Document:

Exhibit 10.4

Collective Bargaining Agreement

Between

Greektown Casino, LLC

And

Casino Hotel Industry Police

(CHIP)

Amalgamated Local #1227

The International Union, Security Police Fire
Professionals

Of America

(SPFPA)

JUNE 13, 2008-JUNE 13, 2012

TABLE OF CONTENTS

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 PAGE
 NUMBER

 	
  

 	
 ARTICLE

 	
  

 	
 TITLE

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 1

 	
  

 	
 Article 1

 	
  

 	
 Preamble

 
	
 1

 	
  

 	
 Article 2

 	
  

 	
 Purpose
 of the Agreement

 
	
 1

 	
  

 	
 Article 3

 	
  

 	
 Recognition
 and Coverage

 
	
 1

 	
  

 	
 Article 4

 	
  

 	
 Severability

 
	
 1

 	
  

 	
 Article 5

 	
  

 	
 Union
 Security

 
	
 2

 	
  

 	
 Article 6

 	
  

 	
 Dues
 Check-Off

 
	
 3

 	
  

 	
 Article 7

 	
  

 	
 Management
 Rights 

 
	
 5

 	
  

 	
 Article 8

 	
  

 	
 Union
 Representation

 
	
 7

 	
  

 	
 Article 9

 	
  

 	
 Fair
 Employment Practices

 
	
 7

 	
  

 	
 Article
 10

 	
  

 	
 Safety,
 Security, and Health

 
	
 8

 	
  

 	
 Article
 11

 	
  

 	
 Bulletin
 Boards

 
	
 8

 	
  

 	
 Article
 12

 	
  

 	
 Hours of
 Work and Overtime

 
	
 9

 	
  

 	
 Article
 13

 	
  

 	
 Seniority

 
	
 11

 	
  

 	
 Article
 14

 	
  

 	
 Layoff
 and Recall

 
	
 12

 	
  

 	
 Article
 15

 	
  

 	
 Discipline

 
	
 14

 	
  

 	
 Article
 16

 	
  

 	
 Grievance
 Procedure

 
	
 17

 	
  

 	
 Article
 17

 	
  

 	
 Labor/Management
 Committee

 
	
 17

 	
  

 	
 Article
 18

 	
  

 	
 No
 Strikes/Lockouts

 
	
 18

 	
  

 	
 Article
 19

 	
  

 	
 Job
 Openings and Bidding

 
	
 18

 	
  

 	
 Article
 20

 	
  

 	
 Lunch and
 Relief

 
	
 18

 	
  

 	
 Article
 21

 	
  

 	
 Uniforms
 and Equipment

 
	
 20

 	
  

 	
 Article
 22

 	
  

 	
 Wages

 
	
 21

 	
  

 	
 Article
 23

 	
  

 	
 Gaming
 Licenses

 
	
 21

 	
  

 	
 Article
 24

 	
  

 	
 Training 

 
	
 24

 	
  

 	
 Article
 25

 	
  

 	
 General
 Provisions

 
	
 30

 	
  

 	
 Article
 26

 	
  

 	
 Letter of
 Understanding

 
	
 31

 	
  

 	
 Article
 27

 	
  

 	
 Funeral
 Leave 

 
	
 31

 	
  

 	
 Article
 28

 	
  

 	
 Health
 and Insurance Benefits

 
	
 35

 	
  

 	
 Article
 29

 	
  

 	
 401(K)
 Retirement Plan

 
	
 37

 	
  

 	
 Article
 30

 	
  

 	
 Dependent
 Care and Work-Life

 
	
 38

 	
  

 	
 Article
 31

 	
  

 	
 Leaves of
 Absence

 
	
 43

 	
  

 	
 Article
 32

 	
  

 	
 Jury Duty
 or Court Appearance

 
	
 44

 	
  

 	
 Article
 33

 	
  

 	
 Michigan
 Gaming Control Board

 
	
 45

 	
  

 	
 Article
 34

 	
  

 	
 Successorship

 
	
 46

 	
  

 	
 Article
 35

 	
  

 	
 Permanent
 Facility

 

	
 46

 	
  

 	
 Article
 36

 	
  

 	
 Non-Disclosure
 of Information

 
	
 47

 	
  

 	
 Article
 37

 	
  

 	
 Terms of
 Contract Renewal 

 
	
 48

 	
  

 	
  

 	
  

 	
 Dedication
 Page

 
	
 49

 	
  

 	
 Side
 Letter #1

 	
  

 	
 Article
 20 Lunch and Relief

 
	
 50

 	
  

 	
 Addendum
 I

 	
  

 	
 Dues
 Authorization Card

 
	
 51

 	
  

 	
 Side
 Letter #2

 	
  

 	
 Merger of
 Outside & Inside Classification

 
	
 52

 	
  

 	
 Side
 Letter #3

 	
  

 	
 Hotel
 Security

 
	
 53

 	
  

 	
 Side
 Letter #4

 	
  

 	
 EMT
 Issues

 
	
 54

 	
  

 	
 Side
 Letter #5

 	
  

 	
 Minor
 Access into the Casino

 
	
 55

 	
  

 	
  

 	
  

 	
 Memorandum
 of Understanding

 
	
 56

 	
  

 	
  

 	
  

 	
 Topics of
 Understanding

 
	
 59

 	
  

 	
  

 	
  

 	
 Complete Agreement

 

ARTICLE 1

Preamble

	
  

 	
  

 
	
 1.1

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

 

ARTICLE 2

Purpose of the Agreement

	
  

 	
  

 
	
 2.1

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

 

ARTICLE 3

Recognition and Coverage

	
  

 	
  

 
	
 3.1

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

 

ARTICLE 4

 Severability

	
  

 	
  

 
	
 4.1

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

 

ARTICLE 5

Union Security

	
  

 	
  

 
	
 5.1

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

 

 Page
1

	
  

 	
  

 	
  

 
	
 5.2

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

 
	
  

 	
  

 	
  

 
	
 5.3

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

 
	
  

 	
  

 	
  

 
	
 5.4

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 

ARTICLE 6

Dues Check-Off

	
  

 	
  

 
	
 6.1

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

 
	
  

 	
  

 
	
 6.2

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

 
	
  

 	
  

 
	
 6.3

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

 
	
  

 	
  

 
	
 6.4

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

 

Page 2

	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
 6.5

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

 
	
  

 	
  

 	
  

 
	
 6.6

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

 
	
  

 	
  

 	
  

 
	
 6.7

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
 6.8

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

 

ARTICLE 7

Management Rights

	
  

 	
  

 	
  

 
	
 7.1

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

 
	
  

 	
  

 	
  

 
	
 7.2

 	
 The
 Company’s rights include the right to:

 
	
  

 	
  

 
	
  

 	
 A.

 	
 Hire.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Determine
 the number of and location of posts.

 

 Page
3 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Direct the
 working forces and manage the Company.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 D.

 	
 Assign work.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 E.

 	
 Discontinue,
 temporarily or permanently, any posts.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 F.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 G.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 H.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 I.

 	
 Determine
 when overtime shall be worked.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 J.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1. 

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2. 

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3. 

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

 
	
  

 	
  

 	
  

 	
  

 
	
 7.3

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

 

 Page
4

ARTICLE 8

Union Representation

	
  

 	
  

 	
  

 
	
 8.1

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

 
	
  

 	
  

 	
  

 
	
 8.2

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 D.

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

 
	
  

 	
  

 	
  

 
	
 8.3

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

 
	
  

 	
  

 	
  

 
	
 8.4

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

 

 Page
5 

	
  

 	
  

 	
  

 
	
 8.5

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 
	
 8.6

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 
	
 8.7

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

 
	
  

 	
  

 	
  

 
	
 8.8

 	
 The Company
 will in no way discriminate against:

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Any team
 member for presenting a grievance;

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 

Page 6

	
  

 	
  

 	
  

 	
  

 
	
 8.9

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 b.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 c.

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

 

ARTICLE 9

Fair Employment Practices

	
  

 	
  

 
	
 9.1

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

 
	
  

 	
  

 
	
 9.2

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

 
	
  

 	
  

 
	
 9.3

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

 

ARTICLE 10

Safety, Security, and Health

	
  

 	
  

 
	
 10.1

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

 
	
  

 	
  

 
	
 10.2

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

 

 Page
7

ARTICLE 11

Bulletin Boards

	
  

 	
  

 	
  

 
	
 11.1

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

 
	
  

 	
  

 	
  

 
	
 11.2

 	
 Bulletin
 board notices shall be restricted to:

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 Notices of
 union recreation and social affairs.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

 	
 Notice of
 union elections and results of said elections.

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Notice of
 union appointments and union meetings.

 
	
  

 	
  

 	
  

 
	
  

 	
 D.

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

 

ARTICLE 12

Hours of Work and Overtime

	
  

 	
  

 
	
 12.1

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

 
	
  

 	
  

 
	
 12.2

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

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 12.3

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

 

 Page
8

	
  

 	
  

 	
  

 
	
 12.4

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

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

 
	
  

 	
  

 	
  

 
	
 12.5

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

 

ARTICLE 13

Seniority

	
  

 	
  

 	
  

 
	
 13.1

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
 13.2

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

 
	
  

 	
  

 	
  

 
	
 13.3

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

 

Page 9 

	
  

 	
  

 	
  

 
	
 13.4

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

 
	
  

 	
  

 	
  

 
	
 13.5

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

 
	
  

 	
  

 	
  

 
	
 13.6

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

 
	
  

 	
  

 	
  

 
	
 13.7

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

 	
 If the team
 member quits.

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 D.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 E.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 F.

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

 

Page 10

ARTICLE 14

Layoff and Recall

	
  

 	
  

 
	
 14.1

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

 
	
  

 	
  

 
	
 14.2

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

 
	
  

 	
  

 
	
 14.3

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

 
	
  

 	
  

 
	
 14.4

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

 
	
  

 	
  

 
	
 14.5

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

 

Page 11

ARTICLE 15

Discipline

	
  

 	
  

 	
  

 
	
 15.01

 	
 Cause for Discharge

 
	
  

 	
  

 	
  

 
	
 a.

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

 
	
  

 	
  

 	
  

 
	
 b.

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

 
	
  

 	
  

 	
  

 
	
 15.02

 	
 Warning Notices.

 
	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
 15.03

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

 

 Page
12

	
  

 	
  

 
	
 15.04

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

 
	
  

 	
  

 
	
 15.05

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

 
	
  

 	
  

 
	
 15.06

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

 
	
  

 	
  

 
	
 15.07 

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

 
	
  

 	
  

 
	
 15.08 

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

 
	
  

 	
  

 
	
 15.09

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

 

 Page
13 

ARTICLE 16

Grievance
Procedure

	
  

 	
  

 
	
 16.01

 	
 Grievances.

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 16.02

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

 

	
  

 	
  

 	
  

 
	
 a.

 	
 Step I.

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

 
	
  

 	
  

 	
  

 
	
 b.

 	
 Step II.

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

 
	
  

 	
  

 	
  

 
	
 c.

 	
 Step III.

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

 
	
  

 	
  

 	
  

 
	
 d.

 	
 Steps I-II.

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

 

Page 14

	
  

 	
  

 	
  

 
	
 e.

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

 
	
  

 	
  

 
	
 f.

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

 
	
  

 	
  

 
	
 g.

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

 
	
  

 	
  

 
	
 h.

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

 
	
  

 	
  

 	
  

 
	
         16.03

 	
 Arbitration.

 
	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

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

 

Page 15 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 d.

 	
 Arbitration
 Procedure.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 e.

 	
 Selection of
 Arbitrators

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 f.

 	
 General.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 4.

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

 
	
  

 	
  

 	
  

 	
  

 
	
 16.04

 	
 Mitigation
 of Damages.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

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

 

Page 16

	
  

 	
  

 	
  

 
	
 16.05

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

 
	
  

 	
  

 	
  

 
	
 16.06

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

 

ARTICLE 17

Labor/Management Committee

	
  

 	
  

 
	
 17.1

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

 
	
  

 	
  

 
	
 17.2

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

 

ARTICLE 18

No Strikes/Lockouts

	
  

 	
  

 
	
 18.1

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

 

 Page
17

	
  

 	
  

 
	
 18.2

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

 
	
  

 	
  

 
	
 18.3

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

 

ARTICLE 19

Job Openings and Bidding

	
  

 	
  

 
	
 19.1

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

 

ARTICLE 20

Lunch and Relief

	
  

 	
  

 
	
 20.1

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

 
	
  

 	
  

 
	
 20.2

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

 

ARTICLE 21

Uniforms and Equipment

	
  

 	
  

 
	
 21.1

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

 

Page 18

	
  

 	
  

 
	
 21.2

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

 
	
  

 	
  

 
	
 21.3

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

 
	
  

 	
  

 
	
 21.4

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

 
	
  

 	
  

 
	
 21.5

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

 
	
  

 	
  

 
	
 21.6

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

 
	
  

 	
  

 
	
 21.7

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

 

Page 19

Article 22

Wages

	
  

 	
  

 	
  

 	
  

 
	
 Year 1

 	
 June 2008

 	
 $16.74

 	 
	
 Year 2

 	
 June 2009

 	
 $17.24

 	 
	
 Year 3

 	
 June 2010

 	
 $17.75

 	 
	
 Year 4

 	
 June 2011

 	
 $18.28

 	 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 New Hire:

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 Wages:

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 *

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 *

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

 

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

 Page
20

ARTICLE 23

 Gaming
Licenses

	
  

 	
  

 	
  

 	
  

 
	
 23.1

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 b.

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

 

ARTICLE 24

Training

	
  

 	
  

 
	
 24.1

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

 
	
  

 	
  

 
	
 24.2

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

 
	
  

 	
  

 
	
 24.3

 	
 Educational Expense/Training

 

	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 

 Page
21

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 Team members
 are not eligible for educational assistance if:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 D.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 E.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 F.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 Forms can be
 obtained from the Training Department.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 G.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 H.

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

 

 Page
22

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 I.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 J.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 4.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 K.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 L.

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

 

	
  

 	
  

 	
  

 
	
 24.4

 	
 GED’s or
 Degree of High School Equivalency

 
	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 

 Page
23

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 b.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 Current
 programs must be approved by Greektown Casino.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

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

 

ARTICLE 25

General Provisions

	
  

 	
  

 	
  

 
	
 25.1

 	
 Union
 Cooperation

 
	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
 25.2

 	
 Gender

 
	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
 25.3

 	
 Location of
 Post Notification

 
	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
 25.4

 	
 Bargaining
 Unit Work

 
	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 

 Page
24

	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 New Jobs

 
	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 
	
 25.5

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

 
	
  

 	
  

 	
  

 
	
 25.6

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

 

Page 25

ARTICLE 26

Vacation, Holidays and Personal/Sick Time

	
  

 	
  

 	
  

 
	
 26.1

 	
  

 	
 Vacation.

 
	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 

	
  

 	
  

 	
  

 
	
 Years of Continuous Service 

 	
  

 	
 Amount of Paid Vacation 

 
	

 

 	
  

 	

 

 
	
 1-6 years

 	
  

 	
 10 days

 
	
 7-11 years

 	
  

 	
 15 days

 
	
 12 years +

 	
  

 	
 20 days

 

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

	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

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

 
	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Vacation
 Utilization.

 
	
  

 	
  

 	
  

 
	
  

 	
  

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

 

Page 26

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 d.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 	
  

 
	
 26.2

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

 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 New Year’s
 Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Martin
 Luther King’s Birthday

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 President’s
 Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Memorial Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Independence
 Day 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Labor Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Thanksgiving
 Day

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Christmas
 Day

 

	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

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

 

 Page
27

	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 d.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 e.

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

 

	
  

 	
  

 	
  

 
	
 26.2

 	
 Paid
 Personal/Sick Days.

 
	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 

Page 28

	
  

 	
  

 	
  

 	
  

 
	
 Months or Years of Completed
 Continuous Service

 	
  

 	
 Number of Personal/Sick

 Allotted Per Year

 
	

 

 	
  

 	

 

 
	
  

 	
 0 up to 6 months

 	
  

 	
 0

 
	
  

 	
 6 months

 	
  

 	
 2 days

 
	
  

 	
 12 months

 	
  

 	
 2 days

 
	
  

 	
 2 years

 	
  

 	
 3 days

 
	
  

 	
 3 years

 	
  

 	
 3 days

 
	
  

 	
 4 years

 	
  

 	
 4 days

 
	
  

 	
 5 years

 	
  

 	
 5 days

 
	
  

 	
 6 years

 	
  

 	
 6 days

 
	
  

 	
 7 years

 	
  

 	
 7 days

 
	
  

 	
 8 years

 	
  

 	
 7 days

 
	
  

 	
 9 years

 	
  

 	
 7 days

 
	
  

 	
 10 years

 	
  

 	
 8 days

 

	
  

 	
  

 	
  

 
	
 b.

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

 
	
  

 	
  

 	
  

 
	
 c.

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

 
	
  

 	
  

 	
  

 
	
 d.

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

 
	
  

 	
  

 	
  

 
	
 e.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

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

 

 Page
29

ARTICLE 26

Letter of Understanding

	
  

 	
  

 	
  

 
	
  

 	
  (1)

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

 
	
  

 	
  

 	
  

 
	
  

 	
  (2)

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

 
	
  

 	
  

 	
  

 
	
  

 	
  (3)

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

 

Page 30

ARTICLE 27

Funeral Leave

	
  

 	
  

 	
  

 
	
 27.1

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

 
	
  

 	
  

 	
  

 
	
 27.2

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

 
	
  

 	
  

 	
  

 
	
 27.3

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

 
	
  

 	
  

 	
  

 
	
 ARTICLE 28

 
	
 Health and Insurance Benefits

 
	
  

 	
  

 	
  

 
	
 28.1

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

 
	
  

 	
  

 	
  

 
	
 28.2

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

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
  

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

 

Page 31 

	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Emergency
 Room co-pay shall be $100.00.

 
	
  

 	
  

 	
  

 
	
  

 	
 d.

 	
 Urgent Care Center co-pay shall be $30.00. 

 

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

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Employee
 Only

 	
 $10.00

 	 
	
  

 	
 b.

 	
 Employee + 1

 	
 $15.00

 	 
	
  

 	
 c.

 	
 Employee +
 family

 	
 $20.00

 	 

	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Employee
 only

 	
 $15.00 
 

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

 
	
  

 	
 b.

 	
 Employee +1

 	
 $40.00 

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

 
	
  

 	
 c.

 	
 Employee +
 family

 	
 $70.00

 

Current plan
co-pays intact except as follows: 

	
  

 	
  

 	
  

 
	
  

 	
 •

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

 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

 	
 28.3

 	
 Dental Plan.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

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

 

Page 32 

	
  

 	
  

 
	
 28.4

 	
 Vision Plan.
 

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 28.5

 	
 Disability
 Benefits. 

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 28.6

 	
 Life
 Insurance Benefits. 

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 28.7

 	
 Open
 Enrollment. 

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 28.8

 	
 Opt Out
 Option. 

 
	
  

 	
  

 
	
  

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

 

Page 33 

	
  

 	
  

 
	
 28.9

 	
 Smoking
 Cessation. 

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 28.10

 	
 Health
 Benefits Joint Committee. 

 
	
  

 	
  

 
	
  

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

 

	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Explore a
 Foot Care Program as a managed care option; 

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Explore an
 on-site medical facility; 

 
	
  

 	
  

 	
  

 
	
  

 	
 d.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 e.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 f.

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

 

	
  

 	
  

 
	
 28.11

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

 

Page 34 

ARTICLE 29 

401 (K) Retirement Plan

	
  

 	
  

 
	
 29.1

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

 
	
  

 	
  

 
	
 29.2

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

 

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Years of Contribution Service

 	
  

 	
 Cents Per Hour

 	
  

 
	

 

 	

  

 	

 

 	

  

 
	
  

 	
 < 1 year

 	
  

 	
 0 cents

 	
  

 
	
  

 	
 1 year <
 3 years

 	
  

 	
 50 cents

 	
  

 
	
  

 	
 3 years <
 5 years

 	
  

 	
 60 cents

 	
  

 
	
  

 	
 5 years and
 up

 	
  

 	
 70 cents

 	
  

 

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

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Years of Contribution Service

 	
  

 	
 Cents Per Hour

 	
  

 
	

 

 	

  

 	

 

 	

 

 
	
  

 	
 < 1 Year

 	
  

 	
 0 Cents

 	
  

 
	
  

 	
 1 Year <
 3Years

 	
  

 	
 60 Cents

 	
  

 
	
  

 	
 3 Years <
 5 Years

 	
  

 	
 70 Cents

 	
  

 
	
  

 	
 5 Years and
 up

 	
  

 	
 80 Cents

 	
  

 

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

Page 35 

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

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

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

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
   Years
 of Service

 	
  

 	
 Percentage Vested in the Cents Per Hour

 Contributions

 	
  

 
	

 

 	

 

 	
  

 	

 

 	

   

 
	
  

 	
 Less than 2
 years

 	
  

 	
   0%

 	
  

 
	
  

 	
 2 but less
 than 3

 	
  

 	
  50%

 	
  

 
	
  

 	
 3 or more

 	
  

 	
 100%

 	
  

 

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

	
  

 	
  

 
	
 29.3

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

 

Page 36 

ARTICLE 30 

Dependent Care and Work-Life 

	
  

 	
  

 	
  

 	
  

 
	
 30.1

 	
 Dependent
 Care. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 b.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 c.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 d.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 e.

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

 
	
  

 	
  

 	
  

 	
  

 
	
 30.2

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

 

Page 37

	
  

 	
  

 	
  

 	
  

 
	
 30.3

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 b.

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

 
	
  

 	
  

 	
  

 	
  

 
	
 30.4

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

 

ARTICLE 31

Leaves of Absence

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

Page 38 

	
  

 	
  

 	
  

 	
  

 
	
 31.1

 	
 Specific
 Leaves of Absence 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 4.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

 	
 Proof of
 illness may be required. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 4.

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

 

Page 39 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 Proof of the
 birth or adoption may be required. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 D.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 3.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 E.

 	
 Union
 Business Leave 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

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

 

Page 40 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 ii.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 iii.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 iv.

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.2

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.3

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.4

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.5

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.6

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.7

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

 

Page 41 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.8

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.9

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.10

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

 
	
  

 	
  

 	
  

 	
  

 
	
 31.11

 	
 Returning
 from a Leave of Absence 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 C.

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

 

Page 42

	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

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

 

Article 32

Jury Duty or Court Appearance

	
  

 	
  

 	
  

 
	
 32.1

 	
 Jury Duty. 

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 C.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 D.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 E.

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

 
	
  

 	
  

 	
  

 
	
 32.2

 	
 Court
 Appearance. 

 
	
  

 	
  

 	
  

 
	
  

 	
 A.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 B.

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

 

Page 43

	
  

 	
  

 	
  

 
	
  

 	
 C.

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

 

Article 33

Michigan Gaming Control Board

	
  

 	
  

 
	
 33.1

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

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 33.2

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

 
	
  

 	
  

 
	
  

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

 
	
  

 	
  

 
	
 33.3

 	
 Discipline. 

 

	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 

Page 44

	
  

 	
  

 	
  

 
	
  

 	
 b.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

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

 

Article 34

Successorship

	
  

 	
  

 
	
 34.1

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

 
	
  

 	
  

 
	
 34.2

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

 
	
  

 	
  

 
	
 34.3

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

 

Page 45 

Article 35

Permanent Facility

	
  

 	
  

 
	
 35.1

 	
 Permanent
 Facility 

 
	
  

 	
  

 
	
  

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

 

Article 36 

Non-Disclosure of Information

	
  

 	
  

 
	
 36.1

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

 

Page 46 

Article 37

Terms of Contract Renewal

	
  

 	
  

 
	
 37.1

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

 
	
  

 	
  

 
	
  

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

 

	
  
 	
  
 	
  
 	
  
 	
  
 
	/s/ Bruce Berger
	 	/s/ Dwayne Phillips

	

 
 	
  
 	

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

 
 	
  
 	
  
 	

 
 	
  
 
	 	 	 	
/s/ Elton Pennington
	 
	 	 
	 
	Vice President   	 

Page 47 

Dedication
Page

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

	
  

 	
  

 	
  

 	
  

 
	
           Dwayne
 B. Phillips

 	
  

 	
 Elton E.
 Pennington

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 

 	
  

 	

 

 	
  

 
	
 Local
 President

 	
  

 	
 Local Vice
 President

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	
           Joshlyn
 Johnson

 	
  

 	
 Thomas
 Friend

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 

 	
  

 	

 

 	
  

 
	
 Financial
 Treasurer

 	
  

 	
 Chief
 Steward

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	
           Joseph
 Douglas

 	
  

 	
 Robert Allen

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 

 	
  

 	

 

 	
  

 
	
 EMT
 Committee

 	
  

 	
 Outside
 Committee

 	
  

 

Page 48 

Side
Letter #1

Article 20 Lunch Relief

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

Page 49 

Addendum
I

Dues Authorization Card

Dues Authorization Card will be placed here.

Pages 50 

Side
Letter #2

Merger of Outside and Inside Classification

	
  

 	
  

 
	
 •

 	
 The merger
 will not take place until the hotel opens 

 
	
  

 	
  

 
	
 •

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

 
	
  

 	
  

 
	
 •

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

 
	
  

 	
  

 
	
 •

 	
 The company
 will offer paid training on inside operations 

 
	
  

 	
  

 
	
 •

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

 
	
  

 	
  

 
	
 •

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

 

Page 51

Side
Letter #3

Hotel Security

Hotel Officers
will be union employees. 

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

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

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

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

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

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

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

Page 52 

Side
Letter #4

EMT Issues

Utilization: 

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

Staffing: 

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

RDO: 

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

License Fees: 

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

Coordinator: 

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

Equipment: 

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

Overtime: 

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

Page 53 

Side
Letter #5

Minor Access Into The Casino

Discipline: 

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

	
  

 	
  

 	
  

 
	
  

 	
 •

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

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The
 officer’s past discipline record

 

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

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

Page 54

2008
Negotiations SPFPA/Greektown Casino

Memorandum of Understanding

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

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Roll-Call
 will start 15 minutes before shift begins 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

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

 
	
  

 	
  

 	
  

 
	
  

 	
 •

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

 
	
  

 	
  

 	
  

 
	
  

 	
 1.)

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

 
	
  

 	
  

 	
  

 
	
  

 	
 2.)

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

 

Roll-Call space: 

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

Swipe in/out 

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

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

Page 55

Topics
of Understanding

Union Activity
(Council Button)

	
  

 	
  

 	
  

 
	
  

 	
 1.)

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

 
	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 
	
 Team Member Parking

 
	
  

 
	
  

 	
  

 	
  

 
	
  

 	
 2.)

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

 
	
  

 	
  

 	
  

 
	
 Good Attendance

 
	
  

 
	
  

 	
 3.)

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

 
	
  

 	
  

 	
  

 
	
 Breath Mints/Water at Posts

 
	
  

 
	
  

 	
 4.)

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

 
	
  

 	
  

 	
  

 
	
 Tips/Toke for Officers

 
	
  

 
	
  

 	
 5.)

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

 

Page 56 

	
  

 	
  

 	
  

 
	
  

 	
  

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

 
	
  

 	
  

 	
  

 
	
 Female Hair Standards 

 
	
  

 
	
  

 	
 6.)

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

 
	
  

 	
  

 	
  

 
	
 Work Schedule: 

 
	
  

 
	
  

 	
 7.)

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

 
	
  

 	
  

 	
  

 
	
 Investigative Suspension: 

 
	
  

 
	
  

 	
 8.)

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

 
	
  

 	
  

 	
  

 
	
 Drug Test: 

 
	
  

 
	
  

 	
 9.)

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

 
	
  

 	
  

 	
  

 
	
 Officer’s Shoes: 

 
	
  

 
	
  

 	
 10.)

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

 
	
  

 	
  

 	
  

 
	
 Leadership Training: 

 
	
  

 
	
  

 	
 11.)

 	
 Management will provide leadership training for all supervisors. 

 
	
  

 	
  

 	
  

 
	
 Suspension: 

 
	
  

 
	
  

 	
 12.)

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

 

Page 57

	
  

 	
  

 
	
 A.

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

 
	
  

 	
  

 
	
 B.

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

 

Page 58

COMPLETE
AGREEMENT

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

Page 59Exhibit 10.5

Agreement

between

 (UAW, UNITEHERE, Teamsters,

Operating Engineers, Carpenters)

and

October 17, 2007

thru

October 16, 2011

AGREEMENT BETWEEN GREEKTOWN CASINO

AND THE DETROIT CASINO COUNCIL

1

TABLE OF CONTENTS

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 1

 	
  

 	
 Labor-Management
 Cooperation

 	
  

 	
 1

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 2

 	
  

 	
 Recognition
 of Union

 	
  

 	
 2

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 3

 	
  

 	
 No
 Discrimination

 	
  

 	
 2

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 4

 	
  

 	
 Hours
 of Work, Shifts, Days Off, and Scheduling

 	
  

 	
 3

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 5

 	
  

 	
 Vacation,
 Holidays and Personal/Sick Time

 	
  

 	
 5

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 6

 	
  

 	
 Funeral
 Leave

 	
  

 	
 8

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 7

 	
  

 	
 Seniority,
 Promotions, and Transfers

 	
  

 	
 9

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 8

 	
  

 	
 Wages

 	
  

 	
 13

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 9

 	
  

 	
 Gratuities
 and Cash Deductions

 	
  

 	
 14

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 10

 	
  

 	
 Meals
 and Breaks

 	
  

 	
 16

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 11

 	
  

 	
 Health
 and Insurance Benefits

 	
  

 	
 17

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 12

 	
  

 	
 401(k)
 Retirement Plan

 	
  

 	
 20

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 13

 	
  

 	
 Dependent
 Care and Work-Life

 	
  

 	
 22

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 14

 	
  

 	
 Leaves
 of Absence

 	
  

 	
 23

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 15

 	
  

 	
 Uniforms

 	
  

 	
 28

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 16

 	
  

 	
 Jury
 Duty or Court Appearance

 	
  

 	
 29

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 17

 	
  

 	
 Health
 & Safety

 	
  

 	
 30

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 18

 	
  

 	
 Training
 & Development

 	
  

 	
 32

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 19

 	
  

 	
 New
 Jobs

 	
  

 	
 37

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 20

 	
  

 	
 Gaming
 Licenses

 	
  

 	
 37

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 21

 	
  

 	
 Drug
 Testing

 	
  

 	
 37

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 22

 	
  

 	
 Discipline

 	
  

 	
 38

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 23

 	
  

 	
 Grievance
 Procedure

 	
  

 	
 40

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 24

 	
  

 	
 Michigan
 Gaming Control Board

 	
  

 	
 43

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 25

 	
  

 	
 Non-Disclosure
 of Information

 	
  

 	
 44

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 26

 	
  

 	
 Management
 Rights

 	
  

 	
 45

 

i

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 27

 	
  

 	
 Union
 Security

 	
  

 	
 45

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 28

 	
  

 	
 Dues
 Check-Off

 	
  

 	
 46

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 29

 	
  

 	
 Union
 Activity

 	
  

 	
 47

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 30

 	
  

 	
 Procedures
 for New Job Classifications

 	
  

 	
 49

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 31

 	
  

 	
 Political
 Action Committee

 	
  

 	
 51

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 32

 	
  

 	
 Subcontracting

 	
  

 	
 52

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 33

 	
  

 	
 No
 Strike or Lockout

 	
  

 	
 53

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 34

 	
  

 	
 Owners
 and Successors

 	
  

 	
 53

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 35

 	
  

 	
 Savings
 Clause

 	
  

 	
 54

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Article
 36

 	
  

 	
 Term-Termination-Renewal

 	
  

 	
 55

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Appendix
 I

 	
  

 	
 Summary
 of Exclusive Provider Arrangement (EPA)

 	
  

 	
 58

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Appendix
 II

 	
  

 	
 Summary
 of Preferred Provider Organization (PPO)

 	
  

 	
 66

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Exhibit
 1

 	
  

 	
 Wage
 Scales

 	
  

 	
 70

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Exhibit
 2

 	
  

 	
 International
 Union, UAW Authorization for Check-off Dues

 	
  

 	
 76

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Exhibit
 3

 	
  

 	
 HERE
 Check-Off Dues

 	
  

 	
 77

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Exhibit
 4

 	
  

 	
 Teamsters
 Check-Off Dues

 	
  

 	
 78

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Exhibit
 5

 	
  

 	
 Operating
 Engineers

 	
  

 	
 79

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Exhibit
 6

 	
  

 	
 Michigan
 Regional Council of Carpenters

 	
  

 	
 80

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Letter
 of Understanding – Article 5 – Vacation, Holidays and Personal/Sick Time

 	
  

 	
 81

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Letter
 of Understanding – Article 5 – Vacation, Holidays and Personal/Sick Time

 	
  

 	
 82

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Letter
 of Understanding – Article 5 – Vacation, Holidays and Personal/Sick Time

 	
  

 	
 83

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Letter
 of Understanding – Article 22 – Discipline

 	
  

 	
 84

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Letter
 of Understanding – TITO Tickets

 	
  

 	
 85

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Letter
 of Understanding Part-Time Team Members

 	
  

 	
 86

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Memorandum
 of Agreement – Exercise of Employee Rights

 	
  

 	
 87

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Memorandum
 of Understanding – Team Member Parking

 	
  

 	
 90

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Memorandum
 of Understanding – Article 6 – Funeral Leave

 	
  

 	
 91

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Memorandum
 of Understanding – Article 29 – Union Activity (Council Button)

 	
  

 	
 92

 
	
  

 	
  

 	
  

 	
  

 	
  

 

ii

	
  

 	
  

 	
  

 
	
 Side Letter #1 – Team Member Assistance Program (“TMAP”)

 	
  

 	
 93

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #2 – Article 10 – Meals and Breaks

 	
  

 	
 97

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #3 – Engineers

 	
  

 	
 98

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #4 – Slot Technicians

 	
  

 	
 104

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #6 – Subcontracting

 	
  

 	
 .108

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #7 – Greektown Valet Department

 	
  

 	
 109

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #8 – Dual Rate Supervisors

 	
  

 	
 110

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #9 – Pro Rata Vacation Pay Calculation

 	
  

 	
 111

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #10 – Classification Names, Skills, Experiential Requirements and Pay
 Rates for DCC Dealers

 	
  

 	
 112

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #11 – Lump Sum Payment

 	
  

 	
 118

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #12 – Food Outlets

 	
  

 	
 119

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #13 – Hotel Classifications

 	
  

 	
 120

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #14 – Greektown/Hotel Complex

 	
  

 	
 121

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #15 – Article 8 – Wages

 	
  

 	
 122

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #16 – Article 8 – Wages

 	
  

 	
 123

 
	
  

 	
  

 	
  

 
	
 Side
 Letter #17 – Job Classification Families

 	
  

 	
 124

 

iii

ARTICLE 1

LABOR-MANAGEMENT COOPERATION

          1.01. This
Collective Bargaining Agreement is entered into between the Employer and the
Union with a commitment to a cooperative partnership. The parties recognize the
need for a contemporary approach to Union-Management relations which aims to
maximize the success of the new gaming and hospitality enterprises in the City
of Detroit. 

	
  

 	
  

 	
  

 
	
  

 	
 We mutually
 recognize that: 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Team Members want
 to be involved in decisions that affect them. 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Team members take
 pride in their jobs. 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Team Members
 strive to fulfill Greektown Casino’s vision statement: “Superior Guest
 Service Is Our Way Of Life.” 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The parties
 benefit from full adherence to this Collective Bargaining Agreement. 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The parties
 promote a “positive work environment” for all of our diverse Team Members. 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The parties value,
 respect and encourage each Team Member to excel. 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The parties strive
 to deliver an “extraordinary entertainment experience” that exceeds guest
 expectations.

 

          1.02. In
recognition of the foregoing, the parties shall meet at regular intervals, to
discuss Team Member suggestions, problems, methods of improving morale and
other similar subjects, and concerns either party may have, including gaming
issues, including both regulated and unregulated changes in the industry. The
parties recognize that ongoing communication at all levels is essential for an
optimal labor-management relationship. 

          1.03. To
foster an environment where team work and collaboration are promoted, the
parties may engage in joint training programs for Union and Management
Representatives and other Team Members. The cost of providing this training
shall be divided equally between the parties. 

          1.04. The parties agree to discuss alternative work
schedules (i.e., four (4) ten (10) hour days) in departmental Labor-Management
meetings. 

1

          1.05. The parties agree to discuss issues regarding
Team Members uniforms in Labor Management meetings. 

ARTICLE 2

RECOGNITION OF UNION

          This
Agreement is made and entered into this 17th
day of October, 2007 by and
between GREEKTOWN CASINO, LLC, a limited liability corporation located at 555
E. Lafayette, Detroit, Michigan 48226 (herein after designated “Employer” or
“Company”) and THE DETROIT CASINO COUNCIL (hereinafter designated as “Union”). 

