Â鶹APP

Le TANU a estim¨¦ que l'administration avait fourni une analyse approfondie et d¨¦taill¨¦e des facteurs ¨¤ prendre en consid¨¦ration dans le contexte disciplinaire. Il s'agit notamment de la pratique ant¨¦rieure de l'Organisation dans des affaires comparables, de la gravit¨¦ de la faute, du caract¨¨re accidentel, n¨¦gligent, imprudent ou d¨¦lib¨¦r¨¦ de la conduite, de la question de savoir si l'agent a suivi les proc¨¦dures et s'il ¨¦tait conscient de sa conduite, de la question de savoir si, compte tenu de l'exp¨¦rience de l'agent, la faute ¨¦tait mineure, substantielle ou grave, du risque de pr¨¦judice pour...

The UNAT held that the Administration provided a thorough and detailed analysis of the factors required to be considered in the disciplinary context. This included : the past practice of the Organization in comparable matters, the seriousness of the misconduct; whether the conduct was accidental, careless, reckless, or deliberate; whether the staff member followed procedures and was self-aware of the conduct; whether, given the staff member¡¯s experience, the misconduct was minor, substantive, or severe; the risk of damage to the Organization and staff; as well as any mitigating factors.

The...

Le TANU a estim¨¦ que M. Kankwenda, qui a particip¨¦ tardivement ¨¤ la Caisse commune des pensions du personnel des Nations unies, a ¨¦pous¨¦ une autre personne, Mme M.T., en R¨¦publique d¨¦mocratique du Congo (RDC) en 1971. Ce fait, que Mme Isasi elle-m¨ºme n'a pas contest¨¦, ¨¦tait ¨¦tay¨¦ par un certificat de mariage et concordait avec les informations relatives aux dates de naissance des enfants de M. Kankwenda et ¨¤ l'identit¨¦ de leurs m¨¨res. Le TANU a soulign¨¦ que Mme Isasi avait admis que les deux certificats de mariage qu'elle avait pr¨¦sent¨¦s apr¨¨s le d¨¦c¨¨s de M. Kankwenda, cens¨¦s attester de...

The UNAT held that Mr. Kankwenda, a late participant in the UNJSPF, married another individual, Ms. M.T., in the Democratic Republic of Congo (DRC) in 1971. This fact, which Ms. Isasi herself did not contest, was supported by a marriage certificate and was consistent with the information regarding the dates of birth of Mr. Kankwenda¡¯s children and the identities of their mothers. The UNAT highlighted that Ms. Isasi admitted that the two marriage certificates she submitted after Mr. Kankwenda¡¯s death, purportedly showing their marriage on 17 January 1971, were falsified, undermining her...

Le TANU a not¨¦ que l'essence de la d¨¦cision administrative ¨¦tait que l'agent n'avait pas le droit d'encaisser des cong¨¦s annuels non utilis¨¦s provenant d'un second engagement pris dans les 12 mois suivant l'abandon d'un premier engagement apr¨¨s lequel ces cong¨¦s avaient ¨¦t¨¦ commu¨¦s.

Le TANU a observ¨¦ que la demande d'¨¦valuation de l'encadrement formul¨¦e par l'agent faisait r¨¦f¨¦rence au pr¨¦tendu "manquement persistant" de l'administration ¨¤ l'obligation d'indemniser l'agent pour le rachat de ses cong¨¦s annuels. Le TANU a estim¨¦ que cette r¨¦f¨¦rence renfor?ait la conclusion selon laquelle c...

Le TANU a not¨¦ que l'agent n'avait pas demand¨¦ la r¨¦vision de la d¨¦cision du Comit¨¦ des pensions du personnel des Nations Unies ni fait appel aupr¨¨s du Comit¨¦ permanent, mais qu'il avait plut?t d¨¦pos¨¦ une demande d'¨¦valuation de la gestion et s'¨¦tait ensuite adress¨¦ au TUND. Le TANU a estim¨¦ que, de ce fait, il n'avait pas suivi la proc¨¦dure appropri¨¦e. Le TANU a estim¨¦ qu'il n'existait pas d'autorit¨¦ pour recevoir une demande du Tribunal du contentieux administratif concernant une d¨¦cision en mati¨¨re de pension. Le TANU a conclu que le Tribunal n'avait pas commis d'erreur lorsqu'il avait jug¨¦...

