Atlantic City Police Department stays out of union crew's path during march
Vowing that "We are Going to Shut This Town Down," local AFL-CIO leader Roy Foster told a crowd of thousands at Saturday's union rally that they weren't going to march down the Boardwalk, as was previously announced. Instead, they were going to march straight down the center of Atlantic City along Pacific Avenue - a street the organizers did not have a permit to use.
Afterward, Foster and Atlantic City Mayor Scott Evans said they'd do it all again, once every month, until employees at four casinos see progress in their negotiations with management.
"Let's get ready to rumble," said Foster, president
of the Atlantic-Cape May County AFL-CIO Central Labor Council, as he announced the new route
for the march. "I say today it's an eye for an eye."
NO Surrender NO Retreat !
Las Vegas Casino Security Professionals United!
SPFPA Files Objections To The Election Against MGM Mirage subsidiary Mandalay Bay held on Friday the 13th with the NLRB.
Did MGM Mirage Really
Think it was Over?
Employment Agreements MGM Mirage Inc.
Employment Agreement - MGM Grand Inc. and J. Terrence Lanni (Feb 21, 2000)
Employment Agreement - MGM Grand Inc. and James J. Murren (Jun 1, 2000)
Employment Agreement - MGM Grand Inc. and Daniel M. Wade (Jun 1, 2000)
Employment Agreement - MGM Grand Inc. and Gary N. Jacobs (Jun 1, 2000)
Employment Agreement - MGM Grand Inc. and John T. Redmond (Jun 1, 2000)
Bylaws - MGM Mirage Inc. (Jan 1, 2001)
Deferred Compensation Plan - MGM Mirage Inc. (Jan 1, 2001)
Detroit Casino Development Agreement - City of Detroit, Economic Development
Corp. of the City of Detroit and MGM Grand Detroit LLC (Apr 9, 1998)
Joint Venture Agreement of Marina District Development Co. - MAC Corp., Mirage Resorts Inc., Boyd Atlantic City Inc. and Boyd Gaming Corp. (Aug 31, 2000)
Loan Agreement - MGM Grand Inc., MGM Grand Atlantic City Inc., MGM Grand Detroit LLC, Banks, Sydication Agent, Documentation Agents, Co-Documentation Agents, Bank of America NA, and Banc of America Securities LLC (Apr 10, 2000)
Offer to Exchange New Options for Outstanding Options - MGM Mirage Inc. (Nov 13, 2001)
Stock Purchase Agreement - MGM Grand Inc. and Purchasers (Apr 14, 2000)
Supplemental Executive Retirement Plan - MGM Mirage Inc. (Jan 1, 2001)
MGM MIRAGE
Insider Transactions
Insider & Restricted Shareholder Transactions reported over the last two years
MGM MIRAGE
Subsidiaries and Union-Busting Consultants
Under Investigation by The Department
Of Labor
For Failing to File Their LM-10 and
LM-2O Reports as Required by LAW
NLRB Postpones Luxor Election After SPFPA Files Charges against MGM Mirage subsidiary Ramparts Inc for Threating to Takeaway
Regular Scheduled Raises if the Casino Security Officers working voted YES for Union Representation as well as other charges
Press Above to see Unfair Labor Charge Document
Based on the Above LUXOR is NOW Under Investigation by Federal Authorities NLRB
LUXOR Management Caught RED HANDED!
Just when you thought You Seen Every Dirty Trick in the Book, Luxor Security Manager David Skelton, Gets Caught Red Handed assisting Luxor employees in the drafting of a petition against SPFPA.
On or about May 29, 2008 the Employer through its agents including but not limited to Security Manager David Skelton encouraged and assisted employees to draft and circulate a petition against SPFPA. Security Manager Skelton and other Security Department supervisors assisted in creating the language of the petition, permitted unit employees to craft the petition while on duty, permitted unit employees to use Employer computers and/or copies to create the petition and otherwise assisted in the creation and distribution of the petition.
SPFPA Attorneys have already Taken Legal Action Against Luxor management by filing an Unfair Labor Charges with the NLRB for Encouraging and Assisting employees to draft a petition against SPFPA
AFL-CIO Endorses Obama for President
Thu, Jun 26, 2008
The AFL-CIO has endorsed Barack Obama for president, uniting the nation's 15 million union workers behind the presumed Democratic candidate.
The long-expected announcement was made Thursday after an unanimous vote by the labor federation's 56 unions.
