Document:

Exhibit 10.14

 

MEMORANDUM OF UNDERSTANDING

 

Made
this 11th day of April 2006 by and between Marina
Associates; Atlantic City Showboat, Inc.; Bally’s Park Place Inc. d/b/a
Bally’s Atlantic City; Boardwalk Regency Corp. d/b/a Caesars Atlantic City;
Tropicana Casino & Resort; Resorts International Inc.; Resort’s
International Holdings, L.L.C., t/a Atlantic City Hilton; Trump Taj Mahal,
Assoc. d/b/a Trump Taj Mahal Hotel & Casino; Trump Plaza Assoc. d/b/a
Trump Plaza Hotel & Casino and Trump Marina Assoc. d/b/a Trump Marina
Hotel & Casino, (hereinafter referred to collectively as the
“Employers” and individually by name) and International Union of Operating
Engineers, Local Union 68; NJ Regional Council of Carpenters, Local Union 623
and Painters & Allied Trades District Council 711 (hereafter referred
to collectively as the “Unions” and individually by local number).

 

INTRODUCTION

 

The
Employers and the Unions are parties to ten (10) individual collective
bargaining agreements all with the same or substantially similar terms and
conditions. For the sake of uniformity and convenience, the Employers have
coordinated bargaining for the purpose of negotiating agreements to supersede
their respective collective bargaining agreements with the Unions, which will
expire midnight April 30, 2006. The following sets forth the agreement
reached between the Employers and the Unions subsequent to the conduct of
collective bargaining negotiations:

 

MODIFICATIONS

 

DURATION

 

Five
(5) years, May 1, 2006 to April 30, 2011

 

ARTICLE II

 

For
Carpenters, check off of Book Dues, as long as employee authorization is
provided and Employer only has to provide one check.

 

ARTICLE V, SENIORITY 

 

Section 3(c)

 

Delete
language “one year for illness” and amend to read “six months (or one year for
worker’s compensation) unless required to be longer, as an accommodation under
state or federal law which extension or lack thereof, is not subject to
the grievance and arbitration procedure. FMLA and NJFLA leave runs concurrently
with leaves under this Agreement to the extent applicable.” (Local 68)

 

Add
similar language for Carpenters and Painters in appropriate Article.

 

1

 

ARTICLE V §5

 

Shop
stewards will receive superseniority for purposes of layoff and recall assuming
they are qualified to perform the existing work in the opinion of the Company.
The Unions can only designate one shop steward per bargaining unit for this
purpose.

 

ARTICLE V, (CARPENTERS)

 

Probationary
period extended to ninety (90) days. 

 

ARTICLE VII, VACATION

 

Add
number eight (8), add language, “Employees vacations shall be reduced on a pro-rated
basis for any leave of absence consistent with the Employer’s leave policies
for its unrepresented employees.” Employees must use up to half of their
vacation entitlement while on FMLA and NJFLA leave, as long as at least the
same is required for the Employer’s unrepresented employees. (Local 68)

 

Add
similar language for Carpenters and Painters in appropriate Article.

 

ARTICLE XXI, GENERAL CONDITIONS

 

Section 6

 

Change
two (2) hours to four (4) for overtime. (Local 68)

 

Add
similar language for Carpenters and Painters in appropriate Article.

 

Section 9

 

Delete
reference to exterminators. (Local 68 only)

 

NEW LANGUAGE

 

Add
to Article II and Article XII, language attached as Attachment A.

 

Add identical language for Carpenters and Painters
in appropriate Article.

 

NEW SECTION — DISCIPLINE

 

The Employer agrees not to give any further consideration
in subsequent disciplinary actions of any discipline that is beyond two
(2) years (one year for attendance). This limitation does not apply to any
discipline which impact legal obligations e.g. harassment, discrimination, etc.

 

2

 

Add
identical language for Carpenters and Painters in appropriate Article. 

 

ECONOMIC TERMS

 

Attachment
B

 

LEASED SPACE LANGUAGE

 

Attachment
C, D & E for Operating Engineers

 

Attachment
F for Carpenters

 

Attachment
G for Operating Engineers & Carpenters

 

EXECUTED THIS 11th DAY OF APRIL 2006, SUBJECT TO RATIFICATION BY
THE RANK AND FILE MEMBERSHIP OF THE UNIONS.

 

3

 

ATTACHMENT A

 

Add the following language to the Dues and Fund
Section as follows:

 

If the Employer fails to remit deducted share fees,
initiation fees, dues or contributions to the Union or the Funds as applicable,
after thirty (30) days of the fifteenth of the month following their deduction,
the Union may bypass the grievance procedure and file directly for arbitration.
Notwithstanding anything in this Agreement to the contrary, if the arbitrator
finds that the delinquency violates this Agreement, the arbitrator may award
interest, at the prime rate, for the period that the delinquent amounts
remained outstanding and may award the Union costs of the arbitration. As a
condition to the Union’s proceeding directly to arbitration in the above
manner, the Union must serve the Human Resource Department with at least
fourteen (14) days written notice, via certified mail, of the delinquent fair
share fees, initiation fees, dues or contributions after the above time period
has passed.

 

4

 

ATTACHMENT B

 

ECONOMIC SETTLEMENT

 

OPERATING ENGINEERS & CARPENTERS

 

	
  YEAR 1

  	
   

  	
  $1.15 

  	
   

  
	
  YEAR 2

  	
   

  	
  $1.15 

  	
   

  
	
  YEAR 3

  	
   

  	
  $1.15 

  	
   

  
	
  YEAR 4

  	
   

  	
  $1.20 

  	
   

  
	
  YEAR 5

  	
   

  	
  $1.25 ($1.27 Carpenters)

  	
   

  

 

PAINTERS

 

	
  YEAR 1

  	
   

  	
  $1.10

  	
   

  
	
  YEAR 2

  	
   

  	
  $1.10

  	
   

  
	
  YEAR 3

  	
   

  	
  $1.15

  	
   

  
	
  YEAR 4

  	
   

  	
  $1.20

  	
   

  
	
  YEAR 5

  	
   

  	
  $1.25

  	
   

  

 

Increases to be distributed by the
Union(s) in the same manner as past contract.

 

Lead rate effective first year $2.00 above
Mechanic A rate.*

 

	
  Local 68 Training Fund:

  	
   

  	
  .05¢ additional in 2nd year

  
	
   

  	
   

  	
  .05¢ additional in 4th year

  

 

*Employer may provide on an individual basis a rate
for a lead that is above $2.00 at its sole discretion

 

5

 

ATTACHMENT C

 

FOR ALL EMPLOYERS EXCEPT TROPICANA

ADD TO
ARTICLE 1, SECTION 2

Existing Language is now considered
sub-paragraph (a)

 

(b)                            The parties specifically agree that Article 1,
Section 2(a) shall not apply to the business operations of any person
or entity occupying space pursuant to a lease, contract, sublease, subcontract
or other agreement with the Employer entered into prior to the effective date
of this Agreement (such leases, contracts, subleases, subcontracts or
agreements being referred to herein as the “Existing Contracts”) nor to the
space they are occupying or will occupy, provided that the square footage of
such location or relocation may not be expanded by more than twenty-five
percent (25%) of the present square footage occupied or to be occupied. The
foregoing sentence shall apply to the Existing Contracts notwithstanding that
the space to be occupied under the Existing Contract has not yet been built
out, occupied or opened for business and to any Assignees, Subtenants, or
replacement tenants subsequently occupying the space and shall continue for the
duration of any renewal or extension of the term of such Existing Contract or
any replacement contract. This exclusion shall further apply to any extensions
or modification of any Existing Contract, including without limitation those
modifications which may involve assignment of an Existing Contract, tenant
relocation or the expansion of space occupied pursuant to an Existing Contract.
Article 1, Section 2(a) does not apply to space occupied by
health club, spa or salon operations, food, snack or beverage operations
commonly referred to as ‘fast food” operations and retail operations in general
which space is leased, contracted or subcontracted to third parties. The
parties have agreed to a side agreement where future leased space would also be
exempt from the provisions of Article 1, Section 2(a). All other
space leased or subcontracted after the effective date of this Agreement not
described in this Section 2(b) shall be covered under Article 1,
Section 2(a).

 

(c)                             Notwithstanding the preceding paragraph, in leased or subcontracted
areas, Local 68 Operating Engineer members will be assigned to major repairs
and major maintenance of the basic electrical, steam, gas, water, sewer, HVAC
and alarm systems (collectively “Base Systems”) to the extent (1) such
type of work is performed by bargaining unit employees at its property
consistent with Section 2(a), and (2) it is the Employer’s judgment that
such work is critical to maintain the operations of a Base System of the
Employer and that it is in the business interest of Employer. Further, the
Employer may offer its maintenance services to lessees as it deems appropriate.
When the Union becomes aware of a request for the Employer’s
maintenance services by a tenant, the Union business agent can discuss the
issue with the Employer as to whether the Employer wishes to offer its services
with the understanding that, if the Employer chooses to offer its services, the
ultimate commercial transaction is in the sole discretion of the Employer.

 

6

 

ATTACHMENT D

 

TROPICANA ONLY

ADD TO ARTICLE 1, SECTION 2

Existing Language is now considered
sub-paragraph (a)

 

(b)         The
parties specifically agree that Article 1, Section 2(a) shall
not apply to the business operations of any person or entity occupying space
pursuant to a lease, contract, sublease, subcontract or other agreement with
the Employer entered into prior to the effective date of this Agreement (such
leases, contracts, subleases, subcontracts or agreements being referred to
herein as the “Existing Contracts”) nor to the space they are occupying or will
occupy, provided that the square footage of such location or relocation may not
be expanded by more than twenty-five percent (25%) of the present square
footage occupied or to be occupied. The foregoing sentence shall apply to the
Existing Contracts notwithstanding that the space to be occupied under the
Existing Contract has not yet been built out, occupied or opened for business
and to any Assignees, Subtenants, or replacement tenants subsequently occupying
the space and shall continue for the duration of any renewal or extension of
the term of such Existing Contract or any replacement contract. This exclusion
shall further apply to any extensions or modification of any Existing Contract,
including without limitation those modifications which may involve assignment
of an Existing Contract, tenant relocation or the expansion of space occupied
pursuant to an Existing Contract. Article 1, Section 2(a) does
not apply to space occupied by health club, spa or salon operations, food,
snack or beverage operations commonly referred to as “fast food” operations and
retail operations in general which space is leased, contracted or subcontracted
to third parties. The parties have agreed to a side agreement where future
leased space would also be exempt from the provisions of Article 1,
Section 2(a). All other space leased or subcontracted after the effective
date of Agreement not described in this Section 2(b) shall be covered
under Article 1, Section 2(a).

 

(c)          The Tropicana agrees that after an initial start up period to offer its
tenants major repair and maintenance of the electrical, steam, gas, water,
sewer, HVAC and alarm systems (collectively Base Systems) to the extent
(1) such type of work is performed by bargaining unit employees at its
property consistent with Section 2(a) and (2) it is the
Employer’s judgment that such work is critical to maintain the operations of
the Base Systems of the Tropicana and that is in the business interest of the
Tropicana under the following conditions:

 

1.                                       The Tenant agrees to hold the Tropicana harmless in all respects of any
claims of damages in connection with such services, including but not limited
to, defect in workmanship by Tropicana’s
Employees.

 

2.                                       The Tropicana in its judgment, has the
available staff to perform the work without interfering with its own work and
without additional training so as to

 

7

 

complete the repair in a timely manner as set by the
Tropicana, based on its priorities and which timeframe is satisfactory to the
tenant.

 

3.                                       The tenant
agrees to pay for the equipment and services as determined by the Tropicana.
The Union understands that tenants who do not promptly pay for these services
will not be eligible for such services in the future.

 

The Union’s business agent may approach Tropicana’s
tenants who had declined an interest in general, for any of the above services,
and with pre-approval of Tropicana, to discuss the potential with the tenant of
offering Tropicana’s services as described above with the understanding that
(1) the Union can not be coercive or disruptive in any manner,
(2) the decision to utilize the services is the tenant’s to make, and
(3) the ultimate commercial transaction is in the discretion of the
Tropicana.

 

8

 

ATTACHMENT
E

 

The parties agree that neither party may use the
differences in “leased property language” that exists amongst the employees in
any dispute regarding the interpretation of language. Further, the Employers
agree that none of them will use the Most Favored Nations Clause regarding
“leased property”. Finally, the Union agrees to withdraw all pending Local 68
Operating Engineers arbitrations dealing with leased space.

 

9

 

ATTACHMENT F

 

RECOGNITION ARTICLE OF THE COLLECTIVE
BARGAINING AGREEMENT (CBA)

 

The Parties specifically agree that the Recognition
Article of the CBA shall not apply to the business operations of any
person or entity occupying space pursuant to a lease, contract, sublease,
subcontract or other agreement with the Employer entered into prior to the
effective date of this Agreement (such leases, contracts, subleases,
subcontracts or agreements being referred to herein as the “Existing
Contracts”) nor to the space they are occupying or will occupy, provided that
the square footage of such location or relocation may not be expanded by more
than twenty-five percent (25%) of the present square footage occupied or to be
occupied. The foregoing sentence shall apply to the Existing Contracts
notwithstanding that the space to be occupied under the Existing Contract has
not yet been built out, occupied or opened for business and to any Assignees,
Subtenants, or replacement tenants subsequently occupying the space and shall
continue for the duration of any renewal or extension of the term of such
Existing Contract or any
replacement contract. This exclusion shall
further apply to any extensions or modification of any Existing Contract,
including without limitation those modifications which may involve assignment
of an Existing Contract, tenant relocation or the expansion of space occupied
pursuant to an Existing Contract. The Recognition Article of the CBA does
not apply to space occupied by health club, spa or salon operations, food,
snack or beverage operations commonly referred to as “fast food” operations and
retail operations in general which space is leased, contracted or subcontracted
to third Parties. The Parties have agreed to a side agreement where future
leased space would also be exempt from the provisions of the Recognition
Article of the CBA. All other future leased or subcontracted spaces not
described under this provision will be covered under the CBA.

 

Notwithstanding the preceding paragraph, in leased
or subcontracted areas, the Employer’s carpenters will be assigned to the major
repairs of the demising walls (base system) due to damage created by the
Employer which causes an opening from one side to the other of the demising
wall if it is in the Employer’s judgment that such work is critical to maintain
the base system and it is in the business interest of the Employer. If the
damage is to the Employer’s side of the demising wall only, the repair will
also be performed by the Employer’s carpenters.

 

10

 

ATTACHMENT G

 

FUTURE LEASED SPACE

 

The reference in the proposals
to Side Agreements in Article 2, Section (b) of the Operating
Engineers Agreement and Section (b) of the Recognition
Article of the Carpenter’s Agreement describes the following
Food & Beverage Outlets, regardless of location, which are exempt from
the provisions of these Agreements.

 

Resorts – 1

Trump Marina – 1

Trump Plaza – 1

Trump Taj Mahal - 1

Tropicana – 2

 

11

 

MEMORANDUM OF AGREEMENT

SIGNATURE PAGE

 

UNIONS:

 

	
  /s/
  [ILLEGIBLE]

  	
   

  	
  4/24/06

  
	
  INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL
  68

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  4/24/06

  
	
  NJ REGIONAL COUNCIL OF CARPENTERS, LOCAL 623

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  4.24.06

  
	
  PAINTERS & ALLIED TRADES, DISTRICT COUNCIL 711

  	
   

  	
  DATE

  

 

EMPLOYERS:

 

	
  /s/
  [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  MARINA ASSOCIATES, d/b/a HARRAH’S ATLANTIC CITY

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  ATLANTIC CITY SHOWBOAT, INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  BALLY’S PARK PLACE, INC. d/b/a BALLY’S ATLANTIC
  CITY

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  BOARDWALK REGENCY CORP. d/b/a CAESARS ATLANTIC
  CITY

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  04/24/06

  
	
  TROPICANA CASINO AND RESORT

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  5/5/06

  
	
  RESORT’S INTERNATIONAL, INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  5/5/06

  
	
  RESORTS INTERNATIONAL HOLDINGS, LLC., t/a ATLANTIC
  CITY HILTON

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  4/20/06

  
	
  TRUMP MARINA, ASSOC., d/b/a TRUMP MARINA
  HOTEL & CASINO

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  4/20/06

  
	
  TRUMP PLAZA, ASSOC. d/b/a TRUMP PLAZA
  HOTEL & CASINO

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  4/20/06

  
	
  TRUMP TAJ MAHAL, ASSOC. d/b/a TRUMP TAJ MAHAL
  HOTEL & CASINO

  	
   

  	
  DATE

  

 

 

AGREEMENT — Clean Copy

 

This
AGREEMENT made and entered into this May 1, 2001 by and between TROPICANA
CASINO & RESORT, of Atlantic City, New Jersey, hereinafter referred to
as “Employer” or “Hotel/Casino,” and DISTRICT COUNCIL NO 711, INTERNATIONAL
UNION OF PAINTERS AND ALLIED TRADES OF NEW JERSEY, hereinafter referred to as
“Union.”

