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The UNDT noted despite reminders sent by the Staff Union, and once the Applicant realized that her application had not been processed, she still did not take any action to rectify the situation, and filed her application only nearly two years later. The UNDT found that the circumstances the Applicant described could not be considered “beyond her control”, and rejected her request for a waiver of the time limit to file her application as being unfounded; hence the application was rejected as being time-barred.

Receivability: The wording of both staff rule 11.2(c) and 11.2(d) is identical in its use of the words “calendar days;” and if […] the Rules are clear for the staff member they should be equally clear for the Secretary-General.When it comes to the interpretation of identical legal provisions that regulate the same situation there cannot be different interpretations depending on the administrative convenience of the Organization or those who head specific sections of the Organization.MEU must have regard to the provisions on the computation of time in the rules governing the Tribunal. The...

The application was not receivable because the Applicant was a former staff member of UNIDO. While the Applicant had no locus standi before UNDT, his case would have been properly filed either with ILOAT or UNAT.

Although the proceedings of the rebuttal panel had been completed and notified to the Applicant in July 2011, he did not move the Tribunal to waive the deadlines pursuant to art. 35 of the UNDT Rules of Procedure. The Applicant was required to submit a request for management evaluation but he did not do so.

The Tribunal dismissed the motion and found the application not receivable ratione temporis because (a) it was filed outside the applicable 90-day time limit as provided for by art. 8.1(d)(ii) of the Statute and (b) no extraordinary circumstances prevailed.

The Tribunal issued a summary judgment dismissing the application as premature and not receivable. The Applicant had not waited for the outcome of his request for management evaluation or the expiration of the 30-day time limit for the Management Evaluation Unit to respond to the request.

The UNDT found that the Applicant's claims concerning the two 2010 decision were time-barred under art. 8.4 of the UNDT Statute. The UNDT found that, contrary to his claims, the Applicant had received, in May 2010 and August 2010, management evaluation decisions in response to his requests regarding the refusal to grant special leave and his separation from service. Regarding the 2015 decision not to re-employ the Applicant, the UNDT found that, having been separated from service in May 2010, and not having contested that separation within the prescribed time limits, the Applicant did not...

The Respondent submitted that the application was not receivable because the Applicant did not submit a request for management evaluation within 60 days of receiving notification of the contested decision, as required by the Staff Rules. The Respondent produced minutes of four meetings held in June 2014, submitting that in the three of the four meetings, the Applicant was informed that her fixed-term appointment would expire and would not be renewed. The Applicant contested the accuracy of the minutes. A hearing on receivability was held at which each of the participants in the June 2014...

As results from the evidence and from the Respondent’s submissions, the contested decision consisted in the UNCB’s recommendation against awarding the Applicant any compensation, which was included in the minutes of UNCB’s 343rd meeting of 20 February 2014 submitted for the ASG/Controller’s consideration on 4 April 2014.The Tribunal, after reviewing the content of the contested decision, finds that instead of making her own final and reasoned decision on the Applicant’s claim, the ASG/Controller appears to have only signed off on the recommendation made by the UNCB to deny the claim on 23...

The non-disciplinary or administrative measure imposed against the Applicant is unlawful because, at the date of issuance of the contested decision, there was no longer an existing employment contract with the Applicant who was no longer a staff member. Accordingly, the Secretary-General had no longer the authority to impose such a measure.The entire complex process of launching an investigation into allegations of misconduct, instituting a disciplinary process and completing it by issuing the final decision, if any, to impose a disciplinary or non-disciplinary measure against a staff member...