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Output (284,-666)

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Keywords: Output
Total judgments found: 8

  • Judgment 2414


    98th Session, 2005
    International Telecommunication Union
    Extracts: EN, FR
    Full Judgment Text: EN, FR

    Consideration 23

    Extract:

    "In Judgment 2170 the Tribunal described the requirement of Staff Rule 12.1.5 that an annual performance report be established prior to the scheduled date of a salary increment as 'a formal one' which had to be complied with. It is important to explain why that was so. A staff member whose service is not considered satisfactory is entitled to be informed in a timely manner as to the unsatisfactory aspects of his or her service so that steps can be taken to remedy the situation. Moreover, he or she is entitled to have objectives set in advance so that he or she will know the yardstick by which future performance will be assessed. These are fundamental aspects of the duty of an international organisation to act in good faith towards its staff members and to respect their dignity. That is why it was said in Judgment 2170 that an organisation must 'conduct its affairs in a way that allows its employees to rely on the fact that [its rules] will be followed'."

    Reference(s)

    Organization rules reference: Staff Rule 12.1.5 of the ITU
    ILOAT Judgment(s): 2170

    Keywords:

    complaint allowed; criteria; due process; duty to inform; good faith; increase; increment; interpretation; organisation's duties; output; patere legem; performance report; respect for dignity; salary; satisfactory service; staff regulations and rules; time limit; unsatisfactory service; work appraisal;



  • Judgment 2147


    93rd Session, 2002
    International Service for National Agricultural Research
    Extracts: EN, FR
    Full Judgment Text: EN, FR

    Consideration 8

    Extract:

    "[The] invocation of the so-called 'first in, last out' principle, in effect a sort of non-contractual seniority clause, is unsupported by any authority and is inimical to the merit principle which underlies the law of the international civil service."

    Keywords:

    general principle; international civil service principles; output; priority; satisfactory service; seniority; termination;



  • Judgment 1796


    86th Session, 1999
    Food and Agriculture Organization of the United Nations
    Extracts: EN, FR
    Full Judgment Text: EN, FR

    Consideration 15

    Extract:

    The complainant was reassigned because of his alleged poor attendance and time-keeping. "The [Organization's] treatment of him looks like punishment for conduct it disapproved of and for low output. So there should first have been due disciplinary process affording him full safeguards."

    Keywords:

    complaint allowed in part; conduct; disciplinary measure; disciplinary procedure; due process; international civil servant; misconduct; organisation's duties; output; punctuality; right to reply; safeguard; transfer; unsatisfactory service;



  • Judgment 1175


    73rd Session, 1992
    European Patent Organisation
    Extracts: EN, FR
    Full Judgment Text: EN, FR

    Consideration 6

    Extract:

    "The organisation is free to set quotas for the output of patent examiners. The complainant has failed to offer any evidence to suggest that the quotas the organisation set for him were in any way unreasonable or that, even when he attained them, the evenness of his output was such as the organisation was entitled to expect of him. In the circumstances it is not proven that the decision not to confirm his appointment shows any [...] fatal flaws".

    Keywords:

    discretion; evidence; output; qualifications; reckoning; staff member's duties; unsatisfactory service; work appraisal;



  • Judgment 919


    65th Session, 1988
    European Patent Organisation
    Extracts: EN, FR
    Full Judgment Text: EN, FR

    Consideration 5

    Extract:

    the complainant's "objections to the reckoning of his output are unsound. not only is a search examiner required to produce a steady output of work, but the output expected of him was reckoned according to the period covered by the report. there is therefore no reason why the report period should not be five months, even if the more usual period is a year."

    Keywords:

    output; performance report; period; rebuttal; work appraisal;



  • Judgment 722


    58th Session, 1986
    European Patent Organisation
    Extracts: EN, FR
    Full Judgment Text: EN, FR

    Considerations 4, 5, 6 and 7

    Extract:

    at the start of 1980 and 1981 the complainant's production target was the same as the previous year; his productivity was the same in 1980 as in 1979 and higher in 1981. under the circumstances, having attained his production target in 1980 and 1981, the complainant rightly alleges a discrepancy between the two reports. the tribunal holds that the complainant was under no duty to increase his output of his own accord.

    Keywords:

    complaint allowed; decision quashed; different appraisals; judicial review; mistaken conclusion; output; performance report;



  • Judgment 152


    23rd Session, 1970
    Food and Agriculture Organization of the United Nations
    Extracts: EN, FR
    Full Judgment Text: EN, FR

    Consideration on Termination

    Extract:

    "...even disregarding [the organization's] standards which for the purposes of evaluation can be taken into consideration only as one factor among others, ... due allowance being made for the difficulty of the work and circumstances in which it was performed, [the complainant] did not produce the ... output of translation which could be reasonably expected of him, and after being warned ... did not improve his output. it is clear that unsatisfactory output is an important factor in unsatisfactory performance."

    Keywords:

    output; probation; qualifications; termination; unsatisfactory service; work appraisal;



  • Judgment 56


    9th Session, 1961
    World Health Organization
    Extracts: EN, FR
    Full Judgment Text: EN, FR

    Consideration 2

    Extract:

    "The Director-General had good reason to believe that [the complainant's] behaviour was not beyond reproach, and that [...] her performance was inadequate and her attitude towards her colleagues insufferable. In these circumstances, it is quite clear that the refusal to renew the complainant's appointment is not tainted by any defect such as would justify either the quashing of the decision or the award of an indemnity."

    Keywords:

    conduct; contract; fixed-term; non-renewal of contract; output; unsatisfactory service; working relations;


 
Last updated: 12.08.2019 ^ top