Ä¢¹½ÊÓƵ

The Ä¢¹½ÊÓƵAT found that in the absence of an express mandate in the legal framework that a continuing appointment can be extended or a staff member be re-instated for the purpose of utilizing sick leave, Mr. Iacovino¡¯s entitlement to sick leave ceased on the date specified in his termination letter, 31 December 2023. The Ä¢¹½ÊÓƵAT recognized that pursuant to ST/AI/2005/3, staff on fixed-term appointments may be granted an extension to utilize an entitlement to sick leave, but there is no analogous rule applicable to staff serving on a continuing appointment, much less to staff whose appointments have...

Receivability

After considering the evidence on record, the Tribunal found that the challenge to the decision to abolish the Applicant¡¯s post and terminate his continuing appointment was not receivable. It held that the only matter before it was the decision not to extend the Applicant¡¯s employment to cover his sick leave, but instead to terminate his appointment and separate him while he was on certified sick leave.

Merits

First, the Tribunal assessed whether the Applicant was on certified sick leave at the time of his separation on 31 December 2023.

Although sick leave was not formally recorded...

The Ä¢¹½ÊÓƵAT held that the staff member¡¯s claims of fraudulent manipulation of his electronic leave records failed for want of proof.

The Ä¢¹½ÊÓƵAT further held that the Ä¢¹½ÊÓƵDT erred by leaving crucial factual issues unresolved, which made it impossible to determine the appeal fully. The Ä¢¹½ÊÓƵAT found that the tables summarizing the staff member¡¯s sick leave records were not hearsay but qualified as business records entitled to a presumption of accuracy unless rebutted. However, the Ä¢¹½ÊÓƵAT was not satisfied that these records were accurate and noted unresolved inconsistencies. Accordingly, the Ä¢¹½ÊÓƵAT further...

The Ä¢¹½ÊÓƵAT held that the JAB made considerable internal changes in its law to satisfy the requirements of Article 2(10) of the Appeals Tribunal Statute. It found that the JAB no longer provided only advice or mere recommendations to the ISA Secretary-General, but rather final decisions and, therefore, was a neutral first instance process.

The Ä¢¹½ÊÓƵAT found that the plain reading of the facts left no doubt that: i) at the time when the contested decision was taken, there was no willingness of abandonment of post by the Appellant; ii) despite his poor mental health condition that was medically...

AAF appealed.

The Ä¢¹½ÊÓƵAT agreed with the Ä¢¹½ÊÓƵDT that the Secretary-General had not committed any procedural errors which would have render the contested decision unlawful.

The Ä¢¹½ÊÓƵAT held that the shortcomings under Section 2.2 of ST/SGB/2019/3 could only be regarded as substantial procedural irregularities (rendering the refusal to implement flexible working arrangements unlawful) if the lack of providing such reasoning had impacted the staff member¡¯s due process rights, namely his or her possibility of challenging the administrative decision before the Ä¢¹½ÊÓƵDT. As the Secretary-General had...

The Ä¢¹½ÊÓƵAT concluded that as a long-serving member of the Secretariat, Mr. Guenfoudi was aware of the required standards of performance for his function as a Verbatim Translator. The Ä¢¹½ÊÓƵAT also held that he had been given a fair opportunity to address his performance shortcomings, but he refused to participate in the two performance improvement plans. The Ä¢¹½ÊÓƵAT found that the Organization¡¯s legal framework was clear that termination was a foreseeable action following two consecutive years of substandard performance ratings. The Ä¢¹½ÊÓƵAT also found that Mr. Guenfoudi¡¯s allegations that his...

Ms. Coleman appealed. Ä¢¹½ÊÓƵAT dismissed the appeal and affirmed the Ä¢¹½ÊÓƵDT Judgment. Ä¢¹½ÊÓƵAT noted that in reaching its conclusion that it was reasonable for the Administration to decide that it was not in the interest of the Organization to keep Ms. Coleman on pay status whilst not performing work until the expiry of her fixed-term appointment, the Ä¢¹½ÊÓƵDT considered, inter alia, that: i) she had placed herself in a situation in which she could no longer perform her duties in Pakistan; ii) she had rejected the temporary assignment offered to her in South Soudan; and iii) she was not interested in...

Ä¢¹½ÊÓƵAT agreed with the Ä¢¹½ÊÓƵDT that the factual circumstances surrounding the staff member¡¯s transition from the temporary appointment to the FTA demonstrate that she was ¡°re-employed¡± on 1 February 2016. The Organization did not treat her as being continuously employed and it proceeded with an actual separation from service and dealt with the effects that this entails, such as payment of her accrued annual leave while serving on the temporary appointment. The Tribunal further noted that the staff member was re-employed, and not reinstated. The Tribunal remarks that because the temporary...

Ä¢¹½ÊÓƵAT considered an appeal by the Secretary-General. Ä¢¹½ÊÓƵAT noted that the appeal only addressed the award of material damages. Ä¢¹½ÊÓƵAT held that the staff member was entitled to one year¡¯s gross base salary apart from sick leave for the period of his certified illness. Ä¢¹½ÊÓƵAT held that the award of twelve months¡¯ gross base salary for material damages as a result of the non-renewal was not disproportionate, taking into account his service from 2003 to 2011. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT had thoroughly examined the governing principles in awarding damages and followed the jurisprudence of Ä¢¹½ÊÓƵAT. Ä¢¹½ÊÓƵAT dismissed...

The Ä¢¹½ÊÓƵRWA Commissioner-General appealed. Ä¢¹½ÊÓƵAT held that the decisions not to grant Mr Abu Lehia sick leave for the specific time periods (28 March to 3 April 2016, 4 April to 17 May 2016, and 18 May 2016 to 7 June 2016) were not reasonable, given the specific factual circumstances of the case at hand and that these decisions were not a valid exercise of the Agency¡¯s discretion. Ä¢¹½ÊÓƵAT affirmed Ä¢¹½ÊÓƵRWA DT¡¯s findings and conclusions about illegality. Ä¢¹½ÊÓƵAT held that the Commissioner-General failed to demonstrate any error in the Ä¢¹½ÊÓƵRWA DT¡¯s finding that the Agency¡¯s decision not to grant Mr Abu Lehia...