CWU 226 CBA Horseshoe Hotel & Casino

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Title: Horseshoe Operating Company dba Horseshoe Hotel & Casino and CulinaryWorkers Union, Bartenders Union, UNITE HERE, Locals 226, 165 (2002)

K#: 7540

Employer Name: Horseshoe Operating Company dba Horseshoe Hotel & Casino

Location: Las Vegas NV

Union: Culinary Workers Union, Bartenders Union, UNITE HERE

Local: 226, 165

SIC: 7011 NAICS: 72112

Sector: P Number of Workers: 1100

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

Number of Pages: 72 Other Years Available: N

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TA B LE O F C O N TEN TSARTICLE J: RECOGNITION AND CONTRACT COVERAGE S J

1.01. Recog nition of the Union 11.02. Op en and Exclud ed Classifications 1

ARTICLE 2: HIRING OF EMPLOYE ES 22.01. Hir ing Proced ure 22.02. No Individ ual Con tracts : 3

ARTICLE 3: UNION SECURITY 33.01. Ch eck -Of t :. 33.02. Indem nification . 3

ARTICLE 4: UNION REPRESENTATIVES 34.01 3

ARTICLE 5: SALARIES AND WAGES 45.01. Weekly Paym ent . 45.02. Gratuities '. 45.03. Term inated Employees 55.04. Delinqu encies 55.05. Deductions and Donations 55.06. Supe rior W orkm en 65.07. Com bination Job s 65.08. Eq ua l Pay 6

ARTICLE 6; DISCIPLINE 66.01. Caus e for Discharge 66.02. W arn ing Notices 86.03. Tim e of Discharge 96.04. M itigation of Dam ages 9

ARTICLE 7: REPORTING PAY 97.01. Reasons for Pay men t 97.02. Discharge d Emp loyees 97.03. Ea rly Shift Release 9

ARTICLE 8: DISCRIMINATION AND LIE DETECTOR TESTS... 98.01. Proh ibited Discrimination 9

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8 .02 . L ie De tec to r Tes t s P ro h ib i t ed . . 108.03. Con fession s or S ta tem en ts . .. .. .. .. .. .. 108 .04 . Bo nda b le S t a tus : .. . . .. . . . .. .. .. . . . . . . . . . . . . . . . . . . . . . . . . . 10

ARTICLE 9: WORK SHIFTS, WORKW EEK AND OVERTIME . 109.01. Sh if t and W eek ly Ov er t ime ; . ; 109.02; Days O f f . . : : . : . : . : : : . : : . . . . . . . . . .9.03. G u a r a n t e e d W o r k . ; . .. ; . .. . . .. 1 19.04; Single Shift:::.:.;::::::::;;:::;.::. 1 29. 05 . S pl it Shift....:..-..*.........;..:...-.,...., ,,..,,,


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13.03. Leaves of Absence For Medica l'Disability Not Covered By the Fam ily;andM ed ica l Leave Act (F M LA )... ; ;-..-.. 2013.04 Re latio nsh ip to Fam ily and M edic al Lea ve Ac t. ...................f 2013.05. Light Duty...::;::::.... :. -..: .:.:.'..:4':. A. , ....* ... .......2 213.06 :. ::...::.. ;...;.:.-.:;* , 23ARTICLE 1 4 : MEALS..;.:......:. ;;;.....;.... 23

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14.01. M eals Fu rn ish ed By Em ployer^** .....,...,.,.........,..,.......,,.......... 23/ 14.02. N um be r of M eals: ;;:.:; ................. ................. 24,> 14.03. Pay for M ea ls No t Furnished.-.-...^..,* ........... .... ....v 24"ARTICLE "15:' UNIFORMS AND FACILITIES .,.,., 1. 24,,\ ... . -; ,. , s .. t . i . n . . > c ; i . , ) i , 15.01. Uniforms Furnished by^E'iA^i6'^rt\^:;..iX'V^v.\..v^1..:v;w..v,,v-.:.lt ........... 24:% 15.02. C ar e of Uniform s and Clathing.- ,,, 1*25

., ' ' J ' ' ' ; > - ' ,::,:.\>-i ' j< p .15.03. Fac ili ties 'for Employees.-.v.v.v.vv...... . w v . w ,; , , 25..V 15.04. T he ft: : . ; ::: -- ::: ::: : ::::. .^ . : : : : : r : : . . . . . . . . . ? ^ . . . . . v ^

'ARTICLE 16: MISCELLANEOUS.:^ , **"* . v ... -. 26r 16.01. Cleari-Up'W6"rk:...:.....v..-..v.v.v.w, ^ , ,w , . , , , , . . . 1 , : ^ ^ 26

*" 16.02. C ar ry in g Ta ble s an d Cira-irs:-...-....... ., ^ * 26* 16.03. Duties of Gu est'Roo m AttetfdantoV'PbrtQr&and Hous e ?er,so ns... :.. 26

16.04. A ppr en tice B ar te nd er s. ....v.....v.,... ,.,,,.........;......, -vv? .:^16.05. M op ping of Floors ......:....:.;;..*..* , ;,..,> 28

. ; ' ; ' ' ' -n , n i v i *'16.06. Room Service................:-....i.ki ............ .v......r... 2816.07. Aprons , Bootsand 'H ard-Hats - . . , , ....;......... 2816.08. Ba rtend ers and App rentice Bartenders^.. ,, . .. . .. . .. . 2816.09. Un ion Buttons.'.v:...,..-.:......:...;; 2816.10. Rot ation of S ta tions. ........-..,. , , 28

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" " 16.11'.'Break Periods:..:.:;;:.:;.;:..;:..;. ,,.,, ....2816.12. Floo r CoveH hgs:....-.:./..;..;..., 2916.13. Pr es en tat idh of Checks.-...v,.^. ,. 2916.14. No tice by Em ployee....;;:.:; ,...,-.... ....2 916.15. Knife Sharpening;;-..-. ,....:..., .'. 2916.16. W ork Record".-:;;:.:;;;:..-..-.- - , .; .' '. 2916.17."P roh ibited AVorlc:.;:i.;;..;.-i.i:uiijt3Ll.;iiL.*-tfrij.>.;..: .. 3016.18. Re quire d Service 30

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ARTICLE 17: BANOUEiTS 3017.01. Definition.. . . . ... .1..1 ...'. :... ; 301 7 . 0 2 . S e r v i c e C h a r g e . . 1 1 1 1 1 . .'.....V . . . V . . : . . . ; . . ; . ,.3017.03. Em ploy ees W ork ing Ba nq uet s ....'......:.:..;...;.:..;..::.. ; 3117.04. Reporting Pay.. . . .' . " . I l l Z... -.;;: : . 3117.05. Distribu tion of Gr atuitie s . . . . . . . V . . V . . . . . . . . . . . . v . . .3117.06. Cocktai l Part ies. . l . l . . : . . . ' l l '...:....1.1'....:.:.'.' ."; ;).31.17.07. Ba nqu et Min imu m s and Lim itations ;::;.:. .....;' '. -. 3217.08..Meals for Banquet Employees . 11 .1 1 . . . : :1 : ".. 3217.09...F ull F un ctio n,. - ,...... l l l l / l l l . . . ' . . ' . 17..'... .'I. ; i . . : . . .32

' L ' ' ' ( . - ;.>;M;/? / - - . . . ..17.10.Teams............... ; ;....: .:: :. :.-..:>.-.:i;'....:-32-1 7 . l l. . Se tu p .an d Break do wn l ' Z . " l l . : ; ; .l . . '. . . lL . l . ; : . . ;1 ; l . ; . . i : 33

'- - -1-7.12..Bartende rs.. . .. . . .. . . .. . . .. . . . . . . V v . i i . . . . . l l l l l 11. . . . ; . : . . : : '.'.: 33ARTICLE.IS;.SPECIAL EVENTS 1 1 . . 1 - . . . 1 1.1....1 l i i l . l . l ; 1.3318.01. D efinition................ l l . l . l l . . : . i . . l l . l i l l . . i . i . . i . i . . . ; 33

- .18 .02.. Gratu i t ies .Payable for Special E v c n ts l . ,1 1 1 1 . . . . . . ' . . . . . . . ; . . . ; 1 : . . : . . : . . . . ; . .v...;.. 33; ...18.03.BellJao.pService. 11'... . ' . . ' . . .J. :1 :: : .J...'...,.Z.i:-..33

18.04. Pa ym en t.o f Sp ecia l Ev en t Gratuities..'.'.'.'.'....'.. . .. ..:...l.l..:.;..;.l.-.V. .". 34? - ... 18.05.. Exception. l l l l l l ? . . l l ' l l l l ll::j...Z J..:.34

18. 06 ..Pr ed ec es sor Ag ree m ent .......'. ....:.:....... 34ARTICLE. 19: COMPLIMENTED GUESTS...'.. .... ..... .'. ........ .... :....,;.wi> 34 -- i 9 .o i l l . l . . l . : i i . : . ; v ; . l . . ' : . . : 1 \ 34

ARTICLE 20:. SENIORITY. 1.1 i . : . . . i . l . . . l . i l 1 . . . . : 3520.01. Probat ionary Per iod ...;.................:...:.':....;' ;.;..... 35

- 20.02. Definition of Seniority . '. .'.;...;.....l....:..1.1....: .^..:..1.:. 3520.03. Layoffs an d Re call s 1... ...11V....;.7.;:.: 1....1 . . . 1 ; 3520.04. Promotions and Preference for Shifts.......l... '.......::.... '..l...l.l.......;.... '...:.i.i..: 3720.05. Break.in Continuous Service and Seniority .;.....'...^.:....... 3820.06. Notification,.... ; . . . . . v ; . . . l l . . l . . : : . ; l l : . l . : l . ' . l : : ; . . l '. 38ARTICLE 21:. GRIEVANCES AND ARBITRATION :.: 11 ill..L....l 3921.01. Definition 1.... ...11. .: ..:,..11..V i....... 39.21.02. Procedure . . . . ;....:.....:.. . .: .l.. .l:. ,.:. ..; 3921.03 1...'. 1 '...'. . l . l l . i . . I 40

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21.04.... '...': :; :;... ; 4021.05... Z 'Z 1 . .. .: .: I........-..-...-..-....: -: : 40

-. 21,06.. ... . '.....". '..,..'..".*. :.:.::.:..;. l.X..:;....,....:;: > 41: 2i. o7 ^l.....z:.:..:;;...:.\.^ ...::....::.;....:. .>.:.....; : . . .4i.21.08. . . . . . . . . . .^.;.;.:;...;.::::..::....:..:..::.:...:..;..:...i,........j .... .41

