My bad, different situation where the Union got someone reinstated this week. As for the baccarat crew, I don't think they have contacted the Union as of yet.
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 cardmechanic |
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Member
Posts: 63 (05/10/08 04:19) |
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Vegas Born |
Union matter? | ||
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Member
Posts: 259 (05/11/08 04:27) |
Why should the union help these people anyway? Sounds like a screw up that you deserve to be fired for. How bad is a whole crew if they are charging
commisions on a player bet? I rather they be gone so I don't have to end up working with them later.
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horn hi |
The union | ||
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Member
Posts: 271 (05/11/08 09:41) |
"Why should the union help these people anyway? Sounds like a screw up that you deserve to be fired for. How bad is a whole crew if they are
charging commisions on a player bet? I rather they be gone so I don't have to end up working with them later."
If there is one thing about the union, it is that, it is good at letting poor employees keep their jobs. However, I agree that these employees should not have lost their jobs. I was joking about the letting the poor employees keep their jobs, although that does happen with unions. The reason these employees will keep their jobs if they contact they union is, if the Wynn has a policy in place that you have to be warned, then writen up, then given a final, and then fired, then the union will make the casino stick to that policy. I don't think the employees should get fired for making a mistake. Even if it was a large money mistake. |
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808bowler |
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Member
Posts: 48 (05/11/08 11:16) |
Union or not, those employees all should be fired. That whole fiasco caused them to lose a player they will never get back, and a player like that, is potentially lost revenue for the house. Not only that, it's lost tokes for the dealers as well. I think that has to be taken into consideration, regardless of policy it's one thing to make a mistake and be written up for it, but a mistake in the magnitude of this one, and the loss of a big player because of it, there should be no other reaction than termination of the crew and floor. |
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kenodave |
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Member
Posts: 530 (05/11/08 01:46) |
How do you differentiate between a minor and a major mistake? That, in itself, can be grounds for litigation. Wreaks of favoritism. The policy should read an
all or nothing. Subjectivity has no place where jobs are on the line. The employees involved should be subject to the same levels of disciplinary action as
someone who continually calls in. The only infraction that need not follow the disciplinary cycle should be stealing.
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808bowler |
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Member
Posts: 48 (05/11/08 02:28) |
how do you differentiate a minor or a major? How much more major do you want it to lose a player like that? That isn't major enough for you? These
companies invest tons of money in trying to get players into their casino's as well as keep the ones that they have. You say stealing is the only thing
someone should be up and fired for, but loss of a customer because of repeated mistakes like in this case is enough to justify termination in my view.
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Vegas Born |
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Member
Posts: 259 (05/11/08 04:00) |
In any case, union contract or no, there are minor and major infractions. You can't use one policy to cover all discipline as a blanket. A guy shows up
30 minutes late can get a verbal warning if its his first case. A dealer physically assaults another dealer in the break room doesn't get a verbal warning
if its his first case. It is always case by case in terms of punishment. Now levels of offenses can be described in the contract, but I'm pretty sure
consistent mispays on a high action game would fall into the harsh end.
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horn hi |
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Member
Posts: 271 (05/11/08 04:21) |
"how do you differentiate a minor or a major? How much more major do you want it to lose a player like that? That isn't major enough for you?
These companies invest tons of money in trying to get players into their casino's as well as keep the ones that they have. You say stealing is the only
thing someone should be up and fired for, but loss of a customer because of repeated mistakes like in this case is enough to justify termination in my
view."
If that is the case, do you fire everyone envolved, dealer, floor, pit supervisor, servelance, pencil and the asst shift etc... where do you stop and where do you start laying less blame. What if the base dealer not dealing to the player was speaking to the floor when it happened, and did not see it? Should they still get fired? "In any case, union contract or no, there are minor and major infractions. You can't use one policy to cover all discipline as a blanket. A guy shows up 30 minutes late can get a verbal warning if its his first case. A dealer physically assaults another dealer in the break room doesn't get a verbal warning if its his first case. It is always case by case in terms of punishment. Now levels of offenses can be described in the contract, but I'm pretty sure consistent mispays on a high action game would fall into the harsh end." I am not saying every case is not looked at on a case by case basis, but if this doesn't fall into the fire on the spot catagory then they should not be fired. Fighting, theft, things the casino can be sued over, these I can see, but not this case. |
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