Document:

Exhibit
10.12

 

MEMORANDUM OF UNDERSTANDING

 

Made this 23rd day of
July 2007 by and between 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.;
Trump Taj Mahal, Assoc. d/b/a Trump Taj Mahal Hotel & Casino; 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 and IATSE, Local Union 917
(hereafter referred to collectively as the “Unions” and individually by local
number).

 

INTRODUCTION

 

The
Employers and 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 Employers have coordinated
bargaining for the purpose of negotiating agreements to supersede their
respective collective bargaining agreements with the Unions, which expired
midnight June 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, July 1, 2006 to June 30, 2011

 

ARTICLE II §1 and ARTICLE V §2

 

Replace
sixty (60) days with ninety (90) days.

 

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 &
NJFLA leave runs concurrently with leaves under this Agreement to the
extent applicable.”

 

 

ARTICLE VII, VACATION

 

Add
number eight (8), add language, “Employees vacations shall be reduced on a
prorated 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.

 

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.

 

SIDE LETTER- RESORT’S, CAESARS & SHOWBOAT

 

“The
delivery of remote controls and computer keyboards to hotel guests shall be
performed by bargaining unit employees. When bargaining unit employees are not
on the premises the function will be performed by the Facilities Department.”

 

SIDE LETTER — HEALTH BENEFITS

 

During
the term of the Agreement in the event Local 917 has access to a Medical Plan
where participation is voluntary on the part of the employees such Plan can be
presented to the Employer for consideration. In no event does the Employer have
any obligation of any nature whatsoever to agree to any such plan and a
rejection by the Employer shall not be subject to the grievance and arbitration
procedure or any other legal proceeding:

 

ADD TO DUES &  FUND SECTION

 

“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 Resources 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.”

 

 

WAGES

 

FOR FULL-TIME TECHNICIANS

 

	
  YEAR 1

  	
   

  	
  $

  	
  1.15

  	
   

  
	
  YEAR 2

  	
   

  	
  $

  	
  1.15

  	
   

  
	
  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 Technician rate

 

FOR CASUAL EMPLOYEES

 

	
  YEAR 1

  	
   

  	
  $

  	
  .95

  	
   

  
	
  YEAR 2

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  YEAR 3

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  YEAR 4

  	
   

  	
  $

  	
  1.05

  	
   

  
	
  YEAR 5

  	
   

  	
  $

  	
  1.10

  	
   

  

 

 

MEMORANDUM OF AGREEMENT

SIGNATURE PAGE

 

	
  UNIONS:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  10/9/07

  
	
  INTERNATIONAL
  UNION OF OPERATING ENGINEERS, LOCAL 68

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  10/10/07

  
	
  LATSE
  LOCAL 917

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  EMPLOYERS:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/12/07

  
	
  ATLANTIC
  CITY SHOWBOAT, INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/11/07

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/11/07

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  10/2/07

  
	
  TROPICANA
  CASINO AND RESORT

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/18/07

  
	
  RESORT’S
  INTERNATIONAL, INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/21/07

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/21/07

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

  	
   

  	
  DATE

  

 

 

COLLECTIVE BARGAINING. AGREEMENT

 

BETWEEN

 

INTERNATIONAL UNION OF OPERATING

ENGINEERS

 

LOCAL 68-68A-68B, AFL-CIO

 

AND

 

TROPICANA CASINO AND RESORT

 

Site:
Atlantic City, NJ

 

 

 

MAY 1, 2006 - APRIL 30, 2011

 

 

AGREEMENT made and entered into                                          ,
by and between TROPICANA CASINO AND RESORT, Iowa Avenue and Boardwalk, Atlantic
City, New Jersey, hereinafter referred to as “Employer,” “Casino,” or “Hotel,”
and INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL 68-68A-68B, AFL-CIO, 11
Fairfield Place, West Caldwell, New Jersey, hereinafter referred to as the
“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 I - RECOGNITION

 

1.
Employer recognizes the Union as the sole and exclusive collective bargaining
representative of the following employees employed by the Employer in Atlantic
City, New Jersey.

 

(a) Stationary
Engineers (i.e., those employees responsible for successful operation
and ordinary maintenance of steam boilers, irrespective of pressure; steam, or
gas

 

 

or
electrical engines; refrigeration and air conditioning equipment; and auxiliary
power plants).

 

(b)         Maintenance Mechanics
(i.e., those employees responsible for the general repair and
maintenance of the Hotel facilities and appurtenances).

 

(c)          C Mechanics (i.e.,
those employees responsible for general policing, cleaning and maintenance of  gardens and
interior plants; external grounds, walks, drives, streets contiguous to the properties,
garages, rooftops, and thoroughfares; operates hand tools and equipment
to accomplish same; performs casual labor, including, but not limited to,
changing filters and light bulbs and delivering supplies and materials; driving
vehicles and removing snow, utilizing other than ride-on equipment, and other
duties not requiring the special training and experience of a skilled
journeyman).

 

2.
(a) 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 manner and by such employees, as may be furnished by a subcontractor who customarily
engages in such types of work, and who has or will become signatory to an
Agreement with the respective trade that will be performing said work.

 

During
the term of this Agreement, if work is outsourced to Atlantic Thermal Systems,
the Hotel agrees to require Atlantic Thermal Systems to abide by the terms of
the agreement reached between Atlantic Thermal Systems and Local 68 for Trump
Plaza’s operations.

 

(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

 

2

 

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 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

 

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.

 

3.          It is understood that
general maintenance work will include occasional routine electrical and work of
other crafts within the Maintenance Department which is not a full-time nature.

 

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
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 cancelled, 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 XIV 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

 

4

 

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 therefor 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 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, 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,
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 the 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 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

 

5

 

action
taken or not taken by the Employer for the purpose of complying with Section 3
of this Article.

 

5.        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.

 

ARTICLE III - MANAGEMENT RIGHTS

 

1.        The Union recognizes
that the Management of the Hotel 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, promote, transfer, discharge or relieve employees from duty
because of lack of work; 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.

 

6

 

ARTICLE IV - CONTROL AND DISCHARGE

 

1.                         The Employer
shall have the sole right to direct and control his employees. Employer
reserves the right, which right is hereby recognized by the Union, to hire,
retain, promote, demote, transfer, lay off, 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 employee for actions such as, but
not limited to, dishonesty, willful misconduct, incompetence, drinking or
drunkenness on the job, insubordination, other good cause, or participation in
a proven, deliberate slowdown, work stoppage, or strike or violation of this
Agreement; 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.

 

2.                         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 impacts legal
obligations e.g. harassment, discrimination, etc.

 

3.                         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 procedure of this Agreement nor shall 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 purposes of
this Agreement, seniority shall be defined as length of continuous service from
the employee’s last employment date.

 

7

 

2.                         The seniority
of employees who successfully complete the ninety (90) days probationary period
set forth in Article II, Paragraph 1 above, shall date from that
employee’s date of hire and accrue only during active employment in the
bargaining units.

 

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 worker’s compensation ) to a period equal to the affected
employee’s seniority at the time he last ceased active work for the Employer,
whichever period is shorter, 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.

 

(d)         Failure to report to 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.

 

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.

 

8

 

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, color, sex, age, creed, national origin,
ancestry, or liability to military service.

 

2.                         The parties
recognize and agree to comply with the Equal Employment Opportunity and
Affirmative Action requirements of the New Jersey Casino Control Act and the
Affirmative Action program adopted by the Employer in compliance therewith.

 

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 more than
ten (10) years, 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.

 

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, but must be taken within the current
calendar year.

 

9

 

8.                         Employees
vacations shall be reduced on a prorated 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.

 

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’s notice for personal holidays is required with
Employer reserving the right of refusal when business conditions dictate.

 

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.

 

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.

 

4.                         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.

 

10

 

ARTICLE IX - 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 any 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.

 

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) in any one day or forty (40) 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 shift
option shall terminate.

 

ARTICLE X - 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 scales
applicable to the employees. The wage scale set forth in said schedule is a
minimum wage rate only.

 

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.

 

11

 

ARTICLE XI - VISITATION

 

Representatives
of the Union shall have the right to visit the Hotel 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 business, and Union’s
representatives shall notify the Employer’s Director of Industrial Relations or
his designated representative immediately upon arrival at the Employer’s
premises.

 

ARTICLE XII - BENEFITS

 

1.                                       Welfare Fund:
The Employer agrees to make contributions to the Union Welfare Fund as per
“Schedule A” annexed hereto. 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.

 

In the event the Employer(s) determine that any other
Participating Employer currently pays or is allowed by the Union to pay lesser
contributions than the Employer, then at such time the Employer shall automatically
reduce its contribution to the lowest rate of any Participating Employer. In
the event the Union allows a Participating Employer to withdraw from the Fund
and such Participating Employer obtains health insurance for its Union
employees at a lower rate, then the Employer(s) may automatically reduce
its Fund contribution to the same rate.

 

2.                                       Pension Fund:
The Employer agrees to make contributions to the Union Pension Fund as per
“Schedule A” annexed hereto. 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.

 

12

 

3.                                       Apprentice
Training Fund: The Employer agrees to make contributions to the Apprentice
Training Fund as per “Schedule A” annexed hereto. 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.

 

4.                                       Such
contributions shall be made for all hours which an employee gets paid, thus
including payment for holidays and paid vacations.

 

5.                                       Annuity Fund:
The Employer agrees to make contributions to the Union Annuity Fund as per
“Schedule A” annexed hereto. The Employer agrees to contribute twenty-five
cents ($.25) per hour, per employee, for each hour worked by employees covered
herein, to the Union Annuity Fund. The Employer agrees to contribute any other
contribution specified in “Schedule A” annexed hereto, to the Annuity Fund on
all hours worked or paid, including overtime hours, holiday and vacation.

 

6.                                       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 Fund. Any money reallocated
will be paid on straight-time hours worked or paid, not to exceed 2,080 hours
in a contract year. Any money reallocated to the Health and Welfare Fund cannot
be diverted back into wages.

 

7.                                       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

 

13

 

mail,
of the delinquent fair share fees, initiation fees, dues or contributions after
the above time period has passed.

 

ARTICLE XIII - NO STRIKES, NO LOCKOUTS

 

Both
the Union and the Employer recognize the service nature of the Hotel 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 deliverymen; nor will Union interfere with
any guest or tenant at the Hotel engaged in selling or exhibiting non-union
made merchandise or in so doing employing non-union help. Employer agrees that
it shall not lockout its employees or any part of them covered by this
Agreement. Any such action shall be a violation of this Agreement.

 

ARTICLE XIV - GRIEVANCES AND ARBITRATION

 

1.               For the purpose of this
Agreement, a grievance is defined as a complaint, dispute, or controversy
between the parties 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

 

14

 

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.

 

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, or modify any of the
terms of this Agreement.

 

15

 

ARTICLE XV - APPRENTICESHIP AND TRAINING PROGRAM

 

1.                    Each employer who employs at
least ten (10), but less than twenty (20), engineers, excluding apprentices,
shall, at all times he employs said number of engineers, employ at least one
apprentice engineer. Further, each Employer who employs twenty (20) or more
engineers, excluding apprentices, should, at all times he employs said number
of engineers, employ at least two (2) apprentice engineers. There is no
obligation to employ an apprentice at the end of the apprenticeship period.

 

2.                    Apprentice engineers will be
compensated at the following rates during the period of training:

 

	
  1st
  6 months

  	
   

  	
  60%
  of Mechanic “A” rate

  
	
  2nd
  6 months

  	
   

  	
  65%
  of Mechanic “A” rate

  
	
  3rd
  6 months

  	
   

  	
  70%
  of Mechanic “A” rate

  
	
  4th
  6 months

  	
   

  	
  75%
  of Mechanic “A” rate

  
	
  5th
  6 months

  	
   

  	
  80%
  of Mechanic “A” rate

  
	
  6th
  6 months

  	
   

  	
  85%
  of Mechanic “A” rate

  
	
  7th
  6 months

  	
   

  	
  90%
  of Mechanic “A” rate

  
	
  8th
  6 months

  	
   

  	
  95%
  of Mechanic “A” rate

  

 

NOTE: Apprentice
engineer compensation percent will be computed on the current rate for Mechanic
“A.”

 

ARTICLE XVI - 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.

 

16

 

ARTICLE XVII - NEW JERSEY CASINO CONTROL ACT

 

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 XVIII - JURY DUTY

 

1.
Eligible employees, as determined by established Company Policy, who serve as
juror 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 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 XIX - FUNERAL LEAVE

 

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 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.

 

17

 

ARTICLE XX - SHOP STEWARDS

 

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

2.                                       The Union
agrees to notify the Employer in writing of the employees selected to serve as
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 the company time. The activities of the shop
steward shall not reasonably interfere with the performance of his work duties
and shall not interfere with the operations of the Employer.

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.

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

 

ARTICLE XXI - 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  by the Employer shall be
returned on termination.

2.                                       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 will 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. 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 issue.”

 

18

 

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

4.                                       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.

5.                                       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
(11/2) their base hourly rate for all hours worked on such assignment.

6.                                       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 four (4) 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.

7.                                       Company
clothing may be exchanged on company time.

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

9.                                       Possession of
an appropriate trade license shall not be a prerequisite to a promotion to lead
person for plumber and electrician.

 

ARTICLE XXII - MOST FAVORED EMPLOYER

 

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, conditions or operating 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

 

19

 

this
Agreement and become supplementary thereto. The Union agrees that upon demand
of the 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 the 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.

 

The
parties agree that neither party may use the differences in “leased property
language” that exists amongst the Employers 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”.

 

ARTICLE XXIII - 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 XXIV - TERM OF CONTRACT

 

1.                         This Agreement
shall become effective May 1, 2006, and shall continue in full force and
effect until midnight, April 30, 2011, 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.

 

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
sixty (60) days prior to April 30, 2011. If such option 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

 

20

 

similarly
be applicable at the expiration of such successive contract between the parties
hereto. Any such contract shall contain the present Article XXII, “Most
Favored Employer.”

 

3.
Amendments, additions, and/or deletions to this Agreement, with the exception
of powers under Article XXII and Article XXIV, Paragraph 2, will be
null and void, unless in writing, and signed by the parties hereto.

 

21

 

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

 

 

	
  TROPICANA
  CASINO AND RESORT

  	
   

  	
  INTERNATIONAL
  UNION OF OPERATING ENGINEERS, LOCAL 68-68A-68B, AFL-CIO

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  /s/
  Thomas P. Giblin

  
	
  Vice President

  	
   

  	
  THOMAS
  P. GIBLIN

  
	
  In The Absence Of The President

  	
   

  	
  Business
  Manager

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/
  Dennis J. Giblin

  
	
   

  	
   

  	
  DENNIS
  J. GIBLIN

  
	
   

  	
   

  	
  President

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/
  Michael V. Gann

  
	
   

  	
   

  	
  MICHAEL
  V. GANN

  
	
   

  	
   

  	
  Recording
  Secretary

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/
  Edward Boylan

  
	
   

  	
   

  	
  EDWARD
  BOYLAN

  
	
   

  	
   

  	
  Business
  Reresentative

  

 

22

 

SCHEDULE “A” 

 

TROPICANA CASINO AND RESORT

 

A.                                   HOURLY WAGE
RATES

 

	
  CLASSIFICATION

  	
   

  	
  5/1/06

  	
   

  	
  5/1/07

  	
   

  	
  5/1/08

  	
   

  	
  5/1/09

  	
   

  	
  5/1/10

  	
   

  
	
  Maint. Mech. Lead

  	
   

  	
  $

  	
  25.10

  	
   

  	
  $

  	
  25.75

  	
   

  	
  $

  	
  26.45

  	
   

  	
  $

  	
  27.20

  	
   

  	
  $

  	
  28.00

  	
   

  
	
  Stationary Engineer

  	
   

  	
  $

  	
  23.49

  	
   

  	
  $

  	
  24.14

  	
   

  	
  $

  	
  24.84

  	
   

  	
  $

  	
  25.59

  	
   

  	
  $

  	
  26.39

  	
   

  
	
  Maint. Mechanic “A”

  	
   

  	
  $

  	
  23.10

  	
   

  	
  $

  	
  23.75

  	
   

  	
  $

  	
  24.45

  	
   

  	
  $

  	
  25.20

  	
   

  	
  $

  	
  26.00

  	
   

  
	
  Maint. Mechanic “B”

  	
   

  	
  $

  	
  21.93

  	
   

  	
  $

  	
  22.58

  	
   

  	
  $

  	
  23.28

  	
   

  	
  $

  	
  24.03

  	
   

  	
  $

  	
  24.83

  	
   

  
	
  Maint. Mechanic “C”

  	
   

  	
  $

  	
  18.90

  	
   

  	
  $

  	
  19.55

  	
   

  	
  $

  	
  20.25

  	
   

  	
  $

  	
  21.00

  	
   

  	
  $

  	
  21.80

  	
   

  

 

RATE WITH $0.55 ADDED (Plus
Pension)

 

	
  CLASSIFICATION

  	
   

  	
  5/1/06

  	
   

  	
  5/1/07

  	
   

  	
  5/1/08

  	
   

  	
  5/1/09

  	
   

  	
  5/1/10

  	
   

  
	
  Maint. Mech. Lead

  	
   

  	
  $

  	
  26.85

  	
   

  	
  $

  	
  27.60

  	
   

  	
  $

  	
  28.40

  	
   

  	
  $

  	
  29.25

  	
   

  	
  $

  	
  30.15

  	
   

  
	
  Stationary Engineer

  	
   

  	
  $

  	
  25.24

  	
   

  	
  $

  	
  25.99

  	
   

  	
  $

  	
  26.79

  	
   

  	
  $

  	
  27.64

  	
   

  	
  $

  	
  28.54

  	
   

  
	
  Maint. Mechanic “A”

  	
   

  	
  $

  	
  24.85

  	
   

  	
  $

  	
  25.60

  	
   

  	
  $

  	
  26.40

  	
   

  	
  $

  	
  27.25

  	
   

  	
  $

  	
  28.15

  	
   

  
	
  Maint. Mechanic “B”

  	
   

  	
  $

  	
  23.68

  	
   

  	
  $

  	
  24.43

  	
   

  	
  $

  	
  25.23

  	
   

  	
  $

  	
  26.08

  	
   

  	
  $

  	
  26.98

  	
   

  
	
  Maint. Mechanic “C”

  	
   

  	
  $

  	
  20.65

  	
   

  	
  $

  	
  21.40

  	
   

  	
  $

  	
  22.20

  	
   

  	
  $

  	
  23.05

  	
   

  	
  $

  	
  23.95

  	
   

  

 

OVERTIME RATE (WITH $0.55 INCLUDED) (Plus Pension)

 

	
  CLASSIFICATION

  	
   

  	
  5/1/06

  	
   

  	
  5/1/07

  	
   

  	
  5/1/08

  	
   

  	
  5/1/09

  	
   

  	
  5/1/10

  	
   

  
	
  Maint. Mech. Lead

  	
   

  	
  $

  	
  40.28

  	
   

  	
  $

  	
  41.40

  	
   

  	
  $

  	
  42.60

  	
   

  	
  $

  	
  43.88

  	
   

  	
  $

  	
  45.23

  	
   

  
	
  Stationary Engineer

  	
   

  	
  $

  	
  37.86

  	
   

  	
  $

  	
  38.99

  	
   

  	
  $

  	
  40.19

  	
   

  	
  $

  	
  41.46

  	
   

  	
  $

  	
  42.81

  	
   

  
	
  Maint. Mechanic “A”

  	
   

  	
  $

  	
  37.28

  	
   

  	
  $

  	
  38.40

  	
   

  	
  $

  	
  39.60

  	
   

  	
  $

  	
  40.88

  	
   

  	
  $

  	
  42.23

  	
   

  
	
  Maint. Mechanic “B”

  	
   

  	
  $

  	
  35.52

  	
   

  	
  $

  	
  36.65

  	
   

  	
  $

  	
  37.85

  	
   

  	
  $

  	
  39.12

  	
   

  	
  $

  	
  40.47

  	
   

  
	
  Maint. Mechanic “C”

  	
   

  	
  $

  	
  30.98

  	
   

  	
  $

  	
  32.10

  	
   

  	
  $

  	
  33.30

  	
   

  	
  $

  	
  34.58

  	
   

  	
  $

  	
  35.93

  	
   

  

 

 

Maintenance
Mechanic “B” will be evaluated at not less than three (3) month intervals
to determine eligibility for progression, based upon job performance, to the
Maintenance Mechanic “A” classification and wage scale then in effect.

 

B.                                    BENEFITS

 

	
  BENEFIT

  	
   

  	
  5/1/06

  	
   

  	
  5/1/07

  	
   

  	
  5/1/08

  	
   

  	
  5/1/09

  	
   

  	
  5/1/10

  	
   

  
	
  Welfare Fund

  	
   

  	
  $

  	
  4.85

  	
   

  	
  $

  	
  5.05

  	
   

  	
  $

  	
  5.25

  	
   

  	
  $

  	
  5.45

  	
   

  	
  $

  	
  5.65

  	
   

  
	
  Pension Fund

  	
   

  	
  $

  	
  2.80

  	
   

  	
  $

  	
  2.90

  	
   

  	
  $

  	
  3.00

  	
   

  	
  $

  	
  3.10

  	
   

  	
  $

  	
  3.20

  	
   

  
	
  Apprentice Training Fund

  	
   

  	
  $

  	
  0.10

  	
   

  	
  $

  	
  0.15

  	
   

  	
  $

  	
  0.15

  	
   

  	
  $

  	
  0.20

  	
   

  	
  $

  	
  0.20

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Annuity Fund

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  On Hours Worked:

  	
   

  	
  $

  	
  0.25

  	
   

  	
  $

  	
  0.25

  	
   

  	
  $

  	
  0.25

  	
   

  	
  $

  	
  0.25

  	
   

  	
  $

  	
  0.25

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  On Hours Worked & Paid (Including OT,
  Holiday and Vacation):

  	
   

  	
  $

  	
  4.30

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.65

  	
   

  	
  $

  	
  4.80

  	
   

  	
  $

  	
  4.95

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  On OT Hours:

  	
   

  	
  $

  	
  6.70

  	
   

  	
  $

  	
  7.00

  	
   

  	
  $

  	
  7.22

  	
   

  	
  $

  	
  7.45

  	
   

  	
  $

  	
  7.67Exhibit
10.13

 

AGREEMENT

 

between

 

ADAMAR OF NEW JERSEY, INC. ,

 

D/B/A

 

TROPICANA CASINO AND RESORT

 

and

 

UNITE HERE

 

LOCAL 54

 

 

TABLE OF CONTENTS

 

	
  ARTICLE 1

  	
   

  	
  RECOGNITION

  	
   

  	
  2

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 2

  	
   

  	
  EMPLOYMENT

  	
   

  	
  3

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 3

  	
   

  	
  CONTROL, DISCHARGE AND SENIORITY

  	
   

  	
  9

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 4

  	
   

  	
  LEAVES OF ABSENCE

  	
   

  	
  20

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 5

  	
   

  	
  GRIEVANCES AND ARBITRATION

  	
   

  	
  22

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 6

  	
   

  	
  MEALS AND LOCKER FACILITIES

  	
   

  	
  27

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 7

  	
   

  	
  SHOP STEWARDS

  	
   

  	
  28

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 8

  	
   

  	
  NO DISCRIMINATION

  	
   

  	
  30

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 9

  	
   

  	
  VACATIONS

  	
   

  	
  31

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 10

  	
   

  	
  JURY DUTY

  	
   

  	
  34

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 11

  	
   

  	
  HOLIDAYS

  	
   

  	
  35

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 12

  	
   

  	
  HOURS OF WORK AND OVERTIME

  	
   

  	
  38

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 13

  	
   

  	
  WAGES

  	
   

  	
  41

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 14

  	
   

  	
  GRATUITIES

  	
   

  	
  44

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 15

  	
   

  	
  HEALTH & WELFARE/PENSION & SEVERANCE 

  	
   

  	
  48

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 16

  	
   

  	
  VISITATIONS AND NOTICES

  	
   

  	
  53

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 17

  	
   

  	
  NO STRIKES - NO LOCKOUTS

  	
   

  	
  54

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 18

  	
   

  	
  MOST FAVORED EMPLOYER

  	
   

  	
  55

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 19

  	
   

  	
  FUNERAL LEAVE

  	
   

  	
  56

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 20

  	
   

  	
  MISCELLANEOUS PROVISIONS

  	
   

  	
  57

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 21

  	
   

  	
  SUCCESSORS AND ASSIGNS

  	
   

  	
  63

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ARTICLE 22

  	
   

  	
  TERM OF CONTRACT

  	
   

  	
  64

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  WAGE AGREEMENT

  	
   

  	
  65

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  SCHEDULE B

  	
   

  	
  WAGE RATES FOR BANQUET EXTRAS

  	
   

  	
  67

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  BARGAINING MINUTES

  	
   

  	
  71

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ATTACHMENTS

  	
   

  	
   

  	
   

  	
  74

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  SCHEDULE A

  	
   

  	
  WAGE RATES- Employees
  hired prior to 9/15/99

  	
   

  	
  **

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  SCHEDULE A-1

  	
   

  	
  TOP RATES

  	
   

  	
  **

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  SCHEDULE A-2

  	
   

  	
  WAGE RATES-Employees hired on
  or after 9/15/99

  	
   

  	
  **

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  SCHEDULE A-2(2)

  	
   

  	
   

  

 

 

THIS AGREEMENT is made and entered into this 3rd day of November 2004, between Adamar of New
Jersey, Inc., d/b/a Tropicana Casino and Resorts , herein referred to as “Employer”,
and LOCAL 54, affiliated with the UNITE HERE International Union, hereinafter
referred to as the “Union”.

 

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 ensure the peaceful, speedy and orderly adjustments of
differences that may arise from time to time between the Employer and its
employees without resort to strikes, lockouts, boycotts, slowdowns or other
economic interferences with the smooth operation of the hotel casino 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 bargaining representative of the
classifications of employees within their respective jurisdiction enumerated on
Schedules “A”, “A1”, “A2”, “A-2(2)” and Schedule B annexed hereto, working in the
establishment located at Brighton Ave. & Boardwalk, Atlantic City, New
Jersey, operated and maintained by Employer in all matters relating to wages,
hours, and working conditions such as may properly be the subject of collective
bargaining, adjustment of grievances, and labor relations generally. The
designated representatives of the Union and the Employer shall constitute their
respective representatives in all matters that are properly the subject of
collective bargaining. This clause shall apply to Employer’s successors,
receivers and assigns.

 

1.2. The Union
recognizes the fact that there are employees not covered by this Agreement, and
as to such employees it is agreed that neither the employment of them nor any
action taken by them, including, but not limited to organizational activities
engaged in by any other labor union, shall not constitute a grievance or be
grounds for strikes, lockouts, boycotts, slowdowns, disruptive organizing
activities or other economic interference with the continuous smooth operation
of the Employer’s business.

 

1.3. Job
classifications expressly excluded from this Agreement are Clerical Employees,
Professional Employees, Guards, Watchmen, and Supervisory Employees, as defined
in the National Labor Relations Act, and all other employees.

 

2

 

ARTICLE 2

 

EMPLOYMENT

 

2.1.  It shall be a
condition of employment that all employees covered by this Agreement who are
members in good standing in the Union 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 30th day following the
execution of this Agreement or their date of employment, whichever is later,
become and remain members in good standing in said Union. If any employee fails
to comply with the requirements of this section, the Employer shall discharge
said employee within seven (7) days of receipt of written demand.

 

2.2.  All new
employees, whether directed to the Employer by the Union or otherwise secured
by the Employer, shall be requested to report to the Union Hall immediately
with a form provided by the Employer. At the Union Hall, employees shall be
requested to complete a health and welfare application and all other lawful
documents required in connection with the application and administration of
this Agreement.

