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Hotels generally have a large number of employees in a vast range of service areas; from food service and housekeeping staff to customer service, sales and marketing, and executive level employees. Unsurprisingly, this comes with a diverse range of employment law and related issues, including numerous obligations on the part of the hotel owner and a substantial amount of risk and liability.
At Rose Law firm, our Toronto hotel lawyers have been advising hotel owners on employment law, labour law, human rights law, and occupational health and safety matters for over 30 years. We represent owners and franchisees across a wide range of hotels, both small and large and franchised and non-franchised, across the province.
Why Rose Law Firm?
At Rose Law Firm, we are both everyday trusted advisors and problem solvers. As advisors, we steer our clients through issues and questions that may arise on a day-to-day basis. We provide proactive guidance and advice intended to address matters before they escalate into major issues. As problem solvers, we respond quickly and efficiently where a serious concern presents itself and where litigation or other legal intervention is required.
For management level staff and for non-unionized hotels, the importance of employment agreements cannot be overstated. These contracts are fundamentally important elements of every employment relationship, providing the terms and conditions that govern that arrangement.
Canada has employee-centric employment laws which require employers to provide long notice periods to employees who are to be terminated. It is critically important that employment agreements are carefully drafted to both reflect employer obligations, and limit liability through strategic termination clauses.
At Rose Lawfirm, our Toronto employment lawyers have been reviewing, drafting, and negotiating employment contracts for hotel owners and franchisors for more than 30 years. We advise on the language and terms included, make changes where required, and negotiate with the other party to ensure that our client is always in the best position possible.
In addition to termination clauses, we also provide guidance to hotel owners and franchisees on all aspects of employment contracts, including:
Compliance with the Employment Standards Act, Human Rights Code and other relevant statutes;
Non-competes, non-solicitation agreements and other restrictive covenants; and
Buying and Selling a Hotel
Special care must be taken to manage the transition of the hotel employees to the new owner-employer. The costs associated with that transition can fall on the buyer or the seller, depending on how the purchase agreement is negotiated.
Notice periods become especially relevant when buying or selling a hotel.
Special attention must be given to senior management employees during an ownership transition. Often as not, senior managers are not required by the purchasing party and a sale represents the end of the road for the managers of the sold property.
Having said that, senior managers are key members of the transition team and steps must be taken early in the sales process to incentivize senior managers to stay on board during the sales process.
A significant number of hotels have been unionized and are subject to collective agreements. Our employment lawyers can advise employers on issues including collective bargaining, agreements, disciplinary proceedings, and more.