Document:

Exhibit 10.10

 

MEMORANDUM OF UNDERSTANDING

 

Made
this 23rd day of July 2007 by and between Atlantic City Showboat, Inc.;
Bally’s Park Place Inc. d/b/a Bally’s Atlantic City; Boardwalk Regency Corp.
d/b/a Caesars Atlantic City; Tropicana Casino & Resort; Resorts
International Inc.; Trump Taj Mahal, Assoc. d/b/a Trump Taj Mahal Hotel &
Casino; Trump Marina Assoc. d/b/a Trump Marina Hotel & Casino,
(hereinafter referred to collectively as the “Employers” and individually by
name) and International Union of Operating Engineers, Local Union 68 and IATSE,
Local Union 917 (hereafter referred to collectively as the “Unions” and
individually by local number).

 

INTRODUCTION

 

The
Employers and Unions are parties to seven (7) individual collective
bargaining agreements all with the same or substantially similar terms and
conditions. For the sake of uniformity and convenience, the Employers have
coordinated bargaining for the purpose of negotiating agreements to supersede
their respective collective bargaining agreements with the Unions,
which expired midnight June 30, 2006. The following sets forth the agreement
reached between the Employers and the Unions subsequent to the conduct of
collective bargaining negotiations:

 

MODIFICATIONS

 

DURATION

 

Five
(5) years, July 1, 2006 to June 30, 2011

 

ARTICLE
II §1 and ARTICLE V § 2

 

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

 

ARTICLE
V, SENIORITY

 

Section 3(c)

 

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

 

 

ARTICLE VII, VACATION

 

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

 

NEW SECTION -
DISCIPLINE

 

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

 

SIDE LETTER-
RESORT’S, CAESARS & SHOWBOAT

 

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

 

SIDE
LETTER — HEALTH BENEFITS

 

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

 

ADD TO
DUES & FUND SECTION

 

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

 

 

WAGES

 

FOR
FULL-TIME TECHNICIANS

 

	
  YEAR 1

  	
   

  	
  $

  	
  1.15

  	
   

  
	
  YEAR 2

  	
   

  	
  $

  	
  1.15

  	
   

  
	
  YEAR 3

  	
   

  	
  $

  	
  1.15

  	
   

  
	
  YEAR 4

  	
   

  	
  $

  	
  1.20

  	
   

  
	
  YEAR 5

  	
   

  	
  $

  	
  1.25

  	
   

  

 

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

 

Lead
rate effective first year $2.00 above Technician rate

 

FOR CASUAL EMPLOYEES

 

	
  YEAR 1

  	
   

  	
  $

  	
  .95

  	
   

  
	
  YEAR 2

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  YEAR 3

  	
   

  	
  $

  	
  1.00

  	
   

  
	
  YEAR 4

  	
   

  	
  $

  	
  1.05

  	
   

  
	
  YEAR 5

  	
   

  	
  $

  	
  1.10

  	
   

  

 

 

MEMORANDUM OF AGREEMENT

SIGNATURE PAGE

 

	
  UNIONS:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  10/9/07

  
	
  INTERNATIONAL UNION OF
  OPERATING ENGINEERS, LOCAL 68

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  10/10/07

  
	
  IATSE LOCAL 917

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  EMPLOYERS:

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/12/07

  
	
  ATLANTIC CITY SHOWBOAT,
  INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/11/07

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/11/07

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  10/2/07

  
	
  TROPICANA CASINO AND
  RESORT

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/18/07

  
	
  RESORT’S INTERNATIONAL, INC.

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/21/07

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

  	
   

  	
  DATE

  
	
   

  	
   

  	
   

  
	
  /s/ [ILLEGIBLE]

  	
   

  	
  9/21/07

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

  	
   

  	
  DATEExhibit 10.11

 

AGREEMENT

 

BETWEEN

 

TROPICANA CASINO AND RESORT

 

and

 

TEAMSTERS LOCAL 331

INTERNATIONAL BROTHERHOOD OF TEAMSTERS, AFL-CIO

 

Effective: October 1, 2005 to September 30, 2008

 

 

TABLE OF CONTENTS

 

	
   

  	
   

  	
  Page No.

  
	
   

  	
   

  	
   

  
	
  ARTICLE 1- RECOGNITION AND DEFINITIONS

  	
   

  	
  1

  
	
   

  	
   

  	
   

  
	
  ARTICLE 2 - NEW JERSEY CASINO CONTROL ACT -
  PERTIENT REGULATIONS

  	
   

  	
  1

  
	
   

  	
   

  	
   

  
	
  ARTICLE 3 - EMPLOYMENT PROCEDURE

  	
   

  	
  2

  
	
   

  	
   

  	
   

  
	
  ARTICLE 4 - PROBATIONARY EMPLOYEES

  	
   

  	
  2

  
	
   

  	
   

  	
   

  
	
  ARTICLE 5 - UNION SECURITY

  	
   

  	
  2

  
	
   

  	
   

  	
   

  
	
  ARTICLE 6 - CHECK-OFF

  	
   

  	
  3

  
	
   

  	
   

  	
   

  
	
  ARTICLE 7 - UNION REPRESENTATIVE AND SHOP STEWARDS

  	
   

  	
  4

  
	
   

  	
   

  	
   

  
	
  ARTICLE 8 - SENIORITY

  	
   

  	
  4

  
	
   

  	
   

  	
   

  
	
  ARTICLE 9 MANAGEMENT RIGHTS

  	
   

