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The Secretary-General appealed.

The Ä¢¹½ÊÓƵAT found that the Ä¢¹½ÊÓƵDT erred in law and fact and reached a manifestly unreasonable decision by concluding that Mr. Hossain had proved on a balance of probabilities that the administrative decision not to renew his fixed-term appointment had been motivated by improper motives and he had been discriminated against. The reasons proffered by the Administration for not renewing Mr. Hossain¡¯s fixed-term appointment, namely the abolition of his post in the context of a reorganization exercise, were valid reasons.

The Ä¢¹½ÊÓƵAT further held that contrary to what Mr...

Ä¢¹½ÊÓƵAT considered an appeal by the Secretary-General against Judgment No. Ä¢¹½ÊÓƵDT/2021/032. It also considered a cross-appeal by Ms. Hilaire-Madsen claiming that the Ä¢¹½ÊÓƵDT should have rescinded the Administration¡¯s non-renewal decision and awarded her alternative compensation as well as compensation for moral damages.

As regards the lawfulness of the non-renewal decision, Ä¢¹½ÊÓƵAT held that under the specific circumstances, at the material time of the contested non-renewal decision at the end of December 2018, from the point of view of a fair-minded objective observer, with the information available at...

Whether the Applicant was promised a renewal

The general verbal statement made by the CITO/ASG did not constitute an express promise to renew the Applicant¡¯s fixed-term appointment. It lacked the essential elements of a proper and concrete offer of renewal, such as the duration of the extension and the name of the appointee. The jurisprudence further requires a promise to renew a fixed-term appointment to be in writing.

There is no evidence of a firm commitment to renew the Applicant¡¯s fixed-term appointment. While the Applicant sought to rely on the CITO/ASG¡¯s verbal statements in March...

The Tribunal found that the Applicant had performance shortcomings as evidenced by the 2016 to 2019 ePADs and by the fact that he failed to initiate the 2020 ePAD.

The Applicant was aware or could reasonably be expected to have been aware of the required performance standards.

The Applicant was given a fair opportunity to meet the required standard and the Administration did not err by not availing him more opportunities to improve considering the totality of circumstances in this case.

The totality of circumstances supported a finding that the termination of the Applicant's appointment was...

The Ä¢¹½ÊÓƵAT denied the Appellant¡¯s request for an oral hearing. It found that it would add nothing to his case presented in writing to hear from him in person and that an oral hearing would not assist in the expeditious and fair disposition of the case.

The Ä¢¹½ÊÓƵAT held that much of the submissions advanced by the Appellant did amount to a resubmission of the case put to the Ä¢¹½ÊÓƵDT but which it did not accept.

The Ä¢¹½ÊÓƵAT found that the WSSCC structure was closed down on 31 December 2020 at the instigation of its donors and replaced by another organisation (the Sanitation and Hygiene Fund). It...

Whether the Applicant was promised a renewal

The general verbal statement made by the CITO/ASG in March 2022 could not have constituted an express promise to renew the Applicant¡¯s fixed-term appointment. It lacked the essential elements of a proper and concrete offer of renewal, such as the duration of the extension and the name of the appointee. The jurisprudence further requires a promise to renew a fixed-term appointment to be in writing (see Kellie, para. 44). Contrary to the Applicant¡¯s suggestion, the verbal statement was not sufficient to support a firm commitment or an entitlement to...

None of the documents submitted by the REspondent had the official or authoritative character of a budgetary and/or financial record to demonstrate how the Applicant¡¯s post was established and funded and¡ªby a subsequent exclusion¡ªalso showed that the post had been abolished (see, similarly, the Dispute Tribunal¡¯s non-appealed judgment in Quatrini Ä¢¹½ÊÓƵDT/2020/043). Also, nowhere in any of the documentation is it implied that the mandate of Ä¢¹½ÊÓƵ Women¡¯s office had changed in a way that would disallow the employment of a driver at 3 level of the General Service staff category (¡°G-3¡±). The Respondent...

Once approved by the General Assembly, the decision to downgrade a post is placed outside the Tribunal¡¯s jurisdiction. There can be no issue of restoring this position and the Applicant as its incumbent. The only question that could be entertained by the Tribunal is whether, in proposing the budget, the administration acted lawfully, or, as it is alleged, engaged in a conspiracy against the Applicant to mislead the General Assembly. The Tribunal found that the Secretary-General¡¯s recommendation to downgrade one of the P-4 posts was lawful. The Tribunal was satisfied that the downgrading of...

The Tribunal held that the Applicant had proven that the process of restructuring of the Programme Management Unit leading to the abolition of his post and hence the non-renewal of his contract was arbitrary, capricious, motivated by prejudice, procedurally irregular and an error in law.By its failure to follow the Regulations and Rules for the restructuring and abolition of the Finance Specialist position, the Tribunal agreed with the Applicant that he was singled out among the three international staff members, to pave way for national staff without a legitimate objective criterion, and in...

Whether there was a genuine restructuring process In the present case, there is no evidence that the restructuring exercise was not genuine. Instead, the evidence shows that there was a genuine, large-scale restructuring, and this resulted in numerous staff members and non-staff personnel being separated from service. The restructuring of WSSCC was in effect the shutting down of WSSCC and the establishment of the SHF. Moreover, the strong donor support shows that it was a genuine restructuring. As the donors have a fundamental objective to ensure that the funds they provide are appropriately...