These company decisions are taken at Board level and Duchatelet is not the only director on the Board.
It is a reasonable question to ask of Murray. He will say it’s not his decision or money but as a director he is responsible if the company acts unlawfully. If he doesn’t approve he should resign.
Not much chance of that, he wouldn't know what to do with himself on Saturday afternoon's.
These company decisions are taken at Board level and Duchatelet is not the only director on the Board.
It is a reasonable question to ask of Murray. He will say it’s not his decision or money but as a director he is responsible if the company acts unlawfully. If he doesn’t approve he should resign.
Though it’s in a national (wider awareness / bigger negative publicity), I’m not see anything here that could not have been assumed a couple of weeks ago.
Would be interested to know if this is an across the board scheme, or individually tailored?, and if the latter how many have been impacted?.
Were similar incentives applied in the previous Duchatelet years or is this something different for this year, which now seems to have been reneged on? And if so, is it LDT carrying this decision making / message giving, or someone else?
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
At the risk of antagonising @bobmunro when push comes to shove HR will always favour the employer rather than the employee unless the wrong is so unambiguous there is effectively no dispute.
HR exists to protect the employer not the employee.
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
Good point about our HR manager who is also Director of Women in Football
"a highly motivated dedicated and hardworking HR professional, working within a HR department, that strives to engage reward and retain it's diverse workforce"
Duchâtelet once again under fire: "Staff members threaten Charlton with legal action after they did not receive a ten percent bonus" Charlton Athletic FC owner Roland Duchâtelet is under fire only once. Daily Mail, for example, knows that the flamboyant businessman had promised the members of the technical staff a bonus of ten percent, but that they could now whistle to it. It is therefore being considered to take legal action against our compatriot.
The British tabloid writes that Duchâtelet promised the staff members that bonus had been achieved if certain objectives were met. They also worked around the clock to get everything done and in the end they succeeded. Whether they then received their premium? No, because our compatriot did not like the promise, so there is a threat of mutiny at the English tradition club. Even legal steps are being considered, as the newspaper writes.
Duchâtelet took over Charlton Athletic four years ago and since then it has always been something. For example, the 'Addicks' would lose some ten million pounds a year and the measures that Duchâtelet took to keep a finger on the flick were not unfortunate. For example, Daily Mail states that those who leave the club are not replaced and that youth players were not even given free water
Our compatriot did well a month ago with a deal with an Australian investment group about the takeover of the club, but that agreement drags on. The Limburg entrepreneur had put the British thirdclass in the shop window last year. With the sale, Duchâtelet would further reduce its portfolio of football clubs. Earlier, he already got rid of Standard Liège and STVV. He would only remain the owner of the Spanish second division team Alcorcon and the German third division Carl Zeiss Jena.
Sorry to go off topic but it has long been my view that Belgium is the most boring country in the world. This description of RD I think rubber stamps it.
Miles off topic now, but I humbly disagree - Belgium is a great country with beautiful, historic towns and wonderful beer - Duchâtelet is an absolute embarrassment to that nation.
Plus, if you think Belgium’s boring you should try Finland...
These company decisions are taken at Board level and Duchatelet is not the only director on the Board.
It is a reasonable question to ask of Murray. He will say it’s not his decision or money but as a director he is responsible if the company acts unlawfully. If he doesn’t approve he should resign.
If Murray was going to resign he would have resigned by now.
Though it’s in a national (wider awareness / bigger negative publicity), I’m not see anything here that could not have been assumed a couple of weeks ago.
Would be interested to know if this is an across the board scheme, or individually tailored?, and if the latter how many have been impacted?.
Were similar incentives applied in the previous Duchatelet years or is this something different for this year, which now seems to have been reneged on? And if so, is it LDT carrying this decision making / message giving, or someone else?
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
At the risk of antagonising @bobmunro when push comes to shove HR will always favour the employer rather than the employee unless the wrong is so unambiguous there is effectively no dispute.
HR exists to protect the employer not the employee.
The employees need someone independent.
Absolutely. And there is nothing stopping these people from joining a recognised union whether the club endorses it or not.