Le TANU a estim¨¦ qu'un vice de proc¨¦dure s'¨¦tait produit au cours de la proc¨¦dure de recrutement en raison d'une v¨¦rification inappropri¨¦e des exigences en mati¨¨re d'¨¦ducation. Plus pr¨¦cis¨¦ment, le TANU a soulign¨¦ que le responsable du recrutement n'avait pas v¨¦rifi¨¦ si les dipl?mes des candidats portaient sur des domaines li¨¦s ¨¤ la gestion de la cha?ne d'approvisionnement, ¨¤ l'administration des affaires ou ¨¤ la gestion, et qu'il les avait tous consid¨¦r¨¦s comme admissibles au regard des exigences en mati¨¨re d'¨¦ducation. N¨¦anmoins, soulignant que l'ancien membre du personnel n'¨¦tait...

Le TANU a estim¨¦ que les termes de l'arr¨ºt contest¨¦ ¨¦taient suffisamment clairs et non ambigus pour ¨ºtre ex¨¦cutoires et que, par cons¨¦quent, la requ¨ºte de l'ancien agent n'¨¦tait pas recevable. En particulier, le TANU a constat¨¦ qu'il n'y avait aucune ambigu?t¨¦ quant ¨¤ la justesse des motifs et ¨¤ la nature de la mesure disciplinaire prise par l'administration ¨¤ l'encontre de l'ancien agent.

De m¨ºme, le TANU a estim¨¦ que le raisonnement concernant le renvoi de l'affaire au Haut Commissaire en vue d'une ¨¦ventuelle action visant ¨¤ faire respecter l'obligation de rendre des comptes ¨¦tait clair...

Le TANU a estim¨¦ que l'UNDT avait correctement appliqu¨¦ le cadre juridique r¨¦gissant la r¨¦siliation d'un engagement pour performances insatisfaisantes. Le TANU a constat¨¦ que l'agent connaissait le niveau de performance requis pour son poste et qu'il avait b¨¦n¨¦fici¨¦ d'une possibilit¨¦ ¨¦quitable de satisfaire ¨¤ ce niveau. Le TANU a observ¨¦ qu'il avait re?u la mention "r¨¦pond partiellement aux attentes" pour deux cycles de performance, et la mention "ne r¨¦pond pas aux attentes" pour le cycle de performance le plus r¨¦cent. Il avait ¨¦galement fait l'objet d'un plan d'am¨¦lioration des...

Le Tribunal d'appel a rejet¨¦ l'appel, estimant qu'il ¨¦tait ¨¦vident, ¨¤ la lecture du m¨¦moire d'appel, que M. Hammad ne soutenait pas que le tribunal de l'UNRWA avait commis une erreur de fait ou de droit. Il s'est content¨¦ de pr¨¦senter les m¨ºmes arguments que ceux qu'il avait d¨¦j¨¤ avanc¨¦s dans sa demande de r¨¦vision devant le tribunal de l'UNRWA et n'a pas d¨¦montr¨¦ en quoi le tribunal de l'UNRWA avait commis une erreur.

Le TANU a not¨¦ que l'agent avait t¨¦l¨¦travaill¨¦ depuis son pays d'origine pendant toute l'ann¨¦e universitaire. Le TANU a estim¨¦ que le versement de l'allocation pour frais d'¨¦tudes exigeait la pr¨¦sence physique de l'agent ¨¤ son lieu d'affectation officiel et que ce versement devait ¨ºtre suspendu ou ajust¨¦ pour la p¨¦riode pendant laquelle l'agent t¨¦l¨¦travaillait en dehors de son lieu d'affectation officiel.

Le TANU a estim¨¦ que l'agent ne pouvait pas invoquer un moyen de d¨¦fense selon lequel l'administration ¨¦tait emp¨ºch¨¦e de s'appuyer sur les dispositions applicables dans son interpr¨¦tation...

