Difference between me and you here is, I know and you're just guessing and coming up with b*llshit. Rangi has/did sign for Leigh, Beaumont is having a tough time getting his registration through with the RFL as they've categorically said they will not register any player that they suspect will push Leigh over the salary cap. Beaumont is trying to get Championship clubs to agree to raising the cap, if that fails he will take the RFL to court and try to win a legal bid. Until the RFL accept his registration, he cant and wont be officially announced. It will be interesting to see how long Rangi is prepared to wait, as ultimately its his future he is rolling the dice with here. I certainly cant see him going to the NRL if it goes t*ts up at Leigh, as his two kids are based over here as well as his wife (who he is currently separated from).

Rangi's beef on Instagram is primarily about the manner in which his contract has been terminated, for disciplinary reasons. Its been well known since July he would be leaving it was just how he was going to leave that was unclear. Salford could quite easily have released him, shaken hands and both parties gone their separate ways, instead they have chosen to terminate his contract for disciplinary reasons. Unsure on the reasons why, perhaps he was expecting some sort of pay off from the club whereas this way he'll get nowt.

As you say,it's been known since July so he's had plenty of time to have done it the informal way.
I think there's a time limit on a disciplinary hearing and the penalty given,so the clock has been ticking.
Let's give the club credit for dealing with it decisively

This is probably a legal thing. Sacking him makes it more difficult for him to demand money at a later date.

Best of luck to the team he signs for eventually.

You keep saying you know, but go on to contradict yourself. He cannot have signed for Leigh (salary cap issues aside) while he was still signed to Salford ( which he was, by your own post until this week when he was sacked)

He may have agreed to sign for Leigh, he may have wanted to, but he didn't/couldn't as he was still signed to Salford. You may be "in the know" unlike me but you are simply wrong on employment law ( which I do know about)

Simply put, if he had signed to Leigh in July as you claim on here and the Leigh board, he is no longer an employee of Salford so how can then sack him(which you admit they did)?

RFL rules I do not know, but I have had plenty of experience of representing people and technically discipliary hearings can go on for years, they don't because the person is being paid so the company involved likes to keep it short.

Also it would be illegal to sack someone for being sick, they would have to prove that the person is "not capabable of completing their job description and you had no other rolls they could do within a reasonable time" and that does not apply to Chase. ( if they did he has a cast iron case at an ET)

Sorry Kiyan, but I know many persons dismissed for "being sick", both in my current role and in a previous role where I was a Trade Union official.
The term "being sick" is a loose term an one that covers many headings in HR. However, to the person told to go, it feels the same.
Do we know it was that category used to terminate his contract: or was it one (maybe the last) in a series of disciplinary matters, mostly informal in appearance? I've turned up to represent a member to find out that there has been a disparity in how the member and management have classed previous discussions. Usually to a point where I'm left with little to use.

Where's nottinghamtiger when you want his legal skills !
This thread is going down a blind alley.
We fired him for disciplinary issues,having given him time to leave without having the stigma of being sacked.
Leigh could probably sign him but not register him with RFL due to salary cap issues.
He's gone,finished,fired .

Nothing to contribute.
Only those involved in the procedures know what actually happened. It could be he has been dismissed for a number of disciplinary issues or for gross misconduct following a serious allegation.
If the club have followed the correct procedures, which they have no reason not to, there is no more to be said.

Very late reply, but you cannot under UK law be sacked for being sick. You can be sacked if you fall undef a sickness policy ( eg 3 times in 6 months), but you cannot be sacked for an illness, the company has to prove you have " no reasonable chance of returning to work in a reasonable time frame" before they dismiss you for sickness reasons.. Many cases may be resolved with a confidential agreement, where the TU, the person and company agrees a pay settlement.

Beaumont announces salary cap increase yesterday, Leigh announce signing of Rangi Chase this morning.