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Oneida Nation Employee Manual

SECTION I - Introduction


Welcome to the Oneida Nation. We are pleased to have you join us as a partner on a team of people dedicated to providing quality service that enhances the quality of life of the Oneida community. The role you play in your position is important to the overall effort required by your department to meet the goals and objectives of the Oneida Nation.  We encourage you to take advantage of the opportunities presented to you, as an employee, to grow and develop both personally and professionally.

The purpose of this “Employee Manual” is to provide you with a ready source of information about employee related Oneida tribal policies and procedures. Although we have tried to make this manual as comprehensive as possible; it does not, and cannot, include policies which address every situation that may arise. The Oneida Nation reserves the right to modify, alter, change or cancel existing policies and procedures or adopt new procedures and policies at any time.

The policies and procedures set forth in this manual apply to all employees. As an employee of the Oneida Nation, you are required to know and abide by these policies and procedures. Tribal departments may have specific and additional procedures enhancing the general policies stated in this manual. Each employee is expected to learn his/her department’s procedures and comply with them. In the event of any conflict between policies in this manual and departmental procedure, the policies in this manual supersede. Each employee is also expected to conform to the professional standards of his/her occupation. Questions regarding this manual, or any employee related policies, should be directed to your supervisor, department head, or to the Human Resources Department at (920) 496-7900.

The Oneida Nation is proud to have you on our staff and we look forward to a fulfilling and successful team relationship.

SECTION II - Recruiting


   1.   Recruiting Strategy

a.   The Oneida Tribe shall implement a Recruiting Strategy to increase the potential for 
      hiring the best-qualified and most capable employees possible.
      1)   The Recruiting Strategy shall target as the first priority applicants in accordance with
      the Oneida and Indian Preference Policy.
      2)   The Recruiting Strategy shall have a nationwide focus and will use:
             a)   The Kalihwisaks (national distribution);
             b)   The Oneida Higher Education Office’s network of post-secondary school
             c)   Local and regional media and public employment agencies.

    2.   Applicant Pool

a.   The Oneida Tribe shall establish and maintain an Applicant Pool consisting of individuals
       who have expressed an interest in working for the Oneida Tribe.
       1)   The Applicant Pool will consist of files containing:
              a)   A Tribal Application Form;
              b)   A summary of career goals and job preferences.
       2)   The Applicant Pool will be regularly reviewed to:
              a)   Update individual files:
              b)   Remove files where indicated.
        3)   The Applicant Pool will be cross-referenced by job preferences.
               a)   Notices of job vacancies and an Application Form will be sent to all Applicant 
                      Pool members as appropriate.
         4)   All Applicant Pool members shall have the right to review and update their file
                upon request.
         5)   Applicant Pool members shall be apprised of the Tribe’s Indian Preference Policy.


    1.   Supervisors that wish to establish a job classification as a Labor Pool Position will work
          with the HRD to establish the job classification.

    2.   Each Labor Pool Position shall be advertised as on-going recruitment pool. The HRD
           shall maintain an updated list of qualified candidates for each Labor Pool Position.

     3.   The HRD will accept all job applications and verify that each applicant is
           qualified according to the established job description. All qualified applicants will
           then be placed in a pool according to the Tribe’s Oneida and Indian Preference Policy
           and the date the application was received. All applicants will be notified of acceptance
           into or rejection from the pool.

            Applicants who were previously employed by the Oneida Tribe and were
            terminated for reasons of misconduct or performance issues will be screened
            out for a period of twelve (12) months following the date of discharge.

    4.   The HRD will keep an updated list of qualified applicants for each job position.

    5.   When a vacancy occurs in a Labor Pool Position, the supervisor will notify the HRD
            of the position to be filled. The HRD Office shall then refer the top three (3) 
            applicants to the immediate supervisor. The top three applicants shall be based first
            on the Oneida and Indian Preference Policy and, second, the date an application was
            received. The immediate supervisor will notify the HRD of their selection and the
            HRD will then offer the position to the applicant. After the position is filled, all ranked
            candidates will move up on the list.   HR Interp 7-11-13

    6.   If the applicant refuses the position, the HRD Office will then offer it to the next 
          applicant until the position is filled.

    7.   If the applicant refuses the job, the applicant may withdraw from the Labor Pool or, if
          he or she declines to withdraw from the Labor Pool, the date of refusal will be considered
          the date the application was received and the applicant will be placed in the Labor Pool
          list according to B.3.

    8.   Indian (Oneida) Preference will be adhered to in all hiring decisions.


    1.)   The HRD will periodically recruit individuals who are interested in filling temporary
            positions which consist of the following classifications:

a.   Emergency/Temp
b.   Limited Term
c.   Seasonal
d.   Substitute/Relief
e.   Youth Worker
f.   Student/Intern

    2.   Creation of Positions

a.   Creation of positions in the above Temporary Employee Classifications will require
      that these positions be budgeted for the current fiscal year, or proof through
      documentation that the budget is adequate to incorporate these positions.
b.   The positions must be developed in conjunction with the HRD; assuring that all
       Policies and Procedures are adhered to. Creation of temporary classification requires
       the approval of the Director, Area Manager, and HRD Manager, or elected official
       of the Oneida Tribe.
c.   All newly created temporary positions must be processed through the Wage and
      Salary system before a position can be filled with a temporary employee.

    3.   Recruitment/Selection

a.   Recruitment/selection of applicants for all temporary positions requires a completed 
      Temporary Personnel Requisition form with an updated job description attached.
b.   The HRD will provide a list of qualified candidates according to the job descriptions
       to the immediate supervisor. The immediate supervisor will select from the approved
       list adhering to Indian Preference.
c.   The HRD will contact the selected candidate and offer the position, following the
      proper procedures to put the incumbent on payroll.
d.  The selected candidate will sign a statement accepting conditions of temporary
      employment, and length of employment where applicable.
e.   Temporary employees will be paid within the Grade in which the job is classified and
       salary will be negotiated within the first three (3) steps of respective grade.
       1)   Any negotiated salary beyond step three will require written justification and
             approval form the respective General Manager. HR Interp 12-8-16
f.   Temporary employees are welcome to apply for any regular position within the 
     Tribe that becomes available during the term of their employment.
g.  Temporary employees that are terminated due to documented cause will have the 
     right to the appeal process as outlined in the Personnel Policies and Procedures.
h.   All temporary employees are subject to lay-off based upon department job needs
       and budgets. HR Interp 11-25-13
i.   Supervisors are required to do proficient planning within their respective span of 
     control; as such they must also enforce separation dates and will be monitored by
     HRD for compliance.
j.   Supervisors must select the most appropriate category of classification for the job.
      1)   Moving from one classification to another is prohibited.

    4.   Benefits

a.   The following employee classifications will be eligible for benefits as defined in the
      section of the Personnel Policies and Procedures as medical, dental, vacation and
      personal accrual, holiday pay, premium pay.
       1)   Limited Term
       2)   Seasonal
b.   The following employee classifications will be eligible for benefits as defined in
       this section of the Personnel Policies and Procedures as Mandatory Benefits and
       Holiday pay.
       1)   Emergency/Temporary
       2)   Substitute/Relief
       3)   Seasonal Worker (only during their first season)
c.   The following employee classifications will be eligible for benefits as defined in 
      this section of the Personnel Policies and Procedures as Mandatory Benefits.
      1)   Youth Worker
      2)   Student/Intern


SECTION III - Selection Policy


Federal policy since 1834 accords hiring preference to Indians. The purpose of this preference is threefold:  1) to give Indians a greater participation in self-government; 2) to further the Government’s trust obligation; and 3) to increase the positive effect of having Indians administer matters that affect Indian tribal life. GTC Resolution 5-23-11-A
More recently, legislation such as the Civil Rights Act (1964) and the Education Amendments of 1972 (passed after the Equal Employment Opportunity Act) continued to specifically provide for preferential hiring of Indians by Indian Tribes.

As an employer, the Tribe seeks to employ individuals who possess the skills, abilities and background to meet the employment needs of the Tribe.

As a sovereign Indian Tribe and a unique cultural group, the Oneida Tribe has determined that a highly desirable employment characteristic is knowledge of Oneida culture that can be attained only by membership (or eligibility for membership) in the Oneida Tribe.  Further, the Tribe recognizes the unique, shared culture of Native American Indians and has determined that a desirable employment characteristic is status as a member of an American Indian Tribe.  At a minimum, the Tribe has determined that some knowledge of Indian culture is a desirable employment characteristic.

Accordingly, the Oneida Tribe establishes the following policy in regard to Indian Preference for selecting employees to provide services that meet the needs of the Oneida people.  This Indian Preference policy shall be specific to staffing decisions made under the Personnel Policies and Procedures and shall not be construed to have an application outside of these policies and procedures.

The Oneida Tribe of Indians of Wisconsin is an equal employment opportunity employer and follows non-discriminatory policies and procedures in personnel decisions. (HR Interpretation 5-19-14) However, the Oneida Tribe exists to serve the needs of the Oneida people and therefore accords Oneida Preference to enrolled Oneida Tribal Members where such preference is not otherwise prohibited. All General Managers and top administrative positions, as defined by HRD, shall be held by enrolled Tribal members.  In all other instances, the Tribe applies the following priorities of Indian Preference in staffing decisions:

    1. Enrolled Oneida Tribal member;
    2. Oneida Indians eligible for enrollment in the Oneida Tribe;
    3. Documented first generation Oneida descendant;
    4. Other Native American Indian;
    5. Other (non-Indian). (HR Interpretation 6-24-11)
      This policy will apply in decisions where the basic requirements for employment are met.
    1. Statement of Policy
      1. The Oneida Tribe of Indians of Wisconsin is an equal employment opportunity employer and follows nondiscriminatory policies in hiring.
      2. The Oneida Tribe is a firm advocate of the 1964 Civil Rights Act (as amended) and the 1968 Indian Civil Rights Act (as amended) and will make every effort to ensure compliance with each Act; however:
      3. The Oneida Tribe follows the principles of Indian Preference in the implementation of hiring practices (see the Oneida Preference and Indian Preference Statement of Policy).
      4. The members of the Personnel Selection Committee and all Tribal employees who supervise other Tribal employees shall undergo training in EEO and Tribal laws, rules and regulations.         
        1. Training will be knowledge – and skills-based
        2. All Personnel Selection Committee members and Tribal supervisors will undergo periodic re-training in EEO and Tribal laws, rules and regulations
      5. No person shall be recommended for a position if a conflict of interest or nepotism is created. Nepotism is created by the following relationships: (HR Interpretation 8-13-12)
          1. Father             9.  Father-in-law
          2. Mother           10.  Mother-in-law
          3. Husband        11.  Brother-in-law
          4. Wife                12.  Sister-in-law
          5. Brother          13. Son-in-law
          6. Sister              14. Daughter-in-law
          7. Son                 15.  Grandparent
          8. Daughter       16.  Grandchild
    1. Hiring Procedures
      1. HRD Office Responsibilities
        1. Unless specifically noted, the HRD Office will have responsibility for implementing the policies and procedures guiding the selection of Tribal employees.
      2. Personnel Selection Committee Role
        1. The Oneida Tribe established the Personnel Selection Committee to represent the Oneida Community-at-large in the selection of tribal employees.
          1. The Personnel Selection Committee is directed to:
            1. Seek out the best-matched applicants for each available position;
            2. Consider only job-related factors (such as education, experience, past job performance, skills and abilities, and compatibility with the position and potential co-workers) when selecting candidates.
        2. Identification of Vacancies and Development of Job Descriptions (Work Standard 11-16-11)
          1. Supervisors may inform the HRD Office of pending vacancies as soon as they are identified. 
          2. For existing positions, the HRD Manager (or designate), the supervisor and the Area Manager (at his/her option) will review the job description to ensure compliance with:
            1. The Tribal job structure;
            2. The needs and requirements of the job.
          3. For new positions, the HRD Manager, the appropriate Area Manager, and the supervisor shall develop the job description.
          4. The new job description shall conform to the Tribal job structure.
          5. The new job description will be reviewed by the General Manager.  (HR Interpretation 12-8-16)
      3. All job descriptions shall contain the following information:
        1. Job title, division/department, location, supervisor’s title;
        2. Posting date, application deadline, preferred starting date, date of job, description review;
        3. Pay level (grade, step, hourly rate);
        4. A brief job summary;
        5. Duties and responsibilities;
        6. Qualifications;
        7. Inquiry address;
        8. Statement of compliance with EEO and Indian Preference policies.
    2. Applications
      1. All inquiries for job vacancies will be responded to with a Tribal Application Form which will consist of:
        1. Job vacancy title;
        2. Applicant biographical data;
        3. A request for a resume (where applicable).
      2. The Application Form shall be accompanied by a Statement of Policy regarding Oneida Preference and Indian Preference.
      3. Hand-delivered applications will be accepted at the HRD Office until 4:30 p.m. on the deadline date; mailed applications must be postmarked on or before the deadline date.
      4. All applications will be acknowledged.
    3. Advertising
      1. Position vacancies will be advertised as widely as possible including:
        1. The Kalihwisaks;
        2. Statewide, through print and electronic media and public employment agencies;
        3. Through targeted recruiting efforts including:
          1. Major metropolitan areas (i.e. Milwaukee, Chicago, Minneapolis, etc.)
          2. The Bureau of Indian Affairs;
          3. The Oneida Higher Education Office.  
        4. Other postings targeted toward special recruiting categories (such as professions) shall be carried out at the discretion of the HRD Office with the advice and consent of the affected department.
      2. Unless otherwise prohibited by external grant source or federal law, the first posting for a position vacancy shall be limited to enrolled Oneida members and shall be posted for a minimum of seven (7) calendar days.
      3. The second posting for a position vacancy shall be posted for a minimum of ten (10) calendar days and shall be open to the general public, unless the position must be filled by an enrolled Oneida Tribal member. (HR Interpretation 8-9-11)
      4. All vacancies requiring re-posting shall be referred back to B-2.c (Identification of Vacancies and Development of Job description) to begin the re-posting process.
    4. Screening of Applicants (HR Interpretation 11-16-12)   (HR Interpretation 10-22-12)
      1. A Screening Committee consisting of the HRD Manager (or designate), the position supervisor, the Area Manager (at his/her option), and a member of the Personnel Selection Committee shall be convened to conduct the screening of applicants. The Screening process will begin as soon as practical following the closing of the position. This Committee will:
        1. Verify that all applications are complete, are accurate and were submitted on time.
          1. Applications that are incomplete, inaccurate, or were not submitted on or before the posted deadline date may be screened out.
        2. Analyze the job description to establish screening criteria. These criteria will include qualifications listed on the job description determined by the supervisor and Area Manager to be essential to the job. (T.O.E. WS 5-6-13)  
        3. Screen verified applications
        4. Recommend a list of applicants to be interviewed.
      2. The HRD Office shall notify screened out applicants within five (5) working days after the initial screening and reserve these applications in the general recruiting pool.
      3. The HRD Office will arrange for interviews with the listed candidates.
    5. Candidate Interviews
      1. An Interview Committee will be convened and will consist of the members of the Screening Committee except that the HRD Manager will be replaced with a second member of the Personnel Selection Committee. The Interview Committee will:
        1. Construct an interview format consisting of:
          1. A set of questions related to the screening criteria qualifications;
          2. An interview rating scale designed to objectively evaluate each candidate’s qualifications.
        2. Interview candidates and evaluate each individually
      2. The HRD Manager (or designee) will total the evaluation rating scale to rank order of the candidates. 
    6. Selection  (HR Interp 10-24-13 Disqualification of Applicant)
      1. The supervisor shall select one of the top two (2) candidates as ranked through the rating scale.  (HR Interp 10-17-12)
        1. The supervisor may conduct an additional personal interview with the top two (2) candidates.
        2. The selection decision shall be governed by the Oneida Preference and Indian Preference Policy.   (HR Interpretation 6-6-11)
        3. The HRD Office will notify the selected candidate and offer the candidate the job within five (5) working days of the selection decision by the supervisor.
          1. Should the supervisor’s first choice refuse the offer, the HRD Office will offer the job to the second ranked candidate.
      2. Should both of the top two ranked candidates refuse the job offer, the supervisor may:
        1. Repeat the process outlined in B.2.h.1. above; or
        2. Re-post the position.
      3. The HRD Office will notify those candidates interviewed but not selected of the decision to hire the best-qualified candidate.
      4. All newly hired employees will be listed in the HR newsletter.
  1. TRANSFERS AND PROMOTIONS POLICY – The Oneida Tribe encourages transfers and promotions within and among units in order to make the best possible use of human resources to meet Tribal goals and objectives. Supervisors and employees are encouraged to work together to create an environment in which employees constantly strive to improve their skills and abilities and managers constantly seek to provide challenging and rewarding work experiences.
    1. Procedure
      1. Internal Posting and Bidding
        1. Open positions as determined by a supervisor and his/her Area Manager will be posted internally for five (5) working days. This internal posting will be concurrent with the external (public) posting of positions.
          1. Positions will be posted in prominent locations in each Tribal building
        2. Tribal employees may bid for transfers by notifying their immediate supervisor and submitting an Application Form to the HRD Office.
          1. The HRD Manager will inform all affected Area Managers of each transfer bid.
        3. At the end of the five (5) day internal posting period, the HRD Manager will schedule a conference with the open position’s supervisor and the Area Manager.
          1. The conference committee will consist of the supervisor, the Area Manager and the HRD Manager (or designate) acting as this Committee will:
            1. Establish selection criteria; and
            2. Review each bid.
          2. The Committee may select the best-qualified applicant but is not required to choose an applicant to fill the open position from those employees who have submitted an application for a transfer or promotion.
          3. If the Committee does not fill the position from the transfer/promotion process, the process will continue through the full advertising, screening and interview steps.
            1. Any decision will be governed by the Indian Preference Policy.
        4. Employees who are transferred or promoted will not lose any benefits; however:
          1. An employee may be required to continue serving in his/her present position until a replacement can be found;
          2. An employee who is transferred to a position lower on the Tribal Job Structure will be paid at the grade level corresponding to the new position;
          3. An employee must have completed one year of service to the Tribe before being eligible for a promotion or transfer (requests for transfers for documented medical conditions will be handled on a case by case basis and only when in the best interests of both the employee and the Tribe);
          4. The newly transferred or promoted employee shall be required to complete a three (3) month probation period (all conditions of the Tribe’s Probation Policy shall apply).
      2. Applicant Pool Process
        1. New and vacant positions will be advertised through the Tribal Applicant Pool.
        2. The job description will be sent to persons whose applications are maintained in the Applicant Pool.
          1. The Tribal Applicant Pool will consist of open (unspecified) applications from Tribal members who wish to be considered for employment by the Tribe.
          2. Advertising through the Tribal Applicant Pool will follow the format and time conditions set forth in the Hiring Policy.
    2. Reassignments
      1. Title Reassignments
        1. Title Reassignments may be made by supervisors to:
          1. More accurately describe or define an existing job; or
          2. Make minor adjustments in jobs within a unit or operating division.
        2. Title Reassignments may be made at any time with the approval of the Area Manager and HRD Manager.
      2. Job Reassignments
        1. Job Reassignments may be made by supervisors to make more efficient and effective use of human resources.
        2. Job Reassignments may be supervisor-initiated or employee-initiated but must be made in the best interests of the operating unit.               
        3. Job Reassignments may be made at any time with the approval of the Area Manager and after a review of each affected job by the Personnel Evaluation Committee.
      3. Interim Job Reassignments (HR Interpretation 7-11-13)
  2. PROBATION  (Work Stanard 1-20-11)
    1. The first three (3) months after an employee’s starting date shall be considered a period of probation. At the end of six (6) weeks, the employee’s performance shall be reviewed with him/her by the supervisor by completing an employee evaluation.
      1. At the end of the three-month probation period, a second performance evaluation will be conducted. This evaluation will recommend the end of probation and regular status for the employee, an extension of probation, or termination for cause.
    2. Status as a Probationary Employee
      1. Probationary employees will be paid at five percent (5%) below the posted pay rate for the position.
        1. New employees hired under a negotiated salary will receive a salary one step below the agreed upon salary during the probationary period.
      2. Probationary employees will accrue vacation/personal days during the probation period and will receive holiday pay.
      3. Probationary employees may be terminated for cause at any time during the probation period. Cause must consist of a violation of policies or the documented inability of the employee to perform the duties and responsibilities of the position. This termination is subject to appeal.  (BC Action 3-20-92)
    3. Completion of Probation Period
      1. Satisfactory completion of probation will result in the employee receiving the regular salary for the position.
      2. Employees who are terminated during the probation period will receive credit for accrued vacation/personal days in their final paycheck.
      3. Extensions of probation periods will not affect accrual of or use of benefits as explained under D.2.