ARTICLE 22: NO STRIKES - NO Z O O T O ^ 7 ^ ; ; : : : ; . . : . . . : ; . 1 : : . . . . 1 . . ; . . . : ; ; . . . : ; . . . ^ ; ; . J . . . . . : : . . . . 4i. 22.01, N o S t ri kes . ZV . . . . , 41

_r_ 22.02. No Loc kouts . .Z ...V.. . . 11 ^ 41.'. '. 22.03. A rb it ra ti on A w ar ds ' 1 ....:..'.. J:...'...L...' .'.'. 411'ARTIQLEJ3: MANA GEME NT RIGHTS /Â'/ ) 'KÔAr5/B/i/7 :/ 5 l..^::..;Lli..u i......a:.:...., 42':. >y23.QJL.. Rig hts to M an ag e Z Z Z ::. ::. :;; .:: :;: :;: ;;. ::: :;; .;. ::. .;. ...^ . ' .;....:..... 42. ; ..23 .02 . Ru les and Pos tin g ; .;."^.';."::;;:;;.;.;::.::::.:::.V.r...:Lt.::....;,...'. .......... 42. .ARTICLE 24: COURTAPP EARANCEA ND "JURY^Z)t/rK....:..;v........;:f..v.:U>.;;u.......:....; 42

.24 .01 . C ou rt A pp ea ra nc e ".....'. . ..r....^.:.^.:-.^'..^.~;..;.:.-^..'.^.,:J....~..^;'.i^.. 42"*. . ,24 .02 . Ju ry Du ty ]^.^;^^;.:;;;::::::.:...:::::;;::;::;::ii:;:;..U;.;;;.;i....:.',..^...: 42; ARTICLE 25: HEALTH AND WELFAM .\J1~Z^ 43i . 25.01.. A m ount of C ontr ib uti ons .'....V.V.V.V.V. ^ 43

25.02. D el inquent Contr ibut ions :...:;... :.....:.,:.:::.. '.....;,.../.. 4325.03. Ac cep tan ce of T ru st . .:.......................;; '. 43

V ..ARTICLE 26: PENSIONS Z.V.V.VZ.Z :.:.:: .'...".'....;;:...-.vi:..;.:.ji..-.*:..J .'. 4426,01. T ru s t an d P la n ..'.'.'.' Z... lJ.l . : ; . . . .ZU. . .A . . . . : A .> . . . : . . . . : . . . . 44

.26.02... C on tr ib u ti ons ...*. '. ........;.....;..... :.'... 44- ,. 26 ;03., Ac cep tan ce of T ru st .... .................'..... v.: l'.;.\:...; ;.". : . 44":" .. 26-P4. De linqu ent Co ntrib utio ns '.'. '....:...i.v.0.....,......u: 44-.-.... 26 .05 , 4 o i( k ) Pl an l..Z" ....'.....::.:: ::...:ii ;:;;:.'.v...v.i.-..i...:...: 44" ' ..ARTICLE27: WAGES 1 1 1 . . . . . : :.:.'.: .:-:.v.^V.:Ai.^.......;.;..,: ......:.;44

27.01. Est ab lis hed W ag es ,.....'...' .:.'...:.::....,...,.V.':.V..i-ii;i..v.i..l7 : :...44 .* 27.02. M inimum Wages '. ."...' '.:...'....^;.'...'.:...I .Qi/.il..;J..;....s^ : t *...45

ARTICLE 28: OWNERS AND^^Ô C^5 0^.:.:::..........v..:.v....v.,J.;.:^;i.:...;: v. 45 28,01. Ow ner ship ' ... '.....: ...'.' :..L..... ; ..v.., 45

.. 28.0 2, O blig atio ns on Em plo ye r Selling or Assigning.:...-.:;-.;v..A..;.iij....i^.........: 45. .. .28.03. Obligations on Successor EmployersVV.V.V.;.;.;..:;.i:....:;.':....'::.:i...::..ir.i :..'.:. 46

ARTICLE 29: SUBC ONTR ACTING AND SUBLE ASING...:.....::...-^ .:.:....: 46* <


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29.01 ; ,.;.,,.;.... : 46ARTICLE 30: WAIVER OFDUTY TOBARGAIN. 46

3o.oi :..:...:...:,....:...: :....;..; : .';..: .:...: ....... ..:....; 46ARTICLE31:, TERMINATION^.::.........:..... ;.....,......, . . . . 47

31.01..... ; ;.. ,......._......;....;..:...::..;.;. ......... ... t 47EXHIBIT I -WAGE SCALES 2002 1...: 48EXHIBIT 2-CHECK-OFFAGREEMENT^.... .....:. 50'EXHIBlTi^DISTRIBUTIONOF^GSAWlTIES...^. y,.. 53EXHIBIT 4- RE: Wa lkouts ....^........rL^....^ .,.,....'.....'... 54EXHIBIT 5- RE:Section 6 ; Wf^...;.......,............ ........: .^.... ;=...:..... ;; 54EXHIBIT6- RE:Section^/XWl:.'...."..,.^..':.::.*...';.-...-.:.'..^..: ; l'.'. ...Z.54EXHIBIT 7- RE:SectionJO.04...:...........^....... r^^^ . : ;...;...; 54EXHIBIT 8-RE: Layoffs ofCooksPursuant to Section 20.03(b) ...........'.....;... .v. ;,54EXHIBIT 9-RE: Merging Seniority of Employees inCasino PorterandPorterClassifications : ..'...........:....;.; ; 54EXHIBIT fO '.::; ;....: .55E X H I B I T n :..:.;...:...: I . ; . . . : . . . ; : . . . . . : . : < . . .; .. .% . .. 55SIDE LETTER RE: ARTICLE 29 . ., 57

SIDE LETTER ^ i^ . , : . .^ . . ; : .^ . . . . :^ ; .^ . : . ; . . ; ; . .^ . : ; : . . : : : : .7.M...:.;;;;; L..:..58SIDE LETTER #3 :.:, :......;.'..:;:.:...;;.;.;. .;......., ; 59SIDE LETTER #4 ^ : . . . . . 1 . ; ^ : . : :,. .-;., ^.. , . . . . : . . . . . . . . : . . . . .: 60SIDE LETTER US ..... ,.....VM . ..:;...;..;:..:.: :.,..:...:..;.; 61MEMORANDUM OFAGREEMENT...;: ..'.....,........ ...: '.; ..,. 63

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A G R EEMEN T. .THIS AGREEMENT ismade and entered into as of the lslday ofJune, 2002by andbetweenHORS ESHO E OPERATING COMPA NY dba" HORS ESHO E HOTE L.&..CASINO (hereinafter,called the "Employer") 'and"its-successors..and.assigns, and the LOCAL JOINT EXECUTIVEBOARDOF LAS VEGAS,.for andonbehalfof CULINARY WORKERS UNION,'LOCAL NO.226,.and BA RTE ND ERS UN ION, LO CA L'N O. T65 (hereinafter, called-the "Union"),...

- WITNE SSETH: * ' " . . * - . * . WHEREAS, pursuant to a valid reopening 'notice'dated March'6, 2002,-.arid, served upontheEmployer by the Union; the parties..have,..by negotiations and collective bargaining, reached complete agreement on wages, hours of work, working conditions ahdvotfi'ef-;re1ated',V hegotiable subjectsto be incorporated intoahew Labor'Agreement-whicriishalli supersedeail previous.verbal*_or written agreements inconftict with or m odified .by. this A greement, applicable to the employees *in""'the bargaining unit defmed herein which may have existed between the Employer'and the':lMon.or; between the predecessoroftheEmployer", if any,"and'thepredecessor-o the/Union^ if any. mutually agreedasfollows; '"" " '" " >\u\;,:-V'-'*.' \ A R TI C LE 1: R EC O G N I TI O N A ND C O N TR A C T C O V ER A G E S ' V* *V '

"" '\ "\\\\v ;_1.01. Recognition ofthe U nion. ... :. \-% . . , .The Employer recognizes-the Unionas the.exclusive bargaining representativeforthe Em ployer'semployees at its current,establishmentatLasVegas,Nev ada, work ing 'under the'-Union's jurisdiction*. andworkingin those job classifications'listed'hr Exhibit -1 ,attached heretoandmadeapartofthisAgreem ent. The Employer'and the-Union.agree.that the term "em ployee" as used in this Agreementreferstoemployeesofthe Employer workinginsuch classifications. The Employer and the Union.^ .agree that all employees working in such classifications-are properly..withinthe bargaining.unit.Any classification established by the Em ployer,-.not;listed in Exhibit 1,where the employeesperforin duties covered by thi s' Agreement shall be a pait of this Agreement at'a wage ratecomparabletorelated job classifications.1.02. OpenandExc luded Classifications.(a) The classificationssetforth below are included in the bargaining unit, but their wage scalesshallbeopen,andthey shallbecovered onlyby Articles 11,14,15 ,25and'26of this Agreementand, where applicable, those provisions dealing with gratuities. There shall be no split shiftsforSpecialty Room Chefs. Theprovisionsof Article 21may be invokedas topersons'employedinsuch classifications solelyforthe purposeofprocessing g rievances limited to disputesordifferencesinvolving the meaning , interpretation, and/or application of the A rticles specified above.This shallnotpreclude the Union from filing grievances under other Articlesforclaimed violationsofitsrights.

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Head Host Person-,-. Pastry Chef (one per Employer) 'Specialty Room ChefSpecialty Room Head Person(b) Bargain ing Unit W ork. " ' ' ' ' ' _ ' ' ' . ' - . Non-bargaining unit employees shall perfonn no bargaining unit work except such occasional workas is reason ably connected with or incidental to the prop er and orderly c ondu ct of .hotel operation s..

