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Perception & The Power of Feedback

Barbara Stewart of Accelus Partners LLC is a member of XPX Houston
Barbara Stewart
Accelus Partners LLC
1 year ago

The first bit of concrete feedback I recall receiving in the workplace was from a fellow colleague, a much more experienced person than I. The feedback was not part of a review, he was not my supervisor, but someone I worked with daily. I don’t know what prompted him to share the feedback.  I am so grateful that he did. His exact words escape me, but the sum of the feedback focused on my lack of warmth and the perception of being an “ice maiden”. I was shocked.

Managing Stressful Situations

Barbara Stewart of Accelus Partners LLC is a member of XPX Houston
Barbara Stewart
Accelus Partners LLC
1 year ago

Stress. You know the feeling, the drop or churning in your stomach, the sweaty palms, the flushing of the face. Full-on signs that something or someone has just sent you on a path of worry, frustration, fear, or panic. While not always appreciated, our bodies send us instantaneous signals of our state of being. The trouble with these reactions is that they served us well when we needed to outrun the saber tooth tiger. Most of us are not living in that environment today, yet our brains have not evolved with our change in circumstances. The outsized reaction is referred to as an Amygdala highjack. This is where Adam Smith’s wisdom can help us evolve beyond our caveman days. But we have to get to that place to step outside ourselves. How do we do that?

Top B2B Marketing Myths

Yvonne Levine of YGL Enterprises, Inc is a member of XPX Charlotte
Yvonne G Levine
YGL Enterprises, Inc
1 year ago

B2B businesses, particularly professional services, are some of the most skeptical and risk-averse companies when it comes to embracing marketing. I should know because I service this client base. However, once I explain how marketing can elevate awareness and increase ROI, most B2B companies will adopt today’s proven digital marketing tactics. In today’s blog, we explore some common myths and provide insights into the power of B2B marketing. Common Marketing Myths Debunked Myth #1: My website is the only marketing initiative my business needs. First, having a website is a critical piece of any marketing plan, but it’s not enough. Many business owners believe having a website is enough to generate leads and grow their business. Unfortunately, this is a myth. While a website is important, it’s far from the only marketing investment you need. In today’s digital landscape, there are numerous marketing tactics that you can use to grow your business. From email marketing and content creation to social media marketing and search engine optimization, there are many approaches that you can use to increase your visibility and reach potential customers. Additionally, it’s important to remember that having a website is not a one-time investment. You must constantly update and optimize your site for the best results and develop a comprehensive marketing strategy incorporating multiple tactics. This will ensure you can reach your target audience and build a strong brand presence. Myth #2: B2Bs don’t need a marketing strategy. When it comes to marketing, B2B companies need to take a strategic approach to ensure their efforts are successful. Without a plan in place, there is a risk of wasting time and money on tactics that are not effective. On the other hand, a well-crafted

Does Your Communication Get Lost In Translation?

Dianne Chase of Chase Media & Communication is a member of XPX Charlotte
Dianne Chase
Chase Media & Communication
1 year ago

I have a highly intelligent and successful ‘left brained’ colleague and friend who ‘gets it’ when it comes to understanding that data and fact sheets do not communicate meaning. This software developer, entrepreneur, certified project management professional, author, award-winning speaker and CIO of a medical practice knows that all the data in the world will not convey key messages, prompt engagement, nor influence behavior. I’m sharing his words and hope you find them of value, as do I. I’d love to hear your thoughts! “What is the value of collecting and analyzing data if it doesn’t change thinking or behavior? Too often we settle for data dumps that give the “illusion of understanding.” Why? Because that is how we were taught. And the results can be very costly, and in the case of the Challenger Disaster, even deadly. For the first time in human history we can lift the veil of illusion and see into a working brain. Leverage new insights offered by neuroscience and cognitive psychology to make your presentations more effective, efficient and reliable. It’s not the data that convinces us, it’s how we feel about the data that convinces us.”

