Lodging News - February March 2018

FEBRUARY / MARCH 2018

Embracing the Lifestyle Hotel

Responding to Guests’ Priorities see also

New Laws for a New Year

Taste Oregon Legislative Reception SERVICE ANIMALS

ERICA ENDORF, GM

AC HOTEL PORTLAND DOWNTOWN

OregonRLA.ORG

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Lodging News | FEB / MAR 2018

Your hospitality business is unique.

Your coverage should be, too.

As the #1

preferred business Insurer,* Liberty Mutual Insurance listens

carefully to your needs and helps ensure you’re covered for them. For over 30 years, we’ve partnered with the Oregon Restaurant & Lodging Association (ORLA) to offer industryspecific programs for hospitality businesses. Plus, we offer an exclusive Property, Auto, and Liability Safety Group Dividend Program to qualifying members of ORLA.** To learn more, talk to your independent agent/broker or visit LibertyMutualGroup.com/Business.

*Based on 2016 survey of business insurance buyers on preference of national carriers sold via independent agents. **Dividend evaluation occurs annually; dividends are not guaranteed. © 2017 Liberty Mutual Insurance. Insurance underwritten by Liberty Mutual Insurance Co., Boston, MA, or its affiliates or subsidiaries.

OregonRLA.ORG | Lodging News 3

Internationally Accredited GUEST SERVICE TRAINING TWO VERSIONS AVAILABLE ONLINE AND IN-PERSON

HOSPITALITY VERSION

Guest Service Gold Tourism: Oregon Edition This course features seven principles of guest service delivery, illustrated through real stories of challenge and experience told by Oregon employees. Applicable to all hospitality-related organizations and their associates! View the introductory video at OregonGuestService.com

PRINCIPLES AND LOCATIONS 1. RECOVERY: Turn it around (Food Service/Attraction: Theory Restaurant at the Oregon Museum of Science and Industry) 2. PERSONALIZATION: Provide an individualized experience (Resort/Outdoor Recreation: Timberline Lodge & Ski Area) 3. KNOWLEDGE: Be in the know (Transportation Shuttle: Sheraton Portland Airport Hotel) 4. PASSION: Inspire others (Winery: St. Josef’s Winery) 5. COMMITMENT: Be all in (Public Facility: Portland International Airport) 6. INCLUSION: Include everyone (Public Facility: Oregon Convention Center) 7. PERSONALITY: Be yourself (Information: Travel Oregon Welcome Center) LODGING VERSION

Guest Service Gold Golden Opportunities This course is lodging-centric with real examples told by hotel employees from across the nation (does not contain Oregon references). and features the same seven principles of customer engagement.

Visit bit.ly/ORGuestTrainingHotel for more details.

ONLINE TRAINING

Online access for either version at AHLEI.org/Oregon for only $30 (regularly $58-$78). If you need more than ten access codes at a time, please call Sue Smith at ORLA at 503.682.4422.

IN-PERSON TRAINING In-person training packages begin at $1,000, which includes the instructor and 10 course packages. Depending on distance, travel expenses may be extra. Additional participants (up to 24 total) can be accommodated in one session. Each participant, after 10, needs their own workbook and test; the cost per additional person is $30+ $5 shipping.

To request an instructor to teach at your location, visit OregonRLA.org/gsgtrainers or call us at 800.462.0619.

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Lodging News | FEB / MAR 2018

OregonGuestService.com

CHECKING IN

16 ABOUT

Lodging News is published six times a year by Oregon Restaurant & Lodging Association (ORLA), 8565 SW Salish Lane, Suite 120, Wilsonville, Oregon, 97070, 503.682.4422, 800.462.0619.

To learn more about ORLA log on to OregonRLA.org.

PUBLISHER JASON BRANDT / PRESIDENT & CEO

JBrandt@OregonRLA.org LORI LITTLE / EDITOR

LLittle@OregonRLA.org

AC STORE: COURTESY OF HOTEL PORTLAND DOWNTOWN

HEIDI JANKE / DESIGN

HJanke@OregonRLA.org

MEMBERSHIP

To become a member of the Oregon Restaurant & Lodging Association, please contact Jennifer at JStarr@OregonRLA.org or 503.682.4422.

ADVERTISING

Please support the advertisers herein; they have made this publication possible. For information on advertising opportunities, please contact Mt. Angel Publishing.

TIM BEAGLE MT. ANGEL PUBLISHING, INC.

971.273.9991 Tim.B@MtAngelPub.com

SUBMISSIONS

To submit articles or other editorial input, please contact Lori at LLittle@OregonRLA.org.

ORLA BOARD OF DIRECTORS

Zach Poole, Chair, Pig ‘N Pancake Buggsi Patel, Vice Chair, BHG Hotels Jerry Scott, Secretary, Elmer’s Restaurants, Dani Rosendahl, Treasurer, On Deck Sports Bar & Grill Vijay Patel, A-1 Hospitality, Immediate Past Chair John Barofsky, La Perla Pizzeria / Beppe & Gianni’s Trattoria Chris Bebo, Provenance Hotels Richard Boyles, InnSight Hotel Management Group Emma Dye, Crisp Treva Gambs, Gamberetti’s Italian Restaurant Erin Gilchrist, Hospitality Advisor Terry Goldman, Canopy by Hilton Portland, Pearl District Wray Hutchinson, Buffalo Wild Wings Vickie Irish, Shari’s Restaurant Group Steven Johnson, Vip’s Industries Eli Katkin, Brickroom​ Masudur Khan, Seaside Lodging LLC Matt Lowe, Jordan Ramis Attorneys at Law ​Bobbie McDonald, Sysco Tom O’Shea, Sunriver Resort Harish Patel, Hampton Inn & Suites Komal (Tina) Patel - Ex Officio Board Member, ALKO Hotels Michael Rowan, Deschutes Brewery & Public House ​Randy Xavier, Food Services of America

IN THIS ISSUE | FEBRUARY - MARCH 2018 FEATURE 16 EMBRACING THE LIFESTYLE HOTEL From Local-Minded to Health-Conscious, Hotels Respond to Guests’ Priorities

Lifestyle hotels continue to see major growth within the hospitality industry. Interest in this experiential-focused concept is being driven by consumers’ desire to personalize both their time at a property and the way they travel within a city, whether they’re visiting for business or pleasure.

