Document:

Exhibit 10.8(A)

 

FIRST AMENDMENT TO SUBLEASE
AGREEMENT

 

THIS FIRST AMENDMENT TO SUBLEASE AGREEMENT (“First
Amendment”) is made effective as of December        ,
2008 (the “Amendment Date”), by and between HOLLAND & HART LLP, a
Colorado limited liability partnership (“Sublandlord”), and TROPICANA
ENTERTAINMENT LLC, a Delaware limited liability company (“Subtenant”).

 

W I T N E S S E T H:

 

WHEREAS, Sublandlord and Subtenant entered into that
certain Sublease Agreement dated November 24,  2008 (the “Sublease”);
and

 

WHEREAS, the parties hereto now desire to amend the
Sublease, as set forth herein but not otherwise.

 

NOW, THEREFORE, in consideration of the covenants and
conditions set forth herein and other good and valuable consideration, the
receipt and sufficiency of which are hereby acknowledged, the parties hereto,
intending to be legally bound, hereby agree as follows:

 

1.             Defined Terms. For purposes of this First Amendment,
capitalized terms and other defined items used herein but not defined herein
shall have the meanings ascribed to them in the Sublease. In the event any of
the terms of the Sublease conflict with the terms of this First Amendment, the
terms of this First Amendment shall control.

 

2.             Subtenant’s Cancellation Option. Subtenant shall have the
one-time option to cancel the Sublease (the “Cancellation Option”) upon the
following terms and conditions:

 

A. Subtenant must give written notice to Sublandlord
that it is exercising the Cancellation Option, which notice must be delivered
to Sublandlord on or before the date which is one hundred twenty (120) days
before the Cancellation Date, as defined below. The cancellation will be
effective at midnight on June 30, 2012 (the “Cancellation Date”).
Subtenant shall continue to pay all Rent as set forth in the Sublease through
the date that the Sublease is canceled.

 

B. In addition to the payment of Rent as set forth in Section 2.A
above, on or before the Cancellation Date, Subtenant shall pay to Sublandlord a
cancellation fee (the “Cancellation Fee”), which shall be equal to four (4) month’s
installments of the then-current Base Rent, plus the unamortized portion (over
the entire Term of the Sublease at an amortization rate of six percent (6%) per
annum) of all commissions paid by Sublandlord to Sublandlord’s Broker and to
Subtenant’s Broker in connection with the Sublease.

 

C. Subtenant shall cure any default which exists under
the Sublease on the Cancellation Date, and Subtenant’s obligation to cure any
such default within the period of time specified in the Sublease shall survive
the Cancellation Date.

 

 

D. If the Cancellation Option is exercised by
Subtenant, then, on or prior to the Cancellation Date, Subtenant shall
surrender possession of the Sublease Premises to Sublandlord in accordance with
the provisions of the Sublease, and, effective as of the Cancellation Date,
Subtenant and Sublandlord shall be relieved of their obligations under the
Sublease, except for any obligations which accrued prior to the Cancellation
Date.

 

E. Except as set forth in this Section, Subtenant
shall have no further right to cancel the Sublease.

 

3.             Brokerage Commissions. Subtenant represents that Subtenant
has dealt with no broker, real estate person, or finder in connection with this
First Amendment other than Sublandlord’s Broker and Subtenant’s Broker, and
that insofar as Subtenant knows, no other broker, real estate person, or finder
negotiated this First Amendment or is entitled to any commission or fee in
connection herewith. Subtenant agrees to indemnify, defend and hold Sublandlord
free and harmless from and against all claims for broker’s and real estate
commissions or finder’s fees by any person claiming to have been retained by,
or furnished services to, Subtenant in connection with this transaction, other
than Sublandlord’s Broker and Subtenant’s Broker.

 

4.             Full Force and Effect.
Except as amended herein, all terms and conditions of the Sublease shall remain
in full force and effect throughout the duration of the Term. The Sublease, as amended
herein, constitutes the entire agreement between the parties hereto and no
further modification of the Sublease, as amended herein, shall be binding
unless evidenced by an agreement in writing signed by Sublandlord and
Subtenant.

 

IN WITNESS WHEREOF,
Sublandlord and Subtenant have executed this First Amendment as of the day and
year first above written.

 

 

	
  SUBLANDLORD:

  	
   

  	
  SUBTENANT:

  
	
   

  	
   

  	
   

  
	
  HOLLAND & HART LLP, a Colorado

  limited liability partnership

  	
   

  	
  TROPICANA ENTERTAINMENT LLC, a

  Delaware limited liability company

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  By:

  	
  /s/ Lawrence J. Wolfe

  	
   

  	
  By:

  	
  /s/ Robert Kocienski

  
	
  Print Name:

  	
  Lawrence J. Wolfe

  	
   

  	
  Print Name:

  	
  Robert Kocienski

  
	
  Its:

  	
  Managing Partner

  	
   

  	
  Its: 

  	
  Senior Vice President,
  Chief 

  Financial Officer and Treasurer

  
	
   

  	
   

  	
   

  	
   

  
	
  Date:

  	
  12/18/08

  	
   

  	
  Date: 

  	
  December 18, 2008

  

 

2Exhibit 10.9

 

PRINCIPLES
OF COOPERATION

 

 

BETWEEN

 

SEAFARERS ENTERTAINMENT AND

 

ALLIED
TRADES UNION

 

AND

 

ARGOSY
GAMING COMPANY

 

 

	
   

  	
  CATFISH
  QUEEN PARTNERSHIP IN COMMENDUM

  
	
   

  	
  d/b/a
  ARGOSY CASINO OF BATON ROUGE

  
	
   

  	
   

  	
  and the

  
	
   

  	
  CENTROPLEX
  CONVENTION CENTRE HOTEL, L.L.C.

  

 

 

TABLE OF CONTENTS - GUIDING ARTICLES

 

	
  PREAMBLE

  	
   

  	
  i

  
	
  INTRODUCTION

  	
   

  	
  1

  
	
  ARTICLE
  I — RECOGNITION

  	
   

  	
  2

  
	
  GA.1.1. Initial Recognition

  	
   

  	
  2

  
	
  ARTICLE
  II — UNION SECURITY

  	
   

  	
  2

  
	
  GA.2.1. Hiring Procedures for Personnel

  	
   

  	
  2

  
	
  GA.2.2. Union Membership

  	
   

  	
  3

  
	
  GA.2.3. Dues/Agency Fee Check Off

  	
   

  	
  4

  
	
  GA.2.3.(a) Check Off Authorization

  	
   

  	
  6

  
	
  GA.2.4. Company Rejection

  	
   

  	
  7

  
	
  GA.2.5. Orientation Period

  	
   

  	
  7

  
	
  GA.2.6. Indemnification

  	
   

  	
  7

  
	
  GA.2.7. Union Delegates

  	
   

  	
  7

  
	
  GA.2.8. Union Stewards

  	
   

  	
  8

  
	
  GA.2.9. Bulletin Board

  	
   

  	
  9

  
	
  GA.2.10. Union Access

  	
   

  	
  9

  
	
  GA.2.11. Union Identification Certificate/Union
  Pins

  	
   

  	
  9

  
	
  ARTICLE
  III — MANAGEMENT RIGHTS

  	
   

  	
  10

  
	
  GA.3.1. General Rights

  	
   

  	
  10

  
	
  GA.3.2. Residual Rights

  	
   

  	
  11

  
	
  ARTICLE
  IV — GRIEVANCE AND ARBITRATION PROCEDURE

  	
   

  	
  11

  
	
  GA.4.1. Definition

  	
   

  	
  11

  
	
  GA.4.2. Procedure

  	
   

  	
  12

  
	
  GA.4.3. Limitations on Authority of the Arbitrator

  	
   

  	
  16

  
	
  GA.4.4. Time Limit for Filing

  	
   

  	
  16

  
	
  GA.4.5. Time Off

  	
   

  	
  17

  
	
  ARTICLE
  V — NO STRIKE — NO LOCKOUT

  	
   

  	
  17

  
	
  GA.5.1. No Strike

  	
   

  	
  17

  
	
  GA.5.2. No Lockout

  	
   

  	
  18

  
	
  GA.5.3. Judicial Restraint

  	
   

  	
  18

  
	
  ARTICLE
  VI — SAFETY AND CONTRACT ADMINISTRATION

  	
   

  	
  18

  
	
  GA.6.1. Employee and Guest Safety

  	
   

  	
  18

  
	
  GA.6.2.(a) Clarification Committees

  	
   

  	
  18

  
	
  GA.6.2.(b) National Clarification Committee

  	
   

  	
  19

  
	
  GA.6.3. Safe Working Conditions

  	
   

  	
  19

  
	
  GA.6.4. Training Advisory Board

  	
   

  	
  20

  
	
  ARTICLE
  VII — SENIORITY, LAYOFF AND RECALL

  	
   

  	
  20

  
	
  GA.7.1. Definition of Seniority

  	
   

  	
  20

  
	
  GA.7.1.(A). Seniority Accrual

  	
   

  	
  20

  
	
  GA.7.2. Part-time Employees

  	
   

  	
  21

  
	
  GA.7.3. Seniority List

  	
   

  	
  22

  
	
  GA.7.4. Seniority of Union Delegates

  	
   

  	
  22

  
	
  GA.7.5. Job Posting and Application Procedures

  	
   

  	
  22

  
	
  GA.7.6. Temporary Vacancies

  	
   

  	
  23

  

 

 

	
  GA.7.7. Scheduling

  	
   

  	
  23

  
	
  GA.7.7.(a) Schedule
  Bidding

  	
   

  	
  24

  
	
  GA.7.8. Termination of
  Seniority

  	
   

  	
  25

  
	
  GA.7.9. Layoff and
  Recall

  	
   

  	
  27

  
	
  GA.7.10. Subcontracting

  	
   

  	
  27

  
	
  ARTICLE VIII — HOURS OF WORK AND OVERTIME

  	
   

  	
  28

  
	
  GA.8.1. Intent

  	
   

  	
  28

  
	
  GA.8.2. Payroll Week

  	
   

  	
  28

  
	
  GA.8.3. Payroll Day

  	
   

  	
  28

  
	
  GA.8.4. Normal Work Days
  and Hours

  	
   

  	
  28

  
	
  GA.8.5. Exchange of Work
  Shifts

  	
   

  	
  29

  
	
  GA.8.6. Temporary Work
  in a Higher Classification

  	
   

  	
  29

  
	
  GA.8.7. Overtime Work

  	
   

  	
  29

  
	
  GA.8.8. Overtime Pay

  	
   

  	
  30

  
	
  GA.8.9. Reporting Pay

  	
   

  	
  30

  
	
  GA.8.10. Non-Duplication

  	
   

  	
  30

  
	
  ARTICLE IX — WAGES

  	
   

  	
  30

  
	
  GA.9.1. Wage Rates

  	
   

  	
  30

  
	
  GA.9.1.(A). New
  Classification and Increase Provision

  	
   

  	
  31

  
	
  GA.9.2. Reopener on
  Language

  	
   

  	
  32

  
	
  GA.9.3. Company Pay for
  Skills Reward Program

  	
   

  	
  32

  
	
  ARTICLE X — ADDITIONAL EMPLOYEE BENEFITS

  	
   

  	
  33

  
	
  GA.10.1. Trust Fund
  Benefits

  	
   

  	
  33

  
	
  GA.10.2.
  401(k) Plan

  	
   

  	
  33

  
	
  GA.10.3 Employee Meals

  	
   

  	
  34

  
	
  ARTICLE XI — COMPANY RULES, REGULATIONS AND
  DISCIPLINE

  	
   

  	
  34

  
	
  GA.11.1. Rules and
  Regulations

  	
   

  	
  34

  
	
  GA.11.2. Discipline

  	
   

  	
  34

  
	
  GA.11.3. Personnel Files

  	
   

  	
  34

  
	
  GA.11.4. Inability to
  Maintain License, Chronic Illness or Absenteeism

  	
   

  	
  35

  
	
  GA.11.5. Family Medical
  Leave Act

  	
   

  	
  35

  
	
  GA.11.6. Americans with
  Disabilities Act

  	
   

  	
  35

  
	
  GA.11.7. Equal
  Opportunity

  	
   

  	
  36

  
	
  GA.11.8. Company
  Variance Policy

  	
   

  	
  36

  
	
  GA.11.9. Use of Company
  Facilities

  	
   

  	
  36

  
	
  GA.11.10.
  Attendance/Tardiness/No Show-No Call

  	
   

  	
  36

  
	
  ARTICLE XII — JOB DESCRIPTION AND EMPLOYEE
  EVALUATION

  	
   

  	
  37

  
	
  GA.12.1. Job Description

  	
   

  	
  37

  
	
  GA.12.2. Evaluation

  	
   

  	
  37

  
	
  ARTICLE XIII — ADDITIONAL LEAVES OF ABSENCE

  	
   

  	
  38

  
	
  GA.13.1. Discretionary Leaves

  	
   

  	
  38

  
	
  GA.13.2. Application for
  Leave

  	
   

  	
  38

  
	
  GA.13.3. Jury Leave

  	
   

  	
  38

  
	
  GA.13.4. Leave for
  Illness, Injury or Disability

  	
   

  	
  39

  
	
  GA.13.5. Benefits While
  on Leave

  	
   

  	
  40

  
	
  GA.13.6. Union Leave of
  Absence

  	
   

  	
  41

  

 

 

	
  GA.13.7. Non-Employment Elsewhere

  	
   

  	
  41

  
	
  ARTICLE
  XIV — EMPLOYEE ALCOHOL AND DRUG TESTING

  	
   

  	
  42

  
	
  GA.14.1. Statement of Policy

  	
   

  	
  42

  
	
  GA.14.2. Prohibition

  	
   

  	
  42

  
	
  GA.14.3. Drug and Alcohol Testing Permitted

  	
   

  	
  42

  
	
  ARTICLE
  XV — INSURANCE

  	
   

  	
  43

  
	
  GA.15.1. Coverage

  	
   

  	
  43

  
	
  GA.15.1.(a) Cost

  	
   

  	
  45

  
	
  GA.15.2. Cost Containment

  	
   

  	
  45

  
	
  GA.15.3. Terms of Policies to Govern

  	
   

  	
  45

  
	
  GA.15.4. Life Insurance

  	
   

  	
  45

  
	
  ARTICLE
  XVI — TIME AWAY FROM WORK

  	
   

  	
  46

  
	
  ARTICLE
  XVII — BEREAVEMENT

  	
   

  	
  46

  
	
  ARTICLE
  XVIII — SAVINGS CLAUSE

  	
   

  	
  46

  
	
  ARTICLE
  XIX — ENTIRE AGREEMENT

  	
   

  	
  46

  
	
  ARTICLE
  XXII — DURATION

  	
   

  	
  46

  

 

 

TABLE OF CONTENTS — FACILITY SPECIFIC ADDENDUM

 

	
  INTRODUCTION

  	
   

  	
  1

  
	
  FS.1.1.
  Initial Recognition

  	
   

  	
  1

  
	
  FS.6.3.
  Safe Working Conditions

  	
   

  	
  2

  
	
  FS.8.4.
  Normal Work Days and Hours

  	
   

  	
  2

  
	
  FS.8.5.
  Exchange of Work Shifts

  	
   

  	
  3

  
	
  FS.8.6.
  Temporary Work in a Higher Classification

  	
   

  	
  4

  
	
  FS.8.8.
  Overtime Pay

  	
   

  	
  4

  
	
  FS.8.9.
  Reporting Pay

  	
   

  	
  4

  
	
  FS.9.1.
  Wage Rates

  	
   

  	
  5

  
	
  FS.9.2.
  Wage Reopener for 2008, 2009 and 2010

  	
   

  	
  6

  
	
  FS.10.3
  Employee Meals

  	
   

  	
  6

  
	
  FS.11.9.
  Use of Company Facilities

  	
   

  	
  7

  
	
  FS.15.1.(a) Cost

  	
   

  	
  7

  
	
  ARTICLE
  XVI — TIME AWAY FROM WORK

  	
   

  	
  7

  
	
  FS.16.1.
  Holidays

  	
   

  	
  7

  
	
  FS.16.2.
  Work During a Holiday

  	
   

  	
  8

  
	
  FS.16.3.
  Scheduling of Holidays Off

  	
   

  	
  8

  
	
  FS.16.4.
  Vacation Allowance

  	
   

  	
  8

  
	
  FS.16.5.
  Vacation Taken

  	
   

  	
  8

  
	
  FS.16.6.
  Vacation Scheduling

  	
   

  	
  9

  
	
  FS.16.7.
  Holidays During Vacation

  	
   

  	
  9

  
	
  FS.16.8.
  Carry Over of Vacation Time

  	
   

  	
  9

  
	
  FS.16.9.
  Sick Leave Purpose

  	
   

  	
  9

  
	
  FS.16.10.
  Sick Leave Earned

  	
   

  	
  10

  
	
  FS.16.11.
  Personal Leave

  	
   

  	
  10

  
	
  ARTICLE
  XVII — BEREAVEMENT

  	
   

  	
  11

  
	
   

  	
   

  	
   

  
	
  APPENDIX
  A

  	
   

  	
  A-1

  

 

 

SEAFARERS ENTERTAINMENT AND ALLIED TRADES
UNION

 

AND

 

ARGOSY GAMING COMPANY

 

PREAMBLE

 

The relationship between SEATU, the Argosy
employees, which it represents, and the leadership of Argosy Gaming Company is
unique and strong due to the mutually supportive role each has played and
continues in the success of the other. This is a partnership that is based on
independent realities and perspectives that function by certain principles. The
“Principles of Cooperation” that follow attempts to capture the essence of this
working relationship.

