🍒 TGO TEAM MEMBER HANDBOOK

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The decision to transfer a Team Member may be based upon job performance, including but not limited to, performance evaluations, attendance records, history of corrective action, and completion of training programs. Team Members transferred must meet all job qualifications, as stated in the current job description, for the position they are being transferred to. Tribal Preference will also apply when applicable. Nothing in this policy shall be construed to limit the power and authority of the Tulalip Board of Directors to take actions with regard to the structure of the workforce. It is designed to acquaint you with TGO policies as quickly as possible. If a Team Member is dismissed from employment, after signing a Conditional Rehire Agreement, the Team Member shall not be considered for employment with the TGO for at least a six 6 month period after dismissal. The line of communication should always be followed, when dealing with challenges and concerns relating to Team Members and Supervisors. Treating each individual with care, dignity, fairness, respect and recognition. Every September 1, the Human Resources Director will submit proposed revisions or additions to this Handbook. A promoted Team Member shall be paid the hiring rate for that position, or a rate of pay in the new pay range which is higher than they are presently earning. The TGO will advise you of changes, additions or deletions in policies and procedures covered in this Handbook. Executive Management will refer you through the proper process to handle specific issues as necessary. This may occur when regulatory requirements provide for minimum staffing on a shift, or when a vacant position must be filled immediately. The following procedures provide for the filling of regular position openings, and have been developed to encourage and support career advancement of TGO Team Members. All Team Members transferred are required to successfully complete a probationary period as defined in this policy manual in order to assess their suitability for the position. Temporary Team Members are not eligible for benefits and do not have recourse to the appeal process. To be considered for promotion, a Team Member must meet the job description requirements for the position. On-call Team Members may be dismissed at any time for cause, if the Team Member is repeatedly unavailable to work as needed, or if their employment is no longer needed. They may assist you in areas such as: Team Member performance issues, corrective action matters, problem resolution, mediation, appeals, interpreting, advising, and implementing Human Resources Policy and Procedures, attendance, Team Member Assistance Program referrals and assistance, and QML. Nothing in this Handbook, or in any revision or supplement, shall constitute or be considered a contract of employment or guarantee of individual employment for any length or period of time. A Team Member dual rated into another position shall be paid for that position in accordance with the following criteria:. This Team Member Handbook is provided for your use as a reference and summary of some general information, Human Resources policies, work rules and benefits applicable to you as a Team Member of the TGO. A transferred Team Member will be paid at a rate of pay in the pay range for the new position. Current regular Team Members accepting a new position will be required to successfully complete a probationary period of sixty 60 calendar days, beginning with the Team Members first scheduled day of work in the new position. Unless otherwise specified in writing, your employment and compensation can be terminated at any time, with cause, subject to your right to appeal as set forth in these policies. When updates are circulated, you should add them to your original copy. All Team Members offered a position under this policy will be required to successfully complete a probationary period as defined in this Handbook in order to assess their suitability for the position. Team Members placed into regular status from an on-call status will be required to complete a ninety 90 day probationary period. These Team Members do not receive overtime pay and are paid on a salary basis. Providing you with competitive wages, benefits and excellent working conditions;. Such individuals shall not be eligible for the benefits described in this policy.

As a result, the Tulalip Gaming Operation is dedicated to:. When necessary, the TGO may dual rate a current Team Member to fill another position on a temporary basis. However, Management of the TGO, under the direction of the Board of Directors, retains the right at all times to make the final determination as to its meaning or application.

Any break in continuous employment, not including authorized leaves, shall nullify any right under this subsection.

