Document:

Exhibit
10.16

 

MEMORANDUM
OF UNDERSTANDING

 

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

 

INTRODUCTION

 

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

 

MODIFICATIONS

 

DURATION

 

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

 

ARTICLE II

 

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

 

ARTICLE V,
SENIORITY

 

Section 3(c)

 

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

 

Add similar language for
Carpenters and Painters in appropriate Article.

 

1

 

ARTICLE V §5

 

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

 

ARTICLE V, (CARPENTERS)

 

Probationary period extended
to ninety (90) days.

 

ARTICLE
VII, VACATION

 

Add number eight (8), add
language, “Employees vacations shall be reduced on a 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. (Local 68)

 

Add similar language for
Carpenters and Painters in appropriate Article.

 

ARTICLE XXI, GENERAL CONDITIONS

 

Section 6

 

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

 

Add similar language for
Carpenters and Painters in appropriate Article.

 

Section 9

 

Delete reference to
exterminators. (Local 68 only)

 

NEW
LANGUAGE

 

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

 

Add identical language for
Carpenters and Painters in appropriate Article.

 

NEW
SECTION — DISCIPLINE

 

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

 

2

 

Add identical language for Carpenters and Painters in appropriate
Article.

 

ECONOMIC
TERMS

 

Attachment B

 

LEASED
SPACE LANGUAGE

 

Attachment C, D & E
for Operating Engineers

 

Attachment F for Carpenters

 

Attachment G for Operating
Engineers & Carpenters

 

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

 

3

 

ATTACHMENT A

 

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

 

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

 

4

 

ATTACHMENT B

 

ECONOMIC SETTLEMENT

 

OPERATING ENGINEERS & CARPENTERS

 

	
  YEAR 1

  	
   

  	
  $1.15

  	
   

  
	
  YEAR 2

  	
   

  	
  $1.15

  	
   

  
	
  YEAR 3

  	
   

  	
  $1.15

  	
   

  
	
  YEAR 4

  	
   

  	
  $1.20

  	
   

  
	
  YEAR 5

  	
   

  	
  $1.25
  $(1.27 Carpenters)

  	
   

  

 

PAINTERS

 

	
  YEAR 1

  	
   

  	
  $1.10

  	
   

  
	
  YEAR 2

  	
   

  	
  $1.10

  	
   

  
	
  YEAR 3

  	
   

  	
  $1.15

  	
   

  
	
  YEAR 4

  	
   

  	
  $1.20

  	
   

  
	
  YEAR 5

  	
   

  	
  $1.25

  	
   

  

 

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

 

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

 

	
  Local 68 Training Fund:

  	
   

  	
  .05¢ additional in 2nd year

  
	
   

  	
   

  	
  .05¢ additional in 4th year

  

 

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

 

5

 

ATTACHMENT C

 

FOR ALL EMPLOYERS EXCEPT TROPICANA

ADD TO ARTICLE 1, SECTION 2

Existing Language is now considered sub-paragraph
(a)

 

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

 

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

 

6

 

ATTACHMENT D

 

TROPICANA ONLY

ADD TO ARTICLE 1, SECTION 2

Existing Language is now considered sub-paragraph (a)

 

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

 

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

 

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

 

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

 

7

 

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

 

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

 

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

 

8

 

ATTACHMENT E

 

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

 

9

 

ATTACHMENT F

 

RECOGNITION ARTICLE OF THE COLLECTIVE BARGAINING
AGREEMENT (CBA)

 

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

 

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

 

10

 

ATTACHMENT G

 

FUTURE LEASED SPACE

 

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

 

Resorts —1

Trump Marina —1

Trump Plaza —1

Trump Taj Mahal - 1

Tropicana — 2

 

11

 

MEMORANDUM OF AGREEMENT

SIGNATURE PAGE

 

UNIONS:

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/24/06

  
	
  INTERNATIONAL UNION OF
  OPERATING ENGINEERS, LOCAL 68

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/24/06

  
	
