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The Applicant¡¯s view of the broadcast as an implied decision refusing to re-assign him was not receivable because the refusals commenced as far back as 2014. Neither this application nor the request for management evaluation preceding it were made within the time limit for receivable challenges to these decisions. There was no administrative decision concerning negligent handling of the Applicant¡¯s medical concerns as alleged in the application. The broadcast was not a reviewable decision because the Applicant suffered no adverse results. At all times the Applicant was on paid sick leave...

The offences alleged in the instant case were of a complex nature and were framed in a manner that required several discrete facts to be established so that a sanction of separation could be justified. Each element of the allegations of misconduct the Administration found to have been established was therefore subject to review. With the account of one person to be weighed against another, the Respondent had to properly consider issues of credibility on the record. There was no indication that the Respondent considered the two possible motives. The Applicant¡¯s case was that the disciplinary...

The Tribunal found that the Applicant became aware of the contested decision on 21 February 2019. She requested management evaluation on 27 April 2019 and she was late by 5 days. Since the request for management evaluation was time-barred, the application before the Ä¢¹½ÊÓƵDT was not receivable.

Staff members are entitled to due process in relation to their complaints, not to a particular finding against another staff member or to a particular decision by the Organization towards another staff member. The Applicant¡¯s claims have all been comprehensively addressed by the Dispute Tribunal and the Appeals Tribunal, and the Applicant failed to establish a basis for which further remedies should be granted. The application is rejected in its entirety.

The Applicant¡¯s allegation that the preferred candidate was selected mainly to satisfy guidelines for gender parity and balance was not factual since the candidate was also better qualified for the post than the Applicant, based on the records of the candidates submitted in response to the job opening.

1. In relation to the Applicant¡¯s first two claims, the Tribunal recalled that Staff rule 11.2(a) requires any staff member who wishes to formally contest an administrative decision to first submit a request for management evaluation of the administrative decision alleged to be in non-compliance with his or her terms of appointment or contract of employment. In this case, the Tribunal held that the Applicant was required to request management evaluation of those two decisions, but she did not do so. Accordingly, her claims relating to decisions one and two were not receivable ratione materiae...

In relation to the Applicant¡¯s first two claims, the Tribunal recalled that staff rule 11.2(a) requires any staff member who wishes to formally contest an administrative decision to first submit a request for management evaluation of the administrative decision alleged to be in non-compliance with his or her terms of appointment or contract of employment. In this case, the Tribunal held that the Applicant was required to request management evaluation of those two decisions, but she did not do so. Accordingly, her claims relating to decisions one and two were not receivable ratione materiae. On...