Editorial Board   Guest Author

Mr. Hearing

Gregory A. Hearing

Shareholder, GrayRobinson

Gregory Hearing has focused his law practice on management labor and employment for his entire career. He represents local and national management clients in a variety of matters before courts, arbitrators, and state and federal administrative agencies.

Mr. Hearing became Board Certified in Labor and Employment Law by The Florida Bar the year the board certification became available. He is also Board Certified in Civil Trial and Education Law by The Florida Bar. He has earned an AV rating by Martindale-Hubbell, is recognized as a member of the Hall of Fame in Florida's "Legal Elite" by Florida Trend magazine and has been named one of the Top 100 Attorneys in Florida by Super Lawyers several times. He has been listed in The Best Lawyers in America publication since 2006 and was named their Lawyer of the Year for Management Labor and Employment Law in Tampa in 2012, 2013, 2016 and 2017.

In November 2011, Mr. Hearing was appointed by the Florida Supreme Court to a 5-year term as a member of the Florida Board of Bar Examiners and served as its Vice-Chair and Chair in 2014, 2015 and 2016. Mr. Hearing serves on the Executive Council of the Labor and Employment Law Section of The Florida Bar and served as its Chair in 2011-2012.Mr. Hearing was inducted into the College of Labor and Employment Lawyers as a Fellow in 2011 and serves as Chair of its Eleventh Circuit Credentials Committee. Mr. Hearing is a frequent lecturer and has authored many papers on labor and employment related topics.

As an active member of the community, Mr. Hearing is involved in many civic endeavors. He serves as a Trustee of The University of the South, where he attended undergraduate school. He is also a current member of the St. John's Episcopal Day School Board of Trustees and has been Vice Chancellor of the Episcopal Diocese of Southwest Florida (Labor & Employment) since 1991.  

Please visit http://www.gray-robinson.com for more information.

Mr. Hearing can be contacted at +1 813-273-5082 or gregory.hearing@gray-robinson.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.