Table of Contents STAR OF FORTUNE GAMING MANAGEMENT … · Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 Table of Contents STAR OF FORTUNE GAMING MANAGEMENT (BC)

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31

Table of Contents

STAR OF FORTUNE GAMING MANAGEMENT (BC) CORP. AND TEAMSTERS LOCAL 31 ARTICLE 1 INTRODUCTION........................................................................... 1 1.01 Purpose of this Agreement ........................................................... 1

1.02 Language References .................................................................. 1 ARTICLE 2 DURATION AND INTEGRITY OF AGREEMENT ......................... 1

2.01 Duration of Agreement ................................................................. 1 2.02 Exclusion of Labour Relations Code, Subsection (2) of Sec 50.... 2 2.03 Contracted Services .................................................................... 2 2.04 Work Assignments ....................................................................... 2 2.05 Impact of Legislation .................................................................... 2

ARTICLE 3 UNION RECOGNITION AND RELATED MATTERS .................... 3 3.01 Exclusive Bargaining Agent Recognition ...................................... 3 3.02 Copies of Agreement to Employees ............................................. 3 3.03 Hiring Hall .................................................................................... 3 ARTICLE 4 UNION SECURITY ...................................................................... 3 4.01 Membership ................................................................................. 3

4.02 Check-Off: Assignment of Wages ............................................... 3 4.03 Check-Off: Process and Procedures ............................................ 4 4.04 An Employee's Failure to Maintain Membership .......................... 4 4.05 New Employees ........................................................................... 4

ARTICLE 5 SHOP STEWARDS AND UNION OFFICERS .............................. 5

5.01 Shop Stewards ............................................................................. 5 5.02 Union Access ............................................................................... 5

5.03 Bulletin Board ............................................................................... 6 ARTICLE 6 MANAGEMENT RIGHTS ............................................................. 6

6.01 Management Rights ..................................................................... 6 6.02 Employee Personnel File ............................................................. 6

ARTICLE 7 HIRING PROCESS AND PROBATION PERIOD ......................... 7 7.01 Hiring Process .............................................................................. 7 7.02 Probationary Employee ................................................................ 7 ARTICLE 8 HOURS OF WORK SCHEDULING AND OVERTIME PROVISIONS 8.01 Normal Straight Time Hours of Work ............................................ 7 8.02 Full-time straight time hours ......................................................... 7 8.03 Part-time straight time hours ........................................................ 8

8.04 Maximum Overtime ...................................................................... 8 8.05 Allocation of Overtime ................................................................. 8

8.06 Maximum Overtime ..................................................................... 8 8.07 Overtime Notice ............................................................................ 8

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8.08 Call-Back Time and Pay ............................................................... 9 8.09 Daily Pay Conditions .................................................................... 9 8.10 Mandatory Meetings ................................................................... 9 8.11 Scheduling .................................................................................. 9 8.12 Posting of Schedule ................................................................... 9 8.13 Change in Start Time ................................................................. 9 8.14 Start Time ................................................................................... 9 8.15 Change to Shift Schedules ....................................................... 10 8.16 Assignment of Shifts ................................................................. 10 8.17 Split Shifts ................................................................................ 10 8.18 Extra Shifts ............................................................................... 11 8.19 Early Off ................................................................................... 11 8.20 Rest Periods ............................................................................. 11

ARTICLE 9 SENIORITY .............................................................................. 11

9.01 Seniority Entitlement Defined ................................................... 11 9.02 New Jobs and Vacancies ......................................................... 12 9.03 Loss of Seniority ....................................................................... 12 9.04 Seniority Lists ........................................................................... 12 9.05 Supplementary Seniority Information ....................................... 13 9.06 Length of Service Upon Transfer Out Of The Bargaining Unit .. 13 9.07 Recall From Lay-Off ................................................................... 13 9.08 Trial Period ................................................................................. 14

ARTICLE 10 WAGES .................................................................................... 14

10.01 Wage Rates .............................................................................. 14 10.02 Calculation of Wage Earnings .................................................... 14 10.03 Payment of Wages Upon Discharge, Lay-Off or Resignation ... 14 10.04 Distribution of Pay Cheques ....................................................... 14 10.05 New Job Classifications ........................................................... 15 10.06 Pay for Change in Classification .............................................. 15 10.07 Payroll Administration ............................................................... 15

ARTICLE 11 STATUTORY HOLIDAYS ......................................................... 15

11.01 Recognized Statutory Holidays ................................................ 15 11.02 Pay for holidays when not worked shall be as follows: ............ 15 11.03 Payment for Statutory Holidays ................................................ 16 11.04 Eligibility For Statutory Holiday Pay .......................................... 16 11.05 Statutory Holidays During Vacation .......................................... 16

ARTICLE 12 ANNUAL VACATIONS ............................................................. 16

12.01 Annual Vacation Pay: ............................................................... 16 12.02 Annual Vacation and Vacation Pay Entitlements: .................... 17 12.03 Vacation Scheduling Preference By Seniority .......................... 17 12.04 Vacation Schedule Limitations ................................................. 18 12.05 Vacation Period ........................................................................ 18 12.06 Staffing During Vacation Absences .......................................... 18

ARTICLE 13 LEAVES OF ABSENCE ........................................................... 18 2


13.01 Bereavement Leave ................................................................. 18 13.02 Funeral Leave ............................................................................ 19 13.03 Leave For Jury Duty Or As Witness ............................................ 19 13.04 Personal Leave(s) Of Absence ................................................ 19 13.05 Leave Without Pay ................................................................... 19 13.06 Loss of Drivers License ............................................................ 20

13.07 Maternity and Parental Leave...................................................... 20 13.08 Family Responsibility Leave........................................................ 20 ARTICLE 14 - HEALTH AND SAFETY ............................................................ 20

14.01 General Obligations .................................................................. 20 14.02 Obligations and Intentions ........................................................ 20 14.03 Standards ................................................................................. 20 14.04 First-Aid And Accident Records ............................................... 21 14.05 Transportation For Medical Care .............................................. 21 14.06 Pay For Day Of Work Related Injury ........................................ 21

ARTICLE 15 HEALTH AND WELFARE BENEFITS ...................................... 21

15.01 Eligible Employees ................................................................... 21 15.02 Provincial Medical Plan ............................................................ 21 15.03 Group Insurance Benefits ......................................................... 21 15.04 Short Term and Long Term Disability ....................................... 22

ARTICLE 16 GENERAL PROVISIONS ......................................................... 22

16.01 No Individual Contracts Or Agreement ..................................... 22 16.02 Limitation On Employee Entitlements ....................................... 22 16.03 Successorship Protection ......................................................... 22 16.04 Special Uniforms Or Coveralls ................................................. 22 16.05 Sanitary Facilities ..................................................................... 23 16.06 Teamsters Union Label ............................................................ 23 16.07 First-Aid Provisions .................................................................. 23 16.08 Employees Returning To Work After Illness Or Injury ................. 23 16.09 Recognition Of Legal Picket Lines and Protection of Rights ..... 23 16.10 Harassment and Discrimination ................................................. 23

ARTICLE 17 TECHNOLOGICAL CHANGE .................................................... 24

17.01 Technological Change Defined ................................................ 24 17.02 Recognition of Benefits of Technological Change .................... 24 17.03 Prior Notification ....................................................................... 24 17.04 Affected Employees ................................................................. 24 17.05 Re-Training and Upgrading ...................................................... 24

ARTICLE 18 DEFINITIONS ........................................................................... 25

18.01 Time Span Reference .............................................................. 25 18.02 Specific Definitions ................................................................... 25

ARTICLE 19 GRIEVANCE AND ARBITRATION PROCEDURES ................. 25

19.01 Definition of Grievance ............................................................. 25 19.02 Grievance Procedure ............................................................... 25 19.03 Minister of Labour ..................................................................... 26

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19.04 Arbitrator's Decision ................................................................... 26 19.05 Costs ........................................................................................... 26

ARTICLE 20 MEDICAL .................................................................................... 26 20.01 Medical ..................................................................................... 26 ARTICLE 21 COMPENSATION SICKNESS COVERAGE ............................ 27 ARTICLE 22 LICENSE TESTS OR TRAINING ............................................. 27

22.01 Training .................................................................................... 27 22.02 Renewal ................................................................................... 27 22.03 Dealer Training ......................................................................... 27

ARTICLE 23 SEVERANCE PROVISIONS .................................................... 28

23.01 Compensation Eligibility ........................................................... 28 23.02 No Compensation Required with Written Notices .................... 28 23.03 No Notice or Compensation Required ...................................... 28

ARTICLE 24 PARKING ................................................................................. 28 ARTICLE 25 MAINTENANCE OF STANDARDS .......................................... 28 APPENDIX A WAGES ....................................................................................... 30 APPENDIX B PENSION PLAN.......................................................................... 32 APPENIDX C DUALS ........................................................................................ 33 MEMORANDUM OF UNDERSTANDING – FOOD & BEVERAGE SERV.......... 34 MEMORANDUM OF AGREEMENT – SENIORITY ............................................ 35 ARTICLE 1 INTRODUCTION 1.01 Purpose of this Agreement (a) The purpose of this Agreement is to set forth and establish the terms and conditions of employment

for those employees who come within the scope of this Agreement so that stable and harmonious relationships may be established and maintained between the Employer, the Union and the employees to the mutual benefit of the Parties to this Agreement.