 

2.3.  When in need of
any employees in Union categories, the Employer’s Employment Office shall apply
to the Union. Within twenty four (24) hours after being so notified, the Union
shall inform the Employer as to whether or not it is able to fill the request,
provided however, the Union shall have twenty-four (24) hours after notifying
Employer of its ability to supply the needed applicants, to dispatch said
applicants to Employer’s Employment Office. If there is an immediate need
declared by the Employer, which procedure shall not be abused, the Union shall
dispatch said applicants within the time designated by the Employer, but in no
event in less than twenty four (24) hours. If the Union advises the Employer
within the times designated above that it cannot refer the applicants
requested,

 

3

 

or
if applicants satisfactory to the Employer for any reason fail to appear within
the time designated, the Employer may resort to the open market to seek the
required employees. If the Employer fails to comply with the provisions set
forth in this Article, the Union shall have the right to require the immediate
dismissal of the employee improperly hired and the right to refer the
replacement for that employee.

 

2.4.   Regular, seasonal and extra employees shall be
defined as follows:

 

(a)   Regular
Employees:

 

Full
time regular employee: One who is available to work and customarily scheduled
to work thirty (30) or more hours per week shall be entitled to all benefits as
defined in this Agreement. Part-time regular employee: One who is hired or
transferred and customarily scheduled to work less than thirty (30) hours per
week shall be entitled to all benefits as defined in this Agreement.

 

(b)   (i) Seasonal Employee: One
who works for a time period not to exceed one hundred twenty (120) consecutive
calendar days between May first and September thirtieth. Seasonal
employees will be specifically designated as such at time of hire and the Union
and employee will be so advised in writing at that time.

 

(ii)       Seasonal employees will
report to the Union Hall before starting work. These employees shall not be
covered by the provisions of Articles 9, 10,
11, 15 & 19.

 

(iii)      If the seasonal
employee works for more than one hundred and twenty (120) consecutive days, the
employee will be paid retroactive to his/her first day of work at the rates
applicable to a regular employee in his/her classification. Benefit
contributions will also be paid retroactive as if s/he were a regular employee
when hired. Nothing in this Agreement shall prevent

 

4

 

the
Employer from terminating any seasonal employee at the end of the one hundred
and twenty (120) day period or at September 30th without cause.

 

(c) Extra employees are those employees not
covered in subsections (a) or (b), above. Extra employees are not covered
by provisions of Articles 9, 10, 11, 15, 19 & 20(6) and (9) except
as specifically provided therein.

 

2.5. The Employer
will send to the Union on a weekly basis a log of referrals sent by the Union
as provided below:

 

Name
— Classification — Date/Time — No Show — Hired/Yes/No —Refer Again/Yes/No — Former
Employee/Yes/No

 

The
Union agrees the Employer will have the right to request specific individuals
in writing not to exceed thirty percent (30%) of the number of hires in the
preceding quarter.

 

2.6. New employees in the Union categories shall become
members of the Union thirty (30)  days following the date of
employment. All new employees, however, shall be subject to a probationary or
trial period of employment during the first ninety (90) days of employment.
During an employee’s ninety (90) day probationary period the Employer may
discharge said employee with or without cause, notwithstanding Union
membership, and neither the Union nor the employee so discharged shall have
recourse to the Grievance and Arbitration Procedures established by this
contract. However, during the last half of the probationary period, the Union
on behalf of the employee will have access to the grievance procedure but not
the arbitration procedure. Such discharge shall also not be a breach of this
Agreement. The probationary period may be extended by written mutual agreement
of the Employer and Union.

 

5

 

2.7.

 

(a)       The
Union shall furnish the Employer, by the fifth of each month, a monthly dues
reporting form showing the amount of dues, initiation fees and arrears, if any,
payable to the Union by each of the employees covered by this Agreement. The
Union shall furnish the Employer with signed wage deduction authorization forms
from said employees, and upon receipt of same, Employer shall deduct the
requisite Union dues and/or initiation fees. The Employer will deduct, by
payroll deduction, any dues or initiation fees owed from the first paycheck of
each month. If the employee has insufficient funds for the first week, it shall
be deducted the next pay period in which sufficient funds are earned to cover
the deduction. The entire amount of the monthly initiation or dues shall be
deducted. The dues and report form shall be returned to the Union no later than
the 20th of each month.

 

(b)       The
reporting form should be completed in its entirety. The deduction date should
appear on the reporting form to the right of the amount due. All deletions,
terminations, layoffs or other changes should also be dated and marked to the
right of the amount due. All additions should be added to the bill and
identified by the following:

 

NAME
(last name first)

 

SOCIAL
SECURITY NUMBER

 

CLASSIFICATION

 

DUES
OR INITIATION FEES PAID

 

C - Change          L
- Layoff          T -
Termination          R -
Recall

 

LOA
- Leaves of Absence     RFL - Return from Leave of
Absence

 

EXAMPLE

 

	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  For
  House Use

  	
   

  
	
  Employee Name

  	
   

  	
  Class.

  	
   

  	
  SS No.

  	
   

  	
  In. Fee

  	
   

  	
  Dues

  	
   

  	
  Date

  	
   

  	
  Remarks

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Smith,
  Pat

  	
   

  	
  Food
  Server

  	
   

  	
  123
  45 6789

  	
   

  	
  amt.

  	
   

  	
  amt.

  	
   

  	
  /  /

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Jones,
  Lee

  	
   

  	
  Room Attendant

  	
   

  	
  987
  65 4321

  	
   

  	
  amt.

  	
   

  	
  amt.

  	
   

  	
  /  /

  	
   

  	
   

  	
   

  

 

6

 

(c) The Employer shall supply the Union with names
and Social Security numbers for all newly hired employees in the bargaining
unit on a monthly basis. The late payment of dues deducted by the Employer
shall bear interest at the rate of three percent (3%) per month. In the event
the Union is required to exercise its rights under the Grievance and
Arbitration Procedures of this contract to collect either the dues or the
interest thereon, expenses of said arbitration including Union’s reasonable
counsel fees, shall be borne solely by the Employer, provided the Union
prevails in arbitration Failure to remit within the time stated by reason of an
equipment failure or error in the Accounting Department shall be considered an
excused delay.

 

2.8  The Employer shall furnish the Union with a
quarterly list of all employees in the bargaining unit, including each employee’s
name, social security number, department, job title, home address, phone
number, ethnicity, date of birth, status (full time, part time, etc.) and date
of hire. This report shall be in a computer-readable form in any one of the
following media containing header information and a field record layout:

 

1.   3 1/2 “ diskette in Formatted Text
(Space Delimited) format

 

2.   CD ROM in Formatted Text
(Space Delimited) format

 

3.   ZIP Disk in Formatted Text
(Space Delimited) format

 

4.   Via e-mail transmission

 

2.9.  The Union shall indemnify and save the
Employer harmless against any claim made or any suit instituted by an employee
against the Employer arising out of the Employer’s compliance with the
provisions of this Article.

 

7

 

ARTICLE 3

 

CONTROL, DISCHARGE AND SENIORITY

 

3.1.  The Employer
shall have the sole right to direct and control its employees. The Employer
reserves the right, which is hereby recognized by the Union, to recruit, hire,
reclassify, retain, schedule, assign, promote, transfer, layoff/recall,
discipline, discharge, or rehire according to the requirements of the business
and according to skill and efficiency, giving proper and adequate consideration
of seniority as hereinafter defined. The Employer shall have the unquestionable
right to immediately suspend and/or discharge any employee for dishonesty,
incompetence, intoxication, sale, use or possession of unlawful controlled
substances on premises, insubordination, overt discourteous conduct toward a
guest or patron,(1) or other just cause. The Union does not,
however, waive its right to arbitrate. Nor is this Section intended to
affect the Employer’s burden of proving just cause.

 

3.2.  The Employer
shall have the right to establish, amend and post rules governing and
regulating the conduct of employees. Said rules shall not be inconsistent
with the terms and provisions of this Agreement. Employee’s failure to abide
with said rules following their posting shall constitute grounds for
disciplinary action. House rules shall be mailed to the Business Agent
assigned to the Employer fifteen (15) days before posting. If the Union feels
that such rules are in violation of this Agreement, the Union shall grieve
within the fifteen (15) day period through the grievance and arbitration
process as outlined in this Agreement.

 

3.3.

 

(a) The Employer shall fully
implement a progressive disciplinary procedure in all cases

 

(1)Bargaining
Minute

 

8

 

other
than those covered by Section 1 hereof, or otherwise stated herein. Upon
the occurrence of an alleged infraction warranting, in the opinion of the
Employer, disciplinary action, the Employer shall provide timely notice in
writing to the employee of the alleged infraction forthwith supplying the Union
or the shop steward of the department to which said employee is assigned with a
copy thereof. In the following cases “timely notice” shall not exceed seven (7) calendar
days from the date of the occurrence of said infraction: (a) absence (b) lateness
(c) violations of departmental or house rules witnessed by a
supervisor or manager within the employee’s department. If the Union disputes
the validity of the allegation, it shall notify the Employer within seven (7) calendar
days after the receipt of said disciplinary notice as specified in the
grievance procedure outlined in Article 5. Upon the occurrence of a second
alleged offense, the employee may be suspended without pay for up to three (3) days
which includes any investigative suspension, and shall again be notified as
stipulated above. A third
infraction may be grounds for a discharge at the Employer’s option.

 

(b)       Employees
will be expected to sign all disciplinary notices upon receipt, but will not be
disciplined should they refuse. An employee’s signature shall not constitute an
admission of guilt.

 

(c)       If the
Employer fails to give written notice to the employee of the alleged infraction
as required herein, said warning shall be considered invalid.(2)

 

(d)       Twelve
(12) months from the date of any warning notice given according to the
provisions of this Article, it shall not be given any further consideration in
subsequent

 

(2)Bargaining
Minute

 

9

 

disciplinary
actions. Nothing herein shall restrict the Employer in retaining required
records.(3)

 

3.4.  Approved
personal leaves and those approved medical leaves of absence which are in
excess of one hundred twenty (120) days will not be credited against the twelve
(12) month period referred to above.

 

3.5.

 

(a)     In the
event an employee fails to report to work without notice to the Employer on two
(2) occasions in any twelve (12) month period and said failure is not
excused, said employee shall be subject to discharge at the option of the
Employer.

 

(b)     The
Employer shall establish, as part of its house rules, the identity of the
individual to be notified in the event of an emergency absence, or a specific
telephone number to be called to provide such information.

 

3.6.

 

(a)     In the
event the Employer wishes to establish bumping and/or a point system for
absenteeism, the employees will have the right to vote on adopting said systems,
the format of which shall have been mutually agreed upon by the Parties.

 

(b)     The
Employer has implemented the Industry Attendance Policy attached hereto as
Attachment 1.

 

(c)     The
Employer may not combine attendance track discipline with non-attendance track
discipline.            .

 

(3)Bargaining
Minute

 

10

 

3.7.  Seniority shall
accumulate from and be calculated by continuous service from the last  employment date with the
Employer and on the basis of classification seniority within the department as
determined by the Employer.

 

a)     House
seniority is an employee’s length of continuous service in years, months and
days from his/her most recent date of hire into the bargaining unit by the
Employer.

 

b)     Classification
seniority is an employee’s length of continuous service within the department
(as determined by the employer), in years, months and days from his/her most
recent date of hire into or transfer into his/her present classification within
his/her respective department/outlet.

 

c)     Shop
Stewards shall have job classification seniority over all employees in that
classification for all lawful purposes (i.e layoff, recall, and shift
retention).

 

d)     Seniority
shall govern designation of days off, layoffs/recalls, shifts of work, choice
of station or floor assignment if otherwise qualified,(4) and vacation selection subject to Employer’s
establishment of designated work schedules. Employer may establish a rotation
system, the method of which shall be determined jointly by Employer and Union.
In such cases, if the Union and the Employer cannot agree, the Union shall have
the right to file a grievance. Until said grievance is resolved, the current
system shall remain in full force and effect.

 

e)     Seasonal
employees shall be laid off before regular full time or part-time employees.
Layoff of seasonal employees shall be determined by their seniority among the
seasonal

 

(4)Bargaining
Minute

 

11

 

employees
and they shall not have the right to recall. With respect to layoffs of regular
employees, the Employer shall give five (5) days notice to the shop steward of
its intention to commence layoffs, except for situations beyond the control of
the Employer on the occasion of which, the Employer shall give notice to the
shop steward as soon as possible.

 

f) When the Employer promotes an employee to another
classification, the Employer will consider the employee’s house seniority,
qualifications, and ability to perform satisfactorily the work in the other
classification, and prior performance. Where more than one (1) employee
applies for a promotion and they possess the necessary skill or qualifications,
the senior employee shall be the one promoted. For purposes of this paragraph, a
“promotion” shall be considered to be a transfer from one classification to
another, regardless of any change in compensation. All promotional
opportunities within the bargaining unit classifications shall be posted. The
Employer will give consideration to qualified bargaining unit employees for
these openings. Vacancies to be filled by promotion under this paragraph shall
be posted for five (5) calendar days in a location to which employees have
regular access. The Employer may fill the vacancy temporarily during the
posting period.

 

g) When a regular employee changes classification
and/or department, said employee shall retain seniority in the classification
and/or department from which s/he transferred, for a period of fifteen (15)
working days, which shall be a trial period, during which said employee may be
returned to and will have the right to return to the former classification
and/or department. without loss of seniority. However, the employee’s rate of
pay shall be determined by the classification into which s/he transferred and
his/her length of service to the Employer in classifications covered by this
Agreement. With the exception of initial hiring and staffing when

 

12

 

a
casino first opens; or unless otherwise determined as set forth in Section 7,
employees with the same departmental classification seniority shall be
permitted to bid for the available openings within their respective
departments. The Employer shall in its sole discretion establish and define,
from time to time, “departments” for this purpose. Such openings will be posted
for five (5) days. The successful bidder(s) will be determined by
seniority. The Employer will have the right to fill the openings in the interim
period. For purposes of bidding bartenders, bar porters, and cocktail servers
shall be considered one department and shall be permitted to bid within their
respective classification for available openings.

 

h)   (i) When the Employer
permanently closes a department, unless the closing is caused by conditions
beyond the Employer’s control, it will use its best efforts to notify the Union
and shop steward thirty (30) days before the closing to allow the Union the
opportunity to discuss the effects of the closing upon the employees.

 

(ii) If
there is a temporary closing of a department, employees who transfer to other
departments during the period of the closing will retain their seniority in the
temporarily closed department for six (6) months or until the department
reopens, which ever is sooner; it being understood, however, that the six (6) month
period may be extended by written agreement between the Parties.

 

i)     When a
regular employee transfers into another department or is promoted within
his/her department and job ladder, such employee, if laid off within one
hundred eighty (180) days of his/her promotion, shall be allowed to
return to his/her most recent classification, provided s/he does not displace a
more senior employee. Upon return, seniority in that classification shall be
calculated as though no promotion had occurred. Said employee shall not

 

13

 

accrue
any seniority rights for time served in the promoted classification.

 

3.8.  Seniority shall be deemed
broken if a regular employee:

 

(a)                                  Is discharged
for cause;

 

(b)                                  Is laid off in
excess of six (6) months (except for employees laid off between October 1 and December 1, whose seniority
shall be retained until the June 1 following their lay-off.)

 

(c)                                  Fails to
respond within seven (7) days to an offer of recall from layoff, sent by
certified mail to the address last furnished to the Employer by the employee.

 

(d)                                  Voluntarily
quits;

 

(e)                                  Takes a granted
leave of absence in excess of three (3) months for other than illness,
accident or medical disability;

 

(f)                                    Is absent
because of illness, accident not covered in sub-section (g) below, or
medical disability in excess of six (6) months, unless the Employer
extends in writing a leave of absence beyond six (6) months; or

 

(g)                                 Is absent for
six (6) months as a result of an injury sustained when in the employ of
the Employer that is being covered by New Jersey Workers Compensation benefits,
or for up to twelve (12) months provided the request for the extension beyond
six (6) months is made according to the Employer’s established procedure.

 

3.9. In the event two (2) or more regular
employees have the same departmental or room seniority and it is necessary to
determine the most senior person, then the determination shall be

 

14

 

made
on the basis of seniority in the bargaining unit within the “house” or Employer
establishment. If this calculation results in two (2) or more employees again
having the same seniority, then the determination of the most or more senior
person shall be based upon the length of service in the classification in the
hotel industry in Atlantic City. In the event employment records are not
available to substantiate such length of service, then date of union membership
may be used as evidence of such length of service.

 

3.10. GOURMET
AND SPECIALTY DINING ROOMS. Where in a gourmet or
specialty dining room, the Employer uses a captain and food servers in team
service, day off assignments shall be made on the basis of the captain’s
seniority.

 

3.11.  Regular
employees requesting any of the following must do so in writing to their
department head. Employer will respond on the request form within seven (7) calendar
days providing employee with a copy. Said form shall include a provision for
the employee to designate their proxy for bidding purposes. Employees should
state their seniority date on all written requests. Seniority, as herein
defined, will determine who is granted the request where more than one (1) employee is
requesting the same consideration:

 

(a)     Vacation
time**

 

(b)     Leave of
absence*

 

(c)     Personal
holidays**

 

(d)     Classification
or department change***

 

*
No employee will be entitled to a leave of absence to work for another
Employer.

 

**
Regular employees who request time off for vacation weeks which have been
selected after the final posting required by the agreement, or paid personal
holidays on a form designated by

 

15

 

the
Employer consistent with Article 9.6 (b), at least fourteen (14) days in
advance and who do not receive an answer in writing from the Employer within
seven (7) days from the date of their request shall be granted their
request.

 

***
Employees who request a classification or department change must possess the
necessary skills required by Employer. Furthermore, the Employer may use a poor
work record as the basis for denying such a request.

 

NOTE: An employee
absent on leave or vacation, in order to exercise bid rights while absent, must
designate on a vacation or leave form a proxy stating that another employee or
a shop steward may exercise the bid rights for the absent employee. The actions
or inaction of a designated representative shall be binding on the absent
employee and shall not be subject to grievance and arbitration procedure.

 

3.12. If a regular employee leaves his/her employment
with Employer to assume an elected office or an appointed paid position with
the Union, seniority shall accumulate and continue unbroken for the period of
Union service for a period not to exceed twelve (12) months. This period may be
extended by mutual agreement of the Employer and the Union.

 

3.13. An employee leaving his/her employment with
Employer to enter the military service of the United States shall, upon
discharge, be entitled to reinstatement to his/her former position pursuant to
the provisions of law so made and provided.

 

3.14.

 

(a) Pursuant to the provisions
of the New Jersey Casino Control Act and the rules and regulations
promulgated thereunder, employees of a casino hotel will be required to satisfy
the requirements of the New Jersey Casino Control Commission and to be licensed
by said

 

16

 

Commission. A failure to obtain and/or
maintain said license or to otherwise comply with the New Jersey Casino Control
Act and the rules and regulations promulgated thereunder shall be grounds
for immediate discharge and said discharge shall not be subject to the
grievance procedure of this Agreement nor shall it be a breach of this
Agreement.

 

(b) In the event the license of an employee so
discharged for revocation is restored finally as the result of an appeal
proceeding before the New Jersey Casino Control Commission or the Courts, said
employee shall be entitled to reinstatement without break in seniority, but
shall not be entitled to any back pay or benefits for the period of his/her
separation. Said employee will replace the employee holding the lowest
seniority number in the assigned job classification in their prior department. The
reinstated employee will be permitted to bid using his/her seniority number on
the first occasion of a bid opportunity, subsequent to their reinstatement, according
to the seniority provisions contained in this Agreement. Notwithstanding the
provisions of this section, an employee may only be out seven (7) months
on a leave due to a Casino Control Commission license withdrawal or suspension:

 

(c) In the event the license of an employee lapses or
expires, such employee will be conditionally discharged and will be entitled to
reinstatement to his/her former position without loss of seniority if, within
fourteen (14) days of such discharge the employee applies for the license that
lapsed or expired and reports back ready for work within fourteen (14) days of
obtaining said license.

 

3.15  In the event that an
employee who has successfully completed his/her probationary period has a
problem with his or her right to work in the United States, the Employer shall
notify the Union in writing as soon as the problem is known. Upon the Union’s
request, the Employer shall meet with the Union to discuss the nature of the
problem to see if a resolution can be

 

17

 

reached.
The Employer agrees that it will notify the person designated by the Union with
names of those employees whose work authorizations are going to expire who have
been so notified by the Employer.

 

Upon request, employees shall be released for up to five (5) unpaid
working days during the term of this Agreement in order to attend to
Immigration and Naturalization Service (“INS”) proceedings and any related
matters for the employee only. The Employer may request verification of such
absence. An employee who has successfully completed his/her probationary period
who is not authorized to work in the United States and whose employment has
been terminated for this reason shall be immediately reinstated to his or her
former classification without loss of prior seniority provided the employee
produces proper work authorization within six (6) months of the date of
termination. Employees do not accrue vacation or other benefits. based upon
particular Plan policies during such absences.

 

18

 

ARTICLE 4

 

LEAVES OF ABSENCE(5)

 

4.1.  The Employer will not
arbitrarily or unreasonably deny a personal leave of absence of up to three (3) months
requested by an employee in writing that explains the purpose of the leave; it
being understood, however, that only one personal leave of absence may be
applied for and received by an employee under this section during his/her
anniversary year.

 

4.2.  An employee
will not be entitled to a personal leave until s/he has completed one hundred
eighty (180) working days of employment, and an employee will not be entitled
to a medical leave until s/he has completed ninety (90) days of employment.

 

4.3.  Before a
medical leave or extensions thereof are granted, the employee must provide
his/her department head with a verifiable doctor’s report, including a
description of the specific injury or illness suffered and an anticipated
return to work date, which subsequently will be kept current should it change. Before
being allowed to return to work from medical leave, the employee must notify
his/her department head at least five (5) days before the date of his/her
actual return and provide a doctor’s note specifically noting that there are no
medical restrictions that limit the employee’s ability to do his/her job or
that the limitations do not prohibit the employee from performing any of
his/her positions’ essential functions, with or without reasonable
accommodations.

 

4.4.  No authorized
leave of absence will be deemed to exist under this Agreement unless requested
by the affected employee in writing and granted in writing by the Employer; it
being understood, however, that when an emergency arises, a leave may be
requested and granted

 

(5)Bargaining
Minute

 

19

 

orally
and that the request and the approval will promptly be reduced to writing after
the emergency abates.

 

4.5.

 

(a)  An employee
will be allowed a family or medical leave as provided for by the Federal Family
and Medical Leave Act and the New Jersey Family Leave Act.

 

(b)  The parties
recognize that the leaves of absence that may be granted in Paragraphs 4.1 and
4.3 above, including leaves for worker’s compensation, encompass leaves that
may be taken under the NJFLA and FMLA and that these leaves will run
concurrently with any leave granted above.

 

(c)  The Employer
may transfer employees on intermittent or reduced schedule leave. Prior to
transfer, the Employer will advise the Union of the transfer and the reasons therefor.
The decision to transfer an employee will not be unreasonable.

 

20

 

ARTICLE 5(6)

 

GRIEVANCES AND ARBITRATION

 

5.1.     All timely grievances
arising between the Parties hereto, unless otherwise stipulated herein, involving
questions of interpretation, or application of any clause in this Agreement, or
in any acts, conduct or relations between the Parties, directly or indirectly, which
arise out of this contract, shall be resolved by utilization of the following
method:

 

(a)       Step 1(a) - The
employee represented by the shop steward, shall first attempt to resolve
his/her grievance with the department head. (7)

 

(b)       Step
1(b) - In the event the grievance is not resolved at Step (a) above,
the employee must file a written grievance with the Union. Said written
grievance shall be submitted for resolution to the Employer’s Labor Relations
Representative no later than seven (7) calendar days after the receipt of
the disciplinary notice by the employee or seven (7) days after receipt of
the Step 1 (a) decision, whichever is later. Non-disciplinary grievances
must be filed within thirty (30) calendar days of the event giving rise to the
grievance or from the date of Union knowledge of that event whichever is later,
except for grievances involving payroll errors which are not required to be
filed within that time period and grievances related to House rules which
shall be governed by the provisions of Article 3, section 3.2. “Union
knowledge” shall mean a business agent or officer, which shall include the Shop
Steward having jurisdiction over the affected area. The Union shall not be
precluded from pursuing any non-disciplinary grievance that would otherwise be
untimely based on the “Union knowledge” of the Shop Steward;

 

(6)Bargaining
Minute

(7)Bargaining
Minute

 

21

 

however, with the exception of payroll errors,
the Employer is such cases will not be liable for back pay or other financial
liability, if any, that accrued prior to the date of the filing of the
grievance. Payroll errors, which do not include any interpretational questions
include, but are not limited to, such matters as failing to pay for
hours/overtime hours; data input errors on rate of pay; non-payment of benefit
fund contributions for employees eligible to receive contributions on their
behalf; and calculation of annual vacation payments, attendance bonuses and
holiday pay. If not otherwise resolved, the Employer shall conduct a meeting to
resolve the grievance within fourteen (14) calendar days of the receipt of the
grievance at the Employer’s Labor Relations Office(8) unless
said time period is mutually extended by the Parties. Although a supervisor is
not required to attend a meeting, the Employer will make a good faith effort to
have currently employed supervisors who the Employer believes are fact
witnesses attend meetings. The Employer will advise the Union whether or not
that supervisor will attend a meeting or if scheduled to attend, that s/he has become
unavailable. If the supervisor does not attend, the Union may go forward with
the meeting, or must immediately request to reschedule the meeting or must
notify the Employer that it declines to hold the meeting. A written decision
will be rendered to the Union within seven (7) calendar days of the date
of the meeting or the date of the Union’s notice to the Employer declining to
attend a meeting.

 

5.2.     Resolution Conference - Within fourteen
(14) calendar days of the Employer’s decision in Step lb, either party may
request a resolution conference with the other party. The resolution conference
must be held within ten (10) calendar days of the request. Representatives
from both parties who are designated to attend the resolution conference must
have authority to

 

(8)Bargaining
Minute

 

22

 

resolve
the dispute.

 

5.3.     Arbitration
- If the dispute is not
resolved at either the meeting or the resolution conference, timely grievances
may be submitted to expedited arbitration, or arbitration. Unless there is an
agreement to use the expedited procedure, a request must be submitted to the
American Arbitration Association (A.A.A.) with a copy to the Employer in
writing within fourteen (14) calendar days of the Employer’s decision or the
resolution conference, whichever is later. During the fourteen (14) day period
the parties may agree to use a mutually selected arbitrator.

 

5.4.     The expedited arbitration
procedure may be utilized for timely grievances where the parties mutually
agree.

 

(a)       Arbitrators
for expedited arbitration hearings will be selected from rotating panels of
three arbitrators each. The rotating panels will be made up from a list of
twenty (20) arbitrators mutually selected on an annual basis to coincide with
the effective date of this Agreement. Arbitrators are selected from the panel
by the Union and the Employer each striking one (1). The parties agree that the
panel will be set up in a manner to ensure a pre-arranged random formula. The
arbitrators for expedited arbitration shall be selected within fourteen (14) calendar
days from the date of the agreement for use of this procedure.

 

(b)       Representatives
of the Parties at an expedited arbitration shall be limited to a business agent
for the Union and a member of the Labor Relations staff for the Employer, except
as otherwise agreed to by the parties. A decision shall be rendered in writing
within seventy-two (72) hours without the aid of transcripts or briefs.

 

(c)       The
Employer and the Union have the exclusive right to cancel the expedited

 

23

 

arbitration
procedure, as provided herein, at any time during the term of this Agreement. Such
cancellation shall not be subject to the grievance and arbitration provisions
of this Agreement.

 

(d)       Decisions
rendered in expedited arbitration shall not be introduced or referred to in any
other arbitrations, or expedited arbitrations.

 

5.5.     If the
parties are unable to agree to an arbitrator within the time period referenced in
Section 5.3 above, they will request a panel from the A.A.A. and will
attempt to select an arbitrator within ten (10) calendar days of receipt
of the panel. If unsuccessful, the parties will request a second panel of seven
(7) arbitrators. The parties will attempt to select an arbitrator from
this second panel within ten (10) days of receipt of the panel. If
unsuccessful, the parties will request a third and final panel of seven (7) arbitrators.
During the last selection process, the parties will alternately strike
arbitrators’ names, via telephone, and the last name remaining shall be
designated the arbitrator. (9)

 

5.6.     The
Employer and Union may agree to use a permanent rotating panel of arbitrators.

 

5.7.     The
following shall apply to arbitrations and expedited arbitrations:

 

(a)       The cost
of the arbitrations will be borne equally by the Union and the Employer.

