6 templates by property type: independent, boutique, limited-service, full-service, bed and breakfast, and resort, with the FLSA exempt-status and primary-duty guidance generic templates skip. Download as DOCX.
A hotel general manager is the person ultimately accountable for an entire property, and the job looks completely different at a 20-room independent inn than at a 300-room branded hotel. Generic templates default to the large-property version and skip the question that actually matters for a small owner: how to scope the role for an independent property, and how the role is classified under wage-and-hour law. Get both right, and the posting attracts the right operator and keeps you out of a documented misclassification trap.
At FirstHR, we build templates for the small businesses that make this hire, the independent and boutique hotels, inns, and limited-service properties bringing on a GM without a corporate HR department. The six templates below cover the role by property type, each with an explicit FLSA classification call built in. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
Six free hotel general manager job description templates by property type: Independent/Boutique, Limited-Service, Full-Service, B&B/Inn, Resort, and Working Owner-Operator. A hotel GM is generally an exempt executive, but at a small property where the GM mostly works the floor, the primary-duty trap can make the role non-exempt. Pay runs roughly $52,000 to $127,000+ by property type. Download all six as a DOCX.
What Does a Hotel General Manager Do?
A hotel general manager runs the entire property: owning the budget, the team, the guest experience, and the financial results, and reporting to ownership. The role leads operations across front desk, housekeeping, and service, drives revenue metrics like occupancy, ADR, and RevPAR, and is ultimately accountable for how the hotel performs.
For the employer writing the posting, the scope is what to settle first, because it scales dramatically with property type. The closest federal occupation is lodging managers (SOC 11-9081), which spans everything from a hands-on inn manager to a luxury-resort GM. At a large property the GM leads department heads and owns the full P&L; at a small independent property the GM is hands-on, often working the desk while still carrying overall responsibility. That difference drives the pay, the requirements, and the wage-and-hour classification, which is why the templates below are organized by property type.
Hotel GM vs Hotel Manager vs Operations Manager
These titles sit at different levels, and choosing the right one sets the scope and authority candidates expect. Here is how they differ.
General Manager
Hotel Manager
Operations Manager
Scope
The whole property
A department or slice
Daily operations
Owns the P&L?
Yes, full ownership
No
No
Reports to
Ownership / regional VP
General manager
General manager
Typical FLSA
Exempt executive
Often exempt
Often exempt
The general manager owns the property and its results; the hotel manager and operations manager run functions beneath the GM. At a small property these can be one person, but in any larger operation they are distinct. The hotel manager template and the broader general manager template cover the adjacent roles.
Hotel GM Duties and Responsibilities
Hotel GM duties cluster into four areas: revenue and finance, team and operations, guest experience, and systems and compliance. A strong posting picks the responsibilities from each area that match your property type and size rather than listing every possible task.
Revenue & finance
Own the budget and the property P&L
Drive occupancy, ADR, and RevPAR
Control costs and labor against targets
Team & operations
Lead, schedule, and develop staff
Run front desk, housekeeping, and service
Handle hiring, training, and performance
Guest experience
Own guest satisfaction and review scores
Resolve escalations and service issues
Uphold brand or quality standards
Systems & compliance
Manage the PMS, bookings, and reporting
Ensure safety, licensing, and compliance
Oversee maintenance and vendors
The weight shifts by property: an independent GM covers all four areas hands-on, while a full-service or resort GM leads through department heads and weights strategy and P&L. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by property type. The core structure is the same across all six, but the scope, the team size, the pay, and the FLSA nuance differ enough that the matched version reads credibly and keeps you compliant. Use this guide to choose, then adjust.
Independent / Boutique
Owner-operated, under 50 rooms
The hands-on GM of an independent or boutique property: runs the whole operation close to the floor. Exempt, with the primary-duty trap to watch.
Limited-Service / Budget
Lean operations
For a budget or limited-service property: lean team, cost focus, occupancy, and brand-standard compliance. Exempt executive.
Full-Service
Rooms, F&B, events
For a full-service property: department heads, full P&L, F&B and events, GOP and OSS targets. A senior exempt leadership role.
Bed & Breakfast / Inn
Small, hands-on
For a B&B or inn: deeply hands-on management of a tiny operation. Classification depends on whether managing is the primary duty.
