Team Member

Handbook

Updated: April 2020

TABLE OF CONTENTS
Section 1: Team Member Conduct and Equal Employment Opportunities 1
Equal Employment Opportunity and Unlawful Harassment 2
ADA Accommodations 2
Religious Accommodations 2
Pregnancy Accommodation 2
Unlawful Discrimination, Harassment, and Retaliation Policy 3
All-Star Guest Service Principles 4

Section 2: Team Member Benefits 5

Education/Tuition Reimbursement Assistance Program 5
Recruitment Referral Incentive Program 5
Insurance Benefits 5
PTO and Holiday Eligibility and Payment 6
Complimentary Team Member Dining 8
Complimentary Team Member Parking 9

Section 3: Standard Employment Practices 9

Monarch Team Concept and Equal Employment Opportunities 9
Employment of Relatives, Guests, and Vendors 9
Theft - Zero Tolerance Policy 10
Violence Prevention in the Workplace – Zero Tolerance Policy 10
Monarch Work Rules and Code of Conduct 11
Whistleblower Protection 12
Team Member Problem Solving / Complaint Procedures 13

Section 4: Compensation Guidelines 13

Team member Classifications 13
Timekeeping 14
Overtime 15
Paychecks 15

Section 5: General Workplace Rules 15

Team Member Behavior 15
Conflict of Interests and Employment Outside of Monarch 15
Ethics and Conduct on the Job 16
Proprietary and Confidential Information 16
Performance Evaluations, Promotions and Transfer Opportunities 16
Work Schedules 16
 Wages, Salaries, Merits, Disciplinary Actions 17
Separation of Employment 18
Exit Interviews 18
Personnel Records and Files 18
Attendance and Punctuality 18
Meal and Rest Breaks 21
Appearance Standards 21
Maintaining Your Gaming License 25
Cleanliness 26
Controlled Areas 26
Lockers 26
Open Door Policy 26
Personal Mail 26
Personal Phone Calls/Cellular Phones 26
Drinking, Eating, and Use of Tobacco 27
Service Expectations 27
Lost and Found 27
Social Media Policy 27
Address, Telephone & Name Changes 28
Solicitation and Distribution 29
Tip Pooling, Soliciting and Reporting 29
Team Members as Patrons/Guests 30

Section 6: Drugs and Alcohol-Free Workplace Policy 30

Drug/Alcohol Introduction and Purpose 30
Voluntary Treatment 30

Section 7: Technology, Monarch Supplies and Office Equipment 32

Monarch Online Systems 32
Maintaining a Hospitable Environment 33
Intellectual Property and Confidentiality 33
Maintaining System Security 33

Section 8: Leave of Absences 34

Family Medical Leave Act (FMLA) 34
Personal Leave 37
Military Leave 38
Jury Duty Leave 38
Voting Leave 38
 Bereavement Time Off 38
Privacy Act 38

Section 9: Safe Practices 38

Job Site Safety 39
Team Member Work Injury Accidents 40
Medical Emergency – Guest Injury 40
Fire Alarm 40
Evacuation of the Building 40

Section 10: Colorado State Addendum 44

Domestic Abuse Leave 44
Volunteer Firefighter Leave 44
Disaster Services Leave 44
Data Disposal Policy 45

Team Member Handbook Acknowledgement of Receipt Form 46

IMPORTANT INFORMATION ABOUT THE TEAM MEMBER HANDBOOK

THIS HANDBOOK IS DESIGNED TO ACQUAINT TEAM MEMBERS WITH

MONARCH AND PROVIDE SOME INFORMATION ABOUT WORKING HERE.
THE HANDBOOK IS NOT ALL INCLUSIVE, BUT IS INTENDED TO PROVIDE
TEAM MEMBERS WITH A SUMMARY OF SOME OF MONARCH’S
GUIDELINES AND THE EXPECTATIONS REGARDING CONDUCT AND
GUEST SERVICES. THIS EDITION SUPERSEDES AND REPLACES ALL
PREVIOUSLY ISSUED EDITIONS AND ANY INCONSISTENT VERBAL OR
WRITTEN POLICY STATEMENTS ISSUED PRIOR TO THIS HANDBOOK.

EXCEPT AS MAY BE REQUIRED BY STATE LAW, EMPLOYMENT WITH

MONARCH IS AT-WILL. TEAM MEMBERS HAVE THE RIGHT TO END THEIR
WORK RELATIONSHIP WITH MONARCH, WITH OR WITHOUT ADVANCE
NOTICE, FOR ANY REASON. MONARCH HAS THE SAME RIGHT. THE
LANGUAGE USED IN THIS HANDBOOK, ANY BENEFIT PLAN, AND ANY
VERBAL STATEMENTS MADE BY MANAGEMENT ARE NOT INTENDED TO
CONSTITUTE A CONTRACT OF EMPLOYMENT, EITHER EXPRESS OR
IMPLIED; NOR ARE THEY A GUARANTEE OF EMPLOYMENT FOR A
SPECIFIC DURATION. NO REPRESENTATIVE OTHER THAN THE
PRESIDENT, CHIEF OPERATING OFFICER, GENERAL MANAGER, OR
HIS/HER AUTHORIZED REPRESENTATIVE, HAS THE AUTHORITY TO
ENTER INTO AN AGREEMENT OF EMPLOYMENT FOR ANY SPECIFIED
PERIOD AND SUCH AGREEMENT MUST BE IN WRITING, SIGNED BY THE
PRESIDENT, CHIEF OPERATING OFFICER, GENERAL MANAGER, OR
HIS/HER AUTHORIZED REPRESENTATIVE AND THE TEAM MEMBER.

NO TEAM MEMBER HANDBOOK CAN ANTICIPATE EVERY

CIRCUMSTANCE OR QUESTION. AFTER READING THE HANDBOOK, TEAM
MEMBERS WHO HAVE QUESTIONS SHOULD TALK WITH THEIR
IMMEDIATE MANAGER OR THE HUMAN RESOURCES DEPARTMENT. IN
ADDITION, THE NEED MAY ARISE TO REVISE, DELETE, OR ADD TO THE
PROVISIONS IN THIS HANDBOOK. EXCEPT FOR THE AT-WILL NATURE OF
THE EMPLOYMENT, MONARCH, RESERVES THE RIGHT TO MAKE SUCH
CHANGES WITH OR WITHOUT PRIOR NOTICE NO ORAL STATEMENTS OR
REPRESENTATIONS CAN CHANGE THE PROVISIONS OF THIS TEAM
MEMBER HANDBOOK.
WELCOME TO MONARCH CASINO RESORT SPA!

Monarch Casino Resort Spa (“we,” “Monarch,”) is proud to welcome you to our
team! You are starting on a journey where you will create the ultimate guest
experience for thousands upon thousands of guests each year. We are
dedicated to delivering the ultimate in guest service by providing the latest in
gaming, dining and hospitality amenities available. Our focus has always been,
and continues to be, our guests’ ultimate experience.

We know that you bring a very unique set of talents and skills to our team and we
are eager to see how those talents and skills can be optimized. We challenge
you to challenge yourself, your peers, and your management team daily to see
what can be done to formulate the most exceptional hospitality experiences.

Being a Team Member at Monarch means meeting and positively engaging with
guests from all over the world! As a Team Member we strive to uphold the
highest guest service by speaking clearly, making eye contact, smiling and
greeting each and every guest as if they are guests in your own home.

Whether on the gaming floor or in the resort, our guests deserve the best from us
at all times. We strive to treat every guest as a VIP guest! We strive to deliver
exceptional service through our commitment, leadership, and teamwork.

What makes our guests return to our beautiful property? Their experience! You
will make the difference by welcoming and thanking our guests for choosing our
resort and spending time with us. As a team we make and create the memorable
experiences for our guests and show them our sincere appreciation for staying
with us!

It is important that you learn and know our property, promotions, amenities, and
community to the best of your ability. You are a valuable resource to Monarch.

Team Member Handbook – April 2020 1|Page

Section 1: Team Member Conduct and Equal Employment
Opportunities
Equal Employment Opportunity and Unlawful Harassment
Monarch is dedicated to the principles of equal employment opportunity. We prohibit
unlawful discrimination against applicants or Team Members on the basis of race,
religion, creed, color, national origin, ancestry, physical or mental disability, marital status,
sex, gender, sexual orientation, gender identity, gender expression, age, military or veteran
status, genetic information or any other basis protected by federal, state or local law.

ADA Accommodations
Monarch is committed to ensuring equal employment opportunity for qualified persons with
disabilities as mandated by law. Monarch will make reasonable accommodation for
qualified Team Members with known disabilities, unless doing so would result in an undue
hardship to Monarch or cause a direct threat to health or safety. Monarch will make
reasonable accommodation for Team Members whose work requirements interfere with a
religious belief, unless doing so poses undue hardship on Monarch. Team Members
needing such accommodation are instructed to submit a written request to Human
Resources immediately. The written request will include the nature of the Team Member’s
disability and the Team Member’s suggested accommodation.

Religious Accommodations
A Team Member whose religious beliefs or practices conflict with his or her job, work
schedule, or with Monarch’s policy or practice on dress and appearance, or with other
aspects of employment, and who seeks a religious accommodation must submit a written
request for the accommodation to Human Resource. The written request will include the
type of religious conflict that exists and the Team Member’s suggested accommodation.
Team Members who observe a religious holiday other than the six (6) Monarch Observed
Holidays identified in Section 2 below must notify Human Resources at least one week in
advance to ensure that work may be properly scheduled.

Pregnancy Accommodation
Team Members have the right to be free from discriminatory or unfair employment practices
because of pregnancy, a health condition related to pregnancy, or the physical recovery
from childbirth.

Team Members who are otherwise qualified for a position may request a reasonable
accommodation related to pregnancy, a health condition related to pregnancy, or physical
recovery from childbirth. If a Team Member requests an accommodation, Monarch will
engage in a timely, good-faith, and interactive process with the Team Member to determine
whether there is an effective, reasonable accommodation that will enable the Team Member
to perform the essential functions of his/her position. A reasonable accommodation will be
provided unless it imposes an undue hardship on Monarch's business operations.

Monarch may require that a Team Member provide a note from his/her health care provider
detailing the medical advisability of the reasonable accommodation. Team Members who
have questions about this policy or who wish to request a reasonable accommodation under
this policy should contact Human Resources.

Monarch will not deny employment opportunities or retaliate against a Team Member
because of a Team Member’s request for a reasonable accommodation related to
Team Member Handbook – April 2020 2|Page
pregnancy, a health condition related to pregnancy, or the physical recovery from childbirth.
A Team Member will not be required to take leave or accept an accommodation that is
unnecessary if the Team Member can perform the essential functions of the job.

Unlawful Discrimination, Harassment, and Retaliation Policy

Monarch is dedicated to maintaining a work environment that nourishes respect for the
dignity of each Team Member. We are committed to providing a work environment that is
free from all forms of discrimination and harassment. Monarch maintains a strict policy
prohibiting sexual harassment and any other form of harassment on the basis of race,
religion, creed, color, national origin, ancestry, physical or mental disability, marital status,
sex, gender, sexual orientation, gender identity, gender expression, age, military or veteran
status, genetic information or any other basis protected by federal, state or local law.

Unlawful harassment includes verbal or physical conduct that creates an intimidating,

offensive or hostile working environment that unreasonably interferes with a Team
Member’s work performance or otherwise adversely affects a Team Member’s employment
opportunities and will not be tolerated. This policy applies to all of Monarch’s Team
Members, as well as outside vendors, clients, and/or guests. Accordingly, Monarch will
take all reasonable steps to prevent or eliminate harassment by non-Team Members who
have workplace contact with our Team Members.

Sexual Harassment:
Because sexual harassment raises issues that are to some extent unique in comparison to
other types of harassment, Monarch believes it warrants separate emphasis.

Sexual harassment is a form of unlawful or unwelcome harassment by members of the

same or opposite sex. Monarch strongly opposes sexual harassment and inappropriate
sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature, when:
 Submission to such conduct is made explicitly or implicitly a term or condition of
employment.
 Submission to or rejection of such conduct is used as the basis for decisions affecting a
Team Member’s employment.
 Such conduct has the purpose or effect of unreasonably interfering with a Team Member’s
work performance or creating an intimidating, hostile, or offensive work environment.

All Team Members are expected to conduct themselves in a professional and businesslike
manner at all times. Conduct, which may violate this policy, includes, but is not limited to,
sexually implicit or explicit communications whether in:
 Written form, such as cartoons, posters, calendars, notes, letters, e-mails.
 Verbal form, such as comments, jokes, foul or obscene language of a sexual nature,
gossiping or questions about another’s sex life, or repeated unwanted requests for dates.
 Physical gestures and other non-verbal behavior, such as unwelcome touching, grabbing,
fondling, kissing, massaging, and brushing up against another’s body.

Procedures for Reporting Alleged Harassment or Discrimination

Monarch Team Members are required to report any perceived incident of discrimination,
harassment, or retaliation, regardless of the offender’s identity or position. Complaints
should be made as promptly as possible following any alleged incident of harassment.
Anyone who believes that they are a victim or witness of such conduct by any manager,

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Team Member, vendor, client, or guest of Monarch should do the following:
1. If it is comfortable and practical for the Team Member to do so, they should identify the
offensive behavior to the harasser and request that it stop.
2. If it is not comfortable or practical for the Team Member to confront the harasser directly,
or if the Team Member has done so and the harassment is continuing, the Team
Member must promptly notify their direct manager, Casino Shift Manager, or Human
Resources. The Casino Shift Manager or Human Resources will ask the Team Member
to complete a “Report of Alleged Harassing/Discriminatory Conduct” form.
3. Complete the “Report of Alleged Harassing/Discriminatory Conduct” form and give it to
the direct manager, Casino Shift Manager or Human Resources, who will sign and date
the bottom of the form and provide the Team Member with a copy.
4. Within seven (7) days of turning in the completed form, the Team Member will be
contacted by a representative from the Human Resources Department who will confirm
that the report is being investigated. The representative from the Human Resources
Department may request further information from the Team Member relevant to the
investigation.
5. During the investigation period, the Team Member should direct any questions,
information or concerns about the harassment/discrimination situation to the Human
Resources Department.
Please note: If you are not comfortable reporting harassing/discriminatory conduct to the
Casino Shift Manager, you should make the initial report of conduct directly to Human
Resources.

