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The Ä¢¹½ÊÓƵDT found that OHRM¡¯s decision not to consider (endorse) her for a temporary P-3 post in DM (Umoja) and to deny her conversion from the FS-6 level to the P-3 level was valid and lawful. The decision not to consider the applicant eligible for a temporary P-3 post was correct since she only fulfilled one of the mandatory and cumulative conditions ¨C five years of professional experience ¨C in November 2011. The Organization properly determined that the Applicant could not be converted from the FS-6 level to the P-3 level because there was no contractual relationship between the Applicant and...

The Ä¢¹½ÊÓƵDT found that the Ä¢¹½ÊÓƵON Administration had, prior to mid-2012 when the error was discovered, been miscalculating the amount of overtime and compensatory time off due to Security Officers and Drivers at Ä¢¹½ÊÓƵON. The Security Officers, as a result had received payments in excess of what was due to them. Administrative errors - As held in Boutruche, the Administration has a right and even an obligation to put an end to illegal situations as soon as it becomes aware of them, while preserving any rights acquired by staff members in good faith. Staff-management consultations - No staff-management...

The Tribunal finds that the pertinent facts and the legal issues in the present cases are on all fours as those of the ICTY cases. As both parties have accepted the ratio decidendi of the decisions by the Ä¢¹½ÊÓƵAT in the ICTY cases, the Tribunal adopts the Appeals Tribunal¡¯s findings in Malmstr?m 2013-Ä¢¹½ÊÓƵAT-357 and remands the Ä¢¹½ÊÓƵAKRT conversion exercise to the ASG/OHRM for retroactive consideration of the suitability of each applicant within 90 days of the date of publication of this judgment in accordance with the guidelines set out by the Appeals Tribunal in the matter of Malmstr?m. Taking into...

While the delay in the investigation process in this case constituted a breach of the requirements of promptness in ST/SGB/2005/8, the investigation of the Applicant¡¯s complaint of prohibited conduct was ongoing as opposed to making no progress at all. The Respondent¡¯s submission provided the Applicant with a full explanation of the reasons for the delays, which Ä¢¹½ÊÓƵDT held was a sufficient remedy in all the circumstances. Moral Damages - Not every breach will give rise to an award of moral damages as a result of a breach of the procedural due process entitlements and that other entitlement to...

If the Applicant was labouring under the belief that pursuant to the Agreement, the Respondent was giving her a guarantee of a new post or that she would be laterally transitioned, that belief was misplaced. Nothing in the Agreement or any evidence before the Tribunal suggests that the Respondent was in a position to simply ¡°give¡± the Applicant another position within Ä¢¹½ÊÓƵEP. Positions in the Organizations are not filled or presumed to be filled according to the will of managers but are subject to the Staff Rules and Regulations. The Applicant was not justified in harbouring a legitimate...

He claims that all other retirees who had been employed were granted the maximum of 125 working days under ST/AI/2003/8/Amend.2, while he was granted only 106 working days in 2013. The Chief, CTS, allegedly favored those retirees who invited him/made him gifts, while the Applicant was discriminated and retaliated, since he had reported the unethical behavior by the Chief, CTS. The Tribunal found that retirees have no ¡°right¡± to be employed for a maximum of 125 working under the terms of ST/AI/2003/8/Amend.2. The Applicant failed to provide evidence that the decision was motivated by extraneous...

The Tribunal is only competent to hear complaints filed by staff members, former staff members or persons makingclaims in the name of an incapacitated or deceased staff member under article 3 of the Statute. Noting that the Applicant had been working with Ä¢¹½ÊÓƵON as an independent contractor, the Tribunal held that he was not a staff member of Ä¢¹½ÊÓƵON and as such, he has no standing to come before the Tribunal.

Neither DSS, OHRM, the CRB nor the ASG/OHRM conducted a reasoned analysis on how the date and the gravity of the disciplinary sanction impacted on the recommendation(s) and/or the decision not to grant him a permanent appointment. The Administration failed to apply its own Guidelines requiring that a mandatory review of the date and gravity of the disciplinary measure applied to the Applicant be conducted and that any resulting decision include a reasoned explanation thereto.

ReceivabilityThe placement of a staff member on administrative leave is within the discretion of the Secretary-General. It is an administrative decision for the purposes of art. 8.1 (c) of the Statute and within the well settled meaning of an administrative action as laid down in Andronov. The Tribunal cannot assume jurisdiction to determine the validity of an administrative decision unless it has been first referred to the Management Evaluation Unit pursuant to art.11.2 of the Staff Rules. In the absence of management evaluation of the decision to place the Applicant on administrative leave...

The Tribunal found that within Ä¢¹½ÊÓƵFPA, the authority to place a staff member on SLWFP rests with the Ä¢¹½ÊÓƵFPA Executive Director, and that his authority was not duly delegated to another Ä¢¹½ÊÓƵFPA Official. In view of that, the Tribunal concluded that the decision-maker did not have the competence to take the contested decision, ordered its rescission and awarded USD1,000 to the Applicant as moral damages for the breach of her rights due to that fundamental procedural flaw. The compensation was restricted to the fact that the Applicant had stated on several occasions that while she did contest the...