3 Ways to Manage Your Personal Brand

Yvonne Levine of YGL Enterprises, Inc is a member of XPX Charlotte
Yvonne G Levine
YGL Enterprises, Inc
2 years ago

Effective branding includes everything that influences the opinions of consumers about you, your product, or your service. The ability to be authentic and humanize your brand provides a critical connection to your customers—one that engenders loyalty and increases sales. Your brand is your most important asset. Fact: Everyone has an existing brand, whether intentional or not. The key is to be proactive about your personal brand. Whether you are a budding entrepreneur, a mid-level executive looking to move up in your organization, a business owner, or a professional services specialist, paying careful attention to your personal brand is essential for long-term success. This article explores the importance of managing your personal brand. YOU HAVE A BRAND, WHETHER YOU LIKE IT OR NOT One word: Google If you don’t take ownership of your brand, the Internet will do it for you. Have you ever Googled yourself? Go ahead. What are the results? Are you surprised? Is it the lack of information or some surprising uncomfortable results? It’s time to embrace your personal brand. If you have neglected your brand presence, it’s not too late. As with any endeavor, focus and consistency will generate positive results. Add search engine optimization (SEO) to the mix, and you will find that your brand will advance and opportunities will increase.

What you say is what you get

Dan Kaplan of Confident Communicators, LLC is a member of XPX Maryland
Dan Kaplan
Confident Communicators, LLC
2 years ago

A traveler came upon an old woman selling vegetables by the roadside. “Grandmother, what sort of people live in the next town?” asked the stranger. The old woman looked at the traveler. “What were the people like in the town you just came from?” she asked him. “Oh, They were a bad lot. Troublemakers, and lazy too. The most selfish people in the world, not to be trusted. I was happy to have left.” “Well, I’m afraid that you’ll find the same sort in the next town,” said the old woman. Disappointed, the traveler continued on. Sometime later another traveler came from the same direction and stopped to talk to the old woman selling vegetables by the side of the road. “Grandmother, what sort of people live in the next town?” asked the stranger. “What were the people like in the town you just came from?” she asked. “Oh! They were the most wonderful people. Hardworking, honest, and friendly. I’m sorry to have left that town.” “Fear not,” said the wise old woman. “You’ll find the same sort in the next town.” — Dan Kaplan helps leaders overcome communications challenges  Subscribe to the Daily 2 Minute Communication Tip: Join our weekly Leadership Communications Program:    

“I’m Already Good at Conflict Resolution Damnit!!”

TERRY "Doc" DOCKERY of The Resolve Firm is a member of XPX Atlanta
TERRY "Doc" DOCKERY
The Resolve Firm
2 years ago

Join us on Wednesday, May 11 from 10-10:45am for the next edition of our virtual and free Scaling Skills Speaker Series, “I’m Already Good at Conflict Resolution Damnit!! Our presenter is Terry “Doc” Dockery, Ph.D., and his experience has been that: a) constructive conflict resolution is essential to business success, and b) most folks think they’re better at it than they really are. Feel free to invite others, and we look forward to seeing you soon! Zoom link:

Establish Conflict Norms

Dan Kaplan of Confident Communicators, LLC is a member of XPX Maryland
Dan Kaplan
Confident Communicators, LLC
2 years ago

