Notable international civil service cases handled by the Law Offices run the gamut, from benefits to staff discipline. The Law Offices often undertakes complex, first-instance litigation, with groundbreaking results.
The Law Offices is known as an aggressive litigation firm, but the Law Offices also settles many cases, often at a preliminary stage. In addition, the Law Offices routinely advises clients on all manner of international civil service career issues, including at the highest executive levels.
The Law Offices has litigated before the AfDBAT, IMFAT, IsDBGAT, OASAT, PAHO and WBAT, among other international fora. To discuss your individual situation in any international organization, please contact Mr. Hansen at inquiry@peterhansenlaw.com.
In probation case brought by Chief Economist and Vice President, succeeded in having presidential decision not to convert applicant’s appointment adjudged “unlawful on the basis of procedural irregularities.” Nine (9) months of salary awarded, plus a significant costs award.
In complex, first-instance case involving Fund retiree and employee of IMF Member State, established precedent of retiree’s right to receive due process after revocation of entry badge and placement of entry flag. Substantial monetary relief and full costs awarded. IMFAT held that “[a]ssuming culpability of a former staff member before he has had an opportunity to respond defeats the purpose of due process.” IMFAT defined due process in this case as a “meaningful opportunity to mount a defense and to question the veracity of the statements against him.” IMFAT held that Fund had “maintained [the entry ban] absent a review of all relevant evidence by an objective decision-maker for the purpose of determining the true nature of the facts to reach a well-founded decision as to whether the ban should be maintained.” IMFAT held that “[i]mportantly, resolution of Applicant’s chief complaint is of significance not only for Applicant’s case but for the institution as a whole.
In complex, first-instance case involving an individual salary review involving highly detailed statistical analyses prepared by the Law Offices, Law Offices prevailed in substantial part at Grievance Committee concerning dispute over methodology. IMFAT thereafter recommended significant ex gratia payment by Fund as costs award to supplement reimbursement made at Grievance Committee level. IMFAT nonetheless dismissed staff member’s claims notwithstanding Grievance Committee victory, with IMFAT declaring that World Bank’s highly developed methodology was not “persuasive” despite Fund’s admitted lack of an established review method.
In complex, first-instance case involving transfer of Board staff to Fund staff, prevailed on claim of denial of “fair treatment” regarding transfer process. Case involved historical analysis and argument with regard to Fund regulations for different classes of staff across four decades. Modest monetary relief and substantial costs awarded.
Defeated Fund’s jurisdictional objection in case involving challenge to entry ban placed on Fund retiree in employ of sovereign Member State, with IMFAT finding that a Fund retiree has standing to contest flags put in his or her file after retirement.
Defeated Fund’s jurisdictional challenge in case of regulatory interpretation, with IMFAT ruling that Fund could not resolve claims involving “fundamentally different theories on the merits of the case” through a motion for summary dismissal. First IMFAT judgment to recognize standing of Board employees to bring cases before IMFAT.
In complex, first-instance case, prevailed on claim that Fund violated its “duty of care” toward contractual employee profoundly disabled in Fund’s service, including by refusing to advise employee of his rights to apply for workers compensation in unclear legal circumstances. IMFAT nonetheless refused to allow filing of claim for workers compensation after deadline which IMFAT retroactively formulated based on effective staff status denied by Fund during events at issue as well as during litigation, and conferred only by IMFAT in VV, Judgment 2023-3. Significant monetary relief awarded on “duty of care” count, plus 60% in costs.''
In complex, first-instance case, defeated Fund motion for summary dismissal and thereby established precedent that contractual Fund employees have full Fund staff status for purpose of obtaining workers compensation.
Obtained rescission of decision to place whistleblower on administrative leave pending retirement, with IMFAT acknowledging that “written policy of the Fund governing retaliation does not reference ‘whistleblowing’ per se or expressly provide protection of staff members who call into question colleagues’ views as to how Fund policies shall be applied or, indeed, call into question the policies themselves.” Modest monetary relief and 80% of costs awarded.
Obtained award exceeding three (3) years and four (4) months’ salary, plus full costs, in case involving staff member wrongfully denied conversion to Open Ended status, and also denied fair process in non-selection for a separate appointment.
Largest individual award in international civil-service law up to that time (valued at around $1.58M in total). Complex, first-instance, long-running case of Fund official mentally incapacitated by Fund service at time of national disaster. Obtained rescission of clawback of early retirement and falsely “coordinated” compensation for disabling injury, so that staff member received workers compensation annuity as well as early retirement, plus interest on all retroactive payments.
Prevailed on claim of wrongful exclusion as job candidate in case of thwarted conversion. IMFAT awarded half (1/2) costs and minor monetary relief. IMFAT upheld Grievance Committee’s refusal to recommend relief, with Grievance Committee having deemed Fund to be sole victim of its own wrongful exclusion of applicant.
Complex, first-instance matter following dismissal by Fund-appointed arbitrator of claims brought by local Fund employee. Case dismissed by IMFAT, which nonetheless observed that “fair system for resolving employment disputes should be designed to ensure that employees have confidence in the fair adjudication of their disputes.” IMFAT found that lack of such a “mechanism … is an important matter that the Fund needs to address in order to ensure that its dispute resolution process is, as it claims, both fair and seen to be fair.” Case was later informally resolved.
In complex case concerning availability, means and computation of market-related compensation, application was denied but substantial costs awarded.
In redundancy case, obtained holding that staff member’s unmapping and resulting termination were unlawful, with Bank found to have failed in its duty to “endeavor to reassign” staff member. IsDBGAT held that Bank had “failed to comply with the [Tribunal’s] suspension orders.” Award of monetary relief based on term of service, plus substantial costs award.
In redundancy case, obtained award of one (1) year’s base salary, plus benefits and substantial costs award, where unmapped staff member wrongfully denied reassignment and priority consideration in hiring.
IsDBGAT ordered Bank to pay staff member “all of the benefits set out in … the Redeployment Policy,” in addition to other benefits. Significant costs awarded.
Prevailed against Bank’s effort to have staff member’s claims deemed inadmissible.
Obtained dismissal of Bank’s “application” against staff member, which was functional motion to dismiss staff member’s claims. Unspecified right to compensation awarded to staff member.
Obtained judicial suspension of staff member’s termination through finding of mootness, as IsDBGAT found that Bank had not definitively declared termination. (Bank nonetheless treated termination as final.)
Defeated Bank motion to dismiss, although suspension of contested decision was denied.
In complex disciplinary case related to debarment matter, full defense conducted at investigatory stage, which remained pending for several years as a result. WBAT upheld misconduct findings, but rescinded disciplinary sanctions.
In case of alleged retaliatory investigation prompted by top Bank officials, claims dismissed, but partial costs awarded because “Application has raised questions which merit clarification” in Bank law and practice.
Client awarded four (4) months’ salary and substantial costs for Bank failures in redundancy process that were “more than a technical formality.”
In pre-2020 matter, case dismissed and Law Offices criticized for aggressiveness in pressing claims of anti-Black racism, including ethics finding that staff member resembled “little bear.” Law Offices nonetheless resolved disciplinary case, arranged through mediation for reinstatement to service, and then later unsuccessfully challenged termination later imposed for alleged poor performance as professional risk analyst.
Disciplinary sanction of termination rescinded, and reinstatement with costs awarded, in case involving accidentally disclosed, derogatory statements by staff member concerning manager.
Defeated Bank’s preliminary objections relating to jurisdiction, with costs awarded. WBAT block-quoted Law Offices’ pleading as part of its own reasoning, concerning efficiency in litigation.
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