The Applicant challenges “[p]oor performance and partial performance on [an] OTI [Opportunity to Improve Performance plan] as the grounds for termination of [her] contract.”

The Applicant claims that the Bank “deliberately failed to act on my March 8, 2023, request to appoint a suitable alternative reviewer to investigate retaliation. Despite repeated reminders that this inaction violates the International Financial Institutions Act (IFI Act), the [Bank] has willfully disregarded U.S. policy objectives enshrined in the Act.”

The Applicant contends that (i) the misconduct finding against him cannot be sustained; (ii) the misconduct investigation and the impugned disciplinary decision were marred by multiple serious violations of due process; and (iii) the sanctions imposed are significantly disproportionate to the findings of misconduct.

The Applicant challenges the non-confirmation of his term appointment.

The Applicant “request[s] the Tribunal to reverse the OTI [Opportunity to Improve Performance] decision and order [the Bank] to remove [the] OTI from [his] official HR [Human Resources] records.”

The Applicant challenges the 20 August 2024 decision of the Workers’ Compensation Administrative Review Panel (ARP) denying her claim for workers’ compensation benefits.

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.