Who does it apply to?

All personnel: SMs and non-staff such as consultants, subscribers to Personnel Service Agreements, volunteers, interns, national project personnel and any other type of personnel recruited for services (Administrative Circular, para. 11)

Formal complaint deadline

Within 6 months from the date of the alleged incident or most recent incident, excluding the time during which the complainant was on sick leave or duty travel, and any time spent in resolving the situation through informal resolution process. Complaints filed more than one year after the most recent alleged incident will be inadmissible (Administrative Circular, para. 29).

Who can file the complaint / report?

Anyone, to Office of Inspector General (OIG) (Administrative Circular, para. 28).

Procedure Timeline

1. - OIG informs the accused, who may respond in writing, within 10 days (Administrative Circular, para. 33);
2. - Within 30 working days, the OIG normally concludes the investigation and submits its report to the Director-General for a decision or further action (Administrative Circular, paras 35-36).
3. - Director-General provides a copy of the  report (strictly confidential)  to both parties (Administrative Circular, para. 37), who may make written comments within 10 working days (Administrative Circular, para. 37); 
4. - Director-General decides (paras. 38-39).

Administrative Tribunal

1. - ILO Administrative Tribunal
2. - Requests for appeal (Administrative Circular, para. 40)

Who does it apply to?

Staff members

Formal complaint deadline

Not mentioned (Policy, article 15, referring to AM.II/17 for detailed procedure)

Who can file the complaint / report?

Complaining staff member (Policy, article 15).

Procedure Timeline

1. Formal procedures set out in AM.II/17 N/A online (Policy, article 15).

Administrative Tribunal

1. ILO Administrative Tribunal

Who does it apply to?

All current and former SMs (article 4.1);

Alleged harasser must “currently” be a SM (article 6.6)

Formal complaint deadline

Within 6 months of the first instance of the alleged conduct as regards current SMs(article 6.6).

Former SMs shall file a complaint within 90 days following the end of their employment, provided that the first instance of alleged harassment occurred within 90 days prior to the SM’s departure (article 6.6.)

Who can file the complaint / report?

SMs, independent contractors, gratis personal, interns, consultants, interpreters and experts on mission (articles 5.1, 6.1-6-2; see also article 7.2) to the Registrar or Prosecutor.

Procedure Timeline

1. Chapter X of the ICC Staff Rules (article 7.3)

Administrative Tribunal

1. ILO Administrative Tribunal (Rule 110.8)

Who does it apply to?

Officials, job applicants and interns, external collaborators and technical cooperation personnel (2004 Sexual Harassment Policy, Annex 1, article 1).

Formal complaint deadline

Within 6 months of the occurrence of the “behaviour which gave rise to the grievance” (2004 Sexual Harassment Policy, Annex 1, article 3) (2020 Staff Rules, Article 13.4.2 (2).

Who can file the complaint / report?

The aggrieved individual to the Director of the Human Resources Development Department (HRDD) (2004 Sexual Harassment Policy, Annex 1, article 3) (2020 Staff Rules, Article 13.4.3.)

Procedure Timeline

1. - Director HRDD shall notify the claimant and accused if the complaint is receivable within 10 working days and nominate an investigator within 10 working days of the notification. (2020 Staff Rules, Articles 13.4.4, 13.4.5). Exceptionally, if facts are fully established, the Director may proceed to disciplinary action and other administrative measures as necessary (2020 Staff Rules, Article 13.4.4(b)).
2. - Normally be concluded within 60 working days from the receipt of the grievance by the investigator, and a report submitted to the Director-General (2020 Staff Rules, Article 13.4.13)
3. - DG shall notify the parties of the reasoned decision within 20 working days (2020 Staff Rules, Article 13.4.15). If no decision is issued within the time limit, the investigator is to provide the parties with the report and they shall be entitled to conclude that the DG accepts the contents of the report (2020 Staff Rules, Article 13.4.16)
4. - Where the Director HRDD finds the complaint not receivable, the complainant may challenge the decision before the Joint Advisory Appeal Board within 1 month (2020 Staff Rules, Article 13.17)

Administrative Tribunal

1. ILO Administrative Tribunal (2020 Staff Rules, Article 13.18).

Who does it apply to?

