Collective Bargaining Agreement

EXHIBIT 10.20 COLLECTIVE BARGAINING AGREEMENT between HOTEL RAMADA OF NEVADA dba TROPICANA RESORT & CASINO and LOCAL JOINT EXECUTIVE BOARD OF
LAS VEGAS 2002 2007


TABLE OF CONTENTS ARTICLE 1: RECOGNITION AND CONTRACT COVERAGES 1 1.01. Recognition of the Union 1 1.02. Open and Excluded Classifications 1 ARTICLE 2: HIRING OF EMPLOYEES 2 2.01. Hiring Procedure 2 2.02. Employee Orientation 2 2.03. No Individual Contracts 3 ARTICLE 3: UNION SECURITY 3 3.01. Union Shop 3 3.02. Effect of State Laws 3 3.03. Check-Off 3 3.04. Indemnification 3 ARTICLE 4: UNION REPRESENTATIVES 4 4.01. 4 4.02. Union Stewards 4 4.03. Union Stewards Guidelines 4 4.04. Employee Information 5 ARTICLE 5: SALARIES AND WAGES 6 5.01. Weekly Payment 6 5.02. Gratuities 6 5.03. Terminated Employees 7 5.04. Delinquencies 7 5.05. Deductions and Donations 7 5.06. Superior Workmen 7 5.07. Combination Jobs 8 5.08. Equal Pay 8 5.09. Buffet Servers 8 ARTICLE 6: DISCIPLINE 8 6.01. Cause for Discharge 8 6.02. Warning Notices 9 6.03. Time of Discharge 10 6.04. Disciplinary Suspension 10 6.05. Mitigation of Damages 10 ARTICLE 7: REPORTING PAY 10 7.01. Reasons for Payment 10 7.02. Discharged Employees 10 7.03. Early Shift Release 11 Tropicana Resort & Casino i


ARTICLE 8: DISCRIMINATION AND LIE DETECTOR TESTS 11 8.01. Prohibited Discrimination 11 8.02. Lie Detector Tests Prohibited 11 8.03. Confessions Or Statements 11 8.04. Bondable Status 11 ARTICLE 9: WORK SHIFTS, WORKWEEK AND OVERTIME 11 9.01. Shift and Weekly Overtime 11 9.02. Days Off 12 9.03. Guaranteed Work 12 9.04. Single Shift 14 9.05. Split Shift 14 9.06. Posting 14 ARTICLE 10: RELIEF, STEADY EXTRA AND EXTRA EMPLOYEES 15 10.01. Regular Employee 15 10.02. Relief Employee 15 10.03. Extra Employee 15 10.04. Steady Extra Employee 15 10.05. Extra Work Premium 16 10.06. Steady Extra Board 16 10.07. Conditions Applicable to Steady Extra Board Personnel 16 10.08. Seasonal Cocktail Server and Bartender Assignments 17 ARTICLE 11: VACATIONS 18 11.01. Amount of Vacation 18 11.02. Breaks in Employment 18 11.03. Time of Taking Vacation 18 11.04. Vacation Pay 19 11.05. Prorated Vacations 19 ARTICLE 12: HOLIDAYS 20 12.01. Recognized Holidays 20 12.02. Holiday Pay 20 12.03. Failure to Report 20 12.04. Floating Holiday Eligibility 20 ARTICLE 13: LEAVE OF ABSENCE 21 13.01. Reasons for Leaves of Absence 21 13.02. Leaves Due to Industrial Illness or Injury 22 13.03. Leaves of Absence For Medical Disability Not Covered By the Family and Medical Leave Act (FMLA) 23 13.04. Relationship to Family and Medical Leave Act 23 13.05. Light Duty 25 13.06. 26 Tropicana Resort & Casino ii