(b) Further, the purpose of this Agreement is to facilitate the peaceful adjustment of all disputes and

grievances in relation to the provisions of this Agreement in accordance with the grievance and arbitration procedures contained herein, to prevent strikes lockouts, slowdowns, withdrawal of services, and to enhance the living standards of the employees.

(c) It is recognized the company’s business is hospitality and tourism. The Company strives to deliver

the utmost in customer satisfaction through service. It is the responsibility of the Employees and the Employer to fulfill this objective.

(d) It is recognized that the Company is a “Service Provider” for the British Columbia Lotteries

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Corporation (BCLC) and is bound by all policies implemented by BCLC relating to the management and operation of Casinos.

1.02 Language References (a) The masculine gender is used throughout this Agreement for convenience only, and is by no means

intended to exclude female employees from the provisions herein, nor is it intended as a basis for arbitrary distinctions between employees based on sex. Wherever the masculine is used the same shall be construed as also meaning or including the feminine.

(b) Wherever the singular is used in this Agreement, the same shall be construed as meaning the

plural, unless otherwise specifically stated. ARTICLE 2 DURATION AND INTEGRITY OF AGREEMENT 2.01 Duration of Agreement (a) This Agreement shall be for the period from and including November 1, 2003 to and including

December 31, 2007. Thereafter, the Agreement shall continue in full force and effect from year to year subject to the right of either Party to serve notice to commence bargaining as provided for in the Labour Relations Code of British Columbia.

(b) During the period when negotiations are being conducted between the Parties for renewal of this

Agreement, the present Agreement shall continue in full force and effect until: (i) the Union commences a legal strike; or (ii) the Employer commences a legal lockout; or (iii) the Parties enter into a new or further Agreement. (c) During the continuation period provided in (b) above, neither Party shall attempt to take any action

or make any changes in the terms and conditions of employment which would be inconsistent with the express terms of this Agreement.

(d) Notice to commence collective bargaining must be in written form and must be delivered either by

registered mail or personally delivered. In the event that such notice is personally delivered, a delivery receipt must be obtained.

(e) The provisions of this Article are not intended to alter or affect the deemed notice provisions of

Section 46 (4) of the Labour Relations Code of British Columbia. 2.02 Exclusion of Labour Relations Code, Subsection (2) of Section 50 It is mutually agreed that the operation of Subsection (2) of Section 50 of the Labour Relations Code is specifically excluded from operation in this agreement. 2.03 Contracted Services With the exception of Food and Beverage services, no work performed by employees within the bargaining unit covered by this Agreement shall be sub-contracted or contracted out by the Employer to any shop, agency or person outside the bargaining unit. 5

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 2.04 Work Assignments (a) The Company agrees to respect the jurisdictional issues of the Union. Additionally, the Company

shall not direct or require its employees or persons other than the employees in the bargaining unit, to perform work of the employees in the bargaining unit. This is not to interfere with bona fide contracts with bona fide unions.

(b) In the event that members of a union other than the Union which is signatory to this Agreement,

attempting to encroach on the working practices and arrangements governed by this Agreement or within the Union’s jurisdiction rules, the Union reserves the right to inform the employees affected of their obligation to carry out the terms and conditions of this Agreement.

2.05 Impact of Legislation (a) The Parties recognize and agree that they cannot be obligated or bound by any term, condition or

provision which would be contrary to any existing federal or provincial legislation or regulations passed pursuant thereto. In the event that any term, condition or provision or part thereof which is incorporated into this Agreement whether by inadvertence, error or misunderstanding is, in fact, or in law contrary to such federal or provincial legislation or regulation then such term, condition or provision or part thereof is void and of no effect.

(b) In the event that existing federal or provincial legislation makes invalid any provision of this

Agreement, the remaining provisions shall remain in effect for the term of the Agreement. The Employer and the Union shall confer to settle upon a mutually agreeable provision to be substituted for the provision(s) so altered or invalidated. In the event that the Parties are unable to agree on a replacement provision, either Party may refer the matter to the arbitration provisions of this Agreement for a final and binding resolution.

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Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 ARTICLE 3 UNION RECOGNITION AND RELATED MATTERS 3.01 Exclusive Bargaining Agent Recognition (a) The Employer recognizes the Union as the sole and exclusive bargaining agent for the employees

in the bargaining unit described in the certification issued by the Labour Relations Board of British Columbia.

(b) For purposes of this Agreement, the terms "employee" or "employees" shall be understood to mean

those persons employed by the Employer for whom the Union is the recognized bargaining agent in (a) above or by this Agreement.

3.02 Copies of Agreement to Employees All members of the bargaining unit shall receive a copy of this Agreement which is binding upon the bargaining authority and every employee in the unit for which the Union has been certified or where no certification exists as recognized by this Agreement. The Union and the Company shall share the cost of printing these agreements on a 50-50 basis. The agreements will be printed at a mutually agreed upon Union shop. 3.03 Hiring Hall When additional employees are required within an area which is serviced by a permanently established and operating Union Hiring Hall, the Company shall give the Union first opportunity to supply suitable members for employment. In the event the Union is unable to supply suitable persons, the Company may hire a person who is not a member of the Union ARTICLE 4 UNION SECURITY 4.01 Membership (a) All employees shall become and remain members in good standing of the Union as a condition of

employment. (b) All new employees shall be required to become members of the Union within seven (7) days after

the date of initial employment. (c) With the exception of Food and Beverage Services, which are subject to a Memorandum Of

Understanding contained at the end of the collective agreement, the Company agrees not to contract out any work normally performed by employees covered by this Agreement.

(d) The Employer recognizes that it is improper for management or excluded employees to do work

which is presently performed by employees within the bargaining unit covered by this Agreement. However, the parties recognize that for the practical and efficient operation of the casino, there are occasions when management or exempted employees must help. Such occasions shall be temporary in nature and shall not result in the displacement or exclusion of employees covered by this Agreement.

4.02 Check-Off: Assignment of Wages (a) All employees as a condition of employment shall sign an authorization of check-off before

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Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 (b) The Union agrees to supply the Employer with the necessary assignment of wage forms. Such

forms must specifically authorize the deduction of initiation fees, union dues, fines, assessments and arrears as required by Article 4.03.

4.03 Check-Off: Process and Procedures (a) The Employer agrees to deduct initiation fees, union dues, fines, assessments and arrears upon

receipt of the appropriate assignment of wages form signed by each employee. (b) Upon commencement of employment each new employee will be required to sign the appropriate

assignment of wages form. In the event that the Employer's files do not contain the necessary assignment of wages for any existing employee such employees shall, upon demand, sign and present the appropriate assignment of wages form.

(c) All monies deducted from employees' earnings pursuant to this Article are to be forwarded to the

office of the Union, together with a list of employees to whom the monies are to be credited and the names, addresses and Social Insurance numbers of new employees hired on or before the 15th day of the month following the month for which the monies were deducted.

(d) It is the responsibility of the Union to advise the Employer, in writing, as to the amount of money to

be deducted for initiation fees, union dues, fines, assessments and arrears and of any changes in the amounts to be deducted. In the event that any amount to be deducted is changed from the amounts specified in the assignment of wages form signed by the employees, the Employer can require the employees to sign new forms reflecting the new amounts to be deducted prior to making such deductions and the Union will co-operate in arranging for the signing of these forms.

(e) Fines and Assessments – Upon the delivery by the union of written notification of any assessorial

charge, fine, levy or other duty-authorized charge that may be levied by the union upon a member employee, the Company shall deduct the sums indicated from the employee’s next pay cheque or as requested by the union, and remit same to union forthwith. In the event that such sums are not so deducted and remitted, the union may revoke the employee’s membership, in which case the Company shall not permit the employee to perform any work whatsoever until notified by the union that the employee may do so.

4.04 An Employee's Failure to Maintain Membership in Good Standing Upon notice in writing from the Union to the Employer that an employee has ceased or failed to maintain membership in good standing; and (i) is not a member or has ceased to be a member of the Union; (ii) has not signed a written assignment of wages to pay initiation fees; (iii) has revoked his written assignment of wages to pay initiation fees, union dues, union

assessments, or fines. The Employer shall immediately discontinue the employment of such employee, provided the Union has given said employee a minimum of two (2) weeks to regain their good standing. 4.05 New Employees Each newly hired employee will be introduced to a Shop Steward during the first day of employment. The Shop Steward will provide the employee with a copy of the Collective Agreement. 8

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 ARTICLE 5 SHOP STEWARDS AND UNION OFFICERS 5.01 Shop Stewards (a) The Union is entitled to elect or appoint shop stewards from within the ranks of the employees at the

Employer's operations. The duties of the Shop Steward shall be to assist in the reporting and resolution of all grievances.

(b) The Employer agrees to recognize a shop steward provided that the Union has first advised the

Employer, in writing, of the name of the employee so appointed. The Union agrees to advise the Employer, in writing, of any changes made by election or appointment within 72 hours excluding weekends and holidays.

(c) The shop steward's first obligation is the fulfilment of his responsibilities as an employee. During his

working hours, the Shop Steward may engage in Union activities, other than the necessary involvement in the reporting and resolution of grievances, provided that they have received the department Manager’s (or designate’s) approval which will not unreasonably be withheld.

(d) Reasonable and necessary time which is spent by stewards during their regular working hours in

reporting and resolving grievances or in attending meetings specifically provided for herein shall be considered to be time worked provided that they have received the department Manager’s (or designate’s) approval which will not unreasonably be withheld.