 

(b)       The
arbitrator shall have no authority to alter, amend, add to, subtract from, or
otherwise change the terms and conditions of this Agreement.

 

(c)       The
decision and award of the arbitrator shall be final and binding on the Parties.

 

(d)       For
payroll errors, the Employer shall be liable for a period not to exceed two (2) years
from the date of grievance.

 

(9)Bargaining
Minute

 

24

 

5.8.     Failure to meet the time
limits contained in this Article shall cause the grievance to be
irrevocably resolved against the Party missing the time limit.

 

5.9.     In any disciplinary case, evidence
of comparative treatment of employees shall be inadmissible for the purpose of
challenging the propriety of discipline imposed.

 

5.10   The Parties agree to allow
grievances to be heard in front of a mutually agreed upon individual with
agreement by both parties. The Parties may agree to have the decisions binding.

 

25

 

ARTICLE
6

 

MEALS AND LOCKER FACILITIES

 

6.1.     Employer shall maintain an
employees’ cafeteria. Said cafeteria shall be well-ventilated and kept in a
sanitary condition. Employer shall provide one (1) meal per six (6) hour
shift, at no cost to the employee. All employees working on a shift of more
than six (6) hours, cocktail servers on six (6) or more hour shifts, shall
be relieved of their duties and be provided a paid meal period of thirty
minutes. Said meal shall be on Company time unless the employee declines the
meal period offered by the Employer. Bartenders, who cannot be relieved from
their stations for meals, shall be provided a snack at their station. In such
instances as meals are provided, the food so provided will be wholesome. Where
practical and consistent with the business needs of the Employer, a meal period
will be provided as close to the middle of the shift as possible under the
circumstances.

 

6.2.

 

(a)  The Employer
shall provide clean, well ventilated locker facilities with lockers and/or
garment bags. Said facilities shall be kept in a secure condition at all times.

 

(b)  The Employer
shall have a shop steward present, if available, in the event employee
lockers/employee garment bags are inspected, provided, however, it is expressly
understood and agreed that this provision shall not apply where the locker or
employee garment bag inspection is initiated by any local, State or Federal law
enforcement or regulatory authority.

 

(c)  Employees
shall cooperate at all times in the maintenance of the lockers/employee garment
bags and cafeteria facilities in a clean, secure and orderly fashion.

 

26

 

ARTICLE
7

 

SHOP STEWARDS(10)

 

7.1      The Union shall select or
the employees may elect shop stewards from the regular employees covered by
this Agreement. The allocation and assignment of Shop Stewards shall be
determined by the Union. The number of Shop Stewards shall not exceed
seventy-five (75). The Union and Employer agree to review and consult on the
number of Shop Stewards periodically, but no later than one (1) year from
the effective date of the CBA. The Union shall notify the Employer of the group
each Shop Steward is assigned to represent. It shall be the duty of the shop
stewards to see that all Parties to this Agreement comply strictly with its
terms, including the seniority provisions of Article 3. The activities of
the shop steward shall not interfere with the performance of their work for, or
the operations of, the Employer.

 

7.2      In the event that it shall
be necessary for the Employer to layoff employees for any reason, the shop
stewards shall be the last employees in their respective departments to be laid
off by the Employer. Each Shop Steward shall have seniority over all employees
within their own classification within the group represented by the steward for
all lawful purposes (i.e. layoff, recall and shift retention). In the event
that two or more Shop Stewards from the same classification and same shift
represent the same group of employees, only the more senior Shop Steward (as
per Article 3.9) shall have such super-seniority. Under no circumstances
does this provision recognize or provide rights to a Shop Steward who is on an “on
call” shift.

 

7.3      The Employer shall not
discriminate against the shop stewards because of their activities as such.

 

(10)Bargaining
Minute

 

27

 

7.4      When practicable,
shop stewards shall be scheduled to be off without pay to attend Union meetings
provided at least one week’s notice has been given of the meeting date to the
designated Employer representative.

 

7.5      Labor-Management
Cooperation - The Employer and the Union agree that good employee morale
and high productivity are in the best interests of all parties. In order to
encourage good morale and high productivity, the Employer and the Union agree
that upon request by either party, not more than once every other month, to
participate in meetings for the purpose of discussing problems, employee
suggestions, methods of improving morale or productivity, and other subjects. Such
meetings shall include employees designated by the Union, Union representatives,
supervisors and other management personnel designated by the Employer. Union
and Employer representatives shall attempt to agree on the agenda and time
schedule in advance. Both the Employer and the Union shall give due
consideration to the views of the employees expressed in meetings. Nothing
herein shall in any way obligate the parties to agree to modify any provision
of this Agreement or to agree to any request or suggestion which may be made at
such meetings. Nothing contained herein shall require or prohibit that such
meetings be held during employees’ work time. This shall not prohibit the
Employer from holding its own departmental meetings for any departmental
employees separate and apart from the meeting referenced herein. Notwithstanding
the above, either party can eliminate these meetings, by mutual agreement, within
thirty (30) days written notice.

 

28

 

ARTICLE
8

 

NO DISCRIMINATION

 

8.1.     There shall be no
discrimination against any employee because of Union membership or lawful Union
activities, or because of age, race, religion, sexual preference, creed, color,
national origin, ancestry, marital status, sex, liability for service in the
Armed Forces of the United States, because of a mental or physical disability (where
reasonable accommodations may be made to allow for such disability without
causing an undue hardship on the operation of the business of the Employer), or
because an employee is a rehabilitated offender eligible under Section 91
of the New Jersey Casino Control Act, subject to the provisions of Section 89
and 90 of the Act.

 

8.2.     The Union shall cooperate
with the Employer in operating in strict conformance with an Affirmative Action
Plan as required by the provisions of the New Jersey Casino Control Act and the
rules and regulations promulgated in accordance therewith.

 

29

 

ARTICLE
9

 

VACATIONS

 

9.1.     All regular 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, which
pay shall be equal to two percent (2%) of said employee’s gross straight time
earnings during said initial period of employment.

 

9.2.     All regular 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, which pay shall be equal to four percent (4%) of said employee’s
gross straight time earnings during the anniversary year immediately preceding
the vacation date. In computing “gross straight time earnings,” the previous
year’s vacation pay shall not be included.

 

9.3.     All regular employees
covered by this Agreement, who shall have been regularly employed for more than
eight (8) years shall receive three (3) weeks vacation with pay, which
pay shall be equal to six percent (6%) of said employee’s gross straight time
earnings during the anniversary year immediately preceding the vacation date. In
computing “gross straight time earnings,” the previous year’s vacation pay
shall not be included.

 

9.4.     In computing “gross straight
time earnings,” the earnings of “tipped employees” shall be based upon the
minimum wage and not the cash wage.

 

9.5.     Vacation pay
shall be given to the employee on the second pay day following his/her
anniversary date regardless of when vacation is taken. If there is a failure to
make a payment at that time, the employee shall be paid within 24 hours of
his/her demand of his/her check. Vacation pay shall be given by separate check
and not included as part of the regular payroll

 

30

 

check.

 

9.6.

 

(a)  The Employer
shall have the sole right to determine when vacation shall be taken. Notice
shall be posted in each department regarding the dates on which vacations may
be taken in said department, after which the employees would, in said
department, based upon seniority, select vacation dates. No employee shall be
obliged to take vacation at the time designated by the Employer unless the
Employer shall have given said employee three (3) months advance notice of
the projected vacation schedule. Conversely, the Employer shall not be obliged
to give vacation at a time requested by employee unless employee shall have
made his/her request three (3) months prior to the requested date.

 

(b)  The Employer
shall post vacation availability dates on August 1st for the following:
December, January and February; November 1st for the following:
March, April and May; February 1st for the following: June, July and
August; and May I for the following: September, October and November.
On the posting dates of August 1, November 1, February 1 and May 1,
the following procedure shall be followed: On the first, the Employer shall post
vacation availability dates; from the first to the fifteenth, the Employees
shall select their preferred vacation dates; from the fifteenth to the
twenty-second the Employer will respond to the selections on the basis of
seniority and post the selected list; from the twenty-third to the thirtieth, the
Employer shall resolve any conflicts among employees by order of seniority. The
final list of selections made by seniority shall be posted by the end of the
month. Thereafter, vacation selections shall be made on a first come first
serve basis. (11)

 

9.7.     An employee who is not in
the employ of the Employer on the anniversary date of

 

(11)Bargaining
Minute

 

31

 

his/her
employment, shall not be entitled to vacation pay or any part thereof. It is
not intended that this provision shall preclude pro rata vacation pay to
persons retiring by reason of illness or longevity, nor is it intended to
adversely affect employees whose right to vacation had fully accrued and vested
before discharge.

 

9.8.     Steady chain gang employees
shall be paid vacation according to the provisions in this Article.

 

32

 

ARTICLE
10

 

JURY
DUTY

 

10.1.  Regular employees who serve
as jurors on a regularly scheduled workday or workdays, shall be paid the
difference only between the amount received by him/her for such service and
his/her daily base hourly rate for their regularly scheduled shift to a maximum
of ten (10) days for each call.

 

10.2   Employee will provide
his/her immediate supervisor with:

 

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

 

(b)    Copy of court order to “appear”;

 

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

 

10.3   It  is understood that employees
will be expected to report to work if excused from jury duty during normal work
hours that 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.

 

33

 

ARTICLE 11

 

HOLIDAYS

 

11.1.  All regular employees
covered by this Agreement shall be granted a holiday with pay on the following
days: New Year’s Day, Martin Luther King’s Birthday, Memorial Day, Independence
Day, Labor Day, Thanksgiving Day, and Christmas Day. In addition thereto, each
regular employee shall receive his/her birthday as an additional holiday and
shall receive one (1) personal holiday.

 

(a)  In the event
the Employer decides that additional employees will be offered a day off on a
contract holiday over and above those employees scheduled off on such days, the
Employer will post the number of available openings for days off and grant such
requests on the basis of seniority by shift.

 

(b)  Regular
employees shall give the Employer two (2) weeks notice of the date on
which they desire to take their personal holiday.

 

(c)  Where two (2) or more employees choose
the same date for a personal holiday, seniority shall govern and seniority ties
shall be broken as set forth in Article 3, Section 3.9, above.

 

(d)  The Employer
shall have the right to decline to schedule a personal holiday in any workweek
in which the Employer’s operation is or would thereby be impaired.

 

(e)  Employees
who have requested, but have not been granted their contractually entitled
personal day off, will be paid a regular shift’s pay in the first pay period
following their anniversary date, at the rate the employee is being paid at
that time.

 

11.2.  To qualify for holiday pay, the
employee must have been scheduled to work during

 

34

 

the
pay week in which the holiday falls, and must have reported for work on his/her
last scheduled day before said holiday and the first scheduled day after said
holiday, unless said requirement is waived, in writing, by the Employer. If an
employee is scheduled to work on a holiday, but does not report for work, s/he
shall not receive holiday pay unless excused by the Employer from working on
said holiday.

 

11.3.  Regular employees who do not work on a holiday as specified in the
aforementioned list shall receive for such holiday the regular day’s pay at
straight time. Should it be necessary for the employee to work on any of the
above holidays, s/he shall receive his/her regular straight time pay in
addition to the holiday pay. If the holiday on which the employee is required
to work falls on the sixth or seventh work day of the week for said employee, the
employee shall be paid at the rate of one and a half (11/2) times his/her hourly rate for the time worked in
addition to his/her holiday pay. If, however, employees elect to reduce the
workday to less than eight (8) hours, the premium pay for overtime on a
holiday as set forth above shall not accrue until the total hours worked during
the week in which the holiday falls exceed forty (40) hours. Similarly, if an
employee required to work on a holiday is required to work more than eight (8) hours
on said day, s/he shall receive two and one-half (21/2) times the employee’s regular rate for each hour worked in excess of
eight (8) hours on said holiday.

 

11.4.  Holidays shall be celebrated
on the day designated by the Federal Government as a legal holiday. This
provision shall not apply to holiday provision for Christmas Eve and Day, New
Year’s Eve and Day that will be recognized on their traditional date.

 

11.5.  Employees shall be entitled
to receive holiday pay notwithstanding the fact the holiday falls during their
vacation period.

 

35

 

11.6.  December 24th, from 6:00 p.m. to midnight, employees who actually work shall receive two times (2x) his/her
regular hourly rate for such work as total compensation.

 

11.7.  New Year’s Day (the
twenty-four [24] hour period commencing at 12:01 a.m., January 1), employees
who actually work shall receive two times (2x) his/her regular hourly rate for
such work as total compensation.

 

	
  Example:

  	
   

  
	
   

  	
   

  
	
  1.  Employee A

  	
  Employee
  B

  
	
   

  	
   

  
	
  8:00
  pm to 4:00 am Dec 31 - Jan 1

  	
  8
  am to 4 pm Jan 1

  
	
   

  	
   

  
	
  Hours
  of Pay

  	
  Hours
  of Pay

  
	
  4
  - straight time for 8 pm to midnight Dec 31

  	
  8
  - straight time for 8 am to 4 pm

  
	
  8
  - double time for midnight to 4 am

  	
  8
  - Holiday pay

  
	
   

  	
   

  
	
  2. 8 pm to 4 am Jan
  l - Jan 2

  	
   

  
	
   

  	
   

  
	
  Hours
  of Pay

  	
   

  
	
  8
  - straight time for 8 pm to 4 am Jan 1 - 2

  	
   

  
	
  8
  - Holiday pay

  	
   

  

 

11.8.  Steady chain gang employees
shall receive holiday pay for any contract holiday actually worked.

 

36

 

ARTICLE 12

 

HOURS OF WORK AND OVERTIME

 

12.1.

 

(a) Eight (8) hours constitutes a shift of work,
but does not guarantee work. Employees who report to work for a scheduled shift,
and are sent home at the direction of the Employer prior to completion of half
of their shift, shall be guaranteed pay for half of their scheduled shift. The
Company shall use its best efforts according to its business needs to schedule
senior employees in the various departments with the maximum straight-time
hours customarily scheduled by the departments. (12)

 

(b) If said employee is sent home at the direction of
the Employer after completion of more than half of their shift, employees will
be guaranteed pay for their full shift. Employees on overtime will be sent home
prior to all other employees. Employees working a mandatory six (6) day
workweek will, on their regularly scheduled day off, be granted voluntary early
outs, prior to all other volunteers. Voluntary early outs will be granted first
to employees whose shift ends closest to the designated early out time. Seniority
will determine who shall receive the early out if two or more employees meet
the above criteria.

 

(c) Management will post work schedules with a starting
time and a finishing time. Where employees other than casino cocktail servers
are scheduled for less than eight (8) hours, and work more than their
scheduled time, they shall be paid time and one half (11/2) for those hours
worked past their scheduled time.

 

(d) It is understood and agreed that six (6) hours,
inclusive of a one-half (1/2) hour lunch

 

(12)
Bargaining Minute

 

37

 

period,
shall constitute a normal shift for cocktail servers in the casino, provided, however,
the Employer shall at all times have the right to schedule said casino cocktail
servers for additional daily hours on weekends, holidays, in emergencies and as
required by the needs of the business.

 

(e) The normal workweek shall consist of five (5) days,
provided, however, it is expressly understood and agreed that this shall not
constitute a guarantee of work, and the workweek may fluctuate according to the
needs of business.

 

12.2. Overtime at the
rate of time and one-half (11/2) shall be paid
for all work performed over eight (8) hours in any workday and over forty
(40) hours in any workweek, provided, however, that there shall be no
pyramiding of daily and weekly overtime and the employee shall receive only one
(1), whichever is greater. The overtime rate for tipped employees shall be as provided
by the New Jersey Minimum Wage Law. The Employer is required to give the
employee notice of no less than one-half (1/2) a scheduled
shift in instances requiring forced overtime, except in the replacement of
employees who call out, in which case the Employer can require overtime on a
one-to-one replacement basis with two (2) hours notice. Employees who are
forced to work overtime will be given ample time to make arrangements to work
the overtime. Employees will not be required to work overtime hours when such
hours would not allow for a minimum of eight (8) hours between those
forced hours worked and the start of the employee’s next regularly scheduled
shift.

 

12.3.

 

(a) Regular employees shall have two (2) designated
days off, which days off will be posted at least one (1) week in advance. The
Employer shall not change the days off designated for an employee in any
particular workweek unless the employee has been given three (3) days’

 

38

 

prior
notice of the intended change or unless mutually agreed upon. Nothing herein
contained shall prevent the Employer from re-designating the regular days off. All
employees other than food servers shall receive time and one-half (11/2) for working on a regularly scheduled day off. Food servers shall
receive double time for such work.

 

(b) It
is expressly understood and agreed that nothing herein shall preclude
the Company from scheduling employees to work a workweek of more than five (5) days
in order to satisfy business needs, in which event employees so scheduled shall
be entitled to only one (1) designated day off.

 

12.4.  An employee shall receive pay for overtime as set forth in Section 12.2
above and shall not be compensated by time off.

 

12.5.     The Employer may reduce the workweek
without limitation and without penalty, however, seniority rights shall be
protected.

 

12.6.     In emergency situations when
employees are called back to the job after having completed their regular work
shift, said employee shall be paid for no less than four (4) hours of
work.

 

12.7.     Where time sheets are in use
that require employee verification, only the employee will sign such
verification.

 

39

 

ARTICLE
13

 

WAGES

 

13.1.  Attached hereto
and made a part of this Agreement as Schedule “A”, Schedule “A-1”, Schedule “A-2”,
Schedule A-2 (2) and Schedule B is the wage scale applicable to the
Employer. The wages set forth in these Schedules are minimum wage rates only. No
employee shall suffer a reduction in wages as a result of the minimum wage
scales set forth. If at any time, the Federal or State minimum wage laws
applicable to the hotel industry provide for rates more than those stated
herein, said wage rates shall be adjusted to conform to a rate equal to five
percent (5%) above the legal minimum. Where, however, the minimum wage scale
recited herein exceeds Federal or State minimum wage rates, the rates set forth
in this contract shall prevail. Regarding wage rates set forth in the attached
schedule which may be below the applicable Federal or State minimum wages, it
is acknowledged that credit for gratuities and/or food and lodging, where
applicable, were considered in arriving at said rates. The Union shall
encourage employees to execute tip declaration reports or tip acknowledgment
slips upon presentation by the Employer.

 

13.2. Regular
employees in the employ of the Employer who have successfully completed their
probationary period shall receive no less than the wage rates for their
classification set forth in the Schedules.

 

13.3.  If any employee
is assigned to perform the work of a higher rated employee temporarily, for a
period exceeding one (1) day in any month, then said employee shall
receive the higher rated salary for the period actually served in that position.
Notwithstanding the above, employees may be called upon to substitute for other
employees in other positions for meal and rest periods without affecting their
wages. In no event, however, shall any employee receive a

 

40

 

reduction
in wages if the job that s/he is temporarily assigned is a lower rated
position.

 

13.4.  The Employer
shall not levy any fines or penalties of any kind against the employees, but
individual employees shall be held responsible for cash, checks, uniforms or
merchandise entrusted to them.

 

13.5.  Errors made by
the Employer resulting in the loss of one (1) day’s pay or the equivalent
will be adjusted on the employee’s next scheduled workday. (Applies to
non-tipped classifications only.)

 

13.6.  An employee
hired on or after September 15, 1991, who has worked 1,200 or more hours
during the twelve (12) months preceding his/her hire for one (1) or more
Atlantic City casino hotel in one or more positions covered by a collective
bargaining agreement with the Union, will receive the one (1) year rate
applicable to the job for which s/he is hired. The computation of the number of
hours the employee worked during the preceding twelve (12) months will be based
on the number of hours for which contributions were made for the employee to
the Health & Welfare Fund as reflected in its records.

 

In order to be eligible, it
will be the employee’s responsibility to show proof of working 1,200 hours in
the previous year at another casino/hotel. The Employer will only be required
to pay the one year rate prospectively from the date the employee provides the
appropriate proof. (The employees can obtain this information from the HEREIU
Welfare office)

 

41

 

ARTICLE 14(13)

 

GRATUITIES

 

14.1.  A package plan
or deal is a sale where the Employer sells a room, bus tour or group
reservation at a fixed price, including food, beverages and gratuities.

 

14.2.  American Plan
includes, within the cost to the guest, three (3) meals per day with
gratuities to be paid by the guest in an amount determined by said guests.

 

14.3.  Modified
American Plan includes, within the cost to the guest, two (2) meals per
day with gratuities to be paid by the guests in an amount determined by said
guests.

 

14.4.  In the sale of
a package plan or deal, gratuities shall be guaranteed on the following basis:

 

(a) A gratuity of seventeen (17%) percent of the price
charged to a guest for food and/or beverage sold as part of a package plan
shall be paid to the bartender, food server or cocktail server, as appropriate.

 

(b) Captains shall receive either fifteen cents ($.15) per
person, for each meal at which captains are required by the Employer to be
present, or one dollar ($1.00) per hour above the regular rate.

 

14.5

 

(a) In all package plans, tour deals, or
prearranged bus tours where guests stay overnight, the gratuity per person, in
and out shall be as follows:

 

	
  Effective 9/15/04

  	
   

  	
  $3.50

  	
   

  

 

(13)Bargaining
Minute

 

42

 

The above gratuity shall be shared by bellperson, bell
captain and doorperson, where applicable. 

 

(b) Where
a higher gratuity is presently being paid for these arrangements, the higher amount
shall remain in effect until such time as the progression above surpasses the
current rate. 

 

14.6.  All
complimentary checks and/or coupons will be prominently(14) stamped “Gratuity Not Included.”

 

14.7.  The parties
agree to meet to establish a schedule for gratuities to be paid to employees
who work complimentary casino parties.

 

14.8.  A banquet is a
function that possesses every one of the following characteristics:

 

(a)       It is a prearranged party at which food is served;

 

(b)       It
consists of twenty-five (25) or more persons;

 

(c)       It is
held in a room that is closed to the general public or to other hotel guests;

 

(d)       The menu
is prefixed with a limit of one (1) choice out of three (3) entrees, or
is a buffet; and

 

(e)       The
price is prefixed.

 

14.9.

 

(a) The Employer shall pay the food servers who work
banquets fifteen percent (15%) of the sales price of the meal received by
Employer provided the gratuity charged the guest is not less than fifteen
percent (15%). In the event the gratuity charged the guest is less than fifteen
percent (15%), the food servers shall receive eighty percent (80%) of the
gratuity charged.

 

(b) The Employer shall pay to bartenders who work
parties alone, a gratuity of fifteen  percent (15%) of the
beverage bill.

 

(14)Bargaining
Minute

 

43

 

(c) Where food servers and bartenders both work a party
where beverage is served, a total of fifteen percent (15%) shall be paid, provided
that such gratuity is actually charged the guests, which shall be divided eight
percent (8%) for the bartenders and seven percent (7%) for the food servers.

 

(d) The Employer shall pay banquet captains a share of
the gratuity received by the Employer equal to 1.5% of the sales price received
by the Employer for the meal, exclusive of non-food and beverage items.

 

14.10.     Regarding a “Pay go” bar
where tickets are used, the Employer shall pay to the bartender fifteen cents ($.15)
per ticket in lieu of gratuities.

 

14.11.     Banquet prices shall be
posted immediately before the commencement of the function. In addition, all
persons serving the function who are entitled to share in the distribution of
gratuities shall receive with their paycheck a written statement reflecting the
distribution of wages and gratuities for each function worked by said employee
during the pay period.

 

14.12.     Employee selection and
assignments regarding the utilization of extras in the Catering Department
shall be as follows:

 

(a) Chain gang -
food servers and bartenders.

 

(b) “B” list employees who are not otherwise scheduled
to receive forty (40) hours of work during the week in which the function
occurs.

 

(c) Regular employees who are not otherwise scheduled to
receive forty (40) hours of work during the week in which the function occurs.

 

(d) Other regular
employees.

 

(e) All others.

 

44

 

14.13.  Steady banquet employees, i.e., chain gang, will rotate assignments on
a job-to-job basis.

 

14.14.  Banquet
employees shall work in a private dining room only when the room is closed and
the normal servers have their regular day off and the a la carte menu is not
being used.

 

45

 

ARTICLE 15(15)

 

HEALTH AND WELFARE, PENSION AND SEVERANCE FUNDS

 

15.1 A. The Employer agrees to contribute to the Hotel
Employees and Restaurant Employees International Union Welfare Fund (“Welfare
Fund”), the sum listed below for all hours paid (defined as straight time, overtime,
holiday and vacation hours paid and excluding all other hours paid) for each
regular employee covered by the CBA, and also including steady extra Banquet
Food Servers and Bartenders (i.e. Chain Gang) and B List employees. Said contributions
shall be submitted monthly, together with a report of the employee data
required by the Welfare Fund, in the format required by the Welfare Fund, by
the fifteenth (15th) day of the
month following the month for which contributions are to be made. The Employer
must report all new hires to the Welfare Fund on a monthly basis. The
information to be reported to the Welfare Fund for employees will include: hire
date, social security number, classification, address, hours worked, H&W
hours, amount paid and employee status (active, LOA, term, lay-off, vacation, etc.).

 

B.  Effective November 3, 2004, Welfare Fund contributions based on
vacation payments made to employees shall be paid to the Welfare Fund, together
with a separate report to be filed with the Welfare Fund by the fifteenth (15th) day of the month following
the month in which the vacation payments were made to employees, including, vacation
payments made for vacation that was accrued prior to but paid on or after November 3,
2004, and pro-rated vacation, if any, pursuant to Article 9.7 of the CBA. For
purposes of calculating Welfare Fund contribution amounts for vacation hours, hours
paid shall be determined by dividing the full vacation pay paid to the

 

(15)Bargaining Minute

 

46

 

employee by the employee’s hourly rate at the time the vacation payment is made.  Hours paid shall then be multiplied by the
contribution rate at the time the vacation payment is made. This information
will be provided to the Welfare Fund at the time the Welfare Fund contribution
is made to the Welfare Fund.  Such
Welfare Fund contribution based on vacation hours will be held in escrow by the
Welfare Fund for a period of 364 days from the employee’s anniversary date. The
Welfare Fund will attribute the contributions toward each particular employee
as vacation is taken or, if the vacation is not taken during the year or if the
employee terminates his/her employment prior to exhausting the contributions
made based on vacation hours paid, the Welfare Fund shall retain the unused
portion of the contributions in the general assets of the Welfare Fund. In
order to properly account for all contributions, each employee must notify the
Welfare Fund as to when approved vacation time has been taken. The Employer
shall notify the Welfare Fund of all employees’ dates of hire within 3 weeks of
the date the MOA was signed by the parties and every January 1st thereafter.

 

C. Effective November 3,
2004, the Employer shall contribute at the rate of $3.31 per hour for the hours
specified above to the Welfare Fund. Effective March 1, 2006, the Employer
shall contribute at the rate of $3.60 per hour for the hours specified above to
the Welfare Fund. Effective March 1, 2007, the Employer shall contribute
at the rate of $3.91 per hour for the hours specified above to the Welfare Fund.
Effective March 1, 2008*, the Employer shall contribute at the rate of
$4.25 per hour for the hours specified above to the Welfare Fund. Effective March 1,
2009*, the Employer shall contribute at the rate of $4.63 per hour for the
hours specified above to the Welfare Fund. (*See Side Agreement Attachment 9 (entitled
“Side Agreement for Health & Welfare Plan Contributions and
Arbitration Procedure”) from 2004 Agreement for establishing

 

47

 

Welfare Fund contribution rates in these
years.)

 

D.  Regular
employees shall be given written notification from the Employer if the number
of hours contributed in the previous month to the Welfare Fund is less than the
fund eligibility level.