ARTICLE 14: MEALS 26 14.01. Meals Furnished By Employer 26 14.02. Number of Meals 26 14.03. Pay for Meals Not Furnished 27 ARTICLE 15: UNIFORMS AND FACILITIES 27 15.01. Uniforms Furnished by Employer 27 15.02. Care of Uniforms and Clothing 28 15.03. Facilities for Employees 28 15.04. Theft 29 ARTICLE 16: MISCELLANEOUS 29 16.01. Clean-Up Work 29 16.02. Carrying Tables and Chairs 29 16.03. Duties of Guest Room Attendants, Porters and House Persons 29 16.04. Apprentice Bartenders 31 16.05. Mopping of Floors 32 16.06. Furnishing of Linen and Equipment 32 16.07. Room Service 32 16.08. Aprons, Boots and Hard Hats 32 16.09. Bartenders and Apprentice Bartenders 32 16.10. Union Buttons 33 16.11. Rotation of Stations 33 16.12. Change Persons 33 16.13. Break Periods 33 16.14. Bell Captains and Bellhops 33 16.15. Valets 34 16.16. Floor Coverings 34 16.17. Showroom Stations 34 16.18. Presentation of Checks 34 16.19. Notice by Employee 35 16.20. Knife Sharpening 35 16.21. Parking 35 16.22. Doorpersons 35 16.23. Baggage Handlers 35 16.24. Room Service Captains 35 16.25. Work Record 36 16.26. Prohibited Work 36 16.27. Group Deliveries 36 16.28. Bell Captains' Services 36 16.29. Required Service 36 16.30. Usher 37 16.31. Bell Classifications 37 16.32. Automatic Glass Washing Machines 37 Tropicana Resort & Casino iii


ARTICLE 17: BANQUETS 37 17.01. Definition 37 17.02. Service Charge 38 17.03. Regular Employees Working Banquets 38 17.04. Reporting Pay 39 17.05. Distribution of Gratuities 39 17.06. Cocktail Parties 40 17.07. Banquet Minimums and Limitations 40 17.08. Meals for Banquet Employees 41 17.09. Full Function 41 17.10. Teams 41 17.11. Setup and Breakdown 41 17.12. Bartenders 41 17.13. Banquet Training and Work 41 ARTICLE 18: SPECIAL EVENTS 42 18.01. Definition 42 18.02. Gratuities Payable for Special Events - Food and Beverage Service 42 18.03. Private Cocktail Receptions 43 18.04. Bellhop Service 44 18.05. Parties 44 18.06. Payment of Special Event Gratuities 45 18.07. Exception 45 18.08. Special Event Parties 45 18.09. Discount Coupons 45 ARTICLE 19: COMPLIMENTED GUESTS 45 19.01. 45 ARTICLE 20: SENIORITY 46 20.01. Probationary Period 46 20.02. Definition of Seniority 46 20.03. Layoffs and Recalls 46 20.04. Promotions and Preference for Shifts 48 20.05. Break in Continuous Service and Seniority 49 20.06. Notification 50 20.07. Transfers Between Hotels 50 20.08. Transfers Into Bargaining Unit 50 ARTICLE 21: GRIEVANCES AND ARBITRATION 50 21.01. Definition 50 21.02. Time Limit for Filing Grievance 50 21.03. Procedure for Adjusting Grievances 51 Tropicana Resort & Casino iv