SECTION IV - Compensation and Benefits



HR Work Standard 2-18-17

     1.   Tribal Job and Salary Structure
           a.   An ongoing plan will be instituted based on standard employee grades and step levels to
                 assure that a uniform approach is taken to establish equitable salary and wage levels.
           b.   Employee performance evaluations will be a resource in determining whether an
                  employee receives an increase in pay for the upcoming year. An overall satisfactory
                  rating must be attained in order to be granted an increase in pay.
           c.   Merit increase shall be granted upon the recommendation of the supervisor, the Area
                 Manager, the HRD Manager and the General Manager. 
     2.   Workday Timekeeping WS 10-17-12
            a.   The regular Tribal workday is from 8:00 a.m. to 4:30 p.m. with an hour for lunch. The
                   exception to these hours occurs only if the program/enterprise hours must vary for the
                   purpose of providing service (such as retail hours beyond 4:30 p.m.). Shifts will be
                   developed as needed, and the shift hours will then become the regular workday for
                   assigned employees for that program/enterprise.
            b.   Employees are expected to be at work each scheduled work day.
                   1)   Employees who do not report for work because of inclement weather or unforeseen 
                         circumstances will not be paid for that day. Employees may elect to use personal
                         day(s) to cover this absence. Emergency Closings 11-08-12
                   2)   In case of an unavoidable delay or absence, the supervisor must be notified no later
                          than thirty (30) minutes after the scheduled starting time. Employees are
                          encouraged to notify their supervisor before their scheduled starting time.
                          i.    Employees failing to report to their assigned jobs or failing to call in within the
                                 thirty (30) minute time allowed will be subject to disciplinary action.
                          ii.   Permission to leave early must be obtained by the employee from his/her

     3.   Overtime
            a.   Any and all overtime will be kept to a minimum and must be approved by the
                  Supervisor and Area Manager.
                  1)   In the case of potential overtime that may occur at night, on holidays or on
                         weekends, supervisors will delegate this authority to a specific employee and 
                         outline specific situations and actions that warrant overtime.
             b.   All overtime must be reported to the supervisor for evaluation.
             c.   Overtime will be approved only if the program or enterprise budget is capable of
                   paying it.
             d.   Overtime will be approved only for hours worked in excess of 40 hours per
                    week. Personal/vacation days and holidays will not count toward the 40 hour 
              e.   Tribal employees are expected to work overtime if required. Time and one-half will be
                    paid for this overtime.
              f.   Exempt employees are not eligible for overtime.
                    1)   The HRD Office will maintain a list of exempt employees.
     4.   Holidays Tribal Wide Holiday Work Standard 11-7-14, Holiday Observance Calendar 2017  Holiday Observance Calendar 2018 
            a.   Tribal holidays consist of the following:
                   1)   One-half day Christmas Eve
                   2)   Christmas Day
                   3)   New Year’s Day
                   4)   Memorial Day
                   5)   Veteran’s Day
                   6)   Independence Day
                   7)   Labor day
                   8)   Thanksgiving Day
                   9)   Indian Day (day after Thanksgiving)
                   10) One-half day Good Friday
                   11)  Code Talker’s Day (Oneida Day, Friday prior to Memorial Day)
                           BC Resolution 12-11-13
             b.   To be eligible for a paid holiday, employees must work the preceding and following
                    scheduled work days (except for employees who are on a prescheduled work leave or
                    an approved extended sick leave.) Employees who are granted a sick day directly prior
                    to a holiday must certify that they were capable of working the holiday in order to
                    qualify for a paid holiday.
             c.   All regular employees will be given holiday pay for the maximum pay of eight (8)
                   hours per day.
            d.   Holidays falling on a Saturday will be observed the preceding Friday; holidays falling
                   on a Sunday will be observed on the following Monday.  
            e.   The Oneida Tribe acknowledges its responsibility to make a reasonable
                   accommodation to employees who wish time off to observe religious holidays. 
                   requests for such time off will be granted where possible, based on the scheduling and
                   staffing needs of affected departments. Employees wishing to take time off work for
                   religious observances should inform their supervisor as early as possible. Employees
                   may use personal time for such requests if eligible; otherwise the time off will be
                   treated as unpaid leave. 
     5.   Vacation/Personal Days
            a.   Every Tribal employee, except temporary employees, shall be allowed personal and
                   vacation days with pay to the extent that personal days and vacation are accumulated.
                   Temporary employees shall be allowed personal and vacation days in accordance with
                   Section II.C.4. GTC Resolution 07-02-12
            b.   The amount of personal and vacations days shall be determined by continuous service 
                  for the Tribe. A “lay-off” from tribal employment shall not be considered in
                   interruption in continuous service where the lay-off is in accordance with the Tribe’s
                  Layoff Policy, nor shall a preapproved leave of absence.
            c.   Except as provided for in section g, the accrual of personal days shall be as
                  follows:  (Vacation and Personal Time Accrual 3-6-112 
                  1)   0-3 years of service – 6 days per year;
                  2)   4-7 years of service – 8 days per year;
                  3)   8-14 years of service – 10 days per year;
                  4)   15+ years of service – 12 days per year;
            d.   Except as provided for in section g, the accrual of vacation days shall be as 
                   1)   0-3 years of service – 12 days per year
                   2)   4-7 years of service – 15 days per year;
                   3)   8-15 years of service – 20 days per year;
                   4)   15+ years of service – 25 days per year.
            e.   Part-time employees accrue personal and vacation days for time actually worked at a 
                  ratio of a full-time employee.
            f.   Service is defined as working for Programs/Enterprises which are contracted by the
                  Tribe or specifically sponsored by the Tribe.
            g.   Vacation and personal days shall be capped at 280 hrs. 
                   An employee shall cease to accrue vacation and personal hours when he or she has 
                   reached 280 total hours. Supervisors shall notify their employees when said 
                   employees have accumulated 200 total hours of vacation and personal time.
                   1)   An employee may trade back accumulated vacation and personal hours in 
                         accordance with Section IV.A.5.n. below.   GTC Resolution 5-23-11-B 
            h.   Upon termination from Tribal employment, employees will be paid for any unused
                   personal and/or vacation days.
                   1)   Employees who have used the Tribally-sponsored loan program will be required to
                          honor the terms of the loan agreement.
            i.   Personal Days can be used for any reason so long as the request is approved by the 
                 employee’s supervisor at least twenty-four (24) hours in advance (unless the 
                 absence is due to illness or unforeseen circumstances).
                 1)   In the case of illness or unforeseen circumstance, the supervisor shall be notified no 
                       later than fifteen (15) minutes before the scheduled starting time.
                2)   Programs and enterprises may institute stricter standards of notification. These
                       standards will be submitted to and approved by the Personnel Department.
            j.   An employee shall notify his/her supervisor of an intent to use personal days in the
                 following ways:
                  1)   Three (3) to five (5) days – one (1) week advance notification
                  2)   Six (6) days or more – two (2) weeks advance notification.
            k.   An employee shall notify his/her supervisor one (1) day in advance if he/she will
                  take off one (1) or two (2) days of vacation. Programs and enterprises may institute
                  stricter standards of notification.
                  1)   Three (3) to five (5) days of vacation require a one (1) week advance notification.
                  2)   Six (6) or more days of vacation require at least two (2) weeks advance
            l.   The burden shall be on the supervisor to show that a denial of a personal day or a 
                  vacation day is based upon interference with the business of the Tribe.
           m.   Personal or Vacation Days can be taken when an employee 
                   is on probation. GTC Resolution 5-23-11-B     HR Interp 5-8-17
            n.   Trade-back for Cash – Each fiscal year, the Oneida Business Committee shall analyze
                   fiscal conditions to determine whether employees may trade back personal and/or 
                   vacation hours for cash that fiscal year. Work Standard 10-11-11 
                   1)   If the Oneida Business Committee approves trade-back for cash, they shall also
                        determine whether (a) and/or (b) applies:
                        a)   All employees will have the opportunity to trade-back hours one time that year.
                              1.   By August 15, each employee who has accumulated 24 hours or
                                    more of vacation and/or personal days may opt to trade in his/her hours for
                             2.   Employees will receive their trade back on or before September 30 of 
                                   that year.
                       b)  Only those employees who are unable to utilize their personal and/or vacation
                             time due to working conditions, such as a shortage in staffing, as determined by
                             the HRD Manager or designee, will have the opportunity to trade back hours
                             on a quarterly basis.
                             1.   Employees will receive their trade back within 60 days after opting to
                                    trade back hours.
                 2)   When trade-back for cash is approved by the Oneida Business Committee, the
                        following standards shall apply:
                        a)   Employees must decide which status (vacation or personal or both) from which
                              their trade-back will be drawn.
                       b)   Employees may not trade for cash more than 80 hours in one
                              year.  GTC Resolution 5-23-11-B
Note: See the Additional Duties Compensation WS and   Travel Time Compensation WS Work Standard 3-20-13


See separate publication for information on Tribal Insurance plans.   
Separating an Employee WS 5-6-13


(See separate publication for information on Tribal Retirement Plan).


     1.   Meeting Attendance
           a.   Approval for attending any meetings inside normal working hours must be approved in 
                 advance by the employee’s immediate supervisor. (BC Action, 5-16-89) 
           b.   Employees who receive stipends or honoraria in excess of $50.00 for attending
                  meetings during working hours will forfeit the amount in excess of $50.00 from their
                  regular paycheck. Stipends for travel or per diem will not be deducted if accompanied
                  by receipts for such expenses.
            c.   Stipends or honoraria for intra-tribal meetings during normal working hours will
                  result in the employee’s paycheck being reduced by the full amount of the stipend.
     2.   Funeral Leave (Work Standard, 8-2-11) 
            a.   All regular employees will be given a three (3) day leave without loss of pay for funeral 
                  services for immediate family. Immediate family includes:

Husband Mother Brother
Wife Father Sister
Mother-in-law Son Grandparent
Father-in-law Daughter Grandchild

            b.   Three (3) day leave for other persons will be given only if the employee is responsible
                   for making funeral arrangements, subject to prior approval of supervisor.
            c.   All other funeral leave will be limited to no more than one (1) day with pay subject to
                  the notification and approval of the immediate supervisor.  
                 (Management Directive, 12-17-2009) 
     3.   Leave of Absence (Work Standard, 6-10-14) 
           a.   A leave of absence without pay may be granted to employees for a justifiable reason
                 (including caring for a child, spouse or parent with a serious health condition) and when
                 in the best interest of the Tribe.
                1)   Leaves of absence will not exceed three (3) months.
                      i.    All leaves of absence must be approved by the supervisor, Area Manager, HRD 
                            Manager and General Manager. (HR Interpretation, 12-8-16) 
                      ii.   Requests must be documented and submitted to the supervisor with as much
                             advance notice as possible.
                      iii.  Disposition of requests will be made on the basis of staffing requirements.
                2)   Upon returning, the employee will be reinstated in the former position with full
                       status and benefits. Holiday, vacation, and sick leave will not be accrued during the
                       leave of absence.
                3)   No later than fifteen (15) working days prior to the expiration of the leave period the
                       employee must give notice in writing of his/her intent to return to the position. 
                       Notice must be presented to the supervisor.
                       i.   Failure to provide written notice will be interpreted to mean that the employee 
                            does not intend to return following the leave. The position will be posted and
                            filled through the selection process. (HR Interpretation 11-21-11) 
     4.   Maternity Leave
            a.   Maternity leave will be granted for a period of 6 weeks without pay.
                  1)   An employee may elect to cover any portion of this time by using accumulated 
                        sick days.
                 2)   Any maternity-related absences for longer than 6 weeks must be taken as a 
                        medical leave of absence.
     5.   Military Leave
            a.   In addition to the following provisions, the Tribe’s Military Service Protection Act shall
                  govern Military Leave.
            b.   A Military Leave of Absence is afforded employees entering active duty without 
                  accumulation of holiday, vacation or personal time during the period of leave. Any
                  accumulated benefits prior to leave will be maintained for the employee.             
            c.   Time off for inactive duty training, examinations to determine fitness for duty and
                  funeral honors duty shall be afforded to employees without the accumulation or loss of
                  holiday, vacation or personal time. An employee will receive pay from the Tribe for any
                  hours work that the employee was required to miss due to reservist training.
                   1)   Any pay received for performing any of the above duties shall be deducted from 
                         the employee’s pay. (GTC Resolution – 1-26-08A) 
     6.   Jury Duty
            a.   During a period of jury duty, an employee will receive pay from the Tribe for any hours
                   of work missed due to jury duty.
                   1)   Jury duty pay will be deducted from the employee’s paycheck when determining
                          the amount of pay.
                   2)   No overtime will be allowed in determining employee pay while serving on
                          jury duty.
     7.   Educational Leave (BC Action, 5-4-90) 
            a.   A leave of absence for education purposes will not exceed one (1) year.
     8.   Parent Policy Leave (BC Action, 3-2-94A) 
            a.   Employees who are parents, guardians, or those individuals specifically referred to as 
                   “immediate family” as defined in Section IV, page 6 of these Personnel Policies and
                   Procedures which includes husband, wife, mother, father, brother, sister, son,
                   daughter, mother-in-law, father-in-law, grandparent and grandchild may request to 
                   participate in their child(ren)’s educationally sanctioned events not to exceed four (4)
                   hours per employee per month.
                   1)   These four (4) hours shall not accumulate.
            b.   Approval to utilize the four (4) hours must be obtained from the supervisor.
                   1)   An employee shall request his/her supervisor to utilize this leave with a minimum
                         of twenty-four (24) hours’ notice.
                   2)   The Supervisor may request verification of
                           i.   Guardianship of the child(ren) and/or
                           ii.  The attendance of the employee at their child(ren)’s educationally
                                 sanctioned -event.
            c.   The burden shall be on the supervisor to show that a denial of the Parent Policy Leave 
                  which is based upon interference with the business of the Tribe.
           d.   This leave shall not be paid as overtime. The supervisor may have the option to use flex
                  time to cover this time off to attend their child(ren)’s educationally sanctioned events.
            e.   All employees, except Emergency/Temporary, Youth Workers, Student Interns, and 
                  Seasonal Workers during their first season, and Substitute Reliefs are eligible to
                  participate in this benefit.

