New Employment Laws Impacting California Lodging Properties

January 11, 2018

California has had yet another banner year closing the 2017 legislative session with a spate of new employment laws imposing additional compliance obligations on employers.

Bucking the anti-regulatory tide in Washington, DC, California has passed dozens of new laws impacting both private and public sector employers. Overall, Governor Jerry Brown has vetoed just over 12% of the bills passed by the California legislature this year.

For California Lodging Industry Association members, Conn Maciel Carey LLP provides this summary of key new employment bills, regulations and local ordinances impacting California lodging owners and operators. Unless otherwise indicated, these new employment laws take effect January 1, 2018.

Click here for 2018 Labor Law Summary

4 4 Things Every Branded Hotel Should Be Doing on Facebook Right Now

by tambo of www.tambourine.com

As a property flying under a global brand flag, you enjoy several key benefits:

Worldwide name recognition and consumer trust.

Access to millions of loyalty members.

Exposure on the Brand.com global website.

But unfortunately, due to scale and volume, remote, corporate brand marketing teams are often unable to tell your property’s unique story and differentiate you from sister properties in your region.

New advancements in hotel social media can help.

"The 2018 Legal Landscape for California Lodging Properties: What New Employment Laws Take Effect”

Complimentary Webinar

Tuesday, February 7, 2018, at 10 a.m. PT

2018 has ushered in a series of new employment laws, both on a state and local level, directly impacting the hospitality industry. The laws run the gamut, from the statewide “ban the box” law and parental leave for small employers to requirements for how employers respond to immigration raids. This continues the tide of new employee-friendly laws in the Golden State. This webinar will review compliance obligations, as well as discuss the practical impact of these new laws and best practices for avoiding potential employment-related claims.

Click here to register for this complimentary webinar for CLIA members.

Andrew J. Sommer | Bio

Conn Maciel Carey LLP

870 Market Street • Suite 1111

San Francisco, CA 94102

(415) 268-8894 (direct)

asommer@connmaciel.com

www.connmaciel.com

Hyatt Hotels cracks down on late reservation cancellations

by Hugo Martin brought to you by www.hotel-online.com, hugo.martin@latimes.com

Jan. 05--Hyatt Hotels Corp. has joined its two biggest rivals in adopting a policy that punishes guests who cancel reservations within 48 hours of the check-in time.

The move comes several months after Hilton Hotels & Resorts and Marriott International -- two of the world's biggest hospitality companies -- announced the adoption of a 48-hour cancellation policy.

Chicago-based Hyatt Hotels, with nearly 700 properties in 56 countries, is making its new cancellation policy effective on reservations made or changed on or after Jan. 1, 2018.

Guests who cancel within 48 hours of the check-in time will face a cancellation fee, which will vary. A spokeswoman for the hotel company said the penalty might be the price of one night's room rental.

Hyatt in a statement said that "the change is designed to improve room availability" but noted that members of the hotel company's elite frequent guest programs can cancel up to 24 hours before the check-in time without incurring a penalty.

The tougher cancellation policies may be in response to surging travel demand, which has led to near record occupancy rates and rising profits for the industry. Hospitality experts also say that the tougher cancellation policies are meant to keep travelers from booking a room and then backing out after finding cheaper rates on the internet.

CLIA wants to know: Has your property toughened up your cancellation policy? Let us know. email info@clia.org

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