 

Our customers who we entertain, our shareholders who
expect a fair return on their investment, our employees who provide exceptional
service, and the communities who license and support us expect and deserve the
highest possible “value” we can
deliver to them. The partnership between SEATU and Argosy Gaming Company share
a commitment to the highest possible “value”
to all who invest time, financial resources, talent or opportunity.

 

SEATU and Argosy Gaming Company are committed to
building upon their mutual success to reach a new level of “value” based on skill, unparalleled
service, flexibility, creativity, openness and fairness. While challenges may
arise, our expectation and commitment is to continue to build upon the working
relationship that has already been established through “The Principles of
Cooperation”.

 

i

 

GUIDING ARTICLES

 

INTRODUCTION

 

THESE GUIDING ARTICLES entered into by and between
the SEAFARERS ENTERTAINMENT AND ALLIED TRADES UNION (hereinafter referred to as
the “Union”), which is affiliated with the SEAFARERS INTERNATIONAL UNION OF
NORTH AMERICA, ATLANTIC, GULF, LAKES AND INLAND WATERS DISTRICT/NMU, AFL-CIO,
and the ARGOSY GAMING COMPANY and any person, firm, partnership, corporation,
joint venture or any other legal entity substantially under the control of
Argosy, or one or more Division(s) of Argosy covered by these Guiding
Articles or a subsidiary of Argosy (hereinafter referred to as “Argosy”). The
Addendum attached hereto and made a part hereof by this reference, applies to
the CATFISH QUEEN PARTNERSHIP IN COMMENDUM d/b/a ARGOSY CASINO OF BATON ROUGE
and the CENTROPLEX CONVENTION CENTRE HOTEL, L.L.C. (both hereinafter referred
to as the “Facility”). Hereinafter, Argosy and Facility are collectively
referred to as the “Company”. Hereinafter, these Guiding Articles and Facility
Specific Addendum are collectively referred to as the “Agreement”. This
Agreement shall be legally binding on the parties and are in recognition of the
Union’s status as the representative of certain Company employees and has as
its basic purpose the promotion of harmonious relations between the Company and
the Union; the establishment of an equitable and peaceful procedure for the resolution
of differences; and the establishment of an entire agreement covering rates of
pay, hours of work and conditions of employment applicable to bargaining unit
employees.

 

1

 

This Agreement is also intended to be legally
binding as to all future establishments, locations, or property and all
adjacent or related property whether in existence, additional or acquired and
whether owned or operated (in the capacity of an employer as defined by
applicable law) by the Company, as well as any addition, expansion or
replacement to an existing establishment, location or property, as to all
employees not yet represented by the Union or any other Labor Organization
under a Collective Bargaining Agreement with the Company, but excluding all
office, clerical and professional, table games, surveillance, administrative,
purchasing and audio visual employees, licensed marine officers, guards,
managerial, casual, temporary and confidential, supervisors, all as defined under
the National Labor Relations Act and all like or similar positions.

 

This Agreement shall also be binding on any Company
successors or assigns engaged in the business of riverboat gaming or land-based
gaming as described above if so elected by the Company in the exercise of its
sole discretion.

 

Therefore, in consideration of the mutual promises
and agreements contained in this Agreement, the Union and the Company do
mutually promise and agree as follows:

 

ARTICLE I — RECOGNITION

 

Section GA.1.1. Initial Recognition

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

ARTICLE II - UNION SECURITY

 

Section GA.2.1. Hiring Procedure for Personnel

 

The Company shall exercise its management right to hire those individuals who, in the sole opinion
of the Company, are the most capable and qualified to fill existing

 

2

 

vacancies. The Union may refer capable, competent
and physically fit persons when and where there exist vacancies necessitating
the employment of employees covered under this Agreement. Referrals by the
Union shall be on a non-discriminatory basis and shall not be based on nor in
any way affected by Union membership, policy or requirements. The Union agrees
that it will not discriminate against non-union workers in referring applicants
to the Company and the Company agrees that it will not discriminate for or
against Union members in selecting applicants for hire. Applicants sent from
the Union will be treated like other applicants and their employment is at the
sole discretion of the Company, based upon skill, ability and experience as
determined appropriate by the Company.

 

Section GA.2.2. Union Membership

 

A. Subject to the provisions of the Labor Management
Relations Act of 1947, as amended, all present employees who are members of the
Union on the effective date of this Agreement, or who become members during the
term of this Agreement, shall remain members of the Union in good standing as a
condition of employment or pay the required agency fee. Furthermore, all new
employees shall be obligated to become and remain members of the Union as a
condition of employment or pay the required agency fee.

 

Employees who are not members of the Union shall
within thirty (30) days of the effective date of this Agreement either become
members in good standing or shall pay to the Union, as an agency fee, an
appropriate amount determined by the Union on an annual basis.

 

The failure of any person to become and remain a
member of the Union at the required time or to pay the agency fee shall
obligate the Company, upon written notice

 

3

 

from the Union, to such effect and to further effect
that Union membership was available to such person on the same terms and
conditions generally available to other members, to forthwith discharge such
person. Further, the failure of any person to maintain his Union membership in
good standing as required herein (except as otherwise required or permitted by
law), or to continue to pay the agency fee shall, upon written notice to the
Company by the Union, obligate the Company to discharge such person.

 

B. Notwithstanding anything to the contrary herein,
paragraph “A” above shall not be applicable if all or any part thereof shall be
in conflict with applicable law; provided, however, that if all or any part of
paragraph “A” becomes permissible by virtue of a change in applicable law,
whether by legislation or judicial action, the provisions of paragraph “A” held
valid shall immediately apply.

 

The provisions of this Article shall be
continuously in force, to the extent permitted by law, from the date of this
Agreement through any period of negotiations for a successor Agreement and
until the expiration of this Agreement.

 

Section GA.2.3. Dues / Agency Fee Check Off

 

The Union, an unincorporated association consisting
of employees of the Company and of other employers, to facilitate and implement
the desire of such employees to maintain their Union and to assist such
employees to comply with their monetary obligations to their Union, agree to
the establishment and maintenance of a voluntary check-off procedure for the
employees covered by this Agreement. The Union and the Company further
acknowledge that such check-off is in accordance with the authority and
direction of exclusive federal law and decisions of the NLRB regulating labor
management relations such as the relationship which is the subject of this
Agreement between these

 

4

 

parties.
In accordance with the provisions of Section 302 (c) (4) of the
Federal Labor Management Relations Act, as amended, the Company agrees that,
upon receipt of a voluntary written authorization executed by employees covered
by this Agreement, it will deduct the employees’ regular initiation fees,
regular dues or agency fees from such employees’ compensation, including
payment for or made during time-off periods, if any, in the amounts set forth in
the written authorization and timely remit such amounts to the Union. Such
deductions shall be made and shall come from the wages paid during each pay
period of each calendar month; however, if the wages paid during such pay
periods are insufficient to fully cover the current monthly dues, regular
initiation fees, regular dues or agency fees, deductions shall then be made
from one or more consecutive pay periods to pay and satisfy same. The Company
agrees to hold all such sums deducted in trust for the Union.

 

The
Company further agrees to forward the amount of dues, initiation fees or agency
fees deducted, to the Union not later than the twentieth (20th) day of the month following
the month in which the deductions were made. A list of those from whom deductions
were made, their social security numbers, most recent dates of hire, hourly
rates of pay and the amount of such deductions will be furnished to the Union
along with the remittance to: 5201 Auth Way, Camp Springs, Maryland, 20746,
Attn: Secretary/Treasurer.

 

5

 

Section GA.2.3.
(a) Check Off Authorization

 

Check Off Authorization

Seafarers Entertainment and Allied Trades
Union

Affiliated with the Seafarers International
Union of North America,

Atlantic, Gulf, Lakes and Inland Waters
District/NMU,

AFL-CIO

 

I hereby assign to the Seafarers Entertainment and
Allied Trades Union, and direct my Company to deduct from my wages earned or to
be earned by me during this and each month thereafter, regular monthly membership
dues in such amount as the Secretary-Treasurer of the above Union shall from
time to time certify as the regular monthly membership dues. In the
alternative, I hereby assign to the Union, and direct my Company to deduct from
my wages as stated above, agency fees. I understand that any such agency fees
shall be used solely for collective bargaining, contract administration and
enforcement, and other related representational obligations. Such dues or
agency fees are to be deducted from each pay period of each month.

 

This assignment and authorization shall be
irrevocable for a period of one (1) year from the date hereof, or until
the termination date of the current Collective Bargaining Agreement between the
Union and the Company, whichever is the shorter period, and shall be
automatically irrevocably renewed for like periods unless, within thirty (30)
days before the end of any renewal period, I submit a written revocation signed
by myself and sent by registered mail, return receipt requested, to the Company
and the Union.

 

I further authorize you to deduct from my first pay
period an amount equal to one-eighth (1/8) of the Union’s initiation fees, and
a like one eighth (1/8) amount from my next seven (7) pay periods, which
amounts shall be certified by the Union’s Secretary Treasurer as the initiation
fees. In the alternative, I authorize you to deduct the appropriate fee as
agency fees.

 

All monies deducted from my earnings as provided
above shall be held by my Company, in trust, and be remitted monthly to the
Union on or before the 20th day of each and every month.

 

This authorization shall be effective on the date of
its signing by me.

 

	
  NAME:

  	
   

  	
   

  
	
  DATE OF HIRE:

  	
   

  	
   

  
	
  ADDRESS:

  	
   

  	
   

  
	
  COMPANY:

  	
   

  	
   

  
	
  City

  	
   

  	
  State

  	
   

  	
   

  
	
  Zip

  	
   

  	
   

  
	
  SOC. SEC. #:

  	
   

  	
   

  
	
  PHONE:

  	
   

  	
   

  
	
  SIGNATURE:

  	
   

  	
   

  
	
  DATE:

  	
   

  	
   

  
												

 

6

 

Section GA.2.4. Company Rejection

 

The Union agrees that the Company has the right to
reject any applicant outside of the Bargaining Unit for employment who the
Company considers unsatisfactory or unsuitable for the position, or less
qualified than another applicant, without recourse under this Agreement.

 

Section GA.2.5. Orientation Period

 

The first ninety (90) days of employment shall
constitute a trial, or orientation period, during which period the Company
shall have the right to discharge such new employees for any reason whatsoever
and there shall be no recourse under this Agreement for any such discharge.
Thereafter, employees may only be terminated for just cause.

 

Section GA.2.6. Indemnification

 

The Union shall defend, indemnify and save the
Company harmless against any and all claims, demands, suits or other forms of
liability that shall arise out of or by reason of action taken or not taken by
the Company for the purpose of complying with any of the provisions of this
Article.

 

Section GA.2.7. Union Delegates

 

A maximum of one (1) Delegate per shift in each
department shall be selected by the Union in that department to act as
Departmental Delegates. The Company shall be notified of such Delegates in
writing and until notification is received, the Company is not obligated to
recognize them as such. Such Delegates shall keep track of all conditions,
problems and grievances in their respective departments, and present to their
supervisors on behalf of the employees in the departments all facts, opinions
and circumstances concerning any matter, which may require adjustment,
improvement or review. Their

 

7

 

duties shall be to make sure that all problems of
the employees are brought to light and solve them as quickly as possible.
However, it is understood that the actions of the Union Delegates shall in no
way unduly interfere with the operation of the Company’s business nor shall it
in any way unduly interfere with the employment duties of the Union Delegates.
Union Delegates’ activity shall primarily occur before work, after work or
during lunch or authorized break periods, and shall not disturb guests or other
employees who are working.

 

The Union and the Company pledge their mutual
cooperation to the goal of providing continuing and requisite training of
Delegates, Stewards, Managers and Supervisors. This training shall pertain to
joint Union-Management cooperation efforts and the roles of the parties in
Contract administration and the grievance-arbitration process.

 

Union Delegates shall be paid their normal hourly
rate of pay for all time spent performing duties specified in this
Section GA.2.7, which occurs during their respective scheduled working
time, and no other.

 

Section GA.2.8. Union Stewards

 

The Union may also select Stewards, as it deems
appropriate. In terms of this Agreement, the Stewards shall have only those
responsibilities as set forth herein; the Stewards shall assist the Union in investigations
and may have such other responsibilities as assigned by their Departmental
Delegates and the Business Representative, not inconsistent with the terms of
this Agreement. However, it is understood that the actions of the Stewards
shall in no way interfere with the operation of the Company’s business nor
shall it in any way interfere with the employment duties of the Union Stewards.
Union

 

8

 

Stewards’
activity shall occur only before work, after work or during lunch or authorized
break periods, and shall not disturb guests or other employees who are working.

 

Section GA.2.9.
Bulletin Board

 

The
Company shall provide locked bulletin board and space as mutually agreed upon.
All Union postings shall be limited to the bulletin board, and the Union shall
not post materials of a political or inflammatory nature.

 

Section GA.2.10.
Union Access

 

Up
to two (2) Union representatives who are not employed by the Company, or
his or her successor(s) as designated by the Union, shall have access to the Company in order to help resolve a dispute or problem.
In order to receive access, the representative(s) must provide advance
notice to the Company and make arrangements not to disrupt guests or the work of
employees on duty. After receiving such advance notice, the Company shall not
unreasonably withhold access for such visit. The representative(s) may
visit with employees during their non-working periods if such visit does not
disturb guests or other employees who may be working or at other times with
permission of the Company if the work of employees will not adversely be
affected.

