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Section 3.2 of ST/SGB/2008/5 imposes a ¡°duty¡± on the Administration ¡°to take all appropriate measures¡± with a view to ¡°promot[ing] a harmonious work environment, free of intimidation, hostility, offence and any form of prohibited conduct¡±, but very limited statutory guidance is otherwise provided in the provision on what such measures could be in practice. The only example, at least as relevant to the present case, appears to be that ¡°complaints of prohibited conduct are promptly addressed in a fair and impartial manner¡±. A search of the Appeals Tribunal¡¯s jurisprudence reveals that the...

The reason given to the Applicant for the impugned decision, namely, the organizational restructuring at Ä¢¹½ÊÓƵFPA, is supported by the facts. Evidence shows that Ä¢¹½ÊÓƵFPA suffered the significant financial shortfalls, and Ä¢¹½ÊÓƵFPA, facing such a precarious financial situation, undertook the genuine organizational restructuring which resulted in the abolition of the Applicant¡¯s post and the termination of her appointment. While the Applicant claims improper motives, the Tribunal finds that she presented no supporting evidence and thus did not meet the burden of proof in this regard. The Organization¡¯s...

The Applicant did not mention a relevant experience in his personal history profile. Although the Applicant disagreed with the hiring manager¡¯s evaluation of the relevance of his experience, he failed to establish that the hiring manager¡¯s assessment was unreasonable. The hiring manager did not introduce additional criteria to evaluate the job candidates. The minimum work experience requirements for the position were not an unlawful deviation from the generic job profile for the position or unduly restrictive. The hiring manager¡¯s decision to not administer a written test was within his...

The Applicant did not respond to a case management order. She was therefore no longer interested in the pursuit and outcome of the proceedings which were deemed to have been abandoned. The matter was dismissed for want of prosecution.

The Applicant did not seek management evaluation until several years after he was excluded from the lists of staff eligible for the conversion of their appointment. There is no doubt, therefore, that the Applicant did not challenge the implied decision in a timely manner.

Based on these very general principles, and in the lack of any further instruction or guidance¡ªat least, as relevant to the present case¡ªthe Tribunal sets out the following basic minimum standards that must apply when administering a written test: a)Generally, while the Administration enjoys a broad discretion on how to administer a written test, it must nevertheless do so in a reasonable, just and transparent manner otherwise, a job candidacy would not receive full and fair consideration. b)As also stated in the Manual, any assessment must be undertaken on the basis of a ¡°prescribed...

The application was filed too late and is not receivable ratione temporis in accordance with art. 8.1(d)(i)(a) of the Dispute Tribunal¡¯s Statute.

No submission or further correspondence was received by the Registry from the Applicant. The Tribunal, therefore, can only conclude that the Applicant was no longer interested in the pursuit and outcome of these legal proceedings, which was therefore deemed to have been abandoned, and this matter therefore stood to be dismissed for want of prosecution.

An inordinate delay in the rebuttal process of an appraisal may be a receivable ground for contesting an administrative decision, but is not an administrative decision, unless the Applicant demonstrates that it had, by itself, a direct and negative impact on a staff member¡¯s conditions of service. Thus, the Applicant needed to show that the delay in conducting the rebuttal process on her rating ¡°partially meets performance expectations¡±, by itself, had a direct and negative impact on her conditions of service. In this regard, the Applicant claimed that this delay negatively affected her...

Regarding the Applicant¡¯s challenge to the decision not to return her to the post she previously encumbered, since the Applicant was transferred to another Organization, she no longer has any contractual relationship, and therefore any lien to a post, with the United Nations Secretariat from the date of the transfer. The only remedy that the Applicant seeks is the return to the post she previously encumbered or assignment to a suitable vacant position in New York, and the Tribunal cannot order such remedy due to the cessation of the Applicant¡¯s contractual relationship with the United Nations...

The fact that the Applicant was a staff member of Ä¢¹½ÊÓƵOPS when he applied for these contractor positions is not relevant to appreciate the receivability of the Applicant¡¯s claims since, in the four instant cases, he contests four decisions not to select him on non-staff positions.

The application is not receivable ratione temporis as it was filed after the statutory time limit under art. 8.1 of its Statute expired.

Under the revised Appendix D, a claimant wishing to contest a decision based upon a medical determination shall submit a request for reconsideration of the medical determination by a technical body. On the other hand, a claimant wishing to contest a decision based on considerations other than a medical determination shall submit a written request for management evaluation. The revised Appendix D makes either a reconsideration process under art. 5.1 or a management evaluation process mandatory. In other words, a claimant needs to request either a reconsideration of medical determinations or a...

The Tribunal granted the application is part and awarded the Applicant USD4,000 in compensation for procedural violations.