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  • Spas, Health & Wellness
  • Five Crucial Hotel Fitness Center Liability Issues

  • Hotel fitness centers, regardless of their location, have a universal obligation to provide guests with a safe, healthy workout environment. Whether the hotel invests in the gym as a guest perk or a profit center is of little concern - the facility operations should focus around the concept of risk management.

    Hotels are no strangers when it comes to liability risks. Guests are met with rules and regulations, waivers and releases to sign upon check-in all put in place to protect the hotel from risk of a potential lawsuit. Staff members are trained to constantly be on the lookout for risks throughout the facility and either take steps to eliminate the risk or inform management.

    The typical health club hosts a litany of liability risks. Whether through user error or negligence on the part of the facility there are inherent risks associated with the activity of exercising. Contraindications associated with members pre-existing health conditions, often left undiagnosed, can lead to life-threatening emergencies. The act of exercising in itself places the body under extreme loads and compromising positions that can result in injury from improper instruction or equipment failure.

    Although hotel gyms do not produce nearly the same amount of foot traffic as a ...

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Hotel Business Review Spas, Health & Wellness

Nina Curtis
Casey Olsen
Mia A. Mackman
Elaine Fenard
Gary Henkin
Michael Koethner
Judy Singer
Gary Henkin
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.