Ah, the sounds of summer:  tourists dropping change into the baskets at the Hampton tolls; hordes of hungry outdoor enthusiasts enjoying your restaurant’s menu; the Department of Labor knocking on your door demanding youth employment certificates.  Wait – no – that’s not a sound of summer you want to hear!! 

Few things raise the ire of the Department of Labor more than a violation of the Youth Employment laws.  Rest assured, any violation of the youth employment laws, regardless of how small, will surely result in substantial fines to your business.  The best advice:  know which youth employment laws apply to your business and be meticulous about following all of them.  

        I.  WHICH LAWS APPLY?

The Federal Fair Labor Standards Act applies to nearly every member of the New Hampshire Travel Council.  The youth employment provisions can be found at 29 U.S.C. § 212 and the regulations at 29 CFR Part 570.  The New Hampshire Youth Employment Law covers all employers in New Hampshire.  The law can be found at RSA 276-A and the regulations at LAB 1000. 

Both laws (a) restrict the number of hours youth may work; (b) set limitations on which hours youth may work; (c) restrict the types of jobs youth may perform; and (d) require employers to obtain and keep certain documentation on file concerning their youth employees.  However, the laws differ in many respects.  Employers covered by both the FLSA and NH youth employment laws must analyze both laws and, where any part of the laws differ, apply the law that provides the greatest protection to the employee. 

      II.  RESTRICTIONS ON HOURS

Employers covered by both the FLSA and the NH Youth Employment Law must carefully restrict the hours their young employees work.  Employers must be watchful of employees who switch shifts or who stay longer than their scheduled shifts – the burden is on the employer to ensure the actual hours worked are in compliance with these laws.

Employees who are 14 & 15 cannot work:

(To read the complete article, click here.) 

Every property has slower times during the week. Urban hotels that are geared toward business travelers must work harder to fill their rooms during the weekends, while resort properties and those near major attractions have a decline in business on the weekdays. Our gut reaction in this industry has always been to offer deep discounts during these down times.  But, perhaps there is a better, more effective way to bring in incremental business.

Many small business owners are finding themselves in painful conversations with employees these days, chats that start with "Boss, I'm really strapped for cash — I need a raise." But many companies are also hurting and an owner may need find a way to help a staffer without involving money.

A recent survey by Orbitz and Business Traveler Magazine concludes business travelers are changing behaviors in the current economy: 68% are now staying at less expensive hotels, 79% are feeling pressure to cut travel expenditures.  Read on >

We welcome submissions that would be of statewide interest, or articles that you would like to share that address trends, forecasts, marketing tips, etc. that pertain to the various segments of our industry. Please send information for consideration to Susan Logan, Editor of this newsletter: susan@nhtourismnetwork.com

We are pleased to welcome Jennifer Norvell as a regular contributor to News You Can Use! Jennifer is an employment attorney who takes great pleasure in helping hotels, restaurants, amusement parks, and ski areas avoid the wrath of the Department of Labor. She practices at Moss Shapiro in Portland, ME, and represents management in labor & employment matters throughout New England and New York. You can read her blog at http://www.moss-shapiro.blogspot.com/

Have a great summer!

Susan Logan, Editor
News You Can Use!