          2.01. Recognition.
The Employer recognizes the Detroit Casino Council as the exclusive bargaining
representative for the Employer’s full and regular part-time Team Members
employed at its Casino/Hotel
facility, as indicated in the first paragraph of this Agreement, working in
those job classifications listed in Exhibit 1 attached hereto and made a part
of this Agreement. 

          2.02. The
parties specifically agree that nothing in Section 2.01 above shall be
construed to extend recognition to: 

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Persons working at
 Greektown Casino’s Detroit facility in classifications that are not listed in
 Exhibit 1; 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Temporary Team
 Members employed pursuant to bona fide internship program through an
 accredited institution. The Employer will notify the Union of internships and
 educational programs involving bargaining unit functions. No Team Member
 shall have any reduction in hours because of such programs. 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Supervisors and
 guards as defined in the National Labor Relations Act. 

 

ARTICLE 3

NO DISCRIMINATION

          3.01. The
Employer and the Union agree that neither will discriminate against any Team
Member because of membership or non-membership in, or activity on behalf of the
Union, provided that a Team Member’s Union activities shall not interfere with
the performance of the Team Member’s work for the Employer. Neither Greektown
Casino nor the Union shall discriminate against Team Members because of gender,
race, color, 

2

creed, national origin, age, religion, veteran status, disability,
height, weight, familial status, sexual orientation or marital status. 

          3.02. The
Employer and the Union are committed to maintaining a work environment free
from sexual and other prohibited harassment. Prohibited conduct includes
unwelcome sexual advances, harassment, requests for sexual favors, and other
verbal or physical conduct of a sexual nature, explicitly or implicitly making
sexual conduct a condition of employment or promotion, displaying sexually
offensive images or words, repeating offensive commentaries about someone’s
body, or making derogatory jokes. 

          Greektown
Casino and the Union agree that notwithstanding any provision in this
Agreement, the Employer may take whatever steps necessary to comply with any
applicable Federal or State statutes concerning discrimination. 

ARTICLE 4

HOURS OF WORK, SHIFTS, DAYS OFF
AND SCHEDULING

          4.01.
Full-time Team Members shall be scheduled to work shifts of either eight (8)
hours per day or ten (10) hours per day unless specifically agreed otherwise by
the parties. The Employer may schedule split shifts only for banquets or other
special events. 

          4.02.
Full-time Team Members assigned to eight (8) hour shifts shall have five (5)
consecutive shifts per week, all on the same shift and full-time Team Members
assigned to ten (10) hour shifts shall have four (4) consecutive shifts per
week, all on the same shift, unless specifically agreed otherwise by the
parties, unless sufficient work is not available on the same shift. Days off
shall be consecutive. A Team Member may, with the approval of management,
voluntarily request non-consecutive shifts and days off. A Team Member, with the
approval of management, may trade days off in a given week; approval of
management shall not be unreasonably withheld. 

          4.03. The
Employer may schedule a maximum of fifteen percent (15%) of the total number of
bargaining unit positions as part-time Team Members. A part-time person is
defined as a Team Member who is scheduled to work less than 32 hours in a workweek. The parties agree
that the number of full-time positions available for Team Members shall be
maximized, and the Employer will attempt to maintain as many full-time
positions as is reasonably possible. The Employer shall not displace a
full-time Team Member with a part-time schedule. Part-time Team Members who have worked an average of at least thirty-two
and one-quarter (32 1⁄4) hours per week for a full calendar quarter beginning in
January, April, July and October will be considered as full-time Team Members
if they so desire and their status will be reviewed quarterly.

3

          4.04. All
hours worked in excess of eight (8) hours in one day, or ten (10) hours in one
day if working a ten (10) hour shift, and all hours worked in excess of forty
(40) hours in one week shall be paid at time and one-half (11⁄2 X) the Team
Member’s regular straight time hourly rate of pay. Overtime shall not be paid
under this Section for more than one reason for the same hours worked. All
hours paid for time off (e.g., vacation, funeral leave and personal/sick time)
shall be considered hours worked for purpose of this Article. 

          Overtime
which is scheduled in advance shall be offered to qualified Team Members in
order of classification seniority, and in the absence of volunteers may be
required in reverse order of classification seniority. If there is a pattern of required overtime in a
particular department, the parties will confer on a solution.

          4.05. In
each department the Employer shall post each week, in a conspicuous place
available to Team Members and Union representatives, a work schedule showing
the classification and first and last name of each Team Member, classification and house seniority of each Team
Member and specifying days off and starting and finishing times.
When the Employer instructs a Team Member to report to work, or does not notify
a Team Member not to report as previously scheduled, and the Team Member is not
allowed to work, the Team Member will be paid at the Team Member’s regular rate
of pay for that shift, provided that the Team Member reports to work at the
assigned hour. Team Members who voluntarily leave work with the Employer’s
approval, in accordance with a request for an early out will be paid for the
actual hours worked. 

          4.06.
Schedules of work shall not be changed by the Employer with less than one (1)
week advance notice, except in the event of an emergency. Available extra work
may be offered to part-time Team Members or as overtime to full-time Team
Members. 

          4.07. Team
Members, upon request, may be granted early outs with the approval of
management. Opportunities for early outs shall be distributed based on the
order of requests received within each start time and subject to business
needs. 

          4.08.
Nothing contained in this Article is intended to constitute a guarantee of any
number of hours or shifts per week. 

4

ARTICLE 5

VACATION, HOLIDAYS AND
PERSONAL/SICK TIME

          5.01. Vacation.

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

	
  

 	
  

 	
  

 
	
 Years of Continuous Service 

 	
  

 	
 Amount of Paid Vacation 

 
	

 

 	
  

 	

 

 
	
 1-6 years

 	
  

 	
 10 days

 
	
 7-11 years

 	
  

 	
 15 days

 
	
 12 years +

 	
  

 	
 20 days

 

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

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

          b. Scheduling
of Vacations. Team Members, who have completed one (1) year but fewer than
seven (7) years of continuous service, may use ten (10) days of earned vacation time in one (1) day
increments. Team Members who have completed seven (7) years of continuous
service may use twelve (12) days
of earned vacation time in one (1) day increments. Except in the case of an
emergency, Team Members are required to submit vacation time requests as far in
advance as possible. Requests for vacation time to be used in one (1) day
increments must be submitted to the Employer at least two (2) weeks in advance.
All other requests for vacation time must be submitted at least four (4) weeks
in advance. 

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

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

          c. Vacation
Utilization. 

          The
Employer understands the importance of time off from work, and encourages Team
Members to utilize their vacation time to ensure a balance between work and
family. Team Members must use at least five
(5) vacation days each anniversary year. After using at least five (5) vacation
days each anniversary year, vacation may be accumulated from anniversary year
to anniversary year with a maximum of ten (10) days. Accumulated vacation days
in excess of ten 

5

 (10) shall be paid to Team Members at their
regular hourly rate following their anniversary date. 

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

	
  

 	
  

 	
  

 
	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

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

 

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

	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 •

 	
 New Year’s Day 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 •

 	
 Martin Luther
 King’s Birthday 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 •

 	
 President’s Day 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 •

 	
 Memorial Day 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 •

 	
 Independence Day 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 •

 	
 Labor Day 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 •

 	
 Thanksgiving Day 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 •

 	
 Christmas Day 

 

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

          b.
Full-time Team Members who work on a designated Holiday shall receive eight (8)
hours Holiday pay in addition to their straight time hourly rate of pay for
hours actually worked on the Holiday. Team
Members who normally work shifts of less than eight (8) hours shall receive
Holiday pay at their straight time hourly rate for the number of hours
regularly worked during a single shift. Part-time Team Members, who
work on a designated Holiday, shall receive Holiday Pay in addition to their
straight time hourly rate of pay for hours actually worked on the Holiday. Full-time Team Members who normally work shifts of
more than eight (8) hours shall

6

receive Holiday pay at their straight time
hourly rate for the number of hours regularly worked during a single shift.
Within its business needs, the Employer will maximize time off opportunities
for full-time Team Members on Memorial Day, Independence Day, Labor Day and
Christmas Day. 

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

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

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

          5.03. Paid
Personal/Sick Days. 

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

	
  
 	
  
 	
  
 
	
 Months or Years of Completed

 Continuous Service
 	
  
 	
 Number of Personal/Sick Days

 Allotted Per Year
 
	

 
 	
  
 	

 
 
	
 0 up to 6 months
 	
  
 	
 0
 
	
 6 months
 	
  
 	
 2 days
 
	
 12 months
 	
  
 	
 2 days
 
	
 2 years
 	
  
 	
 3 days
 
	
 3 years
 	
  
 	
 3 days
 
	
 4 years
 	
  
 	
 4 days
 
	
 5 years
 	
  
 	
 5 days
 
	
 6 years
 	
  
 	
 6 days
 
	
 7 years
 	
  
 	
 7 days
 
	
 8 years
 	
  
 	
 7 days
 
	
 9 years
 	
  
 	
 7 days
 
	
 10 years +
 	
  
 	
 8 days
 

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

7

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

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

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

	
  

 	
  

 	
  

 
	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

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

 

ARTICLE 6

FUNERAL LEAVE

          6.01.
Full-time Team Members shall be eligible to utilize up to four (4) days of funeral leave with pay for
the death of parents, spouse, domestic partner, children, grandparents, great grandparents, grandchildren,
siblings, current father-in-law, current mother-in-law, current brother-in-law, current sister-in-law, and grandparents of
spouse. These categories include step relatives and current foster children. Part-time
Team Members will be eligible for funeral leave for up to three (3) days when the funeral occurs on
the Team Member’s scheduled workday. 

          “Domestic
Partner” is defined under the Group Health Summary Plan Description. 

8

ARTICLE 7

SENIORITY, PROMOTIONS, AND
TRANSFERS

          7.01. Probationary
Period. Team Members will be considered probationary until completion of
three (3) calendar months. For part-time Team Members as defined in this
Agreement, the Employer may in individual cases (but not routinely) extend the
probationary period for up to two (2) additional calendar months upon written
notice to the Team Members and the Union. At the end of the probationary
period, the Team Member’s seniority date shall date back to his or her most
recent date of hire. A probationary Team Member may be separated at the sole
discretion of the Employer. Such termination shall not be subject to the
Grievance Procedure provided by this Agreement.

          7.02. Definition
of Seniority.

          a.
House Seniority. House seniority shall be defined as the total length of
a Team Member’s continuous service in years, months, and days from the Team
Member’s most recent date of hire.

          b.
Classification Seniority. Classification seniority shall be defined as a
Team Member’s length of continuous service in years, months, and days from the
Team Member’s most recent date of hire into or transfer into the Team Member’s
present classification. Classification seniority shall not be considered
interrupted because of the merger of two or more job classifications into one
classification. Classification mergers
include instances where the duties of one (1) classification has substantially
taken over the duties of another classification. In the event of a merged
classification, the Team Members whose duties have been substantially assumed
by another classification will be offered the opportunity to participate in the
Employer’s training program, if there is one, to assist the Team Member to
qualify for the new classification. In the event of the merger, the Team
Members whose jobs have been merged into the new classification shall retain
their classification seniority in the event they transfer into the new
classification. In the event of a tie, the Team Member with the greater house
seniority shall be the most senior. If both Team Members have the same house
seniority, the tiebreaker shall be the social security number in accordance
with this Article.

          c.
For purposes of this Section, classifications are defined as the
classifications identified in Exhibit 1 of this Agreement.

          d.
All Team Members shall have their date of hire as their seniority date.
Seniority for Team Members hired on the same date shall be determined by the
last four (4) numbers of the Team Member’s social security number, with the
lower number receiving greater seniority. The Union and the Human Resources
Department shall resolve any disputes about the operation of seniority in a
particular department.

9

          7.03. Layoffs
and Recalls.

          a.
In the event of a layoff due to a reduction in force, or a reduction of hours,
the Employer shall effectuate a layoff in the affected classifications in the
following order:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Probationary Team
 Members;

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Part-time Team
 Members in reverse order of house seniority; and

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Full-time Team
 Members in reverse order of house seniority.

 

                  Team
Members shall be recalled in the reverse of the order above, provided they have
the licensures and qualifications to perform satisfactorily the available work.

          b.
When the Employer determines there is to be a layoff, Team Members who are
scheduled to be laid off shall be given one
(1) week written notice of layoff except
in instances beyond the control of Management. When layoffs are
being planned, the Employer, when practicable, will inform the Union and will
upon request discuss the potential impact upon the Bargaining Unit caused by
the layoff. The parties recognize that a number of factors, including but not
limited to, the protection of assets, will determine the timing of the notice.

                  The
Employer will provide the Union concurrent written notice providing the name,
seniority and classification of Team Members being laid off.

          c.
Team Members will be recalled to their regular job classifications in
accordance with their house seniority provided they have the qualifications to
perform satisfactorily the available work. At the time of layoff, the Team
Member can state availability for work. In accordance with their seniority,
Team Members in layoff status will be offered available work in their
classifications before additional Team Members are hired and, to the extent
practical, before part-time Team Members are scheduled for additional hours or
before regular Team Members are assigned to work overtime. The Employer shall
notify the Team Member of recall or of available work at their last known
telephone number or address. When the Team Member indicates availability, the
Team Member shall not be called for work after the Team Member is unavailable
or refuses three (3) offers.

          d.
Team Members to be laid off in accordance with this Section may be laid off
without regard to their respective house seniority as each completes their
current workweek.

          e.
Team Members whose jobs are eliminated, or whose layoff is anticipated to last
more than two (2) calendar months, shall be given the opportunity to transfer
to bargaining unit positions for which the Team Member is qualified and have
not been filled pursuant to the transfer bid provisions of this Agreement, and
before such positions are posted as promotional opportunities. A Team Member
transferring to 

10

another position will have recall rights to the former position for
twelve (12) calendar months.

          f.
When it is necessary to reduce the workforce under the above procedure,
Stewards will be retained by shift in their respective area provided they have
the ability to perform the work available. 

          g. In instances where a bargaining unit position is to
be filled by an external candidate, the position will be posted. The Employer
shall give the Union an opportunity to meet and discuss available bargaining
unit opportunities for laid off Team Members before new external candidates are
hired. Laid off Team Members who apply for the bargaining unit position shall be
given first consideration for the position, provided they are qualified.

          h. Team Members who are sent written notice of recall
at their last known address on file with the Employer and fail to report to
work within five (5) days of their reporting date shall waive their recall
rights unless satisfactory proof of failure to return is provided to
Management.

          7.04. Transfers
Within Classification.

          a.
When there is a permanent vacancy, on a particular shift, Team Members in the
same job classification who desire to transfer to the vacancy will be
transferred on the basis of their classification seniority, provided that the
senior Team Member desiring the transfer is qualified to perform satisfactorily
the work on the shift applied for.

          b.
A Team Member transferred under this Section shall assume the weekly schedule
of days of work and days off, and the daily shift schedule, applicable to the
vacant position to which the Team Member transfers. The Team Member shall not
be eligible for another transfer request under this Section for six (6) months.

          c.
If the Team Member notifies the Employer that he/she does not desire to remain
or the Employer determines that a Team Member transferred under this Section
cannot perform satisfactorily the work on the shift to which transferred, the
Team Member shall be transferred back to the Team Member’s former shift within
thirty (30) days worked from the date of transfer. Should the above provision
be exercised by the Team Member, the Team Member is precluded from transferring
to another position for six (6) months.

          d.
The resulting vacancy created by a transfer under this Section shall be filled
by the next senior qualified Team Member who desires to work on the shift where
said vacancy exists.

          e.
Vacancies under this Section shall be posted for seven (7) days in the
department where the vacancy exists. The Employer may fill the vacancy
temporarily during the posting period.

11

          7.05. Promotions.

          a.
Promotions are only available to full-time Team Members who have accrued six
(6) months house seniority.

          b.
When the Employer determines that a vacancy exists, the vacancy shall be posted
as a promotional opportunity. Team Members shall be awarded promotional
opportunities for which they are qualified before new Team Members are hired.
The qualifications required for a position will be determined by the Employer;
such determination shall not be arbitrary or capricious.

          c.
When more than one Team Member desires a particular promotional opportunity,
the Employer will consider the Team Member’s house seniority, qualifications to
perform the work satisfactorily and employment record. When the aforementioned
criteria are relatively equal, the Team Member with the greater seniority shall
be promoted.

          d.
A “promotional opportunity” shall be deemed to be a transfer to another classification
in which the transferred Team Member has an opportunity for increased income or
for subsequent job progression.

          e.
Permanent vacancies to be filled by promotion under this Section shall be
posted for seven (7) days in locations to which Team Members have regular
access. The Employer may fill the vacancy temporarily during this period.

          f.
If the Team Member notifies the Employer that he/she does not desire to remain
or a Team Member promoted under this Section cannot perform satisfactorily the
work of the job to which promoted, the Team Member shall be transferred back to
the Team Member’s former job, shift and station, within thirty (30) shifts
worked after the date of the promotion. Should the above provision be exercised
by the Team Member, the Team Member is precluded from applying for a promotion
for six (6) months.

          7.06. A
Team Member’s continuous service, seniority, and status as a Team Member will
be broken when:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The Team Member
 quits or resigns;

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The Team Member is
 discharged for just cause;

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The Team Member
 fails without just cause to return to work on the day required to return from
 authorized leave; or

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The Team Member is
 absent due to a layoff for a period equal to the Team Member’s seniority or
 one (1) year, whichever is a lesser period of time, excluding seasonal
 layoffs.

 

12

ARTICLE 8

WAGES

          8.01. Purpose.
The purpose of this Article is to provide a basis for the computation of wages
for Team Members.

          8.02. Pay
Days. Team Members shall be paid bi-weekly in accordance with the pay cycle
schedule currently utilized.

          8.03. Applicable
Wage Rates. The wage rates applicable to Team Members covered by this
Agreement are set forth in Exhibit 1 attached to this Agreement and calculated
in accordance with the following:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 On December 17, 2007, the base hourly rate
 in effect at 11:59 p.m. on October 16, 2007
 for each of the pay rates set forth in Exhibit 1 shall be increased by 4%
 (this increase will include a retroactive wage
 payment to October 17, 2007). On February 25, 2008, each full-time Team Member shall be paid a
 one-time payment of $500 ($400 for
 Part-Time Team Members), which shall not be rolled into the base
 rate. Additionally, on April 21, 2008, each
 Full-Time Team Member shall be paid a one-time payment of $500 ($400 for
 Part-Time Team Members), which shall not be rolled into the base rate. Lastly
 each Full-Time Team Member shall receive a one-time payment of $200 ($160 for
 Part-Time Team Members) during the second pay period of October 2008, which
 shall not be rolled into the base rate. Each of the aforesaid payments shall
 be paid in accordance with the timetable and conditions specified in Side
 Letter #11 Lump Sum Payments.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 On October 17, 2008, the base hourly rate in effect
 at 11:59 p.m. on October 16, 2008
 for each of the pay rates set forth in Exhibit 1 shall be increased by 4%.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 On October 17, 2009, the base hourly rate in effect
 at 11:59 p.m. on October 16, 2009
 for each of the pay rates set forth in Exhibit 1 shall be increased by 4%.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 On
 October 17, 2010, the base hourly rate in effect at 11:59 p.m. on October 16,
 2010 for each of the pay rates set forth in Exhibit 1 shall be increased by
 4%.

 

13

          a.
New Hire Wage Rate. Team Members shall receive the “New Hire” wage rate
listed in Exhibit 1 according to the Team Member’s respective job
classification for the first twelve (12)
months of service (80%).

          b.
Twelve-Month Wage Rate.
Team Members shall receive the “Twelve-Month”
wage rate listed in Exhibit 1, according to Team Member’s respective job
classification, after twelve (12)
calendar months of service. The Twelve-Month
wage rate will be effective the first day of the first payroll period following
the completion of the twelve (12)-month period (90%).

          c.
Regular Wage Rate. Team Members shall receive the “Regular” wage rate
listed in Exhibit 1 attached to this Agreement, according to the Team Member’s
respective job classification, after two (2)
calendar years of service. The
Regular wage rate will be effective the first day of the first payroll period
following the completion of two (2)
years of service (100%).

          d.
No deductions for absences less than thirty (30) days shall affect the
computation of continuous service when calculating calendar months of service.

          8.04 Out
of Classification Pay. In any pay period, Team Members who are assigned to
work outside of their classification and do so for more than one (1) day shall,
beginning on the second day of the assignment, be paid the higher wage rate of
the two (2) classifications.

ARTICLE 9

GRATUITIES AND CASH DEDUCTIONS

          9.01. There
shall be no automatic cash deductions from a Team Member’s wages for any cash
shortage until after consultation with the Team Member, and the responsibility
for the shortage has been established by the Employer, provided, however, that
prior to any such deductions the Team Member may have the Union review the case
with the Employer. The Employer shall notify a Team Member in writing
immediately after its determination that a cash shortage exists for which it
intends to deduct the amount of the shortage from the Team Member’s wages.

          9.02. So
long as Team Members observe the Employer’s published procedures governing
customer walk-outs, there shall be no automatic cash deductions from Team
Member’s wages pending an investigation.

          9.03. Team
Members serving banquets or functions shall receive an automatic gratuity of
eighteen percent (18%) on checks for food and beverage paid for by the
customer. The eighteen percent (18%) shall be distributed in the following
manner:

14

          a.
One percent (1%) of the total service charge shall be retained by the Casino.

          b.
Of the remaining seventeen percent (17%), eighty-six percent (86%) shall be
divided equally among the food servers, banquet
captains and bartenders who work the event.

          c.
The remaining fourteen percent (14%) shall be divided equally among Host
Persons and Managers who work the function.

          9.04. Team
Members serving ala carte parties of eight (8) or more customers shall receive
an automatic gratuity of seventeen percent (17%) on checks for food or checks
for food and beverage paid for by the customer.

          9.05. A
guaranteed service charge of seventeen percent (17%) shall be added to food
only checks and paid by the Employer for all Employer-sponsored events or
functions for complimented guests, with a maximum per server or bartender,
which shall be $175 per tipped
Team Member.

          9.06.
Gratuities covered by this Article shall not be shared by supervisors, managers
or non-bargaining unit personnel, except as provided in 9.03.

          9.07.
Gratuities are the property of Team Members earning them, except as provided in
9.03. above.

          9.08.
Sharing or pooling of gratuities among Team Members shall be voluntary where
agreed upon by the majority of Team Members in the affected job
classifications, except where required by the Michigan Gaming Control Board or
as otherwise provided in this Article. Before Team Members change any existing
pooling arrangement, the Employer, the Union, and Team Members shall confer.

          9.09. In
any department, allocated tips, “shortfall” allocation methods, or other tip
issues shall be negotiated upon request by the Union, subject to the
requirements of the Internal Revenue Code and the rules and regulations of the
Michigan Gaming Control Board.

          9.10. The
Employer, the Union, and Team Members will work together on appropriate
measures to improve customer awareness on tipping practices customary to the
industry. It is stated on Greektown Casino complimented checks that gratuities
are not included.

          9.11.
Room Service Servers will receive an automatic gratuity of 15% on room service
orders.

15

ARTICLE 10

MEALS AND BREAKS

          10.01. Meals
and Breaks.

          a.
Team Members, excluding Dealers (see paragraph (b) below), may take meals and
breaks in accordance with the following schedule:

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Shift Hours

 	
  

 	
 Meal Eligibility

 	
  

 	
 Breaks and Meal Period

 
	

 

 	

  

 	

 

 	

  

 	

 

 
	
 Fewer than 6 hours

 	
  

 	
 Not eligible for meal

 	
  

 	
 One 15-minute break

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 At least 6 hours but fewer 

 than 8 hours

 	
  

 	
 One meal

 	
  

 	
 One 1⁄2 hour meal period

 One 15-minute break

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 At least 8 hours but fewer
 than 12 hours

 	
  

 	
 One meal

 	
  

 	
 One 1⁄2 hour meal period

 Two 15-minute breaks

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 12 hours and over

 	
  

 	
 Two meals

 	
  

 	
 Two 1⁄2 hour meal periods

 Three 15-minute breaks

 

          All
break and meal periods are paid time. Break and meal periods may be combined by
mutual agreement.

          b.
Dealer. Dealers are primarily scheduled for breaks in groups of four (4)
to accommodate the break schedule of dealers. The four (4) dealer groups
usually consist of three (3) workstations and one (1) relief station.

          Dealers
are usually provided a twenty (20) minute break period after each one (1) hour
work period. Nonetheless, the scheduling of breaks may be affected by the needs
of the business and customer service. Dealers are required to adhere to this
timeframe and respect the relief time of each Dealer in the group, by taking no
more than the allotted twenty (20) minutes. Dealers may use one (1) of their
twenty (20) minute breaks for a meal period. Recognizing that Dealers have a
difficult time eating their meal within their twenty (20) minute meal period,
Dealers may swipe their badge at the VIP Café two (2) times during a full
shift, should they so choose.

          10.02. Meal
Periods.

          a. Team
Members will be provided one (1) meal per meal period, without charge, in the
VIP Café. Beverages shall be provided in the break room and the VIP Café. Menus
will be posted for the VIP Café daily.

          b. The meal
may be eaten one (1) hour immediately before, during or one (1) hour
immediately after the Team Member’s scheduled shift. If the meal is eaten
immediately before or immediately after the scheduled shift, Team Members must
limit their time in the VIP Café to one (1) hour.

16

          10.03. Team
Members who are authorized to leave their scheduled shift early will not have
their pay reduced for break time taken.

          10.04. Team
Members working in the Slot Department will receive five (5) minutes added to
their break period and ten (10) minutes added to their meal period.

ARTICLE 11

HEALTH AND INSURANCE BENEFITS

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

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

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

          Employees
hired after the effective date of this Agreement who elect health care coverage
shall be placed into one of the HMO plans for the first three (3) years of
employment. Coverage shall be the same as in the Appendix 1 except for the
following:

	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Office
 visits shall have a co-pay of $20

 
	
  

 
	
  

 	
 b.

 	
 Prescription
 drug co-pay shall be $10 for generic drugs and $20 for brand name drugs when
 a generic equivalent is not available.

 
	
  

 
	
  

 	
 c.

 	
 Emergency
 Room co-pay shall be $100

 
	
  

 
	
  

 	
 d.

 	
 Urgent
 Care Center co-pay shall be $30

 

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

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Employee Only
 

 	
 $10

 
	
  

 
	
  

 	
 b.

 	
 Employee
 + 1

 	
 $15

 
	
  

 
	
  

 	
 c.

 	
 Employee
 + family

 	
 $20

 

17

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

	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 a.

 	
 Employee only 

 	
 $15.00 effective January 1, 2009, this amount will increase
 to $25

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 b.

 	
 Employee + 1 

 	
 $40.00 effective January 1, 2009, this amount will increase
 to $50

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 c.

 	
 Employee + family

 	
 $70.00

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Current
 Plan co-pays intact except as follows:

 
	
  

 	
  

 	
  

 
	
  

 	
  

 	
 a.

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

 

          11.03. Dental
Plan. Dental Plan coverage shall be offered to Team Members according to
the plan designs and networks in existence at the time of ratification of the
Collective Bargaining Agreement, or a mutually agreed upon alternate plan.
Dental Plan coverage shall be offered at no cost to the Team Member. At the time of ratification Greektown Casino will work
with its provider to put in place as soon as possible an increase in the Dental
Plan Annual Maximum Benefit from $1,500 to $1,850 per participant. Also at the
time of ratification Greektown Casino will work with its provider to put in place
as soon as possible an increase in the Lifetime Maximum for Orthodontia from
$1,500 to $2,000 per dependent child.

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

          11.05. Disability
Benefits. Greektown Casino shall continue to provide Disability Benefits to
Team Members. Team Members hired after the ratification of the Collective
Bargaining Agreement shall be subject to a one (1) year waiting period to
become eligible for disability benefits. At
the time of ratification of this Agreement the weekly benefit maximum for short
term disability shall be increased from $350 per week to $450 per week.

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

          11.07. Open
Enrollment. An open enrollment period for benefits selection shall be held
for Team Members within 120 days of ratification of the Collective Bargaining 

18

Agreement. The parties are committed to working together to provide
enrollment opportunities as soon as feasible after ratification in conjunction
with insurance carriers’ contract provisions.

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

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

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

	
  

 	
  

 	
  

 
	
  

 	
 a.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Explore a Foot
 Care Program as a managed care option;

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Explore an on-site
 medical facility;

 
	
  

 	
  

 	
  

 
	
  

 	
 d.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 e.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 f.

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

 

          11.11.
Insurance carriers/providers of health care delivery systems shall be selected
and approved by mutual agreement. However, the Employer may, at its sole
discretion, choose to self insure.

19

ARTICLE
12

401(k)
RETIREMENT PLAN

          12.01.
Greektown Casino shall provide for eligible Bargaining Unit Members to
participate in the Greektown Casino 401(k) Retirement Savings Plan, as may be
amended from time to time (the “Plan”). Bargaining Unit Members will be
eligible to participate in the Plan beginning with the first payroll period of
the month following completion of one (1) Year of Contribution Service. (“Year
of Contribution Service” is defined as the twelve (12)-month period beginning
on the Bargaining Unit Member’s employment commencement date in which the Team
Member completes 1,000 hours of service; provided, however, that if the Team
Member fails to satisfy the 1,000 hour requirement during his first twelve
(12)-months of employment, then subsequent Years of Contribution Service shall
be measured from the end of the previous twelve (12)-month period. For purposes
of determining Years of Contribution Service, forty-five (45) hours of service
shall be credited for any week in which the Team
Member performs one (1) hour of service.)

          12.02.
For hours worked on and after October 17, 2003, Greektown Casino shall make
contributions to the Plan, no less frequently than on a bi-weekly basis, on
behalf of eligible Bargaining Unit Members based on Years of Contribution
Service, in the following manner:

	
  

 	
  

 	
  

 
	
 Years of
 Contribution Service

 	
  

 	
 Cents Per Hour

 
	

 

 	
  

 	

 

 
	
 < 1 year

 	
  

 	
 0 cents

 
	
 1 year < 3
 years

 	
  

 	
 50 cents

 
	
 3 years < 5
 years

 	
  

 	
 60 cents

 
	
 5 years and up

 	
  

 	
 70 cents

 

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

	
  

 	
  

 	
  

 
	
 Years of
 Contribution Service

 	
  

 	
 Cents Per Hour

 
	

 

 	
  

 	

 

 
	
 < 1 year

 	
  

 	
 0 cents

 
	
 1 year < 3 years

 	
  

 	
 60 cents

 
	
 3 years < 5
 years

 	
  

 	
 70 cents

 
	
 5 years and up

 	
  

 	
 80 cents

 

20

          If a Bargaining Unit Member is continuously employed
by Greektown Casino starting from his initial employment commencement date,
then his Years of Contribution Service for purposes of this contribution shall
be calculated by reference to his initial employment commencement date and
subsequent anniversaries thereof. If a Bargaining Unit Member terminates employment
with Greektown Casino and is subsequently rehired by Greektown Casino, then his
Years of Contribution Service shall be equal to the number of full Years of
Contribution Service he completed as of his termination date prior to being
rehired, and his subsequent Years of Contribution Service shall be determined
by reference to his latest employment commencement date and subsequent
anniversaries thereof.

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

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

	
  

 	
  

 	
  

 
	
 Years of
 Service

 	
  

 	
 Percentage
 Vested in the

 Cents Per Hour

 Contributions

 
	

 

 	
  

 	

 

 
	
 Less than 2 years 

 	
  

 	
   0%

 
	
 2 but less than 3

 	
  

 	
 50%

 
	
 3 or more

 	
  

 	
 100%

 

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

          12.03.
This Plan shall be administered in accordance
with all applicable IRS regulations and rules. No matching
contributions will be made under the Plan on behalf of Bargaining Unit Members
with respect to any salary reduction contributions under the Plan attributable
to compensation paid for hours worked on or after October 17, 2003, and such
compensation will not be included in compensation used to determine the limits
on the amount of the matching contribution.

          12.04.
All Bargaining Unit Members who are participants in the Plan and who either (i)
had salary reduction contributions withheld under the Plan from the payroll
period ended October 12, 2003, or (ii) did not have salary reduction
contributions withheld under the Plan from the payroll period ended October 12,
2003, but as of such date, (X) had a salary reduction contribution election on
file with the Plan’s administrator, and (Y) salary reduction contributions were
not withheld from compensation for such payroll period due to the Team Member’s
not having any compensation paid for such payroll period or due to a leave of
absence, as determined by the Plan’s administrator, will be eligible (such Team
Members are referred to herein as “Transition Match Eligible Team Members”) to
share in a one (1)-time, 100% vested

21

matching contribution that will equal, in the
aggregate, the sum of (1) an amount determined by dividing (A) the total
amount, determined on October 22, 2003, of matching contributions allocated for
2003 to the Plan accounts of the Transition Match Eligible Team Members, by (B)
a fraction, the numerator of which is 41 and the denominator of which is 52,
plus (2) the total amount, determined on October 22, 2003, of matching
contributions allocated for 2003 to the Plan accounts of Bargaining Unit
Members who were not Transition Match Eligible Team Members. This aggregate
matching contribution amount will be allocated among the Plan accounts of the
Transition Match Eligible Team Members in the same proportion that the total of
each such Transition Match Eligible Team Member’s salary reduction
contributions under the Plan (not exceeding six percent (6%) of compensation
paid through October 22, 2003) made for 2003 through October 22, 2003, bears to
the total of all salary reduction contributions (not exceeding six percent (6%)
of compensation paid through October 22, 2003) made by all Transition Match
Eligible Team Members under the Plan for 2003 through October 22, 2003.

ARTICLE
13

DEPENDENT
CARE AND WORK-LIFE

          13.01.
Dependent Care. Greektown shall provide a dependent care subsidy to
assist Team Members with the expenses associated with dependent care (as
defined by
the Internal Revenue Service). The dependent care subsidy provided
shall be up to $40.00 per week per Team Member in year one (1) of this
Agreement, and shall increase to $45.00 per week per Team Member for years
two (2), three (3) and four (4) of this Agreement and shall be subject to
the following guidelines:

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

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

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

          d.
The dependent care subsidy shall be paid if the dependent care is necessary to
enable a single parent or a Team Member who is the sole support for a dependent
to remain employed or if the dependent care subsidy is necessary to enable both
a Team Member and the Team Member’s spouse to remain employed. In such circumstance,
both the Team Member and the Team Member’s spouse must be working on the same
or overlapping shifts for the Team Member to qualify for the 

22

benefit. The dependent care subsidy shall not
be paid if the work schedule of one spouse permits that individual to be at
home while the other is working.

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

          13.02.
Team Members are required to apply for the dependent care subsidy through the
Human Resources Department. Team Members applying for this benefit will be
asked to provide documentation to verify that the dependent(s) is being cared
for by a provider as described in paragraph c. above, in addition to any other
necessary information or documentation.

          13.03.
Work-Life. The parties recognize the importance of supporting the work,
family and personal needs of Team Members and are committed to the following:

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

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

          13.04.
This subsidy shall be provided in accordance with all applicable IRS rules and
regulations.

ARTICLE
14

LEAVES
OF ABSENCE

                    Leaves
of absence without pay for reasons specified below shall be granted to Team
Members in accordance with the provisions of this Article after successful
completion of their probationary period. The terms of any leave covered by this
Article may be extended beyond its term by the written agreement of the
parties. The circumstances and conditions of a leave request will be stated on
the appropriate 

23

leave of absence form. A leave of absence is
not automatic, and must be requested, reviewed, and approved by the Employer in
writing. All leaves of absence will be in accordance with the Family Medical
Leave Act of 1993 (“FMLA”), where applicable.

          14.01.
The following types of leaves of absence shall be granted under the following
conditions:

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Medical Leave.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

 	
 A Team Member who is unable to work as a
 result of a job-incurred injury or illness shall be granted a leave of
 absence for a period of time not to exceed the greater of time worked or one year.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 ii.

 	
 A Team Member who is unable to work because
 of personal illness, injury or temporary disability shall be granted a leave
 of absence for a period of time not to exceed the greater of time worked or
 one year. The Employer may require medical evidence prior to approving a
 medical leave of absence. In the event there is a disagreement about
 eligibility for a medical leave, the Employer may require the Team Member to
 submit to a medical exam conducted by a jointly selected impartial health care
 provider whose opinion shall be binding on both parties. The Employer shall
 pay for the cost of the examination.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 iii.

 	
 Whenever possible, the Team Member shall
 request the leave in writing at least thirty (30) calendar days in advance of
 the commencement of the leave.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 iv.

 	
 The Employer will continue to provide
 medical insurance coverage for eligible Team Members for up to twelve (12)
 weeks while on an approved medical leave of absence in accordance with the
 requirements of the FMLA. A Team Member not eligible for FMLA leave will
 receive medical benefits until the end of the month following the month the
 leave began.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 v.

 	
 Prior to returning to work from a medical
 leave of absence the Employer may require the Team Member to present a fitness
 for duty medical certification from the Team Member’s health care provider.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Family Illness Leave.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

 	
 A leave of absence shall be granted to a
 Team Member due to the illness in a Team Member’s immediate family as defined
 by the Family Medical Leave Act for a period not to exceed twenty-six (26)
 weeks.