(e) The shop steward shall not be discriminated against or disciplined for the proper performance of his

duties on behalf of the Union. (f) In the event that the Employer discharges a shop steward, the Employer will notify the Union prior to

the discharge, except in situations beyond Management control. Upon request by the Union, the reasons for discharge will be provided in writing.

(g) The shop steward(s) shall have no authority to alter, amend, violate or otherwise change any part of

this Agreement. 5.02 Union Access for Purposes of Administration of the Collective Agreement (a) The Employer shall allow the properly authorized representatives of the Union access to the

Employer's premises for purposes of the administration of the Collective Agreement. The Employer is entitled to require an individual to substantiate that he is an authorized representative of the Union.

b) Unless 24 hours advance notice is given, no more than two (2) Union representatives at one time

shall be given access to the Company property and aboard the Company vessel either by checking with the Company office or by possession of a Boarding Pass issued by the Company. It is agreed that these visits will not interfere with the sailing of the vessel, maintenance of the vessel, or operation of the employer.

c) At times when the Company offices are not open, notification shall be given to the Shift Manager on shift.

d) If the Union representative wishes to speak to an employee outside of rest or lunch breaks, he/she must contact the Shift Manager so that a suitable time can be arranged. Such permission will not unreasonably be withheld.

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Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 5.03 Bulletin Board The Company will provide a glass enclosed, locked bulletin board in the Company lunchroom or designated area for the posting of this Agreement and for such notices as the Union may from time to time wish to post. The said Union notices shall be posted and signed by an elected or appointed officer or other authorized representative of the Union. ARTICLE 6 MANAGEMENT RIGHTS 6.01 Management Rights (a) The entire management of the Employer's operation including deployment, direction and discipline

of the employees is vested exclusively in the Employer, subject to the right of the employee(s) concerned to file a grievance in accordance with the grievance procedure.

(b) In the exercise of management rights, the Employer will observe the provisions of this Agreement. (c) Without limiting the generality of the foregoing, the Employer's rights include the following: (i) to maintain order, discipline and efficiency; (ii) to discharge, classify, suspend for proper cause; (iii) to increase and decrease working forces;

(iv) to make or alter from time to time rules and regulations to be complied with by its employees. A copy of all written rules and regulations will be sent to the Union by registered mail.

(v) To provide a fair and equitable scheduling system.

(d) An employee will receive a copy of any written reprimand or warning letter placed on his file with a

copy to the Union. Such written reprimand or warning shall become a permanent part of the employee’s personal work history, however, any incident causing such written reprimand or warning letter that is over six (6) months previous shall not be used to compound other disciplinary action or in an arbitration case against the employee, provided that a further incident of the same nature has not occurred since.

6.02 Employee Personnel File Employees shall have access to the Company personnel file in their name, such review to take place on the Employee’s own time. Access shall be by written request with 48 hours notice (excluding week-ends and holidays) and limited to 2 times in any calendar year, except with special permission from the Casino Manager. The file is to be reviewed at the Company office, under the supervision of the personnel department, documents cannot be removed from the file or copied; notes may be taken. The file remains at all times the property of the Company.

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Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 ARTICLE 7 HIRING PROCESS AND PROBATION PERIOD 7.01 Hiring Process (a) When hiring to fill a vacancy or a newly created position, the Employer is entitled to choose a

candidate which the Employer considers to be the best qualified and most suitable. (b) The Employer shall furnish to the appropriate Union area office designated, in writing by the Union,

a list of new employees taken into employment by the Employer showing the location of their employment within seven (7) days of their being hired.

7.02 Probationary Employee (a) All newly hired full time employees shall be considered as probationary employees for the first sixty

(60) shifts. All newly hired part time or casual employees shall be considered as probationary employees for the first one hundred-eighty (180) calendar days. There shall be no responsibility on the part of the Company in respect of the employment of probationary employees should they be laid off for lack of work or discharged for cause during the probationary period. However, the Company shall inform the probationary employee as to whether he has been discharged or laid-off and the reasons therefor.

(b) Upon the conclusion of any probationary period, the probationary employee’s name shall forthwith

be placed on the regular employees’ seniority list, effective from the first day of employment of the probationary period, and the employee shall be entitled to all rights and privileges as provided in this Agreement.

ARTICLE 8 HOURS OF WORK SCHEDULING AND OVERTIME PROVISIONS 8.01 Normal Straight Time Hours of Work The normal straight time hours of work are eight (8) hours per day, five (5) days per week, or ten (10) hours per day, four (4) days per week. This shall not be considered as a guarantee of hours of work per day or per week. There shall be no combination of eight (8) and ten (10) hour shifts by the same employee within the same week. 8.02 Full-time straight time hours Full Time straight time hours shall be scheduled as follows: (a) (i) not more than eight (8) hours in any one working day;

(ii) not more than five (5) consecutive working days in any seven (7) consecutive day period beginning on Sunday.

(iii) not more than forty (40) hours in five (5) consecutive working days in any seven (7)

consecutive day period beginning on Sunday.

OR (b) (i) not more than ten (10) hours in any one working day;

(ii) not more than four (4) working days in any seven (7) consecutive day period beginning on Sunday.

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(iii) not more than forty (40) hours in four (4) working days in any seven (7) consecutive day period beginning on Sunday.

8.03 Part-time straight time hours Part-time Straight time Hours shall be scheduled as follows: (a) (i) a minimum of four (4) hours per shift.

(ii) a maximum of ten (10) hours per shift. (iii) not less than sixteen (16) hours per week for food and beverage and hostess department,

not less than twenty (20) hours per week for all other departments, and

(iv) not more than thirty (30) hours per week.

(v) a minimum of 2 scheduled days off per week. 8.04 Maximum Overtime The Employer shall pay overtime as follows: (a) Hourly rated employees who work a five (5) day eight (8) hour schedule. The Employer shall pay

overtime at the rate of one and one half times (1 ½) the regular rate of pay over eight (8) hours per day or forty (40) hours per week and for all hours worked on a statutory holiday. The Employer shall pay overtime at the rate of two (2) times the regular rate of pay for time over ten (10) hours per day or forty-eight (48) hours per week.

(b) Hourly rated employees who work a four (4) day ten (10) hours schedule. The Employer shall pay

overtime at the rate of one and one-half (1 ½) times the regular rate of pay for all hours worked on a statutory holiday. The Employer shall pay overtime at the rate of one and one half (1 ½) times the regular rate of pay for time over ten (10) hours per day and two (2) times the regular rate of pay for time over eleven (11) hours per day or forty-eight (48) hours per week.

(c) A part-time employee will be paid overtime once they have completed more than two (2) hours

beyond a scheduled shift or after eight (8) hours in accordance with 8.04(a) or ten (10) hours in accordance with 8.04(b), whichever comes first.

8.05 Allocation of Overtime Overtime shall be allocated by seniority to capable senior employees in their classification in a voluntary manner provided, however, that upon reaching the bottom of the seniority list the most junior employee shall be required to work overtime. Break times may be varied to accommodate this clause. 8.06 Maximum Overtime No employee shall be required to work more than eight (8) hours of overtime in the work week, however an employee may voluntarily accept more. 8.07 Overtime Notice Where scheduled overtime is necessary, the Employer will give effected employees a minimum of forty-eight 12

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 (48) hours advance notice of the overtime requirements. When unscheduled overtime is necessary as much advance notice as possible of the overtime requirements is required. 8.08 Call-Back Time and Pay An employee called back to work after the completion of his shift shall be paid for a minimum of four (4) hours at overtime. Call-back time will be payable only when an employee has completed his shift and has left the Employer's premises and is then called by the Employer to return to work. 8.09 Daily Pay Conditions An employee who reports for work under the direction of the Employer but is not provided with work will receive a minimum of four (4) hours of pay or four (4) hours of work unless the employee is unfit or unwilling to perform his duties, or he is unwilling to comply with the applicable legislation or the Employer's rules and regulations. 8.10 Mandatory Meetings Should the Company require the employee to attend any mandatory meeting (this will include meetings for the purpose of training or education) the Company shall pay for all such time in attendance at the employee’s hourly rate. 8.11 Scheduling All work shall be scheduled by the Company provided the following rules have been met. 1. All scheduled hours of work must be posted. 2. The employer will create as many full time positions as possible within the scheduling rules. 3. All shifts that cannot be scheduled as full time will be scheduled as a part time shift. 4. A casual employee may not be regularly scheduled for a shift or shifts that could be

scheduled as a part time shift. 8.12 Posting of Schedule The Employer shall post at the casino a schedule which shall state each employee’s name, starting and quitting times and days on and off, and shall not be changed by the employer without two (2) calendar days’ notice to an employee affected by a change in the schedule, except in emergency situations. The shift schedule shall be posted at least one (1) week in advance of its effective date. Where an employee’s normal schedule is altered, he/she shall be paid two (2) hours pay at straight time in addition to his/her normal rate of pay for the first shift. This pay shall not impact on overtime calculation. 8.13 Change in Start Time No employee will be scheduled to work more than one four hour variance in start time in one scheduled week. No employee will be scheduled to work a day shift following a night shift without one (1) day off in between. 8.14 Start Time It is understood that shifts which commence on one calendar day and extend past midnight to the next calendar day are considered to be shifts worked only on the calendar day on which the shifts begin. 13

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 8.15 Change to Shift Schedules (a) In situations other than emergencies, scheduled employees are entitled to two (2) calendar days’

notice of any change in their respective shift schedules. This does not apply to an employee being required to work past the end of a scheduled shift, nor does it apply to an employee voluntarily reporting for work on a call-out.