The endorsement by the nation's largest labor organization was inevitable after Obama's primary rival, Sen. Hillary Rodham Clinton of New York, endorsed the Illinois senator. The AFL-CIO's chief rival, the Change to Win labor federation, already has endorsed Obama.
The AFL-CIO already has been campaigning against Republican nominee-in-waiting John McCain. The federation will now use its $200 million in campaign money to also promote Obama's candidacy to its 10.5 million members.
Employee Free Choice Act
JPMorgan DOWNGRADES MGM Mirage to 'Neutral,' sees significantly lower visitation for Las Vegas Strip 6/26/08
Uncowed casino exec Sues
ex-employer, WINS
MGM Mirage Ordered To Pay CFO it fired $4.5 million in Wrongful Termination Case 6/18/08
Lanni proposes Payroll Tax Hike
Lanni Steps Down from Gaming Lobby’s Board 6/19/08
Layoffs not driven by downturn, casino says
MGM Mirage official says JOB CUTS are a Planned Part of Corporate Restructure
4/16/08
LABOR UNION NEWS
NLRB To Rule Soon on Luxor
Unfair Labor Charges
Casino Stocks Take a Bath
MGM Mirage shares Fell another
6 percent today, hitting a new
three-year low. 6/27/08
OPEN LETTER
J. Terrence Lanni,
President Chairman & CEO
MGM Mirage
J. Terrence Lanni, President
Chairman & CEO
MGM Mirage
3950 Las Vegas Boulevard South
Las Vegas, NV 89119
Fax 702 – 632 - 7179
Re: WAGE INCREASE
June 8, 2008
Dear Mr. Lanni:
It is our understanding that earlier this week MGM/Mirage announced that it was granting a 3% across the board wage increase to security officers at its various Las Vegas properties with the exception of Mandalay Bay, Luxor and Mirage in which the SPFPA will be filing a petition with the National Labor Relations Board (NLRB) to represent these officers on Friday the 13th as well as several other MGM Mirage and other Las Vegas casinos. I understand that management at Mandalay Bay and Luxor are telling unit employees that they are not receiving the wage increase due to the Union’s filing of Representation Petitions with the NLRB.
Please take notice that the SPFPA does not object to the payment to Mandalay Bay, Luxor and Mirage security employees of the same across the board wage increase being giving to security officers at the other Las Vegas MGM/Mirage properties.
Please contact me if you have any questions. I can be reached at 646-567-6454.
Respectfully
____________________
Steve Maritas
SPFPA International Organizing Director
cc: Paul A Ades, General Counsel for MGM Mirage Labor and Employment 702-862-1698
MGM Mirage Casino Security Professionals working at all 10 MGM Mirage Casinos
TWU Local 721 Dealers Union
OPEN LETTER
Chuck Bowling,
Executive Vice President Mandalay Bay
Resort & Casino
Re: Wages, Benefits and other Working Conditions at Mandalay Bay
June 28, 2008
Chuck Bowling, Executive Vice President
Mandalay Bay
3950 Las Vegas Boulevard South
Las Vegas, NV 89119
Dear Mr. Bowling:
It has come to my attention that both MGM Mirage and Mandalay Bay are now taking the position that your company is prohibited from giving to the Casino Security Professionals working at Mandalay Bay, Wage Increases, Employer Paid 401 (k) Benefits, Sick Days, Better Health Insurance and other working conditions of employment as promised by Mandalay Bay management during the campaign "because your hands are tied" due to the fact that the UNION, SPFPA has filed objections to the election held on Friday the 13th.
Please be advised this is the furthest thing from the Truth!
In my letter to J. Terrence Lanni, President Chairman & CEO MGM Mirage, dated June 8. 2008, (see below) I personally stated to Mr. Lanni that the SPFPA does NOT object to the payment to Mandalay Bay, Luxor and Mirage security employees of the same across the board wage increase being giving to security officers at the other Las Vegas MGM/Mirage properties. From my understanding these wage increases were paid to the Casino Security Professionals working at the Excalibur, New York, New York,Treasure Island and PROMISED to MGM Grand, which should receive them sometime in July.
While we all know that these wage increases were only given to the above casinos because of the UNIONS ongoing organizing activities and your attempt to try to STOP it from spreading any further, the UNION SPFPA gladly takes credit for these increases and we welcome any additional wage increases to the remaining MGM Mirage casinos, in particular, Mandalay Bay, Luxor and Mirage who will be voting on UNION representation on July 18, 2008.
