Miss A Krysik v Secretary of State for Justice: 3200396/2024
JUDGMENT
[1]The judgment of the employment judge is the complaint of breach of contract in relation to notice pay is not well-founded and is dismissed. JUDGMENT[2]The Claimant’s application dated 2nd July 2024 for reconsideration of the JudgmentREASONS
Having considered the application (in accordance with Rule 72(1) Employment Tribunal Rules of Procedure 2013) there is no reasonable prospect of the original decision being varied or revoked, because the application does not reveal grounds that demonstrate it would be in the interest ofjustice for the judgment to be varied:
[1]The Employment Judge has carefully considered the written submissions made in the Claimant’s “Reconsideration Request” and read her notes of evidence from the hearing.[2]The Claimant disagrees with the Employment Judge’s findings of fact and the Employment Judge’s conclusion that, at the time of her resignation the Claimant resigned of her own free will, as she was considering her future employment prospects and was choosing this route rather than allowing the disciplinary process to progress; the Employment Judge was entitled to reach these findings of fact and conclusions from the evidence that was presented at the Hearing. None of these findings are perverse.[3]Having carefully considered the Reconsideration Request, the Judgment and the judge’s notes of evidence and the oral decision, the employment judge has not been able to identify any error of law.