 

Section GA.2.11.
Union Identification Certificate/Union Pins

 

The
Union agrees to furnish without cost, a Union Identification Certification for
each Facility; provided, however, that such Certificate is to remain the
property of the Union. The Union reserves the right to refuse or withdraw the
Union Identification Certificate where the Union believes in good faith, that
there is a significant pattern of conduct at a Facility in violation of this
Agreement and only then upon fourteen (14) days prior notice in writing, to the
Facility’s General Manager, Director of Human Resources,

 

9

 

the Company’s Senior Vice President of Human
Resources and Corporate Director of Human Resources. Where a Union
Identification Certificate is furnished to the Company, it shall be prominently
displayed in an area accessible to the public.

 

Employees at all times while on the job, may wear
one Union pin in a conspicuous place as mutually agreed upon.

 

ARTICLE III - MANAGEMENT RIGHTS

 

Section GA.3.1. General Rights

 

The management of the Company shall have the
exclusive right to manage and operate the Company, including all of its
operations, activities and the direction of its working force of employees,
with the right to hire; or to suspend, discipline or discharge for
unsatisfactory performance; to promote, demote, assign, transfer, layoff,
recall or relieve employees from duty and to maintain discipline and efficiency
among employees; to decide the number of employees to be utilized; to establish
workplace policies and procedures; to determine the type and scope of services
to be furnished to the public and the nature of the facilities to be operated;
to subcontract work; to establish schedules of operation; to determine work
schedules of employees and to change such schedules as determined appropriate;
to require overtime; and to determine the methods, procedures and means of
providing services to the public. The Company shall also have the right to
introduce new or improved working methods or facilities. Nothing in the above
provisions is intended to limit any rights of the Company not specifically and
expressly covered, provided that in the exercise of any of the above rights,
the Company shall not violate any express provision of this Agreement.

 

10

 

Section GA.3.2. Residual Rights

 

To the extent that any function of managerial
authority is expressly limited by this Agreement, a dispute concerning the
Company’s exercise of that function shall be subject to the grievance and
arbitration procedure of this Agreement unless otherwise provided for, but any
managerial function not expressly limited by the terms of this Agreement is
reserved to and vested exclusively in the Company and shall not be subject to
the grievance and arbitration procedure of this Agreement.

 

ARTICLE IV - GRIEVANCE AND ARBITRATION
PROCEDURE

 

Section GA.4.1. Definition

 

A “grievance” is defined as a dispute or difference
of opinion raised by the Union against the Company involving an alleged
violation or misapplication of an express provision of this Agreement. Only the
Union or an authorized Union representative may file or advance a grievance
under this Agreement.

 

All employees should initially make suggestions to,
consult with and/or raise any questions or complaints they may have concerning
their work, this Agreement or other matters directly with their immediate
supervisor. Should the supervisor not be able to satisfactorily take care of
the matter, employees are reminded that the Human Resources Office is also
available to assist them and answer questions they may have concerning their
work and this Agreement. Should a disagreement or dispute arise between an
employee and his/her immediate supervisor or the Company involving an alleged
violation or misapplication of an express provision of this Agreement, which is
not resolved to the employee’s satisfaction with his/her immediate supervisor,
such dispute or disagreement

 

11

 

may
form the basis for a grievance which shall be handled and adjusted exclusively
under the Grievance Procedure set forth below.

 

Section GA.4.2.
Procedure

 

A
grievance filed against the Company shall be processed in the following manner:

 

	
  STEP
  1:

  	
  Any
  Union representative (defined for purposes of the Article as a Business
  Representative or Delegate) who has a grievance shall submit the grievance in
  writing to the Facility’s Human Resources Director or his/her designee,
  specifically indicating that the matter is “a grievance” under this
  Agreement. The grievance shall contain a complete statement of the facts and
  the article(s) of this Agreement claimed to have been violated. All
  grievances must be presented no later than five (5) business days from
  the date of the occurrence of the event giving rise to the grievance or
  within five (5) business days after the Union or affected employee,
  through the use of reasonable diligence, could have obtained knowledge of the
  occurrence of the event giving rise to the grievance. The Union
  Representative bringing the grievance (herein “the Grievant”) shall, upon
  request of the Company, meet with the Facility’s Human Resources Director or
  his/her designee, to attempt to resolve the grievance. If the matter is not
  resolved, the Facility’s Human Resources Director or his / her designee,
  shall render a written response to the grievance within five
  (5) business days after the grievance is presented.

  
	
   

  	
   

  
	
  STEP 2:

  	
  If the grievance is not
  settled in Step 1 and the Union wishes to appeal the grievance to Step 2 of
  the grievance procedure, it shall be submitted in writing to the Facility’s
  General Manager or his/her designee. Such an appeal must be

  

 

12

 

	
   

  	
  submitted
  in writing to the Facility’s General Manager or designee within five (5) business
  days after receipt of the Company’ s answer in Step 1, or within five
  (5) business days of the time when such answer would have been due. The
  grievance shall state the provision or provisions of this Agreement which are
  alleged to have been violated, the relief requested, and the basis upon which
  the grievant believes the grievance was improperly denied at the previous
  step in the grievance procedure. The Facility’s General Manager or designee
  shall investigate the grievance and, in the course of such investigation, may
  offer to discuss the grievance within five (5) business days with the
  Union representative at a time mutually agreeable to the parties. If no
  settlement of the grievance is reached, the Facility’s General Manager or
  designee shall provide a written answer to the Union within ten
  (10) business days following receipt of the Step 2 grievance.

  
	
   

  	
   

  
	
  STEP
  3:

  	
  If
  the grievance is not settled at Step 2, the Union may refer the grievance to
  a joint Union/Corporate Adjustment Committee (sent to the attention of the
  Corporate Director H.R.) within ten (10) business days following the
  receipt of the Company’s answer in Step 2. The Union/Corporate Adjustment
  Committee shall consist of two (2) members designated by the Union and
  two (2) members designated by the Company, or fewer members if mutually
  agreed, so long as the number of Union and Company representatives is the
  same. The Corporate members may include officials from Argosy Casino’s
  Corporate offices and/or labor counsel. All work of the Grievance Adjustment
  Committee shall take place during normal working hours. The

  

 

13

 

	
   

  	
  Committee shall hear and consider each side’s
  position on grievances brought before it and may request further information
  or input from possible witnesses. The Committee or any member thereof, has
  the right to request the presence of witnesses. The Committee may consider
  more than one grievance at a time if agreed by a majority of Union and
  Company Committee representatives. The Committee shall meet and take action
  on a grievance within thirty (30) business days of the grievance being filed
  with the Committee, or it may be referred to the next step in the grievance
  procedure by the Union. The case shall be presented on behalf of the Company
  by the Human Resources Department and for the Union, by a Business
  Representative. Thereafter, the Committee shall render its decision by
  majority vote. The Committee, upon majority vote, may sustain the grievance
  in whole or in part, with the remedy as directed by the Committee, deny the
  grievance in whole or in part, or remand the grievance to Step 2 with
  comments. If the Committee deadlocks and is thus unable to resolve the
  grievance to the satisfaction of both the Company and the Union, the Union
  may refer the grievance to arbitration as described in Step 4 below.

  
	
   

  	
   

  
	
  STEP 4:

  	
  If the grievance is not settled at Step 3 and the
  Union desires to appeal, the Union may refer the grievance to arbitration
  (sent to the attention of the Corporate Director H.R. and the Facility
  General Manager), as described below, within ten (10) business days of
  the date the Union is informed by the Joint Union/Corporate Adjustment
  Committee that the Committee was unable to resolve the grievance at Step 3:

  

 

14

 

	
   

  	
  (a)

  	
  The parties shall attempt to agree upon an
  arbitrator within five (5) business
  days after receipt of the notice of referral. In the event the parties are
  unable to agree upon the arbitrator within said five (5) business day period, the parties shall jointly request the Federal
  Mediation and Conciliation Service to submit a panel of five
  (5) arbitrators. Each party retains the right to reject one
  (1) panel in its entirety and request that a new panel be submitted. Both
  the Union and the Company shall have the right to alternately strike names
  from the panel, with the party requesting arbitration striking the first
  name. The person remaining shall be the arbitrator.

  
	
   

  	
   

  	
   

  
	
   

  	
  (b)

  	
  The arbitrator shall be notified of his/her
  selection and shall be requested to set a time and place for the hearing,
  subject to the availability of Union and Company representatives.

  
	
   

  	
   

  	
   

  
	
   

  	
  (c)

  	
  The Company and the Union shall have the right to
  request the arbitrator to require the presence of witnesses or documents. The
  Company and the Union retain the right to employ legal counsel.

  
	
   

  	
   

  	
   

  
	
   

  	
  (d)

  	
  The arbitrator shall submit his/her decision in
  writing within thirty (30) calendar days following the close of the hearing
  or the submission or briefs by the parties, whichever is later. This decision
  shall be final and binding on the Company, the Grievant, the affected
  employee, the employees covered by this Agreement, and the Union.

  
	
   

  	
   

  	
   

  
	
   

  	
  (e)

  	
  More
  than one grievance may be submitted to the same arbitrator if both parties
  mutually agree in writing.

  

 

15

 

	
   

  	
  (f)

  	
  The fees and expenses of the arbitrator and the
  cost of a written transcript, if any, shall be divided equally between the
  Company and the Union; provided, however, that each party shall be
  responsible for compensating its own representatives and witnesses.

  

 

Section GA.4.3. Limitations on Authority of the
Arbitrator

 

The arbitrator shall have no right to amend, modify,
nullify, ignore, add to or subtract from the provisions of this Agreement. The
arbitrator shall consider and rule only concerning the questions of fact
as to whether there has been a violation, misinterpretation or misapplication
of the specific provision(s) of this Agreement. The arbitrator shall be
empowered to advise concerning only the issues raised by the grievance as
submitted in writing at Step 2. The arbitrator shall have no authority to
render advice on any issue not so submitted or raised. The arbitrator shall be
without power to render advice, which is in any way contrary to or inconsistent
with applicable laws or rules and regulations of administrative bodies
having jurisdiction over the Company’s business. Any decision or award of the
arbitrator rendered within the limitations of this Section shall be
binding upon the Company, the grievant, the employees covered by this
Agreement, and the Union.

 

No witness may be called at the arbitration hearing
by a party if the other party had not been informed at a prior step in the
Grievance Procedure of the witness or received information, which would allow
that party to discern the existence of such possible witness. 

 

Section GA.4.4. Time Limit for Filing

 

No grievance shall be entertained or processed
unless it is submitted at Step 1 within five (5) business days after the
occurrence of the event giving rise to the grievance or within

 

16

 

five (5) business days after the affected
employee or the Union, through the use of reasonable diligence, could have
obtained knowledge of the occurrence of the event giving rise to the grievance.
A “business day” is defined as a calendar day exclusive of Saturdays, Sundays
or holidays recognized by the State. If a grievance is not presented by the
Union within the time limits set forth above, it shall be considered “waived”
and may not be  further pursued by
the affected employee or the Union. If a grievance is not appealed to the next
step within the specified time limit or any agreed extension thereof, it shall
be considered settled on the basis of the Company’ s last answer. If the
Company does not answer a grievance or an appeal thereof within the specified
time limits, the Union may elect to treat the grievance as denied at that step
and immediately appeal the grievance to the next step.

 

If mutually agreed upon, the parties may waive one
or more of the steps and/or specified time limits in the grievance procedure,
provided they do so in writing.

 

Section GA.4.5. Time Off

 

One Delegate shall be given paid time off to
participate in the Step 1, 2, 3 and/or Step 4 meeting(s) if the
meeting(s) is conducted on working time. No other time spent on grievance
matters shall be considered time worked for compensation purposes.

 

ARTICLE V - NO STRIKE -NO LOCKOUT

 

Section GA.5.1. No Strike

 

Neither the Union nor any of its officers or agents,
or employees covered by this Agreement will instigate, promote, sponsor, engage
in or condone any strike, sympathy strike, picketing, slowdown, concerted
stoppage of work, or concerted refusal to perform assigned work duties or
refusal to cross a picket line, regardless of the reason for so doing.

 

17

 

Any and all employees who violate any of the
provisions of this Article may be discharged or
otherwise disciplined by the Company, subject to review under the grievance
procedure. Mitigation of discipline shall be considered where an employee has
an objective, reasonably based fear of bodily harm.

 

Section GA.5.2.
No Lockout

 

The
Company will not lock out any employees during the term of this Agreement.

 

Section GA.5.3.
Judicial Restraint

 

Nothing
contained herein shall preclude the Company or the Union from obtaining
judicial restraint and damages in the event the other party violates this Article.

 

ARTICLE VI - SAFETY AND CONTRACT ADMINISTRATION

 

Section GA.6.1.
Employee and Guest Safety

 

The
Company and the Union agree to cooperate in promoting the safety of employees
and guests. Employees shall adhere to all safety rules and regulations promulgated
by the Company.

 

Section GA.6.2.(a) Clarification
Committee

 

The
parties agree to the immediate formation of a Facility level committee, which
shall be known as the “clarification committee”. The committee shall meet at
least bi-monthly unless such meeting is canceled by mutual consent, at times
and places mutually agreed between the Facility and the Union with the party
requesting the meeting providing a written agenda in advance of the matters
proposed to be discussed. It will be the function and purpose of the committee
to study and make recommendations on any problem involving safety or contract
administration issues. It is understood and agreed that the committee shall not
have the right to alter, vary or modify provisions of this Agreement. It

 

18

 

is further understood that the establishment and
function of the committee provided herein shall in no way alter, vary or modify
the right of the Union or the Company to pursue any matter through the grievance
and arbitration provisions of this Agreement.

 

Activities of employee-members of the clarification
committees shall not interfere with the proper performance of the employee’s
work or with the full and proper provision of services to guests.

 

Section GA.6.2.(b) National Clarification
Committee

 

The Parties shall participate as members of the
Argosy Gaming Company/SEATU National Clarification Committee. The function and
structure of the National Clarification Committee shall be as agreed upon
between Argosy Gaming Company and SEATU. 

 

Section GA.6.3. Safe Working Conditions

 

The Company agrees to respond to any claims or
unsafe working conditions raised by employees or the Union. The Union agrees to
encourage employees to observe safe working conditions and be alert towards
safety hazards for their safety and the safety of the property and its guests.
No employee shall be required or assigned to engage in any activity involving
dangerous conditions, or work, where either is in violation of government regulations
relating to safety of persons or equipment. Further, the Company shall ensure
that there is adequate life-saving gear available including, where applicable,
life rings, life jackets, work vests, and lifeboats. Employees violating
approved safety rules shall be subject to discipline, including discharge.
The Company agrees to furnish, maintain and keep available adequate first aid
equipment.

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

19

 

Section GA.6.4. Training Advisory Board

 

The Company and the Union agree to the establishment
of a Training Advisory Board made up of the Union’s Area Vice President,
Union’s National Coordinator and the Company’s Corporate Director H.R.

 

The Board will meet to consider and recommend
training, skills, education and curriculum development which are or as may be
available through resources such as the Lundeberg School and which might be
appropriate for bargaining unit employees and their continued enhancement of
skills, ability and qualifications.

 

ARTICLE VII — SENIORITY, LAYOFF AND RECALL

 

Section GA.7.1. Definition of Seniority

 

Seniority shall be used, as described in this
Agreement, solely to determine rights existing between bargaining unit
employees only.

 

Seniority rank shall be determined by bargaining
unit classification entry date and if the same, then by bargaining unit
department entry date and if the same, then by date of hire with Argosy and if
the same, then by Argosy Bargaining Unit entry date (defined and computed as
cumulative length of service in all Argosy Bargaining Units represented by SEATU),
and if the same, then by the last four (4) digits of each employee’s
Social Security number, with the higher number the better.