SMs (Staff Regulations, Appendix E, Section 2).

Formal complaint deadline

No time-limit.

Earliest possible is encouraged. (Staff Regulations, Appendix E, articles 5.1, 5.11).

Who can file the complaint / report?

The aggrieved individual or any third party with knowledge of the situation shall submit a report to the Director of the Division concerned or to HRS, where the Director of the Division is the alleged offender. 

(Staff Regulations, Appendix E, articles 5.11-5.12).

Procedure Timeline

1. - No later than 3 months from the date of the formal complaint or report, the fact-finding investigation should be concluded with the submission of a report to HRS. (Staff Regulations, Appendix E, Section 5.16).
2. - HRS decides on further course of action based on report (Staff Regulations, Appendix E, article 5.17).

Administrative Tribunal

1. ILO Administrative Tribunal 
2. Appeal Procedures, Article XI of Staff Regulations (Staff Regulations, Appendix E, article 5.19). 

Who does it apply to?

SMs and non-staff members, i.e. any person working at or on behalf of INTERPOL  (2019 Harassment Policy, p. 2).

Formal complaint deadline

No time-limit for reporting, however reporting as soon as possible is encouraged (2019 Harassment Policy, p. 6).

Who can file the complaint / report?

The complainant can lodge a claim to the Internal Oversight Services (IOS) either directly or indirectly, through their direct supervisor (2019 Harassment Policy, p. 6).

Complaints may be anonymous and lodged by a third party (2019 Harassment Policy, p. 7).

Procedure Timeline

1. IOS is to deal with the cases “swiftly” through the conduct of a preliminary inquiry to assess the credibility of the claim and determine if a full investigation is warranted. 
2. No explicit time limits for the full investigation. (2019 Harassment Policy, p. 6).

Administrative Tribunal

1. ILO Administrative Tribunal

Who does it apply to?

SMs, professional and general staff (Staff Regulations, regulation 1.1)

Formal complaint deadline

No time-limit mentioned.

Who can file the complaint / report?

IOM staff or any persons (also non-staff) who has knowledge of misconduct by IOM staff member to Ethic and Conduct Office (https://www.iom.int/ethics-and-conduct-office)

Procedure Timeline

1. Online complaint form https://www.iom.int/ethics-and-conduct-office

Administrative Tribunal

1. ILO Administrative Tribunal

Who does it apply to?

All staff members (Harassment Policy, Articles 1-2).

Formal complaint deadline

No time-limit mentioned.

Who can file the complaint / report?

The formal complaint can be submitted to the Head of Human Resources by the complainant directly or, upon receipt of a written request from the complainant outlining the situation, by the following people:
- social adviser;
- organization’s doctor;
- human resources adviser;
- OECD mediators;
- staff association. (Harassment Policy, Articles 14-15).

Procedure Timeline

1. - Head of Human Resources to decide whether or not to open an investigation within 30 days of the receipt of complaint (Staff Rules, Annex XXV, Article 1);
2. - The investigator(s) shall submit their confidential report to the Head of HR within 3 months of the date of their appointment, unless exceptional circumstances warrant an extension of time (Staff Rules, Annex XXV, Article 21);
3. - Head of HR shall send a copy of the report to the Executive Director and in consultation with her/him decide on further action (no time limit for the last phase. (Staff Rules, Annex XXV, Articles 22-24).

Administrative Tribunal

1. OECD Administrative Tribunal (Staff Rules, Regulation 22)

Who does it apply to?

International civilian personnel of the IS and IMS; 

External contractor, member of NATO delegation or of military headquarters, in consultation with other employer (Policy, Article 3).

Formal complaint deadline

No time-limit mentioned for initiating an informal procedure or mediation. 

