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The Tribunal found that neither JA nor TA were refugees, or beneficiaries of Ä¢¹½ÊÓƵHCR assistance or fell within the prohibitions stipulated in staff rule 1.2(e). The Tribunal did not agree with the Respondent that unsubstantiated and scandalous allegations made against a staff member are conclusive evidence that the staff member was responsible for the reputational damage caused thereby to the Organization. The Applicant had no control over what the media chose to report. Hence, Ä¢¹½ÊÓƵHCR basing its decision on these facts was unlawful as they were extraneous to the case at hand and irrelevant. The...

Article 13 of the applicable Appendix D requires the ABCC to make its determination ¡°on the basis of reports obtained from a qualified medical practitioner or practitioners¡±. The scope of the ABCC¡¯s discretion in exercising its powers is also not unlimited under the jurisprudence of the Appeals Tribunal (see Sanwidi as quoted above). As convincingly explained by the Applicant¡¯s psychologist, PTSD differs from many other types of diseases and illnesses because the symptoms of PTSD do not manifest themselves at the same time as the event(s) that caused it¡ªPTSD is per definition a post traumatic...

Ä¢¹½ÊÓƵDT denied the Applicant¡¯s motion in which he sought the disclosure of an extensive amount of additional documents, as it was filed after the end of the collection of evidence and after the submissions of closing statements. Ä¢¹½ÊÓƵDT held that the contested non-renewal decision was unlawful because the provided reason for it, namely lack of funding, was not based on correct facts. It was therefore not necessary for Ä¢¹½ÊÓƵDT to examine whether the decision was tainted by ulterior motives, as also argued by the Applicant. Ä¢¹½ÊÓƵDT held that the most appropriate remedy for the Applicant would be rescission...

A very basic tenet of due process in a disciplinary case is that each of the relevant facts and allegations of misconduct must be presented to the accused person in such manner that s/he can easily understand them and is thereby afforded a fair and just opportunity to defend herself/himself. If not, the Administration cannot subsequently sanction a staff member against the backdrop of any such fact and/or allegation (in line herewith, see ST/AI/2017/1 (Unsatisfactory conduct, investigations and the disciplinary process), in particular para. 8.3). Further, this is a matter of access to justice...

It is clear from ST/AI/1999/9 and the 11 February 2019 interoffice memorandum: (a) that sending a note to the Executive Office of the Secretary-General when selecting a male candidate instead of a suitable female colleague is a mandatory requirement as the verb ¡°shall¡± is used (b) that for ¡°review and discussion¡±, the relevant note to the Executive Office of the Secretary-General is to be submitted before¡ªand not after¡ªany selection decision is taken and (c) that in this note, the hiring entity is to explain and document why the ¡°recommended¡± male candidate is ¡°clearly superior¡± to any...