If, for any reason, you are not comfortable reporting harassing/discriminatory conduct to
Human Resources, you should report the conduct directly to Monarch’s General Counsel or
Associate General Counsel. The General Counsel can be reached by phone at
775.682.4244. The Associate General Counsel can be reached by phone at 720.406.3746.

If seven (7) days have passed after turning in the “Written Report of Alleged
Harassing/Discriminatory Conduct” form and you have not been contacted by the Human
Resources Department to confirm an investigation into your concern, please contact
Monarch’s General Counsel at 775.682.4244 or the Associate General Counsel at
720.406.3746.

All-Star Guest Service Principles

1. Always Offer a Warm, Sincere Greeting, and Fond Farewell
 Use the guest’s name whenever possible and appropriate to personalize service
 Readily smile and maintain an engaging expression in every interaction
 Treat others as you would like to be treated
 Always thank guests and invite them back
 Respect cultures, languages, and customs

2. 5-10 “Zone of Recognition”

 When we are within ten (10) ft. of the guest we must acknowledge the guest’s
presence
 When we are within five (5) ft. of the guest we must say Good Morning, Good
Afternoon or Good Evening
 Do not wait to be approached when a guest needs assistance
 Be friendly, warm, gracious, and anticipate guest needs
 Always acknowledge the next guest in line and ask for permission before placing a
guest on hold
Team Member Handbook – April 2020 4|Page
3. Look Sharp, Knowledgeable, and Proficient
 Always exhibit professional and gracious behaviors
 Wear professional, clean, and well-fitted uniforms
 Be highly articulate, avoid slang, and fragmented sentences
 Be capable of answering questions about the entire property

4. Intuitively Anticipate and Fulfill Each Guest’s Needs

 Never decline requests without providing alternatives
 Use L.A.S.T, (Listen, Apologize, Solve & Thank) principles to solve challenges
 Seek innovative ways to provide personalized service
 Be responsive to the expressed and unexpressed needs and wishes of guests

5. Take Pride and Ownership in Everything You Do!

 Be detailed and timely in the delivery of service
 Provide seamless communication to fellow Team Members
 Proactively maintain an uncompromised level of cleanliness to create a safe and
accident-free environment
 Follow Monarch policies and procedures
 Always speak positively about your fellow Team Members, department, and
organization

Section 2: Team Member Benefits

Monarch provides benefits for eligible Team Members. Monarch reserves the right to
eliminate or modify any benefits at any time. A number of the benefits programs such as
Workers’ Compensation and unemployment insurance cover all Team Members in the
manner prescribed by law. Upon hire, all qualified Team Members will receive notice of
benefits for which they are eligible. Benefits eligibility is described below. The following
information is a summary only. Specific plan documents are available by request through
the Human Resources Department.

Education/Tuition Reimbursement Assistance Program

Full-time and part-time Team Members that have been employed for at least six (6) months
may apply for tuition reimbursement for courses specifically related to their performance.
Please contact a Human Resources Representative for information prior to enrolling into a
course.

Recruitment Referral Incentive Program

Monarch is excited that we offer a great recruitment incentive plan for Team Members.
Please contact the Human Resources Department for information regarding this program.

Insurance Benefits
Medical Insurance
Full-time hourly Team Members who have been employed for ninety (90) days and work at
least thirty (30) + hours per week are eligible to participate in Monarch’s health insurance
plans. Please contact Human Resources for more information.

Tobacco Usage and Health Medical Benefit Enrollment Policy

Monarch conducts random tobacco audits regularly for tobacco usage for Team Members
enrolled into our health benefits. If a Team Member fails the audit, the Team Member will
Team Member Handbook – April 2020 5|Page
be brought into Human Resources for further investigation. Team Members may be tested
onsite for tobacco usage to confirm or deny the usage of the tobacco products.
Team Members that are enrolled in Monarch’s health benefits as a non-tobacco user and
are discovered to be a tobacco user during this audit and/or investigation will receive a final
written counseling for dishonesty and integrity and will be expected to pay back any
retroactive premiums owed. If the Team Member is found to be enrolled again as a non-
tobacco user in Monarch’s health benefits and fails another audit at a later date, the Team
Member may face further disciplinary action up to and including termination.

Workers’ Compensation Insurance

Monarch provides a comprehensive Workers’ Compensation insurance program as required
by law to protect Team Members who are injured on the job. This insurance may provide
medical, surgical, and hospital treatment in addition to payment for loss of earnings that
result from work-related injuries. The cost of this coverage is paid completely by Monarch.
Team Members who sustain work-related injuries or illnesses are required to inform their
manager ASAP; regardless of how minor the on-the-job injury may appear. Neither
Monarch nor the insurance carrier will be liable for the payment of Workers’ Compensation
benefits for injuries that occur during a Team Member’s voluntary participation in any off-
duty recreational, social, or athletic activity even if sponsored by Monarch.

Life Insurance; Short/Long-Term Disability

Life insurance and short/long-term disability benefits are available for full-time Team
Members to purchase. Full-time Team Members are eligible to purchase life insurance
and/or short/long-term disability insurance on the date that they become eligible for
Monarch’s health insurance programs. Short/long-term disability benefits are paid to eligible
Team Members who cannot work because of qualifying disability conditions caused by
injury or illness. Eligible Team Members may participate in the purchase of life insurance
and/or short/long-term disability insurance plans subject to all terms and conditions of the
agreement between Monarch and the insurance carriers.

PTO and Holiday Eligibility and Payment

Monarch recognizes the need for time off to provide for rest, relaxation, illness, or personal
observances for Team Members. Monarch believes that Team Members should be given
the flexibility and responsibility to schedule time off to meet their own personal needs in
coordination with the operational requirements of their department. This policy provides
Team Members with paid time off benefits in a single bank called Paid Time Off (“PTO”).
PTO can be used for vacation, sick days, and/or other personal reasons, pending the
approval of the Team Members’ immediate Manager and/or Department Head/Director.

Accruals, Maximums, and Payment of PTO

Years of Service (Anniversary Date) Accrual Hours Maximum Accrual Hours
6 months 40 hours N/A
st
1 40 hours 80 hours
2nd 96 hours 96 hours
rd th
3 -4 120 hours 120 hours
5th - 9th 144 hours 144 hours
10th – 14th 160 hours 160 hours
th
15 and above 200 hours 200 hours

The maximum accrual column represents the amount of PTO a Team Member is allowed to
have in their available PTO bank at any given time throughout the year. For example, a
Team Member Handbook – April 2020 6|Page
Team Member that is in their third (3rd) year and still has ninety six (96) hours in their PTO
bank at the time of their fourth (4th) anniversary date will only be given an additional twenty
four (24) hours of PTO as the maximum accrual is 120 hours for that tier. *Please note: the
number of hours accrued are the same for someone working 5/8’s or 4/10’s and are based
on each anniversary.

PTO Eligibility and Usage

Full-time Team Members that are regularly scheduled to work at least thirty (30) hours per
week or work at least 1,560 hours per year will be eligible to use PTO at each tier
anniversary level as indicated in the schedule below. Team Members, who are scheduled to
work less than thirty (30) hours per week, including seasonal, on call, and temporary Team
Members, are not eligible for PTO.

Team Members transferring into a PTO eligible position will begin eligibility for PTO after the
first full payroll period following their original anniversary date. Team Members transferring
into a non-PTO eligible position will be paid out any accrued PTO up to the maximum
accrual as of the effective date of the change up to the maximum amount of PTO allowed to
be carried over pursuant to this policy.

Use and Scheduling of PTO

Whenever possible, PTO must be scheduled two weeks in advance. PTO usage and
scheduling are subject to management review and approval. Factors such as department
staffing needs, blackout dates, and established departmental procedures will be considered
when approving PTO requests.

For Team Members on leaves of absences, PTO accruals will be temporarily suspended.
Any accrued PTO will be granted upon return from leave as long as the Team Member
returns to work full-time status (30 hours or more). If the annual hours worked by a Team
Member fall under the 1,560 hours due to a leave, available accrued PTO will be granted at
a pro-rated amount for that year.

Unplanned absences can disrupt work, inconvenience other Team Members, and affect
productivity. “Unscheduled” means time off requested with less than twenty four (24) hours’
notice.

Hourly Team Members that have an unscheduled absence must use any accrued or
available PTO. The time cannot be taken unpaid unless the hourly Team Member does not
have available PTO.

Salaried Team Members that have an unscheduled absence are expected to make up the
time so that work productivity is not negatively affected. If a salaried Team Member
requires 40 hours or more of unscheduled absences, the leave of absence policy will apply.

Team Members granted a leave of absence under FMLA, ADA, or personal medical leave
must use any accrued or available PTO concurrently while on such leave unless they are
receiving disability, Worker’s Compensation, bereavement, and/or jury duty pay.

PTO may be taken in increments of one (1) hour for hourly Team Members. PTO may be
taken in four (4) hour increments for salaried Team Members working 5/8’s or in five (5)
hour increments for 4/10’s. Team Members cannot request payment of PTO in excess of
their regular scheduled hours. For example, if a Team Member is regularly scheduled to

Team Member Handbook – April 2020 7|Page

work thirty (30) hours per work week, they cannot request PTO in excess of thirty (30) hours
per week.

Team Members may not borrow against their PTO bank; therefore, no advancements will
be granted. PTO cannot be exchanged for cash. PTO is paid at the Team Member’s hourly
base rate of pay and does not include tips or special compensation such as incentives,
commissions, or bonuses. PTO time paid is not included for weekly overtime calculations.

Cash-out in lieu of taking time off

This policy does not allow Team Members to cash out their unused PTO for cash or
payment via payroll check.

Holiday Eligibility and Payment

To be eligible to receive holiday pay, full-time Team Members must be regularly scheduled
to work at least thirty (30) hours per week. Team Members must have been employed for
ninety (90) days prior to the observed holiday in order to be eligible for holiday pay.

Salaried Team Members will receive Monarch holiday pay a maximum of eight (8) hours on
the day of the observed holiday regardless whether they actually worked it or not. For
example, it is Memorial Day and the Team Member is regularly scheduled to work Sunday –
Thursday. The Team Member would either have Monday off along with their normal Friday
and Saturday this week OR if the Team Member had to work Memorial Day, they would
take another day off this week and have Thursday, Friday and Saturday off. Salaried Team
Members also have the option of working the Holiday and saving the Holiday for another
day off at a later time up to ninety (90) days. If the Holiday day is not used prior to the ninety
(90) days, the Holiday is forfeited. Salaried Team Members must work any regularly
scheduled workday(s) prior to and/or after the holiday in order to receive holiday pay, unless
PTO hours are used on such dates.

Hourly Team Members must work on the designated holiday as well as any regularly
scheduled workday(s) prior to and/or after the holiday in order to receive holiday pay.
Holiday pay for hourly Team Members is calculated based upon time and one-half of the
Team Member’s regular hourly rates of pay for all hours worked on the designated holiday.

6 Observed Holidays
Monarch observes the following holidays for holiday pay:
1. New Year’s Day
2. Memorial Day
3. Independence Day
4. Labor Day
5. Thanksgiving Day
6. Christmas Day

PTO Payment upon Employment Separation

Any accrued and unused PTO will be paid at separation.

Complimentary Team Member Dining

Monarch is pleased to offer each Team Member with one complimentary meal per shift
worked. Team Members must use their Monarch ID badge to obtain their complimentary
meal per shift worked.

Team Member Handbook – April 2020 8|Page

Complimentary Team Member Parking
All Team Members are provided with complimentary and convenient parking. Team
Members must park in the designated Team Member parking area as identified by Human
Resources. Team Members may not park anywhere else on property or in the neighboring
businesses parking areas without permission from the General Manager. Requests for
exceptions to this policy due to a disability or other health condition must be made in writing
or in person to the Human Resources Department.

Section 3: Standard Employment Practices

Monarch Team Concept and Equal Employment Opportunities
By now you have probably noticed that we do not use the word “Employee,” but instead
refer to each other as “Team Members.” This is intentional as we wish to create an
atmosphere that encourages cooperation and teamwork. Every department and team
member is vital to the successful operation of Monarch than another.

Monarch is firmly committed to providing equal opportunities to all applicants and Team
Members in every aspect of employment regardless of their race, religion, creed, color,
national origin, ancestry, physical or mental disability, marital status, sex, gender, sexual
orientation, gender identity, gender expression, age, military or veteran status, genetic
information or any other basis protected by federal, state or local law.

Monarch will always strive to hire and promote Team Members who we believe will treat
both guests and fellow Team Members with respect and dignity and who will be best
qualified to perform their assigned tasks and duties. Monarch will make reasonable
accommodations for qualified applicants and Team Members to assist them in performing
the essential functions of their jobs, provided that the requested accommodation does not
present an undue burden to Monarch.

If a Team Member believes that equal employment opportunities have been denied or if a
Team Member believes that they are being subjected to sexual harassment or a hostile
work environment, he/she should follow the reporting procedures as described in this
handbook.

Employment of Relatives, Guests, and Vendors

Monarch may employ relatives of current Team Members except in the following situations:
 Relatives would be in a position to supervise another relative.
 Relatives have access to confidential information including payroll and personnel records.
 Relative’s audit, verify, receive, or are entrusted with money handled by the other relative.
For purposes of the policy, the term “relative” includes spouse (including common law),
domestic partner, significant other and/or boyfriend/girlfriend, parent, sibling, child,
grandparent, grandchildren, aunt, uncle, niece, nephew and any “in-law” or “step”
relationship to the same degree.

We expect our Team Members to disclose any potential conflict to this policy. If two Team
Members develop a close relationship and/or date/marry each other after being employed
by Monarch and the above guidelines apply, one of the two may be transferred to another
position for which they are qualified, if such a position is available. If no such position is
available, one of the two Team Members will be asked to resign or will be terminated.

It is also Monarch’s policy not to hire Team Members of its current vendors or guests.

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Theft - Zero Tolerance Policy
Monarch has a zero tolerance for theft of cash, goods, or services. If a Team Member is
found stealing, the Team Member will be prosecuted to the full extent of the law and
terminated immediately. For purposes of this policy, “theft” means taking cash, taking or
giving away goods, services, anything complimentary, or any other property belonging to
guests, third parties, Monarch, or other Team Members without management’s
authorization.

Theft may also include but not limited to: “theft of time” when a Team Member is paid while
on unauthorized breaks from work. Falsely punching a time clock or marking a time sheet
for another person or allowing someone else to punch or make one’s own time or otherwise
falsifying time records. As well as failing to punch in or out properly and in a timely manner.
“Theft of time” may result in disciplinary action up to and including termination.