If the informal procedure is not successful, the complainant may submit a complaint within 30 days (Policy, Article 11.1, CPR, Article 61 and Annex IX, Articles 2, 4.1).

Who can file the complaint / report?

No time-limit mentioned for initiating an informal procedure or mediation. 

If the informal procedure is not successful, the complainant may submit a complaint within 30 days (Policy, Article 11.1, CPR, Article 61 and Annex IX, Articles 2, 4.1).

Procedure Timeline

1. The head of the unit where the matter was raised is to decide within 30 days, unless a Complaint Committee is to be established. (CPR Annex IX, Articles 4.1, 5). Members of the Complaint Committee are appointed by the Secretary-General or Director of the International Military Staff (Policy, Article 11.3)

Administrative Tribunal

1. Appeal to NATO Administrative Tribunal (CPR Annex IX, Article 6 and Appendix I to Annex IX).

Who does it apply to?

All personnel: SMs and non-staff members, including consultants, contractors, interns and any other individual engaged for services at the OPCW. (Directive, Articles 6, 8(g)).

Formal complaint deadline

As soon as possible after the initial or most recent incident, normally within six months (Directive, Articles 18, 41).

Who can file the complaint / report?

Aggrieved individual to the Director-General, cc Director, Administration. (Directive, Articles 38-40).

No anonymous complaints (Directive, Article 41).

Procedure Timeline

1. - DG performs initial review to assess if the claim is credible and warrants a full investigation (Directive, Articles 45-46);
2. - if yes, DG instructs the Director, Administration, to appoint investigative team (Directive, Article 46);
3. - alleged offender is notified and has 15 days to provide a written response (Directive, Article 48);
4. - the investigations are to begin as soon as possible and no later than 1 month after the deadline for the response (Directive, Article 51);
5. - Investigators’ report to be submitted no later than 3 months from the date of the formal complaint (Directive, Article. 54);
6. - DG will decide on the appropriate action based on report (Directive, Articles 55-58) and notify the parties. (No time line for the last phase).

Administrative Tribunal

1. ILO Administrative Tribunal
   Decision may be appealed pursuant to Rule 11.2.02 of the OPCW Interim Rules. (Directive, Article 57).

Who does it apply to?

All Officials and Non-OSCE Staff, i.e. consultants, daily or hourly staff, Junior Professional Officers and interns (different procedures may apply where the complainant or alleged offender is a non-OSCE staff) (Staff Instruction, Articles 3.1.-3.2, and 9.3)

Formal complaint deadline

Within 30 days of the last alleged incident for OSCE Officials or 30 days from the expiry of appointment for former Officials. The time limit may be extended in exceptional circumstances. (Staff Instruction, Article 8.4)

For Non-OSCE staff, the Department of HR (DHR) should be consulted to seek guidance on appropriate course of action (Staff Instruction, Article 9.3)

Who can file the complaint / report?

OSCE Officials (Staff Instruction, Annex 2, Article 2.1) - addressed to the Secretary General or to the Head of the respective Executive Structure, with a copy to the SG and the Director, DHR (Staff Instruction, Annex 2, Article 2.1).

No anonymous complaints will be accepted (Staff Instruction, Annex 2, Article 2.2).

The form for the complaint is provided at Annex 4 (Staff Instruction, Annex 4)

Exceptionally, the Secretary General or Head of the respective Executive Structure may decide to initiate an investigation in the absence of a formal complaint (Staff Instruction, Article 9.2).

Procedure Timeline

1. - SG or Head of Executive Structure provides the complaint to the alleged offender without delay, and asks the person to respond within 10 days (Staff Instruction, Annex 2, Article 2.8, (Guide on Harassment Policy, p. 12);
2. - SG or Head of Executive Structure may refer the matter to an Investigative Panel; or decide directly the matter (Staff Instruction, Annex 2, Article 2.10);
3. - if the matter is referred to the Investigative Panel, the Panel shall finish the investigation and submit a report, within 30 days of the date it receives the assignment, with a possible extension of time of maximum 30 days (Guide on Harassment Policy, p. 13);
4. - SG or Head of Executive Structure take decision based on report (Staff Instruction, Annex 2, Article 2.13, (Guide on Harassment Policy, pp 15-16).
5. - For the procedural steps see ((Staff Instruction, Annex 3).

