110 annual report 2012 The Ombudsman did not find that the possibility should simply be dismissed that the woman’s previous fixed-term employment contracts should be taken into consideration. However, he did not carry out an actual investigation of this issue. The Ombudsman then considered which conditions might lead to the jobs being defined as new (fixed-term) appointments. He stated that in his opinion the significant factors were those which would normally be important when deciding if a position is a new position, including the pay and the general pay structure, work hours, work location, job title and job content. In the case of a managerial position, a change in managerial authority would also have significance. The Ombudsman’ assessment was that the woman had been employed in several different fixed-term appointments, and that there had been no unlawful renewals of her appointments. l. MINISTRY OF food, agriculture AND fisheries No cases concluded in 2012 were selected for publication in the Annual Report. M. M  INISTRY FOR GENDER EQUALITY AND ECCLESIASTICAL AFFAIRS No cases concluded in 2012 were selected for publication in the Annual Report.