Monarch has capable security and surveillance systems in place to monitor wrongful
activities of Team Members on a twenty-four-hour (24) basis in all work areas at all times.

Legal actions may be taken against a Team Member who is found to have violated our zero
theft guideline and/or policy.

All Team Members are obligated to report known or observed theft to Monarch
management. If a Team Member is aware of theft and fails to report it, the Team Member
will be subject to disciplinary action, up to and including termination.

Violence Prevention in the Workplace – Zero Tolerance Policy

Monarch is committed to providing Team Members with a safe environment. For this
reason, Monarch enforces a zero-tolerance policy and strictly prohibits threats or actual
violence by our Team Members, vendors or guests on our premises or on a work site.

Violence in the workplace may be described as verbal or physical threats, intimidation,

and/or aggressive physical contact. Prohibited conduct includes, but is not limited, to the
following:
 Inflicting or threatening injury or damage to another person’s life, health, wellbeing, family
or property;
 Possessing a weapon of any type on, in or around Monarch facilities, including Monarch
vehicles, and/or any Monarch sponsored event. While this list is not all-inclusive,
“weapons” includes firearms, knives, any explosive materials, or objects that could be
used as a weapon;
 Throwing objects out of frustration, irritation, and/or anger;
 Slamming items such as doors, drawers, desks, etc. out of frustration, irritation, and/or
anger;
 Abusing or damaging Monarch or Team Member property;
 Using obscene or abusive language or gestures in a threatening manner;
 Raising voices in a threatening manner.
 Because of the potential for misunderstanding, Monarch also prohibits joking about any of
the above conduct.

Team Members are encouraged to be proactive in maintaining a safe working environment

by reporting violent or potentially violent behavior. If a Team Member observes or
experiences these types of behavior, please report them immediately to a manager, Casino
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Shift Manager, Casino Security, Human Resources or in an emergency dial 911, when
appropriate. In addition, Team Members working at a remote location or in a client’s
workplace that experience actual or threatened violent behavior should report it immediately
to the appropriate authorities.

Violation of this policy will not be tolerated. Monarch may also choose to bring formal
charges against anyone who endangers its Team Members.

Monarch Work Rules and Code of Conduct

Listed below are some of the most important work rules at Monarch. The rules that are
listed here are intended to set forth certain circumstances under which Team Members may
be subject to disciplinary action. Other work rules and policies that may be established by
Monarch may be applied to Monarch as a whole or only to specific departments and
positions. It is each Team Member’s responsibility to familiarize themselves with their
department and position-specific rules and policies. The disciplinary process used to
maintain Monarch standards of conduct will be determined on the basis of the facts of Team
Member cases. This Code of Conduct is not intended to be arbitrary; common sense is and
will be the guiding factor when applying the Code of Conduct.

In order to provide Team Members guidance concerning unacceptable behavior, the

following are some examples of types of conduct that are considered, by Monarch, to be
misconduct. The list below is intended simply to provide some examples of disciplinary
offenses and is not to be considered an all-inclusive. In all cases, disciplinary action,
including termination of employment, is at Monarch’s discretion and may depend on many
factors such as the severity of the problem, job, and performance history.
1. Being at work with the presence of intoxicants or controlled substances in your system.
Having the odor of liquor on your breath at any time during or immediately prior to your
shift. The purchase, sale, use, or possession of legal or illegal drugs at any time either
while on duty or any time on Monarch’s premises.
2. Destruction, damage or threat thereof, or unauthorized disposition or removal from
Monarch’s premises of any property that does not belong to the Team Member
irrespective of its condition or value. Proper procedure for acquisition and removal of
any property from the premises is as follows: a written approval from your manager must
be obtained, and Security must be notified of any approved items prior to the removal.
Monarch also reserves the right to inspect on an unannounced basis; purses,
briefcases, packages, lunch boxes, and lockers in addition to other personal belongings.
3. Challenging someone to a fight, being involved in a fight, or engaging in assault or
battery. Any action or inaction that endangers the health or safety of others. engaging
in horseplay.
4. Failure to perform work as assigned, including but not limited to, insubordination,
unauthorized absence from assigned work area, being in an unauthorized work area,
and sleeping on the job.
5. Abuse or neglect of any duties or any guest. In addition, the use of profanity, loud or
abusive language, rude, lascivious, obscene or other unbecoming conducts toward
another Team Member, management or guest.
6. Dishonesty or failure to report an act or plan of dishonesty, whether knowledge of such
an act or plan is obtained directly or indirectly. Falsification, misstatement, or omission
of any records, including application for employment.
7. Failure to use proper money handling techniques. Excessive cash handling variances
or exceptions.

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8. Failure to follow Monarch rules or policies, or failing to exercise care in the transport,
record-keeping or safeguarding of all forms of assets in the care and custody of or
belonging to Monarch, including Monarch funds and records. The unauthorized
dissemination of any Monarch records, or the information contained therein, regardless
the circumstances in which such information was obtained.
9. Failure to comply with laws, regulations and/or Monarch policies with regard to safety.
Engaging in any action, or inaction, which endangers the health and safety of others.
10. Operating a vehicle while on Monarch business in an unsafe manner.
11. Operating or using any Monarch equipment other than for specific, job-related or pre-
authorized functions and other than in accordance with accepted procedure or practice.
12. Gambling while on duty. Team Members with a Colorado Division Gaming License are
never permitted to gamble on Monarch property.
13. Loitering in gaming, restaurants, bar areas, Team Member dining, whether on shift or off
shift.
14. Hustling, suggesting or conniving to indicate that a gratuity, tip or toke is required or
expected for any service. Acceptance of or request for a loan (borrowing money) from a
guest, vendor, manager, co-worker, or subordinate.
15. Soliciting any Team Member in working areas and during working time for any purpose;
the unauthorized posting, distribution or circulation of written materials in working areas
during working time; and the unauthorized sale of anything on Monarch premises.
16. Removing, defacing or altering Monarch posted notices. Violation of or disregard for a
posted or known Monarch rule, policy or procedure.
17. Off-duty conduct that in Monarch’s opinion reflects adversely on its image or in any way
affects job performance.
18. Disclosing confidential and proprietary information about Monarch, its facilities and
personnel, or the services it provides.
19. Refusing to submit to any examination, test or assessment, i.e., a polygraph or
substance abuse test, required by Monarch, which is applicable, by state law.
20. Interfering with or failing to cooperate with Security or Surveillance Officers in their line
of duty including but not limited to investigations.
21. Failure to report any on-the-job injury regardless of how minor, as soon as possible.
22. Violating an applicable gaming regulation or rule.
23. Conviction for or pleading guilty to any crime, whether or not such crime is committed
against Monarch, any of its Team Members or against anyone else when, such
conviction or guilty plea is related to the nature of the work such Team Member
performs and continued employment could jeopardize the interests of Monarch, its
Team Members or others. Conspiring to commit illegal activity with co-workers or
guests.
24. Permitting unauthorized persons in areas where they are not permitted to be without
advance approval of management.
25. Representing yourself as authorized to act on behalf of Monarch or using your
employment for personal gain without specific prior approval.
26. Parking on Monarch premises during working hours unless it is in the designated Team
Member parking lot. Parking in the lots or garages of neighboring businesses and
shopping centers. Parking in Valet; this is for guests only.
27. Disclosing any personal information regarding other Team Members and guests
unrelated to work and/or without their permission.

Whistleblower Protection
At Monarch, we believe that every Team Member should enjoy an environment free of

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issues related to dishonesty, fraud, substance abuse and safety violations. We require
Team Members to be part of the solution and report unethical behavior and violations of
Monarch policies. Team Members at every level are required to report issues of concern to
their manager or Casino Shift Manager. Human Resources and corporate management are
also available for reporting such concerns.

Team Member Problem Solving / Complaint Procedures

Monarch knows the importance of an open and fair method of resolving complaints and
answering questions. Therefore, our complaint resolution procedure provides three (3)
steps available to all Team Members should they have a question or concern about the
terms and conditions of their employment. We encourage all Team Members to bring to the
attention of their direct manager, Casino Shift Manager or Human Resources of any
complaints they may or witnessed about work-related situations.

Step 1: We encourage the Team Member to bring up any questions or concerns they have
about the terms or conditions of employment. The manager is expected to listen to the
Team Member’s question or concern and get back to the Team Member with an answer or
response, usually within five (5) days of their initial discussion.

Step 2: We recognize that in some cases a question or concern of the Team Member may
involve their manager, and they may be reluctant to discuss the situation with that person.
If this is the case, or if they are not satisfied with the manager’s response to Step 1, they
may contact a Casino Shift Manager or Human Resources, whose responsibility is to
investigate their question or concern, discuss it with the Team Member, and get back to
them. If they are carrying forward an issue first presented by the Team Member to their
manager, we ask that the Team Member initiate the second step, by contacting Human
Resources, within five (5) days of when the Team Member received their response. Human
Resources will respond to the Team Member after reviewing all the information related to
the situation.

Step 3: If the Team Member has taken Step 2 and is still not satisfied with the response
they have received, they may address a written complaint to Monarch’s General Counsel or
Associate General Counsel within five (5) days of receiving the response under Step 2. The
General Counsel or Associate General Counsel, or designee, will investigate, review, and
discuss the Team Member’s concerns with them as soon as possible and will give them a
response within fourteen (14) days. This response will be the final resolution to the concern
or matter that was presented by the Team Member.

We recognize that not everyone is comfortable presenting a complaint to their employer, but
we encourage our Team Members to fully utilize our complaint-resolution procedure. We
are committed to preventing any retaliation against persons who do so. Taking the time to
ask and answer questions and state and resolve workplace concerns makes an important
contribution to the overall performance and growth of our organization.

Section 4: Compensation Guidelines

Team member Classifications
Each Team Member is designated as either EXEMPT or NON-EXEMPT.

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Non-Exempt Team Members (overtime eligible): Non-exempt Team Members are
Team Member whose job positions do not meet the federal Fair Labor Standards Act
(FLSA) or applicable state exemption tests, and who are not exempt from minimum wage
and overtime pay requirements. Non-exempt Team Members are eligible to receive
overtime pay for hours worked in excess of:
 Forty (40) hours per workweek;
 Twelve hours (12) per workday, or
 Twelve (12) consecutive hours without regard to the starting and ending time of the
workday (excluding duty free meal periods), whichever calculation results in the greater
payment of wages.

Exempt Team Members: Exempt Team Member are Team Member whose job
assignments meet specific tests established by the FLSA and state law and who are
exempt from minimum wage and/or overtime pay requirements.

In addition to the above categories, each Team Members will belong to one other
employment category:

A regular, full-time Team Member (30 +) is one who is regularly scheduled to work
thirty (30) hours or more each week. Full-time Team Members are eligible to also participate
in Monarch sponsored benefit programs.

A regular, part-time Team Member (less than 30) is one who is regularly scheduled
to work less than thirty (30) hours per week.

A temporary Team Member is one who is scheduled to work for a predetermined

period of time less than six months.

Team Members will be informed of their status when they are hired. Status can be changed
anytime at management’s discretion based upon business necessity.

Timekeeping
Accurately recording time worked is the responsibility of each Team Member. Altering or
falsifying timesheets, or completing another Team Member’s timesheet will not be tolerated.
Recording extra hours or not recording all hours is strictly prohibited. Non-exempt Team
Members are prohibited from “working off the clock” (i.e., performing work without claiming
payment for such time worked). Team Members must report to Human Resources any
instances in which: (1) a non-exempt Team Member is asked, requested or encouraged,
directly or indirectly, to work off the clock; (2) a non-exempt Team Member performs off the
clock work; or (3) a Team Member becomes aware of any other non-exempt Team Member
performing off the clock work or who is being asked, requested, or encouraged to work off
the clock.

Team Members will not be disciplined for reporting such conduct. In fact, Monarch relies
and values the immediate feedback of our Team Members. However, failure to comply with
Monarch policy concerning off the clock work will not be tolerated.

Timesheets are Monarch property and are not to be removed from the premises.

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Overtime
For payroll purposes, the workweek is Friday through Thursday. Due to the nature of our
business, Team Members may be required to work extra hours. Non-exempt Team
Members will be paid in accordance with applicable state and federal law for all hours
worked, including overtime hours. Unless otherwise provided by applicable state wage and
hour laws, non-exempt Team Members (eligible for overtime compensation), will receive
one and one-half (1½) times the regular rate of pay for every hour worked in excess of forty
(40) hours in the workweek, more than twelve (12) hours in a workday, or twelve (12)
consecutive hours without regard to the workday. Only those hours actually worked will be
considered in calculating overtime pay. To work overtime, Team Members must obtain
approval, in advance, from their manager. Exempt Team Members are not eligible for
overtime pay.

Paychecks
Paychecks are distributed on a bi-weekly basis. Team Members may pick up current
paychecks through their department Director or their designee on payday Fridays. If there
is an error on a paycheck, the Team Member's manager must submit a request for an
adjustment to the Payroll Department.

Direct deposit to most major banks and credit unions is available. The request for direct
deposit may be completed with Payroll. Paycheck withholding will be made in accordance
with state and federal law.

Section 5: General Workplace Rules

Team Member Behavior
Certain standards are necessary for the success of the operation of Monarch, as well as for
the benefit and protection of the rights and safety of all Team Members. Conduct that
interferes with business operations, brings discredit to Monarch, creates an unsafe or
threatening work environment or is offensive to guests or fellow Team Members will not be
tolerated whether it occurs on or off Monarch time; or on or off Monarch property. Any
questions about this policy should be directed to Human Resources.

Team Members are expected to conduct themselves in a professional manner that reflects
positively on Monarch and is conducive to the efficient operation of Monarch. Should
differences of opinion occur, Team Members are expected to engage in constructive and
respectful communication.

All Team Members are required to truthfully participate in any investigation. Investigations
may be internal and conducted by the Casino Shift Manager, Security, Surveillance or
Human Resources. If necessary, external investigations require a management
representative or Human Resources to be present. Lying in the course of an investigation
or refusal to participate in an investigation may be grounds for immediate termination of
employment.

Conflict of Interests and Employment Outside of Monarch

Monarch requires that Team Members protect Monarch information and avoid outside
activities or relationships that could or do adversely influence their decisions or actions on
the job.

