![]() The line of communication should always be followed, when dealing with challenges and concerns relating to Team Members and Supervisors. 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. 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. A copy of this acknowledgment will be kept in your personnel file. Please take time to review all of the information presented to you in this Handbook and sign the Team Member Handbook Acknowledgment. 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. Please feel free to contact the Human Resources Department if you have questions or concerns regarding Human Resources issues. You are encouraged to offer suggestions for improvements to these policies, employment practices, or working conditions. ![]() 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. Therefore, the Human Resources Policies and Procedures as set forth in this Handbook prescribe the terms, conditions, and standards of Human Resource operations for the TGO. 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. 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. 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. 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. 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. Should any provision in this Handbook be found to be unenforceable and/or invalid, such finding does not invalidate the entire Handbook, but only the subject provision. When updates are circulated, you should add them to your original copy. The TGO will advise you of changes, additions or deletions in policies and procedures covered in this Handbook. To retain necessary flexibility in the administration of policies and procedures, the President/COO reserves the right to amend, supplement, or rescind any provision of this Handbook, as deemed appropriate. This Handbook, however, does not cover everything and cannot anticipate every situation, nor can it answer every question about your employment. The policies described in this Handbook apply to all Tulalip Gaming Operation (TGO) properties of the Tulalip Gaming Operation, including Tulalip Resort Casino, Quil Ceda Creek Casino, and Tulalip Bingo. It is designed to acquaint you with TGO policies as quickly as possible. 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. II. YOUR COMMITMENT TO US – THE SIX COMMITMENTS Executive Management will refer you through the proper process to handle specific issues as necessary. However, you are all expected to follow the line of communication, and policies and procedures outlined in this manual. Executive Management may also conduct periodic communication sessions to encourage interactive communication with Team Members. The TGO has an open door policy for you to have open access to all levels of your Management and Executive Management. However, we believe that the most effective way to resolve these problems is through direct open discussion. As in all companies, problems may arise which will affect some Team Members from time to time. Treating each individual with care, dignity, fairness, respect and recognition.īecause of our strong commitment to you, we firmly believe that Supervisors can serve as our Team Members’ best “representative” in dealing with Team Member matters or department problems.
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