If you're interested in picking up shifts as a casual Cellarperson to gain new skills or earn extra income, please apply here!! This is a great opportunity to learn more about the hospitality and customer service industry.
At The Star, we have developed a fair and consistent process for managing Multi-hire opportunities across all properties. Our focus is on properly recording employees' work schedules while prioritizing their well-being throughout the process.
Your application will be reviewed by the leader of the department to which you are applying. They will contact you when Multi-hire opportunities become available.
If your application is successful, you will be offered a contract for your Multi-hire role. This contract must be signed and returned to People Services before you can begin any shifts under the Multi-hire arrangement.
We are committed to ensuring that this process is transparent, fair, and focused on the best interests of our employees.
FAQ’s
How many Multi-hire roles can I hold?
To ensure we can properly monitor your well-being, you are permitted to hold a maximum of four (4) roles in total, three (3) Multi-hire roles and your primary role.
I work as a Food & Beverage Attendant in one restaurant. Do I need Multi-hire to work as a Food & Beverage Attendant in a different restaurant on the same property?
No, this does not count as Multi-hire. If you wish to work in a different restaurant, please discuss the opportunity with your Leader, who will help facilitate this within the available options.
Can I swap my primary role contracted hours to my Multi-hire role?
You must be rostered in accordance with the contract of employment for your primary role. For example, if your primary role is a Dealer with a minimum of 32 hours per 2-week cycle, you are required to be rostered for those 32 hours. You cannot transfer these hours into your Multi-hire role.
What if I work over 100 hours in 2 weeks across both my primary and Multi-hire roles?
If your total working hours exceed 100 hours in a two-week period, your Leader will review your schedule and may remove shifts from your Multi-hire role to ensure you are sufficiently rested for your primary role.
What if I want to work this weekend but haven’t received the contract for the Multi-hire position?
You are not permitted to begin work until the contract for your Multi-hire position has been signed and processed by People Services. Additionally, all Multi-hire scheduling will now be handled exclusively through the proper process by Workforce Management.
Can I do Multi-hire just to assist with one event?
Multi-hire is not intended for one-off occasions. It is designed to provide team members with opportunities to develop additional skills and advance their careers. If you are interested in assisting with a specific event, please speak with your Leader to explore other options.
What if I don’t work in my Multi-hire role for more than 3 months?
A review will be conducted every 3 months for active and inactive Multi-hire roles. If you have not completed any shifts in your Multi-hire role within 3 months, it will be ceased. This ensures that you maintain the necessary skills to perform the role effectively.
If I’m facing performance issues in my primary role, can I take on more shifts in my Multi-hire role?
No, as your employment contracts are linked, your performance across both roles is subject to the same review process. If you are facing performance issues in your primary role, you may not be permitted to pick up additional shifts in your Multi-hire role.
What if I resign from my primary role and want to keep my Multi-hire role?
Unfortunately, if you resign from your primary role, you will also be required to resign from your Multi-hire role. However, if opportunities arise within your Multi-hire position, you may apply for an internal transfer through the normal process.
Who do I contact for more information about Multi-hire opportunities?
You can contact the Talent Acquisition team or speak with your Leader for further information regarding Multi-hire opportunities.