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Conflict of interest situations, which could arise while working for a competitor, should also
be avoided. Other examples of conflict of interest could be:
 serving as VIP Host, Slot OA/Tech, or Cage TM with a competing company with Monarch,
 serving as a board member or manager or director of a competing company with
Monarch,
 holding financial interest in a competing organization,
 being self-employed in an occupation which competes with Monarch, or ownership,
 partnership or personal involvement in supplier companies or distribution outlets related to
Monarch business,
 providing proprietary information to anyone outside of Monarch.
Questions whether a situation is a conflict of interest should be directed to the Team
Member’s direct manager or Human Resources. Team Members involved in or
contemplating outside work should inform their manager immediately.

Ethics and Conduct on the Job

All Monarch Team Members are expected to utilize their time and efforts to support
Monarch’s mission and avoid any appearance of impropriety. To provide the highest
standard of trust and integrity for Monarch, all Team Members shall make every effort to
avoid relationships which might impair professional judgment, or which might increase the
risk of clients’ exploitation. All Team Members will be required to review and acknowledge
Monarch’s Business Ethics Policy and Code of Conduct.

Proprietary and Confidential Information

The protection of Monarch’s confidential and proprietary business information and trade
secrets is vital to the interest and success of Monarch. In the course of your work, you may
have access to confidential information regarding Monarch, its suppliers, its guests, its
guests, or perhaps even fellow Team Members. Each Team Member is responsible for
safeguarding the confidential information obtained during employment and is prohibited
from revealing or divulging any such information unless it is necessary to do so in the
performance of your duties. All Team Members will be required to review and acknowledge
Monarch’s Confidentiality, Non-Disclosure and Non-Solicitation Agreement.

Performance Evaluations, Promotions and Transfer Opportunities

Monarch endeavors to conduct performance evaluations. Please contact and advise your
manager or Human Resources if more than a year has passed since receiving formal
feedback. Performance evaluations may or may not include adjustments to compensation.

All Team Members are welcome to apply for open positions within Monarch. Job openings
are posted in the Human Resources Office and Monarch’s website. To initiate the transfer
process, the requesting team member should complete a Team Member Transfer Request
form available in the Human Resources Department.

Promotion and Transfer Eligibility - Typically a Team Member must have been
employed for at least ninety (90) days to transfer to another department or apply for an
interdepartmental promotion. Typically, a Team Member must have been employed for at
least six months to apply for an internal promotion to another department.

Work Schedules
Work schedules and hours worked cannot be guaranteed and may be changed at any time

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to meet fluctuating business demands and to ensure proper staffing levels to meet
Monarch’s needs.

Team Members are responsible for reviewing the posted work schedule every day.
Questions regarding work schedules are to be referred to the appropriate department head
or manager. Any requests for changing a work schedule should be placed in writing and
given directly to the appropriate manager. Requests for changes of the work schedule will
be made at the discretion of the department head or manager depending on business
needs and staffing levels.

Wages, Salaries, Merits, Disciplinary Actions

Department heads and managers are responsible for reviewing the performance of the
Team Members in their department and recommending pay increases if warranted. The
performance of each Team Member is individually evaluated and pay increases are
determined by merit within the wage or salary range of the Team Member's position.

Promotions
If a Team Member is eligible for a promotion (i.e., the Team Member meets the minimum
qualifications and does not have a current final written warning), and is selected, the Team
Member may be hired into the position at the agreed upon rate based on start rate/range of
the promotional position.

Performance/Merit
If the Team Member meets or exceeds all competency metrics, then a merit increase is
warranted. If one or more competencies are below standard, the annual review should be
accompanied by a Performance Improvement Plan. With a successful completion of the PIP
a merit review may be considered at that time.

Disciplinary Action
Monarch has adopted a constructive approach to discipline and has established certain
procedural guidelines for dealing with discipline and/or termination matters. There are no
guarantees that the steps in Monarch’s disciplinary system will identify and correct the
problem or that all steps can or will be followed in every case. This system is intended to be
a useful guideline to follow in resolving many work-related problems and is not intended to
create a contract of any kind between Monarch and any of its Team Members. Employment
with Monarch is “at will” and can be terminated at any time, with or without notice, and with
or without cause, by either the Team Member or Monarch.

Active disciplinary actions in a Team Member’s file will not necessarily preclude merit or
promotional increases. Anything more than twelve (12) months old is only considered on a
case-by-case basis, depending on the nature of the disciplinary matters. Prior disciplinary
action that does not indicate a trend or pattern of behavior or performance should not
prevent continued progress in the organization.

Disciplinary action, including termination of employment, is at Monarch’s discretion and may

depend on many factors such as the severity of the problem, the job, performance history,
and Monarch’s business needs. In most cases, when a problem comes to the attention of a
manager, the manager will discuss the issue with the Team Member to decide how to
improve the situation. In some cases, the manager may direct the Team Member in a

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course of action. In either case, the Team Member will be expected to follow through on the
course of action that emerges from that discussion.

Although employment is subject to Monarch’s At-Will Employment Policy at all times,

Monarch may use any of the following disciplinary steps, at its discretion:
 Verbal Written Counseling
 Written Counseling
 Final Written Counseling
 Suspension/Termination

Depending on the severity of the action and the number of occurrences, there may be
circumstances when one or more steps are repeated or skipped. Some actions or
behaviors are serious enough to justify either a suspension or immediate termination,
without going through the usual disciplinary steps. Such instances require the approval of
the department head and corresponding Human Resources representative, prior to
decision-making leave or termination. In most instances, a suspension will occur prior to
any terminations. However, the severity of the situation will dictate next steps. Management
reserves the right to follow through with further disciplinary action, up to and including
termination of employment, if the job expectations are not met

Separation of Employment
If a Team Member decides to leave Monarch, we respectfully request a notice period of two
(2) weeks. Team members will be provided with and asked to sign an exit memorandum
that provides relevant information related to termination of benefits and appropriate
contacts. All Monarch property is to be returned at time of separation.

The Team Member’s final paycheck will be issued according to state law.

Exit Interviews
Team Members who voluntarily leave Monarch may be asked to conduct an exit interview
with Human Resources. Human Resources may reach out to the Team Member in person
or via email following their separation of employment. Exit interviews provide Monarch with
valuable information regarding employment and work-life balance. This process allows
Team Members the opportunity to express their opinions about various aspects of
employment at Monarch. Team Members are encouraged to take advantage of this chance
to offer their input.

Personnel Records and Files

Personnel files are maintained for each Team Member. Unless specific state laws impose
additional requirements, at the Team Member’s request, Monarch will provide a Team
Member with a reasonable opportunity to inspect their file. If a Team Member disagrees
with anything in their file, they may add a statement of disagreement to the file. If the Team
Member wishes to review their file, they must contact Human Resources to schedule an
appointment. Human Resources will be present when the file is reviewed. Personnel files
are Monarch property.

Attendance and Punctuality

Monarch is a twenty four (24) hour operation and schedules are made to fit the needs of our
business. All Team Members are expected to report to their workstations at their designated
start time, including after breaks. Unplanned absences can disrupt work, inconvenience
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other Team Members, and affect productivity. Monarch has a no-fault attendance policy. If
Team Member is not at work as scheduled, he/she is considered absent.

Should a situation arise that will cause a Team Member to miss a shift or be late in arriving
to work, it is the Team Member’s responsibility to notify their immediate manager at least
two (2) hours prior to the start of the scheduled shift. If the manager cannot be contacted,
the Team Member must notify the department manager or Casino Shift Manager.
Messages left on voice mail or with other Team Members are not proper notification.

The attendance policy is based on a ten (10) point system. Points are accumulated when a
Team Member has an unscheduled tardy, leave early and/or is absent from work. If a Team
Member maintains perfect attendance for one month, an accrued point is dropped from their
attendance record for that month. Six (6) months of perfect attendance cancels any
remaining points on the active attendance record.

Points are not recorded for:

 Approved Jury Duty
 Approved Bereavement Leave
 Approved Family Medical Leave – Team Members on intermittent leave must follow
proper call in procedures for each shift not worked due to intermittent leave, unless
otherwise provided by law
 Approved Military Leave
 Approved Personal Leave
 Pre-approved paid time off (vacation)
 Workers’ Compensation Leave/ On the job injury

Attendance violations points - will be tracked based on the following point system:
INCIDENT POINTS
Absence w/ 2-hour notice* 1 point
Each consecutive day absent** ½ point
Absence on denied day off 5.5 points
Absence, blackout day 5.5 points
Absence, pattern OR Absence w/out 2-hour notice 2 points
Early out, > 4 hours of work 1 point
Early out, < 4 hours of work ½ point
Late, > 1.5 hours 1 point
Late, < 1.5 hours ½ point
Late, pattern 1 point
No Call No Show 6 points
Mandatory Meeting – absence, late, no call/no show as above
Training Classes – absence, late, no call/no show as above

Definitions of Terms used in Attendance and Punctuality Guideline:

Absence – Any “unscheduled” time off from work, regardless of reason. “Unscheduled”
means time off requested with less than twenty four (24) hours’ notice. Does not include
vacation time that has been scheduled and approved, leaves of absence, bereavement
leave, jury duty, Worker’s Compensation, business volume early-outs, and absences
protected under law.

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Inadequate Notice Absence – Any absence that is not properly communicated to a Team
Member’s manager at least two (2) hours prior to scheduled shift start.

Denied Day Off – An absence on the same day for which a Team Member was previously
verbally or formally denied permission to take off.

Late for Work – Any situation where a Team Member arrives late to his/her workstation or
assigned area, whether at the start of a scheduled shift, or following a break.

No Call/No Show – A No Call/No Show is when a Team Member does not call in or report
for their scheduled shift before fifty (50) percent of their shift elapses. Two (2) No Call/No
Shows within a Rolling twelve (12) month period will result in termination.

Early Out – Lack of completion of a scheduled shift for personal reasons, such as illness.
Early outs due to business needs are not counted as an incident.

Mandatory Meeting or Training – Failure to attend any meeting designated as mandatory.

Failure to attend any scheduled training class.

Pattern Absences or Late for Work – Pattern absences are generally defined as the same
or similarly occurring absences, such as calling out on same days of the week, days
before/after days off, days before/after paydays, day before/after holidays, which occur four
(4) or more times within a forty five (45) day period. Pattern Late for Work can be defined in
a similar manner, including regularly being late in returning from a break.

48 Hour Rule - In order to prevent the spread of illness, when a Team Member is absent
due to an illness that includes flu-like symptoms, the Team Member is required to not report
back to work until they have been symptom free for a minimum of forty hours (48) hours. If
this requires the Team Member to be absent for more than three (3) days, the Team
Member is required to contact Human Resources.

Extended Absence - If a Team Member is absent for more than three (3) consecutive
days, they are required to contact Human Resources for a medical leave evaluation.

Black Out Days - Designated high-volume days are considered Black-Out days. Check
with your department management team for which calendar days or events are deemed
Black-Out days. Generally, approved time off is not allowed on these designated dates and
calling out absent accrues more points due to the impact on the business and co-workers.

Attendance Points Disciplinary Action - The Team Member’s department will

provide written notification of certain point thresholds as follows:

4 points Verbal
6 points Written
9 points Final Written
10 points Termination of employment

Each step of progressive counseling may not need to be issued prior to termination if points
have been properly assessed. For example, a Team Member with 5 points who
subsequently is a No Call/No Show would be separated because of the accrual of ten (10)
points, despite not having received a prior Final Written Warning.

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Monarch reserves the right to change this and all policies without notice at any time.
Nothing within this policy is a contract or guarantee of employment. Monarch and its Team
Members retain the right to separate the employment relationship at any time, with or
without cause, for any reason.

Meal and Rest Breaks

Team Members will receive at least a thirty (30) minute unpaid meal break, during which the
Team Member is relieved of all duty, if they work at least a continual five (5) hour shift.
Meal breaks must be taken within the first five (5) hours of a shift and are not considered
time worked for overtime purposes. Meal break times may be assigned by the manager.

If a Team Member works more than ten (10) hours, they may take a second meal break of
no fewer than thirty (30) minutes. The second meal break must be taken no later than two
hours from the end of a Team Member's tenth (10th) hour of work. A Team Member can
waive the second meal period only if all of the following conditions are met:
 The total hours worked on that workday are not more than twelve (12).
 The first meal break of the workday was not waived.

Team Members will also receive one paid fifteen (15) minute rest break for every four to five
(5) hours worked. Rest breaks may be scheduled unless due to the nature of the job they
can be taken on an informal basis throughout the day. Rest breaks will be considered time
worked for pay purposes. Rest breaks must be taken approximately mid-way through the
four (4) to five (5) hour work period and may not be taken immediately preceding or
following the meal break or at the beginning or end of the workday.

If a Team Member is a tobacco user, they are not allowed additional breaks for tobacco
usage. During the workday Team Members can only use tobacco during the two (2)
designated break periods and the designated unpaid meal period described above.

Workplace Accommodations for Nursing Mothers

Nursing mothers will be paid for up to two (2) thirty (30) minute breaks daily to express
breast milk for up to two (2) years following the birth of the Team Member’s child. The break
time shall, if possible, run concurrently with any break time already provided to the Team
Member. If additional reasonable breaks are needed, the break time will be unpaid.

A safe, sanitary and functional space, other than a toilet stall/bathroom, will also be
identified for expressing milk that is shielded from view, in reasonably close proximity to the
work area, and free from any intrusion from co-workers and the public. Any questions
regarding where a Team Member can express breast milk should be raised with the Team
Member’s direct manager or Human Resources.

Appearance Standards
Team Members are responsible for maintaining high personal appearance standards, to
include grooming and dressing to project a professional appearance. Team Members are
responsible for maintaining personal cleanliness. Personal attire should be conservatively
fashionable and follow the guidelines below, unless specifically noted by management. All
grooming is to be performed in the back of house and out of sight of guests at all times.

The purpose of these appearance standards is to provide Team Members with guidelines
on how to look their best while serving Monarch’s guests. Our guests expect Team

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Members to look professional and be well-groomed at all times. We count on everyone to
reflect our justifiably high appearance standards. If a Team Members’ personal appearance
is inappropriate, they may be asked to leave work and return properly dressed and groomed
to address appearance concerns. No pay will be given for the time away from work and
attendance points will be assessed. Questions about the appearance standards of a
specific department/position should be directed to an immediate manager. Any exceptions
or requests for an exception to the policy should be directed to Human Resources.

