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As a preliminary matter, the Ä¢¹½ÊÓƵAT dismissed Mr. Qassem¡¯s request for an oral hearing. The Ä¢¹½ÊÓƵAT found that the factual and legal issues arising from the appeal had been clearly defined by the parties and moreover, an oral hearing would not ¡°assist in the expeditious and fair disposal of the case¡±.

The Ä¢¹½ÊÓƵAT found that since Mr. Qassem¡¯s fixed-term appointment was extended beyond 31 March 2020, with no effect given to the initial administrative decision not to renew his employment beyond this date, the Ä¢¹½ÊÓƵDT did not err in finding that the application was moot since the administrative decision...

The Tribunal noted that there was no submission on record indicating that the contested decision imposed adverse consequences on the Applicant. The Tribunal, thus, found that it was not established how the contested decision adversely affected the Applicant¡¯s employment. Accordingly, the Tribunal held that the jurisdictional constraints did not allow it to hear and decide the application in the absence of a particular facts-based case. Therefore, the application was dismissed as not receivable.

The Tribunal noted that the Applicant contended that he was separated for non-disciplinary reasons, while the Respondent provided proof indicating that the termination decision was made on 11 March 2022 and rose from an incident on 2 October 2019 in which the Applicant allegedly drove a United Nations vehicle while under the influence of alcohol and damaged that vehicle.

The Tribunal thus held that: a) to the extent that the termination decision was for reasons other than disciplinary, the Statute of the United Nations Dispute Tribunal required that, to be receivable, the Applicant ought to...

The Ä¢¹½ÊÓƵAT considered three appeals by the applicant.

The Ä¢¹½ÊÓƵAT found that the impugned Order was an interlocutory order and was obviously beyond the competence of the Ä¢¹½ÊÓƵAT.

The Ä¢¹½ÊÓƵAT held that the applicant had not submitted documents to prove being a United Nations staff member and that he had no legal standing before the Ä¢¹½ÊÓƵDT. The Ä¢¹½ÊÓƵAT noted that there was no evidence of an offer of appointment having been issued to him for either post. Second, he failed to complete the pre-recruitment formalities for both posts. Third, he failed to confirm, within a reasonable time, his interest and...

The Applicant lost a significant portion of his annual leave balance because the Administration used that leave to address the period of unlawful separation. This ongoing injury is of sufficient collateral consequence to preclude mootness despite the partial reversal of the direct effects of the contested decision. Thus, even if the Applicant was reinstated, there remained a live controversy between the parties and as such, the application is not moot.

The contested decision in the case at hand is the non-renewal decision. There is no separate litigation of the decision to charge absence to...

The Ä¢¹½ÊÓƵAT dismissed Mr. Neupane's contention that the Ä¢¹½ÊÓƵDT erred when it found that he was contesting the reassignment decision when in fact he was contesting the lack of his Field Central Review Board clearance and roster membership for the reassigned post. The application was quite unclear, and focused mainly on the question of regularity of the reassignment decision which was in line with Mr. Neupane¡¯s request for management evaluation challenging directly and clearly his reassignment. The issue of rostering was raised only as an argument to prove the alleged procedural irregularity of Mr...

It is within the discretion of the Applicant¡¯s SRO to make comments on her performance. ¡°[M]aking comments in an ePAS about the need for a staff member to improve performance in certain core values and competencies is an important tool for the managers to carry out their functions in the interest of the Organization and, hence, their willingness to do so need to be supported and boosted¡±. It represents a legitimate exercise of administrative hierarchy evaluating employees.

The comments in question do not detract from the overall satisfactory performance appraisal. They are constructive...

The Respondent failed to secure the attendance of two victims at the remanded hearing. Four witnesses testified before the Tribunal, including only one victim. None of their testimonies corroborates the charges as laid. On the contrary, they are exculpatory in so far as all three witnesses testify that they did not see the Applicant doing anything improper at the event in question. Accordingly, there is no effective response to the concerns that formed the basis for the Appeals Tribunals¡¯ decision to remand the case for a fresh hearing.

Neither the allegations memorandum nor the sanction...

Mr. Bwalya appealed.

The Ä¢¹½ÊÓƵAT found that Mr. Bwalya had not demonstrated that the Ä¢¹½ÊÓƵDT erred in finding that it had been established by clear and convincing evidence that he had committed misconduct by instructing a Ä¢¹½ÊÓƵDP staff member to forge a backdated Memorandum of Understanding between the Ethiopian Ministry of Agriculture and the private firm Digata and to make a misrepresentation in a second document, intentionally acting to avoid or deviate from Ä¢¹½ÊÓƵDP¡¯s Financial Regulations, Rules and Procedures through the creation of these documents, and demonstrating favouritism in the award of a...

Ms. Larriera filed an appeal.

Ä¢¹½ÊÓƵAT first examined whether Ms. Larriera was entitled to file a claim under Appendix D. Ä¢¹½ÊÓƵAT found that ¨C unlike the Pension case - for the purpose of the Staff Regulations and Rules, the law of Brazil, Mr. M¡¯s national state, was to be the law determining his marital or domestic partnership status as at the date of his death for Appendix D purposes. That status, as determined subsequently by a Brazilian court of competent jurisdiction, was that Mr. M and Ms. Larriera were, as at the date of his death (and despite his still extant French marriage to Ms. M) in...