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Title: Mirage Casino-Hotel and Culinary Workers Union, Bartenders Union, UNITE
HERE, Local 226, 165 (2002)

K#: 7575

Employer Name: Mirage Casino-Hotel

Location: Las Vegas NV

Union: Culinary Workers Union, Bartenders Union, UNITE HERE

Local: 226, 165

SIC: 7011 NAICS: 72112

Sector: P Number of Workers: 2000

Effective Date: 06/01/02 Expiration Date: 05/31/07

Number of Pages: 68 Other Years Available: N


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TABLE OF CONTENTS
AGREEMENT 1
ARTICLE 1: RECOGNITION OF THE UNION AND CONTRACT COVERAGES 1
1.01. RECOGNITION OF THE UNION , 1
1.02. NON-BARGAINING UNIT EMPLOYEES 1
ARTICLE 2: HIRING OF EMPLOYEES 2
2.01. HIRING PROCEDURE 2
2.02. No INDIVIDUAL CONTRACTS 2
ARTICLE 3: UNION SECURITY 2
3.01. CHECK-OFF 2
3.02. INDEMNIFICATION
;
.... 2
ARTICLE 4: UNION REPRESENTATIVES 3
4.01. UNION REPRESENTATIVES VISITS 3
4.02. EMPLOYEE INFORMATION 3
ARTICLE 5: SALARIES AND WAGES 4
5.01. WEEKLY PAYMENT 4
5.02. GRATUITIES 4
5.03. TERMINATED EMPLOYEES 4
5.04. DEDUCTIONS AND DONATIONS 5
5.05. SUPERIOR WORKMEN 5
5.06. COMBINATION JOBS 5
5.07. EQUAL PAY '.. 5
5.08. BANQUET GRATUITY DIVISION 5
5.09. COCKTAIL PARTY GRATUITY DIVISION 5
5.10. GRATUITIES FOR LARGE GROUPS 6
5.11. GUESTROOM ATTENDANT GRATUITIES 6
5.12. SERVICE CHARGE- PRIVATE COCKTAIL PARTIES 6
5.13. SERVICE CHARGE - ROOM SERVICE DELIVERIES 6
5.14. SERVICE CHARGE - FRONT SERVICES DELIVERIES. 6
5.15. SHOWROOM GRATUITIES 6
ARTICLE 6: DISCIPLINE 7
6.01. CAUSE FOR DISCHARGE 7
6.02. WARNING NOTICES 7
6.03. TIME OF DISCHARGE 7
6.04. DISCIPLINARY SUSPENSION 8
ARTICLE 7: REPORTING PAY 8
7.01. REASONS FOR PAYMENT 8
7.02. VOLUNTARILY LEAVING WORK 8
7.03. NOTICE BY EMPLOYEE 8
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ARTICLE 8: DISCRIMINATION AND LIE DETECTOR TESTS 8
8.01. PROHIBITED DISCRIMINATION 8
8.02. LIE DETECTOR TESTS PROHIBITED .- 8
8.03.. CONFESSIONS OR STATEMENTS 9
8.04. BONDABLE STATUS 9
ARTICLE 9: WORK SHIFT, WORK WEEK AND OVERTIME 9
9.01. SHIFT AND WEEKLY OVERTIME 9
9.02. DAYS OFF. . . 9
9.03. GUARANTEED WORK 10
9.04. SINGLE SHIFT 12
9.05. SPLIT SHIFT 12
9.06. POSTING 12
ARTICLE 10: EMPLOYEE CLASSIFICATION . 12
10.01. REGULAR FULL-TIME EMPLOYEES 12
10.02. REGULAR PART-TIME EMPLOYEES 12
10.03. SEASONAL POOL FOOD AND BEVERAGE EMPLOYEES 13
ARTICLE 11: VACATIONS 14
11.01. AMOUNT OF VACATION 14
11.02. BREAK IN EMPLOYMENT ,. ...14
11.03. TIME OF TAKING VACATION 14
11.04. VACATION PAY 14
11.05. PRO-RATED VACATIONS 15
ARTICLE 12: HOLIDAYS 15
12.01. RECOGNIZED HOLIDAYS 15
12.02.- HOLIDAY PAY 16
12.03. FAILURE TO REPORT 16
12.04. FLOATING HOLIDAY ELIGIBILITY 16
ARTICLE 13: LEAVES OF ABSENCE 17
13.01. REASONS FOR LEAVES OF ABSENCE 17
13.02. RETURN FROM LEAVE OF ABSENCE . 19
13.03. MEDICAL DISABILITY . 20
ARTICLE 14: MEALS 20
14.01. MEALS BY EMPLOYER 20
14.02. NUMBER OF MEALS. , 20
ARTICLE 15: UNIFORMS AND FACILITIES 20
15.01. UNIFORMS FURNISHED BY EMPLOYER 20
15.02. CARE OF UNIFORMS AND CLOTHING 21
15.03. STORAGE UNITS FOR EMPLOYEES 21
15.04. THEFT 22
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ARTICLE 16: MISCELLANEOUS 22
16.01. UNION BUTTONS 22
16.02. ROTATION OF STATIONS 22
16.03. BREAK.PERIODS 22
16.04. FLOOR COVERINGS 23
16.05. PRESENTATION OF CHECKS 23
16.06. KNIFE SHARPENING 23
16.07. CHANGE PERSONS 23
16.08. RESTROOM ASSIGNMENTS 23
16.09. DUTIES OF GUEST ROOM ATTENDANTS AND HOUSEPERSONS 23
ARTICLE 17: BANQUETS 24
17.01. DEFINITION : 24
17.02. SERVICE CHARGE. 24
17.03. EMPLOYEES WORKING BANQUETS 25
17.04. REPORTING PAY 25
17.05. DISTRIBUTION OF GRATUITIES 25
17.06. COCKTAIL PARTIES ..25
17.07. BANQUET MINIMUMS AND LIMITATIONS 26
17.08. FULL FUNCTION . 26
. 17.09. BARTENDERS 26
17.10. BANQUET TRAINING AND WORK '. 26
ARTICLE 18: PROMOTIONAL EVENTS 27
18.01. DEFINITION 27
18.02. GRATUITIES PAYABLE FOR PROMOTIONAL EVENTS 27
18.03. FRONT SERVICE ATTENDANTS 28
18.04. PAYMENT OF PROMOTIONAL EVENT GRATUITIES. 28
18.05. EXCEPTION 28
ARTICLE 19: COMPLIMENTED GUESTS 28
19.01 . 28
ARTICLE 20: SENIORITY 29
20.01. PROBATIONARY PERIOD 29
20.02. DEFINITION OF SENIORITY . 29
20.03. LAYOFFS AND RECALLS 29
20.04. PROMOTIONS AND PREFERENCE FOR SHIFTS 30
20.05. BREAK IN CONTINUOUS SERVICE AND SENIORITY 31
20.06. NOTIFICATION 32
ARTICLE 21: GRIEVANCES AND ARBITRATION 32
21.01. DEFINITION 32
21.02. TIME LIMIT FOR FILING GRIEVANCES 32
21.03. PROCEDURE FOR ADJUSTING GRIEVANCES 32
21.04. EXTENSION OF TIME LIMITS 34
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ARTICLE 22: NO STRIKES - NO LOCKOUTS 34
22.01. No STRIKES 34
22.02. No LOCKOUTS 34
ARTICLE 23: MANAGEMENT RIGHTS AND RESPONSIBILITIES 34
23.01. RIGHT TO MANAGE 34
23.02. RULES AND POSTING 35
ARTICLE 24: COURT APPEARANCE AND JURY DUTY 35
24.01. COURT APPEARANCE 35
24.02. JURY DUTY 35
ARTICLE 25: HEALTH AND WELFARE 35
25.01. AMOUNT OF CONTRIBUTIONS 35
25.02. DELINQUENT CONTRIBUTIONS 36
25.03. ACCEPTANCE OF TRUST 36
ARTICLE 26: PENSIONS 36
26.01. TRUST AND PLAN 36
26.02. CONTRIBUTIONS 36
26.03. ACCEPTANCE OF TRUST. , 37
- 26.04. DELINQUENT CONTRIBUTIONS 37
ARTICLE 27: WAGES 37
27.01. ESTABLISHED WAGES 37
27.02. MINIMUM WAGES 37
27.03 37
27.04. NEWLY HIRED EMPLOYEES ; 37
ARTICLE 28: OWNERS AND SUCCESSORS 38
28.01. OWNERSHIP 38
28.02. OBLIGATIONS ON EMPLOYER SELLING OR ASSIGNING 38
28.03. OBLIGATIONS ON SUCCESSOR EMPLOYERS 39
ARTICLE 29: SUBCONTRACTING AND SUBLEASING 39
29.01 39
ARTICLE 30: TRAINING .. 39
30.01. TRAINING PROGRAM '. 39
30.02. TRAINING FUND 39
ARTICLE 31: JOB DESCRIPTIONS 40
31.01 40
ARTICLE 32: OTHER BENEFITS 40
32.01 40
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ARTICLE 33: LABOR-MANAGEMENT COOPERATION..... 40
33.01 40
ARTICLE 34: TERMINATION 41
34.01 41
EXHIBIT 1 - 2002 AND 2003 WAGE SCALES 42
EXHIBIT 2 - CHECK-OFF AGREEMENT 46
EXHIBIT 3 - WAIVER OF BARGAINING RIGHTS AND AMENDMENTS TO
AGREEMENT 49
EXHIBIT 4 - ROOM SERVICE AMENITIES AND THEIR RESPECTIVE GRATUITIES
50
EXHIBIT 5 - UTILIZATION OF BANQUET "B" LIST 51
EXHIBIT 6 - POLITICAL ACTION COMMITTEE 52
EXHIBIT 7 - RE: IMMIGRATION 53
SIDE LETTER #1 - BARTENDERS TRAINING PROGRAM 54
SIDE LETTER #2 - FRONT SERVICE ATTENDANT POSITIONS 55
SIDE LETTER #3 - LEAVE OF ABSENCE - UNION BUSINESS 56
SIDE LETTER #4 - SURVEILLANCE TAPES 57
SIDE LETTER #5 - 401(K) PLAN 58
SIDE LETTER #6 - VACATION SCHEDULE AND PAV 59
INTERIM SIDE LETTER OF AGREEMENT #1 60
MEMORANDUM OF AGREEMENT 61
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Mirage Casino-Hotel
AGREEMENT
THIS AGREEMENT is made and entered into as of the I
s
day of June, 2002 by and between the
MIRAGE CASINO-HOTEL (hereinafter called the "Employer"), and the LOCAL JOINT
EXECUTIVE BOARD OF LAS VEGAS, for and on behalf of CULINARY WORKERS
UNION, Local No. 226, and BARTENDERS UNION, Local No. 165 (hereinafter called the
"Union").
WITNESSETH:
WHEREAS, pursuant to a valid reopening notice dated March 8, 2002 and served upon the
Employer by the Union, the parties have, by negotiations and collective bargaining, reached
complete agreement on wages, hours of work, working conditions and other related, negotiable
subjects to be incorporated into a new Labor Agreement which shall supersede all previous
verbal or written agreements in conflict with or modified by the Agreement applicable to the
employees in the bargaining unit defined herein which may have existed between the Employer
and the Union or between the predecessor of the Employer, if any, and the predecessor of the
Union, if any.
NOW, THEREFORE, in consideration of the foregoing, the execution of this Agreement and the
full and faithful performance of the covenants, representations and warranties contained herein, it
is mutually agreed as follows:
ARTICLE 1: RECOGNITION OF THE UNION AND CONTRACT COVERAGES
1.01. Recognition of the Union.
The Employer agrees to recognize the Union as the exclusive collective bargaining
representative for the Employer's employees at its establishment at 3400 Las Vegas Boulevard
South, Las Vegas, Nevada, working under the Union's jurisdiction and working in those job
classifications listed in Exhibit 1 attached hereto and made a part of this Agreement. The
Employer and the Union agree that all employees working in classifications listed in Exhibit 1
are properly within the bargaining unit and that the term "employee" as used in this Agreement
refers to employees of the Employer working in. such classifications. Any classification
established by the Employer, not listed in Exhibit 1, where the employees perform duties covered
by this Agreement shall be a part of this Agreement at a wage rate comparable to related job
classifications.
1.02. Non-Bargaining Unit Employees.
Non-bargaining unit employees shall perform no bargaining unit work except such occasional
work as is reasonably connected with or incidental to the proper and orderly conduct of hotel
operations.
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ARTICLE 2: HIRING OF EMPLOYEES
2.01. Hiring Procedure.
Whenever the employer finds it necessary to hire new employees for those classifications covered
by the Agreement, it may recruit and procure applicants from any source.
At its sole option, the Employer may notify the Union who shall assist the Employer in obtaining
applicants who meet the qualifications required by the Employer. When applicable, the Union's
selection of applicants for referral shall be on a nondiscriminatory basis, and shall not be based
upon or in any way affected by membership in the Union or the Union's bylaws, rules,
regulations, constitutional provisions or any other aspects or obligations of Union membership,
policies, or requirements, or upon an applicant's race, color, religion, sex, age, national origin,
actual or perceived disability, or history of a disability.
The Employer shall be the sole judge of an applicant's suitability, competence and qualifications to
perform the work of any job to be filled. The Employer may accept or reject any applicant for
employment in accordance with applicable laws.
When the Employer considers applicants for employment who have not been referred to the
Employer by the Union's dispatch office, the Employer shall, in order to maintain a consistent and
orderly process, advise such applicants that in order to obtain employment they must be dispatched
for available positions. The Union's referral service shall send applicants named by the Employer
directly back to the Employer. The Union will process these applicants within four (4) hours during
which the Union's referral service is open for business. Such applicants named by the Employer
shall be processed by the service without any discrimination. Any applicant named by the
Employer shall be permitted by the Union's referral service to register in the same manner as others.
If there are any problems with processing of applicants, the parties will review such problems and
make such changes as may be necessary.
2.02. No Individual Contracts.
No employee covered by this Agreement shall be compelled or allowed to enter into any individual
contract or agreement with the Employer concerning conditions of employment, which varies the
terms or conditions of employment contained in this Agreement.
ARTICLE 3: UNION SECURITY
3.01. Check-Off.
The Check-Off Agreement and system heretofore entered into and established by the Employer
and the Union for the check-off of Union dues by voluntary authorization, as set forth in Exhibit
2, attached to and made a part of this Agreement, shall be continued in effect for the term of this
Agreement.
3.02. 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 reasons of, any action taken or not taken
by the Employer, at the request of the Union, in accordance with the provisions of this Article.
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Mirage Casino-Hotel
ARTICLE 4: UNION REPRESENTATIVES
4.01. Union Representatives Visits.
Authorized representatives of the Union shall be permitted to visit the Employer's establishment
for the purpose of communicating with employees and supervisors regarding Union business and
collecting Union dues, assessments and initiation fees. Such visits shall not interfere with the
conduct of the Employer's business or with the performance of work by employees during their
working hours. Union representatives will be required to report to the designated office to sign
in and wear identification while on the premises of the Employer.
4.02. Employee Information.
To permit the Union to properly and efficiently carry out its responsibilities, the Employer shall
provide the following information to the Union:
(a) By the tenth (10
th
) day of each month, a list of all employees hired into the bargaining unit
during the preceding month, including each employee's name, social security number, address,
phone number, department, job title, hire date, and Article 10 category.
(b) By the tenth (10 ) day of each month, a list of all bargaining unit employees terminated,
placed on leave of absence or transferred out of the bargaining unit, and of all employees transferred
into the bargaining unit,, during the preceding month including each employee's name, social
security number and the date(s) of such personnel transactions, and the expected date of return for
leaves of absence.
(c) The reports described in subsections (a) and (b) shall be sent to the Union by fax or mail or
via email; after the Union has demonstrated to the Employer that the proper "PGP" security
encryption measures exist in the Union's network.
(d) The Employer shall furnish the Union with a quarterly list of all employees in the bargaining
unit, including each employee's name, social security number, department, job title, home address,
phone number, status (mil time, part time, etc.) and date of hire, date of birth and ethnicity. Data
regarding employee ethnicity will not be shared with any person, media or entity outside the Union
and employee benefit funds. The Union agrees to sign a confidentiality form pertaining to the use
of such data. This report shall be in a computer-readable form in any one of the following media
containing header information and a field record layout:
1. 3 !4" diskette in Formatted Text (Space Delimited) format
2. CD ROM in Formatted Text (Space Delimited) format
3. ZIP Disk in Formatted Text (Space Delimited) format
4. Via e-mail transmission (See 4.02(c) above)
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ARTICLE 5: SALARIES AND WAGES
5.01. Weekly Payment.
Regular employees shall be paid weekly, semi-monthly or bi-weekly. Paychecks must show the
number of hours paid for in that pay period, broken down by straight-time and overtime hours.
Personnel records on the source and dates of gratuities included in paychecks shall be made
available to individual employees on request.
