Exhibit 10.4


Collective Bargaining Agreement


Between


Greektown Casino, LLC


And


Casino Hotel Industry Police

(CHIP)

Amalgamated Local #1227


The International Union, Security Police Fire
Professionals

Of America

(SPFPA)


JUNE 13, 2008-JUNE 13, 2012






TABLE OF CONTENTS


	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 PAGE
 NUMBER

 	
  

 	
 ARTICLE

 	
  

 	
 TITLE

 	
  

 
	

 


 	
  

 	

 


 	
  

 	

 


 	
  

 
	
 1

 	
  

 	
 Article 1

 	
  

 	
 Preamble

 
	
 1

 	
  

 	
 Article 2

 	
  

 	
 Purpose
 of the Agreement

 
	
 1

 	
  

 	
 Article 3

 	
  

 	
 Recognition
 and Coverage

 
	
 1

 	
  

 	
 Article 4

 	
  

 	
 Severability

 
	
 1

 	
  

 	
 Article 5

 	
  

 	
 Union
 Security

 
	
 2

 	
  

 	
 Article 6

 	
  

 	
 Dues
 Check-Off

 
	
 3

 	
  

 	
 Article 7

 	
  

 	
 Management
 Rights 

 
	
 5

 	
  

 	
 Article 8

 	
  

 	
 Union
 Representation

 
	
 7

 	
  

 	
 Article 9

 	
  

 	
 Fair
 Employment Practices

 
	
 7

 	
  

 	
 Article
 10

 	
  

 	
 Safety,
 Security, and Health

 
	
 8

 	
  

 	
 Article
 11

 	
  

 	
 Bulletin
 Boards

 
	
 8

 	
  

 	
 Article
 12

 	
  

 	
 Hours of
 Work and Overtime

 
	
 9

 	
  

 	
 Article
 13

 	
  

 	
 Seniority

 
	
 11

 	
  

 	
 Article
 14

 	
  

 	
 Layoff
 and Recall

 
	
 12

 	
  

 	
 Article
 15

 	
  

 	
 Discipline

 
	
 14

 	
  

 	
 Article
 16

 	
  

 	
 Grievance
 Procedure

 
	
 17

 	
  

 	
 Article
 17

 	
  

 	
 Labor/Management
 Committee

 
	
 17

 	
  

 	
 Article
 18

 	
  

 	
 No
 Strikes/Lockouts

 
	
 18

 	
  

 	
 Article
 19

 	
  

 	
 Job
 Openings and Bidding

 
	
 18

 	
  

 	
 Article
 20

 	
  

 	
 Lunch and
 Relief

 
	
 18

 	
  

 	
 Article
 21

 	
  

 	
 Uniforms
 and Equipment

 
	
 20

 	
  

 	
 Article
 22

 	
  

 	
 Wages

 
	
 21

 	
  

 	
 Article
 23

 	
  

 	
 Gaming
 Licenses

 
	
 21

 	
  

 	
 Article
 24

 	
  

 	
 Training 

 
	
 24

 	
  

 	
 Article
 25

 	
  

 	
 General
 Provisions

 
	
 30

 	
  

 	
 Article
 26

 	
  

 	
 Letter of
 Understanding

 
	
 31

 	
  

 	
 Article
 27

 	
  

 	
 Funeral
 Leave 

 
	
 31

 	
  

 	
 Article
 28

 	
  

 	
 Health
 and Insurance Benefits

 
	
 35

 	
  

 	
 Article
 29

 	
  

 	
 401(K)
 Retirement Plan

 
	
 37

 	
  

 	
 Article
 30

 	
  

 	
 Dependent
 Care and Work-Life

 
	
 38

 	
  

 	
 Article
 31

 	
  

 	
 Leaves of
 Absence

 
	
 43

 	
  

 	
 Article
 32

 	
  

 	
 Jury Duty
 or Court Appearance

 
	
 44

 	
  

 	
 Article
 33

 	
  

 	
 Michigan
 Gaming Control Board

 
	
 45

 	
  

 	
 Article
 34

 	
  

 	
 Successorship

 
	
 46

 	
  

 	
 Article
 35

 	
  

 	
 Permanent
 Facility

 













	
 46

 	
  

 	
 Article
 36

 	
  

 	
 Non-Disclosure
 of Information

 
	
 47

 	
  

 	
 Article
 37

 	
  

 	
 Terms of
 Contract Renewal 

 
	
 48

 	
  

 	
  

 	
  

 	
 Dedication
 Page

 
	
 49

 	
  

 	
 Side
 Letter #1

 	
  

 	
 Article
 20 Lunch and Relief

 
	
 50

 	
  

 	
 Addendum
 I

 	
  

 	
 Dues
 Authorization Card

 
	
 51

 	
  

 	
 Side
 Letter #2

 	
  

 	
 Merger of
 Outside & Inside Classification

 
	
 52

 	
  

 	
 Side
 Letter #3

 	
  

 	
 Hotel
 Security

 
	
 53

 	
  

 	
 Side
 Letter #4

 	
  

 	
 EMT
 Issues

 
	
 54

 	
  

 	
 Side
 Letter #5

 	
  

 	
 Minor
 Access into the Casino

 
	
 55

 	
  

 	
  

 	
  

 	
 Memorandum
 of Understanding

 
	
 56

 	
  

 	
  

 	
  

 	
 Topics of
 Understanding

 
	
 59

 	
  

 	
  

 	
  

 	
 Complete Agreement

 









ARTICLE 1

Preamble


	
  

 	
  

 
	
 1.1

 	
 This
 Agreement is entered into by and between Greektown Casino, LLC., dba
 Greektown Casino (Referred to as “Greektown Casino” or the “Company” or
 “Employer”) and the INTERNATIONAL UNION, SECURITY, POLICE, FIRE PROFESSIONALS
 OF AMERICA (IUSPFPA), and its Amalgamated Local #1227 (hereinafter referred
 to as the “Union”). Except as otherwise expressly provided herein, the
 provisions of this Agreement shall be effective upon execution by the
 parties.

 


ARTICLE 2

Purpose of the Agreement


	
  

 	
  

 
	
 2.1

 	
 It is the
 intent and purpose of the parties hereto set forth the basic agreement
 covering rates of pay, hours of work, and all other conditions of employment
 to be observed between the parties hereto. The Company, the Union and
 Security team members, as defined in ARTICLE 3, 3.1, Recognition and
 Coverage, must abide by the conditions agreed herein.

 


ARTICLE 3

Recognition and Coverage


	
  

 	
  

 
	
 3.1

 	
 The Company
 recognizes the Union as the exclusive collective bargaining agent for all
 non-supervisory Security team members. The term or “team member” as used in
 this Agreement includes all hourly paid Security Officers, Outside Security
 Guards, Hotel Security Officers, Security EMT Officers, Night Club Security
 Officers, and all team members who work under this Agreement, but excluding
 Lead Security Officers, Security Investigators, Supervisors, Managers,
 Directors, Office Clericals, and Security Training Coordinators.

 


ARTICLE 4

 Severability


	
  

 	
  

 
	
 4.1

 	
 Should it be
 determined that any provision of this Agreement violates or conflicts with
 State or Federal law, such provision shall be null and void, but the reminder
 of this Agreement shall remain in effect (including but not limited to
 Michigan Gaming Control Board (MGCB) Administrative Rules, or MGCB’s Minimum
 Internal Control Standard, and/or “The Company’s” Internal Control
 Standards).

 


ARTICLE 5

Union Security


	
  

 	
  

 
	
 5.1

 	
 All team
 members shall, as a condition of employment, beginning on their 30th calendar
 day of employment, join the Union. The team members will be allowed a grace
 period of ten (10) calendar days past the 30th calendar day of
 employment to join the Union.

 


 Page
1









	
  

 	
  

 	
  

 
	
 5.2

 	
 Team members
 meet the requirement of being members in good standing of the Union, within
 the meaning of this Article, by tendering the periodic dues and initiation
 fees uniformly required as a condition of acquiring or retaining membership
 in the Union, or in the alternative, by tendering to the Union financial core
 fees and dues, as defined by the U.S. Supreme Court in NLRB v. General Motors
 Corporation, 373 U.S. 734 (1963) and Beck v. Communications Workers of
 America, 487 U.S. 735 (1988).

 
	
  

 	
  

 	
  

 
	
 5.3

 	
 Team members
 who are rehired, reinstated, or transferred into positions covered by the
 term of the Agreement, fall under Section 5.2.

 
	
  

 	
  

 	
  

 
	
 5.4

 	
 Team members
 who are on their ninety day (90) probationary period, will join the Union as
 stated in Section 5.1. But only to the extent that they are paying the
 periodic dues and initiation fees uniformly required of all Union members.

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 These
 probationary team members will be fully covered under this agreement on their
 ninety-first (90th) day of employment. 

 


ARTICLE 6

Dues Check-Off


	
  

 	
  

 
	
 6.1

 	
 The Company
 agrees to deduct from one pay period of each month, Union Membership dues and
 initiation fees levied by the Union for each team member who has executed an
 authorization card for such deductions. The Union shall advise the Company in
 writing as to what the initiation fees and the membership dues are.

 
	
  

 	
  

 
	
 6.2

 	
 All sums
 collected in accordance with such signed authorization cards shall be
 remitted by the Company to the Financial Secretary/Treasurer of the Local
 Union No. 1227 no later the 15th of the month subsequent to the
 month in which such sums were deducted by the Company.

 
	
  

 	
  

 
	
 6.3

 	
 The Company
 will notify the Union on a monthly basis of all new hires and terminations.

 
	
  

 	
  

 
	
 6.4

 	
 The dues
 check-off authorization card is to be executed and furnished to the Company
 by the Union. A copy of the Official Union Dues Authorization for check-off
 of dues shall be attached to and be made part of this Agreement as an
 appendix. No other form shall be accepted by the Company unless a substitute
 is mutually agreed upon by the parties. The Company shall deduct Union dues
 from a team member’s pay check provided that an executed dues check-off
 authorization 

 


Page 2









	
  

 	
  

 	
  

 
	
  

 	
 card is
 received by the 15th of the month proceeding the month during
 which deductions are to commence. If the authorization card is received after
 the 15th of the month, the Company will make every reasonable
 effort to deduct the dues as soon as practicable.

 
	
  

 	
  

 	
  

 
	
 6.5

 	
 The Union
 accepts full responsibility for authenticity off each dues check-of card
 submitted by the Union to the Company. Any dues check-off cards which are
 incomplete or found to be in error shall be disregarded by the Company, and
 returned to the Union for correction.

 
	
  

 	
  

 	
  

 
	
 6.6

 	
 The Union
 agrees that upon receipt of proof, that any Union deductions made by the
 Company that have been incorrectly transmitted to the Union, will be refunded
 to the team member by the Union. The Union further agrees to indemnify the
 Company and hold it harmless against any and all claims, suits, demands or
 other forms of liability which may be made against it by any party for
 amounts deducted from wages as herein provided, or any other conduct
 authorized or required by ARTICLE 5 or 6.

 
	
  

 	
  

 	
  

 
	
 6.7

 	
 No
 deductions of the Union dues will be made form the wages of any team member
 who has been transferred to a job classification not covered under this
 Agreement, or who is on non-active pay status.

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Upon return
 to job classification covered under this Agreement, deductions from future
 wages shall be automatically resumed, provided that the team member has not
 revoked his/her status in accordance with this Agreement and the National
 Labor Relations Act, as amended.

 
	
  

 	
  

 	
  

 
	
 6.8

 	
 Deductions
 of membership dues shall be made, provided there is a balance in the check
 sufficient to cover the amount after all other deductions authorized by the
 team member or required by law have been satisfied. In the event of
 termination of employment, the obligation of the Company to collect dues
 shall not extend beyond the period covered by the team member’s last check. 

 


ARTICLE 7

Management Rights


	
  

 	
  

 	
  

 
	
 7.1

 	
 Management
 of the Company and direction of the security force is exclusively the right
 of the Company.

 
	
  

 	
  

 	
  

 
	
 7.2

 	
 The
 Company’s rights include the right to:

 
	
  

 	
  

 
	
  

 	
 A.

 	
 Hire.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Determine
 the number of and location of posts.

 


 Page
3 









	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Direct the
 working forces and manage the Company.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 D.

 	
 Assign work.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 E.

 	
 Discontinue,
 temporarily or permanently, any posts.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 F.

 	
 Promote,
 demote, transfer, discharge, discipline or suspend for Just Cause.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 G.

 	
 Require team
 members to observe reasonable Company rules and regulations presently in
 effect, or any changes or modifications that may occur.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 H.

 	
 Determine
 the size of the work force, including the number of team members assigned to
 any particular shifts.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 I.

 	
 Determine
 when overtime shall be worked.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 J.

 	
 The Company
 shall have just cause to discipline, suspend, discharge and deny
 employment, reemployment and/or reinstatement of any team member,

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1. 

 	
 pursuant to
 the direction, requirement or order of the Michigan Gaming Control Board
 and/or its representatives or agents; 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2. 

 	
 due to the
 team member’s failure to procure and/or maintain a current, valid
 occupational license issued by the appropriate government agency; and/or

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3. 

 	
 pursuant to
 the direction, requirement or order of any governmental agency, office,
 regulatory body or court, and/or its representatives or agents, which has
 jurisdiction over the Greektown Casino. The Union will be provided with
 documentations of any of the above actions, whenever such documentation is
 provided to the Company, and is authorized for release.