Conflict avoidance and mitigation create artificial harmony, and by contrast, teams that are comfortable with “creative conflict” will find that the best ideas emerge from debate.  In ourThe 5 Dysfunctions of a Team, defines good conflict as “productive, ideological conflict: passionate, unfiltered debate around the issues of importance to the team.” Teams without trust certainly do have conflict, but the kind of conflict that’s laced with politics, pride, and competition, rather than the pursuit of the best decisions.  When people who don’t trust each other engage in passionate debate, they’re trying to win an argument. They’re not listening to each other’s ideas or reconsidering their own point of view. They’re figuring out how to manipulate the conversation to get what they want.  Nearly as destructive, some teams avoid conflict and never engage in tough conversations because they don’t want to get uncomfortable. They don’t want to offend, have others feel personal rejection, or feel it themselves. As a leader, you can’t expect to arrive at the best decisions without healthy, creative debate that sometimes gets heated or passionate.  According to Lencioni, “If team members are never pushing one another outside their emotional comfort zones during discussions, then it is extremely likely that they’re not making the best decisions for the organization.” Teams that communicate well are capable of engaging in healthy disagreement and constructive conflict. So what can you as a leader do to minimize unhealthy conflict and foster healthy, productive conflict on your team? Establish conflict norms You’re the leader. You drive the culture.  Conflict norms are essentially rules of engagement, and they can vary drastically from group to group.  When teammates know the rules of engagement, they are more likely to be comfortable speaking their minds and disagreeing about what matters. Some teams don’t have a problem with emotionally charged, loud debate, even if it’s laced with emotion, swearing, or interruption. Some teams prefer to keep things relatively emotion-free, logical, and objective. According to Lencioni, “One thing is certain: having clear norms gives teams a huge advantage when it comes to ensuring the exchange of good ideas.” A measure of judgment is required from you as the leader when setting the tone and ground rules for what healthy debate looks like on your team. Take into account the capabilities and attitudes of your teammates. If you’re unsure how to define these norms, here’s a 30-minute team exercise: Have all team members write down their preferences for acceptable and unacceptable debate, in terms of language, tone, volume, emotional content, expectations of involvement and participation, avoidance of distractions, and timeliness of responses. Have each team member review and explain their preferences with the rest of the team. Discuss collective preferences, paying attention to areas of difference and unacceptable behavior that everyone can commit to. Formally record and distribute your Conflict Norms.  This approach is effective because it gives everyone a chance to be heard. Once the team knows the norms, it makes

How To Respond With Confidence

Dan Kaplan of Confident Communicators, LLC is a member of XPX Maryland
Dan Kaplan
Confident Communicators, LLC
2 years ago

“So, tell me about yourself.” “What’s happening on the big project?” “How are our quarterly numbers?” If you want to sound confident, your response to any question should be clear and engaging. “Ummm, that’s a good question…” or “Well, that depends…” does not communicate confidence. At The Confident Communicator, we coach aspiring leaders to start an answer by showing they’ve heard the question and want to engage in a positive way. “Tell me about yourself.” “I’d be happy to….” Author Judith Humphrey calls this a “grabber.” It grabs the listener by the lapel and says: hey, come with me! “How is the project coming?” “It’s on track…” Grabbers respond to the question but do not provide a full answer. They provide a bridge from the question to the answer. The second component of a confident response is a succinct message. Your message should capture the main point you want to make in a phrase or single sentence. If the other person remembers nothing else from what you said, it’s this one thing. “Tell me about yourself” “I’d be happy to. I thrive on creative projects.” Boom! Grabber + Succinct Answer = Confident. “How are our quarterly numbers looking?” “Excellent. “We increased new applicants by 40%.” Even when answering a factual question, your message can transcend the facts. Pro Tip: in advance, think of a succinct answer to tough questions you may be asked. Be ready! Sign up for your daily leadership communications tip at

Can You Spot a Phishing Scam?

Lisa Mochel of Lone Star Capital Bank is a member of XPX San Antonio
Lisa Mochel
Lone Star Capital Bank
3 years ago

Submitted by Lone Star Capital Bank. Information provided by American Bankers Association. Every day, thousands of people fall victim to fraudulent emails, texts and calls from scammers pretending to be their bank. And in this time of expanded use of online banking, the problem is only growing worse. In fact, the Federal Trade Commission’s report on fraud estimates that American consumers lost a staggering $3.3 billion to these phishing schemes and other fraud in 2020—that’s nearly double what was lost in 2019. It’s time to put scammers in their place! Online scams aren’t so scary when you know what to look for. And at Lone Star Capital Bank, we’re committed to helping you spot them as an extra layer of protection for your account. We’ve joined with the American Bankers Association and banks across the country in a nationwide effort to fight phishing—one scam at a time. We want every bank customer to become a pro at spotting a phishing scam—and stop bank impostors in their tracks. It starts with these four words: Banks Never Ask That. Because when you know what sounds suspicious, you’ll be less likely to be fooled. These top 3 phishing scams are full of red flags: Text Message: If you receive a text message from someone claiming to be your bank asking you to sign in, or offer up your personal information, it’s a scam. Banks never ask that. Email: Watch out for emails that ask you to click a suspicious link or provide personal information. The sender may claim to be someone from your bank, but it’s a scam. Banks never ask that. Phone Call: Would your bank ever call you to verify your account number. No! Banks never ask that. If you’re ever in doubt that the caller is legitimate, just hang up and call the bank directly at a number you trust. You’ve probably seen some of these scams before. But that doesn’t stop a scammer from trying. For more tips on how to keep phishing criminals at bay, visit our website at

