Editorial Board   Guest Author

Mr. Ebbink

Benjamin Ebbink

Of Counsel, Fisher Phillips

Benjamin M. Ebbink is Of Counsel in the Sacramento office of Fisher Phillips. With nearly two decades of experience in labor and employment law and in assisting the development of California labor law and regulations, he focuses on legislation introduced at the state and local level.

Mr. Ebbink assists employers with navigating evolving legislative and regulatory landscapes in a variety of areas including workplace discrimination, employee privacy, wage and hour, employee compensation, trade secrets, employment contracts and terms, healthcare, immigration, employee leave, workers’ compensation, workplace safety and affirmative action.

For nearly 15 years, Mr. Ebbink served as Chief Consultant to the California Assembly Committee on Labor and Employment where he was the primary policy expert on labor and employment matters for the California State Assembly. His legislative experience and deep connections in the stakeholder community allow him to provide services to clients that have legislative or regulatory issues that benefit from his unparalleled experience and strategic guidance.

Mr. Ebbink received his J.D. in 2000 and his B.A. in 1997 from the University of California, Davis. Mr.Ebbink is also a frequent contributor to the firm’s California Employers Blog, publishing consistent updates on pending California legislation.

Please visit https://www.fisherphillips.com/attorneys-bebbink for more information.

Mr. Ebbink can be contacted at 916-210-0400 or bebbink@fisherphillips.com

Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.