Resort
Multi-department, large team
For a resort: lodging, F&B, recreation, events, and amenities across a large team. A senior exempt executive role.
Working Owner-Operator
Manages and works
For the GM who both manages and covers shifts. The classic primary-duty trap: exempt only if managing is genuinely the primary duty.
Match the Template to the Property
Owner-operated boutique or independent under 50 rooms? Independent / Boutique. A budget or limited-service property? Limited-Service. Rooms, F&B, and events with department heads? Full-Service. A bed and breakfast or inn? B&B / Inn. A multi-department resort? Resort. A GM who both manages and covers shifts? Working Owner-Operator, and read the primary-duty trap carefully. Most are exempt executives; the B&B and working owner-operator versions need the primary-duty check.
6 Free Hotel General Manager Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: property and job summary, key responsibilities, qualifications, compensation with the classification note, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Independent/boutique, limited-service, full-service, B&B/inn, resort, and working owner-operator versions. All in one DOCX.
Template 1: Independent / Boutique Hotel GM
The hands-on GM of an independent or boutique property: runs the whole operation close to the floor. Exempt, with the primary-duty trap to watch.
Independent / Boutique Hotel General Manager Job Description
INDEPENDENT / BOUTIQUE HOTEL GENERAL MANAGER JOB DESCRIPTION
Property: __
Location: __ ([City, State])
Rooms: ______ | Reports to: [Owner / Ownership Group]
Employment type: Full-time
FLSA status: Exempt (executive)
Compensation: $______ [salary]
ABOUT [PROPERTY NAME]
[Two or three sentences about your independent or boutique property, its
size, style, and what makes it distinct. An independent GM wears many hats,
so describe the scope and the team they will lead.]
JOB SUMMARY
[Property Name] is hiring a General Manager to run our independent property:
owning the guest experience, the team, the budget, and day-to-day operations.
You will lead a small staff across front desk, housekeeping, and service,
hit revenue and occupancy goals, control costs, and uphold our standards. In
a property this size the GM is hands-on and close to every part of the
operation.
KEY RESPONSIBILITIES
•Own daily operations across front desk, housekeeping, and service
•Lead, schedule, and develop the property team
•Manage the budget, costs, and financial performance (P&L)
•Drive occupancy, ADR, and RevPAR against targets
•Own the guest experience and online reputation scores
•Handle hiring, training, and performance for staff
•Manage the property management system (PMS) and bookings
•Ensure safety, brand or quality standards, and compliance
REQUIRED QUALIFICATIONS
•[3+] years of hotel management or hospitality leadership experience
•Proven ability to run operations and lead a team
•Budget, revenue-management, and cost-control skills
•Familiarity with a PMS (Cloudbeds, Opera, or similar)
•Hands-on, guest-focused, and comfortable in a small property
•Available for evenings, weekends, and on-call as the property needs
COMPENSATION AND CLASSIFICATION
Compensation: $______ [salary]
This is an exempt executive role under the FLSA: the GM's primary duty is
managing the property, directing two or more staff, with hiring authority.
[Note the primary-duty trap below if the GM also does substantial
non-managerial work. See the classification section. This is general
information, not legal advice.]
Benefits: __
To apply, send your resume to __ by _.
[Property Name] is an equal opportunity employer.
Template 2: Limited-Service / Budget Hotel GM
For a budget or limited-service property: lean team, cost focus, occupancy, and brand-standard compliance. Exempt executive.
Limited-Service / Budget Hotel General Manager Job Description
LIMITED-SERVICE / BUDGET HOTEL GENERAL MANAGER JOB DESCRIPTION
For the GM who both manages and covers shifts. The classic primary-duty trap: exempt only if managing is genuinely the primary duty.
Working Owner-Operator General Manager Job Description
WORKING OWNER-OPERATOR GENERAL MANAGER JOB DESCRIPTION
Property: __
Location: __
Rooms: ______ | Reports to: [Owner / Ownership Group]
Employment type: Full-time
FLSA status: [Read the primary-duty trap carefully before classifying]
Compensation: $______ [salary]
JOB SUMMARY
[Property Name] is hiring a hands-on General Manager for our small property
where the GM both manages and works: leading the team and the operation while
also covering the front desk, helping with housekeeping, and pitching in
wherever needed. This is the realistic role at many small independent
properties, but the dual nature makes the FLSA classification something to
get right.
