As 2021 draws to a close and planning for 2022 becomes comes to mind, the hotel industry can reflect on several shifts within the sector and in the wider economy that have left a lasting impact.
As 2021 draws to a close and planning for 2022 becomes comes to mind, the hotel industry can reflect on several shifts within the sector and in the wider economy that have left a lasting impact. The dramatic rise of the staycation, greater digitalization of the guest experience, and a heightened focus on health and safety protocols have all driven changes in the day-to-day duties of hotel staff. While the U.S. economy recovered to its pre-COVID size this past July by pandemic stimulus consumer spending, it also delivered a more unsettled labor market with intensified competition for talent amidst ongoing supply chain pressures.
Operating against this backdrop while continuing to recruit, develop, and sustain talent has proven to be a significant challenge for hotel human resources. With the next decade almost certain to bring even more disruptive change, human resources professionals can adapt and thrive in this evolving landscape.
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Employee Retention "How To" - What You Need To Know November 18, 2021 via HospitalityNet
The benefit wars are heating up among major employers as they try to overcome the labor shortage in advance of the holiday season. After laying off and furloughing employees during the pandemic, many companies have struggled to attract applicants as they attempt to restaff.
Avoiding Hidden Hiring Landmines: 4-Step FCRA Compliance Plan for Handling Pre-Adverse Action Notices
November 16, 2021 via Fisher Phillips
Background check reports are an important – and in many cases essential – tool in making informed and responsible employment decisions. Gathering and using this information, however, carries legal obligations and corresponding risks, some of which may not be immediately apparent to employers.
Employment Law Implications of the OSHA ETS: Paid Time Off for Vaccination
November 11, 2021 via Conn Maciel Carey
Whether these requirements will go into effect based on the timeline set by the Test-or-Vaccinate ETS is currently an open question...However, these obligations, similar to others in the Test-or-Vaccinate ETS, will
necessitate changes to employer policies and administrative processes to ensure leave time is properly recorded, tracked, and paid. Accordingly, we generally recommend that employers start preparing for these changes now
Are Non-Christian Employees Represented in Your Holiday
Policies?
October 20, 2021 via Harvard Business Review
It’s not surprising that this question is coming up more and more. Religious diversity in corporate America is a fact. Although nearly two-thirds of Americans identify themselves as Christian, that number is down 12% over the last decade, according to Pew Research Center on
Religion and Public Life, and the number of people in America who identify as Jewish, Muslim, Buddhist, and Hindu is increasing, as is the number of people who identify as having no religious affiliation. For decades, many companies’ holiday calendars have been oriented around the major Christian holidays. As people who practice other religions become a large portion of the talent base, these shifts require that HR and internal DEI efforts update the way they handle policies for religious holidays — so that people can have time off to celebrate whichever religious holidays are meaningful to them, their families, and their communities.
