Consent Decree

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 BART M. SCHOUWEILER United States Attorney United States -Department of Justice 300 Las Vegas Boulevard, South Las Vegas, Nevada 89101 Post Office Box 1750 Telephone: 385-6336 DISTRICT COURT DISTRICT OF NEVADA F I L E D JUN' 4 1971 JOHN A. PORTER Clerk by Linda Shaser DEPUTY UNITED STATES DISTRICT COURT DISTRICT OF NEVADA UNITED STATES OF AMERICA, Plaintiff, V. NEVADA RESORT ASSOCIATION, an employer association; PRELL HOTEL CORP. , dba ALADDIN HOTEL, HUGHES TOOL CO. , dba CASTAWAYS HOTEL, DESERT PALACE, INC. , dba CAESARS PALACE, HUGHES TOOL CO. , dba DESERT INN HOTEL & COUNTRY CLUB, M & R INVESTMENT CO. , INC. , dba DUNES HOTEL AND COUNTRY CLUB, FLAMINGO RESORT, INC. , dba FLAMINGO HOTEL, HUGHES TOOL CO. , dba FRONTIER HOTEL, LAS VEGAS HACIENDA, INC. and CASINO OPER-ATIONS, INC. , dba HACIENDA HOTEL, LAS VEGAS INTERNATIONAL HOTEL, INC. , dba INTERNATIONAL HOTEL, HOTEL PROPERTIES, INC. , dba LANDMARK HOTEL AND CASINO, HOTEL RIVIERA, INC. , dba RIVIERA HOTEL, SAHARA NEVADA CORPORATION and CONSOLIDATED CASINOS CORP. , dba SAHARA HOTEL, HUGHES TOOL CO. , dba SANDS HOTEL, SILVER SLIPPER, UNITED RESORT HOTELS, INC. and KARAT, INC. , dba STARDUST HOTEL, DEWCO SERVICES INC. and CONSOLIDATED CASINOS CORP. , dba THUNDER BIRD HOTEL, HOTEL CONQUISTADOR, INC. and TROPICANA CASINO, INC. , dba HOTEL TROPICANA, LOCAL UNION NO. 995, PROFESSIONAL, CIVIL ACTION NO LV 1645 CGOPONS:1E9N6T3 D-0E-C7R1E3E-7 13 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 CLERICAL, GROUND MAINTENANCE, PARKING LOT ATTENDANTS, CAR RENTAL EMPLOYEES, WAREHOUSEMEN AND HELPERS; LOCAL UNION NO. 7Z0, INTERNATIONAL ALLIANCE OF THEATRICAL STAGE EMPLOYEES AND MOVING PICTURE MACHINE OPERATORS OF THE UNITED STATES AND CANADA; LOCAL UNION NO. 226, CULINARY WORKERS UNION; LOCAL UNION NO. 165, BARTENDERS UNION; LOCAL JOINT EXECUTIVE BOARD OF LAS VEGAS, CULINARY WORKERS UNION, LOCAL NO. 226, and BARTENDERS UNION, LOCAL NO. 165, Defendants. -G P2O -:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 51 52 Title VII. All parties, being desirous of settling this action by appropriate decree, agree to the jurisdiction of the Court over the respective parties and the subject matter of this action, and hereby waive the entry of findings of fact and conclusions of law. This decree, being issued with the consent of the respective parties, shall not constitute an adjudication or finding on the merits of the case and shall not constitute or be construed as an admission by the defendants, or by any of their parent or subsidiary corporations, of any violation of said Title VII, or of Executive Order 11246, or of any other Executive Order, law, rule or regulation dealing, or in connection, with equal employment opportunity, or of any failure to comply with any provision of each affirmative action agreement or program in which any one, or all, of the defendants, or their parent or subsidiary corporations, may be engaged. The defendants' position is that they have complied with and will continue to comply in all respects with said Title VII, and the defendants have consented to the entry of this decree to avoid the burdens of It is therefore ORDERED, ADJUDGED and DECREED as follows: 1. GENERAL PROVISION 1. The defendants, Prell Hotel Corp. , dba Aladdin Hotel, Hughes Tool Co. dba Castaways Hotel, Desert Palace, Inc. , d/b/a Caesars Palace, Hughes Tool Co. , dba Desert Inn Hotel and Country Club, M & R Investment Co. , [nc. , dba Dunes Hotel and Country Club, Flamingo Resort, Inc. , dba Flamingo Hotel, Hughes Tool Co. , dba Frontier Hotel, Las Vegas Hacienda, Inc and Casino Operations, Inc. , dba Hacienda Hotel, Las Vegas International Hotel, Inc. , dba International Hotel, Hotel Properties Inc. , dba - 3 - GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 Landmark Hotel and Casino, Hotel Riviera, Inc. , dba Riviera Hotel, Sahara Nevada Corporation and Consolidated Casinos Corp. , dba Sahara Hotel, Hughes Tool Co. , dba Sands Hotel, Silver Slipper, United Resort Hotels, Inc. and Karat, Inc. ,dba Stardust Hotel, Dewco Services Inc. and Consolidated Casinos Corp. , dba Thunderbird Hotel and Hotel Conquistador, Inc. and Tropicana Casino, Inc. , dba Hotel Tropicana (hereinafter referred to individually as hotel or collectively as hotels), their officers, agents, employees, successors, and all persons in active concert or participation with them, shall hire and assign applicants for employment, and shall promote, transfer, train, demote and dismiss employees, without regard to race, and without engaging in any act or practice which has the purpose or the effect of discriminating against any individual because of his race or color in regards to his employment opportunities, and shall promote and transfer employees in such a way as to provide employment opportunities to black persons which are equal to those provided to white persons. 