ARTICLE 22: NO STRIKES - NO LOCKOUTS 52 22.01. No Strikes 52 22.02. No Lockouts 52 22.03. Picket Lines 52 22 04 Arbitration Awards 53 ARTICLE 23: MANAGEMENT RIGHTS AND RESPONSIBILITIES 53 23.01. Rights to Manage 53 23.02. Rules and Posting 53 ARTICLE 24: COURT APPEARANCE AND JURY DUTY 54 24.01. Court Appearance 54 24.02. Jury Duty 54 ARTICLE 25: HEALTH AND WELFARE 54 25.01. Amount of Contributions 55 25.02. Delinquent Contributions 55 25.03. Acceptance of Trust 55 ARTICLE 26: PENSIONS 55 26.01. Trust and Plan 55 26.02. Contributions 55 26.03. Acceptance of Trust 55 26.04. Delinquent Contributions 56 26.05. 401(k) Plan 56 ARTICLE 27: WAGES 56 27.01. Established Wages 56 27.02. Minimum Wages 56 27.03. 56 27.04. 57 ARTICLE 28: OWNERS AND SUCCESSORS 57 28.01. Ownership 57 28.02. Obligations on Employer Selling or Assigning 58 28.03. Obligations on Successor Employers 58 ARTICLE 29: SUBCONTRACTING AND SUBLEASING 58 29.01. 58 ARTICLE 30: INTRO OF NEW EQUIP. AFFECTING BARGAINING UNIT JOBS 58 30.01. 58 ARTICLE 31: LABOR-MANAGEMENT COOPERATION 59 31.01. 59 31.02. 59 Tropicana Resort & Casino v


ARTICLE 32: TRAINING PROGRAM 59 32.01. 59 ARTICLE 33: TERMINATION 61 33.01. 61 EXHIBIT 1 - 2002 WAGE SCALES 62 EXHIBIT 2 - CHECK-OFF AGREEMENT 66 EXHIBIT 3 - RE: SECTIONS 1.02(A) AND 1.02(B) 68 EXHIBIT 4 - RE: SECTION 6.01(B) 69 EXHIBIT 5 - RE: BELL CAPTAIN' S SERVICES 69 EXHIBIT 6 - RE: SECTION 20.04 69 EXHIBIT 7 - RE: USE OF HOST PERSONS 69 EXHIBIT 8 - RE: HEALTH AND WELFARE AND PENSION COVERAGE OPTION 70 EXHIBIT 9 - RE: AUTHORIZED PAYROLL DEDUCT POLITICAL CONTRIB 70 EXHIBIT 10 - RE: COMBINING JOB CLASSIFICATIONS 71 EXHIBIT 11 - RE: IMMIGRATION 71 MEMORANDUM OF AGREEMENT 72 MEMORANDUM OF AGREEMENT 74 SIDE LETTER #1 RE: BAGGAGE HANDLERS/DOOR PERSONS 75 SIDE LETTER #2 RE: POSTING OF STEADY EXTRA POSITIONS 76 SIDE LETTER #3 RE: ARTICLE 29 77 SIDE LETTER #4 RE: ARTICLE 29.01 78 LETTER OF UNDERSTANDING 79 Tropicana Resort & Casino vi


AGREEMENT THIS AGREEMENT is made and entered into as of the 1 st day of June, 2002 by and between HOTEL RAMADA OF NEVADA dba TROPICANA RESORT & CASINO (hereinafter called the " Employer" ) and its successors and assigns, and the LOCAL JOINT EXECUTIVE BOARD OF LAS VEGAS, for and on behalf of CULINARY WORKERS UNION, LOCAL NO. 226, and BARTENDERS UNION, LOCAL NO. 165 (hereinafter called the " Union" ). WITNESSETH: WHEREAS, pursuant to a valid reopening notice dated March 8, 2002, and served upon the Employer by the Union, the parties have, by negotiations and collective bargaining, reached complete agreement on wages, hours of work, working conditions and other related, negotiable subjects to be incorporated into a new Labor Agreement which shall supersede all previous verbal or written agreements in conflict with or modified by this Agreement applicable to the employees in the bargaining unit defined herein which may have existed between the Employer and the Union or between the predecessor of the Employer, if any, and the predecessor of the Union, if any.NOW, THEREFORE, in consideration of the foregoing, the execution of this Agreement and the full and faithful performance of the covenants, representations and warranties contained herein, it is mutually agreed as follows: ARTICLE 1: RECOGNITION AND CONTRACT COVERAGES 1.01. Recognition of the Union. The Employer recognizes the Union as the exclusive collective bargaining representative for the Employer' s employees employed at its facility as indicated in the first paragraph of this agreement, and excluding any persons working for the Employer at any other facility, including those located in Clark County, Laughlin or Reno, Nevada or any subsequently acquired property not organized by the Union, working under the Union' s jurisdiction and working in those job classifications listed in Exhibit 1, attached to and made a part of this Agreement. The Employer and the Union agree that all employees working in classifications listed in Exhibit 1 are properly within the bargaining unit. Any classification established by the Employer not listed in Exhibit 1, where all of the employees' duties are covered by this Agreement, shall be a part of this Agreement at a wage rate comparable to related job classifications. 1.02. Open and Excluded Classifications. (a) The classifications set forth below are included in the bargaining unit, but their wage scales shall be open, and they shall be covered only by Articles 11, 14, 15, 25 and 26 of this Agreement and, where applicable, those provisions dealing with gratuities. There shall be no split shifts for Specialty Room Chefs. The provisions of Article 21 may be invoked as to person employed in such classifications solely for the purpose of processing grievances limited to disputes or differences involving the meaning, interpretation, and/or application of the Articles

