In all forms of tribunal and appeal what is looked at is that those bringing the disciplinary action have followed to the letter the rules that are laid out by themselves or in other cases the senior governing party.
In nearly all cases of appeal any outcome that is overturned will be on the following.
1) any error within the process leading to tribunal, i.e. not following exact protocol or timescales.
2) where precedent has been set i.e another outcome has been given other than those that are laid out within the process.
This where people get confused with Court Law versus HR / Best Practice Laws as each case whilst taken on merit has to be judged within same parameters.
Thus the RFL's description within the laws on DR is actually well described, outlined and issued to all parties, it has been the RFL's setting precedent on not penalising a team previously that seemingly has fallen into the above.
Not knowing all the facts we may well have had other points to raise - but in most incidents like this it is much easier to challenge and win on the grounds of inconsistency as it suggests prejudice / favouritism.
Hence if you ever face an issue at work you just need to hope that at some point that those in charge fail to follow exact structure.
Simples!!!!
whatever the reasons the Club have done extremely well in being confident to pursue..