Furthermore as to the many other benefits you promised and/or the union is seeking to obtain on behalf of Casino Security Professionals working at Mandalay Bay, such as Yearly Wage Increases, Employer Paid 401 (k) Benefits, Sick Days, Better Health Insurance,
Job Security, Additional Vacation and Holiday Pay, a Grievance and Arbitration Procedure, a Wriiten Contract and other working conditions of employment, be advised that the SPFPA and a UNION committee made up of Mandalay Bay Casino Security Professionals are willing to sit down and negotiate the above benefits immediately. Any Day, Any Night, Any Weekend or Any Place of your choosing, while the pending objections to the election are being investigated by the Federal government.
If you should decide to meet with the UNION, SPFPA as a spokesperson and not as a collective bargaining agent, since we are not officially certified as the exclusive bargaining agent at such time, the UNION, SPFPA will NOT file any unfair labor charges with the NLRB in regards to the above wages, benefits and working conditions we may negotiate.
The other solution which would alleviate your problem is to immediately recognize the UNION, SPFPA through a card check, just like you do with the Culinary UNION. The UNION, SPFPA is willing and prepared to present to a third party arbitrator of your choosing, our majority status to verify the names, addresses and signatures of those who signed SPFPA membership cards in support of UNIONIZATION.
In conclusion, we have offered you and your company MGM Mirage and their subsidiary Mandalay Bay many options and solutions to your problems, you can no longer blame the UNION, SPFPA, if YOU FAIL to live up to your many UNKEPT Promises!
Please contact me in writing as to which position you will be taking, so we can post it on our website to varify the TRUTH.
THE BALL IS IN YOUR COURT NOW! Are you and your company going to negotiate with the UNION, SPFPA and our Mandalay Bay bargaining committee or are you going to Continue to LIE to your officers by Blaming it on the UNION?
Fighting for a Better Tomorrow for all Casino Security Professionals
____________________
Steve Maritas
SPFPA International Organizing Director
cc: J. Terrence Lanni, President Chairman & CEO MGM Mirage
Bill Hornbuckle Mandalay Bay President and COO
Paul A Ades, General Counsel for MGM Mirage Labor and Employment 702-862-1698
MGM Mirage Casino Security Professionals working at all 10 MGM Mirage Casinos
TWU Local 721 Dealers Union
SPFPA A NAME YOU CAN TRUST!
A STRONG UNION WHO IS WILLING TO FIGHT AGAINST INJUSTICES BY THE BILLION DOLLAR CORPORATIONS!
NO SURRENDER!
NO RETREAT!
RIO DEALERS UNION VOTE SCHEDULED!!
When: SATURDAY,
JULY 12, 2008
Press Here to view website
TWU Las Vegas Dealers Local 721 Rio Forum
Press Here to see whats going on their. You will See the Union- Busting Tactics are the Same as MGM Mirage!
SPFPA Organizing Director Steve Maritas in Green Shirt Leads The Charge at the UAW Atlantic City Rally Stopping at the Front Entrance of Tropicana Hotel and Casino.
SPFPA is presently organizing Atlantic City
WHAT WE ARE FIGHTING FOR
JOB SECURITY
10 MGM Mirage Properties
One Wage Rate
Same Benefits
HIGHER PAY
YEARLY INCREASES
COMPANY PAID
RETIREMENT
& HEALTH BENEFITS
SICK DAYS
SENIORITY RIGHTS
Better Working Conditions
BETTER TRAINING
Grievance and
Arbitration Clause against Unjust Firings
A WRITTEN UNION CONTRACT
A STRONG VOICE
RESPECT
Chuck Bowling
Steve
Maritas
Click here to add text.
JOIN THE FIGHT
Sign a SPFPA Membership Card
Attend our Meetings
Spread the Word about Our Citywide Campaign and Website
Educate Yourself on
Your Rights!
Weingarten Rights
In 1975 the United States Supreme Court, in the case of NLRB v. J. Weingarten, Inc., 420 U.S. 251 (1975), upheld a NLRB decision that employees have a right to union representation at investigatory interviews. These rights have become known as the Weingarten Rights.
During an investigatory interview, the Supreme Court ruled that the following rules apply:
RULE 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.
RULE 2: After the employee makes the request, the employer must choose from among three options. The Employer must either: grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee; deny the request and end the interview immediately; or give the employee a choice of having the interview without representation or ending the interview.
RULE 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.
In July 2000, the National Labor Relations Board under the Clinton administration extended the Weingarten Rights to employees at nonunionized workplaces.
On June 15, 2004, the NLRB effectively reversed the previous ruling by a three to two vote.