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How to Post a Photo and Company Logo to Your Member Profile: A Step-by-Step Guide

Cheryl Centeno of XPX Global is a member of XPX
Cheryl Centeno
XPX Global
1 day ago

Enhance your member profile by adding a photo and your company logo! It’s a great way to personalize your presence and showcase your organization. Follow these simple steps to update your profile: 1. Log In to Your Account First, make sure you’re logged in to your member account by going to www.exitplanningexchange.com and clicking on the Log In button on the top right-hand corner of the page. Remember to use the email address associated with your member profile as your username. 2. Go to Your Profile Once logged in, navigate to your member profile. You can usually find this by clicking on your profile picture or your name at the top of the page. 3. Select “Edit Photo” Look for the “Edit Photo” button—typically located near the top of your member profile’s dropdown menu (photo below). Click on it to upload or update your high-res photo.

New Years Resolutions: Why They Miss the Mark, and What to Do Instead

Maria Forbes of FIREPOWER Business Catalyst, LLC. is a member of XPX Atlanta
Maria C Forbes
FIREPOWER Business Catalyst, LLC.
5 days ago

Entrepreneurial business owners, is it time to consider a new approach to setting goals in the New Year? We’ve all been there. January 1 rolls around, and we set resolutions with the best intentions. “This will be the year I double my business,” we say. An article in Forbes 1 states by mid-February, 80% of people have made their resolutions a distant memory. Why? Because we have high ambitions hinging on mostly unrealistic and unsustainable methods, setting broad, lofty goals without a roadmap is like trying to sail a ship without a compass—directionless and daunting. There is a simple fix for this problem.  Start the road map with some pre-work. The root issue? New Year’s goals should always start with who you are, how you want to serve, and what you want to enjoy. If you start a New Year’s Resolution with what is trending in the world, in business, or in society, you will leave some or all your resolutions behind as you realize there is a misalignment between who you are and what is trending. It’s all one path! As business owners, we are bombarded with tasks that can be exhausting and lack enjoyment. Goals should be derived from envisioning a picture of your personal world: God, business, family, your unique personal desire to share creatively, and the core of who you are, so your business and your world are synced within a set of goals. What should your world look like in the New Year? Don’t compartmentalize! Your business cannot be separated from all the rest; successful business owners know who they are and how they intend to serve.  Get reacquainted with who you are, your personal talents to serve (clients, friends, family), and how you can get back to enjoying your life. Now we can talk about Business Resolutions You know what you want to achieve for your business. Now, make it a team effort. Go beyond your own efforts to engage your team in goals that are well aligned with their strengths and do it in a doable fashion that engages the spirit of growth together. The Problem with Most Resolutions Resolutions lack specificity, accountability, and, most importantly, our teams’ collective firepower. Transformative change doesn’t come from wishful thinking but from actionable, measurable steps involving everyone on deck. So, what’s the game plan? Shift from solo resolutions to team-powered actions. Set Specific Goals: Break down that big vision into smaller, achievable milestones. “Increase sales by 10% in Q1” beats “Double my business” for clear targets. Harness Team Strengths: Every member has unique skills. Use them to your advantage by assigning roles that match their strengths and watch motivation soar. Perform Regular Check-Ins: Make accountability a team effort. Frequent updates keep everyone on the same page and moving forward together. Celebrate Wins: Whether you hit a small target or make significant progress, celebrate as a team. This will help you feel more united and keep the momentum going. Making Sustainable Resolutions Remember, a sustainable resolution starts with the core of who you are as an owner, how you want to serve, and what is enjoyable to you.  Once you know what you want to achieve for your business your team can help you get there. With some pre-work, a New Year resolution might spark the fire, and then your team’s day-to-day actions will keep it blazing.