 

An employee’s Company seniority date shall be
his/her most recent date of hire and is for benefit purposes only; otherwise,
seniority as defined in this Article shall determine seniority rights
between competing employees.

 

Section GA.7.1(A). Seniority Accrual

 

Seniority is defined as an employee’s length of
service within the classification(s)

 

20

 

that they work. Service time within a
classification(s) cannot be lost or forfeited so long as the employee
remains in the employ of the Company, consistent with Section GA.7.8 of
this Agreement. Should an employee elect to transfer to a new classification,
time served within the previous classification will stop accruing and commence
for the new classification, as of the date when the employee physically starts
working within the new classification or the transfer release date, which ever
comes first. Classification seniority shall be accrued by cumulative service in
each classification.

 

When an employee moves from a part time position
(defined as regularly scheduled and work less than thirty-two (32) hours per
week) to a full time position (defined as regularly scheduled and work
thirty-two (32) or more hours per week), fifty (50) percent of their accrued
part time seniority shall be credited to their full time status on the full
time seniority list for the appropriate classification. When an employee moves
from a full time position to part time position, one hundred (100%) percent of
their accrued full time seniority shall be credited to their part time status
on the part time seniority list for the appropriate classification.
Part time seniority shall accrue on the part time list and full time
seniority shall accrue on the full time list.

 

If and when the Company eliminates a full time
“Lead” classification and the current employee in the affected “Lead”
classification moves to the “regular” full time classification, one hundred
(100%) percent accrued seniority shall be credited to the appropriate full time
list for time spent as a “Lead” in that classification.

 

Section GA.7.2. Part-Time Employees

 

Part-time employees shall accrue seniority rights
based upon their classification time accrued as specified within
Section GA.7.1(A); benefits received by part-time employees

 

21

 

shall
exist only as specifically stated in each benefit Article of this
Agreement. The Company will maintain and utilize separate seniority lists for
full-time and part-time employees.

 

Section GA.7.3.
Seniority List

 

The
Company shall, within thirty (30) days after the signing of this Agreement,
furnish the Union with seniority lists showing the Company seniority dates for
all full-time and part-time employees within the bargaining unit. One copy of
each list shall be posted on an appropriate Company bulletin board. During the
term of this Agreement, the seniority lists shall be revised and posted
quarterly by the Company and Union, and the Union will be provided on a
quarterly basis a seniority list, as well as a list of employees terminated,
newly hired, transferred or any other change which affects seniority. Errors in
any posted seniority list must be brought to the attention of the Company in
writing within fourteen (14) calendar days following the posting of the list,
otherwise the list shall be deemed to be correct and shall not thereafter be
subject to modification and any action based on the listed seniority shall not
be subject to a later grievance.

 

Section GA.7.4.
Seniority of Union Delegates

 

The
Union Delegates as stated in Section GA.2.7 shall hold seniority over all
employees in their applicable classification for purposes of any layoff or
recall.

 

Section GA.7.5.
Job Posting and Application Procedures

 

When
a permanent vacancy exists in a bargaining unit position, which the Company
determines to fill, notice of such
vacancy will be posted by the Company for five (5) calendar days and
employees will be given the opportunity to apply for such vacancy. The Company
may also seek to fill permanent vacancies from persons outside the bargaining

 

22

 

unit, including new hires. Where a bargaining unit
employee possesses greater or relatively equal skill, ability and
qualifications to perform the work in a vacant position without further
training when compared to an outside applicant, the bargaining unit employee
will be given preference for selection to the vacancy. Similarly, where two or
more bargaining unit employees vie for a vacancy, the bidder with the highest
seniority will be given preference provided that the skill, ability and
qualifications among the employees seeking the vacancy are relatively equal.
When a bargaining unit position is filled through this bidding process, any
vacancy created in the successful bidder’s position may be filled by the
Company without resort to further bidding. Any dispute arising out of the
application of this provision may be resolved through the grievance procedure.
All decisions as to skill, ability and qualifications are to be made by the
Company without doing so in an arbitrary or capricious manner.

 

Section GA.7.6. Temporary Vacancies

 

Temporary vacancies are defined as those occasioned
by illness, vacation, leave of absence or other temporary situations which are
not likely to last more than six (6) months. Temporary vacancies, which
the Company decides to fill, will be filled by temporarily transferring
employees who are qualified to do the work or by hiring new employees at the
Company’s discretion. Volunteers for temporary transfers will be sought where
the Company determines such approach to be appropriate. This Section is
subject to the provisions of Section GA.8.6 of this Agreement.

 

Section GA.7.7. Scheduling

 

The Company shall construct and post shift
schedules.

 

23

 

 

Shifts shall be assigned based upon the Company’s
analysis of employee skill and ability levels and the needs of the department.
Where an opening occurs and where the needs of the department, in the Company’s
sole discretion, so allow, shift preference will be based on an employee’s
seniority.

 

Section GA.7.7.(a) Schedule Bidding

 

This Section is subject at all times to
Section GA 7.7.

 

Each department at the Facility is to establish a
schedule bidding procedure in writing that best fits the department’s
objectives and business needs, subject to the local Union Representative’s
agreement with the Company on the bidding procedure. The following are general
guidelines that may be employed to secure a fair and consistent policy
throughout all departments and classifications:

 

	
  1.

  	
  Current seniority list must be posted for each
  classification and department to allow enough time for changes to be made on
  any seniority issues.

  
	
   

  	
   

  
	
  2.

  	
  Bidding will be for shift preference and days off
  at the same time.

  
	
   

  	
   

  
	
  3.

  	
  Bidding schedules shall take place no less than
  quarterly, unless the department head, Union Delegate and Union
  Representative agree that a schedule bid is not necessary.

  
	
   

  	
   

  
	
  4.

  	
  The proposed schedule shall be posted for seven
  (7) calendar days prior to the beginning of the bidding, so to allow for
  the employee’s review and identify their possible schedule choices.

  
	
   

  	
   

  
	
  5.

  	
  Bidding shall take place during working hours.

  
	
   

  	
   

  
	
  6.

  	
  The
  employee will be notified by their department shift supervisor/manager on
  duty at their work location to come in by seniority to bid their schedule.

  

 

24

 

	
  7.

  	
  The bidding shall be done on a seniority basis.
  The employee with the highest seniority on the approved seniority list within
  the classification shall bid first, next the employee on the list that is
  second, and so on.

  
	
   

  	
   

  
	
  8.

  	
  The bid will take place within a seven
  (7) calendar day period.

  
	
   

  	
   

  
	
  9.

  	
  The employee has to show up in person to select
  their own schedule, unless other arrangements are made subject to approval
  from the Union’s Business Representative.

  
	
   

  	
   

  
	
  10.

  	
  If an employee fails to comply with #9 above, but
  later does so while the bid is still in progress, the employee may bid at that
  time where seniority left off and then the bidding shall resume.

  
	
   

  	
   

  
	
  11.

  	
  If an employee fails to abide by #9 or #10 above
  they will be placed at the bottom of the seniority list for that bid.

  
	
   

  	
   

  
	
  12.

  	
  If an employee is on vacation, the bid request
  form must be signed by management and the delegate/shift steward will stand
  in place for the employee.

  
	
   

  	
   

  
	
  13.

  	
  If an employee chooses to come in on their time
  off to bid, this will not be considered a mandatory meeting.

  
	
   

  	
   

  
	
  14.

  	
  If an employee was overlooked as the bid takes
  place a re-bid will be conducted from that employee’s seniority number and
  continue down the list.

  
	
   

  	
   

  
	
  15.

  	
  A re-bid will be conducted if seniority order was
  not honored during the bidding process.

  
	
   

  	
   

  
	
  16.

  	
  The completed new bid schedule shall be posted for
  five (5) business days before implementation.

  

 

Section GA.7.8. Termination of Seniority

 

The employment relationship and seniority may be
terminated for all purposes by

 

25

 

the Company when an employee:

 

	
  (a)

  	
   

  	
  quits or retires;

  
	
   

  	
   

  	
   

  
	
  (b)

  	
   

  	
  is discharged for just cause;

  
	
   

  	
   

  	
   

  
	
  (c)

  	
   

  	
  is absent exceeding the period for which a leave
  of absence or a written extension to a leave of absence has been granted or
  obtains a leave of absence under false pretenses, or remains on an approved
  leave of absence for over a twelve (12) month period;

  
	
   

  	
   

  	
   

  
	
  (d)

  	
   

  	
  does not fully comply with internal control
  procedures, security and surveillance procedures, live gaming procedures or
  does not at all times maintain appropriate or required licensure in good
  standing;

  
	
   

  	
   

  	
   

  
	
  (e)

  	
   

  	
  is absent as a no-call/no-show (as further
  amplified in the Facility Specific Addendum or Facility Specific Absentee
  Policy) without notifying the Company, except where notification is not
  possible through no fault of the employee;

  
	
   

  	
   

  	
   

  
	
  (f)

  	
   

  	
  after layoff, fails to notify the Company within
  three (3) working days of an intention to return to work following
  telephone notification or the mailing of a certified letter of recall from
  layoff, mailed to the employee’s last address as shown on the Company’s
  records;

  
	
   

  	
   

  	
   

  
	
  (g)

  	
   

  	
  accepts other employment during a leave of absence
  unless agreed to in writing by the Company;

  
	
   

  	
   

  	
   

  
	
  (h)

  	
   

  	
  fails
  to report to work, after being off due to a compensable injury or accident,
  within two (2) working days after release by his or her doctor;

  

 

26

 

	
  (i)

  	
   

  	
  leaves the bargaining unit to accept employment
  with the Company in a supervisory, managerial or other non-bargaining unit
  position for a period of ninety (90) days or longer; or is laid off for a
  period of six (6) months or longer.

  

 

Section GA.7.9. Layoff and Recall

 

The Company has the right to layoff employees to the
extent it determines to do so. In the event of a layoff, the Company may first
seek volunteers and if there are not enough volunteers, then layoffs shall take
place by job classification, full-time and part-time separately, consistent
with seniority as defined in Section GA.7.1; provided the
employee(s) within that job classification who remain possess equal or
greater qualifications, skill and ability to perform the available remaining
work without additional training.

 

Recall from layoff within a job classification,
full-time and part-time separately, all as determined by the Company, shall be
in, the inverse order of layoff; then volunteers; provided the employee to be
recalled possesses the qualifications, skill and ability to perform the
available work without additional training.

 

The Company shall not be required to recall laid-off
employees unless work is available for them on a regular basis for at least
fourteen (14) consecutive calendar days.

 

Throughout this Agreement, all decisions as to
qualifications, skill and ability are to be made by the Company but without
doing so in an arbitrary or capricious manner. 

 

Section GA.7.10.
Subcontracting

 

The Company shall not make a binding legal decision
to subcontract out any work which is customarily performed by bargaining unit
employees under this Agreement where such subcontract will result in the layoff
of employees represented by the Union, without

 

27

 

first providing the Union at least thirty (30) days’
advance notice and the right to good faith consultation and discussion with the
Union to communicate views, ideas and suggestions concerning the effects of the
subcontracting on bargaining unit employees.

 

ARTICLE
VIII - HOURS OF WORK AND OVERTIME

 

Section GA.8.1. Intent

 

This Article is intended to define the payroll
week and to provide a basis for computing overtime or premium pay. It shall not
be construed as a guarantee or limitation of hours of work per day or per week.

 

Section GA.8.2. Payroll Week

 

The payroll week shall be as designated by the
Facility at the time this Agreement is executed. The payroll week shall not
thereafter be changed without prior notice to the Union.

 

Section GA.8.3. Payroll Day

 

An employee’s payroll day shall consist of a
consecutive 24-hour period beginning with the employee’s scheduled starting
time.

 

Section GA.8.4. Normal Work Days and Hours

 

The normal schedule of work days for full-time and
part-time hourly employees shall vary from time to time as the needs of the
Company require. The Company may, of course, alter hours of work for full or
part-time hourly employees as required by the State, or the need to serve
guests or out of sound administrative practice; however, the Company will try
to keep work schedules as constant and unchanged as reasonably possible under
the circumstances then existing. Further, the Company reserves the right to
change or alter shift starting or ending times, or the number of shifts in a
day or a week.

 

28

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

Section GA.8.5. Exchange of Work Shifts

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

Section GA.8.6. Temporary Work in a Higher
Classification

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

Section GA.8.7. Overtime Work

 

If the Company in its discretion determines that
overtime work is necessary, and time permits (generally defined as twenty-four
(24) hours prior to the start of the overtime assignment, but subject to
unusual or exceptional circumstances), it shall seek volunteers for such work
among those employees normally performing the work, except for work in progress
which may be assigned to the individual then performing the work. If more than
one person volunteers, then overtime opportunities shall be rotated in
seniority order or otherwise reasonably equalized by the Company among those
employees desiring to perform such work. Employees who decline three
consecutive offers of overtime work on a voluntary basis shall be bypassed for
future voluntary overtime work unless selected for mandatory overtime. If a
necessary number of employees normally performing the work in question cannot
be obtained through voluntary means, or if time does not permit the
solicitation of volunteers, the Company has the right to require overtime work
and employees will be expected to perform such work as assigned. Where two
(2) or more employees are equally qualified and available, the junior
employee will normally be

 

29

 

assigned the overtime work on a reverse-seniority
rotational basis. The Company shall notify employees as early as reasonably
possible prior to the time that overtime work is required. All employees shall
cooperate in the working of overtime. When two or more employees are available
for work not regularly scheduled, the Company may assign the work to the
employee where such work will not cause the payment of overtime premiums.

 

Section GA.8.8. Overtime Pay

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

Section GA.8.9. Reporting Pay

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

Section GA.8.10. Non-Duplication

 

There shall be no duplication or pyramiding of
overtime or other premium pay. Work compensated for at overtime or premium
rates shall not be counted further for any purpose in determining overtime or
premium pay under the same or any other provision or addendum of this
Agreement.

 

ARTICLE
IX — WAGES

 

Section GA.9.1. Wage Rates

 

Nothing herein shall prohibit utilization of an
additional incentive system or bonus program at the sole discretion of the
Company, other than that set forth specifically in this Agreement; any such
additional incentive systems or bonus programs may be discontinued or reduced
by the Company at any time in its sole discretion, and shall not be subject to
the Grievance Procedure.

 

30

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

Section GA.9.1(A). New Classification
and Increase Provision

 

During the life of
this Agreement, should the Company determine there shall be any new
classification, the Company will notify the Union at the local office servicing
the facility with a copy to its area National Coordinator, of its intended
action within thirty (30) days prior to implementation, except in case of
emergency. Within the thirty (30) days, the parties will meet to discuss all
aspects of the new classification and the applicable pay rate.

 

In addition, if the Company determines that a
particular wage rate for a job classification(s) need to be increased due
to area market studies and/or employment trends, the Company will notify the
Union at the local office servicing the Facility with a copy to its National
Coordinator, of its intended action within fourteen (14) days prior to
implementation, except in case of emergency. Within the fourteen (14) days, the
parties will meet to discuss all aspects of the new pay rate.

 

These procedures as described above, must be
utilized before the new classification/new rate of pay, as applicable, become
effective as determined by the Company after good faith consultation and
discussion with the Union to communicate views, ideas and suggestions. However,
should the Company implement a new classification and simultaneously, eliminate
or significantly alter another classification(s) as part and parcel of the
addition of the new classification, and should the Union and Company not reach
agreement as to the applicable rate of pay
for the new classification, then the rate of pay shall be subject to the
grievance arbitration procedure.

