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The Tribunal cannot review the merits of the Applicant’s allegations of harassment or abuse of authority. Its jurisdiction is limited to the review of whether her resignation was caused by an action or inaction of Administration which was in violation of the applicable legal framework. The Applicant’s resignation was not caused by an action or inaction of the Administration but was her unilateral decision. Accordingly, this aspect of the application does not concern an administrative decision capable of judicial review and is not receivable. ; Given that the Tribunal found that the Applicant’s...

The Respondent’s argument that the Applicant did not request management evaluation of the contested decision within 60 days was rooted in the erroneous belief that the MOU, which expressly states that it constituted notice that the Applicant’s appointment would not be renewed beyond 29 February 2020 and that she would be separated as a result, related to the Applicants general right to be reabsorbed into MINUSMA. The right to a general lien is intrinsic to a secondment, meaning that it is inalienable and so the Applicant could not have contracted herself out of it. The notice of separation and...

The contested decision arose from an agreement signed on 21 April 2020 between the Applicant and UNICEF to terminate her appointment. If the Applicant had wished to contest the circumstances of her termination agreement, she ought to have requested management evaluation by 20 June 2020. She however, submitted her request on 18 January 2021, almost seven months later, and outside the 60-day period. The request for management evaluation was time-barred and thus the application was not receivable.

After the Applicant’s separation, she is not entitled to receive any further assistance from the Organization with respect to the renewal of her passport. Therefore, the Administration’s lack of response did not have an impact on the Applicant’s terms of employment. This decision is therefore non-receivable. The Applicant has neither been repatriated nor traveled outside the duty station because she failed to provide the required information. There is therefore no decision from the Administration not to repatriate the Applicant which is capable of judicial review. A staff member’s privileges...

The challenge against the UMOJA process and its automated response to the Applicant, as articulated in this application, is therefore not receivable ratione materiae. If there was no action taken in the Applicant’s precise individual case but there was only general action applicable to all staff members, there is no administrative decision for purposes of pursuing a receivable appeal to the Tribunal. If the action that is challenged produced no direct legal consequences, this is a further lacuna in the subject matter of an appeal that renders it not receivable.

The Applicant is a former staff member who separated from OHCHR in May 2015. Following her separation from service, the Applicant made declarations on her own volition and in an individual capacity to a journalist alleging that her contract was not renewed “after” she engaged in so-called whistleblowing activities during her employment with the Organization. The journalist contacted the Spokesperson, OHCHR and requested OHCHR’s comments in relation to the Applicant’s allegations. In March 2018, the Spokesperson, OHCHR, exchanged three “off the record” emails with the journalist and it was the...

The decision to change the Applicant’s reporting line is moot because the Administration amended that decision.The contents of the email in question do not produce any direct legal consequences affecting the Applicant’s terms and conditions of appointment, since the email only announces future anticipated revisions of the terms of references. The record confirms that there was a change to the Applicant’s reporting line. The change to the designation of the Applicant’s FRO and SRO are contestable administrative decisions. The contested change to the Applicant’s reporting officers falls under...

The finding of non-receivability depends to an extent on one’s perception as to the finality of words used in the decision email. There is a degree of uncertainty and the issues raised on the merits are of general interest. Therefore, applying the approach taken by the United Nations Appeals Tribunal (“UNAT”) in Haq and Kane 2019-UNAT922 the issues related to the merits of the case will also be determined. The challenged decision was not part of a process with many steps. It was complete in and of itself and was clearly expressed as a termination decision with a specific date. The fact that...

The Applicant has not shown that the negative employment decision had any direct adverse consequences on her contract. The Applicant’s argument that the decision was used by the Administration not to renew her temporary employment is without merit. She has not adduced any evidence to substantiate her claim. On the contrary the Respondent has shown that the temporary employment expired at the end of the maximum 364 days offered in the contract. The Applicant has failed to convince the Tribunal that the decision not to renew her temporary employment was a direct consequence of the decision from...

The Tribunal rejected the application as not receivable on two grounds: 1) Ratione personae because at the date of the filing of the present application the Applicant was not a staff member and the contested decision has no bearing on her status as a former staff member or otherwise breached the terms of her former appointment or contract of employment, and 2) Because it is premature since at the time of the filing of the application, the relevant response period for the management evaluation was still running.