text: Applicant because of his activities on behalf of the Staff Union, and was facilitated by the Administration's violation of ST/AI/313- 9 - in not identifying the Finance posts before it learned the outcome of the oral examination. Whereas the Respondent's principal contention is: The JAB has authority to waive time-limits imposed by the Staff Rules for the receivability of appeals. However, that authority can only be exercised in exceptional cases and the JAB found that no such exceptional circumstances exist, which conclusion was within the JAB's discretion. Such decision and acceptance of it by the Secretary-General did not violate the Applicant's rights. The Tribunal, having deliberated from 24 April to 15 May 1990, now pronounces the following judgement: I.The Respondent has raised the possibility of the Tribunal remanding the case to the Joint Appeals Board (JAB). In view of this, the Tribunal examined at the outset how the JAB had dealt with the application before it. In its report of 9 June 1988, the JAB held that the application was not receivable inasmuch as it was time-barred and did not challenge any administrative decision. The JAB also concluded that it was not competent to deal with the application because the subject matter was essentially within the Central Examination Board's (CEB) jurisdiction. These conclusions of the JAB, if upheld, would have effectively deprived the Applicant of any opportunity to have his grievances assessed and pronounced upon by any competent authority; nor did the JAB provide any satisfactory reason for its finding that the Respondent's action in denying the Applicant's claim to promotion was not an administrative decision. II.However, despite these findings by the JAB, the Respondent asked the JAB to examine the application on its merits, apparently- 10 - accepting that the issue appealed against was, in fact, an
analysis: The text appears to be related to the internal workings of an organization, specifically a staff union and administrative processes, which suggests that it may be related to employment or human resources. The language used is formal and technical, indicating that it may be a legal or administrative document.