Employees Gambling In The Workplace

It has long been known that gaming venue staff are at greater risk of developing gambling problems than the general population. But why is this?

1. Employees Gambling In The Workplace Act
2. Employees Gambling In The Workplace Against
3. Employees Gambling In The Workplace Violence

A recent article by Southern Cross University researchers in the Journal of Gambling Issues (Issue 21, July 2008) highlights the risks of gaming machine venue employees developing gambling problems. The article 'How Working in a Gaming Venue can lead to Problem Gambling: The Experiences of Six Gaming Venue Staff' by Nerilee Hing and Helen Breen arises from a larger study being conducted in Queensland.

Factors related to problem gambling

For many people gambling is not a harmful activity, but for some it can be a serious problem. A recent Reed in Partnership report found that 10% of working adults have direct experience of the problems gambling can cause in the workplace and more than four in five British adults think that gambling and debt can be a distraction for people in work. Factors identified in the development of problem gambling among gaming venue staff are: Close interaction with gamblers. Frequent exposure and access to gambling. Influence of fellow employees. Influence of management. Workplace stress. Frequent exposure to gambling marketing and promotions. Lack of effective staff training. Prohibit Gambling. In most states, gambling on sports is prohibited, and, generally, pay-to-enter office pools and fantasy leagues and those that include substantial financial winnings pose significant compliance risks. As a best practice, you should consider having a written policy that prohibits gambling in the workplace. Any gambling while at work. This includes use of company e-mail, phone, internet, etc. Gambling includes, but is not limited to, NCAA tournament brackets, sports betting, fantasy football, Lottery/Powerball pools, etc. If an employee is gambling on company time or using work-related resources, the employee may be subject to appropriate disciplinary action, up to and possibly including discharge from employment.

Factors identified in the development of problem gambling among gaming venue staff are:

• Close interaction with gamblers
• Frequent exposure and access to gambling
• Influence of fellow employees
• Influence of management
• Workplace stress
• Hours of work
• Frequent exposure to gambling marketing and promotions
• Lack of effective staff training

Experiences of staff

Gaming area staff watch customers on the machines 'so you quickly learn what pays... you are continuously watching, if someone gets a free game, all the staff look, see how much they win'. Some gaming staff believe they have 'insider knowledge' and would 'watch, watch, watch, and then jump on something that has been played'.

Many gaming venue employees are permitted to gamble on the premises outside of working hours and while not in work uniform. One said that before working in gaming venues 'she was never a gambler, not even a scratchie' but started while working there 'because you see people win, and some people won't tell you how much they've lost... that was what encouraged me. I know when I started at the RSL (club), I put $2 in a pokie one day, and I won $600... and it was... wow!'

Not all staff who develop gambling problems work directly in gaming. One worked as a chef in a gambling venue. During breaks in work and between shifts she would play the machines. She had never heard of responsible gambling training but had read the problem gambling warning notices on the machines. She told her boss of her gambling problem and 'asked her to tell me to get off the machines if she sees me playing them... but then as my friend she doesn't feel it is her business'. The employee has considered self-exclusion from the gaming area, 'but I don't know whether it would be enforced, as the friendship kind of gets in the way.'

Managers and supervisory staff can also develop problems. A TAB supervisor had done some responsible gambling training which made her aware that she had a gambling problem, but she continued to gamble as a way of dealing with her workplace stress. She felt that the only way she would give up gambling was to leave the industry.

Staff felt management policies on staff gambling had a strong influence. One said: 'in one hotel I worked, we were allowed to gamble, and I gambled. And here we are not allowed... and I don't find myself gambling as much.' Another said that managers who gambled themselves after work set an example for staff to follow.

One supervisor said that access to cash at work 'is tempting. A lot of the time they've gambled all their money and are trying to get their rent. Keno and TAB are what I call the quiet achievers for that reason. A lot of staff do credit bet on them; I've caught staff doing it. It's easy.'

Employees Gambling In The Workplace Act

What can be done to help staff avoid gambling problems?

The researchers identified a number of ways in which gaming venue operators can encourage responsible gambling and discourage problem gambling for their staff.

Firstly is a no gambling in the workplace policy. All staff interviewed felt this would reduce easy access to gambling and the temptation to gamble.

Secondly, staff identified a need for more education and training in responsible gambling, particularly the risks of developing gambling problems.

Other suggestions included the promotion of staff social and leisure activities that didn't involve gambling.

Practice Note
Gambling is prohibited by three federal laws—the Professional and Amateur Sports Protection Act of 1992, the Interstate Wire Act of 1961 and the Unlawful Internet Gambling Act of 2006—which outlaw betting on professional or amateur sports (with exceptions for a few states) and using the Internet for interstate wagers and unlawful gambling. Because placing sports wagers is illegal in most states, allowing your employees to engage in online betting, possibly with out-of-state employees, violates these laws.
State laws vary. A few states allow small pools that limit entry fees and forbid the “house” (the employer) from keeping any winnings; however, federal laws will still apply.

Most workplace policies will prohibit gambling, some with a few exceptions, such as donating all winnings to a charity or creating no-entry-fee pools in which the employer provides a prize.

Objective

Employees Gambling In The Workplace Against

[Company Name] prohibits most forms of gambling in the workplace, including professional or organized gambling activities. Where federal and state laws allow, the company may allow exceptions to this prohibition for [Company Name]-sponsored events supporting a charitable or fundraising cause.

Employees must seek the approval of the human resource (HR) department prior to engaging in any gambling activities. Failure to comply with this policy may result in disciplinary action, including possible termination of employment.

Employees Gambling In The Workplace Violence

The HR department ensures that [Company Name] is in compliance with all applicable federal, state and local gambling laws.