General Guidelines for All Team Members:

Nametag/Gaming License – While on property, all Team Members are required to
wear their nametag on the left side of their shoulder. Some positions require the
possession of a gaming license to also be displayed at all times. Name tags and licenses
should be neat and professional looking at all times. All Team Members will be furnished an
identification badge with a color photo I.D. Team Members are required to have this I.D.
badge on their person at all times when on duty on the Casino premises, unless otherwise
directed by your manager. I.D. badges are required for clocking in and out. Do not put any
decals or stickers on the badge. Loss of an I.D. badge will result in a replacement charge to
the Team Member.

Clothing – Clothing should be neat, clean and in good crisp condition at all
times. Uniformed Team Members must conform to the established uniform dress
code. Working attire for non-uniformed Team Members must be neat, clean and
appropriate to Monarch’s standards of professionalism. Appropriate undergarments must
be worn.

Hair – Hairstyles are expected to be in good taste and natural looking. Extreme looks are
not permitted. Examples of extreme looks include, but are not limited to Mohawks,
unnatural hair colors or glitter hair sprays, razor cuts, and ornamental designs cut into the
hair. In accordance with health code requirements, some Team Members may be required
to wear Monarch issued hats or hairnets. Hair should not prevent guests from making eye
contact with the Team Member at any time. Hair should never cover the name tag. Men’s
sideburns must be trimmed and extend no further than the bottom of the earlobe. Men’s
hair should be kept trimmed, in good taste and natural looking. Men’s hair length may not
extend below the top of the collar as the Team Member’s head is facing forward. Man-buns
and ponytails are not permitted.

Mustaches – Mustaches may not exceed one-quarter inch (¼”) below the corner of the
lip. Extreme styles are not permitted. Examples of extreme styles include, but are not
limited to Fu Manchus, handlebars, toothbrush mustaches, and pencil thin
mustaches. Mustaches must be clean and neatly trimmed. Mustaches may only be initially
grown during scheduled time off of work; no “shadow” or transitional beards are
permitted. Facial hair that is not a complete beard, goatee, or mustache is not permitted.

Beards or Goatees – Beards or goatees must be clean and neatly trimmed and be no
more than one half inch (1/2”) in length. Beards or goatees may only be initially grown
during scheduled time off of work; no “shadow” or transitional facial hair is permitted. Facial
hair that is not a complete neatly groomed beard or goatee is not permitted and the Team
Member may be sent home or asked to shave.

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Body Piercing/Tattoos – Body piercings are not permitted. Specifically,
gauges/cheeks/barbells/lip piercing, nose rings, tongue piercings, eyebrow piercings and
visible tattoos are not permitted.

Jewelry – Jewelry must not be functionally restrictive, dangerous to job performance,

interfere with the uniform attire or be excessive. Health code does provide further details on
what is permitted and will govern all Team Members working in the food areas.

Rings – Team Members may wear up to two (2) rings per hand. Rings must not be
functionally restrictive, dangerous to job performance, interfere with the uniform attire or be
excessive. Health code does provide further details on what is permitted and will govern all
Team Members working in the food areas.

Earrings – Female Team Members may wear up to two (2) earrings per ear, in the
earlobe only. Earrings should not excessively hang down or dangle and be no longer than
three (3) inches. Earrings must not be functionally restrictive, dangerous to job
performance, interfere with the uniform attire or be excessive. Earrings for male Team
Members are not permitted.

Hygiene – Offensive body odor and poor personal hygiene is not professionally
acceptable.

Fragrances – Some Team Members and/or guests may have sensitivities to fragrances
and scents, which can often cause unpleasant physical reactions. Accordingly, we request
that, Team Members apply perfumes, colognes, aftershave or other fragrant lotions
modestly, if they apply it.

Fingernails – Fingernails should be clean and neatly manicured. Nail length should not
interfere with job performance and should not extend beyond one-half (½) inch from the
fingertips. Culinary Team Members may not wear nail polish.

Eyewear – Dark and/or tinted glasses may not be worn indoors, unless medically
necessary. Sunglasses worn outside should be conservative in design and color.

Hats – Hats are not permitted unless they are part of a uniform.

Shoes – Shoes must provide safe, secure footing, and offer protection against
hazards. Canvas or athletic type shoes are not appropriate for Team Members who are
required to wear professional attire.

Detailed Guidelines for Non-Uniform Team Members – Regularly Guest

Facing or on Resort Floor:
Non-uniform Team Members that maintain regular, in-person contact with guests will be
required to wear appropriate professional business attire.
 Men Professional Business Attire – closed toe dress shoes, jackets, shirts, ties, slacks,
sweaters, dress shirts, sweaters, and pantsuits must be accompanied with a blazer.
 Women Professional Business Attire – Dress tops, dress pants, dresses, skirts,
sweaters, pantsuits, closed toe dress shoes, dress tops, sweaters, pantsuits must be
accompanied with a blazer.

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Detailed Guidelines for Non-Uniform Team Members – Rarely Guest
Facing or Back of House:
Non-uniform Monarch Team Members that are rarely guest facing will be required to wear
appropriate business attire.
 Men Professional Business Attire – Dress tops such as: button up or polo dress shirts,
sweaters, or other professionally designed shirts, slacks, professional dress khaki’s pants,
dress shoes.
Please note men should have a blazer or jacket on hand in case they must conduct
business on the resort floor.
 Women Professional Business Attire – Dress tops such as: blouses, sweaters, button
up, or other professionally designed shirts, slacks, slack Capri’s that come no more than
to the middle of the calf, leggings only if worn with a long shirt or traditional skirt, or dress
that is at least mid/upper-thigh or longer, dresses or skirts, dress shoes and/or dress
sandals
Please note women should have a blazer or jacket on hand in case they must conduct
business on the resort floor.

Additional Guidelines for Non-Uniformed Team Members:

 Tank tops, bare midriffs, see-through fabrics, halter tops, and halter dresses are not
permitted.
 Hosiery, if worn, must be free from runs and tears and must be clean and show no
discoloration or stains on feet.
 Skirts and dresses must be tasteful in length when above the knee.
 Each Team Member is responsible for their personal presentation, for checking their
appearance throughout the shift, and for maintaining uniforms properly.
 Flip flops regardless of how dressy are not permitted.

Detailed Guidelines for Uniform Team Members:

Team Members who wear uniforms are expected to be dressed and ready for duty on time
in the departmentally assigned uniform. Uniforms are expected to be clean and pressed,
spotless, wrinkle free with the shirt neatly tucked inside pants or skirts. All uniformed pants,
unless otherwise deemed or specified, must be black slacks and accompanied with black
non-slip closed toed shoes.

Team Members are not permitted to make any alteration to the issued uniform attire at any
time. Alterations must be done through the Wardrobe department only. Team Members
may not deviate from established uniform dress code. While in uniform, Team Members
must remain in dress code compliance everywhere on property (which includes parking
areas). Additional, department-specific requirements may apply.

Shoes must be neatly polished and in good condition. Shoes should be appropriate for the
job being performed. Footwear must consist of solid black dress shoes, pumps, or leather
athletic shoes with no logos, insignia, buckles, colored/imprinted laces, or other
accessories, trim or imprints. Food & Beverage Team Members must wear non-slip
footwear in the kitchen.

Uniforms that require skirts or dresses must be worn with black non-slip Mary Jane style
closed toed shoes and natural skin tone hosiery, unless different footwear is required by the
department

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It is the Team Member’s responsibility to notify Wardrobe when uniforms require attention,
such as for repairs, stain removal, or changes in size to ensure a proper fit. Department-
specific appearance policies may provide additional direction.

Please note that at any time if a Team Member is not following the guidelines of the
appearance policy, they will be asked to correct the issue. If the issue cannot be corrected
immediately, they may be sent home to correct the issue without pay and are expected to
return to work immediately.

Maintaining Your Gaming License

Licensed Team Members are responsible to know and comply with state laws and
regulations governing limited gaming. The ICMP, CLGR, and limited Gaming Act may be
reviewed at any time via Monarch’s Toolkit. Below are the top-ten easiest ways to remain
eligible for a gaming license:
1. Renew early and renew often - Support and Key Licenses are valid for two (2) years.
The Division of Gaming requires you to renew at least thirty (30) days in advance. It is
recommended that you do not wait until that last minute in case any unexpected issues
arise.
2. Display your gaming license with pride – Rule 47.1-409 requires every licensed
person to wear their gaming licenses in plain view.
3. Report address changes to CDOG – There is a simple address change form on the
Division of Gaming website. Look under “Quick Answers” and “Notification Forms”.
4. Report name changes to CDOG - There is a simple name change form on the Division
of Gaming website. Look under “Quick Answers” and “Notification Forms”.
5. Remain current on Student Debt – Licensed gaming Team Members are required to
remain current on their student loan obligations and child support.
6. Remain current on your Taxes - Licensed gaming Team Members are required to
remain current on their state and federal tax obligations.
7. Do not gamble at Monarch Black Hawk – Licensed Team Members are prohibited
from gambling at the casino in which they are employed. See 12-47.1-814.
8. Do not participate in on-line gambling – Many online gambling sites advertise they
are "legal" and "licensed" forms of wagering. They may be legal or licensed where the
bets are received, but it remains illegal to place bets from Colorado with these
businesses. In addition, CDOG prohibits persons licensed in the Colorado casino
industry from having any involvement with internet gaming sites.
9. Conduct yourself appropriately while off duty – Many people assume that their
behavior away from work cannot be held against them when they return to work. To the
contrary, CDOG requires licensed Team Members to be of good moral character and
will look closely at your background periodically.
10. Report arrests or citations to CDOG - licensed Team Members must make written
notification to the Division’s Lakewood office of any criminal conviction and/or criminal
charge pending against them within ten (10) days. This includes:
a. Being alleged to have driven under the influence or impairment of intoxicating liquor
or drugs
b. Being taken into custody for any offense, including traffic offenses
c. Being issued a summons or citation for any offense except for minor traffic offenses
d. Failing to comply with sentencing requirements
e. Failing to appear for a court proceeding and having a bench warrant issued
f. Having your driver license suspended or revoked

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Cleanliness
Monarch’s “Pick It Up” policy requires all Team Members to take an active role in keeping
the property, both inside and out, clean and free of debris and litter. Team Members must
be conscious of and be proactive towards the cleanliness of all areas of the property. This
begins in the work areas of the Team Member and extends to any area that the Team
Members come in contact with throughout the day. Cleanliness shall be maintained and
addressed by all Team Members, regardless of position, in both front of house and back of
house locations. This includes, but is not limited to, picking up and throwing away trash,
bussing glasses, wiping down the Team Member dining area after eating, keeping all public
areas clean and tidy, and being aware of the cleanliness of the casino floor while walking
through areas.

Controlled Areas
Certain areas of the Property are for the use of Team Members only. These areas include,
but are not limited to, kitchen areas, vault, cage, administrative offices, receiving dock,
warehouse, and other “back of the house” areas. Exceptions may be made for vendors and
suppliers provided that the areas they access are appropriate to their business.

Lockers
Lockers are provided for the convenience and use of Team Members in designated
department or job categories. Lockers remain the sole property of Monarch and may be
opened and inspected at any time with or without the Team Member present. Monarch is
not responsible for any articles that are placed or left in a locker that are lost, damaged,
stolen or destroyed. The Human Resources Department will assign a combination lock to
you for the purpose of storing your personal items. All personal items must be secured in
lockers during your shift. Please keep the locker room and lockers neat and clean.

Open Door Policy

In the event a Team Member has a work-related concern that needs to be addressed, it
should first be discussed with the appropriate immediate manager. If the manager is unable
to resolve the situation, the next person in the chain of command for the department should
be contacted to schedule a meeting to discuss the problem. A Team Member who believes
that the issue still has not been resolved satisfactorily can request to meet with a
representative of the Human Resources Department.

If the Team Member feels uncomfortable speaking with a member of management from
their own department, they are welcome to approach Human Resources directly.

Personal Mail
Monarch will not accept personal mail on behalf of Team Members and reserves the right to
open all mail received at its address.

Personal Phone Calls/Cellular Phones

Personal calls for Team Members, either incoming or outgoing, are not allowed on Monarch
telephones. Uniformed Team Members may not carry cellular phones or other personal
communication devices that are not Monarch issued on the casino/resort floor. Cellular
phones/communication devices should be stored in the Team Member’s locker while
working and may be turned on only during meal and rest breaks. Team Members shall

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refrain from using their personal phones and/or electronic devices in uniform on the
casino/resort floor. This policy is in place in the Team Member’s work area, valet, and when
walking across the casino/resort floor.

Drinking, Eating, and Use of Tobacco

Team Members shall not utilize the self-serve beverage stations located on the casino floor.
In addition, Team Members shall refrain from consuming beverages in public areas and
may only do so discretely if they have a lid on them and are stored out of the sight of
guests. Team Members shall refrain from chewing gum in public areas.

In addition, Team Members are not permitted to smoke or use chewing tobacco in any
public areas. Use of tobacco products by a Team Member is prohibited except in the
designated Team Member tobacco use areas. Tobacco products include not only
conventional smoked tobacco, but e-cigarettes, vapes and chewing tobacco
products. Hourly Team Members may not leave property while on a fifteen (15) minute
break without first receiving permission from their immediate managers. Hourly Team
Members on their thirty (30) minute unpaid meal breaks may leave property after they have
clocked out and must clock back in upon return.

Service Expectations
Team Members shall consistently strive to be highly articulate and avoid any slang when
talking to other Team Members or guests. This extends to all areas of the property and
applies to both internal (other Team Members) and external guests. Team Members shall
greet guests with a smile and maintain an engaging expression with every interaction. It is
imperative that guests feel welcomed and appreciated for coming to Monarch. Team
Members shall allow guests to go first through bathrooms, hallways, escalators, shuttles,
buffet etc. Team Member shall open doors for guests if located near an entry/exit way. It is
imperative that guests feel welcomed and appreciated for coming to Monarch.

Lost and Found

Any found property must be immediately turned in to either the Security Department or your
department manager who will immediately turn the item over to Security. Money, poker
chips, “titos” found on Monarch’s premises is not considered lost, as Monarch will endeavor
to locate the rightful owner.

Social Media Policy

While the use of social media creates new opportunities for communication and
collaboration, it also creates new responsibilities for Monarch Team Members. Whenever
you use social media, use good judgment. We request that you be respectful of Monarch,
our Team Members, our guests, our partners, affiliates, and others.

Use of Monarch-owned equipment to access social media should be limited to non-work

time, must be consistent with the policies in this Handbook, and must not adversely affect
your job performance or interfere with your job duties. Use of personal mobile devices
during work time should be kept to a minimum.

