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Duff on Hospitality Law

Update on the Online Travel Company/Hotel Booking Antitrust Litigation: Plaintiffs Add New Defendants

Posted in Hotels

Don Scaramastra has provided an update for our readers on the status of the class-action involving online distributors and certain hotel operators with regards to antitrust laws related to online distribution. Catch up on the original post here and continue reading for an update on this topic. – Greg 

On May 1, 2013, plaintiffs filed a consolidated amended complaint in the OTC/Hotel Booking Antitrust Litigation. The amended complaint formally consolidates the many different complaints that were consolidated before the federal district court in Dallas last December.

But the amended complaint does more; it names a number of additional defendants. Most are hotel companies: Wyndham Hotel Group, Carlson Hotel Group, Best Western, Choice Hotels, and Hyatt Hotels. But one notable new defendant, EyeforTravel, Ltd., is not. EyeforTravel describes itself as a global media company specializing in business intelligence for the travel and tourism industry. This post will focus on the allegations against EyeforTravel because they highlight issues and dangers different from those I covered in my last post regarding this case.

According to the amended complaint, EyeforTravel annually sponsored industry conferences that “became a forum where [unlawful] agreements were confirmed” and discussed. The amended complaint refers to brochures and announcements regarding these conferences, which indicate that topics discussed included “revenue management and price,” “rate parity,” “strategies for restriction of free pricing,” “how large travel suppliers are dealing with pricing pressures attributed to third party distributors,” “why rate parity is necessary,” “best practices for managing revenue in a down market and avoid rate erosion,” and the “dangers of chasing demand by lowering your prices.”

None of the materials identified in the amended complaint contain any overt reference to an unlawful agreement among the defendants not to compete on room rates. Nor is the exchange of sensitive pricing information (assuming such exchanges ever occurred) per se illegal under the antitrust laws.

But the program titles noted above (without the benefit of any surrounding context) could lead to an inference that companies participating in the programs exchanged competitively sensitive information (such as information regarding future prices or pricing strategy) as part of an illegal price-fixing agreement. And that is exactly the inference the amended complaint asks the court to draw: that topics like the ones identified above are in fact a poor disguise for discussions surrounding an agreement not to compete on price.

Meanwhile, these allegations offer a stark reminder of the antitrust risks of meetings between competitors … and to trade organizations and others who organize such meetings. Simply put, it is not enough to obey the law and refrain from reaching price-fixing agreements. Meeting participants must, like Caesar’s wife, be above suspicion. And that means participants should take care to avoid any discussions regarding business sensitive topics. This prohibition extends to topics such as

  • current or future pricing, both generally and to specific customers;
  • fair or reasonable profit margins;
  • cash discounts or credit terms offered to customers;
  • allocating customers or markets among competitors;
  • reasonable or “appropriate” output levels;
  • specific R&D, sales, or marketing plans, initiatives, or strategies;
  • confidential or business-sensitive product, product development, or production plans, initiatives, or strategies; and
  • refusing to deal with someone because of its pricing or distribution practices.

Meetings should have a clear written agenda of the topics to be discussed. Nothing in the agenda or other advance materials should even remotely suggest that competitively sensitive information will be exchanged or discussed.  Minutes that accurately reflect what was discussed should be prepared, to document that nothing inappropriate took place. Consider having counsel present at meetings to help ensure that the conversation stays within legal bounds.

There should be no “off the record” or “off agenda” sessions. Even private social get-togethers during or after a conference are problematic. You may know that the beer you had with that friend who works for a competitor was just social. But what will others think? Antitrust practitioners are fond of quoting Adam Smith’s observation that “people of the same trade seldom meet together, even for merriment or diversion, but the conversation ends in a conspiracy against the public, or in some contrivance to raise prices.” The judge or jurors who decide your fate may well share this caustic view and may all too readily to leap to conclusions about what transpired between you and your friend. And don’t assume that those private meetings will remain private. In litigation, expect other parties to obtain copies of your emails in your personal as well as work accounts, your texts and IMs, communications and information on your social media sites, your personal and professional calendars, the documents you accessed or modified on your work and home computers, your business expenditures, and your personal and professional phone records. And expect them to seek copies of these materials from the other meeting participants, too. Rare is the individual these days who meets with a business contact and leaves no electronic trace.

