Category Archives: Labor Issues

by | July 26, 2013 · 5:48 am

Hospitality Industry Theft Risks: Vermont Motel Employee Charged With “Felony Embezzlement” After Stealing $220,000; Cashed Fraudulent Checks In Another Town To Escape Attention

“…(the defendant) is accused of using her position as the part-time bookkeeper for the Shire Riverview motel to divert over $220,000 to her personal use, primarily through a series of checks that were made out to herself and through electronic payments of her own household bills Hotel Employee Theftdirectly from the inn’s bank account…Although the Inn had a computerized QuickBooks system that the DiCarlos said they reviewed periodically, Dorothy DiCarlo wrote that Smith appeared to have defeated it by entering “phony bills” from companies that the inn routinely did business with, paying them, and then at the last moment changing the business name on the payee line of the checks to her name.  DiCarlo said Smith appeared to have cashed all of the fraudulent checks using a night deposit box at a branch of their bank in another town so as not to bring the unusual checks to the attention of the Woodstock branch which she said might have been quicker to catch the discrepancies…”

A Woodstock woman entered an innocent plea to a single felony count of embezzlement Thursday afternoon before being released from the Windsor County Courthouse in downtown White River Junction on personal recognizance conditions.

Shire Riverview owner Dorothy DiCarlo said she never suspected Smith and instead stumbled on the alleged thefts after she returned from vacation in late March and she was surprised by how low the balances were in the Inn’s operational account. DiCarlo wrote in her statement to police that she started flipping through checks to see what was going on and the very first one she happened to look at was made out directly to Smith for $2,400.

DiCarlo said when she asked Smith why she would need to write a check to herself Smith would not answer her directly and instead kept saying, “I will take responsibility for that check.”

Concerned, DiCarlo said she and her husband Vincent began looking through their business records that evening and quickly found over $50,000 in suspect payments to Smith and to her personal creditors for things like her home cable, propane, and phone bills that appeared to have been paid electronically from the Inn’s bank accounts.

For more:  http://www.thevermontstandard.com/2013/07/motels-ex-bookkeeper-pleads-not-guilty-to-embezzlement/

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by | July 25, 2013 · 1:46 am

P3 Hospitality Industry Risk Report: “Globally Harmonized System (GHS)” By Petra Risk Solutions’ Director Of Risk Management Todd Seiders, CLSD

[vimeo http://vimeo.com/68627105]

P3Petra Risk Solutions’ Director Of Risk Management, Todd Seiders, CLSD , offers a P3 Hospitality Risk Update – ‘Globally Harmonized System (GHS)’.

P3 (Petra Plus Process) is the Risk Management Division of Petra Risk Solutions – America’s largest independent insurance brokerage devoted exclusively to the hospitality marketplace.

For more information on Petra and P3 visit petrarisksolutions.com or call 800.466.8951.

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Filed under Guest Issues, Health, Injuries, Insurance, Labor Issues, Management And Ownership, Risk Management, Training

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by | July 24, 2013 · 5:37 am

Hospitality Industry Legal Risks: North Carolina Hotel Group Settles “Religious Discrimination” Lawsuit With EEOC For $45,000; Refused To Provide “Religious Accomodation” To Employee

“…The EEOC’s suit charged that the hotel group refused to provide Claudia Neal, a Seventh-Day Adventist, with a religious accommodation of not having to work on her Sabbath, which is from sundown on Friday until sundown on Saturday.  Neal began EEOCworking at the hotel in May 2009.  Initially, Neal’s request not to work on her Sabbath was honored.  However, a change in management occurred in October 2010, and in November of that year, the hotel group refused to provide her with a religious accommodation, and fired her…”

A hotel group which owns and operates the Comfort Inn Oceanfront South in Nags Head, N.C., has agreed to pay $45,000 and provide substantial additional relief to settle a religious discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on religion.  The EEOC filed suit in U.S. District Court for the Eastern District of North Carolina, Eastern Division (Equal Employment Opportunity Commission v. Landmark Hotel Group, LLC d/b/a Comfort Inn Oceanfront South; Dare Hospitality, LLC d/b/a Comfort Inn Oceanfront South; Jain and Associates, LP d/b/a Comfort Inn Oceanfront South; and JRS Partners, LLC d/b/a Comfort Inn Oceanfront South; Civil Action No. 4:12-cv-158) after first attempting to reach a pre-litigation settlement through its conciliation process.

