UNDT/2018/057, Nakwafio
As a staff member on an FTA, the Applicant had no right in law to have his contract renewed. The decision to abolish the post encumbered by the Applicant was taken for legitimate business needs in that it was within the discretion of the decision makers within OCHA to conclude that the functions being performed by the Applicant at the time were part of OCHA’s core mandate and that there was not the need to have a dedicated unit to carry them out. Having arrived at this decision and having regard to the need to streamline services and effect the required cost savings it was legitimate for OCHA to; carry out a comparative review of the relative suitability of the Applicant and the successful candidate. The Applicant did not show that the structural reorganization or the decision to prefer the successful candidate was motivated by impermissible considerations. Absent evidence of impropriety, staff are bound by the fundamental principle that a fixed term appointment does not carry any expectancy, legal or otherwise, of renewal.
The Applicant challenged the decision not to renew his fixed-term appointment (FTA) beyond 31 December 2015.
Absent evidence of impropriety, staff are bound by the fundamental principle that a fixed term appointment does not carry any expectancy, legal or otherwise, of renewal. For a staff member’s claim of legitimate expectation of a renewal of appointment to be sustained, it must not be based on mere verbal assertion, but on a firm commitment to renewal revealed by the circumstances of the case; and the burden is on the staff member to show a legitimate expectancy of renewal or the existence of improper motives.