RIGHTS OF EMPLOYEES
UNDER THE NATIONAL LABOR RELATIONS ACT
Sec. 7. [§ 157.] Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 8(a)(3) [section 158(a)(3) of this title].
Sen. Brown on the Employee Free Choice Act
UNFAIR LABOR PRACTICES
Sec. 8. [§ 158.] (a) [Unfair labor practices by employer] It shall be an unfair labor practice for an employer--
(1) to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7 [section 157 of this title];
(5) to refuse to bargain collectively with the representatives of his employees, subject to the provisions of section 9(a) [section 159(a) of this title].
REPRESENTATIVES AND ELECTIONS
Sec. 9 [§ 159.] (a) [Exclusive representatives; employees' adjustment of grievances directly with employer] Representatives designated or selected for the purposes of collective bargaining by the majority of the employees in a unit appropriate for such purposes, shall be the exclusive representatives of all the employees in such unit for the purposes of collective bargaining in respect to rates of pay, wages, hours of employment, or other conditions of employment: Provided, That any individual employee or a group of employees shall have the right at any time to present grievances to their employer and to have such grievances adjusted, without the intervention of the bargaining representative, as long as the adjustment is not inconsistent with the terms of a collective- bargaining contract or agreement then in effect: Provided further, That the bargaining representative has been given opportunity to be present at such adjustment.
(b) [Determination of bargaining unit by Board] The Board shall decide in each case whether, in order to assure to employees the fullest freedom in exercising the rights guaranteed by this Act [subchapter], the unit appropriate for the purposes of collective bargaining shall be the employer unit, craft unit, plant unit, or subdivision thereof: Provided, That the Board shall not (1) decide that any unit is appropriate for such purposes if such unit includes both professional employees and employees who are not professional employees unless a majority of such professional employees vote for inclusion in such unit; or (2) decide that any craft unit is inappropriate for such purposes on the ground that a different unit has been established by a prior Board determination, unless a majority of the employees in the proposed craft unit votes against separate representation or (3) decide that any unit is appropriate for such purposes if it includes, together with other employees, any individual employed as a guard to enforce against employees and other persons rules to protect property of the employer or to protect the safety of persons on the employer's premises; but
Sec. 9 (b) (3) of the NLRA
no labor organization shall be certified as the representative of employees in a bargaining unit of guards if such organization admits to membership, or is affiliated directly or indirectly with an organization which admits to membership, employees other than guards.
What does Section 9 (b) (3) mean to Casino Security Professionals?
Under Labor Law if you work as a Casino Security Professional YOU can only be Represented by a Legitimate Certifiable 9 (b) (3) Security Union like the SPFPA.
SPFPA is also the Only 9 (b) (3) Security Union in the United States Today which Represents Casino Security Professionals. Presently SPFPA Represents all three Detroit Casinos: MGM Grand Detroit, Motor City Casino and Greektown Casino. In Addition SPFPA Represents Bally's Casino in Atlantic City as well as Several other casinos in Reno and other parts of the United States.
To date there are Less than 10 Legitimate Certifiable 9 (b) (3) Security Unions in the World Today. The SPFPA is the Oldest, Largest, Fastest Growing and the most Financially Stable 9 (b) (3) UNION in the World Today, with over 60 years Experience Specializing in the Representation of Security Police Professionals in all areas and security industries.
Steve Maritas
SPFPA Organizing
Director
MGM Mirage Should
RESPECT YOUR RIGHT TO
ORGANIZE WITHOUT ANY RETALIATION OR UNION - BUSTING TACTICS
>
House Speaker Nancy Pelosi supports passing the Employee Free Choice Act to make it easier for workers to join unions Press here for story.
To get ahead economically, working people need the freedom to choose for themselves whether to join together in unions to bargain for better wages and benefits. But the current system for forming unions and bargaining is broken. Corporations routinely intimidate, harass, coerce and even fire workers for trying. As a result, good jobs are vanishing and health care coverage and retirement security are slipping out of reach.
The Employee Free Choice Act would change that by restoring workers’ freedom to form unions and bargain—without management interference. The legislation would strengthen penalties for companies that coerce or intimidate workers, establish mediation and binding arbitration when the employer and workers cannot agree on a first contract and enable workers to form unions when a majority signs union authorization cards.
Read the text of the Employee Free Choice Act (H.R. 800).
Download a summary of the bill (PDF).
CO-SPONSORS OF THE EMPLOYEE FREE CHOICE ACT
House OKs bill making it easier to form a union
Debate Begins in the Senate on Employee Free Choice Act
Governors in support of the Employee Free Choice Act