(b) An employee may, with the consent of the Employer and having provided forty-eight (48) hours

notice, change shifts with an employee within the same classification who has equivalent skills. A request sheet signed by both employees must accompany the request. The change shall not be effective until signed by the department Manager or designate. The employee who takes the shift assumes all obligations as if the shift was being worked by the employee originally scheduled to work the shift. The Employer will not be responsible or liable for overtime rate claims that might arise or occur as a result of the exchange or giving away of shifts.

(c) Employees who become aware that they are not going to be able to report for work as scheduled

because of illness, injury or emergency, are obligated to provide the Employer with notice at the earliest possible time, with a minimum of one (1) hour, to allow the Employer sufficient time to arrange coverage for the absence.

(d) It is the Employer’s responsibility to keep the work schedule up to date and to ensure that any

changes are clearly noted and legible with the exception of shift switches and time off/vacation requests. It is the responsibility of every scheduled employee to check the posted work schedule for changes.

(e) In the event that the Employer changes the next scheduled shift of an employee who is not at work

because of a scheduled absence, the Employer will be responsible for notifying the employee of the change.

8.16 Assignment of Shifts (a) It is recognized that the employer has the right to schedule the hours of operation and employee

hours of work to meet the changing needs of the business. (b) It is recognized that the Employer is entitled to schedule shifts of various lengths as provided for in

this Agreement. (c) The longer shifts available will be scheduled in order of seniority to the employees who have the

ability to perform the work required before implementing shifts of lesser hours. (d) If a more senior employee declines the longer shift available in favour of an available shorter shift,

then the longer shift shall again be reassigned on a seniority basis subject to the employee’s availability to perform the work required.

(e) Article 8.16(c) and (d) will not apply to any classification that utilizes a rotating schedule. (f) All scheduled shifts will be awarded in order of seniority. 8.17 Split Shifts The Employer doesn’t foresee split shifts. If they do require them, it would be by mutual agreement between the Union and the Employer and as per the Employment Standards Act. 14

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 8.18 Extra Shifts When shifts become available through vacation, illness, leaves of absence or unknown peaks, they must be offered to part time employees by seniority first, unless by doing so will create an overtime situation. Then such shifts will be offered to casual employees on an equalization basis, provided a junior Casual does not receive more hours than were offered to a senior Casual. 8.19 Early Off (a) Employees requesting early off must notify Employer within one half hour of start time. Early off will

be offered in seniority order, beginning with the most senior employee, within the classification and as dictated by operational requirements, including skill and shift end time. If no one has requested early off within one half hour of the shift start time, then early off will be given on a first come, first serve basis where possible.

(b) If employees are required to take early off and no employees (or an insufficient number of

employees) have volunteered to take early off, the Employer shall require employees to take early off in reverse order of classification seniority, starting with the most junior casual employee and as dictated by operation requirements, including skill and shift end time. Over qualification will not be a consideration for mandatory early offs.

8.20 Rest Periods (a) All dealers, duals and dealer supervisors shall receive a fifteen (15) minute paid rest period after a

maximum of sixty (60) minutes of work. (b) All employees, other than dealers, are entitled to rest periods in accordance with the following

schedule: (a) Four (4) hours - one (1) fifteen (15) minute rest period; (b) Five (5) hours - one (1) fifteen (15) minute rest period; (c) Six (6) hours - two (2) fifteen (15) minute rest periods; (d) Seven (7) hours - three (3) twenty (20) minute rest periods; (e) Eight (8) hours - three (3) twenty (20) minute rest periods; (f) Nine (9) hours - four (4) twenty (20) minute rest periods; (g) Ten (10) hours - four (4) twenty (20) minute rest periods; (c) Due to the unique nature of their positions, the Shuttle bus drivers shall be entitled to 2 X 15 minute

rest periods and 1 X ½ hour rest period during their 10 hour shift. (d) Such rest periods are part of the employee’s assigned hours of work and the rest period time is

without loss of pay. ARTICLE 9 SENIORITY 9.01 Seniority Entitlement Defined Seniority is the total length of “continuous service” on a full-time or part-time basis by an employee in the employ of the Company, within the bargaining unit. Seniority shall be established upon successful completion of the probationary period after which an employee’s seniority shall be backdated to the employee’s first paid shift worked. Seniority shall apply to an employee’s annual vacation entitlement, vacation selection, lay-off, recall, and severance pay entitlement as outlined in Article 23. In the event that two or more employees worked their first paid shifts on the same day, they will be ranked for seniority purposes by the draw of cards. 15

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 9.02 New Jobs and Vacancies (a) All new jobs and vacancies shall be posted promptly for seven (7) days on the bulletin board, stating

the number of positions, starting date, brief job description, department and rate of pay. (b) All regular employees shall be entitled to bid on such postings and the Company shall designate on

the original posting the successful bidder within ten working days of the closing date of the posting. (c) Postings shall be awarded on the basis of skill, qualifications, and seniority. In the event two or

more employees have the same relative qualifications, the employee with the greatest seniority shall be selected. Employees may apply for lower paid as well as higher paid positions.

(d) The Employer shall also consider applications from those employees who are absent by reason of

accident, sickness, or vacation, and who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a vacancy or new job occur during their absence.

(e) Casual employees will be given first opportunity to fill regular positions by seniority provided they

have the required skills needed in the position prior to hiring from outside the bargaining unit. (f) When an employee is laid-off for lack of work, he will then have the right to fill, if qualified and

capable in all respects, providing he has been given the opportunity to demonstrate his capability any position to which his seniority will entitle him. Such employee shall have thirty (30) calendar days as a trial period to demonstrate his capability.

9.03 Loss of Seniority An employee will lose all his seniority and recall rights and the Employer shall be under no further obligation to such employee where he: (i) voluntarily terminates his employment; (ii) is discharged for just and reasonable cause; (iii) is on lay-off more than six (6) consecutive months, except in the case where a lay-off is a

direct result of a labour dispute involving another company or when the laid-off employee has accrued five (5) years or more seniority in which case seniority will be carried for twelve (12) months.

(iv) does not return to work on the date specified following an approved leave of absence other

than medical; (v) fails to report to work in response to a recall from lay-off by registered mail within thirty(30)

calendar days. 9.04 Seniority Lists (a) Within each classification and overall, the Employer will post and maintain seniority listings. Such

up-to-date listings will be posted as of January 1st, April 1st, July 1st, and October 1st of each year. Copies of current lists will be provided to the Union. Such lists to state:

(i) the employee's name; 16

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 (ii) the date from which the employee's seniority is calculated; (b) The seniority list shall be posted by the Employer on the Union bulletin board. Any objection to the

accuracy of a posted seniority list must be lodged with the Employer during the thirty (30) days in which the lists are posted. Thereafter, the posted lists will be deemed to be valid and correct for all purposes of this Agreement.

(c) At the time of posting, a copy of the seniority list shall be given to the chief Shop Stewards. 9.05 Supplementary Seniority Information The Employer agrees that in addition to producing and posting the seniority lists provided for in this Agreement, it will also provide any necessary seniority information at other times. The Union agrees that such information will only be sought when necessary to resolve an issue of entitlements based on seniority. The Union will provide reasonable notice of the need for this information. 9.06 Length of Service Upon Transfer Out Of The Bargaining Unit (a) When an employee within the bargaining unit covered by this Agreement receives leave of absence

in writing with a copy to the Union to take a position within the Company which is beyond the sphere of the bargaining unit, he may retain his seniority for a maximum of sixty (60) calendar days within the bargaining unit. The starting date of such an appointment shall be posted on the union bulletin board. Notice shall be given to the Union in writing prior to the employee leaving the bargaining unit for any period of time. During this leave of absence such employee shall continue to be covered by the Health and Welfare and Pension Plan as provided in this Agreement.

Employees who have been granted such a leave of absence must remain a member of the Union and be covered under all benefits of the Collective Agreement, but shall not perform any duties covered by the bargaining unit. In such appointments seniority shall be a consideration. The successful appointee shall not have the right to hire and fire during the sixty (60) day leave of absence.

Not later than on the sixtieth (60th) calendar day of this period, the employee must exercise his seniority rights by returning to his former unit or relinquish all such seniority rights. Should the employee return or be returned to the bargaining unit for any reason, he must remain within the unit for a minimum period of one hundred and twenty (120) calendar days prior to exercising such privilege again. By mutual agreement the parties may waive the 120-day provision to accommodate an emergency situation.

(b) Employees who have accepted a temporary position that are beyond the sphere of the bargaining

unit shall remain a member of the Union and be covered under all benefits of the collective agreement. The employee shall retain all seniority rights and privileges during these times. Except for maternity leave, such position shall not exceed sixty (60) calendar days without the mutual consent of the Employer and the Union.

9.07 Recall From Lay-Off (a) When filling vacancies the Employer will recall employees with recall rights according to their

seniority, provided that they are capable of performing the available work. (b) An employee who has been laid-off and wishes to be recalled must insure that the Employer has a

current phone number and address for purposes of recall. 17

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 (c) The Employer agrees that recall notification will be by direct contact (including personal contact and

telephone contact) or by registered mail. (d) In circumstances where the work requirements which require a recall cannot be delayed and the

most senior person entitled to recall cannot be contacted, the Employer will give the shop steward an opportunity to contact the employee. If contact is not made, the Employer can then recall the next employee on the recall list who is available. This employee can be used for a maximum of two (2) working days or until the more senior employee responds to the recall and returns to work.