  NJ REGIONAL COUNCIL OF
  CARPENTERS, LOCAL 623

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4.24.06

  
	
  PAINTERS & ALLIED
  TRADES, DISTRICT COUNCIL 711

  	
   

  	
  DATE

  

 

EMPLOYERS:

 

	
  /s/ [ILLEGIBLE]

  	
   

  	
  04/11/06

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  04/11/06

  
	
  ATLANTIC CITY SHOWBOAT,
  INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  04/11/06

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  04/11/06

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/24/06

  
	
  TROPICANA CASINO AND
  RESORT 

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  5/5/06

  
	
  RESORT’S INTERNATIONAL,
  INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  5/5/06

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/20/06

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/20/06

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  4/20/06

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

  	
   

  	
  DATE

  

 

 

AGREEMENT

Between

TROPICANA

And

INTERNATIONAL UNION OF OPERATING ENGINEERS

LOCAL 68

 

AGREEMENT made and entered
into                             ,
by and between TROPICANA, 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.”

 

W I T N E S S E T H

 

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.     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.

 

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.

 

2

 

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 1, 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 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,

 

3

 

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

 

ARTICLE III - MANAGEMENT RIGHTS

 

1.       The Union recognizes that
the Management of the Hotel 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

 

4

 

classifications, subject to the seniority
provisions herein contained. The Employer shall have the right to make and
enforce reasonable rules for the conduct and appearance of employees not
inconsistent with the provisions of this Agreement.

 

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

 

ARTICLE IV - CONTROL AND DISCHARGE

 

1.      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.       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.

 

5

 

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.

 

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 illness ) 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.

 

(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.

 

6

 

ARTICLE VI - NO DISCRIMINATION

 

1.       There shall be no discrimination against
any employee because of Union membership or lawful Union activities or because
of race, 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

 

7.       Vacation time cannot be accumulated from
year to year, but must be taken within the current calendar year.

 

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.

 

8

 

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.

 

9

 

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.

 

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

 

10

 

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.

 

3.                                       Apprentice Training Fund: The Employer agrees to
contribute ten cents ($.10) per hour for all straight time hours paid, not to
exceed 2,080 hours per year, for each employee covered hereby, retroactive to
the first (lst) 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.

 

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

 

11

 

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 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

 

12

 

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.

 

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,

 

13

 

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.

 

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.

 

14

 

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.

 

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

 

15

 

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.”

 

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.

 

16

 

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 (1 1/2) 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 two (2) hours or more beyond
his regular shift, or is called out in an emergency and works for four
(4) hours or more, he shall be entitled to a meal.

 

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, electrician and exterminator.

 

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 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

 

17

 

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.

 

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

 

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, 2006. 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 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.

 

18

 

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

  	
   

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

  
	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  /s/ Vincent J. Giblin

  
	
   

  	
   

  	
  VINCENT J. GIBLIN

  
	
   

  	
   

  	
  Business Manager

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  /s/ Thomas P. Giblin

  
	
   

  	
   

  	
  THOMAS P. GIBLIN

  
	
   

  	
   

  	
  President

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ Stephen Mc Guire

  
	
   

  	
   

  	
  STEPHEN MC GUIRE

  
	
   

  	
   

  	
  Recording Secretary

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ Dennis J. Giblin

  
	
   

  	
   

  	
  DENNIS J. GIBLIN

  
	
   

  	
   

  	
  Business Representative

  

 

19

 

SCHEDULE “A” - TROPICANA

 

A.                                    HOURLY WAGE RATES

 

	
  CLASSIFICATION

  	
   

  	
  5/1/01

  	
   

  	
  5/1/02

  	
   

  	
  5/1/03

  	
   

  	
  5/1/04

  	
   

  	
  5/1/05

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mech. Lead

  	
   

  	
  $

  	
  21.87

  	
   

  	
  $

  	
  22.82

  	
   

  	
  $

  	
  23.72

  	
   

  	
  $

  	
  24.67

  	
   

  	
  $

  	
  25.62

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Stationary Engineer

  	
   