  	
  6

  
	
   

  	
   

  	
   

  
	
  ARTICLE 10 - CONTROL AND DISCHARGE

  	
   

  	
  6

  
	
   

  	
   

  	
   

  
	
  ARTICLE 11 - GRIEVANCE AND ARBITRATION PROCEDURE

  	
   

  	
  7

  
	
   

  	
   

  	
   

  
	
  ARTICLE 12 - CLASSIFICATION AND WAGE RATES

  	
   

  	
  9

  
	
   

  	
   

  	
   

  
	
  ARTICLE 13 - HOURS OF WORK AND OVERTIME

  	
   

  	
  10

  
	
   

  	
   

  	
   

  
	
  ARTICLE 14 - PERFORMING BARGAINING UNIT WORK

  	
   

  	
  11

  
	
   

  	
   

  	
   

  
	
  ARTICLE 15 - HOLIDAYS

  	
   

  	
  11

  
	
   

  	
   

  	
   

  
	
  ARTICLE 16 - VACATIONS

  	
   

  	
  12

  
	
   

  	
   

  	
   

  
	
  ARTICLE 17 - GROUP INSURANCE BENEFITS PLAN

  	
   

  	
  13

  
	
   

  	
   

  	
   

  
	
  ARTICLE 18 - SEVERANCE AND LEGAL FUNDS

  	
   

  	
  13

  
	
   

  	
   

  	
   

  
	
  ARTICLE 19 - LEAVE OF ABSENCE

  	
   

  	
  14

  
	
   

  	
   

  	
   

  
	
  ARTICLE 20 - FUNERAL LEAVE

  	
   

  	
  15

  
	
   

  	
   

  	
   

  
	
  ARTICLE 21 - JURY DUTY

  	
   

  	
  15

  
	
   

  	
   

  	
   

  
	
  ARTICLE 22 - SAFETY

  	
   

  	
  15

  
	
   

  	
   

  	
   

  
	
  ARTICLE 23 - NON-DISCRIMINATION

  	
   

  	
  15

  
	
   

  	
   

  	
   

  
	
  ARTICLE 24 - IDENTIFICATION BADGES AND TIME
  RECORDS

  	
   

  	
  16

  

 

 

	
  ARTICLE
  25 INDIVIDUAL AGREEMENTS

  	
   

  	
  16

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  26 - ENTIRETY AND SEPARABILITY

  	
   

  	
  16

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  27 - MOST FAVORED EMPLOYER

  	
   

  	
  16

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  28 - NO LOCKOUTS - NO STRIKES

  	
   

  	
  17

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  29 - PERFECT ATTENDANCE

  	
   

  	
  17

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  30 - SUBCONTRACTING

  	
   

  	
  17

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  31 - SUCCESSORS AND ASSIGNS

  	
   

  	
  18

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  32 - GENERAL CLAUSE

  	
   

  	
  18

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  33 - TUITION REIMBURSEMENT

  	
   

  	
  18

  
	
   

  	
   

  	
   

  
	
  ARTICLE
  34 - TERM - TERMINATION RENEWAL

  	
   

  	
  18

  

 

 

THIS AGREEMENT made and entered into this
                  
day of
                    ,
2005 by and between TROPICANA CASINO AND RESORT, hereinafter referred to as the
“Company” or “Employer”, and TEAMSTERS LOCAL 331, affiliated with, INTERNATIONAL
BROTHERHOOD OF TEAMSTERS, AFL-CIO, hereinafter referred to as the “Union”.

 

ARTICLE 1

RECOGNITION AND DEFINITIONS

 

1.             The
Employer recognizes the Union as the sole and exclusive bargaining representative
of all regular full-time and part-time Slot Attendants at the casino/hotel
located at South Brighton Avenue, Atlantic City, New Jersey.

 

2.             The
parties agree that the bargaining unit shall consist of only those employees described
above and shall exclude casual, seasonal and secondary employees, managers, guards,
all other employees and supervisors as defined by the Act.

 

3.             This
Agreement is intended to govern wages, hours and working conditions of employees
hired and classified by the Employer as Slot Attendants.

 

4.             A
regular full-time employee is defined as a person hired to regularly work forty
(40) hours or more per week, subject to the availability of work.

 

5.             A
regular part-time employee is defined as a person hired to fill a part-time (regularly
scheduled up to thirty-two (32) hours per week) basis, subject to the
availability of work.

 

ARTICLE 2

NEW JERSEY CASINO CONTROL ACT - PERTINENT REGULATIONS

 

1.             The
parties hereto recognize and agree that the State of New Jersey Casino Control Act
(P. L. 1977, c. 110), as amended,
(the “Act”) and the rules and regulations thereunder contain provisions
requiring the licensing of employees and other provisions regulating and
controlling labor unions and certain employees of the Employer, and that this
Agreement is subject thereto in all respects, and will be effective only upon
timely compliance with said provisions.

 

2.             The
parties recognize that the State of New Jersey Casino Control Act provides that
unions seeking to represent employees licensed under the Act are required to
register with the Casino Control Commission. It is understood and agreed that, unless
exempted from the registration requirements, the Union will, as a condition of
this Agreement, so register. Should the Union fail for any reason to obtain an
exemption from registration or to obtain timely and valid registration, or
should such registration, once obtained, be suspended or canceled, the
Employer’s obligation to

 

 

bargain
with the Union and to observe the provisions of the Articles of this Agreement
shall terminate; provided, however, that upon obtaining an exemption from
registration as required under the Act within the term of this Agreement, the
provisions thereof so terminated shall be reinstated.

