One of Scotland’s leading legal firms has been appointed on all six legal services lots by the Advanced Procurement for Universities and Colleges (APUC).

APUC works with all of Scotland’s education institutions on procurement activity to ensure value for money and a high quality service for education establishments in Scotland.

This is the second time Thorntons has secured a place on the APUC panel in all available lots.

The education law team at Thorntons which operates out of the firm’s offices in Dundee, Edinburgh and St Andrews came first in three of the six legal services lots and second place in the remaining three. It’s now only one of two firms to have secured a place on all six legal services panels.

The six legal service lots are Commercial Business, Property and Estates, People and HR Matters, Charity, International and finally One-stop-shop.

Lesley Larg, partner and head of the education law team at Thorntons, said: “We have enjoyed successful, mutually beneficial relationships within the education sector for many years. Indeed, Scotland’s universities, colleges and schools have been turning to us for legal guidance for over four decades.

“However, in order to stay one step ahead, we continue to invest in our specialist multi-disciplinary education team, allowing us to deliver relevant and cogent advice that considers the structural and financial constraints on institutions as well as the many potential opportunities that exist.

“To be appointed on all six legal services lots by APUC vindicates that approach. It is an incredible achievement and reaffirms our commitment to the sector while highlighting the trusted expertise of our team.

“The benefits of these appointments are twofold, allowing Thorntons to continue to deliver an excellent service to our existing education clients, but also giving the firm the opportunity to work with other institutions in areas where we have a proven track record.”

Thorntons, who were recently named Law Firm of the Year (Over 40 Fee Earners) at the Law Awards of Scotland, acts for more than 60% of universities in Scotland including University of St Andrews, Glasgow School of Art, Robert Gordon University, Glasgow Caledonian University, University of Stirling, University of Abertay and the University of Dundee.

A leading managed print services firm has raised more than £8000 for local and national charities during 2017.

In Scotland, Xeretec which works throughout the UK and Ireland, opted not to send Christmas cards, and donated money to Age Scotland, presenting the charity with a cheque for £600 in Edinburgh last week.

Other charities to benefit from the team’s endeavours and donations from Xeretec included, Alexander Devine Children’s Hospice, Crohns and Colitis UK, Cantraybridge College, COPE Galway, Macmillan Cancer Support and WADE (Wokingham & District Association for the Elderly).
In one commendable personal achievement, by raffling a Formula 1 driver’s signed cap and various other activities, Xeretec employee Marta Gosson raised €45,000 to support a bereaved family whose father passed away during the Isle of Man TT Race.

Each year Xeretec teams up with three core charities to support them throughout the year with company fundraising initiatives, and this year’s charities were Age Scotland, Alexander Devine Children’s Hospice and COPE Galway.

Xeretec also encourages team members to embark on their own initiatives. Team initiatives included a 50-mile relay race, Dress up in Pink, the Alexander Devine Windsor Santa Dash, 24hr gaming broadcasted live on Twitch, The Nuts Challenge and a thrilling Trek up Mount Tukbal in Morocco.

Xeretec company initiatives included a golfing tournament for clients hosted at Sand Martins Golf Club, event tickets auction, office bake sales and dress down days. Inspired by the charity efforts during the year the directors also decided to donate their Christmas card budgets to charity.

Commenting on its charitable activities in 2017, Adam Gibbons, Xeretec’s Group Managing Director, said: “As a company with a growing nationwide footprint, we’re keen to support national and local charities. One of Xeretec’s core values is to share our success and give back to our local communities’ charitable causes. I applaud our team’s efforts and commitment to supporting causes this year, and their desire to have a positive impact on their communities.”

Its positive contribution to charities wasn’t the only success Xeretec enjoyed in 2017. It also acquired the Landscape Group, the UK’s most accreditedHP MPS and Solutions Specialist, in a move that creates a new managed print powerhouse. With a bigger team on board, Xeretec is looking forward to increasing its charitable efforts in the New Year and throughout 2018.