 

31

 

Section G.A.9.2. Reopener on Language

 

The parties agree to reopen this Agreement to
negotiate one (1) issue other than wages and Section GA.10.1, Trust
Fund Benefits, to be selected by each party and any other issues mutually
agreed upon by the parties for the fourth through sixth year of the Agreement
by providing written notice to the other party of a desire to reopen no more
than one hundred twenty (120) nor less than sixty (60) days prior to the end of
the third year of this Agreement.

 

The parties agree that the terms of Article V
of this Agreement shall remain in full force and effect during the period of
such reopened negotiations.

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

Section G.A.9.3. Company Pay For Skills Reward
Program

 

The Company may, during the life of this Agreement,
establish and implement a pay for skills or related merit based compensation
reward program, so long as it meets the following conditions:

 

	
  1.

  	
  The program is reasonably related to legitimate
  Company needs or goals;

  
	
   

  	
   

  
	
  2.

  	
  The Union is provided at least thirty (30) days
  advance notice of the program in writing, to both the Union’s property representative
  and SEATU National Coordinator, and the Union is also given within that time
  the opportunity, upon request, to make its recommendations and opinions
  known;

  
	
   

  	
   

  
	
  3.

  	
  No employee’s wage rate is reduced as a result of
  the implementation of the program;

  

 

32

 

	
  4.

  	
  If employees receive additional compensation under
  this program, such employees will be notified in writing that such added
  compensation resulted from “a program mutually agreed between the Company and
  SEATU and under the terms of the Collective Bargaining Agreement between the
  Company and SEATU”; and

  
	
   

  	
   

  
	
  5.

  	
  Engages in good faith consultation and discussion
  with the Union concerning utilization of the resources of the Lundeberg
  School for training, skills, education and curriculum development.

  

 

ARTICLE
X - ADDITIONAL EMPLOYEE BENEFITS

 

Section GA.10.1. Trust Fund Benefits

 

Effective on the effective date of this Agreement,
the Company shall pay fifteen cents (15¢) per hour per employee to the Seafarers
Harry Lundeberg School of Seamanship, a jointly administered Labor-Management
Trust Fund, and/or its successors. Payments shall be made monthly and shall be
accompanied by reports in such form as the Trustees of the Plan may determine.
Such payments shall be used to provide training programs as reasonably
requested by the Company, as well as for the administration of the Plan and for
any other purpose which the Trustees may determine from time to time, in
accordance with the Trust Agreement, as amended.

 

Section GA.10.2. 401(k) Plan

 

The Company shall make applicable to bargaining unit
employees its existing 401 (k) plan, as such plan may be changed or
modified from time to time by the Company. The Company’s contributions to the
plan shall be at least as favorable to bargaining unit

 

33

 

personnel, as they are favorable to any other
first-line supervisory personnel employed by the Company.

 

Section GA.10.3. Employee Meals

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

ARTICLE XI - COMPANY RULES. REGULATIONS AND
DISCIPLINE

 

Section GA.11.1. Rules and Regulations

 

The Company may establish reasonable rules and
regulations in writing not inconsistent with the terms of this Agreement. Such
rules shall be made known to the Union and the employees covered by this
Agreement. Violation of such rules shall subject an offending employee to
discipline up to and including discharge. Any prior practice inconsistent with
the Company’s rules shall be disregarded, and the parties agree that the
literal language of the rule shall control.

 

Section GA.11.2. Discipline

 

It is understood herein that the Company has the
right to discipline or discharge employees during their trial or orientation
period without cause. A disciplined, suspended or discharged employee who has
completed his orientation period (thus subject to discipline only for just
cause) shall, within a reasonable period of the time of the action, be
furnished a written notice setting forth the reasons for the discipline. A copy
of this written notice shall be forwarded to the Union.

 

Section GA.11.3. Personnel Files

 

Employees may review their personnel files every six
(6) months, or when new disciplinary material is placed in their file.
Employee comments may be added to any

 

34

 

disciplinary material, or employee evaluations in
the employee’s personnel file, at the time the employee is made aware that such
material is to be entered into the employee’s personnel file. Employees must
call the Facility Human Resources Office to make an appointment to review their
personnel files.

 

Section GA.11.4. Inability, Failure to Maintain
License, Chronic Illness or Absenteeism

 

Nothing in this Article or any other
Article of this Agreement shall be construed or applied to limit the
Company’s right to discipline, demote, relieve employees of work, or terminate
employees because of inability or failure to maintain their applicable Gaming
Commission or other necessary licenses in good standing, failure to follow
internal control procedures or security and surveillance procedure, or because
of chronic illness, tardiness, or absenteeism.

 

Section GA.11.5. Family and Medical Leave Act

 

The Company may at its discretion, adopt policies to
implement the Family and Medical Leave Act of 1993; provided, however, such
policies do not violate any specific provision of the Guiding Articles and
Facility Specific Addendum.

 

Section GA.11.6. Americans With Disabilities
Act.

 

The Company may, notwithstanding any other
provisions of this Agreement, take action that is in accord with what is
legally permissible under the Act in order to be in compliance with the
Americans with Disabilities Act. If the Company’s actions may violate a
provision of this Agreement, the Company will expeditiously notify the Union,
and, upon request, meet with the Union to discuss the matter.

 

35

 

Section GA.11.7. Equal Opportunity

 

During the term of this Agreement, neither party
shall discriminate against any employee because of race, color, sex, age,
religion, national origin, disability or union membership in a manner contrary
to state or federal law. Any claimed violation of this Section shall be
processed through the grievance/arbitration procedure. Use of the male or
female gender in this Agreement is intended to apply to the other.

 

Section GA.11.8. Company Variance Policy

 

The Company may establish reasonable variance
policy(s) and may make reasonable modifications to such
policy(s) from time to time as circumstances warrant. Before any change is
made in a variance policy(s), the Union will be notified and given an
opportunity to communicate views, ideas and suggestions. If the Union feels
that any such policy or change is in violation of a specific provision of this
Agreement, the Union may file a grievance on the subject and take such
matter(s) through the grievance procedures specified in this Agreement up
to and including arbitration.

 

Section GA.11.9. Use of Company Facilities

 

This section will be further amplified in the
Facility Specific Addendum attached hereto and made part of this Agreement.

 

Section GA.11.10 Attendance/Tardiness/No
Show-No Call

 

The Company may establish reasonable
attendance/tardiness/no show-no call policy(s) and may make reasonable
modifications to such policy(s) from time to time as circumstances
warrant. Before any change is made in a attendance/tardiness/no show-no call
policy(s), the Union will be notified and given an opportunity to communicate
views, ideas and suggestions. If the Union feels that any such policy or change
is in violation of a

 

36

 

specific
provision of this Agreement, the Union may file a grievance on the subject and
take such matter(s) through the grievance procedures specified in this
Agreement up to and including arbitration.

 

ARTICLE XII - JOB DESCRIPTION AND EMPLOYEE EVALUATION

 

Section
GA.12.1. Job Description

 

Each
employee upon employment shall be provided with a written description by the
Company of the employee’s job requirements, duties, general responsibilities
and the designation of whether or not the position is supervisory. Any
questions employees have concerning their job description should be addressed
to their supervisor.

 

Employees
may be required to perform duties outside of their normal job description
where, in the Company’s judgment, it is necessary in the interest of
efficiency, productivity or improved guest service. The Company will provide a
written job description for each job classification annually, more specifically
by January 15th, and
thereafter within a reasonable period of time if changes are made after
receiving Union input and advice.

 

Section GA.12.2.
Evaluation

 

Each
employee may receive a written evaluation of the employee’s performance from
the employee’s immediate supervisor. Employees may, upon request, review their
evaluations and add comments if desired, within seven (7) days of
receiving their evaluation. The frequency of such evaluation(s) shall be
mutually agreed upon between the Union and the Facility.

 

The
parties agree that wage adjustments in accordance with the contractual schedule
are mandatory and are not related to an employee’s evaluation; however, the

 

37

 

Company
does reserve the right to grant additional compensation by way of merit
increases, to employees where warranted by an employee’s review. The grant,
denial, modification or discontinuance of such a merit increase is not subject
to review under the grievance and arbitration procedure.

 

ARTICLE XIII - ADDITIONAL LEAVES OF ABSENCE

 

Section GA.13.1.
Discretionary Leaves

 

The
Company may grant a leave of absence under this Article to any bargaining
unit employee where the Company determines there is good and sufficient reason.
The Company shall set the terms and conditions of the leave, including whether
or not the leave is to be with pay.

 

Section GA.13.2.
Application for Leave

 

Any
request for a leave of absence shall be submitted in writing by the employee to
the Facility’s Human Resources Department as far in advance as practical. The
request shall state the reason for the leave of absence and the approximate
time off the employee desires. Authorization for a leave of absence shall, if
granted, be furnished to the employee by the Facility’s Human Resources
Department and it shall be in writing.

 

Section GA.13.3.
Jury Leave

 

Employees
covered by this Agreement who are required to serve on a jury shall sign their
jury checks over to the Company. The Company shall compensate such employee at
the employee’s regular rate of pay, for each day actually spent on jury duty,
up to eight (8) hours pay per day (ten (10) or twelve (12) hours per
day for employees who work such shifts). Employees dismissed early from jury
duty while four (4) or more hours remain in a

 

38

 

regularly scheduled work day will be expected to
return to work or lose their jury pay benefit for the day.

 

Section GA.13.4. Leave for Illness, Injury or
Disability

 

(a)                                  In the event an employee is unable to work by reason of illness, injury
or disability, the Company may grant a leave of absence without pay, as
follows:

 

1.                                       In the case of those illnesses, injury or disabilities, compensable under
Worker’s Compensation, the Company may grant a leave of absence without pay for
up to twenty-four (24) months;

 

2.                                       In the case of any other requested leave of absence by reason of illness,
injury or disability, the Company may grant a leave of absence without pay for
up to twelve (12) months.

 

Seniority shall not accrue during any such
leave of absence, to the extent permitted by law, or subject to Article VII,
Section GA.7.8, except as follows:

 

1.                                       For work related illness, injury or disability compensable under Worker’s
Compensation, an employee shall accrue seniority to the extent provided by law;

 

2.                                       For an approved FMLA leave of absence, the employee shall accrue
seniority for the duration of such approved FMLA leave.

 

(b)         To
qualify for such leave, the employee must report the illness, injury or
disability as soon as the illness, injury or disability is known, and
thereafter furnish to the Company a physician’s written statement showing the
nature of the illness or injury or state of disability and the estimated length
of time that the employee will be unable to report for work, together with a
written

 

39

 

application for such leave. Thereafter, during such
leave the employee shall furnish a current medical report as may be reasonably
requested by the Company.

 

(c)          In the case of any leave of absence provided in this Agreement which is
not required to be granted pursuant to the Company’s FMLA policy or otherwise
as required by law, such leave of absence may be granted, or not, and the terms
of any such leave may be established by the Company in its discretion and
judgment provided, further, that the Company’s actions in regard thereto shall
not be subject to the grievance and arbitration procedure, Article IV.

 

Section GA.13.5. Benefits While on Leave

 

(a)                                            Unless otherwise stated in this Article or otherwise required by
law, length of service shall not accrue for an employee who is on an approved
non-pay leave status. Accumulated length of service shall remain in place
during that leave and shall begin to accrue again when the employee returns to
work on a pay status. Unless otherwise stated in this Article, an employee
returning from leave will have his seniority continued after the period of the
leave. Upon the employee’s return, the Company will place the employee in his
or her previous job, if the leave of absence is not in excess of one
(1) year; if the leave is in excess of one (1) year and the job is
vacant the employee will be placed in his or her previous job, but if the job
is not vacant the employee will be placed in the first available opening in his
or her classification.

 

(b)                                           If, upon expiration of a leave of absence, there is no work available for
the employee or if the employee could have been laid off or terminated
according to his

 

40

 

seniority except for his leave, he shall go
directly on layoff or be terminated.

 

(c)                                                During the approved leave of absence or layoff under this Agreement, the
employee shall be entitled to coverage under applicable group and life
insurance plans to the extent provided in such plan(s) in accordance with
COBRA provisions, provided the employee makes arrangements to pay the entire
insurance premium.

 

(d)                                           Length of service shall accrue for an employee who is on an approved FMLA
leave of absence. The Company’s FMLA Policy shall apply to control any such
FMLA leave of absence.

 

Section GA.13.6.Union Leave of Absence

 

The Union shall have the right to request and the
Company shall grant a Union leave of absence for Union business for up to two
(2) Facility bargaining unit employees at any one time for no more than
six (6) month’s duration each. Such employee(s) shall accrue
seniority during the leave of absence, but shall receive no compensation or
benefits for such time.

 

Section GA.13.7. Non-Employment Elsewhere

 

A leave of absence will not be granted to enable an
employee to try for or accept employment elsewhere or for self-employment
without prior written approval of the Company. Employees who engage in
employment elsewhere during such leave, without the specific prior written
permission of the Company, may immediately be terminated by the Company.

 

41

 

ARTICLE XIV - EMPLOYEE ALCOHOL AND DRUG TESTING

 

Section GA.14.1.
Statement of Policy

 

It
is the policy of the Company to expect that all persons employed by the Company
be free from the negative effects of drugs and alcohol. The Company has the
right to expect its employees to report for work fit and able for duty and to
establish a positive work environment for its guests.

 

Section GA.14.2.
Prohibition

 

Employees
shall be prohibited from:

 

(a)                                  consuming or
possessing alcohol at any time during or just prior to the beginning of their
work shift or anywhere on Company premises;

 

(b)                                 possessing,
using, selling, purchasing or delivering any illegal drug at any time and at
any place;

 

(c)                                  failing to
report to the employee’s supervisor any known adverse side effect of medication
or prescription drugs which the employee may be taking.

 

Section GA.14.3.
Drug and Alcohol Testing Permitted

 

The
Company may randomly test employees for drug or alcohol use as it deems
appropriate, so long as no employee is randomly tested more than four
(4) times per year. The specifics of such random testing will be developed
between the Company and the Union, though the Company may temporarily engage in
random testing until such specifics are finally agreed upon. In addition, the
Company may require an employee to submit to alcohol or drug testing as
required by federal regulatory agencies or where the Company has reasonable
suspicion to believe that:

 

(a)                                  the employee’s
job performance is being adversely affected by the use of 

 

42

 

alcohol;
or

 

(b)                                 the employee has abused prescribed drugs; or

 

(c)                                  the employee has used illegal drugs.

 

The foregoing shall not limit the right of
the Company to conduct any tests it may deem appropriate for persons seeking
employment prior to the date of hire, or upon promotion to a position outside
of the bargaining unit. Any discipline shall be subject to review under the
grievance procedure of this Agreement.

 

ARTICLE XV — INSURANCE

 

Section GA.15.1. Coverage

 

The Company shall make available to eligible
full-time employees Group Health and Hospitalization insurance benefits, and
life insurance coverage and benefits. For such benefits, full-time employees
may at the time of initial eligibility or annually during the open enrollment
period(s) of the Company’s insurance program, select either: (1) a
Plan(s) offered by the Union; or (2) a Plan offered by the Company.
The Company reserves the right to change insurance carriers, benefit levels,
determine eligibility, Plan design, coverages, to self-insure, or to
participate in a health maintenance organization (HMO), preferred provider
organization (PPO) or similar health delivery organization or other plan design
as it deems appropriate.

 

Whether the Group Health and Hospital Insurance Plan
selected  by an eligible employee is the Plan
designated by the Company or a Plan offered by the Union (if available), the
employee may be required to pay up to twenty percent (20%) of the total premium
cost for individual coverage and up to thirty percent (30%) for individual plus

 

43

 

spouse or dependent children or for individual plus
family coverage, with the Facility paying the remainder.

