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On the delay before UNDT, UNAT agreed that the delay was unfortUNATe but held that the Applicant had not demonstrated that it was a procedural error affecting the outcome of the case. UNAT held that UNDT erred in exercising its case management discretion when it refused the request for an oral hearing, but that this error did not affect the decision of the case. UNAT held that UNDT did not err as there was clear and convincing evidence that the Applicant had committed sexual harassment. UNAT held that the disciplinary sanction of separation from service with compensation in lieu of notice and...

UNAT considered an application for execution of judgment No. 2018-UNAT-873 by Ms Belkhabbaz, requesting that UNAT should order specific performance remedies against the individual against whom she had pursued her complaint. UNAT held that, under Section 5. 18(c) of ST/SGB/2008/5, the Assistant Secretary-General of the Office of Human Resources Management (ASG/OHRM) had the discretion to decide whether or not to institute disciplinary measures, managerial actions, or administrative actions. UNAT held that the managerial action upon which the ASG/OHRM decided complied with UNAT’s direction in...

UNAT held that the Appellant failed to demonstrate exceptional circumstances warranting the admission of additional evidence on appeal. UNAT found no errors in the UNDT’s analysis that there were no procedural flaws in the investigation that impacted the Appellant’s rights. UNAT found no errors in UNDT’s finding that the Administration had the discretion to initiate disciplinary proceedings. UNAT held that the Administration could neither be compelled to initiate disciplinary proceedings nor impose the reasonable accommodation requested by the Appellant, namely no contact with his First...

UNAT held that the Appellant’s application regarding the implied decision conveyed in a conversation with his colleague was, indeed, not receivable ratione materiae. However, UNAT held that a later letter of response from the Administration effectively re-set the clock for the Appellant to file his request for management evaluation. UNAT held that the express decision in the letter, containing the rejection of the Appellant’s complaint and the reasons, therefore, was not a mere confirmation of the previous implied administrative decision, but a new, appealable decision. UNAT held that UNDT...

UNDT erred in deciding that Mr. Adriantseheno had been charged solely with sexual harassment, that his behavior towards Vo1 and Vo2 did not constitute sexual harassment, and that his due process rights were violated.

UNAT first noted that neither party disagreed with the UNDT Judgment that the contested decision was unlawful. Regarding the Secretary-General’s appeal that an award in moral damages was not warranted, UNAT disagreed with the Administration and found that the UNDT was correct when it considered the medical certificate dated in March 2020, which gave a history of the staff member’s health in 2015 (a year before the contested decision). UNAT found it credible that the staff member suffered from a pattern of harassment, which began before the time of the contested decision (June 2016). As such, a...

UNAT found the UNDT correctly reviewed and rescinded the contested decision because of the procedural irregularities encountered during the investigation. But in addition to the procedural issues, UNAT also noted there were other significant errors. The Tribunal found that the panel erred when it sought to determine the Medical Officer’s intent during the breast examination. The panel had previously concluded that there was no clear and convincing evidence that the actions of the Medical Officer during the breast examination were sexual in nature. Referring to Section 1.3 of ST/SGB/2008/5, the...

Regarding Contested Decision #1, UNAT agreed with UNDT that the staff member did not seek timely management evaluation of the refusals of his request to transfer. Further, UNAT also agreed with UNDT that there is no provision in the Staff Regulations and Rules addressing changes or transfers of posts for medical reasons. Additionally, UNAT also noted that the medical information at those relevant times recommended early medical retirement, not a transfer. Regarding Contested Decision #2, UNAT observed that there was no evidence that the staff member ought to have been appointed to the post in...

UNAT considered both appeals by the Secretary-General and by Mr Hussein Haidar. UNAT denied the request for an oral hearing. UNAT held that UNDT did not err in concluding that the facts, on which the disciplinary measure was based, had been established by clear and convincing evidence. UNAT held that UNDT correctly concluded that the established facts legally amounted to serious misconduct. UNAT held that UNDT did not commit an error in procedure such as to affect the decision of the case when considering one of the statements. UNAT found no error in UNDT’s finding that the measure of...

UNAT held that UNDT did not err in assessing the evidence presented. UNAT held that UNDT was correct in its finding that i) it would seem that the Appellant’s situation with his former FRO had actually been resolved since they no longer worked together; ii) the Appellant’s eventual temporary reassignment would appear to have been a very reasonable further solution to bring him out of an office environment in which he obviously continued to feel uncomfortable, and iii) it would fall within the Administration’s discretion whether to enact any of the three measures proposed by the Appellant. UNAT...