Â鶹APP

The Tribunal¡¯s Rules of Procedure provide in art. 9 that when there is no dispute as to the material facts and a party is entitled to judgment as a matter of law, ¡°[t]he Tribunal may determine, on its own initiative, that summary judgment is appropriate¡±. The Tribunal found that the application raised a preliminary issue of receivability and determined it by way of summary judgment. The Applicant has failed to identify any specific decision taken by the Administration in respect of his alleged overtime work. He did not refer either to any request that he would have made to be compensated for...

It was not disputed that the contested decision was unlawful because the Respondent conceded that the Applicant¡¯s candidacy for promotion to the P-5 level during the 2014 Promotions Session was not given full and fair consideration. Therefore, the Tribunal limited its consideration to the issue of remedies. The Tribunal rescinded the contested decision but noted that it has no power to grant the Applicant a promotion to the P-5 level, notwithstanding the admitted flaws in the procedures that resulted in an invalid decision. The granting of a promotion falls within the discretion of the...

The Tribunal held that there is an appropriate correlation between the rating and the explanation as, in her comments, the FRO explicitly provides the factual bases for the negative performance rating. The Applicant never submitted a written statement to object against the performance rating and therefore the rating stands unchallenged. The Tribunal held that the Applicant failed to prove that UNJSPF did not act fairly, justly or transparently. The Tribunal held that it follows from the Applicant¡¯s self-appraisal that she herself indicated that she had received guidance, feedback and training...

Upon establishing an assessment panel and conducting competency-based interviews, the general rules and directives pertaining thereto must also be followed, even if the selection exercise is limited to rostered candidates. This must be particularly so where an election is made to follow such process, as in the current circumstances, pursuant to specific instructions from the USG/DM, and where the initial selection exercise appeared marred with irregularity so as to be set aside by the Administration. It goes without saying that a hiring manager and/or panel member should not be, or even be...

The Organization¡¯s failure to state fully the selection criteria in the GJO constitutes a procedural error in violation of ST/AI/2010/3. The procedural error in the recruitment process did not impact the Applicant¡¯s right to be fully and fairly considered. Her application was fully and fairly reviewed by the hiring manager and it was within the reasonable discretion of the Organization to find that the Applicant¡¯s experience fell short of the minimum criteria.

With respect to the Applicant¡¯s challenge against his non-selection for JOs 2016/038 and 2016/026, the Tribunal found that the Applicant was put on notice on 19 December 2017 that he would not be selected for either of the JOs because he had failed the technical tests. Consequently, he had 60 days from 19 December 2017 or until 17 February 2018 to submit a request for management evaluation but did not submit his request until 26 June 2018. The fact that the Applicant erroneously sought a waiver of the management evaluation deadline approximately six months after the fact from the UNIFIL Head...

The Tribunal found the application receivable because the Applicant filed a timely request for management evaluation. Additionally, the Tribunal was satisfied with the Applicant¡¯s documentation regarding technical issues with the e-Filing portal that he filed to support his claim of exceptional circumstances for filing his application late. Lastly, to the extent that the resignation of the Applicant was instigated by the Respondent or his agents, the Tribunal found that this was an administrative decision capable of being challenged. The Tribunal found that the Applicant had misrepresented his...

Even if the investigation had been completed and it has been decided not to inform the Applicant of its outcome, such decision would still need to be submitted for management evaluation. No matter what the situation is¡ªif a decision has been made on providing the Applicant information on the OIOS investigation or not¡ªthe application is not receivable.

Considering that the sanctioning decision relied heavily on the finding that the Applicant had had five times over the limit established by the SOP from 2012, the interpretation of the reading of the breathalyser remained an issue. In this respect, the Tribunal was not satisfied that the evidence was clear and convincing. The Respondent rejected an explanation offered by the Military Police officer in charge of administering blood tests that the breathalyzer had recalculated the contents of alcohol found in the exhaled breath (BrAC) to relative alcohol contents in blood (BAC) and displayed the...

The final decision to terminate the Applicant¡¯s continuing appointment has not yet been taken. In this case, the General Assembly had not endorsed abolition of the specific post encumbered by the Applicant, but, rather, one of the two which were subject to the comparative review. Retaining the Applicant in service was not foreclosed and may have been effected by either the Administration¡¯s own action or by the Tribunal¡¯s judgment, should the Applicant¡¯s case prevail on the merits. The contested decision did not have a direct impact on the applicant¡¯s terms of appointment as it merely...