9.08 Trial Period In filling any vacant positions within the company, the successful applicant shall be on a trial period of up to sixty (60) days to determine his/her ability to perform the work required. During the trial period, the employee may elect to return, or the Employer may require the employee to return, to his/her former position and rate of pay, without loss of Seniority. Any other employees thereby affected shall be returned to his/her former position and rate of pay, without loss of Seniority. ARTICLE 10 WAGES 10.01 Wage Rates The wage rates will be covered in Appendix “A” of this agreement. 10.02 Calculation of Wage Earnings Rates of pay provided for by this Agreement shall be minimums. Time shall be computed from the time that the employee reports for work until he is effectively released from duty. 10.03 Payment of Wages Upon Discharge, Lay-Off or Resignation (a) When an employee resigns, the Employer will pay all wages owing to the employee within six (6)

calendar days of the date of his last shift. (b) When an employee is laid-off or discharged, the Employer shall pay all wages owing to him as soon

as possible, but in any event within forty-eight (48) hours, exclusive of Saturdays, Sundays or holidays.

(c) When an employee is laid-off or discharged, the Employer will provide the employee with a "Record

of Employment" form which will indicate the reason for the separation from employment. 10.04 Distribution of Pay Cheques (a) The Employer will distribute pay cheques or pay advice slips not less frequently than every other

Friday. Pay cheques are issued for time worked in the two (2) calendar weeks ending the Saturday prior to the Friday pay day.

(b) The advice slips will include an itemized accounting of the employees' earnings and deductions. (c) Any employee, leaving on an approved Annual Vacation shall receive Vacation pay by Direct

Deposit or separate cheque on their regular payday. (d) If an error occurs in an employee’s pay cheque due to employer error and the amount is equal to 18


$50.00 or more, he shall be entitled on request to a cheque being issued in favour of such employee within forty-eight (48) hours exclusive of Saturdays, Sundays or holidays.

10.05 New Job Classifications (a) In the event that the Employer creates a new job classification within the scope of the Union's

certification, the Employer will provide the Union with written notice at least thirty (30) days prior to the date of implementation and the parties will meet to negotiate a wage rate and conditions of employment for the classification.

(b) If the Parties are unable to reach agreement within thirty (30) calendar days of commencing

negotiations for a wage rate and/or conditions of employment for the classification, the matter will be referred to arbitration pursuant to this Agreement.

(c) The Employer has the right to implement the job classification at a wage rate set by the Employer

and any adjustment to that wage rate which may result from negotiations or arbitration will be made retroactive to the effective implementation date.

10.06 Pay for Change in Classification When an employee from a higher rated classification is requested to work temporarily or until permanently reclassified at a lower-rated classification, he shall continue to be paid at the rate paid for the higher-rated classification. Where an employee from a lower-rated classification is requested to work in a higher-rated classification, he shall be paid for the period worked at the higher rate. 10.07 Payroll Administration It is agreed that the following conditions apply to the administration of the payroll: (a) Any employee on lay-off who requests his E.I. Record of Employment shall not be considered

terminated. ARTICLE 11 STATUTORY HOLIDAYS 11.01 Recognized Statutory Holidays Subject to the eligibility provisions set out in this Agreement, the following days shall be recognized as paid Statutory Holidays: New Year's Day Canada Day Good Friday Thanksgiving Labour Day B.C. Day Christmas Day Boxing Day Remembrance Day Victoria Day Any additional statutory holiday proclaimed by the Provincial or Federal governments will be deemed to have been added to the above schedule. 11.02 Pay for holidays when not worked shall be as follows: Employees shall be paid for time not worked at the regular rate on New Year’s Day, Good Friday, Victoria Day, Canada Day, B.C. Day, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day, Boxing 19

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 Day, and in the event a general holiday is proclaimed by the Federal or Provincial Government, such holiday shall be observed as a general holiday. The rates of pay for these general holidays will be at the regular applicable work time rate. 11.03 Payment for Statutory Holidays (a) Regular, full time employees who are eligible for statutory holiday pay will receive a normal,

regularly scheduled day's pay for the statutory holiday whether or not they are scheduled to work on the statutory holiday.

(b) Part-time and Casual employees who have been on the payroll for thirty (30) days or more shall

receive statutory holiday pay in the form of four percent (4%) of regular earnings on their pay cheques for each pay period.

11.04 Eligibility For Statutory Holiday Pay (a) Employees entitled to those paid holidays shall have been on the payroll thirty (30) calendar days

previous to the holiday. (b) Employees absent from work by reason of accident or illness, not in excess of six (6) months, shall

receive full pay for general holidays as designated herein. (c) Employees absent by reason of leave of absence, discharge, quit or suspension shall not be

entitled to general holiday pay. (d) The employee who is terminated or discharged for just cause within the thirty (30) calendar day

period preceding the holiday, shall not be entitled to general holiday pay. If an employee who has been laid off temporarily is returned to work within thirty (30) calendar days after the holiday, he shall be entitled to the paid general holiday.

(e) When a general holiday falls on a regular employee’s regular day off, then such employee will be

granted a day off in lieu of such general holiday with pay on an alternate day within the same calendar week. If the Employer is unable to accommodate of the day off in lieu, then the overtime rules shall apply.

11.05 Statutory Holidays During Vacation Should any statutory holiday occur during an employee’s vacation period, an extra day’s pay will be added to the employee’s vacation pay cheque and the employee is then entitled to add one day to his vacation time, provided this time has been approved by management and meets the needs of the Company. If this time cannot be accommodated, then overtime shall apply for the first day the employee has returned to work. The extra day’s pay will be calculated in accordance with Article 11.02 ARTICLE 12 ANNUAL VACATIONS 12.01 Annual Vacation Pay: Part-time Employees And Employees With Less Than One Year of Service (a) Employees with less than one year of completed service will receive annual vacation pay in

accordance with the provisions of applicable legislation. (b) Part-time and casual employees will receive any annual vacation pay to which they are entitled with

their regular pay cheques for each pay period equivalent to 4% of regular earnings. 20

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 12.02 Annual Vacation and Vacation Pay Entitlements: Employees With One Year Or More of Completed Consecutive Service (a) (i) Employees are entitled to annual vacation and vacation pay, according to their completed

years of consecutive service, calculated from their date of hire as follows: Consecutive Years of Annual Completed Service Annual Vacation Time Vacation Pay 1 year but less

than 3 years 2 weeks pay or 4% of gross pay whichever is greater**

3 years but less


8 years but less


14 years and over 5 weeks pay or 10% of gross pay

whichever is greater** **Provided a minimum of 1400 hours were worked in the previous year.

(ii) New employees hired after date of ratification are entitled to annual vacation and

vacation pay according to their completed years of consecutive service, calculated from their date of hire as follows:

Consecutive Years of Completed

Service Annual Vacation Time Vacation Pay

1 year but less than 3 years 2 weeks 4% of gross pay 3 years but less than 8 years 3 weeks 6% of gross pay 8 years 4 weeks 8% of gross pay (b) "Completed Consecutive Service" as used herein shall be understood to mean completed years of

consecutive service with uninterrupted seniority rights. (c) "Gross Earnings" as used herein shall be understood to mean the total earnings realized by an

employee from the payment of wage rates for straight time, overtime and statutory holiday pay in the immediate preceding year.

(d) Accrued vacation shall be taken in the calendar year immediately following the calendar year in

which it was earned. 12.03 Vacation Scheduling Preference By Seniority (a) Vacation scheduling will be arranged during the months of November and December of each year.

The blank vacation scheduling forms shall be posted by November 1st of each year and all employees must fill in their date selections by November 30th.

(b) Employees shall have preference in respect to annual vacations within their department and 21


classifications according to their seniority provided they file applications by November 30 for vacations to be taken in the following calendar year in which it is earned.

(c) The Employer may consult with the chief shop steward in the preparation of vacation schedules. (d) Factors determining the number of employees granted annual vacation at the same time shall

include but not be limited to: operational needs, game skills (if applicable), staff complement required, and EDN requirements.

12.04 Vacation Schedule Limitations (a) In the event that an employee has not posted for his vacation, vacations will be allocated where

available on a first come first served basis. (b) Employees must take their annual vacations before the end of each vacation year. The Employer is

entitled to schedule the vacation period where the employee fails to post for the time in reverse seniority order. Notice shall be given one (1) month prior to anyone being assigned vacation.

(c) Vacation period to start on completion of employee's normal work week and end on the first day of

his normal work week on the completion of his vacation. (d) Unless otherwise mutually agreed between the Employer and the employee, every employee shall

be notified at least fourteen (14) days prior to being required to take any vacation period. Once vacation periods are established the time shall not be changed, except where mutually agreed between the employee and the Employer.

12.05 Vacation Period An employee's vacation must be scheduled in blocks of not less than one (1) week except where less than one (1) week of vacation is remaining. Full week blocks will take precedence over “singular” day requests and may start on any day of the week. 12.06 Staffing During Vacation Absences (a) The Employer is entitled to require that the vacation schedules provide for adequate experienced

and qualified staff at all times. (b) The Employer will not use its right to require adequate staffing in an unreasonable or discriminatory

manner. ARTICLE 13 LEAVES OF ABSENCE 13.01 Bereavement Leave (a) A regular, full time/part time employee will be granted three (3) days off without loss of pay in the

event of the death of a member of his immediate family within two (2) weeks of the death occurring.

