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Ä¢¹½ÊÓƵAT held that the Appellant did not meet the burden of showing that the Ä¢¹½ÊÓƵDT Judgment was defective on the grounds outlined in Article 2(1) of the Ä¢¹½ÊÓƵAT Statute. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT fully and fairly considered the Appellant¡¯s allegations and there was no error of law or fact in the Ä¢¹½ÊÓƵDT Judgment. Ä¢¹½ÊÓƵAT held that there was no evidence that the Appellant¡¯s gender or status of being on maternity leave factored into the decision not to renew her contract. Ä¢¹½ÊÓƵAT held that the reasons proffered by the Administration for not renewing the Appellant¡¯s fixed-term appointment, namely the lack of funding...

Ä¢¹½ÊÓƵAT held Ä¢¹½ÊÓƵDT erred in law with regard to its finding that the second decision to renew the Appellant¡¯s fixed-term appointment superseded the first decision to renew his appointment (the challenged decision). Nevertheless, Ä¢¹½ÊÓƵAT held that this finding was not dispositive of the appeal in the Appellant¡¯s favour, as his application was not receivable on the grounds of another basis of mootness. Ä¢¹½ÊÓƵAT held that the contested decision to renew his fixed-term appointment by three months instead of two years did not constitute an appealable administrative decision for the simple reason that the...

Ä¢¹½ÊÓƵAT dismissed the appeal and upheld the Ä¢¹½ÊÓƵDT Judgment. The Tribunal explained although there is no expectancy of renewal, renewal of FTAs are ¡°normally¡± for a period of two years ¡°at a time¡±. Because of the words ¡°at a time¡±, the Tribunal cautioned that although a new FTA would supersede a previous one, it would not necessarily subsume the previous one. As such, a subsequent FTA would constitute a separate FTA. However, the Tribunal also highlighted that the applicable law in this case allowed the Administration to renew FTAs for periods less than two years. In conclusion, Ä¢¹½ÊÓƵAT held there...

Ä¢¹½ÊÓƵAT considered an application for revision of Judgment No. 2020-Ä¢¹½ÊÓƵAT-1055. Ä¢¹½ÊÓƵAT found that none of the three new facts sought to be relied on by the applicant could have changed the outcome in any decisions entered against him in the Ä¢¹½ÊÓƵRWA DT, and this test being one of four, all of which must exist for a judgment to be revised, Mr. Zaqqout¡¯s application was dismissed.

The Ä¢¹½ÊÓƵDT did not err in determining that the 11 November 2018 letter provided notification of the final administrative decision subject to appeal, since it contained the key characteristic of producing ¡°¡¯direct legal consequences¡¯ affecting a staff member¡¯s terms and conditions of appointment¡±.

Ä¢¹½ÊÓƵAT affirmed the Ä¢¹½ÊÓƵDT Judgment, finding that the staff member¡¯s FTA was not terminated but rather, it expired in its own course. The Tribunal highlighted that a termination is initiated by the Secretary-General, under Staff Rule 9.6(a), and in the instant case, the staff member was not at all terminated on 30 May 2019. Instead, his FTA continued until its expiry on 30 June 2019, and until then, he retained his full position, rights and entitlements as a staff member of the Organization. The fact that the site was closed down, and the staff member was sent home with no work to do, is not...

Ä¢¹½ÊÓƵAT first noted that neither party disagreed with the Ä¢¹½ÊÓƵDT Judgment that the contested decision was unlawful. Regarding the Secretary-General¡¯s appeal that an award in moral damages was not warranted, Ä¢¹½ÊÓƵAT disagreed with the Administration and found that the Ä¢¹½ÊÓƵDT was correct when it considered the medical certificate dated in March 2020, which gave a history of the staff member¡¯s health in 2015 (a year before the contested decision). Ä¢¹½ÊÓƵAT found it credible that the staff member suffered from a pattern of harassment, which began before the time of the contested decision (June 2016). As such, a...

Ä¢¹½ÊÓƵAT found no fault with the Ä¢¹½ÊÓƵDT¡¯s reasoning that the letter of 24 November 2017 was unambiguous and unconditional about the separation of Ms Patkar upon the expiration of her appointment and agreed that the letter conveyed the final decision of the Administration not to renew her appointment. Ä¢¹½ÊÓƵAT held that the letter produced a direct adverse consequence which was not contingent upon the possibility of Ms Patkar¡¯s selection for any other position. Nor did the relevant provision in the letter that the non-renewal decision would cease to be applicable if Ms Patkar should be selected for...

Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT correctly concluded that Mr Russo-Got¡¯s application against the abolition of his post was not receivable, as he had failed to make a request for management evaluation within time. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT also correctly dismissed his application against the non-renewal of his FTA because he had received notice of the date of the non-renewal, there was no express promise to renew, and Ä¢¹½ÊÓƵOPS was not obliged to find him an alternative post.

Ä¢¹½ÊÓƵAT agreed with Ä¢¹½ÊÓƵDT and found that the administrative decision could not be regarded as a ¡°disguised termination¡±. Ä¢¹½ÊÓƵAT held that the staff member was not separated from service on 29 May 2019, and he in fact continued to retain his full position, rights, and entitlements of a staff member until the expiry of his FTA on 30 June 2019.