 

E. The Welfare
Fund contribution for all eligible employees will, for the month of September of
each year of this CBA, be paid on one hundred twenty (120) hours (without
regard to the hours paid in said month) at the contribution rate in effect in
the preceding month. Provided, however, that the Union shall notify the
Employer of any change in the minimum Welfare Fund eligibility requirement (i.e.,
present 120 hour rule) prior to August 1 in any year. In the event of such
a change, the Employer may elect to either pay the minimum fund eligibility on
all employees or make its payment on the regular basis. The Employer will
notify the Union of its election prior to September 1 of such year.(16)

 

F.  A regular
employee who is scheduled to work and who reports for work at the start of
his/her scheduled shift and who is subsequently sent home by the Employer for a
lack of work shall, except as limited below, have his/her Welfare Fund
contribution paid for the balance of the number of hours the employee was
scheduled to work on the shift. This guarantee does not apply where the
Employer’s establishment or any part thereof is closed as a result of ACTS OF
GOD; fire; loss of heat, water or electricity; failure of an
entertainer to perform; national, state or local emergency; or
the closure by the CCC or the DGE.

 

15.2 – HERE International Union Pension Fund, HERE International Union
Local 54 Severance Trust Fund and HERE Union Local 54 Pension Fund

 

A.  The Employer agrees to contribute to the Hotel Employees and Restaurant
Employees International Union Pension Fund (“International Pension Fund”), Hotel
Employees and Restaurant

 

(16) Bargaining Minute

 

48

 

Employees International Union Local 54
Severance Trust Fund (“Severance Fund”), and the Hotel Employees Restaurant
Employees Union Local 54 Pension Fund (“Local 54 Pension Fund”) the sums listed
below for each straight-time hour paid (excluding vacation, holiday, overtime
and any other hours paid) to each regular employee covered by this CBA. Pension
and Severance contributions shall also be made for each straight-time hour paid
(excluding vacation, holiday, overtime and any other hours paid) to steady
extra Banquet food servers and bartenders (i.e. Chain Gang). Said
contributions shall be submitted monthly to, respectively, the International
Pension Fund, the Severance Fund, and the Local 54 Pension Fund, together with
a report of the employee data required by the trust fund for each such fund, in
the format prescribed by the respective trust fund, by the fifteenth (15th) day of the month following
the month for which contributions are to be made.

 

B. International
Pension Fund Contribution Rates

 

	
  10/1/04

  	
  -

  	
  $.573 per hour

  
	
  10/1/05

  	
  -

  	
  $.673 per hour

  
	
  10/1/06

  	
  -

  	
  $.773 per hour

  
	
  10/1/07

  	
  -

  	
  $.873 per hour

  
	
  10/1/08

  	
  -

  	
  $.973 per hour

  

 

C. Severance Fund Contribution Rates

 

Effective October 1, 2004
- $0.05 per hour

 

Effective September 15,
2008 - $0.10 per hour for the first year of employment, $0.14 per hour for the
second year of employment and $0.19 per hour thereafter

 

D. Local 54 Pension Fund Contribution Rates

 

$0.50 per hour on all
straight-time hours paid as set forth in Section 15.2 A. above for the
life of the CBA.

 

49

 

15.3 - The Employer and the Union agree to be bound by the
Agreements and Declarations of Trust of each of the Welfare Fund, International
Pension Fund, Severance Fund, and Local 54 Pension Fund as may, from time to
time, be amended, and they do hereby irrevocably designate as their respective
representative on the Boards of Trustees, such Trustees named in said
Agreements and Declarations of Trust as Employer and Union Trustees, together
with their successors selected as provided therein, and agree to abide by and
be bound by all procedures established and actions taken by the Trustees
pursuant to said Trust Agreements. Any provision in this Agreement that is
inconsistent with the Agreements and Declarations of Trust, or the Plan of
Benefits, rules, or procedures established by the Trustees, shall be null and
void.

 

50

 

ARTICLE 16

 

VISITATIONS AND NOTICES (17)

 

16.1.  Designated
Union representatives shall have the right to visit the Employer’s
establishment at reasonable times in order to investigate matters relative to
wages, hours, working conditions and grievances. Such visits, however, shall
not be made at such times or in such manner as shall interfere with the proper
management and operation of the casino hotel. Union representatives shall
notify the Employer’s Director of Labor Relations or designated representative
in advance to arrange a time for and describe the nature of intended visits.

 

16.2.  Subject to the
notification provision of paragraph 16.1 hereof, the Employer shall permit the
Union to post announcements of meetings and functions in areas specifically
designated by the Employer.

 

(17)Bargaining Minute

 

51

 

ARTICLE
17

 

NO STRIKES - NO LOCKOUTS

 

17.1  Both the Union
and the Employer recognize the service nature of the hotel-casino business and
the duty of the hotel-casino operator to render continuous and hospitable
service to the public in the way of lodging, food and other amenities and
accommodations. The Union agrees that it will not call, engage in or sanction
any strike, sympathy strike, work stoppage, slow-down, picketing, sit-down,
sit-in, boycott, refusal to handle merchandise or any other interference with
the conduct of Employer’s business for any reason whatsoever. This shall
include dealings by the Employer with non-union suppliers, deliverymen, organizations,
or other employees not covered by this Agreement. The Union further agrees that
it will not interfere with any guest or tenant at the hotel while s/he is a
guest or tenant occupying a room or space who sells or exhibits non-union
merchandise or employs non-union help. The Employer agrees that it shall not
lock out its employees or any part of them covered by this Agreement.

 

52

 

ARTICLE
18

 

MOST FAVORED EMPLOYER

 

Recognizing the competitive
nature of the hotel-casino 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 hotel-casino in Atlantic
City containing terms as to wages, hours or conditions which are more favorable
to said other Employer than the terms or conditions 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 the 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.

 

53

 

ARTICLE
19

 

FUNERAL LEAVE

 

19.1  Regular
employees shall be entitled to leave of up to three (3) scheduled workdays
with pay to attend the funeral of a member of the employee’s immediate family, defined
as mother, father, grandparents, grandchildren, sister, brother, spouse, child
or domestic partner (as defined and established by HEREIU Welfare Fund or as
proven with the same evidence as required by the HEREIU Welfare Fund). The
Employer may require proof of death and/or relationship to employee. If, due to
unique circumstances, an employee requires additional time, s/he may request
such additional unpaid time off in accordance with the provisions of Article 4,
Sections 4.1, 4.2, and 4.4, which will not arbitrarily or unreasonably be
denied.

 

54

 

ARTICLE
20

 

MISCELLANEOUS PROVISIONS

 

20.1.

 

a) Room attendants shall be assigned and expected
to complete two (2) rooms per scheduled hour of work. A bedroom and parlor
or bedroom and kitchen shall equal two (2) rooms. Other rooms sold as
suites or bedrooms with two (2) baths shall equal one and one-half (11/2) rooms. Extra rooms premiums shall be $5.00. The
premium for cots and cribs shall be $1.50. Said room attendants shall receive a
receipt for every extra room cleaned and every cot serviced before leaving the
premises each day. Room attendants who use electric vacuum cleaners shall
be assigned one (1) less room per eight (8) hour shift.

 

b) When the Employer renovates and/or builds new rooms,
or adds amenities to the rooms, the Employer will notify the Union and the
Employer and Union will meet and discuss the room credits.

 

20.2. Health and Safety

 

a) The Employer agrees to provide a safe and healthy
work environment for all employees covered by this Agreement as required under
Federal and/or State laws, including all appropriate training.

 

b) The Employer agrees to give deliberate response to
all safety violations cited by OSHA. Every effort will be made to attempt to
rectify the situation according to the law and where the corrective action does
not jeopardize the operational effectiveness or employee’s safety.

 

55

 

c) The Employer shall provide, at no cost to
employees, all safety equipment that is required by law (excluding shoes) such
as safety glasses, gloves, safety belts or masks. The employee is responsible
to maintain the items in a proper manner, and is responsible for the
replacement cost of any item lost, stolen or destroyed other than due to normal
usage. Employees are required to use all safety equipment provided by the
Employer and return same upon termination of employment.

 

20.3.  The Employer
may not schedule managers to replace bargaining unit employees on an employee’s
day off.

 

20.4.  Management
Guidelines - Employer shall establish and give to the Union written guidelines
that address the responsibilities and conduct of Supervisory Personnel. Said
guidelines shall be designed to promote efficient, smooth and consistent
operations of the Employer’s business and to ensure equal treatment to
employees and shall not conflict with any portion of this Agreement.

 

20.5.  Hosts, hostesses,
captains, food servers, cocktail servers, bus persons, and banquet food servers
shall not be called upon to clean, polish, vacuum, sweep, service or maintain
hotel or kitchen equipment or be required to perform other duties normally
assigned to non-tipped personnel. These restrictions shall not apply where the
quality of service provided to guests would be adversely affected.
In no event would these duties be regularly or routinely assigned to tipped
employees.

 

20.6.  Bartenders
shall be required to perform the normal handling of checks. They shall not be
responsible for checks issued to cocktail servers. Bartenders performing
special duties shall receive ten dollars ($10.00) a day above their regular
rate when mutually agreed upon by the

 

56

 

Parties.

 

20.7.  In the event
that the Employer shall become the owner/operator of another hotel casino in
Atlantic City, New Jersey, and the Union presents the Employer with proof, by a
membership or authorization card check, that the Union lawfully represents a
majority of the employees in the appropriate bargaining unit in said
hotel-casino (consistent with the type of culinary unit in existence in the
Atlantic City hotel-casino industry), the Employer agrees to recognize the
Union as the exclusive bargaining representative of said employees without the
need to conduct a representation election. If and when recognition is so obtained,
the Employer and the Union will adopt the terms and provision of this
Agreement. Pending the conclusion of such an Agreement, the initial wages,
hours and working conditions will not be such as to undermine the prevailing
area standards, as reflected in this Agreement; provided, however, that for
purposes of developing a stable work force in the opening phase, the Employer
and Union agree that:

 

(a) The Employer’s obligations with respect to Pension
and Severance contributions for newly-hired (as opposed to transferred)
employees shall not become effective before six (6) months after the date
of opening.

 

(b) The Parties may agree (but neither is obliged to
agree) to delay the implementation of any other provisions of this Agreement
deemed appropriate for a reasonable period. The Union will cooperate and
respond in supplying all employee hiring needs to the extent the Employer seeks
such supply and referrals.

 

57

 

20.8 Subcontracting and Subleasing: (18)

 

1. It is recognized
that the Employer and the Union have a common interest in protecting work
opportunities for all employees covered by this Agreement and employed on a
regular basis.(19) Therefore, no work customarily performed by
employees covered by this Agreement as of the effective date of this Agreement
(other than set forth below) shall be performed under any lease, contract, sub-lease,
sub-contract, or other agreement unless the terms of any lease, contract, sublease,
subcontract or other agreement specifically states that (a) all such work
shall be performed only by members of the bargaining unit covered by this
Agreement and (b) the Employer shall at all times hold and exercise full
control of the terms and conditions of employment of all such employees
pursuant to the terms of this Agreement. The provisions of this Article apply
to all operations on the Employer’s premises covered by this Agreement
regardless of location or displacement of employees or prior use of the area
occupied by such operations. Notwithstanding the foregoing provisions, the
Employer may continue to purchase products and services from outside sources to
the extent they have been in the past. In addition, these provisions shall not
be applicable to those food, snack and beverage operations commonly referred to
as “fast food” or counter service as for example, Starbucks, TCBY Yogurt, and
Cinnabun, etc.

 

2. Notwithstanding
the above, the parties specifically agree that this Article 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

 

(18) Bargaining
Minute

 

58

 

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 (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.

 

3.  No bargaining unit employee shall be laid off or suffer any loss of
wages, benefits, seniority, hours of work, or classification as a consequence
of any Employer decision pursuant to paragraphs 1 and 2, above. The Employer
agrees to bargain with the Union regarding the impacts, if any, of any such
Employer decision.

 

20.9.  Employees with
over one (1) year’s continuous service shall accrue one (1) normally
scheduled day’s pay for attendance without absence from any scheduled shift (except
only days hospitalized) during any three (3) month period of continuous
employment. In no event may the employee earn more than four (4) such days
pay during any anniversary year. Periods when an eligible employee is on leave
of absence shall not be included as part of any three (3) month period. Earned
pay shall be paid by separate check following the employee’s

 

59

 

anniversary date.

 

20.10. Apprenticeship
Program: The Employer agrees to establish a registered joint
labor management culinary apprenticeship program by May 1, 2000 and to
participate in an industry wide joint apprenticeship training committee that
will adopt the minimum standards for qualification in the relevant cooks’ classification.
The Apprentice Cook rate (below) will be
on a separate schedule:

 

	
  Start

  	
   

  	
  $

  	
  7.41

  	
   

  
	
  6 months

  	
   

  	
  $

  	
  7.91

  	
   

  
	
  12 months

  	
   

  	
  $

  	
  8.90

  	
   

  
	
  18 months

  	
   

  	
  $

  	
  9.39

  	
   

  
	
  24 months

  	
   

  	
  $

  	
  9.89

  	
   

  

 

60

 

ARTICLE 21

 

SUCCESSORS AND ASSIGNS

 

21.1 Ownership.

 

This Agreement shall cover
all employees employed in classifications listed in Schedules A, A-1, A-2, A-2(2) and
Schedule B in operations within the jurisdiction of the Union which, during the
term of this Agreement, are owned by, operated by or substantially under the
control of the Employer. The term “Employer” shall be deemed to include any
person, firm, partnership, corporation, joint venture or other legal entity
substantially under the control of the Employer covered by this Agreement, or
one or more principal(s) of the Employer covered by this Agreement or a
subsidiary of the Employer covered by this Agreement, or any person, firm, partnership,
corporation, joint venture or other legal entity which substantially controls
the Employer covered by this Agreement.

 

21.2 Obligations on Employer Selling or Assigning.

 

In the event that the
Employer sells, transfers, or assigns all or any part of its right, title, or
interest in the operation covered by this Agreement or substantially all of the
assets used in such operation, or in the event there is a change in the form of
ownership of the Employer, the Employer shall give the Union reasonable advance
notice thereof in writing, and the Employer further agrees that as a condition
to any such sale, assignment or transfer, the Employer will obtain from the
successor or successors in interest a written assumption of this Agreement and
furnish a copy thereof to the Union, in which event the assignor shall be
relieved of its obligations hereunder to the extent that the assignor has fully
transferred its right, title or interest. The Union shall not be required to
post a bond or other security as a condition to obtaining an injunction or
other equitable relief against a violation or threatened violation of this
Section.

 

21.3 Obligations on Successor Employers.

 

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

 

61

 

ARTICLE 22

 

TERM OF CONTRACT

 

22.1. This contract shall supersede any other
contract in effect between the Employer and the Union and any prior or
pre-existing contract, regardless of its named expiration date is hereby
canceled and voided, to the intent and purpose that this shall be the only
contract between the Employer and the Union and shall supersede any contract
between the Employer and individual member or members of the Union corning
within classifications covered by this Agreement.

 

22.2.  The Union anticipates negotiating new or
amended contracts with other casino hotels and/or the Casino Hotel Association
upon 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 sixty (60) days prior to September 14, 2009.
If such option is exercised, the instant contract shall remain in effect until
such time as the new contract (with its appropriate retroactivity) becomes
applicable. Any such contract shall contain the present Article 18 Most
Favored Employer language. In the event more than six (6) of the casino
hotels exercise the aforesaid option, the option provided herein shall be null
and void and of no further effect.

 

22.3. Amendments, additions
and/or deletions to this Agreement, with the exception of powers under Articles
18 and 21, paragraph 22.2, will be null and void unless in writing and signed
by the Parties hereto.(19)

 

22.4.  The collective
bargaining agreement shall remain in effect until 11:59 p.m. on September 14,
2009 and shall continue in full force and effect from year to year thereafter, unless
either party serves sixty (60) days written notice of its intention to
terminate, modify, or amend the Collective Bargaining Agreement.

 

(19) Bargaining
Minute

 

62

 

IN WITNESS WHEREOF, the undersigned Parties have hereunto set their
hands and seals this     day of     2005.

 

ADAMAR OF
NEW JERSEY, INC.,D/B/A TROPICANA CASINO AND RESORT

 

 

	
  BY:

  	
  /s/ [ILLEGIBLE]

  	
   

  
	
   

  	
   

  
	
   

  	
   

  
	
  UNITE
  HERE LOCAL 54 INTERNATIONAL UNION

  	
   

  
	
   

  	
   

  
	
   

  	
   

  
	
  BY:

  	
  /s/ C. Robert McDevitt

  	
   

  
	
  C. Robert McDevitt,
  President

  	
   

  
	
   

  	
   

  
	
   

  	
   

  
	
  BY:

  	
  /s/ Donna M. DeCaprio

  	
   

  
	
  Donna M. DeCaprio, Secretary
  Treasurer

  	
   

  

 

63

 

SPECIAL
DUTY RATES: The following rates will be paid only for
hours actually worked in these classifications:

 

High Window Washer - $2.75/hr. + Heavy Porter
rate

Stationary Bell Captain - $1.00/hr. + Bell Captain
Rate

Leads - $.50 per hr. + applicable
rates

Convention Services Attendants - $.75/hr. + Heavy Porter rate

Showroom Captains who work shows with direct
seating will receive four (4) hours guarantee of work.

 

WAGE AGREEMENT

 

1.              TOP SCALE BONUSES - Bonuses (“Top Scale Bonuses”)
shall be paid to all employees in the classifications(20) set forth in Schedule A-1 who are at the top
scale rate or above (such employees hereinafter referred to as “Top Scale
Employees”) effective September 14, 2005 and September 14, 2006, respectively.
The Top Scale Bonuses for 2005 shall be paid no later than the first pay date
following October 7, 2005 and, for 2006, by no later than September 30,
2006. The Top Scale Bonuses shall be calculated, respectively, by multiplying
$0.25 by each straight time hour worked by a Top Scale Employee for the
employer in the period commencing September 15, 2004 and ending September 14,
2005, and the period commencing September 15, 2005 and ending September 14,
2006. Top Scale Bonuses shall only be paid to those Top Scale Employees who
were in the employ of the employer as of September 15, 2005 and September 15,
2006, respectively (including those Top Scale Employees who retain seniority
under the 2004 CBA but who are in layoff or leave of absence status as of those
dates). Top Scale Bonuses are payable on straight time hours worked by such Top
Scale Employees for such employer only. Top Scale Bonuses shall be issued by
each employer in a separate bonus check to each eligible Top Scale Employee, subject
to all required taxes and withholdings. The Top Scale Bonuses for 2006 shall be
subject to the minimum tax withholdings required by applicable law and
regulation.

 

2.              TOP SCALE RATE IN EACH CONTRACT YEAR — The rate to be
paid to Top Scale Employees (the “Top Scale Rate”) in each classification
listed in Schedule A-1 shall be the Top Scale Rate effective 9/14/04 set forth
in the CBA (unless the employee is already paid at a higher rate), except that
such Top Scale Rates (or higher rates) shall increase by $0.25 effective
9/15/2007 and by $0.30 effective 9/15/2008.

 

(20)Bargaining Minute

 

64

 

3. WAGE
RATES FOR EMPLOYEES IN STEPS SET FORTH IN SCHEDULES A & A-2 TO THE
EXPIRED CBA

 

a.               All employees
hired prior to September 15, 2004, who as of such date were in the wage
progressions (the “Wage Progressions”) listed in Schedules A and A-2 (have not
reached the Top Scale Rate), shall for the period commencing September 15,
2004 and ending September 14, 2005, be frozen at the wage rate in effect
for each such employee as of September 14, 2004. All such employees are
referred to as Frozen Employees herein.

 

b.               Except as
limited herein, all Frozen Employees shall, on September 15, 2005, advance
one (1) step in the Wage Progressions from the wage rate in effect for
each such employee as of September 14, 2004. On each successive September 15,
the Frozen Employees shall progress one (1) additional step in the Wage
Progressions. This includes all Frozen Employees regardless of their current
step, including those who are working at the start rate and 1-year rate and who
would not normally advance a step until their next employment anniversary date.
This also includes Frozen Employees working at the 7th step Wage
Progression rate, who will move to the current Top Scale Rate.

 

c.               Except as
limited herein, all Frozen Employees, regardless of their current Wage
Progression step, shall no longer progress through the Wage Progression steps
on their employment anniversary date, but shall progress through the Wage
Progression steps on September 15 of each year only (commencing September 15,
2005).

 

d.               Except as
limited herein, Employees hired on or after September 15, 2004 (“New Hires”)
in classifications included in Schedule A-2 shall progress normally through the
steps in Schedule A-2 (i.e., year 1 on anniversary date, year 2 on anniversary
date, steps 3 and above on September 15 of such year, unless otherwise set
forth below).

 

e.               Effective for
the contract years of September 15, 2007 through September 14, 2008 (“Year
4”), and September 15, 2008 through September 14, 2009 (“Year 5”), all employees in classifications included
in Schedules A and A-2 who have not yet achieved the Top Scale Rate prior to September 15,
2007, shall receive their Year 4 wage increase and Year 5 wage increase, respectively,
in 50% increments spread six months apart. This shall be the case for employees
moving through any step in the scales, which includes the following steps: start
to 1 year; 1 year to 2 year; 2 year to 3rd step; 3rd step to 4th step; 4th step to 5th step; 5th step to 6th step; 6th step to 7th step, and; 7th step to the
Top Scale Rate. All such moves

 

65

 

shall
occur on September 15 and March 15 of Year 4 and Year 5, respectively,
except for such moves relating to employees moving from start rate to 1 year
rate and 1 year rate to 2 year rate in Year 4 and/or Year 5, who shall move 50%
on their employment anniversary date and 50% on the 6 month anniversary of
their employment anniversary date (e.g., for an employee hired on 2/15/07 - 50%
of 1 year Wage Progression increase on February 15, 2008 and 50% of 1 year
Wage Progression increase on August 15, 2008).

 

4. EXAMPLES  - All of the
agreements set forth herein are expressly qualified by the examples set forth
in Attachment 11, which are incorporated herein and made a part hereof by
reference. If there is any dispute regarding the intent of any proposal set
forth herein, the examples set forth in Attachment 11 shall provide the
controlling interpretation. The examples used are for the classification of
bartenders, but shall be applied equally to all classifications set forth in
Schedules A, A-1, A-2 and A-2(2).

 

66

 

SCHEDULE “B”

 

Starting Wages for Banquet Extras*

 

	
   

  	
   

  	
  CHAIN

  	
   

  	
  B-LIST

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Food Servers

  	
   

  	
  6.11

  	
   

  	
  5.09

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Captains

  	
   

  	
  7.54

  	
   

  	
  6.52

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Food Service Att.

  	
   

  	
  6.59

  	
   

  	
  5.57

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Bartenders

  	
   

  	
  10.16

  	
   

  	
  8.12

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Bartenders, Ser.

  	
   

  	
  12.42

  	
   

  	
  9.95

  	
   

  

 

Employees will receive wage increases as
follows:

 

1. CHAIN GANG AND B-LIST EMPLOYEES — Chain Gang and
B-List employees shall receive a bonus in 2005 and 2006 using the same formula
and rules as is being used for Top Scale Bonuses in September 2005
and September 2006, and as set forth in paragraph 1 of the Wage Agreement
above. The bonuses for B-List employees shall be payable only by the employer
for whom the B-List employee primarily worked. The determination of this
employer responsibility shall be made in the same manner as is detailed in the
side letter addressing health and welfare contributions for B-List employees
that is attached to the CBA (i.e., the employer for whom the B-List employee
worked the most hours is responsible for paying that employee a bonus for all hours
he/she worked for that employer only). Given that the determination of employer
responsibility for the payment of the B-List bonuses will require the mutual
exchange of information between the Union and each AC Casino, the B-List
Bonuses in 2005 and 2006 shall be payable within 15 days after the parties have
agreed upon financial responsibility for the B-List Bonuses. The effective wage
rate for Chain Gang employees only (and not B-list employees or

 

67

 

other extras) shall remain
unchanged, except that such rates shall increase by $0.25 effective 9/15/2007
for all such Chain Gang employees on the payroll as of 9/15/2007 and by $0.30
effective 9/15/2008 for all such Chain Gang employees on the payroll as of
9/15/2008. The effective wage rate for B-List employees and other extras only (and
not Chain Gang employees) shall remain unchanged, except that such rates shall
increase by $0.15 effective 9/15/2007 for all such B-List employees and other
extras on the payroll as of 9/15/2007 and by $0.15 effective 9/15/2008 for all
such B-List employees and other extras on the payroll as of 9/15/2008. The
start rates listed above for B-List and Chain Gang shall remain unchanged for
the duration of this Agreement.

 

The above stated rates are
calculated on the basis of twenty (20) covers to be served by the food servers.
In the event a food server is called upon by Employer to serve more than twenty
(20) covers, extra compensation shall be paid by dividing the above stated
rates by twenty (20) and multiplying said sum by the number of extra covers
served. Each food server shall be required to set up and break down his/her own
stations and shall receive no extra compensation therefor. If, however, a food
server is called upon to set up or break down more than his/her twenty (20) place
settings, s/he shall receive four cents ($.04) per place setting set up or
broken down more than twenty (20).

 

* There shall be a four (4) hour
minimum for all banquet extras, except extra bartenders who shall be guaranteed
eight (8) hours.(21)

 

In the event regular food
servers are called upon to serve banquets, they shall immediately punch out
from the regular department and punch into the banquet department and will
thereupon be entitled to receive the above banquet rates.

 

(21)Bargaining
Minute

 

68

 

BANQUET EXTRAS

 

Overtime of four (4) hour
minimum - same hourly rate of pay.

 

Over one-half (1/2) hour - goes to full hour.

 

Over eight (8) hours -
time and one half regular hourly rate.

 

MODEL BANQUET STATEMENT

 

NAME

 

	
  DATE

  	
   

  	
  FUNCTION

  	
   

  	
  PAY

  	
   

  	
  GRATUITY

  	
   

  	
  EXTRA COVERS

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  10/16/83

  	
   

  	
  Lunch

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  15.75

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  10/17/83

  	
   

  	
  Reception

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  24.50

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  10/18/83

  	
   

  	
  Dinner

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  18.50

  	
   

  	
  $

  	
  7.00

  	
   

  
													

 

(SAME STATEMENT FOR BARTENDERS WORKING
PARTIES)

 

EXTRA PAY FOR EXTRA COVERS

 

Anyone required to work more
than their normal twenty (20) covers for banquets, (except continental
breakfasts), thirty (30) covers for buffets, over fifteen (15) covers for
French service banquets, will receive the pay for extra covers set up; e.g., ten
(10) extra covers, $7.00 extra pay, or seventy cents ($.70) per extra
cover set up.

 

GRATUITY FOR EXTRA COVERS

 

Employees who work extra
covers will receive a full gratuity for covers actually worked. This is done by
taking the full gratuity for the extra covers worked first, then dividing the
remainder of the gratuity equally among the servers.

 

69

 

GUARANTEE COVERS

 

When a party has a guarantee
and the party falls below the guarantee, then the guarantee of covers will be
paid at the fifteen percent (15%) gratuity, provided the Employer is able to
collect said guarantee.

 

REPORTING PAY

 

When extras report to work
and are sent home for lack of work, they shall receive full hourly pay for the
scheduled shift.

 

EXTRA EMPLOYEES

 

1. Extra employees are subject
to the same grievance procedure and progressive system of disciplinary action
as steady employees after fifteen (15) days of actual work for the Employer.

 

2. Banquet employees shall not
be required to separate silver, move heavy carts, or set up stations that are
not their stations. However, if scheduled as set-up and break-down crews, then
banquet personnel scheduled will be required to set up no more than two (2) stations.

 

EXTRA BARTENDERS

 

Extra bartenders shall not
be obligated to work more than one (1) party during any eight (8) hour
shift. In emergency situations, a regular bartender, with his/her consent, may
be assigned to work parties. Any extra bartender required to work a combination
bar will receive the service bartender’s rate.

 

70

 

BARGAINING MINUTES AND SIDE AGREEMENTS

 

Endnotes have been inserted
throughout the Agreement as a matter of convenience and their location does not
define, alter, vary or serve to interpret any provision of this Agreement.

 

1.         Article 3, Control Discharge & Seniority, Section 3.1 -
This bargaining minute describes the parties’ understanding of any
arbitration involving an employee’s overt, discourteous conduct toward a guest
or patron. No negative inferences will be drawn by an arbitrator against the
Employer if a guest or patron, who was the object of overt, discourteous
conduct by a grievant or grievants, is unable or unwilling to testify at the
arbitration. In lieu of a personal appearance, the testimony of the guest or
patron may be taken by alternative methods, such as telephonic or video
conferencing, providing the Union can verify the identity of the guest or
patron.

