Category Archives: Hotel Employees

by | December 1, 2015 · 7:46 pm

7 Tips to Reduce Holiday Party Liability for Employers

Holiday

With the Thanksgiving weekend behind us, attention turns to celebrating with family, friends — and coworkers at the company holiday party.

A majority of organizations are still planning to hold holiday or end-of-year parties; however, a growing number of employers are cutting back, according to a recent survey from the Society for Human Resource Management. The survey found that almost two-thirds (65%) of human resource professionals said their organizations would host a party for all employees. But 30% of respondents said that no party was planned at their organization, an increase of 13 percentage points from 2012.

How and where will those companies celebrate? A majority — 67% — of respondents said their party would be off site, and 22% said they would close early that day. More than half (59%) said alcohol would be served at the party. Of those planning to serve alcohol, 47% indicated they would regulate alcohol consumption at the event, with 71% using drink tickets or having a drinks maximum.

Employers are concerned about possible repercussions from employees drinking too much, for example:

   • Drunk driving and possible motor vehicle accidents.

   • Workers compensation for falls and other injuries.

   • Discrimination claims, including sexual harassment and religious

      discrimination.

   • Injury to third parties.

   • Premises liability.

   • Underage drinking.

In addition to employer-based liability, many organizations are concerned about their “social host” liability as well. In some states, social host liability is limited to people hosting parties at which minors are served alcohol. In other states, employers may be liable for underage drinking at work functions, and there are still other states in which the law is less clear. The safest action is to develop a policy and guidelines, with advice from your legal counsel and input from the human resources department, then distribute that policy to all employees.

For more: http://bit.ly/1ODgF55

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by | November 25, 2015 · 7:42 pm

California Businesses 40% More Likely to be Sued by Employees

California

It’s time for California insurance agents to revisit their commercial clients’ liability portfolio.

According to a report released this week from Hiscox, businesses in the Golden State are 40% more likely than their peers to be sued by an employee. In fact, just four states – New Mexico, Nevada, Alabama and Washington, DC – outstrip California when it comes to employee lawsuits.

The reasons why are complicated, but report authors suggest that state laws going beyond federal guidelines are the most likely cause of discrepancies in the rate of employee lawsuits between states. When it comes to California, that means strict regulation around anti-discrimination and fair employment practices that subject businesses to higher scrutiny from workers.

Discrimination, as defined by these laws, comes in many forms including age (over age 40), disability, national origin, race, color, religion, sex (including pregnancy) and genetic information (diseases or disorders in family medical history).

More clear is the effect such lawsuits have on businesses. According to Hiscox, the average legal dispute regarding an employment matter lasts 275 days and in 19% of cases, defendants are subject to a defense and settlement payment. When that happens, businesses can expect to bill their insurers an average $125,000 in claims while taking $35,000 in deductibles on themselves.

The report comes just months after a similar survey from Littler Mendelson, in which 57% of human resource and C-suit professionals said they expect workplace discrimination claims to become one of the top business risks in the next years.

The statistics are a serious argument in favor of ample employment practices liability insurance (EPLI) for California businesses. Without proper coverage, clients could end up on the hook for an extra $90,000, going by national averages. Inadequate limits could also cause a sting, though arguably less of one.

For more: http://bit.ly/1OshHAO

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by | November 20, 2015 · 7:15 pm

Preventing and Preparing for Terrorist Attacks

Terrorist

The current hostage situation at a Radisson Blu in Mali dredges up memories of the Mumbai, India terrorist attacks that took place in November 2008, which targeted a number of buildings, including the Taj Mahal Palace & Tower Hotel and the Oberoi Trident Hotel. At the time, LODGING reported on how to prevent and prepare for such attacks with advice from Kyle Olson of the security consulting firm the Olson Group. In light of recent events, here are a few tips he shared that are still relevant today.

1. BECOME A TOUGHER TARGET

Routinely change up security patterns and practices, and make the fact that you do so apparent; this will create uncertainty in potential attackers, and encourage them to look for a more “reliable” victim. Remove information from your web sites that isn’t essential, but which makes you vulnerable. Instead of detailed floor plans, use generalized, simplified drawings that don’t provide information on exits and serviceways; make intelligence collection harder. Move furniture and display fixtures in public areas around, change things up outside the hotel and inside, so that it is more difficult for an attacker to choreograph movements. Train personnel—security and staff—to recognize the difference between someone killing time and timing a kill. And teach them what to do when they think they have identified a potential bad actor.

