Ä¢¹½ÊÓƵ

Ä¢¹½ÊÓƵAT held the staff member¡¯s appeal of the Ä¢¹½ÊÓƵDT Judgment was defective as it failed to identify any of the five grounds of appeal set out in Article 2.1 of the Ä¢¹½ÊÓƵAT Statute. Ä¢¹½ÊÓƵAT ruled that the appellant had failed to explain why the dismissal of his application by the Ä¢¹½ÊÓƵDT was erroneous. Additionally, Ä¢¹½ÊÓƵAT also held that it found no error in the practice of the Ä¢¹½ÊÓƵDT to dismiss an application for want of prosecution when there is sufficient reason to assume that the applicant is no longer interested in the litigation, based on Article 19 (Case management) and Article 36 (Procedural matters not...

Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵRWA DT erred in law or in failing to take into account in that calculation the probable length of Mr Dabbour¡¯s tenure in that role which was known to have been of a fixed duration of three years. Ä¢¹½ÊÓƵAT held that, although the Ä¢¹½ÊÓƵRWA DT in Mr Dabbour¡¯s case had recorded its conclusions on some of these considerations, it did not do so at all in respect of others making it difficult, if not impossible, to ascertain objectively how it reached the apparently modest figure of compensation in lieu of recission of USD 1,000. Ä¢¹½ÊÓƵAT held that there was nothing to indicate why Ä¢¹½ÊÓƵRWA DT did...

Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT erred in law in stating that it had no jurisdiction as Mr Kebede¡¯s claim concerned the internal affairs of the staff union, and therefore, an area protected from employer interference. Ä¢¹½ÊÓƵAT held, however, that error was without consequence because Mr Kebede¡¯s claim for compensation was otherwise time-barred per Staff Rule 3.17(ii). Ä¢¹½ÊÓƵDT also erred in finding that Mr Kebede¡¯s application for a transfer was not receivable for lack of jurisdiction.

Ä¢¹½ÊÓƵAT found no fault with the Ä¢¹½ÊÓƵDT¡¯s reasoning that the letter of 24 November 2017 was unambiguous and unconditional about the separation of Ms Patkar upon the expiration of her appointment and agreed that the letter conveyed the final decision of the Administration not to renew her appointment. Ä¢¹½ÊÓƵAT held that the letter produced a direct adverse consequence which was not contingent upon the possibility of Ms Patkar¡¯s selection for any other position. Nor did the relevant provision in the letter that the non-renewal decision would cease to be applicable if Ms Patkar should be selected for...

Ä¢¹½ÊÓƵAT agreed that the Secretary-General has implied discretion to revoke benefits if a staff member does not satisfactorily furnish evidence of continued eligibility of existing entitlements, which may arise because of a change in circumstances. Ä¢¹½ÊÓƵAT also found that Ä¢¹½ÊÓƵDT did not err when it held that the legal frameworks for the two benefit systems are different and that the decisions made under the two legal regimes need not be consistent. Article 33 of the Ä¢¹½ÊÓƵSPF Regulations does not require proof of a loss of earning capacity and the requirement of ¡°incapacitation¡± is a purely medical...

Ä¢¹½ÊÓƵAT granted the application for correction. The Tribunal stated that the misidentification of the superior was an accidental error and was factually incorrect. The Tribunal, however, added that this error had little or no bearing on the outcome of the case. Regarding the request for further explanation on the Judgment, Ä¢¹½ÊÓƵAT dismissed the request finding that the Judgment is comprehensible and that this was a mere attempt by the staff member to criticize the Judgment.

Ä¢¹½ÊÓƵAT dismissed the Secretary-General¡¯s appeal and granted the staff member¡¯s cross-appeal, in part. Ä¢¹½ÊÓƵAT found that the Ä¢¹½ÊÓƵDT properly took into account several facts that were relevant in determining whether there had been sexual exploitation and abuse of vulnerability or trust. The Tribunal reasoned the burden on the Administration was to show on clear and convincing evidence that the staff member¡¯s conduct fell in one of the following five categories: (i) he abused a position of vulnerability for sexual purposes; (ii) he abused a position of differential power for sexual purposes; (iii) he...

The staff member filed an appeal to Ä¢¹½ÊÓƵAT arguing that she did not only challenge the withholding of her salary increment, but she also challenged the reasons behind the administrative decision. She claimed the JAB did not review whether there were improper motives behind the administrative decision. Ä¢¹½ÊÓƵAT dismissed the appeal, finding that the claims relating to the salary increment were indisputably moot. She obtained the relief she had originally sought, and accordingly her appeal no longer presented an existing or live controversy. Ä¢¹½ÊÓƵAT explained that any judicial examination of the reasons...

Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT correctly concluded that Mr Russo-Got¡¯s application against the abolition of his post was not receivable, as he had failed to make a request for management evaluation within time. Ä¢¹½ÊÓƵAT held that Ä¢¹½ÊÓƵDT also correctly dismissed his application against the non-renewal of his FTA because he had received notice of the date of the non-renewal, there was no express promise to renew, and Ä¢¹½ÊÓƵOPS was not obliged to find him an alternative post.

Ä¢¹½ÊÓƵDT correctly found that Ms Mokrova¡¯s application was not receivable ratione materiae because she filed a request for management evaluation beyond the 60 days of the notification of the contested decision by the Under-Secretary-General for DSS.