SECTION V - Employee Relations


    The Oneida Tribe reflects the unique culture and character of the Oneida Nation. The Tribe recognizes that this may present special problems and difficulties for a new employee.  The Tribe therefore provides an Orientation Program designed to ease the new employee’s transition into a job and enable the new employee to become effective and productive as quickly as possible.
    1. Orientation Program Outline
      1. Overview
      2. Tribal Government and Procedures
      3. Key Policies and Procedures
      4. Benefits
      5. Safety, Health and Security
      6. Departmental Orientation
    2. Responsibilities
      1. The HRD Office will administer the General Orientation Program
        1. The HRD Office will assist Divisions in administering Departmental Orientation Programs.
      2. The HRD Office will develop and establish an Employee Mentor Program with each Division.
        1. Employee Mentors will be responsible for conducting the Departmental Orientation.
        2. Employee Mentors will assist new employees throughout their probation period as a source of references and referrals.
      3. The HRD Office will annually review the General Orientation Program and each Departmental Orientation Program to:
        1. Evaluate the effectiveness of each Program,
        2. Modify programs as necessary.
        3. Requirements
          1. The HRD Office will provide a copy of the Employee Policy and Procedures Manual to new employees before (if possible) the scheduled starting date.
          2. The General Orientation Program will be completed in appropriate stages within the first month of the new employee’s starting date.
            1. The Departmental Orientation will be completed within the first week of the starting date.
          3. The HRD Office will administer a NEW Employee Reporting Form to provide information for the purposes of maintaining a Tribal wide skills assessment inventory and a management succession plan.
    1. Evaluation reports will be used in determining all promotions, transfers and salary adjustments.
    2. Annual evaluation reports for each employee will be submitted to the HRD Office by August 1 of each year. (Work Standard 6-4-14)
      1. Evaluation reports will be retained in each employee’s personnel file.
    3. All Tribal employees will be evaluated at least once a year.
      1. Employee performance evaluations will be conducted by each employee’s immediate supervisor. The Business Committee will conduct the performance evaluation of the General Manager. (HR Interpretation 12-8-16)
      2. The supervisor will discuss the evaluation with each employee. The evaluation will then be signed by the employee and the supervisor and forwarded to the HRD Office.
    4. Satisfactory evaluations may result in the employee receiving an increase in pay within their grade level provided that the employee has not attained the highest step within the grade.
      1. Unsatisfactory evaluations will result in probation status for the employee. The supervisor shall provide documentation to the Area Manager and to the employee detailing the deficiency(s). A repeat evaluation will be conducted three (3) months after the unsatisfactory evaluation. This second evaluation will result in the employee:
        1. Being removed from probation and receiving a salary increase if the second evaluation results in an overall satisfactory rating; or
        2. Receiving appropriate disciplinary actions if the second evaluation also results in an unsatisfactory rating.
      2. Employees may appeal unsatisfactory evaluations to the HRD Manager. The HRD Manager will consult with the supervisor and the employee to negotiate an appropriate resolution (Work Standard 6-21-11)
    1. Tribal employees are encouraged to develop their skills and abilities by pursuing education at a local educational institution.   (BC Action 9-9-92)
      1. Tribal employees must provide a general Career Development Plan to the supervisor listing the goals and objectives of the training and education to be undertaken.
    2. Tribal employees may be eligible for assistance for one (1) course per semester. The employee must attempt to arrange to take the class outside his/her normal working hours.
      1. Where a class conflicts with the employee’s work schedule, the needs of the Tribal unit take precedence; however, the supervisor shall attempt to accommodate the employee’s request.
      2. In no case shall the accommodation exceed actual class hours plus reasonable travel time.
      3. Employees must obtain the approval of their immediate supervisor to take a course on Tribal time.
    3. The supervisor’s approval and estimated cost must be submitted to the HRD Office, the Area Manager and the General Manager. (HR Interpretation 12-8-16)
    4. The cost of the books, tuition and fees for the course shall be paid by the Tribe through funds budgeted in programs or through the Higher Education program.
      1. Reimbursement for books, tuition and fees is contingent upon the employee receiving at least a C (2.0 on a 4.0 point scale).
      2. Employees who receive less than the required grade point will be required to reimburse the program for whatever costs were incurred.
    Disciplinary procedures provide a systematic process for handling problem employees.  (Work Standard 5-6-13)  Disciplinary procedures serve to correct unacceptable behavior and to protect the Tribe. Grievance procedures provide a systematic process for hearing and evaluating job related disputes. Grievance procedures serve to protect employees from inconsistent and unfair treatment. In all cases of grievance and discipline, supervisors are enjoined to use common sense, discretion and judicious good sense to resolve complaints between employees, exercise disciplinary prerogatives, and handle grievances.
    (HR Interpretation 2-4-13)  (HR Interpretation 1-29-14)
    1. Complaints
      1. Should an employee have a disagreement with another employee, he/she may lodge an informal (verbal) or formal (written) complaint with the employee’s supervisor.
      2. The supervisor will investigate the complaint and attempt to resolve the disagreement.
      3. If the employee lodging the complaint is dissatisfied with the attempted resolution, he/she may ask the Area Manager to attempt a resolution.
      4. There is no further appeal of this process.
    2. Disciplinary Actions
      1. Disciplinary actions will be initiated by an immediate supervisor for the purpose of correcting unacceptable work performance. The supervisor will always discuss the action with the employee being disciplined to ensure that the employee:
        1. Understands the reason for the disciplinary action;
        2. Understands the expected work performance in light of the disciplinary action;
        3. Understands the consequences of continued unacceptable behavior.
      2. A supervisor shall initiate disciplinary actions commensurate with the seriousness of the unsatisfactory performance. A supervisor must consider each disciplinary action in progressive order and justify a deviance from that recommended progression.
      3. The actions listed below are examples of unacceptable work performance and do not constitute a comprehensive or exhaustive list. The actions in parentheses are guidelines for a supervisor to use in administering disciplinary actions. (W = written warning; S = suspension; T = termination):
        1. Work Performance
          1. Insubordination (including disobedience) or failure/refusal to carry out assignments or instructions. (W/S/T)
          2. Loafing, loitering, sleeping or engaging in personal business. (W/S/T)
          3. Unauthorized disclosure of confidential information or records. (S/T)
          4. Falsifying records or giving false information to departments and/or employees responsible for Recordkeeping. (S/T)
          5. Failure to provide accurate and complete information where such information is required by an authorized person. (S/T)
          6. Failure to comply with health, safety and sanitation requirements, rules and regulations. (W/S/T)
          7. Negligence in the performance of assigned duties. (W/S/T)
        2. Attendance and Punctuality
          1. Failure to report promptly and observe work schedules (such as starting time, quitting time, rest and meal breaks) without the specific approval of the supervisor. (W/S/T)
          2. A pattern of unexcused or excessive absenteeism and/or tardiness. (W/S/T)
        3. Use of Property
          1. Unauthorized or improper use of Tribal property or equipment (for example, Tribal vehicles, telephone, mail services, etc.) (W/S/T)
          2. Unauthorized possession, removal or willful destruction of Tribal or another employee’s property (including improper use of possession of uniforms, identification cards, badges, permits or weapons). (Willful destruction of property may subject the violator to applicable liability laws.) (T)
          3. Unauthorized use, lending, borrowing or duplicating of Tribal keys. (T)
          4. Unauthorized entry of Tribal property, including unauthorized entry outside of assigned hours of work or entry into restricted areas without prior supervisory approval. (S/T)
          5. Theft or property shall include theft, embezzlement, cheating, defrauding, pilfering, robbery, extortion, racketeering, swindling or any of these actions, or conspiracy to commit such actions with Tribal employees or other persons against the Tribe, its guests, employee, members, customers and/or clients while on or about Tribal premises. (S/T) (BC Action 12-2-88)  
        4. Personal Actions and Appearance
          1. Threatening, attempting, or doing bodily harm to another person. (T)
          2. Intimidating, interfering with or using abusive language toward customers, clients, co-workers or others. (S/T)
          3. Making false or malicious statements concerning other employees, supervisors or program heads. (W/S/T)
          4. Use of alcohol or illegal controlled substances during work hours. (S/T)  (GTC Resolution 01-05-09-A)
          5. Reporting for work under the influence of alcohol or illegal controlled substances. (S/T) (GTC Resolution 01-05-09-A)
          6. Failure to immediately report any work-related injuries to the immediate supervisor. (W/S)
          7. Direct involvement in political campaigning during scheduled work hours. Violations include:
            1. Use of Tribal employment title in Tribal campaign activities. (W/S/T)
              1. Political materials include: leaflets, brochures, etc. which solicit support for candidates for office.
              2. Resolutions or petitions which propose that a political action be initiated. 
              3. Leaflets, newsletters, or other written materials the purpose of which is to espouse political views or opinions.
          8. The acceptance of gifts or gratuities for personal gain in the course of official duties. (Customers are allowed to tip Bingo workers, Oneida Tobacco Enterprise workers, and Museum Workers.) (W/S/T)
          9. Inappropriate dress or personal hygiene which adversely affects the proper performance of duties or constitutes a health or safety hazard. (W/S)
          10. Failure to exercise proper judgment. (W/S/T)
          11. Failure to be courteous in dealing with fellow employees or the general public. (W/S/T)
          12. Any of the following acts by employees: Arson, bribery, perjury, obstruction or interference with an investigation authorized by the Oneida Tribe. (S/T)  (BC Action 12-2-88)
          13. The use, possession, selling or purchasing of, or attempt to sell or purchase alcohol, and/or controlled substances on or about Tribal premises. (S/T)  (BC Action 12-2-88)
          14. Any violation of duly adopted Tribal ordinances. (W/S/T) (BC Action 12-2-88)
        5. Sexual Harassment Policy
          It is the Oneida Tribe’s Policy that all employees have a right to work in an environment free of discrimination which includes freedom from harassment, more specifically sexual harassment. The Oneida Tribe considers sexual harassment, in whatever form, in the workplace to be a serious violation of an individual’s dignity and personal rights. In all matters, where complaint of sexual harassment is lodged against an employee, the Oneida Tribe has a duty and obligation to conduct a thorough investigation using discretion, good judgment and the principles and practice of strict confidentiality. If sexual harassment has been committed, the progressive disciplinary process is as follows (W/S/T).
          Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, (2) submissions to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or (3) such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.
          1. Sexual Harassment (W/S/T)
            1. Procedure
                1. Should an employee have a complaint, he/she should file a formal (written) complaint with the Human Resources Department.  
                2. The Human Resources Department is obligated to investigate the complaint which is to be held in the strictest confidence. This investigation shall be done within five (5) working days from receiving the formal written complaint.
                3. After investigating the complaint and the Human Resources Department finds cause to take disciplinary action due to sexual harassment violation, the employee will be disciplined accordingly by their supervisor. This disciplinary action shall be initiated within five (5) working days from the date the supervisor receives the report from the Human Resource Department. (BC Action 7-16-93)
    3. Accumulated Disciplinary Actions Warranting Termination (HR Interpretation 1-29-14) (Provided that the Drug and Alcohol Free Workplace Policy shall govern disciplinary actions warranting termination for drug and alcohol related violations.) (GTC Resolution 01-05-09-A)
      1. The accumulation of three (3) upheld warning notices within any twelve (12) month period. (T)
      2. The accumulation of two (2) upheld suspensions within any twelve (12) month period. (T)
      3. The accumulation of three (3) of any combination of upheld warning notices and/or upheld suspensions within any twelve (12) month period. (T)
    4. Substance Abuse Disciplinary Procedure – Section was deleted. (GTC Resolution 01-05-09-A)
      Drug and Alcohol Free Workplace Policy (DAFWP)
    5. Disciplinary Procedure 
      The following procedure shall be adhered to whenever disciplinary action is taken.
      1. Supervisor becomes aware of unsatisfactory work performance or violation.
        1. Supervisor investigates through a meeting with the employees and determines whether disciplinary action is warranted.
      2. If disciplinary action is warranted, within five (5) working days the supervisor will fill out the five (5) part disciplinary action form stating the behavior for which the action is being taken, the time and date of its occurrence, and the specific policy section under which action is being taken.
      3. The form will be discussed with the employee and a corrective action will be identified.
      4. The employee being disciplined will sign the form.
        1. Should an employee being disciplined refuse to discuss the action with his/her supervisor, the supervisor shall so note this, with date of refusal, on the form and distribute as in 5.e.
      5. Copies will be given to the employee, the HRD Manager, the supervisor, the Area Manager and General Manager within twenty-four (24) hours of the conference with the employee. (HR Interpretation 12-8-16)
      6. Should a disciplinary action result in the suspension or termination of an employee, the following guidelines shall apply:
        1. The supervisor shall consult with the HRD Manager to mutually determine the length of the suspension.
          1. Suspensions will be limited to a maximum of three (3) weeks.
          2. Suspension/terminations that are overturned in the appeal process shall result in the employee receiving back pay for the days he/she was suspended/terminated.
    6. Grievance (Grievance Flowchart)
      An employee who receives a disciplinary action which he/she believes is unfair may grieve the action. The Grievance process (including appeals of disciplinary action) shall be conducted with utmost consideration for due process (within the time limits set forth herein) but will allow and account for recognized Tribal holidays and unforeseen circumstances (such as illnesses, deaths in the immediate family of principals, etc.). The HRD office will make every attempt to ensure that grievance procedures are concluded within forty-five (45) workings days; however, extensions granted for reasonable unforeseen circumstances (as determined by the HRD Manager) may extend the process The Grievance process will be governed by the following guidelines:  (HR Interpretation 1-29-2014) (HR Interpretation 8-19-11)
      1. For all disciplinary actions, regardless of severity:
        1. The employee (petitioner) must file an appeal in writing.
          1. The employee may seek the assistance of a spokesperson or advocate at any time after the disciplinary action has been issued in order to aid in the resolution of the grievance process.
          2. The appeal must be filed with the Area Manager and the HRD Manager (or designee) within ten (10) working days from the day the employee receives the disciplinary action.
        2. The Area Manager, for all disciplinary action investigations, will have ten (10) working days from the receipt of the employee’s appeal to complete the investigation. One extension of no more than five (5) working days may be requested of and granted by the HRD Manager (or designee) at his or her discretion.
        3. The Area Manager will do one of the following:
          1. Uphold the disciplinary action; or
          2. Modify the disciplinary action; or
          3. Overturn the disciplinary action. If a suspension or termination is overturned, the employee (petitioner) shall be reinstated with full back pay.
        4. The Area Manager will file a decision with the employee and the HRD Manager (or designee) and will include a reason for the decision, an explanation of the decision and the action to be taken as a result of it.
      2. The employee may appeal the Area Manager’s decision to the Judiciary – Trial Court. The appeal must be filed with the Judiciary – Trial Court within ten (10) working days from employee’s receipt of the Area Manager’s decision. Upon receipt of the appeal the Judiciary – Trial Court shall, within one business day, notify the HRD Manager (or designee) that an appeal has been filed by the employee. (GTC Resolution 2-28-04A) 
        1. Copies of all information of the subject case upon which the disciplinary action was upheld by the Area Manager will be hand delivered to the Judiciary – Trial Court. The Judiciary – Trial Court will hear an appeal only if one or both of the following conditions exist:
          1. The decision of the Area Manager is clearly against the weight of the evidence and/or
          2. Procedural irregularities were exhibited during the appeal process that may have been harmful to one of the parties to the grievance.
        2. If one or both of the above conditions are present, the Judiciary – Trial Court will hear the grievance.
          1. If neither of the above conditions is present, the P Judiciary – Trial Court will deny the appeal for a hearing and affirm the decision of the Area Manager.
        3. At least five (5) working days prior to the hearing date, the petitioner, and respondent will receive notification of the hearing date.
        4. Copies of all information on the subject case upon which the disciplinary action was upheld will be hand-delivered to the Judiciary – Trial Court at least two (2) working days prior to the appeal date. The petitioner and respondent will have access to this information in the HRD Office at least two (2) days prior to the appeal date.
          1. If new evidence which was previously unavailable is introduced at any point during the Judiciary – Trial Court appeal process, the Judiciary – Trial Court hearing will be suspended and the case will be remanded to the Area Manager for reconsideration.
            1. The Area Manager will reconsider his/her decision in light of the new evidence and issue a decision within three (3) working days.
            2. This procedure may be invoked only once. Thereafter, the appeal process will continue to a conclusion based on the information originally presented and the newly introduced evidence.
        5. The petitioner shall have the right to be represented by an advocate if he/she so chooses. The expenses of the advocate shall be the total responsibility of the petitioner. The respondent and/or area manager who is party to the grievance action shall have access to an advocate for consultation and/or representation. Should the petitioner engage outside professional legal representation, the respondent and/or area manager shall have access to professional legal representation.
          1. Should the petitioner and his/her representative both fail to appear for any scheduled hearing without justifiable cause, the decision of the Area Manager shall be upheld and the grievance dismissed.
          2. Should the respondent and his/her representative both fail to appear for any scheduled hearing without justifiable cause, the decision of the Area Manager shall be overturned.
        6. The decision of the Judiciary – Trial Court shall be based solely on the information presented to them before the appeal hearing, the record of the prior proceedings and any new evidence (if introduced appropriately through the provisions of 6.b.4.a. above).
        7. The decision of the Judiciary – Trial Court shall be final. The Judiciary – Trial Court may:
          1. Uphold the disciplinary action; or
          2. Overturn the disciplinary action and:              
            1. Reinstate the employee (petitioner) with full back pay for any lost time;
            2. Reinstate the employee (petitioner) without back pay.
        8. The petitioner and respondent have a right to a speedy hearing and decision; therefore, notification of the final decision will be made within five (5) working days following the hearing.
          1. Notification of the final decision will include:
            1. The final decision;
            2. The reason(s) for the final decision; and
            3. The action to be taken as a result of the final decision.
        9. The HRD Office shall:
          1. Keep all records of the hearing;
          2. Provide copies of administrative advocacy rules, procedural rules, and time line rules to interested parties.