Pictured: (L-R) Sarah Randell Age Scotland, Head of Fundraising, Stacey Kitzinger Age Scotland Events and Community Fundraiser, Craig Hamilton and Susan Payne of Xeretec.

Christmas is a time for giving and there are several ways to make over cash or assets to someone as efficiently as possible when it comes to inheritance tax (IHT).

IHT is only currently payable on any portion of your estate that is above a threshold of £325,000, and is charged at 40%, however this is reduced to 36% if you donate 10% or more of your estate to charity. If you are thinking of gifting assets or cash as presents this year, then read on to ensure that your gifts do not fall foul of IHT.

1. Small gifts
If you are in a position to do so, get Christmas covered by making use of the small gifts exemption. You can gift up to £250 each year to as many different people as you like in any one tax year (6 April to the following 5 April) without being liable for IHT.

2. Annual allowance
Over and above the small gifts exemption you can gift up to £3,000 in each tax year without paying IHT. You can carry forward all or any part of the £3,000 exemption you don’t use to the next year but no further. This means you could give away up to £6,000 in any one year if you haven’t used any of your exemption from the year before.

3. Gifts out of regular income
A less well known but very useful relief is the gifts out of income relief. Any gifts you make from surplus income as opposed to capital are free from IHT if they are part of your regular expenditure. There is no limit on the sums gifted provided the gifts do not impact on your normal living standards in that the funds used to make the gift are indeed surplus. This means that you could make regular monthly or annual gifts of the difference between your income for the year and your expenses for the year without them falling into your estate, but you do need to document the intention to provide HMRC after your death if your estate is liable for IHT. If for example, your income is £150,000 p.a but you only spend £100,000, then you could give away the remaining £50,000 without it counting as a gift for IHT purposes.

4. Gifts to exempt beneficiaries
(a) Spouses: If you are married or in a civil partnership, you can give anything you own to your spouse or civil partner if their permanent home is in the UK so your estate won’t have to pay IHT on what the gift is worth. Gifts to an unmarried partner, will not benefit from this exemption.

(b) Charities: A lot of us gift to charity at this time of year so remember any donations to charities based in the UK are exempt from IHT. If you use the gift aid scheme you can also save on income tax.

(c) National institutions, such as museums, universities and the National Trust as well as UK political parties are exempt.

5. Weddings
The festive season often means a family wedding and gifts in contemplation of marriage are exempt from Inheritance
Tax up to certain amounts:
• parents can each give £5,000
• grandparents and other relatives can each give £2,500
• anyone else can give £1,000

You have to make the gift on or shortly before the date of the wedding or civil partnership ceremony.

You can still make gifts that do not fall into any of the above groups. These gifts will be treated as potentially exempt transfers (PETS). On the basis you do not benefit from these gifts and provided you live for at least 7 years, such gifts should be free of IHT.

So with Christmas fast approaching, enjoy stress free gifting without worrying about IHT this festive season.
For more information please contact the Blackadders Executries team.

Edinburgh-based property investment and lettings specialist Cullen Property has welcomed Tom Corps to the team as the Operations Manager.

Tom joins Cullen Property following his previous role as Area Director for Scotland with another property company in Edinburgh. His new role as Operations Manager will see Tom lead the company’s property managers in delivering high standards of service to their customers and ensuring that all regulatory obligations are met.

After graduating from Edinburgh Napier University with a degree in Business Management, Tom started his career in commercial banking before moving into the property management industry. He also has experience as a landlord himself.

Since 1998, Cullen Property has continued to help investors build their portfolio by sourcing and acquiring suitable residential property, as well as refurbishing, furnishing and letting properties on behalf of clients.
The Cullen Property team currently manages circa 400 properties in Edinburgh.

Tom Corps, Operations Manager says: “It’s been fantastic joining the Cullen Property team and working with like-minded individuals who are passionate about the industry and delivering a high standard of service. The Edinburgh property industry is going from strength to strength and I’m really excited to be a part of it.”

Steve Coyle, Operations Director, says: “We are delighted to welcome Tom to the team. He has been incredibly successful in his career so far and we hope to see him continue on this promising path with Cullen Property”.