When the Employer advises
the Union that a guest will appear at an arbitration, either telephonically or
in person, a Union representative may only contact the guest by telephone
together with a representative of the Employer’s Labor Relations Department. Notwithstanding
this agreement, there will be no change in the rules of evidence normally
utilized in an arbitration process. This bargaining minute does not affect any
other types of cases. See page 8 for
location of endnote.

 

2.         Article 3,
Section 3.3(c) - Each of the
Employers recognize that personal service of a disciplinary notice on an
Employee in the workplace is a good personnel practice which they intend to
continue. On occasion, for one reason or another, an Employer may not be able
to do so, in which case mailing on or before the seventh day will suffice as
notice hereunder. In no event, however, will such mailings be regularly substituted
for personal service. See page 9 for
location of endnote.

 

3.         Article 3,
Section 3.3(d) - This bargaining
minute describes the Parties’ understanding regarding the administration of Article 3,
Section 3.3 (d). If in a just cause arbitration, the Union introduces an
employee’s past service record beyond the twelve month period in any
arbitration, the Employer may introduce the employee’s entire disciplinary
record and the arbitrator may consider such record in his/her award. See page 10 for location of endnote.

 

4.         Article 3,
Section 3.7(d) - The Parties
agree that seniority will not govern “Choice of station or floor assignments, as
otherwise qualified,” pursuant to Article 3, Section 3.7 (d), in
those classifications/departments where the Employer has traditionally assigned
employees. The above shall apply to those areas which fall within the realm of
traditional assignment. This will include, but not be limited to, existing
areas, expansion of existing areas, creation of new areas or any other type of
expansion which is part of the Employer’s operation. Additionally, the Employer
agrees that it will not make assignments for punitive or retaliatory purposes. See page 11 for location of endnote.

 

71

 

5.         Article 4,
Leave of Absence - With respect to the issue of excessive leaves
of absence, the Parties agree that an Employer has a reasonable expectation
that an individual who accepts a full time position will be available to work
full time with due consideration for that employee’s statutory and contractual
rights and circumstances which may arise in his/her personal life. See page 19 for location of endnote.

 

6.         Article 5,
Grievance &  Arbitration - This Article subject to a side agreement
between the Parties attached hereto as Attachment 2. See page 21 for location of endnote.

 

7.         Two
Bargaining Minutes as follows: See page 21 for location of endnote.

 

Article 5, Grievance & Arbitration, Section 5.1(a) - The Parties
agree that the purpose of step 1 (a) of the grievance procedure in cases
dealing with discipline and discharge is to require employees to first attempt
to resolve such grievances at the department head level. Any employee who files
a written grievance within seven (7) calendar days after his/her receipt
of the disciplinary notice shall not be foreclosed from further processing of
his/her grievance. If the grievant, however, fails to utilize a step 1 (a) and
files a grievance within seven (7) days, s/he has seven (7) days from
the filing of the grievance to attempt to resolve the grievance with the
department head or s/he is precluded from pursuing the grievance. If the
employee timely attempts the step 1
(a), the Employer reserves the right to postpone any further processing
of such a grievance until the step 1 (a) has been completed, not to exceed
seven (7) days. See page 21 for
location of endnote.

 

Article 5, Grievance & Arbitration, Section 5.1(a) - The written disposition of a
non-disciplinary grievance at Step 1(a) will be non-precedential and
will not be deemed to have modified or amended this Agreement. See page 21 for location of endnote.

 

8.         Article 5,
Grievance & Arbitration, Section 5.1(b) - In any step 1 (b) meeting
under Article V, the Parties agree that as long as the Union has given
sufficient notice and space is reasonably available, a room will be made
available with seating for all participants and a desk or table for the
business representative to take notes. See page 22
for location of endnote.

 

9.         Article 5,
Grievance & Arbitration, Section 5.5 - The Parties
agree that in handling discharge cases under Article V, the Parties, their
representatives and any arbitrator selected by the Parties recognize that best
efforts shall be utilized to schedule an arbitration within five (5) months
of the selection of the arbitrator. The arbitrator should suggest alternative
times such as afternoons or evening sessions to achieve this
goal. The failure to meet these time limits will not require any action by the
arbitrator nor is the failure an arbitrable issue, but the Parties do recognize
that the above stated time limitation is the goal that the Parties and the
arbitrator seek to achieve. See page 24
or location of endnote.

 

72

 

10.       Article 7,
Shop Stewards - If the Employer
relieves a Shop Steward from his/her employment duties to attend grievance
hearings, it shall be without loss of pay. See
page 27 for location of endnote.

 

11.       Article 9,
Vacations, Section 9.6(a)(b) -
Vacation weeks which have not been selected after the final posting
required by the Agreement and which the Employer has not closed and/or assigned
are available on a first come first serve basis. Employees who wish to select
these week(s) shall, on a form provided by the Employer, request the
available week(s) fourteen (14) days in advance of the specific week(s). The
Employer shall respond to the employee within seven (7) days of the
request. See page 31 for location of
endnote.

 

12.       Article 12,
Hours of Work and Overtime - This paragraph,
which deals with shift scheduling in cases where the Employer decides to change
a department’s hours of operation, is not intended to reduce the ability of the
Employer to operate efficiently and effectively, does not restrict the Employer
from changing hours of operation or from establishing new shift schedules, is
not a guarantee for senior personnel of forty (40) hours or other customary
shifts assignments and does not require shortened shift scheduling to be
accomplished in inverse order of seniority. Within these constraints, it does
reflect the Employer’s commitment consonant with its business needs, to use its
best efforts to enhance work opportunities for senior personnel when short
shift schedules are implemented. See page 37
for location of endnote.

 

13.       Article 14,
Gratuities - This Section subject to
a side agreement between the Parties attached hereto as Attachment 3. See page 42 for location of endnote.

 

14.       Article 14,
Gratuities, Section 14.6 - “Prominently”
is defined as sufficiently legible so that patrons can easily see that
gratuities are not included when s/he is signing for a complimentary. See page 43 for location of endnote.

 

15.       Article 15,
Health & Welfare, Pension & Severance - The parties agree that the terms and conditions of Article 15
of the parties prior CBA remained in full force and effect (effective 9/15/04
to 11/3/04) except as modified herein. See page 46
For location of endnote.

 

16.       Article 15,
Health & Welfare, Pension &  Severance, Section 15.1E This Section is
subject to a side agreement between the Parties attached hereto as Attachment 4.
See page 48 for location of endnote.

 

17.       Article 16,
Visitation and Notices, Section 16.1 - This Article subject to a side agreement
between the Parties attached hereto as Attachment 5. See page 51 for location of endnote.

 

18.       New
Bargaining Minute - Article 20, Miscellaneous Provisions, Section 20.8
- The protections and guarantees outlined in this section also apply to
extra employees and is

 

73

 

subject to a Side Agreement
between the Parties attached hereto as Attachment 6. The parties agree that the
exclusion of certain pre-existing operations and “Existing Contracts” from the
limitations of Section 20.8, as set forth in “paragraph 2 of Section 20.8, does
not include food and beverage service on the beach. See page 58
for location of endnote.

 

19.       Article 22, Term of Contract, Section 22.3
- This provision subject to a side agreement, between the Parties
attached hereto as Attachment 7. See page 62 for location of endnote.

 

20.       Wage Agreement - Throughout this
Wage Agreement, the word “classifications” is intended to include all
classifications in the respective schedules referred to herein and those
historically added by the parties to the various CBAs by side agreement or
otherwise. See page 64
for location of endnote.

 

21.           Schedule B - This provision
subject to a side agreement between the Parties attached hereto as Attachment 8. See page 68 for location of endnote.

 

74

 

ATTACHMENTS

 

	
  Attachment 1

  	
   

  	
  *Attendance Policy
  Implementation Procedure

  
	
   

  	
   

  	
  *Industry Attendance Policy

  
	
   

  	
   

  	
  *Side letter with reference to Section 10 of 

  
	
   

  	
   

  	
  Memorandum of Settlement.

  
	
   

  	
   

  	
  *Memorandum of Settlement.

  
	
   

  	
   

  	
   

  
	
  Attachment
  2

  	
   

  	
  *Side Agreement with
  reference to Article 5

  
	
   

  	
   

  	
  Non-disciplinary Arbitration

  
	
   

  	
   

  	
   

  
	
  Attachment
  3

  	
   

  	
  *Side Agreement with
  reference to Private

  
	
   

  	
   

  	
  Access Clubs and Room Service Amenities 

  
	
   

  	
   

  	
  Gratuities

  
	
   

  	
   

  	
   

  
	
  Attachment
  4

  	
   

  	
  *Side Agreement with
  reference to Article 15 

  
	
   

  	
   

  	
  Section 15.1 E

  
	
   

  	
   

  	
   

  
	
  Attachment
  5

  	
   

  	
  *Side
  Agreement with reference to Article 16

  
	
   

  	
   

  	
  Visitation Notices Section 16.1

  
	
   

  	
   

  	
   

  
	
  Attachment
  6

  	
   

  	
  *Side
  Agreement with reference to Subcontracting

  
	
   

  	
   

  	
   

  
	
  Attachment
  7

  	
   

  	
  *Side
  Agreement with reference to Article 22

  
	
   

  	
   

  	
  Sections 22.1 and 22.3

  
	
   

  	
   

  	
  *List of Side Agreements from the previous

  
	
   

  	
   

  	
  Collective Bargaining Agreement

  
	
   

  	
   

  	
   

  
	
  Attachment
  8

  	
   

  	
  *Side Agreement with
  reference to Banquet

  
	
   

  	
   

  	
  Dinner/Reception Gratuity

  
	
   

  	
   

  	
   

  
	
  Attachment
  9

  	
   

  	
  *Side
  Agreement with reference to Article 15, Section 15.1C

  
	
   

  	
   

  	
   

  
	
  Attachment
  10

  	
   

  	
  *Side
  Agreement with reference to UNITE HERE INTERNATIONAL UNION TIP

  
	
   

  	
   

  	
   

  
	
  Attachment
  11

  	
   

  	
  *Side
  Agreement with reference to 401K Plan

  
	
   

  	
   

  	
   

  
	
  Attachment
  12

  	
   

  	
  *Wage
  Progression Examples

  

 

75

 

ATTACHMENT #1

 

INDUSTRY ATTENDANCE POLICY

 

POINTS

 

	
  ABSENCE with call 2 hours
  prior to start of shift

  	
   

  	
  5 points

  
	
  ABSENCE with call in less
  than 2 hours prior to start of shift

  	
   

  	
  8 points

  
	
  ABSENCE with call within
  one hour after start of shift

  	
   

  	
  10 points

  
	
  NO CALL/NO SHOW(22)

  	
   

  	
  25 points

  
	
  LATENESS

  	
   

  	
  3 points

  
	
  ABSENCE on Holiday

  	
   

  	
  12 points

  
	
  LEAVING WORK prior to
  completion of the shift, except for approved early outs(23)

  	
   

  	
  3 points

  

 

Consecutive absences, caused
by illness, will be considered as one absence. Consecutive absences caused by
illness of 3 days or more must be documented by a doctor’s note in order to be
considered as 1 absence. An employee’s failure to provide the note when
requested will result in each day of the absence being considered as separate
occurrences. An employee must properly call-in on each day of absence, regardless
of duration.

 

If an employee has received
a suspension or final written warning, the Company will deduct five (5) points,
from the employee’s total accumulated points if no points are assessed for
ninety (90) consecutive days from the date of the event triggering the
suspension or final written warning, excluding time off for approved leaves of
absence. This procedure may only be invoked once per twelve (12) month period.

 

PROGRESSIVE
DISCIPLINE

 

	
  15 points

  	
   

  	
  Verbal warning

  
	
  20 points

  	
   

  	
  Written warning

  
	
  35 points

  	
   

  	
  Final Written Warning or
  Suspension (at the discretion of the Employer)

  
	
  43 points

  	
   

  	
  Termination (at the
  discretion of the Employer)

  

 

(22) A call received
three (3) or more hours after the start of a shift or arrival late three (3) or
more hours after the start of a shift without calling in will be considered a
no call/no show.

(23) Employees who
leave work without permission from a supervisor may be disciplined up to and
including discharge.

 

76

 

ADMINISTRATION

 

The Company may send an employee
home and consider the occurrence as an absence if the employee reports to work
more than one (1) hour after the beginning of his/her shift.

 

Probationary employees may
be disciplined, up to and including discharge, without regard to the point
system. Points accrued during an employee’s probationary period will remain
part of the employee’s record when the employee completes probation.

 

Points and pattern
absenteeism will be assessed on a continuous 52 week basis. The language in Article 3
Section 3.4 will govern when time is  deducted from the 52 week period. The
Company may waive any discipline or the assessment of points under this policy
in its sole discretion. No waiver will preclude the Company from instituting
any discipline or assessing points in the future for the same or similar
violations.

 

Each department will
designate a phone number to be called for latenesses and
absences.

 

The following will not be cause for points or
disciplinary action:

 

1. Pre-approved Jury Duty

2. Military Leave

3. Funeral Leave, when
entitled to under contract

4. Pre-approved absence for
Union business

5. Scheduled Vacation or
Personal Days

6. Hospital Admissions

7. Approved Leave of Absence(24)

 

PATTERN
ABSENTEEISM

 

Discipline for pattern
absenteeism will be issued separately and in addition to points assessed under
the point system. Pattern absenteeism is three absences within one of the
following categories within a twelve month period: (i) absences on
recurring days of the week; (ii) weekend days/nights and/or holidays; or (iii) days
before or after an employee’s days off. Absences from more than one category will
not be combined to constitute pattern absenteeism.

 

The employee will receive a
written warning for the third pattern absence within the twelve month period. A
fourth occurrence will result in a final warning or suspension, at the Company’s
discretion. A fifth occurrence may result in termination at the Company’s
discretion.

 

(24)  An approved leave of absence
will be defined according to the individual Company’s leave of absence policy.

 

77

 

ATTENDANCE POLICY

IMPLEMENTATION PROCEDURE

 

1.                                       A Company is
not required to adopt the attached Industry Attendance policy (“Attendance
Policy”).

 

2.                                       No Company may
combine attendance track discipline with non-attendance track discipline.

 

3.                                       Companies that
have used combined tracks for absenteeism and performance/misconduct will treat
any active discipline for absenteeism or performance/misconduct on separate
tracks for purposes of converting employees.

 

78

 

ATTACHMENT #1

MEMORANDUM OF SETTLEMENT

 

This Agreement is entered as
of this 12th day of July, 1995 by and among UNITE HERE LOCAL
54 (“Union”) and ADAMAR OF NEW JERSEY, INC.,D/B/A TROPICANA CASINO AND RESORT (“Employer”).

 

AGREEMENT

 

WHEREAS, the Employer implemented the
Industry Attendance Policy (the “Policy”) pursuant the Memorandum of Agreement
between the Union and the Employer dated January 11, 1995; and

 

WHEREAS, disputes have arisen between
the Union and the Employer regarding the interpretation and/or application the
Policy; and

 

WHEREAS, the parties have agreed to
resolve the disputes amicably, it is hereby agreed as follows:

 

1.                                      Points may be
assessed under the Policy for each day of absence due to an illness other than
the employee’s.

 

2.                                      Absences due to
an illness which surround an employee’s scheduled day(s) off will be
treated as consecutive absences under the Policy.

 

3.                                      Absences which
involved an employee’s scheduled day(s) off will be treated as no more
than one occurrence within category (iii) of the Policy’s Pattern
Absenteeism provision. Notwithstanding the foregoing, absences before or after
an employee’s day(s) off which are not consecutive will continue to be
treated as separate occurrences.

 

4.                                      In those
situations where the consecutive absences are treated as one absence under the
Policy for purposes of assessing points, the highest point value for a single
day’s absence within consecutive absences will be assessed as the total point
value for the consecutive absences. Employees will still be required to comply
with the call-in requirements for each day of the consecutive absences. An
employee’s failure to make the appropriate notification on any given day will
result in additional points being assessed in the amount specified in the
Policy for the type of improper notification.

 

5.                                      An employee
will not receive three (3) points for leaving work prior to completion of
his/her shift in the situation where the employee left work early due to
his/her own illness and was then subsequently absent the next day due to
his/her own illness. Instead, points will be assessed for this situation
pursuant to paragraph 4 above. The day the employee left early will be counted
as a day for purposes of the doctor’s note requirement.

 

79

 

6.                                      Employees
leaving early or returning late from break will not be considered attendance
related matters and as such, will not be covered under the Policy. Instead, any
discipline will be imposed as part of the-Employer’s disciplinary procedures.

 

7.                                      Three points
will be assessed if an employee does not call-in himself or herself in addition
to any other points issued for the violation. The failure of an employee or
his/her designee to follow the Employer’s procedure for calling in regarding
absences will be considered a no call/no show under the Policy.

 

8.                                      Three (3) points
will be assessed if an employee fails to call-in within two (2) hours
after the start of his/her shift on a holiday. Five (5) points will be
assessed if an employee fails to call-in within one (1) hour prior to the
start of his/her shift on a holiday. These points are in addition to the twelve
(12) points assessed for the holiday absence.

 

9.                                      All employees
on the Employer’s payroll as of the date of this Agreement who received points
under the Industry Attendance Policy which would not have been issued pursuant
to Sections 1 through 8 of this Agreement may have those points expunged, provided
the request to have the points removed is brought to the attention of the
Employer within two (2) weeks of the date of this Agreement. An employee
must make his/her request directly to the Union which is responsible for
reviewing the validity of the request. The Employer is under no obligation to
respond to a request brought to its attention directly by the employee. After
the Union completes its review, it will forward the request to the Employer for
consideration. All requests submitted by the Union will not be unreasonably
denied by the Employer. In no event will the expunction of points result in any
form of financial liability to the Employer.

 

10.                               The Employer
will provide an employee with written notification of any points assessed under
this Policy within fourteen (14) calendar days from the date of the incident
leading to the assessment of the points. The Employer may use whatever form of
written notification it deems suitable. The Employer may also provide notice to
the employee, via registered mail, postmarked no later than the fourteenth (14th)
day from the date of the incident leading to the assessment of the points, to
the employee’s last known address. The Employer’s failure to provide timely
notice as specified above will result in the expunction of the points. Any
dispute over the issuance of points must be filed in accordance with the time
limits for disciplinary matters under the Collective Bargaining Agreement from
either (i) the date the employee received notice of the violation or (ii) within
three (3) days of the date of mailing, which ever is later. If the matter
is not grieved within the period, the Union may not raise the assessment of
those points in any future grievance or arbitration.(25)

 

(25)

 

It is the Union and Employer’s understanding
that Section 10 does not modify in any way the seven (7) day
requirement for assessing disciplinary action specified in Article 3, Section 3.3
(a), or Article 5, Section 5.1 (b) of the CBA

 

80

 

11.                               It is
understood and agreed that this Agreement is a complete agreement among the
Parties and that all disputes, issues, claims, and rights arising out of the
situations addressed by this Agreement are settled forever.

 

12.                               This agreement
should not be construed as an admission of any liability against the Employer.

 

13.                               The Union
agrees to withdraw all grievances and arbitrations covered under this Agreement.
The Employer will remove any points assessed under this Policy consistent with
this agreement and applying to those matters covered under paragraph 10 of this
Agreement.

 

 

	
  FOR THE UNION:

  	
   

  	
  FOR THE EMPLOYER:

  
	
  UNITE HERE LOCAL 54

  	
   

  	
  ADAMAR OF NEW JERSEY, INC.,D/B/A

  
	
   

  	
   

  	
  TROPICANA CASINO AND RESORT

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  BY:

  	
  /s/ Bob McDevitt

  	
   

  	
  BY:

  	
  /s/ [ILLEGIBLE]

  
	
   

  	
  President

  	
   

  	
   

  	
  Labor Relations

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  BY.

  	
  /s/ Donna M. DeCaprio

  	
   

  	
   

  
	
   

  	
  Secretary Treasurer

  	
   

  	
   

  

 

81

 

ATTACHMENT #2

 

Mr. Bob McDevitt

President

UNITE HERE Local 54

203-205 N. Sovereign Avenue 

Atlantic City, New Jersey
08401

 

Dear Mr. McDevitt:

 

The following sets forth our
understanding regarding the Employer’s limitation of liability in
non-disciplinary arbitration cases.

 

We have agreed that
notwithstanding any award by an arbitrator granting back pay or any other
retroactive contractual financial remedy, that the Employer’s liability is
limited to six months from the date of the filing of the grievance. We have
further agreed that this letter shall not be entered into evidence nor
submitted to the arbitrator. It may only be used to support the above described
limitation of liability when the Employer pays the award. This letter may also
be used as defense against any claim of any liability in excess of six months
filed by any person in any other tribunal. This letter in no way affects or
modifies Article 5, Section 5.6, Paragraph (d) of the Collective
Bargaining Agreement.

 

If the above is also your
understanding please sign in the space below and return a copy to me.

 

Yours very truly,

 

ADAMAR OF NEW JERSEY, INC.,D/B/A
TROPICANA CASINO AND RESORT

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
  Authorized Signature

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  Approved and Agreed to by:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Bob McDevitt

  	
   

  	
  /s/ Donna M. DeCaprio

  
	
  LOCAL 54 PRESIDENT 

  	
   

  	
  LOCAL 54 SECRETARY TREASURER

  
	
  Bob McDevitt

  	
   

  	
  Donna M. DeCaprio

  

 

82

 

ATTACHMENT 3

 

Mr.
Bob McDevitt, President

UNITE HERE Local 54

203-205 North Sovereign Ave. 

Atlantic City, New Jersey 08401

 

Dear Mr. McDevitt:

 

Presently existing side
agreements and/or practices on the following subjects will be continued except
as adjusted as follows:

 

Only bartenders and food
servers/cocktail servers in existing limited access clubs as of September 14,
1994 and who currently enjoy guaranteed gratuities under existing side
agreements will continue to enjoy these gratuities during the life of this
Agreement.

 

Room service food
servers whose gratuities are based upon a percentage will receive their
existing percentages for amenities delivered to a guest room when a check is
not presented with a cap of $55.00 effective September 15, 1999. Fixed
dollar rates are not affected by this Agreement, nor are existing lower caps.

 

Room service food
servers who deliver amenities and/or food and/or beverages to a butler will
continue to enjoy their current percentages with a cap of $55.00 effective September 15,
1999, unless a lower arrangement is in effect.

 

If the above is also your understanding
please sign in the space below and return a copy to me. 

 

	
  Yours very truly,

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  ADAMAR OF NEW JERSEY, INC.,D/B/A TROPICANA CASINO
  AND RESORT

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
  Authorized signature

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  Approved and Agreed to by:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Bob McDevitt

  	
   

  	
  /s/ Donna M. DeCaprio

  
	
  LOCAL 54, President

  	
   

  	
  LOCAL 54,
  Secretary-Treasurer

  

 

83

 

ATTACHMENT 4

 

Mr. Bob McDevitt, President

UNITE HERE Local 54

203-205 North Sovereign Avenue

Atlantic City, New Jersey 08401

 

Dear Mr. McDevitt:

 

The following sets forth our understanding regarding
the Employer’s obligation to make Health and Welfare contributions for B-List
employees pursuant to Article 15, Section 15.1E, of the Collective
Bargaining Agreement between the Parties.

 

On October 5 of each contract year, the Employer
will provide the Union with a list of all individuals who worked as B-List
employees during the preceding twelve (12) months. Such list will also include
the total number of hours worked by each individual during the twelve (12) month
period in his/her capacity as a B-List employee. The union will compile this
information with similar information received from the other Atlantic City
property who also participated in the coordinated bargaining for the current
agreement. The Union will notify the Employer by October 10 of those
individuals for which the Employer is required to make the 120 hour
contribution in September. The Employer shall make the requisite 120 hour
contribution in September. The Employer shall make the requisite 120 hour
contribution for each individual whose total number of hours worked a B-List
employee for the Employer during the preceding twelve (12) month period is
greater than the hours worked during this time period for any other Atlantic
City property. In the event of a tie, the Employers will split the
contributions equally between and among the tied Employers.

 

Notwithstanding the foregoing, the Employer will not
be obligated to make a 120 hour contribution if a 120 hour contribution has
already been made in September for that individual in his/her capacity as
a regular and/or Chain Gang employee by the Employer or another Atlantic City
property for the twelve (12) month period. Pursuant thereto, the list
referenced above shall also include which individuals had the 120 hour
contribution made on their behalf as a regular and/or Chain Gang employee by
the Employer. The Union will cross reference this information with the similar
information provided by the other Atlantic City properties to ensure no
duplicate contributions are being made to the Fund for any individuals.

 

If the above is also your
understanding please sign in the space below and return a copy to me. 

 

	
  Yours very truly,

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  ADAMAR OF NEW JERSEY, INC.,D/B/A TROPICANA CASINO
  AND RESORT

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
  Authorized Signature

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  Approved and Agreed to by:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Bob McDevitt

  	
   

  	
  /s/ Donna M. DeCaprio

  
	
  UNITE HERE LOCAL 54, President

  	
   

  	
  UNITE HERE LOCAL 54, Secretary-Treasurer

  

 

84

 

ATTACHMENT 5

 

Mr. Bob McDevitt

President

UNITE HERE Local 54

203-205 North Sovereign Avenue

Atlantic City, New Jersey 08401

 

Dear Mr. McDevitt:

 

The following sets forth our
understanding regarding Union visits to the Employer’s establishment.

 

Consistent with each parties’
rights and obligations as they are set forth in Article 16, Section 16.1,
of the Collective Bargaining Agreement, Union representatives designated to
visit the Employer’s establishment shall be escorted by the Employer’s Director
of Labor Relations or his/her designated representative. Escorts shall remain
at a reasonable distance and out of earshot from the Union representative
during any discussion the Union representative may have with a bargaining unit
employee. Visits to the Employer’s establishment shall include the employee
cafeteria. Such visits shall not be used for the purpose of Union organizing. The
Union agrees to withdraw all unfair labor practice charges filed with respect
to this issue and the Employer and the Union agree that any arbitration award
and/or practices inconsistent with the foregoing agreement shall be null and
void.

 

Yours very truly,

 

ADAMAR OF NEW JERSEY, INC.,D/B/A
TROPICANA CASINO AND RESORT

 

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
  Authorized Signature

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  Approved and Agreed to by:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Bob McDevitt

  	
   

  	
  /s/ Donna M. DeCaprio

  
	
  UNITE HERE LOCAL 54,
  President

  	
   

  	
  UNITE HERE LOCAL 54,
  Secretary-Treasurer

  

 

85

 

ATTACHMENT 6

 

Mr. Robert McDevitt

UNITE HERE Local 54 

203-205 N. Sovereign Ave.

Atlantic City, NJ 08401

 

Dear Mr. McDevitt:

 

The following sets forth our
understanding regarding Article 20.8 of the Agreement.

 

The Union will at all times
during the life of this Agreement, agree to the Employer’s right to establish
one (1) additional food and beverage outlet regardless of location which
is not subject to Paragraph 1 of Article 20.8 and shall be considered
existing contracts under Paragraph 2 of Article 20.8. The provisions of
this Attachment shall be subject to Bargaining Minute 20.

 

If the Employer exercises
its right under the foregoing Paragraph, no food and beverage outlets operated
by the Employer shall be closed or have its hours of operation significantly reduced
except for normal seasonal and maintenance fluctuations as in the past.

 

If the above is also your
understanding, please sign in the space below and return a copy to me.

 

	
   

  	
   

  	
  Yours very truly,

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  
	
   

  	
   

  	
  Authorized Signature

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  Approved and Agreed to by:

  	
   

  	
   

  
	
  ADAMAR OF NEW JERSEY, INC.,D/B/A TROPICANA CASINO
  AND RESORT

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/
  [ILLEGIBLE]

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/
  C. Robert McDevitt

  	
   

  	
  /s/ Donna M. DeCaprio

  
	
  C.
  Robert McDevitt, President

  	
   

  	
  Donna M. DeCaprio,
  Secretary Treasurer

  

 

86

 

ATTACHMENT 7

 

Mr. Bob McDevitt

President

UNITE HERE Local 54

203-205 North Sovereign Ave. 