(b) A regular employee's immediate family is defined as an employee's spouse, mother, father, sons and step-sons, daughters and step-daughters, brothers and sisters, mother-in-law, father-in-law, grandchildren, grandfathers and grandmothers which will also include his spouse's grandparents. Step-father or step-mother will be recognized provided such step-father or step-mother had the status of the employee's father or mother.

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Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 (c) For purposes of this Article, "spouse" shall be defined to include common-law spouse. (d) The Employer is entitled to require proof of death and/or relationship. (e) The Employer will grant an unpaid extension of the bereavement leave, where there are reasonable

grounds for requiring such extension. (f) Bereavement leave is not paid when the bereavement occurs during a leave of absence, while on

lay-off, during time off which is not paid for by the Employer or while on Annual Vacation. 13.02 Funeral Leave Upon giving forty-eight (48) hours advance notice an employee shall be granted time off without pay for the purpose of attending a funeral provided that the granting of such time off shall not impair the efficient operation of the Employer's business. 13.03 Leave For Jury Duty Or As Witness For Crown Or For Employer (a) Regular employees who are called for jury duty and/or serve on a jury or as a witness for the Crown

shall be granted leaves of absence for this purpose and provided that the employee concerned deposits with the Employer any pay received, the employee shall continue to receive the wages he would have earned during the period of his absence. To be eligible for this article, the employee must have completed the probationary period as defined in Article 7.02.

(b) Any employee covered by this Agreement who may be required to attend any commission, court or

hearing to give evidence in any case, civil or criminal on behalf of the Employer shall be compensated at the same hourly rate as called for in this Agreement for the time necessarily spent in such proceedings.

(c) Relative to this Article, the Employer is entitled to require proof that the employee received a

summons or subpoena, the employee must present a statement proving their attendance. (d) This clause will have no application for an employee who is absent from work for reasons which do

not involve payment of the employee's time off by the Employer. 13.04 Personal Leave(s) Of Absence (a) Leave of Absences other than those specifically provided for in this agreement may be granted to

employees where it is deemed reasonable and appropriate to do so by the Employer. Such unpaid leave of absences will be considered only for those employees who have completed a minimum of one year of employment with the Company. Leaves will be granted to a maximum of one month during every two years of employment. The granting of such leave will be in writing and only written approval will be accepted as evidence that leave was granted. Each request will be considered and approval will not be unreasonably withheld.

(b) All leave(s) of absence provided for in this Agreement are leaves without pay, unless it is specifically

provided in the appropriate article that the particular leave of absence is to be granted with pay. 13.05 Leave Without Pay The Company shall grant up to four (4) bargaining unit employees (no more than two (2) per department), as designated by the Union, a leave of absence without pay for the purpose of attending and participating in contract negotiations with the Company. 23

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 13.06 Loss of Drivers License If an employee, employed in a classification requiring a drivers license, suffers the revocation of his drivers license, he will be re-classified provided he is capable and work is available and such work will not result in the bumping of regular employees. If such employee cannot be re-classified, the Company may grant a leave of absence to such an employee who has suffered a revocation of his drivers license of up to twelve (12) months duration in writing with a copy to the Union. The employee shall not accrue seniority during any such leave of absence. The employee may only take advantage of this section once while in the employ of the Company. 13.07 Maternity and Parental Leave Maternity and parental leave shall be granted in accordance with the Employment Standards Act and any future amendments or revisions pursuant to the Act. 13.08 Family Responsibility Leave Family Responsibility Leave shall be granted in accordance with the Employment Standards Act and any future amendments or revisions to the Act. ARTICLE 14 - HEALTH AND SAFETY 14.01 General Obligations The Employer will continue to make all reasonable provisions for the safety and health of its employees during working hours. 14.02 Obligations and Intentions (a) The Employer recognizes its obligation to satisfy the dictates of any valid legislation bearing on

standards to be maintained relative to health and safety conditions in the work place. (b) The Parties further endorse and subscribe to the promotion of safety consciousness and

responsibility. (c) It is the intent of the Employer to make every reasonable effort to provide safe working conditions

and to eliminate or reduce to the extent reasonably possible any hazards defined by the Workers' Compensation Act or Regulations which are inherent in the Employer's operations.

14.03 Standards (a) The Parties mutually recognize the benefits to be derived from maintaining a safe and healthy work

environment and that the Employer, the employees and the Union should cooperate in striving to improve health and safety conditions.

(b) It is further recognized and agreed that the maintenance of a safe and sanitary environment

requires the cooperation and contribution of every employee. Accordingly, the employees are fully obligated to comply with any and all reasonable rules and regulations established by the Employer pursuant to this Agreement and bearing on safety and health. Specifically, every employee is obligated to report at the first reasonable opportunity, any injury or any accident which could have resulted in an injury or any unsafe condition.

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Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 14.04 First-Aid And Accident Records The Employer agrees that upon receipt of a written request from the Union, authorized by the employee, it will provide copies of any reports which the Employer has on file of first aid treatments given or accidents which have resulted in injury to any employee. 14.05 Transportation For Medical Care Transportation to the nearest physician or hospital for any employee requiring urgent medical attention will be provided at the expense of the Employer. 14.06 Pay For Day Of Work Related Injury In the event that an employee after starting work suffers a work related injury which incapacitates him from carrying on his duties, he shall be paid his full day's wages for the day of his injury, provided he is not in receipt of compensation from the Workers' Compensation Board for that day. ARTICLE 15 HEALTH AND WELFARE BENEFITS 15.01 Eligible Employees (a) Eligibility for benefits plans as outlined in the collective agreement with the exception of Article

15.02(a) require regular employees who have been employed for six months or more, to work a minimum of twenty-five (25) hours per week, averaged over an eight (8) week period. Employees will not suffer loss of eligibility due to scheduling changes.

(b) Eligibility for new employees hired after the date of ratification for benefit plans as outlined in the

collective agreement with the exception of Article 15.02(b) require regular employees who have been employed for six (6) months or more to work a minimum of thirty (30) hours per week averaged over an eight (8) week period. Employees will not suffer loss of eligibility due to scheduling changes.

15.02 Provincial Medical Plan (a) Enrolment to the BC Medical Services Plan shall be available to post probationary employees who

work a minimum of twenty five (25) hours per week, averaged over an eight week period. Employees will not suffer loss of eligibility due to scheduling changes. Effective date of ratification the Employer shall pay seventy five percent (75%) and the employee shall pay twenty five percent (25%) of the premium; Effective May 1, 2002, the Employer shall pay one hundred percent (100%) of the premium.

(b) For new employees hired after the date of ratification, enrolment in the B.C. Medical Services Plan

shall be available to post-probationary employees who work a minimum of thirty (30) hours per week, averaged over an eight (8) week period. Employees will not suffer loss of eligibility due to scheduling changes. Effective date of ratification, the Employer shall pay 75% and the employee shall pay 25% of the premium; effective May 1, 2002 the Employer shall pay 100% of the premium.

15.03 Group Insurance Benefits The Employer will pay the following premiums for eligible employees and dependents:

(i) Extended Health Care On May 1, 2001, the Employer shall pay seventy five percent (75%) of the premium, with

25


the employee paying twenty five percent (25%) of the premium. On May 1, 2002, the Employer shall pay one hundred percent (100%) of the premium.

(ii) Dental On May 1, 2001, the Employer shall pay seventy five percent (75%) of the premium, with the employee paying twenty five percent (25%) of the premium. On May 1, 2002, the Employer shall pay one hundred percent (100%) of the premium.

(iii) Life Insurance—Employer shall pay one hundred (100%) of the premium.

(iv) Accidental Death and Dismemberment—Employer shall pay one hundred percent (100%) of the premium.

15.04 Short Term and Long Term Disability Each employee shall pay one hundred percent (100%) of the premiums for Short Term and Long Term Disability. ARTICLE 16 GENERAL PROVISIONS 16.01 No Individual Contracts Or Agreement (a) The Employer agrees not to enter into any agreement or contract with employees, members of the

Union, individually or collectively which in any way conflicts with the terms and provisions of this Agreement. Any such agreement will be null and void.

(b) This provision is not intended to prohibit or restrict the Employer's right to implement, alter or amend

any Incentive Compensation Program which the Employer may choose to use. 16.02 Limitation On Employee Entitlements Employees who are not actively employed or are on lay-off are only entitled to continue to receive such rights, entitlements and benefits as are specifically given to them by the express terms and conditions of this Agreement or by applicable legislation. 16.03 Successorship Protection This Agreement shall be binding upon the Parties hereto, their successors, administrators, executors and assigns. In the event that the Employer's entire business or any branch thereof is sold, leased, transferred or taken over by sale, transfer, lease, assignment, receivership or bankruptcy proceedings, such business or any part thereof shall continue to be subject to the terms and conditions of this Agreement for the life thereof. The Employer shall notify the Union in writing not later than the effective date of the fact of any sale, transfer, lease, assignment, receivership or bankruptcy proceeding not including financial arrangements thereof. 16.04 Special Uniforms Or Coveralls Where any employee is required to wear any special uniform or coveralls as a condition of continued employment, such uniform or coveralls shall be furnished and maintained by the Employer at no cost to the employee. No employee shall be disciplined or discharged for refusing to wear a uniform or coveralls that are not clean or do not fit properly. 26

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 16.05 Sanitary Facilities Where possible and where required, the Employer agrees to maintain adequate, clean, sanitary toilet facilities, lunchrooms and washrooms having hot and cold running water, with proper ventilation. It shall be the responsibility of the employees to use all facilities carefully, considerately, without unnecessary damage and dirtiness. 16.06 Teamsters Union Label The Company agrees to display the official Union Decal or Union Card of the Union in a location where customers can see it. Such decal shall be of a form and size acceptable to Management, and posted in a place approved by the Company. Employees shall also be allowed to wear a Teamster lapel pin during working hours. 16.07 First-Aid Provisions (a) The Employer shall provide first-aid provisions in accordance with the Workers' Compensation Act. 16.08 Employees Returning To Work After Illness Or Injury (a) In cases where an employee is returning to work following an absence due to illness or injury

including absences covered by the Workers' Compensation benefits, the employee is entitled to re-instatement in his former position after notifying the Employer of his intention to return with all rights and conditions which he formerly enjoyed according to the terms of the Agreement which is in effect at the time of his return subject to the further conditions which follow.