 
	
  

 	
  

 	
  

 	
  

 
	
 7.3

 	
 Except as
 specifically modified in this Agreement, all rules, policies and obligations
 established by the Company, which are currently in effect, shall be
 applicable to the Security team members covered by the terms of this
 Agreement, including but not limited to the Company’s drug testing policy.
 Provided, however, that in the event of a conflict between any provision of
 this collective bargaining agreement and a rule, policy or obligation established
 by the Company, the provision contained in this collective bargaining
 agreement shall control. The Union may grieve and/or arbitrate the
 reasonableness of Company rules, policies
 and obligations applicable to Security team members covered by the
 terms of this Agreement, promulgated in the future. In addition, the Union
 will receive fourteen (14) days
 advance written notice of changes to disciplinary rules. Upon the Union’s
 request, the parties shall meet and discuss the same. In the event that such
 discussions have not concluded and/or issues or objections are unresolved,
 the Employer can implement the changed disciplinary rules.

 






 Page
4





ARTICLE 8

Union Representation


	
  

 	
  

 	
  

 
	
 8.1

 	
 All new team
 members are required to attend a Company new hire orientation session. A
 representative of SPFPA will be allowed the opportunity to meet with new team
 members in the Security Officer position after the end of the orientation
 session, for a period of up to thirty (30) minutes. A team member’s
 participation in such meeting shall be voluntary. Time spent in such meeting
 shall not be paid by the Company and shall not be considered “hours worked”
 for any reason.

 
	
  

 	
  

 	
  

 
	
 8.2

 	
 Not more
 than two (2) team members and one (1) alternate team member from shift will
 be selected as Stewards by the Union. In addition, one (1) team member will
 be selected as Chief Seward to represent all the shifts.

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 The Union
 may appoint team members as Acting Stewards when required.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 The Union
 will keep the Company advised, in writing, of the identity of the Union
 Stewards, as well as the local executive board members representing the
 Union.

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Only team
 members who are currently holding these positions will be recognized by the
 Company as representing the Union.

 
	
  

 	
  

 	
  

 
	
  

 	
 D.

 	
 The Union
 shall advice the Company in writing regarding the scope and Limitation of the
 Stewards’ and Chief Steward’s authority.

 
	
  

 	
  

 	
  

 
	
 8.3

 	
 Designated
 Stewards will be permitted to inspect team members’ Human Resource records
 only with written permission of the affected team member(s), subject to the
 requirements of law and limitations imposed by any legal or regulatory body,
 agency or office.

 
	
  

 	
  

 	
  

 
	
 8.4

 	
 The Company
 shall allow the designated Union Stewards a reasonable amount of time during
 normal working hours, without loss of regular pay, for the purpose of
 performing their designated grievance procedure functions in their respective
 areas on the premises of the Company. The Union Steward’s activities may not
 interfere with regular business operations. Union Stewards shall be permitted
 reasonable access to the members they represent. The Union Steward shall
 obtain prior approval (which shall not be unreasonably withheld) from the
 appropriate supervisor(s) prior to entering a work area for the purpose of
 investigating grievances. The Union Steward shall indicate in a manner
 prescribed by the Company time spent engaging in such activities. Such time
 off from work shall only be taken when the matter reasonably cannot be
 handled during non-working time and shall not interfere with the operation of
 the business. Steward shall be excused from work to attend union meeting
 without pay upon giving at least reasonable notice to the Employer.

 


 Page
5 









	
  

 	
  

 	
  

 
	
 8.5

 	
 Official
 representatives of the Union, with prior notification and permission of the
 Company which shall not be unreasonably withheld, subject to the requirements
 of law and limitations imposed by any court or regulatory body, agency or
 office, its agents or representatives, will be allowed to visit employees on
 the job for the purpose of determining that this Agreement is being upheld,
 provided that a Company representative is available to escort the Union
 Representative.

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 The Company
 shall provide written notification to the Union regarding the entrance(s)
 through which Union representatives shall enter, and badging or other
 requirements, if any as imposed by a court or regulatory body, agency or
 office. Union representatives shall comply with the terms set forth in the
 Company’s written notification, which may be modified from time to time, as
 provided above. The Company will provide a Company Representative to escort
 and remain with the Union Representative during the Union Representative’s
 visit.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 The Company,
 upon written request of the Union, will make a reasonable attempt to arrange
 access for the Union representatives to enter restricted areas for
 examination of the facility in connection with a specific grievance or
 dispute.

 
	
  

 	
  

 	
  

 
	
 8.6

 	
 Union
 officials and stewards may be allowed reasonable time off to attend Union
 functions without pay, provided there is at least five days written notice to
 the Company and provided that such absence would not interfere with business
 operations. Such time off will count as hours worked for the purpose of
 vacation accrual.

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 The number
 of team members absent under this Paragraph shall not exceed two (2) team
 members, per shift, on any one date.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 An exception
 being an unusual circumstance not allowing the proper notice.

 
	
  

 	
  

 	
  

 
	
 8.7

 	
 No team
 member shall engage in Union business during working hours unless authorized
 in writing by the Company.

 
	
  

 	
  

 	
  

 
	
 8.8

 	
 The Company
 will in no way discriminate against:

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Any team
 member for presenting a grievance;

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Any
 authorized Union representative, who from time to time may represent Another
 team member(s).

 






Page 6









	
  

 	
  

 	
  

 	
  

 
	
 8.9

 	
 To permit
 the Union to properly and efficiently carryout its responsibilities, the
 Employer shall provide the following information to the union:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 a.

 	
 When a Team
 Members are hired into the bargaining unit, the Employer shall provide to the
 Union the Team Members name, Social security number, address, department,
 phone number, job title, date of birth, sex, and hire date.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 b.

 	
 Upon
 request, the employer, in accordance with the National Labor Relation Act
 will provide the Local Union President with relevant information and access
 the video necessary to process grievance.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 c.

 	
 The Employer
 shall furnish the Union with a monthly list of all Team Members in the
 bargaining unit, including each Team Member’s name, birth, sex, job status,
 and date of hire. This report shall be in computer-readable electronic form
 in an agreed upon format.

 


ARTICLE 9

Fair Employment Practices


	
  

 	
  

 
	
 9.1

 	
 The Union
 and the Company agree not to engage in any discrimination which is prohibited
 under State or Federal Law. 

 
	
  

 	
  

 
	
 9.2

 	
 The Company
 may establish a supervisory mentoring program, in which team members may
 volunteer to or be encouraged to participate.

 
	
  

 	
  

 
	
 9.3

 	
 The Union
 and the Employer agrees that courtesy in day to day communications between
 Employees, Supervisors, and Managers of the Employer should always be present
 in Employer-Employee relationships. The Union and the Employer agree that
 Employees, Supervisors, and Managers should treat each other with dignity and
 respect at all times.

 


ARTICLE 10

Safety, Security, and Health


	
  

 	
  

 
	
 10.1

 	
 It is the
 policy of the Company to provide the team members with a safe working
 environment in compliance with applicable law and good common sense. All team
 members are required to comply with safety codes and requirements regarding
 the wearing of safety and protective equipment in performance of duties.

 
	
  

 	
  

 
	
 10.2

 	
 The Company
 has established a company-wide safety committee to which SPFPA are allowed to
 attend. 

 


 Page
7





ARTICLE 11

Bulletin Boards


	
  

 	
  

 	
  

 
	
 11.1

 	
 The Company
 shall provide the Union with a bulletin board with the understanding that the
 Union shall neither post nor distribute any letters, handbills, or notices
 anywhere but such bulletin board.

 
	
  

 	
  

 	
  

 
	
 11.2

 	
 Bulletin
 board notices shall be restricted to:

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Notices of
 union recreation and social affairs.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Notice of
 union elections and results of said elections.

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Notice of
 union appointments and union meetings.

 
	
  

 	
  

 	
  

 
	
  

 	
 D.

 	
 A copy of
 the collective bargaining agreement and other official union postings.

 


ARTICLE 12

Hours of Work and Overtime


	
  

 	
  

 
	
 12.1

 	
 Full-time
 team members shall be defined as team members who regularly work thirty-two
 (32) hours or more in a work week.

 
	
  

 	
  

 
	
 12.2

 	
 Overtime
 that is scheduled in advance shall be offered to qualified team members, and
 in the absence of volunteers may required reverse order of seniority, except
 that overtime may be offered or required of the team member performing a
 particular job if time or other circumstances do not permit seniority order.

 
	
  

 	
  

 
	
  

 	
 A team
 member who has been called into work overtime must be notified either orally
 or in writing if that overtime offered to him/her has been canceled. It is
 each team member’s responsibility to provide the Company with a current
 telephone number where the team member can be contacted and a message left,
 for purposes of this notification. Notice shall be deemed to have been given
 if a message is left at the number provided. The team member must receive
 said notice two (2) hours notice prior to the time the team Member is to
 report to work. The company shall compensate the employee two (2) hours
 straight time pay if the two (2) hour notice is not given; no such payment
 shall be owed if the team member has failed to provide a working and current
 telephone number to the Company.

 
	
  

 	
  

 
	
 12.3

 	
 The
 provision above shall not apply if the Company is unable to advise the team
 member not to report to work due to acts of God, fire, snow storm, flood,
 power failure, down utility lines, etc., or other conditions or causes beyond
 the control of the Company.

 


 Page
8









	
  

 	
  

 	
  

 
	
 12.4

 	
 It shall be
 understood that each team member may be required to perform overtime duty;
 scheduled overtime shall be distributed in an equitable manner and there
 shall be an attempt to equalize such overtime on each shift throughout the
 Security Department.

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Full-time
 team members shall attempt to be contacted, as agreed to by the parties, from
 list of contact numbers maintained by the Company. Each full-time team member
 shall be allowed no more than one (1) form of contact (telephone numbers,
 pager numbers, cellular telephone, etc.) on the list maintained by the
 Company.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Records of
 all hours worked and refused shall be kept and added together for the purpose
 of equalization.

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 “Make up”
 opportunity shall be the sole remedy for out of spread situations.

 
	
  

 	
  

 	
  

 
	
 12.5

 	
 Management
 will make every effort to provide as much advance notification to Team
 Members when overtime is known to be required or such possibility is
 extremely probable. If there is a pattern of required overtime with any
 classification The parties will confer on a solution.

 


ARTICLE 13

Seniority


	
  

 	
  

 	
  

 
	
 13.1

 	
 Seniority
 shall be defined as the total length of time a team member has continuously
 been employed at Greektown Casino as a full-time team member in the
 bargaining unit.

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Seniority
 for team member hired on the same dates shall be determine by the last four
 (4) digits of their social security number, the lower number being the most
 senior.

 
	
  

 	
  

 	
  

 
	
 13.2

 	
 A newly
 hired team member shall be a probationary team member until he/she worked for
 the Company for ninety (90) consecutive calendar days. After he/she has
 worked such a period, seniority status will initiate as of the date to hire.

 
	
  

 	
  

 	
  

 
	
 13.3

 	
 During the
 probationary period, the team members may be discharged without recourse
 through grievance and arbitration procedures; however, no team member shall
 be discharged in violation of any State or Federal law.

 


Page 9 









	
  

 	
  

 	
  

 
	
 13.4

 	
 The Local
 President, Chief Steward and Shift Steward will have super seniority for the
 purpose of lay-off and recall. The Local President shall be allowed to yearly
 pick their shift irregardless of seniority and all union/management meetings
 will be conducted during normal (daytime) business hours.

 
	
  

 	
  

 	
  

 
	
 13.5

 	
 All things
 being equal, days off, and shift openings shall be bid, once per year in
 June, with seniority as a consideration. Team members who are “bumped”, due
 to manpower adjustments between shifts, will be placed into RDO opening by
 seniority.

 
	
  

 	
  

 	
  

 
	
 13.6

 	
 To the
 extent openings on shifts exist, such openings will be posted with RDO’s.
 When an opening for a shift is posted, the posting shall remain in place for
 a period of seven (7) calendar days.

 
	
  

 	
  

 	
  

 
	
 13.7

 	
 A team
 member’s seniority shall be lost and name shall be removed from the Company’s
 payroll and seniority list for any of the following:

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 If the team
 member quits.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 If the team
 member is discharged for just cause and the discharge is not changed or
 reversed.

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 If the team
 member is absent from work for three (3) consecutive work days without
 notifying the Company.

 
	
  

 	
  

 	
  

 
	
  

 	
 D.

 	
 If the team
 member fails to return to work upon recall on the date specified in the
 recall notice.

 
	
  

 	
  

 	
  

 
	
  

 	
 E.

 	
 If the team
 member fails to return to work at the conclusion of an approved leave of
 absence.

 
	
  

 	
  

 	
  

 
	
  

 	
 F.

 	
 If the team
 member is laid off for a period equal to the team member’s length of service,
 or one (1) year, whichever is less.

 


Page 10





ARTICLE 14

Layoff and Recall


	
  

 	
  

 
	
 14.1

 	
 Reduction in
 Force; In the event of a reduction in force, team members shall be laid off
 in reverse order of seniority in the bargaining unit, with probationary team
 members laid off first, followed by part-time team members and then full-time
 team members with the least seniority in the bargaining unit.

 
	
  

 	
  

 
	
 14.2

 	
 In the event
 that a vacancy arises within six (6) months of a reduction in force, non
 probationary team members who possess a current and valid occupational
 license and are available to commence work immediately shall be recalled in
 order of seniority in the bargaining unit.

 
	
  

 	
  

 
	
 14.3

 	
 Recall
 notice shall be sent to team members via certified mail return receipt
 requested. The notice shall be sent to the address the employer has on file in
 its human resources office. It shall be the responsibility of the team member
 to verify the accuracy of the employer’s record of the team member’s address
 prior to leaving the employer’s facility upon the commencement of a reduction
 in force, and to advise the employer’s human resources office via certified
 mail return receipt requested of any change in address while on layoff.

