature. A person cannot be entitled to remedies or be subject to penalties that come into force after the event in question. Protected activity: The criteria for determining whether a person has properly reported misconduct or engaged in a protected activity are not mere matters of procedure. A report of misconduct is the protected activity which is the very foundation of a claim for protection without which a claim cannot be considered. Retroactive application: As a matter of...