 

WITNESSETH

 

WHEREAS,
the parties hereto desire to cooperate to stabilize labor relations by
establishing general standards of wages, hours, and other conditions of
employment, and to insure the peaceful, speedy, and orderly adjustment of
differences that may arise from time to time between Employer and its
employees, without resort to strikes, lockouts, boycotts, slowdowns or other
economic interferences with the smooth operation of the hotel business of the
Employer.

 

NOW
THEREFORE, in consideration of the mutual promises and covenants herein
contained, the parties hereto agree as follows:

 

 

ARTICLE 1

RECOGNITION

 

1
..1                              Employer
recognizes the Union as the sole and exclusive collective bargaining
representative of all regular full-time and Apprentice, Painters and Wallcoverers
employed by the Employer at its Hotel located at Brighton Avenue and The
Boardwalk, Atlantic City, New Jersey.

 

1.2                                 It is further
mutually understood and agreed that for the purpose of this Agreement, regular,
full-time Painters and Wallcoverers are those employees who are regularly
scheduled to and do work in their respective trade at least forty (40) hours
per week, week in and week out.

 

1.3                                 It is further
understood and agreed that reconstruction, maintenance, renovation, alteration
and/or rehabilitation of the Hotel and its facilities and appurtenances are
covered by this Agreement, when the Employer considers it
feasible. The Hotel expressly reserves the right to have such work performed in
such a manner and by such employees, as may be furnished by a sub-contractor.
It is agreed that the Hotel will not subcontract work to eliminate members of
the bargaining unit. The Employer retains the right to set staffing levels.

 

a.                                       The employer
retains the right to subcontract work during periods of layoff.

 

1.4                                 The parties
recognize that the State of New Jersey Casino Control Act (“Act”) provide that
Unions seeking to represent employees licensed under the Act are required to
register with the Casino Control Commission. It is understood and agreed that,
unless exempted from the registration requirements, the Union will as a
condition of this Agreement so register. Should the Union fail for any reason
to obtain an exemption from registration or to obtain timely and valid
registration or should such registration, once obtained, be suspended or
canceled, the Employer’s recognition of the Union and its obligation to bargain
with the Union and to observe the provision of Article 1, Paragraph 1.1,
hereof, shall terminate, provided, however, that upon obtaining an exemption
from registration or upon registration as required under the Act within the
term of this Agreement and the provisions thereof terminate shall be
reinstated.

 

2

 

ARTICLE 2

EMPLOYMENT AND UNION SECURITY

 

2.1                                 It shall be a
condition of employment that all employees covered by this Agreement, who are
members of the Union in good standing in the effective date of this Agreement
shall remain members in good standing and those who are not members on the effective
date of this Agreement shall on or after the 90th day following the effective
date hereof become members in good standing in the Union. In the event that any
employee fails to comply with the requirements of this section to the extent of
tendering customary dues and initiation fees, Employer shall summarily
discharge that employee upon receipt of written demand thereof from the Union.
The ninety (90) day period during which new employees are not obligated to
become members of the Union shall be designated as a trail or probationary
period for the benefit of the Employer, during which period Employer has the
right to discharge said employee without cause and said probationary employees
shall not be covered by this Agreement nor derive any benefits thereof.

 

2.2                                 Whenever
additional employees are required, Employer shall notify the Union and the
Union shall assist Employer in obtaining qualified and competent employees,
reserving to itself the right of first referral for potential employees,
provided, however, if the Union does not refer requested employees within
forty-eight (48) hours, nothing herein contained shall preclude Employer from
employing workers on the open market. Whenever an employee is hired or rehired,
Employer shall within thirty (30) days notify Union in writing of the name and
address of said employee.

 

2.3                                 Union agrees to
furnish Employer with a memorandum showing the amounts of dues payable as
members of the Union by each of the employees covered by this Agreement.
Likewise Union agrees to furnish Employer with a memorandum showing the amount
of initiation fees, if any, payable by each new member covered by this
Agreement. Upon receipt of such memoranda and upon receipt of a signed
authorization from the employee, Employer agrees to deduct dues and initiation
fees from the wages or salaries of the respective employees pursuant to the
aforesaid memoranda. Such written authorization shall be irrevocable for the
successive periods consistent with parties hereto. Notwithstanding the foregoing,
if any employee notifies the Employer and the Union in writing fifteen (15)
days before expiration of the time periods stated above of his wish to revoke
its authority, the same shall be honored.

 

2.4                                 The Union will
defend, indemnify, and save harmless the Employer against and from any and all
claims, demands, liabilities, and disputes arising out of or by reason of
action taken or not taken by the Employer for the purpose of complying with
Section 3 of this Article.

 

3

 

ARTICLE 3

MANAGEMENTS RIGHTS

 

3.1                                 The Union recognizes that
the management of the Hotel and direction of the working force is vested
exclusively in the Employer including, but not limited to, the right to
schedule work; to assign work and working hours to employees; to establish quality
and production standards and the most efficient utilization of his services; to
hire, transfer, discharge of relieve employees from duty because of lack of
work; to install and utilize the most efficient equipment; and to create or
eliminate any or all operations or job classifications subject to the seniority
provisions herein contained. The Employer shall have the right to make and
enforce reasonable rules for the conduct of employees not inconsistent
with the provisions of this Agreement.

 

3.2                                 It is understood that all
management rights held prior to the execution of this Agreement, other than
those specifically surrendered by this Agreement, continue to be retained by
the Employer.

 

4

 

ARTICLE 4

CONTROL AND DISCHARGE

 

4.1                                 Employer shall have the sole
right to direct and control its employees. Employer reserves
the right, which right is hereby recognized by Union, to hire, retain,
promote, demote, transfer, layoff, suspend, discharge, or rehire according to
the requirements of the business and according to skill and efficiency, giving
due consideration to seniority. Employer shall have the unquestioned right to
suspend or discharge employees for actions such as but not limited to
dishonesty, willful misconduct, incompetence, drinking or drunkenness on the
job, insubordination, other good causes, or participation in a proven,
deliberate slowdown, work stoppage, or strike in violation of this settlement;
provided, however, the Union does not waive its right to grieve and arbitrate,
nor is this section intended to affect the Employer’s burden of proving just
cause when, in its opinion, there has been a flagrant miscarriage of justice.

 

4.2                                 It is further understood and
agreed that, as a condition of employment, union members employed in the
Employer’s Hotel/Casino must be licensed under the Act. If a Union member fails
to obtain such a license or loses such license for any reason, he shall be
released from employment and such release shall not be subject to the grievance
procedure of this Agreement or shall any other action against the Employer;
however that should the Union member’s license subsequently be issued or
reinstated, he will be eligible for re-employment if a vacancy exists in his
job classification.

 

5

 

ARTICLE 5

SENIORITY

 

5.1                                 For the purpose of this
Agreement, seniority shall be defined as length of continuous service from the
employee’s last employment date. 

 

5.2                                 The seniority of employees
who successfully completes the ninety (90) day probationary period set forth in
Article 2, Paragraph 2.1, above, shall date from employee’s last date of
hire.

 

5.3                                 Seniority shall be broken by
any of the following events:

 

(a)                                  Voluntary quit;

 

(b)                                 Discharge for
cause,

 

(c)                                  Failure because
of layoff, or any other reason to perform any work for the Employer for six (6) months
(one (1) year for illness) or a period equal to the affected employee’s
seniority at the time he last ceased active work for the Employer, whichever
period is shorter.

 

(d)                                 Failure to
report for work on the scheduled work day after the Employer sends notice of
recall from layoff by telegram to the employee’s last known address or failure
to so report on the second scheduled work day after such notice is sent by
registered or certified mail.

 

(e)                                  Failure to
report for work upon expiration of a leave of absence.

 

(f)                                    Absence from
work without notice to the Employer for two (2) consecutive work days.

 

5.4                                 Failure to report or failure
to notify Employer under Subsections (d), (e) or (f) shall not result
in a break in seniority, if such failure is due to conditions beyond the
employee’s control. Any loss of seniority under
Subsection (d), (e) or (f) shall constitute a voluntary leaving of
work without good cause.

 

6

 

ARTICLE 6

NO DISCRIMINATION

 

6.1                                 There shall be no
discrimination against any employee because of Union membership or lawful Union
activities or because of race, color, sex, age, creed or national origin.

 

6.2                                 The parties recognize and
agree to comply with the Equal Employment Opportunity and Affirmative Action
requirements of the New Jersey Casino Control Act.

 

6.3                                 When the masculine is used
in this Agreement, it shall include the feminine gender.

 

7

 

ARTICLE 7

VACATIONS

 

7.1                                 All employees covered by
this Agreement, at the conclusion of their first anniversary year of employment
shall be entitled to one (1) week of vacation, with pay.

 

7.2                                 All employees covered by
this Agreement who shall have been regularly employed for two (2) years
but less than eight (8) years shall receive two (2) weeks vacation,
with pay.

 

7.3                                 All employees covered by
this Agreement who shall been regularly employed for more than eight (8) years
but less than ten (10) years shall receive three (3) weeks vacation,
with pay.

 

7.4                                 All employees covered by
this Agreement who shall have been regularly employed for ten (10) years
or more shall receive four (4) weeks vacation, with pay. The fourth week
may, with mutual consent, be taken on a per day basis, provided the employee
gives the Employer ten (10) days notice of the day to be taken.

 

7.5                                 Vacations shall be taken at
the convenience of the Employer, but seniority shall be recognized in
scheduling the same.

 

7.6                                 All employees who have
completed more than one (1) year of employment whose employment is
terminated for reasons other than cause shall be entitled to a proration of earned
vacation for the year in which the termination or retirement of said employee
occurs.

 

7.7                                 Vacation time cannot be
accumulated from year to year and must be taken within one (1) year of
anniversary.

 

8

 

ARTICLE 8

HOLIDAYS

 

8.1                                 All employees covered by
this Agreement shall be granted a holiday with pay on the following days:

 

	
  New
  Year’s Day

  	
  January 1st

  
	
  Memorial
  Day

  	
  Last
  Monday in May

  
	
  Independence
  Day

  	
  July 4th

  
	
  Labor
  Day

  	
  1st
  Monday in September

  
	
  Veterans
  Day

  	
  November 11th

  
	
  Thanksgiving
  Day

  	
  4th Thursday in November

  
	
  Christmas
  Day

  	
  December 25th

  
	
  *Two
  Personal Days

  	
  To
  be taken during employee’s anniversary year

  

 

*                                         At least one (1) week
notice for personal holidays is required with Employer reserving the right of
refusal when business conditions dictate.

 

8.2                                 When an employee’s normal
work shift includes a holiday and he will not be required to work on the
holiday, the Employer shall notify him at least seven (7) days before the
holiday.

 

8.3                                 Holiday pay shall consist of
eight (8) hours of straight time pay. Employees who are required to work
on a holiday shall be paid time and one-half (1-1/2) for work performed on said
holiday in addition to the holiday pay.

 

8.4                                 In order to qualify for
holiday pay, the employee must report to work on his last scheduled day before
said holiday and his first scheduled day after said holiday, unless said
requirement is specifically waived by the Employer. If an employee is scheduled
to work on a holiday but does not report for work, he shall not receive holiday
pay unless he shall have been excused by his Employer from working on said
holiday.

 

8.5                                 When pay day falls on a
holiday specified in the contract, employees shall be paid on the day before.

 

9

 

ARTICLE 9

HOURS OF WORK AND OVERTIME

 

9.1                                 The regular work week shall
consist of five (5) consecutive days and the regular work day shall
consist of eight (8) consecutive hours.

 

9.2                                 Time and one-half (1-1/2)
shall be paid for all time worked in excess of eight (8) hours in any one
day or in excess of forty (40) hours in any one week. There will be no
pyramiding of daily or weekly overtime or premium pay under any of the terms of
this Agreement.

 

9.3                                 If an employee is scheduled
to work for any eight (8) hour shift, employee shall receive one-half (1/2) hour break, as near the middle of the shift as
possible, on Employer’s time.

 

9.4                                 Overtime and holiday time
shall be paid for and shall not be compensated for by giving employee
time off.

 

9.5                                 Four Ten Hour Shifts: Under this
provision, the Employer shall have the right to establish four (4) ten (10) hour
shifts. Overtime shall be paid for all hours worked beyond ten (10) hours
in any one day or forty (40) hours in one week at one and one-half (1-1/2)
times the basic hourly wage rate. If the Employer utilizes this option, after a
sixty (60) day trial period, either party may notify the other in writing that
it no longer desires to retain this provision in the contract and upon such
notice this option shall terminate.

 

10

 

ARTICLE 10

WAGES

 

10.1                           All employees working in any
of the classifications in the schedule annexed hereto shall be paid each week
for services performed.

 

10.2                           Attached hereto and marked
Schedule “A” and made part of this Agreement are the wage scales for painter
and painter foreman. The wage scale set forth in said schedule is a minimum
wage rate only.

 

10.3                           Apprentice Painter. The
following terms and conditions will apply:

 

(a)                                  Use of employee
in this title is at the option of each employer.

 

(b)                                 Four (4) year
progression as follows:

 

	
  1st

  	
   

  	
  6 months

  	
   

  	
  60% of Painter Rate

  
	
  2nd

  	
   

  	
  6
  months

  	
   

  	
  65%
  of Painter Rate

  
	
  3rd

  	
   

  	
  6
  months

  	
   

  	
  70%
  of Painter Rate

  
	
  4th

  	
   

  	
  6
  months

  	
   

  	
  75%
  of Painter Rate

  
	
  5th

  	
   

  	
  6
  months

  	
   

  	
  80%
  of Painter Rate

  
	
  6th

  	
   

  	
  6
  months

  	
   

  	
  85%
  of Painter Rate

  
	
  7th

  	
   

  	
  6
  months

  	
   

  	
  90%
  of Painter Rate

  
	
  8th

  	
   

  	
  6
  months

  	
   

  	
  95%
  of Painter Rate

  
	
  9th

  	
   

  	
  6
  months

  	
   

  	
  Full
  Painter Rate

  

 

NOTE:
Apprentice painter compensation percent will be computed on the current rate of
Painter.

 

(c)                                  At the end of
four (4) years, the Employer will not be obligated to retain the apprentice
in its employ.

 

10.4                           Whenever an employee shall
be called out in an emergency, he shall be paid for no less than four (4) hours
regardless of the number of hours actually worked by him.

 

11

 

ARTICLE 11

BENEFITS

 

11.1                           The Employer agrees to make
contributions to the Union Welfare Fund as set forth below. All contributions
are for all straight time hours paid, not to exceed 2,080 hours per year, for
each employee covered hereby, retroactive to the first (1st) day worked on behalf of
employees who have completed their probationary period.

 

	
  05-01-01

  	
   

  	
  05-01-02

  	
   

  	
  05-01-03

  	
   

  	
  05-01-04

  	
   

  	
  05-01-05

  	
   

  
	
  $

  	
  3.85

  	
   

  	
  $

  	
  3.90

  	
   

  	
  $

  	
  4.00

  	
   

  	
  $

  	
  4.00

  	
   

  	
  $

  	
  4.00

  	
   

  
															

 

11.2                           The Employer agrees to make
contributions to the IUPAT Pension Fund as set Forth below. All contributions
are for all straight time hours paid, not to exceed 2,080 hours per year, for
every employee covered hereby, retroactive to the first (1st) day worked on behalf of
employees who have completed their probationary period.

 

	
  05-01-01

  	
   

  	
  05-01-02

  	
   

  	
  05-01-03

  	
   

  	
  05-01-04

  	
   

  	
  05-01-05

  	
   

  
	
  $

  	
  2.70

  	
   

  	
  $

  	
  2.90

  	
   

  	
  $

  	
  3.10

  	
   

  	
  $

  	
  3.30

  	
   

  	
  $

  	
  3.50

  	
   

  
															

 

11.3                           The Employer agrees to make
contributions to the IUPAT Annuity Fund as set forth below. All contributions
are for all hours worked, for every employee covered hereby, retroactive to the
first (1st) day worked on
behalf of employees who have completed their probationary period.