To sum up, trade organizations play a valuable role in our economy, something the federal antitrust enforcement agencies recognize. But hosting or participating in meetings attended by representatives of competing businesses presents certain risks under the antitrust laws. Fortunately, you can mitigate these with some thoughtful preparation, careful organization, and accurate documentation…and perhaps a talk with an antitrust lawyer.

Questions about the pending litigation or the recommendations outlined above, please contact me or Greg.

FareStart Restaurant’s Guest Chef Night!

Posted in Food and Beverage

The GSB Hospitality Team cordially invites you to come to FareStart Restaurant on Thursday, June 6, for Guest Chef Night, and enjoy a three-course gourmet meal served to you by members of Garvey Schubert Barer and Clothier & Head!  These two teams have joined forces to help end homelessness in our community by volunteering for this event, and you can be part of their efforts by making your reservation for dinner now!  Eva Restaurant chef, Amy McCray, will be the guest chef for the evening.  FareStart Restaurant is on 7th & Virginia in downtown Seattle.  To view the menu and for reservations, please visit www.farestart.org or call (206) 267-7601.

We look forward to seeing you on June 6!

An Update on Tip Pooling

Posted in Food and Beverage

Those of you following the challenge to the Department of Labor (“DOL”) tip pooling regulations interpreting the Fair Labor Standards Act (“FLSA”) may recall the events below. You may also want to view our past updates and insights on the tip pooling topic in the following articles: DOL RestrictionsTip Pooling Remains a Hot TopicTip Pooling – UpdateTip Pooling in Oregon and Washington.

  • In 2010, in a case called Cumbie v. Woody Woo 596 F.3d 577 (9th Cir. 2010), the Ninth Circuit (with jurisdiction over Alaska, Arizona, California, Hawaii, Idaho, Montana, Nevada, Oregon and Washington) ruled that the FLSA did not prohibit employer-mandated tip-pooling arrangements if the employer did not take a tip credit.  This meant it was lawful for employers in the Ninth Circuit to require that their tipped employees share tips with non-tipped employees (bussers, dishwashers and cooks, for example), just so long as all employees got paid minimum wage and the restaurant did not take a tip credit.  (Seven states – Alaska, California, Minnesota, Montana, Nevada, Oregon and Washington – do not allow a tip credit.)
  • The DOL then issued regulations in April 2011 addressing ownership of employee tips, in conflict with the ruling of Cumbie v. Woody Woo.  The regulations created legal uncertainty for any employers who were engaging in mandatory tip-pooling with back-of-the-house employees.
  • In February 2012, the DOL issued a field assistance bulletin to its staff, declaring ”the employer is prohibited from using an employee’s tips, whether or not it has taken a tip credit …” and the DOL would “enforce nationwide the 2011 final rule explaining that a tip is the sole property of the tipped employee regardless of whether the employer takes a tip credit[.]”  The field assistance made clear on no uncertain terms that that the DOL considered it a violation of the FLSA for an employer to institute a tip pool that required sharing tips with back-of-the-house employees, even if the employer did not take a tip credit.
  • In July 2012, restaurant industry associations and others filed a lawsuit in Oregon federal court, contending that the DOL regulations unlawfully prohibit back-of-the-house kitchen workers from sharing in tips left by customers when the employer does not take a tip credit against minimum wage.  See Oregon Restaurant and Lodging Association v. Solis et al., Case No. 3:12-cv-01261 (D. Or.).

Money on a restaurant table

On May 16, 2013, the parties argued their case before the federal judge who will decide whether the DOL exceeded its authority in issuing its regulations and whether the DOL regulations are inconsistent with the plain language of the FLSA as well as the Ninth Circuit ruling in Cumbie v. Woody Woo.  After hearing the arguments made by both sides, the judge took the matter under advisement and indicated that he would have a ruling out in the very near future.

We will keep you posted on further developments.