PRESIDENT'S PERSPECTIVE

6 YOUR NEXT SAVINGS OPPORTUNITY - SAIF is ORLA’s Newest Group Program

GOVERNMENT AFFAIRS

9 ADVOCACY UPDATE Your Association On the Front Lines, Protecting the Industry 12 NEW LAWS FOR A NEW YEAR State Laws Affecting Oregon’s Hospitality Industry in 2018

MEMBERSHIP

15 PARTNERSHIPS FOR RECRUITMENT AND RETENTION ORLAEF Partners with Hospitality Groups to

Target Workforce Development Challenges 23 DINING WITH THE DOGS The Law Regarding Service Animals and Public Places 26 HOTEL FIRES Safety Tips for Workers 27 LODGING PERFORMANCE REPORT Hotel Benchmark Data 27 NEW MEMBERS Welcome to the Association 29 NEWS BRIEFS Information From Around the Industry 29 CALENDAR Industry Events and Activities 31 MEMBER SOLUTIONS ORLA's Cost-Saving Programs OregonRLA.ORG

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Your Next Savings Opportunity– SAIF is ORLA’s Newest Group Program 2018 will be a year when the Oregon Restaurant & Lodging Association team focuses on leveraging group buying power. And the newest example of this work on your behalf is the introduction of ORLA’s new Workers’ Compensation group program with SAIF Corporation.

We believe we have started 2018 out on the right foot with our brand new, built from scratch SAIF group program for Workers’ Compensation Insurance. Right out of the gate ORLA members who qualify receive a 10 percent discount on their annual workers’ compensation premium. The new program for ORLA members applies to both current SAIF customers and prospective customers.

If you’re currently an ORLA member but not a SAIF customer, you’ll need to contact your agent or SAIF directly at 888.598.5880 and ask for an ORLA group quote. If you’re already an ORLA member and a SAIF customer you’ll want to contact your agent or SAIF directly at the number above and ask to be submitted to the ORLA group to access the 10 percent discount.

Our new group program at SAIF is our number one savings priority for members as we move through 2018. We will maintain our laser-like focus on this front to make sure we are adequately communicating to the industry about this program’s importance for you, our members.

During 2018, you will see ORLA move forward with the exploration of new innovative programs that can assist with you with operation costs. We’re excited about what possibilities may be in store and we look forward to sharing more.

As we continue working diligently on our group savings programs to kick off a new year we hope you’ll do the same by taking a hard look at everything in place for you right now. ORLA has some amazing Endorsed Service Providers and Hospitality Hub partners that can assist you right now in saving money.

If you have a goal of re-evaluating your operational costs in 2018, add a full review of ORLA’s costsaving programs to your list. It could directly impact your path to profitability this year. Learn more at OregonRLA.org/savings. > CONNECT

JASON BRANDT • JBrandt@OregonRLA.org

JASON BRANDT, PRESIDENT & CEO OREGON RESTAURANT & LODGING ASSOCIATION

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Lodging News | FEB / MAR 2018

DON’T MISS YOUR CHANCE TO JOIN THE NEW ORLA GROUP AND

10

Get an additional

% OFF

SAIF WORKERS’ COMP PREMIUMS FOR ORLA MEMBERS* * For ORLA members who meet SAIF’s underwriting requirement.

Contact your agent or SAIF at 888.598.5880 to see if you qualify!

ORLA MEMBERS: Contact your agent and ask for an ORLA Group quote, or contact SAIF directly at 888.598.5880.

EXISTING SAIF CUSTOMERS: Ask your agent or contact SAIF directly at 888.598.5880 for an ORLA Group quote.

NOT A MEMBER? Contact ORLA at Membership@OregonRLA.org or call 800.462.0619.

OregonRLA.ORG

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Take this opportunity to engage with lawmakers and let your voice be heard!

2018 Presenting Sponsor:

Taste Oregon Legislative Reception

Wednesday, February 21 | 5:00 p.m. | Salem Convention Center Make a difference in Oregon by joining key ORLA staff and board members to kick off the Legislative Session with Oregon's lawmakers while enjoying various foods from restaurant members located across the state. Meet the Legislators who decide laws that impact hospitality businesses.

RSVP TODAY!

Currently including cuisine and beverages from:

OregonRLA.org/Taste or 503.682.4422 Questions: Jennifer Starr: JStarr@OregonRLA.org or 503.682.4422

• Buffalo Wild Wings • Pelican Brewing Company • Gamberetti’s Italian Restaurant

Co-Hosts:

Soft Drink Sponsor:

• MillerCoors • Ninkasi Brewing Company • Ritter’s Housemade Foods

GOVERNMENT AFFAIRS

ADVOCACY UPDATE

YOUR ASSOCIATION ON THE FRONT LINES PROTECTING THE INDUSTRY

B

y advocating for public policies that sustain our industry and educating elected officials about the issues and challenges our industry faces, ORLA serves as the voice of hospitality at the local, state and national levels.

LOCAL ISSUES

Umatilla County Lodging Tax Defeated Umatilla County Commissioners recently proposed an eight percent lodging tax for the County on top of state and local lodging taxes. After hearing from lodging operators, tourism organizations and businesses, and ORLA, the County decided not to enact the tax.

ORLA and local lodging operators have committed to opening a dialogue with the County about how to best move forward to help the County meet its needs while still welcoming visitors and encouraging economic growth in the hospitality industry.