 
	
  

 	
  

 
	
 14.4

 	
 The team
 member shall express his/her intent to return to work by the fifth day
 following the date the recall notice is postmarked, and shall report to work
 on the date and time specified in the recall notice, which shall be between
 four and seven days from the date the recall notice is postmarked. A team
 member shall be eligible for recall only if he/she possesses a current and
 valid occupational license and is available to commence work on the date
 specified in the recall.

 
	
  

 	
  

 
	
 14.5

 	
 A reduced
 workweek may be instituted for members of the bargaining unit as a means of
 adjusting to a lack of work, provided that first, the Company takes volunteers
 willing to work a reduced workweek and second, if a sufficient number of team
 members do not volunteer, the Company may assign team members to reduced
 workweek(s), provided that the Company does so by seniority.

 


Page 11





ARTICLE 15

Discipline


	
  

 	
  

 	
  

 
	
 15.01

 	
 Cause for Discharge

 
	
  

 	
  

 	
  

 
	
 a.

 	
 A Team
 Member, who has successfully completed the probationary period, shall only be
 disciplined and/or discharged for just cause. Disciplinary actions may be
 progressive and may include but are not limited to: written counseling,
 suspension and discharge. The parties agree that progressive discipline
 normally requires that a Team Member be given an opportunity to correct the
 deficiency, but that within the principle of progressive discipline, certain
 conduct may warrant immediate suspension or discharge when appropriate. This
 type of conduct includes, but is not limited to, dishonesty, incompetence,
 misconduct, insubordination, serious discourteous conduct toward a guest,
 walking off the job during a shift without prior permission, or drinking
 alcohol or use of controlled substance, or being under the influence thereof,
 during the Team Members shift.

 
	
  

 	
  

 	
  

 
	
 b.

 	
 When a Team
 Member who has completed the probationary period is disciplined including
 discharge, the reason will be given in writing to the Team Member and a copy
 of the written notice will be sent to the Union within seventy-two (72) hours
 of the suspension/discharge. Upon request by the Union, legible copies of
 documents not previously given to the Union, relevant to discipline or
 discharge, shall be provided to the Union. 

 
	
  

 	
  

 	
  

 
	
 15.02

 	
 Warning Notices.

 
	
  

 	
  

 	
  

 
	
  

 	
 Warning
 notices issued to Team Members must specify the events or actions for which
 the warning notice is issued. Warning notices shall be issued to Team Members
 as soon as possible after the Employer is aware of the event or action for
 which the warning notice is issued and has a reasonable period of time to
 investigate the matter. A copy of any written warning notice shall be issued
 to the Team Member and a copy to the Union. The Team Member shall be required
 to sign all notices for the purposes of only acknowledging receipt and may
 include a rebuttal statement in addition to his/her signature.

 
	
  

 	
  

 	
  

 
	
 15.03

 	
 Both the
 Employer and the Team Member will approach the disciplinary process in a
 professional and respectful manner. No Team Member shall be discharged while
 on scheduled vacation or scheduled day off.

 






 Page
12









	
  

 	
  

 
	
 15.04

 	
 Disciplinary
 suspensions, warning notices, written customer complaints, and reports of
 outside nongovernmental agencies or of the Employer’s own security force
 concerning the conduct of a Team Member may not be used as a basis of any
 subsequent discharge of disciplinary action twelve (12) months after the date
 of issuance. Nothing contained in this section shall preclude the use of
 information contained in a Team Members’ personnel file in any administrative
 or judicial proceeding.

 
	
  

 	
  

 
	
 15.05

 	
 Upon a Team
 Member’s request, a Union representative shall be present at an interview,
 investigation or meeting regarding disciplinary action where that Team member
 has a reasonable belief that he/she will be disciplined as a result of the
 interview, investigation or meeting. The Employer will not require or request
 a Team Member to resign, or to sign a confession or statement concerning the
 Team Member’s conduct, unless the Team Member is first given an opportunity
 to have a Union representative present and the Union Representative appears
 without undue delay, if the Team Member so requests. Upon request, the Employer,
 in accordance with the National Labor Relations Act, shall provide the Union
 relevant information necessary to process grievances.

 
	
  

 	
  

 
	
 15.06

 	
 The union
 shall have the sole, right, to take a suspension and/or discharge as a
 grievance to Step II of the Grievance Procedure.

 
	
  

 	
  

 
	
 15.07 

 	
 Any
 employment action taken as a required result of the loss of a required
 license or a directive from the Michigan Gaming Control Board, or an agent
 thereof, shall not be subject to the provisions of this Article. In such a case,
 the Employer will, upon request, promptly provide the Team Member and the
 Union with available documentation of the required action.

 
	
  

 	
  

 
	
 15.08 

 	
 Upon
 request, a Team Member may arrange an appointment with the Human Resource
 office to review his or her personnel file. The Team Member must provide
 reasonable notice of this request, and must engage in the review when he or
 she is not scheduled to work. The Team Member may add a rebuttal statement to
 the file, and may have a copy of the file provided they pay the cost of
 duplication.

 
	
  

 	
  

 
	
 15.09

 	
 When a
 suspension is to be invoked, the suspension shall begin immediately following
 the decision to discipline and shall be consecutive days.

 


 Page
13 





ARTICLE 16

Grievance
Procedure


	
  

 	
  

 
	
 16.01

 	
 Grievances.

 
	
  

 	
  

 
	
  

 	
 For purposes
 of this Agreement, a grievance is a written dispute, claim or complaint over
 the meaning, interpretation or application of alleging a violation or
 misapplication of any provision of this Agreement.

 
	
  

 	
  

 
	
 16.02

 	
 The Employer
 and the Union agree that Team Members shall attempt to resolve issues or
 concerns with their supervisor prior to initiating a formal written
 grievance. If the Team Member’s issues or concerns are not resolves
 informally, the Team Member may proceed to Step 1 of the grievance procedure.

 






	
  

 	
  

 	
  

 
	
 a.

 	
 Step I.

 	
 Within
 fourteen (14) calendar days after the occurrence of the event giving rise to
 the grievance, or from the date the Team Member or the Union reasonably
 should have known of the event, the Team Member or the Union will give
 written notice, on the form provided, of the basis for the grievance. Within
 seven (7) calendar days after filing the grievance. If the Team Member
 desires representation, the Team Member may request assistance from a Union
 Steward and/or Union representative. A Human Resources representative may
 participate at this meeting.

 
	
  

 	
  

 	
  

 
	
 b.

 	
 Step II.

 	
 If the issue
 is not resolved at Step I, the Team Member shall meet, within seven (7)
 calendar days of the Step I meeting, with the Shift Manager’s/Director
 designee to resolve the issue. A Human Resources Representative shall, in
 writing, respond to the Team Member’s grievance within seven (7) calendar
 days of the Step II meeting. 

 
	
  

 	
  

 	
  

 
	
 c.

 	
 Step III.

 	
 If the issue
 is not resolved at Step II, the Team Member shall, within seven (7) calendar
 days of the Step II meeting, meet with the Vice President/Department Head or
 Vice President’s/Departments Heads designee to resolve the issue. A Human
 Resources representative shall respond to the Team Member’s grievance in
 writing within seven (7) calendar days of the Step III meeting.

 
	
  

 	
  

 	
  

 
	
 d.

 	
 Steps I-II.

 	
 Settlements
 reached at Step I-II shall be considered non-precedential, unless the Vice
 President of Human Resources and the Union representative agree that the
 settlement shall be reduced to writing and may be used as a precedent in the
 future. If the settlement is reduced to writing, the written settlement shall
 be signed and dated by both the Vice President of Human Resources and the
 Union representative.

 






Page 14









	
  

 	
  

 	
  

 
	
 e.

 	
 Grievance
 resolved at any step of the grievance procedure as contained in this
 Agreement shall be final and binding on the Employer, the Union, and any and
 all Employees involved in the particular grievance. 

 
	
  

 	
  

 
	
 f.

 	
 Grievances
 shall be processed from one step to the next within the time limit prescribed
 in each of the steps. Any grievance upon which a disposition is not made by
 the Employer within the time limits prescribed or any extension which a
 disposition is not made by the Employer within the time limits prescribed or
 any extension which may be agreed to, shall be referred to next the next step
 in the grievance procedure, the time limit to run from the date when time
 for disposition expired. Any grievance not carried to the next step by the
 Union within the prescribed time limits or such extension, which may be
 agreed to, shall be automatically closed upon the basis of the last
 disposition.

 
	
  

 	
  

 
	
 g.

 	
 Disciplinary
 action shall be deemed final and automatically closed unless a written
 grievance is filed within fourteen (14) calendar days from the time such
 action was taken. Grievances regarding discipline of discharge may be
 commenced at Step II of the grievance procedure and be advances and processed
 out of order.

 
	
  

 	
  

 
	
 h.

 	
 All claims
 for back wages shall be limited to the amount of wages that the Team Members
 would otherwise have earned less any unemployment compensation or
 compensation for personal services that such employee may have received
 during the period in question.

 
	
  

 	
  

 	
  

 
	
         16.03

 	
 Arbitration.

 
	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 The arbitral
 forum here established is intended to resolve disputes between the parties
 only over the interpretation or application of the matters, which are
 specifically covered in this Agreement.

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 The
 arbitrator shall have no power to add to, subtract from, or modify any of the
 terms of this Agreement or any Supplementary Agreement. In the event a case
 is appealed to an arbitrator and he/she finds that he/she has no power to
 rule on such case, the manner shall be referred back to the parties without
 decision or recommendation on the merits of the case.

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 The
 arbitrator’ decision shall be final and binding on the Union, Team Members,
 and the Company.

 


Page 15 









	
  

 	
  

 	
  

 	
  

 
	
  

 	
 d.

 	
 Arbitration
 Procedure.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 If a
 grievance is not resolved pursuant to this Article, either party may submit
 the matter to final and binding arbitration within ten (10) calendar days of
 the decision of the Vice President of Human Resources or the Vice President
 of Human Resources designee under Step III of Section 16.02 above.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 e.

 	
 Selection of
 Arbitrators

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Not later
 than ten (10) calendar days after the Union serves the Company with written
 notice of its intent to appeal a grievance to arbitration, the Union shall
 request the Federal Mediation and Conciliation Service FMCS to furnish a list
 of qualified and impartial arbitrators, who shall be members of the National
 Academy of Arbitrators, and work or reside in the State of Michigan. The
 parties shall then select an arbitrator pursuant to the rules established by
 the FMCS.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 f.

 	
 General.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 The
 procedures shall be pursuant to the voluntary arbitration rules of the FMCS.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 Each Party
 will bear its own costs and will share equally the fees and expenses of the
 arbitration.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

 	
 The
 arbitrator shall be notified in writing of his/her selection, and shall have
 no authority, jurisdiction or power to amend, modify, nullify or add to the
 provisions of this agreement.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 4.

 	
 The award of
 the arbitrator shall be final and binding upon the Employer, the Union and
 the Team Member(s) involved. The expenses and fees of the arbitrator shall be
 shared equally by the Employer and the Union.

 
	
  

 	
  

 	
  

 	
  

 
	
 16.04

 	
 Mitigation
 of Damages.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 If a team
 Member is separated by the Employer, and alleges that the separation was not
 for just cause, the Team Member must mitigate any potential damages the
 Employer may eventually owe that Team Member.

 


Page 16









	
  

 	
  

 	
  

 
	
 16.05

 	
 All time
 limits in the above procedure may be waived by the mutual written agreement
 of the parties.

 
	
  

 	
  

 	
  

 
	
 16.06

 	
 The Employer
 shall pay all back awards and settlements within the pay period following the
 parties execution of a written agreement setting forth the specified amount
 of money to be paid.

 


ARTICLE 17

Labor/Management Committee


	
  

 	
  

 
	
 17.1

 	
 It may prove
 beneficial to hold quarterly meetings. All scheduled meeting times and
 locations shall be mutually agreed upon by both parties.

 
	
  

 	
  

 
	
 17.2

 	
 Recognized
 representative of the Union shall not be paid for time spent in mutually
 agreed upon meetings that occur during the team member’s regularly scheduled
 shift.

 


ARTICLE 18

No Strikes/Lockouts


	
  

 	
  

 
	
 18.1

 	
 The union,
 collectively and each team member individually, agrees they will not, during
 the term of this Agreement, call, engage in or sanction in any way a strike
 or any interference with or interruption of the Company’s operations for any
 reason. Neither the Union collectively nor individual team members will call,
 engage in or sanction any strike, sympathy strike, work stoppage, slow-down,
 picketing, sit-down, sit-in, boycott, handbilling, refusal to handle
 merchandise, protest, demonstration or refusal to perform job functions as
 required or directed by the Company. Among other things, the Union expressly
 agrees that neither the Union collectively nor individual team members will
 engage in any conduct, activities, protest, or other efforts than are
 intended to or have the effect of disrupting the quiet enjoyment of any third
 parties doing business with the Company, including, but not limited to, the
 Company’s tenants, joint ventures, third party management companies or their
 assignees or replacements or guests, in or about the premises of the Company,
 or directed at customers of the Company or of other business on its property
 or using the name of the Company. The Union collectively, and the team
 members individually, hereby expressly waive any statutory right they may
 have to engage in any such activity during the term of this Agreement.

 


 Page
17









	
  

 	
  

 
	
 18.2

 	
 The company
 agrees, during the term of this Agreement, that no lock out against any or
 all of the team members shall take place.