Quantum Computing Investments: Key Players, Risks, and Opportunities for 2025

Billy Amberg of Bloomwood is a member of XPX Atlanta
Billy Amberg
Bloomwood
6 days ago

Listen to this post as a podcast: www.adviserinfo.sec.gov). Please read the disclosure statement carefully before you engage our firm for advisory services. The information provided is for educational and informational purposes only and does not constitute investment advice and it should not be relied on as such. It should not be considered a solicitation to buy or an offer to sell a security. It does not take into account any investor’s particular investment objectives, strategies, tax status or investment horizon. You should consult your attorney or tax advisor.   The views expressed in this commentary are subject to change based on the market and other conditions. These documents may contain certain statements that may be deemed forward-looking statements. Please note that any such statements are not guarantees of any future performance and actual results or developments may differ materially from those projected. Any projections, market outlooks, or estimates are based upon certain assumptions and should not be construed as indicative of actual events that will occur.    All information has been obtained from sources believed to be reliable, but its accuracy is not guaranteed.  There is no representation or warranty as to the current accuracy, reliability, or completeness of, nor liability for, decisions based on such information and it should not be relied on as such. Bloomwood is a registered investment advisor. Advisory services are only offered to clients or prospective clients where Bloomwood and its representatives are properly licensed or exempt from licensure. 730 Starlight Lane, Atlanta, GA 30342.

What to Expect in 2025: Changes to the Three Branches of Government

Robert Brody of Brody and Associates, LLC is a member of XPX Tri-State
Robert G. Brody
Brody and Associates, LLC
2 weeks ago

As we enter 2025, businesses face a rapidly evolving employment law landscape shaped by dynamic shifts across all three branches of government. With a new president set to take office, significant developments at the Supreme Court, and the Republicans securing control of Congress, 2025 is shaping up to be a year defined by upheaval. Each branch of government will be different than any of us have seen in decades. The Executive Branch First and foremost, Donald Trump’s second presidential term is set to begin on January 20. Over the last four years, the Biden administration, known for their pro-employee policies, ushered in a wave of regulations aimed at expanding worker protections. Conversely, the Trump administration is expected to continue their pro-employer, laissez-faire approach that prioritized deregulation and employer flexibility during his first term. (Interestingly, the Trump Administration has started supporting more union issues and no one knows how that will impact his second term.) Significantly, labor and employment law developments often arise from action on behalf of various agencies such as the National Labor Relations Board (“NLRB”) and the Department of Labor (“DOL”). Because these agencies are part of the Executive branch, the president is effectively charged with overseeing them, and therefore plays a significant role in the implementation of their policies. Employers should expect Trump to utilize these agencies to implement his pro-business agenda. It is worth noting, however, that a 2024 Supreme Court decision (Loper Bright Enterprises v. Raimondo) overturned the long-standing Chevron doctrine, a legal principle that directed courts to defer to federal agency’s interpretations of law that agency is empowered to enforce. As a result of this decision, the Executive branch was effectively weakened, shifting greater interpretative authority to the Judicial branch. It will be interesting to see how much impact this change will have on the balance of power among our branches of government. The Judicial Branch Loper was not the only Supreme Court decision in 2024 that contributed to the shift in power in favor of the Judicial branch. The Supreme Court’s decision in Dobbs v. Jackson Women’s Health Organization, overturned the landmark abortion decision Roe v. Wade. Historically, courts, including the Supreme Court, follow precedent created by earlier decisions. But now the Supreme Court showed its willingness to overturn longstanding precedent based on a difference in their opinion of what is right or wrong. This shift away from strict adherence to precedent allows the Supreme Court greater latitude to reinterpret past decisions. With more flexibility to pursue a wider range of cases, as well as greater interpretive authority, the Judicial branch is shaping up to be much more powerful than it has been in the past. The Legislative Branch Lastly, in the 2024 election, the Republicans secured a majority in both the House of Representatives and the Senate. This means that the Legislative branch will have broad authority to enact their agenda over the next two years. Additionally, with Donald Trump in the White House, the likelihood of presidential vetoes decreases significantly.  This alignment will increase the likelihood that Congress will pass more new laws than is typically seen under a divided legislature. As a result, employers should closely monitor what new laws Congress enacts. Employer Takeaways Overall, the three branches of government are all undergoing significant changes. Donald Trump is likely to resume his pro-employer agenda, albeit with a slightly weakened Executive branch in the wake of the Loper decision. The Judicial branch is as powerful as ever, exemplified by the Supreme Court’s willingness to overturn longstanding precedent. Lastly, with Republicans in control of both the Senate and the House, the Legislative branch is primed for significant activity through 2026. With all these changes taking place, it is crucial for businesses to keep abreast of developments in labor and employment laws to ensure compliance and minimize legal risk in the new year. Brody and Associates regularly advises management on complying with the latest local, state, and federal employment laws. If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.454.0560.

