Is “On Call Shifts” A New Scam?
Question by Anonymous:
My husband, bless his soul, has been with this company full time since day 1, like a champ. Then, poof, they yeeted him down to “on-call” status, where he now gets a measly 2-4 days a week, if hes lucky. When he does work, they still try to send him home early! Our income is all hinging on whether their marketing team’s dazzling ads bring in the crowds (that is sarcasm by the way, their marketing is god awful, for a new luxury resort on the strip you would expect much better). Meanwhile, I was twiddling my thumbs as an on-call worker for a whole year, never got called and then got the ol’ boot to permanent lay off status.
After my on-call adventure ended and his layoff adventure just beginning, can you spill the beans on the possible game plan for job security and scheduling in the hospitality industry? Has “On-Call” become another scam in Las Vegas?
Answer:
At HR Expose, we receive countless inquiries from hospitality workers grappling with the realities of an industry in flux. I’ve witnessed firsthand the challenges facing our industry’s workforce in 2025. The hospitality sector, a cornerstone of Las Vegas’s economy, is navigating turbulent times, with declining visitor numbers and economic pressures reshaping employment practices. Seeking clarity on job security, scheduling policies, and future stability reflects the experiences of many in the industry.
This story is emblematic of the broader challenges rippling through Las Vegas’s hotel and casino sector in 2025. This blog is not affiliated with any specific employer, but drawing from industry reports, union resources, and economic data, I’ll break it down: the market forces at play, key policy frameworks (especially under the Culinary Workers Union Local 226), and practical steps forward. Our goal here is transparency and empowerment for workers like you.
The Las Vegas Hospitality Landscape: A Downturn Driving Workforce Shifts
Las Vegas’s economy thrives on tourism, but 2025 has brought headwinds that are squeezing staffing levels. Visitor volume in July 2025 fell 12% year-over-year to approximately 3.09 million, marking the sixth consecutive monthly decline. Hotel occupancy dipped to 76.1% citywide (a 7.6 percentage point drop), with the Strip at 79.5%, and revenue per available room (RevPAR) declined 12.1% to $117.77
These trends have cascading effects on employment. Gaming revenue on the Strip declined in six of the first seven months of 2025, contributing to an unemployment rate in Nevada’s leisure and hospitality sector of 5.2% as of April 2025. This is one of the highest among major U.S. metros. Properties are responding with cost controls: full-time roles are being converted to on-call to match fluctuating demand, and layoffs have hit hundreds across the board. For instance:
- Resorts World laid off fewer than 50 full-time employees in March.
- Fontainebleau cut dozens of table game dealers in May and dozens of cooks in June/July
- MGM Resorts eliminated 34 concierge positions across several Strip properties in April.
- The Venetian and Treasure Island enacted further reductions in summer rounds
- Automation, like electronic table games, is also displacing roles such as dealers. Golden Gate removed all live table games in August 2025 and dealers were given the option to transfer to other downtown properties.
Union Safeguards: How Layoffs, Recalls, and Scheduling Work
If your roles fall under the Culinary Workers Union Local 226 (covering most hospitality jobs at Strip and downtown properties), the collective bargaining agreement provides structured protections. Contracts with over 45 employers emphasize seniority to ensure fairness during reductions. Here’s the essentials:
- Trigger: Low demand prompts workforce adjustments.
- Layoff Decisions: Layoffs are determined by house seniority within job classifications.
- Outcomes: Full-time employees are laid off from full-time, guaranteed schedule, but will have the ability to pick up available shifts.
- Shift Assignment: When shifts open, laid-off full-time employees get first priority by seniority.
- Leftover Shifts: After laid-off employees have the opportunity to pick up open shifts, then, unclaimed shifts go to on-call workers, also by seniority.
- Impact to On-Call: With hundreds laid off citywide, laid off workers often receive limited (2-4 days) or no shifts. On Call receive even less as they have to wait for whats left over.
Pathways to Stability
As Q4 approaches, forecasts point to a hopeful rebound: holiday travel and events like CES could lift occupancy, triggering recalls by seniority and on-call-to-full-time transitions. Union hardship funds offer financial bridges, and some properties are piloting gig economy partnerships for supplemental income.
For laid-off workers, the Employee Assistance Program (EAP) via your employer or union provides counseling, resume support, and job placement. Document everything, availability logs, shift denials, schedules, for potential grievances.
You May Qualify for Unemployment Benefits
You likely qualify for Nevada unemployment benefits after your layoff from an on-call hotel job, as long as it was due to lack of work, not misconduct. You may even be eligible if you are on-call but not being scheduled any hours. Eligibility requires sufficient past wages and active job searching. Benefits can last up to 26 weeks.
Apply ASAP at ui.nv.gov or call 702-486-0350. Check with Culinary Union Local 226 (702-385-2131) for support. Your husband may also qualify if his on-call hours are low. The culinary union has more information about layoffs in their blog “How are Culinary Union members protected against layoffs?”
DETR Source: Nevada UI Claimant Handbook
Final Thoughts: You’re Not Alone in This
On-call roles are a legit cost-saving tactic hotels use to flex staffing with demand. The catch? Culinary Union Local 226 rules give laid-off full-timers first dibs on shifts, leaving on-call workers in a seniority squeeze. It’s less a scam and more a system stacked against you.
The Las Vegas hospitality sector’s resilience is legendary, but 2025’s slump underscores the need for proactive advocacy. To the reader who shared this: Your experiences highlight systemic pressures, not personal shortcomings. Reach out to your union for a recall audit or grievance review as early action preserves rights!
At HR Exposed, we amplify these voices to push for better practices. What’s your story? Share via our submission form. Together, we can advocate for the stability every worker deserves.