2. The defendants. Local Joint Executive Board of Las Vegas, Culinary referred to as Joint Executive Board); Local Union No. 226, Culinary Workers Union, (hereinafter referred to as Culinary Local 226); Local Union No. 165, Bartenders Union, (hereinafter referred to as Bartenders Local 165); Local Union No. 995, Professional, Clerical, Ground Maintenance, Parking Lot Attendants, Car Rental Employees, Warehousemen and Helpers, (hereinafter referred to as teamsters Local 995); and Local Union No. 720, International Alliance of Theatrical Stage Employees and Moving Picture Machine Operators of the United States and Canada, (hereinafter referred to as Stagehands Local 720), their officers, agents, employees, successors, and all persons in active concert or participation with any of them in the administration of - 4 - GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 the aforementioned unions, shall not engage in any act or practice which has the purpose or effect of discriminating against any individual because of his race or color. They shall not exclude or expel any individual from membership, or limit, segregate or classify any individual, or otherwise adversely affect his status as an employee or as an applicant for employment, because of such person's race or color. They shall receive and process applications, admit members, refer for employment, and otherwise administer all their affairs, so as to provide opportunities to black persons which are equal to those provided to white persons. 3. No employee or applicant for employment at the hotels, nor any official, employee or member of the defendant unions, who has furnished information or participated in any respect in the investigation by the Department of Justice of the employment practices of the hotels or the unions shall be discriminated or retaliated against in any manner by the hotels or the unions because of the furnishing of such information or of such participation. - 5 - GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 II. EMPLOYMENT AND REFERRAL PRACTICES 1. Each hotel shall: (a) Within sixty (60) days after the date of entry of this decree establish and thereafter maintain a central personnel office. Two or more hotels under the same or related ownership may establish a single central personnel office for the administration of this function. Such office shall be clearly marked and (b) Notify all of its managerial, supervisory and other personnel who are involved, directly or indirectly, in the hiring of employees that all applicants they will be given an opportunity to apply for employment and complete an employment application form. Completed application forms shall be kept on file (c) Within thirty (30) days after the date of entry of this decree, if it has not done an opportunity to complete a skills inventory form for the purpose of determining their interests and qualifications for employment in various classifications or positions witin the hotel. Each hotel shall retain a copy of each skills inventory form for the purpose of evaluating the interests and qualifications of such employees for employment in other job classifications or positions when vacancies occur therein. When vacancies occur in any job classfication or position within a h o t e l , notice of such vacancies shall be posted near the employee tlme clock or other location to which empldyees have'regular and individual notices of such vacancies shall be given to employees whose completed skills inventory forms request consideration, and claim or show possession of the requisite qualifications, for such vacancies or for training for such vacancies. - 6 - 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 (d) Cause its central personnel office (i) to notify all applicants for employment of any registration and referral requirements under applicable collective bargaining agreements with the unions, (ii) to notify all such applicants for employment that they may complete an application form or employment in any job classification, or position within the hotel for which they for which his application form indicates the requisite qualifications, (iv) to notify all such applicants that, once employed by the hotel, they may be upgraded to available vacancies within any job classification or position solely on the basis of their 2. Subject to the availability of qualified black applicants and qualified black employees, number of black employees is at least twelve and one-half percent (12 1/2%) of the total number of employees in each such classification in any six months in a continuous twelve (12) month period. The classifications covered by this paragraph are as follows: Dealer Keno Writer Security Officer Casino Cashier Secretary - Receptionist -G7P-O:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 3. Subject to the availability of qualified black applicants and qualified black other employees referred and hired in such classification. Such obligation shall exist until such time as the number of black employees is at least twelve and one-half percent (12 1/2%) of the total number of employees in each such classification in any six months in a continuous twelve (12) month period. The classifications covered by this paragraph are as follows: Booth Cashier Bartender Bar Boy Bellman Captain Cashier-Checker Cocktail Waitress Doorman/Parking Attendant Waiter Waitress 4. Subject to the availability of qualified black applicants and qualified black employees, Teasmters [Teamsters] Local 995 shall refer, and each hotel shall fill, through referral, upgrading or otherwise in accordance with applicable collective bargaining agreements, future vacancies in the following job classifications in the and hired in such classification until the number of black employees is at least twelve and one-half percent (12 1/2%) of the total number of employees in each such classification in a period of six months in a continuous twelve (12) month period. -8- GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 For each such vacancy, Local 995 shall not refer an additional person unless and until it is notified by the hotel involved that the previous referral was unacceptable for employment. The classifications covered by this paragraph are as follows: Parking Attendant Gardener /Nurseryman Warehouseman Front Office Cashier PBX Operator Clerks (Room Reservation, Room, Rack, File, Information and Posting) Typist 5. Except as provided otherwise in Section III, paragraph 3, Stagehands Local 720 shall refer applicants on a first-in, first-out basis. Neither the hotels nor Stagehands Loca1 720 shall give preference in referral or employment of 6. Each hotel shall engage in affirmative recruitment of black persons for future vacancies in those classifications and positions set forth in Appendix under the category of "Officials and Managers". An official designated by each program. If at the end of three years after the date of entry of this decree, there is not a reasonable number of black employees at a hotel in such classifications and positions, in the aggregate, in which vacancies have occurred during such three years, that hotel shall immediately establish a management training program for black persons. The foregoing provisions of this paragraph shall black employees in such classifications and positions. 7. Neither the hotels nor the locals shall use any pre-employment test for work opportunity or union membership unless it measures the normal -9- GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 the test is to be used in accordance with the standards set forth by the Equal Employment factor in selecting applicants for employment. Plaintiff shall be provided with paragraph shall not prohibit the giving of physical examinations prior to or after the referral or hiring of applicants for employment. III. TRAINING PROGRAMS 1. (a) The hotels shall, collectively or individually, as soon as possible after into which shall be enrolled at least sixty (60) black trainees, provided there are sufficient qualified applicants available, during each successive twelve (12) month period. Each individual hotel shall be responsible for training, or causing to be trained, its pro-rata share of said trainees. The pro-rata share shall be determined by the number of regular dealers of an individual hotel as a percentage of the total number of regular dealers of the defendant hotels (b) The obligation of a hotel to participate in such program shall cease upon an affirmative showing by the hotel that during the six month period pre-ceding the showing, at least an average of twelve and one-half percent (12 1/2%) of the dealers employed by that hotel were black. - 10 - 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 (c) Upon satisfactory completion of the dealer training program and such additional on-the-job training as is reasonably necessary, qualified black trainees shall be employed in the next dealer vacancies at each hotel in the ratio of one (1) such trainee for each one (1) other person employed in such vacancies until the said twelve and one-half percent (12 1/2%) is achieved, and when so employed shall be paid the applicable current wage for that position. After completion of the dealer training program, which shall not exceed eight (8) weeks for "21" dealers and three months for dice dealers, while receiving additional on-the-job training, such trainees shall be paid the prevailing apprentice rate (but not less than $15.00 per day) by the hotel employing them. Nothing in this decree shall be construed to interfere with the right of a hotel (d) All costs and expenses incurred in operating said training programs shall be borne solely by the hotels. 