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The Board has an active role in overseeing the Company’s areas of risk. |
The Board and its Committees, in consultation with management and the Company’s independent auditors, regularly review the Company’s risk profile and have identif ied specif ic areas of risk including: regulatory compliance; legal and human resource matters; legislative and political conditions; capital availability an... |
The Board assesses risks to the Company’s long-term strategic objectives, including threats related to our people, our communities and our planet (including climate change). |
The Company addresses these risks through our ESG initiatives. |
The Board (as a whole and through its Committees) has reviewed and approved management’s process for identifying, managing and mitigating these risks. |
• Throughout the year, the Board, its Committees and the Company’s Compliance Committee receive reports from management that include information regarding major risks and exposures facing the Company and the steps management has taken to monitor and control such risks and exposures. |
In addition, throughout the year, the Board, its Committees and the Company’s Compliance Committee dedicate a portion of their meetings to review and discuss specif ic risk topics in greater detail. |
The Audit Committee is primarily responsible for the oversight of credit, related party, information security, construction and general f inancial risks. |
• The Company’s Compliance Committee primarily oversees risks relating to regulatory, security, workplace conduct, and political compliance. |
For the management completed a review of the Company’s compensation policies and practices and presented its analysis to the Compensation Committee. |
O V E R N A N C E R E P O R T of Encore Boston Harbor employees completed annual compliance training by the close of 2021 * Employees who are out of work for sick or personal leave are required to complete mandatory trainings upon returning to active work. |
business at the highest levels of honesty and integrity: Thomas Peterman, former Senior Vice President and Chief Compliance Officer for MGM Resorts International (Chair); Michelle Chatigny, former Vice President, Global Regulatory and Product Compliance for International Game Technology; Edward Davis, former Commission... |
Chair Philip Satre and Ms. Patricia Mulroy serve as ex off icio members of the Committee and representatives of the Board. |
Ms. Winifred Webb also attends the meetings of the Compliance Committee. |
We are committed to operating in accordance with the highest ethical standards. |
Our commitment to conducting business ethically starts with our Board and our Independent Compliance Committee, who oversee and promote compliance with our Code of Business Conduct and Ethics, our Compliance Plan and our Anti-Corruption Policy. |
Our Anti-Corruption Policy, which applies to Wynn Resorts and all our aff iliates and subsidiaries, ensures our business practices fully comply with applicable anti-corruption laws. |
All our employees must immediately report actual or potential violations of our policy or Anti-Corruption Laws, whether by Wynn employees or third parties, to our Chief Global Compliance Officer. |
As part of our commitment to ethics, we require all Senior Leadership, Board Members and Executives to receive biannual training on our anticorruption policies. |
Wynn Resorts believes that all employees are entitled to work in a safe environment where they are treated with dignity and respect. |
The Company does not tolerate offensive, demeaning, insulting or otherwise derogatory conduct, and is committed to a workplace that is free from sexual harassment and harassment based on other legally protected characteristics, or any other basis protected by federal, state, or local law or ordinance or regulation. |
Such behavior is prohibited in any form, whether it occurs between coworkers, involves a supervisor, or happens with persons doing business with or for the Company, including guests and vendors. |
We take disciplinary action, up to termination of employment, for inappropriate conduct. |
Wynn Resorts also believes that everyone has a role in creating a positive, safe, respectful work environment. |
All employees are required to follow and help enforce the Company’s harassment and discrimination-related policies, and advise the Employee Relations Department, the Compliance Officer, the Legal Department, or one of our hotlines if they believe those policies have been violated. |
Discrimination or harassment are not tolerated in the Company by any employee, supplier, or customer. |
The Preventing Harassment and Discrimination Policy supports equal opportunity in employment to all persons regardless of race, color, national origin, sex, pregnancy or pregnancy-related conditions, actual or perceived sexual orientation or gender identity/expression, age, religion, active or retired veteran status, g... |
This policy also prohibits harassment and discrimination in employment, including hiring, promotion, assignment, discharge, benefits, compensation, and training. |
Guest service and professionalism are upheld to the highest standard in our operations, and inappropriate behavior toward employees is not tolerated. |
