Â鶹APP

Settlement offer v. management evaluation: The respondent¡¯s settlement offer was clearly and unequivocally marked ¡°PRIVILEGED & CONFIDENTIAL FOR SETTLEMENT PURPOSES ONLY¡± (emphasis in the original). The indication ¡°for settlement purposes only¡± in block capitals at the top of the letter left no room for interpretation as to the purpose of the letter, which was not to respond to the applicant¡¯s request for a management evaluation. Inconsistency between article 8.1 (d) (i) of the UNDT Statute and staff rule 11.4 (a). In accordance with UNDT Statute art. 8.1, in order to be receivable, an...

In view of the evidence available and the Applicant¡¯s refusal to disclose evidence that could exonerate her and that she alone could have produced, the Tribunal considered that the facts on which the disciplinary measure was based had been established. Section 20 of the Convention of the privileges and immunities of the Â鶹APP provides that privileges such as VAT exemption are granted to staff members in the interests of the Â鶹APP and not for the personal benefit of the individuals themselves. Section 21 further provides that the Â鶹APP shall cooperate at all times...

Receivability: Although the applicant accepted the assignment, this does not mean that all decisions taken by the Administration with respect to the applicant must be deemed correct and lawful. The Organization¡¯s decision to base its calculation of the applicant¡¯s salary on her net income constitutes an administrative decision affecting her contractual right to proper remuneration and the case is therefore receivable. Salary calculation: ST/IC/2007/24 and ST/AI/2000/1 articulate that all G-level staff will be receiving an SPA to the P-2 level. Pursuant to provisional staff rule 3.10(d), the...

The Tribunal finds that none of the applicable provisions prevented the renewal of fixed-term appointments for a period of less than a year. It further finds that the alignment policy was properly issued and rejects the Applicant¡¯s allegations of improper motives and discrimination. Terminology: renewal/extension: The wording of staff rule 4.12 and 4.13 shows an undifferentiated use of the terms ¡°renewal¡± and ¡°extension¡±. Delegation of authority: A delegation of power should not be guessed at or presumed. Organizational measure: A policy which consists, for a UN Secretariat office away from...

The Tribunal finds that the restructuring constituted a valid exercise of the Respondent¡¯s discretionary authority, that the Applicant¡¯s post was not abolished as he was in fact reassigned against the same budgeted post, and that his reassignment was lawful. Definition of a ¡°post¡±: A ¡°post¡± may be defined as the financial authorization given for a job to be performed, irrespective of the fact that it may be funded through budgetary or extra budgetary sources. Discretion of the Secretary-General in the organization of work: The Secretary-General enjoys broad discretion in the organization of...

The application is not receivable as it was not submitted to the Management Evaluation Unit (¡°MEU¡±) within the sixty calendar days time limit in staff rule 11.2(c). The Tribunal notes that the Applicant¡¯s request for management evaluation was limited to requesting the payment of certain benefits as a result of the non-renewal of her contract and did not, as per the submission to the UNDT, contest the actual non-renewal of her contract.The Applicant did not contest the findings of the OAI report before the MEU prior to submitting them to the UNDT. These claims are therefore not properly before...

Organization of work and discretion of the Secretary-General: The Secretary-General has wide discretion in the organization of work. It is not for the Tribunal to substitute its own views to that of the Secretary-General on how to organize work and meet operational needs. Decisions in this sphere may be set aside only on limited grounds, for example if the competent authorities breached procedural rules, or if discretion was exercised in an arbitrary, capricious, or illegal manner.Eligibility for consideration for conversion to permanent appointment: Pursuant to provisional staff Rules13.4 (b)...

Harassment: The Tribunal held that the Applicant¡¯s actions in sending caustic emails and nude photographs of Ms. M, a MONUC staff member he had dated, to other Â鶹APP staff members at their official Â鶹APP email addresses and to their private email addresses constituted harassment within the meaning of ST/SGB/2008/5 in that the emails sought to belittle, humiliate and embarrass Ms. M and to compromise her reputation in a professional context. Proportionality of the sancton: The Tribunal held that the sanction was proportionate due to the fact that the Applicant¡¯s conduct on...