Judgment No. 3619
1. The competition for the contested position (advertised through vacancy notice INT/EXT/5131) is cancelled from the point at which the Selection Board prepared a list for the appointing authority and the decision to appoint the successful candidate to that position is quashed.
2. The EPO shall ensure that the successful candidate is shielded from any injury that might result from the quashing of that decision.
3. The complainant shall be awarded moral damages in the sum of 10,000 euros.
4. She shall also be awarded 1,200 euros in costs.
5. All other claims are dismissed.
The complainant contests the rejection of her internal appeal against the decisions not to convert her fixed-term contract into a permanent contract and not to select her for a vacant permanent post.
competition; fixed-term; permanent; conversion of a contract
The complainant’s arguments on these issues involved no more than a very brief tabulation of the conclusions of the IAC which was said to be “incorporated by reference” into the complainant’s legal brief and a “[maintenance] of [the] argumentation as presented during the internal appeal procedure”. This is an entirely unacceptable way of presenting an argument to the Tribunal and creates the real risk that the Tribunal will not appreciate the arguments advanced (see, for example, Judgments 3434, under 5, 2264, under 3(a), and 3538, under 5). The Tribunal will thus focus on the conclusions of the IAC favourable to the complainant.
Jugement(s) TAOIT: 2264, 3434, 3538
omission to rule on a plea; receivability of the complaint; judicial review
The Tribunal favours the approach of the minority, though it accepts that there is room for legitimate debate about what the comment meant and how it might have been understood by the complainant. But there is a fundamental difficulty with the complainant’s case based on the written 2010 promise. It is not every statement made by or on behalf of an organisation that is capable of being characterised as a promise that gives rise to a legal obligation on the part of the organisation to honour the promise. Were that the applicable principle, it would almost certainly introduce an unacceptably high level of caution and constraint into the dialogue between senior officers of an organisation and staff members they manage. Open and frank discussion within an organisation is often a desirable part of good management and it can contribute to a positive culture of inclusiveness.