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The Ä¢¹½ÊÓƵAT held that the Ä¢¹½ÊÓƵDT properly exercised its discretion in excluding the former staff member¡¯s allegations of racism within the CAF and his claim that his counsel was treated unfairly during the Ä¢¹½ÊÓƵDT hearing, as well as in denying his request to call the investigator to testify. Nevertheless, the Ä¢¹½ÊÓƵAT concluded that the Ä¢¹½ÊÓƵDT erred in finding that the facts underlying the alleged misconduct had been proven by clear and convincing evidence, particularly in its assessment of the credibility of the witnesses.

Regarding V01¡¯s allegations, the Ä¢¹½ÊÓƵAT found that the Ä¢¹½ÊÓƵDT improperly explained away...

The Ä¢¹½ÊÓƵAT held that the Ä¢¹½ÊÓƵDT correctly concluded that the former staff member committed misconduct by repeatedly violating, over more than a year and a half, the rules prohibiting his wife from staying overnight with him in the Ä¢¹½ÊÓƵMISS compound of a non-family duty station, without authorization or payment of the required accommodation fees, despite multiple warnings and a prior reprimand.

The Ä¢¹½ÊÓƵAT also confirmed that, during a counselling session, the former staff member threatened to kill his wife and any staff member to protect their marriage and his perceived right to cohabitation. It agreed...

On delegation on authority, the Respondent argued that the presumption of regularity avoids the need for proof absent a prima facie case. This argument is entirely correct. The Respondent was required to and submitted email correspondence between the ASG/OHRM and the USG/DMSPC regarding this case. In that correspondence, the ASG/OHRM attaches her recommendation to impose a disciplinary sanction on the Applicant, along with a ¡°detailed analysis in the body to the recommendation.¡± In response, the USG/DMSPC writes¡°Recommendation approved.¡± The Tribunal was therefore convinced that the contested...