 

24

	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 ii.

 	
 The leave shall be requested in writing and
 submitted by the Team Member to the Team Member’s immediate supervisor with
 as much advance notice as possible.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 iii.

 	
 The Employer may require proof of illness
 and/or relationship.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 iv.

 	
 The Employer will continue to provide
 medical insurance coverage for eligible Team Members for up to twelve (12)
 weeks while on an approved family illness leave of absence in accordance with
 the requirements of the FMLA. A Team Member not eligible for FMLA leave will
 receive medical benefits until the end of the month following the month the
 leave began.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Child-Rearing Leave.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

 	
 A child-rearing leave of absence shall be
 granted for the birth and caring of a Team Member’s child or for the
 placement of a child by adoption or foster care for a period not to exceed
 twenty-six (26) weeks. Eligibility ends one (1) year after the date of birth
 or placement of child.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 ii.

 	
 Proof of birth, placement, or adoption may
 be required.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 iii.

 	
 The leave of absence request shall be in
 writing and submitted by the Team Member to the Team Member’s immediate
 supervisor thirty (30) days in advance of the leave commencement, or with as
 much advance notice as possible.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 iv.

 	
 The Employer will continue to provide
 medical insurance coverage for eligible Team Members for up to twelve (12)
 weeks while on a child-rearing medical leave of absence in accordance with
 the requirements of the FMLA. A Team Member not eligible for FMLA leave will
 receive medical benefits until the end of the month following the month the
 leave began.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 d.

 	
 Military Leave.

 
	
  

 	
  

 	
  

 	
  

 
	
                Any
 Team Member inducted into the armed forces of the United States within the
 meaning of the Military Selective Service Act of 1967, herein called the
 Act, or a similar federal law in the time of National Emergency, who, within
 the meaning of the Act, satisfactorily completes the Team Member’s period of
 service, shall upon termination of such service and consistent with such Act,
 be reemployed in line with such Team Member’s seniority, at the then current
 rate for such work provided such Team Member has not been dishonorably
 discharged from such service and reports for 

 

25

	
  

 	
  

 	
  

 	
  

 
	
 work within ninety (90) calendar days of
 the date such employee is discharged or otherwise separated from such service
 in the armed forces of the United States.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 e.

 	
 Political Office Leave.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

 	
 A political office leave of absence shall
 not exceed two (2) years and shall be granted to Team Members who run for
 and/or hold political office.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 ii.

 	
 All provisions of a political office leave
 of absence are subject to the rules and regulations of the Michigan Gaming
 Control Board.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 f.

 	
 Union Business Leave.

 
	
  

 	
  

 	
  

 	
  

 
	
                A
 Union business leave of absence will be granted for up to twenty-five (25)
 Team Members for the purpose of accepting employment with any of the five (5)
 labor Unions that comprise the Detroit Casino Council, upon written request
 from the Union submitted to the employer at least seven (7) days prior to the
 first absence. A Union business leave of absence will be granted according to
 the following guidelines:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

 	
 The leave may be granted up to one (1) year and
 shall be unreasonably denied.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 ii.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 iii.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 iv.

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

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 14.02. 

 	
 Other Leaves of Absence.

 
	
  

 	
  

 	
  

 	
  

 
	
                Personal
 leaves of absence without pay may be granted to Team Members after successful
 completion of their probationary period according to the following
 guidelines:

 
	
  

 	
  

 	
  

 	
  

 
	
           a.
 The circumstances and conditions of the personal leave must be stated on the
 appropriate leave of absence request form.

 
	
  

 	
  

 	
  

 	
  

 
	
           b.
 A personal leave of absence will normally be limited to eight (8) weeks.

 
	
  

 	
  

 	
  

 	
  

 
	
           c.
 The Employer will continue to provide medical insurance coverage for eligible
 Team Members for up to twelve (12) weeks while on an approved leave of 

 

26

	
  

 	
  

 	
  

 	
  

 
	
 absence in accordance with the requirements
 of the FMLA. A Team Member not eligible for FMLA leave will receive medical
 benefits until the end of the month following the month the leave began.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 14.03. 

 	
 General Requirements.

 
	
  

 	
  

 	
  

 	
  

 
	
           a.
 A Team Member who enters into gainful employment at another Employer while on
 a leave of absence unless specifically approved by the Employer in writing
 shall be terminated.

 
	
  

 	
  

 	
  

 	
  

 
	
           b.
 A Team Member may request an extension of a leave of absence, beyond the time
 periods set forth above, by contacting the Team Member’s Department Manager,
 except that Team Members working in Slots and Table Games classifications
 shall contact their Shift Manager according to the following procedures:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

 	
 The Department Manager/Shift Manager may
 require written justification for the extension.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 ii.

 	
 An extension is not automatic and must be
 requested and granted in writing.

 
	
  

 	
  

 	
  

 	
  

 
	
           c.
 Leaves of absence will not be granted to Team Members being laid off because
 of lack of work.

 
	
  

 	
  

 	
  

 	
  

 
	
           d.
 The maximum length of time a Team Member will be covered under the Group
 Health Plan while on a leave of absence is as provided in 14.02 c. above.
 Team Members on leaves of absence beyond that time may continue their
 coverage under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”),
 if they wish. Medical coverage to be restored to a Team Member upon return
 from a leave of absence shall be that which is being offered to all other
 bargaining unit Team Members.

 
	
  

 	
  

 	
  

 	
  

 
	
           e.
 Management will not unilaterally require Team Members to take personal/sick
 time and vacation time with medical or FMLA leaves of absence.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 14.04. 

 	
 Returning From a Leave of Absence.

 
	
  

 	
  

 	
  

 	
  

 
	
           a.
 A Team Member returning from a leave of absence will be returned to his or
 her regular job classification, shift and station (or station rotation) on
 the day the Team Member is to return to work, without loss of seniority unless a
 shift rebid occurs during a Team Member’s absence. In such situations, the
 Team Member will return to his/her position awarded based on his/her
 seniority in the bidding process subject to licensure and/or
 certification. Benefits will be restored upon return to work without an
 additional waiting period.

 
	
  

 	
  

 	
  

 	
  

 
	
           b.
 A Team Member who fails to return from a leave of absence from work in the
 time periods provided in this Article because the Team Member wants
 additional 

 

27

	
  

 	
  

 	
  

 	
  

 
	
 time off, or a Team Member on a Medical
 Leave of Absence that exceeds the lesser of time worked or four (4)
 years, if rehired pursuant to this provision, will receive her/his prior
 seniority credit up to a maximum of three (3) years. When the Team Member
 applies for hire, the Team Member will be hired into the first position in
 their former classification that becomes available provided they have the
 qualifications and licensure. The following conditions must be met in order
 for the Team Member to be eligible for the first available position:

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 i.

 	
 The Team Member’s return to work must occur
 the lesser of time worked or within twenty-four (24) months of termination.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 ii.

 	
 The Team Member’s intent to return to the
 Employer must be given in writing upon her/his termination for failure to
 return from leave.

 
	
  

 	
  

 	
  

 	
  

 
	
           c.
 Seniority will accumulate during an approved leave of absence.

 

ARTICLE
15

UNIFORMS

          15.01.
The Employer shall furnish, pay for, and launder or clean uniforms, which Team
Members are required to wear. Team Members may at their own option launder
uniforms themselves.

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Employer will provide Team Members three
 (3) pairs of black trousers or three (3) skirts upon hire at no charge.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 The Company will make available trousers,
 skirts and hosiery for Team Members to purchase at cost.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Team Members are required to provide their
 own socks.

 

          15.02.
The Employer shall make available a sufficient supply and variety of sizes of
uniforms so that Team Members will have clean and properly fitting uniforms at
all times. A clean uniform shall be furnished to each Team Member as frequently
as needed, but not more than daily for cooks and miscellaneous kitchen help and
not more often than every two (2) days for other Team Members. Team Members
must wear the uniforms furnished by the Employer.

          15.03.
Appropriate seasonal uniforms or cold weather jackets shall be furnished by the
Employer for classifications where needed. Any other outer apparel or jewelry
may not be worn without approval of the Employer.

28

          15.04.
Team Members are responsible for providing ordinary shoes, so long as a special
type is not required. When possible, the Employer will provide opportunities
for low-cost or discounted uniform shoe purchase.

          15.05.
While Team Members are not required to make deposits for uniforms or clothing
furnished by the Employer, they are nevertheless responsible for such uniforms
and clothing. Except for normal wear and tear, Team Members shall be
responsible for the loss of or intentional damage to uniforms and clothing
furnished by the Employer. Team Members shall not wear their work uniforms or
Greektown Casino identification badges, except while working for Greektown
Casino, and while going to and from work.

          15.06.
Team Members who have medical problems with required uniforms shall be
accommodated by the Employer, with adequate medical documentation if requested.

          15.07.
Disposition of Uniform Upon Termination of Employment. Upon receiving a
Greektown Casino-provided uniform or uniform component(s), a Team Member shall
be required to sign an acknowledgement of receipt form stating that
Employer-provided uniforms and uniform component(s) will be returned to the
Employer upon separation from Greektown Casino for any reason. In lieu of
requiring a Team Member to pay a security deposit for a uniform or uniform
component(s), a Team Member shall be required to sign an authorization form
allowing Greektown Casino to deduct the cost of uniform(s) or uniform
component(s) from the individual’s final paycheck, in the event the individual
fails to return the uniform(s) or uniform component(s) upon separation from
Greektown Casino.

          15.08.
If Greektown Casino requires the purchase of a unique and specialized shoe
brand or type, the Team Member shall be reimbursed for one pair of such shoes
one time per year.

ARTICLE
16

JURY
DUTY OR COURT APPEARANCE

          16.01.
Jury Duty.

          a.
A Team Member required to perform jury duty receives the Team Member’s straight
time rate of pay, less jury fees received. Compensation for jury duty is based
on the number of hours the Team Member would regularly have worked on those
days.

          b.
Graveyard Shift Team Members may take off with pay either the night before or
the night of their court date. Swing and Day Shift Team Members may take off
with pay the day they are in court.

29

          c.
Team Members receiving a jury summons must present the summons to their
Supervisor immediately. Team Members must furnish their Supervisor with proper
written documentation of performed jury duty and fees received.

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

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

          16.02.
Court Appearance.

          a.
A Team Member required to appear in court or at a deposition on behalf of the
Employer shall receive his or her regular straight time hourly rate of pay
except tipped and toked Team Members shall receive two (2) times his or her regular
straight time hourly rate of pay.

          b.
Time spent at administrative hearings or court proceedings, or at a deposition on
behalf of the Employer is used for purposes of calculating overtime pay.

          c. If a Team
Member is subpoenaed as a witness other than as a witness for the Employer,
he/she will not be considered as being on duty, but will be granted an excused
absence unless the Team Member requests a vacation day or a sick/personal day.

ARTICLE
17

HEALTH
AND SAFETY

          17.01.
Health and Safety. The parties recognize that the Employer has the
obligation to comply with all federal and state laws regarding health and
safety in the workplace. Accordingly, the Employer shall have the obligation to
make the necessary and/or reasonable provisions for the health and safety of
Team Members.

          17.02.
The Union recognizing the importance of maintaining a healthy and safe
workplace agrees to cooperate with the Employer’s effort to carry out its
obligations.

          17.03.
Joint Health and Safety Committee.

          a.
The Employer and the Union recognize that a safe and healthy workplace requires
their joint commitment. Therefore, a Joint Health and Safety Committee shall be
established. The Committee shall meet once every two (2) months or as
determined 

30

by the Committee. The Committee shall consist
of eight (8) members appointed by the Union and eight (8) members appointed by the Employer. The parties may agree to
expand the Committee provided that equal representation is maintained. The
purpose of the Committee is to discuss and make recommendations to the Employer
on health and safety concerns. The members are charged with establishing the
topics and setting the agenda for meetings.

          b.
Among those matters appropriate for discussion are significant developments in
the health and safety fields, review of injury and illness experience of Team
Members, and procedures to minimize the Team Members’ exposure to known health
and safety hazards.

	
  

 	
  

 	
  

 
	
  

 	
 The Joint Committee shall:

 
	
  

 	
  

 
	
  

 	
 •

 	
 Participate in joint training and
 education.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Evaluate health and safety research needs
 and recommend appropriate research projects.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Review the results of accident
 investigations.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Receive reports on health and safety
 reviews of the facility.

 
	
  

 	
  

 	
  

 
	
           The
 parties also agree that, in addition to the above, the following subjects
 will be appropriate for discussion:

 
	
  

 
	
  

 	
 •

 	
 Ergonomics, including training issues

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Team Member Stress

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Threats/Violence in the Workplace

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Hazardous Materials

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Preventative Maintenance

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Noise Control

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Air Quality

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Additional subjects which may come up

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Bloodborne
 pathogens and communicable diseases, including training issues.

 

          c.
The Joint Health and Safety Committee may seek expert consultation when
necessary. If the Joint Health and Safety Committee is unable to reach
agreement, either party may request that the issue be processed through
Mediation.

          17.04.
Mediation. Mediation shall be implemented according to the following
procedures:

          a.
Selection and Cost. Mediators will be mutually agreed upon and may be
selected from the State or Federal Mediation Services. The parties shall share
the cost and expenses of the Mediator.

31

          b.
Issue for Mediation. The issue mediated will be the same as the issue
the parties failed to resolve through the Joint Health and Safety Committee.

          c.
Party Spokesperson. The Employer and the Council shall each appoint a principal
spokesperson for the Mediation, who may not be an attorney.

          d.
Authority/Jurisdiction of Mediator. The Mediation process shall be
informal. The Mediator has the authority to meet both jointly and separately
with the parties; however, the Mediator has no authority to compel resolution
of the issue. The jurisdiction of the Mediator shall not extend to proposed
changes to any provisions of this Agreement.

          e.
Record of Mediation. The record of the Mediation shall be closed and
inadmissible in any subsequent proceeding unless a written settlement is
reached, in which case the record shall be admissible solely to interpret or
apply the settlement, if necessary.

          f.
Advisory Opinion. Either party may request the Mediator to give the
parties an oral advisory opinion.

          g.
Written Materials. Written material presented to the Mediator or to the
other party shall be returned to the party presenting that material at the
termination of the Mediation.

          17.05.
A Team Member or a group of Team Members who believe there is cause for
complaint that the Employer has not made reasonable provision for the Team
Member’s health and safety may, either discuss the matter directly with the
Team Member’s supervisor or may take it up with the Team Member’s Union
representative, who shall discuss the complaint with the Team Member’s
supervisor. Every effort shall be made to settle complaints promptly at this
point through discussion.

          17.06.
The parties agree to establish a formal training program for the Health and
Safety Committee regarding health and safety related issues. The agenda for the
formalized training will be created jointly. Health and Safety Committee
training will be scheduled at least one (1) time per year.

ARTICLE
18

TRAINING
& DEVELOPMENT

          18.01.
The Employer recognizes that job training is important for promoting the
development, success, and advancement of its Team Members. It further
recognizes that a cooperative training program will assist in the provision of
training for Team Members covered under this Agreement.

32

          18.02.
Team Members who successfully complete the Employer’s Training Program or
complete a training program developed pursuant to the Joint Training Committee
for a classification covered by this Agreement, except as otherwise specified
in this Agreement, shall be considered qualified for that classification for
purposes of Transfers, Promotions and Seniority pursuant to this Agreement.

                    Except
as otherwise specified in this Agreement, such training programs shall be made
available equally to all interested Team Members and shall be offered at no
cost to the Team Members.

          18.03.
Education Expense Reimbursement.

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

          
b. Regular full-time and part-time Team Members who have completed at least six
(6) months of continuous service are eligible for educational financial
assistance up to $1,200 per semester not to exceed $2,400 per year. Effective
October 17, 2008, the educational financial assistance shall be increased to
$1,500 per semester not to exceed $3,000 per year.

          c.
Team Members are not eligible for educational assistance if:

	
  

 	
  

 	
  

 
	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 They are on a leave of absence excluding
 medical leaves of absence.

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 Their employment record contains current
 disciplinary counseling within the three (3)-month period prior to the date
 of the request that includes a suspension.

 

          d.
Each Team Member will be limited to reimbursement for a maximum of five (5)
courses per semester in the amounts set forth below not to exceed amount
established in 18.03 b. above.

          e.
Courses of study must be job related, either to the Team Member’s current
position or for development at Greektown Casino. All courses must be from an
accredited learning institution.

33

          f.
At least two (2) weeks prior to the start of the class, the Team Member must
submit a completed “Tuition Assistance” form to the Team Member’s Director/Vice
President, who will verify eligibility.

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 The Director/Vice President must verify
 that the course is job related and directly relates to the Team Member’s
 current position or a probable future position at Greektown, or if
 the course is a prerequisite to a course of study as described in this
 paragraph.

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 Forms can be obtained from the Greektown
 Casino Academy.

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 The Director/Vice President or his/her
 designee will forward the form to Greektown Casino Academy for approval.

 

          g.
The Director/Vice President or his/her designee will notify the Team Member if
the course is approved or denied.

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

          i.
The Team Member must show proof of college enrollment and grades to be
reimbursed for tuition, lab fees and textbooks.

          j.
It is the Team Member’s responsibility to submit all necessary documentation
(fees, receipts, transcripts, report cards and proof of course completion) to
the Team Member’s Director/Vice President within thirty (30) days of course
completion in order to be eligible for reimbursement.

	
  

 	
  

 	
  

 
	
  

 	
 1.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 Team Members can pick up their check at the
 Greektown Casino Academy two (2) weeks after submission of the completed
 form.

 
	
  

 	
  

 	
  

 
	
  

 	
 4.

 	
 If a Team Member is separated from the
 Employer before completion of the course, or after completion but before
 reimbursement is received, reimbursement will be voided. Team Members are
 encouraged to share proof of course completion with their Director or Vice
 President.

 

          k.
Documentation of course completion is included in the Team Member’s employment
record.

34

          
l. Classes must be scheduled outside the Team Member’s regular work hours.

          18.04.
Seminars and/or Conference Reimbursement.

          a.
Full-time Team Members who have successfully completed their Probationary
Period are eligible to attend professional development seminars/conferences, in
accordance with the following:

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 The Director/Vice President of the
 Department must pre-approve in writing seminars and conferences.

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 The Team Member’s department is responsible
 for the seminar and/or conference registration, travel arrangements and
 payment of fees.

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 Certificates of completion for a seminar or
 conference should be forwarded to Human Resources for inclusion in the Team
 Member’s employment record.

 

          b.
The Vice President of Human Resources must approve exceptions to this policy.

          18.05.
Team Members whose jobs are designated for elimination as a result of technological
change and Team Members who are laid off as a result of technological change
will be provided the opportunity to receive training to fill job openings in
other classifications in the Bargaining Unit. Such training will be provided at
the Company’s expense. Such training may include “on the job” training and
participation in the Employer’s training programs, if any. Regular full-time
and part-time Team Members eligible to participate in the Employer’s
educational expense reimbursement program under the provisions of this Article
may participate in the Employer’s education expense reimbursement program as
specified in this Article. Team Members who completed at least six (6) months
of continuous service and are laid off as a result of technological change may
participate in the Employer’s educational expense reimbursement program to
receive training to fill job openings in other classifications in the
Bargaining Unit while on layoff, provided that they do so within twelve (12)
months of being placed on layoff, and further provided that the Employer failed
to provide at least six (6) months notice prior to layoff that the Team
Member’s job was designated for elimination. In that event, the laid off Team
Member shall be eligible for educational expense reimbursement in an amount
equal to the assistance specified in this Article for one (1) semester of
study.

          18.06.
GED’s or Degree of High School Equivalency.

35

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

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

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 Current programs must be approved by
 Greektown Casino.

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

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

 

          18.07.
When Team Members take courses as specifically required in trainee or
apprenticeship programs, the expense will be reimbursed through the Tuition
Assistance Program.

          18.08.
Employment Apprenticeships.

          a.
Engineers/Carpenters.

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 Greektown Casino will employ one (1)
 Apprentice Engineer/Carpenter for every ten (10) Journeymen
 Engineers/Carpenters employed at the property with a maximum
 employment of two (2) Apprentice Engineers/Carpenters.

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 Apprentice rates shall be set at
 seventy-five percent to ninety-five percent (75% - 95%) of the Journeyman
 rates dependent upon the individual’s qualifications and certificates earned.

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 The Employer agrees to assign a
 representative to the JAC as a member or alternate.

 

          b.
Slot Technicians.

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 After joint development of a Slot
 Technician Apprentice Program, Greektown Casino will employ one (1)
 Apprentice Slot Technician for every ten (10) Journeymen Slot Technicians
 employed at the property with a maximum employment of two (2) Apprentice Slot
 Technicians.

 
	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Apprentice rates shall be set at
 seventy-five percent to ninety-five percent (75% - 95%) of the Journeyman
 rates dependent upon the individual’s qualifications and certificates earned.

 

36

	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 The Employer agrees to assign a
 representative to the JAC as a member or alternate.

 

ARTICLE
19

NEW
JOBS

          If
during the life of this Agreement, new job classifications are created where
the preponderance of the duties of the Team Member are covered by this
Agreement, the wage rate for such new classification shall be negotiated. Wage
rates for new jobs created by the permanent hotel/casino shall be determined in
accordance with the provisions of Article 30.

ARTICLE
20

GAMING
LICENSES

          20.01.
Greektown Casino will pay the fee for a Team Member’s Michigan Gaming Control
Board (“MGCB”) occupational license required to work at Greektown Casino, as
provided below:

          a.
The Employer will continue to pay for the temporary occupational license fee.
If, however, a Team Member works for the Employer for less than six (6) months,
the cost of such license fee shall be payroll deducted from the individual’s
final paycheck.

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

ARTICLE
21

DRUG
TESTING

          21.01.
The Employer has the right to test for drugs and/or alcohol usage subject to
the following conditions:

37

          a.
In the event reasonable cause exists to indicate that the Team Member may be
under the influence of drugs or alcohol.

          b.
In no event shall random drug testing be permitted unless the Employer and
Union mutually agree.

          c.
The Employer shall pay for the cost of the examination, and the employee shall
be paid for all time required for the examination. The Employer will make a
reasonable effort to have the Team Member tested during scheduled work time.

          d.
Only after the administration of the initial test and a mass spectrometry
(“ms”) confirmation test that show positive will the test results be considered
positive.

          e.
A blood alcohol level at or in excess of the limit prescribed by Michigan law
constitutes an irrebuttable presumption that the individual is under the
influence of alcohol.

ARTICLE
22

DISCIPLINE

          22.01.
Cause for Discharge.

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

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

          22.02.
Warning Notices. Warning notices issued to Team Members must specify the
events or actions for which the warning notice is issued. Warning notices shall
be issued to Team Members as soon as possible after the Employer is aware of 

38

the event or action for which the warning
notice is issued and has a reasonable period of time to investigate the matter.
A copy of any written warning notice shall be issued to the Team Member and a
copy to the Union. The Team Member shall be required to sign all notices for
the purposes of acknowledging receipt and may include a rebuttal statement in
addition to his or her signature.

          22.03.
Both the Employer and the Team Member will approach the disciplinary process in
a professional and respectful manner. No Team Member shall be discharged while
on scheduled vacation or scheduled day off.

          22.04.
Disciplinary suspensions, warning notices, written customer complaints, and
reports of outside nongovernmental agencies or of the Employer’s own security
force concerning the conduct of a Team Member may not be used as a basis of any
subsequent discharge or disciplinary action twelve (12) months after the date
of issuance. Nothing contained in this section shall preclude the use of
information contained in a Team Member’s personnel file in any administrative
or judicial proceeding.

          22.05.
Upon a Team Member’s request, a Union representative shall be present at an
interview, investigation or meeting regarding disciplinary action where that
Team Member has a reasonable belief that he/she will be disciplined as a result
of the interview, investigation or meeting. The Employer will not
require or request a Team Member to resign, or to sign a confession or
statement concerning the Team Member’s conduct, unless the Team Member is first
given an opportunity to have a Union representative present and the Union
representative appears without undue delay, if the Team Member so requests. Upon
request, the Employer, in accordance with the National Labor Relations Act,
shall provide the Union relevant information necessary to process grievances.

          22.06.
The Union shall have the sole, right to take a suspension and/or discharge as a
grievance to Step II of the Grievance Procedure, or to Step III where the shift manager
or director has been involved in the discipline and the matter shall
be handled in accordance with this procedure.

          22.07.
Any employment action taken as a required result of the loss of a required
license or a directive from the Michigan Gaming Control Board, or an agent
thereof, shall not be subject to the provisions of this Article. In such a
case, the Employer will, upon request, promptly provide the Team Member and the
Union with available documentation of the required action.

          22.08.
Upon request, a Team Member may arrange an appointment with the Human Resource
office to review his or her personnel file. The Team Member must provide
reasonable notice of this request, and must engage in the review when he or she
is not scheduled to work. The Team Member may add a rebuttal statement to the
file, and may have a copy of the file provided they pay the cost of
duplication.

39

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

          22.10.
The Employer shall not suspend a Team Member without pay pending investigation
for a period in excess of five (5) working days unless the matter is under
investigation by the Michigan Gaming Control Board or another government
agency. 

ARTICLE 23

GRIEVANCE PROCEDURE

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

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

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

          b. Step
II. If the issue is not resolved at Step I, the Team Member shall meet,
within seven (7) calendar days of the Step I meeting, with the Shift
Manager/Director or the Shift Manager’s/Director’s designee to resolve the
issue. A Human Resources representative and a Union representative may
participate in the meeting. The management representative shall, in writing,
respond to the Team Member’s grievance within seven (7) calendar days of the
Step II meeting. 

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

40

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

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

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

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

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

          23.03. Arbitration.

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

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

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

          d. Arbitration
Procedure. If a grievance is not resolved pursuant to this Article, either
party may submit the matter to final and binding arbitration within ten (10) 

41

calendar days of the decision of Vice President of Human Resources or
the Vice President of Human Resources’ designee under Step III of Section 23.02
above. 

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 The Employer and
 the Union may agree to select an arbitrator, but if they are unable to do so,
 the arbitrator shall be selected by a rotation system from a predetermined
 panel of arbitrators. The hearing shall be conducted in accordance with the
 voluntary labor arbitration rules of the American Arbitration Association. 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 No arbitrator
 shall be chosen to serve in two (2) consecutive arbitrations unless by mutual
 consent of the parties. 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 No evidence shall
 be introduced as to the withdrawal, during negotiations, of a proposal to
 change the Agreement. 

 

          e. Expedited
Arbitration. If a grievance is not resolved pursuant to the grievance
procedure set forth in Section 23.02 above, either
party may submit a discipline and/or discharge matter to Expedited
Arbitration within ten (10) calendar days of the decision of the Director of
the Department or Director’s designee under Step III of Section 23.02 above. 

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 The arbitrator
 shall be selected through a rotation system from a predetermined panel of
 arbitrators who have agreed to be available to hold a hearing within the
 requisite period of time. 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 The arbitration
 shall be held within fifteen (15) calendar days of the notification to the
 arbitrator. 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 The arbitrator
 shall render the decision orally within twenty-four (24) hours of the
 hearing. The arbitrator’s decision shall be final and binding on the parties.
 If one or more parties request, the arbitrator shall reduce his or her
 decision to writing within thirty (30) calendar days of the close of the
 hearing. An Arbitrator’s decision shall not
 be precedent setting unless placed in writing. 

 

          f. General.

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 The procedures
 shall be pursuant to the voluntary arbitration rules of the American
 Arbitration Association. 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

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

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

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

 

42

	
  

 	
  

 	
  

 
	
  

 	
 4.

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

 

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

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

          23.06.
The Employer shall pay all back pay awards and settlements within the pay
period following the parties execution of a written agreement setting forth the
specified amount of money to be paid. 

ARTICLE 24

MICHIGAN GAMING CONTROL BOARD

          24.01.
Under circumstances where the Michigan Gaming Control Board (“Board” or “MGCB”)
acts to revoke, suspend or let expire a Team Member’s temporary or permanent
gaming license, such action shall constitute an irrebuttable presumption of
just cause for discharge and the Team Member can no longer be employed at
Greektown Casino. If the Team Member appeals the Board’s action, Greektown
Casino is not responsible for continuing to employ the Team Member during any
stage of the appeal process. 

          However, if
the Team Member satisfies his/her obligation to the Board and his/her license
is reinstated within four (4) months
of termination, the Employer will reemploy the Team Member in his/her former
position or a comparable position in his/her classification for which the Team
Member is qualified. In such circumstances, the Team Member will be credited
with seniority accrued prior to termination. Nothing
in this paragraph applies to a Team Member who fails to renew his/her license,
in a timely manner. 

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

43

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

          24.03. Discipline.

          a. When a
Team Member violates an Employer policy implemented in response to the Michigan
Gaming Law, the Team Member’s violation of which may subject the Employer to a
fine or other negative action, the Employer has the right to discipline the
Team Member in accordance with the discipline system set forth in Article 22
(Discipline Article). 

          b. After
investigation, Team Members determined to be responsible for variances or other
violations of the internal control system, which may subject the Employer to
liability pursuant to the Michigan Gaming Law, will be subject to discipline
under Article 22 (Discipline Article). 

          c. Nothing
in this section is intended to limit Greektown Casino’s rights under Article 22
(Discipline Article) to apply discipline for violations of Employer policies
and procedures. 

ARTICLE 25

NON-DISCLOSURE OF INFORMATION

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

44

ARTICLE 26

MANAGEMENT RIGHTS

          26.01. Right
to Manage. Both parties agree that the Employer has the right to manage,
direct, plan and control its business and operations, including matters that
are not covered by this Agreement. These rights include, but are not limited
to: the right to cross-utilize Team Members property-wide; reprimand, suspend
or separate Team Members; to determine the duties of Team Members to be
employed and to direct the working force; to assign work as needed; to
determine the number of Team Members to be employed; to determine the means,
methods, and schedules of operations; to hire, separate, classify, reclassify,
schedule, assign, promote, transfer, layoff and/or rehire Team Members; and to
introduce or establish new equipment, games, facilities, technological changes,
procedures or processes. All of the foregoing rights are reserved by the
Employer except to the extent they may be contrary to or inconsistent with the
terms and conditions of this Agreement. 

          26.02. Rules
and Postings. The Employer may establish and administer reasonable rules,
regulations and procedures governing the conduct of Team Members, provided that
such rules, regulations and procedures are not inconsistent with any provisions
of this Agreement. The Employer shall post and maintain any such rules in such
places within its establishment so that all Team Members affected thereby, and
business representatives of the Council and its member Unions, may have an
opportunity to become familiar with them. The Team Member and the Union will be
given reasonable advance written notice of changed or new rules and procedures.
In addition, the Union will receive fourteen
(14) days advance written notice of changes to disciplinary rules. Upon the
Union’s request, the parties shall meet and discuss the same. In the event that
such discussions have not concluded and/or issues or objections are unresolved,
the Employer can implement the changed disciplinary rules. The
reasonableness of any rules, regulations and procedures provided for herein,
are subject to the grievance procedures of this Agreement. 

ARTICLE 27

UNION SECURITY

          27.01. Union
Shop. Subject to the provisions of the Labor Management Relations Act,
1947, as amended, it shall be a condition of their employment that all Team
Members covered by this Agreement who are members of the Union, in good
standing on the date of execution of this Agreement shall remain members in
good 

45

standing during the period of their employment; and those who are not
members of the Union, on the date of execution of this Agreement shall, on the
30th day following execution of this Agreement, become and remain
members of the Union. It shall also be a condition of employment hereunder that
all Team Members covered by this Agreement shall, on or after the 30th
day following the Team Member’s first employment by the Employer in
classifications covered herein, become and remain members of the Union,
throughout the period of their employment with the Employer. 

          27.02. Indemnification.
The Union will indemnify and save the Employer harmless against any and all
claims, demands or other forms of liability, which may arise out of, or by
reason of, any action taken or not taken by the Employer, at the request of the
Union, in accordance with the provisions of this Article. 

          27.03. Enforcement
Mechanism. Within fifteen (15) days after receipt of written notice from
the Union that any Team Member covered by this Agreement has failed, pursuant
to the terms of this Article, to tender payment of the periodic dues and
initiation fees uniformly required as a condition of acquiring membership in
the Union, the Employer will terminate such employee. 

ARTICLE 28

DUES CHECK-OFF

          28.01. The
Employer, during the term of the Agreement, agrees to deduct each month Union
membership dues and initiation fees from the pay of those Team Members who have
voluntarily authorized such deductions in writing as provided in section 28.02.
Such membership dues shall be limited to amounts properly levied by the Unions.

          28.02. The
required Authorizations are attached as Exhibits 2 through 6. 

          28.03.
Deductions shall be made only in accordance with the provisions of said
Authorizations and this Article. 

          28.04. The
original or a facsimile of a properly executed form for each Team Member for
whom Union membership dues are to be deducted hereunder shall be delivered to
the Employer before any payroll deductions are made. Deductions shall be made
thereafter only under forms which have been properly executed and are in
effect. Any form which is incomplete or in error will be returned to the Union
by the Employer. 

          28.05. The
Employer shall provide the Team Member with the appropriate Union dues deduction card at the time the
Team Member is hired. Check-off deductions under all properly executed forms
which have been delivered to the Employer on or before the fifteenth (15th)
day of any particular month thereafter shall begin with the following calendar
month. 

46

          28.06.
Deductions shall be made from the pay received on the first payday of each
month regardless of the payroll period ending date represented on that payroll
check. 

          28.07. The
Employer agrees to make deductions as otherwise provided in this Article in the
case of Team Members who have returned to work after an authorized leave of
absence and upon receiving notice from the
Council of a Team Member’s past due arrearage. 

          28.08. The
Employer shall remit each month to the designated financial officer of the
Union the amount of deductions made for that particular month, together with a
list of Team Members and their social security numbers, for whom such
deductions have been made. The information shall be in computer readable
electronic form. 

                    The
remittance shall be forwarded to the above designated financial officer not
later than the fifteenth (15th) of the month, for the deduction from
the first paycheck received by the employee (prior to the fifteenth [15th]
of the month) for the month the dues are being paid. 

          28.09. Any
Team Member whose seniority is broken by death, quit, discharge or layoff, or
who is transferred to a position outside the scope of the bargaining unit,
shall cease to be subject to check-off deductions beginning with the month
immediately following that in which such death, quit, discharge, layoff, or
transfer occurred. 

          28.10. The
Union shall indemnify, defend and save the Employer harmless against any and
all claims, demands, suits or other forms of liability that shall arise out of
or by reason of action taken by the Employer in reliance upon the
Authorizations. 

ARTICLE 29

UNION ACTIVITY

          29.01.
Authorized representatives of the Union, who are not Team Members, upon request,
will be permitted to visit the Employer’s establishment for the purpose of
communicating with Team Members and appropriate supervisors regarding Union
business and collecting Union dues and initiation fees. Such visits shall not
interfere with the conduct of the Employer’s business, or unreasonably
interfere with the performance of work by Team Members during their working
hours. Union representatives will be required to report to the designated
office or Security and sign in and wear identification while on the premises of
the Employer. While on the Employer’s property, the Union representatives shall
comply with all applicable rules and regulations or directives of the Company,
including but not limited to, those of the 

47

Michigan Gaming Control Board as well as all health and safety rules
and regulations of the Employer. 

          29.02. The
Union may select a reasonable number of Union Stewards (“Stewards”), not to
exceed sixty-five (65), from among the Team Members. The Union is responsible
for notifying the Employer, in writing, as to the names of the Stewards, their
jurisdictions, and keeping the Employer apprised of any changes. Stewards may
act as Union representatives and may assist Union representatives in
proceedings under Article 23 (Grievance Procedure), and engage in discussions
with the Employer’s designated representatives for questions or concerns
regarding the Employer’s work practices or procedures. Stewards must undergo
joint training in communications and conflict resolution. 

          29.03. The
Employer will allow Stewards a reasonable amount of time during normal working
hours, without loss of regular pay, to perform their designated grievance
procedure functions including investigations in their respective areas on the
premises of the Employer. The Steward’s activities shall not interfere with
regular business operations. The Stewards shall obtain prior approval of their
immediate supervisors before engaging in any such grievance procedure
activities. The Steward shall indicate in a manner prescribed by the Employer
time spent engaging in such activities. Stewards shall be permitted reasonable
access to the members they represent. The Steward shall request approval (which
shall not be unreasonably withheld) from the appropriate supervisor(s) prior to
entering a work area for the purpose of
investigating grievances. Such time off from work shall only be taken when the
matter cannot reasonably be handled during non-working time and shall not
interfere with the operation of the business. Stewards shall be excused from work to attend Union
meetings without pay upon giving at least reasonable
notice to the Employer. Team Members when
entitled to Union representation will be provided with the Steward of the Team
Member’s choice upon request, provided the Steward of choice is working and
available at the time of the request. 

          29.04. To
permit the Union to properly and efficiently carry out its responsibilities,
the Employer shall provide the following information to the Union: 

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

          b. The Employer
agrees to give the Union, at the time of occurrence, written notice of any Team
Member who is terminated, placed on a leave of absence or transferred out of
the bargaining unit, as well as any Team Members transferred into the
bargaining unit including each Team Member’s name, social security number and
the date(s) of such personnel transaction, and the expected date of return for
leaves of absence. 

