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The labor law changes US hoteliers can expect under a second Trump administration "With President-elect Donald Trump preparing to take office for a second time, some clear signs are emerging of what U.S. hoteliers can expect in terms of changes to labor rules and laws. In a podcast interview with HNN, Andria Ryan, labor attorney and partner at Fisher Phillips, highlights three major areas of change hoteliers will likely see changes: the U.S. Department of Labor, the National Labor Relations Board and immigration law." Read more: https://ow.ly/Z5BE50Uc4uh via CoStar Fisher Phillips #Hospitality #HospitalityLaw #HospitalityIndustry #Hotels #HotelLaw #HotelOperations #Election2024 #LaborLaw #NLRB #FisherPhillips #ImmigrationLaw

Strengthening Your Response: A Guide to Effective After Action Reports "When employee safety and business operations are on the line, it's important to learn from your mistakes and failures – and carry those lessons forward. In the middle of a crisis, however, teams rarely have the chance to step back and assess what’s working and what isn’t. After the dust settles, an after action report (AAR) provides an opportunity to do just that. By documenting the response, teams—from corporate security to HR and operations—can capture valuable insights, identify what went well, and pinpoint areas for improvement." By turning lessons into action, after action reports help organizations strengthen their safety protocols, reduce risks, uphold their duty of care to their personnel, and build a more resilient business environment." Read more: https://ow.ly/U2q250Ubr6l via Global Guardian #Hospitality #HospitalityLaw #HospitalityIndustry #DutyofCare #EmployeeSafety #HR #HumanResources #WorkplaceSafety

"The global risk landscape in 2025 is shaped by an intricate web of geopolitical conflicts and regional instabilities. Ongoing wars in the Middle East, deepening schisms in the Balkans, and the escalating chaos across the Sahel region are just a few of the crises that will challenge governments, multinational organizations, and travelers alike. Combined with gray zone warfare, interstate conflict, transnational organized crime, terrorism, and the rising threat of natural disasters driven by climate change, these multi-faceted crises will demand comprehensive and proactive risk management strategies to protect businesses and their people." Check out Global Guardian's latest HL Blog post on navigating the complexities of employee safety and operational stability in an era of intersecting crises. Read more: https://ow.ly/JIP850Uc1WU #HLBlog #NewBlogPost #Hospitality #HospitalityIndustry #HospitalityLaw #InternationalBusinessess #HotelOperations #HotelSafety #WorkplaceSafety #SafetyandSecurity #DutyofCare #RiskManagement

The Intersection Between Artificial Intelligence and Employment and OSHA Law [Webinar Recording] "On Wednesday, November 13, 2024, the attorneys in CMC’s national Labor and Employment and OSHA Workplace Safety Groups presented a webinar to discuss The Intersection Between Artificial Intelligence and Employment and OSHA Law. The latest phenomenon in artificial intelligence (“AI”), generative AI such as ChatGPT, has changed the world as we know it. While some fear AI will replace workers and others praise its efficiency and productivity, there is no doubt that AI could be the largest technological advancement since the invention of the computer." Read more: https://ow.ly/VMY650U9oiK via Conn Maciel Carey LLP #Hospitality #HospitalityIndustry #Hotels #HR #HumanResources #AI #ArtificialIntelligence

"A new study reveals that popular AI-based resume screening tools often favor White and male candidates, showing that resumes tied to White-associated names were preferred 85% of the time. The University of Washington Information School study found that AI resume screening may inadvertently replicate – or even amplify – existing biases against certain demographics, and the implications are clear: without targeted safeguards, AI tools may lead to discriminatory hiring practices, even if inadvertent. This Insight breaks down the study’s findings, explains why they matter for HR professionals, in-house counsel, and employers, and provides five practical steps you can take to avoid AI bias at your workplace." Check out Fisher Phillips latest HL Blog post for insights on combating AI-driven hiring discrimination and actionable steps to ensure fairness in your recruitment process. Read more: https://ow.ly/mJYH50UaxQY #HLBlog #NewBlogPost #Hospitality #HospitalityLaw #HospitalityIndustry #HR #HumanResources #AI #AritificialIntelligence #ResumeBias #Hotels #HotelOperations