Atlantic City, New Jersey 08401

 

Dear Mr. McDevitt:

 

The following sets forth our
understanding regarding Article 22 of the Collective Bargaining Agreement
between the Parties.

 

The Parties agree that the
list of documents attached hereto will not be superseded by Article 22, Section 22.1
and that the Parties reserve their respective positions whether these documents
are amendments, additions and/or deletions to this Agreement within the meaning
of Article 22, Section 22.3. All other side agreements not listed on
the attached list are null and void.

 

If the above is also your
understanding please sign in the space below and return a copy to me.

 

	
  Yours very truly,

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  ADAMAR OF NEW JERSEY, INC.,D/B/A TROPICANA
  CASINO AND RESORT

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
  Authorized Signature

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  Approved and Agreed to by:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Bob McDevitt

  	
   

  	
  /s/ Donna M. DeCaprio

  
	
  LOCAL 54, President

  	
   

  	
  LOCAL 54, Secretary
  Treasurer

  
	
  Bob McDevitt

  	
   

  	
  Donna M. DeCaprio

  

 

87

 

Side Agreements that went forward with 1999 CBA

TROPICANA LIST OF SIDE AGREEMENTS

 

1)                                12/3/99 LOU re:
food servers working DJ’S and Shark Club one unit

2)                                1/19/94 bumping
Agreement

3)                                11/12/97
Settlement Agree re grievance #3208 - early release from shift to be done by
seniority of those on shift.

4)                                3/4/98
Agreement re seniority placement on B list when Food Server goes from Chain
Gang to B List

5)                                1/3/96 Break
Periods for South Tower Outlets

6)                                1/28/99
Settlement agree re Beverage Servers to be paid gratuity for complimentary
breakfast buffet

7)                                4/23/90 MOA re
Early Out mediated arb agreement

8)                                5/9/90 Letter
from McFadden re Room Service amenity gratuity.

9)                                1/6/99 Addendum
to CBA re no contributions to Funds for orientation hours

10)                         9/15/99
Scheduling procedures for B list employees

11)                         12/15/83 MOA
only for Red-circled bartenders

12)                         Settlement
Agreement re Host and/or Butlers entry into Porte Cochere

13)                         Cocktail Server
Rebid

14)                         Public Area 6th Day Scheduling

Side Agreements negotiated after the signing of 1999
CBA

15)                         9/7/99 Lunch
Break Policy

16)                         Settlement
Agreement re: jacuzzi cleaning 3/22/00

17)                         Memorandum of
Understanding re Accelerated Rates 7/3/00

18)                         Settlement
Agreement re complimentary room service in the “Comp Overage” arbitration
6/20/00

19)                         Settlement
Agreement re Room service food servers on payroll on 4/26/99 will be paid
$20.00 by Employer as result of complimentary coupons. 7/7/00

20)                         Settlement
Agreement re need of additional staff on a shift 9/21/00

21)                         Memorandum of
Agreement re employees completing Culinary Skills Upgrade can test to be
certified as a Cook 8/11/00

22)                         Letter of
Agreement re Doorperson going to train station to meet guests. 10/13/00

23)                         Memorandum of
Agreement re additional voluntary early outs for Volume Outlets 12/8/00

24)                         Memorandum of
Agreement re travel time for meal periods 1/31/01

25)                         Memorandum of
Agreement re overtime for banquet extras and work assignments for Coffee
Breakers 3/27/01

26)                         Settlement
Agreement re cleaning ice cream machine. 4/26/01

27)                         Amendment to
rotation/block system for gratuity situations (9/3/03)

28)                         Settlement
Agreement re grievance 83353 re assignment of personnel to the brunch at
Wellington’s; doing a rebid (8/25/03)

29)                         Letter of
Understanding re unescorted visitations (2/13/04)

30)                         Memorandum of
Agreement re creation of Floor Cleaning Crew (2/26/04)

31)                         Letter of
Understanding re bidding process in Wellington’s (6/11/04)

32)                         Amnesty
Agreement (11/9/04)

33)                         Safe Harbor
Agreement (11-1-04)

 

88

 

ATTACHMENT 8

 

Mr. Bob McDevitt

President

UNITE HERE Local 54

203-205 North Sovereign Avenue

Atlantic City, New Jersey 08401

 

Dear Mr. McDevitt:

 

The Parties agree that when
a reception and a dinner are part of the same party, they are not separate
functions, but rather are considered as a single function for purposes of the
minimum. This letter addresses only the aforementioned situation and in no way
addresses the various practices that each of the houses have with respect to
multiple functions and their effect on the minimum four and eight hour
guarantees. This agreement cannot be introduced into any arbitration except to
deal with the issue of how the aforementioned receptions and dinners are to be
paid.

 

If the above is also your
understanding please sign in the space below and return a
copy to me.

 

Yours very truly,

 

	
  ADAMAR OF NEW JERSEY, INC.,D/B/A TROPICANA CASINO
  AND RESORT

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
  Authorized Signature

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  Approved and Agreed to by:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ Bob McDevitt

  	
   

  	
  /s/ Donna M. DeCaprio

  
	
  UNITE HERE LOCAL 54,
  President

  	
   

  	
  UNITE HERE LOCAL 54,
  Secretary Treasurer

  
	
  Bob McDevitt

  	
   

  	
  Donna M. DeCaprio

  

 

89

 

ATTACHMENT 9

 

SIDE AGREEMENT FOR HEALTH & WELFARE PLAN

CONTRIBUTIONS AND ARBITRATION PROCEDURE

 

This Agreement is entered
into between the Employers set forth below (hereinafter referred to as “Employers”
and UNITE HERE, Local 54 (hereinafter referred to as the “Union”)

 

Section 1:  The parties
have entered into a Collective Bargaining Agreement (“Agreement”) for a five (5) year
period which provides, among many items, yearly increases to be paid by the
Employer to the Health and Welfare Fund (“Fund”). The increases contained in
the Agreement are those provided by the Fund’s actuaries based on their good
faith calculation as to the increase in costs necessary for the term of the
Agreement.

 

Section 2:  The parties
believe that the increases agreed to in negotiation should be sufficient. However,
the parties also recognize that the cost of insurance can fluctuate for various
reasons.  Accordingly, the parties agree
that on January 2, 2008, the CEO of the Fund will notify the Employers
whether the amount agreed to for the 4th year of the
Agreement will be sufficient to pay for the benefit costs, operating and
professional costs, reserve requirements, and other costs of the HEREIU Welfare
Fund Atlantic City casino plan unit. The parties further agree that should the
amount be inadequate, the trustees of the Fund, both management and Union, will
meet as often as necessary between January 2, 2008 and February 15, 2008
to attempt to agree to any changes in the plan including, but not limited to, changes
in the Fund benefits, eligibility, etc. in order to avoid an increase in the
cost contributed by the Employers.  On January 2,
2009 the CEO of the Fund will again notify the Employers whether the amount
agreed to for the 5th year of the Agreement will be sufficient to
pay for the same items listed above. If the amount is inadequate, the Trustees
of the Fund, both management and Union, will meet as often as possible between January 2,
2009 and February 15, 2009, to attempt to agree to any changes in the plan
including, but not limited to, changes in the Fund benefits, eligibility, etc.,
in order to avoid an increase in the cost contributed by the Employers.

 

Section 3: In either the 4th or 5th year, if the
Fund trustees are unable, after a good faith effort, to agree to steps
necessary to avoid an increase in the cost contributed by the Employers, and
all of the Trustees cannot come to an agreement as to an amount necessary to
maintain the fund, the issue will be jointly referred to the Society of
Actuaries, the American Society of Actuaries, or a similar agreed-upon group
which lists actuaries, where a list of seven independent actuaries (and a
complete resume) will be requested and received from the chosen actuaries group.
The panel requested and received from the actuaries group shall be limited to
persons with credentials in health and welfare plan determination and have
published experience in actuarial issues and/or disputes involving health
insurance plans in the private sector. To the extent reasonable, the labor
arbitration rules of the American Arbitration Association shall apply in
any hearing on the issue.

 

Section 4:  Upon receipt of
the panel from the actuaries group, the parties will meet within three (3) business
days, if practicable, to select the actuary. The selection shall be by
agreement or by alternative 

 

90

 

strike being determined by coin flip. The
parties shall notify the actuary of the selection by the next business day and
seek expedition of available dates. The parties agree to accept the first
available date offered by the selected actuary that is at least seven (7) business
days following the parties receipt of available dates.

 

Section 5:  The only issue
to be presented to the actuary is the additional amount, if any, necessary to
pay for the benefit costs, operating and professional costs, reserve
requirements, and other costs of the Fund (Atlantic City) casino plan unit. At
least five (5) business days prior to the initial hearing date, each party
shall furnish the actuary what it deems to be the appropriate amount necessary
for the particular year (4th or 5th) of the Agreement; which shall be used by the
actuary as the framework for the analysis and award. The parties may submit any
expert testimony they desire and relevant documents.

 

Section 6:  The parties
agree to submit post-hearing briefs within 14 days of the close of the hearing
or receipt of a written transcript of those proceedings, whichever is later. If
a transcript is made, the parties shall request expedited transcription and
delivery. The actuary’s decision, which shall be final and binding on the
parties, shall be rendered within 30 days of the submission of post-hearing
briefs. The award shall be effective as of March 1, 2008 or March 1, 2009.
Notwithstanding the additional amount, if any, the actuary determined to be the
applicable amount, any additional increase shall be capped over and above the
amount already set forth in the Collective Bargaining Agreement, to an
additional $.17 an hour for the year 2008 and $.19 an hour for the year 2009.

 

Section 7:  The actuary
shall not have any power or authority to change, alter, add to, supplement, subtract
from, or delete from either this Side Agreement or any provision of the
Agreement. No issue other than set forth above shall be submitted to the
actuary, and the actuary shall not have any power or authority to rule on
any such issue.

 

Section 8:  There shall be
no strike or lockout at any time thereafter through the expiration of this Side
Agreement and the Agreement. If the decision of the Actuary serving as the Arbitrator
is not made by April 15, 2008, or April 15, 2009, the Employer shall
contribute the amount specified in the Collective Bargaining Agreement
effective March 1, 2008, or March 1, 2009, and then shall
retroactively contribute the additional amount, if any, determined by the
Actuary.

 

Section 9:  Each party is
responsible for its own costs, expenses and fees related to the arbitration. The
cost of the transcript and Actuary, who is serving as an Arbitrator, shall be
borne by the Fund.

 

Section 10:  The presence of
this arbitration procedure in this Side Agreement is unique to the facts and
circumstances existing as to this particular Collective Bargaining Agreement. It
shall not be deemed as establishing or constituting any precedent for any
future dealings or negotiations between the parties, or their parent and
affiliates.

 

Section 11: The Employers and the Union
also realize that the cost of health insurance, including medications, in the Atlantic
City area, are extremely high and anything that would reduce such costs would
be beneficial to the Employers, the Union, and the Employees. The Union and the
Employers agree to set

 

91

 

up a committee made up of an equal number of
Union and Employer representatives to explore jointly possibilities to reduce
or at least control health insurance costs, including group bargaining with
hospitals and other health care providers as well as.the possibility of health care clinics and/or
prescription drug dispensaries.

 

 

	
  Accepted and Agreed by:

  	
   

  	
  Accepted and Agreed by:

  
	
  ADAMAR OF
  NEW JERSEY,INC.,

  	
   

  	
  UNITE
  HERE Local 54

  
	
  TROPICANA
  CASINO AND RESORT

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  /s/ Bob McDevitt

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ Donna M. DeCaprio

  

 

92

 

ATTACHMENT 10

UNITE HERE INTERNATIONAL UNION TIP

 

The Employer agrees to honor
political contribution deduction authorization from its employees in the
following form:

 

I hereby authorize the
Employer to deduct from my pay the sum of $1.00 per month and to forward that
amount to the UNITE HERE International Union TIP - “To Insure Progress”. This
authorization is signed voluntarily and with the understanding that the UNITE
HERE Tip Campaign Committee International Union TIP - “to Insure Progress” will
use this money to make political contributions and expenditures in connection
with Federal elections. I am aware of my right to refuse to sign this
authorization without reprisal. This authorization may be revoked by mailing
notices of revocation by United States Registered or Certified Mail, Return
Receipt Requested, to the Treasurer, UNITE HERE TIP Campaign Committee
International Union TIP - “To Insure Progress”, 275 7th Avenue, New York, NY
10001 and to the Employer.

 

The political contribution
deduction shall be made once each month during which an employee who has
performed compensated service has in effect a voluntarily executed political
contribution deduction authorization. The money shall be remitted within thirty
(30) days after the last day of the preceding month to the UNITE HERE TIP
Campaign Committee International Union TIP - “To Insure Progress”, 275 7th Avenue, New York, NY 10001, accompanied by a
form stating the name and Social Security number of each employee for whom a
deduction has been made, and the amount deducted.

 

The Union shall indemnify, defend
and save the Employer harmless against any and all claims, demands, suits or
other terms of liability that shall arise out of or by reason of action taken
by the Employer in reliance upon payroll deduction authorization cards
submitted to the Employer.

 

	
  Accepted and Agreed by:

  	
   

  	
  Accepted and Agreed by:

  
	
  ADAMAR OF
  NEW JERSEY,INC.,

  	
   

  	
  UNITE
  HERE LOCAL 54

  
	
  D/B/A
  TROPICANA CASINO AND RESORT

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  /s/ Bob McDevitt

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ Donna M. DeCaprio

  

 

93

 

ATTACHMENT 11 

401 (K) Plan

 

Upon
receipt of a copy of a current determination letter from the Internal
Revenue Service stating that the UNITE Textile Workers Pension Fund’s National
Plus Plan (the “Union 401(k) Plan”) meets the requirements for qualification
under Section 401(a) of the Internal Revenue Code, the Employer will begin
withholding the amount designated as an elective contribution to the Union 401(k) Plan.
Such designation must be properly made by an employee on the salary reduction
authorization and election form supplied by the Union 401(k) Plan for this
purpose. Neither the Employer nor the Union shall have any obligation to make
any contributions to the Union 401(k) Plan (including, but not limited to,
non-elective or matching contributions).

 

The
form and operation of the Union 401(k) Plan shall comply with the provisions of applicable law (including
the Internal Revenue Code and ERISA), including
compliance with the fiduciary responsibility and reporting and
disclosure provisions of ERISA and the Internal Revenue Code.

 

The
sole involvement of the Employer with the Union 401(k) Plan, and the only
obligations of the Employer hereunder, shall be to withhold the designated
contributions from employee’s wages on a pre-tax basis, to transmit such
contributions (along with required reports) to the Trustees of the Union 401(k) Plan,
to report such contributions on an employee’s W-2 form, and to provide such
information and reports as are required from the Employer by the Union 401(k) Plan
to facilitate discrimination testing and qualification of the Plan. The
Employer shall not be required to pay, nor shall the Employer have any
obligation or responsibility for, any liability, cost or expense relating to
the Union 401(k) Plan, other than such obligations set forth in the
preceding sentence.

 

IN WITNESS WHEREOF, the parties hereto by their duly designated
representatives have hereunto set their hands this     day
of                          ,
2004, in Atlantic County, State of New Jersey.

 

 

	
  /s/ ILLEGIBLE

  	
   

  	
  /s/ Bob McDevitt

  
	
  ADAMAR OF NEW JERSEY, INC.,  

  D/B/A TROPICANA CASINO AND RESORT

  	
   

  	
  UNITE HERE LOCAL 54

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  BY:

  	
  /s/ Pamela J. Popielarski

  	
   

  	
  BY:

  	
  /s/ Bob McDevitt

  
	
   

  	
   

  	
   

  	
   

  	
   

  
	
  ITS:

  	
   

  	
   

  	
  ITS:

  	
   

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  BY:

  	
  /s/ Donna M. DeCaprio

  
	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  ITS: 

  	
  3/3/06

  

 

94

 

ATTACHMENT 11 (continued) 

PARTICIPATION AGREEMENT 

NATIONAL PLUS PLAN 

UNITE TEXTILE WORKERS PENSION FUND

 

The Employer shall become a participating Employer in the UNITE Textile
Workers Pension Fund’s National Plus Plan (hereinafter called the “Plan”) effective                                     .
The Employer agrees to be bound by the Agreement and Declaration of Trust of
the UNITE Textile Workers Pension Fund as may be amended from time to time. The
Employer further agrees and consents to the Employer- designated Trustees of
the said Fund to serve as such in accordance with the aforesaid Agreement and
Declaration of Trust.

 

The
Employer agrees to forward to the Fund on behalf of each participating employee
covered by the Collective Bargaining Agreement, before the tenth of each month,
for all payroll weeks ending in the prior calendar month, employee
contributions made in accordance with the following language.

 

Each
participating employee may contribute to the National Plus Plan through payroll
deduction and such deductions will be made based on one of the following
methods.

 

o dollars per
week

 

o cents per hour

 

o percentage of
pay

 

All
contributions shall be made payable to the National Plus Plan of the UNITE
Textile Workers Pension Fund and shall be remitted to the office of the Fund.

 

The Employer shall submit monthly, a list showing
the names and Social Security numbers of all employees, the amount of employee
contributions, and the resulting contributions due. If contributions are made
on a cents per hour basis, hours compensated must also be reported (the “Contribution
Report”).

 

The
Trustees may at any time have an audit made of the Employer’s payroll and wage
records and other relevant financial records of the Employer in connection with
the said contributions and/or reports.

 

In
addition to any other remedies to which the Fund may be entitled, if the
Employer is delinquent for one or more months, The Employer shall pay interest,
retroactive to the due date, at the rate the Trustees require on monies due the
Fund, from the date when the payment was due to the date when payment is
received by the Fund, the greater of 20% of liquidated damages on the
delinquent amount or double interest, and all expenses of collection, including,
but not limited to, legal fees.

 

In
addition to any other remedies to which the Fund may be entitled, if the
Employer is delinquent for one or more months in submitting a Contribution
Report to the Fund, the Employer shall pay interest on

 

95

 

unreported
contributions, retroactively to the due date of such reports, at the rate the
Trustees require on monies due the Fund, from the date when the Contribution
Report was due to the date when the Contribution-Report is received by the Fund, the greater of 20% of liquidated
damages on the unreported contributions or double interest, and all expenses of
collection, including, but not limited to, legal fees.

 

The
employer shall provide to the UNITE Textile Workers Pension Fund, on a timely
basis, information the UNITE Textile Workers Pension Fund reasonably requests
for the purpose of conducting non-discrimination testing for the National Plus
Plan.

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
  6-7-06

  
	
  ADAMAR OF NEW JERSEY,INC.,

  D/B/A TROPICANA CASINO AND RESORT

  	
   

  	
  Date

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  3/9/06

  
	
  UNITE HERE LOCAL 54

  	
   

  	
  Date

  

 

96

 

ATTACHMENT 12

 

EXAMPLES 1
THRU 9 ARE FOR EMPLOYEES COVERED BY SCHEDULE A-2 OF THE CBA

 

Example 1 - Schedule
A-2 (Bartenders) — HIRED 1/15/07

 

	
  1/15/07

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  1/15/08

  	
   

  	
  $9.33

  	
   

  	
  First half of 1 year increase

  
	
  7/15/08

  	
   

  	
  $9.65

  	
   

  	
  Remainder of 1 year increase

  
	
  1/15/09

  	
   

  	
  $10.07

  	
   

  	
  First half of 2 year increase

  
	
  7/15/09

  	
   

  	
  $10.48

  	
   

  	
  Remainder of 2 year increase

  

 

Example 2 - Schedule A-2 (Bartenders) — HIRED 1/15/06

 

	
  1/15/06

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  1/15/07

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  1/15/08

  	
   

  	
  $10.07

  	
   

  	
  First half of 2 year increase

  
	
  7/15/08

  	
   

  	
  $10.48

  	
   

  	
  Remainder of 2 year increase

  
	
  9/15/08

  	
   

  	
  $10.89

  	
   

  	
  First Half of 3rd Step

  
	
  3/15/09

  	
   

  	
  $11.30

  	
   

  	
  Remainder of 3rd step

  

 

Example 3 - Schedule A-2 (Bartenders) — HIRED 1/15/05

 

	
  1/15/05

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  1/15/06

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  1/15/07

  	
   

  	
  $10.48

  	
   

  	
  2 year

  
	
  9/15/07

  	
   

  	
  $10.89

  	
   

  	
  First Half of 3rd Step

  
	
  3/15/08

  	
   

  	
  $11.30

  	
   

  	
  Remainder of 3rd step

  
	
  9/15/08

  	
   

  	
  $11.71

  	
   

  	
  First Half of 4th Step

  
	
  3/15/09

  	
   

  	
  $12.12

  	
   

  	
  Remainder of 4th step

  

 

Example 4 - Schedule A-2 (Bartenders) — HIRED 9/1/04

 

	
  9/1/04

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  9/1/05

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $9.65

  	
   

  	
  1 Year

  
	
  9/1/06

  	
   

  	
  $9.65

  	
   

  	
   

  
	
  9/15/06

  	
   

  	
  $10.48

  	
   

  	
  2 Year

  
	
  9/15/07

  	
   

  	
  $10.89

  	
   

  	
  First Half of 3rd Step

  
	
  3/15/08

  	
   

  	
  $11.30

  	
   

  	
  Remainder of 3rd step

  
	
  9/15/08

  	
   

  	
  $11.71

  	
   

  	
  First Half of 4th Step

  
	
  3/15/09

  	
   

  	
  $12.12

  	
   

  	
  Remainder 4th step

  

 

Example 5 - Schedule A-2 (Bartenders) — HIRED 2/5/04

 

	
  2/5/04

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  2/5/05

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $9.65

  	
   

  	
  1 Year

  
	
  2/5/06

  	
   

  	
  $9.65

  	
   

  	
   

  
	
  9/15/06

  	
   

  	
  $10.48

  	
   

  	
  2 Year

  
	
  9/15/07

  	
   

  	
  $10.89

  	
   

  	
  First Half of 3rd Step

  
	
  3/15/08

  	
   

  	
  $11.30

  	
   

  	
  Remainder of 3rd step

  
	
  9/15/08

  	
   

  	
  $11.71

  	
   

  	
  First Half of 4th Step

  
	
  3/15/09

  	
   

  	
  $12.12

  	
   

  	
  Remainder of 4th step

  

 

Example 6 - Schedule A-2 (Bartenders) — HIRED 2/5/03

 

	
  2/5/03

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  2/5/04

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  2/5/05

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $10.48

  	
   

  	
  2 Year

  
	
  9/15/06

  	
   

  	
  $11.30

  	
   

  	
  3 Year

  
	
  9/15/07

  	
   

  	
  $11.71

  	
   

  	
  First Half of 4th Step

  
	
  3/15/08

  	
   

  	
  $12.12

  	
   

  	
  Remainder of 4th step

  
	
  9/15/08

  	
   

  	
  $12.48

  	
   

  	
  First Half of 5th Step

  
	
  3/15/09

  	
   

  	
  $12.83

  	
   

  	
  Remainder of 5th step

  

 

97

 

ATTACHMENT 12

 

Example 7 - Schedule A-2 (Bartenders) — HIRED 2/5/02

 

	
  2/5/02

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  2/5/03

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  2/5/04

  	
   

  	
  $10.48

  	
   

  	
  2 year

  
	
  9/15/04

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $11.30

  	
   

  	
  3rd Step

  
	
  9/15/06

  	
   

  	
  $12.12

  	
   

  	
  4th Step

  
	
  9/15/07

  	
   

  	
  $12.48

  	
   

  	
  First Half of 5th Step

  
	
  3/15/08

  	
   

  	
  $12.83

  	
   

  	
  Remainder of 5th step

  
	
  9/15/08

  	
   

  	
  $13.19

  	
   

  	
  First half of 6th Step

  
	
  3/15/09

  	
   

  	
  $13.54

  	
   

  	
  Remainder of 6th Step

  

 

Example 8 - Schedule A-2 (Bartenders) — HIRED 2/5/01

 

	
  2/5/01

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  2/5/02

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  2/5/03

  	
   

  	
  $10.48

  	
   

  	
  2 year

  
	
  9/15/03

  	
   

  	
  $11.30

  	
   

  	
  3rd Step

  
	
  9/15/04

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $12.12

  	
   

  	
  4th Step

  
	
  9/15/06

  	
   

  	
  $12.83

  	
   

  	
  5th step

  
	
  9/15/07

  	
   

  	
  $13.19

  	
   

  	
  First half of 6th Step

  
	
  3/15/08

  	
   

  	
  $13.54

  	
   

  	
  Remainder of 6th Step

  
	
  9/15/08

  	
   

  	
  $13.89

  	
   

  	
  First Half of 7th Step

  
	
  3/15/09

  	
   

  	
  $14.24

  	
   

  	
  Remainder of 7th step

  

 

Example 9 - Schedule A-2 (Bartenders) — HIRED 2/5/00

 

	
  2/5/00

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  2/5/01

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  2/5/02

  	
   

  	
  $10.48

  	
   

  	
  2 year

  
	
  9/15/02

  	
   

  	
  $11.30

  	
   

  	
  3rd Step

  
	
  9/15/03

  	
   

  	
  $12.12

  	
   

  	
  4th Step

  
	
  9/15/04

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $12.83

  	
   

  	
  5th Step

  
	
  9/15/06

  	
   

  	
  $13.54

  	
   

  	
  6th Step

  
	
  9/15/07 

  	
   

  	
  $13.89

  	
   

  	
  First Half of 7th Step

  
	
  3/15/08

  	
   

  	
  $14.24

  	
   

  	
  Remainder of 7th Step

  
	
  9/15/08

  	
   

  	
  $15.29

  	
   

  	
  First half of step to top

  
	
  3/15/09

  	
   

  	
  $16.34

  	
   

  	
  Remainder of step to top

  

 

EXAMPLES 10
THRU 12 ARE FOR EMPLOYEES COVERED BY SCHEDULE A OF THE CBA

 

Example 10 -
Schedule A (Bartenders) — HIRED 2/5/99

 

	
  2/5/99

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  2/5/00

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  2/5/01

  	
   

  	
  $12.12

  	
   

  	
  2 year

  
	
  9/15/01

  	
   

  	
  $12.51

  	
   

  	
  3rd Step

  
	
  9/15/02

  	
   

  	
  $12.89

  	
   

  	
  4th Step

  
	
  9/15/03

  	
   

  	
  $13.27

  	
   

  	
  5th Step  

  
	
  9/15/04

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $13.70

  	
   

  	
  6th Step

  
	
  9/15/06

  	
   

  	
  $14.24

  	
   

  	
  7th Step

  
	
  9/15/07

  	
   

  	
  $15.14

  	
   

  	
  First half of step to top

  
	
  3/15/08

  	
   

  	
  $16.04

  	
   

  	
  Remainder of step to top

  
	
  9/15/08

  	
   

  	
  $16.34

  	
   

  	
  $.30 raise

  

 

Example 11 -
Schedule A (Bartenders) — HIRED 2/5/98

 

	
  2/5/98

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  2/5/99

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  2/5/00

  	
   

  	
  $12.12

  	
   

  	
  2 year

  
	
  9/15/00

  	
   

  	
  $12.51

  	
   

  	
  3rd Step

  
	
  9/15/01

  	
   

  	
  $12.89

  	
   

  	
  4th Step

  
	
  9/15/02

  	
   

  	
  $13.27

  	
   

  	
  5th Step

  
	
  9/15/03

  	
   

  	
  $13.70

  	
   

  	
  6th Step

  
	
  9/15/04

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $14.24

  	
   

  	
  7th Step

  
	
  9/15/06

  	
   

  	
  $15.79

  	
   

  	
  Top Scale, but no Bonus

  
	
  9/15/07

  	
   

  	
  $16.04

  	
   

  	
  $.25 raise

  
	
  9/15/08

  	
   

  	
  $16.34

  	
   

  	
  $.30 raise

  

 

98

 

ATTACHMENT 12

 

Example 12 - Schedule A (Bartenders) — HIRED 2/5/97

 

	
  2/5/97

  	
   

  	
  $9.01

  	
   

