Notice (395,-666)
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Keywords: Notice
Total judgments found: 69
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Judgment 2750
105th Session, 2008
International Atomic Energy Agency
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 27
Extract:
"Although [IAEA] Staff Regulation 4.02 provides that no notice is necessary in the case of expiry at the due date of a fixed-term or short-term appointment, the duty of an organisation to act in good faith and to respect the dignity of staff members requires that reasonable notice be given, 'particularly so that they may exercise their right to appeal and take whatever action may be necessary' (see Judgments 2104 and 2531)."
Reference(s)
Organization rules reference: IAEA Staff Regulation 4.02
ILOAT Judgment(s): 2104, 2531
Keywords:
contract; date; fixed-term; good faith; notice; official; organisation's duties; respect for dignity; right of appeal; separation from service; short-term; staff regulations and rules;
Judgment 2732
105th Session, 2008
International Organization for Migration
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Considerations 16-17
Extract:
"Staff Regulation 9.2(c) states that the Director General may at any time terminate an appointment of a staff member serving a probationary period if, in his opinion, it would be in the interest of the Organization. This provision, however, does not displace the well-established principle that an organisation 'owes it to its employees, especially probationers, to guide them in the performance of their duties and to warn them in specific terms if they are not giving satisfaction and are in risk of dismissal' (see Judgments 1212 and 2529). As well, a probationer is entitled to a timely warning so that measures can be taken to remedy the situation (see Judgment 2414).
In the present case, given the nature of the complainant's functions, a period of seven days to demonstrate improvement was clearly inadequate. Accordingly, the decision to terminate her contract must be set aside."
Reference(s)
Organization rules reference: IOM Staff Regulation 9.2(c)
ILOAT Judgment(s): 1212, 2414, 2529
Keywords:
decision; executive head; notice; organisation's duties; organisation's interest; probationary period; right; separation from service; staff regulations and rules; termination of employment; unsatisfactory service;
Judgment 2531
101st Session, 2006
World Trade Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Considerations 9-10
Extract:
"A question remains as to whether the complainant was given sufficient notice of the Organization's intention not to renew his contract. Precedent has it that staff on short-term contracts are entitled, before any decision is taken not to extend or renew their appointment, to 'reasonable notice', particularly so that they may exercise their right to appeal and take whatever action may be necessary. It is true that in this case the short-term Staff Rules do not require any notice, except in the event of termination (when notice is limited to seven days), which does not apply in this case. Account should be taken, however, of the fact that the complainant was employed uninterruptedly by the Organization for more than three years. He was officially notified of the non-renewal of his contract - which until then had been regularly renewed - only by a letter he received on 28 January 2004, that is three days prior to the expiry of his last appointment. The defendant Organization suggests that he was well aware that his contract would not be renewed since he had been informed of that fact first unofficially and then officially on 16 January 2004. It even goes so far as to argue that the announcement of the competition for the complainant's post in the vacancy notice of 27 October 2003 constituted the 'reasonable notice' required by the case law and that, from that date onwards, the complainant knew full well that if he was not selected he would not continue working for the [Organization].
The Tribunal considers that it was only through the non-renewal decision received on 28 January 2004 that the complainant was able to know for certain that he would be leaving the Organization and that he would not be offered any other employment, despite the fact that [...] he had performed many duties, starting in 1998. Thus the situation is not very different from that dealt with by the Tribunal in its Judgment 2104 [...] and it is worth noting that, in its attempt to reach a settlement, the Organization had offered to pay the complainant the equivalent of three months' salary, consisting of two months in lieu of reasonable notice and one month for moral injury. That proposal was reasonable and, in view of the long working relationship between the [Organization] and the complainant and the very brief time that elapsed between the notification of the non-renewal of the contract and the end of the complainant's appointment, the Tribunal will echo that proposal by ruling that the complainant shall be paid a sum equal to three months' salary and allowances."
