Leaders in Compliance

Meeting rigorous compliance standards. 

We maintain our own rigorous standards when it comes to properly classifying employees, following state and national rules and regulations, and providing transparency when it comes to our hiring practices and how we pay employees. 

Brand Leader 

We work with some of the leading brands on compliance, following their standards and ours.  Our teams partner with corporate brands to determine compliance standards and then provide audits around agreed parameters.  Often our standards meet and exceed those of leading national corporate partners.  We then work with these brand leaders to communicate these standards to the property portfolio. 

Partners in Technology 

Our teams are certified experts in a wide array of payroll and time-tracking software such as Work Records and People Net, among others.  This allows us to partner nationally with clients to implement systems that provide greater efficiency and transparency.  In fact, we often work with corporate partners on training and onboarding for properties on these various software tools. 

The HSS Difference 

Our high standards in compliance is one reason that HSS has been in business for over 30 years. By placing compliance as a major priority, HSS has built trust with both corporate partners and workers. Our belief is that trust is a hallmark of hospitality. Our service to this industry depends on that trust both at the corporate level and at individual properties. 

The Benefits of Compliance 

Operating as a compliant staffing provider places an extra burden on our work, to be sure.  But there are benefits to compliance as well. These include building long-term trust with the hospitality talent pool, protecting brand integrity, and protecting guest safety and satisfaction.   

Properly Classifying Employees 

All HSS workers operate as W-2 employees. Although they are contract employees for hotels, they are full-time employees of HSS. This complies with various tax and employment laws and regulations. Some of these staffing firms improperly classify workers as 1099 contractors instead of W-2 employees. While this is often promoted as a cheaper solution, there are serious implications for workers, client properties, and staffing agencies that leaders in hospitality need to be aware of.

For more information, download our HSS Guide to Employee Classification. 

Frequently Asked Questions

Is using a staffing agency a shortcut around compliance?

No. There are many compelling reasons to utilize supplemental staffing, but cutting corners on compliance isn’t one of them. 

Do compliance violations rest solely on staffing agencies?

No. Depending on state and federal law, both the employer and the place of work are responsible for compliance. A reputable staffing firm should work in partnership with properties to ensure they are in compliance; not try to skirt responsibility. 

What exactly is compliance?

Compliance is a term that, in plain language, means making sure everyone is following the rules. These can be corporate rules or laws determined at the local, state, and federal level. These rules, regulations, and laws can encompass everything from safety training to drug testing to employment eligibility. 

Does compliance impact cost?

Ensuring that all aspects of recruiting and employment are compliant takes resources. But compliance, in the long term, results in a better work environment, a safer environment for workers and guests, and an operation that is protected from more serious costs and penalties that can come with compliance violations. 

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