Deleted
Joined: January 1970
Posts: 0
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Post by Deleted on Oct 24, 2016 15:31:16 GMT
I would have thought that a short 10 minute coffee break in a very important meeting concerning the future pension rights of employees at your company would have been more profitably spent reviewing what has been discussed and what your imput would be to ensure that the fund was being run in a right and proper fashion rather than go onto an insignificant forumAn ''insignificant forum'' you say? Wash yer mouth out. pissed boycie off mind
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Post by manchestergas on Oct 24, 2016 15:51:32 GMT
But didn't Boycie say there were only ten Internet Warriors on here?
Does Zulu dance on the hill top in front of Michael Caine.
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Deleted
Joined: January 1970
Posts: 0
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Post by Deleted on Oct 24, 2016 15:53:40 GMT
Coffee break! Not that it's any of your business whatsoever.
Relevant experience to the situation we are discussing?
Anyway - care to actually engage with the argument? I believe that the main disagreement is your statement that employment law is not applicable to football clubs. You've been given a number of examples where employees of football clubs have taken their employers to tribunal, showing that employment law is applicable to football clubs. Do you therefore retract your statement?
I would have thought that a short 10 minute coffee break in a very important meeting concerning the future pension rights of employees at your company would have been more profitably spent reviewing what has been discussed and what your imput would be to ensure that the fund was being run in a right and proper fashion rather than go onto an insignificant forum You do make me laugh. How about he runs his life, and you run yours?
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Bridgeman
Alfie Biggs
Joined: May 2014
Posts: 3,549
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Post by Bridgeman on Oct 25, 2016 0:30:40 GMT
But didn't Boycie say there were only ten Internet Warriors on here? Does Zulu dance on the hill top in front of Michael Caine. He also described us as 'bloody idiots' which I thought was very perceptive of him . Honestly, some people take themselves too seriously on here and protest far too much
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faggotygas
Byron Anthony
Joined: May 2014
Posts: 1,862
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Post by faggotygas on Oct 25, 2016 11:21:58 GMT
Coffee break! Not that it's any of your business whatsoever.
Relevant experience to the situation we are discussing?
Anyway - care to actually engage with the argument? I believe that the main disagreement is your statement that employment law is not applicable to football clubs. You've been given a number of examples where employees of football clubs have taken their employers to tribunal, showing that employment law is applicable to football clubs. Do you therefore retract your statement?
I would have thought that a short 10 minute coffee break in a very important meeting concerning the future pension rights of employees at your company would have been more profitably spent reviewing what has been discussed and what your imput would be to ensure that the fund was being run in a right and proper fashion rather than go onto an insignificant forum Again, none of your business whatsoever.
Again - care to engage with the actual argument?
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faggotygas
Byron Anthony
Joined: May 2014
Posts: 1,862
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Post by faggotygas on Oct 25, 2016 11:40:50 GMT
Not at all I know a number of managers who have been given a moments notice to clear their desk,been made a derisory offer and told accept it or your name will be blackened and you will never work in the game again. Chairmen of football clubs in the main are very close and exchange information on why this,that or the other happened,hence some managers disappear without trace,regardless of their ability,employment laws didn't help them. As for the statement of many going to a tribunal it is a very small percentage and I bet very few if any are currently still working in the game As for the statement about Roos I was reporting what I was told and it was not that he was useless but they did not rate him as a championship standard keeper If any are going to tribunal, then surely that is proof that football is subject to employment law? Otherwise, none would be going to tribunal.
Please state what section of legislation exempts football clubs from employment law, because I've never seen it, but I've seen plenty of examples of when football clubs have not been exempt - for example, Swindon Town were recently fined for not automatically enroling employees into a pension scheme.
BTW, blacklists are illegal under the Employment Relations Act 1999, punishable by a fine or even a prison sentence. You should have reported those chairmen, to the police or at least the LMA.
Anyway, none of this is particularly relevent to the matter in hand. You stated that BRFC acted disgracefully in suspending an employee that they had received a complaint about, while they investigated the complaint. This is perfectly common, and indeed is in line with government guidlelines - see www.gov.uk/disciplinary-procedures-and-action-at-work/suspension-from-work. You also stated that the best way of resolving such issues is to get both parties into a room to argue at each other. This would be a very uncommon way of handling the situation, and would not be in line with the ACAS Code of Practice.
So, how have BRFC acted badly in this situation?
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Deleted
Joined: January 1970
Posts: 0
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Post by Deleted on Oct 25, 2016 11:47:50 GMT
I would have thought that a short 10 minute coffee break in a very important meeting concerning the future pension rights of employees at your company would have been more profitably spent reviewing what has been discussed and what your imput would be to ensure that the fund was being run in a right and proper fashion rather than go onto an insignificant forum Again, none of your business whatsoever.
Again - care to engage with the actual argument?
It's often a very good thing to switch off from the subject at hand during breaks, enabling a restart from a clearer mind space. It can be quite tricky to do that, so a tap about on a football forum strikes me as a good thing to do, but ultimately it's between faggoty and his colleagues how well he's doing his job and I can't see that that can be judged from, or has the remotest relevance, to here. Until anyone can point to or cite the legislation that excludes 'football' (good luck with a legal definition of that) from employment law, at least as a more substantive starting point for discussion, I'll assume that claim is the groundless nonsense it clearly is.