A R T I C L E 2 : H I R I N G O F - E M P L O Y E E S - . '2 .01 . H i r i n g P r o c e d u r e .Whenever the Employer finds it necessary to hire new employees for those classifications coveredby this Agree me nt, it may recruit and procure, applica nts from any source. > M ; ., . ... , . .At its so e option, the. Em ploy er "may notify the':UniohAvho'.shall assist the Em ployer .in obtainingapplicants who meet the qualifications required :-by the ;Emp loyer. - .Wh en,applicable, the U nion'sselection of applicants for referral shall be on a nondiscriminatory basis, and shall not be based uponor in any way affected by m emb ership in the 'Unio n 'orJ-tfie (Union's. byl aw s, rules, regu lations ,constitutional provisions or any other aspects or obligations of Union membership, policies, orrequiremen ts, or up on ^a pp li ca n t 's race,.color, religion, sex, age or national origin.The Employershall .bethe sole ju dg e of an "applicant's suitability, comp eten ce a nd qualificatio ns toperform -the w ork of-any job to be filled. Th e Emp loye r may acce pt-or ..reject any applic ant foremployment, 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 andorderly process, advise such applicants that in order to obtain employment they must be dispatchedby the Un ion's dispatc h office in acco rdan ce with the regular proce dures, of that office. Th eEmployer agrees no employee will be hired or put to work without a referral slip from the Union'sDispatc h Office except in the case of an emerge ncy . The E mp loyer "may designa te to the Unio n'sdispatch office by name the.emplpyees that shall be dispatched for available positions.The Union's referral service shall send applicants named by the Employer directly back to theEm ployer. Such applicants named by the Em plo ye r shalL be. processed by the Union 's referralservic e,in the same mann er as 'all 'others processed by the Union's referral service .without anydiscrimination. Any applicant named by the Em ployer shall .be permitted by,the U nion's referralservice to register in the same manner as others. If 'me re are .any problem s with processing ofapplicants, the parties will review such problem s arid make such changes as may be n ecessary. TheEmployer shall provide the Union on a timely basis with copies of the names, Social Security numbers, 'departm ents, and job ti tles of all employe es hired by-the Em ployer.

Assistant HousekeeperBanquet CaptainBell CaptainHead Butcher

2H o r s e s h o e H o t e l & Cas ino
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2.02. No Individual Contracts. , . ; ;No employee covered by-this Agreement.shall.be compelled or aliowed'to enter into any individualcontract or agreement with the Employer.'concerning conditions of employment, which varies theterms or conditions of-employment contained^ in this A greement.ARTICLES: UNION SECURITY .

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(d) The Em plo yer shall furnish the Union with a quarterly list of all emp loyees in the barg ainin gunit, including each em ploye e's na me, social security1number, department, job t i tle, date of bir th,date of hire and sex. This report shall be in computer-readable format electronic form in any one ofthe following me dia: ' 'l ' . 1. 3V2" diske tte in Form atted Tex t (Spa ce De limite d) format2. CD RO M in Formatted Text (Space Delim ited) format3 . ' ' ZIP Disk'ih Formatted Te xt(S pa ce Delim ited) format t.4. Via '-'e-ma il'transm ission -.". ._ .' ." '"

A R T I C L E 5: S A L A R I E S A N D W A G E S5 .01 . W e e k l y P a y m e n t .Reg ular em ploy ees shall be paid weekly, prov ided .thai- if this Emp loyer's practice in the past hasbeen to pay sem i-mon thly or bi-weekly it may continu e to do' so. " Paych ecks (other than foremployees in "open ,' ''crf^sififeti6ns') 'mst:^ha.W>the nu m ber o f ho urs paid for in that pay peri od,broken d own b y straight-t ime and overtime hours. Rec ords on the' source ana dates of gratuit iesincluded on paych ecks shall be made available to the em ploye es on request .5 .02. G r a t u i t i e s . - - - - . .All gratuities left by custom ers are the prope rty of the e mp loye es exclusive ly, and no Em ploy er ordepartment he ads n of covered"by this Agreement-shall, take any part of such gratuities or credit thesame in any man ner toward the payme nt 'of an employee's, wag es. Cash gratuit ies left by guestschecking out of rooms shall be the property of Guest Room Attendants unless otherwise specif iedby/the guest in writ ing. Except as provided otherwise in,this A greeme nt, employees shall not be ;required to divide their gratuities with any.other;person(s) , and they shall hot be coerced or discrim- *mated against to cau se them-to do so. . .The Employer shall not post or 'display notices restr ictinggratuit ies; provided, howev er, that where the Em ployer ha s special events, sales promotions or otherfunctions where the price charged includes gratuit ies, the Employer may publish and distr ibuteli terature, broch ures 'and t ickets 'for . same which contain a notice or statement that gratuit ies are .included in such price, if such notice or statement specifies which classifications of employeesreceive.the gratuit ies. : - . . . 'Gratuities, regardless of the amount, signed by a registered hotel guest on that'guest's individualhotel checks, or by a registered hotel guest or other customer on his individual credit card, shall bepaid to the employee in cash either after the end of the shift or immediately prior to thecommencement of the employee's next shift, provided that, in the case.of gratuities sighed on a hotelcheck, the employe e m ust ' have followed the Employer 's established and published procedure forverifying tha t the person wh o signed for the gratuity is a registered hotel' guest and is no t'ex ce ed inghis establish ed credit limit. ' ' " ' -N o em ploy ee' shall solicit gratuities from-other em ploye es. '

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5.03. Terminated Employees. -. . .Employees w ho are discharged and/or resign shall*bepaid in accordance with applicable laws:608.020. Discharge of employee: Immediate payment. Whenever an employerdischarges an employee, the wages and compensation earned and unpaid at the time of suchdischarge shall becom e due and payable immediately.; .608.030. Payment of employee Svho resigns or quits.h is employmen t. When anemployee resigns or quits his employment, the wages and compensation earned and unpaid at thetime ofhisresignation or quitting m ust be paid no later than:

" ' ' " . ' : : , . . * - . . . * : . . ; n _ . _

1. The day on which he would have regularly been paid the wages or compensation; or,2.t . Seven days after he resigns or quits', whichever is earlier. '. . _ , ~.7"~ , " " - - ; ;

608.040. Penalty for failure to pay discharged or quitting emp loyee,.' - ' ' ' " ' yj'A . ' . . . ; ( - , , . . ' " " '

3. If an employer failsTopay :' '' f;

'. 'v / : ,. _ . . .';,:, , / 7 . ' '[(a) Within 3 days after the wages or com pensation ofadischarged employee becom es due; or, ,;(b), ' 'On the day the wage's or compensation is due.to.an-, emp loyee. who resigns:'or quits; the.wages or com pensation of the'em ploy ee~continues at.the.same rate from,the,day_the resigned,"quit orwas discharged until paid or fo ro0 da ys ,w hic he ve r is>less.-.- , t : . ..., . .__ "

2. Any e m ploy ee'" wh o-secrete s or'-'absents "himself to avoid, paym ent of his wages; orcompensation or refuses to accept them'w he^'ftilly'tendered.-to^him, is no t, entitled to re'ceive-thepayment thereof for the time he secretesor-absents'hirhself to,avoid paymen t. \5.04. Delinquencies. ' - ::If the Employer becomes delinquent in tlie payment ofwages oris operating in receivership by theBoard of Trad e or a creditors' com mittee, or "in-the case of liquidation or bankru ptcy ;'all salariesaccrued becom e due and m ust be paid at once. In such cases, the Union reserves the right at any-time to demand and receive daily payment of wages to all .employees, provided that'by mutualagreement of.the E mployer and the Union such wages due may b e deposited in an approved escrow,5.05. Deductions and Donations. -t. . ,' (a) No employee sh all' be required-to subscribe-to any form of. insurance or to makecontributions or suffer any'deductions-from wages without written authorization of such'employee,excep t as m ay be required by law . - - " . ' .: . ... , .(b) There shall be no automatic cash deductions from an emp loyee's wag es for any cashshortage until after consultation with-the employee and the. responsibility for tlie shoitage has beenestablished by the Employer; provided, however, that prior to any such deductions the employeemay have the Union review the case with the Employer. When any said deduction is permittedunder the preceding sentence, then, in no event shall the deduction be delayed beyond tlie latter offive (5) days or tlie next paycheck due after the employee is notified of the intent to deduct. Tlie

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Employer shall notify an employee in writing immediately after its determination that a cashshortage exists for which it intends to deduct the shortage from the employee in accordance with thepreceding sentence unless the matter is otherwise resolved. '5 .06. Superior W orkm en. ,c -The wage scales in this Agreement are minimum" scales and do not prohibit the Em ployer frompaying higher wage rates than those set forth in Exhibit 1. How ever, it is'specifically agreed thatemployees 'compensated at rates higher than those set forth in Exhibit 1 may be returned to theapplicable wage scale set forth in Exhibit 1at the sole discretion of the Employer. Any action bythe Employer to return an employee to his/her Exhibit 1' Wage Scale shall not be subject-to Article..21--Grievance and 'Arb itration. . . . , . , , . , ' * 5.07. Combination Jobs. . , ' . , .When an em ployee works for m ore than two (2) hours 'in two or m ore classifications in any day,he/she shall be paid for that day at-the.rate'of pay for'the highest classification, provided that thisshall not apply in cases of relief for meal an d'rest pe riods. In any interpretation of this collectivebargaining agreement, Article 16 shall.control.oyer Section 5.07.' An employee shall suffer noreduction in pay. as a result of being assigned'to "a lower rated classification under the p rovisions ofthis Section. , ;v ; ... -. ;, ;: . . * ... .. . _ " . " . ' ' " ' '- ;' -

' ' " " . " ; " " < ' ' , - . - 'Notwithstanding the provisions of this Section, employees classified as Change Persons and/or asCarousel Attendants may work as Booth Cashiers up to two (2) hours per shift and shall be paid atthe rate of pay for the higher classification,only Tor the hours actually w orked. How ever, if suchwork exceeds two (2) hours per shift, the em ployees" shall receive the higher-rate of pay for the"-entire shift as provided in.this;Section.. ?,-- ,- .5.08. Equal Pay. . ' , . , < _ > : , . . . 'The w age scales set forth in Exhibit 1 shall apply equally to male and female employees covered bythis Agreement.

AR TICLE 6 : DISCIPLIN E6,01. Cause for Discharge. > - -(a) N o regu lar, employee, after h aving completed h is/her probationary period, shall be-discharged, 'suspended-without pay or subject to other disciplinary action without just cause.Probationary employees, are em ployees at w ill who may be discharged or disciplined,. with orwithout-cause , at the'discre tion of the Employer. The discharge or discipline of any probationaryemployee shall not be .subject to the provisions of A rticle d1 - Grievance and Arbitration.. .

