this is interesting...

Fremantle coach Justin Longmuir will switch from a fixed term deal to an ongoing employee agreement when his current deal expires at the end of the season.

The unique arrangement means Longmuir will remain as coach in 2026 and beyond after renegotiating his own employment terms.

The 44-year-old agreed to a one-year extension on the eve of the 2024 season, aligning with the club’s strategic plan which intends to deliver an AFL premiership by the end of this year.

But the sixth-year coach will become a full-time staff member at the end of the season with a rolling agreement that doesn’t include an end date.

more here: https://www.codesports.com.au/afl/fremantle/justin-longmuir-to-coach-fremantle-in-2026-and-beyond-after-new-unique-agreement/news-story/599b7c14f9147ba5598b811b225d6194

Assume there are tax implications/reasons for this? Or termination protections?

8 minutes ago, whatwhat say what said:

'...an AFL premiership by the end of this year.'

Limited opportunity...

Didn't another coach do this? Was it Bevo or Ross before he quit the Dockers?

5 minutes ago, Demonland said:

Assume there are tax implications/reasons for this? Or termination protections?

There were a raft of changes under Fair Work 12 months ago regarding fixed term contracts.  All new contracts after Dec 23 are meant to comply.  Maybe a workplace lawyer can comment.  But if it does apply then this is likely to become standard.
https://www.fairwork.gov.au/starting-employment/types-of-employees/fixed-term-contract-employees

A few of the basics listed are:

A fixed term contract can’t be for longer than 2 years. This includes any extensions or renewals.

A fixed term contract can’t have an option to:

• extend or renew the contract so the period of employment lasts for longer than 2 years, or
• extend or renew the contract more than once.

An employee can’t be offered a new fixed term contract if the first 3 points below all apply, and one or more of the scenarios in the 4th point applies.

1. Their previous contract was also for a fixed term.
2. Their previous contract and the new contract are for mainly the same work.
3. There is substantial continuity in the employment relationship between the previous and new contracts

 

 

6 minutes ago, Mickey said:

Didn't another coach do this? Was it Bevo or Ross before he quit the Dockers?

I think it was Bolton before he got pushed by Carlton...

Is he doing it so he cannot be contacted after hours ? 
 

Would be handy after a bad loss 

First ever coach to move from contract to employee to sacked within the same year?

1 minute ago, adonski said:

First ever coach to move from contract to employee to sacked within the same year?

neil craig 'resigned' the same year he went from contract to employee status too

1 hour ago, adonski said:

First ever coach to move from contract to employee to sacked within the same year?

Didn't another coach have an arrangement like this a couple of years ago? David Noble or Ben Rutten or something? 

3 minutes ago, KozzyCan said:

Didn't another coach have an arrangement like this a couple of years ago? David Noble or Ben Rutten or something? 

The last two coaches to operate under the same agreement were David Noble at North Melbourne and Brendon Bolton at Carlton.

Noble signed an open-ended contract with the Kangaroos in 2021 but was sacked with six weeks left in the 2022 season after a 1-15 record that year. An internal review concluded North Melbourne intended to terminate Noble’s employment at the end of the season so instead the club and coach agreed to part ways immediately.

Carlton committed to Bolton for at least three years, however he was signed to a rolling contract. If he was sacked inside those three years, he would receive the bulk of his contract figure owed for the initial term. If he coached beyond that point, he would continue on a rolling basis with a specific notice period and payout figure. He lasted four years and was sacked.

Neil Craig also accepted a rolling contract at Adelaide in 2011 after seven years at the helm. He resigned after Round 18, 2011, failing to last a year under the structure.

2 hours ago, Watson11 said:

There were a raft of changes under Fair Work 12 months ago regarding fixed term contracts.  All new contracts after Dec 23 are meant to comply.  Maybe a workplace lawyer can comment.  But if it does apply then this is likely to become standard.
https://www.fairwork.gov.au/starting-employment/types-of-employees/fixed-term-contract-employees

AFL coaches are well above the high income threshold. 

3 hours ago, Demonland said:

Assume there are tax implications/reasons for this? Or termination protections?

I suspect this is mostly to make sure he has a proper payout if he's sacked at the end of this year, without angering their fan base by offering him another 1 year deal nor leaving themselves open to losing him or his price skyrocketing if he has a great year.

He's in a unique situation where the club are very sure that he's their man and most things suggest he's a good coach, but the finals results aren't yet there to convert that in to long term security with a 2 or 3 year deal.

It's a reasonable solution for their situation, but I do wonder if they have a good year this year if you'd just swap him back to a 2-3 year extension.

All AFL financially supported clubs are apparently capped to 6 month pay outs and I'd expect other clubs have attempted to follow suit by restricting pay out amounts to something like 6-12 months rather than full values of the deal. So really the years of a contract are now worth less, it's the termination payout that matters.

Without knowing anything about it this sounds incredibly stupid 

Longmuire’s done SFA whilst in charge of Freo. Not surprise the heat is starting to be turned up on his tenure

Did his manager point out that he's committing long term to work with Peter Bell?

Edited February 25Feb 25 by Queanbeyan Demon

5 hours ago, Watson11 said:

There were a raft of changes under Fair Work 12 months ago regarding fixed term contracts.  All new contracts after Dec 23 are meant to comply.  Maybe a workplace lawyer can comment.  But if it does apply then this is likely to become standard.
https://www.fairwork.gov.au/starting-employment/types-of-employees/fixed-term-contract-employees

A few of the basics listed are:

A fixed term contract can’t be for longer than 2 years. This includes any extensions or renewals.

 

A fixed term contract can’t have an option to:

• extend or renew the contract so the period of employment lasts for longer than 2 years, or
• extend or renew the contract more than once.

 

An employee can’t be offered a new fixed term contract if the first 3 points below all apply, and one or more of the scenarios in the 4th point applies.

1. Their previous contract was also for a fixed term.
2. Their previous contract and the new contract are for mainly the same work.
3. There is substantial continuity in the employment relationship between the previous and new contracts

 

 

How ridiculous that a willing employee and willing employer cant agree their own terms without the overreach of the union dominated FWC

Please explain