(b) Prior to re-instating the employee, if there is reasonable cause for the Employer to be concerned

about the employee's physical condition, the Employer is entitled to require documentation from a physician or from the Workers' Compensation Board certifying that the employee is physically able to resume the performance of the duties.

(c) The Employer shall have maximum of two (2) days in which to adjust the work schedules to

accommodate the returning employee. 16.09 Recognition Of Legal Picket Lines and Protection of Rights (a) It shall not be a violation of this agreement, or cause for discipline, or discharge of any employee in

the performance of his duties to refuse to cross a picket line recognized by the Union or to refuse to handle, receive, ship, transport, or deal with in any manner materials, equipment or services affected by a labour dispute which has not been declared illegal by a court of competent jurisdiction.

(b) Union Participation: The Employer shall not discharge, discipline or otherwise discriminate against

any member of the Union for participation in or for action on behalf of the Union, or for the exercise of rights provided by this Agreement.

16.10 Harassment and Discrimination (a) All employees have the right to work in an environment free from harassment, including sexual

harassment, and discrimination. It is acknowledged that Management has an on-going responsibility to respond immediately to stop any activity in the workplace that undermines this policy, whether or not there has been a complaint. Employees have an equal responsibility to bring such conduct to the attention of management and not to be frivolous or vindictive in making accusations.

27


(b) “Harassment” means any unwelcome physical contact, comments, gestures, body language,

posting or distribution of material, or other behaviour which has the purpose or effect of interfering with an employee’s work performance or creating a hostile or offensive work environment.

“Sexual Harassment” includes any of the conduct described above which is of a sexual nature or which is directed at an employee on the basis of the employee’s gender.

“Discrimination” means any conduct which is prohibited under the B.C. Human Rights Act and regulations and amendments made thereto, and shall include discrimination on the basis of any employee’s age, marital status, sex, race, creed, colour, national origin, political or religious affiliations, disability, sexual orientation, union membership or participation in its activities.

(c) The Employer shall post conspicuously in the work place, a policy regarding harassment and

discrimination. 16.11 Each porter will be supplied with five (5) t-shirts per calendar year while the Casino is located on

the vessel. The employees will be responsible for the laundering of these shirts. ARTICLE 17 TECHNOLOGICAL CHANGE 17.01 Technological Change Defined Technological changes shall be defined to mean the introduction and utilization of equipment changes which have not previously been used with the bargaining unit by the Employer and the use of which results in the termination or the laying off of regular employees. 17.02 Recognition of Benefits of Technological Change All Parties to this Agreement recognize that technological changes that result in increased efficiency and productivity must be encouraged and further that all parties have a direct responsibility to reduce to a minimum the adverse effects that may result from such changes. 17.03 Prior Notification The Employer shall advise the Union not less than thirty (30) calendar days prior to the introduction of technological changes and the matter shall immediately become the topic of general discussion and consultation between the Employer and the Union and particularly in regard to: (i) the effect such changes will have on the employees within the bargaining unit; (ii) the probable effect on working conditions; (iii) any changes in job classifications. 17.04 Affected Employees In the event that a technological change occurs, the termination or lay-off which results shall be conducted in accordance with the seniority provisions of this Agreement. 17.05 Re-Training and Upgrading The Parties jointly and individually will undertake with the assistance of Human Resources Development 28

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 Canada and through recognized provincial or local adult training programs, if necessary, to re-train and upgrade affected employees to enable them to become qualified and capable of performing new jobs resulting from or created by the technological changes. ARTICLE 18 DEFINITIONS 18.01 Time Span Reference References to days, weeks, months or years shall be understood to mean calendar days, weeks, months or years unless otherwise expressly provided in this Agreement. 18.02 Specific Definitions The following specific definitions of words, expressions, terms or phrases have been agreed to by the Parties and shall be used to establish the intent and meaning of the language of this Agreement unless a different definition is provided within the context of a particular article:

Probationary Employee: An employee who was hired into probationary status and who has not successfully completed the probationary period.

Regular Employee: An employee who works regular scheduled shifts as assigned by the Employer on a continuing basis. Such employees may be employed on either a full-time or part-time basis.

Casual Employee: An employee who works on an “as needed” basis with no guarantee of shifts.

ARTICLE 19 GRIEVANCE AND ARBITRATION PROCEDURES 19.01 Definition of Grievance The term “grievance” refers to any disagreement relating to the interpretation, application or alleged violation of the present Collective Agreement. 19.02 Grievance Procedure Whenever any dispute arises between the Company and the Union, or between the Company and one or more employees, the employees shall continue to work and the dispute shall be adjusted in accordance with the following procedures. Time Limit to Institute the Grievance Procedure (a) Termination or lay-off - ten (10) calendar days (b) All other grievances - twenty (20) calendar days In any dispute over a pay cheque or pay statement, or any matter thereon, the time limit shall be calculated from the date the employees pay cheque or pay statement was made available to them. Step 1: Any grievance of an employee shall first be taken up between such employee and the

Department Manager (or designate), however, the employee will be entitled to be represented by a Shop Steward or a Union representative.

Step 2: Failing settlement under Step 1, such grievance shall be taken up between a representative 29


of the Union or a Shop Steward and the Casino Manager (or designate) within 10 days of failure of Step 1.

Step 3: Failing settlement under Step 2 and within 10 days of such failure, such grievance and any

dispute, arising between the Union and the Company over the interpretation or application of the provisions of this Agreement, including any dispute as to whether a matter is subject to this grievance procedure, shall be referred to two (2) authorized representatives of the Union and two (2) authorized representatives of the Company. The representatives of the Union and the Company shall exchange statements in writing setting forth their respective positions relative to the matter(s) in dispute not later than at their initial meeting.

Step 4: Failing settlement under Step 3 and within 10 days of such failure, either Party may refer

the matter to an agreed upon neutral arbitrator who will meet with the authorized representative of the Union and the Company to hear both sides of the case.

A grievance shall commence and proceed through the steps of the grievance procedure within the time limits provided, otherwise it will be deemed to be abandoned. However, the time limits set forth in this article maybe extended by mutual agreement of the parties: such mutual agreement will not be unreasonably withheld. 19.03 Minister of Labour If the Parties fail to agree upon a neutral arbitrator within five (5) days (excluding Saturdays, Sundays and General Holidays) after one Party has served written notice on the other Party of its intention to refer the matter to a neutral arbitrator, the Minister of Labour will be requested to appoint a neutral arbitrator. 19.04 Arbitrator’s Decision The arbitrator shall be requested to hand down his decision within fourteen (14) days (excluding Saturday, Sunday and General Holidays) following completion of the hearing and his decision will be final and binding on the two Parties to the dispute and shall be applied forthwith. The decision of the arbitrator shall be specifically limited to the matter submitted to him and he shall have no authority in any manner to amend, alter or change any provisions of this Agreement. 19.05 Costs The cost of the arbitrator will be borne equally by the Union and by the Company. ARTICLE 20 MEDICAL 20.01 Medical (a) Any company required physical or medical examination shall be promptly complied with by all

employees provided however, the Company shall pay for all such physical or medical examinations including the full cost of doctors notes or reports or for any time lost as a result thereof during his working hours. In the event that an employee has proven to have excessive absenteeism, the Company may require them to produce doctors notes for any further absences at no cost to the Company.

(b) If following a medical examination under (a) of this Section, the employee is dissatisfied with the

decision of the Company doctor, the employee may seek a decision from his personal doctor. Should the decision of the Company’s doctor and the employee’s doctor differ, the Company or the

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Union is entitled to direct that the employee be examined by a medical specialist whose specialty covers the disability. The Company’s doctor and the employee’s doctor together, shall then select such a specialist, however, failing agreement within five (5) days, the College of Physicians and Surgeons shall be requested to make such appointment. The decision of the medical specialist shall be final and binding upon the parties involved and the employee shall not suffer loss in wages or Health and Welfare Plan benefits, whichever applies, as a result of such examination(s).

(c) An employee who has been absent from work because of illness or accident shall not suffer a

reduction in his regular wages only because the Company requires a medical examination prior to the employee resuming work. If such employee is entitled to work under seniority and recall procedures, he will be paid his regular wages for each day or days until he returns to work, provided the Company medical examiner certifies the employee fit to resume work.

