Mr J Price v AMG Property Services North East Ltd: 2500023/2017
JUDGMENT
ON REMEDIES Employment Tribunals Rules of Procedure 2013 – Rule 21[1]The respondent is ordered to pay to the claimant a compensatory award of £4511.54 for automatically unfair dismissal plus an uplift of 10% for failure to follow the ACAS Code under Section 207 A of the 1992 Act, amounting to a further £451.15. . .[2]No further award is made for notice pay, the claimant having been compensated fully in the award under paragraph 1. .[3]The respondent is further ordered to pay to the claimant the sum of £445.44 as unpaid wages due under the National Minimum Wage Act. .[4]The respondent is ordered to pay to the claimant holiday pay accrued and untaken amounting to £975.20. . CERTIFICATE OF CORRECTION Employment Tribunals Rules of Procedure 2013 Under the provisions of Rule 69, the Rule 21 Judgment sent to the parties on 15 February 2017, is corrected as set out in block type at Claimant. Employment Judge Hargrove 20 September 2017 22 September 2017 G Palmer Important note to parties: Any dates for the filing of appeals or reviews are not changed by this certificate of correction and corrected judgment. These time limits still run from the date of the original judgment, or original judgment with reasons, when appealing. 10.15 Certificate of Correction – rule 69 March 2017 Case No: 2500023/2017 EMPLOYMENT TRIBUNALS Claimant: Mr JORDAN Price Respondent: AMG Property Services North East Ltd RULE 21 JUDGMENT The following complaints are well-founded and succeed:1.1 Automatically unfair dismissal for asserting a statutory right to wages under the National Minimum Wage Act;1.2 Damages for wrongful Dismissal;1.3 Unpaid wages due; 1.4. Failure to pay holiday pay due on termination. 2. The claimant is ordered to provide to the Tribunal and to copy to the respondent by 28 February 2017 details of all amounts claimed under each head of claim above and an explanation of how each is calculated. 3. Upon receipt of the information in paragraph 2 the file is to be placed before the Employment Judge to decide whether a further judgment may be issued on remedies without a hearing.