Administrative Tribunal

1. Appeal goes to an internal Board of Appeal.

Who does it apply to?

All staff: staff member, consultant, contractor, gratis personnel, including interns, and any other person who may have been subject to prohibited conduct on the part of a staff member in a work-related situation.

(Bulletin, Article 2.4).

Formal complaint deadline

No time limit. As soon as possible. 

(Bulletin, Articles 5.1, 5.11).

Who can file the complaint / report?

The aggrieved individual may file a complaint to the head of department, office or mission concerned (Bulletin, Article 5.11).

A third party who has knowledge of the situation may initiate the procedure by submitting a report (Bulletin, Article 5.11).

Procedure Timeline

1. - The official receiving the complaint or report will promptly assess whether the allegations warrant full investigation. If so, she/he will promptly appoint a panel to carry out the fact-finding investigation (Bulletin, Article 5.14).
2. - The panel shall conclude and submit a detailed report to the responsible official no later 3 months after the formal complaint or report was submitted (Bulletin, Article 5.17).
3. - The official will take a decision based on the report (Bulletin, Article 5.18).

Administrative Tribunal

1. UN Internal Justice System

Who does it apply to?

Staff members (Information Note, p. 1).

Formal complaint deadline

Within 180 calendar days of the alleged fact or most recent incident (Policy, article 7.4).

Who can file the complaint / report?

Complainant (Policy, article 7.2) to the Director, Internal Oversight Services (IOS); or 

by the Executive Director even in the absence of a formal complaint (Policy, article 7.13).

Procedure Timeline

1. - Director IOS acknowledges receipt of the complaint within 10 working days, (Policy, article 7.6);
2. - Director of IOS carries out the initial review, in consultation with Director of HRM, and decides whether full investigation is warranted (Policy, articles 7.9-7.10);
3. - at the end of the formal investigation conducted by IOS, a detailed report is submitted to the ED who shall decide on the course of action (Policy, articles 7.15-7.16).

Administrative Tribunal

1. Final decision may be appealed to the WHO Headquarters Board of Appeal (HBA), (Information Note, p. 2)

Who does it apply to?

All Personnel: SMs, non-staff members, including independent contractors, service contractors, seconded personnel on (Non-) Reimbursable Loan Agreement, UNVs and interns  (Policy, Article 5 and Annex 2).

Formal complaint deadline

There is NO time limit for reporting sexual harassment but as soon as possible is encouraged (Policy, articles 26 and 31). For all other prohibited conduct, within 1 year from the date of the last incident (Policy, Article 31). 

The time limits are suspended for informal resolution and may be exceptionally extended by the Director, Office of Audit & Investigation (OAI) (Policy, Article 31).

Who can file the complaint / report?

Aggrieved individual to OAI (Policy, articles 24-25, 31, 35). 

Reports of sexual harassment will be prioritized by OAI (Policy, Article 27).

The Administrator or Associate Administrator may refer to a matter to the OAI and the Director of OAI may initiate investigations o at his/her own initiative, including without a formal complaint (Policy, article 35).

Procedure Timeline

1. OAI carries out the investigation process, which consists of three parts (Investigation Guidelines, Section 8):
2. 1. Assessment;
3. 2. Investigation; and 
4. 3. Reporting. 

Administrative Tribunal

1. UN Internal Justice System‍
2. Staff members may request challenge a management evaluation (Policy, article 31, see also here).
3. Other UNDP personnel may contest a decision in accordance with the dispute resolution provided for in their contracts (Policy, article 31).

Who does it apply to?

SMs, contractors, interns, volunteers and occasional workers (Policy, Article 4).

Formal complaint deadline

No time limit (Policy, Articles 27-30).

Who can file the complaint / report?