Cannon Beach Rejects Airbnb VCA Cannon Beach City Council decided not to pursue a voluntary collection agreement (VCA) with Airbnb that would have paid lodging taxes to the city on a quarterly basis. In 2013, the state passed legislation requiring online travel intermediaries to pay lodging taxes directly to cities, however, Airbnb does not identify as such and therefore argues they don’t have to adhere to the

requirements. The Council also cited VCAs don’t allow for any way to audit short-term rentals, making it difficult to enforce codes that help regulate safety standards.

ORLA is working with the League of Oregon Cities to pursue statewide legislation that would hold all lodging entities to the same standard and ensure cities have accurate information.

Oakland Lodging Tax Defeated The City of Oakland, Oregon recently held a reading on an ordinance to enact a new lodging tax of eight percent in the city limits despite not having any hotels, motels or lodging properties other than a one-room, online vacation rental.

ORLA sent a letter of opposition after reading a quote from the Mayor saying they would not charge the lodging tax to that online vacation rental until the state firms up regulations for Airbnb-type accommodations.

Several citizens also spoke in opposition to the lodging tax, citing the desire for Oakland to be a more welcoming destination for visitors and businesses. The tax was defeated on a unanimous vote by the City Council but will likely be revisited in the future according to one City Councilor.

OregonRLA.ORG

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STATE ISSUES

Fighting Against Additional Labor Regulations Small businesses in Oregon are still adjusting to increasing minimum wage rates, paid sick leave, and Oregon’s new scheduling law. As a result, ORLA will fight any attempts to implement Paid Family Leave during the 2018 session. Laws relating to Paid Family Leave are currently on the books in both Washington and California, and Oregon’s legislative leadership have signaled an interest in implementing paid family leave.

Regardless of that vote, ORLA will be focused on two major areas in this short session:

NATIONAL ISSUES

2018 Legislative Session Preview With only 35 days to conduct business, ORLA is encouraging the Oregon Legislature to focus on housekeeping issues and not tackle any major legislation. Some of that will depend on the ballot measure being voted on by Oregonians in January and whether it passes or fails. If it fails, the Legislature will likely need to find several hundred million dollars for healthcare in Oregon.

Fair Payment of Lodging Taxes by Lodging Intermediaries ORLA, in partnership with the League of Oregon Cities, will be pursuing a legislative fix to make sure online travel platforms like Airbnb pay all applicable lodging taxes when they are collecting payment for the lodging stays. The legislative fix would treat online travel platforms the same way as other lodging companies collecting revenue for lodging stays including other online travel companies like Expedia and Priceline.

NCSL Adds Short-Term Rentals to Their Principles for Taxation The National Conference of State Legislatures’ (NCSL) State and Local Taxation (SALT) task force updated their “Principles for the Taxation of Online Travel Companies” resolution to include shortterm rental marketplaces. On November 18 the SALT task force unanimously voted to include short-term rentals and the amended document now suggests that states should consider the taxation of short-term rental marketplaces when addressing taxation of lodging accommodations. The document will now proceed to NCSL’s Executive Committee, which is expected to approve the change at its gathering this month. This action is a great step toward ensuring short-term rental marketplaces are unable to continue evading their tax obligations. As state lawmakers gather for their 2018 legislative

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Lodging News | FEB / MAR 2018

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sessions, AHLA will work with partner state associations to ensure that short-term rental tax policy debates are informed by this NCSL action.

• We must not forget the important role full-service restaurants play in providing income for Oregonians who need to pay their bills but only have part-time availability to work.

Without these types of restaurants, hardworking Oregonians making good money through Oregon’s minimum wage and tip income will face an uncertain future.

Tip Pooling Update The U.S. Department of Labor recently proposed rescinding a rule that does not allow states like Oregon, without a tip credit, to pool tips among front-of-the-house and back-of-the-house employees.

The initial 30-day comment period, which opened December 5, 2017, was extended 60 days and will end February 5. You can visit OregonRLA.org to find a link and comment directly to the US Department of Labor.

ORLA supports rescinding this rule for the following reasons: • Government regulations on restaurants are hitting Oregonian pocketbooks as menu prices increase while squeezing margins and industry job opportunities.

For more information or to get involved, visit OregonRLA.org/GA or email us. LN GREG ASTLEY, OREGON RESTAURANT & LODGING ASSOCIATION

• We see our work in supporting the importance of tip pooling to be crucial in the protection of wait staff occupations where single parents raising children with only part-time availability can make a living wage.

> CONNECT GREG ASTLEY • Astley@OregonRLA.org

• If nothing is done, full-service restaurants with wait staff will continue to disappear in place of limited-service restaurants where orders are taken from the counter, meaning less staff are needed.

2018.ontrackad.pdf

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12/20/17

1:18 PM

BIG THANKS For Supporting ORLA’s Education Foundation!

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OregonRLA.ORG

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GOVERNMENT AFFAIRS

New Laws for a New Year State Laws Affecting Oregon’s Hospitality Industry in 2018

T

he new year and a new session of the Oregon Legislature are upon us. From amended laws concerning room taxes and union agreements, to pay equity and scheduling regulations, we should take a moment to reflect on laws passed in the 2017 legislative session impacting the hospitality industry.

HB 2400 - Transient Lodging Taxes This law amends ORS 305.620 to add local lodging taxes to the list of taxes that the Oregon Department of Revenue can agree to administer and/or collect on behalf of the local jurisdiction.

HB 3180 - Transient Lodging Taxes – Intergovernmental Disclosure of Taxpayer Information This new law governs the type of information that a local lodging tax authority and the Department of Revenue may disclose to each other and provides procedures governing confidentiality of the exchanged information. Confidential information includes information on state transient lodging tax returns, information in state transient lodging tax reports from which information about a particular taxpayer may be determined, and any other information or reports exchanged by the local government and Department of Revenue relating to transient lodging taxpayers that is confidential under state law.