January is the month when thousands of Scots resolve that this is the year they will get fit, lose weight or just get out more. Unfortunately, New Year’s resolutions are as notorious as Hollywood marriages as far as lasting commitment goes.

So why not challenge yourself in 2018 and set a goal of raising money for a good cause you care about. It could be the ultimate motivator and not only help you keep up your fitness goals but it will help others too.

With this in mind, Edinburgh Leisure, the not-for-profit company which manages 30 venues across the capital, is launching their January promotion in the hope they will inspire people to join one of their leisure centres across the city and receive support to work towards their health and fitness goals.

New members joining between 21 December 2017 and 31 January 2018, will get February free.* Edinburgh Leisure is also running a ‘refer a friend’ offer for existing members. If a member refers a friend and they sign up during the promotional period, the member will get £30 cash back (£20 cash back in they are members of Jack Kane, Queensferry or Kirkliston).

With 1 world class climbing centre, 6 golf courses, 10 swimming pools, 14 state of the art gyms and 800+ fitness classes per week across the various centres, Edinburgh Leisure really is the biggest club in town. There is something for everyone to enjoy moving and getting fitter.

David McLean, Fitness Manager at Edinburgh Leisure said: “Why not make 2018 the year you and a friend challenge yourselves to take part in a charity event for that extra motivation. Having a goal outside of weight loss can help to give exercise an added dimension with losing weight a secondary benefit. Training with a friend can be fun, motivating, social and you’ll drive each other to achieve.

“There are lots of great causes out there to choose from, which will offer a range of fitness challenges, such as the Edinburgh Leisure Jump In Swim Challenge and our welcoming Edinburgh Leisure staff will be on hand to offer new members support and advice to help you enjoy increased physical activity in the long term and work out a programme that’s achievable for your chosen event.”

For further information visit www.edinburghleisure.co.uk

The Scotch Malt Whisky Society has been named Independent Bottler of the Year in Whisky Magazine’s prestigious Independent Bottlers’ Challenge (IBC) competition.

The SMWS has concluded a wonderful year of recognition for its single cask, single malts by winning the title of Independent Bottler of the Year in Whisky Magazine’s Independent Bottlers’ Challenge competition. The Society also won the awards for Independent Bottler of the Year for Campbeltown, Speyside and Grain whiskies.

The IBC award demonstrates the extremely important role that independent bottlers play within the whisky industry, offering consumers expressions from distilleries where ‘house’ bottlings are rare or non-existent, as well as single cask and limited-edition releases at unusual ages and a range of strengths.

The Independent Bottler of the Year award concludes an extremely successful year for the Society, with a suite of prizes in a range of international competitions, including The Luxury Masters awards, the IWSC, International Spirits Challenge, the San Francisco World Spirits Competition, the Ultimate Spirits Challenge, and the Scotch Whisky Masters.

“This year has been one of the busiest and most successful in The Scotch Malt Whisky Society’s history, and winning the overall title of Independent Bottler of the Year is fantastic recognition of the outstanding quality of the whisky we offer our members,” said Kai Ivalo, spirits director at the SMWS.

“We go to great lengths to source for our members the very best casks from a wide range of distilleries and offer a huge variety of bottlings in our monthly Outturns.

“Winning the overall title, as well as gaining recognition for the best bottlings in the individual Campbeltown, Speyside and Grain categories, is a great endorsement for what we do and demonstrates the consistent excellence of our single cask, single malts.”

To access the Society’s award-winning whiskies, join up now by visiting www.smws.com/whisky-club-membership

 

Here are all the bottles that helped the Society win the overall title of Independent Bottler of the Year 2017.

SPEYSIDE

Winner, Independent Bottler of the Year

12 Years & Under: Silver medal winner

36.128 Moroccan afternoon tea

 

13-20 Years Old: Gold medal winner

35.174 The river of joy

Egg custard with a touch of gravelly minerality. Sharper orchard fruit notes build, along with a pinch of candied lemon.

