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In contrast to international staff whose pay scale is determined directly by the International Civil Service Commission (ICSC) based on the prevailing conditions in the international labour market, the LSSC follows guidelines issued by the ICSC using local market conditions as their benchmark. 10. (...) Salaries for locally recruited staff are established through labour market surveys of the employers presumed to be the best in the locality. (...) In the Special Measure provisions in part III of the Manual, paragraphs 8.23 to 8.32 deals with the family expenditure survey in response to civil unrest and the breakdown of the labour market. This type of survey is envisioned to take place in circumstances of warfare where the labour market activity ceases and where staff is in difficult and hostile conditions.

He worked for his company at nights and on weekends and he entered into a service contract with Up Beat Marketing to build stands for the August 2009 exposition without authorization from the BINUB administration. (...) The documentary evidence such as the contract, dated 25 July 2009, signed between the Applicant and the CEO of Up Beat Marketing for the construction of 83 stands and the complaint filed by the Applicant against Up Beat Marketing for non- payment of the fees agreed in the contract show that the Applicant entered into a contract related to an assignment he had been requested to perform as a United Nations staff member. 28. (...) The legal instruments applicable at the time of his recruitment and at the time he entered into the contract with Up Beat Marketing on 25 July 2009, were as follows: 33.

The above letter informed the Applicant that the three counts below, which were exactly the same as in the above-mentioned 25 May 2017 charge letter, had been deemed established and supported a finding of misconduct: Count 1: By awarding and signing a contract with a UNFPA vendor, [Company 1, LLC], without the necessary authority, without conducting market research and considering other potential suppliers, and by involving yourself in procurement activities in relation to Ms. (...) She was not responsible for conducting market research, which was the responsibility of Administrative Assistants who OAIS investigators failed to interview during the investigation process despite having all their contact information; d. (...) The Applicant’s claim that she was not personally responsible for conducting market research does not excuse her for failing to ensure that the CO received quotations or otherwise noting a justification before putting her signature on the lease agreement; c.

Shabani’s house where they retrieved the remaining nails and thereafter went to a local market they bought cement and the timber and returned it to MONUSCO. 8. (...) They then went to the market, bought cement and wood. When they returned from the market with the materials and reported to Rajabu, Rajabu called Monsi and showed him the materials. (...) Thus, the Applicant had to go back to the black market to buy the materials. 52. The Applicant was not stressed when giving his statement.

On 1 January 2004, her contract was extended for two years and, on 1 September 2004, she was assigned to the Sales and Marketing Section. 9. In January 2005, the applicant was informed that the reclassification request of January 2003 had been denied; on 28 January 2005, she complained to her supervisor, the Head of the Sales and Marketing Section, regarding the non- reclassification of her post. 10. (...) On 9 May 2005, the applicant submitted to the Office of Internal Oversight Services a complaint concerning her transfer from Publications Services to the Sales and Marketing Section, which she claimed was to her disadvantage, and asked for an investigation to be conducted, adding that since 2001 her complaints of harassment had not been addressed. 13. On 8 June 2005, the applicant sent a memorandum to the Chief of the Division of Administration complaining of the transfer of her post to the Sales and Marketing Section. 14. On 5 August 2005, the Office of Internal Oversight Services informed the applicant that her complaint had been reviewed and that it was within the purview of the Human Resources Management Service of UNOG. 15.

This measure resulted from the Comprehensive Local Salary Survey conducted in India in June 2013, which concluded that salaries for the locally-recruited staff were above the labour market. Facts 2. A Comprehensive Salary Survey was conducted in New Delhi in June 2013. The results of it were published by OHRM in its website, as reflected in its cable dated 1 October 2014, that read as follows: Subject: New Delhi (India) local salaries (AAA) Following the comprehensive salary survey conducted in New Delhi in June 2013, this is to advise you that the results of the survey indicate that salaries for locally-recruited staff are above the labour market when compared with the remuneration package of the retained comparators by 13.4 percent for General Service (GGSS) category and 19.4 per cent for National Officer category.

This measure resulted from the Comprehensive Local Salary Survey conducted in India in June 2013, which concluded that salaries for the locally-recruited staff were above the labour market. Facts 2. A Comprehensive Salary Survey was conducted in New Delhi in June 2013. The results of it were published by OHRM in its website, as reflected in its cable dated 1 October 2014, that read as follows: Subject: New Delhi (India) local salaries (AAA) Following the comprehensive salary survey conducted in New Delhi in June 2013, this is to advise you that the results of the survey indicate that salaries for locally-recruited staff are above the labour market when compared with the remuneration package of the retained comparators by 13.4 percent for General Service (GGSS) category and 19.4 per cent for National Officer category.

The documents placed on record by the Respondent show that the candidate selected, who previously worked in the News and Media Division of the Department of Public Information, was reassigned effective from 1 September 2002 with no change in level to the United Nations Publications Sales and Marketing Section within the Library and Information Resources Division, in the same Department, and that he remained in that Section until he was promoted to the next level in September 2006. (...) His personal history profile also states that, as an information officer from June 2000 to August 2002, he participated in the launch and implementation of a pilot project and that, when he was working in the United Nations Publications Sales and Marketing Section, he “[s]upervise[d] marketing, technology and bookshop staff”, was responsible for “management of the contracted staff” and “oversaw the launch of a newly developed e-commerce driven website”.

This measure resulted from the Comprehensive Local Salary Survey conducted in India in June 2013, which concluded that salaries for the locally-recruited staff were above the labour market. Facts 2. A Comprehensive Salary Survey was conducted in New Delhi in June 2013. The results of it were published by OHRM in its website, as reflected in its cable dated 1 October 2014, that reads as follows: Subject: New Delhi (India) local salaries (AAA) Following the comprehensive salary survey conducted in New Delhi in June 2013, this is to advise you that the results of the survey indicate that salaries for locally-recruited staff are above the labour market when compared with the remuneration package of the retained comparators by 13.4 percent for General Service (GGSS) category and 19.4 per cent for National Officer category.

Setting the rent at market level for profit was therefore a contradiction. (...) Fourthly, there was no evidence whatsoever what the so-called rental “market value” of the property entailed if the objective of the rent was not for profit generation (commercial purposes). Market value was an irrelevant factor under the circumstances of this case.