Six former and current female employees are suing the iconic Plaza Hotel in New York City. Court documents cite male senior management and employees detailed and startling sexual misconduct and assault. The women argue they were forced to endure a barrage of egregious and unwanted sexual behavior from their superiors and employees while the hotel’s management turned a blind eye, shamed the women, and retaliated with suspension in some incidents. “While patrons enjoy the iconic culture of The Plaza, many of its female employees are forced to endure a culture of a different type – rape culture,” states the suit. The women are seeking unspecified damages. Hotel Management, Elliot Mest, discloses the complaint.
Category Hospitality Regulations
Sex trafficking is everywhere! Are you doing enough to fight sex trafficking on your property? Are your employees turning a blind eye while girls and women are being imprisoned and forced into sex? Branded or unbranded, luxurious or economical, you may be the next hotel pulled into litigation surrounding activities taking place on your properties. As states across the country enact new or proposed law seeking to hold hotels directly liable for sex trafficking on their properties, hotel operators must act to prevent the crimes. Employees must be trained and alert to the activities taking place on your properties. Business Insurance, Louise Esola, discusses the growing allegations and concerns surrounding the matter.
The hospitality industry must rethink its approach to service, privac...Read More
As wage and hour investigations from the US Department of Labor (DOL) continue to rise, employers must be knowledgeable and prepared. It is important that employers do not underestimate the severity of a potential investigation. Conducting periodic recordkeeping and wage and hour self-audits are two preventive measures every employer should perform to minimize potential exposures that may be costly. If you’re facing an investigation, there are ways to minimize the negative consequences. Hotel Management, Alicia Hoisington, gives important insights to help you prepare for a Wage and Hour investigation.
Labor is one of the top expenses hoteliers face, and it doesn’t come without its own set of issues...Read More
Get ready! The next wave of drive-by lawsuits has rolled in! Hotels in California are being targeted by serial plaintiff, Jonathan Asselin-Normand, based on age discrimination and citing violation of the Unruh Civil Rights Act of California. Many defendants have settled the suits paying fees ranging from $4,000 to $15,000. In an effort to help hotel owners and end the unfounded suits, Attorney Phillip Stillman has teamed up with Jim Abrams of the CH & LA and is offering low cost defense to get the cases dismissed. Newsfeed, Pat Mitchell, brings awareness to the issue and important information that may help your organization.
One of our hotels was served a baseless age discrimination lawsuit with Jonathan Asselin-Normand as the named plaintiff...Read More
Resolving conflict in the workplace is a key issue for employers. A workplace investigation should be prompt, impartial, and thorough. A proper investigation can help you figure out what happened and what to do about it. Remember that your job is simply to find out the truth and weigh each piece of evidence against the narrative of what happened. At the same time, investigations provide opportunities to create new problems when conducted improperly. Avoid common and costly pitfalls. HR Daily Advisor, Bridget Miller, shares some common workplace investigation mistakes below.
Workplace investigations can be time consuming and exhausting—but, despite that, they’re not a time where it’s okay to cut corners...Read More
Despite improvements in card security technologies and the requirements of the Payment Card Industry Data Security Standard (PCI DSS), there are still gaps in the security of POS Systems. Avoiding problems and financial penalties should be more than enough reason to motivate your business to move to a new Point-of-Sale environment. Hotel Management, Esther Hertzfeld reflects on the reality of POS systems, outlines useful data security and compliance evaluations, and shares a look at the growing shift to mobile POS systems.
Advancing technologies continue to challenge the balance between data security and the guest experience...Read More
When you think of the traditional definition of service animals, miniature horses usually don’t come to mind. Miniature horses are indeed used as services animals; most commonly for guiding the blind but also to help individuals with mobile impairments. If a miniature horse has been trained to perform the tasks for the benefit of an individual with a disability, then they have the same rights as a service animal. Entities covered by the ADA must modify their policies to permit miniature horses where reasonable. JD Supra/Smith Amundsen interpret the law.
A guy and his horse walk into a bar…
This could be the start of a funny joke, or the beginning of an American with Disabilities Act (ADA) complaint that can cost your business thousands of dollars in defense costs and damages...Read More
Once considered a loss leader, Food and Beverage revenue is growing in importance to overall hotel profitability. From safety and security challenges to education and training, it is all-too-important for owners and managers to develop a comprehensive system of processes that address the many legal challenges the Food and Beverage industry faces day to day. Hotel Management, Stephen Barth, shares his compilation of suggestions in an effort to help F & B operators overcome inefficiencies and minimize potential risks.
When food-and-beverage owners and managers are responsible for an endless list of tasks, from employees to food safety to sanitation, it is not surprising when some important elements get overlooked throughout the busy day-to-day schedule that is maintained...Read More
The Affordable Care Act (ACA) has been an endless and complex maze of mandates for employers both large and small. The ACA requires applicable large employers (ALEs) to offer health insurance to their full-time (30+ hours per week) employees; however, there is an exception for a seasonal workforce. Employees are considered seasonal if the expected period of their employment is six months or less, and if the job typically starts and ends at approximately the same time each year. Although the ACA and seasonal employees can be a difficult road to navigate, hotel employers have a lot to gain by avoiding “Applicable Large Employer” status under the ACA. Hotel Management, Elliot Mest, helps sort out the seasonal employee provision.
Summer is around the corner, and hotels are preparin...Read More
While the frequency of data breaches of private companies continues to grow at alarming speeds, the law has not yet competently addressed the issue. The applicable laws for any given situation are generally governed by a variety of regulations issued by different law-making authorities within both federal and state agencies. The lack of standardization or enforcement of these measures is disconcerting. Data breach class actions boil down to a torts negligence action which generally implies a certain standard of care. This becomes a complex and confusing issue in data breach cases because the acceptable standard is not clear. Companies are at the center of these crimes; both targets and victims...Read More