Monarch has developed Use of Social Media Guidelines for Team Members who use social
media sites that may contain postings related to Monarch, Team Members of Monarch, and
any other affiliates of Monarch which balances a Team Member’s right to engage in free

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speech, express beliefs, and to organize and engage in concerted activity, while protecting
Monarch from unlawful or inappropriate disclosure of confidential, proprietary or trade secret
information, or other damage to its reputation, brand, image or products. As referenced in
this policy, “social media” refers to blogs, forums, and social networking sites, such as
Twitter, Instagram, Snapchat, Facebook, LinkedIn, and YouTube, among others.

Nothing in this guideline is meant to interfere with Team Members’ right under federal law to
engage in protected and concerted activity, including Team Members’ ability to discuss
terms and conditions of their employment.

Specific Guidelines:
1. Public communications concerning Monarch, Team Members of Monarch, and any other
affiliates of Monarch must not violate any guidelines set forth in this Handbook,
especially as it relates to discrimination, unlawful harassment, and illegal activities.
2. Your personal social networking site, or anyone else’s social networking site, is not the
ideal place to make a complaint regarding alleged discrimination, unlawful harassment,
or safety issues. Complaints to Monarch regarding these issues should be made
consistent with the complaint procedures in this Handbook so that Monarch can address
them.
3. Team Members should not use their personal social media sites for business
communications. All business-related communications should be transmitted through
Monarch’s email system. Blogs, wikis, chat rooms, and other forms of social media
communications are individual interactions, not Monarch-related communications. All
postings on a blog, wiki, chat room, or social networking site on behalf of Monarch must
be preapproved and sent by authorized Team Members.
4. If you post any comment that promotes or endorses Monarch products or services in
any way, the law requires that you must clearly and conspicuously disclose that you are
employed by Monarch, state that you are not authorized to make statements on behalf
of Monarch, and that the views expressed are your own and do not necessarily reflect
those of Monarch.
5. You must comply with all applicable federal, state and local laws including copyright and
fair use laws. You may not disclose any proprietary, confidential, or financial information
about Monarch. Confidential information includes trade secrets or anything related to
Monarch’s inventions, strategy, financials, or products that have not been made public,
internal reports, procedures or other internal business-related confidential
communications.
6. When you use social media, use good judgment. We request that you be respectful of
Monarch, our Team Members, our guests, our partners and affiliates, and others. Avoid
using statements, photographs, video or audio that reasonably could be viewed as
malicious, obscene, threatening or intimidating, that disparages our Team Members,
guests, partners and affiliates, or that might constitute harassment or
bullying. Examples of such conduct might include offensive posts meant to intentionally
harm someone’s reputation or posts that could contribute to a hostile work environment.

Please consult with your manager if you have any questions about the appropriateness of
publishing information related to Monarch, its Team Members or any of its affiliates.

Address, Telephone & Name Changes

Team Members must promptly complete a change of address form each time they move or
change phone numbers through Human Resources. To have their name changed in

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Monarch’s database; Team Members must provide Human Resources with a copy of the
new Social Security Card reflecting the new name.

Solicitation and Distribution

Solicitation, except solicitation related to concerted protected activity, is prohibited on
Monarch property. Out of respect for the privacy of our Team Members and the practical
desire to receive the full benefit of Team Members’ productivity, solicitors may not come on
Monarch premises at any time to solicit for any cause or to distribute material of any kind,
for any purpose (except for commercial salespeople for business reasons).
Notwithstanding the above, Team Members may solicit related to protected activity during
non-work times.

Distribution of materials of any kind, for any purpose, by any Team Member, is prohibited at
all times in working areas. Team Members are prohibited from distributing or circulating
written or printed material in work areas at any time, or during their working time or during
the working time of the Team Member or Team Members at whom such activity is directed.
Below are examples of the types of solicitation and distribution that are subject to these
rules:
 The collection of money, goods, or gifts for community, schools, religious, political, or
charitable groups
 The collection of money, goods, or subscriptions outsides the scope of official Monarch
business
 The distribution of literature

Monarch will provide a board where Team Members can advertise for the sale of personal
goods such as furniture, cars, living quarters for rent, etc. This board cannot be used to sell
or advertise prohibited items mentioned above. Team Members may not put information on
Monarch bulletin boards intended for business purposes. The bulletin boards are reserved
for official Monarch communication such as:
 Job Postings
 Schedules
 Legally mandated postings
 Internal memoranda
 Monarch announcements
 Insurance information
 Unemployment insurance information

Tip Pooling, Soliciting and Reporting

Depending upon your job duties/position, Monarch may require that any tips you receive
from guests be pooled and distributed to other Team Members who have also provided
service to those patrons during any given shift.

Specifics regarding tip pooling procedures in each department will be communicated to

Team Members who are eligible to participate. Where applicable, Monarch will maintain tip
records and report tips to the appropriate agencies as required by law. Should you have
any questions about your tip pooling arrangement, contact your manager.

Some Team Members work in a position that allows them to be offered tips/ gratuities
throughout their shifts. Gratuities are welcomed and deserved as a part of providing
excellent service environment. There are some positions that Monarch does not allow to

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accept a tip/gratuity. If you are not sure if your position is allowed to accept tips/gratuities,
speak to your manager. Gratuities are acceptable but are never to be solicited.

Tips/gratuities are to be accepted as a “thank you” for legitimate services rendered defined
by your position. Any Team Member found soliciting tips/gratuities from a guest for any
reason may be placed on suspension pending investigation (SPI) and will be subject to
disciplinary action, up to and including termination – no exceptions. If a guest offers a
tip/gratuity and you are in a position that is not allowed to accept tips/gratuities you must
respectfully decline. If the guest is persistent contact your manager to help you. Your
department will have specific guidelines and procedures regarding the acceptance of
tips/gratuities. All department and Monarch policies must be followed. If you have any
questions speak to your manager.

Team Members as Patrons/Guests

Monarch prohibits all gaming licensed Team Members of the casino from all gaming
activities in accordance with state gaming regulations. On property, gaming will be
conducted in accordance with Colorado law. Your department Director can provide
additional guidance to these requirements. As a guest, Team Members must be out of
uniform and are encouraged to maintain a professional image, including behavior and/or
demeanor. Failure to maintain a professional behavior may result in loss of privilege, as
well as other disciplinary action.

Section 6: Drugs and Alcohol-Free Workplace Policy

Drug/Alcohol Introduction and Purpose
Monarch has developed the following policy regarding substance abuse in the workplace.
The following are prohibited in the workplace:
 The unlawful manufacture, distribution, dispensation, sale, possession or use of any drug,
controlled substance or alcohol, to include herbal supplements with psychoactive effects.
 Being under the influence of any drug, controlled substance, herbal supplement with
psychoactive effects or alcohol while on duty or performing Monarch business.
Monarch reserves the right to use various methods to determine compliance with this Drug-
Free Workplace Policy. These may take the form of personal property searches,
inspections by authorized representatives, and certain testing for drugs, controlled
substances, herbal supplements with psychoactive affects or alcohol usage.

This Drug-Free Workplace Policy shall apply to all full-time, part-time, and temporary Team
Members of Monarch. Violation of the Drug-Free Workplace Policy will result in disciplinary
action up to and including termination.

Voluntary Treatment
Monarch encourages Team Members to voluntarily seek assistance before there is a
violation of this policy. Monarch may, entirely at its own discretion, hold a Team Member’s
same or similar job position open upon successful participation in a treatment program
subject to return to duty/drug and alcohol testing, job availability and existing Americans
with Disabilities Act (ADA) requirements. Cost of treatment is the sole responsibility of the
Team Member.

Drug and Alcohol Definitions

“Illegal Drugs” means any controlled substance or drug, the sale, possession or
consumption of which is illegal; including but not limited to, any of the controlled substances

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on Schedules I-V of the Federal Controlled Substances Act 29CFR§1630.3(a)(1). The term
includes prescription drugs not legally obtained and prescription drugs not being used in the
manner, combination or quantity prescribed.

“Legal Drugs” include prescription drugs and over-the-counter drugs, which have been
legally obtained and are being used in the manner, combination or quantity for which they
were prescribed or manufactured.

“Positive Alcohol/Drug Test” means, for the purpose of this policy, that the Team
Member has ingested a drug(s), which causes the Team Member’s drug threshold level to
be above the Federal Department of Health and Human Services (DHHS) guidelines.
 Alcohol: A Team Member whose alcohol level exceeds .0001 is considered to be in
violation of the policy, even if the Team Member did not ingest the substance during
working hours.
 Marijuana: A Team Member who tests positive for marijuana is considered to be in
violation of the policy, even if the Team Member did not ingest the substance during work
hours.
All other controlled substances: A Team Member, who tests positive for any controlled
substance not prescribed by a physician, is considered to be in violation of the policy, even
if the Team Member did not ingest the substance during work hours.

“Reasonable Suspicion” A Team Member has been involved in a workplace accident

or an incident resulting in personal injury or damage to Monarch property, or workplace
circumstances which could have resulted in personal injury or damage to Monarch property,
and management has reasonable suspicion to believe that the Team Member’s acts or
omissions contributed to the occurrence or severity of the accident, incident, or
circumstances.

Behavioral conduct of a Team Member based upon specific personal observations of a

manager concerning behavior, speech, or body odors; or circumstances, which could
indicate that the Team Member is reporting to work in other than a sober and reliable state,
free from the effects of alcohol or drugs.

Reasonable suspicion maybe evidence of other specific contemporaneous physical,

behavioral or performance indicators of probable substance abuse or circumstances.
Whenever possible, at least two managers shall substantiate and concur in the decision to
test.

“Monarch Property” means all real or personal property owned, leased or otherwise
under the control of Monarch. This includes, but is not limited to, buildings, facilities,
vehicles, offices, parking lots, desks, cabinets, lockers, closets, etc.

“Contraband” means any items such as Illegal drugs, drug paraphernalia, herbal
supplements with psychoactive effects, banned or other related items whose possession is
prohibited by law and/or Monarch policy.

Drug and Alcohol Testing

Monarch may implement the following types of drug testing:
1. Pre-placement Testing
2. Reasonable Suspicion Testing
3. Post-Accident Testing
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Monarch follows the guidelines and procedures established by the US department of
Transportation for drug testing.

Contraband- When there is reasonable suspicion to believe a Team Member is in

possession of contraband or suspected contraband, Monarch may conduct, as appropriate,
an inspection of the Team Member, the Team Member’s locker, desk or other Monarch
property under the control of the Team Member, as well as the Team Member’s personal
effects or automobile if on Monarch property. Local law enforcement may be requested to
assist. Any Illegal contraband seized will be received, logged as evidence and turned over
to the proper authorities. Contraband considered prohibited, but not Illegal, will be returned
to the Team Member after a detailed discussion with Human Resources or Casino Shift
Manager.

Team Member Consent

A Team Member’s consent to a medical examination and drug and alcohol testing is
required as a condition of employment, and a Team Member’s refusal to consent will result
in disciplinary action, including termination. Consent to a medical examination and testing
includes a Team Member’s obligation to fully cooperate. Upon request, a Team Member
must promptly complete any required forms and releases and promptly provide a sample for
testing.

Section 7: Technology, Monarch Supplies and Office

Equipment
Monarch Online Systems
This guideline governs your use of Monarch’s “Online Systems,” which is defined to include
all internet access from Monarch’s computers, internal Monarch email, email from external
sources, instant messaging, Monarch’s intranet (in-house) system and all Monarch issued
telephones

Usage Purpose
Monarch's Online Systems are the property of Monarch and are provided for business use
only to increase the productivity and effectiveness of all Team Members. It is the
responsibility of all Team Members to use network resources in a productive manner.
Monarch's Online Systems and network resources may not be used for personal financial
gain. Monarch's Online Systems and network resources may not be used for any purpose,
which is illegal or otherwise against Monarch policy.

Monitoring and Limiting of Usage

Monarch's Online Systems should be considered a public place for business
communications. All use of Online Systems and network resources should reflect Monarch’s
image. Monarch reserves the right to monitor all usage of Monarch Online Systems,
including, but not limited to, email, internet traffic, instant messaging, telephone and text
usage, and storage on Monarch computing devices. Monarch shall assign a level of access
to network resources for each Team Member based on the duties and requirements of
his/her position. Decisions of this nature are at the sole discretion of Monarch. Monarch
reserves the right to block or restrict access to certain internet sites and services. Different
access and service levels may be given to different Team Members. Decisions of this
nature are at the total discretion of Monarch. Monarch reserves the right to filter incoming
and outgoing communications (including but not limited to email) for content and may block
any item deemed to be a violation of this or any other Monarch policy.

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Maintaining a Hospitable Environment
The transmission, retrieval, or storage of information that is discriminatory, harassing,
obscene, pornographic, or otherwise in violation of Monarch policy is prohibited. Monarch's
Online Systems may not be used to transmit or receive messages with derogatory or
inflammatory remarks about an individual’s race, color, gender, age, disability, religion,
national origin, sexual orientation or physical attributes. If a Team Member receives a
message that he/she deems offensive, he/she must immediately report the message to the
Information Technology Director or his/her designee. Any message, which is not reported or
blocked in some manner, will be presumed to be willingly accepted by the Team Member.
Monarch's Online Systems and network resources may not be used in a manner, which is
disruptive or offensive to guests or other Team Members.

Intellectual Property and Confidentiality

All information stored on Monarch's network resources, including communications created,
sent, and received using Monarch's Online Systems are the property of Monarch.
Disclosure, by any means, of any confidential, non-public, proprietary information, or
information involving trade secrets may be made only to persons who have proper authority
to receive that type of information. For the purposes of this Policy, Proprietary
Information and Trade Secrets are any information including, but not limited to:
1. Information specific to the operation of Monarch, such as lists of current or prospective
guests, compensatory information, proposals, technical or non-technical data, plans,
reports, records, specifications, software, firmware, policies, and procedures;
2. Confidential information about Monarch’s Team Members, including without limitation
salaries, job classifications, and skill levels; personal data;
3. Financial, sales, and marketing data, plans, and strategies compiled by Monarch, lists of
actual or potential guests or suppliers and non-public pricing that derive economic value,
actual or potential, from not being generally known to the public, and not being readily
ascertainable by proper means by other persons who can obtain economic value from
their disclosure or use;
4. All ideas, concepts, information, and written material about a guest obtained from
Monarch network resources or acquired from the guest and all financial, accounting,
statistical, personnel and business data pertaining to a guest;
5. Any information, which is the subject of reasonable effort to maintain its confidentiality,
secrecy, or proprietary information.
6. Monarch's network resources may not be used to infringe upon the intellectual property
of any entity. This includes the unauthorized copying, downloading, or installation of any
copyrighted, confidential, or proprietary materials.
7. Monarch licenses the use of computer software from a variety of outside companies.
Monarch does not own this software and therefore does not have the right to reproduce
it without the permission of the copyright holder. If you become aware of any
unauthorized distribution or copying of software or related documentation within
Monarch, notify your manager immediately.