 

The total premium cost for the Plan(s) offered
by the Union shall not exceed an amount per month as negotiated and specified
in each applicable Facility Specific Addendum; payable by the Facility to the
United Industrial Workers Health and Benefit Fund.

 

An employee who becomes eligible and selects a Plan
may have the applicable percentage deducted from their pay by way of payroll
deduction or other method of reimbursement to the Facility.

 

At its sole discretion and option, the Company is
free to offer additional Health Insurance Plan(s) options to said eligible
employees. The parties further agree that whether the Company at its sole
discretion offers any said additional group Health and Hospitalization
Plan(s) (hereinafter referred to as “Optional Plans”) in addition to the
single Plan as referenced above, hereinafter referred to as the “Designated
Plan”, the offering of said Optional Plan(s) or not as well as the
discontinuance, reduction or modification of any such Optional
Plan(s) shall at all times remain at the sole discretion of the Company
and shall not be subject to the Grievance Procedure thereof.

 

The 20%-30% cost limitation as set forth above shall
not apply to any such Optional Plan(s); rather, it shall only pertain to the
Designated Plan and to any Union Plan.

 

However, should the Company exercise its discretion
and voluntarily offer an Optional Plan(s) and further, should any such
Optional Plan(s) offer higher benefit levels or coverage than the
Designated Plan, then the Company shall contribute the same dollar amount as it
does for the Designated Plan towards the cost of such higher benefit Optional

 

44

 

Plan,
with the remainder to be paid by the employee.

 

In
the event of cost increase to the employee for any of the Plans offered by the
Company (whether the Designated Plan or any Optional Plan), any effected
participant shall have the option of changing Plans within thirty (30) days
prior to the date of the proposed increase in rates.

 

Section GA.15.1.(a) Cost

 

This
section will be further amplified in the Facility Specific Addendum attached
hereto and made part of this Agreement.

 

Section GA.15.2. Cost Containment

 

The
Company reserves the right to institute cost containment measures relative to
insurance coverage. Such changes may include by way of example but not by way
of limitation, mandatory second opinions for elective surgery, pre-admission
and continued admission review, prohibition of weekend admissions except in
emergency situations, and mandatory out-patient elective surgery for certain
designated surgical procedures.

 

Section GA.15.3.
Terms of Policies to Govern

 

The
extent of coverage under and the specific terms of eligibility for the
insurance policies, including plan design, referred to in this Agreement shall
be governed by the terms and conditions set forth in said policies. Any issues
concerning coverage and eligibility shall be resolved in accordance with the
terms and conditions in said policies and shall not be subject to the grievance
and arbitration procedure set forth in this Agreement.

 

Section GA.15.4.
Life Insurance

 

The
Company shall provide for eligible full-time employees, at no cost to the
employee, term life insurance coverage of fifteen thousand dollars ($15,000).

 

45

 

ARTICLE XVI — TIME AWAY FROM WORK

 

Time away from work and compensation therefor will
be further amplified in the Facility Specific Addendum attached hereto and made
part of this Agreement.

 

ARTICLE XVII — BEREAVEMENT

 

Bereavement pay and leave will be further amplified
in the Facility Specific Addendum attached hereto and made part of this
Agreement.

 

ARTICLE XVIII - SAVINGS CLAUSE

 

In the event any article, section or portion of this
Agreement should be held invalid and unenforceable by any board, agency or
court of competent jurisdiction, such decision shall apply only to the specific
Article, Section or portion thereof specifically specified in such board,
court or agency decision; and upon issuance of such decision, the Company and
the Union agree immediately to begin negotiations on a substitute for the
invalidated article, section or portion thereof.

 

ARTICLE XIX - ENTIRE AGREEMENT

 

This Agreement, upon ratification, cancels and
supersedes all prior practices and agreements, whether written or oral, express
or implied, unless expressly stated to the contrary herein, and constitutes the
complete and entire agreement between the parties.

 

ARTICLE XX — DURATION

 

This Agreement shall be effective as of
June 20, 2005 and shall remain in full force and effect until midnight,
June 19, 2011. It shall be automatically renewed from year to year
thereafter unless either party shall notify the other in writing no more than
ninety (90) nor less than sixty (60) days prior to the anniversary date that it
desires to modify this Agreement. In the event that such notice is given,
negotiations shall begin no later than

 

46

 

forty-five
(45) days prior to the anniversary date. In the event that either party desires
to terminate this Agreement, written notice must be given to the other party no
later than ten (10) days prior to the desired termination date, which
shall not be before the anniversary date.

 

	
  SEAFARERS
  ENTERTAINMENT AND ALLIED TRADES UNION:

  	
   

  	
  ARGOSY
  GAMING COMPANY:

  
	
   

  	
   

  	
   

  
	
  /s/
  Thomas Orzechowski 

  	
   

  	
  /s/
  Ronald Burgess

  
	
  Thomas Orzechowski Jr.,
  Vice President 

  520 St. Clair River Dr. 

  Algonac, MI 48001

  	
   

  	
  Ronald Burgess, Senior
  Vice President, HR 

  Argosy Gaming Company 

  219 Piasa Street 

  Alton, IL 62001

  
	
   

  	
   

  	
   

  
	
  /s/ Elizabeth Brown

  	
   

  	
  /s/ Gail Gonzales

  
	
  Elizabeth Brown, National
  Coordinator/Assistant Vice-President

  217 West William Street 

  Lawrenceburg, IN 47025

  	
   

  	
  Gail Gonzales, Corporate
  Director, HR 

  Argosy Gaming Company 

  219 Piasa Street 

  Alton, IL 62001

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  CATFISH QUEEN PARTNERSHIP
  IN COMMENDUM d/b/a ARGOSY CASINO OF BATON ROUGE and CENTROPLEX CONVENTION
  CENTRE HOTEL, L.L.C.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ Fran Quigley

  	
  8-8-5

  
	
   

  	
   

  	
  Fran Quigley, General
  Manager 

  103 France Street 

  Baton Rouge, LA 70802

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ Scott Morris

  	
  8-8-05

  
	
   

  	
   

  	
  Scott Morris, Director, HR
  

  103 France Street  

  Baton Rouge, LA 70802

  

 

47

 

FACILITY SPECIFIC ADDENDUM

 

BETWEEN

 

SEAFARERS ENTERTAINMENT AND ALLIED TRADES
UNION

 

AND

 

CATFISH QUEEN PARNERSHIP IN COMMENDUM

 

d/b/a ARGOSY CASINO OF BATON ROUGE

 

and the

 

CENTROPLEX CONVENTION CENTRE HOTEL, L.L.C.

 

INTRODUCTION

 

IT IS HEREBY UNDERSTOOD
AND AGREED by and between the Seafarers Entertainment and Allied Trade Union
affiliated with the Seafarers International Union of North America, Atlantic,
Gulf, Lakes and Inland Waters District/NMU, AFL-CIO, (hereinafter called the
“Union”) and the, CATFISH QUEEN PARNERSHIP IN COMMENDUM d/b/a ARGOSY CASINO OF
BATON ROUGE and the CENTROPLEX CONVENTION CENTRE HOTEL, L.L.C., (hereinafter called
the “Facility”) that the following terms and conditions of employment shall be
supplemental to the Guiding Articles to which this Addendum is attached and
referenced.

 

Section F.S.1.1. Initial Recognition

 

The Facility recognizes the Union as the exclusive representative of all full-time
and regular part-time employees employed by the Facility in the job
classifications as set forth in Appendix A, attached hereto, excluding all
confidential employees, casual employees, office clerical employees, guards,
managerial and supervisors as defined in the Act, employees represented by
another labor organization. Employees who are included in the bargaining unit
for which the Union is recognized and who are covered by this Agreement

 

1

 

are hereinafter referred to as “Employees”.

 

FS.6.3. Safe Working Conditions.

 

The Facility shall make available adequate
all-weather gear to employees who perform their work duties outdoors.

 

Section FS.8.4. Normal Work Days and Hours.

 

The normal schedule of work days for most
non-maritime full-time employees shall be either five (5) eight and
one-half (8-1/2) hour days for a forty (40) hour week, or four (4) ten and
one-half (10-1/2) hour days for a forty (40) hour work week. Some employees may
normally work fewer hours on a shift and some employees may normally work
longer hours on a shift.

 

As a guideline, employees will normally have a
minimum of eight (8) hours off between scheduled shifts.

 

For full-time maritime personnel employed as of
June 17, 2005, the normal work schedule of work days for most full-time
maritime deck hands shall consist of twelve (12) hour work days with one-half
(1/2) hour off each day for meal time plus one fifteen (15) minute paid rest
period in each half of the full work shift, on three basic rotating shift
schedules which currently are as follows: 4 days on, 3 days off; 5 days on, 2
days off. The Facility may modify or change the basic shift schedules of
full-time maritime personnel so long as the rate of pay of such personnel is
also modified proportionately so as to insure no loss of pay. If the Facility
changes its current rotation for maritime employees, it will negotiate the
effects of such change with the Union upon request, though the Facility’s
change may be instituted pending the outcome of any effects bargaining. For
maritime deck hands, all hours actually worked beyond forty (40) in any payroll
week shall be
paid at one and one-half (1-1/2) times the employee’s regular straight-time
hourly rate of pay.

 

For maritime full-time
personnel hired on or after June 17, 2005, the normal schedule of work
days and the shift schedules shall be established by the Company, all as

 

2

 

set
forth in Section GA 8.4. For maritime deck hands, all hours actually
worked beyond forty (40) in any payroll week shall be paid at one and one-half
(1 1/2) times the employee’s
regular straight-time hourly rate of pay.

 

The
normal schedule of workdays for part-time (regularly scheduled to work less
than 32 hours per week) employees shall vary from time to time as the needs of
the Company require.

 

One
(1) fifteen (15) minute paid rest period shall be allowed in a scheduled
day of six (6) hours up to less than eight and one half (8 1/2) hours; two (2) fifteen (15) minute paid rest
periods shall be allowed in a scheduled work day of eight and one half (8 1/2) hours up to less than ten and one half (10 1/2) hours; one (1) fifteen (15) minute paid rest
period and one (1) twenty (20) minute paid rest period shall be allowed in
a scheduled work day of ten and one half (10 1/2) hour or more.

 

If
an employee scheduled a work day less than ten and one half (10 1/2) hours is required because of business needs or
operational requirements to work eleven and one half (11 1/2) hours or more, then the employee shall receive one
(1) additional fifteen (15) minute paid rest period.

 

One
(1) thirty (30) minute unpaid lunch period shall be allowed for mealtime
in a scheduled work day of eight and one-half (8 1/2)hours or more.

 

Before
the Facility makes a permanent change in an employee’s hours of work or shift
starting or ending times, it will informally discuss the matter with the Union,
and either grant any affected employee at least five (5) calendar days’
prior notice before the change is made or grant the employee pay at time and
one-half (1-1/2) for the first day of the change, as determined appropriate by
the Facility.

 

Section FS.8.5. Exchange of Work Shifts.

 

Employees may change or
exchange a scheduled work hour, work day or work shift with another employee by
first obtaining written permission of the appropriate 

 

3

 

supervisors and
department head. The exchange of work hours, work days or work shifts without
first obtaining such permission shall be treated as a failure to report for
scheduled work without prior notification.

 

Section FS.8.6.
Temporary Work in a Higher Classification.

 

In
any case where an employee is temporarily assigned by a supervisor to serve in
and accept responsibility for work in a higher rated classification or position,
such employee shall receive premium pay at the rate of that higher
classification for all time in excess of one (1) consecutive hours (measured
in full sixty (60) minute increments) spent working in the higher rated
classification or position retroactive to the first such hour the employee
assumed such responsibility. Employees may temporarily be assigned to work in a
parallel or lower rated classification with no reduction in their hourly rate
of pay. If an employee temporarily works in a higher, lower or parallel
classification, their seniority shall not be affected.

 

Section FS.8.8.
Overtime Pay.

 

For
hourly employees overtime pay at the rate of one and one-half (1-1/2) times the
employee’s regular straight-time hourly rate of pay shall be paid for all work
beyond forty (40) hours in their payroll week. If an employee is required by
his or her supervisor to work through a work break or lunch period, such
employee shall at the Facility’s election be granted either:

 

(a)                                  additional time
for the break or lunch;

 

(b)                                 permission to
leave work early; or

 

(c)                                  pay at the
overtime rates for the break or lunch time missed.

 

Section FS.8.9.
Reporting Pay.

 

In
the event an employee reports to work (excluding mandatory meeting or training
scheduled at least 7 days in advance) and, in the judgement of the Facility, there
is insufficient work for the employee to perform, the employee will be paid for
the actual

 

4

 

number of hours worked, but in no event will the employee be paid less
than a minimum of three (3) hours of reporting pay and may thereafter be
sent home without further pay for the day. If, during the course of the day, in
the judgement of the Facility there is insufficient work for the employee to
perform, the employee may be sent home without further pay except that an
employee who reports to work shall be paid a minimum of four (4) hours’
pay for the day as stated above. Further, if in the judgement of the Facility
there is insufficient work for an employee to perform and if the employee is so
notified prior to reporting to work, then the Facility shall have the right to
deny work to such employee for such period without any obligation to compensate
the employee for the time not worked. The Facility will attempt to notify
employees as soon as it determines that their presence will not be required for
work. The Facility will not be responsible for reporting pay to employees who
do not have telephone service or have not provided an accurate phone number to
Human Resources.

 

Section FS.9.1. Wage
Rates.

 

Effective
June 20, 2005, the minimum hourly wage rates for all orientation and
post-orientation bargaining unit classifications are set forth on Appendix A, which
is attached hereto and made part of this Agreement.

 

Effective
June 19, 2006, the minimum hourly wage rates for all orientation and
post-orientation bargaining unit classifications are set forth on Appendix A, which
is attached hereto and made part of this Agreement.

 

Effective
June 18, 2007, the minimum hourly wage rates for all orientation and
post-orientation bargaining unit classifications are set forth on Appendix A, which
is attached hereto and made part of this Agreement.

 

The
Facility paid wages of any kind or type received by an employee covered by this
Agreement may be increased but not decreased by the Facility so long as the
employee remains in their current classification.

 

5

 

If
Facility required training necessitates out of town travel, the employee will
be reimbursed for all necessary and pertinent travel expenses (calculated from
the location of the property to the site of training) and consistent with the
Facility’s then-existing rules and procedures relating to permissible
travel expenses, methods of documentation and reimbursement provision.

 

Section FS.9.2 Wage
Reopener for 2008, 2009 and 2010.

 

The
parties agree to reopen this agreement to negotiate the issue of wage rates
(Section FS.9.1) to be paid employees in the fourth through sixth years of
this Agreement. Either party may request negotiations over the issue of wage
rates to be paid to employees in the fourth through sixth years of this
Agreement by providing written notice to the other party of a desire to reopen
no more than one hundred twenty (120), nor less than sixty (60) days prior
to the beginning of the fourth year of this Agreement, i. e. between February 22,
2008 and April 22, 2008. The parties agree that the terms of GA Article V
of this Agreement shall remain in full force and effect during the period of
such reopened negotiations.

 

Section FS.10.3.
Employee Meals.

 

Employees
on duty accepting meals offered by the Facility shall pay two dollars ($2.00) per
meal (more than one (1) meal may be purchased within one shift) for such
meals taken at an employee break room. If the break rooms are closed, on duty
employees shall receive a forty percent (40%) discount on meals purchased at a
designated Facility outlet. Employees may select their location to eat subject
to reasonable Facility-imposed scheduling, work duty and dress regulation
considerations.