  	
  $

  	
  20.69

  	
   

  	
  $

  	
  21.64

  	
   

  	
  $

  	
  22.54

  	
   

  	
  $

  	
  23.49

  	
   

  	
  $

  	
  24.44

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “A”

  	
   

  	
  $

  	
  20.30

  	
   

  	
  $

  	
  21.25

  	
   

  	
  $

  	
  22.15

  	
   

  	
  $

  	
  23.10

  	
   

  	
  $

  	
  24.05

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “B”

  	
   

  	
  $

  	
  19.13

  	
   

  	
  $

  	
  20.08

  	
   

  	
  $

  	
  20.98

  	
   

  	
  $

  	
  21.93

  	
   

  	
  $

  	
  22.88

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “C”

  	
   

  	
  $

  	
  16.10

  	
   

  	
  $

  	
  17.05

  	
   

  	
  $

  	
  17.95

  	
   

  	
  $

  	
  18.90

  	
   

  	
  $

  	
  19.85

  	
   

  

 

RATE
WITH $.55 ADDED (Plus $.50 Pension)

 

	
  CLASSIFICATION

  	
   

  	
  5/1/01

  	
   

  	
  5/1/02

  	
   

  	
  5/1/03

  	
   

  	
  5/1/04

  	
   

  	
  5/1/05

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mech.  Lead

  	
   

  	
  $

  	
  22.92

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Stationary Engineer

  	
   

  	
  $

  	
  21.74

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “A”

  	
   

  	
  $

  	
  21.35

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “B”

  	
   

  	
  $

  	
  20.18

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “C”

  	
   

  	
  $

  	
  17.15

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  

 

OVERTIME RATE (WITH $.55 INCLUDED) (Plus $.50 Pension)

 

	
  CLASSIFICATION

  	
   

  	
  5/1/01

  	
   

  	
  5/1/02

  	
   

  	
  5/1/03

  	
   

  	
  5/1/04

  	
   

  	
  5/1/05

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mech. Lead

  	
   

  	
  $

  	
  34.38

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Stationary Engineer

  	
   

  	
  $

  	
  32.61

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “A”

  	
   

  	
  $

  	
  32.03

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “B”

  	
   

  	
  $

  	
  30.27

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Maint. Mechanic “C”

  	
   

  	
  $

  	
  25.73

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  

 

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

  	
   

  	
  5/1/01

  	
   

  	
  5/1/02

  	
   

  	
  5/1/03

  	
   

  	
  5/1/04

  	
   

  	
  5/1/05

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Welfare Fund

  	
   

  	
  $

  	
  3.95

  	
   

  	
  $

  	
  4.05

  	
   

  	
  $

  	
  4.25

  	
   

  	
  $

  	
  4.45

  	
   

  	
  $

  	
  4.65

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Pension Fund

  	
   

  	
  $

  	
  2.10

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Apprentice Training Fund

  	
   

  	
  $

  	
  .10

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  Annuity Fund

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  On Hours Worked:

  	
   

  	
  $

  	
  .25

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

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

  	
   

  	
  $

  	
  3.10
  

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
																	

 

 

SETTLEMENT AGREEMENT

 

IUOE LOCAL
68

 

And

 

BALLY’S
PARK PLACE, CAESARS, ATLANTIC CITY HILTON & CLARIDGE

 

Case No. 18 300 14110 1

 

On this seventh day of
February 2002, the Parties hereby agree to settle the above referenced
matter in accordance with the following terms:

 

1.                                       Employees will
not be required to use their vacation entitlement for any FMLA approved leave
of 5 working days or less.

 

2.                                       Employees may
request to use vacation entitlement for any such approved FMLA leave of 5
working days or less. The Employer reserves the right to approve/deny the use
of the employee’s vacation entitlement except that the sole reason for denial
cannot be because the employee is not eligible for a fourth (4th) week of vacation as set
forth in the second sentence of Article VII, Section 4.