Reference(s)
ILOAT Judgment(s): 2104
Keywords:
case law; competition; contract; decision; duty to inform; non-renewal of contract; notice; organisation's duties; right of appeal; seniority; separation from service; short-term; staff regulations and rules; vacancy notice;
Judgment 2226
95th Session, 2003
World Trade Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 21
Extract:
The complainant was reassigned from one day to the next. "Considering the complainant's length of service (12 years with the organization), the absence of any report of misconduct or unsatisfactory performance on his part, or any indication of urgency that might have justified a sudden, unheralded management decision to reassign him, the action of the Director-General was flawed by procedural irregularity."
Keywords:
decision; executive body; executive head; flaw; lack of evidence; misconduct; notice; organisation; period; procedural flaw; reassignment; report; satisfactory service; unsatisfactory service; work appraisal;
Judgment 2198
94th Session, 2003
World Health Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Considerations 12-13
Extract:
The complainant worked, from 1993 to 2000, under a series of short-term contracts of varying durations. "It was clearly within the discretionary authority of the Director-General to decide whether to renew the complainant's short-term contract or offer him a fixed-term contract. The complainant cannot now claim to be treated retroactively as if he had a fixed-term contract; he was at all times a short-term staff member (see, for example, Judgment 2107, under 10). [...] Precedent has it that, at the discretion of the executive head, a temporary appointment may be extended or converted to a fixed-term appointment, but it does not carry any expectation of, nor imply any right to, such extension or conversion and shall, unless extended or converted, expire according to its terms, without notice or indemnity (see, in particular, Judgment 1560, under 4)."
Reference(s)
ILOAT Judgment(s): 1560, 2107
Keywords:
contract; discretion; duration of appointment; executive head; fixed-term; non-renewal of contract; non-retroactivity; notice; right; short-term; successive contracts; terminal entitlements;
Judgment 2162
93rd Session, 2002
European Organization for Nuclear Research
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 2
Extract:
"Where a notice period ends after the expiry of a fixed-term contract, the notice requirement will be met if the contract is extended by the amount of time needed to make up the full period of notice."
Keywords:
contract; duration of appointment; extension of contract; fixed-term; non-renewal of contract; notice; organisation's duties; separation from service;
Judgment 2152
93rd Session, 2002
European Patent Organisation
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Considerations 11 and 14
Extract:
"The requirement of good faith dealings is a two-way street. While staff members are under no obligation to assist the administration in any actions the latter may wish to take against them, they do have a duty not to so conduct themselves as to deliberately frustrate normal dealings with their employer. The latter is entitled to assume that the employees will receive and accept written communications sent to them in the normal course of affairs. [...] The fact that the complainant, by his own conduct, only took possession of the letter and became aware of his dismissal [the day after the expiry of his probation] cannot prevent the [Organisation] from having given him valid notice of dismissal."
Keywords:
date of notification; good faith; notice; probationary period; separation from service; staff member's duties; termination of employment;
Judgment 2104
92nd Session, 2002
International Telecommunication Union
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 6
Extract:
An international organization has a "duty to warn the [staff member] about the non-renewal [of his contract] long enough in advance to enable him to exercise his rights and take whatever steps he saw fit." The present case concerned a short-term appointment which was renewed several times.
Keywords:
contract; duration of appointment; non-renewal of contract; notice; organisation's duties; separation from service; short-term;
Judgment 2090
92nd Session, 2002
International Federation of Red Cross and Red Crescent Societies
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 5
Extract:
The organisation asserts that "Article 1010.1 allows it to terminate an appointment by giving one month's notice per year of service [...] The Tribunal observes that [...] 1010.1 may not be interpreted as authorising [the organisation] to terminate [fixed- term] contracts arbitrarily. Decisions of this kind must be based on unsatisfactory performance, or the interests of the service. Furthermore, there must be no breach of adversarial procedure nor any error of fact or of law, nor abuse of authority, nor obvious misappraisal of the facts."
