Mashantucket Pequot and Native American Preference Law
Note: This law applies to the Tribe and most businesses operating on the Reservation.
Overview
The Mashantucket Pequot Tribal and Native American Preference Law (Preference Law), Title 33 M.P.T.L., generally provides for preference in employment opportunities on the Mashantucket Pequot Reservation for Tribal family members and Native Americans who meet the minimum necessary qualifications of the positions. Certain exceptions apply.
Employment opportunities on the Reservation are posted to the local Native American community in various sources, including:
- foxwoods.com/careers (for jobs with the MPTN, including Foxwoods)
- facebook.com/MEROmessage (for jobs with businesses other than the MPTN)
When the Tribe is the employer, preference in employment opportunities must be provided first to members of the Mashantucket Pequot Tribe (Tribal Members), second to Spouses and Adopted Children of Tribal Members and third to Native Americans who are members of tribes with federal, state, Canadian First Nation, or Mashantucket Pequot recognition. Generally, employment opportunities include hire, transfer, training, promotion and retention (non-disciplinary). In addition, Tribal Members and their Spouses and Adopted Children receive advance notification of position openings, preference in shift assignments, and early out preference. All preference categories receive accommodations for cultural convictions unique to the individual's Native American culture if an accommodation does not cause the employer hardship.
If the employer is not the Tribe, preference in employment opportunities is required to be given to members of federally recognized Indian Tribes who live on or near a reservation. Generally, employment opportunities include hire, transfer, training, promotion and retention (non-disciplinary).
The MERO's responsibilities under the Preference Law include 1) educating employers and employees about the requirements and benefits of the law, 2) establishing and monitoring requirements for employer compliance with the law, 3) receiving and investigating complaints, and imposing remedies for noncompliance, 4) assessing civil penalties in certain cases, and 5) representing the MERO before the Tribal Court in enforcement and appeal actions.