SECTION VI - Safety and Health


A.   POLICY  Contagious Illness or Disease Guidelines 2-14-2017

The personal safety and health of each employee, customer and client of the Oneida Tribe is of primary importance. The prevention of injuries and illnesses is of such importance that it will take precedence over operating productivity whenever necessary.

The Oneida Tribe will maintain a safety and health program conforming to the best practices available. To be successful, this program will work to develop the proper attitudes toward on the-job injury and illness prevention on the part of supervisors and employees. This program will strive to develop a high level of cooperation in all safety and health matters between supervisors and employees and among employees.

The objective of this program is a safe and healthy environment that will reduce the number of job-related injuries and illnesses to an absolute minimum. The Tribe’s goal is zero accidents and illnesses.


The Tribal Safety Committee will adopt and enforce through the Personnel Department procedures related to the education of the Tribal work force in matters of safety and health. These procedures will include all education and prevention activities, assessments and evaluations, and reporting.

SECTION VII - Program/Enterprise Rules and Regulations


A.   Enterprises and programs may establish internal rules and regulations to facilitate the        
       administration of Tribal Personnel Policies and Procedures.

 1.  In no case will these internal rules and/or regulations conflict with or take the place of Tribal Personnel Policies and Procedures.

2.  Enterprises and programs which establish internal rules and regulations will file a copy of the rules and regulations with the Personnel Department.

SECTION VIII - Record Keeping


A.   PERSONNEL OFFICE 1. Basic records to be retained include:               

a.  Reference Data               
b.  Job Descriptions               
c.  Resumes and Applications               
d.  Interview notes/selection information               
e.  Resignations               
f.   Employee tax exemption claims               
g.  Disciplinary action information               
h.  Performance evaluations               
i.   Insurance coverage/changes               
j.   Transfers      

     2.   The Personnel Office shall keep and maintain a complete record of each
          employee throughout his/her term of employment.               

a.  Tribal employees shall have access to their employment file.

b.   Employment files kept by the Personnel Office shall be considered confidential                     information.  Release of any information to a third party must have the consent of the employee in writing.


     1.      Basic records to be retained include:               

a.  Attendance records               
b.  Employee Time Sheets               
c.  Earnings – in the form of computer printouts               
d.  Travel – in the form of complete travel authorization forms.                    
     1) Time sheets and travel reports shall be filled out by every employee for pay                        
          period, collected by the program head, and forwarded to the Department.      

     2.      The Accounting Department shall retain all records for a period of seven (7)                
              years.    (Open Records and Open Meetings Law 10 14 09 B)     (BC Action, 10-14-09B) 

SECTION IX - Privacy and Confidentiality of Employee Records

The Human Resources Department of the Oneida Tribe collects information from
employees in order to make decisions regarding personnel actions including hiring,
transfers and promotions, training, compensation and benefits, disciplinary actions
and other job opportunities. This information is maintained by the Human Resources
Department in individual files for as long as the person is an employee of the Oneida

As a general rule, the Oneida Tribe considers all information contained in these files
to be private and confidential. No information of any type shall be released to any
person or agent of any organization without the written consent of the employee
except under the conditions outlined herein.

    In addition, the Oneida Tribe recognizes that the information contained in each
    employee’s file is personal and that the lives of its employees are subject to changes.
    Therefore, the Oneida Tribe provides for employee access to his/her personnel file.
    Employees are allowed to review their file and submit a statement of amendment
    should their review uncover any inaccurate, obsolete or irrelevant information.
    Should any information come into dispute, an employee’s statement of dispute will
    be accessed into the file.
    The Oneida Tribe is obligated by law to release certain information to outside parties.
    Such parties include the State of Wisconsin’s Unemployment Compensation
    Department and its Workers Compensation Division and the United States Social
    Security Administration. Any additional information released to a third party by the
    Human Resources become available Department related to employee records shall
    consist of summary information and will not include any identifying personal
    information. (Such information may be total numbers of males and females in the
    work force, mean, median and average age of the work force, etc.)
    The Oneida Tribe will release personal information on employees when a request is
    accompanied by a written release signed by the employee. The Human Resources
    Department will make every effort to validate this request by contacting the
    employee. In no case shall the Oneida Tribe release personal information from an
    employee’s file without this consent.

Oneida Nation Definitions


Oneida Nation Definitions

(**NOTE: Titles are not defined within this document)

Abandoned Jackpot: When a customer refuses to wait or when no one is present to collect the hand pay.
Absence: When an employee is not present at work during a scheduled work period.

    1. Physical injury inflicted on a child by other than accidental means;
    2. Sexual intercourse or sexual contact under Wis. Stats. 940.225 or 948.02, which refers to sexual assault and sexual assault of a child;
    3. A violation of Wis. Stat. 948.05, which refers to sexual exploitation of a child;
    4. Permitting, allowing, or encouraging a child to violate Wis. Stat. 944.30, which refers to prostitution;
    5. Emotional damage; or
    6. A violation of Wis. Stat. 940.227, which refers to forced viewing. (Oneida Policy on Report Child Abuse and Neglect

Abuse of Authority: Using the authority, whether real or assumed, of any position, to obtain information, goods or services to the detriment of the Nation, or using the authority as described above to directly or indirectly punish any person or employee for disclosing the information as described below. (Employee Protection Policy)
Acceptable: Adequate enough to satisfy a need, requirement or standard.
Accidental Injury: Any injury not expected and not deemed to be willful. (Oneida Worker’s Compensation Law)
Accommodation:  Modified duty which could include a modified work schedule, reassignment to a vacant position, acquisition or modification of equipment or devices, training materials or and other similar accommodations.
Accountability: The fact or condition of being accountable, responsibility.
Accrued time: Vacation and personal time that is earned based on years of service and hours worked.
Accrued: To increase in value or amount gradually as time passes; to grow or build up slowly.
Accuracy: Free from mistake or error.
Actual Hold Percentage: The percentage calculated by dividing the dollar amount of win by dollar amount of coin in(gaming machines) or drop (table games). Can be calculated for individual table or gaming machines, type of table games or gaming machines on a per day or cumulative basis. (OGMICR).
Adjusted Date of Hire (ADOH): Last official start date employee is hired as regular status within the Oneida Nation.
Adjustment Slip: A gaming form used during a machine malfunction in place of a Jackpot/Cancel Credit Slip or manual Jackpot/Cancel Credit Slip.
Administrator: The person or entity designated and charged with the day-to-day administration of this law. (Oneida Worker’s Compensation Law)
Administrative Action: Any action (motion) or decision made by Nation entities, boards, committees and commissions, other than the judicial or legislative branches of government (OPC).
Administrative Procedures Act: Oneida Nation Law enacted by Resolution # BC-05-02-90, and amended by Resolution #GTC-01-07-13-A. The APA provides the right to appeal all adverse employment actions and requires the OBC, various committees, entities and administrative bodies of the Nation to act in a responsible and consistent manner when enacting, approving, revising, reviewing, interpreting, implementing and administering the laws, directions, rules, programs and policies of the Oneida Nation as adopted (APA).
Adverse Employment Action: Action taken against an employee which negatively affects or has the potential to negatively affect their employment status or pay (OPC).
Advocate: An Oneida non-attorney representative as provided by law and other representative who is admitted to practice law and is presented to the Court of Appeals as the representative or advisor to a party.
Advancement: The act of moving forward or improvement.
Advertise: To make public announcement.
Ambassador Relations: A method of diplomacy to welcome/invite representatives of our Nation’s organization, other Nations, casinos, and/or governments. (i.e. attend special events, site visits, and/or provide meals/lodging).
Amicus Curiae (Friend of the Court): A person who is not a party to a case, but who petitions the court or is requested by the court to file a brief or testify in the action because that person has a strong interest or is a subject matter expert.
Anonymous: Any information received which does not contain the name of the author of such information, whether received by inter-Nation mail, post office, or telephone. (Anonymous Letters Policy)
Ante: A player’s initial wager or predetermined contribution to the pot before the dealing of the first hand.
Appeal: An employee request to have a disciplinary action or adverse employment action reconsidered.
Appellant: The person or persons filing an appeal is the appellant to the case.
Appellant Body: The hearing body assigned to review a decision made at the Area Manager level.
Applicable: able to be applied or used in a particular situation.
Applicant: An individual who requests something or applies for something. (i.e. as for a job).
Appropriate Authority: The Human Resources hiring representative, immediate supervisor, MRO, and/or EAP Counselor who requests the drug and/or alcohol testing for reasons of pre-employment, reasonable suspicion, and/or follow-up testing. (Drug and Alcohol Free Workplace Policy)
Appropriate Agency: A delegated person and/or officer to receive disclosures in the Internal Auditing, Gaming Commission, Nation School Board, Police Commission and Personnel Commission.  (Employee Protection Policy)
Area Manager (AM):  An employee’s supervisor’s supervisor or, in other words, two levels of supervision in the chain of command above the employee, Or, an individual designated to be the Area Manager by a General Manager Level position.
Armored Car Receipt: A form used to document and track bank deposit bags sent to or received from the bank.
Artist (Gaming Entertainment): Any individual(s) that provide(s) a service of entertainment with written contracting   and exchange based upon Rider (contract) provisions.
Assessment:  The evaluation, initial or otherwise, of an employee by a medical provider, defined herein assigned by the EHN Department to determine an employee’s ability to perform the required functions of the job as outlined in the employee’s job description. (Fitness for Duty)
Attendance: An employee’s presence or absence from work during a scheduled start time to a scheduled end time. Nonattendance issues are approved vacation or personal days, work related training, leave of absence, jury duty, and funeral leave.
Audit Engagement: The terminology used by CPA firms to describe an independent financial audit of the books, records and financial statements of an organization that they have been contracted to perform, for the purpose of providing an opinion on the reliability and accuracy of the information included within the financial statements. (OGMICR)
Authorization: The process of giving someone permission to do or have something.
Authorized Designee: A person determined by the supervisor to perform assigned duties in their absence.
Automated External Defibrillator (AED): A portable electronic device that automatically diagnoses the potentially life threatening cardiac arrhythmias of ventricular fibrillation and ventricular tachycardia in a patient and is able to treat them through defibrillation, the application of electrical therapy which stops the arrhythmia, allowing the heart to reestablish an effective rhythm.
Automatic Shuffling Device (Shuffler): An electronic device that shuffles one (1) to ten (10) decks of cards that Automatically dispenses cards for the round of play.
Average Daily Wage: The indemnity benefit paid as a result of a fractional week of disability. (Oneida Worker’s Compensation Law)
Bank/Bankroll: the inventory of currency, coins, chips, and customer deposits in the cage/vault, gaming machine booths, on the tables and cashed in bank used to make change, pay winning, and pay gaming machine jackpots.  (OGMICR)
Base Level: The statistical win to statistical drop percentage for the previous fiscal year. (OGMICR)
Basic Requirements – Minimum acceptable level needed
Benefit: means any advantage, profit, privilege, gain, or interest (other than wages or salary) that accrues by reason of   an employment agreement or an employer policy, plan, or practice and includes rights and benefits under a retirement plan, a health plan, insurance coverage, incentives, unemployment benefits, vacations, and the opportunity to select work hours or location of employment. (Military Service Employee Protection Act)
Betting Station: The area designated in a pari-mutuel area that accepts wagers and pays winning bets. (OGMICR)
Betting Ticket: a printed, serially numbered form used to record the event upon which a wager is made, the amount and date of the wager, and sometimes the line or spread (odds). (OGMICR)
Bill Acceptor: The device that accepts and reads cash by denomination in order to accurately register customer credits. (OGMICR)
Bill Acceptor Canister (Cash Box): The box attached to the bill acceptor used to contain cash received by bill acceptors. (OGMICR)
Bill Acceptor Canister Release Key (Release Key): The key used to release the bill acceptor canister from the bill acceptor device. (OGMICR)
Bill Acceptor Canister Storage Rack Key: The key used to access the storage rack where bill acceptor canisters are secure. (OGMICR)
Bill Acceptor Drop: The cash contained in the bill acceptors canisters. (OGMICR)
Bill-in Meter: A meter included on a gaming machine that accepts cash that tracks the number of bill (and their denomination) put in the machine. (OGMICR)
Baccarat: A card game in which the winner is the player who holds two or three cards totaling closest to nine.
Bingo:   A game in which players mark off numbers, whether or not electronic, computer, or other technologic aids are used, as the numbers are drawn randomly, the winner being the first person to mark off five numbers in a row or another required pattern.
Bingo Ball Cabinets: Cabinets that contain the Clean Bingo Ball sets in one cabinet and the Dirty Bingo Ball sets in another.
Bingo Ball Containers: A plastic medium size container that is used to place or keep Dirty and Clean Bingo Balls from the bingo sessions.
Bingo Balls Container Log: A record of Dirty and Clean dates for Bingo balls and initials of Bingo Supervisors/Leads or Bingo Callers.
Bingo Ball Replacement/Destruction Log: A record of replaced and damaged Bingo Balls.
Bingo Ball Set: A complete set of bingo balls numbered one through seventy-five.
Bingo Blower: An electronic motor driven device that holds Bingo Balls. The Bingo Blower continually mixes balls by blowing them around inside the device, then a chute on the blower randomly pulls a ball out for the caller of the Bingo game.
Bingo Desk Board: A desk that houses a computer and the electronics necessary to call, record, verify, and transmit all Bingo data. The board is the numbered rack on top of the Bingo desk in which the called balls are registered.
Bingo Display Board: The boards located on the walls of the Bingo hall that displays the balls called, prize, and number of balls called.
Bingo Electronic dabber: An electronic device that is used by players while playing bingo games. Bingo card faces that have been downloaded can be managed by a player with the aid of electronic dabber.
Bingo Paper Room: A room designated to store paper inventory, issue and accept returns of paper to/from cashiers and floor workers.
Bingo Pay Master Start-Up: Predetermined amount of cash necessary for payment of customer winnings during a Bingo session.
Bingo Printer Room: A room designated to store and print Melange Paper Games.
Blackjack: A card game in which each player opposes the dealer and the dealer opposes each player. It is played with a single deck or multiple decks of cards from which each player and a dealer are dealt two cards and may draw additional cards. The object is to accumulate a total of twenty-one points or a total closer to twenty points than that of the opposing hand, without exceeding twenty-one points. (OGMICR)
Blind Count Slip: A form used to verify the original count.
Boards/Committees/Commissions:   A body of Tribal members elected/appointed to help administer our Nation’s sovereignty by ensuring execution, compliance and community outreach of our Nation Constitution, Laws, and Policies.
Bonus: A lump sum of money, given in excess of an employee’s hourly wage or annual salary.
Bona-fide Occupational Qualifications (BFOQ): Employment requirements the Nation may consider while making decisions related to the hiring and retention of Employees, which may include consideration of protected classes, including, but not limited to race, sex and age if membership in a protected class directly relates to an Essential Job Duty.
Box person: The individual who is responsible for directly participating in and supervising the operation and conduct of a craps game. (OGMICR)
Branch (Courier) Signature List: A list of messengers employed by the armored car service.
Break: An approved, scheduled recess in regular work duties.
Breakage: The difference between actual bet amounts paid out by a racetrack to bettors and amounts won due to bet payments being rounded up or down.
Bribery: The offering of money or other incentives to persuade somebody to do something.
Brief: A specific document filed by a proper party which sets forth argumentation in support of, or in response to an order of the Court, citing legal authorities.
Budgeted Vacancies: Positions that are not filled within budgeted year.
Bullying: intentional aggressive behavior in the form of physical or verbal harassment that may involve an imbalance of power.
Burden and Standard of Proof: Except where explicitly stated otherwise, the burden of proof is on the party advancing a particular claim or defense, and the standard of proof is by a preponderance or greater weight of the evidence. (Oneida Worker’s Compensation Law)
Business Day: Monday through Friday between the hours of 8:00 a.m. and 4:30 p.m., excluding Holidays.
Business Needs: The ability to meet the demands of customers.
Button: (Craps Term): A bet that stays on the layout, but is not in action. “Off” bets are indicated by an “Off button.”
Cage: a secure work area for cashiers and a storage area for the bankroll. (OGMICR)
Cage Accountability Form: An itemized list of the components that make up the cage accountability. (OGMICR)
Calendar days: Days following consecutively. (I.E. January 1, January 2, January 3.)
Call in: When an employee calls or notifies supervisor, prior to his/ her scheduled start time, which he/ she will not be reporting to work.
Call-No Show:    When an employee calls in to notify that he/she will be late, but fails to report to their assigned work area on their scheduled work day.
Cancel Credit: A hand pay of credit
Capital Expenditure: Any item with a cost of $5,000 or more and an estimated life of two (2) years or more. Multiple items with a cost of $10,000 or more are also considered capital items.
Card Control: Tracking all activities as it relates to the status of live or retired poker cards. (OGMICR)
Card Game: A game in which the house is not party to wagers and from which the house receives compensation in the form of a rake, a time buy-in, or other fee or payment from a player for the privilege of playing.
Card (Poker) Room: The location where card games are played in which the gaming operation is not party to wagers and from which the gaming operation receives compensation in the form of a rake, a time buy-in, or other fee or payment from a player (OGMICR).
Caregiver: Individual that works with or in an environment of Elders, children, or vulnerable adults.
Career Plan: Written document used in conjunction with Oneida Personnel Policies and Procedures to monitor an employee’s education level in relation to his or her job description.
Cash Ball: It is a first bingo number removed out of the Bingo Blower in which the customer has a chance to win an additional payout, if customer has a valid bingo on cash ball number as last number called.
Cash Cart: A cart that is used to securely transport Cold and Hot Cash Boxes during the drop.
Cash Cart Sheet: A record of the number and type of cash boxes on the Cash Cart that is updated daily.
Cash Comp: Compensation forms without a designated dollar value. With form, the dollar value is determined based on need. The customer receives cash from the comp.
Cash Management Team: Consists of controller, assistant controller, budget director and CFA who determines cash availability and appropriate threshold.
Cash Out Ticket: An instrument of value generated by a gaming machine representing a cash amount owed to a customer at a specific gaming machine (Also, see Ticket In/Out – TITO).
Cashier: An employee who handles cash transactions for any business operations
Cashier Check In/Out Sheet: A form used to account for all the currency, coins, and other cash equivalent items in the Cashier’s window at the beginning and end of shift.
CashPro: Software that interfaces with currency counting equipment.
Cash Value Item: Any item other than currency or coin that has cash value (i.e., Cash Advance Check, Traveler’s Check, etc.).
Casino Incident Management System (CIMS): A software program that allow the casinos to manage, track, and evaluate incidents relating to the Casino.
Casino Marketplace (CMP): A casino management software system that integrates, collects, and manages business information from slot management systems, casino administration offices (Marketing and Accounting), change booths (cashier’s cage), tables, and casino outlets (e.g., gift shops, restaurants, and Spa).
Catastrophic Situation: A death in the immediate family, serious health condition or a natural disaster or fire.
Child: means a person who is less than 18 years of age. (Oneida Policy on Report Child Abuse and Neglect)
Chain of Command: Ascending layers of management, beginning with the employee’s immediate supervisor.
Cheques (Chips): Cash substitutes in various denominations, used for wagering.
Civil Action: Any action brought to enforce, redress or protect private rights.
Class II Gaming: A game of chance commonly known as bingo (whether or not electronic, computer, or other technological aids are used in connection therewith) and, if played in the same location as the bingo, pull tabs, punch board, tip jars, instant bingo, and other games similar to bingo. Class II gaming also includes non-banked card games, that is, games that are played exclusively against other players rather than against the house or a player acting as a bank. The Act specifically excludes slot machines or electronic facsimiles of any game of chance from the definition of class II games.
Class III Gaming: Games commonly played at casinos, such as slot machines, blackjack, craps, and roulette, clearly fall in the class III category, as well as wagering games and electronic facsimiles of any game of chance. Generally, class III is often referred to as casino-style gaming. As a compromise, the Act restricts Nation authority to conduct class III gaming.
Clock in/out: Recording the start/end of work for non- exempt employees.
Coach: an instructor or trainer who gives instructions on what to do or say in a particular situation.
Code Adam: A way to verbally indicate a missing child or abduction.
Code Black: A way to verbally indicate a bomb or bomb threat.
Code Blue: A way to indicate a person requires immediate resuscitation.
Code D: A way to verbally indicate the Online Gaming Machine Monitoring System is not communicating.
Code Gray: A way too verbally to indicate severe weather and to follow appropriate safety measures.
Code R: Radio code used to communicate to all staff informing of possible robbery without alarming public.
Code Red: A way to verbally indicate a fire and to follow appropriate safety procedures.
Code S: Used in place of using the words “sexual harassment complaint” when communicating to departmental employees of Security, Casino Shift, Observation or any other employee via radio or phone due to the sensitive nature of the complaint and/or concern.
Code Silver: Active shooter.
Code U: A way to verbally indicate the Online Gaming Machine Monitoring System is communicating after being down.
Code Yellow: A code to indicate a gas leak.
Code of Ethics: (OPC) Policy to promote the highest ethical conduct in all of its elected and appointed officials, and employees (Resolution #11-23-94-A).
Coin-in: The total amount wagered which includes physical coins-in and credits played.
Coin-in Meter: The meter that displays the total amount wagered in a gaming machine that includes coin-in and credits played.
Coin-out: The money that is paid by the slot machine to the player.
Cost of Living Adjustment (C.O.L.A) an increase based on the percentage of the consumer price index.
Cold Cash Box: An empty bill acceptor canister which is used during the Cash Drop to replace hot cash boxes removed from the gaming machines.
Collusion: A secret agreement between two or more parties for a fraudulent, illegal or deceitful purpose.
Commission: A lump sum of money, given in excess of an employee’s hourly wage or annual salary, based on a    percentage an amount received or collected.
Commensurate: Equal in size, extent, or duration measurable by the same standard.
Community Service:

  • Mandated job assignment as the result of a criminal conviction as part of
  • Voluntary work intended to help people in a particular area.

Complaint: A written or verbal disagreement between employees and/or processes.
Complaint Process: After a complaint is filed with the employee’s supervisor, the complaint is investigated by the supervisor and the supervisor attempts to resolve the disagreement. If the employee is dissatisfied with the attempted resolution, they may ask the Area Manager to attempt a resolution (OPC).
Complementary (Comp): A service or item provided at no cost to an individual.

  1. Customer Service Comp: A comp offered to resolve customer service issues and/or patron disputes.
  2. Non-Value Comp: A comp awarded to customer’s belonging to the Player’s Club without decreasing Comp Dollars.
  3. Point Redemption Comp: A comp in exchange for the redemption of player points.
  4. Value Comp: A comp awarded to customers belonging to the Player’s Club in the form of vouchers or other redeemable services of a specific nature that decreases earned Comp Dollars.

Compliance: The act of conforming with or agreeing to do something.
Comp Authorization List: A matrix of (casino) employees by position titles that have approved authority to issue comps.
Comp Dollars: Complimentary value earned by customer’s belonging to the Player’s Club by playing/wagering at slot machines and table games.
Computer Resources: Tribally owned personal computers, networks, and software, including Internet connectivity and access to internet services and electronic-mail (e-mail). Limitations and monitoring of computer resources may also include, peripheral equipment, such as personal digital assistants (PDAs), telephones, facsimile machines, and photocopies, only to the extent that peripheral equipment is used in conjunction with Nation personal computers and software. (Computer Resource Ordinance)
Conditional Gaming License: A conditional license issued used on a case-by-case basis until a background clearance is complete.
Confidential: Acquired facts that cannot be revealed, communicated, or disclosed.
Conflict of interest: Any interest whether it be personal, financial, political, or otherwise, in which an elected official,  employee, consultant, or appointed or elected member of any board, committee or commission, or their immediate relatives, friends or associates, or any other person with whom they have contact, have that conflicts with any right of the Oneida Nation to property, information, or any other right to own and operate  activities free from undisclosed competition or other violation of such rights of the Oneida Nation. (Conflict of Interest Policy)
Conflict Resolution: Processes for two or more parties to find a peaceful solution to a disagreement among them.
Confirmed Positive Test Result: A lab-confirmed drug test that is verified by the MRO that exceeds the cut-off levels established by this Policy (levels established by the evidential breath alcohol test results of 0.02 or greater; and/or refusal to test in the Drug and Alcohol Workplace Policy).
Consensus Building: A conflict resolution process used to settle complex, multi-party dispute.
Conspiracy: A secret plan made by two or more parties to do something that is harmful or illegal.
Continuous Employment: Service as a regular status employee without a break in employment
Count: The total funds counted for a particular game, gaming machine, shift, or other period (OGMICR).
Count Down: The process of counting the currency, coins, and other cash equivalent items for comparison of accuracy and maintenance of inventory accountability.
Count Room: A room where the coin and cash drop from gaming machines, table games or other games are transported to and counted (OGMICR).
Count Team: Personnel that perform either the count of the gaming machine drop and/or table game drop (OGMICR).
Counter Game: A game in which the gaming operation is a party to wagers and wherein the gaming operation documents all wagering activity. The term includes, but is not limited to, pari-mutuel race books. The term does not include table games, card games, and gaming machines. (OGMICR)
Court: A legal court of law whose jurisdiction may include Federal, State, Nation, County, or Local Municipalities.
Court of Appeals: The Oneida Judiciary Court of Appeals.
Coverall Games: A Bingo games with the objective to cover all of the numbers on a bingo card.
Covered Injury/Accidents: Mental or physical harm to an employee caused by accident or disease and arising out of and in the course of employment. Injury includes mental harm or emotional stress or strain without physical   trauma, which arises from exposure to conditions or circumstances beyond those common to occupational and/or non-occupational life and is predominantly work related, extraordinary and unusual. (Oneida Worker’s Compensation Law)
Craps: A dice game in which the players make wagers on the outcome of the roll, or a series of rolls, of a pair of dice. (OGMICR)
Credit Card Cash Advance: A transaction processed with a customer’s credit card in order to provide the customer with cash.
Credit Slip: A form used to record the return of chips from a gaming table to the cage.
Critical Position: A position which if not filled would create a negative financial, service or health/safety impact on the department, division, organization or Oneida Nation.
Customer Removal: A twenty four (24) hour security ban for minor infractions.
Daily Action Control Log (DACL) A form used in each monitoring areas for purposes of recording information relative to a customer’s cash activity of $3,000 or more (Title 31) .
Daily Comp Limit: An aggregated amount a comp issuer is authorized to offer to all customers combined in a 24 hour Gaming Day.
Deadline: refers to the last opportunity for the Oneida Nation to respond to a reporter. (Media Policy)
Dealer (Table Games): An employee who operates a game, individually or as part of a crew, administering house rules and making payments (MICS).
Decision: A final determination arrived at after consideration which results in a conclusion or definite opinion.
Declaratory Ruling: Written ruling made by a Nation decision making body which removes doubts or puts an end to conflicting decisions in regard to what the law is in relation to a particular case.
Dedicated Camera A camera required to continuously record a specific activity (OGMICR).
Descendant: Documented First Generation Oneida Descendant.
Designee: The person designated to directly oversee the work and performance of an employee. There may be more  than one supervisor in some cases.
Direct Contact: Face-to Face physical proximity to a child or elderly person that affords the opportunity to commit abuse or neglect of the elder or to misappropriate the property of the child or elder.
Dirty Bingo Ball Set: A set of bingo balls that have been used for one day.
Disclosure: means to reveal otherwise non-public information or other information that would otherwise remain concealed during a period which it should be brought to light. (Employee Protection Policy)
Disciplinary Action: means any action by an employer affecting an employee to their detriment, including, but not limited to-dismissal, demotion, transfer, removal of duty, refuse to restore, suspend, reprimand. (Employee Protection Policy)
Discontinued Employment: Consists of resigning, voluntary dismissal, involuntary dismissal, transfers, and conclusion of department employment.
Dishonest Act: Act of willful deceitfulness or untruthfulness which means unworthy of trust or belief. Implies a willful perversion of the truth in order to deceive, cheat or defraud.
Docking Station: An area where hot boxes are placed to get scanned for accountability.
Documented Inability – Letter from a Medical Provider stating an employee’s physical or mental limitations.
Double dipping: The practice of receiving more than one income from the same employer, such as the employee receiving their hourly wage plus receiving a stipend for attending board, committee or commission meeting within the same time frame.
Drop (for gaming machines): The total amount of cash, cash-out tickets, coupons, and coins removed from bill acceptor canisters.
Drop (for table games): The total amount of cash, chips, removed from the drop boxes, plus the amount of credit issued at the tables.
Drop box: A locked container affixed to the gaming table into which the drop is placed. The game type, table number and shift are indicated on the box. (OGMICR)
Drop Box Content Key (content key): The key used to open the drop boxes. (OGMICR)
Drop Box Release Key (bill key): The key used to release drop boxes from tables. (OGMICR)
Drop Box storage rack keys: The key used to access the storage rack where drop boxes are secured. (OGMICR)
Drop Period: The period of time between sequential removal of currency accept boxes and drop boxes from the gaming machines and table games. (OGMICR)
Drop Route: The customary direction the drop team takes when dropping gaming machines and table games. (OGMICR)
Drop Team: Personnel that perform the removal of drop buckets, currency acceptor boxes and drop boxes from the gaming machines and table games. (OGMICR)
Due Process: An established course of proceedings designed to protect the legal rights of an individual (i.e. the right to a reasoned decision, a right to counsel, a right to cross examine).
eWizPro: A computerized back-up system used to process pit fills, credits, and payout slips when the Online Gaming Monitoring System is down.
Early Out: Employee is approved to leave work before their scheduled shift is complete
Earned and Unearned Take: Race bets taken on present and future race events. Earned take means bets received on current or present events. Unearned take means bets taken on future race events. (OGMICR)
Electioneering: To solicit votes or distribute, wear or carry political literature, posters, banners, buttons, etc. to display  refreshments showing any specific candidates names is prohibited during work hours.
Election Observer: Individuals who are eligible voting members of the Oneida Nation who wish to exercise their opportunity to be present at the polling place during elections.
Electronic Check (E-Check): A check cashing transaction that can be processed without the use of a paper check.
Eligible General Nation Council Voter: An enrolled Oneida Nation member 21 years of age or older.
Emergency: Fire, bomb threat, or natural disasters that threaten the safety and well-being of customers, employees, and entertainers.
Emergency closing: Unexpected closing of Nation divisions, departments or business units which may include, but not limited to the following examples: hazardous weather conditions, building system.
Employee: any individual employed by the Nation but does not include elected or appointed officials, or individual employees by a Tribally chartered corporation.
Electronic Cigarette – means a device that enables a person to ingest nicotine, or other chemicals or substances, by inhaling a vaporized liquid and shall include the cartridges and other products used to refill the device. “Electronic cigarette” shall not include any device that is prescribed by a healthcare professional. (Clean Air Policy)
Employee number: 6 digit code which identifies an individual employee.
Employee Badge: Oneida picture identification badge, issued by Backgrounds Investigation Department.
Employee Development Contract: Written contract between an employee, his or her supervisor and Personnel Services, that specifies how the employee will progress towards obtaining the education necessary to meet the requirements as stated in his or her job description.
Employer: The Oneida Nation its divisions, departments, programs, enterprises of other subdivisions of the Oneida Nation. (Oneida Worker’s Compensation Law)
Emotional Damage:

  1. harm to a child’s psychological or intellectual functioning which is exhibited by severe anxiety, depression, withdrawal, or outward aggressive behavior;
  2. failure of a parent, guardian, legal custodian or other person exercising temporary or permanent control over the child to obtain the treatment necessary to remedy the harm;
  3. a substantial and observable change in behavior, emotional response, or cognition that is not within the normal range for the child’s age and stage of development.
  4. (Oneida Policy on Report Child Abuse and Neglect)