2. DEVELOP A CRISIS PLAN

Objectively assess the hotel’s vulnerabilities, and routinely review that assessment, particularly in light of special/large events. “Red Team” how someone could attack and consider how to counter. Where do you shelter people? Is the staff trained to get people to safety/exits? Is the critical information that will be needed by public safety—guest registers, employee rosters, floor plans—readily at hand?

3. SYNCHRONIZE PLANS

The hotel’s plan must also reflect the plans, procedures and, above all, the needs of the local response agencies. Are hotel security and management personnel trained in the terminology of the National Incident Management System (NIMS)? NIMS is the language the cops, firefighters, and Feds will be speaking in a crisis. Remember, if the management team in the hotel is not able to plug into the response by public safety agencies with both information and understanding of the procedures being used, they will be marginalized. If hotel leadership is not seen as part of the solution, they will be considered part of the problem. If they are not able to engage constructively, they will have no influence in shaping the outcome of their property. If, on the other hand, they are seen as bringing value, their counsel will be sought out and they will have a hand in managing events.

4. TRAIN AND EXERCISE

Hotel personnel need to practice what their actions would be in a serious incident. This means knowing the plan, understanding their roles, and testing that understanding in exercises. These do not need to be complex, but they do need to be serious opportunities to evaluate the readiness of the hotel’s team. Ideally, the hotel should invite local public safety personnel into the exercises, to play out their roles. Not only will this provide hotel personnel with a sense of what will be expected of them, but it will provide an opportunity for the hotel personnel to demonstrate that they take the challenge seriously and that they have something to offer.

For more: http://bit.ly/1MH0jFN

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by | November 18, 2015 · 7:51 pm

What You Should Know Before Monitoring Your Employees and Guests

Employees

Employees can make or break businesses in the service industry. While customer service oriented employees create a luxurious experience at a lesser establishment, employees that don’t prioritize customer service can ruin a guest’s experience even at the most finely-appointed hotel.

However, managers and supervisors cannot always be present to recognize and reward desirable service practices, nor can they always be present identify and correct poor practices. With so many points of customer and employee interaction, surveillance is one of the most effective methods to safeguard employee safety and integrity, review employee performance, identify training points, and document “HR issues.” Of course, too much of a good thing can be a problem.

Employers must understand the difference between valid surveillance and illegal intrusions on privacy rights before taking advantage of video/audio recordings. This article aims to help employers stay on the right side of that fence.

1. What is a “Reasonable Expectation of Privacy”?

The law regarding privacy in the workplace was most recently defined by the California Supreme Court case in Hernandez v. Hillsides, Inc. The rule is subjective, yet straightforward—employers must not engage in any activities that would violate an employee’s “reasonable expectation of privacy.” This helps determine the degree to which a person can reasonably expect to be left unmonitored, but the problem is that it is a nebulous standard that relies on “widely accepted community norms.”

There are some obvious places an employee or guest will reasonably expect privacy, for example, in a bathroom stall. However, courts will look at several considerations to determine the reasonableness of an individual’s expectation of privacy, such as the customs, practices, and physical settings of the workplace. Other considerations include where the surveillance equipment will be placed, when it will be active, and who will have access to recorded data.

The time and place of activities is another important factor. This includes an inquiry into the physical layout of the area being monitored, whether the area is restricted access, limited from view, or reserved for performing bodily functions and other personal acts. On the other hand, if an area is open and accessible to coworkers or the general public, or work is performed in the area, employees are unlikely to have a reasonable expectation of privacy.

Courts will also consider who has access to any recordings or videos to determine the severity of an alleged invasion of privacy. In fact, even if an employer collects monitoring information legitimately, an employer may be subject to liability if the information can be accessed by the wrong people. A non-managerial employee should not have access to a recording of his or her co-worker. If the purpose is to monitor customer service performance, only managerial employees should have access. For this reason, employers’ must carefully control who has access to any monitoring data.

For more: http://bit.ly/1Nc7CLd

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by | October 26, 2015 · 5:32 pm

Hospitality Industry Risk Update: “7 Workers’ Comp Issues To Watch”

Today’s Workers’ Comp market is generally favorable, but several emerging medical and demographic challenges have the potential to upset the current balance. By better understanding the possible impact of these new variables on the market, buyers and brokers will be able to continue to protect employees—and their bottom lines.