 

ARTICLE 3

EMPLOYMENT PROCEDURE

 

1.           Where there is a need for new
employees in the bargaining unit classification, the Employer will notify the
Union of the opening and the requisite qualifications and will give equal
consideration to all job applicants whether referred by the Union, or recruited
from the open market. The Union acknowledges that the Employer is under no
obligation to hire job applicants referred by the Union.

 

2.           It is further understood and agreed
that, as a condition of employment, certain employees of the Employer may be
required to be licensed under the Act. If an employee is required to be
licensed and fails to obtain such a license or loses such a license for any
reason, he shall be terminated from employment and such termination shall not
be subject to the grievance and/or arbitration procedures of this Agreement, and
the Employer will not be subject to any other action by the employee or the
Union with respect to such termination. Should the employee’s license
subsequently be issued or reinstated, he will be eligible at the sole
discretion of the Employer for re-employment if a vacancy exists in his job
classification.

 

ARTICLE 4

PROBATIONARY EMPLOYEES

 

1.           All new employees or rehired former
employees shall be on a trial or probationary period during the first ninety (90)
calendar days of employment and such employee may be terminated within that
period at the discretion of the Employer, with or without cause, and without
recourse to the grievance and/or arbitration procedure. However, after sixty (60)
calendar days of employment up to ninety (90) calendar days of employment, the
probationary employee shall have the right of the use of the grievance
procedure but not the right of arbitration.

 

ARTICLE 5

UNION SECURITY

 

1.           Subject to the provisions of the
Labor Management Relations Act of 1947, as amended, it shall be a condition of
employment that all employees covered by this Agreement, who are members of the
Union in good standing on the date of execution of this Agreement shall remain
members in good standing throughout their employment, and those who are not
members on the

 

2

 

date
of execution of this Agreement, shall become and remain members in good
standing of the Union following the sixtieth (60th) day of employment after the
execution of this Agreement.

 

2.             In the event that any employee
fails to provide for the timely tender of customary dues and initiation fees, Employer
shall discharge that employee within seven (7) days of receipt of written
demand thereof from the Union.

 

3.             Notwithstanding anything to the
contrary, Sections 1 and 2 shall not be applicable if all or any part thereof
shall be in conflict with applicable law.

 

ARTICLE 6

CHECK-OFF

 

Dues and Initiation fees

 

1.             It is understood and agreed between
the Employer and the Union that the Employer will deduct any back unpaid Union
dues and initiation fees owed the Union (provided such indebtedness for dues or
initiation fees were incurred during employment with the Employer) as well as
current monthly dues and initiation fees, from the paycheck of all employees
who have signed proper legal authorization for such deductions and who are
covered by the agreement, on the third (3rd) pay day of each month proceeding
the current month for which current union dues and initiation fees are due the
Union. The Employer further agrees to remit to the Secretary/Treasurer of the
Union, immediately after the check off payday, all Union dues and initiation
fees so deducted from the paychecks of employees covered by this Agreement.

 

Teamsters Local 331 Political Action and Social Fund:

 

2.             Upon receipt of written
authorization for deductions from wages, the Employer agrees to deduct from the
wages of employees their contribution to the Teamsters Union Local 331
Political and Social Fund, or such similar organizations as may be requested by
the Union. The Employer will make deductions on a weekly basis as provided in
the authorization, and will forward the amounts deducted to the Teamsters Union
Local 331 Political and Social Fund, P.O. Box 1073, Pleasantville, NJ
08232 on a monthly basis. No such authorization shall be recognized if it is in
violation of state or federal law. No deduction shall be made if it is
prohibited by applicable law.

 

3.             The Union will indemnify and save
the Employer harmless against any and all claims, demands, suits, disputes and
other forms of liability which shall arise out of or by reason of action taken or not
taken by the Employer for the purpose of complying with the terms of this
Article.

 

3

 

ARTICLE 7

UNION REPRESENTATIVES AND SHOP STEWARDS

 

1.             Union officials shall have the
right to enter the premises to satisfy themselves that this Agreement is being
observed. Representatives of the Union will notify the Labor Relations
Department prior to coming to the work place to investigate grievances, meet
with the Shop Steward or conduct any function with respect to the terms and
conditions of this Agreement. Authorized representatives of the Union shall be
granted access at reasonable times to those areas where employees represented
by the Union are employed when such visits are necessitated by matters
concerning the administration of this Agreement or grievances hereunder. They
will conduct their business as expeditiously as possible and at such a time and
manner as shall not prevent or interfere with the orderly operation of the
Employer’s business.

 

2.             The Union may select from among the
employees four (4) Shop Stewards and up to four (4) Alternate
(s) and the Alternate (s) shall only act in the absence of the Shop
Stewards. The authority of the Shop Stewards and Alternate (s) shall be
limited to the investigation and presentation of grievances in accordance with
the provisions of this Agreement and the transmission of such messages and
information which shall originate with and are authorized by the Union. The
Union agrees to notify the Employer in writing of the employee selected to
serve as Shop Stewards/Alternates and of any subsequent changes.

 

3.             No Steward shall leave his assigned
work station or cease to perform his duties without first receiving
authorization from his Supervisor. The Union may post on a bulletin board such
notices and a copy given to the Director of Labor Relations, up to date
seniority lists, and all bid postings will be posted on the bulletin board.