 

	
  05-01-01

  	
   

  	
  05-01-02

  	
   

  	
  05-01-03

  	
   

  	
  05-01-04

  	
   

  	
  05-01-05

  	
   

  
	
  $

  	
  2.70

  	
   

  	
  $

  	
  2.90

  	
   

  	
  $

  	
  3.10

  	
   

  	
  $

  	
  3.30

  	
   

  	
  $

  	
  3.50

  	
   

  
															

 

11.4                           The Employer agrees to make
contribution to the Union Education Fund as set forth below. All contributions
are for all straight time hours paid, not to exceed 2,080 hours per year, for
every employee covered hereby, retroactive to the first (1st) day worked on
behalf of employees who have completed their probationary period.

 

	
  05-01-01

  	
   

  	
  05-01-02

  	
   

  	
  05-01-03

  	
   

  	
  05-01-04

  	
   

  	
  05-01-05

  	
   

  
	
  $

  	
  0.30

  	
   

  	
  $

  	
  0.40

  	
   

  	
  $

  	
  0.40

  	
   

  	
  $

  	
  0.40

  	
   

  	
  $

  	
  0.40

  	
   

  
															

 

11.5                           The Union will have the
right thirty (30) days prior to the end of each contract year to reallocate
wage increases to the Health and Welfare, Pension or, Education and Annuity funds.
Any money reallocated to the Health and Welfare, Pension or Education and
Annuity funds will be paid on straight-time hours worked or paid, not to exceed
2,080 hours in a contract year. Money reallocated to the Annuity Fund will be
paid on all hours worked in excess of forty (40) hours on an overtime basis.
Any money reallocated to the Health and Welfare Fund during the year cannot be
reallocated diverted to wages. Annuity cannot, during the year, go back and
forth to wages and annuity; it must be one or the other.

 

12

 

11.4                           Jury Duty:  Non-probationary
employees of the bargaining unit, who serve as jurors on regularly scheduled
work day or days, shall be paid the difference only between the amount received
by him for such service and his daily base hourly rate for eight (8) hours
to a maximum of ten (10) days for each call. Employee will provide his
supervisor with:

 

(a)                                  Seventy-two (72)
hours of notice of such case.

(b)                                 Copy of court
order to “appear”

(c)                                  Official court
documentation as to appearance and amount paid juror by court.

 

It
is understood that employees will be expected to report to work if excused from
Jury Duty during normal work hours, which reasonably coincide with scheduled
work time. The Employer shall have the right, at any time, to have any employee
called for jury duty relieved in any manner permitted by law.

 

11.5                           Funeral Leave:
Non-probationary employees of the bargaining unit shall be permitted time off
with pay to a maximum of three (3) scheduled work days for the purpose of
arranging and attending the funeral of a member of the employee’s immediate
family, defined as mother, father, spouse, brother, sister, children,
mother-in-law, father-in-law and grandparents. Pay shall be the daily base
hourly rate for eight (8) hours. The Employer reserves the right to
require official notification and/or proof of death and attendance at funeral.

 

13

 

ARTICLE 12

SHOP STEWARDS

 

12.1                           The Business Manager shall appoint a shop steward
for each shift among the bargaining unit employees and the Employer agrees to
recognize those individuals as such.

 

12.2                           The Union agrees to notify
the Employer in writing of the Employees to serve as the Shop Steward. There
shall be no discrimination against a shop steward for the performance of his
duties. Any infractions of the Agreement will be brought to the attention of
the supervisor on company time. The activities of the shop steward shall not
unreasonably interfere with the performance of his work duties and shall not
interfere with the operations of the Employer.

 

12.3                           In case of a workplace
injury or illness, the supervisor shall notify the steward as soon as possible
after the injury or illness and the steward shall be given sufficient time to
take care of the employee’s personal belongings.

 

12.4                           An employee may request that
a shop steward be present at any meeting where the employee is the subject of a
disciplinary investigation.

 

14

 

ARTICLE 13

VISITATION

 

13.1                           Representatives of the Union
shall have the right to visit the Hotel/Casino at reasonable times in order to
investigate matters covered by this Agreement and grievances hereunder.

 

13.2                           Said visits shall not be
made at such time or in such manner as shall prevent the orderly operation of
the Hotel business and Union’s representatives shall announce their presence to
Employer when coming upon the premises.

 

15

 

ARTICLE 14

GRIEVANCES AND ARBITRATION

 

14.1                           For the purpose of this
Agreement, a grievance is defined as a complaint, dispute, or controversy
between the parties as to the application or interpretation of this Agreement,
All grievances shall be presented by either party to the other within five (5) working
days of their origin in order to be raised in a timely fashion. All grievances
not raised in a timely fashion or not processed in accordance with the time
periods set out below shall be considered waived and abandoned.

 

14.2                           The following procedure
shall be followed exclusively in settlement of all grievances arising under
this Agreement.

 

STEP
1. The first step of the grievance procedure shall be between the employee
and/or the shop steward and the employee’s supervisor. If the employee is
dissatisfied with the action taken by the supervisor on his grievance, the
employee shall reduce the grievance to writing and present the written
grievance to his supervisor within two (2) working days of the supervisor’s
verbal response.

 

STEP
2. If the grievance is not resolved in Step 1, then the shop steward will
forward the written grievance to the department head within three (3) working
days of the response of the supervisor.

 

STEP
3. In the event that the grievance is not adjusted satisfactory after the
timely presentation of the written grievance to the department head, then the
meeting between the Union Business Agent and a designated representative of the
Hotel/Casino shall be arranged.

 

STEP
4. In the event that the grievance is not adjusted satisfactorily at Step 3,
then the matter may be referred to the American Arbitration Association for
final and binding arbitration within fourteen (14) days of the unsatisfactory
response to Step 3.

 

14.3                           It is understood that the
parties by mutual agreement may extend the time periods for processing
grievances.

 

14.4                           In the event that the
Employer is the aggrieved party, the Employer may begin the processing at the
grievance at Step 3.

 

14.5                           Grievances shall not be
processed by shop stewards or Union officials during working hours, unless
mutually agreed to between the Union and the Employer.

 

14.6                           In the event that a
grievance is referred to arbitration, the grievance shall be submitted to the
Industrial Arbitration Tribunal of the American Association with request that
the

 

16

 

Association
send to the parties a list of arbitrators to its procedures. A grievance in
dispute shall be heard by the arbitrator and his decision or award shall be
final and binding upon the parties hereto. The expenses incident to the
arbitrator shall be borne equally by the Union and the Employer. Only one
grievance at a time shall be heard by the arbitrator unless otherwise agreed to
by the parties. The arbitrator shall not have the power to add to, subtract
from, or modify any of the terms of this Agreement.

 

17

 

ARTICLE 15

NO STRIKE/NO LOCKOUT

 

15.1                           Both the Union and the
Employer recognize the service nature of the Hotel/Casino business and the duty
of the Employer to render continuous and hospitable service to the public in
the way of lodging, food and other necessary accommodations. Therefore, the Union
agrees that it will not call, engage in, participate in, or sanction any
strike, sympathy strike, work stoppage, picketing, sit-down, boycott, refusal
to handle merchandise, or other interference with the Employer’s business for
any reason whatsoever, including the dealing by Employer with non-union suppliers
or delivery persons; nor will Union interfere with any guest or tenant at the
Hotel/Casino engaged in selling or exhibiting non-Union made merchandise or in
so doing employing non-union help. Employer agrees that it shall not lock out
its employees or any part of them. Any such action shall be a violation of this
Agreement.

 

18

 

ARTICLE 16

SAFETY

 

16.1                          The Union and
the Employer agree that it is in the best interests of all members of the
bargaining unit to maintain a safe and healthy work place and to observe all
safety requirements.

 

16.2                          Violations of
established safety policies and procedures shall be grounds for disciplinary
action up to and including discharge.

 

19

 

ARTICLE 17

GENERAL CONDITIONS

 

17.1                          The Employer
shall furnish shirt and trousers (and/or coveralls) and launder same at no cost
to the employee. All clothing furnished to the employee shall be returned on
termination.

 

17.2                          An employee
shall be entitled to receive one (1) hot meal during the course of an
eight (8) hour shift, as near to the middle of the shift as possible. If
an employee is required to work overtime for two (2) hours or more beyond
his regular shift, or is called out in an emergency and works for four (4) hours
or more, he shall be entitled to a meal.

 

17.3                          Notwithstanding
anything in the contract, all paid non-working time including, but not limited
to, meal periods, rest and coffee breaks, wash-up and changing times, granted
during an eight (8) hour shift shall be limited to a total of one (1) hour,
which will be handled by 1) a fifteen (15) minute break midway during an
employee’s first four (4) hours on the job; 2) a thirty (30) minute meal
period at the middle of the employee’s shift; and 3) at the Employer’s
designation, a fifteen (15) minute break added to the (30) minute meal period
or a (15) minute break at the end of the employee’s shift. Each Employer will
notify the Union in writing and include the following waiver: “The Employer
agrees to waive the most favored Employer Clause with respect to the break
issues.”

 

17.4                          Company
clothing may be exchanged on Company time.

 

17.5                          This contract
does not recognize oral agreements, understandings, or past practices. All such
practices, side agreements, understandings, must be in writing and signed by
Employer and Union to be enforceable.

 

17.6                          The Employer
may establish bi-weekly payroll, if all other employees of property have
agreed.

 

17.7                          Trades
employees may be assigned to work at other properties owned and operated by their
parent company if parent company owns or operates more than one property in
Atlantic City. Employees shall first be offered the opportunity to take such
assignments in accordance with their shop seniority, by shift. If an
insufficient number of employees accept the offered assignment, employees shall
be assigned in inverse order of shop seniority. In either case, the employees
so selected must have the requisite skill and ability to perform the assigned
work. Employees so assigned shall be paid at the rate of time and one-half (11/2) their base hourly rate for all hours worked on
such assignment.

 

20

 

ARTICLE 18

MOST FAVORED EMPLOYER

 

18.1                          Recognizing the
competitive nature of the hotel/casino industry and the desirability of
maintaining a balance among hotels/casinos in Atlantic City, the
Union agrees that if it enters into any contract with another employer
operating a hotel/casino or contractor on behalf of a hotel/casino in Atlantic
City containing terms as to wages, hours, conditions or operating conditions of
this Agreement more favorable to said other Employer than the terms of this
contract, then, at Employer’s option, said terms shall be incorporated into
this Agreement and become supplementary thereto. The Union agrees that
upon demand of Employer it shall exhibit to the employer or its authorized
representative any agreement entered into with another hotel/casino in Atlantic
City, New Jersey. A failure on the part of the Employer to insist upon the
application of this section, whether said failure is intentional or a result of
an oversight, shall not constitute a waiver of Employer’s right to demand
enforcement of this provision on other occasions. Nothing herein contained
shall be interpreted to render this provision applicable to a hotel or motel
which does not own or operate a casino in Atlantic City, New Jersey.

 

21

 

ARTICLE 20

NEW JERSEY
CASINO CONTROL ACT

 

20.1                          The parties
hereto recognize and agree that the State of New Jersey Casino Control Act
(P.L. 1977, c. 110) (the “Act”) and the rules and regulations thereunder
contain provisions requiring the licensing of employees, the certifications of
this and other provisions regulating and controlling “Casino Hotel” employees,
and that this Agreement is subject thereto in all respects.

 

23

 

ARTICLE 21

TERM OF CONTRACT

 

21.1                          This Agreement
shall become effective May 1, 2001, and shall continue in full force and
effect until midnight, April 30, 2006, and from year to year thereafter
unless either party gives written notice to the other at least sixty (60) days
prior to any expiration date as to its desire to modify or terminate this
Agreement.

 

21.2                          Amendments,
additions or deletions to this Agreement will, with the exception of those
provided for under Article 18, be null and void unless in writing and
signed by the parties hereto.

 

IN WITNESS WHEREOF, the parties hereto, have set their hands this                             day
of
                          ,
2001 in Atlantic County, State of New Jersey.

 

	
  TROPICANA
  CASINO & RESORT

  	
   

  	
  DISTRICT
  COUNCIL 711 

  INTERNATIONAL
  UNION PAINTERS AND ALLIED

  TRADES

  
	
   

  	
   

  	
   

  
	
  /s/
  Pamela J. Populuski

  	
   

  	
  /s/
  [ILLEGIBLE]

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  

 

24

 

SCHEDULE A

 

	
  DATE

  	
   

  	
  HOURLY WAGE

  	
   

  	
  PENSION

  	
   

  	
  ANNUITY

  	
   

  	
  HEALTH & WELFARE

  	
   

  	
  APPRENTICE

  	
   

  
	
  05-01-01

  	
   

  	
  $

  	
  20.45

  	
   

  	
  $

  	
  2-70

  	
   

  	
  $

  	
  2.70

  	
   

  	
  $

  	
  3.85

  	
   

  	
  $

  	
  0.30

  	
   

  
	
  05-01-02

  	
   

  	
  $

  	
  20.95

  	
   

  	
  $

  	
  2.90

  	
   

  	
  $

  	
  2.90

  	
   

  	
  $

  	
  3.90

  	
   

  	
  $

  	
  0.40

  	
   

  
	
  05-01-03

  	
   

  	
  $

  	
  21.55

  	
   

  	
  $

  	
  3.10

  	
   

  	
  $

  	
  3.10

  	
   

  	
  $

  	
  4.00

  	
   

  	
  $

  	
  0.40

  	
   

  
	
  05-01-04

  	
   

  	
  $

  	
  22.30

  	
   

  	
  $

  	
  3.30

  	
   

  	
  $

  	
  3.30

  	
   

  	
  $

  	
  4.00

  	
   

  	
  $

  	
  0.40

  	
   

  
	
  05-01-05

  	
   

  	
  $

  	
  23.05

  	
   

  	
  $

  	
  3.50

  	
   

  	
  $

  	
  3.50

  	
   

  	
  $

  	
  4.00

  	
   

  	
  $

  	
  0.40

  	
   

  

 

	
  FOREMAN

  	
   

  
	
  DATE

  	
   

  	
  WAGE

  	
   

  
	
  05-01-01

  	
   

  	
  $

  	
  22.02

  	
   

  
	
  05-01-02

  	
   

  	
  $

  	
  22.52

  	
   

  
	
  05-01-03

  	
   

  	
  $

  	
  23.12

  	
   

  
	
  05-01-04

  	
   

  	
  $

  	
  23.87

  	
   

  
	
  05-01-05

  	
   

  	
  $

  	
  24.62

  	
   

  
						

 

25

 

	
   

  	
   

  	
  RECEIVED

  
	
   

  	
   

  	
  APR
  20 2001

  
	
   

  	
   

  	
  PERSONNEL

  

 

	
  

  	
  Painters District Council 711

  
	
  STATE
  OF NEW JERSEY

  
	
   

  
	
  INTERNATIONAL UNION OF

  
	
  PAINTERS AND ALLIED TRADES

  
	
   

  
	
  2116
  Ocean Heights Avenue · Egg Harbor
  Township NJ 08234

  
	
  Phone (609) 653-4433 · Fax (609)
  653-0795

  

 

April 18, 2001

 

Patrick
J. Brennan

Business Manager

·

Joseph
Glaab

Assistant Business Manager

·

Walter
M. Seifried

Zone 1 Manager

2116 Ocean Heights Ave.

Egg Harbor Twp. NJ 08234

(609) 653-4433

·

William
J. Shimko

Zone 2 Manager

122 Drummond Ave.

Neptune NJ 07753

(732) 774-0932

·

Dan
Scioli

Zone 3
Manager

14  High Street

Glassboro
NJ 08028

(856) 881-3711

·

Gerard
Maccioli

Zone 4 Manager

15
Farrand Street

Bloomfield NJ  07003

(973)
743-0536

 

NEW
RATES FROM 5/1/01 THRU 5/1/05:

 

	
  DATE

  	
   

  	
  5/1/01

  	
   

  	
  5/1/02

  	
   

  	
  5/1/03

  	
   

  	
  5/1/04

  	
   

  	
  5/1/05

  	
   

  
	
  WAGE

  	
   

  	
  20.45

  	
   

  	
  20.95

  	
   

  	
  21.55

  	
   

  	
  22.30

  	
   

  	
  23.05

  	
   

  
	
  PEN

  	
   

  	
  2.70

  	
   

  	
  2.90

  	
   

  	
  3.10

  	
   

  	
  3.30

  	
   

  	
  3.50

  	
   

  
	
  ANN

  	
   

  	
  2.70

  	
   

  	
  2.90

  	
   

  	
  3.10

  	
   

  	
  3.30

  	
   

  	
  3.50

  	
   

  
	
  H&W

  	
   

  	
  3.85

  	
   

  	
  3.90

  	
   

  	
  4.00

  	
   

  	
  4.00

  	
   

  	
  4.00

  	
   

  
	
  APPR

  	
   

  	
  .20

  	
   

  	
  .20

  	
   

  	
  .20

  	
   

  	
  .20

  	
   

  	
  .20

  	
   

  
	
  N’APPR

  	
   

  	
  .03

  	
   

  	
  .05

  	
   

  	
  .05

  	
   

  	
  .05

  	
   

  	
  .05

  	
   

  
	
  LMCF

  	
   

  	
  .02

  	
   

  	
  .05

  	
   

  	
  .05

  	
   

  	
  .05

  	
   

  	
  .05

  	
   

  
	
  PAC

  	
   

  	
  .05

  	
   

  	
  .10

  	
   

  	
  .10

  	
   

  	
  .10

  	
   

  	
  .10

  	
   

  
	
  PKG

  	
   

  	
  30.00

  	
   

  	
  31.05

  	
   

  	
  32.15

  	
   

  	
  33.30

  	
   

  	
  34.45Exhibit 10.15

 

MEMORANDUM OF UNDERSTANDING

 

Made
this 11th day of April 2006 by and between Marina
Associates; Atlantic City Showboat, Inc.; Bally’s Park Place Inc. d/b/a
Bally’s Atlantic City; Boardwalk Regency Corp. d/b/a Caesars Atlantic City;
Tropicana Casino & Resort; Resorts International Inc.; Resort’s
International Holdings, L.L.C., t/a Atlantic City Hilton; Trump Taj Mahal,
Assoc. d/b/a Trump Taj Mahal Hotel & Casino; Trump Plaza Assoc. d/b/a
Trump Plaza Hotel & Casino and Trump Marina Assoc. d/b/a Trump Marina
Hotel & Casino, (hereinafter referred to collectively as the
“Employers” and individually by name) and International Union of Operating
Engineers, Local Union 68; NJ Regional Council of Carpenters, Local Union 623
and Painters & Allied Trades District Council 711 (hereafter referred
to collectively as the “Unions” and individually by local number).