2. (a) The hotels shall, collectively or individually, as soon as possible after the date of entry of this decree, but within not more than forty-five (45) days after said date, establish and operate one or more keno writer training programs into which shall be enrolled at least twenty (20) black trainees, pro-vided there are sufficient qualified applicants available, during each successive twelve (12) month period. Each individual hotel shall be responsible for training, or caused to be trained, its pro-rata share of said trainees. The pro-rata share shall be determined by the number of regular keno writers of an individual hotel as a percentage of the total number of regular keno writers of the defendant hotels. GPO:1963-0-713-713 -11- 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 (b) The obligation of a hotel to participate in such program shall cease upon an affirmative showing that during the six months preceding the showing, at least an average of twelve and one-half percent (12 1/2%) of the keno writers employed by that hotel were black. (c) Upon satisfactory completion of the keno writers training program and such additional on-the-job training as is reasonably necessary, qualified black trainees shall be employed in the next keno writer vacancies at each hotel in the ratio of one (1) such trainee for each one (1) other person employed in such vacancies until the said twelve and one-half percent (12 1/2%) is achieved, and when so employed shall be paid the applicable current wage for that position. After completion of the keno writer training program, which shall not exceed eight (8) weeks, while receiving additional on-the-job training, such trainees shall be paid the prevailing apprentice rate (but not less than $15. 00 per day) by the hotel employing them. Nothing in this decree shall be construed to interfere with the right of a hotel to terminate a trainee (d) All cost and expenses incurred in operating said training programs shall be borne solely by the hotels. 3. (a) The hotels and Stagehands Local 720 shall as soon as possible after the date of entry of this decree, but within not more than forty-five (45) days after Assistant Stage Carpenters and Assistant Stage Propertyman trainees. Said training program shall include, if available, at least ten (10) black trainees during the first twelve (12) months after the date of entry of this decree, and at least twenty (20) black trainees during the second twelve (12) months, shall be of twelve (12) weeks duration, and shall be designed to enable the trainees to meet the minimum employment standards - 12 - GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 uniformly required of employees in the entry level job categories of Assistant Stage Carpenter and Assistant Stage Propertyman. Such trainees shall be paid, by the hotels by which they are employed, during the twelve (12) week period of their training, not less than sixty-five percent (65%) of the applicable wage rate provided under the collective bargaining agreement for the job classification of Assistant Stage Employee. (b) Upon satisfactory completion of the twelve (12) week training program, such stagehand trainees shall be offered membership in Stagehands Local 720 and initially referred by it to the hotels for job classifications covered by the collective bargaining agreement for which they have been trained in the ratio of one (1) such trainee for each one (1) other person referred for such classifications, and each hotel shall employ such trainees, if qualified, in the ratio of one (1) such trainee for each one (1) other person employed by it in such classifications. Once such trainees have been initially referred on such basis, they shall thereafter be dispatched on a first-in, first-out basis with all other referrals. (c) The hotels and Stagehands Local 720 shall conduct at least two twelve (12) week training programs during each twelve (12) calendar months, and shall con-tinue such training programs for not less than twenty-four (24) months from the start thereof. 