When a-regular em ploy ee, is discharged or. disciplined, any prior disciplinary action of thatemployee occurring within-the-.preceding one (1) calendar year before the-date of the discharge or' discipline may be considered in determining thejust cause of the discharge or discipline. .Warning'"notices, written customer complaints, reports of outside agencies or of the Employer's own securityforce concerning conduct of an-employee shall, become null and void one (1) calendar year after the -Mate of issuance.and may not thereafter be..usd as"a basis for any_subsequent discharge or dis-"'ciplinary action. " ;

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The Union agrees that al l employees cqyered'by this 'Agreement shall be subject to al l rules ofconduct issued by the Employer in accordance with Section 23.02 of this Agreement, .The part iesrecogn ize that man y different types of conduc t or infractions can constitute jus t cause for discharg eor for disciplinary action.. Th e parties, agree that em ploy ees m ay b e discharged w ithout prior discipline for the following reasons: " ' ' '1. . dis ho ne sty ; . / - - - l ' . . ' . _ F2. , ' , .drun ken nes s or drinking oh duty;' ' ."::.3. being unde r the influence of a con trolled subs tance oh duty; " .4. unlawful possession of a controlled substance or using ^con trolled substance durin gwo rking ho urs or on the Em ployer 's premises;** . 5. .. unlaw ful sale of a controlled sub stan ce; -:./li;.L-. . ' . , "; r . . . 6V refusing to submit, to test ing fo r 'd ru g or alcohol" usage in-acc orda nce with the . -, p ro v is io n s^ Section 6 .01(b)of th is Agreement ; .' i-.c;-. ., ., . . .

/ 7. willful mis cond uct; . *.".: ."\ ' "V ' ' - ' - . -..-. -8. . : participation in a slowdow n,, wo rk stdpp ag e'o rstr ike in'vi'olation of this Agreem ent;9. abus ive, serious improper behavior or discourtesy toward a-customer or .guest; .10 . serious improper behavior toward a supervisor or a fellow emp loyee;

X 11. :. unjustified refusal to follow an order of a sup erviso r or other repres entative of theE m pl oy er ;. _ V',./..'.'. '. "' '"'', '''.' : i:''-^"--^- ;*'.: _ .. -:,.,.. 1 2 . ,. failure.to report for wp rk.as sched uled witho ut cause1;''" '^.vi ;r .-... - . . - .

13. wa lking off the job;witho ut perm ission during"a-shift- '-: ' v.":*. \ ; ;'.,. _;14. in su bo rd ina tio n; " ' " ' ' "'-"' '- ' ; .-.. ... ,15 . at tempting to dissuade a customer or guest*from patronizing the Em ployer 's hotel or

casino o perations; or16 . mak ing disparaging remarks concerning the Em ployer or. i ts1 operations .to acusto me r or guest. " " " "' ' "

Tlie above provisions relat ing,to controlled substances will not apply to medicine lawfullyprescribed for the employee using the substance by a licensed physician and used in accordancewith the prescription.

When a. regular em ployee who has completed the probationary period is disciplined and/or- discharged, the reason therefore will .be given to the employee in writ ing. W hen an employee is* discharged, co pies of the writ ten discharge notice to tl ie em ploye e will-be sent ' to the-Un ion w ithinseventy-two (72 ) hours of the, discharge. Upon request by the-U nion , legible copies of alldocum ents relevant to discipline or discharge, including videota pes/sh all be provided to the Union.'- (b) . . W hen there is-reasonab le.cause to believe 'that*an 'emp loyee is.und er the influence of alcohol-. or a controlled subs tance , the, employee," after being notified of the contents; of this subsection , mu st consen t to an imm edia te .physical, exam ination at an inde pend ent m edical facility or suffer thepenalty of disch arge. . .The Employ er shall pay/for the cost of the 'examination, and the employe e

' shall .be paid for all time.re quired for the exam ination. A bloo d alcohol level of-.l provid es anabsolute pr esum ption th at an employ ee is under the'-influence of alcohol and. shall constitute jus tcause for discharge.

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A positive reading for the presence of any illegal controlled substance resulting from a gc/ms testshall cons titute jus t cause for disch arge. , ' , . r ' -(c) Em ploye es with less than three (3) years' emp loymen t w ith the Em ployer ma y be paid, atthe t ime of discharge, at the discretion of the Em ployer, tw o (2) month s' pay including the high er ofdeclared or assigned tips in lieu of processing a grievance and arbitrating the :discharge_. In the eventthe employee declines this offer when made by the Employer, the -Union-will not arbitrate thedisch arge un less it objectively determ ines that, in its jud gm en t, the discharge co nstituted a flagrantmiscarriage of ustice. - .- .- ' . , ' - L- . (d) ' ' In disciplinary cases which do not warrant disc ha rge w itho ut prior discipline und er the term sof this Ar ticle, the Emplo yer w_ill follow a system o f progres sive dis cipline subject to the prov isions -

b e l o w ; ''. . -. . .; . .. ;. -" .. .', .", .', r', ' ' ' "

1.' ; In any' discipline -case,...evidence, of/co mp arativ e 'treat me nt o f emplo yees shall not be ade fen se. to any disciplinary action, including'; ,discharge;; ' taken 'by" the Em ploye r and shall beinadmissible in any arbitration hearing for the purpo'se'of challenging :the propriety of any disciplineimpo sed, unless the Union can dem onstrate , |hat . a different, or no, discipline w as im posed upon anothe r em ploy ee in a substantially similar factual situation'.2. Irra ny discipline -tase,-.evidence of alleged cond onation of prior-infractions by the em ploye eshall hot'be-a defense to any disciplinary action', 'including discharge,;takerr.by the Employer andshall be ina dmis sible in an arbitration h earin g' for the "purpose of challe nging the propriety of anydisciplin e imposed,-, so r. long--as the_ Em ploy er had'," prior to' the imp osition of the discipline in "*question, specifically adv ised the employee, thatt l ie ' i r iyolved co nduct w ould no longer be tolerated ' \and that any repetition of the conduct could result in disciplinary action of the type and to the degreeof that which was imposed.

3 . In the ev en t. th e work performance of an emp loyee is deteriorating or has beco me'unsatisfactory to the Em ployer and the emp loyee has received a t least orie- ( l) writ ten n a m in g ,notice for substandard work performance, the Union, upon being advised by the Employer of thesituation, ag rees to imm ediate ly meet .with the. Em ployer a nd-t he employ ee concerning his/herperformance. If such work performance continues, or if the employee is guilty of any infraction ofany rule, the emplo yee shall be subject to disciplinary action, up to-and includ ing disc harg e. In theevent the'Employer does not discharge,- the employee involved, but assesses a ' lesser (disciplinarypenal ty , the-Employer -shall retain -the ability to discharge the'employee as a result of any suchcontinuing'performance or as;a result of any future infraction of the Em ploy er's ru les.(e) Nothin g contained in this Agre eme nt shall "prohibit the';Em ploye r from disciplining anemp loy ee'base'd on d oc um en te d verbal com plaint of ,a, customer or guest .6 .02 . W ar n i ng No t i ces .' A 'c o p y of any written warning no tice shall be issued to'trie- 'affected em ploy ee. ' 'Th e affected_'employee shall be required to sign all warning'notices' for the -purpose-of acknowledging receipt / ' 'Refusal of an em ploye e to sign a warning .notice.for" the purpo se of ack now ledg ing receipt shall be- -

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just cause for discipline, or discharge. The warning notice shall state prominently and adjacent tothe place for the employee's signature; "BY 'SIGNIN G, I ONLY A CKNO WLED GE R ECEIPT. IDO NOT THEREBY AGREE TO THE CONTENTS OF THIS WARNING." - Warning noticesissued to employeesmust;specify the event or actions for which the warning is issued.6.03. Time ol Discharge.No employee shallbe.discharged on.his/her day off or while on vacation:. . .

- - . , , '6.04. Mitigation of Da ma ges. ' '' ' Any employee covered by this Agreement who is discharged by the Employer-and who disputeshis/her-discharge w as for just cause shall.have an affirmative duty to mitigate any potential damageswhich might resu lt to the Employer in he event trie discharge involved is subject to .Article 21 -Grievance and Arbitration and an arbitrator overrules the discharge'. An arbitrator acting under theterms of this Agreement who sustains the grievance of a discharged employee shall have noauthority to award any back pay to , that. employee unless th at em ployee or the U nion hasaffirmatively proven by a preponderance oftheevidence that the em ployee; has fulfilled his/her dutyto mitigate damages at all times since his/her discharge'/ "* . ' - " - ' . . , - '. ARTICL E 7 ; REPO RTIN G PAY ' > . : i ,

7.01.' Reasons for Payment.When th e Em ployer or .his representative orders ah em ploye'e-to report for work, or fails to notify anemployee not to report for,work as,previously scheduled, 'for'any reason, and said employee is notallowed to work, the Employer shall payjhV employee'at the'employee's, regular, r^te of pay for his-scheduled shift, provided, however, that where aW.employee'is sent-home-after commen cing.workbecause the Employer cannot present scheduled'ehterta'iiijneht due'-to bona fide'illness or ;disabilityof the entertainer or entertainers to"perform, thVempldyee -shall be paid for the.hours actuallyworked or four (4) hours, whichever is greater. - ':7.02, Discharge d Em ployees. " ' ' ' 'Employees who are discharged mu st be notified not later than-the .'end of their shift, except in casesof discharge for dishonesty discovered by the Employer after the end of the shift. If this is not doneand the employee reports for work on his/her 'next regularly scheduled 'shift and is not allowed towork, the em ployee shall be paid for the scheduled shift..7.0-3. Early.Shift Relea se. .Employees shall not be.requested directly or indirectly by the Employer to leave work before theend ofascheduled shift on which the employees have commenced work; proyided that this Section. shall not be construed to prohibit an'employ ee, with the Employer's.app roval,-from voluntarily--leaving work early if he-sodesires,and being paid only for the time actually worked on the shift.

AR TIC LE 8 DISCRIMINATION AND LIE DETE CTOR TESTS //>8.01. Proh ibited Disc rimina tion. . -:: - : ' .-- There shallbe.nodiscrimination by the'Employer or the Union-against any employee because ofmembership or nonmembershipin,, or activity 'on behalf of the Union, provided, that an.employee'sUnion activities shall not interfere'w ith'"the 'performa nce of his work- for the Employer. In

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accordance with applicable laws, there shall be no discrimination against any employee with respectto compensation, terms, conditions, privileges of or'opportunities for employment because of race,color, religion, sex, age, national origin.orchoice of'sexual partner. .8.02. Lie Detector Tests Prohibited. * No employee shallbe,required or requested by the'Employefto takealie detector test.8.03. Con fessions or Statements. "No employee shall be required, requested or coerced by the Employer or by any employee of theEmployer to resign, or to sign-a confession or statement concerning his/her conduct unless'a Unionrepresentative is first-given-an opportunity to be pre sen t/ ' ' '

:8.04. Bondable Status. ; - .'[' ,""'' 'Inaccordance.with .thepresent practice as it exists with/this Emp loyer, em ployees who regularly., inthe course of. their employment,,'are required to 'ha nd le money* or negotiable instruments m ay berequired to maintain,bondable status as a condition of employm ent: The Em ployer may require newemployees who in the course of their 'employment regularly are' required to- handle money ornegotiable instruments to maintain bondable status as"a"condition of employment. There shall be noindividual bonds for Servers, Bartenders or Change Persons.

