Editorial Board   Guest Author

Ms. Walker

Megan Walker

Associate, Fisher Phillips

Megan E. Walker is an associate attorney with labor and employment law firm Fisher Phillips in San Diego, California. Ms. Walker represents a variety of employers in litigation matters, including wage and hour litigation, harassment and discrimination and regulatory compliance.

Before her legal career, Ms. Walker produced the world premiere of an off-Broadway play, provided research support to financial and legal professionals in global mergers & acquisitions, and worked as an analyst in merchandise planning and allocation at a Fortune 500 fashion retail conglomerate.

While in law school, Ms. Walker was an Articles Editor for the Ohio State Law Journal and served as President of the Business Law Society. She also served as an extern for the Honorable Judge Michael H. Watson in the Southern District of Ohio, where she not only assisted on projects at the district court level but also for the 6th Circuit when Judge Watson sat on an appellate panel by designation.

Ms. Walker earned CALI awards for excellence in multiple courses, including Legal Analysis & Writing II at Ohio State and Employment Law as a visiting student at the University of San Diego School of Law.

Ms. Walker serves on the Board of Directors for the Lawyers Club of San Diego, and she currently co-chairs the club's Human Trafficking Collaborative. Additionally, she volunteers as a pro-bono attorney through Casa Cornelia Law Center, where she assists victims of violent crimes and human trafficking who have provided assistance to law enforcement apply for U and T Visas.

Ms. Walker earned her J.D. from the Ohio State University, Moritz College of Law in 2014 and her B.A., magna cum laude, from New York University in 2006.

Please visit http://www.fisherphillips.com/attorneys-mwalker-1 for more information.

Ms. Walker can be contacted at +1 858-597-9611 or mewalker@fisherphillips.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.