 

Silver medal winners: 9.110 Sense of sophistication, 9.116 Boozy fruit trifle

 

21 Years & Over: Gold medal winners

9.107 Intriguing adventures

Meaty notes mingle with freshly cut grass and tarragon cream.

 

35.177 Caramelised fruit and nut medley

Perfumed and pokey. Sultanas and sugared raisins with baked apples.

 

Silver medal winner: 39.135 Magical and heavenly

 

ISLAY

12 Years & Under: Silver medal winner

10.118 Enthralling pink and peat intensity

 

LOWLAND

13 to 20 Years Old: Silver medal winner

5.58 Contrapuntal harmony

 

21 Years & Over: Bronze medal winner

50.92 Sipping sherry in the potting shed

 

NON-SCOTCH

12 Years & Under: Silver medal winners

134.1 Exotic rainforest fruits, 133.1 Speakeasy sneaky peeky

 

CAMPBELTOWN

Winner, Independent Bottler of the Year

 

12 Years & Under: Gold medal winner

93.72 BBQ outside a sweetie factory

Big wonderful sweet nose then BBQ coals with honey-coated chicken just caramelising. Salt and chilli chips with prawns.

 

Silver medal winner

93.76 Beurre blanc and blue steak

 

13-20 Years Old: Silver medal winner

93.73 Seaside chillies with syrup

 

21 Years & Over: Gold medal winner

93.78 Like a vintage dessert wine

Seriously gentle and delicately oily, almost sticky like sauternes wine. Rich fruits, melon and mango. A little oak grip.

 

GRAIN

Winner, Independent Bottler of the Year

 

12 Years & Under: Gold medal winner

G15.1 Lead us to temptation

Perfectly pleasant, grassy vanilla notes dominate, with cracked black pepper.

 

13-20 Years Old: Silver medal winner

G9.3 Fruit, spice and all things nice

 

21 Years & Over: Silver medal winner

G1.15 Could pacify a mob

The ScotRail Alliance has invested £300,000 to make the railways even safer for customers and staff.

Over 300 body-worn CCTV cameras are being made available to frontline staff across the country. The devices can be clipped on to the staff member’s uniform, or worn on a lanyard, and are clearly marked as CCTV cameras.

The cameras are capable of recording video and audio in high definition continuously for up to eight hours. The cameras will capture footage when they are activated by a member of staff.

The roll out follows a successful trial, where staff found that people positively changed their behaviour when informed that they were being recorded. Footage from cameras worn by staff has also been used in a number of prosecutions.

The initiative has been delivered in partnership with Transport Scotland and trade unions ASLEF, RMT and TSSA. The aim of the role out is to continue to improve the safety of customers and staff, deter antisocial behaviour, and gather evidence when it does occur.

The devices are produced by Edinburgh-based Edesix, who have designed the cameras so that frontline staff require no specialist training in how to use them. Wearers of the devices have no access to the footage they record, which is downloaded automatically to a secure site.

Alex Hynes, ScotRail Alliance Managing Director, said:

“We are building the best railway that Scotland’s ever had, and a key part of that is continuing to improve the safety of our railway. The safety and security of our staff and customers is our priority.

“Anti-social behaviour will never be tolerated at our stations, or on our trains. These new cameras will improve everyone’s journey by deterring anti-social or criminal behaviour, and help with gathering vital evidence on the rare occasions when it does occur.”
Humza Yousaf, Minister for Transport and the Islands, said:
“The Scottish Government is committed to working with our industry partners to help build the best railway Scotland has ever had.

“Part of this includes investing in measures to target unwelcome behaviour and introducing bodycams will play a role in that.

“Every worker has the absolute right to carry out their duties without the fear of verbal or physical assault, just as every passenger has the right to a safe journey.”
Chief Inspector Sue Maxwell from British Transport Police, said:

“We’re delighted that our colleagues in the ScotRail Alliance will soon be equipped with body worn cameras right across Scotland. In September, BTP rolled out body worn cameras to all our officers meaning that they have an independent witness by their side at every single incident.