KEY RESPONSIBILITIES
•Manage daily operations, staff, and the budget
•Cover the front desk and guest service directly
•Pitch in on housekeeping and property tasks as needed
•Drive occupancy, revenue, and guest satisfaction
•Handle hiring, scheduling, and training
•Manage bookings, the PMS, and reporting
•Maintain the property and handle vendor relationships
•Ensure safety, licensing, and local compliance
REQUIRED QUALIFICATIONS
•Hospitality or small-property management experience
•Genuinely hands-on and willing to cover any role
•Budget, booking, and operations skills
•Comfortable with a small-property PMS
•Available for the wide hours a small property requires
COMPENSATION AND CLASSIFICATION
Compensation: $______ [salary]
[Critical: this role is the classic primary-duty trap. The executive
exemption applies only if managing is the GM's primary duty. If the GM spends
most of their time on non-managerial work like front desk, housekeeping, or
maintenance, the exemption can fail and the role becomes non-exempt and owed
overtime, even with a salary and a manager title. Hotels are a documented
misclassification litigation area. Classify by the actual primary duty and
consult counsel if unsure. This is general information, not legal advice.]
Benefits: __
To apply, send your resume to __ by _.
[Property Name] is an equal opportunity employer.
Is a Hotel General Manager Exempt or Non-Exempt?
This is the question generic hotel GM templates never answer, and for this role the answer is mostly reassuring with one important catch. A properly-classified hotel general manager is an exempt executive and not owed overtime, but a working GM at a small property can fall into a documented trap.
The executive exemption (DOL Fact Sheet #17B) covers an employee whose primary duty is managing the enterprise, who directs two or more employees, and who has hiring authority. The catch is the primary-duty test (Fact Sheet #17A): a title alone never creates an exemption. Here is how the common cases shake out.
GM whose primary duty is managing the property and staff
Exempt (executive)
A general manager whose primary duty is managing the enterprise or a recognized department, who customarily directs two or more full-time employees, and who has authority to hire and fire or whose recommendations carry particular weight, paid on a salary basis at or above the federal threshold, meets the executive exemption. This is the standard, properly-classified hotel GM, and the role is exempt from overtime.
GM at a small property who mostly works the floor
Watch the primary-duty trap
At a small independent property the GM often works the front desk, helps with housekeeping, and does substantial non-managerial work. The exemption turns on the primary duty, not the title. If most of the GM's time goes to hands-on, non-managerial work rather than managing, the exemption can collapse and the role becomes non-exempt and owed overtime, even on a salary. Hotels are a documented area for misclassification claims, so assess the actual day honestly.
Title says GM but the person does not direct staff or hire
Likely non-exempt
If a person carries the general manager title but does not customarily direct two or more employees and has no genuine authority or particular weight in hiring and firing, the executive exemption does not apply. A title alone never creates an exemption; all of the duties prongs must be met. Such a role is likely non-exempt and owed overtime.
State salary thresholds above the federal floor
Check state law
The federal exempt salary floor is $684 per week, but several states set higher thresholds. A small-property GM paid in the low $60,000s clears the federal floor but might fall below a state exempt-salary threshold in places like California, which would make the role non-exempt under state law regardless of duties. Confirm both the federal and the applicable state thresholds before classifying.
The federal salary floor for an exempt employee is $684 per week ($35,568 per year), which even the lowest-paid independent GMs clear, so for this role the exemption usually turns on duties rather than salary. The exception is a small-property GM who mostly works the floor, where the primary-duty test can flip the role to non-exempt, and states like California that set higher exempt-salary thresholds. The exempt versus non-exempt guide and the Fair Labor Standards Act overview explain the tests in more depth. This is general information, not legal advice.
Skills and Requirements
Hotel GM requirements scale with the property, from a versatile operator at an independent inn to a seasoned executive at a full-service hotel. Set the bar to the property type rather than defaulting to large-hotel standards.