Maintaining System Security

It is the responsibility of every Team Member to ensure the security of Monarch's Online
Systems. Any authentication card, such as a Team Member ID card, or other
authentication information given to a Team Member is intended for that Team Member's
use and is for the protection of that Team Member. Sharing of a Team Member ID,
passwords or other authentication information is prohibited. Team Member access cards

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must remain on the person of the Team Member to whom the token was issued. Any
access cards found in another's possession or in an unsecured location may be confiscated
and/or deactivated. Activity performed on the network using a Team Member's profile shall
be considered to be the responsibility of that Team Member.

All workstations and network devices must be secured when not in use for an extended
period of time. Whenever ceasing the use of a device, Team Members must log out and/or
otherwise secure the device as appropriate to that device. Passwords and other
authentication information may not be recorded in a location accessible to persons without a
right to that knowledge. No unauthorized downloading or uploading of software is
permitted. Team Members shall not install software on any device connected to Monarch's
network without authorization from the Information Technology Director. Team Members
shall not attempt to connect any unapproved or unauthorized device to Monarch's network.
Team Members shall not attempt to gain unauthorized access to Monarch's network
resources or to any other entity's systems. Team Members shall not upload or download
any data they know to be harmful to Monarch’s Online Systems. Team Members shall not
impersonate any entity or misrepresent his/her association with any entity, especially
Monarch.

Failure to Comply
Failure to comply with this guideline will not be tolerated. Violations of this guideline will be
reported to the management authority of the Team Member who is failing to comply. Failure
to report known violations will be considered an act of complicity in the violations and may
subject the non-reporter to discipline. If the actions of a Team Member on Monarch's
network resources are deemed illegal, the proper authorities may be notified.

Section 8: Leave of Absences

A Leave of Absence (LOA) is an extended time away from work forty (40) hours or more for
reasons other than a pre-approved or pre-scheduled paid time off. Monarch will provide
Team Members with time off or other leaves of absences as outlined below that may be
required by applicable state law and depending on the type of leave provided. For more
information, please contact the Human Resources Department.

Family Medical Leave Act (FMLA)

Monarch provides up to twelve (12) weeks of unpaid, job-protected leave to eligible Team
Member for the following reasons:
 Incapacity due to pregnancy, prenatal medical care, or child birth.
 To care for the Team Member’s child after birth, or placement for adoption or foster care.
 To care for the Team Member’s spouse, son or daughter, or parent, who has a serious
health condition.
 Serious health condition that makes the Team Member unable to perform the Team
Member’s job.

Military Family Leave Entitlements

Eligible Team Member with a spouse, son, daughter, or parent on active duty or called to
active duty status in the Armed Forces, National Guard, or Reserves may use their twelve
(12) week leave entitlement to address certain qualifying exigencies. Qualifying exigencies
may include attending certain military events, arranging for alternative childcare, addressing
certain financial and legal arrangements, attending certain counseling sessions, and
attending post-deployment reintegration briefings.

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FMLA also includes a special leave entitlement that permits eligible Team Members to take
up to twenty six (26) weeks of leave to care for a covered service member during a single
twelve (12) month period. A covered service member is: (1) a current member of the Armed
Forces, including a member of the National Guard or Reserves, who is undergoing medical
treatment recuperation or therapy, is otherwise in outpatient status, or is otherwise on the
temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was
discharged or released under conditions other than dishonorable at any time during the five-
year period prior to the first date the eligible Team Member takes FMLA leave to care for
the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for
a serious injury or illness.

Benefits and Protections

During FMLA leave, Monarch maintains the Team Member’s health coverage under any
group health plan on the same terms as if the Team Member had continued to work. Team
Members must continue to pay their portion of any insurance premium while on leave. If the
Team Member is able but does not return to work after the expiration of the leave, the Team
Member will be required to reimburse Monarch for payment of insurance premiums during
leave.

Upon return from FMLA leave, Team Members are typically restored to their original or
equivalent positions with equivalent pay, benefits, and other employment terms. Certain
highly compensated Team Members (key Team Members) may have limited reinstatement
rights.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to
the start of a Team Member’s leave. As with other types of unpaid leaves, paid leave will
not accrue during the unpaid leave. Holidays, funeral leave, or employer’s jury duty pay are
not granted on unpaid leave.

Eligibility Requirements
Team Members are eligible for FMLA if they have worked for Monarch for at least twelve
(12) months and have worked 1,250 hours over the previous twelve (12) months, and if they
work at a work site with at least fifty (50) Team Member within seventy five (75) miles.

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition
that involves either an overnight stay in a medical care facility, or continuing treatment by a
health care provider for a condition that either prevents the Team Member from performing
the functions of the Team Member’s job, or prevents a qualified family member from
participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period
of incapacity of more than three consecutive full calendar days combined with at least two
visits to a health care provider or one visit and a regimen of continuing treatment, incapacity
due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the
definition of continuing treatment.

Use of Leave
The maximum time allowed for FMLA leave is either twelve (12) weeks in the twelve (12)
month period as defined by Monarch, or twenty six (26) weeks as explained above.

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Monarch uses the “rolling” twelve (12) month period measured backward from the date a
Team Member uses any FMLA leave.

A Team Member does not need to use this leave entitlement in one block. Leave can be
taken intermittently or on a reduced leave schedule when medically necessary. Team
Members must make reasonable efforts to schedule leave for planned medical treatment so
as not to unduly disrupt Monarch’s operations. Leave due to qualifying exigencies may also
be taken on an intermittent basis.

Team Members taking intermittent or reduced schedule leave based on planned medical
treatment and those taking intermittent or reduced schedule family leave with Monarch’s
agreement may be required to temporarily transfer to another job with equivalent pay and
benefits that better accommodates the leave.

Substitution of Paid Leave for Unpaid Leave

Monarch requires Team Members to use accrued paid leave while taking FMLA leave. Paid
leave used at the same time as FMLA leave must be taken in compliance with Monarch’s
normal paid leave policies. If a Team Member’s leave of absence does not constitute paid
leave as defined in Monarch’s paid leave policies, the Team Member cannot use accrued
paid leave, but can take unpaid leave. FMLA leave is without pay when paid leave benefits
are exhausted.

During leaves paid pursuant to a disability benefit plan or Workers’ Compensation, Monarch
does not require the Team Member to use their available Paid Time Off. However, the
Team Member may elect to use available Paid Time Off for an applicable FMLA leave to
supplement payments that are covered by a disability benefit plan or Workers’
Compensation as specified by law. All such payments will be coordinated so that the Team
Member will receive up to, but not more than, 100% of their regular pay, excluding overtime,
commissions or bonuses.

Team Member Responsibilities

Team Members must provide thirty (30) days advance notice when at all possible of the
need to take FMLA leave when the need is foreseeable. When thirty (30) days’ notice is not
possible, the Team Member must provide notice as soon as practicable and generally must
comply with Monarch’s normal call-in procedures.

Team Members must provide sufficient information for Monarch to determine if the leave
may qualify for FMLA protection and the anticipated timing and duration of the leave.
Sufficient information may include that the Team Member is unable to perform job functions;
the family member is unable to perform daily activities; the need for hospitalization or
continuing treatment by a health care provider, or circumstances supporting the need for
military family leave. Team Members also must inform Monarch if the requested leave is for
a reason for which FMLA leave was previously taken or certified.

Team Members also may be required to provide a certification and periodic recertification
supporting the need for leave. Monarch may require second and third medical opinions at
Monarch’s expense. Documentation confirming the family relationship, adoption, or foster
care may be required. If notification and appropriate certification are not provided in a timely
manner, approval for leave may be denied. Continued absence after denial of leave may
result in disciplinary action in accordance with Monarch’s attendance guideline. Team

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Members on leave must contact the Human Resources Manager at least two days before
their first day of return.

Monarch’s Responsibilities
Monarch will inform Team Members requesting leave whether they are eligible under FMLA.
If they are, the notice will specify any additional information required as well as the Team
Members’ rights and responsibilities. If they are not eligible, Monarch will provide a reason
for the ineligibility.

Monarch will inform Team Members if leave will be designated as FMLA-protected and the
amount of leave counted against the Team Member’s leave entitlement. If Monarch
determines that the leave is not FMLA-protected, Monarch will notify the Team Member.

Unlawful Acts
FMLA makes it unlawful for Monarch to: Interfere with, restrain, or deny the exercise of any
right provided under FMLA. Discharge or discriminate against any person for opposing any
practice made unlawful by FMLA or for involvement in any proceeding under or relating to
FMLA.

Enforcement
A Team Member may file a complaint with the U.S. Department of Labor or may bring a
private lawsuit against Monarch.

FMLA does not affect any federal or state law prohibiting discrimination, or supersede any
state or local law or collective bargaining agreement, which provides greater family or
medical leave rights.

Personal Leave
Team Members who do not qualify for other types of leave may be granted six (6) weeks
unpaid leave for non-work-related personal reasons or a serious medical reason not eligible
for FMLA leave, or upon the Team Member having exhausted all available FMLA leave.
Personal Leaves are discretionary and based upon the operational and business needs of
Monarch and the Team Member’s department. Using the Personal Leave for a purpose
other than that given to Monarch may result in termination.

Human Resources may requests that the Team Member provide a written statement
describing the reasons for the personal request, which will be reviewed on a case by case
basis by their department management. Paid Time Off will not continue to accrue while on
Personal Leave.

Procedure for returning from unpaid personal leave:

A Team Member who has been granted an unpaid personal leave of absence shall give
his/her department manager reasonable notification of his/her intent to return to work at
least two (2) weeks prior to the return date.

Upon receiving notification of the Team Member's availability, the manager or department
head will arrange to have the Team Member resume his/her previous position, if available.

If the previous position is no longer available, the Team Member may be considered for
other open positions, which he/she may be qualified for as they become available.

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If no position exists, the Team Member will remain on unpaid personal leave until a suitable
opening develops. If such an opening does not occur within a sixty (60) day period, any
obligation to reinstate the Team Member is discontinued and the Team Member's leave
status is changed to a voluntary termination. Future reemployment would be as a rehire with
only legally required reinstatement of applicable benefits.

Military Leave
Military Leaves are available to Team Members in accordance with applicable federal and
state laws.

Jury Duty Leave

Team Members will be paid in accordance with applicable federal and state laws.

Voting Leave
Team Members are permitted to take up to two (2) hours either at the beginning or end of
their scheduled workday to vote. If a Team Member needs to take time off to vote they
must give their manager notice of the time needed no later than the day prior to Election
day. Team Members will not be given time off because of personal commitments in their
non-working hours preventing them from voting.

Bereavement Time Off

Full-time Team Members are eligible for up to twenty four (24) hours of paid bereavement
leave for the purpose of making arrangements for or attending to a death in the immediate
family. For purposes of bereavement leave, “immediate family” is defined as the Team
Member’s parent, spouse, child, sister, brother, grandparent, grandchild, mother-in-law and
father-in-law, and significant other. Team Members on a paid bereavement leave will
receive their base pay rate, but will not receive any special forms of pay, such as incentives,
commissions, bonuses, or tips. Please contact the Human Resources Department for the
appropriate paperwork to request bereavement time off.

Privacy Act
Healthcare information is kept confidential and private in compliance with the Health
Insurance Portability and Accountability Act of 1996 (HIPAA). Monarch has a set of
standards and enforcement procedures in place to maintain the confidential and private
nature of your healthcare records.

Information related to the results of your drug and/or alcohol test or drug and/or alcohol
treatment program participation is kept confidential and secure and in a filing system
separate from general Team Member files. Any violation of our policy that results in the
release of information relating to a Team Member’s drug and/or alcohol use, testing,
discipline, or any related matter will result in disciplinary action, up to and including
termination of employment. Information is only released with written permission from you or
as required by law.

Section 9: Safe Practices

Monarch is committed to maintaining a safe environment for Team Members and guests.
We are counting on you to be aware and alert to your surroundings at all times and to watch
out for any safety hazards or dangers.

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You are responsible for using proper operating practices and procedures to avoid on-the-job
accidents and injuries. Immediately report to your manager and a Casino Shift Manager any
safety and health violations, potentially unsafe conditions and any accident resulting in
injury to a Team Member or guest. Submit any suggestions or ideas that you have to
improve safety on any Monarch premise(s) to your manager.

You are responsible for following the safety rules and procedures as required by your
department and utilizing the safety equipment and protective items issued to you.

In an emergency situation, our guests and your Team Members will look to you for guidance
and leadership. Review this section to be familiar with the procedures to follow during a
variety of emergency situations.

Safety is a major concern for all of us. You have a responsibility to yourself, your coworkers
and our guests to prevent accidents. Team Members who jeopardize their own safety and
the safety of others are subject to progressive discipline up to and including termination of
employment.

Monarch regularly communicates in different ways with Team Members about workplace
safety and health issues. These communications may include manager meetings, bulletin
board postings, memos, or other written communications. Report all defective equipment to
your manager immediately. Under no circumstances should anyone other than authorized
maintenance personnel attempt to make repairs to such equipment.

You are expected to follow all safety rules and be careful at work. You are also expected to
attend all mandatory safety training. You must immediately report any unsafe condition to
the appropriate manager. Violations of this guideline include causing a hazardous or
dangerous situation, not reporting a hazardous or dangerous situation, and not correcting
such a situation if you could have done so safely. It is very important that you tell the
appropriate manager immediately about any accident that causes an injury, regardless of
how minor it might seem at the time. When you report it in a timely fashion, we can
investigate the accident promptly and begin the insurance and Workers’ Compensation
processing.

If you notice any suspicious occurrence or an unidentified stranger on the premises, report
this immediately to your manager and the Security Department.

