I studied employment relations at uni (Wollongong) and that entails a fair bit of employment law, particulary the rules of unfair dismissal.
Firstly, forget everything you know about unfair dismissal. The rules that pertain here are very different to your average emloyees case who is on an enterprise bargaining agreement general contract, or collective agreement. High profile sports staff are set up with very specific contracts.
It would be very hard to gauge wether Anderson has a case or not without explicitly reading his contract, particularly the clauses dealing with termination of contractual obligations (read, clause on how to sack him).
In general, these read something to the effect of: If the board of directors deems it necessary to terminate this contract, they can do so at their discretion pertaining to a majority vote of the directors in a general assembly with a certain (specified) number of directors present. Of course this is a complete fabrication, but in contracts of this nature, particularly sports ones, the final say ALWAYS remains the threshold of regulatory body, they wont sign one otherwise, and if they do, theyre crazy. I cant see it being any different with Opes contract and if im right, its going to be very hard for him to win, particularly when he publicly invited the organisation to terminate him at one point(Sack me or back me).
In saying that though, it would be remiss to hazard too much of a guess without knowing the specifics of his contract.