If I was working for mad man like Duchatelet then joining up would have been at the very top of my priority list.
Quotes from disgruntled staff would have given this more credence.
Then they’d be ex-staff pretty quickly.
Ok. An independent disgruntled staff representative. I.e a union rep.
The staff aren’t unionised.
We have freedom of association do we not? The defrauded individuals would be better served seeking informed advice and assistance to raise a specific grievance on the simple breach of contract, than airing this through a gutter dwelling tabloid rag. CAB maybe a place to start. Lawyers are permitted now to offer no win no fee. If collectively they are owed more than £1500 they could petition to have the company wound up. Which would be sobering even for a twunt like roly
This is kind of fresh news, but it will be dragged out, obfuscated, watered down and explained away. It needs something like incontrovertible proof, combined with demonstrable business custom and practice to have an impact. I imagine that Eddie Stobart Van and Truck For Hire is probably a sweet and charming fellow off duty, but he reports for work today, and it is Fans Forum tomorrow. I would like somebody to record that meeting, and for him to be cut no slack whatsoever, if he spends the time bouncing everything to Duchatelet then fine, he is a robotic underling and we are well used to that by now.
Strong trade unions are a sign of a healthy society in my view. For all their faults this story might make people see that Unions have value. One example of positive outcomes from union based activities are maternity rights.
Strong trade unions are a sign of a healthy society in my view. For all their faults this story might make people see that Unions have value. One example of positive outcomes from union based activities are maternity rights.
Though it’s in a national (wider awareness / bigger negative publicity), I’m not see anything here that could not have been assumed a couple of weeks ago.
Would be interested to know if this is an across the board scheme, or individually tailored?, and if the latter how many have been impacted?.
Were similar incentives applied in the previous Duchatelet years or is this something different for this year, which now seems to have been reneged on? And if so, is it LDT carrying this decision making / message giving, or someone else?
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
At the risk of antagonising @bobmunro when push comes to shove HR will always favour the employer rather than the employee unless the wrong is so unambiguous there is effectively no dispute.
HR exists to protect the employer not the employee.
The employees need someone independent.
Doesn't antagonise me at all, Len.
There is a misconception amongst a lot of employees that HR are there to act as their advocate when the truth is that people who work in HR are there to both represent and protect the Company.
Though it’s in a national (wider awareness / bigger negative publicity), I’m not see anything here that could not have been assumed a couple of weeks ago.
Would be interested to know if this is an across the board scheme, or individually tailored?, and if the latter how many have been impacted?.
Were similar incentives applied in the previous Duchatelet years or is this something different for this year, which now seems to have been reneged on? And if so, is it LDT carrying this decision making / message giving, or someone else?
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
At the risk of antagonising @bobmunro when push comes to shove HR will always favour the employer rather than the employee unless the wrong is so unambiguous there is effectively no dispute.
HR exists to protect the employer not the employee.
The employees need someone independent.
Doesn't antagonise me at all, Len.
There is a misconception amongst a lot of employees that HR are there to act as their advocate when the truth is that people who work in HR are there to both represent and protect the Company.
HR are solely there to make sure the company doesn't get sued by it's employees.
Though it’s in a national (wider awareness / bigger negative publicity), I’m not see anything here that could not have been assumed a couple of weeks ago.
Would be interested to know if this is an across the board scheme, or individually tailored?, and if the latter how many have been impacted?.
Were similar incentives applied in the previous Duchatelet years or is this something different for this year, which now seems to have been reneged on? And if so, is it LDT carrying this decision making / message giving, or someone else?
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
At the risk of antagonising @bobmunro when push comes to shove HR will always favour the employer rather than the employee unless the wrong is so unambiguous there is effectively no dispute.
HR exists to protect the employer not the employee.
The employees need someone independent.
Doesn't antagonise me at all, Len.
There is a misconception amongst a lot of employees that HR are there to act as their advocate when the truth is that people who work in HR are there to both represent and protect the Company.
HR are solely there to make sure the company doesn't get sued by it's employees.
Hopefully they’ve failed in their responsibility this time then.
Though it’s in a national (wider awareness / bigger negative publicity), I’m not see anything here that could not have been assumed a couple of weeks ago.