Reference(s)
Organization rules reference: ARTICLE 1010.1 OF THE IFRC STAFF REGULATIONS
Keywords:
abuse of power; adversarial proceedings; bias; contract; due process; duty to substantiate decision; fixed-term; grounds; mistake of fact; mistaken conclusion; misuse of authority; notice; organisation's duties; organisation's interest; provision; staff regulations and rules; termination of employment; unsatisfactory service;
Judgment 2051
91st Session, 2001
World Health Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 11
Extract:
The complainant had applied for another post within the organization. While he was on leave in order to prepare his daughter's wedding, he was invited by telephone to attend an interview within two days. The complainant having stated he would not be able to attend the interview in that timeframe, his name was deleted from the list of candidates taken into consideration by the Selection Committee. "The failure to give reasonable notice to the complainant to attend an interview by refusing to take into account the family circumstances of the complainant at the time, followed by the elimination of the complainant from consideration when he could not attend, constitutes [a] flaw in the procedure adopted by the administration in respect of the selection for this post."
Keywords:
candidate; competition; due process; flaw; notice; post; refusal; selection board;
Judgment 2007
90th Session, 2001
International Federation of Red Cross and Red Crescent Societies
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 8
Extract:
"Under the provisions [of the Staff Regulations], a contract may be terminated for unsatisfactory performance only after the employee has been served with a formal written warning allowing him or her three months to improve. That period which essentially aims at allowing the employee concerned enough time as may be constructively used to correct mistakes, make good shortcomings and improve both behaviour and working relations with other staff members must cover an effective period of three months during which the employee must be in a position to perform his or her duties correctly and to make full use of his or her abilities. The Tribunal considers that in this instance the complainant was not in such a position."
Keywords:
duty to inform; evidence; injury; medical fitness; notice; period; qualifications; termination of employment; unsatisfactory service; warning; work appraisal;
Judgment 1983
89th Session, 2000
United Nations Industrial Development Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 4
Extract:
The complainant's contract was not extended. "It is true that the complainant was aware of the organization's intentions, having been informed of them several times, in particular, in a talk with the Director of the [organization's] service in France on 6 November 1997 and by the fax messages of 11 and 20 November 1997. Nevertheless, she was right to wait for official notification of an administrative decision from the competent authorities of [the organization] before challenging the measure. Although the letter of 16 January 1998 signed by the Director of the [organization's] service in France appears to be merely a letter of confirmation, it is the only official administrative decision adversely affecting the complainant. Her letter of 6 February 1998 seeking a review of it was therefore in time."
Keywords:
cause of action; confirmatory decision; decision; duty to inform; non-renewal of contract; notice; organisation's duties; receivability of the complaint; separation from service; staff member's interest;
Consideration 6
Extract:
"As to the absence of one month's notice, [the organization] rightly points out that the obligation arising from the provisions of the Staff Regulations applies to dismissal and not to non-renewal of a fixed-term appointment. Nonetheless, the case law says that an organisation must always give the reasons for a decision not to renew an appointment and those reasons must be notified to the staff member within a reasonable time."
Keywords:
duty to substantiate decision; non-renewal of contract; notice; organisation's duties; precedence of rules; separation from service; staff member's interest; staff regulations and rules;
Judgment 1669
83rd Session, 1997
World Customs Organization (Customs Co-operation Council)
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Considerations 17-18
Extract:
"One principle of international civil service law is that a decision on a staff member's status may not work to his detriment before the date at which he had notice of it. [...] The grant of an invalidity pension does not empower the Organisation to make the termination retroactive as from the date set for the start of payment and to disregard the requirement of notice in the rules [...] Here the Council failed to observe the rules."
Keywords:
date of notification; decision; disability benefit; effect; incapacity; international civil service principles; non-retroactivity; notice; termination of employment;
Judgment 1617
82nd Session, 1997
World Health Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 2
Extract:
"Whether the case is one of non-renewal or of dismissal, the rules on notice must be observed: so say the precedents. The need for such a safeguard is ordinarily not so great when the appointment is extended, but extended by a shorter term than the current one."