In addition to providing monetary relief to Neal, the hotel group will implement policies designed to prevent religious discrimination and conduct training on anti-discrimination and anti-retaliation laws.  The hotel group will also provide reports to the EEOC regarding future requests for religious accommodation.

“Employers need to understand their obligation to balance the conduct of their business with employees’ needs and rights to practice their religion,” said Lynette A. Barnes, regional attorney for the EEOC’s Charlotte District Office. “Where there is minimal impact on the business, those religious needs must be accommodated.  No person should ever be forced to choose between her religion and her job.”

For more:  http://www.eeoc.gov/eeoc/newsroom/release/7-23-13.cfm

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by | July 23, 2013 · 6:20 am

Hospitality Industry Safety Issues: Private-Sector Workplace Injuries Fall 30% From 2003-2011; Workers’ Compensation Claims And Premiums Decline As Safety Progams Pay Off

“…For private-sector employers, the number of injuries involving missed work days, job restrictions or transfers to different chores dropped to 1.8 per 100 full-time workers in 2011 from 2.6 in 2003…safety experts say OSHA crackdowns and more corporate focus on OSHA Safety And Health It's The Law-page-001reducing hazards helped cut the injury rate. Also, legislation in many states has made it harder to qualify for workers’ compensation, which has reduced the number of claims…a benefit of the decline is that the average cost of workers’ compensation per $100 of payroll fell to $1.79 last year from $2.67 in 1994…”

About 100 federal and state court cases involving retaliation for workers’ compensation claims were decided last year, roughly double the number a decade before, estimates Lex Larson, president of Employment Law Research Inc. Some lawyers attribute the increase to growing awareness among workers that they can seek redress in court.

While employers say the decline in injuries shows that safety programs are paying off, unions and plaintiffs’ lawyers counter that companies sometimes discourage workers from speaking up.

The U.S. Occupational Safety and Health Administration is taking a tougher line with employers and says too many injuries go unreported. The agency last year reminded employers that federal law bars them from retaliating against employees for reporting injuries. It also warned employers against offering bonuses or prizes for meeting safety goals if those incentives deter workers from reporting injuries.

For more:  http://online.wsj.com/article/SB10001424127887323664204578610133657300940.html

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by | July 18, 2013 · 5:57 am

Hospitality Industry Safety Solutions: Hotels And Restaurants With Ten Or More Employees Must Maintain A Written “Fire Prevention Plan” That Complies With OSHA Standards

OSHA Emergency Exit Route Facts-page-001

OSHA Fire Prevention Plan

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by | July 17, 2013 · 7:56 am

Hospitality Industry Legal Risks: Hawaii Hotels Violate State Law In Collecting Tips And Service Charges And Not Passing It On To Employees; State Supreme Court Rules Workers Can Also Collect Damages

 “Legal experts say they’re likely settle the cases for millions of dollars since the hotels do not contest the amount of tip money that they took Hospitality Industry Wage Violation Lawsuitsin…Some of the hotels have already settle cases or were hit by adverse rulings. They include the Fairmont Hotel on the Big Island which paid $2.2 million and the Pacific Beach and Pagoda hotels, which paid a total of $2 million…the ruling came in the case involving two Maui hotels: the Wailea Marriott Resort and the Westin Maui. Several banquet service workers alleged in their lawsuit that the hotels imposed a 20 percent service charge but did not distribute the proceeds to workers…”

For years, Hawaii hotels regularly collected millions of dollars in tips from customers but only passed a portion of those service fees to the employees who earned them. Under a ruling by the Supreme Court today, that practice now violates Hawaii law. The high court said hotels and other businesses can only collect the tips if they disclose that they are going to keep some of the money.