Le TANU a estim¨¦ que le DT de l'UNRWA avait correctement identifi¨¦ plusieurs irr¨¦gularit¨¦s de proc¨¦dure dans la d¨¦cision contest¨¦e. Conform¨¦ment au paragraphe 9 de l'instruction technique 02/2016 du D¨¦partement des services de contr?le interne (DIOS) sur la politique d'enqu¨ºte de l'UNRWA (DTI 02/2016), l'enqu¨ºte aurait d? ¨ºtre autoris¨¦e dans les 10 jours suivant le rapport du comit¨¦ d'accueil ; or, en l'esp¨¨ce, il a fallu attendre 11 mois pour obtenir l'autorisation d'enqu¨ºter. Le TANU a estim¨¦ que ce d¨¦lai ¨¦tait si excessif qu'il aurait ¨¦t¨¦ p¨¦nible pour une personne moyenne.

Analysant les...

The UNAT held that the UNRWA DT correctly identified several procedural irregularities in the contested decision. Pursuant to paragraph 9 of the Department of Internal Oversight Services (DIOS) Technical Instruction 02/2016 on UNRWA¡¯s Investigation Policy (DTI 02/2016), the investigation should have been authorized within 10 days of the Intake Committee¡¯s report; yet here, the authorization to investigate took 11 months to be given. The UNAT found that this delay was so excessive that it would distress an average person.

Analyzing the evidence presented by the staff member regarding the...

The UNAT held that the UNDT properly applied the legal framework governing the termination of appointments for unsatisfactory performance. The UNAT found that the staff member was aware of the required performance standard for his post and that he had been given a fair opportunity to meet this standard. The UNAT observed that he had received ¡°partially meets performance expectations¡± for two performance cycles, and ¡°does not meet expectations¡± for the most recent performance cycle. He had also been placed on a performance improvement plan, but failed to meet all of the objectives of the PIP...

The UNAT noted that the staff member had telecommuted from his home country for the entire academic year. The UNAT found that payment of the educational grant required the physical presence of the staff member at their official duty station, with such payment to be suspended or adjusted for the period that they were telecommuting from outside the official duty station.

The UNAT held that it was not open to the staff member to rely on a defence that the Administration be estopped from relying on the applicable provisions in its interpretation of the circumstances under which the education...

The Appeals Tribunal dismissed the appeal, finding that it was evident from a perusal of the appeal brief that Mr. Hammad did not argue that the UNRWA DT committed any error of fact or law. He merely presented the same arguments that he had already made in his application for revision before the UNRWA DT and failed to demonstrate how the UNRWA DT erred.

The UNAT noted that the essence of the administrative decision had been that the staff member was not entitled to cashed-up unused annual leave from a second appointment taken up within 12 months of relinquishing a first appointment after which such leave had been commutated.

The UNAT observed that the staff member¡¯s request for management evaluation referred to the Administration¡¯s alleged ¡°continued failure¡± to compensate him the commutation of annual leave. The UNAT found that the reference reinforced a conclusion that it had been the consistent decision conveyed to him over several months...

The UNAT held that the terms of the impugned Judgment were sufficiently clear and unambiguous to be enforceable, and consequently, the former staff member¡¯s application was not receivable. In particular, the UNAT found that there was no ambiguity concerning the correctness of the grounds for and the nature of the disciplinary measure taken by the Administration against the former staff member.

Similarly, the UNAT held that the reasoning regarding the referral of the case to the High Commissioner for possible action to enforce accountability was clear and unambiguous. However, even if the...

The UNAT held that a procedural flaw occurred during the recruitment process due to the inappropriate screening of educational requirements. Specifically, the UNAT highlighted that the Hiring Manager failed to verify if the candidates¡¯ degrees were in fields related to Supply Chain Management, business administration/management, instead considering all of them eligible in respect of educational requirements. Nevertheless, highlighting that the former staff member was, unlike 16 other candidates, neither recommended for the position, nor rostered for future similar vacancies, the UNAT held...

The UNAT noted the staff member had not requested a review of the decision by the Â鶹APP Staff Pension Committee or filed an appeal to the Standing Committee, but rather had filed a request for management evaluation and then had applied to the UNDT. The UNAT found that, as such, he had not followed proper procedure. The UNAT held that there was no authority for receiving an application by the Dispute Tribunal with regards to a pension decision. The UNAT concluded that the UNDT had not erred when it held that it did not have jurisdiction to undertake a judicial review of the contested...