As the WorkplaceHorizons.com Watch List indicates, a new wave of government intervention into workplace relations may not be far away.  In recent article entitled "Industry Heal Thyself," posted at Hospitality.net, veteran Hospitality Industry Human Resources expert Joseph M. Gravish suggests that businesses should "de-incentivize" the need for new government regulation:

Dealing effectively and pro-actively with employee issues is the best and least expensive form self-medication. My treatment plan:

(1) Start by paying wages at least equal to, or better yet above, comparable prevailing wages and indexing them to inflation. But we can’t stop there.

(2) Like it or not, health benefits are on the top of almost every employee needs survey. Following Einstein’s philosophy it’s every employer’s obligation to do what’s reasonable to improve the quality-of-life for his/her employees and their families. Fifty-seven million Americans – nearly one-half of private-sector employees – are denied even one paid sick day, and 15% of all Americans are without health insurance. Can we demand total commitment when our most important assets are trying to balance the need to take care of a sick child and also get the job done? Can we expect loyalty and service when we leave sick employees no other option but to come to work lest they lose a day’s valuable wages - not to mention the risk of infecting co-workers?.

(3) Manage everyone fairly. Implement and enforce balanced management-employee relations policies and procedures.

(4) Address employee complaints quickly; but never compromise standards.

(5) Provide all the best-quality resources necessary to get the job done properly, the first time.

(6) Institute an employee rewards program. Acknowledge exceptional short-term performance immediately and celebrate long-term service regularly.

(7) Create “people success” pathways for teens and veteran employees. Promote education, advanced training and encourage in-house promotions. How demoralizing is it to one’s self-esteem and team morale to allow untapped employee potential to languish while repeatedly hiring outsiders to fill more rewarding positions.

Mr. Gavish is not shy about pointing out that short-term thinking has led to managment decisions that have contributed to the current wave of proposed regulation.  In an earlier article, entitled "I've Seen the Enemy and It Looks A Lot Like - Us!," he bemoans the trend of viewing employees "more as a labor expense than a capital asset," and admonsihes his peers by saying:  "Fellow hoteliers, we must do better."