5.02. Gratuities.
All gratuities left by customers are the property of the employees exclusively and no Employer
or department heads not covered by this Agreement shall take any part of such gratuities or credit
the same in any manner toward the payment of an employee's wages, except as otherwise
provided by this Agreement. The Employer, at its sole option, may institute programs whereby
gratuities are pooled and disbursed on a pro-rata basis to Front Service employees and to self-
service food outlets (e.g., buffet, cafeteria operation) employees. The Employer shall not post or
display notices restricting gratuities; provided, however, that where the Employer has special
events, sales promotions or other functions where the price charged includes gratuities, the
Employer may publish and distribute literature, brochures and tickets for same which contain a
notice of statement that gratuities are included in such price.
Gratuities, regardless of the amount, signed by a registered hotel guest on that guest's individual
hotel check, or by a registered hotel guest or other customer on his/her individual credit card,
shall be paid to the employee in cash either after the end of the shift or immediately prior to the
commencement of the employee's next shift, provided that, in the case of gratuities signed on a
hotel check, the employee must have followed the Employer's established and published
procedure for verifying that the person who signed for the gratuity is a registered hotel guest and
is not exceeding his/her established credit limit.
5JD3. Terminated Employees.
Employees who are discharged and/or who resign shall be paid in accordance with applicable
laws.
(a) Applicable Laws to Article 5, Section 608.020-Discharge Of An Employee - Immediate
Payment
Whenever the Employer discharges an employee, the wage and compensation earned and unpaid
at the time of such discharge shall become due and payable within twenty-four (24) hours.
(b) Section 608.030-Payment Of Employee Who Resigns Or Quits His/Her Employment
Whenever an employee resigns or quits his/her employment, the wages and compensation earned
and unpaid at the time of his/her resignation or quitting must be paid no later than:
1) The day on which he would have regularly been paid the wage or compensation;
or
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Mirage Casino-Hotel
2) Seven (7) days after he/she quits or resigns, whichever is earlier.
5.04. Deductions and Donations.
(a) No employee shall be required to subscribe to any form of insurance or to make
contributions or suffer any deductions from wages without written authorization of such
employee, except as may be required by law.
(b) There shall be no automatic cash deductions from an employee's wages for any cash
shortage until after consultation with the employee and the responsibility for the shortage has
been established by the Employer provided, however, that the employee may have the Union
review the case with the Employer, prior to any such deduction. When any said deduction is
made the Employer shall notify the employee in writing immediately upon determination that a
cash shortage exists for which it intends to deduct the amount of the shortage from the
employee's wages. So long as Food Servers observe the Employer's published procedures
governing walkouts, there will be no automatic cash deduction from employee's wage pending
an investigation.
5.05. Superior Workmen.
The wage scales in this Agreement are minimum scales and do not prohibit, the Employer from
paying higher wages. It is specifically agreed that employees compensated at said higher wage
rates may be returned to the scales published herein at the sole discretion of the Employer.
Employees paid Superior Workmen rates shall have their wages increased by amounts of not less
than the increase in the minimum wage scales as specified in Exhibit 1, attached to and made
part of this Agreement, for the classifications in which they are employed.
5.06. Combination Jobs.
When an employee works in two or more classifications in any day, he shall be paid for that day
at the rate of pay for the highest classification, provided that this shall not apply in cases of relief
for meal and rest periods.
5.07. Equal Pay.
The wage scales set forth in Exhibit 1 shall apply equally to male and female employees covered
by this Agreement.
5.08. Banquet Gratuity Division.
Fourteen percent (14%) of the total gratuity of a banquet function, other than a cocktail party as
defined in Section 17.06, shall be divided evenly among Banquet or Catering Managers who
work the function. Eighty-six percent (86%) of the total gratuity shall be divided evenly among
Food Servers and Cocktail Servers who work the function.
5.09. Cocktail Party Gratuity Division.
On cocktail parties, as defined in Section 17.06, fourteen percent (14%) of the total gratuity shall
be divided evenly among the Banquet or Catering Managers who work the cocktail party.
Eighty-six percent (86%) of the total gratuity shall be divided evenly only among Food Servers
or Cocktail Servers, as the case may be, and Bartenders who work the cocktail party.
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5.10 Gratuities For Large Groups
A gratuity of eighteen percent (18%) shall be added to checks for parties often (10) or more in
the coffee shop, buffet or the California Pizza Kitchen for guests paying with cash or credit card.
This provision shall not apply to complimented guests.
5.11. Guestroom Attendant Gratuities.
Cash gratuities left by guests checking out of rooms or designated for Guestroom Attendants
shall be the property of the Guestroom Attendants.
5.12. Service Charge - Private Cocktail Parties.
A service charge often percent (10%) of the check shall be paid to Room Service Servers for
setting up cocktail parties in private rooms. For these purposes, a cocktail party is a gathering of
twelve (12) or more persons in a guest room or suite in which alcoholic beverages, mixes,
glasses and ice are delivered by the Room Service Server. In these cases,-charges are based on
consumption only. Consumption is defined as an open bottle.
5.13. Service Charge - Room Service Deliveries
A service charge of fifty cents (50) for each delivery made by a Room Service Server shall be
paid for delivering complimented items such as alcoholic beverages, fruit and other similar
items, but excluding meals and beverages served with meals, sent to a guest's room by the
Employer. Other Room Service amenities and the respective gratuities are outlined in Exhibit 4.
5.14. Service Charge - Front Services Deliveries,
When Front Service Attendants deliver magazines, newspapers, gifts, or shoe-shines, they shall
receive one dollar ($1.00) for each delivery. When Front Service Attendants deliver flowers
generated from the Employer's floral department they shall receive two dollars ($2.00) for each
delivery. When Front Service Attendants deliver items from the business center to a guest they
shall receive one dollar ($1.00) for each delivery.
5.15. Showroom Gratuities.
For regularly scheduled performances presented in the showroom, an employee in the Culinary
Workers' unit shall be guaranteed the right to present a check for any food and beverage served
only, or in the event an employee in the Culinary Workers' unit is not given an opportunity to
present such a check, the Employer shall pay a service charge of seventeen percent (17%)
applied to any food or beverage served only, not including any admission charge to the
showroom.
Showroom employees are specifically prohibited from accepting gratuities for services provided
in the showroom. Gratuities are included in either the price of the ticket or on the check for food
and/or beverage service for showroom servers. The Employer agrees to distribute these
gratuities directly to the servers. In the showroom, all gratuities left by guests shall be pooled
and distributed equitably to the employees on an annual basis relative to the showroom tipping
policy.
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ARTICLE 6: DISCIPLINE
6.01. Cause For Discharge.
(a) No regular employee, after having completed the probationary period under Section
20.01, shall be disciplined and/or discharged except for just cause. The Employer shall follow a
system of progressive discipline. The parties agree that progressive discipline normally requires,
prior to suspension or discharge, that an employee be given a written opportunity to correct the
deficiency, but that within the principle of progressive discipline, the Employer may impose
immediate suspension or discharge for dishonesty, incompetence, misconduct, insubordination,
discourteous conduct toward a guest, failure to report to work without just cause, walking off the
job during a shift, or drinking alcohol or use of controlled substance, or being under the influence
thereof, during the employee's shift.
When an employee who has completed the probationary period is disciplined and/or discharged,
the reason therefore will be given to the employee in writing. Based on the Union and
Employer's established practice when an employee is discharged, copies of the written notice to
the employee will be sent to the Union within seventy-two (72) hours of the discharge. Upon
request by the Union, legible copies of all documents relevant to discipline or discharge,
including videotapes, shall be provided to the Union.
(b) Where there is reasonable cause to believe that an employee is under the influence of
alcohol or a controlled substance, the employee, after being notified of the contents or this
subsection, must consent to an immediate physical examination at an independent medical
facility or suffer the penalty of discharge. The Employer shall pay for the cost of the
examination, and the employee shall be paid for all time required for the examination. A blood
alcohol level of .10 provides an absolute presumption that an employee is under the influence of
alcohol. In the event the State of Nevada lowers the legal presumption of intoxication below the
.10 level, the contract shall automatically be amended to reflect the lower level.
6.02. Warning Notices.
Warning notices issued to employees must specify the events of actions for which the warning is
issued. Warning notices shall be issued to employees 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 employee. The employee shall be
required to sign all notices for the purposes of acknowledging receipt. Warning notices, written
customer complaints, and reports of outside agencies or of the Employer's own security force
concerning conduct of an employee shall become null and void one (1) year after the date of
issuance and may not thereafter be used as a basis for or in support of any subsequent discharge
or disciplinary action.
6.03. Time of Discharge.
No employees shall be discharged on his/her day off or while on vacation.
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Mirage Casino-Hotel
6.04. Disciplinary Suspension.
Suspensions shall become null and void one (1) year after the date of issuance and may not
thereafter be used as a basis for or in support of any subsequent discharge or disciplinary action.
ARTICLE 7: REPORTING PAY
7.01. Reasons for Payment.
When the Employer or its representative orders an employee to report for work, or fails to notify
an employee not to report to work as previously scheduled, for any reason, and said employee is
not allowed to work, the Employer shall pay the employee at the employee's regular rate of pay
for his/her scheduled shift, provided however, that where an employee is sent home after
commencing work because the Employer cannot present scheduled entertainment due to bona
fide illness or disability of the entertainer or entertainers to perform, the employee shall be paid
for the hours actually worked or four (4) hours, whichever is greater.
7.02. Voluntarily Leaving Work.
Employees who voluntarily leave work with the Employer's approval will be paid for the actual
hours worked.
7.03. Notice by Employee.
If an employee is unable to report for work, he/she shall notify or cause notice to be given to the
department head, assistant department head, shift supervisor or other designated Employer
representative, who will be available for such purpose, at least four (4) hours prior to
commencement of the employee's shift, except where it is unreasonable under the circumstances,
for the employee to give such notice. The Employer will log and maintain a record of such calls.
ARTICLE 8: DISCRIMINATION AND LIE DETECTOR TESTS
8.01. Prohibited Discrimination.
There shall be no discrimination by the Employer or the Union against any employee because of
membership or non-membership in, or activity on behalf of the Union provided that an
employee's Union activities shall not interfere with the performance of his/her work for the
Employer. In accordance with applicable laws, there shall be no discrimination against any
employee with respect to compensation, terms, conditions, privileges of or opportunities for
employment because of race, color, religion, sex, or sexual orientation, age, national origin or
disability as defined in the Americans with Disabilities Act. Notwithstanding any other
provision of this Agreement, the Employer is permitted to take all actions necessary to comply
with the Americans with Disabilities Act, including but not limited to, the authority to take
actions deemed by the Employer to be necessary to effect reasonable accommodations.
8.02. Lie Detector Tests Prohibited.
No employee or applicant shall be required or requested by the Employer to take a lie detector
test.
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8.03. Confessions or Statements.
Should the Employer request that an employee resign, or sign a confession or statement
concerning his/her conduct, the employee is permitted to have a Union Representative present if
the employee so requests.
8.04. Bondable Status.
Employees who regularly, in the course of their employment, are required to handle money or
negotiable instruments, may be required to maintain bondable status as a condition of
employment.
ARTICLE 9: WORK SHIFT, WORK WEEK AND OVERTIME
9.01. Shift and Weekly Overtime.
For the purposes of computing overtime only, eight (8) hours shall constitute a full shift based on
a five (5) day workweek; ten (10) hours shall constitute a full shift, based on a four (4) day work
week; and six (6) hours or less shall constitute a short shift, except overtime pay for banquet
servers is due only when the employee works more than eight (8) hours on any one job.
Incumbent employees in Kitchen and Housekeeping classifications shall only be scheduled for
ten (10) hour shifts on a voluntary basis.
All work performed in excess of eight (8) hours (or ten (10) hours if applicable) on one (1)
workday, or in excess of forty (40) hours in a week shall constitute overtime and shall be paid for
at time and one-half (1'AX) the employee's straight time hourly rate of pay. Work performed on
an employee's sixth (6
th
) and seventh (7
th
) consecutive days of work shall be paid for at time and
one-half (VAX) and two and one-half (2l4X)-the employee's straight-time hourly rate of pay
respectively, except overtime for part-time employees will not be paid if the employee is
regularly scheduled to work 6 days and if that sixth or seventh day is worked by a part-time
employee at the employee's request, unless the employee works more than forty (40) hours in the
workweek.
Overtime shall not be paid under this Section for more than one reason for the same hours
worked. Holidays not worked and paid for at straight-time under Section 12.02(c) shall count as
a shift for the purposes of Section 9.03(a), and also, if on an employee's regularly scheduled day
of work for the purposes of computing weekly overtime.
9.02. Pavs Off.
The Employer supports the principle of providing its employees with two (2) days off, or three
(3) days off for employees on a ten (10) hour per day schedule, during each seven (7) day work
period. The Employer will schedule them consecutively, except that when business conditions
dictate, the Employer may split them. In those instances, scheduling of split days off will be
done according to the provisions of Section 20.04(b) of this Agreement.
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9.03. Guaranteed Work.
(a) Regular employees who are scheduled and report for work at the beginning of their
workweek shall be guaranteed pay for the following number of shifts for which they are
scheduled in that workweek.
(b) 1. Not less than five (5) full shifts of eight (8) hours, or four (4) full shifts often (10)
hours for:
Host Person
Steward
Stove Cleaner
Kitchen Worker
Cook
Pantry
General Cleaner (Porter, House Person)
Guest Room Attendant
Status Board Operator
Linen Attendant
Uniform Attendant
Change Attendant
Dispatcher
Front Services Attendant
Door Person
Baggage Handler
Bartender (Non-Tipped)
Runner
Baker
Beverage Porter
Banquet Set-up Porter
Lead Banquet Set-up Porter
Master Cook
Utility Cleaner (Porter, House Person)
Helper
Specialty Helper I Butcher
Specialty Helper II Baker
Butcher
Assistant Pastry Chef
Front Services Dispatch Supervisor
Front Services Door Person Supervisor
Sous Chef .
Carousel
Slot Booth Cashier .
Cashiers (F&B)
Bartender (Tipped)
Apprentice Bartender
2. Not less than five (5) full shifts of eight (8) hours, four (4) full shifts of ten (10)
hours'or five (5) short shifts as defined in 9.01 for:
Server
Server - Cocktail
Bus Person
Turndown Service Attendants
Fountain/Counter
3. Not less than five (5) shifts of at least six (6) hours for all classifications assigned
to the showroom (Head Usher, Usher, Bus Person, Cashier, Bartender, Apprentice
Bartender, Beverage Porter). Available work in excess of thirty (30) hours per week shall
be distributed equitably.
4. Not less than four (4) shifts of at least six (6) hours for Servers, Bus Persons,
Bartenders, & Apprentice Bartenders, assigned to work in Specialty/Gourmet outlets
open only four (4) days per week.
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5. Not less than four (4) shifts of at least eight (8) hours for Host Persons, Cashiers,
Sous Chefs, Master Cooks, Cooks, Pantry, Helpers, Stewards, Kitchen Workers, Runners,
and Beverage Porters assigned to work in Specialty/Gourmet outlets open only four (4)
days per week.
(c) However notwithstanding the above provisions, the weekly guarantee shall not apply to
the following situations:
1. The first week of employment including the first week of active employment on
return from absence from work or layoff, and the last week of employment in cases of
termination.
2. The week in which an employee begins his/her vacation or other absence from the
job if said vacation or absence does not begin at the end of the employee's scheduled
workweek.
3. The week in which an employee ends his/her vacation or other absence from the
job if the employee does not return to work at the beginning of his/her scheduled
workweek.
4. Shift changes brought about by senior employees bidding in accordance with
Section 20.04.
5. Where the Employer, Union and the employee have mutually agreed that the
employee would be scheduled for and work less than the contractually provided for
workweek and/or shift.
6. When the Employer's establishment or any part thereof is closed as a result of an
Act of God, fire or failure of an entertainer to perform.
7. When the Employer closes any part of its establishment for any reason other than
those stated in paragraph 6 and notice thereof is given to affected employees at least two ,
(2) weeks in advance.
8. The Employer may establish six (6) hour shifts in the Front Services Department
so long as there is no reduction of work opportunities for Bell employees. All six (6)
hour shifts will be voluntary and optional for employees. No eight (8) hour shift
employee will be requested and/or required to have six (6) hour shift.
(d) Employees called to work on their sixth (6
th
) or seventh (7
th
) consecutive days in a
workweek or on any of the holidays listed in Section 12.01 shall be guaranteed a full or short
shift on such days, depending on whether they are regularly assigned to a full or short shift, at the
applicable rate of pay.
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9.Q4. Single Shift.
No employee shall be required to work more than one (1) shift in any one (1) twenty-four (24)
hour period, except as part of a regular weekly schedule. This shall not prohibit the performance
of overtime work, provided that any such hours worked shall be compensated at one and one-half
times (1V2K) their regular rate of pay.
9.05. Split Shift.
Split shifts shall be allowed only for Front Services Attendants, Food Servers and Bus Persons.
