Well according to the rather interesting administrators report, the club assets (I.E The logo, brand etc) were sold to the RFL for £60,000 on 18th January So even if the holding company got brought by someone on the 19th for example, they couldn't call themselves Bradford Bulls.

I believe once they RFL legally brought the asset brand, they can do what they like with it. They then obviously sold it to Chalmers and Lowe at a later date.

Basically if anyone of us brought a ST from the club during the admin period (which is an asset as such) it doesn't make us liable for staff wages. Same with the RFL buying the brand. doesn't make us or them suddenly liable for unpaid wages i believe.

I'm no legal expert and could be completely wrong, but from my limited knowledge, that's how i underatnd it and i believe we won't have anything to answer to.

Admin report below. First time i've read it and just made the blood boil again

https://s3-eu-west-1.amazonaws.com/docu ... 3qnLyAU%3D

Well according to the rather interesting administrators report, the club assets (I.E The logo, brand etc) were sold to the RFL for £60,000 on 18th January So even if the holding company got brought by someone on the 19th for example, they couldn't call themselves Bradford Bulls.

I believe once they RFL legally brought the asset brand, they can do what they like with it. They then obviously sold it to Chalmers and Lowe at a later date.

Basically if anyone of us brought a ST from the club during the admin period (which is an asset as such) it doesn't make us liable for staff wages. Same with the RFL buying the brand. doesn't make us or them suddenly liable for unpaid wages i believe.

I'm no legal expert and could be completely wrong, but from my limited knowledge, that's how i underatnd it and i believe we won't have anything to answer to.

Admin report below. First time i've read it and just made the blood boil again

https://s3-eu-west-1.amazonaws.com/docu ... 3qnLyAU%3D

Try this then view PDF

https://beta.companieshouse.gov.uk/comp ... ng-history

Try this then view PDF

https://beta.companieshouse.gov.uk/comp ... ng-history

I think that TUPE regulations do apply (see below) as the business had a different owner but when insolvent/liquidated they are relevant when the business remains.

"The employees are unlikely to be protected under TUPE if the business is closing down. However, TUPE regulations will normally apply if it’s being rescued and taken over or transferred."

Link https://www.gov.uk/transfers-takeovers/ ... businesses

I think that TUPE regulations do apply (see below) as the business had a different owner but when insolvent/liquidated they are relevant when the business remains.

"The employees are unlikely to be protected under TUPE if the business is closing down. However, TUPE regulations will normally apply if it’s being rescued and taken over or transferred."

Link https://www.gov.uk/transfers-takeovers/ ... businesses

Well you learn something every day. On reading below it's a lot greyer than I believed, so there could be a case to answer. I guess it depends on the definition of rescued, taken over or transferred. But, employees could only claim for the loss they incurred, so player x had a 2 year contract with BBN for 2 years at £40k per year, but accepted a 2 year contract at £30k per year, he could only claim £20k. Also, I believe all the players who left before new co was set up would struggle to get anything, they took their chance on gaining employment before new co could offer them anything.

Perhaps that's what Chisholmwas doing at Belle Vue on Sunday

6. Insolvent businesses

If the employer is insolvent and the business is being transferred or taken over by another company, the protection employees get is different from in a normal transfer.

The employees are unlikely to be protected under TUPE if the business is closing down. However, TUPE regulations will normally apply if it’s being rescued and taken over or transferred.

Well you learn something every day. On reading below it's a lot greyer than I believed, so there could be a case to answer. I guess it depends on the definition of rescued, taken over or transferred. But, employees could only claim for the loss they incurred, so player x had a 2 year contract with BBN for 2 years at £40k per year, but accepted a 2 year contract at £30k per year, he could only claim £20k. Also, I believe all the players who left before new co was set up would struggle to get anything, they took their chance on gaining employment before new co could offer them anything.

Perhaps that's what Chisholmwas doing at Belle Vue on Sunday

6. Insolvent businesses

If the employer is insolvent and the business is being transferred or taken over by another company, the protection employees get is different from in a normal transfer.

The employees are unlikely to be protected under TUPE if the business is closing down. However, TUPE regulations will normally apply if it’s being rescued and taken over or transferred.

Further to my last post regarding TUPE . The extract below from ACAS seems to confirm that Bulls newco are potentially liable as they fit as having taken over all the relevant bullet points.

Business transfers
The TUPE regulations apply if a business or part of a business moves to a new owner or merges with another business to make a brand new employer. A part of a business might for example be a distribution function of a larger organisation.
Under the TUPE regulations, a business is not judged by its name but by the use made of its assets such as the:

* premises 

*  equipment 

* work in progress 

*  goodwill (such as the value of a brand name or a customer base) 

* intellectual property 

* employees. 

m.acas.org.uk/media/pdf/j/p/Hand ... -Guide.pdf

Further to my last post regarding TUPE . The extract below from ACAS seems to confirm that Bulls newco are potentially liable as they fit as having taken over all the relevant bullet points.

Business transfers
The TUPE regulations apply if a business or part of a business moves to a new owner or merges with another business to make a brand new employer. A part of a business might for example be a distribution function of a larger organisation.
Under the TUPE regulations, a business is not judged by its name but by the use made of its assets such as the:

* premises 

*  equipment 

* work in progress 

*  goodwill (such as the value of a brand name or a customer base) 

* intellectual property 

* employees. 

m.acas.org.uk/media/pdf/j/p/Hand ... -Guide.pdf

It mentions using assts not having bought them, and there wasn't any goodwill at that point!!! Also there was no business as a going concern, so it couldn't move! The ACAS guidance doesn't cover a business setting up from new, which new co did, when the previous business ceased to exist. We know that because big Nige and Ralph told us

It mentions using assts not having bought them, and there wasn't any goodwill at that point!!! Also there was no business as a going concern, so it couldn't move! The ACAS guidance doesn't cover a business setting up from new, which new co did, when the previous business ceased to exist. We know that because big Nige and Ralph told us