  	
  Start

  
	
  2/5/98

  	
   

  	
  $9.65

  	
   

  	
  1 year

  
	
  2/5/99

  	
   

  	
  $12.12

  	
   

  	
  2 year

  
	
  9/15/99

  	
   

  	
  $12.51

  	
   

  	
  3rd Step

  
	
  9/15/00

  	
   

  	
  $12.89

  	
   

  	
  4th Step

  
	
  9/15/01

  	
   

  	
  $13.27

  	
   

  	
  5th Step

  
	
  9/15/02

  	
   

  	
  $13.70

  	
   

  	
  6th Step

  
	
  9/15/03

  	
   

  	
  $14.24

  	
   

  	
  7th Step

  
	
  9/15/04

  	
   

  	
  Freeze

  	
   

  	
   

  
	
  9/15/05

  	
   

  	
  $15.79

  	
   

  	
  Top Scale, but No Bonus

  
	
  9/15/06

  	
   

  	
  $15.79

  	
   

  	
  Bonus

  
	
  9/15/07

  	
   

  	
  $16.04

  	
   

  	
  $.25 raise

  
	
  9/15/08

  	
   

  	
  $16.34

  	
   

  	
  $.30 raise

  

 

EXAMPLE 13 IS FOR TOP SCALE EMPLOYEES AS OF 9/14/04

 

Example 13 - Bartenders — HIRED 2/5/96 or earlier

 

	
  15/03

  	
   

  	
  $15.79

  	
   

  	
  Top Scale

  
	
  15/04

  	
   

  	
  $15.79

  	
   

  	
  Freeze

  
	
  9/15/05

  	
   

  	
  $15.79

  	
   

  	
  BONUS

  
	
  9/15/06

  	
   

  	
  $15.79

  	
   

  	
  BONUS

  
	
  9/15/07

  	
   

  	
  $16.04

  	
   

  	
  $.25 raise

  
	
  9/15/08

  	
   

  	
  $16.34

  	
   

  	
  $.30 raise

  

 

99

 

Tropicana

SCHEDULE A

Employee’s hired prior to Sept. 15, 1999

Effective 9/15/04 thru 9/14/05 wage freeze

Effective 9/15/05 thru 9/14/07 employees will move thru this schedule

 

	
  JOB CLASSIFICATION

  	
   

  	
  START

  	
   

  	
  1 YEAR

  	
   

  	
  2 YEARS

  	
   

  	
  3RD STEP

  	
   

  	
  4TH STEP

  	
   

  	
  5TH STEP

  	
   

  	
  6TH STEP

  	
   

  	
  7TH STEP

  	
   

  
	
  Bartender

  	
   

  	
  $

  	
  9.01

  	
   

  	
  $

  	
  9.65

  	
   

  	
  $

  	
  12.12

  	
   

  	
  $

  	
  12.51

  	
   

  	
  $

  	
  12.89

  	
   

  	
  $

  	
  13.27

  	
   

  	
  $

  	
  13.70

  	
   

  	
  $

  	
  14.24

  	
   

  
	
  Bell Captain

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.10

  	
   

  	
  $

  	
  8.25

  	
   

  	
  $

  	
  8.51

  	
   

  	
  $

  	
  8.77

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.32

  	
   

  	
  $

  	
  9.69

  	
   

  
	
  Bell Services Attendant

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  5.65

  	
   

  	
  $

  	
  5.83

  	
   

  	
  $

  	
  6.00

  	
   

  	
  $

  	
  6.18

  	
   

  	
  $

  	
  6.38

  	
   

  	
  $

  	
  6.64

  	
   

  
	
  Beverage Server

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  5.65

  	
   

  	
  $

  	
  5.83

  	
   

  	
  $

  	
  6.00

  	
   

  	
  $

  	
  6.18

  	
   

  	
  $

  	
  6.38

  	
   

  	
  $

  	
  6.64

  	
   

  
	
  Beverage Service Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  9.80

  	
   

  	
  $

  	
  10.11

  	
   

  	
  $

  	
  10.41

  	
   

  	
  $

  	
  10.72

  	
   

  	
  $

  	
  11.07

  	
   

  	
  $

  	
  11.51

  	
   

  
	
  Buffet Beverage Server

  	
   

  	
  $

  	
  5.74

  	
   

  	
  $

  	
  6.19

  	
   

  	
  $

  	
  7.34

  	
   

  	
  $

  	
  7.58

  	
   

  	
  $

  	
  7.80

  	
   

  	
  $

  	
  8.04

  	
   

  	
  $

  	
  8.29

  	
   

  	
  $

  	
  8.63

  	
   

  
	
  Butcher

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  13.41

  	
   

  	
  $

  	
  13.84

  	
   

  	
  $

  	
  14.26

  	
   

  	
  $

  	
  14.69

  	
   

  	
  $

  	
  15.16

  	
   

  	
  $

  	
  15.76

  	
   

  
	
  Cafeteria Attendant

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Captain Showroom

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  10.93

  	
   

  	
  $

  	
  11.26

  	
   

  	
  $

  	
  11.60

  	
   

  	
  $

  	
  11.97

  	
   

  	
  $

  	
  12.45

  	
   

  
	
  Coatroom Attendant

  	
   

  	
  $

  	
  5.47

  	
   

  	
  $

  	
  5.99

  	
   

  	
  $

  	
  7.10

  	
   

  	
  $

  	
  7.33

  	
   

  	
  $

  	
  7.55

  	
   

  	
  $

  	
  7.77

  	
   

  	
  $

  	
  8.02

  	
   

  	
  $

  	
  8.34

  	
   

  
	
  Concession Attendant

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  10.93

  	
   

  	
  $

  	
  11.26

  	
   

  	
  $

  	
  11.60

  	
   

  	
  $

  	
  11.97

  	
   

  	
  $

  	
  12.45

  	
   

  
	
  Convention Service Attendant

  	
   

  	
  $

  	
  8.73

  	
   

  	
  $

  	
  9.05

  	
   

  	
  $

  	
  11.34

  	
   

  	
  $

  	
  11.71

  	
   

  	
  $

  	
  12.06

  	
   

  	
  $

  	
  12.42

  	
   

  	
  $

  	
  12.82

  	
   

  	
  $

  	
  13.33

  	
   

  
	
  Cook

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  13.41

  	
   

  	
  $

  	
  13.84

  	
   

  	
  $

  	
  14.26

  	
   

  	
  $

  	
  14.69

  	
   

  	
  $

  	
  15.16

  	
   

  	
  $

  	
  15.76

  	
   

  
	
  Cook, Intermediate

  	
   

  	
  $

  	
  8.62

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  12.14

  	
   

  	
  $

  	
  12.53

  	
   

  	
  $

  	
  12.90

  	
   

  	
  $

  	
  13.29

  	
   

  	
  $

  	
  13.71

  	
   

  	
  $

  	
  14.26

  	
   

  
	
  Cook, Pastry

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  13.41

  	
   

  	
  $

  	
  13.84

  	
   

  	
  $

  	
  14.26

  	
   

  	
  $

  	
  14.69

  	
   

  	
  $

  	
  15.16

  	
   

  	
  $

  	
  15.76

  	
   

  
	
  Cook, Relief

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  12.44

  	
   

  	
  $

  	
  15.14

  	
   

  	
  $

  	
  15.62

  	
   

  	
  $

  	
  16.09

  	
   

  	
  $

  	
  16.57

  	
   

  	
  $

  	
  17.10

  	
   

  	
  $

  	
  17.79

  	
   

  
	
  Counter Server

  	
   

  	
  $

  	
  4.63

  	
   

  	
  $

  	
  4.82

  	
   

  	
  $

  	
  5.97

  	
   

  	
  $

  	
  6.16

  	
   

  	
  $

  	
  6.34

  	
   

  	
  $

  	
  6.53

  	
   

  	
  $

  	
  6.74

  	
   

  	
  $

  	
  7.01

  	
   

  
	
  Door Attendant

  	
   

  	
  $

  	
  4.79

  	
   

  	
  $

  	
  4.98

  	
   

  	
  $

  	
  6.13

  	
   

  	
  $

  	
  6.32

  	
   

  	
  $

  	
  6.51

  	
   

  	
  $

  	
  6.71

  	
   

  	
  $

  	
  6.92

  	
   

  	
  $

  	
  7.20

  	
   

  
	
  Fast Food Attendant

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.46

  	
   

  	
  $

  	
  10.77

  	
   

  	
  $

  	
  11.11

  	
   

  	
  $

  	
  11.44

  	
   

  	
  $

  	
  11.79

  	
   

  	
  $

  	
  12.16

  	
   

  	
  $

  	
  12.65

  	
   

  
	
  Food Runner

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Food Server

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  5.65

  	
   

  	
  $

  	
  5.83

  	
   

  	
  $

  	
  6.00

  	
   

  	
  $

  	
  6.18

  	
   

  	
  $

  	
  6.38

  	
   

  	
  $

  	
  6.64

  	
   

  
	
  Food Service Attendant,
  Non-Tipped

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Food Service Attendant, Tipped

  	
   

  	
  $

  	
  4.95

  	
   

  	
  $

  	
  5.14

  	
   

  	
  $

  	
  6.29

  	
   

  	
  $

  	
  6.49

  	
   

  	
  $

  	
  6.68

  	
   

  	
  $

  	
  6.88

  	
   

  	
  $

  	
  7.10

  	
   

  	
  $

  	
  7.39

  	
   

  
	
  Garde Manger

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  13.41

  	
   

  	
  $

  	
  13.84

  	
   

  	
  $

  	
  14.26

  	
   

  	
  $

  	
  14.69

  	
   

  	
  $

  	
  15.16

  	
   

  	
  $

  	
  15.76

  	
   

  
	
  Gourmet Food Server

  	
   

  	
  $

  	
  4.63

  	
   

  	
  $

  	
  4.82

  	
   

  	
  $

  	
  5.97

  	
   

  	
  $

  	
  6.16

  	
   

  	
  $

  	
  6.34

  	
   

  	
  $

  	
  6.53

  	
   

  	
  $

  	
  6.74

  	
   

  	
  $

  	
  7.01

  	
   

  
	
  Greeter/Host/Hostess

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  10.93

  	
   

  	
  $

  	
  11.26

  	
   

  	
  $

  	
  11.60

  	
   

  	
  $

  	
  11.97

  	
   

  	
  $

  	
  12.45

  	
   

  
	
  House Keeper

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  House Keeping Attendant

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Lead Inventory Clerk

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  8.98

  	
   

  	
  $

  	
  11.27

  	
   

  	
  $

  	
  11.60

  	
   

  	
  $

  	
  11.92

  	
   

  	
  $

  	
  12.25

  	
   

  	
  $

  	
  12.61

  	
   

  	
  $

  	
  13.07

  	
   

  
	
  Line Attendant

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Line Server

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Liquor Room Expediter

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Luggage Room Attendant

  	
   

  	
  $

  	
  7.00

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  9.00

  	
   

  	
  $

  	
  9.29

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  9.85

  	
   

  	
  $

  	
  10.17

  	
   

  	
  $

  	
  10.58

  	
   

  
	
  Pantry Attendant

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.46

  	
   

  	
  $

  	
  10.77

  	
   

  	
  $

  	
  11.11

  	
   

  	
  $

  	
  11.44

  	
   

  	
  $

  	
  11.79

  	
   

  	
  $

  	
  12.16

  	
   

  	
  $

  	
  12.65

  	
   

  
	
  Porter, Heavy

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  10.93

  	
   

  	
  $

  	
  11.26

  	
   

  	
  $

  	
  11.60

  	
   

  	
  $

  	
  11.97

  	
   

  	
  $

  	
  12.45

  	
   

  
	
  **Porter, Kitchen Utility,
  Public Area, Recycling

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Stocker

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Uniform Inventory Clerk

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.60

  	
   

  	
  $

  	
  10.92

  	
   

  	
  $

  	
  11.25

  	
   

  	
  $

  	
  11.61

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Vip Server

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  5.65

  	
   

  	
  $

  	
  5.83

  	
   

  	
  $

  	
  6.00

  	
   

  	
  $

  	
  6.18

  	
  _

  	
  $

  	
  6.38

  	
   

  	
  $

  	
  6.64

  	
   

  

 

**The
classifications of Porter listed above in no way alters the current system of
seniority for Porter in Kitchen Utility, Public Area, or Recycling.

 

SEE WAGE AGREEMENT FOR
EXPLANATION OF WAGE PROGRESSION

 

 

Tropicana

SCHEDULE A-2

(Employee’s hired on or after to Sept. 15, 1999)

Effective 9/15/04 thru 9/14/05 wage freeze

Effective 9/15/05 thru 9/14/07 employees will move thru this schedule

 

	
  JOB CLASSIFICATION

  	
   

  	
  SEASONAL

  	
   

  	
  START

  	
   

  	
  1 YEAR

  	
   

  	
  2 YEARS

  	
   

  	
  3RD STEP

  	
   

  	
  4TH STEP

  	
   

  	
  5TH STEP

  	
   

  	
  6TH STEP

  	
   

  	
  7TH STEP

  	
   

  
	
  Bartender

  	
   

  	
  $

  	
  8.38

  	
   

  	
  $

  	
  9.01

  	
   

  	
  $

  	
  9.65

  	
   

  	
  $

  	
  10.48

  	
   

  	
  $

  	
  11.30

  	
   

  	
  $

  	
  12.12

  	
   

  	
  $

  	
  12.83

  	
   

  	
  $

  	
  13.54

  	
   

  	
  $

  	
  14.24

  	
   

  
	
  Bell Captain

  	
   

  	
  $

  	
  6.39

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.10

  	
   

  	
  $

  	
  7.48

  	
   

  	
  $

  	
  7.87

  	
   

  	
  $

  	
  8.25

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.18

  	
   

  	
  $

  	
  9.69

  	
   

  
	
  Bell Services Attendant

  	
   

  	
  $

  	
  3.80

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.88

  	
   

  	
  $

  	
  5.27

  	
   

  	
  $

  	
  5.65

  	
   

  	
  $

  	
  5.98

  	
   

  	
  $

  	
  6.31

  	
   

  	
  $

  	
  6.64

  	
   

  
	
  Beverage Server

  	
   

  	
  $

  	
  3.80

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.88

  	
   

  	
  $

  	
  5.27

  	
   

  	
  $

  	
  5.65

  	
   

  	
  $

  	
  5.98

  	
   

  	
  $

  	
  6.31

  	
   

  	
  $

  	
  6.64

  	
   

  
	
  Beverage Service Attendant

  	
   

  	
  $

  	
  6.22

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  8.26

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.80

  	
   

  	
  $

  	
  10.37

  	
   

  	
  $

  	
  10.94

  	
   

  	
  $

  	
  11.51

  	
   

  
	
  Buffet Beverage Server

  	
   

  	
  $

  	
  5.23

  	
   

  	
  $

  	
  5.74

  	
   

  	
  $

  	
  6.19

  	
   

  	
  $

  	
  6.57

  	
   

  	
  $

  	
  6.96

  	
   

  	
  $

  	
  7.34

  	
   

  	
  $

  	
  7.77

  	
   

  	
  $

  	
  8.20

  	
   

  	
  $

  	
  8.63

  	
   

  
	
  Butcher

  	
   

  	
  $

  	
  9.25

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.70

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  13.41

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.98

  	
   

  	
  $

  	
  15.76

  	
   

  
	
  Cafeteria Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Captain Showroom

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  11.21

  	
   

  	
  $

  	
  11.83

  	
   

  	
  $

  	
  12.45

  	
   

  
	
  Coat Room Attendant

  	
   

  	
  —

  	
   

  	
  $

  	
  5.47

  	
   

  	
  $

  	
  5.99

  	
   

  	
  $

  	
  6.36

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  7.10

  	
   

  	
  $

  	
  7.55

  	
   

  	
  $

  	
  7.99

  	
   

  	
  $

  	
  8.34

  	
   

  
	
  Concession Attendant

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  11.21

  	
   

  	
  $

  	
  11.83

  	
   

  	
  $

  	
  12.45

  	
   

  
	
  Convention Service Attendant

  	
   

  	
  $

  	
  8.09

  	
   

  	
  $

  	
  8.73

  	
   

  	
  $

  	
  9.05

  	
   

  	
  $

  	
  9.81

  	
   

  	
  $

  	
  10.58

  	
   

  	
  $

  	
  11.34

  	
   

  	
  $

  	
  12.01

  	
   

  	
  $

  	
  12.67

  	
   

  	
  $

  	
  13.33

  	
   

  
	
  Cook

  	
   

  	
  $

  	
  9.25

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.70 

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  13.41

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.98

  	
   

  	
  $

  	
  15.76

  	
   

  
	
  Cook, Intermediate

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.62

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  10.43

  	
   

  	
  $

  	
  11.28

  	
   

  	
  $

  	
  12.14

  	
   

  	
  $

  	
  12.85

  	
   

  	
  $

  	
  13.55

  	
   

  	
  $

  	
  14.26

  	
   

  
	
  Cook, Pastry

  	
   

  	
  $

  	
  9.25

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.70

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  13.41

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.98

  	
   

  	
  $

  	
  15.76

  	
   

  
	
  Cook, Relief

  	
   

  	
  $

  	
  10.21

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  12.44

  	
   

  	
  $

  	
  13.34

  	
   

  	
  $

  	
  14.24

  	
   

  	
  $

  	
  15.14

  	
   

  	
  $

  	
  16.02

  	
   

  	
  $

  	
  16.90

  	
   

  	
  $

  	
  17.79

  	
   

  
	
  Counter Server

  	
   

  	
  $

  	
  4.12

  	
   

  	
  $

  	
  4.63

  	
   

  	
  $

  	
  4.82

  	
   

  	
  $

  	
  5.20

  	
   

  	
  $

  	
  5.58

  	
   

  	
  $

  	
  5.97

  	
   

  	
  $

  	
  6.32

  	
   

  	
  $

  	
  6.66

  	
   

  	
  $

  	
  7.01

  	
   

  
	
  Door Attendant

  	
   

  	
  $

  	
  4.28

  	
   

  	
  $

  	
  4.79

  	
   

  	
  $

  	
  4.98

  	
   

  	
  $

  	
  5.36

  	
   

  	
  $

  	
  5.74

  	
   

  	
  $

  	
  6.13

  	
   

  	
  $

  	
  6.48

  	
   

  	
  $

  	
  6.84

  	
   

  	
  $

  	
  7.20

  	
   

  
	
  Fast Food Attendant

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.46

  	
   

  	
  $

  	
  9.23

  	
   

  	
  $

  	
  10.00

  	
   

  	
  $

  	
  10.77

  	
   

  	
  $

  	
  11.39

  	
   

  	
  $

  	
  12.02

  	
   

  	
  $

  	
  12.65

  	
   

  
	
  Food Runner

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Food Server

  	
   

  	
  $

  	
  3.80

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.88

  	
   

  	
  $

  	
  5.27

  	
   

  	
  $

  	
  5.65

  	
   

  	
  $

  	
  5.98

  	
   

  	
  $

  	
  6.31

  	
   

  	
  $

  	
  6.64

  	
   

  
	
  Food Service Attendant, Non-Tipped

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Food Service Attendant, Tipped

  	
   

  	
  $

  	
  4.44

  	
   

  	
  $

  	
  4.95

  	
   

  	
  $

  	
  5.14

  	
   

  	
  $

  	
  5.52

  	
   

  	
  $

  	
  5.90

  	
   

  	
  $

  	
  6.29

  	
   

  	
  $

  	
  6.52

  	
   

  	
  $

  	
  7.02

  	
   

  	
  $

  	
  7.39

  	
   

  
	
  Garde Manger

  	
   

  	
  $

  	
  9.25

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.70

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  13.41

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.98

  	
   

  	
  $

  	
  15.76

  	
   

  
	
  Gourmet Food Server

  	
   

  	
  $

  	
  4.17

  	
   

  	
  $

  	
  4.63

  	
   

  	
  $

  	
  4.82

  	
   

  	
  $

  	
  5.20

  	
   

  	
  $

  	
  5.58

  	
   

  	
  $

  	
  5.97

  	
   

  	
  $

  	
  6.25

  	
   

  	
  $

  	
  6.66

  	
   

  	
  $

  	
  7.01

  	
   

  
	
  Greeter/Host/Hostess

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  11.21

  	
   

  	
  $

  	
  11.83

  	
   

  	
  $

  	
  12.45

  	
   

  
	
  House Keeper

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  House Keeping Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Lead Uniform Inventory Clerk

  	
   

  	
  $

  	
  7.86

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  8.98

  	
   

  	
  $

  	
  9.72

  	
   

  	
  $

  	
  10.51

  	
   

  	
  $

  	
  11.27

  	
   

  	
  $

  	
  11.87

  	
   

  	
  $

  	
  12.47

  	
   

  	
  $

  	
  13.07

  	
   

  
	
  Line Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Line Server

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Liquor Room Expediter

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.95

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Luggage Attendant

  	
   

  	
  $

  	
  6.22

  	
   

  	
  $

  	
  7.00

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  8.33

  	
   

  	
  $

  	
  8.67

  	
   

  	
  $

  	
  9.00

  	
   

  	
  $

  	
  9.53

  	
   

  	
  $

  	
  10.05

  	
   

  	
  $

  	
  10.58

  	
   

  
	
  Pantry Attendant

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.46

  	
   

  	
  $

  	
  9.23

  	
   

  	
  $

  	
  10.00

  	
   

  	
  $

  	
  10.77

  	
   

  	
  $

  	
  11.39

  	
   

  	
  $

  	
  12.02

  	
   

  	
  $

  	
  12.65

  	
   

  
	
  Porter, Heavy

  	
   

  	
  $

  	
  7.34

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  11.21

  	
   

  	
  $

  	
  11.83

  	
   

  	
  $

  	
  12.45

  	
   

  
	
  **Porter, Kitchen Utility, Public
  Area, Recycling

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Stocker

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Uniform Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  10.27

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  12.07

  	
   

  
	
  Vip Server

  	
   

  	
  $

  	
  3.80

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.88

  	
   

  	
  $

  	
  5.27

  	
   

  	
  $

  	
  5.65

  	
   

  	
  $

  	
  5.98

  	
   

  	
  $

  	
  6.31

  	
   

  	
  $

  	
  6.64

  	
   

  

 

**The classification of Porter listed above in no way alters
the current system of seniority for Porters in Kitchen Utility, Public Area, or
Recycling.

 

SEE WAGE AGREEMENT FOR
EXPLANATION OF WAGE PROGRESSION

 

 

TROPICANA

SCHEDULE
A-2(2)

(for
employees hired on or after after Sept. 15, 1999) 

Effective 9/15/07 thru 9/14/09

employees
will move thru this schedule

 

	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
  1 Year

  	
   

  	
  2 Years

  	
   

  	
  3rd Step

  	
   

  	
  4th Step

  	
   

  
	
  JOB CLASSIFICATION

  	
   

  	
  SEASONAL

  	
   

  	
  START

  	
   

  	
  1 Year

  	
   

  	
  1 year, 6

  mos.

  	
   

  	
  2 years

  	
   

  	
  2 yrs., 6

  mos.

  	
   

  	
  9/15/07

  9/15/08

  	
   

  	
  3/15/08

  3/19/09

  	
   

  	
  9/15/07

  9/15/08

  	
   

  	
  3/15/08

  3/19/09

  	
   

  
	
  Bartender

  	
   

  	
  $

  	
  8.38

  	
   

  	
  $

  	
  9.01

  	
   

  	
  $

  	
  9.33

  	
   

  	
  $

  	
  9.65

  	
   

  	
  $

  	
  10.06

  	
   

  	
  $

  	
  10.48

  	
   

  	
  $

  	
  10.89

  	
   

  	
  $

  	
  11.30

  	
   

  	
  $

  	
  11.71

  	
   

  	
  $

  	
  12.12

  	
   

  
	
  Bell Captain

  	
   

  	
  $

  	
  6.39

  	
   

  	
  $

  	
  6.90

  	
   

  	
  $

  	
  7.00

  	
   

  	
  $

  	
  7.10

  	
   

  	
  $

  	
  7.29

  	
   

  	
  $

  	
  7.48

  	
   

  	
  $

  	
  7.67

  	
   

  	
  $

  	
  7.87

  	
   

  	
  $

  	
  8.06

  	
   

  	
  $

  	
  8.25

  	
   

  
	
  Bell Services Attendant

  	
   

  	
  $

  	
  3.80

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.40

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.69

  	
   

  	
  $

  	
  4.88

  	
   

  	
  $

  	
  5.07

  	
   

  	
  $

  	
  5.27

  	
   

  	
  $

  	
  5.46

  	
   

  	
  $

  	
  5.65

  	
   

  
	
  Beverage Server

  	
   

  	
  $

  	
  3.80

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.40

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.69

  	
   

  	
  $

  	
  4,88

  	
   

  	
  $

  	
  5.07

  	
   

  	
  $

  	
  5.27

  	
   

  	
  $

  	
  5.46

  	
   

  	
  $

  	
  5.65

  	
   

  
	
  Beverage Service Attendant

  	
   

  	
  $

  	
  6.22

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.88

  	
   

  	
  $

  	
  8.26

  	
   

  	
  $

  	
  8.65

  	
   

  	
  $

  	
  9.03

  	
   

  	
  $

  	
  9.41

  	
   

  	
  $

  	
  9.80

  	
   

  
	
  Buffet Beverage Server

  	
   

  	
  $

  	
  5.23

  	
   

  	
  $

  	
  5.74

  	
   

  	
  $

  	
  5.97

  	
   

  	
  $

  	
  6.19

  	
   

  	
  $

  	
  6.38

  	
   

  	
  $

  	
  6.57

  	
   

  	
  $

  	
  6.77

  	
   

  	
  $

  	
  6.96

  	
   

  	
  $

  	
  7.15

  	
   

  	
  $

  	
  7.34

  	
   

  
	
  Butcher

  	
   

  	
  $

  	
  9.25

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.37

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.28

  	
   

  	
  $

  	
  11.70

  	
   

  	
  $

  	
  12.13

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  12.99

  	
   

  	
  $

  	
  13.41

  	
   

  
	
  Cafeteria Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Captain Showroom

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.06

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  8.68

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.45

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.21

  	
   

  	
  $

  	
  10.59

  	
   

  
	
  Coat Room Attendant

  	
   

  	
  —

  	
   

  	
  $

  	
  5.47

  	
   

  	
  $

  	
  5.73

  	
   

  	
  $

  	
  5.99

  	
   

  	
  $

  	
  6.18

  	
   

  	
  $

  	
  6.36

  	
   

  	
  $

  	
  6.55

  	
   

  	
  $

  	
  6.73

  	
   

  	
  $

  	
  6.92

  	
   

  	
  $

  	
  7.10

  	
   

  
	
  Concession Attendant

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.06

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  8.68

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.45

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.21

  	
   

  	
  $

  	
  10.59

  	
   

  
	
  Convention Service Attendant

  	
   

  	
  $

  	
  8.09

  	
   

  	
  $

  	
  8.73

  	
   

  	
  $

  	
  8.89

  	
   

  	
  $

  	
  9.05

  	
   

  	
  $

  	
  9.43

  	
   

  	
  $

  	
  9.81

  	
   

  	
  $

  	
  10.20

  	
   

  	
  $

  	
  10.58

  	
   

  	
  $

  	
  10.96

  	
   

  	
  $

  	
  11.34

  	
   

  
	
  Cook

  	
   

  	
  $

  	
  9.25

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.37

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.28

  	
   

  	
  $

  	
  11.70

  	
   

  	
  $

  	
  12.13

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  12.99

  	
   

  	
  $

  	
  13.41

  	
   

  
	
  Cook, Intermediate

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.62

  	
   

  	
  $

  	
  9.09

  	
   

  	
  $

  	
  9.57

  	
   

  	
  $

  	
  10.00

  	
   

  	
  $

  	
  10.43

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.28

  	
   

  	
  $

  	
  11.71

  	
   

  	
  $

  	
  12.14

  	
   

  
	
  Cook, Pastry

  	
   

  	
  $

  	
  9.25

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.37

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.28

  	
   

  	
  $

  	
  11.70

  	
   

  	
  $

  	
  12.13

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  12.99

  	
   