MEDICAL CHALLENGES

1. The Affordable Care Act may well increase Workers’ Comp costs by increasing demand for medical services from a fixed number of providers. If more Americans can buy medical services, the cost of those services will rise. Beyond higher prices, greater demand will also lead to longer treatment and recovery times as claimants wait to get appointments, potentially impacting indemnity costs.

2. The growing use of—and cost for—physical therapy causes challenges. Fee schedules for physical therapy have increased over the past two years in nine states that have the greatest use of PT in Workers’ Comp claims. California increased its fee schedule for all physical therapy billing codes by 5% to 6% in March, while New Jersey upped its schedule by 3.6% last fall. Managing the utilization and cost of physical therapy is becoming a key issue, so much so that clients, prospects and brokers are asking TPAs more questions about their strategies in this area.

3. The variability of WC costs and treatments among states threatens the  market. There is no reason why the cost for treating the same type of work-related injury should differ significantly from state to state—but it does. The median medical benefit per Workers’ Comp claim by state is $26,124, according to NCCI data. California and Delaware have medical benefits per claim over 50% greater than the median, while Massachusetts and Rhode Island are well below half the median.

There is good news, however. Medical treatment guidelines and drug formularies continue to be developed in states across the country. As experts with a shared interest in cost-effectively delivering quality medical outcomes for injured workers, all of us must understand this issue, and translate that understanding into action by becoming involved in efforts to improve workers’ compensation systems and develop treatment guidelines and formularies.

For more: http://bit.ly/1P19DIw

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by | September 14, 2015 · 9:16 am

Hospitality Industry Risk Update: “5 Ways to Pummel Pests at Your Hotel”

“(Hoteliers) really should have an independent inspection of their vendors,” Rivard said. “The prime food producers throughout the country already do that. They’re checking them out,20150911_pest control whether they’re buying some ingredient or working with a pallet manufacturer.”

A hidden danger of record high demand is more guests walking through the door means a higher chance anything from bed bugs to cockroaches to rats and ants are following right behind.

One of the few things more disconcerting than the pests themselves is the effect they can have on your bottom line.

A recent survey conducted by researchers at the University of Kentucky showed a single online review mentioning a bed bug sighting caused many to immediately write off a hotel. The first reaction of 56% of potential guests will be to no longer consider staying at that property, 7% will shorten their stay and 12% will seek to avoid that hotel’s brand in the future.

The same survey, results of which have not yet been published, showed 60% of guests who spot a bed bug would immediately leave the hotel, which is almost three times as many as those who would leave after finding someone else’s blood somewhere in a guest room.

“It’s a maddeningly difficult problem to deal with,” said Michael Potter, an entomologist at the University of Kentucky and one of the authors of the study. “Everybody is dealing with bed bugs … but hospitality is especially vulnerable because people rely so much on social media when making decisions.”

The potential damage to your hotel’s reputation is only worsened when considering the fact that less than a third of those surveyed could identify successfully a bed bug, with many confusing other pests like lice, ants, termites and ticks for bed bugs.

The harsh reality is there are no 100% infallible methods to keep pests from darkening your doorways, but there are some things to make sure they’re less welcome after arrival.

Here are five ways experts seek to prevent pests.

For more: http://bit.ly/1gmpxiM

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by | August 26, 2015 · 8:35 am

Hospitality Industry Management Update: “Airbnb Casts a Long-Term Shadow”

“We need to embrace the technology,” he said. “We can choose to work with them, which we didn’t want to do with (online travel agencies) at one point20150818_hdc_altaccom.Let’s learn from that lesson.” Cox said there are obvious lessons that can be learned by how Airbnb does business.

These are happy days for the hotel industry, so why does it seem like the only thing anyone wants to talk about is the shadow cast by the black cloud of the sharing economy?

Airbnb represents a significant threat in the eyes of many hoteliers, including those who spoke at the “Alternate accommodations: The demand bandits” panel of the 2015 Hotel Data Conference.

“We definitely see Airbnb as a big threat,” said Kurien Jacob, chief revenue officer of Highgate Hotels. “We come across that in every single meeting we have.”

Jacob said the preponderance of Airbnb hosts in New York City, coupled with that market’s well-publicized supply issues, has worked to drive down rates.

“Airbnb is so well known internationally, so it’s not just a problem domestically,” Jacob said. “So we’re seeing (international travelers) coming into the city and staying with Airbnb.”

