Trivago Legal Counsel

Anja Honnefelder, Trivago`s Chief Human Resources Officer and Legal Counsel, explains the reasons for the hybrid policy and reveals the key policies the company has put in place to make it work. I am Chief People Officer at trivago and General Counsel. Together with the legal team, I have global responsibility for human resources, our talent and culture, and our recruitment efforts. Trivago is a global accommodation search that helps more than 120 million travelers find the perfect hotel every month. Our team of creative and focused minds from all corners of the world wake up every day to create a simple, easy-to-use and unbiased hotel search. Life at trivago is enjoyable but inspiring. It`s a place where we pride ourselves on learning from each other. We love what we do, but we don`t take ourselves too seriously – we make mistakes, but the urge to constantly improve is something we all possess. “It`s the worst of both worlds,” says Anja. “Going completely remote is easier [for meetings] because everyone is the same, everyone is on one screen, and all the information has to go through the screen. To continue this theme, Trivago also tried to create consistent work schedules and ensure that everyone – whether working from home in the office – is working in the same fixed and repeatable pattern. Home » Insights » Trivago pays $44.7 million in penalties for misleading consumers about hotel room rates Consumers should not be misled when online websites make recommendations.

Service: Competition and | Consumers| corporate and commercial | Corporate Governance Dispute Resolution and Litigation | Mergers and acquisitions | Regulatory Compliance and Investigations Sector: Hospitality, Tourism & Gaming Overall, a healthy work-life balance could better support your employees` resilience. If your company wants to keep going and build on the positive cultural changes created over the past 16 months, here are five ways to conscientiously keep workplace culture alive. “We`re trying to create incentives for people to interact and come to campus more often, even if it`s not the standard two days,” says Anja. “For example, we have a peer-to-peer worship system, and it is now linked to a coffee voucher. So if you did something really cool for another person, they can congratulate you via Slack and you get a coffee coupon, with the person who congratulated you, and you have coffee together at the office. The aim is to promote cooperation. This laissez-faire approach is very much in vogue. An increasing number of companies have introduced unlimited vacation days in recent months, many of which are remotely controlled. In fact, 47% of companies on Quartz`s most recent list of “Best Companies for Remote Work” offer unlimited vacations (the practice is even less common for “traditional” companies). “The talent and culture team has spoken to a lot of people in the company, people who have recently joined the company, people in between and people in between, asking them why they are here and what they like.

All of them mentioned their colleagues for at least one reason – they were able to meet these great people and have these strong relationships, and they learn from each other in a collaborative culture. This data point was so important that it was clearly an advantage, so we didn`t want to abandon that interaction. Experts in the accountability process agreed that in 66.8% of bids, the highest bids were selected as the best deals compared to cheaper alternative offers. “If we give this flexibility and freedom, there may always be a few people who abuse it. But we`ve learned that the trust you place in people is usually not abused, but valued, and people take it responsibly. If you`re working on an OKR system and someone consistently fails to achieve their goals, it won`t be right for the business in the long run. Only one person, a first employee of Trivago, is exempt from the agreement. “We are very careful with exceptions. The exceptions frustrate others who feel they are entitled to the same place of business, but ultimately are not. This creates a lot of complexity. With this approach, Trivago hopes to avoid problems that have been documented elsewhere.

Various articles have highlighted the downside of remote workers at meeting time. Remote workers feel left out, especially when they see their colleagues joking around the office. After-work drinks are back up and running, as are “Trivago Fridays,” where employees can delve into a specific topic and listen to live music. And every quarter, the company hosts a main event where everyone gets together to participate in a specific activity. One of them is known as the Trivago on Tour, a liaison exercise that invites all employees to spend two or three days in a surprise location. The case covers the period from 1 December 2016 to 13 September 2019 (relevant period). During the reporting period: One of the main priorities is to ensure fair and coordinated meetings. When teams are in the office, everyone is expected to attend the meeting in person.

If they are on one of their flexible days, everyone is supposed to call, even those who have decided to come to the office. This way, those who work remotely can see all the faces on the screen and everyone has the same visibility rights. When it comes to connecting with tech talent, here are three tips every business should consider. This approach may seem counterintuitive, a failure to maximize the benefits of remote work. The bottomless talent pool, 24-hour productivity, work-life balance that attracts young job seekers. But for Anja Honnefelder, Trivago`s management, the strength of company culture is just as important. One of ACCC`s top priorities remains to hold online businesses accountable for their representation to consumers and to ensure that consumers are fully aware of how these services actually work and what influences pricing. In August 2018, the ACCC filed a lawsuit against Trivago, and in January 2020, the Federal Court found that Trivago violated Australian consumer law by misrepresenting hotel room prices on its website and in television commercials. A complaint filed by Trivago was dismissed by the full court in November 2020 and the last sentence was handed down on April 22, 2022. However, Trivago is much more flexible when it comes to vacations. In fact, employees are allowed to take as much time as they want, as long as their supervisor approves it. When Twitter CEO Jack Dorsey told the world in May 2019 that his employees could now “work from home forever,” it almost sounded like a self-fulfilling prophecy.

Companies like Twitter had enabled remote work through their digital innovations; now these Silicon Valley giants would themselves lead the revolution. So it`s no wonder Trivago wants to stick with its hybrid model. Anja says the current approach is quite “rigid,” but adds, “Once the routine is established and people get used to face-to-face social interactions again and people also see the benefits of being on campus, we will interview our employees and see what they want to do.” There was a broad spectrum [in the polls]. Some people want to be completely remote, others really don`t want to work from home and try to bring back as much as possible the days when we all work on campus every day. But the majority of people said they would like to have two, maximum three days in the office and the rest flexible. “We did an analysis two or three years ago and the average number of vacation days [of Trivago employees] was about 32, slightly above average, but still quite in line with what other companies in Germany say is the maximum. In Germany, you usually have 25 to 30 days. “Productivity in the office is not always so noticeable, but it pays for later. You create relationships that will make you faster in the future because it`s easier to talk to other people in the company that you wouldn`t have met at home. A Federal Court penalty imposed on Trivago on April 22, 2022 sends a strong message to comparison sites that they must not mislead consumers when making recommendations. In recent months, more and more tech giants have followed Dorsey`s lead. According to the Build Remote website, Facebook, Slack, Upwork, Hubspot, and Microsoft have accepted remote work for at least some of their workforce.

But in the midst of the big migration, some tech companies have chosen to stay put, defying the zeitgeist by staying true to their old desktop models. Initially, the People Leadership team tested the concept of a “reunion week” every month. Everyone was expected at the office and received perks such as free food and physical education. However, feedback was mixed. People who don`t live near our offices liked it because they have the opportunity to move to other cities,” Anja recalls, “but people who live here and lead normal lives found it unnatural.” (a) Article 18: deceptive and deceptive conduct. (b) Section 29(1)(i): false or misleading information about the price of goods and services. (c) Article 34: misleading conduct as to the nature of the services. “We come from a personal culture,” says Anja, who joined Trivago in 2016 after working for law firm Freshfields Bruckhaus Deringer.

“That`s why we also have a huge head office, a beautiful campus with gymnasium, a rooftop running track, a canteen with 12 live cooking stations and subsidized fresh food. We did this because we are a very international company with more than 70 nationalities and we gather them all in our German headquarters.