PAP.9.4.080 Hiring Policy

It is the policy of the Gaming Enterprises to be an equal opportunity employer and to hire individuals solely upon the basis of their qualifications and the ability to perform assigned tasks. Unless otherwise provided in writing, employment is considered to be at-will pursuant to Section PAP.9.4.010 of this manual, so that either party may terminate the relationship at any time and for any lawful reason. Further, it is the hiring policy of the Gaming Enterprises to select team members with the qualifications that best meet the criteria for a specific job as described in the position descriptions. An applicant for any position with the Gaming Enterprises shall be required to verify qualifications, education and work experience. To promote advancement of team members within the organization, non-entry level open positions shall be first posted internally. At the discretion of the hiring manager, it can be posted externally simultaneously. Team members are encouraged to submit a transfer request and resume' if they are interested in a different position, even if no such position is currently posted.

(a) Supervisors and department heads who need to fill a vacant position or want to add a new position should submit an approved employment requisition to the Human Resource Director.

(b) The employer will fill job openings above entry level by promoting from within, if qualified internal applicants are available. In addition, the employer will give consideration to qualified individuals on layoff status before recruiting applicants from outside the organization.

(c) If candidates from within the Gaming Enterprises are to be considered for job openings, the Human Resources Department will post the openings in accordance with internal recruitment procedures.

(d) When candidates are considered for job openings, the following procedures must be followed:

(1) Any candidate for employment must fill out and sign an employment application.

(2) The Human Resources Department will consider requests for reasonable accommodation of disabilities and religious beliefs and will determine what, if any, accommodation will be made.

(3) The hiring Director/Manager will select applicants that they would like to interview by reviewing the applications on file. If the Human Resources Department determines that the applicant is eligible for hire, an interview will be arranged by the hiring department Director/Manager.

(4) The hiring Director/Manager has the responsibility to determine whether an applicant is qualified for the position. The final decision to hire an applicant shall be made by the hiring Director/Manager.

(5) Following a decision to hire the applicant, the hiring Director/Manager will make an offer of employment. The Human Resources Department will then make a determination as to whether the applicant has the legal right to work in the United States, Employment Eligibility Verification (Form I-9) and, where required, undertake personal reference checks.

(6) If the background, medical, or any other subsequent investigation discloses any misrepresentation on the application form or information indicating that the individual is not suited for employment with the Employer, the applicant will be refused employment or, if already employed, may be terminated.

(7) The Human Resources Department is responsible for orientation of new team members and the processing of their employment forms. The supervisor is responsible for any necessary job training, orientation and introductions to other staff.

(e) A member of a team member's immediate family will be considered for employment by the employer if the applicant possesses the qualifications for employment. Except as provided in Section PAP.9.4.090 of this manual, an immediate family member may not be hired if the employment would: create a direct supervisor/subordinate relationship with the family members or create an actual conflict of interest.

(f) Team members who marry or become members of the same household may continue employment provided that there is not: a direct, supervisor/subordinate relationship between the team members; or an actual conflict of interest. Should one of the above situations occur; except as provided in Section PAP.9.4.090 of this manual, the Gaming Enterprises will attempt to find a suitable and comparable position within the organization to where one of the affected team members may transfer.

(g) Former team members who leave the Gaming Enterprises in good standing may be considered for reemployment. Former team members who resigned without written notice or who were dismissed for disciplinary reasons may not be considered for reemployment for six (6) months. A former team member who is reemployed will be considered a new team member from the date of reemployment. Team members who retire may be eligible, in certain circumstances, to be considered for rehire.