 
	
  

 	
  

 
	
 18.3

 	
 Any
 violation of Section 18.1 or 18.2 of this Article shall not be subject to the
 Grievance and Arbitration procedures of this Agreement. However, the Union
 may pursue the grievance and arbitration procedure in the event that a team
 member is disciplined or discharged for engaging in conduct allegedly in
 violation of Section 18.1

 


ARTICLE 19

Job Openings and Bidding


	
  

 	
  

 
	
 19.1

 	
 All
 promotions to positions covered by the terms of this Agreement shall be
 posted for seven (7) days. It is policy of the Company to promote team
 members to higher paid positions from within the bargaining unit based on
 seniority provided the team member has the ability to perform the job and a
 satisfactory employment record and meets licensure requirements.

 


ARTICLE 20

Lunch and Relief


	
  

 	
  

 
	
 20.1

 	
 Team members
 will receive two (2) thirty minute breaks, one generally given in the first
 part of the shift, one given in the second part of the shift.

 
	
  

 	
  

 
	
 20.2

 	
 If an
 Officer loses break/lunchtime to perform security duties the lost time will
 be made up in a reasonable time, subject to business needs.

 


ARTICLE 21

Uniforms and Equipment


	
  

 	
  

 
	
 21.1

 	
 The Company
 agrees to provide at their sole cost all required uniforms and equipment,
 excluding shoes. The cost of replacing articles that are misplaced, stolen,
 or damaged, as the result of the team member’s negligence, or intentional
 misconduct shall be borne by the team member.

 


Page 18









	
  

 	
  

 
	
 21.2

 	
 All uniforms
 and equipment that were purchased by the Company shall be returned to the
 Company upon separation, or termination. Failure to return any of the
 articles will result in the cost being deducted from any monies due the team
 member from his final paycheck.

 
	
  

 	
  

 
	
 21.3

 	
 Company-issued
 uniforms will be cleaned by the Company at the Company’s expense.

 
	
  

 	
  

 
	
 21.4

 	
 Certain jobs
 will require team members to acknowledge receipt of and provide of their
 uniforms. Team member may not alter or modify uniforms that have been issued
 to them.

 
	
  

 	
  

 
	
 21.5

 	
 Uniforms are
 Company property and must be returned upon separation. Terminated team
 members who do not return their uniforms will be responsible for the cost of
 the uniform.

 
	
  

 	
  

 
	
 21.6

 	
 It is a
 violation of Company policy to wear the Greektown Casino uniform while off
 duty for any reason, with the exception that team members may wear their
 uniforms to and from work. This policy applies to any and all garments that
 bear any items or marks that identify either the Company or individual
 position. For the purpose of this policy, off duty will begin when the team
 member has left Company premises with no intention of returning until the
 beginning of their next scheduled shift.

 
	
  

 	
  

 
	
 21.7

 	
 Officers
 must, at all times, wear furnished uniforms which clearly display them as
 “Security” for Greektown Casino. They may not wear outer garments which are
 not approved and interfere with their identity, as such. Failure to do so may
 result in disciplinary action. 

 


Page 19





Article 22

Wages


	
  

 	
  

 	
  

 	
  

 
	
 Year 1

 	
 June 2008

 	
 $16.74

 	 
	
 Year 2

 	
 June 2009

 	
 $17.24

 	 
	
 Year 3

 	
 June 2010

 	
 $17.75

 	 
	
 Year 4

 	
 June 2011

 	
 $18.28

 	 






	
  

 	
  

 	
  

 	
  

 
	
  

 	
 New Hire:

 	
 Upon hire,
 employees will receive the new hire “pattern” rates, as set forth in Motor
 City Casino settlement, until they have completed 36 months of continuous
 service at which time they will go to the established top rates.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 The Company
 reserves the right to increase the starting wage to allow them to be
 competitive in the market for quality employees. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 Wages:

 	
 Wages will
 be increased for the first year with the effective date of this agreement.
 All subsequent increases will occur in the 3rd (third) pay period
 of June.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 *

 	
 The existing
 differential for EMT will remain $1 per hour. No current officer will take
 any pay cut by virtue of this agreement. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 *

 	
 The current
 $2.00 differential between Inside and Outside Officers will be maintained
 until the classifications are merged.

 



Upon
ratification each current employee on the active rolls will receive a paid
ratification day off and may utilize a paid Birthday day off (within the first
two years of this agreement) 2 attendance points reduction, upon ratification,
for all employees who have 7 or below current points, no attendance suspension
prior to one year of this agreement, and this does not apply to the “3 points
or less” perfect attendance agreement. 


 Page
20





ARTICLE 23

 Gaming
Licenses


	
  

 	
  

 	
  

 	
  

 
	
 23.1

 	
 Greektown
 Casino will pay the fee for a Team Member’s Michigan Gaming Control Board
 (“MGCB”) occupational license required to work at Greektown Casino, as
 provided below:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 a.

 	
 The Employer
 will continue to pay for the temporary occupational licenese fee. If,
 however, a Team Member works for the Employer for less than six (6) months.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 b.

 	
 For Team
 Members who receive approval from MGCB for their permanent license, the
 Employer will reimburse the cost of the permanent license on the individual’s
 second anniversary with the Employer. The Employer will pay the permanent
 license fee or renewal fee directly for Team Members who have two years of
 service or more at the time of notification.

 


ARTICLE 24

Training


	
  

 	
  

 
	
 24.1

 	
 The Company
 will pay for any and all training required by the Company. The Company will
 reimburse team members for the cost of licenses that are required, upon the
 team member’s successful completion of the probationary period.

 
	
  

 	
  

 
	
 24.2

 	
 The Company
 will provide training regarding how to conduct themselves in volatile
 situations.

 
	
  

 	
  

 
	
 24.3

 	
 Educational Expense/Training

 






	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Greektown
 Casino is committed to assisting team members in achieving their full career
 potential and excellence in job performance. Greektown Casino will provide
 education and/or professional development assistance to team members who meet
 the criteria set forth below.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Regular
 full-time and part-time team members who have completed at least six (6)
 months of continuous service are eligible for educational financial
 assistance up to $1,200 per semester not to exceed $2,400 per year. Effective
 June 13, 2009, educational financial assistance shall be increased to $1,500
 per semester not to exceed $3,000 per year.

 


 Page
21









	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Team members
 are not eligible for educational assistance if:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 They are in
 receipt of comparable veteran’s education benefits, scholarships or other
 financial aid, except for student loans;

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 They are on
 a leave of absence, other than a medical leave of absence.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

 	
 Their
 employment record contains a disciplinary suspension within the three-month
 period prior to the date of the request.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 D.

 	
 Each team
 member will be limited to reimbursement for a maximum of five courses per
 semester in the amounts set forth herein.

 
	
  

 	
  

 	
  

 
	
  

 	
 E.

 	
 Courses of
 study must be work related, either to the team member’s current position or
 for development at Greektown Casino. All courses must be from an accredited
 learning institution-except for EMT training with the prior approval of
 Management. (Such approval shall not be unreasonably denied.)

 
	
  

 	
  

 	
  

 
	
  

 	
 F.

 	
 At least two
 (2) weeks prior to the start of the class, the team member must submit a
 completed “Tuition Assistance” form to the Training Department, which will
 verify eligibility.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 The Training
 Department must verify that the course is work related and directly relates
 to the team member’s current position or a probable future position or if the
 course is a prerequisite to a course of study as prescribed in this
 paragraph.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 Forms can be
 obtained from the Training Department.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 G.

 	
 The Training
 Department will notify the team member if the course is approved or denied.

 
	
  

 	
  

 	
  

 
	
  

 	
 H.

 	
 Team members
 are reimbursed for tuition, lab fees and textbooks upon completion of the
 course with a “C” or better or a “pass” grade on a pass/fail course.

 


 Page
22









	
  

 	
  

 	
  

 	
  

 
	
  

 	
 I.

 	
 The team
 member must show proof of enrollment and grades to be reimbursed for tuition,
 lab fees and textbooks.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 J.

 	
 It is the
 team member’s responsibility to submit all necessary documentation (fee,
 receipts, transcripts, report cards and proof of course completion) to the
 Training Department within thirty (30) days of course completion in order to be
 eligible for reimbursement.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 Receipts for
 books must show name and address of bookstore, date, total, and names of
 books;

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 Team members
 must meet the same eligibility criteria at the time of completion of the
 course as they did when they applied;

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

 	
 Team members
 can pick up their check at the Training Department two weeks after submission
 of the required documentation;

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 4.

 	
 If a team
 member is separated from the Company before completion of the course, or
 after completion but before reimbursement is received, reimbursement will be
 voided. Team members are encouraged to share proof of course completion with
 their Manager. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 K.

 	
 Documentation
 of course completion is included in the team member’s employment record.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 L.

 	
 Classes must
 be scheduled outside the team member’s regular work hours.

 






	
  

 	
  

 	
  

 
	
 24.4

 	
 GED’s or
 Degree of High School Equivalency

 
	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Team Members
 who have not completed high school and received a degree are encouraged to
 complete their GED where applicable. Team Members taking GED classes will be
 eligible for tuition reimbursement Under the tuition reimbursement guidelines
 set forth herein.

 






 Page
23









	
  

 	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Greektown
 Casino will give a self-improvement incentive of $300 to any Team Member who
 does not currently have a High School Diploma who enters and completes a GED
 program to obtain a high school equivalency degree. The incentive will be
 credited against the Team Member’s educational financial assistance.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 Current
 programs must be approved by Greektown Casino.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 The
 completed degree must be submitted as proof with registration papers that
 show enrollment and issuance of the degree. 

 


ARTICLE 25

General Provisions


	
  

 	
  

 	
  

 
	
 25.1

 	
 Union
 Cooperation

 
	
  

 	
  

 	
  

 
	
  

 	
 The Union
 agrees to cooperate with Company and assist the Company to attain the best
 efficiency possible, and shall support the Company’s efforts to introduce and
 improve the methods of operation.

 
	
  

 	
  

 	
  

 
	
 25.2

 	
 Gender

 
	
  

 	
  

 	
  

 
	
  

 	
 Pronouns of
 gender used in this Agreement are equally applicable to the masculine or
 feminine genders.

 
	
  

 	
  

 	
  

 
	
 25.3

 	
 Location of
 Post Notification

 
	
  

 	
  

 	
  

 
	
  

 	
 When
 possible, advance notice of daily assignments will be given, so that the team
 member may make proper preparation for that particular assignment. These
 assignments may change as conditions warrant and shall not serve as the basis
 for any claim by any team member.

 
	
  

 	
  

 	
  

 
	
 25.4

 	
 Bargaining
 Unit Work

 
	
  

 	
  

 	
  

 
	
  

 	
 Supervisor
 team members shall be permitted to perform bargaining unit work in the case
 of training, emergency and when a Security Officer is not readily available
 for temporary relief.

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Four hours
 is the accepted maximum time a supervisor may provide temporary relief.

 






 Page
24









	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 The employer
 agrees it will not subcontract work being performed by members of the
 bargaining unit at any time. Notwithstanding the forgoing, the Employer shall
 have the right, so long as it does not result in the displacement of Team
 Members or any reduction of hours of work for Team Members or any reduction
 of hours of work for Team Members to:

 
	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 Enter into
 service maintenance agreements for repair and/or maintenance of purchased or
 leased equipment, or to contract for repair of Security department equipment;
 communication systems; proprietary systems; surveillance systems; fire
 extinguishment systems.

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 Provided
 that the existing security force has been offered any available overtime,
 prior to utilizing supplemental security, enter into short notice emergency
 agreements to supplement security capability in the event of acts of God;
 declared states of emergency; civil unrest; fire; flood or other natural
 disaster. Enter into agreements for supplemental security capability in the
 events or situations, of a limited duration, beyond the existing capacity of
 the Security function.

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 New Jobs

 
	
  

 	
  

 	
  

 
	
  

 	
  

 	
 If during
 the life of this Agreement, new job classification are created where the
 preponderance of the duties of The Team Member are covered by this Agreement,
 the wage for such new classification shall be negotiated.

 
	
  

 	
  

 	
  

 
	
 25.5

 	
 The Company
 may review and discuss staffing levels with the Union.

 
	
  

 	
  

 	
  

 
	
 25.6

 	
 For the
 duration of this agreement, and under current operating conditions Officers/EMT’s will be provided their own
 cold/rainy weather coats. Floor mats for all post inside and out will
 additionally be secured and put in place. Mats will be the same as currently
 used in cashier’s cage. 

 


Page 25





ARTICLE 26

Vacation, Holidays and Personal/Sick Time


	
  

 	
  

 	
  

 
	
 26.1

 	
  

 	
 Vacation.

 
	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Eligibility.
 Upon completion of each full year of continuous service, Team Members shall
 be eligible for a paid vacation, according to the following schedule:

 






	
  

 	
  

 	
  

 
	
 Years of Continuous Service 

 	
  

 	
 Amount of Paid Vacation 

 
	

 


 	
  

 	

 


 
	
 1-6 years

 	
  

 	
 10 days

 
	
 7-11 years

 	
  

 	
 15 days

 
	
 12 years +

 	
  

 	
 20 days

 



Team Members
who are paid fewer than 1,800 hours during a one (1) year period of continuous
service, shall be entitled to paid vacation time on a pro rata basis determined
by the ratio of hours actually paid to 1,800 hours, FMLA hours shall be counted
as eligible hours.


	
  

 	
  

 	
  

 
	
  

 	
 Part-time
 Team Members shall be paid pro rata vacation pay.

