Social Media Content Tips

July 26, 2018

Social Media Content Tips for Hotels

What you post on your social channels matters. Quality content is the key to growing your social followers and turning your followers into customers. So, what should you be posting? We have gathered five foolproof ways to incorporate good content into your social media strategy:

1. Hotel News & Events – One great way to show off your hotel, without being too salesy, is by showcasing photos from events. Whether you post photos of a wedding, conference or charity event, it demonstrates that your hotel’s event space is appropriate for many types of occasions. In addition, share news-related content about the hotel such as renovations in progress or highlight an employee of the month. Customers want to get to know your hotel through social, so sharing what is going on behind the scenes is one way to make that connection.

2. Special Amenities – You want to show off everything about your hotel on social media, but a good strategy is to focus on what makes your hotel unique. Share special features that are only found at your property or show photos of the view from your top floor, anything that makes your hotel stand out.

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Cannabis Laws by County

Posted by Kyndra Miller on http://cannabusinesslaw.com/

Recreational cannabis is legal in California, right? Although Proposition 64 made recreational (Adult-Use) cannabis legal, strictly speaking, California counties and cities are only required to permit persons 21 years or older to possess up to 28.5 grams of marijuana, 8 grams of concentrated cannabis, and cultivate up to six marijuana plants. However, the statute provides local jurisdictions with wide latitude to regulate commercial cultivation, manufacturing, and distribution.

Depending on where you live, a CannaBusiness owner may be free to operate a large-scale cannabis cultivation and/or manufacturing business with a retail shop and delivery. Alternatively, some cities and counties have outlawed all commercial cannabis. Under certain local ordinances, a consumer may not even be allowed to have to have cannabis delivered from legally operating dispensaries in neighboring cities.

Attempting to determine what laws apply to your specific area can be a challenging task. Although most city and county ordinances are available online, local policies are rapidly evolving as local officials determine whether they want to allow commercial cannabis activity. If you are fortunate enough to live in an area with a current commercial cannabis ordinance that is available online, discerning what is permitted from the statutory language often requires the eye of an experienced attorney.

However, there are a handful of local jurisdictions that are promoting public access and understanding of cannabis regulations. They are simplifying access to local commercial cannabis regulations via easy reference guides.

Click here for a listing of Cannabis regulations for each county...

Meal Break Recordkeeping

Part 3 of 3

Meal break compliance is often a source of litigation between employee and employer. Following smart practices can avoid exposure on the part of the employer.

Recording Meal Breaks

Employers policies and timekeeping records should be based on an uninterrupted, 30-minute meal period that occurred no later than four hours and 59 minutes after a nonexempt employee's start time. It should also be a requirement that employees accurately report all the time they worked. It is advisable to have employees sign their time records and state they have reported all the time they have worked and that they understand that off-the-clock work is not allowed.

To prevent possible liability for overtime pay, it is also advisable to establish a policy of no “off-the-clock” work. This can be included in the meal and rest period policy as well as a timekeeping policy.

Another good practice is for employees to record the start and end of meal periods. Timekeeping records should note that a meal period was provided to the employee by the legally required time, even if the employee volunteered to work during the meal period. If a meal break was provided but the employee chose to work, the employee must be paid for the time worked at a regular rate, not a premium rate. This should be recorded in the payroll records.

If an employee misses a meal period for any reason, they should report the circumstances to the Human Resources Department or other Administrative Office. By following this procedure, the employer can verify that the employee has been paid properly and investigate why the employee was unable to take their meal break. There are a few possible reasons for the missed meal break:

Is the work not being effectively scheduled to allow for the meal break?
Is a supervisor somehow discouraging the employee from taking a meal break?
Is the employee choosing to work of their own accord during a provided period? How is the employer going to address this situation to minimize additional pay obligations?

Employees should be required to report to upper management if they have been unable to take a meal break. This should include being discouraged or impeded from taking a meal break by their supervisor or anyone else. Since it may be the direct supervisor who is preventing them from taking their meal break, it is advisable that employees should be required to report this to upper management not just their direct supervisor.

Periodic timekeeping audits should be conducted to discover any patterns of missed meal breaks or other instances of non-compliance with timekeeping policies.

CLIA Lodging members can call the Free CLIA Helpline at 916.925.2915 with questions about meal breaks and other Human Resource questions.