 

INTRODUCTION

 

The
Employers and the Unions are parties to ten (10) individual collective
bargaining agreements all with the same or substantially similar terms and
conditions. For the sake of uniformity and convenience, the Employers have
coordinated bargaining for the purpose of negotiating agreements to supersede
their respective collective bargaining agreements with the Unions, which will
expire midnight April 30, 2006. The following sets forth the agreement
reached between the Employers and the Unions subsequent to the conduct of
collective bargaining negotiations:

 

MODIFICATIONS

 

DURATION

 

Five
(5) years, May 1, 2006 to April 30, 2011

 

ARTICLE II

 

For
Carpenters, check off of Book Dues, as long as employee authorization is
provided and Employer only has to provide one check.

 

ARTICLE V, SENIORITY 

 

Section
3(c)

 

Delete
language “one year for illness” and amend to read “six months (or one year for
worker’s compensation) unless required to be longer, as an accommodation under
state or federal law which extension or lack thereof, is not subject to the
grievance and arbitration procedure. FMLA and NJFLA leave runs concurrently
with leaves under this Agreement to the extent applicable.” (Local 68)

 

Add
similar language for Carpenters and Painters in appropriate Article.

 

1

 

ARTICLE V §5

 

Shop
stewards will receive superseniority for purposes of layoff and recall assuming
they are qualified to perform the existing work in the opinion of the Company.
The Unions can only designate one shop steward per bargaining unit for this
purpose.

 

ARTICLE V, (CARPENTERS)

 

Probationary
period extended to ninety (90) days. 

 

ARTICLE VII, VACATION

 

Add
number eight (8), add language, “Employees vacations shall be reduced on a pro-rated
basis for any leave of absence consistent with the Employer’s leave policies
for its unrepresented employees.” Employees must use up to half of their
vacation entitlement while on FMLA and NJFLA leave, as long as at least the
same is required for the Employer’s unrepresented employees. (Local 68)

 

Add
similar language for Carpenters and Painters in appropriate Article. 

 

ARTICLE XXI, GENERAL CONDITIONS

 

Section 6

 

Change
two (2) hours to four (4) for overtime. (Local 68)

 

Add
similar language for Carpenters and Painters in appropriate Article. 

 

Section 9

 

Delete
reference to exterminators. (Local 68 only)

 

NEW LANGUAGE

 

Add
to Article II and Article XII, language attached as Attachment A.

 

Add
identical language for Carpenters and Painters in appropriate Article. 

 

NEW  SECTION —
DISCIPLINE

 

The
Employer agrees not to give any further consideration in subsequent
disciplinary actions of any discipline that is beyond two (2) years (one
year for attendance). This limitation does not apply to any discipline which
impact legal obligations e.g. harassment, discrimination, etc.

 

2

 

Add
identical language for Carpenters and Painters in appropriate Article. 

 

ECONOMIC TERMS

 

Attachment
B

 

LEASED SPACE LANGUAGE

 

Attachment
C, D & E for Operating Engineers

 

Attachment
F for Carpenters

 

Attachment
G for Operating Engineers & Carpenters

 

EXECUTED THIS 11th DAY OF APRIL 2006, SUBJECT TO RATIFICATION BY
THE RANK AND FILE MEMBERSHIP OF THE UNIONS.

 

3

 

ATTACHMENT A

 

Add the following language to the Dues and Fund
Section as follows:

 

If the Employer fails to remit deducted share fees,
initiation fees, dues or contributions to the Union or the Funds as applicable,
after thirty (30) days of the fifteenth of the month following their deduction,
the Union may bypass the grievance procedure and file directly for arbitration.
Notwithstanding anything in this Agreement to the contrary, if the arbitrator
finds that the delinquency violates this Agreement, the arbitrator may award
interest, at the prime rate, for the period that the delinquent amounts
remained outstanding and may award the Union costs of the arbitration. As a
condition to the Union’s proceeding directly to arbitration in the above
manner, the Union must serve the Human Resource Department with at least
fourteen (14) days written notice, via certified mail, of the delinquent fair
share fees, initiation fees, dues or contributions after the above time period
has passed.

 

4

 

ATTACHMENT
B

 

ECONOMIC
SETTLEMENT

 

OPERATING
ENGINEERS & CARPENTERS

 

	
  YEAR 1

  	
   

  	
  $1.15 

  
	
  YEAR 2

  	
   

  	
  $1.15 

  
	
  YEAR 3

  	
   

  	
  $1.15 

  
	
  YEAR 4

  	
   

  	
  $1.20 

  
	
  YEAR 5

  	
   

  	
  $1.25 ($1.27 Carpenters)

  

 

PAINTERS

 

	
  YEAR 1

  	
   

  	
  $1.10

  
	
  YEAR 2

  	
   

  	
  $1.10

  
	
  YEAR 3

  	
   

  	
  $1.15

  
	
  YEAR 4

  	
   

  	
  $1.20

  
	
  YEAR 5

  	
   

  	
  $1.25

  

 

Increases to be distributed by the Union(s) in the same manner as
past contract.

 

Lead rate effective first year $2.00 above Mechanic A rate.*

 

	
  Local 68 Training Fund:

  	
   

  	
  .05¢
  additional in 2nd year

  
	
   

  	
   

  	
  .05¢
  additional in 4th year

  

 

*Employer may provide on an individual basis
a rate for a lead that is above $2.00 at its sole discretion

 

5

 

ATTACHMENT
C

FOR ALL EMPLOYERS EXCEPT TROPICANA

ADD TO ARTICLE 1, SECTION 2

Existing Language is now considered sub-paragraph (a)

 

(b)                            The parties
specifically agree that Article 1, Section 2(a) shall not apply
to the business operations of any person or entity occupying space pursuant to
a lease, contract, sublease, subcontract or other agreement with the Employer
entered into prior to the effective date of this Agreement (such leases,
contracts, subleases, subcontracts or agreements being referred to herein as
the “Existing Contracts”) nor to the space they are occupying or will occupy,
provided that the square footage of such location or relocation may not be
expanded by more than twenty-five percent (25%) of the present square footage
occupied or to be occupied. The foregoing sentence shall apply to the Existing
Contracts notwithstanding that the space to be occupied under the Existing
Contract has not yet been built out, occupied or opened for business and to any
Assignees, Subtenants, or replacement tenants subsequently occupying the space
and shall continue for the duration of any renewal or extension of the term of
such Existing Contract or any replacement contract. This exclusion shall
further apply to any extensions or modification of any Existing Contract,
including without limitation those modifications which may involve assignment
of an Existing Contract, tenant relocation or the expansion of space occupied
pursuant to an Existing Contract. Article 1, Section 2(a) does
not apply to space occupied by health club, spa or salon operations, food,
snack or beverage operations commonly referred to as “fast food” operations and
retail operations in general which space is leased, contracted or subcontracted
to third parties. The parties have agreed to a side agreement where future
leased space would also be exempt from the provisions of Article 1, Section 2(a).
All other space leased or subcontracted after the effective date of this
Agreement not described in this Section 2(b) shall be covered under Article 1,
Section 2(a).

 

(c)                             Notwithstanding
the preceding paragraph, in leased or subcontracted areas, Local 68 Operating
Engineer members will be assigned to major repairs and major maintenance of the
basic electrical, steam, gas, water, sewer, HVAC and alarm systems
(collectively “Base Systems”) to the extent (1) such type of work is
performed by bargaining unit employees at its property consistent with Section 2(a),
and (2) it is the Employer’s judgment that such work is critical to
maintain the operations of a Base System of the Employer and that it is in the
business interest of Employer. Further, the Employer may offer its maintenance
services to lessees as it deems appropriate. When the Union becomes aware of a
request for the Employer’s maintenance services by a tenant, the Union business
agent can discuss the issue with the
Employer as to whether the Employer wishes to offer its services with the
understanding that, if the Employer chooses to offer its services, the ultimate
commercial transaction is in the sole discretion of the Employer.

 

6

 

ATTACHMENT D

 

TROPICANA ONLY

ADD TO ARTICLE 1, SECTION 2

Existing Language is now considered
sub-paragraph (a)

 

(b)        The
parties specifically agree that Article 1, Section 2(a) shall
not apply to the business operations of any person or entity occupying space
pursuant to a lease, contract, sublease, subcontract or other agreement with
the Employer entered into prior to the effective date of this Agreement (such
leases, contracts, subleases, subcontracts or agreements being referred to
herein as the “Existing Contracts”) nor to the space they are occupying or will
occupy, provided that the square footage of such location or relocation may not
be expanded by more than twenty-five percent (25%) of the present square
footage occupied or to be occupied. The foregoing sentence shall apply to the
Existing Contracts notwithstanding that the space to be occupied under the
Existing Contract has not yet been built out, occupied or opened for business
and to any Assignees, Subtenants, or replacement tenants subsequently occupying
the space and shall continue for the duration of any renewal or extension of
the term of such Existing Contract or any replacement contract. This exclusion
shall further apply to any extensions or modification of any Existing Contract,
including without limitation those modifications which may involve assignment
of an Existing Contract, tenant relocation or the expansion of space occupied
pursuant to an Existing Contract. Article 1, Section 2(a) does
not apply to space occupied by health club, spa or salon operations, food,
snack or beverage operations commonly referred to as “fast food” operations and
retail operations in general which space is leased, contracted or subcontracted
to third parties. The parties have agreed to a side agreement where future
leased space would also be exempt from the provisions of Article 1,
Section 2(a). All other space leased or subcontracted after the effective
date of Agreement not described in this Section 2(b) shall be covered
under Article 1, Section 2(a).

 

(c)         The
Tropicana agrees that after an initial start up period to offer its tenants
major repair and maintenance of the electrical, steam, gas, water, sewer, HVAC
and alarm systems (collectively Base Systems) to the extent (1) such type
of work is performed by bargaining unit employees at its property consistent
with Section 2(a) and (2) it is the Employer’s judgment that
such work is critical to maintain the operations of the Base Systems of the
Tropicana and that is in the business interest of the Tropicana under the
following conditions:

 

1.                                       The Tenant agrees to hold the Tropicana harmless in all respects of any
claims of damages in connection with such services, including but not limited
to, defect in workmanship by Tropicana’s Employees.

 

2.                                       The Tropicana in its judgment, has the available staff to perform the
work without interfering with its own work and without additional training so
as to

 

7

 

complete the repair in a timely manner as set by the
Tropicana, based on its priorities and which timeframe is satisfactory to the
tenant.

 

3.                                       The tenant agrees to pay for the equipment and services as determined by
the  Tropicana. The Union understands that tenants
who do not promptly pay for these services will not be eligible for such
services in the future.

 

The Union’s business agent may approach Tropicana’s
tenants who had declined an interest in general, for any of the above services,
and with pre-approval of Tropicana, to discuss the potential with the tenant of
offering Tropicana’s services as described above with the understanding that
(1) the Union can not be coercive or disruptive in any manner,
(2) the decision to utilize the services is the tenant’s to make, and
(3) the ultimate commercial transaction is in the discretion of the
Tropicana.

 

8

 

ATTACHMENT E

 

The parties agree that neither party may use the
differences in “leased property language” that exists amongst the employees in
any dispute regarding the interpretation of language. Further, the Employers agree that none of them will use the Most Favored Nations Clause regarding “leased
property”. Finally, the Union agrees to withdraw all pending Local 68 Operating
Engineers arbitrations dealing with leased space.

 

9

 

ATTACHMENT F

 

RECOGNITION ARTICLE OF THE COLLECTIVE
BARGAINING AGREEMENT (CBA)

 

The Parties specifically agree that the Recognition
Article of the CBA shall not apply to the business operations of any
person or entity occupying space pursuant to a lease, contract, sublease,
subcontract or other agreement with the Employer entered into prior to the
effective date of this Agreement (such leases, contracts, subleases,
subcontracts or agreements being referred to herein as the “Existing
Contracts”) nor to the space they are occupying or will occupy, provided that
the square footage of such location or relocation may not be expanded by more
than twenty-five percent (25%) of the present square footage occupied or to be
occupied. The foregoing sentence shall apply to the Existing Contracts
notwithstanding that the space to be occupied under the Existing Contract has
not yet been built out, occupied or opened for business and to any Assignees,
Subtenants, or replacement tenants subsequently occupying the space and shall
continue for the duration of any renewal or extension of the term of such
Existing Contract or any replacement contract. This exclusion shall further
apply to any extensions or modification of any Existing Contract, including
without limitation those modifications which may involve assignment of an
Existing Contract, tenant relocation or the expansion of space occupied
pursuant to an Existing Contract. The Recognition Article of the CBA does
not apply to space occupied by health club, spa or salon operations, food,
snack or beverage operations commonly referred to as “fast food” operations and
retail operations in general which space is leased, contracted or subcontracted
to third Parties. The Parties have agreed to a side agreement where future
leased space would also be exempt from the provisions of the Recognition
Article of the CBA. All other future leased or subcontracted spaces not
described under this provision will be covered under the CBA.

 

Notwithstanding the preceding paragraph, in leased
or subcontracted areas, the Employer’s carpenters will be assigned to the major
repairs of the demising walls (base system) due to damage created by the
Employer which causes an opening from one side to the other of the demising
wall if it is in the Employer’s judgment that such work is critical to maintain
the base system and it is in the business interest of the Employer. If the
damage is to the Employer’s side of the demising wall only, the repair will
also be performed by the Employer’s carpenters.

 

10

 

ATTACHMENT G

 

FUTURE LEASED SPACE

 

The reference in the proposals to Side Agreements in
Article 2, Section (b) of the Operating Engineers Agreement and
Section (b) of the Recognition Article of the Carpenter’s
Agreement describes the following Food & Beverage Outlets, regardless
of location, which are exempt from the provisions of these Agreements.

