Trouble at the Hotel
Would You Hire Them?
Think like a GM
The clock is ticking
The Devil Is in the Details
200
An employee reports harassment but asks you not to tell anyone. Can you promise confidentiality?
What is No. Explain that information will be shared only as necessary for an appropriate response.
200
A candidate tells you they're pregnant during an interview. Can that influence your hiring decision?
What is No.
200
What should happen when a Google Chat discussion goes back and forth without resolution?
What is
Move to a call or Meet, particularly after several exchanges.
200
A California employee starts at 7 AM. By what time must the first meal period generally begin if no valid waiver applies?
What is
Before the end of the fifth hour of work.
200
An employee receives a written warning but refuses to sign it. Does the refusal make the warning invalid?
What is
No. The signature acknowledges receipt, not necessarily agreement. Document the refusal.
400
Two employees have a personal conflict. What determines whether it may also be a harassment issue?
What is
The facts, including whether conduct involves protected characteristics or other legally prohibited behavior.
400
A manager asks a candidate whether they have reliable childcare. What's the concern?
What is
It may elicit protected family-status information and create discrimination risk. Ask about job-related availability instead.
400
A GM delegates a task and assumes it was completed. What leadership principle is missing?
What is
Inspect What You Expect.
400
An employee works a 12-hour shift and takes only one meal period. What must be evaluated?
What is
Whether a second meal period was required or validly waived.
400
A housekeeper completes all assigned rooms two hours early. The supervisor tells them to clock out but remain available in case more rooms are assigned. Is that acceptable?
What is
Generally, no. If the employee is required to remain on duty or waiting for assignments, that time is ordinarily compensable.
600
An employee reports a safety hazard and is subsequently given fewer shifts. What risk should you recognize?
What is potential retaliation?
600
A candidate says they have a disability. What can you appropriately ask?
What is Whether they can perform essential job functions, with or without reasonable accommodation.
600
Your strongest employee wants to advance. What's the first step in developing them?
What is
Discuss their interests and assess readiness, strengths, and development needs.
600
An employee works an eight-hour shift without receiving either required rest break. How many rest-period premium hours are generally owed for that workday?
What is
One additional hour of pay at the applicable regular rate.
600
An employee reports a workplace injury but says they're fine and don't want to file a workers' compensation claim. Can the GM simply forget about it?
What is
No. The GM must follow injury-reporting procedures regardless of whether the employee initially wants treatment.
800
A manager learns that an employee has been sleeping during an overnight shift. Can they automatically terminate the employee?
What is No.
Investigate the circumstances, assess policy, safety, consistency, and consult HR.
800
A hiring manager wants someone to start before completing required onboarding and work authorization verification. What should happen?
What is
They should not start until all onboarding is completed.
800
Two managers have different DISC styles and continually misunderstand each other. What should change?
What is
Adapt communication approaches without changing performance standards or accountability.
800
A California employee works 13 hours in one workday. How are those hours generally paid?
What is
8 regular hours, 4 at 1.5 times, and 1 at double time.
800
An employee resigns effective immediately. The GM plans to include their final wages in the next regular payroll. What's the problem?
In California, an employee who quits without at least 72 hours' notice generally must receive final wages within 72 hours.
1000
An employee resigns and mentions that medical restrictions made the schedule impossible. What's the HR concern?
What is a potential failure-to-accommodate issue requiring HR review before routine processing
1000
A candidate has excellent qualifications and interviews well, but their résumé shows a three-year gap in employment.
What is
Yes, potentially. An employment gap alone is not a reason to reject a qualified candidate. Ask a neutral question about the gap, assess their current skills and qualifications, and make the decision based on their ability to perform the job.
1000
A department is missing performance expectations. The GM says everyone completed training. What's the leadership issue?
What is
Training completion is not proof of competency; the GM must observe performance, coach, verify understanding, and follow up.
1000
An employee receives a missed-meal premium and a missed-rest premium on the same day. Can both be owed?
What is
Yes
1000
A GM discovers that an employee has been working through unpaid meal periods for several weeks. The employee says they chose to do it and doesn't want any corrections. Can the GM leave the timecards unchanged?
What is
No. All hours worked must be paid, records corrected, and any applicable meal-period premiums evaluated.