Editorial Board   

Ms. Pate Marlin

Lesley Pate Marlin

Attorney, Venable LLP

Lesley Pate Marlin concentrates her practice at Venable LLP on labor and employment counseling and litigation where she represents employers in a variety of industries, including hospitality, hotels, restaurants, and entertainment. Ms. Marlin counsels her clients on employment practices, policies, and decisions and assists them in developing strategies to achieve their business objectives while minimizing the risk of litigation and complying with the various employment laws, including Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA) (Title I and Title III), the Family and Medical Leave Act (FMLA), the Genetic Information Nondiscrimination Act (GINA), the Fair Labor Standards Act (FLSA), the Worker Adjustment and Retraining Notification Act (WARN), the Uniformed Services Employment and Reemployment Rights Act (USERRA), state leave laws and state wage and hour laws. She conducts training for employers on equal employment opportunity compliance, sexual harassment, disability or religious accommodation, FMLA, performance reviews, and employment law developments. Ms. Marlin defends employers in federal and state courts, as well as in arbitration and before administrative agencies. Ms. Marlin is actively involved in the legal profession and the community. For more information, please visit http://www.venable.com/lesley-pate-marlin

Ms. Pate Marlin can be contacted at 202-344-8033 or lpmarlin@venable.com

Coming up in March 2021...

Hotel Human Resources: Pending Labor Shortage

The immense devastation suffered in the hotel industry last year has compounded a problem that human resource professionals will face once the market starts to recover in 2021 - a pending labor shortage. Though some hotels have done their best to retain employees or to ease the suffering caused by mass furloughs, staff reduction was inevitable and many of those employees may not be available to return when guest traffic picks up. Consequently, hotels will once again be competing to find and retain qualified talent to staff their operations. Naturally, companies will have to review their wage and benefits packages in order to remain competitive. They might also wholeheartedly embrace the work-from-home trend for some corporate positions. In addition, human resource professionals will also have to definitively convince frontline employees that their  hotels are safe to work in. The March Hotel Business Review will explore what some HR professionals are doing to address these and other employment issues in their respective departments.