Deep dives providing actionable insights into evergreen issues.
Aren’t tips, tip pools, service charges and surcharges the same thing?
Each has its own legal rules and risks, but there is cross over. A mandatory tip out is a tip pool. A surcharge may qualify as a service charge.
These resources range from information on the Clean Buildings Act to guidance on how to remain in compliance with bans on plastic bags, single-use service ware and single-use personal beauty products.
Neither snow nor smoke nor heat wave keeps hospitality businesses from serving our guests!
Be prepared with our extreme weather toolkit.
The rules for alcohol to-go have changed—don’t get left behind! This toolkit provides comprehensive guidance on the state’s alcohol-to-go laws, including changes that were made after the pandemic.
Approximately every eight years, Washington updates the state food code based on the most recent U.S. Food and Drug Administration (FDA) Model Food Code. In this toolkit, you will find the most important health code changes affecting hospitality businesses from the state’s 2022 update.
This year saw several changes to wage and salary regulations in Washington state. The new minimum wage in 2026 will be $17.13 for most of the state, and overtime thresholds have been updated. In addition, local minimum wages are becoming more common — and more complex — across the state.
Employers need to adopt strong workplace policies that stop sexual harassment before it starts. Employers also have a duty to investigate complaints and other suspicions of sexual harassment that emerge.
Meal and rest break compliance is essential for hospitality businesses, ensuring a productive workforce and reducing the risk of costly legal disputes.
It may be the law, but following the Americans with Disabilities Act (ADA) can also help you attract more repeat customers if they know that you are accommodating their needs.
Paid Family and Medical Leave (PFML) is a policy that provides employees with compensated time off to care for their own serious health conditions, bond with a new child or support a family member with a medical need. This program aims to balance workplace responsibilities with personal and family health needs.
Employees who work in isolation—such as housekeeping staff, maintenance workers and overnight security personnel—face unique safety risks, including harassment, medical emergencies and workplace accidents. Ensuring their well-being requires a combination of proactive measures, including panic buttons, regular check-ins and comprehensive safety training
Different generations have different means of interacting in the workplace. Many members are noticing that some entry-level employees may benefit from additional training in basic workplace skills and customer service fundamentals like using a mop or active listening.
In the last several years, we’ve been hearing from members that public safety is an issue that is on the rise. There have been increased incidents of vandalism, workplace violence and vagrancy.
But this isn’t a natural issue for our members to be concerned about. We are used to welcoming our guests and communities into our business in the spirit of hospitality, not suspicion. So, we must learn how to keep our employees, ourselves and our businesses safe.
Cybersecurity is increasingly vital for businesses and individuals, earning the top spot-on a global business risk barometer and in operators’ minds.
Anthony Anton, president and CEO of the Washington Hospitality Association, has been talking with several operators to learn what they are doing to ease the frustration of high minimum wages and work with their teams to ensure they are compensated fairly.
Ignorance is not bliss: Proactive approaches to address sex-based harassment harassment