Hospitality Hospitality Law and Ethics 2

Question 1

What is a 'force majeure' clause in hotel contracts?

Accepted Answer

A contract provision excusing performance obligations due to extraordinary unforeseeable events beyond the parties' control

Answer

Force majeure ('superior force') clauses in hotel contracts excuse either party from performance obligations when extraordinary, unforeseeable events — natural disasters, pandemics, wars, government orders — make performance impossible or commercially impractical.

Question 2

What is 'attrition' in hotel group contract law?

Accepted Answer

A penalty clause requiring groups to pay for rooms committed but not used below a contracted minimum

Answer

In hotel group contracts, attrition is a contractual provision requiring the group to use (or pay for) a minimum percentage of contracted guest rooms. If the group fails to fill the contracted room block, they owe attrition fees to the hotel for the shortfall.

Question 3

What is the 'liquor license' requirement for hotel food and beverage operations?

Accepted Answer

A government-issued permit required to legally sell, serve, or distribute alcoholic beverages

Answer

A liquor license is a government-issued permit authorizing a hotel to sell, serve, or distribute alcoholic beverages. Requirements vary by jurisdiction but typically involve background checks, premises inspection, public notice periods, and payment of fees.

Question 4

What is 'negligent hiring' liability in the hospitality industry?

Accepted Answer

Legal liability arising when a hotel hires an employee with a known dangerous history who subsequently harms a guest

Answer

Negligent hiring holds employers liable when they fail to exercise reasonable care in the hiring process — particularly background checks — and subsequently employ someone whose dangerous background was discoverable and who then harms a guest or co-worker.

Question 5

What is the 'reasonable accommodation' obligation under the ADA for hotel employees?

Accepted Answer

The employer's obligation to make adjustments to job duties or conditions for qualified employees with disabilities

Answer

Under the ADA Title I, hotel employers must provide 'reasonable accommodations' — modifications to job duties, schedules, equipment, or work environment — that enable qualified employees with disabilities to perform their essential job functions, unless doing so creates undue hardship for the employer.

Hospitality and Tourism Practice Test

Hospitality and Tourism Practice Test

Hospitality Hospitality Law and Ethics 2