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The Ä¢¹½ÊÓƵAT noted that the Ä¢¹½ÊÓƵDT had not erred when it established that the staff member had improperly used his employer-issued laptop to access sexually-explicit websites and engaged in multiple instances of unauthorized outside activities. The Ä¢¹½ÊÓƵAT held that he had not obtained approval to continue being the majority shareholder and director of a company.

The Ä¢¹½ÊÓƵAT was of the view that the Ä¢¹½ÊÓƵDT had not erred when it found that the staff member¡¯s activity constituted misconduct. The Ä¢¹½ÊÓƵAT found that his contributions to the overall running of the business were material. The Ä¢¹½ÊÓƵAT agreed with the...

The Appeals Tribunal concluded that the Ä¢¹½ÊÓƵDT did not err in finding that the Administration had established that AAR had unlawfully disclosed confidential information and had unlawfully failed to disclose a conflict of interest and recuse himself.

The Appeals Tribunal was also satisfied that the administrative measure imposed on AAR was proportionate to his misconduct, and that the Ä¢¹½ÊÓƵDT did not commit any error in awarding moral damages for the harm AAR incurred due to the undue delay in completing the disciplinary process.

The Appeals Tribunal therefore dismissed the appeals.

The Applicant was under the obligation to act with a minimum level of probity, impartiality, fairness, honesty and truthfulness as required by the established facts (staff regulation 1.2(b)). Also, if it is found that an actual or possible conflict of interest arose out of these facts, the Applicant was obliged to disclose this conflict to his head of office in order to allow Ä¢¹½ÊÓƵVMC to mitigate its impact and resolve it in accordance with its own best interests (staff regulation 1.2(m)). Finally, if the Applicant¡¯s involvement in a matter could result in an actual or potential conflict of...

Under the definition of fraud, the Tribunal observed that the question of the Applicant¡¯s own benefit is not a required element to establish a finding of fraud. Rather, if found that by a misrepresentation, she intentionally deceived the 2017 and 2018 Staff Days and this actually or potentially caused prejudice to the 2017 and 2018 Staff Days, this is adequate.

The Tribunal found that, in the given circumstances, the Administration acted within the scope of its authority when finding that the Applicant had committed fraud. Accordingly, as per Asghar: (a) the Applicant misrepresented the...

With respect to the Secretary-General's appeal of the Ä¢¹½ÊÓƵDT finding that misconduct under Count 2 was not established, the Ä¢¹½ÊÓƵAT held that the Ä¢¹½ÊÓƵDT did not err in fact, resulting in a manifestly unreasonable decision. Messages sent by the staff member to his neighbour were suggestions and statements to a person who was not a witness at the time. The staff member was not under and did not suspect he would likely be under an investigation at the time he sent the messages. The neighbour found them appropriate and did not feel ¡°influenced¡± by them.

The Ä¢¹½ÊÓƵAT also denied the Secretary-General¡¯s...

The Ä¢¹½ÊÓƵAT dismissed the appeal. The Ä¢¹½ÊÓƵAT held that the Ä¢¹½ÊÓƵDT did not err in finding that Mr. Reiterer had committed the alleged misconduct. The Ä¢¹½ÊÓƵAT agreed with the finding of the Ä¢¹½ÊÓƵDT that the established facts amounted to misconduct on the part of Mr. Reiterer, namely that he violated ST/SGB/2008/5 concerning count one and ST/AI/2013/4 concerning count two. The Ä¢¹½ÊÓƵAT further found that given the nature and the specific facts surrounding Mr. Reiterer¡¯s misconduct, the sanction of demotion by one grade with deferment, for one year, of eligibility for consideration for promotion, was not...

The Tribunal found that there was ample justification for the decision maker¡¯s plausible conclusion that the Applicant breached his obligation to disclose an actual, or possible, conflict of interest. Although only evidence on a balance of probabilities was required, the evidence presented surpassed that standard and was clear and convincing.

The fact or possibility of such personal interest could impact negatively on the perception of integrity, independence and impartiality required of the Applicant as an international civil servant. The Applicant had a duty was to disclose the actual or...

Whether the facts on which the disciplinary measure was based have been established In determining whether the standard of proof has been met, the Tribunal ¡°is not allowed to investigate facts on which the disciplinary sanction has not been based and may not substitute its own judgment for that of the Secretary General¡±. Thus, it will ¡°only examine whether there is sufficient evidence for the facts on which the disciplinary sanction was based¡± (see Nadasan 2019-Ä¢¹½ÊÓƵAT-918, para. 40). As such, the Tribunal considers to be irrelevant the Applicant¡¯s submission that the facts on which the...

Ä¢¹½ÊÓƵAT rejected Mr. Valme¡¯s claim that the allegation of sexual exploitation and abuse had not been established against him, on grounds that any consideration about the complaint of sexual abuse was beyond the scope of the case, because his application concerned other prohibited conduct that came to light during the investigation. Ä¢¹½ÊÓƵAT found no merit in Mr. Valme¡¯s contention that the Ä¢¹½ÊÓƵDT failed to consider the totality of the evidence and referred to it in a selective way, thereby displaying bias. Ä¢¹½ÊÓƵAT found that it was inherent to the principle of judicial persuasion that courts and...

The Tribunal found that, as Country Director, in instructing the most junior staff member within the chain of command in the procurement process, to forge a document and by acting on that document through his endorsement and approval of the Formal Request which was misrepresented, the Applicant breached the Organization's cited rules and regulations. Additionally he violated paragraph 24(e) of the Ä¢¹½ÊÓƵDP Legal Framework, Section 3 of the Ä¢¹½ÊÓƵDP Policy on Fraud and other Corrupt Practices applicable at the time (Ä¢¹½ÊÓƵDP Anti-Fraud Policy) and Ä¢¹½ÊÓƵDP¡¯s Guidelines and Procedures on National Implementation...