Editorial Board   

Mr. DeNapoli

Al DeNapoli

Partner, Tarlow Breed Hart & Rodgers, P.C.

Al DeNapoli is a partner of the Boston-based law firm, Tarlow Breed Hart & Rodgers, P.C. Mr. DeNapoli is chairman of the firm's hospitality practice group and provides legal expertise on issues such as franchising, leasing and licensing to clients that range from nationally known chains to local restaurants and lodging businesses. Additionally, he concentrates a portion of his practice in the areas of civil litigation, including complex business issues that relate to contract and shareholder disputes, and employment problems. Realizing the importance of community and industry involvement, Mr. DeNapoli is affiliated with numerous boards and associations. In 2006, Mr. DeNapoli was elected as an editorial board member for the national publication, Hotel Business Review. He is a member of the Massachusetts Lodging Association and was recently named to the Massachusetts Restaurant Association board of directors. For four years he had served as finance committee chairman for the Town of Walpole, Mass., and is presently on the town's board of selectmen. In the Neponset Valley Chamber of Commerce, he sits on the executive committee of its board of directors. He is also the current national president of the Commission for Social Justice for the Order Sons of Italy in America. Mr. DeNapoli is a member of both the Massachusetts and Boston bar associations; serves on the board of directors for the Massachusetts Restaurant Association; and has earned numerous awards for his legal expertise. He has twice been selected as a "Super Lawyer" in a survey of his peers across Massachusetts. The honor is awarded annually to the top five percent of lawyers practicing throughout the state. Mr. DeNapoli was also recently appointed a Master by the Massachusetts Superior Court. Mr. DeNapoli graduated cum laude from Boston College and earned an MA from the University of Maryland. He graduated magna cum laude from the New England School of Law.

Mr. DeNapoli can be contacted at 617-218-2024 or adenapoli@tbhr-law.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.