The split shift shall be eight (8) hours within eleven (11) hours, with one (1) split. Any
employee working a split shift shall receive three dollars ($3.00) per shift in addition to the
regular rate of pay.
9.06. Posting.
The Employer shall post each week, in a conspicuous place in each department available to
Union representatives, a work schedule showing the first and last name, the last three (3) digits
of the employee's identification number and classification of each employee, and specifying
days off and starting and finishing times. When employees not originally scheduled to work
during any week are later called into work during that week, their names, the last three (3) digits
of the employee's identification number, and classifications shall be added to the posted work
schedule, not later than the end of the first shift they work.
Showroom work schedules shall remain posted for four (4) consecutive weeks. At least seventy-
two (72) hours notice must be given to employees whose scheduled days off are to be changed.
An employee whose shift starting time is to be changed for his/her next scheduled shift must be
so notified in person before leaving work on his/her prior shift. No employee shall be required to
call in or stand by for call. Shifts may not be rotated.
ARTICLE 10: EMPLOYEE CLASSIFICATION
10.01. Regular Full-Time Employees.
A regular full-time employee is an employee carried on the Employer's regular payroll who has
been hired to work not less than the number of full or short shifts guaranteed for his/her
particular classification under Section 9.03 of this Agreement.
10.02. Regular Part-Time Employees.
A regular part-time Employee is an Employee whose work week is not guaranteed under the
terms of Section 9.03 of this Agreement. The Employer shall endeavor to provide such
Employees with the number of full or short shifts guaranteed for the Employee's particular
classification under Section 9.03 of this Agreement to the extent possible. Such Employees shall
have regular posted schedules of work. To the extent possible, such regular posted schedule of
work shall include the same days off each week for each Employee. It is agreed that while thirty
(30) hours of work per week is not guaranteed, the Employer shall adjust staffing levels if the
posted schedules of regular part-time Employees frequently fall below thirty (30) hours per
week. The purpose of this paragraph is to provide the greatest possible continuity of regularly
scheduled flexibility for the Employer to meet business requirements.
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In addition to the posted schedule of work, regular part-time Employees will be offered work in
their classification that is available at any time that an Employee is not already scheduled to
work, in order of seniority within the classification if the Employee is qualified to perform the
available work. A regular part-time Employee who does not wish to be offered available work in
addition to the Employee's posted schedule of work may advise the Employer in writing of that
fact ..
The number of such regular part-time Employees shall not exceed twenty-five percent (25%) of
the total number of Employees in any particular classification, and the balance shall be regular
full-time Employees. Only for the purpose of this twenty-five percent (25%) part-time
classification, Servers and Bus Person classifications will be by specific food outlet When a
layoff is required, the Employer shall first lay off regular part-time Employees, and then regular
full-time Employees, following within each group the procedures of Section 20.03 of this
Agreement.
When there is an opening to be filled in a regular full-time position, after any transfers which
may take place in accordance with Section 20.04 (b) of this Agreement, the Employer shall offer
such opening to regular part-time Employees, using the procedure provided in Section 20.04(b)
of this Agreement, before new Employees arc hired.
Upon request by the Union, the Employer will meet with the Union and the Shop Steward(s) for
the affected Employees to discuss any problems with, the regular part-time employee
classification, and the Employer will make good-faith efforts to resolve such problems. The
Employer will make available to the Union, upon request, data regarding the number of
Employees, their posted schedules, and their hours worked.
10.03. Seasonal Pool Food and Beverage Employees.
A seasonal employee is an employee hired as a temporary employee to work in the Employer's
pool food & beverage area anytime from the opening of the pool season to the closing of the pool
season. These employees have bidding rights within this classification only. Regular employees
who transfer into this new classification will be assigned to the bottom of the part-time seniority
list of whatever classification they subsequently bid into. Seasonal classification shall be limited
to: pool cocktail servers, pool bartenders, pool apprentice bartenders, pool food servers, pool bus
persons, pool food & beverage cashiers, pool fountain workers, pool cooks, and pool pantry
workers.
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ARTICLE 11: VACATIONS
Amount
Of
Paid Vacation
1 week
2 weeks
3 weeks
4 weeks
11.01. Amount of Vacation.
After twelve (12) months of continuous service, without a break in employment with the
Employer, and on each annual anniversary date thereafter of this continuous employment with
such Employer, an employee shall become entitled to a paid vacation, in accordance with the
following schedule:
Months or Years of
Continuous Service
With the Employer
12 months
2 years
6 years
12 years
11.02. Break in Employment.
A change in ownership of the Employer shall not break an employee's continuity of service for
the purpose of vacation eligibility. Time absent from work while on authorized leave of absence
or while on layoff, shall not break an employee's continuity of service. Neither time absent from
work while on authorized leave of absence, nor while on layoff shall change an employee's
anniversary date. Time absent from work while on authorized leave of absence or while on
layoff shall be counted as months and years of continuous service in computing the number of
weeks of paid vacation eligibility. Provided, however, that the amount of paid vacation due an
employee in a particular anniversary year will be reduced on a pro-rata basis, to reflect any time
from work while on authorized leave of absence or while on layoff in excess of a total of thirty
(30) days during the twelve (12) months immediately preceding the employee's anniversary date.
11.03. Time of Taking Vacation.
The Employer shall have the right to determine when vacation shall be taken. The Employer
will make a reasonable effort to accommodate all employee requests for vacation time, subject to
business-needs. If more employees in a classification request a particular vacation period than
the Employer can accommodate, seniority shall govern. Once granted by the Employer, an
employee's vacation period shall not be changed by the Employer except in the event of an
emergency. Subject to the business needs of the Employer, employees may request vacation
time in one (1) week increments.
Earned vacation time must be initiated and completed within the succeeding twelve (12) month
period following the anniversary date.
11.04. Vacation Pay.
(a) Vacations must be taken as paid time off, and no employee shall be required to work for
the Employer during his/her vacation. Vacation pay shall be computed on the basis of the
employee's current rate of pay, or at the rate of pay of the classification in which the employee
worked the majority of his/her preceding anniversary year, whichever is the greater; provided,
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however, that if any employee is regularly scheduled to work in two (2) or more classifications
with different rates of pay, his/her vacation pay shall be computed on a pro-rated basis based on
the respective periods of time that he/she worked in the different classifications in his/her
preceding anniversary year. Vacation pay shall be paid by separate check immediately prior to
the commencement of his/her vacation. If any holidays specified in Section 12.01 occur during
an employee's vacation, he/she shall receive an additional day's pay for each such holiday.
Vacation pay shall be paid only at the time of vacation. At an employee's request, pro-rata
vacation pay shall be paid at the time of the layoff, provided the employee is entitled to at least
five (5) days vacation pay.
(b) Vacation pay for employees classified as regular part-time and banquet part-time
employees, shall be computed on a pro-rata basis of hours actually worked, as compared to a
normal full-time year of 2,080 hours.
11.05. Pro-Rated Vacations.
(a) After an employee -has at least six (6) months of continuous service with the Employer,
he/she shall be entitled to pro-rated vacation pay upon termination of employment. For an
employee having at least six (6) months, but less than one (1) year, of continuous service at the
time of termination, the pro-rated amount of vacation pay shall be one-twelfth (1/12) of a week's
vacation pay for each one (1) month of service since his/her date of employment by the
Employer. For an employee having at least one (1), but less than five (5) years of continuous
service at the time of termination, the-pro-rated amount of vacation pay shall be one-sixth (1/6)
of a week's vacation pay for each one (1) month of service since his/her last previous anniversary
date of employment. For an employee having at least five (5), but less than eleven (11) years of
continuous service at the time of termination, the pro-rated amount of vacation pay shall be one-
fourth (1/4) of a week's vacation pay for each one (1) month of service since his/her last previous
anniversary date of employment. For an employee having eleven (11) years or more of
continuous service at the time of termination, the pro-rated amount of vacation pay shall be one-
third (1/3) of a week's vacation pay for each one (1) month service since his/her last previous
anniversary date of employment. The provisions of this paragraph shall not apply in cases of
termination for proven theft.
ARTICLE 12: HOLIDAYS
12.01. Recognized Holidays.
The following days shall be recognized as holidays under this Agreement:
Washington's Birthday Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Thanksgiving Day Fourth Thursday in November
Christmas Day December 25
In addition to the six defined holidays, employees who have completed their probationary period
may schedule two (2) floating holidays, subject to management approval.
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12.02. Holiday Pav.
(a) Regular full-time and regular part-time employees, and banquet regular part-time
employees shall be paid one (1) day's pay (based on their regularly scheduled number of shift
hours) at their straight-time hourly rate of pay for each holiday as set forth in Section 12.01 on
which they perform no work.
(b) Except as provided otherwise in paragraph (c) of this Section, employees who work on
any of the holidays set forth in Section 12.01 shall be paid double (2X) their straight-time hourly
rate of pay for such work.
(c) Employees who work on any of the holidays set forth in Section 12.01 which is their
sixth (6
th
) or seventh (7
th
) day of work in a workweek shall be paid two and one-half (2J4X) or
three (3X) times their straight-time rate of pay for such work, as the case may be.
12.03. Failure to Report.
(a) If an Employee was scheduled by his/her Employer, at least one (1) week in advance of a
particular holiday, to work on that holiday and fails to report for such scheduled work, he shall
not receive any holiday pay.
(b) If the employee has two (2) or more absences before and/or after a holiday, within one
(1) year, the employee may be required to provide documentation justifying the absence. In the
absence of the requested documentation or a failure to present sufficient justification, holiday
pay may be refused.
12.04. Floating Holiday Eligibility.
(a) Employee is not eligible to request a floating holiday until he/she has completed his/her
probationary period.
(b) Floating Holiday eligibility shall be calendar year to calendar year.
(c) Employee must be actively on the payroll and must have received prior management
approval in writing. Such approval shall not be unreasonably withheld.
(d) Regular full-time or regular part-time employees only.
(e) Employees will be paid floating holiday pay based on the number of hours in their
regular shift at the time of the floating holiday.
(f) Must be taken as paid time off.
(g) Cannot be canceled within thirty (30) days of approved selection, except in emergency.
(h) If the floating holiday has not been used or approved to be used prior to the effective date
of the employee's termination, then the employee is entitled to one (1) paid floating holiday
during the first six (6) months of the calendar year and two (2) paid floating holidays any time
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after the first six (6) months of the calendar year. The floating holiday(s) shall be paid at the
time of termination if the employee has completed his/her probationary period.
ARTICLE 13: LEAVES OF ABSENCE
13.01. Reasons for Leaves of Absence.
(a) Leaves of absence without pay, for bona fide illness or injury compensable under the
Employer's Insurance Company of Nevada ("EICON"), shall be granted for the period of time
that an employee, as demonstrated to the satisfaction of the Employer to the extent of its rights
under EICON, is unable to perform his/her regular job duties or such other modified or different
job duties as the Employer may, in its sole discretion to the extent of its rights under EICON,
choose to assign to the employee.
The Employer reserves the right to assign employees to work in light duty in classifications that
are covered or are excluded from the terms of this Agreement, during the time that an
employee's bona fide illness or injury compensable under the Nevada Industrial Insurance Act
precludes him/her from performing the duties of his/her classification. The employee shall be
paid either the temporary total disability rate while assigned to light duty or the appropriate rate
for the classification if the employee is assigned to perform bargaining unit work in its entirety,
whichever is greater. The Employer shall assign the employee to work the shift and hours
consistent with the needs of the business and availability of light duty work, and without
obligation to provide a weekly guarantee.
Time spent working light duty shall not count as shifts worked for completion of the
probationary period. However, the employee's shifts worked, prior to and after assignment to
light duty, shall be combined to complete the probationary period. Time spent working light
duty shall not be considered a break in service when calculating seniority or vacation
entitlement.
If the bargaining unit employee rejects the assignment to perform light duty work, whether
within or outside of the bargaining unit, the employee shall be subject to disqualification of
benefits under the Employer's Insurance Company of Nevada. However, if the bargaining unit
employee rejects the assignment to perform light duty work, the bargaining unit employee shall
not otherwise be subject to discipline and shall continue to be entitled to leave for which the
employee is eligible under 13.01(a).
In the event a bargaining unit employee is assigned and accepts light duty work within the
bargaining unit, all applicable provisions of the Collective Bargaining Agreement, subject to the
modifications and restrictions set forth herein, shall apply to such employee, including accrual of
seniority, and grievance and arbitration. In addition, the employee shall comply with all
Company, House, and Departmental rules to the extent required under Section 23.02.
In the event a bargaining unit employee is assigned and accepts out-of-bargaining unit light duty
work, the Employer shall make contributions on behalf of the employee pursuant to Articles 25
and 26 of this Agreement. In the event of a termination, the employee shall be entitled to all
rights in accordance with Articles 6 and 21 of the Collective Bargaining Agreement except in the
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event of an arbitration, the arbitrator's power shall be limited to restoring the employee to their
pre-injury bargaining unit position. No other provisions of the Collective Bargaining Agreement
shall apply to employees working in out-of-unit light duty positions. The employees shall
comply with all Company, House, and Departmental rules.
Employees.shall be prohibited from receiving double benefits or recovery, pursuant to the terms
of this Agreement and an action or decision by the Employer's Insurance Company of Nevada,
Nevada Department of Administration, or any other local, state or federal department, agency or
court.
(b) Leaves of absence without pay shall be granted for:
1. the employee's own serious health condition not compensable under the
Employer's Insurance Company of Nevada for cumulative periods not to exceed six (6)
months total during the twelve (12) month period selected by the Employer for
determining leave entitlement under the Family and Medical Leave Act of 1993
("FMLA"), except that an employee on a leave of absence under this subsection because
of pregnancy or complications arising from pregnancy, which must be documented with a
physician's certification, may supplement the six (6) months leave provided here by
borrowing of part of the leave which the employee would become entitled under
subsection 13.01(b)(2) after birth of the employee's child. In no case, shall the leave
exceed eighteen (18) months.
2. the birth and care of an employee's child, or for the placement of a child with the
employee for adoption or foster care provided that the entitlement to such leave shall
expire at the end of the twelve (12) month period beginning on the date of such birth or
placement; and
3. the care of the employee's spouse, son, daughter or parent with a serious health
condition for a minimum period up to the balance of the employee's leave entitlement
under the FMLA or for reasonable periods, as determined by the Employer, whichever is
greater.
Any leave granted and taken pursuant to this subsection shall count toward satisfaction of an
employee's leave entitlement under the FMLA.
(c) Leaves of absence without pay or benefits shall be granted to an employee for reasonable
periods, as determined by the Employer, for death in the employee's immediate family (spouse,
child, parent, grandparent, brother or sister) or a serious health condition affecting the
employee's grandparent, brother or sister.
(d) Leaves of absence without pay or benefits may be granted by the Employer for other
reasons and for periods mutually agreed upon between the Employer and the employee.
(e) Leaves of absence shall be granted in writing. Probationary employees shall not be
entitled to a leave of absence pursuant to this Article. Authorization of a leave of absence shall
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be contingent upon the employee's furnishing to the Employer appropriate documentation
supporting the requested leave. Employees must take any available applicable earned and
unused paid time off prior to requesting leaves without pay pursuant to Article 13.01(c) and (d).
If an employee elects to substitute available, applicable earned and unused paid time off for
FMLA leave, the paid time off will offset the amount of unpaid leave to which an employee
would otherwise be entitled to pursuant to the FMLA. Leaves of absences shall not be granted
for the purpose of taking outside employment. Any employee on leave of absence who engages
in new outside employment or expands the scope of current outside employment or actively
works at current outside employment in conflict with his/her disability shall have his/her
employment with the Employer terminated immediately.
(f) The Employer shall continue to make contributions to the Health and Welfare Fund under
Article 25 for cumulative periods not to exceed twelve (12) weeks total during the twelve (12)
month period selected by the Employer for determining leave entitlement under the Family and
Medical Leave Act of 1993 for an employee who is on leave, of absence because of the
employee's own serious health condition, [13.01(a) and 13.01(b)(1)] or for the birth or caring of
a child or the placement of a child with the employee for adoption or foster care [13.01(b)(2)] or
to care for a spouse, child or parent who has a serious health condition [13.01(b)(3)]. The
contributions required under this provision shall be made at the minimum level necessary under
the Health and Welfare Plan to maintain existing benefits under the Plan.
To the extent this Article contains provisions subject to the Family and Medical Leave Act of
1993 ("FMLA"), the Article has been modified where necessary to comply with the FMLA.
Where this Article provides rights for employees greater than the FMLA, this Article governs.
The FMLA does not diminish the Employer's obligations under this Article that provide greater
family or medical leave rights to employees than the rights established under the FMLA, but
such lesser rights under the FMLA shall be subsumed in the rights provided in this Article. To
the extent the FMLA provides greater rights to employees than the provisions of this Article, the
relevant provisions of this Article shall be subsumed in the rights provided in the FMLA.