Safety rules include, but are not limited to, the following:
 Horseplay, running or fighting is not permitted.
 Do not climb on boxes, tables, chairs, etc. Always use a ladder or step stool when
reaching into high places. Keep floors and walkways clear of trash, cords or other tripping
hazards.
 Make sure emergency exits are always clear.
 Get help when lifting heavy or awkward objects. Always lift with your legs, not your back.
 Clean up any spills and notify Management immediately. Use “wet floor” signs to
surround any hazardous condition.

Job Site Safety

Specific job or project site safety procedures and requirements must be observed to comply
with all OSHA and other State and Federal safety regulations. If working on any project

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site, attend the project safety instruction class and be familiar with the job specific safety
manual of the project. This applies to all Team Members.

Team Member Work Injury Accidents

Any accident or injury must be reported immediately to your manager no matter how minor.
In the event of an on-the-job accident or injury, you will be required to fill out an accident
report. Failing to report an accident within twenty four (24) hours could result in disciplinary
action.

Management will determine if an injured Team Member requires additional medical care or
should be sent home or back to work. Although the wishes of the injured person should be
followed, if the manager feels medical treatment is necessary and in the best interest of the
injured person and Monarch, the management’s decision prevails.

An on-the-job injury may be qualified for Workers’ Compensation benefits —refer to the
Workers’ Compensation section in this handbook for more information.

Medical Emergency – Guest Injury

All Team Members at Monarch are required to assist any Team Members or guests who
has a medical emergency, illness or injury in their presence. Contact your manager
immediately and provide as much information as possible. Return to the injured or ill
person and help to make them comfortable without moving them. Only offer to provide first
aid or other medical care that you have been trained to administer with the person’s
permission. Listen carefully if the person provides details of how the injury happened. Don’t
admit fault or discuss the circumstances surrounding the injury with the person. Get the
names and phone numbers of witnesses. Stay at the location even if the person leaves
before your manager arrives.

Fire Alarm
If the fire alarm sounds and you are instructed to evacuate the building, follow the
evacuation procedures established.

If you smell smoke or feel excessive heat, remain calm and leave your area. Help others to
leave the building and go to your designated assembly point. (Your manager can tell you
where you are supposed to meet.)

If the fire alarm sounds but you do not smell smoke or feel excessive heat or see a fire,
remain calm and stay in your area unless you are instructed to leave.

Evacuation of the Building

 Remain calm and helpful.
 Do not use the elevators.
 Know the location of all exits and use the emergency exit closest to you. Help others to
exit the building and encourage everyone to stay calm and exit the building in an orderly
manner—walking rapidly, not running.
 Feel doors before opening them. If the doors are hot, do not open them.
 Close doors behind you to slow the spread of fire.
 If you get caught in smoke, take short breaths and breathe through your nose. Crawl
along the floor where the air is cooler. If you are forced to run through smoke or flame,
hold your breath.
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 Do not return for personal belongings. Administrative persons may be asked to lock
cabinets and offices if it is safe to do so.
 Go to your assembly point (out the front entrance-across the street, next to the train
engine) and report to your manager.
 If you are a manager, take roll in the assembly area to make sure all Team Members are
accounted for. Also, compile a list of guests or visitors in your area. Give the names of
anyone missing to authorities.

Fire-If you see a fire, remain calm and dial 911. Always call, even if the fire seems small
and under control. Sound the alarm by activating the nearest pull station in your area.
If you have had fire extinguisher training and have an extinguisher nearby, attempt to put
out the fire. Do not put yourself at risk. Remain at the scene if possible until help arrives.

Earthquake-If you are inside a Monarch building when an earthquake strikes, remain
calm to instruct and assist guests and others in the building. Go to a protected area by
standing in a strong doorway, against walls away from windows, or climbing under tables or
desks.

Move away from dangerous items such as heavy light fixtures or other overhead devices.
Stay away from tall cabinets, high shelves, and other furniture, which could slide or topple.

When shaking stops; get outside. Help guests and others prepare for aftershocks. Stay
close together for protection and follow previous instructions.

Severe Weather- In the event of a severe weather system (or storm warning), you will be
advised of any action required. If severe weather causes a power outage, follow the
procedures of the next section. Please refer to the “Winter Weather & Road Closure
Procedures” for more information.

Power Outage- In the event of a power outage, stay calm. In most instances, the power
will be restored momentarily or the generator will begin operating. Do not evacuate the
building unless instructed to do so.

Bomb Threat or Suspicious Package- If you find a suspicious package in your area
remain calm and immediately leave the area. Immediately notify any available management
or local law enforcement agency and do not use a radio within fifty (50) feet of the package.
Provide information about the location of the package and its size. Take note of: type of
package, anything unusual about it, any noise or sounds coming from it, if it is close to any
electrical panels, gas mains or any other hazards. Provide your location and contact
information, let the proper authorities assume control of the situation.

If you receive a bomb threat over the phone, listen carefully for any identifying
characteristics of the caller (sex, age, accents, speech pattern, background noise, etc.).
Take notes and write down anything you remember. The local law enforcement agency will
handle the investigation of a bomb threat. The local law enforcement agency will decide if
an area or the entire project property needs to be evacuated.

Hazardous Material Spills - Hazardous material is any substance that has the
potential to harm people or the environment if it is spilled or released in an uncontrolled

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manner. If you witness the spill or release of any material, check with your manager to see if
the steps of dealing with hazardous material spills need to be followed.

If you witness or discover a hazardous material spill, secure the area to prevent
contamination of yourself, other Team Members, guests and job site vendors. Try to
identify the substance spilled without putting yourself at risk. Take note of the estimated
amount of the substance spilled, color, any chemical reactions, other possible dangers in
the immediate area and the physical property of the substance (solid, liquid, or gas). Obtain
the Safety Data Sheets (SDS) for the first aid treatment of contamination if the substance is
identified. Notify a manager immediately. The manager or member of management will
handle the situation and notify any outside agencies required (such as the fire department)
and will determine if any partial or complete building evacuation is required. Inform the
responding staff members of your level of exposure to the spilled material and seek any
medical treatment you need.

Bio Hazardous Mail - If you handle, disseminate, transport or process any incoming
mail or packages, you must be alert to the threat of bio hazardous mail.

Anthrax is an acute infectious disease caused by a spore-forming bacterium. Anthrax

organisms can cause infection in the skin, gastrointestinal system, or the lungs. To do so,
the organism must be rubbed into chaffed or broken skin, or swallowed, or inhaled as a fine,
aerosolized mist. Disease can be prevented after exposure to the anthrax spores by early
treatment with the appropriate antibiotics. Anthrax does not spread from one person to
another.

For anthrax to be effective as a covert agent, it must be aerosolized into very small
particles. This is difficult to do and requires a great deal of technical skill and special
equipment. If these small participles are inhaled, life-threatening lung infection can occur,
but prompt recognition and treatment are effective.

To assist in identifying suspicious packages and letters, some characteristics include the
following:
 Excessive postage
 Handwritten or poorly typed addresses
 Incorrect titles
 Title, but no name
 Misspellings of common words
 Oily stains, discolorations, or odor
 No return address
 Excessive weight
 Lopsided or uneven envelope
 Protruding wires or aluminum foil
 Excessive security material such as masking tape, string, etc.
 Visual distractions
 Ticking sound
 Marked with directions such as “Personal” or “Confidential”
 The city or state in the postmark doesn’t match the return address
If you detect an observable substance on or in the mail, do not shake or empty the contents
of any suspicious envelope or package.

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Place the envelope or package down cautiously to prevent leakage of contents and cover it
with anything that will not disturb it (such as clothing, paper, trash can, etc.) and do not
remove this cover. If any powder spills out, do not try to clean it up.

Leave the room and close the door—or section off the area to prevent others from entering
and keep others away.

Gather everyone that was in the area when the item was opened and stay together. Report
the incident immediately to your manager (by phone if possible).

When possible, wash your hands with soap and water to prevent spreading any powder to
your face. If powder escaped from the envelope or package, remove your clothing (and
place in a plastic bag or other sealable container) as soon as possible. Shower with soap
and water as soon as possible—do not use bleach or other disinfectant on your skin.

Blood Borne Exposure - Blood borne pathogens are microorganisms that are present
in human blood. The most common are: Hepatitis A&B and HIV. Common modes of
transmission include needles, razors, broken glass or any other items, which may puncture
the skin. Other modes include transmission through mucous membranes (eyes, mouth,
etc.).

Treat all human blood and fluids as infectious. Any biohazards must be disposed of in an
approved red colored container or bag. If you see a biohazard situation, immediately notify
a Casino Shift Manager.

Hepatitis B (HBC) is a serious and potentially life-threatening disease that affects the liver. It
is more contagious than HIV and much easier to contract. Monarch provides the HBV
immunization series at no cost to all Team Members who have an exposure risk. For more
information contact Human Resources and/or your manager.

Serious Disease - Monarch Team Members with infectious, long-term, life threatening, or
other serious diseases may work as long as they are physically and mentally able to
perform the duties of their job and as long as it does not create an undue risk to the health
of the individual, other Team Members or public.

Active Shooter - Team Members who encounter an active shooter should:

 Be aware of your environment and any possible dangers
 Take note of the two nearest exists in any facility you are in
 If there is an accessible escape path, attempt to evacuate the premises
 Leave your belongings behind
 Help others escape, if possible
 If you in an office, stay there and secure the door
 Blockade the door with heavy furniture
 Stay out of the shooter’s view
 Silence any source of noise (i.e., cell phones, radios, televisions)
 Hide behind large items (i.e., cabinets, desks)
 Remain quiet
 If you are in a hallway, get into a room and secure the door and follow the same protocols
as above.

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 Notify local law enforcement as soon as possible and safe to do so. Provide the following
information if possible:
 Location of the active shooter
 Number of shooters, if more than one
 Physical description of shooter(s)
 Number and type of weapons held by the shooter(s)
 Number of potential victims at the location

Section 10: Colorado State Addendum

Domestic Abuse Leave
Monarch provides leave, up to three (3) unpaid working days in any twelve (12) month
period, to eligible Team Members if the Team Member has been the victim of domestic
abuse, stalking, sexual assault, or any other crime involving an act of domestic violence.
This leave may be used:
 To seek a civil restraining order from domestic abuse;
 To obtain medical care or mental health counseling for the Team Member or for the Team
Member’s children to address physical or psychological injuries resulting from domestic
violence;
 To make the Team Member’s home secure from attack by the perpetrator of the domestic
violence, or seek new housing to escape the perpetrator; and
 To seek legal assistance to address issues arising from domestic violence and attend and
prepare for court-related proceedings arising from such act or crime.
Team Members are eligible for leave as a victim of violence under this policy if they have
been 1) the victim of domestic abuse, stalking, sexual assault, or any other crime involving
an act of domestic violence; and 2) employed with Monarch for at least twelve (12) months
preceding the leave.

A Team Member seeking such leave must provide Monarch with advanced notice and
documentation, unless the situation involves imminent danger to the health or safety of the
Team Member. Available Paid Time Off will run concurrently with the Domestic Abuse
Leave. Monarch keeps all information relating to a leave for a victim of violence confidential.

Volunteer Firefighter Leave

A Team Member who is a volunteer firefighter is entitled to unpaid time off to respond to an
emergency summons. Monarch shall not terminate a Team Member who is a volunteer
firefighter and who leaves work to respond to an emergency summons, if:
 Monarch does not deem the Team Member to be essential to the operation of Monarch’s
daily enterprise;
 Monarch has previously received written documentation from the fire chief of the Team
Member’s fire department notifying Monarch of the team member’s status as a volunteer
firefighter;
 The emergency is within the response area of the Team Member’s fire department of
such magnitude that the emergency summons issued by the fire chief requires all
firefighters to respond; and
 The chief of the Team Member’s fire department provides Monarch with a written
statement verifying the time, date, and duration of the Team Member’s response.

Disaster Services Leave

Monarch provides non-temporary Team Members who are qualified as a Disaster Service

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Volunteer of the American Red Cross a leave for specialized disaster relief services not to
exceed five (5) days for a local disaster or fifteen (15) days for a national disaster in a
twelve (12) month period. Leave may not be accumulated. During this period of leave, a
Team Member is not considered a Team Member for purposes of Colorado's Workers'
Compensation law.

Upon request of this leave the Team Member must provide proof of their status as a
qualified volunteer. The leave will be permitted as long as the qualified volunteer returns to
work as soon as practicable after being relieved from the service.

Team Members, upon completion of the volunteer emergency service and return to work,
will be restored to the same or similar position as they held prior to the leave. Leave may be
denied if more than twenty (20) percent of the employer’s Team Members on any work day
request such leave.

Leave may also be denied to Team Members that the employer deems essential to the
operation of its daily enterprise, whose absence would likely cause the employer to suffer
economic injury, or whose duties include assisting in disaster recover for the employer.

Data Disposal Policy

During the course of your employment, Monarch will collect certain information that is
classified as “personal identifying information,” or PII, under applicable laws. Such
information may include, but is not limited to:
 Your first and last name or initials;
 Username(s) and password(s);
 Social security number;
 Driver license or other identification card number;
 Medical documentation;
 Biometric data;
 And more.

Monarch may keep these records in paper and/or electronic format. When such
documentation is no longer needed, pursuant to records retention requirements and best
practices, Monarch will either (a) destroy the records or (b) arrange for their destruction, e.g.
by shredding, erasing, or otherwise modifying the personal identifying information in such a
manner as to render it unreadable or indecipherable through any means.

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 Team Member Handbook Acknowledgement of Receipt Form

I acknowledge that on the date indicated below, I received a copy of this Team Member
handbook of Monarch Casino Resort Spa. I acknowledge that I am expected to read and
understand the information in the Team Member Handbook. I also understand that I should
ask my manager or Human Resources if I have any questions about anything covered by
the Team Member Handbook.

I also acknowledge that the provisions in this Team Member Handbook are not intended to
form or imply an employment contract between Monarch and myself or any of Monarch’s
other Team Members. I understand my employment may be separated “at will” by me or by
the Monarch at any time for any reason. I also understand this employment “at-will” policy
can only be revised by Monarch’s Executive Management Team, and only in writing.

I understand that Monarch has the right, subject to limitations or provisions of applicable
laws and regulations to: change, interpret, withdraw, add to, or make exceptions to any of
its published policies, benefits, or Team Member Handbook provisions in its sole discretion
and without prior notice or consideration to any Team Member. Monarch’s policies,
benefits, or terms and conditions of employment do not require approval by any Team
Member or Team Member group.

Team member Signature ____________________________

Date_____________________

Team Member Name_______________________________

(Please Print)

Team Member number _______________________________

(Please Print)

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