48

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

          d. All Team
Members shall be required to attend the Company’s new hire orientation during
which the DCC will provide all bargaining unit Team Members up to thirty (30)
minutes for orientation. 

ARTICLE 30

PROCEDURES FOR NEW JOB
CLASSIFICATIONS

THIS AGREEMENT is made and entered into by and among Greektown Casino
L.L.C. (hereinafter referred to as the “Employer”) and the Detroit Casino
Council (hereinafter referred to as the “Council” or “DCC” (collectively, the
parties”). 

WHEREAS, the Employer is a signatory to a Collective Bargaining
Agreement with the DCC that commenced October 17, 2007 and expires October 16, 2011
(the “CBA”) wherein the DCC is recognized as the exclusive Collective
Bargaining representative for Team Members performing certain job functions in
the Employer’s existing casino and related facilities in Detroit, Michigan; 

WHEREAS, during the term of the CBA, the Employer expects to open a new permanent hotel and expanded
casino, food and beverage, and related facilities in Detroit, Michigan (the
“Permanent Facility”); 

WHEREAS, the parties desire to establish procedures for determining the
terms and conditions for the Team Members who will be employed in those newly
created non-supervisory job classifications needed to support the opening of
the Permanent Facility which job classifications have historically been
represented by the constituent DCC Unions (the “New Job Classifications”); 

THEREFORE, the parties agree to follow the procedures set forth below
to determine the terms and conditions for the
established Job Classifications: 

          1.
The Employer and the DCC will meet not later than six (6) months prior to the
opening of the Permanent Facility to negotiate terms and conditions of
employment for unionized Team Members working in the new facility that have not
previously been agreed to. 

          2.
If the parties have not reached agreement prior to four (4) months prior to the
opening of the Permanent Facility the parties will select a three (3) 

49

member panel of arbitrators (the “Panel”) to
be available to determine any issues the parties have been unable to resolve in
negotiations. The Panel will consist of one arbitrator selected by the
Employer, one arbitrator selected by the DCC and one neutral arbitrator selected
by the two arbitrators selected by the parties. The neutral arbitrator must
reside in the State of Michigan and shall have substantial experience in the
hotel industry and experience in interest arbitration. If the arbitrators
selected by the parties are unable or fail to agree upon the neutral
arbitrator, the neutral arbitrator may be selected by the American Arbitration
Association. After the Panel is selected, the parties and the Panel members
will set tentative dates for hearing any unresolved issues. There shall be at
least three (3) tentative dates which shall be not sooner than two (2)) months
nor later than four (4) months prior to the opening of the hotel. 

          3.
To expedite process, the parties may mutually agree on a single arbitrator. 

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
  

 	
 Hearing. The hearing will be conducted in
 a manner consistent with the Labor Arbitration Rules of the American
 Arbitrations Associations. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
  

 	
 Factors to be
 Considered by the Panel. In rendering the award, the Panel shall consider
 all facts, testimony, information presented at the hearing, the parties’
 briefs and the following criteria: 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 1.

 	
 Total benefits and
 compensation accrued for the benefit of or paid to covered Team Members, as
 compared to Team Members in comparable positions at other unionized hotel
 properties in the metropolitan Detroit area. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 2.

 	
 Total benefits and
 compensation accrued for the benefit of or paid to covered Team Members, as
 compared to Team Members in comparable positions at other unionized
 hotel-casino properties in the United States. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
  

 	
 Authority of the
 Panel.
 The Panel shall have the authority to render a decision only with respect to
 the issues left unresolved after the parties have bargained for at least two (2) months in the Second Step; the
 Panel shall have no authority to render a decision with respect to any other
 items. The Panel shall decide between the last, best and final proposals made
 by the Employer and the Union in negotiations on the unresolved items and may
 not compromise or combine any aspects of the proposals. The Panel shall
 consider the effect of any items the parties have previously agreed to, but
 shall not have the authority to modify same. The proposal selected by the
 Panel, plus the provisions previously agreed by the parties, shall be
 incorporated into the CBA. The 

 

50

	
  

 	
  

 
	
  

 	
 Panel shall also
 have the authority to decide questions of timeliness and arbitrability. An
 award issued by the Panel shall be final and binding on the parties and shall
 be effective until a successor Collective Bargaining Agreement is negotiated.
 However, nothing in any award issued by the Panel shall limit or abridge any
 right retained by the Employer in the Management Rights Clause of the CBA. 

 

          The cost of
arbitration shall be split evenly between the parties, fifty percent (50%) to
be paid by the Employer and fifty percent (50%) to be paid by the DCC. 

          Nothing in
this Agreement shall be construed to require the renegotiation of the wage
rates or other terms or conditions in the parties’ CBA. 

          This
Agreement expires concurrently with the expiration of the parties’ CBA
provided, however, that if Step 1 occurs prior thereto, then this Agreement
shall remain in effect until the completion of the process herein described. 

ARTICLE 31

POLITICAL ACTION COMMITTEE

          31.01. The
Employer agrees to honor political contribution deduction authorizations from
its Team Members, in the following form: 

	
  

 
	
 I hereby authorize
 the Employer to deduct from my pay the sum of $_________ per month and to
 forward that amount to the ___________________. This authorization is signed
 voluntarily and with the understanding that the __________ will use this
 money to make political contributions and expenditures in connection with
 Federal elections. I am aware of my right to refuse to sign this
 authorization without reprisal. This authorization may be revoked by mailing
 notices of revocation by United States Registered or Certified Mail, Return
 Receipt Requested, to the Treasurer, __________________, and to the Employer.
 

 

          31.02. The
parties shall explore the feasibility under State law of implementing voluntary
payroll deduction for political contributions for state and local elections. If
it is determined by a court of competent jurisdiction that such deductions are
lawful, Section 31.01. above will be modified accordingly. 

          31.03. The
political contribution deduction shall be made once each month during which a
Team Member who has performed compensated service has in effect a voluntarily
executed political contribution deduction authorization. The money shall be 

51

remitted within thirty (30) days after the last day of the preceding
month to the designated financial officer of the Union, accompanied by a form
stating the name, social security number, and address of each Team Member for
whom a deduction has been made, and the amount deducted. 

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

ARTICLE 32

SUBCONTRACTING

          32.01. The Employer agrees it will not subcontract work being performed by
members of the bargaining unit at any time. 

          Notwithstanding
the foregoing, the Employer shall have the right, so long as it does not result
in the displacement of Team Members or any reduction of hours of work for Team Members
to: 

          
a.
Enter into service maintenance agreements for the repair and/or maintenance of
purchased or leased equipment, or to contract for the repair of the Employer’s
property, buildings, or fixtures, to the extent such work cannot economically
and expeditiously be performed by Team Members; 

          b. Contract
for the renovation, reconstruction or restoration of the Employer’s property,
buildings or fixtures; 

          c. Have
work performed pursuant to warranty; 

          d. Enter into
contracts for the purchase of prepared foods or baked goods. 

          e.
Nothing contained in this Article shall preclude the Employer from contracting
with third parties to lease and/or own and operate a signature or themed
high-end or gourmet restaurant/entertainment enterprise. The Employer may enter
into one (1) such contract provided that there are at least five (5) Employer
operated food outlets in which bargaining unit work is performed by Team
Members and so long as no fine dining outlet is permanently closed or has its
hour and menu substantially curtailed as a result of such contract. 

52

Nothing contained in this Article shall
preclude the Employer from contracting with third parties to operate fast food
outlets in the Employer’s facility. 

          32.02.
Nothing contained in Paragraph 32.01. is intended to preclude the Employer from
entering into any contract or arrangement with any third party to operate, own
or manage a restaurant in the Employer’s facility in which bargaining unit work
performed therein is performed by Greektown Team Members covered by the
Agreement. 

ARTICLE 33

NO STRIKE OR LOCKOUT

          33.01. The
Employer and the Union agree that excellent service and the enjoyment and
entertainment of customers is an essential goal of Greektown Casino and its
Team Members. 

          To that
end, the parties agree that this labor Agreement provides for appropriate
dispute resolution methods. Therefore, the Employer will not lock out Team
Members during the term of this Agreement, nor will the Detroit Casino Council,
the Unions that are part of the Council, or Team Members engage in or support
any strike, sympathy strike, walk-out, sit-down, slowdown, or any other
interference with the performance of work and the service of customers. 

          33.02. The
Employer and the Union also agree that the Union and its members should be
able, consistent with their obligations to customers and the Employer, to
practice the values of Union solidarity and support. Therefore, the Employer
agrees to use its best efforts to avoid placing the Union or its members in a
position of violating those values, especially with regard to labor issues in
the City of Detroit. This commitment by the Employer shall not be construed to
dilute the Union’s obligations under this Article of this Agreement, nor shall
this commitment be subject to arbitration. Upon request by either party, in
order to carry out the intent of this paragraph, there shall be a meeting of
the Presidents of the International Unions participating in the Detroit Casino
Council and the President and COO of Greektown Casino. 

ARTICLE 34

OWNERS AND SUCCESSORS

          34.01. Ownership.
This Agreement shall cover all Team Members employed in classifications listed
in Exhibit 1 in casino operations within the jurisdiction of the Union, in the
City of Detroit, Michigan, which during the term of this Agreement, are owned
by, 

53

operated by or substantially under the control of the Employer. The
term “Employer” shall be deemed to include any person, firm, partnership,
corporation, joint venture or other legal entity substantially under the
control of the Employer covered by this Agreement, or a subsidiary of the
Employer covered by this Agreement. 

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

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

          34.04.
Nothing contained in this Agreement shall be construed to apply to investors or
shareholders of the Employer who are not signatories to this Agreement. 

ARTICLE 35

SAVINGS CLAUSE

          35.01. In
the event that any provision of this Agreement shall be rendered invalid by
applicable legislation or be declared invalid by any court or regulatory agency
of competent jurisdiction, such action shall not invalidate the entire
Agreement, it being the express intention of the parties hereto that all other
provisions not rendered invalid shall remain in full force and effect. Both
parties agree that the subject matter of any provision found to be invalid
shall be renegotiated. 

54

ARTICLE 36

TERM-TERMINATION-RENEWAL

          This
Agreement shall be in full force and effect from October 17, 2007 until 11:59 p.m. October 16, 2011. 

          IN WITNESS
WHEREOF, the parties hereto by their duly designated representatives have
hereunto set their hands this 1st day of November, 2003 in Wayne
County, State of Michigan. 

FOR THE EMPLOYER: 

	
  

 	
  

 
	

 

 	
  

 
	
 Craig Ghelfi, Chief Executive Officer

 	
  

 
	
 Greektown Casino

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Tish King, Vice
 President

 	
  

 
	
 Human Resources,
 Greektown Casino

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Bruce Berger,
 Senior Director

 	
  

 
	
 Employee
 Relations, Greektown Casino

 	
  

 
	
  

 	
  

 
	
 FOR THE COUNCIL:

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Ron Gettelfinger,
 President

 	
  

 
	
 International
 Union, UAW

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 James U. Settles
 Jr., Vice President

 	
  

 
	
 International
 Union, UAW

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Joe Peters,
 Director, Region 1

 	
  

 
	
 International
 Union, UAW

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 David Burtch,
 Assistant Director

 	
  

 
	
 TOP Department,
 International Union, UAW

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Jeff Balfour,
 Research Department

 	
  

 
	
 International
 Union, UAW

 	
  

 

55

	
  

 	
  

 
	

 

 	
  

 
	
 Sarah Doyle,
 Social Security Department

 	
  

 
	
 International
 Union, UAW

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Nancy Johnson,
 Region 1

 	
  

 
	
 International
 Union, UAW

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Emma
 Powell-Fields, TOP Department

 	
  

 
	
 International
 Union, UAW

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Joe Daugherty,
 Assistant to President John Wilhelm

 	
  

 
	
 International
 Union, HERE

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Phil Schloop,
 Business Manager

 	
  

 
	
 International
 Union, Operating Engineers

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Dan McCarthy,
 Business Representative

 	
  

 
	
 International
 Union, Operating Engineers

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 James P. Hoffa,
 General President

 	
  

 
	
 International
 Union, Teamsters

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Veronica Sawyer

 	
  

 
	
 International
 Representative, Teamsters

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Ron Renaud,
 Secretary Treasurer

 	
  

 
	
 Teamsters Local
 372

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Dave DeLong,
 President

 	
  

 
	
 Teamsters Local
 372

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Abdul Taalib-Deen,
 Business Agent

 	
  

 
	
 Michigan Regional
 Council of Carpenters

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Sylvia Provost,
 Dealer

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 James Davis,
 Attendant

 	
  

 

56

	
  

 	
  

 
	

 

 	
  

 
	
 Sheila Williams,
 Cage Cashier

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Marvin Bryant,
 Cook

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Johnnie K. Dorsey,
 Slot Technician

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Clint McKee,
 Facilities

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Thomas Estapa,
 Dealer

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Tony Pettis, Hard
 Count

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Terry Polk, Slot
 Technician

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Lavern Denise
 Purifoy, Wardrobe Attendant

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Benecia Webster,
 Attendant

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Gene Holmes,
 Dealer

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Zinnia Patcas,
 Culinary Utility

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 George McLemore,
 Porter

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Dorothea Neal,
 Porter

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Keith Strong, Cook

 	
  

 
	
  

 	
  

 
	

 

 	
  

 
	
 Donna Woods,
 Bartender

 	
  

 

57

APPENDIX I

Exclusive Provider Arrangement (EPA) – HAP II

This Summary of Benefits is designed to provide an overview of the
Alliance EPA Plan and is subject to the terms and conditions of the actual
certificate. In cases of conflict between this summary and the certificate, the
terms and conditions of the certificate govern. 

Schedule of Benefits

This program features a network of health care providers through which
Casino Employees can receive services at the In-Network level of benefits
through their designated Alliance Personal Care Physician (PCP). There are no
Out-of-Network benefits. 

Alliance EPA Members must seek care or be directed to medical services
through a referral authorization by their designated Alliance Personal Care
Physician (PCP). If the member does not use their PCP for medical services or
obtain a referral, their medical services will not be covered. 

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Care Services

 	
  

 	
 Limitations

 	
  

 	
 In-Network

 
	

 

 	
  

 	

 

 	
  

 	

 

 
	
 Preventive
 Services:

 	
  

 	
  

 	
  

 	
  

 
	
 Preventive Office
 Visits

 	
  

 	
  

 	
  

 	
 $20 copay per office visit then 100%

 
	
 Periodic Physical
 Exams

 	
  

 	
 Limited to one
 each 12 months

 	
  

 	
 100%

 
	
 Well Baby/Child
 Exams

 	
  

 	
  

 	
  

 	
 100%

 
	
 Immunizations

 	
  

 	
  

 	
  

 	
 100%

 
	
 Outpatient
 Diagnostics:

 	
  

 	
  

 	
  

 	
 100%

 
	
 X-rays, Lab Tests, Pap Smears, and
 Mammograms

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Outpatient Services:

 	
  

 	
  

 	
  

 	
  

 
	
 Office Visits

 	
  

 	
  

 	
  

 	
 $20 copay per office visit then 100%

 
	
 Physician/Professional

 	
  

 	
  

 	
  

 	
 100%

 
	
 Allergy Testing

 	
  

 	
  

 	
  

 	
 100%

 
	
 Allergy and Other Injections

 	
  

 	
  

 	
  

 	
 100%

 
	
 Back Care

 	
  

 	
 Manipulation of
 the spine for sublaxation only — 20 visit limit per year

 	
  

 	
 100%

 
	
 Podiatry

 	
  

 	
 Medically necessary
 only

 	
  

 	
 100%

 
	
 Radiology and Pathology

 	
  

 	
  

 	
  

 	
 100%

 
	
 Eye Examinations (for medical reasons)

 	
  

 	
 Includes eye
 refractions but does not include lenses/frames/contacts

 	
  

 	
 100%

 
	
 Audiology Examinations

 	
  

 	
  

 	
  

 	
 100%

 
	
 Office Surgery/Procedure

 	
  

 	
  

 	
  

 	
 100%

 
	
 Ambulatory Surgery:

 	
  

 	
 No copay when
 performed in an ambulatory setting

 	
  

 	
 100%

 
	
 Facility, Surgeon and Other Professional
 Charges

 	
  

 	
  

 	
  

 	
  

 

58

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Care Services

 	
  

 	
 Limitations

 	
  

 	
 In-Network

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 
	
 Emergency
 Services:

 	
  

 	
 Must meet ALLIANCE
 emergency guidelines

 	
  

 	
  

 
	
 Emergency Room

 	
  

 	
 Care not meeting
 guidelines may result in nonpayment. A copay will apply, but waived if
 admitted.

 	
  

 	
 $100 copay then 100%

 
	
 Urgent Care Center

 	
  

 	
 A copay will
 apply, but waived if admitted.

 	
  

 	
 $30 copay then 100%

 
	
 ER Professional
 Services

 	
  

 	
  

 	
  

 	
 100%

 
	
 Ambulance Service

 	
  

 	
 Emergency
 transport only

 	
  

 	
 100%

 
	
  

 
	
 Other
 Services:

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Durable Medical
 Equipment

 	
  

 	
 Must be an
 authorized piece of equipment based on ALLIANCE guidelines.

 	
  

 	
100%

 
	
 Prosthetics and
 Orthotics

 	
  

 	
 Must be an
 authorized piece of equipment based on ALLIANCE guidelines.

 	
  

 	
100%

 
	
 Skilled Nursing
 Facility Care

 	
  

 	
 100 days per
 member per benefit year.

 	
  

 	
 100%

 
	
  

 
	
 Annual Deductibles

 	
  

 	
  

 	
  

 	
 Individual 

 	
 $0

 
	
  

 	
  

 	
  

 	
  

 	
 Family 

 	
 $0

 
	
 Out-of-Pocket
 Maximums

 	
  

 	
 Does not include
 deductible

 	
  

 	
 Individual 

 	
 $0

 
	
  

 	
  

 	
  

 	
  

 	
 Family 

 	
 $0

 
	
 Organ Transplant
 Lifetime Maximum

 	
  

 	
 Limited to
 lifetime maximum of $1,000,000

 	
  

 	
 100%

 
	
 Lifetime Maximum
 per Covered individual

 	
  

 	
 $5,000,000
 lifetime maximum

 	
  

 	
  

 	
  

 
	
 Pre-existing
 Conditions

 	
  

 	
 None

 	
  

 	
 None

 
	
 Precertification
 Penalty

 	
  

 	
 Reduction in
 benefits by 50% for noncompliance.

 	
  

 	
  

 	
  

 
	
  

 
	
 Inpatient
 Hospital Services:

 	
  

 	
 Admissions require
 that ALLIANCE be notified within 48 hours of admission. Failure to notify
 ALLIANCE within 48 hours could result in a reduction of benefits or
 nonpayment

 	
  

 	
  

 	
  

 
	
 Semi-private Room

 	
  

 	
  

 	
  

 	
 100%

 
	
 Intensive, Cardiac
 and Other Specialty Care

 	
  

 	
  

 	
  

 	
 100%

 
	
 Units as medically
 necessary

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Surgery and
 Related Services

 	
  

 	
  

 	
  

 	
 100%

 
	
 Anesthesia

 	
  

 	
  

 	
  

 	
 100%

 
	
 Radiology and
 Pathology

 	
  

 	
  

 	
  

 	
 100%

 
	
 Physician/Professional
 Visits

 	
  

 	
  

 	
  

 	
 100%

 
	
 Pharmaceuticals

 	
  

 	
  

 	
  

 	
 100%

 
	
 Miscellaneous
 Services

 	
  

 	
  

 	
  

 	
 100%

 

59

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Care Services

 	
  

 	
 Limitations

 	
  

 	
 In-Network

 
	

 

 	
  

 	

 

 	
  

 	

 

 
	
 Maternity
 Services:

 	
  

 	
  

 	
  

 	
  

 
	
 Pre- and
 Post-natal Visits

 	
  

 	
  

 	
  

 	
 $20 copay per office visit then 100%

 
	
 Labor and Delivery

 	
  

 	
  

 	
  

 	
 100%

 
	
 Newborn Care in
 Hospital

 	
  

 	
  

 	
  

 	
 100%

 
	
 Ancillary
 Services:

 	
  

 	
  

 	
  

 	
  

 
	
 Home Health Care

 	
  

 	
 Medically necessary
 only by RN or LPN.

 	
  

 	
 100%

 
	
  

 	
  

 	
 Annual maximum of
 100 visits.

 	
  

 	
  

 
	
 Hospice Care

 	
  

 	
 210 days lifetime

 	
  

 	
 100%

 
	
 Physical Therapy

 	
  

 	
 60 visits per
 condition per lifetime

 	
  

 	
 $20 copay per office visit then 100%

 
	
 Speech Therapy

 	
  

 	
 60 visits per
 condition per lifetime

 	
  

 	
 $20 copay per office visit then 100%

 
	
 Occupational
 Therapy

 	
  

 	
 60 visits per
 condition per lifetime

 	
  

 	
 $20 copay per office visit then 100%

 
	
  

 
	
 Mental Health
Services: 

 	
  

 	
 Services must be
 precertified. Members can directly access services by calling Coordinated Behavioral
 Health Management at 1-800-444-5755.

 	
  

 	
  

 
	
  

 
	
 Inpatient Services

 	
  

 	
 30 days renewable
 after 60 days

 	
  

 	
 100%

 
	
 Outpatient
 Services

 	
  

 	
 Annual maximum of
 20 visits

 	
  

 	
 $20 copay per office visit then 100%

 
	
 Chemical
Dependency Services: 

 	
  

 	
 Services must be
 precertified. Members can directly access services by calling Coordinated
 Behavioral Health Management at 1-800-444-5755.

 	
  

 	
  

 
	
  

 
	
 Inpatient Services

 	
  

 	
 30 days renewable
 after 60 days

 	
  

 	
 100%

 
	
 Outpatient
 Services

 	
  

 	
 Annual maximum of
 35 visits

 	
  

 	
 $20 copay per office visit then 100%

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 RIDERS
 (included with this certificate)

 	
  

 	
  

 	
  

 	
  

 
	
  

 
	
 Prescription
 Drugs

 	
  

 	
  

 	
  

 	
  

 
	
 Does not include
 fertility agents. Contraceptives are included unless otherwise noted. All
 prescriptions must meet ALLIANCE guidelines.

 	
  

 	
 100% after $10
 copay per generic or $20 copay per brand name prescription will apply.

 
	
  

 
	
 Sponsored
 Dependent

 	
  

 	
 100%

 
	
 Relative by blood
 or marriage or nonrelative for which principal support is provided.

 	
  

 	
  

 
	
  

 
	
 YOUNG
 ADULT 19-26

 	
  

 	
 100%

 
	
 Dependent
 unmarried children to age 26

 	
  

 	
  

 
	
  

 
	
 Voluntary
 Sterilization

 	
  

 	
 100%

 
	
 Any procedure,
 including vasectomy and tubal ligation, whose sole intent is to induce
 sterility.

 	
  

 	
  

 

60

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Care Services 

 	
  

 	
 Limitations

 	
  

 	
 In-Network

 
	

 

 	
  

 	

 

 	
  

 	

 

 
	
 Medicare
 Complementary

 	
  

 	
  

 	
  

 	
 100%

 
	
  

 
	
 For retirees only
 who are enrolled in Medicare Parts A and B. Coverage is for deductibles and
 coinsurance under Parts A and B of Medicare for benefits covered by Medicare.
 Benefits described in this policy are reduced to the extent they are covered
 by Medicare parts A and B.

 	
  

 	
  

 
	
  

 
	
 Hearing
 Aids

 	
  

 	
 100%

 
	
  

 
	
 Replacement
 available with prescription change or once every three (3) years.

 	
  

 	
  

 
	
  

 
	
 Infertility
 Services

 	
  

 	
 100%

 
	
  

 
	
 Any services with
 the sole intent to induce conception to an individual with the inability to
 produce offspring. Limited to aggregate amount of $3,000 per member per
 lifetime.

 	
  

 	
  

 
	
  

 
	
 Abortion

 	
  

 	
 100%

 
	
  

 
	
 Voluntary
 abortions performed during first trimester only. Limited to one (1) episode
 within a twenty-four (24) month period. Coverage limited to the aggregate
 amount of $1,000 per member per lifetime.

 	
  

 	
  

 
	
  

 
	
 Domestic
 Partner — Same Sex

 	
  

 	
 100%

 
	
  

 	
  

 	
  

 
	
 An Individual, of
 the same gender, who resides together with the Subscriber and intends to do
 so permanently; who shares in basic living expenses; who is not related by
 blood to a degree of closeness that would prohibit marriage were the
 individual of the opposite sex; is at least the age of consent; who is not in
 a domestic partnership with anyone else; and who, if eligible to register as
 domestic partners in the jurisdiction which the Subscriber and he/she lives
 and/or works, would register as domestic partners within thirty-one (31) days
 of enrollment eligibility.

 	
  

 	
  

 

61

Exclusive Provider Arrangement (EPA) – Traditional HAP 

This Summary of Benefits is designed to provide an overview of the
Alliance EPA Plan and is subject to the terms and conditions of the actual
certificate. In cases of conflict between this summary and the certificate, the
terms and conditions of the certificate govern. 

Schedule of Benefits

This program features a network of health care providers through which
Casino Employees can receive services at the In-Network level of benefits
through their designated Alliance Personal Care Physician (PCP). There are no
Out-of-Network benefits. 

Alliance EPA Members must seek care or be directed to medical services
through a referral authorization by their designated Alliance Personal Care
Physician (PCP). If the member does not use their PCP for medical services or
obtain a referral, their medical services will not be covered. 

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Care Services

 	
  

 	
 Limitations

 	
  

 	
 In-Network

 
	

 

 	
  

 	

 

 	
  

 	

 

 
	
 Preventive
 Services:

 	
  

 	
  

 	
  

 	
  

 
	
 Preventive Office
 Visits

 	
  

 	
  

 	
  

 	
 $10 copay per office visit then 100%

 
	
 Periodic Physical
 Exams

 	
  

 	
 Limited to one
 each 12 months

 	
  

 	
 100%

 
	
 Well Baby/Child
 Exams

 	
  

 	
  

 	
  

 	
 100%

 
	
 Immunizations

 	
  

 	
  

 	
  

 	
 100%

 
	
 Outpatient
 Diagnostics:

 	
  

 	
  

 	
  

 	
 100%

 
	
 X-rays, Lab Tests, Pap Smears, and
 Mammograms

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Outpatient Services:

 	
  

 	
  

 	
  

 	
  

 
	
 Office Visits

 	
  

 	
  

 	
  

 	
 $10 copay per office visit then 100%

 
	
 Physician/Professional

 	
  

 	
  

 	
  

 	
 100%

 
	
 Allergy Testing

 	
  

 	
  

 	
  

 	
 100%

 
	
 Allergy and Other Injections

 	
  

 	
  

 	
  

 	
 100%

 
	
 Back Care

 	
  

 	
 Manipulation of
 the spine for sublaxation only — 20 visit limit per year

 	
  

 	
 100%

 
	
 Podiatry

 	
  

 	
 Medically necessary
 only

 	
  

 	
 100%

 
	
 Radiology and Pthology

 	
  

 	
  

 	
  

 	
 100%

 
	
 Eye Examinations (for medical reasons)

 	
  

 	
 Includes eye
 refractions but does not include lenses/frames/contacts

 	
  

 	
 100%

 
	
 Audiology Examinations

 	
  

 	
  

 	
  

 	
 100%

 
	
 Office Surgery/Procedure

 	
  

 	
  

 	
  

 	
 100%

 
	
 Ambulatory Surgery:

 	
  

 	
 No copay when
 performed in an ambulatory setting

 	
  

 	
 100%

 
	
 Facility, Surgeon and Other Professional
 Charges

 	
  

 	
  

 	
  

 	
  

 

62

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Care Services

 	
  

 	
 Limitations

 	
  

 	
 In-Network

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 
	
 Emergency
 Services:

 	
  

 	
 Must meet ALLIANCE
 emergency guidelines

 	
  

 	
  

 
	
 Emergency Room

 	
  

 	
 Care not meeting
 guidelines may result in nonpayment. A copay will apply, but waived if
 admitted.

 	
  

 	
 $75 copay then 100%

 
	
 Urgent Care Center

 	
  

 	
 A copay will
 apply, but waived if admitted.

 	
  

 	
 $20 copay then 100%

 
	
 ER Professional
 Services

 	
  

 	
  

 	
  

 	
 100%

 
	
 Ambulance Service

 	
  

 	
 Emergency
 transport only

 	
  

 	
 100%

 
	
  

 
	
 Other
 Services:

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Durable Medical
 Equipment

 	
  

 	
 Must be an
 authorized piece of equipment based on ALLIANCE guidelines.

 	
  

 	
100%

 
	
 Prosthetics and
 Orthotics

 	
  

 	
 Must be an
 authorized piece of equipment based on ALLIANCE guidelines.

 	
  

 	
100%

 
	
 Skilled Nursing
 Facility Care

 	
  

 	
 100 days per
 member per benefit year.

 	
  

 	
 100%

 
	
  

 
	
 Annual Deductibles

 	
  

 	
  

 	
  

 	
 Individual 

 	
 $0

 
	
  

 	
  

 	
  

 	
  

 	
 Family 

 	
 $0

 
	
 Out-of-Pocket
 Maximums

 	
  

 	
 Does not include
 deductible

 	
  

 	
 Individual 

 	
 $0

 
	
  

 	
  

 	
  

 	
  

 	
 Family 

 	
 $0

 
	
 Organ Transplant
 Lifetime Maximum

 	
  

 	
 Limited to
 lifetime maximum of $1,000,000

 	
  

 	
 100%

 
	
  

 
	
 Lifetime Maximum
 per Covered individual

 	
  

 	
 $5,000,000
 lifetime maximum

 	
  

 	
  

 	
  

 
	
  

 
	
 Pre-existing
 Conditions

 	
  

 	
 None

 	
  

 	
 None

 
	
  

 
	
 Precertification
 Penalty

 	
  

 	
 Reduction in
 benefits by 50% for noncompliance.

 	
  

 	
  

 	
  

 
	
 Inpatient
 Hospital Services:

 	
  

 	
 Admissions require
 that ALLIANCE be notified within 48 hours of admission. Failure to notify
 ALLIANCE within 48 hours could result in a reduction of benefits or
 nonpayment

 	
  

 	
  

 	
  

 
	
 Semi-private Room

 	
  

 	
  

 	
  

 	
 100%

 
	
 Intensive, Cardiac
 and Other Specialty Care

 	
  

 	
  

 	
  

 	
 100%

 
	
 Units as medically
 necessary

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Surgery and
 Related Services

 	
  

 	
  

 	
  

 	
 100%

 
	
 Anesthesia

 	
  

 	
  

 	
  

 	
 100%

 
	
 Radiology and
 Pathology

 	
  

 	
  

 	
  

 	
 100%

 
	
 Physician/Professional
 Visits

 	
  

 	
  

 	
  

 	
 100%

 
	
 Pharmaceuticals

 	
  

 	
  

 	
  

 	
 100%

 
	
 Miscellaneous
 Services

 	
  

 	
  

 	
  

 	
 100%

 

63

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Care Services

 	
  

 	
 Limitations

 	
  

 	
 In-Network

 
	

 

 	
  

 	

 

 	
  

 	

 

 
	
 Maternity
 Services:

 	
  

 	
  

 	
  

 	
  

 
	
 Pre- and Post-natal Visits

 	
  

 	
  

 	
  

 	
 $10 copay per office visit then 100%

 
	
 Labor and Delivery

 	
  

 	
  

 	
  

 	
 100%

 
	
 Newborn Care in
 Hospital

 	
  

 	
  

 	
  

 	
 100%

 
	
  

 
	
 Ancillary
 Services:

 	
  

 	
  

 	
  

 	
  

 
	
 Home Health Care

 	
  

 	
 Medically necessary
 only by RN or LPN.

 	
  

 	
 100%

 
	
  

 	
  

 	
 Annual maximum of
 100 visits.

 	
  

 	
  

 
	
 Hospice Care

 	
  

 	
 210 days lifetime

 	
  

 	
 100%

 
	
 Physical Therapy

 	
  

 	
 60 visits per
 condition per lifetime

 	
  

 	
 $10 copay per office visit then 100%

 
	
 Speech Therapy

 	
  

 	
 60 visits per
 condition per lifetime

 	
  

 	
 $10 copay per office visit then 100%

 
	
 Occupational
 Therapy

 	
  

 	
 60 visits per
 condition per lifetime

 	
  

 	
 $10 copay per office visit then 100%

 
	
  

 
	
 Mental Health
Services: 

 	
  

 	
 Services must be
 precertified. Members can directly access services by calling Coordinated Behavioral
 Health Management at 1-800-444-5755.

 	
  

 	
  

 
	
  

 
	
 Inpatient Services

 	
  

 	
 30 days renewable
 after 60 days

 	
  

 	
 100%

 
	
 Outpatient
 Services

 	
  

 	
 Annual maximum of
 20 visits

 	
  

 	
 $10 copay per office visit then 100%

 
	
 Chemical
Dependency Services: 

 	
  

 	
 Services must be
 precertified. Members can directly access services by calling Coordinated
 Behavioral Health Management at 1-800-444-5755.

 	
  

 	
  

 
	
  

 
	
 Inpatient Services

 	
  

 	
 30 days renewable
 after 60 days

 	
  

 	
 100%

 
	
 Outpatient
 Services

 	
  

 	
 Annual maximum of
 35 visits

 	
  

 	
 $10 copay per office visit then 100%

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 RIDERS
 (included with this certificate)

 	
  

 	
  

 	
  

 	
  

 
	
  

 
	
 Prescription
 Drugs

 	
  

 	
  

 	
  

 	
  

 
	
 Does not include
 fertility agents. Contraceptives are included unless otherwise noted. All
 prescriptions must meet ALLIANCE guidelines.

 	
  

 	
 100% after $5
 copay per generic or $15 copay per brand name prescription will apply.

 
	
  

 
	
 Sponsored
 Dependent

 	
  

 	
 100%

 
	
 Relative by blood
 or marriage or nonrelative for which principal support is provided.

 	
  

 	
  

 
	
  

 
	
 YOUNG
 ADULT 19-26

 	
  

 	
 100%

 
	
 Dependent
 unmarried children to age 26

 	
  

 	
  

 
	
  

 
	
 Voluntary
 Sterilization

 	
  

 	
 100%

 
	
 Any procedure,
 including vasectomy and tubal ligation, whose sole intent is to induce
 sterility.

 	
  

 	
  

 

64

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Care Services 

 	
  

 	
 Limitations

 	
  

 	
 In-Network

 
	

 

 	
  

 	

 

 	
  

 	

 

 
	
 Medicare
 Complementary

 	
  

 	
  

 	
  

 	
 100%

 
	
  

 
	
 For retirees only
 who are enrolled in Medicare Parts A and B. Coverage is for deductibles and
 coinsurance under Parts A and B of Medicare for benefits covered by Medicare.
 Benefits described in this policy are reduced to the extent they are covered
 by Medicare parts A and B.

 	
  

 	
  

 
	
  

 
	
 Hearing
 Aids

 	
  

 	
 100%

 
	
  

 
	
 Replacement
 available with prescription change or once every three (3) years.

 	
  

 	
  

 
	
  

 
	
 Infertility
 Services

 	
  

 	
 100%

 
	
  

 
	
 Any services with
 the sole intent to induce conception to an individual with the inability to
 produce offspring. Limited to aggregate amount of $3,000 per member per
 lifetime.

 	
  

 	
  

 
	
  

 
	
 Abortion

 	
  

 	
 100%

 
	
  

 
	
 Voluntary
 abortions performed during first trimester only. Limited to one (1) episode
 within a twenty-four (24) month period. Coverage limited to the aggregate
 amount of $1,000 per member per lifetime.

 	
  

 	
  

 
	
  

 
	
 Domestic
 Partner — Same Sex

 	
  

 	
 100%

 
	
  

 	
  

 	
  

 
	
 An Individual, of
 the same gender, who resides together with the Subscriber and intends to do
 so permanently; who shares in basic living expenses; who is not related by
 blood to a degree of closeness that would prohibit marriage were the
 individual of the opposite sex; is at least the age of consent; who is not in
 a domestic partnership with anyone else; and who, if eligible to register as
 domestic partners in the jurisdiction which the Subscriber and he/she lives
 and/or works, would register as domestic partners within thirty-one (31) days
 of enrollment eligibility.

