Unfortunately it's a top down oriented business with severe turnover in the lower ranks. The disconnect is due to mixed messages from upper management and vague enforcement of rules and regulations
Support from management
Frequently you would not get any support from upper management unless it served their personal needs and made them look good. The guest relations that ensued suffered tremendously because of the lack of faith in the management team who was not only never united, but frequently feuding amongst themselves about who could outdo who.
It's a very "every man for himself" culture where each department is struggling and a majority of the departments will poach employees from other venues to cover their own short staffed days. Frequently the paperwork involved for the pay rate adjustment is not filed correctly or at all and upper management casually overlooks this issue.
Freedom to work independently
You were urged to work independently since there was never a clear direction from management as to specific goals. The over communication of gaming events was less than helpful and the necessary information like price changes, policy changes on the gaming floor and the utilization of staff across various departments were not on a need to know basis, but merely expressed via word of mouth. As a result each department had no idea if they were working within labor standards nor did it seem to matter since the HR department was just as disconnected as the rest of the departments, their frequent admission of "I didn't know this was going on" was frequently followed by disciplinary action (not documented, but retaliatory in nature) from higher ups.
Getting your opinion heard was near impossible and emails conveniently lost, misplaced and accountability went out the door along with those paper trail.s
While not openly discriminating against male or female, candidates in both the banquet, hotel front office and beverage departments were considered based on physical appearance and not on actual experience. This happened on a daily basis and frequently the management teams (male driven) would make lewd and illegal sexual comments about potential candidates as well as current employees. Conveniently the HR department turned a blind eye to all reported incidents.
Attitude towards older colleagues
The older colleagues were never present on the floor unless to tour the facilities with the VP's once a week and as such notices would be issued to expect their visit in order to ensure that everything was in tip top shape. Whenever these VP's were not present, the standards went back out the window.
There's no upward mobility in this company and the only way to do so is through personal favors of the unethical kind. As a result there has been much speculation and then several proven instances where favoritism and mediocre work allows for a promotion while slaving away and producing exceeding results to the department head that doesn't like you, will definitely keep you down.
Overall compensation for your work
The compensation for management (supervisor to assistant manager) is pathetic. $30,000 for a supervisor however the role has expanded to tackle the responsibilities of multiple venues simultaneously while the Directors are allotted a six figure salary which includes perks of preferred valet parking, flexible hours and Paid Time Off which is flexible to be utilized under any circustances. The rest of the staff who had earned PTO had theirs stripped at any opportunity, including but not limited to calling out because of illness or death in the family. Regardless of what the HR guidelines claim, the company's policy is to withhold any and all PTO from the employees for obscure reasons in order to avoid having to pay for a legitimate claim like cancer treatments.
Environmental Services has done their utmost best to keep the facilities clean, however the clean, crisp exterior and meticulous (mostly) parking lot for guests is a facade of what lurks in the bowels of the casino itself. The cement wall corridors with leaking pipes, mold and mildew growing in any damp area and a constant wind chill from the delivery area doesn't help. To cut costs, the casino had the heat reduced and later shut off to those areas that weren't "mandatory" especially during peak times when workers are loading and unloading deliveries.
More often than not the hours set for the management C level executives ranged from 5-6 days a week at around 40-55 hours. Although the mid level management have been known to work on salary upwards of 80+ hours for multiple weeks at a time merely because of shortages in supervision and high turnover in the same positions.
This company cares about its image of being the mecca for upstate New York. Their true loyalty lies with the poor masses who spend their EBT money each month at the casino ATM to gamble away in hopes of winning. While there's no evidence to prove tampering of the games, there have been consistent issues with the company's philanthropic "efforts" which conveniently misplace the donations they receive. Inevitably these end up lining the pockets of upper management or the owner himself.
Walking in every single day you have no idea if your job is safe or not. No matter how hard you work, if a supervisor or a manager has a grudge against you, the only way to ensure job security is to transfer to a different department and hope that the vendetta will not ensue further. Many people have been terminated for ridiculous reasons like chewing gum, taking a bathroom break, or spilling a drink on a guest and then being berated by the manager on duty as well as the guest. These incidents are frequent and more and more staff continue to come and go because they don't get the support of the management to back their claims. As such there's significant resentment towards the management team and their lack of a clear vision and a lack of compassion directed towards the general group. The result is that complacency is an acceptable action while any action itself in inadmissible.
Handicap accessible for the older people in their scooters, they zoom through and frequently run over other guest's feet as well the staff's. This has gone unnoticed and the policy is not to allow the guests to know that they are in the wrong but to admit that WE (the staff member) are in THEIR way.
The frequent smoking conditions and poor ventilation has caused several members of staff to develop upper respiratory infections and the black mold that has so frequently gone unnoticed by repairmen on staff (most saying that it'd be cheaper to tear down entire walls than repairing sections of drywall that are overgrown.) This company has made little to no effort in ensuring worker's safety and even in a state of emergency on countless occasions has refused to shut down the casino and made scheduled employees come in. Anyone refusing to do so was marked with insubordination and issued a warning or termination depending on how the manager felt towards that individual.
The work was indeed challenging, cleaning up the messes of other departments as well the upper management who couldn't care less about communicating in a timely manner.
Inclusive / Diverse
A fake trip to the Indian reservation to lure the new candidates into a false sense that the company takes pride in their "contributions" to the community while they continue to line their pockets. After two long years, I learned that the culture is "if you see something, don't say anything because that's how it's been and always will be." Their fear of change and fear of competition has made them lax in their respect for their staff which in turn results in poor guest relations.
Suggestions for improvement
- The only way to improve is to fire the entire mid level management team and have a complete restructure of the company starting with the Beverage Department which has the largest budget and perhaps the most issues.
What I like about the company
I couldn't think of one thing.
What I dislike about the company
The very name makes my skin crawl knowing that I terminated so many people without just cause. Knowing how many people can open a lawsuit against this company is terrifying, unfortunately a majority of them don't get that far because evidence is fabricated by the department heads and HR management in order to ensure that there's a false papertrail.