Hospitality employers nationwide continue to be hit with class action lawsuits alleging failure to properly pay/distribute tips, failure to correctly characterize service charges and automatic gratuities.
Even if #MeToo may have started out as an awareness movement, states like New York and California are implementing changes in the law that are now imposing, or will soon impose, new requirements on employers, in hopes of giving #MeToo a significant, lasting effect.
Employers can still be held liable for an employee’s defamatory statements when the employer orders or endorses that conduct or where it occurs in the execution of an employee’s professional duties.
These “new” website accessibility lawsuits claim that a hotel’s website violates the ADA by failing to sufficiently identify and describe the physical “brick and mortar” accessibility features of the hotel.
Where federal OSHA fell short, the State of California has picked up the slack, with Cal-OSHA recently finalizing a safety standard regarding Housekeeping Musculoskeletal Injury Prevention.
Laws requiring both public and private employers to accommodate their pregnant employees have become a trend over the past several years.
Although no one can ever be fully prepared for such natural disasters, it is important to be aware of the federal and state laws that address these situations.
Now, to combat worker uncertainty, numerous states and municipalities have begun passing these types of laws, referred to as predictive scheduling…
An employer needs to set clear restrictions on harassment and make a conscious effort to hold employees accountable to those workplace standards.
Several states and cities have already enacted legislation banning inquiries into job applicants’ salary history as part of an effort to ensure pay equity for women.