 

Resorts —1

Trump Marina —1

Trump Plaza —1

Trump Taj Mahal -1

Tropicana — 2

 

11

 

MEMORANDUM OF AGREEMENT

SIGNATURE PAGE

 

UNIONS:

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/24/06

  
	
  INTERNATIONAL UNION OF
  OPERATING ENGINEERS, LOCAL 68

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/24/06

  
	
  NJ REGIONAL COUNCIL OF
  CARPENTERS, LOCAL 623

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4.24.06

  
	
  PAINTERS & ALLIED TRADES,
  DISTRICT COUNCIL 711

  	
   

  	
  DATE

  

 

EMPLOYERS:

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  MARINA ASSOCIATES, d/b/a HARRAH’S
  ATLANTIC CITY

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  ATLANTIC CITY SHOWBOAT, INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  BALLY’S PARK PLACE, INC. d/b/a BALLY’S ATLANTIC
  CITY

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  BOARDWALK REGENCY CORP. d/b/a CAESARS ATLANTIC
  CITY

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/24/06

  
	
  TROPICANA CASINO AND RESORT

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  5/5/06

  
	
  RESORT’S INTERNATIONAL, INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  5/5/06

  
	
  RESORTS INTERNATIONAL HOLDINGS, LLC., t/a ATLANTIC
  CITY HILTON

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/20/06

  
	
  TRUMP MARINA, ASSOC., d/b/a TRUMP MARINA
  HOTEL & CASINO

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/20/06

  
	
  TRUMP PLAZA, ASSOC. d/b/a TRUMP PLAZA
  HOTEL & CASINO

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/20/06

  
	
  TRUMP TAJ MAHAL, ASSOC. d/b/a TRUMP TAJ MAHAL HOTEL &
  CASINO

  	
   

  	
  DATE

  

 

 

MEMORANDUM OF AGREEMENT

 

IUOE LOCAL 68

 

And

 

TROPICANA
CASINO AND RESORT

 

The
above parties agree to the establishment of a shift lead position. This position
will receive the prevailing lead rate in accordance with the collective
bargaining agreement. Responsibilities will include the following:

 

1.                                       Provide
direction and support for employees. Assist and direct other Facilities
personnel as needed.

2.                                       Respond to all
emergencies and assess the situation to determine the best course of action.

3.                                       Maintain log
for all calls and call-outs.

4.                                       Maintain daily
log of all incidents and work accomplished during the shift.

5.                                       Maintain radio,
pager and phone contact with all shift employees from Facilities, Housekeeping
and Public Areas.

6.                                       Operate
computer systems including Lodgenet, work order system and others as necessary.

7.                                       Maintain key
log of floor masters and all mechanical keys, vehicles and radios.

8.                                       Handle
administrative responsibilities as necessary.

9.                                       Work with a
minimum of direct supervision.

10.                                 Perform other
duties as assigned.

 

 

	
  Agree
  to as set forth above.

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  I.U.O.E.
  Local 68

  	
   

  	
  Tropicana
  Casino and Resort

  
	
   

  	
   

  	
   

  
	
  /s/
  Ed Boylan

  	
   

  	
  10/7/03

  	
   

  	
  /s/
  George E. Wackenheim

  	
   

  	
  12/16/02

  
	
  Ed
  Boylan

  	
   

  	
  Date

  	
   

  	
  George
  E. Wackenheim

  	
   

  	
  Date

  

 

 

Agreement

 

This
Agreement is by and Between Tropicana Casino and Resort, I.U.O.E. Local 68, and
the New Jersey Regional Council of Carpenters and its Local 623.

 

Whereas,
the proper assignment for the movement of Derby Kiosk and/or Promotional
Machines gave rise to the matter at hand, and;

 

Whereas,
the undersigned parties have met to discuss and resolve this issue, and;

 

Now
therefore let it be resolved, that when Derby Kiosk and/or Promotional Machines
are moved, either to the casino floor as the culmination point, or from the
casino floor as the originating point, this task will be performed by a
composite crew of Local 623 and Local 68 employees. Further, the area adjacent
to casino floor known as the “fountain area”, will be considered part of the
casino floor for purposes of this agreement.

 

As
follows, this Agreement will remain in effect until modified in writing by the
Parties.

 

 

	
  /s/ [illegible]

  	
   

  	
  5-17-04

  
	
  I.U.O.E.,
  Local 68

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Eustace Eggie III

  	
   

  	
  5-10-04

  
	
  NJRCC,
  Local 623

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  5/20/04

  
	
  Tropicana Casino and
  Resort

  	
   

  	
  Date

  

 

 

United
Brotherhood of Carpenters and Joiners of America

 

LOCAL UNION No. 623 of ATLANTIC
COUNTY

 

Affiliated with

The American Federation of Labor and Atlantic County Building Trades

 

	
  President/Business Manager

  Carpenters Local 623 ·
  Atlantic County

  Robert J. Boyce  

   

  June 23, 2003

  	
  

   

  Meets 3rd Thursday

  Carpenters’ Hall, 26 So. New York Avenue, Atlantic City, N.J. 08401

  Phone: 609-345-0016

  Fax: 609-345-7197

  	
  Council Representatives

  Eustace Eggie, III

  Robert J. Tarby

  William C. Sproule

  Edward Hagaman

  
	
   

  	
   

  	
   

  
	
   

  	
  

  	
   

  

 

Mr. George
Wackenhiem

Vice
President of Human Resources

Tropicana
Casino Resort

Brighton
and the Boardwalk

Atlantic
City, New Jersey 08401

 

Dear George:

 

As you are aware, we have reached an agreement
regarding jurisdiction with the new Time-Lox System, which is currently being
installed. Outlined below are the key points and who will be performing those
duties:

 

1.          Server-to-be installed in
Information Technology (I.T.)

2.          PC’s to be located and
distributed throughout the Property where necessary by I.T.

3.         Encoders
— cleaning, repair, and maintenance will be performed by Local 623, and
locating new encoders will be coordinated with I.T.

 

A. Key Interrogation

i)                                         Facilities Department — Executive Director, Director, and Managers will
be permitted to interrogate keys for their purposes.

ii)                                      Front Desk Area — Executive Director, two (2) Hotel Managers, Front
Service Manager, four (4) Front Desk Managers will be permitted to
interrogate keys for their purposes.

iii)                                   All other key interrogation will be performed by Local 623.

 

B. Key Making

i)                                         Front Desk Clerks and Bus Operations (one person) will be permitted to
make Guest Room keys for their purposes.

ii)                                      Front Desk Management Team (outlined in 3 —a-ii) will be permitted to
make Guest Keys and Smart Cards for their purposes.

iii)                                   Room  Service Supervisor and Order Taker will be
permitted to make one-shot question room keys for their purposes.

iv)                                  All other keys will be made by Local 623.

 

C. Physical Locations

i)            Front
Desk and Satellite Locations

ii)           Room Service

iii)          Lock
Shop

iv)          Facilities
Office

v)           I.T.

 

4. Lost Cards/Cancel Cards

 

 

A.
All duties and functions will continue to be performed by Local 623.

 

5.               Interrogation of Locks 

A. All duties and functions will continue to be performed by Local 623.

 

6.               Administration &
Levels

A.
Administration

 

i)                                         All operators
(i e. persons that make keys) will continue to be added and deleted by Local
623,

ii)                                      All users (i.
e. persons that carry keys) will be added and deleted by Local 623, with the
exception of the Front Desk Management Team (outlined in 3-a-ii) which can add
users as needed for their purposes (Bell Services, Junket Groups)

iii)                                   All new locks
will be input into the computer, installed and programmed by Local 623 (after
initial factory installation).

 

B.
Levels

i)                                         Local 623 will
be the only group with complete system access. The Lead Locksmith will be the
System Manager.

ii)                                      Front Desk
Clerks and one (1) Bus Operation’s person will have access to make guest
keys and other functions necessary for the performance of their duties.

iii)                                   Front Desk
Management Team (outlined in 3-a-ii) will have access to make guest keys and
smart keys, and to interrogate Front Desk generated keys only. All Front Desk
personnel will be limited to Hotel Room access only.

iv)                                  Room Service
personnel will have one-time key making access only.

v)                                     Facilities
Management will have access to interrogate Facilities Department issued keys
only.

vi)                                  I.T. will have
access for their purposes, including system back-ups and server functions. I.T.
will not have key-making access.

 

Should
your recollection differ from the above, please contact me at your earliest
convenience.

 

With
Kindest Regards,

 

	
  /s/
  Eustace Eggie III

  	
   

  
	
  Eustace
  Eggie III

  	
   

  
	
  Senior
  Council Representative

  	
   

  

 

EE/km

 

 

MEMORANDUM OF AGREEMENT LOCAL 623

 

Working
Conditions:

 

1.               Add the
following language:

 

This contract does not
recognize oral agreements, understandings or past practices. All such
practices, side agreements, understandings must be in writing and signed by the
parties to be enforceable.

 

During
the 180 day period from the date of ratification, each property shall meet with
the Union to agree and thereafter memorialize any past practices or re-execute
any side agreements that the parties consider enforceable in the new agreement.
In the event there is a dispute, the matter shall be submitted to arbitration.
The arbitrator shall not uphold a past practice or side agreement which
modifies or is inconsistent with the terms of the new collective bargaining agreement
(including its recognition clauses) or which limits productivity or efficiency.
All side agreements shall be disclosed from one property to another.

 

2.               Add the
following language:

 

Notwithstanding
anything in the contract to the contrary, all paid non-working time including
but not limited to meal periods, rest and coffee break periods, wash-up and
changing times granted during an eight (8) hours shift shall be limited to
a total of one (1) hour, one-half (1/2) hour of which shall be at the
middle of the shift and two (2) fifteen (15) minute breaks to be
reasonably scheduled by the Employer, one (1) in the morning and one (1) in
the afternoon.

 

3.               Subcontracting—Delete
Exhibit B From 1992 Extension Agreement and Change Present Language to:

 

It
is further understood and agreed that reconstruction, maintenance, renovation,
alteration and/or rehabilitation of the Hotel and its facilities and
appurtenances are covered by the Agreement, when the Employer considers it
feasible. The Hotel expressly reserves the right to have such work performed in
such manner and by such employees, as may be furnished by a subcontractor. It
is agreed that the Hotel will not subcontract work in order to eliminate
members of the bargaining unit. The Employer retains the right to set the
staffing levels.

 

 

Economics

 

	
   

  	
   

  	
  5/1/96

  	
   

  	
  5/1/97

  	
   

  	
  5/1/98

  	
   

  	
  5/1/99

  	
   

  	
  5/1/2000

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Wages

  	
   

  	
  $

  	
  .50

  	
   

  	
  $

  	
  .50

  	
   

  	
  $

  	
  .55

  	
   

  	
  $

  	
  .65

  	
   

  	
  $

  	
  .70

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  H&W

  	
   

  	
  —

  	
   

  	
  $

  	
  .15

  	
   

  	
  $

  	
  .15

  	
   

  	
  $

  	
  .15

  	
   

  	
  $

  	
  .15

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Pension

  	
   

  	
  $

  	
  .35

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Ed.

  	
   

  	
  $

  	
  .05

  	
   

  	
  $

  	
  .05

  	
   

  	
  $

  	
  .05

  	
   

  	
  $

  	
  .05

  	
   

  	
  $

  	
  .05

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Annuity

  	
   

  	
  —

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  TOTAL

  	
   

  	
  $

  	
  .90

  	
   

  	
  $

  	
  .90

  	
   

  	
  $

  	
  .95

  	
   

  	
  $

  	
  1.05

  	
   

  	
  $

  	
  1.10

  	
   

  

 

After
the first year, Union will have the right thirty (30) days prior to the end of
each contract year to reallocate the above amounts. Any money reallocated
during the 1996 contact to Health and Welfare, Pension or Apprentice, Education
and Training Funds will be paid on straight-time hours worked or paid, not to
exceed 2080 in a contract year. Money reallocated to Annuity will be paid on
all hours worked in excess of forty hours on an overtime basis. Diversions
made by the Union in the 1992 contract including the $.35 of 1991 will remain
as is for the duration of the new agreement. No further right to split
reallocations between Annuity, Wages, Funds, etc. Contract language to be
changed accordingly.

 

Agree
to biweekly payroll if all other employees of property have agreed. (Not in
contract).

 

Article 22:
Most Favored Employer clause to be modified by the addition of “operating
conditions” to the terms subject to the provision.

 

Employees
with ten (10) years or more of service shall receive four weeks vacation.
The fourth week may, with mutual consent, be taken on a per day basis, provided
the employee gives the employer ten days notice of the day to be taken.

 

 

APPRENTICESHIP
AND TRAINING PROGRAM

 

Apprentice
carpenters will be compensated at the following rates during the period of
training:

 

	
  1st
  6 months

  	
   

  	
  60%
  of Carpenter Rate

  	
   

  
	
  2nd
  6 months

  	
   

  	
  65%
  of Carpenter Rate

  	
   

  
	
  3rd
  6 months

  	
   

  	
  70%
  of Carpenter Rate

  	
   

  
	
  4th
  6 months

  	
   

  	
  75%
  of Carpenter Rate

  	
   

  
	
  5th
  6 months

  	
   

  	
  80%
  of Carpenter Rate

  	
   

  
	
  6th
  6 months

  	
   

  	
  85%
  of Carpenter Rate

  	
   

  
	
  7th
  6 months

  	
   

  	
  90%
  of Carpenter Rate

  	
   

  
	
  8th
  6 months

  	
   

  	
  95%
  of Carpenter Rate

  	
   

  
	
  9th
  6 months

  	
   

  	
  Carpenter
  Rate

  	
   

  

 

NOTE:
Apprentice carpenter compensation percent will be computed on the current rate
for Carpenter.

 

Bargaining
minute: The Employer retains the right to subcontract work during periods of
layoff.

 

This
agreement is subject to the ratification of the rank and file membership of the
union:

 

 

	
  /s/
  [ILLEGIBLE]

  	
   

  	
  /s/
  Jerold E. Glassman

  
	
  Carpenters
  District Council of South Jersey and its Local 623

  	
  Jerold E. Glassman for the nine
  properties, Ballly’s Park Place, Caesars, The Grand, Harrah’s, Resorts,
  Showboat, Trump Castle, Trump Plaza and Trump’s Taj Mahal

  

 

 

TROPICANA JURISDICTIONAL
ISSUES-LOCAL 68 AND LOCAL 623

 

The
Parties agree that the following past practices will continue:

 

1.
 New Ceilings:

 

·                  Grid (The Grid is the metal
frame that supports the ceiling tiles)-623

·                  Tile (The tiles are the
different size squares that fit into the grid to form the ceiling)-623

 

2.
 Existing Ceilings:

 

·                  Grid-623

·                  Tile-68

 

3.               All Spline
Ceilings (These are 12 x12 that come in one piece)-623

 

4.               Assembly of
Furniture

 

·                  Office Furniture-68

·                  Hotel Room-no assembly
needed

·                  Lounges-no assembly needed

·                  Restaurant Furniture-wood by
623, metal by 68

 

5.
 Furniture Moves

 

·                  Furniture Built by
Carpenters-623

 

6.
 Mounting of Slot Stools

 

·                  Bolting of Base to Floor-68

·                  Bolting of Stool to Base-623

·                  Mounting Stool to Base of
Slot Machine (break away bracket)-623

·                  Mounting Stool to Base of
Slot Machine (lip bracket)-623

 

7.
 Maintenance of Slot Stools

 

·                  Bolts in base of stool-68

·                  Bolts in stool (including
chair and swivel)-623

·                  Bracket in Slot Machine
Base-623

 

 

8.  Moving of Furniture

 

·                  Hotel Room-In the past
either 623 and 68 (GM) has moved depending on who makes the repair.

·                  Repaired Furniture-Past
practice has varied between 623 and 68 depending on who does the repair.

 

9.
 Door Chains

 

·                  Replacement-68 (GM) has done
in the past

·                  Cutting or Opening-done by
both 68 or 623 — 623-opens, 68-replaces

 

10.  Peep Holes (replacement)-has historically been
done by 68 or 623 depending on who gets the call first.

 

11.  Head Boards

 

·                  Maintenance & repair-623

·                  Installation of New-623

 

12.  Moving of Slot Machines and Slot Machine bases
(any size move)-Composite crew made up of two (2) 68’s (casino
maintenance) and four (4) to five (5) 623’s.

 

13.  Closet Doors

 

·                  Hanging/Maintenance/Repair-623

·                  Installation of New-623

 

It
is understood and agreed this is not an all inclusive jurisdictional list and
Local 623’s jurisdiction expands beyond this document.

 

 

	
  Carpenters
  Local Union #623

  	
   

  	
  International
  Union of Operating Engineers

  
	
  Atlantic
  County, NJ

  	
   

  	
  Local 68-68A-68B; AFL-CIO

  
	
  26
  South New York Avenue

  	
   

  	
  4425
  Atlantic Avenue

  
	
  Atlantic
  City, NJ 08401

  	
   

  	
  Atlantic
  City, NJ 08401

  

 

AGREEMENT

 

The
following outlines the agreement between Tropicana Casino & Resort and
the above unions regarding the chairs in the showroom:

 

1.                                       The pit area,
i.e., consisting of the first nine rows of chairs, which is the area immediately
adjacent to the stage, will have work conducted as follows:

 

a.                                       All repair work
will be performed by Carpenters Local 623.

b.                                      Chairs will be
removed and replaced by Local 68 (stage crew).

