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The Tribunal found that the acts complained of amounted to misconduct under Staff Regulation 1.2 and Staff Rule 301.3(d) as conduct unbecoming of an international civil servant and as sexual harassment in connection with work. A written censure was a lenient sanction in the circumstances. Sexual harassment in connection with work, as prohibited by Staff Rule 301.3(d), includes a situation where outside the workplace a staff member perpetrated an act of sexual harassment upon another staff member.

Summary Judgment The Tribunal noted that Summary Judgment can only be entered in a case where the material facts are not in dispute and a party to case is entitled to judgment as a matter of law. Further that for a party to seek Summary Judgment, it has to be on the merits of the case and such a party should have pleaded facts in relation to the case. The Respondent had not pleaded any material facts and had also not joined issues with the Applicant on the merits of the case. Receivability In determining the receivability of the Application, the Tribunal addressed the Applicant¡¯s access to...

A respondent who neglects to take part in the proceedings by not filing a reply within 30 days of receipt of the application may be readmitted by leave of the Tribunal only. The respondent in such a case is solely and effectively excluded by his own negligence to file a reply in time. He is not excluded by the Tribunal but by the operation of law. By his preposterous claim that the Registrar and the Judge owed him a duty to remind him of his obligations to his client, the Respondent¡¯s Counsel, sought, in the Tribunal¡¯s view, to provide an excuse for his own incompetence and lack of diligence...

The Tribunal did not find any evidence of sexual exploitation and abuse as defined by the SGB. The Tribunal considered the definition of pornography and on viewing the images concluded that they were obscene, hardcore pornography. In view of the Applicant¡¯s admissions and the quantity of materials on his official computer, the misconduct charge in that respect was well founded. The Applicant¡¯s submission that the evidence was fruit of the poison tree and therefore inadmissible was rejected on the basis that the illegally obtained evidence (a CD) merely triggered the investigation but did not...

The Ä¢¹½ÊÓƵDT found that the Panel on Discrimination and other Grievances, which was the body mandated to investigate the Applicant¡¯s complaint, failed to act expeditiously in bringing the Applicant¡¯s case to conclusion, finish its investigation, and issue its final report, as required by ST/AI/308/Rev.1. The Ä¢¹½ÊÓƵDT found that the Organization failed to properly address the Applicant¡¯s complaint of harassment and discrimination and was thus in breach of the Applicant¡¯s contract. The Ä¢¹½ÊÓƵDT found that the Applicant did not prove that any actual economic loss warranting compensation was caused to him...

The Tribunal found that the Applicant¡¯s rights to defence had been breached during the disciplinary procedure because the investigation report and all its attachments had not been shared with him. It concluded however that such a procedural flaw did not affect the established facts, since the Applicant had admitted to them, and did not warrant the rescission of the contested decision, since the established facts amounted to misconduct. The Tribunal nevertheless rescinded the summary dismissal on the ground that it was disproportionate to the established facts. It ordered: (i) the reinstatement...

The Tribunal examined whether the compensation granted to her by the Respondent was adequate to provide reparation for the damage she suffered as a result of the irregularities committed. The Tribunal found that none of her allegations was proven. It considered that the Applicant did not suffer any material damage as a result of the contested decision and that the compensation already given to her was sufficient to repair any moral damage. Selection procedure: It is for the Administration to determine the suitability of each candidate and the Tribunal should not substitute its judgment to that...

The process leading up to the termination decision. A human resources office, such as OHR, has the obligation to ensure that its administrative decisions are taken on a proper factual basis and, if necessary, make the necessary enquiries to ensure this to protect the affected staff member¡¯s rights. OHR failed to inform the Applicant and the relevant medical advisors about the consequences of her being declared disabled by Ä¢¹½ÊÓƵSPC and about her possible alternatives. OHR also failed to delay the examination of the Applicant¡¯s case by Ä¢¹½ÊÓƵSPC. All these circumstances breached the Applicant¡¯s rights...

The Tribunal observes that the Applicant¡¯s claims concerning the decision to take into consideration events post-dating 31 March 2010 and the decision not to allow him to rebut his performance appraisal became moot and it considers that he failed to show that he was still suffering any injury because of these reversed decisions. It further notes that the rebuttal process is still pending and it therefore rejects as premature the Applicant¡¯s claims concerning the decision to apply ST/AI/2002/3 and the decision to carry out a single appraisal. It also rejects his claims of bad faith, abuse of...

The Ä¢¹½ÊÓƵDT found that the Applicant failed to satisfy the requirements of irreparable damage and particular urgency. The application for suspension of action was rejected.