 

Menus
shall be posted in break rooms by Sunday for the following week with the
choices of available food offered to be rotated bi-weekly. Refrigeration space
will be available to allow employees to bring outside food in.

 

6

 

Section FS.11.9. Use of
Company Facilities.

 

The
Facility may establish rules and regulations from time to time pertaining
to use of Facility devices and non-gaming outlets such as dining, restaurant, lounge,
recreation areas, etc., and pertaining to the consumption of alcoholic
beverages by off-duty employees on Facility property.

 

Section FS.15.1.(a) Cost.

 

The
total premium cost for the Union’s plan shall not exceed $785.58 per month for
the term of this Agreement; payable by the Company to the United Industrial
Workers Health and Benefit Fund. An employee who becomes eligible and selects
the Union’s plan as provided in Section GA15.1, shall have the twenty
percent (20%) or thirty percent (30%), whichever is applicable, deducted from
their pay by way of payroll deduction or other method of reimbursement
satisfactory to the Company.

 

ARTICLE
XVI - TIME AWAY FROM WORK

 

Section FS.16.1.
Holidays.

 

The
following are paid holidays for full-time, post-orientation employees on the
effective date of this Agreement:

 

	
  New
  Year’s Day

  	
  Labor
  Day

  
	
   

  	
   

  
	
  Mardi
  Gras

  	
  Veteran’s
  Day

  
	
   

  	
   

  
	
  Easter
  Sunday

  	
  Thanksgiving
  Day

  
	
   

  	
   

  
	
  Memorial
  Day

  	
  Christmas
  Eve (or Day After Christmas as negotiated by the parties each Calendar year)

  
	
   

  	
   

  
	
  July
  Fourth

  	
  Christmas
  Day

  

 

Full-time
hourly employees shall receive eight (8) hours pay for each holiday. To
receive holiday pay an employee must work his regularly scheduled day before
and after the holiday, unless excused in writing by his or her supervisor
seventy-two (72) hours prior to the holiday.

 

7

 

Section FS.16.2. Work
During a Holiday.

 

Employees
who work on a holiday shall received one and one-half (1-1/2) times their
regular hourly rate of pay for all hours worked during the holiday and, in
addition, shall receive eight (8) hours’ pay for the holiday. If a holiday
occurs on an employee’s regularly scheduled day off, the employee will receive
eight (8) hours’ pay in lieu of the holiday.

 

Section FS.16.3.
Scheduling of Holidays Off.

 

The
approval of the employee’s department head must be obtained in writing before
the employee reschedules a holiday off.

 

Section FS.16.4.
Vacation Allowance.

 

Regular
full-time employees are eligible for vacation time with pay based upon
completed years of continuous service as follows:

 

	
  Years
  of Completed

  Continuous Service

  	
   

  	
  Amount of Vacation Pay

  
	
   

  	
   

  	
   

  
	
  Less
  than 1 year

  	
   

  	
  0
  hours

  
	
   

  	
   

  	
   

  
	
  1
  year - 4 years

  	
   

  	
  80
  hours

  
	
   

  	
   

  	
   

  
	
  5
  years - 9 years

  	
   

  	
  120
  hours

  
	
   

  	
   

  	
   

  
	
  10
  years or more

  	
   

  	
  160
  hours

  

 

Section FS.16.5.
Vacation Taken.

 

Vacation
time earned after successful completion of one (1) year of continuous
service shall be taken during the second year of service. Similarly, vacation’
time earned after successful completion of the second year of continuous
service shall be taken during the third year of service and so forth.

 

Employees
may elect to use forty (40) vacation hours after six (6) months of
continuous full time employment with the Facility. If an employee elects to use
such advanced but as yet unearned vacation time during the employee’s first
year of employment with the Facility, the employee’s vacation time during the
second year of employment shall be reduced accordingly. Should the employee
leave the employ of the

 

8

 

Facility
with any previously advanced vacation yet to be earned/repaid as of the date
the employee leaves employment, the Facility may deduct such from the
employee’s final paycheck.

 

Section FS.16.6.
Vacation Scheduling.

 

Requests
for vacation time off must be scheduled and approved by the employee’s
supervisor no less than two (2) weeks in advance and must be taken in
increments of one week or more, except that one week of vacation per employee
per year may be taken in one (1) day increments. The Facility will respond
to an employee’s week(s) off vacation request within one (1) week of
receiving the request. The Facility must receive vacation requests at least
fourteen (14) days in advance of the requested day(s) off, except that
requests for single vacation days off must be received seventy-two (72) hours
in advance of the requested day off.

 

Section FS.16.7.
Holidays During Vacations.

 

Holidays
observed during a vacation leave period will not be charged against vacation
leave. Employees will not be permitted the choice of working for extra pay
instead of taking their vacation.

 

Section FS.16.8. Carry
Over of Vacation Time.

 

There
will be no carry over of vacation time, and employees normally must take all
vacation days during the anniversary year. Vacation days not taken will be
forfeited to the extent permitted by law. Employees terminating employment with
the Facility will receive any vacation allowance resulting from continuous
employment during the prior twelve (12) months which has not yet been taken. An
employee who has not completed his or her vacation eligibility is not eligible
to receive a prorated vacation.

 

Section FS.16.9. Sick
Leave Purpose.

 

Sick
leave shall be used for the purpose of protecting a full- time employee against
the loss of pay due to the employee’s illness or the illness of a member of the

 

9

 

employee’s
immediate family (as defined under Bereavement Leave in the Facility specific
Addendum) residing in the employee’s home. Employees may also use sick leave
for doctor’s appointments in full hour increments upon prior notification to
the Facility. The Facility will buy back accrued but unused sick leave at the
end of each calendar year. Sick leave not utilized or bought back shall
annually be forfeited.

 

Section FS.16.10. Sick
Leave Earned.

 

Full-time
post orientation employees who are working at least thirty-two (32) hours per
week will receive forty-eight (48) hours of paid sick time as of the first pay
date of each calendar year. Such employees who start working after the first
pay date of the calendar year will receive a prorated amount of sick time (less
than forty-eight (48) hours) in their account after they complete their
orientation period. This pro-rated portion will be calculated based on the
ninety-first (91st) day until the
end of the first (1st) calendar year
of employment. This time will be reduced by sick time taken by such employee
during the same calendar year according to FLSA guidelines.

 

Employees
may also use sick leave for doctor’s appointments in full one (1) hour
increments upon prior notification to the Facility. The Facility may require a
licensed physician’s verification prior to the payment of accrued sick leave. If
an employee is absent for three (3) consecutive days, a physician’s
verification may be required before the employee may return to work. Abuse of
sick leave is a serious offense which will result in discipline.

 

Section FS.16.11.
Personal Leave.

 

A
full-time employee who has accrued sick leave days may elect to treat twenty-four
(24) hours per year as personal days time to be used in increments of at least
four (4) hours. Requests to take off such personal days with pay shall, absent
emergency, be made in writing seventy-two (72) hours in advance of the
requested day off. Such request shall not unreasonably be denied by the
Facility unless operating or scheduling hardship or

 

10

 

overtime payments will likely occur. An employee
exercising the election to take a personal day off shall have the employee’s
accrued sick leave balance debited by the personal day taken.

 

ARTICLE XVII - BEREAVEMENT

 

In the event of death in a full-time employee’s
immediate family (defined as the employee’s spouse, and the spouse’s parents
and siblings, the employee’s parents, grandparents, grandchildren, brothers,
sisters or children), any step-relationships that may exist in the immediate
family definition, and, the employee’s mother-in-law, father-in-law,
sister-in-law and brother-in-law, shall be granted up to three
(3) consecutive work days off as funeral leave (a part-time employee shall
be granted one (1) unpaid work day off) if the employee attends the funeral.
Proof of the death and family relation may be required by the Facility.

 

 

	
  SEAFARERS ENTERTAINMENT AND ALLIED TRADES UNION:

  	
   

  	
  CATFISH QUEEN PARTNERSHIP IN COMMENDUM d/b/a ARGOSY
  CASINO OF BATON ROUGE and CENTROPLEX CONVENTION CENTRE HOTEL, L.L.C.

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Thomas Orzechowski

  	
   

  	
  /s/ Frank Quigley

  	
  8-8-5

  
	
  Thomas Orzechowski Jr., Vice President

  	
   

  	
  Frank Quigley, General Manager

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Elizabeth Brown

  	
   

  	
  /s/ Scott Morris

  	
  8-8-05

  
	
  Elizabeth Brown, National Coordinator/Assistant
  Vice-President

  	
   

  	
  Scott Morris, Director Human Resources

  

 

11

 

APPENDIX - A

 

	
   

  	
   

  	
  Effective 6/20/2005

  	
   

  	
  Effective 6/19/2006

  	
   

  	
  Effective 6/18/2007

  	
   

  
	
  Job Title

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim

  Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim

  Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  
	
  Pit
  Clerk

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  8.39

  	
   

  	
  $

  	
  8.64

  	
   

  	
   

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  8.39

  	
   

  	
  $

  	
  8.89

  	
   

  	
   

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  8.39

  	
   

  	
  $

  	
  9.15

  	
   

  	
   

  	
   

  
	
  SLOTS

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Casino
  Services Representative

  	
   

  	
  $

  	
  9.42

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.12

  	
   

  	
   

  	
   

  	
  $

  	
  9.42

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.42

  	
   

  	
   

  	
   

  	
  $

  	
  9.42

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.71

  	
   

  	
   

  	
   

  
	
  Slot
  Technician I

  	
   

  	
  $

  	
  11.27

  	
   

  	
  $

  	
  11.58

  	
   

  	
  $

  	
  11.93

  	
   

  	
   

  	
   

  	
  $

  	
  11.27

  	
   

  	
  $

  	
  11.58

  	
   

  	
  $

  	
  12.27

  	
   

  	
   

  	
   

  	
  $

  	
  11.27

  	
   

  	
  $

  	
  11.58

  	
   

  	
  $

  	
  12.62

  	
   

  	
   

  	
   

  
	
  Slot
  Technician II

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.70

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.70

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.70

  	
   

  
	
  Slot Technician III

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.70

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.70

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.70

  	
   

  
	
  Slot
  Board Technician

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  4.70

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  4.70

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  4.70

  	
   

  
	
  GUEST SERVICES

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Guest
  Services Representative

  	
   

  	
  $

  	
  8.82

  	
   

  	
  $

  	
  9.09

  	
   

  	
  $

  	
  9.36

  	
   

  	
   

  	
   

  	
  $

  	
  8.82

  	
   

  	
  $

  	
  9.09

  	
   

  	
  $

  	
  9.64

  	
   

  	
   

  	
   

  	
  $

  	
  8.82

  	
   

  	
  $

  	
  9.09

  	
   

  	
  $

  	
  9.91

  	
   

  	
   

  	
   

  
	
  Guest Services
  Representative - Floor

  	
   

  	
  $

  	
  9.97

  	
   

  	
  $

  	
  10.25

  	
   

  	
  $

  	
  10.56

  	
   

  	
   

  	
   

  	
  $

  	
  9.97

  	
   

  	
  $

  	
  10.25

  	
   

  	
  $

  	
  10.87

  	
   

  	
   

  	
   

  	
  $

  	
  9.97

  	
   

  	
  $

  	
  10.25

  	
   

  	
  $

  	
  11.17

  	
   

  	
   

  	
   

  
	
  FOOD & BEVERAGE

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Beverage
  Server

  	
   

  	
  $

  	
  2.74

  	
   

  	
  $

  	
  2.98

  	
   

  	
  $

  	
  3.07

  	
   

  	
   

  	
   

  	
  $

  	
  2.74

  	
   

  	
  $

  	
  2.98

  	
   

  	
  $

  	
  3.16

  	
   

  	
   

  	
   

  	
  $

  	
  2.74

  	
   

  	
  $

  	
  2.98

  	
   

  	
  $

  	
  3.25

  	
   

  	
   

  	
   

  
	
  Bartender

  	
   

  	
  $

  	
  7.51

  	
   

  	
  $

  	
  7.90

  	
   

  	
  $

  	
  8.14

  	
   

  	
   

  	
   

  	
  $

  	
  7.51

  	
   

  	
  $

  	
  7.90

  	
   

  	
  $

  	
  8.37

  	
   

  	
   

  	
   

  	
  $

  	
  7.51

  	
   

  	
  $

  	
  7.90

  	
   

  	
  $

  	
  8.61

  	
   

  	
   

  	
   

  
	
  Barback/Busser

  	
   

  	
  $

  	
  6.29

  	
   

  	
  $

  	
  6.60

  	
   

  	
  $

  	
  6.80

  	
   

  	
   

  	
   

  	
  $

  	
  6.29

  	
   

  	
  $

  	
  6.60

  	
   

  	
  $

  	
  7.00

  	
   

  	
   

  	
   

  	
  $

  	
  6.29

  	
   

  	
  $

  	
  6.60

  	
   

  	
  $

  	
  7.19

  	
   

  	
   

  	
   

  
	
  Food
  Preparation/Cook

  	
   

  	
  $

  	
  7.65

  	
   

  	
  $

  	
  7.92

  	
   

  	
  $

  	
  8.16

  	
   

  	
   

  	
   

  	
  $

  	
  7.65

  	
   

  	
  $

  	
  7.92

  	
   

  	
  $

  	
  8.40

  	
   

  	
   

  	
   

  	
  $

  	
  7.65

  	
   

  	
  $

  	
  7.92

  	
   

  	
  $

  	
  8.63

  	
   

  	
   

  	
   

  
	
  Steward

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  7.69

  	
   

  	
   

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  7.92

  	
   

  	
   

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  8.14

  	
   

  	
   

  	
   

  
	
  Food Prep

  	
   

  	
  $

  	
  7.26

  	
   

  	
  $

  	
  7.63

  	
   

  	
  $

  	
  7.86

  	
   

  	
   

  	
   

  	
  $

  	
  7.26

  	
   

  	
  $

  	
  7.63

  	
   

  	
  $

  	
  8.09

  	
   

  	
   

  	
   

  	
  $

  	
  7.26

  	
   

  	
  $

  	
  7.63

  	
   

  	
  $

  	
  8.32

  	
   

  	
   

  	
   

  
	
  Host/Hostess/Cashier
  - Land

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.46

  	
   

  	
   

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.67

  	
   

  	
   

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.89

  	
   

  	
   

  	
   

  
	
  Bartender - Land

  	
   

  	
  $

  	
  7.51

  	
   

  	
  $

  	
  7.90

  	
   

  	
  $

  	
  8.14

  	
   

  	
   

  	
   

  	
  $

  	
  7.51

  	
   

  	
  $

  	
  7.90

  	
   

  	
  $

  	
  8.37

  	
   

  	
   

  	
   

  	
  $

  	
  7.51

  	
   

  	
  $

  	
  7.90

  	
   

  	
  $

  	
  8.61

  	
   

  	
   

  	
   

  
	
  Barback/Busser -
  Land

  	
   

  	
  $

  	
  6.29

  	
   

  	
  $

  	
  6.60

  	
   

  	
  $

  	
  6.80

  	
   

  	
   

  	
   

  	
  $

  	
  6.29

  	
   

  	
  $

  	
  6.60

  	
   

  	
  $

  	
  7.00

  	
   

  	
   

  	
   

  	
  $

  	
  6.29

  	
   

  	
  $

  	
  6.60

  	
   

  	
  $

  	
  7.19

  	
   

  	
   

  	
   

  
	
  Server - Land

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.34

  	
   

  	
   

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.49

  	
   

  	
   

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.65

  	
   

  	
   

  	
   

  
	
  Food Preparation/Cook - Land

  	
   