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Scheduling
 of Vacations. Team Members, who have completed one
 (1) year but fewer than seven (7) years of continuous service, may use 10
 days of earned vacation time in one day increments. Team Members who have
 completed seven (7) years of continuous service may use twelve days of earned
 vacation time in one day increments. Except in the case of an emergency, Team
 Members are required to submit vacation time requests as far in advance as
 possible. Requests for vacation time to be used in one day increments must be
 submitted to the Employer at least two (2) weeks in advance. All other
 requests for vacation the time must be submitted at least four (4) weeks in
 advance.

 
	
  

 	
  

 	
  

 
	
  

 	
 Team Members
 who have completed on (1) year of continuous service may use earned vacation
 time in four (4) hour increments twice per year.

 
	
  

 	
  

 	
  

 
	
  

 	
 Reasonable
 efforts will be made to accommodate the vacation scheduling request of Team Members.

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Vacation
 Utilization.

 
	
  

 	
  

 	
  

 
	
  

 	
  

 	
 The Employer
 understands the importance of time off from work, and encourages Team Members
 to utilize their vacation time to ensure a balance between work and family.
 Team Members must use at least five (5) vacation days each anniversary year.
 After using at least five (5) vacation days each anniversary year, vacation
 may be accumulated from anniversary year to

 






Page 26









	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 anniversary
 year maximum of ten (10) days. Accumulated vacation days in excess of ten
 (10) shall be paid to Team Members at their regular hourly rate following
 their anniversary date.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 d.

 	
 Payment of
 Unused Vacation Time Upon Separation. Team Members leaving Greektown Casino
 with at least one (1) year of continuous service shall receive pay for earned
 and unused vacation time upon separation except in the following
 circumstances:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 1.

 	
 When the
 separation is the result of egregious misconduct such as dishonesty,
 insubordination, serious discourteous or threating conduct towards a guest or
 employee, violence, sexual harassment, alcohol or drug abuse or being under
 the influence, or intentional/gross misconduct. or

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 2.

 	
 When the
 separation is the result of a resignation and the team Member has not
 provided at least one (1) week notice of the Team Members’ intent to
 resign, except in the case of an emergency.

 
	
  

 	
  

 	
  

 	
  

 
	
 26.2

 	
 Recognized
 Holidays. The following days shall be recognized as
 Holidays under this Agreement:

 






	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 New Year’s
 Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Martin
 Luther King’s Birthday

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 President’s
 Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Memorial Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Independence
 Day 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Labor Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Thanksgiving
 Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Christmas
 Day

 






	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Full-time
 Team Members who do not work on a designated Holiday shall receive eight (8)
 hours of Holiday pay at their straight time hourly rate. Team Members who
 normally work shifts of less than eight (8) hours shall receive Holiday pay
 at their straight time hourly rate for the number of hours regularly
 worked during a single shift. Full Time Team Members who normally work shifts
 of more than 8 hours shall receive holiday pay at their straight time hourly
 rate for the number of hours regularly worked during a single shift.

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Full-time
 Team Members who work on designated Holiday shall receive eight (8) hours
 Holiday pay in addition to their straight time hourly rate of pay for hours
 actually worked on the Holiday.

 


 Page
27









	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Team Members
 who normally work shifts of less than eight (8) hours shall receive Holiday
 pay at their straight time hourly rate for the number of hours regularly
 worked during a single shift. Part time
 Team Members, who work on a designated Holiday, shall receive Holiday
 Pay in addition to their straight time hourly rate of pay for hours actually
 worked on the Holiday. Full time Team Members who normally work shifts of
 more than 8 hours shall receive holiday pay at their straight time hourly
 rate for the number of hours regularly worked during a single shift. Within
 its business needs, the Employer will maximize time off opportunities for
 full time Team Members on Memorial Day, Independence Day, Labor Day and
 Christmas Day.

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 A Team
 Member must work the team Member’s scheduled shift immediately before and
 immediately after the designated Holiday, inorder to be eligible to receive
 Holiday pay, unless Management agrees that the reason for the absence is for
 extremely compelling circumstances beyond a Team Member’s control (not
 ordinary illness).

 
	
  

 	
  

 	
  

 
	
  

 	
 d.

 	
 A Team
 Member who is scheduled to work on a Holiday, but fails to report to work
 will not receive Holiday pay, unless Management authorizes the absence in
 advance or Management agrees that the reason for the absence is for extremely
 compelling circumstances beyond a Team Member’s control (not ordinary
 illness).

 
	
  

 	
  

 	
  

 
	
  

 	
 e.

 	
 A Team
 Member who is on a Leave of Absence is not eligible to receive Holiday pay
 for any Holiday that falls within the time period of the Team Member’s Leave
 of Absence.

 






	
  

 	
  

 	
  

 
	
 26.2

 	
 Paid
 Personal/Sick Days.

 
	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Upon
 completion of six (6) months of continuous service and upon completion of
 each year of continuous service thereafter, full-time Team Members shall be
 eligible to use Personal/Sick days as specified in the following chart: 

 


Page 28









	
  

 	
  

 	
  

 	
  

 
	
 Months or Years of Completed
 Continuous Service

 	
  

 	
 Number of Personal/Sick

 Allotted Per Year

 
	

 


 	
  

 	

 


 
	
  

 	
 0 up to 6 months

 	
  

 	
 0

 
	
  

 	
 6 months

 	
  

 	
 2 days

 
	
  

 	
 12 months

 	
  

 	
 2 days

 
	
  

 	
 2 years

 	
  

 	
 3 days

 
	
  

 	
 3 years

 	
  

 	
 3 days

 
	
  

 	
 4 years

 	
  

 	
 4 days

 
	
  

 	
 5 years

 	
  

 	
 5 days

 
	
  

 	
 6 years

 	
  

 	
 6 days

 
	
  

 	
 7 years

 	
  

 	
 7 days

 
	
  

 	
 8 years

 	
  

 	
 7 days

 
	
  

 	
 9 years

 	
  

 	
 7 days

 
	
  

 	
 10 years

 	
  

 	
 8 days

 






	
  

 	
  

 	
  

 
	
 b.

 	
 Personal/Sick
 days shall be paid at the Team Member’s straight time hourly rate for the
 number of hours in the scheduled shift that are actually missed.

 
	
  

 	
  

 	
  

 
	
 c.

 	
 Personal/Sick
 days may be accumulated from anniversary year to anniversary year, with a
 maximum accumulation of fourteen (14) days Accumulated Personal/Sick days
 over fourteen (14) days will be forfeited.

 
	
  

 	
  

 	
  

 
	
 d.

 	
 Following
 the completion of each year of continuous service, Team Member may elect to
 take cash in lieu of, or “cash-out,” earned and unused sick or personal days
 following the end of the twelve month period of continuous service in which
 they are earned. Payment for Personal/Sick days that are cashed out pursuant
 to this provision shall be paid at the Team Member’s straight time hourly
 rate for the number of hours regularly worked by the Team Member during a
 single shift.

 
	
  

 	
  

 	
  

 
	
 e.

 	
 Payment of
 Unused Personal/Sick Days Upon Separation. Team Members leaving Greektown
 Casino with at least one (1) year of continuous service shall receive pay for
 earned and unused Personal/Sick days upon separation except in the following
 circumstances.

 
	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 When the
 separation is the result of egregious misconduct such as dishonesty,
 insubordination, serious discourteous or threatening conduct towards a guest
 or employee, violence, sexual harassment, alcohol or drug abuse or being
 under the influence, or intentional/gross misconduct; or

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 When the
 separation is the result of a resignation and the Team Member has not
 provided at least one (1) week notice of the Team Member’s intent to resign,
 except in the case of an emergency. 

 


 Page
29





ARTICLE 26

Letter of Understanding


	
  

 	
  

 	
  

 
	
  

 	
  (1)

 	
 For purposes
 of calculating vacation and personal/sick time, the parties agree that a day
 shall mean 8 hours for purpose of pay. With respect to scheduling time off,
 the parties agree that Team Members who are normally scheduled to work a
 schedule other 8 hours shall be paid for the hours normally scheduled (i.e.
 Team Members scheduled to work 6.5 hours would receive 6.5 hours for each
 vacation sick/personal day taken and Team Members scheduled to work 10 hours
 would receive 10 hours for each vacation or sick/personal day taken up to
 their allotment. In the event a Team Member has less than the number of
 vacation and personal/sick time hours normally scheduled to work, the Team
 Member may elect to take pay in lieu, take the number of hours left during
 the shift, or take the entire shift off when utilizing the time.

 
	
  

 	
  

 	
  

 
	
  

 	
  (2)

 	
 During
 negotiations the parties agreed to add to Article 5.01 “FMLA” hours shall be
 counted as eligible “hours” for purposes of satisfying the 1,800 hours
 requirement regarding the amount of paid vacation time allotted to Team
 Members per year. Currently, the Employer’s payroll system does not track
 FMLA as paid time, although a new system is being implemented. As a result
 the parties agree that the benefit granted will be implemented upon the
 payroll’s system ability to track paid FMLA hours versus unpaid hours. In the
 event that the new payroll system isn’t implemented by March 1, 2008, the
 Union will be discussed. During the interim period Team Members who believe
 they have lost vacation time because of unpaid FMLA time granted after
 October 17, 200, should present documentation to the Labor Relations
 Department for correction of the record.

 
	
  

 	
  

 	
  

 
	
  

 	
  (3)

 	
 Employer
 will not unilaterally deduct from a Team Member’s personal/sick time bank
 unless requested by the Team Member.

 


Page 30






ARTICLE 27

Funeral Leave


	
  

 	
  

 	
  

 
	
 27.1

 	
 Full-time
 Team Members shall be eligible to utilize up to four (4) days of funeral
 leave with pay for the death of parents, spouse, domestic partner, children,
 grandparents, great grandparents, grandchildren, siblings, current
 father-in-law, current mother-in-law, current brother-in-law, current
 sister-in-law, and grandparents of spouse. These categories include step
 relatives and current foster children. Part-time Team Members will be
 eligible for funeral leave for up to three (3) days when the funeral occurs
 on the Team Member’s scheduled workday. “Domestic Partner” is defined under
 the Group Health Summary Plan Description. The parties agree and understand
 that the employer may require written documentation from the team member
 associated with funeral leave utilization. 

 
	
  

 	
  

 	
  

 
	
 27.2

 	
 Team members
 with six (6) months of service shall be eligible to utilize earned
 sick/personal days for bereavement. 

 
	
  

 	
  

 	
  

 
	
 27.3

 	
 If a team
 member with at least one (1) year of service does not have earned paid days
 available under the vacation and sick/personal day programs, the team member
 may borrow up to three (3) paid days from future accrual to utilize for
 additional Bereavement time needed. 

 
	
  

 	
  

 	
  

 
	
 ARTICLE 28

 
	
 Health and Insurance Benefits

 
	
  

 	
  

 	
  

 
	
 28.1

 	
 Eligibility.
 Team Members shall become eligible to enroll in Greektown Casino Casino
 offered health plans beginning on the 91st day of employment,
 except as otherwise provided in this Article. 

 
	
  

 	
  

 	
  

 
	
 28.2

 	
 Medical Plan
 Coverage. Medical plan coverage shall be provided to
 all Employees and dependents as follows: 

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Health
 Maintenance Organization, (HMO). Greektown Casino
 shall offer medical plan coverage under Health Alliance and Life Plan
 (“HAP/EPA”) and the, Blue Care Network, HMO’s or a mutually agreed upon
 alternate plan, in accordance with the benefit summary described in Appendix
 I of this agreement. Greektown Casino shall be responsible for the entire
 premium for the employee and the employee’s dependents, except as set forth
 below. 

 
	
  

 	
  

 	
  

 
	
  

 	
 Employee
 hired after the effective date of this Agreement who elect health care
 coverage shall be placed into one of the HMO plans for the first three (3)
 years of employment. Coverage shall be the same as in the Appendix I except
 the following: 

 


Page 31 









	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Office
 visits shall have a co-pay of $20.00; 

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Prescription
 drug co-pay shall be $10.00 for generic drugs and $20.00 for brand name drugs
 when a generic equivalent is not available. 

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Emergency
 Room co-pay shall be $100.00.

 
	
  

 	
  

 	
  

 
	
  

 	
 d.

 	
 Urgent Care Center co-pay shall be $30.00. 

 



Employees who
becomes eligible to receive health care coverage shall contribute the following
weekly towards the cost during their first 12 months of coverage: 


	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Employee
 Only

 	
 $10.00

 	 
	
  

 	
 b.

 	
 Employee + 1

 	
 $15.00

 	 
	
  

 	
 c.

 	
 Employee +
 family

 	
 $20.00

 	 






	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Preferred
 Provider Organization. Greektown Casino shall offer
 the Blue Cross Blue Shield (“BCBS”) PPO Plan, or a mutually agreed upon
 alternate plan, as described in Appendix II of this agreement, to eligible
 employees. Employees who choose the PPO shall be responsible for paying for a
 share of the monthly premium as follows: 

 






	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Employee
 only

 	
 $15.00 
 

 	
 effective
 January 1, 2009, this amount will increase to
 $25.00

 
	
  

 	
 b.

 	
 Employee +1

 	
 $40.00 

 	
 effective
 January 1, 2009, this amount will
 increase to $50.00

 
	
  

 	
 c.

 	
 Employee +
 family

 	
 $70.00

 



Current plan
co-pays intact except as follows: 


	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Wigs for
 children (chemotherapy & alopecia) as Durable Medical Equipment. 