Aggrieved individual to the Director-General (Policy, Article 27); or the Director-General or any other person who had direct knowledge of the situation may initiate the formal process by submitting a report Policy, Article 28).

Procedure Timeline

1. - Preliminary assessment by the Ethics Adviser to be completed no later than 45 days from the submission of the complaint or report (Policy, articles 31, 36);
2. - if the case is pursued, the alleged offender shall be given 10 working days to respond (Policy, article 34);
3. - if Ethic Adviser concludes that the complaint is well founded, he/she shall refer the matter within 10 working days of the alleged offender’s reply to the DG to decide on an investigation and refer the matter to IOS (Policy, article 37).
4. - IOS carries out investigation and submits detailed report to the DG, cc Ethic Adviser and DIR/HRM (Policy, article 41).
5. - Within 10 working days of receipt of the report, the Ethic Advisor shall recommend to the DG the next course of action. DG decides to either close the case or pursue the case in accordance with Disciplinary Procedure. (Policy, article 42).

Administrative Tribunal

1. Appeals Board 
2. Administrative Tribunal 
3. (Staff Regulations, Regulations 11.1-11.2)

Who does it apply to?

All personnel: SM, individual independent contractors or consultants, interns or gratis personnel (2018 Policy, article 2).

Formal complaint deadline

No time limit. Earliest possible encouraged (2018 Policy, article 5.3.1)

Who can file the complaint / report?

Any person to the Office of Audit and Investigation Service (2018 Policy, article 5.3.1-2).

Complaints may be anonymous (2018 Policy, article 5.3.1).

Procedure Timeline

1. To the extent possible and under normal circumstances, investigation shall be concluded within 6 months from informing a SM of being an Investigation Subject with charges of misconduct or case closure. (Disciplinary Framework, article 16.1)

Administrative Tribunal

1. Decision to be challenged before the UN Internal Justice System (Disciplinary Framework, article 18.1)

Who does it apply to?

SMs and non-staff members (Policy, article 18).

Formal complaint deadline

As soon as possible and within 1 year from the incident of alleged harassment, sexual harassment or abuse of authority  for the informal process (Policy, article 22).

Immediately or after the informal process, normally within 1 year of the incident for the formal process. (Policy, article 22).

Individuals may choose to deal with a grievance or complaint through either informal or formal process (Policy, article 33).

Who can file the complaint / report?

Any individual, including former staff members, non-staff or someone who is aware of the incident (Policy, article 34).

Procedure Timeline

1. See Annex B to the Policy, p. 15.

Administrative Tribunal

1. UN Internal Justice System

Who does it apply to?

All staff members (Executive Directive, article 3.1).

Complaints can only be filed against other UNICEF SMs, and not employees of other UN entity.

Formal complaint deadline

Within 6 months of the most recent incident (Executive Directive, article 5.11).

Who can file the complaint / report?

Anyone can file a complaint (Executive Directive, article 5.10), to the Director, Office of Internal Audit and Investigations (OIAI), with copy to the Director, Division of Human Resources (Executive Directive, article 5.11).

No anonymous complaints will be accepted (Executive Directive, article 5.10).

Procedure Timeline

1. - Director OIAI performs a preliminary assessment (Executive Directive, article 5.13).
2. - Where the claim is found credible, meriting a comprehensive review, the alleged offender will be notified (Executive Directive, article 5. 15).
3. - the alleged offender will be given 15 calendar days to respond (Executive Directive, article 5.15).
4. - If the Director finds that the complaint is founded, OIAI will investigate the complaint (Executive Directive, article 5.16).
5. - On the basis of the investigations, the Director OIAI shall forward the investigation dossier and evidence to the Director, DHR for further action where the evidence shows there was misconduct (Executive Directive, article 5.19(b). Otherwise, he/she will close the case and inform the parties (Executive Directive, article 5.19 (a).
6. - on the basis of the report, the Director, DHR, shall take wither managerial action or disciplinary action (Executive Directive, article 5.20).
7. No time frame is mentioned in the Executive Directive.