 

ARTICLE 8

SENIORITY

 

1.             For the purpose of
this Agreement, seniority shall be defined as length of continuous service from
the employee’s last employment date with the Employer within the bargaining
unit. The employee’s status regular full-time or part-time will determine on-which seniority list the employee
is accruing seniority.

 

2.             The seniority date
of regular full-time and regular part-time employees who
successfully complete their probationary period set forth in Article 4  shall date from
that employee’s last date of hire; provided, however, that during the
probationary period, an employee shall have no seniority.

 

4

 

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

 

a.                                       Voluntarily
quit.

 

b.                                      Discharge for
cause.

 

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

 

d.             Failure to report to work on the
next scheduled work day specified by Employer in a notice of recall from layoff
sent by registered or certified mail to the employee’s last known address.

 

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

 

f.              Absence from work without notice
to the Employer for three (3) work days.

 

4.                                       Any loss of seniority  under Sections
d, e or f shall constitute voluntary leaving of work without good cause.

 

5.             An employee who incurs a loss of
seniority, if subsequently re-employed, will resume employment as a new
employee.

 

6.             The Employer shall layoff and
recall employees based upon the skill and efficiency of employees as determined
by management in the classification in which work is available, giving due
consideration to seniority where qualifications are determined as equal. However,
if a less senior employee holds a job that no senior employee can fill, such
employee will be retained and the next senior employee shall be laid off in
their place.

 

7.             The Employer will give all regular
employees forty-eight (48) hours notice of layoffs for lack of work. This
provision will not apply in the case of layoffs caused by strikes, acts of God,
power failure, fires, mechanical breakdowns, civil insurrections, necessary business
decisions or other reason beyond the control of the Employer.

 

8.             In the event of a layoff, the Shop
Steward, not including the alternate, will be the last one laid off and the
first employee recalled.

 

9.             When a bid for a schedule is posted,
it will be posted for a period of two (2) weeks. The schedule will be
awarded in two (2) weeks to the employee who has the ability and
necessary qualifications to efficiently perform the work, in order of
seniority.

 

5

 

ARTICLE 9

MANAGEMENT RIGHTS

 

Except
to the extent expressly abridged, delegated, granted, or modified by a specific
provision of the Agreement, the Employer reserves and retains all the rights, powers,
and authority that the Employer or its predecessor had prior to the signing of
an Agreement, and these rights, powers and authority shall remain exclusively
and without limitation within the rights of management. It is agreed that the
Employer alone shall have the authority to determine and direct the policies
and methods of operating the business, without interference by the Union. Without
limiting the generality of the foregoing, the sole and exclusive rights of
management which are not abridged by this Agreement include, but are not limited
to, the right to close its business or any part thereof; to discontinue or
automate process or operations; the right to determine the qualification for
new employees and to select its employees; to determine the size and
composition of its working force; to determine work schedules; to determine the
number and type of equipment, materials and supplies to be used; to hire, promote,
transfer, assign, layoff and recall employees to work; to reprimand, discharge,
or otherwise discipline employees for just cause; to determine and redetermine
job content and prorate the amount and types of work needed; to determine the
assignment of work; to schedule the hours and days to be worked on each job and
each shift; to discontinue, transfer, subcontract or assign all or any part of
its business operations, however, the Employer agrees to give advance notice to
the Union in writing, and upon request to discuss the effects with the Union; to
expand, reduce, alter, combine, transfer, assign or cease any job, job
classification, department or operation; to control and regulate or discontinue
the use of supplies, equipment, and other property owned, used, possessed, or
leased by the Employer; to make and change reasonable rules, policies, and
practices; to introduce new, different or improved methods and processes of
maintenance, service and operations; and otherwise generally to manage the
business and direct the work force; the Employer’s failure to exercise any
function or right hereby reserved to it, or its exercising any function or
right in a  particular way, shall not be deemed a waiver
of its right to exercise such function or right, nor preclude the Employer from
exercising the same in some other way not in conflict with the express
provision of this Agreement.

 

ARTICLE 10

CONTROL AND DISCHARGE

 

1.             The Employer
shall have the sole right to direct and control its employees. The Employer
reserves the right, which right is hereby recognized by Union, to hire, retain,
promote, demote, transfer, layoff, discipline, discharge or rehire according to
the requirements of the business and according to skill and efficiency. The
Employer shall have the unquestioned right to suspend or discharge employees
for actions such as but  not limited to
dishonesty, willful misconduct, incompetence, drinking or drunkenness on the
job, insubordination, use or possession of a controlled substance on Company
property, other good cause, or participation in a proven, deliberate slowdown,

 

6

 

work
stoppage, or strike in violation of this Agreement, provided, however, the Union
does not waive its right to arbitrate.

 

ARTICLE 11

GRIEVANCE AND ARBITRATION PROCEDURE

 

1.             For the purpose of this Agreement,  a grievance is
defined as a complaint, dispute, or controversy between the parties as to the
application or interpretation of a specific provision of this Agreement, but
not including those which are specifically excluded from the grievance and
arbitration procedures as provided elsewhere in this Agreement.

 

2.             All grievances shall be processed
exclusively in the following manner:

 

Step One                Not
later than three (3) workdays after the event giving rise to the grievance,
or three (3) workdays after the employee should reasonably have learned of
the event giving rise to the grievance, whichever is later, the employee and
the shop steward must discuss the grievance with his shift manager. The shift
manager shall orally respond to the employee and the shop steward not later
than three (3) workdays thereafter.