 






	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 28.3

 	
 Dental Plan.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Dental Plan
 coverage shall be offered to Team Members according to the plan designs and
 networks in existence at the time of ratification of the Collective
 Bargaining Agreement, or a mutually agreed upon alternate plan. Dental Plan
 coverage shall be offered at no cost to the Team Member. At the time of
 ratification Greektown Casino will work with it’s provider to put in place as
 soon as possible an increase in the Dental Plan Annual Maximum Benefit from
 $1,500 to $1,800 per participant. Also, at the time of ratification Greektown
 Casino will work with it’s provider to put in place as soon as possible an
 increase in the Lifetime Maximum for Orthodontia from $1,500 to $2,000 per
 Dependent Child.

 


Page 32 









	
  

 	
  

 
	
 28.4

 	
 Vision Plan.
 

 
	
  

 	
  

 
	
  

 	
 Greektown
 Casino shall continue to offer vision benefits through Heritage Optical
 Vision Plan, or a mutually agreed upon alternate plan. Vision plan coverage
 shall be offered at no cost to the team Member. 

 
	
  

 	
  

 
	
 28.5

 	
 Disability
 Benefits. 

 
	
  

 	
  

 
	
  

 	
 Greektown
 Casino shall continue to provide Disability Benefits to Team Members Long
 term and short term. Team Members hired after the ratification of the
 Collective Bargaining Agreement shall be subject to a one (1) year waiting
 period to become eligible for disability benefits. At time of ratification of
 this Agreement the weekly benefit maximum for short term disability shall be
 up to $450 per week. 

 
	
  

 	
  

 
	
 28.6

 	
 Life
 Insurance Benefits. 

 
	
  

 	
  

 
	
  

 	
 Greektown
 Casino shall provide Life Insurance benefits at one and a half times (1 1⁄2 x)
 the Team Member’s annual salary, including tips and tokes. Accidental Death
 Dismemberment coverage shall be provided to Team Members. Team Members may
 purchase additional life insurance on a voluntary basis through payroll
 deduction. 

 
	
  

 	
  

 
	
 28.7

 	
 Open
 Enrollment. 

 
	
  

 	
  

 
	
  

 	
 An open enrollment
 period for benefits selection shall be held for Team Members within 90 days
 of ratification of the Collective Bargaining Agreement. The parties are
 committed to working together to provide enrollment opportunities as soon as
 feasible after ratification in conjunction with insurance carriers’ contract
 provisions. 

 
	
  

 	
  

 
	
 28.8

 	
 Opt Out
 Option. 

 
	
  

 	
  

 
	
  

 	
 Team Members
 who have access to alternate health insurance coverage may elect to receive
 an “opt out option” payment of $250.00 in lieu of medical coverage during
 each annual open enrollment period. Team Members who select the opt-out
 option shall be required to provide proof of alternate health insurance
 coverage. 

 


Page 33 









	
  

 	
  

 
	
 28.9

 	
 Smoking
 Cessation. 

 
	
  

 	
  

 
	
  

 	
 The parties
 are committed to working jointly to create appropriate programs to raise
 awareness of Team Members of the health risks associated with smoking and
 encourage Team Members to quit smoking. 

 
	
  

 	
  

 
	
 28.10

 	
 Health
 Benefits Joint Committee. 

 
	
  

 	
  

 
	
  

 	
 The Company
 and the Union shall continue to work together on investigating Health Plan
 options. The purpose of the Health Benefits Committee is to explore and
 discuss innovative ways to control the ever increasing cost of health care,
 while maintaining the quality of health benefits offered to employees. The Committee
 shall be responsible for the following: 

 






	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Explore
 incentives for purchasing generic drugs; sanctions for purchasing brand name
 drugs where a generic equivalent is available. 

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Explore a
 Foot Care Program as a managed care option; 

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Explore an
 on-site medical facility; 

 
	
  

 	
  

 	
  

 
	
  

 	
 d.

 	
 Explore the
 use of experimental drugs when requested by a physician as medically
 necessary; 

 
	
  

 	
  

 	
  

 
	
  

 	
 e.

 	
 Explore
 alternative health care delivery options including, but not limited to:
 Dental Maintenance Organizations (DMOs); Managed Care prescription drugs;
 mental health/substance abuse alternative delivery systems; and other health
 care delivery options which may become available. 

 
	
  

 	
  

 	
  

 
	
  

 	
 f.

 	
 The Health
 Care` Committee will explore opportunities for realizing cost savings in the
 Employer’s projected increases in health care costs over the term of the
 Collective Bargaining Agreement. If such cost savings are achieved as a
 result of implementation of the Health Care Committee’s recommendations,
 fifty percent (50%) of those cost savings will be passed on to the Team
 Members in a manner agreed upon by the parties. 

 






	
  

 	
  

 
	
 28.11

 	
 Insurance
 carriers/providers of health care delivery systems shall be selected and
 approved by mutual agreement. However, the Employer may, at its sole
 discretion may choose to self insure as to the benefits described herein, so
 long as benefit levels do not change. 

 


Page 34 





ARTICLE 29 

401 (K) Retirement Plan


	
  

 	
  

 
	
 29.1

 	
 Greektown
 Casino shall provide for eligible Bargaining Unit Members to participate in
 the Greektown Casino 401(k) Retirement Savings Plan, as may be amended from
 time to time (the “Plan”). Bargaining Unit Members will be eligible to
 participate in the Plan beginning with the first payroll period of the month
 following completion of one (1) Year of Contribution Service. (“Year of
 Contribution Service” is defined as twelve (12)-month period beginning on the
 Bargaining Unit Member’s employment commencement date in which the Team
 Member completes 1,000 hours of service; provided, however, that if the Team
 Member fails to satisfy the 1,000 hour requirement during his first twelve
 (12)-months of employment, then subsequent Years of Contribution Service
 shall be measured from the end of the previous twelve (12)-month period. For
 purposes of determining Years of Contribution Service, forty-five (45) hours
 of service shall be credited for any week in which the Associate performs one
 (1) hour of service. 

 
	
  

 	
  

 
	
 29.2

 	
 For hours
 worked on and after October 17, 2003, Greektown Casino shall make
 contributions to the Plan, no less frequently than on a bi-weekly basis, on
 behalf of eligible Bargaining Unit Members based on Years of Contribution
 Service, in the following manner:

 






	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Years of Contribution Service

 	
  

 	
 Cents Per Hour

 	
  

 
	

 


 	

  


 	

 


 	

  


 
	
  

 	
 < 1 year

 	
  

 	
 0 cents

 	
  

 
	
  

 	
 1 year <
 3 years

 	
  

 	
 50 cents

 	
  

 
	
  

 	
 3 years <
 5 years

 	
  

 	
 60 cents

 	
  

 
	
  

 	
 5 years and
 up

 	
  

 	
 70 cents

 	
  

 



For hours
worked on and after October 17, 2009, Greektown Casino shall make contributions
to the Plan, no less frequently than on a bi-weekly basis, on behalf of
eligible bargaining unit members based on years of contribution service in the
following manner” 


	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Years of Contribution Service

 	
  

 	
 Cents Per Hour

 	
  

 
	

 


 	

  


 	

 


 	

 


 
	
  

 	
 < 1 Year

 	
  

 	
 0 Cents

 	
  

 
	
  

 	
 1 Year <
 3Years

 	
  

 	
 60 Cents

 	
  

 
	
  

 	
 3 Years <
 5 Years

 	
  

 	
 70 Cents

 	
  

 
	
  

 	
 5 Years and
 up

 	
  

 	
 80 Cents

 	
  

 



If a
Bargaining Unit Member is continuously employed by Greektown Casino starting
from his initial employment commencement date, then his Years of Contribution
Service 


Page 35 





for purpose of
this contribution shall be calculated by reference to his initial employment
commencement date and subsequent anniversaries thereof. If a Bargaining Unit
Member terminates employment with Greektown Casino, then his Years of
Contribution Service he completed as of his termination date prior to being
rehired, and his subsequent Years of Contribution Service shall be determined
by reference to his latest employment commencement date and subsequent
anniversaries thereof. 


A Bargaining
Unit Member who first completes a Year of Contribution Service on or after
October 17, 2003, shall begin receiving this contribution for the first payroll
period commencing after his completion of his first Year of Service. 


Bargaining
Unit Members shall become vested in these contributions based on Years of
Service (1,000 hours of service in a calendar year) and the following schedule:




	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
   Years
 of Service

 	
  

 	
 Percentage Vested in the Cents Per Hour

 Contributions

 	
  

 
	

 


 	

 


 	
  


 	

 


 	

   


 
	
  

 	
 Less than 2
 years

 	
  

 	
   0%

 	
  

 
	
  

 	
 2 but less
 than 3

 	
  

 	
  50%

 	
  

 
	
  

 	
 3 or more

 	
  

 	
 100%

 	
  

 



In addition,
Team Members who were employed by Greektown Casino on/or before October 17,
2000, and continued in employment through October 17, 2003 (including Team
Members on a leave of absence), are` 100% vested in these contributions. 


	
  

 	
  

 
	
 29.3

 	
 This plan
 shall be administered with all applicable regulations and rules. No matching
 contributions will be made under the Plan on behalf of Bargaining Unit
 Members with respect to any salary reduction contributions under the Plan
 attributable to compensation will not be included in compensation used to
 determine the limits on the amount of the matching contribution. 

 


Page 36 





ARTICLE 30 

Dependent Care and Work-Life 


	
  

 	
  

 	
  

 	
  

 
	
 30.1

 	
 Dependent
 Care. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 Greektown
 shall provide a dependent care subsidy to assist Team Members with expenses
 associated with dependent care (as defined by the Internal Revenue Service).
 The dependent care subsidy provided shall be up to $40.00 per week Team
 Member in year one (1) of this Agreement, and shall increase up to $45.00 per
 week per Team Member for years two (2), three (3) and four (4), of this
 Agreement, and shall be subject to the following guidelines: 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 a.

 	
 Team Members
 shall be eligible for this benefit beginning the first day of the month
 following six (6) months of continuous full-time employment. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 b.

 	
 The
 dependent(s) must be a legal dependent as stated on the Team Member’s federal
 tax return. Proof of the federal income tax deduction on a Team Member’s most
 recent federal tax return shall be required. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 c.

 	
 The
 dependent care may be provided in the team Member’s home by a caregiver, in
 the home of the caregiver, or outside of the Team Member’s home. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 d.

 	
 The
 dependent care subsidy shall be paid if the dependent care is necessary to
 enable to remain employed or if the dependent care subsidy is necessary to
 enable both a Team Member and the Team Member’s spouse to remain employed. In
 such circumstance, both the Team Member and the Team Member’s spouse must be
 working on the same or overlapping shifts for the Tem Member to qualify for
 the benefit. The dependent care subsidy shall not be paid if the work
 schedule of one spouse permits that individual to be at home while the other
 is working. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 e.

 	
 The
 dependent care subsidy shall not be paid during vacation periods, days off,
 or while the Team Member is on an approved leave of absence. 

 
	
  

 	
  

 	
  

 	
  

 
	
 30.2

 	
 Team Members
 are required to apply for the independent care subsidy through the Human
 Resources Department. Team Members applying for this benefit will be asked to
 provide documentation to verify that the dependent(s) is being cared for by a
 provider as described in paragraph c. above, in addition to any other
 necessary information or documentation. 

 


Page 37









	
  

 	
  

 	
  

 	
  

 
	
 30.3

 	
 Work-Life. The parties recognize the importance of supporting the work, family and
personal needs of Team Members and are committed to the following:  

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 A Work and
 Family Dependent Care Needs Assessment will be conducted to identify the
 dependent care needs of the Team Members. Work and Family initiatives
 identified by the Needs Assessment may be implemented during the life of this
 Agreement. The cost of the Needs Assessment will not exceed $28,000. The
 vendor of the Resource and Referral Program will conduct the Needs Assessment.
 The parties shall work jointly on this project. Initiatives from the Needs
 Assessment may be implemented through these services. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 A Resource
 and Referral service will be provided. The service will include a 24-hour
 toll free phone line and on-site consultant that assists Team Members in
 locating and selecting dependent care services to meet their specific needs
 and offers caregiver education on topics ranging from parenting to elder
 care. This service will be delivered by a vendor specializing in dependent
 care consulting services and will be jointly selected through a mutually
 agreed upon request for proposal process. The costs of the service shall not
 exceed $21.00 per Team Member per year and will include eight (8) hours of
 on-site consultation per month. 

 
	
  

 	
  

 	
  

 	
  

 
	
 30.4

 	
 This subsidy
 shall be provided in accordance with all applicable IRS rules and
 Regulations. 

 


ARTICLE 31

Leaves of Absence


          Leaves
of absence without pay for reasons including bona fide illnesses, on-the-job
injuries or personal reasons shall be granted to team members in accordance
with the provisions of this Article after successful completion of their
introductory period. The term of any leave covered by this Article may be
extended of a leave request will be stated on the appropriate leave of absence
request form. A leave of absence is not automatic, and must be requested,
reviewed, and approved by the Company in writing. All leaves of absence will be
in accordance with the Family Medical Leave Act of 1993 (“FMLA”), where
applicable. 


Page 38 









	
  

 	
  

 	
  

 	
  

 
	
 31.1

 	
 Specific
 Leaves of Absence 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Medical
Leave. A medical leave of absence will be granted to a team member due to
illness or injury, according to the following guidelines:  

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 A team
 member who is unable to work as a result of a job-incurred injury shall be
 granted a leave of absence until such time as he/she is able to return to
 work. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 A medical
 leave of absence will not exceed the lesser of time worked or one year. A
 team member who exhausts the maximum leave of absence available pursuant to
 this Section will be provided the opportunity to be placed on inactive status
 in a manner consistent with Section 31.11 of this Article. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

 	
 The Company
 may require medical evidence prior to approving a medical leave for any
 length of time. In the event there is a disagreement about eligibility for a
 medical leave there shall be an exam conducted by a jointly selected
 impartial medical examiner. The Employer shall pay for such opinion, which shall
 be binding on both parties. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 4.

