The Caesars Entertainment family of companies has a long history of positive relations with organized labor, dating back many decades. More than one half of the hourly Team Members employed in the U.S. are covered by a collective bargaining agreement (CBA). Our CBAs are the product of good faith negotiations with the respective unions that represent employees in many of our facilities.
Our CBAs contain grievance procedures by which employees and the unions can contest a wide range of disciplinary actions and termination decisions. The grievance procedure includes an arbitration step, allowing the employee to have the dispute heard by a neutral third-party arbitrator, whose decision to uphold or deny the grievance is binding. Our union represented employees, like those not represented by a labor organization, enjoy competitive wages and benefits.
Annual societal contributions by our casino resort destinations per $10 million dollars in revenue outperform the average U.S. corporation’s contributions by a factor of four. While the average U.S. corporation’s societal contributions are roughly $1.3 million per $10 million in revenues, ours is $4.4 million. Of that, more than half ($2,802,000) is reflected in employee pay and benefits. Another roughly $1.5 million is paid in local, state, and federal taxes. In short, the presence of a Caesars casino resort means a rich contribution to the local economy, in both pay and taxes.
Unlawful discrimination, including harassment, is not tolerated, and neither is retaliation for reporting concerns. Employees may report concerns to their supervisor, to another member of management, or to Human Resources. Reports may also be made – including anonymously – to the Compliance & Ethics hotline. Reports made to this hotline are received by a third-party vendor specializing in managing corporate hotlines. Hotline reports are promptly relayed to Caesars’ legal team for assessment, investigation, and appropriate follow up.