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Whether the decision being contested is the one taken by OHRM to separate the Applicant from service, or the earlier decision taken by Ä¢¹½ÊÓƵSPC, or the pending decision of the ABCC, there is currently no case that is pending management evaluation. There is also no substantive application before the Tribunal in relation to which this request for interim relief could be considered. In any event, art. 10.2 of the Dispute Tribunal¡¯s Statute provides that a suspension of the implementation of the contested administrative decision may not be granted in cases of termination, which includes separation...

Reason for non-renewal of fixed-term appointment: The Organization enjoys broad discretion regarding restructuring measures, including the abolishment of posts. Non-renewal following the expiration of a fixed-term appointment can be based on the lawful abolition of a post due to reorganization activities.

For the Applicant to claim pecuniary damages arising from his being transferred, or the reprimand being withdrawn whilst he was subjected to the JDC process, he must establish that he suffered actual economic harm. The Applicant could, for instance, have done so by identifying a specific promotion which he missed out on. The Tribunal finds that the Applicant has provided limited evidence of his exclusion from consideration for other posts. The Tribunal finds that being investigated for misconduct and having been issued with an administrative reprimand is more than likely to have negatively...

Prima facie case: When the Respondent fails to respond to a submission of the Applicant and to the relevant evidence adduced by the parties, the Tribunal is left with the inference that the submission is correct.Urgency: The matter was imminent as the Applicant¡¯s contract ended in eight days from the date of the Judgment. The urgency was due to the Respondent not properly ensuring that a management evaluation would be ready before the scheduled day of separation.Irreparable harm: The harm that the Applicant contended he and his family will suffer from the non-renewal of his contract, and...

The Tribunal concluded that there was cogent evidence that extraneous factors were taken into account in the decision not to extend the Applicant¡¯s contract. The Tribunal thus held that the Applicant had sufficiently discharged his burden of proof. He showed that the actions of the Respondent¡¯s agents were unfair, improperly motivated, and wholly arbitrary.

The Ä¢¹½ÊÓƵDT found that the policy or practice had no legal basis in any of the norms of the Organization and was thus unlawful. The Tribunal ordered the rescission of the policy in relation to the Applicant and moral damages of three months¡¯ net base salary. Enforcement of an unlawful policy or practice: Reports of the Fifth Committee do not carry the same legal force as General Assembly Resolutions. The Secretary-General is also not mandated, in the absence of an express statutory provision, to incorporate into a staff member¡¯s terms of employment any policy or recommendation from a Committee...

The timely rescission of the publication of the Letter negated any potential harm or breach of the Applicant¡¯s rights that may have occurred in the present case.; The Administration took the implicit decision of not providing the Applicant with his requested remedy to the publication of the Letter.; For the Tribunal to grant the Applicant unfettered access to iSeek for the; purpose of publishing a rebuttal letter without having it reviewed by the iSeek team to make sure that it conforms with its publishing guidelines would be akin to the Tribunal ordering a potential breach of the iSeek...

The terms of settlement have been agreed between the parties, and the Applicant has confirmed that the said terms have been fully implemented and that there are no outstanding claims arising from the employment with the Respondent. In the circumstances, it is the judgment of the Tribunal that the case be closed.

The Tribunal finds that the Applicant has not identified any detrimental effects on him caused by the combination of the selection processes established or that he was; misled by the combined process.;. The Applicant did not meet one of the job requirements, therefore, he had no expectation of being selected against the posts.; In the absence of any prospect of being selected for the Posts, the Tribunal finds that the Applicant has not established that he suffered any harm from being considered along with other candidates.; Nothing on the record suggests that any of the questions that the...

The Ä¢¹½ÊÓƵDT found that, given the burden of proof on the Administration to establish by ¡°clear and convincing evidence¡± that there is no retaliation pursuant to sec. 2.2 of ST/SGB/2005/21, and given some of the unresolved questions arising from the OIOS investigation report and its annexes, any reasonable reviewer would have examined the annexes, which the Ethics Office did not. Nor did the Ethics Office sent the report back to OIOS for further investigations and/or clarification. Since the Ethics Office did neither, the Respondent was found liable for the Ethics Office¡¯s failures and/or...