51�Թ�

The Tribunal reviewed the evidence on record and the reasons provided by the Respondent for not selecting the Applicant and concluded that based on the information provided by the Applicant, the Respondent’s decision not to select him cannot be faulted as being unfair. The Applicant did not have the CIPS level 2 certification that was a mandatory requirement for the position, and he did not prove that he had two years of progressive experience in procurement management.

Furthermore, the Applicant’s suggestion in his submissions that the selection panel ought not to have relied only on his...

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 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 considered an appeal by the staff member.

The UNAT found that the recommendation report did not provide any explanation to understand the rationale of the non-selection decision. The UNAT noted that no information had been given in the course of the judicial proceedings either as to why the external candidate was the most suitable candidate. The UNAT held that, for the sake of reasonableness, fairness and transparency, it was expected from the Administration to give relevant and true reasons supporting its ultimate choice. The UNAT found that the UNDT had made an error of fact...

The UNAT held that the UNDT erred in holding that the Administration misinterpreted one of the requirements for the position advertised in JO 127555, namely “experience in leading large teams”, as requiring experience of direct supervision of 10 people or more. The UNAT further found that the vacancy announcement allowed for a such contextual interpretation as the literal meaning of “lead” is very general and does not, by itself, allow for an exact comprehension of the intended meaning. Therefore, the UNAT held that it was reasonable for the Administration to interpret the requirement of...

The UNAT denied the Appellant’s request for an oral hearing, finding that that the issues were well-defined and required no further development through an oral hearing.

The UNAT held that the Appellant’s application for review of the response to his request for management evaluation of his non-selection was not receivable ratione materiae as it did not produce direct legal consequences for him and was, therefore, not a reviewable administrative decision.

The UNAT also found that the Appellant was informed of the outcome of his request for a management evaluation regarding his non-selection...

Accoding to the hiring manager, he concluded that the Applicant id not meet one of the minimum requirements for the position and thus, lawfully not considered further in the selection process. This requirement was "experience in leading large teams", which the hiring manager defined as "supervising at least 10 employees".

The Tribunal found that the process of advertising and setting out the criteria for selection was done lawfully. However, it also found that there was evidence of an unjust process that failed to provide a fair chance to job applicants like the Applicant because it failed to...

The Tribunal rejected the application finding that the Secretary-General made the final selection decision, lawfully taking into account the unchallenged considerations of geographical diversity and gender. In regard to the evaluation of the shortlisted candidates, the Applicant cannot allege to have been prejudiced by the choice of the other shortlisted or recommended candidates. The Applicant was among the recommended candidates. In any event, the Applicant does not demonstrate that the selected female candidate had less credentials than the other female candidates. The Applicant has not...

Mr. Moulana appealed the UNDT judgment.

UNATnoted that the UNDT dismissed Mr. Moulana's application on the grounds of insufficient evidence, whereas he had not been afforded the opportunity to provide the evidence. UNAT held that the UNDT, by failing to address the Appellant’s requests for the production of documents, including ignoring his motion, violated the Appellant’s due process rights and deprived him of the opportunity to have his motion assessed and possibly granted, following which he could have submitted the pieces of evidence which the UNDT found he failed to provide. Therefore...

The UNAT held that the ICAO Appeals Board implemented internal changes in its law to satisfy the requirements of Article 2(10) of the Appeals Tribunal Statute. It found that the Appeals Board no longer provided only advice or mere recommendations to the ICAO Secretary General, but rather final decisions and, therefore, was a neutral first instance process. It further found that while it might have been open to ICAO to consider using the UNDT for resolution of staff member disputes, it was free not to do so and cannot be criticised for doing as it did. It concluded that the Appeals Board’s...