Administrative Tribunal

1. UN Internal Justice System
2. Complainant or offender may appeal the decision pursuant to Chapter XI of the UN Staff Rules (Executive Directive, article 5.22).
3. ‍

Who does it apply to?

All Personnel, including staff members, individual contractors, interns and volunteers (Policy, article 2.1).

Formal complaint deadline

Within 45 calendar days from the date of the last incident (Policy, article 7.3.2 (a).

Within 30 calendar days from the conclusion of the Ombudsperson or third party’s official involvement in the mediation, the Ombudsperson or a third party of mediation have been requested within the 45 days, the formal complaint shall be filed (Policy, article 7.3.2 (b), (c)).

Time limits may be exceptionally extended (Policy, article 7.3.2 (d)).
The informal procedure may be initiated any time after the incident (Policy, article 7.3.1).

Who can file the complaint / report?

Aggrieved individual may submit a complaint to the Director, HRPG. 

Formal resolution may also be initiated by a third party with direct knowledge of the situation, by submitting a report to the Director, HRPG (Policy, article 7.2.1). 

Anonymous complaints will not be accepted (Policy, article 7.2.1. (e)).

Procedure Timeline

1. The Director, HRPG will perform a preliminary assessment to establish if the complaint is admissible and should be investigated. If so, the investigations will be carried out in compliance with UNOPS Legal Framework for Addressing Non-Compliance with UN Standards of Conduct (Organizational Directive No. 36 N/A online)
2. (Policy, articles 8.1, 8.2).

Administrative Tribunal

1. UN Internal Justice System
2. ‍

Who does it apply to?

Staff Members (unclear whether this includes former).

Formal complaint deadline

No time-limit mentioned (Harassment Policy, Articles 5.1 and 5.2).

Who can file the complaint / report?

The complainant shall file a complaint with the Professional Ethics Office (Harassment Policy, Article 5.2).

Procedure Timeline

1. The Professional Ethics Office will “conduct a fair, prompt, and thorough investigation as outlined in Staff Rule 8.01.” (Harassment Policy, Article 5.2).

Administrative Tribunal

1. World Bank Administrative Tribunal
2. ‍

Who does it apply to?

All employees (Executive Director’s Circular, para. 8)

Formal complaint deadline

No time-limit. (Executive Director’s Circular, para. 56).

The informal process is not required ((Executive Director’s Circular, para. 44).

Who can file the complaint / report?

The aggrieved person or another person (Executive Director’s Circular, paras 55-56, 59) shall submit a report to the Office of the Inspector General (OIG) (Executive Director’s Circular, para. 57).

The report may be anonymous (Executive Director’s Circular, para. 56).

The OIG may initiate an investigation of its own initiative (Executive Director’s Circular, para 61).

Procedure Timeline

1. OIG performs preliminary review of complaint, and if warranted full investigation. Based on the report of the OIG, the WFP shall decide on disciplinary measures. No timelines are provided in the circular (Executive Director’s Circular, paras 63-69)

Administrative Tribunal

1. ILO Administrative Tribunal 
2. Both parties may request review of any decision or alleged failure to take a decision on the matter in accordance with the dispute resolution mechanisms provided for in the terms of their employment (Executive Director’s Circular, para. 70).
3. ‍

Who does it apply to?

All SMs, current and former (Policy, article 1.3). Non-staff members are “guided by the policy as appropriate (Policy, articles 1.4-1.5).

Formal complaint deadline

Within 180 calendar days of the alleged fact or most recent incident (Policy, article 7.4).

Who can file the complaint / report?

Complainant (Policy, article 7.2) to the Director, Internal Oversight Services (IOS); or by the Director General ex officio (Policy, article 7.13)

Procedure Timeline

1. - Director IOS acknowledges receipt of the complaint within 10 working days (Policy, article 7.6);
2. - Director of IOS carries out the initial review, in consultation with Director of HRD, and decides whether full investigation is warranted (Policy, articles 7.9-7.10);
3. - at the end of the formal investigation conducted by IOS, a detailed report is submitted to the Director General who shall decide on the course of action (Policy, articles 7.15-7.16).

