The Central Issue

     We have no real voice about changes that directly affect our lives and those around us. At the heart of our Union drive is concern about statements taken straight out of our Employee Handbook’s “Acknowledgement.”

I understand that nothing contained in the Handbook is intended to create a contract of either employment or benefits. I also understand that I am employed at will. I understand that I have the right to separate my employment at any time, and the company has the same right, with or without cause.

I understand this Handbook represents only current policies, procedures, regulations and benefits, and that the company may make changes in them from time to time.

     The above statements, although seemingly quite standard material, have led to the abuse of power in Harrah’s quest for greater quarterly profits, even when it is at our expense. We need a say in the workplace. We need the terms of our employment to disallow for our employer to, at whim, make changes to policy which affect us without our consent. We need better treatment from our employer, and we need a good Contract.

     Except for those of us who came out of the last couple of dealer schools, we were all hired into better situations than what exists today. We did not agree to the changes that have been made, and they have diminished both our job satisfaction and expectations of our employer.

We Determine Our Issues

     Take these issues as a start, generated by a minority of Dealers.  They are not complete, nor do they necessarily reflect everybody's opinion.  Like Caesars Palace Dealers, ALL DEALERS will have the opportunity to tell TWU what we want in our Contract after we vote in our Union.  First we must submit our Authorization Cards,  then we must VOTE YES!

To see the Caesars Palace Dealers/TWU survey - click here!

The issues that follow are up to us to pursue...or you may have your own not listed...that is why we are SURVEYED for our Contract!       You may see the Caesars Palace Dealers online survey by clicking above...Pink Toilet Seats, what's that about?

Main Issues

     It is all over this website, but it cannot be stressed enough.  This is an enormous corporate money grab, and Harrah's has made no guarantee they will not implement it here.

     This issue will be effectively neutralized as soon as we petition for a vote.  Harrah's will not be able to impose any more of its cost-cutting policies on us without our consent.  Wynn Dealers are, right now, fighting to get their tokes back.  Contrary to what our executives told us, Steve Wynn never tried to give up his policy.  Harrah's has never made a legally binding guarantee that they would not implement the same policy.  The Nevada Supreme Court's decision is the only thing standing in the way of Harrah's out-of-town executives implementing Steve Wynn's toke policy.

     The Wynn toke policy was devised and implemented from the top by Steve Wynn, the CEO.  Department Managers and other Management had NO SAY in the issue!  Gary Loveman has the same authority over all of our "representatives."  If he decides that the entire corporation is to seize Dealer tokes, there is NOTHING that either our Director of Table Games or Regional President can do to stop it!

     We can effectively eliminate this issue once we have enough cards submitted.  We need more cards!

Wages and Retirement

     Protecting and improving our earnings are crucial.  We first need to secure our biggest source of income, tokes.  We also need to secure our current wage/retirement situation and do what we can to improve it.  Without a Union, it has become obvious that nothing long-term will be done to improve our situation.  Remember that our wage increase did not come about until this website went online.  We can "lock in" the wage increase with our petition.  Without a Union, Management can turn around and take back whatever it desires.

Medical Insurance

Job Security

     What employee would not want better security in their job situation?  These are issues that relate to keeping our insurance, tokes, jobs, and reducing double standards of Management. 

Working Conditions

     Among other at-work issues, nowhere else in Nevada are Dealers forced to work as long between breaks as here in Tahoe.  As Union workers, we will have a greater say in the conditions under which we work.  We will also have power to prevent things from getting worse.

Time Off

Management's Misdirection

     Two of the previous issues have been combined under "Union Busting," which include "Turning the Tables" and "EOS Surveys."  Management would much rather have us bickering amongst ourselves and "communicating" our issues than joining together to do what we can to improve our collective work situation. 

     By "communicating" our issues, Management's idea does not appear to focus on getting things done, but to both provide a vent for our complaints, and also to know who is saying what about the company.  We have been "communicating" our issue about hour-twenties for more than three years, and nothing has been done to remedy the situation.   

They're called "smaller issues" for a reason.  Only read these if you have time to kill.