Keywords:
case law; contract; duration of appointment; extension of contract; non-renewal of contract; notice; termination of employment;
Judgment 1616
82nd Session, 1997
European Southern Observatory
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 5
Extract:
The mere remittance of pay does not meet the requirement of notice "unless the parties to the contract of service agree that the employee should not work out the period of notice or the Organisation puts him on special leave during that period. Failing those exceptions the employee must be given actual notice so that he may make proper arrangements for leaving and possibly look for another job. It is inadmissible that any official, let alone an established one, should be told of dismissal on the very day on which it takes effect and left to his own devices without further ado."
Keywords:
compensatory allowance; contract; effect; exception; notice; organisation's duties; permanent appointment; purpose; special leave; staff member's interest; termination of employment;
Judgment 1544
81st Session, 1996
United Nations Industrial Development Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 11
Extract:
"A firm line of precedent has it that though a fixed-term appointment ends automatically at the scheduled date of expiry the staff member must be told of the true grounds for non-renewal and given reasonable notice of it even if the contract does not expressly so require."
Keywords:
case law; contract; date of notification; duty to substantiate decision; fixed-term; grounds; non-renewal of contract; notice; organisation's duties;
Consideration 14
Extract:
"Reinstatement would not be appropriate in the circumstances of the case. The complainant's appointment was limited to service in Zimbabwe. From the beginning of 1993 she knew that relations with her first-level supervisor were so unsatisfactory that she could not continue to serve in that country; indeed she herself had made several requests for transfer. She could have had no expectancy of renewal of her appointment in Zimbabwe. She is, however, entitled to damages for the material and moral injury she suffered on account of the premature termination of her appointment and the failure to give her due notice of non-renewal."
Keywords:
contract; due process; fixed-term; non-renewal of contract; notice; organisation's duties;
Judgment 1484
80th Session, 1996
World Health Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 9
Extract:
"Although the complainant was informed of the objections to his work and behaviour, he was never given any warning that was recognisable as such of the organization's intention of ending his appointment before expiry. [...] The decision he impugns shows a serious formal flaw and cannot stand."
Keywords:
formal flaw; notice; organisation's duties; separation from service; termination of employment;
Judgment 1475
80th Session, 1996
World Health Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 16
Extract:
"The Organization lawfully dismissed the complainant under [Staff] Rule 1070.1: it gave her due written warning; it let her have reasonable time in which to improve; it paid her three months' salary in lieu of notice; and it was unable to reassign her locally."
Reference(s)
Organization rules reference: WHO STAFF RULE 1070.1
Keywords:
due process; notice; organisation's duties; reassignment; staff regulations and rules; termination of employment;
Judgment 1374
77th Session, 1994
Pan American Health Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 11
Extract:
"Even if the reduction-in-force procedure had been properly carried out the letters [which the PAHO sent the complainants] did not give valid notice of termination. They gave the complainants only just over one month's notice [...], not the three months to which they were entitled under Rule 1050.3. For that reason too the complainants' contracts must be deemed to have been extended by implication."
Reference(s)
Organization rules reference: PAHO STAFF RULE 1050.3
Keywords:
contract; flaw; intervention; non-renewal of contract; notice; procedure before the tribunal; reinstatement; staff reduction; staff regulations and rules; time limit;
Consideration 6
Extract:
According to the case law (see Judgments 469 and 1045) the reduction-in-force procedure "must be followed before, not after, notice of termination is given. In line with the rules and the case law, therefore, the notices of termination served on the complainants [...] were premature and so unlawful and without effect. For that reason [...] their contracts must be deemed to have been extended by implication."
Reference(s)
ILOAT Judgment(s): 469, 1045
Keywords:
case law; contract; due process; flaw; non-renewal of contract; notice; procedure before the tribunal; reinstatement; staff reduction; staff regulations and rules;
Judgment 1371
77th Session, 1994
Pan American Health Organization
Extracts: EN,
FR
Full Judgment Text: EN,
FR
Consideration 15
Extract:
"The complainant not having received any valid notice under Rule 1050.3, his contract was renewed by implication and remains in force."
Reference(s)
Organization rules reference: PAHO STAFF RULE 1050.3
Keywords:
contract; flaw; non-renewal of contract; notice; reinstatement; staff regulations and rules; termination of employment;
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