June 14, 2018
8 Ways Traveler Expectations Are Changing
By Nimesh Dinubhai of Websrefresh
When people go on holidays or travel for business purpose, they often stay in a hotel. Staying at a hotel can be a great experience, especially if travelers have access to facilities that they have come to expect from these hotels. In earlier days, most travelers’ expectations were limited to clean and comfortable rooms. 
However, in today’s digital era, when travelers are more informed and well connected, their expectations and desires are changing with each passing day.
It is very significant for hoteliers to understand these changing needs of diverse travelers in order to stay ahead the competitors.

With the power of technology, information and personal touch, hotel industries can deliver the best possible hospitality services to all their valued guests.

The Evolving Definition of Sexual Harassment
Part 2 of 3

The recent flurry of celebrities accused of sexual harassment and worse proves that cultural expectations and legal definitions of sexual harassment are changing. And in light of the number of sexual harassment claims to the EEOC, the problem is still widespread in the workplace.

For the past eight years, the EEOC reports an annual average of 12,513 sexual harassment claims with an average total annual monetary benefit of $42.7 million dollars paid out to victims. And the number of claims has not declined.

We will offer a series of pointers regarding sexual harassment in the workplace to guide employers in this difficult aspect of managing their employees.


Consensual or not
A common rebuttal from accused harassers is that their relationship with the accuser was consensual. There are several problems with this defense, one is that the accuser may not view the relationship as consensual, especially if the perpetrator is a supervisor. Or it may be a case of a romantic relationship that goes south.

In California, employers may be seriously liable for harassment claims that involve a supervisor. Even if the employer did not know about the supervisor’s actions and had policies prohibiting such behavior, there may be exposure for the employer.

Romantic relationships between an employee and a supervisor can also raise the problem of favoritism and departmental conflict. If the relationship ends and one of the parties continues to pursue it, there may be a hostile work environment.

To prevent any claim of sexual harassment, employers will need to be aware of the risks associated with workplace romances and vigilant in their enforcement of anti-harassment policies.

The way an employee looks at another can constitute sexual harassment.
While some types of physical touch or spoken words are blatantly harassment, a less definable type of harassment is the way an employee looks at another, by staring, glaring or leering. Looking at a person’s body or showing a lascivious expression may be considered harassment. A hostile work environment must be defined on a case-by-case basis.

Sexual harassment may mean more than just lust.
A perpetrator may not want to become involved romantically with their accuser, but their repeated sexually offensive remarks or actions would still be considered harassment. For example, if a perpetrator displays hostile actions or language towards others based on their sex or sexual orientation, this could be considered sexual harassment.


The CLIA Helpline, free to all CLIA lodging members can answer questions about HR, legal, ADA and operational issues. Just call 916.925.2915.
U.S. Hotel Industry Outlook - June 2018
Stocks in the hotel industry are benefiting from growth in demand that supports increases in both occupancy and average daily rate (ADR). The momentum in the U.S. hotel industry continues in 2018 after moderate growth in 2017. In first-quarter 2018, the industry witnessed a better-than-expected rise in demand, with revenue per available room (RevPAR) increasing by 3.5%.
Consequently, stocks in the Hotels and Motels Industry have put on an impressive show in the past year, handily outperforming the broader market, as a reflection of this positive backdrop. The Zacks Hotels and Motels Industry has rallied 20.2%, surpassing the S&P 500 index’s gain of 14.5%.

The industry looks attractive, owing to rise in occupancy rate and gain in commercial transient demand . Further, we note that rising employment, higher real income and increased household net worth reinforced consumer confidence and sentiment. This has resulted in a steady rise in business and leisure travel, and higher transaction volumes, which are likely to continue.

Cal/OSHA Compels Hospitality Employers to Clean Up Their Act, Ergonomically Speaking

Cal/OSHA has approved a new standard requiring that hotels and other lodging properties develop and implement a Musculoskeletal Injury Prevention Program (MIPP) for housekeeping staff. The written program document and related employee training must be completed by July 1, 2018 , whereas the deadline for conducting an initial worksite evaluation is October 1, 2018 .

Conn Maciel has been advising firm clients on this new standard and drafting their written programs and related forms to bring them into compliance. 


CLIA members can call CLIA's Helpline at 916 925-2915 with questions about the MIPP and other HR, legal, ADA and operational questions.
California Lodging Expo® and Conference
December 3, 2018
Crowne Plaza – Los Angeles – Commerce Casino


“Myths and Mayhem: Reinventing Service in a New Hospitality Climate”

Glenn Haussman , No Vacancy News & Podcast
Keynote Speaker
The premier Lodging Expo in California, FREE to attendees, is now open for registration.

What can attendees expect?

  1. Great education sessions
  2. Fascinating speakers
  3. Drawings for prizes and cash
  4. Industry Luncheon
  5. Wine Tasting
  6. Scholarship and Excellence Award Presentations
  7. Networking, Networking, Networking

Contact: Chris Middleton cmiddleton@clia.org or 925.478.0929
Thank you to our Expo Sponsors!
Conn Maciel Carey ’s 2018 Labor & Employment Webinar Series , hosted by the firm's Labor & Employment Practice Group , is designed to give you the practical solutions to ensure you are running your business in a way that does not run afoul of the most important labor and employment laws facing our workforce today.
Click here for the full schedule and program descriptions.
We Appreciate Our CLIA Sponsors
Click icon to hear Glenn's latest informative and entertaining podcast!
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