 	
  

 	
  

 

65

APPENDIX II

Community BlueSM PPO

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 In-Network

 	
  

 	
 Out-of-Network

 
	
  

 	
  

 	

 

 	
  

 	

 

 
	
 Preventive
 Services - Limited to $250 per calendar year

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Health Maintenance Exam -
 includes chest X-ray, EKG and select lab procedures

 	
  

 	
 Covered - 100%, one per calendar year

 	
  

 	
 Not covered

 
	
 Annual Gynecological Exam

 	
  

 	
 Covered - 100%, one per calendar
 year

 	
  

 	
 Not covered

 
	
 Pap Smear Screening-laboratory
 services only

 	
  

 	
 Covered - 100%, one per calendar
 year

 	
  

 	
 Not covered

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Covered - 100% 

 	
  

 	
  

 
	
  

 	
  

 	
 - 6 visits per year through age 1

 	
  

 	
  

 
	
  

 	
  

 	
 - 2 visits per year, age 2
 through 3

 	
  

 	
  

 
	
 Well-Baby and Child Care

 	
  

 	
 -1 visit per year, age 4 through
 15

 	
  

 	
 Not covered

 
	
 Immunizations

 	
  

 	
 Covered - 100% up through age 16

 	
  

 	
 Not covered

 
	
 Fecal Occual Blood Screening

 	
  

 	
 Covered - 100% one per calendar
 year

 	
  

 	
 Not covered

 
	
 Flexible Sigmoidoscopy Exam

 	
  

 	
 Covered - 100% one per calendar
 year

 	
  

 	
 Not covered

 
	
 Prostate Specific Antigen (PSA)
 Screening

 	
  

 	
 Covered - 100% one per calendar
 year

 	
  

 	
 Not covered

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Mammography

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Mammography Screening

 	
  

 	
 Covered 100%

 	
  

 	
 Covered - 60% after deductible

 
	
  

 	
  

 	
 One per calendar year, no age
 restrictions

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Physician Office
 Services

 	
  

 	
  

 	
  

 	
  

 
	
  

 
	
 Office Visits

 	
  

 	
 Covered - $10 Copay

 	
  

 	
 Covered - 60% after deductible,
 must be medically necessary

 
	
 Outpatient and Home Visits

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible,
 must be medically necessary

 
	
 Office Consultations

 	
  

 	
 Covered - $10 Copay

 	
  

 	
 Covered - 60% after deductible,
 must be medically necessary

 
	
 Urgent Care Visits

 	
  

 	
 Covered - $10 Copay

 	
  

 	
 Covered - 60% after deductible,
 must be medically necessary

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Emergency
 Medical Care

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Hospital Emergency Room-approved
 diagnosis

 	
  

 	
 Covered - $100 copay, waived if
 admitted or for an accidental injury or life-threatening condition

 	
  

 	
 Covered - $100 copay, waived if
 admitted or for an accidental injury or life-threatening condition

 
	
 Ambulance Services - medically
 necessary

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 100%

 

66

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 In-Network

 	
  

 	
 Out-of-Network

 
	
  

 	
  

 	

 

 	
  

 	

 

 
	
 Diagnostic
 Services

 	
  

 	
  

 	
  

 	
  

 
	
 Laboratory and Pathology Tests

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
 Diagnostic Tests and X-rays

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
 Radiation Therapy

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Maternity
 Services Provided by a Physician

 	
  

 	
  

 
	
 Pre-Natal and Post-Natal Care

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
  

 	
  

 	
 Includes care provided by a Certified Nurse Midwife

 
	
 Delivery and Nursery Care

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
  

 	
  

 	
 Includes care provided by a Certified Nurse Midwife

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Hospital Care

 	
  

 	
  

 	
  

 	
  

 
	
 Semi-Private Room, Inpatient
 Physician Care, General Nursing Care, Hospital 

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
 Services and Supplies

 	
  

 	
 Unlimited days

 
	
 Inpatient Consultations

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
 Chemotherapy

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Alternatives to
 Hospital Care

 	
  

 	
  

 	
  

 	
  

 
	
 Skilled Nursing Care

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 100% after deductible

 
	
  

 	
  

 	
 Up to 120 days per calendar year

 
	
 Hospice Care

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 100%

 
	
  

 	
  

 	
 Limited to the lifetime dollar maximum which is adjusted annually by
 the state

 
	
 Home Health Care

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 100%

 
	
  

 	
  

 	
 Unlimited visits

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Surgical
 Services

 	
  

 	
  

 	
  

 	
  

 
	
 Surgery - includes related
 surgical services

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
 Voluntary Sterilization

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Human Organ
 Transplants

 	
  

 	
  

 	
  

 	
  

 
	
 Specified Organ Transplants - in
 designated facilities only, when coordinated

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - in designated
 facilities only

 
	
 through the BCBSM Human Organ Transplant
 Program (1-800-242-3504)

 	
  

 	
 Up to $1 million maximum per
 transplant type

 
	
 Bone Marrow - when coordinated
 through the BCBSM Human Organ Transplant Program (1-800-242-3504); specific
 criteria applies

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 
	
 Kidney, Cornea and Skin

 	
  

 	
 Covered - 100%

 	
  

 	
 Covered - 60% after deductible

 

67

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 In-Network

 	
  

 	
 Out-of-Network

 
	
  

 	
  

 	

 

 	
  

 	

 

 
	
 Mental Health
 Care and Substance Abuse
Treatment

 	
  

 	
  

 
	
 Inpatient Mental Health Care and
 Substance Abuse Care

 	
  

 	
 Covered - 50%

 	
  

 	
 Covered - 50% after deductible

 
	
  

 	
  

 	
 Unlimited days

 
	
 Outpatient Mental Health Care

 	
  

 	
  

 	
  

 	
  

 
	
  - Facility and Clinic

 	
  

 	
 Covered - 50%

 	
  

 	
 Covered - 50%

 
	
  - Physician’s Office

 	
  

 	
 Covered - 50%

 	
  

 	
 Covered - 50% after deductible

 
	
 Outpatient Substance Abuse Care -
 in approved facilities

 	
  

 	
 Covered - 50%

 	
  

 	
 Covered - 50%

 
	
  

 	
  

 	
 Up to the state-dollar amount which is adjusted annually

 
	
 Other Services

 	
  

 	
  

 	
  

 	
  

 
	
 Allergy Testing and Therapy

 	
  

 	
 Covered 100%

 	
  

 	
 Covered - 60% after deductible

 
	
 Chiropractic Spinal Manipulation

 	
  

 	
 Covered 100%

 	
  

 	
 Covered - 60% after deductible

 
	
  

 	
  

 	
 Up to 24 visits per calendar year

 
	
 Outpatient Physical, Speech and
 Occupational Therapy

 	
  

 	
  

 	
  

 	
  

 
	
  - Facility and Clinic

 	
  

 	
 Covered 100%

 	
  

 	
 Covered 100% 

 
	
  - Physician’s Office - excludes speech and occupational therapy

 	
  

 	
 Covered 100%

 	
  

 	
 Covered - 60% after deductible

 
	
  

 	
  

 	
 Up to a combined maximum of 60 visits per calendar year

 
	
 Durable Medical Equipment

 	
  

 	
 Covered 100%

 	
  

 	
 Covered 100% 

 
	
 Prosthetic and Orthotic
 Appliances

 	
  

 	
 Covered 100%

 	
  

 	
 Covered 100% 

 
	
 Private Duty Nursing

 	
  

 	
 Covered - 50%

 	
  

 	
 Covered - 50%

 
	
 Rider PCD, Prescribed
 Contraceptive Devices

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Adds
 coverage for physician-prescribed contraceptive devices such as diaphragms
 and IUDs. NOTE: This coverage is available only with prescription drug
 coverage, and the contraceptive medication rider is selected.

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Deductible,
 Copays and Dollar Maximums

 	
  

 	
  

 	
  

 	
  

 
	
 Deductible
Copays

 	
  

 	
 None

 	
  

 	
 $250 per member, $500 family per
 calendar year

 
	
  

 
	
  - Fixed Dollar Copays

 	
  

 	
 $10 for office visits and $100
 for emergency room visits

 	
  

 	
 $100 for emergency room visits

 
	
  - Percent Copays

 	
  

 	
 50% for mental health care,
 substance abuse care and private duty nursing*

 	
  

 	
 40% for general services and 50%
 for mental health care, substance abuse care and private duty nursing* NOTE:
 Services without a network are covered at the in-network level.

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Copay Dollar Maximums

 	
  

 	
  

 	
  

 	
  

 
	
  - Fixed Dollar Copays

 	
  

 	
 None

 	
  

 	
 None

 

68

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 In-Network

 	
  

 	
 Out-of-Network

 
	
  

 	
  

 	

 

 	
  

 	

 

 
	
  - Percent Copays - excludes mental health care, substance abuse
 care and

 	
  

 	
 Not Applicable

 	
  

 	
 $1,500 per member, $3,000 family
 per calendar year

 
	
  private duty nursing copays

 	
  

 	
  

 	
  

 	
  

 
	
 Dollar Maximums

 	
  

 	
 $5 million lifetime per member for all covered services and as noted
 above for individual services

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 *Note: If you
 receive care from a nonparticipating provider, even when referred, you may be
 billed for the difference between our approved amount and the provider’s
 charge.

 
	
  

 
	
 This is intended as an
 easy-to-read summary. It is not a contract. Additional limitations and
 exclusions may apply to covered services. For an official description of
 benefits, please see the applicable Blue Cross Blue Shield certificate and
 riders. Payment amounts are based on the Blue Cross Blue Shield approved
 amount, less any applicable deductible and/or copay amounts required by the
 plan. This coverage is provided pursuant to a contract entered into in the
 state of Michigan and shall be construed under the jurisdiction and according
 to the laws of the state of Michigan.

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Blue Preferred
 Rx Prescription Drug Coverage

 	
  

 	
  

 
	
 with
 Generic/Brand Name Fixed Dollar Copay

 	
  

 	
  

 
	
 Benefits-at-a-Glance

 	
  

 	
  

 	
  

 	
  

 
	
 Covered Services

 	
  

 	
  

 	
  

 	
  

 
	
 Federal Legend Drugs

 	
  

 	
 Covered - 100% less plan copay

 	
  

 	
 Covered - 75% less plan copay

 
	
 State-Controlled Drugs

 	
  

 	
 Covered - 100% less plan copay

 	
  

 	
 Covered - 75% less plan copay

 
	
 Needles and Syringes - dispensed
 with insulin

 	
  

 	
 Covered - 100% less plan copay
 for insulin

 	
  

 	
 Covered - 75% less plan copay for
 insulin

 
	
 Rider PD-CM, Prescription
 Contraceptive Medications

 	
  

 	
 Adds benefits to the Prescription Drug Plan for prescription oral or
 injectable contraceptive medications

 
	
  

 	
  

 	
 NOTE: When this rider is selected, Rider PCD must also be selected

 
	
 Mail Order Prescription Drugs -
 up to 90 day supply of medication by mail from Merck-Medco Rx Services

 	
  

 	
 Covered - 100% less plan copay

 	
  

 	
 Not Covered

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Copays

 	
  

 	
  

 	
  

 	
  

 
	
 Network Pharmacy

 	
  

 	
 $5 for each generic drug; $15 for
 each brand name drug

 	
  

 	
 $5 for each generic drug; $15 for
 each brand name drug

 
	
 Non-Network Pharmacy

 	
  

 	
 Not Applicable

 	
  

 	
 25% sanction plus applicable
 copay

 
	
 Mail Order Prescription Drugs
 (Rider MOPD)

 	
  

 	
 $10 for each prescription — 90
 day supply

 	
  

 	
 Not Applicable

 
	
  

 
	
 Note: A network pharmacy is a
 Preferred Rx pharmacy in Michigan or a Merck-Medco Managed Care PAID
 Prescription (PAID) Coordinated Care Network - Level III (CCN-III) pharmacy
 outside Michigan. A non-network pharmacy is a pharmacy not part of the
 Preferred Rx or PAID CCN-III networks.

 
	
  

 	
  

 
	
 This is intended
 as an easy-to-read summary. It is not a contract. Additional limitations and
 exclusions may apply to covered services. For an official description of
 benefits, please see the applicable Blue Cross Blue Shield certificate and
 riders. Payment amounts are based on the Blue Cross Blue Shield approved
 amount, less any applicable deductible and/or copay amounts required by the
 plan. This coverage is provided pursuant to a contract entered into in the
 state of Michigan and shall be construed under the jurisdiction and according
 to the laws of the state of Michigan. 

 

69

EXHIBIT 1
Greektown Casino

Wage Scales

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 October 17, 2007

 	
  

 	
 October 17, 2008

 	
  

 	
 October 17, 2009

 	
  

 	
 October 17, 2010

 	
  

 
	
  

 	
  

 	
  

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Department

 	
  

 	
 DCC Contract Classification

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Beverage

 	
  

 	
 Apprentice
 Bartender

 	
  

 	
 10.77

 	
  

 	
 9.69

 	
  

 	
 8.62

 	
  

 	
 11.20

 	
  

 	
 10.08

 	
  

 	
 8.96

 	
  

 	
 11.65

 	
  

 	
 10.49

 	
  

 	
 9.32

 	
  

 	
 12.12

 	
  

 	
 10.91

 	
  

 	
 9.70

 	
  

 
	
 Beverage

 	
  

 	
 Bartender

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Beverage

 	
  

 	
 Specialty
 Bartender

 	
  

 	
 14.86

 	
  

 	
 13.37

 	
  

 	
 11.89

 	
  

 	
 15.45

 	
  

 	
 13.91

 	
  

 	
 12.36

 	
  

 	
 16.07

 	
  

 	
 14.46

 	
  

 	
 12.86

 	
  

 	
 16.71

 	
  

 	
 15.04

 	
  

 	
 13.37

 	
  

 
	
 Beverage

 	
  

 	
 Bartender-
 Lead

 	
  

 	
 15.20

 	
  

 	
 13.68

 	
  

 	
 12.16

 	
  

 	
 15.81

 	
  

 	
 14.23

 	
  

 	
 12.65

 	
  

 	
 16.44

 	
  

 	
 14.80

 	
  

 	
 13.15

 	
  

 	
 17.10

 	
  

 	
 15.39

 	
  

 	
 13.68

 	
  

 
	
 Beverage

 	
  

 	
 Banquet
 Bartender

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Beverage

 	
  

 	
 Bar
 Back

 	
  

 	
 12.97

 	
  

 	
 11.67

 	
  

 	
 10.38

 	
  

 	
 13.49

 	
  

 	
 12.14

 	
  

 	
 10.79

 	
  

 	
 14.03

 	
  

 	
 12.63

 	
  

 	
 11.22

 	
  

 	
 14.59

 	
  

 	
 13.13

 	
  

 	
 11.67

 	
  

 
	
 Beverage

 	
  

 	
 Bar
 Porter

 	
  

 	
 13.58

 	
  

 	
 12.22

 	
  

 	
 10.86

 	
  

 	
 14.12

 	
  

 	
 12.71

 	
  

 	
 11.30

 	
  

 	
 14.68

 	
  

 	
 13.21

 	
  

 	
 11.74

 	
  

 	
 15.27

 	
  

 	
 13.74

 	
  

 	
 12.22

 	
  

 
	
 Beverage

 	
  

 	
 Lead
 Bar Porter

 	
  

 	
 14.16

 	
  

 	
 12.74

 	
  

 	
 11.33

 	
  

 	
 14.73

 	
  

 	
 13.26

 	
  

 	
 11.78

 	
  

 	
 15.32

 	
  

 	
 13.79

 	
  

 	
 12.26

 	
  

 	
 15.93

 	
  

 	
 14.34

 	
  

 	
 12.74

 	
  

 
	
 Beverage

 	
  

 	
 Beverage
 Runner

 	
  

 	
 13.89

 	
  

 	
 12.50

 	
  

 	
 11.11

 	
  

 	
 14.45

 	
  

 	
 13.01

 	
  

 	
 11.56

 	
  

 	
 15.03

 	
  

 	
 13.53

 	
  

 	
 12.02

 	
  

 	
 15.63

 	
  

 	
 14.07

 	
  

 	
 12.50

 	
  

 
	
 Beverage

 	
  

 	
 Beverage
 Server

 	
  

 	
 12.68

 	
  

 	
 11.41

 	
  

 	
 10.14

 	
  

 	
 13.19

 	
  

 	
 11.87

 	
  

 	
 10.55

 	
  

 	
 13.72

 	
  

 	
 12.35

 	
  

 	
 10.98

 	
  

 	
 14.27

 	
  

 	
 12.84

 	
  

 	
 11.42

 	
  

 
	
 Beverage

 	
  

 	
 Cocktail
 Server

 	
  

 	
 10.54

 	
  

 	
 9.49

 	
  

 	
 8.43

 	
  

 	
 10.96

 	
  

 	
 9.86

 	
  

 	
 8.77

 	
  

 	
 11.40

 	
  

 	
 10.26

 	
  

 	
 9.12

 	
  

 	
 11.86

 	
  

 	
 10.67

 	
  

 	
 9.49

 	
  

 
	
 Beverage

 	
  

 	
 Cocktail
 Server - Lead

 	
  

 	
 11.29

 	
  

 	
 10.16

 	
  

 	
 9.03

 	
  

 	
 11.74

 	
  

 	
 10.57

 	
  

 	
 9.39

 	
  

 	
 12.21

 	
  

 	
 10.99

 	
  

 	
 9.77

 	
  

 	
 12.70

 	
  

 	
 11.43

 	
  

 	
 10.16

 	
  

 
	
 Beverage

 	
  

 	
 Cocktail
 Server Coordinator

 	
  

 	
 11.60

 	
  

 	
 10.44

 	
  

 	
 9.28

 	
  

 	
 12.06

 	
  

 	
 10.85

 	
  

 	
 9.65

 	
  

 	
 12.54

 	
  

 	
 11.29

 	
  

 	
 10.03

 	
  

 	
 13.04

 	
  

 	
 11.74

 	
  

 	
 10.43

 	
  

 
	
 Beverage

 	
  

 	
 Pantheon
 Cocktail Server

 	
  

 	
 11.60

 	
  

 	
 10.44

 	
  

 	
 9.28

 	
  

 	
 12.06

 	
  

 	
 10.85

 	
  

 	
 9.65

 	
  

 	
 12.54

 	
  

 	
 11.29

 	
  

 	
 10.03

 	
  

 	
 13.04

 	
  

 	
 11.74

 	
  

 	
 10.43

 	
  

 
	
 Beverage

 	
  

 	
 Lounge
 Server

 	
  

 	
 10.84

 	
  

 	
 9.76

 	
  

 	
 8.67

 	
  

 	
 11.27

 	
  

 	
 10.14

 	
  

 	
 9.02

 	
  

 	
 11.72

 	
  

 	
 10.55

 	
  

 	
 9.38

 	
  

 	
 12.19

 	
  

 	
 10.97

 	
  

 	
 9.75

 	
  

 
	
 Beverage

 	
  

 	
 Utility
 Porter

 	
  

 	
 12.13

 	
  

 	
 10.92

 	
  

 	
 9.70

 	
  

 	
 12.62

 	
  

 	
 11.36

 	
  

 	
 10.10

 	
  

 	
 13.12

 	
  

 	
 11.81

 	
  

 	
 10.50

 	
  

 	
 13.64

 	
  

 	
 12.28

 	
  

 	
 10.91

 	
  

 
	
 Beverage

 	
  

 	
 Wine
 Steward

 	
  

 	
 13.90

 	
  

 	
 12.51

 	
  

 	
 11.12

 	
  

 	
 14.46

 	
  

 	
 13.01

 	
  

 	
 11.57

 	
  

 	
 15.04

 	
  

 	
 13.54

 	
  

 	
 12.03

 	
  

 	
 15.64

 	
  

 	
 14.08

 	
  

 	
 12.51

 	
  

 
	
 Cage

 	
  

 	
 Cage
 Cashier

 	
  

 	
 17.23

 	
  

 	
 15.51

 	
  

 	
 13.78

 	
  

 	
 17.92

 	
  

 	
 16.13

 	
  

 	
 14.34

 	
  

 	
 18.64

 	
  

 	
 16.78

 	
  

 	
 14.91

 	
  

 	
 19.39

 	
  

 	
 17.45

 	
  

 	
 15.51

 	
  

 
	
 Cage

 	
  

 	
 Intermediate
 Banker

 	
  

 	
 20.01

 	
  

 	
 18.01

 	
  

 	
 16.01

 	
  

 	
 20.81

 	
  

 	
 18.73

 	
  

 	
 16.65

 	
  

 	
 21.64

 	
  

 	
 19.48

 	
  

 	
 17.31

 	
  

 	
 22.51

 	
  

 	
 20.26

 	
  

 	
 18.01

 	
  

 
	
 Cage

 	
  

 	
 Associate
 Bank Cashier

 	
  

 	
 18.58

 	
  

 	
 16.72

 	
  

 	
 14.86

 	
  

 	
 19.32

 	
  

 	
 17.39

 	
  

 	
 15.46

 	
  

 	
 20.09

 	
  

 	
 18.08

 	
  

 	
 16.07

 	
  

 	
 20.89

 	
  

 	
 18.80

 	
  

 	
 16.71

 	
  

 
	
 Cage

 	
  

 	
 Main
 Bank Cashier

 	
  

 	
 21.41

 	
  

 	
 19.27

 	
  

 	
 17.13

 	
  

 	
 22.27

 	
  

 	
 20.04

 	
  

 	
 17.82

 	
  

 	
 23.16

 	
  

 	
 20.84

 	
  

 	
 18.53

 	
  

 	
 24.09

 	
  

 	
 21.68

 	
  

 	
 19.27

 	
  

 
	
 Cage

 	
  

 	
 Soft
 Count

 	
  

 	
 17.41

 	
  

 	
 15.67

 	
  

 	
 13.93

 	
  

 	
 18.11

 	
  

 	
 16.30

 	
  

 	
 14.49

 	
  

 	
 18.83

 	
  

 	
 16.95

 	
  

 	
 15.06

 	
  

 	
 19.58

 	
  

 	
 17.62

 	
  

 	
 15.66

 	
  

 
	
 Cage

 	
  

 	
 Soft
 Count Lead

 	
  

 	
 20.38

 	
  

 	
 18.34

 	
  

 	
 16.30

 	
  

 	
 21.20

 	
  

 	
 19.08

 	
  

 	
 16.96

 	
  

 	
 22.05

 	
  

 	
 19.85

 	
  

 	
 17.64

 	
  

 	
 22.93

 	
  

 	
 20.64

 	
  

 	
 18.34

 	
  

 
	
 Cage

 	
  

 	
 Hard
 Count Clerk

 	
  

 	
 13.89

 	
  

 	
 12.50

 	
  

 	
 11.11

 	
  

 	
 14.45

 	
  

 	
 13.01

 	
  

 	
 11.56

 	
  

 	
 15.03

 	
  

 	
 13.53

 	
  

 	
 12.02

 	
  

 	
 15.63

 	
  

 	
 14.07

 	
  

 	
 12.50

 	
  

 
	
 Cage

 	
  

 	
 Hard
 Count Attendant

 	
  

 	
 17.41

 	
  

 	
 15.67

 	
  

 	
 13.93

 	
  

 	
 18.11

 	
  

 	
 16.30

 	
  

 	
 14.49

 	
  

 	
 18.83

 	
  

 	
 16.95

 	
  

 	
 15.06

 	
  

 	
 19.58

 	
  

 	
 17.62

 	
  

 	
 15.66

 	
  

 
	
 Cage

 	
  

 	
 Hard
 Count Lead

 	
  

 	
 20.38

 	
  

 	
 18.34

 	
  

 	
 16.30

 	
  

 	
 21.20

 	
  

 	
 19.08

 	
  

 	
 16.96

 	
  

 	
 22.05

 	
  

 	
 19.85

 	
  

 	
 17.64

 	
  

 	
 22.93

 	
  

 	
 20.64

 	
  

 	
 18.34

 	
  

 
	
 Cage

 	
  

 	
 Imprest-Money
 Runner

 	
  

 	
 17.41

 	
  

 	
 15.67

 	
  

 	
 13.93

 	
  

 	
 18.11

 	
  

 	
 16.30

 	
  

 	
 14.49

 	
  

 	
 18.83

 	
  

 	
 16.95

 	
  

 	
 15.06

 	
  

 	
 19.58

 	
  

 	
 17.62

 	
  

 	
 15.66

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Cage

 	
  

 	
 Imprest
 Lead

 	
  

 	
 20.38

 	
  

 	
 18.34

 	
  

 	
 16.30

 	
  

 	
 21.20

 	
  

 	
 19.08

 	
  

 	
 16.96

 	
  

 	
 22.05

 	
  

 	
 19.85

 	
  

 	
 17.64

 	
  

 	
 22.93

 	
  

 	
 20.64

 	
  

 	
 18.34

 	
  

 

70

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 October 17, 2007

 	
  

 	
 October 17, 2008

 	
  

 	
 October 17, 2009

 	
  

 	
 October 17, 2010

 	
  

 
	
  

 	
  

 	
  

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Department

 	
  

 	
 DCC Contract Classification

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Cage

 	
  

 	
 Pit
 Clerk

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Cage

 	
  

 	
 Pit
 Clerk Lead

 	
  

 	
 16.56

 	
  

 	
 14.90

 	
  

 	
 13.25

 	
  

 	
 17.22

 	
  

 	
 15.50

 	
  

 	
 13.78

 	
  

 	
 17.91

 	
  

 	
 16.12

 	
  

 	
 14.33

 	
  

 	
 18.63

 	
  

 	
 16.77

 	
  

 	
 14.90

 	
  

 
	
 Clerical

 	
  

 	
 Data
 Entry Clerk

 	
  

 	
 17.37

 	
  

 	
 15.63

 	
  

 	
 13.90

 	
  

 	
 18.06

 	
  

 	
 16.25

 	
  

 	
 14.45

 	
  

 	
 18.78

 	
  

 	
 16.90

 	
  

 	
 15.02

 	
  

 	
 19.53

 	
  

 	
 17.58

 	
  

 	
 15.62

 	
  

 
	
 Clerical

 	
  

 	
 Mail
 Room Clerk

 	
  

 	
 14.36

 	
  

 	
 12.92

 	
  

 	
 11.49

 	
  

 	
 14.93

 	
  

 	
 13.44

 	
  

 	
 11.94

 	
  

 	
 15.53

 	
  

 	
 13.98

 	
  

 	
 12.42

 	
  

 	
 16.15

 	
  

 	
 14.54

 	
  

 	
 12.92

 	
  

 
	
 Clerical

 	
  

 	
 Motorcoach
 Reservationist

 	
  

 	
 17.39

 	
  

 	
 15.65

 	
  

 	
 13.91

 	
  

 	
 18.09

 	
  

 	
 16.28

 	
  

 	
 14.47

 	
  

 	
 18.81

 	
  

 	
 16.93

 	
  

 	
 15.05

 	
  

 	
 19.56

 	
  

 	
 17.60

 	
  

 	
 15.65

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Carpenter/Painter
 I

 	
  

 	
 23.16

 	
  

 	
 20.84

 	
  

 	
 18.53

 	
  

 	
 24.09

 	
  

 	
 21.68

 	
  

 	
 19.27

 	
  

 	
 25.05

 	
  

 	
 22.55

 	
  

 	
 20.04

 	
  

 	
 26.05

 	
  

 	
 23.45

 	
  

 	
 20.84

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Carpenter/Painter
 II

 	
  

 	
 25.77

 	
  

 	
 23.19

 	
  

 	
 20.62

 	
  

 	
 26.80

 	
  

 	
 24.12

 	
  

 	
 21.44

 	
  

 	
 27.87

 	
  

 	
 25.08

 	
  

 	
 22.30

 	
  

 	
 28.98

 	
  

 	
 26.08

 	
  

 	
 23.18

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Carpenter/Painter
 III

 	
  

 	
 28.41

 	
  

 	
 25.57

 	
  

 	
 22.73

 	
  

 	
 29.55

 	
  

 	
 26.60

 	
  

 	
 23.64

 	
  

 	
 30.73

 	
  

 	
 27.66

 	
  

 	
 24.58

 	
  

 	
 31.96

 	
  

 	
 28.76

 	
  

 	
 25.57

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Carpenter/Painter
 Lead

 	
  

 	
 29.02

 	
  

 	
 26.12

 	
  

 	
 23.22

 	
  

 	
 30.18

 	
  

 	
 27.16

 	
  

 	
 24.14

 	
  

 	
 31.39

 	
  

 	
 28.25

 	
  

 	
 25.11

 	
  

 	
 32.65

 	
  

 	
 29.39

 	
  

 	
 26.12

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Maintenance
 Train I

 	
  

 	
 16.22

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 16.87

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 17.54

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 18.24

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Maintenance
 Train II

 	
  

 	
 18.54

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 19.28

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 20.05

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 20.85

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Maintenance
 Train III

 	
  

 	
 19.69

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 20.48

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 21.30

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 22.15

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Maintenance
 Train IV

 	
  

 	
 20.85

 	
  

 	
 18.77

 	
  

 	
 16.68

 	
  

 	
 21.68

 	
  

 	
 19.51

 	
  

 	
 17.34

 	
  

 	
 22.55

 	
  

 	
 20.30

 	
  

 	
 18.04

 	
  

 	
 23.45

 	
  

 	
 21.11

 	
  

 	
 18.76

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Engineer/Carpenter/Painter
 I

 	
  

 	
 23.16

 	
  

 	
 20.84

 	
  

 	
 18.53

 	
  

 	
 24.09

 	
  

 	
 21.68

 	
  

 	
 19.27

 	
  

 	
 25.05

 	
  

 	
 22.55

 	
  

 	
 20.04

 	
  

 	
 26.05

 	
  

 	
 23.45

 	
  

 	
 20.84

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Engineer/Carpenter/Painter
 II

 	
  

 	
 25.77

 	
  

 	
 23.19

 	
  

 	
 20.62

 	
  

 	
 26.80

 	
  

 	
 24.12

 	
  

 	
 21.44

 	
  

 	
 27.87

 	
  

 	
 25.08

 	
  

 	
 22.30

 	
  

 	
 28.98

 	
  

 	
 26.08

 	
  

 	
 23.18

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Engineer/Carpenter/Painter
 III

 	
  

 	
 28.41

 	
  

 	
 25.57

 	
  

 	
 22.73

 	
  

 	
 29.55

 	
  

 	
 26.60

 	
  

 	
 23.64

 	
  

 	
 30.73

 	
  

 	
 27.66

 	
  

 	
 24.58

 	
  

 	
 31.96

 	
  

 	
 28.76

 	
  

 	
 25.57

 	
  

 

71

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 October 17, 2007

 	
  

 	
 October 17, 2008

 	
  

 	
 October 17, 2009

 	
  

 	
 October 17, 2010

 	
  

 
	
  

 	
  

 	
  

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Department

 	
  

 	
 DCC Contract Classification

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Engineer/Carpenter/Painter
 IV

 	
  

 	
 31.01

 	
  

 	
 27.91

 	
  

 	
 24.81

 	
  

 	
 32.25

 	
  

 	
 29.03

 	
  

 	
 25.80

 	
  

 	
 33.54

 	
  

 	
 30.19

 	
  

 	
 26.83

 	
  

 	
 34.88

 	
  

 	
 31.39

 	
  

 	
 27.90

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Engineer/Carpenter/Painter
 Lead

 	
  

 	
 29.02

 	
  

 	
 26.12

 	
  

 	
 23.22

 	
  

 	
 30.18

 	
  

 	
 27.16

 	
  

 	
 24.14

 	
  

 	
 31.39

 	
  

 	
 28.25

 	
  

 	
 25.11

 	
  

 	
 32.65

 	
  

 	
 29.39

 	
  

 	
 26.12

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Cage
 & Count Room Technician

 	
  

 	
 24.65

 	
  

 	
 22.19

 	
  

 	
 19.72

 	
  

 	
 25.64

 	
  

 	
 23.08

 	
  

 	
 20.51

 	
  

 	
 26.67

 	
  

 	
 24.00

 	
  

 	
 21.34

 	
  

 	
 27.74

 	
  

 	
 24.97

 	
  

 	
 22.19

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 Gardener

 	
  

 	
 15.15

 	
  

 	
 13.64

 	
  

 	
 12.12

 	
  

 	
 15.76

 	
  

 	
 14.18

 	
  

 	
 12.61

 	
  

 	
 16.39

 	
  

 	
 14.75

 	
  

 	
 13.11

 	
  

 	
 17.05

 	
  

 	
 15.35

 	
  

 	
 13.64

 	
  

 
	
 Engineering
 / Carpentry / Maintenance

 	
  

 	
 AV
 Technician II

 	
  

 	
 24.61

 	
  

 	
 22.15

 	
  

 	
 19.69

 	
  

 	
 25.59

 	
  

 	
 23.03

 	
  

 	
 20.47

 	
  

 	
 26.61

 	
  

 	
 23.95

 	
  

 	
 21.29

 	
  

 	
 27.67

 	
  

 	
 24.90

 	
  

 	
 22.14

 	
  

 
	
 EVS
 / Facility Cleaners / Stewards

 	
  

 	
 Heavy
 Cleaner/Specialist

 	
  

 	
 15.15

 	
  

 	
 13.64

 	
  

 	
 12.12

 	
  

 	
 15.76

 	
  

 	
 14.18

 	
  

 	
 12.61

 	
  

 	
 16.39

 	
  

 	
 14.75

 	
  

 	
 13.11

 	
  

 	
 17.05

 	
  

 	
 15.35

 	
  

 	
 13.64

 	
  

 
	
 EVS
 / Facility Cleaners / Stewards

 	
  

 	
 Porter

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 EVS
 / Facility Cleaners / Stewards

 	
  

 	
 Porter-
 Lead

 	
  

 	
 16.56

 	
  

 	
 14.90

 	
  

 	
 13.25

 	
  

 	
 17.22

 	
  

 	
 15.50

 	
  

 	
 13.78

 	
  

 	
 17.91

 	
  

 	
 16.12

 	
  

 	
 14.33

 	
  

 	
 18.63

 	
  

 	
 16.77

 	
  

 	
 14.90

 	
  

 
	
 EVS
 / Facility Cleaners / Stewards

 	
  

 	
 Steward
 Heavy Cleaner Specialist

 	
  

 	
 14.15

 	
  

 	
 12.74

 	
  

 	
 11.32

 	
  

 	
 14.72

 	
  

 	
 13.25

 	
  

 	
 11.78

 	
  

 	
 15.31

 	
  

 	
 13.78

 	
  

 	
 12.25

 	
  

 	
 15.92

 	
  

 	
 14.33

 	
  

 	
 12.74

 	
  

 
	
 EVS
 / Facility Cleaners / Stewards

 	
  

 	
 Lead
 Steward

 	
  

 	
 14.75

 	
  

 	
 13.28

 	
  

 	
 11.80

 	
  

 	
 15.34

 	
  

 	
 13.81

 	
  

 	
 12.27

 	
  

 	
 15.95

 	
  

 	
 14.36

 	
  

 	
 12.76

 	
  

 	
 16.59

 	
  

 	
 14.93

 	
  

 	
 13.27

 	
  

 
	
 EVS
 / Facility Cleaners / Stewards

 	
  

 	
 Stewarding
 Utility Person

 	
  

 	
 13.58

 	
  

 	
 12.22

 	
  

 	
 10.86

 	
  

 	
 14.12

 	
  

 	
 12.71

 	
  

 	
 11.30

 	
  

 	
 14.68

 	
  

 	
 13.21

 	
  

 	
 11.74

 	
  

 	
 15.27

 	
  

 	
 13.74

 	
  

 	
 12.22

 	
  

 
	
 Food

 	
  

 	
 Employee
 Dining Busser

 	
  

 	
 13.28

 	
  

 	
 11.95

 	
  

 	
 10.62

 	
  

 	
 13.81

 	
  

 	
 12.43

 	
  

 	
 11.05

 	
  

 	
 14.36

 	
  

 	
 12.92

 	
  

 	
 11.49

 	
  

 	
 14.93

 	
  

 	
 13.44

 	
  

 	
 11.94

 	
  

 
	
 Food

 	
  

 	
 Employee
 Dining Lead Busser

 	
  

 	
 13.78

 	
  

 	
 12.40

 	
  

 	
 11.02

 	
  

 	
 14.33

 	
  

 	
 12.90

 	
  

 	
 11.46

 	
  

 	
 14.90

 	
  

 	
 13.41

 	
  

 	
 11.92

 	
  

 	
 15.50

 	
  

 	
 13.95

 	
  

 	
 12.40

 	
  

 
	
 Food

 	
  

 	
 Busser

 	
  

 	
 11.60

 	
  

 	
 10.44

 	
  

 	
 9.28

 	
  

 	
 12.06

 	
  

 	
 10.85

 	
  

 	
 9.65

 	
  

 	
 12.54

 	
  

 	
 11.29

 	
  

 	
 10.03

 	
  

 	
 13.04

 	
  

 	
 11.74

 	
  

 	
 10.43

 	
  

 

72

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 October 17, 2007

 	
  

 	
 October 17, 2008

 	
  

 	
 October 17, 2009

 	
  

 	
 October 17, 2010

 	
  

 
	
  

 	
  

 	
  

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Department

 	
  

 	
 DCC Contract Classification

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Food

 	
  

 	
 Server
 I

 	
  

 	
 8.57

 	
  

 	
 7.71

 	
  

 	
 6.86

 	
  

 	
 8.91

 	
  

 	
 8.02

 	
  

 	
 7.13

 	
  

