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If all candidates are treated in the same manner, there is no discrimination. The candidates for the job opening were treated equally with regard to the notice given to scheduling of interviews and taking of the written assessment. This may not have been ideal and represents poor managerial practice, but without evidence in support of any ulterior motive or how the failure to give the five working days¡¯ notice prejudiced the Applicant, the Tribunal does not find that this failure amounted to discrimination per se (see Lennard Ä¢¹½ÊÓƵDT/2014/044, at paras. 34 to 37). The definition of an ¡°assessment...

The Tribunal noted that the Applicant filed her application on the merits on 26 March 2018, namely on the same day on which she filed her two requests for management evaluation. The Tribunal recalled that according to art.8.1(d)(i)(b) of its Statute, the Tribunal is competent to hear an application that is filed within 90 calendar days of the expiry of the relevant response period for management evaluation, which in the case at hand was 45 days. Having filed the application on the same day as the two requests for management evaluation, the Tribunal found that it was not competent to hear it...

The Tribunal dismissed the application. Whereas the Applicant contended, that pursuant to ST/AI/2005/3 (Sick leave), his contract should have been extended beyond its expiry date, in order to allow him to avail himself of the right to exhaust his sick leave the Tribunal found that there was no evidence that (ST/AI/2005/3) expressly provided for its applicability to Ä¢¹½ÊÓƵOPS and that the Applicant did not show that Ä¢¹½ÊÓƵOPS accepted the applicability of the policy. Accordingly, the Tribunal held that there was no merit in the Applicant¡¯s contention that it was unlawful to separate him from service...

As a staff member on an FTA, the Applicant had no right in law to have his contract renewed. The decision to abolish the post encumbered by the Applicant was taken for legitimate business needs in that it was within the discretion of the decision makers within OCHA to conclude that the functions being performed by the Applicant at the time were part of OCHA¡¯s core mandate and that there was not the need to have a dedicated unit to carry them out. Having arrived at this decision and having regard to the need to streamline services and effect the required cost savings it was legitimate for OCHA...

The failure to re-interview the subject of an investigation to confront him/her with additional gathered evidence constitutes a breach of his/her due process rights: the contested disciplinary decision is unlawful since it was taken based on the evidence and recommendations of the SIU/Ä¢¹½ÊÓƵAMID investigation reports issued in January 2013 and December 2013, even though the SIU/Ä¢¹½ÊÓƵAMID continued the investigation and gathered additional evidence from two witnesses in January 2015 and April 2015. The new evidence was never brought to the attention of the Applicant or of the decision-maker before...

Ä¢¹½ÊÓƵAT found that Ä¢¹½ÊÓƵDT had not addressed the Appellants¡¯ request for an extension of time but had rather converted sua sponte the request into incomplete applications and summarily adjudged their applications as not receivable. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT could not have converted sua sponte the Appellants¡¯ request for more time into applications. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT had not afforded the Appellants the opportunity to file an application and had committed several procedural errors, exceeded its jurisdiction and competence, and violated the Appellants¡¯ due process rights. Ä¢¹½ÊÓƵAT vacated the Ä¢¹½ÊÓƵDT judgment and...

Receivability; The Tribunal was satisfied that the object of the application was sufficiently clear and determined that it was two-folded finding that: a)On the one hand, the Applicant challenged the deduction of 25% of his salary implementing the alimony order of a Kazakh court; and; b)On the other hand, the Applicant contested the Administration¡¯s refusal to recognize his concerned daughter (El.) as his dependent for the purpose of the United Nations¡¯ child dependency benefits.; With respect to the refusal to recognize child El. as the Applicant¡¯s dependent for the purpose of the United...

The Tribunal noted that the provisions of both the former Staff Rules and the former mobility Administrative Instruction were very clear in that staff members holding temporary appointments are not eligible to receive mobility allowance.; The Tribunal found that the period when the Applicant held temporary appointments could not count towards the requirement of five years¡¯ prior consecutive service.; The Tribunal noted that the Applicant resigned in 2014 from his appointment in the General Service category, which he had held since 1993, and later received successive temporary appointments for...

The Tribunal held that the application was not receivable ratione materiae. The Tribunal found that Ä¢¹½ÊÓƵISFA¡¯s decision of 17 April 2016 was of a general kind pursuant to the restructuring and was not a decision of individual application to the detriment of the Applicant. With regard to the Applicant¡¯s claim that the contested decision was motivated by abuse of power, ill will directed against his own interests or any other improper motive, the Tribunal held that the the Applicant had provided no arguable case to support his position.

Under sec. 3.2 of ST/SB/2008/5 and as a matter of good faith and fair dealing, by failing/omitting to review and consider an Applicant¡¯s complaint and informing him of the result, the Administration rendered an appealable administrative decision in accordance with art. 2.1 of the Ä¢¹½ÊÓƵDT Statute and the Appeals Tribunal¡¯s consistent jurisprudence. The Tribunal finds that the application is receivable.