Developing Leadership Depth for Business Exit Readiness

Marci Caudle of Tagro Solutions is a member of XPX Philadelphia
Marci Caudle
Tagro Solutions
2 weeks ago

A robust leadership pipeline is crucial for any business, but it becomes particularly vital when preparing for a business exit. Whether you’re planning a sale, merger, or leadership transition, ensuring that your leadership depth is strong can significantly enhance the attractiveness and value of your business. This HR Insight explores how strategic human resources management can cultivate leadership depth to support a smooth business transition. The Importance of Leadership Depth in Exit Planning Leadership depth refers to a company’s ability to fill key leadership roles from within, ensuring business continuity and operational stability. For businesses considering an exit, strong leadership depth reassures potential buyers and investors of the company’s resilience and future performance potential. A well-prepared leadership team can effectively manage transitions, uphold company values, and drive growth, even during periods of change. Strategies for Developing Leadership Depth Leadership Development Programs: Implement comprehensive leadership development programs tailored to your company’s needs. These programs should focus on nurturing high-potential employees with critical skills such as strategic thinking, decision-making, and change management. Methods might include formal training sessions, mentorship programs, and leadership retreats that emphasize real-world business challenges and leadership responsibilities. Succession Planning: Effective succession planning is essential for ensuring that key positions can be filled quickly and competently. HR should work with current leaders to identify potential successors for each critical role. This process includes assessing the skills and readiness of potential leaders and providing targeted development opportunities to prepare them for future roles. Talent Identification and Management: Use talent management tools and assessments to identify employees who have the potential to become future leaders. Once identified, provide these individuals with customized development plans that align with their career aspirations and the company’s strategic goals. This approach not only prepares them for leadership roles but also helps retain top talent by actively investing in their career growth. Performance Management: Align performance management systems to leadership development goals. Regular performance reviews and feedback sessions help potential leaders understand their strengths and areas for improvement, ensuring they are on the right track to taking on more significant roles within the company. Cultivating a Leadership Culture: Foster a culture that promotes leadership from every level of the organization. Encourage employees to take initiative, lead projects, or mentor others. This environment supports leadership development organically and can identify and elevate hidden talents within the organization. The Impact of Leadership Depth on Business Valuation A strong leadership team can significantly enhance a company’s valuation during an exit. It demonstrates to potential buyers and investors that the company is well-managed, has a clear direction, and is capable of sustaining growth without the original owner or current leadership team. Additionally, companies with effective leadership transitions are more likely to maintain performance levels during and after the exit process, reducing risks associated with the transition. Developing leadership depth is not just about filling positions but about creating a sustainable framework that supports the company’s long-term goals and ensures a legacy of success. As businesses prepare for exit, the role of HR in cultivating this environment becomes a cornerstone of strategic exit planning. By investing in leadership development, companies not only enhance their marketability and potential sale value but also secure a stable and prosperous future for all stakeholders. At Tagro Solutions, we bring our deep expertise in Human Resources consulting to the table, aligning HR strategies with business objectives to enhance company performance and prepare for successful transitions. Our approach integrates seamlessly with the philosophy of the Exit Planning Exchange, which fosters collaborative exchanges of information and experiences among its members. Together, we aim to empower business owners through strategic insights and actionable solutions, making the journey from business operation to exit as profitable and smooth as possible.