 	
 The Company
 will continue to provide medical insurance coverage for eligible team members
 for up to twelve (12) weeks while on an approved medical leave of absence in
 accordance with the requirement of the FMLA. A team member not eligible for
 FMLA leave will receive medical benefits until the end of the month following
 the month the leave began. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Illness in
 the Immediate Family Leave. A leave of absence will
 be granted to a team member due to illness in a term member’s immediate
 family as defined by the FMLA, according to the following guidelines: 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 The leave
 will not exceed twenty-six (26) weeks. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 The leave
 shall be requested in writing and submitted by the team member to the Human
 Resources Department with as much advance notice as possible. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

 	
 Proof of
 illness may be required. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 4.

 	
 The Company
 will continue to provide medical insurance coverage for eligible team members
 for up to twelve (12) weeks while on an approved leave of absence due to
 illness in the team member’s immediate family in accordance with the
 requirements of the FMLA. A team member not eligible for FMLA leave will
 receive medical benefits until the end of the month following the month the
 leave began. 

 


Page 39 









	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Child-Rearing
 Leave. A child-rearing leave of absence will be
 granted for the birth and caring of a team member’s child of for the
 placement of a child with a team member for adoption, according to the
 following guidelines: 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 The leave
 will not exceed twenty-six (26) weeks. Eligibility for a child-rearing leave
 ends one (1) year after the date of birth or placement of the child. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 Proof of the
 birth or adoption may be required. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

 	
 The leave of
 absent request shall be in writing and submitted by the team member to the
 Human Resources Department thirty (30) days in advance of the proposed leave
 commencement, or with as much advance notice as possible. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 D.

 	
 Military
 Service Leave. A military service leave of absence
 will be granted to a team member serving in a branch of the U.S. Military,
 according to the following guidelines: 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 The leave of
 absence request shall be in writing and submitted by the team member to the
 Human Resources Department with thirty (30) days advance notice, unless the
 team member is called for emergency active duty. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 A drilling
 reservist will be given unpaid time off to perform their required duties, and
 once released from their military obligation shall not be expected to return
 to work on the same day they performed their military duty, with the
 understanding that the member shall return to work their next scheduled
 shift. This unpaid time off shall include the day before the scheduled drill
 if the member’s shift may keep them from arriving on time to their duty
 station. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

 	
 Proof of
 military duty will be required prior to the approval of such leave being
 granted. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 E.

 	
 Union
 Business Leave 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 A Union
 business leave of absence will be granted for up to one Team Member for
 purpose of accepting employment with the International SPFPA Unions, upon
 written request from the Union submitted to the employer at least seven (7)
 days prior to the first absence. A Union business leave of absence will be
 granted according to the following guidelines: 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

 	
 The leave
 maybe granted up to one (1) year and shall not be unreasonably denied. 

 


Page 40 









	
  

 	
  

 	
  

 	
  

 
	
  

 	
 ii.

 	
 The Team
 Member on Union business leave shall not be assigned to any facility operated
 by Greektown’s owners, unless mutually agreed upon by the parties in writing.
 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 iii.

 	
 The Team
 Member elected or appointed to a Union office will be granted a leave for the
 team of the office. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 iv.

 	
 Time spent
 on Union leave will be considered time worked for purposes of seniority and
 benefit accruals. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.2

 	
 Personal
 Leaves of Absence. Personal leaves of absence
 without pay may be granted to team members after successful completion of
 their introductory period, according to the following guidelines: 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 The
 circumstances and conditions of a personal leave request be stated on the
 appropriate leave of absence request form and the form must be submitted to
 the Human Resources Department. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 A personal
 leave of absence will normally be limited to eight (8) weeks. Exceptions to
 the eight (8) week limit will be made in accordance with the requirements of
 the FMLA. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.3

 	
 A team
 member may request, but shall not be required, to use earned/unused vacation
 days or sick/personal days before beginning an unpaid medical leave for the
 team member’s own serious health condition, or family care leave for the
 serious health condition of the team member’s spouse, parent or child. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.4

 	
 Leaves of
 absence will not be granted to team members being laid off because of lack of
 work. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.5

 	
 Leaves of
 absence will not be to granted probationary, temporary and part-time team
 members. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.6

 	
 A team
 member who enters into gainful employment at another Company while on a leave
 of absence, unless specifically approved by the Company in writing, will be
 terminated. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.7

 	
 A team
 member may request an extension of a leave of absence by contacting the Human
 Resources Department, according to the following procedures: 

 


Page 41 









	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 A.

 	
 The Human
 Resources Department will require written justification and documentation for
 the extension. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 B.

 	
 An extension
 to leave of absence is not automatic and must be requested and granted in
 writing. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.8

 	
 Any
 combination of leaves of absence (with the exception of medical leaves of
 absence) will be limited to a total of twenty-six (26) weeks within a one (1)
 year period. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.9

 	
 The maximum
 length of time a team member will be covered under the Group Health Plan
 while on a leave of absence is two (2) months, or a maximum of twelve (12)
 weeks for a team member on a FMLA leave only, in any twelve (12) month
 period. Team members on leaves of absence beyond that time may continue their
 coverage under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”),
 if they wish. Medical coverage to be restored to a team member upon return
 from a leave of absence shall be that which is being offered to all other
 bargaining unit team members. Benefits will be restored immediately upon
 return from a leave of absence. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.10

 	
 All leaves
 of absence require review and approval by the Human Resources Department. 

 
	
  

 	
  

 	
  

 	
  

 
	
 31.11

 	
 Returning
 from a Leave of Absence 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Any team
 member returning from a leave of absence due to a medical condition, or a
 leave of absence due to injury is required to obtain a written release from a
 license physician stating that the team member is able to return to work. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 A team
 member returning from a leave of absence will be returned to his/her regular
 job classification, shift on the day the team member is to return to work,
 without loss of seniority, unless a shift bid occurred during the team
 member’s leave of absence. In such situation, the team member will be
 returned to work in the position awarded in the bidding process. Benefits
 will be restored immediately upon return from the leave of absence. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 A team
 member returning from a leave of absence from work in excess of the time
 period as stated in this Article, will receive prior service credit for
 seniority for time employed up to a maximum of one (1) year. The returning
 team member will be returned to a job in his/her former classification, which
 may result in the displacement of the least senior team 

 


Page 42









	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 member in
 that job classification. The following conditions must be met for a former
 team member to be eligible for such return to his/her former job
 classification:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 Return to
 work must occur within the lesser of time worked or three hundred sixty-five
 (365) days of being placed on inactive status. Team member must be able to
 obtain proper licensure.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 Intent to
 return to the Company must be given in writing within fifteen (15) days from
 the date on which the team member is placed on inactive status.

 


Article 32

Jury Duty or Court Appearance


	
  

 	
  

 	
  

 
	
 32.1

 	
 Jury Duty. 

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 A team
 member required to perform jury duty receives his or her straight time rate
 of pay, less jury fees received. Compensation for jury duty is based on the
 number of hours the team member would regular have worked on those days. 

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Graveyard
 shift team members take off with pay either the night before or the night of
 their court date. Swing and Day shift team members may take off with pay the
 day they are in court. 

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Team members
 receiving a jury summons must present the summons to their supervisor
 immediately. Team members must furnish the Payroll Department with proper
 written documentation of performed jury duty and fees received. 

 
	
  

 	
  

 	
  

 
	
  

 	
 D.

 	
 In the event
 that the team members jury duty service is canceled, The team member must
 notify the Employer prior to 8:00 p.m. the day before the Team Member is due
 in court. The Employer will attempt to schedule the Team to the Team Member’s
 regular number of work hours. 

 
	
  

 	
  

 	
  

 
	
  

 	
 E.

 	
 Time spent
 on jury duty is not used for purposes of calculating overtime pay. 

 
	
  

 	
  

 	
  

 
	
 32.2

 	
 Court
 Appearance. 

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 A team
 member required to appear in court on behalf of the Company will receive
 his/her regular straight time hourly rate of pay. 

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Time spent
 at administrative hearings or court proceedings on behalf of the Company is
 used for purposes of calculating overtime pay. 

 


Page 43









	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 If a team
 Member is subpoenaed as a witness other than as a witness for the employer,
 he/she will be considered as being on duty, but will be granted an excused
 absence unless the Team Member requests a vacation day or sick/personal day. 

 


Article 33

Michigan Gaming Control Board


	
  

 	
  

 
	
 33.1

 	
 Under
 circumstances where he Michigan Gaming Control Board (“Board” or “MGCB”) acts
 to revoke, suspend or let expire a Team Member’s temporary or permanent
 gaming license, such action shall constitute an irrebuttable presumption of
 just cause for discharge and the Team Member can no longer be employed at
 Greektown Casino. If the Team Member appeals the Board’s action, Greektown
 Casino is not responsible for continuing to employ the Team Member during any
 stage of the appeal process. 

 
	
  

 	
  

 
	
  

 	
      However,
 if the Team Member satisfies his/her obligation to the Board and his/her
 license is reinstated within four (4) months of termination, the Employer
 will reemploy the Team Member in his/her former position or a comparable
 position in his/her classification for which the Team Member is qualified. In
 such circumstances, the Team Member will be credited with seniority accrued
 prior to termination. Nothing in this paragraph applies to a Team Member who
 fails to renew his/her license, in a timely manner. The employer has no
 obligation to “Reemploy” those who have voluntarily allowed their license to
 expire. 

 
	
  

 	
  

 
	
 33.2

 	
 If the
 Board’s action in revoking, suspending or letting expire a Team Member’s
 temporary or permanent gaming license is determined through the appeals
 process to be in error, under no circumstances will Greektown Casino be
 responsible for back pay, but will employ the Team Member in his/her former
 position, if available, or a comparable position in his/her classification
 for which the Team Member is qualified. In that circumstance, the Team Member
 would be credited with seniority accrued prior to termination. 

 
	
  

 	
  

 
	
  

 	
      Notwithstanding
 the foregoing, if the Board’s action is reversed through the appeals process
 and that action was initiated pursuant to bad faith on the part of the
 Employer, then the Employer shall be responsible for back pay, reinstatement
 to the Team Member’s former or a comparable position, and for making the Team
 Member whole with regard to seniority and vacation credit. 

 
	
  

 	
  

 
	
 33.3

 	
 Discipline. 

 






	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 When a Team
 Member violates an Employer policy implemented in response to the Michigan
 Gaming Law, the Team Member’s violation of which may subject the Employer to
 a fine or other negative action, the Employer has the right to discipline the
 Team Member in accordance with discipline system set forth in Article
 15(Discipline Article).

 


Page 44









	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 After,
 investigation, Team Members determined to be responsible for variances or
 other violations of the internal control system, which may subject the
 Employer to liability pursuant to the Michigan Gaming Law, will be subject to
 discipline under Article 15 (Discipline Article). 

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Nothing in
 this section is intended to limit Greektown Casino’s rights Under Article 15
 (Discipline Article) to apply discipline for violations of Employer policies
 and procedures.

 


Article 34

Successorship


	
  

 	
  

 
	
 34.1

 	
 Obligations
 on Employer Selling or Assigning. In the event that
 the Employer sells or assigns its business or in the event that there is a
 material change in the form of ownership, the Employer shall give the SPFPA
 reasonable advance notice thereof in writing and shall make all payments
 which are due as of the date of transfer of the business for wages and
 benefits for team members covered by this Agreement. In addition, the
 Employer shall be responsible for accrued vacation payments for each team
 member covered by the Agreement. The Employer further agrees that as a
 condition to any such sale, assignment or transfer of ownership, the Employer
 will obtain from the successor or successors in interest a written assumption
 of this Agreement and furnish a copy to SPFPA. 

 
	
  

 	
  

 
	
 34.2

 	
 Obligations
 on Successor Employers. This Agreement shall be
 binding upon the successors and assigns of the parties hereto. No provision,
 terms or obligations herein contained shall be affected, modified, altered or
 changed in any respect whatsoever by the consolidation, merger, sale transfer
 or assignment of the Employer’s interest, or any part thereof, in any
 establishment covered by this Agreement. 

 
	
  

 	
  

 
	
 34.3

 	
 Nothing
 contained in this Agreement shall be construed to apply to investors or
 shareholders of the Employer who are not signatories to this Agreement. 

 


Page 45 





Article 35

Permanent Facility


	
  

 	
  

 
	
 35.1

 	
 Permanent
 Facility 

 
	
  

 	
  

 
	
  

 	
 It is the
 express intent of the Company to utilize the team members employed at the
 interim facility to open and operate the new permanent property. Any and all
 rights or benefits acquired or accrued by team members covered by this
 Agreement at the present interim facility, including but limited to
 seniority, vacation and the right not be laid off or terminated except in
 accordance with Agreement, shall be fully recognized and transferred to any
 and all future temporary or permanent casino or hotel-casino facilities in
 Detroit, Michigan owned and/or substantially controlled by the Company. 

 


Article 36 

Non-Disclosure of Information


	
  

 	
  

 
	
 36.1

 	
 In
 recognition of the fact that the job duties of the Team Members covered by
 this Agreement as well as the mere presence of Team Members on Greektown’s
 property, will provide them with access to certain information concerning the
 Employer and its operations, the Team Members agree that they shall not
 disclose any classified, confidential or proprietary information, or any
 other information, the disclosure of which is limited by the Employer, concerning
 the Employer or its operations or its guests, except information having to do
 with wages, hours and other terms and conditions of employment, to any person
 not authorized to have access to such information, and that they will sign a
 statement to that effect. All Team Members covered by this Agreement shall be
 fully and exclusively responsible for any violations of this Article, and
 shall not only be subject to discipline up to and including discharge by the
 Employer for such a violation, but shall be subject to any criminal, civil or
 other penalties and/or liability resulting from their violation of this
 Article. 