“Body worn cameras allows officers to capture essential evidence, help protect officers from malicious complaints and can speed up the justice process. With ScotRail now using these cameras, we’re sure this is another great step towards making Scottish railways a safer place to travel.”

Kevin Lindsay, ASLEF District Organiser, said:

“As a union we welcome these additional body cameras, but we urge all rail passengers to respect rail workers at all times – not just at this festive time.”

Liz Warren-Corney, TSSA Scotland Organiser, said:

“TSSA’s raison d’etre is all about ensuring our members get home safely to their loved ones after a day at work.

“Keeping them safe keeps Scotland’s passengers safe, so we welcome anything that adds to the safety levels and welcome the body cams.”

Scotland’s largest PR and digital marketing agency, BIG Partnership, has boosted its team with the appointment of three experienced marketing specialists.

Natalie Hilton joins BIG as a senior account manager in the Aberdeen office where she is responsible for delivering integrated strategies, with clients including Stewart Milne Group, KPMG, Oil and Gas Innovation Centre and Stronachs LLP. With 15 years’ experience, she has led marketing and PR campaigns for the Walt Disney Company in London, delivered global brand strategies, and worked in Norway providing marketing consultancy to energy and consumer brands.

BIG’s Glasgow office has welcomed SEO and analytics manager Stacy Nelson who brings extensive experience particularly in helping national hotel and banking brands to increase their online rankings.

Completing the hat trick of appointments is marketing manager Darryl Ryznar, who joins BIG’s design studio in Dunfermline where she will be responsible for website maintenance, design and marketing projects with clients including Glasgow Taxis, Mackies and Swagelining. She has four years’ experience of managing design projects in the public and private sectors and has also supported the event management of large scale global conferences and events.

Bryan Garvie, director at BIG Partnership, said: “Our new colleagues bring first-class skills and creative experience, and we’re already seeing the benefits of that in some very exciting results for clients. We’ve had an exceptionally busy period with wins across the business and we’ve got big plans for the year ahead.”

The appointments follow BIG recording one of its best-ever starts to a financial year after securing £600,000 of new business since June.

BIG Partnership, which first launched in 2000, has five offices in Glasgow, Edinburgh, Aberdeen, Dundee, Fife and Manchester. The multi-disciplinary agency employs more than 100 people covering PR, marketing, digital, design and events.

December – the chaos of Seasonal festivities, workload deadlines, travel disruption and notorious office parties has begun.

As the song goes “So this is Christmas”! While the fortnight before the Yuletide break can offer a welcome opportunity for colleagues to relax and celebrate, the festive period also presents its own unique employment law challenges.

For many business and HR managers, Christmas resembles levels of fear and trepidation similar to those experienced by Dickens’ miserly employer, Ebeneezer Scrooge. Fortunately, Loch Employment Law has a gift of 12 tips for the festive countdown to help employers navigate through the nightmare before Christmas:

1. Christmas Party Liabilities
Despite work events such as the office party now taking place off site and outside of work hours, they are still an extension of the office environment.

Alcohol consumption can lead to unwanted conduct, such as discrimination and violence, with Tribunal decisions clearly finding employers liable for such inappropriate acts carried out by their employees. It’s important therefore to remind staff of the standards of conduct.

Employers must be clear that any misconduct that occurs during the party and after, if some of the colleagues decide to continue elsewhere, will be subject to disciplinary action.

2. Discrimination, Bullying & Harassment
Christmas gatherings often present an opportunity for some employees to flirt with their office ‘crush’ in a more social environment. However, the line between ‘banter’ and sexual harassment is subjective and can be a fine one.

Employers can be vicariously liable for sexual harassment so it’s sensible to remind employees that discriminatory remarks or behaviour will not be tolerated. One step employers can take is to update their dignity at work and bullying and harassment policies to include references to work-related social events.

3. ‘Secret Santa’
Secret Santa presents are a great way for colleagues to have some fun and treat each other. However, it can also mean that inappropriate gifts are sometimes given anonymously. Items of an offensive or sexual nature can be embarrassing for some staff and discriminatory to others.