HB 2005 - Pay Equity Oregon has long prohibited discrimination between sexes in the payment of wages for work of comparable character. HB 2005 expands this prohibition to explicitly prohibit employers from paying people less based not only on gender, but also on race, color, religion, sexual orientation, national origin, marital status, disability or age.

The intent of this law is to eradicate alleged unfair pay practices.

To further this goal, the new law imposes restrictions on the ability of employers to screen applicants on the basis of current or past employment history, seek salary history of an applicant or employee before an offer of employment is made, and to determine compensation for a position based upon current or past compensation of a prospective employee. Employers may pay different wages for work of a comparable character where the difference is based on a bona fide factor that is related to the position and is based on a seniority system, piece-rate work, a merit system, workplace locations, travel, education, training, experience, or a combination of these factors.

While several important aspects of the law will not take effect until January 1, 2019, the prohibition against seeking the pay history of an applicant or employee from the applicant or

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Lodging News | FEB / MAR 2018

employee, or from a current or former employer of the applicant or employee, went into effect on October 6, 2017.

HB 3008 - False Employment Records This new law prohibits employers from compelling, coercing, or otherwise inducing or attempting to induce an employee to create, file, or sign documents which the employer knows are false in regards to hours worked or compensation received. An example of where this might occur is where employers try to get employees to clock out or sign time sheets that end a work shift even though the employee worked past the end of the shift. This new legislation provides for a private cause of action, an award of actual damages or a $1,000 for each violation, injunctive relief, and attorney fees to the employee if he or she prevails in the lawsuit.

SB 1040 - Union Security Agreements Union security agreements are agreements between employers and private sector union that require, as a condition of employment, membership in the union. This law ensures that private sector labor organizations may enter unto these agreements to the full extent allowed by federal law. SB 1040 was passed in reaction to a recent decision by the Sixth Circuit Court of appeals (UAW v. Hardin County) where the court recognized the right of local governments to enact ordinances banning union security agreements.

SB 828 - Predictive Scheduling Oregon’s new predictive scheduling law follows on the heels of similar laws passed in San Francisco and Seattle. Oregon’s law applies to those employers with 500 or more employees worldwide. The law requires employers to post work schedules at least seven days in advance of employees’ shifts. Enforcement of this provision does not start until January 1, 2019. Beginning January 1, 2020, schedules must be posted 14 days in advance.

Employers with collective bargaining agreements are not exempt from SB 828’s requirements.

SB 828 also requires employers to provide employees with a written, good faith estimate of the worker’s schedule at the time of hire. Employers are also no longer allowed to schedule employees within 10 hours of their last shift. If an employer needs to change the work schedule after the date that advance notice is required, the employer must meet several requirements to satisfy the new law and will likely have to pay additional compensation to the employee impacted by the change. This compensation may be either one hour of pay at the employee’s regular rate of pay where time is added to a scheduled work shift,

or one-half times the employee’s regular rate of pay where the employer reduces the scheduled work shift of an employee. Employers may not require employees to work shifts that were not part of their written work schedules. To alleviate some of the burden on employers, the law allows for the creation of voluntary standby lists, which is expected to help employers deal with unexpected absences or last-second changes to their work needs.

SB 299 - Sick Leave Accrual In 2015, Oregon adopted a statewide paid sick leave law requiring employers with 10 or more employees (six or more in Portland) to provide 40 hours of protected paid sick leave to employees each year. As of January 1, 2018, SB 299 clarifies that employers can limit the accrual of both paid and unpaid sick time to 40 hours per year. As originally written, the law specifically allowed employers to limit the amount of carryover sick hours from one year to the next, but it was unclear whether an employer could limit sick time accrual within a single year.

Now, the Legislature has clarified that employees can have a maximum sick leave bank of 80 hours, but only if they have 40 hours from a prior year and 40 hours from the current year.

HB 2017 - New 0.1% Gross Wages Tax As part of the state’s new transportation funding bill, the Oregon Legislature imposed a new 0.1% tax on the wages of Oregon residents and the wages of nonresidents for services performed in Oregon. The entire amount will be withheld from the employee wages and there is no provision to collect from employees. This new wage tax applies to tax periods beginning on or after July 1, 2018. LN MATTHEW D. LOWE, JORDAN RAMIS, P.C.

> CONNECT MATT LOWE • Matt.Lowe@JordanRamis.com

About

Matthew Lowe is an attorney with Jordan Ramis PC. His practice focuses on business law and includes the representation of hotels, motels, and restaurants.

OregonRLA.ORG

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Not a member? Contact ORLA today: Membership@OregonRLA.org or call 800.462.0619 14

Lodging News | FEB / MAR 2018

OregonRLA.org/HealthPlan

Partnerships for Recruitment and Retention ORLAEF Partners with Hospitality Groups to Target Workforce Development Challenges

L

odging and food service members throughout the state often comment about employment recruitment challenges. There are many entrepreneurial solutions being nurtured, which include everything from robotic replacements and enhanced self-serve options, to the use of H1-B visas.

We know that other industries have experienced success in combining these types of ideas with robust job training and advanced skills-training programs, and so we are excited to share news about a pilot program we’re supporting on the coast.

ORLA’s Education Foundation (ORLAEF), thanks to a grant from Travel Oregon and in partnership with the Oregon Coast Visitors Association, Overleaf Lodge, Oregon Coast Community College, and Waldport High School, announced last month a Workforce Development Program for Lincoln County. This pilot program provides skill-based training and certifications to current and prospective employees at no out-of-pocket expense, enabling hospitality employers to help recruit and retain employees by

providing them with tools both to enter and to grow in the industry.

These sessions started in January and will continue through February.

The model uses job-specific certifications, which are offered to qualified participants free of cost, via grant scholarships. After attending an orientation to learn more about our industry and the types of jobs available, participants are eligible to take ORLA’s Food Handler and Alcohol Server training in addition to internationally accredited certifications from American Hotel & Lodging Educational Institute (AHLEI):

Read more about both Lincoln County pilots at OregonCoastCC.org/ hospitality-training-programs/.