Administrative Tribunal

1. - Final decisions taken under this policy may be appealed to the Headquarters Board of Appeal (HBA)/Regional Board of Appeal (RBA) (see Policy, article 8.2).
2. - Decisions of the Regional Director on the recommendation of the RBA may be appealed to the HBA (see Policy, article 8.3).
3. - Decisions of the Director General on the recommendations of the HBA may be appealed to the International Labour Organization Administrative Tribunal (ILOAT), (Policy, Article 8.4).
4. ‍

Who does it apply to?

Staff members.

Formal complaint deadline

Within 90 calendar days from the date of the incident or the last incident (Staff Regulations and Rules, Rule 11.4.1 (a)).

Who can file the complaint / report?

Aggrieved person submits complaint to the Director General, with copy to the Director of HRMD (Staff Regulations and Rules, Rule 11.4.1 (a)).

Procedure Timeline

1. - Alleged offender shall be notified within 15 calendar days from the date the complaint is received and shall have 30 calendar days to respond (Staff Regulations and Rules, Rule 11.4.1 (b);
2. - within 60 calendar days from the receipt of the response, the DG shall review the material and notify the parties in writing of a reasoned decision (Staff Regulations and Rules, Rule 11.4.1 (c)) (this time limit may be suspended for up to 90 calendar days to engage in informal resolution if the parties agree).
3. - this time limit shall be suspended where the DG finds it necessary to refer the complaint for independent investigation. In this case, the reasoned decision shall be notified to the parties no later than 60 calendar days following the communication of the investigative findings to the DG (Staff Regulations and Rules, Rule 11.4.1 (d)).

Administrative Tribunal

1. If a party disagrees with the decision, or in the absence of a decision, he or she may file an appeal under Regulation 11.5 within 90 calendar days from the date of the notification of the decision, in the absence of a decision, from the date of expiration of applicable time limit (Staff Regulations and Rules, Rule 11.4.1 (e)).

Who does it apply to?

Personnel (President, Vice-Presidents, Chief Evaluator and SMs) and experts performing missions for the Bank to the extent set out in their contracts (Policy, Article 2).

Formal complaint deadline

No time-limit. Aggrieved individuals are “urged” to take prompt action (Policy, Articles 18, 19, 20).

See also the updated Workplace Procedures, Article 1.2.

Who can file the complaint / report?

Aggrieved individual or a third person who has witnesses the behaviour may register a complaint (Policy, article 20), to Managing Director, Human Resources and Management Development (Workplace Procedures, Article 1.2.). The latter may initiate an assessment also in the absence of a report (Workplace Procedures, Article 1.2.(c)).

Procedure Timeline

1. Human Resources Department makes an assessment and provides it to the Managing Director who shall, within 15 working days from the receipt of the allegations, refer the matter for initial inquiry under the Conduct and Disciplinary Rules and Procedures if it is assessed that misconduct has occurred (Workplace Procedures, Article 1.3).

Administrative Tribunal

1. EBRD Administrative Tribunal

Who does it apply to?

Persons working for the EIB group (EIB and European Investment Fund) (Dignity at Work Policy, preamble). For full list, Dignity at Work Policy, Article 1.3.

Formal complaint deadline

Within a reasonable time, but no later than 5 years from the last act or from the conclusion of an unsuccessful mediation procedure (Dignity at Work Policy, Article 20.2).

Who can file the complaint / report?

The alleged victim, (Dignity at Work Policy, 20.1.a)), or ex officio by the Director General of the Personnel Directorate of the EIB (DGP) or the Head of Human & Resources Management Department of the EIF (Head H&RM)

(Dignity at Work Policy, article 20.1.b.).