  	
  $

  	
  7.65

  	
   

  	
  $

  	
  7.92

  	
   

  	
  $

  	
  8.16

  	
   

  	
   

  	
   

  	
  $

  	
  7.65

  	
   

  	
  $

  	
  7.92

  	
   

  	
  $

  	
  8.40

  	
   

  	
   

  	
   

  	
  $

  	
  7.65

  	
   

  	
  $

  	
  7.92

  	
   

  	
  $

  	
  8.63

  	
   

  	
   

  	
   

  
	
  Steward - Land

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  7.69

  	
   

  	
   

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  7.92

  	
   

  	
   

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  8.14

  	
   

  	
   

  	
   

  
	
  Food Prep - Land

  	
   

  	
  $

  	
  7.26

  	
   

  	
  $

  	
  7.63

  	
   

  	
  $

  	
  7.86

  	
   

  	
   

  	
   

  	
  $

  	
  7.26

  	
   

  	
  $

  	
  7.63

  	
   

  	
  $

  	
  8.09

  	
   

  	
   

  	
   

  	
  $

  	
  7.26

  	
   

  	
  $

  	
  7.63

  	
   

  	
  $

  	
  8.32

  	
   

  	
   

  	
   

  
	
  Receiving
  Clerk

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  7.80

  	
   

  	
   

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  8.02

  	
   

  	
   

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  8.25

  	
   

  	
   

  	
   

  

 

A-1

 

APPENDIX
- A

 

	
   

  	
   

  	
  Effective 6/20/2005

  	
   

  	
  Effective 6/19/2006

  	
   

  	
  Effective 6/18/2007

  	
   

  
	
  Job Title

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim

  Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim

  Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  
	
  Cook
  III - Land

  	
   

  	
  $

  	
  8.24

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  8.76

  	
   

  	
   

  	
   

  	
  $

  	
  8.24

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  9.01

  	
   

  	
   

  	
   

  	
  $

  	
  8.24

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  9.27

  	
   

  	
   

  	
   

  
	
  Cook
  II - Land

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  Cook
  I - Land

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  
	
  Lead
  Cook - Land

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  3.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  3.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  3.00

  	
   

  
	
  Outlet
  Steward

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  7.69

  	
   

  	
   

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  7.92

  	
   

  	
   

  	
   

  	
  $

  	
  7.21

  	
   

  	
  $

  	
  7.47

  	
   

  	
  $

  	
  8.14

  	
   

  	
   

  	
   

  
	
  Outlet
  Steward Lead

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  Host/Hostess/Cashier

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.46

  	
   

  	
   

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.67

  	
   

  	
   

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.89

  	
   

  	
   

  	
   

  
	
  CCC
  Bartender

  	
   

  	
  $

  	
  6.70

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.11

  	
   

  	
   

  	
   

  	
  $

  	
  6.70

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.31

  	
   

  	
   

  	
   

  	
  $

  	
  6.70

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.52

  	
   

  	
   

  	
   

  
	
  F&B
  Server

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.34

  	
   

  	
   

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.49

  	
   

  	
   

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.65

  	
   

  	
   

  	
   

  
	
  Room Service
  Server

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.34

  	
   

  	
   

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.49

  	
   

  	
   

  	
   

  	
  $

  	
  5.00

  	
   

  	
  $

  	
  5.18

  	
   

  	
  $

  	
  5.65

  	
   

  	
   

  	
   

  
	
  Banquet
  Server

  	
   

  	
  $

  	
  2.74

  	
   

  	
  $

  	
  2.98

  	
   

  	
  $

  	
  3.07

  	
   

  	
   

  	
   

  	
  $

  	
  2.74

  	
   

  	
  $

  	
  2.98

  	
   

  	
  $

  	
  3.16

  	
   

  	
   

  	
   

  	
  $

  	
  2.74

  	
   

  	
  $

  	
  2.98

  	
   

  	
  $

  	
  3.25

  	
   

  	
   

  	
   

  
	
  Banquet
  Captain

  	
   

  	
   

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  9.50

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  9.77

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  10.05

  	
   

  	
   

  	
   

  
	
  Banquet
  Set-Up

  	
   

  	
  $

  	
  6.87

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.46

  	
   

  	
   

  	
   

  	
  $

  	
  6.87

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.67

  	
   

  	
   

  	
   

  	
  $

  	
  6.87

  	
   

  	
  $

  	
  7.24

  	
   

  	
  $

  	
  7.89

  	
   

  	
   

  	
   

  
	
  Lead
  Banquet Set-Up

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  
	
  Bansta

  	
   

  	
  $

  	
  6.70

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.11

  	
   

  	
   

  	
   

  	
  $

  	
  6.70

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.31

  	
   

  	
   

  	
   

  	
  $

  	
  6.70

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.52

  	
   

  	
   

  	
   

  
	
  Cook
  III

  	
   

  	
  $

  	
  8.24

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  8.76

  	
   

  	
   

  	
   

  	
  $

  	
  8.24

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  9.01

  	
   

  	
   

  	
   

  	
  $

  	
  8.24

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  9.27

  	
   

  	
   

  	
   

  
	
  Cook
  II

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  Cook
  I

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  
	
  Lead
  Cook

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  3.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  3.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  3.00

  	
   

  
	
  HOTEL

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Concierge

  	
   

  	
   

  	
   

  	
  $

  	
  9.27

  	
   

  	
  $

  	
  9.55

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  9.27

  	
   

  	
  $

  	
  9.83

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  9.27

  	
   

  	
  $

  	
  10.10

  	
   

  	
   

  	
   

  
	
  Bell/Luggage
  Attendant

  	
   

  	
  $

  	
  4.12

  	
   

  	
  $

  	
  4.24

  	
   

  	
  $

  	
  4.37

  	
   

  	
   

  	
   

  	
  $

  	
  4.12

  	
   

  	
  $

  	
  4.24

  	
   

  	
  $

  	
  4.49

  	
   

  	
   

  	
   

  	
  $

  	
  4.12

  	
   

  	
  $

  	
  4.24

  	
   

  	
  $

  	
  4.62

  	
   

  	
   

  	
   

  
	
  Bell
  Captain

  	
   

  	
   

  	
   

  	
  $

  	
  9.27

  	
   

  	
  $

  	
  9.55

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  9.27

  	
   

  	
  $

  	
  9.83

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  9.27

  	
   

  	
  $

  	
  10.10

  	
   

  	
   

  	
   

  
	
  Front
  Desk Agent

  	
   

  	
  $

  	
  8.75

  	
   

  	
  $

  	
  9.00

  	
   

  	
  $

  	
  9.27

  	
   

  	
   

  	
   

  	
  $

  	
  8.75

  	
   

  	
  $

  	
  9.00

  	
   

  	
  $

  	
  9.54

  	
   

  	
   

  	
   

  	
  $

  	
  8.75

  	
   

  	
  $

  	
  9.00

  	
   

  	
  $

  	
  9.81

  	
   

  	
   

  	
   

  
	
  Lead
  Hotel Front Desk Agent

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  2.00

  	
   

  
	
  Call
  Center Agent

  	
   

  	
  $

  	
  7.73

  	
   

  	
  $

  	
  7.96

  	
   

  	
  $

  	
  8.20

  	
   

  	
   

  	
   

  	
  $

  	
  7.73

  	
   

  	
  $

  	
  7.96

  	
   

  	
  $

  	
  8.44

  	
   

  	
   

  	
   

  	
  $

  	
  7.73

  	
   

  	
  $

  	
  7.96

  	
   

  	
  $

  	
  8.68

  	
   

  	
   

  	
   

  
	
  CCC
  Attendant

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.32

  	
   

  	
   

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.54

  	
   

  	
   

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.75

  	
   

  	
   

  	
   

  
	
  MARINE

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Deckhand

  	
   

  	
  $

  	
  8.18

  	
   

  	
  $

  	
  8.55

  	
   

  	
  $

  	
  8.81

  	
   

  	
   

  	
   

  	
  $

  	
  8.18

  	
   

  	
  $

  	
  8.55

  	
   

  	
  $

  	
  9.06

  	
   

  	
   

  	
   

  	
  $

  	
  8.18

  	
   

  	
  $

  	
  8.55

  	
   

  	
  $

  	
  9.32

  	
   

  	
   

  	
   

  
	
  Wheelhouse Watchman

  	
   

  	
   

  	
   

  	
  $

  	
  10.55

  	
   

  	
  $

  	
  10.87

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.55

  	
   

  	
  $

  	
  11.18

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.55

  	
   

  	
  $

  	
  11.50

  	
   

  	
   

  	
   

  

 

A-2

 

APPENDIX
- A

 

	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  Effective
  6/20/2005

  	
   

  	
  Effective
  6/19/2006

  	
   

  	
  Effective
  6/18/2007

  	
   

  
	
  Job Title

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim

  Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay
  for

  Skills (Above

  Base Rate)

  	
   

  	
  Orientation
  Rate

  	
   

  	
  Interim

  Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay
  for

  Skills (Above

  Base Rate)

  	
   

  	
  Orientation
  Rate

  	
   

  	
  Interim Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay
  for

  Skills (Above

  Base Rate)

  	
   

  
	
  Lead
  Deckhand

  	
   

  	
   

  	
   

  	
  $

  	
  10.16

  	
   

  	
  $

  	
  10.46

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.16

  	
   

  	
  $

  	
  10.77

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.16

  	
   

  	
  $

  	
  11.07

  	
   

  	
   

  	
   

  
	
  Oiler

  	
   

  	
  $

  	
  11.33

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.12

  	
   

  	
   

  	
   

  	
  $

  	
  11.33

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.48

  	
   

  	
   

  	
   

  	
  $

  	
  11.33

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.83

  	
   

  	
   

  	
   

  
	
  Marine
  Attendant

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.32

  	
   

  	
   

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.54

  	
   

  	
   

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.75

  	
   

  	
   

  	
   

  
	
  Lead
  Marine Attendant

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  Marine
  Floor Technician

  	
   

  	
  $

  	
  8.67

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.30

  	
   

  	
   

  	
   

  	
  $

  	
  8.67

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.57

  	
   

  	
   

  	
   

  	
  $

  	
  8.67

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.84

  	
   

  	
   

  	
   

  
	
  Marine
  Lead Floor Technician

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  MAINTENANCE

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Deliverymen/Runner

  	
   

  	
  $

  	
  6.26

  	
   

  	
  $

  	
  6.59

  	
   

  	
  $

  	
  6.79

  	
   

  	
   

  	
   

  	
  $

  	
  6.26

  	
   

  	
  $

  	
  6.59

  	
   

  	
  $

  	
  6.99

  	
   

  	
   

  	
   

  	
  $

  	
  6.26

  	
   

  	
  $

  	
  6.59

  	
   

  	
  $

  	
  7.18

  	
   

  	
   

  	
   

  
	
  Maintenance
  Receiving Clerk

  	
   

  	
  $

  	
  8.83

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  9.50

  	
   

  	
   

  	
   

  	
  $

  	
  8.83

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  9.77

  	
   

  	
   

  	
   

  	
  $

  	
  8.83

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  10.05

  	
   

  	
   

  	
   

  
	
  Maintenance
  Repairman

  	
   

  	
  $

  	
  8.83

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  9.50

  	
   

  	
   

  	
   

  	
  $

  	
  8.83

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  9.77

  	
   

  	
   

  	
   

  	
  $

  	
  8.83

  	
   

  	
  $

  	
  9.22

  	
   

  	
  $

  	
  10.05

  	
   

  	
   

  	
   

  
	
  Sr Repairman
  Maintenance

  	
   

  	
  $

  	
  11.09

  	
   

  	
  $

  	
  11.45

  	
   

  	
  $

  	
  11.79

  	
   

  	
   

  	
   

  	
  $

  	
  11.09

  	
   

  	
  $

  	
  11.45

  	
   

  	
  $

  	
  12.14

  	
   

  	
   

  	
   

  	
  $

  	
  11.09

  	
   

  	
  $

  	
  11.45

  	
   

  	
  $

  	
  12.48

  	
   

  	
   

  	
   

  
	
  EVS

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Attendant

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.32

  	
   

  	
   

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.54

  	
   

  	
   

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.11

  	
   

  	
  $

  	
  7.75

  	
   

  	
   

  	
   

  
	
  Lead
  Attendant

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  Floor
  Technician

  	
   

  	
  $

  	
  8.67

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.30

  	
   

  	
   

  	
   

  	
  $

  	
  8.67

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.57

  	
   

  	
   

  	
   

  	
  $

  	
  8.67

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.84

  	
   

  	
   

  	
   

  
	
  Lead
  Floor Technician

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  Seamstress/Uniform
  Attendant

  	
   

  	
  $

  	
  8.65

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.30

  	
   

  	
   

  	
   

  	
  $

  	
  8.65

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.57

  	
   

  	
   

  	
   

  	
  $

  	
  8.65

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.84

  	
   

  	
   

  	
   

  
	
  CAGE

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Cage
  Cashier

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  9.86 

  	
   

  	
   

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  10.14

  	
   

  	
   

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  10.43

  	
   

  	
   

  	
   

  
	
  Main
  Bank Cashier

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  10.73

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  11.05

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  11.36

  	
   

  	
   

  	
   

  
	
  Soft
  Count Cashier

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  9.86

  	
   

  	
   

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  10.14

  	
   

  	
   

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  10.43

  	
   

  	
   

  	
   

  
	
  Hard
  Count Cashiers

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  9.86

  	
   

  	
   

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  10.14

  	
   

  	
   

  	
   

  	
  $

  	
  9.15

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  10.43

  	
   

  	
   

  	
   

  
	
  Hard
  Count Lead

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  10.73

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  11.05

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  11.36

  	
   

  	
   

  	
   

  
	
  Soft
  Count Lead

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  10.73

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  11.05

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  $

  	
  10.42

  	
   

  	
  $

  	
  11.36

  	
   

  	
   

  	
   

  

 

A-3

 

APPENDIX
- A

 

	
   

  	
   

  	
  Effective
  6/20/2005

  	
   

  	
  Effective
  6/19/2006

  	
   

  	
  Effective
  6/18/2007

  	
   

  
	
  Job Title

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim

  Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim

  Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  	
  Orientation Rate

  	
   

  	
  Interim Rate

  	
   

  	
  Post Orientation

  Rate

  	
   

  	
  Lead/Pay for

  Skills (Above

  Base Rate)

  	
   

  
	
  WAREHOUSE

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Stockmen/Inventory

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  7.80

  	
   

  	
   

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  8.02

  	
   

  	
   

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  8.25

  	
   

  	
   

  	
   

  
	
  Receiving
  Clerk

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  7.80

  	
   

  	
   

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  8.02

  	
   

  	
   

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.57

  	
   

  	
  $

  	
  8.25

  	
   

  	
   

  	
   

  

 

Grave
Shift Differential:

	
  CCC
  Attendant

  	
  +$0.70
  per hour

  
	
  Attendant

  	
  +$0.70
  per hour

  
	
  Lead
  Attendant

  	
  +$0.25
  per hour

  
	
  Marine
  Attendant

  	
  +$0.70
  per hour

  
	
   

  	
   

  
	
  Lead
  Marine Attendant

  	
  +$0.25
  per hour

  

 

Designated
Department Trainers will be paid an additional $.50 per hour for all hours
spent training.

 

Employees
who transfer into a new classification will be paid an Interim Rate for first
90 days in the new classification.

 

For
any person working in a classificaton paid above the classification rate, they
shall receive the same per year dollar amount of increase as the applicable
to the classification rate as set forth above.

 

A-4

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00170-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00170-of-00352.parquet"}]]