Exempt Team Members are required to work during business hours or hours they are assigned and adhere to the leave policies and procedures outlined in this Handbook. Such contracted Team Members shall not receive any of the benefits granted to or received by the Team Members of the organization unless specifically provided for in their written contract. If a Team Member from the Tulalip Tribes, or any entity, organized, established, or chartered by the Tulalip Tribes, accepts a position with the TGO, their anniversary date shall remain their initial date of hire with the Tribes, provided the Team Member is continuously employed with the Tulalip Tribes. Temporary Team Members may be dismissed at any time for cause, or if their employment is no longer needed. Team Members detailed for a period of 6 months or longer may be placed into the detailed position as a regular full-time Team Member, as long as the Team member demonstrates the experience or skill level to successfully hold the position. Tribal Preference will apply to all detailment opportunities. Exempt Team Members are expected to be flexible and available as business needs require, which may require working extended hours above and beyond a regular work day, working evenings, weekends, and holidays, not regularly assigned. Before the end of the sixty 60 or ninety 90 day probationary period, the immediate Supervisor is required to submit to the Department Manager and Executive the final probationary appraisal form for review of Team Member performance and recommendations for appropriate action. Falsification of records, including filing false claims or reports; or. Tribal Preference will apply to all dual rate opportunities. The purpose of this promotion policy is to provide greater opportunities for promotion from within a division and to improve the upward mobility potential for qualified TGO Team Members. Supervisor and Management Level Team Members are expected to incur some extra responsibilities as a regular part of their duties, to maintain business operations in the absence of their next level management. Embezzlement — A fraudulent act of acquiring funds or property entrusted to your care, but actually owned by someone else;. If the Supervisor recommends an extension, the Supervisor may conduct an evaluation at the end of the extension, and recommend either 1 Appointment to regular status; 2 Transfer; 3 Demotion; or 4 Dismissal. The proposal shall include a review and recommendations from the Office of the Reservation Attorney. Exempt Team Members who do not obtain prior approval from their supervisor for time off during regular hours, or who fail to comply with applicable leave procedures in this TGO Team Member Handbook are subject to corrective action. If it becomes apparent that an individual in probationary status does not meet the requirements of the position, or cannot meet the expectations of the position, or is otherwise unsuitable for employment in the position, the Team Member may be dismissed with no right to the appeal process. Team Member must have continuous employment in current position for the preceding six-month period. When an Exempt Team Member has worked substantial hours in excess of their regularly assigned hours, the supervisor may authorize a flexible schedule on alternate days. For more information regarding benefits eligibility, please see the Benefits Administrator. Back up documentation must include organizational charts, job descriptions, performance evaluations, and attendance records, to supporting the changes. Rude, discourteous, offensive, or abusive language or conduct towards supervisors, other Team Members, guests or customers of the TGO or its facilities; threatening, intimidating, or coercing another Team Member or customer. Eligibility criteria used in considering dual rates shall apply in details, including employment and attendance history. Team Members who are detailed to a higher paying position shall be paid at the higher rate of pay for the duration for the detail, beginning with the first day of the detail. As in all companies, problems may arise which will affect some Team Members from time to time. Nothing in this policy waives the sovereign immunity of the Tulalip Tribes, the TGO, any Team Member, agent, attorney, or Board Member from suit or the imposition of any judgment. You are encouraged to offer suggestions for improvements to these policies, employment practices, or working conditions. During the probationary period, or its extension, the Team Member may be dismissed for cause, for violation s of this personnel policy or unsatisfactory job performance, at any time, without a preliminary evaluation. When a question is raised regarding the meaning or application of any employment rule s or any other policy in the TGO, or any procedure s in this Handbook, management may discuss it with the Team Member. Additionally, the current approved Tribal and Indian Preference Policy will apply to all promotion opportunities. Please feel free to contact the Human Resources Department if you have questions or concerns regarding Human Resources issues. Any violations of the policies, procedures or rules of conduct outlined in this Handbook, or which exist in specific departments, are subject to counseling and corrective action at the discretion of Management up to, and including dismissal. When the training period is completed, Externs will be separated from their position with the TGO. The following violations are violations that will cause a former Team Member to be denied employment consideration:. Provided, that to the extent any separate Tribal Law has, or may in the future waive the sovereign immunity of the Tribes or any of its Team Members, agents, or attorneys, nothing in this section shall modify or limit any waiver in such separate Tribal Law. However, we believe that the most effective way to resolve these problems is through direct open discussion. Misrepresentation or falsification of employment qualifications or other credentials. The appeal provisions in this Handbook do not apply to Contract Team Members. Team Members on detail will retain all rights and benefits accrued under their original position. On-call Team Members are not eligible for Team Member benefits and the appeal provisions in this Handbook do not apply. The following violations are examples of violations that may cause a former Team Member to be denied employment consideration:. This Handbook, however, does not cover everything and cannot anticipate every situation, nor can it answer every question about your employment. Part-time Team Members are eligible for limited types of benefits, dependent on the number of hours worked. All regular full-time Team Members are eligible to receive all Team Member benefits provided by the TGO, including paid holidays and personal leave. These evaluations should communicate areas of improvement, if performance does not meet expectations. Newly hired Team Members to a regular full-time or regular part-time position are required to successfully complete a probationary period of ninety 90 calendar days. Please check with Human Resources or your Department Supervisor for the actual line of communication in your department. Creating a positive and pleasant environment in which to perform your work; and. Probationary Team Members earn personal leave from the date they start working, but are not eligible to use it until they have completed the probationary period, with the exception of using personal leave for personal illness or emergency as outlined in section VII. A copy of this acknowledgment will be kept in your personnel file. The Department must contact Human Resources to verify that the nominee s meets the qualifications for the position. All Team Members are subject to the provisions in this policy, with the exceptions of independent contractors and consultants, unless included in the contract. The TGO has an open door policy for you to have open access to all levels of your Management and Executive Management. Please take time to review all of the information presented to you in this Handbook and sign the Team Member Handbook Acknowledgment. Executive Management may also conduct periodic communication sessions to encourage interactive communication with Team Members. The probationary period will begin with your first scheduled day of work. If your Supervisor fails to submit the recommendation within the probationary period, you will be automatically placed in the full or part-time position into which you were hired as a regular Team Member. Tribal Preference will also apply when applicable, i. However, you are all expected to follow the line of communication, and policies and procedures outlined in this manual. Interns will return to the position held prior to being placed in the Intern position. The Department Manager and Executive shall notify all current Team Members within the Department to determine those who are qualified for promotion. You are expected to acquaint yourself fully with the content of this manual and to establish an employment relationship based on a complete understanding of TGO personnel requirements, expectations, and methods of conducting personnel matters that affect your work. Failure to follow the line of communication shall be considered an infraction under this policy. Willful destruction, misuse or damage of any property, funds or assets of the TGO, another Team Member, or guest.