For more: http://bit.ly/1EWeZNz

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by | August 7, 2015 · 10:18 am

Hospitality Industry Management Update: “Hotel Owners Can Get More Green by Going Green”

When looking for the smartest ways for your hotel to implement resource and money-saving updates, reach out to a consultant who can help you determine the costs, returns,Tap with dripping waterdrop. Water leaking, saving. and impact that going green will have your business specifically. It can be overwhelming, but remember that one small change at a time will add up to a lot of savings over the long run.

Reduce, reuse, recycle. It’s a phrase we’re all well-acquainted with, and for good reason. The earth’s natural resources that we depend upon are finite, so the advice is simply to use them wisely. Even if you don’t consider yourself an eco-focused person, it just makes good practical sense to be resourceful–whether it’s in vogue or not.

The best part about wasting less resources, though, is wasting less money. Wasting less money is having more of it, and because the nature of hotels requires the use of a lot of water, energy, food, and other materials, hotel owners have an incredible opportunity to save a lot of money by being more resourceful.

Save money, help the planet–these aren’t the only benefits. Taking responsibility for the way your business uses the earth’s resources reflects well upon your brand and becomes part of your company culture. Your business can effect positive change in the world!

Below we review three areas that are full of opportunities for savings. Some of the ideas do require an upfront cost but will pay for themselves in savings. Remember to look into opportunities for rebates and tax credits when considering the cost of efficiency updates as well.

For more: http://bit.ly/1INnQlt

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by | July 27, 2015 · 11:15 am

Hospitality Industry Legal Update: “Why Union Leaders Want L.A. to Give Them a Minimum Wage Loophole”

“Some see thinly veiled self-interest at work in labor’s quest for waivers in minimum wage laws. Glenn Spencer of the U.S. Chamber of Commerce said that Southern CaliforniaLA minimum wage in particular shows the potential benefits of such provisions for private-sector unions at a time when many are struggling to stanch long-term declines in membership”

One of the most divisive issues that Los Angeles City Council members expect to confront when they return this week from a summer recess will be a proposal by labor leaders to exempt unionized workers from the city’s new minimum wage.

The push for the loophole, which began in the final days before the law’s passage, caused a backlash rarely seen in this pro-union city and upended perceptions of labor’s role in the fight to raise pay for the working poor. Union activists were among the most stalwart backers of L.A.’s ordinance raising the wage to $15 by 2020, and argued against special consideration for nonprofits and small businesses.

Rusty Hicks, head of the Los Angeles County Federation of Labor, said the union waiver would be a routine protection against challenges to the ordinance under federal labor law. “This is about staying consistent with previous provisions and crafting something that will withstand legal scrutiny and delay,” Hicks said in May. In California, he added, “we’ve seen every city that has passed a minimum wage include this kind of a provision.”

A Times review of other cities’ minimum wage laws, as well as interviews with labor leaders and legal experts, suggests the truth is more complicated.

Guarantees that organized workers should be allowed to bargain for a subminimum wage appear to have scant legal justification, some experts said. They are not a universal feature of local wage ordinances, in California or other states. San Diego, the largest California city to raise its minimum wage in recent years before L.A., did not include such an exception.

For more: http://lat.ms/1OLyDlk

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by | July 20, 2015 · 11:10 am

Hospitality Industry Management Update: “6 Ways to Prepare For the Next Downturn”

“Providing an exceptional guest experience is the best investment any hotelier can make.20150714_downturn_feature This is why we as a brand have rolled out a membership-wide training program all about the importance of unlocking the personalities of the staff and the story of the hotel when guests stay,” she said.

Good times continue to roll for the global hospitality sector with growth in the travel and tourism industry expected to increase by 3.9% this year, according to Ernst & Young’s “Global hospitality insights” report for 2015.

But in the cyclical fashion of the industry, the upswing can’t last forever.

So what should hoteliers be doing now to prepare for the inevitable down cycle, and how much can investing in their products and services now set them up for not so good times in the future?

For Eric Danziger, president and CEO of Debut Hotel Group and Hampshire Hotels Management, preparation now is absolutely key to success in a future downturn.

“Hoteliers should be pragmatic, preparing for when it is a bit more difficult to get those much-needed guests through a property’s doors,” he said. “Hoteliers that are prepared with a product and with services that guests value, appreciate and are willing to pay for will be ahead of the game.”

For more: http://bit.ly/1IflBgM

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