 

2.                                   For all
remaining chairs in the theater other than the pit area, work will be conducted
as follows:

 

a.                                       All repair work
will be performed by Carpenters Local 623.

b.                                      Chairs will be
removed and replaced by Carpenters Local 623.

 

3.                                       The parties
further agree that in the event a situation occurs where a disabled guest
requires immediate service, the practice outlined in paragraph 2 above will be
followed. In the event, however, that Carpenters Local 623 is not able to
respond to the disabled guest in a timely manner upon proper notice, then and
only then will the stage crew be permitted to remove the chair to accommodate
the guest. The parties further agree that in this situation, Carpenters Local
623 will not grieve the removal of the chair by the stage crew.

 

	
  /s/
  [ILLEGIBLE]

  	
   

  	
  6/14/99

  
	
  For
  Tropicana Casino And Resort

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
  /s/
  Eustace Eggie III

  	
   

  	
  June 17, 1999

  
	
  For
  Carpenters Local #623

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  June 17, 1999

  
	
  For
  International Union of Operating 

  Engineers Local 68-68A-68B, AFL-CIO

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
  6/17/99

  
	
  For
  International Union of Operating 

  Engineers Local 68-68A-68B, AFL-CIO

  	
   

  	
  Date

  

 

 

MEMORANDUM OF UNDERSTANDING

 

Made
this 6th day of April, 2001 by and between GNOC Corp., t/a Atlantic City Hilton
Casino Resort; Boardwalk Regency Corporation, t/a Caesars Atlantic City;
Bally’s Park Place, Inc., t/a Bally’s Park Place Casino Resort and Wild
West Casino; Adamar of New Jersey, t/a/ Tropicana Casino & Entertainment
Resort; Trump Castle Associates, d/b/a Trump’s Marina Casino Resort; Trump
Plaza Associates, d/b/a Trump Plaza Hotel and Casino; and Trump Taj Mahal
Casino Resort (hereafter referred to collectively as the “Group” and
individually by name) and United Brotherhood of Carpenters and Joiners of
America, Local Union 623; International Union of Painters and Allied Trades,
Painters District Council 711; and International Union of Operating Engineers,
Local 68, 68A, 68B, 68C (hereafter referred to collectively as the “Unions” and
individually by local number).

 

INTRODUCTION

 

The
Group and the Unions are parties to seven (7) individual collective
bargaining agreements all with the same or substantially similar terms and
conditions. For the sake of uniformity and convenience, the Group has
coordinated bargaining for the purpose of negotiating agreements to supersede
their respective collective bargaining agreements with the Unions, which will
expire midnight April 30, 2001. The following sets forth the agreement
reached between the Group and the Unions subsequent to the conduct of
collective bargaining negotiations:

 

MODIFICATIONS

 

1)                                      The terms and
provisions of the Group’s seven (7) collective bargaining agreements will continue
in full force and effect, except those terms and provisions that are modified
below. Unless specified otherwise, the effective date for all agreed upon
modifications shall be May 1, 2001

 

A)                                      Duration: Five (5) years,
May 1, 2001 to April 30, 2006

 

B)                                        Probationary
Period: Increased to ninety (90) days. Language remains requiring contributions
to funds from the first (1st) day worked after employee completes his/her probationary period.

 

C)                                        Control and
Discharge: Add “The Union does not waive its right to grieve and arbitrate, nor
is this section intended to affect the Employer’s burden of proving just
cause.” Strike out “cases of incompetence or insubordination.”

 

D)                                       Lay Offs:
Revise to read: “If there is a reduction in force, Employees shall be laid off
in reverse order of seniority provided they have the skill and ability to
perform the job. Employees on lay off shall be recalled in order of seniority
to openings in the shop provided they have the skill and ability to perform the
job.” (Local 623 only)

 

1

 

MEMORANDUM OF UNDERSTANDING

 

E)                                         Apprentices:
Add “There is no obligation to employ an apprentice at the end of the
apprenticeship period.” (Local 68 and Local 711)

 

F)                                         Remove the
180-day language negotiated in 1996, but retain the introductory language
beginning with the words, “This contract does not recognize...”

 

G)                                        Multi-Location
Employer: Add language: “Trades employees may be assigned to work at other
properties owned and operated by their parent company if parent company owns or
operates more than one property in Atlantic City. Employees shall be first
offered the opportunity to take such assignment in accordance with their shop
seniority, by shift. If an insufficient number of employees accept the offered
assignment, employees shall be assigned in inverse order of shop seniority. In
either case, the employee so selected must have the requisite skill and ability
to perform the assigned work. Employees so assigned shall be paid at the rate
of time and one-half (1 1/2) their base hourly rate for all hours worked on
such assignment.”

 

H)                                       Local 623 and
Caesars: The Bally’s Park Place Memorandum of Understanding dated May 1997
regarding “Slot Machines and Slot Bases” shall be applicable to Caesars. Local
623 Bargaining Unit employees shall perform the installation, removal and
repair of all locks associated with slot bases, bill changers, cash boxes and
slot machines exclusive of the slot machine door lock, which includes the
re-set lock.

 

I)                                            Trump Marina
and Local 623: Slot moves will be handled in the same manner as Trump Plaza.

 

J)                                           Economics: The
Group and the Unions agree that the total package for the five (5) years
shall be five dollars forty-five cents ($5.45) per hour distributed as follows:

 

	
  1st year

  	
   

  	
  2nd year

  	
   

  	
  3rd year

  	
   

  	
  4th year

  	
   

  	
  5th year

  	
   

  
	
  1.00

  	
   

  	
  1.05

  	
   

  	
  1.10

  	
   

  	
  1.15

  	
   

  	
  1.15

  	
   

  

 

The
Group agrees that the Unions will have the right to allocate the above amounts
between Wages, Health & Welfare, Pension, Education, and Annuity. The
Unions agree to provide the Group with their decision on allocation no later
than ten (10) working days from the date of this Memorandum of
Understanding. In addition, the Unions will have the right thirty (30) days
prior to the end of each contract year to reallocate the above amounts. Funds
to be paid in accordance with existing language in the collective bargaining
agreement. Annuity cannot, during the year, go back and forth to wages and
annuity...it must be one or the other.

 

2

 

MEMORANDUM OF UNDERSTANDING

 

K)                                       The Parties
recognize that some of the properties and some of the locals do not have up to
date formal collective bargaining agreements and instead have old agreements
with amendments attached thereto. It is agreed in those cases that the parties
will formalize their agreement in an updated collective bargaining agreement.

 

EXECUTED THIS 6th DAY OF APRIL 2001, SUBJECT TO RATIFICATION
BY THE RANK AND FILE MEMBERSHIP OF THE UNIONS.

 

	
  LOCAL
  623, UNITED BROTHERHOOD

  	
   

  	
  ATLANTIC
  CITY HILTON CASINO

  	
   

  
	
  OF
  CARPENTERS AND JOINERS OF

  	
   

  	
  RESORT

  	
   

  
	
  AMERICA

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  CAESARS
  ATLANTIC CITY

  	
   

  
	
  PAINTERS
  DISTRICT COUNCIL 711, 

  	
   

  	
   

  	
   

  
	
  INTERNATIONAL
  UNION OF PAINTERS 

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
  AND
  ALLIED TRADES

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  BALLY’S
  PARK PLACE CASINO

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  RESORT

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
  LOCAL
  68, 68A, 68B, 68C, 

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
  INTERNATIONAL
  UNION OF 

  	
   

  	
   

  	
   

  
	
  OPERATING
  ENGINEERS

  	
   

  	
  TROPICANA
  CASINO & 

  	
   

  
	
   

  	
   

  	
  ENTERTAINMENT
  RESORT

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  TRUMP’S
  MARINA CASINO RESORT

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  TRUMP
  PLAZA HOTEL AND CASINO

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  TRUMP
  TAJ MAHAL CASINO 

  	
   

  
	
   

  	
   

  	
  RESORT

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  

 

3

 

This
side letter agreement is between the Tropicana Casino and Resort, and the South
Jersey Regional Council of Carpenters and its Local 623, for the purpose of
compensating employees working at the Satellite Shop who can not enjoy their
meal on site. Outlined below are items that further delineate this agreement:

 

1.                   Any Local 623 Bargaining
Unit members who are working at the Satellite Shop during their meal breaks
will be compensated a meal allowance at the rate of eight dollars ($8.00) per
day for obtaining their own meal (to be included in their weekly paycheck) in
addition to their regular wages and benefits.

 

2.                   This meal allowance is in
lieu of the employees returning to the Tropicana from the Satellite Shop for
the purpose of eating during their meal break and to save travel time to and
from the property.

 

3.                   If employees return to the
Tropicana for any reason and enjoy their meal break on site. they will not be
compensated the eight dollars ($8.00) per day meal allowance.

 

4.                   When employees work two (2) or
more hours beyond their normal shift, they shall be entitled to a second meal
break as outlined in the Collective Bargaining Agreement between the parties.
They will be compensated an additional eight dollars ($8.00) per diem for this
meal, provided the employees are working at the Satellite Shop for the second
meal break.

 

5.                   This agreement shall be
retroactive to January 15, 2001, upon its execution by both parties.

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
  1/16/01

  	
   

  	
  /s/
  Eustace Eggie III 

  	
   

  	
  Jan.
  15, 2001

  
	
  Tropicana

  	
   

  	
  Date

  	
   

  	
  Local
  623

  	
   

  	
  Date

  

 

 

Jurisdictional Work Assignment Agreement

Between Local 68, I.U.O.E. and S.J.R.C.C, and its Local 623

And Tropicana

 

This
Agreement sets forth the understanding reached by the undersigned parties in
connection with certain work performed at the Tropicana which work had become
disputed between Local 68, I.U.O.E. (“Local 68”) and S.J.R.C.C., and its Local
623 (“Local 623”) and their respective memberships:

 

	
  1.

  	
  The
  parties agree that, as of the date of this Agreement, the installation,
  repair, replacement and removal of all closet doors in the North, South and
  West Towers including all parts, hardware, and accessories related to closet
  doors will be performed by employees represented by Local 623.

  
	
   

  	
   

  
	
  2.

  	
  Tropicana
  agrees to notify appropriate management personnel that the dispute concerning
  the above work has been resolved, and the Employer agrees and will be bound
  by the terms of this Agreement.

  
	
   

  	
   

  
	
  3.

  	
  The
  Unions agree that they will advise their respective bargaining unit membership
  of the terms of this Agreement. Upon either Union’s representative notifying
  the Employer, as well as the other Union, that work has been, or is being, or
  is about to be, assigned contrary to this Agreement, the
  Employer shall address the matter immediately to correct the assignment so
  that it is in compliance with this Agreement.

  

 

	
  Dated:
  Jan. 6, 2000

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Eustace Eggie III

  	
   

  	
  /s/ [ILLEGIBLE]

  
	
  South
  Jersey Regional Council of

  	
   

  	
  Local
  68, International Union of 

  
	
  Carpenters
  and its Local 623,

  	
   

  	
  Operating
  Engineers, AFL-CIO

  
	
  AFL-CIO

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
  Tropicana
  Hotel Casino

  	
   

  	
   

  

 

 

The
following is a side letter to be attached to the Collective Bargaining
Agreement where the Tropicana Casino and Resort and the South Jersey Regional
Council of Carpenters and its Local 623 have entered into this agreement.

 

It
is the intention of Tropicana Casino and Resort to begin an Asset Preservation
Program in the Guest Rooms. This program is tentatively scheduled to begin on January 8,
2001.

 

1.     Hours of
work: Four 10-hour days (for the guest rooms only), Monday through Thursday,
8:00AM-6:00PM.

2.     Overtime:
Will be paid after 10 hours in a day or over 40 hours in a week.

3.     Breaks:
Breaks will be provided in accordance with the Collective Bargaining Agreement.
The morning break will be scheduled for 10:00 am, the lunch break is scheduled for
12 noon, and the afternoon break is scheduled for 3:00 pm. If the mechanic
agrees to work two (2) or more hours of overtime beyond their normal 10
hour shift, they will be entitled to a hot meal and a paid thirty (30) minute
break at the completion of the regular shift.

4.     Vacation:- Tropicana is-asking all mechanics in this-program-to take a portion of their
vacation during the following holiday weeks: The week of New Years Day,
President’s Day, Memorial Day, July 4th, Labor Day, Veterans Day, Thanksgiving and
Christmas. These dates will be posted for the Hotel Carpenters, Upholsterers
and Carpet Mechanics in this program. All vacation time will be handled as
outlined below.

a.               1 week vacation -
at the convenience of the employee.

b.              2 weeks vacation - I week as
outlined above, and 1 week at the convenience of the employee.

c.               3 weeks vacation – 1 week as
outlined above, 1 week at the convenience of the employee, and 1 week between
the months of October, November and December. 

d.              4 weeks vacation – 2 weeks
as outlined above, and 2 weeks at the convenience of the employee.

e.               If an employee applies for a
full forty (40) hour vacation and is on vacation during a holiday week, the
Employer shall pay the employee forty (40) hours vacation time plus ten (10) hours
of holiday pay.

5.     If a
Carpenter, Upholsterer or Carpet Mechanic in this program calls out or is on
vacation, personal day, funeral leave, single vacation day etc., Tropicana will
use other Carpenter(s), Upholsterer(s) or Carpet Mechanic(s) from the
regular crew to replace this person for each shift vacated or offer overtime.

6.     A new
shift schedule will be posted to include this PM shift, for the Hotel carpenter
shop, Upholsterer shop and Carpet mechanic shop to bid. This position will be
bid by seniority in each of the respective shops.

7.     All
interviews will take place with the “Lead” being present.

8.     Each
respective Lead will communicate the work assignments to the employee(s) on
the P.M. program.

9.     Vacation
entitlement in weekly increments shall be unaffected by the change, i.e.,
employees shall receive 40 hours per week of vacation.

10.   Holidays,
personal days, single vacation days, jury duty pay and funeral leave pay shall
be computed on the basis of a ten (10) hour day.

 

 

11.         Regular and overtime hours
shall be as described in Article IX of the Agreement, providing for the
four (4) ten (10) hour day shift arrangement.

12.         The four (4) hour
minimum emergency call-in time shall remain four (4) hours.

13.         Provided a current member of
the Hotel Carpenter Shop, Upholsterers Shop and Carpet Mechanics Shop bids for
this P.M. shift, there will not be a probationary period for this person,
as they have satisfactorily performed these tasks over their tenure at the
Tropicana.

14.         All jurisdiction shall
remain as in the past.

 

In
all other respects, the Collective Bargaining Agreement currently in existence
between the parties will apply.

 

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
  /s/ Eustace Eggie III

  
	
  For
  the Employer

  	
   

  	
  For
  the Union

  
	
       12/18/00

  	
   

  	
  Dec. 18. 2000

  
	
  Geo.
  Wackenheim

  	
   

  	
   

  

 

 

	
  Carpenters
  Local Union #623

  	
   

  	
  International
  Union of Operating Engineers

  
	
  Atlantic
  County, NJ

  	
   

  	
  Local 68-68A-68B; AFL-CIO

  
	
  26
  South New York Avenue

  	
   

  	
  4425
  Atlantic Avenue

  
	
  Atlantic
  City, NJ 08401

  	
   

  	
  Atlantic
  City, NJ 08401

  

 

AGREEMENT

 

The
following outlines the agreement between Tropicana Casino & Resort and
the above unions regarding the chairs in the showroom:

 

1.               The pit area, i.e.,
consisting of the first nine rows of chairs, which is the area immediately
adjacent to the stage, will have work conducted as follows:

 

a.               All repair work
will be performed by Carpenters Local 623.

b.              Chairs will be
removed and replaced by Local 68 (stage crew).

 

2.               For all remaining chairs in the
theater other than the pit area, work will be conducted as follows:

 

a.               All repair work
will be performed by Carpenters Local 623.

b.              Chairs will be
removed and replaced by Carpenters Local 623.

 

3.               The parties further agree
that in the event a situation occurs where a disabled guest requires immediate
service, the practice outlined in paragraph 2 above will be followed. In the
event, however, that Carpenters Local 623 is not able to respond to the
disabled guest in a timely manner upon proper notice, then and only then will
the stage crew be  permitted to
remove the chair to accommodate the guest. The parties further agree that in
this situation, Carpenters Local 623 will not grieve the removal of the chair
by the stage crew.

