The Applicant challenges the terms of her Mutually Agreed Early Out Separation: Retirement (MAS-EO) agreement and alleges discrimination at the time of her retirement and over the course of her employment with respect to annual salary raises, spot awards, and sick leave.

The Applicant challenges the determination by the Corporate Support Vice President, International Finance Corporation (COSVP) that he committed misconduct and the disciplinary sanctions imposed therein.

The Applicant contends that (i) his behavior did not amount to misconduct; (ii) the sanctions imposed are grossly disproportionate under the totality of the circumstances; and (iii) there were procedural irregularities in the disciplinary process.

The Applicant challenges “the disclosure of [his] personal sensitive information by the World Bank.”

The Applicant challenges (i) the alleged “exclusion and marginalization at the level of roles and responsibilities for an Iraqi Female with Fixed Term Contract,” (ii) the “not evidenced based allegations on [her] performance and putting [her] on an OTI [Opportunity to Improve Performance] plan,” (iii) the non-extension of her term appointment, and (iv) the purportedly “inglorious” decision of the Peer Review Secretariat.

The Applicant contends that (i) her Fiscal Year 2023 (FY23) performance evaluation, her performance rating, and her placement on an Opportunity to Improve Unsatisfactory Performance plan (OTI) constitute abuses of discretion; and (ii) management “retaliated against and harassed [her] for making use of the internal justice system.”

The Applicant challenges the termination of his employment, the refusal to implement the Performance Management Review (PMR) recommendations as to his Opportunity to Improve Performance (OTI) plan and Fiscal Year 2023 (FY23) performance rating, and his placement on an OTI and the terms thereof.

The Applicant challenges the decisions to (i) declare his position redundant; (ii) engage in actions amounting to career mismanagement leading up to the redundancy decision; (iii) place the Applicant in a “temporary” position slated for redundancy; (iv) subject the Applicant to various forms of misconduct, including harassment, hostile work environment, retaliation, and disclosure of confidential medical information; (v) exclude the Applicant from the Water Global Practice (GP) Fiscal Year 2022 (FY22) batch rotation exercise; (vi) not shortlist the Applicant for certain positions in the Water GP FY22 batch rotation exercise; and (vii) exclude the Applicant from the Water GP FY23 batch rotation exercise.

The Applicant requested the withdrawal of her Application stating that she had reached a settlement with the Bank.

The Applicant challenges (i) “the [2023] decision of […] EBC [Ethics and Business Conduct Department] to close [her] complaint” and (ii) “the decision of [the] [HRVP] [Vice-President, Human Resources] to deny her due process rights and access to information.” 

The Applicant challenges the Bank’s decision to terminate her employment.

The Applicant challenges the (i) decision to declare his position redundant, (ii) “series of decisions amounting to career mismanagement leading up to the redundancy decision,” (iii) decision to place him in a “temporary” position slated for redundancy (the temporary assignment claim), (iv) decision to “subject [the Applicant] to various forms of managerial misconduct” (the misconduct claim), (v) decision to not shortlist the Applicant for certain positions in the Fiscal Year (FY) 2022 (FY22) batch rotation exercise of the Water Global Practice (GP), and (vi) decision to exclude the Applicant from the Water GP’s FY22 and FY23 batch rotation exercises (non-inclusion claims).

The Applicant challenges the Bank’s disciplinary decision issued on 23 October 2023.

The Applicant challenges the determination made by the Vice-President, Human Resources (HRVP) that he committed misconduct and the disciplinary measures imposed therein.

The Applicant challenges the decision not to renew her term appointment, the decision of the Ethics and Business Conduct Department (EBC) to close its preliminary inquiry, and the alleged failure of the IFC to comply with the recommendations of the Performance Management Review (PMR) process. The IFC shall pay the Applicant three months’ net salary based on the last regular salary drawn by the Applicant; (2) The IFC shall contribute to the Applicant’s legal fees and costs in the amount of $5,000.00; and (3) All other claims are dismissed.

The Applicant challenges the Bank’s “denial of coverage for medical treatment obtained by [the Applicant] from October 5, 2020 to the present, and the Administrative Review Panel decision of March 23, 2023.” The Application is dismissed.

The Applicant claims that the Bank failed to take appropriate action consistent with its duty of care in response to the Applicant’s worsening medical condition. The Application is dismissed.

The Applicant challenges the Bank’s decisions (i) not to select him for a position during a batch rotation exercise and (ii) not to extend his term appointment. The Bank shall pay the Applicant twenty-one months’ net salary based on the last salary drawn by the Applicant, for the improper non-extension decision;(2) The Bank shall contribute to the Applicant’s legal fees and costs in the amount of $37,000.00; and (3) All other claims are dismissed.

The Applicant, in connection with her non-selection for a Human Resources (HR) Analyst position (Requisition No. 17459) at the IFC, challenges (i) the IFC’s application of the HR Analyst Tests Administration Policy (HATA Policy) on the grounds that it was applied retroactively, and (ii) the exemption of candidates from taking the HR Analyst test on the grounds that the exemption lacked any fixed procedure, objective criteria, or records for determining which candidates to exempt. The Application is dismissed.

The Applicant challenges the “determination communicated to him in his February 28, 2022, Letter of Appointment that he is ineligible for a Mobility Premium notwithstanding his eligibility under the applicable Staff Rule.” The Bank shall pay the Applicant the sum of the Mobility Premium benefit he would have received from 1 March 2022 to 22 December 2022; (2) The Bank shall pay the Applicant’s legal fees and costs in the amount of $15,770.00; and (3) All other claims are dismissed.