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The staff member appealed to Ä¢¹½ÊÓƵAT arguing inter alia that there was no clear and convincing evidence in the record showing that he was aware that he was the subject of an investigation at the time he applied to the Ä¢¹½ÊÓƵICEF job. Ä¢¹½ÊÓƵAT determined that the letter from the IOM Legal Counsel (an authorized representative of an agency within the United Nations System) enjoyed the status of an ¡°official act¡± and as such carried with it ¡°the presumption of regularity¡±. The Tribunal found that once this evidence had been adduced, it was incumbent upon the staff member to rebut it, which he failed to do...

It was a reasonable exercise of the Commissioner-General¡¯s discretion to determine that intentionally abusing a position of power and trust against a beneficiary of Ä¢¹½ÊÓƵRWA in a vulnerable situation rendered Mr. Al Khatib unfit for further service with the Agency, and separation from service without termination indemnity was neither unfair nor disproportionate to the seriousness of the offence.

The impugned Ä¢¹½ÊÓƵRWA DT Order clearly comes within its competence to issue appropriate case management orders. It did not exceed its competence or jurisdiction in issuing Order No. 123, and Mr. Zaqqout is not prevented from attacking the interlocutory order later if he appeals the final judgment of the Ä¢¹½ÊÓƵRWA DT on the merits.

Ä¢¹½ÊÓƵDT ordered the applicant to show cause why his appeal against dismissal should not be struck out on the ground that it had no reasonable prospect of success. The applicant failed to respond. Ä¢¹½ÊÓƵDT found that the order to show cause was properly served on the applicant and that SIU¡¯s investigation produced clear evidence establishing the facts supporting the charges. Ä¢¹½ÊÓƵDT further found that there was no procedural irregularity, improper motive, or abuse of power, and that the sanction of summary dismissal was a fair and proportionate response. Outcome: The application was struck out in its...

The applicant was given the opportunity of providing arguments and submissions which may tend to show that he had an arguable case. He has failed to do so. There was ample evidence before the Secretary-General to support a finding of serious misconduct. The internal disciplinary investigations complied with the principles of natural justice. There were no procedural irregularities in the investigation and the sanction of summarily dismissal was proportionate to the misconduct.

The P-11 clearly states that any misrepresentation or material omission made on a P-11 or other document requested by the Organization renders a staff member of the United Nations liable to termination or dismissal. The Applicant deliberately submitted a P-11 misrepresenting his educational background and submitted a certificate which he knew to be forged. Therefore, Ä¢¹½ÊÓƵHCR decision to summarily dismiss the Applicant was well-founded.

When the Applicant filled his PT8 form, he claimed daily subsistence allowance (DSA) for the period he would spend in Geneva for training purposes when he was fully aware that he was proceeding there to meet with an NGO or to have consultations with colleagues at HQ. As the purpose of his travel had changed he used funds earmarked for training for a different purpose without obtaining prior written authorisation. There was a note on his PT8 form that during January, the Applicant was on leave but this was not sufficient to absolve him. He received DSA for the period he was away from the...

The Tribunal¡¯s findings were that the Respondent had sufficiently substantiated his allegations against the Applicant. It also found that due process had been afforded to the Applicant. Given that the Applicant failed to abide by staff regulation 1.2 (b) and former staff rule 110.1, the Tribunal concluded that the decision to summarily dismiss the Applicant was proportionate to the nature of the charges.

In view of the evidence available and the Applicant¡¯s refusal to disclose evidence that could exonerate her and that she alone could have produced, the Tribunal considered that the facts on which the disciplinary measure was based had been established. Section 20 of the Convention of the privileges and immunities of the United Nations provides that privileges such as VAT exemption are granted to staff members in the interests of the United Nations and not for the personal benefit of the individuals themselves. Section 21 further provides that the United Nations shall cooperate at all times...

The Respondent having conceded that his summary dismissal of the Applicant was a flawed decision, the only issue before the Tribunal was the matter of compensation and other entitlements due to the Applicant. The payment of a sum equivalent to two years net base salary to the Applicant in the circumstances was sufficient compensation for non-reinstatement. The Tribunal rejected the relief sought for an international posting in lieu of reinstatement or the payment of the equivalent of twenty-one years salary. The payment of a sum equivalent to six months salary to the Applicant was sufficient...