ARTICLE 21 COMPENSATION SICKNESS COVERAGE 21.01 When an employee goes off work ill or on compensation or grievance is invoked on his discharge,

the Company shall continue to pay both his Health and Welfare Plan fees and Union dues so that the employee shall be protected to the utmost, provided:

(a) The employee reimburses the Company for such contributions normally paid by said employee and

is at no time more than three (3) months in arrears, and; (b) The period of such coverage shall exceed twelve (12) months only by mutual agreement of the two

Parties. When an employee returns to work, the Company shall deduct from his earnings any monies the Company has paid out in respect of his contributions. In the event any employee does not return to work, and the employee refuses or neglects on demand at his last known address to make restitution for such monies paid out, the Union shall then, on receipt of demand, immediately reimburse the Company for said amount. ARTICLE 22 LICENSE TESTS OR TRAINING 22.01 Training The Employer recognizes its responsibility for training of its employees. The Employer shall make every effort to train employees as necessary under the direction of a qualified instructor. This will provide each employee with the opportunity to perform his/her job satisfactorily and ensure the required complement of trained personnel to maintain the efficient operation of the casino at all times. 22.02 Renewal Whenever it becomes necessary for an employee to undertake tests for training tickets, or to obtain or renew licenses necessary for the work being performed, the cost of such tests, training or licenses shall be borne by the Company. 22.03 Dealer Training (a) Courses offered for Dealers shall be posted for not less than seven (7) working days. The Shop

Steward shall receive copies of all course postings. 31

Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 (b) All applications shall be in writing or on a form provided by the Employer. (c) When the Employer offers a course in table games for Dealers, competence in games already

trained for, basic pre-testing and seniority shall form the basis for selection criteria. Provided applicants are not qualitatively different, the final selection by the Employer will recognize seniority as a key factor.

(d) Upon successful completion of the course, the employee will be awarded any increase for which

they are eligible in accordance with Appendix A. ARTICLE 23 SEVERANCE PROVISIONS 23.01 Compensation Eligibility An employee who is terminated by an employer is eligible for compensation based on the following formula: - after 3 months consecutive employment, 1 week’s pay - after 1 year, two weeks’ pay, and - after 3 years, 3 weeks’ pay plus 1 week’s pay for each additional year of employment to a maximum

of eight weeks. An employee’s period of continuous employment is not interrupted by the sale, lease or transfer of a business. 23.02 No Compensation Required with Written Notices No compensation is required if an employer has given an employee advance written notice of termination equal in weeks to the number of weeks’ pay for which the employee is eligible. An employer may also give an employee a combination of notice and compensation equal to the number of weeks’ pay for which the employee is eligible. An employee cannot be on vacation, leave, strike or lockout, or be unavailable for work due to medical reasons during the notice period. If employment continues after the notice period ends, the notice is of no effect. Once notice has been given out, the employer may not alter any condition of employment, including the wage rate, without the employee’s written consent. 23.03 No Notice or Compensation Required An employer is not required to give notice of termination or pay compensation on termination if: - the employee quit or retired, - the employee was dismissed for just cause. ARTICLE 24 PARKING Parking will be provided to bargaining unit employees at no cost only for so long as the current arrangement for parking with the City of New Westminster is in place. The Company will provide safe passage for employees to this parking.

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Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 ARTICLE 25 MAINTENANCE OF STANDARDS The Employer agrees that no provision of this Agreement shall be used to reduce wages, benefits, bonuses and/or working conditions presently in force at the effective date of this agreement. This article does not refer to one-time gifts, such as Christmas and long service awards. Rather, it refers to provisions that are of an ongoing nature, such as pay and benefits. EXECUTED by the authorized representatives of the Parties at New Westminster British Columbia this day of , 2005. EXECUTED ON BEHALF OF: STAR OF FORTUNE GAMING MANAGEMENT (BC) CORP. TEAMSTERS LOCAL UNION NO.31 ___________________________________ _______________________________

___________________________________ _______________________________

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Appendix A Effective April 14, 2005

Star of Fortune Gaming Management (BC) Corp. and Teamsters Local 31 One-time signing bonus to be paid on date of ratification to: Full-time $300.00 (three hundred dollars) Part-time/casual $150.00 (one hundred fifty dollars) Department – Slots Position Position 0-12 Mths 1 Year 2 Years Note 1 Drop Team (Countroom Cashier) 11.80 12.05 12.25Note 1 Cage Supervisor 18.14 19.00 19.90Note 1 Cage Cashier (with Tips) 12.55 13.05 13.20Note 1 Slot Attendant 10.25 11.50 12.00 Department – Maintenance Position Position 0-12 Mths 1 Year 2 Years Note 1 Porter 10.76 11.17 11.68Note 1 Maintenance 14.86 15.27 15.78 Department – Marketing Position 0-12 Mths 1 Year 2 Years Note 1 Hostess 9.73 10.14 10.90Note 1 Shuttle Bus Driver 11.78 12.19 12.60 Department – Food & Beverage Position 0-12 Mths 1 Year 2 Years Note 1 F&B Supervisor 13.42 13.83 14.59Note 1 Dishwasher 9.73 10.14 10.90Note 1 Server Assistant 8.71 9.12 9.88Note 1 Server 8.97 9.38 10.14Note 1 Greeter/Host 9.73 10.14 10.90Note 1 Floor Server/Coffee Cart 8.71 9.12 9.88Note 1 Cook Supervisor 12.81 13.22 14.59Note 1 Cook 10.76 11.17 13.43Note 1 Bartender 9.73 10.14 11.40Note 1 Sandwich Maker 9.73 10.14 11.40 Note 1: During the term of this agreement, the wage rate for these classifications will increase by two percent (2%) effective the first pay period following January 1st of each year.

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Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 Department – Tables Position 0-12

Mths 1 Year 2 Years 3

Years 4

Years 5

Years 7

Years Dealer Supervisor 12.81 13.58 13.99 14.12 14.26 15.00 15.25Dealer – 1 Game 8.91 9.32 9.73 9.83 9.93 10.03 Dealer – 2 Game 8.91 9.32 9.73 9.83 9.93 10.03 Dealer – 3 Game 9.22 9.63 10.04 10.15 10.24 10.80 11.15Dealer – 4 Game 10.25 10.66 11.07 11.17 11.28 12.25 12.85Dealer – 5 Game 11.27 11.68 12.09 12.21 12.33 13.00 13.50

Employees on staff as of the effective date of the commencement of the collective agreement shall be paid according to the wage scale based on their length of service with the Company.

No Employee shall suffer a reduction of his or her current wage rate as a result of the implementation of the collective agreement. In the event an Employee moves to a higher or lower rated classification in the wage scale, the employee shall be paid at that step of the wage scale concurrent with his or her length of service with the Company.

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APPENDIX “B”

Pension Plan (a) Effective January 1st, 2002, the Employer shall make matching contributions into a group RRSP

of $0.20 per hour of an employee’s regular hours worked. Both the Employee and Employer contributions to this plan shall be locked in whilst the Employee is employed by the Company. The Employee contributions to the plan will only be done through payroll deduction on a fixed and regular basis.

(b) All contributions referred to under (a) above are exclusive of any contributions required for the

Canada Pension Plan.

(c) RRSP contributions shall commence on the first full month of employment following the completion of the probationary period as defined in Article 7.02.

(d) The Employer will set up a Group RRSP account with a recognized financial institution for the

benefit of the Employees prior to January 1st, 2002.

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APPENDIX “C”

Duals

With the exception of the five (5) “grand parented” single rate duals, duals shall receive the Dealer 5 rate for which they are eligible when dealing, and similarly the Dealer Supervisor rate (at the step of the wage scale applicable to their length of service with the Company) when acting as Supervisor. The five (5) “grand parented” single rate duals shall be paid pursuant to the following wage grid as adjusted by all across the board increases as required under the collective agreement. 13 – 24 months $11.90 over 24 months $ 12.30 A “grand parented” dual may elect to relinquish that status, and if so, will notify the Company in writing. Once having done so, the election is irrevocable and the employee cannot re-acquire “grand parented” status.

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ADDENDUM TO COLLECTIVE AGREEMENT

BETWEEN STAR OF FORTUNE GAMING MANAGEMENT (BC) CORP.

AND TEAMSTERS LOCAL UNION NO. 31

OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS

Memorandum of Understanding re:

Food and Beverage Services

During the term of this Agreement, the Employer agrees that no work performed by employees in the Food and Beverage Department shall be subcontracted or contracted out by the Employer to any shop, agency or person outside the bargaining unit. EXECUTED by the authorized representatives of the Parties at New Westminster British Columbia this day of , 2005. EXECUTED ON BEHALF OF: STAR OF FORTUNE GAMING MANAGEMENT (BC) CORP. TEAMSTERS LOCAL UNION NO.31 ___________________________________ _______________________________ ___________________________________ _______________________________

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MEMORANDUM OF AGREEMENT BETWEEN: STAR OF FORTUNE GAMING MANAGEMENT ROYAL CITY STAR RIVERBOAT CASINO AND: TEAMSTERS LOCAL UNION NO. 31 As discussed in collective bargaining, it is agreed between both the Union and the Company that the question of start date seniority vs. classification seniority will be determined by the members of this bargaining unit via a vote that will take place at a time to be determined by the Union. SIGNED THIS DAY OF , 2005 FOR THE COMPANY FOR THE UNION _________________________ ____________________________ _________________________ ____________________________

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Documents

Table of Contents STAR OF FORTUNE GAMING MANAGEMENT … · Star of Fortune Gaming Management (BC) Corp. Teamsters Local 31 Table of Contents STAR OF FORTUNE GAMING MANAGEMENT (BC)