. . ARTICL E 9:. WORK SHIFTS, WORRXVEEK ANB OVERTIM E * i * * ' * ' ' . . . '

9.01. Shift and Weekly Overtime. - - - - . . - (a) *: Overtime shall be paid at the rate of time an d one-half the straight-time hourly rate for thefollowing: ' - > - < - . ' . '> (1*) , For employees-assigned .to a schedule of full or short shifts, all hours worked inexcess of eight (8) in any workday.' " . , ' [ ' ' ' '

(2) For employees assigned to a schedule" of four (4) ten (10) hour days, all hoursworked in excess often (10) hours.in any.workday. - j

(3) All hours worked in excess of forty (40) hours in any work week.(4) All hours worked on the sixth (6 lb) consecutive day worked.(b) Overtim e shall be paid at the rate oftwoand one-half times the straightrtirrie hourly rate forthe following: \ . - . - - ,,

(1) .-AH,hours worked on the seventh (7 th) consecutiveday.worked. - ' ' " ' ' < , " . ,

(c) Holidays not worked and "paid for at straight time under Section 12.02 of this Agreementshall count as a shift for the purpose of computing weekly overtime. '

-(d)- Overtime shall not be paid under'this Article for more than on e reason for the same hours ' - ' worked. -Th ere will be no pyramiding of overtime.. ' "' -'-'.

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(e) Ten (10) hour shifts may be scheduled for employees in all classifications, except for Cooksand Miscellaneous Kitchen Help and Housekeeping classifications, who may voluntarily agree to bescheduled for ten (10) hour shifts. All work performed by an employee w ith a ten (10) hour shift onthat employee's fifth (5 th) consecutive day of work w ill be paid at time and one-half(1-/2X ), on thatemployee's sixth' (6th.) consecutive day of w ork will be paid at two times: (2X ), -and on thatemployee's seventh (7th) consecutive day of work will'be paid at two' and one-"hal (2-/2X) theemployee's straight-time hourly rate of pay respectively.9.0 2. Days Off. L ,' - ..". *. ' ' ''" v ' ' ' - -.The Employer supports the principle of providing its employees'-withUvvo;(2) days'off,- or three (3)days off for employees on a ten (10) hour per day'schedule, during each'seven (^)'da yw ork period.The Employer will schedule them consecutively, except that when business conditions dictate, theEm ployer may split'them.. In those instances, tlie scheduling of split day s off will be/done accordingto.the p rovisions o f Section 20.04(b) ,qf tbis Agreem ent. "Em pldyees'absent for personal /reasons onone or m ore of their first four (4) or five ,() scheduled days o f wor'k'ih their wo rkweek may w ork atthe employer's request ooa scheduled.day off in tlje sai^e'wbrkweeK'at rstraight-time. Employees'"shall riot be required to work on their scheduled 'days "off. " ' ' ' - ' . ; 9.03. Gua ranteed W ork. " ' ": J ' - ' '".:--.";=;:(a) Reg ular and .relief .employees/w)}Qj are .scheduled^ and report for work at the beginning oftheir workweek shall be guaranteed pay for the 'fpUoWing'iiurrloer'o?-shifts for which they arescheduled in that workweek.

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3. Not less than four (4) shifts of at least six (6) hours for Specialty/Gourmet RoomFood Servers and..Bus Persons where the room is only open four (4) days per week andCocktail Servers assigned to such room's. N of les s than four (4) shifts of eight (8) hours forSpecialty/Gourmet Room Bartenders where the'room is only open four(4 ) days per week.(c) How ever notwithstanding the above provisions, the weekly guarantee shall not apply to thefollowing situations: ' . . . , - - . . . .

1. .The firstweek'of- employment including the'first week of active employment onreturn from absence-from, workor_layoff. \ - -- ' ' ., _. -,2. ... The week in which an. empl"oyee'begins;his/her vacation.or other absence from the -job if said vacation or absence does "hot begin -at the -end- of the em ployee's scheduled 'workweek. "'"' '

'" ' ' - : ' ' " ' ' ' - ' ' : : . : > ; : ? . '_ . . - , ; - . .3. The.week in which ah employee ends his/her vacation or other absence from the job " - . if the employee does not return,to work at'the beginning o f his/her scheduled workw eek.4. Shift changes brought ab ou t'b yJ senior "employees bidding in accordance withSection 20L 04.].,-.,; ;;._ ; >,/ , . . ,-.. ,- ,- , . . , . .5. The first and last week of employ ment for emp loyees hired to provide relief for:',jvacations or other absences from thejob. , t ':.\'.-i\i , ;6. Where the Employer, On ion"a h& "the'em ploye e : have *.mutually -agreed that the \-employee would be scheduled for and work less than the contractually provided forworkweek and/or shift.7. When the Em ployer's establishment' or any p art thereof is closed as a result of an Actof God, fire or failure of an entertainer to perform. ' ' . . . .8. When the Employer closes any part of its establishm ent for any reasons other than those stated in paragraph 7'and notice thereof is given to affected employees at least two (2)w eeks in.advance. , ' - : . - ' . "

(d) Em ployees called .to work on 'th eir sixth (6lU) or seventh (7th,) consecutive days in aworkw eek or .on any oft he holidays listed in Section 12:01 shall be guaranteed-a full o r short shift ,on such days, depending'.on-whether they, are'regiilarly assigned-to a full or short shift, at theapplicable rate of pay. , . . .- .* ". - . - . ; ' . - - . . .. . .9.04. Single Shift. ' , .No emplbyee shall be required to work more than one (1) shift in any one (1) twenty-four (24) hourperiod, except as pait ofaregular weekly schedule. This shallriotprohibit the performance of work' immediately before or after -regular.'shift fiours and'sh all nd t-prohibit the performance,of overtime ^' work, provided that any such overtime hours"snail be compensated at

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steady extra employees are not intended to be used in l ieu of scheduling regular employees wherebusiness justifies regular employees.10.05. E x t r a W o r k P r e m i u m . . .A steady ex tra or an extra employe e.who work s less than f ive (5)ishifts in.a workw eek shall be paidthree dollars ($3.00) per full shift, or one dollaf'and fifty cents ($-l 50) per'short shift in addition to. his regu lar shift w age for each shift wo rked, prov ided that he wo rks all shifts offered in that w orkw eek. , . - ; . , . . . . . .10 .06. S t eady Ex t r a Board ,.Th e Em ploy er shall have the .right to estabfish a Steady Ex tra Boa rd cons isting of steady ex traemployees who, in the first instance, must have been referred to the Employer in accordance withthe provisions of Article 2 of this Agreement but who, ' thereafter , may be called.to work by theEm ployer as needed. , _ / ._ . .- . _ . , - . . . .The number of steady extra employees who niay be'carr ied on the Employer 's Steady Extra Boardshall not exceed one (1) or ten percent (10%) of all tipped classifications, whichever is greater,- orone (1) or five percent (-5%) of all non-tipped, classifications, whichever is greater, except where ahigher number or percentage was specified tin the 1 980-84 Ag reem ent. If during the last quarter of'19-83 the.E mp loye r or the JJ as :Veg as Hilton had a 'greater numb er or'p erc enta ge of steady ex traem ploye es in any classification than .the' number 'or perce ntage provided herein, it may contin ue touse such higher number or percentage. The average num ber of regu larem ploy ees employed shallbe determ ined on the basis of em ploym ent during" the'p rior' quarter, exce pt that for the first quarterof the term of this Agreement said average numbers shall be based upon employment for the lastquarter 'of 1983. . . ... ,,.'*'." "/ , ' ? , ' . " ' ' ' -The Employer shall provide me-Union'with". a list ro'f extra and steady- extra em ploy ees and shallupdate the l ist quarterly. For purposes of computing the-percentages-of steady extra emplo yees tobe uti l ized, an em ployee w ho ha s worked, oth as a regular employe e and a steady extra em ploye e inthe sam e quarter shall not be counted. '* ' ' ' '10 .07 . Con d i t i ons App l i cab le t o S t eady Ex t r a Bo ard Per son ne l . ' .(a) Emp loyees carr ied,on the Steady Extra Board shall be covered by all the term s of thisAgreement, except that the following provisions shall not.beapplicable to such employees: Sections9.03, 12.02(a), 13.01(h) and Article 20, provided further that-Article 6 is-not applicable to post-probationary employees who have worked less than twenty (20) shif ts in the preceding six (6)consecutive month period. Article 21 shall not be applicable to claims asserted under the a bovespecif ied p rovisions of the Agreem ent. Vacation pay under Article -11' shall be prorated on the basisof t ime actually worked for the Em ployer by such emp loyees . In-addit ion to the provisions of Article 6, an employee on the Steady Extra Board may be terminated-without recourse to Article 21because the employee fails, refuses, or is unavailable to work more than twenty-five percent (25%)of the shifts made available to him/her in any sixty (60) day period: ;Except as provided in Section 20.03, and provided they are otherwise qualified to performsatisfactorily the work to be done, Steady Extra,B oard em ploy ees 'sha ll be' offered all steady extrawork-in the order of their seniority as amongst1themselves- before extra em ployee s are hired .

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(b) The Em ployer shall offer to steady extra employees in a classification, in accordance withtheir steady extra classification seniority, the first two out of every three permanent vacancies in thatclassification, after regular employeesin that classification have exhausted their rightsunder Section20.04(b) ofthis^Agreement. Every third such vacancy w ill be available for promotion as provided' in Section 20.04 (a) of this Agreement.. ..* '" .' .*"Steady Extra employees will have the same rights as other employees to bid for promotions usinghouse seniority from original date ofhire(20.04 [a]).