13.02. Return from Leave of Absence.
(a) An employee granted a leave pursuant to 13.01(a) or (b)(1), (2) and (3) shall be returned
to work on the same shift and station (or station rotation) in his/her regular job classification,
without loss of seniority; subject to satisfaction of the following conditions, where applicable. In
the case of a leave under 13.01(a), an employee's return to work shall be contingent upon
demonstration to the Employer's satisfaction under EICON that the employee is able to perform
such work. In the case of a leave under 13.01(b)(1) an employee's return to work shall be
contingent upon demonstration to the Employer's satisfaction in accordance with 13.03 that the
employee is able to perform such work. An employee wanting to extend a leave of absence
granted under Article 13.01(b)(1) and (2) shall notify the Employer fourteen (14) days prior to
the end of the approved leave of absence.
(b) Upon the return of any employee from any other leave of absence, the employee shall
return to the same classification, and the Employer shall make every reasonable effort to
accommodate the employee's original schedule, shift, and station.
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13.03. Medical Disability.
An employee absent five (5) or more days due to medical disability or his/her own serious health
condition, whether or not compensable under the terms of the Employer's Insurance Company of
Nevada [13.01(a) or 13.01(b)(1)] shall, upon request, present a release from his/her treating
physician stating that the employee is physically able to perform the duties of his/her former
position. However, if the absence exceeded ten (10) days, the Employer may also promptly
require the employee to be examined by a health care provider (within the meaning of the
FMLA) selected by the Employer, other than the one employed by or regularly retained by the
Employer. If there is a dispute or conflict between the employee's treating health care provider
and the health care provider selected by the Employer as to the physical ability of the employee
to return to work and perform the duties of his/her position, the dispute or conflict shall be
resolved by a third (3
rd
) medical opinion by a health care provider agreed upon by both parties.
Employer will assume the difference between the cost of the medical services and the amount
covered under the employee's health and welfare benefit plan. Employees absent due to illness
or injury shall advise their Employer as to their, expected date of return to work, and of any
changes therein, but shall not be required to call or advise their Employer daily.
ARTICLE 14: MEALS
14.01. Meals By Employer.
For the convenience of the Employer, all employees covered by this Agreement shall be required
to take their meals provided by tie Employer, on the premises, in the areas designated by the
Employer.
The Employer shall allow each employee an uninterrupted meal period of thirty (30) minutes, on
the Employer's time. The meal period will normally be provided as close to the middle of the
employee's shift as possible.
14.02. Number of Meals.
All employees scheduled to work shall be provided one (1) meal per shift, so long as such meal
is provided in a dining room maintained by the Employer for the use of, and normally used by,
all employees of the Employer, offering a full-course menu with a daily variety of hot and cold
choices for all meals in a clean, pleasant, dining room-like setting. Should such conditions not
be met, employees working a full shift shall be provided with two (2) meals per shift.
ARTICLE 15: UNIFORMS AND FACILITIES
15.01. Uniforms Furnished by Employer.
(a) Except as provided otherwise in paragraph (b) of this Section, the Employer shall furnish
or pay for all uniforms or work clothes worn by all employees on the job, and also shall launder
or clean such uniforms unless the employee voluntarily elects to launder the garments at their
own expense. The Employer shall make available a sufficient supply and variety of sizes of
uniforms so that all employees will have clean and properly fitting uniforms at all times. A clean
uniform shall be furnished to each employee as frequently as needed, but except in unusual
circumstances, not more often than daily for Cooks and miscellaneous kitchen help, and not
more often than every two days for all other employees. Employees must wear the uniforms
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furnished by the Employer. If the Employer does not furnish capes or sweaters to be worn as
part of an employee's uniform, the employee may wear a personal sweater if it has been
approved by the Employer as to style and appearance. Cold weather uniforms or appropriate
cold weather jackets shall be furnished by the Employer for Door Persons, Front Service
Attendants and Baggage Handlers. Any other outer apparel or jewelry may not be worn without
approval of the Employer. Approval shall not be unreasonably withheld.
(b) The Employer shall not be required to furnish or pay for, or pay for laundering or
cleaning, the following types of attire or clothes, even though the same may be required by the
Employer to be worn on the job:
1. Black trousers, shirts, neckties or socks for all Server classifications, Bartenders,
and Bus Persons, but the Employer will pay Bartenders (excluding those employed for
banquets and as extra employees) two dollars ($2.00) per week toward the purchase and
maintenance of.black trousers when required by the Employer. When Servers and Bus
Persons are required to purchase uniform black trousers/pants, the Employer shall
provide specified black trousers/pants at a cost substantially below ordinary retail cost.
2. Black or brown street shoes for any employees, or low-heeled white shoes for
Server classifications.
3. Clothing worn under, jackets, vests, uniforms or other outer wear by any
employees.
4. Ordinary shoes, boots, or hosiery for cocktail servers, so long as a special type is
not required.
15.02. Care of Uniforms and Clothing.
(a) The Employer shall not require employees to make deposits for uniforms or clothing
furnished by the Employer. Employees shall not wear such uniforms or clothing except while
working for the Employer and, where permitted by the Employer, while going to and from work.
Except for normal wear and tear and damage incurred while at work, employees shall be
responsible for their negligent or careless loss of or damage to uniforms and clothing" furnished
by the Employer. Employer has the right to deduct the cost for such damage or loss from the
employee's paycheck.
(b) Employees claiming to have forgotten their identification badge when reporting for work
may not be sent home if they have not previously reported for work without their badge within
the preceding ninety (90) days. The Employer may not charge the employee more than the
actual replacement cost of a lost identification badge.
15.03. Storage Units for Employees.
(a) Except as provided otherwise in paragraph (b) of this Section, the Employer shall provide
individual storage units with locks for all employees, and shall also provide and maintain in a
clean and sanitary condition private dressing areas. Except for normal wear and tear, employees
shall be responsible for loss of or damage to storage units, locks and keys furnished by the
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Employer, provided that such loss or damage is the fault of the employee. No representative of
the Employer shall open an employee's storage unit unless the employee or a Union
representative is offered an opportunity to be present, except in the case of an emergency, which
shall not be defined to include searches.
(b) For all banquet employees for whom the Employer does not provide storage units, the
Employer shall make available a room where they may leave their personal clothing and other
articles while working. Such room shall be locked and the key kept by a designated Employer
representative who shall be available to let employees in and out of the room as required.
Banquet employees who lose clothing as a result of the Employer failing to observe this Section,
shall be reimbursed for the fair value of the clothing lost.
15.04. Theft.
Where employees, other than banquet employees, lose clothing through failure of the Employer
to provide individual storage units with locks, the Employer shall reimburse the employee for the
fair value of the lost clothing,
ARTICLE 16: MISCELLANEOUS
16.01. Union Buttons.
A Union button with a mutually agreed design may be worn on the job however, in no event
shall the Union button exceed the size of a U.S. quarter.
16.02. Rotation of Stations.
Except for restaurant areas reserved for hotel and casino executives, stations for qualified Food
Servers shall be rotated equitably on a daily basis. Dining room employees, servers, and bar
employees shall normally be assigned to a particular room or bar, but may be assigned to another
area by the Employer in order to meet business demands so long as the employee is not
adversely affected financially, except in the event of an emergency. Stations for Cocktail
Servers, other than those in the casino, shall be rotated daily within a room on an equitable basis.
Stations for Cocktail Servers which include any area of the casino as part thereof shall not be
rotated, nor shall Cocktail Servers' stations at the swimming pool be rotated. The rotation
schedule shall be posted with, or as part of, the work schedule required to be posted under
Section 9.06.
16.03. Break Periods.
Employees working eight (8) hour or ten (10) hour shifts shall receive two (2) ten (10) minute
break periods on the Employer's time, one (1) prior to their meal period and one (1) following
the meal period. Employees working six (6) or four (4) hour shifts shall receive one (1) ten (10)
minute break period on the Employer's time. Rest areas shall be maintained in a clean condition.
The Employer shall provide in convenient areas for each department a means of recording in and
out times for their break periods. It shall be the employees' responsibility to record their break
periods.
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16.04. Floor Coverings.
Floor slats, resilient compound mats or a comparable alternate type of floor covering, shall be
provided at stations where employees in the Cooks and Miscellaneous Kitchen Help
classifications stand to perform their work, and at permanent stations.
16.05. Presentation of Checks.
When checks are presented to guests or customers, they shall be presented by either a Bartender,
a Food Server or a Cocktail Server; provided, however, that the above provision of this section
shall not apply in cases of banquets or where a master check for a group function is presented.
Notwithstanding the above, a Bartender may only present a check to guests or customers for
customers bar items.
16.06. Knife Sharpening.
The Employer shall sharpen or pay a service to sharpen knives for Cooks, Butchers, Bakers and
Pantry Workers at least once a month.
16.07. Change Persons.
Change persons shall not carry more than twenty (20) pounds in change belts.
16.08. Restroom Assignments.
Station assignment for cleaning of restrooms may be gender specific, i.e., females assigned to the
ladies restroom and males assigned to the men's restroom.
16.09. Duties of Guest Room Attendants and Housepersons
(a) The presently existing workload per shift for Guest Room Attendants shall not be increased
during the term of this agreement. The workload is defined as the number of rooms or "credits",
credits for special items such as extra-dirty rooms and VIP rooms, and the assignment of pickup
rooms. A change in total square footage of the rooms assigned to a station shall also be
considered to be an increased workload within the meaning of this subsection if the increase is
five percent or more of the total square footage presently existing. The maximum number of
rooms or "credits", as established in this subsection, shall be reduced as follows:
(1) One (1) room or credit reduction for each checkout room over 9 on any shift
that a Guest Room Attendant's assignment contains 10 or more room checkouts.
Checkouts Reduction in Rooms or "Credits"
10 1
11 2
12 3
If during the course of the shift a scheduled checkout room becomes a stayover instead,
the foregoing reduction will not be made with respect to that room. If more than one
credit is given for a suite, that same number shall be used in calculating the number of
checkouts (for example, a suite worth three credits would be counted as three checkouts)
when the suite is a checkout. This subsection applies only to Guest Room Attendants
assigned to day shifts.
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(2) One (1) room or credit reduction whenever a Guest Room Attendant is
required to make up three (3) rollaways on a shift.
(3) One (1) room or credit reduction if a Guest Room Attendant accepts an
assignment including rooms on more than two (2) floors during a shift, provided that
Guest Room Attendants shall not be required to accept such an assignment.
(b) Only a special team of Housepersons who have been trained fully in the cleanup and
disposal of human wastes that may present biomedical hazards shall clean any vomit, feces or (in
quantities greater than drops) blood from any room.
(c) Regular Guest Room Attendants shall have the option of wearing a uniform with or without
long pants. This uniform option does not apply to Guest Room Attendants assigned to floors
containing rooms designated as premium, penthouse, villa, or concierge. The Employer will
make its best efforts to provide a uniform option with pants within one (1) year of ratification of
the Agreement.
(d) In each standard room serviced, a card shall be left indicating the name of the Guest Room
Attendant that cleaned the room. The card shall not contain any reference to "gratuities." The
language on the card shall be mutually agreed upon by the Employer and the Union.
ARTICLE 17: BANQUETS
17.01. Definition.
A banquet shall be deemed to be any function which has been regarded and paid at the banquet
rate according to the custom and usage of the trade, including cocktail parties. Regular banquet
part-time employees are banquet employees carried by the Employer on his/her regular payroll
and used by the Employer as needed. Regular banquet part-time employees shall be covered by
the provisions of this Article 17 and, in addition, by Article 6, 11, 20, 21, 25 and 26; provided,
however, that (1) vacation pay under Article 11 shall be pro-rated on the basis of the time
actually worked for the Employer by such employees, and (2) seniority under Article 20 shall be
for purposes of layoff and recalls only, and shall be applicable only as among the Employer's
regular banquet part-time employees.
17.02. Service Charge.
(a) On all banquets, it is obligatory on the Employer, that a seventeen percent (17%) service
charge of the total charges for food and beverage shall be paid to the Food Servers, Cocktail
Servers, Bus Persons who work the function, in addition to the designated wages. This
distribution of such gratuities shall be in accordance with Articles 5.07, 5.08, and 5.09. The
Employer shall post in a conspicuous place available to banquet employees, prior to or during the
banquet function, the menu, the number of guests, the name of the group, and the price charged
for the food and beverage.
(b) Employer sponsored promotional events for which no charges are made to the customer
shall be exempted from provisions of 17.02(a). Servers working such an event shall receive a
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guaranteed gratuity of seventeen percent (17%) based on current practice, not to exceed one
hundred-seventy-five dollars ($175) per server. The Employer at their sole discretion can
increase the guaranteed gratuity for any Employer sponsored event.
17.03. Employees Working Banquets.
The Employer may use regular employees for banquets scheduled in restaurant space where such
employees normally serve the public. For special functions requiring special service, the
Employer will normally use regular banquet part-time employees first, but may at its discretion,
use other regular employees, so long as this is not done routinely.
With the foregoing exceptions, the Employer shall first use regular banquet part-time employees
for banquets. The regular banquet part-time list is: the "A" list as outlined in Article 17.01. The
"B" list as outlined in Exhibit 5, is a supplemental pool hired and called directly by the
Employer.
17.04. Reporting Pay.
When the Employer or his/her representative orders a banquet worker to report for work and said
employee is not allowed to work, the Employer shall pay the employee the minimum
compensation provided in Section 17.07; provided, however, that the above provision of this
Section does not apply to any employee reporting in a condition which obviously prevents the
proper performance of the normal duties by the employee, to employees who report to work
without a valid health card, to employees who previously have been designated in writing by the
Employer to be unsatisfactory because of the commission of the kind of offense listed in Section
6.01(a) or, for a six (6) month period, to employees who previously have been validly so
designated for any other reason.
17.05. Distribution of Gratuities.
All gratuities belong to the employees and no part of the gratuities belong to the Employer or any
representatives of the Employer (other than Banquet or Catering Managers, as provided in
Section 17.02) and are not a part of the basic wage established by this Agreement The
distribution of gratuities among banquet workers shall be in accordance with Articles 5.08 and
5.09. The Employer shall make available for examination by the employees involved and by the
Union a breakdown of the distribution of gratuities for all food and beverage, the name and date
of the function and room where held, the total price for all food and beverage, the number of
guests in attendance, and the names and social security numbers of the banquet workers.
17.06. Cocktail Parties.
All cocktail parties only, including those preceding a banquet and including those where only
hors d'oeuvres are served, and where Food Servers or Cocktail Servers are employed solely for
the cocktail party, gratuities shall be distributed in accordance with Article 5.09 only among
Bartenders, Food Servers, Cocktail Servers and Banquet or Catering Managers who work the
cocktail party, except that Bartenders shall not participate in gratuities where Food Servers or
Cocktail Servers serve customers from a regularly established service bar.
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1
17.07. Banquet Minimums and Limitations.
(a) Breakfast: Two (2) hours minimum. A Food Server shall not be required to serve more
than twenty-five (25) customers and for each additional person shall receive fifty cents (500) in
addition to his/her regular wages.
(b) Luncheons: Three (3) hours minimum. A Food Server shall not be required to serve
more than twenty-five (25) customers and for each additional person receive fifty cents (500) in
addition to his/her regular wages.
(c) Dinners: Four (4) hours minimum. A Food Server shall not be required to serve more
than twenty-two (22) customers and for each additional person shall receive sixty cents (600) in
addition to his/her regular wages.
(d) Buffets:
1. Breakfasts: Two (2) hours minimum.
2. Luncheons: Three (3) hours minimum.
3. Dinners: Four (4) hours minimum.
. A.Buffet is a regular meal (breakfast, luncheon or dinner) where guests are served or
serve themselves from a display of foods; provided, however, that for purposes of this
Article, a buffet shall not be deemed to include buffets, cocktail buffets or other meals
offered regularly to the public and served by regular employees.
4. There shall be no limit on the number of customers a Food Server may be
required to serve at a buffet.
(e) Work performed in excess of the minimum shifts set forth above shall be paid at the
hourly rates set forth in Exhibit 1.
17.08. Full Function.
No banquet employee eligible for gratuities shall share in gratuities unless he/she works the full
function; provided, however, that at banquets where clean-up must be delayed until the
conclusion of speeches or program, only that number of employees sufficient to do the clean-up
work need be retained, and those employees not retained shall nevertheless share in the
gratuities.
17.09. Bartenders.
Bartenders assigned to work a banquet function shall be employed or paid for not less than four
(4) hours for each banquet function. Barbacks, Bar Porters, or Convention Porters will be
responsible for transporting portable bars to and from work areas.
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17.10 Banquet Training and Work.
It is the objective of the Employer and the Union to increase the economic opportunities for all
bargaining unit employees. In recognition of the foregoing, the Southern Nevada Joint
Management Culinary and Bartenders Training Fund shall establish a training course to help the
bargaining unit employees acquire the banquet service skills needed to be eligible for
employment. All interested employees must complete the banquet training.
In order to give trained bargaining unit employees from other departments the opportunity to
pick up extra banquet work, the Employer will staff banquets with in-house "C" list employees
whenever possible, if there are not enough roll-call servers available. Post roll-call banquet work
will be strictly voluntary.