 	
 9.27

 	
  

 	
 8.34

 	
  

 	
 7.42

 	
  

 	
 9.64

 	
  

 	
 8.68

 	
  

 	
 7.71

 	
  

 
	
 Food

 	
  

 	
 Server
 II

 	
  

 	
 9.14

 	
  

 	
 8.23

 	
  

 	
 7.31

 	
  

 	
 9.51

 	
  

 	
 8.56

 	
  

 	
 7.61

 	
  

 	
 9.89

 	
  

 	
 8.90

 	
  

 	
 7.91

 	
  

 	
 10.29

 	
  

 	
 9.26

 	
  

 	
 8.23

 	
  

 
	
 Food

 	
  

 	
 Server
 III

 	
  

 	
 10.78

 	
  

 	
 9.70

 	
  

 	
 8.62

 	
  

 	
 11.21

 	
  

 	
 10.09

 	
  

 	
 8.97

 	
  

 	
 11.66

 	
  

 	
 10.49

 	
  

 	
 9.33

 	
  

 	
 12.13

 	
  

 	
 10.92

 	
  

 	
 9.70

 	
  

 
	
 Food

 	
  

 	
 Server
 VIP

 	
  

 	
 15.20

 	
  

 	
 13.68

 	
  

 	
 12.16

 	
  

 	
 15.81

 	
  

 	
 14.23

 	
  

 	
 12.65

 	
  

 	
 16.44

 	
  

 	
 14.80

 	
  

 	
 13.15

 	
  

 	
 17.10

 	
  

 	
 15.39

 	
  

 	
 13.68

 	
  

 
	
 Food

 	
  

 	
 Server
 Lead

 	
  

 	
 9.14

 	
  

 	
 8.23

 	
  

 	
 7.31

 	
  

 	
 9.51

 	
  

 	
 8.56

 	
  

 	
 7.61

 	
  

 	
 9.89

 	
  

 	
 8.90

 	
  

 	
 7.91

 	
  

 	
 10.29

 	
  

 	
 9.26

 	
  

 	
 8.23

 	
  

 
	
 Food

 	
  

 	
 Host
 (ess)

 	
  

 	
 13.28

 	
  

 	
 11.95

 	
  

 	
 10.62

 	
  

 	
 13.81

 	
  

 	
 12.43

 	
  

 	
 11.05

 	
  

 	
 14.36

 	
  

 	
 12.92

 	
  

 	
 11.49

 	
  

 	
 14.93

 	
  

 	
 13.44

 	
  

 	
 11.94

 	
  

 
	
 Food

 	
  

 	
 Lead
 Host (ess)

 	
  

 	
 14.16

 	
  

 	
 12.74

 	
  

 	
 11.33

 	
  

 	
 14.73

 	
  

 	
 13.26

 	
  

 	
 11.78

 	
  

 	
 15.32

 	
  

 	
 13.79

 	
  

 	
 12.26

 	
  

 	
 15.93

 	
  

 	
 14.34

 	
  

 	
 12.74

 	
  

 
	
 Food

 	
  

 	
 Tableside
 Cook/Server

 	
  

 	
 14.36

 	
  

 	
 12.92

 	
  

 	
 11.49

 	
  

 	
 14.93

 	
  

 	
 13.44

 	
  

 	
 11.94

 	
  

 	
 15.53

 	
  

 	
 13.98

 	
  

 	
 12.42

 	
  

 	
 16.15

 	
  

 	
 14.54

 	
  

 	
 12.92

 	
  

 
	
 Food

 	
  

 	
 Banquet
 Server

 	
  

 	
 9.14

 	
  

 	
 8.23

 	
  

 	
 7.31

 	
  

 	
 9.51

 	
  

 	
 8.56

 	
  

 	
 7.61

 	
  

 	
 9.89

 	
  

 	
 8.90

 	
  

 	
 7.91

 	
  

 	
 10.29

 	
  

 	
 9.26

 	
  

 	
 8.23

 	
  

 
	
 Food

 	
  

 	
 Room
 Service Server

 	
  

 	
 9.14

 	
  

 	
 8.23

 	
  

 	
 7.31

 	
  

 	
 9.51

 	
  

 	
 8.56

 	
  

 	
 7.61

 	
  

 	
 9.89

 	
  

 	
 8.90

 	
  

 	
 7.91

 	
  

 	
 10.29

 	
  

 	
 9.26

 	
  

 	
 8.23

 	
  

 
	
 Food

 	
  

 	
 Cook
 I

 	
  

 	
 15.56

 	
  

 	
 14.00

 	
  

 	
 12.45

 	
  

 	
 16.18

 	
  

 	
 14.56

 	
  

 	
 12.94

 	
  

 	
 16.83

 	
  

 	
 15.15

 	
  

 	
 13.46

 	
  

 	
 17.50

 	
  

 	
 15.75

 	
  

 	
 14.00

 	
  

 
	
 Food

 	
  

 	
 Cook
 II

 	
  

 	
 17.24

 	
  

 	
 15.52

 	
  

 	
 13.79

 	
  

 	
 17.93

 	
  

 	
 16.14

 	
  

 	
 14.34

 	
  

 	
 18.65

 	
  

 	
 16.79

 	
  

 	
 14.92

 	
  

 	
 19.40

 	
  

 	
 17.46

 	
  

 	
 15.52

 	
  

 
	
 Food

 	
  

 	
 Cook
 III

 	
  

 	
 17.97

 	
  

 	
 16.17

 	
  

 	
 14.38

 	
  

 	
 18.69

 	
  

 	
 16.82

 	
  

 	
 14.95

 	
  

 	
 19.44

 	
  

 	
 17.50

 	
  

 	
 15.55

 	
  

 	
 20.22

 	
  

 	
 18.20

 	
  

 	
 16.18

 	
  

 
	
 Food

 	
  

 	
 Wok
 Cook

 	
  

 	
 16.65

 	
  

 	
 14.99

 	
  

 	
 13.32

 	
  

 	
 17.32

 	
  

 	
 15.59

 	
  

 	
 13.86

 	
  

 	
 18.01

 	
  

 	
 16.21

 	
  

 	
 14.41

 	
  

 	
 18.73

 	
  

 	
 16.86

 	
  

 	
 14.98

 	
  

 
	
 Food

 	
  

 	
 Wok
 Cook- Lead

 	
  

 	
 19.15

 	
  

 	
 17.24

 	
  

 	
 15.32

 	
  

 	
 19.92

 	
  

 	
 17.93

 	
  

 	
 15.94

 	
  

 	
 20.72

 	
  

 	
 18.65

 	
  

 	
 16.58

 	
  

 	
 21.55

 	
  

 	
 19.40

 	
  

 	
 17.24

 	
  

 
	
 Food

 	
  

 	
 Pastry
 Cook

 	
  

 	
 17.24

 	
  

 	
 15.52

 	
  

 	
 13.79

 	
  

 	
 17.93

 	
  

 	
 16.14

 	
  

 	
 14.34

 	
  

 	
 18.65

 	
  

 	
 16.79

 	
  

 	
 14.92

 	
  

 	
 19.40

 	
  

 	
 17.46

 	
  

 	
 15.52

 	
  

 
	
 Food

 	
  

 	
 Pastry
 Utility

 	
  

 	
 14.52

 	
  

 	
 13.07

 	
  

 	
 11.62

 	
  

 	
 15.10

 	
  

 	
 13.59

 	
  

 	
 12.08

 	
  

 	
 15.70

 	
  

 	
 14.13

 	
  

 	
 12.56

 	
  

 	
 16.33

 	
  

 	
 14.70

 	
  

 	
 13.06

 	
  

 
	
 Food

 	
  

 	
 Cashier

 	
  

 	
 17.23

 	
  

 	
 15.51

 	
  

 	
 13.78

 	
  

 	
 17.92

 	
  

 	
 16.13

 	
  

 	
 14.34

 	
  

 	
 18.64

 	
  

 	
 16.78

 	
  

 	
 14.91

 	
  

 	
 19.39

 	
  

 	
 17.45

 	
  

 	
 15.51

 	
  

 
	
 Food

 	
  

 	
 Retail-
 Cashier

 	
  

 	
 17.23

 	
  

 	
 15.51

 	
  

 	
 13.78

 	
  

 	
 17.92

 	
  

 	
 16.13

 	
  

 	
 14.34

 	
  

 	
 18.64

 	
  

 	
 16.78

 	
  

 	
 14.91

 	
  

 	
 19.39

 	
  

 	
 17.45

 	
  

 	
 15.51

 	
  

 
	
 Food

 	
  

 	
 Culinary
 Utility

 	
  

 	
 13.89

 	
  

 	
 12.50

 	
  

 	
 11.11

 	
  

 	
 14.45

 	
  

 	
 13.01

 	
  

 	
 11.56

 	
  

 	
 15.03

 	
  

 	
 13.53

 	
  

 	
 12.02

 	
  

 	
 15.63

 	
  

 	
 14.07

 	
  

 	
 12.50

 	
  

 
	
 Food

 	
  

 	
 Butcher

 	
  

 	
 24.64

 	
  

 	
 22.18

 	
  

 	
 19.71

 	
  

 	
 25.63

 	
  

 	
 23.07

 	
  

 	
 20.50

 	
  

 	
 26.66

 	
  

 	
 23.99

 	
  

 	
 21.33

 	
  

 	
 27.73

 	
  

 	
 24.96

 	
  

 	
 22.18

 	
  

 
	
 Food

 	
  

 	
 Captain

 	
  

 	
 11.32

 	
  

 	
 10.19

 	
  

 	
 9.06

 	
  

 	
 11.77

 	
  

 	
 10.59

 	
  

 	
 9.42

 	
  

 	
 12.24

 	
  

 	
 11.02

 	
  

 	
 9.79

 	
  

 	
 12.73

 	
  

 	
 11.46

 	
  

 	
 10.18

 	
  

 
	
 Food

 	
  

 	
 Food
 Cart Attendant

 	
  

 	
 15.57

 	
  

 	
 14.01

 	
  

 	
 12.46

 	
  

 	
 16.19

 	
  

 	
 14.57

 	
  

 	
 12.95

 	
  

 	
 16.84

 	
  

 	
 15.16

 	
  

 	
 13.47

 	
  

 	
 17.51

 	
  

 	
 15.76

 	
  

 	
 14.01

 	
  

 
	
 Food

 	
  

 	
 Host
 (ess) / Cashier

 	
  

 	
 17.23

 	
  

 	
 15.51

 	
  

 	
 13.78

 	
  

 	
 17.92

 	
  

 	
 16.13

 	
  

 	
 14.34

 	
  

 	
 18.64

 	
  

 	
 16.78

 	
  

 	
 14.91

 	
  

 	
 19.39

 	
  

 	
 17.45

 	
  

 	
 15.51

 	
  

 
	
 Food

 	
  

 	
 Counter
 Person

 	
  

 	
 17.23

 	
  

 	
 15.51

 	
  

 	
 13.78

 	
  

 	
 17.92

 	
  

 	
 16.13

 	
  

 	
 14.34

 	
  

 	
 18.64

 	
  

 	
 16.78

 	
  

 	
 14.91

 	
  

 	
 19.39

 	
  

 	
 17.45

 	
  

 	
 15.51

 	
  

 
	
 Warehouse

 	
  

 	
 Doorperson

 	
  

 	
 10.78

 	
  

 	
 9.70

 	
  

 	
 8.62

 	
  

 	
 11.21

 	
  

 	
 10.09

 	
  

 	
 8.97

 	
  

 	
 11.66

 	
  

 	
 10.49

 	
  

 	
 9.33

 	
  

 	
 12.13

 	
  

 	
 10.92

 	
  

 	
 9.70

 	
  

 
	
 Warehouse

 	
  

 	
 Inventory
 Control Clerk

 	
  

 	
 15.39

 	
  

 	
 13.85

 	
  

 	
 12.31

 	
  

 	
 16.01

 	
  

 	
 14.41

 	
  

 	
 12.81

 	
  

 	
 16.65

 	
  

 	
 14.99

 	
  

 	
 13.32

 	
  

 	
 17.32

 	
  

 	
 15.59

 	
  

 	
 13.86

 	
  

 
	
 Warehouse

 	
  

 	
 Retail
 Inventory Control Clerk

 	
  

 	
 18.58

 	
  

 	
 16.72

 	
  

 	
 14.86

 	
  

 	
 19.32

 	
  

 	
 17.39

 	
  

 	
 15.46

 	
  

 	
 20.09

 	
  

 	
 18.08

 	
  

 	
 16.07

 	
  

 	
 20.89

 	
  

 	
 18.80

 	
  

 	
 16.71

 	
  

 
	
 Warehouse

 	
  

 	
 Receiving
 Attendant

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Warehouse

 	
  

 	
 Lead
 Receiving Attendant

 	
  

 	
 15.91

 	
  

 	
 14.32

 	
  

 	
 12.73

 	
  

 	
 16.55

 	
  

 	
 14.90

 	
  

 	
 13.24

 	
  

 	
 17.21

 	
  

 	
 15.49

 	
  

 	
 13.77

 	
  

 	
 17.90

 	
  

 	
 16.11

 	
  

 	
 14.32

 	
  

 
	
 Warehouse

 	
  

 	
 Receiver
 (F&B)

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Warehouse

 	
  

 	
 Coat
 Check Attendant Tipped (seasonal)

 	
  

 	
 10.78

 	
  

 	
 9.70

 	
  

 	
 8.62

 	
  

 	
 11.21

 	
  

 	
 10.09

 	
  

 	
 8.97

 	
  

 	
 11.66

 	
  

 	
 10.49

 	
  

 	
 9.33

 	
  

 	
 12.13

 	
  

 	
 10.92

 	
  

 	
 9.70

 	
  

 

73

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 October 17, 2007

 	
  

 	
 October 17, 2008

 	
  

 	
 October 17, 2009

 	
  

 	
 October 17, 2010

 	
  

 
	
  

 	
  

 	
  

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Department

 	
  

 	
 DCC Contract Classification

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Warehouse

 	
  

 	
 Coat
 Check Attendant Non-Tipped (seasonal)

 	
  

 	
 11.89

 	
  

 	
 10.70

 	
  

 	
 9.51

 	
  

 	
 12.37

 	
  

 	
 11.13

 	
  

 	
 9.90

 	
  

 	
 12.86

 	
  

 	
 11.57

 	
  

 	
 10.29

 	
  

 	
 13.37

 	
  

 	
 12.03

 	
  

 	
 10.70

 	
  

 
	
 Warehouse

 	
  

 	
 Warehouse
 Attendant

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Warehouse

 	
  

 	
 Motorcoach
 Greeter

 	
  

 	
 17.37

 	
  

 	
 15.63

 	
  

 	
 13.90

 	
  

 	
 18.06

 	
  

 	
 16.25

 	
  

 	
 14.45

 	
  

 	
 18.78

 	
  

 	
 16.90

 	
  

 	
 15.02

 	
  

 	
 19.53

 	
  

 	
 17.58

 	
  

 	
 15.62

 	
  

 
	
 PBX

 	
  

 	
 Communications
 Operator

 	
  

 	
 13.89

 	
  

 	
 12.50

 	
  

 	
 11.11

 	
  

 	
 14.45

 	
  

 	
 13.01

 	
  

 	
 11.56

 	
  

 	
 15.03

 	
  

 	
 13.53

 	
  

 	
 12.02

 	
  

 	
 15.63

 	
  

 	
 14.07

 	
  

 	
 12.50

 	
  

 
	
 PBX

 	
  

 	
 Communications
 Operator - Lead

 	
  

 	
 14.96

 	
  

 	
 13.46

 	
  

 	
 11.97

 	
  

 	
 15.56

 	
  

 	
 14.00

 	
  

 	
 12.45

 	
  

 	
 16.18

 	
  

 	
 14.56

 	
  

 	
 12.94

 	
  

 	
 16.83

 	
  

 	
 15.15

 	
  

 	
 13.46

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech I Trainee I

 	
  

 	
 16.81

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 17.48

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 18.18

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 18.91

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech I Trainee II

 	
  

 	
 17.92

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 18.64

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 19.39

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 20.17

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech I Trainee III

 	
  

 	
 19.04

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 19.80

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 20.59

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 21.41

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech I Trainee IV

 	
  

 	
 20.17

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 20.98

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 21.82

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 22.69

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech I

 	
  

 	
 22.41

 	
  

 	
 20.17

 	
  

 	
 17.93

 	
  

 	
 23.31

 	
  

 	
 20.98

 	
  

 	
 18.65

 	
  

 	
 24.24

 	
  

 	
 21.82

 	
  

 	
 19.39

 	
  

 	
 25.21

 	
  

 	
 22.69

 	
  

 	
 20.17

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech II

 	
  

 	
 26.47

 	
  

 	
 23.82

 	
  

 	
 21.18

 	
  

 	
 27.53

 	
  

 	
 24.78

 	
  

 	
 22.02

 	
  

 	
 28.63

 	
  

 	
 25.77

 	
  

 	
 22.90

 	
  

 	
 29.78

 	
  

 	
 26.80

 	
  

 	
 23.82

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech III

 	
  

 	
 28.41

 	
  

 	
 25.57

 	
  

 	
 22.73

 	
  

 	
 29.55

 	
  

 	
 26.60

 	
  

 	
 23.64

 	
  

 	
 30.73

 	
  

 	
 27.66

 	
  

 	
 24.58

 	
  

 	
 31.96

 	
  

 	
 28.76

 	
  

 	
 25.57

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech IV Electronic Technician

 	
  

 	
 29.62

 	
  

 	
 26.66

 	
  

 	
 23.70

 	
  

 	
 30.80

 	
  

 	
 27.72

 	
  

 	
 24.64

 	
  

 	
 32.03

 	
  

 	
 28.83

 	
  

 	
 25.62

 	
  

 	
 33.31

 	
  

 	
 29.98

 	
  

 	
 26.65

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Tech Lead

 	
  

 	
 29.02

 	
  

 	
 26.12

 	
  

 	
 23.22

 	
  

 	
 30.18

 	
  

 	
 27.16

 	
  

 	
 24.14

 	
  

 	
 31.39

 	
  

 	
 28.25

 	
  

 	
 25.11

 	
  

 	
 32.65

 	
  

 	
 29.39

 	
  

 	
 26.12

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Floorperson

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Floorperson- Lead

 	
  

 	
 16.97

 	
  

 	
 15.27

 	
  

 	
 13.58

 	
  

 	
 17.65

 	
  

 	
 15.89

 	
  

 	
 14.12

 	
  

 	
 18.36

 	
  

 	
 16.52

 	
  

 	
 14.69

 	
  

 	
 19.09

 	
  

 	
 17.18

 	
  

 	
 15.27

 	
  

 
	
 Slots

 	
  

 	
 Slot
 Change Attendant

 	
  

 	
 15.39

 	
  

 	
 13.85

 	
  

 	
 12.31

 	
  

 	
 16.01

 	
  

 	
 14.41

 	
  

 	
 12.81

 	
  

 	
 16.65

 	
  

 	
 14.99

 	
  

 	
 13.32

 	
  

 	
 17.32

 	
  

 	
 15.59

 	
  

 	
 13.86

 	
  

 
	
 Table
 Games

 	
  

 	
 Dealer
 Trainee

 	
  

 	
 7.38

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 7.68

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 7.99

 	
  

 	
  

 	
  

 	
  

 	
  

 	
 8.31

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Table
 Games

 	
  

 	
 Dealer
 I

 	
  

 	
 9.41

 	
  

 	
 8.47

 	
  

 	
 7.53

 	
  

 	
 9.79

 	
  

 	
 8.81

 	
  

 	
 7.83

 	
  

 	
 10.18

 	
  

 	
 9.16

 	
  

 	
 8.14

 	
  

 	
 10.59

 	
  

 	
 9.53

 	
  

 	
 8.47

 	
  

 
	
 Table
 Games

 	
  

 	
 Dealer
 II

 	
  

 	
 9.68

 	
  

 	
 8.71

 	
  

 	
 7.74

 	
  

 	
 10.07

 	
  

 	
 9.06

 	
  

 	
 8.06

 	
  

 	
 10.47

 	
  

 	
 9.42

 	
  

 	
 8.38

 	
  

 	
 10.89

 	
  

 	
 9.80

 	
  

 	
 8.71

 	
  

 
	
 Table
 Games

 	
  

 	
 Dealer
 III

 	
  

 	
 9.99

 	
  

 	
 8.99

 	
  

 	
 7.99

 	
  

 	
 10.39

 	
  

 	
 9.35

 	
  

 	
 8.31

 	
  

 	
 10.81

 	
  

 	
 9.73

 	
  

 	
 8.65

 	
  

 	
 11.24

 	
  

 	
 10.12

 	
  

 	
 8.99

 	
  

 
	
 Table
 Games

 	
  

 	
 Dealer
 IV

 	
  

 	
 10.32

 	
  

 	
 9.29

 	
  

 	
 8.26

 	
  

 	
 10.73

 	
  

 	
 9.66

 	
  

 	
 8.58

 	
  

 	
 11.16

 	
  

 	
 10.04

 	
  

 	
 8.93

 	
  

 	
 11.61

 	
  

 	
 10.45

 	
  

 	
 9.29

 	
  

 
	
 Table
 Games

 	
  

 	
 Pit
 Card and Dice Clerk

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Table
 Games

 	
  

 	
 Pit
 Clerk

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Table
 Games

 	
  

 	
 Lead
 Pit Clerk

 	
  

 	
 16.56

 	
  

 	
 14.90

 	
  

 	
 13.25

 	
  

 	
 17.22

 	
  

 	
 15.50

 	
  

 	
 13.78

 	
  

 	
 17.91

 	
  

 	
 16.12

 	
  

 	
 14.33

 	
  

 	
 18.63

 	
  

 	
 16.77

 	
  

 	
 14.90

 	
  

 
	
 Table
 Games

 	
  

 	
 Pit
 Technician

 	
  

 	
 25.64

 	
  

 	
 23.08

 	
  

 	
 20.51

 	
  

 	
 26.67

 	
  

 	
 24.00

 	
  

 	
 21.34

 	
  

 	
 27.74

 	
  

 	
 24.97

 	
  

 	
 22.19

 	
  

 	
 28.85

 	
  

 	
 25.97

 	
  

 	
 23.08

 	
  

 
	
 Table
 Games

 	
  

 	
 Pit
 Technician - Lead

 	
  

 	
 28.16

 	
  

 	
 25.34

 	
  

 	
 22.53

 	
  

 	
 29.29

 	
  

 	
 26.36

 	
  

 	
 23.43

 	
  

 	
 30.46

 	
  

 	
 27.41

 	
  

 	
 24.37

 	
  

 	
 31.68

 	
  

 	
 28.51

 	
  

 	
 25.34

 	
  

 
	
 Table
 Games

 	
  

 	
 Gaming
 Facilitator

 	
  

 	
 14.94

 	
  

 	
 13.45

 	
  

 	
 11.95

 	
  

 	
 15.54

 	
  

 	
 13.99

 	
  

 	
 12.43

 	
  

 	
 16.16

 	
  

 	
 14.54

 	
  

 	
 12.93

 	
  

 	
 16.81

 	
  

 	
 15.13

 	
  

 	
 13.45

 	
  

 
	
 Uniforms

 	
  

 	
 Uniform
 Clerk/Seamer

 	
  

 	
 14.78

 	
  

 	
 13.30

 	
  

 	
 11.82

 	
  

 	
 15.37

 	
  

 	
 13.83

 	
  

 	
 12.30

 	
  

 	
 15.98

 	
  

 	
 14.38

 	
  

 	
 12.78

 	
  

 	
 16.62

 	
  

 	
 14.96

 	
  

 	
 13.30

 	
  

 
	
 Uniforms

 	
  

 	
 Lead
 Processor/Seamer

 	
  

 	
 15.39

 	
  

 	
 13.85

 	
  

 	
 12.31

 	
  

 	
 16.01

 	
  

 	
 14.41

 	
  

 	
 12.81

 	
  

 	
 16.65

 	
  

 	
 14.99

 	
  

 	
 13.32

 	
  

 	
 17.32

 	
  

 	
 15.59

 	
  

 	
 13.86

 	
  

 

74

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 October 17, 2007

 	
  

 	
 October 17, 2008

 	
  

 	
 October 17, 2009

 	
  

 	
 October 17, 2010

 	
  

 
	
  

 	
  

 	
  

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Department

 	
  

 	
 DCC Contract Classification

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 	
 100%

 	
  

 	
 90%

 	
  

 	
 80%

 	
  

 
	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
 Uniforms

 	
  

 	
 Uniform
 Control Clerk

 	
  

 	
 13.89

 	
  

 	
 12.50

 	
  

 	
 11.11

 	
  

 	
 14.45

 	
  

 	
 13.01

 	
  

 	
 11.56

 	
  

 	
 15.03

 	
  

 	
 13.53

 	
  

 	
 12.02

 	
  

 	
 15.63

 	
  

 	
 14.07

 	
  

 	
 12.50

 	
  

 
	
 Uniforms

 	
  

 	
 Uniform
 Control Clerk - Lead

 	
  

 	
 14.88

 	
  

 	
 13.39

 	
  

 	
 11.90

 	
  

 	
 15.48

 	
  

 	
 13.93

 	
  

 	
 12.38

 	
  

 	
 16.10

 	
  

 	
 14.49

 	
  

 	
 12.88

 	
  

 	
 16.74

 	
  

 	
 15.07

 	
  

 	
 13.39

 	
  

 
	
 Uniforms

 	
  

 	
 Seamstress

 	
  

 	
 14.50

 	
  

 	
 13.05

 	
  

 	
 11.60

 	
  

 	
 15.08

 	
  

 	
 13.57

 	
  

 	
 12.06

 	
  

 	
 15.68

 	
  

 	
 14.11

 	
  

 	
 12.54

 	
  

 	
 16.31

 	
  

 	
 14.68

 	
  

 	
 13.05

 	
  

 
	
 Valet

 	
  

 	
 Valet
 Attendant

 	
  

 	
 9.69

 	
  

 	
 8.72

 	
  

 	
 7.75

 	
  

 	
 10.08

 	
  

 	
 9.07

 	
  

 	
 8.06

 	
  

 	
 10.48

 	
  

 	
 9.43

 	
  

 	
 8.38

 	
  

 	
 10.90

 	
  

 	
 9.81

 	
  

 	
 8.72

 	
  

 
	
 Valet

 	
  

 	
 Valet
 Utility

 	
  

 	
 9.69

 	
  

 	
 8.72

 	
  

 	
 7.75

 	
  

 	
 10.08

 	
  

 	
 9.07

 	
  

 	
 8.06

 	
  

 	
 10.48

 	
  

 	
 9.43

 	
  

 	
 8.38

 	
  

 	
 10.90

 	
  

 	
 9.81

 	
  

 	
 8.72

 	
  

 
	
 Valet

 	
  

 	
 Valet
 Attendant- Lead I

 	
  

 	
 12.68

 	
  

 	
 11.41

 	
  

 	
 10.14

 	
  

 	
 13.19

 	
  

 	
 11.87

 	
  

 	
 10.55

 	
  

 	
 13.72

 	
  

 	
 12.35

 	
  

 	
 10.98

 	
  

 	
 14.27

 	
  

 	
 12.84

 	
  

 	
 11.42

 	
  

 
	
 Valet

 	
  

 	
 Valet
 Attendant- Lead II

 	
  

 	
 16.78

 	
  

 	
 15.10

 	
  

 	
 13.42

 	
  

 	
 17.45

 	
  

 	
 15.71

 	
  

 	
 13.96

 	
  

 	
 18.15

 	
  

 	
 16.34

 	
  

 	
 14.52

 	
  

 	
 18.88

 	
  

 	
 16.99

 	
  

 	
 15.10

 	
  

 
	
 Valet

 	
  

 	
 Valet
 Cashier

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Valet

 	
  

 	
 Traffic
 & Booth Attendant

 	
  

 	
 11.89

 	
  

 	
 10.70

 	
  

 	
 9.51

 	
  

 	
 12.37

 	
  

 	
 11.13

 	
  

 	
 9.90

 	
  

 	
 12.86

 	
  

 	
 11.57

 	
  

 	
 10.29

 	
  

 	
 13.37

 	
  

 	
 12.03

 	
  

 	
 10.70

 	
  

 
	
 Valet

 	
  

 	
 Shuttle
 Bus Driver

 	
  

 	
 14.56

 	
  

 	
 13.10

 	
  

 	
 11.65

 	
  

 	
 15.14

 	
  

 	
 13.63

 	
  

 	
 12.11

 	
  

 	
 15.75

 	
  

 	
 14.18

 	
  

 	
 12.60

 	
  

 	
 16.38

 	
  

 	
 14.74

 	
  

 	
 13.10

 	
  

 
	
 Hotel

 	
  

 	
 Front
 Services Attendant

 	
  

 	
 9.69

 	
  

 	
 8.72

 	
  

 	
 7.75

 	
  

 	
 10.08

 	
  

 	
 9.07

 	
  

 	
 8.06

 	
  

 	
 10.48

 	
  

 	
 9.43

 	
  

 	
 8.38

 	
  

 	
 10.90

 	
  

 	
 9.81

 	
  

 	
 8.72

 	
  

 
	
 Hotel

 	
  

 	
 Front
 Services Attendant Lead

 	
  

 	
 12.68

 	
  

 	
 11.41

 	
  

 	
 10.14

 	
  

 	
 13.19

 	
  

 	
 11.87

 	
  

 	
 10.55

 	
  

 	
 13.72

 	
  

 	
 12.35

 	
  

 	
 10.98

 	
  

 	
 14.27

 	
  

 	
 12.84

 	
  

 	
 11.42

 	
  

 
	
 Hotel

 	
  

 	
 Front
 Desk Representative

 	
  

 	
 15.60

 	
  

 	
 14.04

 	
  

 	
 12.48

 	
  

 	
 16.22

 	
  

 	
 14.60

 	
  

 	
 12.98

 	
  

 	
 16.87

 	
  

 	
 15.18

 	
  

 	
 13.50

 	
  

 	
 17.54

 	
  

 	
 15.79

 	
  

 	
 14.03

 	
  

 
	
 Hotel

 	
  

 	
 Guest
 Room Attendant

 	
  

 	
 14.25

 	
  

 	
 12.83

 	
  

 	
 11.40

 	
  

 	
 14.82

 	
  

 	
 13.34

 	
  

 	
 11.86

 	
  

 	
 15.41

 	
  

 	
 13.87

 	
  

 	
 12.33

 	
  

 	
 16.03

 	
  

 	
 14.43

 	
  

 	
 12.82

 	
  

 
	
 Hotel

 	
  

 	
 Houseperson

 	
  

 	
 14.25

 	
  

 	
 12.83

 	
  

 	
 11.40

 	
  

 	
 14.82

 	
  

 	
 13.34

 	
  

 	
 11.86

 	
  

 	
 15.41

 	
  

 	
 13.87

 	
  

 	
 12.33

 	
  

 	
 16.03

 	
  

 	
 14.43

 	
  

 	
 12.82

 	
  

 
	
 Hotel

 	
  

 	
 Convention
 Services Houseperson

 	
  

 	
 14.25

 	
  

 	
 12.83

 	
  

 	
 11.40

 	
  

 	
 14.82

 	
  

 	
 13.34

 	
  

 	
 11.86

 	
  

 	
 15.41

 	
  

 	
 13.87

 	
  

 	
 12.33

 	
  

 	
 16.03

 	
  

 	
 14.43

 	
  

 	
 12.82

 	
  

 
	
 Hotel

 	
  

 	
 Linen
 Sorter

 	
  

 	
 14.25

 	
  

 	
 12.83

 	
  

 	
 11.40

 	
  

 	
 14.82

 	
  

 	
 13.34

 	
  

 	
 11.86

 	
  

 	
 15.41

 	
  

 	
 13.87

 	
  

 	
 12.33

 	
  

 	
 16.03

 	
  

 	
 14.43

 	
  

 	
 12.82

 	
  

 
	
 Hotel

 	
  

 	
 Linen
 Runner

 	
  

 	
 14.25

 	
  

 	
 12.83

 	
  

 	
 11.40

 	
  

 	
 14.82

 	
  

 	
 13.34

 	
  

 	
 11.86

 	
  

 	
 15.41

 	
  

 	
 13.87

 	
  

 	
 12.33

 	
  

 	
 16.03

 	
  

 	
 14.43

 	
  

 	
 12.82

 	
  

 
	
 Hotel

 	
  

 	
 Utility
 Porter

 	
  

 	
 14.25

 	
  

 	
 12.83

 	
  

 	
 11.40

 	
  

 	
 14.82

 	
  

 	
 13.34

 	
  

 	
 11.86

 	
  

 	
 15.41

 	
  

 	
 13.87

 	
  

 	
 12.33

 	
  

 	
 16.03

 	
  

 	
 14.43

 	
  

 	
 12.82

 	
  

 
	
 Marketing

 	
  

 	
 Marketing
 Representative

 	
  

 	
 16.85

 	
  

 	
 15.17

 	
  

 	
 13.48

 	
  

 	
 17.52

 	
  

 	
 15.77

 	
  

 	
 14.02

 	
  

 	
 18.22

 	
  

 	
 16.40

 	
  

 	
 14.58

 	
  

 	
 18.95

 	
  

 	
 17.06

 	
  

 	
 15.16

 	
  

 

75

EXHIBIT 2

INTERNATIONAL UNION, UAW DUES CHECK-OFF

	
  

 	
  

 
	
 A-57-58 Rev.
 9/2002 100M

 	
  

 

SPECIAL OFFICIAL APPLICATION FOR MEMBERSHIP

INTERNATIONAL UNION, UNITED AUTOMOBILE, AEROSPACE &
AGRICULTURAL IMPLEMENT

WORKERS OF AMERICA (UAW)

DETROIT, MICHIGAN 48214

Date ___________

Name ________________________________________ Local
# ____________________________ Unit # ____________________________

Address ___________________________________ City ___________________________ State
________________ Zip ________________

Tel. # ________________________________________ Dept _________________________ Soc. Sec. # _____________________________

          I
hereby designate, select and empower the International Union, United
Automobile, Aerospace and Agricultural Implement Workers of America (UAW), its
agents or representatives, to act for me as my exclusive representative for the
purpose of collective bargaining in respect to rates of pay, wages, hours of
employment or other conditions of continuance or my membership in said Union as
a condition of my employment or continued employment, and contracts requiring
the employer to deduct, collect, or assist in collecting from my wages or a
regular supplemental unemployment benefit payable under its supplemental
unemployment benefit plan any dues and fees payable to said Union: and I hereby
revoke every selection or designation which
in any manner may heretofore have been made by me, of any other representative
for any of such purposes.

          I
further irrevocably designate, authorize and empower the said Union exclusively
to appear and act for me and in my behalf before any board, court, committee or
other tribunal in any matter affecting my status as an employee or as a member
of said Union, and exclusively to act as my agent to represent and bind me in
the presentation, prosecution, adjustment and settlement of all grievances,
complaints or disputes of any kind or character arising out of the
employer-employee relationship as fully and
to all intents and purposes as I might or could do if personally present.

          I
pledge my honor to faithfully observe the Constitution and laws of the Union
and the Constitution of the United States (or the Dominion of Canada as the
case may be): to comply with all the rules and regulations for the government
thereof: not to divulge or make known any private proceedings of this Union: to
faithfully perform all the duties assigned to me to the best of my ability and
skill: to so conduct myself at all times as not to bring reproach upon my
Union, and at all times to bear true and
faithful allegiance to the International Union, United Automobile, Aerospace
and Agricultural Implement Workers of America (UAW).

          CONTRIBUTIONS
OR GIFTS TO THE UAW ARE NOT DEDUCTIBLE AS CHARITABLE CONTRIBUTIONS FOR FEDERAL
INCOME TAX PURPOSES.

	
  

 	
  

 
	
  

 	
 Applicant’s
 Signature __________________________________________________________________________________________

 
	
  

 
	
 Witness
 ____________________________________________________________________________________________________

 

AUTHORIZATION FOR CHECK-OFF OF DUES

  

	
  

 	
  

 	
  

 
	
 TO THE
 _______________________________________________________ COMPANY 

 	
  

 	
 Date
 ___________________________________

 

          I
hereby assign to Local Union No. _________ International Union, United
Automobile, Aerospace and Agricultural Implement Workers of America (UAW), from
any wages earned or to be earned by me or a regular supplemental unemployment
benefit payable under its supplemental unemployment benefit plan as your
employee (in my present or in any future employment by you), such sums as the
Financial Officer of said Local Union No. __________ may certify as due and
owing from me as membership dues, including an initiation or reinstatement fee
and monthly dues in such sum as may be established from time to time as union
dues in accordance with the Constitution of the International Union, UAW. I
authorize and direct you to deduct such
amounts from my pay and to remit same to the Union at such times and in such
manner as may be agreed upon between
you and the Union at any time while this authorization is in effect.

