July 12, 2018
Half Of Americans Unlikely To Use Sharing Economy Services For 2018 Summer Travel
RICHMOND, Va., June 25, 2018 /PRNewswire/ — While Americans are growing more familiar with sharing economy services, the intention to use these services is declining in favor of more traditional services. According to the fourth annual  Allianz Travel Insurance Sharing Economy Index* released by  Allianz Global Assistance, 53 percent of Americans declared they are either “not very likely” or “not at all likely” to use sharing economy services during their 2018 summer travels.

That’s despite Americans’ consistent belief that sharing economy services offer a more authentic local experience and better value for their money. Sixty two percent of Americans find sharing economy service providers to be “very” or “somewhat trustworthy,” down three percent from last year. Today eight in 10 Americans are familiar with at least one sharing economy service, with familiarity of services strongest among younger generations.

Five Real Ways to Personalize the Guest Experience

In spite of the impressive growth of loyalty programs and the stacks of membership cards we all have in our wallets, travelers don’t want to be just a number in a business’ computer. Hotel guests want to be recognized as individuals with unique tastes when they check in, and throughout their stay.
While it used to be hard to personalize the guest experience, the abundance of information that guests share both directly and indirectly with hotels has made it easier than ever to learn what a guest’s preferences are, and to personalize their stay to their tastes.
1. Use the property management system and loyalty program to keep notes on what guests like (or don’t like).
This is probably the easiest way to make sure that guests’ preferences are noted, and employees know what a guest likes or dislikes. Every member of the hotel team should pay attention to guest comments and record preferences in the customer profile. Did they say they prefer a certain brand of water over another? Write it down so that the staff knows to have a few bottles waiting in their room. It’s a small expense, but they’ll appreciate the gesture and will be much more likely to book a return visit.

A Meal Break May Mean A Free Lunch
Part 1 of 3
Meal break issues are often the cause of litigation between employee and employer.

Our 3 part series will cover the guidelines for meal break compliance.
An employee who works for more than five hour must be provided an unpaid, off-duty meal of at least 30 minutes.

How do the courts define an Off-Duty Meal Break?
The California Supreme Court stated clear rules regarding meal breaks in Brinker Restaurant Corp. v. Superior Court . In this decision, the court spelled out an employer’s requirement to “provide” the meal break, but not “ensure” that the employee does no work.

In this decision, an employer has fulfilled the requirement to provide an off-duty unpaid meal period to its employees if the following conditions are met
  • The employee has no duties to fulfill
  • The employer has no control over their activities (including allowing employees to leave the workplace)
  • The employee is allowed a reasonable chance to take a 30-minute break without interruptions
  • The employer does not prevent or hamper the employee’s break in any way

When can employees take meal breaks?
The Brinker decision also spelled out when meal periods must be taken:
  • The first meal break must be provided “no later than the end of the employee’s fifth hour of work.”
  • The second meal break must be provided “no later than the end of an employee’s 10th hour of work.”
The definition of “the end of the employee’s fifth hour of work” may be confusing. Does it mean precisely at the five-hour mark or no later than 4 hours and 59 minutes into the employee’s shift? The safest practice would be to schedule the employee’s break no later than 4 hours and 59 minutes into the shift. For example, if the employee starts their shift at 8:00am, their break should be started no later than 12:59pm.

Early lunches may be permitted, but late lunches are not. The demands of the operation are a factor in scheduling employee breaks. If there is a question, it may be wise to consult with legal counsel.

Six Hour Shift Waivers
If an employee’s shift will not be longer than six hours, they may waive their meal period if the employer and the employee both agree to the waiver. A written waiver would definitely be a best practice, but it is not required by law.

CLIA Lodging members can call the FREE CLIA Helpline at 916.925.2915 with questions about meal breaks and other HR, legal and ADA issues.
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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