 

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
  6/14/99

  
	
  For
  Tropicana Casino And Resort

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
  /s/ Eustace Eggie III

  	
   

  	
  June 17, 1999

  
	
  For
  Carpenters Local #623

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  June 17, 1999

  
	
  For
  International Union of Operating

  	
   

  	
  Date

  
	
  Engineers
  Local 68-68A-68B, AFL-CIO

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  6/17/99

  
	
  For
  International Union of Operating

  	
   

  	
  Date

  
	
  Engineers
  Local 68-68A-68B, AFL-CIO

  	
   

  	
   

  

 

 

AGREEMENT

BETWEEN

THE TROPICANA HOTEL CASINO

AND

SOUTH JERSEY REGIONAL COUNCIL OF CARPENTERS

EFFECTIVE MAY 1, 1996 TO APRIL 30, 2001

 

 

AGREEMENT INDEX

 

	
  ARTICLE

  	
   

  	
  DESCRIPTION

  	
   

  	
  PAGE

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article I

  	
   

  	
  Recognition

  	
   

  	
  3

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article II

  	
   

  	
  Employment
  and Union Security

  	
   

  	
  4

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article III

  	
   

  	
  Management
  Rights

  	
   

  	
  5

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article IV

  	
   

  	
  Control
  and Discharge

  	
   

  	
  5

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article V

  	
   

  	
  Seniority

  	
   

  	
  6

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article VI

  	
   

  	
  No
  Discrimination

  	
   

  	
  7

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article VII

  	
   

  	
  Vacations

  	
   

  	
  7

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article VIII

  	
   

  	
  Holidays

  	
   

  	
  8

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article IX

  	
   

  	
  Funeral
  Leave

  	
   

  	
  9

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article X

  	
   

  	
  Jury
  Duty

  	
   

  	
  9

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XI

  	
   

  	
  Hours
  of Work Overtime

  	
   

  	
  9

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XII

  	
   

  	
  Wages

  	
   

  	
  10

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XIII

  	
   

  	
  Benefits

  	
   

  	
  10

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XIV

  	
   

  	
  Visitation

  	
   

  	
  11

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XV

  	
   

  	
  Grievances &
  Arbitration

  	
   

  	
  11

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XVI

  	
   

  	
  No
  Lockouts

  	
   

  	
  12

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XVII

  	
   

  	
  Safety

  	
   

  	
  13

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XVIII

  	
   

  	
  New
  Jersey Casino Control Act

  	
   

  	
  13

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XIX

  	
   

  	
  Shop
  Stewards

  	
   

  	
  13

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XX

  	
   

  	
  General
  Conditions

  	
   

  	
  14

  

 

1

 

	
  Article XXI

  	
   

  	
  Most
  Favored Employer

  	
   

  	
  14

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XXII

  	
   

  	
  Savings
  Clause

  	
   

  	
  15

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XXIII

  	
   

  	
  Past
  Practices &  Side
  Agreements

  	
   

  	
  15

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Article XXIV

  	
   

  	
  Term
  of Contract

  	
   

  	
  15

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Schedule
  A

  	
   

  	
   

  	
   

  	
  17

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Schedule
  B

  	
   

  	
   

  	
   

  	
  18

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Schedule
  C

  	
   

  	
   

  	
   

  	
  19

  

 

2

 

AGREEMENT

 

THIS
AGREEMENT made and entered into this 1st day of May 1996 by and between
TROPICANA HOTEL CASINO, Atlantic City, New Jersey, hereinafter referred to as
“Employer”, and Local Union 623, SOUTH JERSEY REGIONAL COUNCIL OF CARPENTERS,
Atlantic City, New Jersey, hereinafter referred to as “Union”.

 

WITNESSETH

 

WHEREAS,
the parties hereto desire to cooperate to stabilize labor relations by
establishing general standards of wages, hours and other conditions of
employment, and to insure the peaceful, speedy, and orderly adjustment of
differences that my arise from time to time between Employer and its employees,
without resort to strikes, lockouts, boycotts, slowdowns or other economic
interferences with the smooth operation of the hotel business of the Employer.

 

NOW
THEREFORE, in consideration of the mutual promises and covenants herein
contained, the parties hereto agree as follows:

 

ARTICLE I

RECOGNITION

 

1.
Employer recognizes the Union as the exclusive bargaining representative of all
regular full-time Carpenters employed by the Employer at its hotel/casino
located at Iowa Avenue and the Boardwalk, Atlantic City, New Jersey. (The terms
Carpenters and Joiners are synonymous and will include any persons performing
the subdivisions of the trade, to include upholsterers and locksmiths. Members
will be used to do all normal Carpenter’s work such as erecting and maintaining
any work existing or any work normally done in-house.)

 

2.
It is further mutually understood and agreed that for the purposes of this
Agreement, regular, full-time Carpenters are those employees who are regularly
scheduled to and do work in their respective trade at least forty (40) hours
per week, week in and week out.

 

3.
It is further understood and agreed that new construction, reconstruction,
major repairs, of the hotel and its facilities and appurtenances will be
permitted and covered by this Agreement, when the employer considers it
feasible and the union agrees that such performed by an inside crew. The
Employer expressly reserves the right to have such work performed in such manner
and by such employees, as may be furnished by a subcontractor. It is agreed
that the Hotel will not subcontract work in order to eliminate members of the
bargaining unit. The Employer retains the right to set the staffing levels.

 

4.
The parties recognize that the State of New Jersey Casino Control Act (Act),
provides that Unions seeking to represent employees licensed under the Act are
required to register

 

3

 

with
the Casino Control Commission. It is understood and agreed that, unless
exempted from the registration requirements, the Union will as a condition of
the Agreement so register. Should the Union fail for any reason to obtain an
exemption from registration or to obtain timely and valid registration or
should such registration, once obtained, be suspended or canceled, the
Employer’s recognition of the Union and its obligation to bargain with the
Union and to observe the provisions of Article I, Paragraph 1 hereof, or to deal with the Union under Article XIII, hereof,
shall terminate; provided, however, that upon obtaining an exemption from
registration or upon registration as required under the Act within the term of
this Agreement and the provisions thereof so terminated shall be reinstated.

 

ARTICLE II

EMPLOYMENT AND UNION SECURITY

 

1.
It shall be a condition of employment that all employees covered by this
Agreement, who are members of the Union in good standing on the effective date
of this Agreement shall remain members in good standing and those who are not
members on the effective date of this Agreement shall on or after the 60th day
following the effective date hereof become members in good standing in the
Union. In  the event that
any employee fails to comply with the requirements of this section to the
extent of tendering customary dues and initiation fees, Employer shall
summarily discharge that employee upon receipt of written demand therefor from
the Union. The sixty (60) day period during which new employees are not
obligated to become members of the Union shall be designated as a trial or
probationary period for the benefit of the designated as a trial or
probationary period for the benefit of the Employer, during which period
Employer has the right to discharge said employee without cause and said
probationary employees shall not be covered by this Agreement nor derive any
benefits thereof.

 

2.
Whenever additional employees are required, Employer shall notify the Union.
The Union shall assist Employer in obtaining qualified and competent employees,
reserving to itself the right of first referral for potential employees,
provided however, nothing herein contained shall preclude Employer from
employing workers on the open market. Whenever an employee is hired or rehired,
Employer shall within sixty (60) days notify Union in writing of the name and
address of said employee.

 

3.
Union agrees to furnish Employer with a memorandum showing the amount of dues
payable as members of the Union by each of the employees covered by this Agreement.
Likewise, Union agrees to furnish Employer with a memorandum showing the amount
of initiation fees, if any, payable by each new member covered by this
Agreement. Upon receipt of such memoranda and upon receipt of a signed
authorization from the employee, Employer agrees to deduct dues and initiation
fees from the wages or salaries of the respective employees pursuant to the
aforesaid memoranda. Such written authorization shall be irrevocable for
successive periods consistent with and coincident to the periods or dates of
succeeding collective bargaining agreements between the parties hereto.
Notwithstanding the foregoing, if any employee notifies the Employer and the
Union in

 

4

 

writing
fifteen (15) days before the expiration of the time periods stated above of his
wish to revoke its authority, the same shall be honored.

 

4.
The Union will defend, indemnify, and save harmless the Employer against and
from any and all claims, demands, liabilities and disputes arising out of or by
reason of action taken or not taken by the Employer for the purpose of
complying with Section 3 of this Article.

 

ARTICLE III

MANAGEMENT RIGHTS

 

1.
The Union recognizes that the Management of the Hotel/Casino and the direction
of the working force is vested exclusively in the Employer including, but not
limited to, the right to schedule work; to assign work and working hours to
employees; to establish quality and production standards and the most efficient
utilization of his services; to hire, transfer, discharge or relieve employees
from duty because of lack of work; to install and utilize the most efficient
equipment; and to create or eliminate any or all operations or job
classifications, subject to the seniority provisions herein contained. The
Employer shall have the right to make and enforce reasonable rules for the
conduct and appearance of employees not inconsistent with the provisions of
this Agreement.

 

2.
It is understood that all management rights held prior to the execution of this
Agreement, other than those specifically surrendered by this Agreement,
continue to be retained by the Employer.

 

ARTICLE IV

CONTROL AND DISCHARGE

 

1.
Employer shall have the sole right to direct and control its employees.
Employer reserves the right, which right is hereby recognized by the Union, to
hire, retain, promote, demote, transfer, layoff, suspend, discharge or rehire
according to the requirements of the business and according to skill and efficiency,
giving due consideration to seniority. Employer shall have the unquestioned
right to suspend or discharge employees for actions such as but not limited, to
dishonesty, willful misconduct, incompetence, drinking or drunkenness on the
job, insubordination, or other good cause, or participation in a proven,
deliberate slowdown, work stoppage, or strike in violation of this settlement;
provided, however, the Union does not waive its right to arbitrate, in cases of
incompetence or insubordination when in its opinion there has been a flagrant
miscarriage of justice.

 

2.
It is further understood and agreed that, as a condition of employment, Union
members employed in the Employer’s Casino Hotel must be licensed under the Act.
If a Union member fails to obtain such a license or loses such a license for
any reason, he shall be released from employment and such release shall not be
subject to the grievance

 

5

 

procedure
of this Agreement or any other action against the Employer, provided, however
that should the Union member’s license subsequently be issued or reinstated he
will be eligible for re-employment if a vacancy exists in his job
classification.

 

ARTICLE V

SENIORITY

 

1.
For the purpose of this Agreement, seniority shall be defined as length of
continuous service from the employee’s last employment date.

 

2.
The seniority of employees who successfully complete the sixty (60) days
probationary period set forth in Article II, Paragraph 1, above, shall
date from the employee’s date of hire.

 

3.
Seniority shall be broken by any of the following events:

 

(a)   Voluntary quit;

 

(b)   Discharge for cause;

 

(c)   Failure because of layoff,
or any other reason to perform any work for the Employer for six
(6) months (one (1) year for illness) or a period equal to the
affected employee’s seniority at the time he last ceased active work for the
Employer, whichever period is shorter.

 

(d)   Failure to report for work
on the next scheduled work day after the Employer sends notice of recall from
layoff by telegram to the employee’s last known address or failure to so report
on the second scheduled work day after such notice is sent by registered or
certified mail.

 

(e)  Failure to report for work
upon expiration of a leave of absence.

 

(f)  Absence from work without
notice to the Employer for two (2) consecutive work days.

 

4.     Failure to report or failure to notify the
Employer under Subsections D, E, or F shall not result in a break in seniority,
if such failure is due to conditions beyond the employee’s control. Any loss of
seniority under Subsections D, E, or F shall constitute a voluntary leaving of
work without good cause.

 

6

 

ARTICLE VI

NO DISCRIMINATION

 

1.
There shall be no discrimination against any employee because of Union
membership or lawful Union activities or because of race, sex, age, creed or
national origin, or liability to military services.

 

2.
The parties recognize and agree to comply with the Equal Employment Opportunity
and Affirmative Action, requirements of the New Jersey Casino Control Act.

 

ARTICLE VII

VACATIONS

 

1.
All employees covered by this Agreement, at the conclusion of their first
anniversary year of employment shall be entitled to one (1) week of
vacation, with pay.

 

2.
All employees covered by this Agreement who shall have been regularly employed
for two (2) years but less than eight (8) years shall receive two
(2) weeks vacation, with pay.

 

3.
All employees covered by this Agreement who shall have been regularly employed
for more than eight (8) years but less than ten (10) years shall
receive three (3) weeks vacation, with pay.

 

4.
All employees covered by this Agreement who shall have been regularly employed
for ten (10) years or more shall receive four (4) weeks vacation,
with pay. The fourth (4) week may, with mutual consent, be taken on a per
day basis, provided the employee gives the employer ten (10) days notice
of the day to be taken.

 

5.
Vacations shall be taken at the convenience of the Employer, but seniority
shall be recognized in scheduling the same.

 

6.
All employees who have completed more than one (1) year of employment
whose employment is terminated for reasons other than cause, shall be entitled
to a proration of earned vacation for the year in which the termination or
retirement of said employee

occurs.

 

7.
Vacation time cannot be accumulated from year to year and must be taken within
one (1) year of anniversary date.

 

7

 

ARTICLE VIII

HOLIDAYS

 

1.
All employees covered by this Agreement shall be granted a holiday with pay on
the following days:

 

	
  New
  Year’s Day

  	
   

  	
  January 1st

  
	
   

  	
   

  	
   

  
	
  Memorial
  Day

  	
   

  	
  Last
  Monday in May

  
	
   

  	
   

  	
   

  
	
  Independence
  Day

  	
   

  	
  July 4th

  
	
   

  	
   

  	
   

  
	
  Labor
  Day

  	
   

  	
  1st
  Monday in September

  
	
   

  	
   

  	
   

  
	
  Veteran’s
  Day

  	
   

  	
  November 11th

  
	
   

  	
   

  	
   

  
	
  Thanksgiving
  Day

  	
   

  	
  4th
  Thursday in November

  
	
   

  	
   

  	
   

  
	
  Christmas
  Day

  	
   

  	
  December 25th

  
	
   

  	
   

  	
   

  
	
  *Two
  Personal Days

  	
   

  	
  To
  be taken during employee’s anniversary year

  

 

*At
least one (1) week notice of personal holidays is required with Employer
reserving the right of refusal when business conditions dictate.

 

When
an employee’s normal work shift includes a holiday and he will not be required
to work on the holiday, the Employer shall notify him at least seven
(7) days before the holiday.

 

2.
Holiday pay shall consist of eight (8) hours of straight time pay.
Employees who are required to work on a holiday shall be paid time and one-half
(1 1/2) for work performed on said holiday in addition to the holiday pay.

 

3.
In order to qualify for holiday pay, the employee must report for work on his
last scheduled day before said holiday and his first scheduled day after said
holiday, unless said requirement is specifically waived by Employer. If an
employee is scheduled to work on a holiday but does not report for work, he
shall not receive holiday pay unless he shall have been excused by his Employer
from working on said holiday.

 

4.
When pay day falls on a holiday specified in the contract, employees will be
paid on the day before.

 

8

 

ARTICLE IX

FUNERAL LEAVE

 

1.
Members of the bargaining unit shall be permitted time off with pay to a
maximum of three (3) scheduled work days for the purpose of arranging and
attending the funeral of a member of the employee’s immediate family, defined
as mother, father, spouse, brother, sister, children, mother-in-law,
father-in-law and grandparents. Pay shall be the daily base hourly rate for
eight (8) hours. The Employer reserves the right to require official
notification and/or proof of death and attendance at funeral.

 

ARTICLE X

JURY DUTY

 

1.
Members of the bargaining unit, who serve as jurors on regularly scheduled work
day or days shall be paid the difference only between the amount received by
him for such service and his daily base hourly rate for eight (8) hours to
a maximum of the (10) days for each call. Employee will provide his
immediate supervisor with:

 

A.  Seventy-two (72) hours of notice of such case.

B.   Copy of court order to “appear”.

C.   Official court documentation as to appearance
and amount paid Juror by court.

 

2.
It is understood that employees will be expected to report to work if excused
from Jury Duty during normal work hours which reasonably coincide with
scheduled work time.

 

ARTICLE XI

HOURS OF WORK OVERTIME

 

1.
The regular work week shall consist of five (5) consecutive days and the
regular work day shall consist of eight (8) consecutive hours.

 

2.
Time and one-half (1 1/2) shall be paid for all time worked in excess of eight
(8) hours in any one day or in excess of forty (40) hours in any one week.
There will be no pyramiding of daily or weekly overtime or premium pay under
any of the terms of this Agreement.

 

3.
If an employee is scheduled to work for an eight (8) hour shift, employee
shall receive one-half (1/2) hour break, as near the middle of the shift as is
possible, on Employer’s time.

 

4.
Overtime and holiday time shall be paid for and shall not be compensated for by
giving employee time off.

 

9

 

ARTICLE XII

WAGES

 

1.
All employees working in any of the classifications in the schedule annexed
hereto shall be paid each week for services performed.

