Star Entertainment: money laundering claims to teetering on the brink
(Reuters) - Australia's beleaguered casino operator Star Entertainment has received an offer of A$250 million ($158 million) from U.S. casino group Bally's for just over half of its shares, as the debt-laden casino operator reviews options to stay afloat. Years of regulatory scrutiny and penalties following money laundering accusations, management exodus, and border closures due to COVID-19 have pushed Star, the country's second-largest casino operator to the brink of bankruptcy. Here is a timeline of the firm's struggle to keep the lights running at its casinos over the past four years.
Late 2021
Media outlets reported that Star's own internal review accused the company of failing to rein in money laundering and fraud at its two resorts.
The state of New South Wales began a public inquiry and Australia's financial crime regulator (AUSTRAC) initiated a probe into possible breaches of anti-money laundering (AML) laws at Star's largest casino in Sydney.
January 2022
AUSTRAC broadened its investigation into Star over possible breaches of AML and counter-terrorism laws at the company's casinos.
March 2022
Star's CEO Matt Bekier resigned due to AUSTRAC's probe.
June 2022
Queensland state launched its own investigation into Star. The company also has casinos in Brisbane and the Gold Coast.
September 2022
New South Wales inquiry found Star unfit to hold a casino licence in the state.
December 2022
Star handed an A$100 million penalty by the Queensland government.
Early 2024
Star faced a second inquiry in NSW after the casino regulator accused the company of failing to improve its governance to a satisfactory degree. Star's new CEO and CFO quit.
June 2024
Star appointed Steve McCann, a former CEO of Crown Resorts and property giant Lendlease, as its new CEO to lead it through another regulator inquiry in New South Wales.
August-September 2024
Star was again found unfit to hold the licence in Sydney and filed its annual results a month past the regulatory deadline. The company said its corporate lenders agreed to provide a debt facility of up to A$200 million.
October 2024
Star fined A$15 million by the New South Wales' gaming regulator.
January 2025
Star said its available cash was A$78 million at the end of December 2024.
February 2025
U.S.-based Oaktree offered to refinance A$650 million of Star's debt in what could be a major lifeline for the cash-strapped firm. Star failed to post its interim results by the February-end deadline and again spoke to financiers about a bailout.
March 2025
Star received a bailout offer in the form of a refinancing proposal with potential to provide debt funding of up to A$940 million and an A$250 million bridging facility. The company also said it would sell 50% stake in its Queen's Wharf project in Brisbane to Far East Consortium International and Chow Tai Fook Enterprises.
Star also received a proposal from U.S.-based casino operator Bally's Corp to inject A$250 million of funding, in the form of a capital raise leading to Star issuing convertible notes to its existing senior lenders.
($1 = 1.5972 Australian dollars)

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles


USA Today
41 minutes ago
- USA Today
Summer kicks off with a new corporate perk aimed to ease employees' stress
Summer kicks off with a new corporate perk aimed to ease employees' stress Companies looking to ease employees' stress over the summer are offering a new perk -- discounted summer camp and childcare. Show Caption Hide Caption More men are becoming family caregivers Men face a unique set of challenges when it comes to stepping into the role of a caregiver. Kids might be excited about the end of the school year and for summer to begin, but many working parents who don't know how to fill their kids' long summer days may be feeling some dread right about now. AT&T is trying to change that. The third largest U.S. wireless carrier is launching an onsite summer camp at its Dallas, Texas, headquarters in June to give its employees more convenient options for reliable childcare during the school break. Childcare outranked any other perk including mental health support, paid maternity/paternity leave and tuition reimbursements as a benefit employers aimed to offer their workers last year, according to a survey of corporate-suite and human resource leaders. One in 5 employees said they had left a job because their employer didn't provide family care benefits, and a lack of childcare benefits topped the list of reasons they sought another job. 'The summer camp was in response to specific asks and pain points our employees had,' said Matt Phillips, AT&T assistant vice president of benefits. But childcare isn't the only caregiving people ask for nowadays, he said. People want help caring for every important person, or sometimes pet, in their lives, he said. What's different about summer? 