Our Culture
OUR HANDBOOK
Welcome to Helen & Joey
Our ongoing success relies on having quality people like you and your fellow team members. We have prepared this handbook to answer some of the questions that you may have concerning Helen & Joey Estate and its policies.
This handbook is intended solely as a guide. Please read it thoroughly. We encourage you to reach out with any questions you may have. No question is too small, we are committed to developing an environment of open communication.
Together, as a passionate and united team, our aspiration for our wonderful venue is to be more than just a destination. We envision Helen & Joey Estate as a place where guests can immerse themselves in the beauty of nature, savor the artistry of our wines, and share meaningful moments with loved ones. By prioritising exceptional service, innovative experiences, and sustainable practices, we are dedicated to making Helen & Joey Estate a place that resonates deeply with all who visit. Whether it’s an overnight stay, an intimate dining experience, or a visit to our cellar door, we promise authentic, immersive, and memorable moments. Together as a team, we continue to achieve this.
We hope you find your time with us to be a fun, enjoyable, and a rewarding experience.
Helen Xu
This Handbook
We want you to understand how we do business and how important you and every team member is to us.
The summary of the policies stated in this handbook may change from time to time. We have put in considerable effort to make sure the information is clear and comprehensive.
However, if you need more details or have any questions, please don’t hesitate to ask. We are happy to provide further clarification as needed.
Our Focus
We love our business, and we hope you will too.
At Helen & Joey Estate, our commitment lies in delivering exceptional customer service that withstands the test of time. With a wealth of experience spanning over 15 years and a long list of delighted and loyal customers, we stand out as a model of excellence in fine dining experiences and luxury stays.
We take pride in our vibrant culture and recognise the crucial role our team members play in our collective success. Every member of our team is integral to delivering exceptional service and creating memorable experiences for our customers and guests. We appreciate the dedication and ongoing contributions of each team member, which are fundamental to the excellence of our establishment.
Who We Are
The success of Helen & Joey Estate is not solely determined by the work we deliver but also by the perception of our actions and conduct We uphold the values of integrity, fairness, and professionalism as guiding principles in all our decisions and endeavours. These values serve as our moral compass, ensuring that we consistently act in the best interests of our clients and uphold the highest standards of conduct.
Our Values
Teamwork
Contribution to the team reflected in flexibility, reliability, dependability, commitment to own and team goals, communicating effectively, consulting with, and acknowledging others.
Customer Focus
Focuses on the best outcomes for the business and the client and demonstrates a commitment to meet clients’ needs and requirements with professionalism.
Positive Work Ethic
This includes demonstrating a ‘can-do’ attitude, positivity, motivation and the ability to use initiative and get things done.
Honesty & Integrity
Demonstrating honesty and fairness, being ‘up-front’ in communications, and being consistent and professional.
Respect
Demonstrating honesty and fairness, being ‘up-front’ in communications, and being consistent and professional.
Timeline
2010 The picturesque Fernando Vineyard was acquired, marking the beginning of our journey
2011 We welcomed our first team members, laying the foundation for future growth
2012 Our first vintage was crafted, characterised by a modest but promising yield
2012 The Helen & Joey Estate brand was officially registered, setting the stage for our identity
2014 Our debut bottle of wine, the 2012 Pinot Noir, was proudly bottled
2015 The rustic tractor shed was transformed into our charming old cellar door, inviting visitors to explore
2015 Visionary plans for Re’em were initiated, sparking excitement for the future
2016 We celebrated our first international exports, reaching wine enthusiasts in the US, Japan, and China
2018 We obtained the long-awaited plan permit from the local government, and our winery achieved record-breaking turnover
2019 Construction of the Re’em building commenced, bringing our ambitious vision to life
2021 The state-of-the-art new winery was completed, enhancing our production capabilities
2023 Our luxurious hotel, restaurant, and cellar door,” Re’em Yarra Valley,” opened its doors, offering an all-encompassing wine country experience
Life at our Business
Organization Chart
Probation
Team members permanently appointed are required to serve a minimum period of six months’ probation. This allows either the employer or the employee to terminate the employment for any reason. The purpose of a probationary period is for both parties to decide whether the team member is suited to the position in our business .
Employment Policies
This is a summary of the key policies to adhere to while you are employed with us.
Please consult the complete policies, which are readily accessible, and don’t hesitate to seek clarification or discuss any points you find unclear or challenging to comply with.
Code of Conduct
Our business recognises the importance of a work environment that actively promotes best practices. The purpose of this Code is to describe the standards of behaviour and conduct expected from workplace participants in their dealings with customers, suppliers, clients, co-workers, management, and the general public.
