Asser International Sports Law Blog

Our International Sports Law Diary
The Asser International Sports Law Centre is part of the T.M.C. Asser Instituut

Prof. Weatherill's lecture on : Three Strategies for defending 'Sporting Autonomy'

On 10 April, the ASSER Sports Law Centre had the honour of welcoming Prof. Weatherill (Oxford University) for a thought-provoking lecture.

In his lecture, Prof. Weatherill outlined to what extent the rules of Sports Governing Bodies enjoy legal autonomy (the so-called lex sportiva) and to what extent this autonomy could be limited by other fields of law such as EU Law. The 45 minutes long lecture lays out three main strategies used in different contexts (National, European or International) by the lex sportiva to secure its autonomy. The first strategy, "The contractual solution", relies on arbitration to escape the purview of national and European law. The second strategy, is to have recourse to "The legislative solution", i.e. to use the medium of national legislations to impose lex sportiva's autonomy. The third and last strategy - "The interpretative or adjudicative solution"- relies on the use of interpretation in front of courts to secure an autonomous realm to the lex sportiva


Enjoy!


 

Tapping TV Money: Players' Union Scores A Goal In Brazil. By Giandonato Marino

On March 27, 2014, a Brazilian court ruling authorized the Football Players’ Union in the State of Sao Paulo[1] to tap funds generated by TV rights agreements destined to a Brazilian Club, Comercial Futebol Clube (hereinafter “Comercial”). The Court came to this decision after Comercial did not comply with its obligation  to pay players’ salaries. It is a peculiar decision when taking into account the global problem of clubs overspending and not complying with their financial obligations.  Furthermore, it could create a precedent for future cases regarding default by professional sporting clubs.

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International transfers of minors: The sword of Damocles over FC Barcelona’s head? by Giandonato Marino and Oskar van Maren

In the same week that saw Europe’s best eight teams compete in the Champions League quarter finals, one of its competitors received such a severe disciplinary sanction by FIFA that it could see its status as one of the world’s top teams jeopardized. FC Barcelona, a club that owes its success both at a national and international level for a large part to its outstanding youth academy, La Masia, got to FIFA’s attention for breaching FIFA Regulations on international transfers of minors. More...

Athletes = Workers! Spanish Supreme Court grants labour rights to athletes

Nearly twenty years after the European Court of Justice declared in the Bosman case that all professional athletes within the EU were given the right to a free transfer at the end of their contracts, the Spanish Tribunal Supremo[1] provided a judgment on 26 March 2014 that will heighten a new debate on the rights of professional athletes once their contract expires.

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Welcome to the ASSER International Sports Law Blog!

Dear Reader,

Today the ASSER International Sports Law Centre is very pleased to unveil its new blog. Not so surprisingly, it will cover everything you need to know on International Sports Law: Cases, Events, Publications. It will also feature short academic commentaries on "hot topics".

This is an interactive universe. You, reader, are more than welcome to engage with us via your comments on the posts, or a message through the contact form (we will answer ASAP).

This is an exciting development for the Centre, a new dynamic way to showcase our scholarly output and to engage with the sports law world. We hope you will enjoy it and that it will push you to come and visit us on our own playing field in The Hague.

With sporting regards,

The Editors


Asser International Sports Law Blog | The French collective agreement for professional Rugby tackled by Kelsen’s Pyramid - Guest Post by Patrick Millot

Asser International Sports Law Blog

Our International Sports Law Diary
The Asser International Sports Law Centre is part of the T.M.C. Asser Instituut

The French collective agreement for professional Rugby tackled by Kelsen’s Pyramid - Guest Post by Patrick Millot

Pursuant to Kelsen’s famous pyramid, the authority of norms may be ranked according to their sources: Constitution is above the Law, which is in turn superior to the Regulations, which themselves stand higher to the Collective Agreement etc…Under French labour law, this ranking can however be challenged by a “principle of favourable treatment” which allows a norm from a lower rank to validly derogate from a superior norm, if (and only if) this derogation benefits to the workers.

On 2 April 2014, the Cour de Cassation (the French Highest Civil Court) considered that these principles apply in all fields of labour law, regardless of the specificity of sport[1].  In this case, Mr. Orene Ai’i, a professional rugby player, had signed on 13 July  2007 an employment contract with the Rugby Club Toulonnais (RCT) for two sport seasons with effect on 1 July 2007.

Yet, article L. 1242-13 of the French Labour Code states that a fixed term employment contract must be handed to the worker within a maximal period of two days after the beginning of the contract. Should this period of two days not be respected the worker is entitled to claim for a requalification of his fixed term contract into permanent contract[2]. Mr. Ai’i relied on this article to argue for the requalification of his contract.

It must be noted that the requalification of the initial two seasons contract in a permanent contract, implies that it can be terminated by the employer with a cause. Therefore, a termination at the occurrence of the term of the contract, i.e. after the 2 years, may be regarded as a “dismissal without genuine and serious cause” which in turn would allow the player to seek compensation.  

The RCT argued on the other hand that article L. 1242-13 and the potential requalification is inapplicable to professional rugby players whose employments relationships can never be for an indefinite time period. Indeed, according to article 1.3 of the collective agreement of professional Rugby, an employment contract with a professional rugby player can last for a maximum of 5 sport seasons.

The Cour de Cassation reminds however that a collective agreement cannot depart unfavourably for the worker to the imperative provisions of the law and therefore states that the provisions of article 1.3 of the collective agreement of professional Rugby shall not impede the requalification of a fixed term contract between a professional rugby player and his club, into a permanent contract.

This solution is not limited to Rugby and may be extended to all fields of professional sports. Indeed, like the collective agreement of professional Rugby, article 12.3.2.3 of the national collective agreement of sports, which is applicable for every professional athlete, also provides that “the duration of a same contract cannot be superior as 5 sport seasons (60 month)”.

Based on the above mentioned decision it is fair to conclude that any French professional athlete can claim for a requalification of his fixed term employment contract if he hasn’t received a copy of his employment contract within the 2 days of its beginning. Potential consequences could be significant considering that a professional athlete can terminate a permanent contract, without cause or compensation[3]. In this regard it will be interesting to see if the requalification of fixed term sport contract into a permanent contract will facilitate their termination and allow some professional athlete to change Club without any transfer fee…

This decision could have wider implications for sporting labour relationships in general. Indeed, the Cour de Cassation rejected the specificity argument put forward by the Rugby Club. The legal reasoning on which the decision is grounded could, therefore, easily be transposed to other instances, where core labour rights of athletes are at stake. 


Patrick Millot, Avocat à la Cour


[1] Cass. Soc. 2 April 2014 n° 11-25442 (cf. concurring; CA Aix-en-Provence,  17 May  2013 R.G. n° 12/06543).

[2] Cass. Soc. 6 December, 2011 n° 16-16454 ; Cass. Soc. 4 April, 2012 n° 11-10986; Cass. 11 March, 2013 n° 11-28687.

[3] In opposition to a fixed term employment contract, which could only be terminated for a serious cause (i.e. serious misconduct, force majeure or medical inability to work)  

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