Duff on Design: Staying In Budget

Posted in Hotels

We all know the importance of appearance and design in the hospitality industry.  We also know the importance and priority of saving money. Garvey Schubert Barer’s client, V*Starr Interiors, founded and led by another inspirational client Venus Williams, was kind enough to put together a guest blog post on staying in budget through re-purposing.  V*Starr Interiors’ experience ranges throughout the US, and the team’s portfolio includes hospitality, educational facilities, public/amenity spaces, clubhouses and fitness centers.  Their hospitality portfolio includes a full renovation of the presidential suites, executive suites, and club lounge at Intercontinental Hotel- Downtown Miami, Florida.  Today’s post is from V*Starr Project Designer, Ariana Ranieri. We look forward to several more design-oriented posts from V*Starr in the months ahead. – Greg

B u d g e t    |     WAYS TO STAY IN BUDGET THROUGH RE-PURPOSING THE STAGNANT ELEMENTS Working within a budget is something that ultimately controls a project. However, approaching the design in a more resourceful manner can enable the dollar to go further. When deciding which elements to maintain or re-purpose, think about the space from multiple perspectives. Here are some important aspects to consider:

1)      Versatility | Look at the atmosphere and determine which style are you aiming to achieve. If you want to move from a traditional setting to a contemporary setting, assess your current surroundings and see what you can salvage. Can the room’s trim work be painted or re-finished? Then look at the furniture in the room. When it comes to furnishings be sure to carefully examine each piece. You may find a style that is classic throughout time and could possibly be re-upholstered or re-finished. You may also find furniture with a neutral shade that will marry into any color palette. For example:  An old sofa with great form will look much livelier once it is paired up with new pillows.  Save money by taking note of the current paint color as some neutral shades can be spruced up with the addition of an accent wall.

Before and After designs.

Before and After.

2)      Condition | How is the condition of the current components in the room? Think about legs, arms, finish, and filling. Also, how long has the piece been in the space and does it stand the test of time? How durable is the piece within a short period of time? If there is a component that seems to be problematic you’ll want to make sure that any reworking will not compromise the item. Let’s say you have a historic Dining Buffet with a great body but worn legs. Changing out the legs and hardware may give it a fresher look at half the cost of a new Dining Buffet. Lastly, inspect the existing plumbing fixtures and appliances and determine if there’s another fixture that could be more cost effective.

3)      Value | Furnishings hold different levels of value, both monetary and sentimental. Guests remember the space for certain design elements and feel a sense of nostalgia upon their return. If the element has sentimental value to the space this is an important consideration. On the other hand, if the feature only holds monetary value you may consider selling it for additional funds. Or is it worth keeping in storage for later use?

4)      Scale | Scale should be considered for re-purposing a piece to a new design. Does the piece blend well with the sizes of newly proposed items? If not, could it be re-purposed to another location, or modified to fit? Another element where scale plays a major role is with lighting. How does the scale of the existing fixture work with the new design? Could the shade size be modified or be re-specified to fit the scale? Before jumping into modifications, always be cautious and contact the manufacturer to be certain it doesn’t compromise the attributes of the light.

Tips for re-purposing:

  • Think about these tips early on so changes may be incorporated into the design.
  • Consider costs associated with re-purposing and identify multiple sources to compare pricing. Also, when comparing pricing, see if any subcontractors can re-purpose on site to eliminate additional shipping costs.
  • Maintaining elements and re-purposing should be considered with care and always stay mindful of the end goal.
  • Remember to consult your designer for advice.

Showcase design progression over time: Consider this timeline of design as an art piece. Everyone loves a glimpse of history and it could be interesting to see it on the wall or in a flip book. If space allows, making a 3D timeline with the design elements could be of interest. Please feel free to contact Ariana if you have any questions and be sure to visit the V*Starr Interiors website for more design inspiration and photography.

What Do You Mean the Department of Labor Called about a FMLA Audit?

Posted in Employment Law

Just when it seems that businesses spend more time ensuring employment law compliance than they do on actual business, the Department of Labor (DOL) has announced they intend to increase the frequency of their FMLA audits while also increasing the number of site visits during these audits.  What, you may ask, is a FMLA audit and why should I care?