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specified above. This shall not preclude the Union from filing grievances under, other Articles for claimed violations of its rights. Banquet Captain Head Host Person Pastry Chef (one per Employer)Bell Captain Specialty Room Chef Porter Shift SupervisorHead Butcher Maitre d'Hotel Specialty Room Head Person (b) Non-bargaining unit employees shall perform no bargaining unit work except such occasional work as is reasonably connected with or incidental to the proper and orderly conduct of the hotel operations they are supervising. ARTICLE 2: HIRING OF EMPLOYEES 2.01. Hiring Procedure. Whenever the employer finds it necessary to hire new employees for those classifications covered by this Agreement, it may recruit and procure applicants from any source.At its sole option, the Employer may notify the Union who shall assist the Employer in obtaining applicants who meet the qualifications required by the Employer. When applicable, the Union' s selection of applicants for referral shall be on a nondiscriminatory basis, and shall not be based upon or in any way affected by membership in the Union or the Union' s bylaws, rules, regulations, constitutional provisions or any other aspects or obligations of Union membership, policies, or requirements, or upon an applicant' s race, color, religion, sex, age or national origin.The Employer shall be the sole judge of an applicant' s suitability, competence and qualifications to perform the work of any job to be filled. The Employer may accept or reject any applicant for employment in accordance with applicable laws.When the Employer considers applicants for employment who have not been referred to the Employer by the Union' s dispatch office, the Employer shall, in order to maintain a consistent and orderly process, advise such applicants that in order to obtain employment they must be dispatched by the Union' s dispatch office in accordance with the regular procedures of that office. The Employer may designate to the Union' s dispatch office, by name, the employees that shall be dispatched for available positions. The Employer agrees no employee will be hired or put to work without a referral slip from the Union' s Dispatch Office except in the case of an emergency. The Union' s referral service shall send applicants named by the Employer directly back to the Employer. Such applicants named by the Employer shall be processed by the Union' s referral service without any discrimination. Any applicant named by the Employer shall be permitted by the Union' s referral service to register in the same manner as others. If there are any problems with processing of applicants, the parties will review such problems and make such changes as may be necessary. 2.02. Employee Orientation. The Employer shall give the Union the option to participate in the Employer' s employee orientation process for new employees. Union representatives shall be allowed to either

