Vol. 4, Number 1, 2009 • Page 7

Planet Hollywood was forced to pay fines resulting from actions occurring at Prive’. This also puts Planet Hollywood’s licensing in jeopardy.

Please make sure that you are aware of your hotel’s policies regarding proper carding procedures, and the laws pertaining to underage drinking and gaming. Metro continues to conduct several sting operations throughout Las Vegas area. Law enforcement agencies are attempting to tie our union members, employed inside our casinos, to the non-union nightclub activities and problems that have been taking place inside those clubs. §

As most of our members are aware, the union and its membership have had an on-going battle with the third party operators, such as Light Group and Pure Management. Their operating style and disregard for our Collective Bargaining Agreements in the hotels in which they operate are a huge problem.

Many of the employees who work these venues are threatened and intimidated by their management teams. They are told not to go to the union and if they do, they will ultimately be terminated. Due to the lack of union history and Collective Bargaining knowledge, most employees put up with the company’s intimidation. They wait until they are terminated to come to the union, only as a last resort for help. Many times it’s too late!

Everyone must be reminded that you only have 15 days to file a grievance from the date that you were issued the discipline. If you wait until you are terminated under progressive discipline to seek union assistance, the deadline for filing will have passed and we can’t go back to those former disciplinary actions that you felt were unfairly issued.

In your Collective Bargaining Agreements negotiated in 2007, there is awesome new language pertaining to third party operators. It is currently the longest section of the CBA. The best part about the new language is that it allows employees of the “mothership” (main hotel)

to bid on openings in these new venues not operated by your companies, without losing your house or classification seniority. You no longer have to quit the “mother ship”.

If you work for a third party operator, you are covered by the Collective Bargaining Agreement negotiated with the “mother ship.” All sections of the CBA apply, including the guaranteed work week. All Bartenders and Apprentice Bartenders are guaranteed an 8 or 10-hour shift per day up to 40 hours a week, if available (some clubs may be open only 3 or 4 days per week). If the venue you work in is not open 8 to 10 hours per day, it is the responsibility of the company to find a full day of work for you.

There are also non-union third party operators causing disruption inside union hotels. Some are having issues with the IRS, Liquor and Gaming Control, and the Metro Police Department. Wherever a third party operation exists, it is the responsibility of the “mother ship” or the hotel in which they operate to oversee that the operators of those specific venues are conducting business ethically and abiding by all rules, regulations, and laws set forth by the State of Nevada. In the event that the third party operator does something illegal and is caught, the “mother ship” or hotel in which it operates is ultimately the responsible party. For example, the spotlight has been on the non-union club (Prive’) located inside Planet Hollywood Hotel and Casino.