 

Step Two               If
the grievance is not settled at Step One, the employee and/or shop stewards, not
later than seven (7) calendar days day thereafter, must submit a written
grievance to Labor Relations. The Assistant V.P. of Human Resources or designee
shall give their written answer to the grievance within seven (7) calendar
days after receipt of the grievance.

 

Step Three             If
the grievance is not settled at Step Two, the Union, not later than fourteen (14) calendar days after receipt of the
written Answer, the Assistant V.P. of Human Resources or designee, shall meet
with the employee, the employee’s shop steward, and the Union Business Agent. The
Assistant V.P. of Human Resources, or designee, shall give written answer to
the grievance within seven (7) calendar days after such meeting, which
answer shall be final and binding on the employee, the Union and the Company, unless
it is timely appealed to arbitration by the Union-in accordance with the procedures set forth in this
Article.

 

All
grievances presented at Step Two shall set forth: the facts giving rise to the
grievance; the provision[s] of the Agreement, if any, alleged to have been
violated; the names of the aggrieved employee[s]; and the remedy sought. All
grievances at Step Two of the procedure set forth in Section 2 herein
shall be signed and dated by the aggrieved employee and/or his shop steward. All

 

7

 

written
answers submitted by the Company shall be signed and dated by the appropriate
company representative.

 

The
time limitations set forth in this Article are of the essence of this
Agreement. No grievance shall be accepted by the Company unless it is submitted
within the time limits set forth in Section 2 herein. All grievances not
raised in a timely fashion or not processed within the time periods set out
below shall be considered waived and abandoned.

 

The
grievance may be submitted to expedited arbitration or arbitration, within
fourteen (14) calendar days. It is understood that the parties, by mutual
agreement, may extend the time periods for processing grievances.

 

3.             It is further
understood and agreed by both parties that when a grievance occurs, or it is
alleged that there has been a violation of, or non-compliance with, any of the
terms of this Agreement, there shall be no interference or restraint or
countermanding of Management’s directions by the Union or any of its
representatives or by the employees and there shall be no refusal to comply
with Management’s directions or orders at any time; the employees are to
perform their duties as directed by the Employer without interruption and the
matter shall be processed through the grievance procedure as set forth above.

 

The
Employer agrees to meet promptly with the Union or the delegated Steward at a
mutually convenient time in an effort to resolve issues which may arise.

 

4.             In the event that a
timely grievance is referred to arbitration, the grievance shall be submitted
to the American Arbitration Association with the request that the Association send
to the parties a list of arbitrators pursuant to its procedures. Timely grievances
may be submitted to expedited arbitration-in lieu of regular arbitration. The arbitrator shall have no power to add to, delete from, amend, change
or alter any terms of this Agreement.

 

5.           Expedited arbitrations shall be exclusively limited to the
following:

 

(i)                                     Disciplinary notices
involving a suspension not resulting in termination;

 

(ii)                                  Termination
involving absenteeism and/or tardiness; of

 

(iii)                               Other timely grievances
where the Parties mutually agree in writing to implement the expedited arbitration
procedure.

 

a.                                       Arbitrators for
expedited arbitration hearings will be selected from a rotating panel of ten
(10) arbitrators mutually agreeable to the Parties. The rotating panel
will be selected on an annual basis to coincide with the effective date of this
agreement. Expedited arbitrations will be conducted within fourteen

 

8

 

(14)
calendar days from the selection of the arbitrator, or within such additional time as agreed
upon by both parties.

 

b.                                      Representatives
of the Parties at an expedited arbitration shall be limited to a business agent
for the Union and a member of the labor relations staff for the Employer. A
decision shall be rendered in writing within seventy-two (72) hours without the
aid of transcripts or briefs.

 

c.                                       Either party
has the exclusive right to cancel the expedited arbitration process, as
provided herein, at any time during the term of this agreement. Such
cancellations shall not be subject to the grievance and arbitration provisions
of this agreement.

 

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

 

6.               The following shall apply to all
arbitrations and expedited arbitrations:

 

a.                                       A decision or
award of the arbitrator made in accordance with his/her authority under
the contract shall be final and binding upon the parties hereto. The expense
incidents to the arbitration shall be borne equally by the Union and the
Employer.

 

b.                                      Only one
(1) grievance shall be heard by the arbitrator at any one (1) time, unless
otherwise agreed to by both parties.

 

c.                                       The arbitrator
shall have no power to add to, delete from, amend, change or alter any other
terms of this Agreement.

 

7.             In any disciplinary cases evidence
of the comparative treatment of non-bargaining unit employees shall be
inadmissible for the purposes of challenging the propriety of discipline
imposed; except for cases involving Article 23.

 

ARTICLE 12

CLASSIFICATION AND WAGE RATES

 

1.             Effective November
9, 2002 the start rate for Slot Attendants shall be $8.75 per-hour. After completion of
twelve (12) months of continuous employment, such Slot Attendants shall receive
an hourly rate of $9.25 per hour. Effective October 1, 2007, the start rate shall
be increased to $9.00 and the one (1) year rate to $9.50.

 

9

 

2.                                       Effective
October 1, 2005 there shall be a wage increase of thirty-five cents ($.35) per  hour for those
employees who have been continuously employed for more than twelve (12) months
as of that date. Effective October 1, 2006 there shall be a wage increase of
thirty-five cents ($.35) per hour for those employees who have been
continuously employed for more than twelve (12) months as of that date.
Effective October 1, 2007, there
shall be a wage increase of forty cents ($.40) per hour for those employees who
have been continuous employed for more than twelve (12) months as of that date.

