Regulatory and Legal Affairs

Wednesday, 30 July 2025 HOTREC Statement Following overwhelming demand from hoteliers across Europe, the deadline to register for the collective action against Booking.com has been extended until 29 August 2025.…

This article was written by Restaurant Hospitality. Click here to read the original article Washington, D.C., is reinstating the tip credit less than three years after residents voted to phase…

This article was written by Travolution. Click here to read the original article New research has revealed that two thirds of families with someone who has accessibility requirements fear that…

This article was written by Travolution. Click here to read the original article Move is for both commercial and business aviation The Civil Aviation Decarbonization Organization (CADO) and 4AIR have…

GSE Property Group has secured a £6m loan from Hilco Real Estate Finance (HREF), secured against the 92-bedroom Hythe Imperial Hotel and Spa in Kent. You’ll need to subscribe to…

This article was written by HospitalityOn. Click here to read the original article The Spanish government believes that short-term rental platforms such as Airbnb, VRBO and Booking are contributing to…

With the recent change in the makeup of the National Labor Relations Board (NLRB), many employers are asking whether there are any labor relations issues they should be preparing for to best position their businesses to operate with maximum flexibility and achieve organizational goals. Even with an NLRB that, by all appearances, will be more employer friendly than its predecessor, the answer is yes. This is because unions may likely turn to certain tactics to add unrepresented employees to existing bargaining units in the workplace.

With the recent change in the makeup of the National Labor Relations Board (NLRB), many employers are asking whether there are any labor relations issues they should be preparing for to best position their businesses to operate with maximum flexibility and achieve organizational goals. Even with an NLRB that, by all appearances, will be more employer friendly than its predecessor, the answer is yes. This is because unions may likely turn to certain tactics to add unrepresented employees to existing bargaining units in the workplace.