Would be interested to know if this is an across the board scheme, or individually tailored?, and if the latter how many have been impacted?.
Were similar incentives applied in the previous Duchatelet years or is this something different for this year, which now seems to have been reneged on? And if so, is it LDT carrying this decision making / message giving, or someone else?
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
At the risk of antagonising @bobmunro when push comes to shove HR will always favour the employer rather than the employee unless the wrong is so unambiguous there is effectively no dispute.
HR exists to protect the employer not the employee.
The employees need someone independent.
Doesn't antagonise me at all, Len.
There is a misconception amongst a lot of employees that HR are there to act as their advocate when the truth is that people who work in HR are there to both represent and protect the Company.
HR are solely there to make sure the company doesn't get sued by it's employees.
Though it’s in a national (wider awareness / bigger negative publicity), I’m not see anything here that could not have been assumed a couple of weeks ago.
Would be interested to know if this is an across the board scheme, or individually tailored?, and if the latter how many have been impacted?.
Were similar incentives applied in the previous Duchatelet years or is this something different for this year, which now seems to have been reneged on? And if so, is it LDT carrying this decision making / message giving, or someone else?
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
At the risk of antagonising @bobmunro when push comes to shove HR will always favour the employer rather than the employee unless the wrong is so unambiguous there is effectively no dispute.
HR exists to protect the employer not the employee.
The employees need someone independent.
Doesn't antagonise me at all, Len.
There is a misconception amongst a lot of employees that HR are there to act as their advocate when the truth is that people who work in HR are there to both represent and protect the Company.
HR are solely there to make sure the company doesn't get sued by it's employees.
You want to come to my Working Futures event in October Kent. I’ve got 200 of the buggers all talking about how strategic they are
To be fair it just depends on what company you work for. Some HR functions are very good and do some great things, others simply do as you say and are transactional
Though it’s in a national (wider awareness / bigger negative publicity), I’m not see anything here that could not have been assumed a couple of weeks ago.
Would be interested to know if this is an across the board scheme, or individually tailored?, and if the latter how many have been impacted?.
Were similar incentives applied in the previous Duchatelet years or is this something different for this year, which now seems to have been reneged on? And if so, is it LDT carrying this decision making / message giving, or someone else?
While the club employees will not have union representation (not so bad these unions after all?), they do have a HR Manager, one that is clearly highly rated as they have recently been elected to the Board as a Director of a high profile footballing body, who on flagging her appointment to the Board stated “she is efficient in planning, organising and working collaboratively to influence, design and deliver initiatives, essential to the accomplishment of the business.”
Does this not fall under their remit?
At the risk of antagonising @bobmunro when push comes to shove HR will always favour the employer rather than the employee unless the wrong is so unambiguous there is effectively no dispute.
HR exists to protect the employer not the employee.
The employees need someone independent.
Doesn't antagonise me at all, Len.
There is a misconception amongst a lot of employees that HR are there to act as their advocate when the truth is that people who work in HR are there to both represent and protect the Company.
Any misconception soon evaporates once you deal with HR over a work grievance - there is usually no attempt at independence and despite having no legal training they seem happy to make some very dodgy decisions. Outside advice is always useful.
The Coalition Against Roland Duchatelet (CARD) welcomes the fact that Charlton Athletic’s dispute with a significant number of its own non-football staff is now public knowledge, following the article in this morning’s Daily Mail.
CARD believes that most Addicks fans would want to give moral and practical support to these relatively modestly paid employees who have been denied meaningful sums of money that they have earned simply to suit the millionaire Duchatelet’s cost-cutting agenda, which is impinging on all areas of the club.
Although our objective is to see Duchatelet gone, the most important consideration in this case is to see the Charlton staff treated fairly and lawfully. Therefore, we are ready to take any practical steps available to support the staff and to encourage other fans to join us.
We invite the club - and in particular its directors, Duchatelet and Richard Murray - to respond to staff, and publicly, in the next 48 hours before we announce any further action.
The Coalition Against Roland Duchatelet (CARD) welcomes the fact that Charlton Athletic’s dispute with a significant number of its own non-football staff is now public knowledge, following the article in this morning’s Daily Mail.