New York City Mayor Signs Legislation Regulating Hotel Safety: What Employers Need to Know

Robert Brody of Brody and Associates, LLC is a member of XPX Tri-State
Robert G. Brody
Brody and Associates, LLC
1 month ago

On November 4, 2024, NYC Mayor Eric Adams signed into law the Safe Hotels Act (Int. No. 991-C) aiming to promote hotel safety and boost tourism. The Act, taking effect May 3, 2025, requires hotel licenses, restructuring of employment agreements, and a number of new staffing requirements. Hotel License Requirements Hotel operators defined as persons who own, lease, or manage a hotel, and control day-to-day operations, must obtain a hotel license from the Department of Consumer and Worker Protection (DWCP) to legally operate a hotel. Hotel operators must file an application with the Commissioner of the DWCP to obtain a license. The application must contain contact information as well as details of safeguards and procedures which show the hotel is in compliance with the Act’s staffing, safety, employment, and cleanliness requirements. The application will differ if the operator has a collective bargaining agreement (CBA) with a union. If the operator has a CBA which contains the required information and references the CBA in their application this may satisfy the Acts notification rules. The notification requirement will be satisfied for the term of the CBA or 10 years from the date of the application (whichever is longer). The commissioner must be notified if there are changes to the CBA which remove references to the Act’s requirements. The hotel license may be denied or revoked if operators fail to comply with the Act, however there are a number of notice requirements for the Commissioner prior to revoking a license. The Commissioner must notify the licensee of a potential revocation in writing. The licensee must be given 30 days from the notification to remedy the violation and this notice must be in writing. A license will not be revoked if it can be demonstrated that the condition has been resolved in the 30-day period. Evidence of this correction can be delivered electronically or in person. Upon the Commissioner’s decision, the licensee has 15 days to request a review of the decision. A license will not be revoked in the following situations: service disruptions such as construction work noise; conditions that the hotel is aware of and treats within 24 hours such as bed bugs, rodents, etc.; unavailability of hotel amenities for a period of 48 hours; unavailability of utilities for a period of 24 hours; and importantly any strike, picketing, lockout, or demonstration at or by the hotel. Hotel operators must display their license in a public area.   Employment Agreement Requirements The Act requires hotel owners, with 100 or more guest rooms, “directly employ” all “core employees”, except a single hotel operator to manage operations on the owner’s behalf. This rule effectively eliminates intermediaries such as staffing agencies or management companies. Core employees include those whose work relates to housekeeping, front desk, or front service. Valets, maintenance workers, parking security, and employees mostly working with food and beverages are not considered core employees. This provision greatly impacts employers who utilize subcontractors; however some contracting agreements may be grandfathered in if they are entered into prior to the effective date and have a specific termination date. Violating this provision may serve as the basis of license revocation. Staffing Requirements In order to maintain safe conditions for guests and hotel workers, the Act implements a number of new staffing requirements. One employee must provide front desk coverage at all times (during night shifts a security guard who has received human trafficking training may take this employee’s place). Hotels with more than 400 guest rooms must have a minimum of one security guard providing continuous coverage while any room is occupied. Hotels must maintain cleanliness and not impose fees for daily room cleaning. Core employes must receive training on how to identify human trafficking within 60 days of employment. Hotels must not accept reservations for less than 4 hours. Penalties and What Else Employers Need to Know Hotel operators are strictly prohibited from retaliating against any employee who discloses a potential violation or assists in an investigation. Hotel operators are also prohibited from retaliating against employees who refuse to partake in a dangerous activity that is not part of their job. As previously discussed, noncompliance can result in a hotel operator’s license being revoked, but that is not all. Anyone alleging a violation can seek a civil action within 6 months of the alleged violation. Furthermore, the Act provides for civil penalties which vary based on the number of violations: $500 for a first violation, $1,000 for a second, $2,500 for a third, and $5,000 for subsequent violations. The Commissioner is expected to issue rules by which this law will be enforced. A timetable for their issuance has yet to be set. Brody and Associates regularly advises management on complying with the latest local, state and federal employment laws.  If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.454.0560  

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