A third option for informal resolution, Administrative Review, enables staff to obtain review of
a contested decision first by a department head
and then, if necessary, by the Human Resources
Department (HRD). Generally, staff must seek
Administrative Review before requesting consideration by the Grievance Committee, unless the
disputed decision was made by Human Resources
or the Managing Director, in which case staff may
proceed first to the Grievance Committee.
Formal Procedure
The Grievance Committee is an advisory body to
the Managing Director of the IMF. The Committee
serves as a neutral three-person panel, including a chairperson, a staff member appointed by
the Staff Association Committee (SAC), and a
staff member appointed by management. The
Committee chair, an independent professional
with relevant experience and legal expertise,
is selected by the Managing Director following consultation with the SAC. The Grievance
Committee reviews complaints brought by staff
alleging inconsistencies between management
decisions and IMF regulations governing conditions of employment. Typically, the Grievance
Committee holds oral hearings, but with the parties’ consent, may consider a grievance on the
written record alone.
The IMF Administrative Tribunal (IMFAT) is the
final and highest level of review of administrative decisions. It functions as an independent
body with jurisdiction over “any application …
by a member of the staff challenging the legality of an administrative act,” which includes “any
individual or regulatory decision taken in the administration of the staff of the Fund.” The IMFAT
is further empowered to both review and issue
judgments regarding decisions of the Managing
Director and Executive Board. A claim within the
Grievance Committee’s jurisdiction must exhaust
the Committee’s procedures before being heard
by the IMFAT. Members of the IMFAT, consisting of
the President and four other judges, are typically
prominent jurists with experience in international
administrative law.
In 2000, the IMF recruited its first Ethics Advisor, who “promotes awareness of ethics issues,
provides training and education on ethics, and
carries out impartial inquiries and investigations
concerning alleged violations of the [Fund’s]
rules and regulations.
THE WORLD BANK
The World Bank employs more than 9,000 people in over
100 offices worldwide. Two-thirds of staff work in the Bank’s
headquarters in Washington, DC.
Informal Procedure
The Ombuds Services operate independently of the
Bank’s formal structure, and offer impartial and confidential assistance to staff with employment-related
concerns., The Ombudsman may provide recommendations, and with staff’s consent, may speak with Bank
staff at any level to assist dispute resolution. The Ombudsman may also reach out to management regarding
systemic issues facing the organization.
Respectful Workplace Advisors (RWA) are volunteer
peers who offer confidential assistance to staff experiencing employment-related conflicts and concerns RWAs
do not formally participate in dispute resolution, but
rather, provide advice to empower fellow employees to
resolve problems or engage the Bank’s other conflict
resolution services. The Ombuds Services Office supervises the RWA program.
The Office of Mediation Services provides mediation,
group facilitation, and training services.
Formal Procedure
Peer Review Services (PRS) invites employees to
seek review of an employment-related matter before
an impartial panel of their peers. Peer Review Members,
who are volunteer staff, determine whether a Bank
decision accords with relevant organizational rules
and conditions of employment. Peer Review Members
serve in panels of three, and include both managers and
non-managers.
Following a request for PRS review, management
will typically issue a response. The Panel will then review the parties’ submissions and may hold a hearing,
if requested. The Panel submits its findings to the Vice
President of the manager responding in the case. The
Vice President, after consulting with the Vice President
of Human Resources (HRSVP), will determine any relief
to be provided.
The World Bank Administrative Tribunal (WBAT) generally considers cases only after staff have sought
assistance through available dispute resolution
remedies, although for disciplinary and termination
cases, staff may proceed directly to the WBAT. The
WBAT consists of seven independent judges from different states among the Bank’s membership. Tribunal
decisions are final.