ARTICLE 18: PROMOTIONAL EVENTS
18.01. Definition.
(a) A promotional event shall be deemed to be any event for a person, persons, group or
groups arranged by a travel agent, booking agent, hotel sales representative, convention agent,
promotional representative, operator, or any other individual or agency where tickets, coupons or
package prices for food and/or beverages to be served to patrons of such events are involved.
(b) Any event for which no charges are made to the customer for that event.
18.02. Gratuities Payable for Promotional Events.
The Employer reserves the option to pre-package food and/or beverage and within that package
to include or exclude gratuities as it deems appropriate. In those instances where a gratuity is
excluded, the servers who provide the service shall be given an opportunity to present a check.
In these instances, checks so presented shall contain prominent verbiage to the effect that the
"Gratuity is Not Included."
A guest whose pre-packaged plan has been determined by the Employer not to include gratuities,
and which allows usage of pay as you enter, fast-food and/or self-serve outlets shall be given
promotional materials, such as coupons and/or script, bearing "Gratuity Not Included," thereon.
Where the Employer and/or the guest pre-pays for food and/or beverage, and the gratuity is
included in the price, the gratuity for food and/or cocktail servers shall be seventeen percent
(17%) of the price charged for such food and/or beverage served.
For those events described in 18.01(b), servers working said event shall receive a guaranteed
gratuity of seventeen percent (17%) of the cost of the event, not to exceed one hundred seventy-
five dollars ($175.00).
Bartenders shall not participate in gratuities where Food or Cocktail Servers serve customers
from a regularly established service bar.
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18.03. Front Service Attendants.
. Where Front Service Attendants are not given the opportunity to room promotional event or
complimented guests, they shall receive not less than two dollars and twenty-five cents ($2.25)
net per person checking in and out, which shall be evidenced by a coupon contained in the
package. Notwithstanding the above provisions, Front Service Attendants shall be guaranteed a
gratuity of two dollars and twenty-five cents ($2.25) net per person checking in and/or out only
where a baggage is delivered and removed as part of a group arrival or departure. Set arrivals
and/or departures shall be evidenced by a manifest. These guaranteed gratuities shall only be
paid to Front Service Attendants who actually perform the services. These guaranteed gratuities
do not apply to diverted air carriers. The twenty-five cents (250) increase from two dollars
($2.00) to two dollars and twenty-five cents ($2.25) will be in effect for any verbal or written
agreement with any groups booked or contracted or with any group-operators if said agreements
were executed after June 1, 2002. All breakage funds shall be distributed among Front Service
Attendants in accordance with current practice.
18.04. Payment of Promotional Event Gratuities.
Gratuities for promotional events shall be paid to employees who provide service not later than
the payday for the payroll period in which such service was rendered. Upon request the
Employer shall make available to the Union the names and dates of special event groups and the
names of employees and amount of gratuities received by them on their paychecks for the pay
period involved, with the gratuities broken down by source.
18.05. Exception.
Affairs which are exclusively for the benefit of a charity shall be exempt from the provisions of
this Article.
ARTICLE 19: COMPLIMENTED GUESTS
19.01.
(a) On those occasions when individuals or members of a group are provided with food
and/or beverages in a public room, which are complimented by the Employer, there shall be no
guaranteed gratuity; provided, however, that the Servers who provide service shall be given the
opportunity to present a check to the guest or guests being complimented. In all instances of
complimented guests, except those who are staying at the Employer's hotel and who are
complimented when they check out, the checks presented by Servers shall contain the words, in
prominent letters, "Complimentary - Gratuity Not Included."
(b) Except for guests complimented for beverages in the casino, on those occasions when
Servers are not given the opportunity to present a check to the complimented guest or guests, the
Server shall receive from the Employer a gratuity of fifteen percent (15%) of the menu price for
the food and beverage served, as established by the Employer for such service for that particular
event.
(c) Food Servers, Cocktail Servers and Bartenders, to whom are presented by guests or
customers beverage and/or food tickets or coupons issued by the Employer, for which no charge
is made, shall receive from the Employer a gratuity of fifteen percent (15%) of the established
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menu or bar price of the food and beverage served as established by the Employer for such
service in that particular room. In instances when beverage and/or food tickets or coupons issued
are clearly marked, "Gratuities Not Included," there shall be no guaranteed gratuity.
(d) On those occasions when members of a group which is not a special event as defined in
Section 18.01, are complimented, as a group and not individually, with food and/or beverage in a
public room, the checks presented to such persons shall be clearly marked "Gratuity Not
Included," and in such cases, there shall not be any gratuity payable by the Employer.
(e) Where guests receive a complimentary bottle of wine, there shall be no guaranteed
gratuity provided for the wine.
ARTICLE 20: SENIORITY
20.01. Probationary Period.
An employee will be considered as a probationary period employee until he/she has completed
forty (40) shifts of work after his/her most recent date of hire by the Employer, after which
his/her seniority shall date back to his/her most recent date of hire by the Employer. A
probationary employee may be terminated at the- discretion of the Employer, and such
termination shall not be subject to the grievance and arbitration provisions of this Agreement.
Probationary employees are not eligible for leaves of absence. The above probationary period
may be extended by mutual agreement of the Employer and the Union. . . .
20.02. Definition of Seniority.
(a) House seniority is an employee's length of continuous service in years, months and days
from his/her most recent date of hire into the bargaining unit by the Employer.
(b) Classification seniority is an employee's length of continuous service in years, months
and days from his/her most recent date of hire into or transfer into his/her present classification.
Classification seniority shall not be considered interrupted because of the merger of two or more
job classifications into one classification.
(c) In the administration of this Agreement each of the classifications listed in Exhibit 1 is a
separate and distinct classification.
20.03. Layoffs and Recalls.
(a) In the event of layoffs due to a reduction in force, probationary employees within the
affected classification(s) will be the first to be laid off. Employees will be laid off from and
recalled to their regular job classifications in accordance with their house seniority, provided
they have the qualifications to perform satisfactorily the work available in their regular job
classification, unless a junior employee has significantly greater skills and/or qualifications. It is
the responsibility of the employee to advise the Employer of a change in either address or
telephone number. In accordance with their seniority, employees in layoff status will be offered,
but not required to perform, all available work in their classifications.
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(b) In the event of a layoff because of circumstances affecting only a portion of the
establishment such as a room closing (but not ordinary fluctuations of work), the affected
employee may be laid off without regard to house seniority, provided the layoff is scheduled to
be thirty (30) days or less.
(c) Employees to be laid off in accordance with Section 20.03(a) may be laid off without
regard to their respective house seniority as each completes his/her current work week. At the
time of layoff, the employee shall state availability or non availability for extra work; where the
employee indicates availability, he/she shall not be called for extra work after he/she refuses two
(2) out of seven (7) offers. Notwithstanding the foregoing, an employee may declare
unavailability for extra work for a definite period while on layoff.
20.04. Promotions and Preference for Shifts.
(a) When the Employer promotes an employee to another classification, the Employer will
consider the .Employee's seniority, qualifications, and ability to perform satisfactorily the work
in the other classification, and prior performance, and, provided further, any employee before
being promoted to the classification of Bartender must have passed the craft examination for
Bartenders conducted by the Union. When skills and/or qualifications are relatively equal
among employees, the senior employee shall be the one promoted. For purposes of this
paragraph (a), a "promotion" shall be deemed to be a transfer from one classification to another,
regardless of any change in compensation. All promotional opportunities within the bargaining
unit classifications shall normally be posted. The Employer will give preferential consideration
to qualified bargaining unit employees for these openings. The Employer and the Union agree
that the goal is to maximize the availability of promotions for qualified employees. Vacancies to
be filled by promotion under this paragraph shall be posted for seventy-two (72) hours near the
employee time clock or other location to which employees have regular access. The Employer
may fill the vacancy temporarily during the posting period. An employee promoted under this
Section who cannot perform satisfactorily the work of the job to which he or she was promoted,
may be transferred back to his or her former job, within thirty (30) shifts after the date of the
promotion. If the employee's former shift and station is no longer available, the employee shall
be entitled to the next opening in the former classification for which the employee is qualified.
(b) "When there is a regular vacancy, or a temporary vacancy of at least ninety (90) days, on a
particular shift or station, employees in the same job classification on other shifts or stations who
desire to transfer to the vacancy, will be transferred on the basis of their classification seniority,
unless a junior employee has significantly greater skills and/or qualifications to perform the
work. An employee transferred under this Section shall assume the weekly schedule of days of
work and days off, and the daily shift scheduled, applicable to the vacant position to which
he/she transfers, and he/she shall not be eligible for another transfer under this paragraph for six
(6) months. An employee transferred under this section who cannot perform satisfactorily the
work on the shift or station to which transferred may be transferred back to his/her former job
within thirty (30) shifts after his/her date of transfer. If the employee's former shift is no longer
available, the employee shall be entitled to the next opening in the former classification for
which the employee is qualified. The resulting vacancy created by a transfer under this Section
shall be filled in the same manner as the original vacancy. Regular vacancies under this
paragraph shall be posted for seventy-two (72) hours near the employee time clock or other
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' location to which employees have regular access. The Employer may fill the vacancy
temporarily during the posting period.
(c) The filling of vacancies in food service positions (Server, Bus, Host, Cook) is governed
by the following provisions of the Collective Bargaining Agreement: Article 2, Section 2.01;
Article 10, Section 10.02 (next-to-last paragraph); and Article 20, Section 20.04. This language
sets forth the relationship between these sections, and in particular the sequence to be followed in
filling vacancies. Additionally, this language sets forth a new principle: For every third (3
rd
)
vacancy in a Food Service, Bus, Cooks or Hostess position, the employees already working in
the room where the vacancy occurs, will have priority to fill the position.
1. The first two (2) vacancies out of every three (3) vacancies in full-time positions
in a food service classification in a room will be filled first through bidding pursuant to
Section 20.04(b), with all full-time employees in the classification being eligible to bid.
If a vacancy is not filled by this method, it will then be offered to part-time employees in
the same classification, in seniority order. If a vacancy is not filled by this method, then
it will be filled by promotional bidding pursuant to Section 20.04(a). If a vacancy is not
filled by this method, the Employer may hire a new employee to fill the position.
2. The third (3
rd
) vacancy out of every three (3) vacancies in full-time positions in a
food service classification in a particular room shall be filled first by bidding pursuant to
Section 20.04(b), but only full-time employees in the classification in.the room where the
vacancy occurs are eligible to bid. If the vacancy is not filled by this method, then the
vacancy will be offered to part-time employees in that classification, in that room, in
order of seniority. If the vacancy is not filled by this method, it will be filled by bidding
pursuant to Section
1
20.04(b), with all full-time employees in that classification being
eligible to bid. If the vacancy is not filled by this method, it will be filled by promotional
bidding pursuant to Section 20.04(a). If the vacancy is not filled by this method, the
Employer may hire a new employee.
20.05. Break in Continuous Service and Seniority.
An employee's continuous service, seniority and status as an employee will be broken when:
(a) He/she quits.
(b) He/she is discharged for just cause.'
(c) He/she is absent exceeding the period of an authorized leave of absence.
(d) He/she is absent, due to injury or illness sustained during the course of employment,
exceeding the period for which statutory, temporary total disability payments are payable under
the Nevada Industrial Insurance Act, provided that the employee shall have one (1) week after
his/her release in which to return to work. However, the time required for an appeal through the
appeals officer level shall not, in and of itself, constitute a break in the employee's seniority.
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(e) He/she is absent because of layoff exceeding six (6) months;, or twelve (12) months if the
layoff was caused by construction.
(f) He/she is absent exceeding six (6) months because of illness or injury not compensable
under the Nevada Industrial Insurance Act.
20.06. Notification.
An employee who is to be recalled to work by the Employer under Section 20.03 shall be
notified to return to work by the Employer advising the employee, by telephone, or other
available means of communication, of the date and time the employee is to report, and by
confirming such communication by certified mail, return receipt requested, to the employee's
current address on file with the Employer. Reasonable advance notice must be given an
employee being recalled. If such employee fails to report to work within forty-eight (48) hours
after the time specified for the employee to report, his/her seniority and continuous service shall
be terminated, and the Employer shall be free to hire a replacement.
ARTICLE 21: GRIEVANCES AND ARBITRATION
21.01. Definition.
For purposes of this Agreement, a grievance is a dispute or difference of opinion, between the
Union and the Employer, involving the meaning, interpretation, application to employees
covered by this Agreement, or alleged violation of any provision of this Agreement. Any
violation or alleged violation of Section 22.01 shall not be subject to the Grievance and
Arbitration Procedure.
21.02. Time Limit for Filing Grievances.
(a) No grievance shall be entertained or processed unless it is received, in writing, by either
party, within fifteen (15) work days after occurrence of the event giving rise to the grievance or
after the aggrieved party hereto acquires knowledge of the occurrence of such event, whichever
is later. The written grievance shall set forth the provision(s) of this Agreement alleged to have
been violated, and every effort will be made to set forth all of the known facts allegedly
constituting the violation. At the time it submits a grievance to the Employer, the Union shall
furnish the Employer with copies of any written statements, reports or documents relied on by
the Union or the grievant to support the grievance, not including the employee's written
grievance submitted to the Union. At the time the warning notice is issued, the Employer shall
indicate, on the notice, whether witnesses are involved.
(b) As used in this Article, the term, "work days," means the days Monday through Friday,
inclusive, but excluding any holiday set forth in Section 12.01.
21.03. Procedure for Adjusting Grievances.
All grievances shall be adjusted exclusively in the following manner:
1. BOARD OF ADJUSTMENT. Any unresolved grievances shall be reduced to writing
and scheduled for hearing by a Board of Adjustment within ten (10) working days of the filing of
the grievance. The Board of Adjustment shall be comprised of not more than three (3)
32-
Mirage Casino-Hotel
representatives of the Employer, and three (3) representatives of the Union. For the purpose of
attempting to resolve grievances prior to arbitration, the parties, at any meeting prior to the
Board of Adjustment hearing, and at that hearing, shall make full disclosure to each other of all
facts and evidence then known to them which bear on the grievance.
2. ARBITRATION. Any grievance not settled by the Board of Adjustment may be referred
to arbitration by written notice from the party who filed the grievance within ten (10) working
days of the Board of Adjustment. Representatives of the Employer and Union shall attempt to
select an arbitrator, but if they are unable to do so, the arbitrator shall be chosen by lot from the
following nine (9) member panel, except that either party may strike one (1) arbitrator from the
panel for a particular arbitration before drawing a lot:
Gerald McKay, Reginald Alleyne, Franklin Silver,
Benjamin Aaron, Mei-Ling Bickner, Geraldine Randall,
William Rule, Tom Angelo, Howard Block
On each anniversary date of the Agreement, either party may strike up to three (3) members of
this panel. The parties shall attempt to agree upon replacement members of the panel, but in the
event they cannot reach agreement, the required replacements shall be selected through an
alternate striking procedure from Federal Mediation and Conciliation Service arbitration panels.
No arbitrator shall be chosen to serve in two (2) consecutive arbitrations for the same hotel
unless by mutual consent of the parties. 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
provisions of this Agreement. No evidence shall be introduced as to the withdrawal during
negotiations, of a proposal to change the Agreement. The award of the arbitrator shall be final
and binding upon the Employer involved, the Union, and the employee(s) involved. Except in
discharge cases, the expenses and fees of the arbitrator shall be shared equally by the Employer
and the Union. In discharge cases, the expenses and fees of the arbitrator, and of the court
reporter, if any, shall be paid by the party losing the arbitration. Where, in a discharge case,
reinstatement is ordered by an arbitrator, with less than full back pay, the costs of arbitration
shall be divided evenly between the parties.
3. EXPEDITED ARBITRATION. Within five (5) calendar days from the referral to
arbitration, by mutual agreement, there may be an expedited arbitration procedure utilizing either
of the following options:
(a) Convene an Arbitration Board composed of two (2) management representatives
selected by the Employer from other hotels and two (2) representatives selected by the
Union excluding the head of the department directly involved. The Board shall convene
within fifteen (15) calendar days of agreement to utilize the process. The Board shall
hear the evidence presented by the parties without assistance of legal counsel and shall
make a determination immediately upon the conclusion of the hearing. The management
and Union Board members may have counsel present, but counsel shall not participate in
the hearing. Any decision reached shall be majority vote by secret ballot, and shall not
constitute a precedent nor be cited in any other legal or arbitration proceeding. In the
33
Mirage Casino-Hotel
event a majority decision is not reached, the matter may be referred by the Union to
procedure (b) below, or to formal arbitration procedures set forth herein.
(b) Request an arbitrator from the parties' panel on a rotation basis, who can hear the
case within fifteen (15) calendar days of the agreement to utilize this process. Both
parties may utilize this process. Both parties may utilize counsel in presenting the case.
The arbitrator shall issue a bench decision upon the presentation of evidence and oral
argument. The decision shall not constitute a precedent nor be cited in any other legal or
arbitration proceeding.
