Human Resources, COVID-19, and the Hospitality Industry Professional Recommendation

Human Resources, COVID-19, and the Hospitality Industry Professional Recommendation

The increased cases of Coronavirus (Covid-19) pandemic are set to have significant adverse effects on the hospitality industry. Notably, this is because many countries have closed their borders and suspended international flights. In particular, international airlines have suspended operations to areas with high cases of Covid-19 infections. Besides, flights have minimized trips in general even within country borders. In case Covid-19 lasts for numerous months, the hospitality industry will come into a halt hence leading to more losses.

Many countries have imposed rules that have initiated total lockdown in cities and other places, which means that activities in social places such as hotels, parks, and restaurants have been altered (Rosenthal n.pag). Although some premises have not been closed, this move affects the players of the hospitality industry negatively (BBC News n.pag). Some countries are putting restrictions in place on when and how restaurants should run during this period. Currently, hospitality companies such as travel agencies and hotels are responding to this situation by closing their operations and putting in place measures aimed at reducing infections. Clients are expected to make their bookings online and disinfect their hands before accessing their premises. The hotel management is disinfecting the rooms more frequently after guests leave. In particular, hospitality industry players are focusing on cleaning public areas such as elevators, door handles, front desk, room keys, and public bathrooms frequently (Baskas n.pag).

So far, some adverse effects of COVID-19 on the hospitality industry are already evident. For instance, Airbnb has recorded a decline in bookings by 41% and 96% in Rome and Italy, respectively (Baskas n.pag). Again, Disneyland has closed its hotels in Downtown Disney Anaheim and Disney Springs in Orlando after the closure of its theme parks (Baskas n.pag). These trends are currently witnessed in many countries across the world.

Hospitality companies are giving their employees unpaid leave to minimize the losses incurred (Vesoulis n.pag). Again, these companies are placing precautionary measures such as temperature checks on employees before they access the premises. Notably, this has raised significant concerns over the violation of employees’ right to privacy. Mainly, this measure is meant to ensure that the spreading of Covid 19 is minimized. Some companies have urged their workers with Covid-19 symptoms to stay at home until these symptoms cease. Again, companies are advising their employees to report to the management of the individuals they suspect to have symptoms relating to the virus. Mainly, this move is expected to reduce contact with infected individuals and reassure other employees when working.

The Society for Human Resource Management recommends the use of the ‘bona fide’ sick leave plan during the Covid-19 crisis (SHRM “What Is A ‘Bona Fide …” n.pag). Mainly, this is in line with the Fair Labor Standards Act (FLSA), which exempts employees who are absent secondary to illness from deductions in pay. The sick leave plan should be in line with the regulations outlined by the Department of Labor. Alternatively, companies can consult with legal services on how to implement a sick leave program during the crisis.

As an HR professional, I would recommend hospitality companies to liaise with legal authorities to determine the way forward. Although employees are eligible for sick leave if they show symptoms of major illness, the Society for Human Resource Management exempts minor conditions to include cold and flu, which are the main symptom of Covid-19 (SHRM “How Do I Know” … n.pag). Mainly, this places companies at crossroads as they cannot decipher common flu from Covid-19. Alternatively, companies can treat these cases as emergencies since the virus is spread through contact with infected persons. The companies can provide full pay to individuals who show flu symptoms to encourage them and others to self-isolate from those without the signs (SHRM “How Do I Know …” n.pag). Deducting pay and enforcing sick leave without compensation will discourage people with the symptoms from self-isolating. In turn, this will lead to the spreading further of the disease. Overall, it is paramount for companies to find amicable solutions to curb the spread of Covid-19 among workers.

Works Cited

Baskas, Harriet. “Hotels Face Drop-In Occupancy, Revenue Amid Coronavirus Outbreak.” CNBC, 2020, https://www.cnbc.com/2020/03/18/coronavirus-hotels-face-drop-in-occupancy-revenue-amid-outbreak.html.

BBC News. Hospitality Industry ‘Faces Thousands of Closures, 2020, https://www.bbc.com/news/business-51923804.

Rosenthal, Elisabeth. “Opinion | How To Avoid The Coronavirus? Wash Your Hands”. Nytimes.Com, 2020, https://www.nytimes.com/2020/01/28/opinion/coronavirus-prevention-tips.html.

SHRM. “How Do I Know If An Employees Absence Qualifies For FMLA Leave? What Is Considered A Serious Health Condition?”. SHRM, 2020. Accessed 20 Mar 2020.

SHRM. What Is A ‘Bona Fide’ Sick Leave Plan Under the FLSA Salary Base Regulations? 2020. Accessed 20 Mar 2020.

Vesoulis, Abby. “COVID-19 Leads To Paid Leave—But Millions Won’t Be Eligible”. Time, 2020, https://time.com/5803671/paid-leave-imminent-coronavirus/.