 

ARTICLE 13

HOURS OF WORK AND OVERTIME

 

1.                                  The normal work
week for regular full-time employees shall consist of five (5) days and
the regular work day shall consist of eight (8) hours including three
(3) thirty (30) minute breaks. This meal and rest period shall be taken in
accordance with the specified break schedule as determined by management. The
employee shall be entitled to a meal supplied by the Employer at no cost to the
employee. This shall not constitute a guarantee of any number of hours of work
per day or per week.

 

2.                                  All hours of
work in excess of forty (40) hours in any one (1) week and in excess of
eight (8) hours in any one (1) day shall be paid for at the rate of one
and one half (1-1/2) times the employee’s regular straight-time hourly rate of
pay. There will be no pyramiding of overtime pay, or premium pay under any of
the terms of this Agreement; that is, no type of premium or overtime pay shall
be combined with or paid concurrently with any other type. Where more than one
(1) premium or overtime rate applies to the same hours of work, the higher
rate only shall be paid.

 

3.                                  When a need for
daily overtime occurs, it will be first offered on the shift of scheduled
regular full-time employees who  are qualified to work the
area in which the overtime occurs on a volunteer basis. In the event there are
more volunteers than needed, the Employer shall select the most senior
qualified employees. If not enough employee volunteers for the overtime, the
overtime may then be mandated in reverse order of seniority. For every two
(2) hours of daily overtime an employee is scheduled to work, they will be
entitled to take one (1) twenty (20) minute break.

 

4.                                  Slot Attendants
may sign up in advance for scheduled overtime opportunities, which may occur
on their days off. Such overtime will be given on a seniority basis among the
employees who-have signed the
list.

 

5.                                  Slot Attendant
work areas shall be rotated among the employees equally according to the
computer point system.

 

10

 

ARTICLE 14

PERFORMING BARGAINING UNIT WORK

 

No
supervisor or any other union or non-union employees shall perform the duties
done ordinarily by employees in the bargaining unit, except for purposes of
instructions, bona fide emergencies, a temporary influx of business or when it
is necessary to operate the Casino in an efficient and satisfactory manner.

 

ARTICLE 15

HOLIDAYS

 

1.                                       The following
days shall be recognized as holidays for regular full-time non-probationary
employees: 

 

New Year’s Day 

President’s Day 

Memorial Day 

Independence Day 

Labor Day 

Thanksgiving Day 

Christmas Day

2 Personal Days

 

2.                                       Regular full
time employees who have completed the probationary period and who have been
actively at work during the week in which a recognized holiday occurs shall be
eligible to receive pay for any recognized holiday on which work is performed,
provided they have worked their full scheduled day before and their full
scheduled day after the holiday, unless excused by the Employer.

 

3.                                       Holiday Pay
Procedure

 

a.                                       An eligible
full-time employee shall be paid regular wages up to a maximum of eight
(8) hours for time not worked on a recognized holiday.

 

b.                                      An eligible
full-time employee shall be paid one and one-half (1 1/2) time his or her regular hourly rate for all time
worked on a holiday and in addition, shall receive eight (8) hours straight
time pay as holiday pay.

 

c.                                       An eligible
part-time employee shall receive straight time his or her regular hourly rate
for all time worked on a holiday plus holiday pay.

 

11

 

4.                                       Holiday
scheduling shall first be offered on a voluntary basis; however, the Employer
reserves the right to assign schedules in reverse seniority order if, in
Management’s determination, there are not enough volunteers to meet the
anticipated work requirements.

 

5.                                       Part-time
employees will be required to work all named holidays unless excused by the
Employer.

 

6.                                       An employee
scheduled to work on a recognized holiday and who fails to do so also forfeits
the holiday pay.

 

7.                                       Should a
recognized holiday occur while an employee is on paid vacation that employee
shall be given an extra day’s pay at straight time for eight (8) hours, in
the vacation check.

 

ARTICLE 16

VACATIONS

 

1.                                       All regular
full-time employees covered by this Agreement, upon completing one
(1) year of continuous employment shall be entitled to one (1) week
of vacation with pay.

 

2.                                       All regular
full-time employees covered by this Agreement, upon completing two
(2) years of continuous employment shall be entitled to two (2) weeks
vacation with pay.

 

3.                                       All regular
full-time employees covered by this Agreement, upon completing eight (8) years
of continuous employment shall be entitled to three
(3) weeks vacation with pay with the exception of the employees who are
receiving as of the effective date of this Agreement three (3) weeks
vacation with pay for completing five (5) years of continued employment
who shall continue to receive three (3) weeks vacation with pay.

 

4.                                       All regular
full-time employee covered by this Agreement who are receiving as of the
effective date of this Agreement four (4) weeks vacation with pay shall
continue to receive four (4) weeks vacation.

 

5.                                       Part-time
employees will receive vacation in accordance with the above schedule except on
pro-rata basis in accordance with the Employer’s current method of calculating
vacation pay.

 

6.                                       Vacation pay
will be at the Employee’s straight time rate of pay.

 

7.                                       Employees who
have completed more than one (l) year of employment and who
are terminated for reasons other than cause, shall be entitled to a proration
of earned vacation for the year in which the termination, or retirement, occurs
provided they have completed at least six (6) months employment since their
last anniversary date.

