Ä¢¹½ÊÓÆµAT Held or Ä¢¹½ÊÓÆµDT Pronouncements
The Ä¢¹½ÊÓÆµAT held that there was no error of law or fact by the Ä¢¹½ÊÓÆµDT in finding that the allegations of sexual harassment and workplace harassment were proven to the clear and convincing evidence standard. The Ä¢¹½ÊÓÆµDT had the advantage of seeing and hearing the evidence of the principal witnesses to, and relating to, the events. There was therefore ample evidence to confirm the Ä¢¹½ÊÓÆµDT¡¯s assessments of the occurrence and significance of the events. The Ä¢¹½ÊÓÆµDT was also entitled to draw the inference that AAO, rebuffed in his sexual advances by the complainant, retaliated subsequently through workplace harassment.
The Ä¢¹½ÊÓÆµAT found that there was clear justification for the former employee¡¯s severance from the Organization and there was no deprivation of his due process rights in how the Organization handled AAO¡¯s case.
The Ä¢¹½ÊÓÆµAT dismissed the appeal and affirmed the Ä¢¹½ÊÓÆµDT Judgment.
Decision Contested or Judgment/Order Appealed
AAO, a former staff member of the United Nations Office on Drugs and Crime (Ä¢¹½ÊÓÆµODC), contested his separation from service for sexual harassment and workplace harassment.
By Judgment No. Ä¢¹½ÊÓÆµDT/2024/016, the Ä¢¹½ÊÓÆµDT concluded that the Administration had demonstrated by clear and convincing evidence that AAO engaged in sexual harassment and workplace harassment and that the disciplinary measure was a proportionate response to the established conduct. The Ä¢¹½ÊÓÆµDT dismissed AAO¡¯s application.
The former staff member appealed.
Legal Principle(s)
In sexual harassment cases, while no single event may have reasonably amounted to sexual harassment, when considered together, the events may establish a subtle, deliberate and an intentional pattern of conduct which can be preparatory to a sexual encounter, which is all the more egregious when there is an imbalance of power.