For employers who qualify for the Family Medical Leave Act (“FMLA”) (over 50 employees within a 75 mile radius) the required paperwork is an administrative process and the tracking is done by the Human Resources Department.  It is a formality that also provides certain job protections, but it really isn’t that big a deal once the processes are in place.  Right?  The short answer is, no.  The FMLA is form driven and form dependant – but it takes more than the forms to make sure you are complying with the law.  Audits of an employer’s FMLA practices are not something new – at least in theory.  The DOL has always had the right to conduct audits, but it is not a right often exercised.  It has not been unusual to see the EEOC investigating employee claims under the FMLA, but rarely has the DOL investigated.  That is about to change.

DOL Branch Chief for FMLA, Diane Dawson, recently announced that the DOL’s national office has instructed the regional offices to identify occasions when an audit would include an on-site visit.  These visits could be announced or unannounced.  The investigations may be triggered by an employee complaint they were not given all their rights under the FMLA, that they were about to lose their job (or had recently lost their job) due to exercising their rights under the FMLA, or because DOL is seeing a pattern of FMLA issues within the target company.  Violating the FMLA can be costly.  The employee can sue you and the government can fine you.  The DOL is opting to increase the on-site investigations because the actual visit can reduce the time an audit may take.  The investigators have ready access to the records, policies and files.  More importantly, they have ready access to the employees for a face-to-face discussion while reviewing the forms.

Bookshelf for filed documents

So, what can an employer do to prepare?  First and foremost, an employer should be proactive and review their current processes and forms.  The DOL forms were updated recently and all employers should be using the updated forms. The current poster should also be placed in the appropriate locations.  It is important to note that the poster must be able to be seen by both employees and applicants.

One of the most important things to do is to review (or develop) your FMLA policy.  The DOL will start with a review of the policy (and the forms) to ensure the March 2013 regulations are incorporated.  So, make sure your policy is up to date.  At a minimum, the policy must incorporate issues such as the leave year calculation (calendar, rolling backward, rolling forward), eligibility requirements for leave, the reasons for leave, your call-in procedures, substitution of paid leave, the employee’s obligations in the FMLA process, medical certification process, explanation of intermittent leave and that the employee is responsible for telling you when an absence is covered under approved intermittent leave, benefit rights under leave, fitness for duty requirements and any outside work during FMLA prohibitions.

Make sure that you have a prepared set of legally compliant template correspondence.  This correspondence includes the letters sent to conditionally qualify a leave during the certification process; explain the need for recertification; explain the denial of leave for failure to provide certification; request additional information and explain he consequences for providing incomplete or insufficient certification; explain the employee’s return to work; and request second or third opinions.

Now it is time to step out of the form world and audit your internal practices and processes for identifying and addressing a request for qualified leave and for tracking the leave.  Make sure you know how your managers respond to a request for leave – whether the magic word of “FMLA” is uttered or not. Your internal processes must comply with the federal regulations.  Now is the ideal time to review the processes and ensure you are compliant.  Finally, conduct training.  Managers and supervisors must be trained about the FMLA and how to handle the issues that arise.  If you can show you have gone the extra step of not only doing the internal audit, but also training your supervisors and managers, the DOL is more likely to accept an occasional “mistake” rather than find it an intentional violation of someone’s rights.

If you have any questions about how to conduct an audit, or if you are more comfortable having someone else conduct the audit, contact you employment attorney for help. They may even conduct the training for you.

For more information, feel free to contact Nancy at any time.

 

2013 Hospitality Law Conference Recap

Posted in Meetings

Since the 2013 Hospitality Law Conference, we have received many requests for the Garvey Schubert Barer presentations.  Well, here they are.  Roger, Ruth and I are happy to further explain them and other details on the trending topics. Please give us a call or email.  It was a fun and educational conference so it is nice to look back at these slides!

Click on the presentations to view.

Picture of a power point presentation from the Hospitality Law Conference.Picture of a power point presentation from the Hospitality Law Conference.

The Fine Print on Daily Deals and Flash Sites

Posted in Group Sales and Events

Deal or No Deal?