Enterprise: Profit making departments that may include, but are not limited to, Retail and Gaming Departments.
EPIC: An online Bingo Accounting and Management system. The EPIC system automates all aspects of the Bingo Operation: Point of sale, pull tabs, paper, cash, real time inventory, certificate and coupon printing, retail, Bingo Hall promotions, etc. (Gaming)
EPIC Coupons: Coupons or Certificates generated from the EPIC system that can be redeemed for cash or meals.
EPROM (Erasable Programmable Read Only Memory): A type of computer memory chip that retains. Its data when  its power supply is switched off. (OGMICR)
Equal Employment Opportunity: The Oneida Nation does not discriminate on the basis of race, color, national origin, sex, pregnancy, religion, age, genetic information, and disability status in employment or the provision of services. However, individuals of Indian ancestry and Veterans will be given preference by law in initial employment or re-employment.
Essential Job Duty: The minimum requirements an Employee must meet to hold a said position.
Exception Report: A document issued to respective gaming business units to communicate any discrepancies, variances, or missing documentation found during the review or reconciliation of casino paperwork.
Excessive: Exceeding what is allowable
Exempt Classification: A position which is paid a pre-determined amount or salary and is not eligible for overtime.
Exonerated: Those persons who are formally acquitted, released, or discharged as a result of an adjudicated proceeding.
Extended Probationary Period: Continuation of probation period.
External Applicant: A person who is applying for a position and not currently employed by the Nation. (Drug and Alcohol Free Workplace Policy)
Extortion: To obtain something using threats or intimidation.
Even Money Exchange: The act of exchanging currency and chips for coin or other chips of equivalent value (OGMICR)
Everest: Gaming software system for customer and employee feedback.
Field Trip Chaperone: Usually a parent or relative of a child within the classroom who volunteers to oversee a group of children during a class room trip to an educationally related event.
Fill: A transaction whereby a supply of chips, tickets is transferred from a bankroll to a table game, gaming machine or the bingo department. (OGMICR)
Fill Slip: A document evidencing a fill to a table game. (OGMICR)
FinCEN Form 102/Suspicious Activity Report (SARC): An IRS form used to report customer activity which raises the suspicion that the customer intentionally evading Title 31 requirements or using funds derived from illegal activity. (Title 31)
FinCEN Form 103/Currency Transaction Report by Casino’s Form (CTRC): An IRS Form that is completed by the casino personnel for customers who attempt to complete Title 31 transactions that would cause the customer’s transactions to exceed the $10,000 reporting threshold. (Title 31)
Fiscal Year: The annual period used by the Oneida Nation for internal accounting.
Fit or Fitness-For-Duty:  The state of an employee has no present physical, mental, nervous, organic, or functional disease or psychiatric disorder which is likely to interfere with his or her ability to productively perform the assigned functions of the job, and does not pose a direct threat to his or her own safety or the safety of others. (Fit for Duty SOP)
Flex time: A system which allows supervisors the ability to provide Employees with flexible work schedules by allowing various starting and finishing times, provided that the employee meets the required number of hours in his or her work week.
Foreign Chips: Chips that are issued by an entity unrelated to the Oneida Nation. (OGMICR)
Forgiveness: A governmental process to forgive.
Formal Interview: Interviews conducted with a hiring committee present.
Found/Recovered Priority Audit: A variance with a value of $100 or more where the reason is known and the money has been recovered.
Fraud: Deliberate deception for unlawful or unfair gain.
Fun Club Card: A player card which tracks all play.
Funeral Services: Traditional and religious services include, but not limited to: Ceremony, memorial service, wake, Fire keeper and burial.
Future Wagers: Bets on races to be run in the future (e.g., Kentucky Derby). (OGMICR)
Gaming Day: A normal 24 hour business day by which a gaming facility keeps its books and records for business, accounting, and tax purposes; which is 4:00 a.m. to 3:59 a.m. (OGMICR)
Gaming Chip: Money substitutes, in various denominations, issued by a gaming establishment and used for wagering.
Gaming Compact: The agreement between the State of Wisconsin and the Oneida Nation that outlines the terms under which the Oneida Nation can conduct Class III gaming.
Gaming Contingency Plan: A plan developed by the Gaming Senior Management Team that addresses different stages of decrease in net profits, the symptoms/conditions that led to the decrease, and identify strategies to take in order to offset any decreases, including reference to the Gaming Labor Plan.
Gaming Division: Any department of the Oneida Bingo and Casino that reports to the Gaming General Manager, departments not included are Internal Security, Surveillance, and MIS-Gaming.  
Gaming Employee: An individual employed by the Oneida Casino.
Gaming Employee Deletion Group: Terminating all access of an employee by deletion from the Gaming Systems.  This group consists of personnel from MIS, Surveillance System Techs, Central Accounting, Time and Attendance, Personnel Services and Key Watcher Administrators.
Gaming Facility: Any location or structure, stationary or movable, wherein gaming is permitted, performed, conducted or operated. Gaming facility does not include the site of a fair, carnival, exposition or similar occasion, or any location or structure outside of the state of Wisconsin.
Gaming License Badge: Oneida picture identification badge, signifying approval to work in a Gaming facility.
Gaming Machine: Means an electronic or electro mechanical which contains a microprocessor with a random number generator capacity which allowed players to play games of chance, some of which are affected by skilled.
Gaming Machine Analysis Report: A report prepared that compares theoretical to actual hold by a gaming machine on a periodic basis.
Gaming Machine Count: Total amount of and cash removed from a gaming machine.
Gaming Machine Department (Personnel): The Slot Department/employee.
Gaming Machine Pay Table (or Pay Table): The combinations illustrated on the face of the gaming machine that can identify payouts of designated (bet) amounts.
Gaming-related Contractor: Any party, other than the Oneida Nation, to a gaming-related contract, as defined in Section VII. A of the Gaming Compact.
General Manager: Defined as the highest level in the chain of command under the Oneida Business Committee and includes, Gaming General Manager level, Chief Financial Officer, and division director’s level positions.
Good faith belief: as used herein means sufficient indications or signs of child abuse or neglect as to cause an employee to believe that abuse or neglect has, is, or may be taking place. (Oneida Policy on Report Child Abuse and Neglect)
Government Official: includes all persons who are elected or appointed to serve on the Oneida Business Committee and any board, committee, or commission created by the Oneida Business Committee or Oneida General Nation Council.
Grade or Grading: The process used to rank a position based upon the Wage or Salary the position generally earns in the local Market.
Hands: The cards dealt to or held by a player.
Harassment: Unwarranted or unwelcomed words, conduct or actions directed at a specific person.
Header Card: A card that contains the asset number for each of the cash boxes from gaming machines or table games. (OGMICR)
Health Plan: means an insurance policy or contract or other arrangement under which health services for individuals are provided or the expenses of such services are paid.  (Military Service Employee Protection Act)
Health Care Provider: A person who provides any form of health care (e.g. physician, physician assistant, nurse practitioner, dentist, or psychiatrist.)
Helper (Drop): A Drop employee assigned to set up empty cash boxes to each machine being dropped. They are also responsible for carrying cash boxes to the cash cart during the drop process. (OGMICR)
HIPAA: Health Information Portability and Accountability Act.
Hold: The relationship of win to coin-in for gaming machines and win to drop for table games. (OGMICR)
Holiday pay: Compensation on a recognized Nation holiday as listed in the personnel policies and procedures stating at 12:00am and ending at 11:59pm.
Holiday pay Benefit: Benefit paid to an eligible employee on a holiday recognized by the Nation.
Holiday worked: Pay for employees who work on a Nation recognized holiday is eligible for time and one- half their normal pay.
Holiday Worked Benefit: Hours a non- exempt employee works on a holiday at the rate of time and one-half.
Hot Cash Box: A bill acceptor canister that has been removed from a gaming machine during the Drop that contains tickets or currency. (OGMICR)
Host Validation Computer System: A computer that would house all transactions that occur with a cash out ticket slot machine. (OGMICR)
Hub: The person or entity that is licensed to provide the operator of a pari-mutuel wagering operation information related to horse racing that is used to determine winners of races or payoff on wagers accepted by the pari-mutuel wagering operation.
Immediate Family: Husband, Wife, Mother, Father, Son, Daughter, Brother, Sister, Grandparent, Grandchild, Great-Grandparent, Great-Grandchildren, Spouses Grandparents, Spouses Great-Grandparents, Great-Grandchildren, Son-in-law, Daughter-in-law, Mother-in-law, Father-in-law, Sister-in-law, and Brother-in-law. Immediate family also includes legally-recognized family members that establish the above relationships, such as step-parent, step-child, step-grandparent, step-great-grandparents/grandchildren, adopted child, foster child, and guardian.
Imprest: An established amount of cash and cash equivalents used to transact business outside the primary area where money is centrally stored (which is usually the vault).
Incident Report: A report generated by employees to describe an incident.
Indoor: within the exterior walls of any building. (Clean Air Policy)
In-house Progressive Gaming Machine: An individual slot machine or one linked to a group of machines located in an Oneida Nation Gaming facility where the jackpot amount increases with each coin wagered by the player. (OGMICR)
In-meter Reading: The meter record of the number of coins wagered for an individual gaming machine. (OGMICR)
Independent Gaming Test Laboratory: A laboratory which conducts tests of gaming equipment in order to determine whether the equipment meets specific standards, and is designated as an independent gaming test laboratory
by the Nation (OGC) with the concurrence of the State of Wisconsin Division of Gaming. (OGMICR)
Information: means the specific time, date, who, when, where, what, how in any disclosure that would prevent detrimental actions being taken against the Oneida Nation. (Employee Protection Policy)
Injury or personal injury: Physical or mental harm to an employee caused by accident or disease which arises from exposure to conditions or circumstances beyond those common to occupational and/or non-occupational life and is predominantly work related. (Oneida Worker’s Compensation Law)
Internal Audit (Gaming): Individuals who perform an audit function of a Gaming Operations that are independent of the department subject to audit. Independence is obtained through the organizational reporting relationship, as the internal audit department shall not report to Nation Gaming Management. (OGMICR)
Internal Audit: Individuals who perform an audit function for the Oneida Nation.
Internal Security Code: Terminology utilized over the radio in the Security Department.
Internal Security: A department whose employees assist maintaining compliance with all internal controls.
Immediate supervisor: Employee in the first line of management who monitors an employee in their performance of assigned duties.
Indian Preference: (Indian Preference Policy)

  1. Enrolled Oneida Nation Member;
  2. Oneida Indians eligible for enrollment in the Oneida Nation;
  3. Documented first generation Oneida Descendant;
  4. Other Native American Indian;
  5. Other (non-Indian).