 

12

 

8.                                       Scheduling of
vacations shall be done in accordance with the current system except that employees
will not be mandated to take unpaid vacation.

 

ARTICLE 17

GROUP INSURANCE BENEFITS PLAN

 

On or after the effective date of this Agreement
employees who average thirty two (32) hours per week in the prior calendar year
shall be entitled to receive Health Coverage, Life Insurance and accidental
death and dismemberment on the same terms and conditions Tropicana, in its sole
discretion, shall then be offering to all its non-union employees.

 

ARTICLE 18

SEVERANCE AND LEGAL FUNDS

 

1.                                       The Employer
shall make the following contributions to the Teamsters Local 331 Severance
Fund on behalf of each non-probationary bargaining unit employee covered by
this Agreement who works a minimum of twenty (20) hours per week, for each
straight time hour worked or paid, not to exceed two thousand and eighty (2080)
hours per year, in the following amounts:

 

	
  Effective October 1, 2005

  	
   

  	
  $

  	
  .55

  	
   

  
	
  Effective October 1 2006

  	
   

  	
  $

  	
  .75

  	
   

  
	
  Effective October 1, 2007

  	
   

  	
  $

  	
  .80

  	
   

  

 

2.                                  The Employer
shall make the following contributions to the Teamsters Local 331 Legal Fund on
behalf of each non-probationary bargaining unit employee covered by this
Agreement who works a minimum of twenty (20) hours per week, for each straight
time hour worked or paid, not to exceed two-thousand and eighty (2080) hours
per year, in the following amounts:

 

	
  Effective October 1, 2005

  	
   

  	
  $

  	
  .10

  	
   

  
	
  Effective October 1, 2007

  	
   

  	
  $

  	
  .15

  	
   

  

 

3.                                  Notwithstanding
the effective dates of the contributions set forth above, the-Employer will not
be obligated to make any contribution’s to any fund administered in whole or in
part by the Union unless and until the Union has first complied with the
registration requirements of the New Jersey Casino Control Commission, or it
has been determined legally that the Union is not required to comply with such
requirements.

 

4.                                       It is further
agreed and understood that the Employer shall have no liability for any
retroactive payment for any period during which contributions are or have not
been made because the provisions in Section 3 above had not been satisfied.

 

13

 

5.                                       The Employer
agrees that it has designated the Employer trustees on all of said Funds as its
trustees and that said trustees are authorized to act on its behalf and to
enter into all amendments to the trust instruments and to adopt all
rules and regulations which are within their power and are deemed
appropriate by the trustees for the proper functioning of the Funds and the
welfare of the beneficiaries.

 

6.                                       The Union
certifies that each of the said Funds are duly qualified in accordance with the
rules and regulations of the Internal Revenue Service (to permit tax
deductions) and are jointly administered Trust Funds, duly established and
authorized in accordance with Section 303 of the National Labor Relations
Act of 1947, as amended.

 

7.                                       Upon receipt of
written authorization for deduction from wages, the Employer agrees to deduct
from the wages of the employees their contribution to the Teamster 401K plan.
The Employer shall only be required to make a payroll deduction. The Employer
shall not be obligated to make any matching contributions.

 

ARTICLE 19

LEAVE OF ABSENCE

 

1.                                       Leaves may be
granted by the Employer at its discretion for any reason to regular employees
having completed six (6) months of continuous service since his/her last date
of hire, the duration of which leave shall be mutually agreed upon by
the Employer and the employee, but in no event for longer than six
(6) months. The Employer shall not unreasonably refuse to grant leaves of
absence for compelling personal reasons or for reasons of illness and/or
injury. It is expressly understood and agreed that leaves for compelling
reasons shall not exceed thirty (30) days.

 

2.                                       Employees shall
submit a written request for a leave of absence stating the reason for the
leave, the commencement date, and the date of the return to work. In the case
of a leave sought for reasons of illness or injury, the request for leave shall
be accompanied by a physician’s certificate.

 

3.                                       The Employer
may replace an employee on leave of absence with a temporary employee.

 

4.                                       The parties
recognize that the leaves of absence that may be granted in Paragraph 1 above,
including leaves for-workers
compensation, encompass leaves that may be taken under the NJFLA and FMLA and
that these leaves run concurrently with any leave granted above.

 

14

 

ARTICLE 20

FUNERAL LEAVE

 

1.                                       Any
non-probationary full-time employee is permitted up to five
(5) consecutive  work days paid absence due to the death of a
spouse, child or domestic partner. Up to three (3) days paid leave will be
granted in the death of a parent, grandparent, grandchild, brother, sister and
mother or father in-law. To receive payment for funeral leave, the employee
must notify his/her supervisor of the reason for the absence. The Supervisor
may request appropriate documentation to substantiate the reason for the
absence.

 

ARTICLE 21

JURY DUTY

 

1.                                       Any
non-probationary employee who is called for jury duty shall be excused from  work for the
days on which he or she serves and shall receive for each day of jury duty
service on which he or she otherwise would have worked, the difference between
his/her regular rate of pay at straight-time and the payment he received for jury
service. The employees shall be required to present proof of service and the
amount of pay received. Therefore, anything herein to the contrary
notwithstanding, no employee shall be paid pursuant to this clause for more
than ten (10) days during the term of this Agreement or any extension
thereof; and the Employer shall have the right, at any time, to have any
employee called for jury duty relieved in any manner permitted by law.

