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Star Entertainment Group

Is this your company?

Casino dealer at The Star: A job of extremes - some great perks, but also some serious flaws. - Table Games Dealer Star Entertainment Group Employee Review

3.0
May 6, 2013
Recommend
CEO approval
Business outlook

Pros

- Free buffet - Uniforms laundered daily - Free light rail from Central Station - Hourly rate is decent for what you do - Fairly quick and easy to go from dealer to supervisor (2-3 years), with a pay rise with each new table game you learn. - Don't take your work home with you. - Every day you have a different pit boss or supervisor, so if you dislike somebody you don't have to work with them very frequently. - Interesting mix of cultures, can have some interesting conversations with the friendly customers. - Sometimes pretty darn fun! If you have good players. - You can swap as many shifts as you like with friends and colleagues.

Cons

- Really negative culture in the workplace (management is a 'boy's club', and rather than taking responsibility and supporting their employees, they tend to blame and punish). - Recent structural changes have made the possibility of promotion from supervisor to pit manager far more unlikely. - Job can be very stressful and emotional at times, with both customers and managers being intolerant of (inevitable) human error. Quite dehumanising job. - A lack of encouragement and support. - Everybody finds the scheduling department very frustrating. e.g. It can be difficult to get annual leave if you don't plan 9 months in advance.

Explore other reviews about Star Entertainment Group

5.0
Sep 23, 2020
Recommend
CEO approval
Business outlook

Pros

Good stuff. Good people. good pay.

Cons

nashville tourist can be a pain

2.0
Nov 15, 2024
Recommend
CEO approval
Business outlook

Pros

1 free meal per shift, free laundry, easy work

Cons

Hard to get time off, extremely hard to change shift, inflexible for uni students, sometimes toxic management depending on who is working that day, nepotism, no career advancement except for 2% of people who appeal to upper management, high staff turnover, treated like a number.

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