Investigation: A careful examination or search in order to discover facts or gain information.
Investigative Leave: A temporary absence from current position to avoid undue influence when conducting an investigation into an employee’s alleged wrong doings.
Involuntary Ban: Official prohibition/exclusion from Nation locations and/or activities.
Involuntary Early Out: Supervisor initiated early out based on business need.
Uniforms: pieces of clothing, hats, or other items assigned to employees by the wardrobe department.
iSeries (AS/400): Software utilized by the Oneida Nation which contains personnel, training, accounts payable, general ledger, inventory and fixed asset information.
Jackpot: A large prize in a game of chance.
Jackpot Payout: The portion, or all, of a jackpot paid by gaming machine personnel. (OGMICR)
Jackpot Payout Slip: A form on which the amount of the jackpot paid by gaming machine personnel is recorded.(OGMICR)
Job Abandonment: Three consecutive scheduled days of work with an employee failing to call in and failing to show up to work (No Call/No Show).
Job Reassignment: moving internally from one regular status position to another without a break in service.
Jumbo Oneida: A special bingo game played on Melange Paper.
Jury Duty: When employee receive a summons to report to court to be a part of the jury duty selection process.
Juvenile: Any person who has not attained the legal age of eighteen (18) years.
Key Attendance Day: A business day, pre-determined by a Department, to be a high volume business day (i.e. New Year’s Eve). Attendance is required.
Key Holder (Drop): An employee that possesses the release key(s) and who is responsible for exchanging cash boxes in gaming machines during the drop.
Key Officer: A designated Security Officer responsible to sign out proper keys and escort the Drop Count Team Members who use the keys.
Key Volume Indicators: Marketing measurement tools used to determine the number of employees needed to provide optimal customer service.  
Key watcher System: A computerized key security and management system which restricts access to keys through the use of a hand reader, which will dispense keys to authorized personnel only.
Kobetron: A machine that reads the identification signature from a program storage medium (PSM).  (OGMICR)
Lammer (Lammer Button): A type of chip used to evidence transfers between table banks and cage or a series of   dice rolls in a Craps game (OGMICR)
Last in- first out: The last person hired in the department will be the first selected to be laid off.
Late Call-in: Calls received less than 15 minutes from scheduled start time are considered a Late Call in.
Layoff: (OPC) Workforce reductions caused by changing economic conditions or lack of available work. Employees are placed in a lay-off, or inactive status which ends upon recall to active employment, or separation from employment after 26 weeks. Layoffs are workforce reductions caused by changing economic conditions or lack of available work. Employees are placed in a layoff, or inactive status which ends upon recall to active employment, or after 26 weeks, employment termination. (Layoff Policy)
Layperson: A person without specialized or professional knowledge in a particular subject.
Lead: An employee designated additional responsibilities in the absence of a supervisor.
Lead Pay: An incentive, paid to designated employees to compensate for additional duties performed.
Leave of Absence (LOA): Approved absence up to 90 days from work without loss of job seniority.
Level One Key: A gaming smart key that is color-coded yellow, green, or brown which requires a security escort at all times. This key may not be taken off the property.
Level Two Key: A gaming smart key that is color-coded red, or red and blue which requires only the employee to use their handprint to unlock the cabinet door. This key may not be taken off the property.
Level Three Key: A gaming smart key that is blue or black which requires only the employee to use their handprint to unlock the cabinet door.
Limited Term: (LTE) – An employee who will be utilized for long term assignments over ninety (90) days, and no longer than two (2) years.
Linked Electronic Game: Any game linked to two (2) or more gaming operations that are physically separated, not owned and operated by the same Nation. (OGMICR)
Long Term Disability: Insurance the employees may apply for, effective the twelfth (12th) week, when they are off the job due to medical reasons.
Local Travel: Travel within a fifty (50) mile radius from the employee’s work place.
Machine Entry Authorization Log: A form used to document the entry of authorized personnel into a gaming or NRT Machine for a drop or fill, troubleshooting or maintenance.
Machine Number: The house number assigned to the gaming machine by the Slot Department.
Magnetic Ink Character Recognition (MICR): The numbers and symbols printed on the bottom of a check that is used by the banking industry.
Main entrance: means the front entrance to any building, or any entrance a majority of the employees and public use to access the building.
Malicious: Showing spite or intentionally wanting to cause harm to someone or hurt their feelings.
Mass Layoffs: affect more than 20% of the full-time employees of a division workforce within a 30-day period. A division of the Oneida Nation employment structure is currently identified as Enterprise, Compliance, Governmental Services, Internal Services, Gaming, Development and Land Management. All other layoffs are routine. (Layoff Policy)Mandated Reporting: refers to the procedure by which a Nation employee relays information pertaining to suspected child abuse/neglect to the proper authorities as set out in this policy. (Oneida Policy on Report Child Abuse and Neglect)Mantrap: A secured common area between the gaming floor and a sensitive area, with two sets of doors; such that the first set of doors must close before the second set opens.
Manual Comps: Manuel (EPIC) Comps, Pre-generated certificates documented on a manual log and in IGS for tracking purposes.
Manual Jackpot/Cancel Credit Form: A pre-numbered sequential form used to manually record jackpots/cancel credits when the online gaming machine monitoring system is down.
Manual Jackpot Fill Sheet: A record of jackpots that are paid manually by a cashier instead of by a gaming machine or NRT 1500 Quick Jack Ticket Redemption and Bill Breaking System.
Market: A geographic area or demographic segment considered as a place of demand for particular goods or services.
Marketing Personnel: Those employees that fall under the direct supervision of the Marketing Director.
Marketing Release Form: A form used to document the inventory transfers.
Master Game Program Number: The game program number listed in a gaming machine Program Storage Medium. (OGMICR)
Master Game Sheet: A form used to record, by shift and day, each table game’s winnings and losses. This form reflects the opening and closing table inventories, the fills and credits, and the drop and win. (OGMICR)
Master (Grand Master) Key: The key used to open most doors within a designated gaming facility.
Maximum Medical Improvement: The date after which no significant recovery from or significant lasting improvement to a personal injury can reasonably be anticipated, based upon reasonable medical probability.(Oneida Worker’s Compensation Law)
Meal Certificate: Certificates that can be redeemed at specific Nation restaurants
Mechanical Coin Counter: A device used to count coins that may be used in addition to or in lieu of a coin weigh   scale. (OGMICR)
Media: shall include but not limited to newspapers, televisions stations, radio stations, photographers, magazines and other published periodicals. (Media Policy)
Media Promotions Worksheet: A document used to clarify the distribution of entertainment tickets.
Mediation: A conflict resolution process which assists in settling a dispute or controversy by a third party.
Medical emergency: is defined as possible physical injury or illness to a person that requires medical attention.
Medical examination: is a urine drug screen or a preliminary breath test or Alco-sensor intoxometer test.  (Drug and Alcohol Free Work Policy)
Medical Provider: A licensed professional who can prescribe and who is authorized by the state to treat and diagnose medical or mental health conditions.
Melange Paper: A special pre-printed paper stock stored and printed with randomly generated numbers for specific game dates/sessions.
Mental Harm: Any injury arising out of and in the course of employment which includes mental harm or emotional stress or strain without physical trauma, which arises from exposure to conditions or circumstances beyond those common to occupational and/or non-occupational life and is predominantly work related. Common occupational life includes, but is not limited to, transfers, promotions, termination, disciplinary action and activities identified within a job description or business unit general activities. (Oneida Worker’s Compensation Law)
Mentor: Someone who advises and guides a less experienced person.
Merit Further Investigation: means that point in which a person(s) hearing the information believes that it requires further action. (Employee Protection Policy)
Meter: An electronic (soft) or mechanical (hard) apparatus in a gaming machine. May record the number of coins wagered, the number of coins routed to the drop (coin to drop), the amount of jackpots paid out, the number of games played, or the number of coins paid out to winning players. (OGMICR)
Minimum Internal Control Regulations (MICR): Internal controls that protect Nation assets and permit accountability of Gaming enterprises to Nation government. (OGMICR)
Military: means the Armed Forces, the Army National Guard and the Air National Guard when engaged in active duty for training, inactive duty training, or full-time National Guard duty, the commissioned corps of the Public Health Service, and any other category of persons designated by the President in time of war or national emergency. (Military Service Employee Protection Act)
Mini-Baccarat: A card game in which the winner is the player who holds two or three cards totaling closest to nine.
Miscellaneous Exchange Form: A document used to report monetary exchanges among Nation departments and the Vault.
Mismanagement: means failure to use reasonable good sense in using the authority granted through the job description, delegated authority by any supervisor, and/or personal judgment to advance the economic, financial, funds, and their own time. (Employee Protection Policy)
Modified Duty: A position temporarily allowing an employee to perform physically appropriate duties in relationship to is or her functional capabilities. “Modified duty” means temporary, transitional work within the healthcare provider’s prescribed activities, restrictions and other recommendations for the employee which reflects that individual’s functional capacity and/or rehabilitative needs. (Early Return to Work Policy)
Monitor: A television type viewing unit used specifically for close circuit television. It may mean the process of viewing, overseeing and/or verifying activities or functions. (OGMICR)Motion Activated Dedicated Camera: A video or digital camera that, upon its detection of activity or motion in a  specific area, begins to record the activity or area. (OGMICR)MRO: shall mean Medical Review Officer who is a licensed physician who is responsible for receiving and reviewing laboratory results generated by an employer’s drug testing program and evaluating medical explanations for certain drug test results. (Drug and Alcohol Free Workplace Policy)
Mule: A motorized cart used to pull a Cash Cart.
Mule Key: The key used to access the on-the-floor drop system that utilizes a mobile scale. (OGMICR)
Multi-Game Machine: A gaming machine that includes more than one type of game option.
Multi-Game Machine/Denomination: A gaming machine that includes more than one type of game option with more than one type of denomination option available.
Multiple Machine Entries: A single transaction that results in multiple gaming machine entries on the same machine.
Neglect: means failure, refusal or inability on the part of a parent, guardian, legal custodian, or other person exercising temporary or permanent control over a child, by reasons other than poverty, to provide necessary care, food, clothing, medical or dental care, or shelter so as to seriously endanger the physical health of a child, or lack of supervision, including having the child at home alone, or total abandonment. (Oneida Policy on Report Child Abuse and Neglect)
Nepotism: When a person is shown preferential treatment due to their family ties. New Hire: An employee who has not previously worked for the Oneida Nation.
No call-No Show: When an employee fails to report to their assigned work area and fails to notify a Supervisor/designee that he/she will not be reporting to work on their scheduled work day.
Non-discriminatory: Fair and unbiased.
Non-employee: A person who is not employed by the Oneida Nation.
Non-exempt: A position which is paid for work performed by the hour and is eligible for Overtime pay when the employee works over 40 hours within a work week.
Non-Gaming Comp: Compensation given to a customer or an employee with-out redeeming points.
Not Covered Injury/Accidents: A list of situations in the Worker’s Compensation Law that compensation is not warded. (Oneida Worker’s Compensation Law)
Numbered Lammer: A numbered chip used in Craps to cover the corresponding tracking number, indicating the numbers that have been rolled prior to a seven (7) being rolled.
Obstruction: Something that impedes or prevents passage or progress.
Off Track Betting (OTB): Wagering conducted on live races of a host track at a facility other than a racetrack.
OTB Draw Funds: A predetermined amount of cash (start-up) necessary to initiate the Off Track Betting Session and to pay out customer winnings.
Offensive: Actively aggressive; attacking, causing someone to feel deeply hurt, upset, or angry.
Offline Ticket Cashier (OTC): A computerized back up system used TITO tickets when the Online Gaming Machine Monitoring System is down.
On Call Pay: Payment of not less than an agreed amount to an employee called in for work at a time other than that of their regular shift.
OnBase: electronic storage and retrieval software.
ONEAP: shall mean the Oneida Nation Employee Assistance Program which is a professional counseling program staffed by clinical social workers licensed by the State of Wisconsin which offers services to Nation employees and family members.
Oneida Gaming Commission (OGC): The regulatory body as established, by the Oneida Nations gaming ordinance.
Online Gaming Machine Monitoring System: A system used by a Gaming Operation to monitor gaming meter reading and/or other activities on an on-line basis.
Oneida Nation: The Oneida Nation, a federally recognized Indian Nation and acting at all times pursuant to its Constitution and Bylaws in a governmental capacity. (Oneida Worker’s Compensation Law)
Open Purchase Order Radisson Room Comp: (NGROOMPO) complimentary room at the Radisson paid for with an open purchase order.
Organization: The Oneida Nation.
Original Supervisor: means the employee’s day-to-day/immediate supervisor or his or her designee. (Early Return to Work Policy)
Originator: The person who creates or generates.
Overrides: When a machine does not register with on line system and requires you to manually enter different information.
Over/Short Slip: A form used to document when an employee has an unresolved variance in their count.
Outs: Uncashed pari-mutuel tickets.
Paid Time Off: Vacation, personal, or donated hours.
Pan Handling: To obtain money by begging from customers.
Pan-tilt-zoom (PTZ): A camera that has the capabilities of panning right to left, up and down, and focusing closer to Specific area.
Paper Check: The act of making sure there is no currency in between a stack of papers or tickets.
Par Percentage: The percentage of each dollar wagered that the house wins or holds. (OGMICR)
Par Sheet (Theoretical Hold Worksheet): A specification sheet for a gaming machine that provides hold percentage, Model number, hit frequency, reel combination, number of reels, number of coins that can accepted, the payout schedule and reel strip settings. (OGMICR)
Pardon: An executive action to nullify Nation, state, or federal crimes.
Pari-mutuel Wagering: A system of wagering on horse races, jai-alai, greyhound, and harness racing, where the winners divide the total amount wagered, net of commissions and operating expenses, proportionate to the individual amount wagered. (OGMICR)
Payout: The total amount of money paid to a customer as winnings on a game. (OGMICR)
Payroll Records: The sum of all financial records of salaries for an employee wages, bonuses, and reductions.
Peacekeeping: A conflict resolution process which assists in settling a dispute or controversy by a third party while utilizing Oneida traditional methods.
Perception: The way something is understood or interpreted.
Period of modified duty: means a period of calendar days which begins on the first day that the employee is able to return to work in accordance with a healthcare provider’s prescribes activities, restrictions and/or other recommendations. (Early Return to Work Policy)
Peripherals: An auxiliary device that works in conjunction with a computer. (OGMICR)
Perjury: Willingly telling an untruth in a court after taking an oath or affirmation.
Perpetual Chip Count: A daily balance of chips on hand at every window and table.
Perpetual Donation Request Database: system used to track promotional items that are donated to prevent any duplication of incoming requests.
Perpetual Inventory: A method of obtaining up-to-date record that actually reflects the level of coupons and complimentary on hand.
Personal Development Plan: An action plan for goal setting.
Personal Time: A bank of hours accrued by employees for personal or sick days.
Personal Use: means computer resource use that is conducted for purposes other than accomplishing an authorized activity or official business of the Nation. (Computer Resource Ordinance)
Physical Harm: Any injury arising out of and in the course of employment, unusual or peculiar to work, including specific injury, repetitive traumatic injury, or occupational disease, which arises from exposure to conditions or circumstances beyond those common to occupational and/or non-occupational life and is predominantly work related. (Oneida Worker’s Compensation Law)
Pilfering: Stealing.
PIN: The Personal Identification number used to access a player’s account. (OGMICR)
Pit: An area in a casino enclosed or encircled by gaming tables. (OGMICR)
Pit Podium: A stand located in the middle of the tables used as a work space and record storage are for gaming supervisory personnel. (OGMICR)
Placement site supervisor: means the supervisor of work area an employee is places in. other than his or her original department, for a period of modified duty. (Early Return to Work Policy)
Player Tracking System: A system that records the gaming play of customers. (OGMICR)
Poker Access List: A list provided by the Poker Department that lists all Poker Supervisors and Poker Dealers.
Poker: a card game in which players attempt to acquire a winning combination of cards and bet at every deal.
Political Appointment: The process by which a person is appointed or designated for an office or position by an elected official.
Portal to Portal: Travel from home to the work place and travel from the workplace to home.
Portable Handheld Unit: An electronic device with Bingo card faces that have been downloaded
Post Time: The time when a pari-mutuel track stops accepting bets in accordance with rules and regulations of the applicable jurisdiction. (OGMICR)
Points: The numerical unit accumulated by the customer, which may be converted into complementary items or cash. OGMICR)
Positive results: means that level identified by the Federal government for persons holding a Commercial Driver’s License as a positive drug and/or alcohol test result, regardless of employment position within the Nation. (Drug and Alcohol Free Work Policy)
Preference: The right or opportunity to choose a person, object, or course of action that is considered more desirable than another.
Premium: a higher rate of pay paid to an employee for working evenings, nights and/or weekends. (Snow Removal SOP)
Press: shall include but not limited to print broadcast and photo journalists. (Media Policy)
Press Release: means any information sent out to the media, press or news gathering sources in regards to the Nation by a representative of the Oneida Nation. (Media Policy)
Primary and Secondary Jackpots: Promotional pools offered at certain card games that can be won in addition to the primary pot. (OGMICR)
Probationary Period: The first ninety (90) calendar days of employment or ninety (90) calendar days after an unsatisfactory evaluation.
Problem Keys: Smart Keys that set off the alarm a minimum of three (3) times during an eight (8) hour time frame. Professional Non-uniform Attire: Work attire to include: dress slacks or skirt, suit coat, dress shirt/blouse, neck tie (optional), dress socks, and dress shoes.
Program: Departments developed to provide services. Includes all activities of the Oneida Nation not expected to create revenue for the Nation or those activities not expected to make a profit at any time. Further, this includes those persons that are employees of the Nation working in these areas. Examples of, but are not limited to, governmental services include the Tribal School, Health Works, Maintenance, Multi-Purpose Center, Oneida Community Library. (Code of Ethics)
Program Personnel: are those persons who work in Programs of the Oneida Nation of Indians of Wisconsin.
Progressive Disciplinary Actions: In order of progression written warning-suspension-termination.
Progressive Gaming Machine: A gaming machine, with a payoff indicator, in which the payoff increases as it is played (deferred payout). The payoff amount is accumulated, displayed on a machine, and will remain until a player lines up the jackpot symbols that result in the progressive amount being paid. (OGMICR)
Progressive Jackpot: Deferred payout from a progressive gaming machine. (OGMICR)
Progressive Transfer: The transferring of current progressive meter value from one or more slot machines to be added to a different slot machine.
Prohibited: Formally forbid a person or group from doing something.
Prohibited Comps: Comps may not be issued to self, family members, friends, employees, supervisors, co-workers, committees, and board members.
Prohibited Drug(s): shall mean marijuana, cocaine, opiates, amphetamines, phencyclidine (PCP), hallucinogens, Methaqualone, barbiturates, narcotics, and any other substance included in Schedules I through V, as defined by Section 812 of Title 21 of the United States Code. This shall also include prescription medication or over-the-counter medicine used in an unauthorized or unlawful manner. (Drug and Alcohol Free Workplace Policy)
Promotional Item/s: Items that promote or advertise the Oneida Nation.
Promotional Payouts: Merchandise and awards given to players by the Gaming Operation based on wagering activity. (OGMICR)
Promotional Progressive Pots and/or Pools: Funds contributed to a table game or card game by and for the benefit of players. Funds are distributed to players based on a predetermined event. (OGMICR)
Program Storage Medium: A storage medium that contains the game control program, including ROMs, EPROMs, FLASH ROMs, DVD, or CD ROM. (OGMICR)
Property Storage Medium Room: A secured area that requires security hand access for authorization or Security Officer Escort.
Purchase Order: Document containing a request for goods or services.
Qualified: with respect to an employment position, means having the ability to perform the essential tasks of the position.(Military Service Employee Protection Act)
Racketeering: Profiting from illegal activities such as bribery, fraud, or intimidation.
Rake: A commission charged by the house for maintaining or dealing a game such as poker. (OGMICR)
Rake Circle: The area of a table where rake is placed. (OGMICR)
Random Number Generator (RNG): A device that generates numbers in the absence of a pattern. May be used to determine numbers selected in various games such as bingo. Also commonly used in gaming machines to generate game outcome. (OGMICR)
Reasonable efforts: in the case of actions required of the Nation under this law, means actions, including providing training, that do not place an undue hardship on the Nation. (Military Service Employee Protection Act).
Reassignment: A regular employee reassigned to another department or business unit without a break in service.
Record: Written account of something; document containing history or information.
Redemption Kiosk (NRT): A Kiosk utilized to accept a deposit of credits. (OGMICR)
Reel Symbols: Symbols listed on reel strips of gaming machines. (OGMICR)
Regular Status: Employee hired through the Nation’s selection process and classified as regular part-time, half-time, full-time, or contracted.
Re-Hire: A new employee who has previously worked for the Oneida Nation with a break in continuous service with the Nation.
Reinstated: Employee is granted or awarded the same or similar position.
Representatives of the Oneida Nations: include employees, members of boards, committees and commissions, employees of boards, committees and commission and consultants to the Oneida Nation. (Media Policy)
Reporter: means a representative or journalist of the media or press. (Media Policy)
Retaliatory Action: means any actions, either disciplinary or otherwise, taken against any employee, whether supervisor or supervised, for that employee’s disclosure of information as directed within this policy, excluding any actions that can be reasonably justified as taken in good faith based on documented employee performance. Action other than disciplinary action that may be retaliatory, by way of example, could be loss of hours, rescheduling shifts outside of normal shift changes, change of job requirements without notice, verbal or physical harassment, and reduction of pay, denial of educational benefits, reassignment, and failure to increase base pay. (Employee Protection Policy)
Reserved Bingo Balls: Additional Bingo Balls that are available to replace damaged Bingo Balls.
Restrictions: means activity limitations which are prescribed by a healthcare provider for a specified duration of time because of an injury or illness which results in an employee being unable to perform one (1) or more essential functions of his or her job, or is unable to work the full workday that he or she would otherwise have been scheduled to work. (Early Return to Work Policy)
Restricted/Sensitive Areas: Areas from which personnel are excluded for reasons of security or safety unless specially authorized.
Return to work agreement: means an agreement, developed by an EAP counselor and signed by the employee and the EAP counselor, which sets out the actions the employee need to complete in order to return to work and remain employed. (Drug and Alcohol Free Work Policy)
Resignation: An employee that voluntarily notifies his or her supervisor orally and/or in writing of their intent to end employment.
Revenue Center: A division or department of a Gaming Operation that is responsible for producing revenue. (OGMOCR)
Rider: A signed document that holds two or more parties liable for specific promise of goods or services offered in exchange for something else of value.
Rolling Year: A twelve (12) month period which starts the day after an initial action.
Roulette: gambling game with wheel: a game in which a ball is rolled onto a spinning horizontal wheel divided into compartments, with players betting on which compartment the ball will come to rest in.
Round of play: one completed cycle of play during which all wagers have been placed, all cards have been dealt and all remaining have been paid off or collected.
Runner: A greyhound or horse that participates in a race.
Runner: A gaming employee who transports chips/cash to and from a gaming table to a cashier. (OGMICR)
RV Parking Area (Gaming): The designated area located along the wooded property line between the Radisson Hotel and IMAC.
Salary: An agreed compensation for services, usally professional or semi-professional services, paid at Regular intervals on a yearly basis.
Scheduled work day: Any day the employee is scheduled to work which includes mandatory meeting, mandatory training and work trades. Pre-approved time off is not considered a scheduled work day.
Screen Automated Machine (SAM): A machine used in pari-mutuel wagers. SAMs also pays winning tickets in the form of a voucher, which is redeemable for cash. (OGMICR)
Sending Track: A racetrack equipped to conduct simulcasting and the operator of which is lawfully permitted to conduct a horse or greyhound meeting and to provide simulcasting of the meeting to licensees.
Seniority: Longevity in employment together with any benefits of employment which accrue with, or are determined by, longevity in employment. (Military Service Employee Protection Act)
Seniority Date: Date employee started current position within the department.
Separate or Separation: Ending an Employee’s employment with the Nation for reasons that are not related to disciplinary issues
Separation of Employment: When an employee’s employment is discontinued by their employer. Reasons may include resignation, retirement, death, or end of contract or layoff status.
Series Number: The unique identifying number printed on each sheet of bingo paper that identifies the bingo paper as a series or packet. The series number is not the free space or center space number located on the bingo paper. (OGMICR)
Serious Health Condition: When an illness or injury affects an employee to the extent that causes them to be absent from work.
Severe Weather Warning: Severe weather has been sighted in the area or indicated by radar.
Severe Weather Watch: The weather conditions are favorable for severe weather.
Service or service in the military: means the performance of duty on a voluntary or involuntary basis in a branch of the military and includes active duty, active duty for training, initial active duty for training, inactive duty training, full-time National Guard duty, the time a person is absent from a position of employment for the purpose of an examination to determine the fitness of the person to perform any such duty, and the period for which a person is absent from employment for the purpose of performing funeral honors duty. (Military Service Employee Protection Act)
Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition an individual’s employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or (3) such conduct has the purpose or effect of substantially interfering with an individual’s work Performance or creating an intimidating, hostile, or offensive work environment.
Shift: A scheduled time frame to work
Shift Differential Pay: Additional pay to an employee scheduled to work shifts other than first shift.
Shill: An employee financed by the house and acting as a player for the purpose of starting or maintaining a sufficient number of players in a game (OGMICR).
Craps Shooter: The player throwing the dice.
Show Advance: Entertainment Specialist will communicate with Artist/Manager/Agent to arrange hospitality, lodging, catering, production, travel, names of contracts attending, and all other specific detailing of the show.
Short PayP: A payout from a gaming machine that is less than the amount indicated by the payout schedule (OGMICR).
Short term Disability: Insurance the employee may apply for within the first thirty (30) days of employment which may pay 60% of the employee’s current salary effective the 15th day the employee is off the job due to medical reasons. Employees must work an average of 20 hours per week to be eligible for short term disability Insurance.
Shred Date: Sixty Five (65) days after the business date the Slots payout ticket has been reconciled.
Silver Mining: A customer walking the gaming floor looking for credits left on machines, cash or cash equivalents left in machine trays, the floor, etc.
Similar Position: Possessing almost the same characteristics of the position and pay prior to the appeal.
Single Comp Amount: An amount a comp issuer is authorized to offer at one time to one customer.
Skilled Proficient: Performance represents consistent achievement of the job’s goals and expectation.
Slot Data System (SDS): A computerized accounting and machine monitoring system developed by Bally Technologies, and the communication protocol used.
SDS Cards: Slot Data System employee access cards.
Slotting:   Placing a position on the Nation Wage or Salary scale based upon the position’s responsibilities and qualifications when there is no similiar or identical position within the Market.
Smart Key: A color coded plastic key housing which holds a computer chip used to monitor and transactions.
Smoke/Smoking: means the inhalation of:

  1. the smoke of burning tobacco encased in cigarettes, pipes and cigars; or
  2. a vaporized liquid from an electronic cigarette, whether the liquid contains or does not contain nicotine.

Soft Count:   The count of the contents in a drop box or a bill accepter canister; alternatively, soft count may refer to the process of counting the contents of drop boxes or bill accepter canisters. (OGMICR)
Soft Count Room: A secured area for conducting the Soft Count.
Soft Count Room In/Out Log: A record of personnel entering and exiting the Soft Count Room.
Stage Hands: Individuals that have been contracted to provide a service within the Entertainment field to set up scheduled public events.
Standard Operation Procedure (SOP): A written description of an established process.
Stationary Camera: A camera fixed into a set position and can only be moved manually (OGMICR)
Statistical Drop: Total amount of money, chips, and tokens contained in the drop boxes, plus pit credit issued, minus pit credit payments in cash in the pit (OGMICR).
Statistical Win: Closing bankroll, plus credit slips for cash, chips, or tokens returned to the cage, plus drop, minus opening bankroll, minus fill to the table
Stiff Sheet: A form used by Table Games Department to verify the totals on the Closer Slips.
Student Intern: An applicant who is over the age of 18, enrolled in high school or post- secondary school who works to gain experience in his/ her field of study.
Subject Matter Expert – An employee with the direct knowledge, skills, abilities and proficiency in his or her subject to provide accurate and reliable information and guidance as related to the subject.
Substantial Waste of Public Funds: means any use of funds in a manner not directed by policy, including any preference laws adopted by the Oneida Nation. (Employee Protection Policy)
Succession Plan: A process for identifying and developing internal employees with the potential to fill key business positions. Succession planning increases the availability of experienced and capable employees that are prepared to assume these rolls as they become available.
Sufficient Clarity: Use of monitoring and recording at a minimum of twenty (20) frames per second, Multiplexer tape recording are insufficient to satisfy the requirement of sufficient clarity (OGMICR)
Supervisor: The person responsible or designated to directly oversee the work and performance of an employee. There may be more than one supervisor in some cases.
Sure Drop: A computer system developed by Vending Data Corporation that tracks, secures and identifies all bill canisters on the casino floor and in the count room though the use of barcode scanning technology. (Sure Drop) LabelPro™: A drop system which uses adhesive barcodes, where slot machines correspond to cash boxed identifies all bill canisters on the casino floor and in the count room though the use of barcode scanning technology.
Surveillance Information: Live or recorded video/audio and still photographs/pictures.
Surveillance Room: A secure location(s) used primarily for casino surveillance (OGMICR).
Surveillance System: A system of video or digital cameras, monitors, recorders, video printers, switches, selectors, and other ancillary equipment used for casino surveillance. (OGMICR)
Surveillance Video: Continuous video observation of a place, person, group, or ongoing activity in order to gather information.
Surveillance Video Time Frame: Thirty (30) day retention period.
Swindling: To obtain money or property by fraud or deceit.
Table Games: Games that are banked by the house or a pool whereby the house or the pool pays all winning bets and collects from all losing bets. (OGMICR)
Table Games Card Room: A secured location at the Main Casino, which is used for storage, security of sensitive equipment, PSM/EPROM’s and playing cards.
Table Inventory: Total chips or cash at a table (OGMICR).
Table Inventory Form: The form used by (Table Games) gaming supervisory personnel to document the inventory of chips on a table at the beginning and ending of a shift. (OGMICR)
Table Tray: the container located on gaming tables where chips are stored that are used in the game. (OGMICR)
Take: The same as earned and unearned take. (OGMICR)
Tardy: When an employee punches in after their scheduled start time.
Technical Expertise: The talent or expertise that a person possesses to perform a certain job or task.
Temporary Badge: Self-adhesive sticker, issued by the person conducting training session to all employees in the training without their proper name badge.
Temporary Employee: Employee hired for short term assignments and includes those employees classified in the following categories of emergency /temporary, limited term, sub-relief, seasonal I, student interns and youth worker. Temporary employment may be ended by either party; the employer or employee for any reason or no reason upon written notice.
Termination of Employment: When an employee’s employment is discontinued by their employer for policy violations and using the disciplinary action form.
Theft: Theft of property shall include, but not limited to, theft, cheating embezzlement, defrauding, robbery, extortion, racketeering, swindling, or any of these actions, or conspiracy to commit such action with Nation employees or other persons against the Nation, its guests, employees, members, customers and/or clients while on or about Nation premises.
Theoretical Hold: the intended hold percentage or win of an individual gaming machine as computed by reference to its payout schedule and reel strip settings or PSM. (OGMICR)
Theoretical Hold Worksheet: A worksheet provided by the manufacturer for all gaming machines that indicates the  theoretical percentages that the gaming machine should hold based on adequate levels of coin-in. (OGMICR)
Theoretical Payback/Theoretical Payback Percentage: The intended payback percentage of an individual gaming machine as computed by reference to its hold schedule. (OGMICR)
Third Party: An individual or entity that is involved in a transaction.
TPA: means a third party administrator or worker’s compensation benefits. (Early Return to Work Policy)
Third Party: An individual or entity that is involved in a transaction but is not a Nation representative or employee.
Third party agreement: shall mean any agreement with the Pharmacy in which an insurance provider agrees to reimburse the Pharmacy for drugs and supplies sold to subscribers of a valid health plan of that insurance provider. (Conflict of Interest Policy)
Three Card Poker: A variation of the card game Poker played with three cards.
Ticket In/Ticket Out (TITO) Ticket: A voucher with monetary value issued to a customer by a gaming machine using an online Gaming Machine monitoring system. This is also referred to as a cash out ticket.
Ticket Issuing System (TIS): A software application designed to create and print promotional coupons for casinos to give to their customers to promote play at the gaming machine.
Ticket Inquiry: An SDS option used by Cashiers to track the details of a voucher transaction.
Title 31: A federal law requiring financial institutions to assist governmental agencies in detecting and preventing money laundering.
Title 31 Compliance Log: A checklist used by (Gaming) Accounting to ensure all Daily Action Control Logs are received from all locations.
Title 31 Exception Report: Document issued to respective gaming business units to communicate non-compliance of Title 31 regulations.
Time and Attendance System: Any system, manual or automatic, used to record and track employee time. A system used to record and track employee’s eligible hours to be paid.
Tip: Gratuities given to the casino employees by customers.
Token: A coin like money substitute, in various denominations, used for gaming transactions. (OGMICR)
Tornado Warning: A tornado has been sighted in the area or is indicated by radar.
Tornado Watch: The weather conditions are favorable for a tornado.
Tracer Bags: Clear and sealable plastic bags used to hold monetary items or tickets.
Transfer: A regular employee who accepts a new position within the Oneida Nation without a break in service.
Tribal Property: Proprietary documents, paper files, computer files, equipment, vehicles, etc., owned by the Oneida Nation. “Nation property” is all and or buildings owned or leased by the Nation and all equipment owned or operated by the Nation. (Drug and Alcohol Free Work Policy)
Unattended Keys: Keys that are not visible to surveillance or not in an employee’s immediate control.
Unclaimed Credit: When a customer refuses to wait or when no one is present to collect the hand pay.
Unclaimed Jackpot: When a customer wins a jackpot of $1200 or more, is present, but cannot provide proper identification.
Uniform: Clothing, hat or other worn items issued to an employee for the purpose of identifying the employee to a particular department.
Unrecoverable Priority Audit: A variance with a value of $100 or more where the reason for the variance is known but the money is unrecoverable.
Unresolved Priority Audit: A variance with a value of $100 or more where the explanation for the variance cannot be determined.
User: means all those who use the Nation computer resources, including but not limited to employees, independent contractor personnel, interns, members or boards, committees or commissions, volunteers, guests and visitors. (Computer Resource Ordinance)
Vacation: Earned paid Time off by an employee. The amount is based on years of service.
Validator: a credit card machine utilized to process credit transactions.
Variance: The actual count of a bankroll less the start-up value of the bankroll, resulting in the bankroll being over or short.
Vault: A secure area within the Gaming Facility where checks, currency, coins, and chips are stored. (OGMICR)
Verifier (Signer/Slot): Any authorized Gaming employee determining the accuracy of the entry into the gaming machine and will sign their full name and legible employee number in the Machine Entry Authorization Log.
Violence: Is a threatened, attempted or actual conduct which endangers health, safety. (e.g. bodily harm, abusive language, unauthorized possession of weapons, property damages, stalking, etc.)
Violent act: Shall include, but not be limited to battery, disorderly conduct or threat of a violent act.
Voluntary Ban: Official prohibition/exclusion from Nation locations and/or activities by one’s own request.
Volunteers: A person who works for an organization without being paid.
Voucher: Printed Jackpot Form
Vulnerable Adults: A person, 18 years or older, who has been identified as having physical, mental, or emotional impairments and/ or limitations.  
Wage: A payment for labor or services based the number of hours worked.
Wager: A sum of money or amount of equivalent value risked on gaming machines or table games. (OGMICR)
Waiver of Privilege: Application for or acceptance of any benefits under this law shall constitute a waiver of privilege by the employee of the employee’s dependents. (Oneida Worker’s Compensation Law)
Weekend: Friday end of regular work schedule through Monday start of regular work schedule. (Snow Removal SOP)
Wide Area Progressive Gaming Machine (WAP): A progressive gaming machine that makes deferred payouts where individual machines are linked to machines in other facilities and all the machines affect the progressive amount. As a coin is inserted into a single machine, the progressive meter on all of the linked machines increases. (OGMICR)
Win: The net win resulting from all gaming activities. Net win results from deducting all gaming payouts from all wins prior to considering associated operating expenses. (OGMICR)
Win-to-write Hold Percentage: Win divided by write to determine hold percentage. (OGMICR)
Wisconsin State Auditor: State Auditor as used in Section XII of the Gaming Compact. (OGMICR)
Wiz Machine: A manual backup system used to manually record pit fills and credit slips. Manuals are recorded on one of two (2) wiz machines; one for fills and one for credits.
Work environment: is considered to be all of the Nation’s facilities, and all customer facilities and job sites, and any locations where an employee represents the Nation during normal business hours, including over-the-road travel in the Nation’s owned or rented vehicles and circumstances where the employee is being reimbursed for expenses. (Drug and Alcohol Free Work Policy)
Work Papers: Documents containing evidence to support an auditor’s approach, procedures, findings, and conclusions. (OGMICR)
Working (Hard) Pass: A hard laminated card issued to individuals allowing clearance to areas that are secured for Artists, Managers, and Agents during a scheduled event.
Workforce Level: The number of positions approved for an Entity based on the Tribal budgeting process.
Working Soft Pass: A soft, fabric like, pass with a sticky back that is issued to all individuals that need special access to the scheduled events, but limited to production and stagehands.
Work-Related Accident: An unexpected event involving an employee that occurs in the employee’s working environment or during an activity related to work, that:

  1. results in an injury to the employee and requires medical intervention by a police officer or emergency medical technician, or treatment at a medical facility.
  2. results in death of the employee or another person, or
  3. involves any property damage.

Write: The total amount wagered in bingo or pari-mutuel operations.
Writer: An employee who writes bingo or pari-mutuel tickets.
Working Day:   Any day that an employee is scheduled to work. Hours may vary for the purposes of providing services such as in retail, gaming, AJNH, Police Dept., etc.
Work Standards: A written description of established rules or guidelines.  
Work Trade: An agreement between two (2) employees to exchange scheduled work day as approved by a supervisor.
Worker’s Compensation Benefits: All medical and compensatory costs associated with a work-related injury or illness paid on behalf of or to an employee. (Early Return to Work Policy)


Interpretations/OBC Minutes

3-14-18 – Transgender Interpretation
10-11-17 – Interpreting Sec. 210.5 Driver Responsibilities of the Vehicle Driver Certification and Fleet Management Law
08-22-17 – Interpretation of “Traffic Incident” as used in the Vehicle Driver Certification and Fleet Management
05-08-17 – Ability to Utilize Vac_Pers Time During Prob Period
02-14-17 – Contagious Illness or Disease Guidelines
12-08-16 – Interpretation of “General Manager” as used in the Oneida Personnel Policies and Procedures
11-29-16 – Orientation Policy
09-08-15 – Adverse Employment Action
01-29-14 – Accumulated Disciplinary Actions Warranting Termination
1-29-14 – Automatic Extensions for Disciplinary, Grievance, and Area Manager Decisions Timelines
5-19-14 – Pregnancy in Employment and Labor Related Matters
4-24-14 – Interpretation on Title Reassignments Requests During Cost Containment
3-13-14 – Title Reassignments Job Reassignments at the Same or Reduced Wage or Salary
11-25-13 – Temporary Employees Termed for Cause Interp.
10-24-13 – Disqualification of Applicant
10-24-13 – Employees Receiving Pay for Court Ordered Suspensions
7-11-13 – Labor Pools
02-04-13 – Complaints, Disciplinary Actions, and Grievances
02-05-13 – Tribe’s Applicability to the Family Medical Leave Act (FMLA)
01-04-13 – Applicability to the Medical Leave Act (FMLA) of 1993 
11-16-12 – Number of Applicants Required to Proceed with the Interviewing Process
11-13-12 – Defining Misconduct
10-29-12 – Labor Pools
10-22-12 – Screening and Interviewing
10-17-12 – Number of Positions Employee Can Work within the Oneida Nation
8-13-12 – Nepotism
11-16-12 – Number of Applicants Required to Proceed with Interview Process
03-6-12 – Vacation and Personal Time Accrual
02-07-12 – Defining Business/Calendar Days
11-21-11 – Intent to Return to Work (from leave of absence)
11-16-11 – Interpretation of General Manager as used in the Oneida Personnel Policies and Procedures
08-19-11 – Grievance Process Jurisdiction for Employee Protection (past practice)
6-24-11 – Oneida and Indian Preference
8-9-11 – Job Posting Dates
06-24-11 – Oneida and Indian Preference 6-24-11
04-15-11 – Indian Preference in Hiring BC Emergency Amendment on Indian Preference in the Selection Process
04-13-11 – Disqualification of Applicant After Interviews are Completed
03-03-11 – Job Reassignments Skills Testing
02-17-11 – EEOI and Tribal Laws Training for Tribal Supvs.
02-10-11 – EEOI and Tribal Laws Training for Tribal Supvs.
01-20-11 – EEOI and Tribal Laws Training for Tribal Supvs.
10-31-09 – Intent to Return to Work
02-25-04 – Interview Committee Interpretation
03-19-1999 Education & Training Memo
03-02-1994 – BC Minutes Parent Policy Leave
03-20-1992 OBC Minutes
05-04-1990 OBC Minutes
05-16-1989  OBC Minutes
12-2-1988 OBC Minutes
Additional/Contact Info