4. For the job classifications set forth in Section II, paragraph 3, the hotels, Joint Executive Board, Culinary Local 226 and Bartenders Local 165, shall and applicants for employment may become qualified for upgrading or hiring into such job classifications in sufficient numbers to attain the level of employment of black employees set forth in Section II, paragraph 3. All black applicants shall be allowed to complete applications for employment, union membership and referral, and shall be advised of the opportunity for referral and training. GPO:1963-0-713-713 -13- 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 5. For the job classifications set forth in Section II, paragraph 4, the hotels and Teamsters Local 995 shall jointly sponsor or provide such training as may be needed so that black employees and applicants for employment may become qualified for upgrading or hiring into such job classifications in sufficient numbers to attain the level of employment of black employees set forth in Section II, paragraph 4. All black applicants shall be allowed to complete applications for employment, union membership and referral, and shall be advised of the opportunity for referral and training. IV. RECRUITMENT 1. The Association, the hotels and the unions shall, within thirty (30) days after the date of entry of this decree, implement a program for the dissemina-tion of information among members of the minority community in Clark County, Nevada, concerning procedures for employment at the hotels and the registration and dispatch procedures of the unions. Such program shall include regular monthly contacts by the Association, the hotels and the unions with minority group agencies such as, but not limited to, the National Association for the Advancement of Colored People (hereinafter called NAACP), the Concentrated Employment Program of Clark County (hereinafter called CEP), the Nevada State Employment Security Department, and other recognized employee recruiting and training agencies. 2. The Association, the hotels and the unions shall utilize, as part of their program for the dissemination of employment information, the services of available newspapers of predominantly black circulation in Clark County and radio stations serving primarily the black population of Clark County. The Association may perform any or all of the foregoing functions referred to in this paragraph on behalf of the hotels, but this shall not diminish the responsibility - 14 - 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 51 52 hereunder of the individual hotels to the extent that the Association does not perform such functions. V. RECORDS The hotels shall maintain appropriate records by race of all applications, hirings, initial job assignments, skills inventory forms, upgradings, disqualifications, and dismissals. The unions shall maintain appropriate records of all applications for referral and membership, reports from hotels by classifications and referrals, including turndowns and disqualifications. If either party introduces pre-employment tests pursuant to Section II, paragraph 7, it shall maintain copies of all test papers and scores. The defendants shall allow plaintiff, upon reasonable notice, to inspect, copy, duplicate or examine such records during normal office business hours. If so requested, defendants shall make copies of such documents available to plaintiff, provided requests for such documents shall not be so frequent as to impose a burden or expense on defendants greater than reasonably necessary to inform plaintiff of the manner of its compliance with the terms of this decree. The defendants shall retain all such records for a period of three years from date of occurrence. VI. REPORTS Each hotel and each union shall file with the Court and. with plaintiff within thirty (30) days after the end of each calendar quarter (commencing with the third each quarterly period. 1. The Hotels: (a) A breakdown of all employees by job classification and race, in the forms attached hereto as Appendixes 1 and 2. -15- GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 (b) The name, address, age, date of application and position sought for all black applicants for employment. For each black applicant employed, the report shall include the date of hire and job classification initially assigned to. (c) The name, address, current job classification, date of request and job sought of all incumbent black employees who seek upgrading. For each black employee upgraded, the date of upgrade and the position to which upgraded. (d) For those job classifications and positions covered by Section II, the total number of persons hired or upgraded, by classification or position, and the number of black persons hired or upgraded, by classification or position. (e) For those job classifications covered by Section III, paragraphs 1, 2 and 3, the name and address of each trainee applicant, the names of those selected and enrolled in the program, their status within the program, their rate of pay while in the program, and the name of the hotel employing the individual upon completion of the program. If any individual drops out of the program during training, that fact should be specifically noted. (f) The name of the official designated pursuant to