The first quarter of 2018 has already stirred up an array of legal matters that employers in the hospitality industry should be conscious of, both in their day-to-day operations and long-term planning. In February alone, the U.S. House of Representatives passed legislation to curb lawsuits focused on the inaccessibility of brick-and-mortar business establishments and a federal appeals court ruled that discrimination based on sexual orientation violates Title VII of the Civil Rights Act of 1964 (“Title VII”). Earlier this month, the U.S. Department of Labor announced a pilot program that will allow employers to avoid potential penalties for overtime and minimum wage violations. In addition, the #MeToo movement continues to be top of mind across all industries, and hospitality employers should be vigilant in their training and employee awareness efforts. Due diligence in change-of-ownership transactions should include labor relations issues, especially with unionized employees.
This edition of Epstein Becker Green’s Take 5 addresses important and evolving issues confronting employers in the hospitality industry:
- Will Congress Slam the Breaks on ADA “Drive By” Lawsuits?
- Expanding Sex Discrimination Protection to LGBT Employees in the Hospitality Industry
- Effective Compliance Training in the Hospitality Industry in the Wake of #MeToo
- Transactional Due Diligence Should Include Labor Relations Issues
- Voluntary PAID Program Permits Employers to Escape Potential High Penalties for Self-Reported FLSA Violations—but at What Risk?