At Your Service
with Attorney Bob

Dear Attorney Bob,

Election Day is coming up, and one of my employees mentioned that they might need some time off to vote. I’ve always encouraged civic participation, but I’m unsure about the legal requirements. How much time off do I need to provide, and does it need to be paid? What’s the best way to handle this to ensure both compliance and minimal disruption to our operations?
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Best regards,
Puzzled in Pewaukee

​A recent federal court decision has significant implications for employment practices across the hospitality industry. U.S. District Judge Ada Brown in Dallas has ruled against the Federal Trade Commission's (FTC) proposed ban on noncompete agreements, which was set to take effect on September 4.

​It was a busy day in Washington, D.C. today. Hours before the FTC voted to ban non-compete agreements, the Department of Labor (DOL) announced a Final Rule marking a significant update to the overtime regulations under the Fair Labor Standards Act (FLSA).

In a landmark decision, the Federal Trade Commission (FTC) voted (3-2) to adopt a Final Rule that significantly alters the landscape of non-compete clauses in employment contracts across the United States. ​This ruling represents a pivotal change in federal employment law, aimed at enhancing labor mobility and curbing practices that are seen as limiting competition and innovation within the workforce.

Dear WHLA Members,
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On Monday, the U.S. Equal Employment Opportunity Commission (EEOC) finalized regulations under the Pregnant Workers Fairness Act (PWFA), a critical update aimed at promoting workplace fairness for pregnant workers. Here's what you need to know to comply effectively within the hospitality sector.

At Your Service
with Attorney Bob

Dear Attorney Bob,

After hearing your recent presentation at the GMHLA event, I'm a bit overwhelmed. You mentioned that the upcoming RNC requires not just basic training but customized role-playing scenarios and a deep dive into our policies. With all the extra hours our staff will be working, especially with bars closing at 4 a.m., is such extensive training really necessary? How does this fit with EEOC guidelines, and what's truly required to keep things smooth and legal?
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Thanks for clarifying, Perplexed in Milwaukee

​2024 decided to keep up with 2023’s trend of changing employment laws faster than a chameleon on a disco floor. Just when you thought you had all the colors figured out, the beat changes.

​The U.S. Department of Labor's (DOL) recent final rule on the classification of independent contractors marks a significant shift. It presents both challenges and opportunities.

At Your Service
with Attorney Bob

Dear Attorney Bob,

I recently found myself in a tricky situation. While having lunch with one of my team members, they confided in me about an incident of harassment they experienced at work. However, they were adamant about not wanting to report it officially, insisting they were telling me this “as a friend.” As a manager, I’m torn between respecting their wishes and fulfilling my responsibilities to ensure a safe workplace. What should I do?

Sincerely,
A Manager Caught in the Middle