RRI West Management Covid-19 Updates

As you may or may not be aware, President Biden announced earlier this month, a potential vaccine mandate for all employers with more than 100 employees. While there are still many logistics to be worked out, and no final guidance has been issued, we wanted to make sure we were communicating as much information as we know at this time.

Here is what we know today:

• There is no vaccine mandate in place at this time.

• If the vaccine mandate is passed and enforced, RRI West Management will be included in this mandate.

• The vaccine mandate proposal includes allowing employees time off to be vaccinated.

• The vaccine mandate proposal includes allowing employees to show a weekly negative test rather than being vaccinated.

• All final guidance with regards to this mandate will be directed to us by OSHA (Occupational Safety and Health Administration).

• RRI West Management is committed to your overall safety and will continue to monitor the situation for updates and communicate with you as information becomes available.

• Those that are vaccinated do not need to quarantine (and miss work) if they are exposed to the covid-19 virus and are not showing symptoms.

Here are some things we don’t know today:

• If payment is required for a weekly test, who pays for this?

• When will I have to show my negative test result and to whom?

• How will weekly testing be enforced?

• If there is a mandate for being vaccinated, will there also be a mandate for the upcoming booster vaccines?

• What happens if an employee doesn’t want to be vaccinated nor be tested weekly?

What steps can you take today?

• Continue to follow all safety guidelines that RRI West Management has in place at your hotel location. This includes wearing gloves, washing hands, and following all cleaning protocols in the guest rooms and front lobby.

• Experiencing symptoms of COVID-19? Stay home. Info on symptoms here.

• Consider getting vaccinated if you are not. Need to know the facts? Check out the CDC’s website: Vaccine Info Here.

The covid-19 vaccine continues to not only affect our world, but more locally, the hospitality industry. Please read the following message from AHLA’s CEO, Chip Rogers:

“With the approval of the first COVID-19 vaccine by the U.S. Food and Drug Administration, along with the rapid emergence and spread of the Delta variant, AHLA urges everyone who is eligible to be vaccinated as soon as possible, including industry employees supported by our member companies’ ongoing efforts. Our industry is committed to finding a pathway to full vaccination of eligible employees. Recognizing the wide variety of properties, employees, and companies which make up the lodging industry, we encourage each of our members to determine which incentives and policies to implement to advance the collective goal of full vaccination of eligible employees. The safety of our guests and employees is our top priority, and united as an industry, we are focused on ensuring travel continues to resume safely. Since the onset of the COVID-19 pandemic, the hotel industry has led on vaccination distribution support, employee vaccine education efforts and awareness programs, face coverings and other safety and cleaning protocols. Now, at this critical juncture in the pandemic, the hotel industry strongly urges every eligible individual to get vaccinated as quickly as possible as we work together to end the pandemic, fully recover and return to a sense of normalcy.”

Please be assured, RRI West Management will keep all medical information confidential and will only disclose it on a need-to-know basis. RRI West Management is taking measures as described in prior communications regarding the Coronavirus and other communicable diseases to ensure the safety of our employees during this time and we will keep you informed as the need arises.

For more information on COVID-19, including symptoms and treatment, visit the CDC website at www.cdc.gov. Feel free to contact your manager or Human Resources with any additional questions.

Anniversaries & Birthdays

October Birthdays

Elizabeth Wycoff: October 2

Joe Maddux: October 3

Maurice Herald: October 4

Carlos Ortiz: October 22

Mery Lugo: October 23

Angel Porter: October 27

Brittany Burch: October 29

Juan Marroquin: October 30

Shawn Smith: October 31

October Anniversaries

Jon Baaske: October 10 - 38 Years

Elizabeth Wycoff: October 12 - 1 Year

Carlos Ortiz: October 12 - 1 Year

John Ramirez: October 13 - 1 Year

Michelle Jefferson: October 14 - 8 Years

Keith Kerner: October 20 - 18 Years

Edgar Belmonte: October 21 - 13 Years

Jeffrey Petterson: October 28 - 36 Years

Kenneth Vincent: October 28 - 31 Years

Victor Lopez: October 30 - 1 Year

Recruiting Best Practices: Lessons Learned this Summer

As we head out of summer into fall months, your HR team recognizes what a challenging summer it has been from a recruiting and retention perspective. We have some real superheroes among us who have taken the hiring challenge to heart and done whatever it takes to keep their positions filled and their teams happy! For those who continue the upward climb to find a steady staff… here are some best practices for you. These are all firsthand lessons we’ve learned from this summer’s challenging recruiting market.