Attorneys who filed class-action lawsuits on behalf of the employees say the hotels are liable for big damages. “I would say it’s going to be north of $10 million. we have $3 million on one hotel on Kauai alone,” said attorney John Perkin, whose firm has filed eight of these suits.

Boston attorney Shannon Liss-Riordan, whose firm is also handling eight different class-actions against Hawaii hotels, said the ruling has broad applications beyond the hospitality industry.

“This will affect the food and beverage industry in Hawaii,” she said. “It will affect hotels, restaurants and other food and beverage establishments, catering companies, country clubs.” The cases are potentially costly because the ruling says that hotel workers can collect damages of up two times the amount in tips that the hotels took.

For more:  http://www.hawaiinewsnow.com/story/22848740/hotel-workers-could-get-millions-from-lost-tips

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by | July 16, 2013 · 4:34 am

Hospitality Industry Theft Risks: Florida Hotel Employee Arrested In “Fraudulent Overbilling” Scheme; Over $220,000 In Orders And Fake Bids

“…(the defendant) used her job with the hotel’s management team to allow her husband — who owns two supply firms that outfitted the hotel with items like wallpaper, tiles and carpeting — to overbill for more supplies than were actually ordered….(she) was in charge of purchase Hotel Employee Theftorders for the hotel, and inspected guest rooms for damages to determine what needed replacing…the two went as far as concealing their relationship so as not to arouse suspicion from co-workers or auditors. The 22-page arrest affidavit also claims the couple produced fake bids so it appeared Jorge Maquilon’s companies, Decomax and Emporium Supplies, were the best supply source for the airport hotel. In some instances, the affidavit says, Jorge Maquilon ordered supplies — primarily wallpaper — that the hotel had four years’ worth of in storage…”

A husband and wife hired to oversee the purchase of supplies at the Miami International Airport Hotel were arrested Monday, accused of bilking Miami-Dade County out of $222,000 by jacking up prices and lying about the quantities of items purchased.

Jorge Isaac Maquilon and his wife, hotel employee Ivy Evans-Maquilon, both 54, were taken into custody by Miami-Dade police and charged with a single count of organized fraud and two counts of grand theft. Peruvian nationals, both were required to turn in their passports. They were behind bars at the Turner Guilford Knight Correctional Center late Monday afternoon, with bond set at $60,000 each.

Read more here: http://www.miamiherald.com/2013/07/15/3501584/arrests-made-in-overbilling-probe.html#storylink=cpy

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by | July 15, 2013 · 8:18 am

Hospitality Industry Health And Safety Compliance: OSHA To Increase Inspections And Enforcement Of “Emergency Exit Routes” Requirements

OSHA Emergency Exit Route Facts-page-001

Retailers and hospitality entities (as well as other employers with multiple establishments) should be particularly attuned to this issue for several reasons. First, even without this directive from OSHA’s national office, year after year, 1910.36 continues to be one of the five standards most frequently cited against employers in these industries. Second, whereas in most workplaces, exits and exit routes are intended for egress of employees only, in retail and hospitality locations, emergency exits are there for both employees and patrons, which increases the scrutiny on the issue. Third, OSHA has launched at least two special emphasis enforcement programs (one in Delaware and another in Pennsylvania) focused on retail establishments, and looking at egress issues as one of the top focus areas.
Finally, although initial fines for egress-related violations are typically only $2,000 or less, OSHA now treats related workplaces within a corporate family as one workplace for purposes of Repeat violations, which carry penalties up to $70,000 per violation. This has been the primary weapon OSHA has used to drive up penalties against employers with multiple workplaces, like retailers and hospitality employers. By actively pursuing more Repeat violations, OSHA is issuing much higher penalties. Over the past four years, OSHA has increased the number of Willful and Repeat violations it has issued by more than 200%.