  	
  $

  	
  13.41

  	
   

  
	
  Cook, Relief

  	
   

  	
  $

  	
  10.21

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.65

  	
   

  	
  $

  	
  12.44

  	
   

  	
  $

  	
  12.89

  	
   

  	
  $

  	
  13.34

  	
   

  	
  $

  	
  13.79

  	
   

  	
  $

  	
  14.24

  	
   

  	
  $

  	
  14.69

  	
   

  	
  $

  	
  15.14

  	
   

  
	
  Counter Server

  	
   

  	
  $

  	
  4.12

  	
   

  	
  $

  	
  4.63

  	
   

  	
  $

  	
  4.72

  	
   

  	
  $

  	
  4.82

  	
   

  	
  $

  	
  5.01

  	
   

  	
  $

  	
  5.20

  	
   

  	
  $

  	
  5.39

  	
   

  	
  $

  	
  5.58

  	
   

  	
  $

  	
  5.78

  	
   

  	
  $

  	
  5.97

  	
   

  
	
  Door Attendant

  	
   

  	
  $

  	
  4.28

  	
   

  	
  $

  	
  4.79

  	
   

  	
  $

  	
  4.88

  	
   

  	
  $

  	
  4.98

  	
   

  	
  $

  	
  5.17

  	
   

  	
  $

  	
  5.36

  	
   

  	
  $

  	
  5.55

  	
   

  	
  $

  	
  5.74

  	
   

  	
  $

  	
  5.93

  	
   

  	
  $

  	
  6.13

  	
   

  
	
  Fast Food Attendant

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.14

  	
   

  	
  $

  	
  8.46

  	
   

  	
  $

  	
  8.84

  	
   

  	
  $

  	
  9.23

  	
   

  	
  $

  	
  9.61

  	
   

  	
  $

  	
  10.00

  	
   

  	
  $

  	
  10.38

  	
   

  	
  $

  	
  10.77

  	
   

  
	
  Food Runner

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Food Server

  	
   

  	
  $

  	
  3.80

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.40

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.69

  	
   

  	
  $

  	
  4.88

  	
   

  	
  $

  	
  5.07

  	
   

  	
  $

  	
  5.27

  	
   

  	
  $

  	
  5.46

  	
   

  	
  $

  	
  5.65

  	
   

  
	
  Food Service Attendant,
  Non-Tipped

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Food Service Attendant, Tipped

  	
   

  	
  $

  	
  4.44

  	
   

  	
  $

  	
  4.95

  	
   

  	
  $

  	
  5.04

  	
   

  	
  $

  	
  5.14

  	
   

  	
  $

  	
  5.33

  	
   

  	
  $

  	
  5.52

  	
   

  	
  $

  	
  5.71

  	
   

  	
  $

  	
  5.90

  	
   

  	
  $

  	
  6.09

  	
   

  	
  $

  	
  6.29

  	
   

  
	
  Garde Manger

  	
   

  	
  $

  	
  9.25

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.37

  	
   

  	
  $

  	
  10.85

  	
   

  	
  $

  	
  11.28

  	
   

  	
  $

  	
  11.70

  	
   

  	
  $

  	
  12.13

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  12.99

  	
   

  	
  $

  	
  13.41

  	
   

  
	
  Gourmet Food Server

  	
   

  	
  $

  	
  4.12

  	
   

  	
  $

  	
  4.63

  	
   

  	
  $

  	
  4.73

  	
   

  	
  $

  	
  4.82

  	
   

  	
  $

  	
  5.01

  	
   

  	
  $

  	
  5.20

  	
   

  	
  $

  	
  5.39

  	
   

  	
  $

  	
  5.58

  	
   

  	
  $

  	
  5.78

  	
   

  	
  $

  	
  5.97

  	
   

  
	
  Greeter/Host/Hostess

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.06

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  8.68

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.45

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.21

  	
   

  	
  $

  	
  10.59

  	
   

  
	
  House Keeper

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  House Keeping Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Lead Uniform Attendant

  	
   

  	
  $

  	
  7.86

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  8.74 

  	
   

  	
  $

  	
  8.98

  	
   

  	
  $

  	
  9.35

  	
   

  	
  $

  	
  9.72

  	
   

  	
  $

  	
  10.12

  	
   

  	
  $

  	
  10.51

  	
   

  	
  $

  	
  10.89

  	
   

  	
  $

  	
  11.27

  	
   

  
	
  Line Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Line Server

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Liquor Room Expediter

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.95

  	
   

  	
  $

  	
  7.96

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Luggage Attendant

  	
   

  	
  $

  	
  6.22

  	
   

  	
  $

  	
  7.00

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  8.00

  	
   

  	
  $

  	
  8.17

  	
   

  	
  $

  	
  8.33

  	
   

  	
  $

  	
  8.50

  	
   

  	
  $

  	
  8.67

  	
   

  	
  $

  	
  8.83

  	
   

  	
  $

  	
  9.00

  	
   

  
	
  Pantry Attendant

  	
   

  	
  $

  	
  7.18

  	
   

  	
  $

  	
  7.82

  	
   

  	
  $

  	
  8.14

  	
   

  	
  $

  	
  8.46

  	
   

  	
  $

  	
  8.84

  	
   

  	
  $

  	
  9.23

  	
   

  	
  $

  	
  9.61

  	
   

  	
  $

  	
  10.00

  	
   

  	
  $

  	
  10.38

  	
   

  	
  $

  	
  10.77

  	
   

  
	
  Porter, Heavy

  	
   

  	
  $

  	
  7.34

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.14

  	
   

  	
  $

  	
  8.30

  	
   

  	
  $

  	
  8.68

  	
   

  	
  $

  	
  9.06

  	
   

  	
  $

  	
  9.45

  	
   

  	
  $

  	
  9.83

  	
   

  	
  $

  	
  10.21

  	
   

  	
  $

  	
  10.59

  	
   

  
	
  **Porter, Kitchen Utility,
  Public Area, Recycling

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Stocker

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Uniform Attendant

  	
   

  	
  $

  	
  6.86

  	
   

  	
  $

  	
  7.50

  	
   

  	
  $

  	
  7.74

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.35

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  9.12

  	
   

  	
  $

  	
  9.51

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.27

  	
   

  
	
  Vip Server

  	
   

  	
  $

  	
  3.80

  	
   

  	
  $

  	
  4.31

  	
   

  	
  $

  	
  4.40

  	
   

  	
  $

  	
  4.50

  	
   

  	
  $

  	
  4.69

  	
   

  	
  $

  	
  4.88

  	
   

  	
  $

  	
  5.07

  	
   

  	
  $

  	
  5.27

  	
   

  	
  $

  	
  5.46

  	
   

  	
  $

  	
  5.65

  	
   

  

 

**The
classification of Porter listed above in no way alters the current system of
seniority for Porters in Kitchen Utility, Public Area, or Recycling.

 

SEE WAGE AGREEMENT FOR
EXPLANATION OF WAGE PROGRESSION

 

 

TROPICANA

SCHEDULE A-2(2)

(for employees hired on or after after Sept. 15,
1999) 

Effective 9/15/07 thru 9/14/09

employees will move thru this schedule

 

	
   

  	
   

  	
  5th Step

  	
   

  	
  6th Step

  	
   

  	
  7th Step

  	
   

  	
  Top Rate

  	
   

  	
  Top Rate

  	
   

  
	
  JOB CLASSIFICATION

  	
   

  	
  9/15/07

  9/15/08

  	
   

  	
  3/15/08

  3/19/09

  	
   

  	
  9/15/07

  9/15/08

  	
   

  	
  3/15/08

  3/19/09

  	
   

  	
  9/15/07

  9/15/08

  	
   

  	
  3/15/08

  3/19/09

  	
   

  	
  9/15/07

  ***

  	
   

  	
  3/15/08

  	
   

  	
  9/15/08

  ****

  	
   

  	
  3/15/09

  	
   

  
	
  Bartender

  	
   

  	
  $

  	
  12.48

  	
   

  	
  $

  	
  12.83

  	
   

  	
  $

  	
  13.18

  	
   

  	
  $

  	
  13.54

  	
   

  	
  $

  	
  13.89

  	
   

  	
  $

  	
  14.24

  	
   

  	
  $

  	
  15.14

  	
   

  	
  $

  	
  16.04

  	
   

  	
  $

  	
  15.29

  	
   

  	
  $

  	
  16.34

  	
   

  
	
  Bell Captain

  	
   

  	
  $

  	
  8.48

  	
   

  	
  $

  	
  8.72

  	
   

  	
  $

  	
  8.95

  	
   

  	
  $

  	
  9.18

  	
   

  	
  $

  	
  9.44

  	
   

  	
  $

  	
  9.69

  	
   

  	
  $

  	
  10.59

  	
   

  	
  $

  	
  11.49

  	
   

  	
  $

  	
  10.74

  	
   

  	
  $

  	
  11.79

  	
   

  
	
  Bell Services Attendant

  	
   

  	
  $

  	
  5.81

  	
   

  	
  $

  	
  5.98

  	
   

  	
  $

  	
  6.14

  	
   

  	
  $

  	
  6.31

  	
   

  	
  $

  	
  6.47

  	
   

  	
  $

  	
  6.64

  	
   

  	
  $

  	
  7.54

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  7.69

  	
   

  	
  $

  	
  8.74

  	
   

  
	
  Beverage Server

  	
   

  	
  $

  	
  5.81

  	
   

  	
  $

  	
  5.98

  	
   

  	
  $

  	
  6.14

  	
   

  	
  $

  	
  6.31

  	
   

  	
  $

  	
  6.47

  	
   

  	
  $

  	
  6.64

  	
   

  	
  $

  	
  7.54

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  7.69

  	
   

  	
  $

  	
  8.74

  	
   

  
	
  Beverage Service Attendant

  	
   

  	
  $

  	
  10.08

  	
   

  	
  $

  	
  10.37

  	
   

  	
  $

  	
  10.65

  	
   

  	
  $

  	
  10.94

  	
   

  	
  $

  	
  11.22

  	
   

  	
  $

  	
  11.51

  	
   

  	
  $

  	
  12.41

  	
   

  	
  $

  	
  13.31

  	
   

  	
  $

  	
  12.56

  	
   

  	
  $

  	
  13.61

  	
   

  
	
  Buffet Beverage Server

  	
   

  	
  $

  	
  7.55

  	
   

  	
  $

  	
  7.77

  	
   

  	
  $

  	
  7.98

  	
   

  	
  $

  	
  8.20

  	
   

  	
  $

  	
  8.41

  	
   

  	
  $

  	
  8.63

  	
   

  	
  $

  	
  9.53

  	
   

  	
  $

  	
  10.43

  	
   

  	
  $

  	
  9.68

  	
   

  	
  $

  	
  10.73

  	
   

  
	
  Butcher

  	
   

  	
  $

  	
  13.81

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.59

  	
   

  	
  $

  	
  14.98

  	
   

  	
  $

  	
  15.37

  	
   

  	
  $

  	
  15.76

  	
   

  	
  $

  	
  16.66

  	
   

  	
  $

  	
  17.56

  	
   

  	
  $

  	
  16.81

  	
   

  	
  $

  	
  17.86

  	
   

  
	
  Cafeteria Attendant

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Captain Showroom

  	
   

  	
  $

  	
  10.90

  	
   

  	
  $

  	
  11.21

  	
   

  	
  $

  	
  11.52

  	
   

  	
  $

  	
  11.83

  	
   

  	
  $

  	
  12.14

  	
   

  	
  $

  	
  12.45

  	
   

  	
  $

  	
  13.35

  	
   

  	
  $

  	
  14.25

  	
   

  	
  $

  	
  13.50

  	
   

  	
  $

  	
  14.55

  	
   

  
	
  Coat Room Attendant

  	
   

  	
  $

  	
  7.32

  	
   

  	
  $

  	
  7.55

  	
   

  	
  $

  	
  7.77

  	
   

  	
  $

  	
  7.99

  	
   

  	
  $

  	
  8.17

  	
   

  	
  $

  	
  8.34

  	
   

  	
  $

  	
  9.24

  	
   

  	
  $

  	
  10.14

  	
   

  	
  $

  	
  9.39

  	
   

  	
  $

  	
  10.44

  	
   

  
	
  Concession Attendant

  	
   

  	
  $

  	
  10.90

  	
   

  	
  $

  	
  11.21

  	
   

  	
  $

  	
  11.52

  	
   

  	
  $

  	
  11.83

  	
   

  	
  $

  	
  12.14

  	
   

  	
  $

  	
  12.45

  	
   

  	
  $

  	
  13.35

  	
   

  	
  $

  	
  14.25

  	
   

  	
  $

  	
  13.50

  	
   

  	
  $

  	
  14.55

  	
   

  
	
  Convention Service Attendant

  	
   

  	
  $

  	
  11.67

  	
   

  	
  $

  	
  12.01

  	
   

  	
  $

  	
  12.34

  	
   

  	
  $

  	
  12.67

  	
   

  	
  $

  	
  13.00

  	
   

  	
  $

  	
  13.33

  	
   

  	
  $

  	
  14.23

  	
   

  	
  $

  	
  15.13

  	
   

  	
  $

  	
  14.38

  	
   

  	
  $

  	
  15.43

  	
   

  
	
  Cook

  	
   

  	
  $

  	
  13.81

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.59

  	
   

  	
  $

  	
  14.98

  	
   

  	
  $

  	
  15.37

  	
   

  	
  $

  	
  15.76

  	
   

  	
  $

  	
  16.66

  	
   

  	
  $

  	
  17.56

  	
   

  	
  $

  	
  16.81

  	
   

  	
  $

  	
  17.86

  	
   

  
	
  Cook, Intermediate

  	
   

  	
  $

  	
  12.49

  	
   

  	
  $

  	
  12.85

  	
   

  	
  $

  	
  13.20

  	
   

  	
  $

  	
  13.55

  	
   

  	
  $

  	
  13.91

  	
   

  	
  $

  	
  14.26

  	
   

  	
  $

  	
  15.16

  	
   

  	
  $

  	
  16.06

  	
   

  	
  $

  	
  15.31

  	
   

  	
  $

  	
  16.36

  	
   

  
	
  Cook, Pastry

  	
   

  	
  $

  	
  13.81

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.59

  	
   

  	
  $

  	
  14.98

  	
   

  	
  $

  	
  15.37

  	
   

  	
  $

  	
  15.76

  	
   

  	
  $

  	
  16.66

  	
   

  	
  $

  	
  17.56

  	
   

  	
  $

  	
  16.81

  	
   

  	
  $

  	
  17.86

  	
   

  
	
  Cook, Relief

  	
   

  	
  $

  	
  15.58

  	
   

  	
  $

  	
  16.02

  	
   

  	
  $

  	
  16.46

  	
   

  	
  $

  	
  16.90

  	
   

  	
  $

  	
  17.35

  	
   

  	
  $

  	
  17.79

  	
   

  	
  $

  	
  18.69

  	
   

  	
  $

  	
  19.59

  	
   

  	
  $

  	
  18.84

  	
   

  	
  $

  	
  19.89

  	
   

  
	
  Counter Server

  	
   

  	
  $

  	
  6.14

  	
   

  	
  $

  	
  6.32

  	
   

  	
  $

  	
  6.49

  	
   

  	
  $

  	
  6.66

  	
   

  	
  $

  	
  6.84

  	
   

  	
  $

  	
  7.01

  	
   

  	
  $

  	
  7.91

  	
   

  	
  $

  	
  8.81

  	
   

  	
  $

  	
  8.06

  	
   

  	
  $

  	
  9.11

  	
   

  
	
  Door Attendant

  	
   

  	
  $

  	
  6.30

  	
   

  	
  $

  	
  6.48

  	
   

  	
  $

  	
  6.66

  	
   

  	
  $

  	
  6.84

  	
   

  	
  $

  	
  7.02

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  8.10

  	
   

  	
  $

  	
  9.00

  	
   

  	
  $

  	
  8.25

  	
   

  	
  $

  	
  9.30

  	
   

  
	
  Fast Food Attendant

  	
   

  	
  $

  	
  11.08

  	
   

  	
  $

  	
  11.39

  	
   

  	
  $

  	
  11.71

  	
   

  	
  $

  	
  12.02

  	
   

  	
  $

  	
  12.34

  	
   

  	
  $

  	
  12.65

  	
   

  	
  $

  	
  13.55

  	
   

  	
  $

  	
  14.45

  	
   

  	
  $

  	
  13.70

  	
   

  	
  $

  	
  14.75

  	
   

  
	
  Food Runner

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Food Server

  	
   

  	
  $

  	
  5.81

  	
   

  	
  $

  	
  5.98

  	
   

  	
  $

  	
  6.14

  	
   

  	
  $

  	
  6.31

  	
   

  	
  $

  	
  6.47

  	
   

  	
  $

  	
  6.64

  	
   

  	
  $

  	
  7.54

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  7.69

  	
   

  	
  $

  	
  8.74

  	
   

  
	
  Food Service Attendant, Non-Tipped

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Food Service Attendant, Tipped

  	
   

  	
  $

  	
  6.40

  	
   

  	
  $

  	
  6.52

  	
   

  	
  $

  	
  6.77

  	
   

  	
  $

  	
  7.02

  	
   

  	
  $

  	
  7.20

  	
   

  	
  $

  	
  7.39

  	
   

  	
  $

  	
  8.29

  	
   

  	
  $

  	
  9.19

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  9.49

  	
   

  
	
  Garde Manger

  	
   

  	
  $

  	
  13.81

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.59

  	
   

  	
  $

  	
  14.98

  	
   

  	
  $

  	
  15.37

  	
   

  	
  $

  	
  15.76

  	
   

  	
  $

  	
  16.66

  	
   

  	
  $

  	
  17.56

  	
   

  	
  $

  	
  16.81

  	
   

  	
  $

  	
  17.86

  	
   

  
	
  Gourmet Food Server

  	
   

  	
  $

  	
  6.11

  	
   

  	
  $

  	
  6.25

  	
   

  	
  $

  	
  6.46

  	
   

  	
  $

  	
  6.66

  	
   

  	
  $

  	
  6.84

  	
   

  	
  $

  	
  7.01

  	
   

  	
  $

  	
  7.91

  	
   

  	
  $

  	
  8.81

  	
   

  	
  $

  	
  8.06

  	
   

  	
  $

  	
  9.11

  	
   

  
	
  Greeter/Host/Hostess

  	
   

  	
  $

  	
  10.90

  	
   

  	
  $

  	
  11.21

  	
   

  	
  $

  	
  11.52

  	
   

  	
  $

  	
  11.83

  	
   

  	
  $

  	
  12.14

  	
   

  	
  $

  	
  12.45

  	
   

  	
  $

  	
  13.35

  	
   

  	
  $

  	
  14.25

  	
   

  	
  $

  	
  13.50

  	
   

  	
  $

  	
  14.55

  	
   

  
	
  House Keeper

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  House Keeping Attendant

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Lead Uniform Attendant

  	
   

  	
  $

  	
  11.57

  	
   

  	
  $

  	
  11.87

  	
   

  	
  $

  	
  12.17

  	
   

  	
  $

  	
  12.47

  	
   

  	
  $

  	
  12.77

  	
   

  	
  $

  	
  13.07

  	
   

  	
  $

  	
  13.97

  	
   

  	
  $

  	
  14.87

  	
   

  	
  $

  	
  14.12

  	
   

  	
  $

  	
  15.17

  	
   

  
	
  Line Attendant

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Line Server

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Liquor Room Expediter

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Luggage Attendant

  	
   

  	
  $

  	
  9.26

  	
   

  	
  $

  	
  9.53

  	
   

  	
  $

  	
  9.79

  	
   

  	
  $

  	
  10.05

  	
   

  	
  $

  	
  10.31

  	
   

  	
  $

  	
  10.58

  	
   

  	
  $

  	
  11.48

  	
   

  	
  $

  	
  12.38

  	
   

  	
  $

  	
  11.63

  	
   

  	
  $

  	
  12.68

  	
   

  
	
  Pantry Attendant

  	
   

  	
  $

  	
  11.08

  	
   

  	
  $

  	
  11.39

  	
   

  	
  $

  	
  11.71

  	
   

  	
  $

  	
  12.02

  	
   

  	
  $

  	
  12.34

  	
   

  	
  $

  	
  12.65

  	
   

  	
  $

  	
  13.55

  	
   

  	
  $

  	
  14.45

  	
   

  	
  $

  	
  13.70

  	
   

  	
  $

  	
  14.75

  	
   

  
	
  Porter, Heavy

  	
   

  	
  $

  	
  10.90

  	
   

  	
  $

  	
  11.21

  	
   

  	
  $

  	
  11.52

  	
   

  	
  $

  	
  11.83

  	
   

  	
  $

  	
  12.14

  	
   

  	
  $

  	
  12.45

  	
   

  	
  $

  	
  13.35

  	
   

  	
  $

  	
  14.25

  	
   

  	
  $

  	
  13.50

  	
   

  	
  $

  	
  14.55

  	
   

  
	
  **Porter, Kitchen Utility, Public
  Area, Recycling

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Stocker

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Uniform Attendant

  	
   

  	
  $

  	
  10.57

  	
   

  	
  $

  	
  10.87

  	
   

  	
  $

  	
  11.17

  	
   

  	
  $

  	
  11.47

  	
   

  	
  $

  	
  11.77

  	
   

  	
  $

  	
  12.07

  	
   

  	
  $

  	
  12.97

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  13.12

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Vip Server

  	
   

  	
  $

  	
  5.81

  	
   

  	
  $

  	
  5.98

  	
   

  	
  $

  	
  6.14

  	
   

  	
  $

  	
  6.31

  	
   

  	
  $

  	
  6.47

  	
   

  	
  $

  	
  6.64

  	
   

  	
  $

  	
  7.54

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  7.69

  	
   

  	
  $

  	
  8.74

  	
   

  

 

**The classification of Porter listed above in no way alters
the current system of seniority for Porters in Kitchen Utility, Public Area, or
Recycling.

*** For employees at the 7th step
as of 9/15/06

**** For employees at the 7th
step as of 9/15/07

 

 

TROPICANA

TOP RATES

SCHEDULE A-1

 

	
  JOB

  CLASSIFICATION

  	
   

  	
  2003-04

  Wage Freeze

  	
   

  	
  2005

  Plus Bonus

  	
   

  	
  2006

  Plus Bonus

  	
   

  	
  2007

  ($.25 increase)

  	
   

  	
  2008

  ($.30 increase)

  	
   

  
	
  Bartender

  	
   

  	
  $

  	
  15.79

  	
   

  	
  $

  	
  15.79

  	
   

  	
  $

  	
  15.79

  	
   

  	
  $

  	
  16.04

  	
   

  	
  $

  	
  16.34

  	
   

  
	
  Bell Captain

  	
   

  	
  $

  	
  11.24

  	
   

  	
  $

  	
  11.24

  	
   

  	
  $

  	
  11.24

  	
   

  	
  $

  	
  11.49

  	
   

  	
  $

  	
  11.79

  	
   

  
	
  Bell Services Attendant

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  8.74

  	
   

  
	
  Beverage Server

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  8.74

  	
   

  
	
  Beverage Service Attendant

  	
   

  	
  $

  	
  13.06

  	
   

  	
  $

  	
  13.06

  	
   

  	
  $

  	
  13.06

  	
   

  	
  $

  	
  13.31

  	
   

  	
  $

  	
  13.61

  	
   

  
	
  Buffet Beverage Server

  	
   

  	
  $

  	
  10.18

  	
   

  	
  $

  	
  10.18

  	
   

  	
  $

  	
  10.18

  	
   

  	
  $

  	
  10.43

  	
   

  	
  $

  	
  10.73

  	
   

  
	
  Butcher

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.56

  	
   

  	
  $

  	
  17.86

  	
   

  
	
  Cafeteria Attendant

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Captain Showroom

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.25

  	
   

  	
  $

  	
  14.55

  	
   

  
	
  Coatroom Attendant

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  9.89

  	
   

  	
  $

  	
  10.14

  	
   

  	
  $

  	
  10.44

  	
   

  
	
  Concession Attendant

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.25

  	
   

  	
  $

  	
  14.55

  	
   

  
	
  Convention Service Attendant

  	
   

  	
  $

  	
  14.88

  	
   

  	
  $

  	
  14.88

  	
   

  	
  $

  	
  14.88

  	
   

  	
  $

  	
  15.13

  	
   

  	
  $

  	
  15.43

  	
   

  
	
  Cook

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.56

  	
   

  	
  $

  	
  17.86

  	
   

  
	
  Cook, Intermediate

  	
   

  	
  $

  	
  15.81

  	
   

  	
  $

  	
  15.81

  	
   

  	
  $

  	
  15.81

  	
   

  	
  $

  	
  16.06

  	
   

  	
  $

  	
  16.36

  	
   

  
	
  Cook, Pastry

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.56

  	
   

  	
  $

  	
  17.86

  	
   

  
	
  Cook, Relief

  	
   

  	
  $

  	
  19.34

  	
   

  	
  $

  	
  19.34

  	
   

  	
  $

  	
  19.34

  	
   

  	
  $

  	
  19.59

  	
   

  	
  $

  	
  19.89

  	
   

  
	
  Counter Server

  	
   

  	
  $

  	
  8.56

  	
   

  	
  $

  	
  8.56

  	
   

  	
  $

  	
  8.56

  	
   

  	
  $

  	
  8.81

  	
   

  	
  $

  	
  9.11

  	
   

  
	
  Door Attendant

  	
   

  	
  $

  	
  8.75

  	
   

  	
  $

  	
  8.75

  	
   

  	
  $

  	
  8.75

  	
   

  	
  $

  	
  9.00

  	
   

  	
  $

  	
  9.30

  	
   

  
	
  Fast Food Attendant

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.45

  	
   

  	
  $

  	
  14.75

  	
   

  
	
  Food Runner

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Food Server

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  8.74

  	
   

  
	
  Food Service Attendant,
  Non-Tipped

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Food Service Attendant, Tipped

  	
   

  	
  $

  	
  8.94

  	
   

  	
  $

  	
  8.94

  	
   

  	
  $

  	
  8.94

  	
   

  	
  $

  	
  9.19

  	
   

  	
  $

  	
  9.49

  	
   

  
	
  Garde Manger

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.31

  	
   

  	
  $

  	
  17.56

  	
   

  	
  $

  	
  17.86

  	
   

  
	
  Gourmet Food Server

  	
   

  	
  $

  	
  8.56

  	
   

  	
  $

  	
  8.56

  	
   

  	
  $

  	
  8.56

  	
   

  	
  $

  	
  8.81

  	
   

  	
  $

  	
  9.11

  	
   

  
	
  Greeter/Host/Hostess

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.25

  	
   

  	
  $

  	
  14.55

  	
   

  
	
  House Keeper

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  House Keeping Attendant

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Lead Inventory Clerk

  	
   

  	
  $

  	
  14.62

  	
   

  	
  $

  	
  14.62

  	
   

  	
  $

  	
  14.62

  	
   

  	
  $

  	
  14.87

  	
   

  	
  $

  	
  15.17

  	
   

  
	
  Line Attendant

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Line Server

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Liquor Room Expediter

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Luggage Room Attendant

  	
   

  	
  $

  	
  12.13

  	
   

  	
  $

  	
  12.13

  	
   

  	
  $

  	
  12.13

  	
   

  	
  $

  	
  12.38

  	
   

  	
  $

  	
  12.68

  	
   

  
	
  Pantry Attendant

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.20

  	
   

  	
  $

  	
  14.45

  	
   

  	
  $

  	
  14.75

  	
   

  
	
  Porter, Heavy

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.00

  	
   

  	
  $

  	
  14.25

  	
   

  	
  $

  	
  14.55

  	
   

  
	
  **Porter, Kitchen Utility,
  Public Area, Recycling

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Stocker

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Uniform Inventory Clerk

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.62

  	
   

  	
  $

  	
  13.87

  	
   

  	
  $

  	
  14.17

  	
   

  
	
  Vip Server

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.19

  	
   

  	
  $

  	
  8.44

  	
   

  	
  $

  	
  8.74

  	
   

  

 

SEE WAGE AGREEMENT FOR
EXPLANATION OF WAGE PROGRESSION AND BONUSES

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