Sales of items by two local artists and long-time suppliers, Tula Moon and Mementos of Home, grew by 498% online. NML has sold gifts to shoppers in over 30 countries and its online retail sales were up by 58% last year, compared to the same period in 2019. This year, it is opening its doors to shoppers and also extending its online shop, which attracted international interest as well as local shoppers in 2020. The team at National Museums Liverpool (NML) has launched new gift guide ranges to give festive shoppers the opportunity to support its famous venues – with themed presents, locally sourced items and special experience gifts.ĭuring Covid restrictions last November, all six of NML’s museum and gallery shops were forced to remain closed in the run up to Christmas. Employment Law Hour with Howard Levitt airs Sundays at 1 p.m.World Museum toy shop © National Museums Liverpool He practises employment law in eight provinces. Howard Levitt is senior partner of Levitt LLP, employment and labour lawyers. If those promises are not realized, poor morale and sometimes constructive dismissal lawsuits flow. Those promises can also be exaggerated in the intoxicated subordinates’ mind.
Overly enthusiastic managers, discussing their plans for the new year have been known to make representations of expected promotions, salary increases, etc. The last employment issue flowing from holiday parties involves promises.Īlcohol infuses this issue as well, affecting both the person making the promise and the recipient.
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Limited drink tickets, rules against employees providing their tickets to others, hotel rooms provided to employees living far from home and requiring designated drivers or hosts to patrol the party to ensure that no one becomes inebriated should be de rigeur. That is why it is permitted to remove keys from an employee who is about to drive intoxicated. If an employer hosts a party and permits an employee to leave intoxicated who then has an accident, injuring himself and/or others, the courts have awarded damages against that employer in the millions. The executive reached for his chequebook, wrote a cheque for the $10,000 and declared it money well spent to end the stress after a year and a half of that litigation.Īlcohol at holiday parties leads to a potentially more serious problem. At the conclusion of the mediation, the parties were $10,000 apart in their settlement discussions.
The complainant complained and never returned to work. He and his employer were being sued as result of comments this executive allegedly made to a junior employee at a holiday party. I recall one case where an executive, accused of sexual harassment at a holiday party was at a mediation. Sexual harassment allegations can be devastating to an employee’s reputation and career. This advertisement has not loaded yet, but your article continues below. A small minority are prepared to aggrandize allegations and too quickly allege a poisoned environment in an effort to obtain a severance package. Some employees, at any given time, are disgruntled with their employment and wish to leave with severance. The person who is approached may exaggerate the advance in their mind, creating a greater danger of an ensuing sexual harassment complaint and demanding that the perpetrator be fired.
The difficulty is that alcohol impacts both sides of that perception. Quite apart from the relative positions of the employees, it is always sexual harassment to make any sexualized advance on any coworker, which you knew, or “ought to have known” was unwelcome. Whatever the law, many employers have policies prohibiting superior-subordinate dating. This would be cause for dismissal almost anywhere else, but not for police.Taking an aggressive strategy to lay off a good employee will likely backfire on employer.