OSHA Emergency Exit Route Facts-page-001

OSHA Emergency Exit Route Facts-page-002

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by | July 12, 2013 · 6:12 am

Hospitality Industry Legal Risks: Maryland Hotel Group Sued By EEOC For “Pay Discrimination Based On Sex”; “Female Worker Paid Lower Wages”

“…Despite her years of similar experience at another hotel before she started work at Extended Stay Hotels and her five years of good job EEOCperformance at the hotel, the hotel paid newly hired male employees more money than it paid to Weaver, even though they performed substantially equal work, the EEOC charged. According to the lawsuit, the hotel paid a class of female guest services representatives lower wages than those paid to their male counterparts for performing equal work…”

A leading hotel chain, Extended Stay Hotels, unlawfully paid female employees lower wages than those paid to male employees for performing equal work, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit it announced today. According to the EEOC’s suit, Latoya Weaver worked as a guest services representative at the hotel’s Lexington Park, Md., location. Her duties included answering the telephone, making reservations and checking guests in and out.

Such alleged conduct violates the Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964. The EEOC filed suit (EEOC v. HVM L.L.C., D/B/A Extended Stay Hotels, Civil Action No. 8:13-cv-01980) in U.S. District Court for the District of Maryland, Greenbelt Division after first attempting to reach a voluntary pre-litigation settlement through its conciliation process. The EEOC is seeking injunctive relief prohibiting Extended Stay Hotels from paying female employees less compensation than their male counterparts for performing equal work, equitable relief that provides equal employment opportunities for women, as well as lost wages, compensatory and punitive damages and other affirmative relief for Weaver and other similarly situated female employees who were harmed by the hotel’s discriminatory conduct.

“Although we have made great strides in narrowing the wage gap between men and women, this case demonstrates that pay discrimination remains a serious problem in the workplace,” said District Director Spencer H. Lewis, Jr. of the EEOC’s Philadelphia District Office.

EEOC Regional Attorney Debra M. Lawrence added, “It is disturbing that even as we commemorate the 50th anniversary of the EPA, some employers persist in paying women less than men for equal work simply because of their gender. The EEOC will take vigorous action to remedy sex-based wage discrimination.”

For more:  http://www.eeoc.gov/eeoc/newsroom/release/7-11-13a.cfm

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by | July 11, 2013 · 5:07 am

Hospitality Industry Legal Risks: Kansas Hotel Group Settles “Employee Termination” Lawsuit With Dept. Of Labor For $22,000 In Wages, Damages; “Workplace Safety Concerns Raised”

“…In addition to paying the back wages and compensatory damages to the former employee, True North will expunge all references to disciplinary action and termination from his personnel file and provide a written, neutral job reference, should any prospective Hospitality Industry Termination Lawsuitsemployer seek a reference for the worker…Employers must understand that every employee has the right to raise workplace safety and health concerns without fear of retaliation or termination,” said Marthe Kent, OSHA’s New England regional administrator. “When employees are fearful or reluctant to raise these issues with their employers, hazardous conditions could go undetected until employees are injured or sickened…”

As part of an enterprise wide settlement agreement with the U.S. Department of Labor, True North Hotel Group Inc., a hotel management company based in Overland Park, Kan., will pay $22,225 in back wages and compensatory damages to a former employee who was terminated from a Massachusetts location after raising workplace safety concerns. The company will also educate all its managers and notify its employees nationwide about workers’ whistleblower rights under the Occupational Safety and Health Act as administered by the Occupational Safety and Health Administration (OSHA).

The worker then filed a whistleblower complaint with OSHA, which investigated and found merit to the complaint. True North has elected to settle the matter by taking corrective action.

Specifically, True North will immediately post the whistleblower fact sheet and OSHA poster, in English and Spanish, in conspicuous locations at all of its work premises nationwide, where they can be seen and read by all employees. It will also provide annual training on whistleblower rights and employer responsibilities to all managers and supervisors and provide training materials to all newly hired or promoted managers.

For more:  http://www.workerscompensation.com/compnewsnetwork/workers-comp-blogwire/17039-employer-faces-heavy-fines-for-terminating-whistleblower-employee.html

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