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The Respondent, in addition to addressing the merits of the case, submitted that the request for management evaluation was not filed on time and the application was time-barred. The Applicant¡¯s legal representative attempted to file the request for management evaluation at 4:54 p.m. on the final day of the time limit. Due to the large size of the request, the email bounced back at 5:21:16 p.m. that same day, Friday, 7 September 2012. In the circumstances, the Applicant still had 6 hours and 48 to submit a request for management evaluation within the period of 60 days as required. The Tribunal...

The Applicant¡¯s request for recusal was not receivable and did not warrant a referral to the President of the Tribunal for determination. The Applicant¡¯s claims were all of a substantive nature and would have been more appropriately dealt with by an appellate Tribunal. There was nothing to rectify or correct in the judgment as none of the particulars listed in the application were related to any errors.

The Ä¢¹½ÊÓƵDT found that the decision that there was ¡°reason to believe¡± that the Applicants may have committed misconduct was manifestly unreasonable, arrived at in breach of due process, and was thus unlawful. The Ä¢¹½ÊÓƵDT found that the Applicants¡¯ rights were not respected during the subsequent preliminary investigation. The Ä¢¹½ÊÓƵDT found that the decision to conduct an investigation against the Applicants and the manner in which it was carried out was tainted by procedural irregularity and manifest unfairness. The Ä¢¹½ÊÓƵDT found that the Applicants had engaged in protected activity, namely, reporting of...

The Tribunal found the Applicant¡¯s acceptance of the implementation of the agreement, his failure to raise the allegations of duress until well after two years after the mediation and his failure to proffer any supporting evidence, can only lead to the conclusion that the Applicant¡¯s claim of duress is devoid of any merit. Burden of proof - Where an Applicant alleges that an agreement was imposed upon him by duress, the burden lies on him or her to convince the Tribunal that such is the situation. Res Judicata - Where the subject matter of an application has been settled between parties...

Legitimate interest in the outcome of the case: Given that an Applicant has no option of returning to the post he formerly encumbered, any decision regarding the classification of that post cannot impact his rights. There exists no direct legal consequence between any classification decision and his terms of appointment; therefore the application is not receivable.

The Applicant subsequently filed a motion withdrawing his application, confirming that he was withdrawing it fully, finally and entirely, including on the merits. The Ä¢¹½ÊÓƵDT stated in the judgment that, there no longer being any determination to make, the application was dismissed in its entirety without liberty to reinstate or the right to appeal.

The Applicants submitted that they were notified of the decision on 19 June 2013 upon receiving an email from the Director, Chef de Cabinet in response to a 29 May 2013 letter. Upon review, it was determined that the letter sent to the Secretary-General on 29 May 2013 included a 21 May 2013 statement by the Applicants that referred extensively to the budget which had been submitted on 9 May 2013. The requests for management evaluation were filed on 29 July 2013 which is more than 60 days after the 21 May 2013 statement that indicated that the Applicants were fully aware of the contested...

Bias: The Tribunal held that the test for apparent bias is whether the fair-minded observer, having considered the facts, would conclude that there was a real possibility that the Interview Panel was biased. On the basis of the evidence about negative views held by one of the interview panel members about the Applicant, the Tribunal concluded that the test for apparent bias had been made out. Harassment, discrimination and abuse of authority: The Tribunal concluded that in spite of the adverse finding that the Applicant did not receive full and fair consideration in his application for the...

The Tribunal concluded that the filling of the post by lateral transfer on the retirement of the incumbent was in breach of ST/AI/2003/8. Lateral transfer: The Tribunal held that as a lateral move is a discretionary measure, its use must be in accordance with the established procedural rules and must not be arbitrary or motivated by factors inconsistent with proper administration or based on erroneous, fallacious or improper motivation. The Tribunal concluded that the use of a lateral transfer in this case was an arbitrary use of the discretion conferred by ST/AI/2010/3 in light of the fact...

The Tribunal held that the decision to appoint a staff member to the post of Director/RIITD off the roster without consideration of the other candidates (including the Applicant) who had applied to the post was unlawful. It failed to give the Applicant full and fair consideration for the post and denied him due process. Roster based selection: The Tribunal noted that the General Assembly resolutions on human resources management reiterate the principle of transparency in the selection process and the need for vacancies to be advertised and held that there is no transparency in a process that...