Our employees receive guidance and support in responding to disrespectful guest behavior, with reporting structures in place to ensure each situation is handled with an appropriate response that upholds our standards of conduct and workplace safety. |
This information is detailed in the Preventing Harassment and Discrimination Policy and in the Employee Interaction with Guests and Other Third Parties Policy. |
O V E R N A N C E R E P O R T Wynn Resorts adheres to the American Gaming Association’s Best Practices for Anti-Money Laundering (AML) Compliance. |
Each of the Company’s AML business units undergoes a periodic money laundering risk assessment at least once every two years. |
These risk assessments inform the development and periodic updating of the compliance policies, procedures, and controls. |
Establishing a system of internal controls and policies and procedures to assure ongoing compliance with AML requirements. |
• Ensuring independent testing of AML compliance, of a scope and frequency that matches the money laundering and terrorist f inancing risks present. |
• Training casino personnel, as warranted for individual jobs, in the identif ication of unusual f inancial transactions or suspicious activities, in the recording and aggregation of currency transactions, and in all legal requirements and the casino’s compliance policies and procedures. |
• Designating an individual or individuals responsible for assuring day-to-day AML compliance within each AML business unit. |
The Wynn Resorts Board of Directors is ultimately responsible for ensuring that the Company’s management effectively implements and maintains this policy. |
In order to meet this responsibility, the Board receives periodic reports on AML compliance from the Board’s Audit Committee, the Wynn Resorts Compliance Committee, and Senior Management. |
The Chief Global Compliance Officer is responsible for the day-to-day administration of the Company’s overall compliance plan and ensures that each of the Company’s AML business units has a qualif ied AML off icer, who is responsible for developing, implementing, and managing that business unit’s AML compliance policy. |
Each AML business unit conducts regular auditing as required to maintain compliance with all applicable laws and regulations. |
O V E R N A N C E R E P O R T Responsible Gaming and Responsible Marketing Limited properties and online wagering entity adhere to the AGA’s Code of Conduct for Responsible Gaming. |
We pledge to make responsible gaming an integral part of our daily operations. |
Patrons may request at any time to be removed from any promotional mailings and for revocation of casino-specif ic privileges such as access to markers, player card privileges, and on-site check cashing. |
We reserve the right to exclude a patron from gaming without a request from a patron. |
WSI US, LLC (dba “WynnBET”) also offers the option for patrons to SelfLimit or Self-Exclude from the online wagering site/application. |
More information on WSI’s Responsible Gaming practices is available here. |
We provide current education to new employees on responsible gaming and provide periodic refresher training. |
We make information available to all patrons explaining the probabilities of winning or losing at the various games offered by our casinos. |
As a Company that takes pride in guest loyalty, publishing accurate and consistent information is the foundation of building trust with our customers. |
Responsible marketing is part of the communication strategy across our business and is part of our commitment to responsible gaming. |
We advertise responsibly by including a responsible gaming message and a toll-free help line number in advertising messaging related to gaming where practical. |
We place media where most of the audience is reasonably expected to be above the legal age to participate in gaming activity. |
We do not feature marketing designed to appeal to individuals under the age of 21. |
Wynn Resorts is a sponsor of the International Center for Responsible Gaming (ICRG), a research and educational organization aimed at reducing gambling-related harm worldwide. |
Facilitation of Non-Compliance Reporting and Whistleblower Protections For grievances or reporting violations of Company policies, employees have several reporting options, including an anonymous reporting system. |
Employees will not be subject to retaliation or adverse employment action because of a good faith report of suspected misconduct or for assisting in any investigation of suspected misconduct. |
O V E R N A N C E R E P O R T Our Code of Business Conduct and Ethics provides that political contributions (either directly or through our political action committee) may only be made with the review and approval of our Global Chief Compliance Officer (Compliance Officer). |
Proposed political contributions are subject to an internal control process, designed to confirm compliance with all applicable laws, including contribution limits, and to confirm that all political contributions are to promote our business interests. |
The Company’s Government Affairs Department provides a quarterly report to the Compliance Officer summarizing all political contributions made by the Company in the prior quarter. |
Wynn Resorts follows all applicable federal, state, and local laws and regulations related to disclosure of political contributions. |
Like many organizations, Wynn Resorts will engage in lobbying efforts where appropriate. |
