Monthly Archives: November 2010

by | November 6, 2010 · 8:46 am

Hospitality Industry Crime: Hotel Lobby ATM Machines Can Be “Retrofitted” By Criminals With Card Readers And Cameras To Steal Guest ATM Card Information

“…criminals retrofit ATMs with a card reader that stores the magnetic information of customer cards. They then put that data onto a blank card to make transactions — or cash withdrawals. For withdrawals, they also install a small camera to capture the customer typing in the PIN. Thus, with a small investment of time and equipment, they have everything they need to grab cash from the bank accounts of unsuspecting ATM users…”

According to the BBB alert, “ATM skimmers are close to reaping $1 billion annually from unsuspecting consumers. Javelin Strategy & Research estimates that one in five people have become victims.”

It’s hardly an urban myth. In fact, I think I am revisiting my previous paranoia and considering becoming yet more cautious. Installing a skimming device and a camera is a quick operation, so even the ATM I prefer in the well-lit parking lot of my own bank could fall prey. According to the BBB, in addition to using ATMs that are clean, well lit, and in good repair, I should give it a good visual examination each time I use it. If part of the reader apparatus seems loose, move on — or pull on it and see what happens.

In May, a Florida man did just that. His bank’s ATM looked wrong. He tugged on a part that looked loose — and it came off in his hand. It was a skimming device. His “paranoia” allowed police to shut down that particular operation a mere 10 minutes after it had been set up, thus saving any number of people from being scammed.

For more:  http://www.pcworld.com/article/209959/atm_skimming_cash_machine_paranoia_justified.html

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by | November 5, 2010 · 6:27 am

Hotel Industry Guest Health Issues: Hotels Are Increasingly Adding “Hypo-Allergenic Rooms” That Eliminate Up To “98% Of Airborne Viruses And Other Irritants”

Designed for all travelers but especially suited to guests with asthma, allergies and other respiratory sensitivities, the Respire by Hyatt ─ Hypo-Allergenic Rooms, powered by PURE Solutions NA, are designed to eliminate up to 98 percent of airborne viruses and bacteria, as well as pollen and other irritants commonly found in indoor environments.

Hyatt has promised to have Respire by Hyatt rooms in all of their U.S., Canada and Caribbean hotels by the end of 2010. Currently, more than 60 Hyatts already have these super clean rooms. In total, Hyatt wants approximately 2,000 Respire rooms at 125 of their full-service properties.

For more:   http://www.hotelchatter.com/tag/Hypo-Allergenic%20Hotels

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by | November 3, 2010 · 7:56 am

Hotel Industry Employee Wage Issues: Employee Unions Plan To Use Threat Of Strikes To Put Pressure On Hotel Management To Negotiate Wage Contracts Acceptable To Both Sides As Industry Recovers

The scene looks much the same among union hotel workers: bold employers, drawn-out bargaining, and unions launching intermittent short strikes to keep up pressure. Hilton is now UNITE HERE’s target because the union judges that company most likely to move—a shift in strategy after months of rolling strikes and pickets against the Hyatt chain.

The union hopes to establish a pattern at the bargaining table with Hilton that other hotels will follow.

Chicago hotel workers authorized strikes at four Hilton-owned or -operated properties. They struck the Hilton Chicago for three days in October, coordinating with Hilton workers in Honolulu and San Francisco. Those strikes ended October 19, but more may be on the way.

Workers in Toronto took advantage of the Toronto International Film Festival in September to gain visibility for their struggle. Rolling one-day strikes at three hotels, including festival headquarters, caused actors Martin Sheen and Emilio Estevez to join the boisterous picket line. The blare of vuvuzelas added to picket-line noise.

Workers rolled out a red carpet and offered passersby the opportunity to have their photo taken with a hotel worker. Inside, workers spotted the housekeeping manager doing bell work.

Six additional one-day strikes have cascaded through Toronto hotels since the film festival. And 500 workers walked out of the Delta Chelsea, a large downtown conference hotel, on October 28. Delta Chelsea workers say they’ll stay out for two weeks.

Cristal Cruz-Haicken of UNITE HERE Local 75 said the two-week strike was necessary because “they weren’t even taking us seriously” at the bargaining table.

Unstable work schedules and job security are a serious problem. Feliz Serrano, a server, said he has worked there 30 years and still usually only gets 30 hours of work a week, but only if he works six days in a row.

Room attendant Jian Ying Liu said the hotel has tried to get rid of her three times because of injuries she received in her 18 years of work there.

Several conferences immediately moved because of the strike.

LOCKING IN THE RECESSION

In the U.S., Hilton workers have been working without a new contract since August 2009. They charge their employer with trying to lock the recession into their wages and workloads even as the hotel industry recovers profitability.

Blackstone, the private equity group that controls Hilton, upped third-quarter profits by 23 percent, to $340 million. This April, the New York Federal Reserve wrote off $180 million of Blackstone’s debt, allegedly to create jobs.

But the hotel chain is trying to squeeze more work from the existing staff. Hilton is proposing that workers who currently clean 14 rooms a day clean 20, with the result that some workers will be laid off.