The Code applies to all team members, agents, and contractors (including temporary contractors)
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Compliance with this Code is expected, and non-compliance may result in disciplinary action up to and including the termination of employment or contract for services.
The Code of Conduct includes;
Acting honestly & fairly – Compliance with laws, policies & procedures
Follow management instructions – Act professionally
Not discriminate – Report any breaches immediately
Not use work time for private gain – Not steal, defraud or act criminally
Follow WHS regulations – Not make false or misleading claims
Not cause embarrassment to others – Not abuse your position for personal gain
Respect company property – Respect company clients
Not work for a competitor – Avoid conflicts of interest
Don’t fight in the workplace – Don’t use inappropriate language in the workplace
Conflict of Interest and Disclosure
The business has a responsibility to avoid any conflict of interest. A conflict of interest may arise where a team member enjoys benefits or income other than from the business. Where this is the case, it is your duty to disclose the nature of the interest to the business owner such that it may be discussed.
The nature of this discussion will include whether the interest or income source is a result of personal exertion, industry, skills, times, and location.
Should you currently be engaged in or wish or intend to become engaged in any other employment or contracting you are obliged to disclose and discuss this with the business owner such that it can be managed appropriately to the benefit of all parties.
Equal Employment
Employment shall be based upon merit, qualification and competence and employment practices shall not be influenced or affected by virtue of an applicant’s or team member’s:
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Sex
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Nationality
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Race
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Age
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Religion
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Marital Status
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Disability
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Political opinion
All team members are entitled to access employment, promotion, training, transfers and the benefits of employment on the basis of merit. They will be assessed on their skills, qualifications, abilities, prior work experience and aptitude.
We will positively seek to identify and eliminate all discriminatory practices both direct and indirect and will strive to maintain a workplace free of harassment.
All team members have a legal and moral responsibility to treat each other fairly and are expected to fulfill these responsibilities as a condition of employment.
Confidentiality
Our business confidentiality policy explains how we expect our team members to treat confidential information. Team members will unavoidably have access to personal and private information about clients, partners and our business. We want to make sure that this information is protected.
We must protect this information for two reasons. It may:
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Be legally binding
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Gives us a competitive advantage (example: Our Procedures)
Confidential and proprietary information is secret, valuable, expensive and/or easily replicated.
We expect you to;
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Lock or secure confidential information at all times
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Securely dispose of confidential documents when they’re no longer needed
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Make sure they only view confidential information on secure devices
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Only disclose information to other employees when it’s necessary and authorised
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Keep confidential documents inside our company’s premises or storage locations, unless it’s absolutely necessary to move them.
We do NOT want you to;
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Use confidential information for any personal benefit or profit.
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Discuss confidential information to anyone outside of our company.
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Copy confidential documents and files and store them on insecure devices.
Harassment and Grievances
Intimidation, hostility, offensiveness, sexual harassment, and unfair discrimination in the work place are examples of unacceptable behavior and will not be tolerated under any circumstances.
Sexual harassment is recognised as a form of sex discrimination, and is illegal under the State Anti-Discrimination Acts, and the Commonwealth Sex Discrimination Act 1984. It is also considered by the business to be inappropriate workplace behaviour.
What is Harassment?
Harassment is intimidation, hostility, offensiveness or sexual harassment.
Harassment also;
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Includes unfair discrimination.
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Personality clashes between staff do not constitute harassment.
Grievances?
Should you have a grievance or believe that a certain procedure or practice can be modified or changed to the benefit of your work output and the business, you are encouraged to contact management to resolve the matter.
If the matter is not resolved satisfactorily or it is inappropriate for the employee to discuss the problem with their supervisor, a Grievance/Complaint form should be completed. You will then be advised of a plan of action to resolve the matter.
Workplace Bullying
It is a policy of our Company that no worker shall be subject to bullying in the workplace. Bullying is defined as: “Workplace bullying is repeated and unreasonable behaviour directed towards a worker or group of workers that creates a risk to health and safety.”
It is a risk to health and safety because it may affect the mental and physical health of workers. Taking steps to prevent it from occurring and responding quickly if it does is the best way to deal with workplace bullying.
Bullying can take different forms including psychological, physical, or even indirect — for example deliberately excluding someone from work-related activities. It can be obvious and it can be subtle, which means it’s not always easy to spot.
Some examples of workplace bullying include:
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Abusive or offensive language or comments.