In either option, each party will bear their own costs and will share equally the fees and expenses
of the arbitration.
In order to encourage the prompt resolution of grievances, neither party shall routinely deny
requests by the other party for mutual agreement.on either of the forms of expedited arbitration
provided above. However, either party may. withhold such mutual agreement for particular
cases.
21.04. Extension of Time Limits.
The time limits and other provisions set forth in this Article 21 may be extended or waived by
mutual agreement of the parties.
ARTICLE 22: NO STRIKES - NO LOCKOUTS
22.01. No Strikes.
During the term of this Agreement, neither the Union collectively nor employees individually,
will engage in any work stoppages, picketing, sympathy strikes, or any other form of economic
action or interference with the Employer's business.
22.02. No Lockouts.
During the term of this Agreement, the Employer will not lock out any of employees in the
bargaining unit covered by this Agreement.
ARTICLE 23: MANAGEMENT RIGHTS AND RESPONSIBILITIES
23.01. Right to Manage.
The right to manage the Employer's business and the direction of its employees, including, but
not limited to, the following rights, are reserved to the Employer. Such rights include the right to
direct, plan and control operations, to determine the number of employees to be employed, and to
determine the means, methods and schedules of operations. The Employer shall have the sole
right to direct and control its employees. The Employer reserves the right, which is hereby
recognized by the Union, to initiate any action toward any employee, including, but not limited
to, reclassification, retention, scheduling, assignment, promotion, transfer, layoff and/or rehire.
Seniority, among other factors, will be considered by the Employer when making these
decisions. 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.
34
Mirage Casino-Hotel
23,02. Rules and Posting.
The Employer may establish and administer reasonable rules, regulations and procedures
governing the conduct of employees, 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 employees affected thereby, and
business representatives of the Union, may have an opportunity to become familiar with them.
The reasonableness of any rules, regulations and procedures provided for herein, are subject to
the grievance procedures of this Agreement.
ARTICLE 24: COURT APPEARANCE AND JURY DUTY
24.01. Court Appearance.
Employees required to appear in court, administrative proceedings or at the police department on
behalf of the Employer during their normal working hours shall receive their straight-time rate of
pay for hours lost from work, less witness fees received. If an employee appears in court or at
the police department on behalf of the Employer on his/her days off, or after normal working
hours, he/she shall receive his/her straight-time rate of pay for the hours spent in such
appearance, less the witness fees received, but such time shall not be considered as time worked
for any purposes under this Agreement.
24.02. Jury Duty.
A regular full-time, or a regular part-time employee who has completed the probationary period,
as defined in Article 20.01, and who is required to serve on a jury, and loses work time because
of such service, shall be.-paid the difference between the jury fee received and his/her straight-
time rate of pay for not more than eight (8) hours per day. This Section shall apply only with
respect to an employee's regularly scheduled days of work and shall not be applicable with
respect to days on which the employee was not scheduled to work. Payment for such service
hereunder shall be limited to not more than thirty (30) days in any calendar year, or to not more
than thirty (30) days in any thirty-six (36) month period, if the jury duty service is voluntary. At
the request of the Employer, the employee shall furnish satisfactory evidence of such service for
which he/she claims payment hereunder. No employee, after having served on jury duty or
having been required to stand by for same at the courthouse shall be required to report for work
prior to eight (8) hours after completion of his/her jury service, unless his/her jury service ended
in time for him/her to report for a regularly scheduled swing shift beginning not later than 4:00
p.m., and ending no later than 12:00 midnight. This Section shall not apply with respect to any
jury summons received by an employee prior to his/her date of hire.
ARTICLE 25: HEALTH AND WELFARE
25.01. Amount of Contributions.
There presently is in effect, pursuant to the agreement of the parties, a group life, medical, surgical
and hospital plan involving a trust fund and trust agreement for the Hotel Employees and Restaurant
Employees International Union Welfare Fund (the "Fund"). The parties hereto agree that the
aforesaid trust agreement and any amendments shall be in effect during the period of this
Agreement. The Employer shall make, as of June 1, 2002, for all hours worked on and after that
35
Mirage Casino-Hotel
date, a contribution to the Fund of two dollars and eighty-seven cents($2.87) per hour worked, on
or before the fifteenth (15
th
) day of each month for the previous month. This rate of contribution
may be increased on or after June 1,2003 in accordance with the provisions of section 27.03 of this
Agreement.
Contributions shall be forwarded to the bank designated by the Hotel Employees and Restaurant
Employees International Union Welfare Fund. A list of the names and social security numbers of
employees covered shall accompany the payment. As used in this Section, "hours worked" shall
mean all hours for which an employee is compensated, including vacation and holiday hours paid
for.
25.02. Delinquent Contributions.
In the event the employer is in arrears in the payment of contributions, it shall be liable for late
fees, interest and liquidated damages as established by the Trustees, legal fees, court and/or
arbitration costs, and audit and other expenses incidental to the collection of said delinquency.
The Employer shall make available for inspection and audit such payroll records as the Fund
may lawfully require.
25.03. Acceptance of Trust
The Employer and the Union agree to be bound by the Agreement and Declaration of Trust of
the said Hotel Employees and Restaurant Employees International Union Welfare Fund as may,
from time to time, be amended, and they.do hereby irrevocably designate as their respective
representatives on the Board of Trustees, such Trustees named in said Agreement and
Declaration of Trust as Employer and Union Trustees, together with their successors selected as
provided therein, and agree to abide and be bound by all procedures established, and actions
taken by, the Trustees pursuant to said Trust Agreement. Any provision in this Agreement that is
inconsistent with the Agreement and Declaration of Trust, or the Plan of Benefits, rules, or
procedures established by the Trustees, shall be null and void.
ARTICLE 26: PENSIONS
26.01. Trust and Plan.
There shall be continued for the term of this Agreement the Southern Nevada Culinary Workers
and Bartenders Pension Plan Trust Agreement, pursuant to which there has been adopted a
jointly negotiated pension plan for employees covered by this Agreement.
26.02. Contributions.
Commencing June 1,2002, said contributions shall be forty-eight cents (480) per hour worked. Said
contributions shall be due and payable to the fund not later than the fifteenth (15
th
) day of each
month. A list of the names and Social Security numbers of the employees covered shall accompany
the payment. As used in this Section, "hours worked" shall mean all hours for which an employee
is compensated, including vacation and holiday hours paid for. This rate of contribution may be
increased on or after June 1,2003 in accordance with the provisions of section 27.03 of this
Agreement.
36
Mirage Casino-Hotel
26.03. Acceptance of Trust.
By the execution of this Agreement, the Employer party hereto agrees to accept and be fully
bound by the terms of said Pension Trust Agreement and Plan and any amendments thereto.
26.04. Delinquent Contributions.
Contributions to the Pension Trust Fund shall be delinquent after the fifteenth (15
th
) day of the
month in which such payments are due. Interest at the rate of seven percent (7%) per annum
shall be payable on all delinquent contributions.
ARTICLE 27: WAGES
27.01. Established Wages.
Except as provided otherwise in Sections 5.05 and 27.02, classifications and wage rates for the
term of this Agreement shall be as set forth in Exhibit 1 attached hereto and made a part of this
Agreement,
27.02. Minimum Wages.
No employee covered by this Agreement shall receive a wage rate, exclusive of gratuities, less
than that provided by applicable state and federal wage laws. In the event that applicable state or
federal minimum wage laws are increased, an automatic adjustment will be made on affected
classifications in this Agreement to comply with the preceding sentence.
27.03.
The Employer shall pay the following additional amounts as of the dates shown. At least 30 days
prior to each date, the Union shall inform the Employer how the increases shall be allocated to
wages for the various classifications listed in Exhibit 1 and contributions to the Health and Welfare,
Pension and/or Training funds, provided that if the Union's notice to the Employer is less than 30
days, the Employer will not be excused from paying the increases as allocated by the Union unless
there is actual prejudice to the Employer by the delay and then the Employer may be excused only
for a period of time equal to the length of the Union's delay in giving notice. The Union shall make
such allocation in its sole discretion. Any increases in wages "shall be added to the rates shown in
Exhibit 1 for the affected classifications.
Date Total Package Increase
June 1, 2003 $0.60 per hour
June 1, 2004 $0.65 per hour
June 1, 2005 $0.65 per hour
June 1, 2006 $0.65 per hour
27.04. Newly Hired Employees.
Newly hired employees, except banquet employees, who have worked in the Greater Las Vegas
area casino industry in a culinary/bartender classification a minimum of two thousand (2,000)
hours in the thirty-six (36) month period preceding the commencement of their employment,
may for the first ninety (90) calendar days of their employment be paid a rate equal to eighty
percent (80%) of the full contract rate of pay for the employee's classification. Thereafter they
37
Mirage Casino-Hotel
shall be paid a rate of equal to one hundred percent (100%) of the full contract rate of pay for the
employee's classification.
Newly hired employees, except banquet employees, who have not worked in the Greater Las
Vegas area casino industry in a culinary/bartender classification a minimum of two thousand
(2,000) hours in the thirty-six (36) month period preceding the commencement of their
employment may be paid at the eighty percent (80%) rate for the first one hundred eighty (180)
calendar days of employment.
The Employer shall advise the employee of his/her obligation to furnish the Employer, within
ninety (90) calendar days, with verification of the two thousand (2,000) hours of prior Greater
Las Vegas area casino industry experience in a culinary/bartender classification on a form to be
mutually agreed upon by the parties. An employee who produces such verification after ninety
(90) calendar days, but before one hundred eighty (180) calendar days shall be increased to one
hundred percent (100%) at that time, but not retroactively.
ARTICLE 28: OWNERS AND SUCCESSORS
28.01. Ownership.
This Agreement shall cover all employees employed in classifications listed in Exhibit 1 in
operations within the jurisdiction of the Union, in Greater Las Vegas, Nevada, which during the
term of this Agreement, are owned by, operated by or substantially, under.the control of the
Employer. The term "Employer" shall be deemed to include any person, firm, partnership,
corporation, joint venture or other legal entity substantially under the control of the Employer
covered by this Agreement, or one or more principal(s) of the Employer covered by this
Agreement, or a subsidiary of the Employer covered by this Agreement, or any person, firm,
partnership, corporation, joint venture or other legal entity which substantially controls the
Employer covered by this Agreement. However,- the foregoing provisions of this Section shall
not apply (1) to any employees employed in classifications listed in Exhibit 1 in hotel-type
operations of sixty (60) rooms or less unless such operations have a casino providing live games,
or (2) to any employees employed in classifications listed in Exhibit 1 in operations which do riot
have a casino providing live games unless such operations are hotel-type operations of more than
sixty (60) rooms, or (3) to any employees employed in non-hotel operations.
28.02. Obligations on Employer Selling or Assigning.
In the event that the Employer sells or assigns his/her business or in the event that there is a
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 health and welfare for employees covered by this
Agreement. In addition, the Employer shall be responsible for accrued vacation payments for
each employee covered by this Agreement. The Employer further agrees that as a condition to
any such sale, assignment or transfer of ownership, he/she will obtain from the successor or
successors in interest a written assumption of this Agreement and furnish a copy thereof to the
Union.
38
Mirage Casino-Hotel
28.03. 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.
ARTICLE 29: SUBCONTRACTING AND SUBLEASING
29.01.
It is recognized that the Employer and the Union have a common interest in protecting work
opportunities for all employees covered by this Agreement and employed on a regular basis.
Therefore, no work customarily performed by employees covered by this Agreement shall be
performed under any sub-lease, sub-contract, or other agreement unless the terms of any lease,
contract or other agreement specifically states that (a) all such work shall be performed only by
members of the bargaining unit covered by this Agreement, and (b) the Employer shall at all
times hold and exercise full control of the terms and conditions of employment of all such
employees pursuant to the terms of this Agreement. The provisions of this Article apply to all
operations on the Employer's premises covered by this agreement, regardless of location or
displacement of employees or prior use of the area occupied by such operations,
Notwithstanding the foregoing provisions hereof the Employer may purchase from outside
sources for use in its establishment convenience foods, prepared frozen foods, pre-mixed salads
and peeled vegetables. - . . . . . . .
ARTICLE 30: TRAINING
30.01. Training Program.
Employees who successfully complete the Employer's training program for.a classification
covered by this Agreement shall be considered qualified for that classification for purposes of
Article 20 of this Agreement. Such training programs shall be made available equally to all
interested employees, and shall be offered at no cost to the employees.
Employees who successfully complete the Southern Nevada Joint Management Culinary &
Bartender Training Fund training program for a classification covered by this Agreement shall be
considered qualified for that classification for purposes of Article 20 of this Agreement.
30.02. Training Fund.
The parties agree to participate in the Southern Nevada Joint Management Culinary &
Bartenders Training Fund. The Mirage shall contribute three and one-half cents (3.50) per hour
for each hour worked effective June 1, 2002. One-half cent (0.5c) is hereby earmarked for the
sole use of a program for recruitment, promotion and mentoring of a diverse workforce. As used
in this Section, "hours worked" shall mean all hours for which an employee is compensated,
including vacation and holiday hours paid for. This rate of contribution may be increased on or
after June 1, 2003 in accordance with the provisions of section 27.03 of this Agreement.
39
Mirage Casino-Hotel
Contributions to the Training Fund shall be delinquent after the fifteenth (15
th
) day of each
month for hours worked the previous month. Reporting procedures and interest on delinquent
contributions shall be established by the Trustees of the Fund.
By execution of this Agreement, the Employer party hereto agrees to accept and be fully bound
by the terms of the Training Fund's Trust Agreement and Plan and any subsequent amendments
thereto.
ARTICLE 31: JOB DESCRIPTIONS
31.01.
Job descriptions are attached hereto and made a part of this Agreement. The parties shall confer
regarding the content of such descriptions, and the Employer shall give good-faith consideration
to the Union's views. Such job descriptions shall determine the duties of each classification and
shall be used as guidelines to evaluate job performance and skills, qualifications and experience
for all purposes under this Agreement. Employees shall be assigned a reasonable workload
within the framework of each job description.
ARTICLE 32: OTHER BENEFITS
32.01.
If the Employer in its discretion establishes scholarship programs and/or child care programs,
bargaining unit employees shall be eligible to participate in such programs on the same basis as
non-bargaining unit employees. The Employer shall give good-faith consideration to including
bargaining unit employees in other benefit programs which the Employer may in its discretion
establish (excluding medical and related programs, pension programs, and programs established
exclusively for executives).
ARTICLE 33: LABOR-MANAGEMENT COOPERATION
33.01.
The Employer and the Union have entered into this Agreement, and the changes embodied
herein, for the purpose of establishing a more cooperative and more flexible relationship among
the Employer, the Union and the employees. The Employer shall not apply the provisions of this
Agreement in an arbitrary or unfair manner. The Union will administer the Agreement fairly
toward the Employer. To further these objectives, the parties agree to consider methods of
encouraging such a relationship during the life of this Agreement, including, among other things,
regular meetings between Union Stewards, Union Representatives, other Union employees
where appropriate, and appropriate management officials with authority for the purpose of
discussing problems, employee suggestions, methods of improving morale or productivity, and
other subjects.
40
Mirage Casino-Hotel
ARTICLE 34: TERMINATION
34.01.
This Agreement shall be in full force and effect from June 1,2002, to and including May 31, 2007,
and from year to year thereafter unless sixty (60) days written notice to change, modify or terminate
is given by either party prior to May 31,2007, or in any subsequent year thereafter.
IN WITNESS WHEREOF, the narties hereto by their duly designated representatives have
hereunto set their hands this I Q' *May of t&Jo
Nevada.
EMPLOYER - MIRAGE CASINO-HOTEL LOCAL JOINT EXECUTIVE BOARD
OF LAS VEGAS
ITS: Secretary-Treasurer
(/^tu^
2004 in Clark County, State of
41
Mirage Casino-Hotel
EXHIBIT 1 - 2002 Wage Scales
2002
CLASSIFICATION
SOUS CHEF
MASTER COOK
COOK
BUTCHER
SUSHI COOK
TEPPAN COOK
ASST PASTRY CHEF
BAKER
PANTRY WORKER
HELPER
STEWARD
STOVE CLEANER
KITCHEN WORKER
UTILITY CLEANER
LINEN CHUTE ROOM
GENERAL CLEANER
GUEST ROOM ATTENDANT
STATUS BOARD OPERATOR
UNIFORM ATTENDANT
SERVER
(6 hour shift)
SERVER-SHOWROOM
(6 hour shift)
SERVER-COCKTAIL
(6 hour shift)
SERVER-BANQUET-HOURLY
SERVER-BANQUET-HOURLY/TEMP
HOST PERSON
(6 hour shift)
USHER
(6 hour shift)
HEAD USHER
(6 hour shift)
FOUNTAIN/COUNTER
(6 hour shift)
CASHIERS-F & B
(6 hour shift)
SLOT BOOTH CASHIER
BUSPERSON (REGULAR)
(6 hour shift)
PER HOUR
100%
14.484
14.309
13.953
13.953
14.309
13.953
14.196
14.171
13.421
12.621
12.990
11.540 .