CARD believes that most Addicks fans would want to give moral and practical support to these relatively modestly paid employees who have been denied meaningful sums of money that they have earned simply to suit the millionaire Duchatelet’s cost-cutting agenda, which is impinging on all areas of the club.
Although our objective is to see Duchatelet gone, the most important consideration in this case is to see the Charlton staff treated fairly and lawfully. Therefore, we are ready to take any practical steps available to support the staff and to encourage other fans to join us.
We invite the club - and in particular its directors, Duchatelet and Richard Murray - to respond to staff, and publicly, in the next 48 hours before we announce any further action.
The bottom line to all of this is the ‘boycott’ and ‘not a penny more’ campaigns are starting to bite. In business, cash is king and with a reduction in attendances, cost saving at the margins, sale of players etc, the cash flow is taking a pounding which means Le Rat is now having to put his hand in Le pocket far too often for his liking. What needs to happen now is for a creditor to take him to court over unpaid bills and the court sends in the bailiffs. Really feel for the staff, it’s not nice and would happily contribute to a fund to support any legal action. Hopefully this will be resolved sooner rather than later.
I dont understand fully how Green did it with BHS so could be writing a very idiotic comment
Yet is there a chance that Roland could go after Staff pensions to start paying the bills?
Rick should be able to confirm but I very much doubt there is a Club controlled staff pension scheme. More likely a defined contribution scheme where contributions are paid into a third party provider's scheme.
Comments
HR exists to protect the employer not the employee.
The employees need someone independent.
Once there was pride, now there is shame.
Once there was hope, now there is despair.
Once there were diamonds, now there are ashes.
"a highly motivated dedicated and hardworking HR professional, working within a HR department, that strives to engage reward and retain it's diverse workforce"
This is going well then!
Plus, if you think Belgium’s boring you should try Finland...
If I was working for mad man like Duchatelet then joining up would have been at the very top of my priority list.
The defrauded individuals would be better served seeking informed advice and assistance to raise a specific grievance on the simple breach of contract, than airing this through a gutter dwelling tabloid rag. CAB maybe a place to start. Lawyers are permitted now to offer no win no fee.
If collectively they are owed more than £1500 they could petition to have the company wound up. Which would be sobering even for a twunt like roly
It needs something like incontrovertible proof, combined with demonstrable business custom and practice to have an impact.
I imagine that Eddie Stobart Van and Truck For Hire is probably a sweet and charming fellow off duty, but he reports for work today, and it is Fans Forum tomorrow. I would like somebody to record that meeting, and for him to be cut no slack whatsoever, if he spends the time bouncing everything to Duchatelet then fine, he is a robotic underling and we are well used to that by now.
For all their faults this story might make people see that Unions have value. One example of positive outcomes from union based activities are maternity rights.
There is a misconception amongst a lot of employees that HR are there to act as their advocate when the truth is that people who work in HR are there to both represent and protect the Company.
To be fair it just depends on what company you work for. Some HR functions are very good and do some great things, others simply do as you say and are transactional
The Coalition Against Roland Duchatelet (CARD) welcomes the fact that Charlton Athletic’s dispute with a significant number of its own non-football staff is now public knowledge, following the article in this morning’s Daily Mail.
CARD believes that most Addicks fans would want to give moral and practical support to these relatively modestly paid employees who have been denied meaningful sums of money that they have earned simply to suit the millionaire Duchatelet’s cost-cutting agenda, which is impinging on all areas of the club.
Although our objective is to see Duchatelet gone, the most important consideration in this case is to see the Charlton staff treated fairly and lawfully. Therefore, we are ready to take any practical steps available to support the staff and to encourage other fans to join us.
We invite the club - and in particular its directors, Duchatelet and Richard Murray - to respond to staff, and publicly, in the next 48 hours before we announce any further action.
We need to be turning the screw on a daily basis rather that a 6 monthly one.
As for the staff good luck except Burger Boy whose KPI is how many fans he could drag to court ,he can get fecked
Yet is there a chance that Roland could go after Staff pensions to start paying the bills?