From time to time Wynn Resorts has worked with government relations f irms and internal staff for lobbying in various jurisdictions. |
The company follows all relevant laws and regulations for registration and disclosure of its lobbying activities. |
The company is also a member of various trade associations which will often engage in lobbying activities. |
Recent policy at the federal, state, and local level has focused on f inancial assistance for certain industries and businesses. |
While Wynn Resorts and the Trade Associations it is a member of have engaged in lobbying certain provisions of these policies, the company currently does not receive direct f inancial assistance from any government entity. |
The only tax abatement or preferential tax treatment that the company receives stems from so-called “Green building credits” related to the properties that Wynn and its subsidiaries operate. |
, we believe only people make people happy. |
The exacting level of service provided to our guests by Wynn Resorts employees requires far more than skill; it is an art form. |
Wynn’s more than personal responsibility to take care of our guests and of each other. |
It is among the reasons why Wynn Resorts holds the most Forbes Travel Guide Five-Star Awards of any independent resort company. |
There is simply something different about a Wynn Resorts employee: something singular and special that helps our guests feel welcome the moment they cross our threshold. |
From day one, the Wynn Resorts brand has been driven by excellence, attracting a team of dedicated professionals with unparalleled ambition and the ability to spark human connections. |
We are a collection of proprietors, each taking full ownership of their area as if their name was on the building itself. |
Identifying, developing, and retaining high-quality talent is a critical business imperative for Wynn Resorts. |
Five-star service, in other words, depends on f ive-star employees who feel valued by a company they can believe in and trust. |
We also greatly respect an employee’s right to freedom of association and right to be a member of a trade union, maintaining an open and supportive dialogue with trade union leaders to ensure that each employee’s voice is heard and understood. |
As has been true throughout our Company’s history, Wynn Resorts remains dedicated to building a progressive, diverse, equal, and inclusive environment. |
We value respect and safety above all, so each employee can show up to work every day, without exception, as his or her true and authentic self. |
Ultimately, our employeerelations mission remains clear: to foster excellence throughout the lifetime of a career, a goal that allows Wynn Resorts to maintain its status as the luxury hospitality industry’s employer of choice. |
This section highlights our strides in choice in our U.S.-based operations. |
For details on how our Macau operations have developed and supported their workforce, please visit the Wynn Macau Limited Sustainability Report here. |
of Wynn employees in North America held positions of management in 2021. |
of Wynn employees in North America earned above minimum wage in 2021. |
I L Launched in the Diversity & Inclusion Strategic Plan, the refreshed Diversity & Inclusion Advisory Council ensures that all groups throughout the Company are represented. |
The D&I Advisory Council provides departmental perspective regarding activation and engagement of diversity and inclusion initiatives during monthly meetings. |
When a new initiative launches, the Council monitors implementation and engagement strategies. |
The D&I Advisory Council assists in stewarding messaging by identifying diversity champions to ensure initiatives, events, and objectives reach frontline workers. |
This focuses on our responsibility to our stakeholders to operate as a respectful workplace, welcoming marketplace, and inclusive community partner. |
In the conversation on a diverse and inclusive workforce by hiring Glenda Swain, Wynn’s first Vice President of Diversity & Inclusion (D&I). |
Her role is responsible for recruiting and retaining a diverse workforce. |
Diversity programs are planned and directed through this office, ensuring voices are heard and amplified, especially from underrepresented groups. |
The VP of Diversity & Inclusion manages advancement at all levels of the Company through thoughtful initiatives to grow diversity among our leadership. |
As a result, the Company goes beyond the legal compliance included in harassment and anti-discrimination policies. |
of Wynn Resorts Executives in the North America were female in 2021 27% of Wynn Resorts Executives in North America represented minority ethnicities in 2021 Additional detail on our workforce diversity and employee demographics is highlighted in our EEO-1 Reports. |
R A M Early in the Diversity & Inclusion Strategic Plan, Wynn Resorts adopted new hiring programs to create a more diverse and inclusive workforce. |
The conversation advanced through hiring practices intended to improve the ethnic diversity representation among each level of leadership and recruitment programs to bring more diverse candidates into the hiring pipeline, specif ically addressing diversity at the director level, and above. |
One program is an internal management pipeline designed to identify gender and ethnic minorities with high leadership potential. |
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