- Steady Extra Board employees who become regular or'relief employees shall: not-be required toserve a new probationary period provided mat the transfer" is within the same classification-. _ , .If a Steady Extra becomes a regular or relief employee, their classification seniority shall date.from1 most recent date of transfer, into theirpre:sent. classification on a full-time basis, and house seniority- shall date from original date of hire. ... , '']' ._,.'/'" '' >"' .. .-

(c) .Extras who work fifty (50) shifts in the .'same classification for one (-1) employer in anytwelve (12) month .period, shall at that time either become a-Steady Extra,-in; that classification, ifthere is-a Steady Extra.position available'lat,that.time, within the contractual-limitations on thenum ber of'S tead y, Extras or if not be. offered the ne xt' available Steady- Extra position, in- thatclassification, and. in the meantime may rcontihue" to work as an Extra. ;" ' - ; .' - .. An Extra who becomes a Steady Extra under this provision shall hot be required to serve a secondprobationary period. If an Extra refuses an available Steady Extra po sition, they shall- lose ..theirrights to that position, but may earn a new right by w orking an additional fifty (50) shifts. However,they may continue to work as an Extra., Th eserig hts do not app ly to-banquet extras. ,M

A R TI C LE 11 : V A C A TI O N S -11.01. Am oun t of Vaca tion. . ,tAfter one (1) year of continuous service, without a break in employment,'v^ith'the Employer, and on;'"each annual anniversary date thereafter of his continuous employment vymVthe Employer, an.em ployee shall 'become entitled to a paid vacation in accordance with the following.scheduie:

-Years of Qontinous .. '' ' Am ount.Service With the ',' : of ... ;Employer:_ . -, ' - - Paid Vacation.,1 year-. \ - - ' . : ' 1-week ':- . 2 years . , . " "' ' 2 w eeks ; . .,6 years' 3 weeks12 years 4 weeks

11.02. Br ea k in Em ploym ent. - ,- . . , . . .A change in ownership of the Employer shall'not break an employee's continuity of service for thepurpose of vacation eligibility. Except as provided otherwise in Section 20.05 , time absent from

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work while on authorized leave of absence or while on layoff shall not break an employee'scontinu ity of service. Neith er time absent from wo rk while on authorized leave of absen ce norwhile on layoff shall change an employe e's anniversary date. Tim e absent from wo rk wh ile onauthorized leave of absence or while on layoff ;shall be counted as months and years of continuousservice in computing the number of weeks of paid vacation due and for all purposes of vacationeligibility. Provided, however, that the amo unt of paid vacation due an employ ee in a particularanniv ersary yea r will be reduced on a pro. rata basis.tq'fefle~ct any tim e ab'sent'from wo rk wh ile onauthorized leave of absence or while on layoff in excess of a total of thirty (30) days during thetwelv e (12) m onths imm ediately, preced ing the .employee's anniversary d ate.11 .03 . T i m e o f T ak i n g V aca t i o n .Va catio ns are due on the .employee's an niversary date of emplo ym ent as set forth abo ve and shall be . granted at such time if the-employee makes a written request therefore at least thirty (30) days prior ]to his anniversary date. If an employe e does not so request his vacation, the Em ployer ma y assignthe vacation for a period within three,(3) months of the employee's anniversary date of employment;' and under such circumstances the employee shall be given at least thirty (30) days ' advance noticeby the Employer of the vaca tion per iod . ; .,'... ,... ' - . . ' "Employees with children who attend elementary or high school shall be granted their vacation, ifeligib le, during the school -vacation .period upo n thirty (30),da ys r ad va nc e .-.written app lica tion to th eEm ployer. 'As an exception to the forego ing provisions of this Section ; show room emp loyees shallhave the* option of '-taking- their, vacations whe if-the "showroo m, is closed for remod eling orrenovation;- Subject to.the above prov isions of this 'Sectibn, 'preference for vacation periods shall bebased on the seniority of;the'employees entit led to vacations, provided that the Employer shall have t- the 'right" to-'schedu le vaca tions, ofaem ploye es, requesting the sam e "vacation period so as not to 4interfere with the orderly;; efficient and produ ctive"o peration of the hote l-casin o. The Em ploy er may not deny an em ployee a requested, .vacation period under the preced ing sente nce'if the Unioncan furnish a qualified replacem ent em ployee for the requested va cation p eriod.

An employee entit led to two (2) or more weeks of vacation'may split his/her vacation into segmentsof one (1) we ek each. The full va cation to wh ich an em ploy ee is entitled shall be given inconsecutive days. An employee m ust take all.vacation time before the end of the anniversary yearfollowing the ann iversary yea r in whic h the vacation is earned.11.04. Va cat io n Pay . . . - " ; i ' '(a) Vac ations must be taken as paid time off, and no em ploy ee shall be allow ed'to work for theEm ployer du ring his/her .vacation. Vacation pay shall be compu ted on the basis.of the emp loyee'scurrent rate of pay, or at .the-rate of pay o f the classification in wh ich the em plo yee w orke d themajority of his/lier preceding anniversary., year, w hiche ver is grea ter; prov ided , ho wev er, that if anem ploy ee is regularly .scheduled to work -in two (2) or mo re classification s with'd ifferent rates of *pay, the employee 's-vacation pay shall , be comp uted on a prorated basis based o n-the respectiveperio ds of time that the employ ee- wo rked in the different classification s in his/lier prec edin ganniversary year. Vacation pay shall be pa id'b y separate check im med iately' prior to the com mencement of his vacation. .If any holidays specified in Section 12.01 occur during an employee'svacation, he shall receive an additional day's pay for each such holida y; Vacation pay shall be paid ;

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selects M artin Luther K ing. Day _as a,-floating- holiday, management approval will not beunreasonably withheld. ' ""12.02. Holiday Fay. ; ^ - .:(a) Regu lar and relief employees shall be paid one (1) day's pa y( ba se d on their regularlyscheduled num ber of shift .hours) at their, straight-tim e, hourly rate of pay for each h oliday as .setforth in Section 12.01 on which they perform no work.' ' -(b) " Except as provided, otherwise in paragraph '(c) ofthisSection, employees who work on anyofthe holidays.sei forth in Section 12.01 shall.bepaid double (2X) their straight-time hourly rate ofpay for such work.- ' .- . , : i ; '", [/" * ' '(c). ' Any w ork performed by an employee on .one of the holidays specified in Section 12.01which would be an overtime day for that employee pursuant to Section 9.01 of the Agreement shallbe paid at two and one -half times (2-14X) his/her straight-time rate of pay for such w ork.12.03. Fa ilu re to R ep or t : . ; ; , ' ; : " , ' . . ' , ' , 'If an eniployeeAvas>scheduled-by the Employer, at least'one '(I)'week in advance of a particularholiday, to work on that holiday and fails to report for such scheduled work, the employee shall notreceive any holiday pay. Ifthere is a pattern of absenteeism 'established-on the-wOrk shifts beforeand/or after a holiday, that ^employee may, be required, to provide docum entation justifying theabsence1. In'-the absence oftherequested documentation, the holiday pay may be refused:12.04. F lo atin g H oliday E ligibility, ; . , . , . , ' . . - (a)- Em ploy ee'is not,eligible,to-request .a,floating holiday until he/she h as-com pleted his/herprobationary period.' ' ...--i- ..-. " ,r"" ' '

'- - ' - f- - ; \ - . . ,

(b) Holiday may not be taken prior to day of observance (Veterans' Day or Ne w Year's Day),but must be taken prior/to the nex t day of .observance.(c) Em ployee must be actively on the payroll and must have received prior. managementapproval in writing. Such approval shall not be unreasonably withheld.(d) Regular or relief employees only. . . . -(e) Employeeswill.be.paid floating .holiday pay based on the number" of hours in; their regularshift at the time of the day of observance. . - - : . . . .(f) Must be taken as paid time off.(g) Cannot be canceled within thirty (30) days of approved selection except in emergency.(h)- ' If after the.day of observance the floating holiday has not been used or approv ed to be used'prior to the effective date of-the em ployeeV teimihation, 'the floating holiday'shall be paid at the , time of termination if the employee has .completed, His/her probationary period.

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RTICLE 3:LEAVEOFABSENCE13.01. Reasons forLeaves of Absence.(a) Leaves of absence without pay for a bona fide illness or industrial injury, com pensable underthe Nevada Industrial Insurance Act shall be granted for the period of time that a treating.physiciancertifies that the employee is unable to perform his/her regular jo b duties. . i.,. , .

' (b) Leav es of absence .without pay for bona fide medical disability or a serious health conditionnot com pensable under the Nevada, Industrial Insurance Act shall be granted for periods not toexceed six (6) months total during any twelve (12) month period except that an' employee on a leaveof absence under this subsection because of pregnancy or complications arising from pregnancymay.supplement the six. (6) months leaves provided here with a borrowing of part of the leave towhich the employee would become'entitled'under subsectionl3.0l(d) iafter birth of the employe e'sc h i l d . , . , \ " ' '" ' " . ' ' ' ' . - . :J . ' ; , . - . ;

(c) Leaves of absence without pay shall also be granted for reasonable periods for death orserious health condition in the employee's immediate family (spouse, child,'parent, grandparent,'broth er or sister). As soon as possible,'"the" employee shall provid e,-upon .request, all proof or' information available as to the need for such a leave; .- ' n .-'. ;...; ,, ..(d) Leaves of absence .without-pay shall be" granted-for the"'birth and caring of em ploy ee'schildren or for the placement ofachild with'emplby ee for adoption or foster care provided tha t.(l)the employee shall be entitled to a minimum of twelve (12) weeks during any twelve (12) month"-period;(2) eligibility for the leave ends one year after thedate;of .birth or p lacem ent. of the .child; or,if the employee has borrowed leave pursuant'to' Section 13.01(b) for pregnancy related disability,leave under this subsection shall be shortened by the same amount of time-borrowed; and (3)proof ofthe,child 's b irth is presented.(e) Leaves of absence without pay may be granted by the Em ployer for other reasons and for

-;- periods'mutually agreed upon between the Emp loyer and the employee.(f) Leaves of absence without pay or'bene fits shall be granted, to no more than-four (4)employees not from the same department, and for no more than six (6) months (unless a longer timeis agreed upon by the Employer, the Union and the employee), for the.purpose of accepting-employment with the Union, provided that the employee on leave shall not be assigned by theUnion to perform services on its behalf which involve (a) the Employer who.has granted the leave,(b) that Em ployer's employees, or (c) visiting that Emp loyer's premises. i(g) Leaves of absence shall be granted in writing and a copy forwarded'to the Un ion; provided,however, that no employee shall lose any rights as provided in this Section by reason of theEm ploy er's failure to grant a written leave of absence. - . ..