'When planning vacations and summer activities, there may be days sporadically that fall throughout the summer when people need some childcare,' Phillips said. To help ease worries of what to do with kids on those days, AT&T employees can register their children ages 4-12 for the 10-week onsite camp that runs weekdays from 8 a.m. to 6 p.m. Families have the flexibility to book one or multiple days whenever they'd like throughout the summer. There's no weekly sessions or commitments required. If employees use their backup care benefits, a day of camp would cost $15 for one child or $25 for two or more children. AT&T backup care allow workers up to 10 days of subsidized childcare if their primary care option is unavailable, and they can't take time off. They can choose center care for $15 per day or in-home care with a Bright Horizons caregiver for $4 an hour. Bright Horizons runs childcare centers and early education services nationwide. Additional days of summer camp can be bought at a discounted rate. Tell us: The caregiving crisis is real. USA TODAY wants to hear from you about how to solve it. What are other types of caregiving? Caregiving has typically meant childcare, but the COVID-19 pandemic, an aging population and rising costs have expanded the definition to include siblings, parents, grandparents and even pets. Gen Z through Gen X and even some of the youngest members of the Baby Boomers who expect to retire soon are demanding personalized benefits beyond retirement funds, salary and vacation days. Job seekers, even those fresh out of school, now have a 'holistic outlook,' said Blayre Riley, 22. 'We're not just looking at salary.' Riley doesn't have kids, but she has a 6-year-old kid brother. Her job benefits allow her to use so-called caregiver days, which are paid hours she can use to take care of a sick friend, relative or other loved one or take them to appointments, for example. With these benefits, if her little brother 'has a class party, I can go in the morning and come back to work in the afternoon, and it doesn't feel like a burden to my team,' Riley said. 'Or if he has a day off school and my parents work, I can spend time with him.' 'My dad always talks about when I was younger, his job didn't have this flexibility and when my mom was sick, he couldn't take her to doctor's appointments,' she added. 'Now, my job has it, and it can exist for everyone.' Education help: College applications are stressful. Here's how more companies are helping. New perks: Some workers are job hopping for fertility benefits. Employers are trying to keep up. What's at stake? The lack of available childcare alone costs the economy $122 billion every year, according to a 2023 study from the bipartisan Council for a Strong America. Yet, just 12% of all U.S. workers have access to childcare benefits through their employer, and only 6% of those who work part-time or in the lowest income quartile do, according to a Boston Consulting Group study published last year. Family caregivers ages 50 and older who leave the workforce to care for a parent lost $303,880, on average, in income and benefits over a caregiver's lifetime, according to a 2016 Families Caring for an Aging America study. The breakdown was as follows: $115,900 in lost wages, $137,980 in lost Social Security benefits, and conservatively $50,000 in lost pension benefits. Still, only 13% of companies offer eldercare referral services, and just 1% of companies offer employees subsidies for eldercare, according to SHRM's 2024 Employee Benefits Survey. Lack of support leads to caregiver burnout. Half of caregivers said caregiving increased their level of emotional stress, while 37% said it impacted their physical feelings of stress according to a 2023 AARP survey. What can companies do? Companies 'must address new needs, particularly around things like caregiving benefits, absence and leave benefits, and wellness benefits in all forms, as well as personalizing/customizing benefits to keep their workers happy,' said Bryan Hodgens, head of research at Life Insurance Management Research Association, or LIMRA, in a report. Comprehensive caregiving benefits like flexible work arrangements, paid leave, financial support, and access to education, consultations, resources, and digital caregiving platforms can improve workers' wellbeing and boost businesses. BCG found that childcare benefits alone deliver returns of up to 425% of their cost for companies across the U.S. Aside from caregiving, it's imperative companies also offer employees opportunities for self-care. Healthier habits help keep healthcare costs down for both employees and employers. AT&T, for example, offers a Wellbeing Choice Account to reward employees for healthy habits. Employees and their partners or spouses can each earn up to $750 annually for completing wellness activities like getting their annual physical. They can then use that money to go towards fitness classes, an exercise bike, student loan repayment, massages and facials, and healthy meal kits. 'It's like free money because you're getting paid to do things you should be doing anyway,' said Ryan Stafford, an AT&T employee who used his rewards to buy a nicer bike than he would have been able to afford. 'l had no guilt spending a little more,' he said. Medora Lee is a money, markets, and personal finance reporter at USA TODAY. You can reach her at mjlee@ and subscribe to our free Daily Money newsletter for personal finance tips and business news every Monday through Friday.