• • • •

Guest Service Professional Guestroom Attendant Front Desk Representative Restaurant Server

Sessions started in January and continue through June.

Another new workforce pilot, based in Lincoln City, is the Star Excellence in Hospitality Certificate, funded through the Oregon Small Business Development Center Network. This program features Guest Service Gold training, as well as a Kitchen & Front of House training.

“When it comes to realistically addressing our employee recruiting and retention challenges, it has become clear that our industry needs to be creative and proactive,” says Wendy Popkin, executive director of ORLA’s Education Foundation. “By creating a cohesive strategy between education, employment, and industry resources, we are optimistic this pilot effort will provide results that will be effective and can be potentially duplicated throughout our state.”

For more information visit OregonRLA.org/EDFoundation or contact Wendy Popkin, executive director, ORLAEF at 971.224.1505. | > CONNECT WENDY POPKIN

•

LN

WPopkin@OregonRLA.org

OregonRLA.ORG

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Embracing the Lifestyle Hotel

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Lodging News | FEB / MAR 2018

PHOTO COURTESY OF AC HOTEL PORTLAND DOWNTOWN

From Local-Minded to Health-Conscious, Hotels Respond to Guests’ Priorities

L

ifestyle hotels continue to see major growth within the

Marriott entered the lifestyle niche several years ago through its

hospitality industry. Interest in this experiential-focused

purchase of AC Hotels, which started in Spain. The company opened

concept is being driven by consumers’ desire to personalize

its thirteenth U.S. property in Portland last February. General Manager

both their time at a property and the way they travel within a city,

Erica Endorf said the Rose City is the perfect location because local

whether they’re visiting for business or pleasure. A desire to find hotels

residents share the brand’s emphasis on celebrating the things that

that fit with their interests and values is also a driver behind the subtle

make a city unique. She added, “AC guests have a passion for ‘local.’

shift from boutique to lifestyle hotels.

They want to experience what Portlanders taste, drink and buy, so they take the time to enjoy the flavors of Oregon when they visit.”

OregonRLA.ORG

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At the AC Hotel, guests get their morning coffee from local roaster Water Avenue Coffee and their tea from Steven Smith Teamaker. The house cocktail is made with Bull Run Distilling Co. bourbon. Every Thursday visitors can hear a live performance by a local musician in the lobby. Soon people will be able to buy from small retailers who set up pop-up shops or demos in the lobby. If visitors want to go out to eat, drink or shop, staff members make personalized recommendations based on their favorite places in town.

Modern travelers are looking for a story to tell about their travel experiences, and the AC Hotel aims to deliver that too. In December, they set up an “eggnog elevator” that had adult and under-21 versions of the holiday drink, Christmas lights and cookies. Adding to the playful atmosphere, the event was staffed by hotel employees dressed in festive costumes.

Canopy is Hilton’s take on the lifestyle hotel and Portland’s Pearl District property (opening in April) will be one of the chain’s earliest properties. “A lot of research went into this brand,” said Terry Goldman, who holds the title of “chief enthusiast.” “What they found is that more and more, when people go to a city, they want to ERICA ENDORF, GM AC HOTEL PORTLAND DOWNTOWN

experience what’s local. They don’t want to experience the same thing over and over again.”

That’s why Canopy is very focused on helping people experience the neighborhood that becomes their temporary home during their stay.

It’s also what made the Pearl District such an attractive destination.

“It’s a very unique neighborhood,” Goldman said. “It has charm and history from the breweries, arts galleries, cobblestone streets, new buildings coming out of the ground everywhere, a great restaurant scene, Powell’s, great shopping – it’s that perfect marriage of what’s old

AC HOTEL PORTLAND DOWNTOWN

and new.”

The hotel experience is designed to expose guests to what makes Portland unique. The art is made by local artists and being selected by Elizabeth Leach, a well-known owner of a nearby gallery. “There will be a permanent collection she’s procuring that will be on display in the hotel,” said Goldman. “We’ll also have a rotating collection that will change monthly. We’ll be part of the First Thursday Artwalk every month and invite locals into the hotel.”

NUMBER 2 PENCIL PIXELS (6,000 REDWOOD AND CEDAR PENCILS) BY: JAMES FLORSCHUTZ, PORTLAND OR PHOTO COURTESY OF AC HOTEL PORTLAND DOWNTOWN

The property’s restaurant will serve locally-sourced food and beverages. Goldman describes the room décor as a “throwback to

18

Lodging News | FEB / MAR 2018

CANOPY BY HILTON PORTLAND PEARL DISTRICT

industrial, with concrete floors, rugs, mismatched nightstands, open closets and barn doors. It’s a unique style that’s going to keep it fun” – and that identifies very closely with Portland’s image.

InterContinental Hotels Group has a slightly different take on what it means to provide a lifestyle experience. Their EVEN Hotel brand is all about wellness and providing options to stay healthier. “Wellness encompasses many different areas – healthy eating, fitness and working out, as well as sleep and productivity,” said John Lee, managing director for franchisee VIP Hospitality Group. “IHG’s research found that

PHOTOS COURTESY OF CANOPY BY HILTON PORTLAND PEARL DISTRICT

customers on the road often have difficulties in keeping their wellness priorities. Thus, this brand is about helping customers keep their

OregonRLA.ORG

| Lodging News

19

In a hotel that’s about experiences, it’s important to positively engage with guests from the moment they make a reservation to the moment they leave. “When you make your reservation we send you a text message and say, ‘Welcome. Is there anything we can be preparing for your arrival so we can really personalize the experience for you?’” said Goldman. “You can pick your room on your phone and check-in in advance. If you’re one of our gold or diamond rewards members you can get a digital key so you don’t even have to stop at the front desk.

You can go right to your room on arrival.”