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Deleted
Joined: January 1970
Posts: 0
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Post by Deleted on Oct 25, 2016 14:29:37 GMT
Not at all I know a number of managers who have been given a moments notice to clear their desk,been made a derisory offer and told accept it or your name will be blackened and you will never work in the game again. Chairmen of football clubs in the main are very close and exchange information on why this,that or the other happened,hence some managers disappear without trace,regardless of their ability,employment laws didn't help them. As for the statement of many going to a tribunal it is a very small percentage and I bet very few if any are currently still working in the game As for the statement about Roos I was reporting what I was told and it was not that he was useless but they did not rate him as a championship standard keeper If any are going to tribunal, then surely that is proof that football is subject to employment law? Otherwise, none would be going to tribunal.
Please state what section of legislation exempts football clubs from employment law, because I've never seen it, but I've seen plenty of examples of when football clubs have not been exempt - for example, Swindon Town were recently fined for not automatically enroling employees into a pension scheme.
BTW, blacklists are illegal under the Employment Relations Act 1999, punishable by a fine or even a prison sentence. You should have reported those chairmen, to the police or at least the LMA.
Anyway, none of this is particularly relevent to the matter in hand. You stated that BRFC acted disgracefully in suspending an employee that they had received a complaint about, while they investigated the complaint. This is perfectly common, and indeed is in line with government guidlelines - see www.gov.uk/disciplinary-procedures-and-action-at-work/suspension-from-work. You also stated that the best way of resolving such issues is to get both parties into a room to argue at each other. This would be a very uncommon way of handling the situation, and would not be in line with the ACAS Code of Practice.
So, how have BRFC acted badly in this situation?
to answer your qestions firstly I know blacklists are illegal but chairmen talk to each other especially when an ex manager applies for a vacancy and they are given chapter and verse,from their standpoint,about the applicant. My original statement was that it took far too long to sort out a trivial complaint. Are you telling me that if the 2 parties had agreed to meet under a third parties attendance that acas would have intervened and stopped it
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Deleted
Joined: January 1970
Posts: 0
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Post by Deleted on Oct 25, 2016 14:33:33 GMT
Again, none of your business whatsoever.
Again - care to engage with the actual argument?
It's often a very good thing to switch off from the subject at hand during breaks, enabling a restart from a clearer mind space. It can be quite tricky to do that, so a tap about on a football forum strikes me as a good thing to do, but ultimately it's between faggoty and his colleagues how well he's doing his job and I can't see that that can be judged from, or has the remotest relevance, to here. Until anyone can point to or cite the legislation that excludes 'football' (good luck with a legal definition of that) from employment law, at least as a more substantive starting point for discussion, I'll assume that claim is the groundless nonsense it clearly is. I only know what I see and a lot of things that go on behind closed doors at football clubs are way outside the laws of the land, Football is unique in many ways,for example how many companies would be allowed to trade,like Bolton for example,having massive debts and trading year on year losing millions.
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Post by manchestergas on Oct 25, 2016 16:03:12 GMT
Bolton presumably were a limited company. If they were trading insolvent then its illegal. I understand the HMRC went after them with a winding up order the same as any company.
Legally football is no different to the rest of the world, albeit somebody maybe be willing to pump money into the black whole of most clubs because things beyond commercial reality come into play with football.
However again football is not above the law.
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Deleted
Joined: January 1970
Posts: 0
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Post by Deleted on Oct 26, 2016 10:12:39 GMT
You've got to feel for Mr Alan Walsh. A thread of his very own, but the last page of it is concerned mainly with the coffee break productivity of Mr Faggoty Gas.
Slacker.
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faggotygas
Byron Anthony
Joined: May 2014
Posts: 1,862
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Post by faggotygas on Oct 26, 2016 11:17:24 GMT
If any are going to tribunal, then surely that is proof that football is subject to employment law? Otherwise, none would be going to tribunal.
Please state what section of legislation exempts football clubs from employment law, because I've never seen it, but I've seen plenty of examples of when football clubs have not been exempt - for example, Swindon Town were recently fined for not automatically enroling employees into a pension scheme.
BTW, blacklists are illegal under the Employment Relations Act 1999, punishable by a fine or even a prison sentence. You should have reported those chairmen, to the police or at least the LMA.
Anyway, none of this is particularly relevent to the matter in hand. You stated that BRFC acted disgracefully in suspending an employee that they had received a complaint about, while they investigated the complaint. This is perfectly common, and indeed is in line with government guidlelines - see www.gov.uk/disciplinary-procedures-and-action-at-work/suspension-from-work. You also stated that the best way of resolving such issues is to get both parties into a room to argue at each other. This would be a very uncommon way of handling the situation, and would not be in line with the ACAS Code of Practice.
So, how have BRFC acted badly in this situation?
to answer your qestions firstly I know blacklists are illegal but chairmen talk to each other especially when an ex manager applies for a vacancy and they are given chapter and verse,from their standpoint,about the applicant. My original statement was that it took far too long to sort out a trivial complaint. Are you telling me that if the 2 parties had agreed to meet under a third parties attendance that acas would have intervened and stopped it How long did it take? Is that unusual in such cases? What were there circumstances behind any delay?
Normal procedure is to get each side of the story seperately. That way neither party can claim that they were not given fair chance to have thier say.
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