What do we do?

We review allegations of harassment, discrimination, and abuse of authority. Some cases may lead to findings of alleged misconduct, while others involve inappropriate behaviour that require non-disciplinary intervention.

We undertake fact-finding to analyse and determine whether a case should be referred to IAIG for an investigation or if non-disciplinary, managerial actions are more appropriate. Though we do not carry out full investigations (e.g., we do not review forensic evidence), we verify facts from multiple perspectives.

For the reports that we deem require managerial action, we would make a recommendation to the PCG Director (who has the delegated authority for this) about an appropriate managerial action. Such action may include mandatory training, a reprimand, a change of functions or responsibilities, counselling or other appropriate corrective measures.

Confidentiality is prioritized and we first seek consent of the concerned individual in case contacting other parties may be necessary.

We are organizationally placed within the PCG.

Informal conflict resolution intervention

We may offer facilitated dialogues to help resolve the conflict in a neutral setting, or we can connect you with the Ombudsman Office, which specializes in conflict resolution and mediation. We may also offer strategies and support to help you cope with and directly address difficult issues in the office. This approach is designed to encourage a collaborative solution without escalating the issue to an investigation.

Process for handling allegations of harassment, abuse of authority and discrimination

Allegation submitted

Allegation should be supported by evidence.

Preliminary review

After checking receivability, WCT will do fact-finding.

Recommendation for solution

WCT can recommend formal or informal solutions.

Solution implemented

Implementation by PCG or other.

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Disclaimer

The summary content provided on this page is issued for informative purposes only and reflects the most accurate information available at the time of publication. However, the summary does not amend, replace or override the applicable legal framework set out, inter alia, in the UN Charter, the Convention on the Privileges and Immunities of the United Nations, the UN Staff Regulations and Rules, relevant administrative issuances and any specific contracting arrangements in place. UNOPS personnel should therefore not rely upon the summary information provided in the portal, as it is not intended to be an authoritative resource. Instead, they should refer to the aforementioned legal framework and their contract with UNOPS for definitive guidance.

Workplace Conduct Team