EVEN HOTEL EUGENE

Both Canopy by Hilton and the AC Hotel offer guests the ability to text a hotel representative if they need recommendations for places to visit or reservations at eateries on the fly. When guests check out of the AC Hotel, they immediately receive a survey so the company can make sure their stay was in line with their expectations. Since the brand is smaller it’s quite nimble when it comes to making changes based on PHOTOS COURTESY OF EVEN HOTEL EUGENE

that consumer feedback. “We have a GM group where we can share best practices or discuss a risk we took that we maybe shouldn’t take in

wellness routines and priorities ‘even’ while traveling through good sleep,

the future,” Endorf added. That back and forth between the managers

healthy meals, fitness routines and productivity.”

also helps her and the brand constantly perform better.

The brand’s focus on wellness is evident as soon as guests enter the

In between arrival and departure, lifestyle hotels are very focused on

lobby and see the 1000-square-foot workout room. “Its official name

creating an environment where their guests feel like they’re among their

is an athletic studio,” Lee said. “It’s not a typical workout room,

own. “I think we all want to be around people who are like-minded

which is oftentimes an afterthought. It has state-of-the-art machines

and have the same values,” said Lee. “Wellness is top-of-mind for a

and equipment that really caters to people who are looking to have a

very large segment of the population, especially when it comes to Gen

good workout.”

Xers and Millennials. Lifestyle hotels really focus on those segments, but more than demographics, it’s about going back to psychology and

Each guest room has a fitness zone with stretch bands and a workout

tapping into what people value and building a brand around those

bar. There are 18 different exercise channels available on the television.

values. That’s what this brand is trying to do.”

The general manager, also known as the “chief wellness officer,” will lead guests in activities such as trail runs or workout sessions.

Given that lifestyle hotels are so well adapted to current consumer needs, none of these hospitality folks see growth in the sector slowing

The brand isn’t just about encouraging people to exercise, Lee noted.

down anytime soon. “This is not a trend,” Endorf said. “It’s not

“You could be a person who hates to work out but you care about

something that’s going to go away. Everyone’s going to have their

your health and well-being. You want to eat right and stay in a hotel

version of it. This is absolutely the future of travel.” LN SOPHIA BENNETT

that allows you to sleep well with a very high-end mattresses and bedding package.”

> CONNECT EDITOR • LLittle@OregonRLA.org

The EVEN Hotel will cater to those needs as well. “You’re not going

ERICA ENDORF • Erica.Endorf@acportlanddowntown.com

to find the typical greasy food in our restaurant,” Lee said. “It serves

TERRY GOLDMAN • Terry.Goldman@hilton.com

smoothies that use natural ingredients and other things that our

JOHN LEE • JLee@VIPhgroup.com

customers really appreciate. Even the mixed drinks are infused with healthy and local ingredients.”

20

Lodging News | FEB / MAR 2018

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OregonRLA.org/Invitational OregonRLA.ORG | Lodging News 21

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22

Lodging News | FEB / MAR 2018

Dining With The Dogs

The Law Regarding Service Animals and Public Places

T

here was a story in the news recently about a dog chasing a cat. Why was that newsworthy? Because it was a service dog attending a showing of Andrew Lloyd Webber’s musical “Cats” with its owner, and the cat in question was one of the show’s characters (which, if you’re not familiar with the show, was a person dressed as a cat, not an actual cat). Hilarity probably ensued, to the embarrassment of the dog’s owner.

That story reminded me of an issue that sometimes vexes restaurateurs and other business owners – how to deal with customers who make questionable claims that an animal is a service animal, and insist on bringing it onto the premises. This article summarizes the legal rights and responsibilities of customers and business owners in those situations. Businesses are, of course, free to be more accommodating than the law requires.

The Americans with Disabilities Act (ADA) and Oregon’s equivalent law requires “places of public accommodation” (including hotels, inns, restaurants, bars, and other establishments serving food or drink) to allow persons with disabilities to bring “service animals” onto the premises.

Contrary to popular belief, though, every animal does not qualify as a service animal just because the customer says so.

First, the ADA currently limits the types of animals that can qualify as service animals to dogs and miniature horses.

Oregon’s law is also limited to those two types of animals unless

and until administrative rules are enacted that expand the definition to include other animals. Other states’ laws may vary, but, in Oregon, those are the only two animals that qualify as service animals.

Second, the animal needs to be individually trained to do work or perform tasks for the individual with a disability. This includes physical, sensory, psychiatric, intellectual, or other mental disabilities. The work or tasks performed by the service animal must be directly related to the individual’s disability.

Examples of specific tasks the animal can be trained to perform include, among other things: • pulling a wheelchair • alerting a person to sights or sounds • assisting with balance or navigation • assisting a person with a seizure • retrieving dropped items • pressing buttons • reminding a person to take medication and • helping persons with psychiatric and neurological disabilities by preventing or interrupting impulsive or destructive behaviors.

Providing general emotional support, well-being, comfort, or companionship does not qualify. This means that emotional support animals, comfort animals, and therapy dogs are not considered “service animals” under the ADA unless the animal OregonRLA.ORG

| Lodging News

23

is also trained to perform some other specific task related to the individual’s disability.

The law does not require a license, jacket, tag, or other means to identify an animal as a service animal. Nor does it require medical verification or a prescription.

The business can also require that the service animal be kept on a leash, harness, or other tether unless the individual is unable to hold a tether because of a disability or its use would interfere with the animal’s safe and effective performance of work or tasks. Even then, the service animal must still be kept under control by some other means, such as voice commands.

When confronted with a situation where an individual wants to bring a claimed service animal onto the premises, the business can only ask the following two questions of the individual:

The owner is responsible for the care and feeding of the service animal. The business does not need to provide food or water for the animal, or clean up after it. That is the responsibility of the owner.

1. Is the animal required because of a disability?

This is a yes or no question. The individual cannot be asked to specify their disability or provide medical verification.

If a service animal is excluded, the business must still give the individual the opportunity to obtain goods, services, and accommodations without having the service animal on the premises.