 

ARTICLE 22

SAFETY

 

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

 

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

 

ARTICLE 23

NON-DISCRIMINATION

 

1.                                       There shall be
no discrimination against any employee because of Union membership  or lawful Union
activities or because of race, color, sex, age, creed or
national origin, as required by law; and, as well, the parties recognize and
agree to comply with the Equal Employment Opportunity and Affirmative Action
requirements of the New Jersey Casino Control Act.

 

15

 

ARTICLE 24

IDENTIFICATION BADGES AND TIME RECORDS

 

1.                                       Employees
issued identification badges or forms for time worked shall be responsible  for same and
shall not cause any other employee to use their identification badge, or record
time on his time card, nor shall any employee use any other employee’s badge to
record time for another employee. Violations of this procedure shall be grounds
for discharge.

 

ARTICLE 25

INDIVIDUAL AGREEMENTS

 

1.                                       No employee
covered by this Agreement shall be compelled or permitted to enter into  any individual
contract of employment set forth herein.

 

ARTICLE 26

ENTIRETY AND SEPARABILITY

 

1.                                       This Agreement
contains all of the covenants, stipulations and provisions agreed upon by the
parties hereto, unless otherwise provided in writing. No agent or
representative of either party has the authority to make, and the parties
hereto shall not be bound by nor liable for any statement, representation,
promise, inducement or agreement not set forth herein.

 

2.                                       In the event
that any provision of this Agreement shall be rendered invalid by applicable
legislation, or be decreed 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. The parties agree
to attempt  to cure such invalidity by negotiations, and to submit the matter to
arbitration if such negotiations are unsuccessful.

 

ARTICLE 27

MOST FAVORED EMPLOYER

 

1.                                       Recognizing the
competitive nature of the casino/hotel industry and the desirability of  maintaining a
balance among the hotels in Atlantic City, the Union agrees that if it enters
into any contract with another employer operating a casino/hotel in Atlantic
City containing terms as to wages, hours or conditions which are more favorable
to said other employer than the terms or conditions of this contract, then at
Employer’s option, said terms shall be incorporated into this Agreement and
become supplementary thereto. The Union agrees that upon demand of Employer it
shall exhibit to the Employer or its authorized representative any agreement
entered into with another casino/hotel in Atlantic City, New Jersey. A failure
on the part of the Employer to insist upon the application of this section,
whether said failure is intentional or a result of an oversight, shall not
constitute a waiver of Employer’s right to demand enforcement of this provision
on other

 

16

 

occasions.
Nothing herein contained shall be interpreted to render this provision
applicable to a hotel or motel which does not own or operate a casino in
Atlantic City.

 

ARTICLE 28

NO LOCKOUTS - NO STRIKES

 

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

 

ARTICLE 29

PERFECT ATTENDANCE

 

1.                                       All regular
full-time employees covered by this Agreement with over one (1) year’s
continuous service shall accrue one normally scheduled day’s pay for
attendance without absence during a consecutive three month period of
continuous employment as defined below in any calendar year.

 

January
1 - March 31 

April
1 - June 30

July
1 - September 30 

October
1 - December 31

 

2.                                       Lateness shall not count as an
absence toward perfect attendance.

 

ARTICLE 30

SUBCONTRACTING

 

1.                                       The Employer
may subcontract work. However, a subcontract which results in the  layoff of any
bargaining unit employee(s) will not be permitted.

 

17

 

ARTICLE 31

SUCCESSORS AND ASSIGNS

 

1.                                       The Agreement
shall be binding upon the parties hereto, and the heirs, executors,  administrators,
successors and assigns of each.

 

ARTICLE 32

GENERAL CLAUSE

 

1.                                       The Employer
will furnish work uniforms, gloves, tools and other equipment when needed, and
shall maintain the same without charge. Should an employee damage through their
negligence or lose part of their issued uniforms or tools, the employee shall
be responsible for the replacement costs. All items
furnished to the employee, shall be returned to the employer, upon termination
of employment.

 

2.                                       Gratuities may
be accepted for all customer services only in the form of paper currency,
gaming chips or coin. Employees must receive authorization from a supervisor for all
services which require the employees to leave their assigned section. Employees
must notify a supervisor when a coin gratuity is received. The Union shall
encourage employees to execute tip declaration forms.

 

3.                                       The Employer
shall pay for grandfathered employees casino license.

 

ARTICLE 33

TUITION REIMBURSEMENT

 

1.                                       Employees shall
be eligible to receive tuition reimbursement on the same terms  and conditions
Tropicana, in its sole discretion, shall then be offering its non-union
employees.

 

ARTICLE 34

TERM - TERMINATION RENEWAL

 

1.                                       This Agreement
shall become effective October 1, 2005 and shall continue in full  force and
effect until midnight, September 30, 2008, 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 September 30, 2008 of any succeeding
year, of a desire to terminate or modify or amend this Agreement. In the event
that neither party gives sixty (60) days notice, as specified above, the entire

 

18

 

Agreement
shall automatically be renewed for the twelve (12) month period following the
most recent date of expiration.

 

IN WITNESS WHEREOF, the parties hereto have
caused this Agreement to be executed and sealed by their duly authorized
representative, the day and year first above written.

 

	
  FOR THE EMPLOYER

  	
   

  	
  FOR THE UNION

  
	
  Tropicana Casino and Resort

  	
   

  	
  Teamsters Local #331

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
  /s/ [ILLEGIBLE]

  

 

19

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