Here are some resort brand names in the country. Some resorts like Gaakoshibee by Mariot, Kandooma by Holiday Inn are working against time to finish the construction project to open the resort in earnest by 2010 or earlier. Still there are re-branded resorts like Zitahli and Adaaran which is only a name change and nothing else.
||Boduhuraa, Dhigufinolhu, Veligandu huraa, Kihaavah (shortly opening)
||Ihuru & Vabbinfaru & Madivaru & velavaru:
|Como Hotels and Resorts
||Moofushi & Halaveli
||Landaa Giraavaru & Kuda Huraa:
||Irufushi & Rangali
||Kandooma & Holiday Inn Male’
|Jumeirah (opening in 2010)
||Bolifushi / Meradhoo
|Marriot (opening in 2011)
||Kunfunadhoo (Sonevafushi) &laamu & Gili
||(coral now vivanta) & Emboodhoo finolhu (exotica)
|Waldof Astoria -Beach House
What would happen if the this were to happen? Would indeed this happen and who would benefit most? These are all important questions easier to be asked than to be answered as is the case with most questions that are answerable. As for the fact that the law is binding and compliance is required is a mere statement on paper. What is supposed to happen is for the employers to find fault with the law (as had already happened) and find ways to water down the law to suit them. This is nothing new. Rule of law is applicable to the masses. To the elites same law would have to be customized to suit their needs. Hence MATI with its loyal fat business clientèle has summoned their fat legal team and are said to be discussing changes to labor law. One should not be too much surprised if they have it their way because there is very little awareness in the public about how serious the implications of these issues will be.
In the short term all resort managements will do their part in conforming to labor law provisions some with obvious signs of feet dragging while others taking things in their stride. Those resorts who would not find much difficulty implementing the law requirements would mostly be the big already reputed to be good to staff resorts such as W, Four Seasons, Banyan Tree etc. What that is easier for these resorts to adjust is the portion of service charge to staff of which they were distributing a bigger percentage to staff than the other resorts which are renown for notoriety to staff such as Universal group resorts and Villa and Champa group resorts. These resorts would have to find ways to adjust their accounts to where service charge was involved as service charge is to be wholly distributed staff by law.
As for the other requirements such as the 48 hour week all the talk that was then prevalent is now reversed by a turn of 180 degrees. The industry bosses had predicted that the resorts would have to take on additional staff to comply with time restrictions of the law which at present seems not to be the case. In fact most Human Resources departments in resorts are now compiling lists of redundant staff citing compliance to labor law requires them to cut cost which means job cuts .
Whatever will be will be and the coming weeks and months will show where the industry heading. In the bigger picture the prospects doesn’t seem to be all sad and gloomy as compliance to labor laws will inevitably force some unwilling hands of the tourism industry from the economic slavery they have been subjecting our fellow resort workers for some long long time.