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Aggressive and intimidating behaviour.
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Belittling or humiliating comments.
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Practical jokes or initiation.
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Unjustified criticism or complaints.
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We are committed to providing a workplace free of bullying.
Workplace Surveillance
This is notice that continuous and ongoing camera surveillance will be carried out on our premises. Anyone attending the premises may regularly be subject of surveillance.
What will we use the surveillance for ?
- We may use and disclose the records for the following purposes;
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Related to the employment of employees or their business activities.
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To the police regarding connection, investigation or prosecution of an offence or connection to legal proceedings.
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To avert threats to people or damage to property
Social Media
This policy is intended to provide clarity to all employees on how to conduct themselves with social media. It also informs them of their responsibilities when using social media.
It aims to encourage team members to find a voice in social media, but at the same time protect the interests of our business.
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Don’t provide Company or a client’s, partner’s or supplier’s confidential or other proprietary information and never discuss Company business performance or other sensitive matters about business results or plans publicly.
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Don’t cite or reference clients, partners or suppliers on business-related matters without approval.
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Don’t publicly publish information or photos from any of the Companies functions, offices, data centres, workplaces or customers without prior approval from those in the photos and management.
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Respect your audience. Don’t use ethnic slurs, discriminatory remarks, personal insults, obscenity, or engage in any similar conduct that would not be appropriate or acceptable in the workplace. You should also show proper consideration for others’ privacy.
Be aware of your association with the business in online social networks. If you identify yourself as a team member, ensure your profile and related content is consistent with how you wish to present yourself to colleagues and clients.
Mobile Phone Use
Here are some guidelines regarding the appropriate use of mobile phones.
If you have been provided with a mobile phone;
It’s to allow other employees or customers to contact you, and for you to contact them.
Employees must abide by all laws with regards to mobile phone use.
You must comply with other internet and email policies if enabled on your mobile.
While the phone is used primarily for work, we understand that some private usage may occur. As such we expect private usage kept to a minimum.
It’s a privilege to have a company provided mobile phone, as such, irresponsible or unreasonable use may cause the phone to be removed or re-imbursement of non-business use.
An employee must not use the device in any way that may damage the legitimate interests of the business and employment relationships.
At Work;
The phone is primarily for business communication and work.
Games, Apps, Photography, Internet “Surfing” and Social updates are not acceptable use of a mobile phone during business hours.
Personal Mobile Phone Use;
Employees should not use their personal mobile phones during work hours.
Personal mobile phones should be kept on silent during working hours.
Computer Use
You are expected to take a professional and courteous approach to everything you do in connection with work.
You should not expect that any email or other activity conducted over the business computer network(s) will be private or otherwise confidential.
You are allowed personal use that is reasonable and limited so as not to get in the way of you doing your job.
You must not say or type things about the business unless you have been told you can do so.
You must not engage in use that involves conduct or material that is inappropriate or otherwise obscene or offensive such as accessing or distributing content of a sexual, pornographic, discriminatory, sexist, or racist nature.
You must not engage in use that includes conduct or material that has the risk of defaming, or of causing damage to, the business or any of its team members.
You must not engage in use that includes unlawful activities that are illegal or otherwise inappropriate.
Drugs & Alcohol
The use of drugs and alcohol may impact on an individual’s capacity to perform work safely, efficiently and with respect, thereby posing a risk to the health and safety of the individual and others at the workplace.
We do NOT allow;
Illegal drugs in the workplace
You to be at work while under the influence of Drugs or Alcohol
You to consume alcohol while at work.
If you have prescription or pharmacy drugs – you need to discuss this with management before commencing work.
We may carry out random drug and alcohol testing.
BEHAVIOR AT WORK
Serious Misconduct
All team members will be expected to act in a suitable manner at all times. We provide a positive and safe work environment and expect all team members to uphold these standards and the values of the business.
Certain rules of conduct and behaviour apply, this ensures a harmonious work environment for all concerned.
Failure to follow these rules may result in disciplinary action, from a written warning to termination, depending on the severity of the offence. Any disciplinary action will be recorded in your personnel file and will be taken into consideration when reviewing opportunities for advancement within the business.
Discipline and Termination
The Company will expect all team members to follow any policies and procedures.
It is our goal to create a fair and efficient environment for all team members.
Should any team member act with disregard to any of the relevant policies and procedures it may become necessary to take disciplinary action including and up to termination of Employment.
Employees must return all company owned property (i.e. telephones, computers, uniforms, and keys) prior to leaving on their last day.
