51ÁÔÆæ

UNAT held that UNDT had not failed to properly exercise its jurisdiction by refusing to convene a second case management discussion. UNAT held that, regarding the question of whether UNDT failed to address the Appellant¡¯s factual arguments challenging the legality of the abolition of her post, the appeal was without merit; the Appellant only reargued her case and did not establish that UNDT erred in fact or in law about this issue. UNAT held, however, that UNDT erred in deciding that the Appellant had failed to rebut the presumption that the selection of Mr D R-B, given that the selected...

UNAT held the staff member¡¯s appeal of the UNDT Judgment was defective as it failed to identify any of the five grounds of appeal set out in Article 2.1 of the UNAT Statute. UNAT ruled that the appellant had failed to explain why the dismissal of his application by the UNDT was erroneous. Additionally, UNAT also held that it found no error in the practice of the UNDT to dismiss an application for want of prosecution when there is sufficient reason to assume that the applicant is no longer interested in the litigation, based on Article 19 (Case management) and Article 36 (Procedural matters not...

Neither the Statute nor the Rules of Procedure of the Tribunal prescribe the form of the parties¡¯ submissions filed in accordance with an order of the Tribunal. In the absence of such provisions, the matter falls under article 36 of the Rules of Procedures. The respondent has not specified anything in the form of the applicant¡¯s submission that substantively breaches his obligations under the directions made in the Tribunal¡¯s order¡ªthe use of the word ¡°grounds¡± in a subheading instead of ¡°issues¡± is not a significant difference and generally it is of no importance which template the applicant...

After conducting case management and issuing a number of orders, the Tribunal considered that the Applicant had identified four decisions and/or issues for consideration: (a) a decision in 2010 in which she was denied the full period of annual leave that she had requested; (b) an implied decision or decisions not to provide her with a job description in a timely manner; (c) an implied decision or decisions not to reduce her workload despite awareness on the part of management that she was suffering from health issues; and (d) whether she should be awarded compensation for the effect of the...