2. What work or task has the animal been trained to perform?

The individual cannot be asked to have the animal demonstrate the work or task, nor can they be required to provide documentation or proof that the animal has been certified, trained, or licensed as a service animal.

LN SHANE P. SWILLEY, PARTNER, COSGRAVE VERGEER KESTER LLP

> CONNECT SHANE SWILLEY • Swilley@CosgraveLaw.com

These questions should not be asked if the answers are obvious from the nature of the disability or the nature of the task or work being performed. For example, the questions may not be asked if the animal is observed guiding an individual who is blind or has low vision, pulling a person’s wheelchair, or providing assistance with stability or balance to an individual with an observable mobility disability.

The business needs to take the individual at their word, and allow the service animal on the premises, if the individual answers “yes” to the first question and states a specific task or type of work the animal has been trained to perform.

The individual cannot be charged a fee to bring a service animal onto the premises; even a pet fee charged to other customers, because service animals are not “pets.”

If the service or assistance animal causes damage, then the owner can be charged for the damage so long as the business normally charges other customers for the damage they (or their pets) cause.

Unruly and disruptive animals need not be accommodated. The owner is responsible for supervising and controlling the service animal. The animal must also be housebroken.

If the animal behaves in an unacceptable or threatening way and the handler does not control the animal, then the business can ask that the animal be removed from the premises. For example, a service dog that repeatedly barks or growls at other customers, destroys property, climbs on the furniture unnecessarily, makes a mess on the carpet, or chases an employee (even one dressed like a cat), could be excluded from the premises if the individual cannot or will not control the dog.

24

Lodging News | FEB / MAR 2018

RESOURCES ORLA has a number of compliance information and resources for the hospitality industry. Visit ORLA’s website to access ADA regulations and downloadable posters.

• Oregon/ADA “Sorry, pets are not allowed” Poster OregonRLA.org/Compliance • U.S. Department of Justice, ADA Requirements for Service Animals ADA.gov/service_animals_2010.htm • Disability Rights Oregon, Service Laws in Oregon DROregon.org/topics/service-animals

SHIRIN PATEL, OWNER

SpringHill Suites by Marriott Portland Airport Canterbury Hotel Group

“As a career hotelier, I appreciate that ORLA has helped to fight local and state regulation against small businesses. With their help, our family business has been able to expand to new reaches of the hospitality industry.�

JOIN NOW!

With strength in members comes a stronger voice for the industry. To learn how being a part of ORLA can help you, contact Membership@OregonRLA.org or call 800.462.0619.

OregonRLA.ORG

| Lodging News

25

Hotel Fires Safety Tips for Workers

A

n estimated 3,520 hotel fires are reported to U.S. fire departments each year and cause an estimated nine deaths, 120 injuries, and $84,000,000 in property damage.1

The leading area of origin for structure fires in hotels and motels is the kitchen, which is the location where two of every five fires (41 percent) starts. These fires account for eight percent of civilian deaths, 25 percent of civilian injuries, and eight percent of direct property damage.1 Ensuring the safety of guests is a fundamental requirement for all hotel employees. The possibility of fire in any hotel should always be a concern, particularly given the impact that even the smallest outbreak might have. Apart from the obvious threat to the lives and safety of hotel guests and staff, fires can cause significant damage that will pose a risk to the longevity of the hotel itself.2

Tips for Workers: Fire Knowledge and Prevention

Stay alert for any signs of fire risk during your daily work. Be especially aware of combustibles in trash and fixtures in the guest rooms for open wires or ungrounded plugs and receptacles. Also, always unplug in-room coffee makers so that there is no chance for spontaneous ignition or overheating. Know evacuation routes to the nearest exits for you and your guests. In addition: • Know where the fire extinguishers are located and how to use them.

• Clothes dryers and heaters should be monitored regularly.

• Residents smoking in non-smoking areas should be reported immediately.

• Be on the lookout for overheating appliances or frayed electrical wires.

• Report any suspicious activity to prevent cases of arson.

• The majority of hotel fires start in the hotel’s commercial kitchen.

• Do not overfill or overload deep fat fryers.

• Do not store combustible materials near cooking appliances or open flames.

What to Do

These are some of the established best practices that can help reduce risk of fire injury.

Know how to operate a fire extinguisher.

Remember to “P.A.S.S.”: 1. Pull the pin 2. Aim nozzle at base of fire 3. Squeeze the handle 4. Sweep nozzle side to side In the event of a fire: • React as soon as you hear a smoke alarm sounding.

• Take the list of employees and / or guests to perform a head count.

• Secure front desk and room keycards.

• Evacuate immediately.

26

Lodging News | FEB / MAR 2018

• Gather at meeting location and assist guests away from building. Firefighters are responsible for ensuring the building is evacuated. Only help hotel guests in a non-life-threating situation and never attempt to evacuate guest rooms. LN LIBERTY MUTUAL INSURANCE

> CONNECT LIBERTY MUTUAL INSURANCE

•

CConsulting@LibertyMutual.com

About

Liberty Mutual has been partnering with the Oregon Restaurant & Lodging Association for more than 30 years and is passionate about providing members with insurance programs and evidence-based safety solutions tailored to the hospitality industry’s needs. For more information, contact your independent insurance agent or call 800.463.6381.

The principles contained in this material are general in scope and, to the best of our knowledge, current at the time of publication. Liberty Mutual Insurance specifically disclaims all liability for damages or personal injury alleged to arise from reliance on the information contained in this document.

References 1. National Fire Protection Association (September 2015). Hotel and motel structure fires. Retrieved from NFPA.org 2. Siemens Building Technologies. (2014).

Hotel fire safety. Retrieved from Siemens.com

MEMBERSHIP

LODGING PERFORMANCE HOTEL BENCHMARK DATA

The information contained in this report is based upon independent surveys and research from sources considered reliable, but no representation is made as to its completeness or accuracy.