Requirement
What to look for
Experience
2-3 years for independent; 5+ with department heads for full-service
Operations
Proven ability to run a property and lead a team
Finance
Budget, revenue management, and cost control; P&L at larger properties
Revenue metrics
Occupancy, ADR, RevPAR; GOP and OSS at larger properties
Systems
Property management system (Cloudbeds, Opera, or similar)
Classification
Exempt executive; check the primary-duty test for a working GM
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that express a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description. Avoid defaulting to large-hotel requirements for an independent property, which deters the versatile operators who fit it best. Once the posting is live, FirstHR stores the offer and onboarding records it generates. Applicant tracking is coming soon to manage the candidates a GM posting brings in.
Hotel General Manager Pay
Hotel GM pay is bimodal: modest at independent and budget properties, high at branded and luxury ones. Anchor your number to the specific property type and local market.
Median $68,130, but Bimodal by Property Type (BLS May 2024)
The closest federal occupation, lodging managers, had a median annual wage of $68,130 as of BLS May 2024, with the lowest 10 percent under $39,490 and the highest 10 percent over $126,990 (U.S. Bureau of Labor Statistics). A GM at a small independent or budget property typically earns roughly $52,000 to $75,000, while branded, full-service, or luxury GMs can reach $110,000 to well over $200,000. Salary aggregators report US averages in the high $80,000s to low $90,000s because they over-sample branded and urban properties.
Translating the range into an offer: use the lower band, roughly $52,000 to $75,000, for an independent, boutique, or limited-service property, and the higher band for full-service or luxury. Benchmark to your property type and local market, and include a salary range where your state's pay-transparency law requires it.
Hiring a GM for a Small Independent Hotel
A branded hotel hires its GM through a corporate or regional structure with full HR support. A small independent hotel, boutique property, inn, or B&B has the owner doing it personally, with no HR, and a classification nuance most templates never flag. Here is how to approach the posting and the hire for that reality.
Hotel GM, hotel manager, and operations manager are different roles
The general manager runs the whole property, owning the budget, the team, the guest experience, and the bottom line, and reports to ownership. A hotel manager is typically a lower-level, department or operational manager who reports to the GM and runs a slice of the operation rather than the whole property. A hotel operations manager oversees daily operations and reports to the GM, without full profit-and-loss ownership. These are not interchangeable, and a posting that conflates them either over-scopes a department role or under-scopes the top job. Decide whether you are hiring the person who owns the entire property and its results, or a manager who runs a function under that person, then use the matching title and template so candidates understand the actual scope and authority.
A hotel GM is an exempt executive, but the working GM at a small property is a trap
Unlike most roles a small business hires, a properly-classified hotel general manager is an exempt executive: they manage the enterprise, direct two or more employees, and have hiring authority, so they are salaried and not owed overtime. That means the usual overtime-tracking pitch does not apply here. But there is a real and well-documented trap at small properties. When the GM spends most of their time working the front desk, cleaning rooms, or doing other hands-on, non-managerial work, the exemption turns on the primary-duty test, and if managing is not actually the primary duty, the exemption can collapse and the GM becomes non-exempt and owed overtime, even with a salary and a manager title. Hotels are a documented area for misclassification claims, and courts have held hotel managers personally liable for wage violations. The practical takeaway for a small property is to assess the GM's real day honestly: if they genuinely run the operation, they are exempt; if they mostly do the work, classify and pay accordingly. Several states also set higher exempt-salary thresholds than the federal floor. This is general information, not legal advice.
A small independent hotel, B&B, or inn is hiring this without HR
Tens of thousands of US lodging properties are small, independent businesses, boutique hotels under 50 rooms, bed and breakfasts, inns, and limited-service motels, that fit squarely in the small-business range and have no HR department. The owner or ownership group hires the GM directly, often as the property's most important single hire, and then needs to onboard them into a role that touches money, staff, and guest data from day one. That is what FirstHR streamlines. Send the offer letter and collect a signature with e-signature, run a repeatable onboarding workflow that captures the I-9, W-4, and any confidentiality or systems-access acknowledgments, assign brand-standard and safety training through training modules, and keep the signed documents organized in document management. The GM can then use the same onboarding workflows for the front desk and housekeeping staff they hire. To be clear on scope, FirstHR is an onboarding and HR platform; it does not run payroll, time tracking, scheduling, or a property management system, so pair it with those tools. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same details become the offer and onboarding, with two things worth getting right early for this role: documenting the exempt-executive classification against the actual primary duty, and giving the new GM clean access to the systems and authority they need to run the property.
