Quote:
Originally Posted by sureLoss
Companies fire people all the time too for performance reasons, doesn't mean those ex-employees can't come back and sue them for wrongful termination, defamation, sexual harassment etc.
Let the the lawyers figure this one out and protect the Flames and the NHL as much as possible. Frustrating but necessary.
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This ^^^, for the people who don't understand either employment or contract law.
Any given organization CAN do whatever it wants (and to be fair, I have no idea whether coaches are considered employees or contractors - and the rules for each are substantially different). What is NOT different is the effect if the contract/employment is not terminated in an effective manner.
If so, the employer (or prime contractor) is going to pay - either for wrongful dismissal (employment) or wrongful termination of the contract (contractor).
One way or another, there is a HUGE amount of due diligence required - and even then one may fail. I've been doing that stuff for around 40 years and have seen a few go off the rails when mishandled, costing the payor considerable amounts of money. It's not easy, and nowadays employment law is more complex than ever.
The proper course is temporary suspension with pay...investigation and only then, if warranted, termination. No leaks, no comments, no justification and ultimately, no discussion in public.
Don't be surprised if the Flames terminate the coach and simply say something like "We have terminated Peters' contract and he's been relieved of all duties. We have nothing further to say about it. Our go-forward plan is...."
(The reality is that we may never know if he did or didn't do or say the things which have been alleged.)