11.290
11.840
12.459
11.321
11.053
- - 12.565-
12.459
9.309
9.507
9.309
9.507
9.309
9.507
10.040
10.040
12.715
12.915
11.425
11.630
15.800
16.000
10.284
10.480
13.190
13.390
12.953
9.521
9.632
80%
11.587
11.447
11.162
11.162
11.447
11.162
11.357
11.337
10.737
10.097
10.392
9.232
9.032
9.472
9.967
9.057
8.842
10.052 ^
9.967
7.447
7.605
7.447
7.605
7.447
7.605
8.032
8.032
1.0.172
10.332
9.140
9.304
12.640
12.800
8.227
8.384
10.552
10.712
10.362
7.617
7.705
PER DAY
100%
115.870
114.470
111.620
111.620
114.470
111.620
113.570
113.370
107.370
100.970
103.920
92.320
90.320
94.720
99.670
90.570
88.420
100.520 .
99.670
74.470
57.040
74.470
57.040
74.470
57.040
80.320
80.320
101.720
77.490
91.400
69.780
126.400
96.000
82.272
62.880
105.520
80.340
103.620
76.170
57.790
80%
92.696
91.576
89.296
89.296
91.576
89.296
90.856
90.696
85.896
80.776
83.136
73.856
72.256
75.776
79.736
72.456
70.736
80.416
79.736
59.576
45.632
59.576
45.632
59.576
45.632
64.256
64.256
81.376
61.992
73.120
55.824
101.120
76.800
65.818
50.304
84.416
64.272
82.896
60.936
46.232
42
:
Mirage Casino-Hotel
2002
CLASSIFICATION
BUSPERSON-SHOWROOM
(6 hour shift)
RUNNER
BARTENDER, TIPPED
(6 hour shift)
BARTENDER, NON-TIPPED
(6 hour shift)
APPRENTICE BARTENDER
(6 hour shift)
BEVERAGE PORTER
(6 hour shift)
MINI-BAR ATTENDANT
ROOM SVC DISPATCHER
FRONT SVC BAGGAGE HANDLER
FRONT SVC DISPATCHER
SUPERVISOR
FRONT SVC DISPATCHER
FRONT SVC DOOR PERSON
SUPERVISOR
FRONT SVC DOOR PERSON
(6 hour shift)
FRONT SVC BELLPERSON
(6 hour shift)
LINEN ATTENDANT
BANQUET SET-UP PORTER
LEAD BANQUET SET-UP PORTER
PER HOUR
100%
9.521
9.632
9.765
13.678
13.880
14.115
14.320
11.246
11.450
11.840
12.035
11.300
13.190
11.315
11.560
11.300
10.090
9.840
10.040
9.601
9.801
12.459
11.840
12.840
80%
7.617
7.705
7.812
10.942
11.104
11.292
11.456
8.997
9.160
9.472
9.628
8.880
10.550
9.052
9.248
9.040
8.072
7.872
8.032
7.681
7.841
9.967
9.472
10.272
PER DAY
100%
76.170
57.790
78.120
109.420
83.280
112.920
85.920
89.970
68.700
94.720
72.210
88.800
105.520
90.520
90.400
80.720
78.720
60.240
76.810
58.808
99.670
94.720
102.720
80%
60.936
46.232
62.496
87.536
66.624
90.336
68.736
71.976
54.960
75.776
57.768
71.040
84.410
72.416
73.984
72.320
64.576
62.976
48.192
61.448
47.046
79.736
75.776
82.176
43
Mirage Casino-Hotel
EXHIBIT 1 - 2003 WAGE SCALES
2003
CLASSIFICATION
SOUS-CHEF
MASTER COOK
COOK
BUTCHER
SUSHI COOK
TEPPAN COOK
ASST PASTRY CHEF
BAKER
PANTRY WORKER
HELPER
STEWARD
STOVE CLEANER
KITCHEN WORKER
UTILITY CLEANER
LINEN CHUTE ROOM
GENERAL CLEANER
GUEST ROOM ATTENDANT
STATUS BOARD OPERATOR
UNIFORM ATTENDANT
SERVER
(6 hour shift)
SERVER-SHOWROOM
(6 hour shift)
SERVER-COCKTAIL
(6 hour shift)
SERVER-BANQUET-HOURLY
SERVER-BANQUET-HOURLYATEMP
HOST PERSON
(6 hour shift)
USHER
(6 hour shift)
HEAD USHER
(6 hour shift)
FOUNTAIN/COUNTER
(6 hour shift)
CASHIERS-F & B
(6 hour shift)
SLOT BOOTH CASHIER
BUSPERSON (REGULAR)
(6 hour shift)
PER HOUR
100%
14.784
14.609
14.253
14.253
14.609
14.253
14.6088
14.471
13.721
12.921
13.290
11.840
11.590
12.140
12.759
11.621
11.353
12.865
12.759
9.609
9.807
9.609
9.807
9.609
9.807
10.340
10.340
13.015
13.215
11.725
11.930
16.100
16.300
10.584
10.780
13.490
13.690
13.253
9.821
9.932
80%
11.827
11.687
11.402
11.402
11.687
11.402
11.6870
11.577
10.977
10.337
10.632
9.472
9.272
9.712
10.207
9.297
9.082
10.292
10.207
7.687
7.846
7.687
7.846
7.687
7.846
8.272
8.272
10.412
10.572
9.380
9.544
12.880
13.040
8.467
8.624
10.792
10.952
10.602
7.857
7.946
PER DAY
100%
118.272
116.872
114.024
114.024
116.872
114.024
116.8704
115.768
109.768
103.368
106.320
94.720
92.720
97.120
102.072
92.968
90.824 .
102.920
102.072
76.872
58.842
76.872
58.842
76.872
58.842
82.720
82.720
104.120
79.290
93.800
71.580
128.800
97.800
84.672
64.680
107.920
82.140
106.024
78.568
59.592
80%
94.618
93.498
91.219
91.219
93.498
91.219
93.4960
92.614
87.814
82.694
85.056
75.776
74.176
77.696
81.658
74.374
72.659.
82.336
81.658
61.498
47.074
61.498
47.074
61.498
47.074
66.176
66.176
83.296
63.432
75.040
57.264
103.040
78.240
67.738
51.744
86.336
65.712
84.819
62.854
47.674
44
Mirage Casino-Hotel
2003
CLASSIFICATION
BUSPERSON-SHOWROOM
(6 hour shift)
RUNNER
BARTENDER, TIPPED
(6 hour shift)
BARTENDER, NON-TIPPED
(6 hour shift)
APPRENTICE BARTENDER
(6 hour shift)
BEVERAGE PORTER
(6 hour shift)
MINI-BAR ATTENDANT
ROOM SVC DISPATCHER
FRONT SVC BAGGAGE HANDLER
FRONT SVC DISPATCHER
FRONT SVC DOOR PERSON
(6 hour shift)
FRONT SVC BELLPERSON
(6 hour shift)
LINEN ATTENDANT
BANQUET SET-UP PORTER
LEAD BANQUET SET-UP PORTER
PER HOUR
100%
9.821
9.932
10.065
13.978
14.180
14.415
14.620
11.546
11.750
12.140
12.335
11.600
13.490
11.615
11.600
10.140
10.340
9.901
10.101
12.759
12.140
13.140
80%
7.857
7.946
8.052
11.182
11.344
11.532
11.696
9.237
9.400
9.712
9.868
. 9.280
10.792
9.292
9.280
8.132
8.272
7.921
8.081
10.207
9.712
10.512
PER DAY
100%
78.568
59.592
80.520
111.824
85.080
115.320
87.720
92.368
70.500
97.120
74.010
92.800 .
307.920
92.920
92.800
. 81.120
62.040
79.208
60.606
102.072
97.120
105.120
80%
62.854
47.674
64.416
89.459
68.064
92.256
70.176
73.894
56.400
77.696
59.208
. 74.240
86.336
74.336
74.240
64.896
49.632
63.366
48.485
81.658
77.696
84.096
45
Mirage Casino-Hotel
EXHIBIT 2 - Check-Off Agreement
1. Pursuant to the Union Security provision of the Agreement between MIRAGE CASINO-
HOTEL (hereinafter, referred to as the "Employer") and the LOCAL JOINT EXECUTIVE
BOARD OF LAS VEGAS, representing the Culinary Workers Union, Local No. 226, and the
Bartenders Union, Local No. 165 (hereinafter, referred to as the "Union"), the Employer, during
the term of the Agreement, agrees to deduct each month Union membership dues (excluding
initiation fees, fines and assessments) from the pay of those employees who have authorized
such deductions in writing as provided in this Check-Off Agreement. Such membership dues
shall be limited to amounts levied by the Unions in accordance with their Constitutions and
Bylaws. Deductions shall be made only for those employees who voluntarily submit to the hotel
employing them the original or a facsimile of a written authorization in accordance with the
"Authorization for Check-Off of Dues" form set forth below. It is the Union's responsibility to
provide the employees with this form.
2. On and after the date this agreement is ratified by employees represented by the Union,
the required authorization shall be in the following form:
PAYROLL DEDUCTION AUTHORIZATION
Date
I, the undersigned, hereby request and voluntarily authorize the Employer to deduct from any
wages or compensation due me, an amount equal to the regular monthly dues ^uniformly
applicable to members of ("Union") in accordance with the
Constitution and Bylaws of the Union.
This authorization shall remain in effect and shall be irrevocable unless I revoke it by sending
written notice to both the Employer and the Union by registered mail during a period of fifteen
(15) days immediately succeeding any yearly period subsequent to the date of this authorization
or subsequent to the date of termination of the applicable contract between the Employer and the
Union, whichever occurs sooner, and shall be automatically renewed as an irrevocable check-off
from year to year unless revoked as hereinabove provided, irrespective of whether I am a Union
member.
Signed.
Social Security No.
The Employer shall continue to honor authorization in the following form executed by
employees prior to the date of this agreement is ratified by employees represented by the Union:
46
Mirage Casino-Hotel
PAYROLL DEDUCTION AUTHORIZATION
Date
I, the undersigned, a member of , hereby request and voluntarily
authorize the Employer to deduct from any wages or compensation due me, an amount equal to
the regular monthly dues uniformly applicable to members of ("Union") in
accordance with the Constitution and Bylaws of the Union.
This authorization shall remain in effect and shall be irrevocable unless I revoke it by sending a
written notice to both the Employer and , by registered mail during a
period of fifteen (15) days immediately succeeding any yearly period subsequent to the date of
this authorization or subsequent to the date of termination of the applicable contract between the
Employer and the Union, whichever occurs sooner, and shall be automatically renewed as an
irrevocable Check-Off from year to year unless revoked as herein above provided.
3. Deductions shall be made only in accordance with the provisions of said Authorization
for Check-Off of Dues, together with the provisions of this Check-Off Agreement.
4. The original or a facsimile of a properly executed Authorization for Check-Off of Dues
form for each employee 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 Authorization for Check-Off of Dues forms which have been properly
executed and are in effect. Any Authorization for Check-Off of Dues which is incomplete or in
error will be returned to the Union by the Employer.
5. Check-Off deductions under all properly executed Authorization for-Check-Off of Dues
forms which have been delivered to the Employer on or before the fifteenth (15^) day of any
particular month thereafter shall begin with the following calendar month.
6. Deductions shall be made in accordance with the provisions of this Check-Off of Union
Membership Dues section, from the pay received on the first payday of each month regardless of
the payroll period ending date represented on that payroll check. These provisions for dues
deductions shall not apply to Banquet Workers.
7. The Employer agrees to make deductions as otherwise provided in this Check-Off of
Union Membership Dues section in the case of employees who have returned to work after
authorized leave of absence.
8. In cases where a deduction is made which duplicates a payment already made to the
Union by an employee, or where a deduction is not in conformity with the provisions of the
Union Constitution and By-Laws, refunds to the employee will be made by the Union.
9. 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 employees and their
47 '
Mirage Casino-Hotel
Social Security numbers, for whom such deductions have been made. The information shall be
in computer readable electronic form, in any one of the following media:
1. V/? diskette in Formatted Text (Space Delimited) format
2. CD ROM in Formatted Text (Space Delimited) format
3. ZIP Disk in Formatted Text (Space Delimited) format
4. Via e-mail transmission; after the Union has demonstrated to the
Employer that the proper "PGP" security encryption measures exist in
the Union's network
The report shall contain header information and be set up so that position " 1 " is the first position
(not position 0). The positional formatting shall be as follows:
Positions 1-13 Social Security Number with the dashes
Positions 14-54 . Name as Last name, First name
Positions 55-60 The dollar amount of the remittance without a dollar sign,
left justified, and with the minus sign in front for
negative amounts (such as -30.00).
The remittance shall be forwarded to the above designated financial officer not later than the
fifteenth (15
th
) of the month, for the deduction from the first paycheck received by the employee
prior to the fifteenth {15
th
} of the month received by the employee for the month the.dues are being .
paid.
10. Any employee 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.
11. In the event any employee shall register a complaint with the Employer alleging his/her
dues are being improperly deducted, the Employer will make no further deductions of the
employee's dues. Such dispute shall then be reviewed with the employee by a representative of
the Union and a representative of the Employer.
12. The Employer shall not be liable to the Union by reason of the requirements of this
Check-Off Agreement for the remittance of payment of any sum other than that constituting
deduction made from employee wages earned.
13. 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 payroll deduction authorization cards submitted to the
Employer.
48
Mirage Casino-Hotel
EXHIBIT 3 - Waiver of Bargaining Rights and Amendments to Agreement
During the negotiations resulting in this Agreement, the Company and the Union each had the
unlimited right and opportunity to make demands and proposals with respect to any subject
matter as to which the National Labor Relations Act imposes an obligation to bargain. The
Company expressly waives its right to require the Union to bargain collectively, and the Union
expressly waives its right to require the Company to bargain collectively, over all matters as to
which the National Labor Relations Act imposes an obligation to bargain, whether or not (a)
such matters are specifically referred to in this Agreement or (b) such matters were discussed
between the Company and the Union during the negotiations which resulted in this Agreement,
except for matters that were not within the contemplation or knowledge of the Company or the
Union at the time this Agreement was negotiated and executed. As used in this Exhibit, the
waiver of the right to "bargain collectively" includes the waiver of the right to require the other
party to negotiate. This agreement contains the entire understanding, undertaking, and
agreement of the Company and the Union, after exercise of the right and opportunity referred to
in the first sentence of this Exhibit, and finally determines all matters of collective bargaining for
its term, except as provided above. It expressly supersedes any past or present practices,
policies, understandings, and agreements not specifically provided for and incorporated into this
Agreement. Changes in this Agreement, whether by addition, waiver, deletion, amendment, or
modification, must be reduced to writing and executed by both the Company and the Union, or
be made by the Employer, in writing, as rules governing employee conduct and the work
environment.-
49
Mirage Casino-Hotel
EXHIBIT 4 - Room Service Amenities and Their Respective Gratuities
Gratuities
$ 1.35 1 bottle of champagne & 4 truffles
$1.35 1 bottle of champagne & 4 chocolate covered strawberries
$1.35 2 mini cordials & 3 chocolate truffles
$1.35 1 box of 8 truffles
$1.35 6 chocolate covered strawberries
$1.35 4 bottles of beer & 1 can of mixed nuts
$1.35 1 glass of milk & 12 small cookies
$1.35 Stackable berries
$1.35 Stackable cheese & crackers
$1.35 small fruit basket
$1.35 large fruit basket
$1.35 large fruit basket w/red wine
$3.00 Chinese Amenity/consisting of:
1 large fruit basket
Chinese tea set w/hot water boiler
6 Mountain Valley Water
6 Cokes
6 Seven Ups
. 1 quart apple juice
1 quart orange juice
$5.00 Japanese Amenity/consisting of:
1 large fruit basket
Japanese tea set-up w/hot water boiler
6 Cokes
6 Seven Ups -
12 Miller Lites
1 Henessey XO Cognac
1 Royal Salute Scotch
$5.00 Full Bar set-up consisting of:
1 Jack Daniel's
1 Absolute
1 Chivas
1 Tanqueray
1 Bacardi
1 Crown Royal
1 Remy Martin
1 Mondavi Chardonnay
1 Cabernet Sauvignon
36 Assorted sodas
6 Heineken
6 Miller Lite
1 quart Bloody Mary mix
6 cans assorted juices
50
Mirage Casino-Hotel
EXHIBIT 5 - Utilization of Banquet "B" List
The Union and the Employer agree to acknowledge "B" list classifications as on - call hired,
trained, and maintained by the Employer. The "B" list consists of two groups - "B-l" and "B-2"
Server "B-l" list employees are those employees who do not have other employment and/or
are flexible enough to be scheduled at anytime when requested.
"B-l" list servers will be limited to no more than twenty (20) employees so as to be able to
provide more frequent employment for the "B-l" list employees.