Daily deal (or “flash sale” sites) like Groupon, LivingSocial, and Rue La La, are quite popular with both hoteliers and their potential guests, providing, as they often do, slashed rates and an easy method for getting heads in beds during times the hoteliers want them there the most. Unfortunately, these channels may not provide the benefits they seem to, and they pose a number of legal and practical risks that may make them even less attractive.

• Illegal Voucher Expiration Dates. Most of these providers issue vouchers to purchasers for redemption at hotels, which vouchers are considered “gift certificates” under most state and federal laws. Despite language in the standard contracts proposed by the providers, and despite hoteliers’ agreement (or desire) to limit redemption periods, the law may require vouchers be honored well beyond the time the hotel intended it to be. Some states have laws prohibiting the expiration of gift certificates period, some have mandated long validity periods, and federal law requires most gift certificates to be valid for 5 years. Continue Reading

Hospitality Upgrade Shout Out

Posted in Advertising

Protect Your Good Name: Keyword Advertising and Trademark License

Published in Hospitality Upgrade, March 2013.

The Internet can be a hard, hard place for brand owners. Yet failing to engage potential guests online across a variety of platforms is no longer a viable option for the majority of hospitality industry participants. It is crucial that brand owners exercise control over their marks whenever possible. This article focuses on the legal use of keyword advertising, and provides some tips about how to negotiate trademark licenses in online distribution and marketing agreements…To read the full article click here.

 

Dram Shop Laws: What You Need to Know

Posted in Liquor

Our latest post comes from Malcolm Seymour, a member of our New York office who specializes in commercial litigation and regulatory enforcement actions. His post discusses the ins and outs of Dram shop laws, and how they vary from state to state. -Greg

“A guy walks into a bar and orders a drink”: these words usually foreshadow some benign if tasteless joke. But these same words are increasingly found prefacing legal complaints based on laws known as dram shop statutes. And for businesses that sell or serve alcohol, these lawsuits are no laughing matter.

Under dram shop laws, businesses that sell alcohol can face civil liability for injuries that their intoxicated patrons inflict on third parties – even after those patrons have left their premises, and (in some states) even when the injury caused is intentional. Despite the anachronistic name, more states enact dram shop laws every decade, under political pressure from groups like M.A.D.D. These laws vary significantly from state to state, and their severity in certain jurisdictions can come as an unwelcome surprise. Any hotel, restaurant or bar that sells or serves alcohol, especially one with operations in multiple states, would do well to familiarize itself with these laws and their jurisdictional differences.

Take New York City – a nightlife capital and global destination for travelers – which happens to fall under the reach of one of the nation’s harshest dram shop laws. New York State’s Dram Shop Act allows private plaintiffs injured by intoxicated individuals to sue anyone who may have “unlawfully” sold those individuals alcohol. This would not be so vexing if New York used a clear standard to define what sales are considered unlawful. Legally prohibited sales include sales to minors, habitual drunkards and – most problematically for those on the receiving end of a dram shop complaint – anyone who is “visibly intoxicated.”

Continue Reading

Digital Signage Series Part 3: What You Need to Know

Posted in Technology

Over the last two weeks, Harold McCombs, leader of Garvey Schubert Barer’s Washington D.C.-based Telecommunications Practice Group, provided the first and second installments of his 3-part series on digital signage, its use in the hospitality and travel industries and the legal issues most often associated with it.  This week, Harold offers his third and final installment . . .

Digital Signage Part III:  Potential Legal Issues

The proverb asserting that the more things change, the more they stay the same, always seems true when one thinks about potential legal issues from new technologies.

Digital signs are still signs, and placement of signs – especially billboards – has long been an issue receiving the attention of local governments.  If those signs are emitting light and displaying motion, there may be even greater concern about their placement and their potential nuisance value.  The Federal Highway Administration allowed digital billboards in 2007, concluding that they did not pose a danger to drivers.  However, the FHWA has been studying the research and working on a report, which is anticipated this year, focusing on whether or not electronic billboards can be a dangerous distraction for drivers because they are so much more dramatic than conventional billboards.  Furthermore, as digital signs proliferate, they will likely be scrutinized more closely under federal, state and local historic preservation and environmental impact laws. Continue Reading