Tomorrow’s the day! Join us for our Q4 Virtual Seminar on Legal Challenges in the Contract Food Service Management Industry. Don’t miss out on valuable insights from our expert speakers—register for free and tune in tomorrow morning! Registration: https://lnkd.in/eHr3s5Jr

Employment Tip of the Month – November 2024 "Q: Can a company implement a mandatory retirement age for its employees? A: With the Bureau of Labor Statistics expecting the number of workers over the age of 75 to grow by 96.5 percent by 2030, companies are facing unique challenges with an aging work force. To meet these challenges, some companies may consider implementing a mandatory retirement age for its employees. While there are some narrow exceptions, companies should proceed with caution, as such policies are likely to violate state and federal age discrimination laws. Both the Age Discrimination in Employment Act of 1975 (ADEA) and the California Fair Employment and Housing Act (FEHA) protect current and prospective employees 40 years of age and older from discrimination on the basis of age. This would include compulsory retirement policies, which would be tantamount to involuntary terminations of employment. However, there are some narrow exceptions." Read more: https://ow.ly/KgJr50U9mNz via Wilson Elser #Hospitality #HospitalityIndustry #HospitalityLaw #HR #HumanResources #EmploymentTip #WilsonElser #EmploymentLaw

?? Final Days to Register! Join us on Wednesday, November 20th, for our Q4 Virtual Seminar on Legal Challenges in the Contract Food Service Management Industry via Zoom, from 10:00 - 11:30 am CST. ?? Expert Speakers & Topics: Tricia Fratto, General Counsel, Ethics Suite "The Critical Role of Documentation in Minimizing Legal Risk" Explore how strong documentation practices offer legal protection, transparency, and proactive risk mitigation. Alexis Mason, Shareholder, Gray Robinson "Do’s and Don’ts for a Successful Food Safety Inspection" Learn the latest trends, best practices, and key rights to ensure successful food safety compliance. Payam Fallah, Senior Technical Fellow, JS Held "Estimating Time of Mold Growth Indoors" Discover protocols and techniques for mold assessment to address and prevent indoor mold risks. ?? Register now for free: https://lnkd.in/eHr3s5Jr #HLevents #VirtualSeminar #LegalChallenges #HospitalityLaw #Restaurants #FoodSafety #RiskManagement #LegalDocumentation

Transgender Discrimination in Hotels: a Wake-Up Call for Hoteliers "Recently, the EEOC filed a lawsuit against Boxwood Hotels, LLC and its associated franchises. Not only did an operational manager break the law by discriminating against a transgender employee, but when it was brought forward, the hotel chain (and possibly the Human Resources department) failed to address it. Whether it was a lack of training, awareness, or oversight, the result is a lawsuit that could have been avoided. And this isn’t just a one-off case—it’s a reminder that these issues are cropping up in the hospitality industry more frequently than you might think. Let’s dig into what happened in this particular case, and more importantly, what it means for you as a hospitality leader." Read more: https://ow.ly/FFix50U6mUX via HTrends #Hospitality #HospitalityIndustry #HospitalityLaw #Hotels #HotelOperations #HR #EEOC

"In a groundbreaking decision, the National Labor Relations Board (NLRB) just tightened restrictions on what employers can say to workers about the impact of unionization, overturning a 40-year-old standard and raising the bar for what is considered a lawful communication. In a case involving a national hospitality chain, the Board ruled on Friday that employers can no longer broadly warn employees that unionizing could harm their direct relationship with management. Instead, such statements must be strictly fact-based, reflect outcomes beyond the employer’s control, and avoid any hint of coercion or threats." Check out Fisher Phillips latest HL Blog post for key takeaways on the NLRB’s new union guidelines, sparked by a hospitality case, and compliance tips you need to know. Read more: https://ow.ly/uxM750U5HOo #HLBlog #NewBlogPost #Hospitality #HospitalityLaw #HospitalityIndustry #HR #NLRB #LaborUnions #Hotels #HotelOperations #HotelUnions #HotelSafety