New employees or interns may not know what kind of presents are appropriate for their team. Circulating ground rules for the gift exchange will help prevent the giving of unsuitable items.

4. Christmas Promises
Managers should avoid talking about promotion prospects, performance and remuneration with their employees at Christmas parties. In Judge v Crown Leisure Limited the EAT held that a promise of a significant wage increase made by a manager at the Christmas party was not contractually enforceable because there was no intent for it to be so. Mr. Judge had resigned, claiming constructive unfair dismissal when his salary increase did not come to fruition. The EAT considered the context of the conversation at the party and concluded that it was not intended to be contractually binding.

Although the result was in favour of the employer that time it’s better to remind managers to avoid conducting informal appraisals whilst propping up the bar, to eliminate the potential for future litigation, or unhappy employees.

5. Social Media ‘Surprises’
Remind employees that workplace and social media policies still apply during the Christmas period and outside working hours.

It should made be clear to staff that posting content on social media which could damage the reputation of the employer may be a disciplinary issue. This includes drunken rants about their boss, or comments that could be seen to be bullying or harassment of colleagues.

Employees may post pictures from the Christmas ‘do’ that present the company in an unprofessional light to clients and suppliers. If this is a concern, it’s best for employers to remind staff to be wary and exercise discretion when posting images.

6. Grievance or Grinch?
If an employee does raise concerns about something that has occurred at an office party, HR should treat it the same as any other complaint. It is important to avoid dismissing complaints or deeming inappropriate jokes or remarks to be simply ‘party banter’. Allegations of misconduct at a Christmas party are as serious as those brought up in the office.

If an intoxicated colleague confides in you about concerns they have it is best to ask them to discuss it with you on a confidential basis once you are back at the office. If they do not raise it again, you could mention the subject to find out if they wish to discuss it the next day. Employees who voice their apprehensions under the influence of alcohol may be less willing to revisit concerns back at the office. However if it is a genuine concern, encouraging them to open up is the best approach.

Any investigations should be conducted professionally and thoroughly. Equally, management should act to deal with inappropriate behaviour as and when it is reported.

7. Holiday Discrimination
Whether or not employees are religious, many enjoy getting into the spirit of the holiday season. However, not everyone celebrates Christmas. This does not mean treating those who do more favourably, or granting holiday requests to those with children just because Schools are closed. Holiday requests should be treated equally, though personal circumstances may be considered in order to be fair and reasonable.

For some industries such as retail and hospitality, this will be the busiest time of year which means some staff will be required to work on Public Holidays. Holiday entitlement during this period should be based on the business needs of the employer and they should be in a position to objectively justify denying requests if staff request time off for religious reasons.

Favouring one group of employees over another around religious holidays and festivals exposes employers to successful discrimination claims.

8. Happy (Untaken) Holidays?
On the topic of holidays, employees often ask if they can carry over their untaken holidays into the New Year.

The Working Time Regulations prevent statutory annual leave entitlement being exchanged for payment in lieu. However, there are some situations such as long term sickness preventing an employee from taking accrued statutory holidays. Unused holiday can then be carried over. If you wanted to, you could allow employees to carry forward any accrued holidays in excess of the minimum statutory entitlement of 20 days.

9. Bonus Entitlement
Some organisations pay Christmas bonuses as a gesture of goodwill in December. If this becomes a regular, unqualified habit, employees can argue that this forms a ‘custom & practice’ and has become a contractual entitlement. To retain flexibility around festive bonuses employers must ensure that employment contracts specify the bonus is only paid at the discretion of the employer, and that a bonus is not a contractual entitlement. Varying what you do each Christmas will always help here.

10. The Xmas ‘Flu’
The festive period can often lead to high levels of absenteeism – sometimes conveniently the day after the office party!