 


Page 46 






Article 37

Terms of Contract Renewal


	
  

 	
  

 
	
 37.1

 	
 This
 Agreement shall be in full force and effect from June 13, 2008 through 11:59
 until June 13, 2012 and from year to year thereafter unless either party
 hereto shall notify the other, in writing, by certified mail, not less than
 sixty (60) days prior to the expiration date, or the same date of any
 succeeding year, of a desire to terminate, modify or amend this Agreement. 

 
	
  

 	
  

 
	
  

 	
 The parties
 agree that this Collective Bargaining Agreement completely and accurately
 reflects their agreement. This Agreement may be modified only by joint
 agreement of the Company and the Union. Such modification(s) shall be
 effective only if they are in writing, and signed by an authorized
 representative of each party. 

 






	
  
 	
  
 	
  
 	
  
 	
  
 
	/s/ Bruce Berger
	 	/s/ Dwayne Phillips

	

 
 	
  
 	

 
 
	
 For
 Greektown Casino
 	
  
 	
 For
 International Union,
 
	
  
 	
  
 	
 Security,
 Police,
 
	
  
 	
  
 	
 Fire
 Professional of America,
 
	
  
 	
  
 	
 and its
 Amalgamated Local
 
	
  
 	
  
 	
 #1227
 
	
  
 	
  
 	
  
 
	
 Date:   2-11-09
 	
  
 	
 Date:   2-11-09
 
	

 
 	
  
 	
  
 	

 
 	
  
 
	 	 	 	
/s/ Elton Pennington
	 
	 	 
	 
	Vice President   	 



Page 47 





Dedication
Page


This contract
would not have been possible without the hard work and Dedication to duty of
the following members: 


	
  

 	
  

 	
  

 	
  

 
	
           Dwayne
 B. Phillips

 	
  

 	
 Elton E.
 Pennington

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 


 	
  

 	

 


 	
  

 
	
 Local
 President

 	
  

 	
 Local Vice
 President

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	
           Joshlyn
 Johnson

 	
  

 	
 Thomas
 Friend

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 


 	
  

 	

 


 	
  

 
	
 Financial
 Treasurer

 	
  

 	
 Chief
 Steward

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	
           Joseph
 Douglas

 	
  

 	
 Robert Allen

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 


 	
  

 	

 


 	
  

 
	
 EMT
 Committee

 	
  

 	
 Outside
 Committee

 	
  

 


Page 48 





Side
Letter #1

Article 20 Lunch Relief


          The
parties agree that in cases where a Team Member returns late from his/her break
or meal period and can verifiably demonstrate that the delay was a result of
assisting a guest, no disciplinary action (including issuing points) is
appropriate. 


Page 49 





Addendum
I

Dues Authorization Card


Dues Authorization Card will be placed here.


Pages 50 





Side
Letter #2

Merger of Outside and Inside Classification


	
  

 	
  

 
	
 •

 	
 The merger
 will not take place until the hotel opens 

 
	
  

 	
  

 
	
 •

 	
 The two tier
 pay rate will continue until the merger is enacted 

 
	
  

 	
  

 
	
 •

 	
 The company
 will assist officers in attaining their gaming licenses with training and
 instruction 

 
	
  

 	
  

 
	
 •

 	
 The company
 will offer paid training on inside operations 

 
	
  

 	
  

 
	
 •

 	
 Any and all
 layoffs will be done in accordance with department seniority rules 

 
	
  

 	
  

 
	
 •

 	
 Outside
 officers wishing to transfer to the new hotel security (SPFPA Represented)
 positions, shall be given first priority, as long as they are qualified up to
 a maximum of 10 transfers from current population. 

 


Page 51





Side
Letter #3

Hotel Security


Hotel Officers
will be union employees. 


Under current
operating conditions, officers assigned to the Hotel are currently not required
to have a MGCB License. 


No officer
will be assigned to perform hotel security operations without completing the
established requirements. 


To maintain a
consistent core of Hotel Officers, only Hotel Officers can bid for shifts/bump
Hotel positions. 


To meet
essential functions of the job, officer candidates for the Hotel must take a
physical exam to ensure candidate can meet all job description requirements. 


Officer
candidates for the Hotel must satisfactorily complete written cognitive test
related to security job functions. 


Officer
candidates must be able to perform a basic stair climb agility test which
consists of climbing one third or 10 of 30 floors for time. Stair Climb will be
timed and scored from lowest to highest completion time. Times of 4 minutes or
more will not be considered acceptable. An officer will have one chance per
position opening. 


A maximum of
10 current Officers who meet all the Hotel Officer requirements will be permitted
to transfer to the Hotel. 


Page 52 





Side
Letter #4

EMT Issues


Utilization: 


The company
will make a reasonable effort to ensure that EMT Officers are given posts that
will allow them quick response times to medical runs. 


Staffing: 


The company
has the exclusive right to control manning levels which may mean that an EMT
Officer might work solo from time to time. The company will always take the
safety of the employees and guests into consideration when it comes to EMT
Officers on duty. The number of EMT Officer(s) on duty will never be the only
reason an EMT officer is denied a PTO/Vacation request. 


RDO: 


The Blocks of
RDO’s given to the EMT Officer(s) to bid on will be separate from the Security
Officers and based only on the EMT Officers staffing needs. 


License Fees: 


The company
will continue paying for the EMT license renewal, and unpaid time shall be
given to attend classes as long as proof is provided to the company of
attendance. 


Coordinator: 


It was agreed
that the EMT Coordinator position shall be held by management personnel, but
the opinion and insight of the field EMT Officers will be heard and given the
proper consideration. 


Equipment: 


The company
will purchase new EMT Bags, Larger Oxygen bottles, and every EMT Officer along
with every Security Officer will be issued their own cold weather coat. 


Overtime: 


The Company
will make every effort in giving as much advance notice to the on duty EMT
staff that over-time is required. Minimum expectation is at least 2 hours
notice. 


Page 53 





Side
Letter #5

Minor Access Into The Casino


Discipline: 


Both parties
agree that a minor gaining access into the casino is a serious matter and
should be prevented with all possible means. If a minor should get past an
officer at an entry post both parties agree that corrective action is required.
If this corrective action is deemed to be disciplinary suspension the number of
days given should be reasonable taking the following items into consideration. 


	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The
 officer’s efforts during the ID process were they in line with department
 SOPs 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The
 officer’s past discipline record

 



Further
consideration should be given to a first time offense, and if through
investigation of the facts it is determined that the officer practiced “due
diligence” and was tricked by a pass-off, a good quality fake ID, or a strong
likeness of the ID photo and the minor who gained access. 


The company
reserves the right to terminate in cases of dishonesty and gross inattention to
duty.


Page 54





2008
Negotiations SPFPA/Greektown Casino

Memorandum of Understanding


During
negotiations the parties discussed and agreed to the following understandings
in regards to Roll-Call 


	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Roll-Call
 will start 15 minutes before shift begins 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The Team
 Member is tardy for Roll-Call if they enter the room after the supervisor has
 called attention to Roll-Call 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Discipline
 for tardiness to Roll-Call shall be assessed in the following matter. 

 
	
  

 	
  

 	
  

 
	
  

 	
 1.)

 	
 It shall be
 a separate assessment and not with the Code of Conduct Violations, for
 purposes of progressive discipline. 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.)

 	
 Tardiness
 will be documented on write-ups in progressive matter and placed on a rolling
 60 day drop off counter. 

 



Roll-Call space: 


Both doors on
the room will be opened and remain open during the actual Roll-Call. 


Swipe in/out 


Once Roll-Call
is completed Team Member can swipe at 7 minutes before the top of the hour and
go to their work assignment. 

Team Members who have finished their shift and
turned in their radio may swipe out 7 minutes before the top of the hour, or 7
minutes after, but must be swiped out before 8 minutes after the hour or have a
valid reason for the late swipe. 


Page 55





Topics
of Understanding

Union Activity
(Council Button)


	
  

 	
  

 	
  

 
	
  

 	
 1.)

 	
 The Union
 and the Employer shall work together to create a mutually acceptable design for a single button that is
 consistent with the goals and purposes of the team member uniform policy.
 Once the Union and the Employer agree upon a jointly designed button, team
 members may wear such button on their uniform. 

 
	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Team members
 may wear Union buttons for each of their respective Unions on their
 costume/uniform as long as it does not obstruct their nametag, gaming license
 and promotional buttons.

 
	
  

 	
  

 	
  

 
	
 Team Member Parking

 
	
  

 
	
  

 	
  

 	
  

 
	
  

 	
 2.)

 	
 The Employer
 shall provide parking in the immediate vicinity of the casino at no cost for
 all team members. In the event this parking becomes unavailable, the Employer
 shall provide off-site parking and shuttle service at no cost to team
 Members. 

 
	
  

 	
  

 	
  

 
	
 Good Attendance

 
	
  

 
	
  

 	
 3.)

 	
 Security
 Officers/EMT’s with “good attendance” from June 13 through the following June
 13 of each year may earn a maximum of one (1) unpaid day off to be scheduled
 and used in the next June 13 through June 13 period, in the same manner as a
 Paid Personal/sick day. A Team Member shall be considered to have “good
 attendance” if he/she receives three (3) points or less during the qualifying
 period. 

 
	
  

 	
  

 	
  

 
	
 Breath Mints/Water at Posts

 
	
  

 
	
  

 	
 4.)

 	
 So long as
 team members are discreet, sanitary, and are fully performing their
 responsibilities, breath mints and water may be consumed by Officers at their
 posts. Should this privilege be abused or become an issue it will be
 discontinued at Management’s discretion. 

 
	
  

 	
  

 	
  

 
	
 Tips/Toke for Officers

 
	
  

 
	
  

 	
 5.)

 	
 For a one
 year trial period commencing with this agreement Security Personnel may
 accept individual tips/tokes, in the casino wide prescribed and verifiable
 manner, subject to the allowance of any regulatory agency, and or change in
 internal or external controls. Security Personnel specifically are not
 authorized to accept tips/tokes for the entry of any vehicles into casino
 parking spaces/garage/valet or entry by guests into the casino/entertainment
 complex/restaurants, etc. Such violations are a terminable offense. 

 


Page 56 









	
  

 	
  

 	
  

 
	
  

 	
  

 	
 At the end of the year trial period the parties will review the
 continuation or discontinuation of this approach.

 
	
  

 	
  

 	
  

 
	
 Female Hair Standards 

 
	
  

 
	
  

 	
 6.)

 	
 The parties agree that the issue of hair for all genders is primarily
 one of professional appearance and non offensive to guests. All hair
 styles/lengths must adhere to the existing Greektown Casino appearance
 policy. The parties further agree that the issue of safety is paramount
 concerning the subject of hair length for female team members. So long as the
 length of hair is not longer than shoulder length, does not violate existing
 appearance policy, and there are no incidents related to employee safety,
 this allowance will be made. 

 
	
  

 	
  

 	
  

 
	
 Work Schedule: 

 
	
  

 
	
  

 	
 7.)

 	
 Parties agree to discuss in Department Labor/Management Meetings
 alternative work scheduled (i.e., four (4) ten hour days) 

 
	
  

 	
  

 	
  

 
	
 Investigative Suspension: 

 
	
  

 
	
  

 	
 8.)

 	
 Parties agree to continue to handle Investigative Suspension as
 outlined in the Current SOP’s (2005) page 39 

 
	
  

 	
  

 	
  

 
	
 Drug Test: 

 
	
  

 
	
  

 	
 9.)

 	
 Management reserves the right to drug test employees who have been
 off work on a Leave of Absence prior to their return to work 

 
	
  

 	
  

 	
  

 
	
 Officer’s Shoes: 

 
	
  

 
	
  

 	
 10.)

 	
 All Officers are required to wear black enclosed shoes/footwear which
 is clean and presentable 

 
	
  

 	
  

 	
  

 
	
 Leadership Training: 

 
	
  

 
	
  

 	
 11.)

 	
 Management will provide leadership training for all supervisors. 

 
	
  

 	
  

 	
  

 
	
 Suspension: 

 
	
  

 
	
  

 	
 12.)

 	
 The parties have agreed that a disciplinary suspension for attendance
 must only be served 1 time in any 12 month rolling calendar for the purpose
 of corrective progressive discipline regarding attendance discipline. 

 


Page 57









	
  

 	
  

 
	
 A.

 	
 The parties
 agree that although Management reserves the right to assess a disciplinary
 suspension commensurate with the offense, in most cases, a 1 day suspension
 is appropriate to modifying the employee’s attitude and behavior and
 impressing upon them the required expectations for employee conduct and
 professionalism.

 
	
  

 	
  

 
	
 B.

 	
 The parties
 agree, that in most circumstances, where both the supervisor and employee are
 available and present, discipline should be assessed in a timely fashion. The
 “timeliness” of discipline being assessed, however, is not a defense to
 employee misconduct or the exclusion of discipline. 

 


Page 58





COMPLETE
AGREEMENT


          This Agreement
is intended to set forth the entire understanding between the parties and each
party waives the right to enter into negotiations on any subject during the
term of this Agreement, unless the Agreement makes express provisions
therefore. No alteration or modification of this Agreement shall be effective
unless executed in writing by both Union and Company. The waiver of any breach
or condition of this Agreement by either party shall not constitute a precedent
in the future enforcement of the terms of this Agreement. 


Page 59