TIP #1: Recruiting, Hiring, Onboarding and Retention takes TIME

While we know time is exactly what you don’t have… those GMs that have truly dedicated time each week to searching resumes, calling candidates, talking with them and getting them onboard. When they start, they are not quick to put them out on their own, but carefully plan and execute their onboarding and training process. Taking the time now will save you time in the long run. The more people you contact… the better chance you have to fill those open positions. Oh – one last tip. If they apply and you see their resume within 24 hours, contact them now! If you wait – someone else will get to them first.

TIP #2: Your PHONE holds the power!

We tend to assume that with the recruiting technology we have today… that contacting a candidate through the system is the best way to communicate with potential candidates. However, what we have learned this summer is that a good old-fashioned voice to voice phone calls tend to work best! When you can actually spend a few moments talking with a candidate on the phone – you need to take that opportunity to SELL your business to that candidate. THINK SALES STRATEGY! You need to have your “30-minute elevator speech” ready to go. What’s in it for them? What are some advantages to working for you? Be positive, even though you are dead tired from cleaning rooms. Dig deep to make the best impression to the candidate!

If they don’t answer – send a text – but make sure it’s friendly, upbeat and gives the candidate a reason to call you back! (tip: Save the text to your notes in your phone – so that you can cut and paste each time.)

And finally, when you do speak with them – do they sound like an initial fit over the phone? Tell them to bring their I-9 documentation with them… it will not only make them think “ooooo… I already have the job” and might help get them to actually come in – but it will also help “weed out” those candidates that do not have the proper authorization to work.

TIP #3: When they actually show up to meet you… No One Walks! (where have we heard that phrase before?)

Take the opportunity to make them feel welcome! Make sure your staff knows a candidate is coming today and let them be a part of the “property presentation”. How great is it if a candidate arrives and the front desk GSR knows their name? If you have a strong employee working that day, don’t forget the “Day in the Life” interview step that we allow. This is a 10–15-minute shadowing of the job. (no actual work can be completed by the candidate). It not only gives the candidate a snapshot of the position – but it allows your key employees to be engaged and empowered to help you with the recruiting process. A side benefit of this step is that often the candidate will be a little more conversational with your team which will give you some insider info into who they really are!

Lastly, if you get a candidate to actually come in and talk with you and your team – be prepared to make a decision that day. Again, don’t wait! If they are available – you may even want to start them that day. They can do their onboarding paperwork, meet the team, etc. All of this effort makes them feel engaged from the beginning.

TIP #4: When Interviewing, focus on their SCHEDULE and RELIABILITY

Ever wonder why you interview a candidate, you hire that candidate because they said they could work “whenever”, and then turn into a scheduling nightmare on day 1? Most often it’s because the GM started the interview with “here’s what I need”. The candidate will always say yes – because they want the job and then you run into scheduling issues once they start. A good interviewer will always lead with “what is your availability” … and determine if that availability can work into your needs. If they can only work Mon and Wed… how can you make that work? Is 2 days better than no days? Is Part Time better than an open position? Remember, the more flexible you can be these days with scheduling, the more success you’ll have on hiring.

TIP #5 – Don’t forget these other KEY RESOURCES for Help.

• Call HR when you’re struggling. The properties that have partnered with the HR team when they are struggling have realized that it takes a village to overcome these labor challenges. We can do wage surveys, post on social media for you, look at the market on Indeed to see what’s happening, and post jobs on sites (if budget approved) to help you spend more time talking with candidates and less time administratively posting jobs.

• Call back past resignations and layoffs

• And Don’t forget the BFF Program. Your best employees can bring in a friend and together, they can earn $500 over the next 6 months!

A challenging labor market is in the cards for the immediate future, with no signs of shifting any time soon. Don’t give up, take time to recruit, reach out for help and we will succeed together.

CONGRATS TO THESE INNS WHO HAVE SUCCESSFULLY

RETAINED THEIR TEAMS THIS SUMMER!

Properties with less than 10% summer turnover between 5/23 and 8/23

South Deerfield, MA - 0%

Rockville, MD - 0%

Seattle Airport - 5%

Framingham - 5%

St. Clairsville - 6%

Parsippany - 6%

Buffalo Niagara - 6%

San Francisco - 6%

BWI Airport - 8%