Hotels, motels, inns, and other places of lodging designed and constructed after January 26, 1993 must comply with the Americans with Disabilities Act (ADA). To comply with the ADA and to make it possible for persons with disabilities to use lodging facilities like everyone else, lodging facilities must meet specific requirements set out in Justice Department regulation
Three Ideas on What Your HR Documents Need to Contain
In Part 1 we looked at why it’s vital for organizations to document employment situations diligently.
But what constitutes good documentation that reduces employer risk? Of course every situation is fact specific but, practically speaking, here’s some guidance on some types of documentation and what to include:
Not complying with current law can be expensive in today's legal climate; employers should review their employee handbooks and employment-related policies to make sure they are up to date.
More importantly, employers should draft their handbooks so their employees actually read them and follow their policies.
In this article, Atlanta attorney Bert Brannen provides advice on how employers should write their handbooks to get employees to actually read and understand them. In the next issue we'll identify 10 important policies that every employer should have in place to minimize the risks of employment-related litigation.
As published in In the launch of my "HOW TO" columns, I begin with a series of HOSPITALITY CONVERSATIONS™ . As every hotel, inn, conference center and lodging property will eventually change hands, I selected a topic that is of universal interest to all hotel owners: HOW TO SELL YOUR HOTEL in a sluggish economy.
In my continuing professional work as an educator, an expert witness for both plaintiffs and defendants, as a consultant, author and speaker, I clearly see that the need to understand and work with the law continues to grow. As owners and operators in hotels, restaurants, spas, clubs and other hospitality businesses, we must recognize what a litigious society we are and how to protect all parties to the best of our knowledge.
At about this time every year, clients and friends often begin asking me what the hot topics will be in the new year. Naturally, some developments remain to be seen, as each new day seems to bring unique challenges for employers (one of the many reasons I love what I do). But other issues are reminiscent of the adage “everything old is new again.” With that, here is a list of what I anticipate will be among the hot topics for employers in 2014:
This includes a list of more than 20 specific topics to be aware of in employee termination.
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Sheryl Jaffee Halpern