' (h) Up on return of an. employee from a leave of absence provided in this Section, the employeeshall be returned to his/her regular job 'classification, shift and, if applicable, station (or stationrotation) on the day the employee 'is to"return to work. Such employees on a leave;of indefiniteduration shall be returned to work within five days of the employee's notification to the Employer., -t ^ . . 19Horseshoe Hotel &Casino


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of his/lier availability to return or, if the leave is under Section 13.01(a), or (b), within five days ofreceipt by the Employer of the treating physician's certification that the employee can return.(i) The Em ployer shall continue to mak e contributions for twelve (12) weeks'to-the Health andWelfare Fund-under Article 25 for an employee who is on leave of absence because of a serioushealth condition, or to care for a spouse, child or parent who has a serious health condition, or forthe birth or caring of a child or the placement of a child with employee for adoption or foster care(or for two mon ths for-a bona fide medical disability not subject to the FM LA ). The twe lve (12)wee k period, will begin .on the date the leave' of absence' be gin s. The co ntributions requ ired un derthis provision shall be made at the minimum level necessary under the Health and Welfare Plan toma intain existing benefits under the Plan. Lea ves of abse nce sha ll not be granted for the purpo se oftaking outside employment,except as provided in Subsection (f). An y employee on leav e ofabsence.; who engages in. ne w: outside emp loyme nt or ex pand s the scope o f current outsideem ploy me nt or actively works at current .outside emplo ym ent in conflict with his/her serious h ealthcondition shall have his/her .employment w ith the Employe r-terminated immediately.13.02. Leav es Du e to In du s t r i a l I l lnes s or In ju ry . ' . :An em ploye e-granted -a- leave of ab sence as .a result of an industrial injury or illness shall be return edto wo rk on the same, shift, and,..if applicable,, station (or'sta tion rotatio n)'in the e m plo ye e's regu larj ob 'classification w itho utJo ^ofs eni ority yup ori 'w itteri 'c ertif ic ation by the-treating physician thatthe employee is able.to perform such work., ....-." ''' " ' '13.03. -Leaves of Absence For Medica l D isa t iU i ty 'Not Covered By the Fami ly and Medica lL eav e A c t ( F M L A ) . - ' . .- .: Z" ",'. ]"*''' ": : . " ' ~" " " " ^ " "An employee absent five (5) or more days 'due ,t(^medical disab ili ty, 'wheth er 'or not com pensa bleunder the terms of the Employer 's Insurance Company of Nevada shall , upon request, present arelease from his/her treating-physician stating thai he/she is physically able to perform the duties ofhis/her former position. However, if the absen ce'ex ceed ed' twenty (20) days, the Em ploye r m ayalso promptly require :the emp loyee to be exam ined "by a docto r selected by the Em ploye r, otherthan the one employed by or regularly retained by'th e Emp loyer. Such-exam ination,shall be pai dfor by the Em ploy er. If-there is a dispute or conflict betwe en the emp loyee 's treating physicia n andthe physician selected by the Employer as to the physical ability of the employee to return to workand perform the duties of his/her former position, the dispute or conflict shall be resolved byarbitration provided for under Section 21.02(d)." Employees absent due to il lness or injury shalladvise their Employer as to their expected date of return to work, and of any changes therein, butshall not be required to call or advise their Emplo yer da ily. If the em ployee neglects .to advise theEmployer when he/she calls in as ,to his/her expected date of return, the Em ploye r's rep resen tativewill inquire as to the employee's expected date of return.13.04. Rela t ionsh ip to Fam i ly and Medica l Lea ve Act .Wh ere other sections of this Article provide rights'greater than those provide d for under the Fam ily -and Medical Leave Act (FM LA), those other sections govern: Wh ere FML A provides rights greaterthan those provided in other sections of.this Article, FM LA gove rns. The rights provided in othersections of this Article shall not be added to "those prov ided by F M LA to produce grea ter rights than ;.air em ployee would hav e under either those other sections or FM LA standing alone;, there shall b eho dup lication, of rights. Wh ere-FMLA gov erns instead of other sections of this Article, all of the I

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requirements for a leave under FMLA must be met by the employee. Where other sections of thisArticle govern, only the requirements set forth in those other sections, and not those in FMLA, mustbe met by the employee.The following requirements shall apply to leaves'of absences which are available only under theFM LA : " / ;' . -. '.' ; "'. \ ' : : : " ' '

.(a) . Eligibility for Leave. Emp loyees are eligible for leave under the FMLA if they have worked'at least 1,250 hours during the twelve (12) mon ths prior to the requested leaves of absence..(b) - Conditions for Leave. . . ' , , . " ' ' ;/ '. "' '' :' '" " '" (1) An employee must provide the Em ployer with thirty (30)' days advance notice for: any leaves of absence th at'a re. foreseeable. "I f thirty (3G)-days notice' is no t'giv en , theEmployerhas.the right to delay.tlie requ ested'leave for thirty-(30) days from .the date no ticeis given, if leave is not foreseeable; employees must give'as-m uch notice as is-'practical,generally within one or two businessdays,of when the need for the leave becomes known.

(2) The employee must pro vid e'th e Em ployer with a medical certification .from,ahealth- ' care provider, (within the me anin g'o f the 'FML A)' for any -leaves 'ofabsence for a serioushealth condition of the em pl oy ee /o r to' care for the 'serious'health.-condition -of theem ploy ee's spo use, child or parent. The certification shafts state the xla te on w hich the'.' serious health .condition com menced; the probab le duration of the cond ition; appropriatemedical facts about the condition;'a statemeht-tllat the emplo^fcis 1 needed -to..c.are.fpr thespouse, ch ild'or parent, ifapplicable;and a statemen t that the employefe.js unable/to.performthe functions o f tiie position, if app licable.' ' "- - " * \r- >x (3) Extensions to FM LA leave may be granted but may no t exceed a total of twelve'.(;l 2) weeks per em ployee'per .twelve'(I2)' month period. Extensions must be requested prior to' the approved return-to-;work, date/and must include recertifieation-of the reason or need to

extend the leave and an adjusted return-to-work date. . .(4) An employee may .substitute paid leave for FMLA unpaid leave by using alreadyearned-paid vacation leave.' The period of MLA leave may not exceed twelve (12) weeks.

. (5)* _When both spouses are employed by the Em ployer, they m ay take only a combined total of twelve (12) weeks of FMLA leave during any twelve (12)'month period for leaves taken for the birth or placement of a child, or to care for a-parent-with a serious healthcondition. ' * ' . ; . " - ' .(6) Any employee-benefit accrued or earnedprior,totile.: date; of the 'FM LA leave, will

; :not be lost,as'aresult.of theleave'. '\ ' -- ' . , . ,r ' ' . - . (c). Leaves of Absence For Medical Disability Covered By The Family And Medical Leave Act:fFMLA). . / ' - : ' . .(]) . An employee absent five.(5) of more days for a leave of absence covered by theFMLA because of-his or her own serious1' health condition (or bona fide medical disability)

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whether or not compensable under the terms of the Nevada Industrial Insurance Act shall,upon request, present a release from his/her" treating physician stating that the employee isphysically able to'perform the duties of his/her . former, position. However, the Employermay also promptly require the employee to1be examined by a health care provider (withinthe meaning of the Family and Medical Leave Act) selected by theEmployer, other than the.one employed by or regularly retained by the Employer. Such examination shall be paid forby the Em ployer. If there is a dispute'-"or conflict betw een the emplo yee 's treating health'.care provider and the health care provider selected by the Employer as to the physical abilityof the employee, to.'return to work -and -pe rform 'the'duties of his/her former position, thedispute or conflict''shall be resolved by a third medical opinion by-a health care provideragreed upon by the em ployee's and Em ployer's 'health care providers.(2) Employees, absent due urillne ss''or 1injury shall advise their E mployer as to theirexpected date of return to work,' and' ofanychanges therein, but shall not be required to callor advise their Employer daily. If the employee, neglects to advise the Employer when. -he/she calls,in as. to,.his/her expected date of return, the Em ploy er's representative will. inquire asto.theemployee 's expected date of return." . , . _

(d) Return from Leave of Ab sence. U pon return-from .a leave of abse nce /the employee shall bereturned in accordance with Section 13.01(h)-except that the employee shall be returned to workwithin a reasonable time (in accordance with the law) and that the employee has no greater right tojob restoration or to any.otlter benefits and conditions of employment than if the employee has beencontinuously employed .throughout the leave period; '': > . - - . - .13.05. L igh t Duty'. " " -'"' ' : : : ic - ; : - - " i ' ' ; - " v . -r..(a) Du ring .the ,time that an em ploy ee's bona fide illness or.injury compensab le under theNevada ,Industrial Insurance' Act precludes :him/her.' .from performing, the duties of his/herclassification, the Eniplbyer reserves'the right-to'assign-rhinVher light duty ..work which is eithercovered by or outside the scope of this Agreement: If.the bargaining unit employee rejects theassignment to perform light duty work (or accepts such work- and then quits), whether within oroutside the bargaining unit, the employee shall be disqualified for benefits under the NevadaIndustrial Insurance Act. How ever, if the bargaining unit employee rejects the assignm ent toperform light duty work (or accepts such work arid then quits), the bargaining unit employee shallnot otherwise be subject to discipline and'shall continue to.be entitled to-leave for which theemployee is eligible under Section 13.01(a)'of this Agreem ent. .,(b) (1) ' If the light duty assignment is to work outside the scope of this Agreemen t, none ofthe terms of this Agreement shall apply to the employee including, but not limited to,Articles 6, 9 and2 1. However, when the Em ployer states, when issuing any discipline, thatit desires the discipline to be effective with respect to the bargaining unit position (when andiftheemployee recovers sufficiently to return to the bargaining- unitjob),the employee shall. have the right to.grieyethe'discipline 'under Articles 6 and21of the Agreem ent.. , (2) _ Notw ithstanding the provisions of Section 13.05(b)(1), the Em ployer agrees to make .'. . -hourly contributions to the "HERH U-Welfare Fund ton.beha lf of the employee performing ;light duty nonbargaining unitwork"aV-the-applicable hourly rate specified in Article 25 for .