Send the offer
Confirm the role, salary, classification, and start date in writing, and get the offer signed. An offer letter template makes it fast.
Document the classification
Record the exempt-executive basis from the actual primary duty, and note the state threshold check for the property's location.
Grant access and authority
Set up PMS, banking, and systems access, with confidentiality and authority acknowledgments signed and stored.
Onboard for the property
Brand standards, safety, and operations training, plus a first-week plan, so the new GM is ready to lead the team.
Once your offer is ready, the offer letter template handles the core terms, an onboarding template gives the new GM a structured start, and the new hire paperwork guide covers the I-9, tax forms, and state reporting. FirstHR connects the offer, signatures, systems-access acknowledgments, onboarding workflow, and document management in one place so a small independent property can run the full hire-and-onboard cycle, and the new GM can then use the same workflows to onboard the front desk and housekeeping staff they hire. FirstHR is an onboarding and HR platform, not a payroll, time-tracking, or property-management system, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A hotel GM runs the whole property and owns the P&L; the role looks very different at an independent inn than at a branded full-service hotel.
Use the template that matches the property type: independent/boutique, limited-service, full-service, B&B/inn, resort, or working owner-operator.
A properly-classified hotel GM is an exempt executive and not owed overtime, unlike most small-business roles.
Watch the primary-duty trap: a small-property GM who mostly works the floor rather than managing can lose exempt status and become owed overtime.
Distinguish the GM (owns the property) from a hotel manager or operations manager (run functions under the GM).
Pay is bimodal: roughly $52,000 to $75,000 at independent and budget properties, $110,000 and up at branded, full-service, and luxury ones.
Frequently Asked Questions
What does a hotel general manager do?
A hotel general manager runs the entire property, owning the budget, the team, the guest experience, and the financial results. Day to day that means leading operations across front desk, housekeeping, and service, managing the budget and controlling costs, driving occupancy and revenue metrics like ADR (average daily rate) and RevPAR (revenue per available room), owning guest satisfaction and online review scores, handling hiring, training, and performance for staff, managing the property management system and bookings, and ensuring safety, brand or quality standards, and compliance. At a large full-service hotel the GM leads a team of department heads and owns the full profit and loss. At a small independent property the GM is far more hands-on, often working the front desk and pitching in across the operation while still carrying overall responsibility. The scope scales with the property, but the GM is always the person ultimately accountable for how the hotel performs.
What is the difference between a hotel general manager and a hotel manager?
They are related but distinct roles at different levels. A hotel general manager runs the whole property and is ultimately accountable for its operations, finances, team, and guest experience, reporting to ownership or a regional executive. A hotel manager is typically a lower-level role that reports to the general manager and runs a department or a slice of daily operations rather than the entire property. In a small property the two can blur into one person, but in any property large enough to have both, the GM owns the property and its profit and loss while the hotel manager handles operational execution under the GM's direction. A hotel operations manager is similar to the hotel manager: it oversees daily operations and reports to the GM, without full profit-and-loss ownership. For hiring, the distinction matters because it sets the scope, the pay, and the authority. If you need the person ultimately responsible for the whole property, hire a general manager; if you need a manager to run operations under that person, hire a hotel or operations manager.
Is a hotel general manager exempt or non-exempt from overtime?
A properly-classified hotel general manager is an exempt executive under the Fair Labor Standards Act and is not owed overtime. The role meets the executive exemption because its primary duty is managing the enterprise, it customarily directs two or more full-time employees, and it carries hiring and firing authority, and the GM is paid on a salary basis above the federal threshold of $684 per week. That is the standard case. There is an important exception, though, at small properties. The exemption turns on the primary-duty test, so if a GM at a small independent hotel, inn, or B&B actually spends most of their time on non-managerial work like covering the front desk, cleaning rooms, or doing maintenance, the exemption can collapse and the role becomes non-exempt and owed overtime, even with a salary and a manager title. Hotels are a documented area for misclassification claims. So the answer is exempt for the genuine manager, but watch the primary-duty trap when the GM mostly does the work rather than managing it. This is general information, not legal advice.
How much does a hotel general manager make?