Section II, paragraph 6, and a description of the efforts of the hotel in its affirmative recruitment program for officials and managers. (g) If a test is used pursuant to Section II, paragraph 7, the number of passing and failing scores by race. The Association may perform any or all of the foregoing functions referred to in this paragraph on behalf of the hotels, but this shall not diminish the responsibility hereunder of the individual hotels to the extent the Association does not perform such functions. - 1 6 - GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 51 52 2. The Locals: (a) The name, address, age, date of application and classification sought, and date and classification of referral, for all black referral applicants. (b) The number of individuals referred by race in each classification of Section II of this decree for which the local refers. (c) The name, address, age and classification of all black applicants for membership and the action taken on their membership application. (d) The number of applicants for membership by race accepted or rejected. VII. MISCELLANEOUS 1. Nothing in Sections II or III of this decree shall be construed to prohibit any hotel from recalling, in accordance with applicable provisions of applicable collective bargaining agreements, employees who have been temporarily laid off because of work fluctuations or who have been granted leaves of absence, and the term "vacancies" as used in this decree shall not be applicable in such cases. 2 . The provisions of Sections II and III of this decree which require the referral and hiring of black applicants shall not be applicable in cases where a hotel is recalling from layoff or from leaves of absence employees, not covered by any collective bargaining agreement, who have been on layoff or leave of absence for not more than one-hundred twenty (120) days, and the term "vacancies" as used in this decree shall not be applicable in such cases. The recall of such employees who have been on layoff or leaves of absence (excluding leaves of absence for illness or injury) for more than one-hundred twenty (120) days shall be subject to such provisions of this decree. -17- GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 3. If any hotel has less than eight (8) employees in two or more job classifications set forth in either paragraph 2, paragraph 3 or paragraph 4 of Section II, such job classifications may be combined with other such job classifi-cations in the same paragraph for the purpose of determining compliance with the hiring requirements of said paragraphs. 4. Nothing in this decree shall require, or be construed to require, any hotel to discharge any employee, or to hire more employees than are needed to perform the work available, or to hire or promote any person who is not qualified to perform the work available, or to continue in effect any work or job classification now being performed or in existence. 5. In the event of conflict between any provisions of this decree and any provisions of any applicable collective bargaining agreement, the provisions of this decree shall be controlling and deemed to supersede any conflicting pro-visions in said collective bargaining agreements. defendant for a violation of this decree solely by such other defendant. 7. Nothing in this decree is intended to require any violation of federal laws, federal regulations or federal executive orders. This Court may, upon appropriate application and notice, and upon a showing that compliance with any term of this decree will result in such violation, suspend the obligation of any defendant to comply with such term. VIII. RETENTION OF JURISDICTION This Court shall retain jurisdiction of this cause for entry of any and all additional decrees as may be necessary or appropriate to effectuate equal employment opportunities without regard to race, or as the needs of equity in the -18- GPO:1963-0-713-713 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 For Hughes Tool Co., dba Frontier Hotel For Las Vegas Hacienda, Inc. For Casino Operations, Inc., dba Hacidnda Hotel For Las Vegas International Hotel, Inc. dba International Hotel For Hotel Properties, Inc., dba Landmark Hotel and Casino For Hotel Riviera, Inc. , dba Riviera Hotel For Sahara-Nevada Corporation For Consolidated Casinos Corp. , dba Sahara Hotel For Hughes Tool Co. , dba Sands Hotel For United Resort Hotels, Inc For Karat Inc., dba S t a r d u s t Hotel -20- 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 For Dewco Service Inc. For Consolidated Casinos Corp., dba Thunderbird Hotel For Hotel Conquistador, Inc. For Tropicana Casino, Inc., dba Hotel Tropicana For Teamsters For Stagehands Local 720 For Culinary Local 226 For Bartenders Local 165 For Joint Executive - 2 1 - GPO:1963-0-713-713