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The transitional measure under the new parental leave scheme grants an additional 10 weeks of special leave with full pay ("SLWFP") to staff members who were already on maternity leave on 1 January 2023. This measure was created to facilitate the transition from the previous parental leave scheme to the new one, and to enable equity and fairness in the treatment of staff members who became parents by giving birth.

The Tribunal found that the transitional measure was a fair, reasonable, and rational solution. Under it, all birthing parents that were still on maternity leave when the new policy...

The transitional measure under the new parental leave scheme grants an additional 10 weeks of SLWFP to staff members who were already on maternity leave on 1 January 2023. This measure was created to facilitate the transition from the previous parental leave scheme to the new one, and to enable equity and fairness in the treatment of staff members who became parents by giving birth. The Applicant, however, had exhausted her maternity leave entitlements and was instead on annual leave on 1 January 2023.

The Tribunal found no merit in her argument that she should be considered as still on...

The Tribunal recalled that it lacks jurisdiction to consider applications from non-staff members.

The Tribunal found that the application was not receivable ratione personae because at the date of the filing of the present application, the Applicant was not a staff member of the 51�Թ� and the contested decision had no bearing on the Applicant’s status as a former staff member or otherwise breached the terms of his former appointment or contract of employment.

Under the circumstances and considering that the application was not receivable, there was no need for the Tribunal to examine...

General verbal statements, which the Applicant asserts were made by his Fist Reporting Officer during team meetings, cannot constitute an express promise to renew his TA. More importantly, such verbal statements lacked the essential elements of a proper and concrete offer of renewal, such as the duration of the extension and the name of the appointee. Furthermore, the Tribunal found that no official commitment was made to the Applicant in writing to substantiate an expectation of renewal of his TA.

The Tribunal found that performance management procedures governed by ST/AI/2010/5 and...

The UNAT held that the UNDT did not err in finding that the staff member’s application was not receivable because he failed to request management evaluation of the contested decision within the 60-day statutory time limit. The UNAT determined that, since the staff member was notified on 27 and 28 April 2022 of the rejection of his request for medical evaluation, he had 60 days from that date to submit his request for management evaluation. However, he only submitted his request to the Management Evaluation Unit on 3 November 2022, and later to the 51�Թ� Development Programme (UNDP) on...

The Tribunal has no jurisdiction to determine this application on the merits as it challenges a decision that was not submitted for management evaluation in a timely manner.

The Tribunal also considered the merits of the Applicant’s submissions in respect of the propriety of the impugned decision. The Applicant incurred expenses that were clearly communicated to him as unauthorised prior to his travel. There is nothing on the record to show that the decision was tainted, improperly made or otherwise unlawful. In other words, even if the application had been found to be receivable, it would...

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...

Although the complaint against the former High Commissioner was made under ST/SGB/2008/5, its investigation and the contested decision were undertaken under ST/SGB/2019/8 and ST/AI/2017/1, in keeping with sec. 8.3 of ST/SGB/2019/8.

The aspect of the application whose receivability the Respondent objected to relates to the way the Applicant’s complaints of abuse of authority, which were laid under ST/SGB/2008/5 and ST/SGB/2019/8, were investigated. This fact brings that aspect of the application into the ambit of Nwuke 2010-UNAT-099. Consequently, the totality of the application is receivable...

Sec. 10.1 of ST/SGB/2017/2/Rev.1 provides that the action or inaction of the Administration on a recommendation from the Ethics Office under section 8 will constitute a contestable administrative decision under chapter XI of the Staff Rules if it has direct legal consequences affecting the terms and conditions of appointment of the complainant. The Tribunal, therefore, found that the application was receivable.

To determine whether the decision not to implement the March 2020 Alternate Chair’s recommendations was arbitrary, the Tribunal examined the grounds on which it was based.

The...

It is common cause that the recommendations, acts, or determinations of the UNEO are without direct legal consequences and do not constitute administrative decisions. The Administration’s rejection of the March 2020 Alternate Chair’s report did not represent a request to the Ethics Office for its review, i.e., “a review of the review”. Available documentary evidence is that, within the applicable legal framework, exchanges took place between the Administration, the Ethics Office and OIOS concerning the acceptance or non-acceptance of the March 2020 Alternate Chair’s report and recommendations...