The Casino Employees Association Company Brochure

1. … ………………………
Casino Employees
Association™
EMPOWERING YOUR WORKFORCE
2011
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501 SCARBOROUGH DRIVE SUITE 300 EAST EGG HARBOR TWP, NJ 08234

2. E CEA
H
MAKING GOOD EMPLOYEES BETTER
E
The CEA is a non-union professional association that provides value
R added services to the gaming, hospitality & tourism industries. We
provide solutions to both: Employers and their Employees.
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WE EMPOWER EMPLOYEES TO:
 FIND INDEPENDENT SOLUTIONS TO THEIR MOST BASIC &
ESSENTIAL NEEDS
 BE PROACTIVE IN FURTHER DEVELOPING THEIR CAREERS
 JOIN a FREE VOLUNTARY ALTERNATIVE TO MEET THEIR
NEEDS
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3. E
WE ARE HERE TO HELP
H
E
R
“A 5 % increase in employee
satisfaction drove a 1.3
percent increase in customer
H. E. L. P.
E satisfaction, in turn bringing
a 0.5 percent increase in HAPPY | ENGAGED | LOYAL | PRODUCTIVE
revenue growth” Harvard
Business Review.
T cost of this employee churn. The
Incentive Research Foundation
O HAPPY: estimates roughly 100 to 200
percent of an employee’s base salary
84% OF US WORKERS REPORT THEY ARE
is spent to recruit and train a
UNHAPPY AT WORK (Gallup Organization)
replacement. In an arena where
H Studies show that happier
employees generate more revenues
customer service is paramount and
the labor pool is shrinking - keeping
E for the companies they work for. employees satisfied and engaged is
critical.
ENGAGED:
L 75% OF WORKERS WANT TO BE ENGAGED
LOYAL: Cultural Enrichment and tied
together with a ‘social purpose’ is
IN THEIR CAREERS (Spherion).
P In the hospitality industry, where
our recipe for loyalty.
PRODUCTIVE: The endgame is
many employees see their jobs as
‘quality’ productivity. A happier,
stepping-stones to more permanent
more engaged & loyal workforce is 7
positions, employee turnover rate
times more likely to be productive -
ranges between 78.3 percent to 95.4
even when no one is looking.
percent. These numbers are
staggering; more staggering is the
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4. E
EMPOWERING YOUR WORKFORCE
H
E looking to enter or further his/her
WHAT WE DO
R knowledge and skill sets in the
hospitality sector. As an employer,
1
you can save time and training
E dollars by enrolling your employees
in the following online courses at
SUPPLEMENTAL JOB www.trainwithcea.com :
T PLACEMENT  BASE HOSPITALITY COURSE
 HOST COURSE
O INCOME ENHANCEMENT
 BUSSER COURSE
We make your part-time, seasonal &
on-call workers HAPPY by helping  FOOD RUNNER COURSE
them find supplemental work and  SERVER COURSE
H enhancing their overall income
 BARTENDER COURSE
potential.
E
L
P 2 CAREER DEVELOPMENT
ESL & SPANISH ON THE JOB
AUTONOMY & SELF DIRECTION
We offer workplace language
When your employees choose to join
solutions specific to the gaming
the CEA, they voluntarily choose to
hospitality industry. Your employees
better themselves. When employees
can learn the basic & essentials of
take control of their own future,
the English/Spanish language in as
they naturally become more
little as 24 hours. The CEA can
ENGAGED in the workplace. The CEA
accommodate you with onsite or
offers voluntary online hospitality
offsite ESL training courses at
training courses to any employee
unmatched pricing.
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5. E
WE’VE GOT THEM COVERED
H
3
and fully insured workforce. The CEA
offers group medical products for
E your part-time, probationary,
CULTURAL ENRICHMENT seasonal & on-call workers that do
R not have access to affordable
THE PURPOSE MOTIVE healthcare coverage. We manage
E Employees that participate in the entire process in order to
employer sponsored/community minimize your costs and allow your
activity outside the workplace employees to remain healthy &
develop a ‘purpose motive’ PRODUCTIVE in the workplace. We
T relationship to the employer. In educate your employees on what
other words, social purposeful they are buying at the time of
O events that benefit the community, enrollment and let them know that
the employee and the cause of an our products are not meant to
organization produce more LOYAL replace major medical insurance -
employees – beyond any salary or but are here to help those that do
H wage increase. not have and cannot afford
traditional coverage.
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4 VOLUNTARY MEDICAL
BENEFITS
ONE THIRD OF EMPLOYERS WILL
DROP HEALTH INSURANCE IN 2014  LIMITED INDEMNITY PLANS
(Mckinsey Quarterly)  GROUP DENTAL
As the cost of major medical  CRITICAL ILLNESS
insurance continues to rise. It’s  GROUP CANCER
becoming increasingly difficult for
employers to maintain a full-time  SHORT TERM DISABILITY
 LIFE INSURANCE/ADD
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6. E CEA
H
SINCE INCEPTION, THE CEA HAS GROWN TO OVER 200 MEMBERS AND
E CONTINUES TO FORGE RELATIONSHIPS WITH INDUSTRY LEADERS
R
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WE ARE HERE TO H.E.L.P.
O
H WWW.CASINOEMPLOYEES.ORG
WWW.TRAINWITHCEA.COM
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NOTE: THE CEA IS NOT A UNION. WE ARE A FOR PROFIT BUSINESS AND DO NOT
UNDER ANY CIRCUMSTANCE ATTEMPT TO ORGANIZE EMPLOYEES, NEGOTIATE
WAGES OR WORKING CONDITIONS. OUR SERVICES ARE VOLUNTARY IN NATURE
AND OUR REGULAR MEMBERS (EMPLOYEES) DO NOT HAVE TO PAY ANY DUES
OR FEES TO JOIN. WE SERVE AS A VOLUNTARY ALTERNATIVE FOR EMPLOYEES IN
NEED OF ASSISTANCE.
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