Yahoo
2 hours ago
- Yahoo
Ukraine says it shot down Russian Su-35 fighter jet
KYIV (Reuters) -Ukraine's air forces shot down a Russian Su-35 fighter jet on Saturday morning, the Ukrainian military said. "This morning, on June 7, 2025, as a result of a successful Air Force operation in the Kursk direction, a Russian Su-35 fighter jet was shot down," the military said on the Telegram messenger. It gave no more details. Russian forces have not yet commented on the matter while Reuters could not independently verify the report. Ukraine's security agency, the SBU, conducted a large drone attack on over 40 Russian military aircraft last week, damaging or destroying tens of Tu-95 and Tu-22 strategic bombers, which Russia uses to fire long-range missiles at Ukraine.

Business Insider
2 hours ago
- Business Insider
Can JPMorgan be unionized? Employees turn to their peers at Wells Fargo for advice.
A budding movement is taking shape to unionize staffers at JPMorgan Chase, America's biggest bank by assets. If the yearslong unionization effort at Wells Fargo is any indication, they could have a long road ahead. Last week, JPMorgan's organizers hosted a virtual meeting with a unionizer who was involved in Wells Fargo's effort to "share lessons learned," according to an email shared with members earlier this week. The Wells Fargo drive, which is also supported by a coalition called the Committee for Better Banks, has stretched on for two years with little success. The meeting resulted in the following advice, according to a post on the JPMC Workers Alliance's official website: "Build trust before going public." "Use natural workplace conversations (e.g. breaks, lunch, text conversations) to test the waters and build confidence." "Talk outside of work with colleagues to gauge their sentiment." "Keep management in the dark about the process." "Push back against illegal management activity. Managers may not *SPIT: Surveil, Promise, Interfere, or Threaten with respect to unionizing activity or outcomes — but they may not know this." "Reframe the risks to increase confidence: The status quo is the real hazard. Would they fire the whole department?" JPMorgan's unionization effort was spawned in large part by the bank's return-to-office policies. Earlier this year, JPMorgan summoned the roughly 40% of its workers who were still on a COVID-era hybrid work schedule back to their desks five days a week, kicking off complaints from employees of the Polaris campus, a major technology hub for the firm. Unlike JPMorgan's investment bankers, tech workers had been working from home a couple of days a week. It's unclear how many JPMorgan workers have agreed to unionize as a result, but the JPMC Workers Alliance website boasts members from a number of US states, including New York, Delaware, Florida, Illinois, Ohio, Texas, as well as multiple cities in the United Kingdom. To build support, JPMorgan's organizers have been handing out flyers and hosting events, including a recent pizza party at JPMorgan's massive Polaris campus in Columbus, Ohio, which attracted hundreds of employees. New members are vetted by a group of organizers responsible for confirming their identities and welcoming them to the alliance's group chat on Discord, a messaging app popular with video gamers. The event drew an estimated 250 to 300 workers, said a JPMorgan employee affiliated with the union who requested anonymity to protect his job. As employees lined up to grab a slice, organizers approached them to discuss the labor movement and its goals, this person said. "Happy International Workers Day," read the flyers, which were viewed by Business Insider. "Did your leadership thank you today? You deserve better." The handouts asked questions like: "Have you had to stand in the rain waiting for the shuttle?" "Was 30 days enough notice for you to find child care before RFTO?" The acronym refers to the full-time return to work. "Have you struggled to find an open desk?"