Refusal to work more than three (3) times in three (3) months without a medical excuse or
approval will result in the employee being placed on the "B-2" list.
"B-l" list employees will be eligible to bid on open "A" list positions. The Employer will
consider hire date and job performance of "B-l" list employees before considering "B-2" list
employees.
"B-l" list employees will be scheduled according to seniority.
Shouid a "B-i" list employee elect to take other employment and not be available for any length
of time for this reason, they will be removed from the "B-l" list and placed on the "B-2" list If
in the future they elect to return to the "B-l" list, they will be placed at the bottom of the "B-l"
list regardless of the fact they may have an earlier seniority date.
51
Mirage Casino-Hotel
EXHIBIT 6 - Political Action Committee
The Employer agrees to honor political contribution deduction authorizations from its
employees, in the following form;
1 hereby authorize the Employer to deduct from my pay the sum of one dollar
($1.00) per month and to forward that amount to the Hotel Employees and
Restaurant Employees International Union TIP - "To Insure Progress". This
authorization is signed voluntarily and with the understanding that the Hotel
Employees and Restaurant Employees International Union TIP - "To Insure
Progress" will use this money to make political contributions and expenditures in
connection with Federal elections. I am aware of my right to refuse to sign this
authorization without reprisal. This authorization may be revoked by mailing
notices of revocation by United States Registered or Certified Mail, Return
Receipt Requested, to the Treasurer, Hotel Employees and Restaurant Employees
International Union TIP - "To Insure Progress", 1219 28
th
Street, N.W.,
Washington, D.C. 20007, and to the Employer.
The political contribution deduction shall be made once each month during which an employee
who has performed compensated service has in effect a voluntarily executed political
contribution deduction authorization. The money shall be remitted within thirty (30) days after
the last day of the preceding month to the Hotel Employees and Restaurant Employees
International Union TIP - "To Insure Progress", 1219 28
th
Street, N.W., Washington, D.C.
20007, accompanied by a form stating the name and Social Security number of each employee
for whom a deduction has been made, and the amount deducted.
The Union shall indemnify, defend and save the Employer harmless against any and all claims,
demands, suits or other terms of liability that shall arise out of or by reason of action taken by the
Employer in reliance upon payroll deduction authorization cards submitted to the Employer.
Employees will have the opportunity to make contributions under this Exhibit no later than July
1, 1998. Employees who revoke their authorization will not have a subsequent authorization
honored by the Employer until the commencement of the following calendar quarter, at the
earliest.
Signed ; Social Security No.
52
Mirage Casino-Hotel
EXHIBIT 7- RE: Immigration
In the event that a post-introductory employee has a problem with his or her right to work
in the United States, the Employer shall notify the Union in writing as soon as the problem is
known. Upon the Union's request, the Employer shall meet with the Union to discuss the nature
of the problem to see if a resolution can be reached. Whenever possible, the meeting shall take
place before any action is taken by the Employer.
As part of the Employer's six (6) month notification process, whenever possible the
Employer agrees to share with the Union the names of employees whose work authorizations are
going to expire.
Upon request, employees shall be released for up to five (5) unpaid working days during
the term of this Agreement in order to attend to Immigration and Naturalization Service ("INS")
proceedings and any related matters for the employee only. The Employer may request
verification of such absence.
A post-introductory employee who is not authorized to work in the United States and
whose employment has been terminated for this reason snail be immediately reinstated to his or
her former classification without loss of prior seniority provided the employee produces proper
work authorization within twelve (12) months of the date of termination, and to his or her former
shift and station if the employee produces proper work authorization within ninety (90) days of
the date of termination. If the employee produces proper work authorization within twelve (12)
months from date of termination, the employee would return, without loss of prior seniority, to
his or her former classification displacing the least senior employee in that job classification.
Employees do not accrue vacation or other benefits based upon particular Plan policies during
such absences.
If the employee needs additional time, the Employer will rehire the employee into the
next available opening in the employee's former classification, as a new hire without retaining
seniority, upon the Former employee providing proper paper work authorization within a
maximum of twelve (12) additional months from the date the employee notifies the Employer
that he or she needs additional time. The parties agree that the employee would be subject to an
introductory period upon rehire in such event.
Change of Status/Immigration. On the day an employee becomes a U.S. citizen, the
Employer will compensate the employee with a one (1) time paid personal holiday in recognition
of his or her citizenship.
53
Mirage Casino-Hotel
SIDE LETTER #1 - Bartenders Training Program
The Employer agrees that all Bartenders hired by the Employer shall have completed the
Bartenders Local 165 Joint Apprenticeship Training Program, and passed the craft exam related
to that program, so long as in the Employer's sole judgment this results in a sufficient supply of
best qualified applicants.
IN WITNESS WHEREOF, the parties hereto by their duly designated representatives have
hereunto set their hands this (0<*&ay of pJSJ^AAjUh^ , 2004 in Clark County, State of
Nevada. Q
EMPLOYER - MIRAGE CASINO-HOTEL
BY:
ITS: P r P s i d P n t
LOCAL JOINT EXECUTIVE BOARD
OF LAS VEGAS
BY:
ITS: President
BY: . _
ITS: Secretary-Treasurer
54
Mirage Casino-Hotel
SIDE LETTER #2 - Front Service Attendant Positions
When openings are available in full-time Front Service Attendant positions, after transfers in
accordance with Section 20.04(b), two (2) out of every three (3) such openings shall be offered
to regular part-time Front Service Attendants, in accordance with Section 10.02 and every third
(3
rd
) such position shall be offered in order of seniority to regular full-time Baggage Handlers
who are qualified for the position. If no Baggage Handler bids, then the position shall be offered
to regular part-time Front Service Attendants.
IN WITNESS WHEREOF, the parties hereto by their duly designated representatives have
hereunto set their hands this fO'**'day of FASJUJA*^ , 2004 in Clark County, State of
Nevada.
EMPLOYER - MIRAGE CASINO-HOTEL LOCAL JOINT EXECUTIVE BOARD
OF LAS VEGAS
ITS: Secretary-Treasurer
55
Mirage Casino-Hotel
SIDE LETTER #3 - Leave of Absence - Union Business
The Employer and the Union agree that a leave of absence without pay or benefits shall be
granted to not more than two (2) employees per hotel at any one time, but not from any one (1)
department for the purpose of accepting employment with the Union, provided that the leave
may not exceed six (6) months without the mutual agreement of the Employer, the Union, and
the employee. Such leaves shall be subject to the terms and conditions of Article 13 of the
contract, except for the prohibition against taking new outside employment.
IN WITNESS WHEREOF, the paries hereto by their duly designated representatives have
hereunto set their hands this //pTflTiay of FQJ&MAH*+_ 2004 in Clark County, State of
Nevada.
EMPLOYER - MIRAGE CASINO-HOTEL
BY:
LOCAL JOINT EXECUTIVE BOARD
OF LAS VEGAS
BY:
ITS: P r e s i d e n t ITS:
BY,
ITS: Secretary-Treasurer
56
Mirage Casino-Hotel
SIDE LETTER #4 - Surveillance Tapes
The Union recognized that Employer, upon written request by the Union, will be disclosing to
the Union confidential information, including but not limited to surveillance video tapes
("Tape(s)"), which would otherwise not be made available, and which constitutes confidential
information belonging to the Employer. The Union agrees to hold all such information in strict
confidence and agrees not to communicate or otherwise transmit any such information to others
or to use such information for any purpose other than to review the Tape(s) for the sole purpose
of resolving a grievance except, however, as may be required by law, or as may be necessary to
reveal to a judicial officer. Where at all possible, the tape will be reviewed by the Union at the
Employer's place of business.
It is also understood, that the Union will return the Tape(s) to the Employer once the
grievance/issue is resolved. Under no circumstances will the Employer release original Tape(s)
to the Union. Further, the Union agrees not to copy the Tape(s) provided by Employer without
prior written consent of the Employer. The Union will treat the Tape(s) supplied to it by
Employer as confidential and shall keep all such Tape(s) in a secured area accessible only to the
Union's representatives directly involved with the grievance/issue.
IN WITNESS WHEREOF, the narties hereto by their duly designated representatives have
hereunto set their hands this JO' *Tday of ^ S ^ ^ ^ f y ^ , 2004 in Clark County, State of
Nevada. . tf
EMPLOYER - MIRAGE CASINO-HOTEL LOCAL JOINT EXECUTIVE BOARD
OF LAS VEGAS
ITS: P r e s i d e n t
Secretary-Treasurer
51
Miraae Casino-Hotel
SIDE LETTER #5 - 401(k) Plan
Upon receipt of a copy of a current determination letter from the Internal Revenue Service
stating that the Union 401(k) Plan meets the requirements for qualification under Section 410(a)
of the Internal Revenue Code, the Employer will begin withholding the amount designated as an
elective employee contribution to the 401(k) Plan. Such designation must be properly made by
an employee on the payroll deduction authorization and contribution election form supplied by
the Union 401(k) Plan for this purpose. Neither the Employer nor the Union shall have any
obligation to make any contributions to the Union's 401(k) Plan (including non-elective or
matching contributions).
The Union shall be responsible for ensuring that the form and operation of the 401(k) Plan
comply with the provisions of applicable law (including the Internal Revenue Code and ERISA).
The Union's responsibility with respect to the 401 (k) Plan shall include ensuring compliance
with the fiduciary responsibility and reporting and disclosure provisions of ERISA and the
Internal Revenue Code.
The sole involvement of the Employer with the Union 401 (k) Plan, and the only obligation of the
Employer thereunder, shall be to withhold the designated contributions from employee's wages
and transmit such contributions to the Trustees of the 401 (k) Plan. The Employer shall not be
required to pay, nor shall the Employer have any obligation or responsibility for, any liability,
cost or expense relating to the 401(k) Plan.
The Union shall indemnify, defend and save the Employer harmless against any and all actions,
suits, investigations, audits, claims, proceedings, liabilities, damages, fees (including counsel
fees), taxes (including interest, penalties or additions to tax), expenses, costs or charges which
arise out of, or result from, (1) the form or operation of the Union 401(k) Plan, (2) any action
against the Employer relating to the Union 401(k) Plan, other than an action relating to the
failure of the Employer to properly deduct elective employee contributions or to timely transmit
elective employee contributions to the Trustees of the Union 401(k) Plan, or (3) the Employer's
reliance on the payroll deduction authorization and contribution election form submitted to the
Employer in connection with the Union 401(k) Plan.
IN WITNESS WHEREOF, the parties hereto by their duly designated representatives have
hereunto set their hands this / 6 ' " da y of filJ&diAshu* , 2004 in Clark County, State of
Nevada. " r
EMPLOYER ^sMIRAGE CASINO-HOTEL LOCAL JOINT EXECUTIVE BOARD
ttfSHBUMb.
ITS: P r e s i d e n t
OF LAS .VEGAS
BY:
ITS:
BY:'
ITS:
7^ IZ,^/
Secretary-Treasurer
58
;
Mirage Casino-Hotel
SIDE LETTER #6 - Vacation Schedule and Pay
The Employer and the Union hereby agree that the terms of Sections 11.03 (Time of Taking
Vacation) and 11.04 (Vacation Pay) may be altered as follows:
Time of Taking Vacation - The provisions of this Section shall remain in effect, with the
addition, subject to the business needs of the Employer, that employees are permitted to request
vacation in one day increments.
Vacation Pav - Vacation pay shall continue to be paid by separate check immediately prior to the
commencement of vacation. However, in the case of vacation time taken on a per diem basis,
vacation pay,- for up to and including four (4) consecutive days taken, shall be paid on the next
regularly scheduled date, for the payroll cycle in question.
IN WITNESS WHEREOF, the narties hereto, by their duly designated representatives have
hereunto set their hands this jtffK day of r&&/u#rUj , 2004 in Clark County, State of
Nevada. (/
EMPLOYER - MIRAGE CASINO-HOTEL LOCAL JOINT EXECUTIVE BOARD
OF LAS VEGAS
Secretary-Treasurer
59
Mirage Casino-Hotel
INTERIM SIDE LETTER OF AGREEMENT #1
Mirage Casino-Hotel (the "Employer") and the Local Joint Executive Board of Las
Vegas (the "Union") agree that an employee laid off on or after September 11, 2001 and before
May 1, 2002, will experience a break in continuous service, seniority and status as an employee
if the employee performs no work for the Employer through December 31, 2002. After
December 31, 2002, employees who were laid off on or after September 11, 2001 and before May
1,2002 and not recalled prior to December 31,2002, will experience a break in continuous service,
seniority and status. This Interim Letter of Agreement does not apply to employees whose jobs
were eliminated.
IN WITNESS WHEREOF, the parties heretojjy their duly designated representatives have
hereunto set their hands this / 0 ''May of r&B/CttjyUi., 2004 in Clark County, State of
Nevada.
EMPLOYER - MIRAGE CASINO-HOTEL
BY:
LOCAL JOINT EXECUTIVE BOARD
OF LAS VEGAS
ITS:
Pr e s i de nt
Secretary-Treasurer
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Mirage Casino-Hotel
MEMORANDUM OF AGREEMENT
This Agreement is made and entered into by and between the MIRAGE HOTEL-CASINO
(hereinafter called the "Employer"), and the LOCAL JOINT EXECUTIVE BOARD OF LAS
VEGAS for and on behalf of the CULINARY WORKERS UNION, LOCAL 226, and
BARTENDERS UNION, LOCAL 165 (hereinafter called the "Union"), and is hereby attached
to and made a part of the Collective Bargaining Agreement(s) between those parties.
The parties hereby establish the following procedure for the purpose of ensuring an orderly
environment for the exercise by the Employer's employees of their rights under Section 7 of the
National Labor Relations Act and to avoid picketing and/or other economic action directed at the
Employer in the event the Union decides to conduct an organizing campaign at any operation (at
which the Union does not have representation rights) owned and operated by the Employer
covered by Section 28.01 of the above referenced agreements between the parties among
employees employed in classifications listed in Exhibit 1 of such agreements,
The parties mutually recognize that national labor law guarantees employee 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 Employer, or to refrain from such activity.
The Employer will take a neutral approach to unionization of employees employed in
classifications listed in Exhibit 1 of the agreements between the parties. Within ten (10) days
following receipt of written notice from the Union of its intent to organize employees employed
in classifications listed in Exhibit 1 of the agreements between the parties, the Employer will
inform such employees that it has no objection to their selection of a collective bargaining agent.
The Employer will not take any action nor make.any statement that will directly or indirectly
state or imply to such employees any opposition by the Employer 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 Union and its representatives will not coerce or threaten any employee of the Employer in an
effort to obtain authorization cards.
Within ten (30) days following receipt of a written request from the Union, the Employer will
furnish the Union with the following information with respect to employees of the Employer
currently represented by the Union.
(a) Name.
(b) Current Address.
(c) Current Department.
(d) Current Job Classification.
(e) Whether the employee has given formal notice of intent to terminate his/her
employment relationship at the Mirage Casino-Hotel Corporation.
Upon request, the Employer will update this information monthly.
61"
Mirage Casino-Hotel
The Union may request recognition as the exclusive bargaining agent for the employees in the
traditional bargaining unit represented by the Union in the hotel-casino industry in Las Vegas. A
disinterested, neutral party mutually satisfactory to the Employer and the Union will be selected
to conduct a review of employees authorization cards and membership information submitted by
the Union in support of its claim to represent a majority of the employees in the unit. If a
majority of employees within the unit has joined the Union or designated it as their exclusive
collective bargaining representative, the Employer will recognize the Union as such
representative of the employees and will extend to such employees this Collective Bargaining
Agreement between the Union and the Employer together with any amendments agreed to by the
parties. The Employer 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 Union will not engage in picketing or other economic
activity at any operation covered by this Section, provided that if the Employer recognizes any
union as the exclusive collective bargaining representative of employees in the unit, or any part
thereof, traditionally represented by the Union, this paragraph shall terminate immediately and
without notice. It is expressly agreed and understood that this Memorandum of Agreement,
which shall expire at 12:01 a.m., May 31, 2007, shall be inapplicable to any operation of the
Employer in Laughlin, Nevada or elsewhere outside of greater Las Vegas.
The parties agree that any disputes over the interpretation or application of this Section shall be
submitted to expedited arbitration in the manner provided in Subparagraph 3(b) of Section 21.03
of the agreements between the parties, with Gerald McKay of Hillsborough, California, or any
other person mutually acceptable to the parties, as the arbitrator. If agreement cannot be reached
on the selection of an arbitrator, the parties will request that the American Arbitration
Association provide them with a panel of seven (7) arbitrators who are members of the National
Academy of Arbitrators from which to select the arbitrator in accordance with the Association
1
s
standard procedures for expedited hearings. The arbitrator shall have the authority to order the
non-compliant party to comply with this Section.
IN WITNESS WHEREOF, the parties hereto by their duly designated representatives have
hereunto set their hands this 10th day of February, 2004 in Clark County, State of
Nevada.
ITS: Secretary-Treasurer
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Mirage Casino-Hotel