Procedure Timeline

1. Very detailed procedure, highlights are summarised but please refer to the Dignity at Work Policy for details:
2. - Dignity at Work Panel shall provide the parties with a first draft of final report within 60 working days from the day of the hearing or the last investigation act (Dignity at Work Policy, article 32.1).
3. - The parties will have 15 working days to submit their observations (Dignity at Work Policy, article 32.2).
4. - Within 20 working days of the receipt of the observations, the Panel shall submit the report to the DGP/HEAD H&RM), who will forward it to the EIB President/EIF Chief Executive (Dignity at Work Policy, article 32.3). 
5. - Within 20 working days of receiving the final report, the EIB President or EIF Chief Executive take final decision and notify the parties Dignity at Work Policy, 33.1-2).

Administrative Tribunal

1. General Court of the Court of Justice of the European Union

Who does it apply to?

Internal Rules on Harassment: complaints involving accredited parliamentary assistants (alleged victim) and members of the European Parliament (alleged offenders). 

Formal complaint deadline

No time-limit (Internal Rules on Harassment, article 7).

Who can file the complaint / report?

Accredited parliamentary assistants APA (alleged victim) and members of the European Parliament (alleged offenders), (Internal Rules on Harassment, article 7), to the Advisory Committee dealing with harassment complaints between Accredited Parliamentary Assistants and members of the Parliament and its prevention in the workplace (Committee) (Internal Rules on Harassment, articles 1, 3, 7) 

Procedure Timeline

1. - The Committee shall see the complainant “within a reasonable period of time” and must endeavour to establish meetings within 1 month of its initial meeting (Internal Rules on Harassment, article 9).
2. - It shall send a confidential report to the President seeking, where appropriate, instruction to conduct a detailed investigation Internal Rules on Harassment, article 10).
3. - If an investigation is carried out, the Committee shall forward its findings and recommendations to the President, who shall take a reasoned decision (Internal Rules on Harassment, articles 11-12).

Administrative Tribunal

1. General Court of the Court of Justice of the European Union

Who does it apply to?

Personnel (Policy, article 1). Where the alleged harasser is a contractor or agency worker, see annex 2 to Policy.

Formal complaint deadline

No time-limit. 

As soon as possible action encouraged (Policy, article 5, stage 3)

Who can file the complaint / report?

Complainant to HR Special Advisor, preferably after discussing the case with the Harassment Contact Person (Policy, stage 3)

Procedure Timeline

1. - Panel for investigations is convened (Policy, stage 3) and the complainant provides all the material (Policy, stage 4.2.2); 
2. - within 15 calendar days the Panel writes to the alleged harasser detailing the allegations (Policy, stage 4.2.3);
3. - latest after 15 days the Panel shall meet the complainant and the alleged harasser separately (Policy, stage 4.2.4);
4. - within 30 calendar days of the date of the last meeting, the Panel shall submit its recommendations to the Director General (Policy, stage 4.2.8);
5. - within 60 calendar days of the Panel’s last meeting, the DG shall give the parties a reasoned decision and at the same time inform them of their right to appeal (Policy, stage 4.2.9).

Administrative Tribunal

1. ILO Administrative Tribunal

Who does it apply to?

Staff members in broad sense (Charter of Ethics, article 1, fn. 2).

Formal complaint deadline

No time-limit (Charter of Ethics, pp 9-10).

Who can file the complaint / report?

Request of assistance in accordance with Art. 24 of the Staff Regulations to the Appointing Authority (Charter of Ethics, p.10).

Procedure Timeline

1. Absence of a reply by the administrative authority within 4 months amounts to an implicit rejection of the request (Charter of Ethics, p. 10).

Administrative Tribunal

1. N/A

Who does it apply to?

All civilian members (including seconded, contracted personnel, response teams and visiting experts) (Code of Conduct, article 1.1)

Formal complaint deadline

No time-limit (Code of Conduct, articles 4, 6-7).

Who can file the complaint / report?

Mission members have a duty to report (Code of Conduct, articles 4, 6.4).

Procedure Timeline

1. N/A

Administrative Tribunal

1. See internal appeal mechanisms (Code of Conduct, articles 32-40)