Your Voice
Introduction
We are committed to maintaining a working environment where employees feel safe, respected, and heard. Through open communication, supportive management and various channels for providing feedback about your experience working at JOE, we strive to create a culture where everyone can thrive.
To ensure this, we have established a series of steps on how to provide feedback, raise concerns or if you experience any misconduct in the workplace.
Juicer
Leader
Specialist
If you are curious, you can read more about our Moneyball program and your opportunities HERE.
Raise a Concern
If you encounter any issues or witness misconduct in the workplace, we encourage you to address them as soon as possible, using the following guidelines. Regardless of the nature of the situation, we want to ensure it is resolved so you can focus on your daily tasks.
Manager
We strongly encourage open dialogue with your manager regarding any challenges, issues, or concerns you may face in your daily work — whether they are smaller everyday challenges, questions, conflicts with colleagues, or other concerns. Your manager, whether it's the Bar Manager, Regional Manager, or Area Manager, is here to help and will address any challenges you encounter. Please reach out the manager you are most comfortable addressing your enquiries to.
People Team
Your local People Team is dedicated to supporting you with any concerns that you may not feel comfortable discussing with your managers. This includes issues related to colleagues, perceived unfair treatment, or misconduct. Please reach out to the People Team.
You are also welcome to submit a written complaint regarding any workplace issues. You can use the provided form here or create your own document. Once completed, please submit the document to Peopledk@joejuice.com.
Whistleblower
The main purpose of the Whistleblower system is to permit anonymous reporting of matters such as corruption, fraud, bribery, conflicts of interest, health and safety dangers, and misconduct which is reportable to law enforcement or regulators. You have a duty as an employee to make a report if you become aware of such activity.
The Whistleblower system can also be used to report other concerns such as sexual harassment, theft, bullying, and discrimination. Please be aware that to investigate some of these issues we will need to know your identity to fully investigate.
We recognise that sometimes, despite our best intentions and efforts, the behaviour of our staff and partners may not live up to our standards. We are grateful to receive all reports of when this is believed to have happened and appreciate the courage it takes to raise a concern. These reports are an opportunity to make JOE even better. All reports are strictly confidential, and we have a strict non-retaliation policy.
Provided you make a report in good faith there will be no recriminations for you. This is very important to us that this is understood as we want to encourage people coming forward with legitimate concerns.
C-Suite
Engagement Survey
On a quarterly basis, you will be asked to provide your honest feedback through a survey from a third party called Peakon.
You will receive the link to the survey either through email or text message. You will be asked to rate each question in the survey and also have the option to provide comments all of which will remain anonymous.
Your participation helps us proactively identify key areas for improving the business, our overall company culture, and team engagement. Your responses are anonymous, allowing you to share honest feedback without concerns about exposure. We highly value and appreciate honest and detailed feedback, as it guides our leaders to take impactful actions.
Learn more about the Employee Engagement survey and Peakon using the following link here.