 

3.                                       For any
approved FMLA leave in excess of five (5) days, the Employer reserves the
right to require the employee to take up to one-half (1/2) of his/her annual
vacation entitlement.

 

4.                                       This Agreement
does not affect any non-FMLA approved absence or leave.

 

5.                                       This Agreement
shall not set precedent except to enforce its own terms and conditions.

 

	
  I.U.O.E Local 68

  	
   

  	
  Ballys Park Place

  
	
   

  	
   

  	
   

  
	
  /s/ Dennis J. Giblin

  	
   

  	
  /s/ Patricia Fineran

  
	
  Dennis J. Giblin

  	
   

  	
  Patricia Fineran

  

 

 

MEMORANDUM
OF UNDERSTANDING

 

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

 

INTRODUCTION

 

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

 

MODIFICATIONS

 

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

 

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

 

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

 

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

 

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

 

1

 

MEMORANDUM OF UNDERSTANDING

 

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

 

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

 

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

 

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

 

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

 

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

 

	
  1st year

  	
   

  	
  2nd year

  	
   

  	
  3rd year

  	
   

  	
  4th year

  	
   

  	
  5th year

  	
   

  
	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  	
   

  
	
  1.00

  	
   

  	
  1.05

  	
   

  	
  1.10

  	
   

  	
  1.15

  	
   

  	
  1.15

  	
   

  

 

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

 

2

 

MEMORANDUM OF UNDERSTANDING

 

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

 

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

 

 

	
  LOCAL 623, UNITED
  BROTHERHOOD OF CARPENTERS

  	
   

  	
  ATLANTIC CITY HILTON
  CASINO RESORT

  
	
  AND JOINERS OF AMERICA

  	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
   

  	
   

  	
  CAESARS ATLANTIC CITY

  
	
  PAINTERS DISTRICT COUNCIL
  711, INTERNATIONAL

  	
   

  	
   

  
	
  UNION OF PAINTERS AND
  ALLIED TRADES

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
   

  
	
   

  	
   

  	
  BALLY’S PARK PLACE CASINO
  RESORT

  
	
  LOCAL 68, 68A, 68B, 68C,
  INTERNATIONAL UNION OF 

  	
   

  	
   

  
	
  OPERATING ENGINEERS

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  TROPICANA
  CASINO & ENTERTAINMENT RESORT

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  TRUMP’S MARINA CASINO
  RESORT

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  TRUMP PLAZA HOTEL AND
  CASINO

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  TRUMP TAJ MAHAL CASINO
  RESORT

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  	
  4/6/01

  

 

3EXHIBIT 10.17

 

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 ( ie., 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 ( ie., those employees responsible for the general repair and
maintenance of the Hotel facilities and appurtenances ).

 

(c) C Mechanics ( ie.,
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 (l) 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 (l) 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 (l) 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 (l) 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 pro-rated basis for any leave of absence
consistent with the Employer’s leave policies for its unrepresented employees.
Employees must use up to half of their vacation entitlement while on FMLA and
NJFLA leave, as long as at least the same is required for the Employer’s
unrepresented employees.

 

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
  (l) 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 (l 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 (l 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 (l 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 (1 1/2) 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/ Illegible

  
	
  Vice President 

  	
   

  	
   THOMAS P. GIBLIN 

  
	
  In The Absence Of The
  President 

  	
   

  	
  Business Manager

  
	
   

  	
   

  	
   

  
	
    

  	
   

  	
  /s/ Illegible

  
	
    

  	
   

  	
  DENNIS J. GIBLIN

  
	
    

  	
   

  	
  President

  
	
   

  	
   

  	
   

  
	
    

  	
   

  	
  /s/ Illegible

  
	
    

  	
   

  	
  MICHAEL V. GANN

  
	
    

  	
   

  	
  Recording Secretary

  
	
   

  	
   

  	
   

  
	
    

  	
   

  	
  /s/ Illegible  

  
	
   

  	
   

  	
  EDWARD BOYLAN 

  
	
    

  	
   

  	
  Business Representative

  

 

22

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