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participate jointly or immediately subsequent to Employer representatives in giving new employees information about the Union, the collective bargaining agreement and the benefit programs under the agreement. In advance of each orientation meeting, the Employer shall provide the Union with a list of all new employees who will be involved in the orientation, including each employee' s name, social security, job title, department and Article 10 category. The Employer will not make any negative references to the Union during the Employer' s interviewing, hiring and orientation processes. The Employer shall not advise applicants or employees as to the need for or desirability of Union membership. 2.03. No Individual Contracts. No employee covered by this Agreement shall be compelled or allowed to enter into any individual contract or agreement with the Employer concerning conditions of employment, which varies the terms or conditions of employment contained in this Agreement. ARTICLE 3: UNION SECURITY 3.01. Union Shop. Subject to the provisions of the Labor Management Relations Act, 1947, as amended, it shall be a condition of their employment that all employees covered by this Agreement who are members of the Union in good standing on the date of execution of this Agreement shall remain members in good standing during the period of their employment at the Employer' s Clark County, Nevada establishment; and those who are not members of the Union on the date of execution of this Agreement shall, on the 30th day following execution of this Agreement, become and remain members of the Union while employed at the Employer' s Clark County, Nevada establishment. It shall also be a condition of employment hereunder that all employees covered by this Agreement shall, on or after the 30th day following the employee' s first employment by the Employer in classifications covered herein, become and remain members of the Union throughout the period of their employment with the Employer. 3.02. Effect of State Laws. Notwithstanding anything to the contrary therein, Section 3.01 shall not be applicable if all or any part thereof shall be in conflict with applicable law; provided, however, that if all or any part of Section 3.01 becomes permissible by virtue of a change in applicable law, whether by legislative or judicial action, the provisions of Section 3.01 held valid shall immediately apply. 3.03. Check-Off. The Check-Off Agreement and system heretofore entered into and established by the Employer and the Union for the check-off of Union dues by voluntary authorization, as set forth in Exhibit 2, attached to and made a part of this Agreement, shall be continued in effect for the term of this Agreement. 3.04. Indemnification. The Union will indemnify and save the Employer harmless against any and all claims, demands or other forms of liability which may arise out of, or by reason of, any action taken or not taken by the Employer, at the request of the Union, in accordance with the provisions of this Article.

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ARTICLE 4: UNION REPRESENTATIVES 4.01. Authorized representatives of the Union shall be permitted to visit the Employer' s establishment for the purpose of communicating with employees and supervisors regarding Union business and collecting Union dues, assessments and initiation fees. Such visits shall not interfere with the conduct of the Employer' s business or with the performance of work by employees during their working hours. Union representatives will be required to report to the designated office or Security and sign in and wear identification while on the premises of the Employer. 4.02. Union Stewards. The Union may select trained Union Stewards from among the employees. Union Stewards may act as Union representatives, or may assist Union representatives in proceedings under Article 21 of this Agreement (Grievance and Arbitration), and the discussion with the Employer' s designated representative of questions or concerns regarding the Employer' s work practices and procedures, provided that a designated Union official provides the Union Steward and the Employer' s designated representative with specific written authorization permitting the Union Steward to engage in such activity. The Steward shall not engage in the authorized activities described above on paid work time, unless the Employer' s designated representative provides specific authorization to the Union Steward. No employee shall participate in meetings, discussions or other activities with the Steward while the employee is on paid work time, unless the Employer' s designated representative agrees that the employee should attend on paid work time. Stewards engaged in activities authorized by the Union shall comply with the obligations imposed upon authorized Union representatives by Article 4 of this Agreement. 4.03. Union Stewards. In an effort to avoid problems for employees who also act in the capacity of Union Stewards, it is necessary to establish guidelines so that those employees adhere to the Employer' s rules and policies and still have the ability to fulfill their obligations as a Union Steward. The Union and the Employer therefore agree to the following guidelines:1. Before any employee can be recognized or function as a Union Steward, the Employer must receive from the Union an authorization letter appointing the employee as a Union Steward for the department in which the employee works and stating whether such Union Steward is permitted to engage in meetings. Such authorization may be general for various issues, meetings and/or grievances or specific to a particular issue(s), meeting(s) and/or grievance(s) but in all cases shall specifically state the scope of that Union Steward' s authority (for example whether the Steward can sign off on a settlement of a grievance) and the effective date and termination date of such authority.2. Only one (1) Union Steward appointed by the Union per shift per department in which bargaining unit employees are employed, but if a department is unusually large, the Union may select more than one (1). If the Employer asserts that there are too many Union Stewards, the parties agree to consult and discuss ways to limit the number.

