Absence from work is snow joke! 
Snow can have both a positive and negative impact on pubs. Rural pubs can be isolated by the snow with customers unable to reach them whereas city pubs can actually do quite well as customers flock to their local rather than travelling further afield. Generally those pubs in parts of the country which have had significant snow fall will have experienced low custom, problems with deliveries and most likely staffing issues. One certainty is that some of you will have had staff unable to show up for work because of the snow. This article explains your options on dealing with staff absences brought about by the bad weather.

A Child is Born 
A festive tale and timely reminder of the danger of the Christmas party.

Take care with references 
A recent case highlights the care that employers should take with references. An ex-employer can be liable for a future loss of earnings, and potentially expensive compensation, for giving a bad reference to an ex-employee.

Protecting your licence by managing your staff 
In this article we are focusing on managing staff to protect your licence in light of the change to the offence of persistently selling alcohol to persons under the age of 18 in the Licensing Act 2003 and mandatory condition on age verification which comes into effect on 1st October.

Suspending staff when conducting investigations 
In cases where an employee’s actions could amount to gross misconduct, suspension is an option. Alleged theft from the till or a bottle of vodka from the stock, helping themselves to the top shelf whilst on duty, abusive behaviour towards customers, colleagues or discriminatory behaviour could all be considered gross misconduct.

Pulling Sickies in the Summer Sun 
It is official! We are enjoying a hot summer and long may it last. But what does this mean for employers?

Dressing down for Summer? 2010  
A case earlier this year involving a male police trainee, highlights the issues we have to consider when dealing with dress codes. You have the right to impose a policy on staff dress, appearance and uniforms. What is appropriate appearance is up to you and should be based on needs of the business and on what is acceptable in law. Health and safety and unlawful discrimination should be considered.