This is intended solely for internal purposes of your company and should not be published unless authorized by STR, Inc. ORLA members have access to these reports on OregonRLA.com.

MONTH - DECEMBER 2017 VS DECEMBER 2016

Occupancy (%)

Avg Rm Rate ($)

RevPAR ($)

Percent Change from August 2016

2017 2016 2017 2016 2017 2016 Occ ADR RevPAR Room Room Room

Rev Avail Sold United States

54.0 52.8 121.86 119.22 65.85 62.98 2.3 2.2 4.6 6.6 2.0 4.3

Pacific

62.5

Oregon

49.4 50.6 100.89 100.97 49.82 51.07 -2.4 -0.1 -2.4 -0.2 2.3 -0.1

Portland, OR

58.6 61.1 111.19 112.15 65.20 68.58 -4.1 -0.9 -4.9 -1.8 3.3 -0.9

62.1

152.32

149.58

95.12

92.83

0.6

1.8

2.5

4.3

1.8

2.5

Oregon West Area

40.7 40.8 92.61 90.21 37.67 36.85 -0.4 2.7 2.2 3.4 1.2 0.7

Oregon East Area

37.2

35.2

88.36

89.21

32.89

31.36

5.9

-0.9

YEAR TO DATE - DECEMBER 2017 VS DECEMBER 2016 Occupancy (%)

Avg Rm Rate ($)

RevPAR ($)

4.9

5.2

0.3

6.2

PARTICIPATION

Percent Change from YTD 2016

Properties

Rooms

2017 2016 2017 2016 2017 2016 Occ ADR RevPAR Room Room Room Census Sample Census Sample

Rev Avail Sold

65.9 65.4 126.72 124.13 83.57 81.15 0.9 2.1 3.0 4.9 1.8 2.7 53892 33278 5135428 3842606 U.S.

73.9 73.8 162.60 158.63 120.23 116.99 0.3 2.5 2.8 4.4 1.6 1.9 8016 4474 750256 586673 Pacific

66.7 67.2 121.90 118.23 81.29 79.42 -0.7 3.1 2.3 4.5 2.1 1.3 909 487 65265 46497 OR

74.5 75.4 135.64 132.58 101.01 100.01 -1.3 2.3 1.0 3.8 2.8 1.5 280 215 27955 25220 PDX

60.3 114.61 109.33 68.72 65.90 -0.5 4.8 4.3 4.4 0.1 -0.4 279 112 16601 8414 OR West 60.0

56.9 55.1 98.71 94.52 56.15 52.06 3.3 4.4 7.9 9.6 1.6 4.9 153 74 8831 5682 OR East

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Lodging News | FEB / MAR 2018

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MEMBERSHIP

NEWS BRIEFS

HAPPENINGS FROM AROUND THE INDUSTRY

Tax Withholding Guidance

The IRS released new guidance to help employers manage and update their employee payroll systems as the Tax Cuts and Jobs Act begins to take effect. Employers are responsible for calculating and withholding the correct amount of income tax from paychecks based on an employee’s W-4 form. Because the tax reform legislation went into effect immediately, the Treasury Department and IRS published updated withholding tables for 2018. Employers must implement the new withholding tables no later than February 15. Visit IRS.gov/newsroom for details.

New Labor Law Posters

Oregon employers should be aware of the requirements by state and federal agencies to display a variety of workplace notices and posters. If you need to review / update your required postings, go online to BOLI’s Technical Assistance for Employers program at Oregon.gov/boli/TA/Pages/Req_Post.aspx.

Employers can download new posters for free including ones for Minimum Wage, OSHA, Family Leave Act and other required postings.

OregonSaves Now Open Statewide

The state-run retirement savings program, OregonSaves, is now open to any employer of any size with employees in Oregon. The registration deadlines for employers remain the same, but employers do not need to wait to join the program and start facilitating savings for their employees. If any employer with 100 or more employees in Oregon missed the deadline to either register or facilitate OregonSaves or certify that they are exempt from it, they should reach out to the OregonSaves Client Service team at 844.661.1256 or ClientServices@oregonsaves.com as soon as possible. As a reminder, this program does not have any employer charges, fees, or contribution requirements.

INDUSTRY CALENDAR EVENTS & ACTIVITIES

Feb. 21, 2018 – Salem, OR Taste Oregon Reception

Meet your lawmakers, discuss industry issues, and enjoy great food from member restaurants. OregonRLA.org/Taste

Mar. 18, 2018 – Salem, OR ORLAEF’s ProStart® Invitational

ProStart students from across Oregon put their culinary and management skills to the test. OregonRLA.org/Invitational

Apr. 22-23, 2018 – Portland, OR Northwest Food Show Big-name celebrity chefs, new venue and inspiring ideas at the NW’s largest food show! NWFoodShow.com

OregonRLA.ORG

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29

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Lodging News | FEB / MAR 2018

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MUSIC LICENSING

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MEMBER SOLUTIONS

HOW CAN WE SERVE YOU?

Membership in ORLA means being a part of the only organization in the state devoted to protecting and promoting the interests of the hospitality industry. Contact us for questions; let us know what issues are affecting your business and how we can help. We have your back!

MEMBERSHIP REPRESENTATIVE CONTACTS:

STEVEN SCARDINA Regional Representative 503.718.1495 SScardina@OregonRLA.org JOEL POMERANTZ Regional Representative 541.517.3791 JPomerantz@OregonRLA.org

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KIM LEIGHTY Regional Representative 503.510.9036 KLeighty@OregonRLA.org MARLA McCOLLY Director of Business Development 503.428.8694 MMcColly@OregonRLA.org

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MEMBER-TO-MEMBER EXCLUSIVE OFFERS

OregonRLA.ORG

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31

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EXHIBITOR INFO? CONTACT US AT INFO@NWFOODSHOW.COM OR 253-756-2121 32

Lodging News | FEB / MAR 2018