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3. Employees acting as Union Stewards must obtain a proper photo ID badge, through the same procedure Union representatives obtain such badges, for off-duty use to enter the service area of the Employer' s facilities. All procedures relating to badges for Union representative shall apply equally to badges issued to Union Stewards. When not in use, I.D. badges will be maintained in the Security Office just inside the employee entrance.4. Employees acting as Union Stewards who conduct business while off duty must sign in at a location designated by the Employer and pick up I.D. badge to provide evidence that the individual is on the property as an agent of the Union and not as an employee, I.D. badges must be returned to the Security Office (where picked up) upon exiting the property.5. Employees appointed as Union Stewards may not engage in any of his/her steward' s duties or activities while he/she is on work time. An appointed Steward may engage in such activities while he or she is on authorized breaks or lunch periods. However, under no circumstances and at no time shall an appointed Steward engage in his/her steward' s activities with a co-worker who is on work time.6. Employees acting as Union Stewards may become involved in investigatory meetings with the Employer only when such meetings may reasonably lead to discipline of a co-worker and only if requested by the co-worker.7. Employees acting as Union Stewards requesting copies of documents or information regarding a co-worker must make such requests to the Human Resources office.8. Employees acting as Union Stewards must provide Human Resources with their regular work schedule and advise of any changes to their schedule.9. Employees acting as Union Steward must keep confidential any information obtained regarding co-workers' problems and/or discipline and not discuss such information with other employees who are not involved.10. Employees acting as Union Stewards must attend and successfully complete the Union' s shop steward training program. 4.04. Employee Information. To permit the Union to properly and efficiently carry out its responsibilities, the Employer shall provide the following information to the Union:(a) By the 10 th day of each month, a list of all employees hired into the bargaining unit during the preceding month, including each employee' s name, social security number, address, phone number, department, job title, hire date, Article 10 th category, sex and date of birth.(b) By the 10* day of each month, a list of all bargaining unit employees terminated and the reason therefor, placed on leave of absence or transferred out of the bargaining unit, and of all employees transferred into the bargaining unit, during the preceding month including each

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employee' s name, social security number, date of birth, and the date(s) of such personnel transactions, and the expected date of return for leaves of absence.(c) The reports described in subsections (a) and (b) shall be sent to the Union by fax, mail or via email.(d) The Employer shall furnish the Union with a quarterly list of all employees in the bargaining unit, including each employee' s name, Social Security number, department, job title, date of birth, date of hire and sex. This report shall be in computer-readable format electronic form in any one of the following media: 1. 3 1 / 2 diskette in Formatted Text (Space Delimited) format 2. CD ROM in Formatted Text (Space Delimited) format 3. ZIP Disk in Formatted Text (Space Delimited) format 4. Via e-mail transmission ARTICLE 5: SALARIES AND WAGES 5.01. Weekly Payment. Regular employees shall be paid weekly, provided that if the Employer' s practice in the past has been to pay semi-monthly or bi-weekly it may continue to do so. Paychecks (other than for employees in " open" classifications) must show the number of hours paid for in that pay period, broken down by straight-time and overtime hours. Records on the source and dates of gratuities included on paychecks shall be made available to the employees on request. 5.02. Gratuities. All gratuities left by customers are the property of the employees exclusively, and no Employer or department heads not covered by this Agreement shall take any part of such gratuities or credit the same in any manner toward the payment of an employee' s wages. Cash gratuities left by guests checking out of rooms shall be the property of Guest Room Attendants unless otherwise specified by the guest in writing. Except as provided otherwise in this Agreement, employees shall not be required to divide their gratuities with any other person(s) and they shall not be coerced or discriminated against to cause them to do so. The Employer shall not post or display notices restricting gratuities; provided, however, that where the Employer has special events, sales promotions or other functions where the price charged includes gratuities, the Employer may publish and distribute literature, brochures and tickets for same which contain a notice of statement that gratuities are included in such price, if such notice or statement specifies which classifications of employees receive the gratuities.Gratuities, regardless of the amount, signed by a registered hotel guest on that guest' s individual hotel checks, or by a registered hotel guest or other customer on the guest' s individual credit card, shall be paid to the employee in cash either after the end of the shift or immediately prior to the commencement of the employee' s next shift, provided that, in the case of gratuities signed on a hotel check, the employee must have followed the Employer' s established and published

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procedure for verifying that the person who signed for the gratuity is a registered hotel guest and is not exceeding his/her established credit limit.No employee shall solicit gratuities from other employees. 5.03. Terminated Employees. Whenever the Employer discharges an employee, the wage and compensation earned and unpaid at the time of discharge shall become due and payable within twenty-four (24) hours.Whenever an employee resigns or quits his employment, the wage and compensation earned and unpaid at the time of his resignation or quitting must be paid no later than: 1. The day on which he would have regularly been paid the wage or compensation; or 2. Seven days after he quits or resigns, whichever is earlier. 5.04. Delinquencies. If the Employer becomes delinquent in the payment of wages or is operating in receivership by the Board of Trade or a creditors' committee, or in the case of liquidation or bankruptcy, all salaries accrued become due and must be paid at once. In such cases, the Union reserves the right at any time to demand and receive daily payment of wages to all employees, provided that by mutual agreement of the Employer and the Union such wages due may be deposited in an approved escrow. 5.05. Deductions and Donations. (a) No employee shall be required to subscribe to any form of insurance or to make contributions or suffer any deductions from wages without written authorization of such employee, except as may be required by law.(b) There shall be no automatic cash deductions from an employee' s wages for any cash shortage until after consultation with the employee and the responsibility for the shortage has been established by the Employer; provided, however, that prior to any such deductions the employee may have the Union review the case with the Employer. When any said deduction is permitted under the preceding sentence, then, in no event shall the deduction be delayed beyond the latter of five (5) days or the next paycheck due after the employee is notified of the intent to deduct. The Employer shall notify an employee in writing immediately after its determination that a cash shortage exists for which it intends to deduct the shortage from the employee in accordance with the preceding sentence unless the matter is otherwise resolved.(c) So long as Food Servers observe the Employer' s published procedure governing walkouts, there will be no automatic cash deductions from employees' wages pending an investigation. 5.06. Superior Workmen. The wage scales in this Agreement are minimum scales and do not prohibit the Employer from paying higher wages. It is specifically agreed that the employees compensated at said higher

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wage rates may be returned to the scales published herein at the sole discretion of the Employer. Employees paid Superior Workmen rates shall have their wages increased by amounts of not less than the increases in the minimum wage scales as specified in Exhibit 1, attached to and made part of this Agreement, for the classifications in which they are employed. 5.07. Combination Jobs. (a) When an employee works in two or more classifications in any day, he/she shall be paid for that day at the rate of pay for the highest classification, provided that this shall not apply in cases of relief for meal or rest periods.(b) The Employer shall have the right to discuss with the Union, during the term of this Agreement, combining job classifications and the Union agrees to discuss and consider any job classification combinations proposed by the Employer. 5.08. Equal Pay. The wage scales set forth in Exhibit 1 shall apply equally to male and female employees covered by this Agreement. 5.09. Buffet Servers. The classification of " Buffet Server" is to be included within the Dining Room classifications found in Exhibit 1 - Wage Scales (6 and 8 hour shifts). Buffet Servers will normally be scheduled for six (6) or e ...