 

2.
Attached hereto and marked “Schedule A”, and made part of this Agreement are
the wage rates applicable to the employees. The wage rate set forth in said
schedule is a minimum wage rate only. Attached hereto and marked as Schedule
“B” and made part of this Agreement are the wage increases applicable to the
employees.

 

3.
Whenever an employee shall be called out in an emergency, he shall be paid for
no less than four (4) hours regardless of the number of hours actually
worked by him.

 

4.
Attached hereto and marked as Schedule “C” and made part of this
Agreement are the Apprenticeship and Training Program rates.

 

ARTICLE XIII

BENEFITS

 

1.
Effective May 1, 1996, the Employer agrees to contribute $3.45 per hour
for all straight time hours worked or paid, not to exceed 2080 hours per year,
to the Union Welfare Fund for each employee covered hereby retroactive to the
first (1st) day worked on behalf of employees who have completed their
probationary period.

 

2.
The Employer agrees to contribute $1.27 per hour for all straight time hours
worked or paid not to exceed 2080 hours per year to the Union Pension Fund for
each Employee covered hereby, retroactive to the first (1st) day worked on
behalf of employees who have completed their probationary period.

 

3.
The Employer agrees to contribute $.05 per hour for all straight time hours
worked or paid on or after May 1, 1996 not to exceed 2080 hours per year
to the Apprenticeship Training Program for each employee covered hereby, who
has completed his probationary period, retroactive to the first (1st) day
worked by said employee or May 1, 1996, whichever is later.

 

4.
Effective May 1, 1996, the Employer agrees to contribute One dollar and
seventy-five cents ($1.75) per hour to the Union Annuity Fund for each hour
worked by employees covered herein. Prior to such contribution, the Union will
supply the Employer with a copy of the Fund Trust Agreement, the IRS tax exempt
determination letter and the Fund Plan. In the event the Annuity Fund is
governed by ERISA, this contribution shall be placed in one of the other tax
exempt fringe benefit funds as agreed upon between the parties.

 

5.
Attached hereto and marked Schedule “B” and made part of this Agreement are the

 

10

 

benefit
contribution increases applicable to the Funds unless reallocated by the Union
as set forth in Schedule B.

 

ARTICLE XIV

VISITATION

 

1.
Representatives of the Union shall have the right to visit the Hotel/Casino at
reasonable times in order to investigate matters covered by this Agreement and
grievances hereunder. Said visits shall not be made at such time or in such
manner as shall prevent the orderly operation of the hotel/casino business and
Union’s representatives shall notify the employer’s Director of Industrial
Relations or his designated representative in advance to arrange a time for and
nature of the intended visits.

 

ARTICLE XV

GRIEVANCES AND ARBITRATION

 

1.
For the purpose of this Agreement, a grievance is defined as a complaint,
dispute, or controversy between the parities as to the application or
interpretation of this Agreement. All grievances shall be presented by either
party to the other within five (5) working days of their origin in order
to be raised in a timely fashion. All grievances not raised in a timely fashion
or not processed in accordance with the time periods set out below shall be
considered waived and abandoned.

 

2.
The following procedure shall be followed exclusively in the settlement of all
grievances arising under this Agreement:

 

Step 1. The first step of the grievance procedure shall be
between the employee and/or the shop steward and the employee’s supervisor. If
the Employee is dissatisfied with the action taken by the supervisor on his grievance,
the employee shall reduce the grievance to writing and present the written
grievance to his supervisor within two (2) working days of the
supervisor’s verbal response.

 

Step 2. If the
grievance is not resolved in Step 1,
then the shop steward shall forward the written grievance to the
department head within three (3) working days of the response of the
supervisor.

 

Step 3. In the event
that the grievance is not adjusted satisfactorily after the timely presentation
of the written grievance to the department head, then a meeting between the
Union Business Agent and a designated representative of the Hotel shall be
arranged.

 

Step 4. In the event that the grievance is not adjusted
satisfactorily at Step 3, then the matter may be referred to the American
Arbitration Association for final and binding arbitration within fourteen (14) calendar days
of the unsatisfactory response to Step 3.

 

11

 

It
is understood that the parties by mutual agreement may extend the time periods
for processing grievances.

 

In
the event that the Employer is the aggrieved party, the Employer may begin the
processing of the grievance at Step 3.

 

Grievances
shall not be processed by shop stewards or Union officials during working
hours, unless mutually agreed to between the Union and the Company.

 

In
the event that a grievance is referred to arbitration, the grievance shall be
submitted to the Industrial Arbitration Tribunal of the American Arbitration
Association with the request that the Association send to the parties a list of
arbitrators pursuant to its procedures. A grievance in dispute shall be heard
by the arbitrator and his decision or award shall be final and binding upon the
parties hereto. The expenses incident to the arbitration shall be borne equally
by the Union and the Employer. Only one grievance at a time shall be heard by
the arbitrator unless otherwise agreed to by the parties. The arbitrator shall
not have the power to add to, subtract from or modify any of the terms of this
Agreement.

 

ARTICLE XVI

NO LOCKOUTS

 

1.
Both the Union and the Employer recognize the service nature of the
hotel/casino business and the duty of the Employer to render continuous and
hospitable service to the public in the way of lodging, food and other
necessary accommodations. Therefore, the Union agrees that it will not call,
engage in, participate in, or sanction any strike, sympathy strike, work
stoppage, picketing, sit-down, sit-in, boycott, refusal to handle merchandise,
or other interference with the conduct of the Employer’s business for any
reason whatsoever, including the dealing by Employer with non-union suppliers or
delivery men; nor will Union interfere with any guest or tenant at the Hotel
engaged selling or exhibiting non-union made merchandise or in so doing
employing non-union help. Employer agrees that is shall not lockout its
employees or any of them. Any such action shall be a violation of this
agreement.

 

12

 

ARTICLE XVII

SAFETY

 

1.
The Union and the Employer agree that it is in the best interests of all
members of the bargaining unit to maintain a safe and healthy work place and to
observe all safety requirements.

 

2.
Violations of established safety policies and procedures shall be grounds for
disciplinary action up to and including discharge.

 

ARTICLE XVIII

NEW JERSEY CASINO CONTROL ACT

 

1.
The parties hereto recognize and agree that the State of New Jersey Casino
Control Act (P.L. 1977, c. 110) (the “Act”) and the rules and regulations
thereunder contain provisions requiring the licensing of employees, the
certifications of this and other provisions regulating and controlling “Casino
Hotel” employees of the Employer, and that this Agreement is subject thereto in
all respects.

 

ARTICLE XIX

SHOP STEWARDS

 

The
Business Representative of the Union having jurisdiction over the site shall
appoint a competent journeyman as a Shop Steward with whom the Employer agrees
to recognize and meet. His employment may be terminated for just cause by the
employer subject to the Grievance & Arbitration procedure.

 

The
Shop Steward shall take only the necessary time to perform his duties. The Shop
Steward shall have no authority to call any strike or stoppage of work or
to make any agreement with changes, modifies or alters any of the terms and
conditions set forth in this Agreement.

 

The
Shop Steward shall not be discriminated against and shall be the last man laid
off. The term “Last Man” shall be construed as applying to journeymen and
apprentices, excluding only the foreman, who shall be considered an essential
employee and required to remain at the job site at the discretion of the
employer. The authority of the Shop Steward is limited solely to bringing
grievances to the attention of the Union and the Employers. As to the other
matters, neither the Steward nor any employee or group of employees shall be
deemed an agent of the Union or authorized to bind the Union. The Employer
agrees that the sole person or persons authorized or having the power to act as
agent of the Union shall be the Executive Committee of the South Jersey
Regional Council of Carpenters acting as a committee (or such substitutions or
additional persons as may be hereafter formerly designated by written notice to
the Employer). The Union shall not be responsible for the acts of any other or
persons including members and employees of the Union.

 

13

 

ARTICLE XX

GENERAL CONDITIONS

 

1.
The Employer shall furnish shirt and trousers (and/or coveralls) and launder
same at no cost to the employee. All clothing furnished to the employee shall
be returned on termination.

 

2.
An Employee shall be entitled to receive one (1) hot meal during the
course of an eight (8) hour shift, as near to the middle of the shift as
possible. If an employee is required to work overtime for two (2) hours or
more beyond his regular shift, or is called out in an emergency and works for
four (4) hours or more, he shall be entitled to a meal.

 

3.
Company clothing may be exchanged on Company time.

 

4.
Notwithstanding anything in the contract to the contrary, all paid non-working
time including but not limited to meal periods, rest and coffee break periods,
wash-up and changing times granted during an eight (8) hour shift shall be
limited to a total of one (1) hour, which shall be handled by 1. a fifteen
(15) minute coffee break midway during an employee’s first four (4) hours
on the job; 2. a thirty (30) minute meal period at the middle of the employee’s
shift; and 3. either, at the Employer’s designation, a fifteen (15) minute
break added to the thirty (30) minute meal period or a fifteen (15) minute break
at the end of the employee’s shift. The Employer will notify the Union in
writing and include the following waiver: “The Employer agrees to waive the
Most Favored Employer Clause with respect to the breaks issue.”

 

ARTICLE XXI

MOST FAVORED EMPLOYER

 

1.
Recognizing the competitive nature of the casino/hotel industry and the
desirability of maintaining a balance among the hotels in Atlantic City, the
Union agrees that if it enters into any contract with another employer
operating a casino/hotel or contractor on behalf of a casino/hotel in Atlantic
City containing terms as to wages, hours, operating conditions or conditions of
this Agreement more favorable to said other Employer than the terms of this
Contract, then, at the Employer’s option, said terms shall be incorporated
into this Agreement and become supplementary thereto. The Union agrees that
upon demand of Employer it shall exhibit to the Employer or its authorized
representative any agreement entered into with another casino/hotel in Atlantic
City, New Jersey. A failure on the part of the Employer to insist upon the
application of this section, whether said failure is intentional or a result of
an oversight, shall not constitute a waiver of Employer’s right to demand
enforcement of this provision on other occasions. Nothing herein contained
shall be interpreted to render this provision applicable to a hotel or motel
which does no own or operate a casino in Atlantic City, New Jersey.

 

14

 

ARTICLE XXII

SAVINGS CLAUSE

 

If
any clause of this Agreement or portion thereof
is found to be illegal or invalid, the remainder of the clause or provision
shall remain unaffected and all other provisions of the contract shall remain
in full force and effect.

 

ARTICLE XXIII

PAST PRACTICES AND SIDE AGREEMENTS

 

This
contract does not recognize oral agreements, understandings or past practices.
All such practices, side agreements, understandings must be in writing and
signed by the parties to be enforceable.

 

During
the 180 day period from the date of ratification, each property shall meet with
the Union to agree and thereafter memorialize any past practices or re-execute
any side agreements that the parties consider enforceable in the new agreement.
In the event there is a dispute, the matter shall be submitted to arbitration.
The arbitrator shall not uphold a past practice or side agreement which
modifies or is inconsistent with the terms of the new collective bargaining
agreement (including its recognition clause) or which limits productivity or
efficiency. All side agreements shall be disclosed from one property to
another.

 

ARTICLE XXIV

TERM OF CONTRACT

 

1.
This Contract shall continue in full force and effect until midnight, April 30,
2001, unless that sixty (60) days prior written notice of an intention to
terminate, modify or amend the Contract is given by one party to the other. In
the event no such notice is given, then this contract shall continue in full
force and effect until such time as a sixty (60) day notice is so given.

 

2.
The Union anticipates negotiating new or amended contracts with other casino
hotels and/or the Casino Hotel Association upon the expiration of the current
contracts. The Employer shall have the right to exercise the option of adopting
the first such contract as its own, provided such option is exercised at least
60 days prior to April 30, 2001. If such options is exercised the instant
contract shall remain in effect until such time as the
new contract (with its appropriate retroactivity) becomes applicable. Such
option shall similarly be applicable at the expiration of such successive
contract between the parties hereto. Any such contract shall contain the
present Article XXI-Most Favored Employer.

 

3.
Amendments, additions and/or deletions to this Agreement, with the exception of
powers under articles XVIII and XIX, paragraph 2, will be null and void unless
in writing and signed by the parties hereto.

 

15

 

IN
WITNESS THEREOF the parties hereto, have set their hands and seals the day and
year first above written, in Atlantic County, State of New Jersey.

 

 

	
  TROPICANA
  HOTEL CASINO

  	
   

  	
  SOUTH
  JERSEY REGIONAL

  
	
   

  	
   

  	
  COUNCIL
  OF CARPENTERS

  
	
   

  	
   

  	
  LOCAL
  623

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  

 

16

 

SCHEDULE “A”

CURRENT WAGE RATES

 

	
  Effective
  Date

  	
   

  	
  CARPENTER

  	
   

  	
  LEAD

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  05/01/96

  	
   

  	
  $

  	
  18.36

  	
   

  	
  $

  	
  19.93

  	
   

  
								

 

17

 

SCHEDULE “B”

WAGE AND BENEFIT CONTRIBUTION INCREASES

 

	
   

  	
   

  	
  5/1/96

  	
   

  	
  5/1/97

  	
   

  	
  5/1/98

  	
   

  	
  5/1/99

  	
   

  	
  5/1/2000

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Wages

  	
   

  	
  $

  	
  .50

  	
   

  	
  $

  	
  .50

  	
   

  	
  $

  	
  .55

  	
   

  	
  $

  	
  .65

  	
   

  	
  $

  	
  .70

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  H&W

  	
   

  	
  —

  	
   

  	
  $

  	
  .15

  	
   

  	
  $

  	
  .15

  	
   

  	
  $

  	
  .15

  	
   

  	
  $

  	
  .15

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Pension

  	
   

  	
  $

  	
  .35

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Education Fund 

  	
   

  	
  $

  	
  .05 

  	
   

  	
  $

  	
  .05 

  	
   

  	
  $

  	
  .05 

  	
   

  	
  $

  	
  .05 

  	
   

  	
  $

  	
  .05 

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Annuity

  	
   

  	
  —

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  	
  $

  	
  .10

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  TOTAL

  	
   

  	
  $

  	
  .90

  	
   

  	
  $

  	
  .90

  	
   

  	
  $

  	
  .95

  	
   

  	
  $

  	
  1.05

  	
   

  	
  $

  	
  1.10

  	
   

  

 

After
the first year, the Union will have the right thirty (30) days prior to the end
of each contract year to reallocate the above amounts. Any money reallocated
during the 1996 contract to Health and Welfare, Pension or Apprentice Education
Training Funds will be paid on straight-time hours worked or paid, not to
exceed 2080 in a contract year. Money reallocated to Annuity will be paid on
all hours worked in excess of forty hours on an overtime basis. Diversions made
by the Union in the 1992 contract including the $.35 of 1991 will remain as is
for the duration of the new agreement. No further right to split reallocations
between Annuity, Wages, Funds, etc.

 

18

 

SCHEDULE “C”

APPRENTICESHIP AND TRAINING PROGRAM

 

1.
Title to be carpenter apprentice.

 

2.
Use of employee in this title is at the option of the employer.

 

3.
Apprentices may be assigned to work alone with respect to any task within the
Carpenter’s jurisdiction under the collective agreement, with the exception of
erecting scaffolding.

 

4.
Apprentice carpenters will be compensated at the following rates during the
period of training. Four (4) year progression as follows:

 

	
  1st
  6 months

  	
   

  	
  60%
  of Carpenter Rate

  
	
  2nd
  6 months

  	
   

  	
  65%
  of Carpenter Rate

  
	
  3rd
  6 months

  	
   

  	
  70%
  of Carpenter Rate

  
	
  4th
  6 months

  	
   

  	
  75%
  of Carpenter Rate

  
	
  5th
  6 months

  	
   

  	
  80%
  of Carpenter Rate

  
	
  6th
  6 months

  	
   

  	
  85%
  of Carpenter Rate

  
	
  7th
  6 months

  	
   

  	
  90%
  of Carpenter Rate

  
	
  8th
  6 months

  	
   

  	
  95%
  of Carpenter Rate

  
	
  9th
  6 months

  	
   

  	
  Full
  Carpenter Rate

  

 

NOTE:
Apprentice carpenter compensation percent will be computed on the current rate
for Carpenter.

 

5.
At the end of four (4) years, the employer will not be obligated to retain
the apprentice in its employ.

 

6.
The ratio of apprentice to all journeymen covered by the collective agreement,
including lead persons, will not exceed one (1) apprentice for fifteen (15) or
less journeymen; two (2) apprentices for sixteen (16) up to twenty-five
(25) journeymen; and three (3) apprentice for twenty-six (26) up to thirty-five
(35) journeymen.

 

19

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