Your Responsibilities
You are expected to follow all reasonable and lawful instructions given by us.
You will be expected to:
Arrive on time and be punctual.
Advise your supervisor of any intended absences as soon as possible.
Work to the best of your ability during the hours of work in your employment contract.
Comply with all reasonable instructions from managers concerning health & safety issues.
Comply with all directions and Safe Work Practices, with the goal of avoiding injury to themselves and others.
Follow required business procedures for your job.
Dress appropriately for the job. Including any PPE
Show respect to your supervisors, colleagues and clients/customers.
Treat business property with care
Participate in Return-to-Work programs.
Your Rights
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To be paid the appropriate rate for the work that you do.
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To be advised of your rate of pay
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To work in a safe environment.
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To receive training in your duties.
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To work in a discrimination-free workplace.
Our Standards
When working for our business, it is important to know you are part of a team. As a member of our team, it is important that you follow our reasonable standards of conduct and policies for the business..
The following items may result in disciplinary action, up to and including immediate Termination.
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Providing false or misleading information about employment or leave.
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Not showing up to work without calling your supervisor or the office.
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Falsifying time and attendance records (You or others)
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Conviction of a Crime
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Foul Language, Disorderly or Indecent conduct
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Theft or Dishonesty of any type
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Disclosing of confidential information or proprietary information to people outside of our business.
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Failing to report safety hazards, defects, incidents, or injuries.
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Harassment or Bullying towards other workers or Customers
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Refusal to follow reasonable instructions from your supervisor/manager.
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Breach of Workplace Health & Safety laws and policies.
Workplace Health & Safety
We have a legal obligation to protect the health, safety, and welfare of all our employees. Equally, however, employees are obliged to obey Workplace Health & Safety policies and rules designed for their safety.
We are committed to providing a safe and healthy environment for its workers, contractors, and visitors.
Our Objectives
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Reduce the risks to health, safety of all workers, contractors and visitors, and anyone else who may be affected by our business operations.
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Ensure all work activities are done safely.
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Strive to be a Safe and Incident Free workplace.
Incident and Accidents
We rely upon our employees to alert us to any unsafe work activities/hazards so that we can investigate, make safe and continuously improve our work practices.
We want to provide a safe working environment for everyone and as such, we require all employees to report all incidents, and near misses to their supervisor or manager immediately after the incident.
Emergencies & First Aid
Notices for First Aid kit locations, First Aid officers and Emergency diagrams/procedures are posted throughout the premises.
In the event of an Emergency, follow the directions of any First Aid Officer, Fire Warden, or Emergency Services.
Smoking in the Workplace
Smoking is not permitted in any business premises including business vehicles. This includes E-Cigarettes.
All smoking must be done during your own breaks and only in designated smoking areas.
Note: (A breath mint is a great way to keep a fresh breath smell when dealing with customers).
Pay & Leave
Your pay will be deposited into your nominated bank account as per your Contract of Employment with us.
Your salary will also include a 11.5% superannuation payment into your nominated superannuation fund.
Any allowances you are entitled to will be included as per the Australian Fair Work legislation into you pay.
All team members are entitled to a number of different leave entitlements (paid for full time and part time employees; unpaid for casual team members), including annual leave, personal leave, compassionate.
Team members should note that submission of an annual leave request does not constitute approval. You will be notified if your leave is approved or declined at the earliest opportunity.
Prior to going on leave, it is the responsibility of each team member to ensure that any outstanding matters or ongoing jobs are discussed, and a satisfactory handover occurs.
NOTE: Casual team members are not entitled to paid annual leave or paid carers leave and are paid a casual loading in lieu of leave.
Expenses
If you incur an expense as part of business operations (such as paying for fuel for the cars, general supplies, etc), then you must obtain a tax invoice for the expense, and this must be given to the Administration/Accounts Manager for reimbursement, along with submitting an Expenses Claim Form.
The Administration/Accounts Manager will liaise with management to have the payment made back into your personal bank account.
The reimbursement will generally be paid each week.
Attendance
If for any reason you are unable to attend work by your normal starting time, you should notify your direct manager via a phone call at least 2 hours before you are due to start.
If you are delayed in starting work due to a reason other than sickness, you should notify your direct manager as soon as practical.
Punctuality means being able to start your work at the agreed time. Being in the car park or kitchen is not seen as being able to start work.
Habitual or consistent lateness will result in disciplinary action up to and including termination of employment
Time off for personal appointments (e.g. doctor) or unexpected occurrences needs to be discussed with your direct manager for how time off will be considered