Following are just a few examples of the damage that a single employment practices liability case can cause for a lodging establishment.

Third Party Claim

A hotel guest and her guide dog were sitting in the hotel restaurant having breakfast, when a stray dog ran into the hotel and attacked the guest’s guide dog. The staff immediately took the guest and her dog to a veterinarian, and paid for the dog’s medical treatment. The dog recovered fully. The guest sued the hotel claiming that the hotel staff was negligent in not seeing and stopping the stray dog. The guest is seeking $50,000 for alleged emotional distress.

Sexual Harassment

Three male employees sued a hotel. They claimed that they were forced to engage in sexual acts over the course of two years with their former female supervisor in order to keep their jobs. Despite evidence that the three employees often initiated parties with the supervisor in vacant hotel rooms and never complained to anyone about the alleged sexual harassment, strict liability for the hotel was at issue. The case settled for more than $1 million.

Wrongful Termination/Discrimination

The plaintiff was a pool attendant at an upscale hotel. He showed up to work with a shaved head. Such an extreme haircut violated the hotel’s grooming policy and the plaintiff was told to wear a hat until his hair grew back. When the plaintiff complained that he was being treated differently than other bald workers, he was terminated for insubordination and for violating the hotel’s policies. The plaintiff sued for national origin discrimination and retaliation. The case settled for $150,000.