UNITE HERE members call Hilton’s push to increase their workload the “dirty rooms” program, pointing out that Hilton is reassuring workers they won’t have to meet the same high standards of cleanliness when they’re required to clean 40 percent more rooms.

The average Local 2 member in San Francisco makes $30,000 a year, and if Hilton gets its way workers will soon be paying $173 a month for family health care coverage.

According to Local 2 staffer Riddhi Mehta-Neugebauer in San Francisco, workers have foregone raises over the years, preferring to maintain affordable health coverage. The new $173 per month amounts to a huge takeaway.

Hilton is resisting the union’s proposal that the company put aside an extra 12 cents per hour for pensions, which, UNITE HERE calculates, would mean the difference between a $900 and a $1,200 monthly pension.

Meanwhile, management’s pay is up. According to a Wall Street Journal survey, Blackstone’s executive team got a 12 percent pay increase this year.

For more:  http://labornotes.org/2010/11/unions-reach-short-strikes-stop-concessions

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by | November 2, 2010 · 8:46 am

Hospitality Industry Employee Health Risks: Swine Flu Outbreaks Could Cripple Small To Medium-Sized Companies If “Half Of Their Workforces Were Out Sick For Two Weeks”

Only one-third reported that they could sustain their businesses without “severe operational problems” if the swine flu kept half their workforces out sick for two weeks, according to the survey.

Swine flu is a type of influenza caused by a virus which can cause serious health complications or even death in a small proportion of the population. Officially called Influenza A H1N1, the symptoms are similar to ordinary flu (e.g. fever, headache, sneezing) but can be more severe.

The federal Centers for Disease Control and Prevention in Atlanta estimates that the H1N1 virus has infected more than 22 million people in the U.S. since April, and more than 4,000 people nationwide have died of related complications. The proportion of deaths attributed to influenza already has exceeded what is normally expected at this time of year, with the young hit the hardest, the CDC says.

    At the same time, a survey published in September by the Harvard School of Public Health found that the pandemic and resulting absences could have devastating effects on U.S. businesses. Only one-third reported that they could sustain their businesses without “severe operational problems” if the swine flu kept half their workforces out sick for two weeks, according to the survey.

    Jennifer Benz, who runs Benz Communications, a San Francisco-based employee benefits communication firm, says many of her clients have begun health education campaigns but have stopped short of analyzing all the issues that could arise from a pandemic.

    “It’s very easy to post communications throughout your company, such as washing your hands when you sneeze, but to really look at changing policies is a much different thing,” she says. “It’s a tough business environment right now.”

    Many companies may do more if they see absenteeism soar, she says, but by then, it may be too late. “I think a lot of companies have a plan in their back pocket. If their work site gets hit really hard, then they’ll look at ‘How do we respond?’ ”

    The flu pandemic highlights the importance of providing robust health benefits, such as more than one or two sick days a year, she says. But ad hoc solutions, such as allowing employees to work from home, will fail if a company hasn’t thought them through by, for instance, providing enough access to laptops and ensuring that computer networks can support large numbers of workers dialing in.

    Furthermore, just telling employees to stay home doesn’t help if the company has a weak sick-leave policy or doesn’t provide paid sick time for hourly or part-time workers. “For low-wage workers, missing some days off can mean the difference in paying your rent that month,” Benz says.

    In many cases, businesses are opting against more aggressive efforts because of cost and privacy concerns, says Russell Robbins, a principal and senior clinical consultant in the Connecticut office of HR consulting firm Mercer. Unfortunately, it’s easy to dismiss warnings over H1N1 as paranoid or an overreaction, but the truth is that the flu is likely to spread, Robbins says.

    “I just keep saying that the only way we’re going to weather through this is if we’re prepared for a crisis,” he says. “In other words, make plans now.”

For more:  http://www.workforce.com/section/benefits-compensation/feature/ounce-prevention-or-pound-cure/index.html

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by | November 1, 2010 · 12:04 pm

Hospitality Industry Employee Safety And Wage Issues: Hotel Management Should Expect 2011 OSHA Regulations To Require A Written “Injury And Illness Protection Progam” And Dept. Of Labor (DOL) Rule Requiring Full Disclosure On “Worker’s Pay Computation”

 

  • The Occupational Safety and Health Administration (OSHA) is developing a regulation mandating that employers have a written health and safety program, referred to as an Injury and Illness Protection Program or “I2P2.”
  • This rule would give an OSHA investigator the authority to find that an injury should have been avoided even if it was not regulated under a specific standard.
  • OSHA will also publish a regulation that will require employers to analyze every employee injury to determine if it is a work-related recordable musculoskeletal injury.
  • This regulation would set the stage for OSHA to revive its controversial ergonomics standard.

 

  • The Wage and Hour Division at DOL has a highly anticipated rule that would greatly expand recordkeeping requirements under the Fair Labor Standards Act (FLSA)
  • It would require employers to disclose how a worker’s pay is computed and complete a written “classification analysis” for each worker who is exempt or outside of the coverage of the FLSA.

For more:   http://www.worldtrademag.com/Articles/Column/BNP_GUID_9-5-2006_A_10000000000000932009

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