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Although the Applicant doubts that this is a durable solution, this decision is a matter of policy which is in the sole discretion of the Organization. (...) The Guidelines provide that “once positions are approved for discontinuation…manager and staff should consult with DHRM to ensure that appropriate solutions are found for all affected personnel.” (...) He also lost the valuable opportunity to ensure an agreed employment solution to which he was le Decision 89. The Tribunal finds that: a.

In her request for an extension of time the applicant specified that the reasons for the request were “the change of counsel and pursuit of informal solution”. 2. On 17 June 2010 the Tribunal granted the applicant until 23 July 2010 to file her application. 3. (...) As the effort of seeking informal solution is still [ongoing], filing the application at this time may not be conducive to the effort, even have some negative impact.

In this is the case, the Administration will therefore need to find an alternative solution to ensuring that the deduction is not implemented before the Tribunal has issued its final determination of the pending suspension of action application. (...) UNDT/NY/2019/020 Order No. 50 (NY/2019) Page 5 of 5 technically feasible, the Administration shall use its best endeavors to find an alternative solution to ensure that the Applicant receives his full salary for March 2019. 13.

He concluded by expressing the hope that an acceptable solution to everyone could be found. 8. In an e-mail sent to Mr. (...) Sprauten stressed that he was open to finding an acceptable solution for everyone. He recalled that he had accepted the offer of employment with the exception of the start date. 10. (...) He never rejected the dates mentioned by the Appellant; he merely wished to explore solutions that would have better suited his family situation. 19.

The Tribunal further notes that after the Applicant had shared her security concerns with OHCHR, the Office reviewed her reported information and offered several possible courses of action. These possible solutions were discussed with the Applicant from July 2018 until the end of her appointment in September 2018. 17. (...) It is evident from the record and undisputed that the Applicant declined both solutions presented by the Administration as she did not deem them appropriate. (...) He stresses that the Organization tried to find a solution to the Applicant’s situation while she could be traveled back as an employee of the United Nations with a valid passport and although the security risk had been assessed as low. 35.

It would be difficult to propose a “one-size-fits-all solution” for this issue; however, there is need to consider, discuss, and find the best solution possible. (...) Taking into account developing experiences and new attempts in this regard, organizations should consider finding appropriate solutions. Organizations should, at least, consider establishing informal/voluntary/administrative internal dispute resolution mechanisms that can be used before resorting to formal external processes. 2 General Assembly resolutions 65/247, 63/250 and 61/244.

Delaunay claimed did not allow her to be fully compensated for the prejudice she had suffered and the alleged inability of the ICJ to find a common solution with the UNJSPF, Ms. Delaunay informed the ICJ Registrar by e-mail dated 3 October 2016 that she wished to pursue her request for compensation against the ICJ submitted on 1 February 2016. (...) Having considered the record as well as the parties’ submissions, we find that the appropriate solution at this point is for Ms. Delaunay to file a request before the Pension Fund to review the decision to convert her six years and eight months 25 per cent part-time employment into one year and eight months full-time employment in accordance with Section K of the Administrative Rules of the UNJSPF.

A minimum of two years experience in planning, designing and facilitating promotion of innovative technology solutions in the areas of Circular economy is an advantage”. 25. (...) A minimum of two years experience in planning, designing and facilitating promotion of innovative technology solutions in the areas of Education is an advantage”. (...) The Tribunal notes that the vacancy announcement for this post includes the following desirable experience criteria, among others: a minimum of two years’ experience in establishing and implementing partnerships and communication strategies in the areas of health, and a minimum of two years’ experience in planning, designing and facilitating promotion of innovative technology solutions in the areas of health. 39. The personal history form submitted by the Applicant as his candidature for this post does not list any experience in the field of health. 40.

On 24 January and 25 February 2014, the Parties filed joint motions seeking suspension of the Tribunal’s proceedings until 25 February 2014 and 24 March 2014, respectively, with a view to finding an amicable solution. 3. By Order Nos. 014 (NBI/2014) and 033 (NBI/2014), the Tribunal granted the Parties’ motions.

He further reiterated that any allegations against him were completely unfounded and noted that if management insisted on him leaving UNDOF, the only acceptable solution for him would be to be sent on a TDY “to some other Middle East mission, preferably UNIFIL”. 10. (...) He did not request to be assigned on TDY to UNIFIL; rather, he accepted that offer from the CMSS as a solution that was acceptable to him; j. The email of 29 October 2015 from the CMSS to the Chief, Human Resources Office, is evidence that he was forced and was never asked or agreed to administrative leave; k. (...) Mindful of the jurisprudence of the Appeals Tribunal in Rees, the Tribunal notes that the situation in this case was peculiar since a quick solution had to be found for the Applicant who, for the reasons outlined above could no longer stay in Syria.