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hours worked on such light.duty as long as health and welfare contributions have not beenmade for such hours under Section 11.01(i). The Employer also agrees to make hourlycontributions to -the Pension Fund,under A rticle 26 for hours worked by the em ployee onsuch light duty work' ' - . / . , . . ; , . . ,(c) Ifthelight duty assignment isto,work covered by this Agreement, the followiiig-shall apply:

(1) The employee shall be paidiw hile assigned to such light duty, the higher of 1) thetemporary total disability rate.:under;State -law. or 2) the hourly rate of the bargaining unitclassification in which the light/duty work is being performed.(2) The Em ployer shall assign the employee to work hours consistent with the needs of_the business and availability ofj light .du ty .work, and without'regard to'1 any guarantee of- hours or days of work urthis Agreement ..,;,- j . . ' . . - ' ' " ' :' "(3) Time spent workinglight:duty shall not count as shifts worked for' completion of the, probationary period. However, the em ployee 's shifts worked .'before and-after:assignmentto light duty;-shall be'com bmed:torcomplete.,the probationary period. Time spent workinglight duty shall riot be considered a-break in.service" when;calculating-Seniority or vacationentitlement. . ' ' i ':,:; f - /y . j .. . ..; . ' ' [ ' . " ' - - ' ' - - . .(4) All Company, House and Departmental rules, subject- {b'Se ction-2 3.02 of thisAgreement, and all applicable provisions of the collective" bargaining agreement, subject tothe m odifications or restrictions set forth h erein, shall apply to such employee.(5) Em ployees shall be prohibited from receiving double'benefits or recovery , pursuan tto the terms of this Agreement and .an.action or dec ision'by the Employ er's InsuranceCompany of Nevada; Nevada Department of Administration, or any other-local, state orfederal department, agency or court.-r . , . ' " . . . " ,

; 13.06. - ' . , . , . ./, - " . " / - ' - . * .Notwithstanding- any other provision of this Article, the Employer shall 'have ho obligation towreinstate' an employee granted a leave of absence, under the provisions of this Article if the em ployee" was laid offinaccordance with the.provjsions of Section 20.03(a) while on the leave of absence and. whose continuous service and seniority are broken in accordance with the provisions of Section20.05(e):'' . - , . , ; . . ' . . - .

A R TI C LE 14 : M EA LS , ; '__ i

14.01. 'Meals Furnished By,Employer;For the convenience of the-Employer,-.all employees covered.by this Agreement shall be required totake the meals hereinafter provided for on the prem ises of the Employer. Said meals shall bepalatable, w holesom e and 'Comparable inequality to those served to customers. A selection of mealitems shall be made available daily, ihcluding,at least two (2) meat entrees. The selection of mealsshall be posted in the employees'-cafeteria, ^Breakfast, includ ing eg gs, will be available to all shifts.Employees shall have a choice of coffee, tea or milk at each meal, and shall be entitled to a dessert

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(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 tobe worn onthejob:- "*." *,1. Black tuxedos and accessories for Captains and Specialty Room Head Person s.2. Black trousers, shirts, neckties, black shoes or black socks for all Serverclassifications, Bartenders and Bus.Perspns. :..'f-V. '..: -.. ':''*.'"3. Black or brown street shoes for.any employees, or iow-hee l white;shoes for Server' classifications, ;. . > _. . \ " ;'- ' .. ' iv. ..4. Clothing worn under jackets, vests, unifonhs'or orrierouter wear by any. employees.5. Ordinary:shoes, boots ,or hosiery for Cock lail Servers';:so'-long as a special-type is notrequired. ,, , . '. " ' ' '" . ' '" '" {'i} /- -'i:w .-. . - "

(c) The Employer shall, as a penalty, pay any employee' who ^s-nof furnished.uniforms or workclothes as provided above or for whom such uniforms are not laundered or cleaned, one dollar($1.00) per shift for each shift worked withoutthe_requiredHihif6rhifaaid/o'r launderingor.cleaning.15.02. Care of Uniforms and Cloth ing , ., , . ; ' ; ;" " -- - -(a) -The-Emp loye r shall no t require ;.ernploy,ees;^o-mal


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other articles while work ing. Such room shall be locke d, and the key kept by a designa tedEmployer 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 reim burse d for the fair value of the clothin g lost. " '

15,04. Th eft. - . . . . < , - .Wh ere em ploy ees, other, than banquet e mp loye es, lose clothing" through failure of the Emp loye r toprovide individual lockers with locks,-the.Employer shall reimburse the employee for the fair.value'of the lost clo thin g. > , . ,A R T I C L E .16: M I S C E L L A N E O U S

16.01. C l ea n - U p W o r k . ' -. ; .Cooks, Food Servers, Bartenders and Apprentice Bartenders shall not be required to sweep or mopfloors or do genera Porter work; provided; however, that any bargaining unit em ployee m ay be required to clean up any accidental spillage or breakage in the room area or bar to which they areassigned, and Apprentice Bartenders may be required to remove arid dispose of bar refuse from

behind the bar .. . - . . . . ' . . . , , .16.02. C a r r y i n g T ab l e s an d C h a i r s .Em ploy ees in din ing -roo m c lassifications shall ..not be required to carry table s and cha irs fromremote storage areas .to dining rooms/ sho wroo m'or from dining' room s/show room to remote storageareas', which work, shall-be the- regular,-duty of Porter s/ Notw ithstanding the abov e pro visions,employees in the Bus Person classifications may be required td'carry tables and chairs from adjacentareas including storage, areas, to and from the dining ro om /show room or mo ve tables and chairswith in the ro om . .._ , , ' " "161-03* D u t i e s o f G u es t R o o m A t t en d an t s , P o r t e r s an d H o u s e P e r s o n s .(a ) Guest Room .Attendants shall not be required to perform duties of Porters or House Persons.Guest Room; Attendants shall clean and service only guest room s. House Persons are em ployeeswho regularly perforin-cleaning (excluding Guest Room'Attendant 's work) in the:hotels,- includin ghalls, lobbies and rooms.. Porters-are employees,who regularly perform cleaning (excluding GuestRoom Attendant 's w ork) in the hotel and/or casino, in public an d non-public areas including: halls ,lobbies and room s. Guest Room Attendants shall not be required to mo ve furniture, includingrollaway be ds, into or out of room s. Guest Ro om A ttenda nts shall not be required to turn ma ttressesnor to use heavy duty -commercial power vac uum s to clean room's. 'Porters, House Pe rsons andKitchen Wo rkers, may . clean spots on walls, but can not clean the entire surface. Po ller s, Hous ePersons, Kitchen Workers and Guest Room Attendants are not to.clean ceilings or perform anywork which the y cannot perform while standing on the .floor, provided, howe ver, G uest Ro om Attendan ts may be required to use a one-step s too l'pr ov ide d by -the Em ploy er for the purpo se of -,,cleaning bathroom'mirrors. . House Persons work exclusively iir the'housekeeping department and bnot public area s. Rest Room Attenda nts assigned to more 'than one (1) rest room shall be paid at thePorter rate. - . - . *

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(b) When a Porter or.House Person performs duties other than those set forth as the duties ofPorters and House Persons in Sections-16;.02'/I'6.03(a) and 16.05, or those duties which Porters,House Persons and Guest Room Attendants may not perform under paragraph (a) of this Section,he/she shall Be paid at the rate for the classifi'catiori'bf Utility Porter/House Person.; Employees using mechanical scrubbers who strip and buff floors "or terrazzo surfaces shall'be paidas-Porters. (c) The presently existing workload per shift for Guest Room Attendants shall not be changedduring the term ofthisagreement. The workload is defined as the number-of rooms'or "credits''" and credits for special items such as check-outs and "suites".- The maximum number ofroomsor"credits", as established in this subsection, shall be reduced as follows: ..-. ;

(1) One room or credit reduction for each checkout room over 13 on any shift that aGuest Room Attendant's assignment contains 14 or more room checkouts.Checkouts . '" ,.' Reduction in Rooms or '-Credits" - , - . .

, : . . 1 4 . ' ' ': 'i:r'' ' : -'' * \ -..:::-;, .- . - , 3i __

' ' 1 5 ,: Vv *. . ' ' : 2 '' ' ' '

(2) Each ofthethirteen (13) suites at the property are to count as 1.5 credits towards-thedaily number ofroomsin the daily workload.(d) .Onlyaspecial team of bargaining unit empIo^ees''(excludmg-Guest.Room Attendants) whohave been trained fully in the cleanup and disposal ofhuman wastes' that may-.pre sent- biomedicalhazards shall clean any vomit, feces or'(in quantities-greater-thaiI drops) blood from'.any-room.(e) Guest Room Attendants shall have the-'option of wearing a uniform with or without long &pants within one year oftheeffective date of this Agreement.

-(f) In each room serviced/a Guest.Room Attendant shall be allowed toHeaye a card with their*.- namcon.it,for the purpose of .gratuity left by the guest for them. Management will approve and. provide the cards;placed in the room and will not'be responsible for the handling of any of thefunds related to these gratuities. ^Within 30 days after ratification of this Agreement by the' Union, .theUnion shall give and discuss with the'Employer a proposal on distribution of tipincome.- ' ' ' . . , - ;," 16.04. Apprentice Bartenders* f ' : > ' . . . . -Apprentice Bartenders are not to serve drinks or ring' sales on any registers-Only, a Bartendermayrelieve a Bartender_for a meal period; provided, however, that where one )Bartender is employedon a bar for a full shift of eight"(8)hours,"an Apprentice Bartendermay relieve-the Bartender forhis/her break periods. An Apprentice Bartender may not'relieve more than'one.(l) Bartender during

any one (1), shift under .the' foregoing' sentence.'"Notwithstanding ithc above..provisions," an. Apprentice Bartender may relieve two (2) Bartenders during any one (1) shift for breaks and mealperiods at those bars where there is only one'(1) Bartender working the-bar-forafull shift.

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16.05. Mopping of Floors.Except as provided in Section 16.01,mopping of floors shall be the dvity of Porters, House Persons,Kitchen W orkers and Rest Room Attendants andno others.16.06. Room Service. ' ...Room Service Servers and Bus Persons shall be responsible for delivery and removal of service toand from .hotel rooms; provided, however, that Guest Room Attendants, while cleaning rooms, maybe required to remove such service.from,the rooms' to the hall-immediately outside the rooms. Aservice charge often percent (10%) ofthe check shall-be paid to Room Service Servers for settingup cocktail parties/hospitalities in p rivate ' room s. ' 'For' purpo ses .of this Section, a cocktailparty/hospitality is a gathering of ten (10) or more persons in a private room or suite in whichalcoholic-beverages, mixes,.glasses*.ice or food are delivered-b^'the Room.Service Server., Aservice;charge of seventy-five cents ($.75) ;foreach delivery made by a Room Service Server.orBus Person1shall :be paid for_delivering, complimented items-'such as liquor.o r fruit and other similar-items,'bu t-exclud ing meals -and beverages''served' with - :meals,'sent to' a guest's room by theEm ployer, It is agreed tha

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CWU 226 CBA Horseshoe Hotel & Casino