Hotel general manager pay varies enormously by property type and size, which produces a bimodal range. The closest federal occupation, lodging managers, had a median annual wage of $68,130 as of BLS May 2024, with the lowest 10 percent under $39,490 and the highest 10 percent over $126,990. That median skews toward the small and independent end because it includes thousands of small-property and limited-service managers. A GM at a small independent or budget property typically earns roughly $52,000 to $75,000, while GMs at large branded, full-service, or luxury properties can earn anywhere from about $110,000 to well over $200,000. Salary aggregators report US averages in the high $80,000s to low $90,000s because they over-sample branded and urban properties. For a posting, benchmark to your specific property type and local market: use the lower band for an independent or limited-service property and the higher band for full-service or luxury, and include a salary range where your state's pay-transparency law requires it. This is general information, not legal advice.
What qualifications does a hotel general manager need?
Hotel general manager qualifications scale with the property. Across the board, employers look for proven hotel or hospitality management experience, the ability to run operations and lead a team, budget and revenue-management skills, familiarity with a property management system such as Cloudbeds or Opera, and a guest-focused, hands-on mindset. For a small independent property, two or three years of hospitality leadership and genuine versatility often suffice, since the GM wears many hats. For a full-service hotel or resort, employers typically want five or more years of management including department-head leadership, full profit-and-loss experience, and often a degree in hospitality or business. Revenue-management fluency matters at every level: understanding occupancy, ADR, RevPAR, and, at larger properties, Gross Operating Profit and guest-satisfaction scores. For a posting, set the experience bar to the property type rather than defaulting to large-hotel requirements, since over-specifying will deter the versatile operators who thrive at small independent properties. This is general information, not legal advice.
What should a hotel general manager job description include?
A strong hotel general manager job description starts by naming the property type, whether independent, boutique, limited-service, full-service, B&B, or resort, since the scope and pay differ widely, then includes a property summary, a job summary that makes the scope of ownership clear, and responsibilities grouped into revenue and finance, team and operations, guest experience, and systems and compliance. Use hospitality-specific language that signals you understand the role: occupancy, ADR, RevPAR, P&L ownership, brand-standard compliance, guest-satisfaction scores, and PMS proficiency. State the FLSA status, noting that the GM is generally an exempt executive but flagging the primary-duty consideration for a working GM at a small property, and include a salary range where your state requires it. The compliance clarity, confirming exempt status and explaining the primary-duty trap, is exactly what generic templates omit and what protects a small owner from misclassification risk. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
Do small independent hotels hire general managers?
Yes, small independent hotels are core employers of general managers, and they make up a large share of the US lodging industry. Tens of thousands of US properties are small, independent businesses: boutique hotels under 50 rooms, bed and breakfasts, inns, and limited-service motels, many with staff counts in the small-business range. A mid-size independent property with 15 to 50 rooms and 20 to 50 staff genuinely hires a salaried GM and needs a proper job description, and that is the sweet spot for this role. At the very smallest properties the GM is sometimes the owner, who may be documenting their own role rather than hiring, but the broad middle of independent and boutique properties hire dedicated GMs regularly. For these owners, the GM is often the single most important hire they make, since that person will then run the property and hire and onboard the rest of the team. The independent and boutique framing, rather than the large branded-hotel default, is exactly what most generic templates miss.
Can a hotel GM at a small property lose their exempt status?
Yes, and this is the single most important compliance point for a small property. Exempt executive status depends on the primary-duty test, not the job title or the salary. A GM at a small independent hotel, inn, or B&B who carries the manager title and a salary but actually spends most of their working time on non-managerial tasks, covering the front desk, cleaning rooms, serving breakfast, doing maintenance, may fail the primary-duty test, in which case the executive exemption collapses and the GM becomes non-exempt and legally owed overtime for hours over 40 in a week. Hotels are a documented area for wage-and-hour misclassification claims, and courts have held hotel managers personally liable for failing to pay overtime to staff. The practical guidance for a small property is to assess the GM's real day honestly: if managing the property is genuinely their primary duty, the exemption holds; if they mostly do the hands-on work, classify and pay them as non-exempt. Also check your state's exempt-salary threshold, which may be higher than the federal floor. This is general information, not legal advice.