Employees should be reminded that they are expected to attend work the next day in a fit state unless they have booked the day off as annual leave. Employers often expect staff to be rather weary the morning after the night before. However, consistency is important when dealing with unacceptable absenteeism. Employees should be made aware that lack of attendance without a valid reason can be treated as a disciplinary issue, as with any other unauthorised absence.

If there are employees who need to drive or operate machinery the day after the office party, employers must be mindful that they may still be under the influence of alcohol. Employees must be reminded that it will be their responsibility to ensure they drink sensibly at the event and are safe and legal to perform their duties the next day.

If there are concerns about an employee’s fitness to safely perform their duties it is worth considering suspending the employee to investigate further in accordance with their disciplinary policy.

11. Stay Safe
Health and Safety obligations should be considered with an element of common sense and measure. Additionally, reasonable risk assessments must be conducted when choosing locations for Christmas events or decorating the office. Employers must be mindful that they could be liable for health and safety incidents that may occur during a work party.

Ending the official event near a train station or bus stop will make it easier for employees to plan their safe return home. If a member of staff has had too much to drink, then an employer should consider taking some responsibility for ensuring they get home safely or are at least being looked after by a friend or colleague.

12. #BlackIceMonday
Finally, UK employers faced considerable disruption earlier this month as the freezing temperatures and blizzards resulted in travel being disrupted and many employees not being able to get to work.

Employees who choose not to attend work due to weather disruption are not statutorily entitled to be paid and should take the day as annual leave or unpaid leave if they stay at home. It may be possible for some workers to make up the time at a later date.

If an employee is away from home and cannot travel home, then they should be paid for this time (if they are paid on an hourly basis) as they are still performing duties and could be requested to work remotely. Alternatively, employers could allow the employee to take time off in lieu.

Some employers allow staff to work remotely from home if it is practical and productive. This avoids the pressure on employees to commute in dangerous conditions. Employers should have adverse weather policies in place to manage these situations and be clear on whether or not if staff will be paid for days when they have not been able to attend work.

The festive season should be an enjoyable time for everyone and following our 12 tips will mean you can avoid a January hangover. If you need help with any of the issues we’ve raised then get in touch with our team of experts.

The smash-hit show, At Last – The Etta James Story, is set return to the UK next Autumn starring the sensational Vika Bull.

Edinburgh: The Queens Hall, Thursday 11 October 2018.

Having wowed British audiences in 2017 as part of an ecstatically received short tour, Vika and the phenomenal Essential R&B Band start a 23 date visit, kicking off in High Wycombe on Friday September 21^st 2018. Please see full tour dates below.

Following its world premiere in Melbourne in 2013 At Last – The Etta James Story has since repeatedly packed theatres throughout Australia and New Zealand. In 2016 the show returned to Melbourne for a sell-out season at The Arts Centre and July saw the show triumph for a third season at The Sydney Opera House.

Telling the story of soul legend Etta James’ turbulent life and features some of her most beloved songs including Tell Mama, Something’s Got A Hold On Me, Sugar On The Floor, the heart rending I’d Rather Go Blind, her iconic signature song At Last and more.

Vika puts her heart and soul into this unforgettable show and is joined on stage by some of Australia’s finest and funkiest musicians.

During a long and tumultuous career that saw her win six Grammy Awards and a star on The Hollywood Walk Of Fame, Etta James has influenced a vast array of artists from Diana Ross, Janis Joplin, Stevie Wonder, The Rolling Stones and Rod Stewart and is acknowledged as inspiring the careers of a new generation of singers from Christina Aguilera, Joss Stone, Adele and the late Amy Winehouse.

Sadly, Etta’s frantic recording and touring schedule coincided with her ever-growing addiction problems and over time she not only sang the blues… she lived the blues.

Mercifully, her passion for life and strength of character saw her conquer her demons and she continued to record and perform into her seventies.

With respect, this is her story.

Don’t miss re-living the soulful songs of Etta James, channelled through superstar Vika Bull and band, across the UK next Autumn. Tickets go on general sale Wednesday 6^th December 2017.

For more information visit AtLastEttaJames.com or on Facebook: @AtLastTheEttaJamesStory.