          This
assignment, authorization and direction shall be irrevocable for the period of
one (1) year from the date of delivery hereof to you, or until the termination
of the collective agreement between the Company and the Union which is in force
at the time of delivery of this authorization, whichever occurs sooner; and I
agree and direct that this assignment, authorization and direction shall be
automatically renewed, and shall be irrevocable for successive periods of one
(1) year each or for the period of each succeeding
applicable collective agreement between the Company and the Union, whichever
shall be shorter, unless written notice is given by me to the Company
and the Union, not more than twenty (20) days and not less than ten (10) days
prior to the expiration of each period of one (1) year, or of each applicable
collective agreement between the Company and the Union whichever occurs sooner.

          This
authorization is made pursuant to the provisions of Section 302(c) of the Labor
Management Relations Act of 1947 and otherwise.

          CONTRIBUTIONS
OR GIFTS TO THE UAW ARE NOT DEDUCTIBLE AS CHARITABLE CONTRIBUTIONS FOR FEDERAL INCOME TAX PURPOSES.

	
  

 	
  

 	
  

 	
  

 
	

 

 	

 

 	

 

 	

 

 
	
 Type or
 print name of Employee here 

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 

 	

 

 	

 

 	

 

 
	
 Signature of
 Employee here

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 

 	

 

 	

 

 	

 

 
	
 Address of
 Employee

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 

 	

 

 	

 

 	

 

 
	
 City

 	
  

 	
 State

 	
 Zip

 
	
  

 	
  

 	
  

 	
  

 
	

 

 	

 

 	

 

 	

 

 
	
 Date of Signature

 	
 Employee Clock Number

 	
 Soc. Sec. #

 	
  

 
	
  

 	
  

 	
  

 	
  

 
	

 

 	

 

 	

 

 	

 

 
	
 Date of Delivery to Employer

 	
  

 	
  

 	
  

 

76

EXHIBIT 3

HERE LOCAL 24 CHECK-OFF AUTHORIZATION CARD

Membership Application and Check-Off Authorization
Card

	
  

 	
  

 
	
 To the
 _______________________________________________________________Company.

 	
 Date
 _____________________

 

          I
hereby request and accept membership in the Hotel Employees and Restaurant
Employees Union Local No. 24, affiliated with the AFL-C1O;
and designate and authorize it and any subordinate body of the International
Union with which it is affiliated to represent me in collective bargaining in
all matters relating to my wages, hours and conditions of employment, and to
negotiate and execute agreements covering same. In making this request and in
accepting membership, I hereby agree to be bound by the Constitution, laws,
rules, policies and/or regulations of the above
International Union, the local union, and Joint Board with which the local
union is affiliated, if any, and any other affiliated local union and/or Joint
Board to which I may hereafter transfer or become a member of. You may refrain
from becoming a member by still paying union dues and initiation fees, or an
    amount in lieu of dues and initiation fees which represent the Union’s
    cost germane to representing employees. For more information, write Department
    B, HEREIU, 1219 28th Street, NW, Washington, DC 20007.

*  *  *  *  *  *

          I
hereby authorize and direct my above-mentioned employer to deduct from my
wages, each and every month, dues, initiation fees, or reinstatement fees (not
exceeding initiation fees) which I am required to pay as a condition of
maintaining membership in good standing of said union, which I assign to said
union, and I direct that same be forwarded each month to said union. This
authorization and direction shall be irrevocable for a period of one (1) year
or until the termination of the collective bargaining agreement between my
employer and said union, whichever occurs sooner, and I agree and direct that
this authorization and direction shall be automatically renewed, and shall be
irrevocable for the successive periods of one (1) year each or for the period
of each succeeding applicable collective
bargaining agreement between my employer and said union whichever shall be
shorter, unless written notice is given by me to
the employer and said local not more than twenty (20) days and not less than
ten (10) days prior to the expiration of each period of one (1) year, or the
expiration of each applicable agreement between my employer and said union,
whichever occurs sooner.

          If
you do not wish to participate in automatic payroll deduction of dues, fees and
other voluntary charges and wish to make alternate arrangements for payment by
mail or in person at the offices of Local 24 in Southfield, Michigan please
contact the Local.

          Dues,
contributions or gifts to your Local Union are not deductible as charitable
contributions for federal income tax purposes. Dues are paid to your Local
Union, however, may qualify as business expenses, and may be deductible in
limited circumstances subject to various restrictions imposed.

	
  

 	
  

 	
  

 	
  

 	
  

 
	

 

 	
  

 	

 

 	

 

 	

 

 
	
 (Print or Type
 Your Name)

 	
  

 	
 (Your Signature)

 
	
  

 	
  

 	
  

 
	

 

 	
  

 	
  

 
	
 (Telephone
 Number)

 	
  

 	

 

 
	
  

 	
  

 	
  

 
	

 

 	
  

 	
 (Address)

 	
 (City)

 	
 (Zip)

 
	
 (Type
 of Work)

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	

 

 	
  

 	

 

 
	
 (Date Hired)

 	
  

 	
 (Social Security
 Number)

 

77

EXHIBIT 4 

TEAMSTERS CHECK-OFF AUTHORIZATION AND ASSIGNMENT

	
  

 	
  

 	
  

 
	
 

 	
 APPLICATION
 AND NOTICE

 	
  

 
	
 For
 Membership in Local Union No. ________

 	
  

 
	
 Affiliated
 with the International Brotherhood of Teamsters

 	
  

 
	
  

 	
  

 
	
 

 	
  

 

I voluntarily submit this
Application for Membership in Local Union___________, affiliated with the
International Brotherhood of Teamsters, so that I may fully participate in the
activities of the Union. I understand that by becoming and remaining a member
of the Union, I will be entitled to attend membership meetings, participate in
the development of contract proposals for collective bargaining, vote to ratify
or reject collective bargaining agreements, run for Union office or support
candidates of my choice, receive Union publications and take advantage of
programs available only to Union members. I understand that only as a member
      of the Union will I be able to determine the course the Union takes to
      represent me in negotiations to improve my wages, fringe benefits and working
      conditions. And, I understand that the Union’s strength and ability to represent my
interests depends upon my exercising my right, as guaranteed by federal law, to
join the Union and engage in collective activities with my fellow workers. 

I understand that under the current
law, I may elect “nonmember” status, and can satisfy any contractual obligation
necessary to retain my employment by paying an amount equal to the uniform dues
and initiation fee required of members of the Union. I also understand that if
I elect not to become a member or remain a member, I may object to paying the
pro-rata portion of regular Union dues or fees that are not germane to
collective bargaining, contract administration and grievance adjustment, and I
can request the Local Union to provide me with information concerning its most
recent allocation of expenditures devoted to activities that are both germane
and non-germane to its performance as the collective bargaining representative
sufficient to enable me to decide whether or not to become an objector. I
understand that nonmembers who choose to object to paying the pro-rata portion
of regular Union dues or fees that are not germane to collective bargaining
will be entitled to a reduction in fees based on the aforementioned allocation
of expenditures, and will have the right to challenge the correctness of the
allocation. The procedures for filing such challenges will be provided by my
Local Union, upon request. 

I have read and understand the options
available to me and submit this application to be admitted as a member of the
Local Union. 

	
  

 	
  

 
	
 PRINT ______________________________________________________________________

 	
 Occupation ________________________

 
	
                               (LAST
 NAME)                 (FIRST
 NAME)                 (MIDDLE INITIAL)

 	
  

 
	
  

 	
  

 
	
 Street _______________________________________________________________________

 	
 Phone ____________________________

 
	
  

 	
  

 
	
 City _________________________________________________________________ State ______________ Zip Code _________________

 
	
 Employer ____________________________________________________________________

 	
 Employment
 Date _____________________________

 
	
  

 	
  

 
	
 Street _______________________________________________________________________

 	
 Phone ____________________________

 
	
  

 	
  

 
	
 City _________________________________________________________________ State ______________ Zip Code _________________

 

	
  

 	
  

 
	
 Initiation Fee $ __________________________________________

 	
 Paid to __________________________________________________

 
	
  

 	
  

 
	
 Date of Birth ____________________________________________

 	
 Social Security No._________________________________________

 

Have you ever been a member of a
Teamster Local Union? __________________________________________________________________

If yes, what Local Union No. ____________________________

	
  

 	
  

 	
  

 
	

 

 	
  

 	

 

 
	
 DATE OF
 APPLICATION

 	
  

 	
 SIGNATURE OF
 APPLICANT

 

	
  

 	
  

 	
  

 
	
 White Copy to
 Local Union

 	
 Yellow Copy to Local
 Union

 	
 Pink Copy to
 Applicant

 

	
  

 	
  

 	
  

 
	
 

 	
 CHECKOFF
 AUTHORIZATION
AND
 ASSIGNMENT

 	
 

 

I, _________________________________________________________________________ hereby authorize my employer to deduct from my
                 
                     
                       (Print Name)

wages each and every month an
amount
equal to the monthly dues, initiation fees and uniform assessments of Local Union
___________, and direct such amounts so deducted to be turned over each month
to the Secretary-Treasurer of such Local Union for and on my behalf. 

          This authorization is voluntary and
is not conditioned on my present or future membership in the Union. 

          This authorization and assignment
shall be irrevocable for the term of the applicable contract between the union
and the employer or for one year, whichever is the lesser, and shall
automatically renew itself for successive yearly or applicable contract periods
thereafter, whichever is lesser, unless I give written notice to the company
and the union at least sixty [60] days, but not more than seventy-five [75] days
before any periodic renewal date of this authorization and assignment of my
desire to revoke same. 

Signature _________________________________________________________________________________________________________ 

Social Security Number ________________________________________________________ Date ________________________________ 

Address __________________________________________________________________________________________________________ 

 City _________________________________________________________________ State ______________ Zip Code _________________ 

 Employer _________________________________________________________________________________________________________ 

          Union dues are not deductible as charitable contributions for Federal Income Tax purpose. 

	
  

 	
  

 	
  

 
	
 White Copy to Local Union

 	
 Yellow Copy to Company

 	
 Pink Copy to Applicant

 

EXHIBIT 5

OPERATING ENGINEERS DUES CHECK-OFF

AUTHORIZATION FOR PAYROLL DEDUCTION

INTERNATIONAL UNION OF OPERATING ENGINEERS 

LOCAL 547 – A, B, C, E, G, H

24270 W. Seven Mile Road • Detroit, Michigan 48219

I hereby voluntarily authorize my
Employer to deduct from my wages such initiation fees, union dues, and/or
authorized assessments which now or hereafter is established by said Union and
remit such deductions to: International Union of Operating Engineers Local 547
- A, B, C, E, G, H, assignee. This assignment and authorization is revocable by
me upon thirty (30) days written notice to the Employer and the Union.

Name (please print)
________________________________________________________________________________________________

Soc. Sec. No. ___________________________

Signature
________________________________________________________________________________________________________

Date ____________________

Employer ________________________________________________________________________ Employee
No. ____________________

 

APPLICATION FOR MEMBERSHIP

INTERNATIONAL UNION OF OPERATING ENGINEERS 

LOCAL 547 – A, B, C, E, G, H

I hereby make application to become
a member of Local 547 – A, B, C, E, G, H, of the International Union of
Operating Engineers, AFL-CIO, and hereby designate Local 547 to represent me
for the purpose of collective bargaining and in any and all other situations
that may arise under the operation of the National Labor Relations Act and/or
with any individual employer where the provisions of the National Labor Relations
Act are not involved. I recognize that I do not become an initiated member
until my initiation fee is paid in full and I am current in my dues.

Name (please
print)____________________________________ Soc. Sec. # ______________________ Birthdate
____________________

Address ______________________________________________________________________________________ Apt. #
_____________

City ___________________________________________ County
________________ State _________________ Zip _________________

Phone ___________________________________________ Work
__________________________ Pager __________________________

E-Mail Address ___________________________________________________________________________________________________

Employer ________________________________________________________________________ Date of Hire _____________________

Classification _____________________________________________________________________
Rate of Pay _____________________

Full Time / Part
Time          Number of hours
per day _____________________        Number of months worked per year ________________

If Bus Driver provide daily rate of
pay and number days per week ____________________________________________________________

Former Member of Local
547     yes/no          Contact
me regarding volunteering for Union Functions     yes/no

Signature
_____________________________________________________________________________ Date
______________________

 

79

EXHIBIT 6

MICHIGAN REGIONAL CARPENTERS 

AUTHORIZATION FOR CHECK OFF DUES

Date:

Greek Town Casino 

555 East Lafayette 

Detroit, Michigan 48207 

Dear Sir or Madam: 

I, the undersigned, authorize the United Brotherhood of Carpenters and
Joiners of America, or any of its affiliates within whose jurisdiction I may be
working, to represent me in collective bargaining with my present and future
employers. 

I hereby authorize my employer to deduct from my earnings all sums for
which I am obligated or shall become obligated by virtue of my membership in
the United Brotherhood of Carpenters and Joiners of America. Specifically, the
current negotiated dues check-off amount as well as $20.00 per month to pay my
Local union dues. 

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	

 

 	
  

 	

 

 
	
 Name - Please Print

 	
  

 	
 Signature

 
	
  

 	
  

 	
  

 
	
 Address:

 
	

 

 
	
  

 	
  

 	
  

 
	
 City

 	
  

 	
 State

 	
  

 	
   Zip  

 	
  

 
	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	

 

 	
  

 	

 

 	
  

 	
  

 	
  

 
	
 Social Security
 Number:

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 	
  

 

80

LETTER OF UNDERSTANDING

ARTICLE 5 – VACATION, HOLIDAYS
AND PERSONAL/SICK TIME

          Upon ratification of this Agreement,
current and active Team Members will receive one additional paid day off as a
“ratification bonus” to be used in a manner consistent with the Employer’s Paid
Personal/Sick Days policy as set forth in Article 5.03. 

          Team Members with “good attendance”
for the duration of each contract year following ratification earn one (1)
unpaid day off to be scheduled and used in the next contract year in the same
way as a Paid Personal/Sick day. A Team Member will be considered to have “good
attendance” if he/she receives three (3) points or less during the contract
year. Calculation of good attendance shall begin with the ratification date of
the Agreement and shall run for the period of the contract year. A new
calculation will start each year on the anniversary date of ratification of
this Agreement. During years subsequent to year one of the Agreement, the
Company will not consider discipline issued in prior contract years in
calculating good attendance. 

81

LETTER OF UNDERSTANDING

ARTICLE 5 – VACATION, HOLIDAYS
AND PERSONAL/SICK TIME

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

 (2) During negotiations the parties agreed to
add to Article 5.01. “FMLA” hours shall be counted as eligible “hours” for
purposes of satisfying the 1,800 hours requirement regarding the amount of paid
vacation time allotted to Team Members per year. Currently, the Employer’s
payroll system does not track FMLA as paid time, although a new system is being
implemented. As a result the parties agree that the benefit granted will be
implemented upon the payroll’s system ability to track paid FMLA hours versus
unpaid hours. In the event that the new payroll system isn’t implemented by
March 1, 2008, the Union will be so notified and alternative means of
processing the benefit will be discussed. During the interim period Team
Members who believe they have lost vacation time because of unpaid FMLA time
granted after October 17, 2007, should present documentation to the Labor
Relations Department for correction of the record. 

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

82

LETTER OF UNDERSTANDING

ARTICLE 5 – VACATION, HOLIDAYS
AND PERSONAL/SICK TIME

          The
parties agree that they will discuss at Labor/Management meetings the issues of
vacation scheduling opportunities and alternative work schedules, with the goal
of resolving Team Member issues within the context of the Employer’s
operational needs and business concerns. 

83

LETTER OF UNDERSTANDING

ARTICLE 22 – DISCIPLINE

          The Employer reaffirms that a Team
Member’s personnel file located in the Human Resources Department is the
official personnel file. 

          Further, the Employer agrees to
abide by the National Labor Relations Act as it relates to the production of
information, including surveillance tapes. 

84

LETTER OF UNDERSTANDING

TITO TICKETS

          Subject
to Michigan Gaming Control Board approval, Team Members who are already
authorized to accept tips may accept TITO Tickets as tips. 

85

LETTER OF UNDERSTANDING

PART-TIME TEAM MEMBERS

          The
parties agree that they will discuss at Labor/Management meetings the
fluctuating nature of business and the increasing need for part-time Team
Members to maximize operational efficiencies and growing labor costs. 

86

MEMORANDUM OF AGREEMENT

          THIS AGREEMENT is made and entered
into by and between Greektown Casino, L.L.C. (hereinafter called the “Company”) and the Detroit Casino Council
(hereinafter called the “Council”). 

          The parties hereby establish the
following procedure for the purpose of ensuring an orderly environment for the
exercise of employee rights under Section 7 of the National Labor Relations Act
and to avoid picketing and/or other economic action directed at enterprises
that are owned, managed, developed or controlled by the Company in the City of Detroit in the event
the Council decides to conduct an organizing campaign at such enterprises. 

          The parties mutually recognize that
national labor law guarantees employees the right to form or select any labor
organization to act as the employees’ exclusive bargaining representative for
the purpose of collective bargaining with the Company,
or to refrain from such activity. 

          The Company will take a neutral approach to unionization of
employees employed in classifications listed in Exhibit 1 of this Agreement.
The Company will inform such
employees that it has no objection to their selection of a collective
bargaining agent. The Company will
not take any action nor make any statement that will directly or indirectly
state or imply to such employees any opposition by the Company to the selection by such employees
of a collective bargaining agent, or preference for or opposition to any
particular Union as a bargaining agent. 

          The Council and its representatives
will not coerce or threaten any employee or make disparaging comments about the
Company in an effort to obtain
authorization cards. 

          Within ten (10) days following
receipt of a written request from the Council, the Company will furnish the Council with the following
information with respect to employees: 

	
  

 	
  

 
	
 (1)

 	
 Name;

 
	
  

 
	
 (2)

 	
 Current Address; 

 
	
  

 
	
 (3)

 	
 Current
 Department; 

 
	
  

 
	
 (4)

 	
 Current Job
 Classification. 

 

Upon request, the Company
will update the information monthly. 

87

          The Council or the appropriate
member Union(s), if applicable, may request recognition as the exclusive
bargaining agent for the employees in the traditional bargaining unit
represented by the Council or the appropriate member Union(s), if applicable,
in the casino, hotel and/or restaurant industry in Detroit, Michigan. A
disinterested, neutral party mutually satisfactory to the Company and the Council will be selected to
conduct a review of employees’ authorization cards and membership information
submitted by the Council in support of its claim to represent a majority of the
employees in the unit. 

          If a majority of employees in the
traditional bargaining unit represented by the Council have joined the Council
or designated it as their exclusive collective bargaining representative, and
the Company’s new operation
constitutes a stand-alone casino, the Company
will recognize the Council as such representative of the employees and will
extend to such employees the Collective Bargaining Agreement between the
Council and Greektown Casino together with any amendments agreed to by the
parties. If, however, the Company’s new operation is not a stand-alone casino,
but a hotel or restaurant facility, the Company
will recognize the Council’s appropriate member Union(s) as such
representative(s) of the Company’s
employees at the new operation. The Collective Bargaining Agreement between the
Council and Greektown Casino will not be automatically extended.  

          The Company will not file a petition with the National Labor
Relations Board for any election in connection with any demands for recognition
provided for in this Agreement. 

          During the life of this Agreement,
the Council will not engage in picketing or other economic activity at any
operation covered by this Agreement. It is expressly agreed and understood that
this Memorandum of Agreement, which shall expire on October 16, 2011, shall be inapplicable to any
enterprise of the Company outside
of Detroit, Michigan. 

          The parties agree that any disputes
over the interpretation or application of this Section shall be submitted to
arbitration, with James Statham, or any other mutually acceptable person, as
the arbitrator. The arbitrator shall have the authority to determine the
arbitration procedures to be followed. The arbitrator shall also have the
authority to order the non-compliant party to comply with this Section. The
parties hereto consent to the entry of any order of the arbitrator as the order
or judgment of the United States District Court for the appropriate
jurisdiction, without entry of findings of fact and conclusions of law. 

88

          IN WITNESS WHEREOF, the parties
hereto by their duly designated representatives have hereunto set their hands
this 1st day of November, 2003, in Wayne County, State of Michigan. 

	
  

 	
  

 	
  

 	
  

 
	
 FOR THE COMPANY

 	
 FOR THE COUNCIL

 
	
  

 	
  

 
	
 By:

 	
  

 	
 By:

 	
  

 
	
  

 	

 

 	
  

 	

 

 
	
  

 	
  

 	
  

 	
  

 
	
 Its:

 	
  

 	
 Its:

 	
  

 
	
  

 	

 

 	
  

 	

 

 

89

MEMORANDUM OF UNDERSTANDING

TEAM MEMBER PARKING

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

90

MEMORANDUM OF UNDERSTANDING

ARTICLE 6 – FUNERAL LEAVE

          The
undersigned parties hereby agree and understand that with respect to Funeral
Leave (Article 6), the Employer may require written documentation from the Team
Member. 

91

MEMORANDUM OF UNDERSTANDING

ARTICLE 29 – UNION ACTIVITY
(Council Button)

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

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

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Greektown Casino,
 LLC

 	
  

 	
  

 	
 Detroit Casino Council

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 BY:

 	
  

 	
  

 	
 BY:

 	
  

 
	
  

 	

 

 	
  

 	
  

 	

 

 
	
  

 	
      Norman Howard

 	
  

 	
  

 	
 Elizabeth Bunn

 

92

SIDE LETTER # 1

TEAM MEMBER ASSISTANCE PROGRAM
(“TMAP”)

          The
Employer and the Union hereby express their determination to work jointly to
combat personal problems including substance abuse, problem gaming, and
improving mental health among Team Members and their families. 

          Alcoholism
and drug dependency are recognized by medical, public health authorities,
Greektown and the Union as diseases. These diseases can impair Team Members’
abilities to function in their lives and on their jobs. 

          The causes
of personal problems including alcoholism, drug dependency, problem gaming and
mental health disorders are not well understood and cures are difficult.
Nonetheless, Greektown and the Union believe that constructive measures are
possible to deal with these problems, which can be a major cause of family
breakdown and are related to personal breakdown and violence in the community. 

          It is
important for the parties to this Agreement to: 

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 Generate a climate
 in the workplace, which strives to minimize the effects of the social stigma
 associated with mental disorders, problem gaming, alcoholism, drug
 dependency, and other personal problems, which act as barriers to Team
 Members seeking help to resolve such personal problems. 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 Insist that the
 joint organization at all levels exercise their best efforts toward the
 objective of earlier identification and motivation of Team Members to take
 advantage of Team Member Assistance Program (“TMAP”) services. 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 Assure confidentiality
 in working with Team Members. 

 
	
  

 	
  

 	
  

 
	
  

 	
 4.

 	
 Assist in
 developing educational and informational materials to use at the workplace. 

 
	
  

 	
  

 	
  

 
	
 I.

 	
 Objectives.

 

          The
objectives of this joint effort are to help Team Members and their families
develop healthier life styles and enhance the effectiveness of the workforce.
Further, the purpose of the TMAP is designed to help prevent the development of
personal problems and provide access for treatment and after care for those
already affected. 

93

          Greektown
and the Union acknowledge that neither
Management nor the Union working alone can always provide the level of
motivation required by Team Members experiencing personal problems. As a
result, joint efforts are imperative in encouraging the individuals to seek
TMAP services, as needed, to respond successfully to treatment and to maintain
a resolve to avoid further personal problems. 

	
  

 	
  

 
	
 II.

 	
 Guidelines.
 

 

          An
Advisory TMAP Team (“Team”) will be formed to facilitate the joint efforts. The
Team will be comprised of five (5) representatives from Greektown and five (5)
representatives from the Union. The Team will meet quarterly for the purpose of
developing workplace education and to provide direction and consultation
regarding the program. Team Members who participate in the Team are required to
undergo forty (40) hours of training in the initial year of this Collective
Bargaining Agreement and twenty-four (24) hours of training per year for the
duration of the contract term. Team Members will be compensated straight time
hourly rates for such training and for up to two (2) hours per quarter for Team
meetings. 

	
  

 	
  

 
	
 III.

 	
 Team Member Assistance Program
 Administration.

 

          Among
the responsibilities of the Team are to: 

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 Help Team Members understand that they may
 consult on a confidential basis with the TMAP vendor concerning the Team
 Member’s problem. 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 Work with the TMAP vendor to establish and
 maintain active after care and follow-up programs. The Team should help Team
 Members understand the therapeutic benefits of self-help groups and encourage
 such participation. 

 
	
  

 	
  

 	
  

 
	
 IV.

 	
 Acknowledgment. 

 
	
  

 	
  

 
	
           Greektown
 and the Union acknowledge that: 

 
	
  

 	
  

 
	
  

 	
 1.

 	
 Nothing in this statement is to be
 interpreted as constituting any waiver of Management’s right to enforce
 discipline or discharge as set forth in Article 22 or the right to invoke
 disciplinary measures in the case of misconduct which may result from or be
 associated with the use of alcohol, drugs or personal problems. The Union may
 exercise its right to process grievances concerning such matters in
 accordance with the grievance procedure set forth in Article 23. 

 

94

	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 During or
 following treatment the Team Member should not expect any special privileges
 or exemptions from standard personnel practices. 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 When a Team Member
 requests a leave of absence to undergo medical treatment for alcoholism, drug
 dependence, problem gaming or personal problems in or from an appropriate
 facility in accordance with this program, and when the Team Member has
 voluntarily submitted to such treatment, a leave of absence may be granted
 pursuant to Article 14 of this Collective Bargaining Agreement and the Team
 Member will be eligible for benefits in accordance with Article 14 (Leave of
 Absence). 

 
	
  

 	
  

 	
  

 
	
  

 	
 4.

 	
 A Team Member who
 is not working due to participation in TMAP services shall retain and accrue
 seniority and its related privileges in accordance with the Collective
 Bargaining Agreement between the parties provided in Article 14 (Leave of
 Absence). 

 
	
  

 	
  

 	
  

 
	
 V.

 	
 Additional
 Understandings. 

 
	
  

 	
  

 
	
           The
 following represents the understanding arrived at between the parties: 

 
	
  

 	
  

 
	
  

 	
 1.

 	
 A key ingredient
 in combating personal problems lies in education, early identification and
 early intervention. Accordingly, the Team will consult with the TMAP vendor
 to develop a comprehensive education and training program directed at all
 levels of management, the Union, and the work force. 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 TMAP will maintain
 appropriate standards of performance measured against the objective models
 identified by the Team and the TMAP vendor. 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 TMAP will provide
 Critical Incident Response Service to Team Members and their families in the
 event of a serious or traumatic event in the work place or the community by
 being available to respond to the situation twenty-four (24) hours a day and
 seven (7) days a week. 

 
	
  

 	
  

 	
  

 
	
 VI.

 	
 Special TMAP
 Conditions of Employment.

 
	
  

 	
  

 
	
           The
 following guidelines will be considered for individual cases/circumstances
 and may be included as conditions of continued employment as agreed to by
 Management, the Union and the Team Member: 

 
	
  

 	
  

 
	
  

 	
 1.

 	
 Participation in
 self-help meetings. Length of participation that will be required and
 frequency of meetings can be either specified 

 

95

	
  

 	
  

 	
  

 
	
  

 	
  

 	
 in advance or left
 up to the discretion of the TMAP vendor/provider.

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 Mandatory
 completion of an aftercare plan, which might include antabuse, recommended by
 a treatment facility and monitored by the TMAP vendor. 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 Mandatory cooperation
 in follow-up and monitoring for a period of time specified by the TMAP
 vendor. 

 
	
  

 	
  

 	
  

 
	
  

 	
 4.

 	
 A specific period
 of total non-use of alcohol or other drugs can be agreed to between the
 parties. The parties must concur with this probationary period which is
 defined as not less than six (6) months nor more than two (2) years and it
 must be understood by all parties that resumed use could result in
 termination of employment. 

 
	
  

 	
  

 	
  

 
	
  

 	
 5.

 	
 Any conditions of
 continued employment agreed to by Management, the Union, and the Team Member
 are considered contractually binding and non-compliance could result in
 disciplinary action up to and including discharge. The Team Member’s previous
 disciplinary record and action which may be taken for further misconduct will
 be reserved to the actual settlement of any dispute(s) involved and/or will
 be resolved between the Union and Human Relations. 

 
	
  

 	
  

 	
  

 
	
 VII.

 	
 Confidentiality.

 
	
  

 	
  

 
	
           All
 members of the Team must maintain the strictest confidentiality in
 participating in the activities of the TMAP Team.

 
	
  

 	
  

 
	
 VIII.

 	
 Michigan Gaming
 Control Board.

 
	
  

 	
  

 
	
           All
 provisions of this Side Letter are subject to the rules and regulations of
 the Michigan Gaming Control Board. 

 

96

SIDE LETTER # 2

ARTICLE 10 – MEALS AND BREAKS

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

97

SIDE LETTER # 3

ENGINEERS

          The parties
agree that the Engineer job classification shall be divided into the following
classifications based upon the specific qualifications and job functions
outlined below. Side Letter #3, and any other pertinent provision of the
Contract or its addendums, is to be modified to clarify that “Engineers”
jurisdiction does not include “Carpenter”, and shall be identified as a
separate craft within the Bargaining Unit, consisting of Carpenter I, Carpenter
II, Carpenter III and Carpenter-Lead (already identified within the “Engineers”
definition.

          A. Maintenance
Trainee. Maintenance Trainees are required, at a minimum, to possess a High
School Diploma or GED, and mechanical aptitude. The Employer will provide additional
on-the-job training to Maintenance Trainees. Maintenance Trainees will undergo
a six (6) month joint labor/management evaluation. A Maintenance Trainee shall
be included in one of the following Trainee classifications of Level I, Level
II, Level III and Level IV in accordance with the qualifications set forth in
paragraphs 1 – 4 below:

          1. Maintenance
Trainee Level I. A Maintenance Trainee shall be included in the Trainee
Level I classification upon being hired in accordance with the minimal
experience required above.

          2. Maintenance
Trainee Level II. A Maintenance Trainee shall be included in the Trainee
Level II classification based upon the following qualifications:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 8
 hours of classroom training in an approved building maintenance-related
 field.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 80
 hours of hands on experience with a Level II Engineer or better. Hours will
 be made available to Team Members to complete this provision. All paid hours
 for the day shall be counted towards hours. A sign-off sheet is required.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Passage of a test,
 created jointly by the Employer and the Union, with a 90% passage level
 required to move on to the next Maintenance Trainee Level. The test will be
 administered in a verbal question and answer format. The test may be retaken
 every 30 days.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Familiarity with
 building structures, including stairwells, pump rooms and knowledge of
 emergency procedures.

 

98

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 1040
 hours of paid time as a Maintenance Trainee Level I, which includes hours
 worked, vacation time, holiday time, and sick time – excluding Leaves of
 Absence.

 

          3. Maintenance
Trainee Level III. A Maintenance Trainee shall be included in the Trainee
Level III classification based upon the following qualifications:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 16
 hours of classroom training in an approved building maintenance-related
 field.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of an
 additional 120 hours of hands on experience with a Level II Engineer or
 better. Hours will be made available to Team Members to complete this
 provision. All paid hours for the day shall be counted towards hours. A
 sign-off sheet is required.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Selection of a
 specific field or trade to work in required.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Familiarity with
 safety equipment and procedures, including passage of a verbal question and
 answer examination. The test may be retaken every 30 days.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 1040
 hours of paid time as a Maintenance Trainee Level II, which includes hours
 worked, vacation time, holiday time, and sick time – excluding Leaves of
 Absence.

 

          4. Maintenance
Trainee Level IV. A Maintenance Trainee shall be included in the Trainee
Level IV classification based upon the following qualifications:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 32
 hours of classroom training in an approved building maintenance-related
 field.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 160
 hours of hands on experience with a Level III Engineer or better. Hours will
 be made available to Team Members to complete this provision. All paid hours
 for the day shall be counted towards hours. A sign-off sheet is required.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Passage of a
 verbal question and answer examination regarding basic tasks and knowledge
 related to the field or trade selected as a Level III Trainee. The test may
 be retaken every 30 days.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 1040
 hours of paid time as a Maintenance Trainee Level III, which includes hours
 worked, vacation time, holiday time, and sick time – excluding Leaves of
 Absence.

 

99

          B. Engineers.
Engineers are required to have a minimum of two (2) years experience of trade
related or building maintenance in the hospitality or service industry.
Engineers shall be included in one of the following classifications of Engineer
I, II, III or Lead Engineer in accordance with the qualifications set forth in
paragraphs 1 – 4 below.

          1. Engineer
I. Engineers shall include HVAC Techs, Plumbers, Electricians, Locksmiths,
Carpet Tech, and Painters. An Engineer shall be included in the Engineer I
classification based upon the following additional qualifications, whichever is
applicable:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Trade related
 certification.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Trade related
 license(s).

 

                  Carpenter
I. A Carpenter shall be included in the Carpenter I classification based
upon the following additional qualifications, whichever is applicable:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Trade related
 certification.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Trade related
 license(s).

 

                  Pit
Tech I. A Pit Tech Level I shall be included in this level of
classification with 6 months trade related experience.

          2. Engineer
II. Engineers shall include HVAC Techs, Plumbers, Electricians, Locksmiths,
Carpet Tech, and Painters. An Engineer shall be included in the Engineer Level
II classification based upon the following additional qualifications:

	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Engineer II –
 Engineer.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Minimum of 3-5
 years experience of trade related or building maintenance in the hospitality
 or service industry, or 3-5 years of trade experience.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Possession of a
 trade related license and certification. Five (5) years of trade experience
 may be an acceptable alternative for license requirements.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 K&R; 2-5 years
 experience.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 HVAC; CFC Type II
 or better qualification.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 HVAC; 3rd
 Class Refrigeration license.

 

100

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Electrician;
 passage of electrical courses.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Painters; experience
 in all phases of painting.

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Carpenter II.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Minimum of 3-5
 years experience of trade related or building maintenance in the hospitality
 or service industry.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Experience in all
 phases of carpentry.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 License or
 certification preferred, but not required.

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Engineer II – Pit
 Technician.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Minimum of 12
 months trade related experience.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Experience in all
 phases of pit technician work.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 License or
 certification preferred, but not required.

 

          3. Engineer
III – Journeymen. Engineers shall include HVAC Techs, Plumbers,
Electricians, Locksmiths, Carpet Tech, and Painters. Engineer III – Journeymen
engineers are required to have a minimum of eight (8) years experience of trade
related or building maintenance in the hospitality or service industry.
Engineers shall be included in the Engineer III – Journeymen classification
based upon the following additional qualifications:

	
  

 	
  

 	
  

 
	
  

 	
 a.

 	
 Engineer III –
 Engineer.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 License(s) and
 certificate(s) in trade required. Eight (8) years of experience may be an
 acceptable alternative for the license requirement.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Eight (8) years
 K&R experience.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 CFC type III or
 Universal Refrigeration Recovery license, unlimited refrigeration is required
 for HVAC positions. First Class Refrigeration license if applicable or
 Journeyman’s License.

 

101

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Electrician,
 Millwrights, Plumber, Locksmith, or Journeymen experience.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of 1000
 hours of accredited schooling.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Painter;
 experience in all phases of painting.

 
	
  

 	
  

 	
  

 
	
  

 	
 b.

 	
 Carpenter Level
 III.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Experience in all
 phases of carpentry.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 License and/or
 certification preferred, but not required.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of an
 accredited apprenticeship program in carpentry. Eight (8) years trade related
 experience may be an acceptable alternative for the apprenticeship
 requirement.

 
	
  

 	
  

 	
  

 
	
  

 	
 c.

 	
 Engineer III – Pit
 Technician.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Experience in all
 phases of Pit Technician work.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Minimum of 18
 months trade related experience.

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 License and/or
 certification preferred, but not required.

 

          4. Lead.
Lead Engineers are required to meet the minimum qualifications of an Engineer
Level III. Lead Engineers are required to be on duty when the Shift Supervisors
are not present. Lead Engineers shall not administer discipline or assist in
the disciplinary process, which is administered by Shift Supervisors. The
duties of Lead Engineers consist of on-the-job assignment and technical
leadership.

          C. A
Labor/Management Joint Training Committee shall meet as needed to discuss the
development of training classes and apprenticeship programs and the
establishment of appropriate criteria.

          D. An
Engineer/Carpenter reporting to work at other than their regular schedule will
be paid a minimum of four (4) hours pay or at least eight (8) hours when
reporting and working more than four (4) hours.

          E. For
purposes of layoff and recall, employees shall be laid off beginning with the
lowest classification to the highest classification within the Engineering
Department based on classification seniority and the ability to do the work.

102

          F.
The parties agree that members covered by this facilities department side
letter will receive a one-time tool allowance of $275 after 90 days of
employment, and, in addition, in each subsequent year, the Team Member will be
reimbursed up to $50 per year for tool replacement with the appropriate
receipts.

103

SIDE LETTER # 4

SLOT TECHNICIANS

          The parties
agree that the Slot Technician job classification at Greektown Casino shall be
divided into the following classifications based upon the specific
qualifications and job functions outlined below:

          A. Slot
Technician Trainee. There are four levels of Slot Technician Trainee. Slot
Technician Trainees are required, at a minimum, to possess a High School
Diploma or GED and to demonstrate mechanical aptitude. The Employer will
provide additional on-the-job-training to Slot Technician Trainees. A Slot
Technician Trainee shall be designated as a Level I, II, III, or IV based upon
his/her qualifications and experience as set forth below.

                    Slot
Technician Trainee Advancement. In order for a Slot Technician Trainee to
advance to the next Trainee Level or Technician Level I, the Team Member is
required to successfully complete, at the end of the six (6) month period, an
evaluation conducted by the Employer. If the Trainee does not successfully
complete that evaluation, the Trainee may remain in their current Slot
Technician Trainee position for an additional six (6) month period and then be
re-evaluated by the Employer.

                    If
the Trainee does not successfully complete the second evaluation, the Employer
may terminate the Trainee, provided, however, that if the Trainee transferred
into the Trainee position from another Greektown Casino job classification,
then (i) if the Trainee’s classification seniority level in that prior job
classification at the time of transfer was higher than the classification
seniority level of the least senior individual who holds a position in that
prior job classification when the Trainee fails the evaluation, the Employer
shall, in lieu of termination, transfer the Trainee back to that job
classification, thereby displacing the individual with lower seniority (who
will then be laid off but may apply for any vacant Greektown Casino job
position for which he/she is qualified), or (ii) if the Trainee is not so
entitled to transfer back to his/her prior job classification, the Trainee may
apply for any vacant Greektown Casino job position for which he/she is
qualified.

                    1.
Slot Technician Trainee-Level I. A Slot Technician Trainee having the
minimum qualifications set forth in subparagraph A above shall be designated as
a Slot Technician Trainee-Level I.

                    2.
Slot Technician Trainee-Level II. A Slot Technician Trainee having the
qualifications and experience set forth below shall be designated as a Slot
Technician Trainee-Level II.

104

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion (on the
 Trainee’s own time and at his/her own expense, subject to Article 18
 regarding tuition reimbursement) of either eight (8) hours of classroom
 training or a three (3) credit hour college level course, approved by the
 Employer, in an electronics-related field, and 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of six
 (6) months of paid work time as a Slot Technician Trainee-Level I.

 

                  3. Slot Technician Trainee-Level III. A
Slot Technician Trainee having the qualifications and experience set forth
below shall be designated as a Slot Technician Trainee-Level III:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion (on the
 Trainee’s own time and at his/her own expense, subject to Article 18
 regarding tuition reimbursement) of either an additional eight (8) hours of
 classroom training or a three (3) credit hour college level course (beyond
 that required to become a Slot Technician Trainee-Level II), approved by the
 Employer, in an electronics-related field, and 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of six
 (6) months of paid work time as a Slot Technician Trainee-Level II.

 

                  4.
Slot Technician Trainee-Level IV. A Slot Technician Trainee having the
qualifications and experience set forth below shall be designated as a Slot
Technician Trainee-Level IV:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion (on the
 Trainee’s own time and at his/her own expense, subject to Article 18
 regarding tuition reimbursement) of either an additional eight (8) hours of
 classroom training or a three (3) credit hour college level course (beyond
 that required to become a Slot Technician Trainee-Level III), approved by the
 Employer, in an electronics-related field, and

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of six
 (6) months of paid work time as a Slot Technician Trainee-Level III.

 

          B. Slot
Technician. There are four levels of Slot Technicians, inclusive of Senior
Lead. A Slot Technician shall be designated as a Level I, II, or III based upon
his/her qualifications and experience as set forth below. The Employer, in its
sole discretion, may, when a vacancy exists, promote a Slot Technician-Level
III to the position of Slot Technician-Senior Lead.

105

                  1.
Slot Technician-Level I. A Slot Technician having the following
qualifications and experience shall be designated as a Slot Technician-Level I:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of a
 minimum of one (1) year of experience as a casino Slot Technician (or
 equivalent position), plus electronics experience and training and/or
 certifications as mandated by the Employer, plus successful completion of an
 evaluation by the Employer, or

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of six
 (6) months of paid work time as a Slot Technician Trainee-Level IV.

 

                  2.
Slot Technician-Level II. A Slot Technician having the following
qualifications and experience shall be designated as a Slot Technician-Level
II:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of a
 minimum of two (2) years of experience as a casino Slot Technician (or
 equivalent position), plus electronics experience and training and/or
 certifications as mandated by the Employer, plus successful completion of an
 evaluation by the Employer, or

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of six
 (6) months of paid work time as a Slot Technician Trainee-Level IV followed
 by completion of one (1) year of paid work time as a Slot Technician-Level I.

 

                  3.
Slot Technician-Level III (Journeyman). A Slot Technician having the
following qualifications and experience shall be designated as a Slot
Technician-Level III:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of a
 minimum of three (3) years of experience as a casino Slot Technician (or
 equivalent position), plus extensive electronics knowledge and experience in
 electronics troubleshooting and training and/or certification as mandated by
 the Employer, plus successful completion of an evaluation by the Employer, or

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of six
 (6) months of paid work time as a Slot Technician Trainee-Level IV, followed
 by completion of one (1) year of paid work time as a Slot Technician-Level I,
 and followed by completion of one (1) year of paid work time as a Slot
 Technician-Level II.

 

106

                  4.
Slot Technician-Senior Lead. A Slot Technician having the following
qualifications may be promoted to the Slot Technician-Senior Lead position
should a vacancy exist:

	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of a
 minimum of three (3) years experience as a casino Slot Technician (or
 equivalent position), plus extensive electronics knowledge and experience in
 electronics troubleshooting and training and/or certification as mandated by
 the Employer, plus successful completion of an evaluation by the Employer, or
 

 
	
  

 	
  

 	
  

 
	
  

 	
 •

 	
 Completion of six
 (6) months of paid work time as a Slot Technician Trainee-Level IV, followed
 by completion of one (1) year of paid work time as a Slot Technician-Level I,
 followed by completion of one (1) year of paid work time as a Slot
 Technician-Level II, and followed by completion of six (6) months of paid
 work time as a Slot Technician-Level III.

 

                    A
Slot Technician-Senior Lead in the absence of the supervisor, is responsible
for distributing and overseeing the assigned work on the shift. A Slot
Technician-Senior Lead shall not, however, administer discipline or assist in
the disciplinary process (it being understood that notifying supervisors of
improper behavior or being present when discipline is administered shall not be
deemed to be “assisting in the disciplinary process”).

          C.
The parties agree that Slot Technicians will receive a one-time tool allowance
of $100. Additionally, in each subsequent year, Slot Technicians will be
reimbursed up to $25 per year for tool replacements following submission of the
appropriate receipts.

 

107

SIDE LETTER # 6

SUBCONTRACTING

          The parties
expressly agree that this Agreement shall not extend to owners of businesses,
including restaurants, that have existing leasing arrangements with the
Employer as of the date of March 5, 2002. 

          It is
further agreed that, after ratification, the Employer may lease its “store
front space” in the parking garage and that this Agreement shall not extend to
such leases or their employees. Union organizing activities shall be confined
to the immediate entry points of such establishments and shall specifically
exclude any activities at the Greektown Garage on Brush Street.

108

SIDE LETTER # 7

GREEKTOWN VALET DEPARTMENT

          For the
purpose of addressing mutual problems and problem solving within the Valet
Department, the Company and the Union agree to the following: 

Mandatory Meetings 

          The Union
and the Employer will hold meetings at off peak hours under the following
conditions: 

	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 1.

 	
 Bi-monthly or as needed to promote labor-management cooperation.
 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 2.

 	
 Agenda items to be
 exchanged 72 hours prior to the scheduled meeting. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 3.

 	
 Consistent core
 committee. (Guests will be welcome.) Guests and non-union Stewards time will
 not be compensated by the Company. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 4.

 	
 Ninety (90) minute
 time limit per meeting. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 5.

 	
 The mission will
 be problem solving; i.e. accidents, lost keys, tipping procedures, department
 operations, working conditions and guest service ideas. Issues addressed
 within the Grievance Procedure or other Joint Management/Union Committees
 will not be agenda subjects. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 6.

 	
 The
 Union and the Employer will explore alternative notification methods to
 improve communication in the Valet Department.

 

Seniority 

          Lane
Attendant/Valet Driver classification merged for seniority purposes only as it
pertains to Team Members who desire to return to a prior held classification. 

Bidding 

          Once a year
mandatory shift bid to be held in March to go in effect the first week in April
(for Dispatch and Lane Attendants). 

109

SIDE LETTER # 8

DUAL RATE SUPERVISORS

          A Team
Member promoted to the classification of Dual Rate Supervisor shall be excluded
from the bargaining unit. Dual Rate Supervisors shall enforce Michigan Gaming
Control Board regulations and Employer Policies and Procedures, but shall not
be directly involved in disciplining bargaining unit Team Members. Dual Rate
Supervisors shall comprise no more than twenty percent (20%) of Table Gaming
Supervisors. 

          Within the
90 calendar day period following promotion to Dual Rate Supervisor, if the Team
Member notifies the Employer that he/she does not desire to remain in that
position, or if the Employer determines that the Team Member is not performing
satisfactorily, the Team Member shall be transferred back to his or her
original Table Games classification within the bargaining unit, without loss of
classification seniority. 

          Dual Rate
Supervisors shall not perform bargaining unit work in their previous classification
more than an average of one shift per week during any quarter. A Dealer will
not be used to shadow or otherwise “train” a Dual Rate Supervisor working in a
dealing position. 

          If after 90
days, a Dual Rate Supervisor determines that he/she would be better served to
return to the Dealer classification, he/she may apply for a Dealer position if
an opening exists for their particular skills. They must be in good standing
with the Employer. 

          If a Dual
Rate Supervisor returns to the Dealer classification after 90 calendar days of
Dual Rate Supervisor service, they forfeit their classification seniority and
receive a new seniority number based upon their return date into the
classification. 

110

SIDE LETTER # 9

PRO RATA VACATION PAY CALCULATION

          The parties
agree that pro rata vacation time shall be calculated as follows: 

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 The number of
 hours worked by part-time Team Members shall be divided by 2080 hours, which
 is the maximum number of annual hours worked by regular full-time Team
 Members. 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 The sum reached in
 Number 1 above, shall be divided by 86.5%, which is the sum of 1800 hours
 divided by 2080 hours. 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 The sum reached in
 Number 2 above, shall be multiplied by the number of vacation days the Team Member
 is eligible to use based upon completed years of continuous service. 

 
	
  

 	
  

 	
  

 
	
  

 	
 4.

 	
 The sum reached in
 Number 3 above, equals the amount of pro rated vacation time that a part-time
 Team Member working less than 1800 annual hours is eligible to use. 

 

111

SIDE LETTER # 10

CLASSIFICATION NAMES, SKILLS,
EXPERIENTIAL REQUIREMENTS AND 

PAY RATES FOR DCC DEALERS

	
  

 	
  

 
	
 1.

 	
 Greektown and the
 Council agree that a Dealer with the ability to deal multiple Game Types (as
 defined in 4.[a] below) brings value to the position, flexibility in
 scheduling and variety in the work that is performed. 

 
	
  

 	
  

 
	
 2.

 	
 Dealer
 Classifications. To meet the procedural and operational needs of
 the Company, Dealers must achieve a minimum number of hours of live dealing
 experience (“experiential requirements”) and satisfy the required level of
 proficiency for the applicable Game Type. Upon achieving the required
 proficiency level and experiential requirements for the applicable Game Type,
 a Dealer will qualify for an increased rate of pay based on the parity
 principle in accordance with the classifications set forth in the chart
 below: 

 

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Classification

 	
  

 	
 Game Types

 	
  

 	
 Proficiency Requirements

 	
  

 	
 Experiential Requirements

 
	

 

 	

  

 	

 

 	

  

 	

 

 	

  

 	

 

 
	
 Dealer Trainee 

 	
  

 	
 Any initial single Game Type

 	
  

 	
 Successfully completed approved
 training course

 	
  

 	
 Less than 1000 hours of dealing
 experience in the applicable Game Type.

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Dealer I 

 	
  

 	
 Craps

 	
  

 	
 Proficient in dealing Craps

 	
  

 	
 Completion of 1000 hours of live
 dealing experience in Craps as defined in 4 (a).

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Blackjack

 	
  

 	
 Proficient in dealing Blackjack

 	
  

 	
 Completion of 1000 hours of live
 dealing experience in Blackjack as defined in 4 (a).

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Baccarat

 	
  

 	
 Proficient in dealing any
 variation of Baccarat

 	
  

 	
 Completion of 1000 hours of live
 dealing experience in any variation of Baccarat as defined in 4 (a).

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Carnival Games

 	
  

 	
 Proficient in dealing Carnival
 Games

 	
  

 	
 Completion of 1000 hours of live
 dealing experience in Carnival Games as defined in 4 (a).

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Roulette

 	
  

 	
 Proficient in dealing Roulette

 	
  

 	
 Completion of 1000 hours of live
 dealing experience in Roulette as defined in 4 (a).

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 Classic Poker

 	
  

 	
 Proficient in dealing any
 variation of Classic Poker

 	
  

 	
 Completion of 1000 hours of live
 dealing experience in any variation of Classic Poker as defined in 4 (a).

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Dealer II 

 	
  

 	
 Any Two Game Types as defined in
 4 (a)

 	
  

 	
 Proficient in dealing any Two
 Game Types as defined in 4(a)

 	
  

 	
 Completion of 300 hours of live
 dealing in the second Game Type.

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Dealer III 

 	
  

 	
 Any Three Game Types as defined
 in 4 (a)

 	
  

 	
 Proficient in dealing any Three
 Game Types as defined in 4(a)

 	
  

 	
 Completion of 300 hours of live
 dealing in the third Game Type.

 
	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Dealer IV 

 	
  

 	
 Any Four Types as defined in 4
 (a)

 	
  

 	
 Proficient in dealing any Four
 Types as defined in 4(a)

 	
  

 	
 Completion of 300 hours of live
 dealing in the fourth Game Type.

 

	
  

 	
  

 
	
 3.

 	
 Dealer
 Classification Allocation. There is no percentage requirement of positions
 per Dealer classification except for Dealer IV. 

 

	
  

 	
  

 	
  

 
	
 Dealer Classification

 	
  

 	
 Maximum Percentage of Positions

 
	

 

 	

  

 	

 

 
	
 Dealer IV 

 	
  

 	
 Not to exceed 20% of the Dealer Population

 

112

	
  

 	
  

 	
  

 
	
 4.

 	
 (a)

 	
 Game Type
 Definitions. 

 

	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Game Type

 	
  

 	
 Definition

 	
  

 	
 Experiential Requirements

 
	

 

 	

  

 	

 

 	

  

 	

 

 
	
 Baccarat 

 	
  

 	
 Proficient in dealing Blackjack
 and any commissioned variation of Baccarat

 	
  

 	
 For Dealer I Position:
1000 hours
of live dealing experience with no less than 150 hours in Baccarat or Mini
Baccarat and some time spent in each other variation of Baccarat. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 For Dealer II, Dealer III or
Dealer IV Position:
300 hours of live dealing experience with no less than 100 hours in Baccarat or
Mini Baccarat and some time spent in each other
variation of Baccarat. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Blackjack 

 	
  

 	
 Proficient in dealing Blackjack
 and any variation of Blackjack

 	
  

 	
 For Dealer I Position:
1000 hours
of live dealing experience with no less than 150 hours in Blackjack and some
time spent in each other variation of Blackjack. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 For Dealer II, Dealer III or
Dealer IV Position:
300 hours of live dealing experience with no less than
100 hours in Blackjack. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Carnival Games 

 	
  

 	
 Proficient in dealing three or
 more Carnival Games (e.g. Pai Gow Poker, Caribbean Stud, Let It Ride, Three
 Card Poker)

 	
  

 	
 For Dealer I Position:
1000 hours
of live dealing experience with no less than 200 hours each in three or more Carnival
Games. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 For Dealer II, Dealer III or
Dealer IV Position:
At least 300 hours of live dealing experience with at
least 100 hours each in three or more Carnival Games. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 ~

 	
  

 	
 Proficient in dealing all
 variations of Craps

 	
  

 	
 For Dealer I Position:
1000 hours
of live dealing experience in Craps with some time being spent in each
variation of Craps. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 For Dealer II, Dealer III or
Dealer IV Position:
300 hours of live dealing experience in Craps with some
time being spent in each variation of Craps. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Roulette 

 	
  

 	
 Proficient in dealing Single Zero
 or Double Zero Roulette and all other variations of Roulette

 	
  

 	
 For Dealer I Position:
1000 hours
of live dealing experience in Roulette with some time being spent in each
variation of Roulette. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 For Dealer II, Dealer III or
Dealer IV Position:
300 hours of live dealing experience in Roulette with
some time being spent in each variation of Roulette. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
 Classic Poker 

 	
  

 	
 Proficient in dealing any
 variation of Classic Poker

 	
  

 	
 For Dealer I Position:
1000 hours
of live dealing experience in any variation of Classic Poker. 

 
	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
  

 	
 For Dealer II, Dealer III or
Dealer IV Position:
300 hours of live dealing experience in any variation of
Classic Poker. 

 

	
  

 	
  

 	
  

 
	
  

 	
 (b)

 	
 New Game Types. When Greektown decides to
 introduce a new table game, the Labor Management Committee shall meet and
 confer regarding the assignment of the new game to a particular Game Type, as
 defined in 4. (a). After consultation with the Labor Management Committee,
 the Company has the authority to make the final decision regarding the
 assignment of the new game to a particular Game Type. 

 
	
  

 	
  

 	
  

 
	
 5.

 	
 Training For
 Initial Game Type. The Company may provide training to qualified
 candidates from inside and outside the Company at no charge. Training classes
 are offered on an as-needed basis, by seniority and shift, as determined by
 the Company. Training time is unpaid. 

 

113

	
  

 	
  

 	
  

 	
  

 
	
  

 	
 (a)

 	
 Selection for
 Initial Game Type Training. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (1)

 	
 In-house
 Candidates. In-house applications are accepted for initial Game Type training on
 a first-come first-served basis. House seniority is used to select training
 class members in the event that more applications are received than openings
 in a training class. In-house applicants must meet the Company’s internal
 policy requirements for a position transfer, and successfully complete a
 mathematical aptitude test and departmental interview. If a transferee moves
 into a position requiring an initial or different MGCB license, the applicant
 must satisfy the licensing requirements of the MGCB. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (2)

 	
 Outside Candidates. Outside candidates must meet the
 Company’s recruiting requirements (including drug testing and background
 checks), and successfully complete a mathematical aptitude test. Outside
 candidates must also satisfy the licensing requirements of the MGCB. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 (b)

 	
 Determining
 Proficiency in Initial Game Type. Once a candidate has successfully completed the
 initial Game Type training and is transferred or hired into the Dealer
 Trainee classification, the Dealer Trainee is scheduled on the game for which
 he or she has been trained. Supervisors coach and assist Dealer Trainees to
 become proficient. Supervisors communicate with Casino Management regarding
 the progress of the Dealer Trainees. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (1)

 	
 Informal
 evaluation. Informal evaluation of Dealer Trainees is periodic and at the
 Company’s discretion. At any time during the 1000-hour training period for an
 Initial Game Type, a Supervisor may determine that a Dealer Trainee is not
 improving in skill and level of proficiency, and is therefore posing a risk
 to the Company. The Supervisor communicates with Casino Management who
 observes the Dealer Trainee live or through a videotape review. If Casino
 Management determines that the Dealer Trainee poses a risk to Company
 operations and does not show the aptitude necessary for reaching the required
 level of proficiency, the Dealer Trainee may either be re-assigned or
 terminated. The Company has sole discretion to determine the action to be
 taken. The foregoing is 

 

114

	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 subject, however,
 to the provisions of subparagraph (4) below.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (2)

 	
 Formal Evaluation. Formal evaluation of Dealer
 Trainees is completed at three intervals: two Intermediate Evaluations and a
 Final Evaluation shortly after a Dealer Trainee has completed 1000 hours of
 dealing a particular Game Type. The two Intermediate Evaluations are
 corrective and coaching in nature. However, either of the Intermediate
 Evaluations may form the basis upon which the Company determines that a
 Dealer Trainee does not show the aptitude necessary for reaching the required
 level of proficiency. The Dealer Trainee may either be re-assigned or
 terminated. The Company has the sole discretion to determine the action to be
 taken. The foregoing is subject, however, to the provisions of subparagraph
 (4) below. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (3)

 	
 Final Evaluation. The Final Evaluation forms the
 basis upon which the Company determines whether or not the Dealer Trainee
 meets the required proficiency level. If the proficiency requirements are
 met, then the Dealer Trainee is advanced to the Dealer I classification. If
 the requirements are not met, the Dealer Trainee will be re-assigned or
 terminated. The Company has the sole discretion to determine the action to be
 taken. The foregoing is subject, however, to the provisions of subparagraph
 (4) below. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (4)

 	
 If a Dealer
 Trainee who transferred from another Greektown Casino job classification (a
 “Transferee”) notifies the Company during the initial 30-day period in which
 the Transferee is acquiring his/her 1000 hours of dealing experience that
 he/she desires to transfer back to his/her prior job classification, the
 Transferee shall be transferred back to that job classification (thereby
 causing the displacement of the individual in that job classification with
 the lowest seniority). If the Company determines pursuant to subparagraph
 (1), (2) or (3) above that a Transferee should be reassigned or terminated
 then (i) if the determination is made during the initial 30-day period in which
 the Transferee is acquiring his/her 1000 hours of dealing experience, the
 Transferee shall be transferred back to his/her prior job classification
 (thereby displacing the individual in that classification with the lowest
 seniority), and (ii) if the determination is made after that initial 30-day
 period but 

 

115

	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 prior to
 expiration of the initial 90 day period in which the Transferee is acquiring
 his/her 1000 hours of dealing experience, then the Transferee will not be
 transferred back to his/her prior job classification but may apply for any
 vacant Greektown Casino job position for which he/she is qualified and will
 have recall rights to his/her former job classification for one year or the
 time period he/she was in that former job classification, whichever period is
 shorter.

 
	
  

 	
  

 	
  

 	
  

 
	
 6.

 	
 Training for
 Subsequent Game Types. This Section applies to Dealers who have attained
 the Dealer I classification or higher. Dealers may apply for training for any
 game for which the company offers training. (A dealer who applies for
 training and then does not complete the training will not be eligible to
 re-apply for any Dealer training for the one-year period commencing on the
 date his/her training class commenced.) Training is unpaid by the Employer. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 (a)

 	
 Selection for
 Subsequent Game Type Training. Department Seniority is used to select training
 class members. Department Seniority is defined as the date that a Team Member
 was hired or transferred into the Table Games Department. The last four
 digits of the Social Security Number, the lower number being the most senior,
 established Department Seniority for Team Members with the same hire or
 transfer date. The opportunity to learn a subsequent Game Type is only
 offered to Dealers in good standing with the Company. Good standing is
 defined as having no formal discipline for one year (or the period of time
 for which the Dealer has worked for the Company if between six months and one
 year, but not less than six months) and having an attendance record acceptable
 to the Company. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 (b)

 	
 Scheduling
 Subsequent Game Type Training. The Company will make a reasonable effort to
 schedule subsequent Game Type trainees in their new games so they may improve
 their skills and achieve the required levels of proficiency. However, the
 Company reserves the right to schedule work to accommodate sick calls and
 leaves of absence and to ensure that the maximum number and optimum mix of
 table games are open at all times. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
 (c)

 	
 Determining
 Proficiency in Subsequent Game Types. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (1)

 	
 Informal
 Evaluation. Informal evaluation of subsequent Game Type trainees is periodic and
 at the Company’s discretion. At any time during the 300-hour training period
 for subsequent Game Types, a Supervisor may 

 

116

	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
  

 	
 determine that a
 Dealer is not improving in skill and level of proficiency, and is posing a
 risk to the Company. The Supervisor communicates with Casino Management who
 observes the Dealer live or through videotape review. If Casino Management
 determines that the Dealer poses a risk to Company operations and does not
 show the aptitude necessary for reaching the required level of proficiency in
 the subsequent Game Type, the Dealer will be removed from the schedule for
 such subsequent Game Type assignments. The Dealer will maintain his or her
 current Dealer classification. The Company has the sole discretion to
 determine the action to be taken.

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (2)

 	
 Formal Evaluation. Formal evaluation of subsequent
 Game Type trainees is completed at two intervals: an Intermediate Evaluation
 and a Final Evaluation shortly after the Dealer has completed 300 hours of
 dealing a subsequent Game Type. The Intermediate Evaluation is corrective and
 coaching in nature. However, the Intermediate Evaluation may form the basis
 upon which the Company determines that a subsequent Game Type Trainee does
 not show the aptitude necessary to continue and is removed from the schedule
 for such subsequent Game Type assignments. The Dealer will maintain his or
 her current Dealer classification. The Company has the sole discretion to
 determine the action to be taken. 

 
	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 (3)

 	
 Final Evaluation. The Final Evaluation forms the
 basis upon which the Company determines whether or not the subsequent Game
 Type Trainee meets the required proficiency level. If the proficiency
 requirements are met, then the Dealer is advanced to the appropriate
 classification. If the requirements are not met, the subsequent Game Type
 Trainee will maintain his or her current Dealer classification. The Company
 has the sole discretion to determine the action to be taken. 

 
	
  

 	
  

 	
  

 	
  

 
	
 7.

 	
 Vacancies on
 Shifts. Vacancies on shifts will be posted periodically. “Qualified Dealers”
 may bid for vacant shifts. “Qualified Dealers” are dealers who have met the
 Proficiency Requirements and Experiential Requirements for all games listed
 in the applicable posting. Positions will be awarded on the basis of
 Department Seniority. 

 

117

SIDE LETTER # 11

LUMP SUM PAYMENT

          Team
Members employed on the date of ratification of this Agreement will receive a lump
sum payment as follows: 

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 Full-time Team
 Members who are on the payroll on the date of ratification of this Agreement
 (including those on approved leaves of absence) who have been employed for
 one year or more on that date, will receive a lump sum payment of $500 on February 25, 2008. Additionally, on April
 21, 2008 each Full-time Team Member shall be paid an additional one-time
 payment of $500. Lastly, on the second pay period for October 2008, each
 Full-time Team Member shall receive a one-time payment of $200.

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 Full-time Team
 Members who are on the payroll on the date of ratification of this Agreement
 (including those on approved leaves of absence) but have not yet completed
 one year of employment will receive lump sum payments totaling $1,200 in separate checks pursuant to a similar schedule as described
 in Pargaraph 1 upon completion of one year of employment; 

 
	
  

 	
  

 	
  

 
	
  

 	
 3. 

 	
 Part-time Team
 Members who are on the payroll on the date of ratification of this Agreement
 (including those on approved leaves of absence) who have been employed for
 one year or more on that date will receive a lump sum payment of $400 on February 25, 2008. Additionally, on April
 21, 2008, each Part-time Team Member shall be paid an additional one-time
 payment of $400. Lastly, on the second pay period for October 2008, each
 Part-time Team Member shall receive a one-time payment of $160. 

 
	
  

 	
  

 	
  

 
	
  

 	
 4.

 	
 Part-time Team
 Members who are on payroll on the date of ratification of this Agreement
 (including those on approved leaves of absence) but have not yet completed
 one year of employment will receive lump sum payments totaling $960 in separate checks pursuant to a similar schedule as described
 in Paragraph 3 upon completion of one year of employment. 

 

118

SIDE LETTER # 12

FOOD OUTLETS

          The
parties agree that the food outlets listed in this letter are deemed Employer
operated food outlets for purposes of Article 32: 

	
  

 	
  

 	
  

 
	
  

 	
 1.

 	
 Room
 Service 

 
	
  

 	
  

 	
  

 
	
  

 	
 2.

 	
 Hotel
 Restaurant 

 
	
  

 	
  

 	
  

 
	
  

 	
 3.

 	
 Buffet
 

 
	
  

 	
  

 	
  

 
	
  

 	
 4.

 	
 Lounge
 

 
	
  

 	
  

 	
  

 
	
  

 	
 5.

 	
 Trappers
 

 
	
  

 	
  

 	
  

 
	
  

 	
 6.

 	
 Alley
 Grille 

 
	
  

 	
  

 	
  

 
	
  

 	
 7.

 	
 Grapevine
 

 
	
  

 	
  

 	
  

 
	
  

 	
 8.

 	
 Pantheon

 

119

SIDE LETTER # 13

HOTEL CLASSIFICATIONS

	
  

 	
  

 
	
  

 	
 Bellman
 

 
	
  

 	
  

 
	
  

 	
 Bell
 Captain 

 
	
  

 	
  

 
	
  

 	
 Guest
 Room Attendant 

 
	
  

 	
  

 
	
  

 	
 Housekeeping/House
 Person 

 
	
  

 	
  

 
	
  

 	
 Linen
 Runner/Linen Sorter 

 
	
  

 	
  

 
	
  

 	
 Utility
 Porter 

 
	
  

 	
  

 
	
  

 	
 Banquet
 House Person 

 
	
  

 	
  

 
	
  

 	
 Front
 Desk Representative 

 
	
  

 	
  

 
	
  

 	
 Banquet
 Bartender 

 
	
  

 	
  

 
	
  

 	
 Banquet
 Server 

 
	
  

 	
  

 
	
  

 	
 Room
 Service Server 

 
	
  

 	
  

 
	
  

 	
 Room
 Service Order Taker 

 
	
  

 	
  

 
	
  

 	
 Lounge
 Server 

 

The wage rates for the above classifications
will be the most favored rate for the Employer paid by either MotorCity or MGM
Grand. 

Hotel classifications and wages will be
incorporated in Exhibit 1 of the Collective Bargaining Agreement. 

120

SIDE LETTER # 14

GREEKTOWN/HOTEL COMPLEX

          Employees
employed at Greektown Casino covered by this agreement shall have priority in
their right to transfer to a bargaining unit job classification or to be
promoted to such classification in the casino/hotel complex pursuant to the
terms of Article 7 contained in this Agreement. 

          In
the event transfers cause an adverse impact on casino operations, the parties
will meet to resolve the issue. 

121

SIDE
LETTER # 15

ARTICLE
8 – WAGES

          The
Employer agrees that the retroactive payments and lump sum payments referenced
in Article 8 of the parties’ Collective Bargaining Agreement will be made in
separate payments from the Team Member’s bi-weekly pay. 

122

SIDE
LETTER # 16

ARTICLE
8 – WAGES

          The
Employer agrees as a ratification incentive for the bonus deferral to provide
each current Team Member one paid Birthday off to be scheduled and used in year
one or two of this contract (not both years) in accordance with the Employer’s
Paid Personal/Sick Day Policy. 

123

SIDE
LETTER # 17

JOB
CLASSIFICATION FAMILIES

          For
purposes of layoff, the following job families will be treated as one
classification, in accordance with their house seniority, provided they have
the qualification to perform satisfactorily the available work. Employees
affected by the layoff can displace employees with lower seniority in lower
classifications within the job family, but not higher-level classifications
within the job family. 

	
  

 	
  

 	
  

 
	
 JOB
 FAMILIES

 	
  

 	
 CLASSIFICATIONS
 INCLUDED

 
	

 

 	
  

 	

 

 
	
  

 	
  

 	
  

 
	
 Table
 Games

 	
  

 	
  

 
	
  

 	
  

 	
  

 
	
 Dealer

 	
  

 	
 Dealer
 Trainee, Dealer I-IV

 
	
  

 	
  

 	
  

 
	
 Slots

 	
  

 	
  

 
	
  

 	
  

 	
  

 
	
 Slots
 Technician

 	
  

 	
 Slot
 Technician Trainee I-IV, Slot Technician I-III

 
	
  

 	
  

 	
  

 
	
 Food

 	
  

 	
  

 
	
  

 	
  

 	
  

 
	
 Cook

 	
  

 	
 Cook
 I-III

 
	
  

 	
  

 	
  

 
	
 Server
 (Buffet)

 	
  

 	
 Server
 I, Room Service, Banquet Server

 
	
  

 	
  

 	
  

 
	
 Server
 (Fine Dining)

 	
  

 	
 Server
 II, III, Server I, Banquet Server, Room Service Server

 
	
  

 	
  

 	
  

 
	
 Server
 (Cocktail)

 	
  

 	
 Cocktail
 Services, Lounge Server

 
	
  

 	
  

 	
  

 
	
 Bussers
 (EDR/Buffet)

 	
  

 	
 VIP
 Café/Buffet Busser

 
	
  

 	
  

 	
  

 
	
 Bussers
 (Fine Dining)

 	
  

 	
 Busser/Buffet
 Busser

 
	
  

 	
  

 	
  

 
	
 Host/Hostess
 (Buffet)

 	
  

 	
 Host/Hostesses
 (Buffet)

 
	
  

 	
  

 	
  

 
	
 Host/Hostess
 (Fine Dining) (Buffet)

 	
  

 	
 Host/Hostess
 (Fine Dining), Host Cashier

 

124

	
  

 	
  

 	
  

 
	
 All
 Dining Establishments:

 	
  

 	
  

 
	
  

 	
  

 	
  

 
	
 Beverage

 	
  

 	
  

 
	
  

 	
  

 	
  

 
	
 Bartender

 	
  

 	
 Specialty
 Bartender, Bartender, Banquet Bartender, Barback

 
	
  

 	
  

 	
  

 
	
 Facilities

 	
  

 	
  

 
	
  

 	
  

 	
  

 
	
 Engineering

 	
  

 	
 Company
 designates specific skills required for business necessity

 
	
  

 	
  

 	
  

 
	
 Warehouse
 Persons

 	
  

 	
 Inventory
 Control Clerk, Retail Inventory Control Clerk, Receiver, Receiving Attendant,
 Warehouse Attendant

 
	
  

 	
  

 	
  

 
	
 EVS

 	
  

 	
 EVS
 Lead, Porter and Heavy Cleaner/Specialist

 
	
  

 	
  

 	
  

 
	
 Housekeeping

 	
  

 	
 Houseperson/Linen
 Sorter/Linen Runner/Utility Porter, Guest Room Attendant

 
	
  

 	
  

 	
  

 
	
 Stewarding

 	
  

 	
 Lead
 Steward, Heavy Cleaner Specialist, Stewarding Utility Person

 
	
  

 	
  

 	
  

 
	
 Guest
 Interface

 	
  

 	
 Communication
 Operator Lead, Communication Operator, Slot Club Representative, Front Desk
 Representative

 
	
  

 	
  

 	
  

 
	
 Valet

 	
  

 	
 Valet
 Attendant, Lane Attendant, Dispatcher

 
	
  

 	
  

 	
  

 
	
 Hotel

 	
  

 	
  

 
	
  

 	
  

 	
  

 
	
 Front
 Services Attendant (Bellman)

 	
  

 	
 Front
 Services Attendant, Front Services Lead, Doorman, Bell Captain

 
	
  

 	
  

 	
  

 
	
 Cage
 Operations

 	
  

 	
  

 
	
  

 	
  

 	
  

 
	
 Cashier

 	
  

 	
 Cashier,
 Associate Banker, Main Banker

 

125

	
  

 	
  

 	
  

 
	
 Count
 Room

 	
  

 	
 Soft
 Count, Hard Count

 

          The
parties shall meet and discuss the proper assignments of job classifications
not included above in Job Families. 

126

SIDE
LETTER # 18

SLOT
CLUB REPRESENTATIVES

          During
the course of negotiations, the parties discussed the hourly rates paid to Slot
Club Representatives. 

          The
parties agree that wage rates for Slot Club Representatives shall be determined
by this Side Letter and not by Article 8, Exhibit I, and/or any other
provisions of this Agreement. 

          The
hourly rates for Slot Club Representatives shall be as follows: 

	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 	
  

 
	
  

 	
  

 	
 100%

 Regular

 	
  

 	
 90%

 12 Months

 	
  

 	
 80%

 New Hire

 	
  

 
	
  

 	
  

 	

 

 	
  

 	

 

 	
  

 	

 

 	
  

 
	
  

 	
 10/17/07

 	
 $

 	
 16.20

 	
  

 	
 $

 	
 14.58

 	
  

 	
 $

 	
 12.96

 	
  

 
	
  

 	
 10/17/08

 	
 $

 	
 16.86

 	
  

 	
 $

 	
 15.17

 	
  

 	
 $

 	
 13.49

 	
  

 
	
  

 	
 10/17/09

 	
 $

 	
 17.54

 	
  

 	
 $

 	
 15.79

 	
  

 	
 $

 	
 14.03

 	
  

 
	
  

 	
 10/17/10

 	
 $

 	
 18.24

 	
  

 	
 $

 	
 16.42

 	
  

 	
 $

 	
 14.59

 	
  

 

          These
employees currently at $16.66 per hour shall be “red circled” until October 17,
2008 at which time they shall go to $16.86. They shall upon agreement of this
document be paid a one-time lump sum of $600 each. 

          Individuals
currently at $16.18 shall receive a one-time lump sum of $500 each. 

          All
employees (except those red circled) shall receive the new rate of $16.20
effective December 10, 2007. This agreement settles all wage issues regarding
Greektown Casino Slot Club Representatives conversion to DCC status. 

127

NOTES

128

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