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The Tribunal was mindful of the Organization’s “zero-tolerance” policy against sexual harassment and abuse as well as of the need for the Organization to protect its reputation and the integrity of the workplace.

The Tribunal noted that the standard required at the stage of imposing the administrative leave without pay ("ALWOP") is not “clear and convincing evidence” but “reasonable grounds to believe”, which is a lower standard. On balance, the Tribunal was satisfied that the initial phases of the investigation uncovered sufficient evidence to support a reasonable suspicion that the Applicant...

When closely perusing the application, it clearly followed from the facts set out by the Applicant that the only administrative decision under appeal pursuant to art. 2.1(a) of the Statute of the Dispute Tribunal is the “non-renewal of [his] contract beyond 31 December 2023 due to lack of funds”. Accordingly, the issue under review in the present case can therefore be defined as the legality of this decision.

It explicitly followed from the contested decision that the non-renewal of the Applicant’s fixed-term appointment was “due to lack of funds”. The Appeals Tribunal has in various cases held...

The UNAT held that the UNRWA DT had appropriately concluded that Mr. Issa failed to submit a timely Request for Decision Review regarding the first of three months’ non-payment of his salary. However, the UNAT held that, since each non-payment constitutes a separate administrative decision, Mr. Issa's Request for Decision Review regarding the second- and third-months’ non-payment was timely, rendering his application partially receivable.

The UNAT further concluded however, that since Mr. Issa disregarded a directive circulated before his annual leave (when he was able to check his e-mail)...

The Appeals Tribunal found that the UNDT correctly held that it was within the SRO's discretion to make comments on Ms. Abdellaoui’s performance, that the SRO's disputed comments were reasonable and balanced by other comments that provided a positive perspective supporting the overall rating, and that as such they did not detract from the overall satisfactory appraisal. Accordingly, the Appeals Tribunal concurred with the UNDT’s determination that the challenged performance evaluation was not an “administrative decision” and agreed that the application was therefore not receivable ratione...

The UNAT held that the staff member’s application was not receivable ratione materiae. It further found that the e-mail identified as the contested decision was a general response from the Human Resources Partner to the staff member’s general inquiry regarding SEG, which did not address his personal situation. As such, it did not constitute an individual or final administrative decision affecting his terms of appointment under Staff Rule 11.2(a).

The UNAT dismissed the appeal and affirmed Judgment No. UNDT/2023/107, albeit for different reasons, with Judge Colgan dissenting.

The application is DISMISSED as not receivable.

The Appeals Tribunal found that the paucity of positive comments, compared with the overwhelmingly negative comments rendered Ms. Haydar’s performance evaluation an “administrative decision” with a direct adverse impact on her employment. The Appeals Tribunal thus found that the UNDT did not err in finding her application receivable.

Turning to the merits of the application, the Appeals Tribunal found that by characterizing Ms. Haydar’s performance as “successfully meets performance expectations”, the Administration precluded her from contesting the appraisal through the rebuttal process...

The Appeals Tribunal found, in relation to Mr. Qasem’s exclusion from consideration for the Acting Head position, that the UNRWA DT erred in finding Mr. Qasem’s application not receivable. The Appeals Tribunal however found that in the circumstances of this case, it was in the interest of judicial economy to review the case on the merits without remand. The Appeals Tribunal found that while the Administration had unlawfully excluded Mr. Qasem’s application from consideration, this irregularity had no impact on the selection decision. Considering Mr. Qasem’s performance, administrative and...

The UNAT held that the UNDT correctly identified UNDP as the respondent in the present case because it was UNDP that administered the staff member’s position and was therefore his employer. The UNAT found that the staff member’s application was premature because he filed it before receiving the management evaluation response, or at least before the expiration of the delay for receiving that response. The UNAT also concluded that the management evaluation response did not constitute the contested administrative decision.

The UNAT dismissed the appeal and affirmed Judgment No. UNDT/2023/036...

The Tribunal found that the Applicant had not proved that he suffered any direct adverse effect on account of the contested decision. The contested decision is therefore not an administrative decision within the meaning of art. 2(1) of the Dispute Tribunal’s Statute.