DEAR MR. WYNN AND MR. PASCAL,

I AM WRITING TODAY TO BE CONSTRUCTIVE. WYNN LAS VEGAS IS AN INCREDIBLE PROPERTY. THE DETAILS, THE FINISH WORK, THE LAYOUT, THE AMENITIES, THE WYNN REPUTATION AND THE EMPLOYEES ARE ALL REASONS I GAVE UP MY SENIORITY AT ANOTHER PROPERTY TO BECOME PART OF WYNN LAS VEGAS.

IF YOU REALLY WANT THE BEST EMPLOYEES DOING THE BEST WORK FOR WYNN LAS VEGAS, MAKE IT THE BEST PLACE TO WORK: THE BEST PAY, THE BEST SCHEDULING/VACATION/SICK POLICIES, THE BEST MEDICAL, AND THE BEST WORK ENVIRONMENT. THEY WILL COME IN DROVES.

SADLY, SINCE OPENING I HAVE FOUND THE TABLE GAMES DEPARTMENT TO BE A DISAPPOINTMENT. I WANT TO WORK FOR A GREAT COMPANY WHERE EMPLOYEES AND MANAGEMENT ARE ALL PROUD TO BE EMPLOYED. SO, I AM OFFERING MY VIEW FROM THE FLOOR OF TABLE GAMES.

THE FOLLOWING WILL BE “THE FACTS” AS SEEN IN DAY TO DAY OPERATION BY AN EMPLOYEE, THAT BY GROUP, SPENDS ARGUABLY THE MOST FACE TO FACE TIME WITH OUR GUESTS.

COMMUNICATION IS ABHORABLE - THE TABLE GAMES DEPARTMENT IS NEARLY 1000 PEOPLE. NECESSARY INFORMATION AND POLICY CHANGES ARE TRANSMITTED BY WORD OF MOUTH AND RUMOR MORE OFTEN THAN BY WRITTEN, ACCESIBLE MEMO.

WE ARE NOT ON THE SAME PAGE - MOST OF US SEEM TO GET ALONG JUST GREAT ON THE FLOOR CONSIDERING THE MANY PROPERTIES AND MANAGEMENT STYLES WE COME FROM. HOWEVER, THERE IS A URGENT NEED TO HAVE ONE MANAGEMENT STYLE AND GENERAL PHILOSOPHY FOR COHESIVENESS. IT APPEARS THIS IN IN THE PROCESS.

LET THERE BE NO DOUBT - REGARDING THE DIRECT SUCCESS OF DEALER TIPS TO THE STEVE WYNN REPUTATION AND THE MASTERPIECE THAT IS WYNN LAS VEGAS. MR. WYNN HAS CREATED AN ATMOSPHERE THAT IS VERY CONDUSIVE TO THE TOP TIP ENVIRONMENT IN THE INDUSTRY.

SCHEDULING - THIS IS THE SINGLE MOST UPSETTING ASPECT OF BEING EMPLOYED AT WYNN LAS VEGAS AND THE MAIN REASON QUALIFIED SUPERVISORS CARE NOT TO APPLY AT WYNN. THE MAJORITY OF DEALERS AND SUPERVISORS SIMPLY CANNOT UNDERSTAND THE SCHEDULING NIGHTMARE. IT SEEMS OBVIOUS TO US THAT THERE IS PLENTY OF WORK, BUT A MAJOR SHORTFALL OF STAFF. AS AN INDUSTRY, WE EXPECT TO WORK EXTRA AND OVERTIME ON THE USUAL BUSY TIMES. STAFF HAS FELT OVERWORKED SINCE DAY ONE. RUMORS OF ADDITIONAL HIRES COME AND GO, BUT THE OVERALL PROBLEM STILL EXISTS. WE NEVER KNOW UNTIL THE LAST MINUTE WHAT OUR WEEKLY SHCEDULE WILL BE. SOME WORK OVER TEN DAYS IN A ROW, HAVE ONE DAY OFF AND WORK DOUBLE DIGIT DAYS AGAIN THE NEXT WEEK. ONE SUPERVISOR SAID HE/SHE HAD OVER 600 HOURS OF OVERTIME IN A TWELVE MONTH PERIOD. TABLE GAMES EMPLOYEES TRY TO ASK FOR TIME OFF IN AN APPROPIATE MANNER. SO OFTEN WAS THE CASE THAT REQUESTS WERE DENIED OR SIMPLY NOT EVEN ANSWERED. WE HAVE LIVES AND FAMILIES. IT FEELS THAT WYNN LAS VEGAS HAS LITTLE CONCERN FOR THAT. WHAT WE FEEL ON THE FLOOR IS OUR REALITY.

BROKEN PROMISES - I REMEMBER STEVE WYNN SAYING TO ME AND HUNDREDS OF OTHERS THAT HE WILL NEVER LAYOFF WORKERS. HE SAID THAT WAS IMPORTANT SO EMPLOYEES NEVER HAVE TO WORRY ABOUT LOSING THEIR JOB IN THAT MANNER AND CAN WORK HAPPY AND CONFIDENTLY. STEVE WYNN HAS NOT DONE THIS AND I APPLAUD HIM. OTHER PROMISES HAVE BEEN BROKEN AND THEY CAUSE EQUALLY HARMFUL DAMAGE.

FIRST, STEVE WYNN AND MARK SCHORR SAID DEALERS WOULD NOT HAVE ASSIGNED GAMES BEFORE WE OPENED, YET ABOUT A YEAR AFTER OPENING, WE ARE ON ASSIGNED GAMES. IF YOU DO NOT THINK THIS IS A ISSUE, ASK YOU STAFF. TO TAKE IT ONE STEP FURTHER, THE RIGHT PEOPLE ARE STILL NOT ON THE RIGHT GAMES. DEALERS AND FLOOR AT THIS LEVEL ARE SPECIALIZED. THE CUSTOMERS DESERVE THE BEST. GIVE IT TO THEM.

SECONDLY, YES, THE TIP SHARING POLICY. DEALERS AND FLOOR BOTH ACCEPTED THE OFFERS OF EMPLOYMENT FROM THE BEGINNING. I CAN SAY WITH CONFIDENCE THAT FLOOR SUPERVISORS AS A WHOLE DID NOT SUGGEST TO RECEIVE A PORTION OF THE DEALERS TIPS. SIMILARLY, DEALERS DID NOT WANT THIS. SO I ASK, WHY WAS THIS NEW TIP SHARING POLICY IMPLIMENTED AND WHO REALLY WANTED IT? HOW DOES MANAGEMENT ERASE THE DEALER TIP POLICES(TOKE BYLAWS) THAT SAY EMPLOYEES MUST VOTE TO CHANGE TIP ARRANGEMENTS AND REWRITE THEM WITHOUT ANY INPUT FROM THE EMPLOYEES AFFECTED? IF YOUR FLOOR SUPERVISORS DESERVE HIGHER PAY, THEN PAY THEM. FLOOR SUPERVISORS GET THREE RAISES: ONE IS AN APPROXIMATELY 10% PAT RAISE; TWO IS OVERTIME AND HOLIDAY PAY; THREE IS AN APPROXIMATELY 50% RAISE FROM DEALER TOKES. AS OF THIS WRITING, TEAM LEADS ARE COLLECTING ALL OF THESE UP FRONT AND THEY ARE NOT YET IN THE POSITION FOR WHICH THE NEW PAY SCALE WAS CREATED. DEALERS, HOWEVER, HAVE AN IMMEADIATE REDUCTION FROM THEIR OWN TIPS AND ONLY THE POTENTIAL OF BONUS AT SOME TIME. MAKE WYNN LAS VEGAS THE BEST IN EVERY CATEGORY.

MR. WYNN SAID THAT THE BUILDING WAS ONLY BRICKS AND MORTOR. THE PEOPLE THAT RUN IT DAY TO DAY ARE THE ONES THAT WILL DETERMINE WHAT KIND OF PROPERTY WYNN LAS VEGAS IS TO BECOME. EMPLOYEES IN TABLE GAMES FEEL SLIGHTED, UNIMPORTANT AND EVEN DISRESPECTED. YOUR IMMEADIATE ATTENTION IS REQUIRED. THERE IS STILL TIME MEND THE WOUNDS. LET US ALL DO THIS AS THE TEAM MANAGEMENTS SAYS WE SHOULD BE.

WITH RESPECT,

ONE DEALER

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THE FACTS

DEALERS AGREED AS A PEER GROUP AND A CONDITION OF EMPLOYMENT TO THE POLICY OF “DEALERS TOKES” IN THE WYNN EMPLOYEE MANUAL.

WYNN LAS VEGAS IS TAKING DEALER TOKES FROM THEIR TOKE PAYROLL ACCOUNT WITHOUT PERMISSION, AGREEMENT, OR VOTE. DEALERS PAY INCOME TAX AND SOCIAL SECURITY TAX ON EVERY PENNY OF TOKES THEY EARN. TAKNIG TOKES, NO MATTER WHAT THE REASON, VIOLATES NRS 608.160. THESE TOKES ARE NOT PAID OR FUNDED BY WYNN LAS VEGAS.

THIS IS STEALING/ROBBERY OF A PAYROLL ACOUNT.

AN IMMEADIATE INJUNCTION MUST BE APPROVED TO FREEZE THIS ACTION UNTIL THE VALIDITY OF WYNN LAS VEGAS’ ACTION CAN BE DETRMINED.

THE FAIR LABOR STANDARDS ACTS SAYS:

If you work in a job where you "customarily and regularly" make more than $30 per month in tips, then under federal law you are considered a tipped employee and subject to special laws on minimum wage and overtime pay. Many states also have special laws for tipped employees, and some may have different standards for qualification as a tipped employee than the federal standard. For additional information about laws in your state, see DOL Minimum Wages for Tipped Employees page.

Even though the FLSA requires that an employee must retain all tips, tip splitting or pooling arrangements among employees who customarily and regularly receive tips, such as waiters, waitresses, bellhops, counter personnel (who serve customers), busboys/girls and service bartenders are legally allowed. However, tipped employees may not be forced to share their tips with employees who have not customarily and regularly participated in tip pooling arrangements, such as dishwashers, cooks, chefs, and janitors, defined by whether employees usually share in tips in a similar type restaurant in your area.

Only those tips that are in excess of tips used for the tip credit may be taken for a pool. Tipped employees cannot be required to contribute a greater percentage of their tips than is customary and reasonable.

FLOOR SUPERVISORS DO NOT RECEIVE $30 OR MORE OF TOKES IN A MONTH. THEY CLEARLY HAVE NOT CUSTOMARILY AND REGULARLY PARTICIPATED IN TIP POOLING ARRANGEMENTS.