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The staff member, who was serving in Khartoum, was evacuated when civil war erupted in Sudan. He submitted a claim for compensation for loss of personal effects attributable to service.

The UNAT held that by denying the staff member¡¯s request for referral to mediation the UNDT had lawfully exercised its case management discretion and had not committed an error of procedure.

The UNAT found that the UNDT had not erred when it identified the staff member¡¯s argument as a challenge to the policy of the Organization but had erred when it held that it did not have jurisdiction to incidentally examine...

The staff member, who served as an Associate Human Rights Officer at the P-2 level, applied for the Human Rights Officer post at the P-4 level. The hiring manager conducted a desk review of the job applications and, as a result, decided not to shortlist the staff member. Accordingly, his candidacy did not proceed in the selection process.

The UNAT noted that the UNDT had found it impossible to determine whether the document produced by the Secretary-General, reflecting the Administration¡¯s assessment of the staff member¡¯s skills, experience and suitability, constituted a ¡°contemporaneous...

The staff member, who was serving in Khartoum, was evacuated when civil war erupted in Sudan. She submitted a claim for compensation for loss of personal effects attributable to service.

The UNAT held that the UNDT had not erred, such as to affect the decision of the case, when it rejected the parties¡¯ joint motion to refer their case to mediation.

The UNAT found that the UNDT had not erred when it identified the staff member¡¯s argument as a challenge to the policy of the Organization but had erred when it held that it did not have jurisdiction to incidentally examine the consistency of...

The staff member based in Geneva applied for the post in Suva, Fiji, and was offered the temporary appointment as a result. After many rounds of communications regarding the date of reporting for duty, the Administration informed him that his suggested date was not acceptable, and it was proceeding to contact the next candidate.

The UNAT noted that the offer of appointment had specified that it was ¡°for an initial period effective as soon as possible to 31 December 2024¡±. The UNAT found that by unconditionally accepting the offer of appointment, the staff member was in a quasi-contractual...

The UNAT was satisfied that the UNDT had not erred in fact or in law in deciding that the staff member¡¯s conduct constituted serious misconduct.

The UNAT noted that the UNDT had considered the staff member¡¯s explanations for errors in submitting claims for the special education grant but had found against her based on its assessment of her lack of credibility. The UNAT found her speculation as to what evidence a potential witness may have established to be supposition. The UNAT stated that it had been right for the Administration not to pursue allegations that it considered could not be...

The UNAT held that the staff member¡¯s challenge to Staff Rule 3.3(b) ¨Cspecifically, the distinction drawn between internal and external candidates with respect to step determination ¨C in force at the time of his selection and whose reestablishment was ordered by the General Assembly, could not be subject to judicial review, as it would be tantamount to testing the substantive content of a resolution against higher normative values, a question that fell outside the remit of the UNAT or the UNDT.

The UNAT further found that, since the staff member was selected for the position on 17 May 2024, af...

The Appeals Tribunal found that the proportional adjustment of workload standards for self-revision services was a matter that fell squarely within the Administration¡¯s discretionary authority. The Appeals Tribunal was satisfied that the Administration followed all proper procedures when taking and implementing the contested decision, and the UNDT properly determined that there was no requirement for staff management consultations at the departmental or office level in relation to a specific appealable administrative decision.

The Appeals Tribunal dismissed the appeal and affirmed Judgment No...

The UNAT noted that the staff member had been ranked first on the list of recommended candidates but held that the High Commissioner had been under no obligation to select him, since all the candidates included in the list had been deemed suitable to carry out the functions of the post.

The UNAT found that the staff member had given no convincing reason on appeal as to why and how an oral hearing before the UNDT would have impacted the decision of the case.

The UNAT found that the staff member had not received a wrong performance rating and that the UNDT had not misrepresented or failed to give...

The Appeals Tribunal found that the proportional adjustment of workload standards for self-revision services was a matter that fell squarely within the Administration¡¯s discretionary authority. The Appeals Tribunal was satisfied that the Administration followed all proper procedures when taking and implementing the contested decision, and the UNDT properly determined that there was no requirement for staff management consultations at the departmental or office level in relation to a specific appealable administrative decision.

The Appeals Tribunal dismissed the appeal and affirmed Judgment No...

The UNAT noted that the staff member had been ranked first on the list of recommended candidates but held that the High Commissioner had been under no obligation to select him, since all the candidates included in the list had been deemed suitable to carry out the functions of the post.

The UNAT found that the staff member had given no convincing reason on appeal as to